• Document No.

  • Audit Title

  • Conducted on

  • Prepared by

  • Location
  • Personnel

  • Q1.Does the organisation have a WHSMS?

WHS Policy

  • Q2. Does the Organisation have a WHS Policy?

  • Q3. Is the WHS Policy signed by the GM and dated?

  • Q4. Where can you find a copy of WHS and other policies?

  • Q5. Do you have other relevant policies in place? RTW policy? Consultation Policy?

  • Q6. How do workers learn information about existing or NEW policies?

  • Q7. Who do you think is responsible for WHS within your Organisation?


  • Q8. Does management have planning meetings about procedures for WHS & RIsk Management?

  • Q9. Do you consider Management meetings discussing WHS are an integral part of the Organisation?

  • Q9a. Outline two (2) benefits of discussing and planning for WHS.

  • Q10. Have procedures been established, implemented and maintained for hazard/risk assessment?

  • Q11. Is WHS and Rehabilitation budgeted for within the Organisation?

Legal and other Requirements

  • Q12. Are relevant matters involving legal and other requirements communicated to all workers and other parties?

  • Q13. Do you have documented responsibilities and accountabilities regarding WHS?

  • Q14. Are workers aware of their responsibilities and accountabilities?

  • Q14a. How are workers made aware of these WHS responsibilities and accountabilities?

Objectives and Targets

  • Q15. Does the Organisation have Objectives and Targets in WHS?

  • Q16. Are Objectives and Targets consistent with the Organisations WHS Policy and commitment to improving WHS performance


  • Q17. Do you have a Health and Safety Representative within your Organisation?

  • Q17a . Who is the WHS representative in your Organisation?

Training and competency

  • Q18. Is training conducted in your workplace or work area?

  • Q18a. List three (3) types of training that workers are required to complete

  • Q19. Should Workplace training needs been determined in consultation with all workers?

  • Q20. Does the Organisation have documented Safe Work Procedures for each job?

  • Q20a. How and when are the SWPs updated?

  • Q21. Do visitors and contractors need to undertake any training with WHS?

  • Q22. Should training be delivered by people with appropriate knowledge, skills or experience in WHS and the specific training topic?

  • Q23. Is the Organisation required to keep documented up-to-date training records and relevant licenses?

Consultation, Communication and Reporting

  • Q24. Is the Organisation required to have a consultation process for Workers - agreed to by all workers?

  • Q25. Should workers be involved in the development, implementation and review of policies and procedures for Risk Management?

  • Q26. A safety meeting is a way of consultation and communication, are there any other ways of communicating the health & safety message?

  • Q26a. List three (3) other ways to communicate Health and Safety?

  • Q27. Does the Organisation disseminate WHS information to workers?

  • Q27a How is WHS information disseminated. List two(2) ways.

  • Q28. Do you know where to find information about WHS Legislation, Regulations, AS and Codes of Practice.

  • Q28a. Advise where you can source relevant WHS information.

  • Q29. Are workers involved in the selection of who will represent them in WHS matters?

  • Q30.Are you required under WHS law to communicate matters concerning workplace Health and Safety?


  • Q31. Should you report the following?<br>- something that could cause harm?<br>- a worker that is putting someone else in harms way?<br>- a faulty piece of equipment?

  • Q32. Is is a legal WHS requirement to report any injuries or illnesses?

  • Q33. Is documentation a critical component in implementing a "good" WHSMS.

  • Q33a. Why is this so?

Hazard ID, Assessment and Control of Risks. - Risk Management

  • Q34. Has the Organisation established a documented procedure relating to RIsk Management?

  • Q35. Do you have Hazards in your workplace?

  • Q35a. List two (2) Major hazards and one (1) minor hazard.

  • Q36.Does the hazard identification procedure consider hazards at the design phase and pre-purchase?

  • Q37. Should you be identifying hazards when first starting to use equipment or starting a job or is this someone else's responsibility?

  • Q38. Inspections are one way of finding hazards at work. Are there another ways?

  • Q38a. List two (2) other ways of finding hazards or potential hazards.

  • Q39. Do you have a standard risk assessment matrix?

  • Q40. Is the standard hierarchy of controls used to assign suitable controls to assessed hazards/risks?

  • Q41. Is it a legal WHS requirement to wear PPE if a sign is displayed or it is written in a work procedure?

Emergency Preparedness and Response

  • Q42. Do you know where the emergency assembly area is at your workplace?

  • Q42a. Where is it?

  • Q43. Do you have planned emergency procedures?

  • Q43a. List two types of emergencies you may encounter.

  • Q44. Do you know where first aid kits are located?

  • Q44a. List where they are located?

  • Q45. If someone is injured or ill is there a process you should follow?

  • Q45a. What is your workplace procedure if someone gets injured or ill at work?

  • Q46. Do you have to complete any documentation even if you are not the injured or ill person, but you were at the scene?

  • Q46a. What is the name of the document you need to complete?

  • Q47. Can you individually contribute to your WHS?.

  • Q47a. List three (3) ways you can contribute to your WHS.

  • Q48. Do you think YOUR attitude and behaviors in regards to safety at work has any impact on the overall organizational culture? Or what you do doesn't really impact at all.

  • Select date

  • Auditor: Meredith Chapman

The templates available in our Public Library have been created by our customers and employees to help get you started using SafetyCulture's solutions. The templates are intended to be used as hypothetical examples only and should not be used as a substitute for professional advice. You should seek your own professional advice to determine if the use of a template is permissible in your workplace or jurisdiction. You should independently determine whether the template is suitable for your circumstances.