This material is for training purposes only. Its purpose is to inform employers and employees of best practices in occupational safety and health and general OSHA compliance requirements. This material is not a substitute for any provision of the Occupational Safety and Health Act or any standards issued by OSHA.
 MODULE EIGHT: EDUCATION AND TRAINING
Introduction
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Identifying and solving workplace MSD problems require some level of ergonomic knowledge and skills. Recognizing and filling different training needs is an important step in building an effective program.
For ergonomics, the overall goal of training is to enable managers, supervisors, and employees to identify aspects of job tasks that may increase a worker's risk of developing MSDs, recognize the signs and symptoms of the disorders, and participate in the development of strategies to control or prevent them. |
The educational component of ergonomics training ensures employees are well informed about ergonomic hazards so they can actively participate in identifying and controlling exposures. To be "well informed," includes knowing why using ergonomically safe procedures is important.
Employers may opt to have outside experts conduct ergonomics education and training. If so, the outside instructors should first become familiar with company operations and relevant policies and practices before starting to present the training. Tailoring the instruction to address specific concerns and interests of the worker groups can enhance learning.
Ergonomics awareness training
The objectives for ergonomics awareness training are as follows:
- Recognize workplace risk factors for musculoskeletal disorders and
understand general methods for controlling them.
- Identify the signs and symptoms of musculoskeletal disorders that may
result from exposure to such risk factors, and be familiar with the company's health
care procedures.
- Know the process the employer is using to address and control risk factors, the employee's role
in the process, and ways employees can actively participate.
- Know the procedures for reporting risk factors and musculoskeletal disorders, including the names of designated persons who should receive the reports.
Training in job analyses and control measures
The objectives for training in job analyses and control measures are as follows:
- Demonstrate the way to do a job analysis for identifying risk factors for musculoskeletal disorders
- Select ways to implement and evaluate control measures
Training in problem solving
The objectives for training in problem solving are as follows:
- Identify the departments, areas, and jobs with risk factors through a review of company reports, records, walk-through observations, and special surveys.
- Identify tools and techniques that can be used to conduct job analyses and serve as a basis for
recommendations.
- Develop skills in team building, consensus development, and problem solving.
- Recommend ways to control ergonomic hazards based on job analyses and pooling ideas from
employees, management, and other affected and interested parties.
Special considerations and precautions
Training objectives are not intended to have workers, supervisors, or managers diagnose or treat MSDs. Rather, the purpose is to instill an understanding of what type of health problems may be work related and when to refer employees for medical evaluation. The training should include what is known about work and non-work causes of musculoskeletal disorders and the current limitations of scientific knowledge.
| Training should be understandable to the target audience. Training materials used should consider the participants educational levels, literacy abilities, and language skills. This may mean, for example, providing materials, instruction, or assistance in Spanish rather than English. |
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Open and frank interactions between trainers and trainees, especially those in affected jobs, are especially important. Employees know their own jobs better than anyone else and often are the source of good ideas for ways to improve them. At a minimum, employees must be given an opportunity to discuss ergonomic problems in their jobs as they see them and engage in relevant problem-solving exercises during the training.
Model Training Strategy
Step 1. Introduction. The instructor tells the trainee about the training. At this time, the instructor emphasizes the importance of the procedure to the success of the production/service goals, invites questions, and emphasizes accountability.
Step 2. Instructor show and tell. The instructor demonstrates the process. The instructor first explains and demonstrates safe work procedures associated with the task. In this step the trainee becomes familiar with each work practice and why it is important.
| Trainer: Demonstrates and Explains
Trainee: Observes and Questions |
Step 3. Instructor show and ask. The trainee tells the instructor how to do the procedure, while the instructor does it. This step is actually optional. It's important to include this step if injury is possible. There is an opportunity for the instructor to discover whether there were any misunderstandings, but protects the trainee because the instructor still performs the procedure.
| Instructor: Demonstrates and Questions
Trainee: Explains and Observes |
Step 4. Trainee tell and show. Now it's the trainee's turn. The Instructor has the trainee accomplish the procedure. The trainee carries out the procedure but remains protected because the he or she explains the process before actually performing the procedure.
| Trainer: Gives permission, Observes and Questions
Trainee: Gets permission, Explains and then Demonstrates |
Step 5. Conclusion. The instructor recognizes accomplishment, reemphasizes the importance of the procedure, and how it fits into the overall process. The instructor also reviews the natural consequences (the injury/illness) and system consequences (reward/discipline) related to performance.
Step 6. Document. The trainee certifies (1) training accomplished, (2) questions were answered, (3) opportunities provided to do procedure, (4) accountabilities understood, and (5) intent to comply. The instructor certifies that the trainee has (6) demonstrated adequate knowledge and skill to complete the procedure.
If it isn't in writing...it didn't happen
OSHA requires that training be documented, and in some cases certified. You can tell a compliance officer training occurred until your ears turn blue, but if it isn't documented, you may be hard pressed to adequately demonstrate that it actually occurred. So, as a last word, be sure you document that safety training took place. In your documentation both worker and trainer should certify at least:
Worker name, date, subject
The worker demonstrated safe procedures to standard
All questions were answered to worker's satisfaction
Worker will comply with safe procedures as a condition of employment.
Take a look at this sample training certification.
There you have it. Only one review quiz between you and completion of the course. So, let's get to it! Answer each question as best you can. Scroll up the page to review if you like.
Take the Review Quiz
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