Merryhill Envirotec Ltd Training and Development Policy

Transcription

1 Merryhill Envirotec Ltd Training and Development Policy Page 1 of 8

2 Contents 1 Introduction 2 Scope 3 Identification of Training & Development Needs 3.1 Review of HS&E Training Requirements 3.2 Delegated Responsibilities 3.3 Plant Training & Competence 3.4 Competence Cards 3.5 Competency Gap Analysis 4 Provision of training and competence 4.1 Externally Delivered Safety and Environmental Training 4.2 Booking Courses 4.3 Specialist External Safety and Environmental Training 4.4 Safety Related Skills Training 4.5 Plant and Trade Related Competence Training Cards 4.6 Inductions 4.7 Site Specific Inductions 4.8 Briefings 4.9 Toolbox Talks 4.10 Daily Activity Briefings 4.11 Non English Speakers 4.12 Apprenticeships 5 Recording of training Page 2 of 8

3 1 Introduction Merryhill Envirotec Ltd recognises that its most important resource is its employees. It is committed to the training and development of its entire workforce so that they will gain the necessary skills to reach their full potential. This will assist in enabling the organisation to achieve its aims and objectives, that are to provide a specialised, high quality asbestos and hazardous material services to clients through a well trained and supported working team. By increasing the skills, knowledge & competencies of its staff Merryhill will produce confident, highly qualified staff working as an effective and efficient team. An individual s training and development needs will be identified through; A training & competencies needs analysis matrix (identified for a specific role) An annual performance appraisal Requests from employees and/or clients The training and development needs identified will be met through a variety of activities depending on the nature and extent of the requirements deemed necessary after assessment. All internal training provided by the organisation will be of no cost to the employee. External courses and professional qualifications may be fully or partly funded by the organisation depending on the nature of the training. Employees are equally responsible for their own development and as such may inform the organisation of their development needs and take part in prescribed development activities. As part of the organisation's continuing commitment to training and development, employees will be asked to provide feedback on the value and effectiveness of the training and development they undertake. This information will be used to assess and improve the training process. This policy respects equal opportunities and applies equally to all employees. Our documented procedures identify training needs and provide for the training of all personnel including sub-contractors. Personnel performing specific assigned tasks will be qualified on the basis of appropriate education, training and/or experience, as required. Training requirements will be identified, actioned and recorded in accordance with our ISO9001 and OHSAS18001 management systems, and in line with the principles of HSG65. Training Briefs are in place and provide a working structure, defined against legislative requirements; it is a requirement that all staff and sub-contractors are trained to the requirements of the said briefs prior to their undertaking work for Merryhill at client sites. Further to the above, competencies will also be evaluated and where appropriate, further additional training will be provided. 2 Scope This section covers the provision of HS&E training and proof of competence of staff and operatives in all the operational and business units of Merryhill. Specialist training will be defined and described in this document. Page 3 of 8

4 The main elements covered in this section are; Internally delivered HS&E training (e.g. environmental awareness managing safety and health) Specialist external training (e.g. SMSTS confined spaces) Asbestos related competencies (e.g. asbestos courses) Management skills courses (e.g. asbestos contracts managers course) Procurement of plant and trade related competence training and cards (PASMA, MEWPS, CSCS) General company inductions Briefings Tool box talks 3 Identification of Training Needs 3.1 Review of HS&E Training Requirements Line managers will identify overall staff training needs within the business. This will be undertaken via training needs assessment during individual appraisals (annually). In addition, a matrix for Merryhill skills competence targets is used as an aid to identifying safety or environmental training needs for individual roles. 3.2 Delegated Responsibilities Prior to appointing someone to a specific function or delegated responsibility, including promotion, the line manager will review their competence and training and identify any additional training needs. An electronic record of existing training records and qualifications is available for reference. 3.3 Plant Training and Competence Before allowing the operation of any plant or machinery, the Project Manager or their delegate will be satisfied the certification and competence of the operator, and arrange for any additional training or certification as appropriate. 3.4 Competence Cards It is the intention of Merryhill Envirotec that all persons engaged in its operations (staff and operatives) will hold or will be working towards the appropriate skills card. It is accepted that 100% compliance is not possible as new schemes come on to line, operatives join and leave the business and renewals are progressed. 3.5 Competency Gap Analysis One of the direct ways Merryhill aims to achieve peak performance is through a systematic evaluation of our workforce s skills & competencies in relation to business (specifically Page 4 of 8

5 asbestos removal) operations. How does our people s performance measure up to our standards? There are three basic steps we employ to maximize our people s potential and attain organisational efficiency: 1 Begin with a competency assessment to determine the exact skill & competency requirements of each job in our organisation. The skill set for each job makes up the competency map for that role or position. 2 Use the competency map as benchmark to identify workforce skills gaps. Employees can complete a self-assessment to be verified by their supervisors who observe their actual performance on the job. 3 Develop a training plan targeting each employee s specific skills needs 4 Provision of Training & Competence 4.1 Externally Delivered Safety and Environmental Training The company retains details of dedicated safety and environmental trainers who can deliver a range of standard and CITB/IOSH accredited safety courses. Training requirements are constantly reviewed; the Office Administrator holds a list of the latest courses. NEBOSH-At least one senior manager will undertake this course to achieve the National Certificate in Construction Safety and Health. This is a practical introduction to the subject for those members of staff responsible for overall maintenance of good health and safety standards as part of their duties. NVQ4 Occupational Health & Safety Practice - At least one senior manager will undertake this qualification, they will be responsible for providing health and safety assistance as there are significant hazards and complex risks in the business. NVQ4 Waste management - At least one members of staff will undertake this qualification, this is required to comply with the company environmental policy. SMSTS - All project management and supervisors will undertake this 5 day Site Management Safety Training Scheme, although it is not necessarily required at recruitment stage. The course covers; Health and safety responsibilities; Managing health and safety at work; The role of managers and supervisors; Measuring, monitoring and auditing health and safety performance; Information and training; The control of hazards and risks. 4.2 Booking Courses To reserve a place on any course the operations manager responsible will instruct the Office Administrator to book the required spaces on the course at a convenient time and date to fit in with the member of staff s commitments. Once the training places have been allocated, joining instructions will be issued verbally to the learner by the Office Administrator, places can only be cancelled with the permission of the Operations Director. 4.3 Specialist External Safety and Environmental Training Page 5 of 8

6 Some specific safety and environmental training needs such as confined spaces training, first aid courses, fire awareness and asbestos courses are booked with external companies. The company recognised training schemes and qualifications list is recorded with the Office Administrator. Once the above needs and candidates are identified a memo should be forwarded to the Office Administrator requesting they be booked in on the appropriate course. Once the training places have been allocated, joining instructions will be issued verbally by the Office Administrator, places can only be cancelled with the written permission of the Operations Director. 4.4 Safety Related Skills Training The operations manager will identify skills training requirements (abrasive wheels, PASMA or IPAF) and forward a memo to the Office Administrator who will arrange the course. 4.5 Plant and Trade related competence training cards All MEWPS Operators must hold a current IPAF card relevant for the machine they are operating. All other staff, tradesmen and operatives must possess or be working towards the appropriate CSCS or equivalent approved specialist qualification, which also contains a core element of safety assessment via a touch screen test. CSCS card applications for our staff will be processed by the Office Administrator. Subcontractors must comply with the above training requirements and this will be written in to sub-contracts. 4.6 Inductions All persons joining the business will attend an induction session organised and run by the company Office Administrator. 4.7 Site Specific Inductions The projects manager is responsible for ensuring that all persons working on their sites are inducted and suitable arrangements made for briefing and accompanying visitors. The specific content of the induction will be determined by the requirements of the business and the potential for hazards in the work place and will be detailed in the HS&E plan. As a minimum it must contain details of the hazards at the work location, workplace rules and emergency procedures. Where working as a sub-contractor to a principle contractor, an agreement may be reached on delivering a joint induction. Inductions should always be delivered by a manager, where possible, to demonstrate a proper commitment to the workforce. Visitors to sites will normally be issued with a temporary pass and will receive a short safety briefing in lieu of the full induction, as long as they are accompanied at all times on site by a responsible person. 4.8 Briefings Page 6 of 8

7 Task briefings will be carried out across all workplaces within Merryhill to ensure the workforce understands and is knowledgeable about hazards, controls and sequences for specific tasks. The contents of risk assessments, method statements and task sheets will be distilled and conveyed in a way appropriate to the audience, encouraging participation and feedback. The use of diagrams, photos etc is highly recommended. Specialists and suppliers will be asked to carry out briefings to the work teams before specialist work commences. Merryhill will seek written confirmation that this takes place. 4.9 Toolbox Talks It is vital that regular briefings and toolbox talks take place. They must address topics which are relevant to the current work, or either be of a general or specific nature and be delivered to a programme that will be detailed in the Health, Safety and Environmental plan. All staff should sign to acknowledge that they have received, understood and been given an opportunity to ask questions. Where sub-contractors staff deliver these talks, they must be monitored on a random basis for both content and delivery by a project manager Daily Activity Briefings Inductions, briefings and toolbox talks will be supplemented by Daily Activity Briefings (DABs). These will be carried out by the site supervisors where required to convey further specific information to their work teams Non English Speakers It is increasingly common to have a workforce with either an imperfect understanding of English or no understanding of English at all. Merryhill operates a separate specific policy with regard to communication with non-english speakers Apprenticeships Traditional apprenticeships are not possible in the asbestos removal industry due to the legislative requirements for comprehensive minimum competency, occupational health and training standards required to work in an asbestos enclosure. There Merryhill have devised own trainee programme which has been running since 2011, and we aim to place two young or disadvantaged individuals each year into this programme. 5 Recording of Training It is important that all the training is recorded and these records are retrievable to allow a structured approach to planning and provision of training. It can also prove suitable training has been delivered if the company receives a claim to the contrary. Attendances for courses delivered internally and externally are recorded on the company training & competencies record. Page 7 of 8

8 Inductions, briefings and toolbox talks are recorded and kept in the individual job files. Paul Fox Managing Director Reviewed April 2014 Next review April 2015 Page 8 of 8