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2013


Contents Contents 2

Supervisory core skills stage 2

Questions to ask when considering training for an employee

3

Internal / external courses

4

Training priority

5

Waste academy

26

Finance for the non-financial manager

70

Supervisory core skills health and safety refresher 44

Dealing with difficult people

71

Traffic management

46

Making meetings work

73

In cab – driver development assessor course

47

Mobile plant training/assessing

74

Reversing assistant/banksman

48

Plant maintenance

75

First Aid at Work (FAW)

50

MRF technicians

76

Emergency First Aid at Work (EFAW)

51

NVQ level 4 in waste management

7

First Aid at Work requalification

52

Continuing competence

7

First aid – annual skills update

53

Duty of care

8

Waste sampling

9

Non-licensed asbestos training – awareness and handling

Introduction to weighbridge operations

10

Monitoring technicians training

11

Leachate treatment plant: health and safety management

12

Managing landfill gas

13

Managing leachate systems

14

HWRC skills transition

15

MRF skills transition

17

SHE courses

54

Personal development courses

Transport courses Transport managers – their role in compliance and the legislation

81

Traffic clerks – their role in compliance and the legislation

83

Tachograph trainers

85

Driver CPC

87

Operators ‘O’ Licence certificate in professional competenence (CPC) for road haulage

88

Introduction to contract law

57

Equality and diversity

58

Confidence and assertiveness

59

Time management

59

ADR – dangerous goods in in-company public packages

89

IDS review

60

Dangerous goods safety advisor

90

Institute of Leadership and Management level 5 award

Other Courses

91

61

Institute of Leadership and Management level 3 award

63

Manual handling

20

BALS Champions manual handling techniques

21

Institute of Leadership and Management level 2 award in team leading

65

Practical use of fire extinguishers

23

Rising star programme

66

Essential health and safety stage 1

24

FCC train the trainer

67


Questions to ask when considering training for an employee What kind of contribution, knowledge, skills or competence do I wish to change or improve? What is the timescale in which to achieve the identified training? Expected outcome – how will I know the training has been successful? Is the individual capable of achieving the outcome you require from attending the training?

TRAINING AND DEVELOPMENT

INTRODUCTION

Has the objective of the training and the expected outcome in terms of the change or improvement in their contribution, knowledge, skills or competence that you are expecting been discussed with the employee? Was the training identified in the employee’s IDS? Will the training outturn benefit the team/individual/the Group? Is the employee prepared to sign the Training Agreement (refund of fees), if necessary?

3


Internal / external courses The Internal/External training request form (located on the Training Department intranet page) should be used to request either an external or internal course or plant training request, this will be automatically downloaded by the training department and you will be notified that your course has been booked, declined or whether further information is required.

TRAINING AND DEVELOPMENT

INTRODUCTION

Please note that if courses are published on the Course Calendar you to not have to submit a training request, simply book yourself onto the course via your Training Plan.

4


Training priority

A: Job Essential

C: Career Related

Job essential training is to ensure satisfactory performance in a skill or task with immediate effect.

Career related training is designed to assist in the development of career potential and is intended to help provide an opportunity for self development while also assisting in the achievement of the Group’s objectives, e.g. continuing professional education.

B: Job Related Job related training is designed to enhance job proficiency or job competency within a role, e.g. Level 4 in Waste Management (COTC) training for Site Managers/Supervisors.

TRAINING AND DEVELOPMENT

INTRODUCTION

All in-house courses have been constructed in a modular format to assist in flexibility. The courses are designed to be interactive with employee participation actively encouraged to ensure that learning has been achieved.

5


WASTE ACADEMY


NVQ level 4 in waste management

Continuing competence

Duration:

How to request training:

6 months to 2 years

Training Request form – this course is delivered based on delegate demand

Managers and Supervisors who are responsible for the operation of a facility or anyone covering these duties as part of their role

Target audience:

•S  ite Managers/ Supervisors •P  otential Managers/ Supervisors

Target audience:

How to request training: Training Request form

Overview:

Overview: To gain a Level 4 in Waste Management (COTC), the candidate has to demonstrate competence at doing his/her job to an external assessor.

In England and Wales only CIWM and WAMITAB’s Operator Competence Scheme (the Scheme) has a requirement for individuals to keep their competence up to date. Therefore all competent persons falling within the Scheme are required to demonstrate ‘Continuing Competence’ and this will be appropriate to the level of risk posed by the facility so that it remains proportional. The type of facility, and whether this was previously exempt or not, will determine how a person demonstrates they have maintained their competence.

External Assessment TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

7


Duty of care

Duration:

Learning objectives:

4 hours

After attending the course the delegate will be able to:

•S  tate and apply FCC’s responsibilities under the Duty of Care

Target audience:

Employees responsible for the acceptance of waste, deal with off takers or those who are involved in compliance or sales How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

•A  ccurately locate the appropriate European Waste Code in the EWC Catalogue •C  onfidently interrogate a waste transfer note and consignment note

Assessment: There will be practical assessments throughout the course and there will be a written knowledge assessment at the end of the course, pass mark 80%

WASTE ACADEMY

8


Waste sampling

Duration:

Learning objectives:

4 hours

After attending the course the delegate will be able to:

•S  ample waste for the purpose of waste verification and compliance testing

Target audience:

Employees responsible for sampling incoming waste streams

•A  ccurately explain Waste Acceptance Criteria (WAC)

How to request training:

•A  ccurately complete a sampling plan

Training Request form – this course is delivered based on delegate demand

•E  xplain the purpose of continuous risk sampling assessments •T  ake representative samples of waste

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

9


Introduction to weighbridge operations

Learning objectives: After completing the programme the delegate will be able to: • State the Group’s responsibilities under Duty of Care (DOC) • State the requirements under DOC for waste transfer notes/DOC notes • Accurately use the European Waste Codes • Accurately apply Level 1 Assessments Information accurately • Apply Landfill tax rates in accordance with current legislation if appropriate

Duration: Competence based programme working with a designated Weighbridge Centre of Competence Trainer

Target audience:

• Identify own site customer base and enquiry lines • Produce accurate Gladis weighbridge tickets • Cancel/amend tickets using correct Group procedures • Accurately complete a manual ticket when required

New or existing employees who will be responsible for operating the weighbridge

• Enter the information from a manual ticket accurately • Accurately produce a cash sale ticket • Demonstrate an awareness of your Health and Safety responsibilities

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

10


Monitoring technicians training

Learning objectives: After completing the course the delegate will be able to: • Identify the role of a Monitoring Technician • Identify the different types of sampling and monitoring • Identify the hazards associated with, and be able to use, the facility safety instructions correctly to remain safe in their working environment

Duration:

• Identify and complete working documents with 100% accuracy

1 day

• Identify DSEAR zones using signage and the facility DSEAR map and be able to state the precautions to be taken

•C  arry out the facility lone worker procedure accurately

Target audience:

Employees who are going to take up the role of Monitoring Technician or those who wish to enhance their knowledge

• Identify the types of monitoring equipment; how to use and maintain •C  arry out post sampling procedure correctly •C  arry out practical sampling safely using the correct techniques

Accredited by:

CIWM and attracts 3 CPD points and 1 SLD credit

Assessment: Course assessment is by way of written knowledge assessment on the course, with a practical assessment carried out back on the job, pass mark 80%

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

11


Leachate treatment plant: health and safety management

Overview: • To understand the basic principles of the treatment processes typically employed at leachate Treatment Plants (LTP’s) •T  o implement suitable Health and Safety procedures to protect people from the risks that they pose during Plant construction and operation Learning objectives: After attending the course the delegate will be able to:

Duration:

•L  ist the treatment processes employed by the Group and the risks that the plants may pose

1 day

Target audience:

• Identify risks that need assessing and managing at an LTP

•L  TP Managers and Supervisors •L  andfill Managers and Supervisors with LTP on/adjacent to their facilities

Accredited by:

•U  nderstand how best to control risks so as to most effectively prevent harm

Assessment: Course assessment is by way of written knowledge assessment on the course, with a practical assessment carried out back on the job, pass mark 80%

To be accredited by CIWM How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

12


Managing landfill gas

Overview: This course explains the process of landfill gas production, and delivers an overview of the principles and processes of design, installation and management of landfill gas control systems. Learning objectives: After attending the course the delegate will be able to:

Duration:

• State the need for and extent of a desktop study, together with its benefits

1 day

•S  tate the origins, properties and behaviour of landfill gas

Target audience:

•E  xplain the process of placing a contract for a detailed site investigation

• Managers /Supervisors operational landfills

•D  escribe the range of measures available for the control of landfill gas

•E  mployees of the appropriate support teams

•D  emonstrate an appreciation of the appraisal of site investigation data

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

Assessment: There will be a written assessment during the course, pass mark 80%

WASTE ACADEMY

13


Managing leachate systems

Overview: This course will provide the delegate with an understanding of the methods of monitoring for leachate and the interpretation of the collected data. Learning objectives: After attending the course the delegate will be able to:

Duration:

•S  tate the reasons for monitoring leachate

2 days

•E  xplore the origin, quantity and composition of landfill leachate

•D  escribe systems of leachate pumping and the installation of monitoring points

Target audience:

•M  anagers /Supervisors operational landfills

•D  emonstrate an understanding of the methods of drilling into emplaced wastes and the associated problems.

•E  mployees working in landfill site operations with responsibility for the monitoring of leachate generated by landfill

•D  escribe the different methods of sampling and analysis of leachate

•E  mployees of the appropriate support teams

•m  aintain the leachate collection system •C  arry out basic fault finding

Assessment: There will be both written and practical assessments throughout the course, pass mark 80%

How to request training: How to request training: Training Request form – this course is delivered based on delegate demand TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

14


HWRC skills transition

Duration:

Overview:

3 days

Provide the under pinning knowledge to prepare those employees identified as suitable to successfully run HWRC facilities.  The course will also enable the delegate to achieve the Groups statutory obligations to a minimum 100% standard and ensure that they are aware of, and be able to deliver on, all of the intricacies of managing HWRC facilities.

Target audience:

HWRC Contract Managers/HWRC Area Managers/Supervisors/Team Leaders/ employees indentified whose next role potentially will be in HWRC Management How to request training:

Continued overleaf.

Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

15


HWRC skills transition continued Learning objectives:

Other courses:

By attending the course the delegates will be able to:

We advise delegates attending this course to attend the following courses:

•D  emonstrate their ability to maintain systems and process to keep their teams Health and safety awareness and activity to the group standard and beyond •S  tate the hazards that exist and who the hazards can affect on HWRC facilities •D  emonstrate and state solutions to the people management issues that arise on a HWRC facility or contract both by way of our own staff and our customers

• Making Meetings Work • Time Management • Introduction to Contract Law • Supervisory Core Skills

•D  emonstrate and take the lead on providing excellent customer service •D  emonstrate commercial awareness skills and identify opportunities to improve revenue streams •S  tate who the regulators are and how to deal with them

Assessment: There will be a written assessment at the end of the course, pass mark 80%

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

16


MRF skills transition

Duration:

Overview:

4 days

Provide the under pinning knowledge to prepare those employees identified as suitable to successfully run MRF facilities.  The course will also enable the delegate to achieve the Groups statutory obligations to a minimum 100% standard and ensure that they are aware of and be able to deliver on all of the intricacies of managing MRFs.

Target audience:

MRF Managers as appropriate/MRF Supervisors/Team Leaders/employees indentified whose next role potentially will be in MRF Management How to request training:

Continued overleaf.

Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

17


MRF skills transition continued Learning objectives:

Other courses:

By attending the course the delegate will be able to:

We advise delegates attending this course to attend the following courses:

• Demonstrate their ability to maintain systems and process to keep their teams health and safety awareness and activity to the group standard and beyond • State the hazards that exist and who the hazards can affect on MRFs • Demonstrate and state solutions to the people management issues that arise on a MRF facility or contract both by way of our own staff and our customers • Demonstrate and take the lead on providing excellent customer service • Demonstrate commercial awareness skills and identify opportunities to improve revenue streams

• Making Meetings Work • Time Management • Introduction to Contract Law • Supervisory Core Skills

Assessment: There will be a written assessment at the end of the course, pass mark 80%

• State who the regulators are and how to deal with them

TRAINING AND DEVELOPMENT

COURSES

WASTE ACADEMY

18


Courses are designed to improve knowledge and understanding of the responsibilities placed on individual Managers/Supervisors and the Group by current Environmental and Health and Safety legislation.

SHE COURSES

(SAFETY, HEALTH AND ENVIRONMENT)


Manual handling

Note: This course is delivered by an external training provider for all facility types excluding HWRCs and MRFs. This course also forms part of the induction Programme for newly appointed employees and is to be attended within the first 3 months of their start date.

Duration:

Learning objectives:

3 ½ hours

After attending the course the delegate will be able to:

•B  e aware of the risk of injuries in the workplace

Target audience:

•U  nderstand the correct manual handling techniques, lifting aids and PPE that protect us in the workplace

All existing and newly appointed employees (Operational and Non-operational)

•R  ecognise manual handling tasks in the workplace •R  educe the likelihood of injury

Renewal Period: Every 3 years How to request training: Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

Assessment: There will be practical assessments throughout the course and a written knowledge assessment at the end of the course, pass mark 80%

SHE COURSES

20


BALS Champions manual handling techniques

Duration:

Overview:

1 day

The Champions manual handling techniques course introduces the BALS campaign. BALS stands for:

Target audience:

•B  e alert to anything that threatens your safety

Supervisors and team leaders or appointed Champions for HWRCs

•A  lways test the load: don’t lift what you shouldn’t lift •L  ift / push / pull using only the correct techniques

How to request training:

•S  tay safe for life!

Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

Continued overleaf.

SHE COURSES

21


BALS Champions manual handling techniques continued Learning objectives:

Course content:

To create an audit trail and reinforce correct manual handling techniques on a regular basis. An audit sheet completed by the Champion on a weekly basis will ensure this occurs.

•M  anual handling

Outcomes demonstrated by delegates through activities in class room and on site

•U  nderstand how, why and what injuries can happen as a result of use of poor techniques •B  e able to demonstrate and understand the correct techniques for manual handling •B  e able to use a Champions Guide book with staff and recognise if the correct techniques are not being used and be able to advise what the correct techniques are •R  egular checks for all staff to ensure the correct techniques are being used

COURSES

•T  ypes of injuries •C  auses of injury •E  ffects of injury •D  ifficult situations on HWRCs when manual handling and solutions

•U  nderstand legal duties surrounding manual handling activities

TRAINING AND DEVELOPMENT

•L  egal duties

•C  orrect manual handling techniques to lift, carry, push, pull •T  wo person lifts •G  roup work activity in class room based learning for the first half •G  roup work practical activity on HWRC for the second half

Assessment: There is a written assessment at the end of the course with a pass mark of 80%

SHE COURSES

22


Practical use of fire extinguishers

Note: This course is delivered by an external training provider for all facility types. This course also forms part of the induction Programme for newly appointed employees and is to be attended within the first 3 months of their start date.

Duration:

Learning objectives:

2 hours

After attending the course the delegate will be able to:

•S  tate the nature and causes of fire

Target audience:

•S  tate fire hazards

All existing and newly appointed employees (Operational and Non-operations)

•S  tate methods of fire prevention •S  tate fire evacuation procedures

Renewal Period:

•D  emonstrate how to select and use the correct portable fire extinguishers

Every 3 years

•D  emonstrate practical use of issued portable fire extinguishers and fire blanket

How to request training: Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

23


Essential health and safety stage 1

Duration:

Overview:

1 day

Essential Health and Safety Stage 1 (Safety Passport Scheme) provides grounding in the essentials of health and safety.

Target audience:

All existing and newly appointed employees (Operational and Non-operations)

Everyone in the workplace should have an understanding of why they must work safely and this course offers exactly that.

Energy and Utility Skills Register (EUSR)

The Passport Scheme introduces a completely new approach to health and safety training and offers all the basics in a high impact interactive package.

How to request training:

Continued overleaf.

Accredited by:

Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

24


Essential health and safety stage 1 continued

Learning objectives:

Note: This course also forms part of the induction Programme for newly appointed employees and is to be attended within the first 3 months of their start date.

•Y  our responsibilities •R  isk assessment •W  orkplace procedures

Assessment: Please note that there will be a multi-choice assessment at the end of each module, pass rate 80%. Employees who attend the course and successfully pass the assessments will be issued a Safety Passport card.

•P  hysical hazards (part 1) •P  hysical hazards (part 2) •H  azards to health (part 1) •H  azards to health (part 2) •T  he environment * Additional units for waste collection services •W  aste collection (drivers) •W  aste collection (operatives)

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

25


Supervisory core skills stage 2

Duration:

4 days to include the following modules:

The programme is targeted at all levels of operational line managers and those requiring an enhanced understanding of health and safety management and responsibilities to fulfil their role; e.g. employees with responsibilities for contractors.

Day 1: Module 1 duties under the law Day 2: Module 2 risk assessment Day 3: Module 3 accident investigation Day 4: Module 5 control of contractors (am) Day 4: Module 4 the creation and delivery of toolbox talks

Target audience:

Accredited by:

Energy and Utility Skills Register (EUSR) Renewal period Every 3 years (Health and Safety 2 day refresher course)

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

How to request training: Course Calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form) Pre-course requirement: It is expected that the delegate will have completed a basic level of Health and Safety training (e.g. IOSH Working Safely, BSC Level 1 or EU Skills Safety Passport) although there is no formal requirement to do so. Programme Aim: To provide the delegate with the appropriate knowledge, skills and attitudes necessary to effectively and efficiently control, manage and maintain the health and safety of others in the Group. Continued overleaf.

26


Supervisory core skills stage 2 continued Programme content:

Assessment: To complete the Supervisory Core Skills Programme (equivalent to IOSH Managing Safety or BSC Level 2) the delegate is required to pass an assessment and produce a workplace based assignment to ensure appropriate transfer of knowledge and skills. Successful delegates will be issued with a Certificate of Completion.

The content will be as follows: •S  upervisory core skills programme qualification. •M  odule 1 duties under the law •M  odule 2 risk assessment •M  odule 3 accident investigation •M  odule 4 the creation and delivery of toolbox talks •M  odule 5 control of contractors, including permit to work Other courses: We advise delegates attending this course to attend the following courses: •M  odule 6 incident controller •M  odule 7 fire risk assessment •M  odule 8 coshh risk assessment •T  raffic management

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

27


Module 1 duties under the law

Duration:

Content:

1 day

• Employers’ and employees’ duties

Overview: To provide the delegate with knowledge of employer and employee legal obligations and duties that influences their day to day activities

• Principles of successful safety management • Principles of ‘loss control and accident prevention’ • Civil/Criminal law differences as they affect health and safety • Health and Safety at Work Act 1974 • Main regulations – a take space out in the middle • How to find and use safety information • Powers of Inspectors • Health and Safety documentation • Safety consultation (committees and forums) • Monitoring safety performance

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

28


Module 1 duties under the law continued Learning objectives: After attending the Programme you will be able to: •O  utline the main duties of employees and employers under the Health and Safety at Work Act 1974 •E  xplain the differences between civil and criminal law

•O  utline the main elements of a Management System, discuss the benefits of HSG65, OHSAS18001/2, ISO140001 •D  escribe how the supervisor/manager implements, monitors and maintains records to ensure compliance •D  escribe how to prepare for an emergency evacuation •D  escribe how to prepare for a new starter e.g. induction process

•O  utline the consequences of breaches of Health and Safety legislation

•D  escribe problem solving skills, e.g. mind mapping, fish bone analysis, cause and effect analysis

•L  ist the duties of the employee and employer under the main regulations

•D  escribe examples of good and bad Health and Safety culture and how the supervisor/manager can affect the culture

•S  tate the key functions and responsibilities of a supervisor/manager •D  iscuss the advantage and disadvantages of different types of monitoring •D  efine ‘competence’ and describe how it can be determined •D  efine ‘young people’ and state the duties of the employer to protect young people •D  efine ‘new and expectant mothers’ and state the duties of the employer to protect ‘young people’

TRAINING AND DEVELOPMENT

COURSES

Assessment: A written assessment is to be completed at the end of the course, pass mark 80%

SHE COURSES

29


Module 2 risk assessment

Duration:

Content:

1 day

• Main legislation

Overview: To provide the delegate with the knowledge and skills necessary to carry out the risk assessment process by identifying hazards and evaluating risks according to legislative requirements and the Group’s procedures.

TRAINING AND DEVELOPMENT

• Hazard identification • Persons who could be harmed • Vulnerable groups • Evaluation of risk • Risk calculation • Record and review

COURSES

SHE COURSES

30


Module 2 risk assessment continued

Learning objectives: After attending the programme the delegate will be able to: • Identify health and safety hazards •S  tate the reasons for assessing risks •A  ssess health and safety risks in accordance with the HSE’s ‘Five Steps to Risk Assessment’ •A  pply the Group’s control measure hierarchy to control risks •P  rioritise actions •R  ecommend suitable control measures •R  eview risk assessments •C  omply with the Group’s Risk Assessment Documentation

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

Assessment: A risk assessment is to be completed within 1 month from the attendance on the course, the delegate’s line manager is responsible for reviewing the risk assessment to ensure that it is fit for purpose. The line manager is to confirm by email to the training department, (FCCTraining@ fccenvironement.co.uk) that the risk assessment has been completed to the manager’s standard and satisfaction. If confirmation is not received, the delegate is deemed to have failed.

31


Module 3 accident investigation

Duration:

Content:

1 day

• Accident and near-miss reporting

Overview: To introduce the delegate to the principles of accident causation, investigation, and prevention

• Concept of the ‘near-miss’ • Main legislation e.g. RIDDOR, MHSW Regulations etc • Safety inspections • Safety auditing • Accident prevention • Root cause analysis • Group reporting and investigation procedure

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

32


Module 3 accident investigation continued

Learning objectives: After attending the Programme the delegate will be able to: •L  ist the reasons as to why accidents should be investigated •D  emonstrate an understanding of the appropriate legislation •D  escribe the ‘Loss Control Theory’ and ‘Domino Theory’

•B  e able to interview a witness to the standard required by the Group’s accident investigation procedure •C  onduct a simulated accident investigation to the standard required by the Group’s •A  ccident/Incident procedure •A  dhere to reporting and sign off protocols as referred to in the Group’s Accident/Incident procedure

•D  escribe the immediate and basic causes of an accident, using the loss causation model

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

33


Module 4 the creation and delivery of toolbox talks

Duration:

Content:

½ day

• Identifying suitable subject matter

Overview: To provide the delegate with the knowledge and skills necessary to create and deliver effective toolbox talks to the site team. Toolbox talks are used as the background of team behaviour for reinforcing points of safety, policy and procedure.

TRAINING AND DEVELOPMENT

• How to create a delivery plan • Importance of practice • How to deal with questions and answers • Prepare, plan and deliver a toolbox talk to course delegates

COURSES

SHE COURSES

34


Module 4 the creation and delivery of toolbox talks continued

Learning objectives: After attending the Programme the delegate will be able to: • Identify suitable subject matter •C  reate a toolbox talk delivery plan e.g. manual handling •R  espond to questions and answers and be able to evaluate effective knowledge transfer, give and receive feedback •C  reate and deliver a toolbox talk

Assessment: Peer Assessment will be carried out during the delivery of the toolbox talk and feedback given during the course.

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

35


Module 5 control of contractors, includes permit to work

Duration:

Content:

½ day

• Main legislation

Overview: To provide the delegate with skills and knowledge to safely control and induct contractors onto operational sites.

• Methods of controlling contractors to include lone workers • Pre-start meeting- what to cover • Permit to work • Activities requiring a permit to work • Contents of a permit to work • Responsible person • Closing off/continuation of a permit • Final inspection • Authorised contractors • Group documentation

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

36


Module 5 control of contractors, includes permit to work continued Learning objectives: After attending the programme the delegate will be able to: • Identify the key steps in controlling contractors •S  tate responsibilities for controlling contractors • Identify and state the occasions when a group permit to work should be issued •C  omplete a group permit to work to the standard defined in the group’s operational procedures (authorised, display, handover, suspension etc) • Identify controls to ensure that work small contractors carry out is conducted in a safe manner and does not present a hazard either to themselves or others

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

Assessment: A written assessment is to be completed at the end of the course, pass mark 80%

37


Module 6 incident controller

Duration:

Content:

1 day

• Main legislation for emergency preparedness

Overview: To provide the delegate with the knowledge and skills required to control different types of emergency situations.

TRAINING AND DEVELOPMENT

• Types of incidents • Emergency site plan • Information gathering • Duties of an incident controller

COURSES

SHE COURSES

38


Module 6 incident controller continued

Learning objectives: After attending the programme the delegate will be able to: •S  tate the duties in the event of an incident occurring • Identify different types of emergency situations •D  escribe the actions to take for different types of incidents •D  escribe the contents of an incident briefing •D  escribe an appropriate first response to a range of incidents •D  etermine the information required by the emergency services •C  reate, plan and deliver site emergency plan training •C  arry out a simulated site emergency plan procedure, testing and evaluation and where necessary amend the site emergency plan

Assessment: A written assessment is to be completed prior to the end of the course, pass mark 80%

•S  tate the review procedure

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

39


Module 7 fire risk assessment

Duration:

Content:

4 hours

• Main legislation

Overview: To provide the delegate with the skills and knowledge required to carry out a Fire Risk Assessment to comply with the Group’s procedures and legal obligations.

• Fire hazard identification • Persons who could be harmed • Fire triangle and fire spread • Evaluation of risk • Risk calculation • Fire detection, warning, fighting and means of escape • Record and review • Emergency Plan

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

40


Module 7 fire risk assessment continued

Learning objectives: After attending the Programme the delegate will be able to: •S  tate the requirements of legislation requiring fire risk assessments • Identify the component parts of the fire triangle •S  tate duties of the responsible person •D  etermine who may be at risk • Identify fire prevention control measures •E  xplain how to prepare a fire emergency plan to include evacuation routes, emergency lighting and emergency exits etc • Identify fire safety signs and notices

Assessment: 1. A fire risk assessment is to be completed within 1 month from the attendance on the course, the delegate’s line manager is responsible for reviewing the fire risk assessment to ensure that it is fit for purpose. The line manager is to confirm by email to the training department, (FCCTraining@fccenvironement.co.uk) that the fire risk assessment has been completed to the manager’s standard and satisfaction. If confirmation is not received, the delegate is deemed to have failed.

•S  tate the benefits of fire drills • Identify weaknesses in the Emergency Plan • Identify training required

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

41


Module 8 control of substances hazardous to health (COSHH) risk assessment

Duration:

Content:

½ day

• Main legislation

Overview: To provide the delegate with the skills and knowledge required to carry out a COSHH risk assessment to comply with The Group’s procedures and legal obligations.

TRAINING AND DEVELOPMENT

• Hazard identification • Persons who could be harmed • Vulnerable groups • Evaluation of risk • Risk calculation • Record and review

COURSES

SHE COURSES

42


Module 8 control of substances hazardous to health (COSHH) risk assessment continued

Learning objectives: After attending the programme the delegate will be able to: •E  xplain what is meant by the term ‘substances hazardous to health’ and give examples •E  xplain how hazardous substances can cause ill health and injury and give examples •S  tate the different ways by which hazardous substances can be identified •S  tate the principles for controlling substances hazardous to health and apply these in a practical content

TRAINING AND DEVELOPMENT

COURSES

•E  xplain the value and purpose of a COSHH assessment and what employees can expect from an assessment •S  tate the main provisions of the Control of Substances Hazardous to Health (COSHH) Regulations

A COSHH assessment is to be completed within 1 month from the attendance on the course, the delegate’s line manager is responsible for reviewing the COSHH assessment to ensure that it is fit for purpose. The line manager is to confirm by email to the training department, (FCCTraining@fccenvironement.co.uk) that the COSHH assessment has been completed to the manager’s standard and satisfaction. If confirmation is not received, the delegate is deemed to have failed.

SHE COURSES

43


Supervisory core skills health and safety refresher

Duration:

Overview:

2 days

This programme is targeted at delegates who have attended the Supervisory Core Skills Programme

It is a number of years since we moved to the Supervisory Core Skills Stage 2, Line Management Health and Safety Training course as our base line training initiative which enables us to deliver externally accredited waste industry related health and safety training instead of using the IOSH/British Safety Council generic only equivalents.

How to request training:

Refresher training:

Course calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

We have chosen to refresh all Health and Safety Training every 3 years.

Target audience:

Why? It is important that Line Managers and all employees are up to date with the latest changes and remain highly motivated about their own individual management of Health and Safety involvement and responsibility. Continued overleaf.

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

44


Supervisory core skills health and safety refresher continued Learning objectives: The 2 day course will be based at a fictional Waste Management Company, (Sunnyvale) and delegates will become Managers taking over a number of different facilities. The situational based realistic exercises will be fast paced, that will require delegate’s application of their health and safety knowledge. Each exercise will be debriefed by Sunnyvale’s Health and Safety Manager to ensure that the right answer has been reached and if not why not? It will be a very busy two days! The following subject areas will be covered during the course: • Induction •R  isk assessments •S  afe systems of work Assessment: To complete the Health and Safety Refresher Stage 2 course delegates will be required to pass a paper based assessment to ensure appropriate transfer of knowledge and skills, pass mark 80%. Successful delegates will be issued with a Certificate of Completion.

•A  ccident investigation •T  oolbox talks •C  ontrol of contractors •P  ermit to work •E  mergency procedures •D  ealing with your representative of employee safety

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

45


Traffic management

Overview:

Learning objectives:

To provide the delegate with the knowledge and skills necessary to prepare a Traffic Management Plan

After attending the course the delegate will be able to:

Content: •W  hat is traffic management •C  ommon problems

Duration:

•A  ctivities involving vehicles

½ day

•P  eople affected

Target audience:

•S  tate responsibilities for managing traffic •S  tate how to communicate the plan •E  valuate existing traffic management plan

• Shared  premises

Managers/Supervisors involved with preparing a site traffic management plan How to request training:

•G  eneral principles for safe traffic routes •H  ow to communicate the plan •R  eview of the plan

Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

• Identify the key steps to managing traffic on site

COURSES

Assessment: A written assessment is to be completed prior to the end of the course, pass mark 80%

SHE COURSES

46


In cab – driver development assessor course

Overview

Learning objectives:

This course is tailored to the type of vehicle in which the delegate intends to conduct assessments, making it appropriate for all vehicle types.

By attending this course the delegate will be able to return to their depots and:

The course content is as follows: Duration: The course is 3 days in duration and will be delivered by ROSPA trainers at our locations due to types of vehicles we have throughout the Group. In Cab - Driver Development Assessors will be trained on the type of vehicle most prevalent in their fleet or contract.

Target audience:

Managers/Supervisors/experienced drivers, (suitable for this type of work) who are responsible for delivering driver assessment How to request training: Training Request form – this course is delivered based on delegate demand TRAINING AND DEVELOPMENT

COURSES

•H  alf-day classroom presentation on the principles of defensive driving •V  ehicle inspection – demonstration and assessment drives •D  evelopment of fault finding, analysis and feedback techniques

•A  ssess other drivers and identify their professional training needs in accordance with the Group standard •A  ble to advise on a potential new drivers employability •A  ble coach drivers to drive more efficiently in their everyday driving tasks •T  he course will help to reduce the number of minor but costly accidents and incidents

•C  ontinuous assessment and development of driving skill

Assessment: Pre-Assessment – those employees nominated to attend the course will have to take an on-line suitability module prior to be being accepted onto the course. Post Course Assessment – attendees will have to take an end of course assessment in line with ROSPA Training Standard.

SHE COURSES

47


Reversing assistant/ banksman

Duration:

Overview

4 hours

By attending the course the delegate will be able to safely reverse vehicles ensuring that they are not damaged and without causing danger to both members of the public whatever age, our own employees and yourself.

Target audience:

•T  hose employees whose work activities require that they provide assistance to vehicle drivers during vehicle manoeuvring operations

Continued overleaf.

•V  ehicle drivers whose work activity requires that they manoeuvre vehicles within the context of waste operations •H  GV Fitters who require to reverse vehicles in testing situations How to request training: Training Request form – this course is delivered based on delegate demand TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

48


Reversing assistant/banksman continued Learning objectives:

Accreditation

After attending the course the delegate will be able to:

The course will be submitted for the EU Skill recognition of learning programme accreditation certificate.

•D  emonstrate reversing waste operations vehicles using the approved HSE manoeuvring signals faultlessly and safely •S  tate the actions and knowledge required by each employee, (crew member), to keep themselves and others safe whilst completing and supporting  waste vehicle manoeuvring operations •S  tate the procedure to take if an accident should unfortunately happen during a reversing operation

Assessment: To complete the Reversing Assistant course the delegate will be required to pass practical assessment to ensure appropriate transfer of knowledge and skills. Successful delegates will be issued with a Certificate of Completion.

• Identify areas of high risk when carrying out vehicle manoeuvring operations • Identify the accidents that may occur if vehicle manoeuvring operations are not completed in accordance with good practice guidance • Implement good health and safety practice within waste collection operations

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

49


First Aid at Work (FAW)

Learning objectives: • The role of the first aider

Administer first aid to a casualty with;

• Contents of first aid kits (avoiding cross infection)

• injuries to bones, muscles, joints including suspected spinal injury

• Recording of incidents and accidents

• sudden poisoning

• Assessing the situation in an emergency • burns and scalds

Duration: 3 days

Accredited by:

British Red Cross How to request training: Training Request form – this course is delivered based on delegate demand

Administer first aid to a casualty who;

• eye injuries

• is unconscious (including seizures)

• anaphylactic shock and use of autoinjectors (EpiPen)*

• requires cardio pulmonary resuscitation (CPR) • is choking • is wounded or bleeding • is in shock • has minor conditions - to include: minor cuts, grazes and bruises, minor burns and scalds, small splinters

Booking process: Obtain, complete and return a First Aid Risk Assessment form from the Health and Safety department.

Qualification:

If it is identified that your site requires a FAW forward your First Aid Risk Assessment to the training department who will contact you to discuss the next stages of booking your course.

First Aid at Work (FAW) certificate is valid for 3 years

TRAINING AND DEVELOPMENT

• Recognise the presence of major illness and provide appropriate first aid including heart attack and use of aspirin*, stroke, epilepsy, asthma and diabetes

COURSES

SHE COURSES

50


Emergency First Aid at Work (EFAW)

Learning objectives:

Booking process:

• The role of the first aider

Obtain, complete and return a First Aid Risk Assessment form from the Health and Safety department.

• Communicating with a casualty • Contents of first aid kits (and avoiding cross infection) • Recording of incidents and accidents

Duration: 1 day

Accredited by:

• Assessing the situation and circumstances in order to act safely, promptly and effectively in an emergency Administer first aid to a casualty who; • is unconscious

British Red Cross

• requires cardio pulmonary resuscitation (CPR)

How to request training:

• is choking

Training Request form – this course is delivered based on delegate demand Qualification:

If it is identified that your site requires a EFAW forward your First Aid Risk Assessment to the training department who will contact you to discuss the next stages of booking your course.

• is wounded or bleeding • is in shock • has minor conditions - to include: minor cuts, grazes and bruises, minor burns and scalds, small splinters

Emergency first aid at work (EFAW) certificate is valid for 3 years

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

51


First Aid at Work requalification

Learning objectives: • The role of the first aider

Administer first aid to a casualty with;

• Contents of first aid kits (avoid cross infection)

• injuries to bones, muscles, joints including suspected spinal injury

• Recording of incidents and accidents

• sudden poisoning

• Assessing the situation in an emergency • burns and scalds

Duration: 2 days

Accredited by:

British Red Cross How to request training: Training Request form – this course is delivered based on delegate demand

Administer first aid to a casualty who;

• eye injuries

• is unconscious (including seizures)

• anaphylactic shock*

• requires cardio pulmonary resuscitation (CPR)

• recognise the presence of major illness and provide appropriate first aid including heart attack*, stroke, epilepsy, asthma and diabetes

• is choking • is wounded or bleeding • is in shock • has minor conditions - to include: minor cuts, grazes and bruises, minor burns and scalds, small splinters

Qualification:

(*EpiPen and aspirin administration)

Booking process: Please complete and submit an ‘Internal/ external training request form’ which can be found on the training page of SharePoint.

First aid at work (FAW) certificate is valid for 3 years

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

52


First aid – annual skills update

Duration:

Learning Objectives:

2 – 3 hours e-module via British Red Cross website

• Assessing the situation in an emergency

• is unconscious (including seizures)

Target audience

FAW’s and EFAW

Accredited by:

British Red Cross How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

Administer first aid to a casualty who; • requires cardio pulmonary resuscitation (CPR) • is wounded or bleeding • is in shock • HSE accident reporting • First aid kits and avoiding cross infection Booking Process: The training department will issue you with the relevant website address a username and password at the time you are due to complete the Annual Skills Update.

COURSES

SHE COURSES

53


Non-licensed asbestos training – awareness and handling

Note: This course is delivered by an external training provider for all facility types including HWRCs and ADR drivers. Risk Assessments and Safe Working procedures are to be provided by the site management to the training provider prior to the course commencing.

Duration:

Renewal Period:

Overview

4 hours

Annually

How to request training:

By attending the course trainees will be aware of asbestos products which then enables them to be able to identify and react safely in the likely scenarios when employees may come into contact with asbestos. The training has been extended to cover aspects of handling e.g. flytipped asbestos, split packaging etc.

Target audience:

HWRC, ADR Drivers and any other staff who are likely to come into contact with Asbestos

Accredited by:

Please complete and submit an ‘Internal/ external training request form’ which can be found on the training page of SharePoint.

Continued overleaf.

UKATA

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

54


Non-licensed asbestos training – awareness and handling continued

Learning objectives: •A  sbestos awareness training •P  PE fitting cleaning and care •N  on licensed materials permitted handling •D  econtamination •W  aste handling procedures (bagging etc) •H  azards (contamination, licensed materials) •C  ontrol techniques (H class vacuum cleaners (BS8520)

Assessment: To complete the course the delegate will be required to pass a multiple choice assessment. Successful delegates will be issued with a UKATA certificate.

•S  tatement of cleanliness on completion

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

55


Courses designed to improve and develop employees in the people skills required to enhance their contribution, improve business performance, and embed the Groups adopted values and behaviours. Personal Development Courses will be delivered using a combination of in-house trainers and other external training suppliers who meet specified criteria.

PERSONAL DEVELOPMENT COURSES

Soft Skill training is on demand only i.e. the training team will only facilitate courses where there is enough demand to justify putting on a course.

TRAINING AND DEVELOPMENT

COURSES

SHE COURSES

56


Introduction to contract law

Overview: To ensure that all current and future Contract Managers are able to interpret and action contracts efficiently. Learning objectives: •W  hat has gone wrong in the past and the outcomes? •W  hat is a contract and what types will be found i.e. Haulage/SLA

Duration:

1 day

CIWM and attracts 3 CPD points and 1 SLD credit

Target audience:

•O  perations managers •T  hose who are being considered as future contract managers •O  ther employees interested in contract management

Accredited by:

How to request training: Course calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

•H  ow they are created – i.e. the process • Interpretation – i.e. how to read them and be able to identify the action points? •B  reaches – how to report/action as required •P  ractical exercises •P  ractical assessment

Assessment: A written assessment is to be completed prior to the end of the course which will be marked by one of the legal team, pass mark 80%

PERSONAL DEVELOPMENT COURSES

57


Equality and diversity

Learning objectives: By attending the course delegates will be able to: •U  nderstand what diversity and its related terms mean • Identify how aware they are of diversity and where they can improve •U  nderstand how changes in society affects them and their views

Duration:

How to request training:

1 day

Course calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

Target audience:

Managers and Supervisors who have direct reports

•R  ecognize stereotypes •E  xplain appropriate language choice •D  escribe the four cornerstones of diversity • Identify the pitfalls related to diversity and how to avoid them •P  ractice dealing with and managing inappropriate behaviour •A  dopt a management style that encourages diversity

Overview: The course aim is to give delegates a solid understanding of what diversity is, how they can benefit from it, and how they can manage it within the workplace.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

58


Confidence and assertiveness

Time management

Duration:

How to request training:

Duration:

1 day

Training Request form – this course is delivered based on delegate demand

1 day

Employees who need to understand how to manage their time effectively

Target audience:

Employees who find it challenging to communicate with people, managers and external customers. Those who wish to improve/develop their confidence and assertive skills in dealing with others

Learning objectives: After attending the course the delegate will be able to: • Identify and evaluate how your time is spent •S  tate long and short term goals •A  ddress and allocate priorities •S  tate the importance of being organised

Overview: The aim of this course is to encourage the delegate to take decisions and make changes that will give you direction and add value to their working life.

TRAINING AND DEVELOPMENT

Target audience:

COURSES

•D  emonstrate methods of reducing time wasting activities

PERSONAL DEVELOPMENT COURSES

59


IDS review

Duration:

Learning objectives:

6 hours

After attending the course the delegate will be able to:

•S  tate the importance of the IDS review scheme in embedding the values and behaviours of the Group

Target audience:

All line Managers responsible for delivering IDS reviews

•A  ccurately use the competency forms and interpret the information contained on the forms to support a structured IDS review •P  repare and pose IDS review questions

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

•P  repare and deliver a structured IDS review

PERSONAL DEVELOPMENT COURSES

60


Institute of Leadership and Management level 5 award Duration:

Overview:

11 day programme. 5 x 2 day training delivery modules, each day lasting 7.5 hours, with a final assessment day

The ILM Level 5 award in Management is a concise qualification aimed at developing basic middle management skills and knowledge. The mandatory unit, ‘Understanding the management role’, examines organisational structure and function, the roles and responsibilities of middle managers and the effect of communication and interpersonal skills on managerial performance.

Target audience:

Managers (all business areas) who have no formal management qualification How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

The format and structure of the ILM (City and Guilds) Level 5 award is as follows: Assessment day: Presentation of reflective learning journal, to be assessed by peers.

PERSONAL DEVELOPMENT COURSES

61


Institute of Leadership and Management level 5 award continued Modules:

QCF points:

Understanding the management role:

Conducting work analysis:

•U  nderstand the organisation’s purpose, stakeholders, structure and functional areas and management roles

• Carry out a work analysis within own area of operation, using appropriate and relevant techniques to identify and make a recommendation to the potential improvements

•U  nderstand the specific responsibilities of a middle manager in enabling an organisation to achieve its goals •U  nderstand how communication and interpersonal relationships affect managerial performance in the workplace, evaluate personal development opportunities to improve own managerial capability

The ILM Level 5 award in Management has been mapped into the QCF format and does have credit points allocated to each module.

Communication in management: • Understand communication theories, concepts and practices. • Communicate effectively Leadership skills: • Evaluate the effectiveness of the organisation and of self in managing individuals to achieve organisational goals and objectives

Developing the manager as a critical thinker: •A  nalyse and review feedback to support personal development •R  eflect on own development needs •C  ommunicate complex information in diverse written formats

• Develop and lead teams • Final assessment day

•S  olve a problem using creative techniques

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

62


Institute of Leadership and Management level 3 award Duration:

Overview:

5 x 1 day training delivery modules, each lasting 7.5 hours delivered on a monthly basis

The ILM Level 3 First Line Managers Award provides an introduction to the basic skills, knowledge and understanding required by any first line manager. The mandatory unit ‘Solving Problems and Making Decisions’ from gathering and interpreting information through to the effective communication of outcomes.

Target audience:

Supervisors (all business areas) who have no formal management qualification How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

63


Institute of Leadership and Management level 3 award continued Training day structure:

Progression:

09:00 – 12:00 (3 hours): delivery of underpinning knowledge, case study materials, delegate interaction etc

There will be opportunities for those attendees who wish to progress to the Certificate or Diploma stage.

12:30 – 17:00 (4.5 hours): delivery of underpinning knowledge, case study materials, delegate interactions etc Modules breakdown: Will be issued to the delegate prior to the course commencing

QCF points: The ILM Level 3 First Line Managers Award has been mapped into the QCF format and QCF credit points are allocated to each module as indicated.

Assessment: Attendees will deliver work based assignments and prepare a presentation on the changes they are going to make back in their workplace. The presentation will be delivered as part of the assessment day. A presentation skills training day will be delivered through the programme for those attendees who have not made presentations before or wish to brush up on their skills.

Total guided learning hours: 45 hours

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

64


Institute of Leadership and Management level 2 award in team leading

Overview: The ILM level 2 in Team Leading provides and introduction to the team leader role, planning and monitoring a team’s work, managing yourself and motivating your team to perform. Training day structure: 09:00 – 12:00 (3 hours): delivery of underpinning knowledge, case study materials, delegate interaction etc. 12:30 – 17:00 (4.5 hours): delivery of underpinning knowledge, case study materials, delegate interactions etc.

Duration:

Modules breakdown:

4 days (25 guided learning hours)

Will be issued to the delegate prior to the course commencing.

Target audience:

Team Leaders and employees who are attending the Rising Star programme, (all business areas) and have no formal management qualification

QCF points: The ILM Level 2 in Team Leading Award has been mapped into the QCF format and QCF credit points are allocated to each module as indicated.

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

Assessment: Attendees will deliver work based assignments and prepare a presentation on the changes they are going to make back in their workplace. The presentation will be delivered as part of the assessment day. PERSONAL DEVELOPMENT COURSES

65


Rising star programme

Target audience:

Overview:

Employees who demonstrate leadership attributes and has recognised potential to be developed into a manager of the future

It is imperative that to succeed we have high motivated and competent line management in place at all levels. The rising star programme will: •P  rovide a resource available to line management to help them select the right employees for future promotion to supervisor, chargehand and team leader roles •E  nhance the process of succession planning by the development of employees, who are demonstrating the ability to progress onto supervisory roles early in their careers Nominations: Managers are required to email the training department at fcctraining@fccenvironment.co.uk to nominate employees with their reasons and recommendations.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

66


FCC train the trainer

Duration:

Overview:

2 days followed by a 3rd day (a week is allowed to prepare for the final training session which is assessed)

FCC recognises the need to have localised trainers that are able to carry out both low level facility initial and refresher training that is fit for purpose  and practical to maintain the continued competence of the workforce, such as, induction training, static plant familiarisation, training manual handling refresher training, reversing assistants and chemical storage. 

Target audience:

•D  elegates that are currently delivering training in contracts or facilities •S  ubject matter experts who wish to deliver training in their specialism •O  ther employees who either have the capability or who wish to learn how to deliver training

However, it is vital that the trainers are provided with the necessary skills, training and support to be able to deliver training effectively and to the required standard. The FCC Internal Trainer programme has also been created to support the competence training and assessment requirements of the new CMS, (Competence Management System) initiative that is being introduced into FCC over the next 6-18 months. Its primary purpose is to help drive up the quality of localised training and to support the standard of competence throughout the company. Continued overleaf.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

67


FCC train the trainer continued

Course content:

Learning objectives:

Day 1

Day 2

•C  ourse Introduction and overview (health and safety considerations etc)

•P  resentation of resources

•T  raining role, responsibilities and boundaries

Upon completion of the course the learner will be able to: •S  tate their own role, responsibilities and boundaries of their role in relation to the training of other employees • Identify and use the appropriate training and learning approaches when delivering training to employees. •D  emonstrate effective and accurate lesson planning skills •D  eliver inclusive, fit for purpose training sessions which motivate learners •D  emonstrate the use of different assessment methods to validate the training and transfer of knowledge •S  tate the need for record keeping

•T  raining delivery planning cycle • Icebreakers, ground rules, energisers •L  earning styles •E  ntitlement, equality, differentiation, inclusion and diversity

•S  chemes of work •S  ession planning •C  ommunication/Feedback •T  ypes of assessments •E  DICT (EDIP) •C  omposition of their training sessions and marking criteria Day 3 Micro teaching sessions and Feedback

•C  oncepts of adult teaching •L  egislative requirements •C  hallenges and barriers to learning •E  ffective use of differing resources

•D  escribe the internal procedures for the creation and delivery of internal training

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

68


FCC train the trainer continued

Is the course pass or fail? Yes the course is Pass or Fail, it is important that Internal Trainers are competent in the creation and delivery of training in their own places of work. All delegates will have to give a 45 minute lesson delivery; it is this delivery that is marked. If a delegate should fail then they will have the opportunity of redelivering their lesson on the next course. What happens after the course? All internal trainers will be supported in the early days of their course delivery. There will also be a one day workshop every 15 months to keep internal trainers up-to-date on matters training.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

69


Finance for the non-financial manager

Duration:

Overview:

1 day

This course is to provide non-financial Managers and Supervisors with a working knowledge of financial principles and their application.

Target audience:

Managers and Supervisors

Learning objectives:

How to request training:

•S  .W.O.T

Training Request form – this course is delivered based on delegate demand

•P  and L •P  rices and price sensitivity •D  irect costs and overheads •B  alance sheet •C  ash flow •D  ebtors and creditors •R  atios •A  ccounting policies

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

70


Dealing with difficult people

Duration:

Overview:

1 day

This course will help the delegate to understand the causes of aggression in the workplace and to enable them to explore ways to defuse difficult encounters.

Target audience:

Managers, supervisor and front line employees dealing with customers and suppliers

Learning objectives: • Encourages and sustains a culture of customer care and safety at work without over emphasising the ‘fear or aggression’

How to request training: Training Request form – this course is delivered based on delegate demand

• How we treat customers will dictate how they treat us (most of the time!) • Examines the difficult issue of treating awkward and difficult people with respect and courtesy • Examines the issue of enforcing rules and policies on behalf of the Group and the County Councils without conflict and aggression Continued overleaf.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

71


Dealing with difficult people continued

Learning objectives continued: • Examines issues of aggression and how we can deal with it without being drawn into violent situations • What is meant by ‘Customer Care’? (the product, the procedure and personal) • Who are customers? (the public, the Group, the County Council, our employees) • Discuss the balancing of customer care, customer education and on occasions enforcement • Identify who the Group expects us to deal with customers • Identify the real and the perceived risks that exist in our workplace • Identify our personal responsibility to maintain a safe workplace for ourselves and our employees • Identify how situations can move from discourtesy to violence and give examples of how we can halt that progression. • Explains how behaviour breeds behaviour

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

• Defines assertive, aggressive and passive behaviour • Describes the ‘Fight or Flight’ mechanism • Warning signs from a person in a conflict situation • Danger signs from a person in a conflict situation • Danger signs from a person in a conflict situations • Explain the legal situation with using force in self defence (with a view to discouraging any ideas of using force towards a customer) • Explains the factors that make a situation risky or dangerous • Explains briefly how the Health and Safety legislation affects the individual • Identifies steps that can be taken to minimise risks within situations • Describes two negotiation models for conflict resolution

72


Making meetings work

Overview: After attending this training course the delegate will be able to run effective meetings Learning objectives: Amongst others will include: •W  hat’s so important about meetings

Duration:

•T  he communication process •L  istening and speaking at meetings

1 day

•N  on verbal communication in meetings

Target audience:

•T  he mechanics of meetings

Employees who hold or are likely to hold meetings

•T  he agenda as a control and evaluation mechanism

How to request training:

•M  anaging conflict in meetings

•L  eading meetings

Course calendar – delegates can book their places via their training plans (if there is not a course available please submit a training request form)

TRAINING AND DEVELOPMENT

COURSES

•E  ncouraging and controlling discussions

PERSONAL DEVELOPMENT COURSES

73


Mobile plant training/ assessing

Overview: Assessments and training are undertaken to the EUSR Plant Plus standard. The training team should be contacted for help and advice regarding operator training but all requests must be submitted via the Internal/ External Training request form which can be found on the training page of SharePoint. The following categories of plant training and assessment are available:

Target audience:

All plant operatives

• 360 wheeled and tracked excavator • 180 excavator

How to request training: Training Request form – this course is delivered based on delegate demand

• Mini hydraulic excavator • Wheeled and tracked loading shovel • Bulldozer • Compactor • Tractor and auxiliary attachments • Dumper – articulated and rigid • Forklift truck (delivered by an external training provider) • Telehandler (delivered by an external training provider) • MobilepPlatform access (delivered by an external training provider)

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

74


Plant maintenance

Note: Training is delivered by the Plant Inspectors department

Duration:

Learning objectives:

3 hours

After attending the course the delegate will be able to:

• Understand costs related to poor maintenance

Target audience:

All plant operators and managers who are responsible for plant How to request training:

• Identify the Groups standards of daily maintenance • Estimate poor maintenance practice • Understand basic accident investigation procedure relating to plant

Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

75


MRF technicians

Duration:

Overview:

12 days in total

The course is modular-based and takes about 12 days to complete. Delegates will have to pass each of the practical modules, to ensure that FCC has trained employees at the MRFs who are capable of carrying out:

Target audience:

Nominated Delegates currently working in MRFs who will be offered the opportunity to retrain as MRF technicians

• Changing of motors and drive belts • Routine maintenance on Electrical and Mechanical systems

How to request training: Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

• First line breakdown repairs

COURSES

• Fault diagnosis • Belt tensioning/belt patching

PERSONAL DEVELOPMENT COURSES

76


MRF technicians continued

Learning objectives: Electrical isolation (E1) 1 Basic electrical theory

a. Generation of AC and DC b. Voltage, current and resistance c. Ohm’s law and power calculations d. Resistance, low voltage and current measurements

2 Electrical machines

a. Connections and basic operations of AC induction motors b. DOL motor control circuits c. Faultfinding on control circuits

On successful completion of this module and individual will be able to demonstrate competence in a range of skills including the raising of the appropriate work permit, safe isolation of an electrical supply to a machine and the safe use of the appropriate test equipment. Electrical distribution (E2) 1 Electrical techniques

3 Safety and protection systems

a. Isolators, Switches and Lock-off Procedures (SAFETY) b. Circuit testing using: Insulation Resistance tester (Megger) Voltage Test Meter Testing Test Equipment c. 3-Phase supply systems, Distribution and Testing

TRAINING AND DEVELOPMENT

COURSES

a. Types of electrical cables b. Making off electrical connections c. Transformers - step up, step down, basic operation and testing

2 Electrical distribution

a. Earthing arrangements b. Isolation, switching and over current protection c. Selection and installation d. Inspection and Testing

Continued overleaf.

PERSONAL DEVELOPMENT COURSES

77


MRF technicians continued

Learning objectives continued: 3 Final circuit arrangements a. Final circuit design b. Radial and ring power circuits c. Lighting circuits: i. Single and two way ii. Discharge lighting circuits d. Making up lighting and power circuits using: i. PVC ii. Singles in conduit iii. SWA e. Testing and fault finding On successful completion of this module, an individual will be able to demonstrate competence in a range of skills including the correct selection and sizing of over current protection devices, the correct sizing of cable, disconnection and reconnection of various types of cable and fault finding on electrical distribution systems.

TRAINING AND DEVELOPMENT

COURSES

Bearings and seals (M4) 1 Bearing types and applications a. Plain bearings – Shell – Bush – Thrust b. Rolling element – Ball – Spherical – Angular – Taper – Thrust 2 Bearing installation and removal 3 Bearing inspection and maintenance techniques including lubrication 4 Common reasons for bearing failure Continued overleaf.

PERSONAL DEVELOPMENT COURSES

78


MRF technicians continued

Learning objectives continued: 5 Seals (static and dynamic)

2 Shafts, keys and pins

a. Typical materials, neoprene, cork, fibrous b. Types of seal and applications – Gasket – ‘O’ Ring – Cup Seal – Lip Seals – Fibre – Gland – Mechanical c. Checking for damage and wear

7 Seal installation techniques 8 Seal maintenance requirements and techniques 10 Reasons for seal failure Couplings and alignment (M3) 1 Couplings

TRAINING AND DEVELOPMENT

a. Gear Type Couplings b. Chain Couplings c. Steel Grid Couplings d. Rubber Insert and Tyre Couplings e. Taperlocks

COURSES

a. Types of shaft end, parallel, taper, spline b. Types of Keys c. Fitting and Removal of Keys d. Types of Pins e. Fitting and Removal of Pins

3 Coupling sizing and fitting 4 Shaft alignment

a. Definitions of misalignment and terms used b. Types - Angular, Radial, Parallel c. Sources of error and correction d. Cardan shaft alignment e. Types of failure associated with poor alignment

5 Shaft alignment methods

a. Feeler Gauges and Straight Edge b. DTI Coupling Rim and Face Method c. Reverse Indicator Method e. Fitting of Hold Down Bolts f. Selection of Shims

PERSONAL DEVELOPMENT COURSES

79


TRANSPORT

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

80


Transport managers – their role in compliance and the legislation

Overview: The objective of the course will be to educate and enhance the delegate’s knowledge of their role as a Transport Manager within the Group. This is pivotal in meeting the organisation’s obligations in the Operator Licensing and the requirements set out by the Traffic Commissioner. The purpose of this course is to provide learning and transfer of knowledge to help the manager to fulfil their role in compliance and legislation. Learning objectives:

Duration:

By attending this course the delegate will be able to:

2 days

• State the regulations and the Group’s systems implemented to ensure that our legal obligations are met

• Describe their job role and responsibilities

Target audience:

• State and or describe the legal obligations placed on the Transport Manager, (‘O’ Licence Holder) by current legislation

All Transport Managers and any person who may consider the role of Transport Manager

• Demonstrate where the information and reference material can be located • Describe what information is required and demonstrate how to complete the forms and returns as required by Internal Procedures (IMS) and External Agencies/Regulator to a minimum of 100% accuracy within the time scale identified Continued overleaf.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

81


Transport managers – their role in compliance and the legislation continued

Learning objectives continued: • State and or describe the legal obligations placed on the driver by current legislation • Provide advice to drivers about their personal responsibilities under current legislation in the absence of the Transport/Fleet Manager • Identify breaches of legislation and bring to the Transport/Fleet Manager of the legislative breach as quickly as possible • Describe the information required following an Incident/Accident and demonstrate the completion of the relevant paperwork to a minimum of 100% accuracy using the gathered information

•S  cheduling of work and maintenance •T  raining procedures •T  achograph analysis and reporting •P  resentation of analysis •D  rivers re-education and disciplinary action •T  achograph administration systems including downloading of digital data Course Content will include, but is not limited to: •P  rocesses to identify rogue and non-compliant drivers

Course Content will include, but is not limited to:

• Investigative procedures and Enforcement Agencies

• EC Drivers’ and Tachograph Legislation (EC 561/2006)

•S  ystems for full-time, casual, part-time, occasional and agency drivers

• Working Time Directive (EC 2002/15)

•A  ction and advice for emergency exceptions

• Domestic Drivers Hours Regulations

•C  ase studies

• The legal consequences of non-compliance for individuals and the Group – including Corporate Manslaughter

•P  ractical assessments

• The legal undertakings of both the Group and Transport Manager • Interviews, assessment and induction processes (including Driving Licence checks) TRAINING AND DEVELOPMENT

COURSES

Assessment: There will be an end of course knowledge transfer assessment, pass mark 80%

PERSONAL DEVELOPMENT COURSES

82


Traffic clerks – their role in compliance and the legislation

Overview: The objective of the course is to educate those personnel who in their role provide support to the Transport manager and aid in the scheduling of the drivers work. Learning objectives: By attending this course the delegate will be able to: •S  tate the regulations and the Group’s systems implemented to ensure that our legal obligations are met •D  escribe their job role and responsibilities •D  emonstrate where the information and reference material can be located

Duration: 1 day

Target audience:

All Traffic Clerks and any person who in the course of their work may need to schedule drivers work and/or advise a driver on legislation or matters of compliance How to request training:

•D  escribe what information is required and demonstrate how to complete the forms and returns as required by internal procedures, (IMS) and External Agencies/Regulator as required to a minimum of 100% accuracy •S  tate and or describe the legal obligations placed on the driver by current legislation •P  rovide advice to drivers about their personal responsibilities under current legislation in the absence of the Transport/Fleet Manager Continued overleaf.

Training Request form – this course is delivered based on delegate demand

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

83


Traffic clerks – their role in compliance and the legislation continued

Learning objectives continued: • Identify breaches of legislation and bring to the Transport/Fleet Manager of the legislative breach as quickly as possible •D  escribe the information required following an Incident/Accident and where appropriate (dependent on local facility operating procedure), complete the relevant paperwork to a minimum of 100% accuracy using the gathered information Course Content will include, but is not limited to: •E  C Drivers’ and Tachograph Legislation (EC 561/2006) •W  orking Time Directive (EC 2002/15) •D  omestic Drivers Hours Regulations

•T  achograph compliance systems including:

•T  raining procedures

• Induction documents

•L  icence checks

•R  ecord keeping

•T  achograph administration systems including downloading of digital data

•C  ase studies

•P  ractical assessments

There will be an end of course knowledge transfer assessment, pass mark 80%

•T  he legal consequences of non-compliance •S  cheduling of work and emergency exceptions

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

84


Tachograph trainers

Overview: Digital tachographs are being fitted to all new vehicles. These new tachographs require smart-cards! It is important that all employees are aware of the new technology. It is not just drivers who will have to use them, but fleet managers, fitters and anyone working in the transport office will need to know how the new tachograph work. If the tachograph is a Siemens Vdo 1381, Stoneridge or Actia, how to store the information, and how to record information if the smart-card is lost or the tachograph breaks down.

Duration:

We still need to be familiar with both traditional analogue and digital systems and how to integrate them to avoid falling foul of the new regulations. Drivers must be able to operate both types of tachograph as new vehicles come into use, and understand how to integrate the records from both.

1 day

Target audience:

Contract/Deport Supervisory employees responsible for ensuring that tachographs are used correctly How to request training: Training Request form – this course is delivered based on delegate demand

Learning objectives: By attending this course the delegate will be able to: •T  rain Drivers and other staff as required how to use tachographs correctly •S  tate the regulations and the Group’s systems implemented to ensure that our legal obligations are met •D  escribe what information is required and demonstrate how to complete the forms and returns as required by internal procedures (IMS) and External Agencies/Regulator as required to a minimum of 100% accuracy

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

85


Tachograph trainers

Learning objectives continued: •S  tate and or describe the legal obligations placed on the driver by current legislation •P  rovide advice to Drivers about their personal responsibilities under current legislation regarding tachographs

•H  ow to log on / off •H  ow to make manual entries •U  nderstanding 24 hour printouts •W  hen to download drivers card

• Identify through tachograph analysis breaches of legislation

•S  imulator/demonstration/participation.

Course Content will include, but is not limited to:

•L  icence checks

•E  C Drivers’ and Tachograph Legislation (EC 561/2006) •T  achograph compliance systems including:

•D  rivers hours regulation refresher

•U  nderstanding the drivers card and how to use it

•W  hat if it is lost or stolen

•W  hat is stored on the card

•D  igital modes

•D  igital tachograph menu

TRAINING AND DEVELOPMENT

COURSES

• Induction documents •R  ecord keeping •T  achograph administration systems including downloading of digital data •C  ase studies •P  ractical assessments

There will be an end of course knowledge transfer assessment, pass mark 80%

PERSONAL DEVELOPMENT COURSES

86


Driver CPC

Note: This will be arranged by the Learning and Development Training Coordinator along with the Transport Manager on your behalf.

Duration:

Overview:

1 day per year over 5 years = 35 hours

The European Union published a Directive in July 2033 that will require all category C and D licence holders to take part in 35 hours retraining every five years, in order to keep their entitlement to drive professionally. The training department are working in partnership with an external training provider who will deliver the modular based training to employees in a classroom environment.

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

87


Operators ‘O’ Licence certificate in professional competenence (CPC) for road haulage

Duration: 10 day programme

Target audience

Managers/Driver Foreman who have been nominated as the ‘O’ Licence holder

TRAINING AND DEVELOPMENT

COURSES

Note: This course is well known as being very tough and intensive and it is not uncommon that some delegates attending will fail. It is incumbent upon the delegate to work as hard as possible to assimilate all the information given during this very intensive course.

Overview: The Certificate of Professional Competence (CPC) is legally required by any company who operate a vehicle over 3.5 tonne, gross vehicle weight, for the carriage of goods in connections with a trade, business, undertaking a profession. To gain your CPC you must pass the relevant CPC examinations. They are conducted four times per year at an approved OCR examination centre. There are no formal requirements for entry to the CPC course but the qualification is a level 3 course (comparable to an NVQ level 3/A Level). However the coursework required needs to be completed in a very short timeframe, therefore delegates will be expected to have numeracy and literacy skills to a good level and some prior knowledge and experience in the transport industry.

PERSONAL DEVELOPMENT COURSES

88


ADR – dangerous goods in incompany public packages

Note: All delegates must present photographic I.D at the start of the course. Typically a valid UK passport or both sections of a new style UK 2 part driving licence.

Overview: All drivers within the scope of the Carriage of Dangerous Goods by Road (Driver Training) Regulations 1986 must be trained and hold a Vocational Training Certificate issued by DVLA. This is required by UK regulation implementing the relevant EU directive. There are no ‘Grandfather’ rights and compulsory refresher training must be completed within the five year expiry of the date of issue of the original certificate. There are 9 classes of ADR dangerous goods and these are: • Class 1 – Explosives (not a common class)

Duration:

• Class 2 – Gases

5 days

• Class 3 – Liquids • Class 4 – Solids

Target audience

Drivers who will be carrying one or more of the ADR dangerous goods classes

• Class 5 – Oxidising Agents • Class 6 – Toxic and Infectious Substance • Class 7 – Radioactive (not a common class) • Class 8 – Corrosives • Class 9 – Miscellaneous

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

89


Dangerous goods safety advisor

Overview: EC Directive 96/35 requires companies involved in the transport, distribution and loading of dangerous good consigned by road, rail or in-land waterway to appoint a ‘Dangerous Goods Safety Advisor (DGSA)’. DGSA’s are responsible for helping to prevent the adverse consequences of the risks inherent in such activities in relation to people, property and the environment. The directive requires that DGSA’s shall be qualified by having taken and passes an approved examination and that they shall have been issued with a Vocational Training Certificate (VTC) before taking up their duties. There are no ‘Grandfather’ rights.

Duration:

Learning objectives:

5 days

Every DGSA must pass the approved examinations:

• Material classification

Target audience

• Package labelling

Those employees nominated as the ‘Dangerous Goods Safety Advisor’

• Container marking • Tanker placarding • Accurate and compliant load paperwork • Driver and associated staff training • Preparation of a professional annual dangerous goods report • Haulier audits

TRAINING AND DEVELOPMENT

COURSES

PERSONAL DEVELOPMENT COURSES

90


Other Courses

Due to the wide and diverse nature of the operations within the Group and the Complex development needs of all employees there will be a number of courses that have not been mentioned in this training brochure. The training team will however be adding to the training and development brochure and issuing updates as appropriate. To request any training course please follow the current training request process.

TRAINING AND DEVELOPMENT

COURSES

OTHER COURSES

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Fcc Environment Training and Development