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Health and Safety
Executive
Health and Safety
Executive
CDM 2007 Training
Package
Session 7 00
Competence & training
Version: September
2007
What is competence?
To be competent, an organisation
or individual must have:
Sufficient
knowledge of the specific tasks to be undertaken and the risks which
the work will entail; and
Sufficient
experience and ability to carry out their duties in relation to the
project; to recognise their limitations and take appropriate action
in order to prevent harm to those carrying out construction work, or
those affected by the work
CDM 2007 Competence &
training 00
Slide 2
What does CDM 2007
require? (1)
All persons
who have duties under CDM 2007 should:
Take 00easonable steps00
to ensure persons who are appointed are competent
Not arrange
for or instruct a worker to carry out or manage design or construction
work unless the worker is competent
Not accept
an appointment unless they are competent
Applies to
corporate and individual competence
CDM 2007 Competence &
training 00
Slide 3
What does CDM 2007
require? (2)
Assessment
should focus on the needs of the particular project and be proportionate
to the risk, size and complexity of the work
CDM 2007 should
streamline the competence assessment process
A key duty
of the CDM co-ordinator is to advise the client about the competence
of those employed by the client
CDM 2007 Competence &
training 00
Slide 4
Corporate competency (1)
Corporate
competency should be assessed by a two-stage process
Stage 1:
An assessment of the company00
organisation and arrangements for health and safety
Stage 2: An
assessment of the company00
experience and track record
Companies
will be expected to reach the standards set out in the core criteria
in CDM 2007 ACoP Appendix 4
The Core Criteria
have been agreed between industry & HSE
CDM 2007 Competence &
training 00
Slide 5
Corporate competency (2)
Duty holders
can
assess
potential appointees against the core criteria or
can use independent
accreditation schemes such as CHAS, National Britannia Safe Contractor
The agreed
criteria will help prevent a diversity of demands from clients and others
and reduce the amount of paperwork and bureaucracy
CDM 2007 Competence &
training 00
Slide 6
Individual competency
Individual
competency should be assessed by a two-stage process
Stage 1: Assessment
of knowledge, training records and qualifications, including basic understanding
of site risks
Stage 2: Past
experience in the type of work you are asking them to do
Those new
to construction work will need close supervision by a competent person
until they can themselves demonstrate competence
CDM 2007 Competence &
training 00
Slide 7
Individual competency 00designers (1)
When assessing
the competence of individual designers, look for
Stage1: membership
of professional institution e.g. RIBA, CIAT, ICE, IStruct E, CIOB etc.
Stage 2: evidence
of past experience in similar work
You may need
to take into account the skills and knowledge of other designers if
the work is to be carried out by a design team
CDM 2007 Competence &
training 00
Slide 8
Individual competency 00designers (2)
Designers
must be able to
Identify hazards,
understand how they can be eliminated, and address residual risk
Design in
accordance with the Workplace (Health, Safety and Welfare) Regulations
1992
Identify significant
remaining risks
Inform contractors
Co-operate
and co-ordinate with the PC
CDM 2007 Competence &
training 00
Slide 9
Individual competence 00CDM
co-ordinator (1)
CDM co-ordinators
play a key role in CDM 2007 and need
Good interpersonal
skills to encourage co-operation and co-ordination
Understand
the design process and the need to co-ordinate designers00work
Knowledge
of health and safety in construction
Identify the
key information others will need to know
CDM 2007 Competence &
training 00
Slide 10
Individual competence 00CDM
co-ordinator (2)
For smaller
projects
Stage 1: Knowledge
of the design process and health and safety in construction (e.g.
qualification such as NEBOSH construction certificate, Membership of
the ICE health and safety register, IPS, APS, etc)
Stage 2: Experience
in applying the knowledge of construction
CDM 2007 Competence &
training 00
Slide 11
Individual competence 00CDM
co-ordinator (3)
For larger/higher
risk projects
Likely to
be a corporate CDM co-ordinator appointment
Appendix 5
of CDM 2007 ACOP provides detailed guidance
The skills
and knowledge of the CDM co-ordinator will need to reflect the complexity
of the project and the specialist knowledge necessary to ensure that
the risks are properly controlled
CDM 2007 Competence &
training 00
Slide 12
Individual competence
- workers
Assessments
should focus on the needs of the job, & be proportionate to the
risks
Stage 1: Assess
the task knowledge to carry out the work safely e.g. training records,
qualifications, CPD, NVQ, time served
Stage 2: Assess
the individual00
experience
Provide supervision,
training and instruction as necessary
CDM 2007 Competence &
training 00
Slide 13
Competence & training 00Key messages
By choosing
the right people for the right job and appointing them early, all in
the construction team can make sure that the project is safety to build,
safe to use, safe to maintain and delivers good value
CDM 2007 will
make it easier to show that you have the right skills and experience
for the job
Competent
designers eliminate hazards and reduce risks 00
manage the risk, not the paperwork
CDM 2007 Competence &
training 00
Slide 14
Note
CHAS : Contractors
Health and Safety Assessment Scheme
Note
Royal Institute
of British Architects
Chartered Institute
of Architectural Technologists
Institution of Civil
Engineers
Institution of Structural
Engineers
Chartered Institute
of Building
Stage 1: Knowledge of design
process & H&S in construction. Membership of relevant
construction institution, professionally qualified to Chartered level,
validated CPD for H&S (including NEBOSH Constr. Cert), membership
of APS/IPS
Stage 2: Evidence of experience
& ability (eg worked on similar projects etc)
download CDM 2007 Training Package Session 7 0Competence & training
