Application
This unit describes the skills and knowledge required to support the development of a strategy that embeds and promotes a just work health and safety (WHS) culture in a workplace. It includes facilitating workforce commitment to implementation and continuous improvement of the strategy, specifically from those in leadership positions. It also involves supporting organisational learning and development to strengthen the WHS culture in the workplace.
The unit applies to those responsible for directly supporting the development of workplace WHS culture.
NOTES
1. For the purposes of this unit of competency ‘WHS culture’ is defined as the shared values, attitudes, perceptions, competencies and patterns of behaviour that determine the commitment to, and the style and proficiency of, an organisation’s health and safety management. Organisations with a just WHS culture are characterised by communications founded on mutual trust, by shared perceptions of the importance of safety, and by confidence in the efficacy of preventive measures.
2. The terms ‘occupational health and safety’ (OHS) and ‘work health and safety’ (WHS) are equivalent, and generally either can be used in the workplace. In jurisdictions where model WHS laws have not been implemented, registered training organisations (RTOs) are advised to contextualise this unit of competency by referring to existing WHS legislative requirements.
3. The model WHS laws include the model WHS Act, model WHS Regulations and model WHS Codes of Practice. See Safe Work Australia for further information.
No licensing, legislative or certification requirements apply to this unit at the time of publication.
Elements and Performance Criteria
ELEMENTS | PERFORMANCE CRITERIA |
Elements describe the essential outcomes. | Performance criteria describe the performance needed to demonstrate achievement of the element. |
1. Assess current state of organisation’s WHS culture | 1.1 Analyse current good practice theories, programs and policies about organisational WHS culture 1.2 Assess current organisational WHS-related compliance with identified good practice according to organisational policies and procedures 1.3 Document assessment outcomes according to organisational policies and procedures 1.4 Communicate desired WHS culture to required personnel |
2. Develop a strategy for creating a positive WHS culture | 2.1 Identify current and future organisational priorities and objectives for WHS culture 2.2 Determine resourcing required to implement a leadership-driven WHS culture 2.3 Develop policies and procedures to support identified priorities and objectives in consultation with required personnel 2.4 Develop key performance indicators (KPIs) for measuring WHS culture according to organisational policies and procedures 2.5 Document strategy for creating a positive WHS culture and communicate it to required personnel |
3. Implement developed strategy | 3.1 Establish roles and responsibilities relating to strategy implementation 3.2 Consult with required personnel to confirm their roles and responsibilities in relation to leadership and strategy implementation 3.3 Lead implementation of strategy for creating a positive WHS culture 3.4 Disseminate information and data that promote WHS culture to required personnel, according to organisational policies and procedures 3.5 Identify and address learning and development needs of workforce in adopting policies and procedures relating to WHS culture |
4. Monitor and evaluate strategy that supports WHS culture | 4.1 Establish processes and procedures for evaluating effectiveness of implemented strategy against established KPIs 4.2 Seek feedback on implemented strategy from internal stakeholders, and external stakeholders as required 4.3 Apply established evaluation processes and procedures 4.4 Document evaluation outcomes and communicate them to required personnel according to organisational policies and procedures 4.5 Adjust strategy components in response to evaluation outcomes and feedback received 4.6 Establish and implement future review mechanisms to ensure continuous improvement of WHS culture that reflects desired culture |
Foundation Skills
This section describes those language, literacy, numeracy and employment skills that are essential to performance but not explicit in the performance criteria.
Skill | Description |
Reading | Interprets detailed information and theories relating to workplace WHS culture Interprets evaluation feedback |
Writing | Uses clear and precise language to develop policies, procedures, strategies and objectives Develops strategy documentation in required format |
Oral communication | Discusses and seeks information using appropriate structure and language for the particular audience Uses questioning and active listening to clarify or confirm understanding |
Numeracy | Interprets, analyses and presents data relating to strategy, including KPIs |
Navigate the world of work | Takes a lead role in the support and development of a WHS strategy |
Interact with others | Uses a variety of communication tools and techniques to promote objectives and awareness of a positive WHS culture Uses inclusive and collaborative techniques to seek feedback and consults with a range of stakeholders Works with leadership team to support their active involvement in strategy implementation |
Get the work done | Plans, organises and implements activities required to achieve strategic priorities and outcomes, including consulting with others and sequencing initiatives to ensure strategy awareness |
Sectors
Regulation, Licensing and Risk – Work Health and Safety