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COMPETENCE, TRAINING & AWARENESS

PR_05 | REV 00 | DEC12
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| sherq | management | procedure | DOCUMENT INFORMATION & CONTROL

Document Information
Doc No: Written By: PR_05 G VAN HEERDEN (GROUP SHERQ MANAGER) Rev No: Approved By: 00 N CLOETE (GROUP CEO) Issue Date: DAR No: Dec 2012 12.36

Revision History
00 Rev Dec12 Date G van Heerden Revised By Initial issue Revision Detail

CONTENTS

1 2 3 4

PURPOSE & SCOPE DEFINITIONS RESPONSIBILITY/AUTHORITY PROCEDURE

4.1 4.2 4.3 4.4 Identifying Training Needs Develop a training plan and provide relevant training Evaluate effectiveness of training Create awareness

5 6

REFERENCES ATTACHMENTS

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| sherq | management | procedure | 1 PURPOSE & SCOPE

The purpose of this procedure is to identify actions and responsibilities for ensuring that the competencies needed to meet customer and other external and internal standards or requirements applicable to the business are identified and actions are taken to meet these needs. The procedure applies to all employees and workplaces of the company.

DEFINITIONS
2.1 Competence: A combination of related abilities, commitments, knowledge, and skills that enable a person to act effectively in a job or situation. Training: That which prepares people to perform their work correctly or to improve the effectiveness with which they do their work. Awareness: That which acquaints people with the responsibilities, policy, objectives and procedures contained in the Liviero SHERQ management system. Qualified: Refers to the status given to an individual when the capability of fulfilling specified requirements has been demonstrated.

2.2

2.3

2.4

RESPONSIBILITIES
3.1 Managers: For ensuring that employees under their management have adequate knowledge of the companys SHE policy, objectives, procedures, legal and other requirements, as well as work-related skills and competence to effectively perform their required tasks. SHEQ Co-ordinator: For providing inductions to all employees. HR Co-ordinator: For ensuring that all employee records pertaining to training are properly completed, maintained and updated as required and in accordance with this procedure.

3.2 3.3

PROCEDURE
4.1 Identifying Training Needs a) To identify training needs the company will determine the difference between what people actually do in a job and what people should do (desired performance). The most common reasons why a training needs may be necessary is that employees:i) ii) iii) iv) c) d) Do NOT know what to do. DO know what to do but DO NOT have the skills. HAVE the skills and knowledge but are NOT performing at the standard the company requires. Do NOT care about work performance.

b)

Training needs are identified and analysed using a Training Needs Analysis form (See form PR_08_F01). The workplace manager should use the Tables in Appendix 2 to identify the training required to fill the gap between current knowledge and skills of employees and the mandatory training required to satisfy both the generic and applicable hazard specific competencies.

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4.2 Develop a training plan and provide relevant training a) Document the training required in the form of an individual training plan in consultation with the person to be trained. Investigate dates for the relevant training courses from the training schedule. Recommended timeframes for completion of the mandatory training courses should be discussed with the employee and his/her superior e.g. SHERQ awareness within the first few weeks of employment, hazard specific courses within the first few months with the understanding that supervision is provided in the interim. Task specific training must be undertaken and competency demonstrated before the person is allowed to undertaken a specific task unsupervised. Specific training must be delivered at key times in an operational cycle such as induction, following risk assessment, on transfer of employees to new jobs and change to work processes, plant, technology, materials or substances. A training plan template is available in the SHERQ system. Other planning tools and systems are allowed to be used to meet the requirements of this section as a workplace manager sees fit. Employees must attend the training as per the training plan. This may include:i) ii) iii) g) Courses delivered by the SHERQ department for generic safety and hazard specific related information; Training programs delivered by external providers for any other specific skills or qualification requirements; Task specific training delivered at workplace level.

b)

c)

d)

e)

f)

Training programs must include or take into account:i) ii) Risk Differences in learning abilities, language, literacy and numeracy skills of employees, and responsibility levels.

h)

Task specific training may include SHERQ manuals; codes of practice, safe work procedures; specialist instruction; computer assisted learning; on the job demonstration and supervision; or other resources essential to achieving competency or licencing. Differences in language and literacy can be accommodated by ensuring that diagrams, photos and symbols are included in safe work procedures (if applicable). Task specific training shall be delivered by any person previously deemed competent or deemed to have sufficient experience in the task being conducted. Delivery of the Generic and Hazard Specific training courses must be provided by persons with appropriate knowledge, skills and qualifications.

i)

j)

k)

4.3

Evaluate effectiveness of training a) Competency assessment methods may include but are not limited to:i) ii) iii) iv) v) b) Planned task observation (PTO); suitable for assessing competence in safe work procedures. Verbal, written or oral assessment. Completion of an assignment. Demonstration of learning; e.g. successfully reporting a hazard through the near-miss reporting system. Qualification or licence; e.g. demonstration of prior learning.

Where task specific training is indicated for attaining competency, there are a variety of methods available (including the above) to undertake the assessment. The person assessing the competency should choose appropriate item(s) according to the nature of the competency.

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| sherq | management | procedure |

c) Participants who can present evidence to substantiate competencies gained through prior learning (to the satisfaction of the person completing the assessment of competency) should request to have those competencies recognised. Recognition should be granted regardless of where or how the competencies were gained providing they are appropriate. Evidence could be in the form of written references, formal certification (i.e. licences, qualifications etc.) or statutory declarations.

4.4

Create awareness a) Employees shall be competent to perform tasks that impact on safety, health, environment and quality in the workplace. Therefore, procedures have been established to ensure that all employees working at each relevant function and level of the company are made aware of:i) ii) iii) iv) v) vi) The consequences of each individuals work activities (during meetings, inductions and toolbox talks). The benefits of improved personal performance Employee roles and responsibilities Importance of achieving conformity / compliance to policies, procedures, legal and other requirements Emergency preparedness and response requirements Potential consequences of departure from specified standards / requirements

b)

REFERENCES
OHSAS 18001 Clause 4.3.3 ISO 14001 Clause 4.3.3

APPENDICES
PR_05_F01 Training Needs Assessment Template PR_05_F02 Training Process Flowchart PR_05_F03 Training Requirements Matrix Template PR_05_F04 Competency Assessment Checklist PR_05_F05 Training Attendance Register

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PR_05_F01

Job Title Name & Surname ID Number

Medicals Induction (Customer) Induction (Liviero) Induction (Workplace) Life-threatening Protocols Defensive Driving SHE Representative Incident Management First Aid Level 1 First Aid Level 2 Lockout & Isolation SHE Awareness HIRA Legal Liability Snake Handling Course ABET Mini Risk Assessment Fall Arrest and Height Safety Fire Fighting & Emergency Flag Person HIV/Aids & TB Awareness Management of Change Visible Field Leadership Scaffold Erectors Rope Rescue Working at Heights Root Cause Analysis

TRAINING NEEDS ASSESSMENT

TRAINING FLOWCHART
PR_05_F02

Identification of Training Needs

Training Plan

Delivery of Training

Assessment of Competency

Training Records

Use of Competency Matrix to identify generic and risk specific competencies. Task specific training competencies identified by needs analysis, safe work procedures, legislative requirements, incident history

Generic and risk-specific training plan prepared by the SHERQ department and HR; Training plan prepared for Task specific training requirements.

Training delivered as required by training plan / schedule and needs basis; Generic and risk specific training courses organised by SHERQ department and HR; Task specific training delivered locally by units.

Generic and risk specific training competency assessment conducted according to training outline for course; Assessment of competency for Task specific training conducted; Assessment of competency conducted in accordance with Section 6.3.

Generic and risk specific training recorded and kept by HR; Task specific training recorded using Training Register form by workplaces.

TRAINING REQUIREMENTS MATRIX

PR_05_F03

Please Note: This matrix is designed to assist with Training Needs Analysis. It shows the basic requirements. Additional SHEQ training may be required for specific tasks. These should be identified through an assessment of the hazards and risks arising from the activities undertaken and added to the matrix for the area concerned. Retraining may be required where there is a change to legislative requirements or company procedures. Further advice is available from the SHEQ Department. Requirements

Hazardous Chemicals

Awareness (Toolbox)

Mechanical Safety

Manual Handling

Positions

Directors Managers Supervision Administrative Staff Technical Staff Support Staff Operatives SHEQ Staff

Mandatory

Mandatory where relevant to role

Computer Work

Electrical Safety

Emergency Preparedness

Induction

First Aid

Fire

Desirable where relevant to role

TRAINING ASSESSMENT
PR_05_F04

Procedure / Equipment: Method Statement No: Assessor:

Trainee: Trainee Co / ID No: Assessment Date:

ASSESSMENT METHOD(S)
Workplace observation Practical demonstration Oral / written questions Oral presentation Written assessment Procedure assessment

COMPETENCIES (as described in method statement)

No 1 Assessment of Competent No Yet Competent No Assessment of Competent No Yet Competent

10

ASSESSMENT OF COMPETENCY OUTCOME

Competent
SIGN-OFF SIGNATURES
Trainee: .. Assessor: .. Workplace Manager: ..

Not Yet Competent

Date: Date: Date:

TRAINING ATTENDANCE REGISTER

PR_05_F05

Subject Detail: Location: Trainer: Subject: Induction Awareness Risk Consultation Date: In-House Training External Other:

Name

ID No / COY No

Signature