RTO No: 21870

CRICOS Provider Code: 02992E

ABN: 39 122 778 563

STUDENT COPY

Assessment Resource Summary

BSBWHS415 - Contribute to implementing
Unit Details WHS management systems

This is a summative assessment, which requires each

Assessment student to have adequate practice prior to undertaking
Type this assessment.

Written Assessment (J) Assessment 1

(Written Assessment)
Assessment
Methods Assessment 2
Project (C) (Plan for and implement a WHSMS
improvement)

Last Modification Date August 2021

Page 1 of 11
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

Unit Summary
This unit describes the skills and knowledge required to contribute to implementing a plan for a work
health and safety management system (WHSMS) that applies to own role.

The unit applies to individuals with responsibilities for contributing to the implementation of an
organisation’s WHSMS as part of their work health and safety (WHS) responsibilities in a range of
industry and workplace contexts.

NOTES
1. 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 advi sed to contextualise this unit of
competency by referring to existing WHS legislative requirements.

2. 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.

3. For the purposes of this unit of competency ‘safe systems of work’ refers to a formal procedure that
results from systematic examination of a task in order to identify all the hazards. It defines safe methods
to ensure that hazards are eliminated or, where this is not possible, risks are minimised.

No licensing, legislative or certification requirements apply to this unit at the time of publication.

Prerequisite Units
There are no recommended pre-requisite units for this competency.

Co-requisite Units
There are no recommended co-requisite units for this competency.

BSBWHS415 - Contribute to implementing WHS management systems Page 2 of

11
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

Resources: Student Learner Guide, PowerPoint presentation, Rhodes College OHS Policies & P

WHS Acts, legislations, regulations and codes of practice and guidance material relevant to this Unit ava

BSBWHS415 - Contribute to implementing WHS management systems Page 3 of

11
Note: Students, currently employed, are encouraged to bring their current employer’s WHS polic ies and procedur
ad eq uate p olicies and procedures, the Institute will pro vide a practice set of d ocuments.
 ASSESSMENT 1 – WRITTEN ASSESSMENT

Student Name:

Student ID No:

Student Instructions:
1. Your answers should be on a separate document using word processing
software such as MS Word & or other software (handwritten submissions are
only acceptable with prior approval from your Trainer)
2. Your document should be professionally formatted and include
a. Your Name
b. Your Student ID
c. Unit Code
d. Assessment Number (i.e. BSBWHS415 Assessment 1)
3. Please reference to each question number and retype each question with your
answers
4. You must answer every question and provide enough information to
demonstrate sufficient understanding of what has been asked to achieve
competency. Please ask your Trainer/Assessor if you are unsure what is
sufficient detail for an answer
5. Ask your Trainer/Assessor if you do not understand a question. Whilst your
Trainer/Assessor cannot tell you the answer, he/she may be able to re-word the
question for you or provide further assistance based on the Institute’s “Reasonable
Adjustment Policy”
6. Answers should be your own work, in your own words and not plagiarised,
nor copied. However, if an answer is cut & pasted (such as a definition), then
the source should be referenced

Questions

1 What are the five (5) basic elements of a WHSMS management system?

- Safety plans;
- Policies and procedures;
- Training;
- Monitoring;
- Supervision; and
- Reporting

2 Explain each of the elements and principles.

Safety plans
A safety plan is a strategic action plan that forms part of the business plan. It analyses the current and
prospective risk for a company and charts how the risks will be eradicated and controlled over a calendar
period (the safety plan must have a budget).
This plan will ensure that there is a governance structure within your company that ensures every worker
clearly understands their safety obligations (and how to comply) and is accountable to carry out those
obligations.

Policies and procedures

Policies, procedures and processes include all safety paper infrastructures within your company. This
paperwork will describe all safety behaviour, expectations, record-keeping, incident reporting, and incident
notification documentation.

Training
Depending on the nature of your workplace (whether it is low-risk or high-risk), everyone who enters your
workplace should receive training and induction on:
 The rules of your company;
 The rules of the site; and
 The rules of the location they are visiting.
The training content will depend on the level of risk the person is exposed to.

MonitoringYour obligations to monitor your workplace depend on circumstances and need. Always
consider the level of risk. The higher the risk, the more frequent and detailed the monitoring needs to be.

Other times when monitoring will be necessary include:

 To ensure that all risk has been covered by a new risk assessment that has been carried out due to a
change in process, e.g. the installation of new workstations; and
 When an investigation takes place following an incident

Supervision
The only way to ensure your workers are carrying out their safety obligations is to have adequate
supervision.
The level of supervision required in your workplace will increase if the level of safety control put in place to
reduce a risk is low, i.e. the less effective the control measure used, the higher the level of supervision
necessary.

Reporting
The governance structure of your company needs safety reporting at all levels, not just at board level.
Your workers need to know what safety looks like – what’s going right and what’s going wrong. This can
only occur when they receive safety feedback from you, e.g. how many hazards identification, the risk levels
associated with those hazards and what control measures were implemented
 The principles of health and safety protection (S4)
The 2004 Act was varied to include the following health and safety principles:
 all people are given the highest level of health and safety protection that is reasonably
practicable;
 those who manage or control activities that give rise, or may give rise, to risks to health
or safety are responsible for eliminating or reducing health and safety risks, so far as is
reasonably practicable;
 employers and self-employed people should be proactive and take reasonably
practicable measures to ensure health and safety in their business activities;
 employers and employees should exchange information about risks to health or safety
and measures that can be taken to eliminate or reduce those risks; and
 employees are entitled, and should be encouraged, to be represented on health and
safety issues.

Review the principles and elements of a WHSMS, identify at least 5 LIMITATIONS to the
3
effectiveness of a WHSMS.

The major barriers and limitations to implementing improved safety practices included
- perceived cost, time
- inconvenient to implement changes; the administrative burden of current regulatory
requirements for WHS also rated highly as an impediment to change
- the cost of implementation
- a lack of attention to change management coupled with unclear goals
- Lack of keeping the record, Feedback and follow up.

Explain problems associated with the element IMPLEMENTATION, and how these limitations
4
can adversely affect the organisation (approx.100 words).

Poor morale and low motivation towards safety goals may deteriorate safety culture. Sometimes
they make mistakes and sometimes they do violations and similarly sometimes errors occur. As a
result safety culture will deteriorate in an organization resulting in increasing number of accidents.

Explain how to demonstrate a commitment to providing a healthy and safe workplace

5
(minimum 6 dot points).
Setting clear roles and objectives
Workers who understand the company’s objectives, and their role in achieving these
objectives, are much more engaged in the workplace. As well as contributing to improved
productivity, their trust in your management will grow.

Instilling a sense of ownership and recognizing workers

Let workers know they are important and that you trust them to do the job right. When they
do the right thing, or go above what is expected, a simple thank you can go a long way to
instilling confidence, reinforcing positive behaviour, and fostering engagement.

Investing in professional development

Investing in the continued growth and professional development of your staff will lead to a
more satisfied and stable workforce. This will result in less staff turnover and a more
productive and safer workplace.

Involving workers in the safety program

Legally, you have to consult with workers about workplace health and safety. But
consultation also makes good business sense – it is the best and cheapest way to identify
safety issues.

Providing ongoing training for workers

When workers are not properly trained, it can be dangerous and even fatal for their own
and others’ safety. It can also create significant and expensive issues for your business.

Making two-ways communication easy

Managers and supervisors need to be approachable and trustworthy. The concerns,
opinions and ideas of workers need to be listened to without them fearing retribution

Encouraging employee feedback for continue improvement

Encouraging continuous discussion and feedback will create new thinking around safety,
offer new alternatives, and ensure your workplace is not only safety conscious but also
engaged, productive and working in the company’s best interests.
 WHS policies, etc. are traditionally endorsed, reviewed and/or adjusted if need be, by the
6 employees, through the health and safety committee. Explain briefly how this can assist with
cooperation during implementation.

If WHS policies need to reviewed and /or adjust.The process can assist with cooperation during
implementation are:
Step 1: Consultation

When developing your policies and procedures, you must consult with all relevant stakeholders, including health
and safety representatives, contractors (particularly those who work with you regularly), and of course your
employees.

Step 2: Tailor the policy to your business

The policies and procedures you adopt need to be tailored to the needs of your business, not just lifted
straight from a generic manual.
Step 3: Define obligations clearly – be specific!
All policies should be short and succinct.
All procedural steps should be set out in clear and plain English.
This will create an ‘auditable standard’, meaning that you create a standard that can be used to measure
whether your workplace health and safety obligations are being met or not.
Step 4: Make the policy realistic
Make sure your business has the time, resources and personnel to implement the policy.
There is no point in adopting a policy which aspires to the best practice possible if your business cannot
realistically adopt the procedures set out.
Step 5: Publicise the policies and procedures
Put your policies and procedures in writing and make them available to your entire workforce.
Step 6: Train all employees in policies and procedures
You have an obligation to provide adequate information, instruction, supervision and training to your
employees.
Step 7: Be consistent in your policy implementation
Supervision of your workplace to ensure that the policies and procedures are being properly implemented
by all employees is essential.
Follow-up to ensure that any failure to follow the policy or procedure is addressed
Step 8: Review all policies and procedures regularly
Policies and procedures must be reviewed periodically.
When any changes occur, ensure your policies and procedures remain relevant and effective. For example,
a change may occur when a business purchases a new piece of machinery, starts using a new chemical or
adopts a new production method. Any such changes mean that relevant procedures should be reviewed.
Step 9: Enforce the workplace policies and procedures
Once your policies and procedures have been implemented, they need to be enforced. Make sure that you
approach this consistently as this is an important factor in being able to discipline a worker for a breach of
policy.
7 A WHS Policy will (Multiple choice).

a) Be reviewed as required.
b) Include the date of the review on the policy.
c) Be displayed prominently.
d) Be headlined in training and induction.
e) All of the above

From the list below, indicate what may be stated within the organisation’s WHS policy,
8 everything flows from the policy, the policy should state what the WHS requirements are
(multiple choice).

a) Compliance with law

b) Company specific standards
c) Enterprise agreements details
d) Relevant Australian standards
e) Relevant industry known best practice
f) All of the above

List procedures and policies that may sit underneath the work health and safety policy to deal
9
with the implementation of the WHSMS. (Provide a minimum of 8).

- Risk assessments
- Consultation with employees
- Maintaining plant and equipment
- Safe handling and use of substances
- Information, instruction and supervision
- Responsibility and delegation of authority
- Worker/staff training
- Accidents, first aid and physical and mental ill-health
- Monitoring hazards and risks
- Emergency procedures
- References to accompanying documents (e.g. registers, procedures, work instructions, training
materials
- Work at heights procedures;
- Hazardous chemicals procedures; and
- Infectious diseases procedures.

Individual procedures are set down for the day-to-day reference, training and induction, they
10
should include. (Multiple choice).
 a) Scope - What does the policy or procedure cover and why?
b) Who is the intended audience?
c) The key steps or procedures required to be followed?
d) Who has specific responsibility e.g. the purchasing officer?

e) All of the above

11 List and describe three important parts of the legislative framework available from the local
State or Commonwealth regulator.

The Occupational Health and Safety Act, 2004

As of July 1, the main act covering OHS is the Occupational Health and Safety Act, 2004.
The Act is designed to provide a broad framework for improving standards of workplace health
and safety to reduce work-related injury and illness. It allows duty-holders to determine their
approach to achieving compliance with the Act.
The Act aims to:
 secure the health, safety and welfare of employees and other people at work;
 protect the public from the health and safety risks of business activities;
 eliminate workplace risks at the source; and
 involve employers, employees and the organisations that represent them in the
formaulation and implementation of health, safety and welfare standards.
Throughout the Act, the meaning of health includes psychological health as well as physical
health.

List other material/tools/standards available on your regulators website that provide

12
information useful in evaluating and/or reviewing a WHSMS (List at least three examples)
We can find from regulators website that provide information useful in evaluating and/or reviewing a
WHSMS. Below are a few ways companies make the most out of safety management software.
1. Configure email notifications
Various safety management tools enable companies to configure email notification capabilities to promote
accountability among staff members. It works in such a way that when an accident takes place, the medical
team kicks off the investigation process through e-mail notification to the supervisor of injured staff.
2. Develop job safety analysis (JSA) functions
Many companies are adopting EHS management solutions that feature functions enabling a safety
management system to outline JSAs for a particular task or job. JSAs include the steps required to perform
a task, the safety and health hazards accompanying every step, and proactive measures to reduce or
eliminate potential and existing hazards. These functions do not only help companies satisfy management
system specification requirements, but they are also helpful for training staff
3. Integrate important files and documents
A systematic health and safety software for small businesses has the capability to place all files, including
certificates, in one place. For a construction company, for instance, this functionality enables automatic
communication between prime contractors and subcontractors with regards to toolbox meetings and
hazard inspections and assessments.
4. Keep track of employee compliance training
In the past, safety professionals used to track employee training through an Excel spreadsheet. For them to
see what each staff member needs, they have to click through the names of employees on the left vis-à-vis
their training programs along the top.
5. Gather feedback
People regard safety culture as highly relevant, yet find it as elusive objective and challenging to gauge.
Companies need data to determine whether measures aimed at improving safety are effectively executed.
Software solutions can achieve this by encouraging staff to log in immediately and document an incident or
record recommendations to improve workplace safety.
13 A safe work procedure could be written when (Multiple choice).
a) designing a new job or task
b) changing the job or task
c) can be electronic or paper based
d) introducing new equipment or substances
e) when reviewing a procedure and problems have been identified for example from an incident
investigation or a change in legislation.

f) all of the above

14 Explain some relevant details found within a Safe Work Procedure. (50 – 100 words)

A safe work procedure (SWP) is an integral part of the risk management process as it outlines
the hazards, risks and associated controls measures to be applied to ensure the task/activity
is conducted in a way to reduce the risk of injury.
The policy should cover some, or all, of the following items:
 Risk assessments.
 Consultation with employees.
 Maintaining plant and equipment.
 Safe handling and use of substances.
 Information, instruction and supervision.
 Responsibility and delegation of authority.
 Worker/staff training.

15 Which of the following statements do you consider to be correct? Multiple choice

a) Safe work procedures should be read, understood and acknowledged or signed by the worker
before starting work.
b) Procedure needs to be reviewed.
c) Answers a, b, d and e are all correct.
d) Procedures form an important basis of organising WHS systematically while at the same time
fulfilling the employer’s duty of care.
e) Workers need to be trained in procedures as part of implementation, evidence needs to be
gathered to demonstrate that training and consultation has occurred, prior to starting work.
Explain the role of the Health and Safety Manager in 100 to 200 words.

16 Your description must include 4 to 5 of the following dot points (however not all the below
examples are relevant for your answer).
 Their primary responsibility is to improve work health and safety and workers' compensation
arrangements across Australia. They represent a genuine partnership between governments,
unions and industry, working together towards the goal of reducing death, injury and disease in the
workplace.

Understanding what a health and safety manager does depends on a number of factors; for example, day-to-
day tasks will vary depending on the industry they work in, the size of the company they work for and which
topics they specify in.
Health and safety managers’ roles and responsibilities can include, but are not limited to:
 Monitoring health and safety risks and hazards in the workplace
 Advising employees on how to minimise or ultimately avoid risks and hazards in the workplace
 First aid / nursing duties
 Ensuring the business is legally compliant with all health and safety legislation
 Working with and training all employees to manage, monitor and improve the health and safety
standards in the workplace
 Being responsible for all safety inspections in the workplace (for example, monitoring noise levels in a
warehouse)
 Assisting with the creation and management of health and safety monitoring systems and policies in the
workplace
 Managing emergency procedures (such as fire alarm drills) and organising emergency teams such as fire
marshals and first aiders
 Offering general health and safety advice to all employees
The degree of responsibility of a health and safety manager ultimately depends on the industry or environment
they work in. For example, duties as a health and safety manager on a construction site will vary to that of a
health and safety manager in an office block. However, the core responsibilities of all health and safety
professionals are similar.

List six headings or topics included in a “Planning tool to implement the WHS POLICY”
generic template in the assessment project.
17
Explain the information and data needed to fill out the template, must be least one paragraph per
heading.
 The topics included in a “Planning tool to implement the WHS POLICY” are
- Responsibility matrix form –a chart detailing the specific individual or team roles, Workers
must:
 take reasonable care for their own health and safety
 take reasonable care for the health and safety of others who may affected by their acts
or omissions
 cooperate with anything the employer does to comply with OHS requirements 
 not 'intentionally or recklessly interfere with or misuse' anything provided at the
workplace for OHS.

-Training record form –to document employee training (this will also be documented in
employee records). The Employee Training Records (ETR) solution is a configuration, set of
automations and reports that allow tracking training records and plans for all employees in
the organization. ... Training is then scheduled, the employee is notified, and signoffs are
captured as training is completed.

- WHS performance chart –this tracks the performance of WHS and compares it to previous
periods. Performance indicators Performance indicators are measures to review whether
objectives have been met. They include rates, ratios or indices which reflect how well the
WHS management systems or its elements are operating.

- Incident/accident form –a record of all accidents and incidents so that they can be used to
evaluate WHS performance. In the event of a workplace accident, you may need to record the
incident. The accident report form covers the workers involved as well as the company
should any repercussions occur. It also helps to track trends in occupational injury so you can
then rectify them.

- Hazard register –a summary of all the hazards in the workplace/work area. A Hazard and
Risk Register is a list of all the identified hazards, including the risk level and the controls
implemented to eliminate or minimise the risks associated with the hazard.

- Risk register –this details the known risks and how they should be controlled. A Risk Register
is a list of all the identified hazards in a particular area, including the risk level and the
controls implemented to eliminate or minimise the risk associated with a hazard(s).

Who might have an obligation/responsibility for informing other managers including the CEO
18
about changes to work health and safety legislation and codes

a) Health and Safety Manager.

b) Health and safety representative (HSR).
c) Health and safety committees (HSCs).
d) Operations Manager.
e) All of the above.

Explain the benefits of having return to work and injury management process as part of the
19
WHSMS (Approx. 100 words).
Returning to or recovering at work after a work-related injury or illness can have many benefits for
your health and wellbeing and help with your recovery.

Work is one of the most effective ways to improve wellbeing.

Being at work helps you to:
 maintain your connections with the workplace and feel supported
 return to your pre-injury activities and lifestyle and encourage your recovery by staying active
 increase your confidence in managing your injury and give you a focus on ability rather than
disability
 minimise your risk of long-term disability, absence from the workplace and can prevent you
from developing other health issues
 support your participation, independence and social inclusion.
It is important to get back to work as soon as it is safe for you to do so. You don’t have to be 100 per
cent well to be at work, and good work can help in your recovery.
Assessor Use Only

Attempt 1: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date:

Attempt 2: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date:

Attempt 3: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date:
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

ASSESSMENT 2 - PROJECT - STUDENT INFORMATION

This information is to be handed to each student to outline the assessment requirements

You may complete this assessment task by either referring to information from your current workplace,
using a workplace agreed with your assessor or by using the scenario below.

For this project you are required to access and apply an organisation’s WHS policies and procedures.
You may base your submission on either one of:
 specific procedures of the organisation in which you currently work if information is
available and you have the agreement of your employer and your trainer /assessor,
and/or
 Rhodes College OHS Policies and Procedures Practice Manual - available in the Institute’s
Student Resource Folder

 You must complete the full project and provide enough information to demonstrate sufficient
understanding of what has been asked to achieve competency.
 Ask your Trainer/Assessor if you do not understand the project, he/she may be able to re-word the
requirements for you or provide further assistance based on the Institute’s “Reasonable
Adjustment Policy”.
 Answers should be your own work, in your own words and not plagiarised, nor copied. However, if
an answer is cut & pasted (such as a definition), then the source should be referenced.
Scenario
For this unit, you are the Workplace WHS representative for you company. One of your office workers
sustained a severe injury to her right arm when she slipped on an oil patch on the factory floor on her
way to the carpark. She has been off work for two weeks and wishes to return to work even though
her arm will be in a sling for the next four weeks. However, the organisation does not have an
existing ‘Return to Work and Injury Management Policy and Procedures’.

Your tasks are

1. As a member of a workgroup, develop and promote an injury management policy that

delegates clear responsibility for implementation, evaluation and review. You will need to
research the relevant WHS jurisdictional requirements and reach agreement on proposed
RTW and injury management processes.

KEY REQUIREMENTS
a) Promote and develop, in consultation with the relevant groups, a ‘Return to Work and Injury
Management Policy’.
b) Delegate clear responsibility for implementation, within the ‘Return to Work and Injury
Management Policy’.
c) Delegate evaluation and review roles within ‘Return to Work and Injury Management Policy’.
d) Ensure you research the jurisdictional requirements of a RTW and injury management
process, citing legislation and meet those requirements. Include key steps, relevant
procedures and training that need to be integrated.

BSBWHS415 - Contribute to implementing WHS management systems Page 8 of

11
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

Recovery/return to work procedure (draft)

1. Purpose
Our business is committed to helping workers recovering from a work injury to remain at or return to work. This
procedure describes the process to support our workers and manage recovery/return to work.

2. Related documents
2.1 Return to Work Act 2014 (‘the Act’)
2.2 Return to Work Regulations 2015 (‘the Regulations’)
2.3 Work Health Safety and Return to Work Policy
2.4 Grievance and/or Dispute Resolution Procedure, Equal Opportunity Policy etc.

3. Recovery and return to work

3.1 Reporting of injury
A worker should report the injury to their supervisor as soon as practicable, within 24 hours.
Insert details about how the reporting process occurs.
The supervisor will immediately advise the return to work coordinator (coordinator) of the injury.
3.2 Injury pack
The coordinator will give the worker an injury pack and explain its content:
• Medical authority to exchange information with treating medical practitioners
• Letter to send to the doctor
• Worker’s information, rights and responsibilities under the Act
• Travel and chemist reimbursement forms.

3.3 Medical treatment

First aid will be provided onsite, if appropriate and available.
If immediate offsite treatment is needed the coordinator (or nominated person) will accompany the worker to
the medical clinic/hospital. At the appointment, support, return to work and suitable duties can be discussed
with the doctor if permission is given by the worker.
If the worker is admitted to hospital, SafeWork SA must be informed.
3.4 Claim lodgment
The coordinator (or nominated person) will help the worker lodge a claim via phone to the claims agent on 13
18 55 (Monday – Friday; 8:30am – 5:00pm).
3.5 Identify suitable duties
The coordinator will contact the treating doctor to clarify if capacity for work is unclear.
The coordinator will meet with the worker and supervisor to identify and agree on suitable duties.
Insert details about how this will be done.
The coordinator will document the suitable duties and may prepare a recovery/return to work plan.
3.6 Implementing return to work
The coordinator will:
• Provide clear, accurate and current information on return to work arrangements
• Engage interpreting and translating services, if needed

BSBWHS415 - Contribute to implementing WHS management systems Page 9 of

11
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563
• Ensure any necessary training is provided before undertaking modified/alternate suitable duties.
3.7 Monitor progress
The coordinator will review progress:
• When a new Work Capacity Certificate is received
• At significant milestones
• When the worker provides new information that impacts on their ability to fulfil their role.
Progress can be reviewed by:
• Visiting and/or meeting the worker and supervisor/team leader in the workplace
• Convening or attending case conferences
• Staying in touch with the case manager, treating doctor and other medical providers.
Duties and/or hours of work will be adjusted if practicable to respond to any change in capacity for work.
3.8 Reports on return to work (refer to section 52 of the Act)
The coordinator will advise the claims agent in writing when a worker in receipt of income support:
• Returns to work after being totally incapacitated
• When there is a change in earnings for a worker who is partially incapacitated
• When there is a change in the type of work being performed.

3.9 Unable to return to pre-injury duties

If it is proposed the worker cannot return to pre-injury duties:
• Every effort will be made to identify and offer suitable duties
• Suitable duties are supplied to aid recovery and promote return to pre-injury work
• Undertaking suitable duties will be monitored/reviewed through the recovery/return to work plan.
If it is evident that the worker cannot return to normal duties in the foreseeable future:
• The recovery/return to work plan goal will change to ‘different employment, pre-injury employer’
• Every effort will be made to identify and offer suitable employment, including:
‒ Considering the worker’s circumstances (work capacity, previous employment, age, education, skills,
work experience and place of residence) and match them to roles that exist in the business
‒ Obtaining additional information if needed to assist, such as a functional capacity evaluation, worksite
assessment and/or vocational assessment services
‒ Providing training and/or modifications to the workplace if required/recommended.
The coordinator will:
• Discuss the need for any such return to work services with the claims agent
• Ensure any necessary training is provided before commencing any new suitable duties or employment.

3.10 Unable to identify suitable employment

If suitable employment cannot be identified the claims agent MUST be notified in writing.
The claims agent will consider the evidence as a result of the above activity, and;
• Decide if any other return to work services/assessments may be required
• Review the recovery/return to work goal together with the worker and employer.
A review may also occur due to section 25(10) of the Act to consider whether new or other employment options
for the worker need to be taken into account to assist a return to suitable employment.
If the worker believes the employer is not complying with the Act requirements for their retention, employment
or re-employment, they may request ReturnToWorkSA to investigate (section 15(2) of the Act).

BSBWHS415 - Contribute to implementing WHS management systems Page 10 of

11
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

2. Create a generic template and prepare a plan to implement the Return to Work and
Injury Management Policy’, using the following headings in the template:
a) What we need to do, legal, standards, policies and procedures?
b) Where we are now?
c) What we need to do to fill in the gap?
d) The priority - critical / major / minor.
e) What are our objectives targets and performance indicators?
f) Who is going to do what, when, and with what resources?

STANDARD RETURN TO WORK PROGRAM

Employer commitment__________________________________________________________________ is committed to

the return to work of our injured workers and will: (name of organisation)
1. prevent injury and illness by providing a safe and healthy working environment
2. participate in the development of an injury management plan and ensure that injury management commences as soon as
possible after a worker is injured
3. support the injured worker and ensure that early return to work is a normal expectation
4. provide suitable duties for an injured worker as soon as possible
5. ensure that our injured workers (and anyone representing them) are aware of their rights and responsibilities – including
the right to choose their own doctor and approved workplace rehabilitation provider, and the responsibility to provide accurate
information about the injury and its cause
6. consult with our workers and, where applicable, unions to ensure that the return to work program operates as smoothly as
possible
7. maintain the confidentiality of injured worker records
8. not dismiss a worker as a result of a work related injury within six months of becoming unfit for employment.

Procedures
1. Notification of injuries
• Notify all injuries to the supervisor as soon as possible.
• Record all injuries in the Register of Injuries.
• Notify ________________________________________________________________ of all injuries within 48 hours.
(name of workers compensation agent/insurer)

2. Recovery
• Ensure that the injured worker receives appropriate first aid and/or medical treatment as soon as possible.
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

• Consult with the doctor nominated by the injured worker and who is responsible for the medical management of
the injury and assist in planning return to work.

3. Return to work
• Arrange a suitable person to explain the return to work process to the injured worker.
• Ensure that the injured worker is offered the assistance of a WorkCover approved workplace rehabilitation provider
if it becomes evident that they are not likely to resume their pre-injury duties, or cannot do so without changes to the
workplace or work practices. Nominated WorkCover approved workplace rehabilitation providers:

______________________________________________________________________________________________
______________________________________________________________________________________________
______________________________________________________________________________________________
______________________________________________________________________________________________
• Arrange for the worker’s early return to work (subject to medical and rehabilitation provider advice).

4. Suitable duties
• Develop an individual return to work plan when the worker according to medical advice, is capable of returning to
work.
• Provide suitable duties that are consistent with medical advice and that are meaningful, productive and appropriate
for the injured worker’s physical and psychological condition depending on the individual circumstances of the
injured worker. Suitable duties may be: °at the same worksite or a different worksite °the same job with different
hours or modified duties °a different job °full time or part time.

5. Dispute resolution
• Work together with the injured worker and their union representative to resolve any disagreements about the
return to work program or suitable duties.
• If disagreements cannot be resolved, involve other parties such as the worker’s treating doctor, the agent/insurer,
an approved workplace rehabilitation provider or an injury management consultant.

Contacts
Workplace contact for return to work program
Name ______________________________________ Telephone ___________________________________________

Workers compensation agent/insurer

Name_____________________________________ Telephone _________________________________________
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

Address ___________________________________________________________________________________
Website ____________________________________________

WorkCover Claims Assistance Service on 13 10 50Workers Compensation Commission for resolution of disputes
www.wcc.nsw.gov.au

3. Create a PowerPoint presentation demonstrating an organisational Return to Work and Injury

Management Process progress with existing systems and address:

• What will be the revised organisational commitment, planning, implementation?

• How will evaluation, review and improvement processes be phased in?
• Explain how the new policy will be facilitated by all members of the work group.
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

How is a health and safety policy implemented

The key steps
1. Decide on the preventive and protective measures needed and put them in place.
2. Provide the right tools and equipment to do the job and keep them maintained.
3. Train and instruct, to ensure everyone is competent to carry out their work.
4. Supervise to make sure that arrangements are followed

RISK MANAGEMENT PROGRAMS

A risk management program is required under the Accident Compensation Act.

A risk management program (in this context) is a written outline of the steps that will be taken after an
injury has occurred in the workplace to, so far as practicable, reduce the risk of subsequent injury of that
kind.

Risk Management Programs for MPE Services can be found in the Health and safety policy document, and
the associated policies and procedures in the Health and Safety Manual.

9 AUDITABLE RECORDS
• MPE.WHSE. 001.1.6_1 Return to work plan
 MPE.POL.002 Injury Management and Rehabilitation Policy

SCHEDULE OF REVISIONS

Issue Date Details of Change /Revisions

0 01/11/21 Draft for WHS&E P&S committee
1 01/12/21 Released for Implementation period

APPENDIX
Appendix 1 – Checklist of Return to Work plans
Appendix 2 – Checklist of offer of suitable duties
 RTO No: 21870
CRICOS Provider Code: 02992E
ABN: 39 122 778 563

Appendix 1 – Checklist of Return to Work plans

CHECKLIST FOR RETURN TO WORK PLANS 

Obligation: To prepare a Return to Work plan for employees with a Workcover Claim who have been off
for 10 days or more. After the 10 days you must prepare the plan. Consider RTW Plan for employees
with on-going certificates of capacity for long periods.

 Is there a Return to Work plan for the injured employee who has been off work for 10 days or more?
 Has the plan been developed within 10 days of the employee being off work?
 Was the employee and their treating practitioner contacted in order to obtain information about the
employee’s capacity to work?

 Was our insurer contacted to inform them of the relevant circumstances and discuss the necessity for any
occupational rehabilitation services?

 Was the plan prepared in consultation with the employee, their treating practitioner(s), and where one was
involved, the occupational rehabilitation provider?

 Were the contents of the plan consistent with information, if any, obtained from the employee’s treating
practitioner?

 Was the plan revised?

If yes, was the plan revised when:
o You became aware of your employee’s capacity to work?
o When requested by your employee?
o They’re treating practitioner?
o Their occupational rehabilitation provider?
o Their Return to Work coordinator?
o Your Authorised Agent?

 Did an authorised person sign the plan and did the employee endorse the plan?
 Appendix 2 – Checklist of offer of suitable duties

CHECKLIST FOR OFFER OF SUITABLE DUTIES 

An offer of suitable duties must be incorporated into the Return to Work plan document

Does the injured employee have a current work capacity?

If yes:
 Has an offer of suitable duties been made to the injured employee?

Were the following details included in the offer?

 A description of the duties.

 A description of any relevant medical limitations.
 The address where the duties are to be undertaken.
 The proposed commencement date for the duties.
 The days and hours, including any rest breaks.
 The occupational rehabilitation services, if any, the employee will have access to, in conjunction with the
job.

 A request for a response from your employee within a reasonable, specified period.
ASSESSMENT 2 - PROJECT - ASSESSOR CHECKLIST
 Date for revision
This checklist is to be or review
used of duties.
when assessing the students in the associated task. This checklist is to be completed for each s
tudent.
Please refer to separate mapping document for specific details relating to alignment ofthis task to the unit requirements.
 Employee’s treating practitioner provided with a copy?
Each task on this checklist must be found Satisfactory, to mark the assessment outcome as
“Satisfactory”.
 Insurer provided with a copy?

BSBWHS415 - Contribute to implementing WHS management systems Page 10 of

11
 Responsibilities
Employer
• Inform managers/supervisors and workers of their roles in the recovery and return to work process.
(Include how you do this. E.g. within induction, a specific training session, team and/or toolbox meetings).
• Report a work injury to the claims agent as soon as possible; the agent will advise if a claim form needs to
be completed and if a mobile case manager will be assigned
• Participate and cooperate in the development of a recovery/return to work plan
• Comply with any obligations set out in a recovery/return to work plan
• Arrange suitable duties that can be performed safely whilst recovering from an injury
• Provide suitable employment when the worker can return to work but cannot perform pre-injury work
• Support the return to work coordinator to perform their functions
• Appoint contacts at each worksite to assist the coordinator to perform their functions.
Worker with a work injury
• Notify the employer of a work injury as soon as possible (within 24 hours if you can)
• Make a claim as soon as possible
• Actively participate in activities designed to support your recovery and return to work
• Participate and cooperate in developing a return to work plan
• Comply with any obligations set out in your return to work plan
• Provide current Work Capacity Certificates
• Return to suitable employment when able to do so.
• Insert any other responsibilities.
Return to work coordinator
The coordinator performs the following functions (section 26(4) of the Act):
• Assist injured workers to remain at work, or return to work as soon as possible, after injury
• Assist prepare and implement recovery/return to work plans
• Liaise with anyone involved in the return to work, or the provision, of medical services to the worker
• Monitor the progress of the worker’s capacity to return to work
• Take steps to prevent the occurrence of re-injury.
Other responsibilities include; (insert any others that are assigned).
Managers and supervisors
• Make regular contact with the worker to ensure that there are no issues or concerns
• Meet with the worker and coordinator to review the worker’s progress at agreed intervals
• Advise the coordinator about any changes, issues or concerns immediately
• Assist identify suitable duties to promote recovery and stay at and/or return to work
• Ensure the worker does not work outside the capacity identified on the Work Capacity Certificate
• Support and offer assistance as required.
• Insert any other responsibilities.
•
Co-workers
• Insert any other responsibilities.
BSBWHS415 - Contribute to implementing WHS management systems Page 11 of
11
 Review of procedure
(Click here to insert details of when and how this procedure will be reviewed.)
Approved by: __________________________ Position: __________________________
Signature: __________________________ Date: ________________________

BSBWHS415 - Contribute to implementing WHS management systems Page 12 of

11
 Please complete below
Student Name:

Student ID No:

Attempt 1: Attempt 2: Attempt 3:

(Date) (Date) (Date)

Whilst undertaking this task, did the student:

Satisfactory Satisfactory Satisfactory

 Develop and promote RTW and injury  Yes No  Yes  Yes No
management procedures in OHS Policy. No
 Delegates clear responsibility of  Yes No  Yes No
 Yes
implementation. No
 Identifies evaluation methods and  Yes No  Yes No
delegated that responsibility.
 Researched the jurisdictional requirements  Yes
of a RTW and injury management  Yes No No  Yes No
process, citing legislation.
 Prepare a plan to implement the Return to
Work and Injury Management processes,  Yes No  Yes  Yes No
using a WHSMS Policy/Procedure No
implementation plan template.
 Yes No
 Addressed all 6 required dot points?  Yes No
 Yes
 Develop a presentation explaining the
progress of the Return to Work and  Yes No  Yes  Yes No
No
Injury Management process with existing
systems.
 Participated in class activities.  Yes No  Yes No
 Explained the process to the work group.  Yes No  Yes  Yes No
 Sought feedback on their presentation?  Yes No No  Yes No
 Yes
 Policy attached.  Yes No  Yes  Yes No
No

BSBWHS415 - Contribute to implementing WHS management systems Page 13 of

11
Assessor Use Only

Attempt 1: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date:

Attempt 2: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date:

Attempt 3: Assessor Comments

 Satisfactory (S) Not Satisfactory (NS)

Assessor Signature: Date: