Training WHS Representatives
If requested the PCBU must allow the health and safety representative to attend
a course of training in work health and safety that is:
f
approved by the regulator;
f
a course that the health and safety representative is entitled under the
regulations to attend;
f
chosen by the health and safety representative, in consultation with the
PCBU
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WORKBOOK
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© 2015 YOUNG RABBIT PTY LTD, AUSTRALIAN PACIFIC COLLEGE
BSB30112 & BSB30115 CERTIFICATE III IN BUSINESS
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FUNDAMENTALS OF WHS_V6.0
The PCBU must:
f
allow the health and safety representative time off work to attend the course
of training within 3 months of the request
f
pay the course fees and any other reasonable costs associated with the
health and safety representative’s attendance at the course of training.
TRAINING OF WORKERS
When WHS policies and procedures are introduced to staff, it is essential that
effective training takes place.
Identify Training Needs
Staff training is pointless if staff training needs are not identified. The best
way of determining WHS training needs is by conducting a Training Needs
Analysis (TNA). A TNA simply determines why you need the training, what
training is required, what the benefits to the business are and what the costs
to the business are. In a WHS context the reason for the training is to improve
health and safety in the workplace. What training is required is determined by
ascertaining what present knowledge and skills the staff presently have and
compare it to the knowledge and skills you require them to have. The benefit to
the business is the training outcomes which should be that all staff are aware
of, and can adhere to, the company’s WHS policies and procedures. The form
of training is going to impact upon the cost to the business. The more basic
the training the lower the cost, and the more complicated training using more
resources would be more expensive.
The employer should also consult with their employees about the content of
the training and the type of training. It is often the case that those performing
the tasks are the most aware of what knowledge gaps or skills need filling or
improving.
WHS Training
The amount of time allocated to WHS training must be sufficient to cover all the
policies and procedures. The sort of training would depend upon what is being
taught. Some training would be practical, such as manual handling or using
safety equipment. Other forms of training would include theory, observation and
instruction. There could be different training for different departments, or some
organisations would ask all staff to complete the same training. There might be
different levels of training for different levels of experience. For example a staff
member joining the organisation might simply be given induction training and
then more intense training as they progress through the organisation.
Training may include aspects such as hazard reduction or control, how to
conduct inspections (eg filling out a daily checklist), legal requirements, report
writing and communication skills. Depending upon the legal requirements
the training may be totally in-house, may be provided externally, or may be
a combination of the two. There are specific training requirements for WHS
committee members and WHS representatives.
The effectiveness of the training can be measured in a number of ways, but the
most conclusive is through statistics measuring incidents or accidents. The
larger the organisation, the easier it would be to quantify the effectiveness of
training. In a small office-based organisation it would be harder to verify the
effectiveness of the training, due to a lack of incidents or accidents in the past.
Observation would be another way of measuring the effectiveness of training.
By observing the workforce, it is obvious whether the training has been taken
on board by all the staff, and possible to observe where training hasn’t been
successful.
Where training hasn’t been effective, adjustments have to be made. It might be
adjustments to the message you are trying to get across, adjustments to the way
the training was delivered or adjustments to what you are trying to achieve in the
training process.