A job site analysis is an on-site evaluation that analyzes the employee’s job demands and identifies the physical activities factors required to perform each job task.

Components of a Job Site Analysis:

Physical Demands Analysis

The following are analyzed during the site visit:

• The critical job demands are identified including sitting, standing, horizontal and vertical reaching, motor dexterity, resistive tool handling, lifting/carrying, pushing/pulling, stooping/kneeling/crouching/crawling, walking, climbing, balancing, foot/hand controls, visual acuity/talking/hearing/handling. The frequency or these demands and the force are determined.
• Ergonomics; the work station design and set up, tool design.
• Environmental factors; noise, temperatures, light, vibration that may influence performance.
• Administrative controls; scheduled breaks, sequencing of tasks, pace of work or quotas.
• Further information is obtained through co-workers, the supervisor, and the Physical Activity Factors identified in the National Occupational Classifications.  Videotaping or digital photographs of the work site may be used for additional information.

Cognitive / Psychological Demands Analysis

The critical psychological and / or cognitive job demands are identified during the site visit.

Job / Physical Demands Analysis Report

Detailed report that provides a description of the employee’s job demands. We utilize a number of reporting formats to meet the employer’s needs and willing comply with any organizations report template or format requirements.

Why is a Job Site Analysis Conducted?

It can be used to assist in determining if an employee is ready to return to work, if job modifications are needed, and to identify physical, cognitive or emotional demands that need to be focused on, in a work-conditioning program or structured off site work simulation program. In addition any environmental barriers can be identified in advance and addressed.

Benefits of a Job Site Analysis

• Corroborates job demands identified by the worker and obtains more objective information regarding the job site and the worker’s job duties.
• Establishes the expectation of the employer and a plan for a return to work program.
• May be helpful in identifying psychological factors that may impact returning to work.
• Establishes job demands to support effective off-site work simulation or a work conditioning program to ensure a timely and successful return to work.
• May be used as a tool to promote job attachment and reduce lost time used to manage symptoms or prevent an employee from seeking a medical leave.