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ELEMENT 3: HEALTH & SAFETY MANAGEMENT SYSTEMS - ORGANISING

1. Outline the practical control measures by which a HSE Manager could involve employees in the
improvement of health & safety in the workplace. (8)

Involving employees in Risk Assessments

Involving employees in Accident Investigations
Involving employees in the development of Safe Systems & Procedures
Encouraging hazard-spotting & the report of defects
Setting up suggestion schemes
Organizing training courses & information programs
Supporting active involvement in safety committee meetings
Being accompanied by employees or their representatives on safety tours & inspections
Giving employees the responsibilities for mentoring young & inexperienced workers

2. Outline the factors that might contribute towards a positive safety culture within an organization. (8)
(Or)
Outline ways in which the health & safety culture of an organization might be improved. (8)
A clear policy with Health & Safety being given obvious equal priority with other business
objectives (e.g. quality, production, etc.)
The setting of realistic & achievable targets
The provision of a good working environment
Pro-active monitoring of health & safety standards
Effective communication channels
A "no-blame" culture
Consultation with and the involvement of the workplace.
3. A health & safety audit of an organization has identified a general lack of compliance with procedures.
a. Described the possible reasons for procedures not being followed. (10)
b. Outline the practical measures that could be taken to motivate employees to comply with health &
safety procedures. (10)
Part (a)
Inadequate supervision & enforcement of the procedures by the management.
Inadequate resources whether tools, equipment or employees
A poor attitude towards health & safety generally (as an indication of a poor safety culture)
Issues relating to working conditions that may hinder compliance with procedures (such as poor
workstation design & inattention to ergonomic issues)
The procedures themselves being unrealistic or unclear
Fatigue, illness & stress
Literacy & language issues
Mental and/or physical capabilities not taken into account
A failure to recognize risks
Peer pressure & other pressures or incentives to cut corners
A failure by management to consult the workforce & to provide the necessary information &
training
The repetitive, tedious or complex nature of the tasks being performed
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Ultimately a willful disregard of the safety procedures
Part (b)
A display of commitment on the part of the management
The provision of a good working environment
Joint consultation & the involvement of employees in drawing up & reviewing procedures
The setting of personal performance targets with due recognition when these are achieved
Improving employee's knowledge of the consequences of not working safely and these can be
achieve by training and by providing more information
The introduction of job rotation
Finally, the taking of disciplinary action in cases of deliberate failure to follow laid down
procedures
4. List the factors that might be considered when assessing the health & safety competence of a
contractor. (8)

Experience with type of work

Reputation
Suitable references or recommendation
Previous work record
Adequacy of safety policy
Enforcement history
Accident and ill health data
Membership of trade organisations
Suitable training for employees
Arrangements for sub-contractors
Suitable risk assessments etc.

5. Question
a. Identify four types of emergency procedures that an organization might need to have in place. (4)
b. Explain why visitor to a workplace should be informed of the emergency. (4)
Part (a)
Evacuation in the case of fire
For accidents
For dangerous incidents such as chemical spillage, for security of intruder alert
In the event of an explosive device being suspected or discovered at site
Part (b)
Visitors need to be informed of the procedures so that they can act appropriately in the event of
an emergency, thereby minimizing the risk to themselves as well as to other persons
To comply with legal requirements
The general duty owed to persons other than employees, as is the employer's common law duty
of care
6. Question
a. Outline the events that may create a need for additional health and safety training within an
organization. (10)
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b. Outline the factors to be considered when preparing and presenting a training session on health and
safety. (10)
Part (a)
As a result of a job change involving different health & safety requirements and/or the
allocation of additional responsibilities
Restructuring / Reorganization
New or Change in the process or equipment
New Legislation
Where risk assessments or staff appraisals indicate that additional training is necessary
Following an Inspection or Audit
Following an accident, enforcement action or insurance impositions
New buildings / acquisitions
Where refresher training is required such as that required for forklift truck operators & first-aid
personnel
To counteract the possibility of employees becoming complacent & lax in the following
established procedures for health & safety
Part (b)
Identify the training needs
Identify the training objectives
The Target Audience; existing knowledge / skills, relevance of training / motivation, capacity for
learning, essential prior knowledge
Identify training methods; lecture, video, group work, role play, toolbox talks, on-the-job
training, etc.
How the effectiveness of the training will be evaluated; e.g. test / examination / quiz, work
monitoring, practical demonstration (test piece); long-term monitoring of accident statistics,
etc.
Number of trainees
Time available
Training aids required
Suitability of training facilities; location, room size, layout, lighting, car parking
Refreshment breaks during the course, start and finish times
Course 'rules'; mobile phones, interruptions, emergency procedures
Course administration; register, evaluation forms, travel arrangements, course materials, etc.
7. Outline Four advantages & Four disadvantages of using "propaganda" posters to communicate
health & safety information in the workplace. (8)
Advantages of posters include:
Their relatively low cost (allowing them to be displayed in the lost apposite positions)
Their brevity (allowing messages to be easily understood)
Their use in reinforcing verbal instructions or information
In providing a constant reminder of important health & safety issues
Their potential to allow employees to become involved in their selection & hence in the
message being conveyed

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Disadvantages include:
The need to change posters on a regular basis if they are to be noticed
The fact that they may become soiled, defaced & out-of-date
The possibility that they might be seen to trivialize serious matters
Additionally, they might actually alienate people if inappropriate stereotypes (e.g. of the
"stupid" worker) are used
They provide no direct way of assessing whether the message has been understood
They may be perceived by unscrupulous employers as an easy, if not particularly effective, way
of discharging their responsibility to provide health & safety information
Even of shifting the responsibility onto the workforce for any accidents that may occur
8. Explain why it is important to use a variety of methods to communicate health & safety information
in the workplace. (8)
People respond differently to different stimuli, & that variety prevents over-familiarization with
one method & helps to reinforce a message
The need to overcome language barriers & the inability of some employees to read
The need to motivate, stimulate interest & gain involvement and feedback
The acceptance that different types of information require different methods of communication
9. Outline the topics that may need to be included in the agenda of a safety committee meeting. (8)

A review of recent incidents

A review of proactive monitoring strategies such as safety inspections & audits
Reports following visits by enforcement authorities
The effects on the company of new or impending H&S Legislation
Possible amendments to the company's health & safety policy and risk assessments
The extend & effectiveness of any H&S training given to employees
The introduction of new equipment & processes

10. Question
a. Explain the difference between consulting & informing. (2) (Or)
In relation to employee involvement in health & safety, Explain the difference between consulting &
informing. (2)
b. Outline the health & safety matters on which employers must consult their employees. (6)
c. Explain how arrangements for consultation with workers may be made more effective. (4)
Part (a)
Consulting is a two way process and consultation is done during the introduction of new measure, new
technology, planning of alterations while Informing is a one way process of giving information by
employer like keeping employees informed about legislation, hazards and control measures, employer's
policy.
Part (b)
The introduction of any measures at the workplace that may substantially affect the employees'
health & safety
The arrangements for appointing and/or nominating competent persons
The H&S implications of introducing new technology
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The planning & organization of H&S Training
The information that the employer is required to provide such as that relating to Risk
Assessments, Preventative measures & emergency procedures
Hence, employers are not only obliged to provide information but must consult their employees
on the appropriateness of the information before it is given
Part (c)
By the establishment of safety committees
By consultation with elected representatives
Planned direct consultation at departmental meetings, team meetings, toolbox talks and staff
appraisals
Consultation as part of an accident / incident investigation or as part of risk assessments
day to day informal consultation by supervisors with their team at the workplace
discussion as part of safety circles or improvement groups
by questionnaires and suggestion schemes
by provision of consultation training to both management and workers
11. Question
a. Explain the circumstances under which an employer must form a health & safety committee. (2) (Or)
Identify the circumstances under which an employer must establish a health & safety committee. (2)
b. Give reasons why a health & safety committee may be ineffective. (6) (Or)
Give six reasons why a health & safety committee may be ineffective (6) (Or)
Outline the reasons why a health & safety committee may be prove to be ineffective. (6)
Part (a)
An employer must establish a health & safety committee when requested to do so in writing by
2 or more trade union-appointed safety representatives.
Part (b)
A lack of management commitment
No agenda or remit and/or no minutes or notes of the meetings being produced
An uneven balance between management & employee representatives
Poor chairmanship
No Access to the decision-making processes
Infrequent meetings
Inappropriate topics
No access to health & safety expertise
12. Give reasons why a verbal instruction may not be clearly understood by an employee. (8)
The way that verbal information is given (e.g. complex, jargonistic, ambiguous, not in the usual
language of the receiver, in a heavy dialect)
Distorted by the means of communication such as telephone
Inconsistent with the body language
Due to the environment (e.g. noise)
Due to some limitations on the part of the receiver (e.g. mental or physical difficulty)
Inattention
Lack of knowledge or experience
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Restricted by PPE
13. Following a significant increase in accidents, a H&S campaign is to be launched within an
organization to encourage safe working by employees.
a. Outline how the organization might ensure that the nature of the campaign is effectively
communicated to, & understood by, employees. (8)
b. Other than poor communication, describe the organization factors that could limit the effectiveness
of the campaign. (12)
Part (a)
Everybody within an organization shall know the part that they are to play within a health &
safety campaign
An important prerequisite is to have clear objectives & targets for the campaign, & to be clear
on the means of achieving them
It is important that key responsibilities for aspects of the campaign are allocated & accepted
with due commitment in order to avoid mixed messages
The different means of communication can be used for safety campaign, a variety of means are
posters, e-mails, toolbox talks, training sessions, etc. could be used to communicate & reinforce
the message, with account taken of the language used in order to facilitate understanding
(avoidance of jargon, use of plain English, etc.)
Toolbox talks, suggestion boxes, surveys & informal means of consultation can be used to
involve employees & to provide a feedback loop to check that employees understand what the
campaign is about & to assess the level of support
It is also important to provide feedback to employees on how the campaign is progressing so
that focus on the campaign's objectives is maintained
Part (b)
Lack of senior management commitment
Production or other pressures taking priority over health & safety
Insufficient resources allocated to the campaign
A poor safety culture in general
It should also have been recognized that poor working conditions are likely to induce cynicism
towards the campaign amongst employees
In addition, poor industrial relations or a lack of confidence in management's ability could mean
that the campaign is not given support of influential members of staff
Work patterns (e.g. shift work) could also mean that some sections of the workforce are not
fully considered or supported, possibly due to the non-availability of key staff
14. Question
a. Identify Four types of health & safety information that might usefully be displayed on notice board
within a workplace. (4)
b. Explain how the effectiveness of notice boards as a means of communicating health & safety
communication to the workforce can be maximized. (4)
Part (a)
The health & safety policy of the organization
The "information for employees" poster
Information regarding health & safety representatives (e.g. their names & contact details)
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Targets for the reduction of accidents & ill-health & information showing the current level of
performance against the targets
Forthcoming health & safety events including information on training courses available
Identification of first-aid arrangements & procedures for evacuation in the event of fire
Health & safety posters specific to current campaigns being run by the employers of HSE
A copy of the employer's liability insurance certificate
Part (b)
Ensuring they were located in a common & prominent area of the workplace (e.g. the staff room
or canteen)
Dedicating the boards to health & safety matters
Ensuring the information displayed was relevant & current & kept up to date
Displaying the information in a neat, orderly fashion & making the notice board eye-catching by
the use of color & graphics
15. Outline the sources of published information that may be consulted when dealing with a health &
safety at work. (4)

Approved Codes of Practice

HSE Guidance documents & leaflets
Standards (international, European & British)
Safety Periodicals
Various technical & legal publications
Materials produced by employer & employee organizations
Materials published electronically, for instance on compact disc or on the internet

16. Question
a. Outline the benefits to an organization of having a health & safety committee. (4)
b. Identify a range of methods that an employer can use to provide health & safety information directly
to individual employees. (8)
Part (a)
It demonstrates management commitment & compliance with the legal requirements to consult
with employees
It facilitates consultation & communication with the workforce via employee representatives
It provides a means of recording discussions that have taken place on health & safety matters &
it may help to foster a positive H&S culture by encouraging employee involvement & ownership
Part (b)
Notice boards
Team briefings
Training sessions including induction & toolbox talks
Newsletters & the inclusion of messages with wage / pay slips
Posters
Competitions & signs
One to one briefing such as appraisal sessions
17. Outline way to help ensure the effectiveness of a health & safety committee. (8)
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One of the prime requirements in setting up an effective safety committee is to ensure that it
has the fill backing of senior management, that its membership constitutes an even balance
between management & employee representatives (under the chairmanship of a fair, strong but
diplomatic individual), & all of whom would be in a position to authorized agreed action.
It would be essential that time & resources are set aside for committee meetings which should
be set at a convenient time & notified in advance to all members with a copy of the agenda
Items for discussion should be topical & relevant to the organization & the safety adviser should
always be present to provide professional health & safety advice.
Formal minutes should be prepared after each meeting including actions that have been agreed
& a copy of these should be displayed where it is accessible to all employees so that they might
be aware of the decisions that have been taken
18. Outline the main health & safety issues to be included in an induction training program for new
employees. (8)

The organization's H&S Policy

Emergency Procedures
Hazards specific to the workplace & the need to comply with health & safety requirements
Health & Safety responsibilities & lines of communication
Accident & first-aid requirements
Welfare provision

19. A contractor has been engaged to undertake building work in a busy warehouse.
Outline the issues that should be covered in an induction program for the contractor's employees. (8)
The particular risks in the working area (e.g. Movement of FLTs, Falling materials, conveyors &
the possible presence of asbestos)
General site safety rules regarding smoking, clothing & PPE, use of electrical equipment & so on
Requirements for PTWs & other controls
Exclusion zones & traffic routes
Arrangements for the storage of materials
Accident reporting & other emergency procedures (e.g. actions required in the case of fire)
The location & use of welfare facilities including first-aid
20. An independent audit of an organization has concluded that employees have received insufficient
health & safety training.
a. Describe the factors that should be considered when developing an extensive program of health &
safety training within an organization. (12)
b. Outline the various measures that might be used to assess the effectiveness of such training. (4)
c. Give Four reasons why it is important for an employer to keep a record of the training provided to
each employee. (4)
Part (a)
The completion of a training needs analysis is an important first step in the development of any
program of training that is comparing what employees need to know with what they already
know.
In deciding what employees need to know, consideration should be given to
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Their responsibilities
The activities carried out
The risks associated with those activities
The actions required of employees to minimize such risks
It should have been recognized in this context that a senior manage, for instance, will have
different training needs with respect to health & safety from those of a supervisor or a shop
floor employee
An assessment would then need to be made of employees' existing knowledge, taking into
account
Their previous experience
The levels & types of training already received
Any indications of where deficiencies may lie (e.g. from incident date or by observation)
From the training needs analysis would emerge information on
The number of employees involved
The types of training needed & the resources (in terms of financial costs, time &
facilities) required to carry out the program
The factors to be considered at this stage would include:
The competence & expertise of in-house staff to provide the required training
The possible need to involve external sources
The means of communicating the program to employees at all levels in order to seek
their commitment to
Their views on the program

Part (b)
Post-training evaluation by the trainers
The trainees themselves & their supervisors
Accident rates & sickness absences
Levels of compliance with laid-down procedures (such as the wearing of PPE)
The results of attitude surveys
The number & quality of suggestions made & concerns raised by employees with respect to
health & safety
Part (c)
To provide proof of an employee's expected level of competence
To identify when additional or refresher training might be needed
To enable a review of the effectiveness of the training to be carried out
To access the progress of the training program against targets
To provided evidence to be used in any future accident investigation or legal actions
21. Drivers of internal transport are required to be competent before they are permitted to drive
vehicles within the workplace
a. Explain the meaning of the term "competent person". (4)
b. Identify measures an employer can take to ensure that their drivers of internal transport are, &
remain competent. (4)
c. Outline the organization factors that may cause a person to work unsafely even though they are
competent. (6)

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Part (a)
A "competent person" is:
someone who possesses knowledge based on appropriate qualifications & training
someone who have skills & experience to apply the knowledge in a given situation
someone who possesses personal qualities such as appropriate attitude and the ability to
communicate
someone who has a clear recognition of his own limitations
Part (b)
Check the relevant certification or license of the drivers
Check their previous experience particularly their references & accident history
Introduce refresher training & practical workplace assessments
Carry out regular supervision & monitoring of the drivers at work
Part (c)
Management or peer group pressure
A poor safety culture in the organization
A lack of resources or equipment
A lack of clarity in roles & responsibilities
Inadequate supervision
Poor working conditions
22. Outline the personal factors that might place an individual at a greater risk of harm while at work.
(8)
A generally poor attitude to work, authority and/or risk often coupled with low motivation
Issues relating to physical capabilities or development (such as lack of stature, strength and/or
stamina) and mental capabilities (such as poor reasoning skills)
Poor perception of risk, perhaps influenced by alcohol or drugs
Age-related behavioral factors associated with immaturity
Innate or medical conditions affecting physical or mental capacity
Further factors relate to the levels of training and experience of the individual
23. Question
a. Explain the meaning of the term "perception". (2)
b. Outline the factors that may influence a persons perception of risk in the workplace. (6)
(Or)
Outline the factors relating to the individual that may influence a person's perception of an occupational
risk. (6)
c. Outline ways in which employee's perception of hazards in the workplace might be improved. (6)
d. Explain how an understanding of perception can help to improve health and safety performance. (6)
Part (a)
"Perception" means the way that people interpret & make sense of presented information, for instance,
in relation to their surroundings.
Part (b)
The nature of the hazard (e.g. obvious or hidden, immediate or delayed effects, etc.)
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A person's previous experience & familiarity with the situation

The level & nature of training
Peer group influences
Confidence in others' abilities & judgments
A number of other personal characteristics such as age, attitude & sensory impairment

Part (c)
Increasing awareness of hazards, e.g. safety campaign or posters
Involving people in the risk assessment process
Increasing knowledge, e.g. training
Identifying, including by the use of surveys, the reasons for employees misperceptions in order
to show how improvements might be achieved and how currently held view might be
challenged
Addressing environment factors, e.g. lighting and noise that might cause distraction or
otherwise hinder the perceptual process
Part (d)
Increase awareness by safety campaigns or posters
Increase knowledge by means of training
Identify reasons for employees misperceptions to show how improvements might be achieved
and how currently held views might be challenged
Making hazards more obvious, e.g. by the use of signs
Addressing environmental factors, e.g. lighting and noise
24. Question
a. Identify Four factors relating to the individual that might increase the risk of accidents at work. (4)
b. Give reasons why maintenance operations may pose particular risk to those undertaking them. (4)
Part (a)
Age
Lack of skill or experience
Lack of familiarity (or possibly over familiarity) with the workplace
High stress levels
Health problems
Medical conditions or physical disability / incapacity (including that brought about by alcohol
and drugs)
Part (b)
The existence of new or different hazards
The lack of familiarity or experience with the tasks or equipment involved
The likelihood that the events leading to the need for maintenance & their contingent hazards
would be unpredictable
The possibility that the maintenance operations would have to be carried out in confined spaces
or other poor work environments
The inevitable pressure on maintenance staff to complete the work in as short time as possible
in order to return to normal operation

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25. Question
a. Outline ways of reducing the likelihood of human error in the workplace. (8)
b. Give Four reasons why the seriousness of hazard may be underestimated by someone exposed to it.
(4)
Part (a)
The use of skilled, trained & competent staff (including pre-employment screening issues)
Motivation of the workforce
Task variety to prevent monotony & the provision of frequent breaks to avoid work overload
Addressing workplace environmental issues such as noise, light & heat
Mechanization & automation
Ensuring that controls on machinery are clearly marked
Implementation of a drug & alcohol policy
Providing competent supervision of employees
Part (b)
Over familiarity & complacency
Lack of instruction, information & training
Lack of experience, particularly where young persons are involved
The fact that some hazards (e.g. airborne contaminants or radiation) may be invisible and/or
intangible
Sensory impairment
Involvement in routine or repetitive tasks that can lead to lack of attention
26. Question
a. Outline the factors that may determine the level of supervision an employee should receive during
their initial period within a company. (8)
(Or)
Outline the factors that will determine the level of supervision that a new employee should receive
during their initial period of employment within an organization. (8)
Part (a)
The age of the employee as well as his / her experience of work in general & of the task to be
performed in particular
The nature & complexity of the task & its inherent risks
The person's skills & qualifications for the work
His / her attitude & aptitude
The systems of work & any specific safety requirements applying to the task
The employee's communication skills & any special needs that he / she may have
27. Question
a. Explain the meaning of the term "motivation". (2)
b. Other than lack of motivation, outline six reasons why employees may fail to comply with safety
procedures at work. (6)
Part (a)
"Motivation" is essentially the driving force behind that someone strives to achieve a goal or objective
(e.g. to work safety)
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Part (b)
Lack of management commitment
Over-familiarization with the tasks to be performed
Repetitive work, leading to boredom & lack of concentration
Peer group pressure
Willful disregard of laid-down procedures coupled with inadequate or ineffective supervision
Fatigue & stress
Lack of communication, training & consultation
28. Most occupational accidents can be attributed in part to human error. Outline ways of reducing the
likelihood of human error in the workplace. (8)
The use of skilled, competent & properly trained employees & ensuring that they are wellmotivated
Avoiding monotonous work processes & arranging frequent breaks to counter fatigue
Designing clear roles & lines of communication with the workforce & ensuring adequate levels
of supervision
Establishing good lines of communication with the workforce & ensuring the clarity of
instructions & information passed on them
Implementing policies on alcohol & drugs (prescribed & otherwise)
Addressing the workplace environmental issues such as noise, light & heat
Designing the workplace & work equipment to reduce the opportunity for error (e.g.
automation, unambiguous controls / information, monitoring & confirmation of actions &
feedback loops
The possibility of human error, & its effects on health & safety, should also form part of any risk
assessment, which should take into account previous incidents & the results of accident
investigation.
29. Outline the factors that might cause the safety culture within an organization to decline. (8)
Lack of effective communication
The perception of a growing blame culture
Lack of leadership & commitment at senior level
Lack of monitoring or a failure to implement remedial action
Lack of consultation & employee involvement
A generally poor working environment
A high staff turnover leading to lack of continuity & loss of momentum in making safety
improvements
External influences such as downturn in economy, leading to job insecurity with the possibility
of health & safety being seen as a less priority

30. Question
a. Identify two main purpose of first-aid treatment. (2)
b. Outline the factors to be considered when making an assessment of first-aid requirements in a
workplace. (4)

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Part (a)
The preservation of life and/or the minimization of the consequences of injury until medical
help is obtained
The treatment of minor injuries that do not need medical attention
Part (b)
The number of first-aid personnel and first-aid facilities
The size of the organization
The distribution and composition of the workplace including the special needs of workers such
as trainees, young workers and the disabled
The types of hazard and level of risk present
The past history of accidents and their type, location and consequences
The proximity of the workplace to personal first-aid kits or mobile phones
The need to train the first-aid personnel in special procedures
The ability to provide continued cover over different shifts and for sickness leave and other
absences
A comparison of the facilities provided with those required by law

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