Policy

Data Protection Policy

 Company Name: Liverpool Training Ltd

Company Address:  Building 30, Prince Shaker Bin Zaid Street, Shmeisani, Amman,Jordan.

Introduction

Liverpool Training Ltd is committed to upholding the privacy of its learners and employees and conforming towards the Data protection law No. 27/2015 Article (3).  To achieve this commitment, information about our learners, employees and other clients, contacts and other stakeholders must be collected and used fairly, stored safely and not unlawfully disclosed to any other person or third party. Information that is already in the public domain is exempt from the Data protection law No. 27/2015 Article (3) It is a policy to make as much information public as possible and in particular the following information will be available to the public.

 • Names of our Directors

• Photographs of key staff 

• List of staff

• Learner performance data

 Principles 

The College, its staff and others who process or use any personal information must ensure that they follow the data protection principles set out in the Data protection law No. 27/2015 Article (3). The college will ensure that the following is adhered to pertaining to Data. 

  • Be obtained and processed fairly and lawfully
  • Be obtained for a specified and lawful purpose and shall not be processed in any manner incompatible with that purpose
  • Be adequate, relevant and not excessive for those purposes
  • Be accurate and kept up to date
  • Not be kept longer than is necessary for that purpose
  • Be processed in accordance with the data subject rights
  • Be kept safe from unauthorized access, accidental loss or destruction
  • Not be transferred to a country outside the European Economic area, unless that country has equivalent levels of protection for personal data

The College will not release staff or learner data to third parties except to relevant statutory bodies. In all other circumstances the College will obtain the consent of the individuals concerned before releasing personal data. 

Responsibilities

The management is responsible for the oversight and implementation of this policy.

 The Principal and Senior Staff Members It will be the responsibility of the Principal and senior staff to ensure compliance with the policy and for communicating the policy to all staff.

 All staff are responsible for ensuring that any personal data, which they hold, is kept securely and personal information is not disclosed in any way and to any unauthorised third party.  All staff are responsible for ensuring any personal data provided to the college is accurate and up-to-date.

 All learners are responsible for ensuring that all personal data provided to the College is accurate and up-to-date. 

Compliance

Failure to comply with the data protection policy and procedure could result in disciplinary action.

 REVIEW:  A review of this policy and related procedures will be reviewed on an annual basis.

Data Protection Procedure

 1. Introduction

 The College needs to keep certain information about its employees, students and other users to allow us to monitor recruitment, attendance, performance, achievements and health and safety. It is also necessary to process information so that staff can be recruited and paid, courses organized and legal obligations to funding bodies whenever applicable is complied with. To comply with the law, information must be collected and used fairly, stored safely and not disclosed to any other person unlawfully. To do this, the College must comply with the Data Protection Principles, which are set out in the Data Protection Act 1998 and also listed above.

2.  Staff Responsibilities

  1. Information about Yourself

 All staff are responsible for:

  • Checking that any information they provide to the College in connection with their employment is accurate and up-to-date;
  • Informing the College of any changes to information, which they have provided, i.e. change of address;
  • Informing the College of any errors or changes. The College cannot be held responsible for any errors unless the staff member has informed us of them.

 

  1. Information about Students 

 The policy applies to all staff who process and access data about individuals on a regular basis, i.e., when marking registers, writing reports or references, or as part of a pastoral or academic supervisory role. The information must be privy to only relevant parties deemed fit by the college.

 The College will ensure through procedures, that all individuals give their consent to this type of processing. The information that staff deals with on a day-to-day basis will be ‘standard’ and will cover categories such as:

  • General personal details such as name and address;
  • Details about class attendance, course work marks and grades and associated comments;
  • Notes of personal supervision, including matters about behaviour and discipline.

Information about an individual’s physical or mental health; sexual orientation; political or religious views; trade union membership or ethnicity or race is sensitive and can only be collected and processed with consent.

 All staff has a duty to make sure that they comply with the data protection principles, which are set out in this policy. In particular, staff must ensure records are:

  • Accurate;
  • Up-to-date;
  • Fair;

Stored and disposed of safely, and responsibly

The Director of admissions / admin will be responsible for ensuring that all personal data is kept securely.  They must ensure personal data is:

  • Put away in lockable storage;
  • Not left on unattended desks or tables;
  • Unattended ICT equipment should not be accessible to other users;
  • ICT equipment used off-site must be password-protected;
  • Data files on CD or floppy disk or memory stick or email attachments used off-site containing personal data must be password-protected;
  • Shredded where appropriate
  • Staff must not:
  • Staff must not disclose personal data to any individual, unless for normal academic or pastoral purposes, without authorization or agreement from the data controller / Director, or in line with the College policy;
  • Staff shall not disclose personal data to any other staff member except with the authorization or agreement of the designated data controller / Director, or in line with the College policy.
  • Before processing, all staff should consider the following:
  • Do you really need to record the information?
  • Is the information ‘sensitive’?
  • If it is sensitive, do you have the data subject’s express consent?
  • Has the individual been told that this type of data will be processed?
  • Are you authorized to collect / store / process the data?
  • If yes, have you checked with the data subject that the data is accurate?
  • Are you sure that the data is secure?
  • If you do not have the data subject’s consent to process, are you satisfied that it is in the best interests of the individual or the safety of others to collect and retain the data?

3. Rights of Access Information

 Staff, individuals and other users of the College have the right to access any personal data that is being kept about them either on computer or in certain files.  Any person who wishes to exercise this right should write to the Access to Data Personal/Data Controller c.service@ltli.net.

The College will make a charge on each occasion that access is requested, although the College has discretion to waive this.  This charge will be automatically waived off for staff.

 The College aims to comply with requests for access to personal information as quickly as possible, but will ensure that it is provided within 21 days unless there is good reason for delay. In such cases, the reason for delay will be explained in writing to the data subject making the request.

4. The Data Controller and the Designated Data Controllers

The College has a designated data controller will deal with day-to-day matters.  

 The Colleges’ designated and nominated data controller may be a Director / Administrator.

5. Retention of Data

 Please see Appendix 1 for the guidelines for the retention of personal data.

6. Conclusion

Compliance with the Data protection law No. 27/2015 Article (3) the responsibility of all members of the College. Any breach of the Data Protection Policy may lead to disciplinary action being taken, access to the College being withdrawn, or even a criminal prosecution. Any questions or concerns about the interpretation of this policy should be referred to your line manager.     

Appendix 1

GUIDELINES FOR RETENTION OF PERSONAL DATA

  • Type of Data
  • Suggested Retention Period
  • Reason
  • Personnel files including training records and notes of disciplinary and grievance hearings
  • 6 years from the end of employment
  • References and potential litigation
  • Application forms/interview notes
  • At least 6 months from the date of the interviews.
  • Time limits on litigation
  • Facts relating to redundancies where less than 20 redundancies

 

Appendix 2

 STANDARD REQUEST FORM FOR ACCESS TO DATA

 I…………………………………wish to have access to either:

 1.        All the data that ………… currently has about me, either as part of an electronic system or part of a relevant filing system; or

 2.        Data ………………. has about me in the following categories:

  • Academic marks or course work details;
  • Academic or employment references;
  • Disciplinary records;
  • Health and medical matters;
  • Political, religious or trade union information;
  • Any statements of opinion about my abilities or performance;
  • Personal details including name, address, date of birth;
  • Other information (please specify)

I understand the access request incurs a fee of JD 5.00 .

1. The purpose of this procedure is to set out the centres approach to continuous improvement and feedback, but also to provide a clear process to be followed in the event of a complaint. A complaint is any expression of grievance that a centre service has failed or is failing to meet reasonable expectations, or that a member of staff or a student has behaved or is behaving unreasonably.

2. The Procedure applies to complaints raised by students, parents, guardians, employers, customers or the general public in relation to centres activities, staff and provision. The procedure is not applicable to staff members who have a grievance against an individual person such as another staff member or student. Such grievances are the subject of a separate staff grievance procedure. This procedure specifically excludes complaints relating to the centres Admissions Procedure and Assessment Appeals as other procedures apply.

3. This procedure should be used in the event of any person disputing the Centres delivery of standards as outlined in the Student Charter or:

a. Wishing to provide feedback to enable the Centres to improve in any aspect

b. Deficiencies in standards of service which might include problems with support facilities. 

c. Dissatisfaction with standards of teaching provision (for example, the basic academic framework such as structure, arrangements for assessment and information provided about a course).

d. Dissatisfaction with the arrangements of the provision for tuition.

e. Other deficiencies in the quality of the student experience.

f. To pass on feedback of a positive nature that might lead to further positive experiences

4. All staff have a responsibility to listen and try to resolve concerns at the point of origin. Directors are responsible for acknowledging, investigation and resolving formal complaints within their area of responsibility. CEO is responsible for considering Appeals against the findings of an investigation into a complaint. The Quality Manager is responsible for the operation of the complaints procedure, including the recording, analysis and reporting on trends in and issues around complaints, compliments and feedback.

5. The Centres will keep a complaint confidential in as far as is necessary to comply with its data protection obligations. No complainant or person complained against will be discriminated against while the complaint is being dealt with. The Centre cannot guarantee confidentiality and it may deem it necessary to divulge certain information if the centres believe there is a Health and Safety or Safeguarding risk. The centres confirm to students as part of their induction that it will share information with Complaints Procedure with parents/carers if the student is aged 18 years of age or under on the 31st August in the year they enrol.

6. Complaints of a minor nature should be raised immediately with any relevant member of staff. Although such issues will be addressed informally, staff are required to log brief details of informal complaints for internal monitoring purposes. Where issues cannot be resolved informally at point-of-origin, individuals may wish to make a formal complaint using the process outlined below.

7. The individual should lodge their formal complaint using either: the Complaints Form; email directly to the Quality Manager; or in person to a member of staff who will be expected to complete the logging process on their behalf.

8. All formal complaints will be acknowledged within one working day using a standard template and forwarded for investigation to the departmental Complaints Officer (eg Director).

9. All formal complaints will be fully investigated and responded to within 5 working days. The response will include relevant details about the investigation, conclusion and any required corrective action. The Quality Manager will be responsible for checking any response letters and issuing on behalf of the Centre to the complainant, as well as advising of any additional means of communication.

10. If the complainant remains dissatisfied, they may appeal in writing to the CEO, who will investigate further and respond within 10 working days.

 CENTRES COMPLAINT FORM

1. The Complainant - About You?

Title (Mr/Mrs/Miss/Ms/Other):

Full Name:

Email:

Contact Telephone Number:

Do you want someone to support you, if so who and are you happy for us to speak with this specified person about your complaint?

2. How have your tried to resolve the issues so far?

(i) Which members of staff have you raised your concerns with?

(ii) When did you raise your concerns with them?

(iii) What was the outcome of their consideration and why do you remain dissatisfied?

3. Summary of your complaint

4. Outcome

What would you like to see as the outcome to your complaint?

DECLARATION

I confirm that the information I have provided is correct to the best of my knowledge and I give my consent for appropriate staff to have access to the information provided in relation to this complaint.

Name:

Date:

Please send this completed complaint form to:

Quality Manager via email / in person / post

Liverpool Training and its operating centres are committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

Liverpool training and operating centres - in providing goods and/or services and/or facilities - are also committed against unlawful discrimination of customers or the public

 

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • not unlawfully discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

Liverpool Training commits to:

  • encourage equality and diversity in the workplace as they are good practice and make business sense
  • create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help liverppol training provides equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

  • take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of liverpool training work activities.

 

Such acts will be dealt with as misconduct under the liverpool training grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

 

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under country/region relevant Laws – which are not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

  • make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation
  • decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality law)
  • review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law
  • monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

 

Details of the organisation’s grievance and disciplinary policies and procedures can be found at centres staff rooms. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

 

MALPRACTICE POLICY

PLAGIARISM AND ASSESSMENT MALPRACTICE POLICY

It is essential that you understand that all work submitted must be your own, including correct referencing of any (short passages of) quoted material. Similarly your tutors are required to follow the correct procedures as laid down by the awarding body and the college, and this is carefully monitored through the verification process.

DEFINITIONS/TERMINOLOGY  

  • Student malpractice: any action by the student which has the potential to undermine the integrity and validity of the assessment of the student’s work (plagiarism, collusion, cheating, etc.)
  • Assessor malpractice: any deliberate action by an Assessor which has the potential to undermine the integrity of your qualifications
  • Plagiarism: taking and using another’s thoughts, writings, inventions, etc. as one’s own
  • Minor acts of student malpractice: handled by the Assessor by, for example, refusal to accept work for marking and learner being made aware of malpractice policy. Student corrects and resubmits work in question
  • Major acts of learner malpractice: extensive copying/plagiarism, 2nd or subsequent offence, inappropriate for the Assessor to deal with

 RESPONSIBILITIES  

  • Centre Management: will seek proactive ways to promote a positive culture that encourages students to take individual responsibility for their learning and respect the work of others
  • Assessors: responsible for designing assessment opportunities which limit the opportunity for malpractice and for checking the validity of the learner’s work
  • Internal Verifier/Lead Internal Verifier: responsible for malpractice checks when internally verifying work
  • Quality Nominee: required to inform the Board of any acts of malpractice
  • Heads of Centre or their nominees: responsible for any investigation into allegations of malpractice. 

PROCEDURES  

  • Addressing learner malpractice:
  • Promote positive and honest study practices
  • Students should declare that work is their own: check the validity of their work
  • Student induction and handbook will inform about malpractice and outcomes
  • Ensure students use appropriate citations and referencing for research sources
  • Assessment procedures should help reduce and identify malpractice

Addressing staff malpractice:

  • Staff LTLI induction and updating should include liverpool training requirements
  • Use robust Internal Verification and audited record keeping
  • Audit student records, assessment tracking records and certification claims

Dealing with malpractice:

  • Inform the individual of the issues and of the possible consequences
  • Inform the individual of the process and appeals rights
  • Give the individual the opportunity to respond
  • Investigate in a fair and equitable manner
  •  Inform Pearson of any malpractice or attempted acts of malpractice, which have compromised assessment. Pearson will advise on further action required
  • Penalties should be appropriate to the nature of the malpractice under review
  • Gross misconduct should refer to learner and staff disciplinary procedures

ASSESSMENT MALPRACTICE POLICY

Aim:

  • To identify and minimise the risk of malpractice by staff or learners
  • To respond to any incident of alleged malpractice promptly and objectively
  •  To standardise and record any investigation of malpractice to ensure openness and fairness
  • To impose appropriate penalties and/or sanctions on learners or staff where incidents (or attempted incidents) of malpractice are proven
  • To protect the integrity of centres and liverpool training qualifications. In order to do this, the centres will:
  • seek to avoid potential malpractice by using the induction period and the learner handbook to inform learners of the centers’ policy on malpractice and the penalties for attempted and actual incidents of malpractice
  • show learners the appropriate formats to record cited texts and other materials or information sources
  • Ensure students use appropriate citations and referencing for research sources
  • Assessment procedures should help reduce and identify malpractice

Addressing staff malpractice:

  • Staff liverpool training induction and updating should include liverpool training requirements
  • Use robust Internal Verification and audited record keeping
  • Audit student records, assessment tracking records and certification claims

Dealing with malpractice:

  • Inform the individual of the issues and of the possible consequences
  • Inform the individual of the process and appeals rights
  • Give the individual the opportunity to respond
  • Investigate in a fair and equitable manner
  • Inform Pearson of any malpractice or attempted acts of malpractice, which have compromised assessment. Pearson will advise on further action required
  • Penalties should be appropriate to the nature of the malpractice under review
  • Gross misconduct should refer to learner and staff disciplinary procedures

ASSESSMENT MALPRACTICE POLICY

Aim:

  • To identify and minimise the risk of malpractice by staff or learners
  • To respond to any incident of alleged malpractice promptly and objectively
  • To standardise and record any investigation of malpractice to ensure openness and fairness
  • To impose appropriate penalties and/or sanctions on learners or staff where incidents (or attempted incidents) of malpractice are proven
  • To protect the integrity of this centre qualifications. In order to do this, the centre will:
  1.  seek to avoid potential malpractice by using the induction period and the learner handbook to inform learners of the centre’s policy on malpractice and the penalties for attempted and actual incidents of malpractice
  2. show learners the appropriate formats to record cited texts and other materials or information sources
  3. ask learners to declare that their work is their own
  4. ask learners to provide evidence that they have interpreted and synthesised appropriate information and acknowledged any sources used
  5. conduct an investigation in a form commensurate with the nature of the malpractice allegation. Such an investigation will be supported by the Head of HE / Director and all personnel linked to the allegation.

IT will proceed through the following stages:  

  • inform the individual of the issues and of the possible consequences
  • inform the individual of the process and appeals rights
  • give the individual the opportunity to respond
  • investigate in a fair and equitable manner
  • inform accreditation provider of any malpractice or attempted acts of malpractice, which have compromised assessment. The accreditation provider will advise on further action required
  • make the individual fully aware at the earliest opportunity of the nature of the alleged malpractice and of the possible consequences should malpractice be proven
  • give the individual the opportunity to respond to the allegations made
  • inform the individual of the avenues for appealing against any judgment made
  • document all stages of any investigation.

Where malpractice is proven, this centre will apply the following penalties / sanctions:

n Minor acts of student malpractice: handled by the Assessor by, for example, refusal to accept work for marking and learner being made aware of malpractice policy. Student corrects and resubmits work in question and undertakes not to repeat error.

  • Major acts of learner malpractice: extensive copying/plagiarism, 2nd or subsequent offence, full investigation supported by the Head of HE / Assistant Principal and all personnel linked to the allegation. Document all stages

 

DEFINITION OF MALPRACTICE BY STUDENTS

This list is not exhaustive and other instances of malpractice may be considered by this centre at its discretion:

  • plagiarism of any nature collusion by working collaboratively with other students to produce work that is submitted as individual learner work copying (including the use of ICT to aid copying)
  • deliberate destruction of another’s work
  • fabrication of results or evidence
  •  false declaration of authenticity in relation to the contents of a portfolio or coursework
  • impersonation by pretending to be someone else in order to produce the work for another or arranging for another to take one’s place in an assessment/examination/test.

DEFINITION OF MALPRACTICE BY CENTRE STAFF

This list is not exhaustive and other instances of malpractice may be considered by each centre at its discretion:

  • improper assistance to candidates
  • inventing or changing marks for internally assessed work (coursework or portfolio evidence) where there is insufficient evidence of the candidates’ achievement to justify the marks given or assessment decisions made
  • failure to keep candidate coursework/portfolios of evidence secure
  • fraudulent claims for certificates
  • inappropriate retention of certificates
  • assisting learners in the production of work for assessment, where the support has the potential to influence the outcomes of assessment, for example where the assistance involves centre staff producing work for the learner
  • producing falsified witness statements, for example for evidence the learner has not generated
  • allowing evidence, which is known by the staff member not to be the learner’s own, to be included in a learner’s assignment/task/portfolio/coursework
  • facilitating and allowing impersonation
  • misusing the conditions for special learner requirements, for example where learners are permitted support, such as an amanuensis, this is permissible up to the point where the support has the potential to influence the outcome of the assessment
  • falsifying records/certificates, for example fraudulent certificate claims, that is claiming for a certificate prior to the learner completing all the requirements of assessment.
  • ask learners to declare that their work is their own
  • ask learners to provide evidence that they have interpreted and synthesised appropriate information and acknowledged any sources used
  • conduct an investigation in a form commensurate with the nature of the malpractice allegation. Such an investigation will be supported by the Head of HE / Director and all personnel linked to the allegation.

IT will proceed through the following stages:

  • inform the individual of the issues and of the possible consequences
  • inform the individual of the process and appeals rights
  • give the individual the opportunity to respond
  • investigate in a fair and equitable manner
  • inform Pearson of any malpractice or attempted acts of malpractice, which have compromised assessment. Pearson will advise on further action required
  • make the individual fully aware at the earliest opportunity of the nature of the alleged malpractice and of the possible consequences should malpractice be proven
  • give the individual the opportunity to respond to the allegations made
  • inform the individual of the avenues for appealing against any judgment made
  • document all stages of any investigation.

Where malpractice is proven, this centre will apply the following penalties / sanctions:

  • Minor acts of student malpractice: handled by the Assessor by, for example, refusal to accept work for marking and learner being made aware of malpractice policy. Student corrects and resubmits work in question and undertakes not to repeat error.
  • Major acts of learner malpractice: extensive copying/plagiarism, 2nd or subsequent offence, full investigation supported by the Head of HE / Assistant Principal and all personnel linked to the allegation. Document all stages

DEFINITION OF MALPRACTICE BY STUDENTS

This list is not exhaustive and other instances of malpractice may be considered by this centre at its discretion:

  • plagiarism of any nature
  • collusion by working collaboratively with other students to produce work that is submitted as individual learner work
  • copying (including the use of ICT to aid copying)
  • deliberate destruction of another’s work
  • fabrication of results or evidence
  • false declaration of authenticity in relation to the contents of a portfolio or coursework
  • impersonation by pretending to be someone else in order to produce the work for another or arranging for another to take one’s place in an assessment/examination/test.

DEFINITION OF MALPRACTICE BY CENTRE STAFF

This list is not exhaustive and other instances of malpractice may be considered by each centre at its discretion:

  • improper assistance to candidates
  • inventing or changing marks for internally assessed work (coursework or portfolio evidence) where there is insufficient evidence of the candidates’ achievement to justify the marks given or assessment decisions made
  • failure to keep candidate coursework/portfolios of evidence secure
  • fraudulent claims for certificates
  • inappropriate retention of certificates
  • assisting learners in the production of work for assessment, where the support has the potential to influence the outcomes of assessment, for example where the assistance involves centre staff producing work for the learner
  • producing falsified witness statements, for example for evidence the learner has not generated
  • allowing evidence, which is known by the staff member not to be the learner’s own, to be included in a learner’s assignment/task/portfolio/coursework
  • facilitating and allowing impersonation
  • misusing the conditions for special learner requirements, for example where learners are permitted support, such as an amanuensis, this is permissible up to the point where the support has the potential to influence the outcome of the assessment
  • falsifying records/certificates, for example fraudulent certificate claims, that is claiming for a certificate prior to the learner completing all the requirements of assessment.

This policy will be reviewed every 12 months by the Board.

The Board of Liverpool Training

a) Accept their individual role in providing leadership to the centres in health and safety.

b) Ensure that all papers submitted for approval include health and safety implications or their decisions.

c) Ensure that the Principal takes all necessary action and implements and manages effective procedures to satisfy

all requirements set out in this policy.

The Chief Executive Officer

a) Ensure, so far as is reasonably practicable, the health, safety and welfare at work of all centres employees, students and visitors and any other person who may be affected by the centrers activities.

b) Ensure that there is an effective Policy for Health and Safety which complies with health and safety legislation, and that it is understood at all levels.

c) At least once a year appraise the effectiveness of the policy and ensure that any necessary changes are made.

d) Appoint competent persons to assist them with health and safety measures including the assessment of risks.

e) Allocate sufficient resources to ensure that regulations and organizational centres policies and procedures can be complied with, and ensure that appropriate priority is given to health and safety matters, including new projects, plant and equipment.

f) Make and give effect to such arrangements as are appropriate for the co-operation and co-ordination of other employers who share centres workplaces.

g) Review the Health and Safety Manager’s summary reports which will include accident statistics, investigation reports, health and safety committee reports and internal and external developments, and take action to reduce unfavourable trends and satisfy themselves that corrective action is taken.

h) Annually accompany the Health and Safety Manager on inspections to satisfy him / herself that they are carried out thoroughly and to demonstrate a personal interest, in conjunction with employees or their representatives.

i) Accompany Assistant Principals on safety tours to satisfy him / herself that they are implemented effectively and to demonstrate a personal interest, in conjunction with employee representatives.

J) Attend the health and safety committee meetings.

Deputy Officers

a) Ensure that they are fully aware of their duties under health and safety legislations. Fully familiarise

themselves with Liverpool for Training and Confidence for Learning and Training Health and Safety Policy and its supporting policies and procedures as necessary, and ensure that they are effectively implemented and communicated at all levels.

b) Devise a strategy to ensure that the Health and Safety Policy and its associated policies are implemented.

c) Periodically appraise the effectiveness of the Health and Safety Policy and ensure that any necessary changes are made.

d) Ensure that the CEO is appropriately briefed on the centres health and safety provision, and that he/she is made aware of any matters which require his/her input to ensure the health and safety of employees, students or others who may be affected.

e) Ensure that health and safety is a key consideration when planning any new ventures to diversify or expand the the organization centres business or alter existing ventures, and that resources are made available to meet these requirements.

f) Ensure that a positive health and safety culture is maintained to facilitate the implementation and maintenance of health and safety issues.

g) Ensure that all deputies , Centers Managers and other companies Managers and Team leaders are aware of their responsibilities for health and safety and are provided with the necessary training, information and support in order to fulfil these responsibilities.

h) Review the Health and Safety Manager’s summary reports which will include accident statistics, investigation reports, Health and Safety Committee reports and internal and external developments, and take action to reduce unfavourable trends and satisfy themselves that corrective action is taken.

i) Annually accompany Centres Managers on safety tours to satisfy themselves that they are carried out thoroughly and to demonstrate a personal interest. Annually carry out safety tours of areas under their control. Both to be completed in conjunction with employee representatives.

j) Ensure that health and safety is a standing item on all meeting agendas

k) Positively promote health and safety whenever possible.

Centres Managers

a) Ensure that they are fully aware of their duties under Health and Safety Legislation with Liverpool for Training and Confidence for Learning and Training Health and Safety Policy and associated policies and procedures.

b) Enable a culture of zero tolerance to non-compliance of health and safety issues by managing performance where necessary

c) Ensure that a planned and prioritised approach to risk assessment is being carried out in their area, and that this is included in the operating plans against which regular reports will be made.

d) Ensure that Heads of Department and all centres and administrative leaders are aware of their

responsibilities for health and safety and that the necessary training, information and resources are made available to ensure they can fulfil these requirements.

e) Ensure that all employees under their control are provided with adequate information, instruction, training and supervision in relation to health and safety and their activity.

f) Review the Health and Safety Manager’s summary reports which will include accident statistics, investigation reports, health and safety committee reports and internal and external developments, and take action to reduce unfavourable trends and satisfy themselves that corrective action is taken.

g) Half yearly accompany the Health and Safety Manager on inspections to satisfy him/herself that they are carried out thoroughly and to demonstrate a personal interest.

h) Conduct safety tours of areas in their control to ensure that the Health and Safety Policy is being implemented effectively. Occasionally these should be conducted with the Deputy Officer for the area, or the CEO.

i) On invitation attend Health and Safety Committee meetings to show a personal interest and satisfy

themselves that action is being taken.

j) Organise and chair quarterly Health and Safety forum meetings within their area of control, to discuss health and safety issues within their area of responsibility and ensure that these matters are then fed into the Health and Safety Committee.

k) Carry out as necessary, relevant legislative assessment within their area of responsibility, including,

COSHH, DSE etc.

l) Ensure that work areas are kept in a safe, clean, tidy and in an environmentally friendly condition.

m) Ensure that the day to day maintenance/safety checks of equipment are carried out by competent employees and that maintenance records are kept for these checks.

n) Ensure that health and safety is a standing item on all meeting agendas.

Centres Managers, Human Resources

In addition to the responsibilities noted above:

a) Chair the Centres Managers Health and Safety Committee meeting and arrange for secretariat services.

b) Ensure that the Companies Employee Development Policy and plan, addresses Health and Safety training requirements of staff as identified in the appraisal process and through risk assessment. This policy should also include the implementation of refresher programmes and the continued development of staff.

c) Once a quarter, review the progress of the Health and Safety Manager’s Operating Plan and ensure that progress is maintained.

d) Provide the Health and Safety Manager with support and representation during the implementation of new issues, ideas and policies.

e) Manage the contract with the external occupational health provider.

f) Ensure individual health and safety duties are included within job descriptions.

Health and Safety Manager

a) Make recommendations to management for new policies, changes to existing policies and safe working systems that are required.

b) Develop policies and plans for the health and safety provision within the college and work with the Centre Human Resources in managing their implementation.

c) Ensure policies and procedures are kept up to date and reflect changes in statutory regulations and local working practices/organisation changes.

d) Advise management on the implementation of safe working systems.

e) Manage the agenda and attend health and safety committee meetings.

f) Attend all health and safety forum meetings to provide advice and guidance and report actions/issues to the Health and Safety Committee.

g) Carry out accident investigations with assistance from relevant members of staff as appropriate.

h) Provide KPI’s for the Senior Management Team, Finance and General Purpose and Board of the organisations for their appraisal at half yearly intervals.

i) Provide reports to the Board of Governors, Principal, Deputy Principals and Assistant Principals on health and safety across the college as required.

j) Provide a liaison point with trade union representatives.

k) Identify any legislative changes that may be imposed on the college and ensure the organisations management team are fully briefed.

l) Manage the fire evacuation / practice, evaluate and make necessary improvements when / where required

m) Manage Fire Wardens and college First Aiders to ensure adequate resources are available and appointed staff are fully trained.

n) Positively promote health and safety at every opportunity

o) Ensure the CEO and Deputies are aware of any incident / accident which occurred within the centres remit.

Learning Manager / Business Development Managers / Team Leaders/ Tutors

For their area, they will have delegated responsibility to:

a) Manage the day to day implementation of Organisations Health and Safety Policies and plans (as directed by Senior Management).

b) Co-ordinate, monitor and lead a prioritised risk assessment management action plan in their area and ensure that action is taken to rectify issues raised.

c) Ensure compliance with both Liverpool for Training and Confidence for Learning and Training  Health and Safety Policy and other relevant policies procedures (such as contractors, risk assessment etc) and relevant legislation.

d) Monitor that employees are provided with comprehensive and relevant information on;

i) the risks to their health and safety as identified by risk assessment

ii) the preventative and protective measures to minimise risk

iii) procedures relating to matters of serious and imminent danger.

e) Identify and apply for appropriate training of employees in health and safety issues as identified through risk assessments and the appraisal process. Ensure that line managers and employees who are given specific health and safety roles are provided with appropriate training.

f) Take prompt action to correct any unsafe condition, practice or system.

g) Ensure that personal protective equipment is worn, maintained and kept in good condition and used where appropriate.

h) Ensure that equipment is suitable for its purpose and is maintained in an efficient state, efficient working order and good repair and is not misused.

i) Ensure that any unsafe equipment is adequately isolated and identified when alerted to it.

j) Ensure that adequate supervision is available at all times.

k) Ensure a suitable and sufficient induction for the specific area of work is carried out and recorded for all staff and students.

l) Carry out accident investigations with assistance from relevant members of staff and the Health and Safety Manager, liaise with Trade Union Representatives and make appropriate recommendations.

m) Carry out health and safety tours and ensure that actions are completed within agreed timescales.

n) Ensure that all work areas are kept in a safe, clean, tidy and environmentally friendly condition.

o) Ensure that all risk assessments, including COSHH, Manual Handling and DSE are carried out within their areas of responsibility by a competent person and reviewed as necessary.

p) Ensure that any member of staff, who is in control of a group of students, adheres to the following:

i) Students are advised of the risks to their health and safety and if necessary liaise with the relevant

manager whenever employees, students or others are subjected to unacceptable risks;

ii) Effective supervision is maintained when in control of students and others.

q) Ensure that all employees under their control are provided with adequate information, instruction, training and supervision in relation to health and safety and their activity.

r) Ensure all lesson plans include any health and safety considerations and any risk associated with the lesson.

Logistic Manager 

a) Ensure that all equipment are serviced/tested as required under relevant legislation.

b) Comply with the requirements of the Health and Safety,Asbestos and Contractors Policies.

c) Ensure compliance with relevant legislation for areas under their control.

d) Ensure that health and safety of all staff, students, visitors and others is controlled in relation to contractors on the site, this will include gathering and holding information and monitoring their compliance with health and safety legislation whilst work is carried out.

e) Ensure that health and safety provisions are extended to all buildings owned or leased by the Organisations.

f) Take the lead role in ensuring that the asbestos policy is implemented and that progress against the action plan is maintained.

g) Ensure that contractors are managed in accordance with organisations procedure and relevant legislation.

h) Ensure that a planned and prioritised approach to risk assessment is being carried out in their area, and that this is included in the operating plans against which regular reports will be made.

i) Carry out accident investigations when necessary with assistance from relevant members of staff and the Health and Safety Manager and liaise with trade union representatives as appropriate.

j) Ensure that any unsafe equipment is adequately isolated and identified when alerted to it and to ensure that all obsolete equipment is removed from the work areas.

k) Ensure that all work areas are kept in a safe, clean, tidy and environmentally friendly condition.

l) Ensure that all employees under their control are provided with adequate information, instruction, training and supervision in relation to health and safety and their activity.

Other Managers and Team Leaders

a) Supervise the day to day implementation of safe systems of work and control measures in their area.

b) Carry out risk assessments as directed by their manager in conjunction with staff under their control and discuss the results with managers to identify action that must be taken to reduce risk.

c) Provide staff, either directly or by using an external source, with comprehensive and relevant information, training and instruction on:

i) the risks to their health and safety as identified by risk assessment;

ii) the preventative and protective measures to minimise risk;

iii) procedures relating to matters of serious and imminent danger.

d) Ensure a culture of good health and safety practice is maintained within the team.

e) Rectify any unsafe conditions, practices, systems or equipment if possible, otherwise make safe whilst consulting with the appropriate manager.

f) Ensure personal protective equipment is maintained in good condition, monitored and used where appropriate.

g) Ensure that day to day maintenance/safety checks of equipment are carried out by competent employees and that maintenance records are kept for these checks.

h) Ensure adequate supervision is available at all times, if this is not possible, prohibit the activity and consult with the curriculum manager.

i) Ensure visitors in their section are not placed at risk and fully understand the relevant terms of the Organizations Health and Safety Policy.

j) Ensure that all obsolete equipment is safely removed from all work areas.

k) Ensure that all employees under their control are provided with adequate information, instruction, training and supervision to health and safety and their activity.

Employees

a) Comply, support and co-operate with the requirements of the Health and Safety Policy and undertake any training required to meet the employers’ responsibilities regarding health and safety and your activity.

b) Comply with the Organisations Health and Safety Policy and associated procedures in implementing

the requirements of risk assessments, all health and safety legislation and related codes of practice.

c) Take reasonable care of their own health and safety and that of other persons who may be affected by their acts or omissions.

d) Work in accordance with information and training provided, including the wearing of personal protective equipment, where required.

e) Report any defect in plant and equipment or shortcomings in the existing safety arrangements to their line manager.

f) Not undertake any task for which they have not been authorised and for which they have not been adequately trained.

g) Any member of staff who is in control of a group of students must ensure in line with the student handbook that:

i) Students are advised of the risks to their health and safety and if necessary liaise with the relevant

Induction manager whenever employees, students or others are subjected to unacceptable risks;

ii) Effective supervision is maintained when in control of students and others.

h) Report to their line manager immediately any accident or near miss which caused, or could have led to personal injury.

j) Ensure that students and visitors are escorted safely from the building in event of evacuation.

k) Assist with investigations and the implementation of preventative measures in response to accidents and dangerous occurrences.

l) Must alert their line manager or human resources to any medical condition which is likely to affect their existing duties

m) Ensure all lesson plans include any health and safety considerations and any risks associated with the lesson.

Human Resources / Quality

a) Organise appropriate training as identified by the CEO, Deputies or Centres Managers.

b) Manage and maintain cross centres health and safety training requirements and records of training.

c) Co-ordinate and manage the occupational health provision within the Centres.

d) Ensure all new employees receive a copy of the Health and Safety Policy and promote awareness with existing employees.

e) Collate, report and analyse reasons for sickness absence or reasons for leaving employment work place and highlight any trends related to health and safety or welfare to the relevant line manager

Centres designated First Aiders

a) Maintain first aid provision within their locality.

b) Assist casualties in non-serious and serious incidents on Centres grounds (and on trips as required), in line with the health and safety approved training course and refresher training.

c) Follow Organisational guidance as noted in the arrangements section of the policy.

d) Assist with the annual audit of first aid provision as requested by the Health and Safety Manager.

Fire Wardens

Liverpool for Training and Confidence for Learning and Training will appoint a number of fire wardens within designated areas to assist the Emergency Controller /Health and Safety Manager, in ensuring that all persons safely evacuate the building upon hearing the fire alarm.

The Organisations will provide suitable training and refresher training when necessary. All fire wardens must make themselves familiar with the procedures set out within the emergency response manual.

On hearing the alarm the fire warden must:

i) Check each location in their allocated area;

ii) Direct persons who may be unsure of fire traffic routes;

iii) Report their area is clear to the Emergency Controller at the local reception point.

If the allocated area has a refuge point, the fire warden must:

i) Report to the Emergency Controller via the refuge call point; if a person requires assistance to evacuate

ii) Remain with persons at the refuge point until emergency services arrive. (if safe to do so).

Constant contact to be maintained.

Health and Safety Committee

Liverpool Training  acknowledges the importance of employee participation in health and safety matters.

The Health and Safety Committee will meet at least 3 times per year.

1. The Health and Safety Committee will consist of:

a)CEO;

b) Deputies -  Operations/ Director of Finance;

c) Human Resources; (Chair)

d) Health and Safety Manager;

e) Management representatives;

f) Union representation;

g) Employee representation;

h) Centres Managers

2. The Committee will:

a) Establish and maintain high standards of health, safety and welfare in keeping with legal requirements and with the Organisationspolicy.

b) Promote co-operation amongst all staff in investigating, developing and monitoring these measures so as to ensure the health, safety and welfare of all employees, visitors and contractors.

c) Consider new legislation and its impact on the Centres.

d) Monitor cross Centres health and safety projects to ensure they are on target and completed.

e) Study trends in accident and notifiable disease statistics.

f) Provide reports to management on unsafe and unhealthy conditions and practices and recommendations for correct action.

g) Examination of safety audit reports - internal and external.

h) Consider reports and factual information provided by inspectors of enforcing authority.

3. The minutes of the committee meetings will be supplied to each member of the committee and brought to the attention of all employees via posting by e-mail.

Contractors

Contractors are expected to support the implementation of the liverpool training Health and Safety Policy and health and safety rules for contractors, and as such shall:

a) Ensure that their employees observe all health and safety instructions, rules and procedures and are fully aware of their health and safety responsibilities.

b) Ensure all contractors and sub-contractors are suitably qualified and competent in the activity for which they are employed.

c) Provide the liverpool training management with an up to date safety policy and any relevant risk assessments relating to the activity being undertaken.

d) Ensure all work equipment brought on site is maintained and in safe working order.

e) Provide sufficient information, instruction and supervision to ensure their employees are able to carry out their work safely and without risk.

f) Establish and enforce good housekeeping.

g) Ensure that all accidents and near misses are reported to the appropriate person.

h) Report any defective plant, equipment and structures.

i) Ensure their employees are issued with suitable personal protective equipment and that it is worn at all times whilst carrying out their activity.

j) Ensure that the employee has received suitable instruction and training with regard to the use of PPE and that it is maintained to a suitable standard.

Under no circumstances should any contractor use any work equipment which is the property of liverpool training.

Arrangements

Accident Reporting and Investigation

Liverpool training will comply with the Reporting of Injuries, Diseases and Dangerous Occurrences and report to the relevant Government Health and Safety Executives any accidents which cause a fatality, major absence or over 3 days injury.

All accidents to staff, students, visitors and contractors will be recorded on liverpool training accident form or online system.

All accidents will be reported to the Health and Safety Manager with a completed form immediately following the accident.

Accidents include all those resulting in injury, property damage and or loss, near miss or dangerous occurrence.

The Health and Safety Manager will co-ordinate any investigation requirements which will include liaising with trade union representatives and arrange formal reporting to the Government Health and Safety Executives in accordance with current country legislation.

All accident reports will be monitored by the Health and Safety Manager. Monitoring reports will be produced and sent to the Board of liverpool training and Health and Safety Committee. This will include recommendations for further action. 

Alcohol and Drugs

Liverpool training centres are committed to providing a safe and healthy working environment.

This can be put at risk by the consumption of alcohol and non-prescribed drugs to such an extent that it may affect health, performance, conduct and relationships in the workplace.

Liverpool training accept that employees with an addiction to alcohol and/or drugs need support, and will help them to and recognise when they have become or are becoming dependent and to seek appropriate help.

Liverpool training centres do not condone illegal acts and therefore anyone found processing, trafficking, taking or selling drugs in the workplace may be subject to disciplinary action and the police will be informed.

Liverpool training centres and Management will:

i) alert all employees to the risks associated with alcohol and drug misuse and to promote a positive attitude towards the responsible use of alcohol and prescribed drugs

ii) encourage employees in seeking help at an early stage in order to improve the chances of a successful change in behaviour

iii) provide a consistent and non-judgmental range of options to assist employees with alcohol or drug related problems.

Asbestos

Liverpool training is committed to providing a safe and healthy workplace, and this includes dealing efficiently and properly with any asbestos materials identified in the premises.

i) All employees who are likely to work on or inspect asbestos containing material will be trained in asbestos awareness.

ii) The Logistic  Manager is responsible for ensuring that the asbestos registers are maintained and inspections of known asbestos is carried out in Centres owned  and operated premises.

iii) The Logistic Manager and IT e-Communications Manager are responsible for ensuring information regarding asbestos is related to contractors working on the premises.

iv) The Logistic Manager is responsible for controlling an emergency situation, relating to asbestos, in liaison with the Health and Safety Manager.

v) Anyone at Liverpool training who comes into contact with anything they suspect to be asbestos, must contact the Health & Safety Manager or Logistics  Manager immediately and take any necessary measures to cordon off the area and prevent further access.

On Identifying Asbestos Containing Material Allwork Should Stop Immediately And Reported Tothe Health And Safety Manager.

Contractors and Visitors

Liverpool training management and centres have a statutory duty to ensure so far as is reasonably practicable, that people other than employees (including contractors and sub-contractors, visitors, members of the public and trespassers) are not exposed to health and safety risks.

Liverpool training will therefore ensure that all contractors and visitors are given an induction on site, to alert them to the potential hazards in their work area and the rules and regulations in place to ensure their safety whilst on site.

Only contractors which have satisfied the Logistics Manager of their Safety Management System and/or been included within the approved contractors list will be allowed to undertake any activities on site.

A contractor must provide information relating to their risk assessments before work commences on site and ensure that their employees are trained and competent to adequately carry out their activity.

The contractor must make themselves aware of the contractors safety rules and the Liverpool training Health and Safety Policy and other related policies.

No member of staff should invite a contractor on site without prior permission from Logistics Manager.

All visitors will be inducted into the Centre by reception staff and provided with visitors pass. All employees must ensure that all visitors have an in-date pass on their person.

Control of Substances Hazardous to Health (COSHH)

Liverpool Training acknowledges that no substances can be considered completely safe. All reasonable steps will be taken to ensure that the exposure of employees to substances hazardous to health is prevented, or at least controlled, to within the published Occupational Exposure Limits (OEL) and Maximum Exposure Limits (MEL).

Liverpool training will aim to ensure that all substances hazardous to health are adequately controlled using a suitable hierarchy of control measures.

Where possible hazardous substances will be substituted by less harmful ones, where this is not achievable further control measures will be adopted.

Liverpool training will attempt to control exposure by engineering methods (ie physical barriers, design etc) where reasonably practicable.

Where exposure cannot be adequately controlled by engineering means, appropriate personal protective equipment will be provided free of charge after consultation with employees or their representatives.

All persons using a controlled substance must ensure a suitable and sufficient COSHH assessment has been carried out and that the control measures implemented before any activity commences.

All employees and students will be provided with comprehensive information and instruction on the nature and likelihood of their exposure to substances hazardous to health.

Where the COSHH assessments and related information requires health surveillance to be carried out, Liverpool training will make suitable arrangements through the Occupational Health Contract for the introduction of such an assessment.

Disposal of all controlled substances must meet current legislative requirements and be controlled through the Logistics Manager.

Display Screen Equipment

All reasonable steps will be taken by liverpool training to ensure the health and safety of employees who work with display screen equipment (DSE) are complied with according to the country relvant legislation.

Liverpool training acknowledge that health and safety hazards may arise from the use of this equipment and that principally the risks associated with the use of DSE relate to physical (musculoskeletal) problems, visual fatigue and mental stress.

It is the intention of liverpool training to ensure that risks are reduced to a minimum. Where it is identified that a member of staff is a prescribed user, as identified within the Display Screen Equipment Regulations, a suitable assessment of their workstation will be carried out by a competent person.

Liverpool Training  will:

i) seek to give information and training to enable a fuller understanding of these issues;

ii) inform employees of their entitlement to free eye tests;

iii) take all reasonable steps to remedy any risks found as a result of the assessment.

Electricity at Work

All reasonable steps will be taken to secure the health and safety of employees, who use, operate, maintain or install electrical equipment. liverpool training acknowledges that work on electrical equipment can be hazardous and it is therefore liverpool training intention to reduce the risks as far as reasonably practicable.

Liverpool Training  will ensure that:

i) electrical installations and equipment are installed in accordance with the Electricity at Work

relevant standards.

ii) fixed installations are maintained in a safe condition

iii) portable equipment is inspected and tested with the frequency of test as recommended by the government health and safety executives.

iv) before work is carried out on electrical systems a competent person must firstly carry out a suitable and sufficient risk assessment

v) safety information is exchanged with contractors and sub-contractors

vi) no live work is carried out unless necessary.

Remote and Partners/Clients Centers

Liverpool training acknowledges that a number of employees will be required to work within external venues, which may vary from single rooms in a building to a multi-roomed site, which may or may not be owned by liverpool training.

The hazards and risks that staff at these sites could be exposed to vary greatly and liverpool training accepts that it must take all reasonably practicable measures to reduce these risks to an acceptable level.

Liverpool training health and safety team will strive to inspect all venues before usage commences, and periodically thereafter, to ensure a high standard of safety is achieved.

all venues and record the significant findings. All staff operating from external venues will be issued with an induction handbook to identify emergency procedures and contact details.

Travelling between sites

On occasions liverpool training staff may be required to travel between sites, where a private means of transport is used.

All staff using their own form of transport to commute between places of work during working hours will ensure that:

a) the vehicle is road worthy

b) the vehicle is covered by a current and valid Test Certificate.

c) the driver is in possession of a valid driving licence

d) the vehicle is covered by valid motor insurance.

e) employees must wear seat belts at all times whilst travelling as driver or passenger.

f) employees must not use their personal or work mobile phones whilst driving.

Employees are not permitted to carry any student in a private means of transport.

All employees will comply with the use of Mobile Phone Procedure.

Provision and Use of Work Equipment

Liverpool training accepts its responsibility under the Provision and safe Use of Work Equipment Regulations.

Senior Managers are required to ensure that equipment is suitable for the purpose for which it is to be used, or provided and maintained in efficient state, efficient working order and good repair. Defects

will be reported to the Facilities Technical Officer and the equipment will be locked off, so as to prevent use, until adequate repairs have been carried out.

The Logistics Manager, in liaison with Senior Management must ensure that specialist inspection contracts are maintained and the relevant certification is appropriately filed. This will include the implementation of a testing schedule of all portable appliances and fixed electrical systems in accordance with Electricity at Work Regulations and certificates of thorough examination for all lifting equipment.

All Senior Managers must ensure:

i) that the equipment is maintained in an efficient state, efficient working order and good repair

ii) staff are adequately trained in the safe operation of the equipment, through training instruction and supervision

iii) that all control measures identified within the risk assessments are adopted and monitored to suggest their suitability

iv) that all guards and emergency stop switches are serviceable.

Fire

Inthe Event Of Fire, The Safety Of Life will Overrides All Other Considerations.

If a fire is discovered, however small, the alarm should be raised immediately.

All employees, students and visitors should leave the building by the designated traffic routes.

Fire wardens are in place to ensure that all areas are cleared.

All employees must make themselves aware of the contents of the Emergency Evacuation Procedure and communicate the relevant points to students and visitors during induction.

Liverpool training will, through a preventative maintenance programme, maintain all firefighting equipment and fire detection systems.

Liverpool training will carry out suitable and sufficient risk assessments and record its findings where there is a significant risk identified. Suitable control measures will be introduced and implemented by the Logistics Manager.

First Aid

Liverpool training will comply with the requirements of the Health & Safety (First Aid) legislations.

Liverpool training will maintain a register of qualified designated first aiders who are able to provide assistance to staff and students. These staff will have access to first aid equipment and rooms they require in order to carry out their functions.

Manual Handling

Liverpool training acknowledges that manual handling is one of the most common causes of injury within the workplace.

Liverpool training aimS to reduce the risks from manual handling operations through manual handling risk assessments, and the provision of training. Before any manual handling activity you must firstly ensure that a suitable and sufficient assessment has been carried out.

Liverpool training will ensure that operations which involve manual handling are reduced to a minimum.

Measures to achieve this include ergonomics, design of the workplace and activity and the provision of automated or mechanical aids such as trolleys.

Getting to grips with manual handling

Employees will consider these steps when handling objects:

a) Think before lifting/handling. Plan the lift. Can handling aids be used? Where is the load going to be placed? Will help be needed with the load?

b) Remove obstructions such as discarded wrapping materials. For a long lift, consider resting the load midway on a table or bench to change grip.

c) Keep the load close to the waist. Keep the load close to the body for as long as possible while lifting. Keep the heaviest side of the load next to the body. If a close approach to the load is not possible, try to slide it towards the body before attempting to lift it.

d) Adopt a stable position. The feet should be apart with one leg slightly forward to maintain balance (alongside the load, if it is on the ground). The worker should be prepared to move their feet during the lift to maintain their stability. Avoid tight clothing or unsuitable footwear, which may make this difficult.

e) Get a good hold. Where possible, the load should be hugged as close as possible to the body. This may be better than gripping it tightly with hands only.

f) Start in a good posture. At the start of the lift, slight bending of the back, hips and knees is preferable to fully flexing the back (stooping) or fully flexing the hips and knees (squatting).

g) Keep the head up when handling. Look ahead, not down at the load, once it has been held securely.

h) Move smoothly. The load should not be jerked or snatched as this can make it harder to keep control and can increase the risk of injury.

i) Don’t lift or handle more than can be easily managed. There is a difference between what people can lift and what they can safely lift. If in doubt, seek advice or get help.

Occupational Health

Occupational Health aims to ensure that people can be as effective as possible in their work and that their health is protected. Therefore the college’s aim in developing a healthy workforce is to improve the health of the employees and to ensure that people are protected from the harm to their health that certain jobs can cause.

Liverpool Training aim to:

i) promote and maintain the physical, mental and social well-being of all employees

ii) improve the health of employees by appropriate and effective occupational health interventions

iii) help management to protect employees from physical and environmental health hazards arising from their work, or conditions of work, and to provide advice on the working environment

iv) contribute to increasing the effectiveness of liverpool training, by enhancing employees performance and morale, by reducing risks at work which lead to ill-health

v) ensure that all employees are fit for and placed in appropriate work

vi) provide health surveillance as required under the ‘Control of Substances Hazardous to Health Regulations.

Liverpool training have arranged through contract, the facility of occupational health. Where it is found an employee would benefit from this facility, they must contact the Human Resources Department so a referral appointment can be made.

Liverpool training will support any employee in the use of this facility in the strictest confidence.

The Human Resources Department may at any time request for an employee to attend for referral to Occupational Health.

Personal Protective Equipment

Liverpool training will carry out suitable and sufficient risk assessments for significant risks within the workplace. Following suitable consideration of the hierarchy of control measures and where no other suitable control measures can be introduced, personal protective equipment (PPE) will be employed.

Where PPE is the only effective means of controlling the risk of injury or ill health, the employee must ensure that the correct PPE is worn at all times.

Liverpool training will provide suitable storage and cleaning contracts for all PPE. The employee must ensure that their PPE is maintained and cleaned regularly. Where defects are identified the employee must contact their line manager so as to ensure the PPE is replaced or repaired.

Liverpool training will ensure that the PPE provided is suitable for its use, of correct size and compatible with other PPE’s.

Liverpool training will provide information and training to enable a fuller understanding of these issues.

Employees engaged in a teaching role where PPE has been identified, must enforce the use of identified PPE.

This includes the use of suitable coveralls, safety boots in workshop areas and activity specific PPE.

Risk Assessment

Liverpool training accepts  that some of its operations may, unless properly controlled, create risks to employees, learners and others. Liverpool training will, under the Management of Health & Safety ensure that all reasonably practicable measures are taken to reduce these risks to an acceptable level.

Liverpool training will ensure that a suitable and sufficient assessment of the risks to the health and safety of their employees and of others who may be affected by their work, are carried out.

No activity internal or external should commence, without firstly ensuring a suitable and sufficient assessment of the risks and the implementation of its control measures exists.

The assessment will include effective planning and reviewing of the protective measures, health surveillance, emergency procedures, information and training.

Where generic centres assessments are in place employees will be made aware of any significant risks to their health and or safety. Employees must ensure they have read, understood and implemented the assessment and control measure. Where necessary, the risks must be communicated to the learner or other persons involved in the activity.

Stress

Liverpool training recognises that workplace stress is a health and safety issue and acknowledges the importance of identifying and reducing workplace stressors.

Stress is identified as an adverse reaction people have to excessive pressure or other types of demands put on them.

Liverpool training will take all reasonable steps to ensure that suitable assessments are carried out which will identify the cause of stress hazards associated with the working activity, together with any necessary remedial actions. The results of these assessments will be communicated to those who may be affected.

Employees are encouraged to discuss any work related stressors with line managers and/or Human Resources, so suitable assessments and work place adjustments can be made where appropriate.

Training

Liverpool training will provide an induction for all employees and learners in the health & safety issues appropriate for them.

The health and safety training needs of employees are identified through risk assessment, liverpool training operating plans, appraisals and probation reviews. Training needs should be added to an individual's appraisal. If anyone requires assistance with the selection of appropriate courses contact the Health and Safety Manager.

A range of basic health and safety courses will be made available throughout the year.

Managers are responsible for ensuring training needs are identified and requested through CPD without delay.

Managers must ensure that no work activity commences without firstly ensuring that employees have received and completed all necessary training.

All employees are contractually obliged to attend all health and safety training.

Trips and Visits

Liverpool training management team is fully committed to ensuring the health, safety and welfare of all learners and employees whilst engaged in activities away from the main centres locations.

Liverpool training will, so far as is reasonably practicable, protect the health, safety and welfare of all its learners and staff by actively promoting safe activities. Liverpool training will also manage the associated risks of the activities being undertaken, without compromising the enjoyment and challenges that the selected activities try to achieve.

The activity leaders are responsible for the planning and managing of the activity. Activity leaders must have the authority of the curriculum or support function manager or a paid instructor/facilitator.

Suitable Documentation Must Be Completed Before The Trip Can Go Ahead.

The organiser must ensure that all consent forms are completed, a suitable health and safety check has been completed, suitable and sufficient risk assessments are in place, a list of participants and contact details prepared, that the authorisation form has been signed by the Head of Department and presented to the health and safety team 7 daysbefore the activity for final approval. Failure to follow the current guidelines will result in the trip being cancelled.

The Health and Safety Team are responsible for maintaining all trips and visits records.

All organisers will make themselves aware of the college emergency numbers and what to do in the event of an accident.

Violence / Lone Working

Liverpool training management team are committed to ensuring that its employees are able to carry out their work at all locations and in all circumstances, with the minimum risk of encountering violent or aggressive behaviour from learners, clients or members of the public.

The aim of liverpool training is to provide a policy which will:

i) help minimise the possibility of employees having to face physical, mental, or verbal abuse;

ii) advise on how to cope with any situations that, despite precautions, may arise, and;

iii) indicate the support available in such cases.

All employees have a part to play in ensuring that this policy is effective. Guidance is produced for all employees to allow them to work in a manner that should reduce the risk to themselves and to others.

Where an employee feels they require training with regard to any of the mentioned policies, they should contact their team leader or manager.

Where an employee witnesses an act of violence or threat of violence they must report it to their line manager immediately.

Working at Height

All reasonable measures will be taken to ensure the safety of employees who work with ladders and/or step ladders.

Where appropriate, every effort will be made to minimise or eliminate the necessity to work from ladders.

Liverpool training will ensure:

a) All ladders supplied are of a sound construction and suitable for the task to be performed.

b) Adequate training will be provided for all employees using ladders at work.

c) A record system of all ladders will be maintained by the local area.

d) Employees must report any defects with ladders to the Logistics Manager immediately and any concerns or problems encountered while using the ladders.

e) Ladders must always be:

i) used on a firm level base

ii) securely fixed near their upper resting place

iii) extended at least 1.05m above the landing place

iv) set at the correct angle 1:4

v) only used for work of short duration.

A full risk assessment of the activity must be carried out before any work commences.

No employee or learner will use any ladder and/or step ladder, or any other form of equipment used for working at height, without the suitable training authorisation and certification.

Workplace Learning

Liverpool training recognise and accept its duty to protect the health and safety of all learners who undertake activities off site in connection with the organisations such as apprenticeships, work experience and residential trips.

Work Based Learning

Liverpool training undertakes all reasonably practicable steps to secure the health, safety and welfare of the learner whilst engaged in work based activities.

For this purpose, a procedure has been developed which sets out the requirements for the organisation and management of work experience and work placements.

It describes the duties and responsibilities of those involved in the provision of work placements, including the organisers and learners themselves, the step-by-step process to follow and the documentation required.

The procedure requires that potential placements be satisfactorily vetted prior to the start of the work based learning period. It is essential that no learner should be placed until this process and the relevant documentation have been completed.

 

Learners wishing to appeal must do so within 14 days of receiving the disputed assessment decision and are advised to keep copies of all documents relating to the appeal.

It is ultimately the responsibility of the Head of the Centre Scott Riddell to ensure that this procedure is published and accessible to all personnel, learners and any relevant third parties. However, the quality coordinators (QC) specific to each qualification are responsible for ensuring this information is fully understood by their qualification team and by the learners who commence courses/programmes in their region.

  • Stage 1

The appeal should be made, in the first instance, to the assessor who made the original assessment decision. At this stage, a verbal appeal is acceptable, although the learner is recommended to put the appeal in writing. The assessor should explain his/her rationale for the decision that is being disputed. The assessor is required to record an overview of the appeal and the outcome of the discussion and forward this to the Centres QC and the Appeals Officer to retain with the centre’s assessment and appeals records.

  • Stage 2

If learners remain dissatisfied with the assessment decision and wish to challenge the outcome of Stage 1, then they are required to appeal in writing to the Centres Appeals Officer within 14 working days of the Stage 1 process.

The Appeals Officer will write to the learner to acknowledge receipt of the appeal within 10 working days and outline the course of action to be taken. The Appeals Officer will carry out an investigation, ensuring that another appropriately qualified assessor and/or internal verifier is involved in the review, in addition to the relevant QC specific to the qualification, and will write to the learner within 20 working days with the findings and a decision as to whether the appeal was justified.

Learners are required to provide as much information as possible regarding the disputed assessment decision. When completing their appeal and should include:

  • the date and type of the assessment (ie observation of practical work, assessment of a set task/assignment, result of an internally assessed question paper)
  • the name of the assessor involved
  • a brief outline of the reason for the appeal

 

any associated documents (ie learner evidence, record of feedback from the assessor involved).