Information

  • Document No.

  • Site / Company

  • Conducted on

  • Prepared by

  • Personnel interviewed and accompanying auditor

Procedure

  • Is there a written and approved site procedure for Permit to Work?

  • Has it been communicated to the employees ?

  • Has it been communicated to the contractors ?

Control

  • Have competent employees been officially appointed as work permit issuers?

  • Has a risk assessment been conducted and signed off before starting work?

  • Has a permit been completed, signed by WPI and issued before starting work and is this readily available?

  • Does the permit holder directly supervise the tasks performed under the permit?

  • Are people prevented from issuing permit to themselves?

  • Does permits clearly specify a time limit for expiry or renewal?

  • Are responsibilities for management of the permit to work system, type of jobs subjected to permit and control of contractors made clear?

  • It is clearly laid down who may issue permits?

  • It is clearly laid down how permits should be obtained for specific jobs?

Training and Competence

  • Is the permit system thorough covered during site induction training?

  • Are personnel who have special responsibilities under the permit system, e.g issuing and isolating authorities, properly authorized and trained?

  • Is a record of training and competence maintained?

  • Do training and competence requirements include contractors with responsibilities under the permit to work system?

Planning and implementation

  • Does the permit clearly specify the job to be undertaken?

  • Is there a clear requirement for work being done under a permit to be stopped if site conditions changes or any new hazards have arisen?

  • Does a permit contain clear rules about how the job should be controlled or abandoned in the event of an emergency?

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.