Our highly credentialed vocational rehabilitation and life care plan experts write about topics that are important and relevant to our areas of practice. If you have a vocational or life care planning topic you would like to learn more about, please contact us to request a blog post on that topic.
Life Care Planning: What is the Foundation?
A Life Care Plan (LCP) is a dynamic document based on published standards of practice, assessment, and research which outlines future needs and costs for individuals with catastrophic injuries or chronic health needs. The LCP is an essential component of assessing future medical costs in litigated matters and offers a detailed road map for quantifying future damages. But, what is it based on? How do life care planners determine which goods and services to add to the plan, and how can we be sure that the plan neither overfunds nor underfunds future expenses?
Life Care Planning involves a specific procedure, governed by published best practices and generally accepted methodologies. An item listed in a LCP is considered a probable occurrence with a greater than 50% likelihood of occurring in the future. There are three main ways of determining whether to include an item in a LCP, and it is common practice to use one or more methods when building a plan. First, Life Care Planners carefully review available medical records paying particular attention to recommendations offered by treating physicians and independent medical examiners. If the recommendations are stated clearly with a likely onset date, frequency of occurrence, and duration of treatment, the item can be added to the plan if the provider is clear about the probability of occurrence. Unfortunately, most medical treatment notes lack one or more essential components when discussing treatment plans that prevent the simple population of the LCP.
A second and more common approach to researching a LCP is to communicate directly with the treating providers. The simplest method is to generate a comprehensive set of questions asking for specific recommendations, frequencies, and durations. The benefit of such an approach is the ability to ask detailed relevant questions of the treaters to cover most future medical scenarios. The challenge is that these written questionnaires can become quite long, which may dissuade busy providers from taking the time to reply. In many cases, an in-person or telephone conference can usually provide the necessary information needed by Life Care Planners and allows for follow-up questions and other queries to provide a richer plan.
Finally, Life Care Planners can turn to the literature to determine likely future medical needs. When using published research, it is important to ensure that the studies or publications involve a sufficient sample size of study participants who closely approximate the demographic qualities of the plan’s subject. For research to be relevant, publications should be recent, appear in peer-reviewed journals if available, and add important information regarding frequency, duration, and the probability of occurrence.
A thorough, defensible LCP is constructed using the best available information. However, the individual’s needs may change over time pending updated medical treatment information, the passage of time, or technological advancements. Therefore, it is important to remember the flexible, dynamic nature of the report and recognize that even the best plans are subject to change.
We offer complimentary consultations concerning "hypothetical matters." To strategize with one of our experts at Stokes & Associates, please call David Barrett at 504-454-5009 or email dbarrett@stokes-associates.com.
Larry S. Stokes, Ph.D.
Aaron Wolfson, Ph.D.
Lacy Sapp, MHS, CRC, LPC, LRC, CLCP
Todd Capielano, M.Ed., LRC, CRC, LPC, CLCP
What's in a job? Using the DOT as a basis of vocational evaluation.
Determining wage-earning capacity has its roots in the analysis of transferability of skills, and the transferability of skills to other jobs has its roots in the DOT. The DOT, or Dictionary of Occupational Titles, a publication of the U.S. Employment Service (USES), has been used since 1939, thereby having decades of information and research on which it is based. The DOT provides a wide range of occupational information with application to job placement, occupational research, career guidance, and labor market information. The DOT, however, does not provide information about wages, hours worked, or other contractual issues.
The DOT defines occupations, not jobs. Job requirements are defined by the particular employment situation. The USES specifically recommends when specific job requirements are needed that information should be supplemented with data from jobs in the relevant community. Changes in job requirements due to technological advancement, labor market conditions and job task restructuring continue to occur at a rapid pace making the gathering of specific duties of a job essential.
The DOT is assigned a unique code which includes information about the industry, category, division and groups to which the occupation belongs. The code provides information regarding the worker functions and training needed to perform the job. Training is identified by the specific vocational preparation time or skill attainment it takes to learn the job. Skill levels are outlined as unskilled, semi-skilled, and skilled. The general educational development is also defined in the code. Education and training are achieved through school, technical programs, military, work experience, and apprenticeships. The general educational development includes reasoning, math and language development.
Particularly important is the identification of the Physical Demand Strength rating included in the DOT Code. This rating corresponds to physical restrictions outlined by an evaluee’s treating physician and is often the basis for determining which occupations may be appropriate post-injury. The strength rating is expressed by five terms which are generally described as follows:
Sedentary – Exerting up to 10 lbs. of force occasionally, and/or a negligible amount of force frequently. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time.
Light – Exerting up to 20 lbs. of force occasionally, and/or up to 10 lbs. of force frequently, and/or a negligible amount of force constantly.
Medium – Exerting 20-5- lbs. of force occasionally, and /or 10-25 lbs of force frequently, and/or greater than negligible up to 10 lbs. of force constantly.
Heavy – Exerting 50-100 lbs. of force occasionally, and /or 25-50 lbs. of force frequently, and/or 10 to 20 lbs. of force constantly.
Very Heavy – Exerting in excess of 100 lbs of force occasionally, and/or in excess of 50 lbs. of force frequently, and/or in excess of 20 lbs. of force constantly.
Although some consider the DOT outdated, it is still the best-published source for occupational information we have. It is a guide or starting point that is supplemented by research conducted by the prudent Vocational Rehabilitation consultant.
We offer complimentary consultations concerning "hypothetical matters." To strategize with one of our experts at Stokes & Associates, please call David Barrett at 504-454-5009 or email dbarrett@stokes-associates.com.
Larry S. Stokes, Ph.D.
Aaron Wolfson, Ph.D.
Todd Capielano, M.Ed., LRC, CRC, LPC, CLCP
Lacy Sapp, MHS, CRC, LPC, LRC, CLCP
How do Transferable Skills Influence a Vocational Assessment?
When determining factors related to post-injury earning capacity, the individual’s vocational profile is analyzed in order to assess viable post-injury employment options. A vocational profile includes key elements such as age, level of educational attainment, work history, vocational test results, transferable skills, and residual limitations. Transferable skills are those skills that are typically acquired through education, training, work experience and leisure activities, and can be generalized to alternate types of jobs.
Transferability is most probable and meaningful among jobs in which:
The same or lesser degree of skill is required;
The same or similar tools and machines are used;
The same or similar raw materials, products, processes, or services are involved.
Transferable skills vary regarding how cleanly applicable they are among jobs. In general, the greater the degree of acquired work skills, the less difficulty an individual should experience in transferring skills into other jobs.
At Stokes & Associates, we use vocational inventories along with conducting a transferable skills analysis to identify those transferable skills that can assist with post-injury career exploration and job search. Appropriately identifying one’s transferable skills can allow for an easier adjustment and transition back into the labor market post-injury.
We offer complimentary consultations concerning "hypothetical matters." To strategize with one of our experts at Stokes & Associates, please call David Barrett at 504-454-5009 or email dbarrett@stokes-associates.com.
Larry S. Stokes, Ph.D.
Aaron Wolfson, Ph.D.
Todd Capielano, M.Ed., LRC, CRC, LPC, CLCP
Lacy Sapp, MHS, CRC, LPC, LRC, CLCP