Post-Offer Physical Ability Screening
(ADA Compliant)

Overview

Following a conditional offer of employment, Title 1 allows employers to require physical ability screenings of all applicants for jobs in the same category. These screenings must be job-specific to be non-discriminatory.

To reject an individual the results must support the conclusion that: If employed, the applicant would pose a direct threat to himself or herself and/or others, and cannot perform the essential job functions even with reasonable accommodation.

Goals

• Provide a more objective measure of a worker’s capacity to safely perform a specific job description.

• Identify workers at greater risk for musculo-skeletal injury.

• Aid employers in proper placement of new or transfer employees within jobs having a high physical demand.

• Educate workers in proper materials handling techniques.

Procedure

1. A functional job analysis is performed for all jobs to be tested, identifying the “essential functions” of each position and their “critical physical demands”.



2. An evaluation protocol is established which includes: consent form, test explanation, musculoskeletal evaluation, functional tasks, minimum scoring criteria, and release of results.



3. A summary report that states whether the critical physical demands were “met” or “not met” along with any recommendations to the employer regarding test results. THE RESPONSIBILITY FOR THE FINAL HIRING DECISION REMAINS WITH THE EMPLOYER.

Duration

Approximately 20 to 30 minutes, depending on the number of critical physical demands to be tested.