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Riddor Safety International Company for Occupational Health & Safety system, in East-Africa, a Safety (OHS) design, HSE (Health Safety Environment) Consultancy, Fire Safety/contractor and Construction contractor is fully committed to ensure a safe and healthy workplace for all persons working for and on behalf of the company, clients and visitors, the protection of the environment and prevent environment pollution. we will strive to deliver quality products and services in our day-to-day business.

  • In the field of Quality, health, safety and environment, Riddor Safety International Company seeks to achieve the highest safety standards.
  • We do not pursue this aim simply to achieve compliance with legislation, but because it is in our best interests.
  • The effective management of quality, health, safety and environment management system leading to fewer accidents involving injury and time off work, is an investment, which helps to achieve our purposes.
  • The Company recognizes its duty to safeguard, so far as reasonably practicable, the health and safety of all its employees , members of the public, visitors and others who may be affected by its Activities and all users of its sites and premises.
  • The management accepts this duty and the policy of the Company continues to attach the utmost importance to these matters, as safety is a management responsibility at least equal to that of any other function.
  • The legal duty of every employee to take care of their own health, safety, and that of others may be affected by their acts or omissions.
  • The Management of the Company believes that, given such care and co- operation of employees, it can conduct operations in such a way that accidents and incidents can be reduced to the minimum.
  • The company will comply with all applicable legal requirements in which the company subscribe to as well as Customer policies and regulations.
  • Encourage personnel to have ownership for identifying and eliminating hazards, preventing injury to themselves and others.
  • Provide personnel with sufficient training, resources and systems
  • Empower personnel to STOP any unsafe conditions at any workplace
  • Improve the efficient use of energy and natural resources
  • Provide all customers a World Class Quality Service


I must say that RSI (Riddor Safety international) has gone above and beyond in maintaining the highest level of HSE standards

Ian Ampeire

CEO / Founder

Riddor Safety International Ltd.



New employee training programs give employees the information they need to protect themselves and others at work and to efficiently perform their duties. RSI employees must receive formal training to comply with Health and Safety Requirements, and Environmental Protection regulations. The training program must document and verify that the employee understands the material and is competent in the subject matter. In addition to being required by different governmental and public agencies, training programs are a good business practice.



 The first step in developing a training program is to identify all of the topics required by the company and specifically by RSI. Topics generally fall into the following broad cat- egories:

  • Employee Handbook
  • Position Requirements
  • Safety Training
  • Quality Assurance
  • Regulatory Compliance
  • Employee Development and Certifications
  • Preventive Maintenance and Housekeeping
  • Standard Operation Procedures

STEP 2. 

The second step is to create a check- list that summarizes all the training topics (New Employee Checklist). In some cases, employees will require only an introduction to a topic, where-as other employees will need to receive in-depth safety training as part of their job assignment.


A well-designed training program signals the com- pany’s commitment to safety and employee devel- opment. The employee’s first day on the job is the best time to establish safety expectations. First-day employee training topics should include an overview of the company’s employee handbook, emergency procedures, hazard communication standards, mate- rial safety data sheet (MSDS) requirements, personal protective equipment (PPE), key policies, a facility tour, and general administrative procedures. All training should be documented.


Managers should review with each employee the work schedule, payroll policy, job requirements, and tasks specific to the position. The employee should receive a copy of the job description and understand the performance expectations and standards related to the position, as well as when and how his or her performance will be evaluated.


The job description should outline the computer skills essential for each position. RSI uses computer systems to control its operational & designing process, Schedule shipments, and communicate with e-mail. Supervisors and operators should be aware of what information is classified as “confidential” such as audits, reports, and personnel files and the procedures for securing and destroying confidential material.


RSI provides safety training to each new employee as well as annual training for all employees. The general training topics include:

  • Emergency Action Plans
  • Housekeeping
  • Preventive Maintenance
  • Emergency Escape

Each Job Description demands a different type of training beside the general topics mentioned above.


RSI’s quality assurance manual should be the foundation for training new employees. Employees should be aware of all the steps and processes required to perform the work in high quality manners   .

Third-party certification programs may audit an employee’s training records and verify training through employee interviews related to individual job positions and tasks.


Employees should be aware of all local regulations that apply to RSI and their role in complying with the rules and regulations associated with waste water discharge, air pollution, and storm water run- off. Employees who work in areas that handle fuels, oils, and fats must receive annual training in Spill Prevention and Counter Control.


Employee development and training should be con- ducted at all levels within the organization. RSI operators should be certified in each work areas. Employees with supervisory responsibility should receive training in time management, progressive discipline, and how to properly conduct an employee interview and a performance review.


Preventive maintenance and housekeeping are the responsibilities of every employee in RSI. Employees should be aware of the priority housekeeping areas in RSI as well as the housekeeping assignments for each job task or position. RSI housekeeping standards should be established early in the training process and each employee provided with feedback based on their performance in comparison to the standard.


Each standard operating procedure should specify how to complete a routine task. Employees must understand that not following an SOP could result in a non-conforming product if the SOP is referenced in an International Organization of Standards (ISO 9000 or 14001).


Identifying training resources is an important part of the training process. Training materials should be selected based on the training method used at the facility.

Safety programs typically involve reading safety material, watching videos and computer presentations, reviewing material with managers, and completing tests. It is important to select material that can be used for new employee training as well as in regular safety meetings. Provide employees with a variety of training materials and formats to accommodate different learning styles and languages. Training must be documented and com-petencies demonstrated through tests.

Training material is available on general topics such as hazard communication, PPE, slips, trips, falls …etc.


Managers and supervisors should develop a procedure for evaluating an employee’s performance. Evaluate new employees after they have worked 30 days in a process area to determine what deficiencies exist in their training, and then develop an action plan to correct the deficiencies. Employees should have an individual improvement plan, which is evaluated every six months to identify potential development needs.