The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the unit descriptor, performance criteria, The range statement and the Assessment Guidelines for the Public Sector Training Package.

Units to be assessed together

Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include:

PSPETHC401A Uphold and support the values and principles of public service

PSPGOV402B Deliver and monitor service to clients

PSPGOV406B Gather and analyse information

PSPGOV412A Use advanced workplace communication strategies

PSPGOV422A Apply government processes

PSPPOL404A Support policy implementation

PSPSOHS401A Contribute to the implementation of a systematic approach to managing OHS

PSPSOHS404A Contribute to the implementation of strategies to control OHS risk

PSPSOHS407A Ensure compliance with OHS and other relevant laws.

Overview of evidence requirements

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

knowledge requirements of this unit

skill requirements of this unit

application of employability skills as they relate to this unit.

Resources required to carry out assessment

These resources include:

legislation, policy, procedures and protocols relating to OHS hazard identification and risk assessment

case studies and workplace scenarios to capture the range of situations likely to be encountered when identifying hazards and assessing OHS risks.

Where and how to assess evidence

Valid assessment of this unit requires:

a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when identifying hazards and assessing OHS risks, including coping with difficulties, irregularities and breakdowns in routine

identification of hazards and assessment of OHS risks in a range of three or more contexts or occasions, over time.

Assessment methods should reflect but not exceed workplace demands, such as literacy, and the needs of individuals who might be disadvantaged.

Assessment methods suitable for valid and reliable assessment of this unit must use authenticated evidence from the workplace and/or training courses and may include a combination of two or more of:

case studies and scenarios

portfolios

questioning

simulation or role plays.

The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.

For consistency of assessment

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.

This section describes the essential skills and knowledge and their level, required for this unit.

Required skills:

Look for evidence that confirms skills in:

relating to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

communicating effectively with personnel at all levels of the organisation, OHS specialists and, as required, emergency service personnel

managing own tasks within a time frame

analysing relevant workplace information and data, making observations including of workplace tasks and interactions between people, their activities, equipment, environment and systems

using basic computer and information technology skills to access internal and external information and data on OHS

paying attention to detail when making observations and recording outcomes

identifying and developing links between different activity areas in the workplace

Required knowledge:

Look for evidence that confirms knowledge and understanding of:

roles and responsibilities under OHS legislation of employees supervisors, contractors, designers, etc

legislative requirements for OHS information and data and consultation

requirements for record keeping that addresses OHS, privacy and other relevant legislation

State/Territory/Commonwealth OHS legislation (Acts, regulations, codes of practice, associated standards and guidance material) including prescriptive and performance approaches and links to other relevant legislation such as industrial relations, equal employment opportunity, workers compensation, rehabilitation etc

difference between hazard and risk

risk as a measure of uncertainty and the factors that affect risk

requirements under hazard specific OHS legislation and codes of practice

basic principles of incident causation and injury processes

characteristics, mode of action and units of measurement of major hazard types

basic physiology relevant to understanding mode of action of physical, biological and chemical agents on the body and how they produce discomfort or harm

hierarchy of control and considerations for choosing between different control measures, such as possible inadequacies of particular control measures

types of hazard identification tools, including JSA

limitations of generic hazard and risk checklists and risk ranking processes

principles and practices of systematic approaches to managing OHS

internal and external sources of OHS information and data

how the characteristics and composition of the workforce impact on risk and the systematic approach to managing OHS e.g.

labour market changes

structure and organisation of workforce - part-time, casual and contract workers, shift rosters, geographical location

language, literacy and numeracy

communication skills

cultural background/workplace diversity

gender

workers with special needs

knowledge of organisational OHS policies and procedures

nature of workplace processes (including work flow, planning and control) and hazards relevant to the particular workplace

key personnel, including identifying 'change agents', within workplace management structure

formal and informal communication and consultation processes and key personnel related to communication

language, literacy and cultural profile of the work group

organisational culture as it impacts on the workgroup

The range statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The range statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance criteria is explained here.

Appropriate techniques may include:

interviews

simulations

examination of relevant information and data

inspections

timeline of actions and events

use of accident models

An incident is:

an event resulting in or having a potential for injury, ill health, damage or loss

Actions and events:

include all actions and events that may have contributed to the occurrence or severity of the incident

may be extended back for a short time or up to several years to identify design decisions that contributed to the incident occurring

include facts about the incident itself including such things as systems, people, tools, equipment, materials, fixtures, the time and nature of the injury, etc

A hazard is:

a source or a situation with a potential for harm in terms of human injury or ill-health, damage to property, damage to the environment, or a combination of these

Workplace sources of information and data may include:

hazard, incident and investigation reports

workplace inspections

incident investigations

minutes of meetings

reports

audits

material safety data sheets (MSDSs) and registers

legislation, standards, manufacturers' manuals and specifications available at the workplace

External sources of information and data may include:

regulatory authorities (for other relevant legislation ie Acts, regulations, codes of practice)

other Australian standards

industry bodies

employer groups

unions

OHS specialists

OHS professional bodies

websites, journals and newsletters

other manufacturers' manuals and specifications

Stakeholders may include:

managers

supervisors

health and safety and other employee representatives

OHS committees

employees

the community

Key personnel may include:

managers from other areas

people involved in OHS decision making or who are impacted by decisions

OHS specialists may be internal or external and include:

ergonomists

occupational hygienists

health professionals

injury management advisors

Techniques and tools may include:

workplace processes such as 'walk throughs', surveys and inspections

interviews

hazard identification procedures based on checklists

material safety data sheets (MSDS)

body mapping

those that are:

scheduled or unscheduled

undertaken by individuals or small groups

internally or externally developed

customised to the particular industry and workplace

reviewed on an ongoing basis to ensure they allow for emerging issues

Hazard identification procedures may include:

job and work system analysis (JSA)

reviews of:

OHS records

hazard and incident reports

investigations

registers of hazardous substances and dangerous goods

plant and equipment maintenance records

identification of employee concerns, such as through a hazard reporting system

input of managers, OHS representatives, OHS committee and others through consultative processes

Risk assessment tools may include:

checklists, matrix nomograms and other aids that may be included in codes of practice, standards, guidelines or other relevant documentation

Risk is:

the chance of something occurring that will result in injury or damage

measured in terms of consequences (injury or damage) and likelihood of the consequence

Hazard register includes:

a list of hazards

their location

a range of possible scenarios or circumstances under which they may cause injury or damage

the results of the risk analysis related to the hazards

Level of authority:

is commensurate with the actions required to address the risk