RETURN TO WORK SERVICES SCHEDULE 5 VOCATIONAL REHABILITATION SERVICES

Transcription

1 RETURN TO WORK SERVICES SCHEDULE 5 VOCATIONAL REHABILITATION SERVICES 1.00 LOCATIONS 1.01 The Contractor s approved Premises for this Schedule are as follows: a) b) c) 2.00 APPLICATION 2.01 Schedules 1, 6 and 7 apply to this Schedule SERVICE OVERVIEW 3.01 VRS are designed to address the RTW needs of the Worker to facilitate suitable, accessible, sustainable employment, which optimizes wage quality. VRS may be delivered as part of an integrated Program or as a stand-alone Service, depending on the circumstances of each case VRS are divided into two (2) main phases which are the planning phase and the implementation phase SERVICE PRINCIPLES 4.01 VRS will be delivered in a structured, goal oriented fashion, and individualized to take into account the Worker s functional abilities, education level, work experience, transferable skills, and interests The Contractor will strive to obtain the Worker s active participation throughout the provision of VRS. The Contractor will facilitate the Worker s understanding and motivation by providing information and resources in a manner appropriate for the Worker s individual needs, learning pace, and level of education The Contractor will actively obtain and maintain up-to-date knowledge regarding employment opportunities and labor market trends that pertain to Alberta and specifically the Contractor s local labor market. Labor market knowledge will include labor market trends, employer needs, job requirements, specific vocational training requirements, general education requirements, 1

2 wages, employment environments, and availability of transportation The Contractor will maintain a VRS resource area for the Worker, and will ensure that the Worker has access to the resource area on a daily basis for the duration of VRS. The resource area will include, but is not limited to, the following: a) Computer access for online work and research; b) Faxing, copying, word processing, and printing services; c) Local and long distance telephone access for exploring job leads; d) Job board which is updated on a weekly basis; e) Resume templates and examples; f) Resource materials for job leads and research such as hand-outs and videos; and g) Access to vocational counselors for coaching PLANNING PHASE 5.01 The objective of the planning phase is to support the Worker by: a) Identifying strengths, aptitudes and abilities which promote employment; b) Addressing barriers and concerns which may prevent successful transitioning back to work; c) Educating as well as supporting the Worker in identifying current labor market trends; and d) Educating the Worker regarding suitable, accessible, and sustainable options that are available in the current labor market The planning phase includes: a) CC; b) JSSD; c) Resume; d) Transitional support modules; and e) Academic assessment IMPLEMENTATION PHASE 6.01 The objective of implementation phase is to support the Worker by using current labor market knowledge and information in obtaining suitable, accessible, and sustainable employment which optimizes wage quality The implementation phase includes SJS. It can also include; a) JSSD; b) Resume; and c) Transitional support modules. 2

3 6.03 The Contractor will encourage the Worker to partake in actual job search activities during the implementation phase including interviews with employers in the local labor market for the purpose of transferring newly acquired job search skills and aptitudes into practical situations TRIAGE PATHWAY 7.01 The Streams of Service Model was developed to serve as a guide to triage the Worker into VRS. The Contractor will follow the Streams of Service in providing the Worker with VRS for integrated cases If modified duties with the Employer have been ruled out by the Assessment process and work restrictions are anticipated, the Contractor is required to provide integrated VRS as part of a Program. The level of VRS will be based on the anticipated work restrictions ADMISSION CRITERIA 8.01 For the planning phase the Contractor will ensure that the following criteria are met prior to commencing the planning phase: a) The Worker agrees to actively participate in planning phase interventions; b) The Worker has restrictions that are anticipated or confirmed; and c) A RWSP has been completed For the implementation phase the Contractor will ensure that the following criteria are met prior to commencing the implementation phase: a) The Worker agrees to actively participate in the job search process; b) The Worker has achieved diagnostic and medical closure; c) The Worker is functionally able to participate in an active job search; d) The CO has approved the job options that will be utilized during the job search; and e) The Worker has a current resume ADMISSION PROCESS 9.01 Verbal confirmation of Services by the CO is recommended, but not required, for providing VRS through Streams of Service For integrated CC, the Contractor will determine the need for VRS within the first five (5) Days of a Program admission. If CC is required according to Streams of Service, the Contractor will start CC within the first five (5) Days of Program admission. This excludes TPI Programs and BI Programs. 3

4 9.03 Prior CO approval must be obtained in order to consider academic options. A Worker s Retraining Research Form must be completed and approved by the CO for any training for more than three (3) months SERVICE DURATIONS The Contractor will complete all components of the planning phase within twenty-five (25) Days from the start of the planning phase If the planning phase is expected to take longer than twenty-five (25) Days, the Contractor will advise the CO as soon as possible, and obtain agreement from the CO about the expected duration of the planning phase Implementation phase interventions will be made available for up to five (5) Days per week and will be made available for a maximum of twelve (12) consecutive weeks as authorized by the CO The CO may authorize an implementation phase extension of up to an additional four (4) consecutive weeks beyond the original twelve (12) consecutive calendar weeks of Service All billings for implementation phase (SJS) extensions must be authorized by the HCC in advance of submitting the billings CAREER COUNSELLING The objective of CC is to provide the Worker with one-on-one assistance to identify a minimum of two (2) accessible, suitable, and sustainable, job options which optimize wage quality CC may be provided on a retroactive basis when required Where Worker involvement is not possible due to extraordinary circumstances, and all reasonable efforts have been made to remove barriers which prevent the Worker from attending, the CO can authorize CC to proceed on a documentary basis. The decision to proceed on a documentary basis must be in the best interest of the Worker considering all relevant circumstances The Contractor will advise the CO of the start date of CC The initial case conference will be scheduled upon the commencement of CC and will take place during the first week of CC. The initial case conference must include the Worker, CO, and Contractor. 4

5 11.06 The Contractor will meet with the Worker at least once per week throughout the duration of CC If the CO does not agree that the two (2) job options are suitable, accessible, sustainable, and optimize wage quality, the Contractor will identify two (2) other job options, and submit them to the CO in a second case conference. The Contractor can only proceed with further interventions once the CO has agreed on two (2) job options The Contractor will utilize LMA information to support the two (2) job options. If information is required which is not otherwise available for a particular job option, the Contractor will request the appropriate LM research to ensure there is LMA support for the two (2) job options The Contractor will send the information about the job options and supporting LMA, LMP or EP information to the CO at least forty-eight (48) hours prior to the discharge case conference Where applicable, the Contractor will refer the matter for a Suitability Review prior to the discharge case conference. The result of the suitability review will be incorporated into the CC Report The discharge case conference must involve the CO, Worker and Contractor. It will take place before CC Services are complete, and before the CC Report is submitted. There must be agreement on the two (2) job options before the Contractor can provide further Services following the CC All billings for the following types of CC Services must be authorized by the HCC in advance of submitting the billings: a) Documentary; b) Retroactive; and c) Incomplete CUSTOM BUILT CAREER COUNSELLING All custom built CC Services must be authorized by the HCC in advance of the Contractor providing the Services All billings for custom built CC Services must be authorized, prior HCC approval is required prior to submitting billings for the Services ACADEMIC ASSESSMENT The objectives of the academic assessment are to: 5

6 a) Provide a range or percentile ranking of the Worker s intelligence for IQ testing; b) Provide a wide range screening measurement for achievement based on reading recognition, spelling, and arithmetic; and c) Provide a quantitative measure of the Worker s general aptitudes to perform various job functions The academic assessment will involve the completion of at least the Wechsler Adult Intelligence Scale IV (WAIS-IV) and the Wide Range Achievement Test IV (WRAT-IV) The Contractor will ensure that: a) Validated and published test protocols are adhered to for each test; and b) The WAIS-IV is completed under the supervision psychologist and that the psychologist has provided written interpretation and approval of the results The Contractor must obtain CO approval prior to providing the Worker with an academic assessment JOB SEARCH SKILLS DEVELOPMENT The objectives of the JSSD are to: a) Motivate the Worker to participate in actual job search activities; b) Develop and enhance the Worker s potential for job placement through increased job search and maintenance skills, and improved outlook; c) Provide the Worker with an interactive learning environment in which the necessary attitudes, personal characteristics, interpersonal skills, selfmarketing skills, work behaviors, and general employment knowledge necessary for conducting an active job search can be acquired; and d) Ensure the Worker has the skills and knowledge required to successfully participate in actual job search activities; and develop and enhance the Worker s job sustainability skills The JSSD will, at a minimum, include the following training modules: a) Productive job search strategies; b) Researching potential employers; c) Marketing the Worker and the Worker s skills; and d) Maintaining a job Productive job search strategies will include education regarding: a) Networking skills; b) Accessing non-advertised jobs; and c) Goal setting and motivation. 6

7 14.04 Researching potential employers will include education regarding: a) Organizing a job search; and b) Using technology and other resources Marketing the Worker and the Worker s skills will include education regarding: a) Resumes, cover letters and application forms; b) Dressing for success; and c) Interviews and follow-ups Maintaining a job will include education regarding: a) Conflict resolution; b) Managing multiple priorities; c) Personal hygiene; and d) Building a strong work ethic TRAINING ON THE JOB The objective of TOJ is to increase the employability potential of the Worker in an accessible, suitable, and sustainable, position which optimizes wage quality, through the development of work skills and experience Upon request of the CO, the Contractor can discuss with the potential employer the training requirements and length of the TOJ Program based on the Worker s training requirements The Contractor will, as appropriate, provide potential employers with information on the TOJ Programs The Contractor will contact the CO immediately if a potential employer expresses interest in, or availability of, TOJ opportunities for the Worker The Contractor will advise the CO forthwith if there is a need to negotiate a subsidy schedule for a TOJ Program. The Contractor cannot negotiate any subsidy schedule with the Worker or TOJ employer RESUME SERVICE The objectives of the resume Service are to: a) Provide a documented summary of the Worker s education and occupational qualifications, experiences, skills, and accomplishments; b) Provide the Worker with a self-marketing tool to be utilized with potential employers; and c) Generate potential employer interest in arranging a meeting with the Worker to acquire more information and provide an employment offer. 7

8 16.02 The resume will identify the Worker s: a) Job search goal; b) Contact information such as name, address, address and telephone number; c) Education and career development activities such as training programs, apprenticeships, licenses, and certificates; d) Work experience including identification of key duties and responsibilities, which may include part-time and temporary positions; e) Transferable skills; f) Awards, certificates, and other items of recognitions; g) Volunteer and community related activities; and h) References, or indicate that references are available on request The Contractor will ensure that the Worker s resume is completed in an acceptable and effective format. This includes ensuring that it is free of all: a) Typing, spelling and grammatical errors; and b) False or inaccurate information as it pertains to the Contractor s knowledge of the Worker The Contractor will submit a copy of the Worker s complete resume, which is signed by the Worker, to the CO SUPPORTED JOB SEARCH The objective of SJS is to support the Worker, using current labor market knowledge and information, in searching for, and obtaining, suitable, accessible, and sustainable employment which optimizes wage quality The Contractor will: a) Review the Employer Contact Report with the Worker on a weekly basis to ensure the job search activities are focused on appropriate and previously identified job recommendations; and b) Ensure Employer Contact Reports are submitted to the CO on a weekly basis The Contractor will do at least the following during SJS: a) Review the availability and appropriateness of local job market employment opportunities with the Worker on a weekly basis; b) Develop potential employment placements through direct and indirect promotional opportunities with employers located within the Worker s local job market, including training on the job opportunities; c) Identify and develop job opportunities for the Worker through comprehensive and direct employer contacts; d) Develop, maintain, and utilize, an established bank of employer contacts in 8

9 order to facilitate the Worker with an employment outcome; and e) Conduct debriefing interviews with the Worker and any prospective employers The Contractor will facilitate the Worker s job search by: a) Providing one-on-one vocational coaching, instruction, and guidance to the Worker as required; b) Assisting the Worker with resume revisions, cover letter development and revisions, and mock interviews; d) Marketing the Worker directly to prospective employers; e) Providing the Worker with networking opportunities with other job searchers at the Contractor s premises; f) Recognizing and reinforcing positive behaviors, and actions, demonstrated, by the Worker; g) Motivating the Worker and ensuring the Worker s active participation in the job search; h) Focusing on the job options that were developed in the planning phase; i) Conducting cold calls to employers; j) Researching the local labor market for potential and actual job leads through hidden and unhidden job markets; k) Conducting information interviews with employers in the local labor market; and l) Networking with employers, Workers, and other resources CUSTOM SUPPORTED JOB SEARCH All custom SJS Services must be authorized by the HCC in advance of the Services All billings for custom SJS Services must be authorized, prior HCC approval is required prior to submitting billings for the Services DISCHARGE CRITERIA If one (1) or more of the following criteria are met the Worker will be discharged from VRS; b) The Worker has reached the maximum length of Service; c) The Worker is refusing to engage in the Service; or c) The Worker has successfully obtained a RTW placement TRANSITIONAL SUPPORT MODULES The objective of transitional support modules is to assist the Worker in 9

10 developing critical workplace and life skills necessary to resume accessible, suitable, and sustainable, employment which optimizes wage quality There are five (5) modules. The Contractor can deliver any, or all, of the modules to a Worker during any phase of VRS It is recommended that any Worker who requires modules be provided with the modules as early as possible in the planning phase of VRS Each module can only be provided to the Worker once without prior authorization from the HCC For all modules, the Contractor must engage at least one (1) vocational counselor for up to three (3) Workers. The Contractor must engage at least (2) vocational counselors for four (4) or more Workers BRAIN INJURY SPECIFIC VOCATIONAL REHABILITATION SERVICES SES and avocational planning are only available to a qualifying Worker in a BI Program For any Worker with high physical, psychological, or cognitive, barriers to RTW, SES may be applicable. SES may be provided regardless of whether the Worker is returning to work with the Employer, or a new employer SES may include the following Services: a) Workplace introduction or re-introduction; b) Meeting with the Employer, or employer, and Worker to review workplace rules, norms and reporting structure; c) Job coaching; and d) Training on the job Job coaching related to the Worker s cognitive or other functional deficits will be completed by an occupational therapist or physical therapist SES should be time limited and focused on the Worker s independence, and should be provided during the BI Program whenever possible. SES may be offered following discharge, and as a stand-alone Service, if required For a Worker with a severe BI, a RTW plan may not be suitable based on the Worker s cognitive, physical and psychological abilities and restrictions. When this is the case, development of an avocational plan may be appropriate Avocational planning must be discussed with, and approved by, the CO prior to development. Avocational options must be approved by the CO and Worker. 10

11 22.00 STAFFING All VRS must be conducted by a vocational counsellor with post-secondary education in the social sciences, or a related field, and training in career counselling, job development, and placement. Experience and equivalencies are acceptable. 11