TATA Realty

(Tata Housing Development Company Limited)

Project Management Group

Procedure for EHS Competence

Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1

TATA Realty
Name Designation Signature Date

Prepared By Devesh Ghuley CO DGM- EHS 10-01-2022

Reviewed and 10-01-2022
Virendra Singh CO AVP- EHS
Recommended By
Head – QAQC 10-01-2022
Approved By Vijayakumar
& EHS

TATA Realty
Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1

1
 Disclaimer

Issued as: CONTROLLED COPY / UNCONTROLLED COPY for information purpose (Appropriate status
to be highlighted) this document is the property of and Tata Realty (TRIL & Tata Housing) and their
subsidiaries. Print out of this plan shall be uncontrolled copy unless its controlled/ master copy seal.
Unauthorized photocopy or electronic copy either partly or fully is prohibited. Authorized controlled
copy of this document is available at Corporate EHS Team and shall be issued by them.

Revision History

Section Ref in
S. N which changes Description of revisions done Rev. No
carried out
1 NA Original Issue R1

TATA Realty
Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1

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 Procedure for EHS Competence
All persons working under the control of organisation need to be competent to take into account
hazards, OH&S risks and environmental aspects in their work.
The competence requirements are not limited to those doing work that have or can be exposed to
OH&S risks and environmental aspects but also those who manage a function or undertake a role which
is critical to achieving the intended outcomes of the EHS management system.

The competence of workers is included the knowledge and skills needed to appropriately identify the
hazards and deal with the OH&S risks associated with their work and workplace.
In determining the competence for each role, the organization should take into account things such as:
a) the education, training, qualification and experience necessary to undertake the role and the
retraining necessary to maintain competence;
b) the work environment;
c) the preventive and control measures resulting from the risk assessment process(es);
d) the requirements applicable to the EHS management system;
e) legal requirements and other requirements;
f) the EHS policy;
g) the potential consequences of compliance and noncompliance, including the impact on the worker’s
health and safety;
h) the value of participation of workers in the EHS management system based on their
knowledge and skill;
i) the duties and responsibilities associated with the roles;
j) individual capabilities, including experience, language skills, literacy and diversity;
k) the relevant updating of the competence made necessary by context or work changes.
Employees can assist the organization in determining the competence needed for roles.
Workers should have the necessary competence to remove themselves from situations of imminent and
serious danger. For this purpose, it is important that workers are provided with sufficient training on
hazards and risks associated with their work.
As appropriate, workers shall receive the training required to enable them to carry out their
representative functions for occupational health and safety effectively.
Training shall be provided at no cost to workers.
The organization has:
A. determined the necessary competence of workers that affects or can affect its EHS
performance;
B. ensured that workers are competent (including the ability to identify hazards) on the basis of
appropriate education, training or experience;
C. where applicable, take actions to acquire and maintain the necessary competence, and
evaluate the effectiveness of the actions taken;
D. retained appropriate documented information as evidence of competence.
Necessary competencies also include those prescribed by applicable legal and other requirements, for
example,
 Driving license for driver,
 Electrician license for electrician,
 Safety qualification for safety Manager as per BOCW Act/ Rules for client and contractor’s EHS
Manager. Contractor’s EHS Manager shall be deployed after his CV approved from Client EHS
Manager
 MBBS degree for doctor with experience at OHC.
 EHS screening for selection of project head
 Experience for lifting equipment e.g. tower crane operator etc. with minimum ability to read
load chart and knowledge of operation of equipment.

TATA Realty
Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1

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CO HR team shall keep the relevant record on the above for employees on roll to client.
CO HR team laid down job description for different roles for employees. It is being considered while
talent acquisition. Project head is the key person who drives EHS MS at site. While recruitment of
project head, EHS aspects is considered during interview. Note: It is not required to retain document for
the same.
As per requirement, necessary training/ capacity building session on specific topics/ mentoring/
campaigning/ etc. shall be organized time.
Training need is identified as detailed out as per procedure of training. As per need the necessary
training shall be planned and organised.

Competence Matrix: Organisation has laid down the template EHS competence matrix (Form TMT-022)
for employee and workers on the above mentioned criteria. Workers (and, as applicable, their
representatives) can assist in both identifying needs and assisting in building necessary competencies.
Client/ contractor's EHS Manager & relevant execution team/ third party &/ or workmen representative
are strongly recommended to review and finalize the site specific Competency/ awareness matrix in
EHS committee meeting. It can be reviewed as per requirement, for example, change in process/
activity/ legal requirement/ requirement of Management of change process, outcome of HIRAC/EIAC,
activity of neighbour/ surrounding/ outside of project, learning from incidents, or during periodic
evaluation (at least once in two years) etc.

Awareness and competency evaluation may be carried out in form TMT-023 for staff and form TMT-024
for workmen by Client/ contractor's EHS Manager & relevant execution team/ third party &/ or
workmen representative. It is preferably to be done pre joining or post joining and periodically (at least
once in two years or preferably once in a year for key personnel, for example, operator/ driver/ welder/
cutter/ rigger/banksman or post very specialized training as need identified.
It can be done after gap identification in competence/ awareness or after appropriate action taken to
bridge gap of competence/ awareness.

Desired minimum Competence Level: Awareness (A), Working Knowledge (K), Enhanced working
knowledge (EK), Competent (C). (Refer Form TMT-022).
Criteria of Assessment based on: Knowledge (know), Experience (Exp) and Skill.
Refer following table for rating vs competence level and criteria of assessment:
Min. Competence Level Min. rating Criteria of assessment Evaluation Rating details
Awareness (A) 1 Knowledge (know)
Working Knowledge (K) 2 Knowledge (know) 1-Poor,
Enhanced working Knowledge (know), 2- Average,
8
knowledge (EK) Experience (Exp) and Skill 3-Good,
Knowledge (know), 4- Very Good
Competent (C) 12
Experience (Exp) and Skill
Assessor shall ask questions/ observe performance at site against each check points. Provide evaluation
rating as: 1-Poor, 2- Average, 3-Good, 4- Very Good
Total score =rating of applicable knowledge X experience X Skill.
Gaps in the competence may be identified by evaluation through verbal discussion during audit/
inspection/ safety round/ failed in post training/ investigation of incidents/ skill assurance test or
feedback by others etc.
Criteria for fit: Score for Competent (C) is equal or more than min. score.
Gap shall be identified when total score<min. score and Improve when total score = or >min score &
need improvement.
Appropriate action after gaps identification shall be taken for example training or counselling or on job
training or mentoring or work with experienced/senior or education or re-assignment of currently

TATA Realty
Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1

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employed person or of the hiring or the contracting of the competent person, etc. Re-evaluation may be
done after appropriate action taken.

Professional development program: It is one of key EHS measures to enhance EHS performance by
developing EHS competency among staff. Internal and external EHS training is being organised
regularly. Corporate EHS training Manager may maintain the record.

Client or Contractor or PMC, of their respective staff/ workmen, shall retain appropriate following
documented information, as evidence of competence for examples:
1. Licenses of electrician, driver as applicable, medical coordinator, safety Manger, first aid training.
2. Training record of scaffolder, firefighting, first aid, awareness on EHS policy, etc.
3. Experience certificates especially operator and driver as available.

Documented Information:
Form name Form number
EHS Competence/Awareness Matrix COEG10-TTR-GENE-GE-HS-TMT-022
Competency/ Awareness Evaluation of Staff COEG10-TTR-GENE-GE-HS-TMT-023
Competency/ Awareness Evaluation of Workmen COEG10-TTR-GENE-GE-HS-TMT-024

TATA Realty
Doc Ref: COEG10-TTR-GENE-GE-HS-SOP-004, Rev No: R1