December 2010

Examiners’ Report

NEBOSH International General Certificate in Occupational Healthand Safety - IGC1

Examiners’ Report NEBOSH INTERNATIONAL GENERAL CERTIFICATE IN OCCUPATIONAL HEALTH AND SAFETY

UNIT IGC1: MANAGEMENT OF INTERNATIONAL HEALTH AND SAFETY

DECEMBER 2010

CONTENTS Introduction 2 General comments 3 Comments on individual questions 4

© 2011 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/IGC1 1012 EXTERNAL DW/DA/REW

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 recognised and regulated by the UK regulatory authorities: • The Office of the Qualifications and Examinations Regulator (Ofqual) in England • The Department for Children, Education, Lifelong Learning and Skills (DCELLS) in Wales • The Council for the Curriculum, Examinations and Assessment (CCEA) in Northern Ireland • The Scottish Qualifications Authority (SQA) in Scotland NEBOSH follows the “GCSE, GCE, VCE, GNVQ and AEA Code of Practice 2007/8” published by the regulatory authorities in relation to examination setting and marking (available at the Ofqual website www.ofqual.gov.uk). 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 2011 Any enquiries about this report publication should be addressed to: NEBOSH Dominus Way Meridian Business Park Leicester LE10 1QW Tel: 0116 263 4700 Fax: 0116 282 4000 Email: info@nebosh.org.uk

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. 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 are failing because they 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.

− 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.

4 EXTERNAL

Paper IGC1 Management of international safety and health

Question 1 (a) Explain the purposes of the following sections of a health and

safety policy: (i) ‘statement of intent’; (2)

(ii) ‘organisation’; (2)

(iii) ‘arrangements’. (2) (b) Outline the issues that are typically included in the

arrangements section of a health and safety policy. (8) (c) Outline the circumstances that would require a health and safety

policy to be reviewed. (6)

In answering part (a) of the question candidates should have explained that the purpose of the ‘statement of intent’ section of a policy is to demonstrate management’s commitment to health and safety and set health and safety goals and objectives for the organisation; that the purpose of the ‘organisation’ section is to allocate health and safety responsibilities within the company and to ensure effective delegating and reporting and finally that of the ‘arrangements’ section is to detail the systems and procedures which assist in the implementation of the policy. This part of the question was not well answered with few candidates appearing to understand the purposes of the three sections of a health and safety policy. For part (b), issues that are typically included in the arrangements section include risk assessments and safe systems of work including those operations where a permit to work might be needed; specific hazards within the organisation such as the presence of hazardous substances or working alone; safety monitoring procedures and those associated with the environment such as noise and waste disposal; arrangements for the provision of safety equipment and personal protective equipment; arrangements for the control of contractors and visitors; the provision of safety training to workers; procedures for the reporting and investigation of accidents and incidents; procedures to be followed in the event of fire or other emergencies; arrangements for the provision of welfare facilities including first aid; medical arrangements and health surveillance and arrangements for communicating with and consulting workers. Again answers were disappointing with candidates only able to refer to one or two issues and these often by way of a list when an outline was required. Answers to part (c) were to a better standard with candidates referring to circumstances such as: significant changes in the structure of the organisation; after the introduction of new or changed processes or work methods; following changes in key personnel or a change of premises; following changes in legislation; where audits, risk assessments, monitoring exercises or investigations show that the policy is no longer effective or relevant; following enforcement action; as a result of consultation with the workforce; and after a sufficient period of time has elapsed since the previous review to suggest that another one is due.

5 EXTERNAL

Question 2 Explain the reasons for maintaining and promoting good standards of

health and safety in the workplace. (8)

In answering this question, better answers had structured responses around the moral, social and economic arguments for maintaining good standards of health and safety within an organisation. The moral argument centred on the need to provide a reasonable standard of care and to reduce the injuries, pain and suffering caused to workers by accidents and ill-health while the social reasons were concerned with the need to provide a safe place of work, safe plant and equipment, safe systems of work, competent workers and a high standard of training and supervision. The economic benefits would include the avoidance of criminal penalty and compensation claims by complying with the law including the employer’s duty to take reasonable care of their workers; a more highly motivated workforce resulting in an improvement in the rate of production and product quality; the improvement of the organisation’s health and safety culture and the commitment of management; the avoidance of costs associated with accident investigations; the avoidance of costs associated with accidents such as the hiring or training of replacement staff and the possible repair or replacement of plant and equipment; securing more favourable terms for insurance and maintaining the image and reputation of the organisation with its various stakeholders. Whilst most candidates were able to mention many of the above reasons, this was an ‘explain’ question and they often did not provide sufficient detail to satisfy that command. A few detailed the methods to be used in maintaining good standards of health and safety rather than the reasons for their maintenance and promotion.

Question 3 There has been a significant deterioration in the health and safety culture

of an organisation. (a) Give the meaning of the term ‘health and safety culture’. (2) (b) Identify the factors that could have contributed to the

deterioration of the health and safety culture within the organisation. (6)

For part (a) of the question, few candidates succeeded in giving an adequate meaning of the term ‘health and safety culture’. An acceptable meaning would have been that the culture of an organisation is the product of individual and group values, attitudes, perceptions, competencies and patterns of behaviour that determine the commitment to, and the style and proficiency of, the organisation’s health and safety management. Answers to the second part were to a better standard though there were not many candidates who identified sufficient factors to obtain all the marks available. A good answer would have identified factors such as the lack of visible leadership and commitment at senior level; changes in the management structure or roles and changes in work patterns with the lack of effective communication prior to and during change; the fact that health and safety was not given the same priority as other objectives such as production or quality; the lack of consultation with and involvement of the workforce; the absence of management systems particularly where health and safety were concerned; a reduction in the workforce leading to work overload; a high staff turnover and external influences such as a downturn in the economy leading to job insecurity; the presence of a blame culture and/or peer pressure and a deterioration in the standard of welfare facilities.

6 EXTERNAL

Question 4 Due to its limitations personal protective equipment (PPE) should only be

considered after other control measures. Outline the limitations of using PPE. (8)

There are numerous reasons why personal protective equipment (PPE) should be considered only after other possibilities have been exhausted. Initially candidates should have considered that other means of control should be considered first particularly since PPE does not remove the hazard. In addition PPE may not provide adequate protection because of such factors as poor selection, poor fit because of facial features such as beards, incompatibility with other types of PPE, contamination, and misuse or non-use by workers. PPE is likely to be uncomfortable and relies for its effectiveness on a conscious action by the user which raises issues such as training and supervision. In certain circumstances, its use can actually create additional risks, for instance, impaired vision and warning sounds masked by hearing protection. Candidates should also have referred to the cost implications of using PPE such as its initial supply and subsequent cleaning, maintenance and replacement. This question proved to be difficult for many candidates with several not fully appreciating the meaning of the term ‘limitations’. Some provided information on the hierarchy of control whilst others detailed a number of types of protective equipment and the hazard against which they provided protection. The information provided was not relevant to the question asked and thus no marks could be awarded.

Question 5 (a) Identify FOUR reasons why accidents should be reported and recorded within a workplace. (4)

(b) Outline factors that might discourage workers from reporting

workplace accidents. (4)

There are a number of reasons why an organisation should have a system for the internal reporting and recording of accidents. These include the implementation of initial action such as the provision of first aid and the preservation of the accident scene; to enable an investigation to be carried out to prevent a recurrence and to identify weaknesses in the safety management system; to aid the compilation of accident statistics and the identification of trends providing some measure of health and safety performance; to meet the national reporting requirements and/or company rules; for use in civil claims or to satisfy insurance requirements; to help in the identification and reduction of loss; and to inform the review of risk assessments. For part (b), candidates should have outlined factors such as ignorance or lack of understanding of the reporting procedures if such procedures did in fact exist; a culture of non-reporting often enforced through peer pressure; a reluctance to lose time from the job in hand; the possibility of retribution by management; to preserve the company’s or department’s safety record particularly when an incentive scheme is in operation; to avoid receiving first aid or medical treatment for whatever reason; overcomplicated reporting procedures and an aversion to form filling and apathy caused by lack of obvious management response to earlier reported accidents. Answers to both parts of this question were to a reasonable standard.

7 EXTERNAL

Question 6 (a) Explain the difference between consulting and informing workers on health and safety issues. (2)

(b) Explain how arrangements for consultation with workers may be

made more effective. (6)

A consideration of the meaning of the two key words should have enabled candidates to explain that “informing” is a one way process involving the provision of relevant information by management to workers whereas “consulting” is a two way process where account is taken of the views of workers before any decision is taken. Most candidates were able to gain the two marks available for this part of the question. For part (b), arrangements for consultation with workers might be made more effective by: the establishment of safety committees; consultation with elected representatives; planned direct consultation at departmental meetings, team meetings, tool box talks and staff appraisals; consultation as part of an accident or incident investigation or as part of a risk assessment; day to day informal consultation by supervisors with their team at the workplace; discussion as part of safety circles or improvement groups; questionnaires and suggestion schemes and the provision of consultation training to both management and workers. If formal meetings are to be held, it is important to ensure that there is a correct balance between management and worker representation; that an agenda is set and the meeting is well managed by the chair; that the business of the meeting is not side tracked by discussion of non health and safety issues; that minutes of and report back from the meeting are made available to the workforce as a whole and that actions agreed are carried out without undue delay. Unlike part (a) of the question, there were fewer candidates who were able to provide an adequate explanation for the second part. Some stressed the importance of direct consultation particularly with safety representatives but offered little else while there were few who mentioned the need to provide training both for management and workers. Some candidates appeared to misunderstand the purpose of the question and explained why consultation should take place rather than how it could be made more effective.

Question 7 Outline factors that would determine the frequency with which health and safety inspections should be undertaken in a workplace. (8)

In answering this question, candidates were expected to outline factors such as compliance with statutory requirements and International Labour Organisation (ILO) guidelines; the activities undertaken at the workplace and their associated level of risk; the makeup of the workforce which could include vulnerable members such as the young and/or disabled where high standards of health and safety would have to be maintained; the results from previous inspections and audits and the company’s record of compliance with established standards; recommendations made following risk assessments; accident history and the outcomes of accident investigations; enforcement action taken or advice given by the enforcement authority; the introduction of new equipment, processes or safe systems of work; manufacturers’ recommendations and requirements from insurance companies; and following consultation with or as a result of complaints from workers. Many candidates did not attempt this question and of those that did, few provided answers to a satisfactory standard. Some appeared to misunderstand the question and described the types or contents of inspections and who should carry them out rather than the factors that would determine their frequency. Others who were on the right track were only able to offer factors such as accidents or incidents and the introduction of something new, whether process or equipment.

8 EXTERNAL

Question 8 Identify EIGHT health and safety hazards relevant to the role of a long distance delivery driver. (8)

Health and safety hazards relevant to the role of a long distance delivery driver include: the duration of the journey, the hours of driving with the possibility of fatigue; issues connected with the route to be followed and the different road conditions; the weather and other environmental factors; inadequate vehicle maintenance and the possibility of breakdown; the manual and/or mechanical handling of the goods being carried and other hazards associated with them such as exposure to chemicals; physical hazards such as exposure to noise and vibration; the possibility of accidents or collisions; lone working with a possible absence of communication and supervision; the lack of emergency procedures including the provision of first aid and inadequate welfare facilities; security hazards including the possibility of violence and psychological hazards such as stress. This question was generally well answered though some candidates showed confusion between hazard and risk whilst others tended to identify issues rather than hazards for example ’vehicle maintenance’ rather than ‘inadequate vehicle maintenance’.

Question 9 Outline the factors that should be considered when developing a safe

system of work. (8)

In answering this question, candidates were expected to outline factors such as details of the task or activity to be performed, such as might be provided by a job safety analysis; the equipment and materials to be involved; any information or guidelines provided by manufacturers; the number of workers who will carry out the activity, the level of their competence and training and the possibility that some may be vulnerable; the inherent and contingent hazards and risks taking into account the particular environment where the tasks are to be carried out; the adequacy of the control measures in place; relevant legal requirements or international standards; the need for consultation with and involvement of workers; emergency procedures and the systems for monitoring and supervision. Examiners were disappointed with the response to this question and particularly with the fact that often lists were submitted when an outline was clearly requested. Little reference was made to factors such as manufacturers’ information, legal requirements, standards and emergency procedures. Some candidates confused a safe system of work with a risk assessment and described the five stages of an assessment.

Question 10 (a) Outline the responsibilities of employers towards workers in

respect of health and safety at work. (4) (b) Outline the responsibilities of workers in respect of health and

safety. (4)

The main health and safety responsibilities of an employer are to provide and maintain a safe place of work and a safe working environment including access and egress together with safe plant and equipment; to carry out risk assessments and to introduce safe systems of work; to ensure the safe use, storage, handling and transport of articles and substances; to provide adequate welfare facilities including first aid; and to provide information, instruction, training and supervision for his

9 EXTERNAL

workers. Additionally, candidates should have referred to the responsibility of an employer to provide personal protective equipment, to introduce emergency procedures and to cooperate with and consult with their workers. For part (b), workers have the responsibility to cooperate with their employer; to take reasonable care for their own safety and that of their fellow workers and to report accidents and any dangerous situations at the workplace. They should not misuse any equipment provided for them, should follow site rules and should not take alcohol or drugs during their working time. There were many good answers provided for this question though there were still a few candidates who showed a lack of understanding of the responsibilities of both employers and workers under the relevant international convention. A few candidates based their answers on the requirements of the Health and Safety at Work etc Act and, despite the fact that it does not form part of the syllabus, were able to gain some marks.

Question 11 Identify the: (a) active (proactive); (4) (b) reactive measures (4) by which an organisation can monitor its health and safety performance.

In answering part (a) of the question, many candidates successfully selected from a number of active monitoring methods including safety inspections, surveys, audits and sampling, environmental monitoring, health surveillance, behavioural observation such as by carrying out safety observation tours and benchmarking against the performance of other like organisations. Answers to the second part were not to the same standard with many candidates unable to identify reactive measures available to an organisation and showing obvious confusion between the two types of monitoring measure. Reactive measures that might be used include the number of reported accidents and the frequency rate; sickness absence rates particularly those relating to occupational ill-health; incidents of reported near misses and dangerous occurrences; property damage; the number of actions such as the issue of notices or prosecutions taken by the enforcement authorities; the number of civil claims; the number of complaints from workers and the costs involved in all the above.

The National ExaminationBoard in OccupationalSafety and Health

Dominus WayMeridian Business ParkLeicester LE19 1QW

telephone +44 (0)116 2634700fax +44 (0)116 2824000email info@nebosh.org.ukwww.nebosh.org.uk