Development and Validation of Competencies for Return to Work Coordinators

Pransky, Glenn; Shaw, William S.; Loisel, Patrick; Hong, Quan Nha; Désorcy, Bruno

doi:10.1007/s10926-009-9208-x

Cited by 72 publications

(79 citation statements)

References 11 publications

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“…To date, much of the research on identifying the behaviours of relevant others in the return to work process has focused on the role of occupational health professionals or return to work coordinators [21]. In one of the few studies to examine the behaviours of line managers in the return to work process, Aas and colleagues [22] used qualitative methods to identify the leadership qualities valued in the return to work process by employees and their line managers.…”

Section: Line Manager Behaviours In the Return To Work Processmentioning

confidence: 99%

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

et al. 2011

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Section: Line Manager Behaviours In the Return To Work Processmentioning

confidence: 99%

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

et al. 2011

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“…That same year, Pransky et al [14] published an article describing the competencies required of RTW coordinators in three countries (Canada, United States, and Australia). Focus groups held with 75 experienced coordinators resulted in a listing of eight common competency groups: professional credibility, communication, conflict management, evaluation, problem-solving, administration, individual personal attributes, and information gathering.…”

Section: Introductionmentioning

confidence: 99%

Practices of Return-to-Work Coordinators Working in Large Organizations

et al. 2016

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Purpose Although the role of return-to-work coordinators (RTW coordinators) is associated with reducing long-term disabilities, little has been written about their practices. The objective of this study was to clearly identify their tasks and activities and the stakeholders with whom they collaborate. Methods A cross-sectional survey was conducted using a web-based self-administered questionnaire. Participant inclusion criteria were as follows: (1) working for a large organization with 500 or more employees; (2) being responsible for managing disabilities and coordinating the return-to-work process; and (3) having been involved in coordinating the return to work of at least one person in the past year. Results 195 RTW coordinators completed the questionnaire. The three tasks or activities rated as most important were applying laws, policies, and regulations related to work absences and return to work; contacting the absent worker; and planning the return to work. A nursing or occupational health and safety training background significantly influenced the RTW coordinators' practices. In addition, RTW coordinators collaborated mainly with workers and their supervisors. Conclusion Despite a wide variety of contexts and diverging definitions of competencies, a set of common RTW coordination practices appears to exist across industrialized countries. RTW coordinators with a training background in the health field seem better able to assimilate the various dimensions of work disability. Moreover, concerted action was found to be minimal and a far cry from recommendations. The practices defined could serve as a benchmark for describing RTW coordinators' responsibilities in greater detail and allow for cross-organization and cross-country comparisons.

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“…Professionals providing vocational rehabilitation are typically trained in a health-related occupation. Clinical expertise might therefore be considered an important prerequisite for the role [24]. The VAs who delivered the service were physiotherapists who sometimes applied their physiotherapy knowledge to provide advice when work difficulties seemed too challenging, as a means of maintaining continuity within the professional-client encounter.…”

Section: Discussionmentioning

confidence: 99%

“…It has been suggested that interpersonal skills may be more important than a health background when defining the VA role [29,30]. The level of clinical knowledge required for the VA role is centred on understanding the potential for disability or functional limitations that a condition leads to, and hence the likely impact on work participation [24].…”

Section: Discussionmentioning

confidence: 99%

Acceptability of a vocational advice service for patients consulting in primary care with musculoskeletal pain: A qualitative exploration of the experiences of general practitioners, vocational advisers and patients

Sanders

Wynne‐Jones

Ong

et al. 2017

Scand J Public Health

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Aims: To explore the experiences of GPs, vocational advisors and patients towards a new vocational advice (VA) service in primary care, using qualitative interviews. Methods This study was nested within the Study of Work And Pain (SWAP) cluster randomised controlled trial. The SWAP trial located a VA service within three general practices in Staffordshire.Interviews took place with 10 GPs 12 months after the introduction of the VA service, 4 vocational advisors whilst the VA service was running and 20 patients on discharge from the VA service. The data were analysed using the 'constant comparative' method, which is a variation of grounded theory. Results: The key factors determining the acceptability and perceived effectiveness of the VA service from the perspective of the three groups of stakeholders were 1) the timing of referrals to the VA, 2) the perceived lack of patient demand for the service, and 3) role uncertainty experienced by VAs. Conclusions Early vocational intervention may not be appropriate for all musculoskeletal patients with work difficulties. Indeed, many patients felt they did not require the support of a VA, either because they had self-limiting work difficulties and/or already had support mechanisms in place to return to work. Future VA interventions may be better implemented in a targeted way so that appropriate patients are identified with characteristics which can best be addressed by the VA service.

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Development and Validation of Competencies for Return to Work Coordinators

Cited by 72 publications

References 11 publications

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

Returning Employees Back to Work: Developing a Measure for Supervisors to Support Return to Work (SSRW)

Practices of Return-to-Work Coordinators Working in Large Organizations

Acceptability of a vocational advice service for patients consulting in primary care with musculoskeletal pain: A qualitative exploration of the experiences of general practitioners, vocational advisers and patients

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