Activity 4: What responsibilities do GTOs and Host Employers have?

Transcription

1 Activity 4: What responsibilities do and Host Employers have? As a PCBU, a GTO continues to have a primary duty of care to its in-house employees and to apprentices and trainees placed with Host Employers. A Host Employer as a PCBU has a responsibility to ensure the health and safety of apprentices/trainees placed with them by a GTO. What policies and procedures could or do and Host Employers have in place to ensure their WHS responsibilities are met? (On each of the 5 graffiti sheets around the room, record things that are done or could be done in a perfect world to fulfill GTO and Host Employers WHS responsibilities). Feedback from GTO managers. 1. How do and Host Employers provide WHS induction and training? Do site visits- discuss with workers their understanding of WHS, procedures for reporting, rights and responsibilities, undertake feedback, forms and analysis. A mixture of e-learning and face to face induction over 3 hours. Actual world- on line induction, ½ day face to face. Perfect world- on site follow up and re induction in 4 weeks time. In a perfect world: Generic induction at GTO (currently do) Induction at Host also attended by GTO Field Officer (sometimes). An induction pack sample provided to smaller hosts co-conducted by Host and Field Officer. Online OHS induction completed with apprentice/trainee prior to commencing. Online OHS induction prior to physical induction, a face to face induction (to reinforce policies & procedures), ongoing training with my safety focus sheets at each FO visit. Inducted into industry and Skillset- 2 hours. Task specific discussions and information provided throughout the employment. Online resources- videos, factsheets, complete all TAFE units including safety certificate before work placement commences. At time of sign up discussed with trainee/apprentice on site. Reinforced in their Australian Apprentice Induction Handbook. Structured safety orientation form completed and reviewed. Host induction. Pre- start site audit, Host- site induction and sign off sent back to GTO. Varies depending on size of business e.g. ½ hour walk around, OHS obligations explained and signed of followed by training on task specific, signed off SWMS, SOPs etc. Large organisations could have up to ¾ day induction then ongoing training a task specific SWMS, JSA, SOPs. Company OHS Induction, site tour- meet supervisor etc. Each new business has OHS Assessment prior to apprentice starting- 2 hours. Host to conduct a site specific induction and document. Workplace risk assessment conducted prior to placement of apprentice/trainee. Most hosts have workplace OHS manuals. Apprentices taken through OHS as part of workplace induction by supervisor. 1st day induction to host. 1st day induction to new work site. Documented induction training sign off on individual host machinery or process based on a risk management basis. Host provides a formal induction inclusive of WHS prior to starting. E learning system with 6 month refreshers. Apprentice/Trainee Manual 1

2 Perfect world- annual inductions WHS induction prior to placement, risk assessment training (at induction). 1. Complete OHS unit of training as part of pre apprenticeship course. 2. Prior to 1st placement OHS induction process- roles & responsibilities, reporting procedures etc. Ensure site & company induction have taken place. 1. GTO also provides formal induction to workplace in partnership with host. 2. Joint workplace risk assessment conducted prior to employee commencing. 1. Regular safety assessments & tests. 2. Practical workshop- how to safety induction. Using pre vocational causes whereby the first week concentrates on OHS in a workshop environment and then an induction on site is carried out with host employer. Safety orientation Safety Evaluation for specific worksite. Safety alerts. Site specific induction by host prior to commencing work & training in SWMS/SOPs prior to each new task. WHS management system evaluation that assesses both the system and their mentality. GTO provides basic OHS MS inc templates etc to smaller employees. OHS courses for Hosts to be updated on OHS requirements. Perfect world- have a complaints reporting process of WHS issues in place and involve workers in making the workplace safer. When taking on new hosts, a risk assessment is conducted to assess whether it is safe enough to place an apprentice. 2

3 2. How do and Host Employers consult with workers and each other on WHS Field officers attend consultation meetings with GTO employee at Hosts business. This happens but not with all hosts. FO visits every 6-8 weeks- 4 page assessment completed section for safety. Set questions on all contact sheets plus general discussion on how OHS applied. BTmonthly my safety focus sheets on different topics. SMS/Facebook messages on consultation GTO performs frequent workplace visits, observing and checking on employee and workplace. Field Officer visits, Safety Focus Sheets toolbox talk, OHS Manager visits and SMS alerts. Performance reviews every 6 weeks at start then every 3 months. Workplace OHS inspections. 1. Field visits 2. Weekly questionnaire on timesheets 3. Quarterly reports encompassing OHS Trainee self assessment and reporting forms, weekly phone contact. FO s ask questions about the tasks being performed and any associated risks. Tend to be more a tick the box- this needs to be tightened up. Regular updates on performances, safety assessments, through apprentice committee and newsletters, regular . Involvement in the WHS committee. Monitoring, safety alerts, open discussion. At Account Manager visits monitoring form is completed. There is section on form on OHS that FO go through with both host & apprentice/trainee. Currently- FO, Safety training delivery on evaluation visit. Perfect world- Interactive electronic media to allow real time consultation and safety alerts. Monitoring visits by FO with toolbox talk topic In a perfect world- multimedia forum for consultation for all GTO employees i.e. website, Facebook, Hosts blog. Info shared across all Hosts and GTO footprint. Face to face meetings, OHS officer visits. Safety Committee, toolbox talks, pre-start meetings. Pre-start meetings, toolbox talks, safety walks (by OHS committee), workgroup meetings, OHS raised in general meetings (smaller companies). Communicate regularly with the FO as to tasks being performed so that FO can educate themselves prior to a visit if necessary. Safety alerts, toolbox talks, open discussion. Contractual obligations, OHS audit process. Toolbox talks, WHS committees, consultation statement/procedure, issues raised with supervisor and/or OHS rep and escalates until resolution reached. Weekly discussions with FO re: OHS & generic Copy of Safety committee newsletter, regular calls and visits from FO s. Some bring issues up individually with supervisor and some discuss at staff meetings. 3

4 each visit, monthly staff meetings to raise and In a perfect world- multimedia forum for consultation for all GTO employees i.e. website, Facebook, Hosts blog. Info shared across all Hosts and GTO footprint. Performance assessments, site alerts, safety awards, toolbox talks, safety alerts, Host Employer manual. 4

5 3. How do and Host Employers act on and resolve unsafe practices/workplaces/incidents. Field Officer (FO) visit & OHS review, OHS Manager visit s & site review, apprentice/trainee advised to contact FO. Apprentice/trainees advised to stop work if dangerous/serious. Apprentice safety committee with an apprentice from each year- bi-monthly. Apprentices can contact FO, Safety Officer to report incidents. Safety Officer investigates accidents. Regular monitoring and questioning re the WHS in the workplace- PPE reinforced checks. Issue of PPE whilst undergoing training and periodic review of need to reissue. Apprentice/trainees quizzed. Evaluation re OHS concerns in workplace, incident investigation outcomes acted on and FO observations reported and resolved. Incident reporting procedure, all incidents investigated and corrective actions identified. 1. Account manager notified immediately of incident. 2. OH & S Officer then notified and admin procedures are followed 3. Admin manager goes out on site to discuss issue/future prevention of incident with employees. FO responds to OHS issues depending on severity. However, each incident has to be followed up and investigated whether it s a near miss or not. Do risk assessment, undertake corrective action, undertake consultation, monitor consultation, monitor corrective action & ensure outcome of same. Incident report, preventative action, accident investigation, safety sheets. Pre-induct workers; enforce PPE use, OHS Committee, safety walks. Mandatory use of PPE, PPE checks, open dialogue with host employers. Host employers can ask FO, Safety Officer to talk to apprentice. Industry has formal nationally regulated progression from intensive supervision at commencement to recognition of skills to perform other work. Incident investigation outcomes acted on. Incident investigations (including near misses). Account manager discusses issue with host. Plan put together- account manager might visit to check PPE without prior warning etc. Toolbox OHS meetings, re-induction for noncompliance. We actively engage with Host Employers and when incidents do occur, a warning is issued to apprentices if found that accident occurred due to not wearing PPE issued. Educate Apprentice/trainee in improved practices in the workplace. Encourage apprentices/trainees in improving input into safe practice. Provide appropriate equipment to ensure safety. 5

6 4. How do and Host Employers ensure placement & monitoring processes are effective? At mentoring visits we have a section in our performance assessment re change of duties. Management system to ensure workplace visits occur. Complete checklist, do monitoring & evaluation of processes regularly, gain feedback from apprentices/trainees re WHS In a perfect world- All FO have either all of OHS Cert 4 or specific relevant units. Performance reviews by FO, Safety Officer does OHS system check every 2 years. Calling in expert if the FO is uncertain. Regular consultation by phone with trainees. Regular updates of legislation, Induction survey, regular safety assessments onsite. In house training on a regular basis, OHS Committee meeting held fortnightly. Monitoring schedule, tracked observations documented. Audit of monitoring visits and resolution of issues; survey apprentices/trainees in regards to WHS. GTO has employed Quality Assurance role to survey and audit requirements. At every visit Account Manager takes out a safety sheet for the apprentice to complete. Ensure OHS is in the forefront of employees mind; Issues discussed at fortnightly OHS Committee meetings. Safety Evaluation every 12 months, safety evaluation on rotation to different site, safety evaluation on rotation to new host. Monthly monitoring visits ensure that host employees are regularly engaged; new FO are partnered up for at least a month. Appraisal form filled out by supervisor with every site visit. FO has good relationships with host employers and apprentices/trainees; open dialogue and consultation rather than blame. For y Generation small amounts of information often; key is to make the Host understand their responsibilities and apply WHS practices including to GTO employees. Regular safety assessments. Position description for each placement. Ensure apprentices/trainees are included in hosts systems- training, consultation Encourage feedback from trainee/apprentice. Account manager and host discuss apprentice placement or changes to placement at each visit. Are the OHS circumstances the same? 6

7 5. How do and Host Employers ensure suitable WHS expertise is available and retained? Succession planning, safety alerts Use of industry people particularly if FO works in many industries. Retain Safety Officer- Industry training, WorkCover, networking, OHS training. Regular training both externally and internally. Executive training plan on WHS. OHS Certificate VI training certificate External Audit organised, ISO standard every 6 months. Newsletter, training and meetings. In house training for FO, attendance by safety coordinators at network meetings. OHS meetings are held every week and any issues are addressed at FO meetings held on Fridays. Account managers are sent to regular refresher training wherever possible; OHS expertise and confidence is discussed by staff at OHS committee meetings. Cert 4 in OHS for all Field Officers, seminars, and OHS staff employed. Our WHS officer visits host to conduct audits as and when necessary. Host has a documented and implemented system. Contract, OHS Induction booklet. FO visits to ensure WHS issues are maintained. Open dialogue with host employers regarding WHS issues around young workers in other workplaces; discussions up front about host employer responsibilities around WHS. Initial audit of host s WHS system prior to placement. Discussion is had frequently with supervisor s before/during/after each placement on how they handle OHS issues locally. Not aware that such agreements are entered into. It s done more informally. 7