Hire the Right Employees, Prevent Injuries, and Control Costs
By Sierra Brecke, ATC
Injury Prevention and Testing Specialist, Fit For Work
Are you about to hire your next injury?
Physical agility testing can help you hire candidates capable of performing the job without injury – whether you are extending a conditional job offer or considering an existing employee for promotion or transfer. Physical agility testing conducted by a qualified professional benefits both the employer and employee by ensuring that workers are right for their roles, helping to avoid costly workers’ compensation claims.
Clients realize an average of 50% reduction in injuries with a 50% average cost savings and a 30% reduction in non-work-related sprain/strain costs.
Designing the Test
Physical agility testing focuses on essential functions of a job, such as dynamic lifts that simulate material handling tasks. Depending on the job requirements, agility testing may evaluate a person’s strength, endurance/stamina, and balance through performance of functional, job-specific tasks. It may also assess their ability to perform tasks that require quick movements and coordination. These tests are commonly used in the construction, manufacturing, warehousing, and transportation industries.
Typically, a job site manager works with a Fit For Work ergonomics specialist to conduct a physical demands analysis (PDA), which is then used to create job-specific tasks (JSTs). These tasks, verified by the manager, form the basis of the test. JSTs are customized for each job/function, department, and organization and may be tiered (e.g., medium duty, heavy duty) to match job requirements. The onsite injury prevention and testing specialists then use the relevant agility tests to assess the candidate.
Consider a manufacturer’s warehouse, where employees must repeatedly lift and move 50-pound products throughout the day. Can the candidate effectively perform this job without injury? A PDA will be used to develop an agility test that simulates the job tasks involved. Measured and documented results will indicate whether the candidate can safely perform the job.
Examples of JSTs across industries may include:
- Stepping on and off a box of a certain height five times to verify balance, range of motion, and climbing abilities
- Pushing a sled with defined weight and force over a certain distance to ensure the ability to move items with a cart or similar device
- Lifting a NIOSH box of the prescribed weight three times to a certain height, ensuring strength and range of motion for material handling activities
Conducting the Test
Agility testing may be administered by athletic trainers, occupational therapists, and physical therapists as these skills are outlined within their respective scopes of professional practice. They must be qualified to administer testing processes and use reporting software.
Tests may measure reps, weight, height, range of motion, and ease of performance. For example, during dynamic lifting, the individual may be asked if they found the weight to be light, medium, or heavy. This ensures they are not exceeding their safe maximum and that they can lift the required weight safely.
Fit For Work injury prevention specialists or testing technicians use cutting-edge WorkSTEPS software to manage testing and compile results. Post-offer, pre-employment test result recommendations for job candidates are clearly communicated to hiring managers so they can make hiring decisions. Post-employment test results for existing employees are categorized as “met requirements” or “met X of X number of requirements.” Results are provided to the employer’s hiring team within 24 hours of test completion for use in communicating with the candidate.
Employee Communication
The hiring team typically emails the candidate with the testing and scheduling information, including the type of test and whether a drug test will be administered.
While some candidates feel anxious about the testing process, most are excited about the job opportunity. The onsite specialist performing the test can use the opportunity to build rapport with the candidate, which is valuable as the candidate may use other injury prevention services, if available, once hired.
Legal Considerations
Having properly constructed PDAs and JSTs provides a foundation to a legally defensible physical agility testing program. This ensures compliance with ADA and EEOC guidelines. Employers should also ensure testing information is collected appropriately according to the stage of employment, i.e. pre-offer, post-offer and post-employment, and functional testing should always be job-related.
Benefits of Agility Testing
Physical agility testing benefits both employers and employees by ensuring the ability to perform a job safely. Well-designed agility tests are:
- Job-specific – Ensures that the candidate can meet the physical demands for the essential job functions
- Fast – Takes only 30-45 minutes and can be completed onsite at the employer’s location
- Efficient – Accommodates a large testing volume during peak hiring cycles, speeding the hiring process
- Accurate – Facilitates seamless integration of job-specific equipment into the testing process, ensuring that the tests closely replicate actual job conditions. This approach guarantees that the selected employees are fully capable of performing their roles safely and effectively.
- Accessible and affordable – Onsite testing provides a more convenient testing experience for the candidate versus potentially long travel times to unfamiliar clinic locations
How Fit For Work Helps
You can experience fewer on-the-job injuries with physical agility testing. Fit For Work is your expert to guide you through on-site employee testing that is effective and legally defensible, helping you ensure that your team members are fit for their roles, contributing to a safer, more productive workplace.
Sierra Brecke is a certified Athletic Trainer who graduated from Clarke University with a bachelor’s degree in athletic training and a minor in biology and psychology. Sierra joined Fit For Work in 2020 as an injury prevention specialist. During the past two years, she has focused on employee testing and is additionally certified as a testing specialist.
