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Essential Function Job Analysis Training

Contact Hours: 5.0
Tuition: $395

The world of job analysis has gone through a quiet evolution. The change has been driven by Americans with Disabilities Act cases heard in the U.S. federal courts and by settlements reached by the Equal Employment Opportunity Commission. Employer across the United States are coming face-to-face with the need to update their old job descriptions comply with the demands of the law.




Before ADA Title I became the benchmark for job analysis the purpose of analysis was to identify the tasks performed in a job and the competencies required to successfully perform those tasks. The physical demands described in those analyses were categorized in terms of Sedentary, Light, Medium, Heavy, or Very Heavy. Now, relying on these categories alone automatically positions employers who provide reasonable accommodation, employer who use medical examination as part of the hiring process, physicians who base hire and retention decisions on the old categories, and medical professionals who provide post-offer employment testing or return-to-work SJSE functional capacity evaluation to be out of compliance with the law.


Essential Function Job Analysis Training Course


The path to coming back into compliance is to understand the requirements of job analysis as laid down by the courts and the EEOC. This course you will train you to identify the essential and marginal functions of the jobs you are asked to analyze. You will quickly grasp the difference between the essential functions of a job and the physical demands of job tasks. This important distinction is one of the hallmarks of an evaluator who has been trained to work in both the Department of Labor (Sedentary, Light, Medium, Heavy, or Very Heavy levels of the Occasional, Frequent, or Constant frequency categories) system and the current EEOC/ADA system. (The essential functions of a job are rarely described in terms of lifting, carrying, standing, etc.)


Under Title I of the Americans with Disabilities Act, a functional capacity evaluation (FCE) of an individual returning to work in the same job capacity, an FCE to determine whether or not an individual is safe to remain in his current position, and all post-offer tests must be performed with job-specific measurements that are not available in the old system of job analysis. This course will prepare you to offer services to work evaluators, attorneys, case managers, physicians, and reasonable accommodation program managers who rely on valid data.


The advent of Title I of the Americans with Disabilities Act (ADA) created a new and very different purpose for job analysis. This one-of-a-kind course will prepare you to offer essential function job analysis services which support ADA compliant functional capacity evaluation, post-offer employment testing, and reasonable accommodation services.


What You Will Learn


  • A look into the changed world of traditional job analysis
  • How to write compliant essential function task statements
  • How to approach measurement of physical demands tied to essential functions
  • How to establish valid job-relatedness of work tasks and essential function statements
  • How to use work measurement tools such as push-pull gauges and video recording devices
  • How to conduct a pre-analysis interview
  • How to use OSHA 300 log data and loss-run reports to select jobs for analysis
  • How to match the structure of your report to the purpose of the analysis
  • Understanding the legal and professional boundaries of your essential function job analysis training


Course Modules


Module 0 – Introduction to the Course

Module 1 – The Changing World of Job Analysis

Module 2 – The Essential Function Job Analysis Report

Module 3 (Part One) Essential Function Task Statements – Why are they important? How to Write Concise Statements

Module 3 (Part Two) – Analyzing Essential Function Task Statements (Using a Job Description from a Known Medical Center)

Module 3 (Part Three) – Quiz

Module 4 – Before You Leave Your Clinic – Preparing to Analyze (Includes Forms Set)

Module 5 (Part One) – The Structured Interview

Module 5 (Part Two) – Video of a Structured Interview

Module 6 – Measuring Physical Demands of an Assembly Worker and a Delivery Driver

Module 7 – Examination

Training Materials


The essential function job analysis course uses a variety of printed and digital media.

  • 60-plus page course manual with slides and case studies
  • 28 page job analysis forms set
  • 3 digital videos of job tasks found in manufacturing, heavy labor, and office environments
  • 8 self-paced on-demand course modules

Bonus Reference Guide


Each participant in our training programs receives a copy of Roy Matheson’s The Americans with Disabilities Act – Title I Case Reference Document”. This resource includes a copy of ADA Title I, a compendium of federal court and EEOC settlement documents pertaining to employment testing “do’s and don’ts”, and an important discussion of “Undue Hardship”, published in the Fordham Law Review by author Julie Branfield. (see: Julie Brandfield, Undue Hardship: Title I of the Americans with Disabilities Act, 59 Fordham L. Rev. 113 (1990). Also available at

The case reference document is updated from time-to-time with relevant cases or citations. The revised document is sent to each student who has participated in a training program ans whose contact information is up-to-date in our database.


Roy Matheson, ADAC has presented as a keynote speaker, panelist, trainer, or workshop instructor at more than 400 public and private educational events, management training programs, and national conferences. His audience includes managers and staff of federal, state, county, and municipal government entities as well as the full spectrum of corporate entities serving the United States, Canada, and 6 other countries. Roy’s body of work includes hundreds of online webinars and blogs related to Title I of the ADA and the Rehabilitation Act.

His consulting and guidance assignments address legal compliance issues raised by Title I of the Americans with Disabilities Act and Section 501 of the Rehabilitation Act. These issues include aspects of employment testing, essential function job analysis, and reasonable accommodation program start-up and management. Roy sees himself as a trusted adviser in demanding situations requiring clear, well-thought-out guidance within the environment of employment and disability-related civil rights law.

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