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An essential function job analysis (EFJA) is the foundation of human resources management. Recruitment, selection, performance management, and career development methodologies depend on current and accurate knowledge of a position’s qualification standards. Further, as reflected in federal court settlements under Title 1 of the Americans with Disabilities Act, all Post-Offer, Functional Capacity Evaluation, and ERISA employment tests must be supported by an analysis of the physical demands of the essential functions of the job in question.

The Rationale for Essential Function Job Analysis

An essential function job analysis (EFJA) relates the story of what it takes to be designated as a “Qualified Individual” for a job. “Qualified Individual” is the legal term that describes the mix of skills, experience, and abilities demonstrated by workers who have succeeded in the job.

The story begins with a list of the essential functions of the job. The EFJA links each essential function to the physical and cognitive demands encountered as the job is performed. The list is turned into a living document when the job’s “functional circuits” describe how the job is accomplished. Functional circuits are a key to a valid employment test process.

The legal defensibility of hiring termination decisions, the composition of post-offer employment tests, and functional capacity evaluations for return-to-work or stay-at-work are each supported by an accurate EFJA. And when need be, an EFJA may assist in establishing the “reasonableness” of a requested accommodation or may quantify the magnitude and duration of a reported Direct Threat.

The Importance of a Cognitive Demands Profile

The growing technology-dependence and complexity of the workplace have resulted in a far greater need for cognitive skill at all levels of employment. This has triggered the demand for data about the cognitive demands of a job. Resolution of questions about the match between a worker’s post-injury ability and the demands of the job begins with an EFJA which includes cognitive demands.

For many, this course will serve as a first look at the methods of cognitive task analysis. Augmenting our discussion of the history and methods of cognitive demands analysis is a practicum involving a cognitive ability profiling tool.

Skills You Will Gain

State disability systems as well as the Social Security system use the Physical Demand Characteristics of Work approach (Sedentary, Light, Medium, Heavy, Very Heavy strength levels measured in terms of Occasional, Frequent, or Constant frequency categories). Under ADA Title 1, a more precise method of task description and measurement is required. Work evaluators, physicians, and insurers now need analyses that provide both state and federal types of task description and measurement. The curriculum in addresses both skill sets.

  • How to determine the Essential or Marginal functions of a job
  • How to write federal-level essential function task statements
  • How to conduct a pre-analysis interview
  • Compile or verify a list of compliant essential function task statements
  • How to select cognitive or physical demands for analysis
  • How to validate the job-relatedness of essential tasks
  • How to approach measurement of physical demands tied to essential functions
  • How to approach the analysis of cognitive demands tied to essential functions
  • How to link measurement of physical and cognitive demands to essential functions
  • How to update the structure of your job analysis report

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Live Online with Roy Matheson

June 20th and 21st

6.0 Contact Hours

2 Hours of Individual Coaching

$345.00Add to cart

Distance Learning, Online 24/7

6.0 Contact Hours

2 Hours of Individual Coaching