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Учебный материал
РОССИЙСКОЙ КОЛЛЕКЦИИ РЕФЕРАТОВ (с) 1996
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TABLE OF CONTENTS
INTRODUCTION 3
Vision 3
Goal 3
Objectives 3
PROGRAM MANAGEMENT 4
Management Commitment and Employee Involvement 4
Program Review and Evaluation 5
Responsibilities 5
TRAINING AND EDUCATION 9
Coordination of Scheduling and Data Collection 9
Types of Training. 10
Evaluation. 11
SURVEILLANCE 11
Passive Surveillance involves the analysis of existing
records and data. 12
Active Surveillance 13
ANALYSIS AND DESIGN OF JOBS 13
Job Analysis 13
Design of Jobs. 16
MEDICAL MANAGEMENT 17
Accessibility 18
Health Surveillance. 18
Identification of Restricted-Duty Jobs 18
Medical Intervention. 18
Record-keeping, Data Evaluation, and Action. 19
ORIGINAL SOURCES, USED IN THE WORK 20
INTRODUCTION
This document contains the information needed to carry
out an ergonomics program. Specifically, it provides
information on the goal, objectives, and principles of the
program and the responsibilities of staff, management,
support offices, and service unit ergonomics teams for the
program.
Vision
The Workplace Ergonomics Program was established to optimize
worker health, safety, and productivity, and minimize
physiological and psychological stress utilizing
consultative management.
Goal
The goal of the Workplace Ergonomics Program is to reduce
and/or prevent work-related injuries and illnesses by
establishing a methodology for identifying ergonomic
stressors in the workplace and for implementing appropriate
interventions.
Objectives
The objectives of the Workplace Ergonomics Program, as
administered by the Workplace Ergonomics Program
Coordinating Committee, are:
1. To identify existing and potential conditions in the
workplace that could lead to injuries and illnesses.
2. To reduce and/or eliminate exposures to such conditions
through effective workstation and tool design and through
proper work methods.
3. To ensure evaluation, diagnosis and treatment of
repetitive strain disorders, and to provide avenues for
prevention.
4. To ensure that staff are sufficiently informed about
ergonomic hazards to which they are exposed so they may
actively participate in their own personal protection
through training and education.
PROGRAM MANAGEMENT
Management Commitment and Employee Involvement
Management commitment and employee involvement are
crucial to the success of the ergonomics program.
Management commitment is demonstrated by the provision of
organizational resources and the assignment of
accountability for the program. Employee involvement is
necessary not only for identifying existing and potential
hazards, but also for participating in their own personal
protection.
Management commitment provides visible involvement of
managers at all levels. It places a high priority on
eliminating ergonomic stressors while assigning and
communicating the responsibilities for various aspects of
the program and requiring accountability for fulfilling
those responsibilities in
a timely manner. Management provides authority and adequate
resources to meet the assigned responsibilities.
Employee involvement can be achieved through the
implementation of an employee complaint/suggestion
procedure; encouraging early reporting of injury/illness
symptoms; involvement in the consultative management process
associated with this program; and training for active
participation in their own personal protection.
Below is a partial list of actions to be undertaken to
achieve management commitment and employee involvement:
· Require that all affected employees, including their
supervisors and managers, take ergonomics training.
· Include statement of responsibility for safe and
healthful work environments and policy directives.
· Inform service unit heads that they are to assign
responsibilities for program implementation to service unit
ergonomics teams and other administrative personnel, as
appropriate, and provide staffing and financial resources
for implementation.
· Hold service unit heads accountable for the progress of
the program in their service unit.
· Provide suggestion/complaint boxes for ergonomic
safety/health issues within each service unit. Require a
response to each suggestion/complaint.
· Encourage staff to report symptoms of discomfort
promptly to supervisor, health professional, or service unit
ergonomics team.
· Include bargaining unit staff in service unit
ergonomics teams.
· Issue memorandum to staff announcing the program.
· Distribute summaries of this program document to all
staff via "The Gazette" and service unit distribution
channels.
Program Review and Evaluation
The Workplace Ergonomics Program shall be reviewed on an
ongoing basis. The Workplace Ergonomics Program
Coordinating Committee is responsible for developing a
program evaluation mechanism, and producing progress reports
for management and staff.
Further, the Workplace Ergonomics Program Coordinating
Committee meets periodically throughout each year with
service unit ergonomics team leaders to assess progress.
This mechanism assures that WEPCC provides the needed
support to the service unit teams.
Responsibilities
Workplace Ergonomics Program Coordinating Committee is
responsible for overseeing, coordinating, supporting, and
reviewing the ergonomics process. The responsibilities are:
· Establishing performance expectations and benchmarks in
consultation with the service unit ergonomics teams
· Coordinating problem resolution in areas that affect
more than one service unit
· Providing assistance and advice on technical matters to
service unit ergonomics teams
· Reviewing program and reporting to management and staff
Service unit ergonomics team bears