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 | 9 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 demands 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. PAVE Validation: WorkSTEPS recently introduced the first automated, online physical abilities va lidation tool on the market. PAVE, an acronym for Physical Ability Validity Evaluator, automates the test creation process for physical ability tests for nearly all positions and offers unprecedented legal defensibility to employers. PAVE yields a validated report that specifically links the process used to validate the physical demands of the position to the requirements set forth by the federal Uniform Guidelines of Employee Selection Procedures, Equal Employment Opportunity Commission and the 1990 Americans with Disabilities Act as amended. The addition of PAVE has provided an unprecedented degree of legal defensibility to the WorkSTEPS testing program, already recognized as an industry gold - standard. The Select Medical consultant meets onsite with a representative sample of Job Experts from the positions that were targeted for job analysis and for which job analysis has been conducted. Job Experts are qualified job incumbents who perform and/or supervise the targeted jobs. The following criteria are presented as guidelines for selecting the members of the panel. The Job Experts chosen should:  Collectively represent the demographics of the employee population (with respect to gender, age, race, years of experience, etc.). It is a good idea to slightly ove r-sample gender and ethnic groups to ensure adequate representation in the job analysis process.  Be experienced and currently active in the position they represent (e.g., Job Experts should not be on probationary status/temporarily assigned to the position). While seasoned Job Experts will often have a good understanding of the position, it is also beneficial to include relatively inexperienced Job Experts to integrate the “newcomer’s perspective.” However, at least one DocuSign Envelope ID: FFA73DD9-C106-407B-89D5-4182E5B591FE