IMS9.4.6.12 Supervision of Apprentices and Young Persons Procedure

1.0   INTRODUCTION

The aim of this procedure is to provide guidance for the effective supervision and training of apprentices, trainees and young persons within SeaLink. Young persons include those leaving school and commencing work for the first time, including apprentices, trainees, those employed on a casual basis and work experience persons who may visit the workplace.

2.0   RESPONSIBILITY

The Work Health and Safety Act and Regulations 2011 requires;

An employer must, so far as is practicable provide and maintain a working environment in which the employees of the employer are not exposed to hazards.

It defines that the duty extends to providing such information, instruction, and training to, and supervision of, the employees as is necessary to enable them to perform their work is such a manner that they are not exposed to hazards.

When assessing risks to young people, special factors to consider are: 

• the size of the person and their level of physical maturity; 
• their general behaviour and psychological maturity; 
• their work experience and training; 
• their ability to make mature judgments about their own safety and the safety of others; 
• their ability to cope with unexpected, stressful situations
• vulnerability to workplace harassment, and
• they may have competing priorities of work, study and social life leading to fatigue

SeaLink has an obligation to ensure that each apprentice/trainee or young person has the necessary support and appropriate level and quality of supervision on the job. The level of supervision provided should be aimed at facilitating the successful achievement of the relevant competencies for each individual apprentice/trainee. It should be reassessed on a regular basis by taking into account the stage the apprenticeship/traineeship is at and the knowledge and previous experience and training the apprentice/trainee has received in a particular task.

Apprentices, trainees and young persons require varying levels of supervision and should be reviewed as their abilities and their confidence increase. Generally, a first year inexperienced apprentice would require closer supervision than a relatively experienced 4th year. Effective supervision is critical to enabling the apprentice, trainee or young person to become competent within a safe work environment. Appropriate supervision is to be provided for the apprentice, trainee or young person i.e. an appropriately qualified trades person, within the same vocation, is to be available at the same work location to provide supervision and guidance. 
This supervision falls into two categories: Direct and General. Apprentices / trainees begin learning a particular skill under Direct Supervision. When they achieve competence in the skill they move to General Supervision while they are undertaking work where that skill is required. 

3.0   DIRECT SUPERVISION

Direct Supervision is one-on-one supervision. It is essential for every new apprentice, trainee or young person and must be maintained in the teaching of a particular skill until the apprentice/trainee has been deemed competent in that skill.
Direct Supervision can be provided by the Workplace Supervisor or another suitable qualified employee. In reality the individual will be moving from Direct to General Supervision on a regular basis as they become competent in additional skills.

4.0   GENERAL SUPERVISION

General Supervision is a stage that apprentices or trainees enter as they gain skills that allow them to function more independently of Direct Supervision. They will be moving from Direct to General Supervision in respect of different skills as they train in and become competent in those skills.
To work under General Supervision, the apprentice or trainee will have had their competence assessed It is expected that they will also have gained enough experience to undertake a task to the same standard as staff qualified in that skill.

Temporary supervision of apprentices, trainees and young person can be undertaken by another mature person outside of their trade or vocation providing the apprentice or young person is only performing tasks in which the apprentice or young person is deemed competent.