User:Richie F A/sandbox

RESPONSIBILITY OF THE OFFICE OF THE HEAD OF CIVIL SERVICE OF THE FEDERATION (OHCSF) ON OSH POLICY IN THE FEDERAL SERVICE

AUTHOR: DR.PATRICK T. PILLAH, KSJ, KSS - Deputy Director, occupational health and safety and environment

1.0	INTRODUCTION The development of a framework for Occupational Health, Safety and Environment and its implementation is expected to bring about a safe and healthy work environment in the Public Service. It would also offer benefits to employees and employers, foster self-esteem, reduce work-related stress, boost morale and increase job satisfaction which would ultimately lead to greater commitment to work by employees. This is in line with the Provisions of the International Labour Organization (ILO) Convention No. 155 of 1981 on Occupational Health, Safety and Work Environment.

1.1	FEDERAL CIVIL SERVICE STRATEGY & IMPLEMENTATION PLAN, 2017-2020	 In appreciation of the enormous task ahead, the Head of Civil Service of the Federation created the Service Welfare Office to ensure the effective implementation of the eight core areas of the Federal Civil Service Strategy & Implementation Plan, 2017 – 2020 (FCSSIP), targeted specifically at improving the welfare of Civil Servants. It is noted that Occupational Safety and Health is a multidisciplinary field that embraces specialized professionals.

1.2	THE OCCUPATIONAL SAFETY AND HEALTH POLICY The Occupational Safety and Health (OSH) Policy developed by the Federal Ministry of Labour & Employment is to facilitate the improvement of occupational safety and health performance by providing the framework for protection of workers, including the most vulnerable groups in the Federal Civil Service. 1.3	THE OCCUPATIONAL HEALTH SAFETY & ENVIRONMENT DEPARTMENT OF THE OFFICE OF THE HEAD OF THE CIVIL SERVICE OF THE FEDERATION (OHCSF)

The creation of OSH the Occupational Health, safety & Environment Department in the Office of the Head of the Service of the Federation is to invigorate the Public Service by providing a well-coordinated and improved health and safe work Environment. 1.4 	SCOPE The Occupational Safety and Health implementation Framework is to cover the entire Public Service of the Federal Republic of Nigeria.

1.5	OBJECTIVES OF THE IMPLEMENTATION FRAMEWORK IN THE PUBLIC SERVICE The objectives of this Implementation Strategy document are:

i.	To promote safe and conducive work environment as well as provide basic support for Public Servants. ii. To promote International best practices in Occupational Health and safety in the Public Service work environment.

iii. To initiate processes and programme that will promote better work place occupational health and safety for Public Servants in line with extant legislation.

iv. To ensure that all employees and workers are aware of the health and safety practices within the organization.

v.	To achieve compliance of OSH standards and zero prohibition notices for OSH issues/matters from relevant authorities.

vi. To strive against no loss of life at public work places due to occupational accidents/diseases.

vii. To develop, implement, maintain and continually improve the Occupational Safety and Health Management Systems (OSHMS) in accordance with Occupational Health and Safety Assessment Series (OHSAS) 1SO 45001:2018 standards, other relevant standards and their improvements thereof.

viii. To give equal priority to both quality assurance & environmental protection versus other major business objectives as it affects the health and safety of workers and the workplace.

ix. To ensure effective collaborations for the successful implementation of OSH in all public workplaces.

2.0	RESPONSIBILITIES OF SOME KEY PLAYERS IN OSH 2.1	OFFICE OF THE HEAD OF THE CIVIL SERVICE OF THE FEDERATION The Service Welfare Office in the Office of the Head of the Civil Service of the Federation through the Occupational Health, Safety and Environment Department is the statutory authority in collaboration with other relevant Agencies responsible for ensuring safe, healthy and conducive workplace environment as well as providing and regulating recreational and other social facilities for Civil Servants. Some of the specific Functions are:-

i.	To establish guidelines and ensure compliance with occupational health, safety and environment matters;

ii. To initiate, review and implement policies on employer-employee relations in work environments;

iii. To liaise with safety standardization schemes of relevant agencies; and iv. To ensure the processing and release of the statutory funds to NSITF for the effective implementation of the Employees’ Compensation Scheme as it relates to Public Servants.

2.2	FEDERAL MINISTRY OF LABOUR AND EMPLOYMENT: The Federal Ministry of Labour and Employment is to ensure that the following functions are carried out:

i.	The determination of work processes and of substances and agents, the exposure to which is to be prohibited, limited or made subject to authorization or control by the competent authority; health hazards due to simultaneous exposure to several substances or agents shall be taken into consideration;

ii. The determination, where the nature and degree of hazards so require, of conditions governing the design, construction and layout of undertakings, the commencement of their operations, major alterations affecting them and changes in their purposes, the safety of technical equipment used at work, as well as the application of procedures defined by the competent authority, issuance of regulations and codes of practice on occupational safety and health and review from time to time, the legislation and regulations concerning occupational safety and healthy in the light of experience and advances in science and technology;

iii. The establishment and application of procedures for the notification of occupational accidents and diseases, by employers and, when appropriate, insurance institutions and others directly concerned, and the production of annual statistics on occupational accidents and diseases. This shall be in accordance with the provisions in the Employees Compensation Act 2010; iv. The holding of inquiries, where cases of occupational accidents, occupational diseases or any other injuries to health which arise in the course of or in connection with work appear to reflect situations which are serious; This shall be in accordance with the provisions in the Employees Compensation Act 2010;

v.	Establish and coordinate a National Information Management System (NMIS) on occupational accidents, injuries and diseases, so as to provide a data bank linked with the National Health Information System (NHIS). This will assist in providing relevant information to all stakeholders in occupational safety and health services in the country;

vi. Provide advice on occupational safety and health to migrant workers and informal sector workforce as well as technical and other support to the States and Local Governments; vii. The publication, annually, of information or measures taken in pursuance of the policy, and on occupational accidents, occupational diseases and other injuries to health which arise in the course of or in connection with work;

viii. Undertake and promote studies and research to identify and determine control measures. Cooperate with other National Agencies that have complementary responsibility for safety and health and welfare at work environment; This shall be in accordance with the provisions in the Employees Compensation Act 2010.

ix. Promote a systems approach to the management of occupational safety and health at national and enterprise levels; x.	Maintain liaison with relevant national and international institutions that have role(s) to play in occupational safety and health of workers;

xi. Develop and put in place emergency preparedness and response plan for the containment of major hazards and disasters;

xii. Allocate adequate resources to promote occupational safety and health activities.

2.3	NIGERIA SOCIAL INSURANCE TRUST FUND (NSITF) The NSITF is the focal agency in the Implementation of ECA ACT 2010 (Section 14, sub section 2(b) of the 1999 Constitution as amended states that “the security and welfare of the people shall be the primary purpose of Government” The Employees Compensation Acts 2010 otherwise known as ECA 2010 is a legislation enacted by the National Assembly to address issues relating to the six objectives of the Act. Four of the objectives that directly relate to occupational health and safety are:

i.	Provide for an open and a fair system of guaranteed and adequate compensation for all employees or their dependents for any death, injury, disease or disability arising out of or in the course of employment;

ii. Provide rehabilitation to employees with work-related disabilities as provided in this Act;

iii. Establish and maintain a solvent Compensation Fund managed in the interest of employees; and

iv. Combine efforts and resources of relevant stakeholders for prevention of workplace disabilities, including the enforcement of occupational safety and health standards.

This Act covers all employees in both the public and private sectors in Nigeria with the exception of members of the Armed forces.

The Nigeria Social Insurance Trust Fund Management Board in the Act referred to as “Board”, shall have the powers to implement this Act and the fund established under section 56 of the Act.

In line with the above, the ECA 2010 in section 5 mandates all employers and employees to report to only the Board of NSITF and the nearest office of the National Council for Occupational Safety and Health in the State within seven (7) days of the occurrence of every injury of an employee that is or is claimed to be arising out of or in the course of employment.

In line with the statutory function of NSITF therefore, and particularly as provided in Section 1(f) and other sections of the ECA 2010, NSITF shall: i.	Carry out the functions as specified or implied in the ECA 2010.

ii. Ensure a sustained enlightenment and awareness programme on OSH using necessary media.

iii. Ensure routine OSH inspection and Audit in all Public Service workplaces.

iv. Enforce as provided in the ECA 2010, OSH standards in the Public Service. v.	Assist to provide OSH Counseling, Rehabilitation and Re-integration of injured employees.

3.0	ESTABLISHMENT OF SAFETY AND HEALTH COMMITTEES As part of the goal of achieving maximum safety and health for workers in the workplace, employers shall consult with employees on matters relating to the subject. The OHCSF shall establish a safety and health committee to facilitate the implementation of safety and health programs in all MDAs.

3.1	DISCIPLINES IN THE IMPLEMENTATION OF OSH Occupational Health and Safety is multidisciplinary and therefore cuts across varied professions, which includes but not limited to: (i)	Architects;

(ii)	Certified Health and Safety Professionals;

(iii)	Chemists;

(iv)	Engineers;

(v)	Environmental Health Practitioners;

(vi)	Laboratory Scientists;

(vii)	Nurses;

(viii)	Pharmacists and Pharmaceutical Scientists;

(ix)	Physicians;

(x)	Physiotherapists;

(xi)	Radiographers;

(xii)	Toxicologists; and

(xiii)	Others who have an interest in the protection of the health of workers in the workplace. These Professionals advise on a broad range of occupational safety and health matters such as how to avoid particular pre-existing conditions causing certain problems in the occupation, correct posture for the work, frequency of rest breaks, preventive action that can be undertaken, and so forth.

The discipline of OSH covers the following key components. For the Public Service, the relevant functional areas are consolidated into: (i)	Ergonomics;

(ii)	Rehabilitation (Return-to-Work);

(iii)	Accident Investigation and Reporting;

(iv)	Fire Drill;

(v)	OSH Awareness and Enlightenment;

(vi)	Workplace Violence;

(vii)	OSH Security;

(viii)	Wellness Management; and

(ix)	OSH Audit Inspection. It should be noted that there are emerging areas yet to be fully integrated into the curriculum.

3.2	ERGONOMICS Ergonomics in modern times is defined as the science and art of seeking to fit the job to the worker (and not the other way round) through the evaluation and design of the work environment in relation to human characteristics and interaction in the workplace. It is simply adapting the job as well as the environment in which it is carried out, to the worker; matching the physical requirements of the job with the physical capacity of the worker (US department of Health).

The goal of the science of ergonomics is to minimize work-related injuries of musculoskeletal disorders (MSD) due to physical and psychosocial stresses while maximizing efficiency and productivity. The obvious fact is that when employees are not in good health their jobs will suffer, and consequently the Organizations they work for will lose productivity and revenue. Office work, especially that involving constant computer use, can lead to various physical problems. These include eyestrains from artificial lighting and computer screens; back problems related to incorrect posture and chairs or workstations; and hand wrist or arm injuries due to excessive or incorrect key board use.

In order to make an accurate assessment of the status of ergonomics in a given workplace, there is no better source of information than the people that actually perform various tasks on a day-to-day functioning of the workplace. For the purpose of deriving accurate data from the workers, specially designed ergonomic risk assessment checklists will be administered to the employees to determine their compliance with the approved standard practices.

3.3  REQUIREMENTS Prior to the Audit, it is imperative for the staff involved in the operation to receive adequate training in Ergonomic Management for compliance officers; Information gathering, investigation and interviewing techniques; Data handling and analysis and report writing.

3.4 TOOLS - Items to be included in an investigation kit are Ergonomic Risk Assessment checklist, Clipboard, Envelopes, Pencils, Pens, erasers, Note paper, Measuring tape, PPE’s (Where applicable)

4.0    REHABILITATION (RETURN-TO-WORK) Rehabilitation involves restoration of skills for a person who has had an illness or injury so as to regain maximum self-sufficiency and function in a normal or as near normal manner as possible. It is restorative, supportive and preventive and is dependent on the integration of all elements required e.g. medical, physical/ functional, occupational / vocational, psychological etc. This process benefits both the employee and the employer when enrolled nationwide under the provisions of the ECA 2010. The purpose of rehabilitation (return-to-work) is to: i.	Describe the commitment of the employer towards rehabilitating affected employees

ii. Provide guidelines on conducting workplace rehabilitation that assists employees affected by work related injuries/illnesses to carry on with work suitable with their condition(s)

iii. Support an early and safe return-to-work for the employee who has suffered an illness/injury

5.0	 ROLES AND RESPONSIBILITIES 5.1  	 EMPLOYERS: i.  To recognize workplace rehabilitation as a positive strategy for retaining the job skills of employees who are injured or ill

ii. To prevent injury and illness by providing a safe and healthy working environment.

iii. To ensure that rehabilitation is the normal practice and an expectation in the workplace.

5.2	 LINE MANAGER/SUPERVISORY OFFICER: i.	To accept rehabilitation practices as part of Management functions within the system.

ii. To educate all employees about these procedures and what to expect in the event of an injury/illness requiring rehabilitation procedure.

iii. To ensure that the work-related injury meets with the reporting pattern as stipulated in the ECA 2010 and conduct an investigation to identify the underlying cause(s) as well as proffer measures to mitigate or prevent a recurrence.

iv. To ensure that workplace rehabilitation is a component of the new employee induction process.

5.3	OCCUPATIONAL HEALTH, SAFETY AND ENVIRONMENT (OHSE) DEPARTMENT, OHCSF. i.	Assist the injured/ill employee to remain at work or return to work, consistent with healthcare advice.

ii. With the employee’s consent, obtain accurate information about the healthcare condition and limitations that apply to the particular employee.

iii. Obtain written consent from the employee to communicate with relevant healthcare professionals involved in their care. iv. Obtain as much information as possible about the employees’ roles and component tasks of their job; also  to  ascertain  what  is  required  of  them to navigate to and fro  their  work/business locations and how they access facilities such as toilets, canteen etc. in their workplace.

6.0   REHABILITATION PROFESSIONALS

(i)	To provide timely interventions, based on assessed needs and in line with international best practice. (ii)	To engage in a two-way communication with the source of referral and/or the OHSE Department on an ongoing basis in relation to strategies required and/or recommendations for returning to work.

7.0	ACCIDENT INVESTIGATION AND REPORTING MANAGEMENT Although health and safety measures are put in place to make a workplaces safe and healthy, it is impossible to prevent every accident from occurring. Accident investigations are carried out to determine how and why these failures in the system happen. By using information found during an investigation, a similar or perhaps more serious accident could be prevented. Therefore, all incidents including near misses must be reported to the appropriate authority including a formal report submitted.

7.1	 WHY INVESTIGATE? There are hazards in all workplaces; risk control measures are, therefore, put in place to reduce risks to an acceptable level in order to prevent accidents and cases of ill health. The fact that an accident has occurred suggests that the existing risk control measures were inadequate. Learning lessons from near misses can prevent costly accidents. Accident investigation becomes imperative for a number of reasons:

a.	To ascertain if there was indeed an accident and whether it was work-related.

b.	To establish causative factors.

c.	To identify corrective and preventive actions in order to forestall future re-occurrence. d.	To fulfill legal requirements.

e.	To collate data.

f.	To determine the trends/patterns to incidence.

g.	All incidents must be reported to the appropriate authority.

7.2	 PROCEDURES



Fig.7.3: Flow-chart of Accident Investigation and Reporting procedures.

7.3	REQUIRMENTS OF THE INVESTIGATION TEAM The accident/incident investigation team should be trained in investigation techniques including, Information gathering, Interviewing skills, Samples collection, Information analysis, contributing factors of accidents/incidents, Identification of immediate/direct causes.

8.0	FIRE DRILL Fire Drill and evacuation is a process that involves periodic checking of the emergency preparedness of all staff and safety gadgets, evacuation officers and the Fire Drill organising team of the Occupational Health, Safety and Environment Departments. Fire Drill is usually conducted bi-annually. It is a necessary exercise that should be embarked on to ensure readiness and preparedness of the staff to respond correctly in the event of a fire outbreak.

8.1	  PURPOSE The purpose of this process is to ensure safe evacuation of all occupants (staff, visitors, consultants etc.) in the building within the shortest possible time (5 minutes) in the event of fire outbreak and to maintain a high level of compliance to fire safety standards.

8.2	 OBJECTIVES The main objectives of the Fire Drill and Emergency Evacuation procedure are:

(i)	To identify and prevent common fire hazards in the workplace.

(ii)	To provide an orderly emergency response plan for all occupants. (iii)	To ensure all exit routes, emergency staircases are not obstructed and can be used in an orderly fashion during emergencies. (iv)	To ensure fast, organised and smooth evacuation of the occupants during emergencies. (v)	To identify any weakness in the existing evacuation strategy.

(vi)	To train fire Marshall and Warden to conduct their duties successfully. (vii)	To test the evacuation plan for the physically challenged.

(viii)	To test the working conditions and effectiveness of all fire and emergency equipment for all buildings.

(ix)	To test the procedure following any recent alteration or changes to working practices.

8.3   KEY TRIGGERS

a.	Emergency Fire Preparedness as required by ISO 27001:13 ISMS Policy requirement for Business Continuity Plan (BCP).

b.	Compliance with Federal Fire Service requirement

8.4    RESPONSIBILITY The under-listed personnel are involved in the Fire drill and Evacuation process.

(i)	FIRE MARSHALL (ii)	FIRE WARDENS

(iii)	FIRE DRILL ORGANISING TEAM

8.5	TRAINING AND AWARENESS OF OCCUPANTS

i.	Fire Safety can only be achieved if all occupants know what is expected of them in the event of an emergency and how to avoid Fire in the first place. Safe and panic-free evacuation can be achieved as a result of well-trained staff and extensive pre-planning by Management.

ii. Certified bodies should carry out practical training programs for the officers responsible for Fire Safety so that, responsibilities can be carried out more professionally and positive results are achieved in the case of real fire fighting.

iii. Periodic in-house awareness activities and safety tips are also vital as staff are reminded of the essence of drills, standard evacuation procedures and importance of good housekeeping.

Fire could happen at any time without warning. It can hurt or kill and destroy properties. In any emergency situation, saving lives shall always be the first and foremost priority. The havoc of Fire disaster cannot be over emphasized.

8.6	ACTIONS TO BE TAKEN BY OCCUPANTS WHEN BUILDING EVACUATION WARNING IS HEARD

i.	Promptly leave the building using the nearest emergency exit route.

ii. Gather at the muster point headcount by designated officer.

iii. When evacuating a building, DO NOT: Use the lift, Return to the office / room to take things, overtake or push other evacuees, be playful, joke around. Do not use the convenience during evacuation.

iv. If there are occupants who are sick, hurt or physically challenged, assist them to leave the building. v.	Occupants may re-enter the building in an orderly manner only AFTER the building is declared safe.

9.0  OSH AWARENESS AND ENLIGHTENMENT

Occupational Safety and Health (OSH) is an area concerned with the safety, health and welfare of people engaged in work or employment. According to the Joint ILO/WHO Committee on Occupational Health, (2003), occupational health deals with all aspects of health and safety in the workplace and has a strong focus on primary prevention of hazards. This has three different objectives:

i.	Maintenance and promotion of health;

ii. Improvement of safe environment for all and development of healthy cultures in a direction which supports health and safety; and

iii. Promotion of a positive social climate and smooth operation, which may enhance productivity of the undertakings.

9.1  	PURPOSE To ensure that all employees have basic knowledge of OSH standards and regulations in addition to regular updates on latest developments. To increase awareness and knowledge of OSH in the workplace, including healthcare workers. This is to foster a safe and healthy work environment. OSH may also protect co-workers, family members, employers, customers, and many others who might be affected by the workplace environment.

9.2	BENEFITS OF OSH AWARENESS AND ENLIGHTENMENT TO: (I)	THE ORGANIZATION :
 * A well-managed health and safety programme,
 * A positive organizational reputation.
 * Reduced absenteeism.
 * Increased productivity.
 * Reduced health care/insurance costs.
 * Reduced risk of fines and litigation.

(II)	TO THE EMPLOYEE 10.0	WORKPLACE VIOLENCE AND HARASSMENT Workplace violence is any act in which a person is abused, threatened, intimidated or assaulted in his or her employment. It can occur at or outside the workplace and can range from harassment, threatening behaviour and verbal abuse to physical assault and homicide.
 * A safe and healthy work environment.
 * Enhanced self-esteem.
 * Reduced stress.
 * Increased job satisfaction.
 * Increased skills for health protection.

Some workers, however, are at increased risk. This group includes lone worker, health-care and social service workers such as visiting nurses, psychiatric evaluators, and probation officers; community workers such as gas and water utility employees, technical crew in telecommunication industries, and mail dispatchers; retail workers; and taxi drivers, etcetera.

Protecting employees from violence in the workplace is of critical importance. For this reason, it is required of employers to "take the prescribed steps to prevent and protect against violence in the work place."

10.1	PURPOSE The purpose of guidelines on prevention of workplace violence is to ensure that employers take measures to prevent or minimize the occurrence of violence in the work place and to protect employees against it, ensuring that they have access to assistance and recourse if they happen to be exposed to it.

10.2	GOAL (I)	To assist the organization in addressing Workplace Violence and harassment.

(II)	To take every precaution reasonable in the circumstances to identify and prevent Workplace Violence.

(III)	To provide guidelines on: conducting a Workplace Violence Risk Assessment, developing preventative measures, reporting and investigating Workplace violence and Incident follow-up

10.3	CATEGORIES OF WORKPLACE VIOLENCE AND HARASSMENT I.	EXTERNAL: The perpetrator has no legitimate relationship to the business or its employee, and is 	usually committing a crime in conjunction with the violence. These include robbery, shoplifting, trespassing, and terrorism.

II. INTERNAL (CUSTOMER/CLIENT): The perpetrator has a legitimate relationship with the business and becomes violent while being served by the business. This category includes customers, clients, patients, students, inmates, and any other group for which the business provides services III. WORKER-ON-WORKER (CO-WORKER): The perpetrator is an example of past employee of the business who attacks or threatens another employee(s) or past employee(s) in the workplace. Worker-on-worker fatalities can cause workplace homicide.

IV. PERSONAL RELATIONSHIP: The perpetrator usually does not have a relationship with the business but has a personal 	relationship with the intended victim. This category includes victims of domestic violence assaulted or threatened while at work. V.	ACTIVITIES FOR PREVENTION OF WORKPLACE VIOLENCE AND HARRASSMENT

a.	Secure buy-in from top management;

b.	Conduct a systematic workplace risk assessment.

c.	Design workplace violence incident reporting form.

d.	Train employees on workplace violence prevention,how to identify and report violent incidence.

e.	Counsel affected employees

f.	Report writing and recommendations

g.	Follow-up

10.4	Key Performance Indicators (KPIs)

a.	Number of workplace violence cases reported;

b.	Number of workplace cases identified and categorized e.g. by type and gender;

c.	Number of workplace violence cases reported and responded to;

d.	Number of employees reporting increased knowledge in workplace violence prevention and response;

e.	Number of employees who experienced workplace violence and were counseled;

f.	Number of employees trained on workplace violence prevention and response;

g.	Number of recommendations implemented from observations during follow-up.

11.0	SECURITY MANAGEMENT IN OCCUPATIONAL SAFETY AND HEALTH (OSH) Security Management in Occupational Safety provides a framework through which occupational safety practitioners can critically examine their organizational environments and make them safer while assuming the best possible relationship between obtrusion and necessity. Physical and technological security measures are of utmost importance in protecting against security threats in the workplace. Adequate security measures not only reduce threats, but also address the fear of crime experienced by employers and employees alike, in the absence of visible security measures. A safe and secure environment can only be realized by visible access and movement control.

Effective security is highly dependent on the targeted application of physical security barriers and equipment, supported by sophisticated information technology; Visible control of people, vehicles and goods entering/ leaving the premises and; A zero tolerance policy as far as criminality is concerned.

11.1	 SECURITY AND OSH PRINCIPLES Application of OSH principles for the purpose of security management in workplaces ensures:

a.	That infrastructure and environment facilitate effective control;

b.	That perimeter Integrity is to be maintained at all costs;

c.	Specialised technological support;

d.	Appropriate security and access control measures;

e.	The need for security to be high but not imposing – safety and security of the premises without portraying an image of hostility;

f.	Standardized access and flow control processes/ procedures are implemented and maintained;

g.	Separate Traffic channels – freight vehicles/pedestrians /visitors/ employees

h.	Information management – intelligence driven enforcement/ targeted contingency planning;

i.	Effective communication – integrated approach;

j.	Standard Operating Procedures / Specific Site Procedures;

k.	Crime Prevention through environmental design

11.2	BENEFITS OF AN EFFECTIVE SECURITY MANAGEMENT SYSTEM Effective implementation of OSH security management will ensure:

a.	Confidence – that security has the ability to prepare for and react to events that may otherwise present a threat to the organisation’s people, information and/or assets. b.	Optimization – that the efficient use of resources is made at optimum cost.

In contributing to the organization’s overall confidence level and optimization of resources, good security management will; i.	Improve the resilience of the Organisation. ii. Enhance the organisation’s credibility. iii. Introduce a core process for security risk management. iv. Enable the organisation to be flexible in its response to security challenges. v.	Continually improve the capacity of an organisation to manage security challenges.

12.0	 WELLNESS MANAGEMENT Implementing a comprehensive employee wellness program can significantly reduce rising healthcare costs. A mandatory health assessment of all employees at the point of employment and subsequent periodic medical examination is crucial for early detection, diagnosis and management of health conditions. For example, health screenings (every six months) that measure blood pressure, body fat, blood sugar level and other markers can be a powerful method to reveal risk factors that may predict future health problems.

Health surveillance on the other hand is important at identifying health conditions that could lead to an occupational disease. The sooner an occupational disease can be detected and addressed, the higher the chance of cure and reintegration into work. For example, timely diagnosis of asthma symptoms in an employee can assist in assigning such employees to a work process that does not expose him/her to agents that can trigger asthma. In addition, an employee diagnosed with poor vision who needs to utilize the laptop to get a job done, can be provided with screen guard, to avoid retinal degeneration over time.

Information, Educational and Communication (IEC) materials disseminated through various media on carefully selected health safety and environment topics can promote healthy lifestyle among employees.

12.1	 PURPOSE To improve the health of employees through the implementation of a comprehensive wellness approach that focuses on health screenings, health information, and continuous monitoring of health status.

12.2	OBJECTIVES (i)	Determine health status of employees. (ii)	Initiate health monitoring as a tool to ascertain the relationship between work activities and occupational disease. (iii) Stimulate a workforce with increasingly improved consciousness/awareness on health on yearly basis, thereby encouraging healthier lifestyle behaviour.

12.3	Components of Wellness/Healthcare Management Process

(i)	Assemble team of healthcare personnel. (ii)	Pre-employment health assessment (iii)	Medical screenings and referrals (iv)	Medical surveillance (v)	Health education/counseling (vi)	Report and recommendation (vii)	Follow up.

Implementation of effective wellness programme for employees with initial proper health assessment and continuous monitoring is crucial for improving wellbeing of employee wellness as well as productivity.

13.0	WORKPLACE INSPECTIONS AND OSH AUDITS Workplace inspections/Audits are important parts of an Occupational Health and Safety programme. They involve a process for monitoring workplace health and safety, and are one of the main ways of recognizing, evaluating and controlling hazards in the workplace. Ergonomic considerations should always be included in workplace inspections, including inspections in the OSH programme to strengthen the internal responsibility system that is essential to building a positive health and safety culture in the workplace.

13.1	PURPOSE The purpose is to provide a system by which workplaces can be systematically inspected/audited, hazards identified and controls developed and implemented to prevent injury/illness. This is to provide assurance to employees about the company’s compliance status with OSH requirements and good industry practices as well assess potential hazards in the workplace.

13.2	   BENEFITS The following are the benefits of conducting regular workplace inspections: a)	Prevents injury, illness and property damage in the workplace; b)	Assists in recognizing hazards, including ergonomic risks; c)	Strengthens the overall internal responsibility system; d)	Ensures a healthy and safe work environment for employers, workers and visitors; and e)	Builds an effective OH&S program and a positive health and safety culture in the workplace

13.3	 STEPS IN CONDUCTING A JOB SAFETY ANALYSIS Job Safety Analysis is a procedure which helps to integrate accepted health principles and practices into a particular task or job operation, identify particular hazards and recommend the safest way to do the job. Four basic stages in conducting a JSA are:

(i)	selecting the job to be analyzed (ii)	breaking the job down into a sequence of steps (iii)	identifying potential hazards (iv)	determining preventive measures to overcome these hazards

14.0 KEY PERFORMANCE INDICATORS ON OCCUPATIONAL, SAFETY AND HEALTH AUDIT AND INSPECTION

OBJECTIVE	KEY PERFORMANCE INDICATOR

1.	Organise OSH activities 	Tool box talks are carried out at agreed schedules. 	Safety and Health induction of new employee, contractors / sub-contractors, suppliers, etc, instituted. 	Number of OSH Awareness programmes carried out. 	Number of OSH Trainings carried out. 	Number of Persons trained in OSH. 	OSH record keeping 	Emergency preparedness and documented response plans in place. 	Number of fire drills.

2.	Evaluate OSH risks
 * 	Documented risk assessment Instituted
 * 	Prioritization of risks for normal/emergency situations instituted
 * 	Number of Workplace Inspections
 * 	Number of OSH Audits
 * 	Number of accidents / incidents reported.
 * 	Number of accidents / incidents investigated.

3.	Set and implement protective and preventive measures
 * 	Development of OSH Plan of Action
 * 	Establishment of OSH goals and targets.
 * 	Periodic review of OSH goals, targets and plans for continual improvement.
 * 	Establishment of OSH Key Performance Indicators.
 * 	OSH Policy is formulated and implemented.
 * 	Documentation and tracking of implementation of OSH plan.
 * 	Provision of Personal Protective Equipment (PPE).
 * 	Regular maintenance of PPE.

4.	Inform and involve workers 5.	Monitor and control
 * 	Communication of information on hazards /risks and OSH measures taken for workers and contractors/ subcontractors / suppliers
 * 	Safety and Health Representatives designated / Committees constituted.
 * 	Negotiation Meetings held between management and the workers’ unions.
 * 	OSH issues addressed in collective agreements.
 * 	Environmental monitoring being carried out.
 * 	Number of exposure measurements / analyses.
 * 	Number of Health Screening Programmes conducted.
 * 	Health surveillance Programme being carried out.
 * 	Enforcement of OSH rules.

6.	Reports
 * 	Timely rendition of reports to management.

15.0	 Documents: In carrying out this audit as expected, the following documents are needed and required for easy assessment.
 * 1) (i)	Audit certification
 * 2) (ii)	Notification letter to the employers
 * 3) (iii)	Comprehensive OSH checklist
 * 4) (iv)	Report (inspection reports and follow up reports)

The procedures will be applied and carried out by the HSE Department.

11.1	KEY REPORTS: At the end of the audit and inspections, it is expected that the team provides findings as well as make recommendations. Follow-ups report based on the findings will also be needed to know if the recommendations made are being followed to the letter.

16.0	COLLABORATION TO SECURE OCCUPATIONAL SAFETY AND HEALTH OF WORKERS

The Office of the Head of the Civil Service of the Federation may collaborate with the Federal Ministry of Labour and Employment, Federal Ministry of Health, Nigeria Social Insurance Trust Fund (NSITF), and other employers’ and workers’ most representative organizations, all government Agencies, the academia, Civil Society Organizations (CSOs) and relevant International Agencies with a role in the development and delivery of occupational safety and health in the Public Service.

17.0	MONITORING AND EVALUATION In order to monitor trends in occupational safety and health, proper surveillance is essential. The statutory authority shall mandate workplaces to provide access for continuous collection of relevant information on occupational safety, health and welfare of workers.

18.0	RESEARCH AND DEVELOPMENT Professional institutes, relevant Agencies and the academia shall facilitate quality research and analysis of occupational safety and health data. Research in the area of OSH shall be promoted in all Federal Training Centre’s, institutions of higher learning, etc.

Continuous data collection on near misses, occupational hazards, occupational accidents, diseases and injuries, loss prevention, personal protective equipment, industrial hygiene conditions, workplaces distribution, plant layouts/designs, Employees compensations, major hazards/emergencies, workplace litigations, etc shall be facilitated by the office of the Head of the Service of the Federation.

19.0	REVIEW OF THE IMPLEMENTATION STRATEGIES This Framework shall be reviewed as the need arises, but in collaboration with the Joint Committee on the Development of a Framework for the Implementation of Occupational Safety and Health (OSH) Policy in the Federal Public Service. 20.0	DEFINITION OF TERMS For the purpose of this policy, the following terms are interpreted as follows:
 * 1) (i)	“Workers" means all Public Service employees.
 * 2) (ii)	“Workplaces” all government establishments.
 * 3) (iii)	“Health in relation to work” means not merely the absence of disease or infirmity but includes the physical and mental elements affecting health which are directly related to safety and hygiene at work.
 * 4) (iv)	“Occupational accident”-an occurrence arising out of or in the   course of work, which results in injury/ fatality.
 * 5) (iv)	“Occupational hazard”-a condition in the Workplace/environment, which could result in an occupational accident/disease.
 * 6) (v)	"Fatality" -An accident which results in death.
 * 7) (vi)	“Occupational disease” a disease contracted as a result of an exposure to risk factors arising from work.
 * 8) (vii)	“Major Hazard Accident (Disaster)”-refers to those workplace accidents, which result in extensive damage to infrastructure, loss of life and deep emotional disturbance of the workforce and community around the workplace.
 * 9) (ix)	"Wellness"- Means a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.
 * 10) (x)	"Healthcare" – Means the act of taking preventative or necessary medical procedures to improve a person’s well-being.
 * 11) (xi)	"Workplace Inspection" - Means an excellent tool for identifying hazards and system failures in the workplace. In most areas, it is the safety officer who performs the workplace inspection.
 * 12) (xii)	"Audit" – Means a systematic, independent and documented process for obtaining audit evidence and evaluating it objectively to determine the extent to which the audit criteria are fulfilled.
 * 13) (xiv)	"Safety" - Safety relates to the conditions at a workplace and applies to the pursuit of a state where the risk of harm has been eliminated or reduced to a tolerable level.
 * 14) (xiv) "Occupational Safety" - Means maintenance of a work environment that is relatively free from actual or potential hazards that can injure employees (glossary of occupational health).
 * 15) (xv)	“Occupational Health”- Means the promotion of the physical, mental and social wellbeing of workers and the adaptation of work to man and man to work.

Richie F A (talk) 09:58, 9 December 2020 (UTC)Patrick Pillah, PhD