About Us|Contact Us|Site Map Search: DOP Services  Rules  Forms  Publications  Pay Ranges  Job Classes  Appeals & Reviews       Appeals and Director's Review Classification Compensation Benefits and Hours Competencies Consulting Services Diversity and Equal Opportunity Employee Assistance Program    Employee Recognition    Guidance, Tools, Samples & Resources HR Information and News Information Systems    Layoff Meetings Personnel Reform Reasonable Accommodation    Essential Functions    Reasonable Accommodation Guide    Resources    Significant Cases Recruitment and Assessment Rules, Laws, & Regulations Training & Development    Workforce Planning   Home > HR Professionals > Reasonable Accommodation > Essential Functions     Essential Functions Why identify essential functions? Determining essential functions is important because Washington State Law and Federal Law protect individuals with disabilities who are qualified - meaning that they possess the requisite skill, experience, education, and other job-related requirements of a position and can perform the essential functions of the job with or without a reasonable accommodation.1 Also, identifying essential functions help set expectations and define a job. Thus, identifying essential functions from the onset is critical to avoid inconsistent or unfair hiring decisions and to ensure that each incumbent or employee is treated equally and understands the job and expectations. What is an essential function? Essential functions are the fundamental job duties performed in a position. The term "essential functions" does not include the marginal functions of the position. A function may be essential because: The position exists to perform that function. There are a limited number of employees available who could perform that function. The function is highly specialized.2 For example: an essential function of a Data Entry Clerk might be the ability to accurately enter information into a computer, while that ability may only be a marginal function for an Agency Director. When does the law require that essential functions be identified? Essential functions MUST be identified when a reasonable accommodation is being considered or in any situation in connection therewith. For Example: an employee has requested a reasonable accommodation; during a reallocation process, the essential functions must be identified because that employee has previously requested a reasonable accommodation. When should essential functions be identified? Identifying essential functions is an integral part of the employment process. Finding the best candidate for the position, ensuring equal treatment and quality performance are all goals that essential functions help to accomplish. Accordingly, essential functions should be identified: When a position is established While a position is vacant Prior to interviewing Prior to any conditional offer medical examinations How do I determine essential functions?