Selecting jobs, for analysis

Criteria to be considered when selecting jobs for analysis will include ... 

This is a typical job safety analysis chart. The detailed format will depend on the process and company and should be adapted to suit. Criteria to be considered when selecting jobs for analysis will include ... 

When selecting jobs for analysis, combinations of actual physical hazards, the actions of the employee, and/or gaps in the safety system are considered, discussed in more detail in Figure 13.3. 

In addition, when selecting the job for analysis the following points can be useful in setting priorities ... 

Once you have selected the job for analysis, discuss the procedure with the employee who performs the job and explain the intended purpose. Point out that you are studying the job itself and not checking on the employee s job performance. Involve the employee in all phases of the analysis, from reviewing the job steps and procedures to discussing potential hazards and recommended solutions. You should... 

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

The analysis object is a job which is made up of a sequence of activities. In selecting jobs for the JSA, the following criteria are applied ... 

Figure 9.3 Overview of Job Hazard Analysis Process, Selecting the Job for Analysis.

The analysis phase of the instructional systems design (ISD) model, as referred to in Chapter 4, consists of a job task analysis based upon the equipment, operations, tools, and materials to be used as well as the knowledge and skills required for each position. Most important in this phase is the selection of the performance and learning objectives each employee must master to be successful in their job as related to the toll. 

An example of operator interaction with the primary analysis program, GPC, is shown in Figure 5. The job number assigned by the computer during sample definition is entered along with the detector selected for analysis. The operator then selects the baseline and the limits for data analysis by entering the times of the desired points. The plots desired and the disposition of the report file are chosen. The most recent calibration curve on file for the column set is used by default but others may be selected at the operator s option. 

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 job selected for analysis should be recognized as having the potential for serious accidents and be relatively standardized. The steps are ... 

Develop major elemental breakdown for benchmark job For each benchmark job that is selected, a brief element analysis should be made to determine the major elements of the total job. This listing of the major steps of the job should provide a clear, concise description of the work content for the job under normal conditions. It is important that the work content for a benchmark job be described and viewed in terms of what is a normal repair and not what may occur as a rare exception. 

Chapter 3 presents introductory aspects of safety and human factors. Chapter 4 is devoted to methods considered useful to perform patient safety analysis. These methods include failure modes and effect analysis (FMEA), fault tree analysis (FTA), root cause analysis (RCA), hazard and operability analysis (HAZOP), six sigma methodology, preliminary hazard analysis (PFfA), interface safety analysis (ISA), and job safety analysis (JSA). Patient safety basics are presented in Chapter 5. This chapter covers such topics as patient safety goals, causes of patient injuries, patient safety culture, factors contributing to pahent safety culture, safe practices for better health care, and patient safety indicators and their selection. 

As a first step, a behavioral observation model was developed that also functions as the backbone for the scenario constmction. This model is based on three sources (1) the set of basic competencies used in Lufthansa pilot training, which includes basic interpersonal, technical and procedural competencies for a safe flight accomplishment (Lufthansa, 1999). (2) The VERDI Ciieumplex Behavioral model for DLR pilot selection (for example, Hoeft, 2003). (3) A Fleishman job requirement analysis for airline pilots (Maschke, Goeters and Klamm, 2000) was integrated to elaborate the areas of competence. Six areas of competence could be identified leadership, teamwork, cormnunication, decision making, adherence to procedures, and workload management. 

Both interview and questionnaire techniques were used in this survey. Fifty, semi-structured interviews were conducted on-site with a randomly selected, representative, stratified sample of employees. (See Appendix B for an example of some of the prompt questions used in the interview note that this can only be developed after some open interviews/discussion sessions are completed.) A questiormaire was generated from the interview data and distributed to 520 staff to be completed anonymously. This produced a 45 per cent usable response rate for analysis. The objectives were to gain an understanding of the perceptions of quality within the company and readiness for change to provide baseline data for evaluation purposes to identify quality improvement opportunities and potential barriers to change and to help management develop a sense of awareness about quality and quality improvement needs in the plant. The questionnaire included measures of job satisfaction (Warr et aL, 1979), organizational commitment (Porter et al., 1974), perceptions of cooperation and morale in the plant and measures of certain job characteristics associated with quality work performance, such as skill variety, autonomy and feedback (Hackman and Oldham, 1975). 

Once a task has been identified as hazardous, controls need to be applied. For complex tasks, analysis may be required to sort out the component parts of what is actually going to be done. This can result in task improvements and risk reduction. A formal technique for doing this is known as job safety analysis, which has developed from work study practices. Essentially, the task is observed, and broken down into steps or stages which are then examined for the level of risk involved (Table 6.1). Control measures are then worked out, and the paperwork is then used to generate a written safe system of work. Naturally, the tasks selected need to be reviewed at intervals to make sure that the analysis and solutions remain valid over time. 

---