Physical Testing

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

According to the Americans with Disabilities Act, some forms of physical testing can be given after you have extended an offer of employment to an individual.

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 fully, and 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 Monitoring and Blood Pressure
  • General Musculoskeletal Examination (muscle testing, range of motion, reflexes, sensory etc.) and Specific Tests as Needed
  • Functional Movement Screening as Needed
  • Cardiovascular Condition/Fitness Testing and Classification as Indicated by Procedures (Optional)
  • Wellness Components: Obesity Classification, BMI Classification, Smoking Cessation Information (Optional) 
  • Manual Material Handling Testing (Dynamic and Isometric Lift/Lower/Carry/Push/Pull) of Essential Job Functions 
  • Hand Strength Assessment (Grip and Pinch)
  • Non Material Handling Testing of Essential Job Functions
  • Body Mechanics, Flexibility and Strength, Posture, Anatomical, Ergonomic, Job Coaching Instruction with Follow-Up As Needed
  • Musculoskeletal Score (Normal, Good, Fair, Poor)

Tests are conducted onsite for your convenience.