3 Reasons Why Hiring Managers Need to Use PCP Testing in 2021 | PCP Works

From Injury to Insight: How PCP Testing Could Reduce Workplace Injuries by Up to 68%

Sun, 19 Oct 2025 19:45:41 GMT

Workers’ compensation costs are rising, and reactive safety measures are no longer enough. Companies that implement post-offer employment testing see dramatic results. Some even claim up to 68% fewer workplace injuries and measurable ROI from safer hiring decisions.

Why PCP Testing Works:

Confirms an employee’s ability to meet Department of Labor physical requirements.
Identifies pre-existing injuries, protecting employers from inherited liability.
Generates objective, defensible data for workers’ comp claims and return-to-work decisions.

In many industries, employers report $8–$12 in cost savings per dollar invested.

�� Contact us to discover how to protect your people and your profit margin.

How to Avoid a $100,000 Hiring Mistake: Why Physical Strength Testing Belongs in Every Hiring Strategy

Sun, 19 Oct 2025 18:09:36 GMT

When it comes to hiring, every decision carries financial weight. HR leaders often focus on experience and cultural fit, but overlook one of the biggest hidden risks: physical capacity .

Research shows employees are up to 32 times more likely to be injured if they lack the physical strength to perform essential job functions safely.

A single workplace injury can cost tens of thousands in direct medical payments and even more in lost productivity, overtime coverage, and turnover. Altogether, a poor fit can quickly become a $100,000 hiring mistake .

The Solution: Post-Offer Employment Testing (POET)
By integrating a Physical Capacity Profile® (PCP) test into your post-offer hiring process, you can confirm that every candidate meets the job’s physical requirements before day one. This simple, 30-minute test protects both your workforce and your bottom line.

Why It Matters:

✅ Detects pre-existing conditions before placement
✅ Documents physical readiness for ADA/EEOC compliance
✅ Reduces costly early turnover and re-injury
✅ Can cut workers’ comp exposure by up to 68%

HR Director Exposition: The True Story of an Iowa HR Hiring Nightmare

wakeandmakemedia@gmail.com (Wake Media) — Thu, 04 Aug 2022 20:01:40 GMT

Disclaimer: The following is based on real events. The names and details have been altered to protect the

identities of the individuals involved.

Tim nailed his job interview. He arrived on time, was appropriately dressed, was pleasant, and through conversation, demonstrated that he had the experience the hotel needed to fill its open maintenance position.

“Why are you looking to make a career move from working maintenance for an apartment building to a hotel?” the HR manager asked Tim.

“I’m at a place in my career where I’d prefer to work indoors,” said Tim with a smile. “And I like the fact that I could use the elevator to carry tools up to rooms on the upper floors, rather than walking up and down stairs all day.”

The HR manager looked at Tim’s résumé. It seemed like a reasonable career aspiration after 25 years of working in maintenance. The position had been open for weeks. With Iowa tied for the ninth-lowest unemployment rate in the nation at the time and the difficulty, the HR manager was experiencing hiring qualified talent; it was a relief to fill the maintenance job with a candidate with Tim’s experience. Plus, the corporate office would be pleased to know that the position was no longer open.

The HR director offered Tim the position at the rate of $18.75 per hour to work Monday through Friday, and to be on call on weekends. Tim passed his drug screening and started the following Monday.

In the first few weeks of having Tim on board, he proved to be a reliable employee. He clocked in on time, maintained a positive attitude, and quickly developed a pleasant rapport with his co- workers. Perhaps most importantly, thanks to his years of maintenance experience, Tim was able to fix issues quickly. In only a few weeks, the hotels’ overall maintenance expenditures were lower than other hotels in the franchise, which earned even more satisfaction from the corporate office.

Then, without warning, the dream hire became the nightmare employee scenario—the one that no HR manager wants to experience.

It was a Tuesday morning when Tim radioed the front desk that he had slipped and fallen while carrying a box of cleaning supplies to storage. By the time the HR manager reached Tim, he was unable to move his right leg. Laying on the ground with pool supplies scattered around him, Tim clutched at his swollen knee, groaning in agonized pain.

What Tim failed to reveal during his job interview, were the multiple surgeries and issues he had with his right knee. Since he was not asked about his health history (employer legally can’t) and wasn’t asked to complete a post-offer employment strength test, the health limitation went unnoticed until it triggered a costly workplace accident.

Tim’s medical assessment revealed that he needed a knee replacement. Over the next six months, Tim was unable to work at the hotel. He sought opinions from multiple specialists before ultimately deciding on a date for a knee replacement. Recovery from the surgery took yet another month.

While Tim was a reliable employee during his brief tenure at the hotel before his accident and even helped the hotel reduce regular maintenance costs, his ultimate financial toll was significant. During the seven months that Tim was unable to work after his accident, the hotel paid him workers’ compensation. Tim’s lawyer also fought to ensure the hotel paid for Tim’s knee replacement in its entirety, even though Tim incurred the damage that triggered his workplace accident long before he was a hotel employee. In essence, the hotel was paying for work and lifestyle choices that Tim made while employed by his previous employer. Tim’s lawyer also insisted that the hotel financially compensate Tim until he could pass a physical exam and return

to his job.

In these real events, the hotel made a critical but common mistake: In its rush to fill a vacancy, it did not take proper precautions to ensure that Tim was fit for the job. Had the hotel required Tim to obtain a post-offer employment strength test, the process likely would have revealed the vulnerability of his knee. As a result, the hotel would have realized that, despite his vast experience, Tim simply could not safely complete the work required of him in the maintenance position.

The Physical Capacity Profile (PCP) test is a comprehensive collection of multiple strength test measurements that can be completed by a trained facilitator in as few as 20 minutes. The PCP delivers objective medical test results to HR personnel in mere minutes, ensuring the continued expediting of the applicant review and hiring process. The PCP can also be used for return-to-work evaluations. When an employer needs to validate that an injured employee has recovered and can continue to fulfill work duties to the same safety standards as before the injury, the PCP can reassess if the employee has lost strength or physical ability compared to their capabilities before the accident.

The PCP is EEOC, HIPPA, and ADA compliant and has been in business since 1988. The PCP is EEOC, HIPPA, and ADA compliant, and the company has been in business since 1988. The PCP has a network of medical providers in over 130 locations across 18 states in addition to the employers that have the PCP for their private use inside of their own facilities.

Everything You Need to Know About Pre vs. Post-Employment Testing

wakeandmakemedia@gmail.com (Wake Media) — Mon, 25 Jul 2022 21:52:42 GMT

There are several “flavors” of physi cal assessment available to employers when screening prospective employees. Read on to learn the real difference between pre vs. post-employment testing

Increased regulation, corporate risk control objectives, and employee satisfaction and retention are all factors driving employee acquisition protocols used by Human R esource (HR) departments. When it comes to employee satisfaction and retention, maintaining a safe and productive work environment is a common element of HR success that begins with determining a prospective employee’s fitness for a particular job or role. No level of de facto safeguard is likely to be as effective in protecting your employees’ well-being as pro-actively ensuring their physical capabilities are in line with the physical demands of the job. Moreover, with zealous litigators seemingly running amuck in the US labor markets, it is sound business practice to use the best available candidate assessment and selection methods.

There are several “flavors” of physical assessment available to employers when screening prospective employees. The differences between them affect not only the effectiveness of the screening process in protecting employers and employees, but also the usefulness of the data each assessment produces. Let’s examine two protocols for candidate physical testing: pre - employment testing and post-offer testing. Pre-employment testing might also be called “traditional” physical screening. The assessment is done after a candidate applies for a job and may be used by the employer to narrow the field of candidates in consideration for a job offer. This is due, in part, to the nature of the testing. Pre-employment testing is a non-medical test with no medical questions or history and thus does not capture any data that might be used as an illegal hiring bias. In contrast, post - offer testing occurs only after a candidate has been offered a job contingent on satisfactorily passing the assessment. This type of test can and usually does include elements considered medical in nature including a medical history work up. While this is a key difference between the testing types from an HR perspective, the relative value of these testing types comes from the quality and utility of the testing results. Post-offer testing provides a far richer data set than traditional pre-employment testing,

including a medical history and pre-existing condition catalog that is helpful in assessing appropriate workers’ compensation responsibility after an on-the-job injury. A post-offer Physical Capacity Profile® (PCP) test measures body fat and weight, range of motion, limb strength, lift strength and more. Unlike a go / no-go result yielded from pre-employment testing for a particular job, a complete PCP determines quantitative physical limits that are correlated with Department of Labor strength categories and is compliant with ADA, EEOC and HIPAA. Because the assessment data is quantitative, it can be used as a baseline for comparison to any future post-injury assessment. Likewise, test data is benchmarked against AMA guidelines. These test attributes are compelling in workers’ compensation cases where a comparison of pre and post injury impairments is the determining factor in - claim awards. So how do these testing differences translate into realizable benefits to an employerconsidering what method to use? In some cases, post-offer testing might be more expensive because, as a medical test, it requires medical staff to perform. However, t he cost savings an employer generally realizes from improved matching of candidates to job requirements far exceed any testing costs. Multiple studies [1], [2] have shown drastic reductions in job-related injuries when employees are matched to job requirements through PCP test results. Those reductions not only prevent workers’ compensation claims; they increase the number of healthy work days across an organization. Similarly, reductions in workers’ compensation claim payouts are realized when pre-injury impairments are catalogued before an injury occurs. This limits workers’ compensation to covering only impairments related to on-the-job injuries. In addition, accurate measurement of whether an impairment was job-related is a significant factor in preventing experience rate modification for insurance premiums. In one study, average annual workers’ compensation expenses were shown to decline 36% once PCP post-offer testing was instituted as a candidate assessment method. Beyond monetary considerations, employers can use post-offer PCP testing to create a safer, more effective workforcethat is matched to the jobs at hand. For more information on how to utilize post-offer Physical Capacity Profile® testing in your organization, contact us at 785-825-4444 or pcpworks.com.

[1]Harbin G, Olson J, Post-Offer, Pre-Placement Testing in Industry , American Journal of Industrial Medicine, 2005, 47(4):303

[2]Harbin G, et al., Shoulder injury reduction with post-offer testing , Work, 2011, 39(2):113-123

Kansas Builders Insurance Group Helps Employers Avoid Hiring Mistakes with PCP Testing

wakeandmakemedia@gmail.com (Wake Media) — Wed, 13 Jul 2022 14:48:56 GMT

Today, KBIG not only offers onsite P CP testing for its member organizations, but for other employers in the community looking to minimize their hiring risk and potential injury-related costs.

Kansas Builders Insurance Group (KBIG) exists for one singular purpose: The benefit of its members. Over the past thirty years, KBIG has been dedicated to providing Kans as’ building industry with safe, stable, secure services. As the largest group-funded benefits pool in Kansas, KBIG offers its members workers’ compensation coverage, claims management, loss control services, and occupational testing. According to KBIG Administrator, Doug Hamilton, the fund’s occupational testing services offer significant value to its members

“At KBIG, we are of the mindset that we exist as a benefit to our members,” Hamilton said. “We offer occupational testing to assist our members with making sound hiring decisions, and to help them minimize the risk of hiring a future injury.”

When it comes to KBIG’s occupational testing services, it relies on the Physical Capacity Profile ^® (PCP) test from Occupational Performance Corporation (OPC).

Hiring the Right Workers for the Construction and Building Industry

Employee risk research indicates that the construction industry is one of the most dangerous, resulting in thousands of non-fatal worker injuries that cost companies millions of dollars every year. For every injury a worker sustains, they face a risk of returning to work having not fully recovered the strength, endurance, and flexibility maintained before the accident. As a result, the worker is at risk of exacerbating the injury and costing the company even more in lost productivity, medical expenses, and workers’ compensation claims.

KBIG is committed to offering its members post-offer, pre-employment testing using the PCP to minimize worker injury and employer expenses.

“We want to help our members with the hiring process,” said Hamilton. “This includes ensuring that they can bring workers back to their job safely if they have been recovering from an injury or even furloughed for a significant period.”

The PCP testing system is used for post-offer or pre-employment physical exams, fit for duty, and functional capacity evaluations (FCE’s) conducted on behalf of employers. Through computerized software, a comprehensive collection of 23 maximum strength measurements are collected in as little as 20 minutes. Results are available in minutes for both the medical team and employer. The medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines.

KBIG purchased a PCP apparatus that it maintains onsite. Its member organizations send prospective hires or previously injured workers to KBIG’s location where a trained clinician facilitates the PCP test, providing results to KBIG and the employer group in minutes.

For Hamilton, while quantifying cost avoidance is challenging, there is comfort in the peace-of-mind of knowing you have taken adequate steps to minimize risk.

“You will never know about the injuries that didn’t happen,” said Hamilton. “Many aspects of cost avoidance are immeasurable. However, we feel that companies that take a proactive step by incorporating PCP testing into their hiring process prove to their prospective hires that they care about their safety and are taking the steps necessary to maintain a healthy workforce and safe environment. Organizations with this mindset, we believe, are the ones that will be most successful with injury prevention.”

Hamilton adds that the PCP helps employers hire not just prospects with the necessary physical abilities, but who are conscientious about wanting to choose a position in which they can safely excel.

“We feel PCP testing is a solid indicator of the type of employee that you will ultimately hire,” said Hamilton. “Every employer has to watch their dollars these days. Unfortunately, there are situations where significant workers’ compensation claims can put a company out of business. When it comes to hiring the right people, you can’t take it for granted. If you’re not careful with who you hire, it may not be this week, this month, or even this year, but at some point, the wrong hire will cost you.”

The Value of a Long-Term Partnership

For KBIG, located in Topeka, Kansas, finding the right occupational testing equipment provider meant looking no further than their OPC neighbors in Salina, Kansas.

“There is significant value in our partnership with OPC,” said Hamilton. “We’ve had a long and rewarding relationship over the past several years. They have been extremely supportive, both from the standpoint of the technology they offer and the technical expertise they provide as well as the reliability of the machine itself.”

KBIG recently adopted the use of the newest iteration of the PCP testing system. The new compact design offers a smaller overall footprint, and a 41 percent reduction in acquisition costs compared to the previous version.

“We were among the early partners to jump to use the newest equipment,” said Hamilton. “The team at OPC was very helpful as we made the transition to the new machine, and I believe our clinicians would say that they now move through the testing process even more efficiently. It operates well, there is nothing to slow you down, and it’s easy to get a proper reading.”

Expanding Its Post-Offer, Pre-Employment Testing Services

Today, KBIG not only offers onsite PCP testing for its member organizations, but for other employers in the community looking to minimize their hiring risk and potential injury-related costs. According to Hamilton, many of its community partners include entities in the service and food industries, school districts, and even a large casino.

“We often help to test individuals who will serve roles in maintenance and manufacturing positions,” explains Hamilton.

Encouraging Fellow Employers to Offer Post-Offer Pre-Employment PCP Testing

Hamilton’s advice for employers looking to maintain a safe work environment and minimize financial risk is to incorporate PCP testing into their hiring process.

“Think of the PCP test as another tool in your toolbox,” said Hamilton. “Everyone’s goal is to hire quality employees and keep expenses down. Injuries cost companies a lot of money. My advice to hiring employers is to do it right the first time. Making good quality hires will pay future dividends. Being mindful of good hiring practices is like putting money in the bank for a rainy day. It will pay off down the road, even if you don’t know how or when.”

Missouri Hospital Avoids Financial Losses Thanks to PCP Testing of Nursing Candidate

wakeandmakemedia@gmail.com (Wake Media) — Tue, 05 Jul 2022 16:50:13 GMT

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Reducing Sprains and Strains in the Workplace

wakeandmakemedia@gmail.com (Wake Media) — Tue, 21 Jun 2022 15:13:14 GMT

Protecting Your Employees from Injury with Pre-Evaluation Testing

In today's fast paced marketplace, production speed and project completion timing is critical. Labor-intensive industries such as warehousing, construction, retail, and manufacturing, are particularly reliant on the productivity of their human capital. While some employers may be tempted to expedite the hiring process and train new staff as soon as possible, when proper measures are not taken to ensure employees are physically fit to meet the requirements of the job, employees are more likely to suffer sprains, strains, and even more serious workplace injuries. Such avoidable injuries can cost an organization in both workers' compensation claim costs, and lost productivity. According to the 2012 Liberty Mutual Workplace Safety Index, in 2010, the number one cause of the most disabling work-related injuries, as well as direct workers’ compensation costs, was overexertion. Injuries caused by overexertion cost employers $13.61billion in 2010. Overexertion injuries include those caused from excessive lifting, pushing, pulling, holding, or carrying or throwing of an object. Employers who add post-offer physical evaluation testing to their new hire strategies are more likely to ensure that their employees are qualified for the physical requirements of the job and are less likely to suffer a costly workplace injury.

According to workers' compensation data, sprains and strains are the leading cause of workplace injury in the manufacturing industry. In 2011, the U.S. Bureau of Labor Statistics reported that 22 percent of workplace sprains and strains are caused by overexertion in lifting or lowering, with 36 percent of sprains and strains occurring to the back, twelve percent impacting shoulders, and another twelve percent impacting knees. Such injuries are avoidable with proper physical evaluations of job candidates prior to hire and job placement.

When qualified job candidates are identified during the new hire process, employers owe it to their organization, and to the candidate, to properly vet the applicant's physical qualifications for the job prior to extending an offer of employment. Hiring a candidate to perform a job in which they will be, for example, repeatedly lifting 50 to 100 pounds of force occasionally, without validating his physical fitness for such work, may put the new hire in a position where they are putting repeated force and strain on joints and muscles that cannot support such tasks. If the employee recognizes their inability to perform the job tasks with ease and comfort, they may choose to leave the organization, leaving the employer understaffed and absorbing additional costs associated with re-hiring and retraining. If they stay, they may underperform in their role, or overexert themselves in order to accomplish physical tasks, which could result in an overexertion injury such as a sprain or strain. In this scenario, the employee's injury could have been avoided, had they been properly job matched into a more physically suitable position during the new hire process.

Employers whose productivity is reliant on labor-intensive staffing, especially hospitals, manufacturers, warehouses, school districts, municipalities, and construction companies, have found that their rates of workers' compensation claims, and general workplace injuries, have decreased upon implementation of pre-employment physical evaluation testing. Employers that utilize the Physical Capacity Profile® (PCP) Test specifically, see a decrease in workers' compensation injury rates by 30 percent, as well as a direct savings to medical plan costs of $8 to $12 for every dollar spent.

A trained administrator typically administers the PCP Test in a hospital or urgent care setting. The PCP test requires the applicant to complete a variety of repeated physical activities that are captured electronically and measured objectively against standards defined by the American Medical Association (AMA) Guides and the Department of Labor’s Work Classifications. The PCP machine completes a collection of multiple strength measurements in approximately 30 minutes. The computer-generated output report summarizes what job level the candidate applied for, and what level he/she demonstrated during the test. The three-page report also indicates the applicant's maximum strength for 28 different measurements, and definitively validates if they candidate can meet the physical demands of the job.

While some employers have attempted to evaluate a candidate's physical job compatibility through other evaluation methods, the PCP Test has proven to be the most accurate in truly proving job task compatibility. Two such methods include a basic physician's exam, and a job task simulation. Physician's exams are typically treated as pass/fail tests, with the ultimate determinations being based on the subjective opinion of the reviewer. The exam results do not indicate what level of physical labor a candidate can perform, nor where he/she is best suited within an organization. Rather, their determination of suitability for physical labor is likely based on basic biometric health data, such as body mass index (BMI), cholesterol, blood pressure, and medical history.

A job task simulation is a tailored exam conducted by a medical professional that attempts to simulate the type of physical activity the individual will be doing if hired for a specific position. Like a physician's exam, a job task simulation is reviewed on a pass/fail basis or a graded scale determined subjectively by the reviewer. While a job task simulation does look to simulate the type of work that a candidate would be asked to perform if hired, it does not ask the candidate to demonstrate sustained or repeated activity. While a candidate may be able to perform a task one time, if not in proper physical condition for performing such tasks repeatedly during a 40-hour work week, the candidate may be at risk for an overexertion injury over time.

With PCP Testing, employers can validate that a new hire is physically fit to perform the tasks required of the position. With proper job matching, employees are less likely to suffer overexertion injuries, such as sprains and strains. In addition to protecting the safety and wellbeing of employees, proper job matching mitigates an employer's medical and workers' compensation claim costs as well as the impact of absenteeism, attrition, and re-training, all of which will make a significant impact to the bottom line.

Hiring in Today’s Labor Market

wakeandmakemedia@gmail.com (Wake Media) — Mon, 13 Jun 2022 17:56:50 GMT

Hiring trends have changed significantly, and knowing about them can help you strategize. Here are the hiring trends in today’s labor market.

The pandemic created challenging circumstances, but the labor market suffered several blows. The lockdown and social distancing mandates led several businesses to close operations. A few others laid off their employees because they were not generating revenue and couldn't afford to pay salaries.

The overall economic downturn worsened this issue, causing uncertainty, resignations, and desperation. The vaccines have thankfully returned things to normal to some extent. Hence, the economy and markets are picking up pace again, leading to job creation and increased demand for employees.

This blog post will address some predictions for 2022, discuss challenges for hiring in today’s labor market, and present a few solutions.

Pre dictions for 2022 Labor Market

2022 is already nearing the end of the second quarter, so some labor market dynamics have become evident. The current situation and forecasts have provided several insights into the potential trends.

Here are the top labor market trends everyone needs to consider:

Employee Retention Will Fluctuate

Despite the economic downturn and high unemployment rate, employee retention is surprisingly low. Several employees are switching jobs more frequently, while organizations struggle to operate with consistent team changes.

This employee retention fluctuation will reportedly continue into the second half of 2022. They show that economy and workplace behaviors are undergoing changes, and you need to keep up. The more updated you remain about the work trends, the more likely you will adjust to changes.

Higher Demand for Work-Life Balance

The pandemic was an eye-opener for people who were devoting their health and well-being to work. Two years of anxiety due to the pandemic helped them look at things differently and prioritize work-life balance.

Employers have repeatedly mentioned how several employees are demanding remote work or flexible work arrangements. They have also mentioned the presence of more assertive takes about PTO and other holidays.

Younger employees are demanding better work-life balance, and the trend will continue for the remaining year.

Increased Focus on Diversity

Businesses are making a conscious effort to be more diverse and inclusive during their recruitment process. They are also readjusting company culture and policies to promote inclusivity, adding necessary diversity training to increase awareness.

It is difficult to tell if a single event led to these efforts. However, there has been an increase in the demand for diverse workforces from younger employees. More companies are buying into the trend and taking the same actions.

Increase in Wages

The average wages in several states have increased, and there is a possibility of further wage changes across the country. The move makes sense considering the general rise in inflation and the recent changes in fuel prices.

There is no telling where the economy is headed, but a wage increase is a decision welcomed by the people it applies to.

The Challenges

A critical part of adjusting to labor market trends involves working with the challenges. Here are some of the primary challenges affecting hiring in today’s labor market that you need to consider:

The Great Resignation

47 million Americans left their jobs in 2021 despite the economic crisis. A phenomenon termed the Great Resignation by experts started before the pandemic but became significantly worse as we entered a new normal.

Several surveys show that many employees choose to quit rather than accept working conditions they deem unfair. The surprising part is that this preference has led to employees getting bargaining power despite high unemployment rates.

Demand for Remote Work

Employers used to argue against remote work previously, mentioning the potential risk to productivity. However, the pandemic's work-from-home requirement quickly proved the argument wrong as productivity grew rather than suffered while people worked remotely.

Offices are now opening back up; however, not everyone is willing to return. Of course, remote work only applies to people whose jobs can be done remotely.

Recovering Economy

Although the economy is in the process of recovering, it hasn't recovered yet. Several supply chain disruptions have yet to ease, and the world will need more time to adjust.

Potential Solutions

Most of the challenges mentioned above concern the entire labor market. You may not be able to solve the issue, but you can make organizational changes to adjust following are two important ways you can improve your situation:

Focus on Employee Retention

Increasing employee retention requires hiring suitable candidates and keeping them happy. You can use post-employment testing to ensure you select the best people and design employee-centric policies to boost their satisfaction and happiness.

Incorporate Flexibility Where Possible

Try to incorporate flexible work arrangements where possible. Much of the Great resignation results from employers not accommodating valid requests and employees choosing to leave.

In short, hiring in today’s labor market requires incorporating work-life balance, flexible work arrangements, and adjusting salaries. You will need to review hiring policies to minimize the impact of challenges facing employers currently.

Please contact the PCP team to know more about our testing systems. We want to optimize your operations and help you achieve success.

How a Safe Work Environment Leads to a Happier Work Environment

Fri, 03 Jun 2022 21:01:09 GMT

Creating a safe work environment is necessary to meet compliance, but it also has other benefits. Here’s how such conditions make employees happy.

Employee happiness can help your business prosper, and there's evidence to prove it. A study by Oxford University discovered that happy workers are 13% more productive. Hence, investing in employees is beneficial. Employers can increase employee happiness in several ways. However, creating a safe work environment is one of the best.

We believe in this strategy because of its several benefits:

It will help you remain compliant.
Your overall cost of operations will reduce due to fewer claims.
Your employees will be happier and more satisfied.
The higher happiness will increase retention and boost the organization’s image.

The abovementioned results are only some of the benefits of a safe and happy work environment.

This blog post will explain how a safe work environment improves happiness and provide tips to achieve your goals.

How a Safe Work Environment Increases Happiness

Although safe work environments are a general recommendation, you may not know how they relate to happiness. Below are essential ways how safety leads to employee satisfaction and boosts productivity:

Reduced Illness

Creating a safe work environment involves keeping the workplace clean and sanitized. Regularly performing such maintenance reduces the likelihood of your employees catching an infection while working, allowing them to remain healthy.

Illnesses take a toll on our bodies; therefore, avoiding them keeps people happy and reduces absenteeism.

Lower Risk of Injury

A primary goal of safety regulations is to minimize the risk of injury as much as possible. It pushes employers to create offices and workspaces that prioritize people's safety and does not force them to do things that cause temporary or permanent damage.

The better working conditions help people feel more comfortable and happier.

Lower Anxiety

Working in conditions that prioritize their safety and security significantly lowers your employees' anxiety. They don’t have to worry about contracting infections and transferring them to their family. They also don’t need to worry about getting involved in avoidable accidents because the organization will have the necessary standards.

Such factors ease their stress and create a happy work environment.

Improved Sentiment due to Care

Providing good working conditions to employees helps them feel valued by the organization. This feeling increases their happiness and pushes them to put more effort into their work. Hence, investing in your working environment helps boost productivity.

Reduced Healthcare Costs

Healthcare is expensive, and finances are critical of any person's consideration. However, working in a sanitized and safe work environment helps people avoid incurring high healthcare costs.

The elimination of such costs improves their savings and increases their happiness. Hence, the right conditions can change your employees’ lives for the better while improving your performance.

Measures to Take to Create a Safe Work Environment

Creating a safe work environment is the right decision, but it also requires investment. However, this investment will have a high ROI if you get it right. So, it is best to consider ways to improve safety measures.

Below are some decisions that will help you make the office a better place for your employees:

Post-Employment Testing

Post-employment testing is a process employers can use after finalizing candidates to check their fitness and suitability. Some jobs require more physical labor from the staff; hence, team members need to fulfill fitness criteria to get assigned to them.

Neglecting these measures can increase the risk of your employees becoming injured while handling a task their body isn't ready for. It will cause avoidable injuries and increase employee claims while increasing recovery-related absenteeism.

PCP knows the relevant physical requirements of several industries, and we can support your recruitment process. We will conduct the necessary tests for the finalized candidates and share the results as soon as possible.

Health and Safety Training

Organizing health and safety training is one of the best ways to help your staff remain safe. Help them understand all health and safety regulations, explaining how they keep them secure. Also, familiarize them with health and safety compliance regulations to ensure they uphold them while performing their tasks.

Scheduling Regular Inspection

Inspections can help identify the need for repairs and maintenance. Regularly scheduling such inspections is a critical safety requirement because you can strengthen or replace appropriate equipment.

Deteriorated equipment is a risk to employee health and can cause severe injuries. Regular inspections will also alert you about water damage or mold growth, allowing you to remedy them.

Final Thoughts

Overall, creating a safe work environment is an effective method of increasing employee happiness. It also helps meet compliance regulations and boost overall productivity. The PCP team can help you increase workplace safety by partnering with you during the recruitment process.

Please get in touch with our team , and we will arrange a meeting to discuss further details as soon as possible.

How the PCP Testing System Can Benefit the Construction Industry

Fri, 27 May 2022 17:41:34 GMT

Are you hoping to strengthen your hiring process? Read on to learn how the PCP testing system can bolster the construction industry.

The construction industry is a significant contributor to the GDP and earned over $1,500 billion in 2021, the private and public sectors combined. The earnings are impressive, but the industry is also under severe pressure. The COVID-19 pandemic temporarily halted most of the industry’s projects, and you must have had difficulty getting your workforce together, not that work has resumed.

Unfortunately, the urgent need for hiring is creating a massive problem. Construction companies hire people without checking if they have the physique to handle the job. Thankfully, the PCP testing system exists, and it will help you access post-employment testing.

A vital challenge is that employers are unwilling to incorporate testing to fill as many vacancies as possible. However, it is not a feasible long-term solution.

Why Would PCP Testing be Relevant to the Construction Industry?

PCP testing system leverages fitness tests to detect how physically capable a candidate is. The parameters always match the job need to ensure we provide accurate results representing an employee's match with the job offered.

It is relevant for the construction industry because it gauges performance on three primary factors.

Physical Strength

Construction is labor-intensive, and a candidate needs to be able to carry a substantial weight to be helpful. Assigning a person who doesn't have the required strength will increase their likelihood of becoming injured. Carrying heavy items will pressurize their spine, shoulders, and other body parts, disrupting their balance.

Endurance

The industry often requires long work hours without enough breaks for an average person to rest their body. Hence, people you hire need to have suitable stamina and endurance to manage full workdays for the assigned number of days.

Post-employment testing will help determine this value and match it to your needs.

Flexibility

The construction industry requires people to be flexible. Several job aspects need people to respond quickly, while others require consistent changes in strategy. Furthermore, some tasks will need your staff members to use several motions, which are impossible without the required flexibility.

Your employees need to meet such criteria, and PCP Testing can help them achieve it.

Benefits of Post-Employment Testing for the Construction Industry

Testing somebody's physical attributes and capabilities for labor-intensive jobs is necessary. It follows the same principle as choosing people with relevant skills and capabilities as athletes.

Below are the primary benefits of using post-employment testing for the construction industry:

Find People with Required Fitness Levels

The first benefit of this testing method is that you can hire the most suitable candidates for the job. The job market is recovering from the economic downturn. Still, several people are jobless and desperate for work. However, hiring people who do not meet fitness criteria will only put them at risk of serious injuries.

Additionally, you will become liable to pay compensation for their claims while operating with fewer team members while they recover. Hence, the testing system is immensely beneficial for your organization.

Reduce Turnover

Hiring the wrong people for the job increases employee turnover, which increases recruitment costs. Thankfully, leveraging the PCP testing system can help reduce the turnover, allowing you to avoid these problems.

High turnover is problematic for several reasons. Firstly, it leads to repeated training costs that rarely breakeven since employees continue leaving frequently. Secondly, it causes overall motivation to decline, increases absenteeism, and reduces the likelihood of people taking the initiative.

Thirdly, high turnover also causes the company's image to decline. Talented candidates are reluctant to join an organization with low retention rates, and those who join often leave soon after.

It is much better to avoid such problems and costs and be careful when hiring.

Minimize Claims and Associated Expenses

The more physically suitable an employee is for a construction role, the less likely they will become injured on the job. Hence, testing before finalizing the new hires will help prevent these injuries and subsequent claims from the injured employees.

Claims may seem like a minor cost, but they pile up and take a significant percentage of profit away.

Increase Productivity

The construction industry often operates on strict deadlines. Managing these deadlines requires employees to be in the best possible shape and be productive each day. Using the PCP testing system when assigning employees to the projects will help you increase efficiency and efficacy.

It will also lower the project's overall cost and improve client satisfaction.

To conclude, PCP testing systems are critical for the construction industry. Its involvement can help your business grow and become more productive while reducing expenses and overall costs.

Please contact our teams to know more about our testing systems. We want to optimize your operations and help you achieve success.

Why You Should Invest in Post-Employment Testing

Fri, 20 May 2022 18:46:17 GMT

Have your worker’s compensation injury cases been costing you too much money? Read on to see how post-employment testing can help.

Have you checked your latest figures for the cost of worker's compensation for injuries? Are you afraid of looking at it because it is needlessly high? Welcome to the club! The pandemic and The Great Resignation have wreaked havoc on the labor market, leaving several businesses desperate for new hires. The result is a lack of post-employment testing.

Managers prioritize filling positions to help the organization manage daily workloads instead of checking how much those resources can cost in the long term. We can somewhat understand where this decision is coming from; however, we assure you that it costs the company too much money.

This blog will help present a few ground realities, explain post-employment testing, and mention its benefits.

Some Statistics about Worker’s Compensation for Injuries

Source: Injury Facts , Get Foresight

You may think that injury compensations are a minor isolated problem your organization faces, but that is far from the truth. Consider the following statistics to understand the extent of the problem to accept that you need a targeted solution.

The total cost of work injuries in 2020 was over 163 billion dollars.
Employers lost 99,000,000 productive workdays because their employees were injured and needed time to recuperate.
The insurance cost of compensation for private industry workers was $0.45 and $0.58 for state and government workers.
Insurance assigned risk is highest for contractors; therefore, they have to pay the highest premium for employee healthcare coverage.

These statistics prove that injury compensation is a common problem for businesses, and they need to rely on special preventive measures to solve the problem.

What Does Post-Employment Testing Entail?

Post-employment testing is a unique measure that takes a different approach to injury prevention. It recognizes that businesses hire workers without testing their health to gauge if they are physically fit to carry out their responsibilities.

PCP has a systematic procedure to conduct the relevant tests and analysis and present evaluation reports.

Step 1 – Contingent offer of employment
Step 2 – A trained personnel performs the 'Physical Capacity Profile Test' at the company's preferred location.
Step 3 – Observations and data are sent for evaluation at the laboratory.
Step 4 – Generate a test report to determine if the employee is fit to perform their duty.

These test results will help you filter out people who do not have the fitness level required to perform their duties. This facilitation is especially significant for jobs requiring physical labor and putting unfit people at higher risk of injuries.

Your business can use the results to decide who to hire to reduce your liability.

Benefits of Investing in Post-Employment Testing

The concept may seem impractical at the moment due to the problems with hiring and recruitment; however, it has several advantages. Following are the benefits of post-employment testing for your business:

Less On-The-Job Injuries

The post-employment test by PCP thoroughly evaluates the physical condition of your shortlisted candidates and evaluates their abilities against the job requirement. The testing includes checking body fat percentage, grip strength, endurance and lifting, range of motion, etc.

All criteria are relevant because they help gauge the real risk of injury per employee. The more their fitness level aligns with the job requirement, the lower the risk of injuries.

Reduction in Injury Compensation

Insurance covers a significant portion of injury compensation, but there are times when the business has to pay part of the cost. Hiring people who pass safety testing is the best option because it will help you reduce the overall compensation cost.

The change will boost your net profits by helping you lower your expenses.

Lower Insurance Premiums

Insurance premiums are set based on the level of risk of injury happening. The risk is naturally higher for companies in industries like manufacturing, construction, deliveries, etc. However, this risk evaluation is also affected by the number of injuries that typically happen during your routine operations.

If you succeed in lowering the number of injuries, you can bargain for lower premiums, reducing your overall insurance cost. Hence, asking the final candidates to undergo safety testing has several cost optimization benefits.

Fewer Disruptions in Work Schedules

The abovementioned statistics showed how many productive days are lost to work injuries and subsequent recovery. The problem extends further because it also complicates scheduling, often increasing work pressure on the remaining employees.

Fortunately, you will not face such problems when you hire employees who are fit to perform their job roles. They are less likely to fall sick and become injured, so your work can go smoothly.

Wrapping Up

In short, investing in post-employment testing is the correct decision because it will result in cost optimization and smoother workflow. The best solution is to connect with an expert like the PCP and sign up for the services to enhance your hiring.

The Benefits of Post-Employment Testing

Wed, 11 May 2022 18:29:46 GMT

Reduce unforeseen costs and find the best worker-task fit with post-employment testing. Discover the process and its benefits for your company.

Any job that requires physical tasks must be met with employees that can handle the necessary physical demands. To ensure the best job fit, it’s important to test that your potential new hire doesn’t just look good on paper but can actually perform the tasks of the job description safely and with ease. Post-employment testing is key to identifying suitable candidates for the physical tasks before employee placement. Conversely, the absence of this safety test may cause the company to suffer from unforeseen costs in productivity, profitability, and worker compensation and injury claims. PCP Works utilizes our proprietary PCP Testing System to physically evaluate your prospective new hires painlessly and with respect to your company’s unique task-based needs.

The Advantages of Post-Employment Testing

Companies typically offer post-employment testing, also known as post-offer employment tests (POET) or physical ability screens, for prospective new hires of physically demanding jobs after they make a job offer but before they place and onboard an employee within the company.

Specifically, post-employment tests are a form of safety testing consisting of a physical screening with medical examination components to evaluate the candidate’s physical abilities concerning particular job expectations.

This test aims to identify the candidate’s ability to adequately and continuously perform various physical tasks in line with the job, better ensuring worker-task fit and strengthening workplace safety conditions.

As such, the test will measure the necessary physical and medical characteristics for the job, and the employment opportunity will be contingent upon the safety testing results.

How Is a Post-Employment Test Different From Pre-Employment Testing?

Pre-employment testing usually consists of a basic physical screening that employers may request from candidates for positions requiring any physical demands. This can happen at any stage of the interviewing process until an employer makes a job offer.

Post-employment testing, however, is a safety test designed specifically for the individual tasks of the job, such as carrying a certain weight of goods repeatedly, and is administered after an employment offer has been made, but before an employee has been officially placed.

The Post-Employment Testing Process

At PCP Works, we’re committed to designing a custom and comprehensive safety test that measures your candidate’s physical abilities according to the particular job characteristics.

According to the specific requirements of the job you’re hiring for, a medical professional will work with your human resources representative to develop unique criteria to measure the physical performance metrics needed.
The candidate up for post-offer hire will complete the examination according to the job’s specific needs. The test will not take long, typically lasting an hour or less, to fully evaluate the candidate’s capabilities. Note that we are not evaluating basic physical abilities—only the particular abilities for the job in question.
Based on the candidate’s performance against our criteria, we will develop a report deeming them capable or not capable.
The choice to re-offer the test or rescind your employment offer is yours.

What to Expect Before Safety Testing

Prior to the test, collecting information from human resources is necessary to develop specific criteria. Some things to keep in mind:

Review the job description and identify the required tasks as aligned with the job
Identify the components of each task, such as the weights of particular goods meant to be lifted, the time for which each task would take to be completed (such as two hours spent carrying heavy boxes), the physical distance to complete such tasks (as in, if your worker is to walk a span of 100 feet with heavy boxes), and the average frequency at which each task is expected to be completed (such as 50 rounds of a repeated task)
It might also be useful to have a good idea of your performance parameters, such as if the candidate can perform the necessary functions but cannot perform them at the ideal volume or frequency wanted. These parameters are contingent upon your company’s baseline productivity needs and accommodations willing to be offered.

Advantages of Post-Employment Testing

Prioritize your bottom line without compromising on workplace safety.

Advantages

Ensure your potential new hire is the best fit for the job and physical tasks it requires.
Increase productivity by hiring employees guaranteed to get the job done well, with ease.
Limit workplace accidents and injuries, providing workplace safety for all employees and preventing human resources-related issues.
Save unforeseen costs in worker compensation claims due to physically demanding jobs.
Reduce employee turnover due to injury, job misalignment, and physical incapabilities.
Decrease healthcare costs associated with higher-risk candidates.

Post-employment testing is highly beneficial for ensuring the best fit for your unique task-related needs. Setting up a consultation with PCP Works is easy. it will save you so much time, hassle, and money in the long run by better guaranteeing your new hire can do the job, limiting high costs and workplace safety concerns.

Safety testing is the only way to definitively evaluate your candidate’s physical ability, so book a call with us today to move forward in the hiring process with confidence.

The Impact of AI on The Workplace

Thu, 05 May 2022 17:38:45 GMT

Artificial intelligence has grown exponentially in the past few years. This has a drastic impact on many aspects of life, especially workplace environments.

Artificial intelligence is changing the world as we know it. You may notice ways it impacts you and your everyday life, but have you considered how AI currently impacts and will continue to impact the workplace environment? You may wonder how AI impacts workplace safety, employment, and many other aspects of the workforce.

In this article, we’ll discuss the different ways AI may be impacting your workforce currently, and what you can expect for the future. We will uncover both the positive and negative impacts artificial intelligence has on the workplace environment.

Workplace Safety

Whether artificial intelligence is taking over the workplace or not, workplace safety is still something that must be strongly considered. However, what does workplace safety look like with the involvement of AI? Artificial intelligence does introduce changes to the practices of workplace safety, as examined below.

Impact on Safety Protocols

Every company should have safety protocols in place that prioritize the well-being of its employees. With AI involved, these safety protocols will adapt and even improve. Nevertheless, it is important to remember that people will always be capable of human error, which can impact the effectiveness of safety protocols in the workplace.

Artificial intelligence can be thorough with safety protocols and general workplace safety checkups. This will help to prevent more on-site injuries and hazards. For example, fire hazards may not be found and checked up on frequently by HR or staff, but it becomes part of a proper routine for AI.

Will Post-Employment Testing Be Impacted?

Post-employment testing is performed on newly hired employees to determine whether they’re fit for a job. If AI plays a big role in the workplace, what impact would it have on post-employment testing?

These are a few ways PCP testing may be impacted by artificial intelligence:

Tests can be run by AI. Post-employment testing can actually be more effective with the involvement of artificial intelligence. AI can actually be responsible for the running of tests, which can bring more detail and accuracy to results. You may even notice a quicker turnover time for results as the testing becomes more efficient overall.
Fit for equipment. Artificial intelligence will have a huge impact on the type of equipment that’s used on-site. To use heavy-duty machinery, you require a certain amount of physical capacity. This can be part of the post-employment testing process, to determine whether these potential employees are capable.

The Threat of Unemployment

Although there are many positives that come from using AI in the workplace, there is also a dark side to this technological evolution: With artificial intelligence becoming more advanced, it has the potential to take over different jobs from humans. This may lead to more efficiency in the workplace, but it can also leave people without jobs.

A massive way AI may overtake the workforce is by introducing automation. Automation can take over menial and repetitive tasks in the workplace. You may think jobs like talking to people are secure, but this is often even replaced by automated chatbots !

There are several reasons why automation using AI would be beneficial for companies:

Financially effective. Companies have seen that using automation helps them save a lot of money. There’s less cost on employee salaries and materials to get these same tasks done.
Fewer mistakes. One of the reasons why automation is more economically efficient is because there is less room for human error. Mistakes aren’t made by artificially automated machinery. This helps create higher-quality products that customers are happy with.

The Impact of AI on Human Resources

Many members of the workforce may be at risk of unemployment, but one piece of the staff that’s safe is human resources. HR will always be a job available for humans, as it requires cognitive thinking. This means that your job in HR is probably safe—but some people do agree that AI can have a role in improving HR as well.

Having AI involvement in HR helps to ensure an unbiased perspective in the workplace. AI-enhanced HR practices can help give managers a more objective point of view in situations of conflict, as long as the AI tools have sufficient data that helps managers or HR employees to make informed decisions.

AI is continuously growing and evolving, so the opportunities for the future are limitless. It’s important to consider the different ways AI will impact your workplace in the future, such as both economically and ethically.

Who knows what the future of technology has planned for us? Many people and companies are unsure whether AI is a blessing or a curse for their future. There’s a lot of good that artificial intelligence can provide to the workplace, but it can be detrimental to the future of the workforce too.

HR Trends Post-Covid

Tue, 26 Apr 2022 14:27:58 GMT

What’s new in the workforce? Whether you're considering reentry or you’ve been in the workforce for some time, it’s good to remain informed about hiring trends.

The workplace environment changed dramatically over the previous decades, with many companies paying more attention to post-employment testing and workplace safety. The post-pandemic world has companies focus their attention on communicating directly with employees’ happiness and their satisfaction with their jobs.

Rather than continue only performing in remote settings, many companies shift their focus over to post-employment testing and conducting work in a hybrid setting. A mixture of employees that work remotely and occasionally come to the physical location.

The new tactic emphasizes flexibility and prioritizes employees’ safety, happiness and wellbeing. A quality their past positions may not have paid much attention to.

As a result, employers are communicating more with their workers. Another notable benefit of this recent change is that employers work with a company whose values match their own.

There are several more changes many companies implemented for 2022. Here are the trends below.

Top Trends in 2022 Workplace

For many companies, the new normal carries challenges that dictate how Human Resources hire, assign, and sort tasks.

Workplace Safety and Wellbeing

Along with assigning workers their tasks, a list of crucial results for the company and the employees comes. These include:

Reduced stress
Decreased risk migration
Improved communication
Less medical costs

Companies also conduct post-employment testing to measure a job candidates’ physical capabilities. This is important when a candidate takes on a physically demanding job.

Improved Communication With Human Resources

Companies are learning the importance of being transparent about their mission and values. And because of that, trust is built, and employees are far more likely to be proud working for this company.

Safety Officers and AIs

Now more than ever, safety officers are needed to secure and protect employees’ wellbeing.

Safety Officer Roles

A safety officer prevents as many accidents as possible by monitoring hazardous situations. They plan safety policies, organize workloads for employees, and supervise equipment and procedures.

The Role of AIs

To understand the technology and its global importance of work, we’ll need to examine AIs. AIs (Artificial Intelligence) impact the workforce as much as human workers do. They perform quick calculations, measuring the results with their speedy calculations and remembering data with increased memory. AIs help machines measure results where human interference isn’t required.

Despite the efficiency of AI, we need a human worker to double-check the data.

How to Keep the Workplace a Safe and Happy Place

Coming to a medium is a tough balance to find with all employees having different needs and situations. To ensure employees’ safety and happiness, there are a few things you can do to implement safety policies.

Hold Regular Staff Meetings

When you hold the meetings, you want to review any new policies and changes employees must know to perform their jobs well. Be open to feedback so employees can report on their work conditions and request any accommodations.

Commit to Safety Policies Such as the Drug-Free Policy

Develop well-written rules for what gets prohibited in the workplace. Ensure everyone is on the same page by discussing the changes at the meetings and updating the employee handbook as needed. Be sure to place penalties for broken rules (reduced pay and loss of privileges, for instance).

Pay Attention to New Hires

Regardless of the role the new hire is assigned to, they need help to navigate and perform their jobs. To guide their new role, install new training and programs to assist in their roles.

Communicate to Injured Workers Often

No one can perform their best if they’re being hindered physically and mentally. When an employee is having a difficult time, communicate with them and make sure they have reasonable accommodations for performing their optimal best.

Conclusion/Final Words/Final Thoughts/In Summary

Change is consistent with safety testing and Human Resources. And these changes will continue to shape the workforce. With companies making new priorities to ensure employees are happy and healthy , productivity rates and new attitudes rise as employees gain a new perspective on their work.

New Priorities

With this emphasis on employee happiness, the workplace has become a far happier and healthy environment. And because of that, employees avoid burnout of their manageable flexibility.

Predicted Trends

Will these trends last forever? Probably not; this "new normal" could change depending on the HR changes. What could happen is hybrid work will continue to be used as companies and employees alike continue to enjoy flexibility and greater productivity.

Top 5 HR Trends for The 2022 Workplace

Mon, 11 Apr 2022 17:16:45 GMT

The wellbeing of employees is more important than ever. We see this in trends such as workplace safety and Human Resources prioritizing employees’ well-being.

It’s 2022, and workplace trends have changed drastically over the past decades. The workplace in the past has often been more focused on productivity and turnover rates, often at the expense of its employees.

However, there’s been improvements in many work environments, thanks to healthy HR trends. In this article, we’ll go through a few trends that can be seen in many workplaces. Most of these trends focus more on the health, safety, and well-being of the employees.

Prioritizing Workplace Safety

Workplace safety is something all companies have to consider because they are legally responsible for the safety of their employees at work. Although this has always been a background thought for businesses, it’s now a priority for many. Companies are putting the safety of their employees first in many ways.

Post-Employment Testing

Post-employment testing can be conducted by performing PCP testing. PCP, Physical Capacity Profile, testing is a common and efficient way for companies to prioritize the safety of their employees and potential employees.

Post-employment testing often occurs during the onboarding process to assess whether these new employees are fit for the job or not. This helps companies hire employees who will be safe and well-equipped for their job roles.

Hybrid Work

As we move toward a more modern world, the workplace has adapted to become less conventional. Many companies implemented a hybrid work model which allows for flexibility within the workplace. These are some examples of a hybrid work system:

Work location. Many employees in 2022 choose to work both on-site and remotely. This has especially become popular due to COVID. It’s more convenient and safer to do all the work you can do from home remotely.
Flexible hours. People are most productive at different hours of the day, so introducing flexible hours in the workplace gives them the freedom to choose times that work best for them.

Employees Choosing Companies With Similar Values

While employers are changing their priorities and ethics, so are employees. Potential employees seek jobs at workplaces that suit their morals and values. This makes it important for companies to display good values and ethics, so they are an appealing workplace to be a part of.

Employees realize their worth, which has influenced a change in the work environment. This has resulted in many healthy HR trends that put their employees first, as this benefits everyone in the following way:

Good values and morals make you a better business. When you run a business with respectable values, you’ll find that your business runs a lot smoother, which leads to healthy decisions for your business.
More potential employees will want to work with you. You want to provide jobs that potential employees are genuinely interested in, so you can build up a reliable staff. This can only be achieved when you show potential employees that good values are taken seriously within your company.
Turns the workplace into a safe space. Workplace safety should always be a priority. When you prioritize values within your business, it shows that you want to put the safety and well-being of your staff first.

Managers Improving Communication

Communication is the foundation of a well-functioning, healthy work environment. Managers and HR of many companies have become more communicative, understanding, and hospitable toward their employees.

As a manager, you want your staff to feel heard, as this influences their attitude toward work. Employees can give you valuable feedback that can improve task fulfillment, productivity, and the way systems are run within the company. Once you communicate with them, it’ll improve how you manage your team.

Focus on Employee Happiness and Wellness

The last trend noticed in HR is the focus on employees’ well-being. Big corporations and businesses are finally showing an interest in the happiness and overall wellness of their employees. They’ve realized it has a direct influence on their business. Happy employees influence a healthy and productive work environment.

There are many ways companies try to influence happiness and wellness within their business. These are a few trends you may have implemented in your workplace:

Ensure your employees have manageable workloads by not overburdening them to avoid workplace fatigue and burnout .
Give them more freedom to have flexible hours by using a hybrid work model.
Encourage social belonging amongst your employees, as healthy work relationships lead to more positivity in the workplace.

Employees deserve a happy and healthy workplace, which has become an HR trend. Companies realize that putting their employees' safety and well-being first only benefits both them and the company! We hope to see more human resources trends like these that prioritize workplace safety.

4 of the Most Common Types of Workplace Safety Hazards

Thu, 31 Mar 2022 18:55:29 GMT

It's important to understand the specific types of workplace safety hazards so you can keep you and your employees as safe as possible!

Most every workplace is going to have some sort of safety hazard that will need to be mitigated by owners and managers. Whether you're working in a physically demanding industry such as construction or manufacturing, or you're working in an industry such as the medical field, different types of hazards are going to arise. Therefore, in order to control the risks of hazards and ensure the safety and well-being of both employers and employees, it's crucial to know the types of hazards present in different workplace environments in order to keep them at bay. In this article, we're going to break down the 4 types of workplace safety hazards so you will be better prepared to manage or eliminate them and prevent injuries, accidents, and downtime.

Let's get into it.

What Is A Hazard?

According to OSHA, "A hazard is the potential for harm (physical or mental). In practical terms, a hazard often is associated with a condition or activity that, if left uncontrolled, can result in an injury or illness. Identifying hazards and eliminating or controlling them as early as possible will help prevent injuries and illnesses" (osha.gov).

4 Types of Workplace Hazards:

Safety Hazards

Safety hazards are the most common type of hazard to watch out for. According to OSHA, safety hazards are ones that, "can cause immediate accidents and injuries. Examples are hot surfaces, broken ladders, and slippery floors. Safety hazards can result in burns, cuts, broken bones, electric shock or death" (Osha.gov). According to the National Safety Council, in 2016, 34,673 people in North America have died in falls at home and at work. Therefore, it's incredibly important to pay attention to these types of hazards and mitigate them whenever possible. Safety Line Worker defines safety hazards as the following:

Anything that can cause spills or trips such as cords running across the floor or ice
Anything that can cause falls such as working from heights, including ladders, scaffolds, roofs, or any elevated work area.
Unguarded and moving machinery parts that a worker can accidentally touch.
Electrical hazards like frayed cords, missing ground pins, and improper wiring
Confined spaces.

These types of hazards can arise in the majority of workplaces which is why it's so important to pay attention to your working environment and make sure that both employees and employers are being kept safe from these potential hazards.

Biological & Chemical Hazards

OSHA defines biological and chemical hazards as "agents that can make you sick...and that can get into your body through the nose, mouth or skin to cause harm" (Osha.gov). And unfortunately, no single workplace is immune from biological and chemical hazards. Some examples of these types of hazards include blood and bodily fluids, mold, airborne pathogens including the common cold, and more. Because there's such a wide variety of these that can arise any moment, it's crucial that employers and safety managers keep an eye at these risks and encourage employees to stay home if they're sick and to notify employers if they see any of these hazards arise.

Physical Hazards

Physical workplace hazards are some of the most common types of hazards people think of when they consider workplace safety. The Physical Capacity Profile Testing System is designed to keep physical hazards at bay and make sure that employees and employers are safe. However, because physical hazards are one of the most common type of workplace safety issue, it's important to identify what can be considered physical hazards. According to OSHA, physical hazards are "factors within the environment that can harm the body without necessarily touching it.

Physical Hazards include:

Radiation: including ionizing, non- ionizing (EMF’s, microwaves, radiowaves, etc.)
High exposure to sunlight/ultraviolet rays
Temperature extremes – hot and cold
Constant loud noise

Ergonomic Hazards

Ergonomic hazards are another form of physical hazard that is important to watch out for. OSHA defines these hazards as, "Occurring when the type of work, body positions and working conditions put strain on your body. They are the hardest to spot since you don’t always, immediately notice the strain on your body or the harm that these hazards pose. Short- term exposure may result in 'sore muscles' the next day or in the days following exposure, but long-term exposure can result in serious long-term illnesses". Ergonomic hazards include:

Improperly adjusted workstations and chairs
Frequent lifting
Poor posture
Awkward movements, especially if they are repetitive
Repeating the same movements over and over again
Having to use too much force, especially if you have to do it frequently
Vibration

The PCP Testing System is a great way to mitigate ergonomic hazards, as it tests employees post-employment to ensure that they're safely doing their jobs, especially in more physically demanding industries. The PCP Testing System tests range of motion, grip strength, leg strength, lifting/endurance, pinch strength and body fat percentage, all of which is designed to keep both employees and employers as safe as possible and reduce injury-related expenses.

In Conclusion

Once you've identified which hazards may arise in your workplace, it's important to focus on how to mitigate them. The Physical Capacity Profile Testing System is a one-of-a-kind testing system that's used by medical teams for post-offer or pre-employment physical exams, fit for duty, and functional capacity evaluations (FCE’s) conducted on behalf of employers. Companies who have used the PCP Testing System, have experienced the following:

Up to 30% reduction in worker compensation injury rates
10-30% reduction in worker compensation premiums
Allowing your workforce to remain at 100% output
Everyone wins

If you're interested in learning more about the PCP Testing System, click here .

Post-Employment Testing for New Employees

Wed, 23 Mar 2022 19:09:51 GMT

Post-employment testing for new employees can improve workplace safety in your company. Read on to learn more!

Post-employment testing will help you onboard new employees with confidence. It will also allow you to improve workplace safety in your business, which in turn will lead to an increase in profits and fewer worker compensation claims. Therefore, it is vital that post-employment testing become part of your company’s onboarding process. This will ensure the future success and profitability of your company.

Employee Onboarding

The onboarding process will give new employees the information and tools they need to settle in at your company and to deliver excellent work. A positive experience will ensure that these new hires become outstanding performers.

The aim of the onboarding process is also to help new employees build bonds with their colleagues. During this time, they should also be learning as much as possible about your company. They should understand its mission, values, and culture, as well as their role in the company.

New hires need clarity about the job they'll be expected to do. You need to explain their job description and answer their questions. Also, encourage them to view the company website, so that they can learn as much as possible.

They also need to be enlightened about company policies regarding remote work, leave, and other policies.

Post-Employment Testing

The aim of post-employment testing is to assess the abilities and skills of new employees after they're hired. The process involves different types of testing.

Physical Testing

Physical testing is necessary, especially when the job is going to involve manual labor. If it is performed well, it will also lead to lower worker's compensation claims for your company. Physical testing considers if a candidate has the physical abilities to perform the duties for which he has been hired.

Steps in the Test

The physical test can be broken down into different sections:

The candidate's flexibility is tested through a series of movements. These are guided by an assessor to test their range of motion. This can also involve resistance testing.
The candidate's ability to balance is assessed through a few simple tests, such as walking on the curb of a sidewalk. The assessor observes these tests.
The candidate is asked to do some of the physical tasks that they will be required to do as part of their jobs. This could include lifting a heavy object, climbing a ladder, or navigating equipment.
Strength and endurance are also assessed. This will provide insight into how long candidates can last when they perform their required tasks.

The better a candidate performs on these tests, the less chance that they could be injured while doing their job.

Medical Examination

The candidates will undergo medical testing to determine if they're capable of performing certain tasks. The employer will then be able to determine if the new hire is healthy and ready to take on the tasks to be able to do for his job.

The medical tests can include optical tests, cardiovascular assessments, hearing or audiology tests, and respiratory system examinations. The candidate's available medical history will be considered. These include the medication they are currently using and their general health status.

The Physical Capacity Profile Testing System (PCP)

The Physical Capacity Profile Testing System (PCP) system uses state-of-the-art proprietary software. The software collects multiple-strength measurements in 30 minutes. The healthcare practitioner and employer can get access to the test report results within minutes.

The system is ADA and HIPAA-compliant and has passed EEOC audits. You can visit Physical Capacity Profile (PCP) to learn more about the testing system.

Benefits of the PCP Test

The PCP testing system delivers the following tangible benefits to companies:

Companies have lower workers' compensation payouts.
Legal expenses are lower as a result of fewer workers' compensation claims.
Employees miss fewer workdays as a result of work-related injuries.
Companies can see their profits increase as a result of hiring staff that are physically able to perform.
Companies can expand their pool of qualified workers.
The employer saves on medical costs.

The employee onboarding process is about providing employees with the information they need to be successful in their new positions. You also make them feel welcome at your company and help them form valuable partnerships with their new colleagues.

You need to make sure they’ll be able to cope with the physical demands of the job, especially if it’s going to involve a lot of manual labor. The PCP testing system will provide you with the test results of candidates, giving you peace of mind. To learn more about the PCP Testing System, click here .

The 4 Best Employee Onboarding Practices

Mon, 14 Mar 2022 19:25:02 GMT

Setting the right tone for your new employees is important. The onboarding process can be very successful when you use the right practices.

The employee onboarding process essentially sets the foundation of the employer and employee relationship. Because onboarding is the first impression an employee will have of their new job, it’s incredibly important for employers to prioritize performing the best onboarding practices while also ensuring workplace safety.

Post-Employment Testing

One of the first things to consider during the onboarding process is post-employment testing. Before onboarding new employees, you need to determine the best position to place them in. It's important to test employees strength, flexibility and mobility to ensure that they're being placed in a position that they are comfortable in, especially in more physically intensive jobs. When you perform post-employment tests, it helps you best place your new employees, and makes sure that everyone is safe and happy.

Workplace Safety

There are different types of tests that are conducted for different workplaces. For more physically demanding jobs and industries such as manufacturing and construction, particular tests that examine the strength of your employees is important, as their daily tasks entail lifting heavy items. You may even want to do health testing, to ensure the overall well-being of your potential employees. The Physical Capacity Testing System is a one-of-a-kind post-employment safety test that will ensure both employers and employees are as safe as possible.

The PCP Testing System has 23 strength measurements and can be completed in just 20 minutes. It tests range of motion, grip strength, leg strength, lifting/endurance, pinch strength and body fat percentage. The test helps employees maintain a safe workplace and reduce injury-related expenses. The medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines. The PCP Testing System is ADA and HIPAA compliant and has successfully undergone EEOC audits.

Create An Onboarding Program

If onboarding employees is something you do frequently, it’s helpful to come up with a step-by-step program that helps you to standardize this process. This way all employees go through the same process.

When creating an onboarding program you need to provide mentors and set goals . You may need to create different programs for different circumstances. This will help you create the most successful onboarding program that’s relative for each employee.

Set Job Roles

You can make onboarding programs for specific job roles, especially for more complex jobs. This helps each person in that role to have a thorough understanding of what’s expected from them.

Remote Jobs

You may have new staff who are going to work remotely. Due to COVID-19 working remotely has become more common. This will require a different type of onboarding program that introduces new employees who are working from home.

Prepare for The First Day

The first day is arguably the most important day for your new employees. They're eager to get started with their new job and probably have many questions. It’s so important to plan for this day, so your new employees have a positive first-day experience.

These are just a few things that you should consider for their first day:

Introduction to the team. Your current employees are going to be working with your new employees, so it’s important to set a good tone for their work relationship. You can plan fun ways to introduce them to your team. For example, during lunch break, you could perform icebreakers.
Informing them of office rules and responsibilities. There are set office rules and protocols that you want to be followed by your employees. This is when you make them aware of their rules and responsibilities, so you make them aware of your expectations.
Showing them their daily tasks. Once your new employees are feeling more comfortable and know the basics about the office, you need to get into the details of their tasks. This is where you show them all the tasks required from them and how they can go about doing them.
Answering questions. As much as you can plan to prepare your new employees on the first day, they still may have some questions and concerns. It’s important to leave time for this, so they can finish their first day confidently.

Plan Frequent Check-Ins

After the first day, you’ll notice your employees settling in. This doesn’t mean your onboarding process is complete. Starting a new job can be challenging, so ensure that you make them feel comfortable and heard by doing frequent check-ins. Ensure their manager, or assigned buddy is helping them stay on top of their new work.

Assigned Buddy

It can be challenging to check up on all of your onboarded employees constantly, as you have limited time. It’s a good idea to assign a work buddy that will be working close to them so that they can be in contact quite often.

This will help your new employees to feel more comfortable, as they know they have an allocated colleague who will help them out when they need it. Assigned buddies can also report to you, to let you know the progress of the new employees and whether they have any concerns.

If you onboard your new employees using these practices, you’ll find that they become efficient, hard workers. You should want your new employees to feel welcomed and excited to work with you. The onboarding process truly sets the tone for their work experience, so make it a good one! If you'd like to learn more about implementing a standardized safety program, click here to read more about The Physical Capacity Testing System.

Benefits of Onsite Testing for Post-Offer Employees

Fri, 04 Mar 2022 19:10:27 GMT

Are you experiencing injuries and workplace safety issues onsite your workplace? Testing post-offer employees can reduce this issue.

Workplace safety is one of the most important factors of a successful, and happy business. It’s therefore important to test all of your employees to ensure that they're safe, and fit for duty, especially if they're working in physically demanding industries such as manufacturing and construction. Having a workplace safety program or machine onsite can be even more beneficial, as it ensures that employees will be as safe as possible at all times. Below are a few of the benefits of having onsite testing for post-offer employees. Through computerized software, a comprehensive collection of 28 maximum strength measurements are collected in as little as 20 minutes. Results are available in seconds for both the medical team and employer. The medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines. The PCP Testing System is ADA and HIPAA compliant and has successfully undergone EEOC audits. Therefore, the PCP Testing System is the best test to have onsite to ensure the safety of both employers and employees.

Below are some of the benefits of onsite testing:

Tests Become More Accurate

When you test your post-offer employees onsite, you can get a more far clearer picture of their physical capabilities. Because employers would be testing employees in the exact environment that they’ll be working in, they'll be able to get the most accurate reading on their capabilities. The Physical Capacity Profile Testing System is a one-of-a-kind post-offer safety testing system that tests employees to ensure that they're safe and fit for duty.

Testing True Scenarios

One way testing becomes accurate onsite is through practicing true scenarios. Offsite testing centers may not test your post-offer employees in specific scenarios. They test their overall strength, flexibility, and resilience.

Testing onsite allows you to use real-life scenarios that’ll be relative to the work they're being hired for. For example, if they’re working on a construction site, you can test their ability to carry heavy bags of concrete mix.

Using Onsite Equipment

When you practice the tests onsite, you use the equipment that your employees use. They can practice using any equipment you use such as cranes, forklifts, or scissor lifts. This shows if they’re capable of working heavy equipment.

Using Your Staff

It doesn’t take many people to conduct a physical test. However, this depends on how many post-offer employees are being tested at once. The advantage to having a safety testing system on site is that you'll have staff who know the standard of work expected from new employees, to help you run the tests. This can help employers ensure that they place their new hires in positions that they're qualified for so they don't get hurt.

You Save Time and Money

Performing onsite testing is financially beneficial. When you do off site testing. you create unnecessary stress and costs, and added time. Having a safety testing system onsite helps employers focus more time, energy, and funds on other aspects of the company.

Saving Your Time

When your tests are being performed offsite, you could experience more issues. The results may not be recorded properly, they could lose information, or they may not test accurately. This can cause unnecessary mistakes that result in time wasted.

Onsite testing also saves time, as you’re able to test many candidates at once. On top of that, you can also orchestrate post-employment testing at the same time!

When you do tests onsite, you can also receive the results sooner. You don’t have to wait for it to be sent to you from another location. This allows employers or safety managers to place employees in suitable positions quicker.

Saving Your Money

It’s always a massive benefit when you can save money by cutting costs. Performing tests can become costly, especially when you’re practicing them offsite. There are many different ways onsite testing can be cost-efficient.

One big cost that will be eliminated is the venue. You don’t have to pay for an external venue to hold your tests. You save on the location and pay less for labor as your staff can conduct the tests, with supervision from an expert.

Testing and Training Workplace Safety

Being onsite allows you to take the opportunity to teach and test workplace safety. Workplace safety is crucial to consider when hiring new people, as you want to hire employees who will follow these safety protocols. Watching them being tested onsite helps you to gauge if they have a good idea of practicing workplace safety.

Training Your Post-Offer Employees

When you hire and onboard new employees, you dedicate time to training them properly. This can be very time-consuming, so why not start your training sooner? You can use this opportunity together to train your post-offer employees about the basics of the job.

At the end of the day, it’s your choice to decide between offsite and onsite testing. There are pros and cons to each one. Onsite testing has many benefits that can make both your post-offer employee testing and post-employment testing successful. Choose a method that makes sense for you and your employees. If you are interested in incorporating an onsite safety testing system, click here to learn more about the PCP Testing System.

4 Best Practices for Workplace Safety

Tue, 01 Mar 2022 17:56:10 GMT

Your employees' safety is important, so you need to prioritize it. Office practices must be put in place to ensure workplace safety and employee satisfaction.

1. Perform Post-Employment Testing

The Physical Capacity Testing System is beneficial when hiring and onboarding new employees. PCP testing is used to determine whether an employee is fit to perform a certain job, particularly in industries that demand a higher amount of physical labor.

These post-employment tests help to determine if your employees are still fit and capable to perform the daily tasks. There will be times when we experience illnesses and injuries that may disrupt our capabilities of fulfilling our tasks at work, which is why it's important to implement the testing in a workplace.

Frequently practicing post-employment testing will improve workplace safety, especially when it comes to injuries. You get to determine your employees' physical limitations, so this prevents any injuries from happening in the workplace.

2. Eliminate Any Hazards

To keep your employees safe. Ensure there are no life-threatening hazards in the workplace by having frequent checks to make sure all hazards are eliminated. These are some common office hazards you need to keep up-to-date with.

Fire Safety

You need to reinforce fire safety in your workplace, by ensuring there are no threats of possible fire breakouts. This can be achieved by monitoring any fire hazards in the office that could become a possible threat. You also have to have a fire extinguisher on hand, in case an emergency does occur.

In the case that a fire does start, it’s important to have a controlled, safe procedure in place of what to do in such an event. There also needs to be an escape routine that helps you get through worst-case scenarios. Even though you’re practicing methods to prevent this from happening, it’s vital to prepare for it.

You and your employees can be prepared by practicing fire drills frequently. This helps them to know the procedures that must take place in such an emergency. It also makes them aware of the fire escape routes, so they can all get out safely.

Air Quality

Air quality plays a big role in your employees' long-term health. This can gradually impact your employees by creating underlying health issues that harm them in the long-run.

It’s important to track the air quality in your workplace. There may be harmful substances in the air impacting your employees. Make sure there’s no mold, carbon monoxide, or pesticides that could be at a harmful level.

Another thing to consider is the ventilation in the office. There needs to be a good amount of ventilation in the office, so people are getting enough fresh air. Oxygen is so important for workers to be productive and healthy. Open windows and doors, so there is good airflow.

If you’re using an aircon, you can leave doors and windows closed, but ensure the aircon filters are clean. This helps to keep the air coming in through the aircon clean and safe.

3. Create A Safe Working Environment

Your employees deserve a safe work environment that is good for their health. Keep it clean, tidy, and clutter-free. This makes it a safer workplace for everyone. A messy environment can lead to many detrimental issues such as the following:

Slipping. If the floor is mopped and a warning sign isn’t visible, it could be a slipping hazard and this may result in injuries.
Tripping. When the office is messy and cluttered, it becomes a tripping hazard. Anyone can trip on the clutter and hurt themselves.
Ergonomic injuries. These injuries are a result of sitting in uncomfortable office chairs for countless hours. Provide your employees with comfortable chairs. Motivate them to get up and walk around occasionally.

4. Focus on Responsibility

All these office safety tips are only effective when all employees take part in them. Reinforce the importance of everyone taking part in keeping the workplace safe. Each employee must have responsibilities that help them to keep the work environment safe and healthy. A few responsibilities you should reinforce with your employees include:

Clean up after yourself. If you make a mess in the office, you need to clean up after yourself. This avoids the mess and prevents any accidents from occurring.
Follow safety protocols. Employees must take the time to memorize and remember the safety protocols . This means they’ll know what to do in the case of an emergency.
Keep your part of the office up to standards. The office will be a safe environment if each person keeps their area clean and hazard-free.

Although it’s unlikely for your office to burst in flames or for someone to slip and fatally hurt themselves, it’s still better to be safe than sorry. Your employees are so important, so it’s vital to put their workplace safety first. In order to learn more about the PCP Testing system and how it can help maintain a safe working environment, click here .

Recruitment and Selection Strategies for a Modern Workforce

Mon, 21 Feb 2022 20:41:57 GMT

The modern workforce is changing and adapting. How do you make your recruitment selection process effective and still ensure workplace safety?

Your workforce is the foundation of your business. Therefore, it’s crucial to ensure your recruitment and selection process is effective. This process must be up-to-date with the modern world, so you employ people the right way. You also need to keep the safety and protection of your employees in mind as you go through this process.

Improve The Interviewing Process

The interviewing process is an essential part to consider when improving your recruitment and selection strategies. You need to work on adapting your interviews to suit a modern workforce. This will intrigue candidates, and you’ll get to learn more about them holistically. These are just a few tips that will help you to conduct a successful interview:

Ask interesting questions . The questions are what make an interview. If you want to impress your candidates and make them excited to possibly join your workforce, ask them questions that are creative, but still relative to the job. From this, you’ll also gain a better perspective and understanding of your candidates and who will be suitable for the job.
Determine their capabilities. At the end of the interview, you want to have a good idea of the candidate. Avoid asking surface-level questions only, and ask specific questions about their capabilities. This will help you to determine if they’re suitable to take into the next phase of the recruiting process.
Explain what your company does. Your candidate should leave the interview knowing more about your company. You must take the time to explain your goals and objectives, the products and services you provide, as well as any additional information that explains what your business is about.

Providing Your Employees With Benefits

You want your team of employees to feel comfortable and satisfied at their job. The benefits you provide help both your potential employees in the onboarding process and your employees who are already part of the team.

The working world has become competitive, as there are so many job opportunities available. There may be other job descriptions in your field that entice all the potential employees that would be suitable for your workforce. This makes it important for you to show potential candidates why you’re the best option.

Focus on Workplace Safety

Many applicants look for perks such as flexible hours, bonuses, and promotions, but workplace safety is a primary concern. Ensuring employee safety is a benefit every company should provide. Providing healthcare and post-employment tests can help to secure your employees' safety. Implementing a safety program such as the Physical Capacity Profile is integral to ensuring the safety of both employers and employees.

The PCP Testing System

The Physical Capacity Profile tests employees’ physical and functional capacity to see if they’re fit for the job.

Benefits of using PCP Testing System

There are many benefits that come with PCP testing. It’s proven to be useful to companies, as it eliminates many unnecessary costs. It also benefits employees, as it protects their safety and health. These are some reasons why you should look into using the PCP testing system:

Fewer injuries from work. Due to the PCP test, there will be a large decrease in work-related injuries. This is great for the company and its employees. Because there are fewer injuries, employees get compensated well when injuries do occur.
Fewer legal expenses. When work injuries occur, it can be legally detrimental for a company, and this becomes costly. If there are fewer injuries happening, less legal impact for the company. It’s assuring to know your employees can work safely and efficiently, without the threat of injuries.
Hiring people fit for the job. You want to hire people who are a good fit for each job role, so tasks run smoothly. PCP testing allows you to find potential employees who will work efficiently.

The Importance of Post-Employment Testing

Testing candidates before hiring them is important. Post-employment testing occurs after a potential employee is hired and assesses skills and ability . During a post-employment test, you go through tests such as the following:

Flexibility.
Scenario assessments.
Strength testing.
Assessing injuries.

Medical examinations are also done to determine if you’re in good health. This can include eye, hearing, respiratory, and cardiovascular tests. The employee's medical history helps to give a better picture of their health and abilities.

In Summary

You need to adapt to the times and make your job offers safe and welcoming for potential candidates. Ensure employee safety, while hiring employees that are the best fit for your team! To learn more about The Physical Capacity Testing System, click here .

5 Ways Employers Can Mitigate Workplace Fatigue and Burnout

Fri, 11 Feb 2022 20:51:46 GMT

According to The Mayo Clinic, workplace burnout is a special type of work-related stress — a state of physical or emotional exhaustion that also involves a sense of reduced accomplishment and loss of personal identity. Although burnout isn’t technically a medical condition, its effects can be vast and have dramatic effects on both managers and employees. The sources of most workplace burnout are far ranging and can be caused by anything from not enough vacation time, lack of interest in your job, dysfunctional workplace dynamics, hazardous working conditions, and more. Therefore, as you can probably imagine, mitigating workplace burnout amongst employees is a must for any employer. If employees are experiencing effects of burnout, their work and productivity suffers, leaving them and the company in a worse place than before they even began the job. In this article, we’re going to discuss five tactics that employers can implement in order to mitigate workplace fatigue and burnout.

Let’s dive in.

When addressing workplace burnout, it’s important to recognize the signs of symptoms of it. Ignored or unaddressed job burnout amongst employees can look like the following: excessive stress, fatigue, sadness, anger or irritability, high blood pressure, and vulnerability to illness. Although burnout takes many different forms, it’s important to recognize the symptoms so you’re able to quickly address them before matters get worse. Once workplace burnout has kicked in, however, that doesn’t mean you aren’t able to turn it around. Here are five ways to do address workplace burnout once it’s set in and/or before it has:

Promote Work/Life Balance

There’s numerous ways employers can help promote work-life balance - not just for employees, but also themselves. It’s been shown that a good work-life balance does wonders for job performance and employee morale, in turn, curbing employee burnout. Luckily, in today’s economy and post-covid workplace environment, flexible and remote working is becoming more and more popular. Employees who have the option to maintain a hybrid work schedule, or choose to work remotely, have been shown to suffer from burnout less. That’s not to say that working from home is a cakewalk, because that too comes with its own set of struggles and challenges. However, if employees are able to provide employees with the option to work from home when they want to, it’s not a bad idea. If this isn’t suitable for your company, however, there are other ways to promote a healthy balance between life and work. Encouraging breaks amongst employees and focusing on productivity rather than the number of hours put in are two more ways to give employees more balance in their lives. Additionally, incorporating time for employees to volunteer during working hours has shown to improve employee morale. According to the Pew Research Center, millennial are more motivated by social action rather than simply just getting paid when looking for employment. Therefore, taking this into account when trying to facilitate work-life balance could majorly help decrease employee burnout and fatigue.

Encourage Employees to Use Vacation Time

According to 2022 studies, more than half of Americans (55%) don’t use all of their paid time off. And, 52% of employees with PTO say they've worked during their time off! ( https://www.zippia.com/advice/pto-statistics/ ). As shocking as this may be to some, this is sadly the reality for a large portion of our employees. And, lack of paid time off is one of the fastest ways employees can begin to suffer from employee burnout. So, how can you motivate employees to take that time off? One of the best ways is to lead by example. In an interview with HRD , Arianna Huffington said that self-care is a vital investment in leadership. “I had bought into that collective delusion that in order to succeed, you just have to sacrifice your health,” says Huffington. Quite the contrary, however! Using vacation time and taking healthy breaks is crucial to workplace success and also greatly decreases workplace burnout.

Prioritize Workplace Wellness & Safety

One of the main ways employers can support employees is to create a safe and healthy work environment. If employees feel safe, they’re much more likely to be happy at work and motivated to succeed. Additionally, a safe and healthy work environment doesn’t only protect employees from injury and illness but it also reduces employee absence, burnout, and turnover. Implementing an official safety program is crucial to maintaining a healthy workforce, especially for industries that offer physically rigorous jobs such as manufacturing and construction. The Physical Capacity Profile Testing System is a one-of-a-kind program that companies all over the country use for post-employment testing, which ensures that their employees are safe. Utilizing state-of-the-art proprietary software, the Physical Capacity Profile (PCP) machine completes a collection of multiple-strength measurements in as little as 30 minutes. Test report results are available to the medical professional and employer within minutes. The PCP testing system is ADA and HIPAA compliant and has successfully undergone EEOC audits. To learn more about The PCP Testing System, click here .

Practice Open Communication

Creating a work environment where open communication is practiced and welcomed is a surefire way to foster a healthy work environment and reduce employee fatigue and burnout. In a survey on the importance of communication, Fierce, Inc. found “86 percent of respondents blame lack of collaboration or ineffective communication for workplace failures.” Without clear communication, employees lack direction and guidance, which can increase frustration and decrease motivation. To prevent this from happening, employers should lead by example and not only openly communicate with their employees but also encourage managers and employees to engage in open communication as well. In Listen!: The Art of Effective Communication , Dale Carnegie & Associates writes, “The truth is, communication creates—or destroys—relationships.” When employees are unsure of what they’re supposed to do, who they’re supposed to be in contact with, and what they should expect from their jobs, they’re much more likely to suffer from burnout and sadly, care less about their job. Practicing open communication strengthens employee morale and increases trust. Additionally, it can hold individual employees accountable, which in turn, encourages them to fulfill their specific job and feel more ownership over their work. When employees feel like they really do have power and authority over their work, they’re far less likely to experience employee burnout.

Create Goals and Career Paths

According to Indeed, a career path is a career development program employees follow to advance in their role at your company. It’s essentially a time line that provides short and long-term goals for employees to accomplish so that they can move up ranks in their company. When employees view their jobs as a career rather than a placeholder in their lives, they’re much more likely to experience increased morale and performance. According to SHRM, employees cited a lack of opportunity for growth and advancement among the top five stressors at work ( https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/how-managers-can-help-stressed-workers-.aspx ). By providing employees with room to grow in their jobs, employers can encourage their employees to rise to the occasion.

According to The American Psychological Association, 61% of people reported experiencing workplace stress, which can take the form of anxiety, anger, fatigue and burnout. And, according to the American Institute of Stress , job stress costs U.S. companies over $300 billion annually due to accidents, absenteeism, diminished productivity, employee turnover, workers’ compensation and direct medical, legal and insurance costs. Therefore, it’s absolutely crucial for employers to employ practices that can reduce employee stress, boost morale, and decrease burnout. Instituting the five practices mentioned throughout this article are guaranteed to help and help foster a positive and motivating work environment. PCP Works is committed to helping employers do everything they can to create healthy and safe work environments. To learn more about PCP Works, click here .

How PCP Testing Reduces Workplace Injuries

Tue, 16 Nov 2021 17:33:29 GMT

Post-employment tests are carried out by employers to vet the final candidates for a job. This is to be sure that whoever gets the job is physically fit for it so injuries are reduced and/or avoided.

It's common in the sports world for athletes to undergo medical testing before huge contracts are completely sealed. The physical tests are done to check that no injuries will impede the athlete's optimal performance. This practice has permeated other industries and workforces because it's incredibly beneficial in helping employees stay safe and free from injuries. Post-employment testing is a method employers have embraced to determine the physical abilities of prospective employees. Many of them use it to confirm that the individuals considered for employment can perform, with ease, the tasks demanded by the job. The Physical Capacity Profile Testing System is a great way to implement a safety program in the workplace and ensure that both employers and employees remain safe and unharmed while working.

So, how can the PCP Testing System benefit you? Let's dive in.

About the PCP Testing System

Organizations that prioritize workplace safety carry out a standard medical examination to understudy their employees' skills when they hire them. The post-employment test helps determine if a candidate can withstand the physical rigors of the job, and in turn, ensures that the employees will remain safe while working. During the test, employees are often tested for different physical and medical features, based on the particular job demands. Many post-employment tests measure body fat and weight, weight lift limits, limb strength, and range of motion.

The post-employment test also ensures that the employee does not have a pre-existing medical condition that could be triggered by the position for which the company has hired them. However, if such a condition is detected in the employee during the post-employment test, the employer becomes aware of it and is at liberty to accommodate the shortcomings. Human Resource managers who use post-employment testing delegate this task to qualified medical professionals who create a testing schedule based on the demand and rigors of the job. It is important to have a consistent measure for every position in an organization.

When To Do Post-employment Testing

Post-employment testing is done after an offer has been given. It precedes placement. This means that the soon-to-be employee is yet to start working in the position they had applied for. After placement and resumption, the employer or agent may no longer request any medical information. Also, the employer or agent cannot request medical information from a candidate until an offer of employment has been sent. The offer of employment creates a narrow window of opportunity for the employer to detect any medical conditions or disability that needs to be considered before resuming the job.

How The PCP Testing System Mitigates Injury

Post-employment testing is usually completed within 30 minutes. The test is specific to the job role and analyzes the candidate's physical abilities for the role. The requirements of a specific task may involve asking the employee to push or pull safely, lift weights or squat, or do other physical tests. The job offer may be withdrawn if the candidate fails the test. In some cases, the candidate can retake the test after a certain period. Besides physical tests that check for posture, flexibility, and joint integrity, the employer may also need the employee's medical history. A standard cardiovascular test often follows this comprehensive evaluation. The medical professionals whose duty it is to carry out these tests send the report outline to Human Resources. If an employee is incapable of performing heavy-duty tasks, such an employee will not be assigned to such tasks, leading to mitigation of risks in the workplace, thereby ensuring workplace safety.

The Major Benefits of Post-employment Testing

Post-employment testing ensures that an organization has a workforce that can safely and efficiently carry out its duties. Having workers with a higher chance of injury reduces the efficiency of operations. The post-employment test also prevents potential workers compensation fees in the event of an injury because the injury rate is reduced. The PCP Testing System therefore improves worker retention as losing a worker can also lead to further losses for the company.

Post-employment tests are advised for managers of organizations to minimize employee risk. Employees are also motivated to give their best when they realize that they are in an organization that cares about their wellbeing. It is a good practice that should be maintained in all organizations. To learn more about our PCP Testing System, click here .

How to Mitigate Health Issues Caused by Remote Working

Thu, 04 Nov 2021 15:45:51 GMT

Get your remote-working employees safely back to the office. Have them tested before putting them into physically demanding positions in the workplace.

Millions of employees have been working remotely since the start of the Covid-19 pandemic. While many of us have been enjoying an improved work-life balance, there have been downsides that have impeded the health of some workers. Employers need to inform employees about the dangers of spending hours sitting down in chairs which weren’t designed for prolonged use as this may lead to serious health complications. Employees also need to understand the benefits of moving around regularly and exercising. When remote employees return to the office, it’s important to remember that their physical strength and fitness may not be the same. Before you put them in physically demanding positions, you need to test if they will be able to handle the duties you want to assign to them. If these employees get injured, you may face workers’ compensation claims.

Testing Returning Remote Workers

In a bid to ensure workplace safety, returning remote workers need to undergo fit-for-duty testing.

The Physical Capacity Profile® (PCP) Testing System can help your business put a safe return to work in place.

The Physical Capacity Profile (PCP) Testing System

The PCP testing system has undergone EEOC audits and is also ADA and HIPAA compliant.

How Does the PCP Test Work?

The testing system provides you with comprehensive test results in only a few minutes. You get notified when the report has been uploaded.

The comprehensive physical exam and medical review includes a variety of tests. The strength of the upper and lower extremities is measured, lumbar range of motion and the mobility of the lower extremities are tested. The PCP system also considers the employee’s greatest lifting capability. It highlights safe techniques for lifting, as well as a Spirometry test and fitness.

Benefits of Testing Returning Remote Workers

Testing remote workers with this system will reduce work-related injuries and improve workplace safety. You should have fewer workers’ compensation claims.

The company’s productivity will also increase if you place these employees in positions that they are capable of doing. Your business will save on medical costs.

Is it Legal?

According to the EEOC’s guidelines for employee selection procedures, it’s legal to do fitness for duty testing. Companies can’t discriminate against disabled workers who are qualified and capable of performing the job.

Health Issues Caused by Remote Working

Working from home has its own unique health challenges, but it’s essential that you encourage your employees to stay as healthy as possible.

Strain to the neck, back and shoulder muscles from leaning forward too long to look at computer screens, tablets or smartphones. Headaches and muscle spasms are common symptoms, but in severe cases discs in the neck or back can even rapture.
Working full time on a laptop causes your body to hunch forward and you don’t have proper support for your wrists. You can also end up with repetitive strain injuries in your fingers and hands.
Desk workers sit still for too long and this has increased with remote working, as people are less inclined to move around. Your mental health can deteriorate and your brain actually works better when you’re moving around.

How To Avoid Health Issues

The following tips will help remote workers stay healthy:

Make sure you have good back support and that your chair can adjust to the right height.
Your chair must support your body weight so that all your weight is not resting on your spine.
Move your shoulders and neck often to keep the blood flowing.
Sit at a desk or table.
Try to use a separate keyboard and mouse as this will help you keep your forearms horizontal.
The top of the screen must be level with your eyes. You may need to use a laptop stand.

Encourage Your Employees To Stay Healthy

As the employer, you need to lead by example. Send your employees the message that activity is important. You can do this by showing senior leaders away from their desks, doing exercise and taking proper lunch breaks.

Encourage team building where people step away from their desk, such as walking challenges, and provide employees with exercise guides.

Final Thoughts

Encourage your remote employees to stay as fit and healthy as possible while they work from home. It will be easier for them to handle physically demanding positions when they return to the office.

Post-Employment Testing: Everything You Need to Know

Fri, 29 Oct 2021 15:42:27 GMT

Physical post-employment testing is not as intimidating as it sounds. In fact, it can be quite an easy process with the right resources and guidance.

Post-employment testing assesses the skills and abilities of potential employees after they get hired. When a job requires manual labor, physical testing is necessary to measure the abilities of the candidate and their capacity for the tasks required within that position.

To assess the physiological aspects of a candidate, an employer may need to conduct a physical test post-offer of employment. Physical testing assists in lowering the workers compensation injury rate by measuring the abilities of the candidate to prevent possible injury on the job. This type of testing plays a vital role in ensuring workplace safety. One can always run through the details of a test with Human Resources as well as health and fitness professionals to make sure you’re conducting an ethical and thorough assessment of the employee.

Physical testing (also known as physical capacity testing) assesses the abilities of the candidate to find out if they have the flexibility and strength to complete the tasks required for the job. The assessment is often broken down into a few sections:

Flexibility Testing

The candidate needs to do a series of movements guided by the assessor to test their flexibility and range of motion. This may involve some resistance from the assessor as well.

Dynamic Balance

The challenges in this category assess the balance of the candidate. They are simple tests that the candidate may perform on their own with the assessor observing, such as walking upon the curb of a sidewalk.

Scenario Assessment

Before the full-strength testing is conducted, the candidate plays out scenarios designed to mimic those they will encounter on the job. This could entail climbing a ladder, navigating equipment, or lifting a heavy object.

Strength and Endurance

Finally, the assessor will test the candidate’s ability to perform physical tasks to measure their strength and endurance.

Assessing Injuries

A crucial aspect of physical capacity testing is assessing the abilities of the employee. They want to see how well they perform a task or how well they perform a fitness challenge. The data taken from this assessment addresses injury prevention. If the candidate performs well, then there is less of a risk that they will be injured whilst doing the work on the job.

Another vital part of this type of testing is the assessment of old injuries and how well the employee has recovered. This type of testing prevents strain upon the employee as they conduct their work. Injury assessment analyses how well the injury has healed as well as how much the employee can safely take on.

Strength Testing

Strength testing assesses the strength and endurance of a candidate to see if they are able to do the manual labor required for the position. It also tests how well they perform a task, which can be an indicator of the employee’s potential to the assessor. It provides insight into how long the candidate lasts performing these tasks, which also shows the extent of their stamina or endurance.

Strength testing is particularly useful now in the era of the pandemic, as some candidates may be in recovery from the effects of the virus. These effects can weaken the body and impact people in many physical ways. The strength and endurance assessment are great ways to determine how well the muscles have recovered after taking such a hit.

Medical Examinations

For certain tasks required on the job, simply testing the skills and abilities of the candidate is not enough. One has to do a medical examination to provide very specific data that will ascertain whether the candidate is capable of conducting certain tasks. In turn, this will secure workplace safety. Medical examinations are also conducted to assess the health of employees and ensures they're healthy.

Some of the tests an employee may encounter when going through medical examinations are eye or optical tests, hearing or audiology tests, respiratory system examinations, cardiovascular assessment. The available medical history will also be looked at, covering medications and the general health status of the candidate.

Physical capacity testing has many uses and specific types of assessment to observe the physiology of a candidate. It is important to understand what kind of testing is required for the work offered and to assess the candidate accordingly. Assessing employees improves the safety and integrity of the workplace. To learn more about The Physical Capacity Profile Testing System, visit our site .

Post-employment Testing: Should Your Employees Return to Work?

Fri, 22 Oct 2021 17:35:39 GMT

It’s important to get injured employees safely back into the workplace. Learn more about how you can determine if they’re ready to resume their full duties.

With so many employees finally returning to the workplace after working remotely due to Covid, it's important to ensure that they're fit for physical jobs that they've been away from. Therefore, it's incredibly important to determine if an injured employee or an employee who has recently recovered from Covid can assume a physically demanding job that they had been previously been working. This is where post-employment testing comes in. It's crucial to test employees to see if they’re fit for duty, or what level of duty, as there’s a risk of re-injury or a need to build strength back post Covid.

When Will Fit-for-Duty Testing Be Done?

Fit-for-duty tests are usually done in the following cases:

An employee is coming back to work after a leave of absence as a result of injury.
Inconsistent behavior needs to be addressed.
A doctor recommends that heavy work should be avoided.
A physician recommends light work. The employee is only allowed to exert the least physical effort in a standing position, or while walking.
Modified or sedentary work is recommended.
A doctor recommends that the injured employee should not be placed in situations that cause irritability and stress.

The Physical Capacity Profile® (PCP) Testing System can help your business perform fit for duty tests and put a safety program in place. And, in this post-Covid era with employees returning after working remotely, having a safety program has never been more important.

The Physical Capacity Profile (PCP) Testing System

The PCP Testing System is compliant with the Americans with Disabilities Act (ADA) and Health Insurance Portability and Accountability Act (HIPAA). It has also undergone Equal Employment Opportunity Commission (EEOC) audits.

How Does the PCP Test Work?

The computerized software of the PCP Testing System can collect comprehensive test results in just 20 minutes and the PCP notifies you when the report has been uploaded.

PCP testing includes comprehensive physical exams and a medical review. It measures upper and lower extremity strength, normal lumbar range of motion, mobility of lower extremities, maximum lifting capability, safe techniques for lifting, fitness and Spirometry.

Benefits of the System

Using this system will increase workplace safety and reduce work-related injuries in your business. As the employer you can ensure that employees with injuries are fully recovered in order to return to work. Additionally, the PCP Testing System ensures that you hire new employees with the required strength to get the job done.

Other benefits of the PCP Testing System to your company and employees include:

Fewer workers’ compensation claims
Fewer work-related injuries that lead to missed workdays
Your legal expenses from workers’ compensation cases will decrease
Workers’ compensation premiums will decrease
The company’s productivity will increase when physically able people get hired
Saving on medical costs of employees.

What Falls Under Fit for Duty Tests and Are They Legal?

The Occupational Safety and Health Administration (OSHA) regards a person as fit for duty if he or she can do their work in a way that is not a danger to themselves or others.

Tests That Fall Into This Category

Post-offer, pre-placement testing - Employers can use these tests to help them determine if employees have a disability and what can be done to help them be successful at their jobs.
Post-employment testing - allows the employer to act before a serious injury can occur.
Return to work - this allows for transitional duties and the injured employee can return to work as soon as they can perform work in any capacity.

Is This Exam Legal?

The EEOC’s Uniform Guidelines to Employee Selection Procedures states that it’s legal for employers to do fitness for duty testing. According to ADA, a business can’t discriminate against disabled employees who are qualified to do a job. Their disability shouldn’t prevent them from being able to perform the job, whether it’s with reasonable accommodation, or without it.

When Can Employees Be Asked To Participate?

According to the EEOC, existing employees can be asked to take part in fit for duty testing in the following cases:

There is reasonable suspicion that the employee suffers from a medical condition that impairs their ability to perform their job functions safely.
There is reliable and evidence that an employee is struggling to perform their essential job functions.
The employee has been absent for medical reasons and is now returning to work.
The employee requests to be accommodated.

Final Thoughts

As an employer, you need to protect your employees and yourself by establishing that they can handle the physical demands of their job. The PCP Testing System will help prevent work-related injuries and limit workers’ compensation claims. You will also be sure that you are hiring people with the strength to handle their jobs which is so important after a long time away from performing physically demanding activities. To learn more about the PCP Testing System, head to our site .

A Physician's POV: How The PCP Testing System Benefits Can Benefit The Medical Field

Thu, 14 Oct 2021 16:45:43 GMT

PCP Works recently went to speak with Dr. Jack Shepherd, Physician and Medical Director with Novant Health Occupational Medicine in Charlotte to get his perspective on the PCP Testing System and how it's benefiting him and his practice. Dr. Shepherd explained that not only has our testing system set a baseline, objective measuring system for safety, but it's also helped increase his business as well. Below are some highlights of our interview with Dr. Shepherd.

About Dr. Jack Shepherd:

Dr. Jack P Shepherd specializes in family practice in Matthews, NC and has over 26 years of experience in the field of medicine. He graduated from East Carolina University School Of Medicine with his medical degree in 1995. He is affiliated with numerous hospitals in North Carolina and more, including Novant Health Presbyterian Medical Center.

Interview Highlights

1. How do you use the PCP equipment at your office?

We use the PCP equipment to perform pre-employment exams for a large, multi-national company that has a plant here in Charlotte. Our use of the equipment is part of a three part process this company uses for their "post-offer" exams. This includes drug screening, a medical clearance exam and then third, they use the PCP test in order to make sure that employees are capable of being able to perform the tasks that they were hired for so that they don't get injured on the job. Novant went out to the plant to learn the level of work that would be necessary for these employees to safely do their jobs without being injured and they then translated that to a score that we use the PCP equipment to measure.

2. What does the PCP Test measure?

The PCP Testing System measures strength, flexibility and some level of endurance. It then gives us an objective score from 0-5, each of which correlate to the Department of Labor's exertion of work levels.

3. What are the different levels associated with?

Everyone has a different level of strength, etc. So, for instance, a level one correlates to a more sedentary job, such as someone who would be at their desk most of the day, and then a level five is someone who would be required to exert the absolute highest possible strength for high-demanding physical jobs, such as a firefighter.

4. What do you like best about the PCP Testing System?

There's so many things that I love about the system but I'd say mainly the fact that we can get an objective, measured value that can then safely place employees in positions that are suited to their abilities. It really ensures the safety of both employees and employers and is suited to everyone. We've tested people of all sizes, races, colors, religions, backgrounds, etc and are really ensuring that the employee won't get injured on the job site.

5. How long does the test take and is it easy to use?

What's great about the test is that it only takes around 20 minutes to perform and is easy to use. PCP Works has given us very comprehensive steps and has trained us how to perform the test so it's fairly simple not only for us, but for the employee who is being tested as well.

6. What did you do before you had the PCP Testing System to measure safety measures objectively?

Before we had the PCP Testing System, we had a really hard time finding an objective way to measure safety. We even tried to create our own type of testing system but nothing has been even remotely as objective, accurate and effective as the PCP Testing System.

To watch the FULL interview with Dr. Shepherd, click HERE.

3 Ways The PCP Testing System Can Benefit Medical Facilities in 2021

Mon, 04 Oct 2021 19:40:51 GMT

Not only can the PCP Testing System increase your clients, but it can also keep your own employers and employees safe and healthy.

The Physical Capacity Profile® (PCP) testing system is used by medical teams and facilities for post-offer physical exams, fit for duty, and functional capacity evaluations (FCE’s) conducted on behalf of employers. Among the many things that make the PCP testing system so special is the fact that the test creates a baseline qualification system that allows employers to test their new-hires to make sure that they're safe while performing their jobs, making it a win, win for both employers and employees. The PCP Testing System has become increasingly more important in industries that require a significant amount of physical labor such as the manufacturing and construction industries. However, an industry that The Physical Capacity Profile® (PCP) testing system has become increasingly more popular in is the medical field for an array of reasons. In this article, we're going to break down the three main ways the PCP Testing System can benefit medical facilities.

Let's dive in.

As mentioned above, the PCP Testing System has a variety of uses. Typically, however, it's used for post-offer employment testing for people working in physically demanding jobs to ensure their safety. The test is typically conducted in a medical facility because it requires a trained facilitator who knows how to use the machine and document the results. Because the test is used in medical facilities - even if it's not used specifically for the employees in that office - it can help these facilities bolster business, attract new clients, and offer a unique service that most don't have access to. Below are three specific reasons why medical facilities should implement The PCP Testing System:

1. The PCP Testing System is a cost-effective solution to reduce the number of patients who are injured on site

When medical facilities decide to adopt the PCP Testing System into their practice, they are able to attract clients who own companies that require an amount of physical labor. So, for instance, a Novant health facility in Charlotte (whose interview you can see here ) has a manufacturing client who expressed the need to test their employees in order to prevent injuries on site. Therefore, after being hired, those employees will take the test and be evaluated in order to ensure they're placed in a position that they're physically capable fit of handling. According to Matt Lashley, the Safety Director of Dry Wall Systems Inc. (who's been using the PCP Testing System for years), the test is a "cost-effective solution that keeps employees and employers protected and safe". The test scores employees on a level 1-5, 1 being the least amount of necessary force they're able to lift or move. Level 5 means that he or she is able to lift 100+ lbs frequently. As Matt Lashley explained to us, "My company does all types of construction including both residential and commercial, so being able to see what levels our employees are at allows us to know what department would be a good fit for that employee. If someone scores a 3, they would never be asked to work in a level 5 environment. The test definitely has helped to keep employees safe".

2. Hospitals and other medical facilities will experience increased operational efficiency by using the PCP Testing System to help them meet their goals

Because the PCP Testing System is so easy to use and provides employers and employees with concrete results, hospitals and medical facilities really can't go wrong with implementing it in their facilities. One of the biggest benefits of the testing system is its efficiency and objectivity. The machine is both ADA and HIPAA Compliant and utilizes state-of-the-art proprietary software to complete a collection of multiple-strength measurements in as little as 20 minutes. Test report results are available to the medical professional and employer within minutes. Medical facilities who currently do use the PCP testing system explain that there really is no other way to be as efficient or as objective when it comes to strength and mobility testing because the PCP Testing System has essentially standardized safety measures. Again, it's a win, win for both employer and employee.

2. It's A One-of-A-Kind Machine

As both Matt Lashley (Safety Director of Dry Wall Systems Inc.) and Dr. Jack Shepherd of Novant Health Occupational Services and Medical Director explained in their testimonials regarding their use of PCP - there really is nothing else like it on the market. When we asked Matt Lashley what his company did before they implemented the PCP testing system, he basically said they didn't know what to do for safety testing. "I like this program so much that it's hard to find anything that does even close to what PCP does for us," explained Matt. Additionally, Dr. Jack Shepherd explained that before his facilities did have the PCP Testing System, him and his co-workers had to create a make-shift safety test that was difficult to use, unpredictable and no where near as objective as the PCP Testing System.

3. The PCP testing system helps hospitals save money by reducing the number of people who leave without getting tested, but are later found to have an illness or disease

Another major benefit of the PCP Testing System is its cost-efficiency. According to pcpworks.com, the testing system creates a whopping 30% reduction in worker compensation injury rates, a 10-30% reduction in worker compensation premiums, allowing your work force to remain at 100% output. Overall, physical ability testing equals fewer injuries and cost savings. And, every company that has implemented the PCP Physical Capacity Testing System has seen tangible benefits. For instance, $1 spent testing returns $6-8 in direct medical cost savings to employers. Moreover, this doesn’t just benefit the employers - it also benefits employees. Many times employees may be unaware of a previous or minor injury that can end up being exacerbated while on the job if they’re not properly evaluated beforehand. Additionally, the PCP Testing System assures that someone who is able to perform at a level 3, for instance, isn’t put into a position where he or she is needing to perform at a level 5 and in turn, gets injured.

The PCP Testing System has shown that it’s as much of a benefit to employees as it is employers, as well as the medical providers who are performing the evaluations. By making sure that employees are in the proper condition to be able to perform at the actual level they're able to, everyone benefits. Not only does this mean that other employees won’t have to pick up the slack for someone who should not be in the position he or she is in, but it also means that injuries will be avoided at all costs. To learn more about the PCP Testing System, click here .

4 Ways Chiropractors Can Benefit from Implementing the PCP Testing System

Tue, 21 Sep 2021 15:54:26 GMT

In this article, we're going to discuss four ways that chiropractors can benefit from implementing the PCP Testing System in their practices and how they can get started doing so right away.

The focus on adjustment, heat therapy and massage is what distinguishes chiropractors from other healthcare specialists. However, in the past few years, there's been a growing trend amongst chiropractors to offer additional services in their practices, such as pre-employment physicals, drug testing and lab work. Offering additional services has increased the value of chiropractors in their communities and strengthened their role as primary care providers. Amongst the additional services that chiropractors benefit from implementing in their clinics is The Physical Capacity Profile® (PCP) testing system. The PCP Testing System is used for post-offer or pre-employment physical exams, fit for duty, and functional capacity evaluations (FCE’s) conducted on behalf of employers. By providing this additional service, chiropractors are able to attract new clients, increase their revenue, and ensure the safety and well-being of employees who work in physical demanding jobs. In this article, we're going to discuss four ways that chiropractors can benefit from implementing the PCP Testing System in their practices and how they can get started doing so right away.

Let's get into it.

How Chiropractors Are Currently Using The Physical Capacity Profile® (PCP) Testing System:

There's a variety of ways in which chiropractors can implement and use the PCP testing system in their practice. The most common way that chiropractors are currently using and implementing the PCP Testing System is by providing employers with occupational health services, such as strength and mobility testing. Because the PCP testing system provides post-offer employment testing, chiropractors can offer this testing service to employers who need to test the strength and flexibility of potential employees. So, for instance, chiropractors can offer post-employment testing to employers or company owners who need to hire employees in a physical, injury-prone industry, such as manufacturing or construction. By providing post-employment testing, chiropractors are able to save employers money on worker compensation claims, and ensure the safety of employees.

Below are four specific ways that chiropractors are able to benefit from including the PCP Testing System in their practice:

1. Increased Business and Profit

When you're a business owner of any kind, it's important to focus on building a loyal client base and ensuring profitability. By implementing the PCP Testing System into a chiropractic office, chiropractors and business owners will have an additional stream of revenue from a service they previously hadn't had access to.

Additionally, because the PCP test is used on an array of employees in various industries, chiropractors will automatically be able to reach a greater number of people and hopefully, turn them into future clients. Rather than having to go out and market to different demographics of the population, chiropractors will be able to naturally draw in an entirely different subset of clients they otherwise may not have been able to just by offering PCP Testing.

2. Stand Apart from Competitors

As with any business, it's crucial for business owners to focus on growth and setting themselves apart from their competition. The PCP Testing System helps chiropractors do just that by providing a service that most of their competitors most likely don't offer. Even more exciting is the fact that in addition to being used for post-employment strength testing, the PCP Testing System can also be used to test the strength, flexibility, and mobility of chiropractic patients. Because the PCP Testing System is a comprehensive physical exam, chiropractors can use it to test the following: Upper Extremity Strength, Lower Extremity Strength, Active Lumbar Range of Motion, Lower Extremity Mobility, Maximum Lifting Capability, Safe Lifting Technique, Fitness and Spirometry. The test is fairly simple to use and can be conducted in a short period of time. Through computerized software, a comprehensive collection of 28 maximum strength measurements are collected in as little as 20 minutes and results are available in seconds for both the medical team and the employer. Therefore, the PCP Testing System can be used not just on employers who are looking to hire, but also on the patients that the chiropractor currently sees. By including the PCP Testing System in their practice, chiropractors are able to set themselves apart from other clinicians that offer only common services.

"Anyone can offer things like drug testing but this really sets you apart from other clinics because you’re helping save employers a lot of money on worker compensation claims and are ensuring the safety of hundreds, maybe thousands of employees," explains Dr. Andrew Clark of Aculas LLC ( www.aculashealth.com )

3. Increased Exposure

In addition to increasing business, including the PCP Testing System in a chiropractic office leads to increased exposure for both the chiropractor and their services. Because employers would be sending their employees in for testing, chiropractors will be exposed to a wide array of people that he or she may otherwise not see or interact with. When an employee comes in for post-employment testing, however, they will automatically be exposed to the chiropractic office as well as the other services that are offered at that clinic. As mentioned above, by providing discounts or incentives to new patients or people coming in for post-employment testing, chiropractors will be able to attract a whole new group of clients that they otherwise would have had to spend money marketing to.

"By implementing The PCP Testing System into your practice, chiropractors will have an additional revenue source that creates exposure to their clinics. That in itself is a major opportunity to convert people who are coming in for the PCP test into chiropractic patients," explains Dr. Andrew Clark of Aculas LLC.

4. Provide A Generalized Health Baseline for Patients and Employees

One of the major benefits of The Physical Capacity Profile® (PCP) testing system is its objective measurements of strength and physical fitness. The PCP testing system truly is one of a kind in that there is nothing out there that's as objective as this machine, and there is nothing as comprehensive. As stated on the PCP website, the PCP testing system is "used by medical teams for post-offer or pre-employment physical exams, fit for duty, and functional capacity evaluations (FCE’s) conducted on behalf of employers" ( www.pcpworks.com ).

Through computerized software, a comprehensive collection of 28 maximum strength measurements are collected in as little as 20 minutes. Results are available in seconds for both the medical team and employer. Additionally, the medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines. The PCP Testing System is ADA and HIPAA compliant and has successfully undergone EEOC audits.

As mentioned above, the testing system is not only limited to testing the strength and physical fitness of potential employees - it can also be used to test the strength, flexibility and endurance of physical therapy or chiropractic patients. And it's being used just for that. Physical therapists often use the PCP testing system to perform functional capacity evaluations (FCE's) in order to ensure the safety of employees and diagnose any mobility issues a patient may have.

As you can see, there are multiple benefits to implementing the PCP testing system into a chiropractic clinic or business. Whether you're looking to attract new clients, expand your reach, or increase your profitability, the PCP testing system can help you. If you'd like to learn more about The Physical Capacity Profile® (PCP) testing system, feel free to visit www.pcpworks.com today.

How PCP Works Is Helping Dry Wall Systems Inc. Thrive

Wed, 01 Sep 2021 18:36:01 GMT

We sat down with Matt Lashley, Safety Director at Dry Wall Systems Inc., and asked him what he loves most about the PCP System and how it's benefited his company.

About Matt Lashley:

Matt has served as the Safety Director for DSI and its affiliated companies for the past 11 years. He works closely with all branches of their organization including residential and commercial drywall, glazing, insulation, automotive and material distribution as well as property management. He is currently authorized with the Osha, 10 hour, 30 hour and instructional training and specializes in all aspects of hiring, OSHA training, job site safety and employee safety. Additionally, Matt is a current member of the AGC of Kansas Board of Directors, serving as a member of the Board since 2016. He proudly serves the construction industry and his employees, which are paramount to his and his company's success.

Watch The Full Video Below:

Interview Highlights:

1. How Do You Use the PCP Test at Your Company?
When we hire somebody for pre-employment, we schedule a test for them at an official PCP Testing location, and we are able to use the scores they get to define what type of jobs future employees would be a good fit for. It's a huge asset when hiring someone.

2. How Does the Test Evaluate Potential Employees?
The test scores employees on a level 1-5, 1 being the least amount of necessary force they're able to lift or move. Level 5 means that he or she is able to lift 100+ lbs frequently. My company does all types of construction including both residential and commercial, so being able to see what levels our employees are at allows us to know what department would be a good fit for that employee. If someone scores a 3, they would never be asked to work in a level 5 environment. The test definitely has helped to keep employees safe.

3. What's One of the Main Benefits of Using The PCP Test?
Being able to make sure that someone is able to achieve what we're asking them to do has been so helpful. This helps us take care of our employees. It's crucial to make sure we're taking care of our employees and we're not asking us to do something they cannot do.

4. Is There Anything Else Like PCP out There?
I like this program so much that it's hard to find anything that does even close to what PCP does for us.

5. Have You Seen A Significant Decrease in Worker's Compensation Claims Since Implementing PCP?
Absolutely. And that's because the program actually teaches employees techniques to keep them safe. For instance, part of the testing is a lifting test that actually shows someone who isn't lifting correctly how to correctly do it. And it's one of the things that people overlook but being able to be reminded that you're not lifting right, or you're straining here, is so helpful.

6 Employee Retention Strategies That Really Work

Wed, 11 Aug 2021 20:35:51 GMT

In this article, we're going to provide you with six SMART (specific, measurable, achievable, realistic) data-driven employee retention strategies that really work.

In order for companies to succeed in today's economy, it's crucial to find and retain high quality employees that are dedicated to a common goal. Unfortunately, however, as job jumping becomes more and more common, employers are forced to confront the difficulties that come with increased employee turnover. The Society for Human Resource Management (SHRM) estimates the average replacement cost of a salaried employee to be six to nine months’ salary. For an employee earning $60,000 per year, that totals approximately $30,000 to $45,000 in recruiting and training costs (https://mnwi.usi.com)! The good news is that among the challenges that arise from high employee turnover averages, there are also opportunities to understand the cost of turnover and pinpoint potential sources for keeping your workforce happy, safe and productive. In this article, we're going to provide you with six SMART (specific, measurable, achievable, realistic) data-driven employee retention strategies that really work.

Let's dive in.

6 SMART Employee Retention Strategies:

1) Offer Competitive Wages

Thanks to the increase in data transparency, workers are aware of the value that they provide more so than ever before. This means that if your employees' compensation levels are not competitive with the industry standard, they most likely won't be sticking around for long. It's therefore crucial for hiring managers to review all aspects of employee wages including bonuses and incentives and provide employees with competitive wages. Additionally, offering employees promotions based on hard work and increased responsibility is another way to ensure employee retention. With higher compensation comes higher expectations and responsibility. Workers who are paid better will also expect more from themselves. Providing incentives for meeting goals, excellent customer service or working during irregular hours can be a great employee retention strategy. Recognizing employee achievements is yet another thing that employers should do on a regular basis as it keeps the morale of your employees high.

2) Implement A Safety Program

According to Injury Facts, “The top three leading causes of work-related injuries – overexertion and bodily reaction, slips, trips and falls, and contact with objects and equipment – account for more than 84% of all nonfatal injuries involving days away from work” ( https://injuryfacts.nsc.org/work/work-overview/top-work-related-injury-causes/ ). This is why it's so incredibly important - especially in industries in which injuries are more prevalent such as healthcare, construction, manufacturing and transportation - to have an establish safety program. The Physical Capacity Profile® (PCP) Testing System is widely used by industry professionals across the board. That’s because physical ability testing has a direct correlation to fewer workplace injuries, and in turn, higher employee retention. The use of The Physical Capacity Profile® (PCP) Testing System has shown the following benefits:

$1 spent testing results in $6-8 in direct medical cost savings to employers
10% to 30% decrease in workers compensation premiums to employers
30% decrease in workers compensation injury rates
Facilitates job reengineering to expand the pool of qualified workers

3) Promote Employee Recognition

According to Quantum Workplace, "Organizations with formal recognition programs have 31% less voluntary turnover than organizations that don't have any program at all. And they're 12x more likely to have strong business outcomes" ( https://www.quantumworkplace.com/future-of-work/importance-of-employee-recognition ). When employees feel genuinely listened to and appreciated, they're far more likely to stay at their company and be excited about their work. A great way to implement this is to encourage managers and supervisors to recognize good work often by publicly praising employees or giving a small reward such as a gift card, a free lunch, or a small bonus. Additionally, incorporating feedback into employee performance reviews and praising hard work is a great way to maintain high employee retention rates.

4) Create an environment where feedback is welcomed and encouraged, not punished or censored.

Employees need to feel that they're able to provide feedback about their workplace and work environment, without being punished for doing so. Creating an employee forum where employees can share information openly is a great way to foster open communication amongst staff members while also encouraging high employee retention rates. Feedback forums are also helpful in uncovering any issues that may arise amongst employees or highlighting what's working. Providing employees with an open forum and safe space to discuss any concerns or issues also keeps employees feeling safe and respected.

5) Embody company values in the day-to-day

According to Gallup, “Just 27% of employees strongly agree they believe in their company’s values, and 23% of employees strongly agree they can apply their organization’s values to their work every day.” This is important to recognize because at the foundation of every strong and successful company are employees with high levels of engagement. Business owners who prioritize creating a cohesive, unified working culture are guaranteed to experience much higher employee retention, which is a key factor in any successful business.

6) Understand why employees leave

Exit interviews offer insightful feedback and detail about three important factors - employee engagement, job satisfaction, and retention. These interviews are typically conducted with employees who voluntarily leave a company and they can be formal or informal. The most important part of exit interviews is to allow the employee to speak freely about their experience without fear of retribution.

During the interview, the interviewer may ask questions like: "What did you enjoy most about your job?", "Why do you want to leave?" and "What do you think would have made your working experience more positive?" etc.

Another great way to understand why employees leave is to read online reviews to find out what employees are saying about the company. This might reveal information you could not elicit during an interview or in subsequent conversations.

The six strategies listed above are just some of the ways that employers can help increase employee job satisfaction and in turn, employee retention. It's important for employers, hiring managers and HR professionals to continually re-evaluate their employee retention strategies in order to ensure the best working environment possible and strong employee-employer relations. At PCP, we pride ourselves on being an employee advocate. If you'd like to learn more about how we work with employers and employees to implement crucial safety programs and protocols, visit us at www.pcpworks.com

6 Ways to Boost Employee Morale in 2021

Mon, 02 Aug 2021 16:33:19 GMT

In this article we’re going to break down the top six ways to boost employee morale in 2021 and explain the benefits that each of these provide.

At the heart of every successful company is a team of passionate people who are dedicated to a common goal. This passion and excitement is often referred to as employee morale, and when it’s high, it’s easy for employers and employees to feel like they're on top of the world and can accomplish anything they set their minds on. However, when employee morale is low, both the employee and the employer suffer. Employee morale is often talked about in terms of increasing employee happiness and while happiness is part of the equation, it’s not the only factor. Establishing a positive workplace environment, creating safety programs, and building a healthy company culture are crucial elements that all contribute to high employee morale. Unfortunately, however, employee morale is often overlooked, which can lead to drastic consequences such as decreased productivity and efficiency, injuries, and lost work time. In this article we’re going to break down the top six ways to boost employee morale in 2021 and explain the benefits that each of these provide.

What Is Employee Morale?

According to Forbes, employee morale is “…the attitude, satisfaction, and overall outlook of employees during their association with an organization or a business” ( forbes.com ). Simply put, employee morale can be thought of as the mood in the workplace. For HR managers, hiring managers, and general managers, the responsibility to keep employee morale high largely relies on them so it’s crucial that systems are put into place that can help foster a positive working environment. High employee morale also benefits the employer. According to Connect Team, “positive employee morale leads to an increase in productivity and efficiency in the workplace”. And when we think about it, this makes total sense. When employees aren’t feeling inspired or excited about their job, employee morale decreases, which can lead to a slew of problems for both employees and employers. On the other hand, when employees are fully engaged and morale is high, their commitment to their job and company or organization is heightened. It’s a win, win for both employers and employees.

Causes of Low Employee Morale

According to recent research from Good.Co , 70% of employees are disengaged at work. Yikes! So, what’s going wrong? There are a wide array of issues that could contribute to low employee morale including job security issues, lack of recognition, lack of clarity, lack of communication, micromanagement and more. Because there are so many different factors that can lead to low employee morale, it can feel daunting to address. However, it’s important to prioritize employee morale because once low morale amongst employees sets in, it can be difficult to fully recover. Not only are employees affected by low morale, but so are employers. In fact, studies have shown that low employee engagement directly leads to increased spending. According to TrainingMag, “it costs businesses $4,129 on average to hire new talent , and around $986 to onboard the new hire "! The good news is is that there are plenty of ways employers can boost employee morale that will lead to a happier workforce and happier employers.

Top 6 Ways to Boost Employee Morale

According to SMARP.com, companies with high employee engagement are 21% more profitable. Below are six tactics that employers can focus on to increase employee morale and in turn, boost company performance.

1. Communication: Talk it Out

Communication and connection are absolutely crucial to a successful workplace environment and high employee morale. The more employees feel listened to, understood and appreciated, the better they’ll feel. A great way to implement more direct communication between employers and employees is to share positive company news or announcements, ask employees how they’re feeling and enjoying their job, and encourage them to communicate any of their issues - or non-issues - with managers.

2. Be Transparent

It’s important for managers and business owners to be transparent with their employees. When employees feel included and are kept up-to-date on any changes, challenges, or positive announcements from owners, they’re much more likely to stay engaged and excited about their work. Transparency creates a team environment that’s crucial for a successful company.

3. Recognize Employees

Studies show that high performing teams are far more supportive and complimentary than low performing ones. When employers and/or managers recognize the strengths and contributions of their employees, employees automatically become more productive, engaged and positive. By implementing a rewards program or celebrating the successes of employees, employers can increase employee morale and in turn, increase productivity.

4. Focus on Health and Wellness

The mental and physical health of employees is something that should always be prioritized. Implementing a safety program and having regular check-ins is a great way to ensure the mental and physical wellbeing of workers. In industries that are especially susceptible to onsite accidents or injuries, implementing a program such as The Physical Capacity Profile Test is a great way to create a baseline way to test employee strength and health post-employment. When employees are taken care of and are working in a safe and positive environment, employers can expect to see a much higher rate of success, productivity and profit.

5. Get Feedback from Employees

Do you regularly check in with your employees and ask them how they’re doing? If not, this is another great tactic to implement that directly leads to increased employee morale. Not only does this open a direct line of communication between employers and employees, but it also encourages employees to voice their concerns or any new ideas they may have. When employees are included in important discussions and are truly listened to, workplace morale increases.

6. Focus on growth

Ideally, employees will want to grow within the company they are a part of, especially if they’re excited about their work and are included in company decisions. Providing employees with a career path and trajectory can increase their enthusiasm for their jobs and in turn, bolster creativity and performance. Informing employees that there is a way for them to grow within their company creates a much more positive and innovative working environment.

There are countless tactics employers or hiring managers can implement to create a positive working environment. And, because each workplace is so different, it’s important to try an array of tactics to see what works best for your particular company. The six tactics mentioned above are a great way to get started and ensure a positive working environment. Employees are a company’s most valuable asset and when employees are happy, employers are happy, customers are happy, and business booms. To learn more about how to bolster workplace morale and implement a safe and healthy working environment, be sure to visit PCPworks.com .

These Are The Top 4 Industries That Need Onsite Injury Prevention Programs

Mon, 26 Jul 2021 16:16:25 GMT

While it’s important for all businesses, no matter the industry, to establish an injury prevention program of some kind, there are four industries that absolutely need an onsite injury prevention program, as they pose higher risks to employees than others.

Unfortunately, work-related injuries are bound to happen, no matter what industry you’re in. According to Injury Facts, “The top three leading causes of work-related injuries – overexertion and bodily reaction, slips, trips and falls , and contact with objects and equipment – account for more than 84% of all nonfatal injuries involving days away from work” ( https://injuryfacts.nsc.org/work/work-overview/top-work-related-injury-causes/ ). Unfortunately for both employers and employees, these accidents can occur in any type of workplace setting. While it’s important for all businesses, no matter the industry, to establish an injury prevention program of some kind, there are four industries that absolutely need an onsite injury prevention program, as they pose higher risks to employees than others. We are going to discuss these four industries, explain how injuries occur, and pose solutions on how to mitigate them.

Let’s dive in.

1. Construction

Most people aren’t surprised when they hear that the construction industry is one of the most dangerous industries for employees. Construction sites are dangerous places, and workers are constantly engaged in physical labor that requires using heavy machinery and climbing tall heights. Some of the most common industries in construction include: falling from heights, electric shock, repetitive motion injuries, neck, shoulder or back injury, and more. This is why it’s crucial for construction companies to have onsite injury prevention programs that can mitigate these risks and create a safe workplace environment. There’s several ways to reduce injuries on a construction site including holding regular safety meetings, establishing fall protection systems, conducting equipment maintenance checks regularly, and creating a safety culture within the company. The Physical Capacity Profile® (PCP) Testing System is an amazing way to implement an onsite injury prevention program that will ensure all employees and employers are safe at work. Through computerized software, a comprehensive collection of 23 maximum-strength measurements are collected in as little as 20 minutes. Results are available in minutes for both the medical team and employer ( https://www.pcpworks.com/about ). Unlike other post-employment physical exams, such as job simulation or physician physicals, the PCP test provides objective baseline data about an employee’s maximum performance. The PCP test allows employers to document the health and strength of the employee so that if they’re hurt in the future, this can be used to alleviate the headache of workers compensation claims and lawsuits. It’s a win, win for both employers and employees.

2. Manufacturing

Manufacturing is another industry that experiences some of the highest onsite injury rates. According to the CDC, an estimated 13,455,000 workers in manufacturing industries are at risk for fatal and nonfatal injuries ( www.cdc.gov ). Though not every manufacturing facility or job is the same, the repetitive motions that are required of manufacturing workers can put them at serious risk for developing long-term musculoskeletal disorders and injuries. Additionally, overexertion, transportation incidents, exposure to harmful substances, and broken bones are all too prevalent in manufacturing. This is why it’s so important for manufacturing employers to establish an on-site injury prevention program. These programs will ensure that workers are in the best shape while they’re at their job. The Physical Capacity Profile® (PCP) Testing System is a great way to test employee’s strength and health post-employment to ensure minimum workplace injury and maximum workplace happiness.

3. Transportation

Similar to construction and manufacturing industries, the transportation industry has a high rate of workplace injury. MEMIC data analysis indicates that the main areas of concern in the transportation industry are material handling, medical management, slips, trips and falls, and motor vehicle accidents ( https://www.memic.com/workplace-safety/resource-library/transportation/transportation-industry-risks ). In order to keep injuries to a minimum, it’s crucial for employers in the transportation sector to establish strong injury prevention programs. To do this, employers should be focused on defining safety responsibilities within each level and department of their organization. A simple way to do this is to have a way to measure safety. Monthly or weekly safety checks can keep employers and employees on the same page and make sure that all vehicles or other machinery are operating properly. Another option that will help management build a workplace safety culture is to assign an employee to champion the safety program in each location or department. The Physical Capacity Profile® (PCP) Testing System allows employers to answer three important questions: 1) Does your new hire have the strength and fitness required to do their job? 2) Does your new employee have a pre-existing injury 3) Is your employee ready to return to their job after recovering from an injury? This, in turn, significantly reduces work-related injuries on the job and keeps both employers and employees safe and happy.

4. Hospital/Healthcare

What most people may not know is that research studies and statistics have proven that hospitals are one of the most unsafe and dangerous places to work ( www.therightpatient.com ). According to OSHA, in 2017, the healthcare and social assistance industry reported more injury and illness cases than any other private industry sector - 582,800 cases ! (2017 Survey of Occupational Injuries and Illnesses, BLS). Many different types of injuries can occur in hospitals or among healthcare workers including musculoskeletal injuries, fractures, back injuries and infections and blood borne diseases. The Physical Capacity Profile® (PCP) Testing System is widely used in hospitals and healthcare facilities around the country, making it one of the top industries that we service. That’s because physical ability testing has a direct correlation to fewer workplace injuries, and in turn, cost savings ( https://www.pcpworks.com/post-offer-employment-testing-system ). The use of The Physical Capacity Profile® (PCP) Testing System has shown the following benefits:

$1 spent testing results in $6-8 in direct medical cost savings to employers
10% to 30% decrease in workers compensation premiums to employers
30% decrease in workers compensation injury rates
Facilitates job reengineering to expand the pool of qualified workers

Whether you’re a nurse, a doctor, or any other type of healthcare worker, you can greatly benefit from an injury prevention program such as The Physical Capacity Profile® (PCP) Testing System.

For every employer, employees are your most valued assets. That’s why it’s critical to protect them at all costs and ensure that they are operating in a safe and healthy work environment. We discussed several ways to limit employee injury, including The Physical Capacity Profile® (PCP) Testing System, which is a great way to test employee strength, fitness and health post-employment. The PCP physical exams include: Comprehensive Medical Review, Upper Extremity Strength, Lower Extremity Strength, Active Lumbar Range of Motion, Lower Extremity Mobility, Maximum Lifting Capability, Safe Lifting Technique, Fitness and Spirometry. By implementing an onsite injury prevention program, employers can expect reduced workers’ compensation claims and costs, optimized productivity, increased company morale, and employee advocacy. To learn more about our PCP Testing System, click here .

4 Ways HR Professionals Can Increase Employee Safety and Reduce Worker Compensation Claims

Mon, 19 Jul 2021 18:25:52 GMT

There are several strategies that can be employed by HR professionals that will decrease injury, ensure a safe workspace, and limit the amount of time, resources, and money spent on workers compensation claims

All business owners want to ensure that their employees are happy, healthy and safe at work. Unfortunately, however, accidents happen, especially with jobs that require a significant amount of physical strength. With injuries come worker compensation claims and lawsuits, putting strains on both employees and employers. So, how can HR professionals and business owners ensure that their employees are safe on the job? Luckily, there are several strategies that can be employed by HR professionals that will decrease injury, ensure a safe workspace, and limit the amount of time, resources, and money spent on workers compensation claims.

Let’s explore this a bit more.

Fortunately for employees today, more and more companies are focusing on creating workplace environments that cultivate a culture of safety awareness that’s aimed at minimizing injury on the job. That being said, it’s impossible to negate all possibility of injury, which can have a massive impact on your business including medical bills, a decrease in productivity, and worker’s compensation paperwork. In hopes of negating these losses, we’re going to provide you with four strategies you can implement today that increase employee safety and reduce worker compensation claims.

Set up a safety program

According to OCEA, “The main goal of safety and health programs is to prevent workplace injuries, illnesses, and deaths, as well as the suffering and financial hardship these events can cause for workers, their families, and employers” ( www.osha.gov ). This is why it’s so important for HR professionals to provide a safe work environment that ensures all levels of employee safety and health. One of the best ways to begin implementing a safety program is to focus on the goals that you’re looking to achieve with such a program - such as keeping injuries to a minimum and working with employees to make sure they are focusing on their own personal safety. OCEA suggests focusing on the following goals in order to ensure a successful safety program ( ocea.gov ):

Prevent workplace injuries and illnesses
Improve compliance with laws and regulations
Reduce costs, including significant reductions in workers' compensation premiums
Engage workers
Enhance their social responsibility goals
Increase productivity and enhance overall business operations

Our Physical Capacity Profile® (PCP) Testing System is a great addition to any business, particularly ones that demand a certain level of physical labor. The PCP Testing System is used by medical teams for post-offer physical exams and fit for duty, conducted on behalf of employers and is a great way to ensure that you have a concrete safety program ( https://www.pcpworks.com/post-offer-employment-testing-system ).

Hunt and control hazards

This is one that might sound simple, but it’s important to constantly be aware of and control any hazards that might exist in your work environment. By ensuring that employers and employees maintain an orderly workplace, HR professionals will be less likely to experience on-site injuries. It’s important to routinely check items such as on the layout of the workplace, walk space, debris, and any dangerous machines or items that employees may use or be around. Additionally, ensuring that employees have been properly trained is crucial to ensure a safe work space. After initial training, it’s always a good idea to reinforce safety measures frequently such as during staff meetings.

According to The Occupational Safety and Health Act findings, workplace-driving accidents cost employers an average of $60 billion dollars a year! That’s a whole lot of money. Therefore, part of your safety program should include maintenance and monthly inspections on company vehicles.

Implement a Return-to-Work Program

Every year, nearly three million workers experience a workplace injury or occupational disease, taking them away from work for an average of eight days . When this happens, both the employee and the employer are left in a tricky situation. This is where a Return-to-Work program comes in. A return-to-work program allows workers who are unable to perform their usual job duties to work in a limited or temporary light-duty capacity ( www.employers.com ). From the employer’s perspective, benefits of return-to-work programs include: decrease in performance issues, resolve claims faster, reduce claim costs, and more.

Research has also backed these claims, showing that companies who are in contact with injured employees during their time away from work are more likely to have lower costs associated with workers’ compensation claims ( news.briotix.com ).

Implement The Physical Capacity Profile® (PCP) Testing System

As mentioned earlier, The Physical Capacity Profile® (PCP) Testing System is a great way to ensure you hire the right the first time, and maintain a safe work environment. So, how does the The Physical Capacity Profile® (PCP) Testing System work? Through computerized software, a comprehensive collection of 23 maximum strength measurements are collected in as little as 20 minutes. Even more exciting is that results are available in seconds for both the medical team and employer ( https://www.pcpworks.com/post-offer-employment-testing-system ). Additionally, the medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guides, is ADA and HIPAA compliant and has successfully undergone EEOC audits.

The Physical Capacity Profile® (PCP) Testing System has proven results including: Up to 30% reduction in worker compensation injury rates; 10-30% reduction in worker compensation premiums; Allowing your workforce to remain at 100% output.

By implementing the four strategies mentioned above, you’re guaranteed to ensure the safest workplace possible. When these safety measures are put in place, your employees will be able to return to work as soon as possible, production will return back to normal and your workers’ compensation claims will be greatly reduced. To learn more about The Physical Capacity Profile® (PCP) Testing System, click here .

3 Reasons Why Hiring Managers Need to Use PCP Testing in 2021

Tue, 13 Jul 2021 18:15:03 GMT

How Physical Capacity Profile® (PCP) Testing Can Save Your Company Money in 2021

As the Covid pandemic winds to a close, more and more people are slowly, and carefully, heading back to work. As exciting as that may be, employers are finding that in the current economic environment, for a variety of reasons, hiring the right employees has become quite difficult. According to the Bureau of Labor Statistics, by the end of April 2021, job openings rose to an unprecedented 9.3 million ! To make matters even more stressful for business owners, the number of people voluntarily leaving their jobs rose by 164,000 to 942,000 in June 2021. So, what does this mean for business owners and hiring managers? It means that despite the employee shortage, it’s crucial to hire employees that are, in fact, capable of getting the job done. Unfortunately, however, because the current pool of applicants has been depleted, it’s become increasingly more challenging to find employees who fit job descriptions and who have the exact experience needed to work specific jobs - especially those that require a certain amount of physical labor. Thankfully, we have a solution: Physical Capacity Profile® (PCP) testing. With PCP testing, employers are able to perform post-employment physical exams that provide a baseline for employees to meet that ensures they are capable of performing the job they’ve applied to. This guarantees that employers are hiring the right people for the job, that they won’t have to worry about replacing them soon after they’re hired, and, most importantly, that both employers and employees won’t have to be burdened with workers compensation claims or lawsuits.

Let’s dive further in.

What Exactly is PCP Testing?

The Physical Capacity Profile® (PCP) testing system is used by medical teams for post-offer physical exams and fit for duty. Simply put, the Physical Capacity Profile® (PCP) testing system creates a baseline qualification system that allows employers to test whether their new-hires are truly fit for the job. This has become increasingly more important in industries that require a significant amount of physical labor.

Additionally, Physical Capacity Profile® (PCP) network locations have collectively tested over 800,000 employees. Current industries that use PCP testing include: Public and private corporations, large hospital systems, municipalities, Self-insured workers’ compensation funds, Statewide trade associations, School districts and more.

PCP testing provides answers to three very important questions when it comes to hiring:

Does your new hire have the strength and fitness required to do their job?
Does your new employee have a pre-existing injury?
Is your employee ready to return to their job after recovering from an injury?

How Does PCP Testing Work?

Utilizing state-of-the-art proprietary software, the Physical Capacity Profile (PCP) machine completes a collection of multiple-strength measurements in as little as 20 minutes that ensures employees are fully able to fulfill their job requirements. This is especially important in the hospital and healthcare industries, manufacturing and municipalities and schools. The test report results are available to the medical professionals and employers within minutes. And, the Physical Capacity Profile® Testing is ADA and HIPAA compliant and has successfully undergone EEOC audits.

The Physical Capacity Profile® Testing System measures include the following: Comprehensive Physical Exams; Comprehensive Medical Review; Upper Extremity Strength; Lower Extremity Strength; Active Lumber Range of Motion; Lower Extremity Mobility; Maximum Lifting Capability; Safe Lifting Techniques; Fitness; and Spirometry. Through computerized software, a comprehensive collection of 23 maximum strength measurements are collected in as little as 20 minutes. Results are available in seconds for both the medical team and employer ( https://www.pcpworks.com/post-offer-employment-testing-system ). The medical information is obtained and measured utilizing standards from the Department of Labor’s (DOL) five classifications of work and the American Medical Association (AMA) guidelines.

3 Reasons Why You Need PCP Testing

We could write a whole book on the benefits of PCP, but to keep it simple we’re going to talk about top three reasons why hiring managers should absolutely be using Physical Capacity Profile® Testing, especially in 2021.

1. Decreased employee turnover

As mentioned above, and for a variety of reasons, hiring in today’s economy has become a challenge in the aftermath of the pandemic. Politicians on both sides of the aisle cite varying reasons for what’s quickly become a global labor shortage, including extended unemployment benefits, health concerns, or difficulty finding affordable child care. Regardless of the cause, the labor shortage has highlighted the importance of not just hiring anyone for the job - but hiring the right person. By using Physical Capacity Profile® (PCP) testing, employers are able to ensure that their hires are fully able to meet physical demands, which drastically decreases turnover rates.

2. Allows Employers and Hiring Managers to Develop A Baseline Measure of Employees’ Physical Capacity That is Objective

When hiring employees who are going to be required to perform at least some form of physical labor, it’s crucial that you set a standard and baseline for what to expect. Not only does this give employees a clearer understanding of what qualifications they must meet in order to apply, but it also makes hiring mangers’ jobs much easier. By establishing a set of base guidelines and expectations, hiring managers will be able to attract employees who are actually fit for the job and decrease employee turnover.

As opposed to a subjective medical exam by a single practitioner, Physical Capacity Profile® (PCP) testing is able to collect objective evidence that will allow employers to accurately assess the abilities of employees. So, what is objective evidence? “Objective evidence refers to visible, measurable findings obtained by a medical examination, tests, or diagnostic imaging. Someone other than the injured worker must be able to see or feel the evidence. Examples of objective evidence include a broken leg or an abrasion.” ( https://www.pcpworks.com/subjective-vs-objective-employment-testing ).

Subjective and objective evidence contrast in several ways. For instance, s ubjective data is information from the client’s point of view (“symptoms”), including feelings, perceptions, and concerns obtained through interviews. Objective data are observable and measurable data (“signs”) obtained through observation, physical examination, and laboratory and diagnostic testing. ( https://www.pcpworks.com/subjective-vs-objective-employment-testing ).

So, what makes the PCP test objective? Utilizing state-of-the-art proprietary software, the Physical Capacity Profile (PCP) machine completes a collection of multiple-strength measurements in as little as 20 minutes. Test reports are available to the medical professional and employer within minutes. The AMA Guide for the Evaluation of Permanent Impairments are constantly being upgraded, and state statutes are held to a standard from the chosen issue (which varies by state) of these guidelines. The Physical Capacity Profile® (PCP) testing system has remote diagnostic capabilities, which allows them to perform troubleshooting if a problem should arise-resulting in quick resolution of software issues ( https://www.pcpworks.com/subjective-vs-objective-employment-testing ).

3. Drastic Decrease in Work-Related Injuries

Have you ever hired someone you weren’t sure had the physical ability to do the job you were about to hire them into? Or, have you ever had someone returning from an injury but were unsure if they were really ready to return to their job? Strength studies by the U.S. Department of Labor have shown that utilization of types of programs such as Physical Capacity Profile® (PCP) testing, to match workers to the jobs they can physically perform, drastically reduces the rate of work-related injuries and in turn, positively impacts a company’s bottom line ( https://www.pcpworks.com/post-offer-employment-testing-system ).

This has become even more important hiring post-Covid. Because people are returning to work after being out of the workforce for an extended period of time, these individuals, in many cases, can be de-conditioned to do the work they had been doing prior to Covid. By using Physical Capacity Profile® (PCP) testing, employers are able to eliminate any future injuries that could occur on the job. This, in turn, leads to a decrease in workers compensation claims. In fact, using our Physical Capacity Profile® (PCP) testing system, has led to a 30% reduction in worker compensation injury rates and a 10-30% reduction in worker compensation premiums. This also allows your workforce to remain at 100% output. It’s a win win for both employers and employees ( https://www.pcpworks.com/post-offer-employment-testing-system ).

By using our Physical Capacity Profile equipment, you’ll be able to hire right the first time, confidently, which leads directly to increased productivity, increase in profit, and a decrease in workers compensation claims. There’s never been a more important time to focus on hiring qualified employees, so why wait? To learn more information on our Physical Capacity Profile® (PCP) testing, be sure to check out our website at https://www.pcpworks.com .

Where Are Businesses, Organizations and Municipalities Failing Today?

Fri, 02 Nov 2018 18:47:41 GMT

Are you on track for success, or failure in your venture?

We see a lot of growth in the GDP see that the unemployment rate is as low as it has been in decades, and we see companies taking nearly anyone they can get to fill a position as quickly as possible out of desperation to sell more products or provide more services.

Where are we failing?

This may seem like a great situation in our communities. However, businesses are in more risk now than they have been in quite some time. It is important that we bring these details into the light and provide some answers to the problem. The problem? Workers are continuing to get injured on the job costing companies’ large amounts of money annually. There are people who have been on workers’ compensation reliance for years coming out and attempting to get jobs that could get them hurt even more than before. This is a major issue for all businesses.

Is there a solution?

Physical Capacity Profile (PCP), a testing system that provides post-offer testing, feels the responsibility to share a solution with businesses, organizations and municipalities who are striving to hire people for positions that they may or may not be fit to perform. After all, the last thing any company wants is to have to go through the burdensome task of a workers’ compensation claim.

The PCP answers the following questions:

1) Does a new hire have the strength and fitness required to do the job?

2) Does a new employee have a pre-existing injury?

3) Is an employee ready to return to their job, fit-for-duty, after recovering from an injury?

Why are these answers important?

Specifically knowing if your employee has the strength and fitness required to do the job is the basis of hiring them off of a contingent offer of employment.

Knowing if an employee has a lack of strength or an impairment will allow you to know if there should be any accommodations made reducing risk of an injury on the job site. Also, this pre-existing injury can be noted if a re-injury occurs on the job. This takes away any assumption that the employee was 100% healthy in that aspect of their health in the part re-injured. This can aid both the employers and the employees in workers’ compensation settlements. The goal in this case, is that the organization pays no more than their fair share, and that the employee receives their fair share.

Most importantly, being able to know the baseline strength level of the employee tested allows for organizations to help rehabilitate individuals back to their original baseline strength level. If they cannot be rehabilitated to that baseline level, then other options will need to be explored.

What size of organization does this pertain to?

Companies with over 5,000 employees down to 5, if you want to ensure your company has a safe and strong workforce, PCP testing is an excellent way to help maintain that healthy workforce. The PCP testing system is trusted by thousands of companies across the US in over 120 locations.

How does an organization go about testing with the PCP?

There are a number of ways the PCP family can assist you in attaining testing for your company. If you have in-house nursing staff or a medical facility in your facility, we can bring the PCP in, train up to four people and educate staff on how to conduct assessments.

If your company has been testing at an off-site location, such as a doctor’s office, urgent care center or the like, we can discuss adding the system with their existing programs. Many of these medical centers are open to considering this option as it can be a generator of funds.

How much does it cost?

With our new purchasing package, you can get a PCP for $3,900 down and as little as $450 per month! Most organizations see a great ROI and, in some cases, have it paid for in months. To learn more, click HERE !

Is your business failing in this area?

Do not feel alone. Many companies settle for something less objective and more subjective when it comes to post-offer testing. Meaning, the subjective testing can be more difficult, and in most cases, impossible to discern when and if it comes to litigation. Objective testing through PCP that is ADA and HIPPA compliant and has successfully undergone multiple EEOC audits over its’ three-decade long time in the industry is a selected choice to keep assets safe. A relationship we at PCP take very seriously.

Objective vs Subjective Occupational Testing

Wed, 10 Oct 2018 16:39:36 GMT

Not knowing the difference can make or break your organization.

Companies are spending billions of dollars annually to test their employees’ health via traditional physicals. The results from these physicals do not allow for information that allows an individual, or their prospective company, to know if they will be able to perform the job safely prior to starting.

The lack of medical data is a problem for both employers and employees alike.

Employers could be looking at a loss of productivity and workflow interruptions to healthy employees due to downtime from the injury of one employee that was not fit to perform the job in the first place. For the injured employee, they are left with more questions than answers as to how strong the injured body part was prior to injury, and to what extinct it is injured.

How will anyone know when they are fit to return to work after rehabilitation? How will they know they are being compensated fairly if unable to be rehabilitated to the level of strength and performance they had prior to the accident?

The amount of money spent in litigation, workers’ compensation payouts and raised insurance premiums for an injury you may have been able to avoid bringing to the workplace should be enough for employers to really consider the difference between objective and subjective testing.

What is Objective Evidence?

“Objective evidence refers to visible, measurable findings obtained by a medical examination, tests, or diagnostic imaging. Someone other than the injured worker must be able to see or feel the evidence. Examples of objective evidence include a broken leg or an abrasion.” ( Source )

What is it used for?

“Objective findings” in support of medical evidence are verifiable indications of injury that may include, but are not limited to, range of motion, atrophy, muscle strength and palpable muscle spasm. “Objective findings” does not include physical findings or subjective responses to physical examinations that are not reproducible, measurable or observable.” ( Source )

How is it valued in litigation?

When entering litigation, having passed EEOC audits, and have compliance with ADA and HIPPA, legitimacy is established. In addition, the fact that there is a baseline test that can be compared to a fit-for-duty test, post rehabilitation and how the employee has been impacted from baseline to post rehabilitation findings, organizations and employees are treated equally.

What do Subjective Medical Exams Cover?

Perceived only by one examiner and not necessarily by any other examiner.

How do the two types contrast?

Subjective data is information from the client’s point of view (“symptoms”), including feelings, perceptions, and concerns obtained through interviews. Objective data are observable and measurable data (“signs”) obtained through observation, physical examination, and laboratory and diagnostic testing. ( Source )

What does it mean to be compliant with HIPPA and ADA?

HIPPA

Through a series of interlocking regulatory rules, HIPAA compliance is a living culture that health care organizations must implement into their business in order to protect the privacy, security, and integrity of protected health information. ( Source )

ADA

The Americans with Disabilities Act (ADA) became law in 1990. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The purpose of the law is to make sure that people with disabilities have the same rights and opportunities as everyone else. The ADA gives civil rights protections to individuals with disabilities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion. ( Source )

What does it mean to pass EEOC audits?

The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. ( Source )

What makes the PCP test objective?

Utilizing state-of-the-art proprietary software, the Physical Capacity Profile (PCP) machine completes a collection of multiple-strength measurements in as little as 30 minutes. Test reports are available to the medical professional and employer within minutes. The AMA guidelines for the Evaluation of Permanent Impairments are constantly being upgraded, and state statutes are held to a standard from the chosen issue (which varies by state) of these guidelines. PCP’s testing system has remote diagnostic capabilities, which allows them to perform troubleshooting if a problem should arise-resulting in quick resolution of software issues.

The PCP Testing Measures Include the Following:

- Compressive Physical Exams

- Comprehensive Medical Review

- Upper Extremity Strength

- Lower Extremity Strength

- Active Lumber Range of Motion

- Lower Extremity Mobility

- Maximum Lifting Capability

- Safe Lifting Techniques

- Fitness

- Spirometry

PCP Systems are located across the United States. See Here for your closest system.

The Average Physician Physical

The average physical from a doctor costs $199 according to ( Source )! The subjectivity of the test is less likely to be of benefit to your company in a situation when you need it most.

Average PCP Test Cost

· $100-$200

· The average savings of utilizing the PCP is a return of $6-$8 in direct medical cost savings to employers for every dollar spent.

· There is an opportunity to see a 10%-30% decrease in workers compensation premiums to employers.

· Facilities could see a decrease in workers compensation injury rates of up to 30% which allows for the ability to expand your quality of workers.

The evidence is clear that subjective physicals are less effective and offer less protection for an organization’s employees, thus their own financial well-being. Objectivity, backed by ADA, HIPPA and having passed EEOC audits with results you can rely on with a baseline test are among the most reliable tests available for organizations.

Post-Offer Employment in a Low Unemployment Economy

Wed, 19 Sep 2018 14:38:09 GMT

Is your company hiring for the now or for the future best intersts?

By Tyler Paulson-Physical Capacity Profile

3.9% of Americans are unemployed. Organizations across the nation have job openings they cannot fill. Many of these organizations will hire anyone who shows up to work. What they do not realize is that they are taking a risk that could cost thousands of dollars. According to the Department of Labor , workers’ compensations costs businesses 95 billion dollars annually. This is major problem for American business owners. The largest risk associated with new hires in labor intensive positions is the potential for an on-the-job injury and the costs that follow. Nobody wants to hire someone who is a potential injury threat, just as no employee wants to work a position that they may become injured. This is why Post Offer Testing is vital.

How Does Post Offer Testing Help?

Post- Offer Testing has shown to reduce workers’ compensation payouts and insurance premiums. Research has found that when an employer utilizes Post-Offer Testing by Physical Capacity Profile (PCP), they can see benefits of 30% reduction in injury rates and a direct savings to medical plan costs of $8 to $12 for every dollar spent.

Testing includes the following components:

· Comprehensive Medical Review

· Upper Extremity Strength

· Lower Extremity Strength

· Active Lumbar Range of Motion

· Lower Extremity Mobility

· Maximum Lifting Capability

· Safe Lifting Technique

· Trunk Strength

· Fitness

· Spirometry

The testing is designed to help employers hire right, the first time. If someone is injured on the job, after rehabilitation, we measure their ability to return to the job fit-for-duty using a heart monitor to help measure pain levels if they exist while testing. The overall goal is to get the injured employee rehabilitated and ensured that they are fit-for-duty upon returning to the job.

What Could Happen If I Do Not Utilize Post Offer Testing?

The Institute for Research on Labor and Employment at the University of California at Berkley explains the average cost to replace an employee as follows:

-Average employee is roughly $4,000

-Blue Collar employee is roughly $2,000

-Managerial and professional employees may be as high as $7,000

This includes employee salary, benefits, overhead, equipment, uniforms, taxes, and training as well as human resources recruitment and other admin costs. Lastly, loss of production can be the biggest factor in the case of an injured employee.

How Does A Company Know The Position Is Safe For Their Employee?

Dr. Liz Scott, in her summary of the published report of entitled ‘Post Offer Screening’, explains that “Occupational health professionals are key to the development, implementation, and evaluation of such a program and can directly affect the company’s bottom line when employees are accurately matched to their job requirements.”

Job assessments are crucial to ensuring the employee is safe when matched to their physical abilities. Physical Capacity Profile not only provides these job assessments, but they also educated the nursing staff to conduct job assessments on all positions. The job assessment tool utilized (spirometer) is featured in the photo below:

This improves job descriptions and increases the likelihood of hiring the right employee, the first time.

“When performing post offer screening, it is important to ensure the employer and the testing facility are clear about the testing parameters. …the job placement is conditional on meeting the physical requirements of the job. The testing facility must have a clear outline of the minimally acceptable criteria related to the essential physical demands of the job. This ensures all candidates are measured against the same standardized criteria.”-Dr. Liz Scott

In on other words, ensure that your company policy is in line with your medical protocols and standards. PCP is not responsible for your company compliance with your own procedures.

What About Results?

Companies receive their test results from Physical Capacity Profile within seconds of the employee being tested. The results allow you to discover the following:

1. Does a new hire have the strength and fitness required to do the job?

2. Does a new employee have a pre-existing injury?

3. Is an employee ready to return to their job, fit for duty, after recovering from an injury?

With the unemployment rate at 3.9% you will have people who have been on workers’ compensation, disability and other restrictions attempting to get jobs. Would you not want to know the answers to the three questions above prior to hiring?

Click here to see what the results pages looks like!

What is the Answer to this Problem?

Fortunately, there are a number of options you can choose from. You can find a location close to your facility. You could implement a machine into your current health program at your own organization. If you are an urgent care clinic, medical office, chiropractor or a practice, you can establish the Physical Capacity Profile as a way to both serve your business community as well as a way to generate steady income. If these options are not available for you, PCP will work to get a location established near your facility to allow your company to begin testing as soon as possible.

The reality is, without post offer testing during a time of low unemployment, you are more likely to hire someone who is a threat to your company more than an asset.

The Physical Capacity Profile, shown below, is the machine utilized to conduct testing.

What Do I Do To Avoid This Issue?

We are ready to help you better understand who we are and what we do. Check out our website at www.pcpworks.com or call us at 785-825-4444. We strive to provide unmatched customer service, transparency and integrity in all we do.

Rehab, Recovery, Treatment VS. Lawyers and Insurance and Claims

Wed, 15 Aug 2018 17:26:33 GMT

A Story about Jen, the Businesswoman and Supermom

Any human resources director with some time in the field has experienced a problem similar to this.

How you handled it varies.

Would it not be nice to have something in your employee folder to help protect you against litigation? Would it not be nice to have something to protect your work friend and your business from further issues?

Take a moment and put yourself in the place of Jen, your friend of 12 years and fellow employee. You have had dinners at Jen’s house and her family have come to pool parties at your house. For a moment, put yourself in Jen’s shoes.

You are now Jen. You are the mother of three awesome children who are 5, 8 and 10 years old. You and your husband have been married almost 13 years and have lived in the same house you first purchased together after you both landed your “real adult jobs” 12 years ago upon graduating from Eastern Carolina University. You live in Cary, North Carolina, and have worked for the same news company for 12 years. What started out as a camera person position became a producer position with hard work, continued education and grit.

In reality, you have really produced a great life. Your finances are in order, your children are great and your relationship with your husband is phenomenal! You have supportive friends. You do yoga three days a week. You have accomplished so much and have a great deal to be proud of.

As the more organized and planning oriented of the pair, you have taken on the role of family bill payer, retirement planning and all of the money that it takes to make the household run like it should. You are prepared and you make good decisions and stick to a budget that is strict, yet allows you to take family vacations to the Smoky Mountains or the occasional trip to see family across the state.

In your eyes, life seems ordinary. Sometimes the most interesting thing in your week is deciding what to add to the grocery app for Rick, your husband, to grab on the way home from his job with the city.

After a weekend with friends over for dinner and a Sunday of preparing for the week, you go into work to find that Amy, your go-to camera person is sick and there is a story of a semi-crash on I-40 that your station has to cover. With other teams already in the field, you tell the reporter that you will operate the camera and you both jump into the van and take off to the scene of the crash.

Upon arrival, you see the devastation of a poultry truck that had overturned with chickens running all over the interstate and people running after them. Traffic is blocked in both directions, it is utter chaos, though incredibly funny. You feel the rush of the action by being behind the camera for the first time in a few years! It feels phenomenal to be back in the field!

After the reporter finishes her story, you are packing up the camera and gear while laughing about the scene when all of a sudden you drop to your knees in wrenching pain.

It is your back. And it is not good. Not at all.

Your reporter tries to help you up, but no matter how you try, there is no comfortable way to manage to stand. Your now blood stained right kneecap is bleeding through slacks as your reporter puts the camera in the van and drives it closer for you to try and get in.

As if your back being in pain isn’t bad enough, your pride has taken a hit as you have two lanes of traffic, three State Troopers, and a very disoriented truck driver watching you attempt to get into the passenger seat of the van.

The entire ride back to the station you can hardly sit still, it hurts to move at all. You can literally feel each bump in the road, every manhole cover hit and every small object you can imagine.

Casey, the station manager tells you that you need to go to the Emergency Room and offers to drive you there. You text Rick and he replies he will meet you there.

Casey gets the hospital intake nurse to wheel you into the bright bleach smelling waiting room. Rick starts filling out your paperwork and all you can think is “How am I going to be on my feet all day at work and do things that need done around the house with my back like this?”

Dr. Clark, a friend of the family, comes into the ER room and tells you that you will need an X-Ray to determine what is going on with your back.

After the X-Ray, Eric tells you that you have herniated a disk, and that it appears you will need to have a minor surgery to repair it, then about 6 weeks of physical therapy to get back on track.

Eric refers you to the hospital’s neurosurgeon who does the surgery two days later. You can walk again, and you do feel better despite some soreness. You have a set appointment schedule for physical therapy and you return to your workplace to develop the plan for recovery while working.

Your company HR Director explains the policies and how you will need to follow doctor guidelines and keep them updated on what the physical therapists say and when you are cleared for full-duty. In the meantime, you are to be in a seated position while you produce the news. Not ideal, but, it is what it is.

After 6 weeks of physical therapy, you are deemed ready to return to work on regular duty. Your back still gives you a little bit of pain now and again, but nothing that a little ibuprofen won’t take care of.

You get back to work and everything is going well. You have been on the job two weeks on your feet and are back to full-strength at home and life resumes to normal.

Until that stupid pen rolled off your clipboard and you bent over at the waist to pick it up, and again, your back drops you to your knees.

The excruciating pain comes shooting into your lower back and now down your right backside and your leg.

How could this happen?

Physical Capacity Profile (PCP) can answer how it may have been avoided. But first, we would like to point out an important part of your story, Jen. You know how it took a machine to determine what was wrong? The X-Ray? The same is true in post-offer employment testing.

You need a machine to know if your potential employee has the strength and physical fitness to do the job.

You need a machine to know if your potential employee has a pre-existing injury.

You need a machine to know if after an accident, the employee is fit-for-duty and ready to return to work.

So, yes, this may have been avoided!

Had your news company provided a baseline assessment, it is likely you would have been able to acquire the job. After all, you have performed very well for 12 years. However, if they had a PCP baseline test result, they would be able to compare your abilities after the recovery to determine if you were fit-for-duty. Sure, your job title has changed and so have the physical requirements. (Thank goodness you are no longer loading and unloading cameras, cables and equipment.) But, the ability to do your job safely would have been evaluated through a series of tests conducted by the local Urgent Care Center that has the Physical Capacity Profile.

After your 30 minute PCP test, your HR manager would have had your results within 2 minutes. So, by the time you drive back to the station, she would know if you are ready for full-duty, light duty or would have consulted with the company medical provider to determine what status you need placed on. Or, if more physical therapy was needed.

You could have only had to suffer once. Wasn’t that enough?

Isn’t that enough pain for your company too, having to deal with the insurance, lawyers, and medical teams and trying to do your job while you were gone? Plus, your poor family that is now going to have to step back up and take care of more than their fair share?

Technology evolves for a reason.

The PCP is here to help hire right, the first time and to ensure that if injured, you are fit- for-duty after recovery.

Okay, so you are no longer Jen.

You are Jen’s HR Manager, a Safety Director, an Urgent Care Director or Medical provider , or even upper management at an organization. Perhaps you are a lawyer or insurance agent. Regardless of who you are, don’t you imagine it is time to help prevent problems like this from happening in your organization? Would it not be nice to have something to show that her testing is able to get her fit-for-duty before she returns on full duty?

Don’t you imagine that occupational health is something worth exploring?

Don’t you think you need Jen on her A-game ASAP, for your company’s sake, as well as for her own good? Let’s do something about this!

Click Here to protect your business and your employees.

Companies Requiring Human Resources Professionals Who Hire Right, The First Time.

Fri, 03 Aug 2018 13:42:55 GMT

Knowing physical impairments of new hires is essential in proper hiring of new employees!

Why do you require certifications from some employees before hiring them?

Why do you spend money and time training employees to the standard you have built internally and expect from them?

All of these questions result in an obvious answer; your company wants to have the best employees to make the best product or produce the leading services in your speciality.

This being true for all businesses, if you are not already utilizing the Physical Capacity Profile (PCP) for post-offer employment testing, why are you investing in people who could become more of a liability than an asset?

How Do We Accomplish This?

The PCP is utilized to help employers and their human resources teams accomplish three very important things at the time of hire-things that are crucial in establishing less workers’ compensation claims;

The person being hired is physically able to complete the essential functions of their job.
To limit workers’ compensation liabilities by not owning 100% of the injury/impairments that a prospective employee may be bringing to their new employer.
Expediting the rehabilitation process if, and when necessary, by providing objective measurements to better know when an injured employee has reached maximum medical improvement.

Imagine you are the human resources professional at a production plant that builds heavy duty machinery parts for large construction equipment.

You have an opening for a welder and numerous people have applied for the job.

-All of the applicants have welding certificates from accredited institutions.

-Most of them have at least two or more years of experience.

-Several of them have included a portfolio of the work they have done, including photos of their work.

The process of attaining the right welder comes from an interview where you find which of these candidates fits your company’s culture and seems to have a positive attitude and work ethic, right?

Well, that is half right!

The process of ensuring you are hiring correctly goes beyond culture, attitude and work ethic. It should also include a baseline understanding of their ability to complete, and pass PCP testing.

Why an Asset Should Not Become a Liability

Welders are in high demand . An assessment of their current physical ability and a baseline measurement of such ability by completing a PCP Test should be a final step before hiring.

The ability to gain a welder that will not become a liability is something that should never be left to chance.

Heavy equipment machining and manufacturing is one of the more dangerous jobs in the US. With working in weather conditions that are not always favorable, sometimes working off-site and in the field, you need to make sure that the employees you have on your team are bringing money in, not costing you money.

Fact is, most people have some form of impairment.

Sara used to pitch softball while in junior college and all through high school. She injured her shoulder while attaining her welder’s certificate in a sport related accident.

Does this mean that Sara would not be a good employee?

No.

The IF Factor

If Sara re-injures her shoulder while on the job, and after completing the PCP test, you the employer are not likely to have to cover 100% of the injury.

Hopefully, she is able to return to work producing outstanding welds for your company.

This is a win for the company and a win for the employee in a tough situation that is usually one-sided.

For testing, you pay as less than $175 per test and could see an average ROI of $6-$8 dollars per dollar spent on testing.

Compare that to the average shoulder injury costing employers $25,800 and you will find yourself thankful you have been utilizing the PCP for post-offer employment.

The Team You Can Trust

PCP has been trusted since 1988 and has over 125 locations throughout the United States in manufacturing plants, urgent care centers, hospitals, chiropractors offices and independent service centers.

PCP is relied upon by organizations as small as five employees to as large as tens of thousands of employees. There is no organization too large nor too small to protect themselves or their greatest asset; their employees.

PCP can help your organization Hire right, the first time by visiting us online or by calling 785-825-4444.

How Hospitals Build Stronger Partnerships with Local Employers

Thu, 02 Aug 2018 00:00:00 GMT

Offering Physical Evaluation Testing at Your Hospital Can Meet an Important Need in Your Business Community

The core service that hospitals and medical centers provide to their communities will always be the care of individual patients and families. Hospitals can extend their service offering, and their revenue potential, by growing their occupational medicine and workers compensation business to local employers. An increasing number of employers are adding post-offer physical evaluation testing to their human resource strategy to mitigate the risks of hiring mistakes. Local hospitals are uniquely positioned within their community to provide such services, thus growing their occupational medicine business and strengthening key strategic partnerships with local employers.

The need for post-offer physical evaluation testing of job candidates is especially important for labor-based industries, such as nursing, manufacturing, warehousing and construction. The success of such industries is predicated on the physical abilities of their employees. Labor-based organizations are seeing the greatest benefits from implementing post-offer physical evaluation testing into their new hire strategy. Logistically, however, these types of non-clinical organizations are not staffed with internal resources to complete such testing, so the evaluation must occur off-site.

Some organizations rely solely on a physician’s examination to determine a candidate’s fitness for work. These organizations make new hire offers contingent upon the candidate’s need to obtain a physical exam from a physician, either of the candidate’s or the hiring organization’s choice. The candidate is then required to make an appointment and obtain the required exam. Depending on the candidate’s motivation and the schedule of the provider’s office, it could take several days for the candidate to make an appointment. After the exam, it could take another several days for the physician’s report to be faxed to the organization’s hiring manager. The time required for this process could ultimately delay the hiring process, adding stress to an organization that is already labor-strained.

Aside from the coordination issues and delays that this method can cause, organizations are finding that a physician’s exam is not a true indication of a candidate’s ability to perform the required physical skills of the job. A physician’s exam only provides limited biometric data, such as the candidate’s age, weight, blood pressure, body mass index (BMI), etc. Candidates are typically evaluated on a pass/fail basis subject to the discretion of the physician or physician’s assistant (PA) completing the exam. Such subjective exam results, which can vary widely depending on the physician or PA conducting the exam, lack an analysis of the candidate’s physical abilities relative to the job’s required physical tasks. Ultimately, organizations that are utilizing physician exams as a method of post-offer physical evaluation testing are not properly protecting themselves from the risks associated with a hiring mistake.

process is streamlined for maximum efficiencyUnlike physician groups, hospitals are uniquely positioned to offer the type of objective evaluation testing that can provide an organization with the level of detail and data needed to ensure a new hire poses little risk for injury or job misplacement. The most effective post-offer physical evaluation method that can be offered to an employer is the Physical Capacity Profile® (PCP) test. Unlike physician’s exams that subjectively evaluate a candidate’s physical fitness on a pass/fail basis, the PCP test measures a candidate’s ability to perform a variety of repeated and sustained physical tasks. Data is obtained and analyzed electronically and compared against standard criteria established by the American Medical Association (AMA) and the Department of Labor’s work classifications. The profile report tells an employer if a candidate is physically able to meet a job’s fitness requirements, and what physical impairments or historical injuries exist as risk factors – data that can be used to offset a future workers’ compensation claim if an injury occurs.

Administration of the PCP test can be conducted in a hospital by a medical professional that has been trained and certified in test administration. By obtaining a test apparatus and credentialing staff in test administration, hospitals are able to offer a unique service to organizations in their community. By partnering with local businesses as their preferred provider of PCP testing, hospitals not only grow their service offerings, but also strengthen their position in the marketplace as a leader in occupational medicine and workers’ compensation services. For businesses that partner with local hospital PCP administrators, not only do they receive a more in-depth and useful evaluation than what can be obtained in a provider’s office, their hiring process is streamlined for maximum efficiency.

Employers looking to add physical evaluation testing to their human resource strategy are likely already in need of other health care services for prospective employees, such as drug testing, respirator fitting, hearing screens, and Department of Transportation (DOT) physicals. As an added benefit to organizations, hospitals are also able to expedite the evaluation process. By removing the need for a candidate to seek out a physician’s exam and wait for an available appointment, organizations can finalize new hire offers faster and more efficiently. Hospitals that offer integrated post-offer evaluation testing and screenings can become a total solution provider for their business partners, further solidifying their strategic community partnerships, and expanding their revenue streams.

Hospitals that integrate the PCP testing system into their service models can also benefit from conducting their own post-offer evaluations on potential new hires. Testing for prospective hospital employees can be conducted internally by the hospital’s trained staff. Data analysis and report generation is conducted electronically by third party software, eliminating the concern for internal manipulation of test results or subjective analysis.

With on-site PCP testing, hospitals can increase revenue, expand local business partnerships, and improve new hire strategies.

With unemployment low, businesses are needing to hire right, the first time. This ensures they are able to get the right employee for the job, who is less likely to become injured and help maintain the growth needed for prosperity in their market.

Physical Capacity Profile stands ready to share what other hospitals across the country are doing to make this a success not only for their own staff, but as a generation of funds, year round, from businesses in their communities.

HR Director Exposition: The True Story of an Iowa HR Hiring Nightmare

Tue, 03 Jul 2018 16:37:37 GMT

The 'perfect' hire became the largest corporate disaster to date in a matter of weeks. Here is what happened, and how it could have been avoided.

Human Resources professionals and others in charge of hiring are telling their stories of horror.

This is one.

You have advertised for weeks, but in today’s job market where Iowa is tied for the ninth lowest unemployment rate in the nation , it is incredibly hard to get a qualified applicant.

Having a new hotel, you want to ensure that you have someone who is capable of ensuring the hotel pool and all of the amenities are in good working order for your guests, but also for corporate who is really watching you in your new role as human resources director.

Meet Tim.

Tim has worked at four apartment complexes in his 25 year career as a maintenance person. His resume, references, and skillset seem to be on par with what your organization is seeking for a hotel maintenance person.

In the interview, when asked why Tim wants to seek a career in a hotel instead of apartments, Tim says he would prefer indoor work and likes the fact that there is an elevator that can be utilized instead of carrying tools up flights of stairs to work on plumbing, fix doors and regular issues that occur in high traffic, high capacity housing. Tim is dressed appropriately, answers your questions like a pro and seems to be really knowledgeable about your needs and possesses the ability to carry them out.

After the interview, you feel that Tim is a strong candidate as his experience is extensive. You offer Tim the job at the rate of $18.75 per hour to work M-F and to be on call on weekends with a $125 per call bonus. Tim passes his drug screen and starts the following Monday.

All seems well! Corporate is off your back about getting the position filled, you feel strong about your candidate and your hotel is fully staffed and operational.

Tim starts his career with your hotel clocking in on time, has a positive attitude, likes to joke around (but keeps it workplace appropriate) and does a great job. When there is a problem, Tim is able to fix it and maintenance costs at your hotel are lower than others in your franchise as Tim seems to be highly educated and well equip for the job.

In short, Tim seems to be one of the more reliable, hardworking members on your team.

On a Tuesday morning, when taking boxes of pool cleaning supplies to the pool supply closet, Tim radios the front desk and says he has fallen and is unable to move his right leg.

You immediately run to the pool supply closet to find Tim in an immense amount of pain laying on the floor, hands around the kneecap of his right knee, with pool supplies scattered all around him. Knowing protocol as HR, you call an ambulance.

Tim goes to the hospital and they find that his right knee has so much scar tissue from past surgeries that they are going to have to give him a knee replacement. A regular surgery or physical therapy will do no good. Prior injuries have taken their toll on Tim’s knee.

Tim sits at home for six months as he goes from appointment to appointment, specialist to specialist, until they finally set a date for surgery of one month out.

Seven months of being off work, Tim is collecting workers’ compensation from your hotel. Not only that, but his lawyer is going to ensure that his knee replacement is paid for by your hotel, and that Tim is paid for the time it takes to recover from the surgery and pass a physician’s exam to return to work.

This great employee has become your greatest nightmare.

True story, all of this could have been avoided.

All of it.

If you had sent Tim to "ABC Wellness Clinic" in town where they offer Physical Capacity Profile (PCP ) testing (a comprehensive collection of multiple strength test measurements in as little as 30 minutes that delivers results to HR personnel in less than 2 minutes) you would have been better prepared to either offer Tim the position, or decline the offer of employment based on his inability to perform his job at a safe level.

Furthermore, once Tim was rehabilitated, you would be able to send him back to "ABC Wellness Clinic" to have a post injury evaluation conducted and compared to his baseline levels. This solution has proven to be more productive than a physician’s exam.

When you utilize the PCP, you are more likely to hire the right, the first time .

The PCP is EEOC, HIPPA and ADA compliant and has been in business since 1988. There are over 125 locations in the United States, and we would honored to have you as part of our family of service providers or an affiliate of these outstanding facilities.

Disclaimer: The following is a real story given to our company by a real person. The names and the situation has been changed to protect the identity of the individuals involved.

Is Your Company Successfully Integrating an Aging Workforce?

Mon, 25 Jun 2018 18:29:17 GMT

If not, you need to act now!

The ability for American businesses to attain the right employee the first time has never been greater. In fact, businesses are finding they are able to increase revenue, decrease workers’ compensation, and decrease insurance premiums even as the workforce increases in age.

The truth is, the American worker is living longer than ever before. Ensuring that older populations are able to perform the job level suitable to their physical ability is vital to organizational success, as well as worker longevity.

Are Your Older Employees at Risk?

Unless you perform post-offer testing, yes! (See graph below):

Post-offer testing is defined by Physical Capacity Profile (PCP) as a physical strength test determining one’s abilities of strength and fitness, allowing human resource and safety teams to discover the applicants physical capability.

How Do You Know Older Applicants are Able to Work in the Position They’re Being Offered?

The post-offer test provides a numeric value to be compared to a job description’s numeric value. Numeric values are determined by job assessments.

Job assessments are vital to knowing the strength needed for safety on the job. Upon completion, job assessments are then compared and collaborated with the Department of Labor’s 5 Levels of Work. Each job description receives a numeric value.

The valid numeric number from the testing is from the following Department of Labor 5 Levels of Work:

Level 1-Sedentary Work

Exerting up to 10 pounds of force occasionally, and/or a negligible amount of force frequently. Involves sitting most of the time but may involve walking or standing.

Level 2-Light Work

Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently. Required walking or standing to a significant degree; or requires sitting most of the time but entails pushing and or pulling of arm or leg controls.

Level 3-Medium Work

Exerting 20 to 50 pounds of force occasionally and or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly.

Level 4-Heavy Work

Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly.

Level 5-Very Heavy Work

Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently and/ or in excess of 20 pounds of force constantly.

Does Physical Capacity Profile Post-Offer Testing Really Provide Results?

Yes. Your HR department or Safety Team will have results in less than 2 minutes after the test is taken. (Example page 1 of 3 provided):

Specifically, if an applicant is applying for a level 3 job and they score a 4.7 on their testing, they are an employee that is more like to be safe on the job than an applicant who scored a 2.8.

Companies from all over the country have relied on PCP to ensure they hire the right person the first time.

See the testimonials of our affiliates.

How Does Implementing This Testing Work For My Company?

The PCP family accommodates the needs of your company. For companies with a medical staff, OPC will train up to four employees, do job assessments for your major positions and provide an all inclusive delivery of the PCP machine.

For companies without medical staff, PCP can work with whomever the company uses for physicals or occupational medical services.

Interested In Learning More About Protecting Your Company and Older Workers?

Good news! Our staff is ready to serve you with outstanding customer service and support. PCP employees work with unmatched transparency, honesty and reliability.

Check out our website .

Call us at (785) 825-4444

Email us at: kindrar@pcpworks.com Kindra Rose, Business Development Professional

jeremyp@pcpworks.com Jeremy Petty, Business Development Professional

tylerp@pcpworks.com Tyler Paulson, Director of Marketing

Welcoming New Location in Le Mars, Iowa

Mon, 25 Jun 2018 16:35:16 GMT

Ritz Chiropractic

We would like to announce our new location at 220 Plymouth St SW, LeMars, Iowa 51031

Sincerely,

Dr. Travis Ritz, Chiropractor

220 Plymouth St SW

LeMars, Iowa 51031

(712)546-4004

ritzchiropractic.com

How Does One Machine Make Such a Difference?

Thu, 10 May 2018 13:41:33 GMT

Clue: You hire the right employee the first time!

How Does One Machine Make Such a Difference?

The ability to make a difference in the lives of businesses, corporations, and organizations has inspired Physical Capacity Profile (PCP) to increase the volume of post-offer employment testing across the nation. Every level of leadership in organizations utilizing the PCP takes comfort in knowing the opportunity to hire the right employee the first time is one 30-minute test away and available for less than $200 per test. For every dollar spent on PCP testing, employers are seeing an average savings of $6-$8 in workers’ compensation claims.

So, How Does One Machine Make Such a Difference?

Validity . Validity is defined by Merriam-Webster as;

the quality or state of being valid : such as

A : the state of being acceptable according to the law

B : the quality of being well-grounded, sound, or correct

Validity and the PCP

Employers must be capable of obtaining accurate baseline physical capability employment measurements. If an employee is hired without being tested by valid measures and is injured on the job, the company will likely pay for the entire injury. However, if the employee was tested with valid measures pre-hire, and the injury happens on the job, the company will likely pay only for claims associated with rehabilitating the employee to his or her previous, post work-injury state.

Without valid testing, one would never be able to prove to what extent someone is hurt. In addition, without valid testing, one would never be able to prove when someone is fully rehabilitated or ready to return to work.

A physician's exam does not cover valid measures.

The only way to test with valid measures it by utilizing the PCP. Our team is ready to assist yours in reducing workers’ compensation claims. Contact us online at pcpworks.com or call 785.825.4444 today.

Urgent Care Centers find Income Boost in Occupational Fitness Testing

Thu, 10 May 2018 13:38:35 GMT

Urgent care centers across the nation are finding there is a significant portion of the year that revenue decreases significantly. From March to October, people suffer less from the flu, sinus infections, and strep throat; all conditions that result in needed revenue. In March, things change.

March through October is one of the largest hiring seasons, causing employers seek occupational fitness testing to ensure they are hiring employees that are strong enough to perform the level of work needed. Urgent care centers offer an ideal location for such testing to be completed. Often times, urgent care centers offer urinalysis testing, providing prospective hires with a single source for both the drug and occupational fitness testing they need to complete before hire.

Offering occupational fitness testing at an urgent care facility also helps to foster stronger relationships between the clinical facility and local employers, as companies that use urgent care facilities for occupational fitness testing and drug testing are likely to send an employee to the same urgent care center for minor wounds and injuries. Therefore, the urgent care center becomes an exclusive medical center for corporations, small businesses, municipalities and organizations.

As a further benefit for urgent care centers that partner with local employer to offer occupational fitness testing, employees who have been tested and treated at an urgent care center are likely to take their families to these same clinics for all of their health-related needs.

Occupational Health Testing Transforms Urgent Care Centers

The Physical Capacity Profile (PCP) Transforms Occupational Health Testing

The PCP is utilized for post offer employment strength testing to reduce workers’ compensation exposure by documenting impairments that an employee brings with them to the workplace, per the American Medical Association (AMA) Guides. Upon completion of ten elements of the person’s physical capabilities, they are given a score that can be compared to the Department of Labor’s Dictionary of Titles. Human resource departments and safety departments receive a report of the tested individual within approximately five minutes of the test being completed. By the time a potential employee leaves the clinic and returns to the workplace, the report can be examined and an employment offer extended or recanted. If an injury takes place to an employee, the pre-hire data received from the PCP provides the pre-injury baseline measurements needed to enable treating professionals to expedite the rehabilitation process.

Organizations cannot afford to go without utilizing the PCP for baseline testing. Urgent care clinics can benefit year-round by implementing a PCP machine in their facility. Insurance companies take a long time to pay urgent care facilities for the services they conduct on their clients. Organizations that utilize the PCP are billed directly and are paid by employers much quicker than they are paid by the insurance companies.

To discover how your urgent care center can benefit from PCP testing, visit PCPWORKS.COM or call 785.825.4444.

Court Honored Evidence Saves Businesses in Workers' Compensation Claims

Tue, 17 Apr 2018 19:19:56 GMT

If you ever had to attend a hearing for a workers’ compensation claim against your company, keep reading. If not, it is only a matter of time before you do. So again, keep reading.

Workers’ compensation claims paid out less in 2017 than in years prior, and trends show diminishing payouts to be continuing. However, the reason for these lesser dollar claims is due to post offer strength testing that provides validity to the claimant's test results.

What Does Validity Mean in Relationship to Post Offer Strength Testing?

Validity shows a numeric value of one’s physical capabilities prior to the injury on the job. After the individual has completed rehabilitation, he or she can be re-tested to see if the injured body part has recovered to the point where it is as strong as was indicated in the original test, or if it has gained or lessened strength. If the strength of the injured body part has lessened, the comparative test results will indicate by exactly how much. This way, the employer only pays for the degree to which the body part was injured and the employee gets his or her fair share of compensation for the injury.

What Does Testing with Non-Valid Measures Offer?

Non-valid testing measures are common among many employers across the nation. Tested individuals are given a pass/fail assessment by an employee who observes your company’s potential hire. There are no numbers for their abilities, only observed measures that display their abilities. This process allows the employer to pay unnecessarily for what could have been a prior impairment, while the employee gets more than his or her fair share of financial compensation. There is simply no evidence of a previous impairment without valid measures of testing.

If you were going to a court hearing, which of these two measures would you prefer to have in your hands as a defense? Results that meet American Medical Association (AMA) guides and Americans with Disabilities Act (ADA) requirements, or sheets of paper with someone’s observations?

The Physical Capacity Profile has been in operation since 1988 and has become the state-of-the-art testing protocol for entire industries that rely on valid measures to protect their assets in a workers’ compensation claim.

Have you ever wondered if a new hire had the strength and fitness to do the job for which he or she was hired? You do not have to guess. We provide a numeric value for you to compare against the Department of Labor’s numeric requirements for labor standards for job descriptions.

We put the power to hire the right people the first time in your hands with peace of mind while potentially saving you hundreds of thousands of dollars.

Job Risk Assessment Considerations

Mon, 02 Apr 2018 13:50:30 GMT

Job risk assessment in any industry causes stress and tension to rise. From senior leaders to the individuals who punch a timeclock daily, change that comes to a business can produce unease among workers.

When we implement post offer employment testing, we demonstrate to all involved how the Physical Capacity Profile (PCP) test benefits the entire business—both owners and their employees. Our ability to educate businesses about how our testing can prevent workplace injuries and mitigate unnecessary workers' compensation claim costs promotes understanding and increases employee morale.

Here is how.

Knowing you are being tested to perform in a job that will either a) be the right fit for you and allow you to do it safely or b) not cause you harm and is not an acceptable position for your abilities, is essential to your long-term health and well-being. Having the capacity to manually execute the tasks required of you with a lesser chance of harm is a benefit that will allow you to perform in the job you love safely, and at a high level, for many years.

Companies are facing significant economic challenges. Unemployment is low, which means fewer people are in need of work. Those in need of work still should be placed in positions that are safe and practical to their abilities. Job risk assessment is never to be an exception to this rule.

The Physical Capacity Profile is used as a post-offer employment test that measures one's physical abilities and provides numeric results that deliver validity of one's capabilities. Our testing is unlike that of other companies that use another person’s observation, instead of valid instruments, to determine ‘a pass or fail’ of movements. Our testing follows the guidelines of the American Medical Association (AMA), and are set to assist employers in following the Department of Labor’s Dictionary of Titles. Using valid measures that meet federal guidelines provide for less of a risk, which is why we have incorporated them into our proprietary testing. What data elements would you want to have backing you if you were to go to trial?

Our goal is to promote the highest of safety standards for all workers, allowing a business to increase its profit margins by decreasing workers’ compensation claims. The savings of less injuries and higher production are often disbursed to a company’s employees for their exemplary conduct and hard work.

Our affiliates have found that testing with us brings a higher return-on-investment (ROI) than they expected. With post offer employment testing you can be confident you will hire the right employee the first time. You can see our testimonials here . You can also reach our dedicated team of professionals for a free consultation by visiting us here .

When you are ready to evaluate risk assessment, we are ready to ensure it is completed comprehensively and with the highest standard of customer care.

Give us a call at (785) 825-4444 to see how we can help.

Job Risk Assessment Considerations

· Are your employees wearing their personal protection equipment (PPE)?

· Is your supplied PPE in good serviceable condition?

· Are there consequences for employees who do not use their PPE?

· What are your monitoring procedures for ensuring employee safety?

· What are the protocols for an employee that reports an on-the-job injury

· Who does an injured employee report to when injured on the job?

· What kind of investigative measures do you have in place for exploring how the injury occurred, why it happened, and how to prevent such an incident in the future?

· How often are employees involved in safety recertification?

· Who ensures their safety education is comprehensive?

· Do you have written safety procedures that each employee signs and that you keep on record?

· How do you assess which jobs in your company are at the highest level of risk?

· For the higher-level risk jobs, are employees trained differently than those who are in lower-risk jobs?

· Does your company offer incentives for periods of time where employees do not have injuries?

· Are your policies and programs compliant with federal and state guidelines for safety?

· If part of a union, do your safety standards meet the union standards?

· Do you conduct post offer employment testing to ensure the right employee is hired for the right position?

· How often do you test your employees for illegal drug use?

· After an employee is injured, do you conduct a post-injury test to ensure he or she can function at the level at which he or she was working before the injury? Or, do you take a physician’s word that the employee is fit for duty?

· Is the equipment used on the job maintained and in good working order?

How is the overall morale of the workplace? Do you consider morale when you evaluate job risk assessment?

Is Workers’ Compensation One of the Largest Line Items in your Budget?

Fri, 09 Mar 2018 15:01:54 GMT

Does reading this headline make your blood pressure increase a little and cause your head to start building pressure from an oncoming stress headache? Especially when this article from lawyers.com states that claims for the average back injury cost a business $23,600? It also goes on to mention that the average claim for workers’ compensation is $21,800. These are financially burdensome checks to write as a business owner of any size business. There is a better way; one that costs a lot less and can produce a positive ROI.

Pre-placement or post-offer testing is one of the most revolutionary, yet practical protocols a business can put into practice when it comes to hiring the right person for the job. You never know if the person you are hiring injured their right shoulder playing softball and never disclosed the injury. What if you did not test the employee before hiring, and he or she re-injures this same shoulder on the job? You are likely not only to pay for the injury sustained on the clock but also any unreported damage sustained before the employee accepted your employment offer. This same scenario could occur for a person who has injured his or her back at a prior job and received workers' compensation payment for that injury in the past. What recourse would you have to prove you are not liable to pay for the previous injuries if you haven't had them adequately tested?

The Physical Capacity Profile (PCP) tests your applicants through valid measures. Each test is rated by a computer system that details the applicant's physical strengths and weaknesses. No part of the testing process is assessed by a human being other than the ability for the person to do sit-ups, which is solely a yes (and how many) or a no. Other systems across the country rely on subjective administrators to determine how a person performs a task. The test facilitator observes and presents pass or fail marks for the candidate’s movements. There are no numbers to compare. There is no validity or standards to which to compare results. Are the test results based on data or personal opinion? You decide which one you want backing you if a claim occurs.

When your applicant has finished PCP testing, he or she will be given an overall score that you can then compare to the Department of Labor Dictionary Titles allowing you to determine if this potential employee is fit for the job to which he or she has applied. Simply put, secure placement produces more productive and safe employees.

Once hired, if an employee does get injured, you have post-offer test results that comply with ADA and EEOC regulations to compare their prior abilities to their post-rehabilitation abilities. This safeguard makes rehabilitation time and workers’ compensation payouts fair for both the employer and employee.

If one of your largest line items for expenses is for workers’ compensations claims, you can do something about it. Click here to learn how to avoid a $100,000 hiring mistake or visit our website for more information about our cost-saving solutions.

If you're ready to start reducing your workers' compensation costs, contact us today to speak to one of our experts. We will take the time to listen to your needs, hear what your expectations are, and help you build a solution that will protect your bottom line. Reduction of injuries and total claim dollars spent are how we measure mutual success. We look forward to helping your business achieve higher levels of financial rewards.

Top 10 causes of workplace injuries

Thu, 30 Mar 2017 18:32:15 GMT

Costing over $51 Billion

"Top 10 Injury Causes : Overexertion involving outside sources ranked first among the leading causes of disabling injury. This event category, which includes injuries related to lifting, pushing, pulling, holding, carrying or throwing objects , cost businesses $15.08 billion in direct costs and accounted for nearly a quarter of the overall national burden."*

How to help solve this problem? Visit www.pcpworks.com

Read the entire article here: https://www.libertymutualgroup.com/about-liberty-mutual-site/research-institute-site/Documents/2016%20WSI.pdf

*Source: Liberty Mutual Research Institute for Safety
www.libertymutualgroup.com/researchinstitute

Assured Occupational Solutions, McPherson KS, Hosts Educational Seminar for Employers

Thu, 16 Mar 2017 14:04:55 GMT

Featured in the McPherson Sentinal

Brace yourself: PCP testing and the workplace

Saturday

Mar 11, 2017 at 3:00 AM

By Cheyenne Derksen SchroederStaff Writer

What if you could predict a work injury?

Unfortunately, predicting injury is not an exact science, but special tests allow employers to determine which physical tasks employees can perform, which prevents potential injury.

The Physical Capacity Profile, or PCP, Testing System measures ability to perform 28 maximum-strength measurements in 30 minutes. The test is offered by Assured Occupational Solutions and the Operational Performance Corporation, Salina. OPC representatives gave a lecture on the testing program with AOS on Thursday.

“We believe the employee is the most valuable assets in your workplace. You need good quality employees who put in the time and have the capacity to do the job over the course of several years,” said Chris Curtis, business development manager for OPC. “You only have one body, so we want to make sure we keep it in good shape.”

How it works

What the PCP testing provides is objective results about a potential employee’s ability to perform a job. A test facilitator guides the employee through the objectives on a piece of equipments. Through computerized software, results from the tests are available in minutes to medical providers and the employers.

The information obtained uses the Department of Labor’s five classifications of work and the American Medical Association guidelines. The exam also qualifies for American Disabilities Act, Health Insurance Portability and Accountability Act and Equal Employment Opportunity Commission standards.

The work classifications divide jobs into five categories by the amount of force needed to push, pull, lift or move objects.

The lightest, sedentary work, involves exerting 10 pounds of force occasionally, while the highest, very heavy work, involves exerting over 100 pounds of force occasionally, 50 pounds frequently or 20 pounds constantly. Results from the PCP test show what classification of job an employee could perform.

“It’s not pass or fail like a drug screening — if someone scores at a lower level, you can offer them a different position if you have one available. Otherwise, you can rescind the offer,” Curtis said. “If they meet a higher level, you can move them up to a higher job.”

For employers, test results can assist employers in identifying physically demanding jobs and potentially reduce injury rates.

“We need to know the heaviest lift they’ll do and the most frequent task,” Curtis said. “You’d think we just test laborers, but some businesses figure out pretty quick that if your secretarial staff is lifting files or bottles of water often, that will bump you up a few categories, so we test everyone.”

Purpose

The PCP test seeks to answer three questions: Does a potential employee have the strength to do a job, do they have a preexisting condition that might hinder their ability, and when has an injured employee reached maximum medical improvement?

“When workers have done rehab and the doctor says they can come back, you can have them do a PCP when they return. What it does is it goes at a slower pace since they’re probably in pain, and it guards against potential malingers,” Curtis explained. “If they fail the PCP, you can put them in a light duty position, even if the physician says they’re fit to work. If they’ve been off work, they might have been resting and have lost some physical ability while out of the workplace.”

Using a consistent test like the PCP gives employers and medical providers a record of what an employee can do, both before and after an injury.

Issues are not completely eliminated, since injuries and worker’s compensation claims still happen, but PCP testing can lower the severity of injuries, Curtis explained.

“The cost spent on PCP testing is paid back in [worker’s compensation] savings,” Curtis said. “One dollar spent in testing brings $8 to $12 in worker’s compensation savings.”

For more information

Assured Occupational Solutions can perform PCP tests same-day or within the week. For more information, call 620-504-6614 or visit http://assuredoccu.com .

Contact Cheyenne Derksen Schroeder by email at cderksen@mcphersonsentinel.com or follow her on Twitter at @MacSentinel.

OPC Bowling Team Strikes it Big!

Mon, 06 Mar 2017 19:21:57 GMT

A huge thank you to the individuals and local businesses in Salina that helped OPC win the most donations raised for our time slot for the #BigBrothersBigSisters annual Bowl For Kid’s Sake event!

Brian and Julie Richardson, Synergy Chiropractic Dr. Joe, The UPS Store Brian Vaughn, Alan Webb Farmers Insurance, Dawn and Frank Carlson, Kathleen Lizzie Hight , The Birdsong Kids!, Denae Birdsong , Dustin Birdsong , Dan Lindsay , and Tiara Reid !

Go TEAM!!

Welcome Norton County Hospital

Wed, 01 Mar 2017 19:34:56 GMT

Norton County Hospital is Newest PCP Site

Occupational Performance Corporation is proud to welcome Norton County Hospital as the newest member of the Physical Capacity Profile network. Norton County Hospital, located in the northwestern Kansas community of Norton and i s a 25-bed critical access hospital and Level IV trauma center, and along with the Norton Medical Clinic and Logan Clinic, provides medical services for residents in Norton County and surrounding northwest Kansas and southwest Nebraska communities. It has 130 dedicated and skilled employees to assist our medical providers in all levels of inpatient care, a full range of outpatient ancillary services and several visiting physician specialty clinics.

How to Avoid a $100,000 Hiring Mistake

Sat, 21 Jan 2017 06:30:43 GMT

The greatest fear of most hiring managers is making an employment mistake that will result in financial loss. Finding an employee that has the physical strength to do the job is key to limiting this risk. Hiring an individual that does not have the physical strength to do the job may potentially lead to an injury. Not only does hiring someone who is not physically able to perform the job mean that an employer may have to absorb the costs of attrition, but it could risk paying out a sizable workers’ compensation claim plus the indirect costs of lost wages. All told, the cost of a single new employee who is unfit for duty could result in a $100,000 hiring mistake.

Employers are at a greater risk of a $100,000 hiring mistake if they extend an offer of employment to an individual who has suffered a previous injury. While the law prohibits employers from asking job candidates about previous injuries during the interview process, employers may receive medical information, including previous injuries, from a post offer physical strength test if this information was gathered to ensure that they are physically able to undergo such testing.

If a new hire’s physical condition is objectively measured and documented, employers can better protect themselves from pre-existing injuries and more importantly, those related impairments, making the post offer test a critical, cost-saving step in the hiring process.

The Risk of Reinjury

When new hires bring previous injuries into the workplace, they put themselves, and their new employer at risk. Over time, a previous injury could become aggravated by lifting, bending, pulling, or twisting. Or, a single workplace incident such as a slip and fall, could be the catalyst for reinjuring a shoulder, back, hand or wrist.

Having objective data on existing impairments can help protect an employer against paying claims against pre-existing conditions. Many state statutes protect employers from pre-existing injuries but they must be documented.

Job simulation vs. the Physical Capacity Profile® Test

Employers may legally make a new hire offer contingent upon the applicant's completion of a physical evaluation. To determine whether or not a job candidate is physically able to perform his or her job duties, some employers have relied on pre-placement physical exams that attempt to determine whether a person has the ability to do the essential functions of the job. Many such tests often attempt to simulate the physical tasks of specific jobs. While those simulations are capable of identifying overt job incompatibility issues, they lack the ability to objectively measure previous injuries and impairments—leaving employers vulnerable if an undocumented injury becomes aggravated on the job.

The Physical Capacity Profile® (PCP) Test has the ability to identify whether a person has the physical strength to do the job, assess existing impairments and determine baseline information for potential rehabilitation of injuries. All three of these factors help limit and decrease the risk in making a $100,000 hiring mistake.

The PCP Test: Objective Data and Reliable Results

The PCP test requires the applicant to complete a collection of multiple strength tests that are captured electronically and helps human resource professionals place an applicant in the proper job level as determined by the U.S. Department of Labor’s levels of work. The PCP Test also objectively measures related impairments based on the American Medical Association (AMA) guidelines.

Most state workers' compensation statutes require an employer to pay for workers' compensation claims to the degree that the injury or aggravation occurred at the workplace. Employers are better protected from paying the cost of an injury that occurred outside of their employment.

Establishing a reliable baseline through the PCP Test can help an employer ensure that the employee and employer are equally protected should an injury occur. Having objective baseline information available to share with a treating physician aids in effectively establishing maximum medical improvement (MMI). Without the baseline scores, employers may end up paying for additional rehabilitation treatments and lost time spent trying to meet unidentified and/or unreachable targets. The employee is protected because he or she knows what his or her pre-injury capabilities were and know that they will be fairly compensated should they not meet them.

A physical evaluation conducted using the PCP Test arms an employer with the objective data necessary to mitigate the financial impact of hiring an employee that does not meet the physical demands of the job, ensuring that if a hiring mistake occurs, the associated costs are fixed.

For more information on how the PCP Test can mitigate the financial risks of hiring physically unfit job candidates, contact Occupational Performance Corporation, or click here to locate a PCP Testing location near you.

New Medical Health Care Opens East Wichita Location

Mon, 01 Aug 2016 18:29:52 GMT

Staff is excited to serve east Wichita employers

New Medical Health Care hosted a ribbon cutting and open house event on Friday, July 29 for its new east Wichita location at 7602 E. Harry. Staff at this new location are eager to begin serving companies and their employees in the area.

New Medical Health Care was established in the spring of 2003 by a group of primary care doctors that expected higher quality of service and a better delivery model. In 2005, New Medical Health Care added occupational health and workers’ compensation service to the delivery model. They are recognized as a leading provider of these services in the Wichita and Sedgwick County area.

New Medical Health Care occupational health services are comprehensive and includes primary care evaluation and treatment, injections, immunizations, physicals including DOT and FAA, laboratory, advanced hearing and vision testing and the patented Physical Capacity Profile System. New Medical Health Care focuses on clients located in Wichita and the surrounding area and now has two locations in Wichita.

New Post Offer Employment Testing Location in Paducah, KY

Mon, 04 Jan 2016 00:00:00 GMT

Physical Capacity Profile® post offer employment testing is now available in Paducah, Kentucky: Atlas Physical Therapy

“As we continue to expand our testing locations, it was key to add another physical employment testing location in Kentucky to assist employers and their employees. Atlas Physical Therapy will be a great asset to the Paducah area for post offer employment testing,” said Brian Richardson, PCP CEO. “Their people have a great reputation and is just another service they have added to their already exceptional offerings.”

If you are an employer in the Paducah area, protect yourself and your employees from unnecessary circumstances than can result from a work related injury by post offer employment testing with the Physical Capacity Profile®.

Are you an employer that should be testing your employees? Ask yourself the following questions:

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?
Have you been concerned about a new employee bringing an old injury to their position at your company?
Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?
Ever wondered if an employee was really ready to return to the same job after an injury?

If you answered yes to any of these questions, the patented Physical Capacity Profile® Testing System provides definitive answers to these often unanswerable questions. By utilizing state-of-the-art proprietary software and equipment, PCP assists employers in preventing work place injuries by properly matching their employees’ physical abilities to their new job.

Atlas Physical Therapy LLC
5050 B. Village Square Dr.
Paducah KY 42001

Ph: 270-443-0681
Fx: 270-442-7948

http://www.atlasphysicaltherapyllc.com/

New Location in Omaha, NE: Integrated Rehab

Mon, 21 Dec 2015 00:00:00 GMT

Physical Capacity Profile®, a post offer employment testing system, announces a new testing location in Omaha, Nebraska: Integrated Rehab

“This makes 17 Physical Capacity Profile® testing locations in Nebraska and three in the Omaha area,” said Brian Richardson, PCP CEO. “We are excited for this new partnership with Integrated Rehab and their wonderful staff.”

Employers in Omaha can protect themselves and their employees from unnecessary circumstances than can result from a work related injury. Have the data provide by our system can reduce worker comp claims and ensure your company is fully staff and without injury

Are you an employer that should be testing your employees? Ask yourself the following questions:

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?
Have you been concerned about a new employee bringing an old injury to their position at your company?
Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?
Ever wondered if an employee was really ready to return to the same job after an injury?

Integrated Rehab
4832 South 24th St.
Omaha, NE 68107
Ph: (402)-502-1819
Fx: (402)-502-2057
www.omahaintegratedrehab.com

New Location Open in Reno-Sparks, NV

Wed, 16 Dec 2015 00:00:00 GMT

Physical Capacity Profile® post offer employment testing is now available in Nevada. The newest employee physically testing location is in the Reno-Sparks metro: Renown Health

“As we continue to offer new post offer employment testing locations in the US, Renown Health in Sparks, NV helps us expand to the West. They will be able to help local employers in the Reno-Sparks metro area ensure their new hires are physically capable of performing the jobs they were hired to do”, said Brian Richardson, PCP CEO. “We are excited to work with the talented staff at Renown Health.”

If you are an employer in the Reno-Sparks metro area, protect yourself and your employees from unnecessary circumstances than can result from a work related injury by testing them with the Physical Capacity Profile® testing system.

Ask yourself,

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?

Have you been concerned about a new employee bringing an old injury to their position at your company?

Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?

Ever wondered if an employee was really ready to return to the same job after an injury?

If you answered yes to any of these questions, our patented system provides definitive answers to these often unanswerable questions. By utilizing state-of-the-art proprietary software and equipment, PCP assists employers in preventing work place injuries by properly matching their employees’ physical abilities to their new job.

Renown Health
420 USA Parkway, Spark, NV 89434
Phone: (775)-982-7440
www.renown.org

Now Open: Post Offer Employment Testing Wynnewood, OK

Tue, 08 Dec 2015 00:00:00 GMT

Physical Capacity Profile®, provider of post offer employment testing, is pleased to announce our newest testing site location in Wynnewood, Oklahoma: Wynnewood Urgent Care

“Our goal is to continue adding physical employment testing locations in Oklahoma to assist employers and their employees. Wynnewood Urgent Care will be a great source for post offer employment testing in South Central Oklahoma,” said Brian Richardson, PCP CEO. “The staff at Wynnewood is a great fit.”

Post-offer employment testing available immediately at this new location. If you are an employer in this area, protect yourself and your employees from unnecessary circumstances than can result from a work related injury by post offer employment testing with the Physical Capacity Profile®.

Are you an employer that should be testing your employees? Ask yourself the following questions:

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?
Have you been concerned about a new employee bringing an old injury to their position at your company?
Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?
Ever wondered if an employee was really ready to return to the same job after an injury?

Wynnewood Wood Urgent Care
106 N. Powell St.
Wynnewood, OK 73098
Ph: 405-665-1010
Fx: 405-665-1001
Crystal Knowles, LPN: urgentcarecknowles@gmail.com
www.urgentcarewynnewoodok.com

New Location Open for Post Offer Employment Testing in Texarkana, TX

Sat, 20 Jun 2015 00:00:00 GMT

Physical Capacity Profile®, provider of post offer employment testing, is pleased to announce our newest site location in Texarkana, TX: HealthCare Express Management

“Adding a new site in Texas helps us to expand our network south. Working with local employers and businesses, HealthCare Express Management will be a great source for post offer employment testing in Northeast Texas. said Brian Richardson, PCP CEO. “The staff at HealthCare Express Management is a great fit for Physical Capacity Profile®.”

Ask yourself,

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?

Have you been concerned about a new employee bringing an old injury to their position at your company?

Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?

Ever wondered if an employee was really ready to return to the same job after an injury?

HealthCare Express Management, Ltd
3515 Richmond Rd Texarkana, Tx 75503
Ben Smith
Phone: 903-791-9355 ext 2104
Email: ben.smith@healthcareexpress.us
www.healthcareexpress.us

Dynamic and Isometric vs. Job Simulation Post-offer or Pre-placement Testing

Thu, 28 May 2015 00:00:00 GMT

It is generally accepted that physical testing of prospective employees has merit in preventing injuries in physically demanding jobs. However, not all testing methods produce equally effective results. This article compares two common testing protocols; dynamic and isometric strength testing and job simulation testing.

Job simulation testing aims to validate or invalidate a candidate’s physical suitability for a job through tests designed to mimic working conditions. For example, a candidate may be asked to lift a specified weight to a specified height a specified number of times. These tests do not quantitatively measure lifting strength or any other anthropometric attribute of an individual, but rather they provide a binary “pass” or “fail” determination for a particular job.

In contrast, dynamic (limb or muscle exerting force while in motion) and isometric (limb or muscle exerting force while stationary) strength testing yields a quantified strength capacity that may be applied to a wide array of jobs and be correlated to strength categories defined by the U.S Department of Labor. This method of strength test is most often done bilaterally for comparative purposes and is coupled with other anthropometric assessments like joint range of motion to produce a complete Physical Capacity Profile® (PCP) for an individual.

Some limitations of job simulation testing are apparent merely from the descriptions of these testing protocols. Because the data only reflects a pass/fail for a particular simulation, the test results can be only narrowly applied to the job or jobs that were simulated. Retesting is often required for job or job requirement changes. Likewise, the test design is frequently subjective, without established standards, which can lead to dispute and legal entanglements in the event of employee injury. In fact, the U.S. Equal Employment Opportunity Commission (EEOC) successfully prosecuted a discrimination lawsuit against Dial Corporation’s use of job simulation strength testing, awarding $3.39 million to the plaintiffs (#3-02-CV-10109).

Job simulation data also lacks substantive quantification to serve as a comparative baseline with any future assessments such as fitness-to-return-to-work testing or workers compensation claim dispositioning after an injury.

Physical capacity profiling with dynamic/isometric strength tests has none of these drawbacks. The testing produces a continuum of data suitable for establishing a comparable physical baseline not only for strength in various areas of the body, but also for range of motion or any preexisting physical impairments. Uncovering and quantifying existing impairments is a specific feature of the PCP testing approach that adds tremendous value to the results. If a prospective employee has limited range of motion in the back, for example, the employer will not be erroneously liable for that preexisting level of impairment should that employee later sustain a work related injury to the back.

Moreover, PCP testing follows AMA guidelines and correlates to strength standards catalogued by the U.S. Department of Labor. This test method has been audited several times by the EEOC with no adverse findings validating that the elimination of subjectivity in the test design and results interpretation makes PCP testing a far better risk management tool for employers. Plus, the richness of data makes the test results “portable” from one job to another as long as the data shows adequate capacity for the job requirements – reducing test/retest requirements over time.

The most impactful differences between job simulation testing and dynamic/isometric testing come when they are applied in real corporations in actual working scenarios. While job simulation has been shown to make 3x reductions in injury rates when used to match employees to their job requirements [1] , PCP testing incorporating quantitative dynamic/isometric strength assessment has been shown to make up to 10-100x reductions in injury rates [2] . Such an effective injury prevention mechanism produces real cost savings in the form of reduced workers compensation claim payouts (both frequency and amount), reduction in lost work days, protection against experience rate modifications for insurance premiums, reduced legal expenses and more.

In summary, physical testing improves the work environment for both the employer and the employee, and dynamic/isometric strength testing, coupled with other anthropometric measurements such as those in a Physical Capacity Profile®, is a more effective test method than job simulation testing for protecting employees from injury and reducing costs for employers.

To learn more about bringing Physical Capacity Profile® testing into your organization or becoming a PCP testing center, please contact Occupational Performance Corp. at 785-825-4444 or https://www.pcpworks.com .

[1] Keyserling WM, et al., Isometric strength testing as a means of controlling medical incidents on strenuous jobs, J Occup Med. 1980 May;22(5):332-6

[2] Harbin G, Olson J, Post-Offer, Pre-Placement Testing in Industry , American Journal of Industrial Medicine, 2005, 47(4):303

How To Hire Physically Abled Employees

Tue, 28 Apr 2015 00:00:00 GMT

Utilize Post-Offer Physical Evaluation Testing to Ensure Proper Job Matching

With the job market tightening as the nation sees a resurgence in the economy, human resource managers are faced with shrinking candidate pools and greater competition. Under these conditions, employers no longer have the latitude to make hiring mistakes, especially for skilled labor positions. Organizations that conduct post-offer physical evaluations are able to acquire the job market’s most valuable candidates and properly place them within the organization. Not only does proper initial placement mitigate turnover, it ensures that the best talent available in the marketplace can find an ideal position within your organization – and not with your competition.

After years of recession, unemployment in the United States decreased to 5.6 percent as of January 2015. According to the business forecasting group Kiplinger , the labor market will only continue to tighten. In January 2015, companies hired 257,000 more workers, with particular competitive gains in health care, food service, retail, and construction. With the job pool shrinking in such physically demanding industries, every job candidate that demonstrates a high level of talent is a valuable commodity. For employers adding a post-offer physical evaluation test into their new hire process, the Physical Capacity Profile® Test provides objective, industry-standard data to ensure proper job matching.

Physical Capacity Profile® (PCP) Test

The PCP Test provides a comprehensive evaluation of a candidate’s physical fitness, objectively-measured against the following industry-standard job level descriptions:

Level 1 : Sedentary Work - Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently. Involves sitting most of the time, but may involve walking or standing.

Level 2 : Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently. Requires walking or standing to a significant degree: or requires sitting most of the time but entails pushing and/or pulling of arm or leg controls.

Level 3 : Medium Work - Exerting 20 to 50 pounds of force occasionally, and/or up to 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly.

Level 4 : Heavy Work - Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly.

Level 5 : Very Heavy Work - Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly.

The PCP test requires the applicant to complete a variety of repeated physical activities that are captured electronically and measured objectively against industry-standard criteria outlined by the American Medical Association (AMA). The computer-generated output report summarizes what job level the candidate applied for, and what level he/she demonstrated during the test.

If, for example, a candidate applies for a level four position, during the PCP test, they will need to demonstrate the ability to exert 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently. The PCP test’s objective electronically captured data will indicate unequivocally whether the candidate meets these criteria. If they do, they will receive a numerical score of 4.0 or higher. By providing a numerical ranking on the job-level continuum, an employer can properly match a valuable candidate to a position within the organization.

There are two other commonly used methods of physical evaluation testing: a physician’s exam, and a job task simulation. While these methods can provide useful information about the candidate’s physical abilities, they lack objective data that can be used to identify where the candidate falls on the job level continuum.

The Physician’s exam aims to answer one basic question: Is this candidate healthy enough for manual labor. Physician’s exams are typically treated as pass/fail tests, with the ultimate determinations being based on the subjective opinion of the reviewer. The exam results do not indicate what level of physical labor a candidate can perform, nor where he/she is best suited within an organization.

Too often valuable job candidates are left to the competition when the new hire process fails to properly understand the candidate’s physical abilities. The PCP test does more than answer the question: “Is this candidate fit for this position?” Rather, the PCP answers the question: “Where is this valuable candidate best suited within our organization?” As the labor-market continues to shrink, incorporating PCP testing into your new hire strategy ensures that your organization is staffed with the best available talent, in positions that maximize their abilities.

Source: http://www.kiplinger.com/tool/business/T019-S000-kiplinger-s-economic-outlooks/

Hiring Mistakes Employers Make

Fri, 03 Apr 2015 00:00:00 GMT

Post-Offer Physical Evaluations Limit Workers’ Compensation Plan Cost Exposure

Physical Capacity Profile® (PCP) Test

The PCP Test provides a comprehensive evaluation of a candidate’s physical fitness, objectively-measured against the following industry-standard job level descriptions:

Level 1 : Sedentary Work. Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently. Involves sitting most of the time, but may involve walking or standing.

Level 2 : Light Work. Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently. Requires walking or standing to a significant degree: or requires sitting most of the time but entails pushing and/or pulling of arm or leg controls.

Level 3 : Medium Work. Exerting 20 to 50 pounds of force occasionally, and/or up to 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly.

Level 4 : Heavy Work. Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly.

Level 5 : Very Heavy Work. Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly.

within an organizationIf, for example, a candidate applies for a level four position, during the PCP test, they will need to demonstrate the ability to exert 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently. The PCP test’s objective electronically captured data will indicate unequivocally whether the candidate meets these criteria. If they do, they will receive a numerical score of 4.0 or higher. By providing a numerical ranking on the job-level continuum, an employer can properly match a valuable candidate to a position within the organization.

Source: http://www.kiplinger.com/tool/business/T019-S000-kiplinger-s-economic-outlooks/

How To Reduce Employee Turnover

Mon, 23 Feb 2015 00:00:00 GMT

Physical Capacity Tests Ensure Your New Hire is Fit for the Job

In today’s fast-paced marketplace, recruiting, training, and retaining a qualified and capable workforce is an essential element of every human resource manager’s corporate strategy. In reality, attrition is a bottom-line cost that employers are struggling to mitigate. For organizations offering positions that are predicated on the employee’s ability to complete specific physical activities, making an employment offer contingent on a physical evaluation can be a successful strategy for ensuring that new hires are literally fit for the job.

The cost to continually replace new hires is multifaceted. It encompasses the cost to not only hire and train a replacement, but likely includes the cost of paid overtime to tenured employees who are filling in the gaps in the staffing model. Factoring in the cost of recruiting, interviewing, hiring, training and initial reduced productivity, the cost of turnover to an employer is significant, and is estimated at:

30 – 50 percent of salary for entry-level hires
150 percent of salary for mid-level hires
400 percent for high-level hires

Proper staffing of physically qualified individuals can help mitigate these financial loses.

Every candidate wants to maximize their potential for hire by testifying to their ability to meet the job requirements, but when successfully executing in a position is dependent upon the individual’s physical capabilities, employers must obtain more than a verbal commitment from the candidate that they are prepared for the job. The obtainment of objective medical data that validates that the individual meets predetermined physical requirements can be an essential element of an organization’s staffing strategy. While there are various ways to obtain such data, not all methods will be truly indicative of an employee’s ability to complete the specific physical requirements of the position.

Physician’s Exam

Employers considering requiring a physician’s exam as a job offer contingency should be aware of the risks involved in selecting this methodology. Physician’s exams are typically treated as pass/fail scenarios, with the ultimate determinations being based on the subjective opinion of the reviewer. Depending on who is conducting the test, a physician’s assistant, or a physician, the final determination could vary.

In addition, while a physician’s exam will likely include such biometric data as the individual’s body mass index (BMI), age, and blood pressure, it will not directly address the individual’s aptitude for the specific physical movements required of the job. Can the individual lift twenty pounds of inventory repeatedly in the warehouse? Can they push a two hundred pound patient in a wheelchair through a hospital corridor? While helpful to know some of the elements that will be recorded by a physician’s exam, the final report simply cannot validate for an employer if the individual is physically able to perform the job.

Job Task Simulation

A job task simulation is a tailored exam, conducted by a medical professional, which attempts to simulate the type of physical behavior the individual will be doing in the work environment. Here, an employer can now see if the individual can lift twenty pounds of inventory, or push the weight of a patient in a wheelchair. Still, a job task simulation does not provide a comprehensive evaluation, as it lacks data relative to historical risk factors. A job task simulation will not necessarily require the individual to disclose the torn rotator cuff they rehabilitated four years ago, or their chronic lower back pain. Like a physician’s exam, a job task simulation is still reviewed on a pass/fail basis or a graded scale determined subjectively by the reviewer. It offers no baseline, and no maximum measurements for post-rehabilitation evaluation of a patient’s progress. Finally, the one-time simulation does not aim to measure an individual’s ability to reproduce an activity to identify inconsistencies of effort. While an individual may be able to demonstrate his/her physical ability to perform a specific task for a finite period of time during a one-time simulation, an employer is still at risk that a preexisting impairment could prove debilitating over time and lead to the employee voluntarily terminating.

Physical Capacity Profile ® (PCP) Testing

A PCP is the most comprehensive methodology for ensuring an employee can physically perform a job long term. The PCP test combines the valuable aspects of the physician’s exam, with the physical activity of the job task simulation, and adds in a third necessary component: electronically captured data with third party analysis and reporting based on industry standard impairment guidelines. PCP testing will ultimately deliver to an employer a three-page report with reliable historical medical information, current physical ability data, and impairment risk factors. More specifically:

The first page of the report is designed to validate for the employer if the individual meets the physical demands of the job.
The second page of the report documents any preexisting physical impairments per objective, and measureable guidelines established by the American Medical Association (AMA), as identified through electronically captured data and not a subjective evaluation.
The third page of the report reflects the individual’s strength and ability test result values. In the event of a workplace injury, this data will verify for the treating medical team where the individual’s baseline capabilities were prior to the injury to ensure that the goal of any rehabilitation aims to return the employee to their physical ability level prior to their workplace injury.

Every employer should have a strategy for mitigating employee turnover. With proper physical capacity testing as an essential element of a comprehensive post offer evaluation strategy, organizations can be assured that their new hires stand the best ability to become valued long-term assets to the organization.

15th Nebraska PCP Testing Location to Open

Mon, 05 Jan 2015 00:00:00 GMT

Physical Capacity Profile is pleased to announce our a newest post-offer testing location in Grand Island, NE.

“Adding another new site in Nebraska expands our locations in this state, and our ability to extend our PCP post-offer testing. We are excited about the expansion of the PCP network in Nebraska with this being our 15th location. We are looking forward to working with Twin Rivers Urgent Care in Grand Island, NE. Its a great opportunity for their local employers!” said Brian Richardson, PCP CEO.

Post-offer testing in Grand Island, NE at this facility is approximately available February 2, 2015. If you are an employer in this area, protect yourself and your employees from unnecessary circumstances than can result from a work related injury.

The patented Physical Capacity Profile® Testing System provides the definitive answers to these often unanswerable questions. By utilizing state-of-the-art proprietary software and equipment, PCP assists employers in preventing work place injuries by properly matching their employees’ physical abilities to their new job.

Twin Rivers Urgent Care, LLC
720 N. Webb Rd, Grand Island, NE 68803
Ph: (308) 384-2282
Fax: (308) 534-2900
Connie Mills
connieg@trurgentcare.com

Newest Oklahoma PCP site in Cushing, OK

Tue, 07 Oct 2014 00:00:00 GMT

Physical Capacity Profile®, provider of post offer employment testing, is pleased to announce our newest site location in Cushing, OK.

“Adding new sites in Oklahoma provides more opportunities for PCP post-offer testing that benefits local employers.” said Brian Richardson, PCP CEO. “The staff at Compliance Advantage, LLC are a great fit for Physical Capacity Profile®.”

Post-offer employment testing at Compliance Advantage is available immediately. If you are an employer in this area, protect yourself and your employees from unnecessary circumstances than can result from a work related injury by post offer employment testing with the Physical Capacity Profile®.

Ask yourself,

Have you ever wondered if either your new hire or a current employee transferring to another position really had the strength or fitness to do the job they were hired for?

Have you been concerned about a new employee bringing an old injury to their position at your company?

Has an employee been injured off the job in a personal injury, and tried to file a claim under your work comp?

Ever wondered if an employee was really ready to return to the same job after an injury?

Compliance Advantage, LLC
2102 E. Main, Cushing, OK 74023
Ph: (918) 223-3035
Fax: (918) 223-3888
Brina Boyle

Companies Reduce Injuries Hiring Physically Abled Persons

Thu, 17 Jul 2014 00:00:00 GMT

Physical Capacity Tests Ensure Your New Hire is Fit for the Job

Any corporation requiring employees to physically exert themselves as part of their job responsibilities knows that protecting both employees and the company is critical. Physical capabilities of employees and on-the-job safety are ever present concerns when you consider the incidence of work related injuries. According to U.S. Bureau of Labor Statistics [1] , the incidence of work-related muscular-skeletal injury per 10,000 employees in 2012 was,

Nature of injury	Number	Incidence / 10,000	Median Days away from work
Fractures	84,700	8.2	30
Sprains, strains, tears	443,560	43.2	10
Amputations	5,280	0.5	26
Punctures (except gunshot)	16,770	1.6	3
Bruises, contusions	97,540	9.5	5
Multiple traumatic injuries	38,190	3.7	10
With sprains	16,820	1.6	9
With fractures	7,510	0.7	31
Soreness, pain	171,930	16.7	9
Carpal tunnel syndrome	8,610	0.8	30
Tendonitis (other or unspecified)	3,020	0.3	15
All other natures	182,940	17.8	8

Table 1 – U.S. Bureau of Labor Statistics 2012 Injury Incidence Rates

Statistics like these have led businesses and associations to pre-screen potential employees to ensure physical capability before they undertake a physical job. Since World War II, such screening has typically taken the form of pre-employment testing wherein a candidate must successfully perform a go / no-go strength test intended to represent the demands of the job. More recently, however, post-offer Physical Capacity Profile® testing has been developed to more thoroughly assess potential workers and better align job candidates with job requirements - and companies are seeing tangible benefits from hiring physically able persons.

The Physical Capacity Profile® (PCP) test method breaks from the traditional binary strength testing by starting with a medical history. Because the protocol includes evaluations that are considered “medical” by law, it is performed by medical personnel and only after a job offer has been made. The latter characteristic prevents any hiring bias based on medical data.

Then, PCP testing focuses on establishing the physical capacity of an individual through testing of limb strength, lifting strength, range of motion and other anthropometric measures. The profile can then be correlated to Department of Labor strength categories, expanding its applicability not only to a specific job, but to any job in the appropriate category.

Level 1 | Sedentary Work - Exerting up to 10 pounds of force occasionally, and/or a negligible amount of force frequently. Involves sitting most of the time, but may involve walking or standing.

Level 2 | Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently. Required walking or standing to a significant degree; or requires sitting most of the time but entails pushing and/or pulling of arm or leg controls.

Level 3 | Medium Work - Exerting 20 to 50 pounds of force occasionally, and/or 10 to 25 pounds of force frequently, and/or greater than negligible up to 10 pounds of force constantly.

Level 4 | Heavy Work - Exerting 50 to 100 pounds of force occasionally, and/or 25 to 50 pounds of force frequently, and/or 10 to 20 pounds of force constantly.

Level 5 | Very Heavy Work - Exerting in excess of 100 pounds of force occasionally, and/or in excess of 50 pounds of force frequently, and/or in excess of 20 pounds of force constantly.

Table 2 – U.S. Dept. of Labor Strength Categories

Studies have shown that utilization of PCP testing to match workers to the appropriate physical job demands drastically reduces the rate of work-related injuries and in turn positively impacts company’s bottom lines. Typical savings realized after PCP test implementation include fewer missed work days from work-related injury, lower claims costs for workers compensation payouts, decrease in experience rate modifications for insurance premiums, plus lower legal expenses and higher defense success rates in workers compensation cases.

In one study [1] , the savings were catalogued for a metropolitan public school district comparing relevant costs before and after Physical Capacity Profile® testing was integrated into the employee hiring process. The untested [2] control group numbered 497 employees while the tested and hired group was comprised of 248 employees (candidates who failed the testing were not hired). The study results showed that the number of injuries was 0 for the tested group versus 19 for the untested group. This reduction in injuries yielded a workers compensation cost reduction of approximately $402,000 over 3 years following PCP adoption. The associated testing costs were $28,600 resulting in a net 3 year savings of over $373,000 for the district. That’s $14 in savings for every $1 spent.

A similar published study looks at PCP testing in the food production industry [3] . In this study, 2473 employees at a food production facility underwent PCP testing. Over a period of 3 years, the work-related injury rates were catalogued and separated into two groups: those for people whose PCP results demonstrated a match to the physical requirement of their job and those whose PCP test results indicated they were not physically matched (did not have adequate physical capacity) to their job requirements. The study data shows the percentage of workers in the unmatched group suffering lumbar spine and shoulder injuries was 10x that of the matched group.

Phase 2 of the same study assessed the financial impact of matching 100% of the employee hires to physical job requirements using PCP testing at an electrical equipment manufacturer. Briefly summarizing the results, sprain and strain related costs dropped from $70,000/yr. to $10,000/yr. while workers compensation premium costs dropped $76,000/yr. over the 5 years after PCP test adoption. Moreover, lost work days in the 3 years following PCP adoption fell from 700 days to 7 days, a staggering 99% reduction. All related factors considered, the combined cost savings for the company was approximately $690 per employee tested.

It is clear that hiring physically able persons provides companies with a financially meaningful way to control insurance and injury related costs producing direct bottom-line improvements, and Physical Capacity Profile® testing is a proven protocol for ensuring proper assessment of a person’s capacity to safely perform physically demanding job functions.

For more information about the studies referenced in this article or to learn more about how your organization can take advantage of Physical Capacity Profile® testing or become a testing center, please contact Occupational Performance Corp. at 785-825-4444 or https://www.pcpworks.com .

[1] http://www.bls.gov/news.release/osh2.t05.htm

[2] Harbin G, et al., Shoulder injury reduction with post-offer testing , Work, 2011, 39(2):113-123

[3] In this context, “untested” refers only to the PCP testing. Other testing such as drug screening was still performed.

[4] Harbin G, Olson J, Post-Offer, Pre-Placement Testing in Industry , American Journal of Industrial Medicine, 2005, 47(4):303

Benefits That Can Grow Your Hospital

Thu, 17 Apr 2014 00:00:00 GMT

Is your Hospital looking for ways to grow its Occupational Medicine and Workers Compensation business? Try our hospital business plan growth strategy.

Let Physical Capacity Profile help:

Increased cash flow with consumer direct billing instead of waiting on reimbursements
Building stronger relationships with local employers
Increased clinic traffic

The Physical Capacity Profile® (PCP) Testing System was developed over 20 years ago and today the systems are in locations across 15 states. Companies want and are paying for the higher level of information afforded by the Physical Capacity Profile® Post-Offer-Testing across the country.

Employers want the PCP testing, and they want it in facilities, like hospitals, where they can also do their drug testing, respirator fit, hearing screens, and DOT physicals, etc.. They want applicants seen quickly not to sit in the lobby of a medical provider for long periods of time waiting on such services! The PCP testing is not a tough sell for your marketing team when it’s with the right partner, we know from experience good hospital providers are the right partners for all the right reasons!!

As a hospital not only are you providing services to other employers in your area, but as an employer yourself you can also benefit from the post offer testing information.

As an employer, ask yourself three questions:

Have you ever wondered if a new hire really had the strength and fitness to do the job they were hired for?
Concerned about a new employee bringing an old injury to their position at your company?
Ever wondered if an employee was really ready to return to the same job after an injury?

Benefits employers see when using PCP testing:

$8-12 in direct medical cost savings to employer on every dollar spent.
Decrease in workers compensation premiums 10% – 30%.
Decrease in workers compensations injury rates 30%.

The Physical Capacity Profile® provides valuable information to your team. It helps you determine if an applicant can meet the physical demands of the job. It keeps your company from buying claims that did not happen at your place of work, and decrease your turnover and retraining costs, and overtime paid out.

Insurance Companies Support Post Offer Pre Employment Testing

Mon, 17 Mar 2014 00:00:00 GMT

Why Do Insurance Companies Support the Physical Capacity Profile® Testing System

a big win for insurersPhysical testing of prospective employees is a commonplace practice in the United States for a variety of job roles. But did you know there are several methods of testing, with varying degrees of effectiveness, which companies can use to assess the physical condition of potential new hires? More importantly, are you aware of key differences between pre-employment and post-offer employment testing to which employers and especially insurance companies are paying close attention?

Traditional pre-employment testing is non-medical and is focused almost exclusively on making a yes/no determination about whether a candidate can physically do a job based on a general assessment. Post-offer pre employment testing, specifically the Physical Capacity Profile® test, provides a more comprehensive picture of a prospective employee’s physical capabilities and any existing impairments.

So why do insurance companies support post-offer Physical Capacity Profile (PCP) testing? The answer is rooted in study data and real world case studies of the PCP test put into action.

For insurance companies, PCP testing can mean increased prevention of injury in the workplace. A study published in the American Journal of Industrial Medicine compared traditional pre-employment testing with a physical capacity profiling protocol for post-offer testing in the food production industry. The reported impact of physical capacity testing on work-related injury rate was staggering. The data showed anywhere from 2 to 100 times fewer injuries reported among the workers who were matched to the right jobs through physical capacity testing.

In addition to reducing the occurrence of workplace injury, PCP testing leads to dramatic cost savings. By setting a pre-employment physical capability and impairment baseline profile, PCP testing enables insurers to quantitatively assess the amount of impairment caused by a subsequent, on-the-job injury. This measurement not only affects the portion of claims for which the employer and insurance companies are responsible, the impairment baseline data can be referenced to speed an employee’s clearance to return to work.

Consider this example of the Kansas Building Industry Workers’ Compensation Fund (KBIWCF). After a worker sustained a wrist injury requiring two surgical procedures, the assessing physician noted a 17% permanent impairment to the patient’s right wrist which would result in a nearly $13,500 claim payout. However, after reviewing the Physical Capacity Profile of the patient, the physician revised the assessment to 7% impairment due to a pre-existing 10% deficiency in that same wrist prior to employment. This revision saved KBIWCF from paying almost $7,900 in claims that were not a result of the worker’s injury.

As contentious as healthcare can be in this age of litigation, PCP testing can be a shield for insurance companies and employers against overzealous claimants and attorneys. One user of PCP testing reported a first-year savings of $75,000 in litigation costs alone. Over a 7 year period during which this insurer tracked use of the PCP test, they settled 100% of cases where PCP test data was available.

It is clear that PCP testing has a direct and positive impact on an insurer’s bottom line and simultaneously reduces injury risk for employees. It produces a hard to generate win-win scenario in the insurance business. But there are other benefits smart insurance companies garner from supporting PCP testing. For instance, accumulated savings for employers make insurers more competitive in the marketplace. Similarly, the reduction in injury occurrence protects client’s experience modifications. Keeping satisfied customers is a big win for insurers.

For insurance companies, PCPKeeping other risks low for customers is also in the best interest of insurers. In 2005, a federal district court ordered Dial Corporation to pay $3.4 million to settle charges by the Equal Employment Opportunity Commission (EEOC) that Dial had used discriminatory physical testing practices for jobs in their Armour production facility. The pre-employment test was found to discriminate against women who failed the test 40% of the time compared to almost 0% for men. Unlike post-offer PCP testing, Dial’s pre-employment testing relied on a single lifting test and did not place candidates in standard Department of Labor strength categories. Physical Capacity Profile® testing has successfully passed audits by EEOC in many companies as an unbiased testing protocol, furthering support of the approach by insurance companies.

How does PCP testing achieve such drastically different results than traditional pre-employment screening? First, PCP testing measures capacity across multiple fitness, strength, anthropometric and lifting standards, not binary pass/fail criteria. This produces a far richer set of data that can be used to match employees to jobs with appropriate physical requirements and to set a baseline of capability or impairment for future comparison. The post-offer employment testing is benchmarked against established AMA guidelines, lending further credibility to the data as valid physical assessment both pre- and post-injury. This comparative quality of the data provides more accuracy and reliability for workers compensation and other insurance claim determination when contrasted with only post-injury testing.

Post Offer Employment Testing Decrease Job-Related Injuries

Mon, 24 Feb 2014 00:00:00 GMT

The hiring process continues to remain a near notion of guesswork when attempting to find the right candidate. With the implementation of drug testing and education requirements, opportunities in certain fields have not so much become limited, as much as they have become more specified. A recent study conducted by Gary L. Harbin, of Salina Sports Medicine Clinic and the University of Kansas School of Medicine in Kansas City ; Catherine Shenoy, of the University of Kansas School of Business in Lawrence; Amy Garcia, of the Wichita Publics Schools in Wichita, Kan.; and John C. Olson, of Salina Sports Medicine Clinic, showed post-offer functional capacity evaluation (FCE) testing within labor intensive industries will more accurately define the job requirements, while also enabling employers to more accurately hire qualified candidates. This has resulted in statistically significant lower injuries to employees, a safer work environment and of course concomitantly lower medical expenses for the employer.

According to a separate study by Harbin and Olson in 2005, one-third of the nation’s workers are required to exert strenuous force in their daily jobs. This requirement is also the direct cause of various injuries, resulting in high-medical costs for companies, financial and mental stress on employees, along with the increased potential for permanent impairment of workers.

This recent study, conducted among the Wichita Public Schools custodial staff, studied the effect of implementing a post-offer test for hired employees, which included a physical capacity test with direct correlation to the job requirements. Rather than focus on multiple work-related injuries, the research team chose to concentrate on shoulder injuries due to the school district indicating these injuries had accounted for more than 50 percent of the work-related injury costs during fiscal years 2001 and 2002.

There were two control groups studied. The first group included 497 employees hired between 1999 and 2001, when the school district had no post offer testing; and the second group included 402 applicants of whom 248 were hired between 2002 and 2004 after passing the post-offer test. In that second group, 39 percent proved incapable of handling the physical demands of the custodial job and were not hired.

The 248 employees (61 percent), who underwent the post-offer test and demonstrated the ability to meet the custodial job requirements, suffered zero shoulder injuries throughout all three years. The employees, who were not required to be tested, suffered 19 shoulder injuries from years 1999 to 2004. More than 25 percent of those injuries were sustained in their respective first year of employment

After implementing post offer employment testing in the Wichita school district, the medical costs from shoulder injuries significantly decreased, and between the two groups, the control group’s average cost of medical claims was seven times higher than those of the test group.

Annually, for the first four years before implementing the post-offer test, the average claims cost totaled $367,998. This number drastically dropped by $133,994 to $234,004 after implementing the test. This new testing program lowered the custodial staff medical costs from 60 percent to 25 percent of the school district’s total workers’ compensation costs.

This study suggests, that since there were no shoulder injuries in the custodial workers who passed the post-offer test, those of the control group who were injured most likely sustained shoulder injuries due to their inability to physically perform their duties. Therefore, assessing an individual’s ability to physically meet the requirements of a labor-intensive job will not only help ensure workers remain healthy and safe, but also could substantially save a company financially in medical costs and ensure employers hire the most qualified candidates.

Physical Capacity Test: What’s The Impact

Mon, 10 Feb 2014 00:00:00 GMT

The use of post offer testing and pre-placement testing was first initiated during World War II in order to ensure that individuals were able to perform their particular jobs efficiently, effectively, and with a lower risk of injury. A study conducted by Dr. Gary Harbin and John Olson for the American Journal of Industrial Medicine , which was published April 2005, showed that if employers in the industry fields implemented post offer employment testing, the decrease in injuries, missed workdays, and medical costs could be significant.

Physical Capacity Test

The researchers conducted a study between 1989 and 1994 with a large food production plant in Salina , Kansas which housed 2,482 employees. Each employee was required to be in employment with the company for at least three consecutive years in order to be considered for the study.

The objective behind this research was to engineer a way to control injuries by ergonomically adjusting specific jobs to fit the physical capabilities of employees.

During the study it was noted that traditional radiographic evaluations, physician administered exams, lumbar range of motion, and psychological testing were ineffective in attempting to control work-related injuries. Also, simple strength testing was proven ineffective without providing the direct correlation of the demands of the specific job. The researchers did discover, however, that when employees were placed in jobs they could physically perform, the action proved to be effectively ergonomic effective and decrease injury rates.

These employees were required to undergo 20 different anthropometric, fitness, strength, and lifting tests, and were then classified according to the U.S. Department of Labor’s Dictionary of Occupational Titles (DOT), which categorizes the physical strain and difficulty required in specific jobs.

The employees were split into two groups: those who matched the strength capacity equal to the job’s demands, and those whose strength capacity was less. Although the matched group had the capability to perform the specific job and the mismatched group did not, the study proved that there were no statistical differences in the rate of injury based on the strength or physical capacity of employees.

The study of these two groups showed a significant increase in work-related sprains and strains within the mismatched group, including an injury rate to the lumbar spine and shoulder that was approximately 10 times higher than that of the matched group. The study also showed that 70 percent of the work-related injuries were to the hands and wrists. There was a noted $7 dollar savings for $1 dollar spent on testing

Harbin and Olson conducted another study at an electrical manufacturing facility between 1993 and 1998. This facility provided jobs that required more physical capacity than the first, but placed all new hires with a position that matched their post-offer test results.

In 1992, which was the final non-post-offer testing year of the electrical facility, the medical costs from work-related sprains and strains reached higher than $70,000. Four years later in 1996, the cost dropped below $10,000( 86% decrease). Although the injury rate did not decline after implementing the post-offer tests, the severity of the injuries greatly decreased.

After completion of this study, the facility’s employers realized a 30 percent ($76,000) drop in workmen’s compensation annual premiums and a drastic decrease in missed workdays (more than 700 in 1993, but only seven in 1996). This all took place while the company grew from 170 to 200 employees. This comes to a minimum annual savings of $380.00 per employee.

The studies conducted by Harbin and Olson proves that post offer testing ensures that employees will be capable of performing their specific jobs with a significant decrease in the risk of injury. The difference in the rates of injuries between the matched and mismatched groups is convincing enough that employers should consider implementing these tests before hiring or assigning jobs and tasks.

The results from both of these studies indicate that approximately 66 percent of males and 50 percent of females can perform DOT Level 3 jobs, while only 33 percent of males and 10 percent of females are capable of performing DOT Level 4 jobs.

Using these categorized DOT levels and the results from these studies should enable employers to greatly diminish work-related injuries, which will financially help their companies and employees, and keep their working environments safer.

Shoulder Injury Reduction With Post-Offer Testing

Wed, 29 Jan 2014 00:00:00 GMT

Source
Harbin GL, Shenoy C, Garcia A, Olson JC.
Salina Sports Medicine Clinic, Salina, KS 67401, USA. gary2900@ssmoc.kscoxmail.com
Post Offer Employment Testing

OBJECTIVE:

This study is an interventional evaluation of a post-offer employment testing. The study is designed to determine if shoulder injury rates are lowered when employees are placed at jobs they demonstrate the physical ability to perform.

METHODS:

A physical capacity evaluation based testing protocol was utilized to determine if each new employee had the physical work capacity to perform the job for which they were hired. Injuries to the shoulder were specifically scrutinized. The interventional group was compared to a historical control.

RESULTS:

The incidence of shoulder injuries was 0% in the tested group and 3.8% in the untested historical control. Over a 6 year study timeframe the utilization of physical capacity testing for work placement appeared to be the major factor in decreasing work related shoulder injuries. The annual cost of administering the tests for three years was $9,543, while the net annual cost savings was $124,451. This represented a 37% decrease in medical costs for shoulder and other work-related injuries. For every dollar spent on testing there was a $14 savings in medical costs secondary to injury prevention.

CONCLUSION:

The use of post-offer physical capacity testing resulted in a substantial and noticeable decrease in shoulder related non-accidental injuries. Furthermore, it is evident that a properly conceived and implemented post-offer testing program may help in the reduction of work-related injuries.

Post Offer Physical Testing and Screening

Fri, 24 Jan 2014 00:00:00 GMT

Source
Harbin G, Olson J.
Salina Sports Medicine Clinic, University of Kansas School of Medicine, Kansas City, Kansas 67401, USA. glharbin@ssmoc.kscoxmail.com

BACKGROUND:

Pre-placement testing was implemented during World War II. Its current use has been reshaped by economic factors, litigation, legislation, and advances in medicine. In response to a request from a local industry intent upon lowering their work-related injuries, a post-offer screening program was developed and implemented. The aim of this study was to develop a testing protocol for determining physical capacity that could be adapted for a post-offer, pre-placement program.

METHODS:

Functional capacity evaluation (FCE) testing was used to determine the physical capacity of 2,482 uninjured, healthy prospective new employees of a large food production plant. A comprehensive medical history and 20 different anthropometric, fitness, strength, and lifting tests were administered to all new hires in the first phase of this study to determine if injury incidence could be estimated through functional screening testing. The second study was designed to determine the effectiveness of the application of a post-offer, pre-placement program in an electrical equipment manufacturing facility.

RESULTS:

Strength testing alone was of no predictive value for work injury incidence. There was a strong correlation of physical capacity to physical job requirements. If an employee had the physical capability to perform the essential functions of the job, there was a lower injury rate as compared to the employee not demonstrating the physical strength or ability to perform the essential functions of the job. The incidence of low back injuries in those workers with the physical capabilities to perform the required functions of their job was 3%. However, among those workers who did not demonstrate the strength or physical abilities to perform their job, there was a 33% incidence of low back injuries.

CONCLUSIONS:

This study indicates that out post offer physical testing that compares lifting ability to job lifting requirements correlates to work injury incidence. The application of appropriate post-offer, pre-placement testing is shown to be a cost-effective method to lower the incidence of work-related injuries.

Benefits That Can Grow Your Urgent Care

Fri, 17 Jan 2014 00:00:00 GMT

Is your Urgent Care looking for ways to grow its occupational medicine and workers compensation business? Try our urgent care business plan growth strategy.

Let Physical Capacity Profile help:

Increased cash flow with consumer direct billing instead of waiting on reimbursements
Increased clinic traffic during the NON-Flu Seasons
Building stronger relationships with local employers

The Physical Capacity Profile® (PCP) Testing System was developed over 20 years ago and today the systems are in locations across 15 states. Companies will and are paying for the higher level of Post-Offer-Testing across the country.

Employers want the PCP testing, and they want it in facilities, like urgent care, where they can also do their drug testing, respirator fit, hearing screens, and DOT physicals, etc.. They want applicants seen quickly not to sit in the lobby of a medical provider for long periods of time waiting on such services! The PCP testing is not a tough sell for your marketing team when it’s with the right partner, we know from experience good urgent care providers are the right partners for all the right reasons!!

Please take a little more time to learn and consider how our unique product, The PCP, can assist your clinics grow their bottom lines today!

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