SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED UNIT STANDARD: 

Manage the effects of fatigue in the workplace 
SAQA US ID UNIT STANDARD TITLE
260378  Manage the effects of fatigue in the workplace 
ORIGINATOR
SGB Ancillary Health Care 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY
-  
FIELD SUBFIELD
Field 09 - Health Sciences and Social Services Promotive Health and Developmental Services 
ABET BAND UNIT STANDARD TYPE PRE-2009 NQF LEVEL NQF LEVEL CREDITS
Undefined  Regular  Level 4  NQF Level 04 
REGISTRATION STATUS REGISTRATION START DATE REGISTRATION END DATE SAQA DECISION NUMBER
Reregistered  2018-07-01  2023-06-30  SAQA 06120/18 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2024-06-30   2027-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This unit standard does not replace any other unit standard and is not replaced by any other unit standard. 

PURPOSE OF THE UNIT STANDARD 
This unit standard is designed as part of a progression of unit standards for understanding of the effects and management of fatigue, for self and peers, in the workplace. They are aimed at ensuring that clear and precise information is imparted to all affected. This unit standard will enable supervisors/managers to recognise signs of and report on the challenges of fatigue within the workplace and initiate a fit for work plan.

The qualifying learner will be capable of:
  • Recognising and discussing the factors contributing to and the signs and symptoms of fatigue/impairment.
  • Demonstrating an understanding of the relevant current legislation, organisational policies, procedures and human resource programmes.
  • Facilitating relations between the supervisor/manager and the fatigued employee.
  • Discussing the responsibilities of the supervisor in promoting a culture of trust within the company structure relating to fatigue/impairment management. 

  • LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
  • Communication at NQF Level 3 or equivalent.
  • US ID 259621: Manage the prevention of fatigue in the workplace, NQF Level 3. 

  • UNIT STANDARD RANGE 
    N/A 

    Specific Outcomes and Assessment Criteria: 

    SPECIFIC OUTCOME 1 
    Recognise and discuss the factors contributing to and the signs and symptoms of fatigue/impairment. 
    OUTCOME RANGE 
    Signs and symptoms include but are not limited to physical impairment, mood swings, intoxication, frequent minor and/or major workplace accidents. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The general factors contributing to fatigue/impairment are identified and discussed. 
    ASSESSMENT CRITERION RANGE 
    General factors include, but are not limited to:
  • Health, environment, corporate changes, internal and external stress factors, ergonomics, diet, medication, margin of errors, team Influences, social conditions and home life.
     

  • ASSESSMENT CRITERION 2 
    Signs and symptoms of fatigue/impairment are listed and the effects on workplace safety and productivity are explained. 

    ASSESSMENT CRITERION 3 
    The importance of pre-employment and regular medical assessments relating to man- specifications are described in relation to the prevention of fatigue. 
    ASSESSMENT CRITERION RANGE 
    Assessment includes, but is not limited to:
  • Job specific, risk management issues, surveillance and monitoring.
     

  • ASSESSMENT CRITERION 4 
    The management of employees who are "not fit for work" is explained in relation to safety and performance and is in keeping with the legislative requirements. 

    ASSESSMENT CRITERION 5 
    The management of employees who are "not fit of work" because of suspected substance abuse is explained according to company policy and possible referral to an outside aid agency. 
    ASSESSMENT CRITERION RANGE 
    Substance abuse includes, but is not limited to:
  • Alcohol, unlawful drug use, non-prescription and prescription medicines/drugs.
     

  • SPECIFIC OUTCOME 2 
    Demonstrate an understanding of the relevant current legislation, organisational policies, procedures and Human Resource programmes. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    Fatigue/impairment is discussed in terms of the relevant current occupational legislation. 

    ASSESSMENT CRITERION 2 
    The company policy and procedures relating to fatigue/impairment management are explained. 
    ASSESSMENT CRITERION RANGE 
    Company policy and procedures include, but are not limited to:
  • Conditions of employment, disciplinary and grievance procedures, employee contracts, counselling, employee assistance programmes.
     

  • SPECIFIC OUTCOME 3 
    Facilitate relations between the supervisor/manager and the fatigued employee. 
    OUTCOME RANGE 
    Facilitating relations includes but is not limited to building confidentiality, respect, trust, sincerity, empathy, warmth, non-judgmental attitude, empowerment. 

    ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The importance of building a relationship is explained in terms of establishing trust, respect and understanding. 

    ASSESSMENT CRITERION 2 
    The different methods of communication are explained and demonstrated in terms of establishing a relationship with the fatigued employee. 
    ASSESSMENT CRITERION RANGE 
    The different methods of communication include but are not limited to listening skills, verbal cues, non-verbal cues, body language.
     

    ASSESSMENT CRITERION 3 
    Interactions with the fatigued employees are carried out in an ethical manner that ensures patient agreement - especially when others need to be informed of the patient's situation or condition. 
    ASSESSMENT CRITERION RANGE 
    Interactions include, but are not limited to:
  • The employee, employer, family.
     

  • SPECIFIC OUTCOME 4 
    Discuss the responsibilities of the supervisor in promoting a culture of trust within the company structure that relate to fatigue/impairment management. 
    OUTCOME RANGE 
    Promoting a culture of trust includes, but is not limited to:
  • Establishing feedback, communicating consequences of fatigue, responsibility, promotion. 

  • ASSESSMENT CRITERIA
     

    ASSESSMENT CRITERION 1 
    The selection of an approach to manage the employee's fatigue is explained and demonstrated. 

    ASSESSMENT CRITERION 2 
    The employee who recognizes that he/she is not fit for work is assisted in developing his own "fit for work plan" (FFWP). 

    ASSESSMENT CRITERION 3 
    The FFW plan is evaluated and progress of employee performance monitored in relation to the reduction of fatigue/impairment. 

    ASSESSMENT CRITERION 4 
    The role of the supervisor/manager in the employee assistance programme is explained in relation to managing fatigue and the associated problems. 

    ASSESSMENT CRITERION 5 
    Management of the employee, where there is no employee assistance programme is explained in terms of supervisor/manager responsibility. 

    ASSESSMENT CRITERION 6 
    A culture of trust is promoted throughout the organisation to encourage all employees to freely seek assistance with any perceived problem. 
    ASSESSMENT CRITERION RANGE 
    Promotion tools include, but are not limited to: appropriate training, feedback, self assessment.
     


    UNIT STANDARD ACCREDITATION AND MODERATION OPTIONS 
  • Anyone assessing a learner against this unit standard must be registered as an assessor with the relevant ETQA or ETQA that has a Memorandum of Understanding in place with the relevant ETQA.
  • Any institution offering learning that will enable achievement of this unit standard must be accredited as a provider through the relevant ETQA or ETQA that has a Memorandum of Understanding in place with the relevant ETQA.
  • Moderation of assessment will be overseen by the relevant ETQA or ETQA that has a Memorandum of Understanding in place with the relevant ETQA, according to the moderation guidelines and the agreed ETQA procedures. 

  • UNIT STANDARD ESSENTIAL EMBEDDED KNOWLEDGE 
  • Factors contributing to and signs and symptoms of fatigue/impairment:
    > Pre-employments/medical assessments relating to man-specifications.
    > Managing individuals not fit for work in relation to safety and performance.
  • Current relevant legislation, regulations and policies pertaining to:
    > Occupational health and safety, conditions of employment, equity, labour relations, skills development.
    > Own organisational policies and procedures and employee assistance programmes.
  • Appropriate interview and listening skills.
  • Responsibilities of supervisor within company structure relating to fatigue management.
  • Evaluating and monitoring of FFW Plan.
  • Referral system in relation to fatigue management.
  • The importance of a FFW culture within the workplace.
  • Awareness of simple things that can prevent industrial accidents and keeping the employees safe. 

  • UNIT STANDARD DEVELOPMENTAL OUTCOME 
    N/A 

    UNIT STANDARD LINKAGES 
    N/A 


    Critical Cross-field Outcomes (CCFO): 

    UNIT STANDARD CCFO IDENTIFYING 
    Identifying and solving problems relating to the understanding the factors contributing to fatigue, mechanisms of prevention and managing the workforce effectively. 

    UNIT STANDARD CCFO WORKING 
    Working effectively and support of others as part of the management team during accepted working hours/shift work to prevent industrial accidents/incidents due to work fatigue. 

    UNIT STANDARD CCFO ORGANISING 
    Organising and managing employees and their activities responsibly to prevent fatigue and/or to develop and implement FFWPs. 

    UNIT STANDARD CCFO COMMUNICATING 
    Using visual and language skills in communicating with others including referral services to assist and solve problems relating to employees not fit for work. 

    UNIT STANDARD CCFO SCIENCE 
    Using science and technology effectively with regard to information, communication, planning, implementation of FFWPs and referral systems. 

    UNIT STANDARD CCFO DEMONSTRATING 
    Demonstrate an understanding of the world as a set of related systems with regard to the consequences of fatigue in the workplace, in relation to personal commitment and the prevention of accidents and industrial incidents/accidents. 

    UNIT STANDARD ASSESSOR CRITERIA 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this unit standard was Reregistered in 2012; 2015. 

    UNIT STANDARD NOTES 
    Credit Justification:

    Total hours required by the learner to achieve the required outcomes:

    Activity; Hours; Credits:
  • Classroom learning/scenario/role play; 50 hours; 5 credits.
  • Case Studies; 20 hours; 2 credits.
  • Self directed learning; 20 hours; 2 credits.

    Total; 90 hours; 9 credits. 

  • QUALIFICATIONS UTILISING THIS UNIT STANDARD: 
      ID QUALIFICATION TITLE PRE-2009 NQF LEVEL NQF LEVEL STATUS END DATE PRIMARY OR DELEGATED QA FUNCTIONARY
    Core  64697   Further Education and Training Certificate: Community Health Work  Level 4  NQF Level 04  Reregistered  2023-06-30  HW SETA 
    Elective  74410   Further Education and Training Certificate: Public Awareness Promotion of Dread Disease and HIV/AIDS  Level 4  NQF Level 04  Reregistered  2023-06-30  HW SETA 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS UNIT STANDARD: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    NONE 



    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.