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Archive for category: Healthy Workplace

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Top 10 Ergonomic Tips

In one of our earlier blog posts for “Workplace Wednesday”, we introduced the concept of ergonomics. Ergonomics addresses well-being and performance in relation to one’s job, equipment, tools and environment, with an overall goal to improve health, safety and efficiency of the worker and workplace. While the concept of ergonomics is no longer new, it involves much more than making sure your office chair is of the latest style. Due to the many different components involved in utilizing ergonomics to promote wellness and safety at work, some find it overwhelming and don’t know where to start. We’ve combined some of the most important and effective ergonomic tips together to make a quick reference guide for those looking for a starting point or those looking to brush up on their current strategies.

1.      Take frequent breaks: We’ve said it before and we will say it again. Regardless of the job and job demands, humans were not meant to remain in static positions for long periods of time. Taking regular, brief breaks throughout the day allows us to avoid maintaining static positions, awkward postures and repetitive motions that lead to injuries. It is also important in terms of our cognition as this allows us to recharge and refocus to maintain productivity. Consider taking a 2-3 minute break for every 30 minutes of work.

2.      Follow the rule of 90s: For those who are required to maintain sitting positions for long periods of time at their workstation, the rule of 90 degrees should be followed. This means that while sitting at a desk, a person’s knees, hips and elbows should each be resting at 90 degrees. This angle falls in line with our natural body proportions and biomechanics, and helps support proper posture and body positioning.

3.      Seating matters: In a similar manner, seating is a key component when looking to support ergonomics. Chair height should be adjustable such that the back is firmly supported, thighs remain parallel to the floor and the feet are able to rest flat on the floor or a foot rest. The chair itself should have a sturdy support base and wheels, to allow easy mobility over flooring as well as the ability to swivel 360 degrees to avoid twisting, reaching and bending to access other items around the workstation.  The more adjustable the chair the more you can fit it to YOU.

4.      Change positions regularly: Just as with taking frequent breaks, regular position changes are important to avoid injuries. Whether it be taking a break to walk to the filing cabinet, or standing while having a phone conversation, make sure that regular changes in body position occur over the course of the day. Some companies are moving towards installing mobile workstations, which can be transferred from sitting to standing height to allow employees to alternate between periods of sitting and standing to complete work tasks, making regular position changes a habit is an effective and free way to avoid injury.

5.      Inspect your screen: Many jobs today require long periods of screen time. If this is the case for your workstation, make sure that there is an arm’s length distance between your eyes and the screen. Also make sure that the top of the monitor or screen is level with your forehead. This allows for the head and neck to remain in a neutral position by avoiding continued periods of looking up or down. If a job requires frequent paper reading or phone use alongside computer use, consider a document holder or headset.

6.      Keep tools and frequently used items close to your body: Whether it be having your chair tucked in close to your desk, or the location of your keyboard and other frequently used items like the mouse and telephone, ensure that these items remain close to the body. This allows you to avoid reaching, twisting at the trunk or adopting other awkward postures to obtain and use these items.

7.      Stretch: This tip goes hand in hand with the use of regular breaks and position changes. Engaging in gentle stretching on a regular basis over the course of the day can address body stiffness and muscle tension in areas like the neck, shoulders and back. It also serves as a preventative strategy to keep the body moving and avoid injury before it happens.  Grab a list of some simple stretches for your neck, shoulders, wrists and back and do these a few times a day.

8.      Keep wrists neutral: Whether it be for keyboarding, use of a mouse or desk work, it is important that wrists are maintained in a neutral posture. This avoids potential for overuse and injury due to fixed postures of flexion. Try altering positions or using equipment such as a wrist rest to support the forearms.

9.      Lighting matters: Improper lighting at a workstation can lead to glare, visual strain, headaches and reduced concentration. Make sure that lighting is neither too bright nor too low and that the location and angle is appropriate for the specific work task.

10.  Ask for help: These tips are basic in nature and are meant to serve as general information. However, if you have more specific questions related to implementing ergonomics in your workplace, for a specific job or employee, seek the services of an Occupational Therapist. An OT can provide more thorough assessments and recommendations to maximize safety, health and efficiency at work.

Keep these principles in mind anytime you are in a static posture and are using a computer or workstation.  Prevention is always the best medicine to avoiding injury and lost work time that can be so disruptive for you and your employer.

Check out our free e-book “Cost Effective Ergonomics Solutions” for more ergonomic solutions.

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Employment for Autistic Individuals

In celebration of Autism Awareness Month we are thrilled to bring you this guest post from our colleague Bill Wong.  Bill is an Occupational Therapist, speaker and Autism advocate who lives and practices in California.  For more information on Bill please check out his recent Ted Talk: “Fighting On: Overcoming Autism Diagnosis.”

Employment for Autistic Individuals
Guest Blogger:  Bill Wong, OTD, OTR/L

Unlike many occupational therapy experts in autism, my expertise in autism comes from a combination of clinical and theoretical knowledge and my lived experiences as an autistic individual. Since I was diagnosed in 2010, I have been working on trying to understand my lived experiences from an occupational therapy perspective.

Employment can be tough for autistic individuals. There are 3.5 million autistic individuals out there in the United States, myself being one of them.  Of the 3.5 million autistic individuals, 35% have never held a job, and before occupational therapy, I was part of that statistic.

Fast forward to my occupational therapy career, my first occupational therapy job lasted 3 months and I had an unsuccessful attempt at private practice for 8 months. That said, I am now employed for 7+ months in the skilled nursing facility setting and poised for a pretty good performance review if I were to have one today.

What have I really learned?

1.      Networking is really important. Every real connection in your life counts. You never know when will these connections come into play. If you are a parent of a young autistic child, encourage them to learn to play with other children or join extracurricular activities where they can be with others and make friends. If you are a parent of an autistic adolescent or adult, encourage them to make some close friends that they can rely on in the future. As an autistic individual, I understand that making connections spontaneously can be difficult. However, inviting them to participate in social opportunities that interest them can be a good start for facilitating such connections.

2.      It is important for autistic individuals to know about themselves well– from their strengths and weaknesses, to sensory preferences, to their abilities in stress and anxiety management. Unless autistic individuals are in supported employment or sheltered employment, they won’t have access to support workers around them constantly. Understanding such things can help maximize the length of time these individuals are employed, or leave on their own terms if better opportunities come along.

3.      Don’t overlook volunteer opportunities or internships. Autistic individuals can learn about working as a team and many other job related skills. Expectations might be lower than an actual job. However, they can be important job-skill building experiences prior to actual paid employment.

4.      Social media can be a double edged sword for autistic individuals. On one hand, it can be an avenue to develop strong professional networks and support systems. On the other hand, it can be a key reason why autistic individuals might not get employed if their employers study their social media accounts. For autistic individuals, that means they have to be aware of their social interactions online so that they don’t put themselves in disadvantages that they are not aware of.

5.      Once employed, building rapport with colleagues is vital. That can set the tone on whether a job can be a successful and enjoyable one. In order to do so, this means autistic individuals must have at least adequate social communication and rapport building skills. Performance skill development will come with time at any job.

6.      The first paid job can be learning experiences for future jobs. Getting fired or having to resign are not fun feelings. But reflecting upon objectively the reasons why can lead to opportunities to improve and make adjustments for the next job.

7.      Mental flexibility is extremely important in many jobs. Job environments can produce many unpredictable situations. There also may not be enough time for transitioning from one task to another. Training autistic individuals how to deal with such from an early age will go a long way in preparing for their futures.

8.      Working at a paid job doesn’t mean sacrificing all the things that are meaningful to you or can bring balance to your life. Having a job that can pay the bills is important. However, if this comes at an expense of not doing things that autistic individuals can either relax or serve as a change of pace for what they are doing, it may be is time to switch to a better job situation.

9.      Never be ashamed to ask for help on job related matters– from people at the autistic individuals’ current jobs, to those in their social circles who are also working in the same profession. As an autistic individual, I understood it can be tough to ask for help, especially to my peers who have accomplished more than I do. That said, once I realized I was struggling in my current job after I completed my observations, I quickly turned to social media unashamedly asking my peers for help. My proactive actions helped me settled into the flow of my job within two weeks.

In conclusion, maintaining paid employment can be a daunting challenge for autistic individuals when they become adults. However, with great preparation in childhood and helping them learn generalizable skills will carry them a long way to succeed. Even if they have to learn these skills in adulthood like me, being intentional about attacking these problems can increase chances of successful employment.

 

photo care of:  www.tedxgrandforks.com/press

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Starting A Practice

Taking the leap to go out on your own and begin your own practice is a big step.  But with proper planning and a positive outlook, this decision can be extremely rewarding.  I invite you to listen to the following Podcast, on StartATherapyPractice.com where I share the story of my decision to open my own practice which eventually lead to my current firm, Entwistle Power.

Start A Therapy Practice:  Julie Entwistle, OT – Begin A Therapy Practice Organically

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Your Brain at Work: The Cognitive Job Demands Analysis

Many employers know that a Physical Job Demands Analysis involves a health professional outlining the physical aspects of a specific job position.  These are common in manufacturing or production industries where jobs can be heavy, repetitive, or require high physical demands.  But these reports are seldom helpful if an employee suffers a brain injury, cognitive or emotional impairment and their return to work issues relate to cognitive or psychological changes and not necessarily physical impairment.

A Cognitive Job Demands Analysis is an objective evaluation of the specific cognitive, emotional and psychological skills required to perform the essential job duties of a given position. As mentioned, traditional Job Demands Analysis typically address only the physical components of the essential job duties.  Yet, jobs are multifaceted and performance at work depends on the interplay of human physical, cognitive, emotional, behavioral and environmental factors.  As such, having a cognitive job demands analysis in conjunction with a physical job demands analysis is ideal, or these can be completed as a standalone assessment if required.

Cognitive job demands analyses can be helpful in providing a baseline measurement tool against which an individual’s cognitive and psychological capacities may be compared, such as when hiring new employees, developing and implementing training programs, or to assist in return to work post injury or illness. These comprehensive and detailed assessments can be utilized when any health condition (cognitive, physical, or emotional) impacts an employee’s thinking, cognition and/or their interpersonal processes and abilities.

Much like with a physical job demands analysis, a cognitive job demands analysis involves an on-site observation of a worker(s) completing the job in question and usually includes objective measurements, and sometimes interviews with employers and co-workers. Some of the more specific aspects examined include:

·         Hearing, vision and perception

·         Reading, writing and speech

·         Memory, attention, and higher level cognitive abilities, like problem solving, insight and judgement

·         Safety awareness

·         Work pace

·         Self-supervision

·         Deadlines and work pressure

·         Interpersonal skills required for the job

·         Self-regulation and the need to work independently, with supervision, or in a group

A comprehensive job demands analysis should include comparisons of the information obtained to standardized classification data related to occupations, such as those outlined by the National Occupational Classification 2011 proposed by Human Resources and Skills Development Canada. After a report is generated, recommendations and interventions for consideration can be developed.

Do you feel that your organization has positions that need to be outlined via a cognitive job demands analysis? Do you have more questions on how a cognitive job demands analysis can be used in the return to work process? If so, seek out the services of an Occupational Therapist, or contact Entwistle Power for a free consultation.

For additional informative posts on workplace health and wellness please refer to our Healthy Workplace page.

Resources

Haruko Ha, D., Page, J.J., Wietlisbach, C.M. (2013). Work evaluations and work programs. In H. McHugh Pendleton and W. Schultz-Krohn (Eds.) Pedretti’s Occupational Therapy Practice Skills for Physical Dysfunction (337-380), St. Louis, Missouri: Elsevier Mosby.

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Brown Bag It!

As nutrition month comes to a close we want to remind you of the importance of eating well 9 to 5 to boost your health and productivity.  The best way to ensure you are consuming the nutrients you need, while avoiding ingredients that can be detrimental to your health, is to make and take your own lunch every day.  The following from nutritionmonth.ca provides you with helpful tips and recipes to create healthy snacks and meals to keep you at your best all day long.

Nutritionmonth.ca:  Make It and Take It

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Ask yourself: Does this achieve my goals?

Julie Entwistle, MBA, BHSc (OT), BSc (Health / Gerontology)

What if I told you that there was one easy way to achieve the goals you have set for yourself?  Could it be that simple?  People are complicated creatures, true.  But if you have taken the time to set goals, are you measuring these and achieving them?  Are you working on your goals every day?

Here is the secret sauce…with every fork in the road, and there are tons of them, ask yourself: which decision aligns with my goals?

Let’s take health as an example.  Your goal is to lose weight, be more active, or be less breathless at the top of the stairs.  So you get to work and the first decision is: should I take the elevator or the stairs?  Then it is lunch and you have the option to work at your desk, or go out for a short walk.  Or you don’t bring a lunch and need to decide if you should buy pop or water.  The salad or burger.  With each of these examples one decision aligns with your goals and one does not. Yet if you continuously choose the option that aligns with your goals, results will follow.  This is true even if you make a small decision in the right direction – like taking the stairs for one flight then catching the elevator for the rest of the ride.  Or instead of ordering the salad, you just choose to not order the fries.

Using my life as an example, I have five key goal areas:  health, family, career, finances and personal growth.  Every evening I have the option of bringing my computer home to continue working into the night.  To do so may align with a financial goal of earning a suitable income, and a career goal to run a successful business, but it negates two other important goals of health (working means I will not exercise), and family (working means I won’t be spending time with my children).  So, I have a conundrum.  But in these cases the reality is that my day at work has already been spent on my career and financial goals, while my other goals have taken a backburner to work time.  So, considering this, aligning my evening time with two different goals helps me to make the important decision to leave the computer at the office, minus the guilt that comes from leaving some work unfinished.

Yes, achieving goals takes discipline, but it is far easier to make small consistent choices, then to make a drastic change that might not be sustainable.  So, on the path to awesomeness that involves you setting goals and blowing these out of the water, just ask yourself daily, as you need to make decisions around your behavior and time, “which option here will help me to achieve my goal(s)?”  Then, as you align your decisions with your top priorities, results will follow.

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Accessibility in Ontario: Is Your Company Compliant?

Julie Entwistle, MBA, BHSc (OT), BSc (Health / Gerontology)

Ontario is the first in the world to enact the Accessibility for Ontarians with Disability Act (AODA) – a law requiring businesses to provide accessibility standards for people living with a disability. This is a multi-year plan that requires all public, private and not-for-profit businesses to make their organizations accessible for everyone by 2025.

The Government of Ontario Legislative Assembly designated that public sector organizations, and large organizations must establish, implement and document a multi-year accessibility plan that outlines their strategy to prevent and remove barriers to meet these standards. Plans are to be maintained every five years, posted on the business’ website, and modified to be specific to each individual upon request. Timelines and details for the following policy implementation will depend on the type and size of business.

Do you know if your business is accessible? Are you complaint to the legislation?  Here is some helpful information and resources to help you find out.

5 Areas of Accessibility Standards

1.  Customer Service – this refers to the services provided to disabled persons, beyond just the specifics of the building itself.  It also includes training of staff to be able to communicate with people who are using assistive devices, service animals, and support personnel.

2.  Employment – this involves including employee accessibility needs in human resource practices.  It covers the need to notify employees and new applicants of work accommodations, and outlines the requirement of developing a written process specific to each individual requiring accommodation.  Lastly, also includes an individualized emergency response plan if deemed necessary, return to work processes, performance management, career development and redeployment parameters. Private or non-profit organizations must comply by 2016.

3.  Information and Communications – this refers to employers providing accessible feedback options, educational and training resources and materials, along with how the employer is making internal communication accessible (i.e. electronic, Braille, audio formats, large print, text transcripts, note taking, captioning, augmentative or alternative communication devices, sign language and repetition or clarification of information).  Refer here for further information.

4.  Transportation – The standard applies to conventional services such as the Toronto Transit Commission (TTC) or specialized transportation such as DARTS in Hamilton, certain ferries, public school buses, or hospitals, colleges, universities that provide services such as shuttles. Electronic pre-boarding and on-board announcement requirements must be in place by January 1, 2017.

5.  Design of Public Spaces – The Accessibility Standards for the Built Environment focus on removing barriers in two areas: buildings and public spaces. As of January 1, 2015 new construction and renovations will be required to abide by accessibility requirements. This includes recreation trails and access routes, outdoor public eating areas, outdoor play spaces/parks, outdoor paths of travel (sidewalks, ramps, rest areas, and pedestrian signals), parking, service counters, fixed queuing lines and waiting areas, and the maintenance and restoration of public spaces.  Specific measurements for development are listed in the policy guidelines.

Steps for Compliance

1.  Determine what you have to do with use of this helpful wizard –   This survey provides you with:

  • Accessibility requirements your company has already met
  • Upcoming requirements for January 2016, based on the information you provide.

2.  Assess your level of accessibility –   Does your company have barriers? Barriers are obstacles that make it difficult, even impossible, for people with disabilities to take part in society to do occupations such as working, shopping, attending appointments or taking public transit. Service Ontario provides a great description of barriers to accessibility.

3.  Develop accessibility policies and a plan –  Statement of commitment: All public organizations and private and not-for-profit organizations with 50+ employees are required to develop an available statement of commitment explaining their vision and goals.

4.  Train your staff on accessibility standards –  Training employees and volunteers about this law (Public sector organization of 1-49 employees AND private or non-profit organizations of 50+ employees by 2015, or private and non-profit organizations of 1-49 employees by 2016).

5.  Put it in writing – You can combine your statement of commitment, policies and plan in one document or in a way that best suits your organization. It’s also up to you to determine the level of detail in your accessibility policies and plan. It will likely depend on your accessibility goals and when you hope to achieve them. Check out this useful template with timelines.

6.  Let people know – Report your progress online and let customers know how to find your plan.  Consider using your website or other circulations or media to notify others about your compliance.

Lastly, consider Occupational Therapy.  As the profession that deals exclusively with helping people with disabilities to manage safely and independently at home, work, school or in the community, we have a plethora of knowledge about issues of accessibility.  Consult with an Occupational Therapist for creative and compliant solutions to this legislation, or to assist with staff training.

For more helpful tips on workplace health and wellness please refer to our Healthy Workplace page.

 

Resources:

The free accessibility compliance wizard and detailed information: http://www.mcss.gov.on.ca/en/mcss/programs/accessibility/.

The succinct schedule of compliancy dates: http://www.cfib-fcei.ca/cfib-documents/br1035.pdf. 

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Are you Complaining or Solving your Problem?

Julie Entwistle, MBA, BHSc (OT), BSc (Health / Gerontology)

I am not one for complainers.  Those people that take time to vent about the wrongdoings in their life without putting that energy into solutions.  Every problem has a solution.  In fact, most problems have multiple solutions.  And many people often forget that “do nothing” is always an option.

Since my kids were little I have not tolerated complaining.  I feel that it just creates negative energy and serves no good purpose.  How will being good at complaining serve them as students, adults, in life?  I don’t feel it will, and as the mom in the very important role of being their “adults-in-training coach” I ask them when they are venting “are you complaining or solving your problem?”  I am all about solutions and engage them in solution-focused communication related to the challenges they face.

I see this at work all too often.  For example, the other day I had a complainer in my office.  This person spent 30 minutes venting about a situation about which they actually had full control to solve.  Yes, there were solutions in their rant, but these were extreme and unnecessary and in the end they told me how they expected me to solve the problem – without trying a solution themselves.  Not productive, adult-like, or mature.

I guess problem solving for me is an occupational hazard.  As an occupational therapist, I consider my role to ultimately be “options therapy”.  In that, we take any given problem related to function, analyze it, break it down into component parts, and help people to understand all the possible solutions.  Some solutions are easier, shorter and cheaper than others, and some can be elaborate and involved.  Either way, we are not in the business of “control therapy” and need to essentially just empower people to make solid decisions around suitable alternatives and to implement these with or without our support.

So when faced with a complainer, boldly ask them if they are complaining or solving their problem.  Help them to generate a list of possible solutions, including the pros and cons of each.  In the end you will be showing them that not only is complaining unproductive, but there are calm and thoughtful ways to work through problems that will bring clarity, reduce stress, and ultimately lead to resolve.

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Eating for Energy

Guest blogger:  Susan Culp, Certified Health Coach of Fresh Focus
www.fresh-focus.ca

Do you have an abundance of energy and vitality at work?  If the answer is no, then you are among the vast majority!  Imagine how much more productive and motivated you would be and how this would make you feel.  Unfortunately, most of us have fallen prey to a few very common culprits that drain our energy and leave us wandering through our work week in a tired fog.

One of the main factors contributing to decreased energy is poor food/lifestyle choices — caffeine, sugar, soft drinks, alcohol, processed foods, tobacco, artificial sweeteners, refined starches, etc.  Some of these ingredients (such as caffeine and sugar) give us an initial energy boost; however, they ultimately run us down by depleting us of minerals and nutrients and disrupting our natural rhythms and metabolic processes.  We end up experiencing cravings for these foods — not only for the initial “boost” they give us, but also because they are HIGHLY ADDICTIVE.

Ask yourself: what do you depend on to get through your work day?  As March is National Nutrition Month, we challenge you to identify one of your own “energy suckers” and then make the commitment to cut it out of your life, or reduce it, for at least 2 to 3 weeks.  You’ll be amazed at not only your increased energy, but also the empowering experience of accomplishing a goal and kicking dependency to the curb!

Try these 7 Tips & Tricks to help boost your energy during that mid-afternoon slump:

1.     Take a 5- or 10-minute walk down the hall (or up and down the stairs) — scheduling “walking meetings” (ideally outside in the fresh air) whenever possible is also a great way to get both your energy and creativity flowing.

2.     Chew mint-flavoured, sugar-free gum

3.      “Belt out” the lyrics to your favourite songs — this one may be more appropriate for your commute in the car, but singing really does work

4.     Snack on unsalted, roasted nuts & seeds to stabilize your blood sugar levels

5.     Massage the outer rim of your ear — sounds crazy, but it works!

6.     Drink plenty of water during the day — many people feel tired or lethargic when they’re even slightly dehydrated

7.     Having a plant on your desk can decrease stress and increase productivity

The best way to increase your energy over the long-term is to eat whole foods such as vegetables, whole grains, fresh fruit, and beans.  When foods have not been processed, they keep their natural fibre, vitamins, and minerals.  Try to also work in a couple of superfoods each day for an extra punch of nutrients — start with simple options like berries, greens, and seeds and work your way up!

Many of us already know what we need to eat (and/or what we need to stop doing), but still just can’t seem to break out of our current patterns.  Therefore, we encourage you to find a group of co-workers and do it together — the key is having enough support, not more willpower.  Create a challenge between groups (or across departments) to make it fun and motivating — the bonus is that you’ll also be creating a healthier and happier workplace environment.

Make this month the start of a healthier, more energetic you!

 

 

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Could Your Organization Benefit From A Functional Capacity Evaluation?

Guest Blogger Samantha Langan, Occupational Therapist

In the world of return to work, there are a variety of different assessments that exist. With the many different types and crossover amongst them, it can be very confusing for employees and employers to know which sort of assessments they could benefit from in regards to return to work. This blog can shed some light on one such assessment, known as the Functional Capacity Evaluation or FCE.

Functional Capacity Evaluations have been used since the early 1970s as an objective assessment of an individual’s ability to perform work related activities. In the past, these were frequently performed by Occupational Therapists, Physical Therapists and Ergonomists. Today, Occupational Therapists remain optimally suited to conduct FCEs due to their strong task analysis skills. This is helpful considering the different purposes FCEs can have. FCEs can be used to set goals for rehabilitation and readiness for return to work, examine residual work capacity, screen for physical compatibility before hiring a new employee, determine disability status and assist in case closure or settlement. As such, FCEs can vary from all inclusive, such as when looking at case closure, job specific, such as when making a match between an employee’s abilities and the job description, or injury specific, such as evaluation for upper extremity demands after surgery for carpel tunnel.

When completing an FCE, the examiner will often begin by reviewing the client’s medical records and conducting an interview with them. Next, musculoskeletal screening is often completed, and if there are no contraindications, evaluation of the client’s physical performance in relation to static and dynamic tasks will be conducted. A comprehensive report is then compiled, which contains information regarding the client’s overall level of work, tolerance for work over the course of the day, individual task scores, job match information and level of participation (such as self-limited or cooperative). This report often also contains recommendations and interventions for consideration moving forward. It is important to be aware that thorough FCEs include all of the physical demands of work as defined by the National Occupational Classification 2011 proposed by Human Resources and Skills Development Canada. Furthermore, a well-designed Functional Capacity Evaluation should not only be comprehensive, but it should also be standardized, practical, objective, reliable and valid.

For more resources on workplace wellness check out our Healthy Workplace page.

Resources

Haruko Ha, D., Page, J.J., Wietlisbach, C.M. (2013). Work evaluations and work programs. In H. McHugh Pendleton and W. Schultz-Krohn (Eds.)
Pedretti’s Occupational Therapy Practice Skills for Physical Dysfunction (337-380), St. Louis, Missouri: Elsevier Mosby.