Port of Seattle
Unique Collaboration Across Departmental Heads with a Focus on Safety
The
Port of Seattle is a municipal corporation created in 1911 by the voters
of King County. It is a public enterprise with unique authority
operating in an international, market driven environment and its mission
is to be the most effective and respected provider of transportation
facilities and services for international trade and commerce and a
publicly owned catalyst for sustained regional prosperity. The Port
services and facilities accommodate transportation cargo and passengers
by air, water, and land. It provides a home for the fishing industry. It
is divided into three divisions: the aviation division managing the
business and operations at Sea-Tac Airport, the economic development
division, and the seaport division (including harbor services, cargo and
cruise services, seaport business development, and property management).
The Port approximates 1,500 employees across the three divisions.
Disability Management Practices
Personnel Interviewed:
Ms. Marjorie S. Hillson, Mgr.,
Consulting Services, People Program -- Chief Contact
Ms. Cynthia Alvarex, Diversity Consultant, People Program
Ms. Manette Moses, Mgr, Employee Loss Prevention, Disability Mgt,
Health & Safety
The Port has had a self administered
Workers Compensation program since 1998. The focus has been maintaining
very aggressive efforts at work return for those experiencing a
disability and establishing modified positions utilizing reasonable
accommodation as quickly as possible and has been expanded to non-work
related injuries. Disability management is an interactive procedure set
in motion once the disability has been identified. It is common that
several of the personnel interviewed would be involved in a particular
case with a supervisor and employee.
Job analyses are provided to employees
with a disability involving both physical and cognitive/behavioral
demands of their positions and other positions that might be used or
modified to keep that individual working. Meetings are established with
the employee and will include Disability Management on a needed basis
with the Benefits Manager (specialist in Family Medical Leave Act, long
term disability, etc.) providing support as required. Disability cases
are reviewed monthly by members of the above team. The staffing of the
Health and Safety program includes a Workers Compensation claim
adjudicator, three Health and Safety Management specialists, a
Disability Management specialist, and two additional Health and Safety
Management specialists specifically supporting the Seaport and aviation
Maintenance.
External certified rehabilitation
counselors and nurses are contracted as appropriate. There is a
definitive effort made to match these external consultants to the
individual with disability relative to background, communication style,
etc. Although non work disability categories vary substantially,
approximately half of the work related injuries within the Port are soft
tissue low back injuries.
The Disability Management program has
gone through several changes in addition to becoming self administered
in 1998. A major emphasis in recent years has been a Port of Seattle
company-wide safety campaign, with nine established safety benchmarks
including completion of safety training, manager involvement in a safety
committee, and other benchmarks linked to safe behaviors and actions.
There has been an emphasis not only on increasing safety awareness, but
on promoting the value of bringing workers with injuries back to work as
soon as possible. The Port's magazine, "Portal", has been used to
feature a worker with an injury transitioning back to work. Presently,
both work and non-work related injuries/disabilities on the caseload
have reached an all time low. Approximately three years ago, when the
safety campaign was initiated, the caseload size was 30 40 for both the
work and non-work related disabilities. Presently, there are only 12
individuals across both categories.
Part of the Port's success story is
attributable to the collaboration among Health and Safety, Human
Resources, Labor, and Ms. Alvarez, in disability management, efforts
across their departments and in their clear and well coordinated
communication. There is an effort to communicate clearly with all the
different departments across the Port - "the Port is a small city"
involving a police department, fire department, electronics, etc. and
numerous unions. Twenty seven unions must be dealt with as part of the
Disability Management program. Their professional and well coordinated
efforts have made them more of an ally not only to the employee
experiencing disability, but to department heads and union
representatives. Ms. Hillson, Alvarez, and Moses currently are thinking
beyond safety and developing psycho-educational series on "Living the
Second Half of Your Life", and "Health and Wellness". They are
encouraging the Port's employees to take a proactive look at both their
individual physical and psychological adjustment. They also credit a
very effective employee assistance program external to the Port as being
very helpful to their efforts.
It should be noted that in addition to an
outstanding disability management effort, the Port also makes an effort
to actively consider individuals with disabilities in the hiring process
and has hired six individuals through their supported employment (SE)
model. A concerted effort is made to truly integrate these employees
throughout the Port in different departments to include: fire
department, port construction, mail room, and human resources. These
employees with significant disabilities also appear adequately
compensated for their efforts with several jobs being upgraded in level
due to skills learned by these supported employees. Although the Port
has not been hiring since the September 11th tragedy, there has been a
continuing effort to provide work experience to those with disabilities
including high school and college internships for students with
blindness through a joint effort with the State of Washington Commission
for the Blind.
Unique Disability Management Practices
-
The collaboration across
departmental heads responsible for Human Resources, Workers
Compensation, Disability Management/Employee Loss Prevention, and
Diversity is admirable and reinforces better communication and
optimism on the part of the worker with a disability. Their efforts
have also promoted credibility gains with the labor unions and better
working relationships in returning the worker to the job site.
- The emphasis on safety is
exemplary--safety evaluated as an aspect of job duties/proficiency. In
addition to the efficiency of the Port's self administered Workers
Compensation program; the emphasis is safety is attributed by all
personnel interviewed to be the reason for the historic low point in
workers with disabilities on current caseloads - one sixth of those on
these caseloads when the initial program was mounted in 2000.
-
The emphasis on
psycho-educational programming related to effective aging, coping, and
health and wellness is a step beyond safety but certainly a health
promoting direction and preventative of on- or off work site
disability.
For information regarding this Case Study
contact:
Marjorie S. Hillson, Consulting Services
People Programs
(206) 728 3306
hillson.m@portseattle.org
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