The roles of the Occupational Assessor

As Occupational Assessor , you can be in a variety of roles.

As Occupational Assessor , you have a broad knowledge of the social, societal, legal and financial aspects of disability.

The Occupational Assessor is a specialist in the field of people, work and income. He or she provides insight into the taxability, perception and possibilities of people in imbalance and weighs these against the burden of work. The Occupational Assessor actively looks at opportunities in work and a person's ability to work.

As Occupational Assessor , you can fulfill different roles; which role you fulfill depends on the assignment. You can be active as assessor, advisor and coach/supervisor.

The role of consultant

As claim assessor, the Occupational Assessor measures the damage caused to someone by an illness, accident or work disability. He or she assesses the possibilities of (re)getting back to work, possibly through adjustments in the work, use of facilities. In a later phase of the reintegration process, a Occupational Assessor, when work resumes, workplace adjustments or reintegration 2nd track can assess the degree of disability.

If you are in the role of consultant, you can advise employer and employee in reintegration how to act gatekeeper-proof. Another possibility is to give companies and industries preventive advice when it comes to people's work capacity that is in danger of declining.

In the role of coach, Occupational Assessor you can coach employees or job seekers toward (paid) work.

Clear language

I have been working for about 1 year now as Occupational Assessor and I get to do that under the banner of Puls. What I like about the work is, among other things, that I can look into the homes of different employers and that your knowledge is increased as far as different jobs are concerned. For example, a catering employee at company A is not the same as one at company B, but they do have the same job title. The fact that no two cases are the same also keeps the work interesting and challenging.

In my conversations with employers and employees, I try not to talk in abbreviations or not too much. If I do use them and am aware of it, I explain. I once had a conversation years ago with a P&O advisor, job interview, and she used so many abbreviations that I thought; it's almost impossible to follow what she is saying. To her the abbreviations were normal, but not to me. Now suppose; I would be in a conversation with an employee and explain about legislation. Next thing you know you are talking about the WVP, the PA that is prepared by the BA and the PoA that must be reviewed regularly. 1st track and 2. If employee disagrees with the advice given, a DO can be requested. Towards the end of the 104 week period a WIA can be requested, interviews with VA and AD of the UWV are then scheduled. Abbreviations that are normal for us, but usually not for the other person.

AD research

The interviews that labor experts conduct are generally face-to-face, At Occupational health assessment seeing the workplace is nice, among other things, it can give a more complete and clear picture of the job. Some employers have videos on the Internet that provide information about jobs within the company.

Moving in the right direction together

Some time ago I spoke to an executive in the cleaning industry, his employee is disabled and performs cleaning duties. He talked about this employee's duties and it was clear from the conversation that much of the duties are light physical work. Appropriate work for this employee. A small percentage of her duties are not appropriate for employee. Before I could ask questions regarding possibly being able to make the job appropriate so that employee could continue to work at her location, this supervisor said he had thought about possible work modifications. He would like to keep her employed. The heavier physical tasks could be taken over by other colleagues and there were other light physical tasks for employee.

It's nice when employers actively consider options for keeping the disabled employee employed.