3. Fitness-For-Duty Training And Behavior Observation Fitness-For-Duty Training And Behavior Observation: Off-the job drug use, possession or sale can affect on-the-job performance. An important step companies can take to face this real threat is by reminding the supervisor that they are accountable for ensuring that the employees under their supervision are fit for duty. This responsibility can best be emphasized in the context of a training and orientation session for supervisors that highlights warning signs and symptoms reflective of deteriorating job performance commonly associated with drug and alcohol abuse. The two examples provided reflect an outline in depth of guidelines that supervisors can refer to when evaluating an individual employee's work. Questions relate to efficiency, errors, absenteeism, cooperation, social interaction, mood changes, personal health and hygiene, changes in behavior, the feelings that supervisors may have about the individual employee, and the need for clear documentation. Guidelines on "do's" and "dor t's" for supervisors is included in one company's job performance and behavior observz ion guidelines. The second example is a brief summary outline of some of the signs of Jeteriorating job performance often associated with drug and alcohol abuse. In this particular case, the company emphasizes that unusual or odd behavior may not always be connected with drug or alcohol abuse and that supervisors should not make judgmental decisions nor should they assume the role of a counselor, diagnostician or policeman. The guideline does underscore the responsibility of the supervisor to act in accordance with the company guidelines for administering policy on drug abuse and to take action if the threat of safety impairment is clear, not only for the individual employee but for others. Behavior observation and job-performance assessment will depend upon the supervisor's judgment and working knowledge of the individual employee. Supervisors will need to document performance and behavior and to interpret them in light of the individual employee. his past, and current work attitude and capability. On-the-Job Behaviors Work Performance: Employee's on-the-job behaviors and work habits that directly impact on efficiency and effectiveness of task accomplishment. 1. Has the individual's work QUALITY or QUANTITY changed? • Greatly changed speed of working • Changed level of work involvement 2. Has the employee made more MISTAKES or BAD JUDGMENTS? • Has numerous accidents • Laughs off errors or reprimands • Denies mistakes • Unnecessarily condemns self for mistakes 3. Has the employee's EFFICIENCY lessened? • Has trouble arriving at decisions • Often fails to meet deadlines • Needs repeated directions for easy tasks 4. Does the individual have more difficulty CONCENTRATING? • Forgets important or obvious things • Acts without thinking • Daydreams too much • Doodles excessively • Repeats same action over and over 5. How much is the worker ABSENT FROM THE JOB? • Often takes off half-days Falsifies attendance records • Takes a lot of sick leave • Gives improbable excuses for absences 6. Is the employee ABSENT "ON THE JOB"? • Wanders around the plant a lot • Takes excessively long lunches and breaks • Gets sick while at work Type and quality of employee's relationships with work associates that may impact on team performance. 1. Does the employee appear LESS SOCIABLE than before? Isolated/withdrawn • Shallow friendships • Smiles and talks to self • Refuses social contacts Poor eye contact Lacks a sense of humor • Overly suspicious of others 2. Has the individual become TOO SOCIABLE? • Talks too much with other employees • Borrows money 7. Have you noticed any changes in the employee's SPEECH BEHAVIOR? • Taiks slower/faster Talks more less ..Stammers • Slow recovery from illness • Preoccupied with death or suddenly religious 4. Has the individual's ENERGY LEVEL changed? • Yawning • Fatigue • Restlessness • Fidgeting 5. Are you aware of any changes in DAILY LIVING ROUTINE? In WORK ROUTINE? Sleep difficulties • Change in after-work hobbies, activities • Change in amount/pattern of eating Rigidly follows same pattern without reason 6. Have you noticed any changes in the individual's GENERAL APPEARANCE? • Appears better/more poorly groomed •Walks differently (slower, stumbles) • Change in posture • Nausea/vomiting • Stomach aches/gas • Frequent trips to the restroom • Excessive use of antacids, coffee/tea or other liquids, aspirin, cigarettes 10. Does the employee have any CARDIOVASCULAR difficulties? • Dizziness/fainting • Breathing irregularities 11. Have you noticed any changes in the employee's THINKING PATTERN? • Sees things that aren't there (hallucinations) • False beliefs (delusions) • Bizarre or unusual ideas Part I Think about the employees you supervise. Do any of them have any of the following characteristics? Go through the list below and place an "x" next to each characteristic you have noted in any of your employees. Changes in 1. Absenteeism A. Instances of unauthorized leave B. Excessive sick leave C. Frequent Monday and/or Friday absences D. Repeated absences, particularly if they follow a pattern E. Excessive tardiness, especially on Monday mornings or in returning from lunch. G. Peculiar and increasingly improbable excuses for absences H. Higher absenteeism rate than other employees for colds, flu, gastritis, etc. 7. Reporting to Work A. Coming to/returning to work in an obviously abnormal condition 8. Generally Lowered Job Efficiency A. Missed deadlines B. Mistakes due to inattention or poor judgment C. Wasting more material D. Making bad decisions E. Complaints from customers or clients F. Improbable excuses for poor job performance 9. Poor Employee Relationships on the Job A. Over-reaction to real or imagined criticism B. Wide swings in morale C. Borrowing money from co-workers D. Complaints from co-workers |