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Effects and Causal Factor Analysis [ECFA]

We use Effects and Causal Factor Analysis [ECFA] to identify why incidents and accidents occur and also to identify any foreseeable systematic or casual factors that may contribute to risk. Individual errors are seldom errors in isolation but are more likely compounded by more general causes, i.e. unsafe conditions, lack of adequate staffing and lack of management control. By using ECFA analysis methodology we can help organisations and their management to identify and apply correct control measures, including lawfully correct policy and guidance procedure, safe working practices and emergency contingency planning as well as specifically developed training that has a value to staff in terms of its effectiveness and appropriateness in operational application.

This combined with our specific risk assessment and technique analysis assists us in assisting organisations and staff in developing specific skills and procedures that actually work.

Delivering Training

When delivering a training programme we need to accept that what we start with will change in time as it is modified and corrected by the positive active feedback process. If this is acceptable then when considering at what stage training should be delivered there are two basic options:

(1)

Undertake a full risk assessment and training needs analysis supported by independent audits to identify training needs, aims, objectives and methods. Then deliver the training, monitor it for effectiveness and feed the information back into each stage of the process to further correct the training as a risk control measure and also to construct appropriate and effective supporting policy and procedure.

(2)

Begin the training process basing training on risk assessed and training needs analysis models already in use and from there feed information back into the organisation to further correct the training as a risk control measure and also to construct appropriate and effective supporting policy and procedure.

Although point 1 is the ideal model for implementation the drawbacks of item 1 is the longer timescale for the implementation of training delivery. This means that there will be a 'dead period' in-between the undertaking of the initial risk assessment, it's analysis and the identification of training aims and objectives. In addition, organisations may choose to wait until the board has agreed a policy before training can commence. All these delays can result in untrained staff being exposed to risks over an extended period of time without adequate training.

Option 2 allows us to utilise training that has already had risk assessments and training needs analyses done, and where aims and objectives are clearly set. This means training can commence almost immediately so staff are not exposed to a 'dead period' whilst waiting for the various stages to be completed. In addition, feedback from the training will have a bearing on policy and procedure which can follow on from the training delivery and which, if constructed properly, will have a greater bearing on staff ownership as they will have had a part in its construction based on the feedback they provide from the training.

Model for our Training & Development

Stress

By enabling staff with the skill and ability to "do the job" and by matching the skills required to the abilities and motivations of the employee we can increase confidence, competence and motivation. In addition by providing the employer with clearly defined objectives for staff linked to the organisations objectives (by providing employees with suitable and sufficient policy and procedure containing well-defined tasks and responsibilities) with the opportunity for staff to contribute ideas and feedback via the training and audit process we can improve the job design in conjunction with improved management support and more appropriate and effective training for staff, proper hazard control and improved support for staff. By doing this we will improve employee / employer relationships and a reduction in the organisational factors that lead to work-related stress.

Insurance Cover

NFPS Ltd possess £10,000,000.00 of Public Liability and Indemnity Insurance Cover and Employers Liability Insurance Cover specifically for the activity of occupational physical intervention and disengagement training.

t: 02392 460 815

e: info@nfps.info

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