Establish the job demands
The employer and PCP provider identify the essential physical demands or applicable job level before testing.
How Physical Capacity Profile testing works
The job has physical demands. The test documents what the person can do.
A standardized testing process records physical ability, organizes the results and gives the employer a report that can be reviewed alongside the job.
Job demandsPCP testReportEmployer use
One connected process
From established job demands to a usable employer report.
Complete the test
An authorized administrator records 23 strength, movement, lifting and physiological measurements in about 20 minutes.
Generate the report
The completed measurements are organized into a three-page report with results and physical ability classifications.
Use the information
The employer’s HR and, when appropriate, treating team review the report for placement or reentry to the workforce.
During the test
23 measurements. About 20 minutes. One consistent process.
An authorized administrator guides the participant while the testing system records strength, movement, lifting ability and physiological readings.
Grip and pinch
Grip right and left, plus pinch right and left.
Joint strength
Elbow flexion, shoulder flexion and knee extension 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.
Repetitions
Completed squats and situps.
Physiological readings
Pulse, blood pressure, body fat percentage and spirometry.
Dominant side and body weight are recorded for context but are not included in the 23-measurement count.
Physical Capacity Profile®Three-page report
Job-level comparisonMeasured results
Job level applied 3Job level attained 4.09
1Sedentary2Light3Medium4Heavy5Very heavy
What the employer receives
A three-page report built for placement and reentry decisions.
The report gives the employer a dated record of the measurements and the resulting physical ability classification.
The report preserves the 23 test results, including right and left measurements where applicable.
Results are organized using five physical demand levels from sedentary through very heavy.
HR and the appropriate treating team can use the dated report for placement or reentry decisions.
How the information is used
The decision context determines what happens next.
The same measurement process can support different employment decisions. Timing and the people reviewing the report will vary.
Post-Offer Employment Testing
Document physical ability after a conditional offer and before the individual begins work.
Internal Bids and Transfers
Use current measured physical information to support appropriate internal bids and transfers.
Fit-for-Duty
Use measured physical ability information to support the appropriate fit-for-duty process.
Access to testing
Use a local provider or bring PCP testing in-house.
01
For most employers
Use a Local Testing Location
An authorized PCP provider conducts the test and supplies the completed report.
Find a Testing Location02
For recurring testing needs
Bring PCP Testing In-House
An in-house system may fit organizations with recurring volume and staff who can administer testing.
Discuss In-House TestingA practical next step
Talk through a physically demanding job.
Tell PCP which jobs concern you and what employment decision the information needs to support.