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Click to view all PERSONNEL

Key – Those standards which have greater significance (all other standards are normal)

Recommendation – Those which do not affect certification

New – A completely new standard which the member must now adhere to

Revised – A standard that has changed and requires the member to take some different or additional action to before

Upgraded – The standard has been upgraded to a Key standard or from a Recommendation to a full standard

Appendix – Referenced in ‘How you will be measured’. Indicates that additional information is provided in the Appendices, which are available at the end of each section.

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Where to find help – at the end of each section we have indicated where you can get extra guidance if you need it.

Aim:

PERSONNEL

KH.PL.1 Key

Standards

Systems must be in place to ensure all new personnel are effectively trained and deemed competent to carry out the activities they are required to do.

How you will be measured

KH.PL.1.a

No person starts work without an induction, supervision and explanation of the tasks they will carry out.

KH.PL.1.b

Induction record to include as a minimum: - Activities role will undertake - Health & Safety information - Reporting lines

Induction record

KH.PL.2

Standards

Records of training must be kept.

How you will be measured

KH.PL.2.a

A training record is available for all, including: - name - details of training/events attended - date of training - who provided the training (in-house or external provider)

KH.PL.2.b

Where workers are trained to undertake specific tasks, these are listed in their record.

KH.PL.2.c

Records kept for 2 years after person has left the business.

Training Record

KH.PL.3

Standards

The performance and competence of employees must be regularly reviewed and refresher training implemented as required. (Revised)

How you will be measured

KH.PL.3.a

Working arrangements allows for observation of workers discharging their responsibilities. The frequency of observation is proportionate to risk.

KH.PL.3.b

Gaps in competence are addressed by recorded refresher training; implemented immediately or within defined timeline.

Training record

KH.PL.3.1

Standards

Producers must adopt British Poultry Training – Poultry Passport or Poultry Training Record, as the formal route for industry training and training recognition. (Revised)

How you will be measured

KH.PL.3.1.a

The mandatory training requirement specified on the Poultry Passport is delivered by providers or in-house tutors that have been approved by British Poultry Training.

KH.PL.3.1.b

New personnel without a Poultry Passport are enrolled within six months of starting their position.

KH.PL.3.1.c

Personnel demonstrate progression in Poultry Passport Training by completing at least two modules every 12 months until complete. - Courses are in date and not expired

Training record

KH.PL.4

Standards

Where labour providers are used, they are licensed and a documented agreement is in place. (Revised)

How you will be measured

KH.PL.4.a

All labour providers used hold a valid Gangmasters & Labour Abuse Authority (GLAA) licence.

KH.PL.4.b

A Service Level Agreement is in place between the business and the labour provider.

KH.PL.4.c

The agreement confirms that any workers provided are suitably competent.

KH.PL.4.d

The agreement confirms any training completed by the labour provider as an alternative to the businesses’ own training systems.

KH.PL.4.e

The agreement confirms that all workers are legally permitted to work within the UK.

KH.PL.4.f

The agreement defines allocation of Health & Safety responsibilities between labour provider and labour user.
  • Evidence of GLAA licence
  • Service Level Agreement

KH.PL.5

Standards

Health and Safety Policy in place and effectively communicated to workers. (New)

How you will be measured

KH.PL.5.a

Health & Safety Policy in place.

KH.PL.5.b

Policy is effectively communicated to all relevant workers.

KH.PL.5.c

Language and learning style is given due consideration to ensure all workers understand information.

Health and Safety Policy

  • PL.3 – It is recognised that some roles may involve ongoing supervision and for other workers, particularly those with specialist skills, supervision may be much less common. Frequency of performance review shall be proportionate to the level of risk present and with reference to relevant, external training credentials. Such factors may justify a decreased frequency of performance review.
  • PL.4 – The GLAA defines specific circumstances which are excluded from the licensing requirements – refer to GLAA website for further information. This standard does not apply where workers are supplied outside of the scope of licensing requirements
  • PL.5 – Definition of worker (taken from https://www.gov.uk/employment-status/worker): A person is generally classed as a ‘worker’ if:
    – they have a contract or other arrangement to do work or services personally for a reward (your contract doesn’t have to be written)
    – their reward is for money or a benefit in kind, for example the promise of a contract or future work
    – they only have a limited right to send someone else to do the work (subcontract)
    – they have to turn up for work even if they don’t want to
    – their employer has to have work for them to do as long as the contract or arrangement lasts
    – they aren’t doing the work as part of their own limited company in an arrangement where the ‘employer’ is actually a customer or client