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Fire Safety Gap Analysis
GAP ANALYSIS Summary Appendix A
Cathy Day Interim Head of OHSW
benefit from having a consistent and identified process for
incident investigation so that evidence is captured effectively
and incident scenes are not contaminated prematurely.
Access to competent advice
The Council employs a number of H&S Advisers in the OHSW
team who would be considered competent by virtue of experience.
There are no employed specialists within the current team although
there are a number of interim specialists.
The Council also has access to operational managers (Facilities)
and property related specialists in addition to contractors and
consultants as and when the need arises.
The Council is currently recruiting a new Head of OHSW
Members of the OHSW team would benefit from having further
CPD training to enable them to support others in the Council
as would be expected from such a team. Specific support in
the areas of fire safety and construction safety would be the
most useful.
Advisers would also benefit from coaching to help them
develop themselves and liaise with others more effectively.
Significant risks identified and a
risk profile produced
A risk profile is not evident. Significant risks are generally known but
there would appear to be no formal mapping or profile to identify this.
The Council would benefit from developing a risk profile which
is informed by the risk assessments from each Directorate so
that an overview of significant health and safety risks can be
prioritised and addressed. This will help the Council’s decision
making in respect of which actions to prioritise and address.
Priorities based on risk
assessment and controls to
reduce risk identified
Departments are expected to carry out risk assessments prior to all
activities and to follow the risk hierarchy in implementing controls.
It would appear that some departments are better at this than
others although there was little evidence that the risk hierarchy is
being followed.
The risk assessment template would benefit from being amended
to reduce the number of bands so that high risk is identified at a
much lower level than is currently the case.
A cross matrix audit of risk assessment would help identify
areas where further support is required to ensure suitable and
sufficient assessments are carried out and implemented.
The risk assessment template should be amended to reduce
the risk rating from four bands to three which would reduce the
level of acceptable risk and enable the Council to use the RAG
system for identification purposes (red, amber, green)
Communication plans in place to
engage with employees
OHSW have developed a system for communicating legislative
changes and highlighting new documentation.
Advisers attend Departmental meetings and build relationships with
their colleagues. This system is not recorded however.
A clearer structure and leadership within the OHSW team
together with autonomy and greater understanding of their role
would enable Advisers to engage more effectively and
proactively with their directorates - some already do this well.
A Health & Safety Communications Plan would help focus
more on proactive marketing and engagement rather than the
current reactive information giving.
Training provision to improve
No training needs analysis is evident but there is an understanding
of the need to improve and increase the level of H&S training.
Training provision appears patchy - some Advisers have been
successful in getting Departments to pay for their own training
whereas others have not.
Training needs are often identified within Health & Safety legislation
but these are not necessarily delivered consistently by the Council
partly due to the delegation of duties to Property Managers.
OHSW are currently developing IT leaning modules where suitable.
The Council would benefit from undertaking an assessment of
Health and Safety training need which could be used to inform
and prioritise the type of training provided. It would also help
identify the best means of training delivery.
Where training duties are delegated to Directorates it would be
useful to produce a minimum standard by which such training
should comply. Having a single point of training delivery
would improve this further by helping to ensure a more
consistent approach and providing legal assurance to senior
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