Step-by-Step to Job Safety and Job Hazard Analysis | ETQ By ETQ on September 15, 2017 The Occupational Safety and Health Administration (OSHA) requires formal hazard assessments for situations such as confined space work or when a job calls for Personal Protective Equipment (PPE). Conducting a Job Safety Analysis (JSA) is one way to meet these requirements, and to make any dangerous job less risky.
With that in mind, we’ve broken down how to conduct a JSA into 6 simple steps, with added tips on how to make your JSAs more effective. Step 1: Choose the Procedure The first step in performing a JSA is to identify which procedures you’ll focus on. High-priority areas should include procedures associated with:
A history of past injuries or a high frequency of safety, High potential to cause an injury. Potentially high severity of incidents. Infrequent use and low hazard awareness. New processes or equipment, including recently changed processes.
Step 2: Break the Job Into Steps The second step is to take the job procedure under analysis and break it into steps. The best way to do this is to observe an employee as he or she is doing the job, and some people even find it helpful to take video for review.
Your goal should be to break it down into manageable chunks.
You don’t want it to be so general that you’re omitting key steps, and yet you also don’t want to get so granular that you have too many steps.
The general rule of thumb is 10 or fewer steps.
Step 3: Identify Hazards At this point, you need to look at each step and pinpoint what could go wrong at each point.
Ask yourself questions such as:
Do moving objects or equipment pieces pose a hazard? Is any lifting, pushing or pulling required that might cause strain? Could the employee slip, trip or fall? Are environmental hazards like extreme temperatures, lighting or noise a concern? Are harmful substances such as chemicals, dust or fumes involved?
Leveraging makes this step even more effective. You can assess the risk of the procedure as a whole, as well as at individual steps to determine where to focus on controls. Step 4: Implement Solutions For each hazard, you should identify controls that mitigate the risk of a safety incident. In the following order of preference, look for ways to:
Eliminate the hazard: This strategy is the most effective. Potential measures include using a different process altogether, modifying the process or tools, substituting materials and adapting the work environment (such as improving ventilation). Contain the hazard: If you can’t eliminate the hazard, controls such as machine guards or work booths may help contain the hazard. Revise your work procedures: Whenever possible, you should look for ways to modify the procedure to lower its risk. This could mean adding steps or changing them around. Reduce job frequency: If you can’t do any of the above, you should look for ways to minimize how often employees perform a certain job.
Step 5: Communicate the Findings All the work you’ve done to this point is useless if you’re just filing your JSA away in a binder somewhere. The entire purpose is to help people understand how to work more safely, so make sure to:
Distribute copies of the JSA to all affected employees. Include safety measures identified in the JSA in employee training programs. Make the JSA easily accessible to workers, whether with hard copies or on your Use the JSA to inform refresher training for infrequent jobs.
Step 6: Review and Update A JSA should be a dynamic document that management and employees collaborate on to review and update regularly. Areas to focus on here include:
Periodic follow-up: A manager or supervisor should observe the procedure and compare it to the JSA on a monthly basis. After an incident: Part of the incident investigation process should be a comparison of what happened against JSA procedures. This can help you identify whether you have a gap in the JSA, or whether an employee needs additional training. Process or equipment changes: Whenever you introduce new equipment or processes, or if you revise processes, you need to take a look at the relevant JSAs.
When all is said and done, a JSA is only as good as the effort you put into it. If you just check the box, you’re not likely to get results. Follow these steps, however, and you’ll be on a more reliable path to safe work. : Step-by-Step to Job Safety and Job Hazard Analysis | ETQ
Key Steps: The Job Safety Analysis consists of the following 6 steps: Step 1: Describe the job and the sequence of job steps Step 2: Identification of the potential hazards of each step Step 3: Determine who and/or what is at potential risk Step 4: Description of the recommended safe job procedure Step 5:
What might be included in a job safety analysis?
JSA Frequently Asked Questions –
Job Safety Analysis (JSA) is a systematic procedure that breaks each job/task into key training sequences, identifies safety elements of each job/task step and coaches the employee on how to avoid potential safety hazards. Another commonly used term for this process is called a Job Hazard Analysis or JHA. Both a JSA and JHA are considered the same thing.
Ensuring consistent and safe work methods. Reducing injuries by helping employees know how to best perform a task without the likelihood of injury. Provides a form of training documentation regarding the employee’s knowledge of the job safety requirements. Complies with many OSHA requirements.
A job/task has a high injury rate. A job/task has the potential to cause severe or disabling injuries or illness, even if there is no history of previous incidents. An employee has a safety concern about a job. Jobs that are new to your operation or have undergone changes in processes and procedures.
Writing the JSA (with input from those performing the task) Training affected staff at the time of hire, job rotation/transfer, changes in the job/task, or injury Enforcing work rules
Reviewing all JSA’s for their job Wearing all PPE required for the task Following the recommended steps to perform a task in a safe manner
: Job Safety Analysis (JSA)
What is job analysis checklist?
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Job analysis procedure is a procedure of collecting, examining and using information surrounding tasks of an employee for the purpose of making a step-by-step comparison between demands of these tasks and capabilities of the employee. The following checklist will help you run the procedure.
Are JSA mandatory?
What is a JSA? – A JSA is a form of risk assessment, which details step-by-step how a task is to be carried out safely. Sometimes the JSA is called a JSEA and includes environmental aspects as well. The name does not matter. Other than the employer’s general duty of care to ensure workers are trained and competent for their work, there are no specific legal requirements to have a JSA or any regulations prescribing the format or content for JSA’s.
Tasks – A step-by-step list of the basic activities of the task e.g. start machine.
Hazards – List of potential hazards at each step of the task.
Control Measures – Step-by-step instruction on how to safely carry out the task by controlling each identified hazard.
Is job safety analysis the same as job hazard analysis?
Think of the picture, is the BEAR the JHA and the Sign is the JSA or is it the other way around? Many people believe that JHA and JSA are two different names for the same thing. If you’re up on safety issues, you can probably guess this means:
Breaking a job down into the smaller tasks that make up the job. Identifying hazards associated with each task. Ranking the hazards in order of the ones that must be addressed first to ones that can be addressed later (or maybe even not at all). Designing and implementing controls for the hazards.
Job Hazard Analysis is a tool that safety professionals have used for over 70 years. As early as 1940, there have been analysis systems that considered the actions of workers as they worked and of their machinery. The early term, Job Analysis (JA), became Job Safety Analysis (JSA), and in recent years, the term Job Hazard Analysis (JHA) came to the forefront.
Even today, many confuse JSA with JHA. JSA has probably been used more than any of these analysis systems, but it only considers three things: The specific job steps needed to complete the job, The hazard or hazards involved with each step, and The safety measures used to avoid the hazard in each step.
JHA adds “risk assessment” to the JSA procedure by including an evaluation of risk (at each step), and by classifying and identifying ” probability” and ” severity.” And that is the major distinction between JSA and JHA. “The JHA is used to assess the existing and potential hazards of a job, understand the consequences of risk, and act as an aid in helping identify, eliminate, and control hazards” What is a job safety analysis (JSA)? A job safety analysis (JSA) is a safety management technique that focuses on and is used to identify and control the hazards associated with a job or task. JSAs ascertain the hazards existing between the worker and his/her work environment (tools, tasks, place, etc.).
The purpose of a JSA is to lower the risk of each step of a job to minimal level to protect worker safety. In conducting and following through with a JSA, companies are able to minimize and/or avoid the costs of injury, lost time, and workers´ compensation claims. The analysis starts with a summary of the whole job process, which is then broken down into smaller steps.
The hazards involved in each step are identified and then the control measures used to eliminate, reduce or mitigate each hazard are identified and described. This means every aspect of the whole process is analyzed and safe methods of work determined.
What is a job hazard analysis (JHA)? The term JHA can be used interchangeably with JSA.
A job hazard analysis (JHA) is the term used by OH&S for “a technique that focuses on job tasks as a way to identify hazards before they occur.
It focuses on the relationship between the worker, the task, the tools, and the work environment.
Ideally, after you identify uncontrolled hazards, you will take steps to eliminate or reduce them to an acceptable risk level.” What is an Activity Hazard Analysis (AHA)? The term AHA can be used interchangeably with JSA. An activity hazards analysis (AHA) is a term used by Engineers as a “documented process by which the steps (procedures) required to accomplish a work activity are outlined, the actual or potential hazards of each step are identified, and measures for the elimination or control of those hazards are developed.” What is the difference between a JSA, a JHA, and an AHA? Nothing! It´s just a terminology difference, but the end result is the same.
Who should conduct a job safety analysis? Generally, employers, foremen, supervisors, and health and safety professionals conduct job safety analyses. However, employees are also encouraged to use industry standards to analyze their own jobs to recognize and correct workplace hazards before they result in an injury.
Why is job safety analysis important? Protecting safety and health is critical to your business, your job, and even your life. By systematically looking at your workplace operations, establishing proper job procedures, and ensuring that all employees are trained properly, you can help prevent workplace injuries and illnesses.
Supervisors can use the findings of a job safety analysis to eliminate and prevent hazards in their work areas. This is likely to result in fewer worker injuries and illnesses; safer, more effective work methods; reduced workers´ compensation costs; and increased worker productivity. The analysis also can be a valuable tool for training new employees in the steps required to perform their jobs safely.
What jobs need a job safety analysis? Any job can have one, but priority should go to the following types of jobs: Jobs with the highest injury or illness rates; Jobs with the potential to cause severe or disabling injuries or illness, even if there is no history of previous accidents; Jobs in which one simple human error could lead to a severe accident or injury; Jobs that are new to your operation or have undergone changes in processes and procedures; and Jobs complex enough to require written instructions.
Risk Assessment may be used in varying degrees of depth and detail using one or many of the Risk Assessment Techniques. The Job Safety Analysis is the act of getting a group of qualified individuals (supervisors, senior employees, safety personnel) together to: 1. Observe a task being performed.2. Identify the potential hazards for each step in the task.3.
Assess the risk potential and severity of each hazard.4. Brainstorm appropriate controls according to the risk levels identified. JHA is not a one-time event. It can (and probably should) occur simultaneously at a number of different locations. The JHA development team should then take the information gathered from conducting the Job Hazard Analysis (or Analyses), and write an official Safe Work Procedure.
This Safe Work Procedure will in all likelihood be an exact copy of the latest iteration of the JHA.
It is the document that should be approved by senior management and circulated among the workers.
It is the roadmap for performing a task safely.
It remains unchanged until a subsequent JHA (which should be conducted regularly) identifies a new hazard or comes up with a better control.
Once the Safe Work Procedure is in circulation, the JHA record should be filed away for reference and due diligence purposes only. Maintaining and circulating both binders will only lead to confusion, frustration, and inconsistencies. According some supervisors to this view, the JHA occurs less frequently – maybe every year or at a similar time interval – and the JSA is something that happens at the beginning of every day or every work shift.
What is a job safety analysis sheet?
Job safety analysis (JSA) defines and controls the hazards of processes, jobs, and procedures. JSAs are systematic examinations and documentation of every task within jobs to identify hazards and how to control tasks.
What is a job hazard analysis examples?
Examples of hazards include: working at heights, slippery surfaces, exposed moving machinery parts, fire, explosion, noise, electricity, toxic emissions, corrosive chemicals, low oxygen, repetitive tasks, heavy lifting, infectious Bloodborne pathogens, assault, and homicide.
What is the first step in performing a JSA?
Step-by-Step to Job Safety and Job Hazard Analysis | ETQ By ETQ on September 15, 2017 The Occupational Safety and Health Administration (OSHA) requires formal hazard assessments for situations such as confined space work or when a job calls for Personal Protective Equipment (PPE). Conducting a Job Safety Analysis (JSA) is one way to meet these requirements, and to make any dangerous job less risky.
With that in mind, we’ve broken down how to conduct a JSA into 6 simple steps, with added tips on how to make your JSAs more effective. Step 1: Choose the Procedure The first step in performing a JSA is to identify which procedures you’ll focus on. High-priority areas should include procedures associated with:
A history of past injuries or a high frequency of safety, High potential to cause an injury. Potentially high severity of incidents. Infrequent use and low hazard awareness. New processes or equipment, including recently changed processes.
Step 2: Break the Job Into Steps The second step is to take the job procedure under analysis and break it into steps. The best way to do this is to observe an employee as he or she is doing the job, and some people even find it helpful to take video for review.
Your goal should be to break it down into manageable chunks. You don’t want it to be so general that you’re omitting key steps, and yet you also don’t want to get so granular that you have too many steps. The general rule of thumb is 10 or fewer steps. Step 3: Identify Hazards At this point, you need to look at each step and pinpoint what could go wrong at each point.
Ask yourself questions such as:
Do moving objects or equipment pieces pose a hazard? Is any lifting, pushing or pulling required that might cause strain? Could the employee slip, trip or fall? Are environmental hazards like extreme temperatures, lighting or noise a concern? Are harmful substances such as chemicals, dust or fumes involved?
Leveraging makes this step even more effective. You can assess the risk of the procedure as a whole, as well as at individual steps to determine where to focus on controls. Step 4: Implement Solutions For each hazard, you should identify controls that mitigate the risk of a safety incident. In the following order of preference, look for ways to:
Eliminate the hazard: This strategy is the most effective. Potential measures include using a different process altogether, modifying the process or tools, substituting materials and adapting the work environment (such as improving ventilation). Contain the hazard: If you can’t eliminate the hazard, controls such as machine guards or work booths may help contain the hazard. Revise your work procedures: Whenever possible, you should look for ways to modify the procedure to lower its risk. This could mean adding steps or changing them around. Reduce job frequency: If you can’t do any of the above, you should look for ways to minimize how often employees perform a certain job.
Step 5: Communicate the Findings All the work you’ve done to this point is useless if you’re just filing your JSA away in a binder somewhere. The entire purpose is to help people understand how to work more safely, so make sure to:
Distribute copies of the JSA to all affected employees. Include safety measures identified in the JSA in employee training programs. Make the JSA easily accessible to workers, whether with hard copies or on your Use the JSA to inform refresher training for infrequent jobs.
Step 6: Review and Update A JSA should be a dynamic document that management and employees collaborate on to review and update regularly. Areas to focus on here include:
Periodic follow-up: A manager or supervisor should observe the procedure and compare it to the JSA on a monthly basis. After an incident: Part of the incident investigation process should be a comparison of what happened against JSA procedures. This can help you identify whether you have a gap in the JSA, or whether an employee needs additional training. Process or equipment changes: Whenever you introduce new equipment or processes, or if you revise processes, you need to take a look at the relevant JSAs.
When all is said and done, a JSA is only as good as the effort you put into it. If you just check the box, you’re not likely to get results. Follow these steps, however, and you’ll be on a more reliable path to safe work. : Step-by-Step to Job Safety and Job Hazard Analysis | ETQ
What are the 7 methods of job analysis?
The most common methods of job analysis include open-ended questionnaires, highly structured questionnaires, interviews, observation, work diary or log, and behavioral event interview.
What are the 4 methods of job analysis?
The critical job analysis methods are observation, interview, functional job analysis, questionnaire, etc.
What is job analysis and steps in job analysis?
Job analysis is the process of studying a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the qualifications necessary for performance of the job and the conditions under which the work is performed.
How many steps are there in job analysis?
The Job Analysis Process – Job analysis can be described as a six-step process as follows:
Determine the purpose for conducting job analysis, The purpose should be clearly linked to organizational success and the organizational strategic plan. A frequent reason for conducting job analysis projects is that jobs are much more dynamic than ever before. Technology and the demands of a competitive environment frequently change the nature of the job requiring reevaluation. Rapid organizational growth often means new types of jobs requiring job descriptions. High turnover or low job satisfaction might be other indicators of the need for job analysis projects. High turnover might indicate that jobs are not properly priced in relation to the external job market. Because job analysis drives compensation decisions, old job analysis results might need to be updated. Low job satisfaction is often the result of boring or repetitive jobs. Job analysis can identify new ways to design jobs to make them more interesting and challenging.
Identify the jobs to be analyzed, After the purpose is identified, it provides some indication as to which jobs should be included in the job analysis. Often, however, time and resource constraints limit the total number of jobs that can be included in the process. For example, if the organization as a whole is experiencing turnover, that data should be analyzed to determine the particular departments in which the problem seems to be the worst. That analysis indicates the direction for the project. The same is true if the organization is growing or experiencing significant change in only certain areas. Those are the jobs that are most appropriate for job analysis.
When a large number of employees encumber the same job, a determination must be made as to how many of the positions will be included in the project. Statistical sampling might be appropriate if the number is large. This is also the time in the project in which communication with both employees and managers begins to take place. They should be advised as to the purpose of the project and provided a general overview of the process.
Review relevant background data, Efficient and effective job analysis often builds from previous work and data that are already corrected. A review of current job descriptions and organizational charts provides basic information with which to begin the project. Analysis of workflow assists in understanding the responsibilities of the job and how it fits into the total work process.
Plan and execute the job analysis project, Planning is the key to successful projects. The appropriate data-gathering methodologies must be determined and an action plan developed as to project activities and milestones. Data collection methods are covered in the next section.
Write the job description and job specifications, After the data are collected and analyzed, they must be turned into the written work outputs, job descriptions, and job specifications. Before these documents are finalized, they should be reviewed with a representative sample of both the affected employees and their managers. If modifications to the documents are required, they should be made and the appropriate final approvals obtained.
Periodic review, It is good HR practice to engage in a planned process of periodic review of job descriptions and job specifications. Many organizations use a revolving process, reviewing a portion of the organization each year so that the entire organization is reviewed in a cycle—usually three, four, or five years. During the review, managers in that portion of the organization under review are required to verify the accuracy of the job descriptions and job specifications. If managers indicate job descriptions are out of date, those descriptions are included in the job analysis review. In addition, a random sample of jobs is also included for review.
What is the first step of Jha?
Step 1: Identify known hazards – This first step in your JHA is a combination of checking your gut, brainstorming, and looking at your workplace with new eyes. Instead of focusing on productivity and efficiency, look at every task your employees perform through the lens of worker safety.
Look at your record: Have you had accidents or near misses in the past? What were they and how did they happen? HR software that tracks employee absences and injuries can make this analysis easier. Review statistics: In addition to prior incidents, look at trends for your industry. What are the most common injury types? You can find the latest stats on the BLS website, Note known hazards: Have your employees noticed hazards in your workplace? Write down all the hazards your team can identify. Assess exposure: How likely are the risks on your list? How severe are the potential consequences of each hazard?
What is the first steps in conducting a job analysis?
What is the first step in conducting a job analysis? Decide how we will use the information is the first step of job analysis. This step will determine the data we need to collect and how we collect them.
