1. "How to use Physical Demand Analysis and Pre-employment Screening to Hire the Best Employees, Prevent Injury and Reduce Severity of Injury."
Dave Hoy, PT, MSPT--
Phoenix Rehab and Health Services

2. What is Physical Demand Analysis?
What is Pre-employment Screening?
How can they benefit hiring, injury prevention and claim management?

3. Physical Demand Analysis
“A Physical Demands Analysis (PDA) is a systematic procedure to quantify and evaluate the physical, cognitive, and environmental demands of the essential and non-essential tasks of a job. PDAs can have a variety of uses in the workplace.”
ructions_final.pdf

4. Physical Demand Analysis (PDA)

5. PDA: Material Handling vs Non-Material Handling

6. PDA: Material Handling
Push-Pull (at what heights?)
Lifting (to and from what heights?)
Lifting (which postures?)
Carrying (which postures?)

7. PDA: Material Handling: Occasional vs Frequent vs Frequent
OMH: up to 1/3rd of the day
FMH: 1/3rd to 2/3rd of the day
Constant: 2/3rd to 100% of the day

8. PDA: Material Handling

9. PDA: Material Handling

10. PDA: Material Handling

11. PDA: Non-Material Handling or Material Handling?

12. PDA: Non-Material Handling
Sitting
Standing
Walking
Stairs
Ladders
Kneeling
Crouching
Squatting
Reaching

13. PDA: Non-Material Handling

14. PDA: Non-Material Handling

15. PDA: Non-Material Handling

16. PDA: Non-Material Handling

17. PDA: Non-Material Handling

18. Physical Demand Analysis (PDA):

19. “Physical Demand Analysis vs Job Description?”

20. We have a PDA completed. So, we need to ask ourselves:
Are we testing new hires post-offer to make sure that they can safely perform the job functions?
Do we have a fair and impartial way of determining if an employee is fit for employment
Are we experiencing higher than expected injury rates within the 1st year of employment
Is our medical utilization unusually high?

21. Post-Offer or Pre-Employment Screening
A Post-Offer Employment Test (POET) is a physical assessment given to a prospective employee after a formal job offer has been made by the employer. In order to be hired, the candidate must pass the physical assessment, which testswhether he or she can perform the physical demands of the job in a safe manner.

22. What are the benefits of Physical Demand Analysis and POS?
Injury Prevention
Cost Reduction
Safer Work Environment
Decreased Severity of Injuries

23. POS Benefits: Injury Prevention
Anderson and Briggs- A meta-analysis of 175 pre/post- implementation studies indicated a 41% reduction in worker compensation injuries associated with implementation of ergonomically based physical ability tests for warehouse jobs.
Harbin and Olson- Physical capacity testing that compares lifting ability to job lifting requirements correlates to a reduction of 30% in work injury incidence. The application of appropriate post-offer, pre-placement testing is shown to be a cost-effective method to lower the incidence of work-related injuries.

24. POS Benefits: WC Cost Reduction
Schwan’s Results
( )
ROI of 3.3:1 in direct savings.
The baseline New Hire MSD injury rate was 69.6 injuries per hires; after the implementation of the post offer screening program, new hire MSD injury
rate is 40.6 injuries per 1000 hires. This is a reduction of 41.7% in the new hire MSD injury rate.
Direct claim savings to date have been $5,153,500 due to claims avoided. Lost productivity avoided in these same claims is estimated at an additional $378,000.

25. POS Benefits: WC Cost Reduction
Littleton-University of Illinois at Chicago physical plant. Lost days decreased by 18 percent, total injury cost decreased by 78 percent, and for every $1 spent they saved $18.
Gassoway & Forry Study: for every dollar invested in screening for CNA positions, 6 dollars was saved.

26. POS Benefits: Safer Work Environment
Simply, employees are better matched for the physical demands of the essential functions of the position
Reduces risk factors/hazards for his or her co-workers if candidate is able to perform their “share” of the task when working in teams

27. POS Benefits: Decreased Severity of Injuries
Littleton-University of Illinois at Chicago physical plant. Lost days decreased by 18 percent, total injury cost decreased by 78 percent, and for every $1 spent they saved $18.

28. POS Benefits: Decreased Severity of Injuries
These make it easier for Health Care Providers to determine if the employee is ready to return to full duty.
Able to test injuried employee regularly (we suggest every two weeks) to determine their progress versus the PDA/essential function. “Mini-FCE”
Great tool in terms of case management and case progression

29. POS Benefits: Decreased Severity of Injuries

30. POS: Other Benefits….
Three times higher retention (Anderson) vs companies that don’t use POET or POS.
Decreased turnover because the "right" employees are hired (approximately 10% of those tested FAIL and are not hired)
New hires understand in advance the physical demands of their jobs
Eliminate the need to invest more in hiring and training

31. POS and ADA Compliance
Test is compliant with ADA and EEOC guidelines and is 100% legal when performed in a standardized manner
The ADA does not prohibit an employer from establishing job-related qualification standards, including education, skills, work experience, and physical and mental qualifications necessary for job performance, health, and safety.

32. POS and ADA compliance
An employer, however, may not use qualification standards or other selection criteria that screen out or tend to screen out an individual with a disability or any class of individuals with disabilities, unless the standard or criterion is shown to be job-related and consistent with business necessity.
42 U.S.C. §§ 12112(b) (6) and 12113(a); 29 C.F.R. §
Basically, this means that the standard accurately predicts an individual’s ability to perform the essential functions of the particular position he or she holds or desires C.F.R. Part 1630,

33. POS and ADA Compliance
App. § Even if the standard is shown to be job- related and consistent with business necessity, an employer still must consider whether there is a reasonable accommodation that will enable an otherwise qualified individual with a disability to satisfy it.

34. POS and Compliance
Don’t let the functional job descriptions be so vague as to invite a judge or jury to interpret them for you!

35. What could be better?

36. The Ultimate Post-Offer Screening Process:
Drug Screen
Physical Examination/Medical Clearance (respirator fitment, chest x-ray, audiometric testing/baseline)
Completion of POS or POET

37. POS/POET Investment?