Vocational

• The occupational physician has established the employee's limitations with regard to work. The remaining abilities have been translated into the “Functional Ability List” (Functionele Mogelijkhedenlijst, FML).
• Based on this information and information from the employer, the occupational expert establishes the employee's work options.
• Through file preparation (studying the return to work file, company information and job structure, among other things), a visit to the employer, a meeting with the manager (and/or the HR officer) and a meeting with the employee, insight is gained into the work situation and into the employee's motivation, presentation and limiting factors.
• The occupational expert gives an opinion on the possible solutions with the employer. If there are no realistic options with the current employer, this is established and the occupational expert provides advice on options elsewhere on the labour market. If an internal solution is possible, the occupational expert advises on how this can be achieved and provides guidance where needed (this guidance programme can be quoted separately if required).
• A workplace assessment always takes place in principle, as does consultation with the occupational physician.

The report of the vocational assessment contains at least the following:

• A reasoned occupational expert opinion on the options for suitable work with the current employer (adapted own work or other suitable work, so-called track 1).
  
• The employee's options on the labour market (suitable work with another employer, so-called track 2).
  
• Advice on possible follow-up activities (in both track 1 and track 2), such as adjustments or guidance.
  
• The employee's view of the assessment and advice.
  
• The client's view of the situation and the options for returning to their own or another position.

The aim of the vocational assessment is to establish a person's fitness for work. This looks at the person's physical and mental abilities and how these relate to the demands of the job. The assessment maps out which tasks and duties the person can and cannot perform. This makes it possible to find a suitable workplace or position that matches the person's capacities. The aim is to help the person into work in a sustainable way, taking his or her limitations into account.

An occupational expert advises on workload and work capacity when it comes to what can be asked of an employee in terms of return to work. The focus is on making use of solutions and options.

• Which limitations mean that the employee's own work cannot be done?
• Taking the employee's limitations into account, is there a way to adapt the work so that a good and lasting solution is created?
• What options are there, if any, in other work with the employer?
• Are there realistic alternatives with another employer?
• Which schemes may apply to the recommended solution?