ADA Compliant Position Description

As July July 1, 2001, all University classified and unclassified position descriptions must reflect essential and marginal duties before recruitment can be initiated. To create an ADA compliant position description, supervisors should use the existing position description and performance expectations to complete the following documents:

• Essential and Marginal Duties Worksheet
• Physical Requirements Checklist Revised 08/13/2004 (PDF)
• Mental/Cognitive Requirements Checklist

If you have any difficulty completing these documents, please contact your HR Generalist or the EO/Disability Specialist.

Sample Completed Worksheets and Checklists

• Classified Position
• Unclassified Position

Essential and Marginal Duties

Essential Functions

Definition: Duties which the applicant or employee must be able to perform, with or without an accommodation, in order to be considered qualified for the job. Typically, an essential function meets the following tests:

• is a primary, fundamental purpose of the job
• is actually performed
• if removed, would fundamentally alter the job
• usually occupies a large percentage of an employee's time
• can require special expertise or skills

Examples:

• Receptionist: communicating with callers and visitors, providing information
• Computer Programmer: developing software using COBOL and C language
• Clinical Faculty: providing training by demonstrating clinical activities, observing and evaluating trainee performance
• Academic Faculty: teaching and evaluating students, undertaking scholarly activities, participating in community service
• Utility Worker (Mover): moving furniture, heavy equipment, chemicals, construction materials; completing daily paperwork regarding work performed and job status
• Supervisor: providing day-to-day direction and work review, appraising performance and organizing work schedules for one or more subordinates

Marginal Functions

Definition: Duties which are secondary to the purpose of the position. Individuals who cannot perform these functions, with or without an accommodation, can still be considered qualified for the job. Generally, marginal functions meet the following tests:

• are secondary and less significant than essential functions
• may or may not actually be performed
• if removed, would not significantly alter the position
• usually occupy a small percentage of an employee's time

Answering the phone may be essential for a secretarial position in a small office because the duty cannot be reassigned; in larger offices with multiple secretarial positions, answering the phone might not be essential for each position.)

Examples:

• Receptionist: caring for plants, arranging refreshments for meetings, ordering business cards for new employees
• Computer Programmer: reviewing technical publications for new software products
• Faculty: grading multiple choice exams
• Utility Worker (Mover): disassembling and reassembling furniture, crates, modular equipment
• Supervisor: serving as back up receptionist, ordering supplies