Bloom’s Taxonomy: LV & LVI
Definition
- LI. Remembering: Exhibit memory of previously learned material by recalling facts, terms, basic concepts, and answers.
- LII. Understanding: Demonstrate understanding of facts and ideas by organizing, comparing, translating, interpreting, giving descriptions and stating main ideas.
- LIII. Applying: Solve problems in new situations by applying acquired knowledge, facts, techniques, and rules in a different way.
- LIV. Analyzing: Examine and break information into parts by identifying motives or causes. Make inference and find evidence to support generalizations.
- LV. Evaluating: Present and defend opinions my making judgments about information, validity of ideas, or quality of work based on a set of criteria.
- LVI. Creating: Compile information in a different way by combining elements in a new pattern or proposing alternative solutions.
Topic description
Learning Objectives
In different regions, health and safety regulations have different requirements. The regulatory requirements must be identified, interpreted, and applied for compliance. Individuals working within the organization have different rights, responsibilities, and requirements within the internal responsibility system.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Identify and understand the appropriate laws and regulations for the organization and the risks involved.
- P2. Define “rights”” for workers, supervisors, and management within the health and safety policy.
- P3. Define “responsibilities” for workers, supervisors, and management within the health and safety policy.
- P4. Define “requirements” for workers, supervisors, and management within the health and safety policy.
- P5. Define the duty to report to appropriate health and safety or labor inspection services for health and safety deficiencies.
- P6. Define the “right to refuse work” based on local regulatory requirements.
- P7. Define the difference between non-compliance, negligence, and willful misconduct as part of due diligence in health and safety.
- P8. Create communications pathways within the organization for health and safety concerns.
Health and safety require commitment from different departments. Each department may observe and be exposed to different hazards within the workplace and therefore have different priorities on health and safety. Working within a committee structure allows participation, collaboration, and perspective.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Define purpose and terms of reference for the health and safety committee.
- P2. Recruit members to the health and safety committee
- a. In a unionized environment, the committee should include 50% union and 50% salaried non-union.
- P3. Collaborate with the workforce and organized labor to identify collective agreement or contractual requirements for health and safety participation.
- P4. Create reporting structures for the committee to meet regulatory compliance requirements.
- P5. Provide training for committee members to support their inspection, monitoring, communications, and advocacy roles.
- P6. Communicate with appropriate regulatory organizations.
- P7. Define the roles and responsibilities of each member of the committee.
- P8. Define the ground rules or guidelines for meetings.
- P9. Establish the schedule of meetings.
- P10. Define the minimum number of people required to run a meeting. It could be at least 70% attendance.
Regulations provide frameworks for the design of Standard Operating Procedures (SOPs) to ensure compliance with occupational health and safety. Working with the Health and Safety Committee and subject matter experts or consultants, risk assessments are performed to define the safety polices and SOPs for the establishment.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Determine the OHS policy and objectives, goals, and targets including anti-harassment and anti-violence policies, etc.
- P2. Perform regulatory review to identify relevant aspects of regulation for compliance such as Workplace Hazardous Materials Information System-Globally Harmonized System (WHMIS-GHS), Occupational Safety and Health Administration (OSHA), Fire Code, Building Code, Transportation of Dangerous Goods, Technical Standards and Safety authority (TSSA), and LockOut/TagOut/TryOut (LOTOTO).
- P3. Perform risk assessment with the Health and Safety Committee, identifying key areas of workplace risk within the establishment.
- P4. Perform risk assessment with technical specialists identifying technical risks related to key domains of health and safety (WHMIS-GHS, OSHA, Fire Code, Building Code, Transportation of Dangerous Goods, TSSA, LOTOTO, etc.)
- P5. Develop facility standard operating procedures with a health and safety risk assessment perspective, using the feedback of the Health and Safety Committee and expert guidance.
- P6. Review standard operating procedures on a routine basis with the Health and Safety Committee to ensure compliance, status with operations, and effectiveness within the facility.
- P7. Develop an Emergency Response Plan (ERP).
Human resources and operations managers, in conjunction with the Health and Safety Management must ensure that the workforce has adequate opportunity to understand the health and safety tasks they are required to do. Training programs may take place through formal classes and programming, or through rapid on-the-job experiences in mentoring and coaching situations. Participation in training needs to be tracked and optimized for effectiveness.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Perform needs assessment to identify organizational training needs.
- P2. Develop or apply formal training classes or programs for health and safety tasks or activities.
- P3. Provide specific OHS training related to day-to-day worker job.
- P4. Develop or apply coaching or informal training tools for short term or “on the job” rapid training. Consider the multiculturalism of the workforce and potential multiple languages.
- P5. Create or provide tools and mechanisms to evaluate workforce competency for health and safety tasks and procedures.
- P6. Create or provide “train the trainer” opportunities for managers and senior level supervisors.
- P7. Develop a tracking mechanism to ensure the workforce is participating in training.
- P8. Design monitoring procedures to be used by supervisors for training compliance.
- P9. Implement corrective and preventive actions for noncompliance.
- P10. Evaluate the cost/benefit of using internal training versus external contract training services.
- P11. Develop orientation or induction programs for new Workers, contractors, and visitors.
- P12. Accommodate for first aid and CPR training.
- P13. Develop a rescue team and first responders.
Health and safety procedures and policies must be observed, monitored, and verified by internal inspectors. This systematic approach includes performing documentation review, performing on-site observation of facilities and infrastructure, observation of employees in performance of their tasks, and interviewing employees about their understanding of health and safety tasks. Deficiencies identified are reported to appropriate regulators and management groups for compliance verification. Deficiencies are then analyzed and corrected with both immediate and long-term responses.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Develop master schedules for performance of internal health and safety inspection tasks.
- P2. Develop procedures for internal monitoring and verification of health and safety tasks and workforce performance.
- P3. Create a deficiency reporting system and Corrective Action and Preventive Action (CAPA) response strategy.
- P4. Collaborate with formal inspection services for regulatory compliance inspections.
- P5. Report health and safety deficiencies that have mandatory reporting to Ministry of Labor or other inspection services.
- P6. Define OHS Key performance indicators (KPIs) and communicate results.
- P7. Oversee and review plant design, marking and visuals such as notices, signals, and signs.
- P8. Improve workforce safety by exploring new concept such as 5S+1 (Sort, Set in order, Shine, Standardize, and Sustain)
- P9. Review performances and act on lessons learnt.
- P10. Strengthen the occupational health and safety management system by implementing appropriate standards such as ISO 45001:2018.
The effectiveness of occupational health and safety procedures relies on the participation of the entire workforce. Members of the formal Health and Safety Team have a duty to report requirements, and as such, there needs to be communication channels established by the company for identification, reporting, correction, and prevention of occupational health and safety deficiencies. All members of the workforce need pathways to report deficiencies in a positive and non-punitive way.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Identify and ensure the visibility of the Health and Safety Committee members to the workforce.
- P2. Create cultures of communication, allowing Health and Safety Committee members to interact with the workforce in a freeway.
- P3. Create monitoring and verification tracking documents.
- P4. Create deviation tracking systems to ensure assignment of deviations to appropriate managers or technical specialists.
- P5. Create deviation tracking systems to ensure closure and reinspection of deviations.
- P6. Create Corrective Action and Preventive Action (CAPA) tracking systems that identify immediate corrective action, root cause and preventive strategies on deviations.
- P7. Create a whistle blowing mechanism for anonymous reporting of health and safety deficiencies to a neutral member of the Health and Safety Committee.
With many health and safety incidents, there is a reporting requirement to regulatory agencies for compliance inspection. To facilitate the rapid management of incidents, managers should create a reporting structure in advance of an incident, including contact lists, standard documents, record keeping and compliance scheduling. Also, incident frequency analysis, including pareto analysis on historical records, can help prioritize training and preventive measures.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Define decision making processes when incidents can be managed internally versus reporting to the Ministry of Labor.
- P2. Develop and maintain contact lists for inspection reporting.
- P3. Apply appropriate documentation practices for inspection reporting.
- P4. Review communications from inspection organizations to ensure timely compliance and updating of policies and procedures.
- P5. Understand the potential penalties for non-compliance, negligence, and intentional misconduct.
- P6. Perform pareto analysis on historical incidents for prioritization of health and safety preventive measures and training activities.
Management and the executives have a strong role to play in defining attitudes and behaviours within the workplace. Creating a unified purpose and an environment that fosters continuous improvement is essential for successful health and safety programs.
Detailed Competencies = Performance indicators include but are not limited to:
- P1. Create a corporate statement demonstrating a unified workplace commitment to health and safety.
- P2. Prioritize internal responsibility systems as the first line for compliance.
- P3. Use internal inspection as a means of continuous improvement rather than a source of fear.
- P4. Celebrate worker safety in a way that encourages a universal sense of pride across the organization.
- P5. Apply occupational health and safety incident reporting in a strategic way that encourages compliance and internal responsibility, rather than the hiding of incidents.
- P6. Empower employees at all levels of the organization to engage in health and safety activities.
- P7. Explore behavior-based safety to improve H&S culture.
Links to existing courses
NA
Approved accredited Training Programs (academic, industries, private trainers)
Recognition of worker skills = Certification
Evaluation technics/ assessment
- Quizzes
- Written tests
- Multiple choice questions
