Rehabilitation Case Manager Competencies

Element

Performance Criteria

Establish rehabilitation need and potential for return to work

1. Rehabilitation need and potential for return to work is assessed as soon as possible after injury and communicated to employee.

2.Nature and status of claim is understood and high risk claims are referred for appropriate rehabilitation as early as practicable.

3. Assessment is undertaken applying section 36 of the SRC Act.

Engage, where required, and manage a Comcare approved rehabilitation provider to deliver the return to work services

1. A Comcare Approved Rehabilitation Provider (ARP) is engaged, matching skills with nature of injury.

2 Agencies timeframes and desired outcomes are negotiated and agreed when the ARP is engaged.

3. A return to work plan is determined in accordance with section 37 of the SRC Act.

4. ARP services and costs are monitored and controlled, applying the Comcare standards for ARPs.

5. Feedback is given to the ARP on quality of service delivery.

Co ordinate the development of a return to work plan

1. Consultation occurs between the injured employee, employer, ARP and medical providers in developing the return to work plan.

2. High level negotiation, mediation, judgement and conflict management skills are used to manage objectives and outcomes in complex cases.

3. Return to work plans are assessed to facilitate and ensure an early, safe and durable return to work outcome.

4. A program of suitable work duties is outlined in the plan

5. The plan provides details of specific return to work goals, objectives for the employee to achieve, services to be provided, and estimates of the cost and duration of the services to be approved.

Monitor the progress of a return to work plan

1. The injured employees progress is monitored against the goals and objectives of the return to work plan

2. Case conferences and stakeholder meetings are arranged as required to achieve the goals of the return to work plan.

3. The return to work plan is amended if required to ensure the goal is achieved.

4. Regular communication is maintained with treating medical pracitioners to ensure return to work plan is consistent with medical advice.

Coordinate case closure and provide post return to work support

1. On completion of the return to work plan a closure report form is provided to all stakeholders.

2. Post case closure support is provided to injured employee and supervisor to sustain the goal of the return to work plan.

Maintain records

1. Information is gathered and recorded in accordance with agency and legislative requirements (including privacy principles).

2. Records are secure, accessible and up to date.

Element

Performance Criteria

Contribute to the planning and development of the organisation.s rehabilitation system

1.The organisation.s rehabilitation policy is current and consistent with the section 41 guidelines.

2.Case management delegation under section 41A is maintained.

3. Systems are developed and maintained to enable early notification of injuries and return to work action.

4. Where practicable, a preferred provider system is adopted for selecting approved rehabilitation providers.

Implement the organisation.s rehabilitation system

1. The organisation.s rehabilitation policy is promoted and made accessible to employees and supervisors.

2. Effective relationships are developed and maintained with supervisors, OHS staff, HSRs and senior management to achieve prevention and rehabilitation outcomes.

3. Advice is provided to management on injury implications of broader management initiatives.

Monitor and report on the rehabilitation system

1. Injury management and return to work outcome data is collected and collated.

2. Stakeholder feedback is gathered on the return to work process and rehabilitation system.

3. Information on claims data and costs is analysed and reported to management.

4. Strategies are recommended to improve the rehabilitation system.

Element

Performance Criteria

Manage information and ideas

1.Information to achieve work responsibilities is collected from appropriate sources and communicated.

2.The methods used to communicate ideas and information is appropriate to the audience and takes into account social and cultural diversity and any special needs.

3. Consultation processes ensure employees have their opportunity to contribute and that feedback on outcomes of the process is received.

4. Input from internal and external sources is sought, and valued in developing and refining new ideas and approaches.

Develop trust and confidence

1. People are treated with integrity, respect and empathy.

2. The organisation.s social, ethical and business standards are used to develop and maintain positive relationships (eg APS Code of Conduct).

3. Trust and confidence of colleagues, employees and providers is gained and maintained through competent performance.

4. Interpersonal styles and methods are adjusted to the social and cultural environment.

Manage networks and relationships

1. Networking is used to identify and build relationships.

2. Networks and other work relationships provide identifiable benefits for the team and organisation.

3. Action is taken to maintain the effectiveness of workplace relationships

Manage difficulties to achieve positive outcomes

1. Problems are identified and analysed, and action is taken to rectify the situation with regard to organisational requirements and relevant legislation

2. Colleagues receive guidance, counselling and support to resolve their work difficulties

3. Poor work performance is managed within the organisation.s processes.

4. Conflict is managed constructively within the organisation.s processes.

Element

Performance Criteria

Establish personal work goals

1. Personal qualities and performance serve as a positive role in the workplace.

2. Personal work goals, plans and activities reflect the organisation.s plans, and own responsibilities and accountabilities.

3. Action is taken to achieve and extend personal work goals beyond those planned.

4. Consistent personal performance is measured and maintained in varying work conditions and work contexts.

Set and meet work priorities

1. Competing demands are prioritised to achieve personal, team and the organisation.s goals and objectives.

2. Technology is used efficiently and effectively to manage work priorities and commitments.

Develop and maintain professional competence

1. Personal knowledge and skills are assessed against competency standard to determine development needs and priorities.

2. Feedback from clients and colleagues is used to identify and develop ways to improve competence.

3. Development opportunities suitable to personal learning styles are selected and used to develop competence.

4. Participation in networks enhances personal knowledge, skills and relationships.

5. New skills are identified and developed to achieve and maintain a competitive edge.