I agree with Andrew. What are we doing focusing on measuring the effectiveness of WorkSafe Inspectors? They are there to measure the effectiveness of health and safety management in the business. But do we hold business to account re action plans based on health and safety goals? No, an astute Board of Directors might? I'll go back to my comments about the Swedish system...Businesses are mandated to have a health and safety management system complete with Action Plans. The Inspectors review the Action Plans to confirm if businesses are making changes they themselves elected to do. Counting enforcement actions is a very poor way of measuring anything let alone success!

We could learn from Sweden. They have similar regulations (act) to us and a body not unlike WorkSafe. The difference is the legislation mandates business to implement a systematic work (health and safety) environment management system, complete with action plans. They have many more inspectors who regularly visit the businesses to check how they are tracking against their action plans. H&S Reps also have stronger rights to help with feeding back into the management system and action plans.

If you are referring to Health and Safety Consultants as Generalists then what we have noticed is often times they come up through the ranks within an organisation and then decide to branch out on their own as a consultant/generalist. At that time many contact us regarding the NZ Diploma in Workplace Health and Safety Management (level 6) qualification, as it is a prerequisite for acceptance to HASANZ or as an NZISM professional. What we find often is they have not received or gone through any professional development with the organisations they previously held health and safety roles with. Why I am not sure, but it would suggest a lot of organisations do not have good professional development plans in place for the staff, particularly at management and leadership levels. Perhaps they are comfortable with the knowledge and experience the person possesses and do not wish to support them into a suitable qualification? Too many times we have people approaching us about qualifications and courses AFTER they have taken on a role, and unfortunately this is often not driven by the business but by the individual.

Hello Shayla, If you want a good Train the Trainer course for yourself check out ours.
https://learn.ema.co.nz/w/events/51-train-the-trainer/1820

Basic knowledge of the HSW Act does not have to be a 'knowledge dump' as such. The elearning course I mentioned earlier is very interactive and always well recieved it is cheap and it will save you valuable time out of your own day performing such training. Just a thought. regards Joe

Hello Shayla, We have a very good eLearn course called Work laceHealth and Safety Fundamentals for Employees, which would fit the bill nicely. Some of our members use it as a standard HS induction for new employers so they understand their responsibilities under the Act.
https://learn.ema.co.nz/w/events/221-workplace-health-and-safety-fundamentals-for-employees

I would suggest that if you are building competency within your team to deliver your own training that you ensure those people are well trained to perform that role. As the saying goes "a good player does not always make a good coach". EMA has a great programme called 'Train the Trainer' specifically aimed at this group.

for policies and advice on employment relations issues like this call EMA Adviceline. First and foremost it is an employment relations issue before it is a health and safety issue.
0800 300 362

Great result then! I wish our leadership team was that accommodating :smile:

Hi Stuart, I am not sure of the current law but you may find things like fitness memberships etc. fall foul of the fringe benefit tax restrictions?

why not recognise their engagement by supporting and funding their professional development instead? You are likely to get more buy in, more loyal staff, and get a great name for supporting your workers, thereby attracting better staff as well.

Daily sign in sheets or software could also be useful in the case of a situation such as the Christchurch earthquake. It would allow you to understand who is in the building or on the site and therefore who was at risk from the event.

Hello Chrissy, The Employers and Manufacturers Association offers availability of H&S Consultants for EMA members at very reasonable rates. Email safetyatemadotcodotnz for more information.

anyone use Safe365?

contact Petra at Guardian Angel Safety. They specialise on Lone worker solutions

https://guardianangelsafety.co/

I think one very important thing to remember and to consider here is that these software products simply support and add to an overarching Health and Safety Management System the 'company' sets up for themselves. In no way should we rely 'JUST' on an app or software programme. They cannot capture or deliver everything.

EMA has a 1 day workshop called Health and Safety for Managers and Supervisors. We can also adapt the content for onsite delivery to more suit the clients needs.

EMA has numerous courses on the various topics that make up Workplace Wellness, but I would suggest that perhaps being a wellness rep is a hat that your HR person would wear? After all they deal with most other 'personal' issues for employees in a workplace?
https://emalearning.co.nz/courses/

I agree with Jane, Jo. If your organisation has over 20 employees then they must elect Reps and the PCBU has a responsibility under the Act to them. Try to frame your request so you are shown to be investing in improving the culture of H&S throughout the workplace and well educated Reps would be the conduit for this so the Manager/Owner does not bear the full weight of trying to foster a good H&S culture on their on shoulders. Maybe that will work.

Hello Breanna,
I may be able to help. I know of a trainer who is very experienced in Bowtie risk assessment and we can arrange for onsite training for you.

Email me regards Joe