NEBOSH Certificate June 2001Paper A2 The management of safety and healthOutline answ ers and guidance given in the

he NEBOSH examiner s ReportSection 1Question 1 Part (i) of this question required an outline of the factors to be considered wh en assessing thesuitability of lighting within an office building. With eight ma r s available, this should havegiven a clear indication to candidates that a rea sonable outline of a range of relevant factorswas needed. Examiners expected can didates to outline factors such as the type of wor to beunderta en, the type of equipment to be used, the possibility of glare at wor stations and onVDU screen s, the availability of natural light during both summer and winter, the type of artificial light provided, the requirement for local lighting for specific tas s , the availability of emergency lighting, and the number of lighting units provi ded in relation both to the floor areaand to the amount of light emitted from ea ch one. Also important is the possibility of shadowsbeing cast and contrasts in lighting levels between one area and another. Some candidatesconcentrated solely on display screen equipment issues, mainly glare, and thus restricted thenumber of mar s that could be awarded.In part (ii), there were mar s to be gained for descriptions of the possible effects on healthfrom inadequate lighting, such as eyestrain, headaches and increased levels of stress.Additionally, candidates wer e expected to refer to other relevant health and safety effects -such as trips a nd falls, and the possibility of errors in performing tas s that might then puto

Section 2 114

Question 2 This question required consideration of the sort of information that needs to be communicatedand the different methods of presenting such information. This shou ld have led candidates tosuggest that people respond differently to different st imuli, and that variety preventsover-familiarisation with one method and helps t o reinforce a message. Other reasons thatcould have been cited were: the need to overcome language barriers and the inability of someemployees to read; the need to motivate, stimulate interest and gain involvement andfeedbac ; and the accep tance that different types of information require different methods of communica tion. Most candidates were able to come up with one or two relevant reasons butn ot many were able to answer the question in the depth required. Question 3 Part (i) was generally well answered with many candidates gaining maximum mar s for identifying possible causes of harm such as s in or eye contact, inhalation of fumes or particles and ingestion. Mar s were also available for identifying w ays that were not specificto the toxic nature of the substance but which could s till be relevant, such as slips.Candidates were generally not as successful in a nswering part (ii). A procedure for such aspillage should include isolation of t he area and evacuation of employees at ris , the provisionof bunding to contain the spillage, the issue of appropriate personal protective equipment tothose inv olved in carrying out the procedure, contact with the emergency services, and th esafe disposal of the spilled substance and any absorbent material used. Again, manycandidates were content to provide a list when more was needed for an adequa te outline. Question 4

thers at ris .A comprehensive answer to part (iii) of the question included refe rence to the provision of sanitary conveniences (adequate in number, separate ma le and female etc), suitable andsufficient washing facilities, a supply of drin ing water, eating and rest areas, accommodationfor clothing, first aid facilitie s, protection for non-smo ers against passive smo ing and restfacilities for exp ectant and nursing mothers. The action verb in this part of the question was'out line' and some candidates could not gain all the mar s that were available becau se theyproduced a list without any accompanying detail.

Nearly all candidates were able to gain at least one of the two mar s for part ( a) and manygained both mar s. The two particular circumstances are when section 2(3) of the Health andSafety at Wor etc Act 1974 applies -ie when there is an e mployer and when that employer employs five or more persons.Part (b)(i), referri ng to the statement of intent, was generally well answered and candidatesidentif ied that it should both demonstrate management's commitment to health and safety andset goals and objectives for the organisation. For the rest of part (b), and particularly for (b)(ii),some candidates struggled to come to terms with the co ncepts of organisation andarrangements, and many confused the two. The purpose o f the policy section on'organisation' is to identify health and safety responsib ilities and reporting lines within thecompany; the section on 'arrangements' sho uld set out in detail the systems and proceduresthat assist in the implementatio n of the policy. More informed candidates supplied examplesof the systems and pr ocedures that might be included in the 'arrangements' section of apolicy. Question 5 115

Examiners were loo ing for suggestions on how employees might be motivated to wo r safely. Answers should have included ways of improving employees' nowledge of theconsequences of not wor ing safely by: training and the provision of informa tion; showing thecommitment of the organisation to safety by providing resources and a safe wor ingenvironment; involving employees in health and safety decisio ns through consultation andteam meetings; and recognising and rewarding achievem ent. Most candidates were able tooutline some of the above although the more abl e emphasised that positive motivation -employees wor ing safely because that is how they want to wor - tends to be more effectivethan negative motivation - emp loyees wor ing safely for fear of disciplinary action. Both,however, have their place in a well balanced system. Question 6 Part (a) required a straightforward statement of the relevant ey requirements o f RIDDOR1995. Most candidates were able to secure both mar s available for this part of the questionby referring to the requirements that a report should be mad e by the responsible person to therelevant enforcing authority within ten wor in g days of the accident, and that it should bemade by an approved means (eg on fo rm F2508).In answering part (b), candidates could have chosen from a number of p ossible categoriesincluding: a senior manager from another department who could act as an independentchairman; a health and safety practitioner to advise on tec hnical health and safety issues andlegal requirements; a senior manager from the department where the accident occurred,whose responsibilities would include ens uring that the recommendations of the investigationteam were actioned; a local m anager or supervisor with detailed nowledge of the site of theaccident and of t he systems of wor in place; and an employee safety representative who,apart fro

m having the statutory right to be involved if trade union-appointed, could repr esentthe injured wor er and his/her co-wor ers. Other possibilities existed and were rewarded if a justifiable reason could be given for their inclusion. In gen eral, though, candidates founddifficulty either in identifying three separate ca tegories or, having carried out the identification,in stating the reasons for th eir inclusion in the team. Question 7 Responses to this question were generally of a satisfactory standard although so mecandidates did not pay sufficient attention to the request for an outline and produced answersthat lac ed any sort of depth. Some answers were also insufficie ntly broad to attract manymar s.Most candidates focused on the physical issues i nvolved, including circadian rhythm ('bodycloc ') effects and the need for shift rostering, the effects of fatigue, the need to controltemperature and lighting to maintain alertness, and the precautions needed in theemployment of pregnant o r young wor ers. Better candidates additionally referred in their answers to org anisational issues such as the review of existing ris assessments, theprovision of first-aid and emergency arrangements for the night shift, ensuring an adequa televel of supervision and access to specialist advice, and the provision of app ropriate travelarrangements for the wor ers concerned. 116

Question 8 The answer to part (i) of this question was straightforward and simply required candidates torecognise the first and second action levels under the Noise at Wor Regulations 1989 as 85dB(A) and 90 dB(A) respectively. Candidates were either aware of these levels or they werenot - reassuringly, most were.For part (ii), t he Regulations are quite specific in stating that, where noise exposures are li elyto be at or above the second action level, employers must reduce exposures so far as isreasonably practicable by means other than the provision of hearing pr otection. Goodanswers, therefore, made reference to the need for a noise assessm ent in order to evaluatethe possibility of applying engineering controls. Only w here these prove insufficient or impracticable is there a need to define and mar hearing protection zones, provide suitablehearing protection, and inform, inst ruct and train employees on the ris of hearing damageand the preventive or prot ective measures required to minimise such ris . Some candidatesreferred appropri ately to limiting employees' exposure to noise by time and/or distance.Many cand idates identified just one or two of the relevant measures, usually in relation tohearing protection, but sometimes spent too much time on providing unnecessary detail onthese points without moving on and broadening their answers to include other relevant issues. Question 9

A few candidates showed a wide nowledge of the issues involved and provided exc ellentanswers to the question. The remainder, however, found it hard-going and o utlined only oneor two of the relevant factors.Factors that could have been outl ined included: exposure to chemicals such as pesticides,lead and those that caus e intracellular changes (mutagens) or affect the embryo (teratogens);biological exposures (eg hepatitis); exposure to physical agents such as ionising radiation andextremes of temperature; manual handling; ergonomic issues relating to prolo nged standingor the adoption of aw ward body movements; stress; and issues assoc iated with the use andwearing of personal protective equipment. Question 10

117

in the interests of health, safety or welfare.Regulation 14 of the 'Management' Regulations, on the other hand, requires employees touse all wor items in accor dance with the training and instructions that they have been given.Regulation 14 also requires employees to inform their employer (or a specified employee withh ealth and safety responsibilities) of wor situations that could present a serio us andimmediate danger, as well as any shortcomings that they might reasonably r ecognise in theexisting arrangements for health and safety.It was disappointing to note that some candidates did not give sufficient attention to thewording of the question and provided outlines of the duties of employers rather than employees . Question 11

Examiners were surprised that many candidates did not appear to possess a basic nowledge of the ey requirements of health and safety law necessary to answer th isquestion. In general, the duties under sections 7 and 8 of the Health and Safe ty at Wor Actwere better nown, or perhaps came to mind more readily, than thos e contained in regulation14 of the Management of Health and Safety at Wor Regul ations.For part (i), section 7 requires employees to ta e reasonable care for th emselves and otherswho might be affected by their acts or omissions, and to co-o perate with their employer or other person so far as is necessary to enable them to comply with their own statutory dutiesand requirements. Section 8 (which in fact applies to all persons and not just employees)requires that no-one shall in tentionally or rec lessly interfere with or misuse anything provided

Most candidates were able to secure at least a few mar s in answering this quest ion. Aselection could have been made from sources such as statutory instruments, ACOPs andHSE guidance, manufacturers' information, European and other official standards, industry or trade literature, results of ris assessments, accident s tatistics and health/medicalsurveillance records, the employees involved, and en forcement agencies and other experts.This should have been a straightforward que stion yet some candidates' answers were verylimited or were vague as to the prec ise source. For instance, 'boo s' or 'the internet' wereconsidered rather too un specific to be worthy of credit. 118

2001-12 THE NATIONAL EXAMINATION BOARD IN OCCUPATIONAL SAFETY AND HEALTHNATIONAL GENERAL CERTIFICATE IN OCCUPATIONAL SAFETY AND HEALTHPAPER A1: IDENTIFYING AND CONTROLL ING HAZARDSDECEMBER 2001Answer ALL questionsTime Allowed: 2 hoursSection 1This s ection contains ONE question. You are advised to spend approximatelyHALF AN HOUR on it. The maximum mar s for each part of the question areshown in brac ets. 1 (a) Provide s etches to show clearly the nature of the following mechanical hazards from moving parts of machinery:(i) entanglement (ii) crushing (iii) drawing-in. (2)(2)(2) (b) Outline the issues that should be addressed in assessing theappropriateness and suitabil ity of a fixed guard used to protect against dangerous parts of a machine. (6) (c) Identify FOUR non-mechanical hazards to which woodwor ing machine operators may be exposed and

outline the possible healthand safety effects in EACH case. (8) Section 2This section contains TEN question. You are advised to spend approximat ely ONEAND A HALF HOURS on it. The maximum mar s for each question, or part of a question are shown in brac ets. 2Outline

(8)3 (a)Identify the types of hazard that may cause slips or trips at wor . (4) (b)Outline how slip and trip hazards in the wor place might be controlled. (4)4 A furniture factory uses solvent-based adhesives in its manufacturing process. 119

the precautions that might be ta en in order to reduce the ris sing stepladders.

of injury when u

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