Rank: Forum user 
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Hello Everyone,
I was wondering if I could pick your brains about providing H&S training for staff.
I work in the manufacturing sector with a workforce of 800-1,000 staff which increases with temp staff in the run up to Christmas. All new starters are given a full induction, H&S training and manual handling training within their first week. However I was wondering what training is required for existing staff, do they need thorough training yearly or can it be slightly diluted version?
Any advise would be gratefully recieved.
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Rank: Super forum user 
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"Refresher" training is normally less involved tham initial training, in my experience.
One thing to consider is to analyse all incidents / near misses etc and look for any skills gap - then fill that gap with training.
Also, you could do some sort of questionaire (combine with a safety climate questionaire?) asking staff what training skills / they require (not just for H&S)
Hope this helps
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Rank: Super forum user 
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Refresher training is could be a shortened version of the original training, the same training as the original or something very different. What I would suggest is to mix it up a bit so that the training is not the same old...boring the pants off everyone. You might like to consider focusing on a particular topic, eg manual handling, entanglement, electrical hazards, etc. Better still, nominate one of your staff to do a short presentation on a relevant hazard within the workplace and use this as a springboard for ideas. Training needs to include participation and communication.
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Rank: Forum user 
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As Pikeman says look at incidents.
Toolbox talks in relation to Safe sytems of work dont take very long and can be delegated to appropriatesupervisors to undertake with staff.
If you review your risk assesments regularly then that will also give you an inclination of target training.
If you gave someone manual handling training as part of induction why would they need a refresher unless something had changed or the task was complex and required a SSOW which you would regularly review and again a toolbox talk might be the welcome stimulation to respond to need.
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Rank: Forum user 
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Sometimes it is more effective to test people than retrain them if they should all know their stuff. I did this with our sparks in a previous job, gave them 20 questions on safe systems, general stuff, pictures of plant with "how would you isolate this?" etc. and set a 100% pass rate. I then fed back to everyone what they got wrong and that they had 4 weeks (due to shifts) to get back to me and verbally explain the correct answers (to prevent their mates writing the correct answers down). 48 sparks and the longest part was writing the questions and the guys were happy for not having the granny sucking eggs scenario.
You spend more time with the folks that need it and you have written proof that they all know how to work safe.
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Rank: Super forum user
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Angela
I am sure that your risk assessments state that the various machinery and plant should only be operated by "competent" operatives, whether it is FLT's, jibs or cranes, power presses, cnc machines, abrasive wheels etc.
How is competency defined in the job spec / definition, i.e. what training did you determine they needed to be competent (TNA). Then look for specific statutory or best practise guidance on frequency. That way you can prioritise training and focus on the areas your risk assessment process identified as significant.
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Rank: Forum user
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Thank you all so much for your experiences and ideas.
I have now put out a questionnaire to get points of view from all levels of the work force towards training etc. I have also gone back over the last 3 years accident/near misses to identify trends etc.
I like the idea of toolbox talks rather than a major training session for existing staff..............short, sweet and straight to the point. Also I am very keen on making them interactive rather than me harping on!
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