The Job Analysis Process

An excellent approach to job analysis was developed with the support of the World Health Organization to the ERTOMIS Foundation in the 1970's, to conduct research into methods for vocational integration of people with disabilities. The resulting Ertomis Assessment Method (EAM) correlates individuals' functional capabilities with function job demands.

The EAM consists of two graphic forms (Jochheim & Scheid, 1989). One, a profile of the worker's abilities to be completed by the attending physician, and the other a profile of job requirements, to be completed at the worksite. Direct comparison of these two profiles allows immediate identification of any mismatch between job requirements and worker abilities (Jochheim & Scheid, 1989).

In 1995, J.L. Mueller, Inc. adapted the Ertomis approach for a corporate client's Medical and Human Resources staff to share information among all those involved in the accommodation process without compromise of confidential medical or business information.

As a check for objectivity, the client's case manager often asked the disabled employee, as well as attending physicians, to complete the "Physician's Statement of Ability to Work". "The Employer's Description of Job Requirements" was often completed by the worker, as well as the supervisor and/or coworkers. Side-by-side comparison of these two forms clearly defined any mismatches between job requirements and worker abilities. These mismatches became the targets of job accommodation efforts.