Information

  • Audit Title

  • Document No.

  • Client / Site

  • Conducted on

  • Prepared by

  • Location
  • Personnel

Project Performance Measurement

  • There is a documented process that ensures all incidents and non-compliance issues on the project are reported and recorded.

  • NOTE<br><br>Where this criterion looks at reporting/recording process for all incidents on a project, this includes reporting notifiable incidents and/or events to relevant authorities.<br>The intent of this criterion is to have processes and mechanisms in place that encourage reporting of incidents, events, non-compliance and OHS issues on a project/site.

  • Documented process/procedure (or similar document) that outlines a process for reporting (internal and external) and recording non- compliance's, injuries, illness, near hits and other incidents and or events.

  • Evidence of communication to visitors, workers and sub-contractors of the process/procedure for reporting incidents and non-complience.

  • There is a definition of incidents/events and the requirements, including timeframes and process for reporting incidents/events to the relevant authority, including the Office of federal safety commission (OFSC).

  • Incidents investigation reports.

  • OHS incident report form.

  • Incident notification forms/records.

  • Corrective action procedure.

  • OHS incident and corrective actions register(s).

  • Contract documentation for sub- contractor specifying reporting requirements.

  • OHS compliance audit and OHS inspection reports.

  • There is a documented process for addressing non-conformance with procedures and non-complience with legislation.

  • Documented process/procedure (or similar document) that outlines a method and tools for identifying and addressing non-compliance and non-conformance.

  • Records of non-conformance reports (NCR) issued to both contractors and company employees.

  • Documented process that regularly monitors and reviews work practices for non-conformance with procedures and non-compliance with legislation,and is recorded, E.g. task observation program.

  • Corrective actions or action plans raised for identified non-conformance or non-compliance, including resultant actions.

  • Corrective actions register.

  • OHS incident investigation procedure.

  • OHS Investigation records.

  • OHS inspection and OHS audit records.

  • Sub-contractor management procedures.

  • formal correspondence with sub-contractors.

  • Disciplinary procedure.

  • There is a documented process to ensure OHS performance data is measured across the life of the project and for all workers involved in the project.

  • Documented process/procedure (or similar document) that outlines a requirement for projects to establish OHS performance metrics, gather and obtain OHS performance data for all workers and measures performance on a regular basis across the projects life.

  • There is a implemented OHS performance measurement procedure with defined targets, objectives and performance measures.

  • OHS incident and corrective actions register.

  • Collated OHS performance data reports for the project are produced at regular intervals.

  • There is a documented process to ensure OHS performance reports are regularly reviewed by senior management and results are communicated to site management.

  • Documented process/procedure (or similar document) that outlines a process for creating project OHS performance reports on a regular basis (Eg monthly) which are sent to and reviewed by senior management.

  • Consultation/communication procedure.

  • Records of performance review by senior management.

  • Documented outcomes from the review.

  • Records of communications to site management regarding OHS performance.

  • Position description(s) for organisations senior managers.

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.