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PERSONNEL

Version 5.0

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.

This icon indicates that a record is required.

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

DG.PL.1 Key

Standards

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

How you will be measured

DG.PL.1.a

From November 2021, all new starters have a documented induction covering at least the following: - an explanation of the tasks they will undertake - Health and Safety information - reporting lines

Induction record

DG.PL.2

Standards

Records of training must be kept. (Revised)

How you will be measured

DG.PL.2.a

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

DG.PL.2.b

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

DG.PL.2.c

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

Training Record

DG.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

DG.PL.3.a

Employees are regularly observed and the output of their work reviewed.

DG.PL.3.b

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

Training record

DG.PL.4

Standards

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

How you will be measured

DG.PL.4.a

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

DG.PL.4.b

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

DG.PL.4.c

The agreement confirms that any workers provided are suitably competent.

DG.PL.4.d

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

DG.PL.4.e

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

DG.PL.4.f

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

DG.PL.5

Standards

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

How you will be measured

DG.PL.5.a

Health & Safety Policy in place.

DG.PL.5.b

Policy is effectively communicated to all relevant workers.

DG.PL.5.c

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

Health and Safety Policy

PL.1 – Records of induction and training may be recorded on either separate or consolidated records, provided that compliance with all relevant requirements can be demonstrated

PL.3 – This standard applies to employees (not personnel, workers, family members). On a site operated by only one person, there is no requirement for them to undergo a performance review (although this could be undertaken by a fieldsperson or other appropriate person if deemed valuable).

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