Post Offer Pre-employment Physical Testing Policy
PURPOSE: Western State College of Colorado requires post job offer, pre-employment physical capacity profile testing to ensure the prospective employee possesses the physical capabilities necessary to safely perform the essential functions of the job. This policy is designed to strengthen a thorough merit based selection process and to reduce the risk of work related injuries.
POLICY: Offers of employment for jobs in classifications subject to this policy are contingent upon the prospective employee’s successful completion of a physical capacity profile test specific to the job. The test must be completed post job offer and before the prospective employee begins work.
SCOPE: Job classifications for which the college maintains documented physical requirements, and approved by the human resources office, shall be subject to this post offer pre-employment physical testing policy. All prospective employees in designated job classifications, including part-time and temporary hires, are subject to this policy, with the exception of student work-study employees. Existing employees seeking a transfer into a subject job classification with a higher level of physical demands than their current job are subject to the policy.
DEFINITIONS:
Prospective employee: An individual to whom a contingent job offer has been made.
PROCEDURES:
1. Documenting physical requirements: The physical requirements of the essential functions of a job are determined using information gathered from current employees performing the job and their supervisors, with an occupational therapist performing measurements on functions as needed.
a. Supervisors are responsible for documenting the physical requirements of the job, with outside consulting from an occupational therapist, as needed.
b. Department heads must approve the final documentation of the physical job requirements. Department heads then submit the documentation to the human resources office.
c. The human resources office is responsible for providing forms, maintaining documentation and providing policy assistance.
d. Job classifications without properly executed physical requirements documentation on file in the human resources office will not be subject to physical capacity profile tests.
e. When the physical requirements for a specific job classification change, the supervisor must contact the human resources office and update the documentation on file.
2. Position vacancy announcements: Announcements for vacant positions in job classifications subject to this policy must contain information about the physical requirements of the essential functions of the job and a statement that employment is contingent on the successful completion of a post offer, pre-employment physical capacity profile test.
3. Job offers: Offers of employment for jobs in classifications subject to this policy must clearly state that employment is contingent upon successful completion of a physical capacity profile test.
4. Scheduling the test: All prospective employees in a subject job classification must successfully complete the post offer pre-employment physical test before work begins. The human resources office will provide information about the process and instruct the prospective employee to contact the testing vendor to schedule an appointment for the test.
5. Testing: The testing vendor consistently administers the physical capacity profile test to all prospective employees for a job classification at the level necessary for performing the essential job functions. Since employment has not yet commenced, time in performance of the testing is not considered work time.
6. Test results: The testing vendor delivers test results to the human resources office.
a. The human resources office maintains test results in a confidential medical file, separate from the individual’s application file and personnel file (if hired).
b. Human resources personnel are responsible for conveying the test results to the prospective employee and the hiring manager in a pass/fail form.
c. Prospective employees who wish to request a reasonable accommodation for a disability may contact the Director of Human Resources. Requests for accommodation will be considered before further action is taken.
d. If the prospective employee does not demonstrate an ability to safely perform the essential functions of the job, the offer of employment will be rescinded.
e. Only after the prospective employee passes the physical capacity profile test, or a reasonable accommodation for a qualified individual is agreed upon, may he or she begin work.
7. Reapplying for the same job classification: Individuals who fail the physical capacity profile test for a job classification, must wait a period of six months before reapplying for the same position or another position with similar or higher physical requirements, unless extenuating circumstances, temporary in nature, are shown to have contributed to the failure.
8. Questions: The human resources office is the contact for any questions or concerns regarding this policy.
Job Classifications approved for post offer physical capacity profile testing:
Effective June 9 , 2009:
Custodian I
Temporary Aid - custodial
Vehicle Mechanic I
Temporary Aid – vehicle mechanic
The job classifications listed above are subject to the Post Offer Pre-employment Physical Testing Policy.
_______________________________________________ __________________________
Kimberly E. Gailey Date
Director of Human Resources