PR_05 Competence, Training & Awareness Procedure [00]


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| sherq | management |procedure|

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DOCUMENT INFORMATION & CONTROL

Document Information

Doc No: PR_05 Rev No: 00 Issue Date: Dec 2012

Written By:G VAN HEERDEN

(GROUP SHERQ MANAGER)Approved By:

N CLOETE

(GROUP CEO)DAR No: 12.36

Revision History

00 Dec12 G van Heerden Initial issue

Rev Date Revised By Revision Detail

CONTENTS

1 PURPOSE & SCOPE2 DEFINITIONS3 RESPONSIBILITY/AUTHORITY4 PROCEDURE

4.1 Identifying Training Needs4.2 Develop a training plan and provide relevant training4.3 Evaluate effectiveness of training4.4 Create awareness

5 REFERENCES6 ATTACHMENTS


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1 PURPOSE & SCOPEThe purpose of this procedure is to identify actions and responsibilities for ensuring that the competencies needed to meet

customer and other external and internal standards or requirements applicable to the business are identified and actions are taken

to meet these needs.

The procedure applies to all employees and workplaces of the company.

2 DEFINITIONS2.1 Competence: A combination of related abilities, commitments, knowledge, and skills that enable a person to act effectively

in a job or situation.

2.2 Training: That which prepares people to perform their work correctly or to improve the effectiveness with which they dotheir work.

2.3 Awareness: That which acquaints people with the responsibilities, policy, objectives and procedures contained in theLiviero SHERQ management system.

2.4 Qualified: Refers to the status given to an individual when the capability of fulfilling specified requirements has beendemonstrated.

3 RESPONSIBILITIES3.1 Managers:For ensuring that employees under their management have adequate knowledge of the companys SHE policy,

objectives, procedures, legal and other requirements, as well as work-related skills and competence to effectively perform

their required tasks.

3.2 SHEQ Co-ordinator: For providing inductions to all employees.3.3 HR Co-ordinator: For ensuring that all employee records pertaining to training are properly completed, maintained and

updated as required and in accordance with this procedure.

4 PROCEDURE4.1 Identifying Training Needs

a) To identify training needs the company will determine the difference between what people actually do in a job andwhat people should do (desired performance).

b) The most common reasons why a training needs may be necessary is that employees:-i) Do NOT know what to do.

ii) DO know what to do but DO NOT have the skills.iii) HAVE the skills and knowledge but are NOT performing at the standard the company requires.iv) Do NOT care about work performance.

c) Training needs are identified and analysed using a Training Needs Analysis form (See form PR_08_F01).d) The workplace manager should use the Tables in Appendix 2 to identify the training required to fill the gap between

current knowledge and skills of employees and the mandatory training required to satisfy both the generic and

applicable hazard specific competencies.


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4.2 Develop a training plan and provide relevant traininga) Document the training required in the form of an individual training plan in consultation with the person to be trained.

Investigate dates for the relevant training courses from the training schedule.

b) Recommended timeframes for completion of the mandatory training courses should be discussed with the employeeand his/her superior e.g. SHERQ awareness within the first few weeks of employment, hazard specific courses withinthe first few months with the understanding that supervision is provided in the interim.

c) Task specific training must be undertaken and competency demonstrated before the person is allowed to undertakena specific task unsupervised.

d) Specific training must be delivered at key times in an operational cycle such as induction, following risk assessment, ontransfer of employees to new jobs and change to work processes, plant, technology, materials or substances.

e) A training plan template is available in the SHERQ system. Other planning tools and systems are allowed to be used tomeet the requirements of this section as a workplace manager sees fit.

f) Employees must attend the training as per the training plan. This may include:-i)

Courses delivered by the SHERQ department for generic safety and hazard specific related information;

ii) Training programs delivered by external providers for any other specific skills or qualification requirements;iii) Task specific training delivered at workplace level.

g) Training programs must include or take into account:-i) Risk

ii) Differences in learning abilities, language, literacy and numeracy skills of employees, and responsibility levels.h) Task specific training may include SHERQ manuals; codes of practice, safe work procedures; specialist instruction;

computer assisted learning; on the job demonstration and supervision; or other resources essential to achieving

competency or licencing.

i) Differences in language and literacy can be accommodated by ensuring that diagrams, photos and symbols areincluded in safe work procedures (if applicable).

j) Task specific training shall be delivered by any person previously deemed competent or deemed to have sufficientexperience in the task being conducted.

k) Delivery of the Generic and Hazard Specific training courses must be provided by persons with appropriate knowledge,skills and qualifications.

4.3 Evaluate effectiveness of traininga) Competency assessment methods may include but are not limited to:-

i) Planned task observation (PTO); suitable for assessing competence in safe work procedures.ii) Verbal, written or oral assessment.

iii) Completion of an assignment.iv) Demonstration of learning; e.g. successfully reporting a hazard through the near-miss reporting system.v) Qualification or licence; e.g. demonstration of prior learning.

b) Where task specific training is indicated for attaining competency, there are a variety of methods available (includingthe above) to undertake the assessment. The person assessing the competency should choose appropriate item(s)

according to the nature of the competency.


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c) Participants who can present evidence to substantiate competencies gained through prior learning (to the satisfactionof the person completing the assessment of competency) should request to have those competencies recognised.

Recognition should be granted regardless of where or how the competencies were gained providing they are

appropriate. Evidence could be in the form of written references, formal certification (i.e. licences, qualifications etc.)

or statutory declarations.

4.4 Create awarenessa) Employees shall be competent to perform tasks that impact on safety, health, environment and quality in the

workplace.

b) Therefore, procedures have been established to ensure that all employees working at each relevant function and levelof the company are made aware of:-

i) The consequences of each individuals work activities (during meetings, inductions and toolbox talks).ii) The benefits of improved personal performance

iii)

Employee roles and responsibilities

iv) Importance of achieving conformity / compliance to policies, procedures, legal and other requirementsv) Emergency preparedness and response requirementsvi) Potential consequences of departure from specified standards / requirements

5 REFERENCESOHSAS 18001 Clause 4.3.3

ISO 14001 Clause 4.3.3

6 APPENDICESPR_05_F01 Training Needs Assessment Template

PR_05_F02 Training Process Flowchart

PR_05_F03 Training Requirements Matrix Template

PR_05_F04 Competency Assessment Checklist

PR_05_F05 Training Attendance Register


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TRAINING NEEDS ASSESSMENTPR_05_F01

Job TitleName &

Surname

ID

Number

M

edicals

Induction(Customer)

Induction(Liviero)

Induction(Workplace)

L

ife-threateningProtocols

D

efensiveDriving

S

HERepresentative

IncidentManagement

F

irstAidLevel1

F

irstAidLevel2

L

ockout&Isolation

S

HEAwareness

H

IRA

L

egalLiability

S

nakeHandlingCourse

A

BET

M

iniRiskAssessment

F

allArrestandHeightSafety

F

ireFighting&Emergency

F

lagPerson

H

IV/Aids&TBAwareness

M

anagementofChange

V

isibleFieldLeadership

S

caffoldErectors

R

opeRescue

W

orkingatHeights

R

ootCauseAnalysis


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TRAINING FLOWCHARTPR_05_F02

Identification of Training

NeedsTraining Plan Delivery of Training

Assessment of

CompetencyTraining Records

Use of Competency Matrix

to identify generic and risk

specific competencies.

Task specific training

competencies identified by

needs analysis, safe work

procedures, legislative

requirements, incident

history

Generic and risk-specific

training plan prepared by

the SHERQ department and

HR;

Training plan prepared for


requirements.

Training delivered as

required by training plan /

schedule and needs basis;

Generic and risk specific

training courses organised

by SHERQ department and

HR;


delivered locally by units.


training competency

assessment conducted

according to training

outline for course;

Assessment of competency

for Task specific training

conducted;

Assessment of competency

conducted in accordance

with Section 6.3.


training recorded and kept

by HR;


recorded using Training

Register form by

workplaces.


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TRAINING REQUIREMENTS MATRIXPR_05_F03

Please Note: This matrix is designed to assist with Training Needs Analysis. It shows the basic requirements. Additional SHEQ training may be required for specific tasks. These should be identified through an assessment of the

hazards and risks arising from the activities undertaken and added to the matrix for the area concerned. Retraining may be required where there is a change to legislative requirements or company procedures.

Further advice is available from the SHEQ Department.

Requirements

Positions

Induction

Awaren

ess(Toolbox)

Emerge

ncy

Prepare

dness

Fire

FirstAid

HazardousChemicals

ElectricalSafety

ManualHandling

MechanicalSafety

ComputerWork

Directors

Managers

Supervision

Administrative Staff

Technical Staff

Support Staff

Operatives

SHEQ Staff

Mandatory Mandatory where relevant to role Desirable where relevant to role


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TRAINING ASSESSMENTPR_05_F04

Procedure / Equipment: Trainee:

Method Statement No: Trainee Co / ID No:

Assessor: Assessment Date:

ASSESSMENT METHOD(S)

Workplace observation Oral / written questions Written assessment

Practical demonstration Oral presentation Procedure assessment

COMPETENCIES (as described in method statement)

No Assessment of CompetentNo Yet

CompetentNo Assessment of Competent

No Yet

Competent

1

2

3

4

5

6

7

8

9

10

ASSESSMENT OF COMPETENCY OUTCOME

Competent Not Yet Competent

SIGN-OFF SIGNATURES

Trainee:

..

Date:

Assessor:

..

Date:

Workplace Manager:

..

Date:


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TRAINING ATTENDANCE REGISTERPR_05_F05

Subject Detail:

Location: Date:

Trainer: In-House External

Subject: Induction Awareness Risk Consultation Training Other:

Name ID No / COY No Signature

PR_05 Competence, Training & Awareness Procedure [00]

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