2024 IDT Note Points PDF

Action plan regarding cyber breaches Training plans and ongoing support Communication barriers Documenting problems and solutions Sources of information regarding online threats Programming data structures Effective communication Critical creative thinking Ergonomics Safety signage Flowcharts Work T...

Action plan regarding cyber breaches Training plans and ongoing support Communication barriers Documenting problems and solutions Sources of information regarding online threats Programming data structures Effective communication Critical creative thinking Ergonomics Safety signage Flowcharts Work Tasks Routine and non routine Record keeping practices Role of WHS personnel PIA  Table of contents Privacy Impact Assessment (PIA) 3 Example 3 The Office of the Australian Information Commissioner 3 Roles of WHS BSBWHS311 #1 3 work task routine and non-routine 16 Flowcharts 17 Common Flowchart Symbols 17 Workplace example- System upgrade 18 Safety Signage 18 18 Ergonomics (ICTICT214 #1) 19 Critical and creative thinkings (BSBCRT301) 24 Effective communication 24 Programming data structure 25 Sources of information regarding online threats 25 Documenting problems and solutions 25 Communication barriers 25 Training plan and ongoing support actions plan regarding cyber breaches 25  Privacy Impact Assessment (PIA) privacy impact Privacy Impact Peter performs the following assessment (PIA): Assessment (PIA) PIA steps to manage - what is it? is a systematic privacy theft: - A Privacy Impact assessment of a project Threshold assessment Assessment (PIA) is a that identifies potential Plan tool that agencies can privacy impacts and Describe use to assess the recommendations to Identify and consult with manage, minimise or stakeholders privacy impacts of a eliminate them. Map information flows new project and identifies how a project Privacy impact analysis where necessary, can have an impact on and compliance check identify ways in which individuals’ privacy and Privacy management — the obligations set out makes addressing risks in the Information recommendations to Recommendations Privacy Act 2009 manage, minimise or Report (Qld) (IP Act) can be eliminate privacy Respond and review met. impacts. - - why do it? when is it Example TPDIMPP 3XR ACRONYM done? - primary role/function of The penis dectector is my the Office of the The Office of the personal penis record Australian Information Australian Information Commissioner (OAIC) Commissioner (Australian Government) - an independent agency - awareness of the steps within the in undertaking a PIA Attorney-General’s portfolio. - primary functions are privacy, freedom of information and government information policy. - responsibilities include conducting investigations, reviewing decisions, handling complaints, and providing guidance and advice.  Roles of WHS BSBWHS311 #1 The Work Health and Safety Act 2011 came into law on January 1, 2012 through the Federal Parliament. According to Safe Work Australia’s Guide to the WHS Act, it provides a framework to protect the (physical and psychological) health, safety and welfare of all employees and of other people who might be affected by the work. The WHS Act aims to: protect the health and safety of workers and other people by eliminating or minimising risks arising from work, or workplaces ensure fair and effective representation, consultation and cooperation to address and resolve health and safety issues in the workplace  encourage unions and employer organisations to take a constructive role in improving work health and safety practices assist businesses and workers to achieve a healthier and safer working environment promote information, education and training on work health and safety provide effective compliance and enforcement measures deliver continuous improvement and progressively higher standards of work health and safety Work Health and Safety Regulations outline in more detail the requirements in the Act. They outline specific duties and requirements that must be complied with and cover a range of areas relating to safety in the work environment. They also include penalties that apply for breaches of regulations. Areas covered in the Regulations include: managing risks to health and safety general workplace management, including first aid, personal protective equipment and storage of flammable or combustible substances noise hazardous manual tasks high risk work diving general duties for plant and structures Codes of Practice have also been developed. These contain information about different issues in work health and safety relating to a broad range of industries. They provide practical guidance in meeting the work health and safety standards outlined in the Act and Regulations. Codes of Practice came into effect at the Commonwealth level in 2012. They cover areas such as: How to manage work health and safety risks Managing the work environment and facilities Work health and safety consultation, cooperation and coordination Managing noise and preventing hearing loss Hazardous manual tasks Confined spaces Managing the risk of falls at workplaces First aid in the workplace Safe design of structures An “Act” is a bill that has been introduced into a Parliament, has been passed and becomes a law. Each State and Territory has their own WHS Acts each model off the Commonwealth WHS Act. Those State and Territory Acts are: Australian Capital Territory: Work Health and Safety Act 2011 New South Wales: Work Health and Safety Act 2011 Northern Territory: Work Health and Safety (National Uniform Legislation) Act 2011 Queensland: Work Health and Safety Act 2011 South Australia: Work Health and Safety Act 2012 Tasmania: Work Health and Safety Act 2012 Victoria: Occupational Health and Safety Act 2004 Western Australia: Occupational Safety and Health Act 1984. BSBWHS311 #2 Under the Work Health and Safety Act, a ‘person conducting a business or undertaking’ (PCBU) has a duty to provide all workers with the necessary information and training to safely carry out their work so that their health and that of others in the workplace is not put at risk. As we now know, PCBUs are required to ensure that all employees are aware of the organisation's policies and procedures relating to WHS. In most cases, the organisation's WHS policies align with the WHS laws and regulations and are developed and implemented to ensure that the organisation and their employees all comply with those laws and regulations This can include training requirements, hazard reporting, safe work practices, WHS reporting, emergency procedures and so o`n. Those assisting in explaining WHS policies and procedures can choose from a number of methods to use. This can include: Developing fact sheets One-on-one conversations Health and safety meetings Developing website pages Information, training and instruction must cover: The type of work carried out by the worker and the risks associated with it Safety measures and practices used to eliminate, reduce or manage those risks Consequences of non-compliance When a new employee starts at a workplace, work health and safety training should include: A familiarisation with the workplace and facilities Emergency procedures First aid The management of health and safety in the workplace All health and safety procedures relevant to the worker’s role Reporting of hazards How to seek health and safety information in the workplace There is also a need to regularly reinforce all WHS information and procedures through scheduled meetings, newsletters, noticeboards and workplace discussions. The reason for this often includes: Changes in WHS legislation and regulations Changes in work processes in the workplace New equipment introduced to the office, warehouse or manufacturing facility Changes to the workplace location New job sites Compliances issues arisen Hazards often are classified as being: Chemical hazards Physical hazards Biological hazards Mechanical hazards Ergonomic hazards REQUIRED PERSONNEL Those that can be classified as ‘required personnel’ would include: Employees/staff/workers Contractors and sub-contractors Visitors such as suppliers, consultants, customers, clients The level explanation of WHS policies, procedures and hazard reporting to the ‘required personnel’ would depend on what their role or relationship is within the organisation. BSBWHS311 #1 ASSIST WITH IMPLEMENTING CONSULTATIVE PROCESSES DESIGNED TO ENGAGE WORK TEAM IN MANAGING WHS Work health and safety (WHS) consultation and communication methods and related processes are a legal requirement and are outlined in the Safe Work - ‘Work Health and Safety Consultation, Cooperation and Coordination Code of Practice’. WHS laws and regulations define who the stakeholders in the WHS consultation process are and depending on the organisations could include: Persons conducting a business or undertaking (PCBU) Officers such as company directors Workers WHS laws and regulations define some stakeholders as ‘other duty holders’ and depending on the organisations could include: Contractors and their workers Suppliers Landlords or building owners WHS CONSULTATION METHODS Consultation with workers - this method or also known as a ‘mechanism’ for consultation on health and safety matters is direct dialogue between workers or the supervisors and the workers under their supervision. Health and safety representative - this person is ‘elected’ by a work group and represents people in a workgroup on WHS matters. The ‘mechanism’ for consultation on health and safety matters would be done through the health and safety representative. Health and safety committee - in larger organisations where there are different departments and/or processes, there would often be a health and safety committee established dealing with different WHS issues. For example, it could be a manufacturing operation that has an office, manufacturing processes and warehousing each having a WHS member on the committee. WHS COMMUNICATION METHODS Verbally face-to-face - this would be the basic face-to-face conversation, usually one or two persons that are focused on the topic of WHS. Meetings - this is a common method that has a number of meeting participants and often used by duty holders with a number of workers, health and safety representatives, WHS committees and/or other duty holders. Memos - these are a printed method of communication that could be used to outline WHS consultation policies and procedures, summary of WHS consultation meeting minutes and/or any other needs to communicate WHS topics. Mainly used internally. Newsletters - these too are a printed communication method. Newsletters usually have a range of topics covered and one could be focussed on WHS consultation policies and procedures. Some newsletters are distributed internally and others are distributed to customers, suppliers and so on. Emails - these are commonly used to distribute documents as ‘attachments’ including those that are focused on WHS consultation policies and procedures.  Emails are also used to communicate back and forth about WHS consultation policies and procedures, especially when clarification is needed. Contracts - these could include supply contracts, service/work contacts, employment contracts, rental and lease agreements and so on. Contracts could often have clauses that outline the WHS consultation policies and procedures of the organisation and the need to comply with those WHS consultation policies and procedures. ASSIST IN DEVELOPING WHS CONSULTATION & PARTICIPATION A person who ‘facilitates’ something is a person who is making a process or other person’s actions easier. WHS consultation is a collaborative process between the organisation's management (PCBU) and workers. It involves willingly and openly sharing information about health and safety. Cooperation can mean if you are approached by other duty holders wanting to consult with you on a health and safety matter, you should: not obstruct or ignore the communication respond to reasonable requests from other duty holders to assist them in meeting their duty BSBWHS311 #2 RESPONDING TO WHS ISSUES Responding to WHS issues requiring resolution would need to be done in a timely manner for a few reasons that could include: The WHS issue not resolved quickly could cause injury or property damage The WHS issue not resolved quickly may lead to costly work stoppage The WHS issue not resolved may lead to legal non-compliance and legal action The WHS issue not resolved could result in termination of employment The WHS issue not resolved could damage the organisation's reputation A seemingly simple WHS issue, not resolved quickly, often begins to escalate. In order to encourage all employees to participate in organisational WHS management, the organisation would: Provide employees the time and opportunity to participate and contribute to any health and safety program, such as regular health and safety meetings Acknowledge and positively encourage those who participate in health and safety programs and communication processes. This could include: ○ First Aid trained workers ○ WHS committee members ○ Emergency officers (such as those trained in fighting fires)  Have an ‘open-door’ policy that invites suggestions from employees which relate to workplace health and safety A major form of employee engagement around WHS involves the internal communication channels within an organisation. The Intranet, email, newsletters, notice-boards and staff meetings provide some of the opportunities to encourage employees to contribute to the health and safety activities within an organisation. Many WHS focussed organisations will have management and senior staff that: Make safety a significant part of the organisational culture Display commitment to health and safety in the workplace Positively reinforce the need for safe working practices Encourage all employees to take ownership of health and safety in their work environment Provide easily accessible channels for employee feedback Assess and act promptly when issues are identified and reported WHS committee meetings are generally conducted on a monthly basis, or as agreed by members. The committee members discuss and keep records on workplace health and safety issues and incidents that include: Identified hazards and risks Incidents Injuries Illness Unresolved matters This responsibility involves a number of duties; one of which is to assist in facilitating engagement with management and other parties to identify and implement improvements in response to WHS feedback by employees and others. A ‘work team’ has members (employees) who work interdependently on a specific, common goal to produce an end result for their employer. A stakeholder is a party that has an interest in a company (or any type of organisation) and can either affect, or be affected by the business or the operation of the organisation. There are a number of ways to identify workplace health and safety training requirements. These can include:  A training matrix (identifies WHS skills required for each work team member and their respective work tasks and activities) Job safety analysis (includes training and competency for each task) Specific hazard risk assessments (e.g. manual handling-safe lifting technique training) WHS audit Legislation requirements (e.g. plant operator certification, forklift licences) Investigation of past and recent incidents (identify cause and prevention options) There are also specific safety training requirements, which are prescribed in specific regulation provisions that relate to a particular industry and organisational structure. These include training requirements such as: First aid training Fire fighting training Safety committee training (if applicable) Safety representative training (if applicable) Forklift driver training Crane operator training Construction induction training Manual handling training Confined space entry training Hazardous substances training, such as handling chemicals Once the work team’s WHS training needs are identified, the training needs should be presented to relevant stakeholders. Depending on the type of organisation and industry, these stakeholders could include: Supervisor(s) Business owner Human resources manager Workplace health and safety representative WHS committee Union health and safety representative Other stakeholders could include: Equipment manufacturer representative (for equipment safety training) Hazardous material suppliers (for safe use training) WHS training providers (to determine relevant and available WHS training) The main reason for reporting the work team’s WHS training needs to relevant stakeholders is to start the process of having WHS training needs addressed. BSBWHS311 #2 To develop a work team’s WHS competence first requires to determine what category each work team member falls into. Generally the categories would include: Generic – generic competencies are those which are identified according to a position’s role and responsibility with regards to WHS. For example, identifying WHS responsibilities, how to complete an incident report, or a risk assessment Risk specific – risk specific competencies are identified according to the nature of the work being conducted, for example, first aid, equipment safety, biosafety, working with hazardous substances and so on Task specific – task specific competencies are those competencies which an individual may require training in to complete their work. For example, the ability to apply a safe work procedure to a task or a type of equipment Oral/written questions - useful for assessing underpinning knowledge required for WHS competencies and best combined with practical demonstration which provides a good overall assessment of competency. Practical demonstration - the work team member is required to complete a task to demonstrate their skills, or their selection and safe use of equipment. This is used along with workplace observation. Workplace observation - in the workplace, this is the most widely used technique for assessing WHS competency complemented by oral or written questioning. Procedures assessment - the work team member demonstrates to the person doing the WHS assessing verbally and/or in writing, how to plan, organise and manage WHS contingencies for an activity. Written assignment - the work team member prepares a written assignment or test set by the person doing the assessing to prove their WHS competence. A test or quiz may be used to determine a work team member’s level of knowledge. Oral presentation - an oral presentation to the person doing the assessing can be used to assess the work team member’s knowledge. This method is used where other methods of assessment are not applicable. However, other strategies would be taking the opportunity to do the following: Recognise training accomplishment (competency) Provide sufficient opportunity for practice Reemphasise the importance of the safe work practises  Document training and seek feedback on its effectiveness Follow-up and verify the competence of the team member BSBWHS311 #1 Common methods used to identify hazards include: Work area inspection – physical analysis of the work area Process or task analysis – reviewing each step in any task or process Review and analysis of past workplace accidents or incidents HOW HAZARDS OCCUR Hazards occur in many ways: Hazards can occur through a ‘process’ (example – a worker performing their duties using dangerous machinery/equipment or substances) Hazards can occur through an ‘activity’ (example – a worker performing a dangerous task as part of their duties) Hazards can occur through an ‘action’ (example – moving items without mechanical aids) Hazards can occur through a ‘situation’ (example – activity causing a fire) Hazards can occur through an ‘event’ (example – stocking storeroom shelves) Hazards can occur through an ‘arrangement’ (example – poor working conditions) Hazards can occur through a ‘circumstance’ (example – wet floor around a machine/equipment) Once a hazard has been identified, it needs to be reported. As a requirement by WHS laws and regulations in Australia each workplace must have in place an appropriate level of WHS policies and procedures and the employees trained in WHS matters, including the reporting and recording of identified hazards. As part of the workplace policies and procedures relating to the reporting of hazards would be the person, or persons in the workplace who the hazard is to be reported to. This could include: Business owner Senior manager Supervisor Health and safety officer Keeping records of all WHS processes and procedures demonstrates what the organisation has done to comply with the WHS Act and WHS Regulations. This includes the identification of workplace hazards. Other reasons for keeping records include: Assists undertaking subsequent hazard identification activities Assists in establishing and reviewing hazard control measures  Recording decisions made about controlling risks that were made Assists in targeting training for key hazards Provides a basis for preparing safe work procedures Makes reviewing risks easier following any changes to legislation or business activities Demonstrates to others (regulators, investors, shareholders, customers) that work health and safety risks are being managed There are a number of definitions for hazard and risks. Here are two examples: Hazard – an actual or a potential source of harm to life, health or property. The existence of hazard implies the existence of a threat, but where the hazard can be contained or exposure is unlikely, it can exist with minimal risk. Risk - can be defined as the possibility of injury or loss, or the probability of injury or loss. So we now know that a risk is the likelihood that harm or injury from a hazard will occur to specific individuals, or groups when exposed to a hazard. For the risk to be real: The threat must exist There is likely to be a harmful effect There is the potential for occurrence There are a number of components to consider in risk analysis, including: Who is susceptible to the risk The number of persons exposed The degree of individual risk The possibility of eliminating or substituting the hazardous substance or process with one less risky The possibility of achieving safe levels The financial risk of hazards Public opinion and pressure groups Social responsibility and business image Risk assessments are a systematic method for quantifying and evaluating the likelihood of a hazardous event occurring and the resulting consequences. Risk management is the term applied to a logical and systematic method of identifying, analysing, evaluating, treating, monitoring and communicating risks associated with any workplace activity, function or process in a way that will enable companies to minimise losses due to WHS incidents. Risk assessment is based on the following: Likelihood of exposure to the hazard  Severity of the consequences as a result of the event taking place and exposure to the hazard What were the three methods of identifying hazards mentioned in this Section? Work area inspection – physical analysis of the work area Process or task analysis – reviewing each step in any task or process Review and analysis of past workplace accidents or incidents In this Section you learned that hazards can occur because of seven things. What were those seven things? Hazards can occur through a ‘process’ (example – a worker performing their duties using dangerous machinery/equipment or substances) Hazards can occur through an ‘activity’ (example – a worker performing a dangerous task as part of their duties) Hazards can occur through an ‘action’ (example – moving items without mechanical aids) Hazards can occur through a ‘situation’ (example – activity causing a fire) Hazards can occur through an ‘event’ (example – stocking storeroom shelves) Hazards can occur through an ‘arrangement’ (example – poor working conditions) Hazards can occur through a ‘circumstance’ (example – wet floor around a machine/equipment) Why are all organisations required to have in place some level of hazard reporting and recording policies and procedures? Keeping records of all WHS processes and procedures demonstrates what the organisation has done to comply with the WHS Act and WHS Regulations this includes The detail and extent of recording will depend on the size of the organisation and type of workplace, as well as the potential for major work health and safety issues. Aswell as There are specific record-keeping requirements in the WHS Regulations for some hazards, such as hazardous chemicals, plant and equipment. What were the eight reasons why hazard record keeping is important as we mentioned in this Section? Assists undertaking subsequent hazard identification activities Assists in establishing and reviewing hazard control measures Recording decisions made about controlling risks that were made Assists in targeting training for key hazards Provides a basis for preparing safe work procedures Makes reviewing risks easier following any changes to legislation or business activities Demonstrates to others (regulators, investors, shareholders, customers) that work health and safety risks are being managed Earlier we mentioned that for risk control to be effective and successfully implemented, it needs the following: Commitment from the management - this is generally the case if there is a significant cost associated with the controls Support from the workers - no support can affect the successful implementation of any risk controls Effective communication - why risk controls are essential can go a long way in gaining support from the workers ADDRESSING INADEQUACIES IN EXISTING CONTROLS Further inadequacies can be identified as a result of: Internal and external audits Feedback from team members Feedback from staff Changes to work processes Changes to WHS legislation Through a consultative process Inadequacies in the existing controls should be addressed as soon as possible once identified. INCIDENT REPORTING Legislation around Australia requires that all employees keep detailed records of any accidents or dangerous events. Employers must report all of the following: A death A serious injury An injury resulting in the employee missing work for an extended period A work-related disease A dangerous occurrence (including near misses) Injury to a third party (member of the public) Dangerous occurrences can include: Fire in the work area Explosion in the work area Electrical faults causing damage and/or injury  Accidental release of a dangerous substance such as chemical or biological agents Equipment failure causing damage and/or injury Robberies, violent assaults at work work task routine and non-routine Routine Tasks These are regular and predictable activities performed daily or weekly: 1. System Monitoring and Maintenance: Regularly checking system performance, network traffic, and server health. 2. Software Updates and Patches: Ensuring all software and operating systems are up-to-date with the latest patches and updates. 3. User Support and Helpdesk Services: Providing technical support to users, resolving common issues like password resets, software installations, and troubleshooting. 4. Data Backup and Recovery: Conducting regular backups of data and ensuring recovery procedures are in place and tested. 5. Network Management: Monitoring and managing network devices, ensuring optimal performance and connectivity. 6. Security Management: Implementing and maintaining security measures, including firewall configurations, antivirus updates, and intrusion detection. Routine - Example: Checking and managing log files daily to identify and resolve any system errors. - Example: Updating databases with the latest patches from vendors like Oracle or Microsoft SQL Server. Non-Routine Tasks These tasks are less predictable and occur irregularly, often requiring problem-solving and specialized skills: 1. System Upgrades: Planning and executing major system upgrades, such as migrating to new hardware or software platforms. 2. Incident Response: Addressing and resolving unexpected issues, such as security breaches, system failures, or network outages. 3. Project Implementation: Participating in or leading ICT projects, such as deploying new software systems, developing applications, or integrating new technologies. 4. Research and Development: Investigating new technologies and methodologies to improve existing systems or develop new solutions. 5. Training and Development: Providing training sessions for staff on new software or systems, or attending professional development courses. Example: Organizing training sessions for employees on new IT policies or technologies, such as cybersecurity best practices. Example: Attending industry conferences and workshops to stay updated on the latest IT trends and technologies. Rostered Tasks These tasks are scheduled and shared among team members, often requiring specific times or shifts: 1. On-Call Support: Providing after-hours support for critical systems or services, often on a rotating schedule. 2. Shift Work: Managing operations in environments that require 24/7 support, with staff working in different shifts (morning, evening, night). 3. Scheduled Maintenance: Performing maintenance tasks that need to be done outside of regular business hours to minimize disruption, such as server reboots or network upgrades. 4. Emergency Response Drills: Participating in scheduled drills for disaster recovery or security breach scenarios. These categories help structure work in an ICT environment, ensuring that both predictable and unexpected tasks are managed effectively, and that support is available when needed. Example: Working evening or night shifts to support a global company’s IT infrastructure, ensuring continuous operations across different time zones. Example: Providing IT support during holidays or weekends on a rotating schedule to ensure uninterrupted service. - Flowcharts Flowcharts are visual diagrams used to represent processes, workflows, or systems. They use various symbols to denote different types of actions or steps, making it easier to understand complex processes at a glance. Common Flowchart Symbols 1. Start/End (Oval) ○ Represents the beginning or end of a process. 2. Process (Rectangle) ○ Indicates a step in the process, such as an action or operation.  3. Decision (Diamond) ○ Represents a decision point, where the process branches based on a yes/no question or condition. 4. Input/Output (Parallelogram) ○ Denotes an input or output, such as user input or data output. 5. Arrow ○ Shows the direction of flow from one step to another. 6. Connector (Circle) ○ Used to connect different parts of the flowchart, especially when the chart is too complex to fit on a single page. SEQUENCE FLOWCHART The control structure of sequence is used to represent the order steps in which an algorithm is to be executed. In pseudocode, the steps are placed between BEGIN and END, which are accompanied by the name of the program / subprogram. Sequence reflects the logical order that steps need to take place in order for a system to run correctly. Pseudocode Example: Basic Calculator: the following sample of pseudocode represents a program that allows a user to enter in two different numbers. The software is to add the numbers and display the result. Binary flowchart Binary selection involves a decision being made between two choices, splitting the program down different paths. This decision is made based on a condition being either true or false. In Pseudocode there are four keywords used for binary selection which include IF, THEN, ELSE and ENDIF. - IF: Placed before the condition. - THEN: What happens when the condition is true. - ELSE: What happens if the condition is false. - ENDIF: Closes the Subprogram Multiway selection Flowchart Multiway selection allows a user to select from more than two options. In Pseudocode, the keywords used for multiway selection include CASE WHERE, OTHERWISE and ENDCASE. - CASEWHERE: Placed before the listing of conditions - OTHERWISE: What to do if none of the set conditions are met - ENDCASE: Concludes the case selection After the use of the CASEWHERE statement, the next line is indented with each potential case on a new line. Pre-Test Repetition Pre-test repetition involves a condition being checked at the beginning of a loop. This means the condition is assessed before the repeated steps are initiated. The steps that are repeated are known as the ‘body’ of the loop and with pre-test repetition, the program can potentially avoid entering the body of the loop if the condition is met at the initiation of the loop. Keywords used in pseudocode to represent a pre-test repetition include WHILE and ENDWHILE: - Post-Test Repetition Post-test repetition involves a condition being checked at the end of a loop. This means the condition is assessed after the repeated steps have been executed once. The steps that are repeated are known as the ‘body’ of the loop and with post-test repetition, the program always enters the body of the loop at least once as the condition is assessed after the body. Keywords used in pseudocode to represent a post-test repetition include REPEAT and UNTIL:  Workplace example- System upgrade Start: The system upgrade process begins. Plan Upgrade: Plan the upgrade, including timelines and resources. Communicate with Users: Inform users about the upcoming upgrade. Test Upgrade: Test the upgrade in a staging environment. Perform Backup: Backup current system data before the upgrade. Implement Upgrade: Deploy the upgrade to the production environment. Monitor System: Monitor the system for any issues post-upgrade. Address Issues: Address any issues that arise during the upgrade. Rollback if Needed: Rollback to the previous state if necessary. Document Upgrade: Document the upgrade process and any issues encountered. End: The system upgrade process ends. Safety Signage  Ergonomics (ICTICT214 #1) GETTING ACQUAINTED WITH THE WORKSTATION In almost all cases, staff that work in an office will be working at a desk which will have a computer monitor, keyboard and mouse on it. Employees working at desks for long periods are susceptible to many types of injuries. The employers are required by WHS law to provide safe working conditions to all employees, including those that are working at desks using computers. EGONOMICS The term ‘ergonomics’ refers to the design of a work area where the worker can perform their duties more efficiently and without risk of injury. An ideally designed workstation would include: An ergonomically adjustable chair An appropriately sized monitor Peripherals close to workstation An ergonomic mouse A keyboard placed at the edge of the desk and with wrist holders The use of document holders Desk that is high enough to enable your upper arms to be at right angles to the keyboard Ergonomics can also address where a work station is located. This includes the air quality and circulation. An office environment should not be too hot, or too cold and the air humidity maintained at recommended levels. A workstation needs to be away from storage areas or equipment that may give off fumes. The workstation should be away from noisy equipment. Noise can be distracting and can cause stress if it is too loud and persistent. Lighting is also important. The desk should have suitable light, preferably natural light but away from sources of light that could cause glare. Improper lighting can cause eye strain and headaches. REST PERIODS There is an injury that is often experienced by office workers called ‘Repetitive Strain Injury’, or RSI. The main cause of this as an example, could be an employee who is using a mouse to do computer work then begins to feel pain in the wrist, shoulders and neck. To avoid this, employees should be allowed regular breaks away from the computer and in some cases, be assigned a different task for a period of time. Below is the common recommended placement of the body at the workstation. LIGHTING Poor lighting in the workplace can affect the health and safety of staff as it can: Cause eye strain Bad posture from trying to see or read something Cause frustration Make staff more vulnerable to hazards All employers should provide good lighting which enables you to do your job and whatever tasks it involves safely and well. Your eyesight can quickly be damaged, often permanently, by poor lighting especially at a computer station. You are also more at risk of accidents and injury in a badly lit room or building. Glare on the computer screen is a common problem. The first step to reducing glare is to control it at the source such as closing window blinds, or turning or dimming turn overhead lights. The second step to minimise the effects of glare on your screen is to use a monitor glare screen or hood, or you could change your monitor position and tilt and adjust the brightness and contrast control. If you believe that lighting is an ergonomic hazard to you then: Report all lighting problems to the responsible person Do not attempt to fix lights yourself Ask for additional lighting if current lighting is not good enough for the task  Don’t place lights, especially portable lamps, in positions or places where they might block access or injure people Use window blinds to control brightness or glare from the sunlight Keep your workplace tidy and ask colleagues to do the same so that natural light is not blocked NOISE Noise in an office environment can come from a wide variety of sources. Some could include: Printers Photocopies Other business machines Personnel conversing Persons on the telephone Persons listening to multimedia Some sources of noise could also be: Outside traffic Construction work Near an airport Although most noise in an office environment would not damage your hearing, it can be distracting and cause stress. If the noise you are experiencing does cause stress, it is important that you speak with your employer or supervisor. Here’s how you can contribute to reducing workplace noise levels: Take a cooperative interest in workplace noise problems Help develop policies, plans and work practises for dealing with noise problems Suggest possible noise controls for the machines you know and operate Assist management to design solutions TEMPERATURE & VENTILATION Indoor air quality is an increasingly important issue in the work environment. The study of indoor air quality and pollutant levels within office and work area environments is a complex problem. An inadequately ventilated workplace environment, or a poorly designed ventilation system can lead to the build up of a variety of indoor air pollutants. So it is very important that the workplace is a well ventilated workplace. Staff would need to be located in areas where there are no air pollutant sources and is well ventilated. If you feel affected by poor ventilation it is important that you speak with your employer or supervisor. A ventilation system should also provide for a comfortable environment with respect to humidity and temperature. The overall goal of climate control is to provide an environment that is not too cold, hot, dry or humid as well as free from drafts and odours. The general recommendations for indoor temperature are between 20C-25C and the humidity between 40 – 45%. Relative humidity above 50% is not recommended because it can promote mould growth. Again, if you feel the temperature and humidity level is affecting your work and health, it is important that you speak with your employer or supervisor. RESOURCES A work station will require a level of consumables or resources. These can be kept at the workstation, or in another location away from the workstation. The most efficient option is to have a work station fully resourced. It is important though that the items are within easy reach and you do not have to twist and reach for items while at your desk. This can cause problems with your back and neck. The other option, having your resources away from the desk, does force you to get up and walk more. Equipment resources, especially ones that are shared, should be well away from your desk. Equipment, such as laser printers and photocopiers, can emit fumes. Photocopiers, printers and fax machines shared by others would cause a distraction to you. This would reduce your efficiency. Critical and creative thinkings (BSBCRT301) Effective communication To communicate ideas and responses means to convey thoughts, opinions, and reactions to others through various means of expression. This can include verbal communication, such as speaking or writing, as well as nonverbal communication, such as gestures or body language. The goal is to effectively share information and ideas with others in a clear and understandable manner Workplace examples: What are the methods involved in communicating ideas and responses? There are several methods for communicating ideas and responses, including: Verbal communication: This includes speaking, writing, and other forms of language-based expression. Verbal communication can be done in person, over the phone, or through digital means such as email or instant messaging. Nonverbal communication: This includes gestures, body language, facial expressions, and other forms of nonverbal cues that convey meaning without the use of words. Visual communication: This includes the use of images, diagrams, charts, and other visual aids to convey information and ideas. Multimedia communication: This includes the use of multiple forms of media, such as text, images, audio, and video, to communicate ideas and responses. Each method has its own strengths and weaknesses and can be used in different situations to effectively communicate ideas and responses.  Programming data structure use of data structures: - one-dimensional, two-dimensional, array of records - sequential and relative file Sources of information regarding online threats Documenting problems and solutions Communication barriers Training plan and ongoing support actions plan regarding cyber breaches