A series of physical tests, based on the essential job demands that is designed to evaluate the job candidate’s ability to safely perform essential job functions and to assess his/her ability to meet the physical demand level of the job.
Development Phase – An initial meeting is conducted to identify the types of injuries that are occurring and to determine where and when injuries are occurring. In order to develop clear, measurable goals and to achieve optimum outcomes it is important to have information regarding the company’s current incidence rate, severity rates, and cost, including cost per claim and aggregate costs.
- Based on an ADA-compliant job description or Quantitative Job Demand Analysis (QJDA), the most demanding tasks are identified and a screening is customized to test the job applicant’s ability to meet the physical demands of the job
- A testing protocol is developed that includes the verbal instructions, scoring system, and predetermined cut points that are limited by the physical demand level required for each job.
- Incumbent testing – Once the testing protocol is finalized, a random group of 10-20 employees (or 10-20% of the total employees) who are currently in the position being tested, are assessed using the post offer screening protocol. Aggregate results are examined to determine the need, if any, for modifications to the testing protocol.
- This step insures that the screening meets guidelines for avoiding adverse impact under EEOC guidelines and establishes a business necessity for safe lifting, which is an important component to defending the post offer screening process should there ever be a legal challenge.
- Incumbent employee screening ensures that the assessment accurately assesses the most demanding tasks of the job.
- An alternative to incumbent testing is validation of job descriptions by employees who have current knowledge of the job duties and job demands.
- Policies are developed to address the referral process, conveyance of test results, scheduling of tests, unusual situations that may occur, and options/process for candidates whose abilities do not meet the physical demands of the job. Follow-up evaluation to maintain/improve the relevance, accuracy, and outcomes of the screening process should be completed every 6-12 months.