Dr. Elijah
Psychosocial Safety & OSH Compliance
Solution 03 · PRisMA OSH Compliance
System-Level Risk Screening.
Under DOSH PTP Competency.
Defensible, OSH system-level psychosocial-risk assessment — not individual diagnosis.
System-level psychosocial-risk screening under PRisMA 2024 — Stage I (LEO26) and Stage II (EPC23) — conducted personally under official DOSH PTP competency, for Malaysian organisations carrying statutory obligations under OSHA 1994 (as amended 2022). This is preventative, OSH system-level work — it is not clinical psychological assessment. The Stage III controls that follow are delivered as separate, non-clinical workplace resilience training.
The Terms, Once
What These Acronyms Mean
- PRisMA — the DOSH 2024 framework itself: the staged process Malaysian employers follow to assess and manage psychosocial risk
- PRiMA — the intervention side of that framework, and the name of the Action Plan you file. The spelling really is different; it is not a typo
- LEO26 — the Stage I screening instrument, deployed across your work units
- EPC23 — the Stage II employer practice checklist, triggered where Stage I returns a High organisational result
- RICoV — the cut-off values that decide whether each component reads Low, Medium, or High risk
- PTP — Psychosocial Trained Person: the DOSH-certified role permitted to conduct the assessment and sign the report
Before We Talk
Is This Practice a Fit for You?
Engagements work best when several conditions are present. The list below is a self-check — if most of these describe your situation, a scoping conversation will be productive on both sides.
- Currently in, approaching, or behind on a PRisMA cycle Whether starting from zero, mid-cycle, or facing a 12-month re-evaluation, the practice slots into your existing position.
- An active Safety Committee or OSH function A working internal channel for assessment findings, control recommendations, and ongoing governance.
- Preference for a single accountable practitioner across the cycle Rather than separately contracting an assessor and a trainer with the coordination burden that entails.
- Openness to a 30-minute scoping conversation before any proposal The first conversation is diagnostic, not transactional. Scope is shaped to your situation, not pulled from a catalogue.
The Engagement Path
What a Partnership Looks Like
Every engagement runs through the same five phases. The depth at each phase is scoped to your organisation — but the structure stays consistent and matches what DOSH expects.
Scoping Conversation
30 minutes, confidential, no obligation. We map your current compliance position, prior assessment history, work units, headcount, and immediate pressure points.
Stage I Screening
LEO26 deployed across work units. Individual and organisational risk classified against RICoV cut-offs. Output: which components register Low, Medium, or High risk.
Stage II Assessment
Triggered where Stage I returns High organisational status. EPC23 employer practice checklist mapped onto the seven PRiMA intervention themes. Output: prioritised gap analysis and draft Action Plan.
Stage III Controls
Training and capability-building controls designed against your findings. HRD Corp claimable where applicable. Reinforcement and outcome measurement embedded.
12-Month Re-evaluation
Statutory follow-up. LEO26 re-administration, documented control effectiveness, refreshed PRiMA Action Plan for the next cycle.
Three Engagement Shapes
Match Your Situation to the Right Engagement
Some organisations need assessment first. Some have findings already and need controls. Some want the full cycle under one partnership. The three shapes below cover those starting points — the specific scope is set in the scoping conversation.
Statutory Assessment under PRisMA 2024
For organisations whose situation reads like
"We're now exposed under the amended OSHA and we don't have an internal PTP. We need a defensible assessment of our psychosocial-risk position."
Stage I and (where indicated) Stage II conducted personally by a DOSH-certified Psychosocial Trained Person. The work that documents your statutory position and feeds a defensible PRiMA Action Plan.
An engagement at this tier typically includes- Stage I Screening — LEO26 deployed across work units; RICoV classification
- Stage II Assessment — EPC23 employer practice checklist, triggered where Stage I returns High
- Gap analysis mapped onto the seven PRiMA intervention themes
- Draft PRiMA Action Plan with prioritised controls
- Leadership readout and Safety Committee briefing
Full PRisMA Cycle Partnership
For organisations whose situation reads like
"We want one practitioner across the whole cycle — assessment to controls to re-evaluation — without juggling separate providers and handoff loss."
The integrated 12-month engagement. Stages I, II, and III plus the statutory re-evaluation, delivered under one practitioner with continuous methodology. Single contract, single point of contact, single reporting line. Findings flow directly into controls design without translation loss.
An engagement at this tier typically includes- Full Stage I + II assessment with RICoV classification and gap analysis
- Drafted PRiMA Action Plan aligned to the seven intervention themes
- Stage III controls tailored to your assessment findings
- Outcome measurement at baseline and post-intervention
- Reinforcement support for sustained behaviour change
- 12-month re-evaluation with refreshed Action Plan for the next cycle
- Ongoing PTP availability for governance and Safety Committee questions
Targeted Controls for Existing Findings
For organisations whose situation reads like
"We've completed assessment. The findings are sitting. We need controls that actually shift behaviour — and we want to fund them through HRD Corp where possible."
Stage III training and capability-building controls delivered against findings that already exist — whether from our own Stage I/II work or from a prior assessment by another PTP. Programmes designed to satisfy EPC23 items 16 and 20, with reach across the seven intervention themes.
An engagement at this tier typically includes- Findings review and control sequencing
- Programme selection matched to assessment findings
- HRD Corp claimable delivery where applicable
- Outcome baseline with optional re-measure for evidence
- Training documentation for your PRiMA Action Plan records
End-to-End under One Practitioner
Under the Occupational Safety and Health (Amendment) Act 2022, Malaysian employers carry a statutory Duty of Care to manage psychosocial risks. PRisMA 2024 is the DOSH framework for meeting those obligations. This practice covers all three statutory stages.
Hazard Identification
Screening of individual and organisational psychosocial risk across work units. Risk classified against the RICoV cut-offs per LEO26 component.
Instrument: LEO26Risk Assessment
Employer practice checklist deployed where Stage I returns High organisational status. Gaps prioritised across the seven PRiMA intervention themes for the Action Plan.
Instrument: EPC23Risk Control & Training
Capability-building interventions delivered across the seven themes — particularly EPC23 items 16 (awareness) and 20 (training adequacy) — claimable under HRD Corp for levy-paying employers.
Delivery: HRD Corp Accredited TrainerWhy Organisations Choose This Practice
Credentials & Statutory Standing
Statutory accreditation, recognised frameworks, and measurable outcomes — anchored in published research and lived practice.
What This Practice Does — and What It Does Not
Full statutory PRisMA cycle, under one practice. Stage I (LEO26) and Stage II (EPC23) statutory assessment is conducted by a DOSH-certified Psychosocial Trained Person — the named practitioner on your report. The Stage III controls that follow are designed and delivered by the same practitioner, as an HRD Corp Accredited Trainer, working directly from those findings — without the methodology drift that comes from running separate assessment and training providers. The 12-month statutory re-evaluation continues under the same PTP framework, preserving methodology continuity from cycle to cycle.
Training interventions, not clinical care. All Stage III programmes are organisational interventions. They do not constitute clinical assessment, psychological therapy, or medical treatment. Participants identified as needing clinical support are signposted to qualified providers.
Data handling under PDPA 2010. Employee psychosocial data collected under any phase of the cycle is processed under the Personal Data Protection Act 2010 (Section 5: Seven Personal Data Protection Principles). Data is held by ECS Training & Consultancy Sdn. Bhd. as data user. Cohort reporting is de-identified; individual results are not disclosed to leadership without explicit consent.
Resilience is not the absence of pressure.
It is the architecture of how you respond to it.
Dr. Elijah Ting · Workplace Resilience
Workplace Resilience Training
Proactive, HRD Corp claimable, non-clinical training built on the PR6 model by Hello Driven — distinct from statutory PRisMA assessment, and runnable at any time.
The First Conversation
Book a 30-Minute Scoping Call
Confidential. No obligation. The purpose is diagnostic — to understand your situation, map it against the right engagement shape, and only then discuss what a proposal would look like.
- Current compliance position — where you are in the PRisMA cycle, if anywhere
- Prior assessment history — your own LEO26/EPC23 or another PTP's, if any
- Headcount, work units, and language mix across the organisation
- Immediate pressure points and the timeline you are working against
- Safety Committee maturity and existing OSH governance
- HRD Corp position and how levy claimability fits the engagement
- Initial recommendation on which engagement shape is the best fit
Prefer to start by email? Send a short note with your organisation, headcount, and current PRisMA position.
Or direct: [email protected]