Employee Health Services Case Specialist Employee Relations/Human Resource Services

Transcription

1 EXISTING POSITION TITLE: DEPARTMENT: POSITION REPORTS TO: START DATE: STATUS: Employee Health Services Case Specialist Employee Relations/Human Resource Services Employee Health Services As soon as possible Permanent 12 month, 1.0 FTE, OOS, Level 5, $63,998 $79,997 PRIMARY FOCUS: The job works under the direction of the manager in providing a planned approach to managing cases to assist employees with a safe, effective and timely return-to-work. This will be done through a collaboration process of assessing, planning, implementing, monitoring and evaluating individual employee s health needs related to injury or illness. The job coordinates all disability management activities and programs through, education, intervention, support, accommodation of ill or injured employees back into the workplace including modified and rehabilitative work arrangements. KEY RESPONSIBILITIES INCLUDE: Plans, manages, coordinates and delivers case management services to district staff; Initiates and maintains contact with injured/ill employees, health professionals, insurance carriers, unions and other working groups; Assists individuals in identifying, arranging and coordinating health service resources and supports access to effective care and services; Ensures that cases are managed using accepted best practices and are delivered in a proactive, conscientious, cost effective and consistent manner; Manages cases in a collaborative manner with respect to unions, working groups and Employee Support Services in compliance with the respective collective agreements/terms and conditions; Consults with medical team to determine an employee s fitness for work; Facilitate return-to-work strategies, including modified work opportunities by working with supervisors, union representatives, and other stakeholders to determine modified work opportunities, arrange for workplace modifications (ergonomics, schedule changes), or job restructuring to ensure needs are met. QUALIFICATIONS: Diploma, or degree, in an area related to disability management, plus five years directly related experience; Certified Disability Management Professional designation is required; Knowledge of group benefit plans and recovery support resources; Familiarity with medical terminology and rehabilitative practices; Knowledge of research techniques and statistical analysis software and database programs; Strong interpersonal communication skills and the ability to relate to a range of stakeholders; Strong consultation, needs assessment and interviewing skills; Ability to communicate technical information to a varied group; Excellent problem-solving and decision making skills; Analytical skills with a strong attention to detail - particularly with numbers. For more information on this opportunity please contact Sean McGuinness, Employee Relations, at , or at: sean.mcguinness@ecsd.net. To apply, please forward a letter of interest and résumé by 4:00 p.m., Thursday, April 5, 2012 to: Charolette Player, Staffing Human Resource Services resumes@ecsd.net We thank all applicants for their interest. Only short listed applicants will be interviewed.

2 JOB IDENTIFICATION: Incumbent: Current Classification Level: 5 Supervisor s Name: Location: Catholic Education Services Working Title: Employee Health Services Specialist Requested Classification Level: Supervisor s Working Title: Employee Health Services Department/Program: Human Resource Services/Employee Relations PRIMARY FOCUS/OVERALL ACCOUNTABILITY: Provide a brief summary of the job, covering the main responsibilities, the framework within which the job has to operate and the main contribution to the organization. The job works in partnership with the manager in providing a planned approach to case management to assist employees with a safe, effective and timely return-to-work. The work focuses on employee illnesses and injuries that are not work related. This will be done through a collaboration process of assessing, planning, implementing, monitoring and evaluating individual employee s health needs related to injury or illness. The job coordinates disability management activities and programs through, education, intervention, support, accommodation of ill or injured employees back into the workplace including modified and rehabilitative work arrangements. The job ensures the employee s needs are met through consultation with, and involvement of supervisors, Human Resource staff, community health services, insurance carriers. The job consults with the District Occupational Health and Safety Specialist for work related illnesses and injuries including Workers Compensation Board (WCB) claims. JOB RESPONSIBILITIES AND ACTIVITIES: Normally a job has four to eight core responsibilities, each of which shows what the job is accountable for, within what framework, and what the added value is. For each responsibility, approximately four major activities should be described. List the core responsibilities in ascending order of importance. 1. Plans, manages, coordinates and delivers case management services to district staff 2. Initiates and maintains contact with injured/ill employees, health professionals, insurance carriers, unions and other working groups. 3. Assists individuals in identifying, arranging and coordinating health service resources and supports access to effective care and services. 4. Ensures that cases are managed using accepted best practices and are delivered in a proactive, conscientious, cost effective and consistent manner. 5. Manages cases in a collaborative manner with respect to unions, working groups and Human Resource Services staff in compliance with the respective collective agreements/terms and conditions 6. Consults with medical team to determine an employee s fitness for work 7. Facilitate return-to-work strategies, including modified work opportunities by working with supervisors, union representatives, Human Resource Services staff, and other stakeholders to determine modified work opportunities, arrange for workplace modifications including work schedule changes, or job realignment to ensure needs are met. 8. Identifies non-medical issues (employment or labour relations) that are barriers to return to work (RTW), and refer to the appropriate manager. 9. Collect and analyze disability management data and generate summaries and reports for stakeholders 10. Identifies and implements strategies for reducing and/or maintaining employee absenteeism related to medical leaves at or below industry average. Establishes benchmarks and monitors regularly. 11. Maintain knowledge and expertise through professional development activities including conferences, workshops, seminars and self-study March

3 JOB RESPONSIBILITIES AND ACTIVITIES: Normally a job has four to eight core responsibilities, each of which shows what the job is accountable for, within what framework, and what the added value is. For each responsibility, approximately four major activities should be described. List the core responsibilities in ascending order of importance. 12. Participates in short- and long-term strategic planning activities and provides input in to process improvement PROBLEM SOLVING: Describe difficult or challenging situations the position is typically expected to solve; the degree of originality of the solutions; assistance available; and any problems or decisions that must be referred to a supervisor for resolution or approval Based on medical information and physician s diagnosis and recommendations, the job researches options to assist the employees in accessing resources to support recovery and ensure longer-term needs are met. The job reviews medical information and determines options for an employee to support RTW on a basis that is accommodating to both the employee and the district. The job brokers alternative work arrangements developed to address the specific employee s needs, limitations and capabilities. ORGANIZATIONAL DATA: Identify any measurable areas upon which the job has either direct or indirect impact. Measures that may be included are: number of staff supervised, annual operating budget, number and size of projects, clients served or any other significant values. Include examples that indicate the size of the job. Attach a complete Organization Chart that includes supervisor, peers, direct reports and staff. The focus of the work includes proactive disability management, timely returns-to-work and accommodations. The work impacts district employees within four working groups. Effective disability management in the workplace can decrease these human and financial costs by getting the worker back on the job in a safe manner at the earliest time. At present there are about 100 active cases with approximately 30 new ones each month. (30-50 cases are considered optimum for successful management). The better indicators for scope of this position are the costs of illness/injury and our ability to impact them in a positive manner. There is potential for significant impact on Alberta School Employees Benefit Plan (ASEBP) costs ($3,800,000). REPORTING RELATIONSHIPS: Identify the jobs and the number of incumbents within each job that report directly to you. Provide a brief summary of each subordinate job s purpose. Job Title Job Responsibilities CONTACTS: Identify internal and/or external contacts such as co-workers, clients, stakeholders and partners. Indicate the nature and purpose of contact (i.e. to deliver information, present data, negotiate contracts, etc.) and frequency (daily, weekly, monthly etc.). Contact Nature and Purpose Frequency Employees Managers, principals and supervisors Medical Consultants ASEBP Claims Managers District O. H. & S. Specialist To provide advice, obtain and exchange information To provide information on available resources and resolve problems To provide advice, obtain and exchange information To resolve problems and coordinate modified/alternative work arrangements To update stakeholders on aspects of cases and monitor employee s progress To ascertain medical situations and coordinate return to work plans To resolve problems and receive direction To resolve problems and To provide guidance and expertise in coordinating RTW arrangements To collaborate on activities Ongoing March

4 Health Care Providers Pay and Benefit Services and Staffing Services Alberta Union of Provincial Employees and Edmonton Catholic Support Staff Association sand Alberta Teachers Association representatives Other school jurisdictions To obtain and exchange information To receive direction and collaborate on RTW strategies To resolve problems and coordinate issues related to payroll, placements, alternative work arrangements and staffing To resolve problems and coordinate issues related to medical absences and RTW To share best practices Job Qualifications: Include a list of the most important knowledge factors, including knowledge about practical procedures, specialized techniques etc. Outline specific training that is needed to do the work and any occupational certification/registration required for the job. Include a list of competencies (skills and abilities) critical in performing the job. Knowledge & Experience Competencies Diploma, or degree, in an area related to disability management, plus five years directly related experience Certified Disability Management Professional designation is required Knowledge of group benefit plans and support resources Familiarity with medical terminology and rehabilitative practices Knowledge of research techniques and statistical analysis software and database programs Knowledge of federal and provincial legislation and regulations Knowledge of FOIP regulations and legislation and records management principles Knowledge of human resource management principles, including Collective Agreements, and Employee Wellness Knowledge of project management principles General knowledge of O H & S and WCB Legislation and regulations General knowledge of the district s operations, business and programs Strong interpersonal communication skills and the ability to relate to a range of stakeholders Strong consultation, needs assessment and interviewing skills Strong presentation and research skills Ability to communicate technical information to a varied group Excellent problem-solving and decision making skills Analytical skills with a strong attention to detail - particularly with numbers Influencing and negotiation skills Ability to work effectively in a fact-paced, team environment Ability to manage relationships with external and internal clients Flexibility to balance conflicting priorities March

5 Assistant Superintendent Employee and Family Assistance Program Staffing Administrative Assistant Pay and Benefit Services Employee Relations HR Assistant Employee Relations HR Specialist Compensation Employee Health Services Employee Health Services Specialist Human Resource Services Employee Relations Unit March 2012 Signatures The signatures below indicate that the incumbent, supervisor and principal/director have read, discussed, and agreed that the information accurately reflects the work assigned. Incumbent Manager Assistant Superintendent This information is being collected under the authority of Board Governance Policy EL# 5 relating to Freedom of Information and Protection of Privacy (FOIP) Act and will be used to allocate positions within a classification plan and to manage the Edmonton Catholic School District s human resources program. If you have any questions about the collection of this information, contact the Assistant Superintendent, Human Resource Services at March