Examiners’ Reports NEBOSH IGC

Week 1

Management of international Health & Safety

Important notice

Examiners’ reports by NEBOSH are

NOT written to provide “sample
answers” or “model answers” BUT to
give examples of what examiners
were expecting AND to highlight
areas of under performance.
 Element 1:

Foundations in Health & Safety

Apr 2006 Q4, Oct 2007 Q7 & Dec 2012 Q2

Explain giving an example , what is meant by the

following terms:

I) Accident (2)
II) Occupational accident (2)
III) Incident (2)
IV) Dangerous occurrence (2)
Examiners’ Report

No examiners reports available

Nov 2012 Q7, Mar 2011 Q10, Mar 2013
Q7, Sep 2013 Q2 & Oct 2014 Q3
Give the meaning of the following terms:
(a) health; (2)
(b) safety; (2)
(c) welfare; (2)
(d) environmental protection. (2)
Examiners’ Report
This question required candidates to give the meaning of the terms.
Answers given generally gained higher marks in part (a), (b) and (c) but were
limited for part (d) : environmental protection.

Some candidates missed marks by listing factors related to the term such as
welfare facilities, rather than the term itself (Welfare).

(a) Free from illness or diseases , A state of well being mentally, physical &
socially
(b) Workplace free from uncontrolled hazards & risks
(c) Looking after people’s basic needs e.g. provision of drinking water, food,
accommodation and bathrooms
(d) Protecting the environment in which the workplace operates e.g. The land,
air & water
Dec 2012 Q7, Jun 2014 Q 9 & Mar 2015 Q2

Give the meaning of the following different types of

incident AND identify a relevant example for EACH

(a) Injury (2)

(b) Ill-health (2)
(c) Dangerous Occurrence (2)
(d) Damage only / property damage (2)
Examiners’ Report
(a) Injury is a Harm to a person which can vary from a minor injury, to
serious Such as a broken leg resulting from a slip, trip or fall in the
workplace

(b) Ill-health is A physical disease of the body or mental / psychological

disorder Such as cancer, AIDS caused by HIV or skin inflammatin
(dermatitis ) caused by exposure to a solvent

(c) Dangerous occurrence (HiPo) is a near-miss (unwanted & unplanned

event) which had the high potential to cause serious harm or loss Such
as a tower crane hitting group of people without causing any harm

(d) Loss or damage to equipment or plant but WITHOUT any injury or

harm to persons at all For example, collapsed racking in a warehouse
after being hit by a Fork-lift damaging some of the goods but without
any harm to people
Sep 2010 Q7 & Oct 2015 Q2

(a) Give the meaning of the term ‘hazard’. (2)

(b) Give the meaning of the term ‘risk’. (2)

(c) Identify FOUR means of hazard identification that

may be used in the workplace. (4)
Examiners’ Report
For part (a) candidates should have given the meaning
of ‘hazard’ as something with the potential to cause
harm or loss of any kind such as injury to people or
damage to equipment
For part (b), risk is combination of the likelihood of the
harm to occur and the severity or consequence of that
harm in terms of injury to people, damage to
equipment.

Most candidates were able to supply an adequate

meaning of the term ‘hazard’ but neglected to refer to
severity when defining ‘risk' and some answers missed
the required examples.
For part (c) Means that may be used to identify hazards in
the workplace include carrying out inspections,
observations and safety audits; completing job safety
analysis (JSA) and risk assessments; the study of data
on accidents and near miss incidents including the
investigation reports; reference to legislation and its
accompanying guidance and manufacturers’ documents
such as safety data sheets; carrying out health
surveillance and consulting with members of the
workforce.
Some candidates misunderstood what was required and
mentioned hazards rather than the methods for their
identification.
Nov 2006 Q5, Mar 2007 Q5, Nov 2007 Q5, Dec 2007
Q5, Jan 2009 Q11, Feb 2011 Q2, July 2013 Q4 & Aug
2015 Q9

The number of absences due to upper limb

disorders (ULDs) in an organisation appears to be
increasing
Outline the possible sources of information that
could be consulted when investigating the problem
(8)
 Examiners’ Report
Marks were available for outlining sources of information such as

 Risk assessments of the activities involving using hands and could lead to
upper limb disorders such as manual handling
 The results of job safety analysis & the identification of repetitive actions and
safe system of work to ensure workers are following it
 The organisation’s employees & safety representatives and The observation
of supervisors & the complaints that may have been made to them by
members of their teams
 Accidents & Ill-health reports & the analysis of absence records to check if
the workers have any previous medical problem
 Trade unions & insurance companies
 Enforcers & Local safety authorities and professional bodies like IOSH
 Manufacturers’ information like manuals, catalogues and MSDS
 Ergonomists or occupational health practitioners
 The social activities co-ordinator on out-of-work activities such as tennis,
squash, etc

Better answers were structured under the TWO headings of internal &
external sources of information
Oct 2010 Q9, Apr 2011 Q9, Mar 2011 Q3,
Oct 2013 Q11, Feb 2014 Q3

An organisation has had an increase in the number

of manual handling accidents & associated ill heath.

Identify sources of information that may be available

to help reduce the risks to workers (8)
Examiners’ Report

See previous question

Sep 2013 Q11, Nov 2013 Q5 & Aug
2015 Q11

Identify EIGHT sources of guidance that might

be consulted when developing a safe system of
work
(8)
Examiners’ Report

See previous question

March 2007 Q 2, Sep 2009 Q7, Dec 2010 Q7, Feb
2011 Q9, Mar 2013 Q10, June 2013 Q3, May 2013
Q5,Sep 2013 & Jun 2014 Q7

Outline reasons for maintaining good standards of

Health & Safety within an organisation (8)
Examiners’ Report

There were some good answers to this question, balanced by a

significant number of very weak ones & again, some non-attempts

Better answers were structured around the (MLF)

 Moral
 Legal / social
 Financial
arguments for maintaining good standards of H&S within an organisation
 The Moral argument centres on :

- Duty of care and The need to reduce the injuries, pain & suffering caused to
employees by accidents & ill-health
- The need to provide a reasonable standard of care as a moral obligation
 While Legal arguments are concerned with the need to comply with the
law and the desire to avoid enforcement action & civil claims
 Financial / economic benefits include
- A more motivated workforce resulting in increased production rates
- The avoidance of costs associated with accidents (e.g. downtime,
administrative, investigation & first-aid costs, repair of plant & equipment,
employing & training of staff, etc)
- Possibly cheaper insurance premiums
- The avoidance of costs associated with legal action
- & maintaining the image & reputation of the organisation with its various
stakeholders
Oct 2013 Q3

(a) Identify reasons why an organisation

should maintain / improve its health & safety
performance (5)
(b) Outline potential barriers to achieving good
standards of H&S (3)
“Suggested Answer”
(a) See previous question (MLF)

(b)

1. An economic downturn within the country in general, which may lead to

de-regulation or less enforcement of H&S
2. Financial restrictions such as loss of profits & the resulting conflict
between keeping up production demands at the expense of H&S
standards
3. A lack of senior management commitment towards H&S in general,
resulting in a reduction of the overall H&S culture
4. Poor safety culture of the organisation / workers or the society
 The Barriers to good standards of health
and safety
 - Complexity of health & safety application in
the workplace, especially in large industries
because it usually
 (complexity, competing and conflicting
demands, behavioural issues)
 Page 15
 Dec 2013 Q2, Aug 2014 Q9 & Dec
2015 Q11
Most countries have laws that require
organisations to manage H&S risks
(a) Outline reasons why national /state
governments have H&S laws in their territories
(4)
(b) Outline ways in which national / state
governments try to help ensure
organisations comply with H&S laws (4)
“Suggested Answer (a) (4)
MORAL

1. The need to provide a reasonable standard of care & to reduce the

injuries, to employees by accidents & ill-health
2. This also extends to contractors, visitors and members of the public
3. Prevent suffering of the society by ensuring injuries & overall
fatality rates in the country are reduced

FINANCIAL / ECONOMIC

1. To reduce the costs associated with poor health and safety

performance and therefore increase the economic growth of
countries

Part of MLF
(b) (4)
 By the formation of enforcement authorities who will enforce the
legislation in all sectors of industry and commerce and help improve
levels of health and safety
 These authorities will also give useful advice concerning health and
safety and help pass on best practice from other countries
 This will ensure consistency of safety performance between
workplaces
 Finally, the threat of prosecution and subsequent loss of reputation
of organisations who have not complied with the laws is also a
governing factor
Dec 2005, May, Aug 2006 Q5, Nov 2005 Q7, Nov
2006 Q5, Mar 2007 Q5 & Dec 2014 Q11

Replacement & retraining of staff is a cost that an

organisation may face following a workplace
accident.
List other possible costs to an organisation when
an employee has been seriously injured in such an
accident.
(8)
 Other Costs of accidents:
 Stopping the work / loss of working time / work delays
 Loss of products & raw material
 Compensation payment to the injured person
 Repairs & replacement of damaged equipment,
 Medical expenses e.g. first aid, hospitalization & surgical operations
 Legal expenses such as lawyers’ fees, fines & penalties
 Sick leave payment
 Extra wages, overtime payments, temporary workers
 Cleaning & repairing the site / plant
 Decreased productivity due to decreased morale of the employees
 Cost & time of accident investigation
 Increase of insurance premiums
 Loss of business reputation losing contracts, customers & clients
Dec 2012 Q6, Jun 2013 Q9, Feb 2014 Q7

Identify the possible costs to an organisation

following an accident in the workplace (8)
Examiners’ Report

See previous question

Dec 2005 Q2, June 2010 Q7, Oct 2010 Q5, Apr
2011 Q5, Mar 2010 Q10 & Dec 2011 Q11

Identify the possible costs that an organisation

may incur as a result of inadequate standards
of workplace health and safety.
(8)
Examiners’ Report

See previous question

June 2011 Q1 & Nov 2013 Q1

(a) Identify possible consequences to workers injured

in an accident at work. (4)

(b) Identify possible costs to an organisation resulting

from an accident at work. (10)

(c) Outline actions management may take to prevent

similar accidents. (6)
Examiners’ Report

For part (a) Possible consequences to a worker injured in a workplace

accident include 1) pain and suffering and even disability or death
with its resultant impact on family life; 2) loss of earnings and future
earning capacity following time off work and even loss of current
employment; 3) medical expenses which could last their entire life
and even after leaving work or retirement ; 4) loss of confidence and
motivation giving rise to social and psychological problems.

While most candidates produced reasonable answers, some did

not read the question with sufficient care and identified the
costs of accidents, the costs are possible consequences for
the organisation NOT the worker.
For part (b), possible costs to an organisation resulting from an
accident at work include those associated with lost production and
damage to products; the need to pay the injured worker during their
absence and to fund a temporary replacement with the need for
additional training; repair of damaged plant and equipment and the
cost of clean up; investigation and remedial action and the additional
administration incurred; an increase in insurance premiums; fines
and compensation awarded, and court and other legal
representation costs; and intangible costs arising from a loss of
business image and the detrimental effect on worker morale
resulting in reduced productivity. This part of the question was
generally well answered.

(See previous question)

For part (c) In order to prevent similar accidents, management could take
actions such as 1) carrying out a comprehensive investigation and
communicating its findings to the workforce; 2) reviewing the health and
safety policy together with existing risk assessments and control
measures; 3) introducing a programme of regular inspections and
monitoring, 4) a more effective standard of supervision and disciplinary
action for non conformance with set procedures; 5) consulting on a regular
basis with the workers and 6) introducing a programme of refresher
training not only on the operation of plant and equipment but also on
general health and safety awareness.
Many candidates were not sure what was required in answer to this part of
the question. Some could offer only the completion of an investigation into
the accident while others mentioned carrying out risk assessments and
providing personal protective equipment.

Although the question asked for an ‘outline’, some provided only a list and
could not be awarded maximum marks.
Sep 2011 Q1, Mar 2012 Q9, Jun 2013
Q3 & Jun 2014 Q 11
A serious accident has occurred to a worker and there
will be costs to the organisation as a result.

(a) (i) Identify THREE costs which are likely to be

insured. (3)
(ii) Identify THREE costs which are likely to be
uninsured. (3)
(b) Outline reasons why it is important that an
organisation maintains employer’s liability insurance. (2)
Examiners’ Report
For part (a) In identifying costs following an accident to a worker that
are likely to be insured (direct costs) , candidates could have chosen
from compensation to the injured worker; medical expenses; costs
arising from damage to plant, buildings, tools and equipment; and
other third party costs.

Those which are likely to be uninsured (indirect costs) include

production delays or lost production; legal expenses and possible
fines, time involved in the investigation of the accident; loss of
expertise or experience; hiring and training replacement staff; loss of
morale and goodwill and loss of business reputation which could
result in the loss of customers and future contracts.

There was some confusion shown between insured and uninsured

costs with some candidates repeating their answers to part (a)(i) for
(a)(ii).
 For part (b), it is important that an organisation maintains
employers’ liability insurance because

1) it may be a legal requirement

2) A part from promoting the morale of the workforce by
giving them a feeling of security from a financial point of
view,
3) it covers any compensation and costs that may be
awarded against the organisation following an accident.
March 2006 Q5, Nov 2006 Q9,June 2007 Q7 &
August 2012 Q3

a) Explain the difference between the aims

(objectives) of the civil law and the criminal law
systems.
(2)
b) Outline the THREE standard conditions that are
usually required to be met to prove a case of
negligence against an employer .
(6)
Examiners’ Report
a) Aim of Civil law: To compensate an individual OR organisation for loss
suffered such as injury, death or damage to property

While the Aim of Criminal law: To punish individual OR organisation for

behaving in a way that the society decided it’s unacceptable, punishment
such as: fines, penalties imprisonment or even death
b)
 Duty of care owed by the defendant (employer) to the claimant ( the injured
party / worker): To prove that it’s the duty of the company to care about the
claimant & protect them from harm by providing safe work place
 This duty of care was breached: To prove that the company didn’t provide
reasonable care / enough protection for the claimant e.g. didn’t provide
worker the required Personal Protective Equipment (PPE) such as goggles
 This breach caused the loss: To prove by an evidence (such as medical
report) that the loss suffered was caused directly by that breach e.g. Not
providing goggles led to eye injury
 Element 2:

Health & Safety management

systems 1 – POLICY
Dec 2005 Q7, May 2006 Q7, Mar 2007 Q7, June
Q4, Nov 2007 Q7, Dec 2007 Q7, May 2008 Q4,
Apr 2009 Q4, June 2012 Q9 & July 2013 Q2

Outline the main components of a health & safety

management system (8)
 Examiners’ Report

Candidates were required to outline the part played by each of the 7

elements of the management system (POPIMAR) See page 6 in the
summary
It starts with establishing a Policy with the three sections that
 States management’s commitment towards the continual improvement of
health & safety
 & sets clear aims
 General health & safety Objectives & targets
This is followed by Organising for safety by allocating responsibilities &
establishing effective communication at all levels established
The next stage involves Planning & Implementing, where practical plans
are developed to meet the objectives & effective control measures
introduced based on risk assessment
Proactive & reactive Monitoring systems should be introduced to measure
performance in H&S & a system of Review established to evaluate the
performance against the objectives & targets, to consider options for
improvement & to reset targets
The review would be reinforced by an independent & structured Audit of all
parts of the system, which would assess compliance with H&S management
procedures & identify where existing standards are inadequate or deficient
 Sep 2013 Q1 & Jan 2016 Q1
(a) Setting policy is a key element of a health and
safety management system.
Outline other key elements of a health and safety
management system. (4)
(b) Identify sources of guidance on the preparation
and implementation of health and safety
management systems. (4)
(c) Outline why it is important that managers’
responsibilities are made clear in a health and
safety policy. (8)
(d) Identify circumstances that may require a review
of the health and safety policy. (4)
Examiners’ Report
Part (a) required candidates to identify elements
such as Organisation or allocation of
responsibilities, Planning & Implementation,
Monitoring , Audit and Review or action for
improvement regarding health and safety
management. (rest of POPIMAR)

Candidates generally gave a satisfactory response

to the command word outline. A number of
candidates gave answers related to health and
safety policy rather than a health and safety
management system, suggesting that some
candidates misread the question.
 Part (b) required candidates to identify sources of
information / guidance such as government enforcement
agency, The HSE publication / management system
HSG(65) from the UK, The ILO management system and
publications, international standards such as OHSAS
18001, ISO standards such as 9001 (quality management
sysytem) 14001 (environmental management system)

Some candidates missed marks by providing sources which

are not relevant to health and safety management systems
or by providing vague answers such as ‘news media’.

Many candidates gave only one or two responses but generally

in order to gain full marks for a four point ‘identify’ question;
candidates will need to provide four correct responses.
 Part (c) required an outline of reasons why managers’
responsibilities safety needs to be made clear.

Some candidates missed marks by writing about what

managers' responsibilities are, rather than saying why they
need to be made clear.

Some candidates provided a list of points without explaination,

but this was not sufficient in gaining marks for the command
word ‘outline’.

Good answers would explain reasons such as:

(c) (8)
1. It is a legal requirement that senior management produce such a policy &
bring it to the attention of all interested parties
2. Motivating workers as It shows the workforce that there is senior
management commitment for health & safety
3. It is management who have far more responsibilities & accountabilities for
H&S & these need to be clear to both management & the workforce
4. It will enable good channels of communication between managers & the
workforce, which will include consultation
5. So that all persons both managers & the workforce within the organisation
will be aware of the contribution they have to make
6. Recognition that H&S is a core function of every job & must be given
appropriate priority
7. It will help in setting improvements in the safety culture of the
organisation in general
8. Managers & workers will take on more accountability for their
actions as a result of knowing their organisational
responsibilities
Part (d) required candidates to identify circumstances
that would prompt a review such as a change of the
structure of the organisation, change in legislation,
etc. (THE 4 Points)

A number of candidates stated that a policy should be

reviewed following an accident, but a mark for this
point could not be given for this response, to get the
mark; Better answers stated a worsening trend in the
number of accidents, repeated or a high number of
accidents or a particularly major accident as a
circumstance for reviewing a policy.
 June 2013 Q5

Evaluation is a key element of a health and safety

management system.

(a) Identify THREE parts of this element AND give

an example in EACH case. (6)
(b) Identify TWO key further elements of a health
and safety management system. (2)
 Examiners’ Report
Part (a) required candidates to demonstrate their
understanding of the evaluation element of a
health and safety management system by
identifying three elements within the evaluation
element and giving workplace examples of each:
MAR of POPIMAR (Monitoring, Audit & Review)
Candidates tended to describe the whole of a health
and safety management system providing
information that may be relevant to the topic but
irrelevant to the answer as it was depth not
breadth of understanding of one element that was
required.
Part (b) is where most candidates gained the
two marks available for this part of the
question by identifying a further two elements
of the health and safety management system
such as Policy & Orgainising.
 Aug & Nov 2006 Q8, March 2007 Q3, Sep 2010
Q9, Oct 2010 Q2, Apr 2011 Q2, Oct 2012, Nov
2012 Q5 & Mar 2013 Q5

(a) Explain why it is important for an organisation to

set health & safety targets
(2)
(b) Outline SIX types of target that an organisation
might typically set in relation to health & Safety
(6)
Examiners’ Report
In answering part (a), few candidates appeared to
understand the importance of setting targets in terms of
H&S performance
Some did suggest that it gave evidence of management
commitment towards safety
But few were then able to highlight the importance of
targets in motivating staff by providing them with
something tangible to aim for.
Also the important part they can play in facilitating the
measurement & review of performance.
And it may be a legal requirement according the law of the
country.
Candidates had more success in part (b) & identified targets such as
1. A reduction of injuries caused by manual handling activities by 10% over
the next 12 months
2. Improved audit scores by improving the competence of audit teams by
sending them on external accredited courses
3. A reduction in the number of civil claims & defending claims where the
organisation feels is has done all that is practicable
4. An increase in the reporting of near miss incidents by 10% from each
department before the end of the year
5. An increase in the number of employees trained in H&S to IGC level by
15% before the end of the year
6. The achievement of a H&S Standard (e.g. Occupational Health & Safety
Assessment System OHSAS 18001) before the second quarter

Generally, however, this question was not well answered with a

number of candidates having unexpected difficulty with both parts, the
expected answer should be six examples of SMART health & safety
objectives
 Nov 2013 Q6

(a) Identify a range of health and safety targets that

may be included in the statement of intent section
of a health and safety policy
(4)
(b) Describe the purpose of
(i) The organisation section of a health and safety
policy (2)
(ii)The arrangements section of a health and
safety policy (2)
“Suggested Answer” (a) (4)
1. A reduction in the number of accidents from manual handling over
the next 6 months
2. An increase of 50% 0f confined apace training for all contractors in
the next 3 months
3. An improvement in the pass rate for induction training by at least
20% ongoing
4. To increase the number of workers attending the health and safety
committee meeting by 5%
(b) (i) (2)
1. The organisation section identifies the H&S roles / responsibilities
of all employees (for example Job descriptions), as well as
indentifying the channels of communication within the organisation
(for example organisational chart)

2. Including competent employees, consultation with employees to

gain their commitment & cooperation, with good controls & clear
written procedures by management
(ii) (2)
1. Showing how the safety policy will be implemented, identifying the
practical means for achieving the objectives and targets mentioned
in the statement of intent
2. For example procedures for the control of contractors to ensure
they work safely
Sep 2013 Q1, Jun 2014 Q1

(a) Outline the purpose of an organisation’s

health & safety policy (6)
(b) Outline the typical content of the H&S
arrangements section of a H&S policy (8)
(c) Outline circumstances that would require a
H&S policy to be reviewed (6)
“Suggested Answer” (a) (6)
1. This is a legal requirement for an organisation, who must bring this
policy to the attention of all the workforce & revise it as often as is
necessary
2. This is the overall business plan for H&S for an organisation, set by
senior management including consultation with key people within
the organisation
3. This shows from the start the commitment showed towards H&S by
top management
4. As part of the policy there will be a policy statement signed by the
CEO briefly stating the aims & objectives of the policy
5. There will be SMART objectives & targets set within the policy to
ensure legal compliance & overall continual improvement in the
H&S system within the organisation
6. The policy will follow the format of & H&S management
system based upon policy, organisation, planning &
implementation, monitoring, audit & review
(b) (8)
1. Procedures for safe systems of work based upon the findings of
risk assessments
2. H&S training for all levels of employees to ensure adequate levels
of competence
3. Provision of Personal Protective Equipment PPE & instruction,
training & supervision on its use & storage of it
4. Specific types of hazard (e.g. machinery, hazardous substances,
manual handling, fire etc)
5. Control & monitoring of contractors including full exchange of
information
6. Safety of visitors which may require full supervision/& or induction
training before coming on to site
7. Accident reporting & investigation procedures including who to
report to & what form to use
8. Monitoring & review of the above procedures both proactive &
reactive methods
(c) (6)

 THE 4 Points
March 2007 Q 4, Sept 2011 Q9, & Dec
2013 Q6

Outline the key areas that should be addressed in

the “arrangements” section of a health & safety
policy statement (8)
Examiners’ Report
1. Procedures for safe systems of work based upon the findings of risk
assessments
2. H&S training for all levels of employees to ensure adequate levels of
competence
3. Provision of Personal Protective Equipment PPE & instruction, training &
supervision on its use & storage of it
4. Specific types of hazard (e.g. machinery, hazardous substances, manual
handling, fire etc)
5. Control & monitoring of contractors including full exchange of information
6. Safety of visitors which may require full supervision/& or induction training
before coming on to site
7. Accident reporting & investigation procedures including who to
report to & what form to use
8. Monitoring & review of the above procedures both proactive &
reactive methods
Nov 2005 Q1, Nov 2006 Q1, Mar 2012 Q1
Oct 2013 Q1
(a) Explain the purposes of the following sections of a
health & safety policy
(i) “Statement of intent” (2)
(ii) “Organisation” (2)
(iii) “Arrangements” (2)
(b) Outline the issues that are typically included in the
arrangements section of a health & safety policy
(8)
(c) Describe the circumstances that would require a
health & safety policy to be reviewed (6)
Examiners’ Report

There was a mixed response to this question, with some candidates

obviously recognising the H&S policy as the foundation upon which
effective safety management is built, while others appeared to have
little idea of the purpose or structure of a policy document
Overall, the Examiners were disappointed that a better understanding
of such a fundamental issues was not known
For the 2 marks available for explaining the purposes of each of the 3 sections
of a policy document, in part (a), the examiners were not expecting a great
deal.
A surprisingly large number of candidates, however, did not appreciate
the differences in purpose between the statement of intent & some
sections describing the organisation & arrangements for implementing
policy
 Good answers identified that
 “A statement of intent” demonstrates an organisation’s commitment to the
continual improvement of safety, & sets the general safety objectives of the
organisation as well as complying with the legal requirement
 The “organisation” section identifies the H&S responsibilities & channels of
communication within the organisation ......
 & the “arrangements” section deals the practical means for achieving the
objectives laid down in the policy statement and showing how the policy will
be implemented
Answers that elaborated a little on these, sometimes by use of examples or
any other outline, were able to achieve full marks
 Part (b) many insuffecient answers were simply lists of items with little
or no indication of how they would be addressed in a policy document,
or of the reasons for their inclusion
Candidates who understood the purpose of this section were able to identify
a range of general H&S issues for which arrangements would be in place
such as:
1. Procedures for safe systems of work based upon risk assessments
2. H&S training for all levels of employees to ensure competence
3. Provision of PPE & instruction, training & supervision on its use
4. Specific types of hazard (e.g. machinery, hazardous substances, manual
handling, fire etc)
5. Control & monitoring of contractors including full exchange of information
6. Safety of visitors which may require full supervision / & or induction training
before coming on to site
7. Accident reporting & investigation procedures including who to report to &
what form to use
8. Monitoring & review of the above procedures both proactive & reactive
methods
For part (c), THE 4 POINTS
Nov 2006 Q3, Mar 2010 Q2, Mar 2012 Q3,
June 2013 Q10, Jan 2013 Q6, May 2013
Q6, Jun 2014 Q5
(a) Outline the purpose & general content of the
THREE main sections of a health & safety policy
document (6)
(b) Explain why the health & safety policy should be
signed by the most senior person in an
organisation, such as the Managing Director or
Chief Executive Officer (2)
Examiners’ Report

For part (a) See previous question!

For part (b), the majority of candidates recognised
that the signature of the most senior person in the
organisation would demonstrate management
commitment
But did not go on then to add that this would give
authority to the policy to be implemented or that
the person concerned ultimately had
responsibility for H&S in the organisation
Also it might be a legal requirement according to
local laws and legislation
Dec 2005 Q3, May 2006 Q3, Nov 2006 Q9, Mar 2007
Q3, June 2007 Q9, Nov 2007 Q3, Dec 2007 Q3, May
2008 Q9, June 2013 Q6

(a) Explain the purpose of the “statement of intent”

section of a health & safety policy (2)
(b) Outline the circumstances that would require a
health & safety policy to be reviewed (6)
Examiners’ Report

For part (a) See previous question!

For part (b), THE 4 points
Aug 2006 Q2, May 2010 Q8, May 2012
Q11, Mar 2013 Q4 & Feb 2014 Q11

Outline the circumstances that may give rise to a

need for a health & safety policy to be reviewed
(8)
Examiners’ Report

THE 4 points
Mar 2011 Q4, Dec 2011 Q2, Jun 2012 Q11,
Jan 2013 Q7 & Feb 2014 Q5

Outline why it is important that all persons in an

organisation are aware of their roles &
responsibilities for health and safety
(8)
Suggested answer
- Improve their health & safety peroformance
- Avoid any conflict during the work or any confusion which could lead
to problems or even accidents
- Motivate the employees to follow the procedures & rules
- Show the management commitment
- To be able to implement a proper discipline as well as suitable
incentive or bonus scheme
- Maintain a good management system and an effective health & safety
policy
- Comply with the law as it’s a legal requirement that all employees
should be aware of their health & safety duties
- Identify individual responibilities and make them participate in decision
taking and become involved in health & safety
- Develop the ownership of safety at all levels
 “Another Suggested Answer”
1. So that all persons within the organisation will be aware of the contribution
they have to make
2. It will also be seen as an indication of the commitment & leadership of
senior management
3. Recognition that H&S is a core function of every job & must be given
appropriate priority
4. There will be added benefits in setting clear communication & reporting
lines
5. In defining individual competencies & training needs particular to specific
roles such as first aid & fire
6. In setting improvements in the safety culture of the organisation in general
7. People will take on more accountability for their actions as a
result of knowing their organisational responsibilities
8. Helping to understand other peoples roles & responsibilities,
therefore improving cooperation
Nov 2006 Q11 & May 2008 Q7

Outline the causes which may lead to an

ineffective H & S policy.
(8)
Causes of ineffective H & S Policy
 No management commitment towards health & safety (Managers are not leading by
example; NOT doing what they are asking the employees to do)
 No SMART objectives set to implement policy (there's nothing for the employees to aim for
and there's no follow up)
 Aims and objectives not clearly understood by employees (and they will not be able to
implement the policy)
 No monitoring for achieving the objectives (so; there's no way to find the gaps and enable
improvement)
 Health & safety not given priority against other business needs like production (poor safety
culture of the organisation)
 Poor channels of communication (Leading to confusion or lack of feedback from the staff)
 Low morale for the employees (So there's no motivation to implement the policy)
 Inadequate resources to implement action e.g. financial, time, equipment or competent
people
 Frequent changes in the organisation (changes in top management leading to conflicts
causing confusion to workers)
 Too much emphasis on employee responsibilities (ignoring the important role for the
management)
 Management unaware of their health and safety role (No management training to achieve
the policy objectives)
 If the policy is not complying with the law or local legislations or the international standards
 No review for the policy whenever needed (whether periodically or after any change such
 Element 3:

Health & Safety management

systems 2 – ORGANISING
Nov 2006 Q5, Oct 2012, Jun 2013,Oct 2013
Q8

Outline the main responsibilities of

(i) Employers (4)
(ii) Employees (4)
“Suggested Answer”
Duties of Employers (Duty of care)
 Duty of care: Protecting the workers from harm by Providing Safe working environment e.g.
safe access and egress , Safe systems of work , Safe plant and equipment
 Providing (it is) : Information, Training, Instructions & Supervision
 Consultation with the employees (getting feedback)
 Providing Welfare facilities e.g. food, drinking water, bathrooms , & accommodation
 Providing adequate Emergency procedures, drills & equipment.
 Providing Suitable PPE (Personal Protective Equipment) and not charging the employees for
them
Duties of employees
 Duty of care towards themselves and towards their colleagues i.e. not to put themselves or their
colleagues at risk.
 Attend training sessions provided by the employer & follow the instructions.
 Cooperate actively with each other & with their employer AND Report any incident or accident
happening in the workplace.
 Using the welfare facilities in a good way & keep them in a good condition.
 Follow the emergency procedures and participate in any practices or drills planned by the
employer.
 Using the PPE and the equipment in the same way they were trained for, maintain them and
keep them in a good condition.
Aug, Nov 2006 Q11, Mar 2007 Q11, Nov 2007 Q11, Dec
2007 Q11, May 2008 Q7, June 2010 Q7 & May 2012 Q7

Outline the key health and safety

responsibilities of employers & employees
which are common in many countries.

(8)
Examiners’ Report

See previous question

Sep 2011 Q6, Mar 2010, Sep 2011,Sep
2013 Q6, Jun 2014 Q8
(a) Outline the main health and safety
responsibilities of an employer. (6)

(b) Identify actions an enforcement authority

might take if it finds that an employer is not
fulfilling its responsibilities (consequences of
non-compliance).
(2)
 Examiners’ Report
For part (a) (See previous question)
The employer owes a general duty of care to their workers, and as far as
health and safety responsibilities are concerned, this includes the
provision and maintenance of a safe workplace including means of
access and egress; the provision of safe plant and equipment; ensuring
the safe use, storage, handling and transport of articles and substances;
the provision of a safe working environment with adequate welfare
facilities including first aid; and ensuring that only suitably competent
workers are engaged who must be provided both with the necessary
information, instruction and training and an acceptable level of
supervision. Additionally, reference should have been made to the
responsibility to prepare a health and safety policy and to revise it when
necessary; to carry out risk assessments and to introduce safe systems
of work; to cooperate with and consult with workers; to secure competent
health and safety advice and to cooperate with other employers at the
workplace.
In answering part (b), candidates were expected to identify possible
actions such as giving advice or warning either verbally or in writing;
requiring that a specified improvement is made within a given period
of time; requiring the stopping of work until improvements in health
and safety are made; and taking formal legal proceedings such as
prosecution and raising cases against the company in the court of
law.

 This was one of the better answered questions on the paper though
some candidates failed to gain maximum marks for the first part by
providing a list rather than an outline.

 There were a few who referred to civil claims rather than to

enforcement actions.
 Jun 2013 Q4, Jun 2014 Q3

Give FOUR H&S responsibilities that employers

have towards workers AND in EACH case give
an example how this responsibility could be met
(8)
 Suggested Answer
1- Employers have a responsibility to produce a H&S policy
This can take the form of a H&S policy statement of intent signed by the
employer
2- They have a responsibility to provide safe systems of work
This would include the identification of hazards in the workplace,
assessment of their level of risks & the control measures to be
introduced to reduce the risk to an acceptable level
3- They have to provide welfare facilities which are adequate
Such as drinking water, rest room, clean & well ventilated toilets ect.
4- They have to ensure that all workers are competent in their work
By providing information, instruction, training & supervision
 Mar 2011Q1

Outline the H&S roles & responsibilities of

(a) Directors & senior managers (6)
(b) Supervisors (6)
(c) Workers (4)
(d) Persons with primary H&S functions e.g.
H&S Officer (4)
“Suggested Answer” (a) (6)

1. The main H&S responsibilities of directors & senior managers are

to prepare & sign a H&S policy
2. To set goals & objectives for the organisation for ensuring continual
improvement
3. To lead by example & to demonstrate commitment which may
mean wearing of PPE
4. To allocate responsibilities for H&S throughout the organisation &
to set aside sufficient resources such as for example for training
those who have been allocated special roles
5. To secure competent H&S advice such as appointing a H&S
Advisor
6. To receive monitoring reports & instigate action to rectify any
deficiencies that have been found
(b) (6)

1. As for supervisors, they should control work in their work area of

responsibility & set a good example
2. They should take part in carrying out risk assessments, in the
development of consequent safe systems of work
3. Ensure that members of their teams are fully briefed on the
systems once they have been introduced
4. They should carry out inspections of their working areas & deal
with any unsafe conditions or actions
5. Reporting to managers if any situation they personally do not have
the power to take the necessary actions
6. They finally have an important role to play in training, coaching
& mentoring members of their team
(c) (4)

1. Taking reasonable care of their own H&S & those who may be
affected by their actions such as their fellow workers
2. Cooperating with their employer by following safe systems of work,
wearing PPE
3. Reporting accidents & unsafe conditions to their supervisor or other
nominated member of management
4. They also have an important role to play in taking an active part in
any consultation exercise set up by their employer
(d) (4)

1. They would be expected to provide competent advice on H&S &

advise persons on legal implications
2. Assist in the development of the H&S policy & procedures & their
periodic reviews
3. Intervene when they come across any unsafe conditions or acts &
explain the possible consequences to the organisation
4. Liaise with representatives of external agencies such as enforcing
authorities
Dec 2012 Q9

(a) Outline the H&S duties of designers,

manufacturers & suppliers of articles &
substances (5)
(b) If those in the supply chain fail to carry out
their duties, outline H&S consequences in
the workplace
(3)
 “Suggested Answer” (a) (5)
1. To ensure their products were safe & fit for their intended purpose by prior
testing
2. This could include testing substances to ensure they are safe & supplying
relevant hazard data sheets if they are not
3. For supply within the European Community, ensuring the CE marking of
the product to ensure minimum safety standards
4. Providing comprehensive instructions for more complex & dangerous
products such as cranes etc
5. To ensure safety aspects are designed into the product, for example
ensuring a guard on a piece of machinery cannot be easily defeated
(b) (3)

1. An increase in accidents & incidents caused by failed products

which were not designed correctly for the task there were to
perform
2. By manufacturers supplying insufficient instructions on operation of
their product which could lead to serious injuries etc
3. Failing to identify the weight of loads may lead to manual handling
injuries etc
2103 Q4
There has been a significant increase in manual
handling accidents to nursing staff working in a
busy hospital
(a) Identify
(i) Organisational factors (2)
(ii) Job factors (2)
(b) Identify sources of information that may be
consulted in order to help reduce the risk to the
workers (4)
 “Suggested Answer” (a) (i) (2)
1. The culture of the organisation with more emphasis being given to the care
of patients rather then to the staff
2. With a lack of management commitment to achieving good standards of
H&S for their workers
(ii) (2)

1. Excessive workload, with conflicting demands & little opportunity

for rest periods
2. No procedures in place for handling patients often in restricted
spaces with inadequate standards of lighting
(b) (2)
INTERNAL / EXTERNAL

EXTERNAL

1. Those provided by national agencies such as the International Labour

Organisation ILO
2. Consultant & specialists such as ergonomists & doctors

INTERNAL

1. Interviewing the staff & Consultation with the workers themselves or other
organisations doing similar work
2. Manual handling risk assessments
Nov 2007 Q11, Dec 2007 Q11 & May 2008
Q7

Outline the factors that could be considered

when selecting a contractor
(8)
Examiner’s Report

 The contractors previous experience with the type of work

 References / The reputation of the contractor amongst previous or current
clients
 The content & quality of the contractor’s H&S policy & risk assessments
 The level of training & qualifications of staff (including those with H&S
responsibilities)
 Accident/nearmiss records of the contractor
 enforcement history
 Membership of accreditation or certification bodies
 Equipment maintenance & statutory examination records
 & the detailed proposals (e.g. method statements) for the work to be carried
out
 Their arrangements for hiring subcontractors
Dec 2005 Q 11, May, Aug, Nov 2006 Q11, Mar 2007
Q11, Nov 2007 Q11, Dec 2007 Q11 & May 2008 Q7

List the factors that could be considered when

assessing the health & safety competence of a
contractor (8)
Examiners’ Report

See previous question!

Mar 2007 Q11, Nov 2007 Q11, Dec 2007
Q11 & May 2008 Q7

Outline the main steps required for

managing the contractors.
(8)
Managing contractors (5 Steps for the Client)

1 Select a contractor ...........

2 Plan the job ...........

3 Control contractors on site ...........

4 Check contractors work ...........

5 Review performance ...........

June 2010 Q4, Oct 2010 Q4 & Apr 2011 Q4,
Sep 2011 Q4, Feb 2014 Q8, Jun 2014 Q11

Contractors are carrying out a major building

project for an organisation.

Outline how this organisation could reduce the

risks to contractors both before and during the
building project.
(8)
Examiners’ Report

See previous question

May 2012 Q4, Sept 2013 Q2, May
2013 Q2, Sep 2013 Q4, Jun 2014 Q10
An organisation has all of its maintenance work
carried out by contractors.
Outline how the organisation can help to ensure
this work is carried out safely.
(8)
Examiners’ Report

See previous question

Jan 2013 Q2

Two organisations share the same worksite

Outline how the organisations could work
together to help ensure the workplace is safe &
healthy
(8)
 Suggested Answer”
1. First they will need to consider the coordination of emergency procedures
such as fire, first aid, etc
2. Who will be responsible for reporting of accidents & dangerous occurrence
between the 2 organisations
3. An exchange of H&S policy statements & general arrangement for H&S
such as training
4. There will need to be good channels of communication on a regular basis
on H&S matters
5. This may include the setting up of a H&S committee to meet at regular
intervals to discuss / monitor the arrangements between the 2
organisations
6. Perhaps a joint system for the maintenance & testing of equipment, both
electrical & mechanical
7. A full exchange of H&S information on each others activities &
risks, including safe systems of work
8. Encouraging consultation & co-operation between both sets
of workers from each organisation
Nov 2006 Q6 & Aug 2012 Q10

(a) Explain the meaning of the term “perception”

(2)
(b) Outline ways in which employees’ perceptions of
hazards in the workplace might be improved
(6)
Examiners’ Report

For part (a), a reasonable explanation of “perception” was required, such as

the way that people interpret & make sense of presented information, for
instance, in relation to their surroundings
Example: a worker smelling the odour of rotten eggs; understanding that
there’s hydrogen sulphide gas in the place.

Some candidates appeared to struggle to put into words something

that is perhaps almost intuitive
Circular definitions, for example, “perception is the way that people
perceive things”, were considered inadequate in this respect
 Those who found difficulty in defining “perception” in the first part of
the question were consequently hard put to produce an adequate
answer to part (b)

Few candidates were able to outline more than one or two ways that
employees’ perceptions of hazards might be improved

Most referred in general terms to motivation or to the need to increase

awareness in the individual by safety campaigns or posters & to increase
knowledge by means of training .

Without the required outine; such answers were not adequate to gain
marks.
Suggested Answer
- Firstly that there was a need to identify, perhaps by the use of
surveys, the reasons for employees’ misperceptions in order to show
how improvements might be achieved & how currently held views may
be challenged
- Changing the nature of hazards from hidden to obvious, for example
adding smells to odourless gases or putting warning signs such as
“caution sharp edge”
- Addressing environmental factors, such as improve lighting &
reducing noise, that might cause distraction or otherwise hinder the
perceptual process
- Providing (it is) suitable information about the different hazards in the
workplace, proper training on hazard identification and risk
assessment, with clear instructions and adequate supervision.
- Carrying out medical checkup for the workers and provide medical
treatment for any sensory defects such as uncorrected poor eyesight
or hearing loss
- Ban drugs & alcohol in the workplace and carryout random testing for
the employees during the work time
- Avoid fatigue and exhaustion of the workers by providing frequent
breaks and adequate rest or recover time
 Nov 2007 Q11

Outline eight possible causes of unsafe behavior.

(8)
Suggested Answer
 Unrealistic working procedures (making the worker ignore them)
 Lack of management commitment (workers following managers in
unsafe acts)
 Over confidence / Over familiarity with the job (leading to unsafe
behaviour or shortcuts)
 Repetitive or monotonous work leading to boredom (causing lack of
attention)
 Lack of motivation (and so; not following the work procedures)
 Peer group pressure (workers affecting each other and working
unsafely)
 Work stress / time pressure (not working carefully to save time)
 Fatigue and exhaustion (affecting concentration of workers)
 Being under the influence of drugs & alcohol (affecting the workers
reflexes and attention)
 Lack of (it is) / incompetence of workers OR lack of adequate
supervision
 Job insecurity (making the workers not caring about their work)
 Willful disregard of the worker (Worker ignoring the procedures on
purpose)
Nov 2006 Q10, Jan 2010 Q5 & Dec 2014
Q3

Outline the personal factors relating to the

individual which might increase the risk of harm to
a worker while at work (8)
Examiners’ Report
Factors that may place an individual at greater risk of harm at work include
 Poor attitude to work (not caring about safety)
 Lack of motivation to work safely & follow the instructions
 Poor perception of risk (caused by overconfidence or over familiarity with the
job)
 Being easily affected to peer group influence (following others in unsafe
behaviour)
 Issues relating to physical capabilities or development (such as lack of
stature, strength &/or stamina) or Poor Physical capabilities e.g. disability or
pregnancy
 Medical problems (ill health or sensory defects such as uncorrected poor
eyesight or hearing loss)
 Age related factors (young or very old age)
 Incompetence (No KATE .....)
Answers to this question were generally to a
reasonable standard although some candidates
were a little confused & included factors other
than those that could be related to the person, as
signified by the word “personal”
Nov 2005 Q2, Nov 2006 Q2, March 2007 Q7,
March 2011 Q2 & May 2012 Q2

Outline ways in which the health & safety culture

of an organisation might be improved
(8)
Examiners’ Report

Not surprisingly, answers were divided into those where candidates

evidently understood the term “safety culture” & those where their
understanding was limited
Although many candidates were able to cite factors such as the
commitment & leadership of senior management & the competence &
training of the workforce, fewer included a range of other relevant
factors
Suggested answer
 Discipline (Strict system with punishment for anyone violating the rules)
 Rewarding scheme / bonus to encourage workers to comply with safe procedures and behave
safely
 Open discussions / Effective communication & consultation (getting feedback from workers)
 Facilitate the work by providing the better resources e.g. Funding, time, suitable & easier tools
& equipment
 Provide (it is) for employees at all levels (information about the benefits of positive culture,
consequences of poor safety culture, training on how to do the job safely, clear instructions and
adequate supervision)
 Involving the employees in different health & safety activities to gain knowledge & experience
(for example: participating in health & safety committee and other safety activities)
 Establishing a NO blame culture within the organisation (so the employees will be encouraged
to participate in safety and report accidents & near misses without being afraid of punishment)
 Giving priority to Safety NOT production (making everyone know that safety is FIRST and give
them the authority to stop any unsafe operation - SWA = Stop Work Authority)
 Showing the management commitment (managers should be Leading by example and doing
what they are asking the employees to do)
 Also: Ownership of health and safety at every level, Identify clear health & safety
responsibilities for everyone, Setting SMART health & safety objectives for all of the employees,
Learning from experience through monitoring and review, Job security (Job satisfaction),
Establishing suggestions / complaints scheme
Nov 2006 Question 11

List the practical means by which a manager could

involve workers in the improvement of health &
safety in the workplace (8)
Examiners’ Report

See next question!

March 2006 Q7, Nov 2006 Q7, June 2007 Q7 &
May 2012 Q10

Outline the practical control measures by which a

manager could involve employees in the
improvement of health & safety in the workplace
(8)
Examiners’ Report
Answers to this question should have included outlines of such means as
1. Involving employees in risk assessments to increase their awareness of
hazards & the risks from them in the workplace
2. Involving employees in accident investigations & the development of safe
systems & procedures
3. Having a no blame culture & encouraging involvement in hazard-spotting &
the reporting of defects, with management giving feedback on corrective
actions & outcomes
4. Setting up suggestion schemes to encourage employees participation in
health & safety
5. Consulting employees on organising training courses & information
programmes on H&S
6. Supporting active involvement in safety committee meeting of employees to
represent their fellow workers
7. Managers & supervisors being accompanied by employees or their
representatives on safety tours & inspections
8. Giving more experienced mature employees responsibilities for
mentoring young & inexperienced workers
The question produced a mixed response
Some candidates did not read the question with sufficient care
& concentrated on the practical means that the manager in
isolation might take in improving health & safety in the
workforce
Others were able to come up with no more than one or two
suggestions while a few, despite the use of the word “practical”
in the question, took an approach that looked more at
motivation theory than at the practical ways of directly involving
employees
 Jun 2013 Q10

Outline ways in which an organisation could

encourage workers to be involved in setting &
maintaining high standards of H&S
(8)
“Suggested Answer”
1. The preparation of a H&S policy backed up by an obvious display of
management commitment to the observance of laid down standards while
demonstrating leadership by example
2. The introduction of formal consultation, which can be included on tool box
talks / team briefings
3. The employment of competent personnel backed up by the provision of any
additional training that may be required
4. The provision of a good working environment & the provision of adequate
welfare facilities
5. Involving workers in risk assessments, accident investigations & the
development of safe systems of work
6. Ensuring action is taken quickly to rectify any non-compliance
with standard procedures & disciplinary measures taken when
required
7. Introducing an effective two-way communication system
between management & the workforce
8. Introducing a system of incentives & rewards to recognise
achievement in H&S behaviours
Aug 2006 Question 5

Outline ways in which employers may motivate

their employees to comply with health & safety
procedures (8)
Examiners’ Report

Motivation is the driving force behind the way in which a person acts in order to
achieve a goal
In this case, Examiners were looking for suggestions of how employees might
be motivated to work safely
Answers should have outlined such ways as
 Improving, by training & the provision of of information, employee’s knowledge
of the consequences of not working safely
 Showing the commitment of the organisation to safety by providing resources &
a safe working environment
 Involving employees in H&S decisions by consultation & team meetings
 Recognising & rewarding achievement
More able candidates recognised that positive motivation, i.e. employees
working safely because that was how they wanted to work, tends to be more
effective than negative motivation, employees working safely for fear of
disciplinary action
With the right balance between them, however, both have their place
The question was generally well answered with many candidates
demonstrating a good understanding of this facet of human factors
Although, in some cases, responses were somewhat limited,
concentrating solely on the reward & discipline effects
 Mar 2012 Q2

Identify ways in which organisations can

positively influence the H&S behaviours of their
workers
(8)
 “Suggested Answer”

1. The preparation of a H&S policy

2. The introduction of formal consultation with the workforce
3. The employment of competent personnel
4. The provision of a good working environment & welfare facilities
5. Involving workers in risk assessments, accident investigations
6. Ensuring action is taken quickly to rectify any non-compliances
7. Introducing an effective two-way communication system
8. Introducing a system of incentives & rewards in H&S behaviours
Oct 2010 Q3, Apr 2011 Q3

Identify possible influences on an organisation’s

H&S management (8)
“Suggested Answer” INTERNAL / EXTERNAL

1. EU organisations such as the European Parliament

2. As well as those charged with its enforcement authorities & fire authorities
3. Standard-setting bodies British Standards Institute BSI
4. Trade associations by providing advice to employees on industry norms &
good practice
5. Trade unions by providing information & support to members
6. Insurance companies by placing requirements on employers as a condition
of insurance
7. Campaigning groups such as the Royal Society for the Prevention of
Accidents RoSPA
8. Management of an organisation will also be aware of the damage that
might be done to their image
Sep 2013 Q7

Identify factors that could cause the safety

culture within an organisation to deteriorate.
Examiners’ Report
This question related to Element 3 of the syllabus and
assessed candidates’ knowledge of learning outcomes
3.2 Explain the concept of health and safety culture and
its significance in the management of health and safety
in an organisation and 3.3 Outline the human factors
which influence behaviour at work in a way that can
affect health and safety

Candidates lost marks by providing more general points

relating to safety culture rather than relating their answer
to the specific situation given. This identify question had
eight marks available therefore a wide variety of valid
points are needed to gain high marks.
Nov 2013 Q5

Outline why an organisation may have poor

standards of health and safety performance
(8)
“Suggested Answer”
1. A lack clear policy with health & safety being second priority to other
business objectives (production, quality, etc)
2. The failure to set of realistic & achievable targets that motivate employees
to improve H&S performance
3. The lack of provision of a good working environment (including lighting,
noise reduction, temperature etc) which will facilitate good safe working
practices
4. A lack of proactive monitoring of health & safety standards, including
regular inspections & audits to ensure continual improvement
5. Lack of effective communication channels, verbal, written, visual
throughout all levels of the organisation
6. A blame culture, & employees not being given recognition schemes for
reporting near misses etc
7. Lack of consultation with, & no involvement of, the workforce &
acting on their opinions
8. A lack of welfare facilities, reasonable working hours, rest
breaks etc
Jun 2013 Q1

(a) Outline the

(i) Organisational (5)
(ii) Job (5)
(iii) Individual (5)
Factors that could lead to poor H&S
behaviour in the workplace
(b) Outline factors that contribute to workers’
competence (5)
“Suggested Answer” (a)(i) (5)

1. A lack of control / commitment from senior management in general

with production issues taking preference over H&S issues
2. Poor channels of communication within the organisation both
verbal & written instructions & safe systems of work
3. A lack of competence on behalf of individuals to a lack of
information, instruction, training & supervision to the workers
4. Poor welfare facilities provided, leading to stress within the
workforce which may increase the risk of near misses & accidents
5. A lack of cooperation between management & the workforce due to
a lack of consultation & therefore leading to a lack of commitment
on the workers behalf
(a)(ii) (5)
1. There may be poor ergonomics, with little thought given to the
design of the workplace in general, such as cramped working
conditions, poor lighting
2. The tasks may be repetitive & boring with little time for rest breaks
leading to stress & more chance of mistake which can cause
accidents
3. On the other hand the task may be too arduous or demanding with
too many decisions to make
4. There may be extremes of temperature within the working
environment or high levels of noise / vibration leading to stress &
human error
5. There may be lack of maintenance concerning machinery, leading
to guards which are not working correctly or easily by passed by
workers
(a)(iii) (5)

1. Personal factors such as language barriers or cultural differences

of the worker
2. Generally a poor attitude towards H&S & a lack of personal
motivation to work safely
3. Personal problems in their personal life away from the workplace,
such as financial difficulties, a bereavement in the family
4. Poor learning skills or inherent sensory impairment such as hard of
hearing or poor eyesight
5. Under the general influence of drugs & alcohol which will cause
slower reactions to any possible hazards & risks in the workplace
(b) (5)

1. Their past work experience in the task they are carrying out, so the
are fully aware of the inherent hazards & risks involved
2. Their appropriate level of relevant training & qualifications for the
task being carried out
3. Their ability to know when they are not competent to do a certain
aspect of a task & to ask for the appropriate advice from a
supervisor etc
4. There general attitude towards H&S being of a high standard & well
motivated to work safely
5. Their ability / aptitude to learn new skills quickly, perceive risks
correctly, & to report near misses as soon as possible
Dec 2005 Q 11, May, Aug, Nov 2006 Q11 & Jan
2014
a) Explain the meaning of the term
‘competent person’. (2)

b) Outline the organisational factors

that may cause a person to work
unsafely even though they are
competent. (6)
Examiners’ Report

No examiners report available

Dec 2005 Q4, May 2006 Q4, Nov 2005 Q6, Nov 2006 Q5, Mar
2007 Q4, June 2007 Q6, Nov 2007 Q4, Dec 2007 Q4, May
2008 Q6 & June 2101 Q6

(a) Explain the reasons that place young persons at

greater risk of accidents at work (4)
(b) Outline the measures that could be taken to
minimise the risk to young persons (4)
Examiners’ Report

In their answers to part (a), Examiners were looking for candidates to

identify the factors such as
 Lack of perception of risk or of ability to avoid risk (because of limited
knowledge, experience &/or lack of training)
 The individual’s stage of physical development
 & the tendency of young persons to take risks & to respond to peer group
pressure
 For part (b), candidates were expected to outline measures such as
 The completion of risk assessments with young persons specifically in mind
 Induction programmes, careful supervision or mentoring by an experienced
co-worker
 Clear lines of communication, & limits on the number of hours worked
Most candidates were able to gain some marks from this question, with
some perhaps working from first principles & their own work-related & age-
related experience
The more successful showed a wider knowledge of the subject
Indicating that the particular problem of young persons at work had been
comprehensively covered during their course of study
Perhaps with specific reference to HSE guidance on the subject
March 2001 , March 2002 , June 2002 , Sep 2003
& March 2005

Outline FOUR advantages & FOUR disadvantages of

using posters to communicate health & safety
information to the workforce. (8)
Examiners’ Report

Posters are commonly used as a medium for passing on health & safety
messages to the workforce & most candidates will have used them or seen
them in use.
The question was generally well answered but excellence was achieved only
by the candidates who thought practically about the issues involved,
structured their responses under the separate headings of advantages &
disadvantages, & provided a reasonable outline as required.
 Advantages of posters include:
 their relatively low cost, (allowing them to be displayed in the lost apposite
positions)
 their brevity (allowing messages to be easily understood),
 their use in reinforcing verbal instructions or information,
 & in providing a constant reminder of important health & safety issues,
 & their potential to allow employees to become involved in their selection &
hence in the message being conveyed.
 Disadvantages include:
 the need to change posters on a regular basis if they are to be noticed,
 the fact that they may become soiled, defaced & out-of-date,
 & the possibility that they might be seen to trivialise serious matters.
 additionally they might actually alienate people if inappropriate stereotypes
(e.g. of the ‘stupid worker) are used,
 they provide no direct way of assessing whether the message has been
understood,
 & they may be perceived by unscrupulous employers as an easy, if not
particularly effective, way of discharging their responsibility to provide health
& safety information,
 & even of shifting the responsibility onto the workforce for any accidents that
may occur.
Oct 2013 Q10

Identify merits (advantages) AND limitations

(disadvantages) of the following methods of
communication of health & safety messages
(a) Written (4)
(b) Graphic (4)
“Suggested Answer” (a) (4)
MERITS

1. The merits of written information are where a lot of information has

to be relayed to the worker, such as manufacturers instructions for
machinery
2. Written information can also be used a record to help mitigate
circumstances against civil claims or prosecution

LIMITATIONS

1. Limitations include language barriers for people who have not been
accommodated by different languages of the host country
2. The communication may be too complicated or ambiguous or
full of technical jargon
(b) (4)
MERITS

1. Merits of graphic communication is for safety signs, which are

simple & easy to understand & use different colours
2. This also applies to certain types of controls on machinery which
may also be coloured & digital graphic displays for ease of
understanding

LIMITATIONS

1. Limitations may be that safety sign needs to be more specific

concerning a hazard & will need additional written information
2. The graphic display may be too obscure & not tell exactly what
is required of the worker
Jan 2013 Q3, May 2013 Q3

(a) Identify FOUR types of H&S information

that could be displayed on a notice board
within a workplace
(4)
(b) Identify how the effectiveness of notice
boards as a method of communicating H&S
information can be increased (4)
“Suggested Answer” (a) (4)

1. Copies of the minutes taken from H&S committee meetings

2. Contact number for first aid people & fire marshalls
3. A copy of the H&S policy of the organisation
4. Results of previous inspections & audits
(b) (4)

1. By ensuring colours are used to highlight certain topics

2. By ensuring they are positioned in prominent positions in the
workplace
3. Ensuring information is current & not out of date
4. Ensuring the information contained is relevant to each part of the
workplace
Dec 2005 Q1, May 2006 Q1, Mar 2007 Q1, Nov
2007 Q1 & Dec 2007 Q1

(a) Outline ways of reducing the likelihood of human

error in the workplace (8)
(b) Give FOUR reasons why the seriousness of a
hazard may be underestimated by someone exposed
to it (4)
(c) Outline ways in which managers can motivate
employees to work safely (8)
Examiners’ Report

There are a number of ways of reducing the likelihood of human error in the
workplace that should have been outlined in the answer to part (a) of the
question
 These include
 The use of skilled, trained & competent staff (including pre-employment
screening issues)
 Motivation of the workforce
 Task variety to prevent monotony & the provision of frequent breaks to avoid
work overload
 Addressing workplace environmental issues such as noise, light & heat
 Mechanisation & automation
 Ensuring that controls on machinery are clearly marked
 Implementation of a drug & alcohol policy
 & providing competent supervision of employees
Most candidates mentioned the need for competency & training but
few were able to provide the range of methods necessary to obtain all
the marks available
A few candidates, possibly because they misread the question,
produced answers based on the causes of human error rather than the
ways of reducing its likelihood
 There were some good answers to part (b), with many candidates gaining
full marks by referring to reasons such as
 Over familiarity & complacency
 Lack of instruction, information & training
 Lack of experience, particularly where young persons are involved
 The fact that some hazards (e.g. airborne contaminants or radiation) may be
invisible &/or intangible
 Sensory impairment
 & involvement in routine, repetitive tasks that can lead to lack of attention
In answering part (c), Examiners were looking for an outline of methods to
encourage the motivation of employees to work safely
The overt recognition of good health & safety performance (e.g. by giving
praise &/or offering financial incentives) is important in this respect
Conversely, disciplining employees who choose to ignore safe working
procedures has its place but tends to be less effective
 Other measures might include
 Involving employees, for instance, in carrying out risk assessments &
drawing up safe systems of work
 Improving the company’s health & safety culture & demonstrating a high
level of management commitment
 Ensuring a good working environment
 & providing training & ensuring good communication
Some candidates seemed to perceive little difference in the
requirements of parts (a) & (c) & were content to repeat the answer that
they had already given to the first part of the question
Part (c) was, in fact, intended to look in more depth at one aspect of the
answer to part (a)
March 2007 Question 6

Outline the main health & safety issues to be

included in an induction training programme for
new employees (8)
Examiners’ Report

This question was designed to examine the issues involved in the training of
new staff
Those who did well concentrated on the matters to be included in an
induction training programme as was required & did not fall into the trap of
discussing wider training issues
 Most candidates were able to outline the main topics as
 The organisation’s H&S policy
 Emergency procedures
 Hazards specific to the workplace & the need to comply with H&S
requirements
 Health & safety responsibilities & lines of communication
 Accident & first-aid arrangements
 & welfare provision
More able candidates referred to health surveillance & consultation
procedures
Aug 2006 Q9 & Nov 2006 Q9

Give reasons why a verbal instruction may not be

clearly understood by an employee (8)
Examiners’ Report

This was a question that allowed candidates to imagine scenarios that would
lead to interference with verbal communication
They were thus able to take a “common sense” approach & most were able
to provide good answers
Indeed, many were excellent
 The reasons why someone might misunderstand an instruction may be due
to
 The way that verbal information is given (e.g. complex, jargonistic,
ambiguous, not in the usual language of the receiver, in a heavy dialect
 Distorted by the means of communication such as telephone or tannoy
 Inconsistent with body language
 Due to the environment (e.g noisy) or due to some limitation on the part of
the receiver (e.g. mental or physical difficulty)
 Inattention
 Lack of knowledge or experience
 Restricted by PPE
Dec 2005 Q5, May 2006 Q5, Nov 2006 Q5, June
2007 Q5 & May 2008 Q5

Outline the topics that may need to be included on

the agenda of a safety committee meeting
(8)
Examiners’ Report

This question produced a mixed response from candidates

Those who thought carefully about the role of a safety committee were
able to identify & outline those topics that should appear on the
agenda
 These may include, for instance
 A review of recent incidents
 A review of proactive monitoring strategies such as safety inspections &
audits
 Reports following visits by enforcement authorities
 & the effects of the company of new or impending H&S legislation
Additionally, the safety committee agenda should include items
 On possible amendments to the company’s H&S policy & risk assessments
 The extent & effectiveness of any H&S training given to employees
 & the introduction of new equipment & processes
Better candidates identified that the safety committee is in place for H&S
concerns of employees to be raised by their representatives, as well as for
management to raise its concerns about poor safety practices
A number of candidates spent far too much time detailing the
administrative items to be included on an agenda, such as welcomes,
previous minutes & dates of future meetings
Although these do form part of any agenda, they do not really satisfy
the description of “topics” & therefore did not form an important part
of the answer
Dec 2005 Q9, May 2006 Q9, Nov 2006, Mar 2007
Q9, Nov 2007 Q9 & Dec 2007 Q9

Outline reasons why an employee might require

additional health & safety training at a later stage
of employment within an organisation
(8)
Examiners’ Report

In answering this question, candidates were expected to outline such

measures as
 The introduction of new processes, equipment & methods of work
 As a result of a job change involving different health & safety requirements
or the allocation of additional responsibilities
 Following the introduction of new legislation
 Where risk assessments or staff appraisals indicate that additional training is
necessary
 Where refresher training is required such as that required for for-lift truck
operators & first-aid personnel
 Following an accident, enforcement action or insurance impositions
 & to counteract the possibility of employees becoming complacent & lax in
following established procedures for health & safety
The question referred to an employee “at a later stage of employment within
an organisation”
Some candidates thought that this referred to employees nearing the
end of their working lives & concentrated their answers solely on
issues concerned with advancing years
Dec 2011 Q7, Dec 2013 Q9

Identify factors that should be considered

when developing a programme of H&S training
(8)
“Suggested Answer”

1. The completion of a training needs analysis is an important first step in the

development of any programme of training
2. In deciding what employees need to know, consideration should be given
to
3. Their roles & responsibilities within the workplace, & the activities carried
out
4. An assessment would then need to be made of employees’ existing
knowledge
5. The levels & types of training already received & any indications of where
deficiencies may lie
6. From the training needs analysis would emerge information on the number
of employees involved the types of training needed
7. The factors to be considered at this stage would include the
competence & expertise of in-house staff to provide the
required training
8. The possible need to involve external sources
Mar 2007 Q1

Following a significant increase in accidents, a health

& safety campaign is to be launched within an
organisation to encourage safer working by
employees
(i) Outline how the organisation might ensure that
the nature of the campaign is effectively
communicated to, & understood by, the employees
(8)
(ii) Other than poor communication, Describe
the organisational factors that could
limit the effectiveness of the campaign(12)
“Suggested Answer” (i) (8)
1. To ensure that everybody within an organisation knows the part that they
are to play within a H&S campaign
2. An important prerequisite is to have clear objectives & targets for the
campaign, & to be clear on the means of achieving them
3. It is also important that key responsibilities for aspects of the campaign are
allocated, & accepted with due commitment, in order to avoid mixed
messages
4. In this respect, through, a variety of means (posters, e-mails, toolbox talks
5. training sessions, etc) could be used to communicate & reinforce the
message, with account taken of the language used in order to facilitate
understanding
6. Avoidance of jargon & use of plain English, etc
1. Toolbox talks, suggestion boxes, surveys & informal means of
consultation can be used to involve employees & to provide a
feedback loop to check that employees understand what the
campaign is about & to assess the level of support
2. It is also important to provide feedback to employees on how the
campaign is progressing so that focus on the campaign’s objectives
is maintained
(ii) (12)

1. Lack of senior management commitment to the campaign through a poor

health & safety culture & not leading by example
2. Production or other business pressures consistently taking priority over
health & safety, so not enough time is allocated to the campaign
3. Insufficient resources allocated to the campaign through lack of funding set
aside & lack of planning & follow up actions placed upon key personnel to
implement the campaign
4. A poor safety culture in general, creating apathy amongst the employees &
suspicions as to the real reasons for the campaign
1. Generally poor working conditions, including poor ergonomics &
working environment, lack of adequate welfare facilities, long
working hours are likely to induce cynicism towards the campaign
amongst employees
2. In addition, poor industrial relations or a lack of confidence in
management’s ability could mean that the campaign is not given
support of influential members of staff
3. Work patterns (e.g. shift work, holidays & sickness absence) could
also mean that some sections of the workforce are not fully
considered or supported, possibly due to the non-availability of key
staff
4. Personnel unsure of their roles & responsibilities concerning the
implementation of the campaign, causing confusion & uncertainty
5. A lack of sufficient training given to employees, so they do not know
fully how to carry out the actions placed upon them
6. An overall lack of coordination, commitment & cooperation to the
implementation of the campaign
Aug 2006 Q1, Nov 2008 Q1

An independent audit of an organisation has concluded that

employees have received insufficient health & safety training
(i) Describe the factors that should be considered when
developing an extensive programme of health & safety
training within the organisation (12)
(ii) Outline the various measures that might be used to assess
the effectiveness of such training (4)
(iii) Give FOUR reasons why it is important for an employer to
keep a record of the training provided to each employee
(4)
“Suggested Answer” (i) (12)

1. The completion of a training needs analysis is an important first step in the

development of any programme of training (i.e. comparing what employees
need to know to know with what they already know)
2. In deciding what employees need to know, consideration should be given to
1. Their roles & responsibilities within the workplace, do they involve high
risk complicated procedures or having to keep abreast of new
technology
2. The activities carried out, to ensure the appropriateness of the type of
training required
3. The risks associated with those activities & the actions required of
employees to minimise such risks
1. A senior manager, for instance, will have different training needs
with respect to H&S from those of a supervisor or a shop floor
employee
2. An assessment would then need to be made of employees’ existing
knowledge, taking into account their previous experience & how
long they have worked in the organisation
3. The levels & types of training already received & any indications of
where deficiencies may lie (e.g. from incident data or by
observation)
4. From the training needs analysis would emerge information on the
number of employees involved the types of training needed & the
resources (in terms of financial costs, time & facilities) required to
carry out the programme
5. The factors to be considered at this stage would include the
competence & expertise of in-house staff to provide the required
training the possible need to involve external sources & the means
of communicating the programme to employees at all
levels in order to seek their commitment to & their views on,
the programme
(ii) (4)

1. Post-training evaluation by trainers which could include the passing of an

exam paper
2. Accident rates & sickness absences should reduce as people work safer in
healthier surroundings
3. Levels of compliance with laid-down procedures (such as the wearing of
PPE) should increase
4. The number & quality of suggestions made & concerns raised, by
employees with respect to H&S
(iii) (4)

1. To provide proof of an employee’s expected level of competence & to

identify when additional or refresher training might be needed
2. To enable a review of the effectiveness of the training carried out
3. To assess the progress of the training programme against targets
4. To provide evidence to be used in any future accident investigation or legal
actions
Dec 2012 Q11

An employer is setting up a H&S training

programme
(a) Identify the benefits to
(i) The employer (2)
(ii) The worker
(2)
(b) Identify when H&S training would be
provided to workers
(4)
“Suggested Answer”(a)(i) (2)

1. A reduced accident rate which would mean less lost time & injuries
to workers
2. Less chance of prosecution on the criminal side or claims for
compensation on the civil side
(ii) (2)

1. A better understanding of their roles & responsibilities

2. Understanding in safe systems of work & reducing the level of risk
(b) (4)

1. On induction training when joining the company

2. After a serious accident in the workplace
3. After a long absence of ill-health from work
4. Refresher training for emergency procedures
Aug 2006 Question 3

Outline the factors that will determine the level of

supervision that a new employee should receive
during their initial period of employment within an
organisation (8)
Examiners’ Report

A number of factors can determine the initial level of supervision that should
be given to someone starting work in an organisation
These include
 The age of the employee, as well as his/her experience of work in general &
of the task to be performed in particular
 The nature & complexity of the task & its inherent risks
 The person’s skills & qualifications for the work
 His/her attitude & aptitude
 The systems of work & any specific safety requirements applying to the task
 & the employee’s communication skills & any special needs that he/she may
have
Few candidates touched on the above range of factors in their answers
& most concentrated solely on age, experience & training
Some seemed to have misinterpreted the question &, instead of
considering levels of supervision, wrote about factors that might
determine the nature of the induction training
Nov 2006 Q9 & May 2012 Q5

(a) Identify FOUR types of emergency procedures

that an organisation might need to have in place
(4)
(b) Explain why visitors to a workplace should be
informed of the emergency procedures (4)
Examiners’ Report

 (a)

1. Fire fighting / evacuation & assembly points

2. First-aid / medical evacuation & accident reporting procedures
3. Leakage / spillages of hazardous substances
4. Emergency arrangements for PTWs for example confined space rescue
 (b)

1. To ensure they do not put themselves or existing employees at risk by not

knowing the procedures, for example if they take the wrong direction if an
emergency does occur, an employee may try to help them & put
themselves in danger
2. It is a legal requirement to ensure visitors are given information on all
emergency procedures, including fire arrangements, first-aid etc
3. It’s the resposibility of the company to protect th visitors – as a moral
obligation (Duty of care)
4. So fire wardens etc know who is accounted for during an emergency
situation & visitors have signed the attendance register & know where the
muster point is
5. So they might not be attempted to fight fires themselves, putting them at
risk, but told of the need to just get out closing fire-doors behind them, thus
preventing the spread of fire
Mar 2011 Q7, Sep 2013 Q3, Sep 2013
Q10
(a) Give TWO reasons why visitors to a workplace
might be at greater risk of injury than workers. (2)

(b) Identify precautions that could be taken to reduce

the risk of injury to visitors to a workplace. (6)
Examiners’ Report

In answer to part (a), there were a number of reasons that

candidates might have given to explain why visitors to a
workplace might be at greater risk of injury than workers.
These include their unfamiliarity with the processes carried
out at the workplace, the hazards they present and their
associated risks and the fact that they had not been issued
with any personal protective equipment; their lack of
knowledge of the site layout and the fact that pedestrian
routes might be inadequate and unsigned; their unfamiliarity
with the emergency procedures; their vulnerability particularly
if they were disabled, very young or had language problems;
and their numbers particularly in large shopping centres or at
sports events. This part of the question was generally well
answered.
For part (b), Examiners were expecting candidates to identify
measures such as visitor identification, for example, by the
issue of badges with a routine for signing in and out; prior
notification to those members of staff to be involved in the
visit; the provision of information to the visitors in suitable
languages on hazards and emergency procedures; an
explanation of specific site rules, for example, restricted areas
and the wearing of personal protective equipment; the clear
marking of pedestrian routes; and the need for visitors to be
escorted by a member of management or supervisory staff.

 Most candidates identified the necessary precautions

seeming in many cases to draw on the procedures
practised in their own organisations.
Mar 2012 Q5

(a) Outline why it is important for an

organisation to develop & maintain
emergency procedures (4)
(b) When developing emergency procedures
Outline why the arrangements for
contacting the emergency & rescue services
needs to be included (4)
 “Suggested Answer” (a) (4)
1. To ensure that everyone in the workplace knows what to do in an
emergency situation & which route to take & relevant muster point
2. To ensure the safety of visitors who may be tempted to attempt to put out a
fire
3. To ensure effective communication & liaison with the emergency service
who may have to attend an incident
4. To ensure nominated people such as fire marshals are suitable trained &
competent
(b) (4)

1. It may be a legal requirement for certain sites to mandatory liaise

with these services
2. But, it is also essential for them to be made since the services will
have a key role to play in any response to an emergency
3. Also, workers need to know who & when to contact in an
emergency & which service
4. The emergency services will be able to help minimise any harm &
damage caused
Mar 2011 Q4, Nov 2012 Q3 , Mar 2013
Q3
(a) Identify THREE types of emergency in the
workplace that may require the evacuation of
workers. (3)

(b) Explain why it is important to practice / develop

workplace emergency procedures / carry out drills.
(5)
Examiners’ Report
For part (a) The majority of candidates identified three
types of emergency in the workplace that could lead
to the need to evacuate the workers, selecting from
a list of fire or explosion, the accidental release of
toxic chemicals or gases, transport incidents, bomb
alerts or other terrorist activities, weather related
emergencies and earthquakes.
Some mentioned accidents including electrocution
and though thesemay be emergencies they do not
necessarily require the evacuation of workers.
For part (b) of the question required an explanation of the importance
of practising workplace emergency procedures and carrying out
drills. Answers should have referred to the need to test that the
planned arrangements will work, for example that the evacuation of
the premises can be carried out within the time limit set and the
alarm and other equipment is in working order; to practise the roles
that have been given to specific persons such as, for example, to
those appointed as fire wardens; to ensure that everyone knows
what to do and where to go if an emergency occurs and to make
them familiar with the arrangements so that they will not panic in a
real situation; to liaise with the emergency services and give them
an opportunity to practise their role; and to comply with any existing
legal requirements.

 Answers were not to the same standard as those provided for the
first part of the question. Many described the evacuation process
rather giving reasons why it should be practised. Those who did
understand what was required tended to produce lists rather than
explanations.
 March 2007 Question 5

Employers have a requirement placed upon them

under health & safety to involve their employees

(a) Explain the difference between “consulting”

& “informing” (2)

(b) Outline the health & safety matters on

which employers must consult their
employees (6)
Examiners’ Report

For part (a) consideration of the meaning of the two key words should
have enabled candidates to explain that “informing” is a one way
process involving the provision of relevant information by
management to workers whereas “consulting” is a two way process
where account is taken of the views of workers before any decision
is taken.
Most candidates were able to gain the two marks available for this
part of the question.
The response to part (ii) was a little disappointing despite the
Regulations being quite specific on matters for consultation
 These include
 The introduction of any measures at the workplace that may substantially
affect the employees’ H&S
 The arrangements for appointing &/or nomination competent persons
 The H&S implications of introducing new technology
 The planning & organisation of H&S training
 & the information that the employer is required to provide under other
Regulations, such as that relating to
 Risk assessments
 Preventative measures
 & emergency procedures
Hence employers are not only obliged to provide information but must
consult their employees on the appropriateness of the information before it is
given
Dec 2011 Q4, Nov 2103 Q2

(a) Explain why it is important for an

organisation to consult with its workers on
H&S issues (4)
(b) Outline the factors that may determine the
effectiveness of a safety committee
(4)
“Suggested Answer” (a) (4)

1. Participation by the workers will help their understanding of the

value & importance of H&S
2. It will raise the profile of H&S issues & develop their feeling of
ownership of safety measures
3. Additionally, by seeking their views & allowing them to contribute to
the decision making
4. Management would demonstrate their commitment to H&S while
the workers motivation may be increased & their morale improved
1. The membership of the committee constituting an even balance between
the management & employee representation
2. Under the chairmanship of a fair, strong individual with one member of
sufficient seniority to authorise any agreed actions
3. The competence & training of committee members with the provision of
access to professional H&S advice & support
4. The allocation of resources for the committee meetings which should be at
a convenient time & notified in advance to all members
Dec 2005 Q6, May 2006 Q6, Nov 2006 Q4, Mar
2007 Q6, Nov 2007 Q6 & Dec 2007 Q6

(a) Identify the TWO main functions of first-aid

(2)
(b) Outline the factors to consider when making
an assessment of first-aid provision in the
workplace (6)
Examiners’ Report

For part (a), the two main functions of first-aid are

 Firstly, the preservation of life and preventing the deterioration of the case /
minimise the consequences of serious injury and the treatment of minor
injuries that do not need medical attention
 Secondly, pronoting the recovery of the injured person
 In general, candidates provided reasonable answers to this question with the
more able referring to & outlining the wide range of factors involved
These include the
 Number & distribution of employees
 The hazards & associated risks in the workplace
 The distance of the workplace from the nearest emergency hospital
 The need to provide cover for shift work, staff holidays & sickness
 & the possibility of cooperating with other employers in shared premises
Some candidates provided a very brief list of points in answer to this
question & thus restricted the number of marks that could be awarded
Nov 2007 Q11, Dec 2007 Q11 & Dec 2010
Q10

There has been a significant deterioration in the

health and safety culture of an organisation.
(a) Give the meaning of the term ‘health and
safety culture’. (2)

(b) Identify the factors that could have

contributed to the deterioration of the health and
safety culture within the organisation. (6)
Examiners’ Report

For part (a) of the question, few candidates succeeded in giving an

adequate meaning of the term ‘health and safety culture’. An acceptable
meaning would have been that the culture of an organisation is the
product of individual and group values, attitudes, perceptions,
competencies and patterns of behaviour that determine the commitment
to, and the style and proficiency of, the organisation’s health and safety
management.
Answers to the second part (b) were to a better standard though
there were not many candidates who identified sufficient factors to
obtain all the marks available.
A good answer would have identified factors such as the lack of
visible leadership and commitment at senior level; changes in the
management structure or roles and changes in work patterns with
the lack of effective communication prior to and during change; the
fact that health and safety was not given the same priority as other
objectives such as production or quality; the lack of consultation with
and involvement of the workforce; the absence of management
systems particularly where health and safety were concerned; a
reduction in the workforce leading to work overload; a high staff
turnover and external influences such as a downturn in the economy
leading to job insecurity; the presence of a blame culture and/or
peer pressure and a deterioration in the standard of welfare
facilities.
 Element 4:

Health & Safety management

systems 3 – PLANNING
Mar 2007 Q9, Aug 2009 Q8 & May 2012 Q7

(a) Explain, using an example, the meaning of

the term “risk” (3)
(b) Outline the factors that should be
considered when selecting individuals to
assist in carrying out risk assessments in the
workplace (5)
Examiners’ Report

Answers to part (a) of the question were generally to a reasonable standard

with most candidates able to give an explanation of risk related to the
probability or likelihood of an occurrence, supporting their explanation with
an appropriate example
Fewer, however, gained the third mark for including in their response
reference to the potential severity of the consequences of an untoward
event
 In answering part (b), relevant factors that should have been outlined
include
 The individual’s past experience & training in hazard identification & in
carrying out risk assessments
 Their experience of the process or activity carried out in the workplace &
their knowledge of the plant & equipment involved
 Their ability to understand & interpret regulations & standards
 Their communication skills
 & their attitude & commitment to the task
Aug 2006 Q4 & Sep 2009 Q3

(a) Explain, using an example, the meaning of

the term “risk” (3)
(b) Outline the content of a training course for staff
who are required to assist in carrying out risk
assessments (5)
Examiners’ Report

Answers to part (a) of the question were generally to a reasonable standard

with most candidates able to give an explanation of risk related to the
probability or likelihood of an occurrence, supporting their explanation with
an appropriate example
Fewer, however, gained the third mark for including in their response
reference to the potential severity of the consequences of an untoward
event
For part (b), an outline of the content of a training course for staff who are to
assist in carrying out risk assessments should have included reference to
such matters as
 The legal requirements with respect to risk assessment
 The process of identifying hazards & evaluating risks
 The identification & selection of appropriate control measures
 The awareness of the individual’s own limitations & the occasions when
specialist assistance might be required
 Assessing sources of information such as ACOPs & in-house information
including accident records
 Report writing skills
 The interpretation of regulations & standards
 & the means available for disseminating the outcomes of the assessment
Most candidates were able to identify some elements of the content of an
appropriate training course
But there were a few who seemed to think that this was a generic
training question & concentrated on matters such as the conditions
necessary to ensure a good training environment & the skills required
by an effective trainer
Dec 2005 Q8, May 2006 Q8, Mar 2007 Q8, Nov
2007 Q8,Dec 2007 Q8, June 2010, May 2012 Q4
& Jan 2015 Q2

Outline the key stages of a general risk

assessment (8)
Examiners’ Report

candidates who thought logically about the way in which an assessment

should be carried out, & essentially adopted the “5-steps” approach,
inevitably provided better answers
They thus outlined the need to
 Firstly to define the activity or operation being carried assessed
 & then to identify the hazards involved & the number & types of people likely
to be exposed
 This was followed by an evaluation of the risk
 Looking at the likelihood & potential severity of harm
 Assessing the adequacy of the existing control measures where required
 Finally, the results of the assessment would need to be recorded
Most candidates were able to identify the steps required to carry out a risk
assessment but did not provide sufficient information to satisfy the
requirement for an outline
Those who concentrated on the control hierarchy instead of the steps that
should be used in carrying out the risk assessment unfortunately gained little
reward for their efforts
Sept 2007, Aug 2008 Q4 & May 2010 Q3

Explain the criteria that must be met for a risk

assessment to “suitable & sufficient”
(8)
Examiners’ Report

No examiners’ report available

Sep 2010 Q1, Oct 2010 Q1, Apr 2011 Q1,
May 2013 Q1, Jun 2013 Q1
With respect to undertaking general risk assessments on
activities within a workplace
(a) Outline the key stages of the risk
assessment process, identifying the issues
that would need to be considered at EACH stage (10)
(b) Explain the criteria which must be met for the
assessment to be suitable & sufficient (4)
(c) Outline the factors that the employer should take
into account when selecting individuals to assist
in carrying out the required risk assessment (6)
“Suggested Answer” (a) (10)
1. The 1st stage is to consider the activities that are being undertaken at the
workplace & to identify the significant hazards involved
2. This would be followed by the 2nd stage, identification of those exposed such
as operators, maintenance staff, cleaners & visitors & noting in particular
groups who may be especially at risk such as young or disabled workers
3. The next, 3rd stage would involve an evaluation of the risks arising from the
identified hazards, taking into account the likelihood & severity of the harm
that could be caused
4. The frequency & duration of the exposure of the employees, the measures in
existence to control the risks
5. The need & scope for a further reduction in risk by the introduction of
additional controls
1. The 4th stage involves recording the significant findings of the
assessment in a written & retrievable form (such as, for example,
the additional preventative measures needed to control the risks) &
communication of the findings to the personnel concerned
2. While the final, 5th stage would be concerned with a review &
revision of the assessment at regular intervals
3. Or more particularly if there are developments in the processes or
activities or changes in legislation which indicate that the original
assessment may no longer be valid
(b) (4)

1. Identify all significant hazards & risks arising from or connected with the
activity to be carried out
2. Identify all the persons at risk including employees, other workers &
members of the public
3. Evaluate the adequacy & effectiveness of existing control measures &
identify other protective measures that may be required
4. Enable priorities to be set, be appropriate to the nature of the work & be
valid over a reasonable period of time
(b) (6)

1. The individual’s past experience & training in hazard identification & in

carrying out risk assessments
2. Their experience of the process or activity carried out in the workplace &
their knowledge of plant & equipment involved
3. Their ability to understand & interpret regulations, standards & guidance
4. Their communication & reporting skills
5. An awareness of their own limitations
6. & their attitude & commitment to the task
Dec 2012 Q5

A manager is required to carry out a suitable &

sufficient risk assessment on a work activity
(a) Identify possible sources of information that
might help the manager carry out this risk
assessment (5)
(b) Outline what is required in order for a risk
assessment to be suitable & sufficient (3)
“Suggested Answer” (a) (5)

1. Accident/ill-health reports, sickness data involving the activity

2. Risk assessments on the activity
3. Training records associated with the activity
4. Consultation with the workforce on the activity
5. Relevant legislation, acops & guidance to the activity
(b) (3)

1. It should identify all the significant hazards & reduces risk to an

acceptable level by implementing appropriate control measures
2. It should prioritise those risk which pose more danger than the
lesser risks
3. It should be carried out by competent persons, preferably as part of
a team which consists of managers, supervisors, workers etc
June 2012 Q7

A worker in a busy kitchen has notified her

employer that she is pregnant
Outline the factors that the employer should
consider when undertaking a specific risk
assessment for this worker (8)
 “Suggested Answer”
1. The nature of the task to be performed such as the duration & variety of the
work
2. Including any shift patterns, night working & the provision of adequate rest
breaks
3. The involvement of manual handling such as in lifting heavy cooking
utensils
4. Ergonomic issues related to prolonged standing or the involvement of
awkward body movements
5. The workers possible exposure to chemicals such as those used for
cleaning utensils
6. Additionally the possible effects of the environment in the kitchen where
there would inevitably be exposure to heat & noise
7. Also the possibility of slipping on wet floors / spilt food etc
would have to be assessed
8. It may be that the worker my be moved to a less demanding job,
such as office work for the rest of the term of her pregnancy,
if the risks were assessed as being too high
Mar 2012 Q8, Nov 2013 Q11, Jun 2014 Q7

(a) Give the meaning of the terms

(i) Hazard (2)
(ii) Risk (2)
(b) Outline how an organisation might decide
whether a risk is acceptable (4)
“Suggested Answer” (a)(i) (2)

1. A hazard is something with the potential to cause harm or loss

2. For an example a trailing cable
(ii) (2)
1. Risk is the likelihood / probability of coming into contact with the
hazard, also the resultant outcome / severity of that coming
together
2. For example what would be the outcome after tripping over a cable,
injury or no loss
(b) (4)

1. You would need to consider the likelihood of it occurring & its

impact upon the number of people affected
2. Also, the likely outcome in terms of enforcement measures that
would be taken if this was not
3. The internal influences such as those arising from worker feedback
& the views of the safety committee
4. Finally, the influence exerted by external bodies such as clients &
the organisation insurers
Dec 2005 Q2, May 2006 Q2, Mar 2007 Q2 & Dec
2007 Q2

Outline the factors to consider when assessing the

risks to a long distance delivery driver (8)
Examiners’ Report

Those candidates who adopted a logical approach to this question almost

inevitably provided better answers
Good answers tended to be structured broadly under the four headings of
 The job
 The individual
 The vehicle
 & the load
with two or three factors outlined for each
 Job factors would include
 The duration of the journey
 The demands of the route (complexity, road conditions, etc)
 Means of communication
 & security issues (e.g. potential for violence)
 Individual factors would relate to the physical & psychological capabilities of
the driver to cope with the demands of the job, taking into account the level
of training provided
For the vehicle, important factors would be maintenance & breakdown
provision, & the design & layout of the cab
Lastly it would be necessary to consider the
 Nature of the load, (e.g. hazardous, heavy, etc)
 The means of handling materials
 & the emergency procedures in place
Some candidates, even though they identified many of the relevant
factors, could not be awarded the full range of marks available because
they produced a truncated list that did not properly outline the
relationship between each factor & the corresponding risks
Dec 2005 Q2, Dec 2010 Q8 & Dec 2011 Q4

Identify EIGHT health and safety hazards

relevant to the role of a long distance delivery
driver. (8)
Examiners’ Report
Health and safety hazards relevant to the role of a long distance
delivery driver include:
The duration of the journey, the hours of driving with the possibility
of fatigue; issues connected with the route to be followed and the
different road conditions; the weather and other environmental
factors; inadequate vehicle maintenance and the possibility of
breakdown; the manual and/or mechanical handling of the goods
being carried and other hazards associated with them such as
exposure to chemicals; physical hazards such as exposure to noise
and vibration; the possibility of accidents or collisions; lone working
with a possible absence of communication and supervision; the lack
of emergency procedures including the provision of first aid and
inadequate welfare facilities; security hazards including the
possibility of violence and psychological hazards such as stress.
 This question was generally well answered though some candidates
showed confusion between hazard and risk whilst others tended to
identify issues rather than hazards for example ’vehicle maintenance’
rather than ‘inadequate vehicle maintenance’.
Sep 2013 Q9

A university has a security worker who works

alone when all staff & students have left
Outline what needs to be considered in order
to reduce the H&S risks to this lone worker
(8)
 “Suggested Answer”
1. Being a lone worker, The provision of information instruction & training to
deal with emergencies such as fire, trespassers etc
2. Security measures such CCTV, lighting for trespassers & violence from
members of the public
3. Means of communication such as a mobile phone, with regular checks to
an external contact
4. The provision of welfare facilities, such as a microwave, a place to rest &
eat the food / drink
5. A psychological profile to ensure the person is happy with the requirements
of lone working
6. A personal alarm which may be connected to the local police station if
attacked or threatened
7. Inspections by members of staff to ensure any hazards have
been dealt with which may affect the worker, for example
chemical stored away in laboratories
8. Perhaps trained in first aid or information on locations of it
Dec 2005 Q2, May 2006 Q2, Nov 2006 Q2,June
2007 Q2, May 2008 Q2, Dec 2010 Q9 & Dec
2013 Q3,Feb 2014 Q4

Outline the factors that should be considered

when developing a safe system of work (8)
Examiners’ Report

The development of safe systems is an essential part of the work of those

with responsibilities for H&S at whatever level
In general, the Examiner’s were satisfied with candidate’s responses
Although some showed weaknesses in this area
 The factors to be considered when deciding how an activity should be
carried out safely focus on the purpose of the activity & the particular tasks
which need to be broken down & scrutinised
For each of these
 Hazards need to be identified & risks assessed
 Taking into account the people involved (number, skills, etc)
 The equipment & materials used
 The work methods
 The environment in which the work is undertaken
 Particular legal requirements, standards & other information that may be
relevant
 & any existing control measures
From these, further controls may need to be considered (including, where
appropriate, changes to the ways in which tasks are carried out or further
training given), monitoring systems implemented & emergency procedures
developed
Candidates who had in mind a particular activity, & then tried to work out
what was relevant to its safe operation, doubtlessly performed better in this
part of the question than those who tried to remember a list of items learned
by rote
“Another Suggested Answer”
1. S election & naming of the specific activity / activities to be risk assessed
2. R ecord each stage in the task which may be between 10 to 15 & identify
the hazards & associated risks
3. E valuation of the risks by taking into account the people involved (number,
skills, etc) the equipment & materials used
4. The work methods & the environment in which the work is undertaken
5. Particular legal requirements, standards & other information that may be
relevant & any existing control measures
6. D evelop a written safe system of work accounting for the control of the
hazards & risks identified at each stage
7. I mplement the system in the form of job safety instructions & consult with
all involved employees
8. M onitor the system to ensure it remains suitable & sufficient &
review if there are any significant changes to the task which it
relates
Mar 2010 Q6

An organisation is introducing a new work

activity that requires a safe system of work
Outline
(a) Why it is important to involve workers in the
development of a safe system of work (4)
(b) Why it is important for safe systems of work
to have written procedures (4)
 “Suggested Answer” (a) (4)
1. Because of their knowledge of the particular working environment involved
& what will work in practice
2. Additionally, their involvement will establish their ownership of the system
3. Will also help encourage then to use & follow it once it has been finalised &
introduced
4. Finally, their involvement will emphasise management’s commitment to
H&S & help raise its profile within the organisation
(b) (4)

1. The procedures may contain complex information that will need to

be consulted on more than one occasion to ensure the correct
sequence of operations is followed
2. Additionally, different people will need to be aware of the
procedures & it is preferable to have them written down rather than
pass them on by word of mouth
3. A written document will also be needed for audit purposes & could
be used as evidence in defending an enforcement action or civil
claim
4. It may well be part of an organisation’s quality assurance
procedures / or accredited H&S management system
Nov 2006 Q9, Jan 2014 Q2 & Dec 2015
Q11
(a) Explain the meaning of term “permit-to-
work” (PTW) (2)
(b) Outline the specific details that should be
included in a PTW for entry into a confined
space (6)
Examiners’ Report

Again, there was wide range in the quality of responses to this

question
Most candidates were able to obtain some marks although, in the
second part of the question, some seemed confused over the details
that should be included in PTW
In answering part (a), most candidates were able to suggest that a PTW is
part of a formal mechanism for controlling high risk activities
Few answers included much more detail by way of an explanation
For instance, the fact that a permit gives signed authority for the activity to
take place
 For part (b), typical permit for confined space working should include a
description of the plant involved with reference to the task to be completed &
any foreseeable hazards & risks
The precautions to be taken
 (e.g. isolating services
 Atmospheric purging
 & the removal of contaminants
 Pre-entry & ongoing atmospheric testing
 Means of communication
 Use of respiratory & other PPE, etc)
 The emergency arrangements & equipment to be provided
 (e.g. safety lines
 Support staff
 Resuscitation
 & other first-aid equipment, welfare facilities, etc)
Better candidates went on to refer to the need to include a reference to the
 Duration of permit
 & to the signatures for authorisation & receipt, & for hand-back &
cancellation
While many of the general issues are common to all permits, the particular
aspects of confined space working should have formed a key part of the
answer
 Nov 2006 Question 1 & Dec 2014 Q1

(a) Define the term “permit-to-work” (PTW) system

(2)
(b) Outline the key elements of a PTW (12)
(c) Outline THREE types of work situation that might
require a PTW system, giving reasons in EACH
case (6)
Examiners’ Report

Again, there was wide range in the quality of responses to this

question
Most candidates were able to obtain some marks although, in the
second part of the question, some seemed confused over the details
that should be included in PTW
In answering part (a), most candidates were able to suggest that a PTW is
part of a formal mechanism for controlling high risk activities
Few answers included much more detail by way of an explanation
For instance, the fact that a permit gives signed authority for the activity to
take place
 The key elements of a permit-to-work system that should have been
identified for part (b) of the question include
 A description of the task to be performed
 An indication of the duration of the validity of the permit
 The isolations that need to be made & the additional precautions required
 Details & signature of the person authorising the work
 & an acknowledgement of acceptance by the employee carrying out the task
The employee would then need to indicate on the permit that the work has
been completed & the area made safe in order for the permit to be cancelled
Some candidates identified the reason for the permit-to-work system
rather than its elements
While others referred only to the precautions that might be necessary
to the exclusion of other elements
 For part (c) most candidates were able to identify four types of work
situation where a permit-to-work system may be required by referring to
activities such as
 Entry into confined spaces
 Hot work
 Specialist maintenance work
 Work on electrical systems
 Excavation work
 & working at height
However, difficulties sometimes lay in giving adequate reasons of why
the permit would be required in each case
May 2012 Q9, Nov 2013 Q11 & Jan 2014
Q3

(a) Define the term “permit-to-work” (PTW) system

(2)
(c) Outline THREE types of work situation that might
require a PTW system, giving reasons in EACH
case
(6)
Examiners’ Report

See previous question

June 2010 Question 1 & May 2014 Q1

(a) Give the meaning of the term ‘permit-to-work’.

(2)

(b) Identify THREE types of work activity that may require

a permit to- work. (3)

(c) Outline the general details that should be included in a

permit-to- work. (8)

(d) Identify the factors which may influence the

effectiveness of apermit-to-work system. (7)
Examiners’ Report

For part (a) When work has to be carried out involving hazardous or
high risk activities, a permit to work is normally used.
This is a formal document, signed by an authorised person and
intended to control the activities by ensuring set procedures are
followed and by recording the control measures that should be
taken.
In other words : Permit To Work is a documented control system
requiring written conformation that certain actions have been carried
out to eliminate or control risks before high risk activities or non
routine activity is carried our.

For part (b), most candidates were able to identify three types of work
activity choosing from work such as entry into confined spaces, hot
work for example welding and cutting, working at height, and work
on high voltage electrical equipment.
In answering part (c) of the question, candidates were expected to
outline the details that should be included in a permit to work. The
first would be a description and assessment of the work to be
performed including the plant involved, its location and the possible
hazards associated with the task. This will determine the need for,
and nature of, other relevant contents of the permit such as for
example, the isolation of sources of energy and product inlets, and
the additional precautions required such as atmospheric monitoring,
the provision and use of personal protective equipment, the
emergency procedures to be followed and the duration of the permit
 An essential element of a permit to work system is, of course, the
operation of the permit itself. By means of signatures, the permit
should be issued by an authorised person, and accepted by the
competent person responsible for the work. On completion of the
work, the competent person would need to indicate on the permit
that the area had been made safe in order for the permit to be
cancelled by the authorised person, after which isolations could be
removed. Answers to this part of the question were generally to a
reasonable standard with many candidates giving the impression
that they had experience of the operation of a permit to work system
at their places of employment.
For part (d), one of the prime factors which might influence the
effectiveness of a permit to work system is the information provided
on the permit which should be based on a full recognition of the
hazards associated with the work that is to be carried out. Even
though the information given is comprehensive, the system will not
be effective if there is a failure by those carrying out the work to
comply with the terms of the permit, for example by failing to isolate
plant or drain lines containing hazardous substances or controlling
ignition sources in a flameproof area.
Examples of other influencing factors include the competency of staff
performing the task, the standard of the management and
monitoring of the system, the complexity of the system that has
been introduced, environmental considerations and human factors
such as stress or fatigue and the acceptance of the system by those
involved.
 The last part of the question seemed to cause candidates some
difficulty and there were not too many who were able to identify
many relevant factors. Some merely repeated what they had written
in answer to part (c) and gave no reasons why a permit to work
system might be ineffective.
Dec 2012 Q 1 & Jan 2015 Q1

(a) Identify FOUR examples of a confined

space that may be found in a workplace (4)
(b) Outline the typical content of a safe system
of work for entry into a confined space (10)
(c) Outline the emergency arrangements that
might be required for entry into a confined
space (6)
“Suggested Answer” (a) (4)

1. An open trench on a construction site

2. A sewage pipe
3. A tank containing fuel
4. A manhole drain
 (b)
(10)
1. There would need to be a formal PTW as part appropriately authorised, as
part of the safe system of work, which would identify the competent
persons to be involved in the activity
2. The identification of the confined space to be worked in, which may require
isolation from adjacent / services to prevent ingress of any danger from
them.
3. Emergency procedures would have to be in place which might include fire-
fighting equipment, a suitable winching system to recover people in an
emergency.
4. This may also include appropriate means of contact with the
emergency services such as fire / police / ambulance
1. The availability of other emergency equipment such as
resuscitation aids
2. Provision of first aiders with the appropriate equipment
3. There must also be good means of communication between the
persons in the confined space & those on standby outside
4. Means of checking the atmosphere before & during entry to ensure
there are no flammable, toxic gases or lack of oxygen & suitable
means of purging the atmosphere
5. If this is not possible there may be a need for full breathing
apparatus with associated training provided
(c) (6)

1. The provision of suitable & maintained fire fighting equipment in

case of a fire or explosion with a stand by fire team at the location
who are competent
2. Emergency resuscitation equipment for persons who have been
overcome by heat / exhaustion or lack of oxygen in a confined
space
3. Liaison with the local emergency services such as police,
ambulance & fire if an emergency cannot be dealt with the
resources provided on site, where there may be multiple persons
injured etc
4. This may include a pre determined response plant to cover any
likely emergency situation
5. Procedures for evacuation of persons in a confined space if
they are overcome by fumes or a lack of oxygen
6. Which will include safety harnesses, tripod / lifting equipment
March 2006 Q11, Nov 2006 Q11, June 2007 Q11,
May 2008 Q11, March 2011 Q11, Oct 2013 Q11,
2014 Q2

Identify the factors to be considered to ensure the

health & safety of persons who are required to
work on their own away from the workplace
(8)
Examiners’ Report
In answering this question, candidates needed to appreciate that it referred
to persons who were required to work alone and also away from their
workplace (Lone workers)
Better answers were provided by those candidates who approached the
question in a logical, structured and practical way by identifying firstly
the factors that would contribute to the potential risk such as the work to
be done and its associated hazards and then went on to identify factors
that might possibly reduce the level of risk such as the competence,
training and suitability of the persons involved; the provision of
appropriate equipment and/or materials; the provision of personal
protective equipment such as eye and hearing protection; ensuring
adequate means of communication with the home base and supervision
to ensure that the correct working procedures were being followed;
addressing both the question of security to counter the potential for
violence and psychological factors such as working alone for long
periods of time; ensuring adequate arrangements for travel and the
provision of welfare facilities and emergency and first aid procedures.
 Many candidates seemed to find difficulty in
understanding the concept of lone working and the risks
that might be involved with one or two believing that it
related to working in a foreign country.
 In general, too few factors were identified.
 Some candidates suggested the application of the
hierarchy of controls to lone working,
 while there was an occasional unrealistic suggestion that
lone working should be eliminated.
Sep 2013 Q9

A university has a security worker who works

alone when all staff and students have left.
Outline what needs to be considered in order
to reduce the health and safety risks to this
lone worker. (8)
 Examiners’ Report

This question related to Element 4 of the syllabus and

assessed candidates’ knowledge of learning outcomes 4.5
Explain what factors should be considered when developing
and implementing a safe system of work for general
activities.
Candidate performance on this question was mixed with some
gaining reasonable marks but many giving too few valid
points.
Some candidates provided too much depth on a particular
point. Candidates gained higher marks if they provided a
range of valid points, rather than one point discussed at
great length.
March 2007 Q8, Sep 2011 Q10 & Sep
2013 Q11

With respect to the management of risk within the

workplace
(a) Explain the meaning of the term “hierarchy”
of control (2)
(b) Outline, with examples, the standard hierarchy
that should be applied with respect to controlling
health & safety risks in the workplace
(6)
Examiners’ Report

For part (a) of the question, an acceptable meaning of the term “hierarchy of
control” would have been either a list of measures designed to control risks
which are considered in order of importance, effectiveness or priority or
measures designed to control risk that normally begin with an extreme
measure of control and end with personal protective equipment as a last
resort.
In other words it’s “arranging the control measures in order, so that the
most effective control measures are at the top (ERIC) and the leasr effective
control measures are at the bottom (PD) “
 There were few candidates who appeared to be familiar with the term with
some associating ‘hierarchy’ with the management structure.
In answering part (b) on the application of the general hierarchy,
candidates should have begun with the possibility of eliminating the
risks either by designing them out or changing the process. The next
step would be the reduction of the risks by, for example, the
substitution of hazardous substances with others which were less
hazardous or covering cables with durable material to avoid
damage. If this were not possible, then isolation would have to be
considered, using enclosures, barriers or worker segregation. The
application of engineering controls such as guarding, the provision
of local exhaust ventilation systems, the use of reduced voltage
systems or residual current devices would follow as would
management controls such as safe systems of work, training, job
rotation and supervision with the final control measure being the
provision of personal protective equipment such as ear defenders or
respiratory protective equipment.
 Many candidates were able to refer correctly to the
elements of a hierarchy of control but then found it
difficult to provide relevant examples to obtain all the
marks available.
Jun 2013 Q11

Identify the general principles of prevention

that can be used to reduce the risk of injury
from hazards in the workplace
(8)
Examiners’ Report

See previous question (ERIC PD)

Dec 2012 Q10,Oct 2013 Q2, Jun 2014
Q9, Jun 2014 Q11

(a) Give the meaning of the term safe system of

work (2)
(b) Outline what is meant by the following types of
controls within a safe system of work AND give a
practical example for EACH
(i) Technical (2)
(ii) Procedural (2)
(iii) Behavioural (2)
“Suggested Answer” (a) (2)

1. A method of working which systematically identifies all the hazards

& risks within an activity & ensure control measures are put in place
to reduce these risks to a acceptable level
2. It is also a formal written procedure with instructions to the
workforce on how to follow the safety system correctly
 (b) (6)
(i)
1. Technical controls would be the most preferred type of the three types of
control & relate to the workplace & the job.
2. This would include such things as machine guards to protect persons from
any moving parts
(ii)
1. Procedural relates to the systems developed within the organisation in the
form of instructions
2. For example policies & procedures & emergency plans
(iii)
1. Behavioural controls relate to the individual & their interaction with the
workplace
2. An example would be the amount of information, instruction,
training & supervision given
March 2006 Q3, Nov 2006 Q3, June 2007 Q3,
May 2011 Q3 & May 2014 Q11

Explain why personal protective equipment (PPE)

should be considered as a last resort in the control
of occupational health hazards (8)
Examiners’ Report

In answering Certificate questions, candidates often refer to PPE being the

“last resort” in controlling hazards
This question was designed to discover whether they understood why this
should be
There are numerous reasons why PPE should be considered only after
other possibilities have been exhausted
At a basic level, it is a legal requirement that other means of control are
considered first
 While this was worth a mention, answers should have focused on why this is
the case by explaining that PPE may not provide adequate protection
because of such factors as
 Poor selection
 Poor fit
 Incompatibility with other types of PPE
 Contamination
 & misuse or non-use by employees
In addition, PPE is likely to be uncomfortable & relies for its effectiveness on
a conscious action by the user
In certain circumstances, its use can actually create additional risks (for
instance, warning sounds masked by hearing protection)
In general, this was a poorly answered question with many candidates
describing the control hierarchy but without explaining why PPE is at
the bottom
This is not explained by stating simply that other means of control are
more effective
Some candidates provided answers that dealt with other aspects of
PPE & therefore gained marks only where the content of their answers
by chance coincided with that required by the question
It is possible that candidates thought, incorrectly, that they recognised
a question that had appeared before &/or had been set out for them in
their studies
This again reinforces the advice given on many previous occasions
that candidates should always read the question with great care before
setting out their response
 Sep 2013 Q7 & Jun 2014 Q3

Due to its limitations PPE should only be

considered after other control measures
Outline the limitations of using PPE (8)
Examiners’ Report

See previous question

Sptemeber 2010 Q5 & Aug 2012 Q8

Identify the four categories of workplace safety

signs AND give an example of EACH.
(8)
Examiners’ Report
Candidates were expected to identify four classes of workplace safety
signs such as prohibition (Red circle with white background) – for
example, no smoking or no pedestrians; warning or hazard (Yellow
triangle with black edges) – for example, toxic or flammable;
mandatory (Blue circle with white symbol) – for example, hearing
protection or hard hat must be worn; and safe condition (Green with
white symbol) – for example, first aid or fire exit; Fire sign (red color)
– for example fire extinguisher or fire alarm

Some candidates, while correctly identifying the required categories

of signs, then became confused and allocated an incorrect example
to each. Some gave lists of examples of safety signs without
identifying categories while others described shapes and colours
which were not required. There was the occasional reference made
to road signs.
 June 2013 Q6

(a) Outline provisions to be considered to help

ensure the health and safety of disabled
workers. (6)
(b) Identify TWO further categories of worker
that may require special case application. (2)
 Examiners’ Report
This question related to Element 4 of the syllabus and assessed
candidates’ knowledge of learning outcome 4.2: Explain the
principles and practice of risk assessment.
Part (a) of this question was generally not very well answered with
a significant number of candidates making no attempt to
answer the question. Candidates who did attempt the question
often gave answers that related to general provisions to the
workforce such as breaks and welfare rather than provisions
specifically for disabled workers.
Other candidates’ answers tended to be narrow, for example
focusing on the employer’s responsibility to disabled workers in
an emergency situation.
part (b) most candidates had no problem in identifying two further
categories of worker that may require a special case
Application such as pregnant ladies and young workers
June 2013 Q11

Identify the general principles of prevention

that can be used to reduce the risk of injury
from hazards in the workplace. (8)
Examiners’ Report

This question related to Element 4 of the

syllabus and assessed candidates’ knowledge
of learning outcome 4.3: Explain the general
principles of control and a basic hierarchy of
risk reduction measures (General principles of
prevention).

 ERIC PD
Answers to this question were generally very
limited and, although the topic of the question is
within the ICG1 syllabus, it appeared to be one
that was not well understood by many of the
candidates. This question gained the lowest
average mark on this question paper.
As is the common pattern with this question paper
candidates failed to answer the question set and
instead provided information that may be relevant
to the topic but irrelevant to this question and
could not therefore be awarded marks.
The answer could have mention principles of prevention
such as:
 Avoiding risks / hazards
 Evaluating unavoidable risks
 Combating risks as source
 Adapting work to the individuals
 Adapting to technical progress
 Replacing the dangerous with non-dangerous/less
dangerous
 Developing an overall coherent prevention policy
 Giving priority to collective protective measures over
indivdual protective measure
 Providing suitable training/information/instructions to
workers
Jun 2013 Q10 & Jun 2014 Q9

(a) Identify THREE different types of

respiratory protective equipment (RPE) (3)
(b) Outline factors to consider when selecting
RPE
(5)
“Suggested Answer” (a) (3)

1. Full face mask respirator

2. Ori nasal respirator half face
3. Full breathing self contained breathing apparatus
1. The type of airborne substance to be protected against, such as dusts,
gases, vapours, fibres etc
2. If using filter canisters, to ensure the correct selection of the filter for a
particular substance, also the fact they only have a shelf life of 6 months
3. CE marking of the RPE to ensure minimum standards of protection &
quality of it
4. Consultation with the workforce to ensure a selection of RPE can be given
to them to test to see which they prefer
5. The approved protection factors will need to be considered to ensure it
reduces the wearers, exposure to below the work exposure
limits
6. Compatibility with other PPE, such as, hearing protecting,
which may affect the fit and seal of the RPE
7. The ease of cleaning the RPE, comfort of its fit
8. Full information, training and instruction on how to wear the
RPE correctly
 Element 5:

Health & Safety management

systems 4 –
Measuring, Audit & Review
Nov 2006 Q5, March 2007 Q10,
March 2011 Q8

Outline the immediate & longer term actions that

should be taken following a serious injury at work
(8)
Examiners’ Report

For immediate actions: candidates were expected to outline actions

such as
Isolating the scene of the accident and making the area safe; Apply
first aid to the injured person and contacting the emergency
services; informing the next of kin and offering counseling and
support; notifying the regulatory authority if appropriate and also the
insurers; collecting initial evidence such as photographs and
sketches and the names of witnesses and their contact numbers

For Longer-term actions: setting up the accident investigation team,

investigating the accident, determining its immediate & root causes
and preparing a report of the investigation; making and
implementing recommendations to prevent a recurrence of the
accident and ensuring feedback is provided to the workforce;
collecting evidence to be used in any possible litigation following the
accident and managing the provision of information to the media.
 This question was generally well answered though some
candidates concentrated only on the immediate actions
to be taken while conversely others dealt only with the
longer term issues such as the remedial measures that
should be taken.
May 2012 Q6

A worker has been seriously injured in an accident

at work.
Outline the immediate AND longer term actions
that should be taken.
(8)
Examiners’ Report

See previous question

Aug 2006 Q6, Nov 2006 Q6 & Feb 2013
Q11

(a) Identify FOUR reasons why accidents

should be reported & recorded within a
workplace (4)
(b) Outline factors that might discourage
employees from reporting workplace accidents
(4)
Examiners’ Report

For Part (a), most candidates identified that accidents should be reported &
recorded in order to
 Comply with legislative requirements
 To enable an accident investigation to take place (with the aim of preventing
accidents of a similar type)
 & to identify accident trends from later statistical analysis
 identifying that accident reporting & recording can also lead to a useful
review of risk assessments
 can assist in the consideration of any civil claims that may arise
 In answering part (b), Examiners were looking to candidates to outline such
factors as
 Ignorance of the reporting procedures
 The possibility of retribution (particularly within a “blame culture”)
 Peer pressure
 A previous lack of management response
 & an aversion to form filling
Other factors include
 A reluctance to lose time from the job in hand
 The trivial nature of any injury sustained
 & a desire to preserve the company’s, the department’s or the individual’s
personal safety record, particularly where bonus payments are affected by it
Dec 2011 Q11 & Feb 2014 Q9

(a) Outline why an organisation should have a

system for the internal reporting of accidents
(4)
(b) Identify the reasons why workers might not
report accidents at work
(4)
Examiners’ Report

See previous question

Sep 2013 Q8

(a) Outline FOUR reasons why accidents

should be reported and recorded within a
workplace. (4)
(b) Outline factors that stop workers from
reporting workplace accidents. (4)
Examiners’ Report

See previous question

Mar 2006 Q1, Nov 2006 Q1, June 2007 Q1,
May 2008 Q1, Sep 2010 Q1, Feb 2014 Q1

An employee has been seriously injured after being

struck by a reversing vehicle in a loading bay
(i) Give FOUR reasons why the accident should be
investigated by the person’s employer (4)
(ii) Outline the information that should be included in
the investigation report (8)
(iii) Outline FOUR possible immediate causes &
FOUR possible underlying (root) causes of the
accident (8)
Examiners’ Report

For part (i), nearly all candidates recognised that the primary purposes of
investigating an accident is to identify the immediate & root causes in order
to prevent similar accidents occurring in the future
In this respect, the main reasons for investigation relate to the possible
weaknesses in risk assessment processes & other aspects of safety
management systems
Other reasons relate to
 Facilitating compliance with legal obligations
 Collecting evidence to defend a civil claim
 Determining economic loss
 & demonstrating management commitment to occupational health & safety
 Part (ii) required an outline of a sufficient range of information to gain the
eight marks available
This should have included reference to information such as
 The personal details of the injured party, time & location of the accident
 Environmental conditions, the work activity at the time of the accident
 The control measures in place
 The precise circumstances of the accident
 The type & extent of injury sustained
 Details of witnesses & copies of their statements where taken
 Drawings & photographs
 Immediate & root causes identified
 Possible breaches of the law
 & the recommendations of the investigation team in relation to remedial
action required
As is often the case, some candidates provided a list rather than an
outline
Other answers lacked the breadth required by concentrating on a
limited number of items of information
Sometimes providing rather more detail than was necessary
 For part (a) Possible immediate causes of the accident described
include the lack of attention paid by both the visitor and the driver of
the vehicle; a breach of site rules such asspeeding, the driver using
a mobile phone and a failure of the visitor to wear high visibility
clothing; a mechanical failure of the vehicle and environmental
conditions such as the absence of or a poor standard of lighting.
 For part (b), candidates were expected to explain possible root
causes of the accident such as the absence of procedures to control
visitors; the lack of adequate arrangements for separating
pedestrians and vehicles; either the absence of site rules for
controlling vehicle direction such as a one way system, for warning
pedestrians of the approach of a vehicle or for restricting speed or
the failure to enforce the rules should they exist; a failure to carry out
regular maintenance of the vehicle; the existence of ‘blind spots’ on
vehicle routes; a poor standard of driver training and a failure to
provide personal protective equipment such as high visibility
clothing.
Another suggested ancer for part (iii)
IMMEDIATE CAUSES

1. Failure of the brakes, so even though the driver did see the pedestrian he
could not stop
2. Human error or failure to comply with procedures by reversing too fast &
not looking out for pedestrians
3. Restricted view for the driver because he was reversing & not using a
banks person
4. Environmental conditions such as high noise levels which may have
caused the pedestrian not to hear the vehicle

UNDERLYING CAUSE

1. Lack of driver & / or other employee training & supervision

2. Absence of site rules or procedures for enforcing the control of
reversing vehicles
3. Failure to separate vehicular & pedestrian traffic in high risk
areas
4. A lack of maintenance of vehicles & / or the workplace which
caused the brakes to fail
 Answers to this question showed a general confusion
between the terms ‘immediate’ and ‘root’ causes. Many
candidates also demonstrated a lack of understanding of
what constitutes an ‘immediate’ cause with the result that
they provided the same explanation for both parts of the
question.
Part (iii) was least well answered, with some candidates displaying an
obvious lack of knowledge of the difference between immediate &
underlying causes
Sep 2011 Q8, Dec 2013 Q8

A visitor to a worksite has been injured when

they were struck by a moving vehicle
(a) Explain possible immediate causes of this
accident
(4)
(b) Explain possible underlying/root causes of
this accident (4)
 “Suggested Answer” (a) (4)
1. The lack of attention paid by both the visitor & the driver of the vehicles, so
the pedestrian was unaware of the presence of the FLT or / & vice versa
2. A breach of site rules such as speeding due to pressure of work or wanting
to get the task completed
3. The driver using a mobile phone while driving, causing his attention to be
distracted for a time
4. A failure of the visitor to wear high visibility clothing & follow the safe
pedestrian routes
(b) (4)

1. Absence of procedures to control visitors, including lack of

induction training, supervision, information & instruction
2. The lack of adequate arrangements for the separation of
pedestrians & vehicles using pavements, barriers etc
3. Either the absence of site rules for controlling vehicle direction such
as a one way system
4. A poor standard of driver training & a failure to provide PPE such
as high visibility clothing for visitors
 June 2010 Q10

A workplace accident has occurred and an investigation is to

take place.

(a) Give the meaning of the term ‘immediate causes’. (2)

(b) Give TWO examples of immediate causes that could have
contributed to a workplace accident. (2)
(c) Give the meaning of the term ‘underlying (root) causes’. (2)
(d) Give TWO examples of root causes that could have
contributed to a workplace accident. (2)
Examiners’ Report
For part (a) The immediate causes of an accident are physical symptoms
which can be seen or sensed such as unsafe acts by individuals or
unsafe conditions in the workplace.
For part (b) In giving examples of the immediate causes of an accident,
candidates could have referred to the failure or breakdown of
equipment or the use of incorrect tools; the involvement of incompetent
or unauthorised personnel; the failure to replace guards on machinery;
a failure to wear personal protective equipment and a poor standard of
housekeeping.
For part (c), an acceptable meaning of underlying (root) causes would
have referred to failures in the management system or lack of
management control.
For part (d) Examples of root causes might have included a failure to
complete risk assessments and introduce safe systems of work;
inadequate procedures for routine maintenance operations; a poor
standard of supervision; a failure to provide an acceptable level of
training for operations where competence was required; and a failure
to recognise and manage the presence of stress in operatives arising
from production issues.
 This question was not well answered.
If candidates were to provide relevant examples for
parts (b) and (d), they would first have had to
demonstrate an understanding of the terms immediate
and underlying causes as required in parts (a) & (c)
There were few who did show this understanding and
consequently the remainder had difficulty in producing
the required examples.
Jun 2012 Q10,Jun 2014 Q6

Identify the content that could be included in

an accident reporting training course for all
workers within an organisation
(8)
 “Suggested Answer”
1. Workers would have to be given a definition of an accident & the
requirements for reporting it whether to meet legal requirements or national
standards
2. To advise them of the reasons & benefits for reporting the incident with the
aim of preventing a recurrence
3. Information would have to be provided on the procedures for reporting, such
as on a form or on line
4. The information which should be provided on the form
5. The person to whom the incident should be reported
6. The consequences of failing to report an accident should be explained
7. But, emphasis would have to be given to the fact that a no blame culture
would be adopted
8. Also training on the usefulness in producing reports to ensure
future improvement in overall arrangements in place for H&S
Sep 2013 Q5, Oct 2013 Q4, Jun 2014 Q 10

Outline the benefits to an employer of

conducting accident investigations (8)
“Suggested Answer”
1. The main benefit is to prevent any similar occurrence which may cause
injuries or losses to the organisation
2. It will also will help ensure compliance with legislation that requires the
investigation & reporting of accidents
3. It will help mitigation from prosecution or civil claims for compensation, as
records will have to be kept
4. Investigation can also help in the review of risk assessments, which may
not have taken some hazards into consideration
5. It helps to show senior management commitment to the workforce,
resulting in motivating workers to behave more safely
6. Statistics can be produced from the investigations, which can be used to
show any trends or hot spots
7. These statistics can also be useful for benchmarking between
departments within an organisation, or with external companies
of similar industry
8. Finally the recommendations from the investigations will help
to improve the overall standard of H&S within the
organisation
Nov 2012 Q6, Mar 2010 Q7 & Mar
2013 Q6
Outline reasons why it is important for an
organisation to investigate near misses
(8)
“Suggested Answer”
1. Near misses are an indication of weaknesses in management systems in place for
H&S
2. This can also help in the review of risk assessments, which may not have taken
some hazards into consideration
3. They can help identify hazards in the workplace before they cause accidents, so they
are an early warning sign of danger
4. Accidents may be infrequent within in an organisation, making it difficult to produce
meaningful statistical information which can show trends
5. Where as there will be many near misses for every major injury, which can be used
to identify trends more easily
6. It is a legal requirement to identify some types of near misses which have the
potential to cause a serious injury
7. It will show senior management commitment towards H&S & help improve workers
morale
8. The ratio of near misses to minor accidents & major injuries can be
shown in the form of an accident pyramid first produced by Hienrich &
later modified by Frank Bird & Loftus which can be used to benchmark
against other organistions
 Another suggested answer
1. This might allow preventive action to be taken before something more
serious occurs in the workplace
2. It is therefore a more proactive, up stream method than just investigating
accidents
3. It also gives the right message that all failures are taken seriously by the
employer & not just those that lead to injury
4. It also shows senior management commitment to improving H&S in general
5. Additionally , it is generally accepted that near-misses far outnumber
incidents resulting in injury
6. This can then therefore produce more data from which a greater
understanding of the deficiencies in existing management systems
7. For example, such as risk assessments & safe systems of work can be
identified & rectified
8. Numerous studies have been carried out on the ration between
near-misses, minor injuries & major injuries, which can be
shown in the form of a pyramid Heinrich’s or Bird’s models
being examples
March 2006 Q10, Nov 2006 Q4 & June 2007 Q10

Giving reasons in EACH case, identify FOUR

categories of persons who may be considered a
useful member of an internal investigation team
(8)
Examiners’ Report

Candidates could have identified persons such as

 A senior manager to demonstrate management commitment & to ensure
appropriate remedial action was taken
 The line manager or supervisor who would be familiar with the working
practices in the area where the accident occurred
 The safety adviser to offer advice on the legal implications of the accident &
the control measures currently in place
 The safety representative to present the interests of the employees
 & a technical expert such as an engineer who would be able to provide
information on technical issues raised during the investigation
While most candidates were able to identify
four persons who could form part of the
investigating team, they were not always
able to provide reasons for their inclusion
and some included external input despite
the word “internal” mentioned on the
question
Dec 2011 Q1

A worker has been seriously injured after being struck by a

reversing vehicle in a loading bay
(a) Give the meaning of the term accident (2)
(b) Outline the actions that should immediately be
taken after the accident (4)
(c) Outline the process for investigating the accident
(6)
(d) Outline the principles of good interviewing technique to
be used when interviewing witnesses (8)
Suggested answer
(b)
1. Call for help, attending to the victim & administer first aid until
removal to hospital, ensuring this is safe to do so, which may
require isolation of power supplies if the person has suffered an
electric shock
2. Informing the next of kin by the most appropriate way, as they will
wish to meet the injured person at hospital
3. Subsequent actions that are required to satisfy statutory
requirements to report the accident to the local enforcing authority
as they may wish to come & investigate
4. Cordon off the area to prevent contamination of the scene
 (c)
1. The first step is to establish the investigation team
2. That done, it will be necessary to interview all the witnesses to the accident
3. This will include at the scene interviews immediately after the accident &
later in a quiet office so the person can then gather their thoughts to
confirm what had happened
4. To collate all relevant existing documentation such as safe systems of work
& maintenance & training records
5. To analyse the information gathered to establish the accident’s immediate
& underlying causes
6. A decision should then be taken on the remedial action that must be taken
to prevent a recurrence
7. Then an action plan prepared allocating responsibilities & a
time scale for the introduction of the recommended measures
8. Then communicating this to the individuals concerned
(d)
1. One of the more important factors is to interview the witnesses as soon as
possible after the accident has occurred
2. This should occur at the scene where their memories are still fresh
3. Witnesses should be interviewed one at a time in a location which will
ensure privacy with no intervention or interruption
4. The at a later date the facts given should be confirmed, by both the person
being interviewed & the interviewer
5. It is essential that the witness is put at ease & they should be allowed to be
accompanied if required
6. The interviewer should use open rather then leading questions to obtain
the facts rather then feelings or opinions
7. With it being made clear that the purpose of the interview is not to assign
blame for the accident
8. On completion of the interview, the witnesses should be fully
thanked for their cooperation
 March 2011 Q6 & April 2012 Q8

A serious accident has occurred. During the investigation

it is found that an inspection of the work site had taken
place before the accident.

Outline possible reasons why the inspection did not lead

to an unsafe situation being corrected. (8)
 Examiners’ Report
There are a number of possible reasons why the inspection did not lead
to the unsafe situation being corrected.
It may have been that the unsafe activity was not taking place at the
time of the inspection or the hazard was not obvious and
consequently the inspector would not have noticed it.
The unsafe condition might have been observed but was not
mentioned in the report of the inspection and even if it had been
included, the report might not have been seen by a responsible
person or had not been followed up and the corrective action taken.
There might have been a situation where the responsibility for taking
the corrective action was unclear for instance if there had been a
number of different employers on site. Finally the failure to correct
the unsafe action may well have been caused by the inability of the
inspector to carry out a proper inspection because of his/her lack of
knowledge and competence.
 There were not too many good answers provided for this
question with a number of candidates unclear as to what
was required and generally concentrating on the
incompetence of the inspector.
Some candidates gave reasons why the accident might
have occurred and what control measures to introduce
rather than ouline why the inspection did not lead to the
correction of the unsafe condition.
Mar 2007 Q11 & May 2012 Q8

List the written information that is likely to be

examined during a health & safety audit (8)
Examiners’ Report

See next question

June 2010 Q9

Identify documents that may be examined

when reviewing an organisation’s health and
safety management system. (8)
Examiners’ Report

During a review of an organisation’s health and safety management

system documents that may be examined include the health and
safety policy together with completed risk assessments and safe
systems of work; health and safety monitoring records such as of
inspections, audits and surveys that have been carried out; accident
and incident data including accident investigation reports and
reports on near misses; health surveillance records; any
communications received following visits from the enforcement
authorities; insurance company reports; results and measurements
from environmental surveys; records of the maintenance of
equipment together with information on any failures that have
occurred; details of the emergency procedures in place and records
of any complaints made by workers.
Nov 2006 Q6 & Feb 2013 Q8

Outline the strengths & weaknesses of using a

checklist to complete a health & safety inspection
of the workplace (8)
Examiners’ Report

Strenghts: Using a checklist to complete a H&S inspection of a workplace

enables
 Prior preparation & planning to be made so that the inspection is more
structured & systematic
 It reduces the chance that important areas or issues might be overlooked or
missed
 Saving time by providing an immediate record of findings
 It also ensures a consistent approach by those carrying out the inspection &
provides an easy method for comparison & audit
 Convenient and easy to be completed by competent persons
 On the other hand, the weakness of using a checklist are
 That over reliance on this method may lead to a blinkered approach by
“inspectors” with the possibility that significant risks might be missed
 That the checklist may not be reviewed & updated to account for changes to
work processes or equipment
 That there is a danger that inspections become routine with no “follow-up”
questions being asked
 That the system is too objectives & restrictive with no scope for peripheral
issues to be considered
 Incompetent persons may be tempted to conduct inspections or that the
procedure is subject to human error &/or abuse
A few candidates, however, again did not read provide the level of
detail to satisfy an “outline” question while others appeared unclear as
to whether the points they made constituted a strength or a weakness
Dec 2005 Q10, May, Aug, Nov 2006 Q10, Mar
2007 Q10, Nov 2007 Q10, Dec 2007 Q10, Nov
2008 Q2, Oct 2010 Q7 & Apr 2011 Q7

(a) Explain how accident data can be used to

improve health & safety performance within an
organisation (4)
(b) Outline TWO proactive monitoring methods that
can be used when assessing an organisation’s
health & safety performance
(4)
Examiners’ Report

In answering part (a), many candidates explained how accident data can be
used to identify trends & problem areas in order that resources can be
allocated & appropriate remedial actions taken
Good answers also explained how accident data enable comparisons to be
made with others (“benchmarking”), & how they can be used to provide
information to employees & to focus & stimulate discussion at safety
committee meetings
Answers to part (b) tended to be limited in content
Most candidates chose “inspection” & “auditing” as their two proactive
monitoring methods but many provided little way of an outline
Some candidates became confused between proactive & reactive
methods & referred inappropriately to accident data analysis & similar
reactive methods
 Other proactive methods that could have been outlined are
 Safety surveys (which generally focus on a particular procedure, such as the
introduction of new equipment)
 Safety tours (which are unscheduled, less formal inspections to check on
general workplace standards)
 Safety sampling (which is an organised system of checking defined areas of
the workplace, & often particular health & safety issues, on a regular basis)
 Benchmarking (where performance is compared with that of similar
organisations)
 The various means of environmental monitoring (e.g. air monitoring, noise
assessments)
 & the results of health surveillance
“Another suggested Answer” (a)

1. Accident data can be used to identify trends & problem areas in order that
resources can be allocated & appropriate remedial actions taken
2. If accident rates are increasing, this is a good indication that the proactive
monitoring methods are not effective
3. Enables comparisons to be made with others benchmarking within an
organisation or external & how they can be used to provide information to
employees & to focus & stimulate discussion at safety committee meetings
4. It also shows management commitment towards H&S, which can help
motivate employees to improve
(B)

1. Safety sampling which is an organised system of checking defined areas of

the workplace, & often particular health & safety issues, on a regular basis
2. This is normally carried out by a team of supervisors with checklists to
indicate non-conformances making it a numerical exercise with time
constraints applied to ensure consistency of results
3. Safety surveys which generally focus on a particular procedure, such as the
introduction of new equipment or on a particular aspect such as the
arrangements for fire
4. This is a more detailed form of safety sample
March 2006 Q8, Nov 2006 Q8, June 2007 Q10 &
May 2008 Q8

Outline FOUR proactive monitoring methods that

can be used in assessing the health & safety
performance of an organisation (8)
Examiners’ Report

Some candidates mentioned methods such as “training” & “risk

assessments” even though these are not methods of monitoring at all
Relatively few candidates were able to identify & expand as required on
methods such as
 Audits
 Safety surveys
 Safety Sampling
 Safety tours
 Benchmarking
 Health surveillance
 & environmental monitoring
March 2006 Q8, June 2010 Q5

(a) Outline what is meant by the terms:

(i) ‘active (proactive) monitoring’; (2)
(ii) ‘reactive monitoring’ (2)
within an organisation.

(b) Explain TWO active (proactive) monitoring

methods that can be used when assessing an
organisation’s health and safety performance.
(4)
Examiners’ Report

In answering part (a) of the question, candidates should have

outlined that active (proactive) monitoring involves taking the
initiative before things go wrong within an organisation in respect of
health and safety issues and ensuring appropriate health and safety
systems and procedures are in place. Reactive monitoring is
oncerned with looking at events that have occurred in order to learn
from mistakes and establishing what systems and procedures can
and should be put in place to prevent a recurrence. Some
candidates were unable to differentiate between the two types of
monitoring.
For part (b), candidates could have selected from a number of active
monitoring methods including inspections – regular scheduled
activities identifying existing conditions and comparing them with
agreed performance objectives; surveys – which focus on a
particular activity such as manual handling or workers’ attitudes
towards safety; audits – involving a comprehensive examination of
all aspects of an organisation’s health and safety performance
against stated objectives; sampling – which targets specific areas of
occupational health and safety such as unsafe work practices; tours
– unscheduled workplace checks on issues such as housekeeping
or the use of personal protective equipment; health surveillance –
involving health screening by the use of techniques such as
audiometry; and benchmarking – where the performance of an
organisation in certain areas of health and safety is compared with
that of other organisations with similar processes and risks. While
most candidates were able to identify two active monitoring methods
they could not be awarded all the marks available since they were
unable to give a satisfactory explanation of the methods they had
chosen.
March 2006 Q8, Dec 2010 Q11

Identify the:
(a) active (proactive); (4)
(b) reactive measures (4)

by which an organisation can monitor its health

and safety performance.
Examiners’ Report
In answering part (a) of the question, many candidates successfully
selected from a number of active monitoring methods including safety
inspections, surveys, audits and sampling, environmental monitoring,
health surveillance, behavioural observation such as by carrying out
safety observation tours and benchmarking against the performance of
other like organisations.

Answers to the second part (b) were not to the same standard with
many candidates unable to identify reactive measures available to an
organisation and showing obvious confusion between the two types of
monitoring measure. Reactive measures that might be used include the
number of reported accidents and the frequency rate; sickness
absence rates particularly those relating to occupational ill-health;
incidents of reported near misses and dangerous occurrences; property
damage; the number of actions such as the issue of notices or
prosecutions taken by the enforcement authorities; the number of civil
claims; the number of complaints from workers and the costs involved
in all the above.
Jun 2013 Q8

(a) (i) Give the meaning & purpose of the

term active monitoring (2)
(ii)Give TWO workplace examples of
active monitoring methods (2)

(b) (i) Give the meaning & purpose of the

term reactive monitoring (2)
(ii)Give TWO workplace examples
of reactive monitoring methods
(2)
“Suggested Answer” (a)(i) (2)

1. The meaning of proactive monitoring is a method of checking that

there are suitable & sufficient safety measures in place
2. The purpose is to ensure that these control measures are being
used & maintained
 (ii) (2)

1. Safety sampling which is an organised system of checking defined areas of

the workplace, & often particular health & safety issues, on a regular basis
2. This is normally carried out by a team of supervisors with checklists to
indicate non-conformances
3. Safety surveys which generally focus on a particular procedure, such as the
introduction of new equipment, this is a more detailed form of safety sample
(b)(i) (2)
1. The meaning of reactive monitoring is taking corrective action after
the event has already happened, for example an accident / incident
has occurred
2. The purpose is to produce statistics which can be used to identify
any trends of the types of accidents occurring
(b) (i) (2)

1. One example of a reactive monitoring method would be to carry out

an accident investigation to find the immediate & underlying / root
causes
2. Another method would be the reporting of near misses, events
which had the potential to cause harm or loss
Mar 2006 Q8, Dec 2010 Q7, May 2012 Q4 &
Sep 2013 Q10

Outline factors that would determine the

frequency with which health and safety
inspections should be undertaken in a
workplace. (8)
Examiners’ Report

In answering this question, candidates were expected to outline factors

such as:
Compliance with statutory requirements and International Labour
Organisation (ILO) guidelines; the activities undertaken at the
workplace and their associated level of risk; the makeup of the
workforce which could include vulnerable members such as the
young and/or disabled where high standards of health and safety
would have to be maintained; the results from previous inspections
and audits and the company’s record of compliance with established
standards; recommendations made following risk assessments;
accident history and the outcomes of accident investigations;
enforcement action taken or advice given by the enforcement
authority; the introduction of new equipment, processes or safe
systems of work; manufacturers’ recommendations and
requirements from insurance companies; and following
consultation with or as a result of complaints from workers.
 Many candidates did not attempt this question and of those that did,
few provided answers to a satisfactory standard. Some appeared to
misunderstand the question and described the types or contents of
inspections and who should carry them out rather than the factors
that would determine their frequency.

Others who were on the right track were only able to offer factors
such as accidents or incidents and the introduction of something
new, whether process or equipment.
September 2010 Q8

(a) Explain the meaning of the term ‘health and safety

audit’. (2)
(b) Identify the advantages of:
(i) an internal auditor; (2)
(ii) an external auditor (2)
carrying out a health and safety audit.
(c) Outline why the audit findings should be presented
to the senior management of an organisation. (2)
Examiners’ Report

For part (a), a ‘health and safety audit’ could have been explained as a
systematic critical examination of a health and safety management
system, involving a structured process for the collection of
independent information with the aim of assessing the effectiveness
and reliability of the system, identifying its strength and weaknesses
and suggesting corrective action when this was thought to be
necessary.
Answers to this part of the question were generally vague with few
candidates able to give an acceptable meaning for the term ’health
and safety audit’.
For part (b) i) The possible advantages of using an internal auditor for
a safety audit would include familiarity with the workplace, its tasks
and processes and an awareness of what might be practicable for
the industry; ability to see improvements or a deterioration from the
last audit; familiarity with the workforce and an individual’s qualities
and attitude; the fact that the workforce might be more at ease with
someone who was part of the organisation; and an audit which was
relatively less costly and easier to arrange.

For part (b) ii) An external auditor on the other hand is more likely to
possess the necessary auditing skills and credibility; will not be
inhibited from criticising members of management or the workforce;
is more likely to be up to date with legal requirements and best
practice in other companies and will view the organisation’s
performance through a fresh pair of eyes.
Candidates appeared to have difficulty in identifying the advantages of
using each type of auditor and some wrote of the disadvantages
rather than the advantages.
For part (c), candidates should have outlined that there a number of
reasons why the audit findings should be submitted to the senior
management of the organisation such as they have the authority
both to require appropriate action to be taken and to authorise the
resources that might be necessary; to enable them to demonstrate
leadership and commitment from the top; to enable them to give
praise or reward where this has been earned but also to take
disciplinary action against workers in cases where this is thought to
be necessary; to enable them to consider and reset their goals and
objectives for the future and to comply with their personal
responsibilities either under legislation or under international
standards and best practice.

Most candidates recognised management’s ability to allocate resources

and the opportunity offered to them to show their
Sep 2013 Q6

(a) Outline the key features of a health and

safety audit. (4)
(b) Outline why the audit findings should be
presented to the senior management of an
organisation. (4)
 Examiners’ Report
This question related to Element 5 of the syllabus and assessed candidates’
knowledge of learning outcomes 5.1 Outline the principles, purpose and role of active
and reactive monitoring and 5.2 Explain the purpose of, and procedures for, health
and safety auditing.
Part (a) required an outline of the key features of a health and safety audit.
There were a number of reasons candidates missed marks on part (a). Some
candidates’ answers dealt with inspections rather than audits whilst other dealt
generally with health and safety policy. Some who did consider ‘audit’ went on to list
the type of documentation an auditor might examine.

for part (b).

This question obtained the lowest average mark of all the eight mark questions.
Given the importance of auditing within health and safety practice and the fact that this
is reflected in the syllabus, audits and auditing are topics on which candidates do need
to be confident.
“Suggested Answer” (a)

1. It is the most proactive of all monitoring methods & is a separate

element in the H&S management system
2. It is a critical systematic evaluation of the safety management
system in place within an organisation
3. It may be internal or external (independent without any bias) & will
be carried out by a team of trained auditors who are very
competent
4. It will follow audit trails through out the organisation to interview
employees to check their competence levels match those stated in
the management system
(b)
1. The report will have recommendations as a result of non
compliances found during the audit. These will need to be used as
an action plan for senior management to place actions on people
within the organisation
2. Senior management are the only people who can allocate the
resources required such as time & finances for the actions
3. It will show senior management commitment to the workforce after
they have communicated the findings to all people within the
organisation
4. This will help to motivate the staff to carry out the necessary
actions as a result of the audit report to ensure continual
improvement of the H&S culture etc
 Sep 2011 Q1

(a) An organisation is required to introduce

arrangements for H&S inspections
(i) Give the meaning of the term H&S
inspection (2)
(ii) Identify factors to consider when making
these arrangements (10)
(b) Outline how the findings in an inspection report
might be communicated in a way that is
effective & persuades senior management to
take action (8)
“Suggested Answer” (a) (i) (2)

1. The identification of workplace hazards not controlled to an

acceptable standard
2. The observation of unsafe acts or the confirmation of existing safe
conditions & the identification of good practice & compliance with
agreed procedures & vice versa
(ii) (10)
1. The size & complexity of the organisation, the type of work carried out & its
associated hazards
2. The history of accidents & incidents that may have occurred
3. The requirements for particular inspections contained in applicable
legislation
4. International guidance & best practice
5. The selection & required competency of those chosen to carry out the
inspections
6. The nomination of a member of management to receive & action a report
on the inspections & the frequency of with which they should be carried out
7. The protocol for the immediate remedy of an unsafe situation which may
necessitate the granting of permission to stop an activity
8. Consideration of the use of a checklist for the inspections
9. A copy of previous inspection reports
10. The resources needed to introduce the arrangements & their
costs
 (b) (8)
1. The report should be clear & concise & should not include ambiguous
phrases & should explain specific technical terms where required
2. It should have an introduction, an executive summary & main body &
recommendations
3. Clear headings should be used with a general layout which will facilitate a
clear understanding by the reader
4. The report should acknowledge strengths where these have been noted
such as where good standards of compliance have been found
5. It should prioritise areas where action is necessary, to ensure higher risks
are dealt with first
6. Making clear recommendations in each case & proposing a timescale for
the required action
7. Comparing the results of the inspection with those carried out
previously to indicate whether there has been an improvement
or a deterioration of standards
8. Finally it should be communicated within a reasonable time
period of the inspection being completed
Apr 2011 Q4, Aug 2012 Q2 & Dec 2012 Q9

Explain why it is important for any organisation to

review its health and safety performance
(8)
Examiners’ Report

 To measure their progress and failures to

continually improve their performance
 Showing the management commitment
 Motivate the employees
 Comply with the law & local legislation
 To be certified by international bodies e.g. ISO
 Set objectives & measure their achievment
 Identify needed resources
 Carry out statisitcs & benchmarking
 Identify any new hazards or control measures
 “Another suggested Answer”
1. To identify both good & substandard H&S practices & conditions from the results of
inspections & audits
2. To identify trends in relation to different types of incidents by analysis of relevant
data
3. To compare actual performance with previously set SMART objectives & targets
from previous inspections
4. To identify why control measures are in use, to assess their effectiveness & to be
able to make decisions on appropriate remedial measures for any deficiencies
identified
5. To assess compliance with legal requirements & accepted national / international
standards
6. To be able to provide a benchmark of the organisation’s performance against that of
similar organisations or an industry norm
7. To boost morale & motivate the workforce by the showing of senior
management commitment
8. Monitoring & review is a vital component of H&S management systems
& is essential that the system is externally accredited & audited by a
specific body
Mar 2011 Q5, Nov 2013 Q10

Outline the reasons why an organisation should

monitor & review its H&S performance (8)
Examiners’ Report

See previous question

Mar 2012 Q1
It is important for organisations to monitor & review their H&S
performance
(a) (i)Give FOUR examples of active / proactive
monitoring methods (4)
(ii) Give FOUR examples of reactive monitoring
methods (4)
(b) Identify ways in which findings from monitoring can be
communicated to manager & workers (4)
(c) Identify factors that could influence the frequency of H&S
performance reviews (4)
(d) Explain why it is important for organisations to
review their H&S performance regularly (4)
“Suggested Answer” (a)(i) (4)

1. Environmental monitoring
2. Health surveillance
3. Safety observation tours
4. Benchmarking against the performance of other like organisations
(ii) (4)

1. Sickness absence rates particularly those relating to occupational

health
2. The number of actions taken by the enforcement authorities
3. The number of civil claims
4. The number of complaints from workers
 (b) (4)
1. At meetings of the H&S committee
2. Occasionally on a one to one basis as, for example, at an appraisal
interview
3. A formal report of the board
4. In informal H&S newsletters
(c) (4)

1. The risk levels of the work activities & / or the environment

2. A requirement of the organisation’s H&S management system
3. Demands from the enforcing authority, insurers, clients, workers or
trade unions
4. A cyclic activity such as, for example, where seasonal work is
involved
(d) (4)

1. To compare actual performance with previously set targets to

ensure there is continual improvement in the H&S management
system
2. Additionally, reviews will assist in the allocation of resources for
those areas of the H&S management system which are deficient
3. Will confirm or otherwise that the H&S management system in
place is working & being used effectively by people within the
organisation
4. It may be a requirement of the organisation’s own H&S
management system to review at certain intervals
Nov 2013 Q7

(a) Give the meaning of the term health and

safety audit (2)
(b) Outline the issues that need to be
considered at the planning stage of an audit
(4)
(c) Identify TWO methods of gathering
information during an audit (2)
“Suggested Answer” (a) (2)
1. An audit is a systematic critical examination of the whole health
and safety management system to identify any weaknesses then
produce action plan with suitable recommendations to correct any
non-conformity , Aim of the audit is to ensure that the health &
safety management system is UAE (Used, Adequate & Existing) ,
Using THREE evidences (Inspection, Document checks and Staff
interview)
2. Then following audit trails throughout the organisation for
verification of compliance with these procedures
(b) (4)
1. Whether or not the audit is to be carried out internally by the
organisation personnel or the use of independent auditors external
to the organisation
2. The scope or range of the activities that will be covered by the
audit, for example engineering areas or administrative
3. The range of practical skills required of each auditor with in the
audit team, such as specialists in confined spaces etc
4. The length of the audit process with timescales and personnel to be
interviewed as part of an overall programme
 Another Answer (extended)

Factors to be considered when preparing a health & safety audit:

- Type of audit, its scope such as management system elements and terms of
reference
- audit protocols and consider issues such as scoring or the use of suitable software.
- Size of the organisation and number of employees
- Activities taking place, risks, tools & equipment used
- Auditing team (competence, number and duties in the audit)
- Management system needs and content
- Local legislations and selected performance standards
- Duration of the audit & frequency of auditing
- Cooperation needed from management and their commitment
- Available resources to complete the audit
- Identification of the key elements of the audit process such as the
planning, interviews and verification, feedback routes and the preparation and
presentation of the final report.
(c) (2)
1. By interviewing members of staff
2. By reviewing health and safety documentation
3. Carrying out physical observation for the workplace (inspection)
Nov 2012 Q1, Mar 2013 Q1

(a) Outline the key features of

(i) A H&S inspection (4)
(ii) A H&S audit (4)
(b) Explain the meaning of the term “Benchmarking”
(2)
(c) Explain how the findings of an audit may be
used to improve H&S performance (10)
“Suggested Answer” (a)(i) Inspection (4)

Complete definition with explanation for both is required:

(i) H & S inspection:
1. A H&S inspection Is a “physical observation” for the workplace including the
identification of workplace uncontrolled hazards; unsafe conditions and
unsafe acts as well as the identification of good practice and compliance
with agreed procedures.
2. It involves walking around the workplace to observe unsafe acts & / or
conditions
3. It may / may not involve the use of a checklist to guide the person who is
carrying out the inspection
4. Inspections can be carried out at different periodicities, depending upon the
level of risk complexity & by people of varying competence levels
 (a) (ii) Audit (4)
1. An audit is a systematic critical examination of the whole health and safety
management system to identify any weaknesses then produce action plan
with suitable recommendations to correct any non-conformity , Aim of the
audit is to ensure that the health & safety management system is UAE
(Used, Adequate & Existing) , Using THREE evidences (Inspection,
Document checks and Staff interview)
2. This can be internal or external (totally independent of the organisation
therefore preventing any bias from the auditor towards the people being
audited)
3. The audit initially looks at the arrangements in place for H&S & will check
the effectiveness of H&S policy statements, risk assessments, etc
4. An audit trail will then be conducted to ensure that what is supposed to
happen according to the documentation does in fact take place in the
workplace
(b) Benchmarking is the process of comparison
of an organisation’s performance with others
in the industry or sector.
 (c) (10)
1. Firstly the findings of the audit will presented to management in the form of
a concise written report with a suggested action plan
2. This report & action plan can then be used by the organisation to identify
their weaker areas & help prioritise the actions required in a constructive &
systematic way
3. If the audit was totally independent it should be totally unbiased, thereby
preventing the temptation to go easy on certain aspects
4. The audit will identify shortcomings in workers level of training &
competence & this can then be used to identify training needs within the
organisation
5. Likewise weaknesses in the maintenance of equipment may have been
found during the audit, which may lead the organisation to
review its periodicity of that maintenance, thereby improving
both safety & reliability
6. The findings of the audit may highlight deficiencies in the risk
assessment process & implementation of safe systems of work
7. Enabling the organisation to therefore improve their arrangements
for risk assessment & safe systems of work accordingly & thereby
reduce their accident / incident rates
8. The audit may identify weaknesses in clarification of peoples roles &
responsibilities within the organisation & help improve this by
suggesting better methods of communication & consultation
9. The findings of the audit in general may help motivate management
& workers to improve their H&S performance
10.It can also help the organisation benchmark both internally within
the organisation & externally with other like companies
Sep 2009 Q2, Aug 2011 Q9 & Dec 2013
Q11

Outline the key features of

(i) Audit (4)
(ii) Inspection (4)
Examiners’ Report

See previous question (a)

Weakness in examination technique
Many candidates fail to apply the basic principles of
examination technique and for some candidates this
means the difference between pass and fail.
Candidates need to plan their time effectively. Some
candidates fail to make good use of their time and give
excessive detail in some answers leaving insufficient
time to address all of the questions.
In some cases, candidates do not attempt all the
required questions or are failing to provide complete
answers. Candidates are advised to always attempt
an answer to a question even when the question is on
an unfamiliar topic.
At the risk of stating the obvious, an
unattempted question will gain no marks.
Questions or parts of questions missed can
also indicate a weakness in time management.

Some candidates fail to answer the question set

and instead provide information that may be
relevant to the topic but is irrelevant to the
question and cannot therefore be awarded
marks.
 Some candidates fail to separate their answers
into the different sub-sections of the questions.
These candidates could gain marks for the
different sections if they clearly indicated which
part of the question they were answering (by
using the numbering from the question in their
answer, for example).
Structuring their answers to address the
different parts of the question can also help in
logically drawing out the points to be made in
response.
Candidates benefit from the chance to practice
answering questions in examination like
conditions. This should assist them to become
familiar with the need to read questions
carefully, consider, plan their answer and then
begin to write.

By examination like conditions, practicing their

answers within appropriate time limits should
help candidates with time management within
the examination.
The End! “phew”
 Thank You
Osama Abdel-Wahab
0100 259 4235
Dr47241@yahoo.com