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Looking to add or replace staff? Remember, a good loss prevention program starts
with the hiring process. According to research conducted by the National Council
on Compensation Insurance (NCCI), injury claims go up as more employers start hiring.
The most common reasons for this increase: new employees with little to no prior
experience or a poor fit for the job requirements, ineffective on-the-job training
and lack of adequate supervision.
What are the steps to minimizing the loss potential from new hires? Proven best
practices point to four key areas:
- Strong pre-employment screening
- Post-offer physicals (depending on type of work)
- Effective on-the-job training programs
- Active supervision of new employees
Pre-employment Screening
- Create a detailed description in ADA “friendly” language of what the job entails
and provide to applicants. For example, if lifting objects is a frequent function
of the job, describe the typical objects and the maximum weights. Identify specific
job categories where a post-offer medical examination will be required.
- Utilize a thorough job application as the initial method of narrowing the applicant
pool, and then conduct an interview (preferable in-person) with selected applicants.
Review the job description and follow-up by asking the applicant if they are capable
of performing the job activities. Ask the applicant questions that provide insight
into their “safety consciousness” such as:
- How would you define safety?
- What role does safety play in an organization?
- What does it take to reach and sustain zero injuries?
- What do you think the safety roles, responsibilities, and expectations are for someone
in this position?
- Do responses indicate an employee who would think about how to do the job effectively
and in a safe manner?
Source: Shawn M. Galloway, President, ProAct Safety http://www.proactsafety.com from April 14,
2010 online edition of IndustryWeek, Penton Media, Inc.
- Check applicant references
- Require passing drug and alcohol tests
Post-offer Medical Examinations
- After the initial selection of an applicant and making a conditional job offer,
an additional step in the new hire process is requiring a post-offer medical examination
for all applicants entering an identified job category. (Consult with your HR or
legal counsel for applicable ADA guidelines). This should be a separate step in
the selection process.
- Focus of medical exam is on determining if the applicant can effectively and safely
perform the essential job functions (e.g., lift up to 25 lbs twelve times per hour).
The medical examiner should have the detailed job description in order to create
an appropriate test to determine if the applicant can perform the required functions.
- Medical examiner will only report on whether the applicant can or cannot perform
the essential functions of the job. Privacy of the applicant’s medical information
is protected.
- Occupational physicians or therapists can assist in developing descriptions of job
functions and conducting post-offer medical examinations in an ADA compliant manner.
On-the-Job Training
- Provide the new hire with a training plan specific to the job
- Identify individuals responsible for training and supervision
- Assign a “mentor” who the trainee can go to with questions
- Observe the trainee frequently while learning the job, gradually reducing the time
observed as the trainee becomes more familiar with and appears to have a grasp of
the job
- Provide weekly feedback on training progress, then gradually expand the timeframe
until normal performance review period is appropriate
Taking the time to set up effective hiring and training procedures will add to your
bottom line through greater productivity and a satisfied workforce.
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