Programme on Safety and Health at Work and the Environment (SafeWork)International Labour OrganizationRoute des Morillons 4CH -1211 Geneva 22Switzerland
TeL. + 41 22 7996715Fax + 41 22 7996878
e-mail : safework @ ilo.org www.ilo.org / safework
ILO
A
udit
Mat
rix
for
the
ILO
Gui
delin
es o
n O
ccup
atio
nal S
afet
y an
d H
ealt
h M
anag
emen
t S
yste
ms,
ILO
-OS
H 2
00
1
Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems ( ILO-OSH 2001)
InternationalLabourOffice
Geneva
ISBN 978-92-2127059-1
9 789221 270591
Programme on Safety and Health at Work and the Environment (SafeWork)
Audit Matrixfor the ILO Guidelines on Occupational Safety and Health Management Systems (ILO-OSH 2001)
International Labour Office, Geneva
Copyright © International Labour Organization 2013First published 2013
Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Never-theless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Permissions), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications.Libraries, institutions and other users registered with reproduction rights organizations may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country.
Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems (ILO-OSH 2001)First published 2013
ISBN 978-92-2-127058-4 (print)ISBN 978-92-2-127059-1 (web pdf)
This publication has been produced with the assistance of the European Union. The contents of this publication are the sole responsability of the ILO and can in no way be taken to reflect the views of the European Union.
ILO Cataloguing in Publication Data
The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers.
The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them.
Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval.
ILO publications and electronic products can be obtained through major booksellers or ILO local offices in many countries, or direct from ILO Publications, International Labour Office, CH-1211 Geneva 22, Switzerland. Catalogues or lists of new publi-cations are available free of charge from the above address, or by email: [email protected] our website: www.ilo.org/publns
Photocomposed in Switzerland JMBPrinted by the International Labour Office, Switzerland
This guide was produced under the project “Linking safety and health at work to sustainable economic development: From theory and platitudes to conviction and action” (2009-2012), funded by the Swedish International Development Cooperation Agency (SIDA).
The project promotes the improvement of occupational safety and health for all workers through the development of global products addressing the methodological and informational gaps in this field, and through the mobilization of national stakeholders towards the implementation of practical meas-ures at national, local and enterprise levels. The outputs of the project include training materials, practical tools and policy guidance to reinforce national and local capacities in occupational safety and health, and to help constituents design and implement occupational safety and health policies and programmes.
vPreface
Preface
Governments, employers and workers now recognize the positive impact on productivity, and on the reduction of hazards and risks, of introducing occupational safety and health (OSH) management systems at the organization level.
In 2001 the ILO therefore developed the ILO Guidelines on Occupational Safety and Health Management Systems, ILO-OSH 2001, to help governments, employers and workers to continually improve their OSH performance.
This user guide has been designed to help auditors in measuring the effectiveness of an organization’s OSH management system, and should be used in tandem with the Implementation Guidance for the ILO Guidelines on Occupational Safety and Health Management Systems, ILO-OSH 2001. Auditing is one of the key steps in both implementing an OSH management system and evaluating its performance. This guide is a practical tool that will help in identifying the strengths and weaknesses in an organization’s OSH management system, and in highlighting opportunities for improvement.
By using the guide, auditors will be able to measure an organization’s OSH performance, and compare it against the 16 items described in ILOOSH 2001, with a view to identifying weaknesses, providing solutions for improvement, and continually improving OSH performance.
It would not have been possible to develop this audit guide without the financial contribution from the Swedish International Development Cooperation Agency (SIDA). Mr Tony Smith, Manager, Smith EHS Services, drafted the guide. Mr Pavan Baichoo and Mr Tsuyoshi Kawakami from the ILO SafeWork Programme provided technical contributions for finalizing the contents. Ms Amélie Schmitt, Chief Technical Adviser of the SIDAfunded project, coordinated the development of the guide.
I am sure that this guide, in conjunction with ILO-OSH 2001 and the Implementation Guidance for the ILO Guidelines on Occupational Safety and Health Management Systems, ILO-OSH 2001, will provide a valuable set of tools for employers’ and workers’ organizations, as well as for those responsible for OSH within their organizations, for continually improving their OSH performance.
Seiji Machida, Director, SafeWork.
viiContents
Contents
Preface . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v
User guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Policy 9
3.1. Occupational safety and health policy . . . . . . . . . . . . . . . . . . . . . . . 11
3.2. Worker participation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Organizing 21
3.3. Responsibility and accountability . . . . . . . . . . . . . . . . . . . . . . . . . 23
3.4. Competence and training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
3.5. Occupational safety and health management system documentation. . . . . . . . 34
3.6. Communication . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
Planning and implementation 43
3.7. Initial review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
3.8. System planning, development and implementation . . . . . . . . . . . . . . . . 49
3.9. Occupational safety and health objectives . . . . . . . . . . . . . . . . . . . . . 54
3.10. Hazard prevention . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 58
3.10.1. Prevention and control measures . . . . . . . . . . . . . . . . . . . . . 58
3.10.2. Management of change . . . . . . . . . . . . . . . . . . . . . . . . . . 61
3.10.3. Emergency prevention, preparedness and response . . . . . . . . . . . . . . 65
3.10.4. Procurement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 69
3.10.5. Contracting. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 72
Evaluation 75
3.11. Performance monitoring and measurement . . . . . . . . . . . . . . . . . . . . 77
3.12. Investigation of workrelated injuries, ill health, diseases and incidents, and their impact on safety and health performance. . . . . . . . . . . . . . . . . 82
3.13. Audit. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 86
3.14. Management review . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 91
viii Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Action for improvement 95
3.15. Preventive and corrective action . . . . . . . . . . . . . . . . . . . . . . . . . . 97
3.16. Continual improvement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 100
Appendices 105
Appendix 1 – Item 3.2 Worker participation – First worked example . . . . . . . . . . 107
Appendix 2 – Item 3.2 Worker participation – Second worked example . . . . . . . . . 111
Appendix 3 – Sample audit summary . . . . . . . . . . . . . . . . . . . . . . . . . . 115
Appendix 4 – Preaudit planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117
1User guide
User guide
This audit matrix has been designed to measure the effectiveness of an organization’s occupational safety and health (OSH) management system and OSH performance, and to compare them against the Guidelines on Occupational Safety and Health Management Systems, ILO-OSH 2001. It is designed to identify the strengths and weaknesses that exist in an organization’s OSH management system, and to highlight opportunities for improvement. The matrix incorporates the requirement to complete a SWOT analysis for each item of the ILOOSH 2001 guidelines. This will show the strengths, weaknesses, opportunities and threats that exist within the organization being audited.
The matrix is intended to help auditors measure the 16 items recommended in the ILOOSH 2001 guidelines, and which make up the OSH management system in an organization:
Policy
– Occupational safety and health policy
– Worker participation
Organizing
– Responsibility and accountability
– Competence and training
– Occupational safety and health management system documentation
– Communication
Planning and implementation
– Initial review
– System planning, development and implementation
– Occupational safety and health objectives
– Hazard prevention
– Prevention and control measures
– Management of change
– Emergency prevention, preparedness and response
– Procurement
– Contracting
Evaluation
– Performance monitoring and measurement
– Investigation of workrelated injuries, ill health, diseases and incidents, and their impact on safety and health performance
– Audit
– Management review
2 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Action for improvement
– Preventive and corrective action
– Continual improvement
In order to assess the OSH management system and OSH performance accurately, the audit measurements should be honest and accurate. Marks need to be allocated carefully, and should be given only when the organization closely matches one of the five statements on each horizontal line of the matrix. In total, 159 separate lines of statements are used in the matrix, which provides an overall maximum score of 795 marks.
Although the audit matrix expresses the auditor’s opinions about the OSH management system and OSH performance, these opinions should, wherever possible, be supported by reliable evidence. Auditors need to start the audit with an open mind, and to not prejudge the situation. They need to maintain an investigative approach, and seek evidence and draw conclusions that are supported by facts, wherever possible.
Evidence generally falls into four broad categories:
➔ Documentation. In making the assessments required by the matrix, auditors should use a wide range of evidence sources. This will include an examination of documents relating to policies, procedures, processes, organizational communications, incidents and OSH performance records.
➔ Inquiry. The auditors should ask questions both formally and informally. Many questions will be asked verbally, in an informal manner. These are often supported by more formal questions, which might for example be asked in the form of a written request for information, or as questionnaires and surveys. Auditors should treat evidence gained in this way as “soft”, because the answers they receive are the opinions of third parties, and may not be impartial, or may even be given to mislead the auditors.
➔ Observation. Auditors will also collect evidence through what they have heard, seen or touched during the audit. Observations and physical examinations are very reliable sources of audit evidence, and carry extra weight because the auditors have gathered the evidence themselves.
➔ Testing and verification. Auditors will normally perform both system tests on the OSH management system and checks on the physical work environment, equipment and tools. This involves checking that the OSH management system and the physical work environment and equipment, tools and safety systems are working as they are supposed to. Auditors will also need to check that the organization is complying with national and state laws.
The auditors need to conduct interviews with workers, supervisors, managers, senior management, contractors, contract workers, the safety and health committee, workers’ representatives, and also other specialist functions such as a company nurse or doctor, or industrial hygienists. Physical inspections and walkthroughs are also essential, to ensure that the information gained from documents, records and interviews is true and accurate.
3User guide
How to use the matrix
The basic principle is that, for each of the 159 horizontal lines of the matrix, the auditor will choose the statement that most closely fits the organization’s status. The auditor will then allocate a mark that corresponds to the column to which the statement belongs. As explained above, these lines of statements are grouped in 16 tables, which correspond to the 16 thematic items recommended in ILO-OSH 2001.
As an example, let us examine item 3.1, Occupational safety and health policy.
NONE (1) POOr (2) FAIr (3) GOOD (4) ExCELLENT (5) rATING
The organization does not have a written OSH policy.
The organization has a written OSH policy, but it does not comply with national laws and regulations.
The organization has an OSH policy that complies with national laws and regulations, but does not comply with ILO guidelines.
The organization has an OSH policy that complies with national laws and regulations, and also with ILO guidelines.
The organization has an OSH policy that complies with all national laws and regulations, ILO guidelines, and collective agreements.
The written OSH policy is inadequate, although it does provide a limited description of management attitudes to OSH.
The policy briefly outlines the management attitude to OSH and a commitment to prevention of work-related injuries and ill health.
The policy describes the management attitude to OSH and the total commitment to protecting workers by preventing injuries, ill health, diseases and incidents.
The policy describes the management attitude to OSH and the prevention of injury, illness, diseases and incidents, and it has been agreed in consultation with workers and their representatives.
If the organization has no written OSH policy then the correct score would be 1 mark. If the organization has an OSH policy that meets national laws and regulations and ILO guidelines, then it would score 4 marks, unless it has also agreed the policy with workers and their representatives, in which case it would score 5 marks. We then proceed to the second line and again decide which statement most closely fits the organization’s status. We proceed through each line in this way until we have completed section 3.1 of the matrix.
In order to make these judgements, auditors need to be able to find reliable evidence that ensures they can allocate the correct scores. This will allow them to identify the strengths and weaknesses, and also to identify both opportunities for improvement and possible threats to the business that need to be brought senior management’s attention. This SWOT analysis will figure in the “auditor’s feedback” at the bottom of each scored thematic item.
Two completed samples of item 3.2, Worker participation, are provided in Appendices 1 and 2 as examples of how to use the matrix.
4 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
We suggested that an “audit summary” be established at the end of the audit period, which takes the actual total scores of the organization for each of the 16 items audited and compares them with the maximum possible scores. A “traffic light” – red, orange or green – can then be allocated to each of the items, to highlight areas where improvement is necessary. Appendix 3 provides a completed sample of such an audit summary.
General considerations in preparing pre-audit planning
Auditors need to conduct considerable planning before starting the audit. They need to decide when the audit should take place, and establish a sensible schedule for the work. They will need to agree on this workplan with the senior management of the organization being audited, unless it is an unannounced audit.
Auditors need to plan who they want to interview, what they want to see, and what documents and records they need to examine. As the audit progresses they may want to talk to people who were not on their interview list when they made the audit plan.
Auditors should ascertain exactly what documents they will need to examine as part of their audit preparation. A sample audit preparation document is attached as Appendix 4.
Auditors need to have obtained copies of the relevant national OSH laws (both federal and state), and have a copy of the ILO-OSH 2001 guidelines, plus documents relating to industry best practices and the standards expected by certification bodies. They need to have examined the organization’s OSH policy document to determine whether it meets the requirements of national OSH laws, regulations, approved codes of practice and the ILO-OSH 2001 guidelines.
Auditors will need to use multiple sources of evidence in order to audit and score the OSH performance of an organization accurately. Evidence will come from examining documents relating to plans, programmes, processes, policies, procedures, rules, records, statistics and data. This information should tell them what should be happening in the business, and the performance that is expected. They can measure then performance against these expectations.
Having examined the above documentary sources of information, they then need to measure whether what was described in the documents is actually happening in reality. Interviews with senior and middle management, supervisors, workers, contractors, contract workers, and OSH and medical personnel should help check their understanding of and compliance with the OSH policy and OSH management system. Interviews should also be held with unions and workers’ representatives, and with safety and health committee members.
Auditors also need to conduct comprehensive observations of the workplace, and look at housekeeping, and the condition of facilities, machinery, equipment, tools, and devices. They should examine closely all safety equipment and devices, fire and evacuation measures, personal protective equipment (PPE), and the storage and use of hazardous materials. They will use their observations to identify “atrisk” behaviours, and look at supervision and the organization and control of work.
Auditors should also look at the procedures for controlling energy sources, machine guarding and materials handling, and at whether there is an appropriate system for managing change, and communicating changes to the workforce.
5User guide
Auditors should examine worker behaviours to identify “atrisk” behaviours. They should check compliance with standard operating procedures, and that work is being performed in the way prescribed by the job safety analysis or task analysis. They should question workers to ascertain their knowledge of OSH policy, procedures and rules. They should also ask workers and supervisors about the communication of OSH expectations and OSH results.
Audits must focus on identifying weaknesses and looking for improvements. Where problems are identified, corrective actions need to be formulated and remedial measures put in place in a timely manner.
Audits should lead to the correction of weaknesses in the OSH management system and its application in the workplace. Where weaknesses exist, an improvement plan needs to be formulated and put into action. Auditors should look to see whether weaknesses identified by previous audits and inspections have been corrected.
On-site audit activities
The OSH audit is intended to assess and verify the strengths and weaknesses of the OSH management system, and to improve both this system and OSH performance. It is vitally important that everyone understands the purpose of the audit, and that it is seen as a positive measure to improve OSH management and performance. This should ensure higher standards of OSH, and a reduction of incidents and “atrisk” behaviours.
Opening interview
It is normal audit practice to begin the audit with an opening conference with senior site management. This allows the auditors to introduce themselves and explain the audit process. They will define the scope of the audit, and explain its purpose. They will also discuss the audit schedule. The schedule of activities is agreed with senior management, and communicated to each part of the organization that will be audited.
Auditors are briefed on any hazardous conditions that exist on the site, and on the controls that are used to protect workers. Auditors need to wear appropriate personal protective clothing and equipment for their onsite activities. Arrangements need to ensure that these are available, unless the auditors have their own that provides the same levels of protection.
Auditors and senior management agree a timetable for the exit interview that will be used to present the preliminary findings of the audit. Site management will be given an agreed amount of time to examine the preliminary report, and to challenge any audit findings that they disagree with, or wish to challenge, or on which they need further clarification.
Typically, at the end of the opening interview, auditors will be given an orientation tour of the site with an explanation of expected safety behaviour, emergency response and evacuation procedures. OSH control measures and required PPE are explained as well.
Programme assessment and verification
The OSH audit then moves on to programme assessment and verification by starting a comprehensive review of OSH programme documentation. The auditors will examine policies, programmes, procedures, risk assessments, standards and related documents.
6 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
They will examine accident and incident reports, firstaid injury records, safety inspection records, citations and warnings from regulatory bodies. They will look at previous audit reports, certification assessments, industrial hygiene survey reports, task analysis, job safety analyses (JSAs), materialhandling assessments, process safety management documentation, and risk assessments. They will examine absence, illness and sickness rates. Supporting statistical data and corrective action logs should be reviewed.
The documentation review will be followed by a wide range of interviews with plant managers, departmental managers, supervisors, team leaders, union representatives, safety and health committee members, medical personnel and a wide range of workers. They should be questioned on their awareness of the OSH programme and its implementation. Auditors should look for concerns, and for opportunities for improvement.
The auditors should spend sufficient time on examining the workplace, and this will involve the activities of the various departments. This is when auditors should identify the degree of acceptance and the quality of implementation of OSH policies, programmes, procedures and OSH activities.
During an audit the auditors will collect a huge amount of information and data. It will be impossible for them to remember it all unless they have taken notes as the audit progresses. So, irrespective of the experience of the auditors, it is absolutely essential that they take detailed field notes.
Auditors should look at the housekeeping to see whether a clean, tidy, healthy and safe work environment exists. They should also observe work processes to see whether procedures are followed, and that hazards have been identified and are properly controlled. If the auditors have specific concerns, they may require specialist testing to be undertaken, and will then review the test reports.
Auditors should also spend some time observing both task and nontaskrelated behaviours. They should compare the taskrelated behaviours with those that are described in the task analysis, job safety analysis or permit to work.
Exit interview
An exit interview is held with senior and site management in order to share the preliminary audit results and the observations of the audit team. Site management is given the opportunity to respond to these findings and observations, and to seek or provide clarification of issues arising from the report. A date is agreed for the receipt of any responses or challenges to the audit findings that the site management wish to make. The organization is normally thanked for its cooperation and help, and a date is agreed upon for the delivery of the final report.
Final audit report
The final audit report should include the date and location of the audit, and identify all the participants who took part in or contributed information for the audit. The report should identify clearly which parts or activities of the organization were audited.
The report will include the audit findings, results and observations. It will also propose corrective actions, and set deadlines by which corrective actions or audit responses are to be completed. This would include the means of verifying corrective actions.
7User guide
Audit response
When the audited organization has received the final audit report, it should respond by describing what corrective actions have been taken and what actions are planned. It is essential that every weakness, every opportunity for improvement, and every threat identified in the audit report is subject to corrective actions and improvements. A log should be created that lists all the items that need to be addressed. This should set the timelines for improvements and corrections of each item needing such action, with responsibility allocated to a designated person for that action.
Audit closure
The audit file is not normally closed until a closure statement has been prepared. This should comprise of a listing of the audit findings, together with the corrective actions relating to each one. Closure occurs only when corrective actions are complete, and have been verified.
Policy
Policy 11
Pol
icy
Item
3.1
Occ
upat
iona
l saf
ety
and
heal
th p
olic
y
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
orga
niza
tion
has
a
wri
tten
OS
H p
olic
y,
but
it d
oes
not
com
ply
wit
h na
tion
al la
ws
or
regu
lati
ons.
The
orga
niza
tion
has
an
OS
H p
olic
y th
at c
ompl
ies
wit
h na
tion
al la
ws
and
regu
lati
ons,
but
doe
s no
t co
mpl
y w
ith
ILO
gu
idel
ines
.
The
orga
niza
tion
has
an
OS
H p
olic
y th
at c
ompl
ies
wit
h na
tion
al la
ws
and
regu
lati
ons,
and
als
o w
ith
ILO
gui
delin
es.
The
orga
niza
tion
has
an
OS
H p
olic
y th
at c
ompl
ies
wit
h al
l nat
iona
l law
s an
d re
gula
tion
s, I
LO
guid
elin
es, an
d co
llect
ive
agre
emen
ts.
BTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
wri
tten
OS
H p
olic
y
is in
adeq
uate
, al
thou
gh
it d
oes
prov
ide
a lim
ited
des
crip
tion
of
man
agem
ent
atti
tude
s
to O
SH
.
The
OS
H p
olic
y br
iefly
ou
tlin
es t
he m
anag
emen
t at
titu
de t
o O
SH
and
a
com
mit
men
t to
pre
vent
ion
of
wor
k-re
late
d in
juri
es
and
ill h
ealt
h.
The
OS
H p
olic
y de
scri
bes
the
man
agem
ent
atti
tude
to
OS
H a
nd t
he t
otal
co
mm
itm
ent
to p
rote
ctin
g w
orke
rs b
y pr
even
ting
in
juri
es, ill
hea
lth,
di
seas
es a
nd in
cide
nts.
The
OS
H p
olic
y de
scri
bes
the
man
agem
ent
atti
tude
to
OS
H a
nd t
he p
reve
ntio
n of
inju
ry, ill
ness
, di
seas
es
and
inci
dent
s, a
nd it
ha
s be
en a
gree
d in
co
nsul
tati
on w
ith
wor
kers
an
d th
eir
repr
esen
tati
ves.
CTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y ha
s no
t be
en a
gree
d w
ith
wor
kers
or
the
ir r
epre
sent
ativ
es.
The
OS
H p
olic
y ha
s be
en
agre
ed w
ith
only
ver
y lim
ited
con
sult
atio
n w
ith
wor
kers
.
The
OS
H p
olic
y ha
s be
en
agre
ed in
ful
l con
sult
atio
n w
ith
wor
kers
and
the
ir
repr
esen
tati
ves.
Wor
kers
are
enc
oura
ged
to p
arti
cipa
te a
ctiv
ely
in
all a
spec
ts o
f th
e O
SH
m
anag
emen
t sy
stem
, an
d ar
e co
nsul
ted
on a
ll m
atte
rs r
elat
ing
to O
SH
po
licie
s.
12 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y
is n
ot a
ppro
pria
te f
or t
he
type
or
size
of
busi
ness
.
Som
e el
emen
ts o
f th
e O
SH
pol
icy
are
appr
opri
ate
for
the
type
and
siz
e of
bu
sine
ss.
The
OS
H p
olic
y is
ge
nera
lly a
ppro
pria
te
for
the
type
and
siz
e
of b
usin
ess.
The
focu
s of
the
OS
H
polic
y is
to
find
way
s to
pr
even
t w
orkp
lace
inju
ries
, ill
ness
es a
nd d
isea
ses,
an
d to
ens
ure
the
wel
fare
of
the
wor
kfor
ce.
ETh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y
is n
ot w
ritt
en in
a c
onci
se
way
, an
d la
cks
clar
ity.
The
OS
H p
olic
y is
not
su
ffici
entl
y cl
earl
y w
ritt
en,
and
is t
here
fore
not
al
way
s un
ders
tand
able
by
ever
yone
.
The
OS
H p
olic
y is
con
cise
an
d cl
earl
y w
ritt
en, an
d is
und
erst
anda
ble
by
ever
yone
.
The
OS
H p
olic
y m
akes
it
cle
ar t
hat
ever
yone
has
O
SH
res
pons
ibili
ties
, th
eir
perf
orm
ance
of
thes
e du
ties
is m
onit
ored
, an
d pe
ople
are
hel
d ac
coun
tabl
e.
FTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y is
not
ef
fect
ivel
y co
mm
unic
ated
or
eas
ily a
cces
sibl
e to
ev
eryo
ne in
the
wor
kpla
ce.
The
OS
H p
olic
y is
co
mm
unic
ated
, bu
t is
not
re
adily
acc
essi
ble
by
eve
ryon
e in
the
ir p
lace
of
wor
k.
The
OS
H p
olic
y is
ge
nera
lly e
ffec
tive
ly
com
mun
icat
ed, an
d is
re
adily
acc
essi
ble
to
ever
yone
in t
heir
pla
ce o
f w
ork.
The
OS
H p
olic
y is
ver
y w
ell c
omm
unic
ated
, an
d en
sure
s th
at t
he O
SH
m
anag
emen
t sy
stem
is
com
pati
ble
wit
h or
is
inte
grat
ed in
to t
he o
ther
en
terp
rise
org
aniz
atio
nal
man
agem
ent
syst
ems
GTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y fa
ils
to c
omm
unic
ate
the
resp
onsi
bilit
ies
and
expe
ctat
ions
of
wor
kers
an
d m
anag
ers.
The
OS
H p
olic
y pr
ovid
es
som
e lim
ited
des
crip
tion
s of
the
res
pons
ibili
ties
and
ex
pect
atio
ns o
f w
orke
rs
and
man
ager
s.
The
OS
H p
olic
y de
scri
bes
the
over
all
the
resp
onsi
bilit
ies
and
expe
ctat
ions
of
wor
kers
an
d m
anag
ers.
The
OS
H p
olic
y de
scri
bes
in d
etai
l res
pons
ibili
ties
an
d ex
pect
atio
ns o
f w
orke
rs a
nd m
anag
ers,
m
akin
g it
cle
ar t
hat
perf
orm
ance
will
be
mon
itor
ed a
nd p
eopl
e he
ld
acco
unta
ble.
Policy 13
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HTh
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
Ther
e is
no
exte
rnal
co
mm
unic
atio
n of
OS
H
polic
y, r
espo
nsib
iliti
es
or e
xpec
tati
ons.
Very
lim
ited
co
mm
unic
atio
n of
OS
H
polic
y re
spon
sibi
litie
s an
d ex
pect
atio
ns is
pro
vide
d
to e
xter
nal b
odie
s.
The
OS
H p
olic
y is
als
o co
mm
unic
ated
to
all
cont
ract
ors,
vis
itor
s an
d ne
w h
ires
, an
d is
cov
ered
in
wor
ker
orie
ntat
ion.
The
OS
H p
olic
y is
als
o co
mm
unic
ated
to
ext
erna
l gro
ups
and
th
e co
mm
unit
y so
tha
t th
ey m
ay u
nder
stan
d
the
orga
niza
tion
’s a
ttit
ude
to O
SH
.
I*Th
e or
gani
zati
on d
oes
not
have
a w
ritt
en O
SH
pol
icy.
The
OS
H p
olic
y is
dat
ed,
and
has
not
been
rev
iew
ed
or u
pdat
ed f
or s
ever
al
year
s.
The
OS
H p
olic
y is
upd
ated
on
ly in
freq
uent
ly, an
d ha
s no
t be
en r
evie
wed
or
upda
ted
for
the
past
tw
o ye
ars.
The
OS
H p
olic
y is
re
gula
rly
revi
ewed
, up
date
d, a
nd s
igne
d
by s
enio
r m
anag
emen
t.
The
OS
H p
olic
y is
re
view
ed a
nd u
pdat
ed a
t le
ast
annu
ally
. It
is s
igne
d
by s
enio
r m
anag
emen
t
and
also
des
crib
es
the
card
inal
OS
H r
ules
of
the
ent
erpr
ise.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
OC
CU
PATI
ON
AL
SA
FETY
AN
D H
EA
LTH
PO
LIC
Y (m
ax. sc
ore
for
this
item
is 4
5)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
14 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Thre
ats
Gui
danc
e no
tes
OS
H p
olic
y is
the
fou
ndat
ion
of a
n ef
fect
ive
OS
H m
anag
emen
t sy
stem
, an
d w
itho
ut s
uch
a po
licy,
saf
ety
and
heal
th is
not
pro
perl
y m
anag
ed o
r as
sure
d.
Idea
lly, th
e po
licy
shou
ld b
e no
mor
e th
an o
ne A
4 p
age
long
; it
sho
uld
be c
onci
se, an
d si
mpl
e to
und
erst
and
by e
very
one
in t
he o
rgan
izat
ion.
The
OS
H p
olic
y sh
ould
pro
vide
ove
rall
dire
ctio
n an
d gu
idan
ce r
elat
ing
to o
ccup
atio
nal h
ealt
h an
d sa
fety
.
It s
houl
d in
clud
e a
visi
on s
tate
men
t th
at e
ncap
sula
tes
the
orga
niza
tion
’s a
ppro
ach
to O
SH
, su
ch a
s “
OS
H F
IRS
T” o
r “
Mai
ntai
ning
an
inju
ry-f
ree
wor
kpla
ce”.
OS
H p
olic
y sh
ould
be
trea
ted
as a
con
stan
t va
lue
that
will
nev
er c
hang
e, ir
resp
ecti
ve o
f ch
angi
ng p
rior
itie
s w
ithi
n th
e bu
sine
ss.
A m
issi
on s
tate
men
t sh
ould
als
o de
scri
be t
he o
rgan
izat
ion’
s ov
eral
l obj
ecti
ve r
elat
ing
to O
SH
– e
.g. to
be
the
safe
st s
teel
com
pany
in t
he U
nite
d S
tate
s.
Man
agem
ent
lead
ersh
ip n
eeds
to
driv
e th
e O
SH
pro
cess
and
add
val
ue b
y el
imin
atin
g or
red
ucin
g in
juri
es a
nd il
lnes
ses.
OS
H p
olic
y sh
ould
set
out
the
pri
ncip
les
and
guid
elin
es f
or O
SH
dec
isio
ns.
The
polic
y sh
ould
sta
te c
lear
ly t
op m
anag
emen
t’s c
omm
itm
ent
to s
afet
y an
d he
alth
.
The
polic
y sh
ould
hav
e th
e si
gnat
ure
of t
he p
resi
dent
or
CE
O, or
of
the
mos
t se
nior
man
ager
on
the
site
.
The
polic
y sh
ould
sta
te t
he o
rgan
izat
ion’
s co
mm
itm
ent
to c
ompl
ianc
e w
ith
regu
lato
ry r
equi
rem
ents
and
col
lect
ive
agre
emen
ts o
n O
SH
.
Wor
kers
will
be
cons
ulte
d an
d en
cour
aged
to
part
icip
ate
in a
ll el
emen
ts o
f O
SH
, an
d be
em
pow
ered
to
act
whe
n th
ey id
enti
fy u
nsaf
e co
ndit
ions
or
unsa
fe b
ehav
iour
.
OS
H p
olic
y w
ill b
e re
gula
rly
revi
ewed
, up
date
d an
d im
prov
ed t
hrou
gh a
con
tinu
ous
impr
ovem
ent
proc
ess.
Rev
iew
sho
uld
take
pla
ce a
t le
ast
annu
ally
.
OS
H d
utie
s an
d re
spon
sibi
litie
s w
ill b
e de
scri
bed,
and
eve
ryon
e is
hel
d re
spon
sibl
e an
d ac
coun
tabl
e fo
r th
eir
own
and
thei
r co
-wor
kers
saf
ety
and
heal
th.
Policy 15
Pol
icy
Item
3.2
Wor
ker
part
icip
atio
n
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
ere
is n
o cl
ear
evid
ence
w
ithi
n th
e or
gani
zati
on o
f m
anag
emen
t en
cour
agin
g or
see
king
to
invo
lve
or g
et
wor
kers
to
part
icip
ate
in
OS
H m
atte
rs.
Par
tici
pati
on is
lim
ited
to
fol
low
ing
OS
H
rule
s, p
roce
dure
s, a
nd
inst
ruct
ions
. Th
ere
is li
ttle
in
put
by w
orke
rs in
OS
H
mat
ters
.
Par
tici
pati
on is
en
cour
aged
by
man
agem
ent,
but
is
limit
ed t
o de
alin
g w
ith
spec
ific
OS
H p
robl
ems
wit
hin
the
orga
niza
tion
. M
anag
emen
t do
es n
ot
get
invo
lved
in p
lann
ing
or h
azar
d re
cogn
itio
n ac
tivi
ties
.
Man
agem
ent
has
cl
earl
y de
fined
the
rol
es
and
resp
onsi
bilit
ies
of
indi
vidu
al w
orke
rs, an
d of
the
saf
ety
and
heal
th
com
mit
tee.
The
man
agem
ent
polic
y an
d sy
stem
s do
cum
enta
tion
des
crib
es
the
impo
rtan
ce o
f w
orke
r pa
rtic
ipat
ion
and
invo
lvem
ent
in c
reat
ing
a sa
fe a
nd h
ealt
hy
wor
kpla
ce.
BO
SH
com
mun
icat
ion
wit
h w
orke
rs is
infr
eque
nt,
and
tend
s to
invo
lve
mai
nly
smal
l num
bers
of
wor
kers
and
be
focu
sed
on s
uper
viso
rs.
Man
agem
ent
has
min
imum
com
mun
icat
ion
wit
h w
orke
rs o
n O
SH
m
atte
rs.
Man
agem
ent
mai
ntai
ns
a lim
ited
am
ount
of
com
mun
icat
ion
wit
h w
orke
rs. Th
is
com
mun
icat
ion
is
gene
rally
a t
op-d
own
proc
ess,
and
litt
le
evid
ence
exi
sts
that
m
anag
emen
t kn
ows
wha
t th
eir
wor
kers
’ con
cern
s ar
e.
Ther
e is
reg
ular
and
fr
eque
nt d
ialo
gue
wit
h w
orke
rs, an
d th
e w
orke
rs’
view
s ar
e re
gard
ed a
s be
ing
very
impo
rtan
t.
The
docu
men
tati
on
desc
ribe
s sp
ecifi
c w
orke
r pa
rtic
ipat
ion
goal
s, a
nd
the
bene
fits
that
are
ga
ined
for
the
org
aniz
atio
n an
d it
s w
orke
rs. It
m
akes
saf
ety
and
heal
th
com
mun
icat
ions
to
be
vita
l to
ensu
re t
hat
ever
y pe
rson
in t
he o
rgan
izat
ion
unde
rsta
nds
thei
r ro
les
and
resp
onsi
bilit
ies.
16 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CW
orke
rs’ s
afet
y an
d he
alth
re
pres
enta
tive
s ha
ve
been
app
oint
ed b
ut r
arel
y m
eet.
The
ir r
ole
has
not
been
defi
ned,
and
the
y ha
ve li
ttle
invo
lvem
ent
in p
lann
ing,
eva
luat
ing
or s
eeki
ng im
prov
emen
t an
d so
luti
ons
to O
SH
pr
oble
ms.
A s
afet
y an
d he
alth
co
mm
itte
e ha
s be
en
form
ed, bu
t ha
s no
cle
ar
role
, an
d m
eets
ver
y in
freq
uent
ly. S
afet
y an
d he
alth
rep
rese
ntat
ives
ha
ve li
ttle
invo
lvem
ent
in
plan
ning
.
The
ente
rpri
se h
as
esta
blis
hed
a sa
fety
and
he
alth
com
mit
tee
that
co
nfor
ms
and
com
plie
s w
ith
the
requ
irem
ents
of
nat
iona
l law
s an
d re
gula
tion
s, a
nd p
ract
ice.
Th
e co
mm
itte
e’s
role
ha
s be
en d
efine
d,
and
incl
udes
wor
king
w
ith
man
agem
ent
in
eval
uati
ng, pl
anni
ng a
nd
impl
emen
ting
sol
utio
ns
and
impr
ovem
ents
.
The
ente
rpri
se h
as
esta
blis
hed
a sa
fety
and
he
alth
com
mit
tee
that
co
nfor
ms
and
com
plie
s w
ith
the
requ
irem
ents
of
nat
iona
l law
s an
d re
gula
tion
s, a
nd
prac
tice
. Th
e ro
le o
f th
e co
mm
itte
e ha
s be
en
defin
ed, an
d in
clud
es
haza
rd r
ecog
niti
on a
nd
OS
H c
omm
unic
atio
ns.
The
com
mit
tee
also
ha
s an
act
ive
role
in
eval
uati
ng O
SH
cha
nges
, an
d in
bui
ldin
g w
orke
r co
mpe
tenc
es in
OS
H.
The
orga
niza
tion
ens
ures
th
at a
ll ch
ange
s to
the
w
ork
envi
ronm
ent
and
proc
edur
es a
re d
iscu
ssed
w
ith
wor
kers
and
the
ir
repr
esen
tati
ves.
The
be
nefit
s ar
e co
mm
unic
ated
so
tha
t w
orke
rs c
an
prop
erly
und
erst
and
why
ch
ange
s ar
e be
ing
mad
e,
and
how
the
se c
hang
es w
ill
be b
enefi
cial
. Th
e sa
fety
an
d he
alth
com
mit
tee
is
high
ly in
volv
ed in
all
OS
H
mat
ters
, an
d en
sure
s th
at
wor
kers
’ con
cern
s ar
e de
alt
wit
h in
a t
imel
y m
anne
r.
DW
orke
rs a
nd t
heir
re
pres
enta
tive
s ar
e ra
rely
co
nsul
ted
on c
hang
es t
o pr
oces
ses
and
proc
edur
es.
Ther
e is
onl
y m
inim
al
cons
ulta
tion
wit
h w
orke
rs
rega
rdin
g O
SH
mat
ters
, an
d ch
ange
s to
pro
cess
es
and
proc
edur
es.
Ther
e is
onl
y lim
ited
co
nsul
tati
on w
ith
wor
kers
re
gard
ing
OS
H m
atte
rs,
and
chan
ges
to p
roce
sses
an
d pr
oced
ures
.
Ther
e is
a p
osit
ive
appr
oach
to
invo
lvin
g w
orke
rs in
OS
H m
atte
rs,
and
this
incl
udes
co
nsul
tati
on o
n ch
ange
s to
pr
oces
ses
and
proc
edur
es.
The
ente
rpri
se e
nsur
es
that
wor
kers
and
the
ir
repr
esen
tati
ves
are
cons
ulte
d, in
form
ed a
nd
trai
ned
on a
ll as
pect
s of
O
SH
tha
t im
pact
on
thei
r w
ork
and
safe
ty.
ETh
e or
gani
zati
on m
akes
no
tim
e av
aila
ble
for
wor
kers
or
the
ir r
epre
sent
ativ
es t
o ha
ve m
eeti
ngs
insi
de t
heir
no
rmal
wor
king
hou
rs.
The
orga
niza
tion
mak
es
littl
e ti
me
avai
labl
e fo
r w
orke
rs o
r th
eir
repr
esen
tati
ves
to h
ave
mee
ting
s. T
hese
are
ver
y in
freq
uent
; th
ey f
ocus
m
ainl
y on
issu
es r
aise
d by
man
agem
ent,
and
onl
y ra
rely
on
issu
es r
aise
d by
w
orke
rs.
The
orga
niza
tion
doe
s ha
ve m
eeti
ngs
on a
re
gula
r ba
sis,
but
the
se
tend
to
occu
r on
ly
once
per
qua
rter
, an
d th
e ag
enda
item
s fo
r di
scus
sion
ten
d to
not
in
clud
e is
sues
rai
sed
by w
orke
rs o
r th
eir
repr
esen
tati
ves.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w r
egul
ar
mee
ting
s to
dis
cuss
OS
H
issu
es. W
orke
rs h
ave
the
oppo
rtun
ity
to p
ut
issu
es o
n th
e ag
enda
for
di
scus
sion
.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w w
orke
rs
and
thei
r sa
fety
and
hea
lth
repr
esen
tati
ves
to a
ctiv
ely
part
icip
ate
in e
valu
atin
g,
orga
nizi
ng, pl
anni
ng a
nd
impl
emen
tati
on o
f ac
tion
s to
impr
ove
the
OS
H
man
agem
ent
syst
em.
Policy 17
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e O
SH
cul
ture
wit
hin
the
orga
niza
tion
is t
hat
safe
ty a
nd h
ealt
h is
an
extr
a ex
pens
e, a
nd c
ause
s ex
tra
wor
k to
be
done
.
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on f
ails
to
prop
erly
see
the
val
ue o
f go
od O
SH
pro
cedu
re a
nd
prac
tice
s. T
his
nega
tive
at
titu
de is
tra
nsm
itte
d to
w
orke
rs.
The
OS
H c
ultu
re in
th
e or
gani
zati
on is
in
diff
eren
t to
OS
H, an
d ta
kes
no r
eally
pos
itiv
e in
itia
tive
s to
pro
mot
e w
orke
r pa
rtic
ipat
ion
or
invo
lvem
ent
in O
SH
m
atte
rs.
The
OS
H c
ultu
re in
th
e or
gani
zati
on is
po
siti
ve, an
d th
is h
as
enco
urag
ed g
ood
leve
ls o
f w
orke
r in
volv
emen
t an
d pa
rtic
ipat
ion.
The
OS
H c
ultu
re is
ex
trem
ely
posi
tive
, an
d is
val
ued
by b
oth
man
agem
ent
and
wor
kers
. W
orke
rs a
re f
ully
eng
aged
an
d pa
rtic
ipat
e w
idel
y on
O
SH
mat
ters
.
GW
orke
rs f
eel l
ittl
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
. Th
ey r
egar
d it
as
the
resp
onsi
bilit
y of
th
e m
anag
emen
t or
the
O
SH
pro
fess
iona
l.Jo
b de
scri
ptio
ns d
o no
t de
tail
OS
H p
erfo
rman
ce.
Wor
kers
acc
ept
som
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
, bu
t ar
e no
t gi
ven
the
oppo
rtun
ity
to
part
icip
ate
fully
in O
SH
m
atte
rs.
OS
H is
not
det
aile
d in
job
desc
ript
ions
.
Wor
kers
see
OS
H a
s pa
rt o
f th
eir
role
and
re
spon
sibi
lity,
and
OS
H
is a
n el
emen
t in
the
ir jo
b de
scri
ptio
ns.
Wor
kers
do
not
rece
ive
feed
back
or
reco
gnit
ion
for
OS
H p
erfo
rman
ce.
Wor
kers
see
OS
H a
s pa
rt
of t
heir
res
pons
ibili
ties
, w
hich
is s
tate
d in
th
eir
job
desc
ript
ion.
Th
ey a
re e
ncou
rage
d to
mak
e su
gges
tion
s th
at w
ill im
prov
e O
SH
pe
rfor
man
ce.
Wor
kers
rec
eive
fee
dbac
k on
OS
H p
erfo
rman
ce,
but
no f
orm
al a
war
d or
re
cogn
itio
n pr
oces
s ex
ists
.
Wor
kers
tak
e ow
ners
hip
of O
SH
pro
gram
mes
; th
ey
appl
y th
em d
ilige
ntly
, an
d ta
ke p
ride
in p
rom
otin
g th
em. O
SH
per
form
ance
is
sub
ject
to
a ri
goro
us
appr
aisa
l pro
cess
by
supe
rvis
ors
and
man
ager
s.
A r
ewar
d an
d re
cogn
itio
n pr
oces
s is
in p
lace
.
HW
orke
rs h
ave
rece
ived
ve
ry li
ttle
info
rmat
ion
or
trai
ning
on
OS
H is
sues
.Th
ey a
re u
nabl
e to
sta
te
the
maj
or h
azar
ds in
the
ir
wor
k en
viro
nmen
t, o
r th
e m
easu
res
to b
e ta
ken
to
min
imiz
e ri
sks.
Wor
kers
rec
eive
d ba
sic
OS
H in
form
atio
n an
d tr
aini
ng a
t th
e ti
me
of
thei
r in
duct
ion.
They
hav
e re
ceiv
ed
no r
efre
sher
or
OS
H
com
pete
nce-
build
ing
trai
ning
, an
d ha
ve li
mit
ed
unde
rsta
ndin
g of
OS
H.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g, a
nd
som
e ad
diti
onal
tra
inin
g re
gard
ing
OS
H la
ws,
re
gula
tion
and
rul
es.
They
are
abl
e to
id
enti
fy h
azar
ds in
the
ir
wor
kpla
ce, an
d st
ate
the
risk
s th
at e
xist
and
the
m
easu
res
to b
e ta
ken
to
min
imiz
e th
ese
risk
s.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g an
d re
fres
her
trai
ning
. Th
ey
can
stat
e th
e ha
zard
s in
th
eir
wor
kpla
ce.
They
are
cap
able
of
unde
rtak
ing
task
ana
lysi
s to
iden
tify
haz
ards
, an
d ar
e ab
le t
o ev
alua
te
pote
ntia
l sol
utio
ns.
The
orga
niza
tion
has
de
velo
ped
and
use
com
pete
nce-
build
ing
tool
s w
hich
ens
ure
that
all
wor
kers
hav
e a
thor
ough
un
ders
tand
ing
of O
SH
co
ncep
ts a
nd t
he s
ite-
spec
ific
risk
s th
at t
hey
may
enc
ount
er.
Wor
kers
are
cap
able
of
und
erta
king
haz
ard
iden
tific
atio
n an
d ri
sk
asse
ssm
ent,
and
are
ab
le t
o co
nduc
t sa
fety
be
havi
our
obse
rvat
ions
.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.2
WO
rK
Er
PA
rTI
CIP
ATIO
N (
max
. sc
ore
for
this
item
is 4
0)
18 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
In m
any
case
s, n
atio
nal l
aws
will
man
date
tha
t th
e or
gani
zati
on m
ust
enco
urag
e an
d nu
rtur
e w
orke
r pa
rtic
ipat
ion.
Eve
n if
not
man
date
d by
nat
iona
l law
s, w
orke
r pa
rtic
ipat
ion
is a
n es
sent
ial e
lem
ent
of a
n ef
fect
ive
OS
H m
anag
emen
t sy
stem
, ir
resp
ecti
ve o
f th
e si
ze o
r ty
pe o
f or
gani
zati
on.
Em
ploy
ers
shou
ld e
nsur
e th
at w
orke
rs a
nd t
heir
rep
rese
ntat
ives
are
con
sult
ed, in
form
ed a
nd t
rain
ed o
n al
l asp
ects
of
OS
H, in
clud
ing
emer
genc
y ar
rang
emen
ts,
asso
ciat
ed w
ith
thei
r w
ork.
Em
ploy
ers
shou
ld m
ake
arra
ngem
ents
for
wor
kers
and
the
ir r
epre
sent
ativ
es t
o ha
ve t
he t
ime
and
reso
urce
s to
par
tici
pate
act
ivel
y in
the
pro
cess
es o
f or
gani
zing
, pl
anni
ng, im
plem
enta
tion
, ev
alua
tion
and
act
ion
for
impr
ovin
g th
e O
SH
man
agem
ent
syst
em.
The
orga
niza
tion
sho
uld
ensu
re, as
app
ropr
iate
, th
e es
tabl
ishm
ent
and
effic
ient
fun
ctio
ning
of
a sa
fety
and
hea
lth
com
mit
tee,
and
the
rec
ogni
tion
of
wor
kers
’ saf
ety
and
heal
th r
epre
sent
ativ
es.
Policy 19
Wor
kers
sho
uld
be a
ctiv
ely
invo
lved
in e
mer
genc
y pr
epar
edne
ss, ta
sk a
naly
sis,
saf
ety
asse
ssm
ents
, ev
alua
tion
and
rev
isio
n of
sta
ndar
d op
erat
ing
proc
edur
es, O
SH
tr
aini
ng p
rogr
amm
es a
nd e
valu
atio
ns/a
udit
s.
Wor
kers
at
ever
y le
vel o
f th
e or
gani
zati
on s
houl
d be
act
ivel
y in
volv
ed in
the
dev
elop
men
t, im
plem
enta
tion
and
con
tinu
ous
impr
ovem
ent
of O
SH
arr
ange
men
ts.
Wor
ker
part
icip
atio
n is
an
esse
ntia
l ele
men
t of
sou
nd O
SH
arr
ange
men
ts, an
d id
eally
wor
kers
sho
uld
be e
ncou
rage
d to
ass
ume
owne
rshi
p of
the
OS
H p
roce
ss.
Wor
kers
sho
uld
feel
em
pow
ered
to
act
imm
edia
tely
if t
hey
see
unsa
fe c
ondi
tion
s or
at-
risk
beh
avio
urs
in t
he w
orkp
lace
, an
d sh
ould
hav
e th
e po
wer
to
stop
wor
k w
here
the
y se
e an
y si
tuat
ion
that
cou
ld c
ause
har
m t
o pe
ople
or
prop
erty
.
Goo
d co
mm
unic
atio
ns a
re v
ital
to
ensu
re t
hat
wor
kers
and
man
agem
ent
are
cons
tant
ly u
pdat
ed o
n O
SH
issu
es a
nd m
atte
rs.
The
orga
niza
tion
sho
uld
ensu
re t
hat
wor
kers
hav
e bo
th f
orm
al a
nd in
form
al c
hann
els
to c
omm
unic
ate
thei
r co
ncer
ns r
egar
ding
OS
H is
sues
, an
d to
be
able
to
shar
e th
eir
idea
s to
impr
ove
the
OS
H p
rogr
amm
e.
Organizing
23Organizing
Org
aniz
ing
Item
3.3
res
pons
ibili
ty a
nd a
ccou
ntab
ility
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o on
e in
the
org
aniz
atio
n ha
s ta
ken
resp
onsi
bilit
y fo
r O
SH
or
the
prot
ecti
on
of w
orke
rs.
Man
agem
ent
dem
onst
rate
s lit
tle
inte
rest
in O
SH
, an
d fa
il to
tak
e ov
eral
l re
spon
sibi
lity
for
OS
H.
The
orga
niza
tion
acc
epts
so
me
resp
onsi
bilit
y fo
r O
SH
, bu
t no
ove
rall
cont
rol i
s ex
erci
sed.
The
orga
niza
tion
acc
epts
re
spon
sibi
lity
for
OS
H a
nd
the
prot
ecti
on o
f w
orke
rs.
The
orga
niza
tion
clea
rly d
emon
stra
tes
its
acce
ptan
ce o
f re
spon
sibi
lity
to p
rote
ct w
orke
rs a
nd
othe
rs f
rom
haz
ards
.
BR
oles
and
res
pons
ibili
ties
ha
ve n
ot b
een
defin
ed.
Rol
es a
nd r
espo
nsib
iliti
es
have
bee
n co
mm
unic
ated
ve
rbal
ly, bu
t ha
ve n
ot
been
doc
umen
ted.
Wor
kers
pay
litt
le r
egar
d to
ful
fillin
g th
eir
role
s or
re
spon
sibi
litie
s.
Rol
es a
nd r
espo
nsib
iliti
es
have
bee
n co
mm
unic
ated
bo
th v
erba
lly a
nd in
w
riti
ng. W
hen
ques
tion
ed,
som
e w
orke
rs w
ere
unab
le
to s
tate
cle
arly
wha
t th
eir
role
s an
d re
spon
sibi
litie
s w
ere.
Rol
es a
nd r
espo
nsib
iliti
es
have
bee
n co
mm
unic
ated
bo
th v
erba
lly a
nd in
w
riti
ng t
o m
ost
wor
kers
. W
hen
ques
tion
ed, w
orke
rs
wer
e ab
le t
o de
scri
be t
heir
ro
les
and
resp
onsi
bilit
ies.
Rol
es a
nd r
espo
nsib
iliti
es
have
bee
n co
mm
unic
ated
to
eve
ry w
orke
r, bo
th
verb
ally
and
in w
riti
ng.
Wor
kers
wer
e ab
le t
o de
scri
be t
heir
rol
es a
nd
resp
onsi
bilit
ies
in d
etai
l, an
d w
ere
enth
usia
stic
ab
out
perf
orm
ing
thes
e.
CTh
ere
was
no
mea
sure
men
t of
pe
rfor
man
ce b
eing
mad
e,
and
wor
kers
wer
e ne
ver
mad
e ac
coun
tabl
e fo
r th
eir
perf
orm
ance
.
Ther
e w
as n
o ac
tion
tak
en
by m
anag
emen
t to
mak
e w
orke
rs a
ccou
ntab
le f
or
perf
orm
ing
thei
r ro
les
and
resp
onsi
bilit
ies.
Som
e w
orke
rs w
ere
awar
e of
the
ir r
oles
and
re
spon
sibi
litie
s. T
hey
wer
e aw
are
that
the
y w
ould
be
obse
rved
and
mea
sure
d on
ly o
ccas
iona
lly, an
d th
at
this
did
not
invo
lve
ever
y w
orke
r.
Mos
t w
orke
rs w
ere
awar
e of
the
ir r
oles
and
re
spon
sibi
litie
s, a
nd
they
kne
w t
hat
som
e le
vel o
f ob
serv
atio
n an
d m
easu
rem
ent
wou
ld
gene
rally
be
mad
e.
Wor
kers
kne
w t
hat
they
w
ould
gen
eral
ly b
e m
ade
acco
unta
ble
for
thei
r be
havi
our.
All
wor
kers
kne
w
exac
tly
thei
r ro
les
and
resp
onsi
bilit
ies,
and
w
ere
awar
e th
at t
heir
pe
rfor
man
ce w
as b
eing
m
easu
red.
Wor
kers
kne
w
that
the
y w
ere
held
ac
coun
tabl
e, a
nd t
hat
acti
on w
ould
be
take
n if
th
ey f
aile
d to
ful
fil t
heir
ro
le t
o th
e sa
tisf
acti
on o
f m
anag
emen
t.
24 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
e en
terp
rise
fai
led
to
defin
e an
d co
mm
unic
ate
the
OS
H s
truc
ture
tha
t w
as in
pla
ce t
o m
anag
e sa
fety
and
hea
lth.
No
one
was
iden
tifie
d as
bei
ng r
espo
nsib
le f
or
OS
H.
OS
H w
as n
ot s
een
as
a lin
e m
anag
emen
t fu
ncti
on, bu
t w
as p
lace
d in
the
han
ds o
f a
safe
ty
offic
er.
Man
agem
ent
was
di
seng
aged
fro
m t
he O
SH
pr
oces
s, a
nd w
orke
rs h
ad
no c
lear
und
erst
andi
ng
of t
heir
dut
ies
or
resp
onsi
bilit
ies.
OS
H w
as s
een
as a
line
m
anag
emen
t fu
ncti
on,
but,
whe
n qu
esti
oned
, su
perv
isor
s cl
aim
ed t
hey
had
no t
ime
to m
anag
e sa
fety
and
hea
lth
issu
es.
OS
H w
as s
een
as a
line
m
anag
emen
t fu
ncti
on,
and
this
was
wel
com
ed
by li
ne s
uper
viso
rs a
nd
man
ager
s.S
enio
r m
anag
emen
t su
ppor
ted
line
man
ager
s,
and
ensu
red
that
line
m
anag
emen
t w
as v
isib
le
and
able
to
iden
tify
w
here
wor
kers
wer
e no
t fu
lfilli
ng t
heir
rol
es o
r re
spon
sibi
litie
s.
OS
H w
as s
een
as a
line
m
anag
emen
t fu
ncti
on,
and
ever
y w
orke
r ha
d a
safe
ty a
nd h
ealt
h ro
le a
nd
resp
onsi
bilit
y.Th
e or
gani
zati
on o
f he
alth
and
saf
ety
had
been
com
mun
icat
ed a
nd
unde
rsto
od b
y al
l, an
d w
orke
rs c
arri
ed o
ut t
heir
du
ties
and
res
pons
ibili
ties
en
thus
iast
ical
ly.
Wor
kers
und
erst
ood
the
stru
ctur
e of
OS
H
man
agem
ent,
and
who
he
ld a
utho
rity
for
dif
fere
nt
elem
ents
of
OS
H.
ETh
e su
perv
isor
s in
the
or
gani
zati
on s
how
ed n
o in
tere
st in
hea
lth
and
safe
ty, an
d fo
cuse
d on
ly
on m
axim
izin
g pr
oduc
tion
an
d pr
oduc
tivi
ty.
Sup
ervi
sors
fel
t lit
tle
resp
onsi
bilit
y fo
r he
alth
an
d sa
fety
, an
d di
d no
t se
e O
SH
as
a lin
e re
spon
sibi
lity.
Sup
ervi
sors
acc
epte
d th
at
they
had
res
pons
ibili
ty
for
OS
H, an
d w
ere
will
ing
to p
erfo
rm t
his
duty
, bu
t la
cked
the
tim
e to
giv
e it
th
e ri
ght
leve
l of
atte
ntio
n.
Sup
ervi
sors
acc
epte
d th
ey h
ad a
dut
y to
pr
otec
t w
orke
rs f
rom
OS
H
haza
rds.
The
y ac
tive
ly
invo
lved
and
enc
oura
ged
wor
kers
in f
ulfil
ling
thei
r O
SH
dut
ies
and
resp
onsi
bilit
ies.
They
sch
edul
ed t
ime
each
w
eek
to o
bser
ve w
orke
rs,
and
to p
rovi
de f
eedb
ack
to w
orke
rs o
n th
eir
perf
orm
ance
.
Sup
ervi
sors
acc
epte
d th
ey
had
a m
ajor
res
pons
ibili
ty
to p
rote
ct w
orke
rs f
rom
he
alth
and
saf
ety
haza
rds.
Sup
ervi
sors
and
man
ager
s sc
hedu
led
tim
e ea
ch d
ay
to c
ondu
ct o
bser
vati
ons,
an
d to
obt
ain
feed
back
fr
om w
orke
rs r
egar
ding
O
SH
issu
es.
25Organizing
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e or
gani
zati
on
has
no s
yste
m t
hat
prom
otes
coo
pera
tion
an
d co
mm
unic
atio
n be
twee
n it
s w
orke
rs a
nd
man
agem
ent.
This
mea
ns t
he
orga
niza
tion
fai
ls t
o im
plem
ent
all t
he
elem
ents
of
an e
ffec
tive
O
SH
man
agem
ent
sy
stem
.
The
orga
niza
tion
has
no
OS
H m
anag
emen
t sy
stem
th
at is
con
sist
entl
y in
pl
ace
and
bein
g ap
plie
d.O
SH
act
ivit
y is
fr
agm
ente
d, a
nd
freq
uent
ly w
orke
rs
and
thei
r re
pres
enta
tive
s do
not
rec
eive
any
co
mm
unic
atio
ns r
elat
ing
to O
SH
act
ivit
ies
or
issu
es. Th
is r
esul
ts in
po
or c
oope
rati
on b
etw
een
diff
eren
t se
ctio
ns a
nd
grou
ps.
The
orga
niza
tion
has
som
e el
emen
ts o
f an
eff
ecti
ve
OS
H s
yste
m in
pla
ce.
Ther
e is
goo
d co
oper
atio
n an
d co
mm
unic
atio
n w
ith
som
e pa
rts
of t
he
orga
niza
tion
. Th
is n
eeds
to
be
enla
rged
to
reac
h al
l pa
rts
of t
he b
usin
ess.
The
orga
niza
tion
has
an
eff
ecti
ve O
SH
m
anag
emen
t sy
stem
, w
hich
is f
ollo
wed
by
all
part
s of
the
org
aniz
atio
n.G
ood
com
mun
icat
ion
chan
nels
exi
st w
ith
all
part
s of
the
bus
ines
s, a
nd
this
ens
ures
tha
t ev
eryo
ne
in t
he o
rgan
izat
ion
is k
ept
awar
e of
OS
H is
sues
.
The
orga
niza
tion
has
an
inte
grat
ed a
ppro
ach
to
prov
idin
g an
eff
ecti
ve a
nd
robu
st O
SH
man
agem
ent
syst
em.
Full
coop
erat
ion
and
exce
llent
com
mun
icat
ion
exis
ts w
ithi
n al
l ele
men
ts
of t
he o
rgan
izat
ion.
Th
is e
nsur
es a
n ef
fect
ive,
ho
listi
c ap
proa
ch t
o O
SH
m
anag
emen
t.
GTh
e or
gani
zati
on p
rovi
des
very
lim
ited
res
ourc
es
for
OS
H, an
d th
is a
llow
s to
tally
inad
equa
te O
SH
ac
tivi
ty.
Nec
essa
ry O
SH
act
ivit
ies
are
not
carr
ied
out
beca
use
of a
lack
of
fund
ing.
The
orga
niza
tion
pr
ovid
es li
mit
ed a
nd v
ery
inad
equa
te r
esou
rces
for
O
SH
.Th
is m
eans
the
re is
no
budg
et f
or n
eces
sary
OS
H
effo
rts.
The
orga
niza
tion
pro
vide
s fu
nds
to p
rovi
de f
or b
asic
O
SH
nee
ds.
Insu
ffici
ent
fund
s ar
e m
ade
avai
labl
e to
allo
w
maj
or im
prov
emen
ts t
o O
SH
mat
ters
.
The
orga
niza
tion
pro
vide
s ad
equa
te r
esou
rces
to
allo
w f
or a
ll no
rmal
O
SH
act
ivit
ies
and
requ
irem
ents
. Th
ese
fund
s al
low
OS
H t
o pe
rfor
m a
t a
good
leve
l.In
vest
men
t is
mad
e ea
ch
year
to
impr
ove
OS
H,
and
to f
und
cont
inuo
us
impr
ovem
ent.
The
orga
niza
tion
has
a
very
com
preh
ensi
ve
budg
et s
yste
m, w
hich
en
sure
s th
at a
dequ
ate
reso
urce
s ar
e av
aila
ble
for
OS
H e
ffor
ts.
Ther
e is
als
o a
cont
inge
ncy
fund
to
ensu
re t
hat
reso
urce
s ar
e av
aila
ble
for
non-
budg
eted
an
d em
erge
ncy
situ
atio
ns.
Man
agem
ent
stat
es t
hat
if
an O
SH
nee
d is
ess
enti
al,
fund
s w
ill a
lway
s be
mad
e av
aila
ble.
26 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HTh
ere
are
seri
ous
inad
equa
cies
in t
he
iden
tific
atio
n, e
limin
atio
n an
d co
ntro
l of
wor
kpla
ce
haza
rds.
The
duty
to
iden
tify
ha
zard
s an
d as
sess
ri
sks
has
not
been
mad
e th
e re
spon
sibi
lity
of a
co
mpe
tent
per
son.
The
proc
ess
of id
enti
fyin
g,
elim
inat
ing
and
cont
rolli
ng h
azar
ds is
not
ca
rrie
d ou
t w
ell.
Som
e ri
sks
are
not
prop
erly
rec
ogni
zed,
an
d ar
e th
eref
ore
not
cont
rolle
d to
pro
duce
ac
cept
able
leve
ls o
f ri
sk.
The
iden
tific
atio
n,
elim
inat
ion
and
cont
rol
of h
azar
ds a
re n
ot c
arri
ed
out
to a
n ap
prop
riat
e st
anda
rd.
Ris
ks a
re s
omet
imes
not
as
sess
ed p
rope
rly,
and
m
itig
atio
n m
easu
res
are
not
put
in p
lace
.
The
iden
tific
atio
n,
elim
inat
ion
and
cont
rol o
f ha
zard
s is
gen
eral
ly d
ealt
w
ith
to a
goo
d st
anda
rd.
Ris
ks a
re g
ener
ally
ac
cura
tely
ass
esse
d,
and
mit
igat
ion
mea
sure
s ar
e us
ed t
o pr
oduc
e ac
cept
able
ris
k le
vels
.
The
orga
niza
tion
has
an
outs
tand
ing
prog
ram
me
for
haza
rd id
enti
ficat
ion
and
risk
con
trol
, w
hich
co
vers
pro
cess
es,
proc
edur
es a
nd h
uman
be
havi
our.
Ris
k as
sess
men
ts
use
both
qua
litat
ive
and
quan
tita
tive
m
easu
rem
ents
, an
d th
e re
sult
s of
ass
essm
ents
ar
e w
idel
y co
mm
unic
ated
th
roug
hout
the
or
gani
zati
on.
IN
o se
nior
man
ager
tak
es
resp
onsi
bilit
y fo
r O
SH
, or
car
ries
out
per
iodi
c re
view
s of
the
OS
H
man
agem
ent
syst
em.
A ju
nior
man
ager
tak
es
resp
onsi
bilit
y fo
r O
SH
is
sues
, bu
t fa
ils t
o ca
rry
out
peri
odic
ass
essm
ents
or
rev
iew
s of
the
OS
H
man
agem
ent
syst
em.
A s
enio
r m
anag
er h
as
been
app
oint
ed t
o ta
ke
resp
onsi
bilit
y fo
r O
SH
.Li
ttle
tim
e is
spe
nt
talk
ing
wit
h w
orke
rs a
nd
supe
rvis
ors,
and
onl
y lim
ited
att
enti
on is
giv
en
to d
ealin
g w
ith
OS
H
issu
es.
A s
enio
r m
anag
er
take
s re
spon
sibi
lity
and
auth
orit
y fo
r th
e de
velo
pmen
t an
d im
plem
enta
tion
of
the
OS
H m
anag
emen
t sy
stem
.R
egul
ar c
onta
ct w
ith
wor
kers
and
sup
ervi
sors
is
mai
ntai
ned,
and
OS
H
issu
es a
re d
ealt
wit
h.
A s
enio
r m
anag
er is
au
thor
ized
to
take
re
spon
sibi
lity
for
OS
H,
and
mai
ntai
ns d
aily
co
ntac
t w
ith
wor
kers
and
su
perv
isor
s.O
SH
issu
es a
re q
uick
ly
asse
ssed
and
dea
lt w
ith,
an
d im
prov
emen
ts t
o th
e O
SH
man
agem
ent
syst
em
are
purs
ued.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.3
rE
SP
ON
SIB
ILIT
Y A
ND
AC
CO
UN
TAB
ILIT
Y (m
ax. sc
ore
for
this
item
is 4
5)
27Organizing
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
The
orga
niza
tion
mus
t ta
ke o
vera
ll re
spon
sibi
lity
for
the
prot
ecti
on o
f w
orke
rs’ s
afet
y an
d he
alth
, an
d pr
ovid
e le
ader
ship
for
OS
H a
ctiv
itie
s in
the
org
aniz
atio
n.
The
orga
niza
tion
and
its
seni
or m
anag
emen
t sh
ould
allo
cate
res
pons
ibili
ty, ac
coun
tabi
lity
and
auth
orit
y fo
r th
e de
velo
pmen
t, im
plem
enta
tion
and
per
form
ance
of
the
OS
H m
anag
emen
t sy
stem
and
to
achi
eve
OS
H o
bjec
tive
s.
Str
uctu
res
and
proc
esse
s sh
ould
be
esta
blis
hed
to:
– en
sure
tha
t O
SH
is a
line
man
agem
ent
resp
onsi
bilit
y, a
nd t
hat
this
is k
now
n an
d ac
cept
ed a
t al
l lev
els
wit
hin
the
orga
niza
tion
;
– de
fine
and
com
mun
icat
e to
mem
bers
of
the
orga
niza
tion
the
res
pons
ibili
ty, ac
coun
tabi
lity,
and
aut
hori
ty o
f pe
rson
s w
ho id
enti
fy, ev
alua
te o
r co
ntro
l OS
H
haza
rds
and
risk
s;
– pr
ovid
e ef
fect
ive
and
visi
ble
supe
rvis
ion
to e
nsur
e th
e pr
otec
tion
of
wor
kers
’ saf
ety
and
heal
th;
28 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
– pr
omot
e co
oper
atio
n an
d co
mm
unic
atio
n be
twee
n m
embe
rs o
f th
e or
gani
zati
on, in
clud
ing
wor
kers
and
the
ir r
epre
sent
ativ
es, to
impl
emen
t th
e el
emen
ts
of t
he o
rgan
izat
ion’
s O
SH
man
agem
ent
syst
em;
– fu
lfil t
he p
rinc
iple
s of
OS
H m
anag
emen
t sy
stem
s co
ntai
ned
in r
elev
ant
nati
onal
gui
delin
es, ta
ilore
d gu
idel
ines
or
volu
ntar
y pr
ogra
mm
es, an
d en
sure
com
plia
nce
wit
h na
tion
al O
SH
law
s an
d re
gula
tion
s;
– es
tabl
ish
and
impl
emen
t a
clea
r O
SH
pol
icy
and
mea
sura
ble
obje
ctiv
es;
– es
tabl
ish
effe
ctiv
e ar
rang
emen
ts t
o id
enti
fy a
nd e
limin
ate
or c
ontr
ol w
ork-
rela
ted
haza
rds
and
risk
s an
d pr
omot
e he
alth
at
wor
k;
– es
tabl
ish
prev
enti
on a
nd h
ealt
h pr
omot
ion
prog
ram
mes
;
– en
sure
eff
ecti
ve a
rran
gem
ents
for
the
ful
l par
tici
pati
on o
f w
orke
rs a
nd t
heir
rep
rese
ntat
ives
, an
d of
saf
ety
and
heal
th c
omm
itte
es if
the
y ex
ist;
– a
pers
on o
r pe
rson
s at
sen
ior
man
agem
ent
leve
l is/
are
appo
inte
d w
ith
resp
onsi
bilit
y, a
ccou
ntab
ility
and
aut
hori
ty f
or (
1)
deve
lopm
ent,
impl
emen
tati
on, pe
riod
ic
revi
ew a
nd e
valu
atio
n of
the
OS
H m
anag
emen
t sy
stem
, (2
) pe
riod
ic r
epor
ting
to
the
seni
or m
anag
emen
t on
OS
H p
erfo
rman
ce a
nd t
he O
SH
man
agem
ent
syst
em,
(3)
prom
otin
g th
e pa
rtic
ipat
ion
of a
ll m
embe
rs o
f th
e or
gani
zati
on.
29Organizing
Org
aniz
ing
Item
3.4
Com
pete
nce
and
trai
ning
NO
NE
P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on h
as
not
esta
blis
hed
the
com
pete
nces
req
uire
d
in O
SH
.
The
orga
niza
tion
ha
s es
tabl
ishe
d th
e co
mpe
tenc
es r
equi
red
for
OS
H o
nly
for
high
-ri
sk o
pera
tion
s an
d ta
sks
requ
irin
g w
ork
perm
its.
The
nece
ssar
y co
mpe
tenc
e re
quir
emen
ts
in O
SH
hav
e be
en
dete
rmin
ed f
or w
orke
rs
wit
hin
the
orga
niza
tion
. H
owev
er, su
perv
isor
s an
d m
anag
ers
have
not
be
en s
ubje
ct t
o an
y O
SH
co
mpe
tenc
e as
sess
men
t.
The
nece
ssar
y co
mpe
tenc
e re
quir
emen
ts in
OS
H h
ave
been
det
erm
ined
for
all
wor
kers
and
sup
ervi
sors
. H
owev
er, m
anag
ers
have
no
t be
en s
ubje
ct t
o O
SH
co
mpe
tenc
e as
sess
men
t.
The
nece
ssar
y co
mpe
tenc
e re
quir
emen
ts
in O
SH
hav
e be
en
dete
rmin
ed f
or a
ll le
vels
of
wor
kers
, su
perv
isor
s an
d m
anag
ers
wit
hin
the
orga
niza
tion
.
BN
o co
mpe
tenc
es
rela
ting
to
OS
H h
ave
been
doc
umen
ted
or
com
mun
icat
ed.
Com
pete
nces
rel
atin
g to
OS
H h
ave
been
m
inim
ally
doc
umen
ted,
an
d ha
ve n
ot b
een
wid
ely
com
mun
icat
ed.
Com
pete
nces
hav
e be
en d
ocum
ente
d fo
r m
ost
wor
kers
, bu
t do
no
t ex
ist
for
supe
rvis
ors
and
man
ager
s. T
hey
have
bee
n on
ly p
arti
ally
co
mm
unic
ated
.
Com
pete
nces
hav
e be
en
docu
men
ted
in w
riti
ng
for
all w
orke
rs a
nd
supe
rvis
ors,
and
hav
e be
en c
omm
unic
ated
to
them
.
Com
pete
nces
hav
e be
en d
ocum
ente
d in
w
riti
ng f
or a
ll le
vels
of
wor
kers
, su
perv
isor
s an
d m
anag
ers,
and
hav
e be
en
com
mun
icat
ed t
hrou
ghou
t th
e or
gani
zati
on.
CN
o re
view
sys
tem
exi
sts.
Com
pete
nces
tha
t ha
ve
been
det
erm
ined
are
not
su
bjec
t to
an
appr
opri
ate
form
of
regu
lar
revi
ew a
nd
upda
ting
.
Com
pete
nces
hav
e be
en
dete
rmin
ed, an
d so
me
are
subj
ecte
d to
app
ropr
iate
re
view
and
upd
atin
g,
but
this
is n
ot d
one
syst
emat
ical
ly.
Com
pete
nces
are
re
view
ed o
n a
regu
lar
basi
s, a
nd a
ctio
ns a
re
take
n to
ens
ure
that
th
ese
com
pete
nces
are
m
aint
aine
d.
Com
pete
nces
are
re
view
ed o
n a
regu
lar
basi
s, a
nd a
ctio
ns a
re
take
n to
ens
ure
that
th
ese
com
pete
nces
ar
e m
aint
aine
d. T
he
orga
niza
tion
has
a
tim
etab
led
prog
ram
me
fo
r re
view
s.
30 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o co
mpe
tenc
es h
ave
been
est
ablis
hed
for
cont
ract
ors,
or
tem
pora
ry
or c
asua
l wor
kers
.
No
com
pete
nces
hav
e be
en e
stab
lishe
d fo
r co
ntra
ctor
s’ p
erso
nnel
, ex
cept
for
tho
se w
orki
ng
wit
h hi
gh-r
isk
oper
atio
ns
and
task
s su
bjec
t to
wor
k pe
rmit
s.
Com
pete
nces
hav
e be
en
esta
blis
hed
for
som
e co
ntra
ctor
s’ p
erso
nnel
, an
d fo
r th
ose
wor
king
w
ith
high
-ris
k op
erat
ions
an
d ta
sks
subj
ect
to w
ork
perm
its.
Com
pete
nces
hav
e be
en e
stab
lishe
d fo
r al
l co
ntra
ctor
s’ p
erso
nnel
, an
d al
so f
or s
ome
tem
pora
ry a
nd c
asua
l w
orke
rs.
Com
pete
nces
hav
e be
en e
stab
lishe
d fo
r al
l co
ntra
ctor
s’ p
erso
nnel
, an
d al
so f
or a
ll te
mpo
rary
an
d ca
sual
wor
kers
.C
ontr
acto
rs’ p
erso
nnel
ar
e re
quir
ed t
o at
tend
a
com
preh
ensi
ve o
rien
tati
on
prog
ram
me.
EA
ver
y si
mpl
e in
duct
ion
prog
ram
me
exis
ts, bu
t fo
cuse
s on
wor
k m
etho
ds
and
task
met
hodo
logy
an
d fa
ils t
o de
al w
ith
OS
H is
sues
or
OS
H
resp
onsi
bilit
ies.
An
indu
ctio
n pr
ogra
mm
e ex
ists
for
new
wor
kers
, bu
t fa
ils t
o de
al a
dequ
atel
y w
ith
OS
H is
sues
, or
to
focu
s on
the
OS
H d
utie
s th
at a
re e
xpec
ted
of e
very
w
orke
r.
New
wor
kers
are
pro
vide
d w
ith
an o
rien
tati
on
prog
ram
me
that
cov
ers
the
basi
c O
SH
dut
ies
and
resp
onsi
bilit
ies
of a
ll w
orke
rs.
New
wor
kers
, th
ose
tran
sfer
ring
to
diff
eren
t du
ties
and
wor
kers
re
turn
ing
from
long
pe
riod
s of
abs
ence
ar
e pr
ovid
ed w
ith
a co
mpr
ehen
sive
ori
enta
tion
pr
ogra
mm
e.
New
wor
kers
, th
ose
tran
sfer
ring
to
diff
eren
t du
ties
and
wor
kers
re
turn
ing
from
long
pe
riod
s of
abs
ence
ar
e pr
ovid
ed w
ith
a co
mpr
ehen
sive
ori
enta
tion
pr
ogra
mm
e. W
orke
rs s
ign
a co
mm
itm
ent
to a
dher
e to
the
car
dina
l OS
H r
ules
fo
r th
e or
gani
zati
on, an
d to
fol
low
ri
sk m
itig
atio
n m
easu
res,
inci
dent
re
port
ing,
etc
.
31Organizing
NO
NE
P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FO
SH
tra
inin
g is
lim
ited
to
on-
the-
job
obse
rvat
ion
of o
ther
wor
kers
.N
o w
ritt
en t
rain
ing
mat
eria
ls a
re u
sed,
an
d tr
aini
ng is
del
iver
ed
mai
nly
by v
erba
l co
mm
unic
atio
n.
An
effe
ctiv
e co
mpe
tenc
e as
sess
men
t pr
oces
s do
es
not
exis
t.
OS
H t
rain
ing
is li
mit
ed
to o
n-th
e-jo
b ob
serv
atio
n of
oth
er w
orke
rs,
supp
lem
ente
d w
ith
som
e w
ritt
en m
ater
ial.
No
docu
men
tati
on s
yste
m
is in
pla
ce t
o tr
ack
prog
ress
, or
the
res
ulti
ng
OS
H c
ompe
tenc
es.
OS
H t
rain
ing
is p
rovi
ded
to a
ll w
orke
rs t
o al
low
th
em t
o re
ach
thei
r pr
escr
ibed
com
pete
nce
leve
l.It
lack
s ef
fect
ive
asse
ssm
ent
to g
uara
ntee
th
at t
he n
eces
sary
co
mpe
tenc
es h
ave
been
m
et.
OS
H t
rain
ing
is p
rovi
ded
to e
nsur
e th
at w
orke
rs
have
the
com
pete
nces
ne
eded
to
be a
ble
to
com
plet
e w
ork
safe
ly
and
wit
hout
ris
k to
the
ir
heal
th.
The
trai
ning
is
mos
tly
deliv
ered
th
roug
h a
stru
ctur
ed
prog
ram
me
usin
g ve
rbal
co
mm
unic
atio
ns, w
ritt
en
mat
eria
ls a
nd o
n-th
e-jo
b m
odul
es.
OS
H t
rain
ing
is p
rovi
ded
to e
nsur
e th
at w
orke
rs
have
the
com
pete
nces
ne
eded
to
be a
ble
to
com
plet
e w
ork
safe
ly
and
wit
hout
ris
k to
the
ir
heal
th.
Trai
ning
is v
ery
wel
l st
ruct
ured
, an
d in
clud
es
clas
sroo
m a
nd o
n-th
e-jo
b m
odul
es t
hat
deve
lop
OS
H
com
pete
nces
. A
n ef
fect
ive
asse
ssm
ent
proc
ess
exis
ts
to m
easu
re r
esul
ts.
GTh
e or
gani
zati
on d
oes
not
prov
ide
OS
H r
efre
sher
tr
aini
ng.
OS
H r
efre
sher
tra
inin
g is
ra
rely
pro
vide
d an
d, w
hen
prov
ided
, la
cks
subs
tanc
e an
d qu
alit
y.
OS
H r
efre
sher
tra
inin
g is
pr
ovid
ed t
o on
ly p
art
of
the
wor
kfor
ce, an
d is
ver
y of
ten
subj
ect
to d
elay
s.
OS
H r
efre
sher
tra
inin
g is
pro
vide
d, b
ut is
not
m
anag
ed b
y an
eff
ecti
ve
plan
ning
pro
cess
. S
ched
ulin
g so
met
imes
le
aves
som
e w
orke
rs
havi
ng p
rolo
nged
per
iods
w
itho
ut r
efre
sher
tra
inin
g.
OS
H r
efre
sher
tra
inin
g is
pr
ovid
ed, an
d is
man
aged
th
roug
h a
trai
ning
pla
n w
hich
ens
ures
tha
t w
orke
rs’ c
ompe
tenc
es a
re
mai
ntai
ned
at a
ll ti
mes
du
ring
the
ir e
mpl
oym
ent.
HM
ost
wor
kers
do
not
have
the
nec
essa
ry
com
pete
nces
to
carr
y ou
t th
eir
duti
es a
nd
resp
onsi
bilit
ies.
Som
e w
orke
rs d
o no
t ha
ve t
he n
eces
sary
co
mpe
tenc
es t
o ca
rry
out
thei
r du
ties
and
re
spon
sibi
litie
s.
The
orga
niza
tion
lack
s su
ffici
ent
com
pete
nt O
SH
pe
rson
nel t
o be
abl
e to
m
anag
e al
l wor
k-re
late
d ha
zard
s an
d ri
sks,
or
to im
plem
ent
all t
he
elem
ents
of
the
OS
H
man
agem
ent
syst
em.
The
orga
niza
tion
has
som
e co
mpe
tent
OS
H p
erso
nnel
to
iden
tify
, el
imin
ate
and
cont
rol w
ork-
rela
ted
haza
rds
and
risk
s, a
nd t
o im
plem
ent
mos
t el
emen
ts
of t
he O
SH
man
agem
ent
syst
em.
The
orga
niza
tion
has
su
ffici
ent
com
pete
nt O
SH
pe
rson
nel t
o id
enti
fy,
elim
inat
e an
d co
ntro
l w
ork-
rela
ted
haza
rds
and
risk
s, a
nd t
o fu
lly
impl
emen
t th
e O
SH
m
anag
emen
t sy
stem
.
32 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
IO
SH
tra
inin
g is
car
ried
out
at
a m
inim
um c
ompl
ianc
e le
vel,
and
lack
s pl
anni
ng
and
impr
ovem
ent
plan
s.
OS
H t
rain
ing
is c
arri
ed
out
for
som
e w
orke
rs, bu
t is
not
pla
nned
or
focu
sed
on O
SH
com
pete
nce
deve
lopm
ent
and
impr
ovem
ent.
Ther
e is
evi
denc
e of
som
e qu
alit
y O
SH
com
pete
nce-
build
ing
trai
ning
. P
lann
ing
exis
ts, bu
t fo
cuse
s on
im
med
iate
nee
ds.
Goo
d qu
alit
y O
SH
tra
inin
g is
exe
cute
d in
acc
orda
nce
wit
h O
SH
nee
ds
asse
ssm
ents
. Tr
aini
ng
plan
s ex
ist,
but
are
not
to
tally
in li
ne w
ith
OS
H
stra
tegi
es o
r co
ntin
uous
im
prov
emen
t.
Trai
ning
is e
xecu
ted
in a
ccor
danc
e w
ith
a st
rate
gic
plan
, an
d fo
cuse
s on
the
con
tinu
ous
impr
ovem
ent
of O
SH
co
mpe
tenc
es.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.4
CO
MP
ETE
NC
E A
ND
Tr
AIN
ING
(m
ax. sc
ore
for
this
item
is 4
5)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
33Organizing
Gui
danc
e no
tes
OS
H c
ompe
tenc
es s
houl
d be
defi
ned
by t
he e
mpl
oyer
, w
ho s
houl
d es
tabl
ish
and
mai
ntai
n ar
rang
emen
ts a
nd s
yste
ms
to e
nsur
e th
at a
ll pe
rson
s ar
e co
mpe
tent
to
car
ry o
ut t
he s
afet
y an
d he
alth
asp
ects
of
thei
r du
ties
and
res
pons
ibili
ties
.
OS
H t
rain
ing
shou
ld b
e ba
sed
on a
tra
inin
g ne
eds
asse
ssm
ent
that
can
iden
tify
the
com
pete
nces
req
uire
d to
sat
isfy
reg
ulat
ory
requ
irem
ents
and
to
min
imiz
e O
SH
ha
zard
s an
d ri
sks.
In a
sses
sing
com
pete
nce,
it is
nec
essa
ry t
o co
nsid
er t
he a
ttit
udes
, sk
ills,
kno
wle
dge,
exp
erie
nce
and
prac
tice
tha
t w
orke
rs n
eed
in o
rder
to
be a
ble
to p
erfo
rm t
heir
du
ties
and
res
pons
ibili
ties
saf
ely,
and
wit
hout
ris
ks t
o th
e he
alth
and
saf
ety
of t
hem
selv
es a
nd o
f ot
hers
.
Em
ploy
ers
shou
ld h
ave
in p
lace
or
have
qui
ck a
cces
s to
suf
ficie
nt O
SH
com
pete
nce
to b
e ab
le t
o id
enti
fy, el
imin
ate
or c
ontr
ol w
ork-
rela
ted
haza
rds
and
risk
s,
and
to b
e ab
le t
o im
plem
ent
an e
ffec
tive
OS
H m
anag
emen
t sy
stem
.
OS
H c
ompe
tenc
es s
houl
d be
est
ablis
hed
for
all m
embe
rs o
f th
e or
gani
zati
on.
OS
H t
rain
ing
shou
ld b
e pr
ovid
ed t
o al
l mem
bers
of
the
orga
niza
tion
, an
d m
ust
be d
eliv
ered
by
a co
mpe
tent
per
son.
Em
ploy
ers
mus
t pr
ovid
e ef
fect
ive
and
tim
ely
init
ial t
rain
ing
to a
ll ne
w w
orke
rs, an
d to
wor
kers
tra
nsfe
rrin
g jo
bs o
r re
turn
ing
to w
ork
afte
r lo
ng p
erio
ds
of a
bsen
ce.
Em
ploy
ers
mus
t al
so e
nsur
e th
at a
ll co
ntra
ctor
s’ p
erso
nnel
, te
mpo
rary
and
cas
ual w
orke
rs r
ecei
ve a
ppro
pria
te O
SH
info
rmat
ion
and
trai
ning
.
The
orga
niza
tion
mus
t pr
ovid
e ef
fect
ive
and
tim
ely
refr
eshe
r O
SH
tra
inin
g at
app
ropr
iate
inte
rval
s.
The
effe
ctiv
enes
s of
OS
H t
rain
ing
mus
t be
eva
luat
ed t
o as
sess
the
com
preh
ensi
on a
nd r
eten
tion
of
the
trai
ning
.
The
OS
H t
rain
ing
prov
ided
sho
uld
be s
ubje
ct t
o re
view
by
wor
kers
and
by
the
safe
ty a
nd h
ealt
h co
mm
itte
e, w
here
it e
xist
s.
OS
H t
rain
ing
mus
t be
pro
perl
y do
cum
ente
d, a
nd s
houl
d be
app
ropr
iate
to
and
cons
iste
nt w
ith
the
size
and
nat
ure
of t
he a
ctiv
ity
carr
ied
out
by t
he o
rgan
izat
ion.
OS
H t
rain
ing
prog
ram
mes
sho
uld
be r
evie
wed
and
mod
ified
as
nece
ssar
y to
ens
ure
thei
r re
leva
nce
and
effe
ctiv
enes
s is
upd
ated
to
refle
ct a
ny c
hang
es w
hich
hav
e ha
ppen
ed, an
d to
con
side
r op
port
unit
ies
for
impr
ovem
ent.
OS
H t
rain
ing
shou
ld b
e pr
ovid
ed t
o al
l par
tici
pant
s at
no
cost
, an
d sh
ould
be
sche
dule
d du
ring
wor
king
hou
rs.
If t
he w
orke
rs in
the
org
aniz
atio
n ar
e m
ulti
lingu
al, th
en t
rain
ing
mus
t ad
dres
s th
e di
ffer
ent
lang
uage
s of
the
wor
kfor
ce.
OS
H t
rain
ing
effo
rts
shou
ld b
e pr
iori
tize
d on
act
ivit
ies
that
hav
e th
e hi
ghes
t le
vels
of
risk
, ba
sed
on t
he d
egre
e of
like
lihoo
d an
d se
veri
ty.
34 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Org
aniz
ing
Item
3.5
Occ
upat
iona
l saf
ety
and
heal
th m
anag
emen
t sy
stem
do
cum
enta
tion
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AO
SH
is n
ot t
reat
ed in
a
syst
emat
ic w
ay, an
d la
cks
even
bas
ic d
ocum
enta
tion
of
the
OS
H m
anag
emen
t sy
stem
.
OS
H m
anag
emen
t sy
stem
is
poo
rly
docu
men
ted,
an
d is
lim
ited
to
an
inad
equa
te w
ritt
en p
olic
y st
atem
ent.
OS
H m
anag
emen
t sy
stem
is
par
tial
ly d
ocum
ente
d,
but
fails
to
mee
t re
quir
emen
ts a
s se
t do
wn
in t
he I
LO g
uide
lines
.
OS
H m
anag
emen
t sy
stem
is
fai
rly
wel
l doc
umen
ted,
an
d se
ts o
ut w
ith
reas
onab
le c
lari
ty t
he
polic
y an
d ob
ject
ives
for
O
SH
.
OS
H m
anag
emen
t sy
stem
is
com
preh
ensi
vely
do
cum
ente
d.
BTh
ere
is n
o cl
ear,
docu
men
ted
proc
ess
for
man
agin
g O
SH
.
A v
ery
basi
c pr
oces
s fo
r m
anag
ing
OS
H is
de
scri
bed.
A p
roce
ss f
or O
SH
m
anag
emen
t is
des
crib
ed,
but
is in
adeq
uate
.
The
proc
esse
s th
at a
re
in p
lace
to
man
age
OS
H
effe
ctiv
ely
are
desc
ribe
d in
som
e de
tail.
Sys
tem
s an
d pr
oces
ses
that
man
age
OS
H
effe
ctiv
ely
are
in p
lace
, an
d ar
e de
scri
bed
com
preh
ensi
vely
.
CD
ocum
enta
tion
doe
s no
t ex
ist
that
des
crib
es t
he
key
man
agem
ent
role
s an
d re
spon
sibi
litie
s.
A v
ery
basi
c an
d in
adeq
uate
des
crip
tion
of
key
man
agem
ent
role
s an
d re
spon
sibi
litie
s ex
ists
.
OS
H m
anag
emen
t sy
stem
s ar
e de
scri
bed
in m
oder
ate
deta
il. T
he d
ocum
enta
tion
sh
ows
man
agem
ent
role
s an
d re
spon
sibi
litie
s.
OS
H s
yste
ms
are
wel
l de
scri
bed,
and
the
do
cum
enta
tion
cle
arly
sh
ows
thei
r go
als
and
obje
ctiv
es. G
ood
prog
ress
is
sho
wn
in t
he in
tegr
atio
n of
OS
H in
to b
usin
ess
plan
s an
d sy
stem
s.
OS
H s
yste
ms
docu
men
tati
on s
how
s th
at
OS
H is
a d
emon
stra
ble
core
bus
ines
s va
lue,
and
is
alig
ned
wit
h th
e ov
eral
l co
rpor
ate
obje
ctiv
es. O
SH
m
anag
emen
t sy
stem
s ar
e se
amle
ssly
inte
grat
ed in
to
corp
orat
e bu
sine
ss p
lans
an
d sy
stem
s.
35Organizing
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
ere
is n
o sy
stem
s do
cum
enta
tion
tha
t de
scri
bes
the
haza
rds
and
risk
s th
at a
re p
rese
nt in
th
e or
gani
zati
on a
nd it
s ac
tivi
ties
.
Very
lim
ited
OS
H
docu
men
tati
on e
xist
s re
lati
ng t
o th
e ha
zard
s an
d ri
sks
that
exi
st in
the
or
gani
zati
on.
Doc
umen
tati
on e
xist
s th
at d
escr
ibes
som
e of
th
e ha
zard
s an
d ri
sks
that
exi
st w
ithi
n th
e or
gani
zati
on.
Haz
ards
and
ass
ocia
ted
risk
s ar
e ge
nera
lly w
ell
docu
men
ted,
and
hav
e m
ostl
y be
en s
ubje
cted
to
sou
nd a
sses
smen
t pr
oces
ses.
Haz
ards
and
ass
ocia
ted
risk
s ar
e th
orou
ghly
do
cum
ente
d, a
nd h
ave
been
sub
ject
ed t
o ri
goro
us
and
com
preh
ensi
ve
asse
ssm
ent
proc
esse
s.
ETh
e pr
oces
s fo
r id
enti
fyin
g, e
limin
atin
g an
d co
ntro
lling
haz
ards
is
not
docu
men
ted.
The
proc
ess
for
iden
tify
ing
haza
rds
and
risk
s ex
ists
on
ly in
an
elem
enta
ry a
nd
info
rmal
way
, an
d is
rar
ely
docu
men
ted.
Iden
tific
atio
n of
haz
ards
an
d ri
sks
is n
ot a
lway
s th
orou
ghly
doc
umen
ted.
A
mix
ture
of
form
al a
nd
info
rmal
met
hods
is u
sed.
Iden
tific
atio
n of
haz
ards
an
d ri
sks
is t
horo
ughl
y do
cum
ente
d an
d pr
oper
ly
form
aliz
ed, to
geth
er w
ith
mit
igat
ion
mea
sure
s.
A r
igor
ous
and
com
preh
ensi
ve p
roce
ss
exis
ts t
o do
cum
ent
all
OS
H h
azar
ds a
nd r
isks
. C
ontr
ols
and
mit
igat
ion
mea
sure
s ar
e al
so f
orm
ally
do
cum
ente
d.
FTh
ere
is a
lack
of
docu
men
tati
on o
f w
ork
syst
ems,
ope
rati
ng
proc
edur
es a
nd p
resc
ribe
d ta
sk m
etho
dolo
gies
.
Ther
e is
ver
y lit
tle
docu
men
tati
on in
pla
ce
rela
ting
to
wor
k sy
stem
s,
oper
atin
g pr
oced
ures
an
d pr
escr
ibed
tas
k m
etho
dolo
gies
.
A m
oder
ate
amou
nt o
f do
cum
enta
tion
exi
sts
rela
ting
to
wor
k sy
stem
s,
oper
atin
g pr
oced
ures
an
d ta
sk m
etho
dolo
gies
. S
ome
task
s ha
ve n
o fo
rmal
doc
umen
tati
on o
f pr
oced
ures
.
Wel
l-do
cum
ente
d in
form
atio
n is
mai
ntai
ned
on w
ork
syst
ems,
op
erat
ing
proc
edur
es
and
task
met
hodo
logi
es.
Sta
ndar
d op
erat
ing
proc
edur
es a
re u
sed
for
task
s in
volv
ing
sign
ifica
nt
risk
s.
Com
preh
ensi
ve a
nd w
ell-
do
cum
ente
d in
form
atio
n ex
ists
on
syst
ems
of w
ork,
op
erat
ing
proc
edur
es
and
task
met
hodo
logi
es.
Sta
ndar
d op
erat
ing
proc
edur
es a
re u
sed
for
all
task
s.
GTh
e or
gani
zati
on f
ails
to
mai
ntai
n a
reco
rdin
g sy
stem
to
trac
k an
d do
cum
ent
inju
ries
, ill
he
alth
and
dis
ease
s.
The
orga
niza
tion
m
aint
ains
a v
ery
basi
c re
cord
ing
syst
em t
o tr
ack
and
docu
men
t in
juri
es, ill
he
alth
and
dis
ease
s.
The
orga
niza
tion
m
aint
ains
a d
ocum
ente
d re
cord
ing
syst
em t
o tr
ack
and
docu
men
t in
juri
es, ill
he
alth
and
dis
ease
s, a
s re
quir
ed b
y na
tion
al O
SH
la
ws.
The
orga
niza
tion
m
aint
ains
a w
ell-
docu
men
ted
reco
rdin
g sy
stem
to
trac
k an
d do
cum
ent
inju
ries
, ill
he
alth
and
dis
ease
s, a
nd
ensu
re le
gal c
ompl
ianc
e an
d be
st p
ract
ice.
The
orga
niza
tion
m
aint
ains
a
com
preh
ensi
ve r
ecor
ding
sy
stem
to
trac
k an
d do
cum
ent
inju
ries
, ill
he
alth
, di
seas
es a
nd le
gal
com
plia
nce.
Dat
a ar
e ga
ther
ed f
rom
bot
h ac
tive
an
d re
acti
ve m
onit
orin
g.
36 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HW
orke
rs h
ave
littl
e ac
cess
to
info
rmat
ion
rela
ting
to
OS
H m
atte
rs a
nd O
SH
pe
rfor
man
ce.
Wor
kers
hav
e no
for
mal
ac
cess
to
info
rmat
ion
rela
ting
to
OS
H.
OS
H in
form
atio
n is
pr
ovid
ed m
ainl
y fr
om
verb
al c
omm
unic
atio
ns
wit
h su
perv
isor
s.
Wor
kers
hav
e lit
tle
form
al
acce
ss t
o in
form
atio
n re
lati
ng t
o O
SH
.O
SH
info
rmat
ion
com
es
mai
nly
from
ver
bal
com
mun
icat
ions
wit
h su
perv
isor
s, s
afet
y an
d he
alth
com
mit
tee
mem
bers
, an
d ot
her
wor
kers
.
Wor
kers
hav
e fo
rmal
ac
cess
to
a co
mpr
ehen
sive
ra
nge
of d
ocum
enta
tion
re
lati
ng t
o O
SH
and
OS
H
perf
orm
ance
dat
a.In
add
itio
n, s
afet
y an
d he
alth
com
mit
tee
mem
bers
are
giv
en a
cces
s to
all
OS
H in
form
atio
n.
Verb
al a
nd p
rint
ed
mat
eria
ls a
re u
sed,
and
sa
fety
mee
ting
s ar
e al
so
held
.
Wor
kers
hav
e fo
rmal
ac
cess
to
a co
mpr
ehen
sive
ra
nge
of d
ocum
enta
tion
re
lati
ng t
o O
SH
and
OS
H
perf
orm
ance
dat
a.In
form
atio
n is
acc
esse
d by
wri
tten
and
ele
ctro
nic
com
mun
icat
ion,
and
is
com
preh
ensi
ve. R
egul
ar
mee
ting
s ar
e al
so h
eld
to
give
info
rmat
ion
and
get
feed
back
.
ITh
e O
SH
man
agem
ent
syst
em d
oes
not
desc
ribe
any
pro
cess
fo
r O
SH
per
form
ance
m
easu
rem
ent.
The
OS
H m
anag
emen
t sy
stem
doe
s no
t pr
ovid
e an
y do
cum
ente
d pr
oces
s of
OS
H p
erfo
rman
ce
mea
sure
men
t.
The
OS
H m
anag
emen
t sy
stem
doc
umen
ts a
lim
ited
OS
H p
erfo
rman
ce
mea
sure
men
t sy
stem
tha
t fo
cuse
s on
ly o
n re
acti
ve
mea
sure
men
ts.
The
OS
H m
anag
emen
t sy
stem
des
crib
es in
som
e de
tail
a pr
oces
s fo
r O
SH
pe
rfor
man
ce m
easu
rem
ent
that
invo
lves
bot
h ac
tive
an
d re
acti
ve m
onit
orin
g.
The
OS
H m
anag
emen
t sy
stem
des
crib
es in
si
gnifi
cant
det
ail a
pro
cess
fo
r O
SH
per
form
ance
m
easu
rem
ent.
Thi
s in
volv
es b
oth
acti
ve a
nd
reac
tive
mon
itor
ing.
JTh
e or
gani
zati
on h
as n
o pr
oces
s in
pla
ce t
o co
ntro
l an
d up
date
OS
H s
yste
ms.
The
orga
niza
tion
has
a
very
lim
ited
and
in
adeq
uate
pro
cess
in
plac
e to
con
trol
and
up
date
OS
H s
yste
ms.
The
orga
niza
tion
has
a
basi
c pr
oces
s to
mai
ntai
n an
d up
date
OS
H s
yste
m
docu
men
tati
on.
The
orga
niza
tion
has
a
wel
l-de
velo
ped
proc
ess
for
cont
rolli
ng, m
aint
aini
ng
and
upda
ting
doc
umen
ts
rela
ting
to
the
OS
H
man
agem
ent
syst
em.
The
orga
niza
tion
has
a
com
preh
ensi
ve a
nd s
ecur
e pr
oces
s to
con
trol
and
up
date
doc
umen
ts r
elat
ing
to t
he O
SH
man
agem
ent
syst
em.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.5
OS
H M
AN
AG
EM
EN
T S
YSTE
M D
OC
UM
EN
TATI
ON
(m
ax. sc
ore
for
this
item
is 5
0)
37Organizing
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
OS
H m
anag
emen
t sy
stem
doc
umen
tati
on s
houl
d be
est
ablis
hed
and
mai
ntai
ned
acco
rdin
g to
the
siz
e an
d na
ture
of
acti
vity
of
the
orga
niza
tion
.
OS
H m
anag
emen
t sy
stem
doc
umen
tati
on s
houl
d co
ver
the
OS
H p
olic
y an
d ob
ject
ives
of
the
orga
niza
tion
, an
d th
e ke
y O
SH
man
agem
ent
role
s an
d re
spon
sibi
litie
s ne
cess
ary
for
impl
emen
tati
on o
f th
e O
SH
man
agem
ent
syst
em.
OS
H m
anag
emen
t sy
stem
doc
umen
tati
on s
houl
d co
ver
the
sign
ifica
nt O
SH
haz
ards
and
ris
ks a
risi
ng f
rom
the
org
aniz
atio
n’s
acti
viti
es, an
d th
e ar
rang
emen
ts
for
thei
r pr
even
tion
and
con
trol
.
Doc
umen
tati
on s
houl
d co
ver
the
arra
ngem
ents
, pr
oced
ures
, in
stru
ctio
ns o
r ot
her
inte
rnal
doc
umen
ts u
sed
in t
he f
ram
ewor
k of
the
OS
H m
anag
emen
t sy
stem
.
The
OS
H m
anag
emen
t sy
stem
doc
umen
tati
on s
houl
d be
cle
arly
wri
tten
, an
d pr
esen
ted
in a
way
tha
t is
und
erst
ood
by t
hose
who
hav
e to
use
it. It
sho
uld
be
peri
odic
ally
rev
iew
ed, re
vise
d as
nec
essa
ry, co
mm
unic
ated
and
rea
dily
acc
essi
ble
to a
ll ap
prop
riat
e or
aff
ecte
d m
embe
rs o
f th
e or
gani
zati
on.
38 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
OS
H r
ecor
ds s
houl
d be
est
ablis
hed,
man
aged
and
mai
ntai
ned
loca
lly a
nd a
ccor
ding
to
the
need
s of
the
org
aniz
atio
n. T
hey
shou
ld b
e id
enti
fiabl
e an
d tr
acea
ble,
an
d th
eir
rete
ntio
n ti
mes
sho
uld
be s
peci
fied.
Wor
kers
sho
uld
have
the
rig
ht t
o ac
cess
rec
ords
rel
evan
t to
the
ir w
orki
ng e
nvir
onm
ent
and
heal
th, w
hile
res
pect
ing
the
need
for
con
fiden
tial
ity.
OS
H r
ecor
ds m
ay in
clud
e re
cord
s ar
isin
g fr
om im
plem
enta
tion
of
the
OS
H m
anag
emen
t sy
stem
.
OS
H r
ecor
ds s
houl
d be
kep
t in
com
plia
nce
wit
h th
e re
quir
emen
ts o
f na
tion
al la
ws
and
regu
lati
ons
rela
ting
to
OS
H.
OS
H r
ecor
ds s
houl
d be
mai
ntai
ned
for
wor
k-re
late
d in
juri
es, ill
hea
lth,
dis
ease
s an
d in
cide
nts.
OS
H r
ecor
ds s
houl
d be
kep
t of
wor
ker
expo
sure
s, s
urve
illan
ce o
f th
e w
orki
ng e
nvir
onm
ent,
and
wor
kers
’ hea
lth.
Rec
ords
sho
uld
be k
ept
of a
udit
s, a
sses
smen
ts, in
spec
tion
s, in
cide
nt in
vest
igat
ions
, er
gono
mic
ass
essm
ents
and
indu
stri
al h
ygie
ne m
onit
orin
g.
Doc
umen
ts s
houl
d be
sub
ject
to
peri
odic
rev
iew
and
will
be
revi
ewed
on
chan
ges
to p
roce
sses
, eq
uipm
ent,
pro
cedu
res
or o
ther
sig
nific
ant
chan
ge.
Doc
umen
ts s
houl
d be
mai
ntai
ned
rela
ting
to
OS
H t
rain
ing
and
com
pete
nce
build
ing.
OS
H r
ecor
ds s
houl
d be
the
res
ults
of
both
act
ive
and
reac
tive
mon
itor
ing.
OS
H s
yste
ms
docu
men
tati
on s
houl
d co
ver
emer
genc
y ar
rang
emen
ts a
nd s
yste
ms
to d
eal w
ith
failu
re m
odes
.
39Organizing
Org
aniz
ing
Item
3.6
Com
mun
icat
ion
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on h
as
no f
orm
al p
olic
y fo
r co
mm
unic
atin
g sa
fety
an
d he
alth
info
rmat
ion
thro
ugho
ut t
he
orga
niza
tion
.
The
orga
niza
tion
has
so
me
very
bas
ic p
olic
ies
for
com
mun
icat
ing
safe
ty
and
heal
th in
form
atio
n th
roug
hout
the
or
gani
zati
on.
The
orga
niza
tion
has
a
polic
y re
gard
ing
the
com
mun
icat
ion
of s
afet
y an
d he
alth
in
form
atio
n, b
ut it
is
inad
equa
te, an
d le
ads
to p
oor
com
mun
icat
ion
thro
ugho
ut t
he
orga
niza
tion
.
A p
olic
y ex
ists
for
bot
h fo
rmal
and
info
rmal
co
mm
unic
atio
n of
saf
ety
and
heal
th in
form
atio
n an
d da
ta t
hrou
ghou
t th
e or
gani
zati
on.
A c
ompr
ehen
sive
pol
icy
exis
ts f
or b
oth
form
al a
nd
info
rmal
com
mun
icat
ion
of s
afet
y an
d he
alth
in
form
atio
n an
d da
ta.
Eff
ecti
ve c
omm
unic
atio
n is
in p
lace
bet
wee
n m
anag
emen
t an
d w
orke
rs.
BM
anag
emen
t m
akes
ve
ry li
ttle
eff
ort
to
com
mun
icat
e w
ith
wor
kers
on
saf
ety
and
heal
th
mat
ter,
and
rece
ives
litt
le
feed
back
fro
m w
orke
rs.
Man
agem
ent
mak
es s
ome
effo
rt t
o co
mm
unic
ate
info
rmal
ly w
ith
wor
kers
on
safe
ty a
nd h
ealt
h m
atte
rs,
and
rece
ives
som
e fe
edba
ck f
rom
wor
kers
.
Man
agem
ent
mak
es
effo
rts
to c
omm
unic
ate
form
ally
and
info
rmal
ly
wit
h w
orke
rs o
n sa
fety
an
d he
alth
mat
ters
, an
d re
ceiv
es f
eedb
ack
from
w
orke
rs.
Man
agem
ent
mak
es
subs
tant
ial e
ffor
ts t
o co
mm
unic
ate
form
ally
and
in
form
ally
wit
h w
orke
rs
on s
afet
y an
d he
alth
m
atte
rs. It
mai
ntai
ns o
pen
com
mun
icat
ion
chan
nels
, an
d en
cour
ages
wor
kers
to
prov
ide
feed
back
.
Man
agem
ent
mak
es
subs
tant
ial e
ffor
ts t
o co
mm
unic
ate
form
ally
and
in
form
ally
wit
h w
orke
rs
on s
afet
y an
d he
alth
m
atte
rs. It
mai
ntai
ns o
pen
com
mun
icat
ion
chan
nels
, an
d pr
ovid
es f
eedb
ack
to
wor
kers
.
CM
anag
emen
t us
es o
nly
very
occ
asio
nal i
nfor
mal
co
mm
unic
atio
ns o
n O
SH
m
atte
rs.
Man
agem
ent
uses
lim
ited
in
form
al c
omm
unic
atio
ns
on O
SH
mat
ters
, an
d ve
ry o
ccas
iona
l for
mal
co
mm
unic
atio
ns.
Man
agem
ent
uses
bot
h fo
rmal
and
info
rmal
co
mm
unic
atio
ns
on O
SH
mat
ters
. Th
ese
com
mun
icat
ions
are
in
freq
uent
.
Man
agem
ent
regu
larl
y co
mm
unic
ates
the
im
port
ance
of
OS
H b
y us
ing
a w
ide
rang
e of
fo
rmal
and
info
rmal
co
mm
unic
atio
ns.
Man
agem
ent
uses
ev
ery
oppo
rtun
ity
to
com
mun
icat
e th
e im
port
ance
of
OS
H b
y a
wid
e ra
nge
of f
orm
al a
nd
info
rmal
com
mun
icat
ions
an
d in
itia
tive
s.
40 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
e or
gani
zati
on h
as
very
lim
ited
col
lect
ion
of
OS
H d
ata.
The
re is
litt
le
com
mun
icat
ion
of t
he
data
col
lect
ed.
The
orga
niza
tion
has
lim
ited
col
lect
ion
of
OS
H in
form
atio
n an
d da
ta. Th
ere
is in
freq
uent
co
mm
unic
atio
n of
the
da
ta c
olle
cted
.
The
orga
niza
tion
doe
s co
llect
som
e O
SH
in
form
atio
n an
d da
ta,
but
they
are
inad
equa
te.
Wha
t is
col
lect
ed is
co
mm
unic
ated
to
man
agem
ent,
and
litt
le
feed
back
is r
ecei
ved
from
w
orke
rs.
The
orga
niza
tion
co
llect
s su
bsta
ntia
l OS
H
info
rmat
ion
and
data
, an
d th
ese
are
com
mun
icat
ed
to b
oth
man
agem
ent
and
wor
kers
, us
ing
two-
way
fo
rmal
and
info
rmal
pa
thw
ays
and
chan
nels
.
Man
agem
ent
clea
rly
dem
onst
rate
s it
s st
rong
in
tere
st a
nd c
omm
itm
ent
to O
SH
thr
ough
an
open
pro
cess
of
two-
way
for
mal
and
info
rmal
co
mm
unic
atio
ns. Th
ese
com
mun
icat
ions
invo
lve
the
wri
tten
and
spo
ken
wor
d, p
lus
acti
ons
that
re
info
rce
the
mes
sage
s.
ETh
ere
is n
o fo
rmal
pr
oces
s fo
r re
ceiv
ing,
do
cum
enti
ng a
nd
resp
ondi
ng a
ppro
pria
tely
to
inte
rnal
and
ext
erna
l co
mm
unic
atio
ns.
Ther
e is
an
info
rmal
pr
oces
s fo
r re
ceiv
ing,
do
cum
enti
ng a
nd
resp
ondi
ng t
o in
tern
al a
nd
exte
rnal
com
mun
icat
ions
, bu
t th
e pr
oces
s is
pro
ne
to e
rror
.
Ther
e is
a s
impl
e fo
rmal
pr
oces
s fo
r re
ceiv
ing,
do
cum
enti
ng a
nd
resp
ondi
ng t
o in
tern
al a
nd
exte
rnal
com
mun
icat
ions
.
Ther
e is
an
effe
ctiv
e an
d ti
mel
y fo
rmal
pro
cess
for
re
ceiv
ing,
doc
umen
ting
an
d re
spon
ding
to
inte
rnal
and
ext
erna
l co
mm
unic
atio
ns.
A c
ompr
ehen
sive
, ef
fect
ive
and
tim
ely
proc
ess
exis
ts f
or
rece
ivin
g, d
ocum
enti
ng
and
resp
ondi
ng t
o in
tern
al a
nd e
xter
nal
com
mun
icat
ions
.
FIn
tern
al a
nd e
xter
nal
com
mun
icat
ion
path
way
s an
d ch
anne
ls a
re v
ery
limit
ed, an
d ar
e ra
rely
us
ed f
or O
SH
mat
ters
.
Line
s of
com
mun
icat
ions
ex
ist
prim
arily
thr
ough
su
perv
isor
s, a
nd
ther
e is
litt
le d
irec
t co
mm
unic
atio
n w
ith
man
agem
ent.
Inte
rnal
and
ext
erna
l co
mm
unic
atio
n pa
thw
ays
and
chan
nels
exi
st, bu
t ar
e us
ed in
freq
uent
ly f
or
OS
H m
atte
rs.
Inte
rnal
and
ext
erna
l co
mm
unic
atio
n pa
thw
ays
and
chan
nels
are
use
d on
a
regu
lar
basi
s fo
r O
SH
m
atte
rs. A
tw
o-w
ay fl
ow
of O
SH
com
mun
icat
ions
is
est
ablis
hed.
Inte
rnal
and
ext
erna
l co
mm
unic
atio
n pa
thw
ays
and
chan
nels
are
use
d on
a f
requ
ent
basi
s fo
r O
SH
mat
ters
. A
n op
en
and
fran
k tw
o-w
ay fl
ow
of O
SH
com
mun
icat
ions
is
est
ablis
hed
betw
een
wor
kers
, su
perv
isor
s an
d m
anag
ers.
GIn
tern
al c
omm
unic
atio
n of
OS
H in
form
atio
n an
d da
ta is
kep
t at
a m
inim
um
leve
l.
Inte
rnal
com
mun
icat
ion
of O
SH
info
rmat
ion
is li
mit
ed, an
d is
not
ci
rcul
ated
to
all l
evel
s an
d fu
ncti
ons
of t
he
orga
niza
tion
.
Inte
rnal
com
mun
icat
ion
of
OS
H in
form
atio
n an
d da
ta
is n
ot g
ener
ally
cir
cula
ted
to a
ll le
vels
and
fun
ctio
ns
of t
he o
rgan
izat
ion.
Inte
rnal
com
mun
icat
ions
of
OS
H in
form
atio
n an
d da
ta a
re s
hare
d by
so
me
rele
vant
leve
ls
and
func
tion
s of
the
or
gani
zati
on.
Inte
rnal
com
mun
icat
ions
of
OS
H in
form
atio
n an
d da
ta a
re s
hare
d by
al
l the
rel
evan
t le
vels
an
d fu
ncti
ons
of t
he
orga
niza
tion
.
41Organizing
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HM
anag
emen
t ra
rely
re
spon
ds t
o in
tern
al
com
mun
icat
ion
of O
SH
in
form
atio
n an
d da
ta.
Man
agem
ent
rare
ly
resp
onds
to
inte
rnal
and
ex
tern
al c
omm
unic
atio
ns
of O
SH
info
rmat
ion
an
d da
ta.
The
orga
niza
tion
has
a
com
mun
icat
ion
proc
ess
that
ens
ures
som
e of
th
e co
ncer
ns, id
eas
and
inpu
ts o
f w
orke
rs
and
thei
r re
pres
enta
tive
s on
OS
H a
re r
ecei
ved
an
d co
nsid
ered
.
The
orga
niza
tion
has
an
effe
ctiv
e co
mm
unic
atio
n pr
oces
s th
at e
nsur
es
that
the
con
cern
s, id
eas
and
inpu
ts o
f w
orke
rs
and
thei
r re
pres
enta
tive
s on
OS
H m
atte
rs a
re
rece
ived
, co
nsid
ered
, an
d re
spon
ded
to.
The
orga
niza
tion
has
a
com
preh
ensi
ve a
nd
effe
ctiv
e co
mm
unic
atio
n pr
oces
s th
at e
nsur
es t
hat
all t
he c
once
rns,
idea
s an
d in
puts
of
wor
kers
and
th
eir
repr
esen
tati
ves
on
OS
H m
atte
rs a
re r
ecei
ved,
co
nsid
ered
and
res
pond
ed
to.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.6
CO
MM
UN
ICAT
ION
(m
ax. sc
ore
for
this
item
is 4
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
42 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Gui
danc
e no
tes
Arr
ange
men
ts a
nd p
roce
dure
s sh
ould
be
esta
blis
hed
and
mai
ntai
ned
for
rece
ivin
g, d
ocum
enti
ng a
nd r
espo
ndin
g to
bot
h in
tern
al a
nd e
xter
nal c
omm
unic
atio
ns
rela
ted
to O
SH
in a
tim
ely
man
ner.
Org
aniz
atio
ns s
houl
d en
sure
tha
t in
tern
al c
omm
unic
atio
ns o
f O
SH
info
rmat
ion
can
flow
eff
ecti
vely
bet
wee
n th
e re
leva
nt le
vels
and
fun
ctio
ns o
f th
e or
gani
zati
on.
The
orga
niza
tion
sho
uld
mak
e su
re t
hat
the
conc
erns
, id
eas
and
inpu
ts o
f w
orke
rs a
nd t
heir
rep
rese
ntat
ives
on
OS
H m
atte
rs a
re r
ecei
ved,
con
side
red
and
resp
onde
d to
in a
tim
ely
man
ner.
Wor
kers
and
the
ir r
epre
sent
ativ
es s
houl
d be
enc
oura
ged
to c
omm
unic
ate
any
conc
erns
the
y ha
ve a
bout
OS
H m
atte
rs.
Bot
h fo
rmal
and
info
rmal
cha
nnel
s an
d pa
thw
ays
shou
ld b
e es
tabl
ishe
d th
at w
ill p
rovi
de e
ffec
tive
tw
o-w
ay c
omm
unic
atio
n an
d fe
edba
ck.
Verb
al a
nd w
ritt
en c
omm
unic
atio
ns s
houl
d be
sui
tabl
e fo
r th
e in
tend
ed a
udie
nce,
and
sho
uld
incl
ude
a fe
edba
ck lo
op.
A m
etho
dolo
gy s
houl
d be
est
ablis
hed
that
allo
ws
anon
ymou
s re
port
ing
or c
omm
unic
atio
n w
here
wor
kers
mig
ht b
e af
raid
to
com
mun
icat
e O
SH
issu
es b
ecau
se
of p
ossi
ble
cons
eque
nces
.
Com
mun
icat
ion
prac
tice
s m
ust
be in
com
plia
nce
wit
h lo
cal a
nd n
atio
nal l
aws
and
regu
lati
ons.
A r
elia
ble
and
effe
ctiv
e pr
oces
s ne
eds
to b
e in
pla
ce t
o m
aint
ain
a re
cord
of
exte
rnal
and
inte
rnal
com
mun
icat
ions
rel
atin
g to
OS
H m
atte
rs.
Whe
re le
gal r
equi
rem
ents
req
uire
OS
H d
ocum
enta
tion
to
be m
aint
aine
d fo
r a
long
per
iod
of t
ime,
arc
hive
s m
ay n
eed
to b
e se
t up
to
keep
the
doc
umen
ts s
afe
an
d se
cure
.
Planning and implementation
45Planning and implementation
Pla
nnin
g an
d im
plem
enta
tion
It
em 3
.7 I
niti
al r
evie
w
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AA
for
mal
OS
H
man
agem
ent
syst
em d
oes
not
curr
entl
y ex
ist
wit
hin
the
orga
niza
tion
.Th
ere
is n
o sy
stem
atic
m
anag
emen
t of
OS
H.
No
form
al a
nd e
ffec
tive
O
SH
man
agem
ent
syst
em
is in
pla
ce a
t pr
esen
t.S
ome
elem
ents
of
a m
anag
emen
t sy
stem
exi
st.
An
OS
H m
anag
emen
t sy
stem
is p
arti
ally
in
plac
e, b
ut c
erta
in k
ey
elem
ents
are
mis
sing
.D
ocum
enta
tion
of
the
syst
em is
mis
sing
.
An
effe
ctiv
e O
SH
m
anag
emen
t sy
stem
is in
pl
ace,
and
is f
airl
y w
ell
docu
men
ted.
A c
ompr
ehen
sive
an
d ef
fect
ive
OS
H
man
agem
ent
syst
em is
in
plac
e, is
ope
rati
ng w
ell,
and
is w
ell d
ocum
ente
d.
BTh
e or
gani
zati
on a
ppea
rs
unin
tere
sted
in O
SH
, an
d ha
s no
t ta
ken
any
step
s to
iden
tify
or
anal
yse
its
curr
ent
OS
H
proc
esse
s, p
roce
dure
s an
d pe
rfor
man
ce.
Man
agem
ent
acce
pts
that
the
re a
re g
aps
and
wea
knes
ses
in t
he
man
agem
ent
of O
SH
, bu
t ha
ve n
ot y
et im
plem
ente
d a
proc
ess
to d
eal w
ith
this
.
Man
agem
ent
acce
pts
the
need
to
star
t a
proc
ess
to c
reat
e an
OS
H
man
agem
ent
syst
em.
Man
agem
ent
acce
pts
the
need
to
crea
te a
n ef
fect
ive
OS
H m
anag
emen
t sy
stem
th
at c
ompl
ies
wit
h na
tion
al a
nd lo
cal l
aws
and
regu
lati
ons.
Man
agem
ent
acce
pts
the
need
to
crea
te a
n ef
fect
ive
OS
H m
anag
emen
t sy
stem
th
at f
ully
com
plie
s w
ith
nati
onal
and
loca
l law
s an
d re
gula
tion
s, a
nd is
in
acc
orda
nce
wit
h IL
O
guid
elin
es.
CC
urre
ntly
the
org
aniz
atio
n ha
s ta
ken
no a
ctio
n to
be
gin
to e
xam
ine
its
curr
ent
perf
orm
ance
and
id
enti
fy im
prov
emen
t op
port
unit
ies.
The
orga
niza
tion
is
prep
arin
g to
tak
e ac
tion
to
sta
rt a
n as
sess
men
t pr
oces
s to
exa
min
e it
s O
SH
per
form
ance
and
m
etho
ds.
The
exis
ting
OS
H
man
agem
ent
syst
em is
cu
rren
tly
bein
g vi
ewed
by
com
pete
nt p
erso
nnel
, an
d th
e fir
st s
teps
are
bei
ng
take
n to
iden
tify
cur
rent
pe
rfor
man
ce.
The
OS
H m
anag
emen
t sy
stem
has
bee
n as
sess
ed
by c
ompe
tent
per
sonn
el,
and
docu
men
tati
on is
in
the
pro
cess
of
bein
g co
mpl
eted
.
The
OS
H m
anag
emen
t sy
stem
has
bee
n as
sess
ed
by c
ompe
tent
per
sons
, an
d ha
s be
en t
horo
ughl
y do
cum
ente
d.
46 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o re
view
has
bee
n un
dert
aken
to
ensu
re
com
plia
nce
wit
h na
tion
al
and
loca
l law
s.
The
orga
niza
tion
has
an
inte
ntio
n to
car
ry o
ut a
co
mpl
ianc
e re
view
in t
he
futu
re.
The
orga
niza
tion
has
a
com
plia
nce
revi
ew
plan
ned
as p
art
of t
he
OS
H m
anag
emen
t re
view
th
at is
cur
rent
ly u
nder
w
ay.
The
orga
niza
tion
has
had
a
com
preh
ensi
ve c
ompl
ianc
e re
view
to
ensu
re t
hat
it
com
plie
s w
ith
nati
onal
an
d lo
cal l
aws
and
regu
lati
ons,
gui
delin
es
and
prog
ram
mes
.
The
orga
niza
tion
has
ha
d a
com
preh
ensi
ve
com
plia
nce
revi
ew t
o en
sure
tha
t it
com
plie
s w
ith
nati
onal
and
loca
l la
ws
and
regu
lati
ons,
and
w
ith
ILO
gui
delin
es.
ETh
e or
gani
zati
on d
oes
not
have
a p
roce
ss in
pla
ce t
o id
enti
fy s
atis
fact
orily
all
the
haza
rds
and
risk
s to
sa
fety
and
hea
lth.
The
orga
niza
tion
has
in
plac
e an
info
rmal
and
in
adeq
uate
pro
cess
for
id
enti
fyin
g ha
zard
s an
d ri
sks
to s
afet
y an
d he
alth
.
The
orga
niza
tion
has
in
plac
e a
proc
ess
to id
enti
fy,
anti
cipa
te a
nd a
sses
s so
me
of t
he h
azar
ds
and
risk
s to
saf
ety
and
heal
th a
risi
ng f
rom
the
ex
isti
ng o
r pr
opos
ed w
ork
envi
ronm
ent
and
wor
k or
gani
zati
on.
The
orga
niza
tion
has
in
plac
e an
eff
ecti
ve p
roce
ss
to id
enti
fy, an
tici
pate
an
d as
sess
haz
ards
an
d ri
sks
to s
afet
y an
d he
alth
ari
sing
fro
m t
he
exis
ting
or
prop
osed
wor
k en
viro
nmen
t an
d w
ork
orga
niza
tion
.
The
orga
niza
tion
has
in
plac
e a
com
preh
ensi
ve
and
effe
ctiv
e pr
oces
s to
iden
tify
, an
tici
pate
an
d as
sess
haz
ards
an
d ri
sks
to s
afet
y an
d he
alth
ari
sing
fro
m t
he
exis
ting
or
prop
osed
wor
k en
viro
nmen
t an
d w
ork
orga
niza
tion
.
FTh
e or
gani
zati
on d
oes
not
have
in p
lace
a p
roce
ss
to d
eter
min
e w
heth
er
plan
ned
and
exis
ting
co
ntro
ls a
nd m
itig
atio
ns
are
adeq
uate
to
elim
inat
e ha
zard
s an
d co
ntro
l ris
ks.
The
orga
niza
tion
has
an
inef
fect
ive
and
inad
equa
te
proc
ess
to d
eter
min
e w
heth
er p
lann
ed a
nd
exis
ting
con
trol
s ar
e ad
equa
te t
o el
imin
ate
haza
rds
and
cont
rol r
isks
.
The
orga
niza
tion
has
an
inad
equa
te p
roce
ss t
hat
is in
tend
ed t
o en
sure
th
at p
lann
ed a
nd e
xist
ing
cont
rols
are
ade
quat
e to
el
imin
ate
OS
H h
azar
ds
and
cont
rol O
SH
ris
ks.
The
orga
niza
tion
has
an
effic
ient
pro
cess
to
ensu
re
that
pla
nned
and
exi
stin
g co
ntro
ls a
nd m
itig
atio
ns
are
adeq
uate
to
elim
inat
e ha
zard
s, a
nd t
o co
ntro
l an
d re
duce
ris
ks.
The
orga
niza
tion
has
a
com
preh
ensi
ve a
nd h
ighl
y ef
ficie
nt p
roce
ss t
o en
sure
th
at p
lann
ed a
nd e
xist
ing
cont
rols
and
mit
igat
ions
ar
e ad
equa
te t
o el
imin
ate
haza
rds,
and
to
cont
rol
and
redu
ce r
isks
.
GTh
e or
gani
zati
on p
rovi
des
no s
urve
illan
ce o
f w
orke
rs’
heal
th.
Wor
kers
’ hea
lth
is n
ot
chec
ked
on a
reg
ular
ba
sis,
and
no
reco
rds
are
kept
.
Wor
kers
’ hea
lth
is
mon
itor
ed f
or o
nly
a sm
all p
ropo
rtio
n of
the
w
orkf
orce
, an
d on
ly w
here
it
is m
anda
tory
und
er
nati
onal
or
loca
l OS
H
law
s.
Wor
kers
’ hea
lth
is
mon
itor
ed t
hrou
gh a
su
rvei
llanc
e pr
oces
s th
at
is c
ompl
iant
wit
h na
tion
al
and
loca
l law
s. I
t al
so
follo
ws
the
ILO
-OS
H 2
00
1
guid
elin
es S
ecti
on 3
.12
.
Wor
kers
’ hea
lth
is
mon
itor
ed t
hrou
gh a
su
rvei
llanc
e pr
oces
s th
at
is c
ompl
iant
wit
h na
tion
al
and
loca
l law
s. I
t al
so
follo
ws
ILO
gui
delin
es I
LO-
OS
H 2
00
1 S
ecti
on 3
.12
. O
ff-t
he-j
ob h
ealt
h ha
zard
s ar
e al
so m
onit
ored
.
47Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HW
orke
rs a
re n
ot c
onsu
lted
on
OS
H m
atte
rs.
Wor
kers
are
rar
ely
cons
ulte
d or
invo
lved
in
esta
blis
hing
or
revi
ewin
g O
SH
sys
tem
s, p
roce
dure
s an
d pr
oces
ses.
Man
agem
ent
mai
ntai
ns
a lim
ited
com
mun
icat
ion
wit
h w
orke
rs r
egar
ding
th
e es
tabl
ishm
ent,
rev
iew
an
d im
prov
emen
t of
OS
H
syst
ems,
pro
cedu
re a
nd
proc
esse
s.
Wor
kers
and
the
ir
repr
esen
tati
ves
are
cons
ulte
d on
the
pro
cess
of
rev
iew
ing
and
impr
ovin
g O
SH
sys
tem
s, p
roce
dure
s an
d pr
oces
ses.
Wor
kers
and
the
ir
repr
esen
tati
ves
are
cons
ulte
d an
d in
volv
ed in
th
e pr
oces
s of
rev
iew
ing
OS
H s
yste
ms,
pro
cedu
res
and
proc
esse
s. T
hey
are
cons
ulte
d on
all
prop
osed
impr
ovem
ents
to
OS
H, in
clud
ing
sett
ing
perf
orm
ance
sta
ndar
ds
and
targ
ets.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.7
IN
ITIA
L r
EVI
EW
(m
ax. sc
ore
for
this
item
is 4
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o re
view
has
bee
n un
dert
aken
to
ensu
re
com
plia
nce
wit
h na
tion
al
and
loca
l law
s.
The
orga
niza
tion
has
an
inte
ntio
n to
car
ry o
ut a
co
mpl
ianc
e re
view
in t
he
futu
re.
The
orga
niza
tion
has
a
com
plia
nce
revi
ew
plan
ned
as p
art
of t
he
OS
H m
anag
emen
t re
view
th
at is
cur
rent
ly u
nder
w
ay.
The
orga
niza
tion
has
had
a
com
preh
ensi
ve c
ompl
ianc
e re
view
to
ensu
re t
hat
it
com
plie
s w
ith
nati
onal
an
d lo
cal l
aws
and
regu
lati
ons,
gui
delin
es
and
prog
ram
mes
.
The
orga
niza
tion
has
ha
d a
com
preh
ensi
ve
com
plia
nce
revi
ew t
o en
sure
tha
t it
com
plie
s w
ith
nati
onal
and
loca
l la
ws
and
regu
lati
ons,
and
w
ith
ILO
gui
delin
es.
ETh
e or
gani
zati
on d
oes
not
have
a p
roce
ss in
pla
ce t
o id
enti
fy s
atis
fact
orily
all
the
haza
rds
and
risk
s to
sa
fety
and
hea
lth.
The
orga
niza
tion
has
in
plac
e an
info
rmal
and
in
adeq
uate
pro
cess
for
id
enti
fyin
g ha
zard
s an
d ri
sks
to s
afet
y an
d he
alth
.
The
orga
niza
tion
has
in
plac
e a
proc
ess
to id
enti
fy,
anti
cipa
te a
nd a
sses
s so
me
of t
he h
azar
ds
and
risk
s to
saf
ety
and
heal
th a
risi
ng f
rom
the
ex
isti
ng o
r pr
opos
ed w
ork
envi
ronm
ent
and
wor
k or
gani
zati
on.
The
orga
niza
tion
has
in
plac
e an
eff
ecti
ve p
roce
ss
to id
enti
fy, an
tici
pate
an
d as
sess
haz
ards
an
d ri
sks
to s
afet
y an
d he
alth
ari
sing
fro
m t
he
exis
ting
or
prop
osed
wor
k en
viro
nmen
t an
d w
ork
orga
niza
tion
.
The
orga
niza
tion
has
in
plac
e a
com
preh
ensi
ve
and
effe
ctiv
e pr
oces
s to
iden
tify
, an
tici
pate
an
d as
sess
haz
ards
an
d ri
sks
to s
afet
y an
d he
alth
ari
sing
fro
m t
he
exis
ting
or
prop
osed
wor
k en
viro
nmen
t an
d w
ork
orga
niza
tion
.
FTh
e or
gani
zati
on d
oes
not
have
in p
lace
a p
roce
ss
to d
eter
min
e w
heth
er
plan
ned
and
exis
ting
co
ntro
ls a
nd m
itig
atio
ns
are
adeq
uate
to
elim
inat
e ha
zard
s an
d co
ntro
l ris
ks.
The
orga
niza
tion
has
an
inef
fect
ive
and
inad
equa
te
proc
ess
to d
eter
min
e w
heth
er p
lann
ed a
nd
exis
ting
con
trol
s ar
e ad
equa
te t
o el
imin
ate
haza
rds
and
cont
rol r
isks
.
The
orga
niza
tion
has
an
inad
equa
te p
roce
ss t
hat
is in
tend
ed t
o en
sure
th
at p
lann
ed a
nd e
xist
ing
cont
rols
are
ade
quat
e to
el
imin
ate
OS
H h
azar
ds
and
cont
rol O
SH
ris
ks.
The
orga
niza
tion
has
an
effic
ient
pro
cess
to
ensu
re
that
pla
nned
and
exi
stin
g co
ntro
ls a
nd m
itig
atio
ns
are
adeq
uate
to
elim
inat
e ha
zard
s, a
nd t
o co
ntro
l an
d re
duce
ris
ks.
The
orga
niza
tion
has
a
com
preh
ensi
ve a
nd h
ighl
y ef
ficie
nt p
roce
ss t
o en
sure
th
at p
lann
ed a
nd e
xist
ing
cont
rols
and
mit
igat
ions
ar
e ad
equa
te t
o el
imin
ate
haza
rds,
and
to
cont
rol
and
redu
ce r
isks
.
GTh
e or
gani
zati
on p
rovi
des
no s
urve
illan
ce o
f w
orke
rs’
heal
th.
Wor
kers
’ hea
lth
is n
ot
chec
ked
on a
reg
ular
ba
sis,
and
no
reco
rds
are
kept
.
Wor
kers
’ hea
lth
is
mon
itor
ed f
or o
nly
a sm
all p
ropo
rtio
n of
the
w
orkf
orce
, an
d on
ly w
here
it
is m
anda
tory
und
er
nati
onal
or
loca
l OS
H
law
s.
Wor
kers
’ hea
lth
is
mon
itor
ed t
hrou
gh a
su
rvei
llanc
e pr
oces
s th
at
is c
ompl
iant
wit
h na
tion
al
and
loca
l law
s. I
t al
so
follo
ws
the
ILO
-OS
H 2
00
1
guid
elin
es S
ecti
on 3
.12
.
Wor
kers
’ hea
lth
is
mon
itor
ed t
hrou
gh a
su
rvei
llanc
e pr
oces
s th
at
is c
ompl
iant
wit
h na
tion
al
and
loca
l law
s. I
t al
so
follo
ws
ILO
gui
delin
es I
LO-
OS
H 2
00
1 S
ecti
on 3
.12
. O
ff-t
he-j
ob h
ealt
h ha
zard
s ar
e al
so m
onit
ored
.
48 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Thre
ats
Gui
danc
e no
tes
The
orga
niza
tion
’s e
xist
ing
OS
H m
anag
emen
t sy
stem
and
the
rel
evan
t ar
rang
emen
ts m
ade
unde
r th
is s
yste
m s
houl
d be
sub
ject
ed t
o an
init
ial r
evie
w t
o es
tabl
ish
a
base
line
posi
tion
. Th
is w
ill b
e us
ed t
o pl
an a
nd m
easu
re f
utur
e pe
rfor
man
ce.
Whe
re n
o O
SH
man
agem
ent
syst
em e
xist
s, o
r th
e or
gani
zati
on is
new
ly e
stab
lishe
d, t
he in
itia
l rev
iew
sho
uld
be u
sed
to e
stab
lish
an e
ffec
tive
OS
H m
anag
emen
t sy
stem
.
The
init
ial r
evie
w s
houl
d be
car
ried
out
by
com
pete
nt p
erso
ns, w
ho s
houl
d co
nsul
t w
ith
wor
kers
and
/or
thei
r re
pres
enta
tive
s.
The
revi
ew s
houl
d id
enti
fy t
he c
urre
ntly
app
licab
le n
atio
nal l
aws
and
regu
lati
ons,
nat
iona
l gui
delin
es, ta
ilore
d gu
idel
ines
, vo
lunt
ary
prog
ram
mes
an
d an
y ot
her
requ
irem
ents
to
whi
ch t
he o
rgan
izat
ion
subs
crib
es.
The
init
ial r
evie
w s
houl
d id
enti
fy, an
tici
pate
and
ass
ess
haza
rds,
and
eva
luat
e th
e ri
sks
to s
afet
y an
d he
alth
ari
sing
fro
m b
oth
the
exis
ting
and
the
pro
pose
d w
ork
envi
ronm
ent
and
wor
k or
gani
zati
on.
The
revi
ew s
houl
d de
term
ine
whe
ther
the
pla
nned
or
exis
ting
con
trol
s ar
e ad
equa
te t
o el
imin
ate
haza
rds
and
cont
rol r
isks
.
The
init
ial r
evie
w s
houl
d an
alys
e th
e da
ta p
rovi
ded
from
wor
ker’s
hea
lth
surv
eilla
nce.
The
init
ial r
evie
w s
houl
d be
com
preh
ensi
vely
doc
umen
ted
in w
riti
ng.
The
revi
ew s
houl
d be
com
e th
e ba
sis
for
mak
ing
deci
sion
s re
gard
ing
the
impl
emen
tati
on o
f th
e O
SH
man
agem
ent
syst
em.
The
init
ial r
evie
w p
rovi
des
a ba
selin
e as
sess
men
t, w
hich
can
be
used
to
mea
sure
impr
ovem
ents
of
the
orga
niza
tion
’s O
SH
man
agem
ent
syst
em t
hrou
gh
the
cont
inuo
us im
prov
emen
t m
odel
.
The
init
ial r
evie
w p
rovi
des
info
rmat
ion
that
is n
eces
sary
to
be a
ble
to c
hoos
e st
rate
gies
and
tac
tics
to
brin
g ab
out
impr
ovem
ents
, an
d to
pla
n, im
plem
ent
and
revi
ew
acti
ons
and
mea
sure
res
ults
.
49Planning and implementation
Pla
nnin
g an
d im
plem
enta
tion
It
em 3
.8 S
yste
m p
lann
ing,
dev
elop
men
t an
d im
plem
enta
tion
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on h
as n
ot
take
n an
y st
eps
to id
enti
fy
the
curr
ent
syst
ems,
pr
oces
ses
and
proc
edur
es
that
are
in p
lace
. N
o pl
ans
have
bee
n fo
rmul
ated
to
addr
ess
this
issu
e.
No
form
al a
nd e
ffec
tive
O
SH
man
agem
ent
syst
em
exis
ts a
t pr
esen
t. T
he
proc
ess
to p
lan,
dev
elop
an
d im
plem
ent
one
has
not
yet
been
sta
rted
.
Man
agem
ent
acce
pts
the
need
to
star
t th
e pr
oces
s to
cre
ate
an e
ffec
tive
OS
H
man
agem
ent
syst
em. Th
e cu
rren
t sy
stem
fai
ls t
o co
mpl
y w
ith
nati
onal
and
lo
cal l
aws.
Man
agem
ent
has
reco
gniz
ed t
he n
eed
to
crea
te a
n ef
fect
ive
OS
H
man
agem
ent
syst
em
that
ful
ly c
ompl
ies
wit
h na
tion
al a
nd lo
cal l
aws
and
regu
lati
ons,
and
has
st
arte
d an
impl
emen
tati
on
proc
ess.
Man
agem
ent
reco
gniz
es
the
need
to
crea
te
an e
ffec
tive
OS
H
man
agem
ent
syst
em
that
ful
ly c
ompl
ies
wit
h na
tion
al a
nd lo
cal l
aws
and
regu
lati
ons,
and
is
als
o in
alig
nmen
t w
ith
ILO
gui
delin
es.
Impl
emen
tati
on is
in
prog
ress
.
BN
o sy
stem
s do
cum
enta
tion
is b
eing
m
aint
aine
d th
at d
escr
ibes
ex
isti
ng s
yste
ms,
pr
oces
ses
and
proc
edur
es.
Lim
ited
doc
umen
tati
on is
ca
ptur
ed a
nd m
aint
aine
d th
at d
escr
ibes
exi
stin
g sy
stem
s, p
roce
sses
and
pr
oced
ures
.
The
exis
ting
OS
H
man
agem
ent
syst
em h
as
been
doc
umen
ted
in s
ome
deta
il. I
nfor
mat
ion
rela
ting
to
lega
l com
plia
nce
wit
h na
tion
al a
nd lo
cal
regu
lati
ons
has
not
been
co
llect
ed o
r m
aint
aine
d.
Doc
umen
tati
on e
xist
s th
at
desc
ribe
s th
e ex
isti
ng
OS
H m
anag
emen
t sy
stem
. Th
e or
gani
zati
on
colle
cts
and
mai
ntai
ns
up-t
o-da
te d
ata
rega
rdin
g le
gal c
ompl
ianc
e w
ith
both
nat
iona
l and
loca
l re
gula
tion
s.
Doc
umen
tati
on e
xist
s th
at
desc
ribe
s th
e ex
isti
ng
OS
H m
anag
emen
t sy
stem
in
det
ail.
The
orga
niza
tion
co
llect
s an
d m
aint
ains
up
-to-
date
dat
a re
gard
ing
lega
l com
plia
nce
wit
h bo
th n
atio
nal a
nd lo
cal
regu
lati
ons.
It
also
m
onit
ors
com
plia
nce
wit
h IL
O g
uide
lines
.
50 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CP
lann
ing
is c
ondu
cted
at
its
mos
t ba
sic
leve
l. It
is r
eact
ive
by n
atur
e,
and
focu
ses
on p
robl
em
solv
ing.
It
has
no f
ocus
on
crea
ting
an
effe
ctiv
e O
SH
m
anag
emen
t sy
stem
.
Pla
nnin
g is
con
duct
ed
at a
bas
ic le
vel.
It is
m
ostl
y re
acti
ve b
y na
ture
, an
d fo
cuse
s m
ainl
y on
pr
oble
m s
olvi
ng r
athe
r th
an c
reat
ing
an e
ffec
tive
O
SH
man
agem
ent
syst
em.
Eff
ecti
ve p
lann
ing
is
cond
ucte
d fo
r so
me
elem
ents
of
the
busi
ness
, bu
t do
es n
ot f
ocus
ad
equa
tely
on
crea
ting
an
eff
ecti
ve O
SH
m
anag
emen
t sy
stem
.
The
exis
ting
OS
H
man
agem
ent
syst
em
mee
ts a
rea
sona
ble
stan
dard
. Th
e or
gani
zati
on
is c
omm
itte
d to
pla
nnin
g in
ord
er t
o im
prov
e it
s ex
isti
ng O
SH
man
agem
ent
syst
em t
o be
tot
ally
co
mpl
iant
wit
h na
tion
al
and
loca
l reg
ulat
ions
.
The
exis
ting
OS
H
man
agem
ent
syst
em is
al
read
y w
ell d
evel
oped
, an
d co
mpl
ies
wit
h ex
isti
ng
nati
onal
and
loca
l law
s an
d IL
O g
uide
lines
.A
con
tinu
ous
impr
ovem
ent
proc
ess
is in
pla
ce, an
d th
ere
is a
lso
a pr
oces
s in
pla
ce t
o en
sure
th
at o
ppor
tuni
ties
for
im
prov
emen
t ar
e so
ught
.
DTh
e or
gani
zati
on h
as
no O
SH
per
form
ance
m
easu
rem
ent
syst
em
in p
lace
.
The
orga
niza
tion
has
a
very
lim
ited
OS
H
perf
orm
ance
mea
sure
men
t sy
stem
in p
lace
. O
SH
pe
rfor
man
ce is
rar
ely
mea
sure
d. T
his
is r
arel
y us
ed f
or p
lann
ing.
The
orga
niza
tion
has
pu
t so
me
perf
orm
ance
m
easu
rem
ent
met
hods
in
pla
ce. Th
ese
are
used
fo
r pl
anni
ng f
utur
e O
SH
im
prov
emen
ts.
The
orga
niza
tion
has
de
fined
a w
ide
rang
e of
OS
H p
erfo
rman
ce
mea
sure
s. T
hese
are
us
ed t
o se
t pe
rfor
man
ce
obje
ctiv
es f
or a
wid
e ra
nge
of O
SH
act
ivit
ies.
The
orga
niza
tion
has
a
com
preh
ensi
ve s
et o
f O
SH
pe
rfor
man
ce m
easu
rem
ent
mea
sure
s in
pla
ce.
Per
form
ance
obj
ecti
ves
are
cons
iste
ntly
use
d fo
r a
wid
e ra
nge
of O
SH
ac
tivi
ties
.
EN
o pl
anni
ng p
roce
ss e
xist
s th
at a
llow
s fo
r ad
equa
te
and
appr
opri
ate
OS
H
plan
ning
.
Exi
stin
g pl
anni
ng
proc
esse
s do
not
allo
w f
or
adeq
uate
or
appr
opri
ate
OS
H p
lann
ing.
Alt
houg
h a
plan
ning
sy
stem
is in
exi
sten
ce
for
som
e el
emen
ts o
f th
e bu
sine
ss, it
doe
s no
t pr
ovid
e ad
equa
te o
r ap
prop
riat
e O
SH
pla
nnin
g fo
r th
e en
tire
org
aniz
atio
n.
A p
lann
ing
syst
em is
in
exi
sten
ce f
or s
ome
elem
ents
of
the
busi
ness
. It
doe
s pr
ovid
e ad
equa
te
and
appr
opri
ate
OS
H
plan
ning
for
the
se p
arts
of
the
orga
niza
tion
, bu
t no
t fo
r th
e en
tire
act
ivit
ies
of
the
orga
niza
tion
.
A c
ompr
ehen
sive
pla
nnin
g sy
stem
alr
eady
exi
sts,
and
th
is p
rovi
des
adeq
uate
an
d ap
prop
riat
e O
SH
pl
anni
ng f
or t
he e
ntir
e or
gani
zati
on.
51Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FN
o cl
ear
defin
itio
ns
are
in p
lace
for
the
or
gani
zati
on’s
OS
H
obje
ctiv
es.
Very
lim
ited
defi
niti
ons
of t
he o
rgan
izat
ion’
s O
SH
ob
ject
ives
exi
st.
Som
e de
finit
ions
of
the
orga
niza
tion
’s O
SH
ob
ject
ives
exi
st. Th
ese
are
insu
ffici
ent
and
inad
equa
te, an
d fa
il to
pr
ovid
e a
clea
r pi
ctur
e th
at w
ould
allo
w p
rior
ity
sett
ing
and
quan
tific
atio
n.
Mos
t de
finit
ions
of
the
orga
niza
tion
’s O
SH
ob
ject
ives
exi
st. Th
ese
are
gene
rally
suf
ficie
nt a
nd
adeq
uate
to
allo
w p
rior
ity
sett
ing
and
quan
tific
atio
n in
mos
t ca
ses.
Com
preh
ensi
ve d
efini
tion
s of
the
org
aniz
atio
n’s
OS
H
obje
ctiv
es e
xist
. Th
ese
are
suffi
cien
t an
d ad
equa
te t
o al
low
pri
orit
y se
ttin
g an
d qu
anti
ficat
ion.
GN
o m
easu
rem
ent
crit
eria
exi
st t
hat
wou
ld
allo
w m
easu
rem
ent
of
perf
orm
ance
aga
inst
OS
H
obje
ctiv
es.
Very
few
mea
sure
men
t cr
iter
ia a
re in
ope
rati
on
that
wou
ld a
llow
an
y m
easu
rem
ent
of
perf
orm
ance
aga
inst
OS
H
obje
ctiv
es.
Lim
ited
mea
sure
men
t cr
iter
ia a
re in
ope
rati
on,
and
thes
e al
low
som
e m
easu
rem
ent
of O
SH
pe
rfor
man
ce a
gain
st O
SH
ob
ject
ives
.
A w
ide
rang
e of
m
easu
rem
ent
crit
eria
is
in o
pera
tion
. Th
ese
are
cons
iste
ntly
use
d to
mea
sure
OS
H
perf
orm
ance
aga
inst
OS
H
obje
ctiv
es.
A c
ompr
ehen
sive
ran
ge o
f O
SH
mea
sure
men
t cr
iter
ia
is in
use
. Th
ese
are
used
to
mea
sure
and
qua
ntif
y O
SH
per
form
ance
aga
inst
O
SH
obj
ecti
ves.
HN
o te
chni
cal s
uppo
rt,
hum
an o
r fin
anci
al
reso
urce
s ar
e m
ade
avai
labl
e fo
r O
SH
pla
nnin
g an
d im
plem
enta
tion
.
Tota
lly in
adeq
uate
te
chni
cal s
uppo
rt, hu
man
an
d fin
anci
al r
esou
rces
ar
e m
ade
avai
labl
e fo
r O
SH
pla
nnin
g an
d im
plem
enta
tion
.
Lim
ited
tec
hnic
al s
uppo
rt,
hum
an a
nd fi
nanc
ial
reso
urce
s ar
e m
ade
avai
labl
e fo
r O
SH
pla
nnin
g an
d im
plem
enta
tion
, bu
t ar
e in
suffi
cien
t.
Tech
nica
l sup
port
, hu
man
an
d fin
anci
al r
esou
rces
ar
e m
ade
avai
labl
e fo
r O
SH
pla
nnin
g an
d im
plem
enta
tion
, and
the
se
are
gene
rally
suf
ficie
nt.
A v
ery
wid
e ra
nge
of
tech
nica
l sup
port
, hu
man
an
d fin
anci
al r
esou
rces
ar
e m
ade
avai
labl
e fo
r O
SH
pla
nnin
g an
d im
plem
enta
tion
, an
d th
ese
are
suffi
cien
t to
m
eet
the
need
s.
IN
o O
SH
per
form
ance
ob
ject
ives
exi
st.
A f
ew O
SH
per
form
ance
ob
ject
ives
exi
st, bu
t fa
il to
de
fine
resp
onsi
bilit
ies
and
clea
r cr
iter
ia in
dica
ting
w
hat
is t
o be
don
e, b
y w
hom
, by
whe
n.
A li
mit
ed n
umbe
r of
OS
H
perf
orm
ance
obj
ecti
ves
exis
t, b
ut in
som
e ca
ses
they
fai
l to
defin
e re
spon
sibi
litie
s an
d cl
ear
crit
eria
indi
cati
ng w
hat
is
to b
e do
ne, by
who
m, by
w
hen.
A w
ide
rang
e of
OS
H
perf
orm
ance
obj
ecti
ves
exis
t, a
nd t
hey
gene
rally
de
fine
resp
onsi
bilit
ies
and
clea
r cr
iter
ia in
dica
ting
w
hat
is t
o be
don
e, b
y w
hom
, by
whe
n.
A c
ompr
ehen
sive
ran
ge
of O
SH
per
form
ance
ob
ject
ives
exi
st, an
d th
ey
defin
e re
spon
sibi
litie
s an
d cl
ear
crit
eria
indi
cati
ng
wha
t is
to
be d
one,
by
who
m, by
whe
n.
52 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
JO
SH
pla
nnin
g ar
rang
emen
ts a
re
non-
exis
tent
in t
his
orga
niza
tion
.
The
OS
H p
lann
ing
arra
ngem
ents
in
this
org
aniz
atio
n ar
e in
adeq
uate
, an
d do
not
co
mpl
y w
ith
the
ILO
gu
idel
ines
.
The
OS
H p
lann
ing
arra
ngem
ents
in
this
org
aniz
atio
n ar
e in
adeq
uate
, an
d do
no
t co
mpl
y w
ith
all t
he
elem
ents
cov
ered
by
the
ILO
gui
delin
es.
The
OS
H p
lann
ing
arra
ngem
ents
in t
his
orga
niza
tion
are
gen
eral
ly
adeq
uate
, an
d co
mpl
y w
ith
mos
t of
the
ele
men
ts
cove
red
by t
he I
LO
guid
elin
es.
The
OS
H p
lann
ing
arra
ngem
ents
in t
his
orga
niza
tion
are
eff
ecti
ve
and
suffi
cien
t, a
nd c
ompl
y w
ith
all t
he e
lem
ents
co
vere
d by
the
ILO
gu
idel
ines
.
TOTA
L S
CO
rE
FO
r I
TEM
3.8
SYS
TEM
PLA
NN
ING
, D
EVE
LOP
ME
NT
AN
D I
MP
LEM
EN
TATI
ON
(m
ax. sc
ore
for
this
item
is 5
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
53Planning and implementation
Gui
danc
e no
tes
Pla
nnin
g sh
ould
be
used
to
crea
te a
n O
SH
man
agem
ent
syst
em t
hat
ensu
res
com
plia
nce
wit
h na
tion
al la
ws
and
regu
lati
ons.
It s
houl
d al
so s
uppo
rt a
ll th
e el
emen
ts o
f th
e or
gani
zati
on’s
OS
H m
anag
emen
t sy
stem
, an
d th
e co
ntin
ual i
mpr
ovem
ent
of O
SH
per
form
ance
.
The
resu
lts
and
data
fro
m t
he in
itia
l rev
iew
and
sub
sequ
ent
revi
ews
shou
ld b
e us
ed in
a p
lann
ing
proc
ess
that
is a
dequ
ate
and
appr
opri
ate,
and
pro
vide
s pr
otec
tion
of
saf
ety
and
heal
th a
t w
ork.
The
OS
H o
bjec
tive
s of
the
org
aniz
atio
n sh
ould
be
clea
rly
defin
ed, an
d pr
iori
ties
sho
uld
be s
et a
nd q
uant
ified
.
In p
repa
ring
the
pla
n, e
ach
perf
orm
ance
obj
ecti
ve m
ust
be c
onsi
dere
d an
d cl
ear
perf
orm
ance
cri
teri
a be
defi
ned.
Res
pons
ibili
ties
mus
t be
defi
ned,
and
the
re m
ust
be in
dica
tors
sho
win
g w
hat
mus
t be
don
e, b
y w
hom
, an
d by
whe
n.
Cri
teri
a m
ust
be e
stab
lishe
d to
mea
sure
acc
urat
ely
whe
ther
OS
H p
erfo
rman
ce o
bjec
tive
s ha
ve b
een
sati
sfac
tori
ly a
chie
ved.
The
orga
niza
tion
mus
t en
sure
tha
t ad
equa
te a
nd a
ppro
pria
te r
esou
rces
are
pro
vide
d, in
clud
ing
hum
an a
nd fi
nanc
ial r
esou
rces
and
tec
hnic
al s
uppo
rt.
The
OS
H p
lann
ing
arra
ngem
ents
of
the
orga
niza
tion
mus
t co
ver
the
deve
lopm
ent
and
impl
emen
tati
on o
f al
l the
OS
H m
anag
emen
t sy
stem
ele
men
ts a
s de
scri
bed
in
Cha
pter
3 o
f th
e IL
O-O
SH
20
01
gui
delin
es.
54 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Pla
nnin
g an
d im
plem
enta
tion
It
em 3
.9 O
ccup
atio
nal s
afet
y an
d he
alth
obj
ecti
ves
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
A s
mal
l num
ber
of O
SH
ob
ject
ives
hav
e be
en
form
ulat
ed, bu
t th
ese
are
not
alig
ned
wit
h th
e or
gani
zati
on’s
OS
H p
olic
y.
A m
oder
ate
num
ber
of
OS
H o
bjec
tive
s ha
ve b
een
form
ulat
ed, bu
t th
ese
are
not
fully
alig
ned
wit
h th
e or
gani
zati
on’s
OS
H p
olic
y.
A w
ide
rang
e of
OS
H
obje
ctiv
es h
ave
been
fo
rmul
ated
, an
d th
ey a
re
gene
rally
alig
ned
wit
h th
e or
gani
zati
on’s
OS
H p
olic
y.
A c
ompr
ehen
sive
ran
ge o
f O
SH
obj
ecti
ves
have
bee
n fo
rmul
ated
, an
d th
ey a
re
tota
lly a
ligne
d w
ith
the
orga
niza
tion
’s O
SH
pol
icy.
BN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
Exi
stin
g O
SH
obj
ecti
ves
have
not
bee
n ba
sed
on
the
findi
ngs
of t
he in
itia
l or
sub
sequ
ent
revi
ews.
Exi
stin
g O
SH
obj
ecti
ves
have
bee
n ba
sed
on t
he
findi
ngs
of t
he in
itia
l or
subs
eque
nt r
evie
ws.
The
y ar
e no
t al
way
s sp
ecifi
c to
the
org
aniz
atio
n, o
r ap
prop
riat
e to
its
size
and
th
e na
ture
of
its
acti
vity
.
Exi
stin
g O
SH
obj
ecti
ves
have
bee
n ba
sed
on t
he
findi
ngs
of t
he in
itia
l or
subs
eque
nt r
evie
ws.
The
y ar
e ge
nera
lly s
peci
fic t
o th
e or
gani
zati
on, an
d ap
prop
riat
e to
its
size
and
th
e na
ture
of
its
acti
vity
.
Exi
stin
g O
SH
obj
ecti
ves
have
bee
n ac
cura
tely
ba
sed
on t
he fi
ndin
gs o
f th
e in
itia
l or
subs
eque
nt
revi
ews.
The
y ar
e sp
ecifi
c to
the
org
aniz
atio
n, a
nd
appr
opri
ate
to it
s si
ze a
nd
the
natu
re o
f it
s ac
tivi
ty.
CN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
Exi
stin
g O
SH
obj
ecti
ves
fail
to e
nsur
e co
mpl
ianc
e w
ith
all r
elev
ant
nati
onal
la
ws
and
regu
lati
ons.
Exi
stin
g O
SH
obj
ecti
ves
gene
rally
ens
ure
com
plia
nce
wit
h na
tion
al
law
s an
d re
gula
tion
s.
Exi
stin
g O
SH
obj
ecti
ves
gene
rally
ens
ure
com
plia
nce
wit
h na
tion
al
law
s an
d re
gula
tion
s.
They
are
als
o co
nsis
tent
w
ith
the
tech
nica
l and
bu
sine
ss o
blig
atio
ns o
f th
e or
gani
zati
on.
Exi
stin
g O
SH
obj
ecti
ves
cons
iste
ntly
ens
ure
com
plia
nce
wit
h na
tion
al
law
s an
d re
gula
tion
s.
They
are
als
o co
nsis
tent
w
ith
the
tech
nica
l and
bu
sine
ss o
blig
atio
ns o
f th
e or
gani
zati
on.
DN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
Exi
stin
g O
SH
obj
ecti
ves
are
not
suffi
cien
tly
focu
sed
on t
he c
onti
nual
im
prov
emen
t of
wor
kers
’ he
alth
and
saf
ety.
Exi
stin
g O
SH
obj
ecti
ves
are
in s
ome
case
s fo
cuse
d on
the
con
tinu
al
impr
ovem
ent
of w
orke
rs’
heal
th a
nd s
afet
y.
Exi
stin
g O
SH
obj
ecti
ves
are
in m
ost
case
s fo
cuse
d on
the
con
tinu
al
impr
ovem
ent
of w
orke
rs’
heal
th a
nd s
afet
y.
Exi
stin
g O
SH
obj
ecti
ves
are
in e
very
cas
e fo
cuse
d on
the
con
tinu
al
impr
ovem
ent
of w
orke
rs’
heal
th a
nd s
afet
y.
55Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
EN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
Exi
stin
g O
SH
obj
ecti
ves
are
in m
any
case
s un
real
isti
c an
d un
achi
evab
le.
Exi
stin
g O
SH
obj
ecti
ves
are
in s
ome
case
s un
real
isti
c, a
nd t
here
fore
un
achi
evab
le.
Car
e is
tak
en t
o en
sure
th
at O
SH
obj
ecti
ves
are
in
mos
t ca
ses
real
isti
c, a
nd
have
a r
easo
nabl
e ch
ance
of
bei
ng a
chie
ved.
Con
side
rabl
e ca
re is
ta
ken
to e
nsur
e th
at
OS
H o
bjec
tive
s ar
e in
all
case
s re
alis
tic,
and
are
co
nfide
ntly
exp
ecte
d to
be
achi
evab
le.
FN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
Exi
stin
g O
SH
obj
ecti
ves
are
rare
ly d
ocum
ente
d.E
xist
ing
OS
H o
bjec
tive
s ar
e ge
nera
lly d
ocum
ente
d,
but
are
not
com
mun
icat
ed
to a
ll re
leva
nt f
unct
ions
or
leve
ls o
f th
e or
gani
zati
on.
Exi
stin
g O
SH
obj
ecti
ves
are
regu
larl
y do
cum
ente
d,
but
are
not
alw
ays
com
mun
icat
ed t
o al
l re
leva
nt f
unct
ions
or
leve
ls o
f th
e or
gani
zati
on.
Exi
stin
g O
SH
obj
ecti
ves
are
thor
ough
ly a
nd
regu
larl
y do
cum
ente
d,
and
are
com
mun
icat
ed t
o al
l rel
evan
t fu
ncti
ons
and
leve
ls o
f th
e or
gani
zati
on.
GN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
OS
H o
bjec
tive
s ar
e no
t w
ritt
en a
s pe
rfor
man
ce
obje
ctiv
es, an
d fa
il to
in
dica
te c
lear
ly h
ow t
he
requ
ired
out
com
es c
an b
e ac
hiev
ed.
OS
H o
bjec
tive
s ar
e no
t w
ritt
en a
s pe
rfor
man
ce
obje
ctiv
es t
hat
indi
cate
cl
earl
y th
e ex
pect
ed
stan
dard
s or
the
mea
sure
s to
be
used
to
indi
cate
tha
t th
e ob
ject
ives
hav
e be
en
achi
eved
.
Mos
t O
SH
obj
ecti
ves
are
wri
tten
as
perf
orm
ance
ob
ject
ives
tha
t cl
earl
y in
dica
te w
hat
the
orga
niza
tion
wan
ts t
o ac
hiev
e, a
nd h
ow it
in
tend
s to
mea
sure
w
heth
er t
he o
bjec
tive
s ha
ve b
een
achi
eved
.
All
OS
H o
bjec
tive
s ar
e w
ritt
en a
s pe
rfor
man
ce
obje
ctiv
es t
hat
clea
rly
indi
cate
wha
t th
e or
gani
zati
on w
ants
to
achi
eve,
and
how
it
inte
nds
to m
easu
re
whe
ther
the
obj
ecti
ves
have
bee
n ac
hiev
ed.
HN
o O
SH
obj
ecti
ves
have
be
en f
orm
ulat
ed.
OS
H o
bjec
tive
s ex
ist,
bu
t ar
e ra
rely
rev
iew
ed,
eval
uate
d or
upd
ated
.
OS
H o
bjec
tive
s re
view
ed,
eval
uate
d an
d up
date
d on
a
rand
om b
asis
.
OS
H o
bjec
tive
s ar
e re
view
ed, ev
alua
ted
and
upda
ted
on a
reg
ular
ba
sis.
Som
e ef
fort
is m
ade
to s
eek
impr
ovem
ents
in
OS
H p
rote
ctio
n,
and
to im
prov
e O
SH
pe
rfor
man
ce.
Con
side
rabl
e ef
fort
is
mad
e to
ens
ure
that
al
l OS
H o
bjec
tive
s ar
e re
view
ed, ev
alua
ted
and
upda
ted
on a
reg
ular
ba
sis.
Eve
ry e
ffor
t is
mad
e to
see
k im
prov
emen
ts
in O
SH
pro
tect
ion,
an
d to
impr
ove
OS
H
perf
orm
ance
.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.9
OC
CU
PATI
ON
AL
SA
FETY
AN
D H
EA
LTH
OB
JEC
TIVE
S (
max
. sc
ore
for
this
item
is 4
0)
56 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
OS
H o
bjec
tive
s m
ust
be c
onsi
sten
t w
ith
the
orga
niza
tion
’s s
afet
y an
d he
alth
pol
icy.
OS
H o
bjec
tive
s sh
ould
be
base
d on
the
init
ial o
r su
bseq
uent
rev
iew
s.
OS
H o
bjec
tive
s sh
ould
allo
w e
asy
and
relia
ble
mea
sure
men
t to
est
ablis
h w
heth
er t
hey
have
bee
n m
et.
OS
H o
bjec
tive
s sh
ould
be
spec
ific
to t
he o
rgan
izat
ion,
and
sho
uld
be a
ppro
pria
te t
o an
d in
acc
orda
nce
wit
h th
e si
ze a
nd n
atur
e of
act
ivit
y of
the
org
aniz
atio
n.
OS
H o
bjec
tive
s sh
ould
be
appr
opri
ate
to t
he c
ompl
exit
y of
the
act
ivit
ies
unde
rtak
en b
y th
e or
gani
zati
on.
OS
H o
bjec
tive
s sh
ould
be
cons
iste
nt w
ith
all r
elev
ant
and
appl
icab
le n
atio
nal l
aws
and
regu
lati
ons.
OS
H o
bjec
tive
s sh
ould
be
in a
lignm
ent
wit
h th
e te
chni
cal a
nd b
usin
ess
oblig
atio
ns o
f th
e or
gani
zati
on r
elat
ing
to O
SH
.
57Planning and implementation
OS
H o
bjec
tive
s sh
ould
be
focu
sed
on c
onti
nuou
s im
prov
emen
t of
wor
kers
’ OS
H p
rote
ctio
n, a
nd o
n ac
hiev
ing
the
best
OS
H p
erfo
rman
ce.
In s
etti
ng O
SH
obj
ecti
ves,
it is
ess
enti
al t
hat
they
are
bot
h re
alis
tic
and
achi
evab
le.
OS
H o
bjec
tive
s m
ust
be p
rope
rly
docu
men
ted
and
com
mun
icat
ed t
o al
l rel
evan
t fu
ncti
ons,
and
thr
ough
all
leve
ls o
f th
e or
gani
zati
on.
OS
H o
bjec
tive
s sh
ould
be
peri
odic
ally
eva
luat
ed a
nd r
evie
wed
, an
d up
date
d w
here
nec
essa
ry.
OS
H o
bjec
tive
s sh
ould
tak
e th
e el
emen
ts o
f sa
fety
and
hea
lth
polic
y an
d fa
cilit
ate
thei
r tr
ansf
er in
to o
pera
tion
al u
se.
58 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Pla
nnin
g an
d im
plem
enta
tion
H
azar
d pr
even
tion
– I
tem
3.1
0.1
Pre
vent
ion
and
cont
rol m
easu
res
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o sy
stem
is in
pla
ce t
o id
enti
fy h
azar
ds a
nd r
isks
to
wor
kers
’ saf
ety.
An
info
rmal
sys
tem
ex
ists
tha
t is
sup
pose
d to
iden
tify
haz
ards
and
ev
alua
te r
isks
rel
atin
g to
he
alth
and
saf
ety.
The
syst
em in
pla
ce is
not
fit
for
pur
pose
.
A f
orm
al s
yste
m e
xist
s fo
r id
enti
fyin
g ha
zard
s an
d ev
alua
ting
ris
ks r
elat
ing
to
wor
kers
’ saf
ety
and
heal
th.
This
sys
tem
is n
ot t
otal
ly
effe
ctiv
e.
A w
ell-
deve
lope
d sy
stem
fo
r id
enti
fyin
g ha
zard
s an
d ev
alua
ting
ris
ks r
elat
ing
to
wor
kers
’ saf
ety
and
heal
th
is in
pla
ce. Th
is s
yste
m is
w
orki
ng e
ffec
tive
ly.
A c
ompr
ehen
sive
and
ro
bust
sys
tem
for
id
enti
fyin
g ha
zard
s an
d ev
alua
ting
ris
ks r
elat
ing
to
wor
kers
’ saf
ety
and
heal
th
is in
pla
ce. Th
is s
yste
m is
op
erat
ing
very
eff
ecti
vely
.
BVe
ry f
ew p
reve
ntiv
e
and
prot
ecti
ve m
easu
res
are
in o
pera
tion
.P
erso
nal p
rote
ctiv
e eq
uipm
ent
(PP
E)
is
som
etim
es is
sued
to
wor
kers
, bu
t is
not
alw
ays
appr
opri
ate
or d
oes
not
cont
rol t
he r
isks
pro
perl
y.
Pre
vent
ive
and
prot
ecti
ve
mea
sure
s ar
e m
ostl
y in
op
erat
ion,
but
are
not
de
alt
wit
h co
nsis
tent
ly
and
do n
ot p
rovi
de
effe
ctiv
e pr
otec
tion
.P
PE
is s
omet
imes
issu
ed
to c
over
ris
ks, an
d ot
her
prot
ecti
ve m
easu
res
are
only
rar
ely
used
.
Pre
vent
ive
and
prot
ecti
ve
mea
sure
s ar
e in
ope
rati
on,
but
do n
ot a
lway
s ad
here
to
the
fol
low
ing
pres
crib
ed
hier
arch
y:•
Elim
inat
eth
eha
zard
.•
Con
trol
the
haz
ard
or
risk
at
sour
ce.
•M
inim
ize
haza
rds
and
risk
s by
usi
ng s
afe
wor
k sy
stem
s an
d ad
min
istr
ativ
e co
ntro
ls.
Mos
t re
sidu
al h
azar
ds
and
risk
s ar
e co
ntro
lled
by
appr
opri
ate
PP
E.
Pre
vent
ive
and
prot
ecti
ve
mea
sure
s ar
e in
ope
rati
on,
and
gene
rally
adh
ere
to
the
follo
win
g pr
escr
ibed
hi
erar
chy:
•E
limin
ate
the
haza
rd.
•C
ontr
olt
heh
azar
dor
ri
sk a
t so
urce
.•
Min
imiz
eha
zard
san
dri
sks
by u
sing
saf
e w
ork
syst
ems
and
adm
inis
trat
ive
cont
rols
.A
ll re
sidu
al h
azar
ds
and
risk
s ar
e co
ntro
lled
by
appr
opri
ate
PP
E.
Pre
vent
ive
and
prot
ecti
ve
mea
sure
s ar
e in
ope
rati
on,
and
stri
ctly
fol
low
the
fo
llow
ing
hier
arch
y:•
Elim
inat
eth
eha
zard
.•
Con
trol
the
haz
ard
or
risk
at
sour
ce.
•M
inim
ize
haza
rds
and
risk
s by
usi
ng s
afe
wor
k sy
stem
s an
d ad
min
istr
ativ
e co
ntro
ls.
All
resi
dual
haz
ards
an
d ri
sks
are
cont
rolle
d by
ap
prop
riat
e P
PE
.
59Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CH
azar
d pr
even
tion
and
co
ntro
l pro
cedu
res
or
arra
ngem
ents
hav
e ra
rely
be
en e
stab
lishe
d.W
here
the
y do
exi
st, th
ey
are
in m
ost
case
s no
t ad
apte
d to
the
haz
ards
an
d ri
sks
that
exi
st a
nd
are
enco
unte
red
by t
he
orga
niza
tion
.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts h
ave
been
es
tabl
ishe
d, b
ut f
ail t
o co
ntro
l all
haza
rds.
Whe
re
they
do
exis
t, t
hey
are
freq
uent
ly n
ot a
dapt
ed t
o th
e ha
zard
s an
d ri
sks
that
ex
ist
and
are
enco
unte
red
by t
he o
rgan
izat
ion.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts h
ave
been
es
tabl
ishe
d fo
r m
ost
haza
rds.
The
se a
re in
so
me
case
s ad
apte
d to
th
e pa
rtic
ular
haz
ards
an
d ri
sks
that
exi
st a
nd
are
enco
unte
red
by t
he
orga
niza
tion
.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts h
ave
been
w
idel
y es
tabl
ishe
d. T
hese
ar
e in
mos
t ca
ses
adap
ted
to t
he p
arti
cula
r ha
zard
s an
d ri
sks
that
exi
st a
nd
are
enco
unte
red
by t
he
orga
niza
tion
.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts h
ave
been
com
preh
ensi
vely
es
tabl
ishe
d. T
hese
are
ad
apte
d to
the
par
ticu
lar
haza
rds
and
risk
s th
at
exis
t an
d ar
e en
coun
tere
d by
the
org
aniz
atio
n.
DN
o re
view
or
mod
ifica
tion
pr
oces
s is
in p
lace
to
ensu
re t
hat
haza
rds
and
risk
s ar
e id
enti
fied,
as
sess
ed a
nd c
ontr
olle
d.
No
form
al r
evie
w o
r m
odifi
cati
on p
roce
ss
exis
ts t
o en
sure
tha
t th
e m
easu
res
to id
enti
fy,
asse
ss, an
d co
ntro
l ha
zard
s an
d ri
sks
are
upda
ted
and
impr
oved
.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts a
re r
evie
wed
an
d m
odifi
ed in
freq
uent
ly.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts a
re r
evie
wed
an
d m
odifi
ed a
s ne
cess
ary
on a
reg
ular
bas
is.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts a
re r
evie
wed
an
d m
odifi
ed a
s ne
cess
ary
on a
fre
quen
t ba
sis.
ETh
e or
gani
zati
on g
ener
ally
fa
ils t
o fo
llow
or
com
ply
wit
h go
od p
ract
ice
or n
atio
nal l
aws
and
regu
lati
ons
rela
ting
to
haza
rd id
enti
ficat
ion,
as
sess
men
t an
d co
ntro
l.
The
orga
niza
tion
at
tim
es f
ails
to
follo
w
or c
ompl
y w
ith
good
pr
acti
ce o
r na
tion
al la
ws
and
regu
lati
ons
rela
ting
to
haz
ard
iden
tific
atio
n,
asse
ssm
ent
and
cont
rol.
The
orga
niza
tion
mos
tly
follo
ws
or c
ompl
ies
wit
h go
od p
ract
ice
or n
atio
nal
law
s an
d re
gula
tion
s re
lati
ng t
o ha
zard
id
enti
ficat
ion,
ass
essm
ent
and
cont
rol.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts g
ener
ally
co
mpl
y w
ith
nati
onal
la
ws
and
regu
lati
ons,
and
re
flect
goo
d pr
acti
ce.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts c
ompl
y fu
lly
wit
h na
tion
al la
ws
and
regu
lati
ons,
and
refl
ect
good
pra
ctic
e.
FN
o sy
stem
is in
pla
ce
to id
enti
fy h
azar
ds a
nd
risk
s to
wor
kers
’ saf
ety.
Th
ere
is n
o co
nsid
erat
ion
of t
he c
urre
nt s
tate
of
know
ledg
e, in
form
atio
n an
d re
port
s fr
om la
bour
in
spec
tora
tes,
or
any
othe
r ap
prop
riat
e so
urce
.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
arr
ange
men
ts a
re
inad
equa
te, an
d fa
il to
co
nsid
er t
he c
urre
nt s
tate
of
kno
wle
dge,
info
rmat
ion
and
repo
rts
from
labo
ur
insp
ecto
rate
s, a
nd o
ther
ap
prop
riat
e so
urce
s.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts f
requ
entl
y co
nsid
er t
he c
urre
nt s
tate
of
kno
wle
dge,
info
rmat
ion
and
repo
rts
from
labo
ur
insp
ecto
rate
s, a
nd o
ther
ap
prop
riat
e so
urce
s.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
ar
rang
emen
ts g
ener
ally
co
nsid
er t
he c
urre
nt s
tate
of
kno
wle
dge,
info
rmat
ion
and
repo
rts
from
labo
ur
insp
ecto
rate
s, O
SH
se
rvic
e or
gani
zati
ons
and
othe
r ap
prop
riat
e so
urce
s.
Haz
ard
prev
enti
on a
nd
cont
rol p
roce
dure
s or
arr
ange
men
ts
syst
emat
ical
ly c
onsi
der
the
curr
ent
stat
e of
kn
owle
dge,
info
rmat
ion
and
repo
rts
from
labo
ur
insp
ecto
rate
s, O
SH
se
rvic
e or
gani
zati
ons
and
othe
r ap
prop
riat
e so
urce
s.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
0.1
Pr
EVE
NTI
ON
AN
D C
ON
TrO
L M
EA
SU
rE
S (
max
. sc
ore
for
this
item
is 3
0)
60 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
Haz
ards
and
ris
ks t
o w
orke
r’s s
afet
y an
d he
alth
sho
uld
be id
enti
fied
and
asse
ssed
on
an o
ngoi
ng b
asis
. P
reve
ntiv
e an
d pr
otec
tive
mea
sure
s sh
ould
be
impl
emen
ted
in t
he f
ollo
win
g or
der
of p
rior
ity:
(a)
Elim
inat
e th
e ha
zard
or
risk
.(b
) C
ontr
ol t
he h
azar
d or
ris
k at
sou
rce,
thr
ough
the
use
of
engi
neer
ing
cont
rols
.(c
) M
inim
ize
the
haza
rd o
r ri
sk b
y th
e de
sign
of
safe
wor
k sy
stem
s, o
rgan
izat
iona
l or
adm
inis
trat
ive
cont
rol m
easu
res.
(d)
Whe
re r
esid
ual h
azar
ds o
r ri
sks
cann
ot b
e co
ntro
lled
by c
olle
ctiv
e m
easu
res,
the
em
ploy
er s
houl
d pr
ovid
e fo
r ap
prop
riat
e pe
rson
al p
rote
ctiv
e eq
uipm
ent,
in
clud
ing
clot
hing
, at
no
cost
, an
d im
plem
ent
mea
sure
s to
ens
ure
its
use
and
mai
nten
ance
.
Haz
ard
prev
enti
on a
nd c
ontr
ol p
roce
dure
s or
arr
ange
men
ts s
houl
d be
est
ablis
hed,
and
sho
uld:
(a)
be a
dapt
ed t
o th
e ha
zard
s an
d ri
sks
enco
unte
red
by t
he o
rgan
izat
ion;
(b)
be r
evie
wed
and
mod
ified
, if
nec
essa
ry, on
a r
egul
ar b
asis
;(c
) co
mpl
y w
ith
nati
onal
law
s an
d re
gula
tion
s, a
nd r
eflec
t go
od p
ract
ice;
(d)
cons
ider
the
cur
rent
sta
te o
f kn
owle
dge,
incl
udin
g in
form
atio
n or
rep
orts
fro
m o
rgan
izat
ions
, su
ch a
s la
bour
insp
ecto
rate
s, O
SH
ser
vice
s an
d ot
her
appr
opri
ate
serv
ices
and
sou
rces
.
61Planning and implementation
Pla
nnin
g an
d im
plem
enta
tion
H
azar
d pr
even
tion
– I
tem
3.1
0.2
Man
agem
ent
of c
hang
e
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
ere
is n
o sy
stem
w
ithi
n th
e or
gani
zati
on
to c
aptu
re in
tern
al o
r ex
tern
al c
hang
e.
Ther
e is
no
form
al s
yste
m
in p
lace
tha
t ef
fect
ivel
y ca
ptur
es in
tern
al o
r ex
tern
al c
hang
e.
A s
yste
m e
xist
s
to c
aptu
re in
tern
al
and
exte
rnal
cha
nges
,
but
it is
not
con
sist
entl
y us
ed.
Ther
e is
a f
orm
al s
yste
m
that
cap
ture
s in
tern
al a
nd
exte
rnal
cha
nges
. Th
is
is w
idel
y us
ed, an
d is
ge
nera
lly e
ffec
tive
.
Ther
e is
a f
orm
al s
yste
m
that
cap
ture
s al
l int
erna
l an
d ex
tern
al c
hang
es.
This
is e
xten
sive
ly
used
thr
ough
out
the
orga
niza
tion
, an
d ha
s pr
oved
to
be v
ery
effe
ctiv
e.
BIn
tern
al c
hang
es in
re
spec
t of
sta
ffing
, ne
w p
roce
sses
, w
orki
ng p
roce
dure
s or
or
gani
zati
onal
str
uctu
re,
incl
udin
g ac
quis
itio
ns
and
mer
gers
, ar
e no
t ca
ptur
ed o
r fa
ctor
ed in
to
a m
anag
emen
t of
cha
nge
prog
ram
me.
Inte
rnal
cha
nges
in
resp
ect
of s
taffi
ng,
new
pro
cess
es,
wor
king
pro
cedu
res
or
orga
niza
tion
al s
truc
ture
, in
clud
ing
acqu
isit
ions
an
d m
erge
rs, ar
e no
t sy
stem
atic
ally
cap
ture
d or
fac
tore
d in
to a
m
anag
emen
t of
cha
nge
prog
ram
me.
Inte
rnal
cha
nges
in
resp
ect
of s
taffi
ng,
new
pro
cess
es,
wor
king
pro
cedu
res
or
orga
niza
tion
al s
truc
ture
, in
clud
ing
acqu
isit
ions
an
d m
erge
rs, ar
e ca
ptur
ed
from
tim
e to
tim
e, a
nd
are
then
fac
tore
d in
to a
m
anag
emen
t of
cha
nge
prog
ram
me.
An
effe
ctiv
e sy
stem
ex
ists
tha
t ge
nera
lly
capt
ures
mos
t in
tern
al
chan
ges
in r
espe
ct o
f st
affin
g, n
ew p
roce
sses
, w
orki
ng p
roce
dure
s or
or
gani
zati
onal
str
uctu
re,
incl
udin
g ac
quis
itio
ns
and
mer
gers
. Th
e ch
ange
s ar
e th
en f
acto
red
into
an
effe
ctiv
e m
anag
emen
t of
ch
ange
pro
gram
me.
A h
ighl
y ef
fect
ive
syst
em e
xist
s th
at
capt
ures
all
inte
rnal
ch
ange
s in
res
pect
of
staf
fing,
new
pro
cess
es,
wor
king
pro
cedu
res
or
orga
niza
tion
al s
truc
ture
, in
clud
ing
acqu
isit
ions
an
d m
erge
rs. A
ll ch
ange
s ar
e th
en f
acto
red
into
an
effe
ctiv
e m
anag
emen
t of
ch
ange
pro
gram
me.
62 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CE
xter
nal c
hang
es,
incl
udin
g ch
ange
s to
nat
iona
l law
s an
d re
gula
tion
s, o
r im
prov
emen
ts in
O
SH
kno
wle
dge
and
tech
nolo
gy, ar
e no
t ev
alua
ted
or f
acto
red
into
a
man
agem
ent
of c
hang
e pr
ogra
mm
e.
Ext
erna
l cha
nges
, in
clud
ing
chan
ges
to n
atio
nal l
aws
and
regu
lati
ons,
or
impr
ovem
ents
in
OS
H k
now
ledg
e an
d te
chno
logy
, ar
e no
t sy
stem
atic
ally
cap
ture
d,
eval
uate
d or
fac
tore
d in
to
a m
anag
emen
t of
cha
nge
prog
ram
me.
Mos
t ex
tern
al c
hang
es,
incl
udin
g ch
ange
s to
nat
iona
l law
s an
d re
gula
tion
s, o
r im
prov
emen
ts in
OS
H
know
ledg
e an
d te
chno
logy
. ar
e ca
ptur
ed, ev
alua
ted
and
fact
ored
into
a
man
agem
ent
of c
hang
e pr
ogra
mm
e.
An
effe
ctiv
e sy
stem
ex
ists
tha
t ge
nera
lly
capt
ures
all
exte
rnal
ch
ange
s, in
clud
ing
chan
ges
to n
atio
nal l
aws
and
regu
lati
ons,
and
im
prov
emen
ts in
OS
H
know
ledg
e an
d te
chno
logy
. A
ll ch
ange
s ar
e fa
ctor
ed
into
an
effe
ctiv
e m
anag
emen
t of
cha
nge
prog
ram
me.
A h
ighl
y ef
fect
ive
syst
em e
xist
s th
at
capt
ures
all
exte
rnal
ch
ange
s, in
clud
ing
chan
ges
to n
atio
nal l
aws
and
regu
lati
ons,
and
im
prov
emen
ts in
OS
H
know
ledg
e an
d te
chno
logy
. C
onti
nuou
s im
prov
emen
t ch
ange
s ar
e tr
acke
d,
and
all c
hang
es a
re t
hen
fact
ored
into
a h
ighl
y ef
fect
ive
man
agem
ent
of
chan
ge p
rogr
amm
e.
DW
hen
inte
rnal
or
exte
rnal
ch
ange
s ar
e im
plem
ente
d,
ther
e is
no
syst
em in
pl
ace
that
dem
ands
th
at a
wor
kpla
ce h
azar
d id
enti
ficat
ion
and
risk
as
sess
men
t be
car
ried
out
.
Whe
n in
tern
al o
r ex
tern
al
chan
ges
are
impl
emen
ted,
th
ere
is n
o ef
fect
ive
syst
em in
pla
ce t
hat
dem
ands
tha
t a
wor
kpla
ce
haza
rd id
enti
ficat
ion
and
risk
ass
essm
ent
be c
arri
ed
out.
Whe
n in
tern
al o
r ex
tern
al
chan
ges
are
impl
emen
ted,
th
ere
is a
sys
tem
in
plac
e th
at d
eman
ds
that
a w
orkp
lace
haz
ard
iden
tific
atio
n an
d ri
sk
asse
ssm
ent
be c
arri
ed o
ut.
An
effe
ctiv
e sy
stem
exi
sts
that
ens
ures
tha
t in
tern
al
or e
xter
nal c
hang
es
are
gene
rally
sub
ject
ed
to a
wor
kpla
ce h
azar
d id
enti
ficat
ion
and
risk
as
sess
men
t.
A h
ighl
y ef
fect
ive
syst
em
exis
ts t
hat
ensu
res
that
in
tern
al o
r ex
tern
al
chan
ges
are
alw
ays
subj
ecte
d to
a w
orkp
lace
ha
zard
iden
tific
atio
n an
d ri
sk a
sses
smen
t.
ETh
ere
is n
o sy
stem
in
pla
ce t
o en
sure
th
at w
orke
rs, th
eir
repr
esen
tati
ves,
and
th
e sa
fety
and
hea
lth
com
mit
tee
are
info
rmed
or
con
sult
ed r
egar
ding
ch
ange
s.
Ther
e is
no
form
al o
r ef
fect
ive
syst
em in
pla
ce
that
ens
ures
tha
t w
orke
rs,
thei
r re
pres
enta
tive
s,
and
the
safe
ty a
nd
heal
th c
omm
itte
e ar
e co
nsis
tent
ly in
form
ed
or c
onsu
lted
reg
ardi
ng
chan
ges.
Ther
e is
a s
yste
m
in p
lace
tha
t sh
ould
en
sure
tha
t w
orke
rs,
thei
r re
pres
enta
tive
s,
and
the
safe
ty a
nd
heal
th c
omm
itte
e ar
e co
nsis
tent
ly in
form
ed
and
cons
ulte
d re
gard
ing
chan
ges.
Thi
s is
not
co
nsis
tent
ly u
sed.
Ther
e is
an
effe
ctiv
e sy
stem
in p
lace
tha
t is
use
d re
gula
rly
to
ensu
re t
hat
wor
kers
, th
eir
repr
esen
tati
ves,
an
d th
e sa
fety
and
he
alth
com
mit
tee
are
cons
iste
ntly
info
rmed
an
d co
nsul
ted
rega
rdin
g ch
ange
s.
Ther
e is
a r
obus
t an
d hi
ghly
effi
cien
t sy
stem
in
pla
ce t
hat
ensu
res
that
wor
kers
, th
eir
repr
esen
tati
ves,
and
th
e sa
fety
and
hea
lth
com
mit
tee
are
cons
iste
ntly
in
form
ed a
nd c
onsu
lted
re
gard
ing
chan
ges.
Thi
s is
ext
ensi
vely
use
d, a
nd
is a
lso
com
mun
icat
ed t
o co
ntra
ctor
s’ p
erso
nnel
.
63Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e or
gani
zati
on d
oes
not
have
in p
lace
an
effe
ctiv
e sy
stem
for
com
mun
icat
ing
inte
rnal
and
ext
erna
l ch
ange
s to
eve
ryon
e w
ho
may
be
affe
cted
.
The
orga
niza
tion
has
a
syst
em t
hat
coul
d al
low
co
mm
unic
atio
n of
inte
rnal
an
d ex
tern
al c
hang
es t
o ev
eryo
ne a
ffec
ted.
Thi
s sy
stem
is v
ery
rare
ly u
sed.
The
orga
niza
tion
has
a
syst
em t
hat
can
com
mun
icat
e al
l int
erna
l an
d ex
tern
al c
hang
es t
o ev
eryo
ne w
ho m
ay b
e af
fect
ed. Th
is s
yste
m is
no
t fr
eque
ntly
use
d.
The
orga
niza
tion
has
an
effe
ctiv
e sy
stem
tha
t ca
n be
use
d to
com
mun
icat
e al
l int
erna
l and
ext
erna
l ch
ange
s to
eve
ryon
e w
ho
may
be
affe
cted
by
the
chan
ge.
This
sys
tem
is
used
fre
quen
tly.
The
orga
niza
tion
has
an
outs
tand
ing
syst
em t
hat
is u
sed
to c
omm
unic
ate
all i
nter
nal a
nd e
xter
nal
chan
ges
effe
ctiv
ely
to
ever
yone
who
may
be
affe
cted
by
the
chan
ge.
This
sys
tem
is u
sed
in
resp
ect
of a
ll ch
ange
s.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
0.2
MA
NA
GE
ME
NT
OF
CH
AN
GE
(m
ax. sc
ore
for
this
item
is 3
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
64 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Gui
danc
e no
tes
The
impa
ct o
n O
SH
cau
sed
by in
tern
al a
nd e
xter
nal c
hang
es s
houl
d be
eva
luat
ed, an
d ap
prop
riat
e st
eps
shou
ld b
e ta
ken
befo
re t
he c
hang
es a
re in
trod
uced
.
Inte
rnal
cha
nges
are
tho
se s
uch
as s
taffi
ng, ne
w p
roce
sses
, w
orki
ng p
roce
dure
s, o
rgan
izat
iona
l str
uctu
res
or a
cqui
siti
ons.
Ext
erna
l cha
nges
are
tho
se t
hat
are
brou
ght
abou
t be
caus
e of
cha
nges
in n
atio
nal l
aws
or r
egul
atio
ns, or
gani
zati
onal
mer
gers
, or
dev
elop
men
ts a
nd im
prov
emen
ts
in O
SH
kno
wle
dge
and
tech
nolo
gy.
A w
orkp
lace
haz
ard
iden
tific
atio
n an
d ri
sk a
sses
smen
t sh
ould
be
carr
ied
out
befo
re a
ny m
odifi
cati
on o
r in
trod
ucti
on o
f ne
w w
ork
met
hods
, m
ater
ials
, pr
oces
ses,
to
ols
or m
achi
nery
.
Suc
h an
ass
essm
ent
shou
ld b
e ca
rrie
d ou
t in
con
sult
atio
n w
ith
and
invo
lvin
g w
orke
rs a
nd t
heir
rep
rese
ntat
ives
, an
d th
e sa
fety
and
hea
lth
com
mit
tee.
Impl
emen
tati
on o
f a
“dec
isio
n to
cha
nge”
sho
uld
ensu
re t
hat
all a
ffec
ted
mem
bers
of
the
orga
niza
tion
are
pro
perl
y in
form
ed a
nd t
rain
ed.
Cha
nges
tha
t co
uld
affe
ct e
xter
nal o
rgan
izat
ions
(su
ch a
s th
e fir
e br
igad
e, c
ontr
acto
rs o
r su
pplie
rs)
shou
ld b
e co
mm
unic
ated
to
thes
e bo
dies
as
appr
opri
ate.
65Planning and implementation
Pla
nnin
g an
d im
plem
enta
tion
H
azar
d pr
even
tion
– I
tem
3.1
0.3
Em
erge
ncy
prev
enti
on,
pr
epar
edne
ss a
nd r
espo
nse
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o em
erge
ncy
prev
enti
on,
prep
ared
ness
or
resp
onse
ar
rang
emen
ts h
ave
been
es
tabl
ishe
d or
mai
ntai
ned.
No
form
al a
rran
gem
ents
fo
r em
erge
ncy
prev
enti
on,
prep
ared
ness
or
resp
onse
ar
e in
pla
ce e
xcep
t fo
r a
smal
l num
ber
of p
orta
ble
fire
exti
ngui
sher
s.
Bas
ic f
orm
al a
rran
gem
ents
fo
r em
erge
ncy
prev
enti
on,
prep
ared
ness
and
re
spon
se a
re in
pla
ce,
but
are
not
regu
larl
y m
aint
aine
d. T
hese
m
inim
ally
iden
tify
the
po
tent
ial f
or a
ccid
ents
an
d em
erge
ncie
s.
Form
al a
rran
gem
ents
for
em
erge
ncy
prev
enti
on,
prep
ared
ness
and
re
spon
se a
re in
pla
ce,
and
thes
e ar
e re
gula
rly
mai
ntai
ned.
An
effe
ctiv
e sy
stem
is in
pla
ce t
o pr
even
t O
SH
ris
ks
asso
ciat
ed w
ith
acci
dent
an
d em
erge
ncy
situ
atio
ns.
Thes
e ar
rang
emen
ts a
re
appr
opri
ate
for
the
size
an
d ty
pe o
f th
e bu
sine
ss.
Com
preh
ensi
ve a
nd
robu
st a
rran
gem
ents
ex
ist
for
emer
genc
y pr
even
tion
, pr
epar
edne
ss
and
resp
onse
, an
d th
ese
are
regu
larl
y m
aint
aine
d.
An
effe
ctiv
e sy
stem
is in
pl
ace
to p
reve
nt O
SH
ris
ks
asso
ciat
ed w
ith
acci
dent
an
d em
erge
ncy
situ
atio
ns.
Thes
e ar
rang
emen
ts a
re
enti
rely
app
ropr
iate
to
the
size
and
typ
e of
the
or
gani
zati
on’s
bus
ines
s.
BN
o in
form
atio
n,
com
mun
icat
ion
or
coor
dina
tion
is p
rovi
ded
to p
rote
ct p
erso
ns in
the
ev
ent
of a
n em
erge
ncy.
The
only
info
rmat
ion
prov
ided
is t
he t
elep
hone
nu
mbe
r of
em
erge
ncy
serv
ices
. In
stru
ctio
ns
for
the
oper
atio
n of
the
po
rtab
le fi
re e
xtin
guis
hers
ar
e pr
ovid
ed.
Mos
t w
orke
rs u
nder
stan
d th
e ba
sic
thin
gs t
hey
are
requ
ired
to
do in
an
emer
genc
y si
tuat
ion.
E
vacu
atio
n pr
oced
ures
are
co
mm
unic
ated
to
all,
and
repo
rtin
g of
em
erge
ncy
situ
atio
ns t
o m
anag
emen
t is
als
o ge
nera
lly
unde
rsto
od.
The
orga
niza
tion
has
a
form
al a
nd e
ffec
tive
em
erge
ncy
plan
in p
lace
th
at f
ocus
es o
n em
erge
ncy
resp
onse
. W
orke
rs a
re
gene
rally
wel
l inf
orm
ed
on w
hat
they
are
req
uire
d to
do
in t
he e
vent
of
an
emer
genc
y an
d in
the
re
port
ing
of s
uch
even
ts.
The
orga
niza
tion
has
a
com
preh
ensi
ve e
mer
genc
y pl
an in
pla
ce t
hat
focu
ses
on e
mer
genc
y pr
even
tion
, pr
epar
edne
ss a
nd
resp
onse
. A
ll w
orke
rs a
re
fully
info
rmed
on
thei
r du
ties
and
res
pons
ibili
ties
in
the
eve
nt o
f an
em
erge
ncy.
66 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CTh
e on
ly in
form
atio
n pr
ovid
ed is
the
tel
epho
ne
num
ber
of e
mer
genc
y se
rvic
es (
if a
t al
l).
No
emer
genc
y lig
htin
g or
ex
it s
igna
ge is
in p
lace
.
Info
rmat
ion
is p
rovi
ded
on e
xter
nal e
mer
genc
y se
rvic
es, in
clud
ing
the
loca
l acc
iden
t an
d em
erge
ncy
hosp
ital
. Fi
re
exit
sig
ns a
nd e
mer
genc
y lig
htin
g ar
e in
pla
ce.
The
orga
niza
tion
pr
ovid
es in
form
atio
n an
d in
stru
ctio
ns r
elat
ing
to c
omm
unic
atin
g w
ith
loca
l em
erge
ncy
resp
onse
se
rvic
es a
nd t
he r
elev
ant
auth
orit
ies.
A f
orm
al e
mer
genc
y pl
an h
as b
een
prep
ared
th
at p
rovi
des
deta
iled
info
rmat
ion
on c
onta
ctin
g lo
cal e
mer
genc
y re
spon
se
prov
ider
s, a
nd t
his
has
been
com
mun
icat
ed t
o th
e w
orke
rs.
Com
preh
ensi
ve e
mer
genc
y pl
ans
have
bee
n pr
epar
ed
that
pro
vide
det
aile
d in
form
atio
n on
con
tact
ing
loca
l em
erge
ncy
resp
onse
pr
ovid
ers.
The
se
arra
ngem
ents
hav
e be
en
com
mun
icat
ed t
o an
d ar
e un
ders
tood
by
the
wor
kfor
ce.
DN
o fir
st a
id o
r m
edic
al
assi
stan
ce is
pro
vide
d;
firefi
ghti
ng e
quip
men
t is
not
ade
quat
e, a
nd is
po
orly
mai
ntai
ned.
The
orga
niza
tion
has
a
smal
l num
ber
of w
orke
rs
who
are
tra
ined
firs
t ai
ders
and
are
cap
able
of
pro
vidi
ng b
asic
firs
t ai
d an
d re
susc
itat
ion.
Th
ey a
re c
apab
le o
nly
of h
andl
ing
very
min
or
inju
ries
to
a fe
w p
eopl
e.
The
orga
niza
tion
has
a
good
num
ber
of w
orke
rs
who
are
tra
ined
firs
t ai
ders
, an
d ar
e ca
pabl
e of
pro
vidi
ng b
asic
firs
t ai
d an
d ca
rdio
pulm
onar
y re
susc
itat
ion
(CP
R).
A
nur
se is
als
o av
aila
ble
to
dea
l wit
h m
edic
al
issu
es. Th
ese
peop
le a
re
capa
ble
only
of
hand
ling
very
min
or in
juri
es t
o a
few
peo
ple.
The
orga
niza
tion
has
an
ade
quat
e nu
mbe
r of
w
orke
rs w
ho a
re t
rain
ed
first
aid
ers,
and
are
ca
pabl
e of
pro
vidi
ng
basi
c fir
st a
id a
nd C
PR
. Th
ey a
lso
have
a n
urse
or
phys
icia
n av
aila
ble
to d
eal
wit
h in
juri
es a
nd m
edic
al
issu
es. Th
e m
edic
al
help
and
fac
iliti
es a
re
adeq
uate
for
the
siz
e an
d ty
pe o
f th
e or
gani
zati
on’s
bu
sine
ss.
The
orga
niza
tion
has
a
doct
or a
nd n
urse
and
a
med
ical
ser
vice
clin
ic
to d
eal w
ith
any
min
or
inju
ries
or
illne
ss c
ause
d th
roug
h em
erge
ncy
situ
atio
ns. Th
ey a
lso
have
w
orke
rs t
rain
ed in
firs
t ai
d an
d C
PR
, in
clud
ing
the
use
of a
utom
ated
ext
erna
l de
fibri
llati
on. Th
e m
edic
al
help
and
fac
iliti
es a
re
mor
e th
an a
dequ
ate
for
the
size
and
typ
e of
the
or
gani
zati
on’s
bus
ines
s.
EN
o tr
aini
ng is
pro
vide
d to
wor
kers
on
emer
genc
y pr
even
tion
, pr
epar
edne
ss
or r
espo
nse,
and
no
exer
cise
s ar
e un
dert
aken
to
tes
t re
spon
ses
to
emer
genc
y si
tuat
ions
.
Lim
ited
bas
ic t
rain
ing
on
emer
genc
y re
spon
se is
pr
ovid
ed a
s pa
rt o
f th
e in
duct
ion
prog
ram
me
for
new
wor
kers
. N
o ex
erci
ses
or d
rills
are
und
erta
ken,
an
d no
ref
resh
er t
rain
ing
is p
rovi
ded.
Bas
ic t
rain
ing
on
emer
genc
y re
spon
se is
pr
ovid
ed a
t th
e in
duct
ion
of n
ew w
orke
rs, an
d re
fres
her
trai
ning
is
prov
ided
occ
asio
nally
. E
xerc
ises
and
dri
lls
are
unde
rtak
en, bu
t on
ly in
volv
e oc
casi
onal
ev
acua
tion
dri
lls.
Ext
ensi
ve t
rain
ing
is
prov
ided
to
wor
kers
on
emer
genc
y re
spon
se; th
is
star
ts a
t in
duct
ion
and
is
then
ref
resh
ed a
t re
gula
r in
terv
als.
Exe
rcis
es a
nd
drill
s ar
e un
dert
aken
at
leas
t on
ce p
er y
ear,
and
addr
ess
typi
cal e
mer
genc
y si
tuat
ions
.
A w
ide
rang
e of
tra
inin
g is
pro
vide
d to
wor
kers
on
resp
onse
to
emer
genc
y si
tuat
ions
. E
xerc
ises
and
dr
ills
are
unde
rtak
en
at le
ast
twic
e pe
r ye
ar.
Join
t tr
aini
ng e
xerc
ises
ar
e ar
rang
ed w
ith
loca
l em
erge
ncy
resp
onse
se
rvic
es.
67Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e or
gani
zati
on h
as
not
soug
ht c
oope
rati
on
from
ext
erna
l em
erge
ncy
serv
ices
or
othe
r bo
dies
. It
is
ver
y po
orly
pre
pare
d to
de
al w
ith
any
emer
genc
y.
The
orga
niza
tion
has
ve
ry li
ttle
coo
pera
tion
w
ith
exte
rnal
em
erge
ncy
serv
ices
, an
d is
poo
rly
prep
ared
to
deal
wit
h an
y se
riou
s em
erge
ncy.
The
orga
niza
tion
has
es
tabl
ishe
d so
me
coop
erat
ion
wit
h th
e ex
tern
al e
mer
genc
y se
rvic
es a
nd r
espo
nder
s.
Pre
para
tion
for
em
erge
ncie
s ne
eds
to b
e im
prov
ed.
The
orga
niza
tion
co
oper
ates
wit
h ex
tern
al e
mer
genc
y se
rvic
es r
egul
arly
and
ef
fect
ivel
y. O
ccas
iona
l jo
int
emer
genc
y pl
anni
ng m
eeti
ngs
are
held
wit
h ne
ighb
ouri
ng
orga
niza
tion
s an
d lo
cal
exte
rnal
em
erge
ncy
serv
ice
prov
ider
s.
The
orga
niza
tion
has
ve
ry c
lose
coo
pera
tion
w
ith
exte
rnal
em
erge
ncy
serv
ices
and
bod
ies.
R
ecip
roca
l em
erge
ncy
resp
onse
arr
ange
men
ts a
re
in p
lace
wit
h ne
ighb
ouri
ng
orga
niza
tion
s. C
lose
co
oper
atio
n is
in p
lace
w
ith
ambu
lanc
e se
rvic
es
and
acci
dent
and
em
erge
ncy
hosp
ital
s.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
0.3
EM
Er
GE
NC
Y P
rE
VEN
TIO
N, P
rE
PAr
ED
NE
SS
AN
D r
ES
PO
NS
E (
max
. sc
ore
for
this
item
is 3
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CTh
e on
ly in
form
atio
n pr
ovid
ed is
the
tel
epho
ne
num
ber
of e
mer
genc
y se
rvic
es (
if a
t al
l).
No
emer
genc
y lig
htin
g or
ex
it s
igna
ge is
in p
lace
.
Info
rmat
ion
is p
rovi
ded
on e
xter
nal e
mer
genc
y se
rvic
es, in
clud
ing
the
loca
l acc
iden
t an
d em
erge
ncy
hosp
ital
. Fi
re
exit
sig
ns a
nd e
mer
genc
y lig
htin
g ar
e in
pla
ce.
The
orga
niza
tion
pr
ovid
es in
form
atio
n an
d in
stru
ctio
ns r
elat
ing
to c
omm
unic
atin
g w
ith
loca
l em
erge
ncy
resp
onse
se
rvic
es a
nd t
he r
elev
ant
auth
orit
ies.
A f
orm
al e
mer
genc
y pl
an h
as b
een
prep
ared
th
at p
rovi
des
deta
iled
info
rmat
ion
on c
onta
ctin
g lo
cal e
mer
genc
y re
spon
se
prov
ider
s, a
nd t
his
has
been
com
mun
icat
ed t
o th
e w
orke
rs.
Com
preh
ensi
ve e
mer
genc
y pl
ans
have
bee
n pr
epar
ed
that
pro
vide
det
aile
d in
form
atio
n on
con
tact
ing
loca
l em
erge
ncy
resp
onse
pr
ovid
ers.
The
se
arra
ngem
ents
hav
e be
en
com
mun
icat
ed t
o an
d ar
e un
ders
tood
by
the
wor
kfor
ce.
DN
o fir
st a
id o
r m
edic
al
assi
stan
ce is
pro
vide
d;
firefi
ghti
ng e
quip
men
t is
not
ade
quat
e, a
nd is
po
orly
mai
ntai
ned.
The
orga
niza
tion
has
a
smal
l num
ber
of w
orke
rs
who
are
tra
ined
firs
t ai
ders
and
are
cap
able
of
pro
vidi
ng b
asic
firs
t ai
d an
d re
susc
itat
ion.
Th
ey a
re c
apab
le o
nly
of h
andl
ing
very
min
or
inju
ries
to
a fe
w p
eopl
e.
The
orga
niza
tion
has
a
good
num
ber
of w
orke
rs
who
are
tra
ined
firs
t ai
ders
, an
d ar
e ca
pabl
e of
pro
vidi
ng b
asic
firs
t ai
d an
d ca
rdio
pulm
onar
y re
susc
itat
ion
(CP
R).
A
nur
se is
als
o av
aila
ble
to
dea
l wit
h m
edic
al
issu
es. Th
ese
peop
le a
re
capa
ble
only
of
hand
ling
very
min
or in
juri
es t
o a
few
peo
ple.
The
orga
niza
tion
has
an
ade
quat
e nu
mbe
r of
w
orke
rs w
ho a
re t
rain
ed
first
aid
ers,
and
are
ca
pabl
e of
pro
vidi
ng
basi
c fir
st a
id a
nd C
PR
. Th
ey a
lso
have
a n
urse
or
phys
icia
n av
aila
ble
to d
eal
wit
h in
juri
es a
nd m
edic
al
issu
es. Th
e m
edic
al
help
and
fac
iliti
es a
re
adeq
uate
for
the
siz
e an
d ty
pe o
f th
e or
gani
zati
on’s
bu
sine
ss.
The
orga
niza
tion
has
a
doct
or a
nd n
urse
and
a
med
ical
ser
vice
clin
ic
to d
eal w
ith
any
min
or
inju
ries
or
illne
ss c
ause
d th
roug
h em
erge
ncy
situ
atio
ns. Th
ey a
lso
have
w
orke
rs t
rain
ed in
firs
t ai
d an
d C
PR
, in
clud
ing
the
use
of a
utom
ated
ext
erna
l de
fibri
llati
on. Th
e m
edic
al
help
and
fac
iliti
es a
re
mor
e th
an a
dequ
ate
for
the
size
and
typ
e of
the
or
gani
zati
on’s
bus
ines
s.
EN
o tr
aini
ng is
pro
vide
d to
wor
kers
on
emer
genc
y pr
even
tion
, pr
epar
edne
ss
or r
espo
nse,
and
no
exer
cise
s ar
e un
dert
aken
to
tes
t re
spon
ses
to
emer
genc
y si
tuat
ions
.
Lim
ited
bas
ic t
rain
ing
on
emer
genc
y re
spon
se is
pr
ovid
ed a
s pa
rt o
f th
e in
duct
ion
prog
ram
me
for
new
wor
kers
. N
o ex
erci
ses
or d
rills
are
und
erta
ken,
an
d no
ref
resh
er t
rain
ing
is p
rovi
ded.
Bas
ic t
rain
ing
on
emer
genc
y re
spon
se is
pr
ovid
ed a
t th
e in
duct
ion
of n
ew w
orke
rs, an
d re
fres
her
trai
ning
is
prov
ided
occ
asio
nally
. E
xerc
ises
and
dri
lls
are
unde
rtak
en, bu
t on
ly in
volv
e oc
casi
onal
ev
acua
tion
dri
lls.
Ext
ensi
ve t
rain
ing
is
prov
ided
to
wor
kers
on
emer
genc
y re
spon
se; th
is
star
ts a
t in
duct
ion
and
is
then
ref
resh
ed a
t re
gula
r in
terv
als.
Exe
rcis
es a
nd
drill
s ar
e un
dert
aken
at
leas
t on
ce p
er y
ear,
and
addr
ess
typi
cal e
mer
genc
y si
tuat
ions
.
A w
ide
rang
e of
tra
inin
g is
pro
vide
d to
wor
kers
on
resp
onse
to
emer
genc
y si
tuat
ions
. E
xerc
ises
and
dr
ills
are
unde
rtak
en
at le
ast
twic
e pe
r ye
ar.
Join
t tr
aini
ng e
xerc
ises
ar
e ar
rang
ed w
ith
loca
l em
erge
ncy
resp
onse
se
rvic
es.
68 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Thre
ats
Gui
danc
e no
tes
Em
erge
ncy
prev
enti
on, pr
epar
edne
ss a
nd r
espo
nse
arra
ngem
ents
sho
uld
be e
stab
lishe
d an
d m
aint
aine
d. T
he a
rran
gem
ents
sho
uld
iden
tify
the
pot
enti
al
for
acci
dent
s an
d em
erge
ncy
situ
atio
ns, an
d ad
dres
s th
e pr
even
tion
of
OS
H r
isks
ass
ocia
ted
wit
h th
em. Th
ese
arra
ngem
ents
sho
uld
be a
ppro
pria
te t
o th
e si
ze
and
natu
re o
f ac
tivi
ty o
f th
e or
gani
zati
on.
The
orga
niza
tion
sho
uld
ensu
re t
hat
the
nece
ssar
y in
form
atio
n, in
tern
al c
omm
unic
atio
n an
d co
ordi
nati
on is
pro
vide
d to
pro
tect
all
peop
le in
the
eve
nt
of a
n em
erge
ncy
at t
he w
orks
ite.
The
orga
niza
tion
sho
uld
prov
ide
info
rmat
ion
and
com
mun
icat
ion
wit
h th
e re
leva
nt c
ompe
tent
aut
hori
ties
, th
e ne
ighb
ourh
ood,
and
em
erge
ncy
resp
onse
ser
vice
s.
The
orga
niza
tion
mus
t be
abl
e to
add
ress
firs
t-ai
d an
d m
edic
al a
ssis
tanc
e ne
eds,
as
wel
l as
firefi
ghti
ng a
nd e
vacu
atio
n of
all
peop
le a
t th
e w
orks
ite.
The
orga
niza
tion
mus
t pr
ovid
e re
leva
nt in
form
atio
n an
d tr
aini
ng t
o al
l mem
bers
of
the
orga
niza
tion
, at
all
leve
ls, in
clud
ing
regu
lar
exer
cise
s in
em
erge
ncy
prev
enti
on, pr
epar
edne
ss a
nd r
espo
nse
proc
edur
es.
Em
erge
ncy
prev
enti
on, pr
epar
edne
ss a
nd r
espo
nse
arra
ngem
ents
sho
uld
be e
stab
lishe
d in
coo
pera
tion
wit
h ex
tern
al e
mer
genc
y se
rvic
es a
nd o
ther
bod
ies
whe
re
appl
icab
le.
69Planning and implementation
Pla
nnin
g an
d im
plem
enta
tion
H
azar
d pr
even
tion
– I
tem
3.1
0.4
Pro
cure
men
t
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AP
rocu
rem
ent
is n
ot
subj
ect
to a
ny f
orm
al
proc
edur
es
or c
ontr
ols.
Pro
cure
men
t do
es n
ot
cons
iste
ntly
fol
low
pr
oced
ures
to
ensu
re t
hat
OS
H is
con
side
red
in
proc
urem
ent
deci
sion
s.
Form
al p
rocu
rem
ent
proc
edur
es a
re in
pla
ce,
but
are
not
cons
iste
ntly
fo
llow
ed. Th
is s
omet
imes
m
eans
tha
t O
SH
is n
ot
cons
ider
ed in
pro
cure
men
t de
cisi
ons.
An
effe
ctiv
e pr
ocur
emen
t po
licy
is in
pla
ce, an
d th
is la
ys d
own
proc
edur
es
that
req
uire
tha
t O
SH
be
con
side
red.
The
se
proc
edur
es a
re g
ener
ally
fo
llow
ed.
A c
ompr
ehen
sive
pr
ocur
emen
t po
licy
is
in p
lace
, an
d th
is la
ys
dow
n pr
oced
ures
tha
t m
ust
be f
ollo
wed
. Th
ese
proc
edur
es a
re f
ollo
wed
at
all
tim
es, an
d en
sure
th
at O
SH
is c
onsi
dere
d in
pr
ocur
emen
t de
cisi
ons.
BO
SH
req
uire
men
ts f
or
the
orga
niza
tion
hav
e no
t be
en id
enti
fied,
eva
luat
ed
or in
corp
orat
ed in
to
purc
hasi
ng a
nd le
asin
g sp
ecifi
cati
ons.
In m
ost
inst
ance
s, O
SH
re
quir
emen
ts f
or t
he
orga
niza
tion
hav
e no
t be
en id
enti
fied,
eva
luat
ed
or in
corp
orat
ed in
to
purc
hasi
ng a
nd le
asin
g sp
ecifi
cati
ons.
OS
H r
equi
rem
ents
fo
r th
e or
gani
zati
on
have
gen
eral
ly b
een
iden
tifie
d, e
valu
ated
an
d in
corp
orat
ed in
to
purc
hasi
ng a
nd le
asin
g sp
ecifi
cati
ons.
An
effe
ctiv
e pr
oced
ure
is in
pla
ce t
o en
sure
th
at O
SH
req
uire
men
ts
for
the
orga
niza
tion
ha
ve g
ener
ally
bee
n id
enti
fied,
eva
luat
ed
and
inco
rpor
ated
into
pu
rcha
sing
and
leas
ing
spec
ifica
tion
s.
A c
ompr
ehen
sive
pr
oced
ure
is in
pla
ce
to e
nsur
e th
at O
SH
re
quir
emen
ts f
or t
he
orga
niza
tion
hav
e be
en
iden
tifie
d, e
valu
ated
an
d in
corp
orat
ed in
to
purc
hasi
ng a
nd le
asin
g sp
ecifi
cati
ons.
CTh
e or
gani
zati
on t
otal
ly
fails
to
cons
ider
nat
iona
l la
ws
and
regu
lati
ons,
or
its
own
OS
H r
equi
rem
ents
, pr
ior
to t
he p
rocu
rem
ent
of g
oods
and
ser
vice
s.
The
orga
niza
tion
reg
ular
ly
fails
to
cons
ider
nat
iona
l la
ws
and
regu
lati
ons,
or
its
own
OS
H r
equi
rem
ents
, pr
ior
to t
he p
rocu
rem
ent
of g
oods
and
ser
vice
s.
The
orga
niza
tion
gen
eral
ly
cons
ider
s na
tion
al la
ws
and
regu
lati
ons,
and
its
own
OS
H r
equi
rem
ents
, pr
ior
to t
he p
rocu
rem
ent
of g
oods
and
ser
vice
s bu
t th
is is
not
don
e co
nsis
tent
ly.
The
orga
niza
tion
has
an
effe
ctiv
e pr
oces
s th
at
requ
ires
tha
t na
tion
al la
ws
and
regu
lati
ons
and
its
own
OS
H r
equi
rem
ents
be
con
side
red
prio
r to
the
pr
ocur
emen
t of
any
goo
ds
and
serv
ices
.
The
orga
niza
tion
has
a
high
ly e
ffec
tive
pro
cess
in
pla
ce t
hat
ensu
res
that
nat
iona
l law
s an
d re
gula
tion
s an
d it
s ow
n O
SH
req
uire
men
ts a
re
cons
ider
ed p
rior
to
the
proc
urem
ent
of g
oods
and
se
rvic
es.
70 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
ere
is n
o sy
stem
in
plac
e to
che
ck t
hat
item
s pr
ocur
ed a
re s
afe
or c
ompl
y w
ith
the
OS
H
requ
irem
ents
for
the
ir u
se.
Ther
e is
not
a c
onsi
sten
t an
d ef
fect
ive
syst
em
in p
lace
to
chec
k th
at
item
s pr
ocur
ed a
re s
afe
or c
ompl
y w
ith
the
OS
H
requ
irem
ents
for
the
ir u
se.
The
orga
niza
tion
has
a
syst
em in
pla
ce t
o ch
eck
that
item
s pr
ocur
ed a
re
safe
and
com
ply
wit
h th
e O
SH
req
uire
men
ts f
or
thei
r us
e. H
owev
er, th
is
does
not
alw
ays
happ
en
befo
re t
hey
are
put
in
to u
se.
The
orga
niza
tion
has
an
eff
ecti
ve p
roce
ss in
pl
ace
to e
nsur
e th
at
all g
oods
and
ser
vice
s pr
ocur
ed c
onfo
rm t
o
OS
H r
equi
rem
ents
an
d st
anda
rds
befo
re t
hey
are
used
.
The
orga
niza
tion
has
a
robu
st a
nd h
ighl
y ef
fect
ive
proc
ess
in p
lace
to
ensu
re
that
all
good
s an
d se
rvic
es
proc
ured
con
form
to
OS
H r
equi
rem
ents
and
st
anda
rds
befo
re t
hey
ar
e us
ed.
ETh
ere
is n
o sy
stem
in
pla
ce t
o up
date
pr
ocur
emen
t re
quir
emen
ts
resu
ltin
g fr
om c
hang
es
or im
prov
emen
ts in
OS
H
spec
ifica
tion
s, s
tand
ards
, or
the
org
aniz
atio
n’s
own
OS
H r
equi
rem
ents
.
Ther
e is
no
syst
em in
pl
ace
to r
egul
arly
upd
ate
proc
urem
ent
requ
irem
ents
re
sult
ing
from
cha
nges
or
impr
ovem
ents
in O
SH
sp
ecifi
cati
ons,
sta
ndar
ds,
or t
he o
rgan
izat
ion’
s ow
n O
SH
req
uire
men
ts.
Ther
e is
a s
yste
m in
pla
ce
to u
pdat
e pr
ocur
emen
t re
quir
emen
ts r
esul
ting
fr
om c
hang
es o
r im
prov
emen
ts in
OS
H
spec
ifica
tion
s, s
tand
ards
, an
d th
e or
gani
zati
on’s
ow
n O
SH
req
uire
men
ts. Th
is
is o
nly
occa
sion
ally
use
d,
how
ever
.
An
effe
ctiv
e sy
stem
is
in p
lace
to
upda
te p
rocu
rem
ent
requ
irem
ents
, an
d to
en
sure
com
plia
nce
wit
h O
SH
spe
cific
atio
ns,
stan
dard
s, a
nd t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
. Th
is is
ge
nera
lly u
sed.
A h
ighl
y ef
fect
ive
syst
em is
in p
lace
to
upda
te p
rocu
rem
ent
requ
irem
ents
, an
d to
en
sure
com
plia
nce
wit
h O
SH
spe
cific
atio
ns,
stan
dard
s, a
nd t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
. Th
is is
co
nsis
tent
ly u
sed.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
0.4
Pr
OC
Ur
EM
EN
T (m
ax. sc
ore
for
this
item
is 2
5)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
71Planning and implementation
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
Pro
cedu
res
shou
ld b
e es
tabl
ishe
d an
d m
aint
aine
d to
ens
ure
that
OS
H r
equi
rem
ents
for
the
org
aniz
atio
n ar
e id
enti
fied,
eva
luat
ed, an
d in
corp
orat
ed in
to p
urch
asin
g an
d le
asin
g sp
ecifi
cati
ons.
An
effe
ctiv
e pr
oces
s ne
eds
to e
nsur
e co
mpl
ianc
e w
ith
OS
H r
equi
rem
ents
, an
d pu
rcha
sing
and
leas
ing
spec
ifica
tion
s.
The
orga
niza
tion
sho
uld
have
in p
lace
a p
roce
ss t
o en
sure
tha
t th
e re
quir
emen
ts o
f na
tion
al la
ws
and
regu
lati
ons,
and
its
own
OS
H r
equi
rem
ents
, ar
e id
enti
fied
prio
r to
the
pro
cure
men
t of
goo
ds a
nd s
ervi
ces.
Eff
ecti
ve a
rran
gem
ents
sho
uld
be m
ade
to e
nsur
e th
at it
ems
proc
ured
are
in c
onfo
rman
ce w
ith
OS
H r
equi
rem
ents
bef
ore
they
are
use
d.
72 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Pla
nnin
g an
d im
plem
enta
tion
H
azar
d pr
even
tion
– I
tem
3.1
0.5
Con
trac
ting
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on h
as
no a
rran
gem
ents
to
ensu
re t
hat
its
own
OS
H
requ
irem
ents
or
equi
vale
nt
are
appl
ied
to c
ontr
acto
rs
or t
heir
wor
kers
.
No
form
al a
rran
gem
ents
ex
ist
to e
nsur
e th
at t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
or
equi
vale
nt
are
appl
ied
to c
ontr
acto
rs
or t
heir
wor
kers
.
Arr
ange
men
ts d
o ex
ist
to e
nsur
e th
at t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
or
equi
vale
nt
are
appl
ied
to c
ontr
acto
rs
and
thei
r w
orke
rs. Th
ese
are
not
alw
ays
follo
wed
.
Arr
ange
men
ts d
o ex
ist
to e
nsur
e th
at t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
or
equi
vale
nt
are
appl
ied
to c
ontr
acto
rs
and
thei
r w
orke
rs. Th
ese
are
gene
rally
clo
sely
fo
llow
ed.
Com
preh
ensi
ve
arra
ngem
ents
exi
st
to e
nsur
e th
at t
he
orga
niza
tion
’s o
wn
OS
H
requ
irem
ents
or
equi
vale
nt
are
appl
ied
to c
ontr
acto
rs
and
thei
r w
orke
rs. Th
ese
are
dilig
entl
y fo
llow
ed.
BN
o se
lect
ion
and
eval
uati
on p
roce
ss is
in
pla
ce t
o en
sure
tha
t co
ntra
ctor
s ch
osen
to
per
form
wor
k ar
e co
mpe
tent
, or
will
com
ply
wit
h th
e or
gani
zati
on’s
O
SH
req
uire
men
ts.
No
form
al s
elec
tion
an
d ev
alua
tion
pro
cess
is
in p
lace
to
ensu
re
that
con
trac
tors
cho
sen
to p
erfo
rm w
ork
are
com
pete
nt, or
will
com
ply
wit
h th
e or
gani
zati
on’s
O
SH
req
uire
men
ts.
A v
ery
basi
c se
lect
ion
and
eval
uati
on p
roce
ss e
xist
s to
ens
ure
that
con
trac
tors
ch
osen
to
perf
orm
w
ork
are
com
pete
nt,
and
will
com
ply
wit
h th
e or
gani
zati
on’s
OS
H
requ
irem
ents
.
An
effe
ctiv
e fo
rmal
se
lect
ion
and
eval
uati
on
proc
ess
exis
ts t
o en
sure
tha
t co
ntra
ctor
s ch
osen
to
perf
orm
w
ork
are
com
pete
nt,
and
will
com
ply
wit
h th
e or
gani
zati
on’s
OS
H
requ
irem
ents
.
A r
obus
t an
d hi
ghly
ef
fect
ive
syst
em e
xist
s to
sel
ect
and
eval
uate
co
ntra
ctor
s. T
his
ensu
res
that
con
trac
tors
cho
sen
to p
erfo
rm w
ork
are
com
pete
nt, a
nd w
ill c
ompl
y w
ith
the
orga
niza
tion
’s
OS
H r
equi
rem
ents
.
CTh
ere
is n
o ef
fect
ive
ongo
ing
com
mun
icat
ion
or c
oord
inat
ion
betw
een
appr
opri
ate
leve
ls o
f th
e or
gani
zati
on a
nd t
he
cont
ract
or b
efor
e w
ork
com
men
ces.
Ther
e is
infr
eque
nt
and
limit
ed o
ngoi
ng
com
mun
icat
ion
and
coor
dina
tion
bet
wee
n ap
prop
riat
e le
vels
of
the
orga
niza
tion
and
the
co
ntra
ctor
bef
ore
the
wor
k co
mm
ence
s.
Ther
e is
som
e re
gula
r, on
goin
g co
mm
unic
atio
n an
d co
ordi
nati
on b
etw
een
appr
opri
ate
leve
ls o
f th
e or
gani
zati
on a
nd t
he
cont
ract
or b
efor
e w
ork
com
men
ces.
Reg
ular
ong
oing
co
mm
unic
atio
n an
d co
ordi
nati
on b
etw
een
appr
opri
ate
leve
ls o
f th
e or
gani
zati
on a
nd t
he
cont
ract
or o
ccur
bef
ore
wor
k co
mm
ence
s. T
his
incl
udes
pro
blem
sol
ving
an
d re
info
rcem
ent
of O
SH
re
quir
emen
ts.
Ext
ensi
ve o
ngoi
ng
com
mun
icat
ion
and
coor
dina
tion
exi
sts
betw
een
appr
opri
ate
leve
ls
of t
he o
rgan
izat
ion
and
the
cont
ract
or b
efor
e w
ork
com
men
ces.
Thi
s in
clud
es
esta
blis
hing
car
dina
l OS
H
rule
s an
d re
info
rcin
g O
SH
re
quir
emen
ts.
73Planning and implementation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DH
azar
ds a
nd t
he
mea
sure
s to
pre
vent
an
d co
ntro
l the
m a
re
not
com
mun
icat
ed t
o co
ntra
ctor
s be
fore
wor
k co
mm
ence
s.
Haz
ards
and
the
m
easu
res
to p
reve
nt
and
cont
rol t
hem
are
po
orly
and
inef
fect
ivel
y co
mm
unic
ated
to
cont
ract
ors
befo
re w
ork
com
men
ces.
Haz
ards
and
the
mea
sure
s to
pre
vent
and
con
trol
th
em a
re n
ot f
ully
or
effe
ctiv
ely
com
mun
icat
ed
to c
ontr
acto
rs b
efor
e w
ork
com
men
ces.
Haz
ards
and
the
mea
sure
s to
pre
vent
and
con
trol
th
em a
re g
ener
ally
ef
fect
ivel
y co
mm
unic
ated
to
con
trac
tors
bef
ore
wor
k co
mm
ence
s.
Haz
ards
and
the
mea
sure
s to
pre
vent
and
con
trol
th
em a
re f
ully
and
ver
y ef
fect
ivel
y co
mm
unic
ated
to
con
trac
tors
bef
ore
wor
k co
mm
ence
s.
EN
o ar
rang
emen
ts e
xist
for
th
e re
port
ing
of w
ork-
rela
ted
inju
ries
, ill
hea
lth,
di
seas
es o
r in
cide
nts
amon
g co
ntra
ctor
s’
wor
kers
whi
le p
erfo
rmin
g w
ork
for
the
orga
niza
tion
.
Info
rmal
arr
ange
men
ts
exis
t fo
r th
e re
port
ing
of w
ork-
rela
ted
inju
ries
, ill
hea
lth,
dis
ease
s an
d in
cide
nts
amon
g co
ntra
ctor
s’ w
orke
rs w
hile
pe
rfor
min
g w
ork
for
the
orga
niza
tion
.
Form
al a
rran
gem
ents
exi
st
for
the
repo
rtin
g of
wor
k-re
late
d in
juri
es, ill
hea
lth,
di
seas
es a
nd in
cide
nts
amon
g co
ntra
ctor
s’
wor
kers
whi
le p
erfo
rmin
g w
ork
for
the
orga
niza
tion
, an
d ar
e ge
nera
lly
com
plie
d w
ith.
Eff
ecti
ve f
orm
al
arra
ngem
ents
exi
st f
or
the
repo
rtin
g of
wor
k-re
late
d in
juri
es, ill
hea
lth,
di
seas
es a
nd in
cide
nts
amon
g co
ntra
ctor
s’
wor
kers
whi
le p
erfo
rmin
g w
ork
for
the
orga
niza
tion
. Th
ese
are
clos
ely
mon
itor
ed t
o en
sure
co
mpl
ianc
e.
Com
preh
ensi
ve f
orm
al
arra
ngem
ents
exi
st f
or
the
repo
rtin
g of
wor
k-re
late
d in
juri
es, ill
hea
lth,
di
seas
es, in
cide
nts
and
near
-mis
ses
amon
g co
ntra
ctor
s’ w
orke
rs.
FTh
e or
gani
zati
on d
oes
not
prov
ide
any
rele
vant
w
orkp
lace
saf
ety
and
heal
th h
azar
d aw
aren
ess
and
trai
ning
to
cont
ract
ors
or t
heir
wor
kers
bef
ore
wor
k co
mm
ence
s, o
r as
it
prog
ress
es.
The
orga
niza
tion
doe
s no
t pr
ovid
e su
ffici
ent
rele
vant
w
orkp
lace
saf
ety
and
heal
th h
azar
d aw
aren
ess
and
trai
ning
to
cont
ract
ors
or t
heir
wor
kers
bef
ore
wor
k co
mm
ence
s, o
r as
it
prog
ress
es.
The
orga
niza
tion
doe
s pr
ovid
e so
me
rele
vant
w
orkp
lace
saf
ety
and
heal
th h
azar
d aw
aren
ess
and
trai
ning
to
cont
ract
ors
and
thei
r w
orke
rs b
efor
e w
ork
com
men
ces,
and
as
it p
rogr
esse
s.
The
orga
niza
tion
doe
s ge
nera
lly p
rovi
de r
elev
ant
wor
kpla
ce s
afet
y an
d he
alth
haz
ard
awar
enes
s an
d tr
aini
ng t
o co
ntra
ctor
s an
d th
eir
wor
kers
bef
ore
wor
k co
mm
ence
s, a
nd a
s it
pro
gres
ses.
The
orga
niza
tion
pro
vide
s ex
celle
nt r
elev
ant
wor
kpla
ce s
afet
y an
d he
alth
haz
ard
awar
enes
s an
d tr
aini
ng t
o co
ntra
ctor
s an
d th
eir
wor
kers
bef
ore
wor
k co
mm
ence
s, a
nd a
s it
pro
gres
ses.
GTh
ere
is n
o ef
fect
ive
mon
itor
ing
of c
ontr
acto
rs’
OS
H p
erfo
rman
ce
or a
ctiv
itie
s on
sit
e.
Con
trac
tors
wor
k w
itho
ut
any
supe
rvis
ion
or c
ontr
ol.
Ther
e is
litt
le a
nd
inef
fect
ive
mon
itor
ing
of c
ontr
acto
r’s O
SH
pe
rfor
man
ce o
n si
te, an
d co
ntra
ctor
s w
ork
wit
h lit
tle
supe
rvis
ion
or c
ontr
ol.
Ther
e is
lim
ited
eff
ecti
ve
mon
itor
ing
of c
ontr
acto
r’s
OS
H p
erfo
rman
ce a
nd
acti
viti
es o
n si
te. S
ome
supe
rvis
ion
and
cont
rol o
f co
ntra
ctor
s ex
ists
.
Ther
e is
eff
ecti
ve
mon
itor
ing
and
cont
rol
of c
ontr
acto
rs’ O
SH
pe
rfor
man
ce a
nd a
ctiv
itie
s on
sit
e. C
orre
ctiv
e ac
tion
s ar
e ta
ken
whe
n O
SH
pro
cedu
res
are
not
follo
wed
.
A r
obus
t pr
ogra
mm
e ex
ists
to
mon
itor
and
co
ntro
l con
trac
tors
’ OS
H
perf
orm
ance
. C
ontr
acto
rs
are
regu
larl
y ob
serv
ed a
nd
eval
uate
d. D
evia
tion
s ar
e no
t to
lera
ted.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
0.5
CO
NTr
AC
TIN
G (
max
. sc
ore
for
this
item
is 3
5)
74 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
Arr
ange
men
ts s
houl
d be
est
ablis
hed
and
mai
ntai
ned
for
ensu
ring
tha
t th
e or
gani
zati
on’s
saf
ety
and
heal
th r
equi
rem
ents
, or
at
leas
t th
e eq
uiva
lent
, ar
e ap
plie
d
to c
ontr
acto
rs a
nd t
heir
wor
kers
.
Arr
ange
men
ts s
houl
d be
est
ablis
hed
for
cont
ract
ors
wor
king
on
site
, an
d sh
ould
incl
ude
OS
H c
rite
ria
in t
he p
roce
dure
s fo
r ev
alua
ting
and
sel
ecti
ng c
ontr
acto
rs,
and
to a
llow
com
pete
nce
and
capa
bilit
y to
be
esta
blis
hed
befo
re t
he c
ontr
act
is a
war
ded.
Ther
e sh
ould
be
effe
ctiv
e, o
ngoi
ng c
omm
unic
atio
n an
d co
ordi
nati
on b
etw
een
appr
opri
ate
leve
ls o
f th
e or
gani
zati
on a
nd t
he c
ontr
acto
r be
fore
the
y co
mm
ence
wor
k.
This
sho
uld
incl
ude
prov
isio
ns f
or c
omm
unic
atin
g ha
zard
s, a
nd t
he m
easu
res
to p
reve
nt a
nd c
ontr
ol t
hem
.
Arr
ange
men
ts s
houl
d be
est
ablis
hed
for
repo
rtin
g w
ork-
rela
ted
inju
ries
, ill
hea
lth,
dis
ease
s an
d in
cide
nts
amon
g th
e co
ntra
ctor
s’ w
orke
rs w
hile
per
form
ing
wor
k
for
the
orga
niza
tion
.
Rel
evan
t w
orkp
lace
saf
ety
and
heal
th h
azar
d aw
aren
ess
and
trai
ning
for
con
trac
tors
or
cont
ract
ors’
wor
kers
sho
uld
be p
rovi
ded
befo
re w
ork
com
men
ces
an
d as
it p
rogr
esse
s, a
s ne
cess
ary.
The
OS
H p
erfo
rman
ce o
f co
ntra
ctor
s’ a
ctiv
itie
s on
sit
e m
ust
be r
egul
arly
mon
itor
ed t
o en
sure
tha
t th
ey f
ollo
w s
ite
OS
H p
roce
dure
s an
d ar
rang
emen
ts.
If a
con
trac
tor
is a
llow
ed t
o su
bcon
trac
t w
ork,
the
n ex
actl
y th
e sa
me
OS
H r
equi
rem
ents
mus
t be
met
by
the
subc
ontr
acto
r as
tho
se im
pose
d by
the
org
aniz
atio
n
on t
he c
ontr
acto
r.
Evaluation
77Evaluation
Eva
luat
ion
Item
3.1
1 P
erfo
rman
ce m
onit
orin
g an
d m
easu
rem
ent
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o pr
oced
ures
exi
st t
o m
onit
or, m
easu
re o
r re
cord
OS
H p
erfo
rman
ce.
Very
bas
ic p
roce
dure
s ex
ist
to m
onit
or,
mea
sure
and
rec
ord
OS
H
perf
orm
ance
, bu
t th
ese
are
inad
equa
te, an
d ar
e no
t re
gula
rly
used
.
Pro
cedu
res
exis
t to
m
onit
or, m
easu
re a
nd
reco
rd O
SH
per
form
ance
, bu
t th
ese
are
outd
ated
, an
d ha
ve n
ot b
een
revi
ewed
for
som
e ti
me.
A r
ange
of
proc
edur
es
exis
t to
mon
itor
, m
easu
re a
nd r
ecor
d O
SH
pe
rfor
man
ce o
n a
regu
lar
basi
s. A
pro
cess
exi
sts
to d
evel
op, es
tabl
ish
and
revi
ew m
any
of t
he
mea
sure
men
ts t
o be
ta
ken.
A w
ide
rang
e of
pr
oced
ures
exi
st t
o m
onit
or, m
easu
re a
nd
reco
rd O
SH
per
form
ance
on
a r
egul
ar b
asis
. A
fo
rmal
pro
cess
exi
sts
to d
evel
op, es
tabl
ish
and
revi
ew a
ll th
e m
easu
rem
ents
to
be
take
n.
BN
o on
e ha
s be
en m
ade
resp
onsi
ble,
acc
ount
able
, or
has
the
aut
hori
ty
for
mon
itor
ing
OS
H
perf
orm
ance
.
No
one
has
been
mad
e re
spon
sibl
e or
acc
ount
able
fo
r m
onit
orin
g O
SH
pe
rfor
man
ce.
The
resp
onsi
bilit
y fo
r m
onit
orin
g, m
easu
ring
an
d re
cord
ing
OS
H
perf
orm
ance
is n
ot
allo
cate
d to
all
leve
ls
in t
he m
anag
emen
t st
ruct
ure.
An
effe
ctiv
e pr
oces
s ex
ists
for
mon
itor
ing,
m
easu
ring
and
rec
ordi
ng
OS
H p
erfo
rman
ce.
Res
pons
ibili
ty,
acco
unta
bilit
y an
d au
thor
ity
have
bee
n al
loca
ted
for
this
at
diff
eren
t le
vels
of
man
agem
ent.
A c
ompr
ehen
sive
pro
cess
ex
ists
for
mon
itor
ing,
m
easu
ring
and
rec
ordi
ng
OS
H p
erfo
rman
ce.
Res
pons
ibili
ty,
acco
unta
bilit
y an
d au
thor
ity
for
this
hav
e be
en a
lloca
ted
at e
very
le
vel o
f th
e m
anag
emen
t st
ruct
ure.
CN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d.A
ver
y lim
ited
num
ber
of
perf
orm
ance
indi
cato
rs
have
bee
n de
velo
ped.
Th
ese
are
not
enti
rely
ap
prop
riat
e to
the
siz
e an
d ty
pe o
f bu
sine
ss.
A m
odes
t nu
mbe
r of
pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d,
and
are
in u
se. Th
ey f
ail
to m
easu
re a
ll as
pect
s of
O
SH
per
form
ance
, an
d ar
e no
t al
l app
ropr
iate
to
the
size
and
typ
e of
bus
ines
s.
A w
ide
num
ber
of O
SH
pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d, a
nd
are
in u
se. Th
ey m
easu
re
mos
t as
pect
s of
OS
H
perf
orm
ance
, an
d ar
e ap
prop
riat
e to
the
siz
e an
d ty
pe o
f th
e or
gani
zati
on’s
bu
sine
ss.
A c
ompr
ehen
sive
OS
H
perf
orm
ance
mea
sure
men
t sy
stem
exi
sts
that
m
easu
res
all a
spec
ts o
f O
SH
per
form
ance
. Th
e pe
rfor
man
ce in
dica
tors
ar
e to
tally
app
ropr
iate
to
the
size
and
nat
ure
of t
he
orga
niza
tion
’s b
usin
ess.
78 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re m
ostl
y qu
alit
ativ
e in
nat
ure,
and
ge
nera
lly a
re n
ot b
ased
on
the
org
aniz
atio
n’s
iden
tifie
d ha
zard
s an
d ri
sks.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re g
ener
ally
qu
alit
ativ
e in
nat
ure,
and
ar
e no
t su
ffici
entl
y ba
sed
on t
he o
rgan
izat
ion’
s id
enti
fied
haza
rds
and
risk
s.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re v
arie
d,
and
are
a m
ixtu
re
of q
ualit
ativ
e an
d qu
anti
tati
ve m
easu
res
that
ar
e ge
nera
lly b
ased
on
the
orga
niza
tion
’s id
enti
fied
haza
rds
and
risk
s.
A t
horo
ugh
set
of
qual
itat
ive
and
quan
tita
tive
OS
H
perf
orm
ance
indi
cato
rs
are
in p
lace
tha
t co
ver
all a
spec
ts o
f O
SH
pe
rfor
man
ce, an
d fo
cus
stro
ngly
on
the
iden
tifie
d ha
zard
s an
d ri
sks
of t
he
orga
niza
tion
.
EN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs f
ail t
o m
easu
re
all t
he c
omm
itm
ents
m
ade
in t
he O
SH
pol
icy
and
obje
ctiv
es.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs m
easu
re o
nly
a fe
w o
f th
e co
mm
itm
ents
m
ade
in t
he O
SH
pol
icy
and
obje
ctiv
es.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs g
ener
ally
m
easu
re m
ost
of t
he
com
mit
men
ts m
ade
in t
he
OS
H p
olic
y an
d ob
ject
ives
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs m
easu
re a
ll th
e co
mm
itm
ents
mad
e in
the
OS
H p
olic
y an
d ob
ject
ives
.
FN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ar
e fo
cuse
d on
rea
ctiv
e m
onit
orin
g, a
nd f
ail
to lo
ok f
or a
ctiv
e or
pr
even
tive
sol
utio
ns.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ar
e fo
cuse
d on
rea
ctiv
e m
onit
orin
g an
d hi
stor
ic
data
, an
d fa
il to
look
fo
r ac
tive
or
prev
enti
ve
solu
tion
s.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ex
ist
usin
g bo
th a
ctiv
e an
d re
acti
ve m
onit
orin
g.
Det
aile
d re
cord
s ar
e ke
pt,
and
data
are
ana
lyse
d to
est
ablis
h tr
ends
and
pr
even
tive
sol
utio
ns.
A c
ompr
ehen
sive
ran
ge o
f pe
rfor
man
ce m
onit
orin
g an
d m
easu
rem
ent
is
used
for
bot
h ac
tive
and
re
acti
ve m
onit
orin
g.
Det
aile
d re
cord
s ar
e ke
pt,
and
data
are
ana
lyse
d to
fin
d so
luti
ons
to im
prov
e fu
ture
per
form
ance
.
GN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Per
form
ance
mon
itor
ing
prov
ides
onl
y lim
ited
fe
edba
ck o
n O
SH
pe
rfor
man
ce, si
nce
not
enou
gh a
ppro
pria
te
mea
sure
men
ts a
re m
ade.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
so
me
feed
back
on
OS
H p
erfo
rman
ce. Th
e m
onit
orin
g of
ten
fails
to
det
erm
ine
whe
ther
ar
rang
emen
ts f
or h
azar
d id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
us
eful
fee
dbac
k on
O
SH
per
form
ance
. Th
e m
onit
orin
g sh
ows
whe
ther
arr
ange
men
ts f
or
haza
rd id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
co
mpl
ete
and
very
us
eful
fee
dbac
k on
O
SH
per
form
ance
. Th
e m
onit
orin
g sh
ows
clea
rly
whe
ther
arr
ange
men
ts f
or
haza
rd id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
79Evaluation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Act
ive
mon
itor
ing
is r
arel
y us
ed t
o tr
ack
achi
evem
ent
of s
peci
fic p
lans
, pe
rfor
man
ce c
rite
ria
or
obje
ctiv
es.
Act
ive
mon
itor
ing
is u
sed
occa
sion
ally
to
chec
k pr
ogre
ss in
ach
ievi
ng
spec
ific
plan
s an
d pe
rfor
man
ce c
rite
ria
and
obje
ctiv
es.
Act
ive
mon
itor
ing
is
gene
rally
use
d to
tra
ck
achi
evem
ent
of s
peci
fic
plan
s, p
erfo
rman
ce
crit
eria
and
obj
ecti
ves.
Act
ive
mon
itor
ing
is
cons
tant
ly u
sed
to t
rack
ac
hiev
emen
t of
spe
cific
pl
ans,
per
form
ance
cr
iter
ia a
nd o
bjec
tive
s.
IN
o sy
stem
atic
pro
cess
ex
ists
to
acti
vely
mon
itor
th
e w
orki
ng e
nvir
onm
ent.
Sur
veill
ance
of
the
wor
king
env
iron
men
t an
d in
spec
tion
of
wor
k sy
stem
s, p
rem
ises
, pl
ant
and
equi
pmen
t ar
e do
ne
occa
sion
ally
, bu
t ar
e no
t do
ne s
yste
mat
ical
ly.
Sur
veill
ance
of
the
wor
king
env
iron
men
t an
d in
spec
tion
of
wor
k sy
stem
s, p
rem
ises
, pl
ant
and
equi
pmen
t ar
e do
ne
syst
emat
ical
ly, bu
t ar
e no
t do
ne w
ith
suffi
cien
t fr
eque
ncy.
Sur
veill
ance
of
the
wor
king
env
iron
men
t an
d in
spec
tion
of
wor
k sy
stem
s, p
rem
ises
, pl
ant
and
equi
pmen
t ar
e do
ne f
requ
entl
y an
d sy
stem
atic
ally
.
Ext
ensi
ve s
urve
illan
ce o
f th
e w
orki
ng e
nvir
onm
ent
and
insp
ecti
on o
f w
ork
syst
ems,
pre
mis
es, pl
ant
and
equi
pmen
t is
don
e ve
ry f
requ
entl
y an
d sy
stem
atic
ally
.
JTh
ere
is n
o ac
tive
m
onit
orin
g of
wor
kers
’ he
alth
, an
d no
pro
cess
is
regu
larl
y us
ed t
o pr
even
t or
con
trol
hea
lth
haza
rds.
Rud
imen
tary
act
ive
surv
eilla
nce
of w
orke
rs’
heal
th is
car
ried
out
onl
y fo
r th
ose
expo
sed
to h
igh
haza
rds.
Act
ive
surv
eilla
nce
of
wor
kers
’ hea
lth
is r
egul
arly
ca
rrie
d ou
t fo
r th
ose
expo
sed
to h
igh
haza
rds.
N
o sc
reen
ing
is p
rovi
ded
for
any
othe
r w
orke
rs.
An
effe
ctiv
e sy
stem
for
th
e ac
tive
sur
veill
ance
of
wor
kers
’ hea
lth
is
appl
ied
in a
reg
ular
and
sy
stem
atic
way
for
mos
t w
orke
rs.
A c
ompr
ehen
sive
sys
tem
fo
r th
e ac
tive
sur
veill
ance
of
wor
kers
’ hea
lth
is
appl
ied
in a
reg
ular
and
sy
stem
atic
way
for
all
wor
kers
.
KTh
e or
gani
zati
on f
ails
to
com
ply
wit
h na
tion
al
law
s an
d re
gula
tion
s or
goo
d O
SH
pra
ctic
es
rela
ting
to
colle
ctin
g O
SH
pe
rfor
man
ce d
ata.
The
orga
niza
tion
ge
nera
lly c
ompl
ies
wit
h m
ost
nati
onal
law
s an
d re
gula
tion
s. A
pra
ctic
e of
m
inim
al c
ompl
ianc
e is
in
plac
e, a
nd o
nly
basi
c da
ta
are
colle
cted
.
The
orga
niza
tion
is
gene
rally
com
plia
nt w
ith
all n
atio
nal l
aws
and
regu
lati
ons
rela
ting
to
the
colle
ctio
n of
OS
H
perf
orm
ance
dat
a.
The
orga
niza
tion
com
plie
s w
ith
and
in s
ome
way
s ex
ceed
s th
e re
quir
emen
ts
of n
atio
nal l
aws
and
regu
lati
ons
rela
ting
to
OS
H p
erfo
rman
ce
mea
sure
men
t.
The
orga
niza
tion
ful
ly
com
plie
s w
ith
and
exce
eds
the
requ
irem
ents
of
nat
iona
l law
s an
d re
gula
tion
s re
lati
ng
to O
SH
per
form
ance
m
easu
rem
ent.
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re m
ostl
y qu
alit
ativ
e in
nat
ure,
and
ge
nera
lly a
re n
ot b
ased
on
the
org
aniz
atio
n’s
iden
tifie
d ha
zard
s an
d ri
sks.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re g
ener
ally
qu
alit
ativ
e in
nat
ure,
and
ar
e no
t su
ffici
entl
y ba
sed
on t
he o
rgan
izat
ion’
s id
enti
fied
haza
rds
and
risk
s.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs a
re v
arie
d,
and
are
a m
ixtu
re
of q
ualit
ativ
e an
d qu
anti
tati
ve m
easu
res
that
ar
e ge
nera
lly b
ased
on
the
orga
niza
tion
’s id
enti
fied
haza
rds
and
risk
s.
A t
horo
ugh
set
of
qual
itat
ive
and
quan
tita
tive
OS
H
perf
orm
ance
indi
cato
rs
are
in p
lace
tha
t co
ver
all a
spec
ts o
f O
SH
pe
rfor
man
ce, an
d fo
cus
stro
ngly
on
the
iden
tifie
d ha
zard
s an
d ri
sks
of t
he
orga
niza
tion
.
EN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs f
ail t
o m
easu
re
all t
he c
omm
itm
ents
m
ade
in t
he O
SH
pol
icy
and
obje
ctiv
es.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs m
easu
re o
nly
a fe
w o
f th
e co
mm
itm
ents
m
ade
in t
he O
SH
pol
icy
and
obje
ctiv
es.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs g
ener
ally
m
easu
re m
ost
of t
he
com
mit
men
ts m
ade
in t
he
OS
H p
olic
y an
d ob
ject
ives
.
Exi
stin
g pe
rfor
man
ce
indi
cato
rs m
easu
re a
ll th
e co
mm
itm
ents
mad
e in
the
OS
H p
olic
y an
d ob
ject
ives
.
FN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ar
e fo
cuse
d on
rea
ctiv
e m
onit
orin
g, a
nd f
ail
to lo
ok f
or a
ctiv
e or
pr
even
tive
sol
utio
ns.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ar
e fo
cuse
d on
rea
ctiv
e m
onit
orin
g an
d hi
stor
ic
data
, an
d fa
il to
look
fo
r ac
tive
or
prev
enti
ve
solu
tion
s.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t ex
ist
usin
g bo
th a
ctiv
e an
d re
acti
ve m
onit
orin
g.
Det
aile
d re
cord
s ar
e ke
pt,
and
data
are
ana
lyse
d to
est
ablis
h tr
ends
and
pr
even
tive
sol
utio
ns.
A c
ompr
ehen
sive
ran
ge o
f pe
rfor
man
ce m
onit
orin
g an
d m
easu
rem
ent
is
used
for
bot
h ac
tive
and
re
acti
ve m
onit
orin
g.
Det
aile
d re
cord
s ar
e ke
pt,
and
data
are
ana
lyse
d to
fin
d so
luti
ons
to im
prov
e fu
ture
per
form
ance
.
GN
o pe
rfor
man
ce in
dica
tors
ha
ve b
een
deve
lope
d or
ar
e in
use
.
Per
form
ance
mon
itor
ing
prov
ides
onl
y lim
ited
fe
edba
ck o
n O
SH
pe
rfor
man
ce, si
nce
not
enou
gh a
ppro
pria
te
mea
sure
men
ts a
re m
ade.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
so
me
feed
back
on
OS
H p
erfo
rman
ce. Th
e m
onit
orin
g of
ten
fails
to
det
erm
ine
whe
ther
ar
rang
emen
ts f
or h
azar
d id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
us
eful
fee
dbac
k on
O
SH
per
form
ance
. Th
e m
onit
orin
g sh
ows
whe
ther
arr
ange
men
ts f
or
haza
rd id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
Exi
stin
g pe
rfor
man
ce
mon
itor
ing
prov
ides
co
mpl
ete
and
very
us
eful
fee
dbac
k on
O
SH
per
form
ance
. Th
e m
onit
orin
g sh
ows
clea
rly
whe
ther
arr
ange
men
ts f
or
haza
rd id
enti
ficat
ion,
ris
k as
sess
men
t an
d co
ntro
l ar
e w
orki
ng e
ffec
tive
ly.
80 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
LR
eact
ive
mon
itor
ing
is
used
at
tim
es t
o ca
ptur
e w
ork-
rela
ted
inju
ries
, ill
hea
lth,
dis
ease
and
in
cide
nts.
Thi
s is
not
sy
stem
atic
ally
mai
ntai
ned,
an
d th
e da
ta c
olle
cted
are
un
relia
ble.
Rea
ctiv
e m
onit
orin
g is
us
ed g
ener
ally
to
capt
ure
wor
k-re
late
d in
juri
es,
ill h
ealt
h, d
isea
se a
nd
inci
dent
s. T
hese
dat
a ar
e no
t sy
stem
atic
ally
m
aint
aine
d, a
nd a
re
inco
mpl
ete,
sin
ce o
nly
high
-sev
erit
y ev
ents
are
ca
ptur
ed.
The
orga
niza
tion
ha
s a
basi
c sy
stem
fo
r m
onit
orin
g O
SH
per
form
ance
m
easu
rem
ent.
How
ever
, on
ly h
igh-
seve
rity
inju
ries
ar
e tr
acke
d. D
amag
e an
d in
cide
nts
are
rare
ly
repo
rted
.
The
orga
niza
tion
has
an
effe
ctiv
e sy
stem
tha
t m
onit
ors
inci
dent
s,
inju
ries
, ill
hea
lth
and
sick
ness
, da
mag
e an
d lo
sses
. M
onit
orin
g is
sy
stem
atic
ally
car
ried
out
, an
d th
e da
ta c
olle
cted
ar
e ge
nera
lly u
sed
to
inve
stig
ate
OS
H f
ailu
res
and
seek
impr
ovem
ents
.
The
orga
niza
tion
has
a
very
com
preh
ensi
ve
syst
em t
hat
mon
itor
s in
cide
nts,
inju
ries
, ill
he
alth
and
sic
knes
s,
dam
age
and
loss
es.
Mon
itor
ing
is
syst
emat
ical
ly c
arri
ed o
ut,
and
the
data
col
lect
ed a
re
used
to
inve
stig
ate
OS
H
failu
res.
The
mon
itor
ing
is u
sed
to fi
nd r
emed
ial
mea
sure
s, a
nd is
a k
ey
elem
ent
of c
onti
nuou
s im
prov
emen
ts.
ITE
M 3
.11
PE
rFO
rM
AN
CE
MO
NIT
Or
ING
AN
D M
EA
SU
rE
ME
NT
(max
. sc
ore
for
this
item
is 6
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
81Evaluation
Thre
ats
Gui
danc
e no
tes
Pro
cedu
res
to m
onit
or, m
easu
re a
nd r
ecor
d O
SH
per
form
ance
on
a re
gula
r ba
sis
shou
ld b
e de
velo
ped,
est
ablis
hed,
impl
emen
ted,
and
per
iodi
cally
rev
iew
ed.
Res
pons
ibili
ties
, ac
coun
tabi
litie
s an
d au
thor
itie
s fo
r m
onit
orin
g sh
ould
be
allo
cate
d at
dif
fere
nt le
vels
in t
he m
anag
emen
t st
ruct
ure.
The
sele
ctio
n of
per
form
ance
indi
cato
rs s
houl
d ta
ke in
to a
ccou
nt t
he s
ize
and
natu
re o
f ac
tivi
ty o
f th
e or
gani
zati
on, an
d th
e O
SH
obj
ecti
ves.
Bot
h qu
alit
ativ
e an
d qu
anti
tati
ve m
easu
res
appr
opri
ate
to t
he n
eeds
of
the
orga
niza
tion
sho
uld
be c
onsi
dere
d. T
hese
sho
uld:
(a)
be b
ased
on
the
orga
niza
tion
’s id
enti
fied
haza
rds
and
risk
s, t
he c
omm
itm
ents
in it
s O
SH
pol
icy
and
its
OS
H o
bjec
tive
s;(b
) su
ppor
t th
e or
gani
zati
on’s
eva
luat
ion
proc
esse
s in
clud
ing
the
man
agem
ent
revi
ew.
Per
form
ance
mon
itor
ing
and
mea
sure
men
t sh
ould
:(a
) be
use
d as
a m
eans
of
dete
rmin
ing
the
exte
nt t
o w
hich
OS
H p
olic
y an
d ob
ject
ives
are
bei
ng im
plem
ente
d an
d ri
sks
are
cont
rolle
d;(b
) in
clud
e bo
th a
ctiv
e an
d re
acti
ve m
onit
orin
g, a
nd n
ot b
e ba
sed
only
upo
n w
ork-
rela
ted
inju
ry, ill
hea
lth,
dis
ease
and
inci
dent
sta
tist
ics;
(c)
be r
ecor
ded.
Mon
itor
ing
shou
ld p
rovi
de:
(a)
feed
back
on
OS
H p
erfo
rman
ce;
(b)
info
rmat
ion
to d
eter
min
e w
heth
er t
he d
ay-t
o-da
y ar
rang
emen
ts f
or h
azar
d an
d ri
sk id
enti
ficat
ion,
pre
vent
ion
and
cont
rol a
re in
pla
ce, an
d ar
e op
erat
ing
effe
ctiv
ely;
(c)
the
basi
s fo
r de
cisi
ons
abou
t im
prov
emen
t in
haz
ard
iden
tific
atio
n an
d ri
sk c
ontr
ol, an
d th
e O
SH
man
agem
ent
syst
em.
Act
ive
mon
itor
ing
shou
ld c
onta
in t
he e
lem
ents
nec
essa
ry t
o ha
ve a
pro
acti
ve s
yste
m, an
d sh
ould
incl
ude:
(a)
mon
itor
ing
the
achi
evem
ent
of s
peci
fic p
lans
, es
tabl
ishe
d pe
rfor
man
ce c
rite
ria
and
obje
ctiv
es;
(b)
the
syst
emat
ic in
spec
tion
of
wor
k sy
stem
s, p
rem
ises
, pl
ant
and
equi
pmen
t;(c
) su
rvei
llanc
e of
the
wor
king
env
iron
men
t, in
clud
ing
wor
k or
gani
zati
on;
(d)
wor
kers
’ hea
lth
surv
eilla
nce,
whe
re a
ppro
pria
te, th
roug
h su
itab
le m
edic
al m
onit
orin
g or
fol
low
-up
of w
orke
rs f
or e
arly
det
ecti
on o
f si
gns
and
sym
ptom
s of
har
m
to h
ealt
h, t
o de
term
ine
the
effe
ctiv
enes
s of
pre
vent
ion
and
cont
rol m
easu
res;
(e)
com
plia
nce
wit
h ap
plic
able
nat
iona
l law
s an
d re
gula
tion
s, c
olle
ctiv
e ag
reem
ents
and
com
mit
men
ts o
n O
SH
tha
t th
e or
gani
zati
on h
as s
ubsc
ribe
d to
.
Rea
ctiv
e m
onit
orin
g sh
ould
incl
ude
the
iden
tific
atio
n, r
epor
ting
and
inve
stig
atio
n of
:(a
) w
ork-
rela
ted
inju
ries
, ill
hea
lth
(inc
ludi
ng m
onit
orin
g of
agg
rega
te s
ickn
ess
abse
nce
reco
rds)
, di
seas
es a
nd in
cide
nts;
(b)
othe
r lo
sses
, su
ch a
s da
mag
e to
pro
pert
y;(c
) de
ficie
nt s
afet
y an
d he
alth
per
form
ance
, an
d O
SH
man
agem
ent
syst
em f
ailu
res;
(d)
wor
ker
reha
bilit
atio
n an
d he
alth
res
tora
tion
pro
gram
mes
.
82 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Eva
luat
ion
Item
3.1
2 I
nves
tiga
tion
of
wor
k-re
late
d in
juri
es,
ill h
ealt
h, d
isea
ses
and
inci
dent
s, a
nd t
heir
impa
ct o
n sa
fety
and
hea
lth
perf
orm
ance
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AIn
vest
igat
ions
are
co
nduc
ted
only
for
w
ork-
rela
ted
seri
ous
inju
ry c
ases
. Th
ese
inve
stig
atio
ns f
ocus
on
the
appo
rtio
ning
of
blam
e.
Onl
y in
cide
nts
invo
lvin
g lo
st t
ime,
inju
ry o
r si
gnifi
cant
dam
age
are
subj
ecte
d to
a v
ery
elem
enta
ry f
orm
of
inve
stig
atio
n.
Inci
dent
s in
volv
ing
lost
ti
me,
inju
ry o
r da
mag
e ar
e in
vest
igat
ed.
All
inci
dent
s in
volv
ing
inju
ry o
r da
mag
e, o
r ne
ar-
mis
s ev
ents
, ar
e su
bjec
t to
inve
stig
atio
n, a
nd a
re
clos
ely
stud
ied
to id
enti
fy
root
cau
ses.
All
inci
dent
s ar
e in
vest
igat
ed, an
d ar
e su
bjec
ted
to a
ver
y th
orou
gh a
nd s
yste
mat
ic
exam
inat
ion
to id
enti
fy
root
cau
ses.
BTh
ere
is n
o pr
oces
s in
pl
ace
that
cap
ture
s or
in
vest
igat
es il
l hea
lth
or
dise
ases
to
dete
rmin
e w
heth
er t
hese
are
wor
k re
late
d.
Ther
e is
no
effe
ctiv
e sy
stem
in p
lace
to
iden
tify
ill
hea
lth
and
dise
ases
, or
to
dete
rmin
e w
heth
er
thes
e ar
e w
ork
rela
ted.
Cas
es o
f ill
hea
lth
and
dise
ases
are
sup
pose
d to
be
repo
rted
and
in
vest
igat
ed. H
owev
er,
a si
gnifi
cant
pro
port
ion
of s
uch
case
s ar
e no
t re
port
ed, an
d th
eref
ore
are
not
inve
stig
ated
.
Ill h
ealt
h an
d di
seas
es a
re
gene
rally
rep
orte
d, a
nd
are
also
inve
stig
ated
to
esta
blis
h w
heth
er t
hey
are
caus
ed b
y w
ork-
rela
ted
issu
es.
Ill h
ealt
h an
d di
seas
es
are
cons
iste
ntly
rep
orte
d,
and
are
thor
ough
ly
inve
stig
ated
to
esta
blis
h w
heth
er t
hey
are
caus
ed
by w
ork-
rela
ted
issu
es.
CTh
ere
is n
o sy
stem
in
plac
e to
exa
min
e in
cide
nts
to e
stab
lish
whe
ther
th
e O
SH
man
agem
ent
syst
em h
as f
aile
d or
has
be
en in
adeq
uate
in t
hese
ci
rcum
stan
ces.
Ther
e is
no
effe
ctiv
e sy
stem
to
exam
ine
repo
rted
inci
dent
s to
es
tabl
ish
whe
ther
the
O
SH
man
agem
ent
syst
em
has
faile
d or
has
bee
n in
adeq
uate
in t
hese
ci
rcum
stan
ces.
The
syst
em in
pla
ce
for
the
repo
rtin
g an
d in
vest
igat
ion
of in
cide
nts
freq
uent
ly f
ails
to
seri
ousl
y ex
amin
e w
heth
er
the
OS
H m
anag
emen
t sy
stem
fai
led
or w
as
inad
equa
te.
An
effe
ctiv
e sy
stem
exi
sts
that
doe
s in
vest
igat
e al
l ty
pes
of in
cide
nt, an
d it
doe
s tr
y to
est
ablis
h w
heth
er a
fai
lure
or
inad
equa
cy in
the
OS
H
man
agem
ent
syst
em w
as
a m
ain
or c
ontr
ibut
ing
fact
or.
A v
ery
thor
ough
and
co
mpr
ehen
sive
sys
tem
ex
ists
tha
t do
es in
vest
igat
e al
l typ
es o
f in
cide
nts.
It
expl
ores
the
roo
t ca
uses
in
deta
il, a
nd lo
oks
clos
ely
to
esta
blis
h w
heth
er a
fai
lure
or
inad
equa
cy in
the
OS
H
man
agem
ent
syst
em w
as
a m
ain
or c
ontr
ibut
ing
fact
or.
83Evaluation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DTh
e or
gani
zati
on d
oes
not
have
com
pete
nt p
erso
ns
to c
arry
out
inci
dent
in
vest
igat
ions
.
The
orga
niza
tion
doe
s ha
ve a
com
pete
nt p
erso
n to
car
ry o
ut in
cide
nt
inve
stig
atio
ns r
elat
ing
to
wor
kpla
ce in
juri
es, bu
t do
es n
ot h
ave
com
pete
nt
pers
ons
rela
ting
to
dise
ase
or il
l-he
alth
issu
es.
The
orga
niza
tion
doe
s ha
ve c
ompe
tent
per
sons
to
car
ry o
ut in
cide
nt
inve
stig
atio
ns r
elat
ing
to w
orkp
lace
inju
ries
. It
ha
s ac
cess
to
exte
rnal
pr
ovid
ers
for
dise
ase
and
ill-h
ealt
h is
sues
, bu
t th
ese
are
very
rar
ely
used
.
The
orga
niza
tion
has
co
mpe
tent
per
sons
to
car
ry o
ut in
cide
nt
inve
stig
atio
ns r
elat
ing
to w
orkp
lace
inju
ries
. Th
ey a
lso
use
com
pete
nt
heal
th p
rofe
ssio
nals
and
in
dust
rial
hyg
ieni
sts
to
iden
tify
and
inve
stig
ate
dise
ase
and
ill-h
ealt
h is
sues
.
The
orga
niza
tion
has
co
mpe
tent
per
sons
to
car
ry o
ut in
cide
nt
inve
stig
atio
ns r
elat
ing
to w
orkp
lace
inju
ries
. It
also
has
a c
ompr
ehen
sive
te
am o
f co
mpe
tent
hea
lth
prof
essi
onal
s an
d in
dust
rial
hy
gien
ists
to
iden
tify
and
in
vest
igat
e di
seas
e an
d ill
-he
alth
issu
es.
ETh
e or
gani
zati
on
does
not
pub
lish
or
com
mun
icat
e th
e re
sult
s of
any
inve
stig
atio
ns in
to
wor
kpla
ce in
juri
es, ill
he
alth
or
dise
ase.
The
re is
no
wor
ker
part
icip
atio
n in
th
is p
roce
ss.
The
orga
niza
tion
co
mm
unic
ates
the
res
ults
of
any
inve
stig
atio
ns in
to
very
ser
ious
wor
kpla
ce
inju
ries
, ill
hea
lth
or
dise
ase
to t
he s
afet
y an
d he
alth
com
mit
tee.
Th
ere
is li
ttle
wor
ker
part
icip
atio
n in
thi
s pr
oces
s.
The
orga
niza
tion
doe
s no
t co
nsul
t w
ith
the
safe
ty a
nd h
ealt
h co
mm
itte
e on
the
res
ults
of
inve
stig
atio
ns in
to
wor
kpla
ce in
juri
es,
ill h
ealt
h or
dis
ease
. It
doe
s co
mm
unic
ate
the
final
res
ults
of
its
inve
stig
atio
ns. W
orke
r pa
rtic
ipat
ion
is li
mit
ed.
The
orga
niza
tion
con
sult
s w
ith
the
safe
ty a
nd
heal
th c
omm
itte
e to
find
so
luti
ons
that
wou
ld
prev
ent
a re
curr
ence
of
the
issu
es b
eing
in
vest
igat
ed. It
als
o co
mm
unic
ates
the
fin
al r
esul
ts o
f th
e in
vest
igat
ions
, an
d en
cour
ages
wor
ker
part
icip
atio
n.
The
orga
niza
tion
con
sult
s w
idel
y w
ith
the
safe
ty a
nd
heal
th c
omm
itte
e an
d w
orke
rs t
o fin
d so
luti
ons
whi
ch t
hat
wou
ld p
reve
nt
a re
curr
ence
of
the
issu
es
bein
g in
vest
igat
ed. It
al
so c
omm
unic
ates
th
e fin
al r
esul
ts o
f th
e in
vest
igat
ions
, an
d en
sure
s th
at c
orre
ctiv
e ac
tion
s ar
e id
enti
fied.
FC
orre
ctiv
e ac
tion
s ar
e ra
rely
tak
en, si
nce
root
cau
ses
are
rare
ly
iden
tifie
d.
Cor
rect
ive
acti
ons
are
rare
ly t
aken
, si
nce
root
ca
uses
are
fre
quen
tly
not
iden
tifie
d.
Cor
rect
ive
acti
ons
are
gene
rally
tak
en w
here
ro
ot c
ause
s ha
ve b
een
esta
blis
hed.
How
ever
, ro
ot c
ause
s ar
e ve
ry r
arel
y es
tabl
ishe
d fo
r ve
ry m
inor
an
d ne
ar-m
iss
inci
dent
s.
Cor
rect
ive
acti
ons
that
ha
ve b
een
agre
ed w
ith
the
safe
ty a
nd h
ealt
h co
mm
itte
e an
d w
orke
rs’
repr
esen
tati
ves
are
gene
rally
tak
en q
uick
ly, to
en
sure
tha
t ev
ents
do
not
recu
r.
Cor
rect
ive
acti
ons
that
ha
ve b
een
disc
usse
d an
d ag
reed
wit
h th
e sa
fety
an
d he
alth
com
mit
tee
and
wor
kers
’ rep
rese
ntat
ives
ar
e im
plem
ente
d qu
ickl
y,
to e
nsur
e th
at e
vent
s do
no
t re
cur.
A f
ollo
w-u
p pr
oces
s ch
ecks
tha
t th
e co
rrec
tive
act
ions
hav
e be
en im
plem
ente
d an
d ar
e w
orki
ng.
84 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
GR
epor
ts f
rom
ext
erna
l in
vest
igat
ive
agen
cies
, in
clud
ing
insp
ecto
rate
s an
d so
cial
sec
urit
y in
stit
utio
ns, ar
e gi
ven
som
e at
tent
ion
only
if
the
y in
volv
e br
each
es
of O
SH
law
s or
fina
ncia
l pe
nalt
ies.
Rep
orts
rec
eive
d fr
om
exte
rnal
inve
stig
ativ
e ag
enci
es, in
clud
ing
insp
ecto
rate
s an
d so
cial
se
curi
ty in
stit
utio
ns, ar
e gi
ven
atte
ntio
n if
the
y in
volv
e br
each
es o
f O
SH
la
ws.
Rep
orts
rec
eive
d fr
om
exte
rnal
inve
stig
ativ
e ag
enci
es, in
clud
ing
insp
ecto
rate
s an
d so
cial
se
curi
ty in
stit
utio
ns, ar
e gi
ven
less
att
enti
on t
han
inte
rnal
inve
stig
atio
ns
unle
ss t
here
are
bre
ache
s of
OS
H la
ws.
Rep
orts
rec
eive
d fr
om
exte
rnal
inve
stig
ativ
e ag
enci
es, in
clud
ing
insp
ecto
rate
s, s
ocia
l se
curi
ty in
stit
utio
ns,
insu
rers
, ce
rtifi
cati
on
bodi
es a
nd p
rofe
ssio
nal
advi
sers
are
gen
eral
ly
acte
d on
in t
he s
ame
way
as
inte
rnal
inve
stig
atio
ns.
Rep
orts
rec
eive
d fr
om
exte
rnal
inve
stig
ativ
e ag
enci
es, in
clud
ing
insp
ecto
rate
s, s
ocia
l se
curi
ty in
stit
utio
ns,
insu
rers
, ce
rtifi
cati
on
bodi
es a
nd p
rofe
ssio
nal
advi
sers
, ar
e al
way
s ac
ted
on w
ith
rigo
r eq
ual t
o th
at
of in
tern
al in
vest
igat
ions
.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
2 I
NVE
STI
GAT
ION
OF
WO
rK
-rE
LATE
D I
NJU
rIE
S,I
LL H
EA
LTH
AN
D D
ISE
AS
ES
(m
ax. sc
ore
for
this
item
is 3
5)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
85Evaluation
Thre
ats
Gui
danc
e no
tes
Inve
stig
atio
n of
the
ori
gin
and
unde
rlyi
ng c
ause
s of
wor
k-re
late
d in
juri
es, ill
hea
lth,
dis
ease
s an
d in
cide
nts
shou
ld id
enti
fy a
ny f
ailu
res
in t
he O
SH
man
agem
ent
syst
em, an
d sh
ould
be
docu
men
ted.
Suc
h in
vest
igat
ions
sho
uld
be c
arri
ed o
ut b
y co
mpe
tent
per
sons
, w
ith
the
appr
opri
ate
part
icip
atio
n of
wor
kers
and
the
ir r
epre
sent
ativ
es.
The
resu
lts
of s
uch
inve
stig
atio
ns s
houl
d be
com
mun
icat
ed t
o th
e sa
fety
and
hea
lth
com
mit
tee,
whe
re it
exi
sts,
and
the
com
mit
tee
shou
ld m
ake
appr
opri
ate
reco
mm
enda
tion
s.
The
resu
lts
of in
vest
igat
ions
, in
add
itio
n to
any
rec
omm
enda
tion
s fr
om t
he s
afet
y an
d he
alth
com
mit
tee,
sho
uld
be c
omm
unic
ated
to
appr
opri
ate
pers
ons
fo
r co
rrec
tive
act
ion,
incl
uded
in t
he m
anag
emen
t re
view
, an
d co
nsid
ered
for
con
tinu
al im
prov
emen
t ac
tivi
ties
.
The
corr
ecti
ve a
ctio
n re
sult
ing
from
suc
h in
vest
igat
ions
sho
uld
be im
plem
ente
d in
ord
er t
o av
oid
repe
titi
on o
f w
ork-
rela
ted
inju
ries
, ill
hea
lth,
dis
ease
s an
d in
cide
nts.
Rep
orts
pro
duce
d by
ext
erna
l inv
esti
gati
ve a
genc
ies,
suc
h as
insp
ecto
rate
s an
d so
cial
insu
ranc
e in
stit
utio
ns, sh
ould
be
acte
d up
on in
the
sam
e m
anne
r
as in
tern
al in
vest
igat
ions
, ta
king
issu
es o
f co
nfide
ntia
lity
into
acc
ount
.
86 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Eva
luat
ion
Item
3.1
3 A
udit
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o in
tern
al o
r ex
tern
al
audi
ts a
re c
arri
ed o
ut o
n a
peri
odic
bas
is.
Occ
asio
nal i
nter
nal
audi
ts a
re c
arri
ed o
ut
infr
eque
ntly
on
a ra
ndom
ba
sis,
and
fai
l to
cove
r al
l pa
rts
of t
he o
rgan
izat
ion.
Th
ese
inte
rnal
aud
its
focu
s on
the
phy
sica
l sta
te
of t
he w
orkp
lace
, an
d fa
il to
mea
sure
the
OS
H
man
agem
ent
syst
em.
Inte
rnal
aud
its
are
carr
ied
out
on a
per
iodi
c ba
sis
cove
ring
som
e pa
rts
of t
he
orga
niza
tion
. Th
ese
audi
ts
are
gene
rally
not
sub
ject
to
an
effe
ctiv
e pl
anni
ng
and
sche
dulin
g pr
oces
s.
Inte
rnal
and
ext
erna
l au
dits
cov
erin
g th
e en
tire
org
aniz
atio
n ar
e ca
rrie
d ou
t on
a p
erio
dic
basi
s. T
hese
aud
its
are
sche
dule
d in
the
aud
it-
plan
ning
pro
cess
to
ensu
re t
hat
each
par
t of
th
e or
gani
zati
on is
aud
ited
at
leas
t ev
ery
thre
e ye
ars.
A c
ompr
ehen
sive
pro
cess
of
inte
rnal
and
ext
erna
l au
dits
cov
erin
g th
e en
tire
or
gani
zati
on is
car
ried
out
on
a r
egul
ar b
asis
. Th
ese
audi
ts a
re s
ched
uled
in
the
audi
t-pl
anni
ng p
roce
ss
to e
nsur
e th
at e
very
par
t of
the
org
aniz
atio
n is
au
dite
d at
leas
t ev
ery
two
year
s.
BN
o au
dit
polic
y or
pr
ogra
mm
e ex
ists
in t
he
orga
niza
tion
.
No
form
al in
tern
al a
udit
po
licy
or p
rogr
amm
e ex
ists
in
the
org
aniz
atio
n.
An
inte
rnal
aud
it p
olic
y an
d pr
ogra
mm
e is
in
effe
ct, bu
t fa
ils t
o en
sure
au
dito
r co
mpe
tenc
es.
The
audi
t sc
ope,
aud
it
met
hodo
logy
, sc
hedu
ling
and
repo
rtin
g ar
e no
t cl
earl
y de
fined
.
An
effe
ctiv
e au
dit
polic
y an
d pr
ogra
mm
e is
in
effe
ct t
hat
ensu
res
audi
tor
com
pete
nces
. Th
e au
dit
scop
e, a
udit
met
hodo
logy
, sc
hedu
ling
and
repo
rtin
g ar
e de
fined
.
A v
ery
effe
ctiv
e an
d ef
ficie
nt a
udit
pol
icy
and
prog
ram
me
is in
eff
ect
that
ens
ures
aud
itor
co
mpe
tenc
es. Th
e au
dit
scop
e an
d m
etho
dolo
gy
are
regu
larl
y re
view
ed.
Sch
edul
ing
and
repo
rtin
g ar
e cl
earl
y de
fined
and
do
cum
ente
d.
87Evaluation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CN
o in
tern
al o
r ex
tern
al
audi
ts a
re c
arri
ed o
ut t
o en
sure
com
plia
nce
wit
h an
y of
the
ele
men
ts o
f th
e O
SH
man
agem
ent
syst
em.
Inte
rnal
aud
its
fail
to
mea
sure
com
plia
nce
wit
h th
e O
SH
man
agem
ent
syst
em e
lem
ents
.
The
audi
t m
etho
dolo
gy
in u
se f
ails
to
mea
sure
pe
rfor
man
ce a
ccur
atel
y ag
ains
t m
any
of t
he
elem
ents
of
the
ILO
-OS
H
man
agem
ent
syst
em
guid
elin
es.
The
audi
t m
etho
dolo
gy
in u
se is
gen
eral
ly
effe
ctiv
e in
mea
suri
ng
perf
orm
ance
aga
inst
m
ost
of t
he e
lem
ents
the
IL
O-O
SH
man
agem
ent
syst
em g
uide
lines
, or
an
appr
opri
ate
subs
et o
f th
ese
elem
ents
.
The
audi
t m
etho
dolo
gy in
us
e is
hig
hly
effe
ctiv
e in
m
easu
ring
per
form
ance
ag
ains
t al
l ele
men
ts o
f th
e O
SH
man
agem
ent
syst
em a
s de
scri
bed
in
the
ILO
-OS
H m
anag
emen
t gu
idel
ines
.
DN
o au
dits
are
car
ried
out
.Th
ere
is n
o ex
tern
al
valid
atio
n of
m
easu
rem
ent
of
the
audi
ts.
Ext
erna
l aud
its
are
carr
ied
out
at le
ast
ever
y 5
yea
rs t
o en
sure
tha
t th
e m
easu
rem
ent
crit
eria
us
ed f
or in
tern
al a
udit
s of
so
me
elem
ents
of
the
OS
H
man
agem
ent
syst
em a
re
cons
iste
nt w
ith
thos
e us
ed
by o
ther
org
aniz
atio
ns in
th
e sa
me
indu
stry
.
Ext
erna
l aud
its
are
carr
ied
out
at le
ast
ever
y 5
yea
rs t
o en
sure
tha
t th
e m
easu
rem
ent
crit
eria
us
ed f
or in
tern
al a
udit
s of
al
l ele
men
ts o
f th
e O
SH
m
anag
emen
t sy
stem
are
co
nsis
tent
wit
h th
ose
used
by
oth
er o
rgan
izat
ions
in
the
sam
e in
dust
ry.
Ext
erna
l aud
its
are
carr
ied
out
at le
ast
ever
y 3
yea
rs t
o en
sure
tha
t th
e m
easu
rem
ent
crit
eria
us
ed f
or in
tern
al a
udit
s of
al
l ele
men
ts o
f th
e O
SH
m
anag
emen
t sy
stem
are
co
nsis
tent
wit
h th
ose
used
by
oth
er o
rgan
izat
ions
in
the
sam
e in
dust
ry.
EN
o m
easu
rem
ents
are
ta
ken
that
wou
ld e
stab
lish
whe
ther
the
org
aniz
atio
n is
mee
ting
its
OS
H p
olic
y or
obj
ecti
ves.
The
mea
sure
men
ts t
aken
fr
om b
oth
inte
rnal
and
ex
tern
al a
udit
s, a
nd
the
conc
lusi
ons
draw
n fr
om t
hese
aud
its,
are
ra
rely
use
d to
est
ablis
h or
con
firm
tha
t th
e or
gani
zati
on is
mee
ting
it
s O
SH
pol
icy
and
obje
ctiv
es.
The
mea
sure
men
ts t
aken
fr
om b
oth
inte
rnal
and
ex
tern
al a
udit
s, a
nd
the
conc
lusi
ons
draw
n fr
om t
hese
aud
its,
are
so
met
imes
use
d to
es
tabl
ish
and
confi
rm
that
the
org
aniz
atio
n is
m
eeti
ng it
s O
SH
pol
icy
and
obje
ctiv
es.
The
mea
sure
men
ts t
aken
fr
om b
oth
inte
rnal
and
ex
tern
al a
udit
s, a
nd
the
conc
lusi
ons
draw
n fr
om t
hese
aud
its,
are
ge
nera
lly u
sed
to e
stab
lish
and
confi
rm t
hat
the
orga
niza
tion
is m
eeti
ng
its
OS
H p
olic
y an
d ob
ject
ives
.
The
mea
sure
men
ts t
aken
fr
om b
oth
inte
rnal
and
ex
tern
al a
udit
s, a
nd t
he
conc
lusi
ons
draw
n fr
om
thes
e au
dits
, ar
e us
ed
wid
ely
and
cons
iste
ntly
to
est
ablis
h an
d co
nfirm
th
at t
he o
rgan
izat
ion
is
mee
ting
its
OS
H p
olic
y an
d ob
ject
ives
.
88 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FN
o m
easu
rem
ents
are
ta
ken
and
no in
form
atio
n is
pro
vide
d to
wor
kers
to
gain
wor
ker
part
icip
atio
n in
OS
H.
The
info
rmat
ion
prov
ided
fr
om in
tern
al a
nd
exte
rnal
aud
its
is r
arel
y co
mm
unic
ated
to
wor
kers
.
The
info
rmat
ion
prov
ided
fr
om in
tern
al a
nd e
xter
nal
audi
ts is
som
etim
es
com
mun
icat
ed t
o w
orke
rs,
but
is r
arel
y us
ed t
o ga
in
wor
ker
part
icip
atio
n in
O
SH
.
The
info
rmat
ion
prov
ided
fr
om in
tern
al a
nd e
xter
nal
audi
ts is
gen
eral
ly
com
mun
icat
ed t
o w
orke
rs,
and
is u
sed
to g
ain
full
wor
ker
part
icip
atio
n in
O
SH
.
The
info
rmat
ion
prov
ided
fr
om in
tern
al a
nd
exte
rnal
aud
its
is a
lway
s co
mm
unic
ated
to
wor
kers
, an
d is
use
d to
gai
n fu
ll w
orke
r pa
rtic
ipat
ion
in
OS
H.
GN
o au
dits
are
car
ried
out
an
d no
pro
cess
exi
sts
to id
enti
fy c
ompl
ianc
e w
ith
nati
onal
law
s an
d re
gula
tion
s re
lati
ng t
o O
SH
.
The
audi
ts t
hat
are
occa
sion
ally
und
erta
ken
are
rare
ly u
sed
to c
onfir
m
that
the
org
aniz
atio
n co
mpl
ies
fully
wit
h na
tion
al la
ws
and
regu
lati
ons
rela
ting
to
OS
H.
The
audi
ts u
nder
take
n ar
e so
met
imes
use
d to
con
firm
tha
t th
e or
gani
zati
on c
ompl
ies
fully
wit
h na
tion
al la
ws
and
regu
lati
ons
rela
ting
to
OS
H.
The
audi
ts u
nder
take
n ar
e ge
nera
lly u
sed
to c
onfir
m t
hat
the
orga
niza
tion
com
plie
s fu
lly w
ith
nati
onal
law
s an
d re
gula
tion
s re
lati
ng
to O
SH
.
The
audi
ts u
nder
take
n ar
e co
nsis
tent
ly u
sed
to c
onfir
m t
hat
the
orga
niza
tion
com
plie
s fu
lly w
ith
nati
onal
law
s an
d re
gula
tion
s re
lati
ng t
o O
SH
and
als
o O
SH
bes
t pr
acti
ces.
HN
o au
dits
are
car
ried
out
, an
d no
pro
cess
exi
sts
to id
enti
fy a
nd c
orre
ct
wea
knes
ses
or m
ake
impr
ovem
ents
.
Aud
its
are
only
oc
casi
onal
ly u
sed
to
iden
tify
opp
ortu
niti
es f
or
impr
ovem
ent.
Aud
its
are
som
etim
es
used
to
iden
tify
op
port
unit
ies
for
impr
ovem
ents
, an
d to
dri
ve c
onti
nual
im
prov
emen
t.
Aud
its
are
gene
rally
use
d to
iden
tify
opp
ortu
niti
es
for
impr
ovem
ent,
and
to
dri
ve c
onti
nual
im
prov
emen
t.
Aud
its
are
syst
emat
ical
ly
used
to
iden
tify
op
port
unit
ies
for
impr
ovem
ent,
and
to
driv
e co
ntin
ual i
mpr
ovem
ent
and
best
pra
ctic
e.
IN
o au
dits
are
car
ried
out
an
d no
pro
cess
exi
sts
to id
enti
fy a
nd c
orre
ct
wea
knes
ses
or m
ake
impr
ovem
ents
.
The
corr
ecti
on o
f id
enti
fied
wea
knes
ses
is n
ot g
iven
suf
ficie
nt
atte
ntio
n or
impl
emen
ted
quic
kly
enou
gh. Th
ere
is v
ery
littl
e fo
cus
on
impr
ovem
ents
.
Impr
ovem
ents
and
the
co
rrec
tion
of
iden
tifie
d w
eakn
esse
s ar
e no
t su
ffici
entl
y m
onit
ored
an
d ge
nera
lly n
ot t
aken
qu
ickl
y en
ough
. N
o ef
fect
ive
follo
w-u
p sy
stem
ex
ists
.
Impr
ovem
ents
and
the
co
rrec
tion
of
iden
tifie
d w
eakn
esse
s ar
e ge
nera
lly
mon
itor
ed, an
d co
rrec
tive
ac
tion
s ar
e m
ostl
y ta
ken
wit
hin
a re
ason
able
tim
e.
Thes
e ar
e su
bjec
t to
a
follo
w-u
p pr
oces
s to
en
sure
com
plet
ion.
Impr
ovem
ents
and
the
co
rrec
tion
of
iden
tifie
d w
eakn
esse
s ar
e m
onit
ored
, an
d co
rrec
tive
act
ions
ar
e ta
ken
in a
tim
ely
man
ner.
Thes
e ar
e su
bjec
t to
a s
yste
mat
ic f
ollo
w-
up p
roce
ss t
o en
sure
co
mpl
etio
n.
89Evaluation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
JTh
e or
gani
zati
on d
oes
not
have
any
com
pete
nt
audi
tors
, or
uti
lize
exte
rnal
co
mpe
tent
aud
itor
s.
Onl
y in
tern
al a
udit
ors
are
used
, an
d th
ese
have
not
rec
eive
d au
dit
trai
ning
. Th
ey la
ck t
he
com
pete
nces
nee
ded
to
cond
uct
audi
ts.
Aud
itor
s ar
e se
lect
ed
from
tim
e to
tim
e, b
ut
thei
r co
mpe
tenc
es a
re n
ot
suffi
cien
tly
asse
ssed
.
Aud
itor
s ar
e ge
nera
lly
care
fully
sel
ecte
d to
en
sure
the
ir c
ompe
tenc
e,
and
are
mos
tly
inde
pend
ent
of t
he
acti
vity
bei
ng a
udit
ed.
Aud
itor
s ar
e ri
goro
usly
se
lect
ed t
o en
sure
co
mpe
tenc
e, a
nd a
lso
that
th
ey a
re in
depe
nden
t of
th
e ac
tivi
ty b
eing
aud
ited
.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
3 A
UD
IT (
max
. sc
ore
for
this
item
is 5
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
Arr
ange
men
ts t
o co
nduc
t pe
riod
ic a
udit
s sh
ould
be
esta
blis
hed
to d
eter
min
e w
heth
er t
he O
SH
man
agem
ent
syst
em a
nd it
s el
emen
ts a
re in
pla
ce, ad
equa
te,
and
effe
ctiv
e in
pro
tect
ing
the
safe
ty a
nd h
ealt
h of
wor
kers
and
pre
vent
ing
inci
dent
s.
An
audi
t po
licy
and
prog
ram
me
shou
ld b
e de
velo
ped
that
incl
udes
a d
esig
nati
on o
f au
dito
r co
mpe
tenc
e, a
udit
sco
pe, th
e fr
eque
ncy
of a
udit
s, a
udit
met
hodo
logy
an
d re
port
ing.
90 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
The
audi
t in
clud
es a
n ev
alua
tion
of
the
orga
niza
tion
’s O
SH
man
agem
ent
syst
em e
lem
ents
or
a su
bset
the
reof
, as
des
crib
ed in
the
ILO
-OS
H 2
00
1 g
uide
lines
:3
.1
OS
H p
olic
y3
.2
Wor
ker
part
icip
atio
n3
.3
Res
pons
ibili
ty a
nd a
ccou
ntab
ility
3.4
C
ompe
tenc
e an
d tr
aini
ng3
.5
OS
H m
anag
emen
t sy
stem
doc
umen
tati
on3
.6
Com
mun
icat
ion
3.7
S
yste
ms
plan
ning
, de
velo
pmen
t, a
nd im
plem
enta
tion
3.8
P
reve
ntio
n an
d co
ntro
l mea
sure
s3
.9
Occ
upat
iona
l saf
ety
and
heal
th o
bjec
tive
s3
.10
H
azar
d pr
even
tion
3.1
0.1
P
reve
ntio
n an
d co
ntro
l mea
sure
s3
.10
.2
Man
agem
ent
of c
hang
e3
.10
.3
Em
erge
ncy
prev
enti
on, pr
epar
edne
ss, an
d re
spon
se3
.10
.4
Pro
cure
men
t3
.10
.5
Con
trac
ting
3.1
1
Per
form
ance
mon
itor
ing
and
mea
sure
men
t3
.12
In
vest
igat
ion
of w
ork-
rela
ted
inju
ries
, ill
hea
lth,
dis
ease
s an
d in
cide
nts
and
thei
r im
pact
on
OS
H p
erfo
rman
ce3
.13
A
udit
3.1
4
Man
agem
ent
revi
ew3
.15
P
reve
ntiv
e an
d co
rrec
tive
act
ions
3.1
6
Con
tinu
al im
prov
emen
t
The
audi
t sh
ould
als
o co
nsid
er a
ny o
ther
aud
it c
rite
ria
or e
lem
ents
tha
t m
ay b
e ap
prop
riat
e.
The
audi
t sh
ould
iden
tify
whe
ther
the
OS
H f
unct
ions
are
inte
grat
ed in
to t
he o
vera
ll bu
sine
ss f
unct
ions
and
man
agem
ent
of t
he o
rgan
izat
ion.
The
audi
t sh
ould
iden
tify
whe
re c
onfli
ctin
g go
al a
nd o
bjec
tive
s ex
ist
wit
hin
the
orga
niza
tion
.
The
audi
t co
nclu
sion
s sh
ould
det
erm
ine
whe
ther
the
impl
emen
ted
OS
H m
anag
emen
t sy
stem
, el
emen
ts o
r a
subs
et t
here
of:
(a)
are
effe
ctiv
e in
mee
ting
the
org
aniz
atio
n’s
OS
H p
olic
y an
d ob
ject
ives
;(b
) ar
e ef
fect
ive
in p
rom
otin
g fu
ll w
orke
r pa
rtic
ipat
ion;
(c)
resp
ond
to t
he r
esul
ts o
f O
SH
per
form
ance
eva
luat
ion
and
prev
ious
aud
its;
(d)
enab
le t
he o
rgan
izat
ion
to a
chie
ve c
ompl
ianc
e w
ith
rele
vant
nat
iona
l law
s an
d re
gula
tion
s;(e
) fu
lfil t
he g
oals
of
cont
inua
l im
prov
emen
t an
d be
st O
SH
pra
ctic
e.
Aud
its
shou
ld b
e co
nduc
ted
by c
ompe
tent
per
sons
, in
tern
al o
r ex
tern
al t
o th
e or
gani
zati
on, w
ho a
re in
depe
nden
t of
the
act
ivit
y be
ing
audi
ted.
Aud
it r
esul
ts a
nd c
oncl
usio
ns s
houl
d be
com
mun
icat
ed t
o th
ose
resp
onsi
ble
for
corr
ecti
ve a
ctio
ns.
Con
sult
atio
n on
all
stag
es o
f th
e w
orkp
lace
aud
it, in
clud
ing
the
sele
ctio
n of
aud
itor
s an
d th
e an
alys
is o
f re
sult
s, s
houl
d be
sub
ject
to
wor
ker
part
icip
atio
n.
91Evaluation
Eva
luat
ion
Item
3.1
4 M
anag
emen
t re
view
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o m
anag
emen
t re
view
s ar
e m
ade
of O
SH
pe
rfor
man
ce, an
d no
pe
rfor
man
ce o
bjec
tive
s ar
e se
t.
Man
agem
ent
revi
ews
are
mad
e of
OS
H
perf
orm
ance
ver
y ra
rely
. Th
ere
is n
o pl
anni
ng o
r cl
ear
defin
itio
n of
OS
H
perf
orm
ance
obj
ecti
ves.
Man
agem
ent
revi
ews
of
OS
H p
erfo
rman
ce a
re
mad
e in
freq
uent
ly t
o ev
alua
te O
SH
str
ateg
y an
d pe
rfor
man
ce. P
erfo
rman
ce
obje
ctiv
es f
or O
SH
lack
de
tail
and
plan
ning
.
Man
agem
ent
revi
ews
of O
SH
per
form
ance
an
d O
SH
str
ateg
y ar
e m
ade
at le
ast
annu
ally
. P
erfo
rman
ce o
bjec
tive
s fo
r O
SH
are
set
in r
easo
nabl
e de
tail,
and
are
use
d to
pl
an O
SH
act
ivit
ies.
Com
preh
ensi
ve
man
agem
ent
revi
ews
of O
SH
per
form
ance
an
d O
SH
str
ateg
y ar
e m
ade
at le
ast
quar
terl
y.
Per
form
ance
obj
ecti
ves
for
OS
H a
re s
et in
det
ail,
and
are
used
to
plan
OS
H
acti
viti
es.
BN
o ef
fort
is m
ade
to
eval
uate
or
iden
tify
the
ne
ed f
or c
hang
es o
r to
co
rrec
t de
ficie
ncie
s in
the
O
SH
man
agem
ent
syst
em.
Litt
le e
ffor
t is
mad
e to
ev
alua
te o
r id
enti
fy t
he
need
for
cha
nges
or
to
corr
ect
defic
ienc
ies
in t
he
OS
H m
anag
emen
t sy
stem
.
Som
e ef
fort
is m
ade
to
eval
uate
and
iden
tify
the
ne
ed f
or c
hang
es o
r to
co
rrec
t de
ficie
ncie
s in
th
e O
SH
man
agem
ent
syst
em, O
SH
pol
icy
and
obje
ctiv
es.
Sig
nific
ant
effo
rt is
m
ade
in e
valu
atin
g an
d id
enti
fyin
g th
e ne
ed f
or
chan
ges
or t
o co
rrec
t de
ficie
ncie
s in
the
OS
H
man
agem
ent
syst
em, O
SH
po
licy
and
obje
ctiv
es.
Maj
or a
tten
tion
is g
iven
to
eval
uati
ng a
nd id
enti
fyin
g th
e ne
ed f
or c
hang
es o
r to
cor
rect
defi
cien
cies
in
the
OS
H m
anag
emen
t sy
stem
, O
SH
pol
icy
and
obje
ctiv
es.
CN
o m
anag
emen
t re
view
s ar
e un
dert
aken
, an
d th
ere
is n
o fo
llow
-up
proc
ess
on
corr
ecti
ve a
ctio
ns.
Man
agem
ent
revi
ews
are
carr
ied
out
very
oc
casi
onal
ly b
y ju
nior
m
anag
ers
and
supe
rvis
ors.
S
enio
r m
anag
ers
are
not
invo
lved
in t
his
proc
ess.
Man
agem
ent
revi
ews
are
rare
ly u
nder
take
n, a
nd a
re
gene
rally
car
ried
out
by
juni
or m
anag
ers.
Sen
ior
man
ager
s ar
e oc
casi
onal
ly
invo
lved
in t
his
proc
ess.
Sys
tem
atic
and
eff
ecti
ve
man
agem
ent
revi
ews
are
regu
larl
y ca
rrie
d ou
t,
and
are
usua
lly d
one
by
mid
dle
man
agem
ent
and
occa
sion
ally
by
seni
or
man
agem
ent.
Com
preh
ensi
ve
man
agem
ent
revi
ews
are
plan
ned
and
carr
ied
out
regu
larl
y by
sen
ior
man
ager
s.
92 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DM
anag
emen
t pr
ovid
es
no f
eedb
ack
dire
ctio
n,
and
fails
to
dete
rmin
e O
SH
pri
orit
ies.
The
y fa
il to
pla
n or
set
con
tinu
al
impr
ovem
ent
obje
ctiv
es,
or t
ake
perf
orm
ance
m
easu
rem
ents
.
Man
agem
ent
prov
ides
lit
tle
feed
back
dir
ecti
on,
and
fails
to
dete
rmin
e O
SH
pri
orit
ies
prop
erly
. Th
ere
is a
lack
of
plan
ning
, an
d a
failu
re t
o se
t co
ntin
ual i
mpr
ovem
ent
obje
ctiv
es.
Man
agem
ent
prov
ides
so
me
feed
back
dir
ecti
on,
but
fails
to
dete
rmin
e O
SH
pri
orit
ies
prop
erly
. Th
ere
is a
lack
of
plan
ning
, an
d a
failu
re t
o se
t co
ntin
ual i
mpr
ovem
ent
obje
ctiv
es.
Man
agem
ent
prov
ides
re
gula
r fe
edba
ck d
irec
tion
, an
d ge
nera
lly d
eter
min
es
OS
H p
rior
itie
s pr
oper
ly.
Ther
e is
a p
lann
ing
proc
ess
to s
et c
onti
nual
im
prov
emen
t ob
ject
ives
.
Man
agem
ent
prov
ides
reg
ular
and
co
mpr
ehen
sive
fee
dbac
k di
rect
ion,
and
det
erm
ines
O
SH
pri
orit
ies
prop
erly
. Th
ere
is a
n ef
fect
ive
plan
ning
pro
cess
tha
t se
ts
cont
inua
l im
prov
emen
t ob
ject
ives
.
EN
o m
anag
emen
t re
view
s ar
e un
dert
aken
tha
t w
ould
al
low
man
agem
ent
to
mon
itor
OS
H p
erfo
rman
ce.
Man
agem
ent
revi
ews
are
rare
ly c
ondu
cted
by
man
agem
ent.
The
y fa
il to
fu
lly c
onsi
der
lead
ing
and
lagg
ing
OS
H p
erfo
rman
ce
indi
cato
rs.
Man
agem
ent
revi
ews
are
cond
ucte
d in
freq
uent
ly
by m
anag
emen
t,
and
cons
ider
OS
H
perf
orm
ance
indi
cato
rs
such
as
inci
dent
s,
inju
ries
, ill
hea
lth,
aud
it
findi
ngs
and
inci
dent
in
vest
igat
ions
.
Man
agem
ent
revi
ews
are
gene
rally
con
duct
ed
by m
anag
emen
t,
and
cons
ider
OS
H
perf
orm
ance
indi
cato
rs
such
as
inci
dent
s,
inju
ries
, ill
hea
lth,
aud
it
findi
ngs
and
inci
dent
in
vest
igat
ions
.
Man
agem
ent
revi
ews
are
syst
emat
ical
ly a
nd
regu
larl
y co
nduc
ted
by
seni
or m
anag
emen
t,
and
cons
ider
OS
H
perf
orm
ance
indi
cato
rs
such
as
inci
dent
s,
inju
ries
, ill
hea
lth,
aud
it
findi
ngs
and
inci
dent
in
vest
igat
ions
.
FN
o m
anag
emen
t re
view
s ar
e un
dert
aken
, an
d th
ere
is n
o co
mm
unic
atio
n re
gard
ing
OS
H p
erfo
rman
ce t
o th
e sa
fety
and
hea
lth
com
mit
tee,
wor
kers
, or
th
ose
resp
onsi
ble
for
the
rele
vant
ele
men
t of
the
O
SH
man
agem
ent
syst
em.
Ther
e is
litt
le
com
mun
icat
ion
of
the
findi
ngs
of t
he
man
agem
ent
revi
ew t
o th
e sa
fety
and
hea
lth
com
mit
tee,
wor
kers
, or
th
ose
resp
onsi
ble
for
the
rele
vant
ele
men
t of
the
O
SH
man
agem
ent
syst
em.
The
man
agem
ent
revi
ew
findi
ngs
are
som
etim
es
com
mun
icat
ed t
o th
e sa
fety
and
hea
lth
com
mit
tee,
wor
kers
, an
d th
ose
resp
onsi
ble
for
the
rele
vant
ele
men
t of
the
O
SH
man
agem
ent
syst
em.
Man
agem
ent
revi
ew
findi
ngs
are
gene
rally
co
mm
unic
ated
to
the
safe
ty a
nd h
ealt
h co
mm
itte
e, w
orke
rs, an
d th
ose
resp
onsi
ble
for
the
rele
vant
ele
men
t of
the
O
SH
man
agem
ent
syst
em.
Man
agem
ent
revi
ew
findi
ngs
are
syst
emat
ical
ly
com
mun
icat
ed t
o th
e sa
fety
and
hea
lth
com
mit
tee,
wor
kers
, an
d th
ose
resp
onsi
ble
for
the
rele
vant
ele
men
t of
the
O
SH
man
agem
ent
syst
em.
Sup
ervi
sors
and
man
ager
s ar
e to
ld t
o di
scus
s th
e fin
ding
s w
ith
thei
r w
orke
rs.
93Evaluation
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
GN
o m
anag
emen
t re
view
s ar
e un
dert
aken
or
docu
men
ted.
Man
agem
ent
revi
ews
are
rare
ly d
ocum
ente
d, a
nd
are
com
mun
icat
ed o
nly
on
a ne
ed-t
o-kn
ow b
asis
.
Man
agem
ent
revi
ews
are
gene
rally
for
mal
ly
docu
men
ted,
but
are
co
mm
unic
ated
onl
y on
a
need
-to-
know
bas
is.
Man
agem
ent
revi
ews
are
usua
lly f
orm
ally
do
cum
ente
d, a
nd a
re
com
mun
icat
ed t
o al
l tho
se
conc
erne
d.
Man
agem
ent
revi
ews
are
alw
ays
com
preh
ensi
vely
do
cum
ente
d, a
nd a
re
com
mun
icat
ed f
orm
ally
to
all
thos
e co
ncer
ned.
Th
e re
view
is s
ubje
ct t
o qu
arte
rly
revi
ew u
ntil
all
issu
es h
ave
been
res
olve
d.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
4 M
AN
AG
EM
EN
T r
EVI
EW
(m
ax. sc
ore
for
this
item
is 3
5)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
94 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Gui
danc
e no
tes
Man
agem
ent
revi
ews
shou
ld:
(a)
eval
uate
the
ove
rall
stra
tegy
of
the
OS
H m
anag
emen
t sy
stem
, to
det
erm
ine
whe
ther
it m
eets
pla
nned
per
form
ance
obj
ecti
ves;
(b)
eval
uate
the
OS
H m
anag
emen
t sy
stem
’s a
bilit
y to
mee
t th
e ov
eral
l nee
ds o
f th
e or
gani
zati
on a
nd it
s st
akeh
olde
rs, in
clud
ing
its
wor
kers
and
the
reg
ulat
ing
auth
orit
ies;
(c)
eval
uate
the
nee
d fo
r ch
ange
s to
the
OS
H m
anag
emen
t sy
stem
, in
clud
ing
OS
H p
olic
y an
d ob
ject
ives
;(d
) id
enti
fy w
hat
acti
on is
nec
essa
ry t
o re
med
y an
y de
ficie
ncie
s in
a t
imel
y m
anne
r, in
clud
ing
adap
tati
ons
of o
ther
asp
ects
of
the
orga
niza
tion
’s m
anag
emen
t st
ruct
ure
and
perf
orm
ance
mea
sure
men
t;(e
) pr
ovid
e th
e fe
edba
ck d
irec
tion
, in
clud
ing
the
dete
rmin
atio
n of
pri
orit
ies,
for
mea
ning
ful p
lann
ing
and
cont
inua
l im
prov
emen
t;(f
) ev
alua
te p
rogr
ess
tow
ards
the
org
aniz
atio
n’s
OS
H o
bjec
tive
s an
d co
rrec
tive
act
ion
acti
viti
es;
(g)
eval
uate
the
eff
ecti
vene
ss o
f fo
llow
-up
acti
ons
from
ear
lier
man
agem
ent
revi
ews.
The
freq
uenc
y an
d sc
ope
of p
erio
dic
revi
ews
by t
he e
mpl
oyer
or
the
mos
t se
nior
acc
ount
able
per
son
of t
he O
SH
man
agem
ent
syst
em o
f th
e or
gani
zati
on s
houl
d be
de
fined
acc
ordi
ng t
o it
s ne
eds
and
cond
itio
ns.
The
man
agem
ent
revi
ew s
houl
d co
nsid
er:
(a)
the
resu
lts
of w
ork-
rela
ted
inju
ry, ill
hea
lth,
dis
ease
and
inci
dent
inve
stig
atio
ns, pe
rfor
man
ce m
onit
orin
g an
d m
easu
rem
ent,
and
aud
it a
ctiv
itie
s;(b
) th
e ad
diti
onal
inte
rnal
and
ext
erna
l inp
uts
as w
ell a
s ch
ange
s, in
clud
ing
orga
niza
tion
al c
hang
es, th
at c
ould
aff
ect
the
OS
H m
anag
emen
t sy
stem
.
The
findi
ngs
of t
he m
anag
emen
t re
view
sho
uld
be r
ecor
ded
and
form
ally
com
mun
icat
ed t
o:(a
) th
e pe
rson
s re
spon
sibl
e fo
r th
e re
leva
nt e
lem
ent(
s) o
f th
e O
SH
man
agem
ent
syst
em s
o th
at t
hey
may
tak
e ap
prop
riat
e ac
tion
;(b
) th
e sa
fety
and
hea
lth
com
mit
tee,
wor
kers
and
the
ir r
epre
sent
ativ
es.
Action for improvement
97Action for improvement
Act
ion
for
impr
ovem
ent
Item
3.1
5 P
reve
ntiv
e an
d co
rrec
tive
act
ion
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
AN
o sy
stem
exi
sts
to
impl
emen
t pr
even
tive
or
cor
rect
ive
acti
ons
requ
ired
as
a re
sult
of
OS
H m
anag
emen
t sy
stem
au
dits
, m
anag
emen
t re
view
s an
d ot
her
form
s of
OS
H p
erfo
rman
ce
mon
itor
ing.
No
effe
ctiv
e sy
stem
is
in p
lace
to
impl
emen
t pr
even
tive
or
corr
ecti
ve
acti
ons
requ
ired
as
a r
esul
t of
OS
H
man
agem
ent
syst
em
audi
ts, m
anag
emen
t re
view
s an
d ot
her
form
s of
OS
H p
erfo
rman
ce
mon
itor
ing.
A v
ery
basi
c sy
stem
is
in p
lace
to
impl
emen
t pr
even
tive
and
cor
rect
ive
acti
ons
requ
ired
as
a r
esul
t of
OS
H
man
agem
ent
syst
em
audi
ts, m
anag
emen
t re
view
s an
d ot
her
form
s of
OS
H p
erfo
rman
ce
mon
itor
ing.
An
effe
ctiv
e sy
stem
is
in p
lace
to
impl
emen
t pr
even
tive
and
cor
rect
ive
acti
ons
requ
ired
as
a r
esul
t of
OS
H
man
agem
ent
syst
em
audi
ts, m
anag
emen
t re
view
s an
d ot
her
form
s of
OS
H p
erfo
rman
ce
mon
itor
ing.
A c
ompr
ehen
sive
sy
stem
is in
pla
ce a
nd
is v
ery
effe
ctiv
e in
im
plem
enti
ng p
reve
ntiv
e an
d co
rrec
tive
act
ions
re
quir
ed a
s a
resu
lt o
f O
SH
man
agem
ent
syst
em
audi
ts, m
anag
emen
t re
view
s an
d ot
her
form
s of
OS
H p
erfo
rman
ce
mon
itor
ing.
BN
o pr
oces
s ex
ists
to
iden
tify
and
ana
lyse
the
ro
ot c
ause
s of
non
-co
nfor
mit
y w
ith
OS
H
regu
lati
ons
or O
SH
m
anag
emen
t sy
stem
re
quir
emen
ts.
No
adeq
uate
pro
cess
ex
ists
to
iden
tify
and
an
alys
e th
e ro
ot c
ause
s of
non
-con
form
ity
wit
h O
SH
reg
ulat
ions
or
OS
H
man
agem
ent
syst
em
requ
irem
ents
.
A v
ery
basi
c pr
oces
s ex
ists
to
iden
tify
and
an
alys
e th
e ro
ot c
ause
s of
non
-con
form
ity
wit
h O
SH
reg
ulat
ions
and
O
SH
man
agem
ent
syst
em
requ
irem
ents
.
An
effe
ctiv
e pr
oces
s ex
ists
to
iden
tify
and
an
alys
e th
e ro
ot c
ause
s of
non
-con
form
ity
wit
h O
SH
reg
ulat
ions
and
O
SH
man
agem
ent
syst
em
requ
irem
ents
.
A c
ompr
ehen
sive
and
hi
ghly
eff
ecti
ve p
roce
ss
exis
ts t
o id
enti
fy a
nd
anal
yse
the
root
cau
ses
of n
on-c
onfo
rmit
y w
ith
OS
H r
egul
atio
ns a
nd
OS
H m
anag
emen
t sy
stem
re
quir
emen
ts.
CN
o pr
oces
s is
in p
lace
fo
r in
itia
ting
, pl
anni
ng,
impl
emen
ting
or
chec
king
th
e ef
fect
iven
ess
of
corr
ecti
ve a
nd p
reve
ntiv
e ac
tion
s.
An
inad
equa
te p
roce
ss
is in
pla
ce f
or in
itia
ting
, pl
anni
ng, im
plem
enti
ng
and
chec
king
the
ef
fect
iven
ess
of c
orre
ctiv
e an
d pr
even
tive
act
ions
.
A v
ery
sim
ple
proc
ess
is
in p
lace
for
init
iati
ng,
plan
ning
, im
plem
enti
ng
and
chec
king
the
ef
fect
iven
ess
of c
orre
ctiv
e an
d pr
even
tive
act
ions
. It
is
not
ful
ly e
ffec
tive
, an
d ne
eds
impr
ovem
ent.
A g
ener
ally
eff
ecti
ve
proc
ess
is in
pla
ce f
or
init
iati
ng, pl
anni
ng,
impl
emen
ting
and
ch
ecki
ng t
he e
ffec
tive
ness
of
cor
rect
ive
and
prev
enti
ve a
ctio
ns.
A h
ighl
y ef
fect
ive
and
relia
ble
proc
ess
is in
pla
ce
for
init
iati
ng, pl
anni
ng,
impl
emen
ting
and
ch
ecki
ng t
he e
ffec
tive
ness
of
cor
rect
ive
and
prev
enti
ve a
ctio
ns.
98 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DN
o pr
oper
met
hods
exi
st
for
docu
men
ting
any
co
rrec
tive
or
prev
enti
ve
acti
ons,
or
chan
ges
to t
he
OS
H m
anag
emen
t sy
stem
.
Alt
houg
h so
me
docu
men
ting
of
corr
ecti
ve
or p
reve
ntiv
e ac
tion
s ta
kes
plac
e, it
is n
ot s
yste
mat
ic,
relia
ble,
or
adeq
uate
for
pu
rpos
e.
A n
umbe
r of
met
hods
are
us
ed f
rom
tim
e to
tim
e to
do
cum
ent
any
corr
ecti
ve
or p
reve
ntiv
e ac
tion
s or
cha
nges
to
the
OS
H
man
agem
ent
syst
em.
An
effe
ctiv
e an
d ge
nera
lly
relia
ble
proc
ess
exis
ts t
o do
cum
ent
mos
t co
rrec
tive
or
pre
vent
ive
acti
ons
or c
hang
es t
o th
e O
SH
m
anag
emen
t sy
stem
.
A h
ighl
y re
liabl
e an
d ef
fect
ive
proc
ess
is in
pl
ace
to s
yste
mat
ical
ly
docu
men
t an
y co
rrec
tive
or
pre
vent
ive
acti
ons
or c
hang
es t
o th
e O
SH
m
anag
emen
t sy
stem
.
EP
reve
ntiv
e an
d pr
otec
tive
m
easu
res
to e
limin
ate
or
redu
ce h
azar
ds a
nd r
isks
ar
e to
tally
inad
equa
te.
A f
ew p
reve
ntiv
e an
d pr
otec
tive
mea
sure
s ex
ist
to e
limin
ate
or r
educ
e ha
zard
s an
d ri
sks,
but
ar
e in
nee
d of
sub
stan
tial
im
prov
emen
t.
Som
e pr
even
tive
and
pr
otec
tive
mea
sure
s ex
ist
to e
limin
ate
or r
educ
e ha
zard
s an
d ri
sks,
but
ne
ed t
o be
impr
oved
.
A s
ubst
anti
al r
ange
of
prev
enti
ve a
nd p
rote
ctiv
e m
easu
res
exis
t to
el
imin
ate
or r
educ
e ha
zard
s an
d ri
sks.
A c
ompr
ehen
sive
ran
ge o
f pr
even
tive
and
pro
tect
ive
mea
sure
s ar
e in
pla
ce
exis
t to
ens
ure
the
elim
inat
ion
or r
educ
tion
of
haza
rds
and
risk
s.
FP
reve
ntiv
e an
d pr
otec
tive
m
easu
res
fail
to f
ollo
w
the
corr
ect
hier
arch
y of
pr
even
tion
and
cor
rect
ion
mea
sure
s, a
nd r
ely
over
ly
on p
erso
nal p
rote
ctiv
e eq
uipm
ent
(PP
E).
The
corr
ect
hier
arch
y of
pre
vent
ion
and
corr
ecti
on m
easu
res
is
rare
ly f
ollo
wed
. P
PE
is
freq
uent
ly u
sed
whe
re
a m
ore
appr
opri
ate
hier
arch
y m
easu
re c
ould
be
use
d.
The
corr
ect
hier
arch
y of
pre
vent
ion
and
corr
ecti
on m
easu
res
is
som
etim
es n
ot f
ollo
wed
. P
PE
is f
requ
entl
y us
ed
whe
re m
ore
appr
opri
ate
hier
arch
y m
easu
res
coul
d be
use
d.
The
corr
ect
hier
arch
y of
pr
even
tion
and
cor
rect
ion
mea
sure
s is
gen
eral
ly
follo
wed
. O
ccas
iona
lly
PP
E is
use
d w
here
mor
e ap
prop
riat
e hi
erar
chy
mea
sure
s co
uld
be u
sed.
The
corr
ect
hier
arch
y of
pr
even
tion
and
cor
rect
ion
mea
sure
s is
alw
ays
follo
wed
. P
PE
is u
sed
only
as
a la
st r
esor
t, a
nd
whe
re m
ore
appr
opri
ate
hier
arch
y m
easu
res
cann
ot
be u
sed.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
5 P
rE
VEN
TIVE
AN
D C
Or
rE
CTI
VE A
CTI
ON
(m
ax. sc
ore
for
this
item
is 3
0)
99Action for improvement
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
Gui
danc
e no
tes
Arr
ange
men
ts s
houl
d be
est
ablis
hed
and
mai
ntai
ned
for
corr
ecti
ve a
nd p
reve
ntiv
e ac
tion
s re
sult
ing
from
OS
H m
anag
emen
t sy
stem
per
form
ance
mon
itor
ing
an
d m
easu
rem
ent,
OS
H m
anag
emen
t sy
stem
aud
its,
and
man
agem
ent
revi
ews.
Thes
e ar
rang
emen
ts s
houl
d in
clud
e:(a
) id
enti
fyin
g an
d an
alys
ing
the
root
cau
ses
of a
ny n
on-c
onfo
rmit
ies
wit
h re
leva
nt O
SH
reg
ulat
ions
and
/or
OS
H m
anag
emen
t sy
stem
s ar
rang
emen
ts;
(b)
init
iati
ng, pl
anni
ng, im
plem
enti
ng, ch
ecki
ng t
he e
ffec
tive
ness
of
and
docu
men
ting
cor
rect
ive
and
prev
enti
ve a
ctio
ns, in
clud
ing
chan
ges
to t
he O
SH
m
anag
emen
t sy
stem
itse
lf.
Whe
n ev
alua
tion
of
the
OS
H m
anag
emen
t sy
stem
or
othe
r so
urce
s sh
ows
that
the
pre
vent
ive
and
prot
ecti
ve m
easu
res
for
haza
rds
and
risk
s ar
e in
adeq
uate
,
or a
re li
kely
to
beco
me
inad
equa
te, th
ey s
houl
d be
add
ress
ed a
ccor
ding
to
the
reco
gniz
ed h
iera
rchy
of
prev
enti
on a
nd c
ontr
ol m
easu
res
and
be c
ompl
eted
an
d do
cum
ente
d, a
s ap
prop
riat
e, a
nd in
a t
imel
y m
anne
r.
100 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Act
ion
for
impr
ovem
ent
Item
3.1
6.
Con
tinu
al im
prov
emen
t
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
e or
gani
zati
on s
how
s no
in
tere
st o
r co
mm
itm
ent
to t
he c
onti
nual
im
prov
emen
t of
OS
H
perf
orm
ance
.
The
orga
niza
tion
sho
ws
only
min
imal
inte
rest
or
com
mit
men
t to
the
co
ntin
ual i
mpr
ovem
ent
of
OS
H p
erfo
rman
ce.
The
orga
niza
tion
sho
ws
mod
est
inte
rest
or
com
mit
men
t to
the
co
ntin
ual i
mpr
ovem
ent
of
OS
H p
erfo
rman
ce.
The
orga
niza
tion
sho
ws
inte
rest
and
a v
isib
le
com
mit
men
t to
the
co
ntin
ual i
mpr
ovem
ent
of
OS
H p
erfo
rman
ce.
The
orga
niza
tion
is
extr
emel
y in
tere
sted
and
ve
ry h
ighl
y co
mm
itte
d to
the
con
tinu
al
impr
ovem
ent
of O
SH
pe
rfor
man
ce.
BN
o ba
selin
e as
sess
men
t ha
s be
en c
ondu
cted
to
show
cur
rent
per
form
ance
, an
d no
impr
ovem
ent
plan
s ha
ve b
een
esta
blis
hed.
A b
asel
ine
asse
ssm
ent
has
been
con
duct
ed,
but
is v
ery
muc
h ou
t of
dat
e, a
nd f
ails
to
cove
r al
l asp
ects
of
curr
ent
perf
orm
ance
. Im
prov
emen
t pl
ans
have
no
t be
en e
stab
lishe
d.
A b
asel
ine
asse
ssm
ent
has
been
con
duct
ed t
o sh
ow c
urre
nt p
erfo
rman
ce,
and
this
has
bee
n up
date
d oc
casi
onal
ly.
Impr
ovem
ent
plan
s ha
ve
been
est
ablis
hed
for
som
e as
pect
s of
per
form
ance
.
A b
asel
ine
asse
ssm
ent
has
been
con
duct
ed t
o sh
ow
curr
ent
perf
orm
ance
, an
d th
is is
upd
ated
reg
ular
ly.
Impr
ovem
ent
plan
s ha
ve
been
est
ablis
hed
for
mos
t as
pect
s of
per
form
ance
, an
d re
vise
d ob
ject
ives
are
fo
rmul
ated
.
A c
ompr
ehen
sive
sy
stem
of
asse
ssm
ents
is
con
duct
ed t
o sh
ow
base
line
posi
tion
s,
inte
rmed
iate
way
poin
ts
and
also
OS
H o
bjec
tive
s an
d ta
rget
ed o
utco
mes
. Th
ese
are
used
to
deve
lop
and
impl
emen
t im
prov
emen
t pl
ans.
CO
ppor
tuni
ties
to
iden
tify
im
prov
emen
ts t
hat
coul
d be
mad
e to
OS
H
man
agem
ent
syst
ems
and
OS
H p
erfo
rman
ce a
re
igno
red.
Litt
le a
tten
tion
is p
aid
to t
he o
ppor
tuni
ties
fo
r im
prov
emen
ts t
hat
coul
d be
mad
e to
OS
H
man
agem
ent
syst
ems
and
OS
H p
erfo
rman
ce.
Opp
ortu
niti
es f
or
impr
ovem
ents
tha
t co
uld
be m
ade
to O
SH
m
anag
emen
t sy
stem
s an
d O
SH
per
form
ance
are
on
ly r
arel
y gi
ven
suffi
cien
t at
tent
ion
and
prio
rity
.
Ther
e ex
ists
a s
igni
fican
t co
mm
itm
ent
to fi
ndin
g op
port
unit
ies
for
impr
ovem
ents
to
the
OS
H m
anag
emen
t sy
stem
an
d O
SH
per
form
ance
. Im
prov
emen
ts a
re
gene
rally
qui
ckly
im
plem
ente
d.
Ther
e is
a v
ery
high
le
vel o
f co
mm
itm
ent
to id
enti
fyin
g an
d qu
ickl
y im
plem
enti
ng
impr
ovem
ents
to
the
OS
H
man
agem
ent
syst
em a
nd
OS
H p
erfo
rman
ce.
101Action for improvement
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
DE
xist
ing
wea
knes
ses
that
ha
ve b
een
iden
tifie
d in
the
O
SH
man
agem
ent
syst
em
and
OS
H p
erfo
rman
ce a
re
igno
red,
and
impr
ovem
ent
plan
s ar
e no
t fo
rmul
ated
.
Wea
knes
ses
that
hav
e be
en id
enti
fied
in t
he
OS
H m
anag
emen
t sy
stem
an
d O
SH
per
form
ance
ar
e gi
ven
littl
e at
tent
ion,
an
d ar
e ra
rely
qui
ckly
im
prov
ed.
Wea
knes
ses
that
hav
e be
en id
enti
fied
in t
he
OS
H m
anag
emen
t sy
stem
an
d O
SH
per
form
ance
get
at
tent
ion,
but
are
rar
ely
quic
kly
impr
oved
.
Wea
knes
ses
that
hav
e be
en id
enti
fied
in t
he
OS
H m
anag
emen
t sy
stem
an
d in
OS
H p
erfo
rman
ce
are,
in g
ener
al, qu
ickl
y re
ctifi
ed a
nd im
prov
ed.
Any
wea
knes
ses
in t
he
OS
H m
anag
emen
t sy
stem
or
OS
H p
erfo
rman
ce a
re
subj
ect
to d
etai
led
revi
ew
and
impr
ovem
ent
plan
s.
Thes
e im
prov
emen
ts a
re
impl
emen
ted
very
qui
ckly
an
d ef
fect
ivel
y.
EN
o O
SH
per
form
ance
im
prov
emen
t ob
ject
ives
ar
e fo
rmul
ated
.
OS
H p
erfo
rman
ce
impr
ovem
ent
obje
ctiv
es
are
occa
sion
ally
fo
rmul
ated
, bu
t ar
e ra
rely
incl
uded
in t
he
orga
niza
tion
’s p
lans
or
obje
ctiv
es.
OS
H p
erfo
rman
ce
impr
ovem
ent
obje
ctiv
es
are
only
infr
eque
ntly
in
clud
ed in
the
or
gani
zati
on’s
pla
ns a
nd
obje
ctiv
es.
OS
H p
erfo
rman
ce
impr
ovem
ent
obje
ctiv
es
are
gene
rally
incl
uded
in
the
orga
niza
tion
’s p
lans
an
d ob
ject
ives
.
OS
H p
erfo
rman
ce
impr
ovem
ent
obje
ctiv
es
are
alw
ays
incl
uded
in t
he
orga
niza
tion
’s p
lans
and
ob
ject
ives
.
FFe
edba
ck a
nd c
ompl
aint
s re
ceiv
ed f
rom
wor
kers
an
d th
eir
repr
esen
tati
ves
are
igno
red,
and
im
prov
emen
ts h
ave
not
been
impl
emen
ted.
Feed
back
and
com
plai
nts
rece
ived
fro
m w
orke
rs a
nd
thei
r re
pres
enta
tive
s ar
e ge
nera
lly ig
nore
d, a
nd
impr
ovem
ents
are
rar
ely
impl
emen
ted.
Feed
back
and
com
plai
nts
rece
ived
fro
m w
orke
rs
and
thei
r re
pres
enta
tive
s ar
e ge
nera
lly c
onsi
dere
d,
but
impr
ovem
ents
are
not
al
way
s im
plem
ente
d.
Feed
back
and
com
plai
nts
rece
ived
fro
m w
orke
rs
and
thei
r re
pres
enta
tive
s ar
e ge
nera
lly c
onsi
dere
d qu
ickl
y. I
mpr
ovem
ents
are
no
rmal
ly t
aken
to
corr
ect
the
issu
es r
aise
d.
Feed
back
and
com
plai
nts
rece
ived
fro
m w
orke
rs
and
thei
r re
pres
enta
tive
s ar
e al
way
s gi
ven
imm
edia
te c
onsi
dera
tion
. Im
prov
emen
ts a
re
impl
emen
ted
quic
kly
to
deal
wit
h th
e is
sues
rai
sed.
GN
o be
nchm
arki
ng p
roce
ss
exis
ts t
hat
wou
ld a
llow
co
mpa
riso
ns o
f O
SH
pe
rfor
man
ce a
nd m
etho
ds
wit
h th
ose
of e
xter
nal
orga
niza
tion
s.
No
effe
ctiv
e sy
stem
of
benc
hmar
king
exi
sts.
The
on
ly b
ench
mar
k of
OS
H
perf
orm
ance
and
met
hods
is
aga
inst
pub
lishe
d st
atis
tics
, an
d is
res
tric
ted
to lo
st-t
ime
inci
dent
s.
A r
udim
enta
ry s
yste
m
of b
ench
mar
king
exi
sts
that
mea
sure
s on
ly
hist
oric
inte
rnal
dat
a an
d pu
blis
hed
exte
rnal
st
atis
tics
.
An
effe
ctiv
e sy
stem
of
benc
hmar
king
exi
sts
that
m
easu
res
perf
orm
ance
ag
ains
t co
mpa
rabl
e ex
tern
al o
rgan
izat
ions
an
d an
y in
ter-
orga
niza
tion
op
erat
ions
.
A c
ompr
ehen
sive
sys
tem
of
ben
chm
arki
ng e
xist
s th
at m
easu
res
OS
H
perf
orm
ance
aga
inst
co
mpa
rabl
e ex
tern
al
orga
niza
tion
s an
d an
y in
ter-
orga
niza
tion
ope
rati
ons.
M
easu
rem
ents
are
mad
e of
bo
th le
adin
g an
d la
ggin
g pe
rfor
man
ce in
dica
tors
.
102 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
HN
o ef
fort
is m
ade
to
adop
t ev
en b
asic
leve
ls
of O
SH
man
agem
ent.
Ver
y po
or O
SH
per
form
ance
is
com
mon
, an
d sh
ows
no
impr
ovem
ent.
Litt
le e
ffor
t is
mad
e to
en
sure
the
qua
lity
of t
he
OS
H m
anag
emen
t sy
stem
. N
o aw
aren
ess
of b
est
prac
tice
exi
sts,
and
OS
H
resu
lts
are
low
and
sho
w
littl
e im
prov
emen
t.
A m
odes
t ef
fort
is m
ade
to e
nsur
e th
at t
he O
SH
m
anag
emen
t sy
stem
is
alig
ned
wit
h be
st p
ract
ice,
an
d th
at s
atis
fact
ory
and
impr
ovin
g O
SH
res
ults
are
ac
hiev
ed.
Sub
stan
tial
eff
ort
is m
ade
to e
nsur
e th
at t
he O
SH
m
anag
emen
t sy
stem
is
in li
ne w
ith
best
glo
bal
prac
tice
, an
d th
at g
ood
OS
H r
esul
ts a
re a
chie
ved.
P
rogr
essi
ve im
prov
emen
ts
are
expe
cted
and
pla
nned
ea
ch y
ear.
Eve
ry e
ffor
t is
mad
e to
en
sure
tha
t th
e O
SH
m
anag
emen
t sy
stem
is in
lin
e w
ith
glob
al p
ract
ice,
an
d th
at o
utst
andi
ng O
SH
pe
rfor
man
ce is
ach
ieve
d.
Sub
stan
tial
impr
ovem
ents
ar
e ex
pect
ed a
nd t
arge
ted
each
yea
r.
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.1
6 C
ON
TIN
UA
L IM
Pr
OVE
ME
NT
(max
. sc
ore
for
this
item
is 4
0)
Aud
itor
’s f
eedb
ack
Str
engt
hs
Wea
knes
ses
Opp
ortu
niti
es
Thre
ats
103Action for improvement
Gui
danc
e no
tes
Arr
ange
men
ts s
houl
d be
est
ablis
hed
and
mai
ntai
ned
for
cont
inua
l im
prov
emen
t of
the
rel
evan
t el
emen
ts o
f th
e O
SH
man
agem
ent
syst
em, an
d of
the
sys
tem
as
a w
hole
.
Thes
e ar
rang
emen
ts s
houl
d ta
ke in
to a
ccou
nt:
(a)
the
OS
H o
bjec
tive
s of
the
org
aniz
atio
n;(b
) th
e re
sult
s of
haz
ard
and
risk
iden
tific
atio
ns a
nd a
sses
smen
ts;
(c)
the
resu
lts
of p
erfo
rman
ce m
onit
orin
g an
d m
easu
rem
ents
;(d
) w
ork-
rela
ted
inju
ry, di
seas
es, ill
hea
lth
and
inci
dent
inve
stig
atio
ns, an
d th
e re
sult
s an
d re
com
men
dati
ons
of a
udit
s;(e
) th
e ou
tcom
es o
f th
e m
anag
emen
t re
view
;(f
) re
com
men
dati
ons
for
impr
ovem
ent
from
all
mem
bers
of
the
orga
niza
tion
, in
clud
ing
the
safe
ty a
nd h
ealt
h co
mm
itte
e, w
here
it e
xist
s;(g
) ch
ange
s in
nat
iona
l law
s an
d re
gula
tion
s, v
olun
tary
pro
gram
mes
and
col
lect
ive
agre
emen
ts;
(h)
new
rel
evan
t in
form
atio
n;(i
) th
e re
sult
s of
hea
lth
prot
ecti
on a
nd p
rom
otio
n pr
ogra
mm
es.
The
safe
ty a
nd h
ealt
h pr
oces
ses
and
perf
orm
ance
of
the
orga
niza
tion
sho
uld
be c
ompa
red
wit
h th
ose
of o
ther
s, t
o im
prov
e sa
fety
and
hea
lth
perf
orm
ance
.
Appendices
107Appendices
App
endi
x 1
It
em 3
.2 W
orke
r pa
rtic
ipat
ion
– Fi
rst
wor
ked
exam
ple
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
ere
is n
o cl
ear
evid
ence
w
ithi
n th
e or
gani
zati
on o
f m
anag
emen
t en
cour
agin
g or
see
king
to
invo
lve
or g
et
wor
kers
to
part
icip
ate
in
OS
H m
atte
rs.
Par
tici
pati
on is
lim
ited
to
fol
low
ing
OS
H
rule
s, p
roce
dure
s, a
nd
inst
ruct
ions
. Th
ere
is li
ttle
in
put
by w
orke
rs in
OS
H
mat
ters
.
Par
tici
pati
on is
en
cour
aged
by
man
agem
ent,
but
is
limit
ed t
o de
alin
g w
ith
spec
ific
OS
H p
robl
ems
wit
hin
the
orga
niza
tion
. M
anag
emen
t do
es n
ot
get
invo
lved
in p
lann
ing
or h
azar
d re
cogn
itio
n ac
tivi
ties
.
Man
agem
ent
has
cl
earl
y de
fined
the
rol
es
and
resp
onsi
bilit
ies
of
indi
vidu
al w
orke
rs, an
d of
the
saf
ety
and
heal
th
com
mit
tee.
The
man
agem
ent
polic
y an
d sy
stem
s do
cum
enta
tion
des
crib
es
the
impo
rtan
ce o
f w
orke
r pa
rtic
ipat
ion
and
invo
lvem
ent
in c
reat
ing
a sa
fe a
nd h
ealt
hy
wor
kpla
ce.
3
BO
SH
com
mun
icat
ion
wit
h w
orke
rs is
infr
eque
nt,
and
tend
s to
invo
lve
mai
nly
smal
l num
bers
of
wor
kers
and
be
focu
sed
on
supe
rvis
ors.
Man
agem
ent
has
min
imum
com
mun
icat
ion
wit
h w
orke
rs o
n O
SH
m
atte
rs.
Man
agem
ent
mai
ntai
ns
a lim
ited
am
ount
of
com
mun
icat
ion
wit
h w
orke
rs. Th
is
com
mun
icat
ion
is
gene
rally
a t
op-d
own
proc
ess,
and
litt
le
evid
ence
exi
sts
that
m
anag
emen
t kn
ows
wha
t th
eir
wor
kers
’ con
cern
s ar
e.
Ther
e is
reg
ular
and
fr
eque
nt d
ialo
gue
wit
h w
orke
rs, an
d th
e w
orke
rs’
view
s ar
e re
gard
ed a
s be
ing
very
impo
rtan
t.
The
docu
men
tati
on
desc
ribe
s sp
ecifi
c w
orke
r pa
rtic
ipat
ion
goal
s, a
nd
the
bene
fits
that
are
ga
ined
for
the
org
aniz
atio
n an
d it
s w
orke
rs. It
m
akes
saf
ety
and
heal
th
com
mun
icat
ions
to
be
vita
l to
ensu
re t
hat
ever
y pe
rson
in t
he o
rgan
izat
ion
unde
rsta
nds
thei
r ro
les
and
resp
onsi
bilit
ies.
3
108 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CW
orke
rs’ s
afet
y an
d he
alth
re
pres
enta
tive
s ha
ve
been
app
oint
ed b
ut r
arel
y m
eet.
The
ir r
ole
has
not
been
defi
ned,
and
the
y ha
ve li
ttle
invo
lvem
ent
in p
lann
ing,
eva
luat
ing
or s
eeki
ng im
prov
emen
t an
d so
luti
ons
to O
SH
pr
oble
ms.
A s
afet
y an
d he
alth
co
mm
itte
e ha
s be
en
form
ed, bu
t ha
s no
cle
ar
role
, an
d m
eets
ver
y in
freq
uent
ly. S
afet
y an
d he
alth
rep
rese
ntat
ives
ha
ve li
ttle
invo
lvem
ent
in
plan
ning
.
The
orga
niza
tion
has
es
tabl
ishe
d a
safe
ty a
nd
heal
th c
omm
itte
e th
at
conf
orm
s an
d co
mpl
ies
wit
h th
e re
quir
emen
ts
of n
atio
nal l
aws
and
regu
lati
ons,
and
pra
ctic
e.
The
com
mit
tee’
s ro
le
has
been
defi
ned,
an
d in
clud
es w
orki
ng
wit
h m
anag
emen
t in
ev
alua
ting
, pl
anni
ng a
nd
impl
emen
ting
sol
utio
ns
and
impr
ovem
ents
.
The
orga
niza
tion
has
es
tabl
ishe
d a
safe
ty a
nd
heal
th c
omm
itte
e th
at
conf
orm
s an
d co
mpl
ies
wit
h th
e re
quir
emen
ts
of n
atio
nal l
aws
and
regu
lati
ons,
and
pr
acti
ce. Th
e ro
le o
f th
e co
mm
itte
e ha
s be
en
defin
ed, an
d in
clud
es
haza
rd r
ecog
niti
on a
nd
OS
H c
omm
unic
atio
ns.
The
com
mit
tee
also
ha
s an
act
ive
role
in
eval
uati
ng O
SH
cha
nges
, an
d in
bui
ldin
g w
orke
r co
mpe
tenc
es in
OS
H.
The
orga
niza
tion
ens
ures
th
at a
ll ch
ange
s to
the
w
ork
envi
ronm
ent
and
proc
edur
es a
re d
iscu
ssed
w
ith
wor
kers
and
the
ir
repr
esen
tati
ves.
The
be
nefit
s ar
e co
mm
unic
ated
so
tha
t w
orke
rs c
an
prop
erly
und
erst
and
why
ch
ange
s ar
e be
ing
mad
e,
and
how
the
se c
hang
es w
ill
be b
enefi
cial
. Th
e sa
fety
an
d he
alth
com
mit
tee
is
high
ly in
volv
ed in
all
OS
H
mat
ters
, an
d en
sure
s th
at
wor
kers
’ con
cern
s ar
e de
alt
wit
h in
a t
imel
y m
anne
r.
2
DW
orke
rs a
nd t
heir
re
pres
enta
tive
s ar
e ra
rely
co
nsul
ted
on c
hang
es t
o pr
oces
ses
and
proc
edur
es.
Ther
e is
onl
y m
inim
al
cons
ulta
tion
wit
h w
orke
rs
rega
rdin
g O
SH
mat
ters
, an
d ch
ange
s to
pro
cess
es
and
proc
edur
es.
Ther
e is
onl
y lim
ited
co
nsul
tati
on w
ith
wor
kers
re
gard
ing
OS
H m
atte
rs,
and
chan
ges
to p
roce
sses
an
d pr
oced
ures
.
Ther
e is
a p
osit
ive
appr
oach
to
invo
lvin
g w
orke
rs in
OS
H m
atte
rs,
and
this
incl
udes
co
nsul
tati
on o
n ch
ange
s to
pr
oces
ses
and
proc
edur
es.
The
orga
niza
tion
ens
ures
th
at w
orke
rs a
nd t
heir
re
pres
enta
tive
s ar
e co
nsul
ted,
info
rmed
and
tr
aine
d on
all
aspe
cts
of
OS
H t
hat
impa
ct o
n th
eir
wor
k an
d sa
fety
.
3
ETh
e or
gani
zati
on m
akes
no
tim
e av
aila
ble
for
wor
kers
or
the
ir r
epre
sent
ativ
es t
o ha
ve m
eeti
ngs
insi
de t
heir
no
rmal
wor
king
hou
rs.
The
orga
niza
tion
mak
es
littl
e ti
me
avai
labl
e fo
r w
orke
rs o
r th
eir
repr
esen
tati
ves
to h
ave
mee
ting
s. T
hese
are
ver
y in
freq
uent
; th
ey f
ocus
m
ainl
y on
issu
es r
aise
d by
man
agem
ent,
and
onl
y ra
rely
on
issu
es r
aise
d by
w
orke
rs.
The
orga
niza
tion
doe
s ha
ve m
eeti
ngs
on a
re
gula
r ba
sis,
but
the
se
tend
to
occu
r on
ly
once
per
qua
rter
, an
d th
e ag
enda
item
s fo
r di
scus
sion
ten
d to
not
in
clud
e is
sues
rai
sed
by w
orke
rs o
r th
eir
repr
esen
tati
ves.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w r
egul
ar
mee
ting
s to
dis
cuss
OS
H
issu
es. W
orke
rs h
ave
the
oppo
rtun
ity
to p
ut
issu
es o
n th
e ag
enda
for
di
scus
sion
.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w w
orke
rs
and
thei
r sa
fety
and
hea
lth
repr
esen
tati
ves
to a
ctiv
ely
part
icip
ate
in e
valu
atin
g,
orga
nizi
ng, pl
anni
ng a
nd
impl
emen
tati
on o
f ac
tion
s to
impr
ove
the
OS
H
man
agem
ent
syst
em.
2
109Appendices
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e O
SH
cul
ture
wit
hin
the
orga
niza
tion
is t
hat
safe
ty a
nd h
ealt
h is
an
extr
a ex
pens
e, a
nd c
ause
s ex
tra
wor
k to
be
done
.
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on f
ails
to
prop
erly
see
the
val
ue o
f go
od O
SH
pro
cedu
re a
nd
prac
tice
s. T
his
nega
tive
at
titu
de is
tra
nsm
itte
d to
w
orke
rs.
The
OSH
cul
ture
in t
he
orga
niza
tion
is in
diff
eren
t to
OSH
, and
tak
es n
o re
ally
pos
itive
initi
ativ
es
to p
rom
ote
wor
ker
part
icip
atio
n or
invo
lvem
ent
in O
SH m
atte
rs.
The
OS
H c
ultu
re in
th
e or
gani
zati
on is
po
siti
ve, an
d th
is h
as
enco
urag
ed g
ood
leve
ls o
f w
orke
r in
volv
emen
t an
d pa
rtic
ipat
ion.
The
OS
H c
ultu
re is
ex
trem
ely
posi
tive
, an
d is
val
ued
by b
oth
man
agem
ent
and
wor
kers
. W
orke
rs a
re f
ully
eng
aged
an
d pa
rtic
ipat
e w
idel
y on
O
SH
mat
ters
.
3
GW
orke
rs f
eel l
ittl
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
. Th
ey r
egar
d it
as
the
resp
onsi
bilit
y of
th
e m
anag
emen
t or
the
O
SH
pro
fess
iona
l.Jo
b de
scri
ptio
ns d
o no
t de
tail
OS
H p
erfo
rman
ce.
Wor
kers
acc
ept
som
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
, bu
t ar
e no
t gi
ven
the
oppo
rtun
ity
to
part
icip
ate
fully
in O
SH
m
atte
rs.
OS
H is
not
det
aile
d in
job
desc
ript
ions
.
Wor
kers
see
OS
H a
s pa
rt o
f th
eir
role
and
re
spon
sibi
lity,
and
OS
H
is a
n el
emen
t in
the
ir jo
b de
scri
ptio
ns.
Wor
kers
do
not
rece
ive
feed
back
or
reco
gnit
ion
for
OS
H p
erfo
rman
ce.
Wor
kers
see
OS
H a
s pa
rt
of t
heir
res
pons
ibili
ties
, w
hich
is s
tate
d in
th
eir
job
desc
ript
ion.
Th
ey a
re e
ncou
rage
d to
mak
e su
gges
tion
s th
at w
ill im
prov
e O
SH
pe
rfor
man
ce.
Wor
kers
rec
eive
fee
dbac
k on
OS
H p
erfo
rman
ce,
but
no f
orm
al a
war
d or
re
cogn
itio
n pr
oces
s ex
ists
.
Wor
kers
tak
e ow
ners
hip
of O
SH
pro
gram
mes
; th
ey
appl
y th
em d
ilige
ntly
, an
d ta
ke p
ride
in p
rom
otin
g th
em.
OS
H p
erfo
rman
ce is
su
bjec
t to
a r
igor
ous
appr
aisa
l pro
cess
by
supe
rvis
ors
and
man
ager
s.
A r
ewar
d an
d re
cogn
itio
n pr
oces
s is
in p
lace
.
2
HW
orke
rs h
ave
rece
ived
ve
ry li
ttle
info
rmat
ion
or
trai
ning
on
OS
H is
sues
.Th
ey a
re u
nabl
e to
sta
te
the
maj
or h
azar
ds in
the
ir
wor
k en
viro
nmen
t, o
r th
e m
easu
res
to b
e ta
ken
to
min
imiz
e ri
sks.
Wor
kers
rec
eive
d ba
sic
OS
H in
form
atio
n an
d tr
aini
ng a
t th
e ti
me
of
thei
r in
duct
ion.
They
hav
e re
ceiv
ed
no r
efre
sher
or
OS
H
com
pete
nce-
build
ing
trai
ning
, an
d ha
ve li
mit
ed
unde
rsta
ndin
g of
OS
H.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g, a
nd
som
e ad
diti
onal
tra
inin
g re
gard
ing
OS
H la
ws,
re
gula
tion
and
rul
es.
They
are
abl
e to
id
enti
fy h
azar
ds in
the
ir
wor
kpla
ce, an
d st
ate
the
risk
s th
at e
xist
and
the
m
easu
res
to b
e ta
ken
to
min
imiz
e th
ese
risk
s.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g an
d re
fres
her
trai
ning
. Th
ey
can
stat
e th
e ha
zard
s in
th
eir
wor
kpla
ce.
They
are
cap
able
of
unde
rtak
ing
task
ana
lysi
s to
iden
tify
haz
ards
, an
d ar
e ab
le t
o ev
alua
te
pote
ntia
l sol
utio
ns.
The
orga
niza
tion
has
de
velo
ped
and
use
com
pete
nce-
build
ing
tool
s w
hich
ens
ure
that
all
wor
kers
hav
e a
thor
ough
un
ders
tand
ing
of O
SH
co
ncep
ts a
nd t
he s
ite-
spec
ific
risk
s th
at t
hey
may
enc
ount
er.
Wor
kers
are
cap
able
of
und
erta
king
haz
ard
iden
tific
atio
n an
d ri
sk
asse
ssm
ent,
and
are
ab
le t
o co
nduc
t sa
fety
be
havi
our
obse
rvat
ions
.
3
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.2
WO
rK
Er
PA
rTI
CIP
ATIO
N: 2
1 (
max
. sc
ore
for
this
item
is 4
0)
110 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
The
orga
niza
tion
is g
ener
ally
com
plia
nt w
ith
nati
onal
OS
H la
ws
rela
ting
to
wor
ker
cons
ulta
tion
and
par
tici
pati
on.
Wor
kers
do
rece
ive
basi
c O
SH
tra
inin
g, a
nd a
re t
rain
ed t
o un
ders
tand
OS
H la
ws,
reg
ulat
ions
and
rul
es.
Man
agem
ent
does
enc
oura
ge w
orke
r pa
rtic
ipat
ion
in d
ealin
g w
ith
spec
ific
OS
H is
sues
and
con
cern
s.
Wea
knes
ses
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on f
ails
to
insp
ire
wor
kers
to
take
pos
itiv
e in
itia
tive
s to
pro
mot
e an
d en
cour
age
OS
H in
the
wor
kpla
ce.
Par
tici
pati
on b
y th
e w
orkf
orce
is v
ery
limit
ed, an
d en
cour
agem
ent
by m
anag
emen
t is
gen
eral
ly la
ckin
g.
Ther
e is
not
eno
ugh
tim
e al
loca
ted
for
safe
ty m
eeti
ngs,
whi
ch a
re g
ener
ally
hel
d in
freq
uent
ly, an
d fa
il to
foc
us o
n w
orke
rs’ O
SH
con
cern
s an
d is
sues
.
Opp
ortu
niti
es
Man
agem
ent
coul
d cr
eate
a m
ore
posi
tive
saf
ety
cult
ure,
whi
ch w
ould
enc
oura
ge t
he f
ull e
ngag
emen
t of
the
wor
kfor
ce in
OS
H m
atte
rs a
nd is
sues
.
A s
afet
y an
d he
alth
com
mit
tee
exis
ts, bu
t fa
ils t
o fu
lfil i
ts p
urpo
se a
nd p
oten
tial
, an
d is
fai
ling
to e
ngag
e w
ith
the
tota
l wor
kfor
ce.
Maj
or b
enefi
ts w
ould
be
gain
ed b
y ge
ttin
g w
orke
rs a
ctiv
ely
invo
lved
in O
SH
thr
ough
tas
k an
alys
is a
nd s
afet
y as
sess
men
ts, et
c.
Thre
ats
Ther
e is
a c
once
rn t
hat
OS
H h
azar
ds m
ay n
ot b
e id
enti
fied
beca
use
wor
kers
are
not
eng
aged
or
may
fee
l tha
t th
ey h
ave
no r
espo
nsib
ility
to
iden
tify
haz
ards
.
The
failu
re t
o cl
earl
y as
sign
rol
es a
nd r
espo
nsib
iliti
es m
ay r
esul
t in
a la
ckin
g of
OS
H p
lann
ing,
and
tha
t no
cle
ar p
roce
ss e
xist
s fo
r ha
zard
iden
tific
atio
n.
Failu
re t
o de
velo
p O
SH
com
pete
nces
of
the
wor
kfor
ce is
like
ly t
o be
a m
ajor
blo
ck t
o th
e co
ntin
uous
impr
ovem
ent
of O
SH
wit
hin
the
orga
niza
tion
.
111Appendices
App
endi
x 2
It
em 3
.2 W
orke
r pa
rtic
ipat
ion
– S
econ
d w
orke
d ex
ampl
e
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
ATh
ere
is n
o cl
ear
evid
ence
w
ithi
n th
e or
gani
zati
on o
f m
anag
emen
t en
cour
agin
g or
see
king
to
invo
lve
or g
et
wor
kers
to
part
icip
ate
in
OS
H m
atte
rs.
Par
tici
pati
on is
lim
ited
to
fol
low
ing
OS
H
rule
s, p
roce
dure
s, a
nd
inst
ruct
ions
. Th
ere
is li
ttle
in
put
by w
orke
rs in
OS
H
mat
ters
.
Par
tici
pati
on is
en
cour
aged
by
man
agem
ent,
but
is
limit
ed t
o de
alin
g w
ith
spec
ific
OS
H p
robl
ems
wit
hin
the
orga
niza
tion
. It
doe
s no
t ge
t in
volv
ed
in p
lann
ing
or h
azar
d re
cogn
itio
n ac
tivi
ties
.
Man
agem
ent
has
cl
earl
y de
fined
the
rol
es
and
resp
onsi
bilit
ies
of
indi
vidu
al w
orke
rs, an
d of
the
saf
ety
and
heal
th
com
mit
tee.
The
man
agem
ent
polic
y an
d sy
stem
s do
cum
enta
tion
des
crib
es
the
impo
rtan
ce o
f w
orke
r pa
rtic
ipat
ion
and
invo
lvem
ent
in c
reat
ing
a sa
fe a
nd h
ealt
hy
wor
kpla
ce.
4
BO
SH
com
mun
icat
ion
wit
h w
orke
rs is
infr
eque
nt,
and
tend
s to
invo
lve
mai
nly
smal
l num
bers
of
wor
kers
and
be
focu
sed
on
supe
rvis
ors.
Man
agem
ent
has
min
imum
com
mun
icat
ion
wit
h w
orke
rs o
n O
SH
m
atte
rs.
Man
agem
ent
mai
ntai
ns
a lim
ited
am
ount
of
com
mun
icat
ion
wit
h w
orke
rs. Th
is
com
mun
icat
ion
is
gene
rally
a t
op-d
own
proc
ess,
and
litt
le
evid
ence
exi
sts
that
m
anag
emen
t kn
ows
wha
t th
eir
wor
kers
’ con
cern
s ar
e.
Ther
e is
reg
ular
and
fr
eque
nt d
ialo
gue
wit
h w
orke
rs, an
d th
e w
orke
rs’
view
s ar
e re
gard
ed a
s be
ing
very
impo
rtan
t.
The
docu
men
tati
on
desc
ribe
s sp
ecifi
c w
orke
r pa
rtic
ipat
ion
goal
s, a
nd
the
bene
fits
that
are
ga
ined
for
the
org
aniz
atio
n an
d it
s w
orke
rs. It
m
akes
saf
ety
and
heal
th
com
mun
icat
ions
to
be
vita
l to
ensu
re t
hat
ever
y pe
rson
in t
he o
rgan
izat
ion
unde
rsta
nds
thei
r ro
les
and
resp
onsi
bilit
ies.
5
112 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
CW
orke
rs’ s
afet
y an
d he
alth
re
pres
enta
tive
s ha
ve
been
app
oint
ed b
ut r
arel
y m
eet.
The
ir r
ole
has
not
been
defi
ned,
and
the
y ha
ve li
ttle
invo
lvem
ent
in p
lann
ing,
eva
luat
ing
or s
eeki
ng im
prov
emen
t an
d so
luti
ons
to O
SH
pr
oble
ms.
A s
afet
y an
d he
alth
co
mm
itte
e ha
s be
en
form
ed, bu
t ha
s no
cle
ar
role
, an
d m
eets
ver
y in
freq
uent
ly. S
afet
y an
d he
alth
rep
rese
ntat
ives
ha
ve li
ttle
invo
lvem
ent
in
plan
ning
.
The
orga
niza
tion
has
es
tabl
ishe
d a
safe
ty a
nd
heal
th c
omm
itte
e th
at
conf
orm
s an
d co
mpl
ies
wit
h th
e re
quir
emen
ts
of n
atio
nal l
aws
and
regu
lati
ons,
and
pra
ctic
e.
The
com
mit
tee’
s ro
le
has
been
defi
ned,
an
d in
clud
es w
orki
ng
wit
h m
anag
emen
t in
ev
alua
ting
, pl
anni
ng a
nd
impl
emen
ting
sol
utio
ns
and
impr
ovem
ents
.
The
orga
niza
tion
has
es
tabl
ishe
d a
safe
ty a
nd
heal
th c
omm
itte
e th
at
conf
orm
s an
d co
mpl
ies
wit
h th
e re
quir
emen
ts
of n
atio
nal l
aws
and
regu
lati
ons,
and
pr
acti
ce. Th
e ro
le o
f th
e co
mm
itte
e ha
s be
en
defin
ed, an
d in
clud
es
haza
rd r
ecog
niti
on a
nd
OS
H c
omm
unic
atio
ns.
The
com
mit
tee
also
ha
s an
act
ive
role
in
eval
uati
ng O
SH
cha
nges
, an
d in
bui
ldin
g w
orke
r co
mpe
tenc
es in
OS
H.
The
orga
niza
tion
ens
ures
th
at a
ll ch
ange
s to
the
w
ork
envi
ronm
ent
and
proc
edur
es a
re d
iscu
ssed
w
ith
wor
kers
and
the
ir
repr
esen
tati
ves.
The
be
nefit
s ar
e co
mm
unic
ated
so
tha
t w
orke
rs c
an
prop
erly
und
erst
and
why
ch
ange
s ar
e be
ing
mad
e,
and
how
the
se c
hang
es w
ill
be b
enefi
cial
. Th
e sa
fety
an
d he
alth
com
mit
tee
is
high
ly in
volv
ed in
all
OS
H
mat
ters
, an
d en
sure
s th
at
wor
kers
’ con
cern
s ar
e de
alt
wit
h in
a t
imel
y m
anne
r.
4
DW
orke
rs a
nd t
heir
re
pres
enta
tive
s ar
e ra
rely
co
nsul
ted
on c
hang
es t
o pr
oces
ses
and
proc
edur
es.
Ther
e is
onl
y m
inim
al
cons
ulta
tion
wit
h w
orke
rs
rega
rdin
g O
SH
mat
ters
, an
d ch
ange
s to
pro
cess
es
and
proc
edur
es.
Ther
e is
onl
y lim
ited
co
nsul
tati
on w
ith
wor
kers
re
gard
ing
OS
H m
atte
rs,
and
chan
ges
to p
roce
sses
an
d pr
oced
ures
.
Ther
e is
a p
osit
ive
appr
oach
to
invo
lvin
g w
orke
rs in
OS
H m
atte
rs,
and
this
incl
udes
co
nsul
tati
on o
n ch
ange
s to
pr
oces
ses
and
proc
edur
es.
The
orga
niza
tion
ens
ures
th
at w
orke
rs a
nd t
heir
re
pres
enta
tive
s ar
e co
nsul
ted,
info
rmed
and
tr
aine
d on
all
aspe
cts
of
OS
H t
hat
impa
ct o
n th
eir
wor
k an
d sa
fety
.
5
ETh
e or
gani
zati
on m
akes
no
tim
e av
aila
ble
for
wor
kers
or
the
ir r
epre
sent
ativ
es t
o ha
ve m
eeti
ngs
insi
de t
heir
no
rmal
wor
king
hou
rs.
The
orga
niza
tion
mak
es
littl
e ti
me
avai
labl
e fo
r w
orke
rs o
r th
eir
repr
esen
tati
ves
to h
ave
mee
ting
s. T
hese
are
ver
y in
freq
uent
; th
ey f
ocus
m
ainl
y on
issu
es r
aise
d by
man
agem
ent,
and
onl
y ra
rely
on
issu
es r
aise
d by
w
orke
rs.
The
orga
niza
tion
doe
s ha
ve m
eeti
ngs
on a
re
gula
r ba
sis,
but
the
se
tend
to
occu
r on
ly
once
per
qua
rter
, an
d th
e ag
enda
item
s fo
r di
scus
sion
ten
d to
not
in
clud
e is
sues
rai
sed
by w
orke
rs o
r th
eir
repr
esen
tati
ves.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w r
egul
ar
mee
ting
s to
dis
cuss
OS
H
issu
es. W
orke
rs h
ave
the
oppo
rtun
ity
to p
ut
issu
es o
n th
e ag
enda
for
di
scus
sion
.
The
orga
niza
tion
mak
es
tim
e an
d re
sour
ces
avai
labl
e to
allo
w w
orke
rs
and
thei
r sa
fety
and
hea
lth
repr
esen
tati
ves
to a
ctiv
ely
part
icip
ate
in e
valu
atin
g,
orga
nizi
ng, pl
anni
ng a
nd
impl
emen
tati
on o
f ac
tion
s to
impr
ove
the
OS
H
man
agem
ent
syst
em.
3
113Appendices
NO
NE
(1
)P
OO
r (
2)
FAIr
(3
)G
OO
D (
4)
ExC
ELL
EN
T (5
)r
ATIN
G
FTh
e O
SH
cul
ture
wit
hin
the
orga
niza
tion
is t
hat
safe
ty a
nd h
ealt
h is
an
extr
a ex
pens
e, a
nd c
ause
s ex
tra
wor
k to
be
done
.
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on f
ails
to
prop
erly
see
the
val
ue o
f go
od O
SH
pro
cedu
re a
nd
prac
tice
s. T
his
nega
tive
at
titu
de is
tra
nsm
itte
d to
w
orke
rs.
The
OSH
cul
ture
in t
he
orga
niza
tion
is in
diff
eren
t to
OSH
, and
tak
es n
o re
ally
pos
itive
initi
ativ
es
to p
rom
ote
wor
ker
part
icip
atio
n or
invo
lvem
ent
in O
SH m
atte
rs.
The
OS
H c
ultu
re in
th
e or
gani
zati
on is
po
siti
ve,
and
this
has
en
cour
aged
goo
d le
vels
of
wor
ker
invo
lvem
ent
and
part
icip
atio
n.
The
OS
H c
ultu
re is
ex
trem
ely
posi
tive
, an
d is
val
ued
by b
oth
man
agem
ent
and
wor
kers
. W
orke
rs a
re f
ully
eng
aged
an
d pa
rtic
ipat
e w
idel
y on
O
SH
mat
ters
.
4
GW
orke
rs f
eel l
ittl
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
. Th
ey r
egar
d it
as
the
resp
onsi
bilit
y of
th
e m
anag
emen
t or
the
O
SH
pro
fess
iona
l.Jo
b de
scri
ptio
ns d
o no
t de
tail
OS
H p
erfo
rman
ce.
Wor
kers
acc
ept
som
e re
spon
sibi
lity
for
OS
H
perf
orm
ance
, bu
t ar
e no
t gi
ven
the
oppo
rtun
ity
to
part
icip
ate
fully
in O
SH
m
atte
rs.
OS
H is
not
det
aile
d in
job
desc
ript
ions
.
Wor
kers
see
OS
H a
s pa
rt o
f th
eir
role
and
re
spon
sibi
lity,
and
OS
H
is a
n el
emen
t in
the
ir jo
b de
scri
ptio
ns.
Wor
kers
do
not
rece
ive
feed
back
or
reco
gnit
ion
for
OS
H p
erfo
rman
ce.
Wor
kers
see
OS
H a
s pa
rt
of t
heir
res
pons
ibili
ties
, w
hich
is s
tate
d in
th
eir
job
desc
ript
ion.
Th
ey a
re e
ncou
rage
d to
mak
e su
gges
tion
s th
at w
ill im
prov
e O
SH
pe
rfor
man
ce.
Wor
kers
rec
eive
fee
dbac
k on
OS
H p
erfo
rman
ce,
but
no f
orm
al a
war
d or
re
cogn
itio
n pr
oces
s ex
ists
.
Wor
kers
tak
e ow
ners
hip
of O
SH
pro
gram
mes
; th
ey
appl
y th
em d
ilige
ntly
, an
d ta
ke p
ride
in p
rom
otin
g th
em.
OS
H p
erfo
rman
ce is
su
bjec
t to
a r
igor
ous
appr
aisa
l pro
cess
by
supe
rvis
ors
and
man
ager
s.
A r
ewar
d an
d re
cogn
itio
n pr
oces
s is
in p
lace
.
3
HW
orke
rs h
ave
rece
ived
ve
ry li
ttle
info
rmat
ion
or
trai
ning
on
OS
H is
sues
.Th
ey a
re u
nabl
e to
sta
te
the
maj
or h
azar
ds in
the
ir
wor
k en
viro
nmen
t, o
r th
e m
easu
res
to b
e ta
ken
to
min
imiz
e ri
sks.
Wor
kers
rec
eive
d ba
sic
OS
H in
form
atio
n an
d tr
aini
ng a
t th
e ti
me
of
thei
r in
duct
ion.
They
hav
e re
ceiv
ed
no r
efre
sher
or
OS
H
com
pete
nce-
build
ing
trai
ning
, an
d ha
ve li
mit
ed
unde
rsta
ndin
g of
OS
H.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g, a
nd
som
e ad
diti
onal
tra
inin
g re
gard
ing
OS
H la
ws,
re
gula
tion
and
rul
es.
They
are
abl
e to
id
enti
fy h
azar
ds in
the
ir
wor
kpla
ce, an
d st
ate
the
risk
s th
at e
xist
and
the
m
easu
res
to b
e ta
ken
to
min
imiz
e th
ese
risk
s.
Wor
kers
hav
e re
ceiv
ed
basi
c O
SH
tra
inin
g an
d re
fres
her
trai
ning
. Th
ey
can
stat
e th
e ha
zard
s in
th
eir
wor
kpla
ce.
They
are
cap
able
of
unde
rtak
ing
task
ana
lysi
s to
iden
tify
haz
ards
, an
d ar
e ab
le t
o ev
alua
te
pote
ntia
l sol
utio
ns.
The
orga
niza
tion
has
de
velo
ped
and
use
com
pete
nce-
build
ing
tool
s w
hich
ens
ure
that
all
wor
kers
hav
e a
thor
ough
un
ders
tand
ing
of O
SH
co
ncep
ts a
nd t
he s
ite-
spec
ific
risk
s th
at t
hey
may
enc
ount
er.
Wor
kers
are
cap
able
of
und
erta
king
haz
ard
iden
tific
atio
n an
d ri
sk
asse
ssm
ent,
and
are
ab
le t
o co
nduc
t sa
fety
be
havi
our
obse
rvat
ions
.
3
OVE
rA
LL S
CO
rE
FO
r I
TEM
3.2
WO
rK
Er
PA
rTI
CIP
ATIO
N: 3
1 (
max
. sc
ore
for
this
item
is 4
0)
114 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Aud
itor
’s f
eedb
ack
Str
engt
hs
The
orga
niza
tion
mak
es e
xten
sive
eff
orts
to
enco
urag
e w
orke
r pa
rtic
ipat
ion,
wit
h cl
earl
y w
ritt
en g
oals
and
exp
ecta
tion
s.
Wor
kers
and
the
ir r
epre
sent
ativ
es a
re c
onsu
lted
, in
form
ed a
nd t
rain
ed o
n O
SH
and
the
OS
H is
sues
tha
t im
pact
on
thei
r w
ork
and
wor
kpla
ce.
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on is
ver
y po
siti
ve, an
d is
hig
hly
valu
ed b
y bo
th w
orke
rs a
nd t
he m
anag
emen
t.
Wea
knes
ses
Ther
e is
not
eno
ugh
tim
e al
loca
ted
for
safe
ty m
eeti
ngs,
whi
ch n
eed
to b
e he
ld m
ore
freq
uent
ly a
nd a
llow
tim
e to
dis
cuss
wor
kers
’ OS
H c
once
rns
and
issu
es.
OS
H p
erfo
rman
ce c
ould
be
impr
oved
if w
orke
rs w
ere
to t
ake
a hi
gher
leve
l of
owne
rshi
p of
the
OS
H p
roce
ss.
The
deve
lopm
ent
of O
SH
com
pete
nces
nee
ds t
o be
giv
en h
ighe
r pr
iori
ty a
nd b
e w
iden
ed.
Opp
ortu
niti
es
A p
osit
ive
OS
H c
ultu
re e
xist
s w
ithi
n th
e or
gani
zati
on, sh
ared
by
wor
kers
and
man
agem
ent,
and
thi
s al
low
s O
SH
impr
ovem
ent
oppo
rtun
itie
s to
be
take
n.
Ther
e ex
ists
the
opp
ortu
nity
to
get
wor
kers
to
take
gre
ater
ow
ners
hip
of t
he O
SH
pro
cess
and
pro
gram
me.
Insu
ffici
ent
atte
ntio
n is
cur
rent
ly p
lace
d on
dev
elop
ing
the
OS
H c
ompe
tenc
es o
f th
e w
orkf
orce
.
Thre
ats
Failu
re t
o de
velo
p th
e O
SH
com
pete
nces
of
the
wor
kfor
ce is
like
ly t
o be
a m
ajor
blo
ck t
o th
e co
ntin
uous
impr
ovem
ent
of O
SH
wit
hin
the
orga
niza
tion
.
Failu
re t
o al
low
suf
ficie
nt t
ime
for
regu
lar
and
nece
ssar
y O
SH
mee
ting
s m
ay r
esul
t in
a d
eter
iora
tion
of
the
OS
H c
ultu
re o
f th
e or
gani
zati
on.
Con
tinu
ous
impr
ovem
ent
of O
SH
will
not
be
poss
ible
unl
ess
atte
ntio
n is
giv
en t
o de
velo
ping
wor
kers
OS
H c
ompe
tenc
es.
115Appendices
App
endi
x 3
S
ampl
e au
dit
sum
mar
y
Sco
red
item
sTi
tle
Max
imum
pos
sibl
e sc
ore
Act
ual s
core
Traf
fic li
ght
3.1
Occ
upat
iona
l saf
ety
and
heal
th p
olic
y4
54
51
00
%
3.2
Wor
ker
part
icip
atio
n4
02
87
0%
3.3
Res
pons
ibili
ty a
nd a
ccou
ntab
ility
45
30
66
%
3.4
Com
pete
nce
and
trai
ning
4
51
53
3%
3.5
Occ
upat
iona
l saf
ety
and
heal
th m
anag
emen
t sy
stem
doc
umen
tati
on5
04
28
4%
3.6
Com
mun
icat
ion
40
20
50
%
3.7
Init
ial r
evie
w4
03
07
5%
3.8
Sys
tem
pla
nnin
g, d
evel
opm
ent
and
impl
emen
tati
on5
04
28
4%
3.9
Occ
upat
iona
l saf
ety
and
heal
th o
bjec
tive
s4
03
89
5%
3.1
0.1
Haz
ard
prev
enti
on:
Pre
vent
ion
and
cont
rol m
easu
res
30
20
66
%
3.1
0.2
Haz
ard
prev
enti
on:
Man
agem
ent
of c
hang
e3
01
55
0%
3.1
0.3
Haz
ard
prev
enti
on:
Em
erge
ncy
prev
enti
on, pr
epar
edne
ss a
nd r
espo
nse
30
23
77
%
3.1
0.4
Haz
ard
prev
enti
on:
Pro
cure
men
t2
52
08
0%
3.1
0.5
Haz
ard
prev
enti
on:
Con
trac
ting
35
16
46
%
3.1
1P
erfo
rman
ce m
onit
orin
g an
d m
easu
rem
ent
60
48
80
%
Aud
itor
’s f
eedb
ack
Str
engt
hs
The
orga
niza
tion
mak
es e
xten
sive
eff
orts
to
enco
urag
e w
orke
r pa
rtic
ipat
ion,
wit
h cl
earl
y w
ritt
en g
oals
and
exp
ecta
tion
s.
Wor
kers
and
the
ir r
epre
sent
ativ
es a
re c
onsu
lted
, in
form
ed a
nd t
rain
ed o
n O
SH
and
the
OS
H is
sues
tha
t im
pact
on
thei
r w
ork
and
wor
kpla
ce.
The
OS
H c
ultu
re w
ithi
n th
e or
gani
zati
on is
ver
y po
siti
ve, an
d is
hig
hly
valu
ed b
y bo
th w
orke
rs a
nd t
he m
anag
emen
t.
Wea
knes
ses
Ther
e is
not
eno
ugh
tim
e al
loca
ted
for
safe
ty m
eeti
ngs,
whi
ch n
eed
to b
e he
ld m
ore
freq
uent
ly a
nd a
llow
tim
e to
dis
cuss
wor
kers
’ OS
H c
once
rns
and
issu
es.
OS
H p
erfo
rman
ce c
ould
be
impr
oved
if w
orke
rs w
ere
to t
ake
a hi
gher
leve
l of
owne
rshi
p of
the
OS
H p
roce
ss.
The
deve
lopm
ent
of O
SH
com
pete
nces
nee
ds t
o be
giv
en h
ighe
r pr
iori
ty a
nd b
e w
iden
ed.
Opp
ortu
niti
es
A p
osit
ive
OS
H c
ultu
re e
xist
s w
ithi
n th
e or
gani
zati
on, sh
ared
by
wor
kers
and
man
agem
ent,
and
thi
s al
low
s O
SH
impr
ovem
ent
oppo
rtun
itie
s to
be
take
n.
Ther
e ex
ists
the
opp
ortu
nity
to
get
wor
kers
to
take
gre
ater
ow
ners
hip
of t
he O
SH
pro
cess
and
pro
gram
me.
Insu
ffici
ent
atte
ntio
n is
cur
rent
ly p
lace
d on
dev
elop
ing
the
OS
H c
ompe
tenc
es o
f th
e w
orkf
orce
.
Thre
ats
Failu
re t
o de
velo
p th
e O
SH
com
pete
nces
of
the
wor
kfor
ce is
like
ly t
o be
a m
ajor
blo
ck t
o th
e co
ntin
uous
impr
ovem
ent
of O
SH
wit
hin
the
orga
niza
tion
.
Failu
re t
o al
low
suf
ficie
nt t
ime
for
regu
lar
and
nece
ssar
y O
SH
mee
ting
s m
ay r
esul
t in
a d
eter
iora
tion
of
the
OS
H c
ultu
re o
f th
e or
gani
zati
on.
Con
tinu
ous
impr
ovem
ent
of O
SH
will
not
be
poss
ible
unl
ess
atte
ntio
n is
giv
en t
o de
velo
ping
wor
kers
OS
H c
ompe
tenc
es.
116 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Sco
red
item
sTi
tle
Max
imum
pos
sibl
e sc
ore
Act
ual s
core
Traf
fic li
ght
3.1
2In
vest
igat
ion
of w
ork-
rela
ted
inju
ries
, ill
hea
lth
dise
ase
and
inci
dent
s,
and
thei
r im
pact
on
safe
ty a
nd h
ealt
h pe
rfor
man
ce3
52
05
7%
3.1
3A
udit
50
20
40
%
3.1
4M
anag
emen
t re
view
35
20
57
%
3.1
5P
reve
ntiv
e an
d co
rrec
tive
act
ion
30
27
90
%
3.1
6C
onti
nual
impr
ovem
ent
40
34
85
%
Tota
l sco
re7
95
55
36
9%
Key
0%
to
49
%:
RE
D5
0%
to
69
%:
OR
AN
GE
70
% a
nd o
ver:
G
RE
EN
117Appendices
App
endi
x 4
P
re-a
udit
pla
nnin
g
Ass
essm
ent
item
Doc
umen
tati
on r
evie
wIn
terv
iew
s/Q
uest
ions
Obs
erva
tion
sTe
st
3.1
O
SH
pol
icy
3.2
W
orke
r pa
rtic
ipat
ion
3.3
r
espo
nsib
ility
/ ac
coun
tabi
lity
3.4
C
ompe
tenc
e an
d tr
aini
ng
118 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Ass
essm
ent
item
Doc
umen
tati
on r
evie
wIn
terv
iew
s/Q
uest
ions
Obs
erva
tion
sTe
st
3.5
O
SH
Man
agem
ent
syst
em
docu
men
tati
on
3.6
C
omm
unic
atio
n
3.7
In
itia
l rev
iew
3.8
S
yste
m p
lann
ing,
de
velo
pmen
t
and
Impl
emen
tati
on
3.9
O
SH
obj
ecti
ves
119Appendices
Ass
essm
ent
item
Doc
umen
tati
on r
evie
wIn
terv
iew
s/Q
uest
ions
Obs
erva
tion
sTe
st
3.1
0.1
P
reve
ntio
n an
d co
ntro
l
3.1
0.2
M
anag
emen
t of
cha
nge
3.1
0.3
E
mer
genc
y pr
even
tion
, pr
epar
edne
ss a
nd r
espo
nse
3.1
0.4
P
rocu
rem
ent
3.1
0.5
C
ontr
acti
ng
120 Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems
Ass
essm
ent
item
Doc
umen
tati
on r
evie
wIn
terv
iew
s/Q
uest
ions
Obs
erva
tion
sTe
st
3.1
1
Per
form
ance
mon
itor
ing
an
d m
easu
rem
ent
3.1
2
Inve
stig
atio
n of
wor
k-re
late
d in
juri
es, ill
hea
lth,
dis
ease
s
and
inci
dent
s. I
mpa
cts
on
OS
H p
erfo
rman
ce
3.1
3
Aud
it
3.1
4
Man
agem
ent
revi
ew
3.1
5
Pre
vent
ive
an
d co
rrec
tive
act
ion
3.1
6
Con
tinu
al im
prov
emen
t
Programme on Safety and Health at Work and the Environment (SafeWork)International Labour OrganizationRoute des Morillons 4CH -1211 Geneva 22Switzerland
TeL. + 41 22 7996715Fax + 41 22 7996878
e-mail : safework @ ilo.org www.ilo.org / safework
ILO
A
udit
Mat
rix
for
the
ILO
Gui
delin
es o
n O
ccup
atio
nal S
afet
y an
d H
ealt
h M
anag
emen
t S
yste
ms,
ILO
-OS
H 2
00
1
Audit Matrix for the ILO Guidelines on Occupational Safety and Health Management Systems ( ILO-OSH 2001)
InternationalLabourOffice
Geneva
ISBN 978-92-2-127059-1
9 789221 270591
Top Related