The WRQ Technical Manual places the WRQ in the context of job analysis, with special emphasis on the Position Analysis Questionnaire, on which the WRQ is based and which database it uses for reference. Methods that are commonly used to assess work disability are reviewed. The burden of costs associated with psychological distress and work disability are discussed, as are limitations in biomedical and insurance systems that generate excess costs.

WRQ Technical Manual
Acknowledgements.pdf    (1 page)
PAQ_copyright.pdf   (1 page )
How and Why Organizations Use the PAQ
The PAQ is credible for practical use because it is highly respected as a scientific achievement. (2 pages)
The PAQ is widely used in organizations. (1 pages)
Standardization procedures followed in PAQ job analysis. (1 page)
How organizations successfully use the PAQ, as reported in peer-reviewed research.
(3 pages)
Procedures for Generating WRQ Information
How to generate lists of jobs that are potentially appropriate for persons with disabilities with screen shots, instructions as to what to click and how to generate job-matching reports. (16 pages)
How to use PAQ/WRQ items to model occupational effects of functional impairment or disability and set statistical filters that program the WRQ to take disability into account. This hotlink and the one above it are the most basic to generating job-matching reports.
(10 pages)
The item limits decision rule is a "greater than" rule. This rule determines to which section of the WRQ report closest-matching jobs are sent. (1 page)
This hotlink provides the best overview of the broad scope of the 150 WRQ items and illustrates the format of PAQ ratings on a single job. (1 long page)
This hotlink shows how to look at definitions of each of the 150 PAQ items, as contrasted with the overview. It discusses how to use rating scale anchor points (which are part of the in WRQ ratings. (4 pages)
Screen shots, commands and results showing entry of case information into job-matching reports and how to edit as needed. (7 pages)
Descriptions of fields on the WRQ job-matching report showing screen shots and describing how and why closest-matching jobs are listed end up where they do, as determined by item limits. (4 pages)
Discussion and examples with screen shots of checking psychometric reliability and conducting other analyses with the same command. This assumes familiarity with procedures illustrated in the first two hotlinks above. (13 pages)
Discussion of convergence as a validity concept, how to determine whether two independent reports list the same jobs and other analyses. This hotlink includes examples, instructions as to what to click, and screen shots of results. (6 pages)
The Occupational Information Network (O*NET) is a rich source of occupational information from the U.S. Department of Labor, but does not take disability into account. This shows how jobs generated by the WRQ can be entered into O*NET Crosswalks. (3 pages)
Discriminating between traditional and job-related functional capacity evaluations (FCEs). (2 pages)
A sample letter that shows how to use WRQ results to structure a job-related functional capacity evaluation. (4 pages)
How to use PAQ ratings to structure reasonable accommodations for a worker with a disability. (2 pages)
Scientific Topics

Obsolete and current definitions of disability and application of WRQ to disability determination. (10 pages)
Self ratings may be used under certain conditions. (2 pages)
Discussion of internal validity, external validity, limitations, and vocational interests.
(8 pages)
Arithmetic that underlies WRQ job-matching. (3 pages)
The reason for using intraclass correlation to measure test-retest or interrater reliability.
(1 page)
How organizations use the PAQ, as reported in peer-reviewed research. (1 page)
How to check whether the same jobs are listed on two independent reports-an advanced topic. (6 pages)
How to check psychometric reliability and conduct other analyses. (13 pages)
Use of occupational information for and by attorneys. (7 pages)

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Worker Rehabilitation Associates, Inc.
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