Employee Testing
We can help you ensure your potential new hires and injured workers are work ready!
Post Offer Screening
Hiring a healthy workforce can be a difficult and frustrating task. Being proactive and screening your workforce to assure they are fully, and physically capable of performing the essential duties, helps to reduce the risk for sustaining work-related injuries.
Our screenings are monitored for “Adverse Impact” and follow the “Uniform Guidelines on Employee Selection Procedures” from the EEOC and Department of Labor.
So many of the unknowns in the hiring practice are costly. It doesn’t have to be that way.
- Let us help you with the selection of a new, fit workforce.
- Let us help you with the process of creating a current fit workforce
- Let us help you in the planning of a long term workforce, that works efficiently.
Return To Work Screening (RTW)
Returning an employee to work after injury or illness is not always a clear proposition. Medical providers return employees to work without understanding the job requirements, therefore, increasing the risk of reinjury. This can be prevented through standardized, objective, protocol driven screening to measure the readiness for return to work.
Without knowledge of the job tasks and requirements, health care providers rely on the patient (employee) to provide an overview of the job. The employee is not a reliable source because:
- There are those who overstate their abilities or understate their job tasks.
- Then there are those who understate their abilities or overstate their job tasks.
Neither of these situations are reliable. In some cases, the answer to the question “Are you ready to return to work?” can lead to a conflict, well intentioned or not. Assure your employees are physically ready to return, and assure they are prepared for the specific requirements of their job.
In order to assist the provider in making safe and prompt decisions for returning the employee to work, the employer will have an up-to-date job description to send the provider.
The above post offer screening process is applied to each employee who returns from medical leave with a specific focus on their ability to perform the job duties in relation to their current medical condition following a:
- Musculoskeletal or Orthopedic Injury
- Motor Vehicle Accident
- Surgical Procedure
- Pregnancy
- Strain or Sprain
By making the Return to Work Screening a part of the return to work process, you insure when your employee is fully equipped and ready for return to work. Job coaching can be provided for the job duties in direct relation to the reason for being out of work, and there is opportunity to provide injury prevention interventions to address any remaining deficits.
How Do I Begin a Post Offer or Return to Work Screening Program?
A thorough job analysis must precede any Post Offer Screening. From this analysis, a screening is created to match the essential functions and other requirements of the job.
Six commonly accepted principles related to the screening process:
- Safety
- Standardization
- Reliability
- Validity
- Practicality
- Utility
Screenings not only test the physical abilities of a candidate, the screening process also provides:
- Overall comprehensive wellness biometric measures, classification and education
- Physical functional abilities related to essential material and non-material handling
- Feedback regarding cognitive abilities (ie. The ability to plan and following instructions)
- Documentation of health, strength, and mobility baseline measures
- Instant education and training for any deficits
Our onsite screening services are fast, convenient, and affordable.
Job Description (ADA Compliant)
Most job descriptions do not meet the Americans with Disabilities Act guidelines. Our job analysis process utilized in the Post Offer /Return to Work process has multiple uses and results.
Utilize this job description for:
- Human Resource Documentation
- Assist in Determining Reasonable Accommodation Requests
- Hiring Process: Post Offer Screening Documentation
- Assisting Physicians, Therapists, Case Managers, Insurance Carriers in Understanding the Job Tasks
- Return to Work Process
- Transitional Duty Identification
- Process Improvement Activities that are Vital to Your Business
- Job Coaching to Assure Safe Performance of Job Tasks
We begin with gathering written/pictorial/video data, then analyze/document findings, provide written findings and recommendations, then review with company representatives.
Available Components of Job Description:
- Analysis for 8, 10, 12 and Variable Hour Jobs
- Identifies and Documents Job Title, Share Policies
- DOT Code Classification
- Job Demographics
- Physical Demand Classification (PDC)
- Job Process and Task Documentation
- Essential and Marginal Job Functions
- Tools, Equipment and Gear Utilized
- 23 Different Non Material Handling Activities
- Non Material Handling Physical Demands Classification
- Physical Demands Classification Metrics
- Environmental Conditions Documentation
- Upper Extremity Use Analysis
- Lower Extremity Use Analysis
- Sensory Requirements
- Lift/Lower/Carry/Push/Pull Analysis
- Single Page: Lift/Lower/Carry/Push/Pull, Upper and Lower Extremity Use Documentation
- Time Study Analysis of Operation
- Pictorial Documentation Can Be Built Into the Document
- Video Documentation: Short Job Task Clips
What Customers Say
We’ve used KYEL Group for developing job descriptions that highlight risk areas for each task an employee may complete during their shift. From that we can develop interventions to minimize those risks.