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COMPETENCE, AWARENESS AND TRAINING PROCEDURE

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Table of Contents
1. Introduction
 - 1.1 Purpose and Scope
- 1.2 Objectives

2. Responsibilities
- 2.1 Environmental Management Representative
- 2.2 Departmental Managers
- 2.3 Employees

3. Competence Assessment
- 3.1 Identifying Competence Needs
- 3.1.1 Defining Competence Requirements
- 3.1.2 Identifying Relevant Environmental Aspects and Impacts
- 3.2 Competence Assessment Methods
- 3.2.1 Competency Frameworks
- 3.2.2 Training Needs Analysis
- 3.2.3 Job Descriptions
- 3.3 Competence Gap Analysis
- 3.3.1 Identifying Skill Gaps
- 3.3.2 Prioritizing Competence Needs

4. Competence Development
- 4.1 Training and Development Plan
- 4.1.1 Developing a Training Plan
- 4.1.2 Setting Training Objectives
- 4.2 Training Delivery
- 4.2.1 In-House Training Programs
- 4.2.2 External Training Providers
- 4.3 Training Records
- 4.3.1 Tracking Employee Training
- 4.3.2 Recordkeeping
- 4.4 Competence Improvement
- 4.4.1 Post-Training Evaluation
- 4.4.2 Continuous Learning

5. Awareness and Communication

- 5.1 Environmental Policy Communication
- 5.1.1 Dissemination of Environmental Policy
- 5.1.2 Ensuring Understanding
- 5.2 Environmental Objectives and Targets
- 5.2.1 Communicating Objectives and Targets
- 5.2.2 Ensuring Understanding
- 5.3 Legal and Regulatory Awareness
- 5.3.1 Identifying Relevant Laws and Regulations
- 5.3.2 Communicating Legal Requirements
- 5.4 Emergency Response and Incident Reporting
- 5.4.1 Raising Awareness
- 5.4.2 Reporting Procedures
- 5.5 Environmental Performance
 - 5.5.1 Communicating Performance Metrics
- 5.5.2 Employee Engagement

6. Performance Evaluation
- 6.1 Competence Assessment
- 6.1.1 Periodic Evaluation of Competence
- 6.1.2 Reassessment of Skill Gaps
- 6.2 Awareness and Training Effectiveness
- 6.2.1 Feedback Mechanisms
- 6.2.2 Continuous Improvement

7. Documentation and Records

- 7.1 Competence Records
- 7.1.1 Employee Competence Profiles
- 7.1.2 Training Records
- 7.2 Awareness Records
- 7.2.1 Records of Awareness Sessions
- 7.2.2 Evidence of Understanding

8. Non-Conformance and Corrective Action

- 8.1 Handling Non-Conformities Related to Competence and Awareness
- 8.2 Corrective Actions and Preventive Measures

9. Review and Revision

- 9.1 Periodic Review of the Procedure
- 9.2 Continuous Improvement

10. Appendices
- 10.1 Competence Matrix Template
- 10.2 Training Plan Template
- 10.3 Training Evaluation Form
- 10.4 Awareness Communication Plan

11. References
- 11.1 List of Relevant ISO 14001 Standards and Documents
- 11.2 Relevant Legal and Regulatory References

12. Glossary
- 12.1 Key Terminology and Definitions

This refined table of contents provides a more structured and organized framework
for your ISO 14001 Competence, Awareness, and Training Procedure. Ensure that
the content within each section is comprehensive and aligns with your organization's
specific requirements and environmental management system. Regularly review and
update the procedure to maintain its effectiveness and compliance with ISO 14001
standards.
1. Introduction
- 1.1 Purpose and Scope
The purpose of this Competence, Awareness, and Training Procedure is to
establish a systematic framework for identifying, assessing, and enhancing the
competence and awareness of personnel within the organization with regards to
environmental management in accordance with ISO 14001:20XX (replace "20XX"
with the relevant year of the ISO 14001 standard in use).

This procedure outlines the processes and responsibilities for:

- Identifying and defining the competence requirements for personnel involved in
activities that have an impact on the organization's environmental performance.
- Establishing and maintaining records of personnel competence and training.
 - Ensuring that all personnel are aware of the environmental policy, relevant
aspects, and their roles and responsibilities in achieving environmental objectives
and targets.
- Implementing training programs to address competency gaps and improve
awareness as necessary.
- Monitoring and measuring the effectiveness of competence and awareness
programs.
- Continual improvement in competence, awareness, and training processes.

- 1.2 Objectives
The objectives of this Competence, Awareness, and Training Procedure are as
follows:
- To ensure that all personnel whose work may have an impact on the
environment possess the necessary competence to perform their tasks effectively
and in compliance with environmental requirements.
- To raise awareness among all personnel regarding the organization's
environmental policy, significant environmental aspects, and the importance of their
roles in achieving environmental objectives and targets.
- To establish a systematic approach for identifying competence requirements,
evaluating current competence levels, and addressing competency gaps through
training and development initiatives.
- To maintain accurate records of personnel competence, training, and awareness
activities.
- To regularly review and improve competence, awareness, and training processes
to enhance environmental performance and compliance with ISO 14001 standards

2. Responsibilities
- 2.1 Environmental Management Representative
- The Environmental Management Representative is responsible for overseeing the
implementation and maintenance of the competence, awareness, and training
program within the organization.
- They are responsible for identifying the competence requirements for various
roles within the organization, ensuring that employees receive the necessary
training, and verifying their competence.
- The Environmental Management Representative also keeps records of training
activities and ensures that these records are readily available for audits and reviews.

- 2.2 Departmental Managers

 - Departmental Managers are responsible for identifying the competence
requirements specific to their departments or teams.
- They work with the Environmental Management Representative to ensure that
employees under their supervision receive appropriate training to meet these
competence requirements.
- Departmental Managers also monitor and assess the competence of their team
members, providing feedback and support as needed.

- 2.3 Employees
- Employees are responsible for actively participating in the competence and
awareness training programs provided by the organization.
- They must attend training sessions, workshops, and awareness programs as
required to enhance their understanding of environmental management practices
and their roles within the system.
- Employees are also encouraged to communicate their training needs and
concerns to their supervisors or the Environmental Management Representative.

3. Competence Assessment
- 3.1 Identifying Competence Needs
- 3.1.1 Defining Competence Requirements
- Purpose: This step aims to establish clear and specific competence requirements
necessary for the effective implementation of the organization's Environmental
Management System (EMS).

- Procedure: To define competence requirements, the organization shall:

- Identify the key roles and functions within the EMS.
- Determine the skills, knowledge, and behaviors needed for each role.
- Consider the environmental aspects and impacts associated with each role.
- Ensure alignment with environmental objectives and legal/regulatory
requirements.

- Output: Documented competence requirements for each relevant position.

- 3.1.2 Identifying Relevant Environmental Aspects and Impacts

- Purpose: This step involves assessing and understanding the environmental
aspects and impacts associated with the organization's activities, products, and
services, as they directly influence the required competencies.

- Procedure: To identify environmental aspects and impacts, the organization

shall:
- Conduct a comprehensive environmental review.
- Evaluate the significance of identified aspects and impacts.
- Determine their influence on the skills and knowledge needed.
 - Output: A list of relevant environmental aspects and impacts for competence
assessment.

- 3.2.1 Competency Frameworks

- Purpose: Competency frameworks provide a structured approach to defining
the skills, knowledge, and behaviors required for each role involved in environmental
management.

- Procedure: To establish competency frameworks, the organization shall:

- Identify core competencies for each role based on competence requirements.
- Define proficiency levels for each competency.
- Link competencies to specific job roles within the EMS.

- Output: Documented competency frameworks for relevant roles.

- 3.2.2 Training Needs Analysis

Purpose: This systematic analysis helps identify gaps between the current
competencies of personnel and the competencies required to fulfill their
environmental management responsibilities.

- Procedure: To conduct a training needs analysis, the organization shall:

- Evaluate the current competencies of personnel against established
competency frameworks.
- Identify gaps in skills, knowledge, and behaviors.
- Prioritize training and development activities.

- Output: A comprehensive training needs assessment report.

- 3.2.3 Job Descriptions

- Purpose: Job descriptions play a vital role in ensuring that environmental
responsibilities and required competencies are clearly defined for each position
within the organization.

- Procedure: To include environmental responsibilities in job descriptions, the

organization shall:
- Incorporate specific environmental tasks and duties.
- Specify the required competencies for each position.
- Update job descriptions as needed to reflect changes in roles or EMS
requirements.

- Output: Updated job descriptions for relevant positions.

- 3.3 Competence Gap Analysis

- 3.3.1 Identifying Skill Gaps
- Purpose: Identifying skill gaps is crucial for understanding where
improvements in competencies are required to meet EMS objectives effectively.

- Procedure: To identify skill gaps, the organization shall:

 - Compare the current competencies of personnel with the documented
competence requirements and competency frameworks.
- Identify areas where gaps exist.

- Output: A list of identified skill gaps.

- 3.3.2 Prioritizing Competence Needs

- Purpose: Prioritization ensures that competence development efforts are
directed toward addressing the most critical areas based on environmental
significance and organizational goals.

- Procedure: To prioritize competence needs, the organization shall:

- Evaluate the significance of skill gaps in relation to environmental aspects and
impacts.
- Consider the organization's environmental objectives and legal/regulatory
requirements.
- Create a prioritized action plan for competence development.

- Output: A prioritized action plan for addressing competence gaps.

This comprehensive ISO 14001 Competence, Awareness, and Training Procedure

outlines the steps and processes involved in assessing competence, identifying
competence needs, and prioritizing actions to bridge competence gaps within the
context of the organization's Environmental Management System.

4. Competence Development:

- 4.1 Training and Development Plan:

- 4.1.1 Developing a Training Plan: Organizations must establish a structured
training and development plan. This plan should outline the specific training needs,
objectives, and priorities based on the roles and responsibilities of employees within
the context of environmental management. It should consider factors such as job
functions, environmental aspects and impacts, legal requirements, and
organizational goals.
- 4.1.2 Setting Training Objectives: Once a training plan is in place, setting clear
and measurable training objectives becomes crucial. These objectives should define
what knowledge and skills employees need to acquire to fulfill their environmental
responsibilities effectively. Objectives help ensure that training programs are focused
and aligned with organizational goals.

- 4.2 Training Delivery:

- 4.2.1 In-House Training Programs: Organizations should design and deliver in-
house training programs that address the specific needs identified in the training
plan. In-house programs may include workshops, seminars, online courses, or other
training formats tailored to the organization's requirements.
- 4.2.2 External Training Providers: In cases where specialized knowledge or
expertise is required, organizations may engage external training providers. These
providers should be carefully selected to ensure that the training content aligns with
the organization's objectives and meets ISO 14001 standards.

- 4.3 Training Records:

- 4.3.1 Tracking Employee Training: To maintain a comprehensive record of
employee training, organizations need to establish a system for tracking training
activities. This includes documenting the training dates, topics covered, instructors,
and attendees. Tracking training also ensures that all employees receive the
necessary training as per the plan.
- 4.3.2 Recordkeeping: Proper recordkeeping is essential for compliance. Records
should be organized and easily accessible, allowing organizations to demonstrate
their commitment to competence development during ISO 14001 audits. Accurate
records also assist in evaluating the effectiveness of training programs and
identifying areas for improvement.

- 4.4 Competence Improvement:

- 4.4.1 Post-Training Evaluation: After employees complete training,
organizations should assess the effectiveness of the training programs. This
evaluation helps determine whether the training objectives were met and if
employees have acquired the necessary competence. It also identifies any gaps or
areas for improvement in future training initiatives.
- 4.4.2 Continuous Learning: ISO 14001 emphasizes the importance of
continuous improvement in environmental management. Therefore, organizations
should promote a culture of continuous learning and competence development
among their employees. This involves encouraging employees to stay updated on
environmental regulations, technologies, and best practices, ensuring they remain
competent in their roles over time.

5. Awareness and Communication

5.1 Environmental Policy Communication

5.1.1 Dissemination of Environmental Policy:

- Responsibility Assignment: Appoint an Environmental Management System (EMS)

manager or coordinator responsible for policy communication.

- Communication Plan: Develop a detailed plan that outlines how the

environmental policy will be effectively disseminated throughout the organization.

- Accessibility: Ensure the environmental policy is readily accessible to all

employees and interested parties. This can be achieved through the company's
intranet, email distribution, physical copies on notice boards, and other appropriate
channels.

5.1.2 Ensuring Understanding:

- Training Materials: Create comprehensive training materials or sessions to

explain the environmental policy, its purpose, and its alignment with the
organization's goals.

- Training Sessions: Conduct periodic training sessions for employees at all levels,
providing opportunities for questions and discussions to ensure that employees
thoroughly understand the policy.

5.2 Environmental Objectives and Targets

5.2.1 Communicating Objectives and Targets:

- Responsibility Assignment: Designate personnel responsible for communicating

environmental objectives and targets. These individuals should understand the
specifics of each target.

- Internal Communication: Share objectives and targets with relevant

departments, teams, and individuals who play a role in achieving them. Utilize
internal communication channels like meetings, emails, and newsletters for
dissemination.

- Documentation: Maintain records of communicated objectives and targets,

including dates and recipients, for accountability and audit purposes.

5.2.2 Ensuring Understanding:

- Objective Relevance: Provide training sessions that elucidate the relevance and
significance of each environmental objective and target to the organization's
sustainability efforts.

- Feedback Mechanism: Establish a feedback mechanism where employees can

ask questions or provide suggestions related to environmental objectives and
targets.

5.3 Legal and Regulatory Awareness

5.3.1 Identifying Relevant Laws and Regulations:

- Legal Expertise: Designate an individual or team with expertise in environmental

laws and regulations to monitor and identify relevant requirements.

- Updates Tracking: Implement a systematic process for tracking changes to laws

and regulations and ensure timely updates within the organization.

5.3.2 Communicating Legal Requirements:

- Information Sharing: Share information about legal requirements with relevant

departments and individuals to ensure compliance.

- Document Accessibility: Maintain easily accessible documents that contain

summaries of legal requirements and obligations.

5.4 Emergency Response and Incident Reporting

5.4.1 Raising Awareness:

- Emergency Communication Plan: Develop a comprehensive emergency response

communication plan outlining roles, responsibilities, and communication channels
during emergencies.

- Training and Drills: Conduct regular training sessions and emergency drills to
familiarize employees with emergency procedures, evacuation routes, and
communication protocols.

5.4.2 Reporting Procedures:

- Incident Reporting System: Establish a clear and well-documented incident

reporting system that outlines how and where employees should report incidents,
near misses, and potential environmental hazards.

- Response Protocols: Train employees on the appropriate response protocols

following incident reporting, including containment measures and notification
procedures.

5.5 Environmental Performance

5.5.1 Communicating Performance Metrics:

- KPI Selection: Identify key performance indicators (KPIs) for environmental

performance, such as energy consumption, waste reduction, and emissions control.

- Regular Reporting: Implement a regular reporting system to share KPIs and

performance data with relevant departments and stakeholders.

- Performance Reviews: Conduct periodic reviews of performance data to assess

progress and identify areas for improvement.

5.5.2 Employee Engagement:

- Involvement Opportunities: Encourage active employee participation in

sustainability initiatives and projects.

- Training and Workshops: Organize training sessions, workshops, or sustainability

forums to engage employees in environmental improvement efforts.

-Feedback Mechanism: Create a feedback mechanism for employees to provide

suggestions and ideas related to environmental performance enhancement.
To maintain the quality and effectiveness of this procedure, conduct regular reviews
and updates as needed to adapt to changing circumstances, regulations, and
organizational goals. Keep records of training activities, awareness campaigns, and
communication efforts to demonstrate compliance with ISO 14001 requirements
during audits and assessments.

6.1 Competence Assessment

6.1.1 Periodic Evaluation of Competence:

1. Identify the roles and positions within the organization that require competence
assessments in environmental matters.

2. Determine the frequency of competence assessments based on the criticality of

the roles and the nature of environmental aspects related to their work.

3. Conduct periodic competence assessments using predefined criteria and

evaluation methods.

4. Document the results of competence assessments, including strengths and areas

where improvement is needed.

5. Provide feedback to employees on the results of their competence assessments.

6. Implement corrective actions, if necessary, to address identified competence

gaps.

7. Review and update competence assessment criteria as needed to reflect changing

environmental requirements.

6.1.2 Reassessment of Skill Gaps:

1. Regularly review the progress of employees who have undergone competence

assessments to determine if skill gaps have been adequately addressed.

2. If skill gaps persist or new ones emerge, provide additional training or resources
as required.

6.2 Awareness and Training Effectiveness

6.2.1 Feedback Mechanisms:

1. Collect feedback from employees regarding the effectiveness of their
environmental training programs.

2. Use surveys, interviews, or other suitable methods to gather feedback on the

clarity, relevance, and usefulness of training.

3. Analyze feedback to identify areas for improvement in training programs.

4. Implement necessary improvements based on feedback to enhance training

effectiveness.

6.2.2 Continuous Improvement:

1. Periodically review and update environmental training programs to incorporate

new regulatory requirements, best practices, and organizational changes.

2. Monitor and measure the effectiveness of training programs by evaluating

employee performance and their understanding of environmental responsibilities.

3. Implement corrective actions or enhancements based on the evaluation results to

ensure continuous improvement in training effectiveness.

4. Document all aspects of the training and awareness process, including feedback,
improvements, and performance evaluations.

5. Communicate the results and improvements to relevant stakeholders, including

top management.

Records:

Maintain records of competence assessments, training programs, feedback, and

improvements for a specified retention period as per organizational policies and
regulatory requirements.

Review and Revision:

Regularly review and update this procedure to ensure its continued effectiveness
and compliance with ISO 14001 standards and organizational needs.

This procedure outlines the steps necessary to assess competence, awareness, and
training effectiveness as per ISO 14001 requirements, promoting continuous
improvement in environmental performance within the organization.

7.1 Competence Records:

7.1.1 Employee Competence Profiles:
This record documents the competence profiles of employees involved in
environmental aspects of your organization's operations. It typically includes
information such as the employee's name, job title, qualifications, relevant skills,
training, and experience related to environmental management. These profiles help
demonstrate that the employees possess the necessary knowledge and skills to carry
out their roles effectively in the context of environmental management.

7.1.2 Training Records:

Training records provide evidence that employees have received the necessary
training to perform their job functions with regard to environmental management.
These records should include details like the type of training, training dates, trainers'
names, and the topics covered during the training. Training records help ensure that
employees are adequately prepared and updated on environmental management
practices.

7.2 Awareness Records:

7.2.1 Records of Awareness Sessions:
These records document the sessions or programs conducted to raise awareness
among employees about the organization's environmental policies, objectives, and
relevant aspects. It includes information on the date of the awareness sessions, the
attendees, topics discussed, and any materials or presentations used during the
sessions.

7.2.2 Evidence of Understanding:

This record provides evidence that employees not only attended awareness sessions
but also understood the content and significance of the environmental management
system. It may include records of assessments, quizzes, or feedback mechanisms
that measure employees' comprehension of the information presented during
awareness sessions.

Maintaining these records is essential for demonstrating compliance with ISO 14001
requirements related to competence, awareness, and training. These records serve
as tangible evidence that your organization is actively working to ensure that
employees are competent in environmental matters, aware of their roles in
environmental management, and adequately trained to fulfill those responsibilities.
These records can also be reviewed during audits to confirm adherence to ISO
14001 standards.

8. Non-Conformance and Corrective Action:

8.1 Handling Non-Conformities Related to Competence and Awareness:
This section of the ISO 14001 standard deals with how organizations should
address non-conformities related to competence (the ability of individuals to perform
their roles effectively) and awareness (the understanding of employees regarding
environmental aspects and the significance of their roles in achieving environmental
objectives).

The procedure should include:

 - Identification of non-conformities related to competence and awareness.
- Evaluation of the significance of these non-conformities in terms of their impact
on environmental performance and objectives.
- Taking corrective actions to rectify these non-conformities, which may include
additional training, clarifying roles and responsibilities, or other measures to improve
competence and awareness.
- Documenting the corrective actions taken and their effectiveness.
- Monitoring and reviewing the effectiveness of the corrective actions to ensure
that competence and awareness issues are appropriately addressed and prevented
in the future.

- 8.2 Corrective Actions and Preventive Measures:

This section of the ISO 14001 standard focuses on the broader process of
handling non-conformities and implementing corrective actions and preventive
measures across the EMS, not just those related to competence and awareness.

The procedure for 8.2 should encompass:

- Identifying and documenting non-conformities related to the EMS and

environmental objectives.
- Assessing the root causes of non-conformities.
- Developing corrective actions to address non-conformities, including those
related to competence and awareness.
- Implementing corrective actions to eliminate the causes of non-conformities.
- Reviewing the effectiveness of corrective actions taken.
- Identifying potential non-conformities and taking preventive measures to avoid
their occurrence in the future.
- Monitoring and measuring the results of corrective actions and preventive
measures to ensure they are effective and prevent recurrence.

Both 8.1 and 8.2 are essential components of an organization's EMS and contribute
to its continual improvement. These procedures ensure that non-conformities related
to competence, awareness, and other aspects are addressed promptly and
effectively to maintain compliance with ISO 14001 and achieve environmental
objectives.

9. Review and Revision:

9.1 Periodic Review of the Procedure:

- The organization should establish a regular review process for the competence,
awareness, and training procedure. This review ensures that the procedure remains
effective and relevant over time.
- The review should consider changes in environmental regulations, the
organization's environmental objectives, and any feedback or findings from audits or
assessments related to competence, awareness, and training.
- The frequency of these reviews should be determined by the organization, but
they should occur at planned intervals to ensure the procedure's continued suitability
and effectiveness.

9.2 Continuous Improvement:

- Continuous improvement is a fundamental principle of ISO 14001 and involves
seeking opportunities to enhance the competence, awareness, and training
procedure.
- The organization should encourage employees to provide input and suggestions
for improvement. This can include feedback on the effectiveness of training
programs, identification of emerging environmental risks, and ways to enhance
competence and awareness.
- When opportunities for improvement are identified, the organization should take
action to make necessary changes to the procedure, training programs, or other
aspects of the EMS.
- Continuous improvement efforts should align with the organization's overall
environmental objectives and goals.

10. Appendices
Competence Matrix Template for ISO 14001 Compliance
 Employee Job Training
Name Title Competencies Required Current Competence Level Needs
[Employee 1 [Job [List of Competencies [Current Competence Level: Proficient, [Training
Name] Title] Required for the Job] Competent, Basic, None] Needs]
[Employee 2 [Job [List of Competencies [Training
Name] Title] Required for the Job] [Current Competence Level] Needs]
[Employee 3 [Job [List of Competencies [Training
Name] Title] Required for the Job] [Current Competence Level] Needs]

Instructions:
1. Employee Name: Enter the name of the employee.

2. Job Title: Specify the job title or position held by the employee.

3. Competencies Required: List the competencies or skills required for the job in the
format of a bulleted list. For ISO 14001 compliance, these might include knowledge
of environmental regulations, waste management, pollution control, etc.

4. Current Competence Level: Indicate the current competence level of the

employee for each competency. Use descriptors like "Proficient," "Competent,"
"Basic," or "None" to assess their current skills.

5. Training Needs: If the employee needs additional training or development in a

particular competency, note it here. This section can also include specifics about the
type of training required.

6. Duplicate Rows: Duplicate the rows as needed for each employee in your
organization.

7. Customization: Customize the list of competencies and competency levels to

match your organization's specific requirements and ISO 14001 compliance needs.

Remember that this Competence Matrix is a tool for tracking and managing the
competence of employees. You can use this information to identify training needs,
plan training programs, and ensure that your team is adequately prepared to meet
ISO 14001 compliance requirements.

Additionally, ensure that you periodically review and update this matrix to reflect
changes in employee competence and evolving compliance needs within your
organization.

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Training Plan Template
Training Plan Effective Date: [Date]]
Training Plan Review Date: [Date]]
Table of Contents
1. Introduction
- [Provide a brief overview of the purpose and objectives of the training plan.]

2. Training Needs Analysis

- [Describe how the training needs for [ISO 14001] compliance were identified.]
- [Explain the criteria used to determine which employees require training.]

3. Training Objectives
- [Specify the overall objectives of the training plan.]
- [Outline what employees should achieve through this training.]

4. Training Content
- [List the specific topics and areas that will be covered in the training program.
This should align with ISO 14001 requirements and your organization's
environmental aspects and impacts.]
- [Include any relevant legal and regulatory requirements that employees need to
be aware of.]

5. Training Methods and Resources

- [Describe the training methods that will be used (e.g., classroom training, online
courses, on-the-job training).]
- [Identify any external resources or trainers that will be involved.]

6. Training Schedule
- [Provide a training schedule or timeline that outlines when the training will take
place.]
- [Include the duration of each training session.]

7. Training Participants
- [List the names and job titles of employees who will participate in each training
session.]
- [Specify any prerequisites or qualifications required for participation.]

8. Training Responsibilities
- [Assign responsibilities for training, including trainers, training coordinators, and
management.]

9. Training Evaluation and Assessment

- [Describe how the effectiveness of the training will be assessed.]
- [Specify the criteria for evaluating the success of the training program.]

10. Documentation and Records

- [Explain the process for documenting and maintaining training records.]
- [Identify where training records will be stored.]
11. Training Feedback and Improvement
- [Describe how feedback from trainees will be collected and used for continuous
improvement.]
- [Explain how the training program will be reviewed and updated as needed.]

12. Budget and Resources

- [Provide an estimated budget for the training program, including any costs
associated with materials, trainers, or facilities.]
- [Identify the resources required for successful implementation.]

13. Communication
- [Explain how information about the training plan and schedule will be
communicated to employees.]
- [Highlight the importance of employee awareness and engagement.]

14. Approval and Sign-off

- [Include a section for management or relevant stakeholders to approve and sign
off on the training plan.]

15. Revision History

- [Maintain a section for recording changes, updates, and revisions to the training
plan.]

16. References
- [Include a list of references, such as ISO 14001 standards, regulations, and
training materials used as sources.]

[Your Company Contact Information]

[Your Company Address]
[Phone Number]
[Email Address]

[Website URL]

[[Your Company Logo]

Training Evaluation Form

Training Title: [Enter the Title of the Training Program]

Date: [Enter the Date of the Training]
Trainer(s): [Enter the Name(s) of the Trainer(s)]

Please take a few minutes to provide feedback on this training program. Your input
is important in helping us improve our training offerings.

Participant Information
- Name: [Participant's Name]
- Job Title: [Participant's Job Title]
- Department: [Participant's Department]

Training Content

1. Rate the Relevance of the Training Content: [Circle one option]

- Excellent
- Very Good
- Good
- Fair
- Poor

2. Did the Training Cover the Topics as Expected?

- ☐ Yes
- ☐ No (If no, please specify what was missing.)

3. Were the Training Materials (e.g., slides, handouts) Clear and Useful?
- ☐ Yes
- ☐ No (If no, please specify how they can be improved.)

Trainer(s) Evaluation

4. Rate the Trainer's Knowledge of the Subject Matter: [Circle one option]
- Excellent
- Very Good
- Good
- Fair
- Poor

5. Rate the Trainer's Presentation Skills: [Tick on one option]

- Excellent
- Very Good
- Good
- Fair
- Poor

6. Were Questions and Concerns Addressed Adequately by the Trainer(s)?

- ☐ Yes
- ☐ No (If no, please specify any issues.)

Training Delivery and Logistics

7. Rate the Training Venue and Facilities: [Tick on one option]

☐ Excellent
☐ Very Good
☐ Good
 ☐ Fair
☐ Poor

8. Were the Training Schedule and Duration Appropriate?

- ☐ Yes
- ☐ No (If no, please specify any concerns.)

Overall Evaluation

9. Overall, How Would You Rate This Training? [Circle one option]
☐ Excellent
☐ Very Good
☐ Good
☐ Fair
☐ Poor

Comments and Suggestions

Please share any comments or suggestions for improvement regarding this training
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Additional Feedback

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Thank You for Your Feedback!/

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We look forward to serving you better in the future.

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Awareness Communication Plan for ISO 14001

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Table of Contents

1. Introduction
2. Objectives
3. Key Messages
4. Target Audiences
5. Communication Methods and Channels
6. Responsibilities
7. Timelines
8. Performance Evaluation
9. Review and Revision
10. Documentation and Records
11. Budget and Resources
12. Approval and Sign-off
13. References
14. Appendix
1. Introduction

Purpose: The introduction section sets the stage for the Awareness Communication
Plan. It outlines the purpose of the plan, which is to ensure effective communication
of environmental matters within the organization, in line with ISO 14001
requirements. It also emphasizes the importance of clear and consistent
communication.

2. Objectives
Objectives: In this section, we define the objectives of our communication efforts.
These objectives help guide our communication strategies and ensure that they align
with our ISO 14001 compliance goals. Key objectives include:
- Raising awareness among employees about our environmental policy and
objectives.
- Informing stakeholders about our environmental commitments and initiatives.
- Promoting a culture of environmental responsibility and sustainability within and
outside the organization.

3. Key Messages
Messages: Identifying key messages is essential to communicate the right
information effectively. These messages should convey our environmental
commitment and include:
- Our environmental policy.
- Environmental objectives and targets.
- Employee roles and responsibilities related to environmental management.
- Compliance with relevant environmental laws and regulations.
- Performance data and continuous improvement efforts.

4. Target Audiences

Audiences: It's crucial to identify the specific groups or individuals who will receive
our environmental communication. These may include:
- All employees at various levels within the organization.
- Contractors, suppliers, and business partners.
- Regulatory authorities and governmental bodies.
- Local communities and neighbors.
- Customers and clients.
- Shareholders and investors.
- Environmental organizations.
- Other stakeholders unique to our organization.

5. Communication Methods and Channels

Methods: Determining the methods and channels for communication is vital. Select
appropriate means to reach different target audiences effectively, such as:
- Internal meetings and workshops for employees.
- Intranet or internal email newsletters for ongoing updates.
- Environmental reports or publications for stakeholders.
- Social media platforms for broader public outreach.
- Public notices or press releases for regulatory compliance.
- Environmental impact assessments and statements for interested parties.
- Training sessions and awareness campaigns for in-depth knowledge dissemination.

6. Responsibilities

*Roles*: Clarify who in your organization is responsible for executing various aspects
of the communication plan, including:
- Content creation.
- Managing communication channels.
- Monitoring and evaluating communication effectiveness.

7. Timelines

Timeline: Develop a clear timeline for each communication activity. This timeline
should include:
- When specific communication activities will take place.
- Regular update intervals for ongoing communication efforts.
- Reporting timelines for performance assessment.

8. Performance Evaluation
Evaluation: Define how you will measure the effectiveness of your communication
plan. Identify key performance indicators (KPIs) to gauge awareness and
understanding among target audiences. Examples of KPIs include:
- Employee surveys on environmental awareness.
- Stakeholder feedback and engagement.
- Metrics related to social media reach and impact.
- Compliance with regulatory communication requirements.

9. Review and Revision

Review Process: Establish a process for reviewing and revising the Awareness
Communication Plan. Ensure it remains aligned with ISO 14001 requirements and
responds to evolving organizational needs and environmental changes. Regular
reviews help keep the plan current and effective.

10. Documentation and Records

Record Keeping: Explain how you will document and maintain records related to
communication activities. Proper documentation ensures transparency and
accountability in your communication efforts.

11. Budget and Resources

Resource Allocation: Estimate the budget required for your communication efforts.
This should encompass costs associated with materials, tools, and external
resources, if necessary. Adequate budgeting ensures that your communication plan
can be executed effectively.

12. Approval and Sign-off

Authorization: Include a section for management or relevant stakeholders to
approve and sign off on the Awareness Communication Plan. Their endorsement
signifies organizational commitment to effective communication.

13. References
Supporting Documents: List any relevant standards, regulations, or internal
documents that support this plan. These references help ensure compliance and
align your communication efforts with established guidelines.

14. Appendix
Supplementary Materials: Attach any supporting documents, templates, or sample
communications that are relevant to the plan. These resources can be handy for
practical implementation.

Customize this detailed Awareness Communication Plan template to fit your

organization's specific requirements and environmental management objectives.
Regularly revisit and update the plan to adapt to changing needs, technologies, and
environmental conditions while maintaining compliance with ISO 14001 standards.
11. References
- 11.1 List of Relevant ISO 14001 Standards and Documents
1. ISO 14001:20XX - Environmental management systems – Requirements with
guidance for use.

2. ISO 14004:20XX - Environmental management systems – General guidelines on

principles, systems, and supporting techniques.

3. ISO 14006:20XX - Environmental management systems – Guidelines for

incorporating ecodesign.

4. ISO 14015:20XX - Environmental management – Environmental assessment of

sites and organizations (EASO).

5. ISO 14020:20XX - Environmental labels and declarations – General principles.

6. ISO 14024:20XX - Environmental labels and declarations – Type I environmental

labeling – Principles and procedures.

7. ISO 14031:20XX - Environmental management – Environmental performance

evaluation – Guidelines.

8. ISO 19011:20XX - Guidelines for auditing management systems.

- 11.2 Relevant Legal and Regulatory References

[Insert applicable legal and regulatory references based on your location and
industry. These references will vary depending on your organization's geographical
location and the nature of your operations. Here are some examples for illustration
purposes:]

1. Environmental Protection Act [Your Country] - This legislation outlines the legal
requirements for environmental protection, pollution prevention, and compliance
with environmental standards.

2. Clean Air Act [Your Country] - This regulation governs air quality standards and
emissions control measures for industrial facilities.

3. Water Pollution Control Act [Your Country] - This law addresses the management
and control of water pollution, including discharges into water bodies.

4. Hazardous Waste Management Regulations [Your Country] - These regulations

govern the handling, storage, transportation, and disposal of hazardous waste
materials.

5. Occupational Safety and Health Administration (OSHA) Regulations [Your Country]

- OSHA regulations may have relevance to workplace safety and environmental
protection.

6. [Other relevant regional, state, or local environmental laws and regulations.]

Please consult with legal counsel or regulatory authorities in your area to ensure that
you have an accurate and up-to-date list of legal and regulatory references that
pertain to your organization's environmental management system.
12. Glossary
Certainly, here's a section for the glossary with key terminology and definitions
related to ISO 14001 Competence, Awareness, and Training:

- 12.1 Key Terminology and Definitions

1. Competence: The ability to perform specific tasks and responsibilities to achieve
environmental objectives effectively. Competence is often associated with having the
necessary knowledge, skills, experience, and qualifications.

2. Awareness: The understanding of the environmental policy, significant

environmental aspects, and the importance of individual contributions to the
environmental management system (EMS).

3. Training: The organized process of providing individuals with the knowledge,

skills, and abilities required to perform their duties in an environmentally responsible
manner. Training can encompass various methods, including classroom instruction,
on-the-job training, and e-learning.

4. Environmental Management System (EMS): A structured framework that an

organization establishes to manage its environmental responsibilities effectively. It
includes policies, procedures, processes, and resources aimed at achieving
environmental objectives and targets.

5. Significant Environmental Aspects: Elements of an organization's activities,

products, or services that can have a significant impact on the environment, either
positive or negative. Identifying significant environmental aspects is crucial for
effective environmental management.

6. Environmental Policy: A formal statement developed by an organization's top

management that outlines the organization's commitment to environmental
protection, compliance with relevant laws and regulations, and continuous
improvement of environmental performance.

7. Training Needs Assessment: The process of evaluating and identifying the specific
training requirements of employees, considering their roles and responsibilities
within the EMS.

8. Training Plan: A documented plan that outlines the objectives, methods,

resources, and timelines for providing training to employees to address identified
training needs.

9. Competence Evaluation: The process of assessing and verifying that employees

possess the necessary competence to perform their tasks and responsibilities within
the EMS.

10. Legal and Regulatory References: Refers to the applicable laws, regulations, and
standards at the local, regional, national, or international level that an organization
must comply with regarding environmental management.

11. Environmental Performance Evaluation: The systematic process of assessing an

organization's environmental performance, typically through the measurement and
analysis of environmental indicators and metrics.

12. Ecodesign: The integration of environmental considerations into the product or

service design process to minimize its environmental impact throughout its lifecycle.

Please note that these definitions are provided for clarity and understanding within
the context of ISO 14001 Competence, Awareness, and Training Procedures. You
may need to adapt or expand this glossary to suit your organization's specific needs
and terminology.