An ergonomics process guidance document is a useful tool to manage a successful and sustainable ergonomics process.
The most successful and sustainable ergonomics initiatives have two main things in common.
They are:
- Viewed as a strategic continuous improvement process.
Ergonomics should be viewed as an ongoing, systematic improvement process that adds tremendous value to the organization. This process is baked into the organization’s daily operations to improve workplace performance as well as health and safety. For more, read The Importance of Ergonomics as an Improvement Process. - Well managed.
Well managed business processes have leadership support/ownership, goals, defined roles, performance expectations and go under regular review.
In order to accomplish these characteristics for your ergonomics initiative, you will need to establish an ergonomics process guidance document. This living document will provide the foundation for the ergonomics process. It’s a tool you will continually refine and improve over time.
Your ergonomics process guidance document should include:
- Declaration of ownership and ergonomics process support
- Goals and objectives
- Roles and performance expectations
- Key metrics and performance indicators
- Plan for regular review and audit of ergonomics process
1. Ownership and Support
The bottom line is that leadership must own and support the ergonomics process for it to have a chance at making a lasting impact on the organization. This should be documented in the ergonomics process guidance document and key stakeholders should indicate their commitment to the process.
If or when a key stakeholder moves inside or outside the organization, a new champion should be established and the guidance document should be updated to reflect the leadership change.
2. Goals and Objectives
Goals for the process should be established to provide direction for the process and hold everyone accountable for meeting key objectives. These goals should align with other organizational goals and initiatives.
3. Roles and Performance Expectations
It is critically important for everyone in the organization to know and understand their role in the ergonomics process. Roles and responsibilities should be clearly defined and communicated. Specific performance expectations should be set and people held accountable for meeting expectations.
4. Metrics and Performance Indicators
Metrics and performance indicators should be chosen and clearly defined in the guidance document. Everyone needs to know and understand how score will be kept throughout the process. A combination of leading and lagging indicators should be used to accurately track activity, progress and bottom line results.
5. Review Process
Like any business process, a regular review/audit should be conducted to identify continuous improvement opportunities and to celebrate success along the way!
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