Unit Result Record Sheet: Roman Bishwakarma HPO1220006 Assessment Completed Result Result

Unit Result Record Sheet
SITXWHS003
Implement and monitor work health and safety practices
Student Name:
BLOCK Print
ROMAN BISHWAKARMA
Student Number:
BLOCK Print HPO1220006
Assessment Reassessment
Completed Result Completed Result
(If required)
Date
Date
Reassessed
Assessed
(Evidence must be in (Evidence must be in
students file) students file)
Written Assessment
Questions
Summative Written
Assessment Questions
Summative Practical
Demonstration of Skills
Result for unit Competent Not Yet Competent

Assessor Name:
Signature:
& Signature
Date result
reached:
Comments:
Student Declaration:
I declare that:
• I was made aware of all assessment requirements for this/these unit/s
• I have received feedback from my assessor on the results of each individual assessment task and my overall result for
this/these unit/s
• I have been made aware of the reassessment policy for any assessment tasks and/or units that I have not yet
satisfactorily completed
• All work for assessment tasks submitted for this unit is my own with no part of any assessment being
copied/plagiarised from another person’s work, except where authorized and listed/referenced
ROMAN BISHWAKARMA
Student Signature:
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Student Name: ROMAN BISHWAKARMA____________________________ Student ID:

_HPO1220006__________________________
Received by Australian College of Trade:
NAME: ______________________________ Signature: _________________________ Date: __________

UNIT: SITXWHS003 Implement and monitor work health and safety practices
SITXWHS003
Implement and monitor work

health and safety practices
VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

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Learner Workbook
Table of Contents
Table of Contents ......................................................................................................................... 2

Instructions to Learner ....................................................................... Error! Bookmark not defined.
Assessment instructions .................................................................. Error! Bookmark not
defined.
Assessment requirements ............................................................... Error! Bookmark not
defined.
Observation/Demonstration .............................................................. Error! Bookmark not defined.
Third Party Guide ............................................................................... Error! Bookmark not defined.
Third party details (required information from the learner) ........... Error! Bookmark not
defined.
Activities ..................................................................................................................................... 4
Activity 1A .......................................................................................................................................
9
Activity 1B .....................................................................................................................................
10
Activity 2A .....................................................................................................................................
11 Activity 2B
..................................................................................................................................... 12
Activity 2C .....................................................................................................................................
13 Activity 3A
..................................................................................................................................... 14

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Activity 3B .....................................................................................................................................
15 Activity 3C
..................................................................................................................................... 16 Activity
3D ..................................................................................................................................... 17
Activity 4A .....................................................................................................................................
18
Activity 4B .....................................................................................................................................
19
Activity 4C .....................................................................................................................................
20
Activity 4D .....................................................................................................................................
21
Activity 4E......................................................................................................................................
22
Activity 5A .....................................................................................................................................
23 Activity 5B
..................................................................................................................................... 24
Activity 5C .....................................................................................................................................
25 Activity 6A
..................................................................................................................................... 26
Activity 6B .....................................................................................................................................
27
Summative Assessments ............................................................................................................ 28
Section A: Skills Activity ................................................................................................................
29
Section B: Knowledge Activity (Q & A) ..........................................................................................
31
Section C: Performance Activity....................................................................................................
35 Workplace Documentation – for learner
..................................................................................... 36
Workplace documents checklist ................................................................................................... 36
Supplementary Oral Questions (optional) – for assessor ............................................................. 37
Competency record to be completed by assessor ........................................................................ 40

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Instructions to Learner
Assessment instructions
Overview
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and
the terms and conditions relating to the submission of your assessment task. Please consult with
your trainer/assessor if you are unsure of any questions. It is important that you understand and
adhere to the terms and conditions, and address fully each assessment task. If any assessment task is
not fully addressed, then your assessment task will be returned to you for resubmission. Your
trainer/assessor will remain available to support you throughout the assessment process.
Written work
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of
the overall unit of competency. When undertaking any written assessment tasks, please ensure that
you address the following criteria:
 Address each question including any sub-points
 Demonstrate that you have researched the topic thoroughly
 Cover the topic in a logical, structured manner
 Your assessment tasks are well presented, well referenced and word processed
 Your assessment tasks include your full legal name on each and every page.
Active participation
It is a condition of enrolment that you actively participate in your studies. Active participation is
completing all the assessment tasks on time.
Plagiarism
Plagiarism is taking and using someone else's thoughts, writings or inventions and representing them
as your own. Plagiarism is a serious act and may result in a learner’s exclusion from a course. When
you have any doubts about including the work of other authors in your assessment, please consult
your trainer/assessor. The following list outlines some of the activities for which a learner can be
accused of plagiarism:
 Presenting any work by another individual as one's own unintentionally
 Handing in assessments markedly similar to or copied from another learner
 Presenting the work of another individual or group as their own work
 Handing in assessments without the adequate acknowledgement of sources used, including

assessments taken totally or in part from the internet.
If it is identified that you have plagiarised within your assessment, then a meeting will be organised
to discuss this with you, and further action may be taken accordingly.

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Collusion
Collusion is the presentation by a learner of an assignment as their own that is, in fact, the result in
whole or in part of unauthorised collaboration with another person or persons. Collusion involves
the cooperation of two or more learners in plagiarism or other forms of academic misconduct and,
as such, both parties are subject to disciplinary action. Collusion or copying from other learners is
not permitted and will result in a “0” grade and NYC.
Assessments must be typed using document software such as (or similar to) MS Office. Handwritten
assessments will not be accepted (unless, prior written confirmation is provided by the
trainer/assessor to confirm).
Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more
training and experience).
Once the learner has satisfactorily completed all the tasks for this module the learner will be
awarded “Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.
If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and
will be given another chance to resubmit your assessment task(s). If you are still deemed as “Not Yet
Competent” you will be required to re-enrol in the unit of competency.
Additional evidence
If we, at our sole discretion, determine that we require additional or alternative
information/evidence in order to determine competency, you must provide us with such
information/evidence, subject to privacy and confidentiality issues. We retain this right at any time,
including after submission of your assessments.
Confidentiality
We will treat anything, including information about your job, workplace, employer, with strict
confidence, in accordance with the law. However, you are responsible for ensuring that you do not
provide us with anything regarding any third party including your employer, colleagues and others,
that they do not consent to the disclosure of. While we may ask you to provide information or
details about aspects of your employer and workplace, you are responsible for obtaining necessary
consents and ensuring that privacy rights and confidentiality obligations are not breached by you in
supplying us with such information.
Assessment appeals process

If you feel that you have been unfairly treated during your assessment, and you are not happy with
your assessment and/or the outcome as a result of that treatment, you have the right to lodge an
appeal. You must first discuss the issue with your trainer/assessor. If you would like to proceed
further with the request after discussions with your trainer/assessor, you need to lodge your appeal
to the course coordinator, in writing, outlining the reason(s) for the appeal.
Recognised prior learning

Candidates will be able to have their previous experience or expertise recognised on request.

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Special needs
Candidates with special needs should notify their trainer/assessor to request any required
adjustments as soon as possible. This will enable the trainer/assessor to address the identified needs
immediately.
Assessment requirements
Assessment can either be:
 Direct observation
 Product-based methods e.g. reports, role plays, work samples
 Portfolios – annotated and validated
 Questioning
 Third party evidence.

If submitting third party evidence, the Third Party Observation/Demonstration document must be
completed by the agreed third party.
Third parties can be:
 Supervisors
 Trainers
 Team members
 Clients
 Consumers.
The third party observation must be submitted to your trainer/assessor, as directed.
The third party observation is to be used by the assessor to assist them in determining competency.
The assessment activities in this workbook assess aspects of all the elements, performance criteria,
skills and knowledge and performance requirements of the unit of competency.
To demonstrate competence in this unit you must undertake all activities in this workbook and have
them deemed satisfactory by the assessor. If you do not answer some questions or perform certain
tasks, and therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you
supplementary questions to determine your competence. Once you have demonstrated the required
level of performance, you will be deemed competent in this unit.
Should you still be deemed Not Yet Competent, you will have the opportunity to resubmit your
assessments or appeal the result.
As part of the assessment process, all learners must abide by any relevant assessment policies as
provided during induction.
If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your
assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish
to do so, discuss this with your trainer/assessor.

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Observation/Demonstration
Throughout this unit, you will be expected to show your competency of the elements through
observations or demonstrations. Your trainer/assessor will have a list of demonstrations you must
complete or tasks to be observed. The observations and demonstrations will be completed as well as
the activities found in this workbook.
An explanation of observations and demonstrations:
Observation is on-the-job
The observation will usually require:
 Performing a work-based skill or task
 Interaction with colleagues and/or customers.
Demonstration is off-the-job
A demonstration will require:
 Performing a skill or task that is asked of you
 Undertaking a simulation exercise.
Your trainer/assessor will inform you of which one of the above they would like you to do. The
observation/demonstration will cover one of the unit’s elements.
The observation/demonstration will take place either in the workplace or the training environment,
depending on the task to be undertaken and whether it is an observation or demonstration. Your
trainer/assessor will ensure you are provided with the correct equipment and/or materials to
complete the task. They will also inform you of how long you have to complete the task.
You should be able to demonstrate the skills, knowledge and performance criteria required for
competency in this unit, as seen in the Learner Guide.
Third Party Guide

You should supply details of the third party to the assessor before you commence the activities (see
below), unless the assessor has already selected a third party themselves. The assessor can then
contact the third party in instances where they require more evidence to determine competency, or
they cannot observe certain tasks themselves.
The reasons to use a third party may include:

 Assessment is required in the workplace
 Where there are health and safety issues related to observation  Patient
confidentiality and privacy issues are involved.

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If you are not employed, or able to complete demonstrative tasks in the workplace, you will need to
inform the assessor. They will be able to provide you with a simulated environment in which to
complete these tasks.
We would prefer that, wherever possible, these be “live” issues for your industry and require
application of the principles that you are learning as part of your training. Where this is not possible,
you and your third party should simulate the activity tasks and demonstrations that you believe
would be likely to arise in your organisation or job role.
Third party evidence can also be used to provide “everyday evidence” of tasks included in your work role
that relate to the unit of competency but are not a part of the formal assessment process.
The third party is not to be used as a co-assessor – the assessor must make the final decision on
competency themselves. Documents relevant to collection of third-party evidence are included in
the Third Party section in the Observations/Demonstrations document.
Third party details (where required from the learner)

A third party may be required for observations or demonstrations; please provide details below of
your nominated third party and obtain their signature to confirm their agreement to participate. This
information will be required by your trainer/assessor in advance of arranging any future
observations or demonstrations.
Third party name: ______________________________________________________________
Position of third party: ______________________________________________________________
Telephone number: ______________________________________________________________
Email address: ______________________________________________________________
Declaration for nominated third party

I declare my intention to act as third party for (learner’s name here) __________________________
Third party signature: _____________________________________ Date: ___________________

Activities
Complete the following activities individually or in a group (as applicable to the specific activity
and the assessment environment).
Activity 1A
Estimated Time 20 Minutes
Objective To provide you with an opportunity to describe how to explain relevant WHS
information to personnel.

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1. What types of WHS information should be explained to personnel?

Effective communication of workplace health and safety (WHS) information is essential for
personnel. They should be informed about safety policies, hazard identification, risk assessment,
training, safety signs, incident reporting, first aid, legal responsibilities, and fostering a culture of
continuous improvement. This ensures a safe and healthy working environment, promoting the
well-being of personnel.
2. What methods can you use to explain WHS information to personnel?

• Training sessions: Interactive sessions with presentations and demonstrations.
• Written materials: Safety manuals, handbooks, and SOPs.
• Visual aids: Charts, diagrams, infographics, and videos.
• One-on-one discussions: Personalized attention and addressing specific questions.
• Online learning platforms: E-learning modules with quizzes and assessments.
• Safety briefings and toolbox talks: Regular meetings focusing on safety topics.
• Practical demonstrations: Hands-on examples of safety procedures.
• Mentoring and shadowing: Pairing personnel with experienced mentors.
3. Describe aspects of WHS particular to your organization that should be explained to

personnel
• Organizational WHS Policies: Explain the specific policies and guidelines that your organization
has in place to ensure the health and safety of personnel. This may include policies related to
hazard identification, risk assessment, incident reporting, emergency procedures, and
compliance with relevant regulations and standards.
• Job-Specific Safety Procedures: Outline the safety procedures and protocols that are specific to
each role or job within your organization. This may involve explaining safe operation of
equipment, handling of hazardous substances, adherence to ergonomic principles, and the use
of personal protective equipment (PPE).
• Workplace Hazards and Controls: Identify the particular hazards present in your workplace and
describe the control measures in place to mitigate those hazards. This may include physical
hazards (e.g., machinery, chemicals), biological hazards (e.g., infectious diseases), ergonomic
hazards (e.g., repetitive strain injuries), or psychosocial hazards (e.g., workplace stress).
• Incident Reporting and Response: Explain the process for reporting incidents, accidents, near
misses, or any safety concerns. Provide guidance on who to contact, what information should
be included in the report, and emphasize the importance of prompt reporting. Also, clarify the
steps taken by the organization to respond to incidents and investigate root causes.

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Activity
1B
Objective To provide you with an opportunity to describe how to make all current WHS
information readily accessible to staff.

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Activity
1. Identify methods you can use to provide staff with WHS information
• Training Sessions: Conduct interactive training sessions where WHS information is presented
through presentations, demonstrations, and practical exercises.
• Written Materials: Distribute written materials such as safety manuals, handbooks, SOPs, and
posters that outline WHS information in a clear and accessible manner.
• Online Resources: Utilize online platforms or intranet sites to host WHS information, including
guidelines, policies, procedures, and training modules that staff can access at their convenience.
• Toolbox Talks: Conduct regular briefings or toolbox talks to discuss specific WHS topics, share
important updates, and address staff concerns or questions in an interactive and informal
setting.
• Visual Aids: Utilize visual aids such as charts, diagrams, infographics, and videos to enhance
understanding and retention of WHS information.
• One-on-One Communication: Engage in individual or small-group discussions with staff

members to provide personalized attention, clarify doubts, and reinforce WHS information
based on their specific roles and responsibilities.
• Mentoring and Shadowing: Pair new or inexperienced staff with experienced mentors or
supervisors who can guide them on WHS practices through hands-on training and real-life
examples.
• Safety Committees: Establish safety committees composed of staff members from different
departments or teams to regularly discuss and disseminate WHS information within the
organization.
• Mobile Applications: Develop mobile applications that provide access to WHS information,
enable incident reporting, and facilitate communication between staff and WHS personnel.
• Regular Communication Channels: Utilize email newsletters, notice boards, digital signage, and
internal messaging systems to regularly share WHS updates, reminders, and important
announcements.
• External Resources: Collaborate with external WHS professionals or organizations to deliver

specialized training, workshops, or seminars to staff members.

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Activity
2A

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Activity
Objective To provide you with an opportunity to describe how to monitor adherence to
organisational WHS procedures and monitor ongoing compliance with safe
work practices.
1. In what ways can you ensure ongoing compliance with safe work practices?
Clear Policies and Procedures: Establish clear and concise safety policies and procedures that
outline expectations and guidelines for safe work practices. Ensure these documents are easily
accessible to all staff members.
Training and Education: Provide comprehensive and regular safety training to staff members at all
levels. Offer specific training related to their roles and tasks, emphasizing safe work practices,
hazard identification, and risk mitigation strategies.
Regular Communication: Maintain open lines of communication regarding safety matters. Regularly
remind staff members of safety protocols, updates, and any changes to regulations or procedures.
Utilize various communication channels such as emails, meetings, safety bulletins, or digital
platforms.
Safety Audits and Inspections: Conduct regular safety audits and inspections to assess compliance
with safe work practices. Identify potential hazards, evaluate control measures, and address any
non-compliance issues promptly. Use the findings to make improvements and provide targeted
training.
Employee Engagement and Involvement: Foster a culture of safety by actively involving staff
members in safety initiatives. Encourage their participation in safety committees, suggestion
programs, and incident reporting. Provide opportunities for staff to contribute their ideas and
feedback on improving safe work practices.
Enforcement and Accountability: Establish clear consequences for non-compliance with safe work
practices, ensuring consistent enforcement of safety policies. Hold individuals accountable for their
actions and provide appropriate disciplinary measures when necessary.
Continuous Improvement: Continuously review and improve safe work practices based on new
information, feedback, incident investigations, and industry best practices. Encourage staff to
provide suggestions for enhancing safety procedures and reward innovative ideas.
Management Leadership: Ensure strong leadership commitment to safety from all levels of
management. Leaders should lead by example, actively participate in safety initiatives, and
communicate the importance of safe work practices to the entire organization.
2. What factors should you consider when monitoring compliance?
Regulatory Requirements: Review and understand the relevant laws, regulations, and industry
standards that govern safe work practices in your specific field. Ensure that your monitoring efforts
align with these requirements.

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Activity
Internal Policies and Procedures: Evaluate your organization's internal safety policies and
procedures. Identify the specific requirements, guidelines, and performance indicators outlined in
these documents, as they serve as benchmarks for compliance monitoring.
Key Performance Indicators (KPIs): Establish clear and measurable KPIs to assess compliance with
safe work practices. These KPIs can include metrics such as incident rates, near miss reporting, and
completion of safety training, equipment maintenance records, and adherence to safety protocols.
Risk Assessment and Hazard Identification: Consider the outcomes of risk assessments and hazard
identification processes. Prioritize monitoring efforts in areas with higher risk levels or potential for
significant harm. Monitor the implementation and effectiveness of control measures in mitigating
identified hazards.
Incident and Near-Miss Reporting: Monitor the reporting and investigation of incidents and near-
miss events. Analyze trends, root causes, and corrective actions taken to prevent recurrence. Use
this information to identify areas where compliance may be lacking and to implement targeted
improvements.
Audits and Inspections: Regularly conduct internal audits and inspections to assess compliance with
safe work practices. Evaluate workplace conditions, equipment, processes, and the implementation
of safety measures. Monitor the findings of audits and inspections to identify non-compliance areas
and track progress in resolving deficiencies.
Training and Competence: Monitor the completion of safety training programs and ensure staff
members possess the necessary competence to perform their tasks safely. Evaluate training
records, competency assessments, and certification requirements to verify compliance.
Documentation and Record-Keeping: Ensure that appropriate records, such as incident reports,
training records, inspection reports, and maintenance logs, are consistently documented and
maintained. Monitor the completeness, accuracy, and accessibility of these records.
Communication and Feedback: Monitor the effectiveness of communication channels related to

safety, such as safety meetings, toolbox talks, safety suggestion programs, and incident reporting
systems. Evaluate the level of staff engagement, feedback received, and the responsiveness of the
organization to address safety concerns
3. Describe particular WHS procedures staff need to follow specific to your organization
Personal Protective Equipment (PPE): Specify the types of PPE required for different tasks or work
areas. Outline the proper use, maintenance, and storage of PPE, including items such as safety
glasses, gloves, helmets, or respiratory protection.

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Activity
Hazard Reporting: Explain the process for reporting hazards or unsafe conditions in the workplace.
Provide guidance on who to report to, the necessary information to include, and any specific
reporting forms or systems that staff should use.
Emergency Response: Outline the emergency response procedures, including evacuation plans,
assembly points, and communication protocols during emergencies such as fires, natural disasters,
or medical incidents. Provide instructions on how to respond to different types of emergencies.
Incident Reporting: Explain the procedures for reporting work-related incidents or injuries. Include
details on when and how to report, what information to provide, and the importance of accurate
and timely reporting.
Safe Equipment Operation: Provide guidelines for the safe operation of equipment and machinery.
This includes proper training, maintenance requirements, pre-use checks, and the use of
lockout/tag out procedures when servicing or repairing equipment.
Manual Handling and Ergonomics: Educate staff on safe manual handling techniques to prevent
musculoskeletal injuries. Provide guidance on lifting and carrying heavy objects, ergonomics in
workstations, and the use of lifting aids or equipment.
Chemical Handling and Hazardous Substances: Detail safe practices for handling, storing, and
disposing of chemicals and hazardous substances. Include information on appropriate labeling,
material safety data sheets (MSDS), and proper use of personal protective equipment when working
with hazardous substances.
Workplace Hygiene: Highlight the importance of maintaining good hygiene practices in the
workplace. This includes proper handwashing techniques, respiratory etiquette, regular cleaning of
work areas, and sanitation protocols, particularly during times of disease outbreaks or pandemics.
Working at Heights or Confined Spaces: If applicable to your organization, provide specific

procedures for working at heights or in confined spaces. Address requirements such as permits, fall
protection systems, rescue plans, and proper training for staff working in these environments.

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Activity
2B

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Activity
Objective To provide you with an opportunity to explain how to take prompt action to
address non-compliance with procedures and safe work practices.
1. Identify reasons for non-compliance that would need to be addressed
Reasons for non-compliance with workplace health and safety (WHS) practices include lack of
awareness or understanding, inadequate training, complacency, workload and time pressure, lack
of resources or equipment, organizational culture and leadership, communication breakdown,
resistance to change, language or cultural barriers, and lack of consequences or accountability.
Addressing these reasons requires clear communication, comprehensive training, effective
leadership, resource allocation, and fostering a culture that values and prioritizes safety.
2. What steps can you take to address non-compliance?

Steps to address non-compliance with workplace health and safety (WHS) practices include:
identifying non-compliance, communicating clear expectations, providing adequate training,
establishing accountability, addressing knowledge gaps, enhancing communication channels,
allocating resources, leading by example, providing support and training, promoting continuous
improvement, and recognizing and rewarding compliance. These steps help create a safer work
environment and foster a culture of safety.
2C

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Activity
Objective To provide you with an opportunity to describe how to monitor day-to-day

effectiveness of WHS practices in maintaining the health, safety and security
of personnel.

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Activity
1. In what can you assess the effectiveness of WHS practices day to day?
Incident Reports: Monitor the number and severity of incidents, accidents, and near misses that
occur in the workplace. A decrease in the frequency and severity of incidents indicates the
effectiveness of WHS practices.
Hazard Identification: Regularly assess the identification and reporting of hazards in the workplace.
If employees are actively identifying and reporting hazards, it shows that they are aware and
engaged in maintaining a safe work environment.
Compliance with Safety Procedures: Observe whether employees are following established safety
procedures, such as wearing personal protective equipment (PPE), using safety equipment
correctly, and following safe work practices. Compliance indicates that employees understand and
prioritize safety.
Safety Inspections and Audits: Conduct regular inspections and audits to assess the implementation
of safety measures, adherence to regulations, and identification of any gaps or deficiencies in the
existing WHS practices.
Training and Competence: Evaluate the effectiveness of training programs by assessing employees'
understanding of WHS procedures and their ability to apply the knowledge in their day-to-day work.
Competent and well-trained employees are more likely to follow safe practices.
Employee Feedback and Consultation: Encourage employees to provide feedback on WHS practices
and actively involve them in the decision-making process regarding safety. Engaged and informed
employees are more likely to contribute to a safe work environment.
Key Performance Indicators (KPIs): Establish relevant KPIs related to WHS, such as the number of
safety observations, completion of safety checklists, or successful implementation of corrective
actions. Regularly review these KPIs to assess the effectiveness of WHS practices.

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Activity
2. What factors should you consider when assessing the effectiveness of WHS practices?
Compliance with Laws and Regulations: Evaluate whether WHS practices align with relevant laws,
regulations, and industry standards. Compliance ensures that the organization is meeting its legal
obligations and following recognized best practices.
Risk Assessment and Hazard Identification: Assess the effectiveness of risk assessments and hazard
identification processes. Determine if potential hazards are being identified, assessed, and
controlled appropriately. Look for evidence of proactive measures to prevent accidents and mitigate
risks.
Implementation of Control Measures: Evaluate the implementation and effectiveness of control

measures. Determine if safety controls, such as engineering controls, administrative controls, and
personal protective equipment, are properly implemented and maintained.
Training and Competence: Assess the adequacy and effectiveness of WHS training programs.
Consider if employees receive appropriate training and are competent in performing their tasks
safely. Evaluate the understanding and application of safety procedures and protocols by the
workforce.
Consultation and Communication: Evaluate the effectiveness of consultation and communication

processes related to WHS. Consider if employees are actively engaged in safety discussions, involved
in decision-making processes, and encouraged to report hazards or provide feedback.
Incident Reporting and Investigation: Analyze the reporting and investigation of incidents,
accidents, and near misses. Assess if incidents are promptly reported, thoroughly investigated, and
corrective actions are implemented to prevent recurrence.
Safety Culture and Leadership: Evaluate the overall safety culture within the organization. Consider
if there is strong leadership commitment to safety, employee engagement in safety practices, and
a positive attitude towards safety at all levels of the organization.
Continuous Improvement: Assess the organization's commitment to continuous improvement in

WHS practices. Look for evidence of regular review, monitoring, and evaluation of WHS
performance and the implementation of improvement initiatives based on findings.
Performance Indicators and Metrics: Establish and monitor relevant WHS performance indicators
and metrics. These can include injury and illness rates, near miss reporting rates, safety
observations, and compliance rates. Regularly review and analyze these metrics to assess the
effectiveness of WHS practices.

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Activity
3A

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Activity
Objective To provide you with an opportunity to identify how to coordinate the
operation of all consultative processes.
1. What consultative processes does your organization use to coordinate operations?
Safety Committees: Organizations may establish safety committees consisting of representatives
from different departments or teams. These committees meet regularly to discuss safety issues,
review incident reports, propose safety improvements, and provide a forum for employees to voice
their concerns and suggestions.
Safety Representatives: Some organizations appoint safety representatives or safety officers who
act as the main point of contact for safety-related matters. These individuals may receive specialized
training in workplace health and safety and serve as a liaison between management and employees
regarding safety concerns and initiatives.
Employee Surveys and Feedback Channels: Organizations can conduct regular surveys or provide
feedback channels for employees to express their opinions and provide input on safety-related
matters. This can include anonymous reporting systems, suggestion boxes, or digital platforms
where employees can submit feedback or suggestions.
Safety Meetings: Regular safety meetings or toolbox talks can be held to discuss safety topics,
provide updates on safety procedures and policies, and address any questions or concerns raised
by employees. These meetings provide an opportunity for open dialogue and information sharing.
Joint Health and Safety Committees: In some regions or industries, organizations are required to
establish joint health and safety committees (JHSCs). These committees typically include
representatives from both management and employees and are responsible for identifying and
resolving health and safety issues, conducting workplace inspections, and making recommendations
for improvement.
Consultation with Trade Unions or Employee Representatives: If an organization has trade unions
or employee representatives, consultative processes may involve regular meetings and discussions
between management and union representatives to address safety concerns, negotiate safety-
related policies, and collaborate on improving working conditions.
2. What aspects of operations do consultative processes influence?

Health and Safety Policies and Procedures: Consultative processes allow employees and
stakeholders to provide input on the development and review of health and safety policies and
procedures. This collaborative approach helps ensure that policies align with the needs and
experiences of employees, promoting a safer work environment.
Hazard Identification and Risk Assessment: By involving employees in consultative processes,

organizations can tap into their frontline knowledge and expertise. Employees can contribute to
identifying workplace hazards and assessing associated risks, providing valuable insights that
enhance the effectiveness of risk management strategies.

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Activity
Incident Reporting and Investigation: Consultative processes create channels for employees to
report incidents, accidents, near misses, and safety concerns. This information is vital for identifying
trends, investigating root causes, and implementing preventive measures to improve safety
performance and prevent future incidents.
Training and Education: Consultation allows organizations to gather input from employees
regarding their training needs, preferences, and challenges. This information can shape the design
and delivery of training programs, ensuring they are relevant, engaging, and effective in addressing
specific workplace hazards and risks.
Workplace Design and Ergonomics: Employees often have firsthand experience of the ergonomic
challenges and design issues in their work areas. Consultative processes enable them to provide
feedback on workstation layout, equipment design, and other ergonomic considerations. This input
can inform decisions to optimize workspaces for safety, comfort, and productivity.
Equipment and Machinery Selection: Involving employees in consultative processes can provide
insights into the usability, safety features, and maintenance requirements of equipment and
machinery. Their input can contribute to informed decisions when selecting or modifying
equipment, ensuring that it meets safety standards and suits the operational needs of the
organization.
Continuous Improvement Initiatives: Consultation promotes a culture of continuous improvement

by encouraging employees to share their ideas and suggestions for enhancing safety and
operational efficiency. Regular feedback and involvement in decision-making enable organizations
to identify opportunities for improvement and implement positive changes.

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Activity
3B

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Activity
Objective To provide you with an opportunity to identify how to provide opportunities
for staff members to contribute their views on current and future WHS
management practices.
1. What things should you consider to help staff to contribute their views?
Establish a Safe and Supportive Environment: Create a culture that encourages open
communication and active participation. Foster an environment where employees feel comfortable
expressing their views without fear of retribution or judgment. Promote respectful dialogue and
ensure that all contributions are valued.
Effective Communication Channels: Provide multiple channels for staff to contribute their views.
This can include team meetings, suggestion boxes, online platforms, surveys, dedicated email
addresses, or anonymous reporting mechanisms. Make sure these channels are accessible, user-
friendly, and well publicized.
Regular Feedback Opportunities: Offer regular opportunities for staff to provide feedback, such as
during team meetings, one-on-one discussions, or through anonymous suggestion boxes.
Encourage open discussions and actively listen to their input. Acknowledge and appreciate their
contributions to demonstrate that their opinions are valued.
Encourage Active Participation: Actively encourage staff to share their views and ideas. Create a
culture that values diverse perspectives and encourages employees to participate in problem-
solving, decision-making, and continuous improvement initiatives. Foster an inclusive environment
where everyone's voice is heard and respected.
Provide Training and Development: Offer training and development opportunities to enhance
employees' communication and critical thinking skills. This can include workshops on effective
communication, active listening, conflict resolution, and problem solving. Building these skills will
empower staff to express their views more confidently and constructively.
Lead by Example: Leaders and managers should lead by example in actively seeking and listening to
staff views. Encourage open dialogue and demonstrate the value of diverse opinions. Show
appreciation for staff contributions and implement changes based on their feedback when
appropriate. This will encourage staff to engage and share their views more willingly.
Respectful and Constructive Feedback: Create guidelines and expectations for providing feedback
that are respectful, constructive, and focused on improving workplace safety and operations.
Encourage staff to provide specific examples, suggest practical solutions, and share their
experiences related to workplace health and safety. Provide clear instructions on how to provide
feedback effectively.
Follow-Up and Action: Demonstrate that staff input is taken seriously by following up on their
feedback and taking appropriate action. Communicate outcomes and progress to staff, highlighting
how their input has influenced decision-making and contributed to positive changes. This reinforces
their sense of ownership and encourages ongoing participation.

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Activity
2. What methods can you provide for staff members to contribute their views?
Anonymous Reporting: Establish a confidential reporting mechanism that allows employees to

submit their concerns or suggestions without revealing their identities. This can be in the form of
suggestion boxes, online reporting systems, or dedicated email addresses.
Safety Meetings: Conduct regular safety meetings where employees can actively participate and
share their thoughts on WHS issues. Provide a platform for open discussions and encourage staff to
contribute their ideas and suggestions.
Surveys and Questionnaires: Develop surveys or questionnaires specifically focused on WHS topics.
This allows employees to provide feedback in a structured and measurable way. Ensure that the
surveys are anonymous if necessary to encourage honest responses.
Feedback Forms: Create dedicated feedback forms related to WHS practices. These forms can be
distributed to employees to gather their input on specific aspects of workplace health and safety.
Make sure the forms are easily accessible and provide clear instructions for submission.
One-on-One Meetings: Encourage supervisors and managers to have regular one-on-one meetings
with their team members to discuss WHS issues. This provides a more personalized and confidential
setting for employees to share their views and concerns.
WHS Committees or Representatives: Establish WHS committees or designate WHS

representatives who act as liaisons between management and employees. These committees or
representatives can facilitate communication, gather feedback, and represent the staff's views on
WHS matters.
Online Collaboration Platforms: Utilize digital platforms or intranet systems that enable employees
to contribute their views and ideas on WHS practices. This can include discussion forums, suggestion
boards, or virtual brainstorming sessions.

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Activity
3C

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Activity
Objective To provide you with an opportunity to identify how to resolve or refer issues
raised through WHS consultation to the appropriate person.
1. What steps can you take to help raise and resolve WHS issues?
Encourage Open Communication: Foster a culture of open communication where employees feel
comfortable discussing WHS concerns. Promote two-way communication channels to allow staff to
report hazards, near-misses, and potential risks without fear of reprisal.
Provide Clear Reporting Procedures: Establish clear procedures for reporting WHS issues.
Communicate these procedures to all employees and ensure they know how and to whom they
should report any concerns or incidents.
Train and Educate Employees: Provide comprehensive training on WHS practices, hazard
identification, and reporting procedures. Ensure that employees understand their roles and
responsibilities regarding WHS and are aware of the process for raising concerns.
Conduct Regular Workplace Inspections: Regularly inspect the workplace to identify potential
hazards, unsafe conditions, or non-compliance with WHS regulations. Encourage employees to
participate in these inspections and report any issues they observe.
Implement Hazard Reporting Systems: Set up systems for employees to report hazards and near-
misses easily. This can include using digital reporting tools, suggestion boxes, or dedicated reporting
forms. Ensure that the reporting process is accessible and straightforward.
Investigate and Assess Reported Issues: When WHS issues are raised, promptly investigate and
assess them. Determine the root causes, evaluate the risks, and prioritize actions to address the
issues effectively.
Involve the Relevant Parties: Engage supervisors, managers, WHS representatives, and other
relevant stakeholders to address and resolve WHS issues. Collaborate with these individuals to
develop solutions, implement control measures, and monitor their effectiveness.
Provide Feedback and Follow-Up: Keep employees informed about the progress made in resolving
WHS issues. Provide feedback on reported concerns, actions taken, and outcomes achieved. Ensure
that employees feel their input is valued and that their concerns are being addressed.
Continuously Improve: Regularly review WHS processes, policies, and procedures to identify areas
for improvement. Involve employees in the improvement process by seeking their input and
suggestions for enhancing workplace health and safety.

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Activity
2. What should you to when deciding to refer WHS issues?
Step 1: Assess the Severity and Urgency
Evaluate the seriousness and urgency of the WHS issue. Determine if immediate action is required
to prevent harm or if it can be addressed through normal reporting channels.
Step 2: Gather Relevant Information

Collect all necessary information related to the WHS issue, such as details of the incident, location,
individuals involved, and any supporting documentation or evidence.
Step 3: Consult with Experts or Specialists

If the issue requires specialized knowledge or expertise, consult with relevant experts or specialists
in the field of workplace health and safety. Seek their advice on the best course of action to address
the issue effectively.
Step 4: Follow Reporting Protocols

Adhere to the established reporting protocols within your organization. Submit a formal report or
referral using the designated channels or reporting mechanisms. Provide accurate and
comprehensive information to ensure a clear understanding of the issue.
Step 5: Document and Track the Referral

Maintain a record of the referral, including the date, time, individuals involved, and details of the
issue referred. Keep track of any actions taken or recommendations provided.
Step 6: Follow Up and Monitor Progress

Stay engaged in the process and follow up on the referred WHS issue. Monitor the progress of the
resolution and ensure that appropriate actions are being taken to address the issue effectively.
Step 7: Communicate Findings and Outcomes

Once the WHS issue has been addressed and resolved, communicate the findings, outcomes, and
any preventive measures implemented to the relevant parties. Share the lessons learned from the
referral process to enhance future WHS practices.

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Activity
3D

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Activity
Objective To provide you with an opportunity to describe how to provide timely staff
and own feedback on WHS management practices to the designated person.
1. What information from WHS management practices can you provide to staff or designated
persons and how can you provide it?
Step 1: Assess the Severity and Urgency
Evaluate the severity and urgency of the WHS issue. Determine if immediate action is required to
prevent harm or if it can be addressed through regular channels.
Step 2: Consult Appropriate Parties

Identify the relevant stakeholders or designated persons who need to be involved in addressing the
issue. This may include supervisors, managers, WHS representatives, or external authorities.
Step 3: Document and Gather Information

Compile all relevant information about the WHS issue, including details of the incident,
observations, supporting evidence, and any related documentation.
Step 4: Complete Incident or Hazard Reports

If applicable, complete incident or hazard report forms with accurate and detailed information
about the issue. Ensure the forms capture essential details for proper investigation and follow-up.
Step 5: Follow Reporting Procedures

Adhere to the established reporting procedures within your organization. Submit the incident or
hazard reports to the designated person or department responsible for handling WHS issues.
Step 6: Maintain Communication and Documentation

Keep a record of all communication and actions taken regarding the referred WHS issue. Document
any discussions, recommendations, and steps for resolution.
Step 7: Monitor Progress and Follow-Up

Monitor the progress of the referred issue and follow up with the designated person or relevant
parties to ensure appropriate actions are being taken. Provide additional information or support as
needed.
Step 8: Review and Learn

After the issue has been resolved, conduct a review to identify lessons learned and determine if any
preventive measures can be implemented to avoid similar incidents in the future.

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Activity
2. How can you ensure the feedback on WHS management practices is good quality?
Clear Communication: Clearly communicate the purpose and expectations of providing feedback
on WHS management practices. Ensure that staff members understand the importance of their
input and how it will be used to improve workplace health and safety.
Anonymous Feedback: Provide anonymous channels for feedback, such as suggestion boxes, online
forms, or confidential surveys. This encourages employees to share their honest opinions without
fear of reprisal.
Regular Feedback Opportunities: Create regular opportunities for staff members to provide
feedback on WHS management practices. This can be done through team meetings, focus groups,
or dedicated feedback sessions. Encourage open and constructive discussions.
Active Listening: Actively listen to the feedback provided by staff members. Show genuine interest,
give them your full attention, and avoid interrupting. Acknowledge their concerns and validate their
experiences.
Feedback Channels: Offer multiple channels for providing feedback, including in-person discussions,
written submissions, or electronic platforms. This allows employees to choose the method that is
most comfortable and convenient for them.
Structured Feedback Forms: Provide structured feedback forms or questionnaires that cover
specific aspects of WHS management practices. This helps gather focused and actionable feedback
that can be easily analyzed and addressed.
Timely Response: Respond promptly to the feedback received. Acknowledge and address the
concerns raised, providing updates on actions taken or planned improvements. This demonstrates
that their feedback is valued and taken seriously.
Continuous Improvement: Use the feedback received to drive continuous improvement in WHS
management practices. Implement changes based on the feedback, and communicate the
outcomes and improvements to staff members.
Training and Education: Offer training and education programs to staff members on providing
effective feedback. This can help them understand the importance of constructive feedback, how
to provide it, and how it contributes to a safer work environment.

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Activity
4A

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Activity
Objective To provide you with an opportunity to identify how to coordinate scheduled
hazard identification activities, ensuring hazards are identified at times
designated by legislation.
1. What tools can you use to coordinate hazard identification activities?
Workplace Inspections: Conduct regular inspections of the workplace to identify potential hazards.
This can be done by trained staff members or designated safety officers who observe the work
environment, equipment, and processes.
Job Safety Analysis (JSA): Perform a systematic analysis of each job task to identify potential hazards
and determine appropriate control measures. A JSA involves breaking down the task into steps,
identifying hazards associated with each step, and proposing preventive measures.
Hazard Checklists: Use predefined checklists specific to different work areas or tasks to
systematically identify common hazards. These checklists outline potential hazards, allowing
workers to evaluate their presence and severity.
Incident and Near-Miss Reporting: Encourage employees to report incidents, accidents, and near-
miss occurrences. Analyzing these reports can help identify underlying hazards and take preventive
measures.
Safety Observations: Implement a safety observation program where employees actively observe
their work environment and processes, reporting any hazards or unsafe conditions they identify.
These observations can be recorded and analyzed for hazard identification.
Safety Data Sheets (SDS): Consult SDSs provided by manufacturers or suppliers for hazardous
substances and chemicals used in the workplace. These sheets provide important information on
the potential hazards associated with specific substances.
Consultation and Collaboration: Foster a culture of open communication and collaboration where
employees can freely raise concerns and share their observations regarding potential hazards.
Regular meetings, safety committees, and toolbox talks can facilitate this process.
Incident Investigation: Investigate workplace incidents and accidents to determine the root causes
and contributing factors. This analysis can help uncover hazards that may have led to the incident
and prevent similar incidents from occurring in the future.
Risk Assessments: Conduct comprehensive risk assessments for various work activities and
processes. This involves identifying hazards, evaluating their likelihood and consequences, and
implementing appropriate control measures.
Technology-Based Solutions: Utilize technology platforms or software specifically designed for

hazard identification and risk assessment. These tools often provide standardized templates,
checklists, and workflows to streamline the process.

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Activity
2. What information should be included on hazard identification forms?
Hazard Description: Clearly describe the nature of the hazard, including its location, equipment
involved, and the specific tasks or activities associated with it.
Hazard Category: Categorize the hazard based on its type (e.g., physical, chemical, ergonomic,
biological) to help with data analysis and reporting.
Hazard Severity: Assess the potential severity or consequences if the hazard is not controlled or
mitigated properly. This can be rated on a scale, such as low, medium, or high.
Risk Factors: Identify and describe the factors that contribute to the hazard, such as inadequate
training, equipment malfunction, lack of safety procedures, or environmental conditions.
Existing Controls: Document any existing control measures or safeguards that are in place to
mitigate the hazard. This includes safety equipment, warning signs, administrative controls, or
standard operating procedures.
Consequences: Specify the potential consequences or outcomes associated with the hazard, such
as injuries, illnesses, property damage, or operational disruptions.
Person Reporting: Record the name and contact information of the person who identified or
reported the hazard.
Date and Time: Document the date and time when the hazard was identified or reported to track
the timeline of actions taken.
Action Taken: Describe any immediate actions taken to address the hazard, such as isolating the
area, notifying supervisors or safety personnel, or implementing temporary control measures.
Recommended Controls: Provide recommendations for additional or long-term control measures

that should be implemented to eliminate or minimize the hazard.

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Activity
3. What methods can you use to identify hazards?
Workplace Inspections: Conduct regular inspections of the work environment to identify potential
hazards. This involves physically examining the workplace, equipment, and processes to identify any
unsafe conditions or practices.
Job Safety Analysis (JSA): Break down each job or task into individual steps and analyze the potential
hazards associated with each step. This method helps identify hazards and determine appropriate
control measures.
Incident and Accident Investigation: Reviewing past incidents, accidents, and near-miss events can
provide insights into underlying hazards. Investigate the causes of incidents to identify root causes
and any systemic issues that need to be addressed.
Employee Feedback and Engagement: Encourage employees to actively participate in hazard

identification by reporting any potential hazards they observe. Foster a culture of open
communication and provide channels for employees to raise concerns or suggestions related to
workplace safety.
Consultation and Collaboration: Engage employees, supervisors, and relevant stakeholders in

discussions and consultations regarding workplace safety. Utilize their expertise and experience to
identify hazards and develop effective control measures.
Review of Work Procedures and Processes: Reviewing work procedures, standard operating
procedures, and processes can help identify potential hazards and areas for improvement. Look for
steps or tasks that have inherent risks and identify ways to minimize or eliminate those risks.
Review of Incident and Injury Data: Analyze incident and injury data to identify patterns or trends
that may indicate common hazards or areas of concern. This data can provide insights into areas
that require additional attention or targeted hazard identification efforts.
Review of Safety Data Sheets (SDS): Safety Data Sheets provide valuable information about
hazardous substances used in the workplace. Reviewing SDS can help identify potential chemical
hazards and appropriate control measures.

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Activity
4B

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Activity
Objective To provide you with an opportunity to identify any hazards on an ongoing
basis during own day-to-day workplace operations.
1. What types of workplace hazards could you come into contact with?
Physical Hazards:
• Slip, trip, and fall hazards: Uneven surfaces, wet floors, cluttered walkways, etc.
• Mechanical hazards: Machinery, equipment, moving parts, noise, vibration, etc.
• Ergonomic hazards: Poor workstation setup, improper lifting techniques, repetitive motions,
etc.
• Temperature extremes: Extreme heat or cold conditions that can cause discomfort or health
issues.
• Fire and electrical hazards: Faulty wiring, overloaded circuits, flammable materials, etc.
Chemical Hazards:
• Toxic chemicals: Substances that can cause harm through inhalation, skin contact, or ingestion.
• Irritants: Substances that can irritate the skin, eyes, or respiratory system.
• Corrosive materials: Substances that can cause burns or damage to skin or materials.
• Carcinogens: Substances that are known or suspected to cause cancer.
Biological Hazards:
• Viruses, bacteria, and fungi: Infectious diseases transmitted through contact, airborne particles,
or contaminated surfaces.
• Bloodborne pathogens: Exposure to blood or other bodily fluids that may contain pathogens
like HIV or hepatitis.
Psychosocial Hazards:
Work-related stress: Excessive workload, long working hours, lack of support, job insecurity, etc.
Workplace violence: Threats, harassment, bullying, or physical violence from colleagues, clients, or
customers.
Mental health risks: Factors that can impact mental well-being, such as high-pressure
environments, poor work-life balance, etc.

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Activity
2. Where are common locations for workplace hazards?
• Workstations and office areas: Hazards such as poor ergonomics, inadequate lighting, tripping
hazards from loose cables or cluttered floors.
• Manufacturing and industrial areas: Hazards related to machinery and equipment, such as
moving parts, pinch points, unguarded machinery, and hazardous materials.
• Construction sites: Hazards associated with working at heights, scaffolding, excavation work,
falling objects, and exposure to hazardous substances.
• Laboratories and research facilities: Hazards from chemical and biological substances, improper
handling and storage of hazardous materials, and risks related to equipment and apparatus.
• Healthcare facilities: Hazards related to patient handling, exposure to infectious diseases, slip
and fall risks, and exposure to hazardous substances.
• Outdoor work areas: Hazards from extreme weather conditions, heavy machinery and vehicles,
uneven terrain, and exposure to environmental factors like UV radiation.
4C

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Activity
Objective To provide you with an opportunity to describe how to react to reports of
hazards by other workers, and coordinate and participate in risk assessments.
1. When should risk assessments be performed?
• Before starting new activities or introducing new processes: Conduct a risk assessment prior to
commencing any new activities or implementing new processes to identify potential hazards
and assess associated risks.
• When there are changes in the workplace: Perform a risk assessment whenever there are
significant changes in the workplace, such as modifications to equipment, procedures, layout,
or personnel.
• Regularly and periodically: Conduct risk assessments on a regular basis as part of ongoing risk
management practices. The frequency may vary depending on the nature of the work and
organizational policies.
• After incidents or near misses: Conduct a risk assessment following incidents or near misses to
identify root causes and assess the effectiveness of existing control measures.
• When requested or recommended: Perform risk assessments as required or recommended by

regulatory bodies, industry standards, or internal policies.
2. What should you consider when performing risk assessments?

• Hazards Identification: Identify and list all potential hazards associated with the task, activity,
or process being assessed. This includes physical hazards (such as machinery, chemicals, or
noise), ergonomic hazards (such as repetitive tasks or awkward postures), biological hazards
(such as exposure to pathogens), and psychosocial hazards (such as workplace stress or
bullying).
• Likelihood: Assess the likelihood or probability of the identified hazards causing harm or injury.
Consider factors such as frequency of exposure, duration of exposure, and the effectiveness of
existing control measures.
• Severity: Evaluate the potential severity of the harm or injury that could result from the
identified hazards. Consider the potential consequences in terms of physical injuries, health
effects, property damage, or environmental impact.
• Risk Level: Determine the level of risk by combining the likelihood and severity assessments.
This helps prioritize hazards based on their potential impact. Common methods for assessing
risk levels include risk matrices or numerical scoring systems.
• Existing Control Measures: Review and evaluate the effectiveness of existing control measures
in place to mitigate the identified hazards. Determine if additional measures are necessary or if
improvements need to be made to existing controls.

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Activity
• Consultation: Involve relevant stakeholders, such as workers, supervisors, safety
representatives, or subject matter experts, in the risk assessment process. Their input can
provide valuable insights and help ensure a comprehensive assessment.
• Legal and Regulatory Requirements: Consider applicable laws, regulations, and industry
standards related to workplace health and safety. Ensure that the risk assessment process aligns
with these requirements.
• Documentation: Document the findings of the risk assessment, including the identified hazards,
risk levels, control measures, and any recommended actions. This documentation serves as a
record of the assessment process and can be used for future reference or as evidence of
compliance.
4D

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Activity
Objective To provide you with an opportunity to describe how to implement any risk
control methods or refer to appropriate person if control is outside scope of
responsibility.
1. What is the hierarchy of control?
The hierarchy of control is a systematic approach to managing workplace hazards and risks. It
consists of five levels in order of effectiveness:
• Elimination: This level involves completely removing the hazard or hazardous process from the
workplace. By eliminating the hazard, the risk is effectively eradicated.
• Substitution: If elimination is not possible, substitution involves replacing the hazardous

substance, equipment, or process with a less hazardous alternative. This helps reduce the risk
associated with the hazard.
• Engineering controls: Engineering controls involve modifying the workplace or equipment to

minimize the risk. Examples include installing safety guards, ventilation systems, or
implementing noise control measures.
• Administrative controls: This level focuses on implementing policies, procedures, and work
practices to reduce the risk. Examples include training programs, job rotation, and
implementing signage and warning systems.
• Personal protective equipment (PPE): PPE is the last line of defense and includes items such as
gloves, helmets, masks, and safety glasses. It should only be used when other control measures
are not feasible or as a temporary measure.
2. What is your workplace system for reporting hazards?

• Reporting hazards to supervisors or designated WHS (Workplace Health and Safety) personnel:
Employees can directly report hazards they observe to their immediate supervisor or a
designated person responsible for WHS in the organization.
• Completing a Hazard Report form: Many workplaces provide hazard report forms that
employees can fill out to document and report hazards. These forms typically include details
such as the type and location of the hazard, who it was reported to, and any actions taken.
• Consulting the Workplace Health and Safety Officer or Representative: In some organizations,
there may be a dedicated Workplace Health and Safety Officer or Representative who can be
consulted regarding hazards and safety issues.
• Bringing up the issue in safety or staff meetings: Safety meetings or staff meetings can provide
an opportunity to discuss and raise concerns about hazards and safety issues. This allows for
broader awareness and potential collaboration in addressing the hazards.

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Activity
4E

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Activity
Objective To provide you with an opportunity to identify how to monitor effectiveness
of control measures, promptly identify any inadequacies, and resolve or
report them to the appropriate person.
1. In what situations should control measures be reviewed?
Control measures should be reviewed in the following situations:
• When existing control measures are not effective in controlling the identified risk.
• Before implementing any changes in the workplace that may introduce new health and safety
risks.
• When new information about health and safety risks becomes available.
• Identification of new hazards or risks.
• When consultation or feedback indicates a need for review
2. Who are the appropriate persons in your organisation to report control measure
inadequacies to?
Supervisor or Manager: They are responsible for overseeing the implementation of control
measures and addressing any issues or deficiencies.
Workplace Health and Safety Officer or Representative: These individuals are designated to handle
health and safety matters in the organization and can provide guidance and support in addressing
control measure inadequacies.
Health and Safety Committee: If there is a committee established in the organization, they can be
informed about control measure inadequacies for further action and resolution.
Human Resources Department: In some cases, the HR department may play a role in addressing
health and safety concerns, including control measure inadequacies.

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Activity
5A

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Activity
Objective To provide you with an opportunity to identify WHS training needs based on
regular staff monitoring.
1. What training needs would staff in your organisation have?
Induction Training: All new employees need to undergo induction training to familiarize themselves
with the organization's policies, procedures, safety protocols, and work environment.
Job-Specific Training: Staff members require training specific to their job roles and tasks. This may
include training on operating machinery, using specialized equipment, handling hazardous
substances, or performing specific procedures relevant to their work.
Health and Safety Training: Staff should receive training on general health and safety practices,
emergency response procedures, first aid, fire safety, manual handling techniques, and any other
relevant safety topics to ensure a safe work environment.
Compliance Training: Depending on the industry and regulatory requirements, staff may need
training on compliance-related topics such as data protection, workplace harassment prevention,
ethical conduct, or privacy regulations.
Professional Development Training: Organizations often provide opportunities for staff to enhance
their professional skills and knowledge through workshops, seminars, or courses related to their
field of work.
2. How can WHS training needs be identified?

WHS training needs can be identified through methods such as job safety analysis, workplace
inspections, incident reporting, risk assessments, consultation, and compliance with regulations and
industry standards. These methods help identify areas where employees may require additional
training to ensure their safety and mitigate workplace hazards.

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Activity
5B

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Activity
Objective To provide you with an opportunity to identify how to make arrangements for
fulfilling training needs.
1. What steps can you take to make arrangements for fulfilling training needs?
To make arrangements for fulfilling training needs, you can follow these steps:
• Identify the specific training needs based on regular staff monitoring and assessment.
• Determine the aims and objectives of the training, including the desired outcomes and the
timeframe for completion.
• Determine the most appropriate training methods and resources based on the identified needs
and desired outcomes.
• Assign responsibility for implementing the training, whether it be an internal trainer, external
training provider, or a combination of both.
• Develop a training plan that outlines the details of the training, including the topics covered,
training methods, trainers, schedule, and any required resources or materials.
• Coordinate with relevant stakeholders, such as managers, supervisors, and employees, to
ensure their availability and participation in the training.
• Communicate the training plan and schedule to all employees, providing them with clear
instructions and expectations regarding their participation.
• Monitor the effectiveness of the training by collecting feedback from participants, assessing
their performance and knowledge acquisition, and making any necessary adjustments to
improve the training process.
• Keep records of the training activities, including attendance records, training materials,
assessment results, and any certifications or qualifications obtained by the participants.
• Regularly review and update the training plan and arrangements to ensure ongoing relevance
and effectiveness in addressing the training needs of the organization.

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Activity
2. What methods can you use for WHS training?
• Classroom Training: This traditional method involves face-to-face training sessions conducted
in a classroom setting. It can be led by an instructor or trainer who delivers the training content
to participants.
• Online or E-Learning: This method utilizes digital platforms and technology to deliver training
materials and courses. Participants can access the training modules at their own convenience,
complete assessments, and track their progress.
• On-the-Job Training: This method involves training employees while they are performing their
actual job tasks. It allows for practical, hands-on learning and can be conducted by experienced
colleagues or supervisors.
• Workshops and Seminars: These are interactive training sessions that focus on specific topics
or skills. They often involve group activities, discussions, and practical exercises to enhance
learning and engagement.
• Simulation and Role-Playing: This method involves creating simulated scenarios where
participants can practice their skills and decision-making in a controlled environment. It allows
for experiential learning and can be particularly effective for high-risk or emergency situations.
• Toolbox Talks: These are short, informal training sessions conducted at the worksite. They
typically focus on specific safety topics and provide a platform for open discussions and sharing
of information among employees.
• Videos and Multimedia: Visual aids, videos, and multimedia presentations can be used to
supplement training materials and enhance understanding. They can be incorporated into
various training methods to reinforce key messages.
• Mentoring and Coaching: Pairing experienced employees with new or less-experienced workers
can be an effective way to transfer knowledge and skills. Mentors can provide guidance,
support, and practical training on WHS practices.

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Activity
5C

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Activity
Objective To provide you with an opportunity to identify how to monitor effectiveness
of training and make required adjustments.
1. What methods can you use to monitor the effectiveness of training?
• Assessments and Examinations: Conducting assessments or examinations before and after
training can measure the knowledge gained by participants. This helps determine the
effectiveness of the training in improving their understanding of WHS concepts and practices.
• Observations and Practical Demonstrations: Observing participants during practical exercises

or simulations can assess their application of newly acquired skills and knowledge. It allows
trainers to evaluate their performance and identify areas for improvement.
• Feedback and Surveys: Collecting feedback from participants through surveys or questionnaires
provides valuable insights into their perception of the training. This feedback can help identify
strengths and weaknesses of the training program and guide future improvements.
• Performance Monitoring: Tracking participants' performance in their job roles after the training
can indicate the effectiveness of the training. Assessing key performance indicators related to
WHS, such as reduced incident rates or improved compliance, can provide measurable
outcomes of the training.
• Focus Groups and Discussions: Conducting focus groups or group discussions with participants
allows for open dialogue and sharing of experiences. It provides an opportunity to gather
qualitative feedback on the training and identify any challenges or areas that need further
attention.
• Follow-up Assessments: Conducting follow-up assessments or refresher sessions after a certain

period can help determine the retention of knowledge and skills over time. This can indicate the
long-term effectiveness of the training.
• Supervisor and Peer Feedback: Seeking feedback from supervisors or peers who work closely
with the trained individuals can provide additional insights into their application of skills and
knowledge in real work situations.

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Activity
2. What should you consider discussing when making adjustments following training?
• Trainee Feedback: Gather feedback from trainees about their training experience. Discuss their
opinions, suggestions, and any challenges they encountered during the training. This feedback
can provide valuable insights into areas that may need improvement or further clarification.
• Training Outcomes: Assess the effectiveness of the training in meeting the intended learning
outcomes. Discuss whether the trainees were able to apply their newly acquired knowledge and
skills in their job roles. Identify any gaps or areas where additional support or reinforcement
may be required.
• Practical Application: Discuss how well the trainees were able to transfer the learned concepts
and skills to their actual work environment. Identify any barriers or challenges they faced in
applying the training and explore potential solutions or further training needs.
• Performance Evaluation: Evaluate the trainees' performance and productivity after the
training. Discuss any changes observed in their work habits, adherence to WHS practices, and
overall job performance. This evaluation can help determine the impact of the training on their
work outcomes.
• Ongoing Support: Discuss the availability of ongoing support and resources for trainees.
Address any concerns or questions they may have about implementing the training in their daily
work. Provide guidance and reinforcement to ensure continuous improvement and adherence
to WHS practices.
• Training Evaluation Data: Analyze data and reports generated from training evaluations,
assessments, or other measurement tools. Discuss the trends, patterns, and outcomes
identified in the data to inform decision-making and future training adjustments.

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Activity
6A

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Activity
Objective To provide you with an opportunity to explain how to complete WHS records
and reports accurately and legibly and store according to organisational and
legal requirements, and use data and reports to provide reliable and timely
input into the management of workplace health, safety and security.
1. What WHS records and reports does your organization require?
Incident Reports: Records of any workplace incidents, accidents, or near misses. These reports
document details such as the nature of the incident, individuals involved, actions taken, and any
injuries or damages incurred.
Risk Assessments: Documentation of assessments conducted to identify and evaluate workplace

hazards and associated risks. These reports outline the identified hazards, their potential
consequences, and the control measures implemented to mitigate the risks.
Safety Inspections/Checklists: Records of regular workplace inspections and safety checklists

completed to identify hazards, monitor compliance with safety regulations, and document
corrective actions taken.
Training Records: Documentation of employee training programs, including attendance records,

training modules, assessments, and certifications. These records demonstrate that employees have
received the necessary WHS training.
Safety Committee/Meeting Minutes: Minutes of safety committee meetings or safety-related

discussions held with employees. These records capture discussions, decisions, and action items
related to WHS practices and improvements.
Equipment Maintenance and Inspection Records: Records documenting the maintenance,

servicing, and inspection of workplace equipment, machinery, and safety systems. These records
help ensure equipment is in proper working condition and compliant with safety standards.
Hazardous Substances Register: A register documenting the storage, use, handling, and disposal of
hazardous substances in the workplace. This register includes details such as the type of substances,
safety data sheets, and risk management strategies.
Incident Investigation Reports: Detailed reports documenting the investigation of significant

incidents or accidents. These reports analyze the root causes of the incidents and recommend
corrective actions to prevent future occurrences.
Emergency Procedures and Evacuation Plans: Documentation outlining emergency procedures,

evacuation plans, and communication protocols in the event of a workplace emergency or crisis.

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Activity
2. How can you ensure accuracy in completing WHS records?
Familiarize yourself with record-keeping requirements: Understand the specific information that
needs to be recorded and documented for each type of WHS record. Be aware of any legal or
regulatory requirements that dictate the content and format of the records.
Follow established procedures: Adhere to the organization's standard operating procedures for
completing WHS records. Use designated forms, templates, or software systems provided by the
organization to ensure consistency and standardization in record-keeping.
Provide clear and detailed information: Record all relevant details accurately and clearly. Include
essential information such as dates, times, locations, names of individuals involved, descriptions of
incidents or hazards, and any actions taken. Avoid vague or ambiguous language.
Use objective and factual language: Present information in an objective and factual manner. Avoid
personal opinions or subjective interpretations. Stick to the facts and provide evidence-based
descriptions of events or situations.
Check for completeness: Ensure that all required fields or sections of the WHS records are
completed. Double-check that no essential information or data is missing.
Review and verify information: Take the time to review the recorded information for accuracy and
consistency. Cross-reference with other relevant documents or sources to validate the information
provided.
Seek clarification when needed: If there is any uncertainty or ambiguity regarding the information
to be recorded, seek clarification from supervisors, colleagues, or subject matter experts. Do not
make assumptions or guesswork.
Seek feedback and validation: If possible, have the completed WHS records reviewed by a
designated person or supervisor to verify accuracy and completeness. This step adds an additional
layer of quality control.
Maintain good documentation practices: Keep organized records of completed WHS forms,
reports, or documents. Date and sign the records as appropriate to indicate the completion and
authentication.

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Activity
6B

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Activity
Objective To provide you with an opportunity to explain how to minimise use of printed
materials and maximise electronic transmission and filing of all documents to
reduce waste.
1. What steps can you use to minimise printed materials and reduce waste?
To minimize printed materials and reduce waste in the workplace, consider the following steps:
Embrace digital documentation: Encourage the use of electronic files and digital documentation
instead of printing physical copies. Store documents, reports, and records digitally, utilizing cloud
storage or shared network drives.
Implement paperless workflows: Establish paperless processes for tasks such as approvals, reviews,
and document circulation. Utilize electronic signatures and online collaboration tools to eliminate
the need for printing and physical circulation of documents.
Share information electronically: Instead of printing and distributing paper memos or notices,
communicate information through email, intranet platforms, or instant messaging tools. Encourage
staff to use digital communication channels for routine updates and announcements.
Opt for electronic forms and surveys: Replace paper-based forms and surveys with electronic
versions. Use online survey tools or form builders to collect information digitally. This reduces the
need for printing and manual data entry.
Utilize digital meeting tools: Instead of printing meeting agendas, presentations, and handouts, use
digital meeting tools and screen sharing capabilities. Share documents electronically during
meetings and encourage participants to access materials on their devices.
Enable double-sided printing: Configure printers to default to double-sided printing. Encourage

employees to print on both sides of the paper whenever possible, reducing paper consumption.
Provide digital access to policies and procedures: Make company policies, procedures, and manuals
available in electronic format. Store them on a shared drive or intranet, ensuring easy access for
employees without the need for printing physical copies.
Encourage recycling and responsible disposal: Set up recycling stations throughout the workplace
for paper, cardboard, and other recyclable materials. Promote responsible disposal practices and
educate employees about recycling options.

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Activity

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Summative Assessments
The summative assessments are the major activities designed to assess your skills, knowledge and
performance, as required to show competency in this unit. These activities should be completed
after finishing the Learner Guide. You should complete these as stated below and as instructed by
your trainer/assessor.
Skills, knowledge and performance may be termed as:
 Skills – skill requirements, required skills, essential skills, foundation skills
 Knowledge – knowledge requirements, required knowledge, essential knowledge,

knowledge evidence
 Performance – evidence requirements, critical aspects of assessment, performance

evidence.
Section A: Skills Activity

The Skills Activity is designed to be a series of demonstrative tasks that should be assessed by
observation (by the assessor or third party, depending on the circumstances).
It will demonstrate all of the skills required for this unit of competency – your assessor will provide
further instructions to you, if necessary.
Section B: Knowledge Activity (Q & A)

The Knowledge Activity is designed to be a verbal questionnaire where the assessor asks you a series
of questions to confirm your competency for all of the required knowledge in the unit of
competency.
Section C: Performance Activity

The Performance Activity is designed to be a practical activity performed either in the workplace or a
simulated environment. You should demonstrate the required practical tasks for the unit of
competency and be observed by the assessor and/or third party, as applicable to the situation. If the
third party is required to observe you, you will need to make the required arrangements with them.
If necessary for the activities, you should attached completed written answers, portfolios or any
evidence of competency to this workbook.
Section A: Skills Activity

Objective: To provide you with an opportunity to show you have the required skills for this unit.
This activity will enable you to demonstrate the following skills:
 Reading o interpret unfamiliar and complex materials describing regulatory

requirements for WHS management and organizational policies and procedures

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 Writing o write high level reports about the effectiveness of WHS management
practices, making recommendations for change and complete accurate records for
regulatory compliance
 Oral communication o discipline non-compliant personnel
o conduct sometimes complex WHS consultation activities o explain all WHS
procedures and information on safe work practices
 Problem solving o incorporate the views of other people consulted in the workplace o
analyses WHS system deficiencies and recommend required change
 Teamwork
o monitor staff members’ daily compliance with WHS management practices
and counsel on non-compliance.
Answer the activity in as much detail as possible, considering your organizational requirements.
In a workplace situation, carry out (or simulate carrying out) the following skills:
1. Over the course of one month, identify, read and interpret three unfamiliar and complex
materials describing regulatory requirements and organizational policies and procedures for
WHS management.
Write a one-two page report outlining the materials you have consulted and three points of
information you gained from each.
1. Over the course of one month, analyses and write one report about the effectiveness of WHS
management practices, making recommendations for change. You do not have to address all
aspects of WHS management. Rather, you should address three specific aspects. Be sure to
consult your colleagues during this task, soliciting their observations, thoughts and ideas.
Specifically, you may address:
 Hazard report practices

 Incident report practices
 Risk assessment practices
 Procedures for carrying out different types of work
 Procedures for carrying out workplace inspections
 Emergency evacuation report practices
 Health monitoring report practices
 Equipment maintenance report practices
 WHS induction and training practices
 Practices for completing safety data sheets
 Practices for handling chemicals.
The report should be between two and three pages long. It should include three observations
or points of information about current WHS management practices and three
recommendations for the future.

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Title: Assessment of WHS Management Practices: Report on Effectiveness and

Recommendations
Introduction
The purpose of this study is to evaluate the efficiency of our organization's present WHS
management practices and offer suggestions for improvement. Hazard report practices,
incident report practices, and WHS induction and training practices are the three main areas
of focus of the evaluation. The conclusions and suggestions presented in this study are
supported by a thorough examination of organizational policies, regulatory requirements, and
interviews with coworkers and stakeholders.
Hazard Report Practices:
Observations:
• The hazard reporting system is accessible and well-promoted across the organization.
• Reports are consistently documented and include relevant details such as location,
description, and potential risks.
• However, there is a lack of follow-up and feedback to employees who submit hazard
reports, which may hinder their engagement and willingness to report hazards in the
future.
Recommendations:
• Implement a process for acknowledging and providing feedback on hazard reports to
ensure employees feel valued and motivated to contribute.
• Establish a systematic approach for reviewing and addressing reported hazards, including
timely action plans and communication to the workforce.
• Consider implementing a hazard reporting software or digital platform to streamline the
reporting process and enhance tracking and analysis capabilities.
Incident Report Practices:
Observations:
• Incident reporting procedures are well-documented and easily accessible to all employees.
• Most incidents are reported promptly and include essential details, such as date, time,
location, and involved parties.
• However, there is room for improvement in the quality and depth of incident
investigations, particularly in identifying root causes and preventive measures.
Recommendations:
• Provide training and guidance to employees involved in incident investigations to enhance
their skills in root cause analysis and problem-solving.
• Establish a standardized incident investigation process that ensures consistent and
thorough assessments of incidents.
• Foster a culture of continuous learning and improvement by sharing incident investigation
findings and lessons learned across the organization.
WHS Induction and Training Practices:
Observations:
• The organization conducts comprehensive WHS induction programs for new employees.
• Training programs cover essential topics, but there is a need for ongoing refresher
courses to reinforce knowledge and address emerging risks.
• Limited evaluation and assessment of training effectiveness are currently in place.

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Recommendations:
• Develop a systematic approach to assess training needs periodically and tailor programs
to address specific roles and responsibilities.
• Incorporate regular refresher training sessions to reinforce key WHS principles and address
emerging risks.
• Implement evaluation mechanisms to measure the effectiveness of training programs and
gather feedback from participants for continuous improvement.
Conclusion:
It is clear that our organization has a solid basis in WHS management based on the assessment
of hazard report practices, incident report practices, and WHS induction and training practices.
To further increase the efficacy of these practices, there are still certain areas for development.
By taking the suggested activities, we may promote a safer and healthier work environment,
enhance reporting and incident investigation procedures, and improve the workforce's
knowledge and expertise in WHS-related issues.
To make sure the modifications are effective and make any additional adjustments that are
required, it is crucial to regularly monitor and assess the changes that have been made. We
are demonstrating our dedication to upholding high standards of WHS management and
making the workplace safer for all employees by giving priority to these improvements.
2. Over the course of one month, monitor staff members’ daily compliance with WHS
management practices and identify one employee who is failing to comply with work health
and safety procedures and practices. Organize a half hour one-to-one meeting with them to
discuss this issue.
Specifically, you should:
 Discuss the reasons for the employee’s failure to comply with WHS practices
 Remind the employee of the importance of adhering to WHS practices
 Remind the employee of the WHS practices they need to follow

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 Discipline the employee appropriately (remember, these actions should be corrective

rather than punitive)
 Develop a compliance plan with the employee.
Throughout the discussion, make sure that you maintain a professional and helpful tone that
is firm as well as fair. Your primary goal should be to encourage the employee to act correctly
and adhere to all WHS practices, rather than embarrass or belittle them.

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Date: [05/02/2023]
Time: [11.26 pm]
Location:
Attendees:
Agenda:
Discussion on Non-Compliance
Reinforcement of WHS Practices
Development of Compliance Plan
Meeting Summary:
Introduction:
I welcomed the employee and expressed my intention to address the issue of non-compliance
with WHS practices. I emphasized that the purpose of the meeting is to ensure a safe working
environment for everyone and to support the employee in meeting the required standards.
Discussion on Non-Compliance:
We had an open and honest discussion where the employee expressed their perspective on the
challenges they were facing in adhering to WHS practices. I actively listened and empathized with
their concerns, ensuring they felt heard and understood. We identified specific instances of non-
compliance and discussed the potential risks and consequences associated with these actions. I
clarified any misunderstandings and provided further explanations of the required WHS practices.
Reinforcement of WHS Practices:

I reminded the employee of the importance of adhering to WHS practices and how it contributes
to a safe and healthy workplace. I specifically mentioned the WHS practices that the employee
needs to follow, providing clear instructions and examples to illustrate their significance. I offered
additional guidance and resources, such as training materials and reference documents, to
support their understanding and implementation of the required practices.
Development of Compliance Plan:

Together, we developed a compliance plan that focused on corrective actions rather than punitive
measures. We set clear expectations and goals for improvement, outlining specific steps the
employee should take to address the non-compliance. I identified any additional support or
training needs the employee had and arranged for appropriate resources or assistance. We
agreed on a timeline for regular check-ins and progress reviews to monitor their compliance and
provide ongoing feedback and support.
Closing:
I summarized the key points discussed during the meeting and expressed my confidence in the
employee's ability to improve their compliance with WHS practices. I reiterated the organization's
commitment to their well-being and emphasized their crucial role in maintaining a safe working
environment. I thanked the employee for their participation and commitment to improving their
compliance with WHS practices.

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Section B: Knowledge Activity (Q & A)

Objective: To provide you with an opportunity to show you have the required knowledge for this
unit.
The answers to the following questions will enable you to demonstrate your knowledge of:
 Primary components of relevant state or territory OHS or WHS legislation:

o actions that must be taken for legal compliance o employer responsibilities to provide
a safe workplace o requirement to consult, and acceptable consultation mechanisms
o requirements for the use of WHS representatives and committees, and their roles and
responsibilities
o requirements for hazard identification, risk assessment, risk control and acceptable
mechanisms
o requirements for record keeping and acceptable record keeping mechanisms o
requirement to provide information and training
o employee responsibilities to ensure safety of self, other workers and other people in
the workplace
o employee responsibility to participate in WHS practices
o ramifications of failure to observe OHS or WHS legislation and organisational policies
and procedures
 Specific organisation:
o full content of WHS policies and procedures; and consultation, hazard
identification, risk assessment and reporting documents
o methods used for WHS consultation, hazard identification and risk
assessment o options for the provision of training:
▪ coaching or mentoring in safe work practices
▪ formal training programs in safe work practices o hazard identification, risk
assessment and control
o WHS policy and procedure induction o WHS representative or committee
o provision of information, fact sheets and signage to ensure safe work
practices  WHS information:
o consultative arrangements for WHS
o employee roles and responsibilities in WHS management practices
o legal obligations and ramifications of failure to comply o location of
first aid kit and emergency evacuation plan
o WHS training information and updates o policies:
▪ overall approach of organisation to WHS
▪ participation of personnel in WHS management practices
▪ responsibilities of employees to ensure safety o procedures
o specific risk control measures relevant to the workplace o specific
regulations and codes of practice o use of:
▪ hazard identification reporting documents

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▪ risk assessment template documents  Consultative processes:

o a diary, whiteboard or suggestion box used by staff to report issues of
concern
o fact sheets to fully inform personnel about WHS rights and responsibilities
o formal WHS representatives and committees o formal meetings with
agendas, minutes and action plans o informal meetings with notes
o WHS discussions with employees during the course of each business day o
recording issues in a management diary o regular staff
meetings that involve WHS discussions o seeking staff suggestions
for content of WHS policies and procedures o special staff meetings or
workshops to specifically address WHS issues o staff handbook containing
WHS information
o surveys or questionnaires that invite staff feedback on WHS issues  Time
requirements for hazard identification:
o when changes to the workplace are implemented:
▪ before the premises are used for the first time
▪ before and during the installation or alteration of any plant
▪ before changes to work practices are introduced o when any new information
relating to health and safety risks becomes available  Required WHS records and
reports:
o consultation o hazard identification o incident and accident notifications to
WHS regulatory authorities o incident or accident, near miss reports and
related statistics o monitoring reports and recommendations for change:
▪ agendas for and minutes of meetings
▪ committee members
▪ consultation decisions and follow-up actions
▪ consultation processes
▪ diaries of meetings
▪ WHS information provided to personnel
▪ risk controls
▪ safe work practices o risk assessments o risk control actions o training action
plans o training undertaken.

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Answer each question in as much detail as possible, considering your organisational requirements
for each one.
1. List seven primary components of state or territory WHS legislation.
The primary components of state or territory WHS (Work Health and Safety) legislation may vary
slightly depending on the jurisdiction, but generally include:
Duty of Care: Imposes a legal obligation on employers, employees, contractors, and other duty
holders to ensure health and safety in the workplace.
Hazard Identification and Risk Assessment: Requires employers to identify workplace hazards,
assess risks, and implement control measures to eliminate or minimize those risks.
Consultation and Participation: Mandates the involvement of workers in the decision-making

process regarding health and safety matters, including consultation, representation, and
participation through health and safety committees or representatives.
Duty to Provide a Safe Work Environment: Places a responsibility on employers to provide and
maintain a safe work environment, including safe systems of work, plant and equipment, and safe
storage and handling of substances.
Training, Information, and Instruction: Requires employers to provide appropriate training,

information, and instruction to workers to ensure they understand the risks and hazards associated
with their work and how to work safely.
Incident Reporting and Investigation: Establishes requirements for reporting and investigating
workplace incidents, including near misses, injuries, illnesses, and dangerous occurrences, with a
focus on identifying causes and implementing preventive measures.
Enforcement and Penalties: Outlines the powers and responsibilities of regulatory bodies to
enforce compliance with WHS legislation, including conducting inspections, issuing improvement
notices or prohibition notices, and imposing penalties for non-compliance.
2. Identify and read your organization’s work health and safety policies and procedures.
Write a two-three page report detailing:
 Three methods used for work health and safety consultation

 Three methods used for identifying hazards
 Three methods used for conducting risk assessments.
Your report should be clear, informative and free from spelling and grammar errors.

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Three methods used for work health and safety consultation:

The options for WHS consultation
include:
• Health and Safety Representatives (HSRs)
• Health and Safety Committees (HSCs)
• Other agreed arrangements
Three methods used for identifying hazards:

• Conducting regular systematic inspections of the workplace .
• Observe what hazards exist in the workplace and ask "what if?"
• Listen to feedback from people working with the task.
• Maintain records of processes used to identify hazards.
Three methods used for conducting risk assessments:

In assessing the risks, three essential steps are taken:
• The probability or likelihood of an incident occurring is evaluated.
• The severity of the potential consequences is calculated or estimated.
• Based on these two factors, the risks are assigned priority for risk control through the use of a
risk rating.
3. Identify and read your organization’s work health and safety policies and procedures.
Write a two-three page report detailing:
 The location of the first aid kid

 The emergency evacuation plan
 Three responsibilities every employee has when it comes to ensuring safety.
Title: Report on Work Health and Safety Consultation, Hazard Identification, and Risk
Assessment Methods
Introduction:
Work health and safety (WHS) policies and procedures play a crucial role in ensuring a safe
and healthy work environment. This report aims to explore the work health and safety
consultation, hazard identification, and risk assessment methods utilized in the organization.
Work Health and Safety Consultation Methods
Health and Safety Committees:
The company has appointed management and employee representatives to its health and
safety committees. These committees hold frequent meetings to talk about WHS issues,
identify risks, and suggest mitigation strategies. The committee sessions promote open
communication, enabling employees to voice problems, make recommendations, and
participate in decision-making.
Employee Surveys and Feedback Mechanisms:
The company uses feedback channels and performs frequent staff surveys to promote active
involvement and participation. These techniques provide employees a forum to express their

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opinions, highlight possible dangers, and recommend changes. Employee input is carefully
taken into account while developing WHS practices and policies.
Toolbox Talks and Team Meetings:
The company holds toolbox presentations and team meetings to spread knowledge about WHS,
raise awareness, and promote a culture of safety. These interactive seminars provide
participants the chance to talk about particular activities, spot possible dangers, and reinforce
safe work procedures. Toolbox presentations and team meetings promote participation and
provide employees a chance to share their perspectives and experiences with WHS.
Hazard Identification Methods:
Health and Safety Committees:
The organization has established health and safety committees comprising representatives
from management and workers. These committees meet regularly to discuss WHS matters,
identify hazards, and propose control measures. The committee meetings foster open
communication, allowing workers to raise concerns, provide suggestions, and contribute to the
decision-making process.
Employee Surveys and Feedback Mechanisms:

To encourage active participation and engagement, the organization conducts regular
employee surveys and utilizes feedback mechanisms. These methods provide a platform for
workers to share their perspectives, report potential hazards, and offer suggestions for
improvement. The feedback received from employees is carefully considered in shaping WHS
practices and policies.
Toolbox Talks and Team Meetings:

The organization conducts toolbox talks and team meetings as a means of disseminating WHS
information, promoting awareness, and fostering a culture of safety. These interactive sessions
provide an opportunity to discuss specific work tasks, identify potential hazards, and reinforce
safe work practices. Toolbox talks and team meetings encourage active involvement and allow
workers to contribute their views and experiences related to WHS.
Hazard Identification Methods:
Workplace Inspections:
Regular workplace inspections are conducted to identify potential hazards. Trained personnel,
including WHS officers or designated safety representatives, perform comprehensive
inspections across various areas and workstations. These inspections involve systematic
walkthroughs, visual checks, and the use of checklists to identify hazards such as physical,
chemical, and ergonomic risks.
Incident and Near-Miss Reporting:

The organization promotes a proactive approach to hazard identification through incident and
near-miss reporting. Workers are encouraged to report any incidents or near-misses they
observe or experience. These reports trigger investigations to determine the root causes of
incidents and near-misses, identify underlying hazards, and implement preventive measures to
mitigate the risks.

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Job Safety Analysis (JSA):

Job Safety Analysis (JSA) is used to identify hazards associated with specific work tasks or job
roles. This method involves breaking down tasks into individual steps and analyzing potential
hazards and risks at each stage. Employees and supervisors collaborate to assess risks,
determine control measures, and develop safe work procedures. JSAs are regularly reviewed
and updated to reflect any changes in work processes or introduction of new hazards.
Risk Assessment Methods
Qualitative Risk Assessments

The organization utilizes qualitative risk assessments to evaluate risks based on their likelihood
and potential severity. Risk assessments are conducted by considering various factors such as
the nature of hazards, exposure frequency, and potential consequences. This method enables
the organization to prioritize risks and allocate resources for implementing appropriate control
measures.
Quantitative Risk Assessments

In certain high-risk areas or projects, quantitative risk assessments may be employed. These
assessments involve numerical calculations, statistical analysis, and probabilistic modeling to
quantify risks more precisely. Specialized software tools and expert input are utilized to assess
complex risks, such as those associated with chemical exposures, machinery operations, or
construction activities.
Task-based Risk Assessments

Task-based risk assessments focus on assessing risks associated with specific work tasks or
activities. These assessments involve identifying hazards, evaluating the likelihood and
potential consequences, and implementing control measures tailored to the specific task.
Workers and supervisors collaborate to conduct task-based risk assessments, ensuring that
risks are adequately addressed and appropriate controls are in place.
Conclusion
The organization demonstrates a commitment to work health and safety through effective
consultation methods, hazard identification practices, and risk assessment techniques. The
utilization of health and safety committees, employee surveys, toolbox talk’s workplace
inspections, incident reporting, JSAs, and risk assessments contributes to a comprehensive
approach to WHS management. By actively involving workers, addressing hazards, and
implementing control measures, the organization strives to create a safe and healthy work
environment for all employees.
4. List five consultative processes you could use to discuss work health and safety issues in the
workplace.
• Health and Safety Committees: Establishing a health and safety committee comprising
representatives from management and workers provides a formal platform for discussing
work health and safety issues. Regular meetings can be held to address concerns, propose
improvements, and make decisions related to WHS.

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• Employee Surveys and Feedback Mechanisms: Conducting surveys or using feedback

mechanisms allows employees to provide their input on work health and safety issues.
Surveys can cover topics such as workplace hazards, safety procedures, and training needs.
Feedback mechanisms, such as suggestion boxes or online platforms, provide an ongoing
avenue for employees to share their thoughts and suggestions.
• Consultation with Trade Unions or Employee Representatives: In workplaces with trade

unions or employee representatives, engaging in regular consultation with these groups
can help in discussing and resolving work health and safety issues. These consultations
involve collaboration and negotiation to address concerns and ensure the implementation
of effective WHS practices.
• Toolbox Talks and Team Meetings: Incorporating work health and safety discussions into
toolbox talks and team meetings allows for informal consultations with employees. These
gatherings provide opportunities to raise awareness, share information, and seek input on
specific WHS issues. It encourages open dialogue and engagement among team members.
• One-on-One Discussions and Performance Reviews: Engaging in individual discussions

with employees during performance reviews or one-on-one meetings can be valuable for
addressing work health and safety issues. It allows for a personalized approach to discuss
concerns, provide feedback, and develop action plans to improve WHS practices and
compliance.
5. Identify and read your organisation’s work health and safety policies and procedures.
Write a two page report detailing your organisation’s time requirements for hazard inspection
when changes to the workplace are implemented:
 Before the premises are used for the first time

 Before and during the installation or alteration of any plant
 Before changes to work practices are introduced
 When any new information relating to health and safety risks becomes available.
If this information is unavailable, you should speak to your manager/supervisor and solicit
their ideas and recommendations. Then write your report accordingly.
[Criniti’s]
Work Health and Safety Policies and Procedures
Report on Time Requirements for Hazard Inspection
Date: [13/05/2023]
Author: [Roman Bishwakarma]

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Position: [Manager]
Introduction
This report aims to outline the time requirements for hazard inspection in our organization
when changes are implemented in the workplace. The focus areas include inspections before
the premises are used for the first time, during plant installation or alteration, when introducing
changes to work practices, and when new health and safety risk information becomes available.
Before the premises are used for the first time:

According to our organization's work health and safety policies and procedures, a thorough
hazard inspection should be conducted before the premises are used for the first time. This
inspection ensures that potential hazards are identified and appropriate control measures are
in place. The time requirement for this inspection will vary depending on the size and
complexity of the premises, but it is recommended to allocate sufficient time for a
comprehensive assessment. Typically, this inspection should be completed at least one week
before the premises are used.
Before and during the installation or alteration of any plant:

When any plant installation or alteration takes place within our organization, it is crucial to
prioritize safety by conducting hazard inspections. The inspection should be carried out both
before and during the installation or alteration process to identify any potential hazards and
ensure that appropriate control measures are implemented. The time required for these
inspections will depend on the nature and scale of the plant being installed or altered. It is
important to allocate enough time to thoroughly assess the hazards and make necessary
adjustments to ensure the safety of the installation or alteration process.
Before changes to work practices are introduced:

Prior to implementing any changes to work practices, it is essential to conduct hazard
inspections. This helps to identify any new risks associated with the proposed changes and
determine appropriate control measures. The time required for these inspections will depend
on the complexity and extent of the changes being introduced. It is important to allocate
adequate time to thoroughly assess the potential hazards associated with the modified work
practices. Typically, these inspections should be conducted at least one week before the
changes are implemented to allow for any necessary adjustments or additional safety
measures.
When any new information relating to health and safety risks becomes available:
Our organization recognizes the importance of staying up-to-date with health and safety risks.
Whenever new information becomes available that may impact the health and safety of our
workforce, a hazard inspection should be conducted. This inspection aims to assess the
potential risks associated with the new information and take necessary actions to mitigate
those risks. The time required for these inspections will depend on the nature and significance
of the newly available information. It is important to promptly conduct the inspection upon
receiving the new information to ensure timely risk assessment and appropriate preventive
measures.
Conclusion

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In conclusion, our organization emphasizes the significance of conducting hazard inspections in

various scenarios to ensure a safe and healthy work environment. The time requirements for
these inspections may vary depending on the specific circumstances, and it is crucial to allocate
sufficient time for thorough assessments. By following our organization's work health and
safety policies and procedures, we can proactively identify and address potential hazards,
safeguarding the well-being of our employees.
6. Explain why it is important to maintain work health and safety records and list five different
types of WHS records you may complete.
Importance of Maintaining Work Health and Safety Records

Maintaining work health and safety (WHS) records is essential for organizations to demonstrate
compliance with regulatory requirements, monitor the effectiveness of WHS management
practices, and ensure the health and safety of employees. By keeping accurate and up-to-date
records, organizations can effectively manage risks, identify trends, and take proactive measures
to prevent accidents and injuries. Here are some reasons why maintaining WHS records is
important:
Legal Compliance: WHS records provide evidence of compliance with legislative requirements.
They demonstrate that the organization has fulfilled its obligations and implemented appropriate
measures to protect the health and safety of its workers.
Risk Management: WHS records allow organizations to identify potential hazards, assess risks,
and implement control measures. By maintaining records of risk assessments, incident reports,
and hazard identification, organizations can track the effectiveness of control measures and make
informed decisions to minimize workplace risks.
Incident Investigation and Analysis: Accurate and detailed records of incidents and accidents
enable thorough investigations to determine the root causes and implement corrective actions.
Analyzing incident records helps identify patterns and trends, allowing organizations to address
underlying issues and prevent similar incidents from occurring in the future.
Training and Competency Management: WHS records play a vital role in tracking employee
training and competency. By maintaining records of induction and training programs,
organizations can ensure that employees receive the necessary information and skills to perform
their work safely and effectively.
Continuous Improvement: WHS records provide a historical reference for organizations to

evaluate their WHS performance over time. Regular review and analysis of records help identify
areas for improvement, implement corrective measures, and enhance the overall effectiveness of
WHS management systems.
Different Types of WHS Records:

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Incident Reports: Records documenting workplace incidents, accidents, injuries, near-misses, and
property damage. These reports capture details of the event, contributing factors, and actions
taken.
Risk Assessments: Records outlining the identification, assessment, and control of workplace
hazards. Risk assessment records document potential risks, control measures, and ongoing
monitoring and review processes.
Training and Induction Records: Records documenting employee training, including details of
training programs attended, dates, trainers, and assessment outcomes. These records
demonstrate compliance with training requirements and ensure employees are equipped with
the necessary knowledge and skills to work safely.
Inspection and Audit Reports: Records of workplace inspections, internal audits, and external
assessments. These reports identify areas of non-compliance, hazards, and opportunities for
improvement, and document actions taken to address any issues.
Health Monitoring Records: Records related to health monitoring programs, such as medical
assessments, exposure monitoring, and surveillance records. These records track employee health
conditions and help monitor the impact of workplace hazards on employee well-being.
Section C: Performance Activity

Objective: To provide you with an opportunity to demonstrate the required performance
elements for this unit.
This activity will enable you to demonstrate the following performance evidence:
 Implement and monitor adherence to workplace health and safety procedures in three of the
following real or simulated situations: o evacuation of staff and customers
o security management of cash, documents, equipment, keys or people
o handling chemicals and hazardous substances o hazard
identification and reporting o incident and accident reporting o
risk assessment and reporting
 Coordinate consultative processes for managing the above workplace health, safety and security
issues
 Coordinate risk assessments, WHS training, and the maintenance of records relating to above
situations
 Monitor the effectiveness of the WHS system and identify: o required adjustments o staff
training needs
 Demonstrate management practices that must be implemented for compliance with state or
territory occupational health and safety (OHS) or WHS legislation during above situations.
Answer the activity in as much detail as possible, considering your organisational requirements.

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1. Over the course of six weeks, implement and monitor adherence to workplace health and
safety procedures in three of the following real or simulated situations.
 Evacuation of staff and customers

 Security management of cash, documents, equipment, keys or people
 Handling chemicals and hazardous substances
 Hazard identification and reporting  Incident and accident reporting  Risk assessment
and reporting.
For each situation, be sure to provide staff with all work health and safety information they
need.
During the task, make a record of things that went well and things that could be improved.
Then, coordinate a consultative process (e.g. a formal meeting with agendas, minutes and
action plans) during which you and your colleagues can discuss the issues that have arisen.
You should also take this opportunity to provide staff members with feedback on their
performance.
Write a three-four page report outlining the conclusions you have come to and three
recommendations on how to improve WHS management in the future through training in line
with state or territory WHS legislation.
Title: Workplace Health and Safety Implementation and Consultative Process Report
Introduction:
This report's objective is to describe how workplace health and safety procedures were
implemented and monitored during the course of three particular circumstances over a six-
week period. The evacuation of employees and customers, security management, and
managing chemicals and hazardous materials are the scenarios chosen for study. In compliance
with state or territory WHS laws, the report will also include the consultation procedures used
to address problems, provide employee input, and offer suggestions for improving WHS
management via training.
Evacuation of Staff and Customers:
During the six-week period, regular evacuation drills were conducted to ensure staff and
customers were familiar with emergency procedures and evacuation routes. Clear instructions
were provided to staff on how to respond during emergencies, including the designated
assembly points. Staff demonstrated good adherence to evacuation procedures, promptly
evacuating the premises and assisting customers when necessary. However, a few areas for
improvement were identified:
• Lack of awareness among some staff members about specific evacuation procedures for
different scenarios.
• Inadequate communication systems in certain areas of the workplace, leading to delayed
notifications during drills.
• Limited understanding of the roles and responsibilities of designated personnel during
evacuations.
Consultative Process:

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A formal meeting was held with the WHS committee, where the issues identified during
evacuation drills were discussed. Agendas, minutes, and action plans were documented.
Feedback was provided to staff members, emphasizing the importance of familiarizing
themselves with evacuation procedures and reinforcing the roles and responsibilities of
designated personnel.
Recommendations:
• Develop a comprehensive evacuation training program that covers various emergency
scenarios, ensuring all staff members receive appropriate training.
• Improve communication systems throughout the workplace to enhance prompt

notifications during emergencies.
• Conduct regular evacuation drills to reinforce proper evacuation procedures and evaluate
the effectiveness of communication systems.
• Security Management of Cash, Documents, Equipment, Keys, or People:

Throughout the six-week period, security protocols were implemented to ensure the proper
management of cash, documents, equipment, keys, and people. Staff members were trained
on access control measures, secure storage practices, and the reporting of suspicious activities.
Adherence to security procedures was generally observed, but certain areas needed
improvement:
• Some staff members displayed complacency when handling sensitive information, leading
to potential security breaches.
• Inadequate monitoring of access control systems, resulting in unauthorized individuals
gaining access to restricted areas.
• Insufficient awareness of reporting procedures for suspicious activities or security
incidents.
A formal meeting was conducted with relevant stakeholders, including security personnel and
management, to address the identified security management issues. Agendas, minutes, and
action plans were documented. Feedback was provided to staff members, emphasizing the
importance of vigilance and adherence to security procedures.
Recommendations:
• Provide refresher training to staff members on security protocols, focusing on the handling
of sensitive information and reporting suspicious activities.
• Enhance monitoring systems, such as CCTV cameras and access control mechanisms, to
ensure proper enforcement of security measures.

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• Establish a clear reporting mechanism for staff to promptly report any security incidents or
concerns.
• Handling Chemicals and Hazardous Substances:

During the six-week period, staff members were trained on the safe handling, storage, and
disposal of chemicals and hazardous substances. Personal protective equipment (PPE) was
provided, and proper labeling and signage were implemented. Overall, adherence to safety
procedures was satisfactory, but areas for improvement were identified:
• Inconsistent use of PPE by some staff members, especially during routine tasks where
exposure to hazardous substances may occur.
• Insufficient awareness of emergency response procedures in the event of chemical spills or
exposure incidents.
• Lack of regular maintenance and calibration of monitoring equipment used to detect
hazardous substances.
A consultative meeting was held with the WHS committee, relevant supervisors, and staff
members involved in handling chemicals and hazardous substances. The meeting focused on
addressing the identified issues and improving compliance with safety procedures. Agendas,
minutes, and action plans were documented, and feedback was provided to staff members on
the importance of consistent adherence to safety protocols.
Recommendations:
• Provide refresher training to staff members on security protocols, focusing on the handling
of sensitive information and reporting suspicious activities.
• Enhance monitoring systems, such as CCTV cameras and access control mechanisms, to
ensure proper enforcement of security measures.
• Establish a clear reporting mechanism for staff to promptly report any security incidents or
concerns.
• Handling Chemicals and Hazardous Substances:

During the six-week period, staff members were trained on the safe handling, storage, and
disposal of chemicals and hazardous substances. Personal protective equipment (PPE) was
provided, and proper labeling and signage were implemented. Overall, adherence to safety
procedures was satisfactory, but areas for improvement were identified:
• Inconsistent use of PPE by some staff members, especially during routine tasks where
exposure to hazardous substances may occur.
• Insufficient awareness of emergency response procedures in the event of chemical spills
or exposure incidents.
• Lack of regular maintenance and calibration of monitoring equipment used to detect
hazardous substances.

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A consultative meeting was held with the WHS committee, relevant supervisors, and staff
members involved in handling chemicals and hazardous substances. The meeting focused on
addressing the identified issues and improving compliance with safety procedures. Agendas,
minutes, and action plans were documented, and feedback was provided to staff members on
the importance of consistent adherence to safety protocols.
Recommendations
Reinforce training on the proper use of PPE, emphasizing the importance of wearing
protective gear at all times when handling chemicals.
Conduct regular drills and provide refresher training on emergency response procedures for
chemical spills or exposure incidents.
Establish a systematic maintenance schedule for monitoring equipment and ensure regular
calibration to maintain accurate hazard detection.
Conclusion
The six-week period of implementing and monitoring workplace health and safety procedures
highlighted areas of good adherence as well as opportunities for improvement. Through
consultative processes, issues were discussed, feedback was provided, and recommendations
were made. To improve WHS management in the future, the identified recommendations
focus on training programs aligned with state or territory WHS legislation. By implementing
these recommendations, the organization can enhance safety practices, mitigate risks, and
foster a culture of proactive compliance with WHS procedures.
Workplace Documentation – for learner

Workplace documents checklist
To demonstrate and support workplace knowledge, workplace documents can be submitted to the
assessor or third party. Indicate in the table below the documents that have been provided. Please
refer to your trainer/assessor if clarification is required or if you have any further questions on what
you are able to provide or use.
Document name/description Document attached
Yes No (Please circle)

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For RTO use only
Have originals or digital copies been supplied for the workplace Yes No (Please circle)
documents?
If not originals, have the originals been validated or checked? Yes No (Please circle)
Learner’s signature
Assessor’s signature
Supplementary Oral Questions (optional) – for assessor

The below table is for you to document any supplementary verbal questions you have asked the
learner to determine their competency. For example, if you are unsure of their answer to a question
in the Learner Workbook, you may choose to ask them a supplementary question to clarify their
understanding of the relevant criteria.
Learner’s name

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Assessor’s name
Unit of Competence
(Code and Title)
Date of assessment
Question:
Learner answer:
Assessor judgement: Satisfactory Not Satisfactory
Question:
Learner answer:

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Question:
Learner answer:
Question:
Learner answer:
Question:
Learner answer:

Page | 82
Feedback for the learner
I have read, understood, and am satisfied with the feedback provided by the assessor.
Learner’s name
Assessor’s name

Page | 83
Competency as recorded by assessor

This should be used by the trainer/assessor to document the learner’s skills, knowledge and
performance as relevant to the overall unit. Indicate in the table below if the learner is deemed
competent or not yet competent for the unit or if reassessment is required.
Learner’s name
Assessor’s name
Unit of Competence
(Code and Title)
Date(s) of assessment
Activities List 1A-1B, 2A- 2C, 3A – 3D, 4A – 4E , 5A – 5C , 6A – 6B S NS
Have the activities been answered and performed fully, as required to assess Yes No
the competency of the learner? (Please circle)
Has sufficient evidence and information been provided by the learner for the Yes No
activities? (Please circle)
Comments from trainer/assessor:
Summative Assessments: Section A checklist S NS
Has the activity been answered and performed fully, as required to assess the Yes No
competency of the learner? (Please circle)
activity? (Please circle)
Summative Assessments: Section B checklist S NS
Summative Assessments: Section C checklist S NS

Page | 84
Unit Result
Has the learner completed all required assessments to a satisfactory Yes No
standard? (Please circle)
Has sufficient evidence and information been provided by the learner to prove Yes No
their competency across the entire unit? (Please circle)
Has the learner completed all required assessments to a satisfactory Yes No

standard? (Please circle)
Has sufficient evidence and information been provided by the learner to prove Yes No
their competency across the entire unit? (Please circle)
The learner has been assessed as competent in the elements and performance criteria and the evidence has
been presented as:
Yes No
Authentic (Please circle)
Yes No
Valid (Please circle)
Yes No
Reliable (Please circle)
Yes No
Current (Please circle)
Yes No
Sufficient (Please circle)
The learner is deemed: Not yet Competent Competent
If not yet satisfactory, date for reassessment:

Page | 85

Unit Result Record Sheet: Roman Bishwakarma HPO1220006 Assessment Completed Result Result

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Unit Result Record Sheet

Result for unit Competent Not Yet Competent

Student Name: ROMAN BISHWAKARMA____________________________ Student ID:

Received by Australian College of Trade:

NAME: ______________________________ Signature: _________________________ Date: __________

Implement and monitor work

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

Table of Contents ......................................................................................................................... 2

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

 Address each question including any sub-points

 Demonstrate that you have researched the topic thoroughly

 Cover the topic in a logical, structured manner

 Presenting any work by another individual as one's own unintentionally

 Handing in assessments markedly similar to or copied from another learner

 Presenting the work of another individual or group as their own work

 Handing in assessments without the adequate acknowledgement of sources used, including

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

Assessment appeals process

Recognised prior learning

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

 Product-based methods e.g. reports, role plays, work samples

 Portfolios – annotated and validated

 Third party evidence.

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

An explanation of observations and demonstrations:

The observation will usually require:

 Performing a work-based skill or task

 Interaction with colleagues and/or customers.

A demonstration will require:

 Performing a skill or task that is asked of you

 Undertaking a simulation exercise.

Third Party Guide

The reasons to use a third party may include:

confidentiality and privacy issues are involved.

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

Third party details (where required from the learner)

Third party name: ______________________________________________________________

Position of third party: ______________________________________________________________

Telephone number: ______________________________________________________________

Email address: ______________________________________________________________

Declaration for nominated third party

Third party signature: _____________________________________ Date: ___________________

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

1. What types of WHS information should be explained to personnel?

2. What methods can you use to explain WHS information to personnel?

3. Describe aspects of WHS particular to your organization that should be explained to

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

• One-on-One Communication: Engage in individual or small-group discussions with staff

• External Resources: Collaborate with external WHS professionals or organizations to deliver

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

2. What factors should you consider when monitoring compliance?

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

Communication and Feedback: Monitor the effectiveness of communication channels related to

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

Working at Heights or Confined Spaces: If applicable to your organization, provide specific

VCID. ACOT Training and Assessment/SITXWHS003/Learner Workbook/V1.2/August 2019

NAME: ________________ Signature: _ Date:

Third party signature: ___________________ Date: _