Session 7 - Competence and training

Report
Health
Healthand
andSafety
Safety
Executive
Executive
CDM 2007 Training
Package
Session 7 – Competence &
training
Version: September 2007
What is competence?
To be competent, an organisation or individual must
have:
•
Sufficient knowledge of the specific tasks to be
undertaken and the risks which the work will
entail; and
•
Sufficient experience and ability to carry out their
duties in relation to the project; to recognise their
limitations and take appropriate action in order to
prevent harm to those carrying out construction
work, or those affected by the work
CDM 2007 Competence & training – Slide 2
What does CDM 2007 require? (1)
•
All persons who have duties under CDM 2007
should:
– Take “reasonable steps” to ensure persons
who are appointed are competent
– Not arrange for or instruct a worker to carry
out or manage design or construction work
unless the worker is competent
– Not accept an appointment unless they are
competent
•
Applies to corporate and individual competence
CDM 2007 Competence & training – Slide 3
What does CDM 2007 require? (2)
•
Assessment should focus on the needs of
the particular project and be proportionate
to the risk, size and complexity of the
work
•
CDM 2007 should streamline the
competence assessment process
•
A key duty of the CDM co-ordinator is to
advise the client about the competence of
those employed by the client
CDM 2007 Competence & training – Slide 4
Corporate competency (1)
•
•
•
Corporate competency should be assessed by a
two-stage process
– Stage 1: An assessment of the company’s
organisation and arrangements for health and
safety
– Stage 2: An assessment of the company’s
experience and track record
Companies will be expected to reach the
standards set out in the core criteria in CDM
2007 ACoP Appendix 4
The Core Criteria have been agreed between
industry & HSE
CDM 2007 Competence & training – Slide 5
Corporate competency (2)
•
Duty holders can
– assess potential appointees against the core
criteria or
– can use independent accreditation schemes
such as CHAS, National Britannia Safe
Contractor
•
The agreed criteria will help prevent a diversity of
demands from clients and others and reduce the
amount of paperwork and bureaucracy
CDM 2007 Competence & training – Slide 6
Individual competency
•
Individual competency should be assessed by a
two-stage process
– Stage 1: Assessment of knowledge, training
records and qualifications, including basic
understanding of site risks
– Stage 2: Past experience in the type of work
you are asking them to do
•
Those new to construction work will need close
supervision by a competent person until they can
themselves demonstrate competence
CDM 2007 Competence & training – Slide 7
Individual competency –
designers (1)
•
When assessing the competence of individual
designers, look for
– Stage1: membership of professional
institution e.g. RIBA, CIAT, ICE, IStruct E,
CIOB etc.
– Stage 2: evidence of past experience in
similar work
•
You may need to take into account the skills and
knowledge of other designers if the work is to be
carried out by a design team
CDM 2007 Competence & training – Slide 8
Individual competency –
designers (2)
•
Designers must be able to
– Identify hazards, understand how they can be
eliminated, and address residual risk
– Design in accordance with the Workplace
(Health, Safety and Welfare) Regulations
1992
– Identify significant remaining risks
– Inform contractors
– Co-operate and co-ordinate with the PC
CDM 2007 Competence & training – Slide 9
Individual competence – CDM
co-ordinator (1)
•
CDM co-ordinators play a key role in
CDM 2007 and need
– Good interpersonal skills to encourage
co-operation and co-ordination
– Understand the design process and the
need to co-ordinate designers’ work
– Knowledge of health and safety in
construction
– Identify the key information others will
need to know
CDM 2007 Competence & training – Slide 10
Individual competence – CDM
co-ordinator (2)
•
For smaller projects
– Stage 1: Knowledge of the design
process and health and safety in
construction (e.g. qualification such as
NEBOSH construction certificate,
Membership of the ICE health and
safety register, IPS, APS, etc)
– Stage 2: Experience in applying the
knowledge of construction
CDM 2007 Competence & training – Slide 11
Individual competence – CDM
co-ordinator (3)
•
For larger/higher risk projects
– Likely to be a corporate CDM coordinator appointment
– Appendix 5 of CDM 2007 ACOP
provides detailed guidance
•
The skills and knowledge of the CDM coordinator will need to reflect the
complexity of the project and the
specialist knowledge necessary to ensure
that the risks are properly controlled
CDM 2007 Competence & training – Slide 12
Individual competence - workers
•
Assessments should focus on the needs
of the job, & be proportionate to the risks
– Stage 1: Assess the task knowledge to
carry out the work safely e.g. training
records, qualifications, CPD, NVQ, time
served
– Stage 2: Assess the individual’s
experience
•
Provide supervision, training and
instruction as necessary
CDM 2007 Competence & training – Slide 13
Competence & training – Key
messages
•
By choosing the right people for the right job and
appointing them early, all in the construction
team can make sure that the project is safety to
build, safe to use, safe to maintain and delivers
good value
•
CDM 2007 will make it easier to show that you
have the right skills and experience for the job
•
Competent designers eliminate hazards and
reduce risks – manage the risk, not the
paperwork
CDM 2007 Competence & training – Slide 14

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