A situational assessment is a real time assessment of a worker’s vocational capabilities that can take place in both paid and unpaid employment settings. Situational assessments can be introduced at various intervals:
Under the observation of a vocational rehabilitation (VR) professional, the worker performs the usual demands of the employment situation being assessed (either familiar or new). Any physical, psychological and/or cognitive difficulties that arise in meeting job demands are discussed with the worker and noted by the assessor. Collateral interviews may also be performed with the individual’s coworkers and immediate supervisors to gain a comprehensive understanding of the worker’s limitations, job performance and on-the-job challenges.
Situational assessments are helpful in both litigation and vocational rehabilitation scenarios. For litigation purposes, the scope of the worker’s on-the-job limitations and/or restrictions is better defined through subjective reports of the worker and objective observations of the assessor. For vocational rehabilitation purposes, after completing the assessment the VR, in cooperation with the worker and employer, proposes recommendations for accommodations that may promote job performance (i.e., scheduling modifications) and/or assist with pain and fatigue management (i.e., micro-breaks). The VR may also make recommendations for supplementary services such as an ergonomic assessment by an occupational therapist (OT) of the individual’s workstation or work environment if deemed beneficial.
- When an injured worker has returned to his or her pre-injury employment;
- When an injured worker has transitioned into a new position with the same or a different employer;
- When an injured worker has been placed in a temporary paid or volunteer position for the purposes of determining his or her capabilities and limitations for employment;
Under the observation of a vocational rehabilitation (VR) professional, the worker performs the usual demands of the employment situation being assessed (either familiar or new). Any physical, psychological and/or cognitive difficulties that arise in meeting job demands are discussed with the worker and noted by the assessor. Collateral interviews may also be performed with the individual’s coworkers and immediate supervisors to gain a comprehensive understanding of the worker’s limitations, job performance and on-the-job challenges.
Situational assessments are helpful in both litigation and vocational rehabilitation scenarios. For litigation purposes, the scope of the worker’s on-the-job limitations and/or restrictions is better defined through subjective reports of the worker and objective observations of the assessor. For vocational rehabilitation purposes, after completing the assessment the VR, in cooperation with the worker and employer, proposes recommendations for accommodations that may promote job performance (i.e., scheduling modifications) and/or assist with pain and fatigue management (i.e., micro-breaks). The VR may also make recommendations for supplementary services such as an ergonomic assessment by an occupational therapist (OT) of the individual’s workstation or work environment if deemed beneficial.