THE LEADER in Work Injury Management & Prevention Systems

 
Solutions for Employers
DSI Work Solutions (DSI)
assists employers in the design, development and implementation of successful work injury management systems that produce substantial savings with workers’ compensation and medical disability costs. Methods that DSI has developed are used throughout the United States and internationally to reduce/eliminate injuries and lost time while improving worker health and productivity. These methods streamline the work injury management process and provide objective information from which better hiring and return to work decisions can be made.

The success of DSI Job Function Matching® system is based on the objective matching of a worker’s functional ability with the functional demands of a job. It enhances the employer’s existing work injury management process by reducing musculoskeletal injuries and the impact on both the worker and the employer. It includes components of prevention, rapid return to work, disability management and job modification.

JFM System: The Process
Policies, Procedures and Business Rules:
To assure that the process that is designed and developed achieves full potential will requires policies, procedures and business rules to be developed and integrated into existing documents. DSI will work closely with the appropriate individuals to develop appropriate policies, procedures and business rules.

Outcome Monitoring and Continuous Improvement:
DSI will assist the employer in identifying the outcome variables that need to be monitored on an ongoing basis. Measurement of change in injury rate, lost time, restricted time, medical cost, disability cost and productivity allow the employer to determine the impact of the Job Matching Process and to target areas that can be improved further.

Assessment:
The first step in the DSI method is to assess the employers past ability or lack of ability to “control” their work injury management process. The assessment of a company’s work injury prevention and management process includes a risk and financial loss assessment associated with work injuries. It identifies the resources and capabilities of the current process and identifies opportunities for the employer to achieve its full potential. It focuses on the resources, programs, policies, procedures and practices that are in place. It provides a forum to identify issues, concerns and needs.

Strategic Planning:
DSI works with key players inside and outside the company to develop a plan to identify and resolve the issues and concerns of each company. We define the goals, requirements and timelines that the employer needs to implement the opportunities identified in the assessment. An estimated return on investment is provided to demonstrate the impact the plan implementation will have on the company.

Implementation:
Implementation of the strategic plan may include some or all of the DSI work injury prevention and management components. These components provide objective information from which decisions can be made and form the foundation of a successful work injury management process.

A. Injury Prevention: If a worker has the capacity to perform his/her job and if the work does not require greater physical ability than the worker can provide, the risk of injury is reduced. The components of injury prevention utilize job function matching.

B. Job Function Analysis: Identifies essential job functions, functional requirements, ergonomic needs, education, training and equipment
  1. Job Function Descriptions: Document the physical requirements needed to perform the job safely.
  2. Job Function Tests: Physical tests that replicate the physical job demands, ADAAA compliant tests used for hiring, placement and return to work.
  3. Functional Ergonomics: Identification of changes in the work area or techniques used to perform the job to reduce the risk of injury.
  4. Education and Training: Enhance education and training programs to assure workers have the skills and knowledge to perform their jobs safely and efficiently.
  5. Fitness and Conditioning: Programs designed to increase flexibility, strength, and endurance to minimize injury risks.
C. Return to Work: Return to work after injury can be accelerated with the information from Job Function Matching. This process provides objective information on the worker’s capability to safely perform the essential functions of the job.
  1. Job Modification/Transitional Work: Job Function Matching objectively identifies areas of discrepancy between the job requirements and the ability of the worker. These discrepancies identify areas for job modification or when necessary, a temporary alternative job.
  2. Early Intervention: To eliminate or reduce lost time, the Job Function Match can indicate which tasks have to be eliminated or modified temporarily. As healing or treatment progresses, ongoing matching can upgrade the worker until he/she is back at full or maximum duty.
  3. Acute Therapy Treatment: Acute therapy treatment is not traditionally work focused, the use of the Job Function Description can show the therapist what functions need to be emphasized in the treatment plan. This adds work readiness to traditional treatment and job modification can be considered. When the Match shows readiness to return to work, additional unnecessary medical care and lost time can be reduced.
  4. Work Conditioning: In a work focused rehabilitation program, the Job Function Test is used as an entrance examination to identify the functional goals to return to work. Documentation is enhanced for decision makers as the Job Function Match is used for entrance, interim and discharge evaluations.
  5. Disability Management: Adding measured work ability to information to traditional disability evaluations improves clarity regarding the ability to work. Return to work is the goal of many disability cases and this brings relevance and objectivity to the decision making process
D. Transitions: When an employer makes changes in what a worker does and when skilled workers get older, Job Function Matching provides information to the worker and the employer of the worker’s capability to safely perform the essential job functions.
  1. Job Transfer: When a worker changes from one job to another, the job Function Test can identify if the individual has the physical and functional abilities to perform the new job tasks. This assists the decision process for both the worker and the employer.
  2. Aging Workforce: The aging process changes functional and physical abilities. If work ability declines this could produce a risk for both the worker and the employer. The Job Function Match can assist in identifying restorative or job modification options. Valued workers can be retrained to work safely and productively in jobs that match their abilities.
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