Occupational
Assessors
Contract
Operational Guidelines
October 2008
This is a living document and will be updated as required.
Occupational Assessors – Operational Guidelines
Contents
Introduction .......................................................................................................... 1
Role of ACC ..................................................................................................... 1
Purpose of the guidelines .................................................................................. 1
Definition of rehabilitation .................................................................................. 1
Individual rehabilitation plan .............................................................................. 1
Discussing recommendations with the client ......................................................... 2
‘Next working day’ rule ...................................................................................... 2
ACC quality checklist for reviewing provider reports .............................................. 2
About Vocational Rehabilitation ............................................................................... 3
Purpose of vocational rehabilitation ..................................................................... 3
Qualifications required for Occupational Assessors ................................................ 4
Key terms used in vocational rehabilitation .......................................................... 4
About Occupational Assessments ............................................................................. 6
The Initial Occupational Assessment (IOA) ........................................................... 6
The Vocational Independence Occupational Assessment (VIOA) .............................. 7
Assessing Work Type Options .................................................................................. 8
Work Type Detail Sheets .................................................................................... 8
The ACC653 IOA Work detail sheet ..................................................................... 9
Barriers to return to work ................................................................................ 10
The Initial Occupational Assessment (IOA) Process .................................................. 10
Background information from ACC .................................................................... 11
Interview with the client .................................................................................. 12
Occupational assessment versus career counselling ........................................ 12
Reporting on the Initial Occupational Assessment .................................................... 13
Five important considerations ........................................................................... 13
Details of the report ........................................................................................ 13
The Vocational Independence Occupational Assessment (VIOA) Process ..................... 14
Purpose of the VIOA ........................................................................................ 14
Referral information ........................................................................................ 15
Reporting on the Vocational Independence Occupational Assessment ......................... 16
Report requirements ....................................................................................... 16
Appendices ......................................................................................................... 18
Appendix 1: Relevant Legislation ...................................................................... 18
Appendix 2: Example - IOA Report .................................................................... 25
Appendix 3: Example - VIOA Report .................................................................. 30
Appendix 4: Example – ANZSCO Work Type Detail Sheets ................................... 39
Appendix 5: Quarterly Contract Monitoring Requirements .................................... 44
Appendix 6: US Department of Labor Physical Demand Characteristics of Work ...... 45
Appendix 7: Flowchart of Client Participation in Vocational Rehabilitation ............... 46
October 2008
Occupational Assessors – Operational Guidelines
Introduction
Welcome to the Occupational Assessors Operational Guidelines. This document covers
information about:

Carrying out initial and vocational independence occupational assessments for ACC
clients who need vocational rehabilitation after an injury

The details ACC requires in the assessment reports.
These guidelines should be read in conjunction with ACC’s Master Agreement for the
provision of services to ACC, and the Service Schedules for Initial Occupational
Assessments and Vocational Independence Occupational Assessments.
Role of ACC
The role of ACC is to determine a client’s eligibility for services and provide timely and
effective rehabilitation to ensure maximum independence. Additional information for
providers is contained on ACC’s website www.acc.co.nz.
Purpose of the guidelines
The purpose of the guidelines is to:

Achieve consistency in the approach to assessments and report writing

Provide information to assessors about ACC’s rehabilitation model and legislative
framework.
Definition of rehabilitation
Legislative definition: AC Act, section 6
“rehabilitation—
(a) means a process of active change and support with the goal of restoring, to the
extent provided under section 70, a claimant's health, independence, and
participation; and
(b) comprises treatment, social rehabilitation, and vocational rehabilitation”
Individual rehabilitation plan (IRP)
All clients are required to have an IRP completed if they are likely to need social or
vocational rehabilitation for 13 weeks or more following an injury. These plans are
negotiated with the client and may include input from employers and the client’s doctor
and family. Included in these plans are:

Goals for rehabilitation, including assessment and treatment

Outcomes for vocational, social, and medical rehabilitation entitlements.
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These plans are signed by both the client and ACC’s client service staff. Occupational
assessments must be included in the plans as well as the agreed rehabilitation that will
be arranged for the client. The assessments are vital to setting goals and planning
rehabilitation. IRPs are updated when an assessment or any rehabilitation is initiated or
completed, and form an important agreement between ACC and clients.
Discussing recommendations with the client
The assessment procedure must follow the principles of natural justice. One of these
principles is the client’s right to a fair hearing. A client may have a support person
present during their assessment. Clients also occasionally request a tape recording of the
session and should arrange this with the assessor before the assessment. In these cases
the assessor may also arrange to either retain a copy of the tape or also record the
session.
When the assessor has completed the initial interview, they should discuss their findings
and the recommendations they are considering with the client and ask them for their
comments. It is important that the client has the opportunity to discuss any issues they
have concerning their injury and the occupations.
All types of work must be discussed with the client, and their responses on each of the
recommended job options are written into the assessor’s report. Non-injury factors to
discuss may include job availability, transport, and location. However, these comments
need not limit the scope of the report and recommended work options.
Client’s copy of the assessment
The legislation requires a copy of the assessment to be given to the client by ACC client
service staff and not by the assessor.
‘Next working day’ rule
During a Vocational Independence Occupational Assessment (VIOA) it is important that
Occupational Assessors follow the ‘next working day’ rule when considering the types of
work that are suitable regarding education, training, or experience for the client. The rule
means that the client could start a job the next working day if it was available.
It is essential that the client not only has the skills but also has completed the necessary
training and education in a work type before it can be identified as suitable. This includes
any licence, etc required for specific occupations. The client may have gained these skills
as a result of rehabilitation and treatment identified as needed in the initial assessment.
ACC quality checklist for reviewing provider reports
The Occupational Assessment reports are an important document for rehabilitation
planning and review. Therefore, ACC client service staff quality review the reports using
the checklist below. This is to ensure that the relevant information has been provided in
the report and that the recommendations are consistent with all information provided in
the body of the report and the referral information.
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Report checklist:

The assessor took into account the referral information provided by ACC

The client’s previous work experience, education, training, qualifications, and preincapacity earnings are identified

The assessor has identified the client’s skills

The assessor has identified the steps a client could take to achieve work or work
readiness in relation to the suitable work types

Any needs and/or barriers the client has in relation to achieving work or work
readiness are identified

All identified work options have a comprehensive Work Type Detail Sheet and are to
the 6-digit level

The assessor has identified and prioritised a reasonable number of work type
recommendations for the client

Work type options are justified following consideration of the client’s previous
experience, training, pre-incapacity earnings, and qualifications

The client clearly has the minimum qualifications identified in the work type detail
sheet (or other source of reference)

‘Reasons for stating this job’ are explained clearly and logically

Client comments in relation to the job options are recorded

Work type options identified were included in the client’s IRP (for VIOA only).
About Vocational Rehabilitation
Purpose of vocational rehabilitation
Vocational rehabilitation is designed to help a client:

Maintain employment, or

Obtain employment, or

Regain or acquire vocational independence.
See also Part 4 section 80 of the AC Act for the scope of vocational rehabilitation.
If a client needs vocational rehabilitation ACC will provide the entitlements and
interventions they need to carry out their current work or, if necessary, help them into a
more suitable role. Earning an income will further enhance the client’s quality of life. The
employment must be:

Suitable for the client (in terms of their capacity to function)

Appropriate for the client’s levels of training, experience, and qualifications.
In practical terms, ACC provides comprehensive vocational rehabilitation services that:

Focus on the client’s needs.

Address any injury-related barriers to the client’s independence that prevent their
participation in work environments.
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Occupational Assessors – Operational Guidelines
ACC may provide vocational rehabilitation:

For longer than three years

For clients beyond the New Zealand Superannuation Qualifying Age.
ACC may not take into account the age limits for weekly compensation when deciding
whether vocational rehabilitation will be cost effective. All applications for vocational
rehabilitation longer than three years and for clients over 65 years of age are considered
on their merits.
Applications for vocational rehabilitation that are longer than three years are initially
received by client service staff who will then complete a submission for consideration by
the Team Manager/Branch Manager. The application is then referred to the Customer
Service Technical Support Team for consideration and they will make a recommendation
which will be sent back to the client service staff member.
Qualifications required for Occupational Assessors
Section 90 of the AC Act states: “An occupational assessment must be undertaken by an
assessor whom the Corporation considers has the appropriate qualifications and
experience to do the assessment required in the particular case.”
Each approved assessor must have:

A tertiary qualification relevant to vocational rehabilitation (eg occupational therapy,
rehabilitation, psychology, career counselling, social work, human resource
management).

At least two years’ relevant experience in providing vocational rehabilitation services,
with demonstrated excellence in service provision and an ability to work effectively
with ACC.

Current full membership of a relevant professional association* (eg New Zealand
Association of Occupational Therapists, Career Practitioners Association of New
Zealand, or New Zealand Society of Physiotherapists).
*Note:
Practitioners without current professional membership of a relevant association must
have at least another class of membership, eg provisional, associate, student etc, and
demonstrate their intent to work towards professional membership within a stated
timeframe.
Key terms used in vocational rehabilitation
Independence in employment
The purpose of vocational rehabilitation is to restore the client’s independence in their
employment situation.
Scope of vocational rehabilitation
See Purpose of vocational rehabilitation on pg 3.
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Types of work
“Types of work” refers to a broad group of jobs and roles that have a common set of
work tasks and functions. For more information see Work type detail sheets on pg 8, and
Appendix 4 on pg 39 for examples.
Vocational independence
Vocational independence is achieved when a client can do the work they are trained,
experienced, or educated in and they can work for 35 hours per week or more.
In considering the suitability of the types of work, the occupational assessor must take
into account, among other things, the client’s pre-incapacity earnings.
Vocational assessments
There are two types of assessments in the vocational rehabilitation process: initial
assessments and vocational independence assessments.
Initial assessments
The initial assessment process is used to assess a client’s vocational rehabilitation
needs. It is split into two parts:

An initial occupational assessment (IOA) to identify the types of work that may be
appropriate for the client, taking into account their education, experience, preincapacity earnings, and training.

An initial medical assessment (IMA) to determine whether the types of work
identified in the IOA can be medically sustainable for the client.
See also, section 89 of the AC Act.
After these assessments the rehabilitation and treatment agreed to is included in the
IRP. If the client’s circumstances change (eg their medical status or their employer’s
willingness to help with their rehabilitation), the IRP is modified to reflect the change.
The IRP will address any injury-related barriers the client has to achieving
employment. (See also, Barriers to return to work on pg 10.)
Vocational independence assessments
Once the rehabilitation specified in a client’s IRP has been completed, and if the client
is receiving weekly compensation, two further assessments may be completed:

The vocational independence occupational assessment (VIOA)

The vocational independence medical assessment (VIMA)
The vocational independence assessment process will show whether a client’s
rehabilitation has been completed and they are able to obtain/maintain employment
or have achieved vocational independence. This assessment confirms that the client
has been given comprehensive vocational rehabilitation that has addressed any
injury-related barriers to their independence in employment. (See Appendix 1 for
relevant legislation references, specifically section 107 on pg 22.)
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Occupational Assessors – Operational Guidelines
Vocational paths
There are three paths, Maintain employment, Obtain employment, and Regain or acquire
vocational independence, to help the client to return to work or work readiness. (See Part
4 section 80 (1) of the AC Act.) They can be noted in the IRP, but this is not required.
Maintain employment
This rehabilitation will help the client to continue working with their current employer
in either the same type of work or a different type. This rehabilitation aims to both:

Ensure the client maintains their existing job

Return them to their pre-injury level of work activity, in both the type of tasks and
the number of hours they work.
Obtain employment
The second purpose is to help clients gain appropriate employment, even if with a
different employer. This includes the client making a reasonable effort to actually
obtain work and this path aims to restore the client’s ability to work in either:

The same type of work for a different employer, or

A different type of work for a different employer, which uses their pre-injury
experience, education, or training, and is suitable for the status of their injury.
Regain or acquire vocational independence
The focus of this path is to:

Remove any obstacles or barriers to the client’s ability to work in any type of work
that matches their skills, education, or experience

Help the client use as many of their pre-injury skills as possible in obtaining work.
About Occupational Assessments
There are two types of occupational assessments provided for in the Act – the Initial
Occupational Assessment (IOA) and the Vocational Independence Occupational
Assessment (VIOA). These assessments are required by ACC:

Whenever a vocational rehabilitation requirement needs are assessed (section 89, AC
Act), and the client is unlikely to maintain their pre-injury employment, and

When a client is likely to need to obtain employment, or regain or acquire vocational
independence.
See also, Qualifications required for Occupational Assessors on pg 4.
The Initial Occupational Assessment (IOA)
The purpose of the IOA is to produce a report that ACC uses to determine the client’s
vocational rehabilitation needs and direction. The assessor is required to:

Assess the client’s skills, experience, and ability to undertake employment,

Identify suitable types of work for the client taking into account their education,
experience, pre-incapacity earnings, and training, and
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Occupational Assessors – Operational Guidelines

Complete a work type detail sheet for each suitable work type, including the client’s
pre-injury occupation.
After the initial occupational assessment (IOA), the initial medical assessment (IMA) will
then give an opinion on whether the types of work identified in the IOA are, or are likely
to be, medically sustainable for the client. This is based on consideration of the tasks on
the work type detail sheet and the client’s post-injury condition.
Note:
It is not the Occupational Assessor’s role to consider whether the job option is medically
sustainable for the client. This is a consideration for the medical assessor only. For a
definition of medically sustainable see Vocational Medical Assessors Operational
Guidelines, Key Terms on pg 5.
The Vocational Independence Occupational Assessment (VIOA)
The Accident Compensation Act (2001), section 108 (2), indicates that the purpose of the
VIOA is to consider the progress and outcomes of vocational rehabilitation carried out
under the client’s individual rehabilitation plan, and consider whether the types of work
identified in the client’s individual rehabilitation plan are still suitable for the client
because they match the skills that the client has gained through education, training, and
experience.
The definition of vocational independence in Part 1 section 6 of the AC Act is:
“vocational independence, in relation to a claimant, means the claimant’s capacity, as
determined under section 107, to engage in work—
(a) for which he or she is suited by reason of experience, education, or training, or
any combination of those things; and
(b) for 35 hours or more a week”
The vocational independence occupational assessor is required to follow the ‘Conduct of
occupational assessment’ as set out in Schedule 1, clause 25 of the Accident
Compensation Act, 2001:
“(1) An occupational assessor undertaking an occupational assessment as part of an
assessment of a claimant’s vocational independence under section 108 must–
(a) take into account information provided by the Corporation and the claimant; and
(b) consider the individual rehabilitation plan prepared for the claimant and review
the vocational rehabilitation carried out under the plan, and
(c) discuss with the claimant all the types of work that the assessor identifies as
suitable for the claimant; and
(d) consider any comments the claimant makes to the assessor about those types of
work.
[(1A) In considering the suitability of the types of work referred to in subclause (1)(c),
the occupational assessor must take into account, among other things, the claimant’s
earnings before the claimant’s incapacity.]
(2) The Corporation must provide to an occupational assessor all information the
Corporation has that is relevant to an occupational assessment.”
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Occupational Assessors – Operational Guidelines
Notes:

Regarding (1)(b) when reviewing the client’s vocational rehabilitation, consider
whether this is has been completed.

Regarding (1)(c) when discussing work types with the client, go over work types
identified in the IOA as well as any other options that have become suitable for the
client as a result of their vocational rehabilitation.

ACC can ask for a determination on a client’s vocational independence at any
reasonable interval. It is usually completed when the client has finished the
vocational rehabilitation set out in their IRP.
Assessing Work Type Options
ACC needs the Occupational Assessor to provide evidence about the client’s education,
experience, training, and pre-incapacity earnings. An assessor should use their
professional expertise to source earnings information about other job types and keep a
record of the particular source(s) they have used to gather this information. The assessor
must ensure that their opinion can be supported by evidence obtained through referral
information and interviews with the client.
The assessor must be certain that the evidence obtained from the interview is factual. A
useful test may be:

If this client wanted to work in one of the types of work specified, would there be any
vocational reason to advise them that they could not, or should not, apply for this
position based on their education, skills, and experience?

Is there anything else they would require before being able to start in that role?
If there is doubt over whether the information obtained from the interview is factual, it
should be verified by, eg phone calls to organisations to confirm skills required for
particular jobs, or discussion of skills listed in work type sheets.
Note:
Number of Recommended Work Options: For clients with comprehensive work
histories and skills which enable them to perform a vast number of work options,
assessors should recommend a reasonable number of work options based on the best
match to the client’s current skill level and experience. The medical assessor can then
focus on a reasonable set of recommended work options which are the most suitable for
the client’s rehabilitation.
Work Type Detail Sheets
The Australian and New Zealand Standard Classification of Occupations 2006 (ANZSCO)
work type details sheets can be accessed through ACC’s website under For Providers >
Resources > Rehabilitation Resources > Worksheets for occupational assessments >
Work type detail sheets.
The 565 Work Type Detail Sheets can be used by Occupational Assessors when preparing
work options for clients during occupational assessments. Occupational Assessors will
provide these sheets to Medical Assessors to clarify work detail.
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The sheets have been developed to achieve national consistency regarding descriptions
of work types. They provide information on work tasks, work environment, work
function/activity, qualifications, and other relevant comments.
Using a consistent format for Work Type Detail Sheets when describing work options
helps the Medical Assessor establish whether the client can perform the work described.
Assessors must show that the work option exists in the current New Zealand labour
market. The relevant Work Type Detail Sheet must then be filled out using a format
consistent with the sheets in Appendix 4 on pg 39. The sheet should be signed and dated
for reference.
The ANZSCO sheets are categorised into the following major occupational groups and
indexed numerically:

Managers (Major Group 1)

Professionals (Major Group 2)

Technicians and Trades Workers (Major Group 3)

Community and Personal Service Workers (Major Group 4)

Clerical and Administrative Workers (Major Group 5)

Sales Workers (Major Group 6)

Machinery Operators and Drivers (Major Group 7)

Labourers (Major Group 8)
When a work option is not covered by an ANZSCO Work Type Detail Sheet
The 565 work options on ACC’s website might not cover all suitable work options. If an
option identified for a client is not covered in the existing Work Type Details Sheets a
new work type option must be developed. Before doing this a thorough job analysis
involving interviews with current incumbents of the role must be undertaken.
The ACC653 Initial Occupational Assessment: work detail sheet
Work Type Detail Sheets are not the only option for assessors to use when completing a
report for the client, and they do not have to be used if an assessor considers that an
alternative is preferable, as bulleted below. See also the blank ACC653 Initial
Occupational Assessment: work detail sheet in Appendix 4.
Other useful material:

US Department of Labor Physical Demand Characteristics (see Appendix 6 on pg 45).

Australian and New Zealand Standard Classification of Occupations 2006 (ANZSCO).
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Occupational Assessors – Operational Guidelines
Barriers to return to work
Injury-related barriers
The AC Act, section 107 Corporation to determine vocational independence states:
(3) The purpose of the assessment is to ensure that comprehensive vocational
rehabilitation, as identified in a claimant's individual rehabilitation plan, has been
completed and that it has focused on the claimant's needs, and addressed any injuryrelated barriers, to enable the claimant—
(a) to maintain or obtain employment; or
(b) to regain or acquire vocational independence.
Literacy
It is important that occupational assessors identify any literacy issues during the
assessment and provide comment in the report. A literacy test should be conducted if the
assessor suspects a deficit in reading and writing skills. If literacy issues are identified
the occupations identified as suitable for the client must be sympathetic to these
limitations. Although not stated as a specific requirement, most jobs require some level
of literacy.
Criminal convictions
This should be covered with the client as some occupations exclude potential employees
with criminal convictions. For example, many large organisations conduct security
screening as a standard procedure in their recruiting process. It is therefore reasonable
to ask the client if they have any prior criminal convictions with the rationale that many
organisations run security checks for any position within the organisation. The work
option can still appear in the occupational assessment report with the comment that the
client does have prior criminal convictions that may jeopardise actual employment in the
work type. If the client refuses to answer the question, this can be noted also.
The Initial Occupational Assessment (IOA) process
The Initial Occupational Assessment (IOA) must include, but need not be limited to:

Reviewing and considering all background information provided with the referral
before interviewing the client.

Explaining to the client the purpose and process of the IOA.

Identifying the client’s transferable skills, including experience, education, and
training and taking into account their pre-incapacity earnings.

Identifying positive client attributes and competencies that will help their employment
options.

Identifying all types of work available in NZ which is suitable for the client’s
experience, education, training, and pre-incapacity earnings or any combination of
these. In identifying such jobs, the assessor will:

Consider the client’s suitability for particular types of work.

Be realistic about work options, which must exist in the current labour market.

Make reference to a variety of publications to reflect the availability of work within
NZ, eg job vacancies in newspapers or industry journals, Kiwi Careers, Australian
and New Zealand Standard Classification of Occupations 2006 (ANZSCO).
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Occupational Assessors – Operational Guidelines

Ensure that each suitable work type is identified by the 6-digit code in the
Australian and New Zealand Standard Classification of Occupations 2006.

Comment on the occupation at the 6-digit code level as to whether it is suitable
for the client. For example “Training and Development Officer (223311)”.

Provide information on how each identified work type is relevant to the client’s
experience, education, or training and pre-incapacity earnings. The assessor will
use their professional expertise to source earnings information of other work types
and will be expected to keep a record of the particular source(s) they have used
to gather the information.

Identify and prioritise work types that most closely align with the client’s preinjury occupation, training, experience, and pre-incapacity earnings.
Current ANZSCO work options are held on ACC’s website under For Providers >
Resources > Rehabilitation Resources > Worksheets for occupational assessments >
Work type detail sheets.
Invite the client to comment and raise any issues or concerns about:

Their experience, education, and training.

Potential work type options.

Assessor’s findings and proposed options.

Any other issues. These may include job availability, effects of client’s injury or any
medical conditions, work tasks, salary levels, transportation availability, child care.
However, the scope of the assessments must not be limited by any of these factors.
Client comments must be recorded and will include:

Comments about types of work that are regarded as suitable and available in NZ.

Any issues and/or concerns prior to recommendations being made to ACC. However,
a client’s disagreement with some or all of the identified types of work because they
are not the client’s preference, is not a reason for excluding them from the
recommendations. These concerns will be discussed with the client and documented.

The client’s work preferences and discuss any reasons why these are not considered
to be realistic options.
Background information from ACC
ACC gives the occupational assessor the following information to familiarise them with
the client’s vocational rehabilitation to date, to help with the assessment:

A standard referral form containing the client’s name and contact details, and the
contact details of the referring client service staff member.

A summary of the client’s injury and vocational rehabilitation, including the reason for
the Initial Occupational Assessment. This will also include any factors that may impact
on the assessment, eg if the client has communication difficulties, has been identified
as a potential risk to the assessor, or needs cultural services, eg an interpreter.

The client’s individual rehabilitation plan (IRP) where applicable.

Previous vocational rehabilitation reports requested by ACC as part of the
rehabilitation process.

Details of the client’s recent employment history.
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
Details of the client’s earnings before their incapacity.
Note:
Pre-incapacity earnings are the amount recorded as the client’s actual weekly
earnings at the date of their current incapacity. This could be the date of first
incapacity (DOFI) or, if there has been a subsequent incapacity, then this would be
earnings at the date of subsequent incapacity (DOSI).

Advice of any other planned or agreed rehabilitation interventions.
The occupational assessor must review and consider all the information provided with the
referral, before having the interview with the client. They may return any referral that
contains inadequate information to the client service staff member and ask for more
details before accepting the referral. Doing this by phone would help prevent further
delays for the client.
Interview with the client
During the interview the occupational assessor will identify all of the client’s work
experience prior to injury, and since the injury. The interview will form the basis of the
report and recommendations, and is therefore the mechanism for obtaining accurate
information from the client so that the work options identified are suitable and
appropriate for them. Clear rationale for recommended work options must be provided.
The interview should take place over more than one session so that the assessor has
time to consider the suitability of the work type options for the client, and the client has
time to consider the recommended work types. The second interview may be conducted
over the phone if it is not practical for the client to attend. The recommendations the
assessor will be including in the final report should be discussed at this time.
Occupational assessment versus career counselling: The role of occupational
assessor is different from that of career counsellor work that some assessors may also
undertake for non-ACC clients. It is important to understand this difference and set
expectations with the client in the initial interview. The assessment is about identifying
current skills, training, and experience and from there identifying the types of work
suitable to the client based on their assessed skill level. In this regard, work options
should closely align with the client’s experiences.
The table below shows the difference between the focus of the occupational assessment,
and considerations in career counselling which takes place over several sessions.
Occupational assessment focus
Career counselling focus
Labour Market
Interests
Skills
Significant Others
Educational Background
Personal Style
Work & Leisure Experience
Values
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Reporting on the Initial Occupational Assessment
Five important considerations
ACC requires a report from the Occupational Assessor that identifies facts gained from
the referral information and client interview(s). This helps make recommendations for
suitable types of work or occupations. The reports are important documents that help
develop a client’s rehabilitation and, therefore, may be subject to analysis by a reviewer
or the court on whether the work types identified are appropriate for the client. Because
of this particular attention should be paid to the following five points.
1. The assessor must confirm that the client has the qualifications required for each
work type. Many jobs which were previously unskilled labour now require
qualifications for entry into a role. For example, do not recommend that the client is
suited to counselling work because they “would love to do counselling” unless the
client has, as a minimum, a 2-year diploma in counselling.
2. The client must also have the skills to realistically perform a role even if the skills are
not specifically stated. For example, literacy skills are particularly important to check
for and if they are an issue and no alternative work is suitable, literacy skills can be
addressed through recommending another vocational service.
3. Be careful when designating that the client has particular transferable skills.
Transferable skills should be grouped according to the client’s employment history.
Assessors should use current resources, eg KiwiCareers job descriptions, to identify
actual employment duties the client has carried out.
4. The question of being physically or medically able to engage in work is a medical
issue. The Occupational Assessor must only provide evidence on the client’s
experience, education, or training which will help ACC decide on appropriate
vocational rehabilitation.
5. When looking at strategies for finding work, the assessor should concentrate on
industry requirements, and current labour market information pertaining to work
types. The strategies need to be comprehensive for rehabilitation planning purposes.
A work trial is not always necessary if the client has the relevant skills, education,
and experience required for a recommended work type.
Details of the report
The report must identify:

The client’s current experience, training, and skills, and the dates they gained them.

How the client’s pre-incapacity earnings have been taken into account.

Suitable work type options (stating the 6-digit code) the client could do.

The match between the client’s current skills and abilities, and the requirements on
the Work Type Detail sheet.
Example: if a qualification is desirable but not essential, and the client is not
qualified but does have the relevant work experience and ability to do a job, then the
work can be regarded as suitable, with the rationale for this explained in the report.
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Occupational Assessors – Operational Guidelines

Current barriers the client has to obtaining work in the identified areas, and options
that will meet these needs, eg requirements for any skill development or obtaining of
licences where the client has experience and skills for specific work types.
Example: If a client has the relevant training and experience to operate as a real
estate agent, but lacks the actual licence, then gaining this licence can be
recommended in the IOA. The client’s Individual Rehabilitation Plan could then
identify the occupation, with obtaining a licence as a step required to achieve this.
Note:
This is in contrast to the VIOA where the client must be eligible to perform an
occupation the ‘next working day’.
In summary, the report should cover four main areas:

The client’s work experience.

The client’s completed training and qualifications.

The client’s transferable skills.

The work type options (6-digit level) that are suitable for the client, with reasons for
the recommendations which contain direct reference to the client’s education,
training, experience and pre-incapacity earnings.
Work type detail sheets must be included in the report for each of the work types
identified as being suitable for the client.
See also, ACC quality checklist for reviewing provider reports on pg 2.
The Vocational Independence Occupational Assessment
(VIOA) Process
Purpose of the VIOA
The vocational independence assessment process determines whether a client’s
rehabilitation has been completed and they have achieved vocational independence, ie
they are able to obtain or maintain employment. The assessment considers whether the
client has received the rehabilitation needed to address the injury-related barriers to
their independence in employment. (See also Barriers to return to work on pg 10.)
The IOA and VIOA assessments are generally done by different assessors. The referral
process for the VIOA is detailed below.
The vocational independence occupational assessment is not a review of the initial
occupational assessment, but is a review of the client’s Individual Rehabilitation Plan, and
the rehabilitation which has been provided to the client in order to obtain work readiness
in the identified job options. Each assessment and report is therefore individual.
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Occupational Assessors – Operational Guidelines
The purpose of the vocational independence occupational assessment is to:

Consider the Individual Rehabilitation Plan prepared with the client.

Review the vocational rehabilitation carried out and completed under the plan.

Consider the types of work suitable for the client.
This requires a review of the client’s vocational rehabilitation and transferable skills
(experience, education, and training) by the assessor in relation to the work types on the
Individual Rehabilitation Plan supplied with the referral information.
Referral information
Each client referred from ACC will have received an:

Initial occupational assessment providing ACC with a comprehensive list of work
types and prioritising those that most closely align with the client’s pre-injury work
based on their education, experience, pre-incapacity earnings, and training (or any
combination of these).

Initial medical assessment that considers the consequences of the client’s injury and
whether they are able to work in each of the Work Types identified as suitable by the
occupational assessor, or whether further rehabilitation is required.
The referral should contain the following information:

A copy of the client’s Individual Rehabilitation Plan(s) completed and signed by the
client and their client service staff member. The IRP must list the work type options
for the assessor to comment on which have been confirmed as medically sustainable
by the initial medical assessment.

Case notes and reports relevant to vocational rehabilitation milestones being
completed as per the IRP, ie any documents that show progress of the planned
vocational rehabilitation.

A copy of the ACC191 – Vocational Independence File Summary, Team Review and
Quality Check. This follows a branch process to ensure the client is appropriate for
referral to Vocational Independence.

A copy of the client’s Curriculum Vitae (if available).

Any factors that may impact on the assessment, eg if the client has communication
difficulties, any non-injury related disability, or has been identified as a potential risk
to the assessor.

The report from the initial occupational assessment detailing the client’s education,
training, experience, and pre-incapacity earnings in relation to the identified work
options. The report lists all types of work reasonably identified as suitable for the
client and provides the requirements for each option, including any environmental
modifications deemed necessary to enable the client to function safely in that type of
work.
This information is to help the vocational independence occupational assessor become
familiar with the client’s vocational rehabilitation to date, and the types of work
determined as suitable by the initial occupational assessor and initial medical assessor.
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Occupational Assessors – Operational Guidelines
Reporting on the Vocational Independence Occupational
Assessment
Report requirements
Schedule 1, clause 26 outlines the requirements for a ‘Report on occupational
assessment’ as follows:
“(1) The occupational assessor must prepare and provide to the Corporation a report on
the occupational assessment specifying–
(a) the claimant’s work experience; and
(b) the claimant’s education, including any incomplete formal qualifications; and
(c) any work-related training in which the claimant has participated; and
(d) all skills that the assessor has reasonably identified the claimant as having; and
(e) the vocational rehabilitation that the claimant has received under the individual
rehabilitation plan or in any other way; and
(f) the outcome of the vocational rehabilitation; and
(g) all types of work reasonably identified as suitable for the claimant; and
(h) in relation to each type of work, the requirements of that type of work, including
any environmental modifications that the assessor identifies as necessary to
enable the claimant to function safely in that type of work.
(2) The Corporation must provide a copy of the report to the claimant and the medical
assessor.”
Notes:

When listing the client’s work experience, the dates any qualifications etc were gained
must also be listed as this will determine the validity of certificates or experience.

Assessors must not send a copy of the report to clients as this is ACC’s responsibility.
Recommendations
All recommendations in the assessment report, Work Type Detail Sheet, and Vocational
Independence Recommendation Form must be:

Supported by the findings obtained during the interview with the client.

Clear and easily understood.
Clarifications
The assessor will promptly review and make any necessary written amendments to the
Assessment Report, Work Type Detail Sheet, and/or Vocational Independence
Recommendation Form if a client service staff member advises that:

The recommendation is not consistent with clause 26 above;

Errors or omissions need to be amended.
Keeping records
The provider will maintain all clinical notes, copies of Assessment Reports, Work Type
Detail Sheets, Vocational Independence Recommendation Forms and related financial
documents for a period of not less than seven years after completing each assessment.
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Occupational Assessors – Operational Guidelines
Need for original comment
Occasionally VIOA reports have repeated excerpts from the Initial Occupational
Assessment (IOA) report verbatim and without reference. This does not demonstrate that
a ‘review of vocational rehabilitation’ as required by the Act has occurred. It is
acknowledged that due to the nature of each assessment the content of the reports, eg
client’s work history and training, will be similar. However, copying verbatim is not
acceptable, particularly when explaining the rationale for stating that a particular work
type is suitable.
Work type options
The VIOA report includes identifying the occupations considered suitable for the client. A
Work Type Detail Sheet must be provided for each work type option. Work types
identified must be 35 hours or more per week. Teacher Aide for example is a work type
that is usually only 30 hours per week.
The assessment is based on the client’s:

Previous work experience

Education and training attainments

Transferable skills

Pre-incapacity earnings.
Note:
The assessor should use their professional expertise to source earnings information of
other work types and should keep a record of the source(s) they have used.

Identified jobs as listed in the individual rehabilitation plan (IRP), which have been
considered medically sustainable for the client by the medical assessment.
Note:
Work options from the IRP must be disregarded if the client has not gained the
necessary qualifications since the Initial Occupational Assessment recommendations.
As the client is likely to have received a period of rehabilitation and treatment based
on the initial assessments, the VIOA will consider and report on work options that the
client is able to perform the ‘next working day’ (see Next working day rule on pg 2).
Once the client has met the identified requirements for starting work, eg they have
gained a necessary licence, the assessor can recommend that the client be reassessed if
there are few work options.
See also ACC quality checklist for reviewing provider reports on pg 2.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
APPENDICES
Appendix 1: Relevant Legislation
Accident Compensation Act 2001
Note: Legislation in square brackets is in effect from 1 October 2008.
Part 1 –Interpretation
6. Vocational independence, in relation to a claimant, means the claimant’s capacity, as
determined under section 107, to engage in work—
(a) for which he or she is suited by reason of experience, education, or training, or
any combination of those things; and
(b) for 35 hours or more a week
Part 4 - Vocational rehabilitation
80. Purpose of vocational rehabilitation
(1) The purpose of vocational rehabilitation is to help a claimant to, as appropriate,—
(a) maintain employment; or
(b) obtain employment; or
(c) regain or acquire vocational independence.
(2) Without limiting subsection (1), the provision of vocational rehabilitation includes the
provision of activities for the purpose of maintaining or obtaining employment that is—
(a) suitable for the claimant; and
(b) appropriate for the claimant’s levels of training and experience.
85. Corporation liable to provide vocational rehabilitation
(1) The Corporation is liable to provide vocational rehabilitation to a claimant who—
(a) has suffered personal injury for which he or she has cover; and
(b) is—
(i) entitled to weekly compensation; or
(ii) likely, unless he or she has vocational rehabilitation, to be entitled to weekly
compensation; or
(iii) on parental leave.
[(2) Despite subsection (1)(b)(i), the Corporation is liable to provide vocational
rehabilitation to a person who was entitled to weekly compensation and who would, but
for clause 52 of Schedule 1 (relationship between weekly compensation and New Zealand
superannuation), continue to be entitled to weekly compensation.]
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Occupational Assessors – Operational Guidelines: Appendices
86. Matters to be considered in deciding whether to provide vocational rehabilitation
(1) In deciding whether to provide vocational rehabilitation, the Corporation must have
regard to the matters in section 87.
(2) In deciding what vocational rehabilitation is appropriate for the claimant to achieve
the purpose of vocational rehabilitation under section 80,—
(a) the Corporation must consider whether it is reasonably practicable to return the
claimant to the same employment in which the claimant was engaged, and with the
employer who was employing the claimant, when the claimant’s incapacity
commenced; and
(b) if it is not, the Corporation must consider the following matters:
(i) whether it is reasonably practicable to return the claimant to an employment of
a different kind with that employer:
(ii) whether it is reasonably practicable to return the claimant to the employment
in which the claimant was engaged when the claimant’s incapacity commenced,
but with a different employer:
(iii) whether it is reasonably practicable to return the claimant to a different
employment with a different employer, in which the claimant is able to use his or
her experience, education, or training:
(iv) whether it is reasonably practicable to help the claimant use as many of his or
her pre-injury skills as possible to obtain employment.
87. Further matters to be considered in deciding whether to provide vocational
rehabilitation
(1) In deciding whether to provide vocational rehabilitation, the Corporation must have
regard to—
(a) whether the vocational rehabilitation is likely to achieve its purpose under the
claimant’s individual rehabilitation plan; and
(b) whether the vocational rehabilitation is likely to be cost-effective, having regard
to the likelihood that costs of entitlements under this Act will be reduced as a result of
the provision of vocational rehabilitation; and
(c) whether the vocational rehabilitation is appropriate in the circumstances.
(2) The Corporation is liable to provide the vocational rehabilitation for the minimum
period necessary to achieve its purpose, but must not provide any vocational
rehabilitation for longer than 3 years (which need not be consecutive).
[“(2A) Subsection (2) is subject to subsection (2B).
[“(2B) Despite subsection (2), the Corporation may, at its discretion, provide vocational
rehabilitation for longer than 3 years if the Corporation considers that—
“(a) the vocational rehabilitation would be likely to achieve its purpose under the
claimant’s individual rehabilitation plan; and
“(b) the vocational rehabilitation would be likely to be cost effective, having regard to
the likelihood that costs of entitlements under this Act will be reduced as a result of
the provision of vocational rehabilitation; and
“(c) the vocational rehabilitation would be appropriate in the circumstances.
[“(2C) However, despite subsections (1)(b) and (2B)(b), the Corporation must not take
into account as a factor against providing vocational rehabilitation that the claimant is, or
may become, a person to whom clause 52 of Schedule 1 (relationship between weekly
compensation and New Zealand superannuation) applies.]
(3) This section is subject to any regulations made under section 324.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
88. Vocational rehabilitation may start or resume if circumstances change
(1) The Corporation may, at any time, decide whether or not there has been a change of
circumstances affecting the claimant’s need for vocational rehabilitation.
(2) If the Corporation decides that there has been such a change, the Corporation and
the claimant may agree to the modification of the claimant’s individual rehabilitation plan
to reflect the changed circumstances.
(3) The Corporation may resume providing vocational rehabilitation under the claimant’s
individual rehabilitation plan, with any agreed modifications, to a claimant who—
(a) had vocational rehabilitation; and
(b) as a result, obtained employment; but
(c) is unable to maintain the employment because of his or her incapacity.
(4) This section is subject to section 87(2) and (3).
89. Assessment of claimant’s vocational rehabilitation needs
An assessment of a claimant’s vocational rehabilitation needs must consist of—
(a) an initial occupational assessment to identify the types of work that may be
appropriate for the claimant; and
(b) an initial medical assessment to determine whether the types of work identified
under paragraph (a) are, or are likely to be, medically sustainable for the claimant.
91. Conduct of initial occupational assessment
(1) An occupational assessor undertaking an initial occupational assessment must—
(a) take into account information provided by the Corporation and the claimant; and
(b) discuss with the claimant all the types of work that are available in New Zealand
and suitable for the claimant; and
(c) consider any comments the claimant makes to the assessor about those types of
work.
[(1A) In considering the suitability of the types of work referred to in subsection (1)(b),
the occupational assessor must take into account, among other things, the claimant’s
earnings before the claimant’s incapacity.”]
(2) The Corporation must provide to an occupational assessor all information the
Corporation has that is relevant to an initial occupational assessment.
93. Medical assessor
(1) A medical assessment must be undertaken by a medical practitioner who is described
in subsection (2) or subsection (3).
(2) A medical practitioner who provides general medical services must also—
(a) have an interest, and proven work experience, in disability management in the
workplace or in occupational rehabilitation; and
(b) have at least 5 years' experience in general practice; and
(c) meet at least 1 of the following criteria:
(i) be a Fellow of the Royal New Zealand College of General Practitioners or hold
an equivalent qualification:
(ii) be undertaking training towards becoming a Fellow of the Royal New Zealand
College of General Practitioners or holding an equivalent qualification
(iii) have undertaken relevant advanced training.
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Occupational Assessors – Operational Guidelines: Appendices
(3) A medical practitioner who does not provide general medical services must—
(a) have an interest, and proven work experience, in disability management in the
workplace or in occupational rehabilitation; and
(b) be a member of a recognised college.
94. Assessments when medical assessor unavailable
(1) A… medical practitioner who does not qualify under section 93 may undertake a
medical assessment if the Corporation is satisfied that—
(a) the circumstances in subsection (2) exist; and
(b) the… medical practitioner's qualifications and experience are broadly comparable
with the qualifications and experience specified in section 93.
(2) The circumstances are that—
(a) a… medical practitioner who does qualify under section 93 is not available to
undertake a medical assessment without unreasonable delay or unreasonable
inconvenience to the claimant; and
(b) the delay or inconvenience would have an adverse effect on providing vocational
rehabilitation to the claimant.
(3) Sections 95 and 96 apply to a… medical practitioner who qualifies under this section
to undertake a medical assessment.
95. Conduct of initial medical assessment
(1) A medical assessor undertaking an initial medical assessment must take into
account—
(a) information provided to the assessor by the Corporation; and
(b) any of the following reports, information, or comments provided to the assessor:
(i) medical reports requested by the Corporation before the individual
rehabilitation plan was prepared:
(ii) any other relevant medical reports; and
(c) the report of the occupational assessor on the initial occupational assessment;
and
(d) the medical assessor's clinical examination of the claimant; and
(e) any other information or comments that the claimant requests the medical
assessor to take into account and that the medical assessor decides are relevant.
(2) The medical assessor must also take into account any condition suffered by the
claimant that is not related to the claimant's personal injury.
(3) The Corporation must provide to a medical assessor all information the Corporation
has that is relevant to an initial medical assessment.
96. Report on initial medical assessment
(1) The medical assessor must prepare and provide to the Corporation a report on the
initial medical assessment.
(2) The report must—
(a) contain the determination required by section 89(b); and
(b) take into account the matters referred to in section 95.
(3) The Corporation must provide a copy of the report to the claimant.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Part 4 - Vocational independence
107. Corporation to determine vocational independence
(1) The Corporation may determine the vocational independence of—
(a) a claimant who is receiving weekly compensation:
(b) a claimant who may have an entitlement to weekly compensation.
(2) The Corporation determines a claimant's vocational independence by requiring the
claimant to participate in an assessment carried out—
(a) for the purpose in subsection (3); and
(b) in accordance with sections 108 to 110 and clauses 24 to 29 of Schedule 1; and
(c) at the Corporation's expense.
(3) The purpose of the assessment is to ensure that comprehensive vocational
rehabilitation, as identified in a claimant's individual rehabilitation plan, has been
completed and that it has focused on the claimant's needs, and addressed any injuryrelated barriers, to enable the claimant—
(a) to maintain or obtain employment; or
(b) to regain or acquire vocational independence.
108. Assessment of claimant's vocational independence
(1) An assessment of a claimant's vocational independence must consist of—
(a) an occupational assessment under clause 25 of Schedule 1; and
(b) a medical assessment under clause 28 of Schedule 1.
(2) The purpose of an occupational assessment is to—
(a) consider the progress and outcomes of vocational rehabilitation carried out under
the claimant's individual rehabilitation plan; and
(b) consider whether the types of work (whether available or not) identified in the
claimant's individual rehabilitation plan are still suitable for the claimant because they
match the skills that the claimant has gained through education, training, or
experience.
(3) The purpose of a medical assessment is to provide an opinion for the Corporation as
to whether, having regard to the claimant's personal injury, the claimant has the capacity
to undertake any type of work identified in the occupational assessment and reflected in
the claimant's individual rehabilitation plan.
109. When claimant's vocational independence to be assessed
(1) The Corporation may determine the claimant's vocational independence at such
reasonable intervals as the Corporation considers appropriate.
(2) However, the Corporation must determine the claimant's vocational independence
again if—
(a) the Corporation has previously determined that the claimant had—
(i) vocational independence under this section; or
(ii) a capacity for work under section 89 of the Accident Insurance Act 1998; or
(iii) a capacity for work under section 51 of the Accident Rehabilitation and
Compensation Insurance Act 1992; and
(b) the Corporation believes, or has reasonable grounds for believing, that the
claimant's vocational independence or capacity for work may have deteriorated due to
the injuries that were assessed in the previous vocational independence or capacity
for work assessment.
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Occupational Assessors – Operational Guidelines: Appendices
(3) The claimant may give the Corporation information to assist the Corporation to reach
a belief under subsection (2)(b).
Schedule 1 - Vocational rehabilitation
27. Medical assessor
(1) A medical assessment must be undertaken by a medical practitioner who is described
in subclause (2) or subclause (3).
(2) A medical practitioner who provides general medical services must also—
(a) have an interest, and proven work experience, in disability management in the
workplace or in occupational rehabilitation; and
(b) have at least 5 years' experience in general practice; and
(c) meet at least 1 of the following criteria:
(i) be a Fellow of the Royal New Zealand College of General Practitioners or hold
an equivalent qualification:
(ii) be undertaking training towards becoming a Fellow of the Royal New Zealand
College of General Practitioners or holding an equivalent qualification:
(iii) have undertaken relevant advanced training.
(3) A person who does not provide general medical services must also—
(a) have an interest, and proven work experience, in disability management in the
workplace or in occupational rehabilitation; and
(b) be a member of a recognised college.
28. Conduct of medical assessment
(1) A medical assessor undertaking a medical assessment as part of an assessment of a
claimant's vocational independence under section 108 must take into account—
(a) information provided to the assessor by the Corporation; and
(b) any individual rehabilitation plan for the claimant; and
(c) any of the following medical reports provided to the assessor:
(i) medical reports requested by the Corporation before the individual
rehabilitation plan was prepared:
(ii) medical reports received during the claimant's rehabilitation; and
(d) the report of the occupational assessor under clause 26; and
(e) the medical assessor's clinical examination of the claimant; and
(f) any other information or comments that the claimant requests the medical
assessor to take into account and that the medical assessor decides are relevant.
(2) The Corporation must provide to a medical assessor all information the Corporation
has that is relevant to a medical assessment.
29. Report on medical assessment
(1) The medical assessor must prepare and provide to the Corporation a report on the
medical assessment specifying—
(a) relevant details about the claimant, including details of the claimant's injury; and
(b) relevant details about the clinical examination of the claimant undertaken by the
assessor, including the methods used and the assessor's findings from the
examination; and
(c) the results of any additional assessments of the claimant's condition; and
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Occupational Assessors – Operational Guidelines: Appendices
(d) the assessor's opinion of the claimant's vocational independence in relation to
each of the types of work identified in the occupational assessor's report; and
(e) any comments made by the claimant to the assessor relating to the claimant's
injury and vocational independence in relation to each of the types of work identified
in the occupational assessor's report.
(2) The report must also identify any conditions that—
(a) prevent the claimant from having vocational independence; and
(b) are not related to the claimant's injury.
(3) The Corporation must provide a copy of the report to the claimant.
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Occupational Assessors – Operational Guidelines: Appendices
Appendix 2: Example – IOA Report
Note: The report templates held on ACC’s For Providers> Resources site may be updated at
times. Therefore the format of this example may differ slightly from the blank template.
ACC
652
Initial Occupational
Assessment Report
Date
12 November 2004
Branch
Wellington
Case manager
I M Helpful
“This form should be completed by
vocational rehabilitation providers following
an Initial Occupational Assessment. The
form details realistic job options based on
client transferable skills”
Phone number
Fax Number
Email
Client details
Client name
Mr Bruce Client
Claim number
97/287654
Provider details
Provider name
Vocational Consultant
Consultant name
D Assessor
123 Main St, Citytown
Phone
Fax
Email
Work Experience
List below the jobs held by the client, how long the client was employed, the name of the employer, and any
related training that the client had. (In the order of the most recent job first.)
Job
Duration in years
and months
Employer
Fitter & Turner
5 yrs
ABC Engineering
Fitter & Turner
2 yrs
Western Engineering
Truck Driver
6 months
USA
Dairy Lab assistant
1 yr
Waikato Milk
Shellfish worker
6 months
Mussel Brothers
Fitter & Turner
3 months
Metal Tech
Fitter & Turner
9 months
Wilson Welders Ltd
Apprentice Fitter/Turner to Foreman
7 yrs
Redwood Racing
Production Machining
1 yr 7 months
Pahia Propellers Ltd
Computer input
6 months
Worster Engineering
Related training
Deckhand
certificate
Welding certificate
Also mentioned
Years in the work force
October 2008
16 years
Number of job-type changes
Four
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Occupational Assessors – Operational Guidelines: Appendices
Work experience comments
Bruce has had a logical progression of jobs and experience leading up to the accident and subsequent useful
work experience. Overseas travel and work experience adds to worker maturity.
Education and training
List the formal qualifications completed by the client
Qualification
Subject
Institution
Level reached
Secondary (School Certificate, University Entrance, Sixth Form Certificate, Bursary)
School certificate
Maths
Worcester College
Pass
School certificate
English
Worcester College
Pass
Tertiary (Certificates, Diplomas, Degrees, Post-Graduate Degrees)
Fitter and Turner Trade
qualified
Welding Certificate
Deckhand certificate
 Yes
Incomplete formal qualifications
Incomplete qualification
 No
Ongoing requirement to gain qualification
Number of years needed to complete employment related qualifications
On-the-job training or informal training the client has participated in
Type of training
Leads to a
recognised
qualification?
Qualifies the
client for a
higher level job?
Ongoing
training needed
for the
qualification?
First Aid



Warehouse Management



Warehouse Stores



Making & Design of Hydraulic Cylinders



Making & Design of Hydraulic Cylinders
(Cylinder manufacturing)
Computer Numerically Controlled Centre Operator
Quality skills
Is the client currently participating in any education or training?
 Yes  No
General education comments
Bruce has passes in school certificate maths and English which assist with working in tradesman type work. Is
well qualified in area of fitter and turner and welding.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Transferable skills










List the client’s transferable skills and how these are demonstrated
Fitting and Turning, design skills have been demonstrated through work as a fitter and turner
High precision cutting of components using computers
Quality Control Skills
Customer satisfaction skills
Warehousing skills
Motor Racing car and bike par production skills
Factory workplace skills
Multi-skilled in trades, services
Interpersonal skills
Heavy truck and trailer skills
 Computer skills, eg Windows 98
Client’s attributes and competencies that will advantage their employability






Precise
Pride in his achievements, in a job well done
Sociable with wide experience to draw on
Has an outlook that lends itself to unlimited development of potential
Experience with high performance motorbikes and American cars
Interest in movies and building his own movie theatre in his home someday for friends to enjoy
 A ‘give it a go’ mentality
Transferable skills comments
A wide range of and transferable skills and interests which can be applied to a variety of practically oriented work
type options.
Types of work that particularly interest the client
Hands-on work which will utilise his trade qualifications. Outdoors is fine.
Work type options
Note: These are examples for only two of the above work types
The following work type options listed in order or priority are available in NZ and have been based on the
client's education, training, work experience, pre-incapacity earnings, and transferable skills. These
options have been discussed fully with the client and the client participated in their selection. (List first those
types of work that most closely align with the client’s pre-injury occupation then all other work types.)
Work Type Details Sheets are attached for each of the listed job options.
Note: Examples of the Work Type Details Sheets for the two options below are in Appendix 4.
1.
Work Type
Major Industry Group: Technicians and Trades Workers 3
Work Type (6 digit): Fitter and Turner 323212
Reason (how work type matches skills):
Bruce has over 7 years’ previous experience as a fitter and turner. Bruce is trade qualified in this work
type.
Strategies for assisting the client to become work ready in this Work Type:
Bruce requires a CV and he will be work ready for this work option.
Client comments (if applicable):
I enjoy this work, but I’m not sure how long I will last at it again
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
2.
Work Type:
Major Industry Group: Labourers – Occupational Groups 8
Work Type (6 digit): Fishing Hand 899212
Reason (how work type matches skills):
Bruce has his deckhand certificate, which is a preferred qualification for the job. Bruce has experience
as a shellfish worker gained during his employment with Mussel Brothers.
Strategies for assisting the client to become work ready in this Work Type:
Job search assistance to gain place on fishing boat.
Client comments (if applicable):
I enjoyed going to sea, although it was hard work.
3.
Work Type:
Reason (how work type matches skills):
Strategies for assisting the client to become work ready in this Work Type:
Client comments (if applicable):
4.
Work Type:
Reason (how work type matches skills):
Strategies for assisting the client to become work ready in this Work Type:
Client comments (if applicable):
5.
Work Type:
Reason (how work type matches skills):
Strategies for assisting the client to become work ready in this Work Type:
Client comments (if applicable):
October 2008
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Barriers to
returning
to work
Based on information obtained during the interview the following are identified as potential
barriers to the client successfully obtaining work in the areas identified above (eg lack of
knowledge about the labour market, lack of interview and job search skills).
Bruce has the skills, qualifications and experience to perform these work options. The main barrier to returning to
work for Bruce will be availability of positions in the occupations identified.
Client comment
Please detail all comments made by the client regarding their experience, education,
training, potential work type options, proposed options and any other issues raised.
Bruce thinks he will be able to find work okay, no big deal. Also see comments provided against each work type
above.
Curriculum Vitae
Curriculum Vitae completed and attached
Advice provided about use of Curriculum Vitae
 Yes  No
 Yes  No - Client experienced in use of CV
Other relevant information or comments
Client can advance himself. He is not static in his development or aspirations. Bruce is ready to move back into
employment and appeared motivated to pursue the range of options which were discussed over the assessment
period.
The role of the occupational assessor in the IOA process was explained to the client. The information for the
work type options section was obtained from the following sources:

Australia and New Zealand Standard Classification of Occupations, 2006

Career Services KiwiCareers website

Provider knowledge and research of the local job market
Signed
Consultant name:
Consultant signature:
D Assessor
Date:
12 November 2004
The information collected on this form will only be used to fulfil the requirements of the Accident Compensation
Act 2001. In the collection, use and storage of information, ACC will at all times comply with the obligations of
the Privacy Act 1993 and the Health Information Privacy Code 1994.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Appendix 3: Example – VIOA Report
Note: The report templates held on ACC’s For Providers> Resources site may be updated at
times. Therefore the format of this example may differ slightly from the blank template.
“This form must be completed
by Occupational Assessors
following a Vocational
Independence Assessment.
The form reviews the vocational
rehabilitation provided by ACC”.
Vocational Independence
Occupational Assessment
Report
ACC
195
Date
17 February 2004
Branch
Wellington
Case manager
I M Helpful
Phone number
Fax Number
Email
Client details
Client name
Mrs Patricia Client
Claim number
987/234644
Provider details
Provider name
Vocational Consultant
123 Main St, Citytown
Phone
Consultant name
A Assessor
Fax
Email
Vocational Rehabilitation Review
The purpose of this part of the assessment is to determine whether the types of work identified in the IRP are still
suitable for the client based on their skills, education, training, experience, and pre-incapacity earnings.
List all the work type options identified on the IRP that were determined as appropriate for the client
following the Initial Occupational and Medical Assessments
1.
Counsellor
2.
Probation Officer
3.
Special Interest Organisation Administrator
4.
Finance Clerk
5.
Social Worker
6.
Patient Receptionist
7.
Case Worker
8.
Animal Welfare Worker
9.
Gardener
10.
Housekeeper (Private Service)
11.
Accounts Clerk
Referring to the client’s Individual Rehabilitation Plan, state the work type option(s) identified
as being suitable
As above.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
List all the vocational rehabilitation activities that were undertaken and the completion dates
1.
Initial Occupational Assessment and CV
Date completed
September 2002
2.
Work Hardening Programme
Date completed
November 2002
3.
Initial Medical Assessment
Date completed
February 2003
4.
Work Ready Programme
Date completed
August 2003
5.
Worksite Assessment
Date completed
August 2003
6.
Pre-employment Programme
Date completed
March 2003
Vocational Rehabilitation Outcome
What vocational rehabilitation outcome has been achieved as a result of the vocational rehabilitation provided?
Valerie has successfully completed a work trial as an accounts clerk.
Consultant name:
List below the jobs held by the client, how long the client was employed, the name of the employer,
and any related training that the client had. (In the order of the most recent job first.)
Job
Duration in years
and months
Employer
Related
training
Grief Counselling Coordinator
7 years
Napier Grief Centre
On the job
Trainer/Educator
3 years
Napier Grief Centre
On-the-job
Counsellor
4 years
Self-employed, Helping House
On-the-job
Community Service Worker/Social Worker
8 years
IHC
On-the-job
Kiwifruit Orchard Worker
1 year (casual)
Napier Orchard
On-the-job
Housekeeper (Private)
1 year
Self employed
On-the-job
Sewing Machinist
3 months
Sewing factory, Napier
On-the-job
Community Teacher
2 years
Stone House, Napier
On-the-job
Accounting/Bookkeeper
7 years (part-time)
Self-employed, Taradale
On-the-job
Facilitator of Support Groups
Not specified
(voluntary)
Various Women’s Groups in
Napier
On-the-job
Community Worker (assisting adults with
development of work and literacy skills)
Not specified
(voluntary)
Napier Marae
On-the-job
Volunteer Teacher (assisting adults to
develop literacy skills)
Not specified
Adult Literacy Group
On-the-job
Community Teacher
2 years (voluntary)
Stone House, England (centre
for adults with handicaps)
On-the-job
Years in the work force:
October 2008
Approximately 36 years
Number of job-type changes: 8
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Review the Initial Occupational Assessment and identify any of the above that are additional to or
variances of the work experience identified in the Initial Occupational Assessment report
No additional work experience was identified. Mrs Client disputed that her work at IHC Napier (Community Service
Worker) involved retail management as stated on the IOA.
Work experience assessor comments
Mrs Client has a very diverse work history. She was working approximately 20 hours per week from home for
some time and reported that this was an arrangement that, while satisfactory to her, was not acceptable to ACC.
Education and training
Formal qualifications completed by the client
Qualification
Subject
Institution
Level reached
Secondary (School Certificate, University Entrance, Sixth Form Certificate, Bursary, NZCEA)
‘O’ Levels (School Certificate)
English, Mathematics, English
Language, Religious Knowledge,
History, Art, Biology,
Mathematics with Statistics
Napier School for Girls
Pass
‘A’ Levels (UE)
History, English, Mathematics
Napier School for Girls
Pass
Tertiary (Certificates, Diplomas, Degrees, Post-Graduate Degrees)
Certificate in General Studies
– Educational Paper
2-3 years (part-time)
Napier University
Pass
Counselling Certificate
1 year (full-time)
Truman Polytechnic
Pass
Advanced Teachers’ Course in
Social Education
2 years (part-time)
Truman Teachers’ College
Pass
Certificate in Adult Tutoring
1 year (full-time)
Northfleet Technical
Institute, Australia
Pass
Grief Resolution Certificate
1 year (part-time)
Napier University
Pass
Gestalt Therapy Extension
Workshops
3 years (part-time)
Napier University
Pass
New Supervisor’s Training
Certificate
Supervision
Napier University
Pass
Micro-Counselling Certificate
Counselling
Truman Polytechnic
Pass
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Other formal courses/training (eg Non-certificate trade, pre-entry, LSV, Army, Training Opportunities
Programme)
Introduction to Art Therapy
Certificate
Weekend course
Toronto University
Pass
Staying Effective in
Community Organisations
(Certificate)
Community Work
Hillier Centre, Napier
Pass
Recent Developments in Grief
Care (Certificate)
Grief Care
Hillier Centre, Napier
Pass
Inconsolable Grief
Grief Care
Waikato University
Completed
Introductory course
Computers
Tauranga Boys’ College
Adult Education
Completed
Seminars
Adult Tutoring
Adult Literacy Group
Remedial Reading
(Bay of Plenty Polytechnic)
Completed

Incomplete formal qualifications?
Yes
 No
Incomplete qualification
Ongoing requirement to gain qualification
Bachelor of Social Science
(Double Major in Psychology and Education)
4 papers (2 x psychology, 2 x education)
Number of years needed to complete employment related qualifications:
1 year full-time (or alternatively, 18 months part-time)
Review the Initial Occupational Assessment report and identify any of the above that are additional to, or
variances of, the formal qualifications (complete and incomplete) identified in the Initial Occupational
Assessment report
No variations from the IOA identified.
Professional or Trade Association Memberships held by client
None reported
Driving and other licences held by client
Mrs Client has a car licence, and drives frequently.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
On-the-job training or informal training the client has participated in
Leads to a
recognised
qualification?
Qualifies the
client for a
higher level job?
Ongoing training
needed for the
qualification?
Teaching skills training
No
Yes
N/A
Counselling skills training
Yes
No
No
Bookkeeping skills training
No
No
N/A
Disco operation skills training
No
No
N/A
Housekeeping skills training
No
No
N/A
Sewing machining skills training
No
No
N/A
Cooking skills training
No
No
N/A
Horticultural skills training
No
No
N/A
Type of training
Mrs Client has undertaken on-the-job training during
many of her jobs. She has learnt the following:
Review the Initial Occupational Assessment report and identify any of the above that are additional to, or
variances of, informal or on-the-job training identified in the Initial Occupational Assessment report
No variations from IOA.
General education assessor comments:
Mrs Client reported that she intends to complete her degree by July 2005 as long as the papers are available in
Napier.
Transferable skills
List the client’s transferable skills including any transferable skills acquired during
their vocational rehabilitation period.
Movement Skills





Manual dexterity
Physical co-ordination
Stamina
Strength
Precision working
Analytical Skills





Gather information
Organise systems into working order
Solve problems
Set out step-by-step methods to reach goals
Review or make judgements about the worth of
a process
Operational skills





Driving or operating vehicles or equipment
Assembling equipment/machines
Fixing/repairing and improving the
performance of equipment etc.
Constructing or reconstructing
Assembling, operating and improving the
performance of disco equipment
October 2008
Communication Skills







Reading
Writing
Speaking
Explaining
Conveying information clearly and accurately
Editing written material for grammar etc.
Facilitating group discussions
Page 34 of 46
Occupational Assessors – Operational Guidelines: Appendices
Numerical Skills




Counting and taking inventory
Calculating through use of basic arithmetic
Estimating the value etc. of things
Using maths or statistics to solve problems
Helping and Interpersonal Skills


Listening
Advising and helping people to learn new
techniques or behaviours
Leadership/Management Skills
Detail Skills






Sorting
Verifying
Following procedures
Keeping records
Ensuring regulations are kept
Plotting plans, maps or charts
Self-Management Skills









Deal consistently with stress
Manage her time effectively
Take initiative and be self-starting
Adapt to new ideas and structures
Stay calm in difficult situations
Act appropriately in a range of social and
cultural settings
Keep learning to increase her skills and
knowledge
Contribute to teamwork
Appraise her own performance



Decision-making
Influencing or motivating other people
Getting new projects or client relationships
started
Creative Skills






Drawing
Performing in front of other people
Designing plans
Visualising
Writing creatively
Thinking and/or developing new ideas and
approaches and with adapting or improving on
systems or things
Specific Skills



Helping people with particular needs
Tending or training animals
Managing people or systems
Transferable skills acquired during vocational rehabilitation
None reported.
Review the Initial Occupational Assessment report and identify any other additions to, or variances of, the
transferable skills identified in the Initial Occupational Assessment report
None reported.
Transferable skills assessor comments
Nil.
Types of work and individual jobs that particularly interest the client


Research (Behavioural)
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Work Type options
Note: These are examples for only two of the above work types
Specify all the individual work types that are reasonably identified as suitable for the client, based on the client’s
skills, education, qualifications, and pre-incapacity earnings.
For each individual job identified as suitable for the client please attach a standard work type detail sheet.
Note: Work Type Details Sheets for the two examples below are in Appendix 4.
1.
Work Type
Major industry group: Professionals 2
Work Type (6 digit code): Counsellor 272199
Reason(s) for stating this job:
This job is suitable for Mrs Client because she has relevant skills, training and experience. Mrs Client has
worked for many years as a counsellor or social worker. She has significant training to justify the inclusion
of this occupational category (for example, a Counsellor’s Certificate, a Certificate in Adult Tutoring, a
Grief Resolution Certificate and a Micro-counselling Certificate. She has also had formal Gestalt Therapy
training and has attended a host of other relevant informal courses. She has also completed a significant
portion of a Bachelor’s Degree in Psychology. With such extensive experience and training she would be
eligible for employment as a counsellor immediately.
State any variations to the standard work type detail sheet (tasks, environment or function/activity) that
may make the specific job proposed more suited to the client, eg supervisory or quality management
aspects only or particular technology to be used.
N/A
Comment on any environmental modifications that would be necessary to enable the client to function
safely:
N/A
Client comments (if applicable):
“No, part-time 20 hours per week is all I would want.”
2.
Work Type:
Major industry group: Professionals 2
Work Type (6 digit code) Case Worker 272613
Reason(s) for stating this job:
Mrs Client has already worked in such a role (for the Napier Grief Centre) and her own experience as a
self-employed counsellor is also relevant. She has accounting and bookkeeping experience and a sound
mathematics and statistics education. She also has other relevant training (for example training with the
Hillier Centre in co-ordination of voluntary personnel and a Certificate in Staying Effective in Community
Organisations). She also has the required administration, budgeting, decision-making and planning skills.
State any variations to the standard work type detail sheet (tasks, environment or function/activity) that
may make the specific job proposed more suited to the client, eg supervisory or quality management
aspects only or particular technology to be used:
N/A
Comment on any environmental modifications that would be necessary to enable the client to function
safely:
N/A
Client comments (if applicable):
“No, I’m no good at administration.”
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
3.
Work Type:
Reason(s) for stating this job:
State any variations to the standard work type detail sheet (tasks, environment or function/activity) that
may make the specific job proposed more suited to the client, eg supervisory or quality management
aspects only or particular technology to be used.
Comment on any environmental modifications that would be necessary to enable the client to function
safely:
Client comments (if applicable):
4.
Work Type:
Reason(s) for stating this job:
State any variations to the standard work type detail sheet (tasks, environment or function/activity) that
may make the specific job proposed more suited to the client, eg supervisory or quality management
aspects only or particular technology to be used:
Comment on any environmental modifications that would be necessary to enable the client to function
safely:
Client comments (if applicable):
5.
Work Type:
Reason(s) for stating this job:
State any variations to the standard work type detail sheet (tasks, environment or function/activity) that
may make the specific job proposed more suited to the client, eg supervisory or quality management
aspects only or particular technology to be used.
Comment on any environmental modifications that would be necessary to enable the client to function
safely:
Client comments (if applicable):
Review the Initial Occupational Assessment report and identify any additions to, or variances of, the work types
identified in the Initial Occupational Assessment report.
Total number of work type detail sheets attached: ##
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Barriers to returning
to work
Based on information obtained during the interview, state here any potential vocational
barriers to the client successfully obtaining work in the work types identified above.
There are no vocational barriers to Mrs Client successfully obtaining work in the jobs identified above.
Client comment
Please detail all comments made by the client including comments relating to their
experiences during their vocational rehabilitation programme, experience, education,
training, potential type of work options, proposed options and any other issues raised.
Mrs Client made the following comments:

“ACC has been unhelpful”

“I’ve done a lot of rehabilitation myself”

“Twenty hours per week is my limit”

“They need to find something I can do”

“I’m too soft for some types of work”

“I want to work from home”

“I can only manage to get into town three times per week maximum”

“I’d love to go back to work full-time, but can’t.”
Curriculum Vitae
Curriculum Vitae completed and attached:
 Yes
 No
Advice provided about use of Curriculum Vitae:
 Yes
 No
Other relevant information or comments
Mrs Client was interviewed at Vocational Consultants, Napier. The interviews were held on 5/2/2004 and
7/2/2004, over two one-hour sessions. The purpose of the interviews was covered with Mrs Client and she
indicated that she understood. Three copies of this report will be provided to the case manager who will then
forward a copy of the VIOA to the client.
The role of the occupational assessor and the VIOA process was explained and discussed with the client. The
information for the work type options section was obtained from the following sources:
 New Zealand Standard Classification of Occupations, 1999
 Career Services KiwiCareers website
 Provider knowledge and research of the local job market.
Signed
Consultant name:
A Assessor
Consultant signature: ................................................................................
Date: 17 February 2004
The information collected on this form will only be used to fulfil the requirements of the Accident Compensation
Act 2001. In the collection, use and storage of information, ACC will at all times comply with the obligations of the
Privacy Act 1993 and the Health Information Privacy Code 1994.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Appendix 4: Example – Work Type Detail Sheets
The examples below relate to the IOA Report example in Appendix 2, and VIOA Report
example in Appendix 3. The blank ACC653 template on page 43 may also be used. It is
also available on ACC’s website at For Providers > Resources, under the Rehabilitation
resources section.
Fishing Hand - 899212
Description:

Catches fish and shellfish using nets, pots, lines and traps in ocean and inland waters.
Work Tasks (may include any combination of the following):

Attaches gear and fastens towing cables to nets; casts and lowers nets, pots, lines and
traps into water; prepares lines, attaches running gear and bait, and sets lines into
position; hauls in fishing gear and removes fish and other marine life; sorts, cleans,
preserves, stows and refrigerates catch.
Work Environment:



Works on fishing boats of varying sizes carrying out a full range of deck and other onboard fishing-related tasks.
Works in almost all weather and sea conditions.
Occasionally to frequently works with ropes.
Work Function/Activity:












Medium to heavy physical demand levels.
Stands and walks about the deck of vessel to move ropes, lower pots and nets, cleanup, and complete general on-board tasks.
Uses upper limbs and body to stretch up and across occasionally when lowering fishing
equipment, working winches or brining catch on board.
Bends occasionally to frequently.
Occasionally to frequently squats or crouches when inspecting catch.
Occasionally to frequently twists the body or neck.
Frequently lifts and carries equipment, catch and other on-board supplies and
materials.
Repetitive hand and arm movements are required occasionally when processing fish
and working ropes and winches.
Driving is not required.
Uses a range of hand (or power) equipment such as winches, cleats and boat hooks.
Frequently climbs on and off vessel and may climb on superstructure or rigging for some
tasks.
Mental activities necessary include practical technical and organisational skills.
Further Comments:

There are limited opportunities for flexibility of movement.
Entry Requirements:

Nil.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Fitter and Turner - 323212
Description:

Fits, assembles, grinds and shapes metal parts and sub-assemblies to fabricate production
machines and other equipment.
Work Tasks (may include any combination of the following):

Studies drawings and specifications to determine suitable material, method and sequence
of operations and machine settings; fits fabricated metal parts into products and
assembles metal parts and sub-assemblies to produce machines and equipment; checks
fabricated and assembled metal parts for accuracy, clearance and fit using precision
measuring instruments; sets guides, stops and other controls on machining tools, sets up
prescribed cutting and shaping tools and dies in machines and presses, and sets controls
for textile machines; forms metal stock and castings to fine tolerance using machining
tools to press, cut, grind, plane, bore and drill metal; cuts, threads, bends and installs
hydraulic and pneumatic pipes and lines; diagnoses faults and performs operational
maintenance of machines, and overhauls and repairs mechanical parts and fluid power
equipment; may erect machines and equipment on-site.
Work Environment:



Works predominantly indoors but also frequently travels to worksites to install various
machinery parts or items of equipment, often to make repairs.
Indoor work spaces need good ventilation to disperse heat and other by-products of
welding and associated metal-working processes. Worksites may be dirty and dusty,
especially when constantly working with metal. They will also be noisy.
Utilises a variety of personal protective equipment including safety glasses, ear muffs,
overalls, and steel-capped boots.
Work Function/Activity:







The physical demand for this job is up to medium.
Standing is constantly required, frequently on concrete floors. Walking is occasionally
required. Sitting is not required.
Squatting, crouching or kneeling, lifting and carrying, and bending can be a
frequent requirement.
Twisting of the body or neck is occasionally required, and repetitive movements are
occasionally to frequently required especially the use of hands and arms for machining or
for detailed hand-finishing processes.
Driving is not usually required.
Employees use a wide range of engineering tools and measuring instruments.
Mental activities necessary include practical, technical, organisational and problemsolving skills.
Further Comments:

There are limited opportunities for flexibility of movement.
Entry Requirements:

A New Zealand Register Level 4 qualification or at least three years of relevant experience.
In some instances relevant experience and/or on-the-job training may be required in
addition to the formal qualification. For entry-level positions on-the-job training may be
sufficient.
October 2008
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Counsellor - 272199
Description:

Works with individuals or groups to assist them with personal problems through the
provision of information, advice and therapy.
Work Tasks (may include any combination of the following):

Conducts counselling interviews with individuals, couples and family groups; assists
people in the understanding and adjustment of attitudes, expectations and behaviour to
develop more effective interpersonal and marital relationships; presents alternative
approaches and discusses potential for attitude and behavioural change; consults with
clients to develop rehabilitation plans taking account of vocational and social needs;
contributes information, understanding and advice on the learning and behaviour of
students, especially those with special needs, and assists parents and teachers in dealing
with these needs; may work in a call centre.
Work Environment:


Works indoors in clinics, hospitals and public and private practices within offices and
consulting room environments.
Works in adequately heated, lit, ventilated and clean, well maintained and private
workspaces.
Work Function/Activity:








Sedentary physical demand.
Sits to meet with clients or at computers when preparing or writing reports.
Occasionally stands, walks and moves around the workspace.
Lifting, carrying or pulling is not a significant requirement.
Occasional repetitive hand and finger movements are required when using a
computer for report writing and when hand writing. Repetitive movements however, are
not a significant component of the job.
There is frequent use of hand-held objects and equipment including computers,
writing tools, reference materials, tape recorders, video cameras and office machines
such as telephones, printers, scanners and faxes.
Occasional driving of cars may be required to attend client appointments.
Mental activities necessary include a high level of cognitive and counselling skills,
verbal and written communication, interpersonal, administration, assessment, research,
information gathering, analysis and evaluation, report writing, organisational, problem
solving and decision-making capabilities.
Further Comments:

There are opportunities for flexibility of movement.
Entry Requirements:

A relevant tertiary qualification or at least five years applicable experience. In some
instances particular experience and/or on-the-job training may be required.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Case Worker - 272613
Description:

Assists individuals, families and groups with social, emotional or financial difficulties to
improve quality of life, by educating and supporting them and working towards change in
their social environment.
Work Tasks (may include any combination of the following):

Provides support while exploring alternatives with clients who experience difficulties such
as marital problems, unemployment, illness and drug abuse; assesses risks and provides
intensive short-term crisis counselling for victims of domestic violence, child abuse,
disasters and other crises; assists to establish and administer neighbourhood houses,
community groups, employment training programmes and other services.
Work Environment:


Typically works indoors in office situations as part of government bodies, local councils,
schools or community agencies but may visit homes and community locations.
Usually works in adequately heated and ventilated offices, but conditions at off-site
locations can vary.
Work Function/Activity:












Sedentary physical demand levels.
Frequently sits when carrying out interviews, meeting with fellow professionals or when
completing reports.
Stands and walks when working in the field.
Stretching up and reaching across is not a significant feature of the job.
Bending squatting, crouching and kneeling is not a significant component of the job.
Twisting of the body or neck is not a significant feature of the job.
Contact with skin irritants or water is not a significant feature of the job.
Lifting, carrying and holding is not a significant feature of the job.
Repetitive movements are likely when using a computer or keeping written notes.
Driving is likely to be required.
Use of hand-held objects and equipment will include computers, diaries and other
record-keeping and office equipment.
Mental activities necessary include assessment, computing, communication, decisionmaking, report writing, knowledge of relevant social legislation and good communication
skills with cultural sensitivity/knowledge.
Further Comments:


There are limited opportunities for flexibility of movement.
May work with people in very distressing personal situations.
Entry Requirements:

A relevant tertiary qualification or at least five years’ applicable experience. In some
instances particular experience and/or on-the-job training may be required.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
ACC
653
Initial Occupational
Assessment: work
detail sheet
“This form is completed by Occupational
Assessors following an initial
occupational assessment. A separate
work details sheet must be completed
for each work type option identified in
the assessment report.”
Client's name ..............................................................................................................................................
Type of work
Give the type of work (unit group) the client has been assessed as suitable for (based on their education, earnings,
training, and experience). ...............................................................................................................................
Description
Please give a brief description of the work type including tasks and any other suitable related occupations that fall into
the same grouping.
................................................................................................................................................................................................
................................................................................................................................................................................................
................................................................................................................................................................................................
Environment and function
Tick the boxes below to show the type of environment and function of the work that is suitable for the client. (For
example, a typist would work indoors seven hours a day with the main activities involving sitting and repetitive
movements.) Please state whether the listed functions are: constant, intermittent or uncommon.
Environment




Indoors .................................................................
Hot ........................................................................
Wet ........................................................................
Wheelchair access to work site




Outdoors .....................................................................
Cold ............................................................................
Dirty ............................................................................
Other (please specify) .................................................
Function and activity
 Standing ................................................................
 Walking .................................................................
 Sitting ....................................................................
 Stretching up or across ..........................................
 Squatting or crouching ..........................................
 Twisting body or neck ..........................................
 Substantial contact with skin irritants or water .....







Heavy lifting, pulling, or carrying ...............................
Repetitive movements .................................................
Driving .........................................................................
Using hand tools ..........................................................
Bending ........................................................................
Other (please specify) ..................................................
Mental activities (eg, memory use or concentration) ...
Note any further descriptions of the above activities (attach additional information if necessary).
.........................................................................................................................................................................
Assessor details
Name ..............................................................................................................................................................
Organisation ...................................................................................................................................................
Signature .......................................................................................................................................
October 2008
Date ......./......./.......
Page 43 of 46
Occupational Assessors – Operational Guidelines: Appendices
Appendix 5: Quarterly Contract Monitoring Requirements
Contract monitoring requirements are outlined in the Accident Compensation
Corporation’s Master Agreement for provision of services to ACC, and individual service
schedules for Initial Occupational Assessments (IOA) and Vocational Independence
Occupational Assessments (VIOA).
Master Agreement, Schedule 4, Clause 5

5.1 Measures
The Agreement requires the vendor to provide results to ACC against a number of
contract monitoring measures. The measures are specified in each service schedule.

5.2 Purpose
The purpose of these is to monitor progress and quality of delivery of the services in
terms of results against excepted performance measures.
[Note: See ACC quality checklist for reviewing provider reports on pg 2].

5.3 Level of Reporting
The reporting is to be at an individual client level.
[Note: This is outlined in clause 9 of the Initial Occupational Assessments (IOA) and
Vocational Independence Occupational Assessments (VIOA) service schedules which
cover the reporting requirements for each occupational assessment.]
IOA Service Schedule, Clause 9

9.2 Measures
This Agreement requires the provider to supply ACC results against a number of
contract monitoring measures to demonstrate that the provider is providing a quality
service and complying with the service specifications contained in this Agreement.
[Note: See ACC quality checklist for reviewing provider reports on pg 2].

9.5 The Provider will provide the following reports to ACC [Rehabilitation Service
Development] and if requested by an individual branch, to that branch:
(a) the claim number and branch for each Client referred to this service;
(b) the number of Initial Occupational Assessments that were provided within the
specified timeframes, and
(c) the reason for not completing an Initial Occupational Assessment for any Client
referred for the service.
Note:
Client service staff may contact the assessor to request further clarification, explanation,
corrections, or reconsideration of conclusions within the report as long as any alterations
do not change any of the recorded facts or interview findings.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Appendix 6: US Department of Labor Physical Demand
Characteristics of Work
Overview
The 37.02 US Department of Labor Physical Demand Characteristics of Work chart lists
the occupational requirements for physical exertion.
Parameters

Amount of weight moved at work

Relative frequency that activity occurs during workday (occasional, frequent or
constant).
Physical
demand level
Occasional
Frequent
Constant
(0-33% of the
workday)
(34-66% of the
workday)
(67-100% of the
workday)
Typical
energy
required
Sedentary
10lbs
(4.5 kilos)
negligible
negligible
1.5-2.1 METS
Light
20lbs (9 kilos)
10lbs (4.5 kilos)
and/or walk
and/or stand with
operation of
controls
negligible and/or
operate controls
while seated
2.2-3.5 METS
Medium
20-50lbs
(9-22.7 kilos)
10-25lbs
(4.5-11.4 kilos)
10lbs
(4.5 kilos)
3.6-6.3 METS
Heavy
50-100lbs
(22.7-45.4 kilos)
25-50lbs
(11.4-22.7 kilos)
10-20lbs
(4.5-9 kilos)
6.4-7.5 METS
Very heavy
> 100lbs
(45.4 kilos)
> 50lbs
(> 22.7 kilos)
20lbs
(> 9 kilos)
> 7.5 METS
Where

Operation of controls includes pushing and/or pulling of arm and/or leg controls

Operating controls while seated includes pushing and/or pulling of arm and/or leg
controls.
Reference
Matheson LN. Chapter 18: Functional Capacity Evaluation, pp 168-188. In: Demeter SL,
Andersson GBJ, Smith GM. Disability Evaluation. Mosby. American Medical Association.
1996.
October 2008
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Occupational Assessors – Operational Guidelines: Appendices
Appendix 7: Flowchart of Client Participation in Vocational Rehabilitation
October 2008
Page 46 of 46