ELEMENT

PERFORMANCE CRITERIA

1 Identify the need for OHS participative arrangements

1.1 OHS legislation is reviewed to identify legal requirements for participative arrangements.

1.2 Factors that may impact on the design of the participative arrangements are identified.

1.3 Organisational policies and procedures are reviewed to identify requirements and opportunities for OHS consultation and communication.

1.4 Effectiveness of existing workplace arrangements for OHS consultation and communication are reviewed in consultation with stakeholders.

1.5 Information and consultation requirements for specific roles and groups are defined in consultation with stakeholders and key personnel.

2 Assist in the design of participative arrangements

2.1 Processes for providing required OHS information and data are designed in consultation with stakeholders.

2.2 Processes to enable individuals and groups to be consulted regarding workplace OHS issues and to have input to OHS decision making are designed in consultation with stakeholders.

2.3 Training needs to enable effective participation are identified and documented.

2.4 Recommendations for participative arrangements are reviewed, in consultation with stakeholders, to ensure they meet legislative requirements and are realistic, practical and acceptable in the workplace.

3 Assist in developing participative arrangements

3.1 Policies and procedures for participative arrangements are developed.

3.2 Key personnel in the introduction and maintenance of the participative arrangements are identified.

3.3 Strategies for the delivery of training are developed.

3.4 Resources necessary to introduce and maintain the participative arrangements are identified and documented.

4 Participate in supporting the implementation of participative arrangements

4.1 Priorities for action are determined in consultation with stakeholders.

4.2 Action plans are developed with allocated responsibilities and time lines.

4.3 Advice and support is provided to key personnel.

4.4 Implementation is monitored, in consultation with stakeholders, to ensure that participatory arrangements are effective in providing information and data to all groups and providing opportunity for participation in OHS decision making.

4.5 Recommendations are made for adjustment to the implementation as required.

5 Participate in evaluating the design and development of participative arrangements

5.1 The evaluation protocol is designed in consultation with stakeholders.

5.2 A plan is developed for collection of information and data.

5.3 Information and data is analysed and evaluated.

5.4 Recommendations are made for improvement in the participatory arrangements as a result of the evaluation findings.

5.5 A report is provided to stakeholders and key personnel on the outcomes of the evaluation and the recommendations for further development and improvement.

5.6 Feedback is obtained from stakeholders and an action plan developed for ongoing improvements.

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 organisation and OHS specialists and, as required, emergency service personnel

preparing more detailed reports for a range of target groups including OHS committee, OHS representatives, managers and supervisors

applying continuous improvement and action planning processes

employing project management skills to achieve change

managing own tasks within time frame

using consultation and negotiation skills, particularly in relation to developing plans and implementing and monitoring designated actions

using a range of communication media

conducting effective formal and informal meetings

using language and literacy skills appropriate to the workgroup and the task

undertaking basic research to access relevant information and data

Required knowledge:

Look for evidence that confirms knowledge and understanding of:

legislative requirements for OHS information and data, and consultation

rights of OHS inspectors

roles and responsibilities in relation to communication and consultation for OHS committees, OHS representatives, line management, employees and inspectors

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

structure and forms of legislation including regulations, codes of practice, associated standards and guidance material

difference between common law and statutory law

concept of common law duty of care

methods of providing evidence of compliance with OHS legislation

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 e.g. 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

benefits, limitations and use of a range of communication strategies and tools appropriate to the workplace

ethics related to professional practice

professional liability in relation to providing advice

principles of effective meetings including agendas, action planning, chair and secretarial duties, minutes and action items

knowledge of organisational OHS policies and procedures

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 workgroup

organisational culture as it impacts on the workgroup

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:

PSPETHC501B Promote the values and ethos of public service

PSPGOV512A Use complex workplace communication strategies

PSPLEGN501B Promote compliance with legislation in the public sector

PSPSOHS501A Participate in the coordination and maintenance of a systematic approach to managing OHS

PSPSOHS502A Participate in the management of the OHS information and data systems.

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.

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.

Resources required to carry out assessment

These resources include:

legislation, policy, procedures and protocols relating to the design and development of OHS participative arrangements

workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when assisting in the design and development of OHS participative arrangements.

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 assisting in the design and development of OHS participative arrangements, including coping with difficulties, irregularities and breakdowns in routine

assistance in the design and development of OHS participative arrangements 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:

workplace projects

simulation or role plays

case studies and scenarios

observation

portfolios.

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.

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.

Participative arrangements:

are designed so that stakeholders are able to be involved in decision making that affects their health and safety. Participatory processes may include:

OHS and other consultative/planning committees

health and safety and other representatives

employee and supervisor involvement in OHS activities, such as inspections and audits

procedures for reporting hazards, and raising and addressing OHS issues

OHS included in management, staff and employee meetings

Factors that may impact on the design of participative arrangements include:

language

shift work and rostering arrangements

timing of information and data provision

literacy and numeracy levels

workers with special needs

workplace organisational structures (for example, size of organisation, geographic, hierarchical)

cultural diversity

management approach

workplace culture and approach to OHS by managers, supervisors and employees

Stakeholders may include:

managers

supervisors

employees

health and safety and other employee representatives

OHS committees

Key personnel may include:

managers from other areas

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

Training needs should be defined for:

managers

supervisors

health and safety representatives

OHS committees

other key personnel

employees generally

Resources may include:

financial requirements for implementation

personnel including time allocation

equipment

access to sources of information and data, such as OHS journals, web sites and guidance material to circulate to stakeholders and key personnel

Evaluation protocol includes:

criteria for evaluation, how the criteria will be measured, how the information and data will be collected, time period for collection of information and data

Information and data for evaluating participation arrangements may include:

feedback from individuals and representatives, minutes of meetings, questionnaires, workshops and OHS management audits