4/8/2019

Onboarding

Mission Statement

To add value to our customer’s operations and improve the quality of life for their workers.

MEET THE SPEAKERS

Eric Blankenheim, OTR, MSIE, CPE, CSP

Cindy Festge, OTR National Clinical Manager

Melissa Samuels, OTR VP Global Sales

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KEY OBJECTIVES

Three Learning Objectives 1. Understand current status of employment 2. Understand options related to onboarding 3. Understand future picture of onboarding

FIRST YEAR WORKER STATISTICS

• Only 20% of new workers receives safety training • Employees in their first month on the job have 3 times more likely to have a loss time injury than experienced workers (>1 year) • In 2013, almost 1/3 of nonfatal occupational injuries and illnesses that involved loss time were first year workers. In construction and extraction industry – it is 34.9%

• Unionized sites seem to provide safety training in apprenticeship programs. Also, apprentices have mentors. However, many workers have to go to different jobs sites frequently which causes unfamiliarity.

https://www.safetyandhealthmagazine.com/articles/14053-new-workers-higher-risk

Worker Demographics

∑ Highest injury rates by industry are construction and manufacturing. ∑ Older workers (45 and older) and males are more likely to experience a first year injury. o The risk factor is “newness” to environment, not youth

“Institute for Work and Health.” CRWDP, 2012, www.crwdp.ca/en/partners/institute-work-and-health.

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Current Labor Trends

∑ Average tenure is lower with workers ∑ Median Tenure for Employees is 4.2 years (2018 BLS) ∑ Median Tenure for Employees ages 55-64 is 10.1 years ∑ Median Tenure for Employees ages 25-34 is 2.8 years

Companies are experiencing higher turnover. NATIONAL UNEMPLOYMENT RATE

9.7% 23% of new hires turnover 9.0% 8.3% before their first anniversary. 7.6% 7.9% 6.6% 5.7% 4.7% 4.9% 4.8% 4.1% 4.0%

“Alliedworkforcemobilitysurvery.pdf”

2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019

Orientation/Training

∑ Training – starts before the employee steps onto the floor or job site. ∑ Safety Rights – Go over safety philosophy of company, equipment, department, etc… Do NOT assume the employee knows.

∑ Awareness – Reminders at every step. ∑ Different Learning Methods – Hands on, auditory, visual

https://www.safetyandhealthmagazine.com/articles/14053-new-workers-higher-risk

Injury Statistics

∑ TOTAL COST IN 2013 ...... $206.1 billion

o$91 billion wage and productivity losses o$57.9 billion medical expenses o $40.6 billion administrative expenses billion. o$11.5 billion employers’ uninsured costs such as the money value of time lost by workers other than

∑ Cost per medically consulted injury ...... $42,000 o Includes estimates of wage losses, medical expenses, administrative expenses, and employer o Time Lost Due to Work-Related Injuries o Days lost

Injury Facts® 2015 Edition National Safety Council ®

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Temporary Workers

∑ Independent Workers. Including temp and self employed, number 17 million in 2012. ∑ Temps. Temporary-help agency workers number 2.8 million in 2013

∑ Perception – Disposable. Temporary workers face higher risks on the job due to a lack of training and a perception they could be seen as “disposable,” one expert says. ∑ Perception – Cheaper. Employers do not have to provide full-time benefits to Temporary workers. ∑ Poor Documentation. Very few studies have been done on temporary worker injuries (OSHA 300 Log does not require workers to be identified as temporary or permanent) ∑ Partnership trends. Communication and partnerships between staffing agencies and host employers are key to ensuring a safe work environment for temporary workers, stakeholders say.

Safety For Temporary Workers Kyle Morrison-Kyle Morrison - https://www.safetyandhealthmagazine.com/articles/10604-safety-for-temporary-workers

Options for Safe Employee Entry

∑ Job Analysis ∑ POPE Testing ∑ Onboarding Program

American Journal of Industrial Medcine reports – 36% decrease Similarly, reductions in workers compensation claim payouts are realized when pre-injury impairments are catalogued before an injury occurs. This limits workers compensation to covering only impairments related to on-the-job injuries. In addition, accurate measurements of whether an impairment was job-related is a significant factor in preventing experience rate modification for insurance premiums. In a study1, average annual workers compensation expenses were shown to decline 36% once PCP post-offer testing was instituted as a candidate assessment method.

1- Harbin G, et al., Shoulder injury reduction with post-offer testing, Work, 2011, 39(2):113-123

Onboarding Statistics

Retention • 69% of employees are more likely to stay with a company for three years if they experienced a great onboarding program. • Organizations with a standard onboarding process experience 50% greater new hire retention.

Performance and Productivity • On average, it takes eight months for an employee to reach full productivity. • Only 37% of companies have onboarding programs that extend beyond 30 days • 22% of companies have no formal onboarding process

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Early Intervention Examples

∑ Group HR–I were seen within two days of injury ∑ Group HR–NI were seen 2 to 197 days of injury ∑ Group HR–I total costs were 40% less than group who delayed treatment.

Zigenfus g, Yin J, Giang G, Fogarty W. Effectiveness of Early Physical Therapy in the Treatment of Acute Low Back Musculoskeletal Disorders. J occupational environ medical. 2000; 42:35-42.

Considerations

∑ What job will the employee perform? ∑ What type of employees are available to complete the work ∑ Recruitment ∑ How to communicate the requirement to the worker ∑ Interview process ∑ Testing ∑ Work conditioning ∑ Training ∑ Supervison

What is a Job?

Narrow Definition Broad Definition ∑ Allows for match between the job ∑ Allows for flexibility in production requirements and a worker skill ∑ Ease and ability. ∑ May eliminate candidates that ∑ Supports training and would be qualified for most tasks management of change ∑ May create EEOC issues

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ERGONOMIC JOB ANALYSIS

Analyzes the physical, sensory, and cognitive requirements of each job

Determines ergonomic risk factors per musculoskeletal region • Based on research and human performance

Detailed and summary reports

Exclusive, web-based application

JOB ANALYSIS USES

∑ Ergonomic analysis ∑ Risk Assessment ∑ Injury Management ∑ Job Rotation ∑ Hiring ∑ Worker Placements ∑ Return-to-work (RTW) Pathways ∑ Physical demands for injury management ∑ Employment Testing (Post Offer/Pre-Employment (POPE) Testing ∑ Restrictions ∑ Prioritize/Justify Costs ∑ Ergonomic Improvement

Job Description and Recruitment

∑ Should mirror requirements from job analysis ∑ Easy to pull data together

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How to Recruit

∑ Build a strong Employer brand o Recruit via online career sites (Indeed, Monster, LinkedIn, etc…) • Incorporate mobile recruitment strategies to increase recruiting efficiencies with the mobile-savvy audience o Write enticing and detailed job descriptions ∑ Employee Referral Program o Incentivize employees for referrals ∑ Offer competitive pay and benefits ∑ Be open to “Hire for personality, Train for skill” ∑ Conquer negative perceptions of manufacturing jobs to attract more talent ∑ Streamline the process o Make the application process as simple as possible

Communicate Requirements

∑ Be clear and honest about what exactly a job entails o Transparency is valued and honest job descriptions will produce the right candidates for your company ∑ Communicate and emphasize any development opportunities ∑ Have adequate job descriptions

Interview Process

∑ Identify hiring need ∑ Recruitment planning ∑ Searching o Applicant tracking systems integrated with recruitment marketing automation can help companies build a great candidate experience o Utilize social media for sourcing candidates ∑ Screening: Phone/Skype/In-person interviews o The use of technology such as Skype is a cost effective way to meet a candidate face- to-face without the extra expenditures and provides an alternative to a more personal interview than the typical phone interview ∑ Offering of employment ∑ Onboarding and training

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Post Offer/Pre-Employment Testing

∑ Offer of Employment made contingent on successful completion of the POPE Test ∑ May be difficult with low unemployment rate, but that doesn’t mean don’t do it ∑ Testing model should stop employees from employment that is not a true match ∑ Legally Defensible ∑ Provide information for Onboarding/Work Conditioning

Tiered Testing

Orientation

∑ Communicate- SAFETY is number one and demonstrate through: o Providing information on Stretching program o Training on safe mechanics for job tasks • In classroom • In work environment

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Stretching Program

o Have core strength, nerve glide and stabilizer component o Be time effective o Research driven

Blend to Onboarding

∑ Work conditioning o Use work as a therapeutic activity o Add specific strengthening if needed o Measure of success ∑ Job Rotation

Onboarding

∑ Two Types o Job Specific o Employee Specific

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Operational Constraints

∑ Training ∑ Employees off of work ∑ Production needs and numbers

Case Study- Poplar Bluff

∑ Worst site ∑ Hard jobs ∑ 45 Recordable injuries in a year, 500 employees ∑ 10% surgical rate with new hires ∑ Already doing POPE testing ∑ Changed model to focus on more effective onboarding ∑ Within 6 months, no injuries. Within 12 months, 6 total injuries, 4 MSD

SPEAKER INFO

Eric Blankenheim, OTR, MSIE, CPE, CSP 920-830-6697 [email protected]

Cindy Festge, OTR National Clinical Manager 920-830-6697 [email protected]

Melissa Samuels, OTR VP Global Sales 920-858-6652 [email protected]

10 4/8/2019

Any Questions?

Thank you!

www.blankenheimservices.com www.ergofactor.com

THANK YOU!!!!

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