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COMPETENCE, TRAINING & AWARENESSPR_05 | REV 00 | DEC12
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DOCUMENT INFORMATION & CONTROL
Document Information
Doc No: PR_05 Rev No: 00 Issue Date: Dec 2012
Written By:G VAN HEERDEN
(GROUP SHERQ MANAGER)Approved By:
N CLOETE
(GROUP CEO)DAR No: 12.36
Revision History
00 Dec12 G van Heerden Initial issue
Rev Date Revised By Revision Detail
CONTENTS
1 PURPOSE & SCOPE2 DEFINITIONS3 RESPONSIBILITY/AUTHORITY4 PROCEDURE
4.1 Identifying Training Needs4.2 Develop a training plan and provide relevant training4.3 Evaluate effectiveness of training4.4 Create awareness
5 REFERENCES6 ATTACHMENTS
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1 PURPOSE & SCOPEThe purpose of this procedure is to identify actions and responsibilities for ensuring that the competencies needed to meet
customer and other external and internal standards or requirements applicable to the business are identified and actions are taken
to meet these needs.
The procedure applies to all employees and workplaces of the company.
2 DEFINITIONS2.1 Competence: A combination of related abilities, commitments, knowledge, and skills that enable a person to act effectively
in a job or situation.
2.2 Training: That which prepares people to perform their work correctly or to improve the effectiveness with which they dotheir work.
2.3 Awareness: That which acquaints people with the responsibilities, policy, objectives and procedures contained in theLiviero SHERQ management system.
2.4 Qualified: Refers to the status given to an individual when the capability of fulfilling specified requirements has beendemonstrated.
3 RESPONSIBILITIES3.1 Managers:For ensuring that employees under their management have adequate knowledge of the companys SHE policy,
objectives, procedures, legal and other requirements, as well as work-related skills and competence to effectively perform
their required tasks.
3.2 SHEQ Co-ordinator: For providing inductions to all employees.3.3 HR Co-ordinator: For ensuring that all employee records pertaining to training are properly completed, maintained and
updated as required and in accordance with this procedure.
4 PROCEDURE4.1 Identifying Training Needs
a) To identify training needs the company will determine the difference between what people actually do in a job andwhat people should do (desired performance).
b) The most common reasons why a training needs may be necessary is that employees:-i) Do NOT know what to do.
ii) DO know what to do but DO NOT have the skills.iii) HAVE the skills and knowledge but are NOT performing at the standard the company requires.iv) Do NOT care about work performance.
c) Training needs are identified and analysed using a Training Needs Analysis form (See form PR_08_F01).d) The workplace manager should use the Tables in Appendix 2 to identify the training required to fill the gap between
current knowledge and skills of employees and the mandatory training required to satisfy both the generic and
applicable hazard specific competencies.
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4.2 Develop a training plan and provide relevant traininga) Document the training required in the form of an individual training plan in consultation with the person to be trained.
Investigate dates for the relevant training courses from the training schedule.
b) Recommended timeframes for completion of the mandatory training courses should be discussed with the employeeand his/her superior e.g. SHERQ awareness within the first few weeks of employment, hazard specific courses withinthe first few months with the understanding that supervision is provided in the interim.
c) Task specific training must be undertaken and competency demonstrated before the person is allowed to undertakena specific task unsupervised.
d) Specific training must be delivered at key times in an operational cycle such as induction, following risk assessment, ontransfer of employees to new jobs and change to work processes, plant, technology, materials or substances.
e) A training plan template is available in the SHERQ system. Other planning tools and systems are allowed to be used tomeet the requirements of this section as a workplace manager sees fit.
f) Employees must attend the training as per the training plan. This may include:-i)
Courses delivered by the SHERQ department for generic safety and hazard specific related information;
ii) Training programs delivered by external providers for any other specific skills or qualification requirements;iii) Task specific training delivered at workplace level.
g) Training programs must include or take into account:-i) Risk
ii) Differences in learning abilities, language, literacy and numeracy skills of employees, and responsibility levels.h) Task specific training may include SHERQ manuals; codes of practice, safe work procedures; specialist instruction;
computer assisted learning; on the job demonstration and supervision; or other resources essential to achieving
competency or licencing.
i) Differences in language and literacy can be accommodated by ensuring that diagrams, photos and symbols areincluded in safe work procedures (if applicable).
j) Task specific training shall be delivered by any person previously deemed competent or deemed to have sufficientexperience in the task being conducted.
k) Delivery of the Generic and Hazard Specific training courses must be provided by persons with appropriate knowledge,skills and qualifications.
4.3 Evaluate effectiveness of traininga) Competency assessment methods may include but are not limited to:-
i) Planned task observation (PTO); suitable for assessing competence in safe work procedures.ii) Verbal, written or oral assessment.
iii) Completion of an assignment.iv) Demonstration of learning; e.g. successfully reporting a hazard through the near-miss reporting system.v) Qualification or licence; e.g. demonstration of prior learning.
b) Where task specific training is indicated for attaining competency, there are a variety of methods available (includingthe above) to undertake the assessment. The person assessing the competency should choose appropriate item(s)
according to the nature of the competency.
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c) Participants who can present evidence to substantiate competencies gained through prior learning (to the satisfactionof the person completing the assessment of competency) should request to have those competencies recognised.
Recognition should be granted regardless of where or how the competencies were gained providing they are
appropriate. Evidence could be in the form of written references, formal certification (i.e. licences, qualifications etc.)
or statutory declarations.
4.4 Create awarenessa) Employees shall be competent to perform tasks that impact on safety, health, environment and quality in the
workplace.
b) Therefore, procedures have been established to ensure that all employees working at each relevant function and levelof the company are made aware of:-
i) The consequences of each individuals work activities (during meetings, inductions and toolbox talks).ii) The benefits of improved personal performance
iii)
Employee roles and responsibilities
iv) Importance of achieving conformity / compliance to policies, procedures, legal and other requirementsv) Emergency preparedness and response requirementsvi) Potential consequences of departure from specified standards / requirements
5 REFERENCESOHSAS 18001 Clause 4.3.3
ISO 14001 Clause 4.3.3
6 APPENDICESPR_05_F01 Training Needs Assessment Template
PR_05_F02 Training Process Flowchart
PR_05_F03 Training Requirements Matrix Template
PR_05_F04 Competency Assessment Checklist
PR_05_F05 Training Attendance Register
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TRAINING NEEDS ASSESSMENTPR_05_F01
Job TitleName &
Surname
ID
Number
M
edicals
Induction(Customer)
Induction(Liviero)
Induction(Workplace)
L
ife-threateningProtocols
D
efensiveDriving
S
HERepresentative
IncidentManagement
F
irstAidLevel1
F
irstAidLevel2
L
ockout&Isolation
S
HEAwareness
H
IRA
L
egalLiability
S
nakeHandlingCourse
A
BET
M
iniRiskAssessment
F
allArrestandHeightSafety
F
ireFighting&Emergency
F
lagPerson
H
IV/Aids&TBAwareness
M
anagementofChange
V
isibleFieldLeadership
S
caffoldErectors
R
opeRescue
W
orkingatHeights
R
ootCauseAnalysis
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TRAINING FLOWCHARTPR_05_F02
Identification of Training
NeedsTraining Plan Delivery of Training
Assessment of
CompetencyTraining Records
Use of Competency Matrix
to identify generic and risk
specific competencies.
Task specific training
competencies identified by
needs analysis, safe work
procedures, legislative
requirements, incident
history
Generic and risk-specific
training plan prepared by
the SHERQ department and
HR;
Training plan prepared for
Task specific training
requirements.
Training delivered as
required by training plan /
schedule and needs basis;
Generic and risk specific
training courses organised
by SHERQ department and
HR;
Task specific training
delivered locally by units.
Generic and risk specific
training competency
assessment conducted
according to training
outline for course;
Assessment of competency
for Task specific training
conducted;
Assessment of competency
conducted in accordance
with Section 6.3.
Generic and risk specific
training recorded and kept
by HR;
Task specific training
recorded using Training
Register form by
workplaces.
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TRAINING REQUIREMENTS MATRIXPR_05_F03
Please Note: This matrix is designed to assist with Training Needs Analysis. It shows the basic requirements. Additional SHEQ training may be required for specific tasks. These should be identified through an assessment of the
hazards and risks arising from the activities undertaken and added to the matrix for the area concerned. Retraining may be required where there is a change to legislative requirements or company procedures.
Further advice is available from the SHEQ Department.
Requirements
Positions
Induction
Awaren
ess(Toolbox)
Emerge
ncy
Prepare
dness
Fire
FirstAid
HazardousChemicals
ElectricalSafety
ManualHandling
MechanicalSafety
ComputerWork
Directors
Managers
Supervision
Administrative Staff
Technical Staff
Support Staff
Operatives
SHEQ Staff
Mandatory Mandatory where relevant to role Desirable where relevant to role
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TRAINING ASSESSMENTPR_05_F04
Procedure / Equipment: Trainee:
Method Statement No: Trainee Co / ID No:
Assessor: Assessment Date:
ASSESSMENT METHOD(S)
Workplace observation Oral / written questions Written assessment
Practical demonstration Oral presentation Procedure assessment
COMPETENCIES (as described in method statement)
No Assessment of CompetentNo Yet
CompetentNo Assessment of Competent
No Yet
Competent
1
2
3
4
5
6
7
8
9
10
ASSESSMENT OF COMPETENCY OUTCOME
Competent Not Yet Competent
SIGN-OFF SIGNATURES
Trainee:
..
Date:
Assessor:
..
Date:
Workplace Manager:
..
Date:
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TRAINING ATTENDANCE REGISTERPR_05_F05
Subject Detail:
Location: Date:
Trainer: In-House External
Subject: Induction Awareness Risk Consultation Training Other:
Name ID No / COY No Signature
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