There are certain factors that should be considered. An environmental policy should:
- be initiated, developed and actively supported by the highest levels of management;
- be consistent with the occupational health and safety and other organisational policies;
- commit the organisation to meet all relevant regulatory and legislative requirements;
- define how the firm will seek to meet, exceed or develop some or all of the other interested parties, and secure continual improvement in environmental performance;
- be available in a readily understood format, for example in the firm's annual report, booklet or display.
The policy will frequently address broad aspects of an organisation's activities. For example, a blue-chip firm may wish to ensure that investment of reserves is undertaken in an environmentally responsible manner, which will require examination of the investment policy and practice.
The issues addressed in the policy will depend on the nature of the organisation. Where it is large or complex, supporting information may be given in the environmental objectives and programme. The policy may state commitments to:
- reduce waste and the consumption of resources;
- reduce or eliminate the production of polluting releases to the environment;
- design products to have minimal environmental effects in production, use and disposal;
- control the environmental effects of a raw material source;
- minimise the environmental effects of new developments through strategic planning;
- work towards the achievement of sustainable development.
Appropriate levels of management should define specialised and/or more detailed environmental targets that are consistent with the organisation's policy in addition to the overall objectives.
The management representative should have sufficient knowledge of the firm's activities and environmental issues to undertake their role effectively. While they should maintain overall responsibility for implementing this standard and co-ordinating environmental management activities across all functions and groups, there may be circumstances where nominated deputies can act on their behalf.
If the representative has other functions to perform there should be no conflict of interest. The responsibility of the representative for implementing this standard should be one of co-ordination, exercised in conjunction with line management from all functions, activities and processes. The line management should be fully responsible for developing and implementing the environmental management system in their area of responsibility. The allocation of such responsibilities will depend on the nature and structure of the organisation, but may be, for example:
- senior management – assume responsibility for developing, finding, reviewing and complying with the environmental policy;
- management representative – has overall responsibility for ensuring compliance with this standard, and should ensure that developments in environmental legislation and regulation, and any issues relevant to the organisation, are monitored, evaluated and appropriately brought into the environmental management system;
- finance – develop and maintain accounting procedures that enable identification of costs and benefits relating to environmental management.
- personnel – develop and maintain effective two-way communication and training programmes on environmental matters;
- all managers – develop and implement the environmental management system as it pertains to their areas of responsibility.
In addition to allocating responsibilities, management should determine the level of competence, experience, formal qualification and training necessary to ensure the capability of personnel, especially those carrying out specialised environmental management functions. Where appropriate, activities and roles that affect the environmental performance of the firm should be included in job descriptions and performance appraisals.
Training may need to be provided for:
- executive and management personnel, to ensure that they understand the environmental management system, have the necessary knowledge to play their part in it, and understand the criteria by which its effectiveness will be judged;
- other personnel, to ensure that they can make an appropriate contribution to the environmental management system;
- new recruits and staff assigned to new tasks, equipment and procedures.
All employees should be motivated towards a proper regard for environmental concerns by, for example:
- introductory and refresher programmes;
- effective two-way communication;
- recognition of performance when environmental objectives and targets are achieved;
- encouragement of employees' suggestions that lead to improved environmental performance;
- participation in environmental initiatives.
- An environmental policy should be initiated, developed and actively supported by the highest levels of management
- The policy should commit an organisation to meet all relevant regulatory and legislative requirements
- The policy should be available in a format that can be readily understood by all levels of staff
- The issues addressed in an environmental policy will depend on the nature and size of a firm
- Management should determine the level of competence, experience, formal qualification and training needed to ensure staff capability
Source
Electrical and Mechanical Contractor
Postscript
Chris Ottaway manages the ECA's free management systems helpline for members (tel: 01277 363653) He is md of Ottaway & Associates.
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