How do I create a perfect annual action plan?

Plan, execute, follow up and improve.

Table of contents

How does the annual action plan fit into my policies?

The annual action plan is an integral part of your organisation’s overarching prevention policy. As a concrete consequence of the dynamic risk management system, the annual action plan is part of the global prevention plan.
Rapid (technological) developments mean that risks, possible measures and other crucial details can vary greatly from year to year. The annual action plan ensures that the content of your policy is always relevant and current.

When should my plan be in place?

As the name suggests, an annual action plan should be prepared each year. It is crucial to start on time, as hastily prepared plans often fall short in content and quality.

According to Art. I.2-10 of the Codex requires the employer to submit the annual action plan “no later than the first day of the second month preceding the beginning of the service year to which it relates.”

In other words, the annual action plan for the coming year must be submitted by Nov. 1st of the current year.

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What does an annual action plan include?

The minimum legal requirements for an annual action plan are laid down in the Codex on Wellbeing at Work (Art. I.2-9).
In cooperation with members of the chain of command and occupational prevention and protection services, the employer shall draw up an annual action plan to promote wellbeing at work for the following service year. The plan shall be in writing and include:

    • changed circumstances,
    • accidents,
    • the annual report of the internal service,
    • opinions of the Committee during the past civic year.

Thus, the crucial components of an annual action plan are the goals, means, methods and responsibilities related to prevention for the coming year.

Who is involved in formatting?

Since the annual action plan has a direct impact on the day-to-day operations of an organisation, it is essential to involve all members of the hierarchy. Specifically, this includes all persons in any part of the company who are authorised in some way to give orders to employees.

The role of the employer

As the person ultimately responsible for preparing the plan, the employer works with members of the chain of command and, if present, the internal occupational safety department.
Art. I.2-2 provides that the employer is responsible for the structural approach to prevention, while Art. I.2-13 emphasizes that the obligations of others do not detract from the principle of employer responsibility.

Do not underestimate this; the employer always remains responsible for the prevention policy.

The importance of the prevention advisor

Given the employer’s ongoing responsibility, it is natural to create the strongest possible plan.
Here the experience of the prevention advisor plays a crucial role. Often, an in-house prevention advisor does not have a full-time focus on prevention and his experience remains limited due to a lack of regular in-service training. This makes it difficult to create a quality plan and be on time, especially given other responsibilities. If the business manager himself acts as prevention advisor, this problem may be exacerbated, given the limited time available.

An external prevention advisor:
the benefits

Since the employer always remains responsible, it makes sense to strive for the best plan. This is where the experience of the prevention consultant comes in handy.
An outside prevention advisor offers several advantages in preparing an annual action plan and other aspects of the policy:

Looking for clarity?

What is an annual action plan? What needs to be in an annual action plan? Who is responsible for planning? When should my plan be ready? How often should I make a new plan?

Prevom has customised solutions:
We will be happy to inform you about the possibilities!