Work Capacity Evaluation vs. Functional Capacity Evaluation
Work Capacity Evaluation
A job-specific assessment comparing an individual's abilities to the demands of a specific occupation or position.
Functional Capacity Evaluation
A standardized assessment of the individual's general physical work capacities expressed in DOT terminology (U.S. Department of Labor, 1991).
Learn more about Functional Capacity Evaluation →| Dimension | Work Capacity Evaluation | Functional Capacity Evaluation |
|---|---|---|
| Scope | Job- or occupation-specific | General work capacity |
| Output | Can / cannot perform the target job | Strength, tolerance, and demand profile |
| Typical use | Return-to-work decisions | Vocational opinion foundation, Americans with Disabilities Act (ADA) analyses, earning capacity (Americans with Disabilities Act of 1990) |
When to use Work Capacity Evaluation
Use a work capacity evaluation when the target occupation is defined and the question is whether the individual can perform it.
When to use Functional Capacity Evaluation
Use an FCE when general work capacity must be quantified across a range of possible occupations.
Where they overlap
Both involve physical testing. Work capacity evaluations often use FCE-style protocols customized to the target job's demands.
Frequently Asked Questions
Which is more useful in litigation?
Depends on the question. FCE is generally more versatile for vocational and earning capacity opinions; work capacity evaluation is useful when a specific job is the issue.
References
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