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SERVICE INFORMATION SYSTEM (SIS) SIS NO. : H&S 1/1 Health and Safety Management Policy SECTION : Human Resources CONTACT MANAGER : Health, Safety and Wellbeing Manager DATE OF ORIGIN : January 2009 LAST REVIEWED : FUTURE REVIEW DATE : January 2010 OTHER REFERENCE DOCUMENTS : SIS CS/P&P/3 - Corporate Risk Management Framework RISK ASSESSMENT NUMBERS : POLICY STATEMENT The Cheshire Fire Authority (CFA) recognises its legal and moral health and safety (H&S) obligations to its employees and all others who may be affected by its’ operations.

The Chief Fire Officer is accountable to the CFA for H&S in The Cheshire Fire and Rescue Service (CFRS). The management of H&S is an essential element of our Corporate Governance and our business management. Our employees and volunteers are our most valuable resource, managing their H&S is a key element of our organisational performance measures. Proactive H&S management will not only benefit our staff and volunteers but will contribute to the delivery of an effective, efficient service to the people of East and West Cheshire, Halton and Warrington.

We are committed to • Complying with the Health and Safety at Work etc Act 1974 and all our legal

obligations for H&S; we view this as the minimum standard to be achieved. • Following the guidance issued by HM Fire Service Inspectorate. • Continuously improving our H&S performance. • Supporting the Safe Person Concept as an essential aspect of our

operational safety management

We will • Appoint a Principal Officer to be responsible to the Chief Fire Officer for the

implementation of this policy throughout CFRS. This is the deputy Chief Fire

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Officer (Emergency Response) • Manage all aspects of H&S, developing specific policy and procedure to

address the significant H&S risks to the organisation. • Ensure risk management and health, safety and welfare are integrated into

the management and decision making process. • Resource the implementation of this policy as far as reasonably practicable. • Appoint H&S advisers to provide specialist advice to line managers and staff

as appropriate. • Identify and assess the risks posed by our activities to our staff, visitors,

contractors and others and so far as is reasonably practicable eliminate or control those risks.

• Investigate all unforeseen events as appropriate and take management action with a view to preventing a recurrence.

• Consult our staff and representative bodies on H&S issues and encourage them to be proactive in the management of their H&S.

• Provide our staff with the information and training necessary for them to carry out their jobs competently, safely and without undue risk to their health.

• Supervise our staff to ensure our policies and procedures are implemented. • Make arrangements to manage emergencies that may arise as a result of our

operations. • Make arrangements to ensure the H&S of contractors on our sites. • Review our H&S performance at regular intervals to identify where

improvements are necessary. We will develop and implement plans to achieve those improvements.

• Review our H&S policy and management arrangements annually with the aim of continuously improving these aspects of our activities.

• Include a summary review of our H&S performance in our annual report.

We must balance our responsibilities to the public with our responsibilities to our staff we will do this through the Dynamic Operational Risk Assessment process. In a high risk organisation such as the fire and rescue service a positive safety culture is critical; this requires all our managers and staff to maintain a high degree of safety awareness. We therefore seek to develop and maintain a pragmatic, positive, open culture where H&S are seen by all staff to be fundamental to everything we do and all staff accept their personal responsibility for their own H&S and that of others who may be affected by their actions.

The roles, responsibilities, organisation and arrangements for achieving this policy are set out in the subsequent appendices.

S McGuirk David Topping Chair of the Cheshire Fire Authority Chief Fire Officer Date:

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KEY INFORMATION Scope of policy Appendix 1 - Organisation and arrangements Appendix 2 – People with specific health and safety responsibilities Appendix 3 – Health and safety management organisation chart Appendix 4 – Health and safety responsibilities of line managers Appendix 5 – Summary of key health and safety law Appendix 6 – Health and safety advisor terms of reference Appendix 7 – Service Health Safety and Welfare Committee Constitution and terms of reference Appendix 8 – Safe Person Concept

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3 4 8 9 10 14 18 19

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Scope of Policy This policy applies to all employees, volunteers and cadets.

KEY INFORMATION

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APPENDIX 1 ORGANISATION AND ARRANGEMENTS

DUTIES AND RESPONSIBILITIES

1. The Chair of the CFA is responsible for agreeing the health and safety (H&S) policy and ensuring adequate resources are available to the Chief Fire Officer (CFO) to manage it effectively.

2. The CFO of the Cheshire Fire and Rescue Service (CFRS) is responsible for the safety of all operations, and for the safety of others that may be affected by those operations. He is responsible to the CFA for the discharge of these duties.

3. The CFO has appointed the Deputy Chief Officer (Emergency Response) to be responsible for developing and implementing H&S policy and procedures throughout CFRS.

4. The CFO has appointed specialist advisers to provide management and staff with advice on H&S.

5. H&S are line management responsibilities. Appendix 2 lists the names of staff responsible for managing different aspects of CFRS. Appendix 3 shows the management organisation chart.

6. Every line manager has the duty to make sure that: - the hazards in the operations they are responsible for are identified and the risks assessed and eliminated or controlled as far as is reasonably practical. - the training needs of each member of his/ her staff are identified and met. - they provide each member of their staff with the appropriate information and instruction to allow them to carry out their job competently, safely and without risk to their health. - they supervise each member of their staff at an appropriate level, taking into account their knowledge, experience and ability. - that accidents and near misses are reported - that accidents and near misses are investigated as appropriate. - they manage the return to work of staff who have been absent due to illness. Appendix 4 provides further detailed guidance on above and Appendix 5 expands on the H&S responsibilities and duties of line managers related to specific legislation.

7. Every CFRS employee has the duty to - take care of their own H&S and that of their colleagues. - follow the H&S procedures set out by CFRS. - follow reasonable instructions issued by their managers. - co-operate fully with managers in the implementation of CFRS H&S policies and procedures. - report any unsafe acts or conditions to their line manager - report any accidents or near misses using the CFRS reporting system.

RISK ASSESSMENT AND CONTROL

1. Risk assessment underpins the management of health and safety in CFRS 2. The purpose of risk assessment is to identify hazards related to our activities

assess the significant risks arising from those hazards and as far as is reasonably practical to eliminate or control those risks.

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3. CFRS has risk assessment procedures covering all aspects of its activities these include Dynamic Operational Risk Assessment and Analytical Risk Assessment procedures.

4. No new activity will be undertaken without first being subject to a risk assessment.

5. Risk assessment is a management responsibility. 6. Risk assessment is a line management tool that informs the development of

safe working practices. ADVICE AND INFORMATION

1. The CFO has appointed a Health, Safety and Wellbeing Manager to advise

on the discharge of the duties outlined above. The terms of reference for the Health, Safety and Wellbeing Manager are set out in appendix 6.

2. Specific policies, procedures and codes of practice relating to work on our sites or elsewhere by CFRS staff are listed on the CFRS intranet site. These must be observed by all staff and by visitors to the sites

3. Guidance relating to health safety and wellbeing is provided on the H&S intranet

4. All CFRS employees have access to the H&S team for advice relating to their work.

5. Line managers will provide staff with information relevant to their work 6. All new staff will be provided with a copy of this policy, organisation and

arrangements and will be required to sign the form in their starter pack stating that they have read and understood it.

7. All new starters will be given advice and information relating to their work as part of essential induction.

CONSULTATION

1. CFRS has established a Safety, Health and Wellbeing Committee to provide a formal consultative mechanism on health and safety issues for all staff.

2. The terms of reference for this Committee are set out in appendix 7 the names of the Committee Chairman, Vice Chairman and Secretary are shown in appendix 2.

3. The minutes of the consultative committee meetings are circulated to all stations and published on the CFRS intranet

TRAINING

1. CFRS provides all new staff with H&S training as part of its induction process.

2. We require line managers to attend Directing Safely, NEBOSH Certificate or Managing Safely courses as appropriate.

3. CFRS provides training for general risk assessment and manual handling as well as specific work related training courses this will be prioritised and commissioned through the Organisational Development Group.

4. Line managers will assess training needs for their staff as part of the appraisal process and ensure that these requirements are met.

5. CFRS will provide all staff with the information and training to allow them to carry out their job with the least risk to their H&S. The aim is to develop safe, competent employees this is especially important as the “Safe Person

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Concept” (appendix 8) is a key element of managing the risks in operation incidents.

6. Some CFRS activities require a minimum demonstrated level of competence and experience, which will be assessed in accordance with the Service’s assessment strategy.

7. CFRS provides the opportunities for staff to maintain their professional competency where this is required for their role.

OCCUPATIONAL HEALTH

1. CFRS has a Corporate Health Strategy aimed at ensuring the health, fitness and wellbeing of all our employees.

2. CFRS has an Occupational Health Unit (OHU) to support our health policy. 3. The OHU will carry out pre-employment health screening on behalf of CFRS. 4. Within the constraints of medical confidence the OHU provides information to

managers with regard to the fitness of their staff and the rehabilitation of staff following illness or injury.

5. The OHU provides support and advice to staff with regard to their fitness and well being.

6. OHU will organise health surveillance programmes as necessary ADVERSE EVENT (ACCIDENT, INCIDENT, NEAR MISS AND DANGEROUS OCCURRENCE) REPORTING

1. CFRS has a procedure for reporting adverse events. 2. CFRS employees are required to report all adverse events that lead to injury,

illness or damage to CFRS property or equipment if these arise out of their duties for CFRS.

3. CFRS employees are required to report all near misses that arise out of their duties for CFRS; these are adverse events that did nor lead to injury or damage but may have done so; these near misses provide a valuable learning tool.

4. CFRS will report injuries, illness and dangerous occurrences to the Health and Safety Executive to meet the requirements of the Reporting of Injuries Diseases and Dangerous Occurrences Regulations 1995.

5. Line managers will investigate reports as appropriate with a view to identifying the root cause and preventing a recurrence.

6. CFRS senior management team will commission formal accident investigation boards to inquire into serious accidents, incidents or dangerous occurrences.

7. Adverse event reporting will contribute to the review of H&S performance. AUDITING AND INSPECTION

1. CFRS will participate in the CFOA North West Region H&S audit programme. 2. CFRS will conduct internal audits to monitor the implementation of this policy

and associated H&S policies and procedures. 3. CFRS will set up an annual internal programme of work place inspections 4. The outcomes of the inspections and audits will form part of our review of

H&S performance. MONITORING AND REVIEW

1. CFRS Policy Board will monitor H&S performance against targets and key performance indicators on a six monthly basis

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2. CFRS Principal Officers in conjunction with the Senior Management Team will set targets to achieve a continuous improvement in H&S performance

3. The annual review of H&S performance will contribute to the review of this policy, organisation and arrangements.

4. The review of H&S performance will form part of the CFRS Annual Report.

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APPENDIX 2 PEOPLE WITH SPECIFIC H&S RESPONSIBILITIES IN CFRS

Chief Fire Officer CFO S McGuirk Deputy Chief Fire Officer Emergency Response DCFO P Hancock Facilities Manager Brian Wallace Health, Safety and Well Being Manager Neil Wilson Health and Safety Adviser Julia Morrison Health and Safety Assistant Judi Boardman Fire Brigade Union H&S Representative Glynn Jervis Occupational Health Contract Manager Margaret Goodrich SAFETY, HEALTH AND WELLBEING CONSULTATIVE COMMITTEE Chair of Committee DCFO P Hancock CFA H&S Champion Cllr Topping CFRS Solicitor Mrs J Nixon Area Manager Representative Mr J Redmond Emergency Response SM P McGugan Community Fire Protection SM I Kay Community Risk Reduction GM K Brooks Occupational Health Unit Mrs M Goodrich Human Resources Ms J Burns Asset Management Mrs S Proctor Corporate Communications Ms E Fulton Health Safety and Wellbeing Manager Mr N Wilson Senior Health and Safety Adviser Ms J Morrison FBU H&S Representative Mr G Peers FBU Secretary Mr D Williams FBU 05 Runcorn. Mr A Price FOA Mr D Dickson

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APPENDIX 3 HEALTH AND SAFETY MANAGEMENT ORGANISATION CHART

Cheshire Fire Authority Chair and

H&S Champion – Cllr Topping

Chief Fire Officer Cheshire Fire and Rescue

CFO S McGuirk

Deputy Chief Fire Officer Community Risk Reduction

Mark Cashin

Deputy Chief Fire Officer Corporate Services Kathryn Foreman

Deputy Chief Fire Officer Emergency Response

Paul Hancock

Area Manager P Hales

Line Managers

Area Manager J Thelwell

Area Manager J Redmond

Area Manager R Gorst

Head of F&G D Griffiths

Head of Asset Management D Lewis

Head of Human Resources Vacancy

Head of Communications T Bevington

Line Managers Line Managers Health and Safety Advisor J Morrison

Line Managers Line Managers Line Managers Line Managers Line Managers

Health and Safety Manager N Wilson

Health and Safety Advisor

J Morrison

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APPENDIX 4 HEALTH AND SAFETY RESPONSIBILITIES OF LINE MANAGERS -

CFRS GUIDANCE

INTRODUCTION CFRS is committed to ensuring the health, safety and welfare of all employees, volunteers, contractors, visitors and others who may be affected by the work we carry out. Achieving these objectives requires that managers must recognise their responsibilities for the staff who report to them. In addition to this all employees and volunteers must recognise, accept, understand and exercise their own responsibilities for health & safety (H&S).

SCOPE This guidance applies to all CFRS personnel who have any responsibilities for managing staff. For simplicity all such personnel are referred to collectively as line managers in this document.

HEALTH & SAFETY MANAGEMENT CFRS as an employer is responsible for ensuring H&S in the workplace by:

• Providing a safe working environment • Establishing safe working practices • Ensuring that staff are adequately trained and competent and providing staff with

information that allows them to work safely • Consulting staff and or their representatives on issues that affect their health, safety

and welfare. The key component of any H&S management system is the management of hazards and risks; this involves

• The identification of hazards. • The evaluation of risks to human health and the environment. • Development of measures to eliminate or control these risks. • Developing safe systems of work (SSW) • Implementing the SSW • Monitoring the implementation of the control measures and SSW.

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Line managers’ health and safety responsibilities include:

• Familiarisation with and implementation of CFRS health and safety policy and procedures

• Ensuring no new activity is undertaken without first being the subject of a risk assessment.

• Ensuring that risk assessments are completed and reviewed regularly taking account of high risk groups such as women of child bearing age, inexperienced staff, young, disabled and vulnerable people

• Ensuring that their staff are aware of the hazards in the workplace and the measures necessary to control the resulting risks

• Ensuring that their staff are aware of the emergency evacuation arrangements • Ensuring that their staff are aware of the first aid arrangements • Ensuring that their staff are trained and competent to carry out the duties required of

them. • Providing appropriate supervision especially for young and inexperienced staff to

ensure that their staff follow H&S rules, instructions and safe working practices. • Include health and safety in team briefings/meetings. • Regularly reviewing the working practices to improve health and safety • Ensuring that their staff are aware of and use the accident, incident and near miss

reporting procedures employed by CFRS. • Investigating accident and work related ill health reports as appropriate. • Managing the return and rehabilitation of staff who have been away from work due to

illness Line managers are entitled to expect co-operation from their staff in implementing the H&S policy and procedures. That co-operation is a key element of their staffs own responsibilities under H&S legislation.

Safe working environment A SAFE WORKPLACE Workplace inspections are part of the management culture within CFRS, aimed at encouraging good working practices and identifying where improvements are needed. These underline the high priority CFRS puts on health and safety. Line managers should carry out regular inspections of the areas and work for which they are responsible to assure themselves that they are meeting their responsibilities and submit the inspection reports to the H&S Section. SAFE EQUIPMENT AND ITS USE CFRS is committed to provide a properly equipped and safe workplace for its staff and visitors. Line managers are responsible for ensuring that their staff work in a safe manner with safe equipment. They are also responsible for ensuring that the equipment used by staff is properly maintained and serviced. However, the practical duties are delegated to competent persons: engineers, contractors, maintenance technicians and employees. Examples of equipment where specific safety considerations apply include; vehicles, portable electrical equipment; scaffolding and ladders; all of which require regular servicing and maintenance or inspection.

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SAFE WORKING PRACTICES

RISK ASSESSMENT Safe working requires assessment of the risks associated with the work. Line managers must ensure that all risks associated with all work done by their staff are assessed. CFRS has issued risk assessment procedures SIS H&S 4-1 Risk Assessment and H&S 4-5 Risk Assessment Methodology and Guidance . Risk assessments are management tools that inform the development of safe working practices. The assessments must: - Be adequate and appropriate - Be properly recorded where necessary - Be reviewed as defined in the assessment or when there have been changes to equipment, procedures or personnel, see the risk assessment procedure. Risk assessments should be authorised by the next line manager in the management chain to confirm their validity and accuracy: - When first recorded - At the time of review The authorisation of a risk assessment is an indication that the line manager has recognised the hazards and evaluated the risks associated with the work and is assured that the staff under his or her management control are sufficiently well informed and trained to work safely and responsibly. Failure to authorise an assessment does not relieve the line manager of any responsibility for H&S. It is important to note that written risk assessments should be available to all staff who are conducting the work and are therefore affected by the risk assessments. Risk assessments have been carried out for a wide range of CFRS activities including many generic risk assessments. Line managers must be aware of all of the central/generic/specific risk assessments relevant to the activities they supervise. The CFRS Health & Safety Adviser can advise on what is available. Risk assessments may be accessed via the CFRS H&S intranet site.

SAFE SYSTEMS OF WORK The responsibility for safe working extends beyond the assessment itself. Line managers must ensure that protocols and work practices developed from, or quoted by, the assessments incorporate all the risk control measures specified in the assessments. They must also ensure that the protective measures are used correctly and that the protocols are adhered to.

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SAFETY TRAINING AND COMPETENCE OF STAFF Line managers are responsible for ensuring that staff are competent to carry out their work safely by: - Identifying the training needs for each individual. These may change as the individuals duties change. - Implementing the training programmes identified for their staff - Monitoring the outcome For certain identified high-risk activities formal assurance of competence may be required. Operational line managers must ensure that their staff are trained to meet the requirements of the Safe Person Concept to support the Dynamic Operational Risk Assessment process; this is key a key element of operational safety management. Line managers need not be directly involved in the training or supervision of staff. Delegation to competent trainers and other supervisors is acceptable, especially where others have particular expertise in a technique or wider area of work.

CONSULTATION Formal arrangements for consultation are through the Service Health safety and Welfare Committee. Line managers must consult their staff on the development of new systems of work, the risk assessments underpinning these systems of work, control measures arising from the risk assessments and any new equipment introduced into the workplace.

ACCIDENT, INCIDENT AND NEAR-MISS REPORTING Line managers must be familiar with the arrangements for reporting all accidents, incidents and near-misses (AINMs). They must make their staff aware of the procedures in place. Line managers must ensure that incidents resulting in an injury to a member of staff or damage to property, equipment or the environment are investigated appropriately. Staff must inform their line managers of all such incidents. Where any written report is made following an investigation, the line manager should receive a copy and be involved in any discussions that may lead to changes in working practices.

SUPPORT FOR LINE MANAGERS The responsibilities outlined in this guidance note and CFRS health and safety policy statements cannot be met without proper support. Initially this is provided in the form of written policy and guidance and through attendance at health and safety training, seminars and briefing sessions. Further advice and support is provided through access to the CFRS Health and Safety Advisers and through them further specialist support as necessary.

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APPENDIX 5 SUMMARY OF HEALTH AND SAFETY LAW RELATING TO CFRS WORK ACTIVITIES This appendix is not a complete guide to health and safety legislation but offers summary guidance to line managers on major legal requirements and responsibilities. STATUTE LAW Under Statute law, an individual or employer may be prosecuted for breaking an Act of Parliament or any specific provision in regulations or other statutory instruments. This includes the Health and Safety at Work etc. Act 1974 and all the regulations made under the Act. The employing organisation may also be prosecuted under the Corporate Manslaughter and Corporate Homicide Act 2007 CIVIL LAW Under civil law, an injured party can sue for damages on account of the negligence of a third party. To prove negligence, and thereby a right to damages, the injured party has to establish:

• That the defendant owed the injured party a duty of care. • There was a breach of duty. • That damage resulted from a breach of duty.

An injured party can sue a corporate body or an individual, although the latter is unlikely if the individual has acted in accordance with the arrangements and policies of the employer.

PRINCIPAL HEALTH AND SAFETY LEGISLATION

HEALTH & SAFETY AT WORK ETC. ACT 1974 The 1974 Act places statutory duties on employers and employees and relates to all those affected by work activities including visitors, students, contractors and any others who may be affected. The employer must ensure, so far as is reasonably practicable, the health, safety and welfare of all employees by

• Providing safe plant and systems of work • Safe storage and use of materiel • Providing information instruction and training • Ensuring the workplace and working environment is safe

The employer must not put at risk any other person that may be affected by the work activity Employees must:

• Take reasonable care of their own health and safety and that of others who may be affected by their activities.

• Co-operate with the employer to ensure that the employer can meet their statutory obligations.

• Not intentionally interfere with or misuse anything provided by the employer in the interests of health and safety

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The Act also sets out the function and powers of the Health and Safety Commission and Health and Safety Executive, the processes for enforcing the Act and the penalties for failure to comply with the legislation. THE MANAGEMENT OF HEALTH & SAFETY AT WORK REGULATIONS 1999 Amongst the provisions of these regulations, employers are required to

• Assess the risks to health and safety arising from work activities • Make arrangements for health and safety (including planning, organisation, control,

monitoring and reviews) • Provide employees with proper information and training.

In turn, employees are required to • Use equipment, hazardous substances, risk control measures etc. provided by the

employer in a proper manner following the instructions of the employer. • Inform the employer of any deficiencies in the arrangements, e.g. faulty equipment,

unsafe machinery and conditions. It is important to realise, however, that once the employer supplies equipment, training etc., the responsibility does NOT totally pass to the employee to do things properly: e.g. if eye protection is provided for working in workshops it is line management responsibility to ensure that it is used. The employer- including all those given management authority and responsibility by the employer - must continue to ensure staff under their management control work to specified procedures, work safely and use equipment properly. OTHER MAJOR LEGISLATION Regulations made under the 1974 Act are designed to aid compliance with the major provisions of the act. These and additional legislation applicable to CFRS include:

• The Control of Substances Hazardous to Health Regulations 1999 (COSHH) • Reporting of Incidents, Diseases and Dangerous Occurrences Regulations

(RIDDOR) 1995 • Control of Noise at Work Regulations 2005 • The Ionising Radiations Regulations 1999 • The Health & Safety (Display Screen Equipment Regulations) 1992 • The Manual Handling Operations Regulations 1999 • The Provision and Use of Work Equipment Regulations 1998 • Lifting Operations and Lifting Equipment Regulations 1998 • Personal Protective Equipment Regulations 1992 • Workplace (Health Safety and Welfare) Regulations 1999 • Working Time Regulations 1998 • Work at Height Regulations 2005 • Confined Spaces regulations 1997 • Dangerous Substances and Explosives Atmospheres Regulations 2002 • Safety Representatives and Safety Committee Regulations 1977 • Regulatory Reform (Fire Safety) Order 2005 • Electricity at Work Regulations 1989 • Highly Flammable Liquid and Liquified Petroleum Gases Regulations 1972 • Control of Asbestos Regulations 2006 • Health and Safety First Aid Regulations 1981 • Corporate Manslaughter and Corporate Homicide Act 2007

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HEALTH & SAFETY MANAGEMENT RESPONSIBILITIES OF LINE MANAGERS - CFRS GUIDANCE Acknowledgment of receipt of Guidance. Name ......................................................................................................................................... Job Title ................................................................................................................................... I acknowledge receipt of the statement on Health & Safety Management Responsibilities of Line Managers - CFRS Guidance, and have read and understood it. Signed ...................................................................................................................................... Department/Group .................................................................................................................. Date ..........................................................................................................................................

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APPENDIX 6

HEALTH AND SAFETY ADVISER TERMS OF REFERENCE

1. To be responsible for advising the Chief Fire Officer of the Cheshire Fire and Rescue Service its Senior Management Team and the Health and Safety Committee on all matters relating to health and safety as defined in the Health and Safety at Work etc Act 1974 and subsequent legislation.

2. To read appropriate literature and legislation and to advise relevant members of staff of changes to legal requirements and best practice and guidance.

3. To monitor H&S performance on behalf of the Senior Management Team.

4. To provide Senior Management with data on H&S performance.

5. To advise Senior Management on the targets and objectives necessary to maintain a continuous improvement in H&S performance.

6. To accompany the HSE Inspector during visits and report the findings to the Deputy Chief Fire Officer responsible for Health and Safety, and the Health and Safety Committee.

7. To assist the preparation of local Codes of Practice and their implementation.

8. To monitor and analyse all accidents, incidents, near misses and cases of occupational ill health and to take part in any resulting enquiries.

9. To assist in the provision of information to, and the training and supervision of, all CFRS staff, visitors and contractors on health and safety matters.

10. To liaise with Safety Advisors from the North West Fire and Rescue Services and others elsewhere as necessary.

11. To audit health and safety management on CFRS sites.

12. To undertake regular inspections of CFRS activities and report the findings to the CFRS Senior Management Team; and,

13. To provide reports and information for the Health and Safety Committee.

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APPENDIX 7

CHESHIRE FIRE AND RESCUE SERVICE SAFETY, HEALTH AND WELFARE COMMITTEE

CONSTITUTION

1. Introduction The creation of a consultative mechanism in the Cheshire Fire and Rescue Service (CFRS) for the discussion of health and safety and welfare matters is in keeping with the spirit of the Health and Safety at Work etc Act 1974 and complies with the requirements of The Safety Representatives and Safety Committee Regulations 1977 and The Health and Safety (Consultation with Employees) Regulations 1996. This constitution has been drawn up to establish procedures, membership and terms of reference and will be revised from time to time if considered necessary.

2. Purpose The Service Health Safety and Welfare Committee (SHSWC) hereafter referred to as the Committee will be the normal route for consultation between CFRS management and the staff on matters relating to health, safety and welfare. The Committee will provide a forum for promoting cooperation between management and employees in developing, implementing, monitoring and reviewing our policy, procedures and other measures to ensure the health, safety and wellbeing of all our employees and any others who may be affected by our operations.

3. Terms of reference The Committee will - Provide the normal mechanism for consultation between management and employees’ representatives on health, safety and welfare matters. - Monitor all aspects of safety, health and welfare policy and arrangements and the effectiveness of their implementation. - Consider reports from the Health and Safety Adviser and other specialist advisers. - Consider reports that the Safety Representatives may wish to submit. - Consider reports from auditors and inspectors - Make recommendations for improving health, safety and welfare arrangements. - Promote an active interest in safety, health and welfare throughout CFRS. The Committee is seen as a group for consultation and discussion with the aim of reaching agreement. In the event of the Committee failing to reach agreement the matter shall be referred to the JCNP.

4. Membership The Committee shall comprise Deputy Chief Fire Officer Corporate Services Health Safety and Welfare Manager Health Safety and Welfare Adviser Occupational Health Adviser Solicitor Area Manager or their representative from

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- Emergency Response - Community Safety - Community Protection - Human Resources - Asset Management - Communications - Finance and Governance Representative Bodies - FBU (3 representatives) - UNISON (2 representatives) - FOA (1 representative) - RFU (1 representative Secretary Chairperson The Chairperson of the Committee shall be the Deputy Chief Officer (Corporate Services) In the absence of the Chairperson, the Head of Human Resources or other agreed deputy will take the chair. The Vice-Chairperson shall be appointed from among the members of the representative bodies. Quorum The quorum of the Committee shall be 3 departmental representatives and 3 employee representatives Co-option Both management and employee representatives have the power to co-opt non-members of the Committee to attend for specific items. This arrangement must be made through the chairperson to the Committee. Consultation with non-Union employees Consultation with employees who are not members of a union is provided for in the Health and Safety (Consultation with Employees) Regulations 1996. This will be achieved by these employees, should they so wish, electing a representative to sit on the Committee. Nomination of this representative will be to the Chairperson of the Committee through the Secretary.

5. Frequency of meetings The Committee will hold meetings as often as necessary and not less than four times a year. A special meeting of the Committee may be called by the Chairperson on his/her own initiative or at the request of the employee representatives. The business to be discussed at such meetings will be limited to the matters stated on the notice summoning the meeting.

6. Agenda The agenda will be drawn up by the Chairperson with the Secretary to the Committee in consultation with the Health, Safety and Welfare Manager and Senior Adviser. Items for inclusion on the agenda must be notified to the Secretary 14 days before the meeting with supporting papers. Matters that should properly be dealt with at manager level should not be tabled as agenda items unless other options have been exhausted. The secretary will circulate the agenda and papers 7 days before the meeting.

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The Chairperson may agree to accept urgent items that have arisen since the issue of the agenda.

7. Committees The Committee may establish sub-committees with specific terms of reference. The Committee may appoint to sub-committees persons who need not necessarily be members of the Committee itself. Any sub-committee set up under the terms of the preceding paragraphs shall have its terms of reference settled by the Committee to whom it will report as directed.

8. Minutes The Committee will keep minutes of its proceedings. The Secretary will circulate the minutes to Committee Members for agreement within 14 days of the meeting. The minutes will be circulated to - All members of the Committee. - The Senior Management Team.

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APPENDIX 8 SAFE PERSON CONCEPT The Fire and Rescue Service must balance the civil imperative to save lives and deal with operational incidents with its responsibility for the health and safety of its employees. Because of the unpredictable nature of their operations the Fire and Rescue Service has developed a Dynamic Operational Risk Assessment process to manage risks at operational incidents. In normal safety management the intent is to make the workplace safe because this safeguards everyone. An operational incident, however, can be an inherently dangerous workplace and may be impossible to make safe. Fire and Rescue Service management, therefore must direct their efforts to making the fire fighter safe. This is know as the Safe Person Concept OPERATIONAL RISK MANAGEMENT MODEL STRATEGIC LEVEL Management & the Fire Authority ensure the policy and resources control methods are adequate to support firefighter safety by providing:

• Policy • Priorities • Resources • Positive H&S Culture

SYSTEMATIC LEVEL Departments:-

• Assess risks • Introduce pro-active safety measures.

Line management role in supporting the Safe Person concept involves

• Selection of personnel • Provision of information • Selection and use of equipment • Selection, care and maintenance of personal protective equipment • The development and implementation of safe systems of work • Instruction of personnel • Training of personnel • Supervision of personnel

DYNAMIC LEVEL Operational personnel at incidents:-

• Continuously evaluate • Manage risks.

Within the Safe Person concept an individual is expected to

• Maintain their competence to perform the tasks assigned to them • Be an effective team members • Be self disciplined to work within accepted systems of work • Be adaptable to changing circumstances • Be vigilant for his/her own safety and that of colleagues and others • Be able to recognise his/her own abilities and limitations.