Within 2-5 minutes the Fatigue-o-meter can determine the alertness of an individual

 

The Fatigue-o-meter assesses the state of perceptual alertness of any employee at a specific point in time and against their own personal baseline of test scores established under controlled conditions before routine monitoring testing is commenced. We recommend that the baseline test is performed at least 2 times and preferably 3 times over the space of 3 days prior to starting the routine testing program.  

Care should be taken to ensure that testing is done when the employee is rested, calm and relaxed. An effort should be made by the employee to do as well as they can and to choose their responses carefully and accurately. The baseline data on record records the statistical pattern of:  

Accuracy (making a mistake about the hand orientation of the test figure)

The average number of errors made by the employee (the mean errors) is extended by 1 standard deviation plus 1, to determine the lower and upper range limits of expected accuracy from this particular employee.

Response time (the amount of time required to make a choice on a test figure)

The time which elapses from the moment when the figure is presented to the employee, to the point when a response is recorded, is taken and a norm is calculated for each employee in respect of all test items. This figure is extended by one standard deviation to determine the range limits for response time.

Whenever the test is performed, the data is compared to the baseline as follows:

Accuracy: 

If the employee makes more errors than the upper range limit (1 sd. Plus1), he/she will be flagged for too many errors and the number of errors is shown on their report (see reports. latest test profile) , compared to their mean baseline errors.

Response time:

If the employee takes longer than the upper range limit of elapsed time to decide on more than 5 items, she/he will be flagged for response time and the number of items slower than the upper range limit shown as a number (see reports. latest test profile).The Fatigue-o-meter is not a psychometric test, but monitors the actual level of vigilance displayed by the individual employee, against their own personal baseline. The individual results are never subjected to a norm table, or assessed against population statistics.

  The following recommendations should under no circumstances be construed as taking precedent over the internal organizational practices, IR environment and agreements in place and are presented as general good practice guidelines for possible incorporation into the internal IR procedure of the client organization.

Proposed procedure when an employee is flagged:When an employee is flagged for the first time for accuracy or response time, the latest test profile should be printed out and the results discussed with the employee counseling session aimed at determining the source of fatigue. Care should be taken to distinguish slight deviations (accuracy and/or speed is just below baseline), from gross variations. Three causal conditions are normally presented and require different further action:

  The employee shows no behavioral evidence (alcohol on the breath, staggering, bloodshot eyes, flu symptoms, etc.) and cannot explain the condition.The employee is clearly incapable to do their work or acknowledges that they are fatigued because of self induced actions or failure to rest properly. The employee is incapable or claims to be incapable because of factors beyond their control (an accident or injury, domestic problems, sickness, anxiety, shift pattern discomfort, etc). Cause (a) could lead to the following actions (in all cases record an incident (File Recording and incident) and make a hard copy printout for signature Reports List reported incidents for a candidate):

First timer and negligible variation  warning to go to work but take care.First timer and more serious variation  compulsory rest, relaxation, (show safety video), light duties and warning to take care. Gentle repeat trend pattern (flagged 1  2 times a month)  1st warning. Consideration may be given to achievement motivation stimulation for employees who suffer from poor work motivation. Repeat pattern (flagged routinely on Mondays, every 3rd or 4th testing event)  2nd warning.

Consideration may be given to achievement motivation stimulation for employees who suffer from poor work motivation. Severe repeat pattern (flagged almost every second testing)  Final warning. Cause (b) could lead to the following actions (in all cases record an incident (File Recording and incident) and make a hard copy printout for signature Reports List reported incidents for a candidate): Follow the same procedure as would be applied when an employee is guilty of Dod, AWOL, damage to property or equipment. Cause (b) could lead to the following actions (in all cases record an incident (File Recording and incident) and make a hard copy printout for signature Reports List reported incidents for a candidate):

HR counseling, medical examination or appropriate actions.

Depending on the findings, personal counseling or medical boarding may be applied.

Temporary light duties may be considered.

Consideration may be given to achievement motivation stimulation for employees who suffer from poor work motivation.