Ergonomic Assessment

2007 Assessment Statistics

During 2007 Healthywork Ltd conducted in excess of 350 Ergonomic Assessments. An audit has been conducted to establish what the most common recommendations have been.

An Audit of 50 random cases was conducted during 2008 by reviewing the assessment reports.

42% were found to be sitting too low to the desk and the work tasks they were performing. The chairs were raised to the correct height, depending on the gas stem height adjustability of the chairs.

20% had no arm rests on their office chair. For 22% the arm rests were too far apart for their build and another 20% were not using their arm rests, as they were incorrectly positioned.

Therefore 62% were not gaining necessary forearm support from chair arm rests.

For 18% the lumbar support was not at the correct height. Another 8% did not have lumbar support available on their chair.

90% of the individuals required an alternative model chair and of those 32% required a more specialist chair than their own chair supplier could provide.

26% needed their monitor screen raising to the correct height, once they were sitting at the correct sitting height to the desk.

44% needed to move their keyboard and mouse closer so that they were sitting and working in a better posture.

76% required a sliding writing and reading work surface which could be moved over the keyboard so that all of the work tasks were at the correct height and directly in front of them.

20% of the cases were a follow up assessment, after having had an initial assessment. Therefore equipment had been provided and the follow up was to ensure they were set up correctly and review progress. 

Functional Capacity or Work Capability Assessment

Determine a worker's current physical ability to perform physically active work duties, in order to help them return to work, or even gain new employment. Using an standardised activity-based approach (Matheson System) and focusing on abilities rather than limitations, this assessment identifies if the  worker is able to match the demands of the job, in areas such as mobility, fitness, stamina, strength, agility, co-ordination and dexterity. 

How it Works

  • 2 - 4 hours are required to assess the worker, depending on the tasks involved. The assessment is conducted in a clinic/meeting room location, at  the workplace or sometimes in the worker's home. The assessor will advise on the most suitable location, depending on the tasks to be conducted and the information about the employee to be collected.
  • The assessment focuses on answering the referrer's questions, and supplying them with the following information, for example:
    • Can the individual perform a specific job or not?
    • Which job tasks can they do?
    • Are adjustments required for cetain roles or occupations?
    • Could they do another job?
    • What are their physical abilities and limitations when job searching?
    • Can you recommend further rehabilitation requirements?
  • The assessor's clinical and observation skills alongside relevant researched medical 'norm' tested tools (eg in relation to the working population) are used to test the worker's abilities, effort and consistency, alongside the worker's reported view of their abilities.
  • Following the assessment, a detailed report with the outcome and recommendations for future action will be prepared within 48 hours and sent via email. This valuable document provides comprehensive answers to any questions raised by the referrer and discusses the current ability of the worker to perform a work role and obtain employment.

Benefits

  • Speeds up the return-to-work process and helps to reduce the length of time the worker is absent from an existing job.
  • Helps to match workers looking for employment with suitable job options, appropriate for their physical and cognitive abilities.
  • Helps to identify any barriers to employment, such as medical issues, physical, mental health, social,  financial, psychological and emotional issues that may arise and need to be addressed.
  • Saves the employer money on work days lost and minimises the sickness absence management costs.
  • Early resolution and addressing of issues reduces the negative impact of longer-term absenteeism and pressure on other worker's.
  • Gives clear guidance on how to manage workers and sends a positive message about the employer's active management of sickness absence.

Suitability

  • Suitable for an individual who is not in work, but is looking to begin employment, where more information about their physical abilities is required. This assessment delivered with a Vocational Assessment can help to idenitify their physical abilities (and difficulties - with possible adaptations and adjustments) alongside their interests, aptitudes, work profile and skills  in order for them to succeed back into employment. Therefore it can help to identify what re-training they require and which employment avenues they should pursue.
  • Suitable for a worker who is currently on sick leave or is still working but having difficulties performing job tasks. The assessment will help the employer decide:
    • What to do to help the employee return to full productivity.
    • How to make suitable adaptations to the work tasks.
    • How to look at alternative job roles they can perform.
    • How to fulfil their responsibilities to accommodate workers under the Disability Discrimination Act 1995 and 2005.