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HSE Management Standards

 

                                                                                                The HSE Management Standards

DEMANDS - includes workload, work patterns, and the work environment

The standard is that:
  • Employees indicate that they are able to cope with the demands of their jobs; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • The organisation provides employees with adequate and achievable demands in relation to the agreed hours of work.
  • People’s skills and abilities are matched to the job demands.
  • Jobs are designed to be within the capabilities of employees.
  • Employees’ concerns about their work environment are addressed.

CONTROL - how much say the person has in the way they do their work

The standard is that:
  • Employees indicate that they are able to have a say about the way they do their work; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • Where possible, employees have control over their pace of work.
  • Employees are encouraged to use their skills and initiative to do their work.
  • Where possible, employees are encouraged to develop new skills to help them undertake new and challenging pieces of work.
  • The organisation encourages employees to develop their skills.
  • Employees have a say over when breaks can be taken.
  • Employees are consulted over their work patterns.

SUPPORT - includes the encouragement, sponsorship and resources provided by the organisation, line management and colleagues

The standard is that:
  • Employees indicate that they receive adequate information and support from their colleagues and superiors; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • The organisation has policies and procedures to adequately support employees.
  • Systems are in place to enable and encourage managers to support their staff.
  • Systems are in place to enable and encourage employees to support their colleagues.
  • Employees know what support is available and how and when to access it.
  • Employees know how to access the required resources to do their job.
  • Employees receive regular and constructive feedback.

http://www.hse.gov.uk/stress/standards/


RELATIONSHIP - includes promoting positive working to avoid conflict and dealing with unacceptable behaviour

 

The standard is that:
  • Employees indicate that they are not subjected to unacceptable behaviours, e.g. bullying at work; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • The organisation promotes positive behaviours at work to avoid conflict and ensure fairness.
  • Employees share information relevant to their work.
  • The organisation has agreed policies and procedures to prevent or resolve unacceptable behaviour.
  • Systems are in place to enable and encourage managers to deal with unacceptable behaviour.
  • Systems are in place to enable and encourage employees to report unacceptable behaviour.

ROLE - whether people understand their role within the organisation and whether the organisation ensures that individuals do not have conflicting roles

The standard is that:
  • Employees indicate that they understand their role and responsibilities; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • The organisation ensures that, as far as possible, the different requirements it places upon employees are compatible.
  • The organisation provides information to enable employees to understand their role and responsibilities.
  • The organisation ensures that, as far as possible, the requirements it places upon employees are clear.
  • Systems are in place to enable employees to raise concerns about any uncertainties or conflicts they have in their role and responsibilities.

CHANGE - how organisational change (large or small) is managed and communicated in the organisation

The standard is that:
  • Employees indicate that the organisation engages them frequently when undergoing an organisational change; and systems are in place locally to respond to any individual concerns.

What should be happening / states to be achieved:
  • The organisation provides employees with timely information to enable them to understand the reasons for proposed changes.
  • The organisation ensures adequate employee consultation on changes and provides opportunities for employees to influence proposals.
  • Employees are aware of the probable impact of any changes to their jobs. If necessary, employees are given training to support any changes in their jobs.
  • Employees are aware of timetables for changes. Employees have access to relevant support during changes.

http://www.hse.gov.uk/stress/standards/