Appendices FIVE PPI Gold Awards....programming that makes a difference!

Transcription

Appendices
FIVE PPI Gold Awards....programming that makes a difference!
Ocean FM - Making a difference in the North West since 2004
An Application For:
Provision of a Local Broad-Format
Sound Broadcasting Service for:
Sligo, North Leitrim and South Donegal
Appendices
1
Appendices
Appendices:
1.
Staff profiles 2.
Page 3
Ocean in the community
Page 15
3.
Advertiser newsletter
Page 27
4.
Transmission letters Page 33
5.
Market research
Page 36
6.
Certificate of Incorporation Page 80
7.
Memorandum and Articles
Page 81
8.
Employee contract – sample Page 85
9.
Employee handbook Page 87
10.
Health and Safety Statement
Page 126
Confidential annex:
2
1.
Salaries
Page 190
2.
Financial statements Page 193
3.
Shares and issue price
Page 215
4.
Shareholders agreement
Page 216
Come meet the
people who make
us who we are.
Claire Ronan
Presenter Consumer Rights
Programme
D4 Apologist,
Beauty Blogger
and part time
Chicken farmer
Keith O’ Dwyer
Sligo Rovers Commentator
Lives
Sligo Rovers,
breathes Movies
Michelle Gildea
Presenter Lazy Afternoon
Super Mum
to Super
Fundraiser
Daniel Browne
Events & Business Development
Manager
Surfer,
Sea Sessioner
and Show Man
Margaret Carr Flynn
Producer North West Today &
Presenter Ocean Drive
Serial Community
Strictly Come
Dancer and Lover
of Sam Maguire
Tim Collins
CEO
The
Hairy
Biker
Philip O’ Brien
Sales Manager
Waiting on the call
from Joe Schmidt
but in the meantime
it’s sell, sell, sell
Therese Madden
Head of News
More Monte Carlo
than Monasteraden
and a shoe collection
to rival Imelda Marcos
Darragh Cox
Head of Sport
Ocean’s
Cú Chulainn
agus Sétanta
Kevin Blessing
Production Manager and
Presenter of The Breakfast Club
Pulse of the
community
and all round
sound man
Emma Gilroy
Telesales and Digital
Manager
Keeping her head
when all about her
are losing theirs
Ciaran Carty
Head of Music and
Technical Support
Snow, rain,
hail or shine
I’ll always keep
Ocean on air
Aisling Heraughty
Sound and Vision Producer
The Ultimate
Free Spirit with
her little Free
Spirit, Ceola
Niall Delaney
Station Manager, Programme
Director and Presenter of
North West Today
Have you
any
news ?
Emma Burke
Finance and HR Manager
Little Miss
Perfect, but it
depends on the
time of day
John Ryan
Outside Broadcast Manager &
Presenter Country Jamboree
The other
‘Man in Black’
Karen Spellman
Journalist & Presenter
of Irish Hour
Looking for a tent
for next year’s
Electric Picnic
Andrew Mooney
Presenter Ocean Wave
Haven’t time
for pictures I’m missing me
lectures
Francie Boylan
Presenter Lazy Afternoon
Divorced from
Dustin the Turkey
and now married to
Manorhamilton
Marion Fitzgerald
Presenter Oldies and Irish
First Lady
of Irish Country
Padraig O’ Dwyer
Sales Consultant
St. Eunan’s
star hurling
left corner back
James Kilmartin
Traffic Manager
“His Royal
Highness”….
according to his
Twitter
Shane Smyth
Presenter Ocean Drive
Gaga about
radio and the
gatekeeper
to Bundoran’s
tourism multitudes
Pauric Byrne
Presenter Love Cruise
Baker of the
best bread in
the North West
Darragh Macken
Journalist & Presenter
of Arts House
The Importance
of Being Earnest
even when
reading news
Paschal Mooney
Presenter Mooney’s Weekend
The original
Lonely Hearts
Club presenter
on 2fm
Michael McNamara
Account Executive
Sligo Rovers
Captain, Sligo
GAA defender,
midnight child
feeder
Des McAleer
Presenter Love Cruise
All loved up
Pauric Bromley
Account Executive
I could have
played for
Everton
you know
Kevin Brogan
Telesales Executive
The Tommy
Tiernan of
Ocean FM
Vince Hearns
Presenter Cois na Tine
An fear
is fearr
Anthony Marren
Telesales Executive
Fishing,
shooting and
whatever you’re
having yourself
Pauric McShea
GAA Analyst
Not quite the
oldest swinger
in town?
Our listeners are at the centre of everything we do they are our community and we are part of theirs.
These images give a flavour of how this unique relationship
is fostered. Ocean FM is not just about the big headlines
(although we do this too), our station is about reflecting
everything that matters in the North West from a visit by Uachtarán na hÉireann to the beautiful
harmonies of our best school choir.
Just take a look!
5 Lazy Afternoon listeners complete
their first ever triathlon
Broadcasting live from the Ocean
Outside Broadcast Unit
‘Moone Boy meets Manor Boy’,
Francie with Chris O’Dowd
Bernard Dunne promotes his
speak Irish campaign
Donegal footballer Mark McHugh
with the Anglo-Celt Cup in Ocean’s
Outside Broadcast unit
Darragh Cox interviewing Anthony
Elding ‘Sligo Rovers’, winning goalscorer
in the FAI Cup Final, Aviva Stadium
Francie Boylan and Peter Andre
Cross Border-Cross Community
Training Project
Donegal player, Karl Lacey, Margaret Carr
Flynn, Paul Byrne and the Sam Maguire
cup at the Homecoming Broadcast
Donegal South West By-Election
Studio Debate
Jedward giving Francie Boylan
tips on gelling his hair
Francie with Ocean FM Listeners
before they climb Croagh Patrick
in aid of Autism Ireland
IT Sligo announces sponsorship
package with Ocean FM
Francie interviews kids ahead of
Santa’s arrival in Sligo
Kila tuning up for another Ocean FM
traditional music session
Niall Delaney interviewing An Taoiseach,
Enda Kenny at IT Sligo
Kevin and Paul ahead of Leonard Cohen’s
historic concert at Lissadell House
Francie with the Sligo AC members
ahead of the Dublin City Marathon
Margaret Carr-Flynn with Students
at Donegal Library
Michelle Gildea fundraising for
North West Hospice
Niall Delaney interviewing
Minister for Education, Ruari Quinn,
Summerhill College, Sligo
Marion Fitzgerald doing what
she does best
North West Today broadcasting live
from Dáil Studios
Ocean FM at the PPI Radio Awards
Francie out recording for Outdoor
Pursuits on Lough MacNean
Live from the Sandymount Hotel,
Dublin, FAI Cup Final
Niall interviews Her Royal Highness,
the Duchess of York, Sarah Ferguson
Ocean FM fundraising night for Irish
Guide Dogs for the Blind
Ocean FM Kings Of Country
Ocean FM has become one of the region’s
busiest concert promoters, filling the
largest venues including the 1200 seat
arena at IT Sligo
Ocean FM Sprint Triathlon Team,
Rosses Point
Ocean FM Radio Play - Francisco
Launch Night at the Glen Centre
Ocean FM’s North West
Car and Bike Show
Our News team, Darragh Macken and
Therese Madden at IT Sligo Cycle
for Suicide
Ocean is media partner for Ireland’s largest
Surf Music Festival, Sea Sessions
Outside Broadcast with St. Mary’s
school choir, Ballisodare
Pancake Morning in aid of
North West Hospice
Pauric McShea with Donegal All-Ireland
Winning Manager Brian McEniff
Shane Ward opens Virgin Megastore
Sligo with Margaret
Shane Smyth hosting Eurosurf
Closing Ceremony
Ocean FM Warrior of the Sea
Sligo International Choral Festival.
Liszt Ferenc Choir from Sopron
Hungary. Twin Town of Kempten and
Kempten is Twin Town of Sligo
Punch and Kickham Radio Drama
Sligo Rugby Match Commentary
President Michael D Higgins and
Andrea Gilligan
The Lazy Afternoon at The Irish Hot
Air Ballooning Championship
Westlife meet news staff Andrea Gilligan
and Therese Madden
Tim Collins receiving IMRO award for
supporting Irish Music
Ocean FM Sligo,
Northwest Business Park,
Collooney,
Co. Sligo
Donegal Broadcast Centre,
Gruagorm House,
Main Street,
Donegal Town
Leitrim Broadcast Centre,
Library Corner,
Manorhamilton,
Co. Leitrim
April Newsletter 2012
Shane Smyth
Welcome to Ocean Fm's Newsletter Vol.1. All the latest news and information about your Local Radio Station Ocean
FM
7pm - 10pm
Country Jamboree
John Ryan and Big Bernie
10pm - 12am
The Wave
Karen Spellman and Glen
Scanlon
12am-2am
The Love Cruise
2am - 4am
Northw est Today Repeat
4am - 7am
Ocean Daw n
Thursday
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Welcome Emma to Ocean FM's Newsletter
for April 2012,
As above except
Ocean FM launches innov ativ e new Web Business
- Oceandeals.ie
9.30 - 10pm
Outdoor Pursuits
Francie Boylan
9pm - 9.30pm
Agri-w eek
Andrea Gililigan
Forw ard to a Friend
Ocean FM has launched a new web based discount store focused on
Ocean FM
Schedule
Monday - Wednesday
7am - 9am
Ocean Breakfast
Kevin Blessing
9am - 11am
North West Today
Niall Delaney
11am - 12am
Ocean Life
Margaret Carr Flynn
12pm - 4pm
The Lazy Afternoon
Francie Boylan
4pm - 7pm
Ocean Drive
offering value to people living in the West, North West and border counties.
www.oceandeals.ie represents a unique partnership between retailers and
service-based businesses and one of the most successful local radio
stations in the country. Merchants who participate can access the
promotional power of Ocean FM, as well as profiling their business on
Ocean Deals. People visiting the site can find significant discounts on
vouchers for a wide range of retail and service businesses, including
Grocery, Fashion, Hotels, Restaurants, Gyms, Golf, Beauticians, Dentists,
Hair Salons, Surfing, Adventure Centres, Equestrian to name but a few.
Aimed at people living in Counties Sligo, Donegal , Leitrim, Roscommon,
Mayo, Cavan and Fermanagh, the store will serve a population of over
600,000.
"This business is just one of a number of new developments at Ocean FM
this year. As advertising sales have come under pressure in the past two
years, we have concentrated on finding innovative ways to augment the
traditional sales model to build a more broadly-based business on the
strong foundations of a successful local radio station”, said Tim Collins,
CEO Ocean FM. Sign up here to receive the latest deals!
Ocean FM wins IMRO Award
Ocean FM has won the prestigious 2012 IMRO Independent Radio Award
in recognition of its commitment to supporting Irish music and Irish music
creators.
The IMRO Independent Radio Award is presented by the Irish Music Rights
Organisation (IMRO) to the radio station which features the largest number
of Irish music creators in its programming output.
The award was presented by Victor Finn, CEO of IMRO to Tim Collins, CEO
of Ocean FM at the IBI Annual Broadcasting Conference which took place in
Dublin yesterday.
Tim Collins says the diversity of music played on Ocean FM is a key factor
in attracting and retaining listeners. “Over 80% of listeners in the 35 – 64
age group agreed with the statement ‘Ocean plays music for people of my
age’, and Irish music is very popular on our play list”.
Friday
As above except
Unique linkup between regional leaders IT Sligo and
Ocean FM
11am-12am
Destination Donegal Opt Out
Andrea Gilligan
6pm - 8pm
Final Whistle
Darragh Cox
Saturday
7am - 9.30am
Ocean Breakfast
Seamus McManus
9.30am - 10am
Up and Running
Daniel Brow ne
10am - 11am
North West Rew ind
11am - 2pm
Mooneys Weekend
Pashal Mooney
Institute of Technology, Sligo and Ocean FM are linking up in a unique
venture that will see increased co-operation between the two regional
leaders.
As part of the initiative, a new weekly business programme and a weekly
campus news feature broadcast during the station’s new youth focused
music programme, have been developed. In recognition of this unique
collaboration, Ocean FM’s newly rebranded Roadcaster will also be
supported by the Institute.
The exciting collaboration is aimed at promoting and improving regional
engagement.
The new business programme ‘Up and Running’ is produced in
association with staff at IT Sligo and businesses in the Institute’s
Innovation Centre. Broadcast every Saturday morning from 9.30am to
27
April Newsletter 2012
2pm - 6pm
Saturday Sports Beat
Francie Boylan, Darragh Cox,
John Ryan
6pm - 10pm
Ocean Weekend Party
Ciaran Carty
Subscribe
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10pm - 4am
The Residency
10am, this programme features regional business news and interviews
with business leaders. Produced and presented by Daniel Browne, it
provides encouragement for budding entrepreneurs and advice on the
many enterprise supports available across the region.
Chief Executive Officer of Ocean FM, Tim Collins, said “ We are really
pleased to be making this positive announcement today with IT Sligo. The
Institute is a major stakeholder in the region and this relationship
represents a very significant milestone for Ocean FM and our listeners. At a
time when job creation is so important, our new business programme
developed in partnership with IT Sligo will celebrate innovation and Translate
focus
Past Issues
on business success in the region,” he concluded.
For more information see www.oceanfm.ie and www.itsligo.ie
Sunday
8am - 9am
Sunday Classics
Michael O'Donnell
9am - 9.30am
Sunday legends
9.30am - 10am
Sunday Spirit
10.15am - 11.15am
Sunday Reflection and Mass
11.15am - 12pm
Hospital Requests
Marion Fitzgerlad
12pm - 2pm
Oldies and Irish
Marion Fitzgerald
2pm - 7pm
Sunday Sports Beat
7pm - 8pm
Cois Na Tine
Vince Hearns
8pm - 9pm
Arts House
Therese Madden
9pm - 10pm
Irish hour
Karen Spellman
10pm - 1am
Amazing Eighties
Robert Walsh
1am - 2am
Atlantic Crossing
2am - 4am
4am - 7am
Ocean Daw n
Since we’ve started advertising
with Ocean FM we’ve had a
great reaction from our
customers. If you want people in
the northwest to find out about
your business advertise with
Ocean FM. We at Mothercare
have found Ocean fm great to
deal with and I would highly
recommend them.
Tar a, Mother car e, Clever agh
Retail Par k , Sligo
Ocean Ev ents
Ocean FM is delighted to announce an
exciting schedule of events for the rest of
the year. From extreme sports to fun runs,
concerts, awards and exhibits you are
going to see a lot of Ocean FM events this
year.
In May the station is hosting the inaugural
Country Music Awards at the Great
Northern Hotel Bundoran, where the great
and the good of country music will be
honoured by the station in a special Gala
night.
The August Bank Holiday weekend will
involve the station get behind Sligo's first
Triathalon Festival which will have both a
Olympic distance and Sprint distance
events.
Saturday the 14th of July sees one of the most extreme events in the North
west, the Ocean FM Warrior of the Sea, where up to 100 hardy souls will
swim 6km from Strandhill to Rosses Point amid strong currents.
Ocean FM are also delighted to announce an exclusive Christmas Concert
in association with the Clarion Hotel at the Knocknarea Arena at IT Sligo.
More details will be announced on Ocean FM next week and on
oceanfm.ie.
Ocean FM now 4th most popular local station in the
Country.
The past 12 months have revealed that record number of listeners tuning in
to Ocean FM. With listenership up by 20% since the end of 2010, Ocean FM
now attracts 2 out of 3 radio listeners every week, that’s more than 53,000
people tuning in; ensuring that we dominate the media landscape in this
part of the North West. No other radio station or newspaper comes even
close. And we reach those parts that are vital for business: 70% of our
listeners are aged between 25 and 65 years of age, and they are evenly
split between men and women. Our listeners trust radio above other
media, and 66% don’t switch channel when the ads come on; .we get your
message on air and our listeners hear it.
Contact our Sales Team on 071-9118100
28
What our clients say...
Congratulations
Congratulations to Sligo woman, Ciara
Cawley who won €800 worth of Summer
festival tickets. The Ocean FMs Big Summer
Festival Giveaway included a pair of tickets to
go and see Electric Picnic, Sea Sessions
and Indiependence Festivals.
Pictured in photo L - R: Emma Gilroy, Therese Madden, Winner, Ciara
Cawley and Aisling Ward
Ocean FM are also giving one lucky listener the chance to kick start their
summer with the prize of a lifetime. Thanks to the Village Food Fair
Collooney and Mullaney Travel Sligo, we are giving away a €2,000 holiday
voucher. Competition lines are now closed and we will be announcing the
lucky winner over the next few days. So be sure to tune in to your local
award winning station Ocean FM.
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Copyright © 2012 Ocean FM, All rights reserved.
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Summer Newsletter 2013
Subscribe
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All the latest new s from Ocean FM
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9am - 11am
North West Today
Niall Delaney
11am - 12am
Ocean Life
Margaret Carr Flynn
12pm - 4pm
The Lazy Afternoon
Francie Boylan
4pm - 7pm
Ocean Drive
Shane Smyth
Ocean Fm awarded by IMRO for supporting Irish
music
Ocean Fm has won the prestigious IMRO award for
recognition of the station's contribution to Irish music.
This is the second year in a row Ocean FM has been
honoured with the accolade .The award was presented
to the CEO Tim Collins at the annual IBI conference.
7pm - 10pm
Country Jamboree
10pm - 12am
The Wave
Andrew Mooney
Hi Emma,
Find out all the latest news and updates from your Local Award Winning Radio station
Ocean FM.
Ocean FM Online
North West Today wins ‘MERIT’ Certificate at the
annual Justice Media Awards 2013
Like Ocean FM
Follow Ocean FM
Connect w ith Ocean FM
Visit our w ebsite
Email a Query
The Law Society of Ireland announced the winners of its
annual Justice Media Awards 2013 last week.
Northwest Today earns Runners Up. ONE ‘MERIT’
CERTIFICATE was awarded in this category to: Niall
Delaney of Ocean FM for his report: ‘Incitement to
hatred – the McEniff controversy’. READ MORE
Sam Maguire at Ocean
FM, 23rd May 2013
12am-2am
The Love Cruise
2am - 4am
4am - 7am
Ocean Daw n
Thursday
9pm - 9.30pm
Agri-w eek
Therese Madden
Friday
As above except
Ocean FM
Schedule
11am-12am
Daniel Brow ne
Monday - Wednesday
7am - 9am
Ocean Breakfast
Kevin Blessing
Ken Murphy, The Director General of the Law Society,
Niall Delaney of Ocean FM and James McCourt, The
President of The Law Society.
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As above except
9.30 - 10pm
Outdoor Pursuits
Francie Boylan
The Team at Ocean FM
TIm Collins, CEO of Ocean FM, Victor Finn, CEO of
IMRO
6pm - 8pm
Final Whistle
Darragh Cox
Saturday
Forward to Friend
7am - 9.30am
Ocean FM is the now the third most listened to
station in the Country
Listenership to Ocean FM has grown even further
according to the latest JNLR figures released April
2013. Ocean FM is now the third most listened to
station in the country with over 60 thousand people a
week tuning into the station. 52% of all adults in the
north west tune into Ocean fm on a daily basis and 71%
of all adults in the region listen every week. CEO of
Ocean FM, Tim Collins, says ‘the growth in listenership
is down to the support of loyal listeners’.
Ocean Ev ents
Ocean FM has plenty of gigs and events scheduled in
the diary over the Summer/Autumn period. We have a
29
Summer Newsletter 2013
Ocean Breakfast
Seamus McManus
9.30am - 10am
Up and Running
Daniel Brow ne
10am - 11am
North West Rew ind
11am - 2pm
Mooneys Weekend
Pashal Mooney
2pm - 6pm
John Ryan
6pm - 10pm
Ocean Weekend Party
Ciaran Carty
10pm - 4am
The Residency
Series of Race Dances taking place at the Sligo Park
Hotel from June to August. The first one kicks off tonight
with the King Of Country Mike Denver. Ticket are
available at Hotel Reception. Read More
This September Ocean FM is heading to
Lisdoonv arna with a host of Country Music stars for
three nights of food, craic, dancing and tours.
Performers include Derek Ryan, Philomena Begley,
Hugu Duncan and many many more. Ocean FM’s
Events Manager Daniel Browne comments on the
uptake, ‘The Lisdoonvarna trip is flying for us. We are
into filling our third bus and have done a strategic deal
with Clare FM to promote locally.’ Read More
Exclusiv e Announcement - Nathan Carter and
Friends will be performing at the Ocean FM’s
Christmas Concert in the Knocknarea arena,
December 14. Tickets will be released soon.
Sunday
8am - 9am
Sunday Classics
Michael O'Donnell
9am - 9.30am
Sunday legends
9.30am - 10am
Sunday Spirit
10.15am - 11.15am
11.15am - 12pm
Hospital Requests
Marion Fitzgerlad
12pm - 2pm
Oldies and Irish
Marion Fitzgerald
2pm - 7pm
Sunday Sports Beat
7pm - 8pm
Cois Na Tine
Vince Hearns
8pm - 9pm
Arts House
Darragh Macken
9pm - 10pm
Irish hour
Karen Spellman
10pm - 1am
30
Did you know Ocean FM is a Multimedia Radio
Station?
Do you need some fresh Video content for your
website? Ocean FM's Films 4 U helps clients plan and
prepare their online presence to meet the demand for
video interaction. Formed in 2012 Films4u is a creative
and dynamic media and production company providing
film, video production, and digital marketing services to
small businesses and corporate clients. The team are
delighted to be completing their first of promotional
videos for Quayside Shopping Centre. Learn More
Ocean FM are currently developing a wide range of
training courses aimed at Transition year students,
third level, community groups and businesses. Current
course offerings include TY Radio. Learn More
Ocean FM's online discount store OCEAN DEALS is
running into its second year in business and it now
positions itself as the leading local online discount store
based in the Northwest! Sourcing real value for our
customers from the top businesses all over the
northwest region. The Ocean Deals team are providing
our customers with straight deal vouchers at genuine
discounts. Log on and grab your bargain today
www.oceandeals.ie.
Amazing Eighties
Baldy Mick
1am - 2am
Atlantic Crossing
2am - 4am
Our v ery own Kev in Blessing ties the knot!
4am - 7am
Ocean Daw n
Client Testimonial
Declan Madden from
Maddens Bridge Bar, Sea
Sessions, states, We were
really happy with our media
partnership with Ocean FM.
We could see a direct
correlation between
advertising on Ocean FM
and tick et sales locally and
regionally.’
Congratulations to our very own Kevin Blessing and the
beautiful Aine Waters who tied the knot on May 31st! All
at Ocean FM would like to wish them a very happy and
healthy life together. Aawwww.....
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Luck :)
Brave warriors about to
embark a 6k m open water
swim from Rosses Point to
Strandhill. k
Autumn Newsletter 2013
Subscribe
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Past Issues
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Ocean FM Radio Play Francisco Launch Night
The PPI Radio Awards takes place Friday 4th October
2013
Share
All the latest new s from Ocean FM
ter Swim
Ocean FM
Schedule
Monday - Wednesday
7am - 9am
Ocean Breakfast
Kevin Blessing
9am - 11am
North West Today
Niall Delaney
Hi Emma,
Find out all the latest news and updates from your Local Award Winning Radio station
Ocean FM.
Ocean FM Online
Sev en Nominations for Ocean FM in National
Radio Awards!
Like Ocean FM
Follow Ocean FM
Connect w ith Ocean FM
Visit our w ebsite
Email a Query
Sligo Triathlon Festival 3rd and 4th August 2013
(L-R) Tim Collins, CEO of
Ocean FM, Francie Boylan,
Lazy Afternoon Presenter
and the 5 Lazy Afternoon
listener/triathletes that took
part in the Rosses Point
Sprint Triathlon Festival
2013.
Ocean FM's Warrior of the
Sea - 20th July 2013
Ocean FM has received an unprecedented seven
nominations for this year’s PPI Radio Awards, the Irish
National Radio Awards. It has received nominations
across a range of programmes, including current
affairs, sport, entertainment, arts and drama. Among
the nominations are The Lazy Afternoon programme
with Francie Boylan as Best Magazine Programme.
North West Today is nominated under the Best
Community Social Action section. It was also
nominated last year. “Jimmy’s Winning Matches”, the
story of Donegal’s All-Ireland win, compiled by Sports
Editor, Darragh, Cox, is nominated as Best Sports
Story. “Paddy at the Proms”, a documentary by Niall
Delaney on an Irishman’s experiences at the Proms
Concert in London, is nominated twice – as Best Music
Speical, and as Best Specialist Speech Programme.
Mary Motorhead is nominated as Best Radio Drama.
And a joint Irish language project by Ocean FM with the
Ursuline College in Sligo is nominated for the second
year in the row in the Best Irish Language Programme
category. The Awards will be presented at a ceremony
in Kilkenny on 4th October next. It’s the most
nominations ever received by Ocean FM in a single
year – their previous highest being three. Wish us Good
Luck :)
11am - 12am
Ocean Life
Margaret Carr Flynn
12pm - 4pm
The Lazy Afternoon
Francie Boylan
Forward to Friend
10pm - 12am
The Wave
Andrew Mooney
12am-2am
The Love Cruise
2am - 4am
4am - 7am
Ocean Daw n
Thursday
As above except
9pm - 9.30pm
Agri-w eek
Therese Madden
9.30 - 10pm
Outdoor Pursuits
Francie Boylan
11am-12am
Daniel Brow ne
The PPI Radio Awards takes place Friday 4th October
2013
Ocean FM's radio play, "Francisco" has been
nominated in the radio fiction category in the
Prix Europa which takes place in Berlin in October. It is
the most prestigious media event in Europe. There
were entries from 35 countries and the competition
includes the BBC and its equivalents across Europe.
"Francisco" was a specially written radio dramatisation
of the exploits of Spanish Armada sea
Captain, Francisco De Cuellar, when his ships were
shipwrecked off the North West coast in 1588. Check
out our website for Francisco here and listen to
the play. CLICK
7pm - 10pm
Country Jamboree
As above except
Brave warriors about to
embark a 6k m open water
swim from Rosses Point to
Strandhill. k
Ocean FM Radio Play nominated at European
media awards
4pm - 7pm
Ocean Drive
Shane Smyth
Friday
Ocean FM Radio Play Francisco Launch Night
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Actors and Musicians - In rehersals for Francisco
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Ocean Ev ents
Ocean FM took to the road this September with
hundreds of music fans for a great weekend of music,
tours matchmaking and craic at the annual
Lisdoonvarna matchmaking festival.
With a line-up of country stars from Crystal Swing,
Jason Travers, Hugo Duncan, Linda Welby, Philomena
Begley, Aidan Quinn, to Derek Ryan, Johnny Brady,
Linda Welby, Louise Morrissey and many more, the
music started early and finished late.
The tour took in the Cliffs of Moher, the Ailwee caves,
shopping in Ennis and time with world renowned
matchmaker Willie Daly. The weekend of three nights
accommodation three nights dinner and access to all
acts was just €239pps and sold out early with bookings
already being taken for next year.
6pm - 8pm
Final Whistle
Darragh Cox
31
Saturday
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7am - 9.30am
Ocean Breakfast
Seamus McManus
The next Ocean FM event sees the Country Jamboree
Thursday
As above except
9pm - 9.30pm
Agri-w eek
Therese Madden
Ocean FM took to the road this September with
hundreds of music fans for a great weekend of music,
tours matchmaking and craic at the annual
Lisdoonvarna matchmaking festival.
With a line-up of country stars from Crystal Swing,
Jason Travers, Hugo Duncan, Linda Welby, Philomena
Begley, Aidan Quinn, to Derek Ryan, Johnny Brady,
Linda Welby, Louise Morrissey and many more, the
music started early and finished late.
The tour took in the Cliffs of Moher, the Ailwee caves,
shopping in Ennis and time with world renowned
matchmaker Willie Daly. The weekend of three nights
accommodation three nights dinner and access to all
acts was just €239pps and sold out early with bookings
already being taken for next year.
9.30 - 10pm
Outdoor Pursuits
Francie Boylan
Friday
As above except
11am-12am
Autumn
Newsletter 2012
Daniel Brow ne
6pm - 8pm
Final Whistle
Darragh Cox
Oldies and Irish
Marion Fitzgerald
2pm - 7pm
Sunday Sports Beat
7pm - 8pm
Cois Na Tine
Vince Hearns
8pm - 9pm
Arts House
Darragh Macken
9pm - 10pm
Irish hour
Karen Spellman
10pm - 1am
Amazing Eighties
Baldy Mick
1am - 2am
Atlantic Crossing
2am - 4am
Saturday
4am - 7am
Ocean Daw n
7am - 9.30am
Ocean Breakfast
Seamus McManus
9.30am - 10am
Up and Running
Daniel Brow ne
10am - 11am
North West Rew ind
11am - 2pm
Mooneys Weekend
Pashal Mooney
2pm - 6pm
John Ryan
6pm - 10pm
Ocean Weekend Party
Ciaran Carty
10pm - 4am
The Residency
Sunday
8am - 9am
Sunday Classics
Michael O'Donnell
9am - 9.30am
Sunday legends
9.30am - 10am
Agri Week Repeat
The next Ocean FM event sees the Country Jamboree
come LIVE to the Radisson Hotel in Sligo on
Thursday October 17th with a star studded line up of
Jimmy Buckley, Lisa Stanley of the Phil Mac Country
Show, Lisa McHugh and more to be announced.
Tickets for this great night are just €15 each and
available from Ocean FM and the Hotel
Reception. Learn More
As ever we will be having our big Christmas concert in
December, stay tuned to Ocean FM for details.
Did you know?
Sponsorships are a fantastic way to build your brand.
Ocean FM offer a wide range of sponsorships targeting
sports enthusiasts, homemakers, gardeners and any
other demographic you can think of throughout the
North West. You want your business "front of mind"
with consumers when they make purchases and
sponsorships are the perfect way to achieve this.
Not only is radio a medium which can be accessed
anywhere but research shows the largest purchases
made by consumers are made within 2 hours of
hearing advertising.
Ocean FM have a dedicated team of account managers
and production staff to advise on suitable sponsorships
for your business and produce effective stand out
messages to reach your customers. Call Ocean FM
today on 071 9118100 and increase your business.
Ocean FM all set to re-apply for radio License
Making New s on Holidays
Ocean FM’s Drivetime show
presenter Shane Smyth
poses for picture with
Breaking Bad’s Aaron Paul
(Jessie Pinkman). He
happened to be in LAX
airport terminal after Aaron
Paul tweeted that he was
hanging out there, drinking
some Bushmills. No better
man than our Shane Smyth
to track him down and get
his picture taken! Shane
hasn’t given us any info
regarding the much
anticipated finale on Monday
Night…. Apparently ‘he’s
sworn to secrecy’! Read
more at Joe.ie
After 9 years on air, Ocean Fm will re-apply for its
licence in December this year. As the third most
listened to local station in the country and the recipient
of a string of industry awards, the staff are quietly
confident that they will be given the opportunity to do
what they do best for another 10 years.
New Traffic Manager at Ocean FM
We would like to welcome our
new traffic manager, Mr. James
Kilmartin to the team. James has
just completed a Msc Masters in
Marketing Practice and he earned
himself a 1.1 First Class Honours
Result; as he says himself, We
are 'honoured to have him'.
We would like to wish the very best of luck to Ms.
Aisling Ward who left Ocean FM last month for a new
venture overseas.
10.15am - 11.15am
11.15am - 12pm
Hospital Requests
Marion Fitzgerlad
12pm - 2pm
Oldies and Irish
Marion Fitzgerald
unsubscribe from this list update subscription preferences
2pm - 7pm
Sunday Sports Beat
7pm - 8pm
Cois Na Tine
Vince Hearns
8pm - 9pm
Arts House
Darragh Macken
9pm - 10pm
Irish hour
Karen Spellman
10pm - 1am
Amazing Eighties
Baldy Mick
1am - 2am
Atlantic Crossing
32
2am - 4am
4am - 7am
Ocean Daw n
Ocean FM have a dedicated team of account managers
and production staff to advise on suitable sponsorships
for your business and produce effective stand out
messages to reach your customers. Call Ocean FM
today on 071 9118100 and increase your business.
Transmission letters
33
34
35
Market research
Ocean FM – Report for Bid
John Porter
Version 1.0
Eileen O’Connell (Technical Review)
Interactions Ltd
Unit 2 Beech Court
Kilcoole
Co. Wicklow
Ireland
Tel:01-646 1671
[email protected]
1. Map of the Radio World 1
Map of the radio spectrum in the Ocean FM franchise area.
i-Radio is firmly positioned in the younger persons area. It also
functions like a National Station covering half of the country.
2FM, Today FM, Newstalk and Lyric FM are national and appeal
to the older audiences. Ocean FM is firmly positioned as the
local station together with RTE 1 as provider of news and
information at the National level. Mid West, Shannonside and
Highland are also positioned in the local area but are much less
significant.
2.Age25+
Which Stations do you listen to
In a survey of people aged 25+ the most popular station was
Ocean FM and the most popular reasons for listening were
Listening for Local News and Keeping in touch with the local
area.
36
Market research
When asked what interested them most the people responded
as shown below.
When asked what a local station must provide the response was
as follows.
All items are important, the Sports Coverage is important to
men.
Performance OCEAN FM
When asked for the performance of Ocean FM (including nonlisteners) the response was as follows. This can be compared
with the response from listeners to Ocean.
Age 25+ people
News and information tops the list of items of interest, sports
finds itself in mid field, although analysis by gender shows this
to be extremely gender specific. Items of low interest include
Religious Programmes and broadcasts. Of least interest overall
is Irish Language programmes.
All respondents including non-listeners
Good coverage of Local News
Good Local info Traffic/Travel/Weather
Serves Community well/local culture
Professional trustworthy station
Plays broad mix of Music from all eras
Good Local sport/Match coverage
Provides platform for local presenters
Local Presenters I know and can relate
Professional Presenters
Wide Range of Entertaining Programs
Comprehensive sports programming1
Reflects the issues that matter to me
Good Current Affairs programmes
Agree
75.2%
68.8%
68.2%
64.3%
62.4%
59.9%
59.9%
58.6%
56.7%
56.7%
53.5%
50.3%
49.0%
Neither
18.5%
24.2%
23.6%
24.8%
23.6%
31.2%
30.6%
29.3%
28.7%
27.4%
35.7%
33.8%
37.6%
Disagree
6.4%
7.0%
8.3%
10.8%
14.0%
8.9%
9.6%
12.1%
14.7%
15.9%
10.8%
15.9%
13.4%
37
Market research
Listeners to Ocean FM
Agree
100%
100%
100%
97.6%
95.1%
92.7%
92.7%
90.2%
90.2%
87.8%
87.8%
87.8%
75.6%
Neither
0.0%
0.0%
0.0%
2.4%
2.4%
7.3%
7.3%
9.8%
4.9%
12.2%
7.3%
12.2%
22.0%
Disagree
0.0%
0.0%
0.0%
0.0%
2.4%
0.0%
0.0%
0.0%
4.9%
0.0%
4.9%
0.0%
2.4%
There is almost total satisfaction with the station from the
listeners.
As a final test of the stations ability the same analysis was
carried out with non-listeners only.
according to non-listeners
38
Even the non-listeners to the station give it a positive image.
Music
Big Hits from the 60s and 70s
Chart/Current Hits
Big Hits from the 2000s
Traditional Irish
Country
Classical
Agree
77.1%
73.9%
58.6%
57.3%
55.1%
53.2%
43.7%
Neither
9.6%
14.7%
19.1%
16.6%
16.5%
13.9%
20.3%
Disagree
13.4%
11.5%
22.3%
26.1%
28.5%
32.9%
36.1%
Men over 25
Traditional Irish
Country
Classical
Chart/Current Hits
Agree
76.7%
68.5%
61.6%
53.4%
50.7%
49.3%
48.0%
Neither
12.3%
16.4%
16.4%
13.7%
23.3%
21.9%
27.4%
Disagree
11.0%
15.1%
21.9%
32.9%
26.0%
28.8%
24.7%
Women over 25
Chart/Current Hits
Country
Traditional Irish
Classical
Agree
78.6%
77.4%
67.9%
64.3%
52.9%
49.4%
37.7%
Neither
13.1%
7.1%
11.9%
11.9%
14.1%
16.5%
17.7%
Disagree
8.3%
15.5%
20.2%
23.8%
32.9%
34.1%
44.7%
Agree Neither Disagree
65.8%
57.9%
57.0%
52.6%
50.9%
50.0%
47.4%
46.5%
44.7%
44.7%
39.5%
39.5%
36.0%
25.4%
31.6%
33.3%
29.8%
34.2%
36.8%
41.2%
37.7%
36.0%
35.1%
43.9%
45.6%
42.1%
8.8%
10.5%
9.7%
17.5%
14.9%
13.2%
11.4%
15.8%
19.3%
20.2%
16.7%
14.9%
21.9%
Men show a desire for Traditional Irish and Classical ahead
of women. Differences are generally small however with the
exception of Big hits from the 2000’s and Current chart hits
where women score much higher.
Market research
Ocean FM Technical Report
John Porter
Version 1.0
Eileen O’Connell (Technical Review)
Interactions Ltd
Unit 2 Beech Court
Kilcoole
Co. Wicklow
Ireland
Tel:01-646 1671
[email protected]
1.
Whole Sample Analysis
Interviewer Name
Age
No.cit.
Interviewer Name
Percent
Gavin
70
35.2%
Killian
69
34.7%
Aisling
60
30.2%
199
100%
TOTAL OBS.
Date
Date
No.cit.
Percent
03.10.13
39
19.6%
04.10.13
92
46.2%
68
34.2%
199
100%
05.10.13
TOTAL OBS.
Location
Location
Sligo
Percent
103
51.8%
56
28.1%
Donegal
40
20.1%
199
100%
Percent
2
1.0%
15-19
18
9.1%
20-24
17
8.5%
25-34
26
13.1%
35-44
31
15.6%
45-54
43
21.6%
55-64
38
19.1%
=>65
24
12.1%
199
100%
TOTAL OBS.
Age
15-19
20-24
Leitrim
TOTAL OBS.
<15
<15
No.cit.
No.cit.
Age
2
18
17
25-34
26
35-44
31
45-54
43
55-64
=>65
38
24
39
Market research
Age (Whole sample) x What is your favourite station?
What is your favourite station
RTE1
2FM
TodayFM
OceanFM
i-radio
Newstalk
RnaG
HighlandRadio
MidWest
Shannonside
LyricFM
TOTAL
Age
<15
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 2)
15-19
0.0% ( 0)
11.1% ( 2)
0.0% ( 0)
0.0% ( 0)
83.3% ( 15)
0.0% ( 0)
0.0% ( 0)
5.6% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 18)
20-24
0.0% ( 0)
11.8% ( 2)
23.5% ( 4)
0.0% ( 0)
64.7% ( 11)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 17)
25-34
0.0% ( 0)
15.4% ( 4)
23.1% ( 6)
0.0% ( 0)
46.2% ( 12)
3.9% ( 1)
3.9% ( 1)
3.9% ( 1)
0.0% ( 0)
0.0% ( 0)
3.9% ( 1)
100% ( 26)
35-44
9.7% ( 3)
9.7% ( 3)
25.8% ( 8)
22.6% ( 7)
9.7% ( 3)
12.9% ( 4)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
6.5% ( 2)
100% ( 30)
45-54
18.6% ( 8)
16.3% ( 7)
23.3% ( 10)
18.6% ( 8)
9.3% ( 4)
7.0% ( 3)
0.0% ( 0)
2.3% ( 1)
2.3% ( 1)
0.0% ( 0)
2.3% ( 1)
100% ( 43)
55-64
31.6% ( 12)
5.3% ( 2)
5.3% ( 2)
36.8% ( 14)
0.0% ( 0)
5.3% ( 2)
0.0% ( 0)
0.0% ( 0)
5.3% ( 2)
2.6% ( 1)
5.3% ( 2)
100% ( 37)
=>65
29.2% ( 7)
0.0% ( 0)
4.2% ( 1)
50.0% ( 12)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
8.3% ( 2)
4.2% ( 1)
4.2% ( 1)
0.0% ( 0)
100% ( 24)
TOTAL
15.1% ( 30)
10.1% ( 20)
15.6% ( 31)
20.6% ( 41)
23.6% ( 47)
5.0% ( 10)
0.5% ( 1)
2.5% ( 5)
2.0% ( 4)
1.0% ( 2)
3.0% ( 6)
100% (197)
The age profile in the research extended down to 15 years. In
reality Ocean FM is targeted at 25+. The younger age group is
heavily weighted to i-radio.
When i-radio and all other stations are removed Ocean FM sits
favourably with the other stations.
Axis 2 (14.61%)
Axis 2 (19.41%)
Shannonside
<15
15-19
=>65
Highland Radio
i-radio
Mid West
55-64
Ocean FM
RTE 1
Ocean FM
35-44 TodayFM
=>65
20-24
Axis 1 (69.37%)
Axis 1 (83.16%)
25-34
2FM
LyricFM
55-64
TodayFM
RnaG
RTE 1
45-54
2FM
35-44
20-24
25-34
45-54
Newstalk
Ocean FM is positioned close to RTE1 and opposite i-radio
demonstrating again that they are two different groups of
listeners.
Age (Whole sample) x What is your favourite station?
RTE1
2FM
TodayFM
OceanFM
TOTAL
Age
40
100% ( 2)
15-19
0.0% ( 0)
11.1% ( 2)
0.0% ( 0)
0.0% ( 0)
20-24
0.0% ( 0)
11.8% ( 2)
23.5% ( 4)
0.0% ( 0)
100% ( 6)
25-34
0.0% ( 0)
15.4% ( 4)
23.1% ( 6)
0.0% ( 0)
100% ( 10)
35-44
9.7% ( 3)
9.7% ( 3)
25.8% ( 8)
22.6% ( 7)
100% ( 21)
45-54
18.6% ( 8)
16.3% ( 7)
23.3% ( 10)
18.6% ( 8)
100% ( 33)
55-64
31.6% ( 12)
5.3% ( 2)
5.3% ( 2)
36.8% ( 14)
100% ( 30)
=>65
29.2% ( 7)
0.0% ( 0)
4.2% ( 1)
50.0% ( 12)
100% ( 20)
TOTAL
15.1% ( 30)
10.1% ( 20)
15.6% ( 31)
20.6% ( 41)
100% (122)
15-19
Market research
Reasons for listening
RTE1
2FM
TodayFM
OceanFM
i-radio
Listen to get going in the morning
10.3% ( 25)
14.4% ( 35)
11.1% ( 27)
15.2% ( 37)
16.1% ( 39)
19.8% ( 48)
6.2% ( 15)
0.4% ( 1)
2.1% ( 5)
0.8% ( 2)
0.8% ( 2)
2.9% ( 7)
100% (243)
Listen to escape from it all
21.7% ( 45)
7.3% ( 15)
9.7% ( 20)
7.7% ( 16)
11.1% ( 23)
24.2% ( 50)
3.9% ( 8)
0.5% ( 1)
1.9% ( 4)
1.0% ( 2)
0.0% ( 0)
11.1% ( 23)
100% (207)
Listen to be up to date with new music
14.0% ( 31)
8.1% ( 18)
16.2% ( 36)
15.3% ( 34)
9.9% ( 22)
32.4% ( 72)
0.5% ( 1)
0.5% ( 1)
0.0% ( 0)
0.5% ( 1)
0.0% ( 0)
2.7% ( 6)
100% (222)
Listen to the music I like
4.3% ( 11)
7.8% ( 20)
16.5% ( 42)
15.7% ( 40)
17.7% ( 45)
24.7% ( 63)
1.2% ( 3)
1.2% ( 3)
2.0% ( 5)
2.4% ( 6)
0.4% ( 1)
6.3% ( 16)
100% (255)
Kept up to date on national affairs
3.5% ( 9)
27.8% ( 71)
11.8% ( 30)
16.1% ( 41)
12.9% ( 33)
5.1% ( 13)
20.0% ( 51)
0.4% ( 1)
1.2% ( 3)
0.4% ( 1)
0.0% ( 0)
0.8% ( 2)
100% (255)
Presenters I relate to
6.1% ( 15)
15.4% ( 38)
11.3% ( 28)
15.0% ( 37)
17.0% ( 42)
21.1% ( 52)
8.9% ( 22)
0.4% ( 1)
1.2% ( 3)
1.6% ( 4)
0.0% ( 0)
2.0% ( 5)
100% (247)
Listen to for light entertainment
6.4% ( 15)
8.6% ( 20)
13.3% ( 31)
19.7% ( 46)
16.7% ( 39)
22.2% ( 52)
3.0% ( 7)
0.4% ( 1)
1.3% ( 3)
2.6% ( 6)
0.9% ( 2)
5.1% ( 12)
100% (234)
Listen to for local news and info
1.8% ( 4)
4.0% ( 9)
2.2% ( 5)
3.1% ( 7)
59.4% (133)
12.5% ( 28)
2.7% ( 6)
0.5% ( 1)
7.6% ( 17)
4.0% ( 9)
1.8% ( 4)
0.5% ( 1)
100% (224)
Listen to for good mix of talk/music
5.0% ( 12)
9.2% ( 22)
12.6% ( 30)
20.5% ( 49)
18.4% ( 44)
24.3% ( 58)
3.8% ( 9)
0.4% ( 1)
0.8% ( 2)
1.3% ( 3)
1.3% ( 3)
2.5% ( 6)
100% (239)
25.9% ( 53)
3.9% ( 8)
8.3% ( 17)
6.3% ( 13)
11.2% ( 23)
25.9% ( 53)
1.5% ( 3)
1.0% ( 2)
1.0% ( 2)
2.4% ( 5)
0.5% ( 1)
12.2% ( 25)
100% (205)
Listen to for good talk radio
7.6% ( 18)
14.3% ( 34)
9.2% ( 22)
11.8% ( 28)
17.2% ( 41)
17.7% ( 42)
16.8% ( 40)
0.8% ( 2)
2.1% ( 5)
0.8% ( 2)
0.8% ( 2)
0.8% ( 2)
100% (238)
Keep in touch with local area
2.2% ( 5)
2.2% ( 5)
2.7% ( 6)
2.2% ( 5)
59.7% (135)
12.0% ( 27)
2.2% ( 5)
0.4% ( 1)
8.9% ( 20)
5.3% ( 12)
1.8% ( 4)
0.4% ( 1)
100% (226)
8.7% (243)
10.6% (295)
10.5% (294)
12.6% (353)
22.2% (619)
20.0% (558)
6.1% (170)
0.6% ( 16)
2.5% ( 69)
1.9% ( 53)
0.7% ( 19)
3.8% (106)
100% (2795)
Listen to avoid news
Total
Newstalk
RnaG
HighlandRadio
MidWest
Shannonside
LyricFM
TOTAL
Non-response
Chi2=1230.54,df=121,1-p=>99.99%.
Dependence is highly significant. Chi2 = 1230.54, df = 121, 1-p = >99.99%. Cases highlighted in blue (or pink) are those for which the observed frequency is
significantly higher (or lower) than the expected frequency. Warning: 36 (25.0%) cases have an estimated value of less than 5 hence the rules of Chi2 are
not really applicable. Chi2 is calculated on the table of citations (marginal frequencies equal to the sum of row/column frequencies).
Reasons for listening are shown above. Ocean scores highest on
listening for local news and info and for keeping in touch with
the local area.
Non-response
No.cit.
Percent
2
1.0%
RTE 1
30
15.1%
2FM
20
10.1%
TodayFM
31
15.6%
Ocean FM
41
20.6%
i-radio
47
23.6%
Newstalk
10
5.0%
RnaG
1
0.5%
Highland Radio
5
2.5%
Mid West
4
2.0%
Shannonside
2
1.0%
LyricFM
TOTAL OBS.
Why favourite station
Non-response
What is your favourite station?
Ocean FM scores 2nd highest in favourability.
6
3.0%
199
100%
To get going am
To escape
No.cit.
Percent
8
4.0%
119
59.8%
76
38.2%
Uptodate music
101
50.8%
Music I like
119
59.8%
75
37.7%
Presenters
123
61.8%
Light entertainment
111
55.8%
Local News/Info
43
21.6%
Mix of talk/music
113
56.8%
Avoid news
38
19.1%
Good talk radio
52
26.1%
29
14.6%
3
1.5%
National affairs
other
TOTAL OBS.
199
41
Market research
What is your favourite station x Why favourite station
Togetgoingam
Toescape
Uptodatemusic
MusicIlike
Nationalaffairs
Presenters
Lightentertainment LocalNews/Info
Mixoftalk/music
Avoidnews
Goodtalkradio
Keepintouchwithlocalarea TOTAL
RTE 1
17.7% ( 21)
11.8% ( 9)
11.9% ( 12)
8.4% ( 10)
37.3% ( 28)
16.3% ( 20)
12.6% ( 14)
4.7% ( 2)
13.3% ( 15)
0.0% ( 0)
26.9% ( 14)
3.5% ( 1)
15.1% (146)
2FM
10.9% ( 13)
10.5% ( 8)
10.9% ( 11)
12.6% ( 15)
9.3% ( 7)
11.4% ( 14)
11.7% ( 13)
0.0% ( 0)
12.4% ( 14)
7.9% ( 3)
9.6% ( 5)
0.0% ( 0)
10.1% (103)
TodayFM
16.8% ( 20)
17.1% ( 13)
16.8% ( 17)
14.3% ( 17)
10.7% ( 8)
16.3% ( 20)
18.9% ( 21)
2.3% ( 1)
19.5% ( 22)
21.1% ( 8)
23.1% ( 12)
3.5% ( 1)
15.6% (160)
Ocean FM
14.3% ( 17)
9.2% ( 7)
12.9% ( 13)
22.7% ( 27)
18.7% ( 14)
17.9% ( 22)
16.2% ( 18)
58.1% ( 25)
14.2% ( 16)
5.3% ( 2)
13.5% ( 7)
62.1% ( 18)
20.6% (186)
i-radio
24.4% ( 29)
32.9% ( 25)
40.6% ( 41)
32.8% ( 39)
6.7% ( 5)
23.6% ( 29)
27.9% ( 31)
11.6% ( 5)
29.2% ( 33)
42.1% ( 16)
9.6% ( 5)
17.2% ( 5)
23.6% (263)
Newstalk
7.6% ( 9)
5.3% ( 4)
2.0% ( 2)
0.8% ( 1)
9.3% ( 7)
5.7% ( 7)
2.7% ( 3)
4.7% ( 2)
3.5% ( 4)
7.9% ( 3)
9.6% ( 5)
3.5% ( 1)
5.0% ( 48)
RnaG
0.8% ( 1)
1.3% ( 1)
0.0% ( 0)
0.8% ( 1)
1.3% ( 1)
0.8% ( 1)
0.9% ( 1)
0.0% ( 0)
0.9% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.5% ( 7)
Highland Radio
0.8% ( 1)
2.6% ( 2)
0.0% ( 0)
0.8% ( 1)
1.3% ( 1)
1.6% ( 2)
1.8% ( 2)
4.7% ( 2)
1.8% ( 2)
2.6% ( 1)
1.9% ( 1)
0.0% ( 0)
2.5% ( 15)
Mid West
1.7% ( 2)
1.3% ( 1)
1.0% ( 1)
1.7% ( 2)
2.7% ( 2)
3.3% ( 4)
2.7% ( 3)
9.3% ( 4)
1.8% ( 2)
2.6% ( 1)
1.9% ( 1)
3.5% ( 1)
2.0% ( 24)
Shannonside
1.7% ( 2)
0.0% ( 0)
0.0% ( 0)
0.8% ( 1)
0.0% ( 0)
0.0% ( 0)
1.8% ( 2)
4.7% ( 2)
1.8% ( 2)
2.6% ( 1)
3.9% ( 2)
6.9% ( 2)
1.0% ( 14)
LyricFM
3.4% ( 4)
7.9% ( 6)
4.0% ( 4)
4.2% ( 5)
2.7% ( 2)
3.3% ( 4)
2.7% ( 3)
0.0% ( 0)
1.8% ( 2)
7.9% ( 3)
0.0% ( 0)
0.0% ( 0)
3.0% ( 33)
TOTAL
100% (119)
100% ( 76)
100% (101)
100% (119)
100% ( 75)
100% (123)
100% (111)
100% ( 43)
100% (113)
100% ( 38)
100% ( 52)
100% ( 29)
100% (999)
Dependence is highly significant. Chi2 = 253.42, df = 110, 1-p = >99.99%. Cases highlighted in blue (or pink) are those for which the observed frequency
is significantly higher (or lower) than the expected frequency. Warning: 72 (54.5%) cases have an estimated value of less than 5 hence the rules of Chi2
are not really applicable. Chi2 is calculated on the table of citations (marginal frequencies equal to the sum of row/column frequencies). % of variance
explained (Cramer): 35.69% Table values are the in columns percentages established on 199 observations.
Ocean FM scores well across all criteria especially on keeping in touch with the local area.
NB OCEAN FM is 2nd highest
What is your favourite station x Reasons why like favourite
Reasons why like favourite
EasylisteningLike/knowthepresenters
Documentaries,culturalplaysstandardofpresenters
Getallthelocalnews,andmusic Music
DeathNotices Liketheprogramming
Funnyentertaining Youngcurrent GreatsportscoverageIrishLanguage
RayD'arcy
RequestsonSunday,Irishmusic
TOTAL
42
100% ( 17)
RTE 1
10.0% ( 3)
6.7% ( 2)
13.3% ( 4)
6.7% ( 2)
3.3% ( 1)
0.0% ( 0)
16.7% ( 5)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2FM
10.0% ( 2)
15.0% ( 3)
10.0% ( 2)
0.0% ( 0)
5.0% ( 1)
0.0% ( 0)
0.0% ( 0)
5.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 9)
TodayFM
29.0% ( 9)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
6.5% ( 2)
0.0% ( 0)
0.0% ( 0)
3.2% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
3.2% ( 1)
0.0% ( 0)
100% ( 13)
Ocean FM
14.6% ( 6)
0.0% ( 0)
i-radio
14.6% ( 6)
2.4% ( 1)
22.0% ( 9)
4.9% ( 2)
0.0% ( 0)
0.0% ( 0)
2.4% ( 1)
0.0% ( 0)
0.0% ( 0)
2.4% ( 1)
100% ( 28)
10.6% ( 5)
2.1% ( 1)
2.1% ( 1)
0.0% ( 0)
10.6% ( 5)
0.0% ( 0)
2.1% ( 1)
8.5% ( 4)
8.5% ( 4)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 21)
Newstalk
0.0% ( 0)
10.0% ( 1)
30.0% ( 3)
10.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
10.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 6)
RnaG
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
Highland Radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
20.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
Mid West
0.0% ( 0)
50.0% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 2)
4.9% ( 2)
100% ( 2)
Shannonside
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
LyricFM
16.7% ( 1)
33.3% ( 2)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 4)
TOTAL
13.6% ( 27)
6.5% ( 13)
5.5% ( 11)
5.5% ( 11)
5.0% ( 10)
4.5% ( 9)
4.0% ( 8)
3.0% ( 6)
2.0% ( 4)
1.0% ( 2)
0.5% ( 1)
0.5% ( 1)
0.5% ( 1)
100% (104)
Market research
If OCEAN is your main station which other stations do
you listen to and why?
How often do you listen to Ocean FM
No.cit.
Percent
Reasons for Radio 1
Daily More than 3hrs per day
13
6.5%
Daily less than 3hrs per day
52
26.1%
Once a week or more
39
19.6%
Non-response
188
94.5%
News
9
4.5%
Good mix of programmes
1
0.5%
Talk radio
1
0.5%
199
100%
Occasionally
33
16.6%
Rarely
28
14.1%
Never
33
16.6%
TOTAL OBS.
No.cit.
Reasons for Radio 1
TOTAL OBS.
199
The sum of percentages is less than 100% because of deletions.
Reasons for Today FM
No.cit.
13
52
Once a week or more
39
Occasionally
Rarely
Never
33
28
33
Percent
Non-response
187
94.0%
National News
5
2.5%
Presenters
3
1.5%
Good mix of music and talk
2
1.0%
For something different
1
0.5%
Similar to Ocean FM
1
0.5%
199
100%
TOTAL OBS.
Reasons why not listen to OCEAN
Percent
Reasons for Radio 2
No.cit.
Reasons for Radio 2
Non-response
Percent
195
98.0%
Good music and presenters
1
0.5%
Presenters/News
1
0.5%
Ray D'arcy show time to time
1
0.5%
Sport
1
0.5%
199
100%
TOTAL OBS.
Reasons for iRadio
Reasons for i-Radio
Non-response
No.cit.
Percent
194
97.5%
Music
2
1.0%
Like the morning show
1
0.5%
Presenters
1
0.5%
Young radio station
1
0.5%
199
100%
TOTAL OBS.
43
Market research
Interest in ......
Someinterest Notreallyinterested
Notatallinterested
TOTAL
VeryInterested
Interested
National and International news
34.5% ( 67)
40.2% ( 78)
13.4% ( 26)
7.7% ( 15)
4.1% ( 8)
100% (194)
Local News
30.8% ( 60)
34.4% ( 67)
22.1% ( 43)
9.2% ( 18)
3.6% ( 7)
100% (195)
Local current affairs/discussions
20.5% ( 40)
27.2% ( 53)
25.1% ( 49)
20.0% ( 39)
7.2% ( 14)
100% (195)
National and International sports
27.8% ( 54)
20.1% ( 39)
16.0% ( 31)
18.6% ( 36)
17.5% ( 34)
100% (194)
Local Sports
26.3% ( 51)
26.3% ( 51)
14.4% ( 28)
16.0% ( 31)
17.0% ( 33)
100% (194)
Live Match Coverage
24.6% ( 48)
22.6% ( 44)
10.3% ( 20)
18.5% ( 36)
24.1% ( 47)
100% (195)
Local Information: Traffic, Travel etc
15.9% ( 31)
38.0% ( 74)
15.9% ( 31)
19.5% ( 38)
10.8% ( 21)
100% (195)
Local Events
18.0% ( 35)
39.7% ( 77)
24.7% ( 48)
12.9% ( 25)
4.6% ( 9)
100% (194)
Documentaries
20.1% ( 39)
34.5% ( 67)
20.6% ( 40)
15.5% ( 30)
9.3% ( 18)
100% (194)
Arts and Entertainment
14.4% ( 28)
38.7% ( 75)
19.6% ( 38)
19.6% ( 38)
7.7% ( 15)
100% (194)
4.1% ( 8)
10.3% ( 20)
18.6% ( 36)
31.4% ( 61)
35.6% ( 69)
100% (194)
10.3% ( 20)
33.5% ( 65)
19.1% ( 37)
16.0% ( 31)
21.1% ( 41)
100% (194)
Religious programmes
3.1% ( 6)
11.9% ( 23)
17.0% ( 33)
22.7% ( 44)
45.4% ( 88)
100% (194)
Broadcast of Religious Services
3.1% ( 6)
15.0% ( 29)
12.9% ( 25)
18.6% ( 36)
50.5% ( 98)
100% (194)
Farming
4.1% ( 8)
16.9% ( 33)
11.8% ( 23)
19.5% ( 38)
47.7% ( 93)
100% (195)
Outdoor Pursuits
6.7% ( 13)
23.1% ( 45)
24.6% ( 48)
18.5% ( 36)
27.2% ( 53)
100% (195)
Business Programmes
6.7% ( 13)
24.1% ( 47)
23.1% ( 45)
21.0% ( 41)
25.1% ( 49)
100% (195)
16.0% (527)
26.8% (887)
18.2% (601)
17.9% (593)
21.1% (697)
100% (3305)
Irish language programmes
Lifestyle programmes
Total
significantly higher (or lower) than the expected frequency. Cronbach’s Alpha: 0.87
44
Market research
194 National and International news
195 Local News
195 Local current affairs/discussions
194 National and International sports
194 Local Sports
195 Live Match Coverage
195 Local Information: Traffic, Travel etc
194 Local Events
194 Documentaries
194 Arts and Entertainment
194 Irish language programmes
194 Lifestyle programmes
194 Religious programmes
194 Broadcast of Religious Services
195 Farming
195 Outdoor Pursuits
195 Business Programmes
Very Interested
Interested
Some interest
Not really
Notinterested
at all interested
45
Market research
Station must provide
Unimportant VeryUnimportant
TOTAL
VeryImportant
Important
Neither
Local pres I know and can relate to
32.3% ( 62)
34.4% ( 66)
18.2% ( 35)
8.3% ( 16)
6.8% ( 13)
100% (192)
Local News Info and Events
41.7% ( 80)
41.7% ( 80)
12.5% ( 24)
2.6% ( 5)
1.6% ( 3)
100% (192)
Comprehensive sports programming
28.1% ( 54)
21.4% ( 41)
19.8% ( 38)
16.2% ( 31)
14.6% ( 28)
100% (192)
Broad Mix of Music from all eras
50.0% ( 96)
30.2% ( 58)
12.0% ( 23)
5.2% ( 10)
2.6% ( 5)
100% (192)
Locally Based in the North West
38.5% ( 74)
33.3% ( 64)
15.6% ( 30)
8.3% ( 16)
4.2% ( 8)
100% (192)
Wide range of Entertaing Programmes
48.4% ( 93)
34.4% ( 66)
8.9% ( 17)
4.7% ( 9)
3.7% ( 7)
100% (192)
Total
39.8% (459)
32.6% (375)
14.5% (167)
7.6% ( 87)
5.6% ( 64)
100% (1152)
significantly higher (or lower) than the expected frequency. Chi2 is calculated on the table of citations (marginal frequencies equal to the sum of row/
column frequencies).Cronbach’s Alpha: 0.73
192 Local pres I know and can relate to
192 Local News Info and Events
192 Comprehensive sports programming
192 Broad Mix of Music from all eras
192 Locally Based in the North West
192 Wide range of Entertaing Programmes
Very Important
Important
NeitherUnimportant
Very Unimportant
46
Market research
StronglyAgree
Agree
Neither
Disagree
StronglyDisagree
TOTAL
6.7% ( 13)
5.7% ( 11)
100% (193)
19.2% ( 37)
4.2% ( 8)
2.6% ( 5)
100% (193)
35.8% ( 69)
7.8% ( 15)
2.1% ( 4)
100% (193)
41.5% ( 80)
22.3% ( 43)
8.8% ( 17)
5.2% ( 10)
100% (193)
20.2% ( 39)
33.7% ( 65)
33.7% ( 65)
25.9% ( 50)
48.2% ( 93)
22.8% ( 44)
31.6% ( 61)
22.3% ( 43)
15.5% ( 30)
42.0% ( 81)
28.0% ( 54)
10.9% ( 21)
3.6% ( 7)
100% (193)
7.8% ( 15)
38.3% ( 74)
39.9% ( 77)
9.8% ( 19)
4.2% ( 8)
100% (193)
20.7% ( 40)
38.3% ( 74)
32.6% ( 63)
5.2% ( 10)
3.1% ( 6)
100% (193)
21.8% ( 42)
47.7% ( 92)
23.3% ( 45)
4.7% ( 9)
2.6% ( 5)
100% (193)
14.5% ( 28)
42.5% ( 82)
30.1% ( 58)
8.8% ( 17)
4.2% ( 8)
100% (193)
17.1% ( 33)
47.2% ( 91)
25.9% ( 50)
7.3% ( 14)
2.6% ( 5)
100% (193)
13.0% ( 25)
46.6% ( 90)
31.6% ( 61)
6.2% ( 12)
2.6% ( 5)
100% (193)
14.5% ( 28)
50.8% ( 98)
26.4% ( 51)
5.7% ( 11)
2.6% ( 5)
100% (193)
9.8% ( 19)
34.7% ( 67)
37.3% ( 72)
12.4% ( 24)
5.7% ( 11)
100% (193)
17.4% (436)
41.8% (1048)
29.7% (745)
7.6% (190)
3.6% ( 90)
100% (2509)
Total
significantly higher (or lower) than the expected frequency. Chi2 is calculated on the table of citations (marginal frequencies equal to the sum of row/
column frequencies).Cronbach’s Alpha: 0.88
47
Market research
Music I like to listen to on the radio
StronglyAgree
StronglyDisagree
TOTAL
Chart/Current Hits
33.0% ( 64)
30.4% ( 59)
17.0% ( 33)
13.9% ( 27)
5.7% ( 11)
100% (194)
29.4% ( 57)
32.0% ( 62)
13.9% ( 27)
20.6% ( 40)
4.1% ( 8)
100% (194)
34.5% ( 67)
37.6% ( 73)
13.9% ( 27)
11.9% ( 23)
2.1% ( 4)
100% (194)
26.8% ( 52)
43.8% ( 85)
11.3% ( 22)
12.4% ( 24)
5.7% ( 11)
100% (194)
Country
18.5% ( 36)
29.2% ( 57)
15.9% ( 31)
14.9% ( 29)
21.5% ( 42)
100% (195)
Traditional Irish
14.4% ( 28)
36.9% ( 72)
16.9% ( 33)
13.3% ( 26)
18.5% ( 36)
100% (195)
Classical
13.9% ( 27)
23.6% ( 46)
20.0% ( 39)
18.5% ( 36)
24.1% ( 47)
100% (195)
Total
24.3% (331)
33.4% (454)
15.6% (212)
15.1% (205)
11.7% (159)
100% (1361)
194 Chart/Current Hits
194 Big Hits from the 2000s
194 Big Hits from the 80s and 90s
195 Country
195 Traditional Irish
195 Classical
StronglyAgree
AgreeNeither Disagree
Agree nor
Strongly
Disagree
Disagree
48
Agree NeitherAgreenorDisagreeDisagree
Market research
Music
StronglyAgreeandAgree
NeitherAgreenorDisagree
DisagreeandStronglyDisagree
TOTAL
Chart/Current Hits
63.4% (123)
17.0% ( 33)
19.6% ( 38)
100% (194)
61.3% (119)
13.9% ( 27)
24.7% ( 48)
100% (194)
72.2% (140)
13.9% ( 27)
13.9% ( 27)
100% (194)
70.6% (137)
11.3% ( 22)
18.0% ( 35)
100% (194)
Country
47.7% ( 93)
15.9% ( 31)
36.4% ( 71)
100% (195)
Traditional Irish
51.3% (100)
16.9% ( 33)
31.8% ( 62)
100% (195)
Classical
37.4% ( 73)
20.0% ( 39)
42.6% ( 83)
100% (195)
Total
57.7% (785)
15.6% (212)
26.8% (364)
100% (1361)
195 Country
195 Classical
StronglyNeither
AgreeDisagree
Agree
and Agree
norand
Disagree
Strongly Disagree
Would you like Ocean FM to remain on air.....
Ocean FM to remain on air
Non-response
Yes
No
TOTAL OBS.
No.cit.
Percent
12
6.0%
169
84.9%
18
9.1%
199
100%
Would you prefer another local station ?
Listen to North West Radio
Non-response
Yes
No
TOTAL OBS.
No.cit.
Percent
Did you ever listen to North West Radio...
Prefer another local station
No.cit.
Non-response
70
35.2%
Yes
26
13.1%
No
103
51.8%
TOTAL OBS.
199
100%
If YES (did listen to North West Radio) would you prefer
North West Radio or Ocean FM
Prefer North West Radio or Ocean
10
5.0%
121
60.8%
68
199
Percent
Non-response
No.cit.
Percent
112
56.3%
Prefer NWR
28
14.1%
34.2%
Prefer OCEAN
59
29.7%
100%
TOTAL OBS.
199
100%
49
Market research
PreferOCEANTOTAL
Prefer North West Radio or Ocean PreferNWR
Overall reason for preference
Better, more professional
8
6
14
Can't remember / no choice
2
10
12
Better presenters
6
3
9
Better music mix
2
3
5
Better local news
2
2
4
More up to date
0
3
3
A lot more culture
1
0
1
Broadcast nearby
0
1
1
Habit - used to it
0
1
1
Improve, not to shout at people, pronounce local names and places death notice
1
0
1
Just the same
0
0
0
More of a mix NW is limited
0
1
1
More people on Ocean
0
1
1
NWR more natural on air, more Sligo info than Ocean
1
0
1
Ocean aimed for older crowd
1
0
1
Oceans needs to change, improve. Listen to NWR more
1
0
1
Prefers Lyric
1
0
1
Up to date
0
1
1
Used to it
0
1
1
Variety
0
1
1
Was against it at first but it's an improvement
0
1
1
26
35
61
TOTAL
Cell values are the number of responses (citations) for each pair of modalities.
50
Market research
Which County do you live in?
County
No.cit.
Gender
Percent
Gender
Sligo
93
46.7%
Male
Leitrim
60
30.2%
Donegal
46
23.1%
199
100%
TOTAL OBS.
<15
No.cit.
Percent
Percent
94
47.2%
Female
105
52.8%
TOTAL OBS.
199
100%
Social Class
Age
Age
No.cit.
Social Class
No.cit.
Percent
B
21
10.6%
2
1.0%
C1
31
15.6%
15-19
18
9.1%
C2
49
24.6%
20-24
17
8.5%
D
14
7.0%
25-34
26
13.1%
UE
9
4.5%
35-44
31
15.6%
S
29
14.6%
45-54
43
21.6%
HM
12
6.0%
55-64
38
19.1%
Retired
34
17.1%
=>65
24
12.1%
TOTAL OBS.
199
100%
199
100%
TOTAL OBS.
51
Market research
2.
Ages 25 and Upwards
Interviewer Name
No.cit.
Interviewer Name
Percent
Gavin
52
32.1%
Killian
61
37.7%
49
30.3%
162
100%
Aisling
TOTAL OBS.
This table is based on the sub-sample ‘Aged
25+’ containing 162 observations and defined
by the following filter:
Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ;
=>65”
Location
Date
No.cit.
Percent
Location
No.cit.
Percent
03.10.13
23
14.2%
Sligo
78
48.2%
04.10.13
76
46.9%
Leitrim
52
32.1%
05.10.13
63
38.9%
Donegal
32
19.8%
162
100%
TOTAL OBS.
162
100%
Newstalk
RnaG
TOTAL OBS.
2FM
TodayFM
OceanFM
i-radio
19.4% ( 35)
12.2% ( 22)
18.3% ( 33)
21.7% ( 39)
11.1% ( 20)
7.8% ( 14)
0.6% ( 1)
2.8% ( 5)
1.1% ( 2)
1.1% ( 2)
3.9% ( 7)
100% (180)
12.0% ( 15)
12.8% ( 16)
11.2% ( 14)
18.4% ( 23)
16.8% ( 21)
6.4% ( 8)
0.8% ( 1)
3.2% ( 4)
1.6% ( 2)
0.0% ( 0)
16.8% ( 21)
100% (125)
12.2% ( 18)
21.0% ( 31)
19.6% ( 29)
14.9% ( 22)
26.4% ( 39)
0.7% ( 1)
0.7% ( 1)
0.0% ( 0)
0.7% ( 1)
0.0% ( 0)
4.1% ( 6)
100% (148)
9.4% ( 19)
19.2% ( 39)
17.7% ( 36)
22.2% ( 45)
14.8% ( 30)
1.5% ( 3)
1.5% ( 3)
2.5% ( 5)
3.0% ( 6)
0.5% ( 1)
7.9% ( 16)
100% (203)
32.5% ( 67)
11.2% ( 23)
16.0% ( 33)
14.6% ( 30)
1.9% ( 4)
20.4% ( 42)
0.5% ( 1)
1.5% ( 3)
0.5% ( 1)
0.0% ( 0)
1.0% ( 2)
100% (206)
19.7% ( 38)
12.4% ( 24)
17.6% ( 34)
21.8% ( 42)
11.9% ( 23)
9.8% ( 19)
0.5% ( 1)
1.6% ( 3)
2.1% ( 4)
0.0% ( 0)
2.6% ( 5)
100% (193)
10.6% ( 19)
14.4% ( 26)
23.3% ( 42)
20.6% ( 37)
14.4% ( 26)
3.3% ( 6)
0.6% ( 1)
1.7% ( 3)
3.3% ( 6)
1.1% ( 2)
6.7% ( 12)
100% (180)
5.0% ( 9)
1.7% ( 3)
3.3% ( 6)
64.3% (117)
7.1% ( 13)
2.2% ( 4)
0.6% ( 1)
8.8% ( 16)
4.4% ( 8)
2.2% ( 4)
0.6% ( 1)
100% (182)
11.8% ( 22)
13.9% ( 26)
24.1% ( 45)
23.5% ( 44)
13.9% ( 26)
4.8% ( 9)
0.5% ( 1)
1.1% ( 2)
1.6% ( 3)
1.6% ( 3)
3.2% ( 6)
100% (187)
6.6% ( 8)
12.4% ( 15)
10.7% ( 13)
19.0% ( 23)
22.3% ( 27)
2.5% ( 3)
1.7% ( 2)
1.7% ( 2)
3.3% ( 4)
0.8% ( 1)
19.0% ( 23)
100% (121)
17.0% ( 31)
9.9% ( 18)
14.8% ( 27)
21.4% ( 39)
11.5% ( 21)
18.1% ( 33)
1.1% ( 2)
2.8% ( 5)
1.1% ( 2)
1.1% ( 2)
1.1% ( 2)
100% (182)
2.8% ( 5)
2.2% ( 4)
2.8% ( 5)
64.3% (117)
6.6% ( 12)
2.2% ( 4)
0.6% ( 1)
10.4% ( 19)
5.5% ( 10)
2.2% ( 4)
0.6% ( 1)
100% (182)
13.7% (286)
11.8% (247)
15.2% (317)
27.7% (578)
12.5% (262)
7.0% (146)
0.8% ( 16)
3.2% ( 67)
2.4% ( 49)
0.9% ( 19)
4.9% (102)
100% (2089)
Total
52
HighlandRadio
MidWest
Shannonside
LyricFM
TOTAL
RTE1
Market research
What is your favourite station?
Axis 2 (31.07%)
LyricFM
No.cit.
Percent
RTE 1
30
18.5%
2FM
16
9.9%
TodayFM
27
16.7%
Ocean FM
41
25.3%
i-radio
19
11.7%
Newstalk
10
6.2%
RnaG
1
0.6%
Highland Radio
4
2.5%
Mid West
4
2.5%
Shannonside
2
1.2%
LyricFM
6
3.7%
TOTAL OBS.
i-radio
Axis 1 (54.78%)
2FM
RnaG
TodayFM
Mid West
Ocean FM
Shannonside
Highland Radio
RTE 1
Newstalk
Difference from reference distribution is highly significant. Chi2 =
121.88, df = 10, 1-p = >99.99%. Chi2 is calculated with equal expected
frequencies for each modality. The sum of percentages is less than
100% because of deletions. This table is based on the sub-sample ‘Aged
25+’ containing 162 observations and defined by the following filter:
Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ; =>65”
162
RTE 1
30
2FM
16
TodayFM
27
Ocean FM
41
i-radio
19
Newstalk
RnaG
10
1
Highland Radio
4
Mid West
Shannonside
LyricFM
4
2
6
53
Market research
What is your favourite station? x Reasons why like favourite
RayD'arcy
TOTAL
RTE 1
18.5% ( 17)
14.3% ( 3)
18.2% ( 2)
44.4% ( 4)
18.2% ( 2)
16.7% ( 1)
0.0% ( 0)
62.5% ( 5)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.5% ( 2)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.9% ( 7)
TodayFM
38.1% ( 8)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
16.7% ( 11)
Ocean FM
2FM
28.6% ( 6)
18.2% ( 2)
0.0% ( 0)
54.6% ( 6)
16.7% ( 1)
100% ( 9)
25.0% ( 2)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
25.3% ( 28)
i-radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
33.3% ( 2)
0.0% ( 0)
12.5% ( 1)
50.0% ( 2)
100% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
11.7% ( 6)
Newstalk
0.0% ( 0)
9.1% ( 1)
33.3% ( 3)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
6.2% ( 6)
RnaG
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
0.0% ( 0)
0.6% ( 1)
Highland Radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 1)
Mid West
0.0% ( 0)
18.2% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 2)
Shannonside
4.8% ( 1)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
1.2% ( 2)
LyricFM
4.8% ( 1)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
3.7% ( 4)
TOTAL
100% ( 21)
100% ( 11)
100% ( 9)
100% ( 11)
100% ( 6)
100% ( 9)
100% ( 8)
100% ( 4)
100% ( 1)
100% ( 2)
100% ( 1)
100% ( 1)
100% ( 1)
100% ( 85)
Table values are the in columns percentages established on 162 observations. This table is based on the sub-sample ‘Aged 25+’ containing 162 observations
and defined by the following filter: Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ; =>65”
17 RTE 1
7 2FM
11 TodayFM
28 Ocean FM
6 i-radio
6 Newstalk
1 RnaG
1 Highland Radio
2 Mid West
2 Shannonside
4 LyricFM
Easy listening
Like/know
Documentaries,
the Get
presenters
all the
Music
cultural
localDeath
news,
playsNotices
and
standard
music
of presenters
Like
the
Funny
programming
entertaining
Young current
Great sports
Irish Language
coverage
Ray D'arcy
Requests on Sunday, Irish music
54
Market research
What is your favourite station? x Reasons why like favourite
Funnyentertaining
TOTAL
RTE 1
18.5% ( 17)
14.3% ( 3)
18.2% ( 2)
44.4% ( 4)
18.2% ( 2)
16.7% ( 1)
0.0% ( 0)
62.5% ( 5)
0.0% ( 0)
9.5% ( 2)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
9.9% ( 7)
TodayFM
38.1% ( 8)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
16.7% ( 10)
Ocean FM
2FM
28.6% ( 6)
18.2% ( 2)
0.0% ( 0)
54.6% ( 6)
16.7% ( 1)
100% ( 9)
25.0% ( 2)
0.0% ( 0)
25.3% ( 26)
i-radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
33.3% ( 2)
0.0% ( 0)
12.5% ( 1)
50.0% ( 2)
11.7% ( 5)
Newstalk
0.0% ( 0)
9.1% ( 1)
33.3% ( 3)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
6.2% ( 5)
RnaG
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.6% ( 0)
Highland Radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 1)
Mid West
0.0% ( 0)
18.2% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 2)
Shannonside
4.8% ( 1)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
1.2% ( 2)
LyricFM
4.8% ( 1)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
3.7% ( 4)
TOTAL
100% ( 21)
100% ( 11)
100% ( 9)
100% ( 11)
100% ( 6)
100% ( 9)
100% ( 8)
100% ( 4)
100% ( 79)
17 RTE 1
7 2FM
10 TodayFM
26 Ocean FM
5 i-radio
5 Newstalk
0 RnaG
1 Highland Radio
2 Mid West
2 Shannonside
4 LyricFM
Easy listening
Like/know
the Get
presenters
Documentaries,
all the
Music
cultural
localDeath
news,
playsNotices
Like
and
standard
the
music
Funny
programming
of presenters
entertaining
55
Market research
No.cit.
Percent
To get going am
92
56.8%
To get going am
To escape
54
33.3%
To escape
Uptodate music
73
45.1%
Uptodate music
Music I like
92
56.8%
National affairs
70
43.2%
Music I like
Presenters
98
60.5%
Light entertainment
87
53.7%
Local News/Info
40
24.7%
Mix of talk/music
87
53.7%
Avoid news
29
17.9%
Good talk radio
46
28.4%
Avoid news
25
15.4%
Good talk radio
3
1.9%
other
TOTAL OBS.
92
54
73
92
National affairs
70
Presenters
98
Light entertainment
87
Local News/Info
40
Mix of talk/music
87
29
46
other
162
25
3
Other Reasons why like favourite
RayD'arcy
TOTAL
RTE 1
56
18.5% ( 17)
14.3% ( 3)
18.2% ( 2)
44.4% ( 4)
18.2% ( 2)
16.7% ( 1)
0.0% ( 0)
62.5% ( 5)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.5% ( 2)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.9% ( 7)
TodayFM
38.1% ( 8)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
16.7% ( 11)
Ocean FM
2FM
28.6% ( 6)
18.2% ( 2)
0.0% ( 0)
54.6% ( 6)
16.7% ( 1)
100% ( 9)
25.0% ( 2)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
25.3% ( 28)
i-radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
33.3% ( 2)
0.0% ( 0)
12.5% ( 1)
50.0% ( 2)
100% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
11.7% ( 6)
Newstalk
0.0% ( 0)
9.1% ( 1)
33.3% ( 3)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
6.2% ( 6)
RnaG
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
0.0% ( 0)
0.6% ( 1)
Highland Radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 1)
Mid West
0.0% ( 0)
18.2% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.5% ( 2)
Shannonside
4.8% ( 1)
0.0% ( 0)
0.0% ( 0)
9.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
LyricFM
4.8% ( 1)
18.2% ( 2)
11.1% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
3.7% ( 4)
TOTAL
100% ( 21)
100% ( 11)
100% ( 9)
100% ( 11)
100% ( 6)
100% ( 9)
100% ( 8)
100% ( 4)
100% ( 1)
100% ( 2)
100% ( 1)
100% ( 1)
100% ( 1)
100% ( 85)
1.2% ( 2)
Market research
Other Reasons why like favourite
TOTAL
RTE 1
10.0% ( 3)
6.7% ( 2)
13.3% ( 4)
6.7% ( 2)
3.3% ( 1)
0.0% ( 0)
16.7% ( 5)
100% ( 17)
2FM
12.5% ( 2)
12.5% ( 2)
6.3% ( 1)
0.0% ( 0)
6.3% ( 1)
0.0% ( 0)
0.0% ( 0)
100% ( 6)
TodayFM
29.6% ( 8)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
3.7% ( 1)
0.0% ( 0)
0.0% ( 0)
100% ( 9)
Ocean FM
14.6% ( 6)
4.9% ( 2)
0.0% ( 0)
14.6% ( 6)
2.4% ( 1)
22.0% ( 9)
4.9% ( 2)
100% ( 26)
i-radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
10.5% ( 2)
0.0% ( 0)
5.3% ( 1)
100% ( 3)
Newstalk
0.0% ( 0)
10.0% ( 1)
30.0% ( 3)
10.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 5)
RnaG
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
Highland Radio
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
25.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 1)
0.0% ( 0)
50.0% ( 2)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 2)
Shannonside
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
50.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 2)
LyricFM
16.7% ( 1)
33.3% ( 2)
16.7% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% ( 4)
TOTAL
13.0% ( 21)
6.8% ( 11)
5.6% ( 9)
6.8% ( 11)
3.7% ( 6)
5.6% ( 9)
4.9% ( 8)
100% ( 75)
Mid West
How often do you listen to Ocean FM?
No.cit.
Percent
13
8.0%
50
30.9%
Once a week or more
34
21.0%
Occasionally
21
13.0%
Rarely
18
11.1%
26
16.1%
Rarely
162
100%
Never
Never
TOTAL OBS.
13
50
Once a week or more
34
Occasionally
21
18
26
57
Market research
Reasons why not listen to OCEAN
Reasons why not listen to Ocean FM
Non-response
No.cit.
Percent
139
85.8%
Not to my taste / don'r receive it
9
5.6%
Don't listen to a lot of radio / RTE 1 / 2
6
3.7%
Prefer i-Radio
2
1.2%
Can't stand the presenters/newscasters
2
1.2%
Doesn't appeal to me
1
0.6%
For older people
0
0.0%
Harsh music, too many ads, not enough variation for all generations.
1
0.6%
Listens to radio occassionaly but when she does only a couple of channels
1
0.6%
Music is not to my taste
1
0.6%
162
100%
TOTAL OBS.
Reasons for Radio 1
Reasons for Radio 1
No.cit.
Non-response
Percent
Percent
151
93.2%
Non-response
150
92.6%
News
9
5.6%
National News
5
3.1%
Good mix of programmes
1
0.6%
Presenters
3
1.9%
Talk radio
1
0.6%
Good mix of music and talk
2
1.2%
162
100%
For something different
1
0.6%
Similar to Ocean FM
1
0.6%
162
100%
TOTAL OBS.
TOTAL OBS.
Reasons for Radio 2
Reasons for Radio 2
No.cit.
Percent
Reasons for i-Radio
No.cit.
Percent
158
97.5%
Good music and presenters
1
0.6%
Presenters/News
1
0.6%
Non-response
158
97.5%
Ray D'arcy show time to time
1
0.6%
Music
2
1.2%
0.6%
Like the morning show
1
0.6%
100%
Presenters
1
0.6%
Young radio station
0
0.0%
162
100%
Non-response
Sport
TOTAL OBS.
1
162
Reasons for i-Radio
TOTAL OBS.
58
No.cit.
Market research
Interest in ......
Notatallinterested
TOTAL
VeryInterested
Interested
40.5% ( 64)
41.8% ( 66)
10.8% ( 17)
4.4% ( 7)
2.5% ( 4)
100% (158)
Local News
36.5% ( 58)
34.6% ( 55)
20.1% ( 32)
5.7% ( 9)
3.1% ( 5)
100% (159)
24.5% ( 39)
30.2% ( 48)
22.0% ( 35)
16.4% ( 26)
6.9% ( 11)
100% (159)
27.2% ( 43)
19.6% ( 31)
16.5% ( 26)
19.0% ( 30)
17.7% ( 28)
100% (158)
Local Sports
26.0% ( 41)
26.6% ( 42)
14.6% ( 23)
16.5% ( 26)
16.5% ( 26)
100% (158)
Live Match Coverage
23.9% ( 38)
23.9% ( 38)
10.7% ( 17)
18.2% ( 29)
23.3% ( 37)
100% (159)
18.2% ( 29)
43.4% ( 69)
12.6% ( 20)
15.1% ( 24)
10.7% ( 17)
100% (159)
Local Events
19.0% ( 30)
41.8% ( 66)
22.2% ( 35)
11.4% ( 18)
5.7% ( 9)
100% (158)
Documentaries
24.1% ( 38)
38.6% ( 61)
16.5% ( 26)
13.3% ( 21)
7.6% ( 12)
100% (158)
15.8% ( 25)
38.6% ( 61)
19.6% ( 31)
18.4% ( 29)
7.6% ( 12)
100% (158)
4.4% ( 7)
11.4% ( 18)
18.4% ( 29)
31.7% ( 50)
34.2% ( 54)
100% (158)
11.4% ( 18)
38.6% ( 61)
17.7% ( 28)
13.3% ( 21)
19.0% ( 30)
100% (158)
3.2% ( 5)
14.6% ( 23)
19.0% ( 30)
20.3% ( 32)
43.0% ( 68)
100% (158)
3.8% ( 6)
17.7% ( 28)
14.6% ( 23)
15.2% ( 24)
48.7% ( 77)
100% (158)
Farming
5.0% ( 8)
20.8% ( 33)
10.7% ( 17)
17.0% ( 27)
46.5% ( 74)
100% (159)
Outdoor Pursuits
6.9% ( 11)
25.2% ( 40)
23.3% ( 37)
16.4% ( 26)
28.3% ( 45)
100% (159)
Business Programmes
6.9% ( 11)
26.4% ( 42)
22.6% ( 36)
20.1% ( 32)
23.9% ( 38)
100% (159)
17.5% (471)
29.0% (782)
17.2% (462)
16.0% (431)
20.3% (547)
100% (2693)
Total
59
Market research
158 National and International news
159 Local News
159 Local current affairs/discussions
158 National and International sports
158 Local Sports
159 Live Match Coverage
159 Local Information: Traffic, Travel etc
158 Local Events
158 Documentaries
158 Arts and Entertainment
158 Irish language programmes
158 Lifestyle programmes
158 Religious programmes
158 Broadcast of Religious Services
159 Farming
159 Outdoor Pursuits
159 Business Programmes
Very Interested
Interested
Some interest
Not really
Notinterested
at all interested
60
Market research
TOTAL
VeryImportant
Important
Neither
34.6% ( 54)
32.7% ( 51)
18.0% ( 28)
8.3% ( 13)
6.4% ( 10)
100% (156)
44.9% ( 70)
41.0% ( 64)
10.9% ( 17)
1.3% ( 2)
1.9% ( 3)
100% (156)
28.9% ( 45)
19.9% ( 31)
19.2% ( 30)
17.3% ( 27)
14.7% ( 23)
100% (156)
48.1% ( 75)
31.4% ( 49)
12.8% ( 20)
5.8% ( 9)
1.9% ( 3)
100% (156)
41.7% ( 65)
30.1% ( 47)
15.4% ( 24)
7.7% ( 12)
5.1% ( 8)
100% (156)
50.0% ( 78)
32.7% ( 51)
9.6% ( 15)
5.1% ( 8)
2.6% ( 4)
100% (156)
Total
41.4% (387)
31.3% (293)
14.3% (134)
7.6% ( 71)
5.5% ( 51)
100% (936)
Very Important
Important
NeitherUnimportant
Very Unimportant
61
Market research
Agree
Neither
24.2% ( 38)
34.4% ( 54)
29.3% ( 46)
7.0% ( 11)
5.1% ( 8)
100% (157)
29.9% ( 47)
45.2% ( 71)
18.5% ( 29)
4.5% ( 7)
1.9% ( 3)
100% (157)
25.5% ( 40)
28.0% ( 44)
35.7% ( 56)
8.9% ( 14)
1.9% ( 3)
100% (157)
22.3% ( 35)
40.1% ( 63)
23.6% ( 37)
9.6% ( 15)
4.5% ( 7)
100% (157)
17.8% ( 28)
38.9% ( 61)
27.4% ( 43)
12.1% ( 19)
3.8% ( 6)
100% (157)
8.9% ( 14)
40.1% ( 63)
37.6% ( 59)
10.2% ( 16)
3.2% ( 5)
100% (157)
22.3% ( 35)
37.6% ( 59)
31.2% ( 49)
5.7% ( 9)
3.2% ( 5)
100% (157)
24.2% ( 38)
44.6% ( 70)
24.2% ( 38)
5.1% ( 8)
1.9% ( 3)
100% (157)
17.8% ( 28)
38.9% ( 61)
28.7% ( 45)
10.8% ( 17)
3.8% ( 6)
100% (157)
19.8% ( 31)
44.6% ( 70)
24.8% ( 39)
8.3% ( 13)
2.6% ( 4)
100% (157)
12.7% ( 20)
47.1% ( 74)
30.6% ( 48)
7.6% ( 12)
1.9% ( 3)
100% (157)
15.3% ( 24)
52.9% ( 83)
23.6% ( 37)
5.7% ( 9)
2.6% ( 4)
100% (157)
11.5% ( 18)
38.9% ( 61)
33.8% ( 53)
11.5% ( 18)
4.5% ( 7)
100% (157)
Total
19.4% (396)
40.9% (834)
28.4% (579)
8.2% (168)
3.1% ( 64)
100% (2041)
157 Local Presenters I know and can relate
157 Good coverage of Local News
157 Comprehensive sports programming1
157 Plays broad mix of Music from all eras
157 Wide Range of Entertaining Programs
157 Good Current Affairs programmes
157 Good Local sport/Match coverage
157 Good Local info Traffic/Travel/Weather
157 Professional Presenters
157 Professional trustworthy station
157 Provides platform for local presenters
157 Serves Community well/local culture
157 Reflects the issues that matter to me
Very Important
Important
NeitherUnimportant
Very Unimportant
62
Disagree
StronglyDisagree
TOTAL
StronglyAgree
Market research
Music
StronglyAgree
Agree NeitherAgreenorDisagreeDisagree
StronglyDisagree
TOTAL
Chart/Current Hits
24.8% ( 39)
33.8% ( 53)
19.1% ( 30)
15.3% ( 24)
7.0% ( 11)
100% (157)
23.6% ( 37)
33.8% ( 53)
16.6% ( 26)
21.0% ( 33)
5.1% ( 8)
100% (157)
34.4% ( 54)
39.5% ( 62)
14.7% ( 23)
8.9% ( 14)
2.6% ( 4)
100% (157)
29.3% ( 46)
47.8% ( 75)
9.6% ( 15)
8.3% ( 13)
5.1% ( 8)
100% (157)
Country
20.9% ( 33)
32.3% ( 51)
13.9% ( 22)
14.6% ( 23)
18.4% ( 29)
100% (158)
Traditional Irish
16.5% ( 26)
38.6% ( 61)
16.5% ( 26)
13.9% ( 22)
14.6% ( 23)
100% (158)
Classical
15.8% ( 25)
27.9% ( 44)
20.3% ( 32)
17.7% ( 28)
18.4% ( 29)
100% (158)
Total
23.6% (260)
36.2% (399)
15.8% (174)
14.3% (157)
10.2% (112)
100% (1102)
158 Country
158 Classical
StronglyAgree
Agree nor
Strongly
Disagree
Disagree
63
Market research
Would you like Ocean FM to remain on air.....
No.cit.
Non-response
Yes
No
TOTAL OBS.
Percent
11
6.8%
82.7%
Yes
17
10.5%
No
162
100%
TOTAL OBS.
No.cit.
81
50.0%
Prefer NWR
27
16.7%
Prefer OCEAN
54
33.3%
TOTAL OBS.
162
100%
Which County do you live in?
No.cit.
Percent
Prefer another local station
14.2%
51.2%
162
100%
TOTAL OBS.
Age
Age
No.cit.
Percent
<15
0
0.0%
15-19
0
0.0%
162
100%
20-24
0
0.0%
25-34
26
16.1%
35-44
31
19.1%
45-54
43
26.5%
55-64
38
23.5%
=>65
24
14.8%
162
100%
29
17.9%
C2
42
25.9%
D
14
8.6%
UE
9
5.6%
S
2
1.2%
TOTAL OBS.
Gender
Gender
No.cit.
Percent
HM
12
7.4%
Male
74
45.7%
Retired
34
21.0%
Female
88
54.3%
162
100%
TOTAL OBS.
162
100%
TOTAL OBS.
Percent
83
22.8%
C1
No.cit.
No
34.6%
12.4%
100%
34.6%
37
20
26.5%
23
56
B
43
162
56
Donegal
Percent
5.6%
67.9%
Yes
Leitrim
No.cit.
9
110
Non-response
42.6%
Social Class
Percent
Would you prefer another local station ?
69
Social Class
No.cit.
Non-response
Sligo
TOTAL OBS.
64
Percent
Non-response
County
Listen to North West Radio
134
If YES (did listen to North West Radio) would you prefer
North West Radio
Prefer North West Radio or Ocean
Did you ever listen to North West Radio...
Market research
Non-response
No.cit.
Percent
105
64.8%
Better, more professional
14
8.6%
Can't remember / no choice
12
7.4%
Better presenters
8
4.9%
Better music mix
5
3.1%
Better local news
3
1.9%
More up to date
3
1.9%
A lot more culture
1
0.6%
Broadcast nearby
1
0.6%
Habit - used to it
1
0.6%
Improve, not to shout at people, pronounce local names and places death notice
1
0.6%
Just the same
1
0.6%
More of a mix NW is limited
0
0.0%
More people on Ocean
0
0.0%
NWR more natural on air, more Sligo info than Ocean
1
0.6%
Ocean aimed for older crowd
0
0.0%
Oceans needs to change, improve. Listen to NWR more
1
0.6%
Prefers Lyric
1
0.6%
Up to date
1
0.6%
Used to it
1
0.6%
Variety
1
0.6%
Was against it at first but it's an improvement
1
0.6%
162
100%
TOTAL OBS.
65
Market research
3.
Listeners to Ocean FM
How often do you listen to Ocean FM x Age
Age
<15
15-19
20-24
25-34
35-44
45-54
55-64
=>65
TOTAL
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
23.1% ( 3)
30.8% ( 4)
23.1% ( 3)
23.1% ( 3)
100% ( 13)
0.0% ( 0)
1.9% ( 1)
1.9% ( 1)
1.9% ( 1)
15.4% ( 8)
30.8% ( 16)
28.9% ( 15)
19.2% ( 10)
100% ( 52)
Once a week or more
0.0% ( 0)
7.7% ( 3)
5.1% ( 2)
15.4% ( 6)
20.5% ( 8)
20.5% ( 8)
20.5% ( 8)
10.3% ( 4)
100% ( 39)
Occasionally
6.1% ( 2)
12.1% ( 4)
18.2% ( 6)
24.2% ( 8)
9.1% ( 3)
12.1% ( 4)
12.1% ( 4)
6.1% ( 2)
100% ( 33)
Rarely
0.0% ( 0)
21.4% ( 6)
14.3% ( 4)
14.3% ( 4)
17.9% ( 5)
17.9% ( 5)
7.1% ( 2)
7.1% ( 2)
100% ( 28)
TOTAL
1.2% ( 2)
8.5% ( 14)
7.9% ( 13)
11.5% ( 19)
16.4% ( 27)
22.4% ( 37)
19.4% ( 32)
12.7% ( 21)
100% (165)
4.
Ocean Survey Various
The purpose of this section is to ascertain whether listeners to Ocean FM perceive that they are being served well by the station.
RTE1
2FM
TodayFM
OceanFM
i-radio
Newstalk
HighlandRadio
MidWest
Shannonside
LyricFM
TOTAL
8.3% ( 3)
5.6% ( 2)
13.9% ( 5)
69.4% (25)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.8% ( 1)
0.0% ( 0)
0.0% ( 0)
100% (36)
4.6% ( 1)
4.6% ( 1)
0.0% ( 0)
81.8% (18)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.1% ( 2)
100% (22)
9.1% ( 2)
9.1% ( 2)
0.0% ( 0)
81.8% (18)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (22)
5.1% ( 3)
8.5% ( 5)
11.9% ( 7)
57.6% (34)
3.4% ( 2)
1.7% ( 1)
5.1% ( 3)
3.4% ( 2)
0.0% ( 0)
3.4% ( 2)
100% (59)
18.2% (10)
3.6% ( 2)
18.2% (10)
45.5% (25)
0.0% ( 0)
14.6% ( 8)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (55)
10.2% ( 5)
6.1% ( 3)
10.2% ( 5)
69.4% (34)
2.0% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
2.0% ( 1)
100% (49)
2.5% ( 1)
7.5% ( 3)
17.5% ( 7)
62.5% (25)
5.0% ( 2)
0.0% ( 0)
2.5% ( 1)
0.0% ( 0)
0.0% ( 0)
2.5% ( 1)
100% (40)
0.0% ( 0)
0.0% ( 0)
4.2% ( 2)
83.3% (40)
0.0% ( 0)
0.0% ( 0)
10.4% ( 5)
0.0% ( 0)
0.0% ( 0)
2.1% ( 1)
100% (48)
4.2% ( 2)
4.2% ( 2)
18.8% ( 9)
64.6% (31)
4.2% ( 2)
2.1% ( 1)
0.0% ( 0)
0.0% ( 0)
2.1% ( 1)
0.0% ( 0)
100% (48)
0.0% ( 0)
4.8% ( 1)
0.0% ( 0)
85.7% (18)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
9.5% ( 2)
100% (21)
6.7% ( 3)
4.4% ( 2)
13.3% ( 6)
66.7% (30)
0.0% ( 0)
6.7% ( 3)
2.2% ( 1)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (45)
2.0% ( 1)
0.0% ( 0)
2.0% ( 1)
83.7% (41)
0.0% ( 0)
0.0% ( 0)
12.2% ( 6)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (49)
Total
6.3% (31)
4.7% (23)
10.5% (52)
68.6% (339)
1.4% ( 7)
2.6% (13)
3.2% (16)
0.6% ( 3)
0.2% ( 1)
1.8% ( 9)
100% (494)
What is your favourite station # “Non-response ; RTE 1 ; 2FM ; TodayFM ; i-radio ; Newstalk ; RnaG ; Highland Radio ; Mid West ; Shannonside ; LyricFM”
As can be seen the station is serving its people well, the only significant drop in performance is in relation to ‘Being kept up to date on National affairs’
where RTE 1, Today FM and Newstalk share a proportion of the listeners.
66
Market research
Interest in ......
There is a high level of interest in all areas down to Local Events. For the items listed below this see the analysis according to gender (below).
Important
Neither
47.5% (19)
42.5% (17)
2.5% ( 1)
7.5% ( 3)
0.0% ( 0)
100% (40)
65.9% (27)
31.7% (13)
2.4% ( 1)
0.0% ( 0)
0.0% ( 0)
100% (41)
36.6% (15)
34.2% (14)
19.5% ( 8)
9.8% ( 4)
0.0% ( 0)
100% (41)
48.8% (20)
29.3% (12)
17.1% ( 7)
4.9% ( 2)
0.0% ( 0)
100% (41)
63.4% (26)
26.8% (11)
7.3% ( 3)
2.4% ( 1)
0.0% ( 0)
100% (41)
56.1% (23)
31.7% (13)
12.2% ( 5)
0.0% ( 0)
0.0% ( 0)
100% (41)
53.1% (130)
32.7% (80)
10.2% (25)
4.1% (10)
0.0% ( 0)
100% (245)
Total
TOTAL
VeryImportant
This table is based on the sub-sample ‘Sub-sample OCEAN FM Favour’ containing 41 observations and defined by the following filter:
67
Market research
Very Important
Important
NeitherUnimportant
Very Unimportant
The station performs well on all areas. However see the analysis on gender below.
Agree
43.9% (18)
48.8% (20)
7.3% ( 3)
0.0% ( 0)
0.0% ( 0)
100% (41)
61.0% (25)
39.0% (16)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (41)
53.7% (22)
39.0% (16)
7.3% ( 3)
0.0% ( 0)
0.0% ( 0)
100% (41)
43.9% (18)
43.9% (18)
7.3% ( 3)
4.9% ( 2)
0.0% ( 0)
100% (41)
34.2% (14)
56.1% (23)
4.9% ( 2)
4.9% ( 2)
0.0% ( 0)
100% (41)
24.4% (10)
51.2% (21)
22.0% ( 9)
2.4% ( 1)
0.0% ( 0)
100% (41)
46.3% (19)
48.8% (20)
2.4% ( 1)
2.4% ( 1)
0.0% ( 0)
100% (41)
48.8% (20)
51.2% (21)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (41)
39.0% (16)
51.2% (21)
9.8% ( 4)
0.0% ( 0)
0.0% ( 0)
100% (41)
41.5% (17)
58.5% (24)
0.0% ( 0)
0.0% ( 0)
0.0% ( 0)
100% (41)
31.7% (13)
56.1% (23)
12.2% ( 5)
0.0% ( 0)
0.0% ( 0)
100% (41)
34.2% (14)
63.4% (26)
2.4% ( 1)
0.0% ( 0)
0.0% ( 0)
100% (41)
29.3% (12)
58.5% (24)
12.2% ( 5)
0.0% ( 0)
0.0% ( 0)
100% (41)
40.9% (218)
51.2% (273)
6.8% (36)
1.1% ( 6)
0.0% ( 0)
100% (533)
Total
Neither
Disagree
StronglyDisagree
TOTAL
StronglyAgree
This table is based on the sub-sample ‘Sub-sample OCEAN FM Favour’ containing 41 observations and defined by the following filter:
The station performs well in all areas.
68
Market research
41 Local Presenters I know and can relate
41 Good coverage of Local News
41 Comprehensive sports programming1
41 Plays broad mix of Music from all eras
41 Wide Range of Entertaining Programs
41 Good Current Affairs programmes
41 Good Local sport/Match coverage
41 Good Local info Traffic/Travel/Weather
41 Professional Presenters
41 Professional trustworthy station
41 Provides platform for local presenters
41 Serves Community well/local culture
41 Reflects the issues that matter to me
Very Important
Important
NeitherUnimportant
Very Unimportant
Music
StronglyAgree
AgreeNeitherAgreenorDisagree
Disagree
StronglyDisagree
TOTAL
Chart/Current Hits
10.3% ( 4)
33.3% (13)
41.0% (16)
10.3% ( 4)
5.1% ( 2)
100% (39)
12.8% ( 5)
23.1% ( 9)
38.5% (15)
23.1% ( 9)
2.6% ( 1)
100% (39)
30.8% (12)
43.6% (17)
20.5% ( 8)
2.6% ( 1)
2.6% ( 1)
100% (39)
28.2% (11)
61.5% (24)
2.6% ( 1)
7.7% ( 3)
0.0% ( 0)
100% (39)
Country
40.0% (16)
45.0% (18)
7.5% ( 3)
5.0% ( 2)
2.5% ( 1)
100% (40)
Traditional Irish
22.5% ( 9)
47.5% (19)
17.5% ( 7)
7.5% ( 3)
5.0% ( 2)
100% (40)
7.5% ( 3)
20.0% ( 8)
32.5% (13)
20.0% ( 8)
20.0% ( 8)
100% (40)
21.7% (60)
39.1% (108)
22.8% (63)
10.9% (30)
5.4% (15)
100% (276)
Classical
Total
69
Market research
40 Country
40 Classical
StronglyAgree
Agree nor
Strongly
Disagree
Disagree
The station performs well in all areas, however see the analysis according to gender below.
2FM
TodayFM
21.7% ( 31)
14.0% ( 20)
19.6% ( 28)
9.8% ( 14)
14.0% ( 20)
9.8% ( 14)
0.7% ( 1)
3.5% ( 5)
0.7% ( 1)
1.4% ( 2)
4.9% ( 7)
100% (143)
13.9% ( 14)
14.9% ( 15)
13.9% ( 14)
5.0% ( 5)
19.8% ( 20)
7.9% ( 8)
1.0% ( 1)
4.0% ( 4)
2.0% ( 2)
0.0% ( 0)
17.8% ( 18)
100% (101)
12.8% ( 16)
23.2% ( 29)
23.2% ( 29)
3.2% ( 4)
30.4% ( 38)
0.8% ( 1)
0.8% ( 1)
0.0% ( 0)
0.8% ( 1)
0.0% ( 0)
4.8% ( 6)
100% (125)
11.3% ( 16)
23.9% ( 34)
20.4% ( 29)
7.8% ( 11)
19.0% ( 27)
1.4% ( 2)
2.1% ( 3)
1.4% ( 2)
2.8% ( 4)
0.7% ( 1)
9.2% ( 13)
100% (142)
36.9% ( 55)
14.1% ( 21)
15.4% ( 23)
3.4% ( 5)
2.7% ( 4)
22.8% ( 34)
0.7% ( 1)
2.0% ( 3)
0.7% ( 1)
0.0% ( 0)
1.3% ( 2)
100% (149)
22.4% ( 32)
14.7% ( 21)
20.3% ( 29)
5.6% ( 8)
15.4% ( 22)
13.3% ( 19)
0.7% ( 1)
2.1% ( 3)
2.8% ( 4)
0.0% ( 0)
2.8% ( 4)
100% (143)
13.0% ( 18)
16.6% ( 23)
24.5% ( 34)
8.6% ( 12)
17.3% ( 24)
4.3% ( 6)
0.7% ( 1)
1.4% ( 2)
4.3% ( 6)
1.4% ( 2)
7.9% ( 11)
100% (139)
6.1% ( 8)
2.3% ( 3)
3.0% ( 4)
57.6% ( 76)
9.9% ( 13)
3.0% ( 4)
0.8% ( 1)
8.3% ( 11)
6.1% ( 8)
3.0% ( 4)
0.0% ( 0)
100% (132)
14.5% ( 20)
17.4% ( 24)
26.1% ( 36)
9.4% ( 13)
17.4% ( 24)
5.8% ( 8)
0.7% ( 1)
1.5% ( 2)
2.2% ( 3)
1.5% ( 2)
3.6% ( 5)
100% (138)
8.2% ( 8)
14.3% ( 14)
13.3% ( 13)
5.1% ( 5)
26.5% ( 26)
3.1% ( 3)
2.0% ( 2)
2.0% ( 2)
4.1% ( 4)
1.0% ( 1)
20.4% ( 20)
100% ( 98)
20.6% ( 28)
11.8% ( 16)
15.4% ( 21)
6.6% ( 9)
15.4% ( 21)
21.3% ( 29)
1.5% ( 2)
2.9% ( 4)
1.5% ( 2)
1.5% ( 2)
1.5% ( 2)
100% (136)
Total
OceanFM
i-radio
Newstalk
RnaG
HighlandRadio
MidWest
LyricFM
3.0% ( 4)
3.0% ( 4)
3.0% ( 4)
56.8% ( 75)
9.1% ( 12)
3.0% ( 4)
0.8% ( 1)
9.9% ( 13)
7.6% ( 10)
3.0% ( 4)
0.8% ( 1)
100% (132)
15.8% (250)
14.2% (224)
16.7% (264)
15.0% (237)
15.9% (251)
8.4% (132)
1.0% ( 16)
3.2% ( 51)
2.9% ( 46)
1.1% ( 18)
5.6% ( 89)
100% (1578)
What is your favourite station # “Non-response ; Ocean FM” and Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ; =>65”
The station performs well in all areas, however see the analysis according to gender below.
70
Shannonside
TOTAL
RTE1
Market research
Interest in ......
Interested
42.6% ( 49)
37.4% ( 43)
12.2% ( 14)
4.4% ( 5)
3.5% ( 4)
100% (115)
Local News
28.5% ( 33)
34.5% ( 40)
25.0% ( 29)
7.8% ( 9)
4.3% ( 5)
100% (116)
16.4% ( 19)
31.9% ( 37)
25.0% ( 29)
18.1% ( 21)
8.6% ( 10)
100% (116)
23.3% ( 27)
19.8% ( 23)
17.2% ( 20)
18.1% ( 21)
21.6% ( 25)
100% (116)
Local Sports
20.7% ( 24)
23.3% ( 27)
15.5% ( 18)
19.0% ( 22)
21.6% ( 25)
100% (116)
Live Match Coverage
19.8% ( 23)
21.6% ( 25)
9.5% ( 11)
20.7% ( 24)
28.5% ( 33)
100% (116)
11.2% ( 13)
42.2% ( 49)
14.7% ( 17)
17.2% ( 20)
14.7% ( 17)
100% (116)
Local Events
11.2% ( 13)
41.4% ( 48)
25.0% ( 29)
14.7% ( 17)
7.8% ( 9)
100% (116)
Documentaries
23.3% ( 27)
39.7% ( 46)
13.8% ( 16)
13.8% ( 16)
9.5% ( 11)
100% (116)
13.8% ( 16)
42.2% ( 49)
19.8% ( 23)
15.5% ( 18)
8.6% ( 10)
100% (116)
5.2% ( 6)
9.5% ( 11)
16.4% ( 19)
28.5% ( 33)
40.5% ( 47)
100% (116)
12.1% ( 14)
39.7% ( 46)
13.8% ( 16)
11.2% ( 13)
23.3% ( 27)
100% (116)
3.5% ( 4)
9.5% ( 11)
12.9% ( 15)
19.8% ( 23)
54.3% ( 63)
100% (116)
2.6% ( 3)
9.5% ( 11)
7.8% ( 9)
17.2% ( 20)
62.9% ( 73)
100% (116)
Farming
2.6% ( 3)
13.8% ( 16)
10.3% ( 12)
16.4% ( 19)
56.9% ( 66)
100% (116)
Outdoor Pursuits
4.3% ( 5)
25.0% ( 29)
18.1% ( 21)
19.0% ( 22)
33.6% ( 39)
100% (116)
Business Programmes
7.8% ( 9)
26.7% ( 31)
19.8% ( 23)
18.1% ( 21)
27.6% ( 32)
100% (116)
14.6% (288)
27.5% (542)
16.3% (321)
16.4% (324)
25.2% (496)
100% (1971)
Total
Notatallinterested
TOTAL
VeryInterested
What is your favourite station # “Non-response ; Ocean FM” and Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ; =>65”
TOTAL
VeryImportant
Important
Neither
29.8% ( 34)
29.8% ( 34)
22.8% ( 26)
8.8% ( 10)
8.8% ( 10)
100% (114)
38.1% ( 43)
43.4% ( 49)
14.2% ( 16)
1.8% ( 2)
2.7% ( 3)
100% (113)
26.6% ( 30)
15.0% ( 17)
18.6% ( 21)
20.4% ( 23)
19.5% ( 22)
100% (113)
47.8% ( 54)
31.9% ( 36)
11.5% ( 13)
6.2% ( 7)
2.7% ( 3)
100% (113)
33.6% ( 38)
31.0% ( 35)
18.6% ( 21)
9.7% ( 11)
7.1% ( 8)
100% (113)
46.9% ( 53)
33.6% ( 38)
8.9% ( 10)
7.1% ( 8)
3.5% ( 4)
100% (113)
Total
37.1% (252)
30.8% (209)
15.8% (107)
9.0% ( 61)
7.4% ( 50)
100% (679)
71
Market research
Important
Neither
16.7% ( 19)
29.8% ( 34)
37.7% ( 43)
9.7% ( 11)
6.1% ( 7)
100% (114)
18.4% ( 21)
47.4% ( 54)
25.4% ( 29)
6.1% ( 7)
2.6% ( 3)
100% (114)
14.9% ( 17)
24.6% ( 28)
45.6% ( 52)
12.3% ( 14)
2.6% ( 3)
100% (114)
14.0% ( 16)
38.6% ( 44)
29.8% ( 34)
11.4% ( 13)
6.1% ( 7)
100% (114)
11.4% ( 13)
33.3% ( 38)
35.1% ( 40)
14.9% ( 17)
5.3% ( 6)
100% (114)
3.5% ( 4)
36.0% ( 41)
43.9% ( 50)
12.3% ( 14)
4.4% ( 5)
100% (114)
13.2% ( 15)
34.2% ( 39)
41.2% ( 47)
7.0% ( 8)
4.4% ( 5)
100% (114)
14.0% ( 16)
43.0% ( 49)
33.3% ( 38)
7.0% ( 8)
2.6% ( 3)
100% (114)
9.7% ( 11)
35.1% ( 40)
36.0% ( 41)
14.9% ( 17)
4.4% ( 5)
100% (114)
10.5% ( 12)
40.4% ( 46)
34.2% ( 39)
11.4% ( 13)
3.5% ( 4)
100% (114)
5.3% ( 6)
44.7% ( 51)
36.8% ( 42)
10.5% ( 12)
2.6% ( 3)
100% (114)
7.9% ( 9)
50.0% ( 57)
31.6% ( 36)
7.9% ( 9)
2.6% ( 3)
100% (114)
5.3% ( 6)
30.7% ( 35)
42.1% ( 48)
15.8% ( 18)
6.1% ( 7)
100% (114)
11.1% (165)
37.5% (556)
36.4% (539)
10.9% (161)
4.1% ( 61)
100% (1482)
Total
TOTAL
VeryImportant
Ocean does not perform badly on any of the criteria despite the fact that this sample is comprised of people for whom Ocean FM is not
their favourite.
Music
StronglyAgree
AgreeNeitherAgreenorDisagree
Disagree
TOTAL
Chart/Current Hits
29.3% ( 34)
34.5% ( 40)
12.1% ( 14)
16.4% ( 19)
7.8% ( 9)
100% (116)
27.6% ( 32)
37.1% ( 43)
9.5% ( 11)
19.8% ( 23)
6.0% ( 7)
100% (116)
35.3% ( 41)
37.9% ( 44)
12.9% ( 15)
11.2% ( 13)
2.6% ( 3)
100% (116)
29.3% ( 34)
44.0% ( 51)
11.2% ( 13)
8.6% ( 10)
6.9% ( 8)
100% (116)
Country
14.7% ( 17)
28.5% ( 33)
16.4% ( 19)
16.4% ( 19)
24.1% ( 28)
100% (116)
Traditional Irish
14.7% ( 17)
36.2% ( 42)
15.5% ( 18)
15.5% ( 18)
18.1% ( 21)
100% (116)
Classical
18.1% ( 21)
31.0% ( 36)
16.4% ( 19)
16.4% ( 19)
18.1% ( 21)
100% (116)
Total
24.1% (196)
35.6% (289)
13.4% (109)
14.9% (121)
12.0% ( 97)
100% (812)
Country, Traditional Irish and Classical perform badly.
72
StronglyDisagree
Market research
6.
ALL Men
TOTAL
VeryImportant
Important
Neither
30.3% (27)
30.3% (27)
19.1% (17)
11.2% (10)
9.0% ( 8)
100% (89)
38.9% (35)
41.1% (37)
13.3% (12)
4.4% ( 4)
2.2% ( 2)
100% (90)
43.3% (39)
24.4% (22)
14.4% (13)
8.9% ( 8)
8.9% ( 8)
100% (90)
44.4% (40)
33.3% (30)
15.6% (14)
3.3% ( 3)
3.3% ( 3)
100% (90)
38.9% (35)
33.3% (30)
16.7% (15)
8.9% ( 8)
2.2% ( 2)
100% (90)
47.8% (43)
34.4% (31)
10.0% ( 9)
3.3% ( 3)
4.4% ( 4)
100% (90)
40.6% (219)
32.8% (177)
14.8% (80)
6.7% (36)
5.0% (27)
100% (539)
Total
Gender = “Male”. 68% of men consider that sports coverage is important or very important.
Interest in ......
Interested
31.9% (29)
44.0% (40)
12.1% (11)
6.6% ( 6)
5.5% ( 5)
100% (91)
Local News
26.1% (24)
34.8% (32)
22.8% (21)
10.9% (10)
5.4% ( 5)
100% (92)
15.2% (14)
31.5% (29)
26.1% (24)
18.5% (17)
8.7% ( 8)
100% (92)
47.8% (44)
25.0% (23)
8.7% ( 8)
6.5% ( 6)
12.0% (11)
100% (92)
Local Sports
40.2% (37)
30.4% (28)
7.6% ( 7)
8.7% ( 8)
13.0% (12)
100% (92)
Live Match Coverage
38.0% (35)
28.3% (26)
8.7% ( 8)
7.6% ( 7)
17.4% (16)
100% (92)
20.7% (19)
34.8% (32)
13.0% (12)
16.3% (15)
15.2% (14)
100% (92)
Local Events
18.5% (17)
35.9% (33)
25.0% (23)
12.0% (11)
8.7% ( 8)
100% (92)
Documentaries
16.5% (15)
39.6% (36)
19.8% (18)
14.3% (13)
9.9% ( 9)
100% (91)
5.5% ( 5)
40.7% (37)
27.5% (25)
17.6% (16)
8.8% ( 8)
100% (91)
4.4% ( 4)
13.2% (12)
22.0% (20)
26.4% (24)
34.1% (31)
100% (91)
5.5% ( 5)
24.2% (22)
22.0% (20)
19.8% (18)
28.6% (26)
100% (91)
3.3% ( 3)
8.8% ( 8)
17.6% (16)
20.9% (19)
49.5% (45)
100% (91)
2.2% ( 2)
12.1% (11)
16.5% (15)
16.5% (15)
52.8% (48)
100% (91)
Farming
4.4% ( 4)
22.8% (21)
12.0% (11)
17.4% (16)
43.5% (40)
100% (92)
Outdoor Pursuits
4.4% ( 4)
26.1% (24)
26.1% (24)
18.5% (17)
25.0% (23)
100% (92)
Business Programmes
7.6% ( 7)
27.2% (25)
28.3% (26)
16.3% (15)
20.7% (19)
100% (92)
17.2% (268)
28.2% (439)
18.6% (289)
15.0% (233)
21.1% (328)
100% (1557)
Total
Notatallinterested
TOTAL
VeryInterested
This table is based on the sub-sample ‘ALL Men’ containing 94 observations and defined by the following filter: Gender = “Male”
73
Market research
7.
ALL Women
Interest in ......
Non-response VeryInterested
Interested
Notatallinterested
TOTAL
1.9% ( 2)
36.2% ( 38)
36.2% ( 38)
14.3% ( 15)
8.6% ( 9)
2.9% ( 3)
100% (105)
Local News
1.9% ( 2)
34.3% ( 36)
33.3% ( 35)
21.0% ( 22)
7.6% ( 8)
1.9% ( 2)
100% (105)
1.9% ( 2)
24.8% ( 26)
22.9% ( 24)
23.8% ( 25)
21.0% ( 22)
5.7% ( 6)
100% (105)
2.9% ( 3)
9.5% ( 10)
15.2% ( 16)
21.9% ( 23)
28.6% ( 30)
21.9% ( 23)
100% (105)
Local Sports
2.9% ( 3)
13.3% ( 14)
21.9% ( 23)
20.0% ( 21)
21.9% ( 23)
20.0% ( 21)
100% (105)
Live Match Coverage
1.9% ( 2)
12.4% ( 13)
17.1% ( 18)
11.4% ( 12)
27.6% ( 29)
29.5% ( 31)
100% (105)
1.9% ( 2)
11.4% ( 12)
40.0% ( 42)
18.1% ( 19)
21.9% ( 23)
6.7% ( 7)
100% (105)
Local Events
2.9% ( 3)
17.1% ( 18)
41.9% ( 44)
23.8% ( 25)
13.3% ( 14)
1.0% ( 1)
100% (105)
Documentaries
1.9% ( 2)
22.9% ( 24)
29.5% ( 31)
21.0% ( 22)
16.2% ( 17)
8.6% ( 9)
100% (105)
1.9% ( 2)
21.9% ( 23)
36.2% ( 38)
12.4% ( 13)
21.0% ( 22)
6.7% ( 7)
100% (105)
1.9% ( 2)
3.8% ( 4)
7.6% ( 8)
15.2% ( 16)
35.2% ( 37)
36.2% ( 38)
100% (105)
1.9% ( 2)
14.3% ( 15)
41.0% ( 43)
16.2% ( 17)
12.4% ( 13)
14.3% ( 15)
100% (105)
1.9% ( 2)
2.9% ( 3)
14.3% ( 15)
16.2% ( 17)
23.8% ( 25)
41.0% ( 43)
100% (105)
1.9% ( 2)
3.8% ( 4)
17.1% ( 18)
9.5% ( 10)
20.0% ( 21)
47.6% ( 50)
100% (105)
Farming
1.9% ( 2)
3.8% ( 4)
11.4% ( 12)
11.4% ( 12)
21.0% ( 22)
50.5% ( 53)
100% (105)
Outdoor Pursuits
1.9% ( 2)
8.6% ( 9)
20.0% ( 21)
22.9% ( 24)
18.1% ( 19)
28.6% ( 30)
100% (105)
Business Programmes
1.9% ( 2)
5.7% ( 6)
21.0% ( 22)
18.1% ( 19)
24.8% ( 26)
28.6% ( 30)
100% (105)
Total
2.1% ( 37)
14.5% (259)
25.1% (448)
17.5% (312)
20.2% (360)
20.7% (369)
100% (1785)
Chi2=492.19,df=80,1-p=>99.99%.
significantly higher (or lower) than the expected frequency. Cronbach’s Alpha: 0.86.
This table is based on the sub-sample ‘All Women’ containing 105 observations and defined by the following filter: Gender = “Female”
74
Market research
Non-response VeryImportant
Important
Neither
TOTAL
1.9% ( 2)
33.3% ( 35)
37.1% ( 39)
17.1% ( 18)
5.7% ( 6)
4.8% ( 5)
100% (105)
2.9% ( 3)
42.9% ( 45)
41.0% ( 43)
11.4% ( 12)
1.0% ( 1)
1.0% ( 1)
100% (105)
2.9% ( 3)
14.3% ( 15)
18.1% ( 19)
23.8% ( 25)
21.9% ( 23)
19.1% ( 20)
100% (105)
2.9% ( 3)
53.3% ( 56)
26.7% ( 28)
8.6% ( 9)
6.7% ( 7)
1.9% ( 2)
100% (105)
2.9% ( 3)
37.1% ( 39)
32.4% ( 34)
14.3% ( 15)
7.6% ( 8)
5.7% ( 6)
100% (105)
2.9% ( 3)
47.6% ( 50)
33.3% ( 35)
7.6% ( 8)
5.7% ( 6)
2.9% ( 3)
100% (105)
Total
2.7% ( 17)
38.1% (240)
31.4% (198)
13.8% ( 87)
8.1% ( 51)
5.9% ( 37)
100% (630)
Chi2=124.11,df=25,1-p=>99.99%.
This table is based on the sub-sample ‘All Women’ containing 105 observations and defined by the following filter: Gender = “Female”
32% of women think that sports coverage is very important.
8.
Comparison between Men and Women
Means table of Gender (Whole sample)
Criteria evaluated: National and International news, Local News, Local current affairs/discussions, National and
International sports, Local Sports, Live Match Coverage.
NationalandInternationalnews
LocalNews
Localcurrentaffairs/discussions
NationalandInternationalsports
LocalSports
LiveMatchCoverage
Gender
91 (3.90 )
92 (3.65 )
92 (3.26 )
92 (3.90 )
92 (3.76 )
92 (3.62 )
Female
103 (3.96 )
103 (3.92 )
103 (3.41 )
102 (2.61 )
102 (2.86 )
103 (2.54 )
TOTAL
194 (3.93 )
195 (3.80 )
195 (3.34 )
194 (3.22 )
194 (3.29 )
195 (3.05 )
Male
Cell values are the number of observations for each criteria and modality, excluding non-responses. Discriminating criteria are highlighted. Highlighted
numbers indicate significantly different category means (t-test) from the rest of the sample (to a confidence (1-p) of 95%).
Fisher’s test results:
National and International news : V_inter = 0.17, V_intra = 1.17, F = 0.15, 1-p = 29.98%
Local News : V_inter = 3.55, V_intra = 1.17, F = 3.03, 1-p = 92.03%
Local current affairs/discussions : V_inter = 1.05, V_intra = 1.48, F = 0.71, 1-p = 59.52%
National and International sports : V_inter = 81.04, V_intra = 1.75, F = 46.25, 1-p = >99.99%
Local Sports : V_inter = 39.02, V_intra = 1.89, F = 20.65, 1-p = >99.99%
Live Match Coverage : V_inter = 56.25, V_intra = 2.09, F = 26.92, 1-p = >99.99%
Parameters are established by the notation: Very Interested (5), Interested (4), Some interest (3), Not really interested (2), Not at all interested (1).
The male sample is much more interested in National and International Sports, Local Sports, and Live match Coverage.
75
Market research
Means table of Gender
Criteria evaluated: Local Information: Traffic, Travel etc, Local Events, Documentaries, Arts and Entertainment, Irish
language programmes, Lifestyle programmes, Religious programmes, Broadcast of Religious Services, Farming, Outdoor
Pursuits, Business Programmes.
LocalInformation:Traffic,Traveletc
LocalEventsDocumentaries
ArtsandEntertainment
Irishlanguageprogrammes
Lifestyleprogrammes
Religiousprogrammes
BroadcastofReligiousServices
Farming OutdoorPursuits
BusinessProgrammes
Gender
92 (3.29 )
92 (3.44 )
91 (3.39 )
91 (3.17 )
91 (2.28 )
91 (2.58 )
91 (1.96 )
91 (1.95 )
92 (2.27 )
92 (2.66 )
92 (2.85 )
Female
103 (3.28 )
102 (3.63 )
103 (3.43 )
103 (3.47 )
103 (2.06 )
103 (3.29 )
103 (2.13 )
103 (2.08 )
103 (1.95 )
103 (2.61 )
103 (2.50 )
TOTAL
195 (3.29 )
194 (3.54 )
194 (3.41 )
194 (3.33 )
194 (2.16 )
194 (2.96 )
194 (2.05 )
194 (2.02 )
195 (2.10 )
195 (2.64 )
195 (2.66 )
Male
Cell values are the number of observations for each criteria and modality, excluding non-responses.
Discriminating criteria are highlighted. Highlighted numbers indicate significantly different category means (t-test) from the rest of the sample (to a
confidence (1-p) of 95%).
Local Information: Traffic, Travel etc : V_inter = 0.01, V_intra = 1.58, F = 0.00, 1-p = 9.63%
Local Events : V_inter = 1.80, V_intra = 1.15, F = 1.56, 1-p = 79.01%
Documentaries : V_inter = 0.09, V_intra = 1.53, F = 0.06, 1-p = 20.27%
Arts and Entertainment : V_inter = 4.38, V_intra = 1.36, F = 3.23, 1-p = 92.99%
Irish language programmes : V_inter = 2.26, V_intra = 1.30, F = 1.74, 1-p = 81.47%
Lifestyle programmes : V_inter = 24.28, V_intra = 1.64, F = 14.78, 1-p = 99.98%
Religious programmes : V_inter = 1.40, V_intra = 1.38, F = 1.01, 1-p = 68.33%
Broadcast of Religious Services : V_inter = 0.85, V_intra = 1.52, F = 0.56, 1-p = 53.78%
Farming : V_inter = 4.99, V_intra = 1.62, F = 3.07, 1-p = 92.27%
Outdoor Pursuits : V_inter = 0.13, V_intra = 1.65, F = 0.08, 1-p = 22.80%
Business Programmes : V_inter = 6.04, V_intra = 1.59, F = 3.79, 1-p = 94.99%
Parameters are established by the notation: Very Interested (5), Interested (4), Some interest (3), Not really interested (2), Not at all interested (1).
Females are significantly more interested in Lifestyle programmes.
76
Market research
Criteria evaluated: Local pres I know and can relate to, Local News Info and Events, Comprehensive sports
programming, Broad Mix of Music from all eras, Locally Based in the North West, Wide range of Entertaining
Programmes.
LocalpresIknowandcanrelateto
LocalNewsInfoandEvents
Comprehensivesportsprogramming
BroadMixofMusicfromalleras
LocallyBasedintheNorthWest
WiderangeofEntertaingProgrammes
Gender
89 (3.62 )
90 (4.10 )
90 (3.84 )
90 (4.12 )
90 (3.98 )
90 (4.18 )
Female
103 (3.90 )
102 (4.28 )
102 (2.86 )
102 (4.27 )
102 (3.90 )
102 (4.21 )
TOTAL
192 (3.77 )
192 (4.19 )
192 (3.32 )
192 (4.20 )
192 (3.94 )
192 (4.19 )
Male
Discriminating criteria are highlighted.
Highlighted numbers indicate significantly different category means (t-test) from the rest of the sample (to a confidence (1-p) of 95%).
Local pres I know and can relate to : V_inter = 3.88, V_intra = 1.39, F = 2.79, 1-p = 90.76%
Local News Info and Events : V_inter = 1.46, V_intra = 0.75, F = 1.94, 1-p = 83.89%
Comprehensive sports programming : V_inter = 46.08, V_intra = 1.76, F = 26.22, 1-p = >99.99%
Broad Mix of Music from all eras : V_inter = 0.97, V_intra = 1.03, F = 0.94, 1-p = 66.53%
Locally Based in the North West : V_inter = 0.28, V_intra = 1.26, F = 0.22, 1-p = 35.45%
Wide range of Entertaing Programmes : V_inter = 0.04, V_intra = 1.06, F = 0.04, 1-p = 17.03%
Parameters are established by the notation: Very Important (5), Important (4), Neither (3), Unimportant (2), Very Unimportant (1).
Men say that Comprehensive Sports Coverage is significantly more important.
77
Market research
Criteria evaluated: Local Presenters I know and can relate, Good coverage of Local News, Comprehensive sports
programming1, Plays broad mix of Music from all eras, Wide Range of Entertaining Programs, Good Current Affairs
programmes, Good Local sport/Match coverage, Good Local info Traffic/Travel/Weather, Professional Presenters,
Professional trustworthy station, Provides platform for local presenters, Serves Community well/local culture, Reflects
the issues that matter to me.
LocalPresentersIknowandcanrelate
GoodcoverageofLocalNews
Comprehensivesportsprogramming1
PlaysbroadmixofMusicfromalleras
WideRangeofEntertainingPrograms
GoodCurrentAffairsprogrammes
GoodLocalsport/Matchcoverage
GoodLocalinfoTraffic/Travel/Weather
ProfessionalPresenters
Professionaltrustworthystation
Providesplatformforlocalpresenters
ServesCommunitywell/localculture
Reflectstheissuesthatmattertome
Gender
91 (3.46 )
91 (3.81 )
91 (2.12 )
91 (3.57 )
91 (3.53 )
91 (3.37 )
91 (3.89 )
91 (3.74 )
91 (3.54 )
91 (3.66 )
91 (3.50 )
91 (3.64 )
91 (3.24 )
Female
102 (3.65 )
102 (3.99 )
102 (2.55 )
102 (3.76 )
102 (3.57 )
102 (3.34 )
102 (3.50 )
102 (3.88 )
102 (3.55 )
102 (3.72 )
102 (3.72 )
102 (3.74 )
102 (3.36 )
TOTAL
193 (3.56 )
193 (3.91 )
193 (2.35 )
193 (3.67 )
193 (3.55 )
193 (3.36 )
193 (3.68 )
193 (3.81 )
193 (3.54 )
193 (3.69 )
193 (3.61 )
193 (3.69 )
193 (3.31 )
Male
Local Presenters I know and can relate : V_inter = 1.66, V_intra = 1.13, F = 1.46, 1-p = 77.45%
Good coverage of Local News : V_inter = 1.51, V_intra = 0.84, F = 1.79, 1-p = 82.10%
Comprehensive sports programming1 : V_inter = 8.82, V_intra = 0.93, F = 9.52, 1-p = 99.75%
Plays broad mix of Music from all eras : V_inter = 1.62, V_intra = 1.16, F = 1.40, 1-p = 76.33%
Wide Range of Entertaining Programs : V_inter = 0.08, V_intra = 1.00, F = 0.08, 1-p = 23.20%
Good Current Affairs programmes : V_inter = 0.05, V_intra = 0.84, F = 0.05, 1-p = 19.70%
Good Local sport/Match coverage : V_inter = 7.32, V_intra = 0.89, F = 8.20, 1-p = 99.53%
Good Local info Traffic/Travel/Weather : V_inter = 1.03, V_intra = 0.84, F = 1.22, 1-p = 73.05%
Professional Presenters : V_inter = 0.01, V_intra = 0.97, F = 0.01, 1-p = 10.11%
Professional trustworthy station : V_inter = 0.15, V_intra = 0.87, F = 0.18, 1-p = 32.24%
Provides platform for local presenters : V_inter = 2.35, V_intra = 0.77, F = 3.05, 1-p = 92.13%
Serves Community well/local culture : V_inter = 0.46, V_intra = 0.78, F = 0.59, 1-p = 55.12%
Reflects the issues that matter to me : V_inter = 0.70, V_intra = 1.01, F = 0.70, 1-p = 59.11%
Local Presenters I know and can relate, Good coverage of Local News : Parameters are established by the notation: Very Important (5), Important (4),
Neither (3), Unimportant (2), Very Unimportant (1).
Comprehensive sports programming1 : Values are based on a scale of 1 (Very Important) to 5 (Very Unimportant).
Plays broad mix of Music from all eras, Wide Range of Entertaining Programs, Good Current Affairs programmes, Good Local sport/Match coverage, Good
Local info Traffic/Travel/Weather, Professional Presenters, Professional trustworthy station, Provides platform for local presenters, Serves Community
well/local culture, Reflects the issues that matter to me : Parameters are established by the notation: Very Important (5), Important (4), Neither (3),
Unimportant (2), Very Unimportant (1).
78
Market research
Criteria evaluated: Chart/Current Hits, Big Hits from the 2000s, Big Hits from the 80s and 90s, Big Hits from the 60s
and 70s, Country, Traditional Irish, Classical.
Chart/CurrentHits
BigHitsfromthe2000s
BigHitsfromthe80sand90s
BigHitsfromthe60sand70s
Country TraditionalIrish Classical
Gender
Male
73 (3.30 )
73 (3.29 )
73 (3.78 )
73 (3.88 )
73 (3.15 )
73 (3.44 )
Female
84 (3.75 )
84 (3.68 )
84 (4.08 )
84 (3.88 )
85 (3.29 )
85 (3.15 )
73 (3.25 )
85 (2.88 )
TOTAL
157 (3.54 )
157 (3.50 )
157 (3.94 )
157 (3.88 )
158 (3.23 )
158 (3.29 )
158 (3.05 )
Chart/Current Hits : V_inter = 7.86, V_intra = 1.44, F = 5.46, 1-p = 98.03%
Big Hits from the 2000s : V_inter = 5.97, V_intra = 1.43, F = 4.18, 1-p = 95.98%
Big Hits from the 80s and 90s : V_inter = 3.57, V_intra = 1.06, F = 3.36, 1-p = 93.47%
Big Hits from the 60s and 70s : V_inter = 0.00, V_intra = 1.18, F = 0.00, 1-p = 7.06%
Country : V_inter = 0.81, V_intra = 2.01, F = 0.40, 1-p = 46.59%
Traditional Irish : V_inter = 3.20, V_intra = 1.69, F = 1.90, 1-p = 83.35%
Classical : V_inter = 5.21, V_intra = 1.81, F = 2.88, 1-p = 91.22%
Parameters are established by the notation: Strongly Agree (5), Agree (4), Neither Agree nor Disagree (3), Disagree (2), Strongly Disagree (1).
This table is based on the sub-sample ‘Aged 25+’ containing 162 observations and defined by the following filter:
Age Amongst “25-34 ; 35-44 ; 45-54 ; 55-64 ; =>65”
Women favour Current hits and Hits from the 2000’s whereas men favour Traditional Irish and Classical.
79
Certificate of Incorporation
80
81
82
83
84
Employee contract – sample
STATEMENT OF MAIN TERMS OF EMPLOYMENT
New Year's Day
St Patrick's Day
Easter Monday
The first Monday in May
The first Monday in June
This Statement, together with the Employee Handbook, forms part of your
Contract of Employment and sets out particulars of the main terms on which
North West Broadcasting Ltd. t/a Ocean FM
North West Business Park, Collooney, Sligo
employs
...............................................................................................................
Your employment began on ....................................... and no previous employment counts as part of
your continuous period of employment.
JOB TITLE .......................................................................................................
PLACE OF WORK
You will normally be required to work at North West Business Park, Collooney, Sligo or any other location in
line with the needs the business. You may be required to work outside the State.
HOURS OF WORK
Your normal hours of work are those as necessitated to fulfil your duties, working not less than 40 per week,
9.00 am. to 6.00 pm. Monday to Friday with a 60 minute unpaid break each day. You may be required to work
additional hours when authorised and as necessitated by the needs of the business.
MINIMUM REST PERIODS
As part of your employment, and in accordance with the Organisation of Working Time Act, if you work more
than 4.5 hours you will be entitled to a 15 minute rest break each day. If you work for more than six hours you
will be entitled to a 30 minute rest break each day (which may be inclusive of the previous 15 minute break).
As part of your employment you will also be entitled to a daily rest period of 11 consecutive hours in a 24 hour
period and a weekly rest period of 24 consecutive hours per seven days, following a daily rest period. Should
you fail to receive your breaks or rest periods you should notify the General Manager/ Accounts Manager
within one week and they will seek to ensure you are afforded this as soon as possible (Breaks over and above
Minimum entitlements are specified in the ‘Hours of Work’ section).
REMUNERATION
Your salary is currently € ............................... per annum payable monthly by credit transfer as detailed
on your pay statement. In accordance with section 23 of the National Minimum Wage Act, 2000, you may
request a written statement of your average hourly rate of pay for any pay reference period falling within the
previous 12 months. If you work in excess of 40 hours in a week you will be given the appropriate time off in
lieu.
ANNUAL HOLIDAYS
Your holiday year begins on 1st January and ends on 31st December each year. If you work for at least 1365
hours during the holiday year you will receive a paid holiday entitlement of four of your working weeks during
the complete holiday year. Upon completing one years’ service you will receive an additional day’s leave.
Upon completing five years’ service you will receive another additional annual leave day. Alternatively you
will receive a paid holiday entitlement of 8% of the total hours worked in the leave year, subject to a
maximum of four of your working weeks. You must remain in employment with the Company for the complete
holiday year to avail of the full entitlement. For part years of service your entitlement will be calculated as
1/52nd of the annual entitlement for each completed week of service during that holiday year.
All holidays must be taken within the calendar year.
The first Monday in August
The last Monday in October
Christmas Day
St Stephen's Day
For full time workers there is no service requirement in respect of benefits for Public Holiday entitlements, for
part time workers you must have worked 40 hours in the preceding five weeks to the Public Holiday to benefit
from the Public Holiday entitlement. If you are not required to work on one of the above days, and it is a day
you do not normally work, you will receive one fifth of your last normal weekly wage for that day. In the event
of you working on one of the above days, or it is a day you are normally required to work, you will receive an
additional days pay (equivalent to the hours worked on your last normal working day, immediately before the
public holiday) or you will receive the appropriate time off in lieu, at our discretion. Time off in lieu is to be
taken within one month of the time being accrued.
JOB FLEXIBILITY
It is an express condition of employment that you are prepared, whenever necessary, to transfer to alternative
departments or duties within our business. This flexibility is essential as the type and volume of work is
always subject to change, and it allows us to operate efficiently and gain maximum potential from our work
force.
SICKNESS PAY AND CONDITIONS
The company is not obliged to pay you during any absence on grounds of illness and in such event you should
avail of the appropriate Dept of Social Welfare benefits. The company will however, cover a maximum of five
workings days sick leave in each year (except in respect of any Social Welfare benefit payable which you
undertake to claim and remit to the company).
DISCIPLINARY RULES AND PROCEDURES
The disciplinary rules and procedures that apply to your employment are shown in the Employee Handbook to
which you should refer.
DISCIPLINARY APPEAL PROCEDURE
The disciplinary rules and procedures which form part of the Contract of Employment incorporate the right to
lodge an appeal in respect of any disciplinary action taken against you. If you wish to exercise this right, you
should apply either verbally or in writing to a nominated Board Member or a nominated independent person
within five working days of the decision you are complaining against. Further information can be found in the
Employee Handbook.
GRIEVANCE PROCEDURE
It is important that if you feel dissatisfied with any matter relating to your work you should have an immediate
means by which such a grievance can be aired and resolved. If you feel aggrieved at any such matter during
the course of your employment you should raise the grievance with the General Manager/ Accounts Manager or
a nominated independent person either verbally or in writing. Further information can be found in the
Employee Handbook.
NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYER
Under 13 weeks service - Nil.
13 weeks but less than 10 years service - 1 month.
10 years but less than 15 years service - 6 weeks.
15 years service or more - 8 weeks.
NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYEE
Under 13 weeks service - Nil.
13 weeks service or more - 1 month.
We reserve the contractual right to give pay in lieu of all or any part of the above notice by either party.
Conditions relating to the taking of annual holidays are shown in the Employee Handbook to which you should
refer.
PUBLIC HOLIDAYS
In addition to the annual holiday entitlement you are allowed the following public/bank holidays each year
with pay or alternative days as decided by us:-
Issue 1
SMT/1
PERSONAL RETIREMENT SAVINGS ACCOUNT (PRSA)
There is a personal retirement savings account (PRSA) scheme applicable to your employment, details of which
are available separately.
RETIREMENT AGE
The normal retirement age is 66.
Issue 1
SMT/1
85
Employee contract – sample
SAFETY
We take our obligations regarding the safety, health and welfare of our employees seriously and in this regard
your attention is drawn to our Safety Statement which is available on the premises.
AMENDMENTS TO TERMS AND CONDITIONS OF EMPLOYMENT
We reserve the right to make amendments to your conditions of employment, following a period of
consultation with you and with the provision of 28 days’ notice of any change coming into effect, taking into
account the requirements of the business and legislation governing your employment.
DEDUCTIONS FROM WAGES
I confirm that I have read, understood and agree to the policies in relation to deductions from wages, and
agree that the Company may make deductions in line with the procedures set out in the Employee Handbook.
I acknowledge receipt of this statement
For and on behalf of the Employer
.........................................................
...................................... (Employee)
.......................................... (Date)
.......................................... (Date)
Issue 1
86
SMT/1
Employee Handbook
NORTHWEST BROADCASTING LTD.
T/A OCEAN FM
EMPLOYEE HANDBOOK
Section 1
The success of any business and that of its employees depends
very largely on the employees themselves, and so we look to
you to play your part as we shall continue to play ours.
We provide equal opportunities and are committed to the
principle of equality regardless of gender, civil status, family
status, sexual orientation, religion, age, disability, race
or membership of the traveller community. We will apply
employment policies which are fair, equitable and consistent
with the skills and abilities of our employees and the needs
of the business. We look to your support in implementing
these policies to ensure that all employees are accorded
equal opportunity for recruitment, training and promotion
and, in all jobs of like work, on equal terms and conditions of
employment.
We will not condone any discriminatory act or attitude in the
conduct of our business with the public or our employees and
acts of unlawful harassment or discrimination are disciplinary
offences.
We welcome you and express our sincere hope that you will be
happy here in our team. We ask that you study carefully the
contents of this Employee Handbook as, in addition to setting
out our rules and regulations, it also contains a great deal of
helpful information.
Tim Collins CEO
Niall Delaney Station Manager
Emma Burke Finance and HR Manager
PERSONAL INFORMATION
Our decision to offer you employment took into account the
personal information you provided to us on the basis that it was
correct and complete. In the event of such information proving
to be untrue or misleading, we reserve the right to terminate
any employment contract offered.
B) PROBATIONARY PERIOD
You join us on an initial probationary period of six months. This
does not prejudice our right to dismiss in accordance with the
notice provisions contained in your individual Statement of
Main Terms of Employment (form SMT), or without notice for
reasons of gross misconduct, should this be necessary. During
this period your work performance and general suitability will
be assessed and, if it is satisfactory, your employment will
continue. However, if your work performance is not up to
the required standard or you are considered to be generally
unsuitable we may either take remedial action or terminate
your employment, without recourse to the disciplinary
procedure. At the end of your probationary period you will
again be assessed and, if satisfactory, you will become a
member of our regular staff. If you have not reached the
required standard we may either extend the probationary
period in order that remedial action can be taken or terminate
your employment. At any stage during your probationary
period the Company reserves the right to address disciplinary
misconduct matters through probationary review assessments.
We reserve the right to bypass, at our discretion, any step in
the disciplinary process in view of your probationary status
or to terminate your contract with notice, if we feel that
the severity of the action warrants it. We will be fair in the
application of such discretion. Any continuous period of
absence of four weeks or more will suspend your probationary
period until your return to work.
87
Employee Handbook
C) JOB DESCRIPTION
You have been provided with a job description of the position
to which you have been appointed but amendments may be
made to your job description from time to time in relation to
our changing needs and your own ability. It may be necessary
for you to perform alternative duties within the business.
Salaries and Wages, etc
D) EMPLOYEE TRAINING
At the commencement of your employment you will receive
training for your specific job, and as your employment
progresses your skills may be extended to encompass new job
activities within the business. Any training needs should be
raised with the CEO. A)ADMINISTRATION
1. Payment
a. Basic salaries and wages are paid by the last Friday of the current month. b. You will receive a payslip showing how the total amount of your pay has been calculated. It will also show the deductions which have been made and the reasons for them, e.g. PAYE, PRSI, etc.
E) PERFORMANCE AND REVIEW
Our policy is to monitor your work performance on a continuous
basis so that we can maximise your strengths, and help you to
overcome any possible weaknesses.
F) JOB FLEXIBILITY
It is an express condition of employment that you are prepared,
whenever necessary, to transfer to alternative departments or
duties within our business. This flexibility is essential as the
type and volume of work is always subject to change, and it
allows us to operate efficiently and gain maximum potential
from our work force.
d. Any pay queries which you may have should be raised with the Finance Manager. 2. Overpayments
If you are overpaid for any reason, the total amount of
the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements
may be made for the overpayment to be recovered over a longer period.
G) MOBILITY
It is a condition of your employment that you are prepared,
whenever applicable, to work to any other of our sites and/
or the premises/residences of our clients/customers. This
mobility is essential to the smooth running of our business.
H) BROADCASTING AUTHORITY IRELAND (BAI)
It is a requirement of your employment that you comply with
all guidelines issued by the BAI. All of these guidelines are
88
available to view on the website www.bai.ie in the codes and
standards section. You should make yourself aware of all
relevant guidelines and check regularly for updates. c.
You may be required to complete timesheets in order to ensure that you receive the correct payment.
3. Income Tax and Social Insurance
At the end of each tax year you will be given a form P60
showing the total pay you have received from us during
that year and the amount of deductions for Income Tax and
PRSI. You should keep this document in a safe place as you may
need to produce it if making enquiries with the Revenue, etc. If there is a change in your circumstances you should speak
with the local revenue office.
Employee Handbook
B)LATENESS/ABSENTEEISM
at least 30 minutes if working up to six hours. (This may be
inclusive of the initial 15 minute break). 1. You must attend for work punctually at the specified time(s)
and you are required to comply strictly with any time recording
procedures relating to your area of work.
Daily Rest Period - Employees affected by this legislation must
take a rest period of 11 consecutive hours in each 24 hour
period.
2. All absences must be notified in accordance with the
sickness reporting procedures laid down in this Employee
Handbook.
Weekly Rest Periods - All employees must take a rest period of
at least 24 consecutive hours in each period of seven days.
3. If you arrive for work more than one hour late without
having previously notified us, other arrangements may have
been made to cover your duties and you may be sent off the
premises for the remainder of the shift/day without pay.
4. Lateness or absence may result in disciplinary action and/or
loss of appropriate payment.
C) TEMPORARY SHORTAGE OF WORK
If there is a temporary shortage of work for any reason, we
will try to maintain your continuity of employment even if this
necessitates temporarily placing you on short time, a reduced
working week or having to lay you off work without pay.
Any wages, benefits or statutory leave accrued during a period
of reduced working week, short time or lay off will be on a pro
rata basis.
D) WORKING TIME POLICY
In accordance with the working time legislation, we are
committed to the welfare of our employees with regard to their
time spent at work. All employees, whether full-time, parttime or fixed term are covered by the legislation.
Daily Break Period - All employees must take a break of at least
15 minutes if working up to four and a half hours or a break of
In accordance with this legislation all staff members are
required to keep an accurate record of their hours worked,
and will be provided with a time-sheet for this purpose. This
will be signed off by the HR Manager on a monthly basis. It is
important that this form is accurately filled out as hours and/
or wage details may be taken from these records. Failing to do
so or falsifying records is a disciplinary offence that may result
in summary dismissal following recourse to the Company’s
disciplinary procedure.
If you are unable to take a rest break in your job, you must
notify the HR Manager in writing (within one week) that you
were unable to take this break. We will look at the reasons
why you were unable to take your break and at any health
and safety issues that might or have arisen relating to you and
your job. If you do not notify the Station Manager/ Finance
Manager within one week you will forfeit that break. If after
investigation you are offered the break and refuse, you are
at fault and the Company is not obliged to offer you a further
rest break. However we do ensure employee’s rest breaks are
taken.
E) YOUNG PERSONS WORKING HOURS
There are certain rules that apply to young persons and
children working within the business. If you are under 18 but
older than 16 you are not entitled to work more than eight
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hours in any day and you cannot work more than 40 hours in
any one week. Furthermore, you are not permitted to work
between 10.00 pm. and 6.00 am.
“A young person is defined as having reached the school leaving
age but is less than 18. A child is defined as being under the
school leaving age”.
Authorised Leave/Time off from Work
A) MATERNITY AND ADOPTIVE LEAVE
If you become pregnant or are adopting a child you should
notify the Finance Manager at an early stage so that the
statutory maternity and adoptive leave provisions can be
explained to you.
B) PARENTAL LEAVE
You may be entitled to unpaid parental leave, depending on
the age of your child(ren) and your length of service with us. If
you wish to take unpaid parental leave, you should notify the
Finance Manager so that any entitlement can be explained to
you.
C) URGENT FAMILY LEAVE/FORCE MAJEURE LEAVE
If you need to take time off work for urgent, emergency or
unforeseen family reasons, you may be entitled to a limited
amount of paid leave in accordance with the current statutory
provisions. The statutory entitlement to ‘force majeure’ leave
may arise where your immediate presence with a near relative
(your child, spouse or partner, sibling, parent or grandparent)
is required as a result of his/her injury or illness in unforeseen
circumstances. It is your responsibility to apply for this leave as
soon as possible following your return to work. Further details
are available from the Finance Manager.
D) CARER’S LEAVE
You may be entitled to carer’s leave, depending on whether you
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meet certain Social Welfare criteria and your length of service
with us. If you wish to take carer’s leave, you should notify the
Finance Manager so that any entitlement can be explained to
you.
E) JURY SERVICE
If you are summoned to Jury Duty you must inform the Finance
Manager as soon as possible and produce the jury summons. If
you are summoned for Jury Duty on a scheduled working day
you should provide evidence of attendance at Court to the
Finance Manager. Where you are called for Jury Duty you will
be entitled to time off with pay for the required length of time. If you do not have to attend court, you are expected to report
to work each day.
F) WITNESS DUTY
Where you are required to attend as a witness, no payment
shall be made by the Company.
G) BEREAVEMENT LEAVE
Individuals’ reactions to bereavement vary greatly and the
setting of fixed rules for time off for the death of a close
relative, for example spouse, child, parent, brother, sister,
in-law, is therefore inappropriate. In such cases you should
discuss your circumstances with the Finance Manager and agree
appropriate time off, H) TOIL
If you are required to work Toil it must be first sanctioned by
Management. For details of the Organisation’s TOIL policy
please contact the Station Manager/Finance Manager for
details. I) TIME OFF
Circumstances may arise where you need time off for medical/
Employee Handbook
dental appointments, or for other reasons. Where possible,
such appointments should be made outside normal working
hours. If this is not possible, time off required for these
purposes may be granted at the discretion of the Finance
Manager and will normally be without pay.
Holiday Entitlement and Conditions
A) ANNUAL HOLIDAYS
1. Your holiday year begins on 1st January and ends on 31st
December each year.
2. Your annual holiday entitlement is shown in your individual
Statement of Main Terms of Employment (Form SMT).
3. Any additional annual leave entitlement awarded as a result
of length of service will be on a pro rata basis for part time
employees.
4. You are required to take all of your holiday entitlement in
the current holiday year. We do not give payment in lieu of
holidays.
5. Should your working hours be reduced due to a downturn
of work, in accordance with our Temporary Shortage of Work
Policy, any annual leave or sick leave entitlements accrued
during this period will be on a pro rata basis.
B) CONDITIONS APPLYING TO YOUR ANNUAL HOLIDAY
ENTITLEMENT
1. You should complete form HR for all holiday requests and
have it signed by the Station Manager before making any firm
holiday arrangements. All sale staff must complete HR forms
and have it signed by the CEO.
on form HR and we will allocate agreed holiday dates on a “first
come - first served” basis to ensure that operational efficiency
and minimum staffing levels are maintained throughout the
year.
3. You should give at least four weeks notice of your intention
to take holidays and two weeks notice is required for odd single
days.
4. You may not normally take more than two working weeks
consecutively.
5. Your holidays will be paid at your normal basic pay unless
otherwise specified.
6. In the event of the termination of your employment any
holidays accrued but not taken in the current holiday year
will be paid for. However, in the event of your having taken
holidays which have not been accrued pro-rata in the holiday
year, then the appropriate payments will be deducted from
your final wages/salary. This is an express written term of your
contract of employment.
7. Please note that Good Friday is not a public holiday in
Ireland. If you wish to have this day off it must be requested as
annual leave.
8. Annual leave cannot be granted in place of sick leave.
C) PUBLIC HOLIDAYS
Your entitlement to public holidays and to any additional
payment which may be made for working on a public holiday is
shown in your individual Statement of Main Terms of mployment
(Form SMT).
Sickness/Injury Payments and Conditions
2. Holiday requests will only be considered if you present them
A) NOTIFICATION OF INCAPACITY FOR WORK
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4. You are required to take all of your holiday entitlement in
the current holiday year. We do not give payment in lieu of
holidays.
5. Should your working hours be reduced due to a downturn
of work, in accordance with our Temporary Shortage of Work
Policy, any annual leave or sick leave entitlements accrued
during this period will be on a pro rata basis.
B) CONDITIONS APPLYING TO YOUR ANNUAL HOLIDAY
ENTITLEMENT
1. You should complete form HR for all holiday requests and
have it signed by the Station Manager before making any firm
holiday arrangements. All sale staff must complete HR forms
and have it signed by the CEO.
2. Holiday requests will only be considered if you present
them on form HR and we will allocate agreed holiday dates on
a “first come - first served” basis to ensure that operational
efficiency and minimum staffing levels are maintained
throughout the year.
3. You should give at least four weeks notice of your intention
to take holidays and two weeks notice is required for odd
single days.
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A) ANNUAL HOLIDAYS
1. Your holiday year begins on 1st January and ends on 31st
December each year.
4. You may not normally take more than two working weeks
consecutively.
2. Your annual holiday entitlement is shown in your individual
Statement of Main Terms of Employment (Form SMT).
5. Your holidays will be paid at your normal basic pay unless
otherwise specified.
3. Any additional annual leave entitlement awarded as a
result of length of service will be on a pro rata basis for part
time employees.
6. In the event of the termination of your employment any
Employee Handbook
2. If your incapacity extends to more than seven days you are
required to notify us of your continued incapacity once a week
thereafter.
7. Please note that Good Friday is not a public holiday in
Ireland. If you wish to have this day off it must be requested
as annual leave.
C) PAYMENTS
1. You are entitled to State benefit during absence as a result
of sickness or injury, provided you meet the criteria laid down
in government regulations.
8. Annual leave cannot be granted in place of sick leave.
C) PUBLIC HOLIDAYS
Your entitlement to public holidays and to any additional
payment which may be made for working on a public holiday
is shown in your individual Statement of Main Terms of
Employment (Form SMT).
You must notify us by telephone on the first day of incapacity
and at the earliest possible opportunity no later than 9.00 am. You should try to give some indication of your expected return
date and notify us as soon as possible if this date changes. If
you are unsure of your return to work date, you must notify
us by telephone every day with an update until the expected
return to work date has been determined. Notification should
be made personally (or if due to incapacity you are unable to
do so, then by a relative, neighbour or friend), to the Station
Manager/ Finance Manager. Notification by text message or
voicemail will not be acceptable.
B) EVIDENCE OF INCAPACITY
1. If your absence has been (or you know that it will be) for
three or more working days you should see your doctor and
make sure he/she gives you a medical certificate and forward
this to us without delay. Subsequently you must supply us with
consecutive doctor’s medical certificates to cover the whole of
your absence on a weekly basis.
2. Any contractual sickness/injury payments are shown in your
individual Statement of Main Terms of Employment (Form SMT).
Any payments made to you whilst on sick leave will be based
exclusively on your basic rate of pay.
3. Any days of contractual sickness/injury pay which qualify for
state benefit will be offset against the state benefit received
in respect of your absence on a day to day basis. Where
contractual sickness/injury pay is provided you may be required
to forward confirmation from Social Welfare the amount you are
entitled to. You should have this paid directly to you and then
this amount will then be topped up by us.
4. If you are entitled to any payments in excess of state
benefit and your entitlement expires, full or part payment may
be allowed at our discretion where it is considered that there
are special circumstances warranting it.
5. Where the circumstances of your incapacity are such that
you receive or are awarded any sum by way of compensation
or damages in respect of the incapacity from a third party,
then any payments which we may have made to you because of
the absence shall be repaid by you to us up to an amount not
exceeding the amount of the compensation or damages paid by
the third party.
6. Failure to abide by the rules of the contractual sickness/
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injury scheme will disqualify you from participation. This can
include not forwarding doctor’s medical certificates, failure to
provide information from Social Welfare, etc.
7. Any payments made as part of the Company’s contractual
sick pay scheme will be paid on a pro rata basis for part time
employees or those working on a reduced working week.
D) RETURN TO WORK
1. You should notify the Station Manager/ Finance Manager as
soon as you know on which day you will be returning to work, if
this differs from a date of return previously notified.
2. If you have been suffering from an infectious or
contagious disease or illness such as rubella or hepatitis/viral
gastroenteritis (winter vomiting bug) you must not report for
work without clearance from your own doctor.
3. On your return to work after any period of sickness/injury
absence (including absence covered by a medical certificate),
you are also required to complete a self-certification absence
form and hand this to The Station Manager/ Finance Manager.
4. For any period of absence where you are required to provide
a doctor’s medical certificate to cover your absence, you are
also required to supply a certificate from your doctor stating
that you are fully fit to resume your normal duties.
E) GENERAL
1. Submission of a medical certificate or sickness selfcertification absence form, although giving us the reason for
your absence, may not always be regarded by us as sufficient
justification for accepting your absence. Sickness is just
one of a number of reasons for absence and although it is
understandable that if you are sick you may need time off,
continual or repeated absence through sickness may not be
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acceptable to us.
2. In deciding whether your absence is acceptable or not
we will take into account the reasons and extent of all your
absences, including any absence caused by sickness. We cannot
operate with an excessive level of absence as all absence, for
whatever reason, reduces our efficiency.
3. We will take a serious view if you take sickness/injury leave
which is not genuine, and it will result in disciplinary action
being taken.
4. If we consider it necessary we will require you to be
independently medically examined by our Occupational Health
Specialists, Health Assured Ltd. Where you are independently
medically examined the cost will be borne by us. We may
also ask your permission to contact your own doctor for an
assessment on your state of health. Failure to comply with such
a request will cause us to make our conclusion based on the
evidence to hand.
5. During any period of absence from work due to illness or
injury you are required to adhere to all Company policies in
relation to conduct including refraining from engaging in work
for a competitor/another Organisation. This includes taking part
in any activities that may put yourself in a situation that may
extend/accentuate any illness or injury. Such behaviour may
lead to loss of payments where applicable and in some cases
disciplinary action up to and including dismissal.
Employee Handbook
Sickness Self Certification Absence
your normal wage, by providing you with a written statement of
the particulars of any deductions being made.
B) WASTAGE
1. We maintain a policy of “minimum waste” which is essential
to the cost-effective and efficient running of all our operations.
2. You are able to promote this policy by taking extra
care during your normal duties by avoiding unnecessary or
extravagant use of services, time, energy, etc., and the
following points are illustrations of this:a) Handle equipment with care.
b) Turn off any unnecessary lighting and heating. Keep doors
closed whenever possible and do not allow taps to drip.
c) Ask for other work if your job has come to a standstill.
d) Start with the minimum of delay after arriving for work and
after breaks.
3. The following provision is an express written term of your
contract of employment:-
Deductions Policy
A) DEDUCTIONS FROM WAGES
Any deductions that are made as a result of overpayments,
repayments or in accordance with our Wastage policy will be
made in line with the Payment of Wages Act.
Where any deductions do occur the Company will notify you at
least one week in advance of any monies being deducted from
a) Any damage to vehicles or property (including non-statutory
safety equipment) that is the result of your carelessness,
negligence or deliberate vandalism will render you liable to pay
the full or part of the cost of repair or replacement.
b) Any loss to us that is the result of your failure to observe
rules, procedures or instruction, or is as a result of your
negligent behaviour or your unsatisfactory standards of work
will render you liable to reimburse to us the full or part of the
cost of the loss.
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Employee Handbook
c) In the event of an at fault accident whilst driving one of our
vehicles you may be required to pay the cost of the insurance
excess.
4. In the event of failure to pay, we have the contractual right
to deduct such costs from your pay.
5. The recovery of any monies owed by you does not preclude
the Company from initiating disciplinary action relating to the
offence.
C) REPAYMENT OF OUTSTANDING MONIES
On the termination of your employment we have the right
to deduct from any termination pay due to you, any monies
collected by you on our behalf and any advances of wages or
any loans which we may have made to you. This is an express
written term of your contract of employment.
D) RETURN OF OUR PROPERTY
On the termination of your employment you must return all
our property which is in your possession or for which you have
responsibility. Failure to return such items will result in the
cost of the items being deducted from any monies outstanding
to you. This is an express written term of your contract of
employment.
E) ANNUAL LEAVE TAKEN BUT NOT ACCRUED
In the event of the termination of your employment any
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Other Benefits
A) EMPLOYEE ASSISTANCE PROGRAMME
We recognise that sometimes you may face certain challenges
in your work and home life that are difficult to deal with. We
subscribe to a confidential and professional life management
service which provides you with a qualified counsellor who can
offer personal support for any practical or emotional challenges
you may be facing. The service is initially provided via
telephone and online advice but face to face meetings will be
arranged where this is felt clinically appropriate. This service
is totally confidential. More details of this service are available
from the Finance Manager. General Terms of Employment,
Information and Procedures
A) CHANGES IN PERSONAL DETAILS
You must notify us of any change of name, address, telephone
number, etc., so that we can maintain accurate information
on our records and make contact with you in an emergency, if
necessary, outside normal working hours. B) TRAVEL EXPENSES
We will reimburse you against receipts for costs involved whilst
travelling on our business, details of which will be issued
separately.
C) EMPLOYEES’ PROPERTY
We do not accept liability for any loss of, or damage to,
property which you bring onto the premises. You are requested
not to bring personal items of value onto the premises and, in
particular, not to leave any items overnight.
D) LOST PROPERTY
Articles of lost property should be handed to the Station
Manager/ Finance Manager who will retain them whilst
attempts are made to discover the owner.
Employee Handbook
E) BUYING OR SELLING OF GOODS
You are not allowed to buy or sell goods on your own behalf on
our premises.
F) COLLECTIONS FROM EMPLOYEES
Unless specific authorisation is given by the Station Manager/
Finance Manager, no collections of any kind are allowed on our
premises.
G) FRIENDS AND RELATIVES CONTACT
You should discourage your friends and relatives from
either calling on you in person or by telephone except in an
emergency.
H) CAR INSURANCE
If you are using your own car for business purposes, you must
ensure that your car insurance provides adequate cover and
a copy of your current certificate is made available to the
Finance Manager.
I) DRIVING LICENCE
If it is a requirement of your job duties that you possess a
current driving licence, the loss of such a licence as a result
of a motoring conviction or on health grounds, may, if we are
unable to provide suitable alternative employment, lead to the
termination of your employment. You are required, wherever
applicable, to produce your driving licence for our inspection at
any time when so requested
a valid permit may result in you being placed on unpaid
leave until the permit can be obtained as it is illegal to work
in Ireland without the relevant permit. Failure to provide
copies of your work permit in a timely manner may result in
disciplinary action being taken. In addition non-renewal of a
work permit by the relevant authorities may leave the Company
with no alternative but to terminate your employment under
SOSG (failure to provide a Statutory Requirement) in line with
the Company’s disciplinary procedures.
K) CLIENT RELATIONS
We provide services to clients and you are employed to do work
on behalf of our clients, sometimes on their own premises.
Because of this relationship our clients may from time to time
request that an individual be removed from a job in accordance
with their contract with us. In such circumstances we will
investigate the reasons for such requests. However, if our client
maintains their stance we will then take all reasonable steps to
ensure that alternative work is provided. If this is not possible
we may have no alternative but to terminate your employment.
This procedure is separate from any concurrent disciplinary
matter which may need to be addressed.
L) SOME OTHER SUBSTANTIAL GROUNDS
The Company may terminate your employment citing Some
Other Substantial Grounds (SOSG) for termination other than
capability, conduct or redundancy.
Termination Of Employment
J) WORK PERMITS
Should you require a Work Permit/Green Card or similar
paperwork to work in Ireland, it is your responsibility to
maintain the validity of such documents. You should apply for
a new permit in a timely manner prior to expiry of your existing
permit. You must provide copies of all such documentation to
the Finance Manager on receipt of same. Failure to provide
A) RETIREMENT
The normal age for retirement is 66, and it is our policy for
employees to retire at the end of the week in which their
66th birthday falls. In certain circumstances consideration
may be given to fresh employment being offered to you after
retirement. Such offers will be totally at the discretion of the
Station Manager and will be on a fixed term basis.
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B) TERMINATING EMPLOYMENT WITHOUT GIVING NOTICE
If you terminate your employment without giving or working
the required period of notice, as indicated in your individual
Statement of Main Terms of Employment, you will have an
amount equal to any additional cost of covering your duties
during the notice period not worked deducted from any
termination pay due to you. This is an express written term of
your contract of employment.
written term of your contract of employment.
G) RESIGNATIONS
All resignations by employees must be supplied in writing and
stating their reason for resigning. We will then issue you with
your P45 to the address you have supplied us with.
H) EXIT INTERVIEW
C) RETURN OF VEHICLES
On the termination of your employment you must return your
Company vehicle to our premises. Failure to return the vehicle
will result in the cost of its recovery being deducted from any
monies outstanding to you. This is an express written term of
D) RETURN OF OUR PROPERTY
On the termination of your employment you must return all
our property which is in your possession or for which you have
responsibility. Failure to return such items will result in the
cost of the items being deducted from any monies outstanding
to you. This is an express written term of your contract of
employment.
E) HANDOVER OF SOCIAL NETWORK PROFILES & CONTACTS
On termination of your employment you must hand over all
social network profiles created by you during the course of
your employment, and is inclusive of any contacts or “friends”
obtained via these profiles. This is an express written term of
F) REPAYMENT OF OUTSTANDING MONIES
On the termination of your employment we have the right
to deduct from any termination pay due to you, any monies
collected by you on our behalf and any advances of wages or
any loans which we may have made to you. This is an express
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When you resign from the Company you will be asked to
complete an exit interview form with the Station Manager/
Finance Manager. This information helps us to identify
areas where we can improve employee relations and/or the
arrangement of work and will be treated confidentially.
I) GARDEN LEAVE
In the event of circumstances prevailing, a period of ‘garden
leave’ may be granted to ensure fairness to both employer and
employee once either side has given notice of termination.
You may not be required to carry out your normal duties during
the remaining period of your employment; however you may
still be available for answering queries.
You must not, without the prior written permission of the Board
of Directors contact or attempt to contact any client, customer,
supplier, agent, professional adviser, broker, or banker of the
Company or any associated Company or any employee of the
Company or any associated Company. Employee Handbook
SECTION 2
c. has not been made public by, or with our authority,
A) RIGHTS OF SEARCH
shall be confidential, and (save in the course of our business or
as required by law) you shall not at any time, whether before
or after the termination of your employment, disclose such
information to any person without our written consent.
Safeguards
1. We have the contractual right to carry out searches of
employees and their property (including vehicles) whilst they
are on our premises or business. You may be asked to remove
the contents of your pockets, bags, vehicles, lockers, etc. These searches are carried out at random or on the basis of
suspicion.
2. The Company will ensure an appropriate person carries out
any such search, and an employee’s personal dignity will be
maintained at all times.
3. Where a search is required, if practicable you will be
accompanied by a fellow employee who is on the premises
at the time a search is taking place, or at the time that any
further questioning takes place.
4. Any lack of co-operation with such a request may result in
disciplinary action.
5. We reserve the right to call in the Gardaí at any stage.
B) CONFIDENTIALITY
1. All information that:a. is or has been acquired by you during, or in the course of
your employment, or has otherwise been acquired by you in
confidence,
b. relates particularly to our business, clients or that of other
persons or bodies with whom we have dealings of any sort, and
2. You are to exercise reasonable care to keep safe all
documentary or other material containing confidential
information, and shall at the time of termination of your
employment with us, or at any other time upon demand, return
to us any such material in your possession.
C) CONFLICT OF INTEREST
During this agreement/contract of employment the employee
shall not (except as a representative of the Company) be
directly or indirectly engaged, concerned or interested in, any
other business which:
Is wholly or partly in competition with the business carried out
by the Company.
With regards to any goods or services is a supplier to, or
customer/client of, the Company.
D) COPYRIGHT
All written material, whether held on paper, electronically or
magnetically which was made or acquired by you during the
course of your employment with us, is our property and our
copyright. At the time of termination of your employment with
us, or at any other time upon demand, you shall return to us
any such material in your possession.
E) OTHER EMPLOYMENT
If you propose taking up employment with an employer or
pursuing separate business interests or any similar venture, you
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Employee Handbook
must discuss the proposal with the CEO in order to establish
the likely impact of these activities on both yourself and the
Company. You will be asked to give full details of the proposal
and consideration will be given to:
Working hours
Competition, reputation and credibility
Health, safety and welfare
You will be notified in writing of the Company’s decision. The
Company may refuse to consent to your request. If you work
without consent this could result in the termination of your
employment.
If you are unhappy with the decision you may appeal using the
Grievance Procedure.
F) GIFTS
You are not permitted to accept any gift (including monetary
gifts) from customers/suppliers or other third parties connected
with the business or anyone or organisation soliciting for
business
G) DATA PROTECTION LEGISLATION
The above legislation was introduced to regulate personal
data held either on computer or within a manual filing system. As an employer it is our responsibility to ensure that the
documentation held is relevant, accurate and where necessary,
kept up to date. Any data held shall be processed fairly and
lawfully and in accordance with the rights of data subjects
under the legislation. As an employee you will have the right,
upon written request, to be told what personal data about you
is being processed. You will also have the right to be informed
of the source of the data and to whom it may be disclosed.
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We are not obliged to supply this information unless you make
a written request and we have received payment of the fee as
set out in the legislation.
H) CLOSED CIRCUIT TELEVISION
Closed circuit television cameras are used on our premises for
security purposes. We reserve the right to use any evidence
obtained in this manner in any disciplinary issue.
Employee Handbook
Communications Policy
A) E-MAIL AND INTERNET POLICY
1. Introduction
The purpose of the Internet and E-mail policy is to provide a
framework to ensure that there is continuity of procedures
in the usage of Internet and E-mail within the Company. The
Internet and E-mail system have established themselves as an
important communications facility within the Company and
have provided us with contact with professional and academic
sources throughout the world. Therefore, to ensure that we
are able to utilise the system to its optimum we have devised
a policy that provides maximum use of the facility whilst
ensuring compliance with the legislation throughout. Company
E-mail and internet facilities are monitored on a regular basis. Excessive or inappropriate use of these facilities will result in
disciplinary action, up to and including dismissal. 2. Internet
Where appropriate duly authorised staff are encouraged
to make use of the Internet as part of their official and
professional activities. Attention must be paid to ensuring that
published information has relevance to normal professional
activities before material is released in the Company name. Where personal views are expressed a disclaimer stating that
this is the case should be clearly added to all correspondence. The intellectual property right and copyright must not be
compromised when publishing on the Internet. The availability
and variety of information on the Internet has meant that it
can be used to obtain material reasonably considered to be
offensive. The use of the Internet to access and/or distribute
any kind of offensive material, or non-related employment
issues, leave an individual liable to disciplinary action which
could lead to dismissal. These provisions apply to internet
usage on Company mobile phones also.
3. E-Mail
The use of the E-Mail system is encouraged as its appropriate
use facilitates efficiency. Used correctly it is a facility that is
of assistance to employees. Inappropriate use however causes
many problems including distractions, time wasting and legal
claims. The procedure sets out the Company’s position on the
correct use of the E-Mail system.
4. Procedures - Authorised Use
a) Unauthorised or inappropriate use of the E-Mail system
may result in disciplinary action which could include summary
dismissal.
b) The E-Mail system is available for communication and
matters directly concerned with the legitimate business of
the Company. Employees using the E-Mail system should give
particular attention to the following points:
i)
all E-mail messages comply with Company communication standards.
ii)
E-Mail messages and copies should only be sent to those for whom they are particularly relevant.
iii)
E-Mail should not be used as a substitute for face to face communication or telephone contact. Flame
mails (i.e. E-Mails that are abusive) must not be sent. Hasty messages sent without proper consideration can
cause upset, concern or misunderstanding.
iv)
if E-Mail is confidential the user must ensure that the necessary steps are taken to protect
confidentiality. The Company will be liable for
infringing copyright or any defamatory information
that is circulated either within the Company or to external users of the system.
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Employee Handbook
v)
offers or contracts transmitted by E-Mail are as legally binding on the Company as those sent on paper.
In order to prevent the introduction of virus contamination
into the software system the following must be observed:-
c) The Company will not tolerate excessive use of the E-Mail/
Internet system for personal use, and should not be used for
unofficial or inappropriate purposes, including:-
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B) VIRUS PROTECTION PROCEDURES
i)
any messages that could constitute bullying, harassment or other detriment.
ii)
personal use where this interferes with work (e.g. social invitations, personal messages, blogging, jokes,
cartoons, downloading music/films/clips chain letters,
buying or selling of goods, accessing social networking
sites or other private matters).
a) Unauthorised software including public domain software,
magazine cover disks/CDs or Internet/World Wide Web
downloads must not be used.
b) All software must be virus checked using standard testing
procedures before being used.
C) STATEMENTS TO THE MEDIA
Any statements to reporters from newspapers, radio, television,
etc. in relation to our business will be given only by Senior
Management.
iii)
use of social networking sites during your working
hours is strictly forbidden. Due to the lack of
confidentiality of these sites contact with clients/
customers or their employees outside your working
hours must not make reference to the Company or
discuss business related to the Company. Failure to abide by this policy may lead to disciplinary action
which could result in your dismissal depending on the seriousness of the breach.
iv)
on-line gambling.
Any work related issue or material that could identify an
individual who is a customer/client or work colleague, which
could adversely affect the company a customer/client or our
relationship with any customer/client must not be placed on a
social networking site. This means that work related matters,
must not be placed on any such site at any time either during or
outside of working hours and includes access via any computer
equipment, mobile phone or PDA.
v)
accessing or transmitting pornography.
E) USE OF SOCIAL NETWORKING SITES FOR COMPANY BUSINESS
vi)
transmitting copyright information and/or any
software available to the user.
vii) posting confidential information about other employees, the Company or its customers or suppliers.
It may be a requirement of your role that you must use social
networking sites to promote and further the development of
the business. Any work or material created during the course
of your employment remains the property of the Company,
and is inclusive of any pages or contacts obtained on nonwork computers or outside of normal working hours. Upon
D) USE OF SOCIAL NETWORKING SITES Employee Handbook
termination of your employment you will be required to turn
over all contacts obtained via social media outlets and delete
any profiles created by you under the heading of North West
Broadcasting Ltd. or Ocean FM during the course of your
employment.
Only authorised staff should have access to the Company’s
computer equipment.
F) ABUSE OF ANY SOCIAL NETWORKING PROFILES
The Company takes its responsibility towards its employees
very seriously, and in light of this all employees should be
aware that it will be considered an offence to abuse another
employee’s social networking profile on Company time, by using
Company equipment, or which implicates the Company in any
way. Abuse of social networking profiles is considered to be the
posting of offensive comments, pictures, links or otherwise on
any employee’s social networking profile/page.
Only software that is used for business applications may be
used.
As an employee you should not access social networking sites
during working hours, however if accessing these pages on
designated rest breaks or outside of working hours you should
not put yourself in a position where your profile is susceptible
to hacking by any employee.
Any employee who is found to have abused any employee’s
account may be in breach of the Company’s Harassment and/or
Equality policies and may be subject to disciplinary action, up
to and including dismissal.
G) USE OF COMPUTER EQUIPMENT
In order to control the use of the Company’s computer
equipment and reduce the risk of contamination the following
will apply:The introduction of new software must first of all be checked
and authorised by a nominated senior member of the Company
before general use will be permitted.
Only authorised software may be used on any of the Company’s
computer equipment.
No software may be brought onto or taken from the Company’s
premises without prior authorisation.
Unauthorised access to the computer facility will result in
Unauthorised copying and/or removal of computer equipment/
software will result in disciplinary action, such actions could
lead to dismissal.
H) COMPANY’S RIGHT OF ACCESS
Please note that we reserve the right and will exercise the
right, when appropriate, to review, audit, intercept, archive,
access and disclose all messages created, received or sent over
the computer system. If requested you are obliged to provide
Management with all passwords for your computer system.
I) COMMUNICATIONS
We will try to keep you informed about items of interest by
means of our notice board. You should use this, if you wish
(with permission), to promote any particular item of interest to
other employees.
J) MAIL
All mail received by us will be opened, including that addressed
to employees. Private mail, therefore, should not be sent care
of our address. No private mail may be posted at our expense
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except in those cases where a formal re-charge arrangement
has been made.
be deducted from any final monies owing to you, or you will
otherwise reimburse the Company.
K) TELEPHONE CALLS/MOBILE PHONES
The Company recognises that you may have to make personal
calls during working hours or outside normal working hours. Where it is deemed that an unreasonable amount of personal
calls have been made using the mobile phone, the Company
reserves the right to deduct those costs, either through
deduction from pay or otherwise as agreed and excessive use
may result in disciplinary action.
Telephones are essential for our business. Personal telephone
calls are allowed only in the case of emergency and with the
prior permission of Management. Personal mobile phone usage must not interfere with your
duties. L) COMPANY MOBILE PHONES
A Company mobile phone is provided for business use only
and at all times will remain the property of the Company. A
Company mobile phone is provided primarily to enable you to
carry out your role, i.e. to keep the Company informed at the
earliest opportunity of matters which it needs to know and to
be similarly contacted by the Company, or to contact customers
or clients when you are working away from your base. Therefore, it is your responsibility to ensure that the phone is
kept charged and switched on while you are on duty. If you have been issued with a Company mobile phone, you are
responsible for the safekeeping and condition of the phone at
all times and you will be responsible for any cost of repair or
replacement other than reasonable wear and tear. In the event that the phone is lost or stolen, the Company must
be notified immediately in order to cancel the number and
arrange for a replacement. Upon termination of your employment, if you do not return
your Company mobile phone or should your phone be returned
in an unsatisfactory condition, the cost of replacement or a
proportionate amount of this, as decided by the Company, will
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M) CALL RECORDING AND MONITORING
Calls may be recorded and recorded for quality purposes and
may be used for training and development. Calls or transcripts
may also be used as part of the disciplinary or capability
process.
Employee Handbook
Standards
A) STANDARDS OF DRESS
As you are liable to come into contact with members of the
public, it is important that you present a professional image
with regard to appearance and standards of dress. When
working away from the office employees must remember they
are representing the business, smart dress is required.
B) HOUSEKEEPING
Both from the point of view of safety and of appearance, work
areas must be kept clean and tidy at all times.
C) COMPANY PROPERTY
Use of such property for any purpose other than normally
defined duties is not permitted. Property of any type is not to
be taken away from the premises unless with prior approval. You must immediately notify the appropriate member of
Management of any damage to property or premises.
D) COMPANY EQUIPMENT
The Company provides you with equipment necessary to
carry out your duties. You should keep these in good repair
and secure at all times. You must report any lost or mislaid
equipment to the Station Manager. You must return Company
equipment upon termination of employment by either party. Failure to do so will result in a deduction to cover the cost
of equipment being made from monies due to you. This is an
express written term of your contract of employment.
E) WORK RELATED SOCIAL EVENTS
Throughout the course of your employment, the Company
may at its discretion organise official work events for staff for
specific celebrations such as Christmas parties or in the event of
a staff member leaving. Employees must remember that while
attending such a work related even that they are representing
the Company and that the Company’s rules and procedures will
still apply in relation to behaviour and conduct at such events.
Accordingly, staff will be expected to;
Conduct themselves at all times in an orderly manner;
Refrain from loud and obnoxious behaviour;
Be aware of other people, the venue and their staff and treat
them with respect;
Ensure that they take alcohol responsibly;
Refrain from posting photographs on social networking sites
which may paint the Company or its agents in an inappropriate
light;
Refrain from posting photographs containing images of your
fellow employees/colleagues on social networking sites against
the wishes or without permission of those fellow employees/
colleagues. From time to time there may be parties or outings which are
organised by employees and these are not the responsibility of
the Company. The Company will not be liable for any incidents
which occur during an unofficial party. These parties will not
be:
Organised by Management;
The responsibility of the Management or Company;
Organised during work hours;
Organised in the workplace or on the Company premises;
Held on the Company premises;
Booked in the name of North West Broadcasting or Ocean
FM, nor will the Company name be used during any unofficial
outings/party.
Staff organising any unofficial outing, party etc. must inform
all possible attendees that the outing is unofficial and not the
responsibility of the Company or Management. Employees will
know if a party/outing is official as:
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Employee Handbook
All documentation regarding the event will be on official
memos or headed paper from Management
The event will be organised via the workplace
If in doubt please ask Management. A breach of this policy may
result in Disciplinary action.
F) BEHAVIOUR AT WORK
1. You should behave with civility towards fellow employees,
and no rudeness will be permitted towards customers or
members of the public. Objectionable or insulting behaviour or
bad language will render you liable to disciplinary action.
2. You should use your best endeavours to promote the
interests of the business and shall, during normal working
hours, devote the whole of your time, attention and abilities to
the business and its affairs.
3. Any involvement in activities which could be construed as
being in competition with us is not allowed.
All reasonable instructions are to be carried out.
G) BEHAVIOUR OUTSIDE OF WORK
Because the business demands employees of the highest
integrity we have the right to expect you to maintain these
standards outside of working hours. Activities that result in
adverse publicity to ourselves, or which cause us to lose faith in
your integrity, may give us grounds for your dismissal.
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Safety, Welfare and Hygiene
A) SAFETY
1. You should make yourself familiar with our Health and
Safety Policy and your own health and safety duties and
responsibilities, as shown separately.
2. You must not take any action which could threaten the
health or safety of yourself, other employees, customers or
members of the public.
3. Protective clothing and other equipment which may be
issued for your protection because of the nature of your job
must be worn and used at all appropriate times. Failure
to do so could be a contravention of your health and safety
responsibilities. Once issued, this protective wear/equipment
is your responsibility.
4. You should report all accidents at work, no matter how
minor in the accident book, which can be found in the office.
5. The Company firmly believes in the importance of providing
a healthy and safe environment for customers and staff. The
Company wholly accepts the aims and provisions of health and
safety legislation and recognises that foremost in its duties
and responsibilities to its employees is the need to provide and
maintain safe, healthy and hygienic working conditions and
practices. The Company considers all levels of staff share their
responsibility.
6. It is the duty of every individual employee to take every
reasonable care for the health and safety of himself/herself
and of other persons who may be affected by his/her acts
or omissions at work. It is the legally enforceable duty of all
employees to co-operate with their Company in achieving
compliance with health and safety legislation.
Employee Handbook
B) REFRESHMENT MAKING FACILITIES/ TEA ROOM
We provide refreshment making facilities and tea room for
your use, which must be kept clean and tidy at all times. The
refreshment making facilities and tea room may only be used
during authorised breaks.
C) BATHROOM/TOILET
We provide a bathroom/toilet for your use, which must be kept
clean and tidy at all times. D) SMOKING POLICY
There is a statutory ban on smoking in the workplace. Smoking
is only permitted in external designated areas. E) HYGIENE
1. Any exposed cut or burn must be covered with a first-aid
dressing.
2. If you are suffering from an infectious or contagious disease
or illness such as rubella or hepatitis you must not report for
work without clearance from your own doctor.
3. Contact with any person suffering from an infectious or
contagious disease must be reported before commencing work.
F) CLIENTS/CUSTOMERS PREMISES
Whilst visiting or working at any of our clients/customers
premises, you must ensure that you are aware of and strictly
comply with all of their rules and requirements e.g. security,
health and safety, smoking, parking, etc. Smoking/ eating and
drinking is not permitted in front of any customer / client. G) ALCOHOL & DRUGS POLICY
Under legislation we, as your employer, have a duty to ensure
so far as is reasonably practicable, the health and safety and
welfare at work of all our employees and similarly you have
a responsibility to yourself and your colleagues. The use of
alcohol and drugs may impair the safe and efficient running of
the business and/or the health and safety of our employees.
The effects of alcohol and drugs can be numerous:(these are examples only and not an exhaustive list)
a. absenteeism (e.g. unauthorised absence, lateness,
excessive levels of sickness, etc.)
b. higher accident levels (e.g. at work, elsewhere, driving to
and from work)
c. work performance (e.g. difficulty in concentrating, tasks
taking more time, making mistakes, etc.).
Where the Company has a reasonable belief that you are
under the influence of some form of intoxicants it may at its
discretion send you home for the remainder of the day without
pay. This is not considered a form of disciplinary action but is
done solely in the interests of the Health and Safety of you,
your work colleagues and any customers or third parties.
If your performance or attendance at work is affected as a
result of alcohol or drugs, or we believe you have been involved
in any drug related action/offence, you may be subject to
disciplinary action and, dependent on the circumstances, this
may lead to your dismissal.
As part of your role the Company may need to carry out alcohol
and drug testing. This may be required on health and safety
grounds out of our duty of care towards customers, employees
and any other third parties. Failure to comply with such a
request may be treated as an act of gross misconduct and may
result in your dismissal. Also, failure to pass such a test may
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Employee Handbook
be treated as an act of gross misconduct and may lead to your
dismissal following recourse to the Company’s disciplinary
procedures.
In the event that any medication is prescribed/supplied to an
employee, the employee shall make their work duties known
to the prescriber / supplier of such medication. The employee
shall ascertain whether the medication is expected to produce
any side-effects that may adversely affect the performance of
their work duties, and shall advise you Manager.
If a problem associated with the use of prescribed medication
arises at work a claim by an employee of ignorance about the
possible effects of the medication shall not be regarded as
acceptable.
visitor’s book when entering and leaving the building.
Employees should only be alone in the building when absolutely
necessary.
There should be no face-to-face client contact when working
alone in the building.
During any telephone contact when working alone, you should
not disclose the fact you are alone.
All doors should be locked at all times when you are working
alone.
The intercom system must be used and you should not answer
the door if you are unsure of your safety.
H) FITNESS FOR WORK
You should check that the building is empty when you leave.
If you arrive for work and, in our opinion, you are not fit to
work, we reserve the right to exercise our duty of care if we
believe that you may not be able to undertake your duties in
a safe manner or may pose a safety risk to others, and send
you away for the remainder of the day with or without pay
and, dependant on the circumstances, you may be liable to
Lone Worker Policy
A) INTRODUCTION
Due to the nature of your position with us, it will be necessary
for you to work alone on our premises or when visiting any of
our clients and it is important that you take the necessary steps
to ensure your personal safety at all times.
B) WORKING ALONE ON OUR PREMISES
You should ensure that all visitors to our premises sign the
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You should notify a colleague of the time you expect to leave
the building and inform them if this differs.
Any problems re: building, alarm, etc. must be reported to the
Station Manager.
C) VISITING CLIENTS
You should always ensure that we are aware of the address of
the client you are meeting and the time and expected duration
of the meeting. You ensure that you have notified the office of
the details in advance of your visit.
Employee Handbook
Rules for the use of Company Vehicles
A) DRIVING LICENCE AND AUTHORITY TO DRIVE COMPANY
VEHICLES
1. You must be in possession of a current full driving licence
and have Management authority to drive one of our vehicles.
Company usage policy it will result in disciplinary action, up to
and including dismissal.
D) WARRANTY
All warranty work must be reported to us prior to it being
carried out.
E) CLEANING AND MAINTENANCE
2. Your driving licence must be produced for scrutiny by the
HR Manager prior to driving any of our vehicles. It is your
responsibility to provide us with copies of renewed licences.
1. It is your responsibility to ensure that the vehicle is kept
clean both internally and externally.
3. If at any time your licence is endorsed, or you are
disqualified from driving, we must be informed immediately.
2. Any maintenance or repair work or replacement of parts,
including tyres, must be approved in advance by us.
4. It is your responsibility to see that the vehicle is not used by
anyone other than authorised employees. F) SMOKING POLICY
There is a statutory ban on smoking in Company premises,
including Company vehicles which must be observed at all
times. Current legislation imposes a €3,000 fine on employers
whose employees smoke in an enclosed work environment
including Company vehicles. Breaches of the Company smoking
policy will result in disciplinary action up to and including
dismissal.
B) FIXTURES, FITTINGS AND MODIFICATIONS
1. No fixtures such as aerials, roof racks, towing apparatus,
stickers, may be attached to the vehicle without prior written
permission. When handing the vehicle back to us such
attachments must remain unless adequate rectification work is
carried out professionally to restore the vehicle to its former
condition.
2. No change or alterations may be made to the manufacturer’s
mechanical or structural specification for the vehicle.
C) DRIVING WHILST INTOXICATED
You are not permitted under any circumstances to operate or
drive a Company vehicle, either during working hours or on
personal time, under the influence of any intoxicant. Whether
inside or outside working time you must abide by the Company
rules of use for this Vehicle. This is an express condition of
your employment and if you are found to be in breach of the
G) FUEL ETC.
1. Unless contrary arrangements exist in writing between us,
we will only reimburse you for fuel and oil used on our business. H) FINES
We cannot under any circumstances accept responsibility for
parking or other fines incurred by you. The cost of these fines
if not paid may be deducted from salary/pay.
I) DAMAGE OR INJURY
1. If you are involved in an accident which causes damage to
property or another vehicle, or injury to any person or animal,
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you are required to give your name and address, the name and
address of the vehicle owner, the registration number of the
vehicle and the name of the insurance Company to any person
having reasonable grounds for requiring such information. It
is important that you give no further information. If for some
reason it is not possible to give this information at the time of
the accident, the matter must be reported to the office and
where necessary the Gardaí as soon as possible, but within
twenty-four hours of the occurrence. 2. In addition, in the case of an incident involving injury to
another person or to notifiable animals, you are responsible for
notifying the Gardaí of the occurrence and you must produce
your insurance certificate to the Garda attending the accident,
or to any other person having reasonable grounds for seeing it. The accident must be reported to a Garda station or to a Garda
within twenty-four hours. If you are not then able to produce
the certificate you must in any event produce it in person
within five days after the accident to such Garda station as you
may specify at the time of first reporting the accident.
3. For security reasons, insurance certificates are kept by us. However, a copy of the certificate of insurance is provided with
each vehicle and this will be renewed annually. You should
make sure that it is with the vehicle at all times. Replacement
copies can be obtained from us if necessary.
J) LOSS
1. In the case of theft of the vehicle, we and the Gardaí must
be informed immediately. Full details of the contents of the
vehicle must also be given. If any contents are stolen from the
vehicle, we and the Gardaí should be notified immediately.
2. Please note that only our property is insured by us and you
should make your own arrangements to cover personal effects.
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3. The vehicle should be kept locked when not in use and the
contents should be stored out of sight, preferably in the boot. If a vehicle is stolen we are required to prove to the insurance
Company that there has been no negligence and, therefore, we
must hold you responsible in the event of such negligence.
K) ACCIDENT PROCEDURE
1. It is a condition of the insurance policy that the insurers are
notified of all accidents, even if apparently of no consequence. You must, therefore, as soon as possible after the accident
obtain an accident report form from us which must be
completed and returned to us within twenty-four hours. All
the information required on the form must be completed. You
should note that whenever possible the following particulars
should appear in the form:
a. the name and address of the other driver and the name and
address of his/her insurers
b. the names and addresses of all passengers in both our
vehicle and the other vehicle
c. names and addresses of all witnesses. It will be of
considerable assistance if statements can be obtained from all
witnesses at the time of the accident
d. particulars of the Garda attending i.e. name, number and
division.
2. A detailed sketch must be provided showing the relative
position of the vehicle before and after the accident, together
with details of the roads in the vicinity, e.g. whether they are
major or minor roads and as many relevant measurements as
possible.
Employee Handbook
3. If our vehicle is undriveable you are responsible for making
adequate arrangements for the vehicle to be towed to a
garage, and the name and address of the garage where the
vehicle may be inspected must be stated on the claim form.
4. An estimate of the repairs required to be carried out,
showing details and cost of both labour and materials, must be
obtained and sent to us as soon as possible.
5. Under no circumstances may repairs be put in hand until the
insurance Company has given its agreement. We will notify you
when this has been done.
6. You should not under any circumstances express any opinion
one way or the other on the degree of responsibility for the
accident. Only exchange particulars mentioned in J) above and
nothing more. L) TRAVEL OVERSEAS
Our vehicles may not be taken out of the country without
written permission from the Station Manager. Our insurance
policy covers the use of the vehicle in the Republic of Ireland
only. personal use allowed outside of working hours. We expect
employees to be aware that these vehicles advertise the
company logo and to bear this in mind when using the vehicles
outside of working hours. You are expected to behave with
the highest integrity when using our vehicles, both during and
outside of working hours. You must not engage in or cause
our vehicles to be present at any activities that could result in
negative publicity to ourselves, or which could adversely affect
our public image.
The Company reserves to right to initiate disciplinary action,
up to and including dismissal, if you have been found to be in
breach of our Rules for the Use of Company Vehicles policy.
N) PERSONAL LIABILITY FOR DAMAGE TO VEHICLES
1. Where any damage to one of our vehicles is due to your
negligence or lack of care, we reserve the right to insist on
your rectifying the damage at your own expense or paying the
excess part of any claim on the insurers.
2. Repeated instances may result in the use of the vehicle
being withdrawn and disciplinary action being taken.
M) PERMITTED USE
O) USE OF MOBILE PHONE WHILST DRIVING
1. Subject to the restrictions already stipulated, our vehicles
may only be used for our business, excluding the carriage
of passengers for hire or reward. Employees are not being
permitted to carry passengers, other than fellow employees of
the Company, during working hours. Our vehicles may not be
used for any type of motoring sport, including racing, rallying
or pace making, whether on the public highway or on private
land. It is an offence for anyone to drive a motor vehicle whilst
holding a mobile phone or a similar device in your hand, or
using another part of your body to support the device when you
are driving. If you are charged by the Gardai you may be liable
for prosecution (a fine of up to €2000 and four penalty points)
if you are holding a mobile phone or any other type of handheld device to send or receive any sort of data, be it voice,
text or a pictorial image, or to access message facilities or the
internet whilst driving.
2. Company vehicles are provided for your job, with limited
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Driving includes times when a vehicle is on a public road with
its engine running or when the vehicle is stopped at traffic
lights or during any other hold-ups that occur during a typical
journey when a vehicle can be expected to move off after a
short while.
A mobile phone may only be used whilst driving if you are
dialing 999 or 112 for an emergency or if you have a cordless
hands-free device installed in your vehicle. Calls should
be kept to the shortest possible time and be only to effect
essential communications. If you need to operate a mobile
phone in the vehicle or if you need to deal with a call through
a hands-free device for longer than receiving or giving a short
communication, before doing so you must stop and park the
vehicle where it is safe and lawful to do so and switched the
engine off. A failure to comply with this policy will lead to
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SECTION 3
Capability and Competence
A) INTRODUCTION
We recognise that during your employment with us your
capability or competence to carry out your duties may
deteriorate. This can be for a number of reasons, the most
common ones being that either the job changes over a period of
time and you fail to keep pace with the changes, or you change
(most commonly because of health reasons) and you can no
longer cope with the work.
B) JOB CHANGES
1. If the nature of your job changes we will make every
effort to ensure that you understand the level of performance
expected of you and that you receive adequate training and
supervision. If we have concerns regarding your capability
these will be discussed in an informal manner and you will be
given time to improve.
2. If your standard of performance is still not adequate you will
be invited to a formal meeting and may be issued with a verbal
warning. Failure to improve and to maintain the performance
required could lead to a further warning in writing. 3. If your standard of performance is still not adequate you
will be invited to a subsequent formal meeting and the outcome
could be a warning in writing that a failure to improve and to
maintain the performance required could lead to a further final
warning. We will also consider the possibility of a transfer to
more suitable work if possible.
4. If there is still no improvement after a reasonable time, you
will be issued with a final warning that you will be dismissed
unless the required standard of performance is achieved and
Employee Handbook
maintained if we cannot transfer you to more suitable work.
5. If such improvement is not forthcoming after an agreed
period of time, you will be dismissed.
6. Every effort will be made in between meetings to set out
achievable targets and objectives and you will be fully aware of
the level of performance expected of you.
7. We reserve the right to take into account an employee’s
length of service and to vary the procedures accordingly. If
you have a short amount of service you may not be in receipt
of any formal warnings before dismissal. However you will
retain the right to a formal disciplinary hearing, the right of
representation and the right to appeal.
C) PERSONAL CIRCUMSTANCES
1. Personal circumstances may arise in the future which do
not prevent you from attending for work but which prevent you
from carrying out your normal duties (e.g. a lack of dexterity or
general ill health). If such a situation arises, we will normally
need to have details of your medical diagnosis and prognosis
so that we have the benefit of expert advice. Under normal
circumstances this can be most easily obtained by asking your
own doctor for a medical report. Your permission is needed
before we can obtain such a report and we will expect you
to co-operate in this matter should the need arise. When we
have obtained as much information as possible regarding your
condition and after consultation with you, a decision will be
made about your future employment with us in your current
role or, where circumstances permit, in a more suitable role.
2. There may also be personal circumstances which prevent
you from attending work, either for a prolonged period(s) or for
frequent short absences. Under these circumstances we will
need to know when we can expect your attendance record to
reach an acceptable level and again this can usually be most
easily obtained by asking your own doctor for a medical report. When we have obtained as much information as possible
regarding your condition and after consultation with you, a
decision will be made about your future employment with us
in your current role or, where circumstances permit, in a more
suitable role.
Disciplinary Rules and Procedures
A) INTRODUCTION
1. It is necessary to have a minimum number of rules in the
interests of the whole organisation.
2. The rules set standards of performance and behaviour whilst
the procedures are designed to help promote fairness and order
in the treatment of individuals. It is our aim that the rules and
procedures should emphasise and encourage improvement in
the conduct of individuals, where they are failing to meet the
required standards, and not be a means of punishment.
3. Every effort will be made to ensure that any action
taken under this procedure is fair, with you being given the
opportunity to state your case and appeal against any decision
that you consider to be unjust.
4. The following rules and procedures should ensure that:a. the correct procedure is used when inviting you to a
disciplinary hearing;
b. you are fully aware of the correct procedure, the standards
of performance, action and behaviour required of you;
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Employee Handbook
c. disciplinary action, where necessary, is taken speedily and
in a fair, uniform and consistent manner;
d. On occasion it may be necessary for the company to
conduct an investigation meeting to clarify a particular incident
or occurrence prior to any potential disciplinary hearing. The
purpose of this investigatory meeting is to establish the facts
about a particular incident or occurrence, and the details of
which will remain completely confidential. The investigation
will be carried out by a designated member of the Management
team or, if necessary, in the case of any possible conflict
of interest, a non-executive board member. In either case,
the person nominated will have appropriate training and
experience and be familiar with the procedures involved. The
designated investigator will meet with you and any witnesses or
other relevant persons individually. The person investigating the
complaints will make every effort to carry out and complete
the investigation as quickly as possible. This investigation
meeting itself should not be interpreted as a disciplinary
hearing as no disciplinary sanction would ever be issued on foot
of an investigatory meeting. Instead, the facts established in an
investigatory meeting may be used to identify whether or not a
formal disciplinary hearing ought to be conducted;
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legal representation at any stage of the disciplinary process.;
g. you will not normally be dismissed for a first breach of
discipline, except in the case of gross misconduct or SOSG
(some other substantial grounds);
h. you will only be disciplined after careful investigation of the
facts and the opportunity to present your side of the case at a
disciplinary hearing; and
i. if you are disciplined, you will receive an explanation of the
penalty imposed and you will have the right to appeal against
the finding and the penalty.
B) DISCIPLINARY RULES
It is not practicable to specify all disciplinary rules or offences
which may result in disciplinary action, as they may vary
depending on the nature of the work. In addition to the
specific examples of minor misconduct, major misconduct and
gross misconduct shown in this handbook, a breach of other
conditions, procedures, rules, etc. within this handbook will
also result in the disciplinary procedure being used to deal with
such matters.
e. on some occasions temporary suspension on contractual pay
may be necessary in order that an uninterrupted investigation
can take place. This must not be regarded as disciplinary
action or a penalty of any kind;
C) RULES COVERING MINOR MISCONDUCT
(these are examples only and not an exhaustive list)
You will be liable to disciplinary action if you are found to have
acted in any of the following ways:-
f. other than for an “off the record” informal reprimand,
you have the right to be accompanied by a fellow employee
or Trade Union Representative, who may act as a witness or
speak on your behalf, at all stages of the formal disciplinary
process. However, they are not there to answer questions on
your behalf. In addition, in line with the Code of Practice for
Disciplinary and Grievance Procedures, there is no provision for
a. failure to abide by the general health and safety rules and
procedures;
b. unsatisfactory standards or output of work; and
c. unauthorised use or negligent damage or loss of our
property.
Employee Handbook
D) RULES COVERING MAJOR MISCONDUCT
a. grossly indecent or immoral behaviour, deliberate acts of
unlawful discrimination or serious acts of harassment;
a. rudeness towards customers, members of the public or
other employees, objectionable or insulting behaviour or bad
language;
b. dangerous behaviour, fighting or physical assault;
b. failure to devote the whole of your time, attention and
abilities to our business and its affairs during your normal
working hours;
c. incapacity at work or poor performance caused by
intoxicants, drugs, prescribed drugs and over the counter
medication;
c. failure to carry out all reasonable instructions or follow our
rules and procedures;
d. attendance at work whilst under the influence of any
intoxicating substance, irrespective of incapacity or the amount
taken. The Company operates a zero tolerance policy in respect
of intoxicants.
d. unauthorised use of Company E-mail and Internet facilities;
e. possession, supply or use of illicit drugs;
e. failure to report immediately any damage to property or
premises caused by you;
f. deliberate falsification of any records (including time
sheets, absence records and so on, in respect of yourself or any
fellow employee);
f. failure to comply with normal safety procedures;
g. breach of drivers rules and procedures;
h. ailure to comply with rules for the use of mobile phones
whilst driving;
i. failure to report any incident whilst driving our vehicles,
whether or not personal injury or vehicle damage occurs; and
j. absenteeism and/or lateness.
E) RULES COVERING GROSS MISCONDUCT
You will be liable to summary dismissal if you are found to have
acted in any of the following ways:-
g. undertaking private work on the premises and/or in working
hours without express permission;
h. working in competition with us;
i. taking part in activities which result in adverse publicity to
ourselves, or which cause us to lose faith in your integrity;
j. theft or unauthorised possession of money or property,
irrespective of value, whether belonging to us, another
employee, or a third party;
k. destruction/sabotage of our property, any property on the
premises;
l. serious breaches of health and safety rules that endanger
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Employee Handbook
the lives of employees or any other person;
m.interference with or misuse of any equipment for use at
work that may cause harm;
y. carrying unauthorised goods or passengers in our commercial
vehicles or the use of our vehicles for personal gain; and
z. loss of driving licence where driving on public roads forms an
essential part of the duties of the post.
n. gross insubordination and/or continuing refusal to carry out
legitimate instructions;
F) DISCIPLINARY PROCEDURE
o.
abuse of the personal harassment policy;
p. smoking in breach of Company policy/designated nonsmoking areas;
1. Disciplinary action taken against you will be based on the
following procedure:-
q. unauthorised consumption of alcohol on the premises;
r. Any action, inaction or wrongdoing committed by you during
the course of your employment that would result in a financial
loss to the Company;
s. Any action, inaction or wrongdoing committed by you,
outside of normal working hours that, had you been in
employment, would be considered to be gross misconduct;
t. Deliberately bringing a complaint against a fellow employee
that you know to be false or malicious;
u. use of our vehicles whilst intoxicated;
w. if your work involves driving, failure to report immediately
any type of driving conviction or summons which may lead to
your conviction;
2. We retain discretion in respect of the disciplinary procedures
to take account of your length of service and to vary the
procedures accordingly. If you have a short amount of service
you may not be in receipt of any warnings before dismissal but
you will retain the right to a disciplinary hearing and you will
have the right of appeal.
x. use of our vehicles without approval or the private use of
our commercial vehicles without authorisation;
3. If a disciplinary penalty is imposed it will be in line with
the procedure outlined above, which may encompass a formal
v. serious breach of drivers rules and procedures;
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Employee Handbook
verbal warning, written warning, final written warning,
or dismissal, and full details will be given to you.
4. In all cases warnings will be issued for misconduct,
irrespective of the precise matters concerned, and any
further breach of the procedure in relation to similar
or entirely independent matters of misconduct will
be treated as further disciplinary matters and allow
the continuation of the disciplinary process through to
dismissal if the warnings are not heeded.
after a six month period.
2. Written warning
A written warning will normally be disregarded after a 12 month
period.
3. Final written warning
A final written warning will normally be disregarded after a 12
month period.
I) EXTENDED WARNINGS
5. We reserve the right at our discretion the authority
to bypass any step in the disciplinary process if we feel
that the severity of the action warrants it. We will be
fair in the application of such discretion.
G) DISCIPLINARY AUTHORITY
The operation of the disciplinary procedure contained in
the previous section is based on the following authority
at the various levels of disciplinary action. However,
the list does not prevent a higher level of seniority or
nominated person progressing any action at whatever
stage of the disciplinary process.
The Company may extend, at its discretion, a final written
warning if in its opinion the employee has not reached the
required standard following a disciplinary process but has shown
some improvement.
J) SPENT WARNINGS
Formal verbal warning
Management/ CEO
A “spent” warning forms part of an employee’s history and
cannot be used to accelerate the disciplinary procedure to the
next level warning. However in certain limited circumstances
it may be used in consideration of the employees total work
history, especially where any future offences or incidents are
related.
Written warning Management/ CEO
K) GENERAL NOTES
Final written warning
Management/ CEO
Dismissal
Management/ CEO
1. If you are in a supervisory or managerial position then
demotion to a lower status may be considered as an alternative
to dismissal except in cases of gross misconduct.
H) PERIOD OF WARNINGS
1. Formal verbal warning
A formal verbal warning will normally be disregarded
2. In exceptional circumstances, suspension from work without
pay for up to five days as an alternative to dismissal (except
dismissal for gross misconduct) may be considered by the
person authorised to dismiss.
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Employee Handbook
3. Gross misconduct offences will result in dismissal without
notice.
4. You have the right to appeal against any disciplinary action.
Disciplinary Appeal Procedure
1. The disciplinary rules and procedures which form part of
your contract of employment incorporate the right to lodge an
appeal in respect of any disciplinary action taken against you.
2. If you wish to exercise this right you should apply, preferably
in writing, to the person, within five days, indicated in your
individual Statement of Main Terms of Employment (Form SMT)
or nominated person if deemed more appropriate. From time to
time it may be necessary to appoint an external person to hear
an appeal; such an appointment will be deemed a last resort
and only used where absolutely necessary. Should it be deemed
necessary to engage an external person to hear an appeal, all
such hearings carried out will be in accordance with the Terms
of Reference.
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6. If you are appealing on the grounds that you have not
committed the offence then your appeal may take the form of
a complete re-hearing and reappraisal of all matters so that
the person who conducts the appeal can make an independent
decision before deciding to grant or refuse the appeal.
7. You may be accompanied at the appeal hearing by a
fellow employee of your choice or an authorised trade union
representative, who may act as a witness or speak on your
behalf, and the result of the appeal will be made known to
you in writing within five working days after the hearing. This
decision is final.
Grievance Procedure
1. It is important that if you feel dissatisfied with any matter
relating to your work you should have an immediate means by
which such a grievance can be aired and resolved.
3. Any disciplinary penalty imposed on you, as a result of the
Company’s disciplinary procedures, will be effective from the
date the penalty was initially imposed.
2. Nothing in this procedure is intended to prevent you
from informally raising any matter you may wish to mention. Informal discussion can frequently solve problems without the
need for a written record but if you wish your grievance to be
formally recorded and investigated, please make this clear at
the outset.
4. An appeal against a formal warning or dismissal should
give details of why the penalty imposed is either too severe,
inappropriate or unfair in the circumstances.
3. If you feel aggrieved at any matter relating to your work
(except personal harassment, for which there is a separate
procedure following this section), you should:-
5. The disciplinary appeal procedure will normally be
conducted by a member of staff not previously connected with
the disciplinary process so that an independent decision into
the severity and appropriateness of the disciplinary action can
be made.
a)
first raise the matter with the person specified in your Statement of Main Terms of Employment (Form SMT) in writing. From time to time it may be necessary to
appoint an external person to investigate any grievance matter; such an appointment will be deemed a last resort Employee Handbook
and only used where absolutely necessary. Should it be
deemed necessary to engage an external person to
investigate a grievance, all such investigations carried out
will be in accordance with the Terms of Reference.
b) explain fully the nature and extent of your grievance. If you
wish, a fellow employee can be present with you to help you
to explain the situation more clearly.
4. If the problem has not been resolved within ten working
days you should agree a further time at which the matter will
be discussed with a view to resolution. A decision reached at
this meeting is final.
Redundancy Policy
1. Should circumstances arise where redundancy is seen to be
a possibility the Company will ensure it complies with relevant
legislation and look where possible to
a) reduce overtime to a workable minimum; and
b) investigate measures, such as short-time working, reduced
working week and/or lay off (without pay), as a means of
avoiding redundancies.
2. If redundancies cannot be avoided, consideration may
be given to applications for voluntary redundancy, where
appropriate. It may not be possible to accept every application
for voluntary redundancies depending on the requirements
of the business. If the selection of employees for redundancy
becomes necessary, any criteria for selection will be discussed
with you at the time where possible. At all times the overriding
consideration will be the future viability of the business and
we reserve the right to deviate from this policy where deemed
necessary.
Equal Opportunity Policy
A) STATEMENT OF POLICY
1. We recognise that discrimination is unacceptable and
although equality of opportunity has been a long standing
feature of our employment practices and procedures, we have
made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and,
if appropriate, disciplinary action.
2. The aim of the policy is to ensure no job applicant or
employee is discriminated against either directly or indirectly
on the grounds of gender, civil status, family status, sexual
orientation, religious belief, age, disability, race or membership
of the traveller community.
3. We will ensure that the policy is circulated to any agencies
responsible for our recruitment and a copy of the policy will
be made available for all employees and made known to all
applicants for employment.
4. The policy will be communicated to all private contractors
reminding them of their responsibilities towards the equality of
opportunity.
5. The policy will be implemented in accordance with the
appropriate statutory requirements and full account will be
taken of all available guidance and in particular any relevant
Codes of Practice.
6. We will maintain a neutral working environment in which no
worker feels under threat or intimidated.
B) RECRUITMENT AND SELECTION
1. The recruitment and selection process is crucially important
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Employee Handbook
to any equal opportunities policy. We will endeavour through
appropriate training to ensure that employees making selection
and recruitment decisions will not discriminate, whether
consciously or unconsciously, in making these decisions.
2. Promotion and advancement will be made on merit and
all decisions relating to this will be made within the overall
framework and principles of this policy.
3. Job descriptions, where used, will be revised to ensure
that they are in line with our equal opportunities policy. Job
requirements will be reflected accurately in any personnel
specifications.
4. We will adopt a consistent, non-discriminatory approach to
the advertising of vacancies.
5. We will not confine our recruitment to areas or media
sources which provide only, or mainly, applicants of a particular
group.
6. All applicants who apply for jobs with us will receive fair
treatment and will be considered solely on their ability to do
the job.
7. All employees involved in the recruitment process will
periodically review their selection criteria to ensure that they
are related to the job requirements and do not unlawfully
discriminate.
8. Short listing and interviewing will be carried out by more
than one person where possible.
9. Interview questions will be related to the requirements of
the job and will not be of a discriminatory nature.
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10.We will not disqualify any applicant because he/she is
unable to complete an application form unassisted unless
personal completion of the form is a valid test of the standard
of English required for the safe and effective performance of
the job.
11.Selection decisions will not be influenced by any perceived
prejudices of other staff.
C) TRAINING AND PROMOTION
1. Senior staff will receive training in the application of
this policy to ensure that they are aware of its contents and
provisions.
2. All promotion will be in line with this policy.
Employee Handbook
Personal Harassment Policy and Procedure
A) INTRODUCTION
1. Many people in our society are victimised and harassed
as a result of their gender, civil status, family status, sexual
orientation, religion, age, disability, race or membership of the
traveller community. 2. Personal harassment takes many forms but whatever form
it takes, personal harassment is always serious and is totally
unacceptable.
3. Sexual harassment covers acts, requests or conduct which
could reasonably be regarded as being offensive, humiliating
or intimidating; and are in fact unwelcome to a particular
employee.
4. We recognise that personal or sexual harassment can exist
in the workplace as well as outside and that this can seriously
affect employees’ working lives by interfering with their
job performance or by creating a stressful, intimidating and
unpleasant working environment.
5. Bullying in the workplace is repeated inappropriate
behaviour, direct or indirect, whether verbal, physical or
otherwise, conducted by one or more persons against another
or others, at the place of work and/or in the course of
employment, which could be regarded as undermining the
individual’s right to dignity at work.
B) POLICY
1. We deplore all forms of personal or sexual harassment and
bullying and seek to ensure that the working environment is
sympathetic to all our employees. The workplace environment
is not confined to the business premises or normal working
day and extends to conferences, external training, and work
related social events.
2. We have published these procedures to inform employees
of the type of behaviour that is unacceptable and provide
employees who are the victims of personal harassment or
bullying with a means of redress. For the sake of simplicity,
the word “harassment” has been used in the remainder of this
policy. However, it should be understood that, for the purpose
of this policy, the examples given and the procedures to be
used apply equally to the more general concept of bullying. 3. We recognise that we have a duty to implement this policy
and all employees are expected to comply with it.
4. If you are experiencing difficulties in accessing or
understanding our documentation in its current form please
speak to your Line Manager immediately.
C) COMPLAINING ABOUT PERSONAL OR SEXUAL HARASSMENT
1. Informal complaint
If you are the victim of minor harassment you should make it
clear to the harasser on an informal basis that their behaviour
is unwelcome and ask the harasser to stop. If you feel unable
to do this verbally then you should hand a written request to
the harasser.
2. Formal complaint
Where the informal approach fails or if the harassment is more
serious, you should bring the matter to the attention of the
CEO as a formal written complaint.
On receipt of a formal complaint we will take action
to separate you from the alleged harasser to enable an
uninterrupted investigation to take place. We are committed
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Employee Handbook
to providing a full and fair investigation, which gives due
sensitivity and respect to the rights of both the complainant
and the alleged harasser. This may involve a temporary transfer
of the alleged harasser to another work area or suspension with
contractual pay until the matter has been resolved.
harassment claim which they knew to be false or malicious,
or if the supporting employee deliberately gave factually
inaccurate evidence to substantiate a colleague’s harassment
claim, then disciplinary action may be taken against that
supporting employee, up to and including dismissal.
The person dealing with the complaint will carry out a thorough
investigation in accordance with our disciplinary procedure. Those involved in the investigation will be expected to act in
confidence and any breach of confidence will be a disciplinary
matter.
4. Every effort shall be made to carry out and complete the
investigation as quickly and efficiently as possible, having due
regard for all circumstances.
When the investigation has been concluded, a draft report
of the findings and of the investigator’s proposed decision will
be sent, in writing, to you and to the alleged harasser.
We commit ourselves to working together to maintain a
workplace environment that encourages and supports the right
to dignity at work. All who work here are expected to respect
the right of each individual to dignity in their working life. All
will be treated equally and respected for their individuality and
diversity. Bullying in any form is not accepted by us and will
not be tolerated. All individuals whether employed by us or
contracted by us have a duty and a responsibility to uphold this
dignity at work charter.
D) GENERAL NOTES
1. If the report concludes that the allegation is well founded,
the harasser will be subject to disciplinary action in accordance
with our disciplinary procedure. An employee who receives a
formal warning or who is dismissed for harassment may appeal
against the disciplinary action by using our disciplinary appeal
procedure.
2. If you bring a complaint of harassment you will not be
victimised for having brought the complaint. However if the
report concludes that the complaint is both untrue and has
been brought with malicious intent, disciplinary action will be
taken against you.
3. Similarly, if an employee supports a colleague in bringing
a complaint of harassment or if an employee gives evidence
in respect of such a complaint of harassment then that
employee will not be victimised for doing so. However, where
it is concluded that an employee supported a colleague’s
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E) DIGNITY AT WORK CHARTER/BULLYING
Employee Handbook
Bullying Prevention Policy
A) PURPOSE
As part of our commitment to the fairness, dignity and respect
of each employee, any form of bullying will not be tolerated
by this Company. The aim of this Policy is to indicate what
constitutes bullying and what action the Company will take if it
becomes necessary to deal with an offence of this nature.
B) SCOPE
This Policy is applicable to all employees (temporary and
permanent) irrespective of length of service and includes
clients and service personnel both inside and outside the work
environment.
C) POLICY
The Company acknowledges the right of all employees to a
workplace and environment free from any form of bullying.
Every member of staff has an obligation to be aware of the
effects of their own behaviour on others.
Any instances of bullying will be dealt with in an effective and
efficient manner. In cases where the behaviour is proved to
be repeated and consistent, causing unnecessary stress and
anxiety, this will be considered gross misconduct. The Company
reserves the right to use the disciplinary procedure up to and
including summary dismissal.
As part of this Company’s code of conduct, it is imperative that
all staff and suppliers respect the dignity of every colleague.
Please consider the multi-cultural beliefs of all of your
colleagues regarding your code of conduct, with particular
reference to remarks, dress code, posters, e-mails and anything
which may cause offence on the grounds of a person’s gender,
civil status, race, religion, family status, age, sexual orientation
or disability or to a member of the traveller community.
D) DEFINITION
The Task Force on the Prevention of Workplace Bullying defines
bullying as:
“Repeated inappropriate behaviour, direct or indirect, whether
verbal, physical or otherwise, conducted by one or more
persons against another or others, at the place of work and/
or in the course of employment, which could reasonably be
regarded as undermining the individual’s right to dignity at
work. An isolated incident of the behaviour described in this
definition may be an affront to dignity at work but, as a one off
is not considered to be bullying’’.
The following are examples of the types of behaviour
considered as bullying and are prohibited by the Company:
E) VERBAL ABUSE
Shouting or using aggressive or obscene language, in public or in
private, to humiliate or intimidate.
Making offensive comments about the same person regularly.
Unfair and excessive criticism.
Ridiculing the employee in front of other employees and
individuals.
Spreading false or malicious information about the individual
around the Organisation etc.
Personal insults, name calling
Threatening job loss for trivial errors.
The above list is not exhaustive and only serves as a guideline
to employees. Each case will be taken in isolation and dealt
with in the appropriate manner.
F) NON VERBAL ABUSE
Setting up a person to fail by overloading them with work
or setting impossible deadlines.Withholding information and
blaming the person for being ignorant.
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Employee Handbook
Ignoring, excluding and isolating a person.
Blocking promotion.
Threatening body language.
Damaging personal belongings.
Excessive monitoring.
Making offensive/inappropriate comments via text messaging,
email or via social networking sites.
issue with the alleged bully. The contact person will approach
the alleged bully in a confidential, non-confrontational
discussion to try to resolve the matter in a low-key manner.
2. Formal Procedure
If the informal approach is not appropriate, or if after using the
informal procedure, the bullying continues, then the formal
procedure will be invoked.
G) PHYSICAL ABUSE
Hitting.
Bodily contact that is abusive in nature.
H) PROCEDURES FOR DEALING WITH BULLYING
1. Informal Procedure
An informal approach can often resolve difficult situations
with the minimum of conflict and stress for the individuals
involved. This in no way diminishes the issue of the effects on
the individual.
If you feel you are being bullied you should attempt to explain
to the alleged bully that their behaviour is unacceptable. If
you find it difficult to approach the alleged bully alone then
seek help and advice from the nominated contact person. He/
she will listen, be supportive and explain the various options
open to you.
You may ask the contact person to assist you with raising the
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If you decide to bypass the informal procedure, for whatever
reason, and choose to go down the formal route then this will
not reflect negatively on you in any way.
A formal written complaint must be given to the Station
Manager or a member of the Management team. The complaint
should only contain precise details of actual incidents of
bullying.
A letter will be sent to the alleged bully to inform him/her that
a formal complaint has been made against them. A copy of the
complaint will be given to him/her and he/she will be given the
opportunity to respond to the allegations.
An initial examination will be carried out by a designated,
impartial member of Management who will determine the
appropriate course of action to be taken e.g. a mediated
solution or attempt to resolve the situation informally or decide
if it should be progressed to a formal investigation. If these
courses of action prove to be inappropriate or inconclusive,
then a formal investigation of the complaint will take place to
determine the facts and credibility of the allegations.
3. Investigation
The investigation will be carried out by a designated member
of the Management team or, if necessary, in the case of any
possible conflict of interest, an agreed external third party.
Employee Handbook
In either case, the person nominated should be familiar with
the procedures involved. The investigation will be thorough,
objective and confidential. It will be conducted with sensitivity
and respect for the rights of the complainant and the alleged
bully.
In the event of the findings of the investigation concluding that
the complaint was untrue and was brought with a malicious or
vexation intent then disciplinary action will be taken against
you up to and including dismissal.
The designated investigator will meet with the complainant,
the alleged bully and any witnesses or other relevant persons
individually. The purpose of these meetings is to establish the
facts about the allegations, set a timeframe, all of which will be
completely confidential.
The complainant and the alleged bully have the right to be
accompanied by a work colleague or employee / trade union
representative.
The person investigating the complaints will make every effort
to carry out and complete the investigation as quickly as
possible. When the investigation is complete, a written report
will be submitted to Management which will contain the findings
of the investigation.
Both the complainant and the alleged bully will be given the
opportunity to comment on the findings of the investigation
before any action is decided by Management.
Management will inform the complainant and the alleged bully,
in writing, about the findings of the investigation.
4. Outcome
If it is decided that the complaint is well founded then a formal
interview will be conducted with the alleged bully to determine
an appropriate course of action. This may include counselling,
monitoring or progressing the issue through disciplinary and
grievance procedures.
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NORTH WEST BROADCASTING LTD
T/A OCEAN FM
SAFETY STATEMENT
HEALTH AND SAFETY POLICY
GENERAL POLICY
CONTENTS
GENERAL POLICY
A declaration of our intent to provide and maintain, so far
as is reasonably practicable, a safe and healthy working
environment and to enlist the support of its employees in
achieving these goals.
ORGANISATION AND RESPONSIBILITIES
This section sets out the health and safety responsibilities of
key personnel within the organisation.
SAFETY ARRANGEMENTS
This section explains the systems and procedures that will be
used to form the basis of our health and safety regime.
SAFETY RECORDS (this section may be in a separate folder)
This section contains;
•An Annual Review of our Health and Safety System and
Procedures.
• Periodic Checklists created specifically for individual roles
and responsibilities.
• A comprehensive source of records relating to statutory
examination periodic inspection and testing of the work
equipment and installations used by our organisation. Records
relating to Fire Safety Management will be found in
your Safety Management System.
• A system for keeping health and safety training records.
• A section for accident and incident reporting, and
investigation.
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This Health and Safety Policy contains a plan detailing how
we manage our health and safety issues. The policy sets out
our commitment to manage risks and provide good standards
of health and safety and also to meet our legal duties. Health
and safety is an integral part of how we do business as a
responsible employer and we have put in place the necessary
organisation and arrangements to achieve this. This policy
has been initiated after carrying out a full appraisal of our
health, safety and welfare requirements and will be reviewed
periodically (at least annually).
Safety, Health and Welfare General Policy Statement
This is a declaration of our intent to provide and maintain, so
far as is reasonably practicable, a safe and healthy working
environment and to enlist the support of our employees
towards achieving these goals. The General Policy statement is
brought to the attention of all employees by publication in the
main policy Manual and in the Employee Safety Handbook. It
may also be included on notice boards in our premises.
Anti-Bullying Policy
The aim of this Policy is to indicate what constitutes bullying
and what action the company will take if it becomes necessary
to deal with an offence of this nature.
Organisation
This part of the Policy details the health and safety
responsibilities of key personnel within our organisation. These
responsibilities are fulfilled by completion of various
Safety Records, pro-formas and records in relation to on-going
maintenance activities, training, accident reporting, and
investigation, and actions that have taken place.
HEALTH AND SAFETY GENERAL POLICY STATEMENT
Relevant legislation
This part of the Policy explains the systems and procedures in
place for managing individual topics or subjects for which our
business is responsible.
At North West Broadcasting Ltd t/a Ocean FM we recognise our
duties under the Safety, Health and Welfare at Work Act 2005,
the Safety, Health & Welfare at Work (General Applications)
Regulations 2007 and current health and safety legislation and
we will endeavour to meet the requirements of this legislation
and maintain a safe and healthy working environment. Our
Managers and Supervisors are informed of their responsibilities
to ensure they take all reasonable precautions, to ensure
the safety, health and welfare of those that are likely to be
affected by the operation of our business.
To assist us with our duty we have retained Peninsula Business
Services Limited to provide information and guidance on how
these provisions should be managed and recorded.
North West Broadcasting Ltd t/a Ocean FM recognises its duty
to make regular assessment of the hazards and risks created in
the course of our business.
We accept that we cannot discharge our responsibility for
managing health, safety and welfare within the workplace to
others outside our employ. Use of the above documents will aid
our success in fulfilling these responsibilities.
We also recognise our duty, so far as is reasonably practicable:
• to meet our legal obligations to maintain safe and healthy
working conditions;
• to provide adequate control of the health and safety risks so
identified;
• to consult with our employees on matters affecting their
health and safety;
• to provide and maintain safe plant and equipment;
• to ensure the safe handling and use of substances;
• to provide information, instruction, training where necessary
for our workforce, taking account of any who do not have
English as a first language;
• to ensure that all workers are competent to do their work,
and to give them appropriate training;
• to prevent accidents and cases of work related ill health;
This page sets out details of the main statutes and regulations
affecting health and safety at work that are currently in force.
Safety Arrangements
NORTH WEST BROADCASTING LTD T/A OCEAN FM
127
• to actively manage and supervise health and safety at work;
• to have access to competent advice;
• to seek continuous improvement in our health and safety
performance and management through regular (at least
annual) review and revision of this policy; and
• to provide the resource required to make this policy and our
Health and Safety arrangements effective.
We also recognise;
• our duty to co-operate and work with other employers when
we work at premises or sites under their control to ensure the
continued health and safety of all those at work; and
• our duty to co-operate and work with other employers and
their workers, when their workers come onto our premises
or sites to do work for us, to ensure the health and safety of
everyone at work.
To help achieve our objectives and ensure our employees
recognise their duties under health and safety legislation
whilst at work, we will also inform them of their duty to take
reasonable care for themselves and for others who might be
affected by their activities. We achieve this by explaining their
duty and setting out our company health and safety rules in an
Employee Safety Handbook which is made available to every
worker employed by us.
In support of this policy a responsibility chart and more
detailed arrangements have been prepared.
128
ANTI-BULLYING POLICY
Purpose
As part of our commitment to the fairness, dignity and respect
of each employee, any form of bullying will not be tolerated by
this company. The aim of this Policy is to indicate what
constitutes bullying and what action the company will take if it
becomes necessary to deal with an offence of this nature.
Scope
This Policy is applicable to all employees (temporary and
permanent) irrespective of length of service and includes
clients and service personnel both inside and outside the work
environment.
Definition
The Task Force on the Prevention of Workplace Bullying defines
bullying as:
“Repeated inappropriate behaviour, direct or indirect, whether
verbal, physical or otherwise, conducted by one or more
persons against another or others, at the place of work and/
or in the course of employment, which could reasonably be
regarded as undermining the individual’s right to dignity at
work. An isolated incident of the behaviour described in this
definition may be an affront to dignity at work but, as a one off
is not considered to be bullying’’.
Signature ...........................Date ...............................
Position .........................................
The following are examples of the types of behaviour
considered as bullying and are prohibited by the company:
The policy is reviewed on a periodic basis.
Verbal Abuse
• Shouting or using aggressive or obscene language, in public or
in private, to humiliate or intimidate.
• Making offensive comments about the same person regularly.
• Unfair and excessive criticism.
• Ridiculing the employee in front of other employees and
individuals.
• Spreading false or malicious information about the individual
around the organisation etc.
• Personal insults, name calling
• Threatening job loss for trivial errors.
Non Verbal Abuse
• Setting up a person to fail by overloading them with work or
setting impossible deadlines.
• Withholding information and blaming the person for being
ignorant.
• Ignoring, excluding and isolating a person.
• Blocking promotion.
• Threatening body language.
• Damaging personal belongings.
• Excessive monitoring.
Physical Abuse
• Hitting.
• Bodily contact that is abusive in nature.
The above lists are not exhaustive and only serve as a guideline
Policy
The company acknowledges the right of all employees to a
workplace and environment free from any form of bullying.
Every member of staff has an obligation to be aware of the
effects of their own behaviour on others.
Any instances of bullying will be dealt with in an effective and
efficient manner. In cases where the behaviour is proved to
be repeated and consistent, causing unnecessary stress and
anxiety, this will be considered gross misconduct. Although
the definition given by the Task Force on the Prevention of
Workplace Bullying indicates that an isolated incident is not
considered to be bullying, the company operates a zero
tolerance attitude towards this type of behaviour and does
not accept it in any form. As a consequence, it is our company
policy that a single incident of bullying may constitute gross
misconduct dependent on its severity as deemed by the
company. The company therefore reserves the right to use the
disciplinary procedure up to and including summary dismissal.
As part of this company’s code of conduct, it is imperative that
all staff and suppliers respect the dignity of every colleague.
Please consider the multi-cultural beliefs of all of your
colleagues regarding your code of conduct, with particular
reference to remarks, dress code, posters, e-mails and
anything which may cause offence on the grounds of a person’s
gender, civil status, race, religion, family status, age, sexual
orientation or disability or to a member of the traveller
community.
Procedures for Dealing with Bullying
Informal Procedure
An informal approach can often resolve difficult situations with
the minimum of conflict and stress for the individuals involved.
This in no way diminishes the issue of the effects on the
individual.
If you feel you are being bullied you should attempt to explain
to the alleged bully that their behaviour is unacceptable. If you
129
find it difficult to approach the alleged bully alone then
seek help and advice from the nominated contact person; they
will listen, be supportive and explain the various options open
to you.
You may ask the contact person to assist you with raising the
issue with the alleged bully. The contact person will approach
the alleged bully in a confidential, non-confrontational
discussion to try to resolve the matter in a low-key manner.
If you decide to bypass the informal procedure, for whatever
reason, and choose to go down the formal route then this will
not reflect negatively on you in any way.
Formal Procedure
If the informal approach is not appropriate, or if after using
the informal procedure, the bullying continues, then the
formal procedure will be invoked.
A formal written complaint must be given to your Line Manager
or a member of the management team. The complaint should
only contain precise details of actual incidents of bullying.
A letter will be sent to the alleged bully to tell them that a
formal complaint has been made against them. A copy of the
complaint will be given to them and they will be given the
opportunity to respond to the allegations.
An initial examination will be carried out by a designated,
impartial member of management who will determine the
appropriate course of action to be taken e.g. a mediated
solution or attempt to resolve the situation informally or
decide if it should be progressed to a formal investigation.
If these courses of action prove to be inappropriate or
inconclusive, then a formal investigation of the complaint
130
will take place to determine the facts and credibility of the
allegations.
Investigation
The investigation will be carried out by a designated member
of the management team or, if necessary, in the case of any
possible conflict of interest, an agreed external third party. In
either case, the person nominated should be familiar with
the procedures involved. The investigation will be thorough,
objective and confidential. It will be conducted with sensitivity
and respect for the rights of the complainant and the alleged
bully.
The designated investigator will meet with the complainant,
the alleged bully and any witnesses or other relevant persons
individually. The purpose of these meetings is to establish the
facts about the allegations and will be completely confidential.
The complainant and the alleged bully have the right to be
accompanied by a work colleague or employee/trade union
representative.
The person investigating the complaint will make every
effort to carry out and complete the investigation as quickly
as possible and within an agreed timeframe. When the
investigation is complete, a written report will be submitted
to management which will contain the findings of the
investigation.
Both the complainant and the alleged bully will be given the
opportunity to comment on the findings of the investigation
before any action is decided by management.
The management will inform the complainant and the alleged
bully, in writing, about the findings of the investigation.
Outcome
If it is decided that the complaint is well founded then a
formal interview will be conducted with the alleged bully to
determine an appropriate course of action. This may include
counselling, monitoring or taking the issue through disciplinary
and grievance procedures.
In the event of the findings of the investigation concluding that
the complaint was untrue and was brought with a malicious or
vexation intent then disciplinary action will be taken against
you up to and including dismissal.
Signature ....................................Date........................
Position ...............................Site Location:
RECORD OF PERIODIC REVIEW OF THE HEALTH AND
SAFETY POLICY
Our Health and Safety General Policy Statement and Safety
Arrangements are reviewed periodically. This is a record of
these periodic reviews which should take place at least
annually. Health and Safety Consultants employed by Peninsula
Business Services Ltd will also review the Health and Safety
Management Documentation system to ensure that it
meets current statutory requirements and good practice
relevant to the organisation.
This record should be endorsed by all persons who carry out
these periodic reviews (including Peninsula Health and Safety
Consultants).
Note: where a new Health and Safety Policy General Statement
of Intent has been signed and dated, this record should be
endorsed to that effect (Column 4) and the new signed and
dated statement should be included in this Manual (page
5), replacing the previous statement. All other signed and
dated copies (on Notice Boards etc.) should also be replaced.
The unsigned copy of the general policy statements in the
Employee Safety Handbook should be replaced if the statement
is changed.
ORGANISATION
Health and Safety Management Structure
Introduction
The Board of Directors have overall responsibility for the
implementation of this policy.
The policy is executed through key personnel who have been
131
allocated specific responsibilities for managing health and
safety.
Emphasis is placed on recognising potential hazards and taking
steps to minimise their effect on employees and others.
The organisational structure set out below shows the key
personnel with health and safety responsibilities.
HEALTH AND SAFETY MANAGEMENT RESPONSIBILITIES
The Board of Directors have overall responsibility for health
and safety matters. We have identified a need for and taken
action on the key issues below.
THE MANAGEMENT OF HEALTH AND SAFETY
General
• Provide and resource an effective health and safety
management system.
• Provide a suitable means of consultation with employees on
health and safety matters.
• Ensure that adequate Employers’ Liability Insurance cover is
arranged and maintained.
• Ensure that health and safety implications are considered
when acquiring new equipment and machinery.
• Ensure that contractors (when employed) are competent and
monitored during work.
• Ensure that a process is in place to identify and report
hazards.
• Ensure that all employees are provided with appropriate
health and safety training.
• Provide measures to protect the health and safety of
employees working alone.
• Monitor the health and safety performance of the
organisation.
Occupational Health
• Ensure that adequate procedures are in place to identify and
address occupational health risks.
• Ensure that the measures required to reduce and control
employees’ exposure to occupational health risks are in place
and used.
132
• Implement measures to reduce stress within the workplace.
Accidents, Incidents and First Aid
• Record accidents and incidents.
• Complete accident and incident investigations, identify
causes and measures for prevention.
• Ensure that applicable injuries, diseases and dangerous
occurrences are reported to the Enforcing Authority.
• Ensure that adequate first aid arrangements are in place.
Fire and Emergency Arrangements
Ensure that;
• Adequate arrangements are in place to deal with fire safety
at our premises or at our client’s premises.
• Employees are aware of the fire and evacuation
arrangements and other emergency procedures.
• Emergency equipment is provided, tested and maintained
appropriately.
• Adequate Fire Risk Assessments are completed.
Risk Assessment
Ensure that;
• Risk assessments are undertaken and Safe Systems of Work
are produced for all activities that pose a significant risk of
harm.
• Risk assessments are documented.
• The outcomes of risk assessments are communicated
effectively to employees and others.
Premises
• Provide a suitable and safe working environment for
employees with adequate welfare facilities.
• Ensure that the fixed electrical installation is adequately
installed and maintained.
• Introduce and maintain measures to control and manage the
risks posed by asbestos.
• Ensure good housekeeping standards are instigated and
maintained.
• Provide suitable and sufficient maintenance of the facilities
provided within the workplace.
Equipment
Ensure that;
• All equipment provided by the organisation is suitable and
properly used.
• All work equipment is adequately maintained and safe.
• Portable electrical appliances are adequately maintained,
inspected and tested.
• Appropriate hand tools are provided and maintained.
• Any Personal Protective Equipment (PPE) provided gives
suitable protection, is used and that employees are given
information, instruction and training on its use.
Substances
Ensure that;
• All substances are used safely.
•All substances are appropriately stored.
The Responsibility Table on the next page identifies the specific
health and safety responsibilities and identifies the individuals
they are allocated to. Employees with allocated responsibilities
should refer to the associated Safety Arrangements which
are available following the responsibility table within this
document.
EMPLOYERS RESPONSIBILITIES INCLUDE
• A commitment to managing and conducting our work
activities in order to protect your health and safety.
133
• Providing a safe place of work which is adequately designed
and maintained.
• Providing safe means of access and egress to and from the
place of work.
• Providing safe plant, equipment and machinery.
• Providing safe systems of work, e.g. operating procedures.
• Preventing improper conduct likely to put an employee’s
safety and health at risk.
• Preventing risk to health from any article or substance
(including plant, tools, machinery, chemical substances and
equipment) as applicable to the place of work.
• Providing appropriate information, instruction, training and
supervision, taking account of the employee’s capabilities,
when an employee begins work or is transferred to new tasks,
and when new technology is introduced.
• Providing suitable protective clothing and equipment where
hazards cannot be eliminated.
• Preparing and revising emergency plans.
• Designating staff to take on emergency duties as necessary.
• Providing and maintaining welfare facilities for example
toilets, changing rooms, canteen area etc.
• Providing, where necessary, a competent person to advise
and assist us in securing the safety, health and welfare of all of
our employees.
• Complying with relevant health and safety legislation.
• Ensuring that you are not under the influence of an intoxicant
while working as this could endanger your safety, health and
welfare or that of others.
• Ensuring that you do not engage in improper conduct or other
behaviour that is likely to endanger your safety, health and
welfare or that of others.
• Co-operating with your employer and any other person to
help us and any other person to comply with their legal duties.
• Use in such a manner so as to provide the protection
134
intended, any suitable appliance, protective clothing,
convenience, equipment or other means provided (whether for
your use alone or for use in common with others) for securing
your safety, health and welfare while at work.
• To report to your employer or immediate supervisor, without
unreasonable delay, any defects in plant, equipment, place of
work or system of work that might endanger safety, health or
welfare at work of any employee or that of any other person of
which you become aware.
• No person(s) shall intentionally or recklessly interfere with
or misuse any appliance, protective clothing, convenience,
or equipment provided in pursuance of any of the relevant
statutory provisions or otherwise, for securing the safety,
health and welfare of persons arising out of work activities.
• Attend training as may be required or as may be prescribed
relating to safety, health and welfare at work or relating to
work carried out by you.
MONITORING
The operation of this policy and arrangements is actively
monitored through the periodic review of our completed Safety
Record Forms and also by using Periodic Workplace Checklists.
The Board of Directors have overall responsibility for this, but
some of the routine tasks may be delegated. We also undertake
an annual health and safety management review to determine
whether our existing health and safety procedures and
arrangements are adequate. This is achieved by completing an
Annual Health and Safety Review form.
The continual review of the completed Annual Health and
Safety Review records and the Periodic Workplace Checklists,
along with our comprehensive Safety Records, helps us to
check the effectiveness of our Safety Management System.
LIST OF PERSONS TO WHOM HEALTH AND SAFETY
RESPONSIBILITIES HAVE BEEN ALLOCATED
There is a legal requirement for every employer to identify,
by name, those persons in their employment who have
responsibility for specific workplace functions.
The list below identifies both the functions that are applicable
to our undertakings and the persons who have been nominated
to have responsibility for ensuring that these functions are
carried out. At such time as the name of an individual changes,
the list will be updated to reflect the name of the newly
appointed person for that function.
Site / Location: Unit 9, North West Business Park, Collooney,
Co. Sligo
Date Completed: 26/08/2013
FUNCTION
NAME
Appointed Competent
Person(s) for Occupational
Safety, Maintenance and
Chemical Agents
Emma Burke / Niall Delaney
All Risk Assessments
Emergencies (fire, flood, first Emma Burke / Niall Delaney
aid), plans and procedures
Utilities (gas, electricity,
water)
Personal Protective
Equipment
Training
Maintenance
Equipment and machinery
(guarding, maintenance and
statutory tests)
Welfare facilities
Responsibility
CEO
Tim Collins
Station Manager
Niall Delaney
Finance Manager
Emma Burke
Individual Responsibilities
Safety Statements
Emma Burke
Finance and Purchasing
Emma Burke
Management of Contractors
Anti-Bullying Policy Contact
Management of Health and
Safety
Operational Procedures
(writing and preparation)
135
North West Broadcasting Ltd t/a Ocean FM
RESPONSIBILITY TABLE
Key
BOD - Board of Directors
Key
CEO
BOD--CEO
Board of Directors
CEO - CEO
STNMGR
- Station Manager
STNMGR - Station Manager
FINMGR
Manager
FINMGR - Finance
Finance Manager
This Responsibility Table illustrates the allocation of individual health and safety responsibilities to the
personnel / management position identified within its header.
Managing Safety & Health at Work
Accident, Incident, Ill Health Reporting and
Investigation
Workplace H&S Consultation - One-to-one
Risk Assessment and Hazard Reporting
Purchasing
New and Expectant Mothers
Employing Children & Young Persons
Lone Working
Health & Safety Training
Health & Safety of Visitors
Personal Protective Equipment
Safe Systems of Work
Action on Enforcing Authority Reports
H&S Information for Employees
Fire Safety - Arrangements and Procedures
First Aid
Welfare, Staff Amenities, Rest Rooms & the Working
Environment
Housekeeping and Cleaning
The Control of Hazardous & Non Hazardous Waste
Access, Egress, Stairs & Floors
Windows, Glass & Glazing in the Workplace
Working in the Open Air
Working in the Sun
Electrical Safety
Office Equipment
Slips, Trips & Falls
136
© - PBS 2013/7
Health and Safety Policy & Procedures
FINMGR
STNMGR
CEO
BOD
Safety arrangements
   
 






 
 







Live Electrical Work
Occupational Road Safety
Manual Handling
Display Screen Equipment & DSE User Eye Tests &
Spectacles
Radon
Control of Noise at Work
Stress in the Workplace
Work with Children
Project Safety for Travelling & Multi-Site Workers
Contractor Control & Management
Roof Work
Construction - Safety, Health & Welfare (ROI)
FINMGR
STNMGR
Safety arrangements
CEO
This Responsibility Table illustrates the allocation of individual
health and safety responsibilities to the
personnel / management position identified within its header.
BOD
RESPONSIBILITY TABLE

 










Note:
Note:
Those persons who have been allocated responsibilities for health and safety issues should ensure
persons
who have
allocated
responsibilities
thatThose
the required
risk assessments
andbeen
safety records
are completed,
either by themfor
or by other
persons and that the required control measures are implemented when work activities take place.
health and safety issues should ensure that the required risk
Where more than one person has been assigned responsibility to a particular subject, each should
assessments
safety
records
completed,
either
by them
ensure
that they haveand
completed
records
for theare
areas
under their control
and together
should
ensure that the organisation has, collectively, covered all aspects of safety management for that
or
by
other
persons
and
that
the
required
control
measures
are
subject.
implemented when work activities take place.
Where more than one person has been assigned responsibility to a particular subject, each should ensure that they
have completed records for the areas under their control and
together should ensure that the organisation has, collectively,
covered all aspects of safety management for that subject.






 


Page 16 of 21
© - PBS 2013/7
Page 17 of 21
Emergency Contact Details
Medical Emergencies
Raise the alarm, summon the first aider on duty and follow
their instructions.
Emergency Contact Details
Garda
999/112
Garda Station (Sligo)
071 9157000
Fire / Ambulance
Theft /aggression /violence
Follow the guidance and advice of your line manager and the
guidance in the safety statement; do not place yourself in a
position of danger or high risk.
999/112
Location of Fire Assembly Point
Car Park
First Aiders & Location of First Aid Kits
Nearest Hospital A&E (Sligo General)
Local Doctor (Collooney Health Centre)
Finance Office
RELEVANT LEGISLATION
071 9171111
071 9167104
For emergencies, supply failure or damage to
ESB
networks - ESB Networks Ltd: 1850 372 999
(24 hour service)
National Gas Emergency number: 0800 111
Gas
999. Or 1850 205 050
Health & Safety Authority
1890 289 389
Emergency Procedures
Emergency
Procedures
In the event of an emergency situation please follow the training and instruction you have
In
the
event
of an emergency situation please follow the trainbeen
provided
with.
ing
Fire and instruction you have
For fire emergency raise the alarm, evacuate the area, only fight the fire if you are trained
been
provided
with.
and competent
to do so,
close doors and windows to prevent the spread of fire, refer to your
fire safety training and act accordingly.
Medical Emergencies
Fire
Raise the alarm, summon the first aider on duty and follow their instructions.
For fire emergency raise the alarm, evacuate the area, only
Theft /aggression /violence
fight
fire ifand
you
areof trained
and competent
dosafety
so, close
Follow the
the guidance
advice
your line manager
and the guidanceto
in the
statement; do not place yourself in a position of danger or high risk.
doors and windows to prevent the spread of fire, refer to your
fire safety training and act accordingly.
© - PBS 2013/7
Page 18 of 21
In most cases Health and Safety legislation requires common
sense, reasonably practicable precautions to avoid the risk of
injury or ill-health at work. Our Health and Safety Management
System does not quote specific legal references; giving instead
the information and detail of what is required in practice to
secure compliance. If the guidance and requirements of our
Health and Safety Management System are adopted compliance
with the legal requirements will be achieved.
This page sets out, for the record, details of the main statutes and regulations affecting health and safety at work that
were in force when this policy was prepared. The BusinessSafe
Online Reference Library contains a similar list which will always be up.to date. The document is titled ‘Health and Safety
Legislation (IRL).
Not every piece of the legislation will apply to our operation
on a day to day basis, but we need to be aware of them should
circumstances change.
Further detail and access to the specific wording of each of
these legal requirements is available from the BusinessSafe 24
Hour Advice Service on 01 855 5050.
137
• Chemicals Act 2008
• Carriage of Dangerous Goods by Road Act, 1998
• Carriage of Dangerous Goods by Road Regulations 2007
• Dangerous Substances Act 1972
• Employment Equality Act 1998
• Display Screen Equipment Regulations 2007
• European Communities (Classification, Packaging, Labelling
and Notification of Dangerous Substances) (Amendment)
Regulations 2008
• The European Communities (Control of Major Accident
Hazards Involving Dangerous Preparations) Regulations 2004 as
amended
• European Communities (Lifts) (Amendment) Regulations 2008
• European Communities (Export And Import Of Certain
Dangerous Chemicals) (Pesticides) (Enforcement) Regulations
1995 as amended
• Factories Act 1955
• Fire Services Act 1981 & 2003
• Organisation of Working Time Act 1997
• Safety, Health and Welfare at Work Act 2005
(Commencement) Order 2005
• Safety Health and Welfare at Work (Commencement) Order
2012
• Safety, Health and Welfare at Work (Exposure to Asbestos)
Regulations 2006
• Safety, Health and Welfare at Work (Work at Height)
Regulations 2006
• Safety, Health and Welfare at Work Chemical Agents
Regulations 2001
• Safety, Health and Welfare at Work (Confined Spaces)
Regulations 2001
• Safety, Health and Welfare at Work (Control of Vibration at
Work) Regulations 2006.
• Safety, Health and Welfare at Work (Control of Noise at Work)
138
Regulations 2006
• Safety, Health and Welfare at Work (General Application)
Regulations 2007
• Safety Health and Welfare at Work (Construction) Regulations
2013
• Safety Health and Welfare at Work (General Application)
(Amendment) Regulations 2010 – Optical Radiations
• Safety Health and Welfare at Work (General Application)
(Amendment) Regulations 2012
• Safety in Industry Act 1980
Safety Arrangements Index
Safety Arrangements Index
Ref. Number
Title
Publication Date
SA1-1
SA1-3
SA1-5
SA1-6
SA1-9
SA1-11
SA1-12
SA1-13
SA1-14
SA1-15
SA1-17
SA1-20
SA1-21
SA1-23
SA 2-1
SA3-1
SA3-2
SA3-3
SA3-6
SA3-9
SA3-10
SA3-13
SA4-1
SA4-4
SA4-8
SA4-25
SA4-31
SA5-9
SA5-11
SA5-13
SA5-17
SA5-18
SA6-14
SA7-1
SA7-2
SA7-3
Managing Safety & Health at Work
2010/1
Accident, Incident, Ill Health Reporting and Investigation
2011/2
Workplace H&S Consultation - One-to-one
2010/1
Risk Assessment and Hazard Reporting
2011/2
Purchasing
2010/1
New and Expectant Mothers
2010/1
Employing Children & Young Persons
2010/1
Lone Working
2010/1
Health & Safety Training
2010/1
Health & Safety of Visitors
2010/1
Personal Protective Equipment
2010/1
2010/1
Action on Enforcing Authority Reports
2010/1
H&S Information for Employees
2010/1
Fire Safety - Arrangements and Procedures
2012/2
First Aid
2012/2
Welfare, Staff Amenities, Rest Rooms & the Working Environment
2011/2
Housekeeping and Cleaning
2011/2
The Control of Hazardous & Non Hazardous Waste
2011/2
Access, Egress, Stairs & Floors
2010/1
Windows, Glass & Glazing in the Workplace
2010/1
Working in the Open Air
2010/1
Electrical Safety
2010/1
Office Equipment
2010/1
Slips, Trips & Falls
2010/1
Live Electrical Work
2010/1
Occupational Road Safety
2010/1
Manual Handling
2012/3
Display Screen Equipment & DSE User Eye Tests & Spectacles 2010/1
Radon
2010/1
Control of Noise at Work
2010/1
Stress in the Workplace
2010/1
Work with Children
2010/1
Project Safety for Travelling & Multi-Site Workers
2012/1
Contractor Control & Management
2010/1
Roof Work
2010/1
MANAGING SAFETY AND HEALTH AT WORK
We recognise the business benefits that can accrue from the
effective management of safety and health at work. To obtain
these benefits for our company we have recognised the need
for an effective management system and have taken steps to
put such a system in place.
MANAGING SAFETY AND HEALTH AT WORK
Action Plan
In order to meet our legal obligations to manage safety and
health at work we need to;
1. Identify a person to take responsibility for managing health
and safety in our business activities.
We have done this by;
• Nominating an individual member of the senior management
to take responsibility for managing safety and health at work.
• Providing adequate resources
• Providing such health and safety information, instruction
and training for all workers as is necessary for them to be
able to work without risk to their health or safety so far as is
reasonably practicable.
• Recording and analysing all reportable accidents, minor
accidents, near-miss incidents and dangerous occurrences.
• Reporting reportable accidents within the statutory
timescales (information is in our Guidance Notes).
• Providing and recording relevant training.
• Routinely reviewing the operation of our reporting system.
• Having access to competent health and safety advice.
The person nominated with responsibility for overseeing this
organisation’s arrangements for managing safety and health at
work is identified within the Responsibility Table of our Health
and Safety Policy.
2. Ensure that the responsible person understands their duties
3. Provide adequate training for that person.
4. Give that person the authority required and the resource
necessary for them to fulfil their role.
5. Plan our management of health and safety at work, set up
and maintain systems that will deliver a satisfactory health and
safety performance.
6. Explain to our workers, Supervisors and Managers the nature
of our arrangements for managing health and safety at work.
7. Ensure that all our workers are aware of the need to make
concerns about health and safety at work known and report
accidents, incidents and cases of work-related ill health
to their Managers.
8. Review our arrangements from time to time to ensure that
they are fully understood and are operating correctly.
Advice and guidance on the reporting requirements and
reporting system can be found in our Guidance Note 1-1 –
Managing Safety and Health at Work.
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ACCIDENT, INCIDENT, ILL-HEALTH REPORTING AND
INVESTIGATION
ACCIDENT, INCIDENT, ILL-HEALTH REPORTING AND
INVESTIGATION
We encourage our employees to report all personal injury
accidents, near miss incidents (dangerous occurrences) and illhealth that happen in the course of their work so that we can
investigate the causes, learn from experience and improve our
management of health and safety. We also use the information
to help us meet our obligations under the legislation
requiring accidents to be reported to the Enforcing Authority.
Action Plan
We do this by;
• Nominating an individual member of staff to be responsible for investigating, recording and reporting accidents, incidents
and cases of work related ill-health.
• Having accident, incident and work related ill-health
reporting procedures.
accidents, near-miss incidents (dangerous occurrences) and
work related ill-health.
• Reporting reportable accidents, dangerous occurrences
and work related ill-health within the statutory timescales
(information is in our Guidance Notes).
• Developing and implementing investigation protocols and
policies.
• Ensuring that those carrying out investigations are
competent.
• Routinely reviewing the outcome of investigations and the
operation of our reporting system.
The personnel responsible for reporting accidents, dangerous
occurrences and work related ill-health are identified within
the Responsibility Table of our Health and Safety Policy.
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In order to meet our legal obligations to manage effectively
the health and safety of our workforce and report accidents,
incidents and cases of work related ill health to the Enforcing
Authority we need to;
1. Identify people to be responsible for investigating the cause
of injuries, incidents and illhealth and to manage our reporting
arrangements.
2. Ensure that the people nominated with responsibility for
these arrangements have the knowledge and experience to
carry out investigations and operate the system effectively.
3. Provide suitable training for those who don’t.
4. Create the systems and make sure all members of our
workforce, including managers and supervisors are aware of
and understand them.
5. Provide an accident book, implement the procedures, and
ensure that they are followed in practice.
6. When investigating consider;
a. the time and date of the event, the prevailing weather conditions and local lighting.
b. what was happening or what the injured person and any witnesses were doing.
c. risk assessments or safe systems of work for the task being carried out and details of relevant
given to the injured party and others involved.
d. obtaining witness statements, where possible.
e. making a sketch of the accident area, include accurate measurements, if appropriate.
f. taking photographs of the site; record any unusual or causal features present.
g. making observational notes on the potential causation, noting features, equipment defects or work practice that may have contributed to the eventual outcome.
h. the underlying, as well as the immediate, causes of the event.
7. Keep a written record of investigations.
8. Review the causes of the events that have occurred to
consider whether similar events could be prevented by the
introduction of reasonably practicable control measures.
9. Monitor and review the operation of this procedure from
time to time to check that the investigation and reporting
procedures are understood, are being followed in practice and
that lessons learned are being put into practice.
For information and advice see;
Guidance Note 1-3 – Accident, Incident and Ill-Health
Reporting.
Guidance Note 1-4 – Accident Investigation.
WORKPLACE HEALTH AND SAFETY CONSULTATION
We have a duty to consult with our workforce on matters
affecting their health, safety and welfare whilst at work.
To meet this obligation we have established a process for
Managers to consult with employees and elected safety
representatives about work-related health, safety and welfare
issues. We also use this system to deliver simple safety
messages and rules through short tool-box talks.
We do this by:
• Nominating Supervisors and Managers to organise and hold
consultation meetings and tool box talks.
• Arranging scheduled formal consultation meetings or tool
box talks between Managers, elected representatives and
employees (see also Guidance Note – Workplace Health and
Safety Consultation).
• Developing and implementing consultation procedures.
• Implementing and undertaking where necessary a ‘one to
one’ consultation process with individual employees. Details of
such sessions will be recorded.
• Taking and keeping minutes of consultation meetings, making
them available to all staff.
• Being seen to listen and act on issues and concerns raised
during ‘one to one’consultation meetings.
The management / supervisory personnel responsible for
implementing and operating this consultation process are
identified within the Responsibility Table of our Health and
Safety
Policy.
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WORKPLACE HEALTH AND SAFETY CONSULTATION
6. Implement the procedure and ensure that it is followed in
practice.
Action Plan
To set up a system for consulting with our workforce on
health and safety at work matters we need to;
1. Ensure that the people nominated with responsibility for
these arrangements have the knowledge and experience to
operate the system effectively.
time to time to check that our
workforce is consulted about health and safety matters that
affect them whilst at work.
Advice and guidance on consultation arrangements and
procedures can be found in our Guidance Note 1-5 – Workplace
Health and Safety Consultation.
2. Provide suitable training for those who don’t.
3. Create the system and make sure it is known to all members
of our workforce.
4. Consider as part of the system;
a. recognising and involving representatives of the workforce from all levels.
b. permitting employee representatives to have time off to attend relevant health and safety training.
c. provide training for employee representatives if necessary or beneficial to the process.
d. scheduling health and safety as an agenda item for Consultation meetings.
e. implementing and undertaking ‘one to one’ consultation sessions with individual employees.
f. formally recording the outcomes of all consultation meetings and retaining these records.
g. making the outcomes of consultation meetings available to all those employees affected by them.
5. Explain these arrangements to our workforce. Ensure they
are understood.
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RISK ASSESSMENT AND HAZARD REPORTING
We have a duty to assess the significant risks arising out of our
business activities and for specific areas of concern. We have
a duty to implement the findings of these risk assessments to
ensure the safety, health and welfare of our employees and
others who may be affected by our work activity.
To support this process and our management of health and
safety we encourage our employees to report all hazards
observed in the course of their work, so that potential risks
can be identified and the appropriate action taken.
We do this by:
• Nominating senior staff members to oversee our risk
assessment process and hazard reporting procedure.
• Ensuring that risk assessments are undertaken by competent,
trained personnel.
• Developing risk assessments procedures, Safe Systems of
Work and measures to effectively control the work activities
within our work premises.
• Explaining the results of risk assessments to our workforce.
• Implementing the findings of the risk assessments,
procedures, strategies, Safe Systems of Work and control
measures.
• Implementing hazard reporting procedures and explaining
them to our workforce.
• Recording and analysing hazards when they occur and
investigating corrective and preventive measures.
• Employees and others following our procedures, control
measures and Safe Systems of Work.
• Regular review of existing risk assessments and identifying
the need for additional assessments.
• Routinely reviewing the operation of our systems.
2. Appoint and train sufficient numbers of staff in the process
of risk assessment.
The personnel responsible for the above measures are
Safety Policy.
7. In significant cases, record our findings.
We use the experience from operating these arrangements
to make improvements to our safety, health and welfare
management system.
RISK ASSESSMENT AND HAZARD REPORTING
Action Plan
3. Systematically identify the hazards to which our workforce
and others are exposed.
4. Provide a means for the workforce to identify and report
hazards or potential hazards to their managers.
5. Consider the risks from those hazards, however recognised,
identifying people at risk.
6. Evaluate the risks and decide if further precautions are
required.
8. Implement those findings.
9. Involve Managers and workers in identifying hazards and
carrying out risk assessments.
10. Explain the results of risk assessments to any affected staff
and detail any new precautions or systems of work they need
to follow.
11. Review risk assessments on a regular basis, commensurate
to the risk.
For our risk assessment process to be sufficiently robust to
protect the health, safety and welfare of our employees and
those affected by our work activity we need to;
they are fully understood and
operating correctly.
1. Nominate a senior manager to take responsibility for
identifying hazards and managing and co-ordinating risk
assessment.
For information and advice see;
Guidance Note 1-6 – Hazard Reporting.
Guidance Note 1-10 – Risk Assessment.
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PURCHASING
We have a duty to ensure the safety, health and welfare of our
employees and others who enter our premises and we have
systems in place to protect these groups from any adverse
effects of all plant, equipment, supplies and substances that
we purchase to support our work activities.
Our systems consist of:
• Nominating senior staff members to identify and manage the
organisation’s safe purchasing requirements.
• Developing and implementing a purchasing policy, identifying
the safest available options.
• Ensuring that this policy is implemented by trained and
competent staff.
• Ensuring that the equipment purchased is safe, adequate
and suitable for its purpose, and that safety devices and other
control measures are fitted.
• Providing adequate and sufficient personal protective
equipment to employees.
• Providing relevant training.
• Monitoring and reviewing our systems; using our
experience of operating these arrangements we aim to make
improvements to our purchasing policy.
Safety Policy.
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PURCHASING
Action Plan
To ensure that we purchase work equipment and substances
that are safe, so far as is reasonably practicable, when used by
our workers and others we need to;
1. Identify who in our company is authorised to purchase
equipment, supplies and substances. Consider whether they
need specific training for certain health and safety conditions.
2. Consider where we buy equipment and substances.
3. Obtain Manufacturer’s Safety Data Sheets for the substances
we purchase and consider the hazard and risk data provided.
4. When buying equipment specify in purchase orders that it
complies with relevant European or National Standards.
5. On receipt of new equipment check that where relevant it
bears compliance markings.
6. Involve workers in developing a procedure based on these
considerations.
are understood.
8. Provide training where required and information for staff
nominated with responsibility.
practice.
time to time, making changes identified as necessary or
beneficial.
NEW AND EXPECTANT MOTHERS
We have a duty to protect the health of new and expectant
mothers from hazards that might be present in the workplace.
We also have a duty to assess the risks to women of child
bearing age from our activities and inform them of any
potential risks that might affect a pregnancy.
We do this by:
• Nominating senior staff members to identify and assess the
hazards which pose risk to new and expectant mothers.
• Developing and implementing systems and procedures that
will protect all women of child bearing age from risks to
unborn children.
• Developing and implementing systems and procedures that
will protect new and expectant mothers and their children
from hazards and risks in our workplace or risks from the work
activity.
• Considering the personal needs of each new and expectant
mother.
• Ensuring that the assessments are sensitively carried out by
competent, trained personnel.
• Implementing the findings of each assessment.
• New and expectant mothers and other workers following
agreed procedures and control measures.
• Recording our assessments and agreed plans.
improvements to the way we manage potential risks
to new and expectant mothers.
NEW AND EXPECTANT MOTHERS
Action Plan
To protect the health of new and expectant mothers and
women of child bearing age we need to;
1. Assess the risks that our business activities may have on
women of child bearing age and any potential foetus.
2. Inform the workforce of those risks.
3. Reduce those risks so far as is reasonably practicable.
4. Assess the risks to any worker who notifies us that they are
pregnant or are returning to work after having given birth.
5. Consider factors such as;
a. Substances to which they might be exposed.
b. The size and shape of their workstation.
c. Posture.
d. Vibrations.
e. Environmental factors.
f. Ability to stand or sit for long periods.
g. Night working.
h. Lifting and carrying.
i. Noise levels.
j. Welfare arrangements.
6. Discuss the results of the risk assessment with the worker.
7. Consider how to reduce risks.
The personnel responsible for the above measures are identified within the Responsibility Table of our Health and Safety
Policy.
8. Find alternative work for the worker if it is not possible to
reduce risks in her current job to an acceptable level.
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Alternatively give her paid absence from work.
9. Implement our decisions.
10. Make sure Supervisors and other employees are aware and
understand the measures to be taken.
EMPLOYING CHILDREN AND YOUNG PERSONS
When we employ children and young persons or give them work
experience we have particular duties to protect their safety,
health and welfare whilst at work.
We do this by:
11. Review the risk assessment as pregnancy develops or as the
pregnant worker makes any concerns or problems known.
Advice and guidance on managing the health and safety of new
and expectant mothers can
be found in Guidance Note 1-11.
• Nominating senior staff members to be responsible for the
young people and to identify the hazards which pose risk to
young persons.
• Developing and implementing young person risk assessments,
procedures, Safe Systems of Work and control measures.
• Ensuring that any young person assessments are particularly
thorough and undertaken by competent, trained personnel.
• Explaining these assessments to the young people and their
Supervisors.
• Ensuring that young persons are closely managed and
supervised.
• Regularly inspecting the premises to identify any new
processes, personnel or changes to the building’s structure
which would trigger the need for re-assessment.
• Employees and others adhering to the contents of
procedures, control measures and Safe Systems of Work.
improvements to the way we manage the risks to
young people whilst they are working for us.
Safety Policy.
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EMPLOYING CHILDREN AND YOUNG PERSONS
Action Plan
To protect children and young people who work for us or
with us on work experience schemes we need to;
1. Appoint a Manager to oversee the employment of children
and young persons.
2. Assess the risks to children and young persons from our
activities and the work we give them to do.
3. Consider;
a. The jobs they do.
b. The substances that they might come into contact with.
c. Machinery and equipment they might be asked to use.
d. Their lack of experience.
e. Their lack of appreciation of industrial risks.
f. Their attention span.
g. Their immaturity.
h. Exposure to toxic, carcinogenic, mutagenic and tetragenic substances.
i. Physical and environmental hazards.
j. Close supervision is required.
k. Are their hours of work within the legal limits?
l. Is health surveillance required? If yes at what level?
6. Explain the arrangements to our workforce. Ensure they
are understood, especially by those who will be working
alongside the young workers and provide further training where
necessary.
7. Keep a written record of the risk assessment, the control
measures and systems of work adopted. Record details of
training given.
8. Make sure that Managers and Supervisors understand the
procedures and arrangements. Consider whether they need any
training.
9. Implement the arrangements and procedures and ensure
they are followed in practice.
time to time and after any incident causing injury or with the
potential to cause injury to a young worker.
11. Make any changes to our procedures and arrangements
identified as necessary.
Guidance on the employment of children and young workers,
including a template for young worker risk assessments, can be
found in Guidance Note 1-12.
4. Develop arrangements and procedures based on these
considerations – involve the workforce.
5. Explain these arrangements and procedures to the young
workers and their parents.
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LONE WORKING
Our company has a duty to ensure the safety, health and
welfare of our workforce whilst at work. That duty extends
to employees who travel during the course of their work and
those
who work away from our core premises.
We do this by:
• Nominating senior staff members to consider the health,
safety and welfare of lone workers.
• Identifying situations where lone working is required which
affect our employees.
• Making an assessment of the risks to members of our
workforce who are or may become lone workers.
• Developing and implementing control measures and
procedures to ensure their health and safety whilst at work.
• Providing sufficient funding support to enable the
development and implementation of procedures, risk
assessments and control measures.
• Ensuring that procedures and control measures are in place
for lone working situations.
• Ensuring that identified equipment needs are met and
training on their use is given.
• Ensuring that the content of the procedures and risk
assessments are made available to all staff.
• Providing and recording training.
improvements to the way we manage the risks from lone
working.
Safety Policy.
LONE WORKING
Action Plan
To protect the health, safety and welfare of our workers
who work alone, whether it is because they are a mobile
worker, because they work away from our core operating
site or for other reasons, we need to;
1. Identify who among our workforce is or is potentially a lone
worker.
2. Assess the risks to those identified as lone workers.
3. Identify the control measures already in place and any
additional measures that may be required.
4. Consider, as part of our assessment, issues such as;
a. Where they work.
b. Are they at risk because they handle cash?
c. Are they at risk because they are work at a remote and hazardous installation?
d. Are they at greater risk in the winter months?
e. Are they at risk from a violent client or a member of the client’s family?
f. Are they likely to cut corners because they are not under direct supervision?
g. Are they at risk because of health issues?
h. Are they at risk because a significant part of their day is spent driving?
i. Are they at risk because they work exceptional hours?
j. Are they at risk because they do not have access to 148
welfare or first aid facilities?
k. Mobile phone signals.
5. Keep a written record of significant risk assessments and the
control measures and systems of work adopted.
training.
7. Explain our system and arrangements to the workforce.
Ensure they are understood and provide further training where
necessary.
practice.
time to time and whenever an employee reports an accident or
case of ill health attributable to working alone, make
changes to the procedure identified as necessary or beneficial.
Advice on managing the risks from lone working can be found
in Guidance Note 1-13.
HEALTH AND SAFETY TRAINING
We have a duty to protect the health, safety and welfare of
our employees whilst they are at work and others who might
be affected by our work activities. Among other specific
arrangements we need to be sure that our workforce is trained
to recognise hazards and risks and what they need to do to
eliminate, reduce and avoid risk.
We do this by:
• Nominating senior staff members to manage Health and
Safety training.
• Making an assessment of the risks to our workforce and
others from an inadequately trained workforce.
• Developing and implementing training policies, programmes
and arrangements.
• Ensuring that the management of the policy, programmes
and arrangements are undertaken by competent, trained
personnel.
• Managing our activities to ensure that employees are
adequately trained for the variety of tasks which they may be
required to do.
improvements to the way we manage our Health and Safety
training programmes.
The personnel responsible for above measures are identified
within the Responsibility Table of our Health and Safety Policy.
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HEALTH AND SAFETY TRAINING
Action Plan
In developing and implementing training policies,
programmes and arrangements we need to:
1. Assess our work activity to identify where and when workers
or the public may be exposed to hazards and risks.
2. Where we identify hazards we need to consider the
associated risks and the ability of staff to control them and
then to identify whether their knowledge of and training about
control measures is adequate.
3. Identify any jobs that require workers to have received
specific health and safety training.
4. Identify the systems already in place to provide training and
any additional measures that may be required.
5. Consider procedures and practices including ;
a. Plant and machinery.
b. Chemical and chemical processes.
c. Works transport.
d. Working at height.
e. Lifting machines and equipment.
f. Electrical safety.
g. Mundane work.
h. Occasional work activities.
i. Training needs analyses for individuals.
6. Involve the workforce in making these assessments of our
needs.
7. Develop procedures, programmes and practices tailored to
our workplace.
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8. Explain these arrangements to the workforce, their
Supervisors and Managers. Ensure they are understood and
provide further training where necessary.
9. Implement the procedures and ensure that they are followed
in practice.
10. Monitor and review the operation of the procedures
from time to time making changes identified as necessary or
beneficial.
Advice and guidance on the control of Health and Safety
Training can be found in Guidance Note 1-14.
HEALTH AND SAFETY OF VISITORS
We have a duty to ensure the health and safety of members of
the public who come into our
workplace.
We do this by:
• Nominating senior staff members to identify and risk assess
the workplace hazards which pose risk to visitors.
• Making an assessment of the risks to visitors.
• Providing a visitors’ book to track visitors present in our
premises.
• Developing visitor procedures and control measures.
• Implementing visitor procedures and control measures.
• Ensuring that risk assessments are undertaken by competent,
trained personnel.
• Regularly inspecting the premises to identify any new
processes, personnel or changes to the building’s structure that
could pose new risk to visitors.
• Ensuring employees and others adhere to the contents of
• Providing relevant information and training.
improvements to the way we manage the risks to visitors.
g. Machinery hazards.
h. Workplace transport.
6. Involve the workforce in making these assessments; use
their experience.
7. Develop procedures, programmes and practices for ensuring
visitor safety that are tailored to our workplace.
HEALTH AND SAFETY OF VISITORS
Action Plan
Supervisors and Managers. Ensure they are understood and
provide further training where necessary.
To protect visitors to our workplace we need to:
1. Assess our work activity to identify where and when the
public may be exposed to hazard and risk.
2. Identify risks that visitors might face when at our workplace.
3. Where risks to the health and safety of visitors is identified
or reported, assess those risks to identify where control
measures are required.
practice.
time to time and whenever a visitor suffers a work related
injury, making changes to the procedure identified as
necessary or beneficial.
Advice and guidance on the Health and Safety of visitors can be
4. Identify any control measures already in place and any
5. Consider among other issues;
a. Where visitors go, when they go there, why they go there and what they do when they get there.
b. Floor coverings
c. Slippery floors
d. Chemical hazards
e. Electrical hazards
f. Condition of stairs etc
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PERSONAL PROTECTIVE EQUIPMENT
Where the protection of the health, safety and welfare of our
workforce and others who may be affected by our work activity
can only be achieved by the issue of personal protective
equipment we have a duty to provide such equipment as is
necessary.
We do this by:
• Nominating senior staff members to coordinate the
management of work related health and safety issues.
• Reviewing our arrangements and procedures for the
management of hazards and risk to identify where existing
controls are not sufficient to protect workers or others from
the risk of ill health.
• Identifying where personal protective equipment (PPE)
are required to reduce risk to an acceptable level or provide
further protection.
• Assessing the suitability and adequacy of the PPE supplied for
use.
• Explaining the need for and the correct use of PPE to the
workforce.
• Making sure that Managers and Supervisors know why and
when PPE is required.
• Managers and Supervisors ensuring employees and others
wear PPE in designated areas.
• Providing facilities for storage, cleaning, maintenance and
replacement of PPE.
• Monitoring and reviewing the policy and procedures; using
our experience of operating these arrangements we aim to
continuously improve and reduce theincidence of work related
ill health.
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The personnel responsible for monitoring and implementing the
use and issue of personal protective equipment are identified
within the Responsibility Table of our Health and Safety
Policy.
PERSONAL PROTECTIVE EQUIPMENT
Action Plan
To protect the health, safety and welfare of our workforce
and others who may be affected by our work activity by the
issue of personal protective equipment we need to;
1. Assess our work activities to identify where and when
workers or others may be exposed to risks to health that are
not adequately controlled at source.
2. Where risks are identified - carry out an assessment of the
risks to our workers and others.
3. Involve the workforce in these assessments.
additional measures that may be required before the use of
PPE is adopted. Refer to manufacturers’ guidance, trade
guidance and British, European or Irish Standards etc.
5. Remember that the issue of PPE should only be considered
when we are unable to control the hazard and risk by other
reasonably practicable means.
a. Elimination of the hazard.
b. Control of the hazard, extraction, dilution, dampening etc.
c. Adequacy of PPE.
d. Fitting of PPE to the individual user.
e. Storage facilities.
f. Arrangements for cleaning, repair and replacement.
g. Training for correct use, cleaning etc. Supervisors and users.
h. Supervising use.
i. Signs for area where the use of PPE is required.
j. Records of training, issue and replacement.
our workplace.
training.
9. Explain these arrangements to the workforce. Ensure they
are understood and provide further training where necessary.
practice.
time to time and following any incident, injury or case of ill
health caused by inadequate or failure to use PPE, making
Information and advice on the issue and use of PPE can be
SAFE SYSTEMS OF WORK
We have a duty to ensure our workforce are provided with
clear instructions and training when undertaking potentially
hazardous tasks that pose significant risks.
We do this by:
• Nominating senior staff members to oversee and implement
Safe Systems of Work.
• Identifying where Safe Systems of Work are required.
• Developing Safe Systems of Work to effectively control the
work activities within our work premises.
• Communicating the Safe Systems of Work to applicable
employees.
• Ensuring that Safe Systems of Work are created by
competent, trained personnel.
• Providing training on the Safe System to the workforce.
• Regular checks to ensure that the Systems are being
followed.
• Reviewing our systems.
Safety Policy.
We use the experience from operating these arrangements to
make improvements to our
safety, health and welfare management system.
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SAFE SYSTEMS OF WORK
Action Plan
To ensure that adequate Safe Systems of Work are in place
for employees to follow we need to;
1. Appoint and train sufficient numbers of staff in the creation
of the Safe System of Work.
2. Systematically identify the areas where a Safe System of
Work may be required.
3. Assess the task and identify the hazards.
ACTION ON ENFORCEMENT AUTHORITY REPORTS
We recognise the benefits that will accrue from early action
following receipt of reports from the Enforcement Authority
in regard to health safety and welfare issues. To obtain
these benefits we have recognised the need for an effective
management system and have taken steps to be able to action
such reports.
• Nominating an individual member of the senior management
who will coordinate actions required to meet the requirements
of Enforcement Authorities.
4. Define the safe method of undertaking the task.
5. Document the Safe System of Work and ideally display it at
the work site where the work takes place.
6. Implement the System and ensure employees understand it.
Provide training where necessary.
7. When developing and implementing Safe Systems of Work
we should involve Managers and workers in the task being
assessed.
8. Review Safe Systems of Work on a regular basis or when
situations change.
Advice and guidance on Safe Systems of Work can be found in
our Guidance Note 1-20 –
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• Providing adequate resources either financial or human to be
able to meet the requirements of the Enforcing Authority.
organisation’s arrangements for compliance with Enforcing
Authority requirements is identified within the Responsibility
Table of our Health and Safety Policy.
ACTION ON ENFORCEMENT AUTHORITY REPORTS
Action Plan
In order to meet our legal obligations to provide adequate
health and safety information to employees we need to;
• Identify a person who will coordinate actions required to
meet the requirements of Enforcement Authorities.
HEALTH AND SAFETY INFORMATION FOR EMPLOYEES
We recognise the benefits that will accrue from the provision
of effective informationregarding health safety and welfare
activities to our employees. To obtain these benefits we have
recognised the need for an effective management system
and have taken steps to provide adequate information to
employees and others.
• Ensure that the responsible person understands their duties
• Provide adequate training for that person.
• Give that person the authority required and the resource
• Ensure that our workers are aware of the need to make
concerns about health and safety known and report accidents,
incidents and cases of workrelated ill health to their Managers.
• Review our arrangements from time to time to ensure that
• Allowing employees to nominate safety representatives who
will coordinate issues arising from their colleagues in respect
of health, safety and welfare.
• Providing adequate resources
• Providing such health and safety information, instruction,
and training for all workers as is necessary for them to be able
to work without risk to their health or safety or welfare so far
as is reasonably practicable.
accidents, near miss incidents and dangerous occurrences.
• Providing and recording relevant training
Advice and guidance on this subject can be found in our Guidance Note 1-21 Action On Enforcement Authority Reports.
organisation’s arrangements for provision of information to
employees is identified within the Responsibility Table of our
Health and Safety Policy.
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HEALTH AND SAFETY INFORMATION FOR EMPLOYEES
Action Plan
In order to meet our legal obligations to provide adequate
health and safety information to employees we need to;
1. Identify a person to take responsibility for ensuring that
adequate information is provided to employees.
2. Ensure that the responsible person understands their duties
FIRE SAFETY – ARRANGEMENTS AND PROCEDURES
We have a legal duty to implement and maintain a fire safety
programme, for assessing and controlling the risks from an
outbreak of fire and for the provision of fire warnings, fire
fighting equipment, emergency lighting, emergency signs,
adequate means of escape and evacuation procedures. We
have put in place arrangements to meet these responsibilities
and to identify and reduce the risks associated with fire and
emergency situations.
Our arrangements consist of:
3. Provide adequate training for that person.
4. Give that person the authority required and the resource
5. Identify the most effective methods by which information
will be circulated to the employees.
6. Display the required health and safety ‘What you should
know’ poster and complete the information on the poster.
7. Provide information to our employees in regard to their
responsibilities and essential safety rules.
8. Explain to our workers, supervisors and managers the nature
of our arrangements for managing health, safety and welfare.
9. Ensure that our workers are aware of the need to make
concerns about health and safety known and report accidents,
incidents and cases of workrelated ill health to their Managers.
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• Nominating a ‘responsible person’ to coordinate fire and
emergency arrangements and take responsibility for the
completion and regular review of a Fire Risk assessment.
• Identifying fire risks and potential emergency situations and
who may be affected.
• Assessing the level of risk and recording the information in
the Fire Risk Assessment and emergency plan
• Implementing procedures and control measures to mitigate
the risks posed.
• Liaising with the emergency services, informing them of any
workplace or process hazards that have the potential to create
fire or emergency situations.
• Developing Safe Systems of Work to reduce the potential
incidence of fire and emergency situations.
• Adequate provision of tested and inspected fire fighting and
warning equipment.
• Practicing and recording fire evacuation procedures.
• Delivering training on the emergency plan, the Fire Risk
Assessment and on the use of any fire fighting equipment
provided.
• Reviewing our system.
The personnel responsible for fire and emergency arrangements
are identified within the Responsibility Table of our Health and
Safety Policy.
We use the experience of operating these systems to make
improvements to our safety,
health and welfare management system.
FIRE SAFETY - ARRANGEMENTS AND PROCEDURES
Action Plan
To protect workers and others from the risk of fire we need
to develop a comprehensive fire safety
programme. We need to;
1. Nominate and train a person to be our competent and
Responsible Person for fire safety matters.
2. Prepare and maintain an up to date fire risk assessment
in respect of our premises and processes. Ifwe have hazards
which make our premises high fire risk we will need to get
assistance from experts.
3. Provide and maintain (record details) sufficient and suitable
fire alarm systems, means of escape, firefighting equipment,
emergency lighting and emergency signs.
4. Develop procedures for the safe and speedy evacuation to a
place of relative safety of workers andothers in the event of a
fire or other emergency.
5. Where appropriate consult with the Fire Service in
making these provisions and in developing our sitespecific
arrangements and procedures.
6. Consider;
a. Fire prevention. Storage of flammables, waste disposal, open flames etc.
b. Potential sources of ignition including use of flammable substances and process related fire
hazards.
c. Maintenance of fire alarms, smoke detectors, automatic door closers.
d. Maintenance of fire doors and escape routes.
e. Emergency procedures – fire wardens, fire and evacuation drills and safe assembly points.
f. Maintenance of fire extinguishers and fire fighting equipment.
g. Liaison with fire service and assisting the fire service in the event of a fire.
h. Providing and maintaining fire safety signs and notices.
i. Record keeping.
j. Safe means of shutting down electric, gas and fuel supplies.
7. Always purchase robust equipment suitable for our intended
use.
8. Explain the Fire Safety Programme, Arrangements and
Procedures to our Managers, Supervisors, workforce and any
other people who need to know what they are; landlords,
neighbours, visitors, residents etc. Ensure they are understood.
9. Provide training where required and information for staff
nominated with responsibilities.
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FIRST AID
10. Implement the Programme and ensure that it is followed in
practice.
11. Carry out fire alarm and evacuation drills to check that the
Programme works in practice.
12. Monitor and review the operation of all aspects of the
Fire Safety Programme at least twice a year and whenever
a fire related incident happens, making changes to the fire
risk assessment, arrangements and procedures identified as
Advice and guidance on the development of a Fire Safety
Programme can be found in the fire safety section of the health
and safety management system.
We have a duty to provide suitable first aid arrangements for
our staff whilst at work and visitors who may be affected by
our activities. We have taken steps to provide first aid
arrangements that meet this requirement.
We do this by:
• Nominating a Senior Manager to identify our needs and
ensure continuing arrangements for first aid provision.
• Assessing the reasonable level of first aid provision required
for our business at our workplace and for travelling staff.
• Recruiting sufficient members of staff to undertake first aid
training as a first aider or appointed person, as appropriate.
• Arranging approved training for those people and keeping
records of their training.
• Providing adequate numbers of trained personnel to be
available at all times during business hours.
• Providing and maintaining sufficient quantities of first aid
equipment and consumables.
• Displaying names and locations of first aid trained personnel
or appointed persons in prominent positions throughout the
premises.
• Routinely reviewing our first aid arrangements for suitability
and ensuring that where we have trained first aiders
qualifications are up to date.
The personnel responsible for coordinating first aid activities
and ensuring adequate first aid
provision are identified within the Responsibility Table of our
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FIRST AID
kept up to date.
Action Plan
8. Make sure our arrangements are understood and the
responsible people known to all workers, Supervisors and
Managers.
To ensure that we meet our obligations to provide suitable
first aid arrangements for our staff whilst at work and
visitors who may be affected by our activities we need to
take the following action;
1. Assess our business activity to identify the level of first aid
provision that will be necessary.
2. Consider issues including;
a. The likely severity of foreseeable work-related accidents.
b. The number of people likely to be in the workplace.
c. The nature of health and safety risks at the workplace.
d. The location and accessibility of the workplace.
e. Whether the need is for trained first aiders or appointed persons.
9. Provide suitable facilities and consumables for delivering
first aid at our workplace.
10. Monitor and review from time to time the operation of this
procedure in the light of experience making changes to our
system identified as necessary or beneficial.
Information and advice on First Aid provision can be found in
our Guidance Note 3-1 – First Aid.
3. Keep a written record of our assessment and conclusions.
4. Explain our assessment and conclusions to our workforce.
5. Identify workers to be trained and take responsibility for administering first aid.
6. Provide approved training for appointed first aiders.
7. Keep records of this training and ensure qualifications are
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WELFARE, STAFF AMENITIES, REST ROOMS and the
WORKING ENVIRONMENT
WELFARE, STAFF AMENITIES, REST ROOMS and the
WORKING ENVIRONMENT
We are obliged to make and maintain arrangements for welfare
and the provision of a safe and healthy working environment
for our workforce whilst they are at work. This includes a
duty to provide restrooms where work is arduous or conducted
in a hostile environment and for the welfare of new and
expectant mothers.
Action Plan
We do this by;
• Nominating senior staff members to oversee our provision
and maintenance of welfare facilities and a safe working
environment.
• Maintaining our workplace including buildings and fixtures in
good order and according to required standards.
• Providing welfare facilities that are fit for purpose and
include adequate hot, cold and drinking water, sanitary
conveniences, hand washing facilities, facilities for meal
breaks, sufficient light, heat and ventilation.
• Implementing housekeeping, cleaning and maintenance
regimes.
• Providing and recording relevant instruction and training.
• Regular monitoring and review of our arrangements and
facilities to ensure that they remain sufficient and are
adequately maintained.
The personnel responsible for these measures are identified
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To ensure that we make the proper and necessary
arrangements for welfare and to provide a safe working
environment for our workforce we need to;
1. Consider the arrangements we have in place to provide for
the welfare of our workforce whilst at work and to provide a
safe working environment.
2. Assess the specific welfare arrangements, including rest
rooms and catering areas, that we have provided against both
minimum legal requirements and what might reasonably
be expected by law; particularly where work may be arduous
or in a hostile environment.
3. Consider among other relevant issues;
a. our worksite, the condition of the buildings;
b. temperature, ventilation and lighting in the workplace;
c. the use of chemical, biological and radiological substances;
d. the condition of floors, walls and ceilings;
e. traffic routes;
f. sanitary and washing facilities;
g. clothing accommodation, changing rooms and rest rooms;
h. drinking water and the means for making hot drinks and heating food;
i. workers in isolated locations;
j. the needs of nursing and expectant mothers;
HOUSEKEEPING and CLEANING
k. the heating and cleaning of rest rooms and welfare facilities.
4. Involve workers in these considerations and in the
development and maintenance of facilities and arrangements
based on these considerations.
employees and others who enter our premises by keeping it in
a clean, tidy and sanitary condition.
We do this by:
5. Keep a written record of significant assessments, actions
identified and taken.
6. Provide information and any necessary training to
employees, Managers and any staff nominated with
responsibility to ensure that our arrangements and provisions
are understood.
7. Monitor welfare arrangements and facilities to ensure
that they remain sufficient, are maintained in a good clean
condition and are fit for purpose.
For information and advice, please see;
Guidance Note 3-2, Welfare and the Working Environment.
Guidance Note 3-8, Staff Amenities and Rest Rooms.
Guidance Note 1-11, New and Expectant Mothers.
• Nominating senior staff members to oversee the provision
and management of housekeeping facilities and arrangements.
Where necessary, making a risk assessment of the risks posed
to our workforce and others from housekeeping activities.
• Developing and implementing cleaning procedures and
associated safe systems of work where required.
• Ensuring that competent, trained personnel undertake
the management of the policy, cleaning regimes and control
measures.
• Carrying out regular housekeeping audits.
• Providing and using personal protective equipment where
necessary.
• Managing our activities to ensure that employees and others
use the control measures provided and follow our policies and
procedures.
• Providing instruction and where necessary training which is
recorded.
• Regular monitoring and review of our arrangements; to
ensure that the workplace is kept clean and that our cleaning
arrangements are adequate.
• Employees and others adhering to the contents of the
procedures and safe systems of work.
identified within the Responsibility
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HOUSEKEEPING and CLEANING
workforce, their Supervisors and Managers. Ensure they are
understood. Provide and record training where necessary.
Action Plan
To ensure that we keep our workplace tidy and in a clean,
sanitary condition we need to;
6. Resource and implement the procedures ensuring that they
are followed in practice.
7. Make sure Managers understand the requirements.
1. Assess all areas of the workplace and work activities to
determine the cleaning requirements for each area.
2. Devise and implement cleaning plans and schedules for each
area; specifying and recording them.
3. In devising these plans consider issues including;
a. Floors, stairs, toilets, rest and catering areas, outside paths, roadways and storage areas, etc.
b. The contaminant and the most appropriate method for cleaning; vacuum cleaning is better than sweeping
c. Dry cleaning or wet cleaning. Wet cleaning may leave slippery floors.
d. The source of the contaminant - can it be contained other than by cleaning?
e. The frequency of and best time of day for cleaning.
f. Waste handling and disposal – offensive, unhygienic, infected, chemical, process etc.
g. Warning signs.
h. Hazards associated with chemical cleaners.
i. Cleaning around potentially hazardous equipment.
j. Procedures for cleaning hazardous equipment.
4. Involve the workforce in making these assessments of our
needs.
5. Explain these arrangements to the cleaning team, the
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8. Monitor the implementation and continuing effectiveness of
our procedures to ensure that our workplace is being cleaned
properly and adequately.
9. Amend our systems and procedures as necessary in the light
of operational experience.
Advice and information on Housekeeping can be found in
Guidance Note 3-12.
CONTROL OF HAZARDOUS AND NON- HAZARDOUS
WASTE
We have a duty to ensure that we effectively and safely
dispose of waste materials and products and control the
methods of disposal used so that our workforce and any others
who might be affected are not at risk to their health, safety or
welfare.
We do this by:
• Nominating senior staff members to control the disposal of
waste, both hazardous and non-hazardous wastes, from our
work premises to minimise the risk posed.
• Regular monitoring and review of our arrangements and
facilities to ensure that we continue to manage and dispose of
waste, hazardous and non-hazardous, without risks to health or
safety.
Safety Policy.
CONTROL OF HAZARDOUS AND NON- HAZARDOUS
WASTE
Action Plan
• Assessing the risks to our workers from the handling and
disposal of waste.
To ensure our workforce and any others who might be affected
are not at risk to their health, safety or welfare from the way
we dispose of hazardous and non-hazardous waste materials
and products we need to:
• Developing and implementing policies, procedures, Safe
Systems of Work and control measures relevant to the control
of waste including measures necessary to ensure compliance
with environmental legislation.
1. Identify where we create waste and rubbish during the
course of our business.
• Ensuring that waste disposal is undertaken by competent,
approved personnel, using the correct personal protective
equipment.
• Ensuring that the safest means of disposal is used to protect
the environment.
• Employees and others adhering to procedures, control
2. Assess the hazard that the waste materials may present to
people at work and others and the risks they face from it.
3. Identify hazardous and controlled wastes.
4. Consider issues relevant to our workplace including;
a. Whether the waste is particularly hazardous because it is a classified chemical substance.
b. Whether the waste is hazardous because it is or contains biological agents.
c. Whether the waste is hazardous because it is sharp, heavy or flammable.
d. How is it stored in the workplace?
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e. How is it moved about the workplace?
f. How is it stored outside the premises? Is it secure? Can the public gain access?
g. Is the way we store waste an invitation to an arsonist?
h. How can we make the process easier and safer for our workers?
5. Consider how environmental legislation and requirements
might impact on health and safety procedures and how the
waste is disposed of..
considerations.
training.
necessary.
practice.
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ACCESS, EGRESS, STAIRS AND FLOORS
We have a duty to protect the health, safety and welfare of
our workforce while at work andothers who come onto our
premises from the risk of injury due to badly maintained access
and exit routes, stairs and floors.
We do this by:
• Nominating senior staff members to be responsible for
monitoring and reducing incidents occurring as a result of
incidents involving access and egress facilities, including stairs
and floors etc.
• Making an assessment of the risks from incidents involving
access and egress facilities, including stairs and floors etc.
• Developing and implementing control measures, policies and
• Ensuring that the management of the policy, procedures, Safe
Systems of Work and control measures relating to slips, trips
and falls are undertaken by competent, trained personnel.
use the control measures provided and follow our policies,
procedures and Safe Systems of Work.
time to time making changes to the procedure identified as
improvements to the way we manage these risks.
Advice and guidance on the control of hazardous and nonhazardous waste can be found in Guidance Note 3-6.
Safety Policy
ACCESS, EGRESS, STAIRS AND FLOORS
Action Plan
To protect the health, safety and welfare of our workforce
while at work and others who come onto our premises from
the risk of injury due to slips, trips and falls we need to;
1. Consider the nature of our premises and the way we work
to identify areas where badly designed or maintained access
and exit routes, stairs and floors could create access and
egress problems or otherwise obstruct movement leading to
employees and others slipping, tripping or falling.
necessary.
practice.
time to time and after any incident involving access, egress,
stairs or floors, making changes to the procedure identified as
Advice and guidance on the control of access, egress, stairs
and floors can be found in Guidance Note 3-9.
WINDOWS, GLASS AND GLAZING IN THE WORKPLACE
3. Consider issues including;
a. Steep stairs, handrails.
b. Ramps
c. Changes in floor levels
d. Potholes in floors and yard areas.
e. Blind corners
f. Wet and slippery floors
g. Highly polished floors
h. Trailing cables.
i. Rubbish.
training.
employees and others who enter our premises from the risks
posed by glass and glazing.
We do this by:
• Nominating senior staff members to reduce the risks from
glass and glazing systems.
• Making an assessment of the risks from glass and glazing
systems to our workforce and others.
• Ensuring that the management of the policy, procedures,
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Safe Systems of Work and control measures relating to glass
and glazing systems are undertaken by competent, trained
personnel.
improvements to the way we manage the risks from
glass and glazing systems.
The personnel responsible for the above measures and training
relating to glazing within our
workplace are identified within the Responsibility Table of our
or glazing systems at our workplace.
4. Consider;
a. What type of glazing is installed?
b. Is there a risk of contact with the glazing?
c. Does the glass or glazing material meet current standards for that application?
d. Is all of the glazing obvious – i.e. will glass walls always be noticed by a passer-by?
Supervisors and Managers.
6. Ensure they are understood and provide further training
where necessary.
practice.
WINDOWS, GLASS AND GLAZING IN THE WORKPLACE
Action Plan
To ensure the safety, health and welfare of our employees and
others who enter our premises from the risks to their safety
from inappropriate glass or glazing systems we
need to;
1. Identify glass and glazing which, because of its use and
position, could present a risk to the safety of building users.
2. Assess the risks to our workforce and others from the glass
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time to time and whenever there is an incident involving
glass and glazing systems, making changes to the procedure
identified as necessary or beneficial.
Advice and guidance on the control of windows, glass and
glazing systems can be found in Guidance Note 3-10.
WORKING IN THE OPEN AIR
We have a duty to protect our employees from the risks posed
from working in the open air.
WORKING IN THE OPEN AIR
Action Plan
We do this by:
To protect workers from the risks posed from working in the
open air we need to:
• Nominating senior staff members to reduce the risks arising
from working in the open air.
may be exposed to harm from working in the open air.
• Making an assessment of the risks to our workforce from
working in the open air.
2. Identify any workers with health issues that make them
particularly susceptible to injury from external working.
Safe Systems of Work and control measures relating to open air
working are undertaken by competent, trained personnel.
• Providing and using personal protective equipment.
improvements to the way we manage the risks from working in
the open air.
Safety Policy.
4. Consider;
a. Excessive exposure to sunlight – provide sunscreen/sun block, water supply, regular breaks, covering exposed parts of the body.
b. Watercourse hazards – fall arrest equipment, inflatable life jackets, two-man working.
c. Lack of available light to work safely (e.g. during the winter months or at night) – provide appropriate artificial lighting and spare bulbs.
d. Exposure to dust and micro-organisms (resulting in sensitization or asthma) – is health surveillance or respiratory protective equipment required?
e. Life-threatening reactions from bites and stings - availability of antidotes, first aid
provision, medical assistance, individual specific risk assessments.
f. Adverse weather conditions (hypothermia, heat exhaustion) - length of time of exposure,
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ELECTRICAL SAFETY
clothing, periodic rest breaks.
training.
necessary.
practice.
9. Report any incidence of a reportable injury or disease to the
Enforcing Authorities.
time to time and whenever an employee is harmed as a result
of working in the open air, making changes to the procedure
Information and advice on the control of external working can
be found in our Guidance Note 3-13.
We have a duty to protect our employees and other people who
use our premises from the risk of electrical injury caused by
our electrical installations, our use of fixed equipment and
our use of portable electrical appliances.
We do this by:
• Nominating senior staff members to ensure the safety of our
electrical installation equipment and portable appliances.
• Making an assessment of the risks from electrical
installations, fixed equipment and portable appliances.
• Developing and implementing procedures, control measures,
policies and Safe Systems of Work.
• Ensuring that any work carried out on our electrical
installation, equipment and appliances is carried out by
competent, accredited electrical engineers.
appropriate.
• Regular inspection by competent accredited electrical
engineers.
• Providing relevant training and keeping training records.
improvements to the way we manage electrical
safety.
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ELECTRICAL SAFETY
4. Purchase robust equipment suitable for the environment in
which it is to be used.
Action Plan
To protect workers and others from the risks from using
fixed and portable electrical equipment we need to:
5. Arrange for the routine testing and inspection of portable
electrical equipment.
6. Develop a procedure based on these considerations.
1. Consider our activities and identify where and when workers
may be exposed to risks to their health and safety from fixed or
portable electrical equipment.
2. Assess the risks from that exposure to fixed and portable
electrical equipment, identifying control measures in place and
any additional measure that may be required to avoid risk.
training.
3.
9. Explain our procedures and arrangements to our workforce.
Ensure they are understood and provide training where
necessary.
Consider relevant issues including:
a. The competence of employees or contractors who
install or maintain electrical equipment.
b. Inspection of fixed electrical installations as prescribed by the IEE Wiring Regulations (17th edition) BS 7671.
c. The maintenance of electrical installations between inspections.
d. The maintenance and inspection of portable electrical equipment.
e. Using battery powered hand tools.
f. Whether hydraulic or pneumatic tools might be safer.
g. Reducing the operating voltage.
h. Residual current devices.
i. Use in flammable or explosive areas; use in wet and adverse conditions.
j. Equipment used by mobile workers.
k. Use of trailing cables.
practice.
time to time and after any electrical incident, making changes
identified as beneficial or necessary.
Information and advice on the use of fixed and portable
electrical equipment can be found in our Guidance Note 4-1 –
Electrical Safety.
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OFFICE EQUIPMENT
OFFICE EQUIPMENT
We have a duty to protect our employees and other people
who use our premises from the risks associated with the use of
office equipment.
Action Plan
To protect workers and others from the risks of using office
equipment we need to:
We do this by:
• Nominating senior staff members to consider the safety
implications of our use of office equipment.
• Making an assessment of the risks from our use of office
equipment.
• Developing and implementing procedures, control measures,
policies and Safe Systems of Work.
• Ensuring that office equipment is properly maintained.
• Providing relevant training and keeping training records.
improvements to the way we manage the safety of
office equipment.
1. Consider our activities and identify where and when workers
may be exposed to risks to their health and safety from the use
of office equipment.
2. Assess the risks from that use of office equipment,
identifying control measures already in place and any
additional measure that may be required to avoid risk.
3.
Consider relevant issues including:
a. The competence and training of workers who use office equipment.
b. Who does what when the equipment goes wrong?
c. Are any young workers likely to use office equipment? Are any special precautions
needed?
d. Are manufacturers’ instructions followed?
e. The maintenance of office equipment.
f. The location of office equipment.
4. Purchase robust equipment suitable for the work and
environment in which we require it to be used.
5. Develop a procedure based on these considerations.
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6. Keep a written record of any significant risk assessments and
the control measures and systems of work adopted.
training.
8. Explain our procedures and arrangements to our workforce.
Ensure they are understood and provide training where
necessary.
practice.
time to time and after any accident or incident, making
changes identified as beneficial or necessary.
Information and advice on the use of fixed and portable office
equipment can be found in our Guidance Note 4-4 – Office
Equipment.
SLIPS, TRIPS AND FALLS
We have a duty to protect our workers and others visiting our
premises from the risks of slipping, tripping and falling.
We meet this duty by:
monitoring and improving workplace pedestrian safety.
• Identifying all the potential causes of slips, trips and falls and
assessing the risk.
• Developing and implementing procedures and control
measures.
• Ensuring that pedestrian routes are fit for the purpose, that
they are routinely maintained and checked.
• Ensuring that any risk assessments or safety inspections are
carried out by competent and trained personnel.
• Adhering to our risk assessments, procedures and control
measures.
• Providing wherever possible segregated traffic routes and
adequate signage.
• Regular monitoring and review of our arrangements to ensure
that arrangements we have made remain sufficient to control
the potential risk.
identified within the ResponsibilityTable of our Health and
Safety Policy.
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SLIPS, TRIPS AND FALLS
Action Plan
To protect our workforce and others who visit our premises
from the risk of accidents caused by slips, trips and falls we
need to;
1. Identify where on our worksite there are potential areas for
slips, trips or falls accidents.
2. Assess the hazards in each of those areas and the risks that
people at work and others may face.
3. Identify existing controls and any additional measures that
we should be taking.
4.
Consider issues including;
a. Floor surfaces.
b. The environment.
c. Footwear.
d. Contamination.
e. Obstacles and obstructions.
f. Cleaning regimes.
g. People – human factors.
5. Involve workers in developing a procedure or arrangements
based on these considerations.
procedures and
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arrangements. Consider whether they need any training.
necessary.
practice.
time to time and after any report of a dangerous incident or of
a person suffering injury or due to slipping or tripping and
falling on our premises or while at work making changes
Advice and guidance on slips, trips and falls can be found in
Guidance Note 4-8.
LIVE ELECTRICAL WORK
We have a duty to ensure the health, safety and welfare of our
workforce and others from electrical risks particularly when
live electrical work takes place.
associated with live electrical working.
We do this by:
LIVE ELECTRICAL WORK
• Nominating senior staff members to be responsible for the
identification and safe management of live electrical work.
• Assessing whether live electrical work is required and the
risks from any such work that is identified as necessary.
• Developing and implementing control measures, procedures,
and Safe Systems of Work.
• Ensuring that permit systems for live electrical work are
issued and completed correctly.
Action Plan
To ensure the safety of our employees and others whilst
working in areas where they could be affected by the hazards
and risks of ‘live electrical work’ we need to;
or others may be exposed to the hazards and risks during live
electrical work.
• Ensuring that permit to work systems are developed and
managed by competent and trained personnel.
2. Where it is identified that we need to carry out live
electrical work assess the exposure of our workers and others
to the risks.
• Ensuring only qualified and competent electrical engineers
carry out live electrical work.
3. Involve the workforce in these assessments and in the
identification of appropriate control measures.
• In practice, following permit to work procedures, control
4. Identify the control measures already in place and
any additional measures that may be required. Refer to
manufacturers’ guidance, trade guidance and British, European
or Irish Standards etc.
improvements to the way we manage the risks
a. Live electrical work is only ever permissible if there is no reasonable alternative.
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b. Why does the task have to be done ‘live’?
c. Who will do the task?
d. Are they competent?
e. Do they have the appropriate tools?
f. How will other people be protected from the risks?
g. Training and supervision - Supervisors and craftsmen.
h. Permits to work.
i. Supervision.
j. Longer term redesign of plant to avoid need for live working.
k. Personal protective equipment.
l. Emergency arrangements.
our workplace.
training.
practice.
time to time and following any incident or injury, making
Advice and guidance on health and safety in the use of
electrical equipment can be found in Guidance Note 4-25.
174
OCCUPATIONAL ROAD SAFETY
We have a duty to continue to manage, so far as we can, the
health, safety and welfare of our workforce when they are
away from our premises and travelling in the course of their
work.
We do this by:
• Nominating senior staff members to identify and manage the
potential hazards to our workforce when driving in the course
of our business.
• Assessing the risks to our workforce from driving in the course
of our business.
• Developing and implementing policies and procedures.
• Ensuring that the vehicles are suitable and sufficient for their
intended use and that they are maintained at their specified
service intervals or when faults are identified.
• Ensuring that all vehicles are properly insured, taxed and
Ministry of Transport tested, prior to road use.
• Ensuring that any risk assessments are undertaken by
competent and trained personnel.
• Employees and Supervisors following our policies and
procedures.
improvements to the way we manage the risks associated with
occupational road use.
OCCUPATIONAL ROAD SAFETY
Action Plan
To ensure the safety of our employees whilst travelling by
road in the course of our business (and to protect others
who might be affected by their actions) from the hazards
and risks surrounding occupational road safety we need to;
1. Assess our work activity to identify where and when
workers may be exposed to hazards and risks on account of
occupational road use.
h. Advanced driver training.
i. Suitability of vehicles.
j. Vehicle maintenance.
our workplace.
training.
2. Assess specific occupational road use risks to our workforce.
government and road safety organisations’ published guidance.
a. Working Time regulations.
b. Statutory limitation of commercial vehicle drivers’ hours.
c. The length of the working day when hours driving to and from a job, visit, training
course etc. is added to the time spent on the task.
d. Schedules that don’t require excessive speed and allow time for rest breaks.
e. Weather conditions.
f. Allowance for rest breaks.
g. Policy on overnight stays.
practice.
time to time and following any incident or injury related to
occupational road use, making changes to the procedure
Advice and guidance on occupational road safety can be found
in Guidance Note 4-31.
175
MANUAL HANDLING
MANUAL HANDLING
employees and others who enter our premises from the risks
present in manual handling activities.
Action Plan
We do this by:
• Nominating senior staff members to manage and identify load
or lifting hazards.
• Making an assessment of the risks from manual handing to
our workforce.
• Developing and implementing procedures and systems of
work to reduce the risks from manual handling operations in
the course of our business.
• Ensuring that any Manual Handling Risk Assessments are
undertaken by competent, trained personnel.
• Eliminating the need for manual handling through the
introduction of mechanical handling equipment or other
alternatives where this is reasonably practicable.
 Regularly inspecting the premises to identify any new
processes, personnel or changes to the building’s structure
which would trigger the need for re-assessment.
 Employees and others adhering to the contents of
 Providing and recording job-based training for employees
with manual handling tasks.
 Monitoring and reviewing our systems; using our
improvements to the way we manage the risks from
manual handling.
Safety Policy.
176
To protect our workforce and others from the risk of injury
while manual handling loads we need to;
1. Assess the risks to our workforce from handling loads. This
includes lifting and carrying as well as pushing and pulling
loaded containers.
2. Have a nominated Manager to lead the process.
3. Consider;
a. What we have to move - its size and shape.
b. The weight.
c. The frequency.
d. Which of our workforce is involved? Do some handle loads more frequently than others?
e. Can we reduce the need for movement? Are there mechanical aids we could use? Can we use them?
f. Can we adapt our processes to reduce the risk?
g. Have our workforce been trained in manual handling techniques for the products and goods that they handle in the course of their work?
h. Where team lifting is employed have the workers been trained in the same system?
i. Are the floors suitable and maintained for the work that goes on?
j. Are there extremes of temperature?
k. Are any groups or individual workers at particular risk?
l. Is health surveillance required? If yes at what level?
considerations.
training.
practice.
time to time and after any ill health or back injury, making
changes identified as necessary.
10. Report cases of injury caused by manual handling that
result in a worker suffering a major injury or being unfit for
normal work for more than 7 days (3 in Ireland and
Northern Ireland) to the Enforcing Authority.
Information and advice, including a template for Manual
Handling Risk Assessments, can be found in our Guidance Note
5-9 – Manual Handling.
DISPLAY SCREEN EQUIPMENT
We have a duty to protect the safety, health and welfare of our
workforce from the risk involved in the use of display screen
equipment (DSE).
We do this by:
• Nominating senior staff members to identify and reduce risks
from the use of display screen equipment.
• Assessing the risks from display screen equipment to each
member of our workforce who uses them.
Safe Systems of Work and control measures relating to the use
of display screen equipment are undertaken by competent,
trained personnel.
appropriate.
improvements to the way we manage the risks from display
screen equipment.
The personnel responsible for the DSE assessment process and
these measures are identified in the Responsibility Table of our
177
• Commissioning radon testing, where appropriate.
• Developing and implementing procedures, Safe Systems of
Work and control measures.
2. Identify a Senior Manager to ensure that we take the correct
action to meet our responsibilities.
3. Arrange for radon measurements to be taken by an approved
radon specialist.
• Recording the undertaking of the checking / testing
procedures, to evidence the activities’ completion.
4. Consider the results of radon measurements.
• Ensuring that testing is undertaken by competent, trained
personnel.
5. Take action to reduce exposure where unacceptably high
levels of radon are measured.
• Employees and others adhering to procedures, control
measures and Safe Systemsof Work.
6. Control measures may include;
a. sealing soil gas routes into the building;
b. sub-floor depressurisation sumps to draw soil gas away from the building before it can enter;
c. sub-floor pressurisation sumps to force soil gas away from the building before it can enter;
d. sub-structure ventilation;
e. ventilation and adjustment of the air pressure inside the building to reduce or
reverse the driving force which assists the entry of soil gas.
• Monitoring and reviewing our systems; using our experience of
operating these arrangements we aim to make improvements to
the way we manage the risks from radon.
The personnel responsible for the measures are identified within
the Responsibility Table of our Health and Safety Policy.
RADON
7. If normal control measures are unlikely to be effective
take further advice from specialists and introduce radiation
protection measures to reduce personal exposure.
Action Plan
To protect our workforce and others who visit our premises from
the ill health effects of naturally occurring radon we need to;
1. Ascertain whether our premises are located in an area where
high levels of naturally occurring radon gas are likely to be
present.
178
8. Record details of measurements, results and any controls
subsequently introduced.
9. Inform, instruct and train workers about the hazard of radon,
the risks, exposure levels in the workplace and any control
measures introduced. Record the details.
10. Ensure that those responsible for operating and maintaining
control systems are competent and trained.
• Undertaking hearing surveillance if identified as appropriate.
• Ensuring that employees and others adhere to procedures and
11. Maintain control measures in good working order.
• Providing adequate personal protective equipment.
12. From time to time check that the control measures are still
working and that radon levels are being controlled below the
exposure reference level.
Advice on the detection and control of naturally occurring radon
can be found in Guidance
Note 5-13.
CONTROL OF NOISE AT WORK
We have a duty to protect the hearing of our workforce and
others who might be affected by exposure to excessive levels of
noise from our work activities.
• Providing and recording relevant training for employees.
• Ensuring that all items of equipment are suitable for their task
and subject to regular maintenance and noise inspections by
competent engineers
• Monitoring and reviewing our systems; using our experience of
operating these arrangements we aim to make improvements to
the way we manage the risks from
noise.
The personnel responsible for the above measures are identified
We do this by:
CONTROL OF NOISE AT WORK
• Nominating senior staff members to identify where we need to
take action and to manage the action we need to take.
• Assessing the risks to employees and others from work related
noise.
• Taking measurements of exposure to noise to identify where
statutory action levels apply.
• Developing and implementing control measures, strategies,
Action Plan
working in areas where they could be exposed to excessive
noise levels we need to;
or others may be exposed to noise levels identified as harmful to
hearing.
2. Arrange for measurements of actual noise levels to inform
179
how the issue is managed.
3. Where a risk of hearing damage is identified assess workers’
exposure to those noise levels and identify where action is
required.
training.
9. Explain these arrangements to the workforce. Ensure they are
understood and provide further training where necessary.
identification of noise controls – noise reduction measures and/
or the use of hearing protection.
practice.
time to time and whenever anyone reports hearing damage,
making changes to the procedure identified as necessary or
beneficial.
a. First Action Level, Second Action Level, Peak Exposure Value.
b. Regular maintenance of machinery can reduce noise emissions.
c. Reduction of noise at source.
d. Attach deadening to panels etc. that amplify or reflect sound.
e. Install sound absorbing materials.
f. Replace ageing noisy equipment with new silenced equipment.
g. Isolate noise sources.
h. Warning signs
i. Audiometry
j. Hearing protection.
Advice and guidance on the control of noise can be found in
Guidance Note 5-17.
7. Develop procedures, programmes and practices tailored to our
workplace.
STRESS IN THE WORKPLACE
We recognise that we have a duty to take action to reduce and
where reasonably practicable to eliminate ill health which is
caused by work related stress.
We do this by;
• Nominating senior staff members to consider and manage the
issue of work related stress.
• Developing and implementing a policy for identifying and
managing work related stress.
• Involving our workforce in the development of this policy and
180
our procedures.
stress.
• Providing information about the policy to all workers.
2. Prepare a stress policy and plan of action when a worker
is identified as suffering ill health on account of work related
stress.
• Training Managers and Supervisors to recognise symptoms of
work related stress.
• Ensuring that the policy is adopted and followed.
• Ensuring employees know what to do if they suspect they, or a
colleague, are suffering from stress.
• Providing counselling or occupational health services and
support.
• Monitoring and reviewing the policy and procedures; using our
improvements to the way we manage ill health caused by work
related stress.
The personnel responsible for monitoring and implementing the
above policy are identified in the Responsibility Table of our
STRESS IN THE WORKPLACE
Action Plan
To protect our workforce from ill health caused by work
related stress we need to;
1. Assess our work activities to identify where and when workers
or others may experience unacceptable levels of work related
3. Involve the workforce in developing the policy and plan of
action.
4. Identify any control measures already in place and the
additional measures or actions that may be required. Refer to
published trade guidance and advice.
a. The outward signs of stress;
i. emotional. Fatigue, anxiety, poor motivation in general.
ii. cognitive. Making mistakes, having accidents.
iii. behavioural. Deteriorating relationships with colleagues, irritability, indecisiveness, absenteeism, excessive smoking, excessive drinking, overeating etc.
iv. physiological, Increased complaints about health - headaches, dizziness etc.
b. Stress risks assessments.
c. Support to an employee who is experiencing stress whether work related or not e.g. following a bereavement or separation.
d. The effect of new or changed roles without adequate training.
e. The effect of poor communication during times of change
f. Excessive workloads, long working hours, unsocial 181
hours.
g. Working alone
h. Employees having to cover for the poor performance or attendance of colleagues.
i. Do employees have developmental opportunities.
j. Bullying and harassment by Managers, Supervisors and colleagues.
our workplace.
7. Make sure that Managers and Supervisors understand
the policy and procedure. Consider whether they need any
training.
9. Implement the policy and procedure and ensure that it is
followed in practice.
10. Monitor and review the operation of the policy and
procedure from time to time and following any case of ill
health caused by work related stress, making changes to the
procedure identified as necessary or beneficial.
Further advice and information on work related stress can be
WORK WITH CHILDREN
Safe Systems of Work and control measures relating to work
with children are undertaken by competent, trained personnel.
• Providing and using safe play equipment and where required
personal protective equipment.
• Ensuring that risk assessments are completed by competent,
trained personnel.
work with children.
Safety Policy.
WORK WITH CHILDREN
Action Plan
To protect children and our workers from the hazards of
work with children we need to:
We have a duty to protect our workforce and others from the
risks created during work with children.
1. Assess the work involved and identify areas where children
and others could be harmed.
We do this by;
• Nominating senior staff members to identify hazards and risks
and manage work with children safety.
• Assessing the risks created by work with children.
182
• Developing and implementing control measures, procedures
3. Consider;
a. Play equipment – is it suitable and regularly maintained?
b. Facilities (toilets etc.) – are they safe, clean and well-maintained?
c. Biological hazards from contact with bodily fluids / children with infectious conditions.
d. Accidents / illness in children – procedures for dealing with this, contacting parents, emergency assistance etc.
e. Any food consumed – is it safely stored?
f. Potential for verbal / physical abuse from parents / guardians and children.
g. Preparation of food – is it carried out safely?
h. Hazards involved in maintenance / cleaning.
We ascertain, so far as we are able, the hazards and risks that
will be faced at these remote work-sites so that they can be
taken into account in our planning and in instructions to our
workforce. We also train our workforce to be able to identify
hazards and risks of which we may not initially be aware and to
act accordingly, including seeking advice from managers.
We do this by:
• Nominating senior staff members to coordinate and plan work
which is to be completed at other sites.
• Requesting and reviewing the suitability and adequacy of the
health and safety arrangements and documentation for each
location.
5. Make sure that relevant Managers and Supervisors
understand the procedures and arrangements. Consider
whether they need any training.
• Considering the hazards and assessing the risks at each
site and taking them into account when preparing work
instructions, procedures and method statements.
6. Implement the procedure and ensure it is followed in
practice.
• Ensuring that our workforce is trained to recognise the
hazards and risks that are likely to arise in the course of their
work and know how to avoid them.
time to time and whenever an incident occurs, make changes
to the procedure identified as necessary or beneficial.
Information and advice on the control of risks from work with
children can be found in
Guidance Note 6-14.
PROJECT SAFETY FOR TRAVELLING AND MULTI-SITE
WORKERS
To enhance the safety of our workforce and others, we
implement effective methods to reduce the risks to those who
work away from our home base at any number of different
work-sites.
• Ensuring that our clients are aware of the procedures and
risk assessments for any of our work processes that may affect
them.
• Ensuring that our workers follow both our procedures and any
that are required by our clients.
• Ensuring that any equipment used is inspected and tested at
frequencies defined within current legislation and evidence of
this can be supplied.
• Regular review of our systems and any injuries or incidents
that have arisen.
The personnel responsible for the overseeing these activities
and the measures above are identified within the Responsibility
183
PROJECT SAFETY FOR TRAVELLING AND MULTI-SITE
WORKERS
Action Plan
To ensure the safety of our employees and others when our
workforce is working away from its home-base we need to
be sure that we and they are able to control any health and
safety risks arising from their work. We need to;
g. Will sufficient equipment be available to complete the work safely?
h. Are the workers trained and competent?
i. Will the workers receive site inductions and understand rules, instructions and relevant safety signs?
j. Who will coordinate and manage our workers whilst on site?
1. Assess the hazards and risks to our workforce that may be
faced whilst they are working at client premises.
6. Develop procedures, practices and method statements for
working on other sites; making sure that the specific hazards
and risks at each site are taken into account.
2. Assess the hazards and risks to others that our presence may
create.
3. Involve the workforce and clients (as appropriate) in these
assessments and in the identification of effective control
measures.
8. Make sure the workforce knows what to do should they face
unexpected hazards and risks in the course of their work.
a. Have we obtained sufficient information about the risks at the premises where we will be working?
b. Do we need to complete a pre-works site survey?
c. What will our employee(s) be doing? Where will they be doing it and when?
d. Does this them at risk? Will our processes put the client or their staff at risk?
e. Should we work only when the client’s workforce is not present?
f. The presence of asbestos.
184
9. Make sure that Managers and those supervising the work
understand the procedures and arrangements. Consider
whether they need any training.
practice.
health, making changes to the procedure identified as
Advice and guidance on these issues can be found in Guidance
Note 7-1.
CONTRACTOR CONTROL AND MANAGEMENT
To enhance the safety of our workforce and others, we
implement effective methods to reduce the risks presented by
the use of contractors and subcontractors.
We ascertain the competence of contractors and
subcontractors and ensure our employees and others are
adequately protected from the risks posed by situations
where these groups are engaged and put systems into place to
achieve this.
• Ensuring that any equipment used is inspected and tested at
frequencies defined within current legislation and evidence of
this can be supplied (Safety Records).
• Reviewing our own and contractors’ systems.
The personnel responsible for the overseeing of contractors
and subcontractors and the measures above are identified
CONTRACTOR CONTROL AND MANAGEMENT
We do this by:
• Nominating senior staff members to coordinate and plan the
selection of suitable, competent contractors or subcontractors.
• Requesting and reviewing the suitability and adequacy of the
health and safety documentation submitted by the contractor
or subcontractor.
• Checking the competence of contractors and subcontractors.
Action Plan
To ensure the safety of our employees and others when
we have contractors working on our premises we need to
be sure of their ability to control of health and safety from
their work. We need to;
1. Assess the hazards and risks to our workforce that may be
created by contractors working on our premises.
• Requesting a ‘method statement’ for the work.
• Ensuring that contractors and subcontractors adhere to their
method statement and safety documentation.
• Ensuring that the contractors or subcontractors are aware
of the procedures and risk assessments for any of our work
processes that may affect them.
• Ensuring that contractors and subcontractors comply with our
site specific company rules (Safety Records).
2. Assess the hazards and risks to the contractors from their
presence on our premises.
3. Involve the workforce and the contractors in these
assessments and in the identification of appropriate control
measures.
manufacturers’ guidance, trade guidance, published Standards,
etc.
185
a. What will the contractor be doing? Where will they be doing it and when?
b. Does this put any of our staff at risk? Will our processes put the contractor or their staff at risk?
c. Should the contractor work only when our workforce is not present?
d. What knowledge do we have of the contractor’s ability to manage health and safety?
e. Do we need to ask them to complete a pre-contract questionnaire or a method statement for the work?
f. Will they provide their own equipment - do they expect to use any of ours?
g. Will any plant they bring on site present risk to our workforce?
h. Does the place where the contractors will be working need to be fenced off to protect them from our work activities or vice versa?
i. Are their workers trained and competent?
j. Will the contractor’s workers understand our rules, instructions and signs?
k. How well the contractor manages staff working on our site.
6. Develop procedures, programmes and practices for the
times when contractors are working on our premises.
training.
186
practice.
Advice and guidance on health and safety during contract work
can be found in Guidance Note 7-2.
ROOF WORK
When we carry out roof work we have a duty to ensure the
health, safety and welfare of our workforce and others who
might be affected by our activities.
We do this by:
managing and coordinating safety during roof work.
• Assessing the risks to our workforce and others from roof
work.
• Developing and implementing control measures, procedures
• Managing roof work, using control measures and following our
• Allowing only competent trained workers to carry out roof
work.
roof work.
ROOF WORK
Action Plan
working in areas where they could be affected by the hazards
and risks involved in roof work we need to;
or others may be exposed to the hazards and risks of roof work.
2. Assess the risks to our workforce and others from ‘roof
work’.
a. Elimination of the work; does it have to be done at height?
b. Are there alternative ways to do the job?
c. Occasional job tasks as well as routine tasks.
d. Use of appropriate access equipment.
e. Weather conditions.
f. Competency of workers.
g. Condition of ladders and access equipment.
h. Unexpected tasks e.g. leaking roof, overflowing gutter.
i. Safety nets.
j. Personal protective systems.
our workplace.
training.
practice.
Advice and guidance on health and safety during roof work can
be found in Guidance Note 7-3.
187
188
189

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