Job and task analyses

For many of the restart training topics, the initiator, or assessment of need, was the Charlotte Criteria/WISR and other internal and external reviews. Due to the nature of the restart training topics, formal job and task analyses (JTAs) are not required to determine the important elements for training. However, a structured development process is required to assure all important elements are addressed. A systematic method for developing training material, such as a table-top functional analysis, is an acceptable alternative to the formal JTA. 

Identify jobs and tasks that require hazard analyses. 

Integrate hazard analyses to identify worker hazards and to provide a basis for speeifieation of job and task hazard eontrols. (The upeoming seetion eovering hazard eharaeterization and exposure assessment will provide some suggestions on effeetive ways of eondueting hazard analyses using the HAZWOPER job, task, and hazard analysis approaeh [1].)... 

The SSAHP developed by the Site G contractor did not indicate that the contractors routinely conducted job- or task-specific hazard analyses. In addition, the SSAHP did not specify that PPE selection for jobs and tasks must be based on the analysis of the health hazards associated with each job. Eurthermore, the SSAHP contained no procedures for objectively determining the effectiveness of decontamination of personnel or equipment. The decontamination program required incineration of all materials that could not be readily decontaminated such materials were placed in labeled disposal containers. The program, however, did... 

Job descriptions and task analyses Training matrices Organization chart Duties identified by the manager... 

Safety analysis (hazard analysis) The entire complex of safety (hazard) analysis methods and techniques ranging from relatively informal job and task safety analyses to large complex safety analysis studies and reports (SSDC). 

All of the required data must be collected and analyzed to find relevant work situations. However, in the evaluations you can gather job descriptions, task analyses, and other information relevant to the problem when training is being proposed [5]. 

Process, task, and environmental snrveys are condncted by knowledgeable person(s) and updated as needed and as reqnired by apphcable standards. Current hazard analyses are written (where appropriate) for all high-hazard jobs and processes analyses are commnnicated to and nnderstood by affected employees. Hazard analyses are condncted for jobs/tasks/workstations where injury or illnesses have been recorded. 

Not all required tasks and hazards can be predicted during the development of a HASP. The plan describes the ongoing hazard analysis and work control process, defines the means of identifying job- or task-based requirements and controls, and discusses ways to inform workers about requirements derived from ongoing job or task hazard analyses. 

Work planning and control processes include the use of job hazard analyses (JHAs), job safety analyses (JSAs), task analyses, safe work plans, safe work permits, or procedures. 

Conduct a task analysis that identifies discrete bits of knowledge and specific job competencies have SMEs sign off on completed task analyses indicating that all discrete bits of knowledge and specific tasks required to complete a job have been identified. 

This imbalance between science and engineering must be tackled at the undergraduate level, at least for those who aspire to be leaders in their profession. It is important at the earliest stage to introduce current opportunities and unsolved problems, rather than to concentrate on well tried and tested analyses that relate to old problems and now-standard design methods. It is simply not practicable to train engineers in all the standard methods that will be expected of them during a 20- to 40-year career they will inevitably have to learn on the job as their tasks alter. 

The job safety analysis (JSA) [also referred to as the job hazard analysis (JHA)], which is a more simplified form of task analysis, has been a longstanding tool for task and function analysis. JSA has been available and utilized in general industry for many years by the industrial safety community. However, many practitioners do not understand or are simply unfamiliar with the connection between the JSA and the system safety tasks of hazard identification and analysis. It has even been suggested by some in the profession that the JSA itself is a type of oversimplified system safety analysis and, if performed earlier in the job development phase, could be used as the basis of a preliminary hazard analysis for a specific task or set of tasks. However, because JSA is often (if improperly) used to analyze a function only after it has been implemented, much of the data is not factored into the system safety process. The primary purpose of the JSA is to uncover inherent or potential hazards that may be encountered in the work environment. This basic definition is not unlike that previously discussed regarding the various system safety analyses. The primary difference between the two is subtle but important and is found in the end-use purpose of the JSA. Once the job or task is completed, the JSA is usually used as an effective tool for training and orienting the new employee into the work environment. The JSA presents a verbal picture of a specific job. 

Safety rules may also apply to specific jobs or tasks and may involve specific procedures for accomplishing a particular job or task— for example, development of job hazard analyses as described in Chapter 15. Safe work practices are generally derived from job hazard analyses. From a detailed job hazard analysis, you may determine that safe work practices must be changed or that a training program must be conducted. 

Making job hazard analyses in the operational stage may be advantageous in many instances. A job hazard analysis is a job design review that is to assess physical hazards and task performance hazards, taking into consideration the capabilities and hmitations of people, and their possible quirky behaviors. For work hazards that are not to be eliminated or controlled through a redesign initiative, obviously, the appropriate administrative practices would be applied. 

While incident analysis is done after the fact, task analyses can be made after the fact or before the fact. Task analysis may be called job hazard analysis, job safety analysis, or total job analysis. Whatever the name given to the process, the results of task analyses are qualitative and can be predictive. As is said in the Handbook of Occupational Safety and Health, for which Lawrence Slote (1987) was the editor ... 

A number of tools can be used to identify hazards (e.g., job hazard analyses, standard operating procedures, hazard hunting, task analyses, etc.). Based on the frequency of exposure and potential severity of loss, each hazard has a range of potential risk. 

Useful tools for this purpose include job analyses and descriptions, task analyses and procedures, work practices, performance observations, tests, and surveys. 

In addition to mandatory OSHA injury and illness records, documenting your job task analyses can help improve problem areas. An initial checklist describes what is being done by the employee while performing a job. More in-depth details can be gleaned in a separate section of the checklist for those jobs being performed to include how objects are lifted and transported from place to place throughout the facility. 

A job hazard analysis can be performed for all jobs in the workplace, whether the job task is special (nonroutine) or routine. Even one-step jobs, such as those in which only a button is pressed, can and perhaps should be analyzed by evaluating surrounding work conditions. To determine which jobs should be analyzed first, review your job injury and illness reports. Obviously, a job hazard analysis should be conducted first for jobs with the highest rates of disabling injuries and illnesses. Also, jobs where close calls or near misses have occurred should be given priority. Analyses of new jobs and jobs where changes have been made in processes and procedures should follow. Eventually, a job hazard analysis should be conducted and made available to employees for all jobs in the workplace. 

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