=== dc2022-03-0007-pages-021.ppm ===
3. Set One’s roles and Communication

Performance expectations

performance are established based on responsibilities skills

expectations client needs in the team e Accurate

for team | e Performance expectations | e Feedback empathy

members are based on_ individual giving and | e Congruence
team members receiving e Unconditional
knowledge, _ skills, and | e Performance positive regard

expectation e Handling of

Feedback

aptitude
e Performance expectations
are discussed and
disseminated to individual
team members
Performance is monitored

. Supervised Performance Communication

team based on defined Coaching skills required
performance performance criteria Performance for leading
and/or assignment management teams

e Performance e Coaching skill

Issues

instructions
e Team members are
provided with feedback,
positive support, and
advice on strategies to
overcome any deficiencies
based on company
practices
e Performance issues
which cannot be rectified
or addressed within the
team are referenced to
appropriate personnel
according to employer
policy
Team members are kept
informed of any changes in
the priority allocated to
assignments or tasks
which might impact on
client/customer needs and
satisfaction
e Team operations are
monitored to ensure that
employer/client needs,
and requirements are met
e Follow-up communication
is provided on all issues
affecting the team
e All relevant documentation
is completed in
accordance with company
procedures

a
TR — Certified Energy Conservation Officer (CECO) Page 6 of 124
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RANGE OF VARIABLESs

1.1. Client Profile

1.2 Assignment instructions
2. Team member’s concerns May include:
|? Teammembers concerns 1.1 Roster/shift details

3. Monitor performance May include:
2.1 Formal process
2.2 Informal process

4. Feedback May include:
2.3 Formal process
2.4 Informal process

5. Performance issues May include:
2.5 Work output

2.6 Work quality

2.7 Team participation

2.8 Compliance with workplace protocols
2.9 Safety

2.10 Customer service

EVIDENCE GUIDE

1. Critical aspects of Competency | Assessment requires evidence that the candidate:

1.1 Maintained or improved individuals and/or team
performance given a variety of possible scenario

1.2 Assessed and monitored team and individual
performance against set criteria

1.3 Represented concerns of a team and individual
to next level of management or appropriate
specialist and to negotiate on their behalf

1.4 Allocated duties and responsibilities, having
regard to _individual’s knowledge, skills and
aptitude and the needs of the tasks to be
performed

1.5 Set and communicated performance
expectations for a range of tasks and duties
within the team and provided feedback to team

members

The following resources should be provided:

2.1 Access to relevant workplace or appropriately
simulated environment where assessment can
take place

2.2 Materials relevant to the proposed activity or task

Competency in this unit may be assessed through:

3.1 Written Examination

3.2 Oral Questioning

3.3 Portfolio

4. Context for Assessment 4.1 Competency may be assessed in actual
workplace or at the designated TESDA
Accredited Assessment Center

TR — Certified Energy Conservation Officer (CECO) Page 7 of 124

2. Resource Implications

3. Methods of Assessment

=== dc2022-03-0007-pages-023.ppm ===
UNIT OF COMPETENCY

UNIT CODE

UNIT DESCRIPTOR

APPLY CRITICAL THINKING AND PROBLEMN-
SOLVING TECHNIQUES IN THE WORKPLACE

400311321

This unit covers the knowledge, skills and attitudes
required to solve problems in the workplace including the
application of problem-solving techniques and to
determine and resolve the root cause/s of specific
problems in the workplace.

ELEMENT

1. Examine
specific
workplace
challenges

PERFORMANCE
CRITERIA
Italicized terms are
elaborated in the Range
of Variables

e Variances are examined

from normal operating
parameters, and
product quality.

Extent, cause, and
nature of the specific
problem are defined
through observation,
investigation, and
analytical techniques.
Problems are clearly
stated and specified.

REQUIRED
KNOWLEDGE

e Competence

includes a
thorough
knowledge = and
understanding of
the process,
normal operating
parameters, and
product quality to
recognize non-
standard
situations.
Competence to
include the ability
to apply and
explain, enough
for the
identification — of
fundamental
causes of specific
workplace
challenges.
Relevant
equipment and
operational
processes.
Enterprise goals,
targets, and
measures.
Enterprise quality
OHS and
environmental
requirement.
Enterprise
information
systems and data
collation

REQUIRED
SKILLS

e Using range of
analytical
techniques
(e.g., planning,
attention,
simultaneous
and successive
processing of
information) in
examining
specific
challenges _ in
the workplace.
Identifying
extent and
causes of
specific
challenges in
the workplace.

TR — Certified Energy Conservation Officer (CECO)

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e Industry codes
and standards.

2. Analyze the} e Possible causes of |e Competence e Using range of
causes of| specific problems are| _ includes a| analytical
specific identified based on thorough techniques
workplace experience and the use knowledge and (e.g., planning,
challenges. of problem-solving tools/| understanding of| attention,

analytical techniques. the process, simultaneous

Possible cause normal operating and successive

statements are parameters, and processing of
developed based on product quality to information) in
findings. recognize non- examining

e Fundamental causes are | standard specific

situations.
e Competence to

challenges — in

identified per results of
the workplace.

investigation conducted.

include the ability | e Identifying

to apply and] _ extent and
explain, sufficient causes of
for the specific
identification of] challenges in

the workplace.
Providing clear-
cut findings on
the nature of
each _ identified
workplace
challenges.

fundamental
cause,
determining the
corrective action
and provision of
recommendations.
e Relevant
equipment and

operational
processes.

e Enterprise goals,
targets, and
measures.

e Enterprise quality
OSH and
environmental

requirement.
e Enterprise
information
systems and data
collation.
e Industry codes
and standards.

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3. Formulate e All possible options are | e Competence to
resolutions to considered for resolution include the ability
specific of the problem. to apply and

explain, sufficient
for the
identification — of
fundamental
cause,
determining the
corrective action
and provision of

workplace
challenges

Strengths and
weaknesses of possible
options are considered.

e Corrective actions are
determined to resolve
the problem and possible
future causes.

e Action plans are

developed _identifying | "ecommendations
measurable objectives, | ¢ Relevant

resource needs and| equipment and.
timelines in accordance | operational

with safety and operating | processes
procedures e Enterprise goals,
targets, and
measures
e Enterprise quality
OSH and
environmental
requirement
e Principles of

decision-making
strategies and
techniques

e Enterprise
information
systems and data
collation

e Industry codes

and standards

4. Implement Action plans are |e Competence to
action plans implemented and include the ability
and evaluated. to apply and
communicate | e Results of plan] explain, sufficient
results implementation and| for the

recommendations are identification of
prepared. fundamental

cause,
determining the
corrective action
and provision of
recommendations
e Relevant

equipment and
operational

e Recommendations are
presented to appropriate
personnel.

e Recommendations are
followed-up, if required.

processes
e Enterprise goals,
targets, and

measures

Using range of
analytical
techniques
(e.g., planning,
attention,
simultaneous
and successive
processing of
information) in
examining
specific
challenges _ in
the workplace.

Identifying
extent and
causes of
specific

challenges — in
the workplace.
Providing clear-
cut findings on
the nature of
each _ identified
workplace
challenges.
Devising,
communicating
, implementing,
and evaluating
strategies and
techniques _ in
addressing
specific
workplace
challenges.
Using range of
analytical
techniques
(e.g., planning,
attention,
simultaneous
and successive
processing of
information) in
examining
specific
challenges in
the workplace.

Identifying
extent and
causes of
specific

challenges in
the workplace.

TR — Certified Energy Conservation Officer (CECO)

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Enterprise quality, | e Providing clear-
OSH, and cut findings on
environmental the nature of
requirement each _ identified
Principles of | workplace
decision-making challenges.
strategies and Devising,
techniques communicating
Enterprise , implementing,
information and evaluating
systems and data strategies and
collation techniques — in
Industry  codes| addressing

and standards specific
workplace
challeng

RANGE OF VARIABLES

i es

1.1 Processes
2. Analytical techniques

1.2 Procedures
1.3. Systems

3. Problem

4. Action plans

May include:
ee

2.1 Brainstorming
TR — Certified Energy Conservation Officer (CECO) Page 11 of 124

2.2 Intuitions/Logic

2.3 Cause and effect diagrams

2.4 Pareto analysis

2.5 SWOT analysis

2.6 Gantt chart, PERT CPM, and graphs

2.7 Scattergrams

May include:

3.1 Routine, non — routine and complex workplace
and quality problems

3.2 Equipment selection, availability, and failure

3.3 Teamwork and work allocation problem

3.4 Safety and emergency situations and incidents

3.5 Risk assessment and management

May include:

4.1 Priority requirements

4.2 Measurable objectives

4.3 Resource requirements

4.4 Timelines

4.5 Co-ordination and feedback requirements

4.6 Safety requirements

Risk assessment

Environmental requirements

=== dc2022-03-0007-pages-027.ppm ===
EVIDENCE GUIDE

1. Critical aspects of Competency | Assessment requires evidence that the candidate:

1.1 Examined specific workplace challenges.

1.2 Analyzed the causes of specific workplace
challenges.

1.3 Formulated resolutions to specific workplace
challenges.

1.4 Implemented action plans and communicated

results on specific workplace challenges.

Assessment will require access to an operating

plant over an extended period of time, or a

suitable method of gathering evidence of

operating ability over a range of situations. A

bank of scenarios / case studies / what ifs will be

required as well as bank of questions which will

be used to probe the reason behind the

observable action.

Competency in this unit may be assessed through:

3.1 Observation

3.2 Case Formulation

3.3 Life Narrative Inquiry

3.4 Standardized test

2. Resource Implications

3. Methods of Assessment

The unit will be assessed in a holistic manner as
is practical and may be integrated with the
assessment of other relevant units of
competency. Assessment will occur over a range
of situations, which will include disruptions to
normal, smooth operation. Simulation may be
required to allow for timely assessment of parts
of this unit of competency. Simulation should be
based on the actual workplace and will include
walk through of the relevant competency
components.

These assessment activities should include a
range of problems, including new, unusual, and
improbable situations that may have happened.

4. Context for Assessment 4.1 In all workplace, it may be appropriate to assess
this unit concurrently with relevant teamwork or
operation units.

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UNIT OF COMPETENCY WORK IN A DIVERSE ENVIRONMENT

UNIT CODE 400311322

This unit covers the outcomes required to work
effectively in a workplace characterized by diversity in
terms of religions, beliefs, races, ethnicities, and other

UNIT DESCRIPTOR

ELEMENT

1. Develop an

individual’s
cultural
awareness and
sensitivity

2. Work

effectively in an
environment
that
acknowledges
and values
cultural
diversity

differences.

PERFORMANCE
CRITERIA
Italicized terms are
elaborated in the Range
of Variables

e Individual differences with

clients, customers and
fellow workers are
recognized and respected
in accordance with
enterprise policies and
core values.

Differences are responded
to in a_ sensitive and
considerate manner
Diversity is
accommodated using
appropriate verbal and
non-verbal
communication.

Knowledge, _ skills, and
experiences of others are
recognized and
documented in relation to
team objectives.

Fellow workers are
encouraged to utilize and
share their specific
qualities, skills or
backgrounds with other

TR — Certified Energy Conservation Officer (CECO)

REQUIRED
KNOWLEDGE

Understanding
cultural diversity
in the workplace
Norms of
behavior for
interacting and
dialogue with
specific groups
(e. g., Muslims
and other non-
Christians, non-
Catholics,
tribes/ethnic
groups,
foreigners)
Different
methods of
verbal and non-
verbal
communication
in a multicultural
setting

Value of
diversity in the
economy and
society in terms
of Workforce
development

Importance of

‘inclusiveness in

a diverse
environment

REQUIRED
SKILLS

e Applying cross-

cultural
communication
skills (i.e.,
different
business
customs,
beliefs,
communication
strategies)
Showing
affective skills —
establishing
rapport and
empathy,
understanding,
etc.
Demonstrating
openness and
flexibility in
communication
Recognizing
diverse groups
in the workplace
and community
as defined by
divergent
culture, religion,
traditions, and
practices
Demonstrating
cross-cultural
communication
skills and active
listening
Recognizing
diverse groups
in the workplace
and community
as_ defined b

Page 13 of 124
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team members and clients
to enhance work
outcomes.

Relations with customers
and clients are maintained
to show that diversity is
valued by the business.

3. Identify Diversity-related

common conflicts within — the
issues in a workplace are effectively
multicultural addressed and resolved. e
and = divers€ | e Discriminatory behaviors

environment towards
customers/stakeholders
are minimized and
addressed accordingly.

e Change management
policies are in place within
the organization.

Shared _ vision
and
understanding
of and
commitment to
team,
departmental,
and
organizational
goals, and
objectives
Strategies
customer
service
excellence
Value, and
leverage of
cultural diversity
Inclusivity and
conflict
resolution
Workplace
harassment
Change
management
and ways
overcome
resistance
change
Advanced
strategies
customer
service
excellence

for

to

to

for

divergent
culture, religion,
traditions, and
practices
Demonstrating
collaboration
skills
Exhibiting
customer
service
excellence

Addressing
diversity-related
conflicts in the
workplace
Eliminating
discriminatory
behavior
towards
customers and
co-workers
Utilizing change
management
policies in the
workplace

 ———

TR — Certified Energy Conservation Officer (CECO)

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RANGE OF VARIABLES

VARIABLE

1. Diversity

This refers to diversity in both the workplace and the
community and may include divergence in :

1.1 Religion

1.2 Ethnicity, race, or nationality

1.3 Culture

1.4 Gender, age, or personality

1.5 Educational background
May include conflicts that result from:
2.1. Discriminatory behaviors

2.2 Differences of cultural practices
2.3 Differences of belief and value systems

2.4 Gender-based violence

2.5 Workplace bullying

2.6 Corporate jealousy

2.7 Language barriers

2.8 Individuals being differently abled persons
Ageism (negative attitude and behavior towards

2. Diversity-related conflicts

EVIDENCE GUIDE

Assessment requires evidence that the candidate:

1.1 Adjusted language and behavior as required by
interactions with diversity

1.2 Identified and respected individual differences in
colleagues, clients, and customers

1.3. Applied relevant regulations, standards, and

codes of practice

The following resources should be provided:

2.1 Access to workplace and resources

2.2. Manuals and policies on Workplace Diversit

Competency in this unit may be assessed
through:

3.1 Demonstration or simulation with _ oral
questioning

3.2 Group discussions and interactive activities

3.3 Case studies/problems involving workplace
diversity issues

3.4 Third-party report

3.5 Written examination

3.6 Role Plays

4. Context for Assessment Competency assessment may occur in
workplace or any appropriately simulated
environment

1. Critical aspects of Competency

2. Resource Implications

3. Methods of Assessment

atl

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UNIT OF COMPETENCY PROPOSE METHODS OF APPLYING LEARNING
AND INNOVATION IN THE ORGANIZATION

UNIT CODE 400311323

UNIT DESCRIPTOR This unit covers the knowledge, skills and attitudes

required to assess general obstacles in the application
of learning and innovation in the organization and to
propose practical methods of such in addressing
organizational challenges.

ELEMENT

. Assess work

procedures,
processes, and
systems in
terms of
innovative
practices

PERFORMANCE
CRITERIA
Italicized terms are
elaborated in the Range
of Variables
Reasons for innovation
are incorporated to work

procedures.

Models of innovation are
researched.

Gaps or barriers to
innovation in one’s work
area are analyzed.

Staff who can support and
foster innovation in the
work procedure are
identified.

TR — Certified Energy Conservation Officer (CECO)

REQUIRED
KNOWLEDGE

e Seven habits of

highly effective
people.
Character
strengths _ that
foster
innovation and
learning
(Christopher
Peterson and
Martin
Seligman,
2004)

Five minds of
the future
concepts
(Gardner,
2007).
Adaptation
concepts in
neuroscience
(Merzenich,
2013).
Transtheoretical
model of
behavior
change
(Prochaska,
DiClemente, &
Norcross,

REQUIRED
SKILLS

e Demonstrating

collaboration
and networking
skills.

Applying basic
research and
evaluation skills
Generating
insights on how
to improve
organizational
procedures,
processes, and
systems
through
innovation.

oo

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. Generate
practical action
plans for
improving work
procedures,

processes

Ideas for innovative work
procedure to foster
innovation using individual
and group techniques are
conceptualized

Range of ideas with other
team members and
colleagues are evaluated
and discussed

Work procedures and
processes subject to
change’ are __ selected
based on workplace
requirements (feasible
and innovative).

Practical action plans are

proposed to facilitate
simple changes in the
work procedures,

processes, and systems.
Critical inquiry is applied
and used to facilitate
discourse on adjustments
in the simple work
procedures, _ processes,
and systems.

TR — Certified Energy Conservation Officer (CECO)

Seven habits of | e Assessing

highly effective readiness _ for
people. change on
Character simple work
strengths _ that procedures,
foster processes, and
innovation and systems.
learning e Generating
(Christopher insights on how
Peterson and to improve
Martin organizational
Seligman, procedures,
2004) processes, and
Five minds of systems

the future through
concepts innovation.
(Gardner, e Facilitating
2007). action plans on
Adaptation how to apply
concepts in innovative
neuroscience procedures’ in
(Merzenich, the

2013). organization.
Transtheoretical

model of

behavior

change

(Prochaska,

DiClemente, &

Norcross,

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e Generating
insights on how

e Five minds of
the future

3. Evaluate the
effectiveness

e Work structure is analyzed
to identify the impact of the

of the | new work procedures concepts to improve
proposed e Co-workers/key personnel | (Gardner, organizational
action plans is consulted to know who 2007). procedures,
will be involved with or | e Adaptation processes, and
affected by the work} concepts in systems
procedure neuroscience through
e Work instruction (Merzenich, innovation.
operational plan ofthe new | 2013). e Facilitating
work procedure is | ¢ Transtheoretical action plans on
developed and evaluated. model of how to apply
e Feedback and suggestion behavior innovative
are recorded. change procedures in
e Operational plan is (Prochaska, the
updated. DiClemente, & organization.
e Results and impact on the | Norcross, e Communicating
developed work 1992). results of the

evaluation of the
proposed and
implemented
changes in the
workplace
procedures and
systems.
Developing
action plans for
continuous
improvement on
the basic
systems,
processes, and
procedures in
the

instructions are reviewed
Results of the new work
procedure are evaluated
Adjustments are
recommended based on
results gathered

anization.

RANGE OF VARIABLES

VARIABLE

1. Reasons

2. Models of innovation

May include:
1.1 Strengths and weaknesses of the current systems,
processes, and procedures.

1.2 Opportunities and threats of the current systems,
processes, and procedures.
May include:
2.1 Seven habits of highly effective people.

2.2 Five minds of the future concepts (Gardner, 2007).
2.3 Neuroplasticity and adaptation strategies.

3. Workplace requirements May include:
3.1 Feasible
3.2 Innovative

TR — Certified Energy Conservation Officer (CECO) Page 18 of 124

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4. Gaps or barriers May include:
4.1. Machine
4.2 Manpower
4.3 Methods

5. Critical Inquiry May include:
.1 Preparation.
Discussion.
Clarification of goals.
Negotiate towards a Win-Win outcome.
Agreement.

Implementation of a course of action.
Effective verbal communication. See our pages:
Verbal Communication and Effective Speaking.
Listening.
Reducing misunderstandings is a key part of
effective negotiation.

5.10 Rapport Building.

5.11 Problem Solving.

5.12 Decision Making.

5.13 Assertiveness.

5.14 Dealing with Difficult Situations.

EVIDENCE GUIDE

Assessment requires evidence that the candidate:

1.1 Established the reasons why innovative systems
are required

1.2 Established the goals of a new innovative system

1.3. Analyzed current organizational systems to
identify gaps and barriers to innovation.

1.4 Assessed work procedures, processes, and
systems in terms of innovative practices.

1.5 Generated practical action plans for improving
work procedures, and processes.

1.6 Reviewed the trial innovative work system and
adjusted reflect evaluation feedback, knowledge
management systems and future planning.

1.7 Evaluated the effectiveness of the proposed
action plans. .

The following resources should be provided:

2.1 Pens, papers and writing implements

2.2 Cartolina

2.3 Manila

Competency in this unit may be assessed through:

3.1 Psychological and behavioral Interviews.

3.2 Performance Evaluation.

3.3 Life Narrative Inquiry.

3.4 Review of portfolios of evidence and third-party
workplace reports of on-the-job performance.

3.5 Sensitivity analysis.

3.6 Organizational analysis.

3.7 Standardized assessment of character strengths

and virtues applied.

1. Critical aspects of Competency

2. Resource Implications

3. Methods of Assessment

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4. Context for Assessment 4.1 Competency may be assessed individually in the
actual workplace or simulation environment in

TESDA accredited institutions.

or  ——
TR — Certified Energy Conservation Officer (CECO) Page 20 of 124
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UNIT OF COMPETENCY USE INFORMATION SYSTEMATICALLY
UNIT CODE 400311324
UNIT DESCRIPTOR This unit covers the knowledge, skills and attitudes

required to use technical information systems, apply
information technology (IT) systems, and edit, format &

ELEMENT

1. Use
information

2. Apply
information
technology (IT)

a

technical

e Technical

check information.

PERFORMANCE
CRITERIA
Italicized terms are
elaborated in the Range
of Variables
e Information is collated
and organized into a
suitable form for reference
and use
Stored information is
classified so that it can be
quickly identified and
retrieved when needed
Guidance is advised and
offered to people who
need to find and use
information

information
system is operated using
agreed procedures

e Appropriate and valid
procedures are operated
for inputting, maintaining,
and archiving information

TR — Certified Energy Conservation Officer (CECO)

REQUIRED
KNOWLEDGE

e Application — in

collating
information
Procedures for
inputting,
maintaining,
and archiving
information
Guidance to
people who
need to find and
use information
Organize
information
classify stored
information for
identification
and retrieval
Operate the
technical
information
system by using
agreed
procedures

Attributes and
limitations of
available
software tools
Procedures and
work
instructions for
the use of IT

REQUIRED
SKILLS

Collating
information
Operating
appropriate and
valid
procedures for
inputting,
maintaining,
and archiving
information
Advising
offering
guidance to
people who
need to find and
use information
Organizing
information into
a suitable form
for reference
and use
Classifying
stored
information — for
identification
and retrieval
Operating the
technical
information
system by using
agreed
procedures
Identifying
attributes and
limitations of
available
software tools
Using
procedures and
work

and

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instructions for

Software required are |e Operational

utilized to execute the requirements the use of IT
project activities for|T systems |e Describing
e Information and data|e Sources and] _ operational

requirements
for IT systems

e Identifying
sources and
flow paths of

flow paths of
data

Security
systems and
measures _ that

obtained are handled,
edited, formatted, and
checked from a range of
internal and external
sources

e Information is extracted, can be used data
entered, and processed to | e Extract data and | « Determining
produce the outputs format reports security
required by customers e Methods of systems and
e Own skills and| entering and| measures that
understanding are shared | processing can be used
to help others information e Extracting data
¢ Specified security | * WWW enabled| and format
measures are applications reports
implemented to protect the e Describing
confidentiality and integrity methods of
of project data held in IT entering and
systems processing
information
e Using WWW

applications

3. Edit, format Basic editing techniques Basic file- Using basic file-
and check} are used handling handling
information e Accuracy of documents} techniques techniques is

are checked e Techniques in| used for the
e Editing and _ formatting checking software
tools and techniques are documents e Using different
used for more complex |e Techniques in| techniques in
documents editing and} checking
e Proof reading techniques | formatting documents
is used to check that|e Proof reading | « Applying editing
documents look | techniques and_ formatting

techniques
Applying proof
reading
techniques

professional

i

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4.4 Outside own organization
4.5 Geographically remote
May include:

5.1 Colleagues

5.2 Company and project management
5.3 Clients
May include:

6.1 Access rights to input

6.2 Passwords

6.3 Access rights to outputs

6.4 Data consistency and back-up
6.5 Recovery plans

RANGE OF VARIABLES
ee
Hes

1.1 Property

1.2 Organizational

1.3. Technical reference
2. Technical information May include:

2.2 Electronic
3. Software May include:

3.1 Spreadsheets Databases

3.2 Word processing

3.3 Presentation
4. Sources May include:

4.1 Other IT systems

4.2 Manually created

4.3 Within own organization
6. Security measures

EVIDENCE GUIDE

1. Critical aspects of Competency | Assessment requires evidence that the candidate:

1.1. Used technical information systems and
information technology

1.2 Applied information technology (IT) systems

1.3 Edited, formatted, and checked information

2. Resource Implications The following resources should be provided:
2.1 Computers
2.2 Software and IT system
3. Methods of Assessment Competency in this unit MUST be assessed through:
3.1 Direct Observation
3.2 Oral interview and written test
actual workplace or through accredited institution

———
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UNIT OF COMPETENCY

UNIT CODE

UNIT DESCRIPTOR

ELEMENT

. Interpret
Occupational
Safety
Health
practices

and

2. Set OSH work
targets

WORK PRACTICES

400311325

EVALUATE OCCUPATIONAL SAFETY AND HEALTH

This unit covers the knowledge, skills and attitudes
required to interpret Occupational Safety and Health

practices,

set OSH work

targets,

and evaluate

effectiveness of Occupational Safety and Health work

instructions

PERFORMANCE
CRITERIA
Italicized terms are
elaborated in the Range
of Variables
OSH work practices
issues are __ identified
relevant to work
requirements
OSH work standards and
procedures are
determined based on
applicability to nature of
work
Gaps in work practices are
identified related to
relevant OSH work
standards

Relevant work information
is gathered necessary to
determine OSH work
targets

OSH Indicators based on
gathered information are
agreed upon to measure
effectiveness of workplace
OSH policies and
procedures

Agreed OSH indicators are
endorsed for approval
from appropriate
personnel

OSH work instructions
are received in
accordance with
workplace policies and
procedures*

REQUIRED
KNOWLEDGE

e OSH work
practices issues
OSH work
standards
General
principles
legislations
Company/
workplace
policies/
guidelines
Standards and
safety
requirements of
work process
and procedures
OSH work
targets

e OSH Indicators

e OSH work

Instructions

e Safety and
health
requirements of
tasks
Workplace
guidelines on
providing
feedback on
OSH and
security
concerns
OSH
regulations
Hazard control
Procedures
OSH trainings
relevant to work

OSH
and

e Critical

REQUIRED
SKILLS

Communication
skills

Interpersonal skills
Critical thinking
skills

Observation skills

Communication
skills

Collaborating skills
thinking
skills

Observation skills

nnn

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e Critical thinking

skills

OSH Practices
e OSH metrics

e OSH Practices are
observed based on

. Evaluate
effectiveness

of workplace standards e OSH Evaluation | « Evaluating skills
Occupational |e Observed OSH practices | Techniques

Safety and are measured against | e OSH work

Health work| approved OSH metrics standards

instructions e Findings regarding
effectiveness are
assessed and = gaps
identified are implemented
based on OSH _ work

standards

RANGE OF VARIABLES

VARIABLE

May include:

1.1. Workers’ experience/observance on presence of
work hazards

4.2 Unsafe/unhealthy administrative arrangements
(prolonged work hours, no break-time, constant
overtime, scheduling of tasks)

1.3. Reasons for compliance/non-compliance to use
of PPEs or other OSH procedures/policies/

guidelines

May include:

2.1 Increased of incidents of accidents, injuries

22 Increased occurrence of sickness or health
complaints/symptoms

2.3. Common complaints of workers related to OSH

2.4 High absenteeism for work-related reasons

May include:

3.1. Preventive and control measures, and targets

32 Eliminate the hazard (ie., get rid of the
dangerous machine

3.3 Isolate the hazard (i.e., keep the machine ina
closed room and operate it remotely; barricade
an unsafe area off)

3.4 Substitute the hazard with a safer alternative (i.e.,
replace the machine with a safer one)

3.5 Use administrative controls to reduce the risk
(i.e., give trainings on how to use equipment
safely; OSH-related topics, issue warning
signage’s, rotation/shifting work schedule)

3.6 Use engineering controls to reduce the risk (i.e.,
use safety guards to machine)

3.7 Use personal protective equipment

3.8 Safety, Health and Work Environment Evaluation

3.9 Periodic and/or special medical examinations of

workers

4. OSH Work Practices Issues

2. OSH Indicators

3. OSH Work Instructions

a eee
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