Is your pre-employment and postinjury testing working for you?

Transcription

1 Is your pre-employment and postinjury testing working for you?

2 Overview There is a wide-open field of choices and options in selecting pre-employment and postinjury testing solutions. Therefore, any employer that s considering adding these types of tests to their current hiring and return-to-work processes, is encouraged to be cautious before proceeding. In addition, employers that have already implemented such programs should carefully review their program s current impact and results to determine the effectiveness. Philosophies differ between companies that offer these programs. Therefore, the best solution for an employer is working with a company that can deliver testing options that allow them to hire workers who can perform the job demands day one of hire, that can stand up to legal scrutiny i.e. ADAAA, EEOC, etc., and that can deliver results favorable to the bottom line. The following questions need to be considered: ü Do the pre-work screen (PWS) and post-injury test accurately represent the job functions as they are performed at work? Can applicants, workers, and supervisors easily see the relevance between the screen/test and the job requirements? ü Is the PWS/post injury test design based on a specific functional job description rather than a generic category of work? ü Did you develop the process your company uses for these types of screens and tests? ü What equipment is required for the screen or test? Does the equipment replicate how the job is performed? ü Do you test current workers? Why or why not? WorkWell Prevention & Care

3 1) Do the pre-work screen (PWS) and post-injury test accurately represent the job functions as they are performed at work? Can applicants, workers, and supervisors easily see the relevance between the screen/test and the job requirements? The nature of most physically demanding work requires dynamic functional movement. Therefore, it is difficult to see the job relatedness of testing when an applicant or worker is strapped to a machine and asked to push/pull against a bar to determine strength. Isokinetic equipment is simply not functional as a primary test method nor does it allow for dynamic movement. In addition, strength needs to be generated throughout the full motion of the activity, such as when lifting product from floor to shoulder height. Strength through the full movement demand needs to be part of the simulation during a test/screen. Components such as balance, coordination, body position, stability of the load/product being lifted are critical to consider in testing. Without testing the load through the entire movement required at work, there is the potential for the applicant or worker to pass a screen/test, yet be unable to safely perform the actual dynamic functional movement that the job requires. WWPC uses a dynamic functional movement approach in test designs for both PWS and post injury testing. Relevance of the test compared to the job activity is easily seen by the applicant or injured worker while minimizing corporate/clinical test equipment investment and subsequent pass through costs. Applicants who can t easily see the connection between the PWS which they failed, and the physical demands of the job, are more likely to allege discrimination. Our approach minimizes that risk. When an applicant passes the PWS, the employer can be assured he/she can perform the job activity day one of hire. And, when a worker passes the post-injury test, the employer can be assured he/she can return to work and safely perform the specific job activities once again. When an applicant/worker fails the test/screen, they can easily understand where they fell short relative to the physical demands of the job. WorkWell Prevention & Care

4 2) Is the PWS/post injury test design based on a specific functional job description rather than a generic category of work? A screen/test that is based on a simplistic category of work will not test demands that are critical in performing the full scope of a job. For example, the Medium Category of Work is described as the ability to stand up to six hours in an eight hour work day, lift up to 25 pounds frequently and 50 pounds occasionally. No information is provided regarding body position during the lift and no heights or distances are provided. Nothing is included about any other activities such as climbing, reaching, coordination, etc. Lifting from the floor is very different than starting with product at waist level. Lifting to an overhead position is very different than lifting to shoulder level. Again, there is the potential for the applicant/worker to pass the screen/test, yet be unable to safely perform the job function. A job offer can be rescinded when an applicant cannot perform test items linked to the specific job demands. WWPC PWS and post-injury test designs are based on a specific functional job description. All critical components of the job are included in the test. When an applicant or worker passes the PWS or post-injury test, the employer has confidence that he/she can safely perform the entire job. In addition, our test design is based on validations with current workers and supervisors who understand the essential functions of the job. Validation means agreement that the screen/test as written fairly, objectively and accurately represents the job. Everyone wins when the test design is based on an actual functional job description rather than an average of averages. Further, the validity of PWS and post-injury tests are much easier to defend when they are based on an actual job. When norms are used to determine pass/fail, the applicant/worker is more likely to challenge the results. EEOC does will not look favorably at determining pass/fail results that are not based on the actual demands of the job. The use of norms may represent a value that is higher than the actual physical demand. Although individuals have a reserve for performance over a workday, there are no publically reviewed studies showing how this relates to specific jobs or that this prevents injuries. WorkWell Prevention & Care

5 3) Did you develop the process your company uses for these types of screens and tests? Our facility researched the many companies in this market space who educate therapists in working with employers in the development of pre-work screens and post-injury tests. We chose to work with WorkWell Prevention & Care, an internationally recognized company. They trained our staff in their proprietary programs, Functional Capacity Evaluation, Functional Job Analysis and PreWork Screen. We have access to their full team for technical and clinical support, in addition to pass/fail data, to help your company monitor for potential adverse impact and the need for test changes. Their approach is to design the screen/test to replicate the job as it is actually performed, and therefore, relevance to the job is easily seen. They are an international company that has been in the business of working with providers such as our company and employers for well over 25 years. They have implemented over 3,000 employer locations nationwide and have a well vetted process and team for doing so. WWPC is experienced in providing support to the employer s legal and HR departments should a legal challenge occur. They are a partner with us and as a result, a partner with you. Over 1,000,000 screens have been performed by their network of providers. Should you decide in the future to roll out the program we have developed with you on a nationwide basis, we will work with WWPC to make this happen. WWPC has over 1500 providers in their PreWork Screen and Post Injury Testing Network. WorkWell Prevention & Care

6 4) What equipment is required for the screen or test? Does the equipment replicate how the job is performed? Isokinetic equipment does not replicate how the job is actually performed. Employers and workers who understand the job should be involved in test design with the provider, involved in the equipment that is selected for the specific screen/test, and involved in the validation process. When the equipment does not replicate movement, load, and timing of how the job is performed, it is much more likely to be challenged by an applicant or worker. WWPC uses equipment that is dynamic, functional, and typically found in therapy locations that provide occupational health and wellness services (and clinics are also receptive to using the actual work materials in testing depending on feasibility). The equipment is a means for the applicant/worker to get into the various body positions to perform the physical demands/simulate task requirements of the job. The equipment replicates how the job is actually performed and easily seen by applicants, workers, and employers. WorkWell Prevention & Care

7 5) Do you test current workers? Why or why not? Employers should clearly understand the intent of the testing program. Is the test designed for new hires only? Could it be used with current workers? Can it be used for return-towork, fit-for-duty testing? What changes are made for that to happen? WWPC post injury testing is a natural add on program following implementation of pre-work screen. The same principles are used for post injury/fit-for-duty testing with more attention and focus on the injured body part. This test is only performed by physical and occupational therapists as it is considered an evaluation done within the scope of the medical/rehabilitation care continuum to evaluate work ability. Once employed, uninjured workers generally cannot be required to take a PWS. Current workers who become injured, however, can be required to take the post injury test prior to returning to work. WorkWell Prevention & Care