Consider the organisation’s risk profile and establish whether you have enough in-house competence to comply with your legal obligations. Plan ahead to ensure you retain enough experienced, competent employees
Ensure that workers and managers are able to deliver their responsibilities
Ensure that the nominated competent person(s) has time available to keep up to date with changes in the law and industry good practice
Managers
Carry out proper induction and reinforce learning through peer behaviour, coaching and supervision
Make sure all workers have the necessary training, knowledge and experience to carry out their job safely and without risk to their health
Make sure workers understand the information, instruction and training you are giving them, taking account of any language difficulties or disabilities. You may need to provide information in a language other than English
Consider workers' individual capability before allocating work. Will they have the capacity to react safely to circumstances or changes? If they are unable to do this, what might the consequences be?
Set out arrangements to capture workers' ideas and suggestions
Make sure there are arrangements for retaining and sharing corporate knowledge
Identify workers with knowledge and experience who could help others develop their level of competence
Training alone does not achieve competence - make sure competence is achieved through consolidation and practical experience
Make sure human factors are covered, for example the effects of fatigue
Worker consultation and involvement
Encourage workers to identify gaps in their knowledge or experience
Discuss plans for learning and development with workers or their representatives
