Noise Survey and Database Training Cathy Pate Megan Karie (248) Cathy Pate Megan Karie (248)

Objectives  Understand purpose and key issues related to the sound survey  Ability to pull reports from the GM Noise Database  Become familiar with the Larson Davis Spark dosimeter  Understand purpose and key issues related to the sound survey  Ability to pull reports from the GM Noise Database  Become familiar with the Larson Davis Spark dosimeter

Permissible Noise Exposures 100 dBA TWA 90 dBA TWA 85 dBA TWA Permissible Exposure Limit Action Level  Annual Audiometric Testing  Annual Training  Hearing Protection for Workers with STS  Implement Feasible Engineering Controls  Use of Hearing Protection Devices The regulation prescribes these actions at these levels of exposure.

Table G-16A from CFR Occupational Noise Standard A-Weighted Sound Level (Decibels) Reference Duration (Hours) A-Weighted Sound Level (Decibels) Reference Duration (Hours) A-Weighted Sound Level (Decibels) Reference Duration (Hours)

Purpose of a Noise Survey  Identify employees who need to be included in the hearing conservation program.  Ensure the proper selection of hearing protection.  UAW-GM negotiated agreement to have a survey completed annually for most plants –Surveys at CCA sites are completed every 5 years  Identify employees who need to be included in the hearing conservation program.  Ensure the proper selection of hearing protection.  UAW-GM negotiated agreement to have a survey completed annually for most plants –Surveys at CCA sites are completed every 5 years

Who completes the survey?  Consultant or the site’s industrial hygiene team  As per the National Agreement, the Industrial Hygiene Technician will assist with data collection and subsequent analysis of noise data  Data from a survey shall be entered into the GM Noise Database  Consultant or the site’s industrial hygiene team  As per the National Agreement, the Industrial Hygiene Technician will assist with data collection and subsequent analysis of noise data  Data from a survey shall be entered into the GM Noise Database

Survey Procedure

Representative Personal Sampling (d)(1)[ii] Where circumstances such as high worker mobility, significant variations in sound level, or a significant component of impulse noise make area monitoring generally inappropriate, the employer shall use representative personal sampling to comply with the monitoring requirements of this paragraph unless the employer can show that area sampling produces equivalent results.

Range and Period of Observation (d)(2)[i] All continuous, intermittent and impulsive sound levels from 80 decibels to 130 decibels shall be integrated into the noise measurements.

DEFINE ORGANIZATIONAL STRUCTURE DETERMINE TYPICAL TASKS REPRESENTATIVE OF JOBS WORK ASSIGNMENTS WORK AREAS OR STATIONS DAY-TO-DAY VARIATIONS NOISE SOURCES ESTABLISH REPRESENTATIVE GROUPS (SEG’s) IDENTIFY HIGHEST EXPOSURE CASES – GRAB SAMPLES IDENTIFY SPECIAL CASE JOBS AND SCENARIOS OBTAIN OTHER RELEVANT NOISE SOURCE INFORMATION Identify Job Functions for Monitoring

Similar Exposure Group (SEG)  Defined as a group of workers likely to have the same general exposure profile because of the tasks they perform, the similarity of the way tasks are performed, and the materials and processes with which they work.  A group of individuals with a pattern of exposure that is nearly identical. These workers perform the same tasks in relationship to the inclusion in the SEG. Monitoring on one individual within an SEG is representative for the exposure expected for any member of the group.  Defined as a group of workers likely to have the same general exposure profile because of the tasks they perform, the similarity of the way tasks are performed, and the materials and processes with which they work.  A group of individuals with a pattern of exposure that is nearly identical. These workers perform the same tasks in relationship to the inclusion in the SEG. Monitoring on one individual within an SEG is representative for the exposure expected for any member of the group.

Job Function A more specific job classification title that relates to a set of job activities routinely performed by an employee with a certain Job Classification. It is used to distinguish between different types of jobs with different sound exposure profiles within the same job classification. Paint booth painter / Paint booth cleaner Press operator-blanker /Press operator-transfer Team Member – Line 1 / Team Member Line 2 Quality Operator – Line 1 / Quality Operator – Line 2 A completely developed Job Function is a combination of the title and the list of activities and associated sound exposure information necessary to fully describe the sound exposure profile for a typical full shift including non-productive periods. It includes a detailed description of the work performed routinely by an employee. Day-to-day or week-to-week variations that habitually occur would be included in the analysis of the Job Function. A more specific job classification title that relates to a set of job activities routinely performed by an employee with a certain Job Classification. It is used to distinguish between different types of jobs with different sound exposure profiles within the same job classification. Paint booth painter / Paint booth cleaner Press operator-blanker /Press operator-transfer Team Member – Line 1 / Team Member Line 2 Quality Operator – Line 1 / Quality Operator – Line 2 A completely developed Job Function is a combination of the title and the list of activities and associated sound exposure information necessary to fully describe the sound exposure profile for a typical full shift including non-productive periods. It includes a detailed description of the work performed routinely by an employee. Day-to-day or week-to-week variations that habitually occur would be included in the analysis of the Job Function.

Organizational Structure and Job Function (SEG) Defines Minimum Exposure Samples The most likely highest exposure candidates are targeted by using the organizational constraints of worker job assignments as well as information about noise sources and the degree of repetitiveness of the job assignments.

Observational Triggers  Triggers Indicating Need For Further Investigation –Elevated gondolas and containers –Compressed air blow-off wands –Metal Conveyors –Pneumatic Power tools –Impact type tools (hammers) –High pressure spraying equipment –Noise controls in disrepair –Mobile equipment pulling carts  Triggers Indicating Need For Further Investigation –Elevated gondolas and containers –Compressed air blow-off wands –Metal Conveyors –Pneumatic Power tools –Impact type tools (hammers) –High pressure spraying equipment –Noise controls in disrepair –Mobile equipment pulling carts

Options for Monitoring under ANSI (R2006) Measurement Duration  Sufficiently long to be representative of sound of all tasks performed. Position of Microphone  Mid-top of shoulder Measurement Duration  Sufficiently long to be representative of sound of each task performed. Position of Microphone  In hearing zone of worker Dosimetry Modeling(T-BEAM)

Data Collection - Step 1 Job Function Selection & Screening Process Decision Rules  The JOB FUNCTION screened at < 80 dBA Verify assignments (tasks) for that function. There is no requirement to analyze the specific sound levels for each task.  The JOB FUNCTION screened at greater than or equal to 80 dBA The job function shall be considered to result in a potential exposure of 85 dBA or greater. A complete Job Function analysis is required.  The L max SOUND PRESSURE LEVEL > 115 dBA (vs. 120) The job function shall be considered to result in a potential exposure of 85 dBA or greater. A complete Job Function analysis is required regardless of the average sound level measurement.  The IMPACT PEAK SOUND PRESSURE LEVEL >130 dB (vs. 140) A complete Job Function analysis is required, regardless of the average sound level measurement.  The JOB FUNCTION screened at < 80 dBA Verify assignments (tasks) for that function. There is no requirement to analyze the specific sound levels for each task.  The JOB FUNCTION screened at greater than or equal to 80 dBA The job function shall be considered to result in a potential exposure of 85 dBA or greater. A complete Job Function analysis is required.  The L max SOUND PRESSURE LEVEL > 115 dBA (vs. 120) The job function shall be considered to result in a potential exposure of 85 dBA or greater. A complete Job Function analysis is required regardless of the average sound level measurement.  The IMPACT PEAK SOUND PRESSURE LEVEL >130 dB (vs. 140) A complete Job Function analysis is required, regardless of the average sound level measurement.

Data Collection – Step 2 Job Function Analysis  Conduct short duration measurements to obtain Lavg for each activity –Measurements must encompass sufficient number of activity full duty cycles to obtain a steady meter reading within.5 dB. Minimum sufficient period of observation: 3 full duty cycles.  Break down separate activities for tasks: –performed at different work locations, –performed at the same work location but differing in sound level by 5 dB or more, –representing different operating modes.  Determine and record the time (in hours) associated with each activity. Normalize all durations to represent an 8-hour workday. –e.g. If the plant is working a 10-hour day reduce each task to an equivalent time to add up to an 8-hour workday.  Conduct short duration measurements to obtain Lavg for each activity –Measurements must encompass sufficient number of activity full duty cycles to obtain a steady meter reading within.5 dB. Minimum sufficient period of observation: 3 full duty cycles.  Break down separate activities for tasks: –performed at different work locations, –performed at the same work location but differing in sound level by 5 dB or more, –representing different operating modes.  Determine and record the time (in hours) associated with each activity. Normalize all durations to represent an 8-hour workday. –e.g. If the plant is working a 10-hour day reduce each task to an equivalent time to add up to an 8-hour workday.

Job Function TWA: 90.7 dBA

Where do the results go? GM Database! GM Database!