There is a wealth of information that can be found here. If you still have questions or you would like to book a course place please 
.
Woodward – A NEBOSH Gold Learning Partner
Our Learning Partner Status
I’m proud to be able to announce that Woodward SHE Ltd has been awarded NEBOSH Gold Learning Partner status.
This is the highest possible status available in the NEBOSH Learning Partner Programme, which was launched at the start of September.
We are the only NEBOSH course provider in Cumbria to achieve Gold within the Programme.
I’d like to take this opportunity to thank our team of tutors and office staff for all their hard work and dedication over the years, which has been recognised by this award.
NEBOSH Learning Partner Programme
Great learning experiences equip learners to make a positive difference to health, safety and the environment in the workplace. That’s why NEBOSH is committed to ensuring that their qualifications and courses offer the best learner experience by putting the needs of the learner first.
To achieve this aim, NEBOSH have just launched the NEBOSH Learning Partner Programme. It recognises those Learning Partners that provide learners with the best possible learning experience.
All NEBOSH Learning Partners have now been classified based on their performance against the programme’s principles which are:
- Ensure all learners understand what is expected of them and what they can expect from their Learning Provider.
- Create a learning environment that is engaging and encourages interaction that is appropriate for the course and type of delivery.
- Provide accurate course materials and continually update and improve them.
- Ensure tutors are qualified, knowledgeable, competent and engaging.
- Give learners feedback on their progress and provide appropriate support.
- Review course delivery and learner feedback and action as necessary.
NEBOSH chose these principles because they represent global best practice in the provision of course tuition and support.
Learning Partner Status
Learning Partners can be identified as follows:
- Gold – greatly exceeds the programme’s principles
- Silver – exceeds the programme’s principles
- Bronze – meets the programme’s principles
Further information can be found on the NEBOSH website here:
https://www.nebosh.org.uk/our-news-and-events/our-news/learning-partner-programme/
Woodward Alumni Newsletter – Spring/Summer 2019
Woodward Alumni Newsletter Published.
We have now published the Spring / Summer 2019 edition of “SafetyNet”, our Woodward Alumni Newsletter.
The newsletter can be downloaded here or by copying the following link into your web-browser:
https://www.woodward-group.co.uk/wp-content/uploads/2019/08/13.1-Alumni-Newsletter-Summer-2019.pdf
We hope it will be of interest to you.
Finalist in the In-Cumbria Business Awards 2019
The shortlist for the In-Cumbria Business Awards 2019 has been revealed this morning.
We are really proud to be able to reveal that Woodward SHE Ltd has been announced as one of the three finalists in the Best Family Business category.
Luke Dicicco, editor of in-Cumbria magazine and group business editor for Newsquest Cumbria, said: “Yet again, me and the in-Cumbria team have been overwhelmed by both the quantity, but most important of all, the quality of entries this year. Businesses from across the entire county have yet again done themselves proud.”
Profiles of each of the finalists appear in this month’s edition of in-Cumbria magazine, out today. The magazine can be downloaded from here: https://www.in-cumbria.com/magazines/
Further information about the In-Cumbria Business Awards 2019 can be found here:
https://www.in-cumbria.com/news/17742599.in-cumbria-business-awards-2019-shortlist-revealed/
Top tips for passing your peer review interview
The peer review interview (PRI) is the final part of IOSH’s Initial Professional Development process to become a Chartered Member of IOSH.
Once members have completed the elements successfully, such as a skills development portfolio, open assessment and/or a CPD audit, they will be invited to book a PRI.
Here are a number of useful tips to think about when preparing for your interview:
- It’s important to remember that the panel of interviewers want to know about you. Quite often, members use “we” – meaning “my organisation”. Be mindful that the interview seeks to bring together the learning and development that YOU have completed on YOUR journey through the IPD process.
- Prepare well. It might sound obvious, but make sure you can confidently talk about your route to PRI – whether that’s being able to tease out information from your CPD entries, or by talking through your skills development portfolio.
- The interview will start with a 10-minute presentation from you about your career history, qualifications, achievements and current responsibilities. Don’t be afraid to include your career aspirations and any future plans you may have. Also, while 10 minutes is a rough guide in terms of time, please be mindful that a 20-minute presentation could have a knock-on effect on others who are there for interview, so please be respectful.
- Keep in mind that there are no trick interview questions. All the panel want to know, and want you to demonstrate, is that you hold the underlying knowledge required of a Chartered Member.
IOSH’s Staffordshire Branch recently recorded a mock PRI designed to familiarise IOSH members with the process and boost their confidence.
In this film, Mark James, Chair of the Branch, plays the part of an interviewee and is joined by IOSH Vice President Jonathan Hughes and a panel of OSH experts to show members what they can expect in a PRI.
The video is a useful resource for IOSH members interested in learning more and preparing for their own PRIs.
Watch it below:
For more details about the IOSH IPD process, please contact IOSH directly at membership@iosh.com
[This article is taken from here https://exclusive.iosh.com/more/news-listing/top-tips-for-passing-your-peer-review-interview/ ]
New NEBOSH training venue launched in Rosyth
We are pleased to be able to announce the launch of our new NEBOSH certificate training venue in Rosyth, which is the Rosyth Business Centre at 16 Cromarty Campus, Rosyth, Dunfermline, KY11 2WX.
From this September we will be offering the following NEBOSH certificate courses at the Rosyth Business Centre :
- NEBOSH National General Certificate In Occupational Safety And Health
- NEBOSH International General Certificate in Occupational Safety and Health (Conversion)
- NEBOSH National Certificate in Construction Safety and Health
- NEBOSH Fire Safety and Risk Management Certificate
- NEBOSH National Certificate in Environmental Management
Our Rosyth venue is ideally placed for both MOD Service Leavers undertaking resettlement training and for commercial course delegates to travel to from Rosyth, Edinburgh, Stirling and Perth.
In-Cumbria Magazine – My Big Break
In-Cumbria Magazine – My Big Break
Tom Duggan, our Founder and Managing Director, has been featured on Page 44 of the May 2019 edition of In-Cumbria Magazine.
You can access the current edition of In-Cumbria magazine on the In-Cumbria website here: https://www.in-cumbria.com/magazines/ or by clicking on the image below:
Or you can download the article in full by clicking on this link https://www.woodward-group.co.uk/wp-content/uploads/2019/05/My-Big-Break-Tom-Duggan.pdf or by clicking on the image below:
Ten Tips to help organisations talk about mental health
Research by the UK Health and Safety Executive (HSE) suggests one in four people in the UK will have mental ill-health at some point and that prolonged work-related stress can lead to both physical and psychological damage, including anxiety and depression.
Whether work is causing the health issue or aggravating it, organisations in many countries have a legal responsibility to help their workers.
However, talking about mental health with colleagues can be challenging. Many people with mental ill-health can face stigma and prejudice, and so fear the consequences of talking about it. As a result, workers may not seek or receive the support they need.
It is important to know that people with mental ill-health can and do work; most are in employment and the organisation employing them will not necessarily be aware of any mental ill-health symptoms or experiences.
IOSH’s Managing Occupational Health and Wellbeing course, designed to create healthier and more productive places of work, recommends that one way of improving mental ill-health within the workplace can come from managers having a conversation with a team member on a one-to-one basis.
Some key ways in which organisations can talk about mental health with their workers on a one-to-one basis include:
1. Choosing an appropriate place. This should be somewhere private and quiet. The person needs to be in an environment that will put them at ease – this could be somewhere at work or a neutral place outside of work.
2. Encourage people to talk. It can be difficult to talk about mental health. Asking simple open questions and letting people speak about their issues in their own words will help. Ask what they think may be causing their feelings, how it affects their life and their ability to work, and what support they are getting or need.
3. Don’t make assumptions. The person may not need help or may feel they are able to manage the mental ill-health symptoms themselves. They may just need support every now and again when they are going through a difficult period.
4. Listen to workers and respond flexibly. Make sure that the person, and not their problem, is the focus. Adapt the support to suit them and make sure that they are involved in finding solutions to any work-related difficulties they have. Being aware of different types of workplace adjustments that you could offer before you have conversations will enable you to offer suggestions.
5. Be honest and clear. If there are concerns about high absence levels or low performance, these need to be addressed at an early stage.
6. Ensure confidentiality. Workers need to feel that anything they say will be kept as confidential as possible and in accordance with any data protection laws. Ask them if you can share the information with specific people, e.g. Human Resources (HR), and make sure you get their agreement to do so.
7. Develop an action plan. An individual plan can help to identify a worker’s mental ill-health, what their triggers are, possible impacts on work, who to contact in a crisis and what support they need. The plan also needs to specify review dates so that any support measures put in place can be monitored to see if they are working.
8. Encourage workers to seek advice and support. A person should be encouraged to seek help themselves if they haven’t already. Many organisations have employee/worker assistance programmes (EAP) that can offer counselling, or helplines.
9. Seek advice and support yourself. If you feel unable to support the employee or need advice on how to help, seek advice from HR or occupational health.
10. Reassure workers. Remember that people may not want to talk straight away. If they don’t, it’s important to let them know what support is available and that whenever they feel able to talk, you will make sure that they get the support they need.
The benefits of promoting a mental wellbeing strategy at work are improved commitment to the organisation and improved work performance, as well as reduced sickness absence and presenteeism.
IOSH’s Managing Occupational Health and Wellbeing course provides practical advice and tools for managers, helping them understand why it is important to manage fluctuations in workers’ health, what the causes of ill-health can be and how to recognise when employees may be unwell.
[This article was originally published by IOSH here: https://exclusive.iosh.com/more/news-listing/ten-tips-for-how-organisations-can-talk-about-mental-health-with-workers/ ]
Winning work with Sellafield Ltd !
Woodward delivered our first closed / in-house training course for Sellafield [then BNFL] delegates at Summergrove in 1995 and we have worked closely with Sellafield ever since.
We are looking forward to being able to continue this relationship through the LINC with Sellafield Ltd scheme.
Employers ask for NEBOSH
Employers ask for NEBOSH
Nearly nine in ten employers (87%) ask for a NEBOSH qualification when recruiting to a health and safety position, according to the latest research.
In a recent review of 100 health, safety, environmental, fire and CDM vacancies listed with SHP4Jobs, 87 adverts asked for applicants to hold a NEBOSH qualification.
The NEBOSH National General Certificate – the ‘go to’ foundation qualification for people aspiring to a career in health and safety – was the most popular requirement. It was closely followed by NEBOSH’s National Diploma in Occupational Health and Safety and the NEBOSH Certificate in Construction Health and Safety.
Of those vacancies that did not specify a NEBOSH qualification, 62% asked for membership of a professional body – such as IEMA and IOSH – for which a NEBOSH qualification can meet all or part of the membership criteria.
With vacancies ranging from SHE Coordinator and Health & Safety Advisor to Head of Health & Safety, the research illustrates how NEBOSH qualifications are considered to be indicators of competence at any stage of a practitioner’s career.
Dee Arp, NEBOSH Director of Technical Standards, said “NEBOSH works closely with employers to develop qualifications that give learners the relevant skills they need to work in all kinds of workplaces. This research is a positive endorsement of the work we do in helping to develop competent practitioners that employers want and value; together we are keeping our friends, families and colleagues even safer when they go to work each day.”
The SHP4Jobs website now also gives you the ability to filter your job search by NEBOSH qualification level – Certificate or Diploma.
* The research reviewed 100 nationally advertised health and safety positions in the UK on 22 January 2019.
Find our more about our NEBOSH Certificate and NEBOSH Diploma courses range here: https://www.woodward-group.co.uk/courses-overview