KIN 3110 Advanced Fitness Assessment PDF

KIN 3110 | ADVANCED FITNESS ASSESSMENT ROBERT GUMIENIAK, PhD.  PLAN FOR THE DAY… 1. Re-cap last class/lab...

KIN 3110 | ADVANCED FITNESS ASSESSMENT ROBERT GUMIENIAK, PhD.  PLAN FOR THE DAY… 1. Re-cap last class/lab 2. Interesting read… 3. Occupational Physical Employment Standards KEY QUESTIONS What is a “BFOR?” How do we accommodate intergroup and inter-individual differences? How do we incorporate within-group and between-group differences into a fitness test? What are examples of the different types of occupational physical employment standards? https://www.penguinrandomhouse.com/books/708150/random-acts-of-medicine-by-anupam-b-jena-md-phd-and-christopher-worsham-md/ LAST CLASS…  SPECIAL CONSIDERATIONS: SEX The reference female, for example, is smaller in stature and has less lean body mass than her male counterpart, and these characteristics frequently carry over to other determinants of physiological output, such as the cardiopulmonary system. - Do we develop separate standards for males and females? - Do we only hire male candidates? - How do we account for these differences when developing cut-scores? a based on characteristic of individual - based - Criterion vs. characteristic criteria on that subject - Population diversity has to meet Nuzzo, JL. Narrative review of sex differences in muscle strength, endurance, activation, size, fiber type, and strength training participation rates, preferences, motivations, injuries, and neuromuscular adaptations. J Strength Cond Res XX(X): 000–000, 2022.  SPECIAL CONSIDERATIONS: AGE - These reductions are largely attributed to decreases in aerobic (40% between the ages of 30 and 65 years) and musculoskeletal (15% to 20% by 60 years of age) capacity. - Chronological vs Biological aging. Age, human performance, and physical employment standards. Glen P. Kenny et al. Appl. Physiol. Nutr. Metab. 41: S92-107 (2016).  IMPORTANT CONSIDERATIONS consensus form ↑ Canadian of was convened ↑ charter c this is the need to process you - rights han a profess 1988 2001 1999 2004 ecriminally ent nogieg bestablished ↳ employers are responsible for their legel tests employees performance & actions  MEIORIN DECISION LEGAL ‘TESTS’ An employer must provide justification for a discriminatory standard by demonstrating: 1. That the employer adopted the standard for a purpose rationally connected to the ppl not just for the sake of doing it performance of the job; it to adding protect , 2. That the employer adopted the particular standard in an honest and good faith belief that it was necessary to the fulfilment of that legitimate work-related purpose; and 3. That the standard is reasonably necessary to the accomplishment of that legitimate work-related purpose. To show that the standard is reasonably necessary, it must be demonstrated that it is impossible to accommodate individual employees sharing the characteristic of the claimant without imposing undue hardship on the employer. ↓ certain threshold have responsibility to compromise situation to a blundre hardship Jamnik et al. Appl. Physiol. Nutr. Metab. 35: 59–70 (2010)  Tawney Meiorin - Worked as a firefighter for 3 years for BC forestry. Ministry then created a new fitness test. - Females had to run 2.5km in 11 minutes. After repeated attempts and was over by 49.4s. - She was fired. - Contested that this test did not adequately test abilities THE MEIORIN CASE… ↓ she required forthe the job. questioned validity of the test British Columbia Human Rights Commission 1999/2000. Available: https://d3n8a8pro7vhmx.cloudfront.net/clastest/pages/223/attachments/original/1427237713/Annual_Report_-_BC_Human_Rights_Commission_-_1999-00.pdf?1427237713  ADVERSE IMPACT If a standard is inherently discriminatory, there is a burden on the employee/candidate. - A ‘disproportionate’ failure rate is ‘80% or four-fifths’ of the pass rate of the majority group of participants. Adverse impact must be viewed through two equally powerful lenses; one that is focused on the Impact on the employer, and another that is used to assess impact upon the individual. > - you to on prote that it is discriminitive - “a plaintiff challenging such testing as discriminatory bears the burden of proving adverse effects discrimination, while the defendant employer carries the onus of justifying why it could not make “reasonable accommodations” to the point of “undue hardship”. How can we accommodate employees/candidates? - Whose responsibility is it? bit's up to the employer to accommodate  High face validity : look3 feel the same Identifying a set of behaviours, factors, or physical attributes that can be designated as indicators of FITNESS COMPONENT performance. “Representative”, correlation between test and job (CONSTRUCT) TESTS performance. - Examples include: Upright rows, push ups, partial curl ups, 20m Shuttle Run, other traditional “field tests”. STRENGTHS: WEAKNESSES: Valid and reliable Limited predictive power; cannot predict performance fo ↳ tests don't represent real life situation/doing push up Assess any construct (i.e. Power, (an) aerobic working us pushing They assess individual ability/ characteristics scheor in polic endurance, etc. ↑veld. Why not actually pish sus Compare to normative scores/data Low content/face validity Por best Safe Performance decrements associated with aging. bas profile will Cost-effective you get older your performa down go Easy to administer. 3 Deaken, J.M., Smith, J.T., Pelot, R., Weber, C.L. Bona Fide Occupational Requirements. 15-22 (2000)  Discrete or Serial tasks. TASK SIMULATION Addresses issue of “job relatedness”. (CONTENT) TESTS Examples include: ESPA, WFX-FIT (ie. functional tasks, hose-drag, equipment carry, etc.) STRENGTHS: WEAKNESSES: Validated to require the same demands as the Valid and reliable job ? High face validity (duplicate the demands of the Partially skilled movements (learned job) movements). Validated by subject-matter experts Low content/face validity Movement patterns are similar to those required Performance decrements associated with for the job. aging. 4 Bonneau, J. Bona Fide Occupational Requirements. 23-35 (2000)  HYBRID (CONTENT- STRENGTHS: WEAKNESSES: CONSTRUCT) FITNESS Try to combine the best of Requires extensive and TESTS the fitness component and job simulation approach. thorough research to create. Use a combination of construct (fitness) and High face validity (duplicate Requires specialized content (simulation) tests. equipment and facilities to the demands of the job) carry out. Supplement the task simulation tests which can be considered weak in evaluating Validated by subject-matter Requires specialized cardiovascular fitness. experts training to administer. Validated to require the same metabolic demand as experienced while performing on- Ability to test specific the-job tasks. components of fitness not assessed during routine Hybrid tests are by far the most common simulations. type of occupational fitness test Examples include: PREP, FIT-CO Jamnik et al. Appl. Physiol. Nutr. Metab. 35: 59–70 (2010)  Is this “rationally connected” to the job? Was this created in an “ honest, good faith” belief that it FOR EACH was necessary? TEST - Does this standard seem “reasonably necessary” for the “the safe, efficient and reliable performance of the job?” CONSIDER Have there been attempts made to accommodate differences? Does the standard place an “undue hardship” on the employees or the employer? WFX-FIT PROTOCOL PARTICIPANT PRE-TEST INSTRUCTIONS: Smoking, Food and Hydration, and Exercise (24 hr), etc. PRE-SCREENING: PAR-Q+, ePARmed-X+ (www.eparmedx.com), Informed Consent & Resting Blood Pressure. COMPLETE A TIMED CIRCUIT WEARING A WEIGHTED BELT (4.1 kg): Carry Pump on back 160 m, Carry Pump in hands 80 m, Lift & Carry Hose Pack 1 km, Advance Charged Hose 80 m. https://youtu.be/_GF9yi_Yw_A  PURSUIT/RESTRAINT CIRCUIT STAIR CLIMB BARRIER 6.5 ft FENCE FENCE SCALING PREP FIT TO SERVE Preparing for the PREP – the Physical Readiness Evaluation for Police (2015)  AEROBIC FITNESS TEST The 20 m Shuttle Run evaluates aerobic fitness or work capability for physically demanding policing tasks. In this test, candidates run back and forth over a 20 m (67 ft) course. To successfully complete the minimum requirement of the aerobic fitness test candidate's must achieve Stage 7.0 in the 20 m Shuttle Run. = 7.1 mph, 11.9 METS, 41.7 ml/kg/min PREP FIT TO SERVE Preparing for the PREP – the Physical Readiness Evaluation for Police (2015)  > - what was o2 cost of that task soliciting from exports Jamnik, V., Gumieniak, R., Gledhill, N. Developing legally defensible physiological employment standards for prominent physically demanding public safety occupations: a Canadian perspective. Eur J Appl Physiol (2013) 113:2447–2457 EXAMPLE…ACCOMMODATION ↳ can't mandate this bis doesn't cause a threat What if: A company requires all stock room employees to be over 6ft tall and to be able to lift 100 lbs overhead. - All their boxes weigh 100 lbs - All their shelves are over 6 ft high Is the company justified in having this fitness requirement? No b /C you , can use Porklift ladder , , etc. Does their stock room have place for a ladder or other mechanical device to aid in lifting? Can loads be split into packs weighing less than 100 lbs? Are either of these (or any other change) an “undue hardship” to the company or other employees? Now, is the company justified in having this fitness requirement?  STEPS TO ACCOMMODATION 1. Could the individual be tested against a more individually sensitive standard? 2. Are there any other ways to measure suitability for the test? If so, why not used? 3. Does everyone have to do the same job for the employer to accomplish their purpose? Could there be different jobs and standards reflective of group or individual differences and capabilities be established? 4. Is there a way to do the job that is less discriminatory while still accomplishing the employer's legitimate purpose? 5. Does the standard place an undue burden on those who achieve it? 6. Have other parties who are obliged to assist in the search for possible accommodation fulfilled their roles? The employee should attempt to solve the issue – to reduce the burden on the employer. Union too. Hatfield, JUST LABOUR vol. 5 (Winter 2005) http://www.justlabour.yorku.ca/Hatfield.pdf  performance simprovements playtraining we you get loa better something / doing twie Physical employment standard for Canadian wildland firefighters: examining test–retest reliability and the impact of familiarisation and physical fitness training Gumieniak R et al. Ergonomics, 2018.  summary To meet this requirement of “all inclusive” minimum work standards, they must be based on: i. job analysis; ii. the demands inherent to the job, irrespective of age and/or work experience; iii. the lowest physical performance levels necessary (i.e., work ability); and iv. a test of work ability that is a valid representation of critical or important work demands. Focus should aim to modify the environment to reduce physical demands, provide alternative (i.e., task-specific) physical assessments, and facilitate improvements in employee physical capacity (i.e., health interventions).  Now that we have reviewed everything, what is next? - Topic: - Chapter: NA The end… - See also: - CourseLink