Essential Elements for an Effective Ergonomics
Program
Presented by: Peter Budnick, PhD, CPE
5 Essential Elements of an Effective
Ergonomics Process
Typical Process Path
• Identify potential issues
• Assess the Risk
• Apply Improvements to Control the Risk
Design Standards should
address things like:
•
•
•
•
•
Manual force requirements
Work heights
Reach distances
Hand tool design factors
Hand and body clearances
• Corporate Ergonomics Process Leader
• Coordinate development and deployment of methods,
guidelines, training
• Monitor effectiveness, communicate key metrics to
leadership
• Share best practices
• Continuously improve the process
• Site Ergonomics Process Leader
• Develop and deploy metrics for site ergonomics
activities
• Coordinate ergonomics trainings and meetings
• Ensure ergonomics roles and responsibilities are
fulfilled at the site
• Report progress of the ergonomics plan to site
leadership
• Continuously Improve site process
Examples of Other Important Roles
Where Does Your Process Stand?
More Resources:
https://ergoweb.com/ergoweb-learning-center/
Thank You
PLANNING AND DEPLOYING A LARGE-SCALE
ERGONOMICS PROCESS: YEAR BY YEAR
Presented by: Jeff Sanford, CPE
VelocityEHS | Humantech
OUR TIME TODAY
•Identifying key steps to take
along the way
•Identifying and categorizing
metrics for the life of your
process
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IF YOU ONLY FOCUS ON
COMPLETING ASSESSMENTS…
…YOU WILL MISS THE BIG PICTURE!
DATA IMPORTANT TO AN ERGONOMICS PROCESS
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ERGONOMICS MATURITY CURVE®
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Year 1
Prepare
Year 2
Deploy
Year 3
Expand
Year 4
Sustain
Year 5
Enhance
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Year 1: Prepare
1.
Identify gaps/fit
Develop policy/plan
Year 1: Prepare
1.
Identify gaps/fit
Develop policy/plan
2.
Select supporting software
Year 1: Prepare
1.
Identify gaps/fit
Develop policy/plan
2.
Select supporting software
3.
Identify roles / responsibilities
Sponsor
Ergonomic Process Lead/Manager
Engineering
Medical Services
Ergonomics
Team
Iss
ue
sEsc
of
ala
tio
n
Health &
Safety
Managers/
Supervisors
Employees
Del
ive
ry
of
Sol
uti
on
s
Year 1: Prepare
1.
Identify gaps/fit
Develop policy/plan
2.
Select supporting software
3.
Identify rules/responsibilities
4.
Implement training
Year 1: Prepare
1.
Identify gaps/fit
Develop policy/plan
2.
Select supporting software
3.
Identify roles / responsibilities
4.
Implement training
5.
Follow the job improvement
process
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Year 2: Deploy
1.
Establish rhythm
Year 2: Deploy
1.
Establish rhythm
2.
Engage operators
Year 2: Deploy
1.
Establish rhythm
2.
Engage operators
3.
Categorize/prioritize/plan
improvements
Year 2: Deploy
1.
Establish rhythm
2.
Engage operators
3.
Categorize/prioritize/plan
improvements
4.
Identify metrics
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Year 2: Metrics/Targets
MSD Risk Factors
 # of jobs assessed
 % jobs assessed across
facility
Direct Causes
 # direct causes
identified and addressed
 % of high-risk jobs with
direct causes identified
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Employee Engagement
 # reports of discomfort
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Risk Priority Score
Year 2: Metrics/Targets
MSD Risk Factors
 # of jobs assessed
 % jobs assessed across
facility
Direct Causes
 # direct causes
identified and addressed
 % of high-risk jobs with
direct causes identified
Employee Engagement
 # reports of discomfort
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Year 2: Metrics/Targets
Risk Reduction
 # improvements identified
 % improvements moved from
‘waiting for decision’ to ‘in
progress’
 # improvements implemented
 % follow-up assessments
completed
 % risk reduction
Year 3: Expand
1.
Eliminate hazards
Year 3: Expand
1.
Eliminate hazards
2.
Expand your team
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Year 3: Expand
1.
Eliminate hazards
2.
Expand your team
3.
Qualitative feedback
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Year 3: Expand
1.
Eliminate hazards
2.
Expand your team
3.
Qualitative feedback
4.
Mine your data
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Discomfort Survey
Year 3: Metrics/Targets
Risk Reduction
 Trending on-target to
risk reduction goals
 % high-risk jobs
 # red jobs reduced to
green/yellow
 % jobs with follow-ups
completed
Employee Engagement
 % change in reports of
discomfort
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Year 3: Metrics/Targets
Employee Engagement
 % change in reports of
discomfort
Risk Reduction
 Trending on-target to
risk reduction goals
 % high-risk jobs
 # red jobs reduced to
green/yellow
 % jobs with follow-ups
completed
Return on Investment
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 $ to implement solutions
 Injury reduction (in areas
of improvement)
Year 4: Sustain
1.
Integrate
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Year 4: Sustain
1.
Integrate
2.
Expand your training
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Year 4: Sustain
1.
Integrate
2.
Expand your training
3.
Audit
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Year 4: Metrics/Targets
Training
 # of locations audited
 % locations with
improved annual
audit score
Risk Reduction
 # red jobs introduced
 % red jobs
 % red body areas
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Year 5: Enhance
1.
Challenge yourself
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Year 5: Enhance
1.
Challenge yourself
2.
Network
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Year 5: Enhance
1.
Challenge yourself
2.
Network
3.
Benchmark
Year 5: Metrics/Targets
Training
 % team members (re)trained
 New leadership/stakeholders
committed
Employee Engagement
 # red body areas eliminated
 % risk reduction versus goal
Return on Investment
 3 and 5 year ROI
 $ productivity,quality,
and safety savings
Year 1
Prepare
Year 2
Deploy
Year 3
Expand
Year 4
Sustain
Year 5
Enhance
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QUESTIONS?
humantech@EHS.com
Jeff Sanford, CPE
jsanford@ehs.com
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