Why this matters
Organizations often ask how to operationalize Neurapulse after they see results. This guide helps you codify “what happens next” so supervisors and employees have clarity, speed, and alignment.What you’ll define
- Decision points for when assessments are used (e.g., pre‑shift, post‑incident, return‑to‑work, pre‑hire)
- How supervisors interpret results and what actions they should take
- Employee rights, privacy language, and support pathways
Implementation tips
- Start with one or two use cases (most teams begin with pre-hire, pre‑shift or post‑incident)
- Run a pilot for several weeks, then tune thresholds/notifications in your project settings
- Train supervisors with short scenarios and a one‑page SOP
Example policy insert
Use the example below as a starting point and adapt it with your company name and processes.Example – Cognitive Readiness & Fitness for Duty policy insert
Example – Cognitive Readiness & Fitness for Duty policy insert
POLICY INSERT: “Cognitive Readiness Assessment”Section Title: Cognitive Readiness & Fitness for DutyTo ensure a safe and effective work environment, (COMPANY NAME) includes cognitive readiness as part of its overall Fit‑for‑Duty strategy.Cognitive readiness refers to an employee’s ability to focus, make decisions, and respond appropriately in real‑time, especially in safety‑sensitive roles. This includes being free from impairment due to:
- Fatigue
- Mental distraction
- Emotional distress
- Medical or psychological strain
- Assessment Tool: Neurapulse
- Takes approximately 2 minutes
- Does not collect medical data
- Does not diagnose conditions
- Provides objective indicators of cognitive performance
- Pre‑shift, to establish readiness
- Post‑incident, to explore contributing factors
- Return‑to‑work, after medical leave or critical stress events
- Pre‑hire, to support placement decisions (where applicable)
- Review & Action Protocol
- Allowing a brief rest and retest period
- Initiating Reasonable Cause process or additional assessment
- Seeking medical attention or consulting safety/HR for next steps
- Employee Rights & Support
- Is aligned with privacy and data protection policies
- Is not used to make medical judgments or diagnoses
- Is designed to support the safety and wellbeing of all workers
Map policy to portal settings
- Projects → Notifications: configure who is alerted on High Risk results
- Projects → Running tests: make sure your test link is shared and your project is running
- Viewing Results → Accessing results: ensure managers have access and know where to look
Next steps
- Copy the example insert into your company policy template
- Update names, roles, and routing (who gets notified and who decides next steps)
- Train supervisors using two scenarios: Green (Completed), Red (Escalate)
- Run a short pilot and adjust