Second-Track Reintegration
Reintegration office in Dordrecht
If an employee cannot resume their own work, it is important to look at suitable work with another employer in good time. Care4Careers guides the second track from Dordrecht, with attention to the physical demands that play a part in the maritime cluster, and with a case file shaped around the gatekeeper review.
Trusted by organisations that invest in their people
What the second track is
Other work outside the organisation, recorded with proper grounds
As soon as it is established that the employee will not return to their own work and there is nothing suitable internally, the second track comes into view. The first step is to determine which activities remain feasible, after which the employee rebuilds capacity and turns towards other employers. The phases are worked out at the second track programme.
Besides the statutory obligation, there is a practical reason to begin early. Moving on from physical work takes time to explore a new direction, and that time only exists when the programme gets under way before the deadlines start to bite.
Our office
Second-track reintegration in Dordrecht and nearby
Our Dordrecht location stands on Vissersdijk Beneden, close to the water in the old town. Maritime, manufacturing and logistics shape the Drechtsteden; shipbuilding, supply and transhipment have been here for generations. In such a close-knit area one thing stands out after a departure: almost everyone knows someone, yet far from everyone can use that.
About Dordrecht
Good to know about Dordrecht
A maritime cluster passed from father to son
Yards, machine shops and suppliers sit close together here and have worked together for decades. Inside that cluster you know many people; wanting out of it, you notice the network stops at the quayside.
Rotterdam twenty minutes away
By rail or the A16 you are inside the largest labour market in the country within half an hour. Breda lies half an hour off and is just as easy via the same motorway.
Engineering and healthcare are calling for people
Alongside the maritime cluster, healthcare and installation work are growing fast. Those are two worlds that rarely overlap with shipbuilding, and interesting for exactly that reason.
Vissersdijk Beneden, in the old town
Ten minutes on foot from the station with parking garages nearby. The programme can also run without meeting in person at all.
What the programme looks like
From intake to aftercare, step by step
The steps below describe the second track programme from start to completion. Their order is fixed, their content is filled in per employee, and everything is recorded in line with the Gatekeeper Improvement Act.
Intake meeting and situation overview
The first conversation is intended to understand the situation fully before choices are made. The coach discusses with the employee what the company doctor has established, which work they did and what they envisage. From that comes an action plan drawn up around the formal requirements.
Capacity analysis & occupational health assessment
In the second step, capacity is given substantiation. In physical work at a shipyard or in transhipment it comes down to lifting, standing and working in changing conditions, and the FML makes clear what of that remains feasible. The coach converts this into goals and reports monthly to everyone involved.
Career scan & personal coaching
We then examine what the employee has to offer. For someone who learned their trade in practice, this is often the first time their knowledge and skills are set down concretely. Tests, assignments and conversations together produce a profile with which they can present themselves outside the maritime cluster.
Labour market exploration & job matching
Next we look for the connection with the labour market. Engineering, logistics and healthcare are calling for people here, and Rotterdam lies within half an hour by rail and via the A16. For anyone coming from physical work, a work experience placement is often the way to test whether other work is sustainable in practice.
Active job search & network approach
In this phase the employee makes contact with employers, including where no vacancy has been posted. Because a network built in shipbuilding rarely reaches beyond that sector, we pay particular attention to building contacts outside it. Each week the coach and employee discuss progress.
Aftercare and sustainable placement
Once the employee has started, the coach remains available for two months. That is the period in which it becomes clear whether the work turns out as expected physically and whether the new environment suits them. At the same time the reporting is completed and the reintegration report goes to the UWV in the required form.
Our approach
Four questions that should be answered at the outset
In files that run aground at the assessment, it is rarely the effort that is missing. What is missing is the substantiated answer to one of these four questions.
What physical load is still responsible?
In work at a shipyard or in transhipment, lifting, standing and working in changing conditions are decisive. The occupational health assessment records what of that remains feasible and forms the starting point for the search direction.
Are adapted duties possible within the company?
At a shipyard or a supplier there are, alongside production, also roles in work preparation, planning and quality. Review those options and record which were considered and why they were ruled out.
How is the move tested in practice?
A period in a work experience placement shows whether other work really is sustainable. For an employee who did the same job for years, that is often more convincing than a conversation about it.
What does an inadequate file cost?
If the UWV reaches a negative judgement, up to a further year of wage payment follows. Which amounts are involved can be read at the cost of a wage sanction.
The aim
The employee is working in a role that suits their possibilities, and the reintegration report shows which steps were taken and when.
Maritime, industry and logistics
Why employers in the Drechtsteden work with us
Maritime activity, industry and logistics give this region its shape, while demand for people sits mainly in engineering, logistics and healthcare. With long-term absence in physical work, starting in good time matters.
The network often reaches no further than the cluster
Someone who worked in shipbuilding for years knows many people within that world and few outside it. We therefore also direct the search towards sectors where the same skills count but the contacts are absent.
Rotterdam is within half an hour
By rail and via the A16, the largest labour market in the country is readily reachable. Whether that fits depends on capacity and travel time, and we make that assessment beforehand rather than along the way.
Healthcare and installation engineering as realistic alternatives
Both sectors are growing here and rarely overlap with shipbuilding. That is precisely why they offer possibilities for an employee who cannot continue in their former work.
Recording at the moment itself
Conversations, applications and outcomes are noted when they take place. At the assessment it is therefore possible to read back which steps were taken and what they achieved.
Questions from employers
What employers in the Drechtsteden want to know
When should second-track reintegration start?
Early, and often earlier than the file suggests. The first-year evaluation is the formal moment, but the programme can start as soon as the company doctor judges that a return to the employee's own work is unlikely. See the duration of a second track programme for the time the phases require.
What does a second track programme cost?
What a programme costs relates to its duration and to the components deployed. You receive the composition and the costs in writing before the first appointment is made, so that no uncertainty arises afterwards.
Our employee always did physical work and holds no qualifications. What are the options?
Experience built up in practice becomes usable as soon as it is described concretely. We record what the employee made, solved or supervised, and translate that into roles where those same skills count.
We are unsure whether this agency suits us. What should we look for?
Ask about the way reporting is handled, about the contact person and about how the file is built up. Choosing a good reintegration agency sets out the points that matter here.
Where is Care4Careers in Dordrecht?
Vissersdijk Beneden 70, 3319 GW Dordrecht, in the old town. Announce your visit and someone will be ready for you.
Which towns belong here?
Zwijndrecht, Papendrecht, Sliedrecht, Alblasserdam, Hendrik-Ido-Ambacht and Gorinchem are included. Rotterdam is twenty minutes away.
Anything still unclear? Call us or leave your number and we will get in touch.
Who you will speak to
Reintegration coaches in Dordrecht
One coach guides the employee throughout the entire programme, and there is one contact for you. That keeps the lines short and ensures the reporting matches what happens in the conversations.
Reintegration near Dordrecht
Second-track reintegration throughout Zuid-Holland
Employers from Zwijndrecht, Papendrecht and Sliedrecht can count on the same guidance.
In the Drechtsteden we also provide outplacement in Dordrecht and career coaching in Dordrecht. See all towns at our locations.
Care4Careers location Dordrecht
What can we help you get started with?
In the form, please describe the nature of the work and how long the absence has lasted. We come back to you as soon as we can. Meetings can take place on the Vissersdijk Beneden, within walking distance of the station.
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