Diploma OHS - Course
Unit BSBOHS502B
Participate in the
management of the
OHS information and
data systems
(information sourced
from NTIS website
http://www.ntis.gov.au/)
Description
This unit describes the
performance outcomes, skills
and knowledge required to
participate in the provision
of information and
performance data necessary
to inform management and
other stakeholders of
occupational health and
safety (OHS) issues and to
measure and evaluate the
management of OHS. 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 managerial
responsibility for providing
technical and legal
information and data
necessary to ensure that
management and other
stakeholders are informed
about OHS and the
effectiveness of the
management of OHS.
The unit involves
accessing and providing OHS
information; collecting,
collating and analysing
data; and ensuring that this
information and data is
distributed throughout the
workplace. It also addresses
the legislative requirements
for reporting and notifying
on OHS matters.
Unit Sector
No sector assigned
Performance criteria
|
Element |
|
Performance
criteria |
| 1. |
Access sources
of OHS information
and data |
|
|
1.1 |
Identify,
access and
regularly
review
relevant
sources
of OHS
information
and data
|
|
1.2 |
Critically
evaluate
information
and data to
ensure its
accuracy,
currency and
relevance
|
|
1.3 |
Determine
appropriate
formats
for
information,
and data
storage and
retrieval
|
|
| 2. |
Assist in the
application of
policies and
procedures for
collection of
workplace
information, data
and records |
|
|
2.1 |
Inform
managers and
key
personnel
of
legal
requirements
for
information
and data
collection,
and record
keeping
|
|
2.2 |
Keep OHS
records
using
appropriate
tools
|
|
2.3 |
Collect
workplace
information
and data
according to
established
procedures
|
|
2.4 |
Regularly
review
procedures
for
information
and data
collection,
record
keeping,
amendments
to
legislation,
and
distribution
of records
to ensure
their
usability
and
relevance
|
|
| 3. |
Assist in
maintaining
information and data
management systems
that enable
retrieval and
distribution of OHS
information and data |
|
|
3.1 |
Make
recommendations
for storage
of OHS
information
and data in
a manner
that makes
it
accessible
to
stakeholders
and key
personnel
|
|
3.2 |
Accurately
enter and
ethically
store OHS
information
and data
records
|
|
3.3 |
Identify
purposes and
appropriate
uses of OHS
information
and data for
meaningful
outcomes
|
|
3.4 |
Accurately
meet
legislated
reporting
requirements
to external
bodies
within time
limits
|
|
3.5 |
Regularly
assess
training
needs
relevant to
the
management
of the
information
and data
system for
appropriate
personnel
and action
as
appropriate
|
|
3.6 |
Regularly
evaluate
information
and data
management
systems to
ensure ease
of use and
relevance to
the OHS
needs of the
organisation
|
|
| 4. |
Participate in
the analysis of
information and data
to identify trends
and actions for
prevention |
|
|
4.1 |
Evaluate
information
and data
collected
for validity
and
reliability
|
|
4.2 |
Identify
analytical
techniques
appropriate
for
evaluation
of OHS
performance
(including
positive
performance
indicators
[PPIs]) and
identification
of areas for
improvement
|
|
4.3 |
Apply
analytical
techniques
appropriately
and
accurately
|
|
4.4 |
Regularly
review OHS
information
and data
analysis
processes in
consultation
with
stakeholders,
to ensure
organisational
and
legislative
requirements
|
|
| 5. |
Communicate OHS
information and
results of data
analysis to
stakeholders and
external bodies |
|
|
5.1 |
Appropriately
format
outcomes of
information
and data
analysis
taking
account of
the
target
audience
|
|
5.2 |
Disseminate
OHS
information
and data to
managers,
key
personnel
and
stakeholders
taking
account of
legal and
ethical
requirements
|
|
5.3 |
Communicate
OHS
information
and data
objectively
and seek
feedback
|
|
5.4 |
Make
recommendations
for
improvement
in
prevention
strategies
based upon
information
access and
data
analysis
|
|
| 6. |
Communicate the
effectiveness of OHS
information and data
systems through
monitoring and
evaluation |
|
|
6.1 |
Regularly
review the
effectiveness
of the OHS
information
and data
systems
|
|
6.2 |
Determine
frequency,
method and
scope of
review in
consultation
with
stakeholders
|
|
6.3 |
Ensure
stakeholders
have input
to review
|
|
6.4 |
Identify
areas for
improvement
in the OHS
information
and data
systems and
make
recommendations
for
improvement
|
|
6.5 |
Communicate
improvement
strategies
arising from
the review
to
appropriate
levels of
authority
through
planning,
documentation
and
implementation
|
|
Skills and Knowledge
Required skills
-
analytical skills to:
-
identify areas
for OHS information
management
improvement
-
analyse relevant
workplace
information and
data, and to make
observations of
workplace tasks and
interactions between
people, their
activities,
equipment,
environment and
systems
-
contribute to the
assessment of the
resources needed to
systematically
manage OHS and,
where appropriate,
access resources
-
numeracy skills to
carry out simple
arithmetical
calculations (e.g. %
change), and to produce
graphs of workplace
information and data to
identify trends and
recognise limitations
-
communication skills
to:
-
conduct effective
formal and informal
meetings and to
communicate
effectively with
personnel at all
levels of the
organisation, OHS
specialists and, as
required, emergency
services personnel
-
prepare reports
for a range of
target groups
including OHS
committee, OHS
representatives,
managers and
supervisors
-
use language and
literacy skills
appropriate to the
workgroup and the
task
-
consultation and
negotiation skills to
develop plans, and to
implement and monitor
designated actions
-
project management
skills to achieve change
in OHS matters
-
organisational skills
to manage own tasks
within a timeframe
-
information
technology skills to
access and enter
internal and external
information and data on
OHS and to use a range
of communication media.
Required knowledge
-
auditing methods and
techniques
-
concept of common law
duty of care
-
difference between
common law and statutory
law
-
ethics related to
professional practice
-
facilitation of the
use of tools such as
PPIs in assessment of
OHS performance
-
how the
characteristics and
composition of the
workforce impact on risk
and the systematic
approach to managing
OHS, for example:
-
communication
skills
-
cultural
background/workplace
diversity
-
gender
-
labour market
changes
-
language,
literacy and
numeracy
-
structure and
organisation of
workforce e.g.
part-time, casual
and contract
workers, shift
rosters,
geographical
location
-
workers with
specific needs
-
internal and external
sources of OHS
information and data
-
key personnel,
including identifying
'change agents', within
workplace management
structure
-
language, literacy
and cultural profile of
the workgroup
-
legislative
requirements for OHS
information and data,
and consultation
-
methods of collecting
reliable information and
data, commonly
encountered problems in
collection and
strategies for
overcoming such problems
-
methods of providing
evidence of compliance
with OHS legislation
-
nature of information
and data that provides
valid and reliable
results on performance
of OHS management
processes (including
positive indicators,
such as number of safety
audits conducted)
-
organisational
culture as it impacts on
the workgroup
-
organisational OHS
policies and procedures
-
professional
liability in relation to
providing advice
-
requirements for
record keeping that
addresses OHS, privacy
and other legislation
-
requirements for
reporting under OHS and
other relevant
legislation including
notification and
reporting of incidents
-
roles and
responsibilities in
relation to
communication and
consultation for OHS
committees, OHS
representatives, line
management, employees
and inspectors
-
state/territory and
commonwealth OHS
legislation (acts,
regulations, codes of
practice, associated
standards and guidance
material) including
prescriptive and
performance approaches
and links to other
relevant legislation
such as industrial
relations, equal
employment opportunity,
workers compensation,
rehabilitation
-
structure and forms
of legislation including
regulations, codes of
practice, associated
standards and guidance
material.
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.
|
|
|
|
|
Sources of
OHS information and
data may
include:
|
|
|
|
Appropriate
formats may
include:
|
|
|
|
Key
personnel
may include:
|
|
|
|
Legal
requirements
may include:
|
|
|
|
Appropriate
tools may
include:
|
|
|
|
Established
procedures
may include:
|
|
-
contract and
tender
documentation
-
formal and/or
informal
procedures
-
legislation
and codes of
practice
-
manufacturers'
recommendations,
and maintenance
and servicing
schedules
-
OHS
management
systems
-
organisational
policies and
procedures
including
accident and
incident
recording system
-
recognised
industry
standards
-
relevant
workers
compensation
processes
|
|
Stakeholders
may include:
|
|
|
|
Ethically
store OHS
information and data
records may
include:
|
|
-
commercial in
confidence
information as
appropriate
-
confidentiality
-
ensuring
access to
personal
records, within
legislative
requirements
-
privacy, as
appropriate
|
|
Legislated
reporting
requirements
may include:
|
|
|
|
Information
and data collected
may include:
|
|
-
data relating
to
implementation
of OHS plans and
processes
-
hazard
registers
-
incident data
including injury
and disease
-
job safety
analyses
-
MSDSs and
registers
-
OHS
performance
indicators
-
OHS policies
and procedures
-
risk
assessments
|
|
Analytical
techniques
may include:
|
|
|
|
Target
audience may
include:
|
|
-
internal
stakeholders,
including:
-
board/committee
of
management
-
contractors
-
employees
and their
families
-
managers
-
OHS
committees
-
supervisors
-
visitors
and others
on site
-
external
stakeholders,
including:
-
customers,
shareholders,
local
community
(directly or
via the
media)
-
insurance
agencies
-
OHS
regulators
-
other
relevant
statutory
bodies
-
representatives
of special
interest
groups and
agencies
|
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:
-
participation
in the
implementation
of OHS
information and
data systems
within an
organisation or
business unit
-
knowledge of
relevant
legislation
(acts,
regulations,
codes of
practice,
associated
standards and
guidance
material).
|
| Context of
and specific
resources for
assessment |
|
Assessment must
ensure:
-
access to
workplace
documentation,
reports and
sample software
for OHS
information and
data collation
and analysis
-
access to
relevant
legislation,
standards and
guidelines.
|
| 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
-
assessment of
written reports
on the
effectiveness of
OHS information
and data systems
-
demonstration
of techniques
used to manage
OHS information
and data systems
-
direct
questioning
combined with
review of
portfolios of
evidence and
third party
reports of
on-the-job
performance by
the candidate
-
observation
of performance
in role plays
-
observation
of presentations
-
oral or
written
questioning to
assess knowledge
of methods of
collecting
reliable
information and
data, commonly
encountered
problems in
collection and
strategies for
overcoming such
problems
-
review of OHS
records
-
evaluation of
information and
data collected
-
review of
communication of
OHS information
and data
-
evaluation of
recommendations
for improvement
in prevention
strategies.
|
| 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
