Unit of competency Outline
Date retreived
22/07/2026 11:11 PM AWST
22/07/2026 11:11 PM AWST
Whilst all efforts are made to provide accurate and timely information from the relevant source/documentation, please be aware that the information supplied may not be the most current version. The accuracy of the detail has not been confirmed by the Department and therefore should not be relied upon without first confirming the contents.
Develop a systematic approach to managing OHS
Develop a systematic approach to managing OHS
Unit of competency
National Code
PSPSOHS601A
PSPSOHS601A
State Code
C8359
C8359
TGA Status
Deleted
Deleted
DTWD Status
Deleted
Deleted
State Implementation and Classification
Approved Date
07/07/2014
Field of Education
061301 - Occupational Health And Safety
Original Release Date
07/07/2014
Nominal Hours
60
Description
This unit covers the knowledge and skills required to effectively design and develop a systematic approach to managing OHS for a specific workplace to ensure it is, as far as practicable, safe and without risks to the health of employees and others. This includes the systems, documentation, strategies and plans necessary to manage OHS and its evaluation in the workplace and may include development and implementation of an OHS Management System (OHSMS).In practice, developing a systematic approach to managing OHS may overlap with other generalist or specialist public sector work activities such as promoting ethical practice, applying government systems, influencing opinion, fostering leadership, managing resources, managing compliance with legislation.No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement.
Notes
Elements and Performance Criteria
1 Analyse the workplace to identify needs
- 1.1 External motivators for development of systematic approaches to managing OHS are identified in consultation with managers and other stakeholders.
- 1.2 Internal motivators for development of systematic approaches to managing OHS are identified.
- 1.3 Workplace factors that may impact on the design and development of systematic approaches to managing OHS are identified.
2 Design integrated approaches to managing OHS
- 2.1 Relevant standards, codes of practice and guidance material that provide a basis for systematic approaches to managing OHS are reviewed, in consultation with managers and other stakeholders.
- 2.2 Elements of systematic approaches to managing OHS are defined to suit the workplace in consultation with stakeholders.
- 2.3 Elements are evaluated for compliance with legal obligations.
- 2.4 Situations are identified where OHS specialists and technical advisors may be required.
3 Plan and develop integrated approaches to managing OHS
- 3.1 Policies and procedures are developed to support systematic approaches to managing OHS, taking account of workplace factors.
- 3.2 Links with other functional areas and management systems are identified and incorporated.
- 3.3 Relevant roles and responsibilities are identified and allocated.
- 3.4 Training needs for the introduction and ongoing maintenance of systematic approaches to managing OHS are identified and documented.
- 3.5 Resources necessary to introduce and maintain systematic approaches to managing OHS are identified and documented.
- 3.6 A strategic implementation plan is developed to manage OHS.
4 Support planning and implementation of integrated approaches to managing OHS
- 4.1 Priorities for action are determined in consultation with managers and employee representatives.
- 4.2 Action plans are developed with allocated responsibilities and time lines.
- 4.3 Advice and support are provided to managers and other key personnel.
- 4.4 Implementation is monitored, in consultation with stakeholders, to ensure practicality, compatibility with other management systems and management practices, and acceptance of systematic approaches and support of programs by all levels of the organisation.
- 4.5 Regular reports and feedback including recommendations for adjustment in the implementation are provided to key personnel.
5 Evaluate the design and development of integrated approaches to managing OHS
- 5.1 The evaluation protocol is designed in consultation with stakeholders.
- 5.2 A plan is developed for collection of information and data.
- 5.3 Information and data is analysed and evaluated
- 5.4 Recommendations are made for improvement in the systematic management of OHS as a result of the evaluation findings.
- 5.5 A report is provided to management on the outcomes of the evaluation and the recommendations for further development and improvement.
The range statement provides information about the context in which the unit of competency is carried out. The variables cater for differences between States and Territories and the Commonwealth, and between organisations and workplaces. They allow for different work requirements, work practices and knowledge. The range statement also provides a focus for assessment. It relates to the unit as a whole. Text in bold italics in the Performance criteria is explained here.
External motivators may include:
legal obligations
customer/contract demand
corporate image/reputation
A systematic approach to managing OHS:
is part of the organisation's overall management system that covers developing, implementing, reviewing and maintaining the activities for managing OHS
is not a commercial package or folders on the shelf
may involve use of OHS management systems developed in the workplace to meet the OHS situation in that particular workplace
Internal motivators may include:
injury and illness prevention (ethical)
industrial relations
financial
Workplace factors may include:
whether certification is required
organisational structure
management commitment
management style, and OHS knowledge and skills of organisation
workplace culture, including industrial relations and safety culture
consultation and communication processes
other management systems requiring interface or integration with systematic approaches to managing OHS
resources available
nature of hazards and level of risk
staff profile including language, literacy and numeracy, cultural diversity and special needs for employees
Relevant standards may include:
Australian standards
standards developed by OHS authorities
industry standards
Stakeholders may include:
managers
supervisors
employees
health and safety and other employee representatives
OHS committees
Elements of systematic approaches to managingOHS are:
a list of key requirements or major principles that are combined in a methodical and ordered manner to minimise the risk of injury or ill health in the workplace, and may include for example:
processes of OHS planning
allocation of resources
communication and consultation
hazard management
record keeping and reporting
training and competency
review and evaluation for ongoing improvement of OHS
Legal obligations include those under legislation relating to:
OHS
equity
workplace diversity
privacy
freedom of information
trade practices
industrial relations
OHS specialists may be internal or external and include:
ergonomists
occupational hygienists
injury management advisors
health professionals
Technical advisors may include:
legal practitioners
engineers (such as design, acoustic, safety, mechanical, civil)
workplace trainers and assessors
maintenance and trade persons
Policies and procedures may include:
policies and procedures underpinning OHS
purchasing and contracting procedures
documents describing how tasks, projects, inspections, jobs and processes are to be undertaken
standard operating procedures
job/task statements
quality system documentation
Other functional areas and management systems may include:
strategic planning
purchasing, procurement and contracting
logistics
human resource, industrial relations and personnel management, including payroll
engineering and maintenance
information, data and records management
finance and auditing
environmental management
quality management
Resources may include:
financial requirements
personnel, including time allocation
equipment
specialised resources
Key personnel are:
those people who have a key role in OHS including managers, supervisors, OHS representatives and other functional areas
Evaluation protocol includes:
criteria for evaluation
how the criteria will be measured
how the information and data will be collected
time period for collection of information and data
Information and data may include:
minutes of meetings
workplace inspections
feedback from questionnaires
workshops
audit reports
External motivators may include:
legal obligations
customer/contract demand
corporate image/reputation
A systematic approach to managing OHS:
is part of the organisation's overall management system that covers developing, implementing, reviewing and maintaining the activities for managing OHS
is not a commercial package or folders on the shelf
may involve use of OHS management systems developed in the workplace to meet the OHS situation in that particular workplace
Internal motivators may include:
injury and illness prevention (ethical)
industrial relations
financial
Workplace factors may include:
whether certification is required
organisational structure
management commitment
management style, and OHS knowledge and skills of organisation
workplace culture, including industrial relations and safety culture
consultation and communication processes
other management systems requiring interface or integration with systematic approaches to managing OHS
resources available
nature of hazards and level of risk
staff profile including language, literacy and numeracy, cultural diversity and special needs for employees
Relevant standards may include:
Australian standards
standards developed by OHS authorities
industry standards
Stakeholders may include:
managers
supervisors
employees
health and safety and other employee representatives
OHS committees
Elements of systematic approaches to managingOHS are:
a list of key requirements or major principles that are combined in a methodical and ordered manner to minimise the risk of injury or ill health in the workplace, and may include for example:
processes of OHS planning
allocation of resources
communication and consultation
hazard management
record keeping and reporting
training and competency
review and evaluation for ongoing improvement of OHS
Legal obligations include those under legislation relating to:
OHS
equity
workplace diversity
privacy
freedom of information
trade practices
industrial relations
OHS specialists may be internal or external and include:
ergonomists
occupational hygienists
injury management advisors
health professionals
Technical advisors may include:
legal practitioners
engineers (such as design, acoustic, safety, mechanical, civil)
workplace trainers and assessors
maintenance and trade persons
Policies and procedures may include:
policies and procedures underpinning OHS
purchasing and contracting procedures
documents describing how tasks, projects, inspections, jobs and processes are to be undertaken
standard operating procedures
job/task statements
quality system documentation
Other functional areas and management systems may include:
strategic planning
purchasing, procurement and contracting
logistics
human resource, industrial relations and personnel management, including payroll
engineering and maintenance
information, data and records management
finance and auditing
environmental management
quality management
Resources may include:
financial requirements
personnel, including time allocation
equipment
specialised resources
Key personnel are:
those people who have a key role in OHS including managers, supervisors, OHS representatives and other functional areas
Evaluation protocol includes:
criteria for evaluation
how the criteria will be measured
how the information and data will be collected
time period for collection of information and data
Information and data may include:
minutes of meetings
workplace inspections
feedback from questionnaires
workshops
audit reports
The Evidence Guide specifies the evidence required to demonstrate achievement in the unit of competency as a whole. It must be read in conjunction with the unit descriptor, performance criteria, The range statement and the Assessment Guidelines for the Public Sector Training Package.
Units to be assessed together
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV605A Persuade and influence opinion
PSPLEGN601B Manage compliance with legislation in the public sector
PSPSOHS602A Develop OHS information and data analysis and reporting and recording processes
PSPSOHS608A Conduct an OHS audit.
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
knowledge requirements of this unit
skill requirements of this unit
application of employability skills as they relate to this unit.
Resources required to carry out assessment
Resources essential for assessment include:
legislation, policy, procedures and protocols relating to the development of a systematic approach to managing OHS
workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when developing a systematic approach to managing OHS.
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when developing a systematic approach to managing OHS, including coping with difficulties, irregularities and breakdowns in routine
development of a systematic approach to managing OHS in a range of 2 or more contexts or occasions, over time., including examples of development activities to suit a specific organisational context across at least 4 areas of an OHS system.
Assessment methods should reflect but not exceed workplace demands, such as literacy, and the needs of individuals who might be disadvantaged.
Assessment methods suitable for valid and reliable assessment of this unit must use authenticated evidence from the workplace and/or training courses and may include a combination of two or more of:
workplace projects
simulation or role plays
case studies and scenarios
observation.
portfolios.
The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.
Units to be assessed together
Co-assessed units that may be assessed with this unit to increase the efficiency and realism of the assessment process include:
PSPETHC601B Maintain and enhance confidence in public service
PSPGOV605A Persuade and influence opinion
PSPLEGN601B Manage compliance with legislation in the public sector
PSPSOHS602A Develop OHS information and data analysis and reporting and recording processes
PSPSOHS608A Conduct an OHS audit.
Overview of evidence requirements
In addition to integrated demonstration of the elements and their related performance criteria, look for evidence that confirms:
knowledge requirements of this unit
skill requirements of this unit
application of employability skills as they relate to this unit.
Resources required to carry out assessment
Resources essential for assessment include:
legislation, policy, procedures and protocols relating to the development of a systematic approach to managing OHS
workplace documentation, case studies and workplace scenarios to capture the range of situations likely to be encountered when developing a systematic approach to managing OHS.
Where and how to assess evidence
Valid assessment of this unit requires:
a workplace environment or one that closely resembles normal work practice and replicates the range of conditions likely to be encountered when developing a systematic approach to managing OHS, including coping with difficulties, irregularities and breakdowns in routine
development of a systematic approach to managing OHS in a range of 2 or more contexts or occasions, over time., including examples of development activities to suit a specific organisational context across at least 4 areas of an OHS system.
Assessment methods should reflect but not exceed workplace demands, such as literacy, and the needs of individuals who might be disadvantaged.
Assessment methods suitable for valid and reliable assessment of this unit must use authenticated evidence from the workplace and/or training courses and may include a combination of two or more of:
workplace projects
simulation or role plays
case studies and scenarios
observation.
portfolios.
The assessment environment should not disadvantage the candidate and where the person has a disability the principle of reasonable adjustment should be applied during assessment.
For consistency of assessment
Evidence must be gathered over time in a range of contexts to ensure the person can achieve the unit outcome and apply the competency in different situations or environments.
No information
| State Code | National Code | Title | Type |
|---|---|---|---|
| J326 | PSP60612 | Advanced Diploma of Government (Occupational Health & Safety) | Qualification |