The return-to-work programme is independently audited using an accredited audit tool that provides ratings and recommendations for improvement. Independent auditing is financially supported as it brings value to the return-to-work programme.
The return-to-work programme takes an individual approach that focuses on the needs of the person concerned and monitors the effectiveness of its outcomes on them.
Assessing programme effectiveness requires assessment of individual outcomes, success rates and impact on the person concerned. This in turn requires an initial individual needs assessment, a person-centred action plan with performance indicators and a final assessment of the outcome(s) for the person concerned.
There is evidence that the return-to-work programme has the right structure, processes, information and technology, and involves the appropriate professionals and partners, to enable it to respond to changing individual and environmental factors.
Monitoring and evaluation enables the institution to capitalize on opportunities to intervene, reduce risks, increase efficiencies and ensure the person’s return to work.
A strategy for assessing the impact and effectiveness of the return-to-work programme’s structure, policy, processes, and individual and programme outcomes is established in collaboration with partners and stakeholders, including the person concerned.
Monitoring refers to the process of observing results; evaluation refers to the assessment of progress towards reaching specific objectives. To ensure success, it is necessary to establish a system for ongoing monitoring and evaluation of the return-to-work programme which addresses its structure, processes and outcomes. This includes both qualitative and quantitative analysis of the programme and its processes, and of individual and programme outcomes both inside and outside the social security institution.
Those responsible for return-to-work services are certified to have achieved, and maintain, internationally recognized levels of professional competence. The same professional standards and certification requirements are promoted to their counterparts in partner and stakeholder organizations.
As the process of ensuring successful job retention and return-to-work outcomes is continuously evolving, those responsible for return-to-work services must achieve and maintain certified professional competence.
Educational programmes provided to employees responsible for return-to-work services are of a high level, cover all topic areas related to job retention and the return to work, and participants are provided with the essential knowledge and skills to provide optimum return-to-work services for persons with disabilities. These programmes are promoted to all partners and stakeholder organizations, including employers, trade unions and service providers.
Those responsible for providing return-to-work services – whether within the institution or in partner and stakeholder organizations – have the requisite knowledge and skills to conform to internationally recognized levels of competence.
The return-to-work field is complex and involves many stakeholders, including the social security institution, other government agencies, employers, trade union organizations, health-care professionals, service providers and people whose jobs are in jeopardy as a result of an injury, illness, or acute, long-term or chronic health condition.
Productive relationships are cultivated with national, regional and local networks which have potential impact in the return-to-work process, and there is a strategy in place for maximizing the opportunities they offer the return-to-work programme.
