Prior to Hire Functional Exams

Presented by Julie Parkhill, ATI Worksite Solutions

SLIDES:

View the Town hall revised slides Sept 21 Julie Parkhill ATI via Google Drive

View the Town hall revised slides Sept 21 Julie Parkhill ATI via Dropbox

  1. What are the different types of functional testing for prior to hire?
  2. How do you sell the service, as a contract service or individual exam
    service?
  3. Who does the client evaluate for the specific job testing per job?
  4. How do you set up the service, in the clinic or at the employer site?
  5. What are the customary time frames for exams, 30, 45, 60 minutes?
  6. What staff is needed to perform the exams?
  7. How do you establish the charges?

Video:


In today’s ever-evolving job market, finding the right candidate for a specific role is crucial for the success of any organization. One way to ensure a candidate’s suitability for a job is by conducting functional testing prior to hire. This process evaluates an individual’s physical capacity to safely perform the demands of a certain job. In this blog post, we will explore the importance of functional testing, the different types of testing involved, and the legal considerations associated with it.

Understanding Functional Testing:
Functional testing plays a vital role in the hiring process, helping employers identify qualified individuals who are physically capable of performing a job’s critical and essential functions. By using a combination of non-medical pre-employment tests and post-offer screenings, employers can assess an applicant’s physical abilities and determine if they can safely perform the tasks required for a specific role.

Pre-Employment Testing:
Pre-employment testing is conducted after an individual applies for a job but prior to the job offer. This type of test is non-medical and focuses on evaluating a candidate’s ability to perform specific job functions without delving into their medical history. It helps eliminate any bias based on medical decision-making and ensures a fair assessment of an applicant’s capabilities.

During the pre-employment test, applicants may be asked to review the job descriptions or demonstrate how they would perform certain duties. Additionally, physical agility tests can be conducted to evaluate balance, flexibility, or cardiovascular endurance. However, it’s important to note that pre-employment tests cannot include medical-related questions, medical exams, or inquiries about previous workers’ compensation claims.

Post-Offer Testing:
Post-offer testing takes place after a candidate has been offered a job, with the condition that they must pass a physical screening. Unlike pre-employment tests, post-offer tests can include medical questions and examinations. Health history reviews, blood pressure checks, and range of motion tests are commonly performed during this phase. However, it’s crucial to ensure that all applicants for a particular position go through the same testing to maintain non-discriminatory practices.

The key factor in post-offer testing is evaluating an individual’s physical abilities based on the critical and essential functions outlined in the job description. This evaluation determines if a candidate can safely perform the job even with reasonable accommodations. It’s essential to remember that an employer cannot deny employment solely based on the results of the test if a reasonable accommodation would allow the individual to perform the job’s essential functions.

Legal Considerations and Compliance:
When conducting functional testing, employers must navigate legal considerations to ensure compliance with the Americans with Disabilities Act (ADA). The ADA prohibits discrimination against individuals with disabilities and requires employers to offer reasonable accommodations, as long as they do not result in undue hardship for the employer or pose a direct threat to the safety of the employee or co-workers.

To remain ADA compliant, employers should establish a solid job description that clearly defines the critical and essential functions of a job, including an analysis of the required physical demands. Employers have the right to ask medical questions related to reported disabilities and withdraw employment offers if an individual’s physical abilities do not align with the job’s requirements. It’s crucial to have a documented process for responding to accommodation requests and gathering necessary medical information to evaluate limitations and potential accommodations.

Benefits of Functional Testing:
Functional testing prior to hire offers numerous benefits to both employers and candidates. By conducting thorough assessments, employers can identify individuals who are physically capable of performing job-related tasks, reducing the risk of workplace injuries and accidents. This, in turn, contributes to improved productivity, decreased absenteeism, and lower healthcare costs.

For candidates, functional testing ensures that they are not placed in roles where their physical abilities may be compromised, creating a safer work environment. Additionally, candidates who require reasonable accommodations can have their needs identified and addressed, promoting inclusivity and equal opportunities in the workplace.

Functional testing prior to hire is a valuable tool for employers to assess an applicant’s physical capabilities and ensure safety and compliance in the workplace. By conducting pre-employment and post-offer tests, employers can determine if candidates can safely perform the critical and essential functions of a job. It’s crucial to navigate legal considerations, adhere to ADA guidelines, and establish clear job descriptions to remain compliant. Functional testing offers numerous benefits for both employers and candidates, leading to a safer, more inclusive work environment.


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