Hazardous Chemicals Core Skills Framework

The Situation

  • As part of the release from an Enforceable Undertaking Defence had produced a Hazardous Chemical Safety Advisers Course
  • Whilst an improvement, the course was not integrated into other WHS requirements
  • Over time Defence was in jeopardy of not being able to demonstrate compliance with the WHS Act Sections:
    • 3(1)(g) providing a framework for continuous improvement
    • 17 for managing risks, especially related responsibilities
    • 8 regarding what is reasonably practicable for an organisation the size of Defence

The Requirement

Analyse the Defence environment to create an integrated and sustainable core skills framework that provides for continuous improvement to meet all obligations

The Challenge

  • Disparate approved documentation
  • Various levels of WHS maturity throughout the organisation
  • Program knowledge management with high staff turn-over
  • Ensuring governance meets changing expectations of judge made law
  • Stakeholder change management
  • Data integration from different data-bases and programs

Benefits realised (for client organisation and individuals)

  • Development of an objective framework integrating all approved documentation including:
    • WHS Maturity Model (continuous improvement criteria)
    • Group and Service work level standards
    • Capability and operational activities
    • PGPA Act 2013 developed a delegations’ framework for change control
    • Systems Approach to Defence Learning
  • Approval of the Core Skills Framework by the Defence WHS Committee on first submission
  • Double learning loop that includes:
    • Organisational framework focused on improving worker occupational health
    • Improved governance of the hazardous chemical management system

Methodology (why DTD)

  • Using fuzzy logic (truth value of variables is situationally dependant) to accommodate WHS Section 18 regarding the ‘so far as reasonably practicable’
  • Development of causal drivers (workflow) required the identification and role description for several positions
  • Justification of positional workload and training based upon a cost-risk-duty of care model
    Integration of assumed knowledge using the recruitment and promotion of work categories
  • Implementation plan with check requirements in the double learning loop.

Key People

  • Doug Mitchell

Get in Touch!

Contact Number

(02) 6156 0458




PO Box 6826, Charnwood ACT 2615