Home - PSP04 - PSPSOHS602A

Range Statement

• OHS, including serious injury and incident reporting

• workers compensation

• equity and workplace diversity

• privacy

• freedom of information

• trade practices

• standards developed by OHS authorities

• National Occupational Health and Safety Commission (NOHSC) standards

• international, Australian or industry standards

• management

• supervisors

• employees

• OHS committees

• health and safety and other employee representatives

• size of organisation and industry type

• organisational structure

• management commitment

• management style and OHS knowledge and skills of organisation

• workplace culture, including industrial relations and safety culture

• other management systems requiring interface or integration with the information and data processes for OHS

• resources available

• nature of hazards and level of risk

• staff profile including language, literacy and numeracy, cultural diversity

• required level of security for OHS system, including prevention of theft and fraud; access security; prevention of interruption of services; inadvertent release of material; and information and data destruction, corruption and alteration

• external sources such as:

  • OHS legislation, codes of practice and guidance material

  • Australian and industry standards

  • Australian Bureau of Statistics (ABS)

  • OHS authorities

  • unions and industry bodies

  • OHS professional bodies

  • internet, journals and magazines

  • technical information and data

  • research literature

  • manufacturers' manuals and specifications

  • National Occupational Health and Safety Commission (NOHSC)

• internal sources such as:

  • employees

  • OHS policies and procedures

  • work instructions, job and work system analysis (JSAs)

  • risk assessments (past and present)

  • material safety data sheets (MSDSs) and registers

  • manufacturers' manuals

  • OHS positive performance indicators

  • insurance and incident investigation records

  • workers compensation data

  • safety handbooks

  • employee information papers, brochures, notes and newsletters

  • OHS reports including, workplace inspections, hazard and incident reports, technical reports, consultations and observations

• risk management records

• OHS positive performance indicators

• incident reports, including reports on near misses, hits, incidents, injuries, first aid reports, illness, disease and dangerous occurrences

• enforcement notices and actions

• lost time reports and summaries

• sickness absence records

• workers' individual histories of exposure to specific substances, such as lead, asbestos, benzene and vinyl chloride

• medical records, including results of medical tests

• results of workplace environmental monitoring such as occupational, industrial hygiene monitoring, health screening and surveillance

• rehabilitation information, including case management

• workers compensation records

• performance appraisal and training records, including instruction and supervision logs, diaries and workbooks

• certification, registration and licensing

• reports for committees

• reports from OHS consultants

• research results

• rectification action reports and plans, inspections, plant maintenance and servicing records, and records of plant stoppages

• correspondence with agencies

• reports of proposed changes that may affect OHS

• safety manuals for plant and tools

• workplace procedure manuals

• registers, such as hazards, risk, hazardous substances, Dangerous Goods, MSDSs, confined spaces

• results of tests, measurements and analyses, for example noise and air

• risk assessments

• training records, including records of competencies to operate plant, and records of load shifting equipment and tools, such as EWP and explosive powered tools

• occupational health information and data

• ergonomic information and data, such as job and task analysis

• electronic information and data management systems, where system refers to computer software, hardware, users and other elements

• paper-based systems such as cards, files, registers and spreadsheets

• privacy

• confidentiality

• access to personal records

• ergonomists

• occupational hygienists

• health professionals

• legal practitioners

• injury management advisors

• emergency services personnel who may need to access hazardous substances and dangerous goods information and data

• medical and first aid personnel who may need to access relevant medical records and hazardous substances information and data

• information and data technology and database management support

• registers

• software for information and data recording and analysis

• performance monitoring charts and checklists

• handbooks

• available system of backup/archiving/storage/disposal

• strategic planning

• purchasing, procurement and contracting

• logistics

• human resource, industrial relations and personnel management including payroll

• engineering and maintenance

• information, data and records management

• finance and auditing

• environmental management

• quality management

• financial requirements

• personnel, including time allocation

• equipment

• specialised resources, such as electronic information and data management system, communications media and information/data technology equipment

• statistical tests and methods such as:

  • mean, standard deviation, regression analysis and percentage change

  • making comparisons using basic tests of significance

  • broad analytical studies to determine estimates of risk

• a means of focusing on assessing how successfully a workplace is performing through measuring OHS processes

• organisational information and data

• industry information and data

• epidemiological studies such as:

  • descriptive studies examining who, what, where, when, why - distribution and frequency

  • analytical studies attempting to analyse cause or determinants of disease by testing a hypothesis

  • experimental or intervention approaches such as clinical and community trials

  • evaluation of particular occupational health programs

• a reflection of the true state of a test result and includes tests for systematic distortions such as:

• information/data bias

• observational bias

• selection bias

• confounding bias

• recall bias

Evidence Guide

• Pre-requisite units that must be achieved prior to this unit :Nil

• Co-requisite units that must be assessed with this unit :Nil

• Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include, but are not limited to:

PSPETHC601B Maintain and enhance confidence in public service

PSPGOV605A Persuade and influence opinion

PSPLEGN601B Manage compliance with legislation in the public sector

PSPSOHS601A Develop a systematic approach to managing OHS

PSPSOHS608A Conduct an OHS audit

In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:

• the knowledge requirements of this unit

• the skill requirements of this unit

• application of the Key Competencies as they relate to this unit (see final table for examples)

• development of OHS information and data analysis and reporting and recording processes in a range of (2 or more) contexts (or occasions, over time) with at least two examples provided under controlled conditions to demonstrate understanding of basic statistical processes as well as the ability to use software to carry out statistical analysis

Look for evidence that confirms knowledge and understanding of:

• roles and responsibilities under OHS legislation of employees including supervisors, contractors, OHS inspectors etc

• principles of duty of care including concepts of causation, foreseeability, preventability

• legislative requirements for OHS information and data, and consultation

• roles and responsibilities in relation to communication and consultation for OHS committees, OHS representatives, line management, employees and inspectors

• state/territory/Commonwealth OHS legislation (Acts, regulations, codes of practice, associated standards and guidance material) including prescriptive and performance approaches and links to other relevant legislation such as industrial relations, equal employment opportunity, workers compensation, rehabilitation etc

• structure and forms of legislation including regulations, codes of practice, associated standards and guidance material

• difference between common law and statutory law

• concept of common law duty of care

• requirements for recordkeeping that address OHS, privacy and other relevant legislation

• requirements of effective records management systems including collection, filing, retention, retrieval, archiving and disposal

• standards related to OHS information and data, statistics and records management including requirements for information and data under elements of systematically managing OHS

• examples of OHS information and data management systems and tools

• nature and use of information and data that provides valid and reliable results on performance of OHS management processes (including positive performance indicators (PPIs) and limitations of other types of measures

• development of tools such as PPIs in assessment of OHS performance

• methods of collecting reliable information and data, commonly encountered problems in collection, and strategies for overcoming such problems

• principles and practices of continuity and validity of evidence retention for potential legal action

• requirements for reporting under OHS and other relevant legislation including notification and reporting of incidents

• principles and practices of a systematic approach to managing OHS

• requirements of OHS and standards related to systematically managing OHS

• other function areas that impact on the management of OHS

• internal and external sources of OHS information and data

• how the characteristics and composition of the workforce impact on risk and the systematic approach to managing OHS eg

  • labour market changes

  • structure and organisation of workforce eg part-time, casual and contract workers, shift rosters, geographical location

  • language, literacy and numeracy

  • communication skills

  • cultural background/workplace diversity

  • gender

  • workers with special needs

• ethics related to professional practice

• organisational OHS policies and procedures

• key personnel, including identifying 'change agents', within workplace management structure

• formal and informal communication and consultation processes and key personnel related to communication

• language, literacy and cultural profile of the work group

• organisational culture as it impacts on the workgroup

Look for evidence that confirms skills in:

• relating to people from a range of social, cultural and ethnic backgrounds and physical and mental abilities

• communicating effectively with personnel at all levels of organisation and OHS specialists and, as required, emergency service personnel

• preparing reports for a range of target groups including OHS committee, OHS representatives, managers, supervisors and other stakeholders

• advanced written communication including development of policies and procedures, plans

• applying continuous improvement and action planning processes

• contributing effectively to the strategic OHS performance of the organisation

• achieving change using project management processes

• managing own tasks within time frame

• using consultation and negotiation skills, particularly in relation to developing plans and implementing and monitoring designated actions

• contributing to the assessment of the resources needed to systematically manage OHS and, where appropriate, access resources

• analysing relevant workplace information and data, make observations including of workplace tasks and interactions between people, their activities, equipment, environment and systems

• carrying out simple arithmetical calculations (eg % change), and producing graphs of workplace information and data to identify trends and recognise limitations of information and data

• carrying out simple statistical analysis eg mean, standard deviation, regression

• using electronic information and data systems to enter workplace information and data and produce effective graphical representations

• interpreting information and data to identify areas for improvement

• conducting effective formal and informal meetings

• using information and data gathering techniques such as brainstorming, polling, interviews

• using language and literacy skills appropriate to the workgroup and the task

• using computer and information technology skills to access internal and external information and data on OHS

• paying attention to detail when making observations and recording outcomes

These resources include:

• legislation, policy, procedures and protocols relating to the development of OHS information and data analysis and reporting and recording processes

• workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when developing OHS information and data analysis and reporting and recording processes

Valid assessment of this unit requires:

• a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when developing OHS information and data analysis and reporting and recording processes, including coping with difficulties, irregularities and breakdowns in routine

• development of OHS information and data analysis and reporting and recording processes in a range of (2 or more) contexts (or occasions, over time) with at least two examples provided under controlled conditions to demonstrate understanding of basic statistical processes as well as the ability to use software to carry out statistical analysis

Assessment methods should reflect workplace demands, such as literacy, and the needs of particular groups, such as:

• people with disabilities

• people from culturally and linguistically diverse backgrounds

• Aboriginal and Torres Strait Islander people

• women

• young people

• older people

• people in rural and remote locations

Assessment methods suitable for valid and reliable assessment of this competency may include, but are not limited to, a combination of 2 or more of:

• case studies

• demonstration

• observation

• portfolios

• projects

• questioning

• scenarios

• simulation or role plays

• authenticated evidence from the workplace and/or training courses

Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments