Putting you first at the centre of what we do. Keeping you healthy and safe at work. Supporting you when you are harmed at work. Ensuring your scheme works and is sustainable.

Early intervention means identifying and responding to early warning signs and reports of accidents or incidents by providing assistance to employees before they develop an injury or illness, take extended absence from work or lodge a claim for workers’ compensation.

The following is an early intervention checklist for senior managers:

Leadership commitment
1. Executive has endorsed an early intervention policy (consistent with the above definition) which clearly defines early intervention objectives and the roles and expectations of each of the groups of stakeholders.	Yes No
2. Other relevant policies that may assist employees to remain at work or return to work following an absence have been reviewed for consistency with the early intervention policy.	Yes No
3. Early intervention and injury management are included as standing items on executive meeting agendas.	Yes No
Systems review and improvement
4. Systems for reporting and investigating incidents have been developed and implemented to underpin early intervention.	Yes No
5. Contracts with external providers (such as: EAP, MAP, mediation, training and development, approved rehabilitation provider arrangements) are developed and reviewed to ensure consistency with the early intervention policy, and to meet the identified needs of the agency.	Yes No
6. Regular review of the resources, training and support for case managers is undertaken with a view to continuous improvement of workplace rehabilitation outcomes.	Yes No
7. Management systems for early intervention and return to work are assessed at defined intervals against the organisation’s stated objectives and available performance data and opportunities for improvement are identified.	Yes No
Accountability
8. Systems are in place to ensure that managers are accountable for the prevention and management of illness and injury in their workplaces (e.g. clear expectations are established though performance management frameworks or workplace agreements, or premium devolution).	Yes No
9. Case managers have regular performance review against injury management performance indicators and RTW outcomes.	Yes No
10. The organisation has clearly defined targets and positive performance indicators (both lead and lag) for return to work that are regularly reported to executive meetings.	Yes No
11. The organisation’s annual report includes performance against injury management targets and/or key indicators of injury management performance.	Yes No
Information and Training
12. Information has been provided to employees about reporting and contact procedures and what assistance is available if they are off work, or experiencing health problems that prevent them from working at their normal functional level.	Yes No
13. Line managers have been trained to recognise warning signs, support employees at risk of injury or illness and manage an employee with illness or injury in the workplace.	Yes No
14. Information has been provided to employees to increase their awareness of mental health issues and their understanding of behaviours that assist recovery in the workplace.	Yes No
15. Rehabilitation service providers have been given information about the agency’s early intervention approach and the requirement for assessment to include identifying and addressing risks of long term absence from work.	Yes No
Incentives
16. Good performance in injury management is recognised and rewarded within the organisation.	Yes No

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