All employees who work on a scaffold must be trained by a person qualified to gain adequate knowledge, skills, and abilities (KSAs) to recognize and control and minimize the hazards associated with the type of scaffold used.
The training should also include the following areas, as applicable:
A competent person must train each employee who is involved in erecting, disassembling, moving, operating, repairing, maintaining, or inspecting a scaffold to obtain adequate KSAs to:
It's vitally important that scaffold competent persons have more extensive knowledge of scaffolds, skills related to scaffolds, and abilities gained through on-the-job experience. They should also receive instruction and training in how to conduct scaffold training, inspections, and evaluations.
A competent person is defined as one who:
The competent person(s) should receive additional training regarding:
|Summary of Training Requirements for Scaffold Users|
|Those who work from scaffolds||Those who erect and dismantle scaffolds|
|Critical Scaffold Issues||
|What They Need to Know||
|Who Can Train Them||
|How Often to Train Them||
Effective training programs don't just happen. They require careful planning, specific learning/training goals and objectives, dedicated instructors, and motivated students. It doesn't matter whether the activity is athletics, academics, or occupational safety and health: the underlying training concepts are the same:
In the next several tabs, we'll take a closer look at these training concepts.
Determine if training is needed. Determine whether a worksite problem can be solved by training. Will training solve the problem or are hazards or engineering problems causing injuries?
Training is most effective when it focuses on what workers need to know to do their jobs safely. Training is especially helpful for inexperienced workers, new workers, and workers unfamiliar with special processes and equipment.
Identify training needs. Establish what the worker is expected to do and identify hazardous tasks. Analyze each task to determine what the worker should learn to do a job safely.
Design learning activities. Learning activities enable workers to demonstrate acquired desired skills and knowledge. The activities should simulate actual job tasks as closely as possible. Learning activities can be group-oriented, with lectures, role playing, and demonstrations. They can also be designed as self-paced activities for individual workers.
Plan the training structure and format. Consider the number, frequency, and length of sessions. Determine instructional techniques and who will do the training.
Make sure the training is well-organized and has clearly defined objectives. Give workers an overview of what they’ll learn. Relate training materials to tasks and jobs.
To make sure workers gain the necessary skills to work safely, OSHA expects you to include hands-on practice during the training. Reinforce learning by summarizing objectives and key concepts. Be sure to let workers participate in discussions and ask questions. Finally, administer written exams to best test individual knowledge of the topics being taught.
How do you know training is accomplishing your objectives? Develop a plan to objectively evaluate training effectiveness. To do that, focus on what workers and supervisors "think" about the training, not how they "feel" because feelings are subjective. Examples of questions to ask and statistics to analyze to objectively determine the effectiveness of training include:
Collect and evaluate feedback from workers, supervisors, and others affected by the training. When you’re sifting through what people had to say about the training, consider these questions:
Site management personnel should also be familiar with correct scaffolding procedures so they can better determine needs and identify deficiencies.
If the employer believes an employee lacks the skill or understanding needed for safe work involving the erection, use or dismantling of scaffolds, the employer should retrain each the employee so that the required proficiency is regained.
Retraining is required in at least the following situations:
If, after an evaluation of circumstances, it is determined that a worker has completed required training, been given the physical resources and support to work safely, and intentionally violates a safety rule, practice, or procedure, it may be more appropriate to administer progressive discipline rather than retraining.