BSBWHS605 - Assessment Tasks

Assessment Task 1
BSBWHS605 Develop, implement and maintain WHS management systems
Support and facilitate implementation and

develop WHS policy
The assessment task is due on the date specified in your timetable / Term Planner. Any variation to this
arrangement must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
Performance objective
The candidate will demonstrate the skills and knowledge required to consult on and analyse workplace
needs to:
● propose an appropriate WHS management system
● develop WHS policy
● build management commitment to the proposed WHS management system (WHSMS).
Assessment description
Using the scenario information supplied, you will conduct an initial review of the workplace. You will then
participate in a management meeting (a role-play), in which you will propose the design of an
appropriate WHSMS and consult with management. During the meeting, you will present a draft WHS
policy for consultation.
Procedure
1. Review the simulated workplace information for Pitstop Pty Ltd (below).
2. Conduct an initial review of the simulated workplace, including core elements of the system:
a. organisational requirements for WHS management
b. responsibilities and accountabilities for WHS
c. WHS risk management and procedures
d. documentation and recordkeeping requirements for monitoring and review and
demonstration of compliance
e. employee capability and need for training.
Note: Some relevant information may be gathered from the simulated workplace information
provided below; some information may be gathered through the process of consultation.
3. Review the summaries of consultation meetings with organisational stakeholders to gain input
into proposed WHSMS (you will need to address the stakeholder concerns in your WHSMS).
4. Conduct any research necessary to support your proposal for the design of a WHSMS, for
example on:
RTO: 22332 Version: 2

CRICOS: 03234B Page 1 of 21
Assessment Task 1
a. Victorian WHS legal framework

b. NSW or Qld WHS Act, to support your proposal for the design of a WHSMS
c. relevant standards for WHS management systems, risk management and recordkeeping.
5. Develop a draft WHS policy for Pitstop Pty Ltd.
6. Develop a (1–2 page) written outline of core elements of your proposed WHS management
system and your response to issues raised by Amanda Kaisig and Pat Lee.
a. Store Manager of flagship store, Amanda Kaisig needs to be reassured that the new
system will deal systematically with all health and safety problems, that the board of
directors is fully committed and will provide the required resources.
b. Worker representative from former ISS stores, Pat Lee is willing to communicate the
importance and benefits of the new WHSMS to workers, but only if convinced of the
benefits to workers and that management has given its full commitment to any new
WHSMS.
7. Arrange a time with your assessor to complete management role-play in which you propose
design of your WHS management system and WHS policy to the board of directors and CEO
during a meeting.
8. In a 10–15 minute role-play consultation session, propose the design of an appropriate WHS
management system and WHS draft policy to the board of directors and CEO. Ensure you lead
the meeting and discuss:
a. core elements of system and proposed changes or additions
b. relevant standards
c. relevant legislative requirements for WHS management, including those related to
recordkeeping
d. WHS policy requirements
e. how policy will be communicated to employees
f. how design of WHS management system and WHS policy meet internal and external
requirements
g. possible certification option and process of certification.
Note that during the consultation session, you will need to:
a. answer questions
b. ask for feedback and input into the system
c. work to build support and ask for management commitment to policy and WHSMS.
2. Incorporate necessary changes into your WHS policy draft and design of WHSMS based on
consultation.
3. Submit all documents to your assessor as per the specifications below. Ensure you keep a copy
of all work submitted for your records.

Assessment Task 1
Specifications
You must:
● participate in consultation session (role-play) with board of directors and CEO
● submit 1–2 page written outline of WHSMS core elements (revised if needed) including
responses to:
○ Store Manager, Amanda Kaisig
○ worker representative, Pat Lee
● submit a draft WHS policy (revised if needed).
Your assessor will be looking for:

● analytical skills to analyse relevant workplace information and data
● communication skills to conduct effective formal and informal meetings and communicate
effectively with personnel at all levels of the organisation
● consultation, facilitation and negotiation skills to gather input and build support for plans
● information technology skills to conduct research, create documentation and present information
● organisational skills to manage own tasks within a timeframe
● knowledge of standards relating to WHSMS
● knowledge of relevant Commonwealth and state or territory WHS Acts, regulations, codes of
practice, standards, guidance material and other relevant publications
● knowledge of requirements for recordkeeping that address WHS, privacy and other relevant
legislation
● knowledge of WHS management systems
● knowledge of WHSMS certification and auditing standards, processes and requirements.

Assessment Task 1
Simulated workplace scenario – Pitstop Pty Ltd

Pitstop is a privately owned company that until recently operated one independent service station in
Melbourne’s north. Jim Murphy, who is the owner, chairman and CEO, has run the company for the past
five years. He has operated service stations for most of the last 25 years and relies on his hands-on
approach to monitor and instruct staff on what to do.
In the past eight months, Pitstop has raised sufficient finance to buy out the Independent Service Station
(ISS) chain of nine stores across Victoria, NSW and Queensland and rebrand them all as Pitstop. Jim
plans to continue the expansion until the optimum target of 30 service stations is secured for the
Victoria, NSW and Queensland market.
Pitstop service stations trade 24 hours a day. They typically include a vehicle access forecourt with at
least six pump stations, a retail shop, a food bar, Store Manager’s office and stockroom. They sell fuel,
oil, gas, supermarket goods, hot pies (heated from frozen on the premises) and cold drinks.
Including the retained staff from the ISS buyout stores, Pitstop has a workforce of approximately 60
employees. The employees come from a wide range of cultural and linguistic backgrounds. A significant
proportion has poor English literacy, including poor reading comprehension. Most employees, but not all,
have a high-school level of education.
All stores have computerised point-of-sale terminals that are linked to the company’s enterprise
resource planning and accounting systems. The flagship store has an attached office space that
accommodates the directors and senior management staff.
Pitstop service stations are currently located in:
● Victoria:
○ Craigieburn
○ Bendigo
○ Shepparton
○ Wodonga
● NSW:
○ Ballina
○ Wagga Wagga
○ Wollongong
● Qld:
○ Coolangatta
○ Ipswich
○ Toowoomba.
Background to WHSMS
You have been employed by Pitstop as the General Manager – Retail. You have been asked to design
and develop a WHS management system (WHSMS) to manage WHS for Pitstop as one of your initial
tasks.

Assessment Task 1
In the employment interview, Jim explained that:
Pitstop has just gone through a tremendous transformation, from a single

hands-on operation to a multi-store enterprise with plans to triple in size in the
next five years. The board of directors has made me acutely aware that we
can’t manage the present and future operations the way I have in the past. We
want you to design and develop a WHSMS, as far as is practicable, to ensure a
workplace that is safe and without risks to the health of our employees,
customers, suppliers and visitors to the sites. You may need to create or
rewrite organisational policies as well as devise training schemes, implement
changes and develop reports.
I don’t want to pressure you, but it is imperative that this WHSMS be in place in
four months' time when we meet with all key stakeholders of Pitstop.
When I managed the single store, we never had the injuries and time off work
that we are having at the moment. I was always very careful to tell my staff how
to work safely and made sure any potential hazards were dealt with before they
caused injury. But I can’t be in ten places at once. We need a system that can
be effectively implemented and monitored without me having to be there.
Absenteeism has gone up and I believe that it is caused by low staff morale
connected to work health and safety. I believe that work should be a happy
place because a happy workplace is a productive one. Also, it tends to cultivate
long-term employees.
After the interview, Jim introduced you to key investor and board member Alan Harvey, who explained
that he leaves Jim to worry about the company operations while he concentrates on strategic planning.
Alan said:
With our expansion plans we have to be very concerned about our brand
image. We can’t afford to have it tarnished by bad press concerning the way we
care for our sites. We handle a lot of hazardous substances in our service
stations, and the board takes the legal responsibilities we have as company
directors in regard to WHS very seriously.
In developing the WHSMS, make sure you consult with and include the board.
Alan asked you about the way you intend to go about setting up the WHSMS for Pitstop and whether
you will be needing any help in achieving the task by the due date.
Your response was that you had been involved the rollout of a similar program with Australian
Petroleum. You had used WHS consultants in areas where the company management required
additional expertise. You also used the National Safety Council of Australia (NSCA) to train the
managers about WHS responsibilities and obligations. You think NSCA may also be useful for training
the Pitstop Store Managers on WHS compliance, as would St John’s Ambulance in certifying all
managers with first aid competency.
Alan noted that, in the interest of efficiency, it would be a good idea to integrate existing management
systems with the new WHSMS. This may involve adapting policies from other management systems at
Pitstop or those legacy policies retained from the ISS buyout stores.
Alan went on to say:

Assessment Task 1
This is a critical area for our short-term and long-term future. We don’t want to
set a budget, but would rather you come back to us with recommendations on
the resources required to do the WHSMS right.

Assessment Task 1
Pitstop Pty Ltd organisation
Pitstop WHS strategic plan 2014 (excerpt)

Mission statement
Pitstop aims to be the first-choice provider of fuel and snacks for Australian motorists.
Pitstop is committed to providing employees and customers with a healthy and safe
environment.
Pitstop organisational structure
Board of Directors and CEO
General Manager – General Manager –

Executive Assistant
Finance and Operations Retail
Senior Accountant Store Managers
Shift Managers
Records Clerk
and Cashiers

Assessment Task 1
Pitstop workplace operations

Store activities list
The following activities are carried out at Pitstop.
Employees
Ongoing activities
● Serve customers.
● Resolve issues associated with use of petrol or LPG pumps.
● Heat pies.
● Receive and store frozen and refrigerated food items.
● Balance cash register and bank the notes.
● Mop and clean floors.
Once-a-day activities
● Clean all forecourt pumps.
● Pick up all rubbish on the forecourt.
● Replace water and supplies on the forecourt.
● Change display board prices.
● Move stock from reserve to retail shelves.
Weekly activities
● Measure the fuel volumes in the underground storage tanks.
● Receive deliveries of LPG and petrol.
● Receive and store retail products.
● Re-organise reserve stock.
● Stocktake inventory items on forecourt, shop and reserve.

Assessment Task 1
Store Managers
Ongoing activities
● Monitor employees under supervision.
● Aid employees where required.
● Coach/train employees.
● Induct new employees.
● Provide reports to senior management as requested.
Daily activities
● Sales, inventory and banking reports for General Managers.
Yearly activities
● Performance Review and Development Program (PRDP).

Assessment Task 1
WHS initial review and data gathering

One of the first tasks that the directors have asked you to perform is to review the existing WHS
situation at Pitstop. Pitstop’s most senior Store Manager, Amanda Kaisig, has compiled an incident
summary report. You have also conducted store visits to observe conditions, and conducted a review of
recordkeeping systems.
Incident summary report for previous 6 months
Work
Incident type Number Who affected? days
lost
Fuel spill 33 3 customers with fuel on clothes 0
10-litre fuel spill into drains
Fire in rubbish bin 2 Staff with smoke inhalation 0.5
Slip on wet shop floor 3 2 employees 6
1 customer
Falling stock in reserve 6 6 employees 2
Trip 2 1 customer (cracks in concrete of 0
forecourt)
1 employee (cluttered reserve
corridor)
Burns (ovens) 42 Employees 23
Fatigued legs 2 2 employees 2
Eye and breathing difficulties related to 3 1 employee 1
fumes from oven cleaner
Store visits
Your visit to the stores identified the following points.
● Unwanted chemicals have been eliminated from the flagship store.
● Some goods are being supplied in quantities that make lifting them very difficult.
● Anti-glare screens have been installed on the computer and point-of-sale screens.
● No stress mats for the cashier who has to stand on concrete floors for 7.5 hour shift.
● No real training of staff – supervision more on sales and cost control, not WHS.
● Extensive personal protective equipment (PPE) is provided, including hearing and eye protection,
safety vests, hard hats. But not used all the time by staff.
● No emergency preparedness posters in the stores.
● Only a few safe working procedures clearly visible or available.
● No induction of new staff on WHS.
● No staff noticeboard for safety information.

Assessment Task 1
● Material safety data sheets seem to be available for most dangerous goods such as petrol and
LPG.
● First aid kits in every store – most fully stocked. Store managers have been given authorisation
to fully stock first aid kits.
● Register of hazardous substances and dangerous goods kept in store but not updated.
● No safety audits or inspections have been undertaken regularly. There is no planned schedule.
● Contractors and subcontractors not informed about their duty of care on-site.
Records
You check with the Records Clerk, who is responsible for keeping all of Pitstop’s records. You discover:
● No training records are kept of employees and subcontractors to provide evidence of workplace
competencies.
● No rehabilitation policy.
● No recordkeeping policies.
● Records relating to workers compensation claims are kept in an unlocked cabinet.
● Missing incident reports.
● Paper recordkeeping is hard to use to compile WHS performance data for individual stores and
the organisation.
● Archiving of records is practiced and appropriate.
● Electronic data is backed up periodically.
● Insurance policies are in place but may not have been appropriately updated after the buyout of
the ISS service stations.
● In the files, you discover some other relevant documents, including the current policy and
procedures that have been adopted from the buyout stores.

Assessment Task 1
Policy and procedures documents (retained from ISS buyout stores)
ISS work/life balance policy

ISS aims to provide a flexible and family-friendly workplace that reasonably accommodates external
commitments and carer responsibilities.
As a flexible and family-friendly business, ISS recognises that its staff members have responsibilities
and commitments extending beyond the working environment. ISS is aware that these responsibilities
and commitments can have a significant impact on employment opportunities, and ISS is committed
to providing an accessible, supportive and flexible environment for all staff.
In responding to requests for arrangements relating to work/life balance, management will need to
consider work requirements and the current and potential needs of others in responding, keeping in
mind that ISS seeks:
● minimisation of disadvantage/s that may result from competing commitments
● an environment that is supportive and accepting of the responsibilities of caregivers and staff
with cultural obligations.
Promotion and support of the balance of work and personal needs for staff will position ISS as an
employer of choice, initiate a high level of commitment from staff to the work and ideals of ISS, and
provide high levels of job satisfaction and a strong collaborative and collegiate culture, while at the
same time reducing stress and turnover.
Staff will be provided with a positive work climate where supervisors strive to meet expectations in
accommodating life and personal responsibilities.
ISS smoking policy

As an employer, ISS has a duty under WHS legislation to provide a safe working environment and to
protect the health of all employees from any illness and injury arising from the workplace. Areas other
than those designated will be smoke-free to eliminate the hazards of environmental tobacco smoke.
A designated area will be available where smokers will be able to smoke during scheduled work
breaks, as long as this does not cause harm or discomfort to other employees in the workplace.
Employees may not, at any time, smoke inside buildings or premises or any enclosed workplaces.
The designated areas will be away from flammable or other dangerous activities.
A breach of this policy will be dealt with in the same manner as a breach of any WHS policy, and
standard disciplinary procedures will apply.

Assessment Task 1
ISS sexual harassment policy

ISS recognises that sexual harassment is a serious issue and is committed to providing a workplace
free from sexual harassment.
What is sexual harassment?
Sexual harassment is any deliberate verbal or physical conduct that is unwelcome and uninvited,
embarrassing, demeaning, offensive or compromising. It can be experienced anywhere in the
workforce, and by both men and women.
It has nothing to do with mutual attraction or genuine affection between people. Such friendships,
whether sexual or not, are a private concern. It should not be confused with genuine compliments or
behaving with common courtesy.
Sexual harassment may include such actions as:
● dirty jokes, derogatory comments, offensive written messages (email/text messages), or
offensive telephone calls
● leering, patting pinching, touching or unnecessary familiarity
● persistent demands for sexual favours or social outings
● displays of offensive posters, pictures or graffiti.
Behaviour is against the law if it makes you feel:

● offended and humiliated
● intimidated and frightened
● uncomfortable at work.
ISS considers sexual harassment an unacceptable form of behaviour which will not be tolerated
under any circumstances.
ISS undertakes to educate all employees on the issue of sexual harassment to avoid its incidence
and to inform employees of procedures to deal with the problem, should it occur.
ISS alcohol and drugs policy

ISS recognises the value of its employees and is committed to promoting and maintaining the health
and wellbeing of every member of its workforce. Alcohol and other drugs can influence an employee’s
ability to maintain safe work practices and can endanger themselves and others. All employees,
contractors and sub-contractors have a responsibility to present for work and remain at work not
influenced by alcohol and other drugs.

Assessment Task 1
ISS bullying and harassment policy

ISS is committed to providing a working environment that is free from bullying. Working relationships
and standards of behaviour between employees are important workplace issues. The ISS code of
conduct sets out principles for behaviour required in the workplace, namely that:
● all people should be treated with respect
● all employees should develop an awareness about the impact of their behaviour on others
● there is agreement about what is appropriate behaviour at work.
ISS considers that bullying in the workplace is inappropriate and unacceptable behaviour, and those
employees found to have either committed or condoned such behaviour in the workplace may be
subject to disciplinary action.
A bully is a person who uses strength or power to coerce others by fear. To bully is to oppress or
persecute, physically or morally by (threat of) superior force. Bullying is physical or psychological
behaviour or conduct where strength (including strength in personality) and/or a position of power is
misused by a person in a position of authority or by a person who perceives that they are in a position
of power or authority. While bullying is normally associated with unequal power relationships, peer-to-
peer bullying is not uncommon and is an equally unacceptable behaviour at ISS.
A variety of behaviours and acts may constitute bullying which, over time, create a negative
workplace environment. These may include:
● threats
● verbal abuse
● shouting
● constant unconstructive criticism
● blaming
● sarcasm and other forms of demeaning language
● coercion
● punitive behaviour
● isolation
● deliberately withholding information that a person needs to exercise her or his role or
entitlements within the organisation
● repeated refusal of requests for leave or training without adequate explanation and suggestion
of alternatives.
Bullying may be perpetrated by an individual who may be a work colleague, a supervisor or any
person who is part of the work environment.

Assessment Task 1
ISS performance management policy
Purpose
To support ISS’s commitment to providing a high-performance and satisfying work environment. To
describe ISS’s Performance Review and Development Program (PRDP).
Scope
This policy applies to all employees of ISS.
Policy
Each Store Manager at ISS should provide support and guidance to their employees. To this end,
Store Managers should discuss performance and development. The PRDP has the following aims:
● encouraging and facilitating high performance among ISS employees
● recognition of achievement and training
● facilitating feedback and consultation between management and staff
● identifying employee development and training needs.
To facilitate the PRDP, all Store Managers will be trained in the principles and practice of PRDP to
ensure effective implementation of the PRDP process.
Together, each employee and their supervisor will develop a performance plan and a professional
development plan. Both will then negotiate how these plans will be implemented. PRDP should be
repeated over a twelve-month cycle.
PRDP will be implemented in accordance with the principles of fairness and equity, and in
accordance with relevant legislation and various ISS policies.
Responsibility
Managers are responsible for ensuring that PRDP is implemented for all employees for whom they
are designated supervisors.

Assessment Task 1
ISS induction policy
Purpose
To support ISS’s commitment to induction of all new employees. To describe ISS’s induction process.
Scope
Policy
Each employee should be systematically introduced to their job roles and should be provided with the
information they require to succeed and develop. Inductions should:
● encourage commitment to the mission and strategic goals of ISS
● welcome and introduce staff members to the workplace
● provide any information necessary to enable new employees to perform their duties.
The induction process has two components

● ISS corporate induction
● local induction; for example, store induction.
Responsibility
Managers are responsible for ensuring that the induction process is implemented for all employees
for whom they are designated supervisors.

Assessment Task 1
ISS emergency procedures
Fire emergency
All fire exits should be kept clear of obstacles.
Keep access corridors to emergency exits clear.
In the case of a fire:
1. Assess the danger.
2. Assist anyone in the vicinity of the fire away from danger.
3. Close door/s to the fire area if possible.
4. Call for assistance and call out ‘FIRE, FIRE, FIRE’ in a loud and clear voice.
5. Attack the fire with the correct extinguisher or fire hose.
First aid
1. Supervisors and managers should endeavour to have a current first aid certificate.
2. Follow CPR procedure where appropriate.
a. Check for DANGER; to you, to others, to the casualty.
b. Check for a RESPONSE.
c. Check the AIRWAY.
d. Check for BREATHING.
e. Check for CIRCULATION.
3. Call for assistance as soon as it is appropriate to do so.
Fuel spill
Fuel spills can happen when filling tanks.
When notified of a fuel spill:
1. Stop pump.
2. Wheel prepared fuel spill kit bin to the affected area.
3. Clear persons from area.
4. Place absorbent mats on the spill.
5. Clear soaked mats and place them in the discard bin.

Assessment Task 1
Armed holdup
1. Stay calm.
2. Talk in a calm voice.
3. Don’t argue.
4. Press hidden alarm.
5. Always give them what they want.
6. Note as many details as possible about the person.
7. Report details to police.
ISS hazard control procedures

All staff should be made aware of this policy and procedure within several months of commencing
work at ISS.
New staff should be made aware of any hazards that exist within the workplace, and the way ISS
manages the potential risk from that hazard.
It is expected that each staff member will report and act upon potential workplace hazards.
Process for identification of new hazard:
1. Identify hazard.
2. Clear area.
3. Partition the hazard.
4. Clear hazard if safe to do so.
5. Report hazard to owner or manager.
6. Complete all documentation.

Assessment Task 1
ISS safe fuel handling – Instructions for customers

Car engines – By law you must switch off your engine before and during refuelling.
Refuelling petrol vehicles – Take care; static discharge from clothing may ignite vapours.
Mobile phones – Dropping a mobile phone can cause sparks, which may ignite vapours. Using a
mobile phone while refuelling can cause a lapse in concentration.
Smoking – By law, you and your passengers are required to extinguish your cigarettes.
Children – ONLY adults (15 years or older) are permitted to fill fuel tanks.
Motorcycles – Always dismount your motorcycle prior to and during refuelling.
Autogas (LPG) – If you detect an LPG leak, press the emergency stop button and advise staff
immediately.
Caravans and food vans – By law, you are required to extinguish all pilot lights.
Filling containers – Fill only properly labelled containers which have been stamped to say they are
approved to carry flammable liquids.
Safe fuel handling – Please be careful when handling or storing fuel for any purpose.
● Contact with fuel can burn or irritate skin and eyes.
● If your clothing is splashed with fuel, saturate the area with water.
● If fuel splashes on your skin, wash immediately with soap and water.
● Prolonged exposure to vapours can adversely affect health.
● Always label and store fuel in a cool, well-ventilated location out of children’s reach.
● It is illegal to pour fuel into drains or sumps.
Prevention of static electricity

● Discharge static electricity (e.g. by touching metal parts of your vehicle) before refuelling.
● Do not re-enter your vehicle during refuelling – stay outside.
Driveway safety
● Start your engine and move your vehicle only AFTER refuelling is completed and the nozzle
has been returned to the pump.
● Pull-away of hose and nozzle may hurt people around you, damage your car, lead to fuel
leakage and possibly cause a fire.
● Service station driveways are busy places. Reduce speed and be aware of moving vehicles
and pedestrians.

Assessment Task 1
Consultation with stakeholders
Meeting with Store Manager – Flagship Store

Amanda Kaisig
Amanda is very concerned about the number of incidents since Pitstop’s buyout of ISS. Safety
performance, because of poor and antiquated recordkeeping practices, was very difficult to evaluate;
however she was able to compile the following summary report.
● Fuel spills could have catastrophic consequences. There is the risk of failing to comply with
environmental laws. There is also the risk of potential loss of customer goodwill.
We advertise our responsibility to the environment.
● The large number of burns is worrying and is also symptomatic of the lack of procedures and
training for all processes.
That was part of the buyout, when all stores were fitted with the new LG
MP-9485S 34L Silver Colour Solar DOM (10amp) ovens and a pie
warmer so that all the stores could sell Jim’s favourite multiple sale
product – pies. We have not had any issues here, but the new stores had
no training on the new oven. Managers were just given an instruction
book that was translated from Japanese. The staff members need to be
very careful when using the oven cleaner as well. It can give off some
very caustic fumes.
Amanda is concerned that, since the Pitstop buyout of ISS, the system that worked on a small scale
is inadequate to deal systematically with the present size of operations.
Jim was always keen to show new employees the dangers that were
specific to this job and the ways he wanted the risks managed and
actioned. I don’t think the new buyout stores concentrate on the induction
phase with new employees. They tend to introduce the new staff to the
potential hazards as they arise in the work activities. I know Jim looks at
the WorkSafe Victoria website, but I have never accessed it. I know Jim
keeps a copy of the WHS Act and Regulations in his files because I have
seen them there. Jim never questions the money I spend to keep the
personal safety equipment in full stock, but I know they have been on a
restricted budget in the buyout stores. As for training, well, Jim did it all.
He trained me, but I know that with all the increased activity, he has not
had the time to train the other managers as he would have liked. He
authorised resources for my St John’s first aid course and actually gave
me time off work to do it. I know that only a few of the buyout managers
have this qualification.

Assessment Task 1
Jim was always very attentive to WHS issues in this store, but I’m not so
confident about the buyout stores. They were not trading very well before
Pitstop took them over and I don’t think WHS was a key focus of those
stores. It hardly comes up in store meetings and agendas proposed by
the managers of the buyout stores. As you can see, Jim did not have a
lot of documented policy and procedures but he was very conscious of
the importance of WHS for the staff.
Despite issues with buyout stores’ safety, because of time pressures, we
have tended to adopt their policy and procedures until we can fully
develop Pitstop’s own.
Meeting with worker representative, former ISS stores – Pat Lee

Pat Lee
Pat Lee has met with 40 workers and managers from the former ISS stores. He has compiled a list of
their concerns.
● Few health and safety issues have been raised by management in the buyout stores over the
past two years.
● Store managers are unclear about reporting process and legal obligations.
● Jim (the CEO) seems to be appreciated as a great oral communicator, but the workers
complained that they had no real written instructions.
● The workers are unsure if the issues raised by them actually make it to the General Manager
or the board of directors. They are not sure that their Shift Managers and Store Managers are
that interested.
● Some of the workers have contacted their union representatives, who have given their
members information about WHS Act.
● Workers would like to be represented by an elected HSR.
● No one-on-one training was given by technical experts on how to operate the new pie oven
and warmer safely.
● Few workers feel adequately trained to perform their role safely. WHS policy and procedures
need to be included in induction or training.
● Workers that work in the late night and overnight shifts complained most about not being
informed about WHS issues.
● Poor morale is leading to absenteeism and presenteeism. Presenteeism is particularly
worrisome because it can mean workers are more susceptible to injuries when they are not
fully committed.

Assessment Task 2
Develop WHS plan and implement

The assessment task is due on the date specified in you Timetable / Term Planner. Any variation to this
The candidate will demonstrate the skills and knowledge required to plan and to implement a WHS
management system.
Using the scenario information supplied, and the WHS policy and management system design you
developed for Assessment Task 1, you will carry out a number of planning and implementation activities,
and role-play consultation with stakeholders. To complete the assessment task requirements, you will
develop and submit a portfolio of planning and implementation documentation for a pilot program at the
Pitstop Pty Ltd Wollongong service station.
Procedure
1. Review the simulated workplace information for Pitstop Pty Ltd provided in this task. Review the
WHSMS design and WHS policy you proposed in Assessment Task 1. Prepare to plan and
implement elements of the WHSMS in consultation with relevant individuals and parties.
2. Arrange with your assessor to meet with the board of directors and senior management (in a
role-play) to discuss the requirements of the WHS plan: identification and control of hazards,
compliance, performance monitoring, and implementation of system.
3. Lead the role-play meeting with board of directors and senior management to:
a. outline requirements of WHS planning; refer to appropriate standards
b. discuss and consult on procedures to manage WHS risk
c. discuss and consult on compliance and standards to adhere to
d. discuss and consult on WHS targets and performance measures
e. describe key elements of implementation to be piloted at Wollongong store.
Note: Ensure you anticipate possible issues and objections and use communication skills to build
consensus and support for system.
4. Develop a 1–2 page outline of plan, containing outcomes of consultation.
5. Develop a 1–2 page draft risk assessment and control procedure.
6. Develop a draft implementation/action plan for the Wollongong store. Include:
a. specific activities for:

Assessment Task 2
i. initial launch of WHSMS, including development of policies and procedures (safety

procedures, recordkeeping procedures, etc.)
ii. ongoing activities
iii. training: consider current activities undertaken by staff, required activities under
your plan, and capabilities of current employees
iv. communication and consultation
v. monitoring and reporting, such as regular safety audits
b. responsibilities and accountabilities
c. timelines
d. targets
e. resources and estimated costs, for example training costs
f. highlighted areas of integration with other management systems.
7. Arrange with your assessor to meet with the Wollongong manager to discuss implementation.
8. Lead role-play meeting with Wollongong manager and HSR to:
a. outline requirements of implementation; refer to appropriate standards
b. discuss and consult on procedures and processes to manage WHS risk
c. discuss and consult on key features of implementation included in plan
Note: Ensure you anticipate possible issues and objections and use communication skills to build
consensus and support for system.
9. Make adjustments to implementation plan after consultation with Wollongong manager.
10. Submit all portfolio documents to your assessor as per the specifications below. Ensure you keep
a copy of all work submitted for your records.
Specifications
You must:
● participate in two consultation role-plays:
○ meeting with the board of directors and senior management

○ meeting with the Wollongong manager and HSR
● submit a 1–2 page outline of plan containing outcomes of consultation
● submit a 1–2 page draft risk assessment and control procedure
● submit draft and final implementation/action plans for the Wollongong store.

● analytical skills to:
○ analyse relevant workplace information and data

Assessment Task 2
○ contribute to the assessment of resources needed to manage risk and, where appropriate,
access these resources
● communication skills to conduct effective formal and informal meetings and communicate
effectively with personnel at all levels of the organisation
● consultation, facilitation and negotiation skills to develop and implement plans
● information technology skills to conduct research, create documentation and present information
● numeracy skills to estimate costs of WHSMS
● project management skills to develop plans to achieve change
● knowledge of barriers to WHSMS implementation, and strategies to remove them
● knowledge of standards relating to WHSMS
● knowledge of the nature of information and data that provide valid and reliable measures of WHS
performance and WHSMS, including positive performance indicators
● knowledge of WHS management systems.

Assessment Task 2

In order to ensure that the WHSMS and its accompanying documentation will meet the needs and
expectations of all Pitstop employees across Victoria, NSW and Queensland, you are piloting your
WHSMS implementation in the Wollongong, NSW service station. Pitstop Wollongong is the service
station with the most WHS incidents to-date, with a representative workforce of relatively new
employees and with only a few long-serving staff.
You have met with the CEO of Pitstop and all relevant Pitstop stakeholders to consult on the general
design of the WHS management system. You have now been authorised to plan and implement the
system.
There are several key tasks to perform, including:
● lead meeting with the board of directors and senior management to consult on planning
● develop a 1–2 page draft risk assessment and control procedure
● develop a draft implementation/action plan for the Wollongong store
● lead meeting with the Wollongong manager and HSR to consult on implementation.
Crucially for senior management, you will need to carry out planning and implementation in close
consultation with stakeholders to ensure buy-in across the organisation.
Senior management sees the implementation of the WHSMS as a great opportunity to build a self-
sustaining and reinforcing culture of safety that systematically reduces risk across the expanding
business.
As CEO Jim Murphy states, however, ‘…the rapid expansion of our business, and replication of
management structures and systems, will mean that the effect of any successes or failures will be
amplified – we may only get one chance to get this implementation right.’ The key objectives for the
WHSMS implementation are to:
● minimise injuries
● reduce number of days of lost work
● establish risk management process
● ensure managers implement WHS policy and WHSMS
● ensure employee buy-in across the organisation.

Assessment Task 2
Pitstop workplace current (pre-WHSMS) operations

Store activities list
The following activities are carried out at Pitstop.
Employees
Ongoing activities
● Serve customers.
● Resolve issues associated with use of petrol or LPG pumps.
● Heat pies.
● Receive and store frozen and refrigerated food items.
● Balance cash register and bank the notes.
● Mop and clean floors.
Once-a-day activities
● Clean all forecourt pumps.
● Pick up all rubbish on the forecourt.
● Replace water and supplies on the forecourt.
● Change display board prices.
● Move stock from reserve to retail shelves.
Weekly activities
● Measure the fuel volumes in the underground storage tanks.
● Receive deliveries of LPG and Petrol.
● Receive and store retail products.
● Re-organise reserve stock.
● Stocktake inventory items on forecourt, shop and reserve.

Assessment Task 2
Store Managers
Ongoing activities
● Monitor employees under supervision.
● Aid employees where required.
● Coach/train employees.
● Induct new employees.
● Provide reports to senior management as requested.
Daily activities
● Sales, inventory and banking reports for General Managers.
Yearly activities
● Performance Review and Development Program (PRDP).

Assessment Task 2
Wollongong store employee skills

Employee Comments
Store Manager 1 year managerial experience.

Not sure how WHSMS could integrate with existing systems.
No idea how to use the pie oven; otherwise familiar with all store procedures.
Adequate knowledge of all safety procedures but unsure of risk assessment
process.
Certificate IV in Training and Assessment.
2 years training experience.
No first aid training.
Good knowledge of WHS legal framework.
Good written and verbal communication skills. Can write reports.
Shift Manager 1 18 months experience – 6 months as shift manager.

No formal training experience; provides informal training to new staff.
No first aid training.
No understanding of performance measures.
No previous managerial experience.
Can use the pie oven.
Adequate knowledge of safety and emergency procedures.
Limited knowledge of WHS legal framework – originally from UK.
Excellent verbal communication but poor written communication skills.
Shift Manager 2 5 years experience.

Competent in all aspects of working in a petrol station.
Can use pie oven.
No knowledge of WHS legal requirements.
Good written and verbal communication skills.
Cashier 1 2 years experience.

Some experience with other pie ovens.
Adequate knowledge of WHS legal requirements.

Assessment Task 2
Employee Comments
Cashier 2 18 months experience.

Can use all in-store equipment safely, but unsure of outdoor safety
procedures. Adequate knowledge of emergency procedures.
Can use pie oven.
Poor written and verbal communication skills.

No idea how to use the pie oven.
No knowledge of safety procedures, but adequate knowledge of emergency
procedures.
Good verbal communication but poor written communication skills.

Not yet competent in all aspects of working in a petrol station.
No idea how to use the pie oven.

Not yet competent in all aspects of working in a petrol station.
Can use pie oven.
No knowledge of safety or emergency procedures.
Good verbal communication but poor written communication skills.

Assessment Task 3
Measure, evaluate, review and improve WHS

performance
The assessment task is due on the date specified in your Timetable / Term Planner. Any variation to this
The candidate will demonstrate the skills and knowledge required to measure, evaluate, review and
improve WHS performance.
Using the scenario information supplied in this task, and planning materials developed in Assessment
Tasks 1 and 2, you will undertake a number of monitoring and evaluation tasks. You will consult with
managers to gain input into and support for implementation of monitoring and evaluation activities to
measure WHS performance against organisational outcomes and individual performance. You will then
analyse and evaluate WHS performance data, present a draft report to senior management, and provide
a final written report containing results of analysis and recommendations for improvement of the
WHSMS.
Procedure
1. Review the simulated workplace information for Pitstop Pty Ltd. Review planning materials you
developed for Assessment Tasks 1 and 2.
2. Arrange with your assessor to consult with managers (in role-play) on implementation of
performance monitoring and audit procedures. Prepare to discuss:
a. the measurement and evaluation requirements of the WHS plan
b. setting targets and KPIs for managers and employees in accordance with organisational
objectives for the WHS. Consider outcome and management KPIs
c. audit and reporting process for managers. Consider schedule for audits, content of audits,
and tools such as checklists which may help in implementation.
Note: If you have not already developed or considered performance measures, performance
management, and reporting and audit procedures, you will need to prepare or source draft
procedures as the basis of consultation with managers.
3. Consult with managers on implementation of performance monitoring and audit procedures.
Remember to seek input, defend your processes when necessary or appropriate, and explain the
most practical ways possible for managers to implement the procedures you have developed.
Stress the benefits to the organisation and benefits to managers where appropriate.

Assessment Task 3
4. Following consultation, amend targets and KPIs, performance management, audit and reporting
procedures based on the information you have gathered through consultation.
5. Using data provided, analyse information and data for the 6-month period post-implementation.
You need to:
a. consider the relationship between the data and the WHSMS targets and performance
indicators. What are the gaps?
b. consider possible causal relationships between data and aspects of the WHSMS
implementation
c. consider possible improvements to address root causes of performance issues
d. consider existing procedures and ways to improve them
e. develop draft recommendations for improving the WHSMS.
6. Arrange with your assessor to consult with the board of directors and senior management (in
role-play) to present WHS performance data and recommendations.
7. Present data and recommendations. Begin your presentation with an explanation of the review
process. Stress the importance of the process for continuous improvement of health and safety
outcomes. Refer to appropriate standards.
8. Based on your analysis and consultation with the board of directors and senior management,
prepare a 3–4 page report containing the following elements.
a. Executive summary (briefly summarise report).
b. Body (analyse data from scenario; discuss possible causes; explore possible solutions;
explain your reasoning and support with evidence).
c. Conclusions (make conclusions based on analysis; determine root causes of performance
issues).
d. Recommendations (at least 4 recommendations to improve performance based on
analysis). Refer to standards and legal compliance where relevant to support
recommendations.
9. Submit your report to your assessor as per the specifications below. Ensure you keep a copy of
all work submitted for your records.
Specifications
You must:
● participate in two consultation role-plays:
○ meeting with the store managers on monitoring and reporting

○ meeting with the board of directors and senior management to review performance of
WHSMS and make recommendations
● submit amended targets and KPIs, procedures for performance management, audit and reporting
as a result of consultation

Assessment Task 3
● submit a written 3–4 page report containing recommendations for improvement of the WHS
management system.

● analytical skills to identify areas for WHS improvement
● communication skills to:
○ conduct effective formal and informal meetings and communicate effectively with
personnel at all levels of the organisation
○ prepare reports for a range of target groups, including health and safety committees,
health and safety representatives, managers, supervisors, and persons conducting
businesses or undertakings (PCBUs) or their officers
● consultation, facilitation and negotiation skills to implement and monitor designated actions
● information technology skills to conduct research into WHSMS systems, create documentation
and present information
● numeracy skills to analyse workplace information and data
● knowledge of barriers to WHSMS implementation and strategies to remove them
● knowledge of documents relating to WHSMS standards
● knowledge of the nature of information and data that provide valid and reliable measures of WHS
performance and WHSMS, including positive performance indicators
● knowledge of WHS management systems.

Assessment Task 3

It has been six months since the implementation of the WHS management system across all stores at
Pitstop. The implementation has been carried out concurrently with the expansion of the business,
which, over the course of two years, has grown from a single store to 30 stores. The number of
employees has grown from 20 to 160 over the course of the implementation of the WHSMS.
Signs are that the rollout has been moderately successful in about half the stores. Initial feedback from
store managers and employees has been positive; however the implementation seems to have lost
momentum.
It is now time for a review of the WHSMS. You have been asked by senior management to provide a
written report on the performance of the system. The report should contain analysis of the data, and
recommendations for improvement based on your analysis.
The original objectives for the WHS management system appear below.
1. Minimise illness and injuries in the workplace:

○ minimise incidents
○ reduce number of days of lost work.
2. Provide effective risk management:
○ establish risk management process.
3. Provide effective WHS management and leadership:
○ ensure managers implement WHS policy and WHSMS.
4. Build a culture of safety in the workplace:
○ ensure employee buy-in across the organisation.
The CEO has asked you to prepare a 3–4 page report for directors on the performance of the WHS
management system. The CEO has explained what the directors will require in your report.
● In your executive summary, you should summarise the main points of your report.
● In your analysis, you should relate the information about the WHSMS to targets and performance
indicators. You should explore possible causes for poor performance and explore potential
solutions.
● In your conclusions, you should summarise areas of poor performance and determine root
causes.
● In your recommendations, you should provide solutions to poor performance and explain how
your recommendations will work to improve the system.
The directors look forward to your report.

Assessment Task 3
Strategic implementation plan

A strategic implementation plan for the organisation has been developed from the WHS management Key
system objectives and appears below.
IR Incidence Rate
LTIFR Lost Time Injury Frequency Rate
Objective Target Implementation Indicator/monitoring Person
To minimise injuries IR=<4 Skills assessment of workers. Number of reported injuries and near Store Managers
misses in 6-month period.
Specific training on equipment
and job roles. Data from incident reports.
To reduce number of days LTIFR=<6 Skills assessment of workers. Number of lost days in 6-month period. Store Managers
of lost work
Specific training on equipment Data from incident reports.
and job roles.
To establish risk All employees aware of Documents developed and Percentage of managers who have Store Managers
management process procedure. distributed in policies and completed process over 6-month
procedures manual to all staff. period.
All managers have initiated
one safety audit and Safety audits.
implemented process.
Project management report.

Assessment Task 3
Objective Target Implementation Indicator/monitoring Person
To ensure managers All managers have Training for managers on Percentage of managers who have WHS Manager
implement WHS policy and performed a skills audit and process. performed a skills audit.
WHSMS conducted or initiated
Manager’s report.
appropriate training for
employees. Percentage of employees who have
completed training.
Management reports/training records.
To ensure employee buy-in All employees have Managers to conduct monthly Percentage of employees who have WHS Manager and
across the organisation attended a WHS sessions with employees to attended sessions. Store Managers
information session run by explain WHS issues, consultative
Management reports.
managers in 6 months. process, etc.
Employee feedback survey on
sessions.

Assessment Task 3
Data collected
Using the approved data collection plan, the following data and information was collected for use in the
six month evaluation of the WHS management system.
Incident report
Work
Incident type Number Description
days lost
Fuel spills 38 Some customers and employees 0

with spilled fuel on clothes.
Fires 3 3 small fires due to employee and 1

customer cigarette butts, quickly
extinguished by customers or staff;
one day lost due to smoke
inhalation by employee with
asthma.
Slipping on floors 2 Employees slipping on wet floors 1

while mopping.
Falling stock 10 Employees hit on head. 10
Lifting injuries 12 Employees injured while receiving 5

and storing stock.
Tripping 8 Employees tripping on exposed 8

pipes and wires.
Burns 60 Pie oven burns. 15
Fatigue from standing 10 Employees complaining of back 4

and foot aches from standing and
serving customers all shift.
Breathing difficulties 40 1 employee cleaning pumps with 20

strong solvent.
Eye irritation 2 1 employee splashed fuel in eyes. 1
Overall IR = 6
Overall LTIFR = 12
Additional information
Using the approved data collection plan, the following information was collected from various sources for
use in the evaluation.

Assessment Task 3
Source Information and data
Employee data report from 160 employees

General Manager – Finance and
20 stores
Operations
20 Store Managers
Safety audits 10 audits completed.

Wide variance in approach to risk taken by various managers.
For example, some managers have initiated the use of nozzle
guards and automatic pump shut-off systems to reduce small
and large spills. Other managers have chosen to post rules for
customers in more visible locations.
Project management reports 13 managers have completed a skills audit in the 6-month
period.
Incident reports Incident reports are not always completed by managers. Risk of
serious incidents not being considered in review; risk of serious
incidents not being reported to relevant WorkCover authority.
Managers' reports Managers report 250 weekly safety audits of premises Nearly
500 expected.
The ability of designated staff to understand and follow written
risk assessment processes is impeding progress.
Training records 80 employees trained in job role.
Employee feedback survey Employees generally like the idea of training sessions, but feel
sessions are often disorganised and incompetently run by
inexperienced managers.
Some stores have highly popular and informative sessions.
Managers run regular sessions based on employee WHS
concerns and WHS issues showing in management reports.
These same stores have very few incidents.
Feedback through HSRs and Employees feel that there was a lot of initial managerial
informal consultation enthusiasm for the new WHSMS; however, recently not much
attention has been paid to maintaining the system.
Employees at some stores complaining about recent
introduction of strong solvents; managers at those stores
dismiss concerns.
Also, at some stores, job roles and performance indicators set
by managers don’t mention WHS. Employees feel that this send
the message: WHS is not genuinely important to role at store.

Assessment Task 3
Source Information and data
Industry reports and independent Barriers and engineering controls 50% more effective in
scientific studies; advice from reducing incidents than signage.
WHS experts
Stable causal link between increased frequency and repetition
of safety messages and reduced injury rates.
Strong correlation shown between smoking rates at stores and
fire incidence.
Strong correlation shown between smoking rates at stores and
willingness to promote a safe working environment.
Policy and procedures documents (retained from ISS buyout stores)
ISS work/life balance policy

ISS aims to provide a flexible and family-friendly workplace that reasonably accommodates external
commitments and carer responsibilities.
As a flexible and family-friendly business, ISS recognises that its staff members have responsibilities
and commitments extending beyond the working environment. ISS is aware that these responsibilities
and commitments can have a significant impact on employment opportunities, and ISS is committed
to providing an accessible, supportive and flexible environment for all staff.
In responding to requests for arrangements relating to work/life balance, management will need to
consider work requirements and the current and potential needs of others in responding, keeping in
mind that ISS seeks:
● minimisation of disadvantage/s that may result from competing commitments
● an environment that is supportive and accepting of the responsibilities of caregivers and staff
with cultural obligations.
Promotion and support of the balance of work and personal needs for staff will position ISS as an
employer of choice, initiate a high level of commitment from staff to the work and ideals of ISS, and
provide high levels of job satisfaction and a strong collaborative and collegiate culture, while at the
same time reducing stress and turnover.
Staff will be provided with a positive work climate where supervisors strive to meet expectations in
accommodating life and personal responsibilities.

Assessment Task 3
ISS smoking policy

As an employer, ISS has a duty under WHS legislation to provide a safe working environment and to
protect the health of all employees from any illness and injury arising from the workplace. Areas other
than those designated will be smoke-free to eliminate the hazards of environmental tobacco smoke.
A designated area will be available where smokers will be able to smoke during scheduled work
breaks, as long as this does not cause harm or discomfort to other employees in the workplace.
Employees may not, at any time, smoke inside buildings or premises or any enclosed workplaces.
The designated areas will be away from flammable or other dangerous activities.
A breach of this policy will be dealt with in the same manner as a breach of any WHS policy, and
standard disciplinary procedures will apply.
ISS sexual harassment policy

ISS recognises that sexual harassment is a serious issue and is committed to providing a workplace
free from sexual harassment.
What is sexual harassment?
Sexual harassment is any deliberate verbal or physical conduct that is unwelcome and uninvited,
embarrassing, demeaning, offensive or compromising. It can be experienced anywhere in the
workforce, and by both men and women.
It has nothing to do with mutual attraction or genuine affection between people. Such friendships,
whether sexual or not, are a private concern. It should not be confused with genuine compliments or
behaving with common courtesy.
Sexual harassment may include such actions as:
● dirty jokes, derogatory comments, offensive written messages (email/text messages), or
offensive telephone calls
● leering, patting pinching, touching or unnecessary familiarity
● persistent demands for sexual favours or social outings
● displays of offensive posters, pictures or graffiti.
Behaviour is against the law if it makes you feel:

● offended and humiliated
● intimidated and frightened
● uncomfortable at work.
ISS considers sexual harassment an unacceptable form of behaviour which will not be tolerated
under any circumstances.
ISS undertakes to educate all employees on the issue of sexual harassment to avoid its incidence
and to inform employees of procedures to deal with the problem, should it occur.

Assessment Task 3
ISS alcohol and drugs policy

ISS recognises the value of its employees and is committed to promoting and maintaining the health
and wellbeing of every member of its workforce. Alcohol and other drugs can influence an employee’s
ability to maintain safe work practices and can endanger themselves and others. All employees,
contractors and sub-contractors have a responsibility to present for work and remain at work not
influenced by alcohol and other drugs.

Assessment Task 3
ISS bullying and harassment policy

ISS is committed to providing a working environment that is free from bullying. Working relationships
and standards of behaviour between employees are important workplace issues. The ISS code of
conduct sets out principles for behaviour required in the workplace, namely that:
● all people should be treated with respect
● all employees should develop an awareness about the impact of their behaviour on others
● there is agreement about what is appropriate behaviour at work.
ISS considers that bullying in the workplace is inappropriate and unacceptable behaviour, and those
employees found to have either committed or condoned such behaviour in the workplace may be
subject to disciplinary action.
A bully is a person who uses strength or power to coerce others by fear. To bully is to oppress or
persecute, physically or morally by (threat of) superior force. Bullying is physical or psychological
behaviour or conduct where strength (including strength in personality) and/or a position of power is
misused by a person in a position of authority or by a person who perceives that they are in a position
of power or authority. While bullying is normally associated with unequal power relationships, peer-to-
peer bullying is not uncommon and is an equally unacceptable behaviour at ISS.
A variety of behaviours and acts may constitute bullying which, over time, create a negative
workplace environment. These may include:
● threats
● verbal abuse
● shouting
● constant unconstructive criticism
● blaming
● sarcasm and other forms of demeaning language
● coercion
● punitive behaviour
● isolation
● deliberately withholding information that a person needs to exercise her or his role or
entitlements within the organisation
● repeated refusal of requests for leave or training without adequate explanation and suggestion
of alternatives.
Bullying may be perpetrated by an individual who may be a work colleague, a supervisor or any
person who is part of the work environment.

Assessment Task 3
ISS performance management policy
Purpose
To support ISS’s commitment to providing a high-performance and satisfying work environment. To
describe ISS’s Performance Review and Development Program (PRDP).
Scope
Policy
Each Store Manager at ISS should provide support and guidance to their employees. To this end,
Store Managers should discuss performance and development. The PRDP has the following aims:
● encouraging and facilitating high performance among ISS employees
● recognition of achievement and training
● facilitating feedback and consultation between management and staff
● identifying employee development and training needs.
To facilitate the PRDP, all Store Managers will be trained in the principles and practice of PRDP to
ensure effective implementation of the PRDP process.
Together, each employee and their supervisor will develop a performance plan and a professional
development plan. Both will then negotiate how these plans will be implemented. PRDP should be
repeated over a twelve-month cycle.
PRDP will be implemented in accordance with the principles of fairness and equity, and in
accordance with relevant legislation and various ISS policies.
Responsibility
Managers are responsible for ensuring that PRDP is implemented for all employees for whom they
are designated supervisors.

Assessment Task 3
ISS induction policy
Purpose
To support ISS’s commitment to induction of all new employees. To describe ISS’s induction process.
Scope
Policy
Each employee should be systematically introduced to their job roles and should be provided with the
information they require to succeed and develop. Inductions should:
● encourage commitment to the mission and strategic goals of ISS
● welcome and introduce staff members to the workplace
● provide any information necessary to enable new employees to perform their duties.
The induction process has two components

● ISS corporate induction
● local induction; for example, store induction.
Responsibility
Managers are responsible for ensuring that the induction process is implemented for all employees
for whom they are designated supervisors.

Assessment Task 3
ISS emergency procedures
Fire emergency
All fire exits should be kept clear of obstacles.
Keep access corridors to emergency exits clear.
In the case of a fire:
1. Assess the danger.
2. Assist anyone in the vicinity of the fire away from danger.
3. Close door/s to the fire area if possible.
4. Call for assistance and call out ‘FIRE, FIRE, FIRE’ in a loud and clear voice.
5. Attack the fire with the correct extinguisher or fire hose.
First aid
1. Supervisors and managers should endeavour to have a current first aid certificate.
2. Follow CPR procedure where appropriate.
a. Check for DANGER; to you, to others, to the casualty.
b. Check for a RESPONSE.
c. Check the AIRWAY.
d. Check for BREATHING.
e. Check for CIRCULATION.
3. Call for assistance as soon as it is appropriate to do so.
Fuel spill
Fuel spills can happen when filling tanks.
When notified of a fuel spill:
1. Stop pump.
2. Wheel prepared fuel spill kit bin to the affected area.
3. Clear persons from area.
4. Place absorbent mats on the spill.
5. Clear soaked mats and place them in the discard bin.

Assessment Task 3
Armed holdup
1. Stay calm.
2. Talk in a calm voice.
3. Don’t argue.
4. Press hidden alarm.
5. Always give them what they want.
6. Note as many details as possible about the person.
7. Report details to police.
ISS hazard control procedures

All staff should be made aware of this policy and procedure within several months of commencing
work at ISS.
New staff should be made aware of any hazards that exist within the workplace, and the way ISS
manages the potential risk from that hazard.
It is expected that each staff member will report and act upon potential workplace hazards.
Process for identification of new hazard:
1. Identify hazard.
2. Clear area.
3. Partition the hazard.
4. Clear hazard if safe to do so.
5. Report hazard to owner or manager.
6. Complete all documentation.

Assessment Task 3
ISS safe fuel handling – Instructions for customers

Car engines – By law you must switch off your engine before and during refuelling.
Refuelling petrol vehicles – Take care; static discharge from clothing may ignite vapours.
Mobile phones – Dropping a mobile phone can cause sparks, which may ignite vapours. Using a
mobile phone while refuelling can cause a lapse in concentration.
Smoking – By law, you and your passengers are required to extinguish your cigarettes.
Children – ONLY adults (15 years or older) are permitted to fill fuel tanks.
Motorcycles – Always dismount your motorcycle prior to and during refuelling.
Autogas (LPG) – If you detect an LPG leak, press the emergency stop button and advise staff
immediately.
Caravans and food vans – By law, you are required to extinguish all pilot lights.
Filling containers – Fill only properly labelled containers which have been stamped to say they are
approved to carry flammable liquids.
Safe fuel handling – Please be careful when handling or storing fuel for any purpose.
● Contact with fuel can burn or irritate skin and eyes.
● If your clothing is splashed with fuel, saturate the area with water.
● If fuel splashes on your skin, wash immediately with soap and water.
● Prolonged exposure to vapours can adversely affect health.
● Always label and store fuel in a cool, well-ventilated location out of children’s reach.
● It is illegal to pour fuel into drains or sumps.
Prevention of static electricity

● Discharge static electricity (e.g. by touching metal parts of your vehicle) before refuelling.
● Do not re-enter your vehicle during refuelling – stay outside.
Driveway safety
● Start your engine and move your vehicle only AFTER refuelling is completed and the nozzle
has been returned to the pump.
● Pull-away of hose and nozzle may hurt people around you, damage your car, lead to fuel
leakage and possibly cause a fire.
● Service station driveways are busy places. Reduce speed and be aware of moving vehicles
and pedestrians.


BSBWHS605 - Assessment Tasks

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Assessment Task 1

BSBWHS605 Develop, implement and maintain WHS management systems

Support and facilitate implementation and

● develop WHS policy

● build management commitment to the proposed WHS management system (WHSMS).

RTO: 22332 Version: 2

a. Victorian WHS legal framework

RTO: 22332 Version: 2

Your assessor will be looking for:

● organisational skills to manage own tasks within a timeframe

● knowledge of standards relating to WHSMS

● knowledge of WHSMS certification and auditing standards, processes and requirements.

RTO: 22332 Version: 2

Simulated workplace scenario – Pitstop Pty Ltd

RTO: 22332 Version: 2

In the employment interview, Jim explained that:

Pitstop has just gone through a tremendous transformation, from a single

RTO: 22332 Version: 2

RTO: 22332 Version: 2

Pitstop Pty Ltd organisation

Pitstop WHS strategic plan 2014 (excerpt)

Pitstop organisational structure

Board of Directors and CEO

General Manager – General Manager –

Senior Accountant Store Managers

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Pitstop workplace operations

● Resolve issues associated with use of petrol or LPG pumps.

● Receive and store frozen and refrigerated food items.

● Balance cash register and bank the notes.

● Mop and clean floors.

● Pick up all rubbish on the forecourt.

● Replace water and supplies on the forecourt.

● Change display board prices.

● Move stock from reserve to retail shelves.

● Receive deliveries of LPG and petrol.

● Receive and store retail products.

● Re-organise reserve stock.

● Stocktake inventory items on forecourt, shop and reserve.

RTO: 22332 Version: 2

● Aid employees where required.

● Induct new employees.

● Provide reports to senior management as requested.

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WHS initial review and data gathering

Incident summary report for previous 6 months

● Only a few safe working procedures clearly visible or available.

● No induction of new staff on WHS.

● No staff noticeboard for safety information.

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● Records relating to workers compensation claims are kept in an unlocked cabinet.

● Missing incident reports.

● Electronic data is backed up periodically.

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Policy and procedures documents (retained from ISS buyout stores)

ISS work/life balance policy

ISS smoking policy

RTO: 22332 Version: 2

ISS sexual harassment policy

● persistent demands for sexual favours or social outings

● displays of offensive posters, pictures or graffiti.

Behaviour is against the law if it makes you feel:

● intimidated and frightened

ISS alcohol and drugs policy