HH&V INVESTMENT PROCEDURES

Training and Development

Procedure

1. Objective
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 To provide a system to identify a need for Health and Safety related training for all level
of employees in order to compile a training program.
 To provide and maintain a system whereby all levels of employees are made competent
and motivated in health and Safety principles

2. Scope

 This procedure is applicable to HH&V Investment and any subcontractor who wants to
perform work on HH&V Investment sites and premises.

3. References

 OSH Act, Sections 8(2)(d, e ,f), 13(1)(a), 14

 General Safety Regulations, Sections 2(50, 3(50, 7(b), 9(1)(a)
 Environmental Regulations for Workplaces, Section 7(9)
 General Machinery regulations, section 491

4. Abbreviations and definitions

 HSR – Hazardous substance regulations

 SHE – Safety, Health and Environmental

5. Responsibilities

5.1 Managers or 16.2 Appointees

 It is the responsibility of the Manager or 16.2 Appointee to co-ordinate, monitor and

control the various activities pertaining to the implementation and maintenance of
Training in accordance with the laid down requirements.

6. Procedure

6.1 GENERAL

Employees assigned to work on a project/site must be trained and oriented in

accordance with this practice.

6.1.1 Training Structure

The training/orientation process is structured as follows:

 Site- or Office-Specific SHE General Orientation

 Visitor SHE Orientation (at project field sites)
 Contractor “Contract Work Scope” Orientation
 Recommended Training
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 Job-Specific Training
 Continuing Education/Safety Meetings

6.1.2 Training Development

Training must be developed and presented for those employees who

perform specific types of work in accordance with Occupational Health and
Safety Act and the Regulations requirements such as pre-task planning,
hoisting and rigging, confined space entry, lock and tag, fall protection,
hazard recognition, and scaffold/ladder use.

6.1.3 Trainers

Trainers who are knowledgeable and proficient in the subject(s) to be taught

will be nominated by line management and SHE Representatives to conduct
SHE orientations and training. At least one alternate(s) should also be
nominated to fill the role in the absence of the assigned trainer.

6.1.4 Documentation

All training will be documented on Training Attendance Sheet.

Documentation will include:

 Training topic
 Employee’s name
 Identity number
 Date of training
 Employee number

6.1.5 Safety Topic

Meetings, including safety meetings, with 5 or more attendees will begin with
a safety topic.

6.1.6 Employees Considered Proficient When ….

Employees who perform activities involving processes, tools, motorized

equipment, or special tasks will be considered safety and health trained and
proficient when the following requirements have been met:

An employee has received instruction directly related to the activity from

a trade school, college, or university, or successfully completes an
apprenticeship program in the field/trade responsible for performing the
activity; or

An employee can show by documentation (such as a resume or certificate)

clear evidence of training-through-experience; and

In cases where the activity is proceduralized, each affected employee

completes the training specified in the practice (and Competent Person
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criteria, if required) to ensure familiarization with prescribed

requirements/processes.

6.1.7 Competent Persons

Competent Persons will be designated using the process described in

OHSACT.

6.1.8 Employees Not Oriented/Trained

Employees who have not been able to complete “general” orientation or job-
specific training, must attend the Visitor SHE Orientation at the field
worksite, and then must be continually accompanied in the workplace by an
escort who has completed General SHE Orientation and job-specific training
(as applicable). Employees must attend the next available General
Orientation or scheduled training class (as applicable).

6.1.9 Escorts

A fully oriented/trained employee will be nominated by the workplace

supervisor for escorting and guiding the unorientated / untrained employee
as he/she carry’ out assigned duties.

6.1.10 Follow-Up

No one can learn everything about a job in one day or even one week. Line
management is expected to conduct regular follow-up interviews with new or
transferred employees to verify that rules, requirements, and safe work
practices are understood.

6.2 RESPONSIBILIIES

6.2.1 Manager

The Project Manager or delegate responsibilities include the following:

Advise each person acting in a project supervisory role of his or her

responsibilities as set out below.

Determine the requirements for infrequent visitors to attend orientation

training.

Provide resources to carry out orientations and training

Nominate appropriate persons to conduct orientations and training.

Participate in, and confirm that line supervisors allow for and ensure
employees attend, required orientation, job-specific training, and safety
meetings.
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6.2.2 Line Management

Line Management responsibilities include the following:

Confirm that each employee for whom they are responsible has attended the
required training for the work he/she will perform.

Nominate an “escort” for each employee in the work group (or visitor) who
has not attended required orientation or training.

Attend required training.

6.2.3 Employees

Each employee is responsible to attend and constructively participate in

orientation and training at the time and location as notified by their
supervisor or other authorized person.

6.3 ORIENTATION

6.3.1 Purpose

The purpose of the orientation is to introduce and acquaint each employee

to the following:

The Project SHE Management System

Roles and responsibilities in managing SHE issues
General workplace requirements, emergency plans, and other
procedures/programs
Hazards that may be present in a process, equipment, or substance in the
workplace.

6.3.2 Requirements

Visitors/Short-Term Workers

Persons on site who are visiting or working for a very short duration
(generally less than 2 days) may not be required to attend the General SHE
Orientation at the Site Manager’s discretion unless their visit exceeds
8 hours in any 48-hour period. In all cases, a fully oriented/trained employee
must escort these persons.

General Workers

All other persons will attend the General SHE Orientation upon arrival at the
site before commencing work. If no such arrangements are available, and if
it will be more than 12 hours before the next scheduled orientation, they will
attend the Visitor SHE Orientation for the site before commencing work on
site. Persons in this category must be escorted by a fully oriented/trained
employee while at the workplace until they have satisfactorily completed the
General SHE Orientation.
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Refreshers May Be Required

At the Manager’s discretion, a person may attend an orientation refresher at

least annually.

6.3.3 Preparation

Inform relevant persons (supervisors, SHE Representative, co-workers, and

administration officer) to arrange for new employees and visitors to have
appropriate personal protective equipment (PPE).

Provide those to be oriented with information to include the following:

 Reporting time and place

 Name of initial contact
 Certificates of competency/licenses

6.3.4 General Approach

To highlight the importance HH&V Investment places on SHE, the

Project/Site Manager will participate in orientations as frequently as possible.

Employees should be involved in the discussion by drawing on their own

SHE experiences and those of the co-workers.

Questions must be encouraged — it is vital that the employee understands

Bevline Mechanical Projects safe work practices and work methods.

Verification will be made that the employee is aware of the project SHE
Management System and key procedures (available from the SHE
Representative).

Orientations should be carried out according to a standard format for the

following reasons:

A standard format provides that relevant topics are consistently covered.

Systematic and appropriate orientation reduces the likelihood of injuries to

the new employee.

The new employee will become a productive member of the team in the
minimum time.

Employee turnover is lower when appropriate orientation is provided.

Occupational health and safety legislation and other relevant acts and in-
country standards place the responsibility on employers to inform and train
employees to recognize potential workplace hazards. Proof of such training
may also be needed should a legal issue arise.

Initial impressions are important. Research shows that the first few days in a
job have a large impact on the outlook and motivation of new employees.
Therefore, attention must be paid to the initial orientation of new employees
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so that at the end of their first day they feel pleased to have joined the
project.

Sufficient time must be allowed to cover the material. The first session may
be required for introductory material, followed by a program of on-the-job
training and/or follow-up classroom presentation over a period of time.

There is a large amount of information that must be absorbed by the new

employee about the project, HH&V Investment, its work, its people, and the
job. Careful consideration must be given to avoid overloading the employee
with excessive detail in the early stages.

Obtaining feedback from the new employee is essential. Questions should

be asked and the answers documented to establish whether an employee
has grasped the essential features of the job and the workplace. Questions
should be asked in such a way that employees have to respond with
information rather than just a “yes” or “no.”

Employees who have not satisfactorily completed the General SHE

Orientation are subject to the requirements of Section 1.8 of this practice.

6.3.5 Topics to Cover

The orientation must include the following topics:

Brief explanation of the project.

Introduce the new employee to his/her applicable supervisor, co-workers,

and SHE Representatives.

Discuss the location of first-aid facilities, amenities, lockers, eating areas,

parking areas, and notice boards.

Inform employees of their responsibility to immediately report to their direct

supervisor/foreman all accidents and incidents that have or could have
resulted in personal injury or property damage.

Emergency and fire-fighting facilities and equipment locations.

Demonstrate how to raise an alarm.

Point out emergency exits and assembly locations, and discuss evacuation
procedures.

Discuss general workplace hazards and show how they are managed ––
including equipment safety devices, lockouts, and location of safety and
protective equipment, safety signs, and notice board.

Explain the need and expectations for good housekeeping at all times.

Issue PPE and demonstrate its use and care.

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Demonstrate/discuss safe work practices and hazard control procedures that

are specific to the job, including the use of safety equipment, location of
emergency stop switches, nearest fire extinguishers, safe handling of
materials, explanation of material safety data sheets (MSDSs), manual
handling procedures, etc.

6.4 HUMAN PERFORMANCE IMPROVEMENT AND BEHAVIOR-BASED SHE

These processes are designed to inform, advice, and train new and existing
employees about the role of human behaviour in maintaining and building a
safe work culture.

Industry workplace injury trends indicate that the majority of workplace

incidents include some form of human activity as a significant causal factor.
Early identification and correction of unsafe work behaviour and the
promotion and development of safe work behaviour and habits are the
behavioural keys to promoting a safe and healthy workplace.

6.5 RECOMMENDED GENERAL TRAINING

The SHE Officer & Representative, in cooperation with the Site Manager, will
coordinate and provide trainers and resources to carry out the following
training courses.

6.6 JOB-SPECIFIC TRAINING

The SHE Representative, in cooperation with the Site Manager, will

coordinate and provide trainers and resources to carry out the following
recommended training courses where applicable:

 Construction Management Liability and Awareness

 Making Toolbox Meetings More Effective
 ZERO Incidents Program: Employee Participation
 SHE Development Training
 Confined Space
 Lockout
 Fall Protection
 Ladders/Scaffolds
 Crane Operator
 Rigging & Banksmen
 Overhead Loads
 Basic Fire Fighting
 Hazard Communications
 PPE
 Working at Heights

6.7 PRE-SHIFT SAFETY TASK ASSIGNMENT MEETINGS

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All crews will conduct daily pre-shift safety task assignment (DSTI) briefings.
The meetings are conducted by the immediate supervisor. Topics covered
at these meetings may include (at the discretion of the “leader”):

Discussion of the day’s job/task assignments relative to safety and health

issues

Lessons learned from the previous days’ work

Job/task-specific training from the DSTI’s or associated procedures Pre-Task

Planning/Risk Analysis, for a complete discussion.

Review of plant-specific requirements, applicable to the job/task

Other safety and health issues specific to the group

Specific work area emergency procedures

6.8 SAFETY MEETINGS

6.8.1 Weekly “Toolbox” Safety Meetings

All sites will hold weekly toolbox safety meetings. The meetings will be held 2
times a week and conducted and document by the immediate Safety officer.
Management and higher-level supervision are encouraged to attend.

6.8.2 Safety Meeting Topics

Safety meetings will regularly cover the following topics (as applicable to the
group):

Only items applicable to the work scope need to be covered.

Review of compliance/management safety inspections conducted since the

last safety meeting

Review of violations to assist in correction hazards

Evaluation of accident investigation conducted since the last safety meeting

to determine if the cause of the unsafe acts or unsafe conditions involved
were properly identified and corrected

Review of incident/injury/illness experience

Review of safety communications

Review of pertinent announcements, correspondence, notes from supervisor

meetings

Lessons learned from incidents and root causes

Review of current safe work procedures

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Review of specific job safety concerns (“shop talk”)

Review of MSDS information

Site-specific or plant-specific procedures

Other topics specifically relating to the group will be imparted to affected

employees.

Topics covered will be documented on the attendance register.

7. Training

 All relevant parties and responsible persons to be trained within the contents of this
procedure. Employees to sign as proof of training and proof of training to be kept on file.

8. Records

 All inspection records, registers, documents etc. must be kept on site for
record/document control and audit purposes.

9. Documents

 Induction Training
 On the job training
 Training Attendance register

COMPILED BY:_____________________________ _____________ ____________

APPROVED BY: ____________________________ _____________ ____________

10. Revision tracking log

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Type of
Date Revised Revision No. Revision Details
Training
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