Workers’ compensation claims
Medical. Wage replacement. Legal. Administrative.
Physical Capacity Profile Testing for Employers
What you don't measure before day one can cost you.
Give employers objective physical ability information before work begins, so they can reduce uncertainty and make better-informed decisions.
23measurements20minutes
Selected employers using PCP testing
What Physical Capacity Profile Testing Helps Employers Do
Use documented physical information at three important decision points.
- 01
Document that the person's physical abilities match the demands of the job.
- 02
Records objective maximum-strength measurements before work begins.
- 03
Support a safer, better-informed return-to-work decision.
Why the information matters
The wrong physical match can get expensive after day one.
When physical ability is not documented before work begins, a mismatch can contribute to claims, lost work time, overtime and another hiring cycle.
Lost work time
Production delays. Staffing gaps. Overtime.
Pre-existing injuries
Complicated claims. Complicated decisions.
The wrong physical match
Recruiting. Onboarding. Training. Again.
The missing information
Experience and qualifications do not answer the physical question.
The job has physical requirements. The person has physical abilities. PCP provides objective measurements so the employer is not left guessing whether a new hire is a good physical fit for the job.
How testing fits
Once the information gap is clear, the hiring process is straightforward.
- 01
Establish the job demands
Tied to the Department of Labor's five work classifications, the employer identifies the essential physical requirements of the job before testing.
- 02
Make a conditional offer
Post-offer testing is arranged after the offer and before the individual begins work.
- 03
Complete the PCP test
A trained administrator guides the participant through a standardized test in about 20 minutes.
- 04
Review the report
The employer receives a three-page report documenting the applicant's physical ability tied to the Department of Labor's work classifications, so the employer can make the final decision.
During the test
Strength, movement, lifting ability and physiological readings are recorded, not estimated.
A medically licensed administrator guides the participant through a standardized testing system while the equipment records the results.
Strength
Records upper- and lower-body strength with multiple trials using the PCP testing system.
Range of motion
Records movement in degrees tied back to the American Medical Association Guides.
Lifting capacity
Records lifting ability through standardized equipment and steps.
Grip and pinch
Grip right and left, plus pinch right and left.
Joint strength
Elbow flexion, shoulder flexion and knee extension, each recorded on the right and left.
Range of motion
T12 range of motion, sacral range of motion and true lumbar flexion.
Lift capacity
Torso lift, leg lift and the Progressive Isoinertial Lifting Evaluation, or PILE.
Repetitions
Completed squats and situps.
Physiological readings
Pulse rate, blood pressure, body fat percentage and spirometry.
PCP ReportEmployer copy
Job-Level RequirementsMeasured Results using the PCP Testing System
Job level applied 3Job level attained 4.09
1Sedentary2Light3Medium4Heavy5Very heavy
Evidence from the field
Established scale. Employer-reported outcomes.
employees tested
Experience across physically demanding work environments.
50%reduction in recordable incidents
57%reduction in workers’ compensation costs
Reported by a large manufacturing employer over a one-year period.
Employer-reported results reflect one organization’s experience. Outcomes vary based on implementation, workforce, job requirements and other factors.
When employers use PCP
One measurement process, different decision contexts.
Testing can document physical ability before work begins or support an appropriate process for a current employee.
01Before work begins
Post-Offer Employment Testing
Document physical ability after a conditional offer and before the individual begins work.
Explore Post-Offer Testing02During employment
Internal Bids and Transfers
Use current measured physical information to support appropriate internal bids and transfers.
Discuss Internal Bids and Transfers03After an injury or absence
Fit-for-Duty
Use measured physical ability information to support the appropriate fit-for-duty process.
Discuss Fit-for-Duty TestingA practical next step
Talk through a physically demanding job.
Tell PCP which jobs carry real physical demands and which decision you need to support. We can help identify the appropriate testing conversation.