Key actions in competence
Leaders
- 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