A complete vocational assessment can be completed if it is determined that an individual will not be able to return to pre-injury employment (or return to alternative employment within company). Vocational potential is determined using a transferable skills analysis, along with an individual's age, work experience, training, education, physical capabilities, in addition to labor market information to arrive at a suitable goal. Typically the following scenarios are considered:
Thorough interest, aptitude, achievement and personality testing can be made available to employees who cannot return to their previous job duties. Employers are then involved in a review of the assessment for discussion of new employment or transfer to a different department.
Comprehensive testing is available to assist clients with career changes or career enhancement. Testing includes the following:
Monthly file reviews are available to provide assistance in case direction. The signs related to possible long-term disability and complicating medical issues will be carefully monitored for appropriate intervention.
A Transferable Skills Analysis can be completed to discover alternate occupations for an individual. This is done by utilizing a person's education, training, work history, and physical abilities to identify alternatives for return to work options. This is used as a tool and is not meant to be exclusive.
A thorough review of an employee's old or new job duties and worksite can be done to identify essential job functions, physical demands and possible accommodations. Videotaping and/or photographs are available for review and discussion with treating medical personnel. A Light-Duty Facility Assessment can also be completed in conjunction or a la carte for employers or at volunteer placements.
A Labor Market Survey (LMS) can be utilized prior to job placement or training programs, and in wage earning capacity assessments to determine feasibility and employment options regarding salary, employment growth or decline as well as identify employment opportunities within a specified geographic area.
We have an onsite Job Seeking Skills Instructor who is able to teach individuals basic, advanced and current Job Seeking Skills (JSS) as they relate to employment trends in today's market. JSS often includes interviewing skills and etiquette, resume and cover letter preparation, personal presentation, etc. These sessions are often individualized and focus on a person's individual employment goals.
Job Development is completed by our staff to generate appropriate employment leads for clients utilizing an individual's age, education, work history, training and physical abilities. Every effort is made to identify appropriate and viable leads for our clients by initiating direct employer contact as well as follow-up. Additionally the time and resources are prorated whenever possible.
We have the ability to coordinate on-the-job training for appropriate candidates. We can negotiate incentives for employers to give our clients an edge in today's competitive labor market. We also utilize community resources and funding where available.
Job coaching is an individualized program which prepares people for gainful, self-sustained employment. Through a structured one-on-one program, the job coach helps an individual learn to perform job tasks at the level identified by the employer. The individual is an employee and thus receives competitive wages and benefits where appropriate while the coaching services are an additional support paid by the referral source and provided to the employer free of charge.
We have found the consistency of a job coach along with specific job and behavior goals has been most effective with our clients. Focusing on work-related behaviors such as attendance, dress, and social skills also assists in employment retention and longevity. Treating individuals with respect and incorporating as much responsible decision-making on the client(s) as possible is one of our core values.
We assess the situation as frequently as needed to address issues that arise. Initially, we may coach on a full-time basis and then taper off as appropriate. Eventually, the responsibility for supervision is assumed by the employer's staff.
The following are reasons for considering the use of a job coach:
We offer Master's level job coaches who create integrated plans in conjunction with the specifics of a person's medical abilities, social skills, and vocational goals.
Transitional return-to-work programs can be designed for small to large companies geared toward returning employees to work following injury or illness.
This program includes assisting large employers with coordinating their in-house light-duty programs, selecting âfavored workâ?, performing job analyses, and monitoring the program. This results in improving employee morale, keeping the employee at their maximum level of functioning and involved in work activity. Benefits to the employer include less lost time, which results in reduction of overall costs.
For small employers who don't have in-house programs, alternative light-duty work and options can be identified, coordinated and monitored.
Evaluations of Residual Wage Earning Capacity can be used to determine an individuals' capacity to earn an income after partial or total disability. All staff members are fully capable of providing an objective and well-researched assessment of the individual's vocational potential including the following:
A comprehensive written report summarizes all of the above in understandable and usable terms for a hearing of formal testimony.
Expert witness testimony can be provided to verify and substantiate all details included in the assessment and report.
Our staff is well versed in relevant legal issues as they pertain to vocational services. We are familiar with the Haske, Rakestraw, Sington and Stokes decisions.