January 2011

Examiners Report

NEBOSH International Diploma in Occupational Health and Safety (Unit IA)

2011 NEBOSH, Dominus Way, Meridian Business Park, Leicester LE19 1QW tel: 0116 263 4700 fax: 0116 282 4000 email: info@nebosh.org.uk website: www.nebosh.org.uk The National Examination Board in Occupational Safety and Health is a registered charity, number 1010444 T(s):exrpts/J/J-A 1101 EXTERNAL DW/DA/REW

Examiners Report NEBOSH INTERNATIONAL DIPLOMA IN OCCUPATIONAL HEALTH AND SAFETY

Unit IA: International management of health and safety

JANUARY 2011

CONTENTS Introduction 2 General comments 3 Comments on individual questions 4

2 EXTERNAL

Introduction NEBOSH (The National Examination Board in Occupational Safety and Health) was formed in 1979 as an independent examining board and awarding body with charitable status. We offer a comprehensive range of globally-recognised, vocationally-related qualifications designed to meet the health, safety, environmental and risk management needs of all places of work in both the private and public sectors. Courses leading to NEBOSH qualifications attract over 25,000 candidates annually and are offered by over 400 course providers in 65 countries around the world. Our qualifications are recognised by the relevant professional membership bodies including the Institution of Occupational Safety and Health (IOSH) and the International Institute of Risk and Safety Management (IIRSM). NEBOSH is an awarding body to be recognised and regulated by the UK regulatory authorities: The Office of the Qualifications and Examinations Regulator (Ofqual) in England The Department for Children, Education, Lifelong Learning and Skills (DCELLS) in Wales The Council for the Curriculum, Examinations and Assessment (CCEA) in Northern Ireland The Scottish Qualifications Authority (SQA) in Scotland NEBOSH follows the GCSE, GCE, VCE, GNVQ and AEA Code of Practice 2007/8 published by the regulatory authorities in relation to examination setting and marking (available at the Ofqual website www.ofqual.gov.uk). While not obliged to adhere to this code, NEBOSH regards it as best practice to do so. Candidates scripts are marked by a team of Examiners appointed by NEBOSH on the basis of their qualifications and experience. The standard of the qualification is determined by NEBOSH, which is overseen by the NEBOSH Council comprising nominees from, amongst others, the Health and Safety Executive (HSE), the Confederation of British Industry (CBI), the Trades Union Congress (TUC) and the Institution of Occupational Safety and Health (IOSH). Representatives of course providers, from both the public and private sectors, are elected to the NEBOSH Council. This report on the Examination provides information on the performance of candidates which it is hoped will be useful to candidates and tutors in preparation for future examinations. It is intended to be constructive and informative and to promote better understanding of the syllabus content and the application of assessment criteria. NEBOSH 2011 Any enquiries about this report publication should be addressed to: NEBOSH Dominus Way Meridian Business Park Leicester LE10 1QW Tel: 0116 263 4700 Fax: 0116 282 4000 Email: info@nebosh.org.uk

3 EXTERNAL

General comments

Many candidates are well prepared for this unit assessment and provide comprehensive and relevant answers in response to the demands of the question paper. This includes the ability to demonstrate understanding of knowledge by applying it to workplace situations.

There are always some candidates, however, who appear to be unprepared for the unit assessment and who show both a lack of knowledge of the syllabus content and a lack of understanding of how key concepts should be applied to workplace situations.

In order to meet the pass standard for this assessment, acquisition of knowledge and understanding across the syllabus are prerequisites. However, candidates need to demonstrate their knowledge and understanding in answering the questions set. Referral of candidates in this unit is invariably because they are unable to write a full, well-informed answer to the question asked.

Some candidates find it difficult to relate their learning to the questions and as a result offer responses reliant on recalled knowledge and conjecture and fail to demonstrate any degree of understanding. Candidates should prepare themselves for this vocational examination by ensuring their understanding, not rote-learning pre-prepared answers.

Common pitfalls

It is recognised that many candidates are well prepared for their assessments. However, recurrent issues, as outlined below, continue to prevent some candidates reaching their full potential in the assessment.

Many candidates fail to apply the basic principles of examination technique and for some candidates this means the difference between a pass and a referral.

In some instances, candidates are failing because they do not attempt all the required questions or are failing to provide complete answers. Candidates are advised to always attempt an answer to a compulsory question, even when the mind goes blank. Applying basic health and safety management principles can generate credit worthy points.

Some candidates fail to answer the question set and instead provide information that may be relevant to the topic but is irrelevant to the question and cannot therefore be awarded marks.

Many candidates fail to apply the command words (also known as action verbs, eg describe, outline, etc). Command words are the instructions that guide the candidate on the depth of answer required. If, for instance, a question asks the candidate to describe something, then few marks will be awarded to an answer that is an outline.

Some candidates fail to separate their answers into the different sub-sections of the questions. These candidates could gain marks for the different sections if they clearly indicated which part of the question they were answering (by using the numbering from the question in their answer, for example). Structuring their answers to address the different parts of the question can also help in logically drawing out the points to be made in response.

Candidates need to plan their time effectively. Some candidates fail to make good use of their time and give excessive detail in some answers leaving insufficient time to address all of the questions.

Candidates should also be aware that Examiners cannot award marks if handwriting is illegible.

The International Diploma in Health and Safety is taught and examined in English. Candidates are therefore expected to have a good command of both written and spoken English including technical and scientific vocabulary. The recommended standard expected of candidates is equivalent to the International English Language Testing System (IELTS) level 7 (very good user). It is evident from a number of scripts that there are candidates attempting the examination without the necessary English language skills.

More information on the IELTS standards can be found at www.ielts.org

4 EXTERNAL

UNIT IA International management of health and safety

Question 1 (a) Giving reasons in EACH case, identify FIVE persons` who

could be interviewed to provide information for an investigation into a workplace accident. (5)

(b) Outline the issues to consider when preparing the accident

investigation interviews for workers from within the organisation. (5) In answer to part (a), candidates were expected to identify five persons who could be interviewed and would be able to provide information for the investigation of a workplace accident. They were also expected to give reasons for their choice. They could have chosen from potential interviewees such as the injured person who would be able to relate what happened; an eye witness or the first person on the scene who might have observed what happened; the first aid person who attended to the injured party at the scene of the accident with respect to the injuries received; the injured persons manager and/or supervisor who would have knowledge of the process involved, the existing safe systems of work, the procedures that should have been followed and the training and instruction that had been given to the victim; a technical expert with specialist knowledge of the process or machine involved; a Trade Union representative who would have knowledge of any previous complaints or incidents associated with the machine or process; and the safety advisor who would be fully briefed on the systems of work that should have been followed and any possible breaches of the legislation. Most candidates were able to identify at least four of the five persons required though some failed to gain marks because they did not give reasons for their choice. For part (b), one of the important issues to be considered would be the need to carry out the investigation interviews as soon as possible after the event though it may be necessary to postpone the process if the witness is injured or in shock. A suitable date would have to be provided taking into account the availability of the people to be called since shift patterns might have a part to play. That done, the next step would be to identify the interviewers, to consider where the interviews would be held and how they would be recorded whether by tape recorder, by dictaphone or hand written and to gather together any relevant documentation such as risk assessments or training records. It would also be important to bear in mind the requirements of employment law and trade union issues such as employee rights, the right to be accompanied or to have legal representation. Finally consideration would have to be given to the format and distribution of the final accident report and how the information gathered might be used to introduce measures to prevent a recurrence or as a possible defence in any possible prosecution or civil law suit. Many candidates struggled in answering this part of the question and it appeared that they had not read it with sufficient care outlining how they would conduct rather than how they would prepare for the interview.

Section A all questions compulsory

5 EXTERNAL

Question 2 Outline ways in which a health and safety practitioner could evaluate and

develop their own competence. (10) Health and safety practitioners might evaluate their own practice in a number of ways including measuring the effects of changes and developments they have introduced and implemented in their organisations; by setting personal objectives and targets and assessing their performance against them; by reviewing failures or unsuccessful attempts to produce change; by benchmarking their practice against that of other practitioners and against good practice case studies or information; by seeking advice from other competent professionals; by seeking feedback from others in the organisation and as part of the annual appraisal of their performance by senior management. They may develop their practice by augmenting their core knowledge and competence in obtaining a recognised professional qualification; by keeping up to date by undertaking training in relevant areas; by participating in continuing professional development schemes; by ensuring they have access to suitable information sources to maintain the currency of their knowledge and good practice; by networking with their peers at safety groups and conferences; by seeking advice from other competent practitioners and consultants and by initiating and following a personal development plan. This question was not well answered with some candidates suggesting how the health and safety practitioner could evaluate and develop the organisations performance rather than their own.

Question 3 Outline, with appropriate examples, the key features of the following risk

management concepts: (a) risk avoidance; (2) (b) risk reduction; (2) (c) risk transfer; (3) (d) risk retention. (3)

Risk avoidance involves taking active steps to avoid or eliminate risk for example by discontinuing the process, avoiding the activity or eliminating a hazardous substance. Risk reduction involves evaluating the risks and developing risk reduction strategies. It requires the organisation to define an acceptable level of risk control to be achieved which could be by the use of safety/risk management systems or the use of a hierarchy of control measures. Risk transfer involves transferring risk to other parties but paying a premium for this for example by the use of insurance; the use of contractors to undertake certain works; the use of third parties for business interruption recovery planning or outsourcing a process or processes. Risk retention involves accepting a level of risk within the organisation along with a decision to fund losses internally. It could involve risk retention with knowledge where the risk has been recognised and evaluated or risk retention without knowledge where the risk has not been identified - obviously an unfavourable position for the organisation to be in.

6 EXTERNAL

There were some good answers provided for parts (a) and (c) of the question but those for part (b) were not to the same standard with many candidates making vague references to risk assessments whilst others neglected to provide the required examples.

Question 4 (a) Outline the site operator requirements for emergency planning

and procedures within the International Labour Organisation Convention C174 Prevention of Major Industrial Accidents 1993. (6)

(b) As part of the on-site emergency planning process, a large

manufacturing site intends to provide information to the external emergency services.

Outline the types of information that the site should consider providing to the ambulance service. (4)

Under the ILOs convention C174 on the subject of the Prevention of Major Industrial Accidents, the site operator is required to: identify major hazards and assess their potential outcomes; prepare written site emergency plans and procedures; draw up emergency medical procedures; carry out periodic testing and evaluation of the effectiveness of the emergency plans and introduce any revisions to the plans shown by the evaluation to be necessary; include reference in the plan to the protection of the public and the environment outside the site following consultation with the authorities and communities concerned and submit the emergency plans to the responsible authorities. Those candidates who did not do so well in answering this part of the question outlined the contents of a plan rather than dealing with the generality of emergency planning. In answering part (b), candidates were expected to outline types of information such as the location of the site and its various access points; details of the main hazards on site such as fire, explosion or toxic release; details of any hazardous chemicals used and stored; the number of personnel on site both in daytime and at night; plans showing the layout of the site; the location of any emergency control centre; the identity and contact details of key personnel; details of the establishments medical personnel and facilities together with details of any specific medical conditions of workers and particularly information relating to those known to be vulnerable; and any other information necessary to enable the ambulance service to carry out a risk assessment for its own personnel. Answers were generally better than those provided for the first part of the question, though for some unexplained reason, a few candidates described the information that they would need to give to the fire service.

Question 5 Outline, with examples, the benefits and limitations of: (a) prescriptive legislation; (5) (b) goal setting legislation. (5)

The wording of the question provided signposts on how best to structure the answer and candidates were expected to provide answers dealing with the benefits and limitations of each type of legislation in turn.

7 EXTERNAL

The benefits of prescriptive legislation are that its requirements are clear and easy to apply, it provides a level playing field for all, it is not difficult to enforce and does not require a high level of expertise. Its limitations are that it is inflexible, may be inappropriate in some circumstances by requiring too high or too low a standard, it does not take account of local risks, may need frequent revision to keep up with changes in technology and knowledge and it stifles innovation. The benefits of goal-setting legislation are that it has more flexibility in the way compliance may be achieved, it is related to actual risk and can apply to a wide variety of workplaces and it is less likely to become out of date. These are countered by the fact that it may be open to wide interpretation and the duties it lays and the standards it requires may be unclear until tested in courts of law. As a result it may be more difficult to enforce and may require a higher level of expertise to achieve compliance. Some candidates did not attempt to answer this question but those who did provided responses to a reasonable standard though there was the occasional confusion between the two types of legislation.

Question 6 (a) Give the meaning of the term motivation. (2) (b) Outline, with an example in EACH case, how workers can be

motivated to behave in a positive way. (8) In answering part (a) of the question, candidates could have suggested that motivation is a driving force or incentive which persuades people to behave in a certain way and to do something willingly. There were few adequate meanings given for the term. A prime factor in motivating workers to behave in a positive way is the attitude of management who should show commitment, lead by example, involve and communicate with the workers and give them praise, recognition and encouragement where this is appropriate. Other motivational factors include job satisfaction where sufficient time is allowed to carry out a particular activity, where the right equipment is available and the working environment including welfare facilities is to a good standard and where there is positive peer pressure to attain certain goals. Reward and incentive schemes together with safety campaigns have a part to play and individuals are inclined to react more positively when they are told what particular desired behaviour is expected of them and when this is facilitated in such a way as to make it easy to attain. Finally, in certain cases, discipline may prove to be a powerful motivational tool. The question as a whole caused problems for most candidates. Only a few referred to the influence of peer pressure and the importance of safety campaigns.

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Question 7 (a) Outline the principles, application and limitations of Event Tree Analysis as a risk assessment technique. (6)

(b) A mainframe computer suite has a protective system to limit the

effects of fire. The system comprises a smoke detector connected by a power supply to a mechanism for releasing extinguishing gas. It has been estimated that a fire will occur once every 5 years (f=0.2/year). Reliability data for the system components are as follows:

Component Reliability Detector 0.90 Power supply 0.99 Extinguishing gas release mechanism 0.95 (i) Construct an event tree for the above scenario to

calculate the frequency of an uncontrolled fire in the computer suite. (10)

(ii) Suggest ways in which the reliability of the system could be improved. (4)

Event Tree Analysis is based upon binary logic for example whether an event happens or does not or whether a component succeeds or fails. It is often used to estimate the likelihood of success or failure of safety systems or to assess particular outcomes from an undesired event. It starts with the initiating event and ends with the probability of a situation being controlled or not. It is limited by the lack of knowledge of component reliability and other data and since it considers only two possibilities success or failure it does not take into account partial downgrade (ie limited success). This part of the question was generally poorly answered and more detail was required on the principles, applications and limitations of Event Tree Analysis to obtain the marks available. For part (b), candidates were asked to construct an event tree for the scenario described in the question. An acceptable answer would have been:

0.1

0.9

0.99

0.01 0.05

0.95

f=0.2/yr

Fire

0.2 x 0.1 = 0.02

0.2 x 0.9 x 0.01 =0.002

0.2 x 0.9 x 0.99 x 0.05 = 0.009

p (failure) = 0.009 + 0.002 + 0.02 = 0.031 per year f = once every 32 yrs

p (success) = 0.2 - 0.031 = 0.169SUCCESS

FAILURE

detector power gas

Section B three from five questions to be attempted

9 EXTERNAL

Marks were awarded for the general construction of the tree; for calculations of failure rates from component reliability data; for calculation of system failure rate from individual failure rates; and for conversion of failure rate per year to failure every X years which in this case was once in every thirty two years. Those who attempted the question were generally able to construct the event tree but failed to gain maximum marks because they often neglected to show their calculations to indicate how they had arrived at the answer. In answering part (c), candidates could have suggested ways such as choosing more reliable components; using components in parallel, for example since the detector was the least reliable component, by increasing its number; or by installing a second independent but parallel system.

Question 8 (a) Explain the objectives of: (i) active health and safety monitoring; (5)

(ii) reactive health and safety monitoring. (5) (b) Outline FIVE active health and safety monitoring methods. (5) (c) Outline FIVE reactive health and safety monitoring methods. (5)

In answering part (a) of the question, candidates should have explained that the objective of active monitoring is to give an overview of the strategies currently in place to control risk and to provide information on how the system operates in practice. It can thus identify risks of accidents, injuries, ill-health and loss and by ensuring appropriate health and safety systems and procedures are in place, allows the initiative to be taken before things go wrong. The objective of reactive monitoring is to measure historic performance by looking at events that have occurred and by identifying the consequences of a hazard and the cause of failure, to establish what systems and procedures can and should be put in place to prevent a recurrence. It also provides data which may be used to assess and compare trends over time. Both active and reactive monitoring may be used to measure legal compliance or non-compliance and by providing a basis for continual improvement may demonstrate commitment on the part of management and improve the morale of the workforce. In answering part (b) of the question, candidates could have selected from a number of active monitoring methods including safety inspections, safety surveys, audits, sampling, environmental monitoring, health surveillance and benchmarking. However, simply naming the various methods was not sufficient to gain the marks available and they should have been aware of the command word outline which requires additional detail to be provided. This should have indicated the role of the chosen methods such as, for example, that safety inspections are regular and scheduled activities identifying existing conditions and comparing them with agreed performance objectives, while an audit involves a comprehensive and often an independent examination of all aspects of an organisations health and safety performance against stated objectives.

10 EXTERNAL

Reactive monitoring methods include amongst others accident investigation, the investigation of near miss incidents, ill-health reports, enforcement action and the number of civil claims, property damage, complaints from workers, and the costs to the employer that might be revealed through using these methods. As in the case of active monitoring methods, further detail needed to be provided, such as using the investigation of accidents to determine their root causes and indicate why the standard of performance was sub-standard and a study of the action taken by the enforcement authorities together with the number of civil claims to point to specific breaches of legislation and to indicate the need for improvements to be made in the management of health and safety. While this was a popular question, it was not well answered, particularly part (a), where most found it difficult to explain the objectives of both types of monitoring but rather explained how they were normally carried out. This meant that they had to repeat themselves in answering the second part of the question. Answers to part (b), however, were to a better standard but in a number of cases insufficient detail was provided to satisfy the outline command.

Question 9 (a) In relation to the improvement of health and safety within

companies, describe what is meant by: (i) corporate probation; (2)

(ii) adverse publicity orders; (2)

(iii) punitive damages. (3) (b) Outline how the International Labour Organisation can influence

health and safety standards in different countries. (7) (c) Outline how legislation may improve health and safety. (6)

In answering part (a) of the question, candidates could have described corporate probation as a supervision order imposed by a court on a company that has committed a criminal offence. When applied to a health and safety offence, the order might require the company, for example, to review its safety policy or its health and safety procedures, initiate a training programme for its directors and senior management or reduce the number of its accidents. Its aim is to instigate a change in the organisations culture under the supervision of the court. The intention of an adverse publicity order would be to publicise the failings of an organisation and, through the process of naming and shaming it to a specific group of people or the general public, seek to change its conduct through public perception. An adverse publicity order may require the company to make a public statement and to change its approach to the management of health and safety. Punitive damages are damages which are over and above those awarded to compensate the plaintiff, but are designed to reform or deter the defendant and similar persons from pursuing a course of action such as that which damaged the plaintiff and, as well as being a deterrent, are also intended as a punishment for wilful and malicious conduct.

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In answering part (b) on the mechanisms by which the International Labour Organisation (ILO) can influence health and safety standards in different countries, candidates were expected to refer to matters such as the development of international labour standards through conventions supplemented by recommendations containing additional or more detailed provisions; the ratification of the conventions by member states which commits them to apply the terms of the convention in national law and practice; the requirement for member states to submit reports to the ILO detailing their compliance with the obligations of the conventions they have ratified; the initiation of representation and complaint procedures against countries for violation of a convention they have ratified; the provision of technical assistance to member states where this is seen to be necessary and indirectly through the pressure applied internationally on non participating countries to adopt ILO standards. Good answers to the last part of the question might initially have referred to the two types of legislation, namely prescriptive and goal setting. Whilst the former provides specific advice together with rules to follow, the latter sets objectives to be achieved and provides advice and guidance in accompanying codes of practice and guidance. They both, however, set minimum standards for the management of health and safety in the workplace, and these standards are enforced by the regulator by means of visits by trained and qualified inspectors who identify those situations where the current standards do not equate to those required by the legislation and accordingly ensure that the appropriate punishment is applied. The legislation should apply to all workplaces, creating a level playing field, and compliance by the employer should secure a reduction in cases of injury and occupational illness. Most candidates attempted this question and while parts (a) and (b) attracted answers to a reasonable standard, those for part (c) were limited with many candidates merely listing the specific requirements of various pieces of legislation without indicating how they might secure an improvement in standards of health and safety.

Question 10 (a) Outline the meaning of skill based, rule based AND

knowledge based behaviour. (6) (b) With reference to practical examples or actual incidents, explain

how EACH of these types of operating behaviour can cause human error AND, in EACH case, explain how human error can be prevented. (14)

In answering part (a) of the question, candidates should have outlined that skill based behaviour involves a low level, pre-programmed sequence of actions where workers carry out routine operations, often as though they were on automatic pilot. Rule-based behaviour involves actions based on recognising patterns or situations and then selecting actions based on a learned set of rules. Finally, knowledge-based behaviour is involved at the higher problem solving level, when there are no set rules and a decision on the appropriate action to be taken is based on knowledge of the system. This part of the question was poorly answered with a number of candidates confusing skill based with rule base behaviour.

12 EXTERNAL

For part (b), an explanation was required of how the three types of operating behaviour might give rise to human error and how such errors could be prevented. In the case of skill-based behaviour, errors may arise if a similar routine is incorrectly selected, if there is interruption or inattention causing a stage in the operation to be omitted or repeated or if checks are not carried out to verify that the correct routine has been selected. Preventive measures would be directed at designing routines and controls so that they are distinct from each other, using feedback signals to warn when the wrong course of action is being taken, allowing adequate work breaks or job rotation to maintain attention and introducing training, competence assessment and a high level of supervision. Signals passed at danger on the railway are often a result of skill-based errors while incidents that could have been quoted include Bhopal, Seveso and Chernobyl. As for rule-based behaviour, errors may occur where, for example, the diagnosis is based only on previous experience or where sufficient training has not been given to enable workers to make an accurate diagnosis, where there is a tendency to apply the usual rule or solution even if it is inappropriate or where simply there is a failure to remember the rule that should be applied. Preventive measures include clear presentation of information, simple and easy to follow rule sets, systems designed to highlight infrequent or unusual events and the provision of training and competence assessment. Examples could have included the Kegworth air crash, Piper Alpha or Three Mile Island. In the case of knowledge-based behaviour errors will occur if there is a lack of knowledge or inadequate understanding of the system, if there is insufficient time to carry out a proper diagnosis and if the problem is not properly thought through or evidence is ignored. Preventive measures would again involve training particularly in risk and hazard assessment, the provision of adequate resources in terms of information and time and the use of supervision and checking systems such as group or peer review. Flixborough and Port Ramsgate provide examples of this type of error. Some candidates went into great detail on the subject of human error but then found it difficult to relate the error to the different types of behaviour. It was rare for practical examples to be given but when they were, they were often irrelevant.

Question 11 (a) Give the meaning of the term health and safety culture. (2) (b) Outline the role of an organisation in the development of a

positive health and safety culture. (12) (c) Identify ways of measuring the effectiveness of a health and

safety culture. (6) For part (a), many candidates were able to give the meaning of the term health and safety culture by referring to the shared perceptions, beliefs, attitudes and behaviour patterns and values that members of an organisation have in the area of health and safety. An important role for the organisation in the development of a positive health and safety culture would be to demonstrate leadership and commitment from the top which would include the development and implementation of a health and safety policy, identifying and allocating key health and safety responsibilities and ensuring both that adequate resources are provided for health and safety but that also it is given the same importance as other objectives such as production and quality. This should then lead to the completion of the necessary risk assessments, the introduction of safe systems of work and the provision of training for the workforce. During this process communication and consultation with the workforce will be of paramount importance.

13 EXTERNAL

Once the systems are in place, it will be imperative that their effectiveness is monitored on a regular basis and that any deficiencies are seen to be rectified in as short a time as practicable. If there was a failure in answering this part of the question it was again that insufficient detail was given for an outline. In answer to part (c), candidates were expected to identify ways of measuring the effectiveness of a health and safety culture through the assessment of records such as those of accidents and/or incidents together with the findings of any investigations that were carried out; cases of ill-health; staff turnover and sickness absenteeism; the effectiveness of communication with the workforce and any complaints received on the subject of working conditions. The organisation might also make use of surveys, value questionnaires on the subject of health and safety, appraisal interviews and/or simply by observing the behaviour and commitment of the workforce. Many candidates found difficulty in answering this part of the question with some unable to suggest only the numbers of accidents and incidents that had occurred.

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telephone +44 (0)116 2634700fax +44 (0)116 2824000email info@nebosh.org.ukwww.nebosh.org.uk

Examiners Report Jan 11 Unit IA FPJ-UNIT IA 11~01 finalExaminers Report July 08 Unit A BP