PHYSICAL TESTING

Physical ability tests are a way to determine if a person has the capabilities to perform a particular job or activity safely. Choose from many different physical testing alternatives that have many different applications. Our clinically based or onsite services are fast, convenient and affordable.

Any physical testing should begin with a thorough job analysis.

Job Analysis

Our job analysis process is diverse in its uses and in the results. From the initial stages of gathering data, then analysis and documentation, to the final stage of review and recommendation, this process is thorough and communicative.  Data gathering and reporting includes pictorial/video documentation when communicating with company representatives.

This thorough job analysis process yields much useful information in many areas.

A job analysis can be a basic starting point to provide job coaching to employees to use proper work techniques. This is very useful in the return to work process.

A job analysis can yield specific information when determining the physical requirements of the job to create a job description that complies with the Americans with Disabilities Act (ADA) and Equal Employment Opportunity Commission (EEOC) guidelines.

ADA Physical Requirement Job Description

A good job description documents specific, measurable and descriptive components.

Utilize this job description for:

• Human Resource Documentation
• Hiring Process: Post Offer Screening Documentation
• Assisting Physicians, Case Managers, Insurance Carriers
• Return to Work/Return From Medical Leave Process
• Transitional Duty Identification
• Process Improvement Activities that are Vital to Your Business

Available Components

• Analysis for 8, 10 or 12 Hour Jobs
• Job Demographics
• Job Process and Task Documentation
• DOT Code Classification
• Physical Demand Classification (PDC)
• Tools, Equipment and Gear Used
• Non Material Handling Activity Documentation
• Non Material Handling Physical Demands Classification
• Environmental Conditions Documentation
• Physical Demand Classification Metrics
• Essential and Marginal Job Functions
• Upper Extremity Use Analysis
• Lower Extremity Use Analysis
• Sensory Requirements
• Lift Analysis
• Time Study Analysis of Operation
• Pictorial Documentation
• Video Documentation
• Single Page Lift, Carry, Puah and Pull, and Upper and Lower Extremity Use Documentation

Imagine being able to send this information to your company physician, or an employee's personal physician, so they are able to make a more informed and expedient decision regarding return to work abilities.

This package is finalized in an easy to read document that can be added to your existing job descriptions and medical files.

PHYSICAL TESTING

Functional Capacity Evaluation

Functional Capacity Evaluation (FCE) is a comprehensive, objective testing of a person's abilities. Functional Capacity Evaluation is designed to test a person’s functional physical abilities as they relate to specific job tasks or to a generic job title. It is performed by an experienced, professional, orthopedically trained Occupational or Physical Therapist. The testing can be performed in the clinical setting or onsite in the business and industrial setting.

The FCE can be used to:

• Determine a participant’s ability to perform specific job tasks.
• Measure the maximum objective strength of an individual.
• Determine a worker's tolerance levels to specific activities.
• Establish activity levels through clinically objective observations.
• Offer safety procedures that prevent injuries during testing and return to work.
• Explain functional deficiencies in terms of physical causes.
• Determine fitness and metabolic work capacities.
• Emphasize return to work physical abilities explained in clear, objective language.
• Describe those tasks that a worker could perform in an eight, ten or twelve hour day.
• Identify the difference between sub maximum and maximum efforts to rate cooperation and consistency of an individual or employee.
• Test specific job tasks through simulation.
• Assist with vocational options if not returning to previous job.
• Determine functional abilities as they relate to general activities of daily living.
• Determine functional abilities as they relate to job duties (General or Specific).
• Determine a person's recovery level and allows for detailed information and referral to other necessary and appropriate medical interventions.
• Assist in determination of impairment leading to a disability rating. We use the American Medical Association's: Guides to the Evaluation of Permanent Impairment.
• Identify the need for and the level of job modification necessary.

The FCE includes:

• Full body musculoskeletal assessment, blood pressure, and heart rate monitoring.
• Evaluation of physical work demands.
• Twenty-nine (29) critical job tasks from Workers' Compensation forms, Social Security Administration and Disability forms and the Dictionary of Occupational Titles.
• A safe testing environment as the participant understands and adheres to physiologically safe lifting/moving techniques.
• Subjective pain analysis.
• A comprehensive report with detailed observations, photographs, findings, and recommendations.

Post Offer Testing

Hiring a healthy workforce can sometimes be a difficult and frustrating task. Being proactive and testing your workforce to assure they are physically capable of performing the essential duties help reduce the risk for sustaining work related injuries. Post Offer screening is when the conditional offer of employment has been extended. The employer may now ask the medical questions under this condition, thus eliminating the need for medical clearance for testing.

Title I of the Americans with Disabilities Act of 1990 (the "ADA") allows for testing the physical requirements that are essential to the job. Taken from the Equal Employment Opportunity Commission (EEOC) is the following information.

What types of disability-related questions and medical examinations are permitted after an offer of employment has been made to a staffing firm worker?

After an offer has been made, a staffing firm or its client may ask any disability-related questions or require any medical examinations that it chooses, as long as it does so for all applicants for the same job. However, if the staffing firm or client wants to withdraw the offer from an applicant with a disability based on the answers to these questions or the results of medical examinations, it has to show that the applicant either: (1) cannot perform the essential functions of the job, even with a reasonable accommodation; or (2) would pose a direct threat (i.e., a significant risk of substantial harm).

During the work assignment, a staffing firm or its client generally may ask a staffing firm worker disability-related questions or require a medical examination only where it has a reasonable belief that a medical condition will make the worker unable to do the job or will result in a direct threat.

Whether s/he can satisfy the job's requirements or essential functions (describe them to the applicant).

If you want to give a medical examination to someone who has been offered a job that involves heavy labor, you must give the same exam to anyone who is offered the same kind of job.

You may withdraw an offer from an applicant with a disability only if it becomes clear that s/he cannot do the essential functions of the job or would pose a direct threat (i.e., a significant risk of substantial harm) to the health or safety of him/herself or others. Be sure to consider whether any reasonable accommodation(s) would enable the individual to perform the job's essential functions and/or would reduce any safety risk the individual might pose.

Our testing is monitored for "Adverse Impact" and follows the "Uniform Guidelines on Employee Selection Procedures" both from the EEOC.

How Do I Begin a Testing Program?

A thorough job analysis must precede any testing. From this analysis a screening is created to match the essential functions and the other requirements of the job.

There are six commonly accepted principles that relate to creation and validation of the evaluation processes:

• Safety - The test should take place in a controlled environment and be expected not to cause harm or lead to injury.
• Standardization - The process must be arranged in such a manner that reproduction of the protocol is possible.
• Reliability - The results should be dependable across evaluators, individuals, and the date or time of test administration. The inter and intra coefficient of variance must be acceptable.
• Validity - The interpretation of the testing results must be relational to a comparison of current individual abilities and job critical demands.
• Practicality - The economic value of the process must be in line with the resulted benefit. However, cost-effectiveness is measured in both short and long-term benefits.
• Utility - The multi-disciplinary application of the results and degree to which the information obtained meets requirements of the evaluee, company and payer.

What Is Included in Testing?

• Health Questionnaire, Test Instruction and Consent Forms, Height, Weight, Pulse, Blood Pressure
• General Musculoskeletal Examination (Muscle testing, range of motion, reflexes, etc.) and Specific Tests as Needed
• Cardiovascular Condition/Fitness Testing and Classification as Indicated by Procedures (optional)
• Manual Material Handling (Dynamic and Isometric Lift) Analysis, Hand Strength Assessment and Non Material Handling Testing of Essential Functions
• Body Mechanics, Flexibility and Strength Instruction and Identification of Follow-Up Items as Needed
• Musculoskeletal Score (Normal, Good, Fair, Poor)
• Tests are conducted onsite or at convenient clinical locations.