Vocational rehabilitation is a dynamic process consisting of a series actions and activities that follow a logical, sequential progression of services related to the total needs of a person with a disability.
The process begins with a referral and ends with the successful placement of the individual in employment.
Following injury or the onset of physical or mental problems affecting vocational performance, individuals may undergo a vocational assessment as part of a range services to assist a client in achieving their rehabilitation needs.
Vocational assessments are used because individuals typically do not have precise occupational goals and aspirations. They may have insufficient or inaccurate information on the labour market and limited self-knowledge of their own interests and abilities. Assessment is often an important part of such services, and vocational rehabilitation specialists seek to determine the nature of the client's interests, (remaining) functional abilities, and coping resources.
The setting (i.e. litigated or non-litigated) the vocational evaluation takes place in is very important.
Non-litigated
Vocational Rehabilitation is a relationship that works in part because of clearly defined rights and responsibilities held by each person. Client’s utilizing the services of a Vocational Rehabilitation Practitioner have certain rights that are important for to know about so they can make the most appropriate decisions for their situation.
As part of the VR process, Vocational assessment can be used to:
- plan a course of action;
- enhance client self-knowledge and vocational decision-making abilities, and;
- predict realistic employment outcomes that result in successful client vocational rehabilitation
Litigated
It litigated matters; Vocational Assessments are used to provide admissible evidence in a court of law. Vocational Experts use their technical and specialized knowledge to evaluate an individual’s ability to work.
Vocational Experts are asked to provide an unbiased and objective opinion based on the set of assumed facts. They may be asked to provide an opinion regarding appropriate alternate employment for a litigant, their wage earning capacity, return to work barriers, and/or make recommendations to overcome such barriers.
In litigated matters, a client-counsellor relationship is not established.