Ethics Guidance for Occupational Health Practice 9th Edition - Book - Page 109
5.68. There should be a clear line between training a trainee and line managing a
trainee if the trainer holds both responsibilities. Otherwise, there should be clear
arrangement to define the relationship between the trainer and the trainee’s
line manager e.g. when there is concern.
5.69. The trainer should ideally be trained and up to date, in equality, diversity and
inclusion. They should treat the trainee with respect and without prejudice or
discrimination.
5.70. If the trainer is involved in the assessment of the trainee, the processes should
be transparent, consistent, and impartial, aligned with learning objectives and
free from bias 91.
5.71. The trainer should be a role model for ethics and promote ethical consideration
during training activity 92.
5.72. The trainer should deliver the training and associated activities such assessment
and sign off in a timely fashion.
5.73. The trainer should provide pastoral care if required however they must not
venture into providing occupational health for their own trainee.
5.74. The trainer should seek advice from senior colleagues in case of disagreement
that cannot be resolved. The issue may need to be escalated through the correct
training and employment channel as required.
Trainer’s competence
5.75. The trainer must have sufficient knowledge and expertise of the subject they
teach. They should maintain their knowledge and skills and be aware of
research and development in the topic.
5.76. The trainer should participate in continuous
encompassing both the subject and also teaching.
personal
development
Trainer’s professionalism
5.77. The trainee should treat the trainer with respect and without prejudice or
discrimination.
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