Transferable Skills Analysis (TSA)

Service Description

A Transferable Skills Analysis (TSA) is an effective, simple, and cost-effective technique to assist in the vocational rehabilitation process. It is valuable for assisting people with injuries or disabilities in determining alternative vocational goals. This procedure has been used by Vocational Rehabilitation Professionals for decades. TSA is the process by which similar, related, or new jobs are identified for a person following injury or disability. These jobs are both consistent and compatible with previous work experience and fall within the range of residual post-injury functioning of the client. TSAs have withstood the test of scrutiny from the forensic and legal professions in courts of law. They may offer face validity and construct validity, for those who use the results to predict the ability of persons to return to specified jobs, following injuries or disabling conditions, based on matching capabilities and abilities. They are used to make predictions regarding future earning capacity. There are various methodologies used to construct a TSA. There are four main characteristics they all have in common: 1. Analysis of client’s pre-injury/disability employment history to make a determination of aptitudes, interests, skills, etc. 2. Determination of client’s post-injury/disability residual employment capacity. 3. Selection of post-injury/disability potential employment opportunities. 4. Labour market research to determine most appropriate vocational direction. The steps involved in completing a TSA include: 1. Information gathering (interview, review of file documentation and medical records). 2. Referencing and use of the Canadian Career Handbook, Job Bank, Occupational and Skills Information System (OaSIS), and National Occupational Classification (NOC). 3. Determining NOC codes based on a client's pre-disability or unadjusted work history profile. 4. Determining a client's post-disability (residual or adjusted) profile based on current functioning and producing a tentative job list. 5. Adding additional variables for education requirements, interests, environment, location, hazards, and discomforts. 6. Putting the information together to determine job alternatives and labour market information (wages, job availability/prospects, education/training requirements). 7. Writing a final report with background info, relevant info from interview/documents, pre-disability and adjusted profile, potential jobs, and labour market info.