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For informal training tobe effective, thesupervisor orexperienced workerneeds to undertaketrainer-training todevelop the skills totrain others in theworkplace.Informal trainingThe role of the supervisor orexperienced workerAnother important provider of trainingmay be a supervisor or experiencedworker who has skills and knowledge inhealth and safety. Such a person canprovide information and training toothers at work.When do people need health andsafety training?The need for health and safety trainingat work is continuous. Ascircumstances at work change, therewill always be the need to ask thequestions:nHow does this change affecthealth and safety?For this informal training to beeffective, the supervisor or experiencedworker needs to undertake trainertraining to develop the skills to trainothers in the workplace.nWhat health and safetyinstruction and training do I needto provide now?Your local TAFE college, privatetraining providers and the trade unionsmay offer trainer-training courses whichgenerally run for 3 to 5 days.nwhenever you take on someonenew at work - health and safety isan important part of inductiontrainingnwhenever you buy newmachinery or equipment or newsubstances such as cleaningmaterials, chemicals, paints andso onwhenever people's jobs changeTypical times when you need to askthese questions are:Types of formal training coursesLicence or certificate coursesCertain jobs require an operator to hold an officially recognised certificate or licenceto do tasks like operating a steam boiler, driving a crane or working as a dogman ona construction site.nnTraining for these certificates or licences in most States and Territories is providedby an accredited trainer and assessment is carried out by a qualified assessor.Assessment can take place either at work or a place where training is conducted (ega skills centre). The health and safety organisation in your State or Territory canadvise you on these training programs.nAccredited and approved coursesnCourses like introductory training courses for health and safety representatives areclassified as accredited under legislation. Some States and Territories use the termapproved for these courses. Courses for managers and supervisors may also beclassified as accredited in some States and Territories.Accredited and approved courses have to meet certain criteria determined by therelevant Commonwealth, State or Territory health and safety authorities.Short coursesShort courses are usually designed for a specific group of people such as operatorsof equipment, employees, managers and supervisors. The most common types ofshort courses are: general introductory courses on topics such as hazard management management and supervisory training courses on legal obligations andmanaging health and safety in the workplacecourses on specific issues such as hazardous substances, manual handling,confined spaces and workplace ergonomicscourses for employees with non-English-speaking backgrounds giving ageneral introduction to basic health and safety principleswhenever you change the layoutof your work environmentwhenever there are new healthand safety regulations, standardsor laws that affect your industryif there has been an accident,injury or health and safetyincident at workHow do you select the trainingthat meets your needs?First, you need to make decisionsabout the amount of money and timeyou want to invest in training.It is useful to ask other employerswhat they think of the health andsafety training providers they haveused. You may also want to asktraining providers about how flexiblethey can be and what sort of servicethey can provide to you.Vocational and professional coursesTraineeship and apprenticeship courses normally include health and safety modulesas part of the course.There are also 2 to 4 year health and safety courses for training health and safetyprofessionals and managers. These courses usually involve part-time study at acollege or university over 2 to 4 years and result in a qualification in health andsafety.Organising health and safety training for your workplace5

Decisions you need to makenHow much money are you going to invest in training over the next 6 to 12months?nHow much time will you devote to training?nWhat is the most cost efficient way for you to make this investment?n6 To send one employee to the health and safety course and a trainthe-trainer course and then schedule time for him/her to train othersat work? To send a group of people to the training course? To arrange for a trainer to come to the work site and deliver trainingto a group of workers?What specific outcomes do you want to achieve as a result of the healthand safety training?Organising health and safety training for your workplace

Health and safetyskills andknowledgeat workWhat health and safety skills and knowledge do people at work need?This section looks at induction training, planning training and doing atraining needs analysis, and the health and safety responsibilities of theemployer/manager, the supervisor and the employee.Who needs health and safety training?In all organisations, no matter how large or small, everyone needs some training in healthand safety matters: the employerthe supervisorall employees - casual, part-time and full-timestudents on work experiencenew employeescontractors who work on your sitethe health and safety committee representativemembers of the health and safety committeeWhat training does each person need?The type of training that each person in the organisation needs depends on: each person's role and responsibilities at work each person's occupation (eg plant and machine operators and people who handlehazardous substances need specific training) the hazards identified during an inspection of your workplace the type and occurrence of injury and disease at workOrganising health and safety training for your workplace7

The employer isresponsible forensuring that a newemployee or traineeis given inductiontraining and has theskills and knowledgeto work safely.The importance ofinduction trainingWhenever someone new starts work, the employer is responsible for providinginduction training. Induction training is needed by all new employees - whetherthey are full-time, part-time, casual or even volunteers on site or students doingwork experience.Induction to health and safetyInduction training must include providing health and safety information such as:nhazards at worknhow to interpret safety signs and informationnhow to work safely and use equipment safelynfire and emergency proceduresnfirst aid proceduresnwho to report incidents or accidents tonwho to discuss safety issues withnhow to get involved in health and safetyWho provides induction training?The employer is responsible for ensuring that a new employee or trainee is giveninduction training and has the skills and knowledge to work safely. In mostworkplaces the owner, supervisor or experienced worker will provide this training.Keeping records of induction trainingIt is also the employer's responsibility to keep records of induction training. Theperson in charge of providing induction training should keep records of thefollowing types of information:8nname of the person who received induction health and safety trainingndates and times when the training was providednspecific details of what was covered during the training sessionsnhow long the training sessions lastednhow the training was assessedOrganising health and safety training for your workplace

Planning training andtraining needs analysisTraining programs are best planned is everyone at work: has basic information about what the laws and regulations are has the opportunity to talk about health and safety concerns uses the health and safety skills and knowledge they have takes part in a workplace inspection and identifies hazards at work takes part in a training needs analysis to find out what training each personneedsStages of a training needs analysisTraining needs analysisConducting a health and safety trainingneeds analysis will help to ensure thatTraining needsthe people in your organisation get theanalysis will ensuretype of training they need.training is relevant tothe job and the It will enable you to ensure that thechanging needs of training is relevant to the job and thethe workplace. changing needs of the workplace.A training needs analysis involvesanalysing all aspects of work, includingthe work environment, the actual jobspeople do and the skills and knowledgeof each person at work. Once thisinformation is collected, then you canstart to plan what training yourorganisation needs.There are a number of stages to atraining needs analysis, as described inthe right hand column.Training needs chartFill in a trainingneeds chart for each Appendix 1 contains a chart to help youemployee – see start planning the training you need toAppendix 1. organise for yourself and youremployees. Discuss the plan with youremployees.nAnalyse the workplaceThis means analysing: the working environment the activities that people are expectedto perform at worknAssess the current approach tohealth and safety at workThis may include looking at: nselection and recruitment proceduresthe way jobs are designedthe way equipment and tools areselectedthe way work procedures are designedand managedAnalyse jobsThis means studying a job and identifying allthe tasks, equipment, materials, workprocesses and the associated hazards.nForecast job changesThis means making predictions about theway jobs may change and how changes mayaffect the health and safety of staff.nIdentify the skills, knowledge andattitudes needed to preventhealth and safety problemsnAssess the current situationThis means: identifying the actual health and safetycompetencies that people in theorganisation already havecomparing these existing competenciesto those needed to prevent health andsafety problemsworking out deficiencies which healthand safety training would reduce oreliminateOrganising health and safety training for your workplace9

What are your health andsafety responsibilities inthe workplace?The broad responsibilities of employers/managers, supervisors and others in theworkplace are outlined below.Refer to Appendices2 and 3 for details ofresponsibilities andthe hierarchy ofcontrol.Appendix 2 contains a checklist giving further details of each responsibility listed.The checklist will help you to work out what health and safety training theemployer/manager, supervisor and others who work in the organisation need.Appendix 3 contains an explanation of the principles for preventing hazards in theworkplace, including the hierarchy of control.Responsibilities of theemployer/managerIn broad terms, as far as health andsafety are concerned, employers andmanagers need to be able to:nnnnnnnnn10manage health and safety in theworkplaceset up a system of regularcommunication at work abouthealth and safetyidentify hazards in the workplaceassess riskscontrol risksdeal with hazardous events (egfires, emergencies, accidents)organise for employees to receivehealth and safety trainingkeep health and safety recordsevaluate the health and safetymanagement systemOrganising health and safety training for your workplaceEmployers and managers need tounderstand:nnthe law, regulations, standards,codes of practice and proceduresrelating to health and safety in theorganisationthe preferred order of risk controlmeasures (the hierarchy of control see Appendix 3)

Responsibilities of the supervisor Responsibilities of all thosewho perform work on siteIn broad terms, as far as health andEveryone who performs work in thesafety are concerned, supervisors needorganisation includes employees (fullto be able to:time, part-time and casual), contractors,n provide information to others atfamilymembers, students on workwork about health and safetyexperienceand volunteers.n communicate and consult withothers about health and safetynidentify hazards at work andassess the risks associated withthe hazardsnncontrol the risksdeal with hazardous events (egfires, emergencies, accidents)ncontribute to health and safetytrainingmaintain health and safety recordsnIn broad terms, as far as health andsafety are concerned, everyone whoworks on site needs to be able to:nfollow workplace procedures foridentifying hazards and controllingrisksntake an active part in ensuring thatthe workplace is healthy and safeEveryone at work needs to understand:nSupervisors need to understand:nall health and safety legislation andcodes of practice relevant to theorganisationnthe organisation's health andsafety policy and proceduresthe preferred order of risk controlmeasures (the hierarchy of control- see Appendix 3)nnnninformation about health and safety legislation codes of practice workplace health and safetyprocedureshealth and safety instructionswhat hazards are present in theworkplacethe symbols used for health andsafety signs in the workplaceHow one employer handled a health and safety problemThe owner of a smallgoods manufacturingcompany found that a number of staff werecomplaining about niggling back pain as aresult of pushing heavy trolleys loaded withfrozen meat through a crowded factory.After discussing the problem with all staffand noting the number of people who hadbeen off work with sore backs, the employeracted by: arranging for regular maintenance oftrolleys making arrangements for all staff to doa back care and manual handlingtraining program at work developing a set of safe workprocedures for moving loads in thefactory defining clear traffic ways for trolleys providing training to ensure all stafffollowed these safe work practicesbuying some motorised trolleys forparticular loads monitoring the new arrangements tosee if health and safety improvedOrganising health and safety training for your workplace11

What to expect froma good health and safetytrainingprogramThe person providing training programs for your workforce may be thesupervisor at work, a TAFE lecturer, a private trainer, a health and safetyconsultant or a combination of these people.No matter who provides the training, the program should have the featuresdescribed here.Information or training?What does training involve?There is a difference between informationand training.Training involves a variety oftechniques designed to encouragepeople to take an active role inlearning. Training includes: Information raises awareness - itprovides general introductoryknowledge about a topic.Training is a longer termcommitment to learning new skillsand knowledge which, in turn, willresult in a change in workplacebehavio ur - for instance, a new wayof doing something.What training is and is not Training involves two-way communication between the trainerand the person learning - both of you will listen, perform, think, askquestions, explain. Training does not mean sitting in a room listening to a person talkor simply watching a video. explainingdemonstratingproviding practice opportunitiesasking people questions aboutwhat they are learninggiving people feedback on theirperformanceencouraging people to askquestionstaking into account a person'sEnglish language and literacylevels and cultural backgroundencouraging people to assess theirown performancereviewingfollowing up at a later date tocheck whether learning has takenplace and if behaviour haschangedIf you take part in a training program,you have the right to expect all ofthese things to happen.12Organising health and safety training for your workplace

Competency based trainingMany training programs are described as competency based. In a competencybased training (CBT) program, people gain the skills and knowledge that they needto be able to perform their work. CBT programs are based on what people at workare expected to do and the standard of performance expected in the workplace.Knowledge is important in a competency based program. Equally important isbeing able to apply that knowledge at work.The special features of a competency based training programnThe outcomes to be achieved as a result of training are stated clearly.nThe skills and knowledge that a person already has are recognised.nThe trainer is flexible about where, when and how training takes place.nThe trainer checks that learning has taken place by assessing each persondoing the training.nThe trainer keeps records of all training undertaken and what each personachieves.Each of these features is explained below.CBT feature 1 The outcomes to be achieved as a result of training are stated clearlyOutcomes arespecified The focus of training is on what people An example of a training outcomecan do at work with the skills andknowledge that they gain. In otherwords, the focus is on outcomes thatare relevant to the workplace.These outcomes must be stated clearlyat the beginning of the training programso that everyone knows exactly what isexpected of them and the standard ofperformance required by the workplace.These outcomes are also used as thebasis for assessment in order to judgewhether those who did the trainingprogram achieved what was expected ofthem.At the end of the training program, you willbe able to deal with fire and emergencysituations in the workplace. This means youwill be able to: explain the workplace fire drill andemergency evacuation procedures to yourwork team identify all safe assembly areas at workand emergency telephone numbers locate all hand-held fire extinguishers inthe work area and explain their correctuse isolate gas, electrical and water supplies complete accident/incident reportsaccuratelyOrganising health and safety training for your workplace13

CBT feature 2 The skills and knowledge that a person already has are recognised.Recognition ofexisting skills and Efficient training recognises the skillsand knowledge people already have.knowledgeWithout this, a lot of time is wasted andpeople lose interest in the trainingprogram.Training must build on what a personcan already do. Therefore, beforetraining begins, the trainer should use astatement of outcomes to identify whatskills and knowledge each personalready has. If this is done, the trainingprogram is more likely to 'fit' the personand be interesting and useful.CBT feature 3 The trainer is flexible about where, when and how training takes place.FlexibilityWhere training takes placeTraining can take place in a trainingroom at work, in a college, in theimmediate work area or at a computerterminal. As an employer, you canrequest that training takes placewherever it best suits you and youremployees.As far as possible, training should takeplace at work or in a work-likeenvironment. This ensures that thetraining is relevant to the workplace andis practical.When training takes placeTraining does not have to take placebetween 9 am and 5 pm. Training canbe in shorter 2 to 4 hour sessions spreadover a number of weeks.How training takes placeTrainers can use a variety of techniquesto get the message across and to provideopportunities to practise skills.An example of flexible timingA country bakery wanted to train all itsemployees in identifying and reportinghazards. The best time for training, asagreed by the baker and the employees, waswhen the night shift finished work at 4.30 am.The employer hired a trainer who was able tocome to the bakery twice a week for 3 weeksand train on site between 4.30 am and 6.30am.An example of a variety of trainingtechniquesA trainer providing manual handling trainingmay use the following range of techniques: a brief lecture in the training room usingan overhead projector and handoutmaterial covering legislation and theory a walk around the workplace with theemployer and employees to identifyhazards and assess risks a group discussion at work to discussrisk control methods practical tasks to resolve problems thatcan be fixed on the spota written or oral assignment one weeklater to check understanding of theoryand legislation 14Organising health and safety training for your workplace

CBT feature 4 The trainer checks that learning has taken place by assessing eachAssessing person doing the training.achievementsThe trainer has to assess whether eachperson trained can now do everythingexpected of him or her. Theseexpectations are described in thestatement of outcomes at the beginningof the training program.To assess the trainee, the trainer gathersevidence of the trainee's performance onthe job and the trainee's knowledge.Once the trainer has enough evidence toshow that learning has taken place andthe standards (as described at thebeginning of the training program) havebeen met, then the trainer can say theperson is competent.An example of assessingThe evidence to show that a trainee can handlehazardous substances safely would include twotypes of evidence: performance evidence observing each trainee at work to see ifhe or she handles hazardoussubstances safely checking incident reports at work to seeif a train

4 Organising health and safety training for your workplace Types of health and safety training As an employer, it is crucial that the 'training product' you buy For details of each type of formal training course, refer to the next page. There are many health and safety training courses available. suits your staff and your business. Formal training