Workforce Development for Employers

Build a Health & Safety Development Pathway for Your Workforce

Match development to each person’s role, responsibilities and experience. SHEC Learning® helps employers plan routes from practical management awareness through Level 3 competence and Level 6 professional practice to Level 7 strategic leadership.

Build My Workforce Development PlanBook an Employer Consultation

SHEC Learning® · Build capability first. Match qualifications to responsibility.

A planned approach

Why build a workforce development pathway?

Training works best when it connects to actual responsibility. A clear pathway helps avoid placing new starters on evidence-based NVQs too early, sending experienced practitioners back through knowledge they already have, or giving every manager the same specialist qualification.

Review the capability your organisation needs, then select appropriate development for each person. This connects training investment with practical responsibilities, career progression and succession planning.

Knowledge

“I need to understand how to do the role.”

Build professional understanding where the employee is developing towards new responsibilities.

Competence

“I already perform the role and need to demonstrate it.”

Assess genuine workplace practice where the employee has suitable responsibilities and evidence.

Strategy

“I need to lead and influence at organisational level.”

Develop the ability to work with culture, business risk and strategic organisational decisions.

The employer pathway

Four stages of workforce development

1. Managers and supervisors

Management awareness

Practical health and safety management for people who manage staff, work or operations.

IOSH Managing Safely® →

2. Developing H&S professionals

Knowledge or occupational competence

Choose the IOSH Level 3 Certificate or the ProQual Level 3 NVQ according to experience and evidence.

Compare the two routes →

3. Experienced practitioners

Advanced professional practice

Recognise broad organisational responsibilities through suitable Level 6 workplace assessment.

Level 6 NVQ →

4. Strategic leaders

Strategic health and safety leadership

Develop senior professionals working with strategy, culture, sustainability and business risk.

Level 7 Diploma →

Continuous professional development runs throughout.Not every employee needs every stage. The pathway should reflect their role and career objective.
Stage 1 · Management awareness

Health & safety for managers and supervisors

Managers make daily decisions about workloads, equipment, deadlines, working methods, contractors and operational risk. They need practical understanding to manage those responsibilities, even when health and safety is not their main profession.

IOSH Managing Safely®

Designed for line managers and team leaders, Managing Safely does not require previous health and safety expertise. It covers risk assessment and control, responsibilities, hazards, incident investigation and performance measurement.

It can provide a useful baseline for supervisors, team leaders, line managers, project managers, facilities managers, site managers and operational leaders.

Management awareness and professional occupational health and safety development are different objectives. Managing Safely alone is not a substitute for a professional qualification pathway.

Explore IOSH Managing Safely® →· Discuss management development →

Stage 2 · Developing responsibility

Choose the right Level 3 route

Employees starting to assess risks, investigate incidents, inspect workplaces, develop procedures or coordinate improvement may benefit from Level 3 development. The choice depends on whether they primarily need knowledge or can already demonstrate occupational competence.

IOSH Level 3 Certificate in Occupational Safety and Health Principles and Practice

Knowledge-led development.Suitable for new or aspiring professionals, career changers and employees moving towards a dedicated safety role.

This route does not depend on an existing NVQ workplace portfolio.

Explore the IOSH Level 3 Certificate →

ProQual Level 3 NVQ Certificate in Occupational Health and Safety

Workplace competence.For employees already carrying out relevant occupational activity, with genuine evidence of their contribution.

It can recognise competence in risk assessment, incident work, procedures, monitoring, communication and improvement.

Explore the Level 3 NVQ →

Read IOSH Certificate vs NVQ →

Additional structured learning

When might the Level 3 Career Kickstarter fit?

The SHEC Learning® Level 3 Health & Safety Career Kickstarter combines the ProQual Level 3 NVQ Certificate, IOSH Managing Safely®, Risk Assessment CPD, Fire Safety & Risk Management CPD and Environmental Awareness & Sustainability CPD.

It may suit an employee who already has enough workplace responsibility for the NVQ and would benefit from additional structured learning. The NVQ component still requires a suitability and evidence check.

Choose the package around the development need.The most expensive option is not automatically the right recommendation.

Explore the Career Kickstarter →

Stage 3 · Advanced professional practice

Develop experienced advisers, managers and consultants

ProQual Level 6 NVQ Diploma in Occupational Health and Safety Practice

Level 6 is relevant when employees take on broad professional responsibility: advising management independently, developing policy, managing organisational risk, establishing monitoring systems and reviewing performance.

Its assessment covers culture, policy, communication, workforce competence, risk, proactive and reactive monitoring, emergency arrangements, organisational review and professional development.

Potential candidates include experienced health and safety advisers, managers, HSEQ managers, consultants, regional professionals and people performing equivalent duties. Job title alone is insufficient; substantial genuine professional evidence is needed.

Does an employee need Level 3 first?

Not automatically.ProQual does not specify a formal Level 3 qualification prerequisite for this NVQ. Review the employee’s existing knowledge, qualifications, experience, responsibilities and evidence before deciding whether earlier development needs repeating.

Explore the Level 6 NVQ →· Check Level 6 suitability →· Compare Level 3 and Level 6 →

Stage 4 · Strategic leadership

Develop professionals who influence organisational direction

ProQual Level 7 Diploma in Strategic Health & Safety Leadership and Management

Level 7 develops strategic capability for professionals working with senior leaders, governance, culture, sustainability, technology, organisational change and business risk.

Relevant study includes risk-based safety systems, safety culture, global performance, digital technology, incident investigation, strategic development and business risk management. This is a strategic diploma, not an NVQ.

Potential participants include heads of health and safety, senior HSEQ leaders, group managers, senior consultants, corporate safety leads and managers moving into wider strategic responsibility. Their professional context must support meaningful engagement with strategic problems.

Level 6 and Level 7 serve different development objectives. Level 7 is not automatically the next step for every Level 6 practitioner.

Explore the Level 7 Diploma →· Compare Level 6 and Level 7 →

Role-to-development matrix

Match the route to the responsibility

Workforce stage
Development need
Possible route
Evidence and context
Managers and supervisors
Practical management capability
IOSH Managing Safely®
No existing professional H&S portfolio required.
Aspiring H&S professional
Professional knowledge
IOSH Level 3 Certificate
Not dependent on an existing NVQ workplace portfolio.
Employee already performing H&S duties
Operational competence recognition
ProQual Level 3 NVQ
Genuine relevant workplace evidence required.
Experienced adviser or manager
Advanced professional competence
ProQual Level 6 NVQ
Substantial evidence of broad professional responsibilities.
Senior or strategic leader
Strategic organisational leadership
ProQual Level 7 Diploma
Relevant senior experience and strategic professional context.

Use this as a starting framework. Individual suitability and development needs should guide the final recommendation.

Succession planning

Grow an internal health & safety talent pipeline

A pathway can help employers develop capability internally. Identify employees who show sound judgement, communication, credibility with colleagues, attention to detail, curiosity and problem-solving ability.

An interested supervisor might build management awareness, take on suitable safety responsibilities, complete relevant Level 3 development and gain coordinator or adviser experience. Level 6 may become appropriate as their professional role broadens.

Qualifications support that development; they do not replace suitable selection, mentoring or real experience.

Identify potential

Recognise employees interested in health and safety and capable of developing their responsibilities.

Provide real opportunities

Combine learning with mentoring, supervised development and genuine occupational activity.

Review readiness

Consider broader professional recognition or strategic study when the employee’s role and goals support it.

View the Health & Safety Career Pathway →

Professional membership

Support IOSH progression alongside workplace development

TechIOSH

Support appropriate Level 3–5 OSH qualifications, relevant practical experience and CPD. IOSH’s standard Technical route requires at least one year of relevant experience.

Mentoring, suitable responsibilities and development opportunities can help employees build readiness.

Read the TechIOSH guide →

CertIOSH

Support an appropriate accepted Level 6 or Level 7 qualification, relevant professional experience and CPD. IOSH’s standard qualification route requires at least two years of professional experience.

Broader duties and improvement projects can support professional development.

Read the CertIOSH guide →

CMIOSH

Develop opportunities for leadership, ethical judgement, complex risk work, influence, reflection and organisational improvement.

Chartered progression involves IOSH’s separate professional assessment. Level 7 does not automatically award CMIOSH.

Read the CMIOSH guide →

Qualification ≠ membership.IOSH assesses and awards membership grades. Employers and SHEC Learning® can support development, but cannot guarantee a grade.
Select development carefully

Avoid both over-qualification and under-development

Match higher levels to genuine need

Budget, prestige or a colleague’s qualification are not enough reasons to choose Level 6 or Level 7.

The employee needs relevant responsibilities, appropriate professional context and a meaningful development objective.

Recognise existing capability

An experienced manager may need Level 6 recognition, strategic development, membership support or specialist CPD.

Do not automatically send them through introductory training simply because it is the company’s standard course.

Should every Level 3 learner progress to Level 6?

No. Some employees remain highly effective in operational roles. Higher development should follow substantial growth in responsibility, evidence, ambition and organisational need.

Should every Level 6 practitioner take Level 7?

No. Level 6, experience and ongoing CPD may meet the needs of their role. Choose Level 7 where strategic leadership development is relevant.

Employer-sponsored NVQs

Plan genuine work and evidence before enrolment

Employees need suitable occupational opportunities to demonstrate competence. Depending on the qualification, these may involve risk assessments, investigations, audits, inspections, procedures, policy, monitoring, emergency planning, communication, management reviews or improvement projects.

Involving employees appropriately in real projects can support development. Inventing activity or using AI to fabricate evidence cannot.

Review the role

Does the employee actually undertake the required activities at the right level of responsibility?

Review the evidence

What genuine work exists, what is their personal contribution and what still needs to be demonstrated?

Review access

Agree permissions, appropriate witnesses and any limits on sharing organisational information.

Manage confidential material early

Agree redaction, anonymisation, evidence access and data-handling arrangements for employee, incident, customer, commercial or security information. Discuss alternatives with the assessor where documents cannot be shared.

Read the NVQ Evidence Guide →· Understand the NVQ process →

Cohorts and individual pathways

Can we develop several employees together?

Cohort development

Group learning can suit people with similar responsibilities, such as supervisors building management awareness or employees developing common professional knowledge.

A shared timetable and peer discussion may support the group’s development.

Individual competence assessment

Every NVQ learner has their own role, evidence and experience. Each person must individually demonstrate the requirements through authentic work.

Employers can combine group learning with an individual assessment pathway.

Discuss a Team or Cohort →

Before allocating a course

What should an employer development review consider?

Role and responsibility

What does the employee do, what decisions do they make and what authority do they have?

Knowledge and qualifications

What do they already understand and hold? Which gaps remain?

Workplace evidence

What genuine activities and documents can they access, and what can they personally demonstrate?

Career objective

Where do they want to develop, and which responsibilities are realistic next steps?

Organisational need

Which capability does the business need, and how will the development contribute?

Membership and CPD

Is professional recognition relevant, and how will continuing development be supported?

An annual development cycle

Build, apply and review capability

1. Review capability

Identify existing knowledge, competence and development needs.

2. Map roles

Match responsibilities to awareness, knowledge, competence or strategic development.

3. Select training

Choose appropriate routes for each workforce group and individual.

4. Provide development

Combine learning, mentoring and suitable occupational opportunities.

5. Assess evidence

Capture and assess genuine competence where NVQs are involved.

6. Support professional development

Provide relevant CPD and membership support.

7. Review progress

Assess what changed in professional capability and responsibility.

8. Plan next steps

Decide whether further development is needed and what it should achieve.

How should we measure success?

Choose measures that match your objectives: the quality of assessments and investigations, corrective-action completion, management ownership, safety communication, assurance, professional progression, internal promotion, retention or organisational learning.

Certificates show achievement; the review should also consider how learning is used at work.

Longer-term planning

Can we build a multi-year pathway?

Year 1 · Identify and develop

Build manager awareness and identify employees with an interest and aptitude for wider health and safety duties.

Year 2 · Develop appropriate Level 3 capability

Support suitable knowledge or workplace competence routes as employees take on meaningful responsibilities.

Year 3 and beyond · Broaden practice

Consider Level 6 for experienced practitioners and strategic Level 7 development for selected senior leaders where the role supports it.

This is an illustrative planning model, not a compulsory timetable. Real responsibility and professional readiness should determine the pace.

How SHEC Learning® can help

Build the right pathway before enrolment

We can help identify who needs management awareness, knowledge-led learning, workplace competence recognition or strategic development. The discussion considers evidence availability and longer-term progression before recommending a qualification.

1. Identify the workforce group

Describe your supervisors, managers, coordinators, advisers and senior leaders.

2. Map responsibilities

Explain the work and decisions each person or group actually undertakes.

3. Identify development gaps

Separate awareness, knowledge, competence, professional recognition and strategic needs.

4. Match the route

Review Managing Safely, Level 3, Level 6 or Level 7 where appropriate.

5. Check NVQ evidence

Confirm responsibilities and access before enrolling on a competence qualification.

6. Agree progression

Define what development and practical application should follow completion.

Build My Employer Development Pathway →

Frequently asked questions

Planning development for your workforce

What health and safety training should managers receive?

Training should match their responsibilities and workplace risks. IOSH Managing Safely® is a practical option for line managers and team leaders.

Should every manager complete an NVQ?

No. An NVQ assesses relevant occupational competence. Managers who need management awareness may require a different course.

What qualification should an aspiring Health & Safety Adviser take?

A knowledge-led route such as the IOSH Level 3 Certificate may suit someone building professional knowledge. Employees already performing appropriate work may suit a Level 3 NVQ.

What is the difference between Level 3 and Level 6?

Level 3 generally supports operational competence or early professional knowledge. Level 6 involves broader professional practice and organisational responsibility.

Does an employee need Level 3 before Level 6?

Not necessarily. ProQual does not specify a formal Level 3 qualification prerequisite for its Level 6 NVQ. Review knowledge, experience, responsibilities and evidence.

Who should take Level 7?

Experienced professionals whose development increasingly involves strategic leadership, organisational culture, governance and business risk.

Can employers support TechIOSH?

Yes. Employers can support an appropriate qualification, relevant experience and CPD. IOSH separately assesses eligibility and awards the grade.

Can employers support CertIOSH?

Yes. Employers can support appropriate higher-level qualifications, professional responsibilities, relevant experience and CPD. IOSH decides membership eligibility.

Does Level 7 automatically give CMIOSH?

No. Completing a qualification and achieving Chartered IOSH membership are separate processes.

Can we put several employees through an NVQ together?

Potentially. Shared development can be useful, but each learner must individually demonstrate competence through their own authentic evidence.

Do employees need workplace evidence for an NVQ?

Yes. Genuine occupational activity and evidence are fundamental to the assessment model.

Can employers create projects to generate evidence?

Employees can legitimately participate in real projects and new responsibilities. Activity and evidence must not be fabricated to satisfy assessment requirements.

Can confidential documents be used?

Potentially, with appropriate permissions, confidentiality arrangements, redaction and assessor agreement. Discuss restrictions early.

Should every Level 3 employee progress to Level 6?

No. Progression depends on growing responsibilities, evidence, career goals and organisational need.

Should every Level 6 practitioner complete Level 7?

No. Select Level 7 where strategic leadership development is relevant to the person and organisation.

Can SHEC Learning® help design our company pathway?

Yes. We can review workforce roles, existing capability, evidence and organisational objectives to identify suitable development routes.

Employer consultation

Build your workforce development plan

Tell SHEC Learning® about your team and the capability you want to develop. We will review your enquiry with you before recommending a route.

What to include in your enquiry

Your organisation and sector; workforce size and proposed learner numbers; employee roles, qualifications and approximate experience; current health and safety responsibilities; desired outcomes; and preferred contact method.

Use the enquiry form below or contact our team. Each proposed NVQ learner will need an individual suitability and evidence review.

Explore the pathway

Connect learning, responsibility and professional progression

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