8 TIPS for Managing Your Workers' Comp Program

1.  Design & Development
All materials such as templates, forms, sample letters, etc. for use throughout the life of your WC program are designed and put into use. 

The Return To Work Coordinator needs:
1.   Work Ability Form
2.   Employee Brochure
3.   Supervisor Wallet Card
4.   Medical Provider Brochure
5.   Employee Contact Log
6.   Form Letters to Treating Physicians
7.   Form Letters to Adjusters
8.   Form Letters to Employees
9.   Supervisor's Guide to Work Injuries
10. Training Materials for Supervisors

You may review some sample forms at Free Workers Comp Forms

2.  Training & Implementation
All employees  from top management to individual workers involved in the workers' compensation/injury management process are trained so as to be  up-to-date and comfortable with new forms, policies, and procedures.  Training is followed by actual implementation -- going-live --when all new changes are officially adopted.

 3.  Program Awareness
It is important to keep all members of senior management aware of progress and major changes, even those not directly involved in the project.  This should  take place periodically throughout the project to allow for discussion and issue resolution well in advance of program training and implementation.  However,  once all documents, policies and procedures are finalized, it is extremely important to meet with senior management to advise them of the changes and allow for any questions or concerns prior to training and implementation.

4.  Training
Communication  is the key to a successful program! Prior to implementing a workers' compensation program it is important all employees are aware of changes and key personnel are trained using new forms and procedures. Some key training activities include:

1.  Inform supervisors  of day-to-day responsibilities.
2.  Inform all employees  of new processes; emphasize benefits and encourage participation.
3.  Distribution  of new policies and procedures.
4.  Promote  program via memos, brochures, posters, newsletters, acknowledgment, etc.
5.  Reinforce  management commitment via newsletters/key inquiries by top managers.
6.  Identify  and document transitional duty tasks.
7.  Incorporate  new policies/procedures into human resources packet for current employees and new hires.

5.  Going Live!
Once all training and communication to employees is completed the program is ready to be rolled out.

Tracking methods should be implemented and all forms must be available and ready to use.  At this point the program is ready to be adopted in full.

6.  Monitoring & Management
After implementation,  the company demonstrates results by:

1.  Declining  injury rates.
2.  A shift  in the return-to-work ratio showing most injured employees return to work sooner.
3.  A significant  decline in the cost per employee (discussed in performance goals module).

7.  Procedures to Implement
1.  Correct  completion of forms and claim tracking documents after injuries.
2.  Communication  between all players throughout the claim process.
3.  Cooperation between  your company and your claims administrator.
4.  Use of  standardized documents/templates to communicate with injured employees, treating physicians, internal managers and your corporate office.

8.  Ensure continued success by:
1.  Continuous review, analysis, and refinement of processes.
2.  One-hundred  percent attendance at claim review meetings with your claims administrator.
3.  Review  of loss data. (workersxzcompxzkit)
4.  Revisions  to resource guides, brochures and forms, as needed.
5.  Continual  improvement of relationship with local medical providers.