Permit to Work & Lock Out Tag Out
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Alvin Lavilla –
Alvin Lavilla –
Training and competence
There are many organizational approaches to permit-to-work systems. Permit- to-work systems do not have to be a complex process, but require continual use and practice to reinforce workforce risk awareness and enhance safety performance.
Effective training is essential to achieve quality and consistency in the use of the permit-to-work system. There should be successive levels of training for those involved.
Training provides the foundation for effective implementation of a permit- to-work system and supports user competence. Training is the first step for permit- to-work users, and the continued participation of all relevant people is necessary to improve understanding and system ownership.
Operators should take opportunities to share training where appropriate, to encourage good practice and the harmonization of permit-to-work systems:
– To ensure that all relevant people are able to become competent and sufficiently involved in the permit-to-work system;
– To ensure understanding of the hazards associated with the working environment and the necessary controls;
– To drive awareness and increase personal levels of risk perception which influence behavior;
– Communicate work site hazards and risks through participation;
– To allow cross-industry sharing – especially of solutions.
– All workers (at every level of each organization involved) who actively take part in and contribute towards the permit-to-work system;
– New and transient personnel who may be required to participate in permit activities during their time at site.
– The principles of a permit-to-work system;
– When permits are required;
– An understanding of the types of permits, supporting certificates and other documentation (e.g. risk assessments and method statements);
– Responsibilities and competence requirements for signatories or authorized people within the permit-to-work system.
An assessment of competency should cover practical and thinking skills as well as knowledge.
Training should focus on use of the permit-to-work system, but must also ensure that the individual understands the working environment, the hazards associated with it, and more importantly, the controls required to appropriately manage the risks presented by those hazards. These elements of competency need to be demonstrated prior to permit-to-work training for issuers;
– Responsibilities of permit users;
– Lessons from incidents associated with permits-to-work and findings from audit and review.
– A quiet area, on site or at a suitable alternative location, for a detailed explanation of the permit-to-work process and the completion of documentation;
– In a classroom, an office, in a variety of environments that will enable the training to be practical in nature and to focus on permit-to-work requirements, types of documentation, hazard identification and necessary site or equipment precautions.
– As part of an induction and prior to undertaking any work authorized under a permit-to-work, to ensure an understanding of the system and enable participation;
– Prior to becoming an authorized person for permit-to-work signatures;
– Refresher training is required after revalidation of individual competence and after further assessment of competence based on individual needs as required by established company performance standards, e.g. after a change in the system or following a system audit.
A combination of common training approaches should be employed, including:
– Classroom presentations; – videos; – mentoring or coaching (e.g. on-the-job training); – distance learning; – practical exercises; – computer-based training or electronic learning; – coaching.
Once training has been given, competence should be tested to ensure that satisfactory standards have been achieved by the trainees. In addition, competence should be re-tested at appropriate intervals.
It is common practice for authorized issuers who are undergoing training to have their permit-to-work countersigned by experienced issuers for a period of time after training, and for a trainee issuer to be asked to demonstrate an appropriate level of competence to a line manager.
Records of training and competence assessments should be kept, as they will be of benefit for recording whether individuals are competent to perform particular roles within permit-to-work systems.
Catherine Duquez –