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 | 10 year’s experience on the job should be a baseline requirement for Job Experts selected for the panel.  Represent the various “functional areas” and/or shifts of the position. Many positions have more than one location or “work area” or even different shifts, where job duties may differ.  Include between 10% and 20% supervisors for a given position. For example, if a seven to ten person Job Expert panel is used; one to two supervisors should be included on the panel. During the workshop, Select Medical consultants work with the Job Experts to refine the list of job duties and physical requirements until a consensus is achieved. This results in a master, consolidated list that reflects the majority opinion of the group. The contents of the master list are then inputted into the PAVE software, whi ch yields a physical ability test event and a survey for Job Experts (incumbent workers, supervisors, plant managers, etc.) to complete in order to validate the test event. A representative sample of Job Experts completes the survey during an on - site, in-person demonstration. The Job Experts will indicate the importance of the job duties that have been identified in the test event, and the frequency that those job duties are performed. These same Job Experts would also provide similar ratings of the physical requirements that have also been identified. Once the job analysis process for the target positions has been completed, and if the findings support the validity of the testing process, PAVE will generate a full, validated physical ability test report d esigned to address the federal Uniform Guidelines, which can serve as the legal defense of the test. This report will include information about which important job duties are performed by those who hold the target job, as well as the physical abilities that are needed to perform those duties. Select Medical encourages the company to arrange a testing demonstration of the employment test prior to full implementation so that 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 iden tify 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, flexibility, 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.  Dynamic Strength Testing (Lifts): Maximal lift testing performed in up to four (4) different positions (floor to knuckle, 12” to knuckle, knuckle to shoulder and shoulder to overhead) to determine if client is able to safely qualify for the physical demand level of the job. Capable/non -capable safe lifting criteria set based on data collected during the job analysis regarding job lifting requirements .  Job Specific Testing: testing designed to simulate the essential functions of the job which may include material handling (occasional or continuous lifting, carrying, pushing or pulling) or DocuSign Envelope ID: FFA73DD9-C106-407B-89D5-4182E5B591FE