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Job Hazard Analysis U.S. Department of Labor Elaine L. Chao, Secretary Occupational Safety and Health Administration John L. Henshaw, Assistant Secretary OSHA 3071 2002 (Revised) Contents Who needs to read this booklet? What is a hazard? What is a job hazard analysis? Why is job hazard analysis important? What is the value of a job hazard analysis? What jobs are appropriate for a job hazard analysis? Where do I begin? How do I identify workplace hazards? How do I correct or prevent any hazards? What else do I need to know before starting a job hazard analysis? Why should I review my job hazard analysis? When is it appropriate to hire a professional to conduct a job hazard analysis? OSHA Assistance, Services, and Programs How can OSHA help me? How does safety and health program management assistance help employers and employees? What are state plans? How can consultation assistance help employers? Who can get consultation assistance and what does it cost? Can OSHA assure privacy to an employer who asks for consultation assistance? Can an employer be cited for violations after receiving consultation assistance? Does OSHA provide any incentives for seeking consultation assistance? What are the Voluntary Protection Programs? How does VPP work? How does VPP help employers and employees? How does OSHA monitor VPP sites? Can OSHA inspect an employer who is participating in the VPP? How can a partnership with OSHA improve worker safety and health? What is OSHA's Strategic Partnership Program (OSPP)? What do OSPPs do? What are the different kinds of OSPPs? What are the benefits of participation in the OSPP? Does OSHA have occupational safety and health training for employers and employees? Does OSHA give money to organizations for training and education? Does OSHA have other assistance materials available? What other publications does OSHA offer? What do I do in case of an emergency or if I need to file a complaint? OSHA Regional and Area Office Directory OSHA-Approved Safety and Health Plans OSHA Consultation Projects Appendix 1 -- Hazard Control Measures Appendix 2 -- Common Hazards and Hazard Descriptions Appendix 3 -- Sample Job Hazard Analysis Form Who needs to read this booklet? This booklet is for employers, foremen, and supervisors, but we encourage employees to use the information as well to analyze their own jobs and recognize workplace hazards so they can report them to you. It explains what a job hazard analysis is and offers guidelines to help you conduct your own step-by-step analysis. What is a hazard? A hazard is the potential for harm. In practical terms, a hazard often is associated with a condition or activity that, if left uncontrolled, can result in an injury or illness. See Appendix 2 for a list of common hazards and descriptions. Identifying hazards and eliminating or controlling them as early as possible will help prevent injuries and illnesses. What is a job hazard analysis? A job hazard analysis is a technique that focuses on job tasks as a way to identify hazards before they occur. It focuses on the relationship between the worker, the task, the tools, and the work environment. Ideally, after you identify uncontrolled hazards, you will take steps to eliminate or reduce them to an acceptable risk level. Why is job hazard analysis important? Many workers are injured and killed at the workplace every day in the United States. Safety and health can add value to your business, your job, and your life. You can help prevent workplace injuries and illnesses by looking at your workplace operations, establishing proper job procedures, and ensuring that all employees are trained properly. One of the best ways to determine and establish proper work procedures is to conduct a job hazard analysis. A job hazard analysis is one component of the larger commitment of a safety and health management system. (See page 15 for more information on safety and health management systems.) What is the value of a job hazard analysis? Supervisors can use the findings of a job hazard analysis to eliminate and prevent hazards in their workplaces. This is likely to result in fewer worker injuries and illnesses; safer, more effective work methods; reduced workers' compensation costs; and increased worker productivity. The analysis also can be a valuable tool for training new employees in the steps required to perform their jobs safely. For a job hazard analysis to be effective, management must demonstrate its commitment to safety and health and follow through to correct any uncontrolled hazards identified. Otherwise, management will lose credibility and employees may hesitate to go to management when dangerous conditions threaten them. What jobs are appropriate for a job hazard analysis? A job hazard analysis can be conducted on many jobs in your workplace. Priority should go to the following types of jobs:
A job hazard analysis is an exercise in detective work. Your goal is to discover the following:
Good hazard scenarios describe:
Rarely is a hazard a simple case of one singular cause resulting in one singular effect. More frequently, many contributing factors tend to line up in a certain way to create the hazard. Here is an example of a hazard scenario: In the metal shop (environment), while clearing a snag (trigger), a worker's hand (exposure) comes into contact with a rotating pulley. It pulls his hand into the machine and severs his fingers (consequences) quickly.To perform a job hazard analysis, you would ask:
Grinding Iron Castings: Job Steps Step 1. Reach into metal box to right of machine, grasp casting, and carry to wheel. Example Job Hazard Analysis Form
Repeat similar forms for each job step. How do I correct or prevent hazards? After reviewing your list of hazards with the employee, consider what control methods will eliminate or reduce them. For more information on hazard control measures, see Appendix 1. The most effective controls are engineering controls that physically change a machine or work environment to prevent employee exposure to the hazard. The more reliable or less likely a hazard control can be circumvented, the better. If this is not feasible, administrative controls may be appropriate. This may involve changing how employees do their jobs. Discuss your recommendations with all employees who perform the job and consider their responses carefully. If you plan to introduce new or modified job procedures, be sure they understand what they are required to do and the reasons for the changes. What else do I need to know before starting a job hazard analysis? The job procedures discussed in this booklet are for illustration only and do not necessarily include all the steps, hazards, and protections that apply to your industry. When conducting your own job safety analysis, be sure to consult the Occupational Safety and Health Administration standards for your industry. Compliance with these standards is mandatory, and by incorporating their requirements in your job hazard analysis, you can be sure that your health and safety program meets federal standards. OSHA standards, regulations, and technical information are available online at www.osha.gov. Twenty-four states and two territories operate their own OSHA-approved safety and health programs and may have standards that differ slightly from federal requirements. Employers in those states should check with the appropriate state agency for more information. A list of applicable states and territories and contact information is provided on page 32. Why should I review my job hazard analysis? Periodically reviewing your job hazard analysis ensures that it remains current and continues to help reduce workplace accidents and injuries. Even if the job has not changed, it is possible that during the review process you will identify hazards that were not identified in the initial analysis. It is particularly important to review your job hazard analysis if an illness or injury occurs on a specific job. Based on the circumstances, you may determine that you need to change the job procedure to prevent similar incidents in the future. If an employee's failure to follow proper job procedures results in a "close call," discuss the situation with all employees who perform the job and remind them of proper procedures. Any time you revise a job hazard analysis, it is important to train all employees affected by the changes in the new job methods, procedures, or protective measures adopted. When is it appropriate to hire a professional to conduct a job hazard analysis? If your employees are involved in many different or complex processes, you need professional help conducting your job hazard analyses. Sources of help include your insurance company, the local fire department, and private consultants with safety and health expertise. In addition, OSHA offers assistance through its regional and area offices and consultation services. Contact numbers are listed at the back of this publication. Even when you receive outside help, it is important that you and your employees remain involved in the process of identifying and correcting hazards because you are on the worksite every day and most likely to encounter these hazards. New circumstances and a recombination of existing circumstances may cause old hazards to reappear and new hazards to appear. In addition, you and your employees must be ready and able to implement whatever hazard elimination or control measures a professional consultant recommends. OSHA Assistance, Services, and Programs How can OSHA help me? OSHA can provide extensive help through a variety of programs, including assistance about safety and health programs, state plans, workplace consultations, Voluntary Protection Programs, strategic partnerships, training and education, and more. How does safety and health program management assistance help employers and employees? Effective management of worker safety and health protection is a decisive factor in reducing the extent and severity of work-related injuries and illnesses and their related costs. In fact, an effective safety and health program forms the basis of good worker protection and can save time and money -- about $4 for every dollar spent -- and increase productivity. To assist employers and employees in developing effective safety and health systems, OSHA published recommended Safety and Health Program Management Guidelines, (Federal Register 54(18):3908-3916, January 26, 1989). These voluntary guidelines can be applied to all worksites covered by OSHA. The guidelines identify four general elements that are critical to the development of a successful safety and health management program:
What are state plans? State plans are OSHA-approved job safety and health programs operated by individual states or territories instead of Federal OSHA. The Occupational Safety and Health Act of 1970 (OSH Act) encourages states to develop and operate their own job safety and health plans and permits state enforcement of OSHA standards if the state has an approved plan. Once OSHA approves a state plan, it funds 50 percent of the program's operating costs. State plans must provide standards and enforcement programs, as well as voluntary compliance activities, that are at least as effective as those of Federal OSHA. There are 26 state plans: 23 cover both private and public (state and local government) employment, and 3 (Connecticut, New Jersey, and New York) cover only the public sector. For more information on state plans, see the listing at the end of this publication, or visit OSHA's website at www.osha.gov. How can consultation assistance help employers? In addition to helping employers identify and correct specific hazards, OSHA's consultation service provides free, onsite assistance in developing and implementing effective workplace safety and health management systems that emphasize the prevention of worker injuries and illnesses. Comprehensive consultation assistance provided by OSHA includes a hazard survey of the worksite and an appraisal of all aspects of the employer's existing safety and health management system. In addition, the service offers assistance to employers in developing and implementing an effective safety and health management system. Employers also may receive training and education services, as well as limited assistance away from the worksite. Who can get consultation assistance and what does it cost? Consultation assistance is available to small employers (with fewer than 250 employees at a fixed site and no more than 500 corporatewide) who want help in establishing and maintaining a safe and healthful workplace. Funded largely by OSHA, the service is provided at no cost to the employer. Primarily developed for smaller employers with more hazardous operations, the consultation service is delivered by state governments employing professional safety and health consultants. No penalties are proposed or citations issued for hazards identified by the consultant. The employer's only obligation is to correct all identified serious hazards within the agreed-upon correction time frame. Can OSHA assure privacy to an employer who asks for consultation assistance? OSHA provides consultation assistance to the employer with the assurance that his or her name and firm and any information about the workplace will not be routinely reported to OSHA enforcement staff. Can an employer be cited for violations after receiving consultation assistance? If an employer fails to eliminate or control a serious hazard within the agreed-upon time frame, the Consultation Project Manager must refer the situation to the OSHA enforcement office for appropriate action. This is a rare occurrence, however, since employers request the service for the expressed purpose of identifying and fixing hazards in their workplaces. Does OSHA provide any incentives for seeking consultation assistance? Yes. Under the consultation program, certain exemplary employers may request participation in OSHA's Safety and Health Achievement Recognition Program (SHARP). Eligibility for participation in SHARP includes, but is not limited to, receiving a full-service, comprehensive consultation visit, correcting all identified hazards, and developing an effective safety and health management system. Employers accepted into SHARP may receive an exemption from programmed inspections (not complaint or accident investigation inspections) for a period of 1 year initially, or 2 years upon renewal. For more information concerning consultation assistance, see the list of consultation offices beginning on page 36, contact your regional or area OSHA office, or visit OSHA's website at www.osha.gov. What are the Voluntary Protection Programs? Voluntary Protection Programs (VPPs) represent one part of OSHA's effort to extend worker protection beyond the minimum required by OSHA standards. VPP -- along with onsite consultation services, full-service area offices, and OSHA's Strategic Partnership Program (OSPP) -- represents a cooperative approach which, when coupled with an effective enforcement program, expands worker protection to help meet the goals of the OSH Act. How does VPP work? There are three levels of VPP recognition: Star, Merit, and Demonstration. All are designed to do the following:
VPP participation can mean the following:
OSHA reviews an employer's VPP application and conducts a VPP Onsite Evaluation to verify that the safety and health management systems described are operating effectively at the site. OSHA conducts Onsite Evaluations on a regular basis, annually for participants at the Demonstration level, every 18 months for Merit, and every 3 to 5 years for Star. Each February, all participants must send a copy of their most recent Annual Evaluation to their OSHA regional office. This evaluation must include the worksite's record of injuries and illnesses for the past year. Can OSHA inspect an employer who is participating in the VPP? Sites participating in VPP are not scheduled for regular, programmed inspections. OSHA handles any employee complaints, serious accidents, or significant chemical releases that may occur at VPP sites according to routine enforcement procedures. Additional information on VPP is available from OSHA national, regional, and area offices, listed beginning on page 27. Also, see Outreach at OSHA's website at www.osha.gov. How can a partnership with OSHA improve worker safety and health? OSHA has learned firsthand that voluntary, cooperative partnerships with employers, employees, and unions can be a useful alternative to traditional enforcement and an effective way to reduce worker deaths, injuries, and illnesses. This is especially true when a partnership leads to the development and implementation of a comprehensive workplace safety and health management system. What is OSHA's Strategic Partnership Program (OSPP)? OSHA Strategic Partnerships are alliances among labor, management, and government to foster improvements in workplace safety and health. These partnerships are voluntary, cooperative relationships between OSHA, employers, employee representatives, and others such as trade unions, trade and professional associations, universities, and other government agencies. OSPPs are the newest member of OSHA's family of cooperative programs. What do OSPPs do? These partnerships encourage, assist, and recognize the efforts of the partners to eliminate serious workplace hazards and achieve a high level of worker safety and health. Whereas OSHA's Consultation Program and VPP entail one-on-one relationships between OSHA and individual worksites, most strategic partnerships seek to have a broader impact by building cooperative relationships with groups of employers and employees. What are the different kinds of OSPPs? There are two major types:
What are the benefits of participation in the OSPP? Like VPP, OSPP can mean the following:
Does OSHA have occupational safety and health training for employers and employees? Yes. The OSHA Training Institute in Des Plaines, IL, provides basic and advanced training and education in safety and health for federal and state compliance officers, state consultants, other federal agency personnel, and private-sector employers, employees, and their representatives. Institute courses cover diverse safety and health topics including electrical hazards, machine guarding, personal protective equipment, ventilation, and ergonomics. The facility includes classrooms, laboratories, a library, and an audiovisual unit. The laboratories contain various demonstrations and equipment, such as power presses, woodworking and welding shops, a complete industrial ventilation unit, and a sound demonstration laboratory. More than 57 courses dealing with subjects such as safety and health in the construction industry and methods of compliance with OSHA standards are available for personnel in the private sector. In addition, OSHA's 73 area offices are full-service centers offering a variety of informational services such as personnel for speaking engagements, publications, audiovisual aids on workplace hazards, and technical advice. Does OSHA give money to organizations for training and education? OSHA awards grants through its Susan Harwood Training Grant Program to nonprofit organizations to provide safety and health training and education to employers and workers in the workplace. The grants focus on programs that will educate workers and employers in small business (fewer than 250 employees), train workers and employers about new OSHA standards or high-risk activities or hazards. Grants are awarded for 1 year and may be renewed for an additional 12 months depending on whether the grantee has performed satisfactorily. OSHA expects each organization awarded a grant to develop a training and/or education program that addresses a safety and health topic named by OSHA, recruit workers and employers for the training, and conduct the training. Grantees are also expected to follow-up with people who have been trained to find out what changes were made to reduce the hazards in their workplaces as a result of the training. Each year OSHA has a national competition that is announced in the Federal Register and on the Internet at www.osha.gov/Training/sharwood/sharwood.html. If you do not have access to the Internet, you can contact the OSHA Office of Training and Education, 1555 Times Drive, Des Plaines, IL 60018, (847) 297-4810, for more information. Does OSHA have other assistance materials available? Yes. OSHA has a variety of materials and tools available on its website at www.osha.gov. These include eTools, Expert Advisors, Electronic Compliance Assistance Tools (e-CATs), Technical Links, regulations, directives, publications, videos, and other information for employers and employees. OSHA's software programs and compliance assistance tools walk you through challenging safety and health issues and common problems to find the best solutions for your workplace. OSHA's comprehensive publications program includes more than 100 titles to help you understand OSHA requirements and programs. OSHA's CD-ROM includes standards, interpretations, directives, and more and can be purchased on CD-ROM from the U.S. Government Printing Office. To order, write to the Superintendent of Documents, U.S. Government Printing Office, Washington, DC 20402, or phone (202) 512-1800. Specify OSHA Regulations, Documents and Technical Information on CD-ROM (ORDT), GPO Order No. S/N 729-013-00000-5. What other publications does OSHA offer? OSHA offers more than 100 documents, including brochures, fact sheets, posters, pocket cards, flyers, technical documents, and a quarterly magazine. These documents are available online at www.osha.gov or by calling (202) 693-1888. What do I do in case of an emergency or if I need to file a complaint? To report an emergency, file a complaint, or seek OSHA advice, assistance, or products, call (800) 321-OSHA or contact your nearest OSHA regional or area office listed beginning on page 27. The teletypewriter (TTY) number is (877) 889-5627. You can also file a complaint online and obtain more information on OSHA federal and state programs by visiting OSHA's website at www.osha.gov. For more information on grants, training, and education, write: OSHA Training Institute, Office of Training and Education, 1555 Times Drive, Des Plaines, IL 60018; call (847) 297-4810; or see Outreach on OSHA's website at www.osha.gov. OSHA Regional and Area Offices OSHA Regional Offices Region I (CT,* ME, MA, NH, RI, VT*) JFK Federal Building, Room E340 Boston, MA 02203 (617) 565-9860 Region II (NJ,* NY,* PR,* VI*) 201 Varick Street, Room 670 New York, NY 10014 (212) 337-2378 Region III (DE, DC, MD,* PA,* VA,* WV) The Curtis Center 170 S. Independence Mall West Suite 740 West Philadelphia, PA 19106-3309 (215) 861-4900 Region IV (AL, FL, GA, KY,* MS, NC,* SC,* TN*) Atlanta Federal Center 61 Forsyth Street, SW, Room 6T50 Atlanta, GA 30303 (404) 562-2300 Region V (IL, IN,* MI,* MN,* OH, WI) 230 South Dearborn Street Room 3244 Chicago, IL 60604 (312) 353-2220 Region VI (AR, LA, NM,* OK, TX) 525 Griffin Street, Room 602 Dallas, TX 75202 (214) 767-4731 or 4736 x224 Region VII (IA,* KS, MO, NE) City Center Square 1100 Main Street, Suite 800 Kansas City, MO 64105 (816) 426-5861 Region VIII (CO, MT, ND, SD, UT,* WY*) 1999 Broadway, Suite 1690 Denver, CO 80202-5716 (303) 844-1600 Region IX (American Samoa, AZ,* CA,* HI, NV,* Northern Mariana Islands) 71 Stevenson Street, Room 420 San Francisco, CA 94105 (415) 975-4310 Region X (AK,* ID, OR,* WA*) 1111 Third Avenue, Suite 715 Seattle, WA 98101-3212 (206) 553-5930 *These states and territories operate their own OSHA-approved job safety and health programs (Connecticut, New Jersey and New York plans cover public employees only). States with approved programs must have a standard that is identical to, or at least as effective as, the federal standard. OSHA Area Offices
OSHA-Approved Safety and Health Plans Alaska Alaska Department of Labor and Workforce Development Commissioner (907) 465-2700 FAX: (907) 465-2784 Program Director (907) 269-4904 FAX: (907) 269-4915 Arizona Industrial Commission of Arizona Director, ICA (602) 542-4411 FAX: (602) 542-1614 Program Director 602) 542-5795 FAX: (602) 542-1614 California California Department of Industrial Relations Director (415) 703-5050 FAX: (415) 703-5114 Chief (415) 703-5100 FAX: (415) 703-5114 Manager, Cal/OSHA Program Office (415) 703-5177 FAX: (415) 703-5114 Connecticut Connecticut Department of Labor Commissioner (860) 566-5123 FAX: (860) 566-1520 Conn-OSHA Director (860) 566-4550 FAX: (860) 566-6916 Hawaii Hawaii Department of Labor and Industrial Relations Director (808) 586-8844 FAX: (808) 586-9099 Administrator (808) 586-9116 FAX: (808) 586-9104 Indiana Indiana Department of Labor Commissioner (317) 232-2378 FAX: (317) 233-3790 Deputy Commissioner (317) 232-3325 FAX: (317) 233-3790 Iowa Iowa Division of Labor Commissioner (515) 281-6432 FAX: (515) 281-4698 Administrator (515) 281-3469 FAX: (515) 281-7995 Kentucky Kentucky Labor Cabinet Secretary (502) 564-3070 FAX: (502) 564-5387 Federal\State Coordinator (502) 564-3070 ext.240 FAX: (502) 564-1682 Maryland Maryland Division of Labor and Industry Commissioner (410) 767-2999 FAX: (410) 767-2300 Deputy Commissioner (410) 767-2992 FAX: (410) 767-2003 Assistant Commissioner, MOSH (410) 767-2215 FAX: (410) 767-2003 Michigan Michigan Department of Consumer and Industry Services Director (517) 322-1814 FAX: (517) 322-1775 Minnesota Minnesota Department of Labor and Industry Commissioner (651) 296-2342 FAX: (651) 282-5405 Assistant Commissioner (651) 296-6529 FAX: (651) 282-5293 Administrative Director, OSHA Management Team (651) 282-5772 FAX: (651) 297-2527 Nevada Nevada Division of Industrial Relations Administrator (775) 687-3032 FAX: (775) 687-6305 Chief Administrative Officer (702) 486-9044 FAX: (702) 990-0358 [Las Vegas (702) 687-5240] New Jersey New Jersey Department of Labor Commissioner (609) 292-2975 FAX: (609) 633-9271 Assistant Commissioner (609) 292-2313 FAX: (609) 292-1314 Program Director, PEOSH (609) 292-3923 FAX: (609) 292-4409 New Mexico New Mexico Environment Department Secretary (505) 827-2850 FAX: (505) 827-2836 Chief (505) 827-4230 FAX: (505) 827-4422 New York New York Department of Labor Acting Commissioner (518) 457-2741 FAX: (518) 457-6908 Division Director (518) 457-3518 FAX: (518) 457-6908 North Carolina North Carolina Department of Labor Commissioner (919) 807-2900 FAX: (919) 807-2855 Deputy Commissioner, OSH Director (919) 807-2861 FAX: (919) 807-2855 OSH Assistant Director (919) 807-2863 FAX: (919) 807-2856 Oregon Oregon Occupational Safety and Health Division Administrator (503) 378-3272 FAX: (503) 947-7461 Deputy Administrator for Policy (503) 378-3272 FAX: (503) 947-7461 Deputy Administrator for Operations (503) 378-3272 FAX: (503) 947-7461 Puerto Rico Puerto Rico Department of Labor and Human Resources Secretary (787) 754-2119 FAX: (787) 753-9550 Assistant Secretary for Occupational Safety and Health (787) 756-1100, 1106 / 754-2171 FAX: (787) 767-6051 Deputy Director for Occupational Safety and Health (787) 756-1100/1106, 754-2188 FAX: (787) 767-6051 South Carolina South Carolina Department of Labor, Licensing, and Regulation Director (803) 896-4300 FAX: (803) 896-4393 Program Director (803) 734-9644 FAX: (803) 734-9772 Tennessee Tennessee Department of Labor Commissioner (615) 741-2582 FAX: (615) 741-5078 Acting Program Director (615) 741-2793 FAX: (615) 741-3325 Utah Utah Labor Commission Commissioner (801) 530-6901 FAX: (801) 530-7906 Administrator (801) 530-6898 FAX: (801) 530-6390 Vermont Vermont Department of Labor and Industry Commissioner (802) 828-2288 FAX: (802) 828-2748 Project Manager (802) 828-2765 FAX: (802) 828-2195 Virgin Islands Virgin Islands Department of Labor Acting Commissioner (340) 773-1990 FAX: (340) 773-1858 Program Director (340) 772-1315 FAX: (340) 772-4323 Virginia Virginia Department of Labor and Industry Commissioner (804) 786-2377 FAX: (804) 371-6524 Director, Office of Legal Support (804) 786-9873 FAX: (804) 786-8418 Washington Washington Department of Labor and Industries Director (360) 902-4200 FAX: (360) 902-4202 Assistant Director (360) 902-5495 FAX: (360) 902-5529 Program Manager, Federal-State Operations (360) 902-5430 FAX: (360) 902-5529 Wyoming Wyoming Department of Employment Safety Administrator (307) 777-7786 FAX: (307) 777-3646 OSHA Consultation Projects
Appendices Appendix 1 Hazard Control Measures Information obtained from a job hazard analysis is useless unless hazard control measures recommended in the analysis are incorporated into the tasks. Managers should recognize that not all hazard controls are equal. Some are more effective than others at reducing the risk. The order of precedence and effectiveness of hazard control is the following:
Appendix 2 Common Hazards and Descriptions
Appendix 3 Sample Job Hazard Analysis Form
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