The Peer Review Experience

19 January 2013

Attendance Book / Sheet

Emergency Procedures

Toilets

Buffet / Discussion

Leslie ScorgieWho am I, and how do I know about Peer Review Interviews

Not an IOSH employee

Like ALL Panel Members I am employed in the profession, I live and work locally in Aberdeen

I simply volunteer for the PRI Role (sad I know)

Served on the IOSH Branch Committee since 2001.

Been an IOSH PRI Panel Member since 2009.

One of IOSHs designated chairs.

Undergone IOSH training for this role.

Been an active participant in the review of the PRI process.

What about you?

Brief background to the PRIPurpose of the PRI PanelRoutes to the PRIWhat you receive before the PRIWhat the Panel receives about youThe set up of the Interview roomYour presentationBasic dos and donts

Core questionsSupplementary questionsIOSH Code of ConductInterview reportWhat happens next

Questions

BackgroundPRI was introduced in 2005

Criteria;

ClearUnequivocalTransparentObjective

BackgroundPRI was introduced in 2005

Criteria;

ClearUnequivocalTransparentObjective

To obtain CMIOSH you must successfully complete the PRI process. There is no exceptions.

What do you think is the purpose of the PRI Panel?

IOSH states the purpose of the PRI Panel is threefoldTo verify that the individual before the panel;

Is the same person who successfully completed the SDP / OB.Has successfully applied their H&S knowledge and skills in the workplace.Understands the value of the IOSH Code of Conduct / CPD

IOSH states the purpose of the PRI Panel is threefoldTo verify that the individual before the panel;

Is the same person who successfully completed the SDP / OB.Has successfully applied their H&S knowledge and skills in the workplace.Understands the value of the IOSH Code of Conduct / CPD

Some Misconceptions! Panel members are NOT required to judge the candidates acceptability for chartered status, recommend or refer candidates (this is handled by the scoring system).

The PRI is NOT the same as a job interview.

Candidates are NOT expected to have the same level of experience or knowledge as that of the Panel.

Assessment of Competence Panel members are instructed the PRI is not an assessment of competence.

PRI members are reminded that candidates have already successfully completed a degree level qualification, and either a SDP or an OB.

They have already demonstrated their competence.

Assessment of Competence But I would expect you to be able to demonstrate competence in the soft skills necessary for the profession;

clear precise answers, absence of waffle,

I would also expect you to be able to discuss examples of where you have applied your knowledge.

Routes to the PRI

Skills Development Portfolio7 criteria though 5 elementsGradIOSH (academic qualifications)Produce evidence through activitiesMatched to Job RolePortfolio assessed for completion

Routes to the PRI

Skills Development Portfolio7 criteria though 5 elementsGradIOSH (academic qualifications)Produce evidence through activitiesMatched to Job RolePortfolio assessed for completion

50% required to provide additional info

Routes to the PRI

Open Book AssessmentQuestions in 3 sectionsGradIOSH (through VQ qualification)Some questions compulsory14 days to research / completeCan take exam 4 times

Routes to the PRI

Open Book AssessmentQuestions in 3 sectionsGradIOSH (through VQ qualification)Some questions compulsory14 days to research / completeCan take exam 4 times

50% fail first time

Application for PRI75 (administration fee).

Your CPD will be audited.

The audit will verify evidence you have addressed weaknesses in your SDP / OB.

Process can take up to 8 weeks.

You will receive a copy of Your Professional Review interview.

Your chance to show the breadth and depth of your knowledge and experience.

The Panel want to hear about you so use I not we.

Limits your presentation to 10 minutes.

Visual aids should be to a high standard.

Record of Employment

IOSH ask for the last 5 years.

PLEASE do not just bullet point your CV or job description.

This is not like a CV, make the limits of your knowledge / experience clear.

Make sure the information is accurate and that you are happy to be questioned on it.

Covers the 3 areas you will be questioned on.

Pick your strong points.

Give good examples.

Dont give generic career information.

Keep slides clear.

Use photographs / diagrams and animation with extreme caution.

If you fail to submit suitably complete information your interview WILL be cancelled.

About 4 weeks before the PRI the Panel will receive your;

Record of Employment.Presentation.

We will also be advised if you did a SDP or OB.

* We then commence our preparation.

All panel members are required to check that they do not have a pre-existing connection to any of the candidates as soon as they download the information.

If applicable they have to make a Declaration of a potential Conflict of Interest.

This could see their removal from the Panel.

Panel Chair will get in contact with other panel members.

The day of the interview.The Panel will discuss the candidate information.

Agree who is going to ask which core questions.

Consider potential supplementary questions.

The Chair will control the interview and the Panel to ensure all areas are covered.

The IOSH Administrator meets and greets and ensures Fair Play.

The day of the interview.You will be expected to be familiar with;The details of your ROE and the tasks you state you undertake, the IOSH Code of Conduct.

Take photographic ID with you.

Arrive at least 15 minutes early.

Dress appropriately.

The Set UpChair.

2 other Panel Members.

There may be an Observer.

The IOSH Administrator.

You (the candidate).

The Interview Once in the room, sit down and relax.

The Chair will do the introductions / explain process.

PRI will be taped / scribed.

Presentation then Interview. (1 hr)

Your Questions.

Closing brief.

THE INTERVIEW

The three sections of the interview;

Section A: SDP / OB (max 10)

Section B: Core Skills and Experience (max 60)

Section C: Professional Conduct (max 10)

Section AThis section is intend to identify what the candidate learnt from their SDP / OB.

Core Question:

Tell us what you gained from completing your SDP or OB, identifying any outcomes.

Section BObtaining and updating H&S knowledge and disseminating to stakeholders.

Core Question 1:

How do you keep your health and safety knowledge up to date?

Section BDeveloping H&S policies, procedures and processes.

Core Question 2:

Explain how you would develop health and safety policies, procedures and processes?

Section BMethodology of Risk Assessment and setting risk controls.

Core Question 3:

Explain how you would carry out risk assessments and how would you prioritise risk controls from these?

Section BMethodology of Accident Investigation, root causes and remedial actions.

Core Question 4:

What is the purpose of carrying out accident / incident investigations?

Section BForms of active monitoring and carrying out monitoring activities.

Core Question 5:

What is the importance of active monitoring?

Section BUnderstanding of legislation and best practice relevant to the candidates field of work.

Core Question 6:

Explain what you understand by the term best practice in health and safety?

Section CAwareness of the Code of Conduct and its meaning to the candidate.

Core Question:

What does the Code of Conduct mean to you as a health and safety professional?

Your are not expected to know this verbatim

Secure / justify public trust and confidence in the profession / institution.

Primary loyalty to the workforce.

Professional Independence (+ & -).

Maintain professional competence.

Encourage those under your supervision.

Demonstrate impartiality.

Supplementary QuestionsDepending on your answers you may be asked supplementary questions.

These are not intended to trip you up, but just clarify your previous answers or gain further information.

The Panel have clear guidance on what we are allowed to ask.

This must be relevant to both the candidate's ROE and the question area.

No matter how many SQ you are asked in each area the maximum marks remain the same.

Example Supplementary Questions

In your ROE you state you undertake / are responsible for *****, can you explain how you do this?

How do you involve others to ensure buy-in?

If a situation was entirely new to you how would you go about deciding the best course of action?

DoCandidate

Listen Carefully

Answer the Question

Stick to the Question

Engage the Panel

Explain your inputPanel

Ask Open Questions

Put candidate at ease

Be aware of nerves

Allow time for answers

Re-phrase questions

Dont!Candidate

Network

Answer if your unsure

Waffle

Name drop

Ask for feedbackPanel

Make assumptions

Harass the candidate

Ask vague questions

Ask irrelevant questions

Explore Pet Subjects

At the end of the Interview You will be given an opportunity to ask any questions or provide additional information.

Dont ask about the process from there on, as the Chair will explain this in their closing brief.

After the Interview The Panel are not allow to confer.

Each completes a copy of the Interview Report Form.

This must relate to the answers.

Scores must reflect feedback / comments.

After the Interview If there is significant discrepancies in the scores the Chair must discuss these.

If marks are changed these must be justified and explained on the Report Form.

Must NOT include unprofessional or insulting comments.

Outcome

Informed within 10 days.

If successful will go to IOSH for ratification.

This is done on the 11th of every second month.

Cant use CMIOSH until then.

Informed within 10 days.

If successful will go to IOSH for ratification.

This is done on the 11th of every second month.

Cant use CMIOSH until then.

If unsuccessful you will receive the Panels reports.

These must provide constructive feedback.

There is a right of appeal.

5-6 appeals a year.

Every referral is audited.

Audit ProcessIntended to ensure the PRI was fair and reasonable.

This will be based on interview tape and Panel reports.

Referral may be overturned or upheld.

% of all PRI are audited.

But clearly they will be some referrals.

ReferralsCan (in some cases) be addressed through CPD.

Where a re-interview is required, candidates will be expected to demonstrate how they have addressed the feedback from the previous interview.

Referral can be time barred.

Wont be interviewed by the same Panel.

The Peer Review ExperienceThank You for listening

I hope you found this presentation helpful in explaining the PRI process.

For those about to undertake an interview I wish you every success.

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