Posted By David.G.C A senior member of staff (Senior Contracts manager) attended a external Risk assessment course a few months ago as requested by himself, in order to complete the course he was to submit a detailed assessment based on his own scenario and judgement of the possible hazards which may be present including the legislation requirements etc. provided the assessment was suitable and sufficient, enabled the assessor to issue the relevant certificate of competence. This senior staff member had a deadline in which to submit the assessment with the option of an extension if necessary. This senior staff member failed to submit this assessment even after assistance/guidance from internal members of staff with the relevant certificate of competence. This member of staff has never completed a risk assessment and appears to have no intention in the future. This person has the attitude “it does not matter” and just shrugs their shoulders when the subject is mentioned who just thinks that you are just interfering with their progress. This particular member of staff manages a small works Dept (refurbishment) with an important position within the company, hence the reason to gain competence in Risk assessment, especially when the type of work cover’s activities with the broadest brush. Would anyone have any suggestions on ways to approach this type of situation?

Posted By Stuart Nagle David. As a Safety Advisor I have been involved with company personnel departments in reviewing person and post/job specifications in relation to the level of competency required in health and safety to hold, apply for and perform numerous functions in a company, beit academic or practical qualification(s). It is a requirement of legislation/regulations that employers provide training to employees to assist the employer in their undertaking. This is a double-edged sword too, inso much as employees are expected to be competent to undertake the role and duties of the post/job they hold, or are given or promoted to, either through prior knowledge and experience or that attained as supplied through training by the employer. If a person holds a level of responsibility where they should at least be capable (or competent) to identify hazards, assess the level of risk(s) posed and implement suitable and sufficient control measures, then that is a person/job specification for the post. In the case to which you refer, it may be that the person has not acquired the skills through the training, or has, but simply does not want to do it, and hence what better way of getting out of it than failing to meet the course requirement to obtain a certificate.....!!! Personally, if I had expended company funds on an employee for training that I consider he should have passed, but has not, I would be asking some awkward questions of that employee as to why he has not completed the necessary requirements of the course to obtain a pass. Unless the employee is indispenable, I may even be reviewing their continued employment with the company if, after all, they cannot, as it appears be bothered to assist the employer in their undertaking.... Stuart

Posted By David.G.C thanks fellas for your assistance in this matter CHRIS- in answer to your response, Health & Safety Manager i look forward to your advice

Posted By Neil Pearson Propose a policy that training and competence needs will be defined for each role (perhaps in a matrix) and that the conditions must be met for a position to be held. If the assessment is a necessary part of the training, then it hasn't been completed. Obviously this addresses more than just this particular case, but it's better than fighting individual battles. I find that formalising requirements and inspecting/auditing against them is the best way to win.

Posted By Allan St.John Holt I think the best solution of many is Neil's. In my experience the only way to nail down accountability is to publish a list of job requirements and responsibilities, coupled with a list of training requirements for each level. In Royal Mail we now only have four levels so that makes it easier in a way, but a lot of generic stuff starts creeping in. But a training and experience requirement matrix is a good general way to go, gets quick Board level approval, and can then be audited against and used in performance evaluations. Allan

Posted By Laurie Leaving aside any H&S specifics, and looking at the basic problem, this person is failing to carry out the requirements of the job. It becomes a simple HR issue, and the company presumably has disciplinary procedures which should now be followed Laurie