Safety, Health and Injury Management and Wellbeing

Health and safety training guidelines

Our role is to develop and assist in the implementation of the UWA safety, health and wellbeing programs in order to minimise the risk of injury, illness and property damage.

We provide consultancy and other services to promote best practice and legislative compliance in all University and related activities.

The University promotes appropriate training for staff in occupational safety and health matters, in accordance with the UWA Occupational Safety and Health Policy.

Training can be provided in various ways, including formal training, mentoring and on the job training.

Training includes:

  • safety induction training for all staff, contractors and others as required.
  • understanding of the duty of care, relevant legislation, University safety policies and procedures for all staff.
  • training for safety and health representatives and other safety personnel.
  • specific training in areas of safety hazards.
  1. Legal requirements
  2. Procedures
  3. Training plans
  4. Training provision
  5. Recording of training

Legal requirements

The Occupational Safety and Health Act 1984 S19(1)(b) places a general duty of care so that "an employer shall provide such information, instruction and training to, and supervision of his employees as is necessary to enable them to perform their work in such a manner that they are not exposed to hazards."

In addition, Regulation 203 states that "a safety and health representative shall endeavour to attend an accredited introductory training course within the first 12 months of being elected...the employer shall permit the employee to take time off with pay etc."

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Training needs analysis

Managers should be aware that as well as general training for staff, in certain situations, safety training is prescribed in the regulations for specific hazards. Managers should develop a system for identifying, arranging and recording training undertaken by all levels of staff. This is in particular to new employees or following changes in the legislation. This should also form a part of the annual staff development process for staff.

A training needs analysis identifies current staff competencies and gaps where training is required. This should take into account incidents, injuries and near misses that have occurred in the relevant work areas. This should be regularly reviewed on an annual basis. In order to identify what training various levels of staff require, managers should use the following guide.

Everybody needs to know:

  • key elements of the Occupational Safety and Health Act 1984
  • UWA safety and health policies, procedures and guidelines
  • how to identify hazards in their workplace
  • effects of specific hazards
  • safe procedures for the use of machinery, plant and equipment relevant to their employment
  • safe workplace procedures
  • how to report hazards, incidents and injuries
  • how to have a say in safe work practices and procedures.

Employees also:

  • need to be given information in a way that they can understand when they commence employment
  • should receive ongoing training on the job, when taking up different jobs and when processes, materials or substances change.

Supervisors and managers also need:

  • supervising skills and skills in training others
  • job and task analysis skills
  • hazard control awareness
  • knowledge of regulations and standards
  • policy development skills.

Safety and Health representatives need to know:

Representatives are required to attend an accredited 5-day introductory training course covering legislative responsibilities.

This includes:

  • Occupational Safety and Health Act and supporting philosophy
  • Regulations
  • Guidance Notes
  • Codes of Practice
  • Standards
  • Award provisions relating to occupational health and safety
  • Policies and procedures relating to occupational safety and health.

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Training plans

There should be a systematic approach to planning the training needs of staff. Planning for training should result in a written document outlining what financial resources are required, when training is to be completed and who is to undertake the training.

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Training provision

All training should have clear, measurable objectives. Training undertaken should include an evaluation process to ensure the relevance and benefits to staff. There are several resources available for UWA safety training.

These are outlined below:

  • UWA Safety and Health - provides staff training courses which are generally held at the Centre for Staff Development or can be provided elsewhere by arrangement.
  • External providers - are used for specific training such as for first aiders and Safety and Health Representatives.
  • Safety inductions - are essential for UWA staff and contractors. They ensure an awareness of the various safety roles and responsibilities within the University. Safety inductions should also be conducted for post-graduate students and visitors to the University. Contractors engaged by the University are required to undertake a specific on-line induction prior to starting work.

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Recording of training

A detailed record of all health, safety, fire and evacuation training must be maintained by the department or section. Such records will enable a profile of a staff member's competence to be established and the training that has been undertaken by the University.

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