Development Office for the following functions:
Keeping training statistics comprised of information received from the
service unit ergonomics teams
Maintaining rosters of key trainers throughout
Accumulating statistics on course evaluations
Providing periodic progress reports on ergonomics training and education
In addition, STDO coordinates all training activities associated with
the job-specific training carried out by key trainers/certified workstation
consultants. This includes, but is not limited to, providing classroom
space and equipment, scheduling classes, notifying staff of training
sessions, keeping records of attendance, including course descriptions,
objectives, and eligibility requirements in the STDO course catalogs, and
announcing dates of courses in the STDO calendars. STDO is not responsible
for developing course content.
TRAINING AND EDUCATION
The purpose of training and education is to ensure that employees are
sufficiently informed about the ergonomic hazards to which they may be
exposed, in order to participate actively in their own protection. It also
reinforces ergonomic safety as a priority of the institution, and gives
employees a clear picture of what they can expect from an ergonomics
program. Effective training and education is essential to the success of
the ergonomics program, and is a continuous process.
Coordination of Scheduling and Data Collection
Centralized data on the training program is kept in order to promote
adequate levels of participation among service units, and to coordinate the
parts of the program that require cooperation.
The Staff Training and Development Office gathers information from
the service unit ergonomics teams, coordinates training by key trainers,
and provides data about ergonomics training throughout the. These
responsibilities include:
service unit ergonomics teams.
Maintaining rosters of key trainers throughout the.
Accumulating statistics on course evaluations.
Providing periodic progress reports on the training and education program.
Scheduling classes and coordinating support materials.
Types of Training.
The training program prepares participants for the different roles they
play in the ergonomics. There are seven types of training listed below.
1. Training for Service Unit Ergonomics Teams: The service unit ergonomics
teams are responsible for implementing and maintaining the Workplace
Ergonomics Program at the service unit level. The teams are trained by
outside consultants.
2. Training for Key Trainers, (staff devoted to training employees in job-
specific principles of ergonomics). These key trainers will be
certified by outside consultants to conduct classes, perform workstation
consultations, and to recommend modifications. They are responsible for
training employees in any service unit in addition to performing their
regular duties.
3. General Orientation: Service unit ergonomics teams, in cooperation with
Facility Design and Construction, Health Services Office and Safety
Services, provide an introduction to the general principles of ergonomics
and to the Workplace Ergonomics Program in general orientation sessions.
All employees are required to take General Training or its equivalent.
New staff receives general training during new staff orientation. Other
staff will be scheduled to receive general training in a lecture setting.
4. Job-Specific Training: Every employee (new, old, reassigned) is taught
how to use tools and equipment for maximum efficiency and ergonomic
comfort, and is responsible for using safe work practices on the job.
Training for commonly used tools and equipment (e.g., video display
terminals) takes place in the classroom with interactive teaching methods
(student participation and practice.) Safety practices for tools and
equipment that are unique to a work area are demonstrated on the job by
supervisors. Trainees are expected to actively participate in their own
protection by performing self-assessment of their work habits and
implementing basic changes in their work areas.
5. Management Briefing: Managers are responsible for supporting the
Workplace Ergonomics Program in their areas. Division chiefs, directors,
service unit heads, and some administrative officers will attend
briefings by their service unit ergonomics team, with possible input from
key trainers.
6. Training for Supervisors: Supervisors ensure that employees follow safe
work practices and receive appropriate training to do so. They must
therefore attend the job-specific training for the positions they
supervise. In addition, supervisors need briefings similar to those
provided for managers in order to gain a complete understanding of their
responsibilities.
7. Support Training: All support offices have a responsibility to keep
ergonomic knowledges and skills current and to apply ergonomic
principles in performing their duties. Appropriate technical training
should be provided for support staff on an as-needed basis.
Evaluation.
The WEPCC will develop evaluation mechanisms for training courses.
SURVEILLANCE
The purpose of health and job risk factor surveillance is to provide
an ongoing systematic method of identifying and evaluating cumulative
trauma disorders (CTDs) and workplace ergonomic risk factors; and to
monitor trends in their occurrences in specific areas, over time and
between locations. The information developed in the process is used to
plan ergonomic interventions and determine the need for action. Data
collected through surveillance makes up the epidemiological (incidence,
distribution, and control of disease in a population) tools used in
assessing the workplace and employees and determining trends, costs, and
interventions.
The service unit ergonomics teams conduct surveillance in both
passive and active modes. The responsibilities for surveillance are
interdisciplinary. See Program Management.
Passive Surveillance involves the analysis of existing records and data.
1. Analysis of Existing Records. Medical and safety professionals
review certain records for implications of ergonomic factors such as
overexertion, forceful exertions, awkward postures, and repeated motion
type injuries. They forward information applicable to the Workplace
Ergonomics Program to the appropriate ergonomics committee/team. This
records review process is a first step in determining the ergonomic program
direction and for performing the job analysis.
Medical Records.
Medical records include Occupational Health and Safety Administration
(OSHA) logs, compensation reports, medical visits, and as necessary,
personal medical records. Information of a personal nature regarding
treatment and the injury may not go forward to the ergonomics
committee/teams.
Safety Review.
Safety Services conducts injury/illness reviews and/or investigations
which identify suspect mishap cause factors useful. The resulting reports
are useful in identification of specific jobs for ergonomic analysis.
Complaint Records/Suggestions.
Service unit ergonomics teams can use employee complaints and/or
suggestions relating to a work process to identify potential ergonomic
problem areas. Safety Services can assist the service unit ergonomics
teams in the review of such records.
2. Early Reporting of Symptoms. Employees are encouraged to report
early signs and symptoms of discomfort to their supervisor, service unit
ergonomics team or directly to Health Services. This allows for timely and
appropriate evaluation, documentation and treatment or referral.
Active Surveillance
Active Surveillance is the solicitation of information before the
occurrence of an event which would precipitate a complaint. Active
surveillance can be conducted at two levels of specificity.
Level 1. Active Surveillance is less detailed.
a. Periodic Walkthroughs. A walkthrough is useful in
increasing the visibility and accessibility of ergonomic team and health
and safety professional. It also acquaints health care and safety staff
with various areas.
b. Surveys. The symptoms survey is a widely-used tool in
active surveillance. It is useful in early identification of problems as
well as for assessing the effectiveness of interventions. There are other
such survey tools e.g., fatigue surveys, back history surveys.
c. Hazard Evaluations. Service unit ergonomics teams evaluate
jobs. Use of checklists facilitates this process. The purpose is to
observe, document and assess risk factors present.
Level 2. Active Surveillance is more detailed.
a. Health Interviews and Physical Examinations. To assure
effective medical management, it is necessary to establish an approach
which incorporates a baseline evaluation, a postconditioning period
evaluation and a periodic assessment. These are in the form of health
interviews and physical examinations. The target population is asymptomatic
employees already in or being placed in high risk jobs, as well as
symptomatic employees.
ANALYSIS AND DESIGN OF JOBS
Job Analysis
Job Analysis in an ergonomics program is a systems approach to identify
work activities that may result in or contribute to overexertion injuries
and disorders of the back and upper extremities, often referred to as
cumulative trauma disorders (CTDs). The objective is to identify work
activities that may result in or contribute to overexertion injuries and
disorders of the back and upper extremities, often referred to as
cumulative trauma disorders (CTDs). The systems approach identifies
generic risk factors such as forceful exertions, awkward postures,
localized contact stresses, vibration, temperature extremes, and repetitive
motions or prolonged activities which may contribute to injury/illness.
The process involves documentation and study of the work by service unit
ergonomics teams. It includes the worker, the supervisor, and specialists
trained and experienced in recognition and assessment of ergonomic risk
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