As compliance requirements increase, so does the need for well-defined safety processes and

Transcription

1 Setting Up a Qualified Electrical Worker Program by American Trainco Introduction As compliance requirements increase, so does the need for well-defined safety processes and programs. A critical component of an overall electrical safety program is having a clearly defined qualified electrical worker program. Regardless of the size or scope of your company, if you employ electrical workers, you will benefit from having a clearly defined qualified electrical worker program. Defining Qualified Both OSHA and the NFPA discuss qualified workers. OSHA defines a qualified person as One who has received training in and has demonstrated skills and knowledge in the construction and operation of electric equipment and installations and the hazards involved. The NFPA 70E 2012 Standard for Electrical Safety in the Workplace definition is nearly identical. The terms qualified worker and qualified electrical worker are synonymous with qualified person. Organizations that have people working on or around electrically energized equipment must comply with OSHA and NFPA 70E safety standards to keep workers safe and reduce employer liability, and that entails creating and implementing a qualified worker program. Although definitions of qualified worker and qualified person exist, there is no universal certification program or standard. It is the responsibility of the employer to determine what constitutes qualified. Consider that each employer may have different equipment in different

2 configurations, and it becomes clear that no single certification could encompass all possible scenarios. Further, an employee might be qualified for one task or piece of equipment, but not another. Typically, an employee would be qualified for multiple tasks, not just one function. Essential Program Components Documentation While it is up to the employer to determine what a qualified worker is, documentation is a critical part of any qualified worker program. Documentation is also specified as a requirement in NFPA 70E Article Having records of training demonstrates that you, as an employer, are committed to ensuring that employees are qualified to perform a given task or operate specific equipment. While you can conduct internal training, it may also be advantageous to select a third-party trainer in order to maintain objectivity. Training companies should provide accurate and adequate records, and should have a system for maintaining those records over time. You can place a paper copy of any certificates or licenses in an employee file, and this may certainly suffice if your needs are minimal or your organization is small. However, larger organizations or those with employees performing multiple and diverse tasks may also benefit from creating a database to track employee training and to record certifications and licensures from other agencies (for example, state electrical licenses). With a database, reports can be produced more efficiently, impending license renewals or retraining can easily be tracked, and information can easily be shared across geographic locations. Data, including images of

3 certificates and licenses, can also be backed up, providing additional assurance that your records are accessible at all times. Developing a Training Plan While the required training will vary by employee and job function, it will behoove employers to develop a training plan for the tasks required by that job function. Again, the specific training depends on the circumstances, but qualified electrical worker plans will benefit from including, at minimum, training on general electrical safety, electrical code, and electrical troubleshooting. Training should also be provided for specific machines or electrical conditions, such as battery rooms or hazardous locations. A training plan will provide for ongoing education. Refreshers and updates will depend, in part, on the equipment and employee in question, but knowing that the NFPA 70E and the National Electrical Code are updated every three years, you should plan on training in these areas at least every three years. Since the NFPA 70E and National Electrical Code are not updated in the same year, you may wish to consider an annual training, perhaps with an NFPA 70E update one year, a subject matter or equipment training another year, and a National Electrical Code update the next year. Of course, you do not need to limit training to an annual event; you can certainly provide training more often. Demonstrating Knowledge and Skills The definition of qualified includes training, but it doesn t stop there. A qualified person must also have demonstrated skills and knowledge in their assigned tasks or responsibilities. One of the best ways to ensure that employees have that knowledge is testing. Written tests allow you to

4 gauge how well an employee has mastered relevant knowledge, and provide additional documentation that your workers are qualified. Again, it is up to the employer to decide what constitutes qualified, but many employers use the guideline that the employee needs to have a score of 70% or higher on a test to have sufficiently demonstrated knowledge. You can also incorporate hands-on demonstrations of skills, but these should still be documented in some way, perhaps through a checklist of skills required for that task. It goes without saying that such a demonstration should be verified by someone other than the employee usually a supervisor, or someone who has sufficient knowledge to assess that the employee can perform the required tasks safely and correctly. Both written tests and hands-on demonstrations can be developed internally, but if your workforce is smaller, or if a significant amount of work at your facility is highly specialized, you may prefer to use a company that can develop and/or deliver tests or demonstrations for you, and provide you with an assessment of employee knowledge and skills. Choosing this route has the added benefit of greater objectivity, since the external company is a third party. Some companies will provide highly customized testing, and others can provide more generalized subject matter testing. Depending on your needs, either or both may be an important part of your qualified worker plan. Whatever course you choose, if the results indicate a need for training beyond code updates and refreshers, consider how much and what type of additional training would benefit employees. If, for example, there is a company-wide lack of electrical safety awareness and practices, it would benefit all employees to have additional training in this area. On the other hand, if a few

5 employees need reinforcement in specific areas, it may be a good idea to find a training just for those employees (in addition to regular code updates and refreshers). Types of Training Training is available through many venues, including online courses and DVDs. Remote and self-paced options such as this are wonderful ways to contribute to employee development, but they may not meet all requirements. In discussing qualified persons and qualified workers, OSHA (c) and NFPA 70E specifically state that the type of training required shall be in the classroom or on-the-job training. Therefore, you should plan on providing some form of live training. On-the-job training will necessarily take place at your facility, but classroom training can take place either at your facility or at another location. Consider what is most convenient and efficient for you. For example, most employers find it difficult to have their entire crew out at the same time, or a production facility may have several shifts to accommodate. In such cases, if you can find a trainer that will come to you, you may be better able to train all of your employees in one or a few sessions close together, rather than numerous individual sessions scattered throughout the year. Group trainings are also easier to track. Conclusion Developing a solid qualified worker program will not happen overnight. It will take time to determine what works best for your company and your employees. And as codes and technology change, so will your training needs. A good qualified worker and training program is not static,

6 but it does need a solid foundation of regular, relevant training and documentation of that training. Once those processes are established, your qualified worker program is poised to thrive.