OHS Training

According to the Hierarchy of Controls recommended by WorkCover, OHS training is considered an administrative control, training of staff both in the skills to undertake their job safely and in specific OHS issues is an essential component of an organisation’s OHS Management System.

Whether you have employed an experienced and skilled worker or someone starting out in their career an employer is obliged to provide adequate training and skill development to ensure that the worker undertakes tasks as safely as possible and complies with the policies and procedures within the organisation.  See information on legislative requirements for OHS training.

This training obligation commences with a comprehensive induction training program.  The induction program should include, but not be limited to:

• OHS policies and procedures;
• Emergency procedures;
• First aid procedures;
• Procedures reporting an injury or near miss;
• Legislative rights and responsibilities;
• Workplace hazards;
• Manual handling;
• Safe use of substances and equipment that staff may encounter;
• Use of personal protective equipment where appropriate;
• Managing violent behaviours;
• Infection control;
• Workers Compensation and injury management.

An Induction Checklist can be used to record the material covered.  Vision Australia have kindly provided some sample power point presentations covering induction - general and fire and emergency, manual handling, and emergency procedures for wardens.  This material would obviously need to be adapted for your facilities and service but provides a starting point. 

Safe work procedures should be developed for all tasks and equipment with potential hazards.  Staff must receive training in these procedures and undergo regular competency assessments to ensure that they understand and comply with these procedures.

Continuing training and skill development is also required.  Ongoing training needs may be identified through performance appraisals, risk assessments and incident investigations as well as consultation with staff regarding their specific training needs.  The need for ongoing training may also be identified due to changes in legislative requirements or introduction of new plant, substances or work processes.

A training plan can be developed for specific tasks or work areas which would include the type of information to be covered as well as the frequency required.  Training does not always have to be in formal class lessons and may be best undertaken in short sessions included in staff meetings etc.

Completion of training should be recorded either through attendance records or individual training registers which can be maintained by individual staff members.  Handouts etc from formal sessions should be kept and made available to any staff who may have been absent.  Training sessions should be regularly evaluated to ensure suitability.

Legislative Context

Service providers in the Disability and Community Care Sector are obliged to apply the principles of the NSW Disability Services Act and also to meet their obligations as employers under the NSW Occupational Health and Safety Act 2000.   

Risk Management and Training Requirements

Under the Occupational Health and Safety Act NSW 2000 (OHS Act) and Occupational Health and Safety Regulation 2001 (the Regulation) employers must ensure the health, safety and welfare of employees including the provision of information, training and supervision.

A consultative approach may help to identify ongoing training needs.

Toolbox Talks

One of the easiest ways for managers and supervisors to communicate the importance of safety on the job is through toolbox talks.  You do not have to be a professional speaker to give a good toolbox talk and there are ways you can make you talks more effective.

1. Know your topic and plan your agenda so you are well prepared  (be able to present the talk without reading it and lead a discussion afterward).
2. Whenever possible use material and equipment form your business to illustrate your points.  Collate handout literature or other material you intend to use at the talk.
3. Limit the length of your talk.  Try not to take more than half-hour depending on the topic.  Allow for questions and answers afterwards
4. If possible use visual examples.  Workers can identify more easily with situations or equipment in their own workplace.  For example if you talking about how to vacuum safely use one from the office so that you can point out problems and solutions.
5. When closing the toolbox talk, reinforce the important points discussed.  Thank you staff for their interest and enthusiasm.

Conducting the talk

• Start the talk on a positive note.  After welcoming your staff, compliment them on a job well done, promote teamwork and explain how toolbox talks not only provide valuable information, but also give everyone the opportunity to get together and exchange ideas.
• Keep the talk informal,  Even though you may be using resources, use your own words and style in promoting and leading the discussion.
• Invite people to participate.  The purpose of any toolbox talk is to start people thinking about safety problems. Include practical aspects in the talk.  Encourage workers to identify hazards and ask them to suggest possible solutions.  Use open-ended questions to encourage discussion instead of questions which require only a ‘yes’ or ‘no’ answer.

The Place and Time

• Hold the talk in the work area.  It is recommended you hold the meeting at a time when the workday will least be interrupted, and when the work areas is relatively quiet.
• Have your toolbox talks frequently – part of every staff meeting, to reinforce your company’s commitment to the philosophy that safe work is important to all of you.

The topics

Choose topics relevant to the time of year, hazards or incidents reported and or due for reinforcement due to the nature of risk associated.

Suggested topics for toolbox talks include:

• Hazard reporting
• Incident reporting
• Risk assessment
• Safe driving
• Slips/trips and falls prevention
• Fire safety
• Safe plant and equipment
• Cold and flu prevention
• Adjusting computer workstations
• Manual handling
• Working at external environments
• Behaviour management support
• Emergency procedures
• Infection control
• Review of safe work procedures
• Drugs and alcohol
• Childrens Services

Note that any of the material in the provided sample toolbox talks should be modified to suit policies and procedures within individual organisations and is provided only to provide sample material.  Use of this material without modification may not provide full compliance with procedural or legal requirements.

 You must keep a record of all training – see sample training and attendance registers.

Volunteers

Volunteers are working in a workplace and therefore covered by OHS legislation when they are working with another paid employee but there is just a normal duty of care that an employer should be giving to volunteers.  Volunteers must be given access to the same information, instruction, training and supervision as paid employees.  See attached sample policy and sample handbook.

Ongoing monitoring and review is an integral to ensure that adequate information, instruction, training and supervision is provided.

DEFINITIONS

Instruction:    directing people on the conduct of specific tasks

Training:       the transfer of knowledge and systematic development of skills, abilities, knowledge and attitudes

Supervision:  directing the activities of others

Information:   may be part of the above or may be specific and independent

References

NSW  OH&S Act  2000

Occupational Health and Safety Regulation 2001

Risk Assessment WorkCover NSW Code of Practice 2001