Second-Track Reintegration
Reintegration office in Hoorn
If an employee is not returning to their own role, we look from Hoorn for work that does match their capacity, in West Friesland or beyond, and record every step in the way the UWV applies at assessment.
Trusted by organisations that invest in their people
What the second track stands for
Suitable work elsewhere, with the number of workable days as the starting point
When the employee's own role falls away and there is no internal alternative, the second track comes up. First it is established what lies within reach, then capacity grows, and only then are employers approached. How the phases succeed one another is at the second track programme.
Alongside the statutory obligation, the size of the contract matters in this area. Many roles here run on three or four days, and whether that number is still achievable after the absence largely determines where we can search.
Our office
Second-track reintegration in Hoorn and nearby
Which sectors are relevant to you depends on your experience and the direction in which you want to search. We therefore start with your profile rather than a general list of employers.
About Hoorn
Good to know about Hoorn
Healthcare here runs largely on part time
The hospital and the institutions in the area work with rotas in which three or four days is the norm. Leaving there and searching full time changes more than just your employer.
Seed breeding here is world class
Between Hoorn and Enkhuizen sits a cluster of breeding companies that counts internationally. That produces work in laboratories, cultivation, logistics and administration, including without an agricultural background.
Amsterdam thirty-five minutes away
The train runs directly to Sloterdijk and Zuid. For someone working three days that is a different calculation from someone travelling five, and we count it in.
Lepelaar, at the west side
Cars fit in front of the building; anyone taking the train is there with a short bus ride. The programme can also run entirely at a distance.
What the programme looks like
From intake to aftercare, step by step
The steps below form the second track programme and lead towards suitable work elsewhere. The order is fixed, what happens at each step differs, and everything is recorded in line with the Gatekeeper Improvement Act.
Intake meeting and situation overview
On the table come the employee's capacity, work history and wishes, gathered in an extensive conversation. With part-time work the question of how many days were worked before the absence, and what realistically remains of that, arrives immediately. The action plan that follows fits within the stated requirements.
Capacity analysis & occupational health assessment
On the table comes the FML, supplemented by the other medical information. Together they determine which work remains, with the number of hours and their spread across the week weighed separately. The outcome becomes a goal in the reintegration plan, with monthly notices to the employer, the company doctor and the UWV.
Career scan & personal coaching
On the table come the results of tests, assignments and conversations. Talents, drivers and limits become visible, and a search profile emerges with which the employee can present themselves to an unfamiliar employer.
Labour market exploration & job matching
On the table comes the question of whether that profile connects anywhere. Which work suits the capacity, and does it exist within a feasible distance? Healthcare, seed breeding, trade and logistics are recruiting here, and Amsterdam counts as long as the journey holds. If the step proves too large, a practical period comes first.
Active job search & network approach
On the table each week comes what has been tried. The employee approaches employers deliberately, uses their network and knocks on doors where no vacancy is posted, with CV, LinkedIn and interview preparation as tools.
Aftercare and sustainable placement
On the table, finally, come the reports and the closing reintegration report, in the form the UWV requires. In the two months after the start the coach stays available, because only then does it emerge whether the roster works in practice.
The order we keep
Four subjects that belong on the table
At an assessment, what has been recorded is what counts. In practice these four subjects decide whether the file can carry that review.
How many hours and days are achievable?
With part-time work it is not only the number of hours that matters but also how they may be spread. The occupational health assessment records both, and that spread determines which rosters remain.
Does the organisation offer another way of filling the role?
At the hospital or an institution in the area there are roles with the same content but a different roster. Go through them and keep track of which were examined and why they were ruled out.
Does the journey to Amsterdam still weigh up against the work?
Thirty-five minutes by train is one thing for someone working five days and another for someone working three. We make that assessment beforehand, because travel time counts towards the load.
Where does the employee build the hours up?
At a workplace rather than at home. A period in a work experience placement makes clear which roster is sustainable in practice and counts as effort.
What we are steering towards
The employee works a roster they can sustain, and the file shows how that number of days was arrived at.
Healthcare, seed breeding and trade
Why employers in West Friesland work with us
Healthcare, horticulture and trade carry this area, with a cluster of seed breeding companies of international standing. Long-term absence occurs regularly in those sectors.
Part-time is the rule here rather than the exception
At the hospital and the institutions, three or four days is customary. That widens the possibilities for anyone unable to return full-time, and makes how the hours may be spread more important than the total.
Seed breeding calls for precision and seasonal work
Between Hoorn and Enkhuizen sits a cluster of companies where precise work and working with peaks go together. Anyone coming from there brings skills that also count in laboratories, quality assurance and logistics.
Amsterdam is within reach, but not automatically
The train runs directly to Sloterdijk and Zuid in thirty-five minutes. Whether that fits depends on the number of working days and on capacity, and we record that consideration.
The documentation keeps pace with the programme
Conversations and outcomes enter the file the same day, with the date attached. No compiling after the fact is needed for the assessment.
Questions from West Friesland
What employers here are dealing with
When should second-track reintegration start?
Week 52 forms the upper limit; if the company doctor calls a return to the employee's own work unlikely, it can be earlier. With days being built back up, starting early pays off, because trying out a roster simply takes weeks. Lead times per phase are at the duration of a second track programme.
What determines the cost of the programme?
That follows from the duration and from what is deployed. A programme restricted to placement support stays small; an assessment, coaching and a practical period broaden it. You see the composition and the costs before anything starts.
Our employee can still work three days. What is possible then?
More than you might think, because three or four days is entirely usual here in healthcare, education and at the municipality. The question is then mainly how those days may be spread, and that belongs explicitly in the occupational health assessment.
How far beyond Hoorn do you search?
As far as capacity allows. Enkhuizen, Medemblik, Purmerend and Alkmaar are close by, and Amsterdam thirty-five minutes away by train. We set that limit at the outset and stick with it.
Where is Care4Careers in Hoorn?
Lepelaar 6, 1628 CZ Hoorn, on the estate at the west side. Announce your visit and we will put a coach on it.
Which towns belong here?
Zwaag, Blokker, Enkhuizen, Medemblik, Purmerend and Wognum are included. Alkmaar lies half an hour away and Amsterdam thirty-five minutes.
Is your question missing? Put it to us freely, even if nothing has been decided yet.
Who you will speak to
Reintegration coaches in Hoorn
The employee keeps the same coach from intake to aftercare and you have one contact person. With days being built up that matters, because each step builds on what the previous one produced.
Reintegration near Hoorn
Second-track reintegration throughout Noord-Holland
The same approach applies for employers in Enkhuizen, Medemblik, Wognum and Blokker.
From this location we also deliver outplacement in Hoorn and career coaching in Hoorn. The remaining towns are at our locations.
Care4Careers location Hoorn
What would you like to put to us?
In the form, state how long the absence has lasted and how many days the employee worked. We will make contact afterwards. At the Lepelaar you can park in front of the building.
Thank you for your message!
We’ve received your request and will get back to you as soon as possible, usually within one business day.
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