Management & Supervision
It is important that all workers are familiar and have an understanding of the roles and responsibilities regarding their job tasks.
Supply evidence of how supervision is assigned within your organisation and how WHS roles/obligations are assigned and monitored, example documentation includes (but not limited to):
- An organisation chart – is a graphic representation of the structure of an organisation showing the relationships of the positions or jobs within it;
- Documented job roles or position descriptions – a job description / position description is a process / procedure that a person might use for general tasks, or functions and responsibilities of a position. It may often include to whom the position reports, WHS responsibilities, specifications such as the qualifications or skills needed by the person for that job. Roles and responsibilities are often underpinned by the Human Resource Function. Key Performance Indicators (KPI's) can often be associated with job or position descriptions; and
- Supervision arrangements - is a process on how your organisation supervise their workers This could include, but not limited to an apprentice / traineeship / young worker policy. It is important that all workers understand their supervisory arrangements and if their duties fall under the description of “officer of the person/s conducting business or undertaking (PCBU).
Refer to Work Health and Safety Act 2011 Part 2 Health and Safety Duties for further information.
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A documented procedure or the inclusion of an up to date organisational chart or similar to support the identification of supervisors and to assign where and how supervision is implemented.
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