THE CURRENT STATUS QUO

Most Vocational Case Management and vocational intervention misses the mark on an accurate assessment of job skills, clear understanding of work history, and opportunities for rehabilitation and return to work. 

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Many Vocational plans provide simplistic formulas that pigeonhole people into unrelated or irrelevant jobs after a career change is indicated in a case.  There are also many "Volunteer" programs that do not advance the earning potential or the return to work prospects of an injured employee. 

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THE AEGIS DIFFERENCE

We understand the value of successful return to work after an injury.   Insurance terms such as "wage differential" or "permanent total disability" do not adequately capture the loss to an individual when an employee fails to return to work after an injury. 

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We immediately focus the parties on the goal of return to work.  We provide a thoughtful & accurate analysis of the employee's medical diagnosis and physical limitations, transferable job skills from past work and/or training.  We identify barriers that will affect the successful return to work.

 

Our experts identify & document the best career choices available, accurate earning potential, realistic job growth expectations and immediate job openings.  

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BACKGROUND ON THE OTHER PLAYERS

The medical provider identifies final work capacities and when the employee can return to work. They are often consulted regarding prospective job demands and in determining a reasonable accommodation of work duties.  They can also weigh in early if there is a question about treatment outcome and work requirements.

 

Vocational planning and short term training should be considered at the earliest indication of long-term work limitations or lost time. 

 

The employee is often unaware of the vocational rehabilitation process or that there are even expectations on him/her to return to work. This may be because they do not understand the process, their responsibilities or how that impacts their work and careers.   Then there are those who enjoy not working.  This type of case presents unique challenges to enhance motivation, to increase employer contacts & interviews and to have clear documentation of the case outcome. 

 

The employer is often the only party with concerns over claim costs, patient outcomes, and duration of the claim.  However, the employer often does not know the value and impact they can provide to achieve their own goals.  As in Medical Case Management, employers need to have a solid understanding of their responsibilities & sensitivity to timelines.  They also need to know the tools they have to drive the claim, when to utilize them, and how they could otherwise assist. 

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The attorneys face a complex problem: on the one hand, assisting their clients in navigating usually extensive medical treatment and, on the other hand, interpreting career and return to work implications for and impact on the claim. 

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GETTING STARTED

We begin with a case history review and assessment. 

 

In addition to providing a baseline measurement of outcomes prior to working with us, it will help us identify what protocols, education and training could be implemented before vocational services begin. 

 

This has a very significant impact on our ability to succeed in engaging the parties and effecting a proactive vocational case management plan. 

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THE VOCATIONAL MANAGEMENT PROCESS

1. Consultation with employer & insurance provider/attorneys at the time of referral.

2. Discovery & Due Diligence: Initial Assessment & Extensive Record Review.

3. Evidence-Based Vocational Management Protocols.

4. Report detail: Transferable Skills, Labor Market Survey, Vocational Profile Assessment.

5. Vocational Plan Implementation: Direct Job Placement, Skills Enhancement Training, Heal & Learn Program.