OTHM Unit 7.pptx

UNIT 7 Development of Health and Safety Practitioner  Learning outcomes Assess international frameworks for legislation, regulation and enforcement. Assess statutory and regulatory obligations for maintaining health and safety in an organization. Analyze the industry and community roles in influencing and promoting local and national positive health and safety outcomes. Role and Responsibilities Of Safety Practitioner 1. Development and Creation of Health and Safety Policies A Health and Safety Practitioner is responsible for formulating and developing health and safety policies. 2. Cultivating a Positive Health and Safety Culture One of the key responsibilities of a Health and Safety Practitioner is to encourage a positive safety culture within the organization. 3. Health and Safety Planning Planning plays a crucial part in health and safety management. A Health and Safety Practitioner sets objectives, determines priorities, and establishes robust systems and performance standards. 4. Implementation and Monitoring of Policies and Plans The day-to-day execution and supervision of health and safety policies and plans fall under the responsibilities of a Health and Safety Practitioner. 5. Performance Reviews and System Audits Health and Safety Practitioners conduct periodic Role and Responsibilities Of Safety Practitioner 7. Compliance with Legislation Health and Safety Practitioners ensure the organization adheres to all local, state, and federal health and safety laws and regulations. 8. Emergency Preparedness Part of their role involves planning for emergency situations. This can involve designing evacuation plans, implementing emergency drills, and providing first-aid training to selected staff. 9. Risk Assessment They conduct regular risk assessments to identify potential hazards in the workplace. They evaluate these risks, rank them in order of severity, and develop strategies to mitigate them. 10. Reporting Health and Safety Practitioners are responsible for compiling and submitting regular reports to management detailing the company’s health and safety status. 11. Collaborating with Stakeholders Health and Safety Practitioners often work with stakeholders, including managers, employees, regulators, and health and safety representatives. 12. Establishing Safety Standards Health and Safety Practitioners set the bar for safety standards Potential challenges and conflicts that face health and safety practitioners in the workplace 1. Lack of Management Commitment One of the biggest challenges that HSE professionals face is a lack of commitment from senior management. Without the support of top-level executives, HSE initiatives can be difficult to implement and may ultimately fail.. 2. Limited Resources Another common challenge for HSE professionals is limited resources, including funding and staffing. With limited resources, HSE professionals may struggle to implement comprehensive HSE programs, leaving employees and the environment vulnerable to risks. HSE professionals must work to get creative with their resources and prioritize areas that require the most attention. 3. Regulatory Compliance Staying compliant with constantly changing regulations is a significant challenge for HSE professionals. HSE regulations can vary widely across industries and jurisdictions, making it difficult to keep up with the latest requirements. 4. Safety Culture A strong safety culture is critical to successful HSE efforts, but changing or improving a company's safety culture can be a significant challenge. HSE professionals must work to create a culture of safety that is embedded in every aspect of a company's operations and is embraced by all employees. 5. Employee Engagement Role of Professional Bodies in promoting OHS Culture Empowering HSE Professionals: Discovering the Role of Professional Bodies. The Institute of Environmental Management and Assessment (IEMA) is a not-for-profit organization established to promote best practice standards in environmental management, auditing and assessment. Its origins lie in the merger in 1999 of the Institute of Environmental Management, the Institute of Environmental Assessment, and the Environmental Auditors Registration Association, and has over 8,000 individual and corporate members. www.IOSH.com The Royal Society for the Prevention of Accidents is a registered charity which was established over 80 years ago. Providing information, advice, resources and training, RoSPA is actively involved in the promotion of safety in all areas of life - at work, in the home, and on the roads, in schools, at leisure and on or near water. RoSPA aims to campaign for change, influence opinion, contribute to debate, educate and inform - for the good of all. www.ROSPA.com The Institute of Environmental Management and Assessment (IEMA) is a not-for-profit organization established to promote best practice standards in environmental management, auditing and assessment. Its origins lie in the merger in 1999 of the Institute of Environmental Management, the Institute of Environmental Assessment, and the Environmental Auditors Registration Association, and has over 8,000 individual and corporate members. www.IEMA.com Skills Required for OHS The following are ten of the most important types of skills that you will want to work on mastering. Even if you already have a job as a safety professional, it is always a good idea to attempt to improve your skills so you can make the best possible decisions for the safety of everyone in the facility.  Identifying Hidden Hazards  Verbal Hazard Communication  Visual Hazard Communication  Convincing Presentations  Providing Training  Budgeting  Knowledge of Regulatory Organizations  How to Pass Inspections  Gathering & Interpreting Data  Accountability While this list just scratches the surface of what types of things you need to do in order to be a successful safety professional, you shouldn’t feel overwhelmed. You need to keep in mind that you will never be perfect, so you should always be trying to improve the way you do your job and improve the overall safety of your facility. With diligence and hard work, you can be successful. Leadership Styles Training Plan Development and Significance Step #1 - Determine Training Needs • • • • • Employee’s lack of knowledge; Employee’s lack of skills; New machinery or equipment; New procedures or job change; and Any aspects of behavior needing to be changed. Step #2 - Identify Training Needs • Does the employee have previous experience? • Does the employee know how to perform the tasks? • Does the employee possess the skills to perform the tasks? Step #3 - Identify Goals and Objectives • To do to perform their tasks; • To do to improve their performance, and • To do to improve their behavior. Step #4 - Develop Learning Activities • Determine your training method, (i.e., lecture, role-play, simulation, case-study, self- instructional, on-the-job, discussion, hands-on, homework, games, or a combination of several); • Select media, (i.e., references, flip charts, diagrams, overheads, slides, films, videotapes, audiotapes, or computer-based training); and • Plan guides and tests, (i.e., instructor’s guide, student’s manual, pre-test, and post-test). Select the training methods that will best suit your audience and their training Step #5 - Conduct the Training • • • • • Participate in discussions; Ask questions; Share their knowledge and expertise; Learn through hands-on experience; and Participate in role-playing exercises. Step #6 - Evaluate the Program • • • • Student opinion; Supervisors’ observations (both before and after training); and Workplace improvements. Informal discussions may occur prior to the close of the training session. Step #7 - Evaluate the Program • Job responsibilities; • New equipment; • New procedure; and/or Continual Professional Development (CPD) Continuing, or continuous, professional development (CPD), can be broadly defined as any type of learning you undertake which increases your knowledge, understanding and experiences of a subject area or role. CPD is an ongoing and planned learning and development process. It focuses on what you learn and how you develop but may include a formal process of recording it (through supervision, submission of assignments etc.). You are probably already undertaking CPD without even knowing it. Examples of CPD include: • Work based learning (either through supervision, training courses, job-shadowing, mentoring or coaching) • Undertake a peer support buddying opportunity through Nottinghamshire County Council • Completing a professional qualification • Informal or experiential learning (which takes place through life and work experience) • Reflective thinking based on planned and unplanned experiences Significance of Continual Professional Development (CPD) Aside from learning about something new, there are many reasons to undertake CPD. CPD is important because it: • Gives you new knowledge that may help you to deal with new or complex situations. • Can help you achieve your career goals by focusing on learning and development. • Will give you confidence in your role. • Will demonstrate your commitment to developing your skills and knowledge in a subject area Significance of Continual Professional Development (CPD) Aside from learning about something new, there are many reasons to undertake CPD. CPD is important because it: • Gives you new knowledge that may help you to deal with new or complex situations. • Can help you achieve your career goals by focusing on learning and development. • Will give you confidence in your role. • Will demonstrate your commitment to developing your skills and knowledge in a subject area CPD Plan Development •When it comes to curating an effective CPD plan, understanding its fundamental components is crucial. These elements form the framework that will direct your professional development, ensuring you get the most out of your CPD efforts. A comprehensive plan should contain several key elements: •Learning Goals/Objectives: Clearly defined objectives provide a sense of direction, informing you about the skills, knowledge, or competencies you wish to develop or improve. •Current Skills and Knowledge: An honest assessment of your current abilities helps identify gaps, providing a basis for your CPD activities. •Learning Activities: This section should detail the activities you will undertake to achieve your objectives. These may include training courses, eLearning, seminars, workshops, educational events and so on. •Timeline: Specify the timeframe for accomplishing your objectives. This can range from short-term goals (monthly, quarterly) to long-term ones (annually). •Evaluation: How will you measure your progress? This might be in the form of tests, feedback, reflective CPD Plan Sample Professional Development Plan (PDP) Step 1: Assess yourself •Self assessment is the foundation of your PDP and a critical step you should take seriously whenever you update your PDP in the future. In this step, you’ll evaluate your personal and professional interests, any hopes, plans, and dreams you have for your career, as well as your current knowledge and skill set. Step 2: Set your goals •Now that you’ve evaluated your current position and skills, it’s time to set your goals. To break up your main goals, you’ll want to set long-term, mid-term, and short-term goals. •Long-term goals can be months or even years into the future. •Mid-term goals should range from a couple of weeks to a couple of months. •Short-term goals should range from a couple of days to a couple of weeks. Step 3: Develop strategies •To reach your goals you need an action plan. To create one, ask yourself how you can advance your competencies, learn new skills, or get that promotion you’ve been eyeing. Step 4: Gather your resources •Once you’ve developed an action plan, think through the professional growth you need to succeed. Here are a few examples of resources that can be relevant to your professional development: •Seminars, webinars, or workshops that elevate your skill set •Learning and development resources that can advance your knowledge •Professional networks that connect you with new peers or mentors •Continuing education institutions that provide you with the degree you need for your promotion. •Social media platforms, like LinkedIn, where you can connect with your virtual team outside of work Step 5: Create a timeline •Creating a timeline and deadlines for your goals can be extremely helpful in sticking to them. It’s also the “T” of any SMART goal (time-bound). Step 6: Track your progress •With your timeline at hand and your SMART goals defined, it should be easy for you to track your progress and assess where you are. This brings us back to the beginning because your PDP isn’t a linear plan—it’s a lifecycle. • Professional Development Plan (PDP) Plan Sample

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