December 2010

Examiners Report
NEBOSH International
General Certificate in
Occupational Health
and Safety - IGC1



Examiners Report

NEBOSH INTERNATIONAL GENERAL
CERTIFICATE IN OCCUPATIONAL
HEALTH AND SAFETY


UNIT IGC1: MANAGEMENT OF
INTERNATIONAL HEALTH AND
SAFETY


DECEMBER 2010




CONTENTS



Introduction 2



General comments 3



Comments on individual questions 4







2011 NEBOSH, Dominus Way, Meridian Business Park, Leicester LE19 1QW
tel: 0116 263 4700 fax: 0116 282 4000 email: [email protected] website: www.nebosh.org.uk

The National Examination Board in Occupational Safety and Health is a registered charity, number 1010444

T(s):exrpts/I/IGC1 1012 EXTERNAL DW/DA/REW

2 EXTERNAL


Introduction



NEBOSH (The National Examination Board in Occupational Safety and Health) was formed in 1979
as an independent examining board and awarding body with charitable status. We offer a
comprehensive range of globally-recognised, vocationally-related qualifications designed to meet the
health, safety, environmental and risk management needs of all places of work in both the private and
public sectors.
Courses leading to NEBOSH qualifications attract over 25,000 candidates annually and are offered by
over 400 course providers in 65 countries around the world. Our qualifications are recognised by the
relevant professional membership bodies including the Institution of Occupational Safety and Health
(IOSH) and the International Institute of Risk and Safety Management (IIRSM).

NEBOSH is an awarding body recognised and regulated by the UK regulatory authorities:

The Office of the Qualifications and Examinations Regulator (Ofqual) in England
The Department for Children, Education, Lifelong Learning and Skills (DCELLS) in Wales
The Council for the Curriculum, Examinations and Assessment (CCEA) in Northern Ireland
The Scottish Qualifications Authority (SQA) in Scotland

NEBOSH follows the GCSE, GCE, VCE, GNVQ and AEA Code of Practice 2007/8 published by the
regulatory authorities in relation to examination setting and marking (available at the Ofqual website
www.ofqual.gov.uk). While not obliged to adhere to this code, NEBOSH regards it as best practice to
do so.

Candidates scripts are marked by a team of Examiners appointed by NEBOSH on the basis of their
qualifications and experience. The standard of the qualification is determined by NEBOSH, which is
overseen by the NEBOSH Council comprising nominees from, amongst others, the Health and Safety
Executive (HSE), the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and
the Institution of Occupational Safety and Health (IOSH). Representatives of course providers, from
both the public and private sectors, are elected to the NEBOSH Council.

This report on the Examination provides information on the performance of candidates which it is
hoped will be useful to candidates and tutors in preparation for future examinations. It is intended to
be constructive and informative and to promote better understanding of the syllabus content and the
application of assessment criteria.

NEBOSH 2011


Any enquiries about this report publication should be addressed to:

NEBOSH
Dominus Way
Meridian Business Park
Leicester
LE10 1QW

Tel: 0116 263 4700
Fax: 0116 282 4000
Email: [email protected]

3 EXTERNAL


General comments



Many candidates are well prepared for this unit assessment and provide comprehensive and relevant
answers in response to the demands of the question paper. This includes the ability to demonstrate
understanding of knowledge by applying it to workplace situations.

There are always some candidates, however, who appear to be unprepared for the unit assessment
and who show both a lack of knowledge of the syllabus content and a lack of understanding of how
key concepts should be applied to workplace situations.

In order to meet the pass standard for this assessment, acquisition of knowledge and understanding
across the syllabus are prerequisites. However, candidates need to demonstrate their knowledge and
understanding in answering the questions set. Referral of candidates in this unit is invariably because
they are unable to write a full, well-informed answer to one or more of the questions asked.

Some candidates find it difficult to relate their learning to the questions and as a result offer responses
reliant on recalled knowledge and conjecture and fail to demonstrate a sufficient degree of
understanding. Candidates should prepare themselves for this vocational examination by ensuring
their understanding, not rote-learning pre-prepared answers.


Common pitfalls

It is recognised that many candidates are well prepared for their assessments. However, recurrent
issues, as outlined below, continue to prevent some candidates reaching their full potential in the
assessment.

Many candidates fail to apply the basic principles of examination technique and for some
candidates this means the difference between a pass and a referral.

In some instances, candidates are failing because they do not attempt all the required
questions or are failing to provide complete answers. Candidates are advised to always
attempt an answer to a compulsory question, even when the mind goes blank. Applying basic
health and safety management principles can generate credit worthy points.

Some candidates fail to answer the question set and instead provide information that may be
relevant to the topic but is irrelevant to the question and cannot therefore be awarded marks.

Many candidates fail to apply the command words (also known as action verbs, eg describe,
outline, etc). Command words are the instructions that guide the candidate on the depth of
answer required. If, for instance, a question asks the candidate to describe something, then
few marks will be awarded to an answer that is an outline.

Some candidates fail to separate their answers into the different sub-sections of the
questions. These candidates could gain marks for the different sections if they clearly
indicated which part of the question they were answering (by using the numbering from the
question in their answer, for example). Structuring their answers to address the different parts
of the question can also help in logically drawing out the points to be made in response.

Candidates need to plan their time effectively. Some candidates fail to make good use of their
time and give excessive detail in some answers leaving insufficient time to address all of the
questions.

Candidates should also be aware that Examiners cannot award marks if handwriting is
illegible.

4 EXTERNAL





Paper IGC1
Management of international safety and health

Question 1 (a) Explain the purposes of the following sections of a health and
safety policy:

(i) statement of intent; (2)

(ii) organisation; (2)

(iii) arrangements. (2)

(b) Outline the issues that are typically included in the
arrangements section of a health and safety policy. (8)

(c) Outline the circumstances that would require a health and safety
policy to be reviewed. (6)


In answering part (a) of the question candidates should have explained that the
purpose of the statement of intent section of a policy is to demonstrate
managements commitment to health and safety and set health and safety goals and
objectives for the organisation; that the purpose of the organisation section is to
allocate health and safety responsibilities within the company and to ensure effective
delegating and reporting and finally that of the arrangements section is to detail the
systems and procedures which assist in the implementation of the policy. This part of
the question was not well answered with few candidates appearing to understand the
purposes of the three sections of a health and safety policy.

For part (b), issues that are typically included in the arrangements section include risk
assessments and safe systems of work including those operations where a permit to
work might be needed; specific hazards within the organisation such as the presence
of hazardous substances or working alone; safety monitoring procedures and those
associated with the environment such as noise and waste disposal; arrangements for
the provision of safety equipment and personal protective equipment; arrangements
for the control of contractors and visitors; the provision of safety training to workers;
procedures for the reporting and investigation of accidents and incidents; procedures
to be followed in the event of fire or other emergencies; arrangements for the
provision of welfare facilities including first aid; medical arrangements and health
surveillance and arrangements for communicating with and consulting workers.
Again answers were disappointing with candidates only able to refer to one or two
issues and these often by way of a list when an outline was required.

Answers to part (c) were to a better standard with candidates referring to
circumstances such as: significant changes in the structure of the organisation; after
the introduction of new or changed processes or work methods; following changes in
key personnel or a change of premises; following changes in legislation; where audits,
risk assessments, monitoring exercises or investigations show that the policy is no
longer effective or relevant; following enforcement action; as a result of consultation
with the workforce; and after a sufficient period of time has elapsed since the previous
review to suggest that another one is due.









5 EXTERNAL

Question 2 Explain the reasons for maintaining and promoting good standards of
health and safety in the workplace. (8)


In answering this question, better answers had structured responses around the
moral, social and economic arguments for maintaining good standards of health and
safety within an organisation.

The moral argument centred on the need to provide a reasonable standard of care
and to reduce the injuries, pain and suffering caused to workers by accidents and ill-
health while the social reasons were concerned with the need to provide a safe place
of work, safe plant and equipment, safe systems of work, competent workers and a
high standard of training and supervision.

The economic benefits would include the avoidance of criminal penalty and
compensation claims by complying with the law including the employers duty to take
reasonable care of their workers; a more highly motivated workforce resulting in an
improvement in the rate of production and product quality; the improvement of the
organisations health and safety culture and the commitment of management; the
avoidance of costs associated with accident investigations; the avoidance of costs
associated with accidents such as the hiring or training of replacement staff and the
possible repair or replacement of plant and equipment; securing more favourable
terms for insurance and maintaining the image and reputation of the organisation with
its various stakeholders.

Whilst most candidates were able to mention many of the above reasons, this was an
explain question and they often did not provide sufficient detail to satisfy that
command. A few detailed the methods to be used in maintaining good standards of
health and safety rather than the reasons for their maintenance and promotion.



Question 3 There has been a significant deterioration in the health and safety culture
of an organisation.

(a) Give the meaning of the term health and safety culture. (2)

(b) Identify the factors that could have contributed to the
deterioration of the health and safety culture within the
organisation. (6)


For part (a) of the question, few candidates succeeded in giving an adequate
meaning of the term health and safety culture. An acceptable meaning would have
been that the culture of an organisation is the product of individual and group values,
attitudes, perceptions, competencies and patterns of behaviour that determine the
commitment to, and the style and proficiency of, the organisations health and safety
management.

Answers to the second part were to a better standard though there were not many
candidates who identified sufficient factors to obtain all the marks available. A good
answer would have identified factors such as the lack of visible leadership and
commitment at senior level; changes in the management structure or roles and
changes in work patterns with the lack of effective communication prior to and during
change; the fact that health and safety was not given the same priority as other
objectives such as production or quality; the lack of consultation with and involvement
of the workforce; the absence of management systems particularly where health and
safety were concerned; a reduction in the workforce leading to work overload; a high
staff turnover and external influences such as a downturn in the economy leading to
job insecurity; the presence of a blame culture and/or peer pressure and a
deterioration in the standard of welfare facilities.

6 EXTERNAL


Question 4 Due to its limitations personal protective equipment (PPE) should only be
considered after other control measures.

Outline the limitations of using PPE. (8)


There are numerous reasons why personal protective equipment (PPE) should be
considered only after other possibilities have been exhausted. Initially candidates
should have considered that other means of control should be considered first
particularly since PPE does not remove the hazard. In addition PPE may not provide
adequate protection because of such factors as poor selection, poor fit because of
facial features such as beards, incompatibility with other types of PPE, contamination,
and misuse or non-use by workers. PPE is likely to be uncomfortable and relies for its
effectiveness on a conscious action by the user which raises issues such as training
and supervision. In certain circumstances, its use can actually create additional risks,
for instance, impaired vision and warning sounds masked by hearing protection.
Candidates should also have referred to the cost implications of using PPE such as its
initial supply and subsequent cleaning, maintenance and replacement.

This question proved to be difficult for many candidates with several not fully
appreciating the meaning of the term limitations. Some provided information on the
hierarchy of control whilst others detailed a number of types of protective equipment
and the hazard against which they provided protection. The information provided was
not relevant to the question asked and thus no marks could be awarded.



Question 5 (a) Identify FOUR reasons why accidents should be reported and
recorded within a workplace. (4)

(b) Outline factors that might discourage workers from reporting
workplace accidents. (4)


There are a number of reasons why an organisation should have a system for the
internal reporting and recording of accidents. These include the implementation of
initial action such as the provision of first aid and the preservation of the accident
scene; to enable an investigation to be carried out to prevent a recurrence and to
identify weaknesses in the safety management system; to aid the compilation of
accident statistics and the identification of trends providing some measure of health
and safety performance; to meet the national reporting requirements and/or company
rules; for use in civil claims or to satisfy insurance requirements; to help in the
identification and reduction of loss; and to inform the review of risk assessments.

For part (b), candidates should have outlined factors such as ignorance or lack of
understanding of the reporting procedures if such procedures did in fact exist; a
culture of non-reporting often enforced through peer pressure; a reluctance to lose
time from the job in hand; the possibility of retribution by management; to preserve the
companys or departments safety record particularly when an incentive scheme is in
operation; to avoid receiving first aid or medical treatment for whatever reason;
overcomplicated reporting procedures and an aversion to form filling and apathy
caused by lack of obvious management response to earlier reported accidents.

Answers to both parts of this question were to a reasonable standard.







7 EXTERNAL


Question 6 (a) Explain the difference between consulting and informing
workers on health and safety issues. (2)

(b) Explain how arrangements for consultation with workers may be
made more effective. (6)


A consideration of the meaning of the two key words should have enabled candidates
to explain that informing is a one way process involving the provision of relevant
information by management to workers whereas consulting is a two way process
where account is taken of the views of workers before any decision is taken. Most
candidates were able to gain the two marks available for this part of the question.

For part (b), arrangements for consultation with workers might be made more effective
by: the establishment of safety committees; consultation with elected representatives;
planned direct consultation at departmental meetings, team meetings, tool box talks
and staff appraisals; consultation as part of an accident or incident investigation or as
part of a risk assessment; day to day informal consultation by supervisors with their
team at the workplace; discussion as part of safety circles or improvement groups;
questionnaires and suggestion schemes and the provision of consultation training to
both management and workers. If formal meetings are to be held, it is important to
ensure that there is a correct balance between management and worker
representation; that an agenda is set and the meeting is well managed by the chair;
that the business of the meeting is not side tracked by discussion of non health and
safety issues; that minutes of and report back from the meeting are made available to
the workforce as a whole and that actions agreed are carried out without undue delay.

Unlike part (a) of the question, there were fewer candidates who were able to provide
an adequate explanation for the second part. Some stressed the importance of direct
consultation particularly with safety representatives but offered little else while there
were few who mentioned the need to provide training both for management and
workers. Some candidates appeared to misunderstand the purpose of the question
and explained why consultation should take place rather than how it could be made
more effective.



Question 7 Outline factors that would determine the frequency with which health
and safety inspections should be undertaken in a workplace. (8)


In answering this question, candidates were expected to outline factors such as
compliance with statutory requirements and International Labour Organisation (ILO)
guidelines; the activities undertaken at the workplace and their associated level of
risk; the makeup of the workforce which could include vulnerable members such as
the young and/or disabled where high standards of health and safety would have to
be maintained; the results from previous inspections and audits and the companys
record of compliance with established standards; recommendations made following
risk assessments; accident history and the outcomes of accident investigations;
enforcement action taken or advice given by the enforcement authority; the
introduction of new equipment, processes or safe systems of work; manufacturers
recommendations and requirements from insurance companies; and following
consultation with or as a result of complaints from workers.

Many candidates did not attempt this question and of those that did, few provided
answers to a satisfactory standard. Some appeared to misunderstand the question
and described the types or contents of inspections and who should carry them out
rather than the factors that would determine their frequency. Others who were on the
right track were only able to offer factors such as accidents or incidents and the
introduction of something new, whether process or equipment.

8 EXTERNAL



Question 8 Identify EIGHT health and safety hazards relevant to the role of a long
distance delivery driver. (8)


Health and safety hazards relevant to the role of a long distance delivery driver
include: the duration of the journey, the hours of driving with the possibility of fatigue;
issues connected with the route to be followed and the different road conditions; the
weather and other environmental factors; inadequate vehicle maintenance and the
possibility of breakdown; the manual and/or mechanical handling of the goods being
carried and other hazards associated with them such as exposure to chemicals;
physical hazards such as exposure to noise and vibration; the possibility of accidents
or collisions; lone working with a possible absence of communication and supervision;
the lack of emergency procedures including the provision of first aid and inadequate
welfare facilities; security hazards including the possibility of violence and
psychological hazards such as stress.

This question was generally well answered though some candidates showed
confusion between hazard and risk whilst others tended to identify issues rather than
hazards for example vehicle maintenance rather than inadequate vehicle
maintenance.



Question 9 Outline the factors that should be considered when developing a safe
system of work. (8)


In answering this question, candidates were expected to outline factors such as
details of the task or activity to be performed, such as might be provided by a job
safety analysis; the equipment and materials to be involved; any information or
guidelines provided by manufacturers; the number of workers who will carry out the
activity, the level of their competence and training and the possibility that some may
be vulnerable; the inherent and contingent hazards and risks taking into account the
particular environment where the tasks are to be carried out; the adequacy of the
control measures in place; relevant legal requirements or international standards; the
need for consultation with and involvement of workers; emergency procedures and
the systems for monitoring and supervision.

Examiners were disappointed with the response to this question and particularly with
the fact that often lists were submitted when an outline was clearly requested. Little
reference was made to factors such as manufacturers information, legal
requirements, standards and emergency procedures. Some candidates confused a
safe system of work with a risk assessment and described the five stages of an
assessment.



Question 10 (a) Outline the responsibilities of employers towards workers in
respect of health and safety at work. (4)

(b) Outline the responsibilities of workers in respect of health and
safety. (4)


The main health and safety responsibilities of an employer are to provide and
maintain a safe place of work and a safe working environment including access and
egress together with safe plant and equipment; to carry out risk assessments and to
introduce safe systems of work; to ensure the safe use, storage, handling and
transport of articles and substances; to provide adequate welfare facilities including
first aid; and to provide information, instruction, training and supervision for his

9 EXTERNAL
workers. Additionally, candidates should have referred to the responsibility of an
employer to provide personal protective equipment, to introduce emergency
procedures and to cooperate with and consult with their workers.

For part (b), workers have the responsibility to cooperate with their employer; to take
reasonable care for their own safety and that of their fellow workers and to report
accidents and any dangerous situations at the workplace. They should not misuse
any equipment provided for them, should follow site rules and should not take alcohol
or drugs during their working time.

There were many good answers provided for this question though there were still a
few candidates who showed a lack of understanding of the responsibilities of both
employers and workers under the relevant international convention. A few candidates
based their answers on the requirements of the Health and Safety at Work etc Act
and, despite the fact that it does not form part of the syllabus, were able to gain some
marks.



Question 11 Identify the:

(a) active (proactive); (4)

(b) reactive measures (4)

by which an organisation can monitor its health and safety performance.


In answering part (a) of the question, many candidates successfully selected from a
number of active monitoring methods including safety inspections, surveys, audits and
sampling, environmental monitoring, health surveillance, behavioural observation
such as by carrying out safety observation tours and benchmarking against the
performance of other like organisations.

Answers to the second part were not to the same standard with many candidates
unable to identify reactive measures available to an organisation and showing obvious
confusion between the two types of monitoring measure. Reactive measures that
might be used include the number of reported accidents and the frequency rate;
sickness absence rates particularly those relating to occupational ill-health; incidents
of reported near misses and dangerous occurrences; property damage; the number of
actions such as the issue of notices or prosecutions taken by the enforcement
authorities; the number of civil claims; the number of complaints from workers and the
costs involved in all the above.


The National Examination
Board in Occupational
Safety and Health
Dominus Way
Meridian Business Park
Leicester LE19 1QW
telephone +44 (0)116 2634700
fax +44 (0)116 2824000
email [email protected]
www.nebosh.org.uk