Er 2012 mar IGC1 CP March 20123052012561038.pdf 0.24 Mb

1. March 2012
Examiners’Report
NEBOSH International
General Certificate in
Occupational Health
and Safety (IGC1)

2.  2012 NEBOSH, Dominus Way, Meridian Business Park, Leicester LE19 1QW
tel: 0116 263 4700 fax: 0116 282 4000 email: info@nebosh.org.uk website: www.nebosh.org.uk
The National Examination Board in Occupational Safety and Health is a registered charity, number 1010444
T(s):exrpts/I/IGC11203 EXTERNAL DW/DA/REW
Examiners’ Report
NEBOSH INTERNATIONAL GENERAL
CERTIFICATE IN OCCUPATIONAL
HEALTH AND SAFETY
UNIT IGC1: MANAGEMENT OF
INTERNATIONAL HEALTH AND
SAFETY
MARCH 2012
CONTENTS
Introduction 2
General comments 3
Comments on individual questions 4

3. 2 EXTERNAL
Introduction
NEBOSH (The National Examination Board in Occupational Safety and Health) was formed in 1979
as an independent examining board and awarding body with charitable status. We offer a
comprehensive range of globally-recognised, vocationally-related qualifications designed to meet the
health, safety, environmental and risk management needs of all places of work in both the private and
public sectors.
Courses leading to NEBOSH qualifications attract over 25,000 candidates annually and are offered by
over 400 course providers in 65 countries around the world. Our qualifications are recognised by the
relevant professional membership bodies including the Institution of Occupational Safety and Health
(IOSH) and the International Institute of Risk and Safety Management (IIRSM).
NEBOSH is an awarding body to be recognised and regulated by the Scottish Qualifications Authority
(SQA).
Where appropriate, NEBOSH follows the latest version of the “GCSE, GCE, Principal Learning and
Project Code of Practice” published by the regulatory authorities in relation to examination setting and
marking. While not obliged to adhere to this code, NEBOSH regards it as best practice to do so.
Candidates’ scripts are marked by a team of Examiners appointed by NEBOSH on the basis of their
qualifications and experience. The standard of the qualification is determined by NEBOSH, which is
overseen by the NEBOSH Council comprising nominees from, amongst others, the Health and Safety
Executive (HSE), the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and
the Institution of Occupational Safety and Health (IOSH). Representatives of course providers, from
both the public and private sectors, are elected to the NEBOSH Council.
This report on the examination provides information on the performance of candidates which it is
hoped will be useful to candidates and tutors in preparation for future examinations. It is intended to
be constructive and informative and to promote better understanding of the syllabus content and the
application of assessment criteria.
© NEBOSH 2012
Any enquiries about this report publication should be addressed to:
NEBOSH
Dominus Way
Meridian Business Park
Leicester
LE19 1QW
tel: 0116 263 4700
fax: 0116 282 4000
email: info@nebosh.org.uk

4. 3 EXTERNAL
General comments
Many candidates are well prepared for this unit assessment and provide comprehensive and relevant
answers in response to the demands of the question paper. This includes the ability to demonstrate
understanding of knowledge by applying it to workplace situations.
There are always some candidates, however, who appear to be unprepared for the unit assessment
and who show both a lack of knowledge of the syllabus content and a lack of understanding of how
key concepts should be applied to workplace situations.
In order to meet the pass standard for this assessment, acquisition of knowledge and understanding
across the syllabus are prerequisites. However, candidates need to demonstrate their knowledge and
understanding in answering the questions set. Referral of candidates in this unit is invariably because
they are unable to write a full, well-informed answer to one or more of the questions asked.
Some candidates find it difficult to relate their learning to the questions and as a result offer responses
reliant on recalled knowledge and conjecture and fail to demonstrate a sufficient degree of
understanding. Candidates should prepare themselves for this vocational examination by ensuring
their understanding, not rote-learning pre-prepared answers.
Candidates should therefore note that Examiners’ Reports are not written to provide ‘sample answers’
but to give examples of what Examiners were expecting and more specifically to highlight areas of
under performance.
Common pitfalls
It is recognised that many candidates are well prepared for their assessments. However, recurrent
issues, as outlined below, continue to prevent some candidates reaching their full potential in the
assessment.
 Many candidates fail to apply the basic principles of examination technique and for some
candidates this means the difference between a pass and a referral.
 In some instances, candidates do not attempt all the required questions or are failing to
provide complete answers. Candidates are advised to always attempt an answer to a
compulsory question, even when the mind goes blank. Applying basic health and safety
management principles can generate credit worthy points.
 Some candidates fail to answer the question set and instead provide information that may be
relevant to the topic but is irrelevant to the question and cannot therefore be awarded marks.
 Many candidates fail to apply the command words (also known as action verbs, eg describe,
outline, etc). Command words are the instructions that guide the candidate on the depth of
answer required. If, for instance, a question asks the candidate to ‘describe’ something, then
few marks will be awarded to an answer that is an outline. Similarly the command word
‘identify’ requires more information than a ‘list’.
 Some candidates fail to separate their answers into the different sub-sections of the
questions. These candidates could gain marks for the different sections if they clearly
indicated which part of the question they were answering (by using the numbering from the
question in their answer, for example). Structuring their answers to address the different parts
of the question can also help in logically drawing out the points to be made in response.
 Candidates need to plan their time effectively. Some candidates fail to make good use of their
time and give excessive detail in some answers leaving insufficient time to address all of the
questions.
 Candidates should also be aware that Examiners cannot award marks if handwriting is
illegible.

5. 4 EXTERNAL
 Candidates should note that it is not necessary to start a new page in their answer booklet for
each section of a question.

6. 5 EXTERNAL
Question 1 It is important for organisations to monitor and review their health and
safety performance.
(a) (i) Give FOUR examples of active / proactive monitoring
methods. (4)
(ii) Give FOUR examples of reactive monitoring methods. (4)
(b) Identify ways in which findings from monitoring can be
communicated to managers and workers. (4)
(c) Identify factors that could influence the frequency of health and
safety performance reviews. (4)
(d) Explain why it is important for organisations to review their
health and safety performance regularly. (4)
In answering part (a) of the question, candidates could have selected from a number
of active monitoring methods including environmental monitoring, health surveillance
and behavioural observation such as by carrying out safety observation tours and
benchmarking against the performance of other like organisations.
Reactive methods that might be used include sickness absence rates particularly
those relating to occupational ill-health; the number of actions taken by the
enforcement authorities; the number of civil claims; and the number of complaints
from workers. This part of the question was generally well answered although some
candidates incorrectly referred to accident investigation as an active monitoring
method.
Findings from monitoring exercises may be communicated to management and
workers in a number of ways including at meetings of the safety committee;
occasionally on a one to one basis as, for example, at an appraisal interview; and by
a formal report to the Board. Some candidates suggested memos and posters rather
than direct methods of communication.
The frequency of health and safety performance reviews can be influenced by factors
such as the risk levels of the work activities and/or the environment; a requirement of
the organisation’s health and safety management system; demands from the
enforcing body, insurers, clients, workers or trade unions; a static or conversely a
changing organisation or work activity; and a cyclic activity such as, for example,
where seasonal work is involved. Some candidates confused this part of the question
with a review of a health and safety policy but were able to gain some marks since
some of the factors are common to both activities.
For part (d), candidates were expected to explain reasons such as to compare actual
performance with previously set targets. Additionally, reviews will assist in the
allocation of resources, will confirm or otherwise that the safety management system
in place is working, will facilitate continuous improvement, and may well be a
requirement of the organisation’s own management system. Candidates generally
suggested that a review of performance was necessary to show management
commitment and to prevent accidents. More was required to obtain all the marks
available.
Paper IGC1
Management of international safety and health

7. 6 EXTERNAL
Question 2 Identify ways in which organisations can positively influence the health
and safety behaviours of their workers. (8)
Answers to this question should have included ways such as the preparation of a
health and safety policy backed up by an obvious display of management
commitment to the observance of laid down standards while demonstrating leadership
by example; the introduction of formal consultation; the employment of competent
personnel backed up by the provision of any additional training that may be required;
the provision of a good working environment; involving workers in risk assessments,
accident investigations and the development of safe systems and procedures;
ensuring action is taken quickly to rectify any non-compliance with standard
procedures and disciplinary measures taken when required; introducing an effective
two-way communication system; and introducing a system of incentives and rewards
to recognise achievement.
Answers to this question were generally to a reasonable standard although some
candidates could identify only one or two ways such as, for example, involving
workers in safety related tasks and then giving various examples of the activities
involved.
Question 3 (a) Outline the purpose of the three main sections of an
organisation’s health and safety policy. (6)
(b) Give reasons why the health and safety policy should be signed
by the most senior person in an organisation, such as the
Managing Director or Chief Executive Officer. (2)
Part (a) of this question was intended to assess candidates’ understanding of health
and safety policies and their structure.
For part (b), candidates should have recognised that the signature of the most senior
person in the organisation would demonstrate management commitment and that this
would give authority to the policy adding also that the person concerned ultimately
had responsibility for health and safety in the organisation.
Both parts attracted good answers and most candidates were well prepared for this
question.
Question 4 Identify factors to be considered to help reduce the risks to workers
required to work alone. (8)
A good answer to this question would first have identified the factors that would
contribute to the potential risk such as the work to be done and its associated hazards
and then gone on to identify factors that might possibly reduce the level of risk such
as the competence, training and suitability of the persons involved.
Often factors were identified which did not relate to lone working. Some candidates
appeared not to have read the question with sufficient care and identified control
measures rather than factors to be considered and a few candidates suggested that
the worker should be accompanied by a colleague.

8. 7 EXTERNAL
Question 5 (a) Outline why it is important for an organisation to develop and
maintain emergency procedures. (4)
(b) When developing emergency procedures outline why the
arrangements for contacting the emergency and rescue services
needs to be included. (4)
The development and maintenance of emergency procedures may well be a legal
requirement and/or that of the organisation’s insurers. That said, such procedures
may assist in the reduction of casualties and property loss. Additionally, an
emergency is an unusual event and needs a plan and procedures to deal with it if and
when it occurs since it is essential that workers know what action to take to prevent
panic. Some candidates restricted their answers to the safety of workers in the event
of a fire and did not mention other reasons such as securing the continuity of the
business or the effect an emergency might have on the environment.
For part (b), making arrangements for contacting the emergency and rescue services
may well again be a legal requirement but in any case it is essential for them to be
made since the services have a key role to play in any response to an emergency and
workers need to know who and when to contact. There were not too many good
answers provided for this part of the question with many able only to indicate what
help the emergency services might provide in minimising harm and damage whilst
others provided a list of the various emergency service agencies.
Question 6 Identify FOUR categories of workplace safety signs AND give an
example of EACH. (8)
Candidates were expected to identify four classes of workplace safety signs such as
prohibition – for example, no smoking or no pedestrians; warning or hazard – for
example, toxic, flammable or electricity; mandatory – for example, hearing protection
or hard hat must be worn; and safe condition – for example, first aid or fire exit.
This was a popular and very well answered question with many candidates gaining
good marks.
Question 7 Identify why a verbal instruction may not be clearly understood by a
worker. (8)
A verbal instruction may not be clearly understood by a worker for reasons including if
it contains too much technical jargon, is ambiguous, possibly because of the language
used particularly in a case where it is not the worker’s first language, or contains a
complexity of information with no opportunity given for clarification. There is also the
possibility that the receiver may be inexperienced, may have a sensory impairment or
a learning difficulty or perhaps is not listening or paying full attention. Finally the
instruction may not be understood clearly because of the unsuitable environment in
which it was given whether because of the background noise or the presence of other
distractions or because the listener was wearing personal protective equipment which
could have affected his/her ability to hear clearly.
Many candidates were well prepared to answer this question. However, there were
some who were not in that position and could offer only the language barrier and
noise while a few seemed to misread the question and gave a comparison of the
effectiveness of a verbal as opposed to a visual method of instruction.

9. 8 EXTERNAL
Question 8 (a) Give the meaning of the terms:
(i) hazard; (2)
(ii) risk. (2)
(b) Outline how an organisation might decide whether a risk is
acceptable. (4)
For part (a) most candidates were able to supply adequate meanings although for risk
reference to severity was often omitted.
In order to decide whether a risk was acceptable an organisation would need to
consider the likelihood of it occurring and its impact on the number of people who
might be affected; whether there was compliance with the relevant legislation and the
likely outcome in terms of enforcement measures that would be taken if it was not;
the cost effect on the organisation and the impact on its reputation and customer
confidence; the internal influences such as those arising from worker feedback and
the views of the safety committee and the influence exerted by external bodies such
as clients and the organisation’s insurers.
Answers to this part of the question were not to the same standard as those provided
for part (a). Some candidates considered only the factor of reasonable practicability
whilst others discussed the application of the ’five steps’ or the hierarchy of control,
neither of which was what was required.
Question 9 A serious accident has occurred to a worker and there will be costs to
the organisation as a result.
(a) (i) Identify THREE costs which are likely to be insured. (3)
(ii) Identify THREE costs which are likely to be uninsured. (3)
(b) Identify why it is important that an organisation maintains
employers’ liability insurance. (2)
In identifying costs that are likely to be insured following an accident to a worker,
candidates could have chosen from compensation to the injured worker; medical and
legal costs; costs arising from damage to plant, buildings, tools and equipment; and
other third party costs. Those which are likely to be uninsured include production
delays or lost production and damage to materials and products; time involved in the
investigation of the accident; loss of expertise or experience; hiring and training
replacement staff; loss of goodwill and reputation; clean-up costs and possible fines
and legal costs.
Most answers were generally satisfactory although there were a few occasions where
candidates confused the two types of cost.
For part (b), it is important that an organisation maintains employers’ liability insurance
because it may be a legal requirement and/or that of a contact, client or customer and
apart from promoting the morale of the workforce by giving them a feeling of security
from a financial point of view, it covers any compensation and legal costs that may be
awarded against the organisation following an accident.
Reference to a legal obligation was rare with many identifying only that the insurance
enabled workers to receive compensation in the event of an accident.

10. 9 EXTERNAL
Question 10 (a) Outline why an organisation should have a system for the
internal reporting of accidents. (4)
(b) Identify why workers might not report accidents at work. (4)
There are a number of reasons why an organisation should have a system for the
internal reporting of accidents and most candidates coped well with this part of the
question.
Part (b) again did not seem to pose many problems with candidates identifying
reasons such as: the worker being unaware of reporting procedures or the fact that no
procedure was in place; peer pressure and a reluctance to take time off from the job
in hand; the possibility of retribution or blame by management; and lack of obvious
management response to earlier reported accidents.
Question 11 Identify precautions that could be taken to help to ensure the health and
safety of visitors to a workplace. (8)
In answer to this question, Examiners were expecting candidates to identify
precautions such as visitor identification, for example, by the issue of badges with a
routine for signing in and out; prior notification to those members of staff to be
involved in the visit; an explanation of specific site rules, for example, restricted areas
and the wearing of personal protective equipment; and the need for visitors to be
escorted by a member of management or supervisory staff.
This question was generally well answered with those candidates doing best who
approached it in a logical way and identified the precautions to be taken from start to
finish of the visit.

11. The National Examination
Board in Occupational
Safety and Health
Dominus Way
Meridian Business Park
Leicester LE19 1QW
telephone +44 (0)116 2634700
fax +44 (0)116 2824000
email info@nebosh.org.uk
www.nebosh.org.uk