What Types of Occupational Tests Does webFCE’s Software Include?

Our software includes a number of occupational tests that can be used in various stages of pre, post, and current employment.

Job Demand Analysis (Physical Demand Analysis)

A job demand analysis (JDA), also referred to as a physical demand analysis (PDA), is a systematic approach used to quantify and evaluate the physical demand components of all the essential and non-essential tasks pertaining to a particular job/occupation. The JDA helps establish what a job is, in its entirety, in a manner that complies with any governing laws. A JDA is considered to be the cornerstone of the analytical process used to determine the compatibility between a worker and a specific job. A physical or job demand analysis is necessary for any type of physical abilities/employment offer test.

Our job demand analysis (JDA) software is the most comprehensive on the market. It automatically incorporates the Dictionary of Occupational Titles & O*Net occupations, along with their respective crosswalks into the software for ease of use and faster report generation. Our software helps clinicians take the guesswork out of the analytical process used to determine compatibility between a worker and a specific job.

Why Is a Job Demand Analysis (JDA) Important for Employers?

The purpose of a job demand analysis is to:

  • Communicate the job requirements to the Workplace Safety and Insurance Board (WSIB) and health care providers
  • Provide data for use in the job matching and accommodation process
  • Clarify benefits entitlement (i.e. determining work-related injury, long-term disability decisions, etc.)
  • Identify suitable alternate work or modified work programs
  • Identify jobs, work processes, and equipment that require further ergonomic analysis and intervention
  • Identify and prioritize safety concerns, engineering, and administrative improvements

Physical Abilities Testing (PAT) and Pre/Post Employment Testing (POET)

Physical abilities testing (PAT), sometimes called pre/post-offer employment testing (POET), is a group of tests used by employers to test applicants against the physical components of a specific job. The process of a PAT starts with an on-site job analysis, which identifies the specific demands and tasks required by the job. This information is then used to create a post-employment test that is tailored to the demands that workers will face as they perform their job.

webFCE’s job analysis software is accurate and ensures that employers meet the requirements outlined by the Americans with Disabilities Act’s (ADA’s) for post-offer testing and thereby protecting you from potential litigation should someone fail the test.

Pre-Employment Testing

Pre-employment testing is used to gather non-medical information and compare it to a particular skill set before a job offer is made. It usually does not include a medical history or physical examination, the completion of outcome questionnaires, or any consistency of effort testing. Pre-offer testing usually focuses on physical fitness or agility type of testing and/or the ability to complete various sample job tasks.

Post-Employment Testing

Post-employment testing is ordered to determine whether or not a potential employee can perform the essential functions of a job. In this case, the employer has usually made a conditional job offer to the applicant.

webFCE’s post-employment testing software maintains compliance with the ADA, which states that questions about disability cannot be asked and medical examinations cannot be performed until after a job offer has been made. The testing must be job-related and consistent with business necessity and used as a part of post-offer testing of every individual entering into the same job category.

Periodic or Job Transfer Testing

Job transfer testing, also referred to as periodic testing, can be used as a monitoring tool to evaluate any problems/issues that may arise from work. Although traditionally used as a part of the initial hiring process, testing similar to the pre-employment screen can also be used to help determine whether or not a current employee has the functional skills to transfer to another job. More specifically, Job transfer testing is performed when an employee wants to apply for an alternative position that involves a different set of skills and physical demands.

webFCE’s Physical Abilities Testing (PAT) is Proven to be Valid and Reliable

Our employment testing software uses the same protocols found in the DOT-RFC Battery (Dictionary of Occupational Titles-Residual Functional Capacity) that is reported and published in a peer-reviewed forum (i.e., peer-reviewed journal). It is proven to provide:

  • Excellent Face Validity2,3
  • Excellent Construct Validity2,3
  • Moderate to Good Content Validity2,3
  • Good Reliability and Intra-rater reliability 1,4
  • Some Real-World Predictive Validity2

What’s Included in a Physical Abilities Test (PAT) and Pre/Post-Employment Test (POET) Report?

Physical abilities testing (PAT) or pre/post-offer employment testing (POET) reports includes the following:

  • Conducting on-site analysis of the physical demands analysis of the specific job activities
  • Creating a testing protocol specific to the work environment and job
  • Performing a safety pre-screen
  • Performing standardized objective tests and measurements
  • Performing occupational/job-specific tests
  • Providing a detailed report with pass/fail recommendations

1. Fishbain AA, et al. Measuring residual functional capacity in chronic low back pain patients based on the Dictionary of Occupational Titles, Spine 1994; 19(8):872-880.
2. Fishbain DA. Cutler RB, Rosomoff H, Khalil T, Abdel-Moty E, Steele-Rosomoff R. Validity of the Dictionary of Occupational Titles-Residual Functional Capacity Battery. Clinical Journal of Pain. 1999; 15(2):102-110.
3. Ev Innes and Leon Straker. Validity of Work-Related Assessments. Work. 1999;13(2):125-152.
4. Ev Innes and Leon Straker. Reliability of Work-Related Assessments. Work. 1999;13(2):107-124.