Work Hardening and Vocational Training

Question 1

List at least five settings where an OT may conduct vocational rehabilitation interventions

Answer 1

-Acute care and rehabilitation facilities
industrial sites
-office environments
-psychiatric treatment centers
-community settings
-School to work transition programs

Question 2

List the seven components of a Functional Capacity Evaluation

Answer 2

1. Physical and psychomotor capacity
2. Intellectual ability
3. Emotional stability
4. Interests and attitudes
5. Aptitudes and achievements
6. Work skills and tolerances
7. Job-seeking skills

Question 3

What is a “job demands analysis”?

Answer 3

• Define actual demands of a particular job
• Questionnaires, interviews, on-site observations, formal measurement
• Dictionary of occupational titles
• O*Net database is helpful in completing this- search job skills required

Question 4

What is the goal of a work hardening program?

Answer 4

Rehabilitation of injured workers to maximize their function and help them return to work as quickly and safely as possible.

Question 5

How does work hardening differ from work conditioning?

Answer 5

• Work conditioning: physical conditioning alone involving a single discipline; NOT JOB SPECIFIC. (Examples of work conditioning are set alarm, do ADLs, just get out of bed and manage life.)
• Work hardening: a multidisciplinary program to rehabilitate an injured worker with equipment from job to simulate work conditions and demands of SPECIFIC job.

Question 6

What are the components of a worksite evaluation?

Answer 6

• With or without work hardening
• First do job analysis
• Go onsite with client and see if work can be performed as prior to injury
• Adapt job if possible
• Goal: person can safely and adequately perform essential functions of the job with or without any reasonable accommodations
• Product: report stating accommodations needed sent to employer

Question 7

How can an OT use the Job Accommodations Network website?

Answer 7

• Info on typical worksite adaptations for various disabling conditions
• For employers, provides guidance on low cost adaptations and legalities of compliance

Question 8

How can an OT use the O*NET Database website?

Answer 8

Can detail the tasks, tools, tech, knowledge, skills, abilities, work context, and education needed for a specific job, helpful in completing a job demands analysis

Question 9

List at least six typical risk factors encountered during an ergonomic evaluation.

Answer 9

1. Forceful exertion-heavy lifting, pushing, pinching, gripping; difficulty maintaining control of equipment or tools; inappropriate use of tools
2. repetition: same motion continually or frequently over time
3. awkward or static posture-repetitively or prolong periods of time; assuming positions that place stress on the body
4. contact stress-pressing the body against hard surfaces
5. excessive vibration-using power tools or sitting in a truck cab driving all day
6. cold temperatures- working in the cold or handling cold tools or products

Question 10

Define essential job functions

Answer 10

Basic job duties that an employee must be able to perform, with or without reasonable accommodation. “The reason the job exists.”

Question 11

Define Reasonable accommodation

Answer 11

• Any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process
• To perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities
• (ex: part time work schedule, providing readers and interpreters, making the work space readily accessible)