140829 nz ps s - working well forum - Fatigue Management StrategiesFrank O'Connor
Learning fast. Working hard. Achieving well. Burning out. Is the sequence inevitable for anyone? The link from fatigue through stress to depressive and anxious overloads indicates a need in New Zealand workplaces for assistance in identifying workers at risk. Medical emphasis on clinical criteria delays provision of assistance, when compared to the loss of work functional effectiveness. The stigma of mental illness prevents a considerable proportion from self disclosing, and perhaps from self-identifying. Many people tend to say they are doing fine, even when they know they are not, because it is embarrassing to admit to being a mental health failure. But self-report of the sensations of fatigue on a regular basis appears to offer early indications of individual overload. Reviews of group interactions that are particularly sensitive to losses as fatigue rises appear to indicate team overload. Early intervention for all personnel (not just those ‘failing’ to meet a threshold) assists team members in supporting those most affected, with benefits for the whole team as well as the individuals most at risk. There are similar approaches possible to use the strengths of groups to support members experiencing stress, mood losses and worry.
140829 nz ps s - working well forum - Fatigue Management StrategiesFrank O'Connor
Learning fast. Working hard. Achieving well. Burning out. Is the sequence inevitable for anyone? The link from fatigue through stress to depressive and anxious overloads indicates a need in New Zealand workplaces for assistance in identifying workers at risk. Medical emphasis on clinical criteria delays provision of assistance, when compared to the loss of work functional effectiveness. The stigma of mental illness prevents a considerable proportion from self disclosing, and perhaps from self-identifying. Many people tend to say they are doing fine, even when they know they are not, because it is embarrassing to admit to being a mental health failure. But self-report of the sensations of fatigue on a regular basis appears to offer early indications of individual overload. Reviews of group interactions that are particularly sensitive to losses as fatigue rises appear to indicate team overload. Early intervention for all personnel (not just those ‘failing’ to meet a threshold) assists team members in supporting those most affected, with benefits for the whole team as well as the individuals most at risk. There are similar approaches possible to use the strengths of groups to support members experiencing stress, mood losses and worry.
1. Next Generation Fatigue Models
Jessica Paterson
Post-Doctoral Research Fellow
University of South Australia
2. Fatigue Risk Management
Hazard assessment Error Trajectory Control Mechanism
Adequate Prescriptive HOS rule
sleep opportunity? Fatigue modelling
Level 1
Adequate Personal PSWM
Level 2
sleep obtained? Sleep diaries
Are there fatigue- Level 3 Subjective reports
Fatigue models measure the sleep opportunity
related behaviours ? Symptom checklist
associated with a roster, not fatigue.
Have there been Level 4 Analysis of errors and
3. Fatigue Modelling Tools
Shift Start and Finish Time
Shift Timing
Shift Duration
Work History
Circadian ‘Value’ of a Rest Period
Fatigue score of between 80-100 currently used as cut-off.
Comparable to BAC .05
8. Fatigue Models
Green Yellow Red Black
Permitted
and Safe
Not-
Permitted
and Not
Safe
9. Fatigue Models
Green Yellow Red Black
Permitted Permitted
and Safe and Unsafe
Not Safe
Not-Permitted Not-
Inefficient and Permitted
Safe and Not
Safe
11. Next Generation Fatigue Models
Permitted Permitted
and Safe and Unsafe
Not Safe
Not
Inefficient Permitted Not-
And Safe Permitted
and Not
Safe
12. To enhance the sleep/wake/work database that
underpins fatigue modeling algorithms
Demographic Information
Sleep, Work and Fatigue diaries
Activity Monitoring
300 Rail Employees
Multiple Workgroups
Drivers and Support Crew
Tradespeople
Management
4000-5000 days and nights of data
16. The Final Product
A next generation fatigue modelling tool which is:
- Representative of different social and domestic profiles
of various workgroups
- Provides a indicator of the proportion of employees
that fall in the low, moderate or high fatigue category
relative to their working time
17. The Final Product
A more scientifically defensible approach to Fatigue
Management in the Australian Rail Industry
…a safer and more efficient railway.