You are on page 1of 15

January 2011

Examiners Report
NEBOSH International
Diploma in
Occupational Health
and Safety (Unit IA)
2011 NEBOSH, Dominus Way, Meridian Business Park, Leicester LE19 1QW
tel: 0116 263 4700 fax: 0116 282 4000 email: info@nebosh.org.uk website: www.nebosh.org.uk

The National Examination Board in Occupational Safety and Health is a registered charity, number 1010444

T(s):exrpts/J /J -A 1101 EXTERNAL DW/DA/REW

Examiners Report

NEBOSH INTERNATIONAL DIPLOMA
IN OCCUPATIONAL HEALTH AND SAFETY


Unit IA: International management
of health and safety


JANUARY 2011




CONTENTS



Introduction 2



General comments 3



Comments on individual questions 4






2 EXTERNAL
Introduction





NEBOSH (The National Examination Board in Occupational Safety and Health) was formed in 1979 as
an independent examining board and awarding body with charitable status. We offer a comprehensive
range of globally-recognised, vocationally-related qualifications designed to meet the health, safety,
environmental and risk management needs of all places of work in both the private and public sectors.
Courses leading to NEBOSH qualifications attract over 25,000 candidates annually and are offered by
over 400 course providers in 65 countries around the world. Our qualifications are recognised by the
relevant professional membership bodies including the Institution of Occupational Safety and Health
(IOSH) and the International Institute of Risk and Safety Management (IIRSM).

NEBOSH is an awarding body to be recognised and regulated by the UK regulatory authorities:

The Office of the Qualifications and Examinations Regulator (Ofqual) in England
The Department for Children, Education, Lifelong Learning and Skills (DCELLS) in Wales
The Council for the Curriculum, Examinations and Assessment (CCEA) in Northern Ireland
The Scottish Qualifications Authority (SQA) in Scotland

NEBOSH follows the GCSE, GCE, VCE, GNVQ and AEA Code of Practice 2007/8 published by the
regulatory authorities in relation to examination setting and marking (available at the Ofqual website
www.ofqual.gov.uk). While not obliged to adhere to this code, NEBOSH regards it as best practice to
do so.

Candidates scripts are marked by a team of Examiners appointed by NEBOSH on the basis of their
qualifications and experience. The standard of the qualification is determined by NEBOSH, which is
overseen by the NEBOSH Council comprising nominees from, amongst others, the Health and Safety
Executive (HSE), the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and
the Institution of Occupational Safety and Health (IOSH). Representatives of course providers, from
both the public and private sectors, are elected to the NEBOSH Council.

This report on the Examination provides information on the performance of candidates which it is
hoped will be useful to candidates and tutors in preparation for future examinations. It is intended to
be constructive and informative and to promote better understanding of the syllabus content and the
application of assessment criteria.

NEBOSH 2011


Any enquiries about this report publication should be addressed to:

NEBOSH
Dominus Way
Meridian Business Park
Leicester
LE10 1QW

Tel: 0116 263 4700
Fax: 0116 282 4000
Email: info@nebosh.org.uk
3 EXTERNAL
General comments





Many candidates are well prepared for this unit assessment and provide comprehensive and relevant
answers in response to the demands of the question paper. This includes the ability to demonstrate
understanding of knowledge by applying it to workplace situations.

There are always some candidates, however, who appear to be unprepared for the unit assessment
and who show both a lack of knowledge of the syllabus content and a lack of understanding of how
key concepts should be applied to workplace situations.

In order to meet the pass standard for this assessment, acquisition of knowledge and understanding
across the syllabus are prerequisites. However, candidates need to demonstrate their knowledge and
understanding in answering the questions set. Referral of candidates in this unit is invariably because
they are unable to write a full, well-informed answer to the question asked.

Some candidates find it difficult to relate their learning to the questions and as a result offer responses
reliant on recalled knowledge and conjecture and fail to demonstrate any degree of understanding.
Candidates should prepare themselves for this vocational examination by ensuring their
understanding, not rote-learning pre-prepared answers.


Common pitfalls

It is recognised that many candidates are well prepared for their assessments. However, recurrent
issues, as outlined below, continue to prevent some candidates reaching their full potential in the
assessment.

Many candidates fail to apply the basic principles of examination technique and for some
candidates this means the difference between a pass and a referral.

In some instances, candidates are failing because they do not attempt all the required questions
or are failing to provide complete answers. Candidates are advised to always attempt an answer
to a compulsory question, even when the mind goes blank. Applying basic health and safety
management principles can generate credit worthy points.

Some candidates fail to answer the question set and instead provide information that may be
relevant to the topic but is irrelevant to the question and cannot therefore be awarded marks.

Many candidates fail to apply the command words (also known as action verbs, eg describe,
outline, etc). Command words are the instructions that guide the candidate on the depth of answer
required. If, for instance, a question asks the candidate to describe something, then few marks
will be awarded to an answer that is an outline.

Some candidates fail to separate their answers into the different sub-sections of the questions.
These candidates could gain marks for the different sections if they clearly indicated which part of
the question they were answering (by using the numbering from the question in their answer, for
example). Structuring their answers to address the different parts of the question can also help in
logically drawing out the points to be made in response.

Candidates need to plan their time effectively. Some candidates fail to make good use of their
time and give excessive detail in some answers leaving insufficient time to address all of the
questions.

Candidates should also be aware that Examiners cannot award marks if handwriting is illegible.

The International Diploma in Health and Safety is taught and examined in English. Candidates are
therefore expected to have a good command of both written and spoken English including
technical and scientific vocabulary. The recommended standard expected of candidates is
equivalent to the International English Language Testing System (IELTS) level 7 (very good user).
It is evident from a number of scripts that there are candidates attempting the examination without
the necessary English language skills.
More information on the IELTS standards can be found at www.ielts.org
4 EXTERNAL
UNIT IA International management of health and safety












Question 1 (a) Giving reasons in EACH case, identify FIVE persons` who
could be interviewed to provide information for an investigation
into a workplace accident. (5)

(b) Outline the issues to consider when preparing the accident
investigation interviews for workers from within the organisation. (5)


In answer to part (a), candidates were expected to identify five persons who could be
interviewed and would be able to provide information for the investigation of a
workplace accident. They were also expected to give reasons for their choice. They
could have chosen from potential interviewees such as the injured person who would
be able to relate what happened; an eye witness or the first person on the scene who
might have observed what happened; the first aid person who attended to the injured
party at the scene of the accident with respect to the injuries received; the injured
persons manager and/or supervisor who would have knowledge of the process
involved, the existing safe systems of work, the procedures that should have been
followed and the training and instruction that had been given to the victim; a technical
expert with specialist knowledge of the process or machine involved; a Trade Union
representative who would have knowledge of any previous complaints or incidents
associated with the machine or process; and the safety advisor who would be fully
briefed on the systems of work that should have been followed and any possible
breaches of the legislation. Most candidates were able to identify at least four of the
five persons required though some failed to gain marks because they did not give
reasons for their choice.

For part (b), one of the important issues to be considered would be the need to carry
out the investigation interviews as soon as possible after the event though it may be
necessary to postpone the process if the witness is injured or in shock. A suitable date
would have to be provided taking into account the availability of the people to be
called since shift patterns might have a part to play. That done, the next step would be
to identify the interviewers, to consider where the interviews would be held and how
they would be recorded whether by tape recorder, by dictaphone or hand written and
to gather together any relevant documentation such as risk assessments or training
records. It would also be important to bear in mind the requirements of employment
law and trade union issues such as employee rights, the right to be accompanied or to
have legal representation. Finally consideration would have to be given to the format
and distribution of the final accident report and how the information gathered might be
used to introduce measures to prevent a recurrence or as a possible defence in any
possible prosecution or civil law suit. Many candidates struggled in answering this part
of the question and it appeared that they had not read it with sufficient care outlining
how they would conduct rather than how they would prepare for the interview.









Section A all questions compulsory
5 EXTERNAL

Question 2 Outline ways in which a health and safety practitioner could evaluate and
develop their own competence. (10)


Health and safety practitioners might evaluate their own practice in a number of ways
including measuring the effects of changes and developments they have introduced
and implemented in their organisations; by setting personal objectives and targets and
assessing their performance against them; by reviewing failures or unsuccessful
attempts to produce change; by benchmarking their practice against that of other
practitioners and against good practice case studies or information; by seeking advice
from other competent professionals; by seeking feedback from others in the
organisation and as part of the annual appraisal of their performance by senior
management.

They may develop their practice by augmenting their core knowledge and competence
in obtaining a recognised professional qualification; by keeping up to date by
undertaking training in relevant areas; by participating in continuing professional
development schemes; by ensuring they have access to suitable information sources
to maintain the currency of their knowledge and good practice; by networking with
their peers at safety groups and conferences; by seeking advice from other competent
practitioners and consultants and by initiating and following a personal development
plan.

This question was not well answered with some candidates suggesting how the health
and safety practitioner could evaluate and develop the organisations performance
rather than their own.



Question 3 Outline, with appropriate examples, the key features of the following risk
management concepts:

(a) risk avoidance; (2)

(b) risk reduction; (2)

(c) risk transfer; (3)

(d) risk retention. (3)


Risk avoidance involves taking active steps to avoid or eliminate risk for example by
discontinuing the process, avoiding the activity or eliminating a hazardous substance.
Risk reduction involves evaluating the risks and developing risk reduction strategies. It
requires the organisation to define an acceptable level of risk control to be achieved
which could be by the use of safety/risk management systems or the use of a
hierarchy of control measures.

Risk transfer involves transferring risk to other parties but paying a premium for this
for example by the use of insurance; the use of contractors to undertake certain
works; the use of third parties for business interruption recovery planning or
outsourcing a process or processes.

Risk retention involves accepting a level of risk within the organisation along with a
decision to fund losses internally. It could involve risk retention with knowledge where
the risk has been recognised and evaluated or risk retention without knowledge where
the risk has not been identified - obviously an unfavourable position for the
organisation to be in.

6 EXTERNAL
There were some good answers provided for parts (a) and (c) of the question but
those for part (b) were not to the same standard with many candidates making vague
references to risk assessments whilst others neglected to provide the required
examples.



Question 4 (a) Outline the site operator requirements for emergency planning
and procedures within the International Labour Organisation
Convention C174 Prevention of Major Industrial Accidents 1993. (6)

(b) As part of the on-site emergency planning process, a large
manufacturing site intends to provide information to the external
emergency services.

Outline the types of information that the site should consider
providing to the ambulance service. (4)


Under the ILOs convention C174 on the subject of the Prevention of Major Industrial
Accidents, the site operator is required to: identify major hazards and assess their
potential outcomes; prepare written site emergency plans and procedures; draw up
emergency medical procedures; carry out periodic testing and evaluation of the
effectiveness of the emergency plans and introduce any revisions to the plans shown
by the evaluation to be necessary; include reference in the plan to the protection of
the public and the environment outside the site following consultation with the
authorities and communities concerned and submit the emergency plans to the
responsible authorities. Those candidates who did not do so well in answering this
part of the question outlined the contents of a plan rather than dealing with the
generality of emergency planning.

In answering part (b), candidates were expected to outline types of information such
as the location of the site and its various access points; details of the main hazards on
site such as fire, explosion or toxic release; details of any hazardous chemicals used
and stored; the number of personnel on site both in daytime and at night; plans
showing the layout of the site; the location of any emergency control centre; the
identity and contact details of key personnel; details of the establishments medical
personnel and facilities together with details of any specific medical conditions of
workers and particularly information relating to those known to be vulnerable; and any
other information necessary to enable the ambulance service to carry out a risk
assessment for its own personnel. Answers were generally better than those provided
for the first part of the question, though for some unexplained reason, a few
candidates described the information that they would need to give to the fire service.



Question 5 Outline, with examples, the benefits and limitations of:

(a) prescriptive legislation; (5)

(b) goal setting legislation. (5)


The wording of the question provided signposts on how best to structure the answer
and candidates were expected to provide answers dealing with the benefits and
limitations of each type of legislation in turn.





7 EXTERNAL
The benefits of prescriptive legislation are that its requirements are clear and easy to
apply, it provides a level playing field for all, it is not difficult to enforce and does not
require a high level of expertise. Its limitations are that it is inflexible, may be
inappropriate in some circumstances by requiring too high or too low a standard, it
does not take account of local risks, may need frequent revision to keep up with
changes in technology and knowledge and it stifles innovation.

The benefits of goal-setting legislation are that it has more flexibility in the way
compliance may be achieved, it is related to actual risk and can apply to a wide variety
of workplaces and it is less likely to become out of date. These are countered by the
fact that it may be open to wide interpretation and the duties it lays and the standards
it requires may be unclear until tested in courts of law. As a result it may be more
difficult to enforce and may require a higher level of expertise to achieve compliance.

Some candidates did not attempt to answer this question but those who did provided
responses to a reasonable standard though there was the occasional confusion
between the two types of legislation.



Question 6 (a) Give the meaning of the term motivation. (2)

(b) Outline, with an example in EACH case, how workers can be
motivated to behave in a positive way. (8)


In answering part (a) of the question, candidates could have suggested that motivation
is a driving force or incentive which persuades people to behave in a certain way and
to do something willingly. There were few adequate meanings given for the term.

A prime factor in motivating workers to behave in a positive way is the attitude of
management who should show commitment, lead by example, involve and
communicate with the workers and give them praise, recognition and encouragement
where this is appropriate. Other motivational factors include job satisfaction where
sufficient time is allowed to carry out a particular activity, where the right equipment is
available and the working environment including welfare facilities is to a good
standard and where there is positive peer pressure to attain certain goals. Reward
and incentive schemes together with safety campaigns have a part to play and
individuals are inclined to react more positively when they are told what particular
desired behaviour is expected of them and when this is facilitated in such a way as to
make it easy to attain. Finally, in certain cases, discipline may prove to be a powerful
motivational tool. The question as a whole caused problems for most candidates. Only
a few referred to the influence of peer pressure and the importance of safety
campaigns.

















8 EXTERNAL





Question 7 (a) Outline the principles, application and limitations of Event Tree
Analysis as a risk assessment technique. (6)

(b) A mainframe computer suite has a protective system to limit the
effects of fire. The system comprises a smoke detector
connected by a power supply to a mechanism for releasing
extinguishing gas. It has been estimated that a fire will occur
once every 5 years (f=0.2/year). Reliability data for the system
components are as follows:

Component Reliability
Detector 0.90
Power supply 0.99
Extinguishing gas release mechanism 0.95

(i) Construct an event tree for the above scenario to
calculate the frequency of an uncontrolled fire in the
computer suite. (10)

(ii) Suggest ways in which the reliability of the system could
be improved. (4)


Event Tree Analysis is based upon binary logic for example whether an event happens
or does not or whether a component succeeds or fails. It is often used to estimate the
likelihood of success or failure of safety systems or to assess particular outcomes from
an undesired event. It starts with the initiating event and ends with the probability of a
situation being controlled or not. It is limited by the lack of knowledge of component
reliability and other data and since it considers only two possibilities success or
failure it does not take into account partial downgrade (ie limited success). This part
of the question was generally poorly answered and more detail was required on the
principles, applications and limitations of Event Tree Analysis to obtain the marks
available.

For part (b), candidates were asked to construct an event tree for the scenario
described in the question. An acceptable answer would have been:


0.1
0.9
0.99
0.01
0.05
0.95
f=0.2/yr
Fire
0.2 x 0.1 =0.02
0.2 x 0.9 x 0.01 =0.002
0.2 x 0.9 x 0.99 x 0.05 =0.009
p (failure) =0.009 +0.002 +0.02 =0.031 per year
f =once every 32 yrs
p (success) =0.2 - 0.031 =0.169
SUCCESS
FAILURE
detector power
gas







Section B three from five questions to be attempted
9 EXTERNAL
Marks were awarded for the general construction of the tree; for calculations of failure
rates from component reliability data; for calculation of system failure rate from
individual failure rates; and for conversion of failure rate per year to failure every X
years which in this case was once in every thirty two years. Those who attempted the
question were generally able to construct the event tree but failed to gain maximum
marks because they often neglected to show their calculations to indicate how they
had arrived at the answer.

In answering part (c), candidates could have suggested ways such as choosing more
reliable components; using components in parallel, for example since the detector was
the least reliable component, by increasing its number; or by installing a second
independent but parallel system.



Question 8 (a) Explain the objectives of:

(i) active health and safety monitoring; (5)

(ii) reactive health and safety monitoring. (5)

(b) Outline FIVE active health and safety monitoring methods. (5)

(c) Outline FIVE reactive health and safety monitoring methods. (5)


In answering part (a) of the question, candidates should have explained that the
objective of active monitoring is to give an overview of the strategies currently in place
to control risk and to provide information on how the system operates in practice. It
can thus identify risks of accidents, injuries, ill-health and loss and by ensuring
appropriate health and safety systems and procedures are in place, allows the
initiative to be taken before things go wrong.

The objective of reactive monitoring is to measure historic performance by looking at
events that have occurred and by identifying the consequences of a hazard and the
cause of failure, to establish what systems and procedures can and should be put in
place to prevent a recurrence. It also provides data which may be used to assess and
compare trends over time.

Both active and reactive monitoring may be used to measure legal compliance or non-
compliance and by providing a basis for continual improvement may demonstrate
commitment on the part of management and improve the morale of the workforce.

In answering part (b) of the question, candidates could have selected from a number
of active monitoring methods including safety inspections, safety surveys, audits,
sampling, environmental monitoring, health surveillance and benchmarking. However,
simply naming the various methods was not sufficient to gain the marks available and
they should have been aware of the command word outline which requires additional
detail to be provided. This should have indicated the role of the chosen methods such
as, for example, that safety inspections are regular and scheduled activities identifying
existing conditions and comparing them with agreed performance objectives, while an
audit involves a comprehensive and often an independent examination of all aspects
of an organisations health and safety performance against stated objectives.









10 EXTERNAL
Reactive monitoring methods include amongst others accident investigation, the
investigation of near miss incidents, ill-health reports, enforcement action and the
number of civil claims, property damage, complaints from workers, and the costs to
the employer that might be revealed through using these methods. As in the case of
active monitoring methods, further detail needed to be provided, such as using the
investigation of accidents to determine their root causes and indicate why the
standard of performance was sub-standard and a study of the action taken by the
enforcement authorities together with the number of civil claims to point to specific
breaches of legislation and to indicate the need for improvements to be made in the
management of health and safety.

While this was a popular question, it was not well answered, particularly part (a),
where most found it difficult to explain the objectives of both types of monitoring but
rather explained how they were normally carried out. This meant that they had to
repeat themselves in answering the second part of the question. Answers to part (b),
however, were to a better standard but in a number of cases insufficient detail was
provided to satisfy the outline command.



Question 9 (a) In relation to the improvement of health and safety within
companies, describe what is meant by:

(i) corporate probation; (2)

(ii) adverse publicity orders; (2)

(iii) punitive damages. (3)

(b) Outline how the International Labour Organisation can influence
health and safety standards in different countries. (7)

(c) Outline how legislation may improve health and safety. (6)


In answering part (a) of the question, candidates could have described corporate
probation as a supervision order imposed by a court on a company that has
committed a criminal offence. When applied to a health and safety offence, the order
might require the company, for example, to review its safety policy or its health and
safety procedures, initiate a training programme for its directors and senior
management or reduce the number of its accidents. Its aim is to instigate a change in
the organisations culture under the supervision of the court.

The intention of an adverse publicity order would be to publicise the failings of an
organisation and, through the process of naming and shaming it to a specific group of
people or the general public, seek to change its conduct through public perception. An
adverse publicity order may require the company to make a public statement and to
change its approach to the management of health and safety.

Punitive damages are damages which are over and above those awarded to
compensate the plaintiff, but are designed to reform or deter the defendant and
similar persons from pursuing a course of action such as that which damaged the
plaintiff and, as well as being a deterrent, are also intended as a punishment for wilful
and malicious conduct.







11 EXTERNAL
In answering part (b) on the mechanisms by which the International Labour
Organisation (ILO) can influence health and safety standards in different countries,
candidates were expected to refer to matters such as the development of international
labour standards through conventions supplemented by recommendations containing
additional or more detailed provisions; the ratification of the conventions by member
states which commits them to apply the terms of the convention in national law and
practice; the requirement for member states to submit reports to the ILO detailing their
compliance with the obligations of the conventions they have ratified; the initiation of
representation and complaint procedures against countries for violation of a
convention they have ratified; the provision of technical assistance to member states
where this is seen to be necessary and indirectly through the pressure applied
internationally on non participating countries to adopt ILO standards.

Good answers to the last part of the question might initially have referred to the two
types of legislation, namely prescriptive and goal setting. Whilst the former provides
specific advice together with rules to follow, the latter sets objectives to be achieved
and provides advice and guidance in accompanying codes of practice and guidance.
They both, however, set minimum standards for the management of health and safety
in the workplace, and these standards are enforced by the regulator by means of visits
by trained and qualified inspectors who identify those situations where the current
standards do not equate to those required by the legislation and accordingly ensure
that the appropriate punishment is applied. The legislation should apply to all
workplaces, creating a level playing field, and compliance by the employer should
secure a reduction in cases of injury and occupational illness.

Most candidates attempted this question and while parts (a) and (b) attracted answers
to a reasonable standard, those for part (c) were limited with many candidates merely
listing the specific requirements of various pieces of legislation without indicating how
they might secure an improvement in standards of health and safety.



Question 10 (a) Outline the meaning of skill based, rule based AND
knowledge based behaviour. (6)

(b) With reference to practical examples or actual incidents, explain
how EACH of these types of operating behaviour can cause
human error AND, in EACH case, explain how human error can
be prevented. (14)


In answering part (a) of the question, candidates should have outlined that skill based
behaviour involves a low level, pre-programmed sequence of actions where workers
carry out routine operations, often as though they were on automatic pilot.
Rule-based behaviour involves actions based on recognising patterns or situations
and then selecting actions based on a learned set of rules. Finally, knowledge-based
behaviour is involved at the higher problem solving level, when there are no set rules
and a decision on the appropriate action to be taken is based on knowledge of the
system. This part of the question was poorly answered with a number of candidates
confusing skill based with rule base behaviour.










12 EXTERNAL
For part (b), an explanation was required of how the three types of operating
behaviour might give rise to human error and how such errors could be prevented. In
the case of skill-based behaviour, errors may arise if a similar routine is incorrectly
selected, if there is interruption or inattention causing a stage in the operation to be
omitted or repeated or if checks are not carried out to verify that the correct routine
has been selected. Preventive measures would be directed at designing routines and
controls so that they are distinct from each other, using feedback signals to warn
when the wrong course of action is being taken, allowing adequate work breaks or job
rotation to maintain attention and introducing training, competence assessment and a
high level of supervision. Signals passed at danger on the railway are often a result of
skill-based errors while incidents that could have been quoted include Bhopal, Seveso
and Chernobyl.

As for rule-based behaviour, errors may occur where, for example, the diagnosis is
based only on previous experience or where sufficient training has not been given to
enable workers to make an accurate diagnosis, where there is a tendency to apply the
usual rule or solution even if it is inappropriate or where simply there is a failure to
remember the rule that should be applied. Preventive measures include clear
presentation of information, simple and easy to follow rule sets, systems designed to
highlight infrequent or unusual events and the provision of training and competence
assessment. Examples could have included the Kegworth air crash, Piper Alpha or
Three Mile Island.

In the case of knowledge-based behaviour errors will occur if there is a lack of
knowledge or inadequate understanding of the system, if there is insufficient time to
carry out a proper diagnosis and if the problem is not properly thought through or
evidence is ignored. Preventive measures would again involve training particularly in
risk and hazard assessment, the provision of adequate resources in terms of
information and time and the use of supervision and checking systems such as group
or peer review. Flixborough and Port Ramsgate provide examples of this type of error.
Some candidates went into great detail on the subject of human error but then found it
difficult to relate the error to the different types of behaviour. It was rare for practical
examples to be given but when they were, they were often irrelevant.



Question 11 (a) Give the meaning of the term health and safety culture. (2)

(b) Outline the role of an organisation in the development of a
positive health and safety culture. (12)

(c) Identify ways of measuring the effectiveness of a health and
safety culture. (6)


For part (a), many candidates were able to give the meaning of the term health and
safety culture by referring to the shared perceptions, beliefs, attitudes and behaviour
patterns and values that members of an organisation have in the area of health and
safety.

An important role for the organisation in the development of a positive health and
safety culture would be to demonstrate leadership and commitment from the top which
would include the development and implementation of a health and safety policy,
identifying and allocating key health and safety responsibilities and ensuring both that
adequate resources are provided for health and safety but that also it is given the
same importance as other objectives such as production and quality. This should then
lead to the completion of the necessary risk assessments, the introduction of safe
systems of work and the provision of training for the workforce. During this process
communication and consultation with the workforce will be of paramount importance.

13 EXTERNAL
Once the systems are in place, it will be imperative that their effectiveness is
monitored on a regular basis and that any deficiencies are seen to be rectified in as
short a time as practicable. If there was a failure in answering this part of the question
it was again that insufficient detail was given for an outline.

In answer to part (c), candidates were expected to identify ways of measuring the
effectiveness of a health and safety culture through the assessment of records such
as those of accidents and/or incidents together with the findings of any investigations
that were carried out; cases of ill-health; staff turnover and sickness absenteeism; the
effectiveness of communication with the workforce and any complaints received on
the subject of working conditions. The organisation might also make use of surveys,
value questionnaires on the subject of health and safety, appraisal interviews and/or
simply by observing the behaviour and commitment of the workforce. Many
candidates found difficulty in answering this part of the question with some unable to
suggest only the numbers of accidents and incidents that had occurred.
The National Examination
Board in Occupational
Safety and Health
Dominus Way
Meridian Business Park
Leicester LE19 1QW
telephone +44 (0)116 2634700
fax +44 (0)116 2824000
email info@nebosh.org.uk
www.nebosh.org.uk

You might also like