2024 – Module 4: Training and Education

Expectations

4.1 Each company or location must have a training plan that details the amount and type of training required by the role.

4.2 On-the-job training must be conducted for new equipment and provided by certified/competent people.

4.3 Training records must be documented.

4.4 There must be a process for verifying that every operator and maintainer is competent before working without full supervision. People providing training must also be capable of demonstrating competency and authorized to deliver the training.

4.5 New or transferred employees, visitors, contractors, and vendors receive site-based safety and health orientation and other appropriate training before being permitted to work onsite.

4.6 All individuals engaged on a temporary or casual basis to work onsite will be provided the same training and safety and health equipment as employees.

4.7 Maintain an employee orientation program to assimilate new employees.

These videos are from the 2021 handbook modules and are applicable to the new modules.

Training and Education Overview

Workers who understand the hazards and risks of their assigned tasks and apply their knowledge and skills are more likely to perform tasks safely and efficiently. Consequently, education (knowledge) and training (knowing how to apply knowledge) are essential to an effective SHMS. Training should be a continuous process to routinely develop, update, provide, and assess worker abilities.

Training Needs Assessment: A training needs assessment should determine the level of knowledge and skill needed, how frequently training should be conducted, and the initial and ongoing requirements to establish competency. The needs assessment should also identify competency maintenance training requirements (to address skill decay).  Once gaps within the training needs are identified, a supplemental training plan must be developed and implemented to address these gaps.

Quality of Materials and Instruction: The training materials and quality of instruction should complement each other. First, subject matter expertise is required for all training, especially operational task training. The SHMS should ensure that operational task training needs are identified and implemented in applicable departments, with department heads accountable for training plan maintenance. For succession purposes, train-the-trainer development and certification can be utilized.

Training materials should be updated when equipment and work processes change and to accommodate various learning styles. The use of innovative technologies from virtual reality to direct-reading methodologies and sensors and automation can all aid worker competencies in hazard identification and mitigation. Such technologies can be included in routine training to ensure the competence of a job task, process, or piece of equipment when possible.

Verification: Safety, health, and well-being excellence requires more than mandated or discretionary training; it requires verification that those trained are competent by demonstrating the acquired knowledge and skills.

Resources

4.1

• ASSP Safety, Health, and Environmental Body of Knowledge
• Thinkific – Training Plan Template: How To Craft A Comprehensive Plan

4.2

• Way We Do – Equipment training: Make it good or pay the price
• My TechDecisions – 10 Effective Employee Training Tactics for New Technology

4.3

• Blog (trainanddevelop.ca) – How to Maintain Training Records in the Workplace

4.4

• Putting Adult Learning Principles to Work in Job Training

4.5

• 1st Reporting – How To Create And Run An Effective Safety Orientation
• Harvard Business Review – 7 Strategies to Improve Your Employees’ Health and Well-Being

4.6

•  LMS.org – How to Build Consistency into Your Employee Training Program
• Playablo.com – Promote Consistent Training in the Workplace: 6 Powerful Tips
• General 4 — The Alliance for Naloxone Safety in the Workplace

4.7

• Indeed.com – How To Create an Effective New Employee Orientation Program