Chapter 6 of 1210.7% of exam

Assessment/Evaluation, Occupational Analysis, and Service Implementation

This domain spans formal and informal assessment, transferable skills analysis, job analysis, accommodation and job modification, and labor market information. Items often combine an ethics rule on testing with a vocational concept.

Assessment practice

Assessment is broader than testing and includes interviews, observation, and situational work trials. The Code sets rules for accommodated administration and for interpreting results with clients who differ from the norm group. Formal tests and informal observation answer different questions and are strongest when combined. The CRC stays responsible for interpretation even when scoring is done by software or another service.

Nonstandard administration
When conditions are changed to accommodate a disability, the changes are noted in the interpretation.
CRCC Code of Professional Ethics (2023), H.6.a
Norm-group caution
Results normed on other populations are interpreted with caution for bias.
CRCC Code of Professional Ethics (2023), H.7.b
Informal assessment
Situational assessment, job shadowing, and community-based work assessment observe work behavior in realistic settings.
CRCC 2021 JTA, Domain 6.C
Interest types
O*NET uses six interest types: Realistic, Investigative, Artistic, Social, Enterprising, Conventional.
O*NET OnLine, Career Interest Types

Vocational analysis in disability systems

Social Security's rules supply precise definitions for exertional levels, transferability, and residual functional capacity. These terms also appear in forensic and private-sector rehabilitation. Forensic and Social Security cases rely on these definitions word for word. Memorize the lifting limits for each exertional level, because they are easy to test.

Exertional levels
Sedentary 10 lb; light 20 lb with frequent 10 lb; medium 50/25; heavy 100/50.
20 CFR 404.1567
Transferability
Most probable among jobs with the same or lesser skill, similar tools and machines, and similar materials, products, processes, or services.
20 CFR 404.1568(d)
Residual functional capacity
The most a person can still do despite limitations.
20 CFR 404.1545(a)
Occupational Requirements Survey
BLS data on physical demands, environmental conditions, preparation, and mental requirements, collected for SSA.
BLS, ORS

Job analysis and accommodation

Job analysis identifies essential functions, the baseline for any accommodation. Restructuring can move marginal tasks but need not remove essential ones. An accommodation question usually starts with what the essential functions are. The employer's written description prepared before hiring carries weight, but it is one piece of evidence among several.

Evidence of essential functions
Includes the employer's judgment and written job descriptions prepared before advertising or interviewing.
29 CFR 1630.2(n)(3)
Interactive process
The employer may need to engage the employee informally to identify limitations and accommodations.
29 CFR 1630.2(o)(3)
Job restructuring
Reallocating marginal functions is a recognized accommodation; eliminating essential functions is not required.
29 CFR 1630.2(o)(2); EEOC guidance (2002)

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