An assessment becomes useful when its findings lead to changes in the workplace. A clear action plan describes the problem, the proposed control, who will arrange it and how the business will check the result.
Choose a control that addresses the exposure
For physical hazards, WorkSafe’s general hierarchy starts with elimination. Where elimination is not reasonably practicable, it ranks controls such as substitution, isolation and engineering above administrative measures and personal protective equipment. Particular hazards can have specific control requirements. Read the hierarchy of control.
For psychosocial hazards, employers must consider elimination first and otherwise reduce risks so far as reasonably practicable. Relevant changes include how work is managed, the equipment used, work systems, work design and the environment. Information, instruction or training alone is permitted only where those other measures are not reasonably practicable; it must not be the predominant control in a combination. Read the psychosocial control requirements.
Write an action someone can carry out
Compare “improve workload” with this illustrative action:
The operations manager will review the Friday roster with the team, identify tasks that can be removed or rescheduled, and arrange coverage for the busiest period. After implementation, the team will discuss whether the new arrangement allows essential tasks and breaks to be completed.
The second version names an owner, a change and a way to check the result. Set a due date appropriate to the risk and record any immediate protective steps needed while the lasting change is arranged.
Separate implementation from effectiveness
A purchase receipt can show that equipment was bought. It does not show whether workers can use it safely, whether it fits the task or whether exposure has reduced.
For each action, decide what evidence will answer two questions:
- Has the planned change happened?
- Is the change working under actual conditions?
Evidence might include an observation, a maintenance check, worker feedback or a comparison with the conditions recorded before the change. Choose the evidence to match the action.
Keep the decision understandable
Document why the control was selected, what alternatives were considered and what remains unresolved. Ask affected workers whether the proposed change is usable and whether it could create another problem.
In Averto, give each action an owner and due date, then record implementation evidence and an effectiveness review. If the control is not working, update the plan and address the remaining risk.
The example and suggested action fields are practical planning suggestions. Control selection must reflect the workplace and applicable duties.