Behavioural Management Policy

Behavioural management is a theory that seeks to understand the behaviour of individuals,  teams and overall companies or organisations as a way of increasing productivity and  encouraging a positive work culture. It incorporates the consideration of ‘human factors’ such as environmental, organisational and job related as well as individual characteristics which influence behaviour at work and can affect health and safety. We aim to effectively manage personnel at all levels’ behaviours across our workforce with our  objectives being to:  

• Help reduce the numbers of accidents through inappropriate behaviour. 
• Encourage and promote workforce and management participation in safety matters. 
• Influence actions and culture through attitudes and perceptions. 
• Determine performance. 

In asserting behavioural management across our workforce Pleavin Power Ltd uses a number of  methods and processes to act as a vehicle for facilitation of this policy. These include: 

Risk assessment 

Through our hazard management arrangements, we will consider human behaviours and factors and skill/competency requirements. Where appropriate, we will conduct individual risk  assessments (these may be based on medical, diversity and other factors, such as individuals with disabilities, pregnancy and related conditions and age/experience). 

Human factors by design 

In using the hierarchy of control to reduce the likelihood and severity of risks, Pleavin Power Ltd  will, wherever substitution or elimination is not an option, opt for methods to control risks through design. This could be in relation to the environment, e.g. installation and/or purchasing  of equipment with guards, making sure lighting and air conditioning are set to ensure a comfortable environment and/or taking steps to engineer our environment/work to rule out  

human error or the risk, e.g., by using barriers to segregate pedestrians from traffic.  

Accident and incident analysis 

Trends that may be realised through accident and incident investigations will provide us with information that can be used to improve behavioural performance through awareness, training  and the sharing of lessons learned.  

Policies and procedures  

We maintain a suite of policies, procedures and information that is communicated to all workers as relevant to their role and work areas. 

• Policies set out our organisations commitments. 
• Management system procedures are used to control how our management system is managed.
• Work procedures and RAMS are used to control specific work requirements. 

• Worker procedures such as capability, whistle blowing, grievance and disciplinary procedures are in place to facilitate sharing of information and dealing with problems and issues.  

Competency 

Pleavin Power Ltd maintains relevant training and skill information for all workers which allows  us to ensure that training is up to date and provides us with information for identification of development opportunities. Competency can be made up of external qualifications, internal, external and on the job training, and/or experience gained through time served. Competency information will also, where appropriate, be used to form person specifications during recruitment for roles where the assessed risks (whether on a business or health and safety level) require specific skills to enable an individual to carry out work on our behalf. Competency  and effective supervision are key factors to maintaining our business service and good provision.  

Staffing, workloads and contractors 

Pleavin Power Ltd endeavours to ensure that appropriate resources are provided to maintain our operational effectiveness and the safety of our staff. This incorporates making sure that staffing levels and working hours are arranged effectively to prevent overload of work and the potential for work related stress or fatigue as these factors have a considerable effect on performance, behaviours and safety. We will provide supervision and management and maintain an open-door policy for workers to discuss issues or concerns they may have in relation to stress, fatigue or mental health issues. Contractors and subcontractors providing services to Pleavin Power Ltd are subject to astringent approval and risk assessment and communication of relevant risks that they may be exposed to.  

Organisational change 

Pleavin Power Ltd is aware that organisational change can have a significant impact, directly and indirectly on workers. Changes such as reducing staffing levels, using contractors or outsourcing, combining departments or changes to roles and responsibilities should be appropriately controlled using our management system procedures. Using these processes, we  shall ensure that changes are assessed to consider factors such as greater potential for emergency situations, changes in equipment, additional workload on existing staff, additional training or support requirements, key responsibilities, etc. Communication with affected workers shall be key to ensuring smooth and effective change.  

Communication 

Pleavin Power Ltd is committed to maintaining effective communication through the workforce.

Communications may take the form of inductions, meetings, training, briefings, toolbox talks, handover protocols (e.g. at shift change), installation of permits to work, incident alerts and other methods of both formal and informal communications. We will always communicate critical safety information and encourage all staff to take a 360 approach to safety management  and alert senior staff of safety concerns or issues always.  

Culture 

It is prevalent through society that in the context of behaviour, culture or “the way we do things around here” is a significant factor contributing to major accidents and personal injuries. Through our management systems, Pleavin Power Ltd will encourage and promote a culture of  safety, participation, involvement and commitment from all workers and those we do business with.  

Equipment and maintenance 

Pleavin Power Ltd have installed and managed inspection, maintenance and testing schedules  for our infrastructure and equipment. This is key to maintaining a safe work environment for all  workers and visitors alike. This also gives us opportunity to identify defects and issues where safety could be compromised through neglect and, in turn, ensures that all workers and personnel can have pride in their workplace. Management is aware of its responsibilities under  statutory requirements to ensure that resources and competent persons are appointed to complete safety inspections.  

Monitoring and measurement 

To monitor and measure our conformance and compliance towards this policy Pleavin Power Ltd sets objectives and measures performance towards these through key performance indicators. These are all reviewed and discussed at management review and strategy meetings.  

This policy is reviewed annually and will be communicated across our workforce and appropriate interested parties.