To support its targeted prevention programme, the institution has a functional infrastructure and financial resources for consumables.

Relevant consumables include office equipment, transport for field staff, laboratory equipment and other, related expenses.

The institution has an appropriate human resources policy to support its prevention programme.

A sound human resources policy will define the technical, legal and social competences required to conduct a successful prevention programme, address the need for qualification of existing staff (through training), identify knowledge gaps within the institution that may be compensated for through recruitment of external experts, and allocate adequate staff to the prevention department.

The institution provides a sustainable financial basis for setting up a successful and effective prevention programme. The board and management take the necessary decisions to provide the required financial resources.

The board defines a prevention strategy to provide both internal and external guidance.

The social security institution must have the necessary internal structures and resources to conduct prevention programmes. This includes appropriate staff qualifications and competences, clear understanding of important prevention principles, sufficient financial resources to ensure the necessary human resources, the necessary infrastructure to deliver prevention services, a reliable database and the means to identify all possible target groups.

In establishing a framework for prevention, the institution ensures the full participation of social partners and competent state authorities from the outset.

Positive communication at this level is essential in order to gain acceptance and support. These stakeholders must be kept informed and involved from the very beginning and throughout the process.

The institution assigns responsibility for conducting a prevention programme to a dedicated prevention department.

The institution conducts a thorough analysis of the national legal framework, including safety and health regulations, in order to identify its role in prevention and develop prevention activities in line with current legislation. If no legal mandate to carry out prevention services exists, the institution initiates a process to provide an adequate legal prevention framework. The same is valid for the recognition of occupational diseases.

Any social security institution planning to set up or improve prevention services, as recommended, should first undertake a thorough analysis of the existing legal and institutional national framework for prevention activities.

This part of the Guidelines is concerned with establishing the national and institutional frameworks for the prevention programme to be conducted by a social security institution.