Occupational

Health and
Safety
SAQA 99714
NQF level 4
 This qualification is made up of the following
compulsory Knowledge, Practical Skill and
Workplace Learning Modules
Duration : 18 months

Backgrou Credits : 256

nd Entry Requirements

Relevant work experience or an appropriate

NQF level 4 qualification with Mathematical
Literacy.
 • The purpose of this Occupational
Certificate: Safety, Health, and Quality
Practitioner (Occupational Health and
Safety Practitioner) qualification is

Course
• To prepare a learner to operate as an
Occupational Health and Safety Practitioner.

Introduct
• An Occupational Health and Safety
Practitioners serve as a facilitator and
advisor to employees and management
ion regarding safety and health aspects in the
workplace including the monitoring and
inspecting of the workplace and the
recording and investigation of incidents and
accidents.
• They also implement and maintain
Occupational Health and Safety systems to
ensure a safe and healthy work
environment.
 • First Aid Level 1
Learners will • First Aid Level 2
receive the • First Aid Level 3
following • Basic Fire-Fighting Techniques
Certificates • Occupational Health, Safety and
and benefits Quality Representative
upon • Occupational Health, Safety and
completion Quality Assistant
of this • Occupational Health, Safety and
Quality Practitioner
course:
• The learner will also be recognized by
the SACPCMP Board
 • Inspect workplaces and environments to identify the
occupational health and safety hazards and determine
the risks associated with the work.
• Facilitate and support actions to eliminate or control
hazards in order to minimise risks in a designated work
area.
Course • Represent the needs of employees with regard to
Occupational Health and Safety matters.
Objective • Participate in the planning and implementation of
operational Occupational Health and Safety
s Management Systems.
• Monitor and continually improve the effectiveness of
operational Occupational Health and Safety systems.
• Who should attend?
• All organisations in South Africa require the services of
at least one Occupational Health and Safety
Practitioner. Line managers/Foremen are trained in
these processes and specialized employees has been
established to develop, implement, and monitor the
effective use of these global best practices.
Knowledge Modules:

• 226302001-KM-01, Fundamentals of Occupational Health and Safety,

Level 2, 9 Credits.
• 226302001-KM-02, Fundamentals of Communication, Level 3, 6 Credits.
• 226302001-KM-03, Occupational Health and Safety applications, Level
4, 17 Credits.
• 226302001-KM-04, Occupational Health and Safety Management, Level
5, 38 Credits.
• 226302001-KM-05, Operations Management and Supervision, Level 5, 6
Credits.
• Total number of credits for Knowledge Modules: 76.
 # Days in
Class,
workplace or
MODULE CODE MODULE DESCRIPTION LEVEL # Credits practical
KNOWLEDGE MODULES

Fundamentals of Occupational Health and Safety,

226302001-KM-01 Level 2, 9 Credits. 2 9 2.25
226302001-KM-02, Fundamentals of Communication, Level 3, 6 Credits. 3 6 1.5
Occupational Health and Safety applications, Level
226302001-KM-03 4, 17 Credits. 4 17 4
Occupational Health and Safety Management, Level
226302001-KM-04 5, 38 Credits. 5 38 9.5
Operations Management and Supervision, Level 5,
226302001-KM-05 6 Credits. 5 6 1.5
76 18.75
 Practical Modules

Represent the needs of employees with regard to

226302001-PM- Occupational Health and Safety matters , NQF Level 3,
01 Credits 8 3 8 2
Inspect work places, identify hazards and risks and take
226302001-PM- immediate action to ensure health and safety in the
02 workplace, NQF Level 3, Credits 4 3 4 1
226302001-PM- Consult with employees and raise their needs and issues at,
03 NQF Level 2, Credits 4 2 4 1
Inspect work places and environments to identify the
226302001-PM- occupational health and safety hazards and determine the
04 risks associated with the work , NQF Level 4, Credits 16 4 16 4
226302001-PM- Coordinate the work activities of occupational, health and
05 safety representatives, NQF Level 4, Credits 6 4 6 1.5
226302001-PM- Develop a risk profile and legal register for a designated
06 work area , NQF Level 5, Credits 6 5 6 1.5
Establish, maintain and improve the health and safety
226302001-PM- documentation and reporting systems, controls and
07 processes , NQF Level 5, Credits 4 5 4 1
Advise on the establishment maintenance and improvement
226302001-PM- of emergency response and preparedness , NQF Level 5,
08 Credits 8 5 8 2
226302001-PM- Manage the effectiveness of operational Occupational
09 Health and Safety systems, NQF Level 5, Credits 6 5 6 1.5
Work Experience Modules:

226302001-WM-, Exposure to the workplace examination processes, Level 2, 12 Credits.

226302001-WM-02, Exposure to the processes of representing the Occupational Health and

Safety needs of employees, Level 3, 4 Credits.
226302001-WM-03, Exposure to Occupational Risk Management processes, Level 4, 12 Credits.

226302001-WM-04, Exposure to the processes of selecting, appointing and managing

Occupational Health and Safety representatives, Level 4, 8 Credits.
226302001-WM-05, Exposure to the processes of developing and implementing Occupational
Health and Safety systems, Level 5, 48 Credits.
226302001-WM-06, Exposure to the processes of monitoring and improving Occupational
Health and Safety systems, Level 5, 34 Credits.
Total number of credits for Work Experience Modules: 118.
 Workplace Experience Modules
226302001- Exposure to the workplace examination processes,
WM-01 NQF Level 2, Credits 12 2 12 3
Exposure to the processes of representing the
226302001- occupational health and safety needs of employees,
WM-02, NQF Level 3, Credits 4 3 4 1
226302001- Exposure to occupational risk management
WM-03 processes, NQF Level 4, Credits 12 4 12 3
Exposure to the processes of selecting, appointing
226302001- and managing occupational health and safety
WM-04 representatives, NQF Level 4, Credits 8 6 8 2
Exposure to the processes of developing and
226302001- implementing occupational health and safety
WM-05 systems, NQF Level 5, Credits 48 5 48 12
Exposure to the processes of monitoring and
226302001- improving occupational health and safety systems,
WM-06 NQF Level 5, Credits 34 5 34 8.5
29.5
118
 • Hospitals and Healthcare Institutions:
• These facilities require individuals to ensure the safety
of both patients and staff.
• Construction Sites:

Where to • High-risk construction environments are in constant

need of safety managers and supervisors.

Find • Government Agencies:

• Government groups and departments often employ
Placement health and safety specialists to oversee public sector
compliance.
s • Manufacturing and Industrial Settings:
• These environments often have specific hazards that
need to be managed by OHS professionals.
• Consulting Firms:
• As a safety consultant, you can work with multiple
businesses to assess risks and improve their safety
practices.
 Exit Outcomes

01 02 03 04
Facilitate and support minimise risks in a Participate in the Monitor and
actions to eliminate designated work planning and continually improve
or control hazards in area. implementation of the effectiveness of
order to operational operational
Occupational Health Occupational Health
and Safety and Safety systems.
Management
Systems.
 Occupation Regulation

01 02 03
All trades are To become a All national trade test
regulated by the qualified artisan you centres are quality
Department of have to pass a trade assured and
Higher Education and test at a national recommended for
Training (DHET) trade test centre that accreditation by the
through the National is accredited by the NAMB.
Artisan Moderation Quality Council for
Body (NAMB). Trades and
Occupations (QCTO).
Entry
requirements
• Recognition of Prior Learning (RPL):
• RPL for access to the external integrated summative
assessment: Accredited providers and approved workplaces
must apply the internal assessment criteria specified in the
related curriculum document to establish and confirm prior
learning. Accredited providers and workplaces must confirm
prior learning by issuing a statement of result or certifying a
work experience record.
• RPL for access to the qualification: Accredited providers and
approved workplaces may recognise prior learning against
the relevant access requirements.
• Entry Requirements:
• A Level 4 qualification with Mathematical Literacy.
 • Horizontal Articulation:
• National Diploma:
Occupational Safety, Level 5
(ID 79808).
Articulatio • Vertical Articulation:
n options • This is a new qualification.
There are no cognate
qualifications developed at
Level 6 at present on the
OQSF.
 • We use the curriculum to guide
learners on the stipulated internal
Integrated assessment criteria and weighting.
• we also apply the scope of
Formative practical skills and applied
Assessme knowledge as stipulated by the
internal assessment criteria.
nt: (IFA) • This formative assessment leads to
entrance into the integrated
external summative assessment.
(IESA)
 • An external integrated summative assessment,
conducted through the relevant QCTO Assessment
Quality partner is required for the issuing of this
qualification.
Integrated • The external integrated summative assessment will
focus on the exit level outcomes and associated
Summativ assessment criteria.

e
• The external assessment model requires that the
external assessment will be conducted through a
combination of a written assessment and practical
Assessme task at an accredited trade test centre.
• The written examination will be concluded at an
nt: accredited trade test centre and marked by
registered assessors.
• Practical tasks will also be assessed by registered
assessors.
• The combination of the written and practical
assessment will be conducted over a period of two
working days.
 Allocation of credits
1 week of 5
Workplace
days and 8
Each credit = Modules
hours per day
10 notion hours =118/4= 29.5
=40hrs =4
weeks
credits

Practical Knowledge
30 weeks = 118 modules =62 modules = 76
credits = 8 credits=16 credits = 19
months weeks = 4 weeks = 5
months months
Implementation
• 01 Sep 2025 to 30 Aug 2026 =12 months
• 01 Sep 2026 to Feb 2027 =6 months
Documents

LEARNER FEES GUIDE LEARNER

CONTRACT POLICY INDEMNITY
Prescribed
books
 • Classes are compulsory for
all learners
• In case of sickness a
What is learner is expected to
produce a sick note
expected • PPE that is procured either
form from the SDP or to the
service provider
learner nominated by the SDP
• Name tag
• Tshirt for workplacemet
 Career pathway for
the full qualifications
Nonz Consulting Skills
development and Training
Career pathway for OHS SAQA
99714

Vertical Articulation:
This is a new
Horizontal
qualification. There
Articulation:National
are no cognate
Diploma:
qualifications
Occupational Safety,
developed at Level 6
Level 5 (ID 79808).
at present on the
OQSF.
Understanding
Hierarchy
Defining Roles and Responsibilities
A hierarchy establishes clear roles and responsibilities for
individuals, ensuring everyone knows their duties within the
organization.

Streamlined Decision-Making
Ranking authority allows decisions to be made efficiently, with
clear lines of command and accountability.

Clarified Reporting Relationships

Hierarchy clarifies who reports to whom, creating order and
reducing confusion within teams and systems.
Fundamentals of
Occupational Health and
Safety, Level 2, 9 Credits.

226302001-KM-01
Learning outcomes

• Inspect workp l a c e s and environments to identify the

occupational health and safety hazards and determine the
risks associated with the work.
• Facilitate and support actions to eliminate or control hazards
in order to minimise risks in a designated work area.
• Represent the needs of employees with regard to
Occupational Health and Safety matters.
• Participate in the planning and implementation of
operational Occupational Health and Safety Management
Systems.
• Monitor and continually improve the
Rationale:

• Occupational Health and Safety is a core element for the success

of all enterprises globally.
• The right to work in a safe and healthy environment is
entrenched in the South African Constitution.
• The accountability for Occupational Health and safety is shared by
all stakeholders and there are well established global practices
and processes for ensuring Occupational Health and Safety.
• Over the years the development and implementation of these
systems have become a science on its own.
• Line managers are trained in these processes, and a cadre of
specialised employees has been established to develop,
implement and monitor the effective use of these global best
Purpose of the Knowledge Modules

• The focus of the learning in this knowledge module is to

build an understanding of the key quality and safety
issues that impact on the productivity of employees.
The learning includes the key issues relevant to the
procedural and legal aspects required to monitor work
progress and the use of equipment and instruments.
• The learning will enable learners to demonstrate an
understanding of:
Knowledge translation modules
• KM-01-KT01: Roles and responsibilities of the Occupational Health and
safety representative as set out in the relevant legislation
(Intermediate) (30%)

• KM-01-KT02: Legislative requirements related to Occupational health

and safety (Basic) (10%)

• KM-01-KT03: Definitions of and difference between Occupational

Health, Occupational Safety and Environmental management. (Basic)
(10%)

• KM-01-KT04: Concept of behavioural safety management (Basic) (10%)

• KM-01-KT05: Concepts and principles of
emergency preparedness and response (Basic)
(20%)

• KM-01-KT06: The principles of hazards

identification and risks assessment(Basic) (5%)

• KM-01-KT07: Principles of safe working practices in

and around the place of work (Intermediate) (5%)

• KM-01-KT08: Techniques of accident and incident

investigation (5%)

• KM-01-KT09: Roles and responsibilities of the

various stakeholders in a workplace regarding
Occupational Health and Safety (Intermediate)
(5%)
 Roles and responsibilities of the
Occupational Health and safety
representative as set out in the relevant
legislation (Intermediate) (30%)

KM-01-KT01:
The roles and responsibilities of elected health
and safety representatives

Section 18 of the Occupational Health and Safety Act defines the functions of
Health and Safety Representatives as follows
• To identify health and safety hazards and potential dangers in the workplace;
• To investigate workers' health and safety complaints;
• To ensure that health and safety hazards are properly controlled;
• To review the precautionary measures that are in place;
• To identify the causes of accidents and incidents;
• To inspect workplaces and report unsafe and unhealthy conditions;
• To attend health and safety committee meetings;
• To make health and safety recommendations to the employer or to an inspector
from the Department of Labour;
• To access relevant information from the employer;
• To accompany the Department of Labour inspectors on their inspections;
What are health and safety representatives?

• They are full-time workers nominated or elected and

designated in writing by the employer after the
employer and workers consulted one another and
reached an agreement about who will be health and
safety representatives. Further they must at least be
familiar with the circumstances and conditions at that
part of the workplace for which they are designated.
• Agreement must also be reached on the period of office
and functions of the health and safety representative
and must be settled amongst the employer and the
worker
How many health and safety representatives
must be designated?

• A representative must be designated for every workplace consisting of 20 or more

workers. Therefore, where only 19 workers are employed, it is not necessary to designate
a representative. In the case of shops and offices, one representative must be designated
for every 100 workers or part thereof. For example, one representative must be
designated in the case of 21 to 100 workers. But two representatives must be designated
where 101 to 200 workers are employed, etc.
• In the case of other workplaces, one representative must be designated for every 50
workers or part thereof. For example, one representative must be designated in the case
of 21 to 50 workers. But two representatives must be designated where 51 to 100
workers are employed.
• Depending on circumstances, an inspector may require the designation of more
representatives, even in the case where the number of workers is less than 20. For
example, the layout of a plant may be of such a nature that the designation of only one
representative for 50 workers is insufficient. The inspector may then require the
designation of more representatives. However, if the employer and workers so agree,
more than the prescribed number of representatives may be designated.
• When
When must health and safety representatives
be designated?

• Within four months after the commencement of the

employer's business. An employer with more than 20
workers, whose business is operative for less than four
months, does not have to designate representatives. In
the case where, for example, seasonal workers are
employed on farms, causing the number of workers to
exceed 20 for a period less than four month, the
designation of representatives is also not necessary.
Facilities assistance and
training:
• It is the employer’s duty to ensure that Representatives
are properly empowered to perform their duties as
health and safety representatives. Representatives must
be trained during working hours. Inspection intervals
are not specified. Representatives have been given
direct access to the inspectorate, are entitled to attend
incident investigations and enquiries, inspect
documents and participate in health and safety audits.
• All appointed Health and Safety Representatives
empowered to:
• Conduct health and safety audits
• Identify potential hazards, risks and dangers
• Investigate incidents
• Make recommendations regarding health and safety
• Conduct inspections
• Attend health and safety committee meetings
• What may health and safety representatives do?
• Health and safety representatives are entitled to do the following:
• Health and safety audits
• Representatives may check the effectiveness of health and safety
measures by means of health and safety audits.
• Identify potential dangers
• Representatives may identify potential dangers in the workplace and
report them to the health and safety committee or the employer.
• Investigate incidents
• Representatives may together with the employer investigate incidents,
investigate complaints from workers regarding health and safety
matters, and report about it in writing.
Explain the functions of the
occupational Health and safety
Committees
Functions of health and safety committees
• Full consultation with the committee on all aspects of
the health and safety programme is very important. All
matters referred to the committee from either the
employees or the health and safety representatives
must be dealt with in a sufficient and formal manner.
The employer must provide a suitable meeting place for
committee meetings.
Committee’s duties:

• They may make and keep records of recommendations to

employers and inspectors;
• Where these recommendations do not lead to solving the
matter, the committee may make recommendations to an
inspector.
• Shall discuss, report and keep records of incidents in which
someone is killed, injured, or becomes ill
• Shall discuss incidents, injuries, illness, DEATH AND MAY
REPORT ON AN INCIDENT IN WRITING TO INSPECTOR
• Shall perform functions as prescribed
• Shall keep records of recommendations (3 years
Who determines the procedure at the meeting?

• The members of the committee elect the chairperson and

determine his or her period of office, the meeting times,
the place of the meeting, procedures, etc.
• May health and safety committees consult experts
for advice?
• Committees may co-opt people as advisory members for
their knowledge and expertise on health and safety
matters. However, an advisory member does not have the
right to vote.
Record keeping:

• GAR 5 stipulates that records of meetings needs to be

kept for a period of at least 3 years.
 SECTION 3: KM-01-
KT03: (Basic) (10%)
Definitions of and difference between Occupational
Health, Occupational Safety and Environmental
management.
Learning outcomes
• At the end of this section, learners should cover:
• KT0301 Define and describe occupational health, safety
and environmental control: a. Objectives of each of the
functions; b. Key roles and responsibilities of the various
disciplines
• Occupational safety and health (OSH), also commonly
referred to as occupational health and safety (OHS),
occupational health, or workplace health and safety
(WHS), is a multidisciplinary field concerned with the
safety, health, and welfare of people at work. These
terms of course also refer to the goals of this field, so
their use in the sense of this article was originally an
abbreviation of occupational safety and health
program/department etc.
• The goals of occupational safety and health programs
include to foster a safe and healthy work environment.
OSH may also protect co-workers, family members,
employers, customers, and many others who might be
affected by the workplace environment. In the United
States, the term occupational health and safety is
referred to as occupational health and occupational and
non- occupational safety and includes safety for
activities outside of work
SECTION 4:
Concept of behavioural safety
management (Basic) (10%)
Learning outcomes
• KT0401 Explain what is meant by
behaviour and how the behaviour of
people influence their health and safety
• KT0402 Describe the factors that influence
the behaviour of people and give examples
of this in a work environment
• KT0403 Identify and explain the role of
behavioural modification in influencing the
overall health and safety of employees
• KT0404 Explain what contribution
leadership can make towards creating a
culture where unacceptable behaviour
regarding health and safety issues are not
tolerated
 Explain what is meant by
behaviour and how the
behaviour of people
influences their health and
safety
KT0401
• In the Health and Safety sector, the
concept of behaviour change stems
from the principle that no one should
suffer injury during their work.
• It is achieved by effective
communication between all the people
involved in carrying out an
organisation’s business, with an
emphasis on reporting ‘near-misses’ in
order to prevent more severe incidents
and accidents.
• Behaviour change is vitally important,
so it is appropriate that everyone within
an organisation should do all they can to
improve health and safety performance.
KT0402

Describe the factors that

influence the behaviour of people
and give examples of this in a
work environment
 Leadership
Internal
Work Culture
and
external Job Responsibilities
factors Effective Communication
affecting Family and Personal Life
employee Relationship at Work
behaviour Getting it right
 Identify and explain the role of
behavioral modification in
influencing the overall health and
safety of employees
KT0404
Attitude and behaviour
• How, then, do you motivate people to practise safe
behaviour?
• It is necessary to involve employees in every aspect of
health and safety?
KM-01-KT05: Concepts and
principles of emergency
preparedness and response
(Basic) (20%)
SECTION 5:
Learning outcomes

• KT0501 Explain the definition of an emergency and give

examples of typical emergencies that could occur in the
workplace;
• • KT0502 Explain the difference between preparedness and
response and give examples of typical preparedness and
response actions;
• • KT0503 Describe the roles of the various role players to ensure
that an organisation is adequately prepared for emergencies;
• • KT0504 Describe the roles of the various role players when an
emergency occurs.
 The principles
of hazards identification and
risks assessment(Basic)
(5%)
SECTION 6: KM-01-KT06:
 KT0601 Give practical
examples to explain
what a hazard is and
Learning how hazards relate to
outcome risks
KT0602 . Explain the
s concept of priority
setting and relate it to
the process of hazard
and risk rating
Explain the concept of priority
setting and relate it to the
process
of hazard and risk rating
KT0602 .
What is a hazard?

A hazard is any source of potential damage, harm or

adverse health effects on something or someone.
 • The workplace environment e.g.
Hazards insufficient lighting
may • Equipment/Plant e.g. a noisy engine
which has not been insulated
arise • Substances e.g. explosive fumes
from building up in a storage area; and
• Work systems e.g. storage of files at
high level causing retrieval hazards
What is risk?

• Risk is the chance or probability that a person will be

harmed or experience an adverse health effect if
exposed to a hazard. It may also apply to situations with
property or equipment loss, or harmful effects on the
environment.
6.2. Explain the
concept of priority
setting and relate
it to the process of
hazard and risk
rating
How are the hazards identified?
Severity ratings

• High: major fracture, poisoning, significant loss of blood,

serious head injury,or fatal disease
• Medium: sprain, strain, localized burn, dermatitis,
asthma, injury requiring days off work
• Low: an injury that requires first aid only; short-term
pain, irritation, or dizziness'
Probability ratings

High: likely to Medium: may

Low: may occur
be experienced be experienced
once during a
once or twice a once every five
working
year by an years by an
lifetime
individual individual
Give practical
examples to
explain what a
hazard is and
how
hazards relate to
risks
KT0601
Purpose of a baseline
risk assessment

• The purpose of conducting a

baseline HIRA is to establish a risk
profile or a set of risk profiles. It is
used to prioritise action
programmes for issue-based risk
assessments. It should be performed
to obtain a benchmark of the types
and size of potential hazards, which
could have a significant impact on
the whole organisation. They need
to identify the major and significant
risks, then prioritise these risks and
evaluate the effectiveness of current
systems for risk control.
• A baseline risk assessment focuses
on the identification of risk that
applies to the whole organisation or
project. This type of assessment
could be performed on a site, region
or even on a national basis
concerning any facet of the
organisation operations or
procedures.
Incident
category
Questions to ask
during accident
investigation
• Was a safe work procedure used?

• Had conditions changed to make

the normal procedure unsafe?
• Were the appropriate tools and
materials available?
• Were they used?
• Were safety devices working
properly?
• Was lockout used when
necessary?
• For most of these questions, an
important follow-
KM-01-KT08: Techniques
of accident and incident
investigation (5%)

SECTION 8:
Learning outc

At the end of this section, learners should cover:

• KT0801 Explain the difference between an accident and
incident (NQF Level: 2)
• KT0802 Describe the generally accepted hierarchy of how
incidents lead to accidents (NQF Level: 2)

• KT0803 Explain the basic process of accident and incident

investigation (NQF Level: 2)
What is an • The term incident can be
defined as an occurrence,
incident condition, or situation
and why arising during work that
should it be resulted in or could have
resulted in injuries,
investigate illnesses, damage to health,
d? or fatalities.
 • The term "accident" is also commonly
used, and can be defined as an
unplanned event that interrupts the
completion of an activity, and that may
(or may not) include injury or property
What is damage. Some make a distinction
between accident and incident. They
accident use the term incident to refer to an
unexpected event that did not cause
injury or damage that time but had the
potential. "Near miss" or "dangerous
occurrence" are also terms for an event
that could have caused harm but did
not.
Reasons to investigate a workplace incident include:

• most importantly, to find out the cause of incidents and

to prevent similar incidents in the future
• to fulfil any legal requirements
• to determine the cost of an incident
• to determine compliance with applicable regulations
(e.g., occupational health and safety, criminal, etc.)
• to process workers' compensation claims
BASIC PROCESS OF ACCIDENT
INVESTIGATION
• Who should be involved in the investigation
• How to establish the root cause
• Which causation model to apply during investigation
Who should do the
investigating?

Ideally, an investigation would be conducted by someone or a

group of people who are:
• experienced in incident causation models,
• experienced in investigative techniques,
• knowledgeable of any legal or organizational requirements,
• knowledgeable in occupational health and safety
fundamentals,
• knowledgeable in the work processes, procedures, persons,
and industrial relations environment for that situation,
• able to use interview and other person-to-person
techniques effectively (such as mediation or conflict
resolution),
• knowledgeable of requirements for documents, records, and
data collection; and
• able to analyze the data gathered to determine findings and
reach recommendations.
 Root cause analysis
Step in • Was the worker distracted?
incident If yes, why was the worker
investigati distracted?
on • Was a safe work procedure
being followed? If not, why
not?
• Were safety devices in
order? If not, why not?
• Was the worker trained? If
not, why not?
 Develop a plan
Implement the
The for corrective
plan.
action.
organization
would then:
Evaluate the
Make changes
effectiveness of
for continual
the corrective
improvement.
action.
 Many models of causation have been proposed,
ranging from

Heinrich's domino theory to the

Causation
Models sophisticated Management Oversight and Risk
Tree (MORT).

The simple model attempts to illustrate that the

causes of any incident can be grouped into five
categories - task, material, environment,
personnel, and management.
When this model is used, possible causes in
each category should be investigated. Each
category is examined more closely below.
Simple
model
categories
Incident reporting form
• [Link]
how-to-write-a-workplace-incident-
report/#elementor-toc__heading-
anchor-2
 Inspect workplaces, identify
hazards and risks and take
immediate action to ensure health
and safety in the workplace, NQF
Level 3, Credits 4

2. 226302001-PM-02
• 226302001-PM-02, Inspect work places,
identify hazards and risks and take
immediate action to ensure health and safety
in the workplace, NQF Level 3, Credits 4
• 2.1 Purpose of the Practical Skill Modules
• The focus of the learning in this module is on
providing the learner an opportunity to
Practice the skills required to eliminate and/or
control hazards in a designated work area.
• The learner will be required to:
•  PM-02-PS01: Inspect a range of work
places, identify the hazards and determine
the associated risks, indicating what actions
must be taken to eliminate, mitigate and
control the risks. (Includes reporting and
record keeping)
 SECTION 9:
KM-01-KT09:
Roles and
responsibilities of the various
stakeholders in a workplace regarding
Occupational Health and Safety
(Intermediate) (5%)
Learning Outcomes
• KT0901 List the key stakeholders that are involved in the prevention of
accidents and incidents in the workplace (NQF Level: 2)
• KT0902 Describe the role of each of the key stakeholders in preventing
accidents and incidents
• KT0903 Explain the consequences when a stakeholder does not execute
their duty in accident/incident prevention (NQF Level: 2)
• KT0904 Explain the role of the safety representative when one of the
other stakeholders do not do what is expected of them (NQF Level: 2)
• List the key stakeholders
that are involved in the
prevention of accidents
and
• Describe the role of each of the
key stakeholders in preventing
accidents and incidents
Based on Legislation in
Section 19, of the
Occupational Health and
Safety Act

Committee’s Duties
 Health and safety
Legislation in committees -
Section 19, of the • make and keep records of
Occupational recommendations to employers
Health and Safety and inspectors; and
Act, Committee’s
Duties • Discuss report and keep records
of incidents in which someone is
killed, injured, or becomes ill.
• Based on Legislation in Section
20, of the Occupational Health
and Safety Act
 • Devising safety and health strategies for key high risks
• Preparing safety and health policies and consulting
employees, including the safety committee where it
Senior exists, and the safety representative.

manager’s • Setting safety and health objectives and targets for

employees

responsibiliti • Devising plans to implement the safety and health

policy
es include: • Ensuring that appropriate organizational structures are
in place
• Identifying and allocating resources for safety and
health
• Ensuring that the safety and health policy is effectively
implemented and checking whether objectives and
targets have been met
• Reviewing the effectiveness of the safety and health
management system
• Implementing any necessary improvements derived
from carrying out risk assessments
Examples of responsibilities of safety coordinators
include:

• Advising all employees on health and safety matters.

• Coordinating interdepartmental health and safety
activities.
• Collecting and analyzing health and safety statistics.
• Providing health and safety training.
• Conducting research on special problems.
• Attending joint health and safety committee meetings
as a resource person.
Examples of
responsibilities of first-line
supervisors include:

• Instructing workers to follow safe work

practices.
• Enforcing health and safety regulations.
• Correcting unsafe acts and unsafe conditions.
• Ensuring that only authorized, adequately
trained workers operate equipment.
• Reporting and investigating all
accidents/incidents.
• Inspecting own area and taking remedial action
to minimize or eliminate hazards.
• Ensuring equipment is properly maintained.
• Promoting safety awareness in workers.
What the OHS Act says about the role of trade unions
in health and safety

Trade unions are referred to twice in the OHS Act:

• The OHS Act shapes the conditions in which employees work,

and is therefore (together with other health and safety
legislation) central to our labour legislation. However, the
failure of the OHS Act to provide a role for trade unions in
health and safety issues, and to refer OH&S disputes to the
labour dispute procedures has contributed further to its
isolation from the labour relations discourse in South Africa
since the mid 1990's. This is markedly different from the
MHSA where there is a central role for trade union
representatives.
 The worker may
Rights of The right to
request the
employer to
information
the worker inform him or
her about –

The right to
The right not to
participate in
be victimised
inspections

Duty not to
The right to
interfere with or
appeal
misuse objects
KT0104
Explain what is meant by communication behaviours and
communication processes and identify the basic communication
behaviours that will enhance
Communication Behaviors for Effective Group Work

• a range of different communication behaviors—actions

people do with words and gestures, which they can
practice and improve over time.
• Listening:.
• Making clarifying statements:
• Deliberating and discussing:
• Keeping the discussion on task: 6.
• Offering feedback:
• Mediating conflicts
KT0106
Describe basic strategies
for preventing and
managing conflict
 • giving the opposing side what it wants
Accommodati • parties wishes to keep the peace or perceives
the issue as minor.
ng • For
 Avoiding

Collaboratin
g
Compromisi
ng

Competing
 As a • Assertiveness is thus distinguished from both
aggression and passivity. How people deal with
communicat personal boundaries, their own and those of
other people, helps to distinguish between
ion style these three concepts. Passive communicators
and strategy do not defend their own personal boundaries
and thus allow aggressive people to abuse or
manipulate them through fear. Passive
communicators are also typically not likely to
risk trying to influence anyone else.
 The Benefits of Being Assertive

When we relate to others, there are three modes we

can utilize. Submissive mode is a way of
Communicati communicating that demonstrates lack of respect for
one’s own needs and rights.. Sometimes a
on Modes: submissive person will think that they have
communicated clearly when in reality their message
was so vague and unclear that it was not understood
Aggressive
at all. mode is an expression of feelings,
needs, and ideas in a way
 Assertive mode is a method of
communication which enables a
Aggressive mode is an person to maintain self-respect,
expression of feelings, needs, and clearly communicate and pursue
ideas in a way that goes against their needs, and defend their
the other person. It is a “move rights and personal space without
against” or “move with the intent abusing or dominating others. It
to hurt.” confirms one’s right to be in the
world and put forward needs,
desires, ideas, and feelings.
Four Steps to Building
Assertiveness
• Realize where changes are needed and
believe in your rights.
• Figure out appropriate ways of asserting
yourself in each specific situation that
concerns you.
• Practice giving assertive responses.
• Try being assertive in real life situations.
 Techniques of Assertiveness

Broken record:
technique consists of • A disadvantage with this
simply repeating your
requests or your refusals
technique is that when
every time you are met resistance continues,
with resistance

Fogging: one can agree

in part or agree in
principle
 Negative Negative
inquiry: assertion:
Negative inquiry Negative assertion
consists of is agreement with
requesting further, criticism without
more specific letting up
criticism. demand.
I-statements: - statements can be used
to voice one's feelings and wishes from a
personal position without expressing a
judgment about the other person or
blaming one's feelings on them

Applications:

Criticism:
KT0108
Describe the concepts and principles of effective communication
and internal consulting
 is all about
conveying your
Effective messages to
communication: other people
clearly and
unambiguously.
• How you use your voice says a great deal about you.
• Listeners take note of your vocal characteristics and form
opinions about your sincerity, enthusiasm, and even your
knowledge of the topic being discussed.
• Your body language also tells listeners something about your
state of mind. Your posture, the firmness of your handshake,
and your willingness to make eye contact all tell listeners
something about your personality and character.
• You need to make sure you're communicating the same
message with both your voice and your body language.
 An internal consultant is, and

Mediatio External consultant: a professional that is

hired to solve an organisational problem and
n implement the solutions in order to improve
the performance of an organisation.

process Both types of consultants can work within all

possible management and organisational
areas – from strategic planning to mergers
and acquisitions, finance, organisation
efficiency, process improvement and
technology.
• Both types of consultants
can work within all possible
management and
organisational areas – from
strategic planning to
mergers and acquisitions,
finance, organisation
efficiency, process
improvement and
technology.
 External consultants, their sometimes-
competing internal colleagues can also
execution
function as coaches
change
advisors, facilitator or
agents,
s, trainers.

The difference lies in the relationship with

the client organisation; internal consultants
are on the payroll or limit themselves to
full-time advisory within one organisation.
Internal consulting
The organisations are in agreement that there is a constant
need for expertise from third parties. Thus,
• to limit the trend of long term dependence on advisory firms
charging exorbitant sums of money,
• To some organisations build up their own internal consulting
units.
• These advisors report back to a central consulting department,
which selects certain employees from different business units within
the organisation to run the project.
• Technically, everybody on the team works for the same
organisation, but the consulting division functions as an outsider,
since the consultants do not work for that specific business unit.
Consulting roles
• Many consulting and implementation roles are spread over diverse
departments and functions, collectively supporting internal clients with
specific problems, like Corporate
• 1. Development,
• Corporate Finance,
• Human Resources,
• Finance,
• Project Management Offices and
• IT business units.
• In addition, many people fulfil a consulting role, either full-time or as part of
their daily tasks, without carrying the title of consultant. If these two groups
are also included in the statistics, then the internal consulting market would
easily surpass the worth of the actual external consulting market
 • usually cheaper than external
advisors, although this does not
always need to be the case

Advantage • have a better understanding of the

organisation they advise – they

s of understand the language and culture

of the organisation better. Their deep
knowledge of the organisation make
internal internal consultants very valuable, for
instance, in the implementation of
consultant strategic change trajectories or
culture transformations; with
s • be a good way for organisations to
position themselves in the
consultancy market, and thereby
attract top performing consultancy
talent.
• is tasked to improve the
efficiency of the organisation.
However, over the years some
internal teams have improved
their knowledge and expertise
to such an extent that they
can also apply their skills
beyond the organisation
• that they are more often
involved with the realisation of
their own advises, and can
continue to play an important
role even after the
implementation.
Principles and
ethics of
auditing
KM-02-KT02
 • KT0201 : Explain what is meant by
ethics and why ethical behaviour is
always important
• Describe the consequences of
Learning unethical behaviour on occupational
outcomes health and safety; (NQF Level: 3)
• Describe how an occupational
health and safety monitoring
system relies on ethical behaviour
to ensure its effectiveness
KT0201
Explain what is meant by ethics and why
ethical behaviour is always important
 The organisation
should review and
improve its safety

Auditing and health

management
system
learn from relevant

and
experience and
continuously, so
apply the lessons.
that its overall
safety and health

reviewing
performance
improves
constantly.

performan should have a

systematic review
of performance
These form the
basis of complying

ce based on data from

monitoring and from
independent audits
with the
organisation’s
responsibilities
of the whole safety under the 2005 Act
and health and other statutory
management provisions.
system.
 Internal reference to key
performance indicators
Performance
should be
assessed by:
External comparison with the
performance of business
competitors and best
practice in the organisation’s
employment sector.
 Monitoring provides the information to let the organisation
review activities and decide how to improve performance.

Auditing and performance review are the final steps in the

safety and health management control cycle.

Monitorin They constitute the ‘feedback loop’ that enables an

organisation to reinforce, maintain and develop its ability to
reduce risks fully and to ensure the continued effectiveness of

g its safety and health management system.

Audits, by the organisation’s own staff or outsiders,
complement monitoring activities by looking to see if the
safety and health management systems are achieving the
right results.
Combine the results from measuring performance with
information from audits to improve the organisation’s overall
approach to safety and health management.
Audit protocols and
procedures

• Allocation of resources to the process

• Personnel requirements, including that of the audit team, i.e.
competence required for auditors (auditors should have the
appropriate training and skills so that they can assess
physical, human and other factors and the use of procedures
as well as documents or records - wherever possible, auditors
should be independent of the activity being audited and
include support from a wider range of specialists if necessary)
• Methodologies for conducting and documenting the audits,
which may include checklists, questionnaires, interviews,
measurement and direct observation
• Procedures for reporting audit findings to those responsible to
facilitate timely corrective action and improvement
What are • Values are important ideas that
others convinced you were
values? necessary for you to follow if you
were to live a happy, healthy and
productive life. These values
became the goals for your life.
Values are concepts members of a
culture feel to be important.
Individuals have their own sets of
values that are integrated into
their world.
What are • Beliefs are other important ideas
that others convinced you were
beliefs? true and accurate. They
represent the rules you would use
to tell you when you reached
your goals. Beliefs are what we
believe to be true.
 The
concept • Belief systems in cultures
are held by individuals
of Values about what is believed to
be true. They include ideas
and about morality (what is
right and wrong),
Beliefs spirituality, and rationality.
Class work

Explain what you understand about the

concept of values and beliefs. What are
your values and beliefs?

Understanding how values differ

between cultures can be extremely
difficult.
 • Integrity: The integrity of internal auditors
establishes trust and thus provides the basis for
reliance on their judgment.
• Objectivity: Internal auditors exhibit the highest

Code of level of professional objectivity in gathering,

evaluating, and communicating information about

Ethics —
the activity or process being examined. Internal
auditors make a balanced assessment of all the
relevant circumstances and are not unduly influenced
Principles by their own interests or by others in forming
judgments.
• Confidentiality: Internal auditors respect the value
and ownership of information they receive and do not
disclose information without appropriate authority
unless there is a legal or professional obligation to do
so.
• Competency: Internal auditors apply the
knowledge, skills, and experience needed in the
performance of internal audit services.
 Integrity
Rules of • Shall perform their work with
Conduct honesty, diligence, and responsibility.
• Shall observe the law and make
Internal disclosures expected by the law and
auditors the profession.
• Shall not knowingly be a party to any
illegal activity or engage in acts that
are discreditable to the profession of
internal auditing or to the
organization.
• Shall respect and contribute to the
legitimate and ethical objectives of
the organization.
Objectivity

Shall not participate in any activity or relationship that may impair or be

presumed to impair their unbiased assessment. This participation
includes those activities or relationships that may conflict with the
interests of the organization.

Shall not accept anything that may impair or be presumed to impair

their professional judgment.

Shall disclose all material facts known to them that, if not disclosed,
may distort the reporting of activities under review.
. Confidentiality

Shall not use information

for any personal gain or
Shall be prudent in the in any manner that would
use and protection of be contrary to the law or
information acquired detrimental to the
during their duties. legitimate and ethical
objectives of the
organization.
• To achieve better worker health and safety
outcomes, regulatory measures through
accreditation, authorisation, education, audit,
assurance and enforcement activities also helps
employers develop and refine safe and healthy
work systems.
• A breach to work health and safety law occurs either
when:
• A person is put at risk of injury
• Illness or death occurs
• Steps are not taken to avoid a risky situation from
occurring
• There is a failure to comply with regulatory
requirements.
Examples of breaches of work health and safety
law include:

Exposing workers to the risk of excessive noise

Working at heights where the risk of falling is not controlled

Allowing unlicensed operators to use specified equipment (e.g.

forklifts)
Not ensuring that plant is appropriately guarded to eliminate or
minimise exposure of workers to moving parts
Failing to have in place safe work method statements for work
carried out in or near a confined space
Health Many companies find themselves
breaching the finer details of the OHS Act
and due to lack of knowledge.

Safety Avoid being slapped with heavy fines by

non- knowing your Act.

complian
ce Health and Safety non- compliance
penalties penalties are the forms of punishment
that the Department of Labour imposes
on employers whose premises are found
to be non-compliant.
Health They range from light ones, which the
department of Labour can order a corrective

and measure to be implemented as soon as possible

with a warning or slight fine, to severe ones.

Safety
non- The latter can lead to shutting down of premises
or jail time to be served by the company owners.
It is essential that both employers and employees
complian know what can incriminate them. This helps to
avoid being slapped with unnecessary Health and
ce Safety non-compliance penalties or loss of life.

penalties Also, it prevents loss of productivity when one has

to be dragged to court for an avoidable offense.

vary –
 Failing to comply with the provisions of
The sections 7 up to section 36 (read all about
following it in the OHSA )
actions Wilfully furnish false and misleading
information
contribute to
Health and Hinder or obstruct an inspector from
Safety non- performing his functions/ duties
compliance
Refuse or fail to comply to with
penalties, requirements or request made by an
according to inspector
Section 38 of Refuse or fail to answer any question
the OHSA asked by the inspector
Tamper with or discourage, threaten, deceive or
in any way unduly influence any person with
regards to evidence to be given before the
inspector
Prejudice, influence or anticipate the proceedings
or findings of an inquiry under section 32 or 33

Tamper with or misuse any safety equipment

installed or provided to any person Fail to use any
safety equipment in the workplace in the course
of his employment or in connection with the use
of plant or machinery
Wilfully or recklessly do anything at a workplace
or in connection with the use of plant or
machinery which threatens the health and safety
of any person
 Appear before an inspector

Be sworn or to make affirmation as a witness after being

Refusing
directed to do so

to: Answer or fail to answer to the best of your knowledge and

belief, any question posed to you

Comply with a requirement to produce a book, document or

anything specified in the subpoena or which you are in
possession of. One can rest assured that the above can see
them or their companies being slapped with Health and
Safety non-compliance penalties. They come with a high fine
tag or can even result in serving jail time.
 When the worker does something which in terms of the
Occupational Health and Safety Act is regarded as an offence,
the employer is responsible for that offence, and he or she
could be found guilty and sentenced for it, unless the
employer can prove that:

He or she did not give his or her consent

Prosecutio
ns He or she took all reasonable steps to prevent it

The worker did not act within the scope of his or her
competence, in other words, that the worker did something
which he or she knew he or she should not have done.
KT0203
Describe how an occupational health and safety monitoring system
relies on ethical behaviour to ensure its effectiveness
Monitoring employer compliance with
health and safety laws

The Labour Relations Act (LRA) This means that shop stewards
Section 14 Para (4) says that a can monitor whether employers
trade union representative, or are carrying out their
shop steward has the right to responsibilities and respecting
monitor an employer’s workers’ rights regarding health
compliance with the workplace- and safety as detailed in the
related provisions of the LRA, Occupational Health and Safety
any law regulating terms and Act, and the Compensation for
conditions of work, and any Occupational Injury and
collective agreement. Diseases Act.
 Elected health and safety
representatives, according to
Section 18 of the OHS Act are
Therefore, shop stewards and
given more specific rights to
elected health and safety
monitor employer compliance.
representatives can play a
Amongst other things, their
significant role in health and
functions include ensuring that
safety enforcement in the
employers properly control health
workplace.
and safety hazards in the
workplace and put precautionary
measures in place.
Monitoring employer compliance with health and safety laws and agreements
is an organizational activity in the workplace.

It is an activity that must be planned and organized by the union.

It will require strategic thinking and capacity building.

The union will have to ensure co-ordination between shop stewards and
workers in a workplace, as well as between shop stewards and health and
safety reps.

Monitoring employer compliance goes hand in hand with establishing and

implementing union and worker organizational rights in a workplace.
• Trade union organizers, shop stewards and
elected health and safety reps need to
regularly determine the extent to which the
employer is carrying out their health and safety
responsibilities and ensuring that workers’
rights are respected. To do this they can use a
range of health and safety investigative tools to
engage with workers and to examine the
workplace and work processes.
What can
workers and
shop stewards
and the union • Clearly monitoring employer
do if there is compliance requires that the union
in the workplace would seek to
noncomplianc engage with the employer to
e on the part correct non-compliance.
of the
employer?
 • What organized action can the union
and workers take to force the employer
into compliance with the law, or even
How do to establish standards that are better
than what the law requires?
shop • Monitoring employer compliance
stewards around health and safety is effectively
the work of organizing around health
become and safety issues in the workplace.
enforcers? Trade unions need to develop
programmes at a regional, local and
workplace level that can build union
capacity for effectively monitoring
employer compliance and enforcing
workers’ health and safety rights.
 • Inspector P J Jones, a 48 year old married man, is sent
to an industrial accident scene where a severe
industrial accident has caused a male worker to lose
part of his body and also seriously hurt is a female
worker. Inspector Jones has arrived at the accident site
with very little information concerning who and what is
involved. He starts his investigation and during the
initial questioning finds that the female involved is his
sister in law. Inspector Jones continues his investigation.
Case 1: Inspector Jones interviews all parties in volved in the
accident including the hospitalised male victim. Two
days later the injured worker dies from complications
caused by an amputation. When Jones’s sister-in-law is
informed of her co-
• worker’s death, she suffers a nervous breakdown and is
hospitalised. Jones hasidentified a breach of the
Workplace Health and Safety Act 1995 and also
identified the grounds for prosecution. His findings
include reasons for a prosecution against his sister in-
law as well as against her employer. Inspector Jones
files a breach report against the employer but not
against his sister in law.
 • A female inspector born and raised in
Jakarta, Indonesia migrated to Australia to
study ergonomics at an Australian University.
Achieving her degree with honours, she also
became an Australian citizen, found
employment as an WPH&S inspector and
took up duties as such. She does not have
Case 2: strict orthodox beliefs in her faith but has
some fears as to her prior religious learning
which affect and are inherent to her
behaviour. On a given day her job is to
investigate some matters in and around the
main church of her faith, this jobh appens to
coincide with her second day of her
menstrual cycle. Her faith identifies woman
in her condition as an “unclean woman” and
as such has no access to the church
• What should the inspector do?.
 • During a workplace audit a WPH&S
inspector enters a Chinese
restaurant owned and run by a
Chinese recently arrived in Australia.
The Chinese owner is present when
the inspector enters, and he offers
Case 3: the inspector a cup of coffee and a
piece of cake to be consumed while
they discuss what it is the inspector
is here to do. While discussion is
going on the inspector is offered
cigarettes from a silver tray. Also, a
calendar is placed on the table to the
right of the inspector.
• What should the inspector do?
 • An inspector has been called to investigate a
complaint at a workplace where unbeknown
to him the news media also has been notified.
When the inspector is about to leave, he is
approached by a media crew seeking
information. He refuses to give any. The case
is reported by the inspector to his superiors
Case 4: with a recommendation to prosecute, but a
decision is made not to pursue the matter
due to “political ramifications”. Later the
inspector becomes aware of details in the
press that bear no resemblance to the facts
found by the inspector. Where does the
misinterpretation lie? With the media or the
inspector’s superiors? The inspector is again
approached by the media. It concerns him
that he must act untruthfully.
• What should the inspector do?
 • You are a rookie WPH&S inspector on an
assignment at a paper products company with
an older inspector. You will take over the
district from this older inspector within the
next few months. When you have finished the
assignment you observe a box next to your
parked car. Both you and the older inspector
Case 5: have seen the box. The older inspector
excuses herself that she must go to the
restroom and leaves. You inspect the box and
find it to contain products from the workplace
you have just finished inspecting. The
products are paper products like toilet paper,
tissues and napkins. The value of the products
are not more than twenty dollars and appears
to be samples. It also appears quite obvious
that the box is left there for you and possibly
the other inspector. What should the
inspector do?
• IAC0201
Given various scenarios reflecting
conduct within a workplace during
auditing learners will indicate ethical
and unethical behaviour and they will
accurately explain the potential
impact of such behaviour on the
organisation