Authors (including presenting author) :
LO CSL(1), LUK AWC(1), WONG KCM(1), FOK JPC((1),LEE PSC(2), Ng WP(2), Cheung SY(2), LAM CM(2), C JST(2), YUEN KMY(2), YUE, ASY(3)
Affiliation :
(1) Occupational Medicine Care Service (OMCS), NTEC ; (2) Department of M&G , SH (3) OSH Committee, SH
Introduction :
Health care workers (HCWs) are required to perform manual handling operation (MHO) tasks including patient lifting, transfer and turning. Physical job demand of HCWs is expected to increase due to aging population. Inappropriate lifting techniques and awkward posture may lead to work-related musculoskeletal disorders. The injury on duty (IOD) rate was on rising trend from 2015 to 2017 in M&G department of SH. A focus group was set proactively to identify root cause of the problem and explore appropriate intervention with staff engagement and empowerment.
Objectives :
1. Enhance HCWs’ occupational health. 2. Facilitate timely return-to-work (RTW) for injured staff. 3. Early identification of HCWs with health problem affecting works and support them with appropriate work accommodation.
Methodology :
Hospital OSH team, M&G departments worked closely with OMCS. Team meeting and onsite visits were held; environmental scanning and MHO related work behaviors were observed. Tailor-made MHO training was designed to address specific needs of HCWs. HCWs were empowered to voice out their innovative solution to tackle their problems at work and their ideas were adopted with coaching and introduction of appropriate assistive devices. HCWs also highly appreciate supervisors’ support to provide electric hot-pack for muscle soreness alleviation. Based on HCWs health condition, OMCS RTW facilitation would emphasize on genuine communication among injured staff and supervisor with expectation management and realistic goals setting.
Result & Outcome :
After implementation of the program in M&G department, significant improvement in both IOD case number and IOD sick leave day were noted. The former dropped from 12 cases (average of 2015-2017) to 6 cases in 2018; the latter dropped from 356 days (average of 2015-2017) to 114 days in 2018. Staff feedbacks towards the program were encouraging that 95% rated satisfactory in program evaluation survey. Supervisor’s feedbacks were also very promising that the program had addressed the need of staff and aroused their safety awareness at work. Key factors of success in this program were teamwork among stakeholders with top management support, staff engagement and empowerment. HCWs owned the OSH improvement measures in the program and they are happy to adopt it at work.
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