Implement and Monitor WHS Policies, Procedures and Programs

This document provides information on implementing and monitoring WHS policies, procedures, and programs to meet legislative requirements. It covers critical aspects of assessment, evidence required, and training needs analysis. The document also discusses the role of WHS regulators, health and safety legislation, and examples of WHS policies and programs.

BSBWHS401
Implement and monitor WHS policies, procedures and programs to meet
legislative requirements
Initial Assessment of Competency for RPL
Student name Jasmina Student No
Assessor name Contact No
This document reflects unit information on Training.gov.au
Critical aspects for assessment and evidence required to demonstrate
competency in this unit
 Applying organisational WHS management systems and procedures in the work
team area
 Applying procedures for assessing and controlling risks to health and safety
associated with those hazards, according to the hierarchy of control and as
specified in commonwealth and state and territory WHS Acts, regulations and
codes of practice
 Providing specific, clear and accurate information and advice on workplace
hazards to work team
 Knowledge of legal responsibilities of managers, supervisors, PCBUs or their
officers and workers in the workplace.
PROCESS
A Interview/questions regarding ‘competency’
Record responses to the questions below regarding work experience and
professional development
B Evidence of workplace documentation including third party reports
Evidence to be assessed by a teacher/head teacher
Questions relating to competencies
Please answer all questions on this form
Satisfactory
response
Yes No
1 Identify the WHS regulator in your jurisdiction:
What is the title of the health and safety legislation in your jurisdiction:
Safe Work Australia leads to the development of the policies of the
country and helps in the improvement of the work health and safety
and workers compensation arrangement across the nation. The Safe
Work Australia Act 2008 does not regulate or enforce the work health
and safety legislation. As an owner of a business organization the
manager must be able to meet the work health and safety needs of
the organization by complying with the acts and regulations in the
state or territory where they operate.
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Regulations are known to set out the standards which are required in
order to meet the special hazards and other associated risks such as
the noise, machinery and manual handling of items (Potter et al. 2018)
The title of health and safety legislation in the jurisdiction are given
below.
 Work Health and Safety (NSW) Act 2011
 Work Health and Safety Regulation 2017
 NSW Codes of practice
2 Provide three examples of policies, procedures or programs that you
would expect to find in WHS management system.
The main aim of the WHS Acts is to secure the health and safety
measures of the workers in the organization. The work health and
safety policies outline the WHS obligations to the people who work in
the organization. The policies are applicable to the staffs, contractors
and other workers. The policies shows the commitment of the
business’s management and workers to health and safety aims to
remove or reduce the risks to the health, safety and welfare of all
workers, contractors and visitors, and anyone else who may be
affected by our business operations aims to ensure all work activities
are done safely (Potter, Leka and Dollar 2019).
3 Policies are :-
 NT Codes of Practise
 Business rights and Safety Practices
 Safety management Practices
3 Have you prepared and conducted a presentation on the
organisation’s WHS policies, procedure or programs? Please provide
details.
I had engaged the workers with an interaction between the
representatives and presented a need to gain courage in the by
asking them questions and answers on the policies procedures and
programs of the organization. These all demonstrated their ongoing
commitment with the safety and communication process.
The meetings is described bellow:
Time of meeting starting from 9am till 3pm
1. Introduction of the workers and visitors in the organization
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2. Apologies
3. Attendance
4. Confirmation of meeting from previous meetings
5. Matters arising from minutes
6. Workers safety officers report
7. Workplace safety actions
8. Plan Review
4 Are you actively consulting with your team on WHS issues, hazards or
risk management? Please provide details.
Yes I am actively consulting with the team on WHS issues, hazards or
risk management. (Lingard, Warmerdam and Shooshtarian 2019).
5
What records do you maintain in relation your team’s WHS – including
Risk Management, Consultation and Training.
The procedure for keeping and recording the documents are provided
below:
Electronic Format – All the documents are which are used in the
workers safety are recorded in electronic format. The documents are
controlled in electronic format and the current versions of
documentation are kept in the official website of the organization
(Foster 2018).
Document creation – The requirement of the documents are based on
the following matters:
 legislation Work Cover Code of Conduct and Performance
Standards for Self Insurers
 identified system failures reported or identified during incident
investigations
 internal/external evaluation findings
 outcome of system reviews
 suggestions from employees or consultative arrangements
 changes to university business activities and/or structure
 industry or organizational best practice initiatives
6 Have you identified WHS training needs for your team including the
costs?
In order to identify the training needs and cost I have used the
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Training need analysis tool. This tool is a method of identifying the
requirements of the training process in a cost effective way. The
process mainly involves training needs and weighing up the training
area at all the levels within the business organization.
The steps which has helped me in developing the training
development cycle is given below:
The name of the training program which was conducted isINFLUENT
– industry fluency learning platform. The estimated cost of the training
program is almost around$16,252.
7 Have you provided either coaching or mentoring assistance to
facilitate team and individual achievement of identified training needs?
Training was provided to the members and workers working in the
organization. I had developed a training need analysis. The Training
need analysis is usually very important for analysing the three levels of
needs which are the organizational, job task and individual need.
Organizational analysis is where the TNA links the training with the
corporate strategy and the Human resource development strategy. It
helps in considering that how well the organization is performing. It
helps in checking whether the organization is facing any challenge
with the implementation of the latest technologies or developmental
strategies like introduction of new and latest technologies.
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Job Task Analysis – This is where the analysis moves to the individual
job roles where the role of the individuals are assessed and the gap
between the current and desired skills and capabilities are identified.
For this assessment the job description and specification are provided
to the basis of decision about the gaps in the capability levels.
Individual Analysis – It is where the training is provided after the
individual analysis and overall performance of the organization
(Rawling and Schofield-Georgeson 2018).
Training Program - I had started the group mentoring program where I
started with building the purpose of the mentorship program and then
defined the aspects to the trainees. After defining the purpose I
started searching for the problems and identified the participants for
the program. Depending on the available resources the goal for the
program will be set in order to build relationships among the
employees. At last the strategies will be set will be helping the
organization in maintaining the worker’s health and safety
management. I as well as my senior managers and executives sat
and discussed about setting the career goals and plans across the
business.
8 Have you made arrangements for the training needs to be met? Are
the costs included in annual plans and budgets?
The techniques used for the arrangements for the training are:
1. Telling the trainees what are the things which are needed
to be covered and providing them with a brief introduction.
2. Telling them what information will be shared with them in
the session and what are the topic s which will be
discussed.
3. Concluding the session with a summary of the opening
overview.
4. Using as much trainings on hand as because which will be
most effective in developing knowledge about the subject.
9 Have you implemented procedures to control risks in your workplace?
The procedures implemented in controlling risk at workplace are:
Assessing the risk control for any hazard that may result from the
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implementation and controlling a conduct of the risk assessment
(Horton, Cameron and Devaraj 2018). If necessary it is reacquired to
rethink of the changes which re to be made to control and prevent the
hazards in the workplace
Advising the workers will also be very helpful.
10 Are you monitoring outcomes of reports on inadequacies, where
appropriate, to ensure a prompt response from management?
Yes I am monitoring outcomes of reports on inadequacies, where
appropriate, to ensure a prompt response from management. There
are various cameras placed in the factory workplace which helps the
manager to keep an eye over the workers if they are injured or not.
Few months before it happened that one of the employees was
working under high pressure and he fell off from the cliff, In the
accident he had fractured his legs and several days were spend for
his medication in the hospital.
COMPETENCY ASSESSMENT
The participant’s underpinning knowledge and skills are:
Your RPL application will need to be supported by competency- related evidence.
This evidence might include the following:
 Assessing the written report
 Asking direct questions which is combined with review of portfolios of evidence and
third party workplace reports of on-the-job performance by the candidate
 review of WHS policies, information provided on the WHS system, information about the
outcomes of participation and consultation provided to employees
 Reviewing the workers health policies and providing consultancy to the employees.
 review of WHS record keeping system
 certified copies of transcripts of relevant prior studies
Satisfactory
Not satisfactory
Satisfactory
YES
Professional Conversation Summary
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NO
Documents Sighted
Assessor Feedback ________________________________________________________________
__________________________________________________________________________________
__________________________________________________________________________________
Assessor Name _____________________________________
Assessor Signature __________________________________
Date __________________
TAFE NSW – Western Sydney Institute
Created: 11/05/2019
Version: 1.0
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Modified: 18/06/2019
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