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Useful tools

Checklist—the health assessment process for managers

Before the health assessment

Have I…

  • familiarised myself with my agency's health assessment policy?
  • spoken to my human resources team or had a case manager assigned to the case? Have I discussed any concerns about the process with human resources?
  • got a clear understanding of why a health assessment is necessary and what it will achieve?
  • reviewed the employee's leave balances and requested any outstanding leave applications? Have I spoken to the employee about their options if they have limited leave available?
  • spoken to the employee about them undergoing a health assessment, and the reasons for the decision? Have I provided the employee with a copy of my agency's health assessment policy?
  • checked whether the employee has been directed, in writing, to undergo a health assessment?
  • informed the employee of their right of review?
  • checked if the employee has submitted or has a workers' compensation claim? Have I asked if the employee has undergone, or will be undergoing, any Comcare-related medical assessments? Have I considered the timing of the agency-initiated health assessment based on this information?
  • checked whether my human resources team has provided the details of the health assessment to the employee? Does the employee know where to go and who they are seeing? Has the employee been advised if the appointment will count as work time?
  • checked that my human resources team has rescheduled the appointment if the employee is unable to attend?
  • asked the employee if they require an interpreter or reasonable adjustments for the health assessment?
  • asked the employee if they would like a support person to be present at the health assessment? Have I made sure the employee knows that the support person cannot participate in or comment on the health assessment?
  • contributed to the set of questions for the medical practitioner to consider? Have I collected and packaged any relevant information for the medical practitioner, including duty statements and information on the employee's work environment.
  • encouraged the employee to speak to the Employee Assistance Program if they require additional support? Have I spoken to the Employee or Manager Assistance Program if I require additional support?

After the health assessment

Have I…

  • confirmed with my human resources team that they have received a copy of the report? Have I received a copy of the recommendations from the report?
  • revisited the reasons for undertaking the health assessment? Have the original objectives of the health assessment been met? Have all my questions been sufficiently answered? Is there anything I am unclear on? Do I have all the information I need to proceed? Have I identified the next steps?
  • discussed the options based on the medical practitioners recommendations with the employee and the human resources team? Do I have all the information we need? Have all my questions been addressed? Have all of the employee's questions been addressed?
  • informed the employee of what they need to do if they disagree with the health assessment report?
  • considered all aspects of the medical advice from the health assessment report? Have all medical recommendations been complied with?
  • confirmed that the employee knows and understands what the next steps are?
  • encouraged the employee to speak to the Employee Assistance Program if they require additional support? Have I spoken to the Employee or Manager Assistance Program if I require additional support?
Management tools for health and productivity in the APS
Management tool Purpose
Health clearance as a condition of engagement Section 22(6)(e) of the Public Service Act 1999 and Regulation 3.1 of the Public Service Regulations 1999 provide the circumstances related to a health clearance as a condition of engagement.
Health checks Voluntary screening for lifestyle risks of chronic disease in the workplace setting in order to promote individual behaviour change. Health checks assist agencies to target health promotion activities.
For more information see your human resources team.
Flu vaccination Voluntary vaccination program offered to employees to prevent/reduce short term seasonal absences from influenza.
For more information see your human resources team.
Health promotion activities Promote healthy lifestyles in the workplace setting through provision of personal health resources and behaviour change programs. Health promotion activities improve employee health and wellbeing.
Employee assistance program Provide confidential, independent support and help employees to implement strategies to manage their health and wellbeing and a healthy life balance.
For more information see your human resources team.
Performance management framework A process to clearly establish and review an employee's work responsibilities, resourcing, support and performance expectations. Performance management links an employee's work-plan and the organisation's goals and objectives and identifies employee learning and development needs.
For more information see your human resources team
Regular management conversations Build trust where injury, illness or disability is affecting ability to work. Regular management conversations enable flexible arrangements, support or assistance to accommodate health circumstances, and help employees and managers manage recurrent or chronic conditions.
Absence management Actions to understand and manage recurrent or extended health-related absence to reduce unplanned work absence and improve productivity.
For more information see your human resources team or visit www.apsc.gov.au/publications-and-media/current-publications/turned-up-and-tuned-in.
Medical certificate / certificate of capacity Provide work applicable medical advice that can help with work accommodations based on an employees' medical condition. Medical certificates provide medical information on work capacity to enable reasonable adjustments.
For more information see your human resources team or visit www.apsc.gov.au/publications-and-media/current-publications/turned-up-and-tuned-in.
Rehabilitation case conferencing Work-focused conversation usually between the workplace (manager or case manager), the employee and their general practitioner to clarify capacity of the individual to perform certain tasks, and the capacity of the workplace to accommodate them. Rehabilitation case conferencing can help to identify and address barriers to stay at or return to work.
For more information see your human resources team or agency case managers.
Occupational health services(such as workplace assessments and rehabilitation services) Provide services to help managers to meet their responsibilities in providing safe work and to make reasonable adjustments. This includes modifying the work (for example, duties, hours or workload) and implementing strategies to help the employee manage their health and participate in work.
For more information see your human resources team.
Health assessments Regulation 3.2 of the Public Service Regulations 1999, enables an agency head to direct, in writing, an employee to undergo a medical examination, by a nominated medical practitioner, for the purposes of assessing the employee's fitness for duty.
For more information see your human resources team.
Rehabilitation program Rehabilitation assessments and programs are covered by the Safety Rehabilitation and Compensation Act 1988 for employees suffering compensable injury resulting in an incapacity for work.
For more information see your human resources team.

Templates

The following templates are available as a MS Word file.