THE LEADER in Work Injury Management & Prevention Systems

Solutions for Healthcare Providers
The concepts and methods that DSI has developed evolved through collaboration with leading occupational health professionals, researchers, case managers, employers, unions and employees (healthy and injured). DSI has been a direct provider of services, strategic planners to occupational health/rehabilitation groups, employers, consultants, educators and researchers. They have assisted numerous healthcare professionals worldwide in designing and delivering state of the art occupational health/rehabilitation services. They have successfully worked with all sizes of healthcare practices from a single provider to multi-site, internationally recognized, healthcare corporations. The methods that DSI have developed are considered the “Gold Standard” in the healthcare industry. The DSI process is successful because it involves the employer and the healthcare provider in a partnership approach. It provides a win/win/win situation for all parties concerned (employer, healthcare provider and employee).

The services that DSI can provide healthcare professionals include but are not limited to the following:

Occupational Health and Rehabilitation Development/Strategic Planning:
The design, development and implement of a successful occupational health/rehabilitation service require careful planning. The services need to reflect what the market wants, needs and is willing to pay for. The healthcare professional needs to create a service that is going to standout in a crowded market place. The service needs to be effective and cost efficient. The employer needs to see a return on investment when they engage the services of a healthcare professional. DSI’s strategic planning process includes:
  1. Analysis of the current occupational health/rehabilitation services and resources.
    • Identify current model of injured worker care and what components match the return to work continuum of early intervention, immediate care, functional evaluation, functional restoration, job matching, work conditioning, and job modification.
    • Compare current staffing and training to successful occupational rehabilitation models.
    • Conduct internal focus groups regarding competencies, coordination of services, staff development and outcomes
    • Identify strengths, areas for change and opportunities for growth.
    • Determine the financial considerations to create a competitive service.
  2. Analyze the local consumer market and determine opportunities.
    • Identify potential consumers of the occupational health/rehabilitation services.
    • Identify competitors for occupational health/rehabilitation services.
    • Conduct focus groups with potential customers to determine needs, identify strengths and weaknesses in the present healthcare delivery system, and identify desired outcomes.
    • Explain the benefits of a comprehensive program, integration of occupational health/rehabilitation for efficiency and flow, best employer outcomes and optimized financial performance.
  3. Determine space, equipment, staffing and training needs to support a successful occupational health/rehabilitation service
  4. Provide assistance in the development of a budget and determine and estimated return on investment.

Job Function Matching Education and Training:
The core of a successful occupational health/rehabilitation service is ability of the healthcare practitioner to objectively evaluate the physical and functional ability of a client, objectively determine the physical and functional requirements of jobs, design treatment programs that focus on a rapid and safe return to a specific job and make appropriate recommendations to workers and employers on work methods to eliminate or reduce the risk of injury.
  1. Job Function Analysis- Understand the essential functions of a job and objectively measure the physical demands of those functions
  2. Functional Ergonomics- Identify stressors in work flow, postures, forces and repetition and make recommendations to improve or eliminate those stressors
  3. Job Function Descriptions- Organize, document and validate information obtained in job analysis
  4. Job Function Testing- Create a test to evaluate an individual’s ability to perform the essential job functions
  5. Job Function Matching- Identify areas where individual is safe to perform tasks, where they do not meet demands, and make task modification suggestions for transitional or adapted work
  6. Function Based Rehabilitation Programs- Develop conditioning programs to close gaps identified in Job Function Matching
  7. Rapid Return to Work Programming- Expedite safe placement at work performing tasks identified in this process

Outcome Development and Analysis
Monitoring outcomes is a critical component of a successful occupational health/rehabilitation service. Outcomes will demonstrate the effectiveness of the services delivered and provide feedback on areas that need attention or improvement.
  1. Analysis of the healthcare provider’s outcome system and its results
  2. Analysis of the employers outcome system and its results
  3. Facilitating team design of simple but effective outcome system
  4. Evaluation of rehabilitation outcome systems available for purchase
  5. Using outcomes in marketing and in program enhancement

Building Relationships with Employers
DSI assists healthcare professionals in the design and development of quality occupational health/rehabilitation services and works with the provider to establish or enhance relationships with employers. Additional consulting services provided by DSI include:
  1. Marketing and Sales Support:
    • Consult with the healthcare professional to develop an appropriate strategy and sales process to secure an employer’s business.
    • Participate in a presentation (in person or conference call) with the employer and healthcare professional to discuss the services that can be provided by DSI and the healthcare professional.
    • DSI will provide a comprehensive assessment of an employer’s current work injury prevention and management process as discussed in the section Solutions for Employers. The assessment will be done as a partnership with the healthcare professional.
    • The proposal that will be presented to the employer will be done jointly with the healthcare provider and DSI.

  2. Implementation Process Support:
    DSI will assist the healthcare provider in the design, development and implementation of work injury management and prevention services with an employer. The implementation process will be coordinated with the healthcare professional to assure that the employer receives a high quality service that meets the goals and objectives that were established. DSI will be directly involved with the implementation process to the extent agreed on by the employer and the provider. Once the employer process has been put into place, DSI can provide an oversight role with the provider and the employer to assure the goals and objectives of the project are met. The day to day operation of the established process will be provided by the healthcare professional.

  3. Outcome Monitoring and Continuous Improvement Support:
    DSI will work with both the employer and the healthcare professional in the identification of outcomes statistics that should be monitored on an ongoing basis to measure the success of the process that has been installed. Procedures and responsibilities will be developed for the collection of data, analysis and reporting.

    DSI can be retained on an on-going basis to participate in the outcome monitoring and continuous improvement process. DSI’s role may include the following:
    • Assist in the analysis and interpretation of outcome data.
    • Be available via telephone and e-mail to answer questions or address concerns of the employers and/or healthcare professional.
    • Conduct onsite follow-up services that may include but not be limited to:
      • Audit components of the established work injury management and prevention process to assure that the established strategic plan is reflective of the needs of the employer.
      • Review ergonomic and safety program progress and provide input as needed.
      • Provide training to both the healthcare provider and the employer on information that will enhance the process.
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