REHAB MATTERS - Spring 2019 - Job Placement

22 ➤ Rehab Matters ➤ Spring 2019 By Lisa Borchert BA, RVP ‘ J ob analysis is a process by which in- formation about jobs is systematical- ly gathered and organized” (mercer. ca). The purpose of the job analysis is “to help you fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abili- ties required to do the job” (hrcouncil.ca) . Position is “the collection of tasks and responsibilities performed by one person” (mercer.ca ). Given the nature of my work with the insurance industry, I write a lot of reports, many of which are transfer- able skills analyses (TSAs), vocational assessments and earning assessments. A large amount of my reports would be considered job analyses – of the jobs my clients have done/are currently doing and of possible alternate occupations. Alternate occupations are identified through direct employer research and research using the National Occupa- tion Classification (NOC) system. The NOC codes are essentially job analyses as each code clearly lays out the tasks/ duties/skills/knowledge required for each of Canada’s documented occupa- tions. The VRA code of conduct notes that ethical dilemmas arise when it is not clear what the right action is for a pro f es s i ona l to take in a giv- en situation; i.e., when there is conflict between the inter- ests of different parties. This is very interesting as a TSA, by its very nature, may have inherent conflict of interest and may be more of win for the insur- er (who hired me) than the client. The insurer is ready to close or moving to- wards closing a claim and a client, for any number of reasons, may not feel ready for their claim to end. As a voca- tional rehabilitation (VR) professional, I am duty bound to provide the best possible solution for all parties, even though their end goals may be very different. I’m currently training new staff on the complex process of creating TSAs and vocational assessments. Last week our group had this discussion: Not counting occupations that would re- quire regulated certifications or that would exceed a client’s documented physical abilities, can you ethically identify an alternate occupation for a client if you know that client may have difficulty actually getting hired? If a cli- ent, on paper, has all the required skills/ experience/knowledge but doesn’t present well, or has the very minimal requirements so may not be the most competitive in an open recruitment, or has stated they never want to do that job, can you still identify it as an option in one of the above reports? I cannot make assump- tions about what a client or an em- ployer may or may not do. If I make those assumptions, and I don’t list the position, am I negating the possibility of future change? Or chance? Good as we are at our jobs and reasonable as it is for us to make best guesses, we re- ally cannot predict the future or make assumptions about what other people may or may not do. Professionally, I cannot ignore the fact that technically, a client has all the required skills. On the other hand, I cannot ignore the ‘fit’ component that is so important in interviewing. Again, it’s not my job to make the assumption, I mean look around you, there seem to be people working all over the place in jobs they seem ill-suited for and not good at. I was served by just such a person last night and surprisingly, someone not only hired that person; they haven’t yet fired them. If I don’t identify that “on paper job”, am I not denying the client the op- portunity to consider it? And by that measure, one of the goals of a job analy- sis is to outline gaps or training needs, so by identifying the job and working with clients and insurers I can propose gap training to support the work re-entry. Even if a client swears he would Ethical implications of occupational information and job analysis

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