Slide 1 ___________________________________ Use of Functional Job - - PDF document

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Use of Functional Job Descriptions to Reduce Cost/Risk Tracy Ervin, MPT

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Providing Employer Solutions

 Reduced costs  Better employee

predictability

 Better operational

predictability

 Healthier, happier

employees

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Our approach to workplace health intervention:



Professional experienced therapists for medical and ergonomic intervention to:

 Prevent injuries  Intervene when work activities bring on symptoms or problems—before there is a need for time off work  Objectively test the worker’s physical abilities  Develop work rehab programs that increase the employee’s ability to return to regular job duties.  The approach is based on objective methods that

have been tested and proven to reduce worker injury and disability through WorkWell Systems.

Numerous published research studies confirm method reliability and validity.

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Occupational Health Programs

 Corporate Employee Health Programs  Ergonomics  Injury Prevention  FJA/FJD/FCE  Acute Care  Bridge Programs - REALM

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Keeping workers healthy at work and productive is important to your business

 The ability to hire better employees than your

competitors puts you at a distinct competitive advantage.

 The ability to keep those employees at work

and productive is also critical to business success.

 Healthy workers means meeting your

customers expectations and delivering your products and services “on time” and “on budget”.

 Workplace health is essential to keep down

the escalating cost of workers compensation and health insurance premiums.

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Effective Occupational Health Programs

 Our focus is on

improving workforce availability throughout the entire employment lifecycle by keeping workers at work and productive.

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We consider injury or illness from work activities to be a quality issue.

 Payment of workers compensation

benefits, and lost time due to injury then are “failure costs”.

 The cost of fixing this failure increases

exponentially in both money and time, the longer you wait to address it.

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The Cost of Legacy Thinking

 • 100% of the workers compensation risk,

your employees, lives within your business walls.

 • Up to 98% of the solution dollars, workers

compensation medical and disability costs, are being spent outside the company after the injury occurs.

 • Addressing productivity and injury

management issues the old way just doesn’t add up to good business.

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A Logical Approach Sets Us Apart

• Best practice firms apply increased

resources to loss prevention and stay-at work programs.

• By re-apportioning budgets to focus on

quality, prevention and fixing “failures” early, some companies have experienced savings of 50-90% on workers compensation costs.

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Developing a FJD

 Starts with a Functional

Job Analysis (FJA)

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Functional Job Analysis

 FJA – a comprehensive, structured

process of identifying and evaluating the physical aspects of work.

 Foundation for an effective work injury

prevention and management process

 Involves analyzing the work, the worker,

and the worksite

 Assist with workplace redesign  Ergonomic solutions/work risk analysis  Provide a functional job description  Design a post-offer screen

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FJA Process

 A systematic look at what a job entails.  Interview workers and supervisors

○ Worker involvement is an essential component ○ Objectively quantifies, measures, and

categorizes the job  Watch the job being performed  Take accurate measurements that quantify the physical demands of the job  Determine essential functions, marginal functions and critical demands

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FJA

 Important component of injury

prevention

 Identifies risk factors assoc. with the work  Identifies ergo

recommendations/modification

 Identifies educational programs to reduce

injuries

 Basis for FJD/screen  Necessary for ADAA/ADA, EEOC, OSHA,

HIPAA compliance

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Essential Functions

 Essential functions - the basic job

duties that an employee must be able to perform, with or without reasonable accommodation.

 According to the ADA an employer

should carefully examine each job to determine which functions or tasks are essential to performance.

(This is particularly important before taking an employment action such as recruiting, advertising, hiring, promoting or firing).

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Essential Functions

A function is essential if: The reason the position exists is

to perform that function

Only a few employees can

perform the function

There is a high degree of

expertise or skill required to perform the function.

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EEOC and Essential Functions

 Considered by EEOC as evidence of essential

functions if:

 It is the employers judgement as to which functions

are essential AND a written job description has been prepared BEFORE advertising or interviewing for a job

 Other evidence that EEOC will consider includes:

○ the actual work experience of present or past employees in the

job ○ the time spent performing a function

○ the consequences of not requiring that an employee perform a

function

http://www.eeoc.gov/facts/ada17.html

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Develop the Functional Job Description

 After the FJA is completed the

functional job description is written

 Workers and supervisors of the job will

validate that the FJD represents the job accurately.

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Functional Job De Description RTW TW PO POS AD ADAA AAA A FCE CE Job Rotation Er Ergonomi mics

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PWS

 Identifies individual’s ability to safely perform the

physical job demands = WC cost savings

 Transfer employees between positions  Ensures standardized, accurate, cost effective

approach

 Reduces likelihood of adversarial relationships,

litigation, and may encourage workers to become more fit

 Real time education in safe mechanics/lifting  Facilitate the design of ADAA compliant

accommodations

 Makes jobs safer for all workers = decreased WC

claims

 Baseline measures in case of injuries –

apportionment and cost savings

 Teaches workers safe lifting/body mechanics

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Designing the PWS

The Post-Offer Screen is developed from the functional job description

 Validated for accuracy – ensures job

relatedness

 Testing is done on Essential Functions  Non essential functions can be included in the PWS, but should not be used as capable/not capable pass/fail criteria.

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Testing with the PWS

 The PWS will require

applicants/workers to perform the functional activities that replicate the essential job requirements.

 Examples include: lifting, carrying,

pushing, pulling, walking, climbing, grip forces, etc.

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Timing of the Functional Screen



Pre-Employment/Offer

• Employer is prohibited from asking disability-related questions or

requiring a medical examination before making the individual a conditional offer



Post-offer/PWS

• Performed after a conditional offer of hire has been made, but

before h/she begins work

• May include medical status testing and disability related inquiries
• Functional test determines hire/no hire
• ALL applicants must participate in the PWS



Post-Employment

• After employment begins
• When worker has difficulty performing the job functions
• When worker becomes disabled or requests accommodation
• an employer may make disability-related inquiries and require

medical examinations only if they are job-related and consistent with business necessity. http://www.eeoc.gov/policy/docs/guidance-inquiries.html

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EEOC Regulations

 Employers have the ability to collect the

greatest amount of data during the post-offer phase, including baseline medical and physical capacity measures.

 Once the employee begins the job, cannot

legally collect post-offer baseline information because they are considered an employee.

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ADA/Other Discrimination Issues

 PWS will be required of all applicants

for the identified job(s)

 Actual measurements are taken to

• bjectively identify the job requirements

 Validation process assures the

FJD/PWS fairly and accurately represent the job

 Annual re-validation assures continued

job accuracy

 Failure analysis/metrics report

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Fit for Duty Testing

 Limited Scope - includes only business

necessary medical testing and job specific testing.

 Conducted after release for return to work by medical provider of record.  Medical testing of the injured area only.  Baseline testing for safety purposes for progressive loading.  Job specific testing.  If not capable - it is mandated that an interactive process to discuss the need for accommodation is undertaken

○ Employer is responsible for determining the

“reasonability” of the required accommodation.

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EEOC Regulations

 Post-Employment (Fit for Duty)  With the exception of public safety professions Post-Employment Testing is limited to times when a trigger is documented.  What are triggers?

 Difficulty performing essential functions  Known medical condition/injury that creates

‘reasonable belief’ employee will have difficulty performing essential job functions

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RTW

 FJD’s can be compared to an recovering

worker’s abilities in order to:

 Guide rehab  Guide transitional duty/restricted duty toward

full RTW

 Therapy provider can regularly re-test the worker against the required job demands and facilitate adjustments

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FCE

 A comprehensive functional test

designed to measure the maximum safe functional abilities of an employee across a broad range of physical

• capabilities. An FCE is sometimes used

to better understand complex cases, extended disability duration, or for vocational rehabilitation planning.

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Use of FJD/FJA with ergonomics

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Use of FJD with job rotation

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ROI

The view that the cost to a company is the cost of the work comp claim alone does not reflect an accurate picture. Both "Direct & Indirect" costs associated with the injury must be

• considered. OSHA has recently provided a formula to better

assist employers in identifying the TOTAL COST for an

• ccupational injury. The total cost (TC) is the result of adding

the Direct Cost (DC) with the Indirect Cost (IDC). The IDC are costs such as hiring temporary employees, new training expenses, work slow downs, or spoilage to name a few. Once the TC is known, you have half the answer. To determine the true financial impact to the company, you must also calculate the Profit Margin and relate this to the TC. In identifying this relationship, you will be able to numerically see the impact that an injured worker has on the company’s bottom line.

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http://www.pshfes.org/cost-calculator

Ergonomic ROI

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Return on Investment

 Using OSHA Safety Pays Calculator  http://www.osha.gov/dcsp/smallbusiness/safetypays/ind ex.html

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Technology Advances

 Wearables  Injury Prevention  Injury Prediction  Use with POS

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“In any moment of decision, the best thing you can do is the right

• thing. The worst thing you can do

is nothing.” - Theodore Roosevelt

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