API JOB CODE PART 2

Abstract

<strong><u>INTRODUCTION</u></strong> <br>The purpose of this revised job classification system is to provide a standardized method for identifying and classifying jobs within the petroleum refining industry, related petro-chemical operations, production operations and marketing/transportation. This system is not an API standard, nor is it intended that companies should adopt the system for internal use. However, such a system could be utilized in inter- and intra-company occupational health studies whenever job data groupings would be useful. Possible applications include morbidity and mortality studies, qualitative and quantitative exposure monitoring scheduling, and medical surveillance scheduling. Thus, the job classifications must be specific enough to permit meaningful examination of sub-populations within the petroleum industry, yet broad enough to allow for inter- and intra-company variations, now and in the past. <br>It was recognized from the outset that most existing job classification systems were devised for administrative purposes; they reflect personnel practices, organizational structure, and labor-relations considerations. In these systems, the factors generally used in classifying jobs are salary, training or education, level of responsibility and accountability, and level of supervision. While useful, these factors have little bearing on occupational health. In occupational health, the primary focus is exposure. Since exposure levels can vary with operating conditions, equipment type, age and state-of-repair, it was determined that it was not feasible at this time to differentiate jobs on a quantitative exposure basis. Even qualitatively, it is difficult to exactly define the work environment because the process streams are often complex mixtures of a large number of chemicals, and the source of crude and operating parameters may influence their composition. Even though it may not be possible to qualitatively define the work environment, it is a reasonable assumption that similar processes potentially present similar qualitative exposures. Thus, process was selected as one variable in classifying a job. <br>The second variable in classifying a job is obviously the job itself. Job titles vary from company to company and are dependent on labor and personnel practices. However, using functional descriptions of jobs, a standardized list for the operations was developed.