1. Chapter 13 Worker Selection and Training Criteria

2. Worker Selection: n Purpose: Right worker for right job

3. Worker Screening: The goal of worker screening is to n Identify high risk people. –Identify previous musculoskeletal problems (CTS, LBP) –identify low fitness individuals

4. Worker Screening: Screening should include: n History and Physical Examination – Identification of present health problems. –Implementationof appropriate treatment.

5. Worker Screening: All screening devices should be evaluated for: n Accurate (validity of identification) n Sensitive (identifies those who will develop disease or injury) n Specific (identifies those who will not develop disease or injury) n Predictive (identifies who is REALLY at risk)

6. According to Tsai, et. al., (1992) n Risk of Low Back Pain greater among – smokers, – overweight, – those in physically demanding jobs

7. According to Scheer et al (1997) n Inclusion of a preventive conditioning program at work may be useful to reduce the chance of recurrent work disabilities n Companies willing to make an investment in worker fitness programs can generally recover the associated expenses by lessening the workers’ compensation costs. Reference #3940

8. Recommendations generated by Tai et al to reduce risk n 1. Injury prevention program. n 2. Employee education. n 3. Increased attention to ergonomics. n 4. Medical counseling. n 5. Support for personal fitness programs. n 6. Workplace smoking cessation. n 7. Weight reduction programs.

9. Job fitness programs n Stretching programs n Wellness education n Benefits n Examples

10. Prescreening Considerations: n Anthropometry n Range of motion n Muscle strength n General fitness

11. Criteria for Physical Assessment in Worker Selection: n 1. Is it safe to administer? n 2. Does it give reliable, quantitative values? n 3. Is it related to specific job requirements? n 4. Is it practical? n 5. Does it predict risk of future injury or illness?

12. Quantitative Testing? Quantitative Testing? n 1. Hardware flexible for diversity. n 2. Minimal administration time. n 3. Minimal time for instruction and learning. n Cost-benefit analysis????

13. Match the person to the job: n Administrative controls –Worker rotation – Work-rest cycling

14. Safety training programs n Job specific n Follow through – Incentives – Feed-back n Adjunct tools – Back belts – Back alerts

15. Preemployment Training n Minimizing risk – Use of tools

16. Preemployment Training n Minimizing risk – Use of tools – Safety in lifting » risks of unskilled lifting. » basic biomechanics of lifting. » effects of lifting on the body. » awareness of body’s strengths and weaknesses. » avoiding the unexpected.

17. Implementing an Ergonomics Program 1. Management responsibility: n Overall coordination n Program execution

18. Implementing an Ergonomics Program 2. Written policy and plan: n Identify organizational structure n Outline program goals n Provide a timetable for achieving them.

19. Implementing an Ergonomics Program 3. Ergonomics team: n Safety/medical n Engineering n Operations management n Union representatives n Other (maintenance, production employees, purchasing, etc.)

20. Implementing an Ergonomics Program 4. Employee involvement: n Suggestion/complaint systems n Interviews with individuals when job evaluations are made n Employee surveys n Department-level ergonomics teams n Small group discussions when certain jobs are being addressed

21. TrainingTraining n 1. Principles of ergonomics and cumulative trauma. n 2. Employee work methods. n 3. Employee information on cumulative trauma (specific).

22. CommunicationsCommunications n 1. With employees. n 2. Within a facility. n 3. Between company facilities.

23. Identifying Jobs at Risk 1. Job evaluations. n Visual walk-throughs n Job-by-job checklists n Video analysis of selected jobs n Formal job analysis – methods analysis – measurement of risk factors – detailed ergonomics evaluations

24. Identifying Jobs at Risk 2. Questionnaires and surveys. n Experience with problems. n Where they feel improvement is needed.

25. Identifying Jobs at Risk 3. Personnel data analysis. n High turnover. n Entry level.

26. Making Job Improvements n 1. Short range n 2. Long range n 3. Brainstorming n 4. Tracking system

27. Medical Management n 1. Early recognition. n 2. Systematic evaluation and referral n 3. Conservative treatment and follow-up.

28. Monitoring Progress n 1. Injury illness trends n 2. Ergonomics log

29. Monitoring Progress 3. Special studies n Pre and post job analysis n Employee survey results n Worker compensation costs n Turnover and absenteeism n Quality and productivity

30. Monitoring Progress n 4. Management review