Procedure: Work health and safety training
- This document describes:
- the University’s WHS Training requirements matrix for determining WHS training requirements for workers;
- responsibilities of managers and supervisors to ensure their workers are appropriately trained for the tasks required for their roles and their responsibilities;
- the frequency of training, attainment of required competencies or qualifications and experience required by workers, including refresher training requirements; and
- the requirement to retain WHS training records for legislative and compliance purposes.
Create and maintain the WHS training requirements matrix
- The University WHS committee in conjunction with the Associate Director Work Environment Group (WEG), shall ensure that a WHS Training requirements matrix is created and maintained for all workers at the University for all hazards as per the WHS hazard management procedure, WHS processes and licences requirements.
Supervisors’ and managers’ responsibilities to determine a worker’s WHS training needs
- Supervisors and/or managers shall ensure that all workers (including staff, students, contractors and others) receive the required WHS training prior to commencing work. This training can be identified from the University’s WHS Training requirements matrix and the position description.
- The worker’s supervisor and/or manager is responsible for determining the WHS training needs and creating an individual training plan when:
- a worker commences with the University;
- a worker moves into a new position; or
- if any changes occur to the role requirements, the position description, the equipment used or a WHS process which impacts the worker’s role.
Supervisors’ and managers’ responsibilities to arrange WHS training
- The worker’s supervisor and/or manager shall enrol, schedule, or direct the worker to self-enrol in any mandatory WHS training.
- Supervisors and/or managers must consult with workers when assessing WHS training needs. Methods may include but are not limited to:
- consultation with a group of workers on a range of common WHS training requirements;
- consultation with an individual worker on the training requirements specific to their work activities using the performance development review process or recruitment process; and
- other suitable methods to consult and assess WHS training needs, such as email communication, joint review of position description and identification of non-listed tasks or duties.
- It is a worker’s responsibility to complete any training required of them in the designated timeframe as requested by their supervisor or manager for their role requirements.
Delivery of WHS training
- The WHS training may be delivered via:
- online training or other learning management systems;
- face to face training;
- practical demonstration; and
- other specialised methods to suit specific training requirements.
Assessment of competency
- The University ensure their trainers and the trainees are competent as per the requirements of the WHS Act.
- The method of determining competency of a worker will depend on legal requirements and the risk level of the activity:
- For high risk work, a competency assessment may include an exam and a practical demonstration.
- For low to medium risk activities, there are a variety of options for competency assessment such as workplace observation by the supervisor, oral or written responses or evidence based on prior learning.
- Competency assessment has two outcomes: ‘competent’ and ‘not yet competent’. If a worker is deemed ‘not yet competent’, the trainer shall discuss with the worker their shortfall in demonstrated learning and shall consult with the worker and their supervisor and/or manager a plan to reassess.
- Reassessment may be undertaken immediately for some tasks but may require a minimum time period for others. ‘Not yet competent’ persons are not allowed to complete those tasks unless they are being fully supervised.
- The level of competency may be deemed to be inappropriate where evidence indicates there has been deterioration in the level of job performance. This may include:
- failure to safely use and operate equipment;
- occurrence of an incident resulting from the person performing the task;
- holding a certification which had exceeded the duration period, such as an expired licence; and
- a change in task, process or equipment which requires all workers to demonstrate their competency.
WHS training competency records
- All WHS training records shall be retained for reporting, accountability, competency evidence and auditing purposes to meet legislative and compliance requirements.
- All mandatory WHS training records will be formally recorded on the worker’s personnel file in the Electronic Records Management System and in the Human Resources Management System. This information should be retrievable when requested by WEG, a Workplace Inspector or an internal or external auditor.
- High Risk Licences shall be kept on the worker at time of operation, and presented to a Workplace Inspector if requested. A current copy of the qualifications shall also be on the worker’s personnel file (e.g. Forklift licence), prior to the operation of the high risk equipment.
- Any worker at a University location will be provided with an induction and information relevant to their workplace.
Visitor and contractor induction
- Trades contractors shall be inducted by the contract administrator as per the Contractor management procedure.
- Non trades contractors will be required to complete a non trades contractors module.
- Visitors shall complete a site induction as per the relevant local area requirements.
- The staff member’s supervisor will provide an initial induction by completing a induction checklist, specific to the local area, in consultation with the staff member.
- To supplement the specific local area induction all staff members shall complete the mandatory ANU online induction, as per the WHS training requirements matrix.
- Staff members in some local areas or those with specific WHS responsibilities (HSRs/ WHS Committee members/Wardens) will be provided with training to enable them to undertake their roles effectively. Refer to the WHS training requirements matrix.
- General WHS refresher training which is not linked to licences or compliance requirements shall be undertaken every three years.
- Refresher training which is required to maintain the currency of licences and compliances, such as First Aid training, Forklift licence and other licences or certifications, shall be undertaken prior to the expiry date or as per the licensing period requirements in the WHS legal and other requirements procedure.
Monitor and review WHS training
- The University WHS committee will review the University health and safety training program. The Chairperson is responsible for ensuring this review takes place. The safety training program, including the WHS Training requirements matrix, will be reviewed at a minimum of three yearly scheduled intervals or after any of the following:
- significant changes to the University’s business operations;
- changes to legislation; and
- an incident that indicates the need for review of the training program.
- Any updates or any changes made to the University’s WHS training requirements matrix, this procedure or other WHS training requirements will be communicated by the Associate Director WEG to the affected workers through the WHS Committees and WHS Officers as per the WHS communication and consultation procedure.
Legal and other requirements
Work Health and Safety Act 2011 (Cth)
Work Health and Safety Regulations 2011 (Cth)
Safety, Rehabilitation and Compensation Act 1988 (Cth)
AS/NZ 4801:2001 Occupational health and safety management systems
ISO 19011:2002 Guidelines for auditing management systems
|Printable version (PDF)|
|Title||Work health and safety training|
|Purpose||This procedure describes how the Australian National University (ANU) identifies and defines the work, health and safety training and competency needs of its workers to comply with the work health and safety (WHS), rehabilitation and claims management systems requirements, the Work Health and Safety Act 2011 (Cth) (WHS Act) and the Work Health and Safety Regulations 2011 (Cth) and the National Audit Tool (NAT) requirements for self-insurers.|
|Topic/ SubTopic||Health, Safety & Environment - Occupational Health & Safety|
|Effective Date||1 Jul 2017|
|Review Date||1 Jul 2020|
|Responsible Officer:||Director, Human Resources|
|Approved By:||Chief Operating Officer|
|Contact Area||Human Resources Division|
Work Health & Safety Act 2011
Work Health and Safety Regulations 2011