Second-Track Reintegration
Reintegration agency in Beverwijk
Sometimes it is not the trade that falls away but the conditions it is carried out in. From Beverwijk we look for work that fits within the new limits, with Haarlem a quarter of an hour off and Amsterdam half an hour, recording each step the way the UWV later assesses it.
Trusted by organisations that invest in their people
What second track means
Looking for other work when the conditions block the original trade
As soon as it is established that the original role will not return and the employer has no internal alternative, the second track takes over. It begins with the question of what remains feasible; building up capacity follows, and approaching employers comes last. The sequence is described at the second track programme.
In the IJmond, something specific often plays alongside the statutory obligation. Someone who worked shifts frequently runs aground on the rota rather than on the content of the job. The role then disappears, but the craft does not, and that distinction determines where we start looking.
Our office
Second-track reintegration in Beverwijk and nearby
Our Beverwijk location sits on Gaasterland, at the edge of town. The IJmond runs on steel, engineering, logistics and healthcare, with the port area and the estates along the A9 as its centre of gravity. In a region where whole industries have to reinvent themselves, the question is not whether your trade is changing but how fast, and what you already notice of it.
About Beverwijk
Good to know about Beverwijk
Steel and engineering are in motion
The steel industry and the suppliers around it are decarbonising and automating at once. That makes roles disappear on one side and appear on the other, often within the same company.
Healthcare grows against the trend
The hospital and the institutions in the IJmond are structurally short of people, including in supporting roles. For anyone from engineering that is a less alien step than it seems.
Haarlem and Amsterdam close by
Haarlem is fifteen minutes away and Amsterdam half an hour. Including that direction means looking at a multiple of the roles in services and IT.
Gaasterland, at the edge of Beverwijk
The car can stand in front of the building and you reach the station in a few minutes. From introduction to aftercare everything can run remotely.
What the programme looks like
From intake to aftercare, step by step
These six stages together are called the second track programme. The series is fixed, the content differs per employee, and the Gatekeeper Improvement Act prescribes how everything is recorded.
Intake meeting and situation overview
In the first conversation we establish where exactly it broke down. With industrial work that often lies in lifting, in heat or in the succession of shifts, which is something other than no longer being able to do the job. The company doctor's opinion, the work history and the wishes come up alongside it, leading to an action plan that meets the requirements.
Capacity analysis & occupational health assessment
Capacity then goes on paper. The FML and the supporting documents show what work remains, with lifting, standing and irregular hours each weighed separately. What emerges forms the goal in the reintegration plan, and those involved receive monthly updates.
Career scan & personal coaching
The career scan moves attention to the employee. Tests, assignments and conversations bring their craft and their limits into view, and the resulting profile has to read clearly to an employer outside industry as well.
Labour market exploration & job matching
We then hold that profile against demand. In the IJmond, engineering, logistics and healthcare are recruiting, and Haarlem and Amsterdam widen that supply further. If the move to another sector is too large in one go, a practical period precedes it.
Active job search & network approach
During placement the employee approaches companies themselves, including those with no vacancy posted. Their CV, their profile and their preparation match the chosen direction, and every week we discuss what it produced.
Aftercare and sustainable placement
The final two months serve as aftercare. That is when it becomes clear whether the new load is sustainable and whether the work suits. Through that period the coach stays reachable, keeps the reporting up to date and draws up the closing report.
The basis for second track
Four points this programme rests on
The UWV judges the file on what has been written in it. These four points decide in practice whether that is enough.
Is it the job or the rota?
Shift work, nights and rotating duties can be assessed separately from the tasks themselves. The occupational health assessment draws that distinction, and the trade often turns out to be perfectly possible on days.
What is changing inside the company?
Automation and sustainability are removing roles here and creating others in their place. Ask which positions have newly appeared and note why they did or did not come into consideration.
Does the technical skill translate to another sector?
Maintenance, planning and safety are in demand outside industry too, at healthcare institutions and in logistics. That translation does have to be spelled out in the profile.
Where is capacity built up?
In a real working environment. Weeks in a work experience placement show which load holds, and that period counts demonstrably.
A sustainable next step
The employee works under conditions they can manage, and the file shows how that choice came about.
Steel, engineering, logistics and healthcare
Why employers in Beverwijk and the IJmond work with us
Steel, engineering and logistics give this region its shape, with healthcare as a large employer beside them. Absence here regularly arises from physical load or irregular shifts, and that calls for a different analysis than office work does.
Shift work is often the sticking point
Night duties and rotating rotas demand a recovery that is not always there any more. Take that element away and enough of the trade itself usually remains to carry on with.
Industry is changing from within
Sustainability and automation are shifting the work inside the same companies. New roles are therefore appearing as well, only they ask for different skills than they did ten years ago.
Healthcare takes on technical people
Hospitals and institutions in the IJmond recruit continuously, including for facilities, maintenance and planning. For someone with a technical background that move is smaller than it looks.
Everything goes on paper straight away
Agreements and outcomes are recorded the same day, date included. Nothing needs updating afterwards.
Questions from Beverwijk and the IJmond
What employers here put to us
At what point should the second track begin?
Week 52 is the upper limit, and the moment the company doctor indicates the original work will not return, that is your cue. With physical complaints, starting early counts for extra, because building up takes time there. The duration per stage is set out at the duration of a second track programme.
What are the costs of a second-track programme?
That follows from the duration and from what you deploy. Placement alone covers little; add assessment, coaching and a practical period and the whole becomes more substantial. The composition and the amount are settled before anything begins.
Our employee only cannot do nights any more. Is the second track needed then?
Not necessarily. If the trade is possible on day shifts, an internal solution is the obvious route, and you record why it did or did not work out. If no day-shift version of the role exists within the company, the second track comes into view after all.
How do you determine the search area?
As far as the load permits. Heemskerk, Velsen, IJmuiden, Castricum and Uitgeest are close by, Haarlem a quarter of an hour away and Amsterdam half an hour. We agree that boundary in advance.
Where is Care4Careers in Beverwijk?
Gaasterland 8, 1948 RG Beverwijk, at the edge of town. Announce when you are coming and we will put someone on it.
Which towns belong here?
Heemskerk, Velsen, IJmuiden, Castricum, Uitgeest and Haarlem are included. Amsterdam lies half an hour away.
Something still open? Put it to us; the first conversation commits you to nothing.
Contact with your coach
Reintegration coaches in Beverwijk
The employee keeps the same coach and you have one point of contact. What happens and what is recorded therefore stay together.
Reintegration near Beverwijk
Second-track reintegration throughout Noord-Holland
The same approach applies for employers in Heemskerk, Velsen, IJmuiden, Castricum and Uitgeest.
At the Gaasterland we also provide outplacement and career coaching. Our other addresses can be found at our locations.
Care4Careers location Beverwijk
What can we think along on?
State in the form when the absence began and whether the employee worked shifts. We will come back to you afterwards. Het Gaasterland sits on the edge of town.
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