Job Demand Analysis Case Study: Helping an injured car mechanic to do his job
This Job Demand Analysis (JDA) of a Car Mechanic demonstrates the detailed job information that is required to then assess (conduct an Fuctional Capacity Evaluation) and assist an injured employee.
The challenge: An employee was experiencing physical health difficulties (leg issues) which were affecting their ability to perform the physical job role (Car accident – he is at work, it is an insurance claim).
The referral: The Insurance Case Manager wanted an independent assessment of the employee’s functional capabilities and potential workplace adjustments.
The assessment: Before the Functional Capacity Evaluation (FCE) could be conducted with the employee, a Job Demands Analysis at the worksite was required, by an Occupational Therapist.
The outcome: The assessment provided accurate information regarding the role that the employee was performing. The Functional Capacity Evaluation could then go ahead and the assessor has the ability to accurately provide guidance and recommendations regarding the safe work abilities of the employee and whether there was a ‘Job Match’. Also to advise upon any further rehabilitation needs.
The Challenge:
A man with leg issues was working at a garage. The Insurance Case Manager needed to know what the job tasks involved and if he was safe performing the work role. He required a Functional Capacity Evaluation (FCE) of his physical abilities.
The Assessment:
a Job Demands Questionnaire was sent to the employer, to detail the physical demands of the job.
The Job Demands Analysis (JDA) was conducted to gain more accurate information about the work role (each task) and work environment so that the assessor has accurate information about the tasks and what physical postures/durations are needed to do the job, prior to conducting a Functional Capacity Evaluation.
This involved:
- Meeting with management to discuss the role, prior to entering the work area. Confirming H& S factors, PPE in use, location and frequency of breaks, shift durations/cycles/ task and shift rotations.
- Establishing the walking distances required to access the work floor and perform the tasks.
- Percentage of day walking, standing, sitting, squatting, kneeling, crawling. laying eg in/out under cars, wheeled adjustable stools.
- Weighing items being lifted/handled to confirm the weights being handled and the frequency. (by use weight machines/Force gauge). Alternative methods in use – eg rolling tyres – bending
- Frequency of manual handling tasks. eg handling tyres.
- Viewing the tasks, taking photographs and video clips of the tasks being performed by other employees.
- Measuring the heights of shelving, worksurfaces, reach distances, trolley handles (by use of a tape measure)
- Viewing vehicles/fork lift trucks in use and other mechanical or electrical machinery, eg engine hoist.
- Viewing staircases, number of steps, use of stairs during tasks.
- Floor coverings, hard flooring, (anti fatigue matting etc).
- Seating provision, in workstation and assembly locations.
- Tools and hand use. Grip requirements.
- Trolleys and other equipment in use – pump trucks, sack wheels. Push/pull forces. (Force gauge)
- Awkward postures during tasks, repetitive bending, twisting, over-reaching and over-loading. How to eliminate this (Ergonomic considerations, alternative methods, equipment)
- Analysis of Health and safety risks. What risk assessments are conducted.
Recommendations:
A detailed report analysing the Job demands was produced as part of the Functional Capacity Evaluation Report (or this information can be benficial as a seperate piece of work), in order to:
- Clarify the role and the role tasks and task methods.
- Suggest improvements to the working conditions/postures.
- Suggest alternative equipment, eg trolleys.
- Make the business aware of task areas which are more demanding/risky.
- Enable the business to consider areas for improvement in the future.
- Highlight the impact of tasks across the whole workforce.
- Utilise the information for further occupational health assessments, for other employees.
A table layout in the report was able to clearly record the physical demands of the job in detail, and the frequency of which they were to be performed.
The table was able to clearly detail the Job Demand – what the posture/task requirement was, the employee’s demonstrated ability to perform the posture/task and therefore whether there was a Job Match, between the two. .
The Outcome:
The Job Demands Analysis detail assisted when conducting the Functional Capacity Evaluation with the individual car mechanic who was experiencing leg issues.
The assessment gave the employer and Case Manager a clearer understanding of the role demands, where any difficulites (mis-match) lay and provided practical recommendations for improvements/solutions.
The JDA and FCE established that the employee could perform the role safely although some tasks were more awkward to perform.
Equipment solutions were provided in the report, to ease the difficulties which the employee was experiencing. These were consider to be reasonable adjustments.
The JDA data will also be beneficial for management, to assist others performing the same role within the organisation, in order to improve the work processes, review the ergonomics and postures of the various tasks. Therefore it can assist in the job design and the company strategy going forwards.
FAQs
Could a JDA and FCE help an employee who is currently off sick?
Yes. A JDA can help establish the work tasks accurately prior to an FCE.
The assessor would visit the workplace to assess the tasks initially. If the employee can attend the workplace for the FCE in a meeting room, that is practical, whilst the assessor is on the business premises. Otherwise the FCE could be held at the home address or in a meeting room location closer to the employee.
Conducting these assessments whilst an employee is off sick can assist with moving the situation forwards, to determine if the employee is accessing all of the healthcare services they require, or if the employer can assist with any private health or rehabilitation services, which could shorten the duration of the sickness absence. Re-conditioning rehabilitation services to assist the employee to be ready for a return to physical work can also be advised upon.
Conducvting these assessments can also clarify other factors affecting an employee’s ability to work and provide recommendations for a safe and sustainable return where appropriate.
Can Healthywork recommend reasonable adjustments?
Yes. Where appropriate, the assessment report can provide practical recommendations for workplace adjustments.
Can an Functional Capacity Evaluation help with a capability process?
It can provide an independent professional opinion about the employee’s functional abilities and the impact of their health on their work. The referral questions should be tailored to the employer’s requirements.
Can assessments be carried out remotely?
These assessments cannot be carried out remotely. The Occupational therapist must be with the employee in order to conduct the assessment.
Please note: This case study has been anonymised to protect the confidentiality of the employee. Some details may have been changed or omitted for privacy.
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