You must select, research, and conduct a toolbox talk on a type of workplace hazard that you have identified through consultation with a work group. Toolbox talks are regularly delivered to small groups in the workplace and highlight workplace health and safety issues.

The hazards you can choose from include:

? physical hazards
? psycho-social hazards
? mechanical hazards
? chemical hazards
? sources of energy
? environmental hazards

Once you have delivered your talk, you will then need to create standard operating procedure and train a member of your (real or simulated) work group in that procedure.

Activity 1 - Toolbox talk procedure

1. Identify a work group in your organisation or a simulated workplace. Conduct some research and identify a common hazard in that work environment.

2. Consult with the work group to identify a common hazard found in that work environment. If you are simulating the work group, you will need 3 adult volunteers to participate with you.

• Are there any legislative requirements that relate to this hazard, Acts, Codes of practice or standards?
• What policies and procedures apply or should apply to this hazard?
• What control methods are in place or should be in place?
• The importance of consultation in identifying and treating hazards in the workplace.
• How do you plan to follow up to consult again on the hazard and treatment? What are the outcomes of risk assessment and control?
• A description of where work group members can access information about the hazard.

3. Submit a record of the toolbox talk to your assessor, including any of the following, consultation notes, presentation notes, presentation aids, and case studies or examples included in the talk.

Ensure you keep copies for your records. (We do not need to see you present the toolbox talk but we need evidence of what was presented).

Activity 2 - Training procedure

Case Study- Manual Handling ABC Company

You are employed as a HSR for ABC Company. Over the past 12 Months ABC has had an increase in Manual handling injuries. The most common ofthese areas a result from incorrect lifting techniques. ABC main business is Packaging. Employees work on a processing line where they lift boxes weighing 5kgs from a height of 1 metre and place them on a packing crate on the ground directly behind them. It has been identified after consultation with the employees that there is no procedure for this task and no employees have been correctly trained on how to do this.

The Managing director has approached you to create a procedure and train the employees on correct lifting techniques. You will need to conduct some internet research on manual handling to prepare for your training session.

Create a policy/procedure using the template below; you will need to outline the scope of the policy and the steps involved in the procedure. You can make assumptions for any information that is not in the above case study. You may need to undertake some internet research. A good place to start will be the Code of Practice on Manual Handling.

When designing the procedure what stakeholders would you consult with?

What are the training needs to implement this policy to the applicable stakeholder?

How would you inform the stakeholder of this new procedure?

How and when will you monitor / review the procedure in the future?

Activity 2.2 - Training Plan

Develop a written plan for a training session (a maximum of ten minutes) on the manual handling procedure you developed in the previous activity. Use the Training Plan template below.State the key points of the delivery, what resources will be required for the delivery and any costs associated with this?

What performance issue does this training session need to address?

What costs are associated with your training session (such as resources, wages etc)?

Activity 2.3- Coaching and Mentoring
Now that you have conducted your training, the Manager of ABC approaches you and informs you that Jim Wilson has been observed not undertaking the correct procedure that has been implemented. When Jim was consulted with, he informed you that he does not really understand the procedure and needs some extra assistance.

You will need to organise an extra learning opportunity with Jim, as he needs some extra instruction and practice to achieve the desired standard of performance. You will need to prepare a five- to ten-minute (maximum) follow-up coaching or mentoring session with Jim. Use coaching or mentoring techniques and the GROW Model template below to help Jim reach his performance goals.