Transcript Post-offer, Pre-placement - Connecticut Department of Labor

PROTECTING YOU AND YOUR
EMPLOYEES
By using:
POST-OFFER,PRE-PLACEMENT SCREENINGS
Bruce A. Jacobsen PT, M.Ed.
Coordinator of Industrial Rehabilitation Services
203-789-3490
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Also know as…
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Pre-work Screening, PWS
Return to Work Screenings, RTWS
Physical Demand Screenings, PDS
Functional Capacity Evaluations, FCEs
Limited functional Capacity Evaluations
Ability Screenings
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• A Post-offer, Pre-placement screening is a
screening that tests an applicant’s ability to
perform the physical demands of a specific
job.
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Purpose: Job Matching
• Definition: Matching an applicant’s and/or
employee’s physical abilities to a job’s
essential physical demand requirements.
• An objective measure to help hire the right
people for a specific job.
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Job Match Grid
Essential Job Task,
Physical Demand Requirement
Applicant’s Abilities
Floor to waist lift, 50-pounds
25, pounds
No
Floor to waist lift, 50-pounds
50-pounds
Yes
Floor to waist lift, 50-pounds
100-pounds
Yes
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Job Match: Yes or No
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Post-offer, Pre-employment Screening
• Derived from a Functional Job Description.
• Specifically, the physical demands of the job.
• Department of Labor Physical Demands:
– Lifts, push & pull forces, carries, crawling ,
kneeling, crouching, climbing, hand grip forces,
hand coordination activities (gross and fine
motor).
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Additional Considerations
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Positive culture of safety.
Ergonomic applications.
Employee and Employer safety ownership.
PDS are only a part of work safety programs.
A snapshot of a person’s abilities
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Benefits of PDS
• Establishes a baseline level of physical abilities
at time of hire.
• Reduction in first 90-day injuries (WorkWell
Systems, Inc.).
• More realistic return to work options if injured
later on.
• Introduction to safe material handling;
coaching.
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Benefits continued…
• Can identify if a screening failure is due to
conditioning vs. pathologic vs. poor body
mechanic issues.
• Considered non-discriminatory if based on the
essential job functions.
• Helps to assure an injured employee is
physically ready to return to work.
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Cost Considerations
• Adds to hiring cost, as an additional service.
• Based on the PDS pass rate of a specific job,
more applicants may need to be screened.
(examples: CANs and EMTs).
– HR vs. safety/risk view points
• Again, helps identify if applicants have the
essential physical abilities to perform the job.
• The idea is to help reduce WC costs.
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Legislation
• American Disability Act (ADA)
– 3 situations for testing
• Pre-employment
• Job Transfers
• Return to work clearance
– Work and non-work related injuries
• Equal Employment Opportunity Commission
(EEOC) looks at non-discriminatory application
of the screenings.
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Physical Limiting Factors.
• Muscle weakness.
– Weak quadriceps
• Pathologies.
– osteoarthritis
• Poor body mechanics:
– bad habits
– Weakness
– pathologies
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Functional Capacity Evaluations (FCE)
• A standardized test of about 21 to 25 physical testing
components.
• A physical exam is done prior to an FCE to help
correlate findings for consistency of effort purposes.
• Range form 3 to 5 hours over 1 to 2 days.
• Looking to determine the employees maximum
abilities.
• Observational criteria to help determine estimated
work categories, i.e. frequent, occasional and rare work
levels.
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FCE vs. PDS
• 3 to 5 hours
• Tests to maximal
abilities
• More costly
• Done if no PDS is set up,
mostly for RTW reasons.
• Often done at MMI to
help quantify any
permanent restrictions
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• 15-60 minutes average
• Only as required within
a work cycle
• Less costly
• Done for PWS, RTW and
job transfers
• Not done for MMI
restrictions
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Functional Job Descriptions (FJD)
• Required by both FCEs and PDSs
• Quantifies the physical demands of a job.
• A job analysis needs to be conducted to
determine the physical demands of the
essential functions.
• Strongly recommend employee and employer
involvement during the development.
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