Schools [Human Resources]

Services

Human Resources consulting services in recruitment and selection of qualified classified workers. To assist districts in devising valid physical and medical screening programs including:

Design Pre-placement Medical Evaluation Program:  Pre-placement medical examinations programs should be designed based upon the environmental hazards and physical demands experienced by workers in school district occupations. Employers may be purchasing services that are medically unnecessary (routine back x-rays) or expensive diagnostic tests.

Physicians providers may not be formally trained in occupational medicine and may utilize inappropriate forms, tests, or practices which do not serve the employer's interests and may increase liability.

Physician consultants can provide services to ensure that the pre-placement examination program concentrates its testing and resources on those occupations where there is the greatest opportunity for injury reduction by the medical screening process.

Occupational Medical Reviews: Quality assurance reviews are standard operating procedures within the health care industry. Employers, while being among the major consumers of health services, seldom systematically review the quality or content of their occupational medical screening or surveillance programs. A review of the employer's practices by a board-certified occupational medicine physician can focus on many issues including:

• Review of occupational medical policies and procedures
• Evaluate the type of services provided
• Examine the content of medical examinations for job-relatedness
• Review of medical forms for comprehensiveness and utility
• Review of medical record keeping procedures
• Evaluate the proper application of valid medical standards
• Examine the medical appeals process
• Review of OSHA compliance and medical surveillance issues
• Review the current wellness programs
• Review of drug screening procedures, practices and application
• Assess the overall ability of the medical provider to meet the needs of the employer
• Present alternative practices and procedures the employer may wish to consider in revising its present program

Some medical reviews focus on a review of medical records and physician notes and tests conducted during the examination. Often these records can provide a great deal of insight into the quality of the examination process. Issues such as:

• Did the physician conduct a proper documentation of the candidate's health status prior to appointment?
• Were there red flags on the medical history that may have warranted further investigation such as a recent workers' compensation claim with another employer?
• Did the laboratory results have findings that should have prompted action by the employer's physician?
• Are appropriate medical standards being applied from DOT or other standard-setting organization?
• Were appropriate records review conducted?
• Did the medical history form contain the important component parts including a work history, social history, hazards history, immunization record,
• Were individual's "passed" through the medical examination process with significant limitations that precluded successful performance when placed on the job?

These are a few, among the many, issues that can arise from a paper records review alone. MED-TOX can make constructive recommendations to the employer and its contract physician to ensure that the services provided are at a level of quality that will meet the employers needs.

Criterion-Related Physical Ability Test Validation: Strength testing job applicants is the single most cost effective selection device an employer can make to reduce workers' compensation and other injury-related costs. The relationship between musculoskeletal injuries and lack of sufficient strength has been repeatedly demonstrated in the literature. Stronger and more fit workers are more productive and sustain far fewer back injuries than weaker workers. Strength tests permit the selection of individuals most likely to be able to perform the tasks without undue risk of injury to themselves and to screen-out persons who do not possess sufficient physical ability to adequately perform the job. To view a pdf file describing a school test click here.

Update and Enhance Job Descriptions: Conduct job analysis and revise job descriptions for school districts needing onsite assistance.

Perform Audits of the Human Resources Function:  Periodic audits can ensure that the recruitment and selection process is consistent with California state law, Federal EEO mandates, and current legal decisions.