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.

Critical aspects for assessment and evidence required to demonstrate competency in this unit

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

the knowledge requirements of this unit

the skill requirements of this unit

application of employability skills as they relate to this unit

review and promotion of safety culture in a range of 3 or more contexts or occasions, over time

Context of and specific resources for assessment

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 reviewing and promoting safety culture, including coping with difficulties, irregularities and breakdowns in routine

Resources essential for assessment include:

legislation and guidelines relating to the integration of human factors and the development and maintenance of a positive safety culture

organisational procedures/guidelines and protocols relating to the review and promotion of a safety culture framework in a range of rail organisations

background information, literature and guidelines relating to human factors

scenarios and/or case studies to capture the range of situations likely to be encountered when reviewing and promoting safety culture

access to relevant systems

Method of assessment

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, but are not limited to, a combination of 2 or more of:

demonstration

observation

simulation or role plays

case studies/scenarios

workplace projects

portfolios

authenticated evidence from the workplace and/or training courses

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.

Assessment methods should reflect but not exceed workplace demands, such as literacy demands and the needs of particular groups, such as:

people with disabilities

people from culturally and linguistically diverse backgrounds

Aboriginal and Torres Strait Islander people

women

young people

older people

people in rural and remote locations

Suggested units that may be co-assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC501B Promote the values and ethos of public service

PSPGOV507A Undertake negotiations

PSPGOV512A Use complex workplace communication strategies

PSPLEGN501B Promote compliance with legislation in the public sector

PSPRAIL501A Operate within the regulatory framework for rail safety

PUAPOL013A Create, maintain and enhance productive working relationships

Guidance information for 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

Assessing employability skills:

employability skills are integral to effective performance in the workplace and are broadly consistent across industry sectors

the way these skills are applied varies between occupations and qualifications due to the different work functions and contexts

employability skills embedded in this unit of competency should be assessed holistically with other relevant units that make up the skills set or qualification, and in the context of the job role

In practice, reviewing and promoting safety culture overlaps with other generalist or specialist work activities, such as acting ethically, promoting compliance with legislation, using complex workplace communication, operating effectively within the regulatory framework for rail safety, and leading quality audits. Co-assessment with units of competency addressing these other activities could be considered.

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

Required skills:

Look for evidence that confirms skills in:

reading and understanding complex and formal documents, such as literature and guidelines relating to human factors, legislation and related materials

communicating with others involving the explanation of complex information relating to the methodology, aims and application of a human factors approach to safety and the development and maintenance of a positive safety culture

researching information related to safety culture and human factors

explaining how safety culture can be assessed

reading and analysing organisational documents to identify nature of organisation's safety culture

assessing safety culture initiatives

providing information and influencing improvement in safety culture in a supportive way that takes account of current organisational safety culture framework and the size and complexity of organisational operations

influencing others about the benefits of integrating human factors into rail safety management systems

problem solving to identify if human factors have been addressed

self-management to work ethically and in accordance with legislation

using technology to conduct research, make enquiries, review available data, access legislative requirements and guidelines, review available safety information and record outcomes

responding to diversity, including gender and disability

applying environmental and occupational health and safety procedures to on-site meetings when reviewing and promoting safety culture and when in the field attending accident/incident scenes

Required knowledge:

Look for evidence that confirms knowledge and understanding of:

legislation and guidelines relating to the development and maintenance of a positive safety culture

concept and key elements of a positive safety culture

common safety climate survey tools

organisational policies, procedures and guidelines relating to provision of information to industry on the development and maintenance of a positive safety culture

background and guidelines relating to human factors

principles and application of human factors

behavioural marker system for rail safety

areas of rail safety regulatory work where human factors apply

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.

Human factors are:

a multidisciplinary field concerned with optimising the performance of individuals and teams in the workplace

a domain that considers the relationship of individuals and groups with technology as interdependent, aiming to optimise the relationship so as to improve productivity and reduce error or failure

an applied science that draws on methods and principles from psychology, other behavioural and social sciences, engineering, ergonomics and physiology

concerned with the study of people as components of a socio-technical system, i.e. a system made up of hardware, software, physical surroundings, people, procedures, laws and regulations, data and data structures

concerned with the capabilities and limitations of the individual, as well as the collective role of all people in the system, which includes organisational culture

Aim of a human factors approach is:

to reduce and mitigate error and improve safety and efficiency through an understanding of human capabilities, limitations and the way people interact with their work environments, including the equipment they use, the rules and procedures they work under, and how they communicate with other people to successfully accomplish a wide range of tasks

threat and error management at the individual and collective level

Operating principles include:

valuing people's knowledge, skills and judgment in carrying out their work safely

recognising human limitations and potential for error

just treatment when errors are made

acceptance that organisations are imperfect and will only improve if they are open to feedback and prepared to learn and adapt

Particular actions may include:

whether questions were asked to clarify understanding

whether risk was assessed before starting an unusual or difficult task

whether clear, unambiguous instructions, information and explanations were given

whether a proper handover occurred for critical operational tasks

Behavioural markers are:

short, precise statements each describing a single non-technical skill or competency, such as using correct radio protocols and asking questions to clarify understanding

Skills may include:

leadership

task management

teamwork

communication

risk management

situational awareness

decision making

emergency management

self-management

Safety culture is:

the product of individual and group 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 (Advisory Committee on Safety of Nuclear Installations, Human Factors Study Group: Third Report - Organising for safety, HSE Books 1993

Positive safety culture is characterised by:

communication founded on mutual trust

shared perceptions of the importance of safety

confidence in effectiveness of preventive measures

shared concern for, commitment to and accountability for safety

key elements that include:

keeping people informed

maintaining vigilance

promoting a just culture environment

promoting organisational flexibility

encouraging willingness to learn

Just culture is:

transparent and establishes clear accountability for actions

neither blame free (total immunity for actions) nor punitive (disciplinary responses regardless of whether acts were unintentional or deliberate)

one where uncensored reporting of near miss occurrences and worker participation in safety issues is encouraged

one which acknowledges human error and the need to manage it by supporting systems and practices that promote learning from past errors or mistakes

Key elements may include:

commitment and leadership of senior management

accountability and responsibility of line management

importance of open communication about safety matters and of engaging and consulting with staff at all levels and with other stakeholders

need to proactively seek, analyse and act on information on safety issues across the organisation

need to provide an environment in which all employees are encouraged to raise safety issues, trusting that they will be fairly treated

systems and processes designed to assist the organisation to learn from its experience and those of others inside and outside the industry

processes that permit the organisation to adapt to the unexpected and which empower staff to respond effectively