Evaluation of the prevention policy
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The prevention policy is not static. The working methods, work organisation and working conditions evolve over time.
The preventive measures must therefore be re-examined when any change occurs that may affect the exposure of workers to psychosocial risks at work.
The employer must also evaluate the preventive measures at least once a year.
He performs this evaluation with the Prevention Advisor for psychosocial aspects:
- if this counsellor belongs to the internal service for prevention and protection at work;
- if this counsellor belongs to the external service for prevention and protection at work and the complexity of the evaluation requires it.
This evaluation takes account of:
- all the requests for a risk analysis of specific work situations;
- all the formal requests for psychosocial intervention;
- the information sent by the Prevention Advisor-occupational physician;
- the facts recorded in the register of third party facts;
- the statistical data on psychosocial risks, contained in the annual report of the internal service for prevention and protection at work;
- the informal requests for psychosocial intervention handled by the confidential counsellor and the Prevention Advisor for psychosocial aspects.
For this last point, the Prevention Advisor must draw conclusions from psychosocial incidents that are repeated and have been the subject of informal psychosocial interventions by themselves or by the confidential counsellor. The Prevention Advisor for psychosocial aspects sends these conclusions to the employer at least once a year in an aggregated and anonymous form. To allow the Prevention Advisor for psychosocial aspects to carry out this task, the confidential counsellor must send them the data on incidents that have been repeated and that they have dealt with, in writing at least once a year.
The employer sends the results of this evaluation to the Committee and asks for their advice on the collective prevention measures that will result from this.
- Firstly, with the prevention advisor of the internal and/or external service for prevention and protection at work.
- Secondly, with the competent regional directorate for Supervision of Well-being at Work.
- Questions on the interpretation of the legislation: in writing to the Directorate-General for Humanisation of Labour.