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KIN 411 > LEC13,14: Physical Employment Standards SP > Flashcards

LEC13,14: Physical Employment Standards SP Flashcards

1
Q

What are aspects which apply to the physical employment standards?

A
  1. Exercise Physiology
  2. Human Rights
  3. Ergonomics
  4. Psychometrics
  5. Human Resources
  6. Labor/management
  7. Occupational medicine
  8. Employment law
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2
Q

Aspects which affect readiness for work

A
  1. Load carriage
  2. Protective clothing
  3. Stress
  4. Fatigue
  5. Environmental conditions
  6. Biological variability
  7. Sensory deprivation
  8. Nutrition/hydration
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3
Q

What are the main issues to consider for physical employment standards

A
  1. Task and job analysis phase
  2. Validity and reliability of the test
  3. Validity of the standard and cut-score
  4. Precision of the standard and cut-score
  5. Adverse impact
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4
Q

What does this mean: task and job analysis phase

A
  1. How are things done?
  2. Can the job be done differently?
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5
Q

What does this mean: validity and reliability of the test

A
  1. Accurate representation of work requirements?
  2. Is performance reproducible?
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6
Q

What does this mean: validity of the standard and cut-score

A
  1. Minimize incorrect decisions
  2. Maximize correct decisions
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7
Q

What does this mean: precision of the standard and cut-score

A

Scientific VS legal precision

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8
Q

What does this mean: adverse impact

A

Who is affected and how?

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9
Q

What is the definition of “standard”

A

A description of the meaning of acceptable and unacceptable work performance

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10
Q

What is the definition of “physical aptitude test”

A

A test that evaluates physical and physiological attributes necessary for satisfactory work performance

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11
Q

What is the definition of “cut-score”

A

A point on the scale of possible test scores that distinguishes between acceptable and unacceptable performance
(pass and fail

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12
Q

What would be an acceptable performance standard for the hose drag?

A

Acceptable means that the applicant, dressed in turnout gear and carrying the SCBA, is able to complete the required task, (e.g., advancing the charged hose) while moving at a safe, effective pace consistent with a time-sensitive response in training or operations. Intervention by a supervisor is not required.

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13
Q

What would be an unacceptable performance standard for the hose drag?

A

Unacceptable means that the applicant, dressed in turnout gear and carrying the SCBA, is not able to complete the required task, (e.g., advancing the charged hose) while moving at a safe, effective pace consistent with a time-sensitive response in training or operations. Intervention by a supervisor is required

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14
Q

Should cut-scores be absolutely precise?

A

In reality, a cut-score should not be assumed to be absolutely precise

It is essential to understand the sources uncertainty on both sides of the cut-score

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15
Q

What could cause uncertainty for a cut-score?

A
  1. Uncertainty in the “line”
  2. Biological variability
  3. Test imperfection
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16
Q

What does BFOR mean?

A

Bona Fide Occupational Requirements

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17
Q

What is the Canadian Human Rights Act

A

…discrimination by an employer, actual or prospective, is not illegal and does not constitute discriminatory practice…when it is based on Bona Fide Occupational Requirement (BFOR)

18
Q

What is a Bona Fide Occupational Requirement?

A

A condition of employment* imposed in the sincere belief that it is necessary for safe, efficient and reliable performance on the job and the requirements have been objectively established

Bona fide: “authentic”, “genuine”, “in good faith”

*e.g., a required score on a physical aptitude test

19
Q

Only (blank) can actually make the decision on whether a condition of employment (e.g., test score) can be considered a BFOR

A

A legal authority

20
Q

Researchers or employers (blank) develop a BFOR

A

don’t

They can develop a physical aptitude test, performance standard, and set cut-scores that ‘hopefully’ will pass the legal test

21
Q

What is the 3-part legal test of a BFOR that an employer must justify

A

Part 1: That the employer adopted the standard for a purpose rationally connected to the performance of the job

Part 2: That the employer adopted the particular standard in an honest and good faith belief that it was necessary to the fulfillment of that legitimate work-related purpose

Part 3: That the standard is reasonably necessary for the accomplishment of that legitimate work-related purpose.

To show that the standard is reasonably necessary, it must be demonstrated that it is impossible to accommodate individual employees sharing the characteristic of the claimant without undue hardship upon the employer.

22
Q

Challenges from the Court: employers must…

A

Proactively consider, incorporate and accommodate individual and group differences

23
Q

Challenges from the Court: research must…

A

Go beyond description of physical demands to identify the MINIMUM acceptable level

Explore whether the minimum is the same for all groups (e.g., male and female, younger and older)

24
Q

Summary of the Process for Developing a BFOR

A
  1. Justification of the need for a BFOR
  2. Project management team
  3. Job familiarization
  4. Physical demands analysis (task and trade)
  5. Representative subset of essential tasks
  6. Characterization of essential tasks
  7. Development of test protocol
  8. Standardization of the test protocol
  9. Establish scientific accuracy of the protocol
  10. Develop performance standards and evaluate impact on participants
  11. Implement test protocol
  12. Review issues
25
Q

How to measure physical readiness for work?

A

aka “fitness for duty”, “physical aptitude”

  1. General fitness assessment: Aerobic, strength, flexibility, etc
  2. Outcome(s): Fitness component scores (e.g., VO2max)
  3. Work simulation assessment: Discrete tasks, Series of tasks combined into a logical sequence to make a “circuit”
  4. Outcome(s): Time(s) to correctly complete task(s)
26
Q

What is a “task”?

A

Discrete aspect of the job

27
Q

What is a “trade”?

A

Reflects the more global demands

In reality, the trade is comprised of many tasks: some are more important than others

28
Q

What is a “work sample”?

A

A ‘sample’ of work that has meaning. Usually consists of an important part of the job. May involve several tasks that in combination, represent an essential part of the job.

29
Q

What are the analysis of physical demands?

A
  1. Job familiarization
  2. Task identification
  3. Examples of factors influencing the task
  4. Identify “essential” tasks and “work samples”
  5. Characterizing physical demands of samples of work
  6. Characterizing workload
  7. Mitigating factors?
30
Q

Job familiarization

A
  1. Scientific literature
  2. Observation
  3. Operations manuals
  4. Mission reports
31
Q

Task identification

A
  1. Observation
  2. Training priorities
  3. Organizational priorities
  4. Debrief experienced operators
  5. Importance? Criticality? Frequency? Difficulty?
32
Q

Examples of factors influencing the task

A
  1. Environment (temperature, altitude, depth)
  2. Protective clothing, load carriage
  3. Stress
33
Q

Characterizing physical demands of samples of work

A

Intensity, duration, frequency

34
Q

Characterizing workload

A
  1. Metabolic demand (e.g., VO2)
  2. Cardiovascular demand (e.g., HR)
  3. Perceived difficulty (e.g., RPE)
  4. Forces required (e.g., lift, carry, drag)
  5. Duration of task(s)
  6. Repetitions of task(s)
  7. Total volume of work
35
Q

Mitigating factors?

A

Heat, cold, stress, sensory deprivation, fatigue

36
Q

How can we create physical employment standards?

A
  1. Real time observation of work
  2. Real time observation of training
  3. Re-create samples of work, based on what was observed in real time
37
Q

What is an ergonomic approach?

A

Changing the job to fit the worker
- Modify equipment
- Modify work practices

38
Q

What is the work physiology approach?

A

Helping the worker meet the demands of the job
- Education programs
- Improve ‘fitness’ levels

39
Q

How to determine cardiovascular impulse?

A

Cardiovascular Impulse = Avg HR x duration (units = beats)

40
Q

How to determine cardiovascular load?

A

Cardiovascular Load = Avg HR/HRrest x duration)

41
Q

Trade is made up of (blank)

A

Tasks

42
Q

Tasks are combined into (blank)

A

Duties or work samples

KIN 411 (11 decks)

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