The DWP has announced today that it has received a Silver Award from the Royal Society for the Prevention of Accidents (RoSPA). The RoPSA Occupational Health and Safety Awards are awarded annually to organisations that apply and meet certain criteria. To get a Silver Award an organisation produces evidence in its submission that they have:- Satisfactory occupational health and safety management systems and culture
- Improving compliance with control measures for principal risks and action on health issues
- Reducing accident rates
- No fatal or major injuries due to employer negligence
- Few significant enforcement issues (notices/prosecutions)
The reason the DWP is now in a position to successfully apply for such an award from an outside organisation is that it has in the last few years, encouraged by PCS, adopted a proper safety committee structure. It also has many good policies on health and safety which have been significantly influenced by the union. Nevertheless PCS representatives and safety representatives will know that there are still many problems that need to be tackled and huge room for improvement. In particular delivery of safety and a decent working environment on the ground is sometimes poor, even when the policy, on paper, is good.
This circular therefore highlights parts of the submission DWP made to RoSPA which re-stated departmental policy, particularly policies that highlight the importance of consultation with TU safety representatives.
Training for Safety Representatives
The RoSPA submission states:
“Local trade union (TU) appointed safety representatives represent all staff on health and safety matters and provide advice to managers. The majority are qualified to at least the TUC H&S Stage 2 standard with many qualified to NEBOSH standard via the occupational certificate.”
It goes on to state:
“TU appointed safety representative are encouraged to undertake the TUC stage 2 training, within the first two years of their appointment, to ensure they are competent to fulfil their role.”
Training for Staff
The submission stated:
“It is departmental policy that staff must have the necessary health and safety training, relevant to the job they do and the responsibilities they have, before they start that role.
Personal H&S and managers training is a mandatory requirement. It is the responsibility of line managers to ensure their staff complete the mandatory training.”
It goes on to point out that data on this must be measured, collected and monitored, including at safety committees.
Role of the TU Safety Representative
Safety representatives:
“…co-operate with managers to develop and promote a culture which ensures the health and safety of all staff.
It is departmental policy that managers, and/or service providers, consult with the TU appointed safety representatives when carrying out any functions which may have health, safety and occupational health consequences for staff.”
Accident investigations are carried out by Trillium on PRIME sites and site managers on non-PRIME sites. The submission states “the H&S TU rep must be informed and invited to take part”.
On risk assessments:
“It is departmental policy that all risk assessments are renewed at least annually or before a new work process is introduced, when changes to conditions or personnel occur that change the risks, following a fast track incident or accident, before a new work practice is introduced or following a reasonable request from a TU H&S representative or member of staff. Reviews are carried out by the site manager or Trillium, in consultation with the TU H&S representative, to determine if the control measures remain suitable and sufficient”.
Action by Branches
You may find the quotes above useful in discussions with managers and service providers. DWP policies set high standards which all managers and service providers are obliged to follow. It is important that when we believe they fall short of those standards, particularly those mentioned above, that the issues are pursued through the safety committee structure to ensure full compliance with departmental policy. If issues are not resolved satisfactorily they should be escalated to the next level of the safety committee structure.
Conclusion
PCS is not in the business of giving out awards to our employer. We are here to protect and promote the health, safety and well-being of our members, the workforce in the DWP. The DWP has succeeded in winning an award from RoSPA because it has policies in place, negotiated with the union, which guarantee our role in developing policy on health & safety and ensuring our proper involvement in delivering those policies.
Members continue to face on a daily basis many problems through stress at work, unacceptable customer behaviour, problems with the working environment, particularly as a result of the pressures caused by the economic downturn. Together we will continue to fight for a better, safer future.
This information was supplied by DWP Group.
