Skip to main content

​
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 notifications in your project settings
  • Train supervisors with short scenarios and a one‑page Standard Operating Procedure (SOP)

​
Example policy insert

Use the example below as a starting point and adapt it with your company name and processes.
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
  1. Assessment Tool: Neurapulse
To support early detection and reduce guesswork, (COMPANY NAME) will use a non‑invasive, performance‑based cognitive assessment tool (Neurapulse) to evaluate real‑time mental readiness. This tool:
  • Takes approximately 2 minutes
  • Does not collect medical data
  • Does not diagnose conditions
  • Provides objective indicators of cognitive performance
Assessments may be used:
  • 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)
  1. Review & Action Protocol
Supervisors will receive a clear result indicating low risk or high risk (e.g., Green = Ready or Red = Review Required). Where results suggest elevated cognitive risk, the company may take actions such as:
  • Allowing a brief rest and retest period
  • Initiating Reasonable Cause process or additional assessment
  • Seeking medical attention or consulting safety/HR for next steps
These decisions will be made with fairness, confidentiality, and a focus on prevention, not discipline.
  1. Employee Rights & Support
Use of cognitive assessments:
  • 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
Employees may request clarification or support following a cognitive assessment and are encouraged to speak with their supervisor or HR representative if they have questions or concerns.

​
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

  1. Copy the example insert into your company policy template
  2. Update names, roles, and routing (who gets notified and who decides next steps)
  3. Train supervisors using two scenarios: Green (Completed), Red (Escalate)
  4. Run a short pilot and adjust
⌘I