Selecting a Job to be Analyzed

Identify the hazards associated with each step. 

Looking at these four steps in detail will help explain the process and value of this type of analysis. 

The first step of a JSA/JHA is to select a job to be analyzed. The sequence in which jobs are analyzed should be established when starting a JSA/JHA program. Potential jobs for analysis should have sequential steps and a work goal when these steps are performed. 

To use the JSA/JHA program effectively, a method must be established to seleet and prioritize the jobs to be analyzed. The jobs must be ranked in the order of greatest aeeident potential. Jobs with the highest risks should be analyzed first You may or may not be involved with the ranking process but if you are asked to rank or prioritize jobs to be analyzed, the following criteria should be used  

A job that has repeatedly produeed accidents is a eandidate for an immediate JSA/ JHA. The greater the number of accidents associated with the job, the greater its priority should be. These jobs should be analyzed as soon as possible. 

Prime candidates for JSA/JH A result from jobs that are done rarely or never at a particular worksite. The hazards of the job might not be fully known. By applying the JHA process to these jobs, the likelihood of an accident occurring is greatly reduced. 

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Select the job to be analyzed. It bears repeating that job selection should be chosen on a priority basis and should be based on ... 

A JSA can be performed using three basic steps, but a careful selection of the job to be analyzed is an important preliminary step. 

Selecting jobs to be analyzed is done on a priority basis. Select jobs based on the following guidelines. 

Implementing a safety performance system starts with defining the job-performance objectives for the position to be analyzed. This will require a thorough and accurate analysis of the job. The most common task analysis method for analyzing jobs requires a decomposition of job tasks into simpler subtasks, component tasks, or steps (Kaufman, Thiagarajan, and Sivasailam 1997, 189). The safety field is familiar with this process, as it is a common approach to conducting safety-related analyses such as job safety analyses or procedure analyses. Selection of the job tasks to analyze... 

For almost all particle size analyses only a small fraction of the material to be investigated is used. From the total amount, which may be as large as several hundred cubic meters or tons, a representative sample is taken, which must be split, i.e. reduced in volume, until an amount is obtained which, in its entirety, is suitable for use in the analyzer selected for the job. Depending on the method for analysis this amount may weigh only a few milligrams. The surface or particle size distribution is determined on this sample and it is assumed that the characteristics of the total amount of material exactly correspond with these results. 

The above guidelines are prepared in a priority listing. It makes sense to select a high-risk job for evaluation rather than one that has a history of producing few injuries. A supervisor should consider, What s the worst thing that can occur in my department what operation could produce the most serious injury The selection of these high-risk jobs is the correct place to start. Eventually, all of the jobs in the warehouse will be analyzed and those of lowpriority/low risk will be completed. 

Measurement uncertainty is a critical parameter for nearly every kind of analytical system. Parameters in the second column of table 8.3 are not unimportant and must be established, but they are not likely to become limiting factors in the development of the method. In table 8.3, where selectivity is in parentheses, this is not to say that the method should not be demonstrably capable of analyzing the target analyte, but that it should be clear very quickly whether or not the method is doing its job. 

A designated person should be selected to coordinate the overall JHA process and act as the clearinghouse for documents used in analyzing jobs. The person selected should have a combination of the following traits ... 

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