Self Assessment

1. Person-centred supports

Person-centred support & care is embedded in our mission to ensure our staff treat our participants the way they would like to be treated, giving participants the freedom to make their own delivery choices and access their preferred health services. Strong connections between people and their community ensure participants enjoy greater safety, independence and an enhanced quality of life while on outings. We help with community integration by taking part in events and assisting participants to be active, willing participants in society. Participants are informed of their rights; including feedback and complaints, their right to be abuse free, their right to respect and dignity and the freedom to choose services available to them. Participants are fully informed of their rights and provide written information detailing the above information and a copy of the participants charter of rights. This outlines the complaint handling process, our freedom from abuse policies and staff training provided. We maintain effective partnerships ensuring participants are offered ongoing input into their plans. Discussions with participants build on shared priorities and we adjust plans to meet participant’s individual needs and goals. Our team maintains contact with participants and their representatives ensuring correct involvement levels. Participant handbook is also provided to participants upon engagement with our services.

2. Individual Values and Beliefs

Our primary focus is to ensure all participants are treated with respect and their dignity is upheld at all times. Participant’s life experiences are always valued and respected. We provide support to participants regardless of sex, race, marital status, sexuality, background or cultural beliefs. Our intake assessment process identifies each participant’s individual culture, diversity, values and beliefs. The care plan of each participant is prepared at the direction of the participant to ensure that they are able to access support services that are culturally respectful. Care plans include details of the services the participant is linked to that support and encourage their individual culture, beliefs and values. We ensure appropriate services are offered and referrals are made if necessary. Each participant care plan details how they are to be supported to practice and maintain their culture. We endorse a multi-cultural environment in our workplace and preach the same everywhere we go. We match each of our staff members to the right participant, making sure that each has similar values and beliefs. Our staff are trained during orientation to be sensitive to participant’s needs and how to identify the needs of each participant.

3. Privacy and Dignity

Personal information is collected only for purposes directly related to our services. Consistent policies are in place giving clear guidelines for gathering personal information. Personal information is collected directly from participants or their guardians. Participants are treated as individuals and their personal dignity is regarded as paramount. We have Privacy Procedures ensuring all staff practices are respectful and protect participant’s personal privacy and dignity. New participants are given a clear, understandable explanation of what information we gather and why it’s gathered and stored. Participants complete a checklist that ensures they are aware of their confidentiality rights and our confidentiality policies. New participants give verbal and written consent for the collection of personal information. Participants give verbal and written consent to the collection/storage of audio and/or visual material. Staff handbooks detail our privacy policies and procedures. New staff must sign a privacy/confidentiality agreement. Staff inductions include training on information gathering, what to gather and informing participants of what information has been gathered. Our privacy policy details the process of ensuring participant/staff information is secure. All information we gather is stored securely in lockable filing cabinets in a secure office. Keys held by the Director. Only rostered staff are given access to participant files. Files are stored securely and backed up to cloud storage in case of theft or natural disasters. Digitally stored information is password protected.

4. Independence and Informed Choice

We promote opportunities and support participants to develop decision-making competence while maintaining and reinforcing participant’s rights awareness when making decisions and choices in daily life. Participants assisted to access information, training and support to make their own decisions and choices. This is maintained throughout the entirety of the participant’s participation. Staff ensure participants are encouraged and supported to fulfill their goals. Participants are engaged in their care plans via meetings, case plan reviews, informal reviews and written requests. Discussions held with participants prior to changes being made and changes explained clearly. Information supplied covers choices available and the risks and benefits of each decision. Participants allowed to consider their decisions, seek advice and review the options available. Participants are followed up to confirm choices. Participants encouraged to involve an advocate in assisting them, so the best outcome is achieved. Written approval of advocacy is sought to confirm consent. Handover sessions identify when participants would like a change in service/support/activity. Interagency meetings attended so staff are aware of local supports available. Participant’s rights to sexual experiences, marriage, and to appropriate expressions of sexuality in the context of lawful behaviour are respected.

5. Violence, Abuse, Neglect, Exploitation and Discrimination

We maintain a Zero Tolerance policy toward abuse. Policies are in place to manage allegations, support participants and record outcomes. Policies are built on human rights maximising the empowerment of people with disabilities. Stakeholders are given access to these policies via Participant handbook and service agreement. Participants have the right to have an advocate who will be involved in all participant meetings. Where allegations of abuse, neglect, violence, exploitation or discrimination are made participants are advised to have an advocate. Access to an advocate is facilitated by our staff. Staff provide participants with advocate information and immediately facilitate access if requested. An advocate can be appointed at any time. Recruitment screening prevents potential abuse from staff. WWC checks, qualifications and criminal record checks are verified and kept current throughout employment. Induction training covers Management of Abuse and Discrimination and the staff procedures to be taken when allegations are made. Training is provided to all staff in the use of, and compliance with, our incident management system. Abuse allegations are investigated seriously and immediately. If required disciplinary, criminal and organisational investigations are conducted. Person centred investigations ensure safe contributions from participants. Allegations, outcomes and the actions taken are recorded. Records are reviewed regularly to ensure preventative measures are taken and policies are updated. Investigations and the outcomes are recorded and kept on file for review. Information gathered through complaints, incident reporting and investigations inform improvements to safeguarding practices.

6. Governance and Operational Management

Our organisational chart clearly indicates staff positions and details thus allowing all staff an understanding of staff roles, responsibilities and overseeing managers. Business plan is in place that indicates the company’s goal and perspectives. All relevant legislation and NDIS requirements are incorporated to ensure ongoing compliance. Risk management plans are conducted for every outing and activity that we provide and are assessed annually to monitor effectiveness of risk treatment strategies. A business impact analysis and stakeholder needs are both incorporated into our Business Continuity Plan. Stakeholders provide feedback into the plan by attending fortnightly staff reviews, completing surveys, texting, phoning or completing our complaint/feedback form. Internal and external audits are conducted ensuring all stakeholder needs are incorporated. Continuous Improvement Practices are engaged and incorporated into management processes ensuring efficient and effective workplace practices and improved participant satisfaction. Staff put forward ideas and suggestions for improvements as part of employee suggestion program. Staff receive training, ongoing support and the resources needed to get involved with continuous improvement initiatives. Participants can input into policy development linked to their support via our complaints/feedback processes. Managers are trained in and work towards maintaining a continuous improvement culture and providing positive feedback to staff. Job descriptions are clear and concise. Staff are supported into employment by buddy systems, managerial guidance and employee handbooks. Staff absences are covered by an equally qualified worker. Two staff are introduced to participants on admission to cover staff absence.

7. Risk Management

We work with staff and participants to identify strategies to minimise or eliminate identified risks including developing and implementing service plans to ensure participant safety. Risk management plans are conducted as a way of identifying, analysing, prioritising and treating risks associated with our service (including risks to staff, participants and our organisation). Safe work method statements are prepared following a risk assessment that has identified a task containing an inherent risk. Safe work method statements are also used for training and to ensure tasks are performed consistently. Our risk management system is documented and meets all state and NDIS requirements. To ensure compliance we keep records of: Risk assessments, Hazards that have been reported, WHS consultation meetings with workers, Training conducted internally, Investigations of near misses, incidents, and accidents, People trained in first aid, WHS inspections conducted, Personal protective equipment issued, Emergency evacuation drills conducted, Workplace environmental monitoring, WHS documentation prepared. Our policies in regard to Risk Management include a large number of subsections in other policies, including: Incident Management, Complaints Management, WHS, HR Management, Financial Management, Information management and Governance.

8. Quality Management

Continuous improvement processes constantly improve and maintain our Quality Management System (QMS). We adopt a Plan-Do-Check-Act cycle of continuous improvement; improvements are Planned, Implemented, Evaluated and Actioned. Continuous improvement is supported and maintained by risk reviews, audit findings, complaints/feedback, participant outcomes, service reviews and performance reports. Participant Surveys are used to determine the effectiveness and evaluate the efficiency of our support services. Management review findings so service delivery is constantly evolving and adapting. Procedures are in place to facilitate measurement, monitoring, analysis and improvement processes ensuring our QMS, service delivery processes and outputs conform to customer requirements. The Director carries out policy and plan effectiveness monitoring to determine the need for further action, possible changes and improvements in policy statements and plans, or in actions taken to implement them. Records of management activities are maintained and reviewed in order to ensure legislative requirements are being met. Annual internal audits check that our systems, process and procedures are being followed, working as intended, and are reviewed and amended when necessary. Internal audits check that we are complying with Service Principles and adhering to Quality Standards. Internal audits are conducted objectively and independently in an impartial manner. All other NDIS, Commonwealth and state legislative requirements are monitored by subscribing to industry newsletters and email updates on legislation changes.

9. Information Management

Upon signing up, information storage is explained to participants. We carefully explain why information is collected, how it’s used and the reasons for sharing (including government and federal requirements). Consent to Share Information form is completed prior to information collection. All forms including consent form are stored on participants’ files. Participant handbooks outline how participants may request their information and how we store, use and share participant information. Documentation is stored securely and not publicly accessible. Only approved staff can access information and must sign each file out. Electronic files have secure access and are password protected. Files are backed up to an IT Server in case of theft or natural disasters. We only collect data relevant to each participant’s support requirements. Files are periodically reviewed to ensure information that’s no longer relevant and without future relevance is culled. Hard copy information will be locked away in a filing cabinet. Participant records are managed to meet privacy and confidentiality requirements. Information is retained for seven years. Consent is obtained from the participant to store and use their information for support purposes. Records are maintained in the participant’s file. Participants are advised both in writing and verbally that they are able to withdraw consent or amend their information at any time.

10. Feedback and Complaints Management

Participants are given feedback and complaint form to officially submit their feedback or complaint to Management. Participants contacted within 24hrs to arrange a resolution appointment. Complaint and Feedback are taken seriously, reviewed and addressed in Management meetings. Resolutions are passed and the changes/improvements are implemented immediately. Staff are notified in their monthly catch up with management of the changes. Our complaints policy reflects relevant legislation, standards and sector policy, and complies with NDIS Complaints and Management Resolution Rules 2018. We provide a safe environment for participants to make a complaint. There are no negative consequences or retribution for any person who makes a complaint. We make sure the participant’s views are respected, they are treated fairly, they are informed as the complaint is dealt with, and are involved in the resolution process. Anyone making a complaint is supported in a way which reflects their individual, cultural and linguistic needs to assist them to understand and participate in the complaint handling process. Participants have the opportunity to have an advocate to assist or represent them during the process. Staff are trained in complaint handling during orientation and demonstrate understanding and capacity to implement complaint handling procedures. Complaints are collected in a manner that protects privacy and respects confidentiality. We ensure fair and timely resolution of complaints. We keep record and analyses trends from complaints to drive organisational policy development and continuous improvement. We support participants to participate in the review and development of our complaint policy and report outcomes to them and their advocates.

11. Incident Management

All participants are given an information pack when commencing with our organisation. This pack contains information on our incident management policy and procedure and is written in a clear and concise manner. On intake staff verbally discuss with participants our Incident management policy and procedure and how they directly relate to the participant. Internal controls are adjusted if required to avoid similar incidents in the future. All cases are reviewed, and the handling of the cases and eventual outcomes are evaluated in order to revise Incident Management policy. The Incident Management System we use for collecting and collating data about accidents, incidents, hazards, near-misses, quality deficiencies, complaints and necessary improvements is relevant to the quantity of supports offered and the size of our organisation. The basis of our incident management system is a cycle of self-improvement that involves planning, checking and acting to improve and standardise. Staff are given a staff handbook on employment in which a copy of our Incident Management policy and procedures are copied. Orientation for all staff includes a complete run through of the procedures involved when an incident occurs. Staff compliance is monitored, and ongoing training is given to all staff in order to ensure incidents are managed effectively. Staff and participants feedback is sought both, verbally and electronically, and incorporated into the revision of our Incident Management policy. Continuous Improvement processes are apparent in our Incident Management policy.

12. Human Resource Management

We believe the quality of participant care is directly related to the experience of the staff working with them. We tailor staff training to care management to meet participant’s individual situations, unique needs and goals. Workshops are conducted periodically. We reflect Equal Employment Opportunity, antidiscrimination, and affirmative action policies in all staffing matters including job advertising. Applicants must provide a current resume detailing experience and references. Successful applicants undergo pre-employment screening: including qualification, experience, criminal history and WWC checks. All of which are kept on file (digital/hardcopy). New employees must complete the compulsory NDIS Worker Orientation Module prior to rostering which covers human rights, respect and risk, and the roles and responsibilities of NDIS workers. During orientation staff receive a Handbook outlining our policies. Staff sign an induction checklist on completion confirming they understood the information provided. Newly inducted staff work via Buddy system to acquire on-the-job training to improve their care techniques. Staff have access to the resources required to undertake their role. Staff are given performance feedback, skill training and support in meeting job requirements. Staff training plans ensure mandatory training is completed and required training is arranged. Performance appraisals assess individual performance and identify training and development needs. They’re conducted annually forming part of monthly supervision and are followed-up to ensure objectives are completed. Staff are provided with supervision reports and may request reviews at any time.

13. Continuity of Supports

Participants and their guardians are involved in preparing their care plan, including their required supports. Participants are able to dictate their specific needs and preferences and choose the appropriate supports for them. Participants preferences are documented and provided to the staff working with them. We review and update participant preferences regularly to reflect current preferences as conditions change over time. Staff complete a written handover at the end of their shift which relays the shifts details and other relevant information to the next staff member working. All details of the shift are documented in the participant’s files. Rostered staff are able to access participants care plans in the participant communication book. Hard copy files kept locked in our office. In order to ensure continuity of care to all participants and avoid interruptions we record all participant bookings digitally. Staff unable to work must contact their manager immediately. Manager then contacts other qualified staff to find a replacement. If possible, replacement staff will have worked with the participant previously. Only participant approved staff are offered the shift. Replacement is made aware of the participant’s needs and other responsibilities. Participants advised ASAP of replacement staff and feedback is gathered. Alternative arrangements are explained to the participant and the participant’s agreement is sought to ensure they are completely aware of the changes. Our Risk Management Policy clearly defines who is responsible for an emergency situation and sets clear roles and responsibilities for action. This Policy is reviewed annually to ensure emergency procedures are as efficient as possible.

13A. Emergency and disaster management

Our emergency and disaster management includes planning that ensures that the risks to the health, safety and wellbeing of participants that may arise in an emergency or disaster are considered and mitigated, and ensures the continuity of supports critical to the health, safety and wellbeing of participants in an emergency or disaster. There are policies and procedures are in place and will be implemented to be in compliance with this indicator of NDIS. Proper, routine and effective risks assessments processes will be rolled out and in place to outline any emergency scenario to address mitigation plan. There will be  Measures are in place to enable continuity of supports that are critical to the safety, health and wellbeing of each participant before, during and after an emergency or disaster. The measures include planning for each of the following:  preparing for, and responding to, the emergency or disaster; making changes to participant supports; adapting, and rapidly responding, to changes to participant supports and to other interruptions; communicating changes to participant supports to workers and to participants and their support networks.

14. Access to Supports

Our participants are given a Participant Handbook that details our support requirements and the reasons why our supports could be withdrawn. This information is also discussed with the participant at their intake interview. Our services are customised to meet participant’s personal needs. We give utmost importance to participant’s preferences and wishes. We are devoted to meeting the unique demands of every participant through a variety of services. We have clearly defined processes which follow the General Principles for disability supports (NDIS Act) for participants to access our services. Our focus is on each and every participant and we ensure their needs are closely examined and fulfilled. We create a safe and comfortable environment for participants who wish to have an advocate assist them. We match a perfect staff member according to their skills, qualifications, and approaches that align with the needs of the individual participant. Every service has a different price and the final price will be decided after the assessment of the needs of the participant. We provide participants with personalised quotes according to the combination of services they need. All participants care plans are monitored and reviewed annually to ensure their needs are being met. If not, the plans are immediately adjusted in accordance with their wishes. No participant is ever denied or withdrawn from a service solely due to a dignity of risk choice. Participants are able to access our website on which detailed information on all of our supports and services can be found.

15. Support Planning

On intake participants consent to the development of their support plan. Participants are informed of who is involved in the assessment and development of their support plan. A strength-based approach is used when compiling the plan ensuring it draws on the participant’s strengths and assets. A participant’s personal resources, abilities, skills, knowledge and potential are accounted for including their social network and its resources, abilities and skills. Included are both long term and short-term goals which are formulated with and agreed upon by the participant. A range of sources are used to gather the required information. These include advocates, doctors, councillors, family members and government agencies. Participants are asked to sign a consent form detailing which parties are to be informed of the support plan. Consent forms are held on file (digital and hard copy). Participants are involved in the risk management process of the support plan. The risks are discussed, and consequences explained so participants are able to be part of the risk assessment stage of plan formulation. If risks are not adequately addressed, we discuss this with the participant to address the risks. Changes are then made to attend to the newly detected risks. Annual reviews are conducted with participants to discuss the risk management strategies in place and their effectiveness. Risk Management policies are reviewed regularly. All relevant legislation and NDIS requirements are kept up to date. All participants support plans are reviewed in collaboration with the participant. If needs or circumstances change unexpectedly a Support Plan review is arranged so the participant can express how the changes affect the plan. Modifications are made to plans to reflect any goal changes or gaps in desired outcomes. The progress of participants meeting their goals and outcomes is reviewed.

16. Service Agreements with Participants

Our range of services and supports available at is discussed with the participant on intake to establish the participant’s expectations and explain the supports available. Participants are provided with a handbook which outlines our mission, vision and services. Discussions are had with participants regarding the supports to be delivered and any conditions attached to the support provision. Information on the offered supports is also detailed on our website. Communication with the participant is adjusted accordingly to ensure the participant is fully able to understand their service agreement and the conditions surrounding each service provision. Interpreters, advocates and apps are used to assist understanding if needed. On intake each participant is involved in the creation of their care plan which is immediately typed up. Two copies are printed at the conclusion of the meeting. Participants are asked to read over and sign the documents. Participants are provided with one of the copies whilst the other copy is retained in the participant’s case file. If the participant declines the case plan, then they are asked to sign a declaration form which indicates that they were offered a copy of their care plan and declined. This form is then kept in the participants file.

17. Responsive Support Provision

Our care priorities are as follows:

• Respecting the wishes of the individual,
• Allowing our participants to make informed choices,
• Providing flexibility, to incorporate the diverse needs of different people,
• Improving the quality of care through regular feedback and quality checks,
• Providing the right services at the right time for participants to gain greater control over their lives.

We use contemporary evidence informed practices in our decision-making process that incorporates: Research evidence, Practitioner wisdom and experience, Family experience and insights.

These practices are conducted in the least intrusive fashion in order to assist the participant to meet their desired outcomes. Participants dictate their needs and preferences for services on intake and these needs are used to arrange appropriate supports for the participant. Consent is obtained for the participant on intake for us to collaborate with other service providers and government agencies and share information to develop links to assist the participant. Participants preferences for support staff are documented in their case file during their intake interview. We make every attempt to ensure that all participants are given their preferred gender of staff member and that all other participant preferences are addressed if possible. Staff are made aware of participants needs and preferences and adhere to any reasonable requests made by the participant in regard to support. Staff members working with a participant with specific needs in which daily monitoring and support is required are given the appropriate training and support in order to assist the participant safely and sufficiently.

18. Transitions to or from a provider

We ensure each participant, who is transitioning into or out of our services, receives transition planning services that reflect the participant’s choices (where possible). Transition is planned in advance through an interagency approach and allows the continuation of existing skills by maintaining levels of independence and community participation in other support services whilst in the process of transitioning. All decisions made during the transition planning stage are to be recorded in the Transition Plan. A risk assessment is conducted when arranging transition and one is included in every transition plan. This is done to ensure all potential risks are identified, documented and responses are in place to deal with each identified risk. Staff have read our Transition Policy and are aware of the difficulties and how to manage them when transition occurs. We ensure all documentation (plus copies of case file) are transferred with the participant to the new service. Staff outline the transition processes to participants verbally and clearly detail what a participant should expect when transitioning. Our Participant Transition Policies and Procedures are reviewed annually and any adjustments to the policies are made where needed.

19. Safe Environment

All participants are given a name and description of the staff member who will be working with them, so they are easily recognisable. Staff are required to carry identification at all times. Prior to commencement of support services that are to be delivered in public or in a participant own home, a detailed safety review is undertaken by our staff coordinator of the location or premises and a Risk Assessment is conducted. This is done to ensure that all staff and participants are provided with safe support. To ensure the continuing health and safety of staff and volunteers whilst working for us, our management team implements the standard risk management methods of identification, assessment and control. The Risk checklist enables identification of potential hazards and control procedures to reduce the risk of workplace injury and illness in the workplaces. The checklist is used at least annually in each workplace visited by our staff. Staff are expected to report and document all participant and staff injuries in the workplace and report any hazards in the workplace that may result in an injury. We encourage our employees to discuss and resolve work-related issues. All conflicts are documented and managed proactively. Staff and participants voices are heard, and conflicts are resolved amicably. Formal mechanisms help staff resolve differences and prohibit retaliation against staff who raise concerns. Our policies are clear and consistent, and resolution rationales for decisions are transparent.

20. Participant Money and Property

We have clear policies and procedures regarding Participant money and property. Processes that ensure the participants finances are self-managed, protected and accounted for are in place and these policies are reviewed annually. Participants are in full control of their finances and property and staff are not able to access any of our participant’s finances. The level of financial support (if any) given to a participant when on outings is determined by the participant and their advocates at intake. The participant is required to give consent for this information to be included in their care plan. Each participant has the right to own and use personal possessions and all care is taken to protect those possessions when on outings however no responsibility is taken if these items are lost, stolen or damaged. Each participant shall have a documented inventory of valuable or personally significant items taken out with them. When/if staff handling participant’s money, a Cash Reconciliation form must be completed and a copy of receipt to be provided to the staff and office. Participants are made aware of our staff Code of Conduct in relation to participant’s money, gifts and financial agreements. No financial advice is given to participants by any of our staff, managers or volunteers. If a participant requires financial advice a referral is made to a qualified financial adviser by management to ensure the participant is given the correct information.

21A. Mealtime Management

Our team ensures that participant requiring mealtime management receives meals that are nutritious, and of a texture that is appropriate to their individual needs, and appropriately planned, and prepared in an environment and manner that meets their individual needs and preferences, and delivered in a way that is appropriate to their individual needs and ensures that the meals are enjoyable. There are policies, procedures and forms developed, in place and will be implemented to ensure participant requiring mealtime management receives meals that are nutritious, and of a texture that is appropriate to their individual needs, and appropriately planned, and prepared in an environment and manner that meets their individual needs and preferences. Mealtime management plan will be provided for each participant requires mealtime management. Each participant requiring mealtime management has their individual mealtime management needs assessed by appropriately qualified health practitioners. Procedures are in place for workers to prepare and provide texture modified foods and fluids in accordance with mealtime management plans for participants and to check that meals for participants are of the correct texture, as identified in the plans. Meals that may be provided to participants requiring mealtime management are stored safely and in accordance with health standards, can be easily identified as meals to be provided to particular participants and can be differentiated from meals not to be provided to particular participants.

21. Management of medication

Our team ensures that all medication is checked for the correct person, the correct dosage, timeframe, method of delivery and the medication expiry date. Medication information must be sighted and signed by participant. We encourage participants and their guardians to be active participants in identification, to express concerns about safety, and to ask questions about the correctness of their care. It is the primary responsibility of all staff to check the identity of participants and match the correct participants with the correct care, every time. Staff must use ensure 7 rights of medication administration is checked. Staff use active communication whenever possible and ask the participant to state their full name and date of birth. Staff know of and use non-verbal approaches for identifying nonverbal or deaf patients. Staff assisting participants to manage their medication are trained in medication procedures, comply with legislative requirements and take due care and diligence. We have clear policies to follow if there is an incident, overdose or anaphylaxis reaction. Prior to administering medication independently, staff are provided with our medication procedure, participate in on-site inductions and observe the practice of our qualified staff. Medications managed by us are held in a secure location and labelled in Webster Packs for easy identification. Staff keep medication storage secure and restrict access to unauthorised individuals.

22. Management of Waste

We have policies and procedures in place for the correct management of all waste generated. These policies meet all of the guidelines covered by The Environmental Protection Authority (EPA) and The National Health and Medical Research Council (NHMRC). Our environment uses signage to warn staff, participants and visitors including Chemical Storage, Hazardous Material and Infectious Substances. Waste is clearly marked with recycle, medical, sharps and general. Waste is removed from clinical areas at least three times each day and more frequently as needed. Waste bags are tied before removing from the area. All waste is to be stored in a secure area until collected by a waste disposal companies licensed with the EPA. Clinical waste is disposed in biohazard bags as soon as possible. Biohazard bags have a biohazard symbol and are coloured yellow. Protective and Preventative equipment is available including gloves, aprons, masks, caps and shoe covers. Risk identification is undertaken by gathering information about hazards likely to cause injury or ill health by using the Environment Assessment Checklist. This is used annually in each workplace operated by us. Staff complete an inspection checklist which is returned to the management team for action to be taken and noted. For all process using hazardous substances a risk assessment is performed and recorded. Management team is responsible for keeping the hazardous and infectious waste register and relevant SDS’s up-to-date and completing regular risk assessments. Staff are trained in the storage and disposal of waste, infectious and hazardous substances. Staff are also trained to handle body fluids, infectious materials and hazards substances.