2024-224-E-Human Resouces-Select Physical Therapy-Poet-Fit for duty testing job analyes

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Select Medical WorkStrategies P a g e | 5 Initial Implementation There are five basic steps in the process of implementing the employment testing program: 1) Completion of agreement 2) Identification of job positions to be assessed and onsite job analysis for identified positions 3) Test criteria development 4) Test administration, analysis and reporting 5) Evaluation of program effectiveness Identification of Job Positions The employer designates the job positions for which the employment testing program will apply. It is not necessary to set up testing for every job within your company. Many companies will choose to target the job positions that are the most physically demanding, have the highest injury incidence or have the highest turn-over rates. The primary goal of the onsite job analysis is to identify physical or biomechanical d emands that are routinely encountered by workers in each job title. The WorkStrategies Specialist will quantify the repetitive, strength and agility requirements of these tasks. Sources of data may be actual measurement of product weights for materials routinely handled or review of historical activity reports and training schedules. The primary determinant of the amount of time that needs to be spent on site is how long it would take to assess the number of jobs identified by your company with typically two to four hours spent per job title. If a current job analysis is available, then this data will be reviewed and the job site visit will include the confirmation of data in the given JSA. Test Criteria Development We anticipate it will be possible to identify essential job functions that will comprise a job related physical ability test battery for your company. This test battery would be based on the data gathered during the onsite visit related to physically-demanding essential functions. Based on the onsite job analysis information, test criteria will be drafted for each job title (typically less than one hour development time per job) and submitted to the employer for validation/signature. Select Medical encourages the employer to arrange a testing demonstration of the employment test prior to full implementation so test criteria can be discussed and agreed upon. Components of the test can include (some tests on this list are optional dependent on employer needs):  Medical History Interview: comprehensive interview conducted by clinic staff which collects information on test candidate’s orthopedic and medical history as well as allowing them to identify any limitations or restrictions they have and request any accommodation.  Cardiovascular status: resting blood pressure and heart rate taken for safety screening  Musculoskeletal Evaluation Screening: focused on collection of baseline information regarding with over 50 analytical measures including posture, range of motion, strength, reflexes, flexibi lity, joint mobility, joint integrity throughout the body  Static Strength Testing: isometric testing including standard grip measures. The static testing can be expanded to include five (5) position grip measures and pinch strength measures if there is a high incidence of repetitive hand motion found in job site analysis or company has high incidence of carpal tunnel claims.  Aerobic Capacity Baseline testing: three (3) minute step testing protocol to determine aerobic capacity classification of test candidate. DocuSign Envelope ID: FFA73DD9-C106-407B-89D5-4182E5B591FE