kari terwey placement specialistkari terwey, placement specialist created date: 7/26/2019 9:49:38 am
TRANSCRIPT
![Page 1: Kari Terwey Placement SpecialistKari Terwey, placement specialist Created Date: 7/26/2019 9:49:38 AM](https://reader034.vdocuments.us/reader034/viewer/2022042806/5f73f901a08ff27f377f25f5/html5/thumbnails/1.jpg)
Kari Terwey
Placement Specialist
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Choosing the right vendor?◦ Female/male, foreign language, cultural
sensitivity, patients, motivation, experience in vocational areas and counseling abilities.
Vendor experience/knowledge.◦ Knowledge of medical conditions, restrictions,
wages, LMS/retraining, use of career resources, organization and time management.
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The vendor represents you and your work.◦ Professionalism, trust and communication. Team
Approach!
Documentation & testimony experience.◦ Reports, placement summary, experience and
testimony.
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Contact information for all parties.◦ Client, Insurer, Plaintiff and Defense Attorneys.
◦ Phone, email and fax.
◦ Include DOB, DOI, WID and claim number for clients.
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Documents.◦ R-2, initial evaluation report, vocational testing,
interest inventory, transferrable skills analysis, restrictions, other.
Additional Information.◦ Criminal history, driving record, family situations,
day care issues, use of interpreter, reading, writing or computer skills, approval to promote OJT’s and skills enhancement.
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Team approach vs. dump and run.
10/2013 Law or
Injury Before 10/2013.
QRC recommendations.
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Transferrable skills analysis, vocational testing and interest inventory.
Personality traits.
Client background.
Job search radius/geographical areas.
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Know your client and understand and identify barriers to employment.◦ Restrictions, computer skills, texting, emailing,
social media, transferrable skills, mental health issues, limited work history, criminal record, etc…
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View client as a whole person.◦ Current life situation.
◦ Previous work related injury, restrictions or medical issues.
Job Seeking Skills Training.
Computer skills and abilities.
Identify job search expectations.
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What constitutes vendor follow-up on leads?
Job Development Services.
◦ Cold Calls, website reviews, developing job leads, social media.
◦ Meet with the client weekly or bi-weekly?
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What constitutes a job lead?
Short and long term goals.
◦ Transitional employment?
◦ Volunteer?
Vendor documentation.
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QRC
◦ Monthly progress reports.
◦ Updated restrictions.
◦ Meeting with vendor/client once per month.
◦ Include Vendor on updates to all parties.
◦ Notification when services are disputed.
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Placement Vendor
◦ Identification of barriers to employment/issues during placement services.
◦ Monthly progress reports.
◦ Placement summaries.
◦ Updates on job development.
◦ Identification of new/possible job goals.
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Choosing the right vendor.
Setting realistic expectations.
Communication.