LA6 Percentage of total workforce represented in formal joint management-worker health and safety committees that help monitor and advise on occupational health and safety programs.

100%. These exist at company and business level. Details at company level are contained within the Company Health & Safety Council (CHSC) Constitution, which was established from 1 January 2008, replacing the previous Company Agreement.

The CHSC is a consultative body set up for the purposes of:

• Considering health, safety and welfare matters that may affect the company, its employees, contractors and members of the public.

• If there are any outstanding issues from the CHSC, it may refer the issues to the Company Consultative & Negotiating Council (CCNC) for further investigation and debate.

At Business level there are a number of Health & Safety Committee (HESAC) meetings, which provide an opportunity for discussions between the company and employees.

LA7 Rates of injury, occupational diseases, lost days and absenteeism and number of work related fatalities.

Data for sickness absence can be found under Sickness Absence, Occupational Health in this section.

LA8.1 Education, training, counseling, prevention, and risk-control programs in place to assist workforce members, their families, or community members regarding serious diseases.

A programme of employee wellbeing activity has been developed across ScottishPower, based on a company-wide health needs analysis. The main focus of this work is musculoskeletal disorders, mental health, diet and fitness and drugs and alcohol awareness. The promotion of specific health initiatives is timed to coincide with national health campaigns such as smoking cessation and breast cancer awareness.

Promotional materials are distributed through various channels including the company magazine, Intranet sites, Wellbeing Newsletters posters and leaflets. In addition special clinics have been established to support men and women’s health weeks. These events are held to inform and educate employees using internal and external expertise.

The launch in 2009 of our health and safety brand “Health and Safety Matters” provided us with a platform for consistently branded health messages that support our work in employee wellbeing.

Employees who are concerned about their health can self refer to one of the Occupational Health Practitioners for advice. A Confidential Telephone Help Line is available to provide counselling and information on personal, family and legal matters.

Voluntary “Fit for Life” assessments are also carried out at the request of employees. These include; body mass index, blood pressure, body fat, cholesterol, and urinalysis. In 2010 we were again successfully accredited with the Gold "Healthy Working Lives" Award at company level. This acknowledged the work that is done to promote healthy behaviour across ScottishPower, with a focus on healthy eating, supporting staff attendance, mental wellbeing, avoiding accidents at work, and health and the environment.

Annual health surveillance is routinely undertaken for employees with possible work-related exposure to potential health hazards such as noise, hand-arm vibration, skin sensitisers and respiratory sensitisers, or where there are specific vocational fitness requirements such as driving, or working at height. During the consultation employees have the opportunity to discuss any health concerns they may have.

During the first half of 2010 the Occupational Health Team worked closely with business teams to help manage the spread of swine influenza during the pandemic and protect employees and visitors at company sites and field staff. Advising employees on the first day of absence and excluding staff from the workplace to manage contamination was a key focus. In addition, a considerable effort was made to educate and inform staff and visitors on the issues around pandemic influenza.

Energy Networks and Energy Retail have undertaken extensive public safety campaigns including school education programmes. In recent years we have implemented a Child Electrical Safety Education programme, supported Fixed Safety Centres in Flintshire, North Wales and maintained the PowerWise website.

LA8.2 workers with special risks

Risk assessments have been carried out to identify work-related health hazards or fitness requirements. These assessments have been used to develop an Occupational Health Risk Register contained in the Occupational Practice Administration System.

This informs a programme of routine health surveillance for more than 1,700 employees in the Energy Networks, Energy Wholesale and Energy Retail businesses. Health surveillance provides assurance that employees are being protected effectively from exposure to possible work-related health hazards such as noise, hand-arm vibration, skin disorders, respiratory disorders, MSD and psychological problems and can safely undertake work with specific vocational fitness requirements such as driving or working at height.

LA9.1 Agreements with the unions on health and safety

These exist at company and business level. Details at company level are contained within the Company Health & Safety Council (CHSC) Constitution, which was established from 1 January 2008 replacing the previous Company Agreement.

The CHSC is a consultative body set up for the purposes of:

• Considering health, safety and welfare matters that may affect the company, its employees, contractors and members of the public.

• If there are any outstanding issues from the CHSC, it may refer the issues to the Company Consultative & Negotiating Council (CCNC) for further investigation and debate.

At Business level there are a number of Health & Safety Committee (HESAC) meetings, which provide an opportunity for discussions between the company and employees.

Voluntary health assessments are also carried out at the request of employees. These include body mass index, blood pressure, cholesterol, and urinalysis. In 2008 ScottishPower achieved the "Healthy Working Lives Gold Award" at company level and this was successfully retained during 2010.

This acknowledged the work that is done to promote healthy behaviour across the company, with a focus on healthy eating, supporting staff attendance, mental wellbeing, avoiding accidents at work, and health and the environment.

PR1 Product and service safety

In Energy Wholesale we prevent safety risks to the public through a total safety management programme, which includes asset integrity and preventing health risks by ensuring (through continuous monitoring) that we comply with all relevant legislation on emissions to air, land and water.

We employ proactive measures such as bowsing during dry weather conditions to prevent dust blowing from our ash storage lagoons and we undertake other measures, such as noise monitoring, to ensure our plant complies with legislation and does not pose any health risk, or nuisance to local communities

Energy Networks is completing a three-year strategic plan covering the network. The business plan is integral to the development of the Distribution and Transmission network in order to improve safety and quality of service.

Its six key goals include:

• Operating a zero accident culture
• Investing intelligently in the network to maintain the performance and condition of the physical assets and to respond to customer driven growth requirements
• Meeting or exceeding key regulatory performance targets
• Using risk management techniques to safeguard the goals and objectives of the business
• Making continuous improvements
• Ensuring environmental care is a consideration of the asset management activities

The plan also includes:

• The review of substation equipment (transmission and distribution) and security arrangements preventing the public from entering, robust inspection and maintenance regimes
• Regular maintenance and inspection of distribution overhead lines, safety hazard warning signs and anti climbing devices, protection systems, quick response to damage and failure, robust inspection and maintenance regimes
• Transmission overhead lines -security arrangements preventing the public from climbing towers, robust inspection and maintenance regimes

The hazards are numerous and include:

• Electrical safety – warning signs and security measures are in place to prevent access to dangerous equipment
• Climbing hazards – signing and anti climbing devices prevent the public from coming into contact with overhead lines
• Faults – security barriers / fencing preventing the public from entering open excavations
• Network problems, such as damaged or grounded conductors – the Control Centre coordinates emergency responses
• Recreational activities in close proximity to overhead conductors
• Construction activities in close proximity to underground and overhead conductors

Where there are complaints regarding electromagnetic fields, we carry out measurements to identify any issues.

We maintain awareness of any new developments regarding studies into electromagnetic fields.

The company has not identified any installation that does not fulfil legal requirements.

PR2 Total number of incidents of non-compliance with regulations and voluntary codes concerning health and safety impacts of products and services during their life cycle, by type of outcomes

There were no such incidents during 2010. However, we received a fine in relation to an incident that occurred in 2007, reported under indicator PREU9.

PREU16: Policies and requirements regarding health and safety of employees and employees of contractors and subcontractors.

As part of its H&S Governance structure, the company has developed a raft of policies and procedures at company and business level, which aim to ensure, not only continuing legal compliance, but also a drive towards best practice in all levels of its operations. Contractors and subcontractors are expected to comply with ScottishPower requirements and in doing so carry out risk assessments to identify control measures required.

The Scottish Power Health and Safety Policy outlines the company’s general position on employee training and competence and the selection of suitably trained and competent contractors. Training needs are identified through 'training needs assessment' of the individual and/or the tasks to be performed.

Each business area prepares an annual training plan, which identifies the required training for the coming year. HR Development is responsible for providing the training to meet the training plans. This training can either be provided through in-house training on site, at ScottishPower's training centres, or through external providers.

ScottishPower has a comprehensive set of Electrical & Mechanical Operational Authorisations (Safety Rules). Our two dedicated training centres delivered over 17,000 hours of technical and operational training sessions in 2010. The training comprises a variety of initial, repeat and periodic refresher courses.

EU17: Days worked by contractor and subcontractor employees on construction, operation and maintenance activities.

This remains an area for which we cannot provide accurate data for the full year. Based on average monthly figures we employed 18,744 contractors on projects through the year. However, many of these were contracts of short duration.

EU18: Percentage of contractor and subcontractor employees that have undergone relevant health and safety training

As part of our contract tendering process, all applicable companies are required to ensure that all relevant employees have undergone the required level of training. Where a formal authorisation is required to operate on or near our electrical systems, contractor employees may also have to undergo a programme of formalised training and interview to prove competency.

PREU25.1: Number of injuries and fatalities to the public involving company assets, including legal judgments, settlements and pending legal cases of diseases. (Please also include complaints concerning accidents)

Contact with the live network, either through a failure of control mechanisms or through malicious intent resulted in 16 incidents being reported during 2010. All have been relatively minor in consequence and there were no fatal accidents involving members of the public in 2010.

PREU9 Monetary value of significant fines for non-complaince with laws and regulations concerning the provision and use of products and services.

ScottishPower was fined £130,000, in November 2010, for a conviction under the Electricity at Work Regulations 1989 with a causal link to a fatal accident. We were formally acquitted of breach of the Health and Safety at Work Act 1974. The conviction related to the death of a member of the public in Prees, Shropshire, in January 2007, where an LV conductor, had become dislodged in high winds, was whipped into the air by a vehicle and struck and fatally injured a member of the public.

The fine was substantially lower than expected on the basis that:

1. The judge gave full credit of one third on account of cooperation and early plea negotiation

2. The judge considered that the breach was a very narrow offence relating to the failure of a one off wood-to-wood fixing which was a hazard that neither SP nor the HSE had identified

3. The tragic chain of events that led from the wooden block failing to the victim’s death were not foreseeable, but the failure was still a significant contribution to the fatal accident

4. The judge commented that ScottishPower did have a fundamentally sound system in place and that it was a responsible company with no other incidents of this type.