wordpress.com … · web viewprocess owner: director, labor and service department, nav date:...

REPORTOF

WORK CLARIFICATION PROCESS in NAVProcess owner: Director, Labor and Service Department, NAV

Date: 04.08.2017Version: 0.1

Important:

This is not an authorized version of an internal process in NAV – but the result of a couple of meetings with employees in the System.

Our/my opinion as the Customer of the process is described In

2. Management – the current situation

3. Labor and information flow - the current situation

1 Introduction

Supporting aid - in interaction with user and workplace can consist of:

A. Professional mapping and awareness raising of health challengesB. Mapping job seekers' skills and competences, matching the employer's needsC. Competence transfer, adaptations and follow-up in the employment relationship

This report on the Labor Clearance Process (Item B) contains:

• A description of who is the client's customer and what is produced• A description of some characteristics of the management part of today's process• A process model that shows today's information and workflow• A description of some characteristics of the resource part of today's process• A list of weaknesses and enhancements identified• Proposals for improvement in today's process

Customer and result - the current situation• The process's customers are all job seekers with health challenges and Tourette's syndrome, ADHD and high-functioning autism (Asperger).• The results of the process help identify the individual's challenges, work ability and work opportunities - focusing on the individual's resources.

2. Management - the current situation• Management of the process is delegated to different roles in the NAV system: Management / Office and Head of Department / Career Advisor internally and / or contracting parties on a contract of 4 years.• The process is complex and can last from ½ to 4 years• Is there a common understanding of the process, or is the understanding dependent on the individual?• Do assistance and support processes have adequate quality, from the customer’s perspective, as the overall goal? How is this measured?

3. Labor and information flow - the current situation• There may be as many as 10 roles in the support device involved for up to 4 years.• Including sick / vacation traders and new entrants, as well as new tenders, this may mean that the Customer must relate to a large number of persons.• Many people in the support can be very problematic if the assistance expertise is personal.• The roles in the support device can be from 6-8 different organizational units, with physical, system and cultural distance.• Personal and health information is sensitive and the Customer will have control over who will gain access and reach.• The customer's own understanding of challenges and opportunities is very important.• Due to fear of stigmatization, the Customer may be reluctant to provide information about the support of the support / employer.

4. Resources - the current situation- to be written

5. Weaknesses and Enhancements- to be written

6. Proposals for improvement- to be written

Symbols in the RIS-diagram:

Manual activity Manual activity optional

Manual macro Manual macro optional

Automatic activitity Automatic activity optional

Interaction

Handover

Choice

Repetition

BeskrivelseArbeidssøker

Nr. Aktivitet Ressurser

1 Medical examination• Additional problems hide cause (ADHD and Asperger)?• Asperger is a 'new' diagnosis• Is insufficient insight into your own situation?• Do not want to tell about problems? May not be referred to the investigation - but can be advised by

health professionals to "get along"?

Helsejournal

2 Job seeker without diagnosis, with good theoretical abilities NAV-internettportal3 Application for support

• Search and attach documentation from Health ServicesNAV-internettportal

7 Employability Rating• Challenges the job seeker has• Obtain any documentation from Health Services• Assess measures that are relevant

Prosess

8 Employability Rating• Basis for Labor Clearance• Labor clearance can take many years if not correct measures.• Many job seekers give up and receive disability benefits.

Prosess

9 Work assessment• Mapping competence• Strengthen jobseekership skills• Promote job seeker to network• Clear mentoring with employer• Declare any support scheme with employer

Prosess

10 Work assessment• Can take many years if not correct measures• Many job seekers give up and receive disability benefits

Prosess

11 Accompanying measures• Strategies and contact person for changes in working conditions

Prosess

Fastlege


1 Helseundersøkelse Tilleggsproblemer skjuler årsak (ADHD og Asperger)? Asperger er en ny diagnose Mangler innsikt?

Pasient ønsker ikke å fortelle om problemer? Gir pasient råd om ‘å ta seg sammen’?

System: Helsejournal


7 Arbeidsevnevurdering Utfordringer arbeidssøker har Gi innspill og dokumentasjon til NAV Vurder tiltak som er aktuelle

Prosess

8 Arbeidsevnevurdering Grunnlag for Arbeidsavklaring

Arbeidsavklaring kan ta mange år hvis ikke riktig tiltak. Mange arbeidssøkere gir opp og blir uføretrygdet

Prosess

Spesialisthelsetjenesten


1 Diagnostiser Tilleggsproblemer skjuler årsak (ADHD og Asperger)? Asperger er en ny diagnose Spesialisthelsetjenesten mangler innsikt? Pasient ønsker ikke å fortelle om problemer?

Prosess

7 Arbeidsevnevurdering Utfordringer arbeidssøker har Gi innspill og dokumentasjon til NAV Vurder tiltak som er aktuelle

Prosess



Prosess

NAV - Kontor


2 Standard arbeidsavklaring for arbeidssøkere uten diagnose. Vedtak er basert på arbeidstakers beskrivelse av egne ressurser. Skolegang/studier gir grunnlag for vedtak om at vedkommende ikke trenger bistand til å søke jobb.Det er ingen oppfølging fra NAV før ny søknad foreligger?

Saksbehandlersystem

3 Langtidsledige kan søke om arbeidsevnevurdering NAV-internettportal

4 Vedtak om arbeidsavklaring NAV-internettportal

5 Sender konkret bestilling til Arbeidsformidler som er intern enhet i NAV eller Eksterne bedrift: Anbud (hvert 4. år)

E-post/Internpost/papir

6 Saken tildeles en Karriereveileder som har bistandskompetanse for personer innen Tourettes syndrom, ADHD og/eller Asperger.

Papir/møte

7 Arbeidsevnevurdering Utfordringer arbeidssøker har Innhent eventuell dokumentasjon fra Helsetjenester Vurder tiltak som er aktuelle

Prosess




Prosess

NAV - Hjelpemiddelsentral


7 Arbeidsevnevurdering Utfordringer arbeidssøker har Innhent eventuell dokumentasjon fra Helsetjenester

Vurder tiltak som er aktuelle

Prosess



Prosess

NAV - Forvaltning




Prosess



Prosess

Arbeidsformidler (Enhet i NAV eller en oppdragstaker på vegne av NAV) - Avdelingsleder


6 Tildel Karriereveileder Basert på tilgjengelig informasjon Basert på tilgjengelig personale med riktig kompetanse

Saksbehandlersystem



Prosess



Prosess

Arbeidsformidler (Enhet i NAV eller en oppdragstaker på vegne av NAV) - Karriereveileder


7 Arbeidsevnevurdering Utfordringer arbeidssøker har Innhent eventuell dokumentasjon fra Helsetjenester Vurder tiltak som er aktuelle

Prosess



Prosess

Bedrift - Avdelingsleder


12 Arbeidsavklaring og Oppfølgingstiltak Må ha bistandskompetanse Kontaktperson ved endringer i arbeidsforhold

Prosess

Bedrift - Fadder


12 Arbeidsavklaring og Oppfølgingstiltak Må ha bistandskompetanse Kontaktperson ved endringer i arbeidsforhold

Prosess

wordpress.com … · web viewprocess owner: director, labor and service department, nav date:...

Documents