Lessons from the Rail Industry

Building Workforce Competency and Safety

The Office of the National Rail Safety Regulator (ONRSR) recently released a safety message highlighting the importance of competency management and its role in reducing safety risks across rail operations.

While the guidance is directed at rail transport operators, the underlying principles apply equally to organisations operating in safety-critical environments, including mining, transport, construction, manufacturing and businesses managing workplace drug and alcohol testing programs.¹

Competency Is More Than Training

Competency is more than simply completing a training course. It is an ongoing process of developing, assessing, maintaining and verifying the skills required to perform critical tasks safely and effectively.

One of the key messages from ONRSR is that training alone should not be relied upon as the primary safety control. Competency management requires multiple layers of defence, including clear policies, procedures, effective systems, suitable equipment, ongoing supervision and a strong safety culture. Training forms are just one part of the overall framework.

This aligns closely with workplace drug and alcohol management. An organisation may have a policy and procedure in place and have delivered drug and alcohol awareness training, but this does not automatically mean workers, supervisors and testing personnel are competent to fulfil their responsibilities.

True competency requires people to:

• Understand workplace policies and procedures.
• Apply knowledge consistently in real-world situations.
• Demonstrate practical skills.
• Maintain competency through refresher training and ongoing assessment.
• Have access to appropriate support, information and supervision.

Building Competency into Safety-Critical Roles

ONRSR recommends defining minimum competency requirements for both roles and specific tasks, supported by recruitment processes, job analysis, training needs analysis and competency records.

These principles are equally relevant for organisations managing drug and alcohol risks:

• Supervisors should be provided with the skills and knowledge required to conduct reasonable cause/suspicion assessments and respond to potential concerns.
• Internal testing officers require practical competency in specimen collection, chain of custody procedures and the use of screening technologies.
• Safety managers need a strong understanding of legal obligations, policy and procedure implementation and risk management.
• Employees should understand workplace expectations, impairment risks and reporting requirements. A structured and customised Drug and Alcohol Awareness Training program can help ensure workers understand their responsibilities and the risks associated with drugs and alcohol use in the workplace.

By clearly defining these competency requirements, organisations can reduce inconsistencies, improve decision-making and strengthen compliance.

The Often-Overlooked Importance of Refresher Training

A particularly important point raised by ONRSR is the need for systems that monitor competency, manage expiry dates and trigger refresher training when required. Competency should be maintained, not assumed.

Skills can diminish over time, policy and procedures can change and legislation evolves. Organisations that treat training as a one-off event may unknowingly expose themselves to increased safety, compliance and legal risks.

Regular refresher training helps ensure workers remain confident in their responsibilities while allowing organisations to demonstrate due diligence in the event of an incident, audit and/or investigation.

Technical and Non-Technical Skills Matter

ONRSR also highlights the importance of non-technical skills such as communication, teamwork, leadership, self-management and decision-making. These skills can significantly influence safety outcomes and are often contributing factors in workplace incidents and/or accidents.

In drug and alcohol testing environments, these competencies are particularly important. Consider a supervisor faced with an Individual who may be affected by drugs and / or alcohol. The outcome relies not only on technical understanding of policy and procedure requirements, but also on the ability to:

• Communicate professionally and respectfully.
• Make evidence-based decisions.
• Manage conflict.
• Maintain procedural fairness.
• Document actions appropriately.

Developing these skills can make the difference between an effective intervention and a difficult workplace dispute. These skills form a key part of effective Reasonable Cause/Suspicion Training, helping supervisors identify concerns, respond appropriately and apply workplace policy and procedures with confidence.

Creating a Culture That Supports Competence

Perhaps the most valuable insight from the ONRSR guidance is the recognition that competency thrives within a positive safety culture. Access to information, supportive leadership, mentoring opportunities and systems that make compliance easy all contribute to maintaining competence across an organisation.

The strongest workplace drug and alcohol programs are rarely built on testing alone. They combine these elements to create a safer and more resilient workplace:

• Clear policies and procedures
• Practical training and ongoing competency assessment.
• Leadership commitment.
• Employee engagement.
• Continuous improvement.

How We Can Help

Effective workplace drug and alcohol management requires more than testing alone. Building and maintaining competency across your workforce is essential to creating a safer, productive, more compliant and more resilient organisation.

Our tailored solutions include:

• Training in Drug and Alcohol Awareness, Reasonable Cause/Suspicion, HLTPAT010 Collect Specimens for Drugs of Abuse Testing, and many other workplace programs
• Policy and Procedure development and/or review
• Onsite drug and alcohol testing services, 24/7 365 days of the year
• Specialised testing services
• Expert toxicology support

These services help organisations develop the knowledge, skills and systems needed to manage drug and alcohol risks with confidence. Whether you’re implementing a new program, reviewing existing practices, or looking to strengthen workforce capability, our experienced team can help you build a practical and effective approach aligned to your operational needs.

When it comes to safety-critical activities, competency isn’t just a training requirement – it’s a critical control. Get in touch with our team.

Source

1. Office of the National Rail Safety Regulator (ONRSR), Safety Message: Competency Management, June 2026.