RoSPA’s Health and Safety Performance
Corporate reporting of Health and Safety (H&S) performance in the UK is still extremely variable, making it difficult for stakeholders to evaluate progress in this key area. RoSPA therefore advocates greater transparency of Health and Safety performance through its GoPOP (Going Public on Performance) initiative. This section applies GoPOP principles to RoSPA itself.
Policy
Key features of RoSPA’s Health and Safety policy include senior management leadership, employee involvement via the RoSPA H&S Committee, a commitment to competency and to a safe and healthy working environment with legal standards regarded as a minimum. Mr P. W. Hughes MBE has oversight of RoSPA’s H&S performance at Executive Committee level.
Progress in 2006/7
Goals |
Progress |
|---|---|
Update RoSPA's Health & Safety Policies and Procedures. |
A Health & Safety Review (HSR) was carried out and all RoSPA safety policies are being updated in line with legislation and best practice. This includes the adoption of family friendly policies. |
Review RoSPA's Occupational Safety Risks. |
The results of the ongoing programme of risk assessments are now fed into the OSH Risk Register for review and action by line managers and/or the Health & Safety Committee. |
Implement best practice risk management tools. |
The new RoSPA “Complete Compliance” software tool has been adopted to help manage Occupational Road Risk. All RoSPA company drivers are RoADAR silver or gold standard. |
Maintain OSH expertise throughout the organisation. |
10 staff have participated in the NEBOSH National General Certificate training courses. |
Promotion of health and well-being. |
Adoption of the Bradford index and associated HR Policies and Procedures. |
Performance data for the 12 months ending March 2007
Key Performance Indicators |
Result |
Result |
|---|---|---|
Reportable injuries |
Nil |
1 |
Minor injuries |
6 (all slips, trips and falls) |
8 |
Notices served |
Nil |
Nil |
Enforcement action by health and safety enforcing authorities |
Nil |
Nil |
Days lost due to sickness absence |
1,146 |
1,055 |
Sickness absence rate per employee |
9 days |
8.8 days |
Percentage of sickness absence due to a period of less than 20 days |
69% |
70% |
Human Resources
RoSPA regards its staff as a key component in its strategy for the successful delivery of its mission. It has Investors in People accreditation and is committed to the continuous development of its staff.
Following the appointment of Tom Mullarkey as RoSPA’s Chief Executive, three new divisions were created: Operations, Communications and Finance and Administration, each led by a Director. The Chief Executive and his Directors meet every fortnight as the Senior Management Team (SMT) to co-ordinate the activities of each division and develop medium-term strategy. Members of the SMT work closely with RoSPA’s trustees.
The Directors and Department Heads meet every month as the Senior Management Group (SMG). This forum is an essential tool for two-way communication between RoSPA staff at all levels. RoSPA continues to maintain and seek to improve its staff intranet as a key means of communication between head office, home-based staff and its offices in Edinburgh, Cardiff and Belfast.
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RoSPA is a registered charity: Registered Charity No: 207823 Patron: Her Majesty the Queen RoSPA Head Office: Edgbaston Park, 353 Bristol Road, Edgbaston, Birmingham B5 7ST, UK |
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