The WSIB’s Work Reintegration Program

1. The WSIB’s Work Reintegration Program Safety Group Sponsor Meeting September 9, 2011 Louise Humphreys, Manager, Work Reintegration Program Development

2. The Legislative Mandate of the WSIB • The WSIB operates within a defined legislative mandate. That mandate is comprised of four key elements, which can be summarised as follows: • To promote health and safety in workplaces • To facilitate the return to work and recovery of workers • To facilitate the re-entry into the labour force of workers and spouses of deceased workers • To provide compensation and other benefits

3. Case for Change • Duration increased at every window for several years • The number and level of locked-in loss of earnings (i.e. payable to age 65) awards was rising • The WSIB’s Return to Work (RTW) and Labour Market Re-entry (LMR) programs had limited success with overall poor employment outcomes for injured workers • Injured workers concerned about “retraining for jobs that don’t exist” • Employers concerned about escalating costs • Too many injured workers not being re-employed with injury employer and the cost of LMR was transferred to the Unfunded Liability (UFL): - 77% of workers in LMR had re-employment rights but did not RTW with the injury employer - 48% of LMR cases had SIEF relief, at an average of 66% - most workers enter LMR just before or after the experience rating window closes

4. KPMG - Value for Money Audit Recommendations - 2010 • Integrated Work Re-integration Model • Employer Accountability • Cost Management • Service Quality • Worker Input and Choice • Complaint Management

5. Leading Practices in Work Reintegration • Focus on “ability” rather than “disability” • Employer accountability for work reintegration • Worker centric work reintegration principles and approaches • Worker self-determination • Incentive programs for employers to retain or hire injured workers • Benefit schemes that remove long-term benefit dependency • Enhanced case management approach • Professionalization of staff responsible for work reintegration service to injured workers

6. The New Work Reintegration Program • The Vision - Reintegration to decent and safe employment • The Goal - Employment. Workers need and want jobs, as opposed to being employable, but with poor prospects for employment

7. The New Work Reintegration Program • The Program Principles • Maintain the employment relationship, wherever possible, between the worker and the injury employer, all parties have a shared obligation. • Reintegrate workers into decent and safe work, maintaining the dignity of the worker. • Provide effective and meaningful input and choice on the part of the worker, • Maintain high standards for services provided by WSIB staff, contracted parties, to ensure effective, quality services that achieve desired employment outcomes. • Manage the costs of the program • Ensure workers are fairly compensated for wage loss, recognizing the difference between pre-injury earnings and post-injury earning ability.

8. New and Improved Features • Early intervention in RTW (no later than 12 weeks) and work transition (no later than 6- 9 months) • Retraining to remain with injury employer • Active engagement of injury employer • More explicit accommodation requirements arising from Workplace Safety and Insurance Act (WSIA) and Ontario Human Rights Code (OHRC) • Penalties for employer non-cooperation • More pathways for workers

9. New and Improved Features • Increased worker input and choice • Program time limits • Recognition that part-time employment may be the best option • Relocation assistance • Employment placement and retention support services • Expanded Experience Rating window (3 4 years)

10. Roles within WR Program • Case Manager • Set RTW and recovery goals and plan return to work in collaboration with the workplace parties, complete with dates, milestones, and best outcomes required to achieve RTW and recovery • Co-ordinate and take action on planned activities and timely interventions and ensure workplace parties are well informed about what is happening, who is accountable, and what to expect

11. Roles within WR Program • Return to Work Specialist • Facilitate return to work in the workplace setting with the workplace parties (WPP). • Educate WPP on return to work principles and best practices, the rights and obligations under the Workplace Safety & Insurance Act and relevant policies • Identify RTW barriers and opportunities , and formulate a RTW plan leading to a positive RTW outcome

12. Roles within WR Program • Work Transition Specialist (New) • Provide expert advice, direction, vocational rehabilitation counselling and support workers and employers to coordinate the work transition process • Identify appropriate and realistic work transition options for workers, such as direct job entry or skills training, part-time employment, training on the job or direct job placement assistance • Employer Liaison Specialist (Refocused) • Promote Disability Management and Return to Work (RTW) by assisting employers on site to develop successful RTW programsI • Develop relationships with employers to assist them in understanding and utilizing the services of the Workplace Safety and Insurance Board (WSIB)

13. Work ReintegrationTouch-points Initial meeting between worker, CM &WTS –between 6-9 months Adjust and amend WT plan, as required Vocational Assessment completed, if needed WTS meeting @ workplace with WPPs Vocational Assessment discussed with WPPs WT plan closure and RTW outcomes communicated WT Plan approved – no later than 1yr CM addresses RTW barriers RTWS meeting @ no later than 12wks DOI • ELS assist with RTW Program Development, as needed CM = Case Manager WTS = Work Transition Specialist ELS = Employer Liaison Specialist RTWS = Return-to-Work Specialist WPPs = Workplace Parties

14. WR Program Quantitative Benefits • Early Intervention • Reduced Volumes • Older Worker Pathway • Reduced average referral time from 21mths for LMR to 9mths for Work Transition = 12mths LOE • Alignment of incentive programs • WSIB active support in workplace to locate suitable work = LOE • Increased usage of statutory lock-in for workers over 55yrs+ = LOE

15. WR Program Quantitative Benefits 4. Time limits for retraining 5. Provider Fees 6. Annual Operating Costs • Reduces average program length by one month = 1mth LOE • Fixed fees for next 2-4 years = cost control • Elimination of Primary Service Providers = operating costs

16. WR Model Qualitative Benefits • Better integration with case management; increased agility to respond to performance trends • Significant reduction in perverse influence of profit motivation on program behaviour • Increased simplicity of communication and co-ordination of services between WSIB and workers • Increased clarity of accountability

17. WR Model Qualitative Benefits • Greater assurance of workers getting the service they need when they need it • Significantly improved quality of education and training, giving workers credible credentials to seek employment • Provides for workers to have more self determination in vocational choices • Increased consistency of services provided in similar circumstances • Improved management of expectations and provides for a reasonable level of investment within clear cost parameters

18. Performance Measurement & Evaluation Framework • The Work Reintegration Performance Measurement & Evaluation Framework is intended to: • Define program success • Identify key performance indicators that will guide and inform Management decisions for the continuous improvement of the Program • Identify performance measures to ensure the Program activities or strategies in place are achieving the intended results or outcomes • Ensure transparency and accountability to WSIB stakeholders for program performance.

19. Performance Evaluation Framework • Cost Effectiveness • Demonstrated value for money • Managed costs (accountability) • Expenditures within forecast

21. Questions