As the Employer, the primary duty holder PCBU – MAT Health Clinic (MCH), has the responsibility and must ensure, so far as is reasonably practicable, the: 

• provision and maintenance of a safe work environment; 
• provision and maintenance of safe equipment and structures; 
• provision and maintenance of safe systems of work; 
• safe use, handling and storage of equipment, structures and substances;
• provision of accessible and adequate facilities (for example access to washrooms, car parking, ramps);
• Provision of appropriate safety equipment and personal protective equipment (PPE)
• provision of any instruction, training, information and supervision; 
• monitoring of workers health and conditions at the workplace and
• maintenance of any accommodation owned or under their management and control to ensure the health and safety of workers occupying the premises.

The Employer has the right to expect reasonable work performance from their staff.

Workers
Workers, or employees, must take reasonable care for their own health and safety while they are at work, and take reasonable care that their acts or omissions do not adversely affect the health and safety of other persons. They must comply, so far as they are reasonably able, with any reasonable instruction given by the Practice Manager, as well as co-operating with any reasonable policy or procedure which relates to workplace health and safety. On a day to day basis, these responsibilities includes:

• Take reasonable care for their own health and safety
• Follow safe work procedures, practices, instructions and rules
• Participate in safety training
• Use safety equipment and personal protective equipment as instructed
• Identify WHS issues in the workplace
• Identify and report infection related risk factors
• Carry out risk assessments using a Risk Assessment Form
• Take action to minimise or eliminate risks in the scope of their role
• Conduct workplace inspections
• Participate in WHS consultation meetings
• report all known hazards, accidents and incidents as soon as possible.

Employees, have the right to:

• a safe and healthy work environment
• instruction, training and supervision
• appropriate safety equipment
• speak up about work conditions
• say no to unsafe work
• be consulted about safety in the workplace
• workers compensation
• access to information related to potential hazards
• request changes to avoid potential hazards
• discrimination for exercising work health and safety rights

All staff are required to follow our code of conduct. CLICK HERE

What are Work Groups?
Work Groups are groups of workers who share similar WHS concerns and similar work conditions.

How are Work Groups formed?
Work Groups are formed so that workers can be represented about WHS concerns. The Work Groups do not need to be based around a physical location. The work groups are formed by negotiation and agreement between the PBCU(employer) and the workers. Work groups may be formed by groups of workers who have similar job roles, activities or functions but who may be located across multiple sites or locations. Similarly, a work group may be formed by workers who perform varying job roles, activities or functions but all are located at a single site. A work group may be formed for workers who identify as having specific risks or concerns, such as those who work in remote locations, workers performing shiftwork or those exposed to a specific hazard or risk.

Why are Work Groups needed at MHC?
Work Groups are required so that workers (as a group) can determine the most appropriate way for MHC to consult about WHS concerns or matters. As Health and Safety Representatives (HSRs) and Health and Safety Committees (HSCs) are formed to represent a specific Work Group everyone needs to be clear about what Work Group/s exist, who is part of each Work Group and what WHS consultation arrangements have been agreed for a particular Work Group.

WHS consultation options available to Work Groups once they are formed include;
• Health and Safety Representatives (HSRs)
• Health and Safety Committees (HSCs)
• Other agreed arrangements

Open communication between workers and managers is important to ensuring a safe workplace. Therefore, workers are encouraged to:

• ask questions relating to WHS
• bring up safety concerns
• make recommendations regarding WHS
• give regular feedback
• become involved in evaluation of safety issues
• participate in any WHS related problem solving process.
  It is important that workers help shape decisions about WHS particularly when:
• Identifying hazards and assessing risks
• making decisions about ways to eliminate or minimise those hazards or risks
• proposing business changes that may affect the health and safety of workers
• purchasing of new equipment or substances
• developing or changing job tasks or safety procedures.

Why is consultation important?

MAT Health Clinic has a key legal duty to consult workers about health and safety.

A safe workplace is more easily achieved when everyone involved in the work communicates with each other to identify hazards and risks, talks about health and safety concerns and works together to find solutions. This includes cooperation between duty holders, the people who manage or control the work and those who carry out the work or who are affected by the work.

By drawing on the knowledge and experience of staff and other workers, MHC can make more informed decisions about how the work should be carried out safely.

Effective health and safety consultation also has other benefits:

• greater awareness and commitment—because workers who have been actively involved in how health and safety decisions are made will better understand the decisions
• positive working relationships—because understanding the views of others leads to greater cooperation and trust.

When do we need to consult?

We consult with workers when:

• managing work health and safety risks
• making decisions and changes affecting work health and safety
• developing work health and safety procedures

Regular consultation is better than consulting only as issues arise on a case-by-case basis because it allows you to identify and fix potential problems early.

Ways to keep WHS front of mind at our clinic

Taking a safety moment can be as simple as spending five minutes every morning talking with your team about the hazards and risks in your workplace, and how to prevent harm.

We use signs that draw attention to safety issues. For example, if employees work with equipment, all machines should have a label warning about potential injuries. You may also want to place signs on doors, reminding employees to close doors behind them; signs on wet floors; or signs indicating areas of the building that require special safety clothing or items like gloves and safety glasses.

We train employees in safety. In addition to regular training at least once a year, we hold a safety training workshop to draw attention to potential safety concerns in our workplace and remind employees to be safe.

We encourage our workers to adopt healthy behaviours. For example, smoking cessation and weight loss group. Our company-wide healthy challenge is a great motivator.

We have a staff vaccination and wellness program.

How consultation works here?

Consultation with workers can be undertaken in various ways. It does not need to be a formal process and can be as simple as talking to them regularly and considering their views when making health and safety decisions.

Consultation can also be undertaken through our health and safety committee.

There may be occasions that we need to consult, cooperate and coordinate activities with other individuals and organisations. WHS consultants and inspectors are professionals that are specially trained on the matter of health and safety in the workplace. With their experience and expertise, they can provide expert advice on how our clinic can improve the overall health and safety in the workplace. We may engage an expert to assist us when:

• making decisions about ways to eliminate or control risks
• changing or updating workplace facilities (e.g. ergonomics expert)
• proposing changes that may affect the health and safety of workers

Getting help with safety information sheet CLICK HERE

Fire Safety Advisor information sheet CLICK HERE

Work Health and Safety Consultation, Cooperation and Coordination Code of Practice – practical guidance for employers on how to effectively consult with workers.

To view the Work health and safety consultation, cooperation and coordination
Code of Practice CLICK HERE

Definitions:

• First aid is the immediate treatment or care given to a person suffering from an injury or illness until more advanced care is provided or the person recovers.
• First aid officer (FAO) is a person who has successfully completed a nationally accredited training course or an equivalent level of training that has given them the competencies required to administer first aid.

MAT Health Clinic has in place the following first aid procedures, as required by First Aid in the Workplace Code of Practice

• The appointment and training of First Aid Officers (FAO)
• The provision of first aid kits within the workplace
• Clear signage with the name of the FAO and the location of the first aid kits
  

First Aid Officer Training:

• The minimum level of training for a FAO is the Senior First Aid Certificate (or equivalent)
• Refresher training should be undertaken every three years.

First Aid Officer Responsibilities:

• The FAO is approved to render first aid assistance in the workplace.
• The FAO should ensure that they do not administer first aid services beyond their level of training.
• A record of any first aid treatment given should be kept by the FAO and reported to the Station Manager on a regular basis to assist with reviewing first aid arrangements.

To view First Aid in the Workplace Code of Practice Click Here

A safety reporting process will help you identify health and safety issues, why they occurred and how to fix them.

Why have a safety reporting process?

A good safety reporting process:

• encourages your workers to speak up about issues and potential issues
• motivates everyone at work to join in
• provides regular discussions about health and safety and opportunities to join in
• helps improve your safe work procedures and training
• reports back on the actions taken to resolve issues
• makes it clear what the law requires in case of a serious injury, serious illness or death at your workplace.

What to report?

Some things you should encourage workers to report include:

• injuries, illnesses and fatalities
• near misses
• damaged or faulty equipment
• housekeeping issues
• health and safety hazards
• suggestions for improvement.

By encouraging the reporting of hazards, near misses, and maintenance problems, you can help stop incidents from occurring.

Importantly, some injuries, illnesses and incidents must be reported to Workplace Health and Safety Queensland by law.

Section 38(7) of the WHS Act requires us to keep a record of each notifiable incident for at least five years from the date MAT Health Clinic was notified.

Storing and protecting reports

All records relating to health and safety in the workplace must be retained and stored electronically in the WHS workplace reports and registers folder located on our server. This folder can be viewed by all staff.

Electronic records are protected by having a backup system, firewalls and levels of security allocated to the storage program.  

Hard copy (paper documents) are stored in locked cabinets free from rodents and water damage.

Emergencies are situations where there is an immediate threat to the safety of people and property that require immediate attention.

Correctly identifying a workplace emergency situation is vital to being able to respond appropriately and quickly. An emergency is a situation that:

• Threatens employees, patients or members of the general public
• Disrupts or completely shuts-down facility operations
• Causes physical and/or environmental damage

You can find information on MAT Health Clinic’s Emergency Procedures here.

There are four things you should remember in an emergency:

1. Stay calm and keep yourself safe – avoid becoming part of the emergency!
2. Try to keep yourself and others away from the danger area
3. Alert people nearby and enlist their aid
4. Contact help

EMERGENCY CODES

There are many different types of emergency situations. We have emergency codes to help quickly identify the emergency situation and how to quickly deal with it. The Emergency codes include:

Blue – Medical Emergency
Black – Personal Threat
Red – Fire Emergency
Brown – External Emergency
Yellow – Internal Emergency
Purple – Bomb Threat
Orange – Evacuation

A further description of the codes, what action needs to be taken and a description of each of the codes can be found under our Emergency Procedure here.

We take the wellbeing of staff very seriously. Should you feel concerned or threatened at any time there are a number of ways you can report this.

Concerning behaviours is where you are worried or concerned about a person’s actions or choices. It could be something obvious like sexual harrassment or theft. It could also be something less obvious like unwanted attention or any other behaviour that is worrying and inappropriate e.g. revealing inappropriate knowledge of personal information.

Threatening behaviour is when you are fearful or feel that imminent physical danger to yourself or others is likely. Obvious threats could be an uttered threat to kill, harm another or damage property, an uttered threat to self-harm or suicide or any act of physical violence, production of a weapon etc. Not so obvious threats could be stalking, bullying, angry or aggressive communications.

For urgent support, each of the consulting rooms and the reception desk have a duress alarm. In addition, should staff be concerned for their immediate safety, they can dial 999 on the phone system which automatically generates an auto-email to all staff alerting them that there is an immediate safety concern.

For all non-urgent support, please report any concerning or threatening behaviours via our incident report.

Suspicious behaviour that should be reported to your supervisor immediately include:

• Unauthorised attempts to gain access to the building or storage facilities
• A person who is present in the building without a valid reason to be there
• Prolonged loitering or repeatedly driving within the parking area without an apparant reason
• Unauthorised attempts to gain entry to MAT Health Clinic’s IT systems
• Taking video, recordings, photos, diagrams or note sin or around the building
• Impersonating the identity of a staff member
• Unauthorised removal of items or equipment from the medical practice
• Repeated non-compliance with staff requests

Personal protective equipment is special equipment you wear to create a barrier between you and germs. This barrier reduces the chance of touching, being exposed to, and spreading germs.

Personal protective equipment (PPE) helps prevent the spread of germs in the hospital. This can protect people and health care workers from infections.

Types of PPE

Wearing gloves protects your hands from germs and helps reduce the spread of germs.

Masks cover your mouth and nose.

• Some masks have a see-through plastic part that covers your eyes.
• A surgical mask helps stop germs in your nose and mouth from spreading. It can also keep you from breathing in some germs.
• A special respiratory mask (respirator) forms a tight seal around your nose and mouth. It may be needed so that you do not breathe in small germs like tuberculosis bacteria or measles or chickenpox viruses.

Eye protection includes face shields and goggles. These protect the mucous membranes in your eyes from blood and other bodily fluids. If these fluids make contact with the eyes, germs in the fluid can enter the body through the mucous membranes.

Clothing includes gowns, aprons, head covering, and shoe covers.

• These are often used during surgery to protect medical staff and the patient.
• They are also used to protect you when you work with bodily fluids.
• Visitors wear gowns if they are visiting a person who is in isolation due to an illness that can be easily spread.

Medical staff may need special PPE when handling some cancer drugs. This equipment is called cytotoxic PPE.

• medical staff may need to wear a gown with long sleeves and elastic cuffs. This gown should keep liquids from touching their skin.
• They may also need to wear shoe covers, goggles, and special gloves.

Choose the Right PPE

You may need to use different types of PPE for different people and situations. Our workplace procedures include instructions about when to wear PPE and what type to use.

Ask your supervisor how you can learn more about protective equipment.

After You Use PPE

Remove and dispose of PPE safely to protect others from being exposed to germs. Before leaving your work area, remove all PPE and put it in the right place. This may include:

• Special laundry containers that can be reused after cleaning
• Special waste containers that are different from other waste containers
• Specially marked bags for cytotoxic PPE

MANUAL HANDLING is an activity that is simply part of everyday life; it cannot be avoided so we must do our best to make sure that we are using the safest techniques possible to avoid injury.

A manual task is any activity that requires a person to use force to grasp, manipulate, strike, throw, carry, move, hold or restrain an object, load or body part. This can be as simple as using a keyboard and mouse, and as complex as using specialised machinery.

Manual tasks include tasks that have repetitive actions, sustained postures and may involve exposure to vibration. The types of injuries related to manual handling include repetitive strain injuries, muscle injuries, tendon and ligament injuries, bone injuries and injuries from falling objects.

Manual handling hazards are managed at MHC by a risk management process in order to prevent or minimise the risk of injuries caused by manual tasks. The process involves conducting a risk assessment on manual tasks carried out in the workplace, working out how to address any problems, choosing and implementing appropriate solutions, and following up to check that the solutions work.

Preventing injury while performing manual tasks

• decide what changes can be made to reduce the risks of injury. If possible, select permanent changes (such as workplace layout, tools and equipment)
• avoid double handling of items
• provide mechanical aids (hoists)
• redesign the task (such as rotating workers)
• provide training if new equipment is introduced.

View the Smart Lifting Poster here.

Further guidance can be found in the MAT Health Clinic Manual Handling Procedure here.

WorkSafe Queensland provides additional comprehensive information on manual task-related injury and how to avoid it.

Infection control procedures relating to clinical and related waste Clinic and related waste

To view the MHC Infection Control Policy CLICK HERE

Effective housekeeping can help control or eliminate workplace hazards. Poor housekeeping practices frequently contribute to incidents. If the sight of paper, debris, clutter and spills is accepted as normal, then other more serious hazards may be taken for granted.

Housekeeping is not just cleanliness. It includes keeping work areas neat and orderly, maintaining hallways and floors free of slip and trip hazards, and removing of waste materials (e.g., paper, cardboard) and other fire hazards from work areas. It also requires paying attention to important details such as the layout of the whole workplace, aisle marking, the adequacy of storage facilities, and maintenance. Good housekeeping is also a basic part of incident and fire prevention.

You will find the MAT Health Clinic (MHC) Safe Housekeeping Policy and Procedure here.

The benefits of our Workplace Health and Safety management systems are:

• Improved health and safety performance
• Reduced cost associated with accidents and incidents
• Improved staff relations and morale
• Improve business efficiency

Keeping records helps maintain an effective workplace health and safety management system. Records can help identify hazards and control risks before there is an incident which could cause injury or illness. All records relating to health and safety in the workplace must be retained and stored electronically. Health and safety records can include:

• Health and safety policies and procedures
• Standard operating procedures
• Organisational code of conduct
• Training and induction records
• Register of Injuries
• Workplace health and safety committee meeting minutes
• Equipment records including inspections, maintenance and repair
• Hazard identification and risk assessments
• Workers compensation and rehabilitation
• Safety inspection and audit reports
• Hazardous substances material safety data sheets
• First aid and medical records
• Register of hazardous substances
• Safe work method statements
• Copies of completed incident reports

Human resource (HR) policies are rules and processes that govern the employment relationship between the clinic and the team members. HR policies describe the rights, responsibilities, and expected behaviours of both the organisation and the employees when it comes to working together. Listed below are aspects of Human Resources which contribute to the health and wellbeing of our staff as well as the physical safety the employer must provide.

HR policies and procedures

HR policies and procedures such as codes of conduct, bullying, harassment, and discrimination, alcohol and drug use, smoking and grievance reporting cross over into the area of WHS.  Breaches of these policies and or procedures have the potential to result in workplace injury and workers compensation claims.

Performance management

Linking WHS to performance management processes including appraisals, reward and recognition, performance standards and performance recovery, ensures that workplace health and safety is taken seriously by all and that safe work practices are not abandoned in the inevitable focus on meeting other business objectives.

Induction

Statistics show that new employees are the most likely to be injured, therefore it is essential that safety information specific to a role is provided as early as possible.  This can be prior to commencement or immediately upon commencement.  This information should include information regarding policies and procedures relevant to the role, and also a practical induction into specific safety equipment, practices or risks that may exist in their new role.

Training and development

Successfully meeting WHS legal obligations includes ensuring that employees are provided with instruction and training relevant to their role. This may include training on specific policies, procedures, tasks or equipment, and can also include ensuring that employees who are required to, possess the relevant licenses or qualifications.

Job design

Aspects of job design such as workload, rostering, shift work, clarity of reporting relationships and direction, supervision and more have a critical role in the prevention of workplace injury.  Physical injuries can be minimised through consideration of ergonomics, repetitiveness and physical exertion of tasks in resourcing planning.

Recruitment and selection

Recruitment and selection can assist in the prevention of workplace injury and illness in several ways.  Firstly, it is essential that all successful candidates identify with and can demonstrate a commitment to safe work practices. Including WHS questions in interviews and safety psychometric testing are examples of ways employers can do this.

Health and wellbeing

Employee health and well-being programs can potentially have the (perhaps unintentional) benefit of reducing workplace injuries and illnesses.  Increased awareness of physical and mental health can increase commitment to safe work practices, and safety culture generally.  Physical conditioning associated with exercise programs can improve posture, improve work tolerance and strength and assist in relieving workplace stress.

Working conditions and amenities

Employers are required to provide and maintain a minimal level of facilities for the welfare of workers such as access to first aid and amenities such as clean drinking water and washing facilities.  The increase in the incidence of working from home arrangements also creates a requirement for employers to ensure that the home workplace meets the above criteria, is generally safe and comfortable and does not pose an additional risk of injury to the employee.

Hazards usually arise from:

• The physical work environment
• equipment, materials and substances used
• work tasks and how they are performed
• work design and management.

Incident records and investigations, near misses, health monitoring and inspection results all all help identify hazards. We consult with workers and systematically analyse all tasks to help identify any potential hazards. Team members can assist with identifying hazards by:

• Conducting regular workplace inspections by walking around the area making observations
• Performing Risk Assessments when necessary

We encourage hazard reporting and ask all employees to

• Report all injuries and incidents using an Incident Report Form
• Complete a Hazard Identification Form
• Verbally report the hazard to a supervisor
• Attend WHS Consultative meetings.

MCH Hazard Reporting Step by Step Procedure

How to Manage Work Health and Safety Risks Code of Practice – practical guidance for people who have duties under the Work Health and Safety Act 2011 and Regulations 2011 to manage risks to health and safety.

Risk Management: A Snapshot (PDF, 126.0 KB) – key things to consider when managing work health and safety risks.

Preventing harm and injury at work – includes information on biological, chemical, ergonomic and physical hazards and how to manage risks in the workplace.

Is a planned process by which an organisation compares its health and safety processes and performance with others to learn how to reduce accidents and ill health and improve compliance with health and safety law.

How we set benchmarks
1. Determine what reference points we are going to measure to compare our performance. For WHS the most commonly used are:

• Lost time injury rates
• Workers Compensation claims
• Fatalities
• Number of inspections performed
• Number of hazard reports
• Near miss reports

1. Research your competitors and your industry.
2. Set your benchmarks.
3. Communicate targets based on researched benchmarks.
4. Measure and improve.

To view the WorkSafe Australia Benchmarking Occupation Health and Safety CLICK HERE

• Health and Wellbeing Policy
• Stress Management Policy
• Infection Control Policy
• Safety Signage Procedures
• Manual Handling Procedures
• Ergonomic Policy and Procedure
• PPE Policy
• Emergency Response Procedure
• Hazard Reporting Step by Step Procedure

Codes of Practice

Work Health and Safety Consultation, Cooperation and Coordination Code of Practice 

First Aid in the Workplace Code of Practice

How to Manage Work Health and Safety Risks Code of Practice 

WHS legislative framework is a set of guidelines for employers to use to help them provide safer workplaces for their employees. Each state has its own WHS laws and a regulator to enforce them. The WHS framework for each state includes the:

• Act – outlines your broad responsibilities.
• Regulations – set out specific requirements for particular hazards and risks, such as noise, machinery, and manual handling.
• Codes of practice – provide practical information on how you can meet the requirements in the Act and Regulations.
• Regulating agency (regulator) – administers WHS laws, inspects workplaces, provides advice and enforces the laws. Check their website for WHS information and resources.

In some states there is a different regulator for workers’ compensation.

As a business there are a number common legal laws we must follow:

Environmental protections: Federal, state and local governments jointly administer the environmental protection laws in Australia. As a business we need to understand and comply with the below laws and how they apply to us.
Legislations and standards
Public health risks
Notifiable conditions
Clinical and Related Waste

Employment laws: We have a legal obligations to pay employees the correct wages and to have workers’ compensation insurance for each employee. We must also comply with any working with vulnerable people or children requirements and abide by work health and safety (WHS) regulations and codes of practice. The Fair Work Act 2009 (FW Act) and the Fair Work Regulations 2009 are the main legislation. They provide a safety net of minimum entitlements, enable flexible working arrangements and fairness at work and prevent discrimination against employees.

Anti Discrimination Laws: In Australia, it is unlawful to discriminate on the basis of a number of protected attributes including age, disability, race, sex, intersex status, gender identity and sexual orientation in certain areas of public life, including education and employment. Australia’s federal anti-discrimination laws are contained in the following legislation:

• Age Discrimination Act 2004– external site
• Disability Discrimination Act 1992– external site
• Racial Discrimination Act 1975– external site
• Sex Discrimination Act 1984– external site.

Anti-bullying laws: Bullying at work occurs when a person or group of people, repeatedly behave unreasonably towards a worker and put the worker’s health or safety at risk. Harassment and bullying in the workplace has legal risks.

Equal Employment Opportunity (EEO) is the principle that everyone can have equal access to employment opportunities regardless of attributes such as race, gender or sexual orientation, without fear of discrimination or harassment. EEO in Queensland is protected by the Anti-Discrimination Act 1991 (Qld).

All employees have the right to be treated equally in all aspects of their job and should be available in all areas of employment including recruitment, job allocation, promotion and access to all benefits and opportunities.

The Workplace Health and Safety induction is mandatory for all staff.  The primary aim of the induction is to provide new and continuing staff with an important overview of health and safety policies, procedures and safe work practices.  The MAT Health Clinic WHS Online Induction is divided into topics with questions after topics that are designed to confirm your understanding of the information provided.

This webpage will act as your induction. Please ensure you read all of the materials listed within and once completed, fill out the training register form accordingly.

Every person working at the clinic will be given training and instruction on emergency procedures and the evacuation plan during the induction process.

The clinic will conduct annual WHS training where instruction will be given on the following subjects:

1. Procedures to be followed in the event of an emergency
2. Means of escape from the building in the event of an emergency
3. Location and method of operation of:
4. Fire Fighting equipment
5. Emergency warning systems

Complete the Emergency Procedure Training Program

All employees are required to undertake WHS Risk Assessment training.

Complete the WHS Risk Assessment Training here.

Required by the WHS Officers only:

Practice Manager, Board of Directors and those appointed as WHS Officers are required to undertake WHS Training .

Complete the WHS Training here.

Required by the WHS Representatives only:

Appointed WHS Representatives are required to undertake WHS Representative Training . This training is mandatory for a WHS Representative.

Complete the WHS Representative Training here.

The Triage Training Program (TTP) is an interactive online training tool developed to provide clinically based triaging strategies that ensures patients who need priority medical care receive it. All administration and nursing staff are required to undertake the Triage Training Program .

Practice Manager, Medical staff and any relevant personnel are required to undertake First aid and CPR Training .

Practice Manager, Medical staff and any other relevant personnel are required to undertake Handle Hazardous Substances training.

A Training Needs Analysis is a questionnaire designed to help identify work health and safety training needs. Responses to the questionnaire support development of the training plan. The analysis is conducted online to minimise paperwork and enhance data collation and analysis.

MAT Health Clinic has a two-tiered approach to TNA:

1. A TNA template and example of a completed TNA is emailed to identified MAT Health Clinic managers and supervisors along with a link to an online survey and detailed directions. Managers and supervisors are responsible for consulting with their staff and completing the TNA and online survey based on the responses and feedback received.
2. Survey results are collated into a report for each Division (Administration, Medical and Allied Health and Cleaning) and a consultation process is then carried out to identify inconsistencies and similarities to paint a clear picture of what is required.

Desired Outcomes

A safe workplace for our staff, patients and visitors is of paramount concern to MAT Health Clinic. The successful completion of critical milestones towards compliance with Workplace Health and Safety legislation, and where possible the adoption of best practice, will reflect our success in this arena.

To achieve legislative compliance and the adoption of best practice with regards to Workplace health and safety training, the Work Health and Safety committee oversees a suite of procedures to support teams across the organisation to follow the same safety procedure for all high risk activities and tasks.

The TNA assists in the identification of mandatory generic training that will educate and empower all staff to undertake their employment at MAT Health Clinic in a safe way.

Desired Competencies

It is desirable for all MAT Health Clinic staff to have the following competencies:

• General safety information regarding common and high risk hazards at the workplace
• Hazard and risk identification and management
• Fire and emergency evacuation training
• Workstation ergonomics
• Manual handling
• An understanding of the duties of a worker as detailed in the work health and safety legislation
• Managers and supervisors should have a comprehensive knowledge of their duties as Officers as detailed in the work health and safety legislation
• Infection Control training

Additionally, specific identified roles will require the following competencies:

• Conducting incident investigations
• Roles and responsibilities of Safety Committees
• Hazardous Substances management
• Conducting workplace inspections
• Health and Safety Representative (HSR) Training
• Fire Safety Advisor Training

Evaluation of existing competencies and gaps

The TNA process involves MAT Health Clinic managers consulting with their staff to evaluate existing work health and safety competencies and skills to identify performance gaps, and appropriate training will be prioritised accordingly.

MAT Health Clinic managers should also provide suggestions for any training needs identified during this process. These will be considered on a case by case basis taking a risk based approach.

Training Delivery

Training will be delivered through a variety of methods including:

• Online short courses
• In-house programs
• Coaching and mentoring
• Completion of accredited Certificate courses
• Group discussions

The delivery method will be determined based on the training content, the target audience and the required frequency of delivery.

Training Evaluation

The effectiveness of the training will be measured through:

• Feedback forms and satisfaction surveys
• Testing of knowledge acquisition through questionnaires and tests at the end of the training when appropriate, and
• Evidence of behavioural changes through application of new knowledge.

The Health and Safety Committee provide the forum for the constructive discussion of measures to assure health and safety in the clinic. The Health and Safety Committee meets quarterly and the Minutes of the latest Health and Safety Committee meeting is made available for all workers to review.

Participating in Effective Health and Safety Committees guide for committee members (PDF, 895.9 KB).

The last WHS Committee Meeting minutes can be found here.

Video of the last WHS Committee Meeting can be found here.