IOSH Safety Awareness for
Facilities Management
Module 1 - Foundations in Health
& Safety at Work
e-Learning workbook
Contents
Module 1 (Foundations in Health & Safety at Work) - Welcome .... 3
Aims & learning outcomes ............................................................. 4
Introducing IOSH (Institution of Occupational Safety and Health).. 4
Workplace accidents & occupational illness .................................. 5
Health and safety? ........................................................................ 5
Why Manage Health and Safety? .................................................. 6
Benefits of good Health and Safety Standards .............................. 7
Factors influencing Health & Safety risk ........................................ 7
Health and Safety Management .................................................... 8
Module 1 - Summary ................................................................... 10
Module 1 – Quiz .......................................................................... 10
Module 2 (Health & Safety Law) - Welcome ................................ 14
Aims & learning outcomes ........................................................... 14
The Legal Framework ................................................................. 14
Civil Law ...................................................................................... 15
Criminal Law ............................................................................... 16
Levels of statutory duty ............................................................... 17
The legal framework .................................................................... 18
Module 2 - Summary ................................................................... 19
Module 2 - Quiz ........................................................................... 20
Module 3 (The Main Legal Requirements) - Welcome ................. 23
Aims & learning outcomes ........................................................... 23
Background ................................................................................. 24
Objectives ................................................................................... 24
General duties & key sections ..................................................... 25
Towards a framework for managing health and safety ................ 27
The management of Health and Safety at work regulations ........ 28
HCC framework for managing Health and Safety ........................ 29
Facilities Management Policy ...................................................... 30
What is a Facilities Manager within HCC? ................................... 31
Where do you fit in? .................................................................... 32
What are your responsibilities? ................................................... 33
Module 3 - Summary ................................................................... 34
Module 3 - Quiz ........................................................................... 34
Module 4 (Health and Safety Enforcement) - Welcome ............... 38
Aims & learning outcomes ........................................................... 38
Who enforces? ............................................................................ 39
Powers of Inspectors ................................................................... 39
Actions available to the inspectorate ........................................... 40
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Penalties ..................................................................................... 41
Work-Related death .................................................................... 41
Corporate Manslaughter or Corporate Homicide Act ................... 42
Corporate Manslaughter or Corporate Homicide Act ................... 43
Other Regulatory Influences ........................................................ 43
Module 4 - Summary ................................................................... 45
Module 4 - Quiz ........................................................................... 46
Module 1 – Quiz Results ............................................................. 48
Module 2 – Quiz Results ............................................................. 49
Module 3 – Quiz Results ............................................................. 50
Module 4 – Quiz Results ............................................................. 51
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Module 1 (Foundations in Health & Safety at Work) Welcome
Prevention, as opposed to cure, is the cornerstone of health and safety at
work, and a fundamental part of any successful organisation lies in its ability
to manage and maintain buildings and services, for which Facilities Managers
have wide responsibilities .
Safety Awareness for Facilities Managers is about managing and
implementing the controls required preventing accidents and ill-health in the
working environment.
This module is designed to explain the meaning of health and safety at work,
the factors that Influence it, and why it is important to control risks in the
workplace.
Corporate Responsibility covers the ways in which organisations manage
their business to add social, environmental and economic value to produce
positive and sustainable impact on both society and their business.
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Aims & learning outcomes
The aim of this e-Learning module is to introduce the foundations on which
appropriate health and safety management systems may be built.
By the end of the module you will be able to:
 explain the moral, legal and financial reasons for promoting good standards
of health and safety
 understand the costs of poor health and safety standards and the benefits
of good health and safety standards
 outline the influencing factors that affect health and safety
 recognise that workplace risks can be controlled by effective standards of
health and safety.
Introducing IOSH (Institution of Occupational Safety and Health)
www.iosh.co.uk
Founded in 1945, whose vision is, “A world
of work which is safe, healthy and
sustainable,” The Institution of Occupational
Safety & Health (IOSH) is the Chartered
body for health & safety professionals,
receiving a Royal Charter in 2002.
With a membership of over 38,000 individual members in 85 countries, IOSH
is the largest professional health & safety organisation in the world, and works
nationally and internationally with organisations to increase understanding,
raise standards and develop partnership projects.
Not only a world leader in health and safety training with more than 130,000
course delegates each year, IOSH also lobby governments on law and policy,
accredit qualifications for its members, offers guidance, sponsors research
into health and safety issues, develops resources and seminars and
campaigns for a more sensible approach to health and safety.
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Workplace accidents & occupational illness
Official figures published by the Health & Safety Executive (HSE) for
workplace injuries and illness in Britain during 2010/11 showed there were:



injuries reported under RIDDOR (Reporting of Injuries, Diseases and
Dangerous Occurrences Regulations): 115,379
fatalities: 171
days lost overall: 26.4 Million.
In addition, 1.2 million people suffered from an illness they believed was
caused or made worse by their current or past work.
Health & Safety Executive (HSE): A major enforcement authority that
regulates health and safety.
Health and safety?
The two definitions are usually used together to describe measures designed
to protect the health and safety of people at work and that of others who
maybe affected by work activities.
Health is defined by The Chartered Institute of Environmental Health as, ‘A
state of well-being, with the absence of illness or disease’.
Safety is defined by The Chartered Institute of Environmental Health as, ‘The
absence of risks’.
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Why Manage Health and Safety?
Open the bars to reveal three main reasons why it is important that risks to the health and
safety of workers and others are properly controlled
Moral
We as an organisation & individuals do not want to hurt, injure, kill or make ill
our fellow humans, and therefore wish to avoid:
•
•
•
•
•
pain, suffering and possible disability
loss of self-esteem
money worries
pressure on family
effects on co-workers.
Financial
Loss of earnings by injured individual.
•
•
•
•
•
loss of earnings
uninsured costs incurred by HCC
loss of reputation
fines and penalties
compensation claims.
Legal
Regulatory intervention, such as:
•
•
•
•
•
improvement notices
prohibition notices
possible closure
prosecution
imprisonment.
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Benefits of good Health and Safety Standards
Activity:
List some of the benefits of having good standards of health and safety in the
workplace.
Factors influencing Health & Safety risk
Health and safety risks are influenced by occupational, environmental and
human factors, the combination of which may lead to accidents and ill-health.
Occupational Factors: People can be at risk from certain illnesses or injuries
because of the work they do, eg Back injury from handling heavy loads
Environmental Factors: Risks can be caused from the conditions in which
people work, eg A noisy workplace can cause deafness
Human Factors: Unsafe behaviour and poor attitudes can contribute to the
risk of accidents, including mis-perception of risk, lack of motivation, poor
concentration, haste and ignorance of correct procedures
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Health and Safety Management
Risks in the workplace can be controlled by effective standards of health and
safety. In Hampshire County Council, this is achieved through its health and
safety management system:
Policy
Organise
Plan & Implement
Audit
Monitor Performance
Review
Policy – The Health & Safety Policy is the centrepiece of good safety
management. It insists, persuades, explains and assigns responsibilities.
Managers need to ensure they are familiar with the health and safety
requirements set out in the corporate policies and the local procedures.
Organise – The way in which the organisation ensures its legal
responsibilities are met through its management structure and systems, which
are intended to:
•
help managers lead by example
•
encourage co-operation (both of employees and Safety Representatives)
•
secure effective communication by providing information about hazards,
risks and preventative measures
•
ensure competence by assessing the skills needed to carry out tasks
safely and by providing the means to ensure that all employees are
adequately instructed, trained and supervised.
Plan/Implement – This is how the organisation sets about delivering the
objectives set in its Policy. This includes setting targets, identifying hazards,
assessing risks, implementing performance standards and establishing safe
working procedures.
Monitoring performance – Performance needs to be monitored to establish
the degree of success. It is also clear demonstration that the County Council
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is ‘policing’ its own system. Monitoring can be active (before things go wrong)
and involves inspections and checks to ensure controls are working, and
reactive (after things go wrong) which involves learning from mistakes and
identifying why performance was not up to scratch.
Reviewing performance – Results of monitoring need to be systematically
reviewed against objectives and targets established in the safety policy.
Such reviews are carried out departmentally by DMT and corporately by
RSEG, RMB and/or CMT.
Auditing – An independent and structured audit of parts of the management
system enables management to establish whether their policy, organisation
and systems are actually achieving the desired effect by assessing
procedures and workplace performance.
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Module 1 - Summary
• Three reasons for promoting good standards of health and safety are:
moral, legal and financial.
• As well as causing pain and suffering to people, accidents and ill-health
may also result in financial burdens on employers and society.
• Health and safety is influenced by occupational, environmental and human
factors.
• Risks will always be present in the workplace, but they can be controlled by
effective standards of health and safety.
• Hampshire County Council has a safety management system which is
designed to reduce the likelihood of accidents and ill-health.
Module 1 – Quiz
Circle the correct answer and review the answers in the back of the workbook.
1. Pain, suffering, loss of earnings and reputation, fines, penalties and
prosecution are all reasons why it is important that risks to the health & safety
of workers and others are properly managed.
True
False
2. Health & safety risks are influenced by occupational, environmental and
human factors. An example of an occupational factor is a noisy workplace
which can cause deafness.
True
False
3. Effective standards of health & safety are achieved in HCC through its
health & safety management system.
True
False
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4. Health & safety performance can be measured pro-actively and reactively.
True
False
5. Good health & safety practice is simply a matter of common sense.
True
False
6. Carrying out risk assessments, inspecting the workplace and having a
written Health & Safety Policy are examples of pro-active risk management.
True
False
7. One benefit of introducing a Health & Safety Management System is the
reduced need for risk assessments to be carried out.
True
False
8. Managing health & safety does not reduce the likelihood of injuries.
True
False
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Links
Corporate Health & Safety Policy
http://www3.hants.gov.uk/safeweb-policy-corporate.htm
Corporate Health & Safety Strategy
http://www3.hants.gov.uk/safeweb-strategy-corporate.htm
Departmental Health & Safety Pages
http://intranet.hants.gov.uk/safety-links-internal.htm
Congratulations on completing Module 1.
You may now fill in and print your certificate as proof of completing this
course.
Please progress to Module 2, Health and Safety Law.
This module is designed to highlight some of the main issues that are
controlled by health and safety legislation.
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IOSH Safety Awareness for
Facilities Management
Module 2 - Health & Safety Law
e-Learning workbook
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Module 2 (Health & Safety Law) - Welcome
As with other countries, the UK has developed legislation to protect the health
and safety of people at work, and that of others who may be affected by work
activities. This module is designed to highlight the legal framework for
regulating health and safety.
Aims & learning outcomes
The aim of this e-learning module is to provide you with knowledge and
understanding of the basic principles of the legal system regulating our
working environments and activities.
By the end of the module you will be able to:

outline the legal framework for the regulation of health and safety

describe the difference between civil and criminal systems

describe how health and safety requirements are set out in laws and
guidance

describe the three levels of duty in health and safety law and what
impact they have on a duty holder.
The Legal Framework
There are two sub-divisions of the law – Civil Law and Criminal Law – that
apply to health and safety issues.
Cival Law seeks to protect and recompense individuals.
Civil Law concerns disputes between individuals or individuals and
organisations. An individual sues another individual or organisation to address
a civil wrong (such as negligence – a lack of proper care). An employer is
liable for the actions of his employees where they were acting in the course of
their employment – this is known as vicarious liability. Where a person is
injured or made ill by the actions of someone who is at work, that individual
can sue the employer. The civil action then becomes one between the
individual and the employer and is based on Common Law. ’.Such cases are
heard in the Civil Court.
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Criminal Law seeks to protect everyone in society.
Criminal Law is part of Statute Law and are rules of behaviour laid down by
the Government and enacted by Parliament through Acts of Parliament and
other legislation such as Regulations. Employers and employees have no
choice but to follow them as both individuals and organisations can be
prosecuted by the enforcing authorities for contravening criminal laws. Statute
Law is primarily the basis for criminal law and a breach of Statute Law is
considered a criminal offence. Such cases are heard in the Criminal Court.
Civil Law

This is where an individual sues another individual or organisation for a
loss they believe is someone’s ‘fault’. What legal argument takes place
is based on Common Law.

The Civil Court is concerned with liability. Action is brought for
compensation where cases are heard by a judge alone, although the
vast majority are settled out of court.

The decision of the judge is based on the ‘balance of probabilities’ of
the case.

The level of compensation may be reduced through the defence of
contributory negligence.

Employers can insure against a civil claim (Hampshire County Council
is mostly self-insured).

It is therefore not only important to put health and safety into practice
but make sure we can prove what has been done by having good
records to help defend against claims in the civil courts.
Common Law dates from the 11th century when King William 1 set up Royal
Courts to apply a common system of law across the whole of England.
Common Law is a responsibility to comply with a particular duty of care.
Employers must take reasonable care to protect employees from the risks of
injury, disease or death and can be sued for compensation for harm, injury or
damage if they are found to be negligent. Employees must take care to
protect themselves and others who may be affected by their activities whilst at
work. Common Law also provides the foundation for most civil claims made
on health and safety issues and is based on judgements made by courts. In
general, courts are bound by earlier judgements on any particular point of
view – this is known as ‘precedent’.
The Balance of Probabilities refers to the level of proof required. If a
defendant is found to be liable, the court would normally order him/her to pay
compensation and possible costs to the plaintiff.
IOSH Safety Awareness for
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Contributory negligence is a possible defence an employer may have
against an employee who is suing him/her for negligence, where the
employee is deemed to have contributed to the negligent act. This partial
defence, if successful, can significantly reduce the level of compensation
awarded. Any negligence claim must be made within a set time period.
Criminal Law

There is a responsibility to follow a series of health and safety laws
(Acts, Regulations and Orders) enacted by the UK Parliament.

Not following the law is an offence and can result in punishment - fines,
imprisonment or other penalties if found guilty.

Action is brought by enforcement officers.

Trial can be in the Magistrates Court or by judge or judge and jury in
the Crown Court.

The prosecutor has to prove the case beyond reasonable doubt, but
health and safety law often requires the defendant to prove they had
done “all that was reasonably practicable” to prove their innocence.

It is therefore important that the requirements of corporate and
departmental polices and procedures are met as these set out a
reasonably practicable approach.
Enforcement Officers are the Police for many laws, but health and safety
laws are enforced either by inspectors from the Health & Safety Executive
or Environmental Health Officers from Local Authorities. Fire Authorities, eg
Hampshire Fire & Rescue Services, are the enforcement officers for fire law.
The Defendant refers to the person who stands accused.
The term “Reasonably Practicable” is explained in detail under ‘Levels of
Statutory Duty’ which is dealt with next in this module.
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Levels of statutory duty
There are three principal levels of statutory duty which form a hierarchy of
duties. These levels are used extensively in health and safety statutory
(criminal) law.
Absolute Duty
 Occurs when the risk of injury is inevitable unless safety precautions are
taken.
 The employer has no choice but to undertake the duty. The words used to
identify this duty in the law are “must” and “shall”.
 An example of this is Regulation 11(1a) of the Provision and Use of Work
Equipment Regulations which requires that every employer shall ensure
effective measures are taken to prevent access to any dangerous parts of
machinery.
Practicable
 If the duty is technically possible or feasible then it must be done,
irrespective of difficulty, inconvenience or cost.
 An example of this is Regulation 11(2) of the Provision and Use of Work
Equipment Regulations which requires that access to dangerous parts of
machinery should be prevented in a preferred order of hierarchy of control
methods. The standard required is a ‘practicable’ one, so that the only
acceptable reason for non-compliance is that there is no technical solution.
Reasonably practicable
The third and most common level of duty in health and safety
The duty requires judgement on the part of the employer in comparing the
risk against the cost, time and effort needed to prevent or reduce risk
If organisations follow good practice, then they are likely to satisfy the
‘reasonably practicable’ test. Approved Codes of Practice and Guidance
Notes published by the Health & Safety Executive describe and define*1
many of these standards
Judgement: For example, if the risk of injury is very low compared to the cost,
time and effort required to reduce it, no action is necessary. It is important to
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note that money, time and trouble must ‘grossly outweigh’ not just balance the
risk, and clearly requires a risk assessment to be undertaken with conclusions
noted.
*1 An example of this duty is Regulation 22 of the Provision and Use of Work
Equipment Regulations, which requires work equipment to be constructed or
adapted, so far as is reasonably practicable, to allow maintenance operations
to be conducted while it is shut down, undertaken without exposing people to
risk and carried out after appropriate protection measures have been taken.
The legal framework
The legal framework for health and safety comprises the Health & Safety at
Work etc Act 1974, Regulations, Approved Codes of Practice and Guidance
Notes, most of which are influenced by the European Union, of which the UK
is part of.
European Directives: Much of the health and safety law originates in Europe
since Britain is part of the EU. The main role of the EU is to harmonise
standards and remove barriers to trade across member states. A Directive
from the EU is legally binding on each member state and must be
incorporated into the national law of each member state. Directives set out
specific minimum aims which must be covered in national laws.
Health & Safety at Work etc. Act: This Act resulted from the findings of the
Robens Report, published in 1972. Earlier legislation had tended to relate to
specific industries or workplaces, which resulted in millions of workers being
unprotected by any health and safety legislation, whereas this single Act
covers all workers and contains general duties, with enforcement targeted at
self-regulation by the employer rather than reliance on prosecution in the
courts. This primary piece of legislation is developed further by Regulations.
Regulations: are laws approved by Parliament, usually made under the
Health & Safety at Work etc. Act. Some Regulations apply across all
organisations whilst others apply to hazards unique to specific industries, e.g.
Construction. Wherever possible, the Regulations will set out goals and
describe what must be achieved, but not how it must be done. Some
Regulations, however, have to be prescriptive, and spell out what needs to be
done in detail.
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Approved Codes of Practice (ACoP): An ACoP is produced for most sets of
Regulations and gives more details on their requirements and the level of
compliance needed to satisfy the Regulations. If an organisation is prosecuted
for a breach of health and safety law and it is proved that it has not followed
the relevant provisions of the ACoP, a court can find it at fault, unless the
organisation can show it has complied with the law in some other way.
Guidance Notes: Are produced to cover the technical aspects of health and
safety Regulations. They are opinions on best practice and have no legal
force. Following the guidance is not compulsory, you are free to take other
actions, but, by following the guidance you will normally be doing enough to
comply with the law.
Module 2 - Summary

Civil Law concerns disputes between individuals or individuals and
organisations. An individual sues another individual or organisation to
address a civil wrong and be awarded compensation.

Criminal Law is a set of rules of behaviour normally enacted by
Parliament through Acts of Parliament. Individuals and organisations
can be prosecuted by enforcement officers for contravening criminal
laws and could face a fine or imprisonment if found guilty by the court.

There are three levels of duty in statutory (criminal) law: Absolute,
Practicable and Reasonably Practicable.

The legal framework for health and safety comprises the Health and
Safety at Work etc Act, Regulations, Approved Codes of Practice and
Guidance Notes, which are influenced by Directives made by the
European Union.
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Module 2 - Quiz
Circle the correct answer and review the answers in the back of the workbook.
1. Regulations are put in place by Parliament in an attempt to stop accidents
and injury before they happen.
True
False
2. The most likely outcome from a successful criminal law case is fines and/or
possible imprisonment.
True
False
3. Employers cannot insure themselves against a civil claim.
True
False
4. Contributory negligence is a possible defence an employer may have
against an employee suing for negligence, where the employee is deemed to
have contributed to the negligent act.
True
False
5. Breaching health & safety law can lead to civil action.
True
False
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6. Following the suggested actions in the Guidance Notes produced by the
HSE is compulsory.
True
False
7. The most common level of duty - 'Reasonably practicable' - requires
judgement by the employer in comparing the risk against the cost, time and
effort needed to prevent or reduce the risk.
True
False
8. The Health & Safety at Work etc Act 1974 covers all workers.
True
False
Congratulations on completing Module 2. Please progress to Module 3, the
Main Legal Requirements.
This module is designed to highlight the main Legal requirements which
directly affect your work and responsibilities.
You may now fill in and print your certificate as proof of completing this
course.
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IOSH Safety Awareness for
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Module 3 – The Main Legal
Requirements e-Learning
workbook
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Module 3 (The Main Legal Requirements) - Welcome
The Health & Safety at Work etc Act 1974 is the primary piece of legislation
which deals with workplace health and safety in the UK. The Act applies to all
work activities and premises, and everyone at work has responsibilities under
it.
This module is designed to highlight the main features of the Act and the
specific requirements of the Management of Health & Safety at Work
Regulations to manage health and safety.
Aims & learning outcomes
The aim of this e-learning module is to provide you with the knowledge and
understanding of the duties that everyone involved with a workplace has
under the Health & Safety at Work etc Act and the Management of Health &
Safety at Work Regulations.
By the end of the module you will be able to:

outline the general and specific duties of the employer

outline the duties of employees, the self-employed, designers,
manufacturers and suppliers, and people in control of work premises

outline Hampshire County Council’s policy in respect of Facilities
Management

outline the role of Facilities Management within Hampshire County
Council.
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Background
The Act is based largely on the recommendations
of the Robens Report, published in 1972.
Earlier legislation had tended to be reactive rather
than proactive, related more to specific industries
or workplaces, and had not kept pace with
developments
in
modern
industrial
and
commercial practices.
As a result, millions of
unprotected.
workers were left
The introduction of The Health & Safety at Work
etc. Act 1974 rectified these situations.
Robens Report: In 1970 Lord Robens was asked to review the health and
safety provision for people at work. His report produced recommendations
upon which the Health and Safety at Work Act 1974 is based.
Objectives
The Act, which came into force in 1975, has the following objectives:

to apply to all places of work

to protect people at work

to protect people not at work from those who are

an Enabling Act allowing existing Regulations to be progressively
replaced, to improve standards.
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Enabling Act: The Health & Safety at Work etc Act is an enabling Act which
allows the Secretary of State to make further Regulations without the need to
pass another Act of Parliament.
Regulations are laws, approved by Parliament. Following proposals from the
Health & Safety Executive, they are usually made under the Health & Safety
at Work etc Act.
General duties & key sections
Duties of Employers to employees
To ensure, so far as is reasonably practicable, the health, safety and
welfare at work of all employees. In particular to provide and maintain:




safe place of work, access and egress
safe working environment with adequate welfare facilities
safe plant, equipment and systems of work
safe use, handling, transport and storage of articles and substances.
So far as is reasonably practicable – the degree of risk in a particular
workplace or job task is compared against the time, trouble, cost and physical
difficulty of taking measures to avoid or reduce the risk. This level of duty
qualifies some of the requirements in some sections of the Health & Safety at
Work etc Act, notably Sections 2, 3 4 and 6.
Senior Managers within Hampshire County Council are accountable if these
responsibilities are not discharged properly.


information, instruction, training and supervision
written health & safety policy, with organisational and other
arrangements
 consultation with Safety Reps, and formation of Safety Committees
where Trade Unions are recognised.
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Duties of employers to others affected by their undertaking
Employers have a duty to avoid exposing those not in their employment the
risks to their health and safety but affected by the undertaking of the
organisation. This includes visitors, members of the public, contractors,
students and customers/clients.
Duties of landlords, owners and those in control of premises
To ensure that means of access and egress are safe for those using the
premises. In work premises, there is also a duty to ensure, so far as is
reasonably practicable, that the premises, means of access and exit, any
plant or substances are safe and without risks to health.
Undertaking - the business of an organisation, whether that be for
commercial gain or not. What an organisation is responsible for including
services that are contracted out.
Landlords: Property Services – have responsibility for the “Built Estate”, all
Council owned buildings, and act as “Landlord” by providing a range of
maintenance and construction related services to departments who occupy
the buildings as “Tenants”.
Duties of designers, manufacturers, suppliers and installers
People in these groups who design, manufacture, supply or install any article
or substance for use at work, must ensure it is safe and without risk to health.
They must provide adequate information on the safe use of the articles and
substances, for example, instructions for the safe use of a machine.
Duties of the self-employed
Duties to protect themselves and others who may be put at risk by the way in
which they work.
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Duties of Employees
To take reasonable care for their health and safety and others who may be
affected by them.
To co-operate with the employer and others to enable them to fulfill their legal
obligations, for example, by following instructions.
Not to intentionally or recklessly interfere with anything provided in the
interests of health, safety or welfare, for example, mis-using safety equipment.
Personal liability of the corporate body
Where an offence is committed by the corporate body with the connivance,
consent or neglect of a Director or other senior officer or person acting in
that capacity, both the organisation and the person are liable to prosecution.
Connivance: The person was aware of what was going on and encouraged
and facilitated it.
Consent: The person was aware of what was going on and agreed to it.
Neglect: In relation to an obligation or duty on the part of the person. Neglect
can be defined as ‘a lack of proper care’.
This can include failing to check on work practices of staff.
Director or other senior officer: Action under this section of the Act is
generally targeted at those persons who could have taken steps to prevent
the offence. Ignorance of management responsibilities does not exempt an
individual from prosecution – ignorance is no defence
.
Towards a framework for managing health and safety
The duties of employers and employees were given greater definition and
made more specific in the Management of Health & Safety at Work
Regulations, which are often referred to as the ‘Management Regulations’.
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The effect of these important regulations is to make more specific the steps
that employers and employees have to take in order to comply with the
general duties already laid down in the Health & Safety at Work Act.
Specifying a range of management issues, most of which must be carried out
in all workplaces, the aim of the regulations is to map out the organisation of
precautionary measures in a systematic way, and to make sure that all staff
are familiar with the measures and their own responsibilities.
The management of Health and Safety at work regulations
Employers are required to:

carry out risk assessments and provide comprehensible and
relevant information about the risks and the risk control measures

make effective arrangements for planning, organising, controlling,
monitoring and reviewing preventative and protective measures

appoint competent person(s) to assist in undertaking measures
needed to comply with the law

establish emergency procedures

provide health and safety information, training and health surveillance

co-operate/co-ordinate safety procedures with other occupants in
shared workplaces.
Employees are required to:

use equipment and machinery in accordance with instructions and
training

inform the employer or any other employee of any dangerous situation,
equipment or shortcomings in safety arrangements.
Risk Assessment: Examining what could cause harm to people and deciding
what further action should be taken if risks remain unacceptable.
Comprehensible: The information provided must take account of language
difficulties and be provided in a form that can be understood by everyone. The
use of translations, symbols and diagrams should be considered.
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Effective arrangements: Formal arrangements must be devised and
recorded for effective planning, organising, controlling, monitoring and
reviewing safety measures. This will involve developing an effective health
and safety management system to implement the policy such as that adopted
by Hampshire County Council.
Competent Person(s): Every employer is obliged to appoint one or more
‘competent persons’ to advise and assist in undertaking the necessary
measures to comply with the relevant statutory legislation. In Hampshire
County Council competence of the person(s) appointed is judged in terms of
their training and qualifications, knowledge and experience of the work
involved, which may vary from simple to more complex situations or risks. The
health and safety advisors are among the competent persons within HCC.
Emergency Procedures: Procedures must be established for dealing with
serious and imminent dangers, including fire evacuation plans and
arrangements for other emergencies. Such procedures should allow for
people at risk to be informed of the hazards and when to evacuate to avoid
danger.
Health Surveillance: Health surveillance is a systematic process to look for
early signs of ill health caused by substances and exposure to other hazards
at work, so that corrective action may be taken if necessary. For example,
working with asbestos insulation, exposure to high noise levels or working
with particular chemicals. Health surveillance may include medical
examinations, testing of blood or urine samples, and keeping health records
for individuals.
Shared Workplaces: Where two or more employers share a workplace, each
must co-operate with other employers in health and safety matters, take
reasonable steps to co-ordinate their safety precautions, and inform the other
employers of the risks to their employees, eg Risks to neighbour’s employees.
Where people from outside organisations are present to do work, they have to
be provided with appropriate information on risks, health and safety and the
necessary precautions to be taken.
HCC framework for managing Health and Safety
Hampshire
County
Council’s
Safety
Management
System
(http://intranet.hants.gov.uk/hrsafety.htm) is designed to keep risks to our
workers and others under proper control and provide a framework within
which our responsibilities can be systematically approached. However, it
should neither be considered a paperwork exercise nor an end in itself.
To be effective, the system must demonstrate continual improvement in terms
of efficacy or efficiency, and be adequately supported by a positive safety
IOSH Safety Awareness for
29
Facilities Management –
Module 1 - 4
culture.
Active involvement by senior officers is much more likely to turn the proper
understanding of these issues into a source of profit and the avoidance of
loss, rather than a mechanistic reliance on solely meeting the Management
System’s standards.
Safety Culture: The safety culture of an organisation is the product of
individual and group values, attitudes, perceptions and competencies and
patterns of behaviour that determine the commitment to, and the style and
proficiency of, an organisation’s health and safety management (Source,
HSE). The most influencing factor affecting the culture is the leadership and
commitment to health and safety throughout and at all levels of the
organisation.
Facilities Management Policy
The law requires employers to demonstrate good health and safety
management and take sensible measures to control/reduce the risks identified
in their workplace and from their work activities.
Hampshire County Council view facilities management as a fundamental part
of any successful organisation and, as such, adopts the following policy:
“In recognising its responsibility to provide safe places of work and the need to
ensure, so far as is reasonably practicable, that all its premises are
maintained and managed safely, each County Council premises or site will
have a nominated person who will have day-to-day responsibility for
managing premises related health and safety issues”
The role and policy standards relating to facilities management will be
discussed in more detail during the taught session of this course
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IOSH Safety Awareness for
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Premises: Includes a work site or sites with one or more buildings or
structures.
Premises related health & safety issues: This covers a wide range of health
and safety issues that relate to a site or building. The person responsible for
facilities management will ensure suitable standards of health and safety are
in place for those areas and systems in the workplace that are NOT the
responsibility of other line and service delivery managers. These include
building fabric and structures, services e.g. gas, electricity, water etc., and
common areas e.g. corridors, toilets, car parks etc. This is in support of and in
co-operation with line managers and staff in Property Services.
This will include control of any construction related activities, induction, control
and monitoring of contractors, control of high risk activities under a Permit to
Work, building security arrangements, control of local copies of the Asbestos
Register, site traffic management, liaison with Property Services etc.
What is a Facilities Manager within HCC?
An individual responsible for premises related health and safety issues for one
or more buildings or sites.
This will normally be an additional part of an individual’s responsibilities.
Does not preclude departments having staff whose role is that of Facilities
Manager full-time.
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IOSH Safety Awareness for
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Module 1 - 4
Where do you fit in?
Property Services
(Landlord)
 Fabric of building
Line Managers
FM
 Communal
areas
 Facilities within
the fabric
 People
Property Services (Landlord): Have responsibility for the “Built Estate”, all
Council owned buildings, and act as “Landlord” by providing a range of
maintenance and construction related services to departments who occupy
the buildings as “Tenants”.
FM is responsible for premises related health and safety issues – this covers a
wide range of health and safety issues that relate to a site or building. The
person responsible for facilities management will ensure suitable standards of
health and safety are in place for those areas and systems in the workplace
that are NOT the responsibility of other line and service delivery managers.
These include building fabric and structures, services e.g. gas, electricity,
water etc., and common areas e.g. corridors, toilets, car parks etc. This is in
support of and in co-operation with line managers and staff in Property
Services.
This will include control of any construction related activities, induction, control
and monitoring of contractors, control of high risk activities under a Permit to
Work, building security arrangements, control of local copies of the Asbestos
Register, site traffic management, liaison with Property Services etc.
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IOSH Safety Awareness for
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Module 1 - 4
What are your responsibilities?
Whilst FM responsibilities will be detailed in individual departmental policies,
the following responsibilities are general/generic for all FM.
Facilities Managers shall ensure that:



suitable systems are put in place, maintained and monitored
visitors to the premises, including members of the public, service users,
contractors and staff from other premises have suitable site induction
all work involving contractors and others not familiar with the premises
are suitably controlled and monitored.
Suitable systems – FMs need to ensure there are systems in place to control
activities that could significantly impact on safety, eg arrangements for
contractors to report in before starting work, authorisation to start work of any
high risk activities that need to be controlled.
These activities can be allocated to other staff but the FM remains responsible
for ensuring these arrangements are in place and effective.
What are your responsibilities?

You liaise closely with the relevant Responsible Manager (Fire) and
Fire Safety Co-Ordinator/s of the buildings.

There are arrangements in place to ensure that they are notified in
good time of any unusual or high-risk activities planned to take place in
the premises.

You liaise with Property Services on all issues which are their
responsibility.
Responsible Manager (Fire) is the person with responsibility for the
management of fire safety issues for the premises.
Property Services must ensure that:
 their staff and contractors liaise with the relevant FM regarding any
work activity planned or undertaken on HCC sites
 share possible, that copies of relevant documentation, eg SSoW,
Method Statements, Risk Assessments etc, are provided to the
relevant FM before work commences on HCC sites.
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Basically, you are the interface between HCC and service providers - hence,
close co-operation and communication is required!
Module 3 - Summary

Everyone has legal responsibilities for health and safety at work.

Employers, employees, the self-employed, designers, manufacturers,
installers and people in control of work premises have specific legal
responsibilities.

The general duties in the Management of Health & Safety at Work
Regulations aim to help employers to set goals, but leave them free to
decide how to control hazards and risk they identify.

The Safety Management System is Hampshire County Council’s
framework for managing risks at work, based on the principles of
policy, organising, planning and implementing, monitoring performance,
auditing and reviewing.

It is Hampshire County Council’s policy that each County Council
premises or site will have a nominated person who will have day-to-day
responsibility for managing premises related health and safety issues.
Module 3 - Quiz
Circle the correct answer and review the answers in the back of the workbook.
1. Objectives of The Health & Safety at Work etc Act 1974 include protecting
people at work and protecting people not at work from those who are.
True
False
34
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2. Everyone has legal responsibilities for health & safety at work.
True
False
3. People who design, manufacture, supply or install any article or substance
for use at work, must ensure it is safe and without risk to health.
True
False
4. There is no legal requirement for employers to employees with health &
safety information, instruction, training and supervision.
True
False
5. It is a legal requirement for employers to consult with employees on
matters relating to their health & safety.
True
False
6. Employees have no legal obligation to co-operate with employers and
others.
True
False
7. A manager has no legal requirement to manage foreseeable health &
safety risks.
True
False
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Module 1 - 4
8. Breaching health & safety law cannot lead to criminal proceedings.
True
False
Congratulations on completing Module 3. Please progress to Module 4, Health
and Safety Enforcement.
This module is designed to highlight the powers of the inspectorate, the
actions available to them and the penalties that can be imposed for health and
safety offences
You may now fill in and print your certificate as proof of completing this
course.
36
IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
IOSH Safety Awareness for
Facilities Management
Module 4 – Health and Safety
Enforcement
e-Learning workbook
37
IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
Module 4 (Health and Safety Enforcement) - Welcome
Enforcement officers help to ensure compliance with the law. Inspectors
appointed under the Health & Safety at Work etc Act work either for the Health
& Safety Executive or Local Authorities. Local Authorities and the
Environment Agency are also responsible for enforcing laws protecting the
environment. This module is designed to highlight the powers of the
inspectorate, the actions available to them and the penalties that can be
imposed for health and safety offences.
Aims & learning outcomes
The aim of this e-learning module is to provide you with the knowledge and
understanding of who can enforce, what powers they have, what sanctions
can be imposed and what penalties may result if an offence is committed.
By the end of the module you will be able to:

outline the roles and powers of enforcement agencies

describe the actions available to an inspector

have an understanding of the types of enforcement note an inspector
may serve

outline the penalties available to the courts in respect of health and
safety offences

have an awareness of the Corporate Manslaughter and Corporate
Homicide Act.
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Who enforces?
The Health & Safety Executive and Local Authorities (covering County, District
and Unitary Councils) are all external agencies that have a direct role in
monitoring and enforcing health and safety standards.
Environmental Health Officers (EHOs) from the Local Authority enforce in
most service sector premises. For example, retail and service outlets such as
shops (retail and wholesale) restaurants, garages, offices, residential homes,
entertainment and hotels.
Local authorities also have an enforcement role in environmental protection,
including the setting of local targets for waste and recycling with which
businesses must comply.
Hampshire County Council premises may also be regulated by Environmental
Health Officers from other Local Authorities as there is a greater crossover.
The Health & Safety Executive (HSE) is the enforcement authority for all work
premises not regulated by Local Authorities, including the Local Authorities
themselves. For example, quarries, mines, construction sites and factories.
Powers of Inspectors
An Inspector has the right to:

enter premises at any reasonable time, and be accompanied by a
police officer if necessary

conduct investigations and require the premises to be left undisturbed
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IOSH Safety Awareness for
Facilities Management –
Module 1 - 4

take samples, photographs and, if necessary, dismantle and remove
equipment or substances

require books or other relevant documentation and information to be
produced

seize, destroy or render harmless any article or substance


issue enforcement notices
initiate a prosecution.
Actions available to the inspectorate
Following a visit by an Inspector to premises, the following actions are
available to him/her:
Verbal advice: The Inspector can have an informal discussion, during which
verbal advice can be given. On a particular workplace situation or safety topic.
Written advice: Following the verbal advice given, the Inspector may follow
this up with a letter detailing the advice given. Although not a formal caution,
such advice should not be ignored and may be referred to on a future visit.
Improvement Notice: This notice identifies a specific breach of the law and
specifies certain actions to be taken within a specific period of time. For
example, a damaged floor must be repaired to remove a trip hazard. An
appeal against the notice may be made to the Employment Tribunal within 21
days, at which time the notice is suspended until the appeal is either heard or
withdrawn.
Prohibition Notice: This notice is issued to halt a particular activity which the
inspector feels there is a risk of serious personal injury, such as the use of a
dangerous machine, or it could even result in the premises being closed
down. The notice identifies which legal requirement is being or likely to be
contravened and takes effect as soon as it is issued. As with an Improvement
Notice, an appeal may be made to the Employment Tribunal but in this case
the notice remains in place during the appeal process. There are two forms of
Prohibition Notice: An immediate Prohibition Notice, which stops the work
activity immediately until the specified remedial action has been taken, and a
deferred Prohibition Notice, which stops the work activity within a specified
time limit, for example, where a phased shut-down may be necessary to
ensure safety.
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Prosecute: Legal action will be taken against the body corporate or
individuals.
Take no action: No breaches of the legislation so no action is necessary.
Penalties
The Health & Safety (Offences) Act introduced in 2008 raised the maximum
penalties available to the courts in respect of certain health and safety
offences. The courts also have the power to disqualify Directors who are
convicted of health and safety offences (up to 5 years at the Lower Court and
15 years at the Higher Court).
Magistrates Court (or Lower Court):
The Magistrates Court deals with summary offences.
For most health and safety offences, the maximum penalties are a fine of
£20,000 and/or up to 12 months imprisonment.
Crown Court (or Higher Court):
The Crown Court deals with indictable offences and some summary cases
referred to it by the lower court which may feel that their powers are too
limited.
Fines are unlimited in the Crown Court for all health and safety offences. The
Court may also impose imprisonment for up to 2 years.
Work-Related death
Any work-related death is investigated by the Police in conjunction with the
HSE or Local Authority to determine whether a charge of manslaughter or
corporate manslaughter is appropriate.
An inquest by a coroner may be made into any work-related death. The
coroner sits with a jury at the inquest, during which witnesses will be called to
give evidence. The appropriate enforcement agency (such as the HSE) may
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Facilities Management –
Module 1 - 4
attend to either give evidence or to decide whether the evidence presented
warrants a prosecution.
Decisions are usually made on the ‘balance of probabilities’ rather than
‘beyond reasonable doubt’. If it is decided not to pursue a manslaughter
charge, either the HSE or Local Authority may continue the investigation
under health and safety law.
Balance of probabilities refers to the level of proof required. It is a lower
level of certainty than that of ‘beyond all reasonable doubt’.
Corporate Manslaughter or Corporate Homicide Act
This Act sets out an offence for prosecuting organisations (including Local
Authorities) where very serious failings in the management activities have
resulted in death.
An organisation is guilty of the offence if the way in which its activities are
managed or organised by its senior management
amount to a gross breach of the duty of care it owes to its employees, the
public or other individual, and those failings caused the person’s death.
The offence allows an organisation’s liability to be assessed on a wider basis,
providing a more effective means of accountability for very serious
management failings across the organisation.
Senior Management: Those who play a significant role in the decisionmaking process about how the organisation’s activities are managed and
organised.
Gross breach: The organisation’s conduct must have fallen far below what
could have been reasonably expected. The gross breach factors likely to be
taken into account include failure to comply with any relevant health and
safety legislation; how serious and dangerous those failures were; how much
of a risk to death did it pose; and the extent of evidence that shows attitudes,
policies, systems or accepted practices within the organisation that were likely
to have encouraged, or tolerated, such failings.
The health and safety duties relevant to the Act are:
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IOSH Safety Awareness for
Facilities Management –
Module 1 - 4

Employer and occupier duties including the provision of safe systems
of work and training on any equipment used.

Duties connected with the supply of goods or services to customers;
the operation of any activity on a commercial basis; any construction
and maintenance work; the use or storage of plant, vehicles or other
item.
Corporate Manslaughter or Corporate Homicide Act
On conviction, the offence is punishable by an unlimited fine and
the courts will be able to make:

A Remedial Order requiring the organisation to take steps to remedy
the management failure concerned.

A Publicity Order requiring the organisation to publicise details of its
conviction and fine.
The Act is not concerned with individual liability. Individuals may still be
charged with the existing offence of manslaughter by Gross Negligence
and/or a breach of Section 37 of the Health & Safety at Work etc Act.
Section 37 of The Health & Safety at Work etc Act: Where an offence is
committed by the corporate body with the connivance, consent or neglect of a
Director or other senior officer or person acting in that capacity, both the
organisation and the person are liable to prosecution.
Other Regulatory Influences
Other external agencies which have a regulatory influence on health and
safety standards in the workplace are the Fire & Rescue Service, and the
Environment Agency.
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Module 1 - 4
The Fire & Rescue Authority is situated within a single or group of Local
Authorities and is normally associated with fire fighting, rescue and the
offering of general advice. It also has powers to enforce fire precautions within
places of work under fire safety law, although HSE Inspectors or
Environmental Health Officers may enforce health and safety standards for
the assessment and removal/control of process-related fire risks, where it is
necessary for the protection of workers and others.
The powers of the Authority are very similar to those of the HSE on health and
safety matters. The Authority can issue Alteration Notices to workplaces and
conducts routine and random fire inspections. The Fire & Rescue Authority
can issue Enforcement Notices and can prosecute for offences against fire
safety law.
The Environment Agency is the principal regulatory body for enforcing
environmental protection legislation in England and Wales.
The aim is for organisations and individuals to minimise the waste they
produce, reuse and recycle materials more intensively and use energy and
materials more efficiently, and where applicable, to reduce the emission of
chemical pollutants into the air to below the level at which they can do
significant harm. The Agency may prosecute in the Criminal Courts for the
infringement of environmental law.
44
IOSH Safety Awareness for
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Module 1 - 4
Module 4 - Summary

Depending on the sector in which you work and the work activities
involved, your workplace inspector may be a Health & Safety Executive
Inspector, an Environmental Health Officer, or Fire Officer, all of whom
may also be known as enforcement officers.

Enforcement Officers have wide-ranging powers to help them carry out
their job.

Enforcement Officers may advise Managers generally and give
guidance about any contravention of health and safety legislation, or
they can take more formal action by serving an Improvement or
Prohibition Notice, and initiating a prosecution.

A prosecution for breaching health and safety laws can result in
unlimited fines, imprisonment for up to two years, or both.

The Corporate Manslaughter & Corporate Homicide Act sets out an
offence for prosecuting organisations where very serious failings in the
management activities have resulted in death.
45
IOSH Safety Awareness for
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Module 1 - 4
Module 4 - Quiz
Circle the correct answer and review the answers in the back of the workbook.
1. Training helps people to carry out their jobs safely.
True
False
2. The most influencing factor affecting an organisation's safety culture is the
leadership and commitment to health & safety throughout and at all levels of
the organisation
True
False
3. Health & Safety Executive and Local Authority Inspectors don't always
have the right to enter the workplace to carry out their duties.
True
False
4. Introducing a Health & Safety Management System helps deliver the
organisation's Health & Safety Policy.
True
False
5. Managers may delegate their accountability for health & safety if they
appoint a Safety Adviser.
True
False
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Facilities Management –
Module 1 - 4
6. The Environment Agency does not have the power to prosecute in the
Criminal Courts for infringement of environmental law.
True
False
7. By law, employers must make arrangements for the planning, organisation,
control, monitoring and reviewing of health & safety measures.
True
False
8. Fines are unlimited in the Crown Court for health & safety offences.
True
False
Congratulations on completing Module 4.
In preparation for attending the taught session which completes this training,
please access the case study
(http://www3.hants.gov.uk/h_s_iosh_management_responsibilities_for_h_s_c
ourse_april_2011_exercise_accident_in_council_offices.doc)
and use the information to answer the questions that follow.
The aim of the case study is to enable you to:

be more aware of your own responsibilities as senior officers and part
of the management team

understand the benefits of pro-active risk management and the
necessity to implement Hampshire County Council’s Safety
Management System

review current practices within your area of control.
You may now fill in and print your certificate as proof of completing this
course.
47
IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
Module 1 – Quiz Results
1. Pain, suffering, loss of earnings and reputation, fines, penalties and
prosecution are all reasons why it is important that risks to the health & safety
of workers and others are properly managed.
True
2. Health & safety risks are influenced by occupational, environmental and
human factors. An example of an occupational factor is a noisy workplace
which can cause deafness.
False
3. Effective standards of health & safety are achieved in HCC through its
health & safety management system
True
4. Health & safety performance can be measured pro-actively and reactively.
True
5. Good health & safety practice is simply a matter of common sense.
False
6. Carrying out risk assessments, inspecting the workplace and having a
written Health & Safety Policy are examples of pro-active risk management.
True
7. One benefit of introducing a Health & Safety Management System is the
reduced need for risk assessments to be carried out.
False
8. Managing health & safety does not reduce the likelihood of injuries.
False
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IOSH Safety Awareness for
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Module 1 - 4
Module 2 – Quiz Results
1. Regulations are put in place by Parliament in an attempt to stop accidents
and injury before they happen.
True
2. The most likely outcome from a successful criminal law case is fines and/or
possible imprisonment.
True
3. Employers cannot insure themselves against a civil claim.
False
4. Contributory negligence is a possible defence an employer may have
against an employee suing for negligence, where the employee is deemed to
have contributed to the negligent act.
True
5. Breaching health & safety law can lead to civil action.
False
6. Following the suggested actions in the Guidance Notes produced by the
HSE is compulsory.
False
7. The most common level of duty - 'Reasonably practicable' - requires
judgement by the employer in comparing the risk against the cost, time and
effort needed to prevent or reduce the risk.
True
8. The Health & Safety at Work etc Act 1974 covers all workers.
True
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IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
Module 3 – Quiz Results
1. Objectives of The Health & Safety at Work etc Act 1974 include protecting
people at work and protecting people not at work from those who are.
True
2. Everyone has legal responsibilities for health & safety at work.
True
3. People who design, manufacture, supply or install any article or substance
for use at work, must ensure it is safe and without risk to health.
True
4. There is no legal requirement for employers to employees with health &
safety information, instruction, training and supervision.
False
5. It is a legal requirement for employers to consult with employees on
matters relating to their health & safety.
True
6. Employees have no legal obligation to co-operate with employers and
others.
False
7. A manager has no legal requirement to manage foreseeable health &
safety risks.
False
8. Breaching health & safety law cannot lead to criminal proceedings.
False
50
IOSH Safety Awareness for
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Module 1 - 4
Module 4 – Quiz Results
1. Training helps people to carry out their jobs safely.
True
2. The most influencing factor affecting an organisation's safety culture is the
leadership and commitment to health & safety throughout and at all levels of
the organisation
True
3. Health & Safety Executive and Local Authority Inspectors don't always
have the right to enter the workplace to carry out their duties.
False
4. Introducing a Health & Safety Management System helps deliver the
organisation's Health & Safety Policy.
True
5. Managers may delegate their accountability for health & safety if they
appoint a Safety Adviser.
False
6. The Environment Agency does not have the power to prosecute in the
Criminal Courts for infringement of environmental law.
False
7. By law, employers must make arrangements for the planning, organisation,
control, monitoring and reviewing of health & safety measures.
True
8. Fines are unlimited in the Crown Court for health & safety offences.
True
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WE WOULD VALUE YOUR FEEDBACK
We seek to ensure that all the services we provide are not only satisfactory
but excellent and just what you needed.
The only way we can be sure about this, and improve where we need to, is if
our customers tell us honestly what they found helpful and what they would
like done differently.
We are aware that giving feedback is not always easy, not a thing we often
think to do so, to help you, we have several ways in which you can give it so
you can choose which suits you best.
OPTIONS FOR GIVING FEEDBACK:
a) About a trainer or the administration of a course:
In person:
The consultant who has delivered your service would very much value
your honesty so if you were willing to find a quiet moment to give the
feedback in person it would be greatly appreciated… however, we
know this is not easy.
On the evaluation form:
These forms are looked at by the trainer and their line manager, both of
whom would like to know what you thought. It helps their line manager
to see where the trainer is doing well and pick up and follow through
issues should that be necessary.
Please do record your feedback on the evaluation form in some way
and then use an additional form of feedback as well, particularly if your
feedback was on several issues and / or you would like to know how it
will be followed up. The trainer will not look at the forms until after you
have left in case there is any embarrassment on your part.
Directly to the HLC Team Supervisor:
If your feedback is such that you would feel it would be more useful and
helpful for you to give it directly to the team supervisor
responsible for this course there are several ways you can do
this. The person you need to speak to for this course is:
Steve Tudor. You can contact him on:
Phone : 01962 833009
Email: steve.tudor@hants.gov.uk
or
To HLC Unit Manager:
The HLC Unit Manager is Simon Wroe. Should you want to contact her
directly she is on:
Phone: 01962 833028
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Email: simon.wroe@hants.gov.uk
b) About the Venue / Catering:
We do struggle to find venues that are both good as environments to
encourage learning and not so expensive that they unduly affect the cost of
the course. We would like to know if we have got it right.
Please use the evaluation form to give us feedback about specific issues as
we do collate them and follow up on any problems.
Direct feedback to the venue as well is often useful to them so please do feel
free to speak to them. However, if it is regarding the catering please check
with your trainer first as on some occasions the venue and the catering are
supplied by different people.
c) Formal Complaints:
We see a complaint to be “any dissatisfaction about the standard of the
service provided by HLC, or about the action or lack of action of any member
of the HLC staff, where the dissatisfied customer wishes HLC to formally
investigate the matter and take appropriate action”
We do normally follow up any feedback but if you would like your issues to be
dealt with and recorded formally ring 01962 833028 or email
learning.centre@hants.gov.uk.
Complaints can be made directly to the Training Manager, Steve Tudor
(contact method above) or to the Unit Manager, Simon Wroe (contact details
below).
Please make it clear that you want your comments to be dealt with formally
under the complaints procedure.
Hampshire Learning Centre
Hampshire County Council
Regency House
13 St Clement Street
Winchester
SO23 9HH
Tel: 01962 833028
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Facilities Management –
Module 1 - 4
NOTES
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IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
NOTES
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IOSH Safety Awareness for
Facilities Management –
Module 1 - 4
Hampshire Learning Centre – developing people in tough times
This is who we are
We are specialists in:
Leadership & management
development
Manual handling, back care and well
being
Equality & diversity
Health and safety
Event design and management
e-tool & web design
Coaching, facilitating, training
Administration
There are around 28 of us and we
work in 5 teams:
Organisational Development,
Manual Handling, Learning
Resource, Administration & IT
We are in Regency House,
13 St Clement Street, Winchester
SO23 9HH Tel: 01962 833020
The HLC Website
This is what we do
Develop strategy for Hampshire
County Council around talent
management, member development
and workforce development
Manage large programmes of work:
health & safety, manual handling,
management & leadership
development, apprenticeships, IT,
skills for life
Provide consultancy services to
departments
Offer a wide range of team activities
linked to improved service delivery
and change management
This is why we do it
To develop managers and staff to
deliver services and manage
change in tough financial times
To minimise risk to the organisation
and to employees
To give a strategic lead in learning
and development
To raise levels of competence and
confidence in staff and managers
Provide 360 feedback, psychometric
testing and performance coaching
Design and deliver conferences,
workshops, action learning sets
Design and manage online learning
resources
Maintain our courses on CAS, the
Learning Zone and other
administrative systems
To support Hampshire County
Council in becoming a modern
business delivering public services
To enable the delivery of corporate
priorities agreed by members
www3.hants.gov.uk/learnin
gzone/
This is how we aim to do it
Be client centred and outcome
focussed
Offer integrated and interactive
learning approaches
Be flexible and accessible, taking
account of individual experiences
and circumstances
This is what we promise
We won’t manage staff on behalf of
managers
We won’t encroach on the work of
professionals in related fields.
Set clear expectations
We won’t duplicate what is already
happening in Departments
Challenge constructively and drive
for improvement
We won’t take on work we can’t do.
Be sustainable over the long term
Do what we say we will do by when
we say we will do it
Work in partnership
In 2011/12 we:
Worked with over 476 managers on
management and leadership
development (Progress Pathways)
Trained 1,703 people in health &
safety
Trained 2,623 people in manual
handling
Trained 5161 people in IT
We won’t be blinkered in our
thinking
Act professionally at all times
Seek feedback and spot ways to
add value
This is what we’ve done
We won’t waste time and resources
on things that are not important or
don’t add value
Respect confidentiality
We won’t take on work simply to
generate income, though we are a
business unit and need to charge for
some of our services
Delivered 142 pieces of consultancy
work linked to greater efficiencies,
raised personal and team
performance and improved service
delivery
Handled over 2,000 work
experience placements for school
students
In total 8,989 delegates attended
one of our formal courses
13,580 delegates completed one or
more of our e-learning modules