Laroche C, Soli S, Giguère C, Lagacé J, Vaillancourt V, Fortin M
University of Ottawa, Faculty of Health Sciences, School of Rehabilitation Sciences, Audiology and Speech-Language Pathology Program, Ontario, Canada.
Noise Health. 2003 Oct-Dec;6(21):17-37.
Many jobs at the Department of Fisheries and Oceans Canada (DFO) have several features in common: they are often performed in noisy environments and involve a number of auditory skills and abilities, such as speech communication, sound localization, and sound detection. If an individual lacks these skills and abilities, it may constitute a safety risk for this individual, as well as for fellow workers and the general public. A number of scientific models have been developed to predict performance on these auditory skills based on diagnostic measures of hearing such as pure-tone audiograms. While these models have significant scientific and research value, they are unable to provide accurate predictions of real life performance on auditory skills necessary to perform hearing-critical jobs. An alternative and more accurate approach has been developed in this research project. A direct measure of functional speech perception in noise (Hearing in Noise Test: HINT) has been identified and validated for use in screening applicants for hearing-critical jobs in DFO. This screening tool has adequate and well-defined psychometric properties (e.g. reliability, sensitivity, and validity) so that screening test results can be used to predict an individual's ability to perform critical auditory skills in noisy environments, with a known degree of prediction error. Important issues must be considered when setting screening criteria. First, the concept of hearing-critical tasks must be reviewed, since these tasks are often performed in high noise levels where normally-hearing people cannot hear adequately. Second, noise-induced hearing loss is frequent in these noisy environments, and workers who acquire a hearing loss might not continue to meet the minimal auditory screening criteria throughout their career. Other senses (e.g., vision, touch) also play an important role in these environments. Third, adaptation strategies have to be considered when recruits or incumbents fail the screening test.
