week 1 examiers report

8/4/2019 Week 1 Examiers Report

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Connaught Compliance Ltd 2008

sales ref:sc/1145/v1

Examiners Report NEBOSH IGC

Week 1: Dec 2005 to May 2008


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Element 1: Health & Safety Foundations


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Sep 2003 & Oct 2004

a) Explain giving an example , what is meant by thefollowing terms:

I) Hazard (2)

II) Risk (2)III) Accident (2)

IV) Occupational accident (2)

V) Incident (2)

VI) Dangerous occurrence (2)


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Examiners Report

See next question!


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Dec 2005, May & Aug 2006 Q5, Nov 2005 Q7, Nov 2006

Q5, Mar 2007 Q5, Nov 2007 Q5 & Dec 2007 Q5

(7)*

The number of absences due to upper limbdisorders (ULDs) in an organisation appears to be

increasing

Outline the possible sources of information that

could be consulted when investigating the problem(8)


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Examiners Report

Answers to this question were generally to a reasonable standard with somecandidates showing a very good grasp of the subject area


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Marks were available for outlining sources of information such as

Risk assessments

The results of task analyses & the identification of repetitive actions

The organisations employees & safety representatives

Ill-health reports & the analysis of absence records

The observation of supervisors & the complaints that may have been madeto them by members of their teams

Manufacturers information

Ergonomists or occupational health practitioners

& perhaps even information supplied by the social activities co-ordinator onout-of-work activities such as tennis, squash, etc


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Nov 2006 Question 11

(1)

Listthe practical means by which a manager couldinvolve workers in the improvement of health &

safety in the workplace (8)


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Examiners Report

See next question!


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March 2006 Q7, Nov 2006 Q7 & June 2007

Q7

(3)

Outline the practical control measures by which a

manager could involve employees in theimprovement of health & safety in the workplace

(8)


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Examiners Report

Answers to this question should have included outlines of such means as

Involving employees in risk assessments

Accident investigations

& the development of safe systems & procedures

Encouraging hazard-spotting & the reporting of defects

Setting up suggestion schemes

Organising training courses & information programmes

Supporting active involvement in safety committee meetings

Being accompanied by employees or their representatives on safety tours &inspections

& giving employees responsibilities for mentoring young & inexperienced

workers


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The question produced a mixed response

Some candidates did not read the question with sufficient care &concentrated on the practical means that the manager in isolation

might take in improving health & safety in the workforce

Others were able to come up with no more than one or two

suggestions while a few, despite the use of the word practical in the

question, took an approach that looked more at motivation theory than

at the practical ways of directly involving employees


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Dec 2005 Q7, May 2006 Q7, Mar 2007 Q7, June

Q4, Nov 2007 Q7, Dec 2007 Q7 & May 2008 Q4

(7)*

Outline the main components of a health & safetymanagement system (8)


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Candidates were required to outline the part played by each of the 6

elements of the management system

It starts with establishing apolicythat States managements intention

& sets clear aims

Objectives & targets

This is followed by organisingfor safety by allocating responsibilities &

establishing effective communication & commitment at all levels establishedThe next stage involvesplanning & implementing, where practical plans are

developed to meet the objectives & effective control measures introduced

based on risk assessment

ExaminersReport


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Proactive & reactive monitoring systems should be introduced to measureperformance in H&S & a system ofreviewestablished to evaluate the

performance against the objectives & targets, to consider options for

improvement & to reset targets

The review would be reinforced by an independent & structured audit of all

parts of the system, which would assess compliance with H&S management

procedures & identify where existing standards are inadequate or deficient


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March 2007 Q2 & May 2008 Q 10

(2)

Outline reasons for maintaining good standards ofhealth & safety within an organisation

(8)


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Examiners Report

There were some good answers to this question, balanced by a

significant number of very weak ones & again, some non-attempts

Better answers were structured around the

Moral

Economic

& legal

arguments for maintaining good standards of H&S within an organisation


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The moral argument centres on

The need to provide a reasonable standard of care

& to reduce the injuries, pain & suffering caused to employees by accidents

& ill-health

While legal arguments are concerned with the desire to avoid enforcement

action & civil claims


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Economic benefits include

A more motivated workforce resulting in increased production rates

The avoidance of direct costs associated with accidents (e.g. downtime,administrative, investigation & first-aid costs, repair of plant & equipment,

employing & training of staff, etc)

Possibly cheaper insurance premiums

The avoidance of costs associated with legal action

& maintaining the image & reputation of the organisation with its variousstakeholders


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March 2006 Q7, Nov 2006 Q7 & June 2007 Q7

(3)

1) Explain the difference between the aims

(objectives) of the civil law and the criminal law

systems.(2)

2) Outline the THREEstandard conditions that are

usually required to be met to prove a case of

negligence against an employer .

(6)


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Examiners Report

See next question!


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Element 2: Setting Policy for Health &

Safety


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Aug & Nov 2006 Q8, March 2007 Q3

(3)

(a) Explain why it is important for an organisation to

set targets in terms of its health & safety

performance (2)

(b) Outline SIXtypes of target that an organisation

might typically set in relation to health & Safety

(6)


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Examiners Report

In answering part (a), few candidates appeared to understand the

importance of setting targets in terms of H&S performance

Some did suggest that it gave evidence of management commitmentBut few were then able to highlight the importance of targets in

motivating staff by providing them with something tangible to aim for

or the important part they can play in facilitating the measurement &

review of performance

Candidates had more success in answering part (b) & identified targetssuch as reduced/zero accidents, zero HSE enforcement & reduced sickness

absence


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Better answers outlined additional targets such as

Improved audit scores

A reduction in the number of civil claims

An increase in the reporting of near miss incidents or minor accidents

An increase in the number of employees trained in H&S

& the achievement of a H&S Standard (e.g. OHSAS 18001)

Generally, however, this question was not well answered with a

number of candidates having unexpected difficulty with both parts


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March 2007 Question 4

(1)

Outline the key areas that should be addressed inthe arrangements section of a health & safety

policy statement (8)


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These included

Systems of work

H&S training, provision of PPE

Specific types of hazard (e.g. machinery, hazardous substances, manualhandling, fire etc)

Control of contractors

Safety of visitors

Accident reporting & investigation procedures

First-aid facilities

Emergency procedures

Employee consultation

& monitoring & review procedures

Examiners Report


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Nov 2005 Q1 & Nov 2006 Q1

(2)

(a) Explain the purposes of the following sections of a

health & safety policy

(i) Statement of intent (2)

(ii) Organisation (2)

(iii) Arrangements (2)

(b) Outline the issues that are typically included in the

arrangements section of a health & safety policy(8)

(c) Describe the circumstances that would require a

health & safety policy to be reviewed (6)


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Examiners Report

There was a mixed response to this question, with some candidates

obviously recognising the H&S policy as the foundation upon whicheffective safety management is built, while others appeared to have

little idea of the purpose or structure of a policy document

Overall, the Examiners were disappointed that a better understanding

of such a fundamental issues was not known


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For the 2 marks available for explaining the purposes of each of the 3 sections

of a policy document, in part (a), the examiners were not expecting a great

deal.

A surprisingly large number of candidates, however, did not appreciate

the differences in purpose between the statement of intent & some

sections describing the organisation & arrangements for implementing

policy


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Good answers identified that

A statement of intent demonstrates an organisations commitment to, &sets organisational objectives for, H&S

The organisation section identifies the H&S responsibilities & channels of

communication within the organisation

& the arrangements section deals the practical means for achieving the

objectives laid down in the policy statementAnswers that elaborated a little on these, sometimes by use of examples,

were able to achieve full marks


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Part (b) attracted many answers that were simply lists of items with

little or no indication of how they would be addressed in a policy

document, or of the reasons for their inclusion

Candidates who understood the purpose of this section were able to identify

a range of general H&S issues for which arrangements would be in place


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For part (c), the circumstances that may necessitate revisions to a H&S

policy include

Changes in organisational arrangements/responsibilities

Processes

Materials

Premises

Legislation

work patterns

Or risk assessments Or when considered necessary following an accident investigation

Enforcement action

Policy review or professional advice


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Nov 2006 Question 3

(1)

(a) Outline the purpose & general content of the

THREEmain sections of a health & safety

policy document (6)

(b) Explain why the health & safety policy should

be signed by the most senior person in an

organisation, such as the Managing Director

or Chief Executive Officer (2)


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Examiners Report

See previous question!

D 2005 Q3 M 2006 Q3 N 2006 Q9 M 2007


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Dec 2005 Q3, May 2006 Q3, Nov 2006 Q9, Mar 2007

Q3, June 2007 Q9, Nov 2007 Q3, Dec 2007 Q3 & May

2008 Q9

(8)*

(a) Explain the purpose of the statement of intent

section of a health & safety policy (2)(b) Outline the circumstances that would require a

health & safety policy to be reviewed (6)


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Examiners Report

Forpart (b), the majority of candidates recognised that the signature of the

most senior person in the organisation would demonstrate managementcommitment

But did not go on then to add that this would give authority to the

policy or that the person concerned ultimately had responsibility for

H&S in the organisation


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Examiners Report

For part (b), the circumstances that may necessitate revisions to a H&S

policy include

Changes in organisational arrangements/responsibilities

Processes

Materials

Premises

Legislation

work patterns

Or risk assessments

Or when considered necessary following an accident investigation

Enforcement action

Policy review or professional advice


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Aug 2006 Question 2

(1)

Outline the circumstances that may give rise to aneed for a health & safety policy to be reviewed

(8)


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Examiners Report

See Previous question!


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Element 3: Organising for Health &

Safety

Dec 2005 Q 11 May Aug Nov 2006 Q11 Mar 2007


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Dec 2005 Q 11, May, Aug, Nov 2006 Q11, Mar 2007

Q11, Nov 2007 Q11, Dec 2007 Q11 & May 2008 Q7

(8)*

Listthe factors that could be considered whenassessing the health & safety competence of a

contractor (8)


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Examiners Report

The last question on the paper was generally well answered with many

candidates able to list a good range of factors that included, amongst others


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The contractors previous experience with the type of work

The reputation of the contractor amongst previous or current clients

The content & quality of the contractors H&S policy & risk assessments

The level of training & qualifications of staff (including those with H&Sresponsibilities)

Accident/enforcement history

Membership of accreditation or certification bodies

Equipment maintenance & statutory examination records

& the detailed proposals (e.g. method statements) for the work to be carriedout


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Outline the key health and safety responsibilities of

employers & employees which are common in many

countries. (8)

Question


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Employees

Co-operation with employer, to meet employerslegal obligations

Consultation with employer

Reporting dangerous situations to employer

Rights to receive information, instruction and

training

Duty of care to themselves and other persons by

working safely

Using equipment and following safe systems of work

as informed / trained.


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Employees Duties

T

o take reasonable care of the health and safety ofhimself and others who may be affected by his acts or

omissions at work.

To cooperate with the employer in matters relating to

health and safety.

To use machinery, equipment, dangerous substance,

transport equipment, means of production , PPE or safety

device in the way in which they have been instructed or

trained.

To reportunsafe conditions etc that the training and

information they have received should reasonably have

made them aware of.


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Outline the main steps required for managing the

contractors.

(8)

Question


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Managing contractors (5 Steps for the Client)

1 Select a contractor

2 Plan the job

3 Control contractors on site

4 Check contractors work

5 Review performance

El t 4 P ti P iti H lth


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Element 4: Promoting a Positive Health

& Safety Culture

N 2006 Q ti 6


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Nov 2006 Question 6

(1)

(a) Explain the meaning of the term perception

(2)

(b) Outline ways in which employees perceptions ofhazards in the workplace might be improved

(6)

E i R t


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Examiners Report

Forpart (a), a reasonable explanation of perception was required, such as

the way that people interpret & make sense of presented information, for

instance, in relation to their surroundingsSome candidates appeared to struggle to put into words something

that is perhaps almost intuitive

Circular definitions, for example, perception is the way that people

perceive things, were considered inadequate in this respect


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Those who found difficulty in defining perception in the first part of

the question were consequently hard put to produce an adequate

answer to part (b)Few candidates were able to outline more than one or two ways that

employees perceptions of hazards might be improved

Most referred in general terms to motivation or to the need to increase

awareness in the individual by safety campaigns or posters & to

increase knowledge by means of training


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While these are highly relevant, candidates who considered theproblem in slightly more depth suggested firstly that there was a need

to identify, perhaps by the use of surveys, the reasons for employeesmisperceptions in order to show how improvements might be achieved& how currently held views may be challenged

Other suggestions included making hazards more obvious (forexample, by the use of signs) & addressing environmental factors,such as lighting & noise, that might cause distraction or otherwise

hinder the perceptual process

N 2005 Q2 N 2006 Q2 & M h 2007 Q7


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Nov 2005 Q2, Nov 2006 Q2 & March 2007 Q7

(3)

Outline ways in which the health & safety cultureof an organisation might be improved

(8)


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Examiners Report

Not surprisingly, answers were divided into those where candidates

evidently understood the term safety culture & those where theirunderstanding was limited

Although many candidates were able to cite factors such as the

commitment & leadership of senior management & the competence &

training of the workforce, fewer included a range of other relevant

factors


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These could have included

A clear policy with health & safety being given obvious equal priority to otherbusiness objectives (production, quality, etc)

The setting of realistic & achievable targets

The provision of a good working environment

Proactive monitoring of health & safety standards

Effective communication channels

A no-blame culture

& consultation with, & the involvement of, the workforce



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(1)

Outline the personal factors relating to theindividual which might increase the risk of harm to

a worker while at work (8)


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Examiners Report

Factors that may place an individual at greater risk of harm at work include

A generally poor attitude to work, authority &/or risk often coupled with low

motivation Issues relating to physical capabilities or development (such as lack of

stature, strength &/or stamina) & to mental capabilities (such as poor

reasoning skills)

Poor perception of risk, perhaps influenced by alcohol or drugs

Age-related behavioural factors associated with immaturity & innate or medical conditions affecting physical or mental capacity

Further factors relate to the levels of training & experience of the individual


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Answers to this question were generally to a reasonable standardalthough some candidates were a little confused & included factors

other than those that could be related to the person, as signified by the

word personal

Aug 2006 Question 5


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Aug 2006 Question 5

(1)

Outline ways in which employers may motivatetheir employees to comply with health & safety

procedures (8)

Examiners Report


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Examiners Report

Motivation is the driving force behind the way in which a person acts in order

to achieve a goal

In this case, Examiners were looking for suggestions of how employees

might be motivated to work safelyAnswers should have outlined such ways as

Improving, by training & the provision of of information, employees

knowledge of the consequences of not working safely

Showing the commitment of the organisation to safety by providing

resources & a safe working environment Involving employees in H&S decisions by consultation & team meetings

Recognising & rewarding achievement


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More able candidates recognised that positive motivation, i.e. employees

working safely because that was how they wanted to work, tends to be more

effective than negative motivation, employees working safely for fear ofdisciplinary action

With the right balance between them, however, both have their place

The question was generally well answered with many candidates

demonstrating a good understanding of this facet of human factors

Although, in some cases, responses were somewhat limited,concentrating solely on the reward & discipline effects

Dec 2005 Q4, May 2006 Q4, Nov 2005 Q6, Nov 2006


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Dec 2005 Q4, May 2006 Q4, Nov 2005 Q6, Nov 2006

Q5, Mar 2007 Q4, June 2007 Q6, Nov 2007 Q4, Dec

2007 Q4 & May 2008 Q6

(9)*

(a) Explain the reasons that place young persons at

greater risk of accidents at work (4)(b) Outline the measures that could be taken to

minimise the risk to young persons (4)

Examiners Report


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Examiners Report

In their answers to part (a), Examiners were looking for candidates to

identify the factors such as

Lack of perception of risk or of ability to avoid risk (because of limitedknowledge, experience &/or lack of training)

The individuals stage of physical development

& the tendency of young persons to take risks & to respond to peer group

pressure


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Forpart (b), candidates were expected to outline measures such as

The completion of risk assessments with young persons specifically in mind

Induction programmes, careful supervision or mentoring by an experiencedco-worker

Clear lines of communication, & limits on the number of hours worked

Most candidates were able to gain some marks from this question, withsome perhaps working from first principles & their own work-related & age-related experience

The more successful showed a wider knowledge of the subjectIndicating that the particular problem of young persons at work had beencomprehensively covered during their course of study

Perhaps with specific reference to HSE guidance on the subject

Dec 2005 Q1 May 2006 Q1 Mar 2007 Q1 Nov


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Dec 2005 Q1, May 2006 Q1, Mar 2007 Q1, Nov

2007 Q1 & Dec 2007 Q1

(5)*

(a) Outline ways of reducing the likelihood of human

error in the workplace (8)

(b) Give FOURreasons why the seriousness of a

hazard may be underestimated by someone

exposed to it (4)

(c) Outline ways in which managers can motivateemployees to work safely (8)


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Examiners Report

There are a number of ways of reducing the likelihood of human error in theworkplace that should have been outlined in the answer to part (a) of thequestion


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These include

The use of skilled, trained & competent staff (including pre-employmentscreening issues)

Motivation of the workforce

Task variety to prevent monotony & the provision of frequent breaks to avoidwork overload

Addressing workplace environmental issues such as noise, light & heat

Mechanisation & automation

Ensuring that controls on machinery are clearly marked

Implementation of a drug & alcohol policy & providing competent supervision of employees


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Most candidates mentioned the need for competency & training but

few were able to provide the range of methods necessary to obtain all

the marks available

A few candidates, possibly because they misread the question,

produced answers based on the causes of human error rather than the

ways of reducing its likelihood


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Connaught Compliance Ltd 2008sales ref:sc/1145/v1

There were some good answers to part (b), with many candidates gainingfull marks by referring to reasons such as

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 beinvisible &/or intangible

Sensory impairment

& involvement in routine, repetitive tasks that can lead to lack of attention


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In answering part (c), Examiners were looking for an outline of methods to

encourage the motivation of employees to work safely

The overt recognition of good health & safety performance (e.g. by giving

praise &/or offering financial incentives) is important in this respectConversely, disciplining employees who choose to ignore safe working

procedures has its place but tends to be less effective


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Other measures might include

Involving employees, for instance, in carrying out risk assessments &drawing up safe systems of work

Improving the companys health & safety culture & demonstrating a high

level of management commitment

Ensuring a good working environment

& providing training & ensuring good communication


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Some candidates seemed to perceive little difference in the

requirements of parts (a) & (c) & were content to repeat the answer thatthey had already given to the first part of the question

Part (c) was, in fact, intended to look in more depth at one aspect of the

answer to part (a)



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(1)

Outline the main health & safety issues to be

included in an induction training programme for

new employees (8)

Examiners Report


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Examiners Report

This question was designed to examine the issues involved in the training of

new staff

Those who did well concentrated on the matters to be included in an

induction training programme as was required & did not fall into the trap of

discussing wider training issues


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Most candidates were able to outline the main topics as

The organisations H&S policy

Emergency procedures

Hazards specific to the workplace & the need to comply with H&Srequirements

Health & safety responsibilities & lines of communication

Accident & first-aid arrangements

& welfare provision

More able candidates referred to health surveillance & consultationprocedures

Aug 2006 Q9 & Nov 2006 Q9


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Aug 2006 Q9 & Nov 2006 Q9

(2)

Give reasons why a verbal instruction may not be

clearly understood by an employee (8)

Examiners Report


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Examiners Report

This was a question that allowed candidates to imagine scenarios that would

lead to interference with verbal communication

They were thus able to take a common sense approach & most were able

to provide good answers

Indeed, many were excellent


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The reasons why someone might misunderstand an instruction may be dueto

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 or tannoy

Inconsistent with body language

Due to the environment (e.g noisy) or due to some limitation on the part ofthe receiver (e.g. mental or physical difficulty)

Inattention Lack of knowledge or experience

Restricted by PPE

Dec 2005 Q5, May 2006 Q5, Nov 2006 Q5, June


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, y , ,

2007 Q5 & May 2008 Q5

(5)

Outline the topics that may need to be included on

the agenda of a safety committee meeting

(8)

Examiners Report


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a e s epo t

This question produced a mixed response from candidates

Those who thought carefully about the role of a safety committee were

able to identify & outline those topics that should appear on the

agenda


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These may include, for instance

A review of recent incidents

A review of proactive monitoring strategies such as safety inspections &

audits Reports following visits by enforcement authorities

& the effects of the company of new or impending H&S legislation

Additionally, the safety committee agenda should include items

On possible amendments to the companys H&S policy & risk assessments

The extent & effectiveness of any H&S training given to employees

& the introduction of new equipment & processes


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Better candidates identified that the safety committee is in place for H&S

concerns of employees to be raised by their representatives, as well as for

management to raise its concerns about poor safety practices

A number of candidates spent far too much time detailing the

administrative items to be included on an agenda, such as welcomes,

previous minutes & dates of future meetings

Although these do form part of any agenda, they do not really satisfy

the description of topics & therefore did not form an important partof the answer

Nov 2006 Question 8


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(1)

Explain why it is important to use a variety of

methods to communicate health & safety

information in the workplace (8)

Examiners Report


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p

This question required consideration of the sort of information that needs to

be communicated & the different methods of presenting such information

This should have led candidates to suggest that people respond differently

to different stimuli, & that variety prevents over-familiarisation with onemethod & helps to reinforce a message

Other reasons that could have been cited

The need to overcome language barriers & the inability of some employees

to read

The need to motivate, stimulate interest & gain involvement & feedback

& the acceptance that different types of information require different methods

of communication


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Most candidates were able to come up with one or two relevant

reasons but not many were able to answer the question in the depth

required


88/189

Examiners Report


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Examiners Report

In answering this question, candidates were expected to outline suchmeasures as

The introduction of new processes, equipment & methods of work

As a result of a job change involving different health & safety requirementsor the allocation of additional responsibilities

Following the introduction of new legislation Where risk assessments or staff appraisals indicate that additional training is

necessary

Where refresher training is required such as that required for for-lift truckoperators & first-aid personnel

Following an accident, enforcement action or insurance impositions

& to counteract the possibility of employees becoming complacent & lax infollowing established procedures for health & safety


90/189


The question referred to an employee at a later stage of employment within

an organisationSome candidates thought that this referred to employees nearing the

end of their working lives & concentrated their answers solely on

issues concerned with advancing years

Aug 2006 Question 1


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g

(1)

An independent audit of an organisation has concluded that

employees have received insufficient health & safety training

(i) Describe the factors that should be considered when

developing an extensive programme of health & safetytraining within the organisation (12)

(ii) Outline the various measures that might be used to assess

the effectiveness of such training (4)

(iii) Give FOURreasons why it is important for an employer to

keep a record of the training provided to each employee

(4)

Examiners Report


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Examiners Report

Forpart (i), the completion of a training needs analysis is an important first

step in the development of any programme of training (i.e. comparing what

employees need to know to know with what they already know)

In deciding what employees need to know, consideration should be given to

Their responsibilities

The activities carried out

The risks associated with those activities

& the actions required of employees to minimise such risks

It should have been recognised in this context that a senior manager, forinstance, will have different training needs with respect to H&S from those of

a supervisor or a shop floor employee


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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 data 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 programme


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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 programme to employees at all levels in

order to seek their commitment to

& their views on, the programme


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Examiners commented that many delegates did not answer the first

part of the question as set

But spent time detailing the content of a hypothetical training course,or listing the different types of training that might be offered (such as

manual handling, or basic awareness)

Rather than describing the factors that would need to be addressed in

order that such details could be decided


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Answers to part (ii) were of a better standard with candidates outlining such

measures as

Post-training evaluation by 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 H&S


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In answering part (iii), candidates could have cited a number of reasons forkeeping individual training records

These might include

To provide proof of an employees 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 programme against targets

& to provide evidence to be used in any future accident investigation or legal

actions

Aug 2006 Question 3


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(1)

Outline the factors that will determine the level of

supervision that a new employee should receiveduring their initial period of employment within an

organisation (8)

Examiners Report


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Examiners Report

A number of factors can determine the initial level of supervision that should

be given to someone starting work in an organisation

These include

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 persons skills & qualifications for the work

His/her attitude & aptitude

The systems of work & any specific safety requirements applying to the task

& the employees communication skills & any special needs that he/she may

have


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Few candidates touched on the above range of factors in their answers

& most concentrated solely on age, experience & training

Some seemed to have misinterpreted the question &, instead of

considering levels of supervision, wrote about factors that might

determine the nature of the induction training

Nov 2006 Question 9


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(1)

(a) Identify FOURtypes of emergency procedures

that an organisation might need to have in place

(4)

(b) Explain why visitors to a workplace should be

informed of the emergency procedures (4)

Examiners Report


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Examiners Report

No examiners report available!



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(1)

Following a significant increase in accidents, a health& safety campaign is to be launched within anorganisation to encourage safer working byemployees

(i) Outline how the organisation might ensure thatthe nature of the campaign is effectivelycommunicated to, & understood by, theemployees (8)

(ii) Other than poor communication, describe theorganisational factors that could limit theeffectiveness of the campaign (12)

Examiners Report


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In answering part (i) of the question, candidates were expected to outline

the key requirements to ensure that everybody within an organisation knows

the part that they are to play within a H&S campaign

An important prerequisite is to have clear objectives & targets for the

campaign, & to be clear on the means of achieving them

It is also important that key responsibilities for aspects of the campaign are

allocated, & accepted with due commitment, in order to avoid mixed

messages

While an outline of the different means of communication should have

been included in the answer, many candidates concentrated solely onthis point thus restricted the number of marks that they could have

gained


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In this respect, though, a variety of means

(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)


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Toolbox talks, suggestion boxes, surveys & informal means of consultationcan be used to involve employees & to provide a feedback loop to check thatemployees understand what the campaign is about & to assess the level of

supportIt is also important to provide feedback to employees on how the campaignis progressing so that focus on the campaigns objectives is maintained


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Many candidates did not read part (ii) of the question with sufficient

care & referred to communication problems rather than the of range ofother organisational factors that might affect the success of a H&S

campaign


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Such issues can include

Lack of senior management commitment

Production or other pressures taking priority over H&S

Insufficient resources allocated to the campaign

& a poor safety culture in generalIt should also have been recognised that poor working conditions are likelyto induce cynicism towards the campaign amongst employees

In addition, poor industrial relations or a lack of confidence in managementsability could mean that the campaign is not given support of influentialmembers of staff

Work patterns (e.g. shiftwork) could also mean that some sections of theworkforce are not fully considered or supported, possibly due to the non-availability of key staff


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Overall this question was not well answered & many candidates either

treated it as a general question on communication or produced an

explanation of how accidents could be prevented (i.e. what a H&Scampaign should comprise)

In addition, many answers were too brief to satisfy the requirement for

an outline or description

Points made should have been supported by sufficient reasoning to

show their relevance to the question


(1)


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(1)

Employers have a requirement placed upon themunder health & safety to involve their employees

(a) Explain the difference between consulting& informing (2) (b)Outline the health & safety matters on which

employers must consult their employees

(6)

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The HSE guide to the recently introduced Regulations on consultation with

employees draws a clear distinction between informing & consulting

Nearly all candidates, for part (i), probably from a general understanding of

the words, were able to differentiate between the two

Under the MHSWR 1999, amongst others, employers have a duty to provide

comprehensible & relevant H&S information to employees

whereas under the H&S (C with E) R 1996 employers must listen to, & take

account of, the views of employees on H&S matters before a decision is

taken


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The response to part (ii) was a little disappointing despite the

Regulations being quite specific on matters for consultation


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These include

The introduction of any measures at the workplace that may substantiallyaffect the employees H&S

The arrangements for appointing &/or nomination competent persons

The H&S implications of introducing new technology

The planning & organisation of H&S training

& the information that the employer is required to provide under otherRegulations, such as that relating to

Risk assessments

Preventative measures

& emergency proceduresHence employers are not only obliged to provide information but must

consult their employees on the appropriateness of the information before it isgiven

Element 5: Health & Safety Risk

A t


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Assessment

August 2006 Question 4

(1)


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(1)

(a) Explain, using an example, the meaning of

the term risk (3)

(b) Outline the content of a training course for staffwho are required to assist in carrying out risk

assessments (5)

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p

Answers to part (a) of the question were generally to a reasonable standard

with most candidates able to give an explanation of risk related to the

probability or likelihood of an occurrence, supporting their explanation with

an appropriate exampleFewer, however, gained the third mark for including in their response

reference to the potential severity of the consequences of an untoward

event


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Forpart (b), an outline of the content of a training course for staff who are to

assist in carrying out risk assessments should have included reference to

such matters as


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The legal requirements with respect to risk assessment

The process of identifying hazards & evaluating risks

The identification & selection of appropriate control measures

The awareness of the individuals own limitations & the occasions whenspecialist assistance might be required

Assessing sources of information such as ACOPs & in-house information

including accident records

Report writing skills

The interpretation of regulations & standards & the means available for disseminating the outcomes of the assessment


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Most candidates were able to identify some elements of the content of an

appropriate training course

But there were a few who seemed to think that this was a generic

training question & concentrated on matters such as the conditions

necessary to ensure a good training environment & the skills required

by an effective trainer


(1)


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(1)


the term risk (3)

(b) Outline the factors that should beconsidered when selecting individuals to

assist in carrying out risk assessments in the

workplace (5)

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probability or likelihood of an occurrence, supporting their explanation withan appropriate example

Fewer, however, gained the third mark for including in their response


event

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In answering part (b), relevant factors that should have been outlined

include

The individuals past experience & training in hazard identification & incarrying out risk assessments

Their experience of the process or activity carried out in the workplace &

their knowledge of the plant & equipment involved

Their ability to understand & interpret regulations & standards

Their communication skills

& their attitude & commitment to the task

Dec 2005 Q2, May 2006 Q2, Mar 2007 Q2 & Dec

2007 Q2


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2007 Q2

(5)*

Outline the factors to consider when assessing the

risks to a long distance delivery driver (8)

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Those candidates who adopted a logical approach to this question almost

inevitably provided better answers

Good answers tended to be structured broadly under the four headings of

The job

The individual

The vehicle

& the loadwith two or three factors outlined for each


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Job factors would include

The duration of the journey

The demands of the route (complexity, road conditions, etc)

Means of communication

& security issues (e.g. potential for violence)


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Individual factors would relate to the physical & psychological capabilities of

the driver to cope with the demands of the job, taking into account the level

of training provided

For the vehicle, important factors would be maintenance & breakdown

provision, & the design & layout of the cab

Lastly it would be necessary to consider the

Nature of the load, (e.g. hazardous, heavy, etc)

The means of handling materials

& the emergency procedures in place


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Some candidates, even though they identified many of the relevant

factors, could not be awarded the full range of marks available because

they produced a truncated list that did not properly outline the

relationship between each factor & the corresponding risks

Dec 2005 Q8, May 2006 Q8, Mar 2007 Q8, Nov

2007 Q8 & Dec 2007 Q8


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2007 Q8 & Dec 2007 Q8

(5)*


the term Risk (3)(b) Outline the key stages of a general risk

assessment (5)

Examiners Report


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probability or likelihood of an occurrence, supporting their explanation with

an appropriate example

Fewer, however, gained the third mark for including in their response


event


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In answering part (b), candidates who thought logically about the way inwhich an assessment should be carried out, & essentially adopted the 5-steps approach, inevitably provided better answers

They thus outlined the need to

Firstly to define the activity or operation being carried assessed

& then to identify the hazards involved & the number & types of people likelyto be exposed

This was followed by an evaluation of the risk

Looking at the likelihood & potential severity of harm

Assessing the adequacy of the existing control measures where required

Finally, the results of the assessment would need to be recorded


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Most candidates were able to identify the steps required to carry out a risk

assessment but did not provide sufficient information to satisfy therequirement for an outline

Those who concentrated on the control hierarchy instead of the steps that

should be used in carrying out the risk assessment unfortunately gained little

reward for their efforts

Element 6: Principles of Control in

Health & Safety


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Health & Safety

Dec 2005 Q2, May 2006 Q2, Nov 2006 Q2,June

2007 Q2 May 2008 Q2


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2007 Q2 May 2008 Q2

(5)

Outline the factors that should be consideredwhen developing a safe system of work (8)

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The development of safe systems is an essential part of the work of thosewith responsibilities for H&S at whatever level

In general, the Examiners were satisfied with candidates responses

Although some showed weaknesses in this area


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The factors to be considered when deciding how an activity should be

carried out safely focus on the purpose of the activity & the particular tasks

which need to be broken down & scrutinised

For each of these

Hazards need to be identified & risks assessed

Taking into account the people involved (number, skills, etc)

The equipment & materials used

The work methods

The environment in which the work is undertaken

Particular legal requirements, standards & other information that may be

relevant

& any existing control measures


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From these, further controls may need to be considered (including, where

appropriate, changes to the ways in which tasks are carried out or further

training given), monitoring systems implemented & emergency procedures

developed

Candidates who had in mind a particular activity, & then tried to work out

what was relevant to its safe operation, doubtlessly performed better in this

part of the question than those who tried to remember a list of items learned

by rote

Nov 2006 Question 9

(1)


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(1)

(a) Explain the meaning of term permit-to-

work (PTW

) (b) Outline the specific details that should be

included in a PTW for entry into a confined

space (6)

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Again, there was wide range in the quality of responses to this

question

Most candidates were able to obtain some marks although, in the

second part of the question, some seemed confused over the detailsthat should be included in PTW

In answering part (a), most candidates were able to suggest that a PTW is

part of a formal mechanism for controlling high risk activities

Few answers included much more detail by way of an explanation

For instance, the fact that a permit gives signed authority for the activity totake place


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Forpart (b), typical permit for confined space working should include a

description of the plant involved with reference to the task to be completed &

any foreseeable hazards & risks

The precautions to be taken

(e.g. isolating services

Atmospheric purging

& the removal of contaminants

Pre-entry & ongoing atmospheric testing

Means of communication

Use of respiratory & other PPE, etc)


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The emergency arrangements & equipment to be provided

(e.g. safety lines

Support staff

Resuscitation

& other first-aid equipment, welfare facilities, etc)

Better candidates went on to refer to the need to include a reference to the

Duration of permit

& to the signatures for authorisation & receipt, & for hand-back &

cancellationWhile many of the general issues are common to all permits, the particular

aspects of confined space working should have formed a key part of the

answer

March 2006 Q11, Nov 2006 Q11, June 2007 Q11

& May 2008 Q11


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(4)

Identifythe factors to be considered to ensure the

health & safety of persons who are required towork on their own away from the workplace

(8)

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Most candidates provided reasonable answers to this question

They needed however, to read the question carefully & appreciate thatit referred to persons who were required to work alone & awayfrom the

main workplace

The question was not solely about lone working although some of the

factors are still very relevant


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A logical, structured & practical way of answering the question was by

looking first at the work location

These would include such issues as

The type of work to be done & its attendant hazards & risks

The equipment to be used

The work environment

& the control measures in place


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The particular factors in relation to those working alone at a distant location

could then have been identifiedThe competence & suitability of the persons involved, the methods of

communication with the home base, & emergency & first-aid procedures

would all be relevant in this respect

The question sought a practical approach to this type of work situation

Nov 2006 Question 1

(1)


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( )

(a) Define the term permit-to-work (PTW) system

(2)

(b) Outline the key elements of a PTW (12)

(c) Outline THREEtypes of work situation that might

require a PTWsystem, giving reasons in EACH

case (6)

Examiners Report


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Again, there was wide range in the quality of responses to this

question

Most candidates were able to obtain some marks although, in the

second part of the question, some seemed confused over the detailsthat should be included in PTW

In answering part (a), most candidates were able to suggest that a PTW is

part of a formal mechanism for controlling high risk activities

Few answers included much more detail by way of an explanation

For instance, the fact that a permit gives signed authority for the activity totake place


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The key elements of a permit-to-work system that should have been

identified forpart (b) of the question include

A description of the task to be performed An indication of the duration of the validity of the permit

The isolations that need to be made & the additional precautions required

Details & signature of the person authorising the work

& an acknowledgement of acceptance by the employee carrying out the task

The employee would then need to indicate on the permit that the work hasbeen completed & the area made safe in order for the permit to be cancelled


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Some candidates identified the reason for the permit-to-work system

rather than its elementsWhile others referred only to the precautions that might be necessary

to the exclusion of other elements


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Forpart (c) most candidates were able to identify four types of work

situation where a permit-to-work system may be required by referring to

activities such as

Entry into confined spaces

Hot work Specialist maintenance work

Work on electrical systems

Excavation work

& working at height

However, difficulties sometimes lay in giving adequate reasons of why

the permit would be required in each case


(1)


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( )

With respect to the management of risk within the

workplace

(a) Explain the meaning of the term hierarchy

of control (2)(b) Outline, with examples, the standard hierarchy

that should be applied with respect to controlling

health & safety risks in the workplace

(6)

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No Examiners report available!

arc , ov , uneMay 2088 Q3

(4)


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(4)

Explain why personal protective equipment (PPE)

should be considered as a last resort in the controlof occupational health hazards (8)

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In answering Certificate questions, candidates often refer to PPE being the

last resort in controlling hazards

This question was designed to discover whether they understood why thisshould be

There are numerous reasons why PPE should be considered only after

other possibilities have been exhausted

At a basic level, it is a legal requirement that other means of control are

considered first


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While this was worth a mention, answers should have focused on why this isthe case by explaining that PPE may not provide adequate protectionbecause of such factors as

Poor selection

Poor fit

Incompatibility with other types of PPE

Contamination

& misuse or non-use by employees

In addition, PPE is likely to be uncomfortable & relies for its effectiveness ona conscious action by the user

In certain circumstances, its use can actually create additional risks (forinstance, warning sounds masked by hearing protection)


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Dec 2005 Q6, May 2006 Q6, Nov 2006 Q4, Mar

2007 Q6, Nov 2007 Q6 & Dec 2007 Q6

(6)*


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(6)*

(a) Identifythe TWOmain functions of first-aid

(2)

(b) Outline the factors to consider when making

an assessment of first-aid provision in the

workplace (6)

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Forpart (a), the two main functions of first-aid are

Firstly, the preservation of life &/or the minimisation of the consequences of

serious injury

&, secondly, the treatment of minor injuries that do not need medical

attention


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In general, candidates provided reasonable answers to this question with the

more able referring to & outlining the wide range of factors involved

These include the

Number & distribution of employees

The hazards & associated risks in the workplace

The distance of the workplace from the nearest emergency hospital

The need to provide cover for shift work, staff holidays & sickness

& the possibility of cooperating with other employers in shared premisesSome candidates provided a very brief list of points in answer to this

question & thus restricted the number of marks that could be awarded

Element 7: Investigation, Recording &

Reporting of Health & Safety Incidents


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Nov 2006 Q5 & March 2007 Q10

(2)


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Outline the immediate & longer term actions that

should be taken following a serious injury at work(8)

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Candidates who gained high marks were those who clearly structured theiranswers into the actions that are required immediately after an accident, in

terms of

Attending to the victim

Informing the next of kin & securing the scene of the accident

& subsequent actions that are required to satisfy statutory requirements

& to determine root causes

Longer term actions will therefore include

Reporting the accident under RIDDOR

Identifying witnesses

Undertaking an investigation &

On the basis of the findings, reviewing work processes

Aug Q6 & Nov 2006 Q6

(2)


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(a) Identify FOURreasons why accidents

should be reported & recorded within a

workplace (4)

(b) Outline factors that might discourage

employees from reporting workplace accidents

(4)

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ForPart (a), most candidates identified that accidents should be reported &

recorded in order to

Comply with legislative requirements To enable an accident investigation to take place (with the aim of preventing

accidents of a similar type)

& to identify accident trends from later statistical analysis

Marks were also available for identifying that accident reporting & recording

can also lead to a useful review of risk assessments & can assist in theconsideration of any civil claims that may arise


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In answering part (b), Examiners were looking to candidates to outline suchfactors as

Ignorance of the reporting procedures

The possibility of retribution (particularly within a blame culture)

Peer pressure

A previous lack of management response & an aversion to form filling

Other factors include

A reluctance to lose time from the job in hand

The trivial nature of any injury sustained

& a desire to preserve the companys, the departments or the individualspersonal safety record, particularly where bonus payments are affected by it


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The majority of candidates produced good answers to both parts of the

question

Partly because of the wide range of possible causes but also because this

area of the syllabus does appear to have been well covered by course

providers

ar , ov , uneMay 2008 Q1

(4)


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( )

An employee has been seriously injured after beingstruck by a reversing vehicle in a loading bay

(i) Give FOURreasons why the accident should be

investigated by the persons employer (4)

(ii) Outline the information that should be included in

the investigation report (8)

(iii) Outline FOURpossible immediate causes &

FOURpossible underlying (root) causes of theaccident (8)

Examiners Report


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Forpart (i), nearly all candidates recognised that the primary purposes of

investigating an accident is to identify the immediate & root causes in order

to prevent similar accidents occurring in the future

In this respect, the main reasons for investigation relate to the possible

weaknesses in risk assessment processes & other aspects of safety

management systems

Other reasons relate to

Facilitating compliance with legal obligations

Collecting evidence to defend a civil claim

Determining economic loss

& demonstrating management commitment to occupational health & safety


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Part (ii) required an outline of a sufficient range of information to gain theeight marks available

This should have included reference to information such as

The personal details of the injured party, time & location of the accident

Environmental conditions, the work activity at the time of the accident

The control measures in place The precise circumstances of the accident

The type & extent of injury sustained

Details of witnesses & copies of their statements where taken

Drawings & photographs

Immediate & root causes identified Possible breaches of the law

& the recommendations of the investigation team in relation to remedialaction required


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As is often the case, some candidates provided a list rather than an

outline

Other answers lacked the breadth required by concentrating on a

limited number of items of information

Sometimes providing rather more detail than was necessary


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In answering part (iii), marks were available for outlining possible immediatecauses such as

Human error or failure to comply with procedures

Restricted view for the driver

& environmental conditions such as high noise levelsUnderlying causes could have included

Lack of driver &/or other employee training

Lack of supervision

Absence of site rules or procedures for the control of reversing vehicles

Failure to separate vehicular & pedestrian traffic & a lack of maintenance of vehicles &/or the workplace

Overall, the first part of the question was generally well answered


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Part (iii) was least well answered, with some candidates displaying an

obvious lack of knowledge of the difference between immediate &underlying causes


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Part (iii) was least well answered, with some candidates displaying an

obvious lack of knowledge of the difference between immediate &underlying causes

March 2006 Q10, Nov 2006 Q4 & June 2007 Q10

(3)


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Givingreasons in EACHcase, identify FOUR

categories of persons who may be considered auseful member of an internal investigation team

(8)

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Candidates could have identified persons such as

A senior manager to demonstrate management commitment & to ensure

appropriate remedial action was taken

The line manager or supervisor who would be familiar with the working

practices in the area where the accident occurred

The safety adviser to offer advice on the legal implications of the accident &

the control measures currently in place

The safety representative to present the interests of the employees

& a technical expert such as an engineer who would be able to provideinformation on technical issues raised during the investigation


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While most candidates were able to identify four persons who could

form part of the investigating team, they were not always able to

provide reasons for their inclusion

Element 8: Monitoring Review & Audit of

Health & Safety Performance


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(1)


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Listthe written information that is likely to be

examined during a health & safety audit (8)

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No Examiners Report available!

Nov 2006 Question 6

(1)


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Outline the strengths & weaknesses of using a

checklist to complete a health & safety inspection

of the workplace (8)

Examiners Report


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Using a checklist to complete a H&S inspection of a workplace enables

Prior preparation & planning to be made so that the inspection is more

structured & systematic

It reduces the chance that important areas or issues might be overlooked

& provides an immediate record of findings

It also ensures a consistent approach by those carrying out the inspection &

provides an easy method for comparison & audit


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On the other hand, the weakness of using a checklist are

That over reliance on this method may lead to a blinkered approach by

inspectors with the possibility that significant risks might be missed

That the checklist may not be reviewed & updated to account for changes towork processes or equipment

That there is a danger that inspections become routine with no follow-up

questions being asked

That the system is too objectives & restrictive with no scope for peripheral

issues to be considered & that untrained persons may be tempted to conduct inspections or that the

procedure is subject to human error &/or abuse


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week 1 examiers report

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