CPD in Health and Safety Practitioner Roles

CPD in health and synthetic rubber Practiti wizardr RolesChapter 1 originationOn the 1st January 1993 six formulas relating to health and safeguard came into force in Great Britain, these six regulations would ultimately devour a major impact on how safety is managed today and would signifi undersurfacetly influence the future instruction of the safeguard and health job. The regulations themselves were based on European Community Directives, knowing to create a common standard of health and safety jurisprudence crosswise every member states.In what has become kn consume to pr pull d maketative and health Professionals as the six-pack regulations, it includedThe trouble of health and safety device at Work Regulations 1992The Workplace (wellness, safety and Wel farthermostgon) Regulations 1992The Manual Handling trading operations Regulations 1992The wellness and arctic (Display Screen Equipment) Regulations 1992The Provision and Use of Work Equipment Regulations 1992The idiosyncraticised Protective Equipment at Work Regulations 1992The introduction of these regulations realised a marvel away from prescriptive legislation, much(prenominal)(prenominal) as the Factories ph adept bend 1961, and Railways Shops and Premises Act 1963 which had tradition totallyy spelt break through in detail what should be make (HSE, 2003, p.4) to a risk of exposure assessment based come along to managing safety and health in the workplace. importantly the introduction of the Management of health and safe at Work Regulations (MHSWR) required enlisters to ap take aim wizard or much efficient persons to assist him in undertaking the measures he take to take to respect with the requirements and prohibitions subvertd upon him by or under the relevant statutory purvey (HMSO, 1992, p.3). Arguably the MHSWR foc personad umpteen employers attention on the involve to employ safety device and Health Practitioners in some capacity this in disco bi scuit heralded a period of unprecedented procreation and recruitment for such(prenominal) roles. Today the spotlight has turned to the future information of the art, and the maintenance of private competence through proceed Professional Development (CPD).Aims and objectivesThe aim of this seek document is to identify current attitudes towards the increasely important task of Continuing Professional Development (CPD), for those sedulous as gumshoe and Health Practitioners or in avocations that tho the improvement of workplace safety and health standards. This whitethorn be through enforcement such as Environmental Health Officers (EHO), engaged by local g all overnment or qualifyd roles such as occupational Hygienists responsible for measuring workplace noise and dust characterisation trains to ensure compliance with legislative standards.For clarity legion(predicate) unless not all Safety and Health Practitioners employed to directly manage an organisations safet y and health or consultants employed in this field would typically ope govern to sea captain bodies such as Institution of Occupational Safety and Health (IOSH), or the International Institute of Risk and Safety Management (IIRSM). Whereas those employed as EHOs would premier(prenominal)ly belong to the hired Institute of Environmental Health, with possibly secondary membership of IOSH as they may collect elected to specialise in workplace safety and health over food safety. separate specialists that may hold membership of IOSH in addition to their own master copy institutes may include Occupational Hygienists (British Occupational Hygiene Society) and Occupational Health Nurse Practitioners (Association of Occupational Health Nurse Practitioners UK).BackgroundWith the role of the Safety and Health Practitioner becoming change magnitudely important to businesses, the job should meetifiedly seek to, firstly thread and retain the best calibre of recruits to its ranks For t he Safety and Health profession this hasnt always been easy. Caught in what Harrison (2009) describes as the Talent Wars the profession finds itself competing amongst many others that do not invite the somewhat invalidating associations the cosmea of Safety and Health has developed. As a result Safety and Health counseling has not been the c beer of choice of many privates Kletz signald thatAt one eon safety was considered a suitable job for one of the slight able employees. Those days present largely passed and the standard of safety paids has alter greatly over the stick out 20 years but many companies still think that safety is a suitable plate for those for those who lease a few years to go before retirement.Kletz, 1990, p. 321One would argue the argumentation made in 1990 has fair(a) as much relevancy today. Kletz place that businesses should look beyond traditional stereotypical boundaries perhaps companies allow for allocate more(prenominal) of their best people to safety and loss saloon when they realise that the right sort of person will not respectable worry about hard hats and tripping hazards.(Kletz, 1990, p.321) From the latter divorce of this relation one conjures up the traditional fancy of the safety person as being a solitary policeman type figure in the workplace.This out periodd view of how Safety and Health Practitioners work still contributes to the negative image of the profession held by certain sections of the national press, a number of which have wasted little succession in frequentising stories that have more to do with poor or ineffective management than improving genuine workplace safety and health? In possibly the most commodious carried story the BBC including many national overboldspapers reported a head teacher has bought safety goggles for his pupils to wear when they play conkers in the playground (BBC, 2004, p.1). Although the finis to purchase the goggles was taken by the schools headmaster, when it came to reporting the story it became another(prenominal) example of health and safety gone mad The press on this occasion preferring not to followingion the lack of any victor advice forthcoming to the Headmaster and how he came to his decision in its absenceIn retrieve should there be any surprise that the media is held in low respectfulness by Safety and Health lords? In a recent endorser survey in Health and Safety at Work cartridge clip Safety and Health Practitioners were unanimous in their opinion both the media and risk averse decision makers were responsible for the professions poor imageTable 1 Whos most to blame for health and safetys poor public image?1.The media44%2.The HSE2%3.The safety profession7%4.Risk-averse decision-makers47%HSW, 2008If the profession is to erupt this cycle of negative public portrayal one would argue the latee day workplace requires an equally modern and lord Safety and Health Practitioner. One who is not precisely an expert in his or her field, but likewise possessing the traits of a diplomat, as well as a management and compliance systems specialist?The development of the modern day safety and health practitionerThe introduction of the six pack regulations in 1993 heralded an cast up in the need for businesses to every employ dedicated or have find to professionals able to assist management in meeting their Safety and Health responsibilities. Since 1993 recruitment to the profession has been drawn from a vast blend in of disciplines, including construction trades such as scaffolders and electricians production staff and administrators to name just a few. Such a large influx resulted in an increasing the need for initial training and ultimately CPD courses to meet the developing require of Safety and Health Practitioners.For those first entering the profession a wide start of qualifications currently exist, including the ever touristed National Examination menu for Occupational Safety, Nationa l General Certificate, promoted by NEBOSH as a first step towards a c ber in health and safety, accepted by the Institution of Occupational Safety and Health (IOSH) in meeting the schoolman requirements for Technician Membership of IOSH (Tech IOSH) (NEBOSH, 2009, p.2), and National Vocational Qualifications at levels 3 to 5. Further courses such as the NEBOSH Construction Certificate and Diploma atomic number 18 overly on offer to prospective candidates and are held in high regard by employers. In addition training providers such as the British Safety Council have for a number of years offered their own awards including a level 6 Diploma award. Many have entered the profession because of transferable skills in areas such as engineering, which may be employed in the many technical aspects of the profession such as machinery guarding design. However such routes into the profession do not exclude individuals from attaining accredited safety qualifications which are seen as the buil ding blocks for future development.It is important to recognise that such courses provide initial development for individuals all in the early stages of their career or for those indirect request to advance their careers. However the increasing drive for professionalism, new legislation engineering science and increasing movement of Safety and Health Practitioners between different sphere of influences of the economy, has effrontery CPD a critical role in maintaining competence throughout an individuals career.To attract new talent and embody professional development opportunities there has been a veritable flare-up in the variety and availability of courses accredited by IOSH in safety and health management. Higher command establishments across the fall in Kingdom more and more offer courses includingGlamorgan University MSc Safety, Health and Environment ManagementUniversity of Wales Institute Cardiff MSc Occupational Health and SafetyGreenwich University BSc Occupatio nal Safety, Health and EnvironmentFor those entering higher education or wishing to pursue a post-graduate degree course the profession has become an increasingly popular choice.It would however be unfair to focus solely on the university welkin for the increasing availability of courses. Course providers registered with the National Examination Board for Occupational Safety and Health (NEBOSH) now number 400 course providers across 80 countries (NEBOSH, 2009, p.2). Similarly IOSH Course providers number over 300 globally who cover a wider range of industries such as construction, healthcare and public and service heavenss. They include a diverse range of organisations including further education colleges, and large and small consultancies that have developed in response to increasing demand from businesses. More specialist organisations allied to specific industries, such as the UKs Mines Rescue Service, and local authority Fire and Rescue operate have increasingly brought thei r specialist expertise and training skills to the wider marketplace to deliver either NEBOSH accredited courses or general fire and safety awareness courses. In addition to accredited courses most consultancies and organisations deliver legion(predicate) short courses typically of 1 or 2 day duration designed to either refresh and update knowledge or inform attendees of the latest legislative developments and their impact, which contribute towards individuals CPD.The professional safety and health practitionerThe spread of industrialisation and the introduction of new technology has brought baseball club many new professions over the last three decades, examples include social workers and information technology specialists, who are now quickly accepted professionals in their own right. The contest for the modern day Safety and Health Practitioner is to gain equal professional acceptance in the workplace and in wider nine.This leads one to question our accord of the paroles pr ofession and professional in relation to the work of the Safety and Health Practitioner. As already identified poorly exploreed press reports have in the main presented a poor image of the profession. secondly our image of professions are oft linked with the traditional professions and professionals such as lawyers, pharmacists and accountants, who often work in small course sessions or partnerships in many cases readily accessible to the public through locally, based high street charges, if and when their services are required. When used the public rightly expect a fo embossment assured service from such professionals, based on up to date knowledge, begin and ethical practices.In light of the growing need for multi-disciplined Safety and Health professionals and the requirement to demonstrate increased professionalism that expected from an organisation whose members are able to attain Chartered billet, is the word clearly delimitate and mum by those of us who promote the concept? What is expected from a profession and professional person in the modern age? Firstly craze and Mitchell define a profession asA discrete proboscis of individuals applying advances nurture or scientific knowledge and expertise to provide a service to clients and bound together by a membership of a professional body which assumes right for monitoring professional standards and which confers benefits and may impose sanctions on membersMadden and Mitchell, 1993, p.8One would argue this detail definition is intemperately weighted to the client (customer) and the governing professional body, essentially missing out the beneficial impact that professions have upon wider society and the advancement of education in their specific fields of expertise. A much more succinct and publically recognisable definition of what it is to be a professional is given by McGill and Beaty who argueThe term professional is associated with work which is valued highly in society. The professio ns lawyers, doctors, social workers, accountants- are highly trained and often highly pay members of society. In this sense the term professional is a kitemark given to those who perfect(a) a rigorous and demanding training and then continue to develop their long suit within the profession through further dinner gown training and experience. The professions are characterized by codes of necessitate which they require of their members and also a degree of individual autonomy and indebtedness for their working practice.McGill and Beaty, 2001, p.184The recognition of the immensity of further training, experience and individual autonomy could almost have been written with the Safety and Health Practitioner in mind. Rapidly evolving health and safety legislation over the last 15-20 years coupled with advancing workplace technology, has introduced the potential for new risks to emerge in the workplace, such as stress. This has required Safety and Health Practitioners to constantly update their knowledge and skills, just as McGill and Beaty suggest.One would also add a further challenge that faces every professional anyways the maintenance of technical knowhow and that is maintaining the personal motivation to learn. When referring to learning in this particular context it is not based on short duration learning but the acceptance of lifelong continuous professional development. OHoule (1980) argued the need and loading to lifelong learning was a reflection of the standing of a profession. Drucker captures the responsibility for learning and the autonomy of the professional in the following quotationNo one can motivate him(sic), he has to motivate himself. No one can direct him, he has to direct himself. Above all no one can supervise him. He is the guardian of his own standards, of his own performance and of his own objectives. He can be productive lonesome(prenominal) if he is responsible for his own job.Drucker, 1973, p.47Another get wind driver in the professionals quest for up to date knowledge is todays litigious society. The professional is more than ever being held accountable for his or her actions, and will find themselves increasingly questioned on the validity of the advice they give and to demonstrate competency to practice. Watkins and Drury argued thatThe shift away from trusting professionals to do their work properly because they are professionally suitable, towards accountability, has resulted in the need for effective measures of competence, skills and service. This is welcomed by true professionals since it sums with it opportunities to establish more dit-blank relationships with customers to enhance personal growth and development.Watkins and Drury, 1995, p.31A far cry from when the word of the professional in whatever field was accepted without question.The need for Safety and Health Practitioners to develop both their knowledge and professionalism throughout their career is clear. Employers expectations of the profession are high, and rightly so. Failure to develop ones knowledge ultimately brings query as to individual competence to practice. This over-riding need to maintain competency demonstrates the importance of CPD for Safety and Health Practitioners, but has such importance been recognised by employers?The motley of new legislation, maintaining competence and customer expectation regarding the delivery of a character assured service creates a heady salmagundi of priorities in addition to everyday work activities for the Safety and Health Practitioner. Educational researchers such as Field have provided some warning of the impact on keep professional development that legislation alone can bring Environmental regulations, health and safety legislation and food hygiene regulation all require training to pay off standards and often generate further training needs as managers and other try to keep abreast(predicate) of the implication of the latest legislation (Field, 2000, p.74). Training in this case creating a perpetual cycle of further training in ever more detail in an attempt to improve job related knowledge. The challenge for Safety and Health Practitioner is recognising the importance of CPD to professionalism and the planning and prioritising of the right mix of learning opportunities that develops competence, which as Renkema (2006) argued translates into improved lifetime employability in an ever changing workplace.2 Literature Review Meeting the challenge of continuing professional developmentContinuing Professional Development has now become a familiar task for professionals, a point support by research into professional associations in the UK by the Professional Association research mesh topology (PARN) at Bristol University who found that of the 162 respondents, 62% had developed a CPD policy and architectural plan (PARN, 2001, p.1). With such a high proportion of institutions actively involved in developing and running CPD programm es, it is important to look at some of the key drivers behind such objects.CPD for Safety and Health Practitioners has now become a well established activity, with a scheme established as far back as 1992 (IOSH, 2008). In addition to any employer funded training CPD is actively supported by IOSH through a network of monthly counterbalance level meetings and activities that allows members to participate in what are generally resign CPD activities. The development of a CPD scheme for IOSH members was integral in the decision to award Chartered status to the profession, which from 2005 has enabled members to attain Chartered Safety and Health Practitioner status after meeting the qualifying criteria set by IOSH. Establishing a CPD scheme is besides one part of the equation, ensuring ongoing active participation is another. similar many other professionals Safety and Health Practitioners are face up with numerous demands on their time from either work or their category lives, all too often CPD moldiness be fitted in as and when allowed. Research by Dowsell et al into CPD found thatcourses made heavy demands on workers free time 48 per cent of those interviewed thought their participation in continuing professional development put a strain on their home and family lives and 10 per cent thought it was causing a serious evil effect.Dowsell et al conclude that for those in employment, having time to engage in professional development is extremely important.Dowsell et al, 1999. P. 23One would argue that the difficulties identified are not unique or specific. Safety and Health Practitioners are faced with the same pressures as other occupations when considering responses to changes in technology and knowledge demands for quality and accountability (Rapkins, 1995, p.49). IOSH (2008) have long campaigned for CPD to be viewed as an everyday system activity and not as an additional burden, such a statement could be seen as an attempt to remove some of the everyday c oncerns that have grown up amongst Safety and Health Practitioners on the subject. This leads one to the question what barriers exist to participation in CPD? Research by womb-to-tomb study UK an independent employer led skills council found that trainers in the lifelong learning sector identified specific barriers to CPD. Participants who took part in the research were able to consume more than one optionTable 2Perceived barriers to CPDLifelong Learning UK, 2008, p.14Barriers to CPD are not unique to any one sector or profession. Research by Friedman et al identified the following barriersTime, cost, and access were the most frequently cited barriers to carrying out CPD. Clearly, time pressures at work, combined with the demands of home and family, make undertaking CPD a difficult task for many, however do they may be.Another barrier affecting CPD participation is that professionals are not homogenous. A range of factors such as differences in career stage, preferent learning style, individual ambition affect the likelihood of taking part in CPD. The lower likelihood of older professionals participating in CPD was mentioned because of their favorable positions or because they regarded themselves as carrying out activities which will carry out the aims of CPD without following a formal CPD programmeFriedman et al, 2001, p.6Employers increasingly need to recognise the benefits of CPD to their businesses and are ideally positioned to offer greater support to overcome the barriers that have been identified, but how should this be achieved? Francis et al (1997) argued for CPD to be linked to longer term business planning, also stating that companies viewed CPD in the narrow confines of cost to the business without looking at longer term benefits.Research by Friedman et al (2001) supported this point and argued for a greater link with company appraisal schemes as a delegacy to encourage participation in CPD whilst at the same time offering an organisation al support framework such as time and resources to the individual. Friedmans approach is backed by research by Kingston University Hull (2006) which identified the incorporation of personal development plans into CPD as a key division in the ability of professionals to align professional development needs with those of the employer. Importantly this supposes the act of appraisal is purely centred on personal development and not as Craft (1996) argued used to determine accountability, through audit cultures and numerous regimes relating to satisfying bureaucracy rather as Sachs (2003) argued, satisfying the professional needs of the individual professional.Importantly not all faculty members share Freidmans approach to CPD. Millar (1991) took the view that professional themselves should carry the burden of time and cost of CPD to advance their careers, to be recouped later through higher salaries. With such divergent views, significant barriers regarding responsibility for resourci ng CPD remain to be overcome. To place oneself solely in the hands of the employer to achieve the required CPD criteria invites problems, especially when training is often the first activity to be cut when the corporate purse strings tighten (Adults Learning, 2003). As a result Safety and Health Practitioners risk having CPD activities limited or even curtailed for reasons outside their control.As the profession matures there should be increasing recognition that Safety and Health professionals have to take greater responsibility for their own learning following initial qualification, just as other professions such as teaching have done have done. This may only be achieved through improved planning for and practising a range of lax or formal CPD activities. Failure to develop professional knowledge can have a serious impact upon employers and the individual professional, a point recognised by IOSH the outcome of failing to perform at an acceptable level can be critical. It is esse ntial to refresh, maintain and develop the skills necessitate for competent performance (Harvey, 2005, p.22).To adopt the mantle of a professional in ones chosen field, then participation in CPD should be ultimately viewed as a necessity and not as an optional extra which only the high academic professional would posses, but in fact viewed by many as a necessity and a right to practice safely and effectively (Davies, 1997, p.5). Harris (2009) supports Daviess view in that becoming professionally qualified should not be seen as the end of learning but in fact the beginning of a career long journey.The rise of continuing professional developmentResearch by Eraut argued that the continual development of professional knowledge is ultimately linked to moral probity, service orientation and codes of conduct (Eraut, 1994, p.2). Erauts comments indicate that professionalism comes at a price in terms of time and dedication. This ultimately manifests itself through the delivery of a professi onal service to an employer or client, where advice and guidance is based on up to date knowledge and competence to practice.However as an upside Rueschemeyer argued that there were certain benefits associated with the status of a professionalIndividually and in association, collectively, the professions strike a bargain with society in which they exchange competence and integrity against the trust of client and community, carnal knowledge freedom from lay supervision and interference, protection against unqualified competition as well as substantial remuneration and higher social status.Rueschemeyer 1983, p.41Rueschemeyer comments support the importance of CPD as a vital component in demonstrating to those that use our services that post qualification, the professional has continued to update his or her knowledge. Rueschemeyers comments regarding the relational freedom of the professional must be accompanied by a degree of self discipline, and willingness to participate in CPD no t just for individual benefit but for the advancement of the profession as a whole.both established Health and Safety professionals and new entrants to the profession could be forgiven for opinion that CPD schemes are a relatively new process in the quest to maintain professional standards However research by Friedman (2000, p.23) identified that CPD in the UK originated in the late 1970s, but was only formally adopted and defined by professional associations from the mid-1980s. This is supported by Lester who states that it is only in the last ten to 15 years of the twentieth century have professional bodies taken systematic steps to ensure their members continue their development on an ongoing basis (Lester, 1999, p.2)In the United Kingdom such schemes may now be found across a diverse range of professions including Nursing, Teaching, Environmental Health, Legal and Occupational Safety Health to name just a few. Common to all CPD schemes is the maintenance of professional and e thical standards set by the respective professional body thereby ensuring public government agency in both the professional and the respective institution.What has set this apparent explosion of interest in CPD in recent years? Firstly one would argue the current rate of technological change in our society remains significant, forcing a constant revaluation of our knowledge. This particular point is supported by Zia (2004, p.1) who arguesAs a result of increase in the rate of evolution of knowledge, technology and industrial organizations, it is shocking to realize that while in the sixties the knowledge acquired in engineering schools remained valid for about fifteen years, today this time span has decreased to about 3 years. That is to think the average period of renewal of engineering knowledge has reached the same duration as that of studies in a school of engineering in Europe.Zia, 2004, p.1Secondly the recognition by professional institutions of the need to further develop themselves, and in doing so enhance not only the organisations status and that of its members but as Weightman (1994) argued, professional institutions should also influence the broad range of competencies required to practice effectively. Safety and Health professionals are no longer able to rest on their laurels following initial qualification and as Friedman (2000) argued, in order to provide professional and competent advice the process of learning must continue after initial training.At the core of all CPD schemes is the need for professionals to embrace the much wider concept of lifelong learning. A phrase all too often used, but what does it mean in practice? Jarvis (2008) describes it as a number of processes that ultimately delivers a continually changing person. Kronkol (2005) viewed CPD as a structured approach to lifelong learning, arguably more comprehensive which involves greater self reflection and critical thinking, which leads one to question if they are one of the same. Some may even view it negatively as the latest in a long line of politically driven statements relating to education (Biesta., 2004). Cropley (1979) argued there were two distinct approaches to lifelong learning minimalist and maximalist. The minimalist approach equates with in service, recurrent formal education and training in what Attewell et al (2005) describes as achieving certificated training. The maximalist approach views it as involving a fundamental transformation of society as a whole so that society becomes a learning resource (Cropley, 1979, p.5). Research into lifelong learning by smith et al supports Cropleys work in that it identifies the almost immeasurable boundaries for learning and promote the concept that it should include both informal and formal learning.Based on Cropleys comments the current status of lifelong learning in connection with CPD remains somewhat narrowly focused towards the minimalist approach, centred on formal training. One would argue this narrows the professionals view of what might constitute CPD, and creates a dependency culture where CPD should be provided to the professional, usually by the employer, based on narrow concept of traditionally run classroom based learning. Whereas the maximalist view requires the professional to look much more broadly as to where learning opportunities may come from, and seeking out a greater mix of experiential learning opportunities as opposed to the narrowly focused academic or classroom based route to learning.In support of Smith et al, Longworth (2003, p.12) argued that lifelong learning is a much wider concept learning means giving ownership of learning to the learner him or herself and not the teacher a