Cert IV OHS - Course
Unit BSBOHS401B
Contribute to a
systematic approach
to managing OHS
(information sourced
from NTIS website
http://www.ntis.gov.au/)
Description
This unit describes the
performance outcomes,
skills and knowledge
required to effectively
contribute to the
application of a
systematic approach to
managing occupational
health and safety (OHS)
to ensure that the
workplace is, as far as
is practicable, safe and
without risks to the
health of employees and
others. No licensing,
legislative, regulatory
or certification
requirements apply to
this unit at the time of
endorsement.
Employability Skills
This unit contains
employability skills.
Application Of Unit
This unit applies to
individuals with
supervisory
responsibilities for
implementing and
monitoring the
organisation's OHS
policies, procedures and
programs in a work area.
It includes contributing
to the implementation of
developed strategies,
systems and plans, as
well as recognising the
need for expert advice.
The unit may apply
both in a work unit of a
large organisation or in
a small to medium
enterprise.
Unit Sector
No sector assigned
Performance criteria
|
Element |
|
Performance
criteria |
| 1. |
Contribute
to the
implementation
of information
and data systems |
|
|
1.1 |
Identify
and
address
requirements
for
record
keeping
|
|
1.2 |
Identify,
access
and
evaluate
sources
of OHS
information
and data
for
application
in the
workplace
|
|
1.3 |
Take
actions
to
ensure
that
records
are
accurately
completed,
collected
and
stored
|
|
1.4 |
Provide
information
and data
to
managers
and
stakeholders
in a
readily
understood
format
|
|
1.5 |
Monitor
and
evaluate
the
effectiveness
of
recordkeeping
actions
taken
|
|
| 2. |
Contribute
to the
implementation
of OHS
strategies,
systems and
plans |
|
|
2.1 |
Determine
OHS
priorities
in
consultation
with
appropriate
managers
and in
line
with
other
consultative
arrangements
in the
workplace
|
|
2.2 |
Develop
OHS
action
plans
taking
account
of
priorities
|
|
2.3 |
Identify
and
document
OHS
training
needs
|
|
2.4 |
Monitor
action
plans
for
achievement,
and
update
as
required
|
|
2.5 |
Seek
input
from
OHS
specialists
and
technical
advisors
if
required
|
|
| 3. |
Support
integration of
OHS within the
overall
management
approach |
|
|
3.1 |
Identify
other
functional
areas
that
impact
on OHS
|
|
3.2 |
Implement
strategies
for
addressing
these
impacts
|
|
3.3 |
Work
with
managers
and
stakeholders
as
appropriate
to
implement
OHS
action
plans
|
|
| 4. |
Identify OHS
implications of
proposed changes
to the workplace
and provide
advice to
control risks |
|
|
4.1 |
Evaluate
proposed
changes
to the
workplace
for OHS
implications
|
|
4.2 |
Identify
resulting
hazards
and
assess
potential
risks
|
|
4.3 |
Provide
appropriate
advice
to
control
risks
and
action
as
appropriate
|
|
| 5. |
Identify
implications of
all sources of
change to
managing OHS and
provide advice
regarding those
changes |
|
|
5.1 |
Identify
and
evaluate
changes
to
relevant
legislation
for
implications
for
managing
OHS
|
|
5.2 |
Identify
and
evaluate
changes
to
relevant
standards
or
industry
practice
for
implications
for
managing
OHS
|
|
5.3 |
Monitor
sources
of
information
and data
for
impact
on
hazards,
risks
and the
management
of OHS
|
|
5.4 |
Provide
appropriate
advice
to
address
impact
of
change
|
|
| 6. |
Evaluate
effectiveness of
the approach to
managing OHS |
|
|
6.1 |
Access
sources
of
external
and
internal
OHS
information
and data
as part
of
evaluation
|
|
6.2 |
Identify
the need
for any
external
input to
evaluation
and
action
as
appropriate
|
|
6.3 |
Consult
stakeholders
for
input to
the
evaluation
|
|
6.4 |
Identify,
document
and
action
areas
for
improvement
|
|
Skills and Knowledge
Required skills
-
culturally
appropriate
communication skills
to relate to people
from diverse
backgrounds and
people with diverse
abilities at all
levels of the
organisation
-
interpersonal
skills to consult on
and negotiate the
development,
implementation and
monitoring of OHS
actions
-
organisational
and time management
skills to sequence
tasks and meet
timelines
-
research and data
analysis skills to
evaluate relevant
workplace OHS data
trends and to
recognise
limitations of data
collected
-
observation
skills to
investigate the
interactions between
people, their
activities,
environment and
systems
-
numeracy skills
to carry out simple
calculations and to
produce graphs about
OHS activities
-
technology skills
to use a range of
software and office
equipment to access
internal and
external data on OHS
-
conflict
management and
resolution skills to
address small
disputes relating to
OHS implementation
issues
-
interpersonal
skills to build
relationships with
stakeholders
(internal and
external to the
organisation).
Required knowledge
-
internal and
external sources of
OHS information and
data
-
organisational
policies and
procedures for OHS
-
legislative
requirements for:
-
principles and
practices of
systematic
approaches to
managing OHS
-
principles
relating to:
-
range of
communication
strategies to
communicate
effectively with
people at all levels
of the organisation
-
relevant
state/territory and
commonwealth OHS
legislation, codes
of practice and
standards
-
roles and
responsibilities of
personnel as
specified in
relevant OHS
legislation.
Range statement
The range statement
relates to the unit of
competency as a whole.
It allows for different
work environments and
situations that may
affect performance. Bold
italicised wording, if
used in the performance
criteria, is detailed
below. Essential
operating conditions
that may be present with
training and assessment
(depending on the work
situation, needs of the
candidate, accessibility
of the item, and local
industry and regional
contexts) may also be
included.
|
|
|
|
|
Requirements for
record keeping
may include:
|
|
-
OHS
legislation
and
regulations
governing
reporting of
incidents
and
maintenance
of records
related to
specific
hazards,
including:
-
organisational
procedures
-
privacy
legislation
|
|
Sources
of OHS
information and
data may
include:
|
|
-
consultants
-
employees
-
government
departments/agencies
including
OHS
authorities
and
organisations
such as the
Office of
the
Australian
Safety and
Compensation
Council
-
industry
networks and
associations
-
internet
sites
-
manufacturers'
manuals and
specifications
-
newspapers
and
journals,
trade/industry
publications
-
OHS and
other
relevant
legislation
-
OHS
specialists
-
technical
data
|
|
Consultative
arrangements
may include:
|
|
-
employee
and
supervisor
involvement
in OHS
activities,
such as
inspections
and audits
-
employee
and
workgroup
meetings
-
health
and safety
and other
employee
representatives
-
OHS and
other
consultative
and planning
committees
-
procedures
for
reporting
hazards, and
raising and
addressing
OHS issues
|
|
OHS
action plans
may include:
|
|
-
documented
plans
developed
within the
workplace to
implement
OHS
management,
which
allocate
responsibilities
and
timeframes
-
OHS
performance
indicators
for the
organisation
or
enterprise
|
|
OHS
specialists
may include:
|
|
|
|
Technical
advisors
may include:
|
|
-
engineers
(such as
design,
acoustic,
safety,
mechanical
and civil)
-
legal
practitioners
-
maintenance
and
tradespeople
-
workplace
trainers and
assessors
|
|
Other
functional areas
may include:
|
|
|
|
Proposed changes
to the workplace
may include:
|
|
-
changes
to
management
practices
-
changes
to the work
environment
-
changes
to work
practices
and
conditions
-
changes
to work
processes
and systems
-
introduction
of
contracting
arrangements
or other
changes to
work
organisation
-
introduction
of new and
emerging
technology
-
material
purchases
-
organisational
restructure
-
other
labour
market
changes
-
plant and
equipment
purchases
|
|
Stakeholders
may include:
|
|
|
Evidence guide
The evidence guide
provides advice on
assessment and must be
read in conjunction with
the performance
criteria, required
skills and knowledge,
range statement and the
Assessment Guidelines
for the Training
Package.
|
|
|
|
| Overview
of assessment |
|
|
| Critical
aspects for
assessment and
evidence
required to
demonstrate
competency in
this unit |
|
Evidence of
the following is
essential:
-
contribution
to the
implementation
of a
systematic
approach to
managing OHS
-
knowledge
of relevant
state/territory
and
commonwealth
OHS
legislation,
codes of
practice and
standards.
|
| Context
of and specific
resources for
assessment |
|
Assessment
must ensure:
-
access to
office
equipment
and
resources
-
access to
relevant
legislation,
standards,
codes of
practice and
guidelines
-
access to
workplace
documentation.
|
| Method of
assessment |
|
A range of
assessment
methods should
be used to
assess practical
skills and
knowledge. The
following
examples are
appropriate for
this unit:
-
analysis
of responses
to case
studies and
scenarios
-
demonstration
of
techniques
used to
manage OHS
in the
workplace
-
demonstration
of the
application
of OHS
legislation
in
implementing
a systematic
approach to
managing OHS
-
direct
questioning
combined
with review
of
portfolios
of evidence
and third
party
reports of
on-the-job
performance
by the
candidate
-
oral or
written
questioning
to assess
knowledge of
principles
relating to:
hazard
identification,
hierarchy of
control,
risk
management,
systematic
approaches
to OHS
-
review of
OHS action
plans,
documented
OHS training
needs and
documented
action areas
for
improvement.
|
| Guidance
information for
assessment |
|
Holistic
assessment with
other units
relevant to the
industry sector,
workplace and
job role is
recommended, for
example:
|
|
The whole
competency standard
refers to:
|
|
|
Evidence guide
|
|
|
|
| Overview of
assessment |
|
To demonstrate
competency against
this unit candidates
must be able to
provide evidence
that they can
source, analyse,
interpret and use a
Training Package and
an accredited course
to contextualise or
adapt competency
standards for an
industry,
organisation or
individual.
|
| Products that
could be used as
evidence include: |
|
|
| Processes
that could be used
as evidence include: |
|
-
how different
components of
the Training
Package and/or
accredited
courses were
analysed
-
how different
parts of the
competency
standards were
analysed
-
how the
Training
Package/s and/or
accredited
courses were
used to meet the
needs of a
particular
industry or
organisation
-
how Training
Package/s and/or
accredited
courses operate
in vocational
education and
training
|
| Resource
implications for
assessment include: |
|
|
| The
collection of
quality evidence
requires that: |
|
-
assessment
must address the
scope of this
unit and reflect
all components
of the unit i.e.
the Elements,
Performance
Criteria, Range
Statement,
Evidence Guide,
Employability
Skills
-
a range of
appropriate
assessment
methods/evidence
gathering
techniques is
used to
determine
competency
-
evidence must
be gathered in
the workplace
wherever
possible. Where
no workplace is
available, a
simulated
workplace must
be provided
-
the evidence
collected must
relate to a
number of
performances
assessed at
different points
in time and in a
learning and
assessment
pathway these
must be
separated by
further learning
and practice
-
assessment
meets the rules
of evidence
-
a judgement
of competency
should only be
made when the
assessor is
confident that
the required
outcomes of the
unit have been
achieved and
that consistent
performance has
been
demonstrated
|
| Specific
evidence
requirements must
include: |
|
|
| Integrated
assessment means
that: |
|
|
|
home
