- Pre-Offer Agility Test: This is a test that measures a candidate's job capability in order to match their performance with the essential functions of the job. No medical information can be collected for this test.
- Post-Offer Basic Test: This test is completed post-offer, but measures only the candidate's maximum effort lifting and ability to perform essential functions for the job. A limited number of medical measurements are also taken.
- Post-offer Comprehensive Test : This test is performed by the candidate and the candidate is hired contingent on passing this test. It includes medical questions and several medical tests to identify pre-existing conditions and cumulative traumas which may pose a significant risk of injury. Baseline data is obtained regarding the candidate's abilities and condition. The candidate also performs the essential functions of the job and receives instruction on how to perform the functions safely. The employer is provided a “Capable” or “Non-Capable” following the test.
See our page on Benefits of Post-offer Employment Testing.
- Post - Employment Fit for Duty: This test is administered to existing employees when there is evidence of the employee having problems performing the job safely or when it is part of a voluntary wellness program. The test is used to classify employees according to risk and then assist the employer to implement prevention strategies or accommodations, work conditioning, or other appropriate tools to prevent injury. It is also a good tool for determining abilities after someone has returned from extended leave (e.g., FMLA, short-term disability, etc.). See also our newsletter from August 2006 for more information.
Employment Testing