The timber industry is tightly governed by regulation. Whether it is environmental, legislative or health and safety directives, the responsibility rests with both employers and employees to operate within the rules. Not knowing how to do that is never an acceptable excuse – so proof of appropriate training is vital. What’s more, frequent changes in regulations mean that training constantly needs to be updated.

The latest challenge to wood processors is compliance with the PUWER 98 and ACOP-Safe use of Woodworking Machinery requirements which kick in this December. Some companies are clearly struggling to understand what they must do, and the onus is even more firmly on effective, appropriate training.

With such high demand for skills development, there are many organisations offering training and issuing qualifications. But are they themselves qualified to do this and how can employers guarantee that they give value for money and the right results?

Every year over 1.5 million people are injured in occupational accidents and about 350 are killed. The Royal Society for the Prevention of Accidents says “70% of workplace accidents could be prevented if employers put proper safety control measures in place” and that includes the operators being fully trained in the use of their machinery and safety equipment.

Budget-conscious employers may consider opting for the cheapest training provider. But cheapest is rarely best and when accidents in the workplace are estimated to cost British business over 25 million working days every year, the training budget calculation takes on an entirely different significance.

Everyone within a company who uses machinery, including woodworking machinery, fork lift vehicles, abrasive wheels and spray painters, needs to be trained in the correct operation of the equipment, all associated health and safety issues and the environmental implications of its use.

Legal obligations

Employers are required by law to identify areas of potential risks or hazards in the workplace. They have an obligation to ensure their employees are properly trained and must make them aware of all fire, health and safety precautions in the work place. Employers often forget that they too need training. Managers and supervisors must know the company’s health and safety policy in order that they can enforce its implementation. They too can greatly benefit from specific training in the environmental, operational and safety aspects of equipment used in their factory.

Employees need to be trained to work without causing risk to themselves or to others. New recruits need training, but even long-experienced employees need to be brought up to speed with new legislation.

It is highly recommended that companies run an audit of all staff, to gauge their operational, health and safety knowledge and to work out where training can benefit them. A reputable training provider will conduct a risk assessment and make specific recommendations.

HSE inspections

The Health & Safety Executive operates a system of inspections on all manufacturing sites. An inspected company is given a rating that reflects its health and safety procedures, operator training and general attitude towards safe working practice. If a minor risk is identified, a verbal or written advice is issued to the employer. If the inspector considers the operator training to be inadequate or that COSHH guidelines have been breached, he may issue an improvement notice. However, if the risk to operator safety is deemed high, the inspector has the legal authority to place a prohibition notice on the piece of machinery or the entire process until it has been improved.

In the event of an accident, the HSE must be notified and an investigation will take place.

The HSE website (www.hse.gov.uk) details 110 cases where breaches have incurred fines ranging from £1,000 to over £30,000, liquidation of companies and personal prosecution of employers resulting in imprisonment.

There are 650 serious injury accidents in the woodworking industry each year and the HSE aims to cut this by 10%. The incompetency of trainers has been identified as a key factor. So-called ‘cowboy’ training providers are often to blame, but so too is unsuitable in-house training.

“While there is no restriction on in-house training, often the information is passed on by colleagues who are not fully equipped to provide the specific instruction operators need,” said Adrian Hodkinson of the HSE’s Woodworking Sector. “They are seldom aware of all the current standards.”

Code of practice

The HSE, he added, issues a code of practice manual that details the elements any operator-training programme should include.

A good learning provider will adapt training methods to a company’s specific requirements. Some will have their own training facility. However, many employers prefer workplace training. Bespoke instruction in their own factory is a good way of making sure everyone is trained to the same standards.

For in-depth training and for the achievement of national qualifications, work can be conducted through a local college or training provider centre, or by distance learning.

&#8220New recruits need training, but even long-experienced employees need to be brought up to speed with new legislation”

Some suppliers also offer training in the safe use of their products and equipment.

The following is Didac’s list of the qualities and services that identify a good training organisation:

  • A clear understanding of your company’s training needs.

  • Five years’ relevant and proven industry experience.

  • The ability to teach people in a structured way.

  • Flexible training courses to suit all methods of learning.

  • Awareness of all modern national standards and their updates.

  • Close relations with HSE and other regulatory bodies.

  • The provision of recognised national syllabuses to a recognised standard.

  • The ability to provide bespoke, relevant and high quality training.

  • Accreditation from recognised authorities and awarding bodies (eg City & Guilds).

  • Proof of inspection by the Adult Learning Inspectorate.

  • Close working relations with the Learning and Skills Council.

  • References and case studies.

    There are numerous training grants and funding opportunities for courses and a good training provider will be able to guide companies to these. Support organisations such as Business Links, the Learning and Skills Council and the CITB offer some grant-aided courses.

    Distance learning initiative

    There is a new national training initiative, developed by Didac, funded by the HSE and supported by the British Woodworking Federation, Woodworking Machinery Suppliers Association, GMB Union, FFINTO and City & Guilds. This has devised interactive training materials for wood machining companies to use in-house, heralding a new direction in operator learning. The materials will give learners the basic skills for safe operation of woodworking machines. They are designed to be incorporated into practical in-company training programmes and to give consistent quality of information. On completion, the learner can be assessed for competency in accordance with current legislation, and can gain formal certification from City & Guilds.

    The training programmes on offer are broadly in the following categories:

  • Commercial training: this includes machine and hand tool training, health and safety best practice, forklift truck instruction and timber technology.

  • Apprentice training: the modern apprenticeship schemes comprise two or three year apprenticeships leading to NVQ qualifications. Projects are carried out in the workplace and are adapted to meet the employer’s working methods and equipment.

  • Recognised qualifications: including NVQs in all aspects of woodworking, furniture and associated skills; institute qualifications and advanced forklift driving certificates.