Are they trade union safety reps, if so the union should provide them with any training they feel is required not the management. That does not stop you providing the training but what if after they are trained the union appoints someone else to undertake the role, you could be on an ongoing training provision road. If they are not union appointed you face a different issue but none the less you could open up a can of worms that would be hard to control as time goes on. You are the H&S Professional and can give guidance to all parties on the committee and by building trust and sharing your expertise they will gain from your experience and that will cost nothing.

Andrew - a similar post was made earlier in the month see
http://forum.iosh.co.uk/...spx?g=posts&t=105431

I agree with jay - courses should be targetted.

With regards training it depends on what you what them to do and this again I presume will depend on the industry you are in and what skill set the reps will require.

My view on safety reps is that they are a resource that should be tapped into but managed accordingly.

I cut my safety teeth as a safety rep in heavy industry - my Union and employer invested in me to enable me to do many aspects of safety management and support. The Union training back then was absolutely great and on par with the Gen Cert I discovered later when I moved onto the qualification.

You have to consider what you want them to do and what you want from them? Then decide on the specific development, if required.

Wherever I have worked - I have tapped into the safety rep support - currently in our DCs Behavioral safety audits are carried out by reps in conjunction with Line Managers

Many aspects of training are carried out by the reps e.g. manual handling and inductions - empower people to get involved and reap the rewards - I have.

Thanks all for your comments so far. That's definitely provided food for thought. The Director was included in the "one or two" members who already has a H&S qualification fortunately.