Choosing a HSE Consultant-3
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The document contains contact information for an individual. It lists David Whiting as the director of GoSBS.IT. The only other information provided is the title "Director" under David Whiting's name.
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Choosing a HSE Consultant-3
Editor's Notes
- My objectives for this session? Global HSE Training Priorities > Window of Opportunity< Developing Knowledge: “Foster elements of general ignorance held amongst some safety consultants” Maintaining Skill: “Evaluating areas of over confidence in claims and CPD” Competence Attitude: “Actively demonstrate solutions that would add value to your enterprise” Technical advice alone is only part of the solution, What you require are professionals who understand your business world and the context, business drivers and constraints that managers face “Such a person is a thinking partner” We may not know all the answers but someone who thinks alongside managers in order to find the answers its about working together to get the right decisions and communicating more effectively as a team member The most important thing I’ve learnt is that in health and safety, the key to success is in helping people to help themselves – I see my job as a Coach/Mentor. I help people to understand by explaining things as simply as possible, and I help them do better by showing them how. This is what I do and I have achieved success in some of the toughest industries at home and abroad. Sometimes I even turn something down if it has a bad feel about it competence is knowing your own limitations
- “KNOLEDGE IS CONFIDENCE” While competence has always been at the heart of HSE policy and best practice, also required is the adoption of ‘new competence’, where human factors such as behavior and attitude are factored into training and communications as part of the journey to competence. Q: What is your definition of a competent person: Someone who has the necessary skills, experience and knowledge to manage health and safety What makes a HS&E consultant / trainer? A HSE consultant / trainer is an individual (or a group) that brings experience and expertise about an issue or process to a range of stakeholders A HS&E consultant may provide: Knowledge of an issue or process(Interdisciplinary & Integration – v - Management Systems). Specific skills or Objectivity(Occupational, Risk or Contingency planning – v - Impact review, Gap Analysis or Auditing). Some of my own initial observations: The nature of work is changing > In todays complex marketplace, which is littered with obstacles, new organisation models and growth in networked practices are impacting the future work generally. Frequently now > Clients require specialised technical knowledge or skills provided by the expert not the generalist. What constitutes management – v - consulting are becoming blurred > Larger consultancies are offering services from strategy to outsourcing & the general practitioners need to recognise limits of their own competence. The balance is shifting > from traditional IQ-based measures to emotional intelligence as predictor of excellence and success, this requires that it is a constant process of keeping up to date with developments globally now. Effective sourcing and application of knowledge is becoming a differentiator.
- There is a wealth of evidence that the greater the worker involvement at shop floor level of any company, the greater its health, safety and business performance People often cause accidents, which makes improving competence key to reducing accidents and ill-health When to seek a HSE Consultant / Trainer? When you’re about to start something new or in a transition period. When there’s a serious problem or you need an outside evaluator. When there’s a need for more management structure, but you don’t know how to go about planning for or implementing it. When you don’t have the in-house capacity to perform a necessary task or process.
- “Organisations / Companies should have a strategically thought-through, risk policy that balances individual perception errors, over-confidence and over-caution” Choosing a HS&E consultant? Define clearly what you want done the skills and knowledge the consultant will need to do the job. Determine the personal characteristics the consultant will need to work well with your business Determine what you can afford. Recruit Candidates / Screen, interview, and choose among applicants. Evaluate the consultant / trainers work and its results.
- 2010 Guidance given to Regulatory Staff on the practice of assessing H&S Management Assessing compliance with legal requirements and expected standards = Present position on risk control. Looking at management and organisation behaviours = Quality of risk control SWAT organisation’s health and safety performance = Barriers / Sustainability & Change? Does performance depend on one person’s dedication and enthusiasm, or is it a key value across the organisation? If there are deficiencies, what are the underlying reasons, e.g. competence, resources, accountability? Have they learned from situations where things have gone wrong; and have they reached the right conclusions? It is recognised that experience is an important part of competence as well as theoretical knowledge. “is a practical and reasonable man, who knows what to look for and knows how to recognise it when he sees it”.
- The problem can often spiral away from the Consultant (or they over-reach) (Talk about experiences / Ethics / Refusal to Act – not part of contract) - Refer to different kinds of – RISK – Financial – V – Operational – V – hazard – V – Strategic can all consultants do the same? “BUT CAN CONSULTANTS DEMONSTRTE ENOUGH MATURITY THAT SUPPORT A BROAD MANAGEMENT AGENDA” – THAT COULD STAND UP IN COURT????????????????????????? Claims against health and safety Consultant / Trainer can come from many directions: Client incurring a financial loss post-accident = Was the Consultant competent person Failing to provide documentation in time, causing a client to cancel an event Client fined due to negligent advice from the consultant Misuse of confidential information, error or omission by consultant Prosecuted by Regulatory Bodies / Crisis containment dealing with media / advertising interest
- You can deal with most health and safety matters by using free information available, e.g. on the HSE web site If using a consultant make sure you have a clear agreement outlining who will do what, for how much and how to get out Client maintain the responsibility for ensuring health and safety in their business Management of Health and Safety at Work Regulations 1999 makes it clear that the level of knowledge and experience involved must be tied to the complexity of the problems to be tackled.” What is the Occupational Safety and Health Consultants Register (OSHCR)? This is a register of consultants who have met set standards within their own professional body. All those on the register have a minimum of two years’ experience, a degree level qualification, are committed to CPD, and give sensible and proportionate advice on general health and safety matters. You can search the register by topic, industry, location and keywords. The register is available at www.oshcr.org.
- There is an important inter-relationship between the elements shown. All are needed in managing for health and safety in a sustainable way. All elements together = Risk Profile, that enables sound leadership and management for health and safety. Attitudes and behaviours = H&S culture Effectively managing for health and safety is not just about having a management or safety management system it includes the Human Aspects – & - Organisational Culture. ‘what it looks like when done well’, are indicative of a positive health and safety culture. ‘what it looks like when it is done badly or not at all’ this could indicate underlying cultural issues. Risk profiling = Financial / Strategic / Hazard / Operational Is the starting point for identifying the significant health and safety issues your organisation Leadership and Management = Doing the right thing.’ often when we discuss management, we should be talking about leadership. Competence = Competency across every facet of an organisation and through every level of the workforce.’ Worker involvement = I find it hard to imagine how anyone can manage if they did not include real participation and engagement of the workforce.’ Legal compliance Some only want to achieve the minimum to meet their statutory requirements, whilst others strive for improved performance. Anything beyond legislative compliance is into the realms of best practice and we can advise, influence and guide duty holders here only.
- Global HSE Training Priorities > Window of Opportunity< Window of Opportunity: Intervention inevitably involves making a judgement about how health and safety is managed based on a sample of evidence. At Gosbs.it we help to bridge that knowledge gap In gathering that evidence: Small Business: emphasis mostly on speaking to people and simple observation of workplace precautions and less use of documentary evidence; (set up short go-to-meetings) Large or complex: greater input and structure require more intervention; a greater amount of information is required from interviews and documents – regulators will compare what happens in practice with what is written on paper. But this also allows for a Window of Greater Opportunity – Let me explain > WHAT IS REQUIRED – BUT LACKING AT THIS TIME Next 4 slides are my personal view of what is required and may give you a clue of what to look for
- What I am proposing is a bit like when you learnt how to drive! 1) When choosing a CONSULTANT / TRAINER what should you look for? ask what you get as part of the contract (Do you get a contract) ask about their knowledge / test their knowledge and competence + what are their qualifications previous clients / do they have a quality system if employed will they sub-contract work - will you deal with one person 2) Having decided that you do want to use a consultant – what do you want them to do? general health and safety / environmental / management systems or topic specific – noise, extraction, ventilation, occupational health, etc. BE CLEAR ABOUT WHAT YOU WANT 3) Ensure you have a clear contract that outlines: the scope of work to be done + the cost for work to be done Return on investment (ROI) consultants responsibilities (and yours) / deadlines for delivery of work (and sanctions for not) expected outcomes + exit clause for both parties
- These include: Change management skills > Technical and business knowledge Business understanding > Ownership, management and delivery of solutions to clients Project delivery and risk management > Creative and analytical thinking Interpersonal skills > Ability to transfer skills to others Adherence to a code of conduct and ethical guidelines (GoSBS.IT Has one)
- Looking at Global Best Practice - Adapted Taken from IMC USA’s - Competency Framework and Certification Scheme But serves as a good example of what could be achieved IOSH & IIRSM Idea of Fellowship differ?
- Global HSE Training Priorities > Window of Opportunity< We have created a vetted database of trainers that constantly validate and moderate HSE Trainers Globally Based on my problems to source Competent Global HSE trainers (Relevant, meaningful and In-depth) Audit to Insure Trainers & Company are really up-to-the-standard-required Tie in Company Training Needs Analysis / Legislation / Competent Trainer = Externally Verified