BSBWHS501_Student_Assessment_Booklet_CBSA__ID_162804_faisal.docx

Assessment Plan .................................................................................................................................................. 5 Assessment Task Cover Sheet – Assessment Task 1 ........................................................................................... 7 Assessment Task 1: Written Questions ................................................................................................................. 9 Assessment Task Cover Sheet – Assessment Task 2 ......................................................................................... 11 Assessment Task 2: WHS Development ............................................................................................................. 13 Part A – Develop WHS Record-keeping System ......................................................................................... 14 Part B – Revise Existing WHS Policy .......................................................................................................... 16 Part C – Develop WHS Procedures ............................................................................................................ 18 Assessment Task Cover Sheet – Assessment Task 3 ......................................................................................... 21 Assessment Task 3: WHS Implementation ......................................................................................................... 23 Assessment Task Cover Sheet – Assessment Task 4 ......................................................................................... 29 Assessment Task 4: WHS Training ..................................................................................................................... 31 Assessment Task Cover Sheet – Assessment Task 5 ......................................................................................... 35 Assessment Task 5: WHS Review and Evaluation ............................................................................................. 37

Assessment Task Cover Sheet – Assessment Task 1 Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work. Name: Faisal Tanveer Date of submission: 08-09-2020 Unit:  BSBWHS501 Ensure a safe workplace Assessor to complete Assessment Task Satisfactory/ Not satisfactory Date Was this a resubmission ? Y/N Questions and Answers STUDENT DECLARATION I Faisal Tanveer ______________________________________ declare that these tasks are my own work. þ None of this work has been completed by any other person. þ I have not cheated or plagiarised the work or colluded with any other student/s. þ I have correctly referenced all resources and reference texts throughout these assessment tasks. þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature: Faisal Tanveer _____________________________________________________________ Student name: Faisal Tanveer ________________________________________________________________

Q UESTION 1 Discuss the rationale for nationally harmonised work health and safety laws and identify participating and non- participating states/territories. ANSWER: Harmonisation of OHS laws in Australia is designed to provide all States and Territories with a consistent set of WHS laws. Safe Work Australia has developed a Model WHS Act, Model WHS Regulations and Model Codes of Practice that each State/Territory can use to implement consistent laws in their jurisdiction. From January 2012, the harmonised laws were introduced in the ACT, NSW, QLD and NT. Harmonisation then took place in Tasmania and South Australia on the 1st of January 2013. These states have adopted the new terminology of WHS. Western Australia has said they will follow, although have not given a date. Victoria has said they will not be signing on to harmonised legislation at this time. Q UESTION 2 Identify and document the title and date of the WHS/OHS Act and Regulation for the state in which you are located. ANSWER: Work Health and Safety Act 2011 and Work Health and Safety Regulations 2017 (NSW) Q UESTION 3 Discuss the purpose of a code of practice and give two examples of a code of practice relevant to your work or the State where you are located, including their title and key purpose. ANSWER: Confined space - A confined space is determined by the hazards associated with a set of specific circumstances and not just because work is performed in a small space. Hazardous manual task - A hazardous manual task is a task requiring a person to lift, lower, push, pull, carry or otherwise move, hold or restrain any person, animal or thing Q UESTION 4 Outline the factors that must be taken into account in determining control measures for hazardous manual tasks as stated in the model Work Health and Safety Regulations 2011. ANSWER: To manage the risks associated with hazardous manual tasks, a duty holder must follow a risk management process to:  Identify hazards which could give rise to a risk  Eliminate the risk, so far as is reasonably practicable  Minimise the risk by implementing control measures in accordance with the hierarchy of control, if it is not reasonably practicable to eliminate the risk  Maintain the control measure so that it remains effective  Review risk control measures.

A workplace may use system to collect, analyse, and interpret occupational disease and injury control information. S UBMISSION REQUIREMENTS FOR T ASK 1:  Your answers to each question. Assessment Task Cover Sheet – Assessment Task 2 Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work. Name: Faisal Tanveer Date of submission:08-09-2020 Unit:  BSBWHS501 Ensure a safe workplace Assessor to complete Assessment Task Satisfactory/ Not satisfactory Date Was this a resubmission ? Y/N Project STUDENT DECLARATION I Faisal Tanveer ______________________________________ declare that these tasks are my own work. þ None of this work has been completed by any other person. þ I have not cheated or plagiarised the work or colluded with any other student/s. þ I have correctly referenced all resources and reference texts throughout these assessment tasks. þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature: Faisal Tanveer _____________________________________________________________ Student name: Faisal Tanveer ________________________________________________________________

P ART A – D EVELOP WHS R ECORD - KEEPING S YSTEM To begin this part, read the following email and then complete the tasks that follow: To: You From: Henry Thomas (henry.thomas@cbsa.com.au) Date/time: Monday 9:02AM Subject: WHS Record-keeping To You, I am unhappy with the current state of the WHS processes at our organisation. We don’t have a Work Health & Safety record-keeping system in place, and I would like all our WHS policies, procedures, and records easily accessible to ensure we are complying with the law and keeping our staff members as safe as possible. I would like you to create a WHS record-keeping structure which keeps the following types of records for audit for five years:  Risk Assessments  Safe Working Method Statements (SWMS)  WHS Training records of what training has occurred including induction records  WHS Training materials – current and superseded  WHS Policies and procedures – current and superseded  WHS Audit reports  WHS Record of Injuries  Consultation and Communication Kind Regards, Henry Thomas Governance Manager 300 Fictional Way, Sydney, NSW 2000 Phone: 1800 111 222 www.cbsa.com.au T ASK Based on the email you are to complete the following task: 1. Develop WHSMS folder structure. Create an electronic folder structure that represents the record keeping requirements as outlined in email from Henry for the WHSMS. You will be required to create this folder structure electronically using a cloud-based storage system such as Google Drive, Box, Dropbox, OneDrive or similar. This will be used to save the WHS documentation you are creating for this assessment into these folders.

2. Conform approval for changes Draft an email using the organisation’s Email template (accessible via the CBSA website) that:  Specifies who the email is to  Specifies who the email is from  Specifies the date and time you sent the email  Specifies the subject  Specifies the updated policy as the attachment  Contains a body part of the email detailing why you are sending this email. You must specify that you are requesting approval of the changes you have made to the policy.  Complete the email footer specifying the job position you are role playing EMAIL To: Henry Thomas (henry.thomas@cbsa.com.au) From: Faisal Tanveer CC: BCC: Date/time: 19/11/2019 Subject: WHS Policy Revision Attachments: Updated WHS policy To Henry Thomas, Viewed sir as I revived WHS approach and turned out explicit upgrades for working from home and fatigue the officials. Thoughtfully review it and Kindly attest the movements I made in procedure. Kind regards Faisal Tanveer Business Compliance Specialist 300 Fictional Way, Sydney, NSW 2000 Phone: 1800 111 222 www.cbsa.com.au P ART C – D EVELOP WHS P ROCEDURES To begin this part, read the following email and then complete the tasks that follow:

 Staff must be able to communicate with supervisor/manager  Staff must follow hours of work 2. Employee responsibilities while working from home  Complying with policies and procedures  Agree to work in the required hours  Having a designated space for working and having the required equipment  Agreeing to completing required checklists and audits, and agreeing to officer attending home for audits  Agreeing to the work and timeframe to be completed  Having security for property and assets in place  Insurance Procedures 1. Applying for working at home  Meet with manager to discuss and review suitability  Agree on terms and work  Complete home office checklist/audit  Review arrangements  Annual audit/inspection/checklist 2. Risk Assessment  Ergonomic hazards (workstation set-up)  Substitution of chairs that helps with proper posture when sitting  Poor or inadequate lighting  Substitution of lighting that produces adequately to lessen eye strain  Extremes in temperature  Proper air-conditioning system  Manual handling hazards  Safe practice for all hazardous goods (signs, PPE, etc.)  Slips, trips and falls – uneven flooring, stairs  Engineering control that helps with uneven flooring  Electrical hazards  Proper wiring for all cables  Fire hazards  Adding smoke alarms  Chemical hazards  Safe practice for all hazardous goods (signs, PPE, etc.)  Stress hazards  Must have separate room  Housekeeping hazards  Elimination of all clutter that affects staff  Working alone  Contact list of all agencies that may help during times of need (police, hospital, fire station, etc.)

Related policies, procedures, forms, and documents The following are related to this policy and procedures:  FM007 – WHS Inspection Checklist  FM008 – WHS Inspection Register  FM009 – Injury Incident Report  FM010 – Injury Incidents Register  FM011 – Hazard Identification Report  FM012 – Hazard Register  FM013 – Risk Management Register  Fatigue Management Procedures 

Purpose This procedure describes the processes to identify work and non-work related fatigue, and eliminate or minimise associated risks to Department of Planning, Transport and Infrastructure (DPTI) workers Procedures Outstanding task at hand, poor restorative wellness and testing workplaces (for example with high temperatures, stickiness, and so forth). Indications of Fatigue • weariness, • tiredness, • sleepiness, • including nodding off without expecting to ("tinier scale" rests), • irritability, • reduced sharpness, • concentration and memory, • lack of inspiration, • depression, • giddiness • Tired, • sore eyes similarly as destroyed eyes

• Yawning • Poor competence • Slower reflexes and responses • Fidgeting Lack of vitality, feeling slow • Increased rehash of dropping things like instruments or parts • Speech bothers (it might be slurred, moved back or tangled) • Blurred vision • Head motioning • Drooping of eyelids • Micro-rests Long haul Effects Of Fatigue • reduced fundamental initiative limit, • reduced ability to do complex organizing, • reduced social capacities, • reduced gainfulness or execution, • reduced thought and circumspection, • reduced ability to manage weight at work,

Representative Responsibilities • Not steadfastly place their very own or others prosperity and security in threat as a result of weariness; • Make each reasonable effort to be fit for commitment while: o at work; o accessible to return to work; o driving a vehicle related to fulfilling commitments; or o working plant or apparatus related to fulfilling commitments. • Notify their Supervisor (or host if they are a visitor) if: o their work execution is most likely going to be affected by depletion; or o there is any danger to themselves or others due to the effects of shortcoming; • Notify their Supervisor or other trustworthy individual expeditiously (if an individual won't self- manage their potential shortcoming) where there is a potential danger to prosperity and security; • Communicate the duties to pursue this Procedure; • Participate in exhaustion the officials preparing; • Participate in shortcoming examinations, exhaustion chance assessments, and depletion chance reviews, at whatever point referenced; • Report any genuine or potential depletion perils; and • Fulfill their responsibility to arrive at work fit for commitment, and report at whatever point they may not be. Hazard ASSESSMENT The explanation behind a peril examination is to recognize fitting controls that can be executed to either clear out or restrict the risk to authority/s who may be depleted. Executives/chairmen must ensure that where risks are perceived, a peril assessment is done to choose the level of danger that workers will be introduced to according to the Managers/boss should offer idea to the going with when undertaking a peril evaluation: • Where, which and what number of workers are most likely going to be in risk of getting depleted;

• How routinely exhaustion is likely going to occur; • The level of harm which may result from weariness; • Whether existing control measures are fruitful; • What move should be made to control the threat of weariness; • How truly movement to control the peril ought to be taken. Hazard Controls Where unequivocal threats have been perceived, the peril/s must be controlled so far as is reasonably practicable. The most fitting peril controls are to be settled, checked and overviewed according to the WHS Risk Management Procedure. Where risks can't be slaughtered, fruitful danger controls must be executed. Control gauges unequivocal in the sections underneath must be considered. Work Routines Control measures to foresee or restrain the risk of exhaustion related with work arranging can include: • Ensuring workers have good and standard breaks to rest, eat and rehydrate; • Scheduling security fundamental work outside the low body check periods some place in the scope of 2am and 6am, and some place in the scope of 2pm and 4pm; • Managing remaining job that needs to be done and work-pace change realized by contraption breakdowns or organized and unrehearsed unfortunate lacks; • Avoiding work plans which give spurring powers to work extraordinary hours; • Managing extra time, move swapping and open if the need emerges commitments;

• Considering future records and schedules when supporting sales for leave; • Having access to accessible to return to work workers for off the cuff leave, emergencies or where extraordinary job that needs to be done additions; • Developing means to oversee remaining job that needs to be done changes in light of truancy; • Ensuring workers are open looked for after areas where shortcoming is a danger; • considering elective choices to eye to eye social affairs, for example remotely organizing so workers are not required to contribute vitality wandering out to get-togethers; and • Ensuring that leave plans are made to ensure proper rest periods are taken and according to the appropriate present day instrument. Move Work Control measures for move workers must be unequivocally appropriate to the possibility of the move work and can include: • Structuring developments and arranging work plans so work demands are generally raised towards the focal point of the move and decreasing towards the end; • Avoiding morning shifts starting before 6am, where possible; • Avoiding split developments or, if there is no decision to part moves, consider their arranging including whether they are most likely going to agitate rest • Setting shift records early and avoiding a moment prior changes, to empower workers to configuration rest and amusement time; • Allocating development and night workers progressive days off to mull over in any occasion two whole nighttimes' rest including a couple of parts of the bargains; • changing movement times with the availability of open vehicle or at whatever point required, giving elective vehicle at the completion of a long move;

• covering successive developments to allow enough time for correspondence at move handovers; • avoiding additional time portion subsequent to night or night shifts; • considering if night work is basic and update designs so immaterial work isn't finished around night time; and • minimizing continuous night shifts. Working Extended Hours In case master/s are required to work extended hours, executive/heads must review controls following 12 hours of tenacious work to ensure they are ground-breaking before work can continue. In case a Fatigue Identification and Action Plan has been done it should be kept an eye on and solitary worker depletion levels re-examined going before working expanded hours. Occupation Demands Control measures to check or restrain the peril of shortcoming related with work solicitations can include: • ensuring fit-for-reason plant, equipment and apparatus is used at the workplace (for instance ergonomic decorations, lifting equipment); • redesiging the movement to limit times of superfluous mental or physical solicitations; • considering work rotate to control an advancement of mental and physical shortcoming; • making crisis game-plans for potential conditions where workers may need to out of nowhere work longer hours, more moves or a long course of action of developments; and • making plans for expected changes in work process including anticipated apexes and troughs reliably. • avoiding blends of working and driving hours that joined would make a risk to prosperity and security. Insinuate the Driving Procedure for course.

Natural Conditions Control measures to neutralize or constrain the threat of shortcoming related with work solicitations can include: • ensuring fit-for-reason plant, equipment and apparatus is used at the workplace (for instance ergonomic decorations, lifting equipment); • redesiging the action to limit times of superfluous mental or physical solicitations; • considering work turn to limit an advancement of mental and physical shortcoming; • making crisis blueprints for potential conditions where workers may need to all of a sudden work longer hours, more moves or a long course of action of developments; and • making courses of action for expected changes in work process including anticipated apexes and troughs reliably. • avoiding blends of working and driving hours that joined would make a danger to prosperity and security. Insinuate the Driving Procedure for course. Hazards Control Cognitive Performance Use engineering controls Work Performance Use engineering controls Safety Performance Eliminate the hazard Health Consequences Use engineering controls FAIR WORK ACT What Is The Fair Work Act? The Fair Work Act 2009 (Act) is the primary piece of legislation governing Australia’s workplaces. It is the foundation to all standards and regulations for employment and something that employers in all industries and within all business sizes should be familiar with. Fair Work Act Summary. The guidelines and commitments for representatives and managers which are illustrated inside the Fair Work Act 2009 are known as the national working environment relations framework. The motivation behind this framework is to give a reasonable system to beneficial working environment relations which advances national financial success and social consideration for all Australians. Which basically implies that it is set up to benefit all and doesn't accompany any emotional or one-sided points of view.

This is a serious wide comprehension of what the Act is intended to do. All the more explicitly, the Act: • provides for terms and states of business • sets out rights and duties of representatives, businesses and associations in connection to that work • provides for consistence with and authorization of the Act • provides for the organization of the Act by setting up the Fair Work Commission and the Fair Work Ombudsman Over these arrangements and rules, the Act likewise gives workers and businesses an ensured wellbeing net of reasonable, significant and enforceable least terms and conditions through the National Employment Standards (NES), Modern Awards and National Minimum Wage orders – every one of which involve their own particular adherences. National Employment Standards (NES). Among the Act's as of late referenced purposes, it fuses a course of action of 10 controlled National Employment Standards (NES). These benchmarks are required in consistence for each Australian business, paying little personality to industry, business size or extraordinary condition. The inspiration driving these standards is to offer protection to all people working in Australia and as needs be they are unbiased and spread the going with zones: • hours of work • right to request versatile working strategies • parental leave • personal/carer's and thoughtful leave • community organization leave • annual leave

• Long organization leave • Public events • Notice of end and redundancy pay • Fair work explanation If you are scanning for more information on the National Employment Standards, visit Employsure's guide for a thorough explanation of what the Standards incorporate and how they may apply to your business. What Is The Role Of The Modern Awards? While the National Employment Standards give a base level of courses of action which are important to all laborers, most agents are also verified by a Modern Award. Current Awards are an additional plan of rules and capabilities inside which supervisors must work business understandings. These distinctions spread changes in both industry and occupation, and give extra enforceable least plans of action. Over the Modern Awards, there is similarly a Miscellaneous Award which covers agents who are not verified by some other Modern Award. Present day Awards normally contain terms and benefits relating to least wages, discipline rates, sorts of business, versatile working approaches, extensive stretches of work, rest breaks, orders, rewards, leave and leave stacking, superannuation, and techniques for meeting, depiction, and question settlement. Similarly as the above areas, Modern Awards may in like manner spread terms about industry express abundance capabilities – that is, what laborers who are being made dull are equipped for. Visit Employsure's guide on Modern Awards to find all that you need to consider this noteworthy piece of work relations. National Minimum Wage. As the name proposes, a most minimal compensation allowed by law is verifiably the base rate an agent is equipped for be paid for their standard significant stretches of work. The most reduced compensation allowed by law which a specialist is to be paid is constrained by the specific mechanical instrument which they are used under; paying little respect to whether it be a Modern Award, Enterprise Agreement or National Minimum Wage demand. Despite which present day instrument the delegate is working under, they can't be paid an entirety not actually the national least pace of pay, paying little heed to whether a substitute whole is settled upon by the laborer. The national the most reduced compensation allowed by law and pay rates under Modern Awards are not set uncertainly. Both are studied by the Fair Work Commission (FWC) reliably. This is to choose whether a development is required subject to national desires for regular solaces, and any movements to the national the most minimal compensation allowed by law or pay rates under Modern Awards ought to be basically well early of the accompanying cash related year starting. It is critical for chiefs to remain cautious in checking any movements to their pertinent Modern

Awards or national the most reduced compensation allowed by law to ensure that they are not missing the mark on their laborers. The Fair Work Commission And The Fair Work Ombudsman. As the name proposes, a most minimal compensation allowed by law is verifiably the base rate an agent is equipped for be paid for their standard significant stretches of work. The most reduced compensation allowed by law which a specialist is to be paid is constrained by the specific mechanical instrument which they are used under; paying little respect to whether it be a Modern Award, Enterprise Agreement or National Minimum Wage demand. Despite which present day instrument the delegate is working under, they can't be paid an entirety not actually the national least pace of pay, paying little heed to whether a substitute whole is settled upon by the laborer. The national the most reduced compensation allowed by law and pay rates under Modern Awards are not set uncertainly. Both are studied by the Fair Work Commission (FWC) reliably. This is to choose whether a development is required subject to national desires for regular solaces, and any movements to the national the most minimal compensation allowed by law or pay rates under Modern Awards ought to be basically well early of the accompanying cash related year starting. It is critical for chiefs to remain cautious in checking any movements to their pertinent Modern Awards or national the most reduced compensation allowed by law to ensure that they are not missing the mark on their laborers. Recommended working hours and breaks Where interstate flights are required for business purposes these must not be before 7am or after 6pm Employees may not drive for longer than 5 hours in a single day Employees may not work for more than 10 hours per day including travel time Employment Contracts defines ‘ordinary hours’ as being 38 hours per week between 7am and 6pm and no employee is permitted to work outside of these hours without prior consent from the Managing Director Employees must take a 30-minute unpaid break away from their work stations SUPPORTING DOCUMENT FATIGUE SELF ASSESSMENT Questions Re sp on ses How do you feel right now? Very alert - wide awake A bit tired, effort required to stay alert Very fatigued, having difficultly staying alert Did you sleep in the last 24 hours? Yes - got my ideal amount of sleep Yes - but I did not get my ideal amount of sleep N o How would you rate the quality of that sleep? Good Average P o o r

Have you suffered any signs of fatigue immediately prior to or during this shift (eg. Micro sleeps, difficult concentrating)? No Some only Minor Y e s Do you believe you are fit for work? Yes Yes, with additional risk controls N o If one or more answer is Red , your fatigue category is Red. If one or more answer is amber , your fatigue category is amber . Otherwise, if your answers are green , your fatigue category is green. Risk Response / Actions Low Normal work activities. Self Monitoring. Undertake individual fatigue control measures. Moder ate Report to supervisor. Discuss and document work to be performed and any necessary additional fatigue control measures. High Do not perform any work until you have had a discussion with your Supervisor about the assessment results. Identify and document work that can be performed and any necessary additional fatigue control measures. LONG-DISTANCE DRIVING GUIDE Questions Re sp on ses How do you feel right now? Very alert - wide awake A bit tired, effort required to stay alert Very fatigued, having difficultly staying alert Did you sleep in the last 24 hours? Yes - got my ideal amount of sleep Yes - but I did not get my ideal amount of sleep N o How would you rate the quality of that sleep? Good Average P o o r Have you suffered any signs of fatigue immediately prior to or drive (eg. Micro sleeps, difficult concentrating)? No Some only Minor Y e s Yes, with

Do you believe you are fit to drive? Yes additional risk controls N o BREACH OF POLICY A break of this course of action and procedure may have unintended and dangerous outcomes. Bursts of this methodology and strategy may incite disciplinary move being made, recollecting dismissal for veritable cases. S UBMISSION REQUIREMENTS FOR T ASK 2:  Modified Health & Safety Policy & Procedure for Part B.  Working from home procedure for Part C.  Fatigue management procedure for Part C.

Assessment Task Cover Sheet – Assessment Task 3 Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work. Name: Faisal Tanveer Date of submission: 08-09-2020 Unit:  BSBWHS501 Ensure a safe workplace Assessor to complete Assessment Task Satisfactory/ Not satisfactory Date Was this a resubmission ? Y/N Project STUDENT DECLARATION I Faisal Tanveer ______________________________________ declare that these tasks are my own work. þ None of this work has been completed by any other person. þ I have not cheated or plagiarised the work or colluded with any other student/s. þ I have correctly referenced all resources and reference texts throughout these assessment tasks. þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature: Faisal Tanveer _____________________________________________________________ Student name: Faisal Tanveer ________________________________________________________________

ASSESSOR FEEDBACK Assessors: Please return this cover sheet to the student with assessment results and feedback. A copy must be supplied to the office and kept in the student’s file with the evidence. _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ Assessor signature: ________________________________________________________________________ Assessor name: ___________________________________________________________________________ Date: ___________________________________________________________________________________

Assessment Task 3: WHS Implementation T ASK SUMMARY In this task you will be establishing consultation and communication processes, working with others to solve issues raised through the WHS consultative process, providing information in relation to decisions made or research conducted regarding WHS, and displaying knowledge in WHS legislation, regulations and codes of practice. R ESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK :  Access to textbooks and other learning materials  Access to a computer, the Internet, and a web browser  Access to a word processor  CBSA organisational policies and procedures (accessible via the CBSA website)  Updated Health & Safety Policy & Procedures developed in previous assessment task.  Two additional students to play the role of staff members W HEN AND WHERE WILL THIS TASK BE COMPLETED ?  This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).  Your assessor will provide you with the due date for this assessment. W HAT HAPPENS IF I GET SOMETHING WRONG ? If you get something wrong you will need to resubmit that part of the task that has not been completed correctly or fully. Your assessor will provide you with guidance as to what needs to be resubmitted and how. S TUDENT INSTRUCTIONS FOR T ASK 3 Complete all parts of the assessment below.

To begin this part, read the following email and its attachment, then complete the tasks that follow: To: You From: Henry Thomas (henry.thomas@cbsa.com.au) Date/time: Friday 1:21PM Subject: WHS Implementation Issues Attachment: Case Studies.docx To You, The new WHS policies and procedures that you developed have been adopted and implemented; however, a number of issues have arisen since the implementation that need to be addressed. Please refer to the attached document which details the six issues encountered, and then use a word processor to answer to the questions and complete the tasks I have included with each issue so we can try and resolve these implementation issues. Kind Regards, Henry Thomas Governance Manager 300 Fictional Way, Sydney, NSW 2000 Phone: 1800 111 222 www.cbsa.com.au A TTACHMENT Case Studies.docx Case Study 1: No Consultation The new fatigue management policy and procedure has placed serious restrictions on the business consultants, restricting them from getting their work completed and closing sales, which in turn effects their commissions. As a collective group, the consultants have complained to the management team that they were not consulted with at any point during the design and implementation of the fatigue management policy and procedure. They are not satisfied with the process or the result and have requested that they be included in a revision of the procedure. Based on this scenario, answer the following four questions:  Question 1 : Is the PCBU required to consult with employees in this scenario? Explain your response.  Question 2 : In preparation for writing a consultation procedure, how do you think CBSA could best consult with their employees? Write dot points for the following headings that will appear in a procedure:  The matters that management will consult on  Who will be consulted  The format the consultation will take  How information and decisions will be shared with all staff  Question 3 : Does consultation in this scenario need to be documented?

 Question 4 : If you were to include documenting the consultation process into the procedure, what and how would the consultation be documented? Case Study 2: Fatigue Management Imagine that the current Fatigue Management procedure states:  Where interstate flights are required for business purposes these must not be before 7am or after 6pm  Employees may not drive for longer than five hours in a single day  Employees may not work for more than ten hours per day including travel time  Employment Contracts defines ‘ordinary hours’ as being 38 hours per week between 7am and 6pm and no employee is permitted to work outside of these hours without prior consent from the Managing Director.  Employees must take a 30-minute unpaid break away from their work stations The consultant’s view of these restrictions include:  Flights from 7am to Melbourne mean that consultants cannot get to 9am meetings or even into the CBD of cities until after 9am and coupled with different time zones in Australia this will severely affect business relationships.  No flights after 6pm hinder work at the opposite end of the day, meaning that consultants must wrap up their work day by 3pm to make it back to airports.  Driving from Sydney to country NSW and back is longer than five hours and this restriction is ridiculous for the same reasons listed above.  They have laughed at the ten-hour day suggesting that this is simply impossible. They have also said that prior to this procedure they managed their time effectively – if they were late home one night, they started late the next day or finished early the day before or after travel.  Having to get consent from the Operations Manager to work outside of the hours in the procedure is ridiculous and unrealistic. This suggests that the Operations Manager basically has control over their dairies and commissions.  The 30-minute lunch break is reasonable. Based on this scenario complete the following two tasks:  Task 1: In your group, research, discuss and agree on alternative arrangements for each of the stipulations in the procedure that the consultants have issues with. Ensure the alternative arrangements meet legislative requirements. Use the following Risk Management Chart from the Safe Work Model Code of Practice – Work Health and Safety Consultation, Cooperation and Coordination as a guide to assess the alternative arrangements. You must suggest a specific control measure for each hazard and document a similar table: Hazard Identification Risk Assessment Risk Control Factors that contribute to work Lower Risk Higher Risk Control Measure Standard daily hours worked 7.6 hours 9 hours 12 hours Monitor actual time worked against the allocated roster and identify excessive hours Daily work hours and work- related travel, including commute 10 hours 13 hours  Task 2 : Draft an email communication to the staff informing them of the alternative recommendations for the fatigue management procedure and the risk assessment that has been conducted. You must also

inform them that they will be required to vote on the changes at the next staff meeting. Include a brief outline of the safety issue, who was involved in making the alternative recommendations and your contact details if they have questions. Case Study 3: Health and Safety Representative As part of the duty holder’s responsibilities, the Managing Director has informed the employees at a staff meeting that they can elect a health and safety representative. One of the consultants has taken a keen interest and the other consultants and employees have elected them to represent their work group. The newly appointed health and safety representative has requested to do some training for this role. Based on this scenario answer/complete the following five questions/tasks:  Question 1: What training courses can the health and safety representative undertake in NSW?  Question 2: Is the health and safety representative required to undertake this training in order to hold office?  Question 3: Is the PCBU required to let the health and safety representative attend any training?  Question 4: Explain what the PCBU must do if the representative requests training.  Task 1 : Draft an email to the health and safety representative approving their training request. Provide the details on the next initial course with an approved provider in Sydney and inform them what you will and will not be covering the cost of in regard to this training. Case Study 4: Health and Safety Committee One of the other employees has requested that a health and safety committee be formed. You are not sure of the requirements here. You personally don’t think that the company is big enough to have a committee and neither is there a need based on the type of work the employees do. The health and safety representatives agree with you. Based on this scenario complete the following two tasks:  Task 1: Assume you are unable to find the information that you need about the topic on the Internet. Find the authority contact information in NSW and draft an email to them requesting information on the requirements for establishing a health and safety committee. You will need to provide a brief of the company – the type of operation, how many employees and where the request for the committee came from. Although you are not sending this email include the email address that you would use to contact the authority in NSW.  Task 2: Assume that you have heard back from the authority. Draft an email communication to the staff informing them of the information provided by the authority, the original request, the decision on whether a committee will be formed, who you consulted with and who staff should contact if they have questions. You will need to research the requirements and include the information in your own words (including the Act references) about when an employer is required to establish a health and safety committee. Case Study 5: WHS Issues Raised Assume that CBSA’s WHS Consultation and Communication procedure states that consultation will occur in team meetings where WHS will be a permanent agenda item. It also states that staff will be informed of decisions via the meeting minutes, the health and safety notice board and where applicable, a direct email or other form of communication such as training. During the weekly team meeting two health and safety issues were raised by the health and safety rep: 1. One of the staff members slipped over in a customer’s warehouse last week and hurt her knee quite badly for which she received immediate medical attention and will require on-going care. Upon investigation the health and safety rep discovered that the consultant used the required PPE (hi-vis vest, hard hat and safety glasses) but had stiletto shoes on. Footwear has not been included in the risk assessment. 2. During an online meeting with one of the staff members during the week the Managing Director noticed in the background of the webcam that the consultant had the smoke detector hanging out of the ceiling. When questioned, the consultant stated that it was faulty and kept going off every time someone cooked toast. Smoke detectors have not been included in the risk assessment. Based on this scenario complete the following two tasks:  Task 1 : Use the hierarchy of control to recommend a risk control for both scenarios. Re-create the table below to represent your data:

Hazard Identification Risk Assessment Risk Control Factors that contribute to work Lower Risk Higher Risk Control Measure  Task 2 : Draft meeting minutes of the safety issues raised at the meeting that include an outline of the issue, who raised the issue, the risk assessment conducted, who was involved in the assessment and consultation process, when the control measures take effect and any other actions that need to be completed. Case Study 6: Patterns of Injury The Managing Director requests a meeting with yourself and the Health and Safety rep and raises the record of injury report which has been collated. Over the past twelve months there have been six injuries which is considered extremely high for an organisation of CBSA’s size. There was an increase of two injuries from the previous 12 months – three of the four injuries were from manual tasks. The following data has been provided at the meeting: Name of injured Nature of Injury Date of Injury Workers Comp Claim? Notifiable Injury? Injured 1 Lower back – manual task 2/2/20XX Yes No Injured 2 Stress 3/5/20XX Yes No Injured 3 Hamstring – manual task 23/5/20XX No No Injured 4 Knee – fall 12/6/20XX Yes No Injured 5 Elbow – manual task 21/7/20XX Yes No Injured 6 Lower back – manual task 30/8/20XX Yes No Based on this scenario answer the following three questions:  Question 1 : What is the pattern of workplace injury?  Question 2: What is the percentage of manual task related injuries over the 2 years?  Question 3 : What recommendations would you make to CBSA to reduce the likelihood of being injured? T ASK Based on the email and its attachment, you are to complete the following task: You are required to work with at least two other students or colleagues to research, discuss and answer the questions. You are required to word process your own answers and submit individual assessments. Save each document that you create with an appropriate title so that any manager (and your assessor) is able to identify the content without having to open the document. Each document should also be saved into the correct folder in your WHS record keeping system. Submit your word-processed answers to your assessor in the required format. Read each case study and answer/complete all questions/tasks correctly. You are required to submit:  Case Study 1: answers to the four questions  Case Study 2: solutions to the two tasks

 Case Study 3: answers to the four questions and your solution to the one task  Case Study 4: solutions to the two tasks  Case Study 5: solutions to the two tasks  Case Study 6: answers to the three questions ANSWER: Case Study 1  Q1: The Code of Practice refers to Section 49 of the Work Health and Safety Act: A person conducting a business or undertaking must consult with workers when:  Engage workers to undertake work for them, or if they direct or influence work carried out by worker may put other people at risk from the conduct of their business or undertaking  Manage or control the workplace or fixtures, fittings or plant at the workplace  Design, manufacture, import or supply plant, substances or structures for use at a workplace  Install, construct or commission plant or structures at a workplace.  Q2: Sample answers to each part of this question are provided below:  Matters may include:  the likelihood of the hazard or risk concerned occurring  the degree of harm that might result from the hazard or risk  knowledge about the hazard or risk, and ways of eliminating or minimising the risk  the availability and suitability of ways to eliminate or minimise the risk, and  after assessing the extent of the risk and the available ways of eliminating or minimising the risk, the cost associated with available ways of eliminating or minimising the risk, including whether the cost is grossly disproportionate to the risk.  Who will be consulted? Officers (for example company directors) must exercise due diligence to ensure that the business or undertaking complies with the WHS Act and Regulations. This includes taking reasonable steps to:  Gain an understanding of the hazards and risks associated with the operations of the business or undertaking  Ensure that the business or undertaking has and uses appropriate resources and processes  Eliminate or minimise risks to health and safety. The format the consultation will take.  All staff will have the opportunity to participate in consultation in weekly staff meetings or other How information and decisions will be shared with all staff.  Staff meeting minutes  Safety notice board  Intranet page  Email  Training Q3: Codes of Practice states: Consultation with workers and with other duty holders does not have to be documented unless specifically required under the WHS Regulations. Q4: Codes of Practice states: The records should include any outcomes of discussions. The records can be brief and simple, and cover:  who is involved  what the safety matter is

 what decision has been made  who is to take action and by when  when the action has been completed Case Study 2 Task 1: Students must work together (in consultation) to provide at least one alternative for each stipulation in the procedure. Suggestions include:  Earliest flight may be 5am but the employee must not leave their home before 3am otherwise an overnight stay is required.  Where the working day including commuting and travel is equal to or more than 14 hours, employees must stay overnight in accommodation.  Where staff leave work to commute or travel before 7am and/or after 6pm, timesheets must reflect this and not more than 12 hours can accrue over a four-week period without taking time off.  Consultants should avoid driving longer than five hours per day and must not drive longer than eight hours. A 15-minute break must be taken every two hours plus a usual 30-minute lunch break. Where eight hours travel is required an overnight stop in accommodation must be included. Rather than seeking permission from the Managing Director, staff will email their schedule where it falls outside of these recommendations for advice and discussion. Students recommended arrangements should meet Fair Work’s minimum National Employment Standards.  Sample Risk Assessment : Hazard Identification Risk Assessment Risk Control Factors that contribute to work Lower Risk Higher Risk Control Measure Daily work hours and work- related travel, including commute 10 hours 14 hours+ Where the working day including commuting and travel is equal to or more than 14 hours, employees must stay overnight Accruing overtime due to travel commitments over a four-week period 2 – 4 hours 6 hours 8 hours 10 – 12 hours Time must be managed and time in lieu taken regularly to maintain work life balance. Hours must not accrue past 12 hours in a four-week period Driving long distances 5 hours 8 hours Employees must plan to avoid driving longer than five hours  Task 2: Students are required to prepare an email communication however they do not need to send the email. They must include in the email:  The recommended changes to the procedure

 The risk assessment  Outline of the safety matter  Who is involved in the consultation  Contact details  Informing staff that they will need to vote on the changes Case Study 3  Q1: The training courses that a health and safety representative can undertake in NSW are:  Health and safety responsibilities and roles.  Legislative compliance.  Policies and procedures.  Hazard and risk identification and reporting procedures.  Workers' compensation requirements and applications.  Resolution processes for issues and concerns.  Conflict management and awareness of stress management needs.  Design of safe workplace procedures.  Awareness of the consequences of poor safety management. Q2: No Q3: Yes, if the training is requested. Q4: Allow the employee time off work with such pay as he or she would otherwise be entitled to receive from the PCBU for working during that period; and pay the costs associated with each health and safety representative's attendance at the courses Task 1: Suggested email: Dear Health and Safety Rep, Your request to complete the five-day initial health and safety representative training has been approved. In providing a 14-day turnaround, the next course will an approved provider in Sydney that commences on 06/12/2020 at 9am and will be held at 1 King St, Melbourne. CBSA will pay for your training. You will be responsible for your meals and public transport costs – these will not be reimbursed. You will be paid your usual salary for the five days of the training. Please let me know by Monday, 1st of June if you will take up this offer so that I can book you in. Respectfully Yours, Student Case Study 4  Q1: Student must include in the email to the authority:  A request for information on the topic they are unfamiliar with – health and safety committee establishment  Type of operation – B2B service provider – consultancy, travelling via road and air, etc  How many employees – as detailed in the org chart in the Business Plan (29 employees)  Where the request for the committee came from – one employee  State/Territory authority contact email addresses: NSW SafeWork – contact@safework.nsw.gov.au  Q2: The email should contain information in relation to the original request for a committee to be established, the decision if a committee will be established with an explanation, who was involved in the consultation (group of students) and who they should contact (Managing Director). In relation to the establishment of the WHS committee: The Code of Practice refers to Section 75 of the

of the Work Health and Safety Act: A person conducting a business or undertaking must establish a health and safety committee within two months after being requested to do so by five or more workers, or by a health and safety representative, at the workplace. Section 76: Health and safety representatives may choose to be members of the health and safety committee. In total, at least half of the members of the committee must be workers who are not nominated by management. If you and your workers cannot agree about the health and safety committee in a reasonable time, either party can ask the regulator to appoint an inspector to decide on the make-up of the health and safety committee, or whether it should be established at all. Section 78: Health and safety committees must meet at least every 3 months. You can also initiate establishing a committee yourself if you consider it will help you meet your duty to consult and assist your workforce to participate in making health and safety decisions or if a significant number of workers are reluctant to take on the role of a health and safety representative. Case Study 5  Task 1: Sample risk assessment Hazard Identification Risk Assessment Risk Control Factors that contribute to work Lower Risk Higher Risk Control Measure Footwear on customer sites where PPE is required Flat rubber soled, covered in shoes High heels Open toed shoes Sandals Elimination – flat rubber soled shoes with covered toes must be worn on all work sites. Smoke detectors at work from home offices Working /tested smoke alarms that meet current legislative requirements Required # of working/ tested smoke alarms not current AS No smoke alarms No working smoke alarms Engineering and Administration Controls - Employees working from home must have smoke alarms fitted and maintained that meet the Building Code of Australia and the Australian Standard compliance requirements.  Task 2: Suggested minutes:  Safety Issues raised by Bob, Health and Safety Representative:  Notice of injury for consultant – inappropriate footwear worn at customer site. Footwear is not included in current risk assessment or PPE requirements. Risk Assessment conducted.  Risk Assessment control measure – Elimination – flat rubber soled shoes with covered toes must be worn on all work sites.  Consultation Process – The students’ names x 3 were involved in consultation process  Effect – immediately  Action – Student 1 to inform staff immediately following this meeting via email  Action – Student 2 to update procedure with risk assessment information  Action – Managers to reinforce email message verbally  Notice of non-compliance with Australian Standard (3786:2015) – smoke alarms not working/damaged in work from home employee. Smoke alarms are not included in Work from Home procedure or checklist. Risk Assessment conducted.

 Risk Assessment control measure – Engineering and Administration Controls – Employees working from home must have smoke alarms fitted and maintained that meet the Building Code of Australia and the Australian Standard compliance requirements.  Consultation Process – The students’ names x 3 were involved in consultation process  Effect – immediately. Employees working from home will have three months to comply.  Action – Student 1 to inform staff immediately following this meeting via email  Action – Student 2 to update procedure and checklist with risk assessment information  Action – Student 3 to follow up with all working from home staff in three months to conduct home office audit. Case Study 6  Q1: Student must answer: manual tasks.  Q2: Student must answer: 70%  Q3: Student response may refer to: further training, further risk assessment, removing the injury’s cause S UBMISSION REQUIREMENTS FOR T ASK 3:  Word document with your answers

Assessment Task Cover Sheet – Assessment Task 4 Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work. Name: Faisal Tanveer Date of submission: Faisal Tanveer Unit:  BSBWHS501 Ensure a safe workplace Assessor to complete Assessment Task Satisfactory/ Not satisfactory Date Was this a resubmission ? Y/N Project STUDENT DECLARATION I Faisal Tanveer ______________________________________ declare that these tasks are my own work. þ None of this work has been completed by any other person. þ I have not cheated or plagiarised the work or colluded with any other student/s. þ I have correctly referenced all resources and reference texts throughout these assessment tasks. þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature: Faisal Tanveer _____________________________________________________________ Student name: Faisal Tanveer ________________________________________________________________

ASSESSOR FEEDBACK Assessors: Please return this cover sheet to the student with assessment results and feedback. A copy must be supplied to the office and kept in the student’s file with the evidence. _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ Assessor signature: ________________________________________________________________________ Assessor name: ___________________________________________________________________________ Date: ___________________________________________________________________________________

Assessment Task 4: WHS Training T ASK SUMMARY Students are to develop and deliver a workplace health and safety training program. R ESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK :  Access to textbooks and other learning materials  Access to a computer, the Internet, and a web browser  Access to a word processor  Answers documented in the previous assessment task  Modified Health & Safety Policy & Procedures developing in a previous assessment task  Two additional students to play the role of presentation attendees W HEN AND WHERE WILL THIS TASK BE COMPLETED ?  This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).  Your assessor will provide you with the due date for this assessment. W HAT HAPPENS IF I GET SOMETHING WRONG ? If you get something wrong you will need to resubmit that part of the task that has not been completed correctly or fully. Your assessor will provide you with guidance as to what needs to be resubmitted and how. S TUDENT INSTRUCTIONS FOR T ASK 4 Complete all tasks of the assessment below.

To begin this part, read the following email and then complete the tasks that follow: To: You From: Henry Thomas (henry.thomas@cbsa.com.au) Date/time: Wednesday 11:19AM Subject: New Induction Process Training To You, I want you to be personally responsible for developing and delivering a workplace health and safety induction program for new staff. All current staff will also need to be re-trained to bring them up to speed with the new WHS Policy and information that has been discussed and agreed upon in consultation. As well as delivering information to staff on the general WHS policy, you will need to select one of the topics that you have researched regarding resolving the WHS implementation issues to include in your training presentation:  Working from home  Fatigue Management  Health and Safety representatives  Health and Safety committees  Health and Safety consultation and communication  Risk assessments Kind Regards, Henry Thomas Governance Manager 300 Fictional Way, Sydney, NSW 2000 Phone: 1800 111 222 www.cbsa.com.au T ASK Based on the email, complete the following tasks: 1. Develop a presentation for an induction/training program. You will need to use a presentation package such as Microsoft PowerPoint to create your presentation. Prepare your training session for a 20-minute presentation. You are required to address the following points in your presentation:  An overview of WHS legislation that applies to CBSA and the purpose of such legislation – note this should be the WHS legislation that applies to NSW  Purpose/definitions of WHS Act, Regulations, Codes of Practice  An explanation of the definitions for hazard, hazard identification, risk and risk assessment, accident, incident and near miss  Meaning of duty of care  Obligations of workers and PCBU

 Persons within the organisation who are responsible for WHS and each of their responsibilities (this will be yourself and the newly appointed WHS representative)  An outline of the topic you have selected. The information you provide must contain information about the legislative framework and the workplace procedure (or instruction) Ensure that you save your presentation into the appropriate folder in your record keeping system. 2. Conduct induction/training program. This part of the assessment task requires you to conduct your induction/training program for staff. You will have 20 minutes to present your induction/training program to a small group of students that your assessor will arrange. During the presentation, your assessor will be looking to see that you can:  Speak clearly and concisely  Use effective non-verbal communication skills to encourage audience interest  Respond to questions  Ask questions to seek feedback and understanding of the topic  Use of active listening techniques to confirm and clarify understanding  Provide the opportunity for questions at the end of your presentation 3. Write an email to Henry Thomas evaluating your own performance in developing and delivering the training session. Discuss what went well and what you could improve on. Also discuss what you would include/not include or change if this were a real workplace health and safety induction. Draft the email using the organisation’s Email template (accessible via the CBSA website) that:  Specifies who the email is to  Specifies who the email is from  Specifies the date and time you sent the email  Specifies the subject  Specifies the updated policy as the attachment  Details in the email body why you are sending this email. You must evaluate your performance, discuss what went well and what didn’t and how you would improve.  Specifiy in the email footer what job position you are role playing S UBMISSION REQUIREMENTS FOR T ASK 4:  Training presentation  Email

Assessment Task Cover Sheet – Assessment Task 5 Students: Please fill out this cover sheet clearly and accurately. Make sure you have kept a copy of your work. Name: Faisal Tanveer Date of submission: Faisal Tanveer Unit:  BSBWHS501 Ensure a safe workplace Assessor to complete Assessment Task Satisfactory/ Not satisfactory Date Was this a resubmission ? Y/N Project STUDENT DECLARATION I Faisal Tanveer ______________________________________ declare that these tasks are my own work. þ None of this work has been completed by any other person. þ I have not cheated or plagiarised the work or colluded with any other student/s. þ I have correctly referenced all resources and reference texts throughout these assessment tasks. þ I understand that if I am found to be in breach of policy, disciplinary action may be taken against me. Student signature: Faisal Tanveer _____________________________________________________________ Student name: Faisal Tanveer ________________________________________________________________

ASSESSOR FEEDBACK Assessors: Please return this cover sheet to the student with assessment results and feedback. A copy must be supplied to the office and kept in the student’s file with the evidence. _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ Assessor signature: ________________________________________________________________________ Assessor name: ___________________________________________________________________________ Date: ___________________________________________________________________________________

Assessment Task 5: WHS Review and Evaluation T ASK SUMMARY Students are to evaluate a health and safety management system and provide recommendations for improvement and measures to meet compliance requirements. R ESOURCES AND EQUIPMENT REQUIRED TO COMPLETE THIS TASK :  Access to textbooks and other learning materials  Access to a computer, the Internet, and a web browser  Access to a word processor W HEN AND WHERE WILL THIS TASK BE COMPLETED ?  This task may be done in your own time as homework or you may be given time to do this task in class (where applicable).  Your assessor will provide you with the due date for this assessment. W HAT HAPPENS IF I GET SOMETHING WRONG ? If you get something wrong you will need to resubmit that part of the task that has not been completed correctly or fully. Your assessor will provide you with guidance as to what needs to be resubmitted and how. S TUDENT INSTRUCTIONS FOR T ASK 5 Complete all tasks of the assessment below.

To begin this part, read the following email and its attachment, then complete the tasks that follow: To: You From: Henry Thomas (henry.thomas@cbsa.com.au) Date/time: Monday 12:15PM Subject: WHS Audit Results Attachment: Audit Results.docx, WHS Performance Reporting Matrix.docx To You, It’s been 12 months since your updated Health & Safety Policy & Procedures were implemented, and I have hired an external auditor to review compliancy against WHS legislation and codes of practice. Review the attached Audit Results to determine what we are doing well, and what we aren’t doing so well. You need to ensure that a minimum of satisfactory performance for each audit item is to be against the WHS Performance Reporting Matrix. Where an area is identified as minimal, you should make recommendations for what immediate actions to improve this score. Kind Regards, Henry Thomas Governance Manager 300 Fictional Way, Sydney, NSW 2000 Phone: 1800 111 222 www.cbsa.com.au A TTACHMENTS Audit Results.docx An internal audit has been conducted on the WHS Management System with the following results found: 1. WHS Policy:  The WHS policy was developed and defines objectives and responsibilities  The WHS policy is available on the Staff Intranet  The WHS policy has been signed off by the Governance Manager 2. WHS responsibilities:  Responsibilities for WHS included in policy  The policy does not refer to the health and safety representative 3. WHS consultation:  WHS is a standing agenda item of staff meeting and all staff have opportunity to raise and discuss issues 4. WHS Training:  All new staff have received training on health and safety during induction  WHS training sessions held on introduction of new WHS policies and procedures  Induction records kept 5. WHS Procedures:

 WHS procedures in place 6. Contractor Management:  No formal WHS procedures in place (the company doesn’t use contractors) 7. WHS Performance Indicators:  WHS policy and procedures includes overall goals of WHS 8. Risk management processes:  Clear procedures for risk management with responsibilities identified 9. WHS inspections:  Each staff member carries out inspections as required  Reports and actions are sometimes completed 10. Incident Report/Emergency Response:  Incident form on intranet  70% of incidents and near misses reported 11. Injury Management/Return to Work:  Nothing in place currently 12. WHS Document Control:  WHS policies and procedures and forms are kept in central location  WHS documents have version control and are dated  Organisation has an overall record keeping policy and procedure 13. WHS Performance Review:  Little analysis of WHS performance measures 14. WHS Auditing:  No WHS audits have been conducted in the last 12 months 15. WHS Continuous Improvement:  No procedures in place for WHS continuous improvement WHS Performance Reporting Matrix.docx WHS performance reporting matrix GRADING WHS MANAGEMENT SYSTEM ELEMENTS 1. WHS Policy & commitments 2. WHS Responsibilities 3. WHS Consultation Advanced Performance System constantly measured and benchmarked for continuous improvement As for Good, plus:  WHS policy is promoted to external stakeholders  Policy is periodically reviewed to make sure it gives practical direction to all WHS activities As for Good, plus:  WHS responsibilities periodically reviewed to make sure they meet organisational & legal requirements  Senior management performance is assessed against their WHS responsibilities As for Good, plus:  WHS consultation processes are periodically reviewed to make sure they are meeting workplace needs & legal requirements  Consultation Statement displayed Good As for Satisfactory, plus: As for Satisfactory, plus: As for Satisfactory, plus:

Performance All required elements in place and operating effectively  WHS policy is included in relevant WHS training for staff, contractors & visitors  Job applicants are asked to demonstrate ability against WHS responsibilities  Manager performance is assessed against WHS responsibilities of the position  Staff are aware of the consultation arrangements  Staff are aware of the names of the key people with whom to discuss WHS issues  Staff are consulted when changes are planned for the workplace Satisfactory Performance Basic system and legal compliance  WHS policy developed in consultation with staff  Policy defines goals & major responsibilities  Policy is signed by the Governance Manager & dated  Policy is circulated in the workplace  A senior manager is assigned responsibility for the WHS system  All WHS responsibilities are defined & included in job descriptions  People are trained in their WHS responsibilities  Each workgroup has some form of consultation arrangements in place  Meetings with WHS on the agenda are held frequently and meeting agendas & minutes are circulated to all staff  Consultation training has been provided and successfully completed  There is a procedure for resolving WHS issues Minimal Performance Fails to meet basic legal requirements  WHS Policy developed  WHS responsibilities are not defined or included in job descriptions  There is a WHS Committee or some arrangements have been made for consultation however there is no consistency when consultation takes place GRADING WHS MANAGEMENT SYSTEM ELEMENTS 4. WHS Training 5. WHS Procedures 6. Contractor Management Advanced Performance System constantly measured and benchmarked for continuous improvement As for Good, plus:  WHS training procedures are reviewed to make sure they remain effective  The training program responds to changes in As for Good, plus:  Procedures are made available to other schools of a similar size  Procedures are compared against those in similar schools to assess them As for Good, plus:  Consultation takes place between senior management & contractor management to review WHS performance issues

the work environment & legal requirements for WHS against best practice in educational environments Good Performance All required elements in place and operating effectively As for Satisfactory, plus:  Suitably qualified people give training  All managers are trained in their WHS responsibilities  After training people demonstrate what they have learnt  Refresher training is provided As for Satisfactory, plus:  Procedures are available electronically  Procedures are reviewed to assess their effectiveness  Only current copies of procedures are available in the workplace As for Satisfactory, plus:  A list of preferred contractors is kept based on past performance standards  Contractor WHS performance is part of general WHS performance reports Satisfactory Performance Basic system and legal compliance  Staff do WHS training needs analysis  An annual training plan is developed and implemented  Training is appropriately resourced  Staff attend training  Training records are kept  Induction training is given before anyone starts work  Risk assessments have been done to identify the need for procedures  Procedures reference legal & other requirements  Procedures are developed in consultation with staff  Staff are trained in procedures relevant to their work  Procedures are collected together in an WHS Manual  There is a procedure for the WHS aspects of minor contractor selection  Tender selection involves assessment of WHS capabilities  Contractors are asked for safety documents before starting work  Contractors do WHS induction training  Contractor WHS performance is assessed  Unsatisfactory WHS performance is take up with contractors Minimal Performance Fails to meet basic legal requirements  Some WHS information is given at induction  No consistent effort is made to identify & meet WHS training needs  Some WHS procedures have been developed for obvious hazards (manual handling, electrical, etc)  Contractor selection does not include WHS criteria  Contractors are not supervised while in the workplace GRADING WHS MANAGEMENT SYSTEM ELEMENTS 7. WHS Performance Indicators 8. Risk Management Processes 9. Inspection, Testing & Corrective Action

Advanced Performance System constantly measured and benchmarked for continuous improvement As for Good, plus:  WHS performance is benchmarked against industry standards – where available As for Good, plus:  Risk management processes are benchmarked against industry practice – where available As for Good, plus:  Inspection procedures are reviewed to make sure they continue to be effective  Outcomes from inspections are reviewed to identify weaknesses in workplace procedures & practice Good Performance All required elements in place and operating effectively As for Satisfactory, plus:  WHS performance is reported to external stakeholders As for Satisfactory, plus:  Outcomes from risk management are reported to senior management & the WHS committee if applicable or to all staff in general  Risk management procedures are reviewed to make sure they continue to be effective As for Satisfactory, plus:  People doing inspections have WHS training & experience in the workplace  Only qualified people carry out testing of plant, equipment & facilities  Corrective action is reviewed to check on its effectiveness Satisfactory Performance Basic system and legal compliance  There is a procedure for WHS performance measurement  Performance indicators balance process & outcome indicators  There is a schedule for regular WHS reporting  WHS reports are an agenda item at management meetings  WHS performance is reported to staff  There is a procedure for risk management  Managers have identified responsibilities for risk management  Continuous efforts are made to identify hazards and control risks  Safe work procedures have been developed for all hazardous situations  Everyone is trained in safe work procedures  The effectiveness of risk controls is regularly reviewed  There is a procedure for inspection, testing & corrective action  Inspections are done to a schedule  Inspection checklists are used  Corrective action is recorded & taken  Outcomes for inspections are reported to management & the WHS Committee  Inspection documents are kept  There is a schedule for testing plant, equipment & facilities Minimal Performance  General goals are included in WHS Policy  Risk management depends on each manager’s level of interest  Inspections rely on staff looking around to spot

Fails to meet basic legal requirements  WHS performance measurement relies on injury data & workers compensation costs  Some efforts are made to identify hazards & control risks  Safe Procedures for hazardous work available problems  Corrective action may be taken GRADING WHS MANAGEMENT SYSTEM ELEMENTS 10. Incident Report/Emergency Response 11. Injury Management/Return to Work 12. WHS Document Control Advanced Performance System constantly measured and benchmarked for continuous improvement As for Good, plus:  Senior management maintain appropriate liaison with external emergency service providers  External emergency services are periodically included in trials of emergency procedures As for Good, plus:  Senior management benchmark injury claims & return to work performance against comparable business’s performance As for Good, plus:  The procedures for WHS document control periodically reviewed to make sure it continues to work effectively  Senior management review changes in technology of document control to identify & implement the most efficient methods Good Performance All required elements in place and operating effectively As for Satisfactory, plus:  Staff are continually encouraged to report incidents  Emergency procedures are benchmarked with similar companies As for Satisfactory, plus:  Senior management review the number of injury claims & progress achieved by return to work programs  Any weaknesses in performance are identified & corrected As for Satisfactory, plus:  WHS documents are periodically reviewed & updated, as required  WHS document control is tested as part of WHS auditing Satisfactory Performance Basic system and legal compliance  There are incident reporting & emergency response procedures  Staff are trained in these procedures  Incident report forms are available  Most incidents are reported  All reported incidents are investigated  There is an Injury Management & Return to Work Policy & Procedures which complies with legal requirements  There is a trained Return-to- Work Coordinator  Staff know about their entitlements  Management know about their role in return to work  There is a procedure for WHS document control  WHS documents are filed, stored & archived  WHS documents can be retrieved  Documents carry dates & version numbers  There are current copies of WHS law, Codes of

 Corrective action is taken promptly  Emergency procedures are regularly trialled & improved programs Practices etc available Minimal Performance Fails to meet basic legal requirements  Incidents are sometimes reported and investigated  There is an emergency procedure but it hasn’t been trialled  There is an Injury Management & Return to Work Policy  Staff do not understand the policy requirements  Some WHS documents are kept  Dates and version numbers are not applied to WHS documents GRADING WHS MANAGEMENT SYSTEM ELEMENTS 13. WHS Performance Review 14. WHS Auditing 15. WHS Continuous Improvement Advanced Performance System constantly measured and benchmarked for continuous improvement As for Good, Plus:  WHS performance is benchmarked against comparable businesses As for Good, Plus:  Regular and planned WHS audits are a key component in developing continuous improvement plans As for Good, Plus:  System changes & improvements are reported on website so they can be shared with others Good Performance All required elements in place and operating effectively As for Satisfactory, plus:  WHS performance outcomes are shared with staff  WHS performance outcomes are reported to external stakeholders As for Satisfactory, plus:  The Governance Manager reports WHS audit outcomes & their implemented responses to the Managing Director As for Satisfactory, plus:  System changes & improvements are reported to staff  System changes & improvements are reported to external stakeholders Satisfactory Performance Basic system and legal compliance  There is a procedure for WHS performance review  Process & outcome indicators are used for performance review  Regular WHS performance reports are compiled  WHS reports are considered by the Governance Manager & relevant committees  There is a schedule for audits  Internal & external auditors are qualified  Audit reports are considered by senior management & responses made to report recommendations  Corrective action is taken promptly  Audit reports are kept  There is a procedure which sets out how WHS system improvement will be achieved  Senior & line management review all WHS indicators & performance information to identify possible system improvements  System changes are decided on after

 Performance improvements are identified & introduced consultation with relevant staff  A system improvement plan is developed & implemented  System changes are reviewed to check that improved performance has resulted Minimal Performance Fails to meet basic legal requirements  Injury statistics & WC costs are sometimes reviewed  Reviews rarely lead to change  WHS audits are not done  Effort is focused on fixing WHS problems rather than achieving improved WHS performance  KPIs show little evidence of improved WHS T ASK Based on the email and its attachments, complete the following tasks: 1. You are required to measure and evaluate the level of compliance against the WHS Performance Reporting Matrix and provide a report to the Henry Thomas. Review the data in the Audit Results attachment and measure the performance using the Performance Reporting Matrix. Record the grading for each system element, the reasons that the grade has been applied and at least one action that is required to move the performance to ‘satisfactory performance’. Also make at least one recommendation for improving the measurement of each system element. For example, WHS policy and commitments states that ‘good performance’ equates to the policy being included in relevant training. A better measure may include that staff are trained within two days of their employment commencement date. Ensure your report is saved into your WHS record keeping system. 2. As a result of the audit evaluation you have discovered that no internal safety hazard inspections have been conducted in the past 12 months. Create a 12-month audit schedule that covers an audit of each element in the WHS Management System. Allocate the responsibility of the audit to either yourself or the health and safety representative. S UBMISSION REQUIREMENTS FOR T ASK 5:  Evaluation report.  Audit schedule.