Week 2 Lecture Flashcards
How can we analyze a worker
- user profile: Taken from HR, ask the individuals via questionnaires and surveys (anonymous survey)
- demographic data: age, sex, ethnic background, education, experience
- psychosocial characteristics: satisfaction, motivation, personality traits
- anthropometric data
What tools are available to assess work ability?
- Assessment of Work Performance (AWP)
- Return-to-Work Self-Efficacy Questionnaire
- WoDDI
- Functional Capacity Evaluations
What are functional capacity evaluations? Describe the core components
Factors within an FCE
- physical activity factors (worker’s limitations )
- job demands (can they meet them?)
- work standards (professional conduct - attendance, productivity, safety, interpersonal relationships)
- behavioural presentations: illness behaviour present, nonorganic signs, inappropriate symptoms, questionnaire, perceived capacity testing, simulation**
Assessing the work ability of a worker both subjectively and objectively
- introduction
- referral question
- purpose of assessment
- who performed testing - medical information
- assessment findings
- subjective information - interview
- objective information, testing results - analysis
- recommendations
- appendix
What is the difference between an FCE and FAE?
- FAE is a brief evaluation of strength, ROM and usually
focused to one body part - FAEs lack ability to comment on consistency, full effort and work tolerance
- Not useful for RTW
How are FCEs used
- medical-legal purposes
- planning for rehabilitation services
- baseline assessment for rehabilitation programs
- planning for RTW
- adjudication of claims
When is an FCE often done?
- After all necessary medical testing and treatment
have been provided
– Patient has reached Maximum Medical Improvement (MMI). - After plateau in physical therapy.
- After participation in Work Hardening or Work
Conditioning - Fit-For-Duty Evaluation
– Existing worker requesting a transfer into a different, more demanding job.
What makes a good FCE?
reflects evidence based practices
competent evaluator
identified objective and referral questions
standard testing
systematic order of test
structured report
What are some physical factors that may be tested on an FCE
- cardiovascular fitness
- strength
- positional tolerances
- general mobility, body dexterity, balance
- fine motor skills
- endurance
- ROM
- lifting, carrying, pushing, pulling
- reaching, handling, fingering
What are some things FCEs don’t measure
- Predictive functional abilities
- employee motivation
- LR issues
- psychosocial and personal factors
Why are work analysis performed?
- Employers: hiring, identify risky jobs, impact of new tech, design or implement new systems
- rehabilitation professionals: establishing realistic rehab goals. job modifications or accommodations
- ergonomist/engineer: redesign jobs, tools, equipment, enviornment
- insurer: clarify benefits entitlement (determining work-related injury)
- physician: understand the requirements of the job
What are the 7 steps for work analysis/ ergonomics in general
- Planning
- Assessing needs/benchmarking
- gathering background information
- risk identification
- risk assessment
- risk control
- monitoring
With repetitions of the same task, does the same person react the same way?
No, there is substantial variation between performances of exact same task under same conditions by same person
Would you want to measure more people, or the same person more times?
The day to day variation within a person is greater than the variation between people
It is better to measure one person over time than measuring different people
If you measure repeatedly, should you do measurements together or spread out?
Spread out to capture more variability
Moments closer in time are more similar to each other than spread out (tasks, weather, production phase, raw materials)
Does measuring all day get you the same answer as measuring for 5 min?
Longer measures are better
Spreading measurement out or steady intervals of measurements?
Set interval has been shown to capture up to twice as much of the variability
Job exposure equation
Job exposure = total hours at work minus non-working time
What is a job demands analysis and its purpose?
document a job in a non-discriminatory manner
identify the essential and non-essential job functions, describe the work, and document the physical requirements of the job and the worksite
Provide detailed information to allow HCPs to design appropriate treatment goals, accommodations, restricted duties/modified work to assist the injured worker to RTW by identifying specific jobs or tasks that are within the worker’s working capacities
What are the cautions/limitations of JDAs
There may be ways that a job or specific tasks could be modified in order to accommodate a worker with an impairment that are not captured in a JDA. It should be used as only one source of information in a larger process.
JDAs do not evaluate risk or hazards associated with work
May not measure the following
- specific postures for a task - especially considering every worker is different in their stature, wingspan, etc.
- object weight
- No actual measurements of workplace design
- Broad bins for loads and frequencies
- Psychosocial issues
- Poor scales for cognitive and behavioral assessment
- No video/photo often
- No limit values for reference
What are the 4 sections of a job demands analysis
- Narrative summary: provides overview, clear concept of nature and purpose of the job, tools and equipment used, highlights significant job demands
- first para: purpose of job, general responsibilities
- second: job assignments, tasks, tools, equipment
- third: strength, mobility, work environment, behavioural and cognitive demands; required training/certification and licensing - essential vs non-essential job demands
- general functional requirements
- functions that must be performed in job that do not relate to demand; working alone/confined spaces/ outside/above or below floor level; exposure to hazards (biological, chemical, environmental), PPE, pacing, limb coordination, staffing levels - behavioural/environmental/cognitive demands
Photos at the end
How is degree of supervision defined and rated?
**Based on extent of work direction and/or supervision provided to other workers: **
1 - No supervisory responsibility
2 - Provides work direction only with no other
supervisory duties
3 - Provides work direction and some elements of
managing work performance with the exclusion
of disciplinary action
4 - Has full supervisory responsibility for other
employees
Steps for a JDA
- Determine job function
- employer and worker meet to discuss job title and discussion, identifying all components of jobs, hours worked, PPE, equipment - verify job function
- assessment of work - does job description match reality? - identify job functions - which are essential vs non essential
- quantify duration of tasks, calculate exposure, duty cycles, etc
- document description of task, weight of object lifted or carried, etc. - identify all tools
5 confirm JDA with all stakeholders (workers, supervisor, employer, work assessment professionals, previous JDA)
lifting vs carrying
lift/lower: move an object from one level to another
Carry: transport an object over a distance, usually holding in the hands, or on the arm, or shoulder
How do DOT vs city of toronto scales differ?
Numerical vs categorical scales
DOT: dictionary of occupational titles
Never N (0%)
Rarely R (<1%)
Infrequent I (2-5%)
Occasional O (6-33%),
Frequent F (34-66%)
Constant C (67-100%)
City of Toronto
1 = <1 hour
2 = 1-3 hours
3 = >3 hours
What is a lifting composite?
- Summarizes all lifting tasks occurring on typical
tasks, and exceptional task. - Reflects the total number of lifts per shift.
- The effort rating should reflect the average effort
rating for all typical and exceptional lifting tasks.
Toronto lift occurrence rating
1 - 120 lifts per day
2 - 121-300 lifts per day
3 - More than 300 lifts per day
What are some things assessed in the behavioural/cognitive section in a JDA
– Supervision
– Performance pressures
– Attention to detail
– Multitasking
– Distracting environmental
stimuli
– Cooperative work
– Emotional, confrontational
situations
– Responsibility and
accountability
– Literacy: reading, writing,
computer, numerical
– Verbal communication
– Memory
