Second-Track Reintegration
Reintegration office in Zeist
Is it settled that an employee will not resume their own role? From Zeist we look for work that does fall within their possibilities, with Utrecht a quarter of an hour away and documentation matching what the UWV expects at assessment.
Trusted by organisations that invest in their people
The second track explained
Searching outside the organisation, whoever set the programme in motion
As soon as a return to the employee's own role is ruled out and no internal alternative exists, the second track comes up. What is still possible is established, capacity grows, and the employee then turns towards other employers. The order of the phases is at the second track programme.
Alongside the statutory obligation, the nature of the employers matters here. National organisations and institutes generally have an extensive internal route, and covering that demonstrably first takes time you no longer have at the end.
Our office
Second-track reintegration in Zeist and nearby
Our Zeist location stands on Utrechtseweg, between the woods and the city. Professional services, healthcare and education supply most of the work here, with Utrecht fifteen minutes away and a striking number of head offices and institutes in the surroundings. What shapes a programme here is not what happened, but who set it in motion. That question turns out to shape the whole programme.
About Zeist
Good to know about Zeist
Head offices among the trees
Zeist and its surroundings house a striking number of national organisations, institutes and consultancies. That produces roles you would not expect in a town of this size.
Utrecht fifteen minutes away
Bus or car puts you there in minutes, and with that you have access to one of the busiest labour markets the country has. Including it means searching a multiple of what Zeist itself offers.
Healthcare and education need people
From institutions to schools, demand structurally outstrips supply. Even without a care background there are ways in through planning, timetabling, IT and facilities.
Utrechtseweg, at the edge of the woods
You can leave the car at the building, and the stop for the Utrecht bus is round the corner. Travelling not an option, then the appointments take place by video.
What the programme looks like
From intake to aftercare, step by step
The route towards work with another employer consists of the steps below, together the second track programme. What happens at each step depends on the employee; the way it is recorded follows the Gatekeeper Improvement Act.
Intake meeting and situation overview
Who set the programme in motion no longer matters at this point; where the employee stands does. An extensive conversation places capacity, work history and wishes side by side, and with office work we look straight away at what exactly has fallen away. The outcome is an action plan that follows the statutory frameworks.
Capacity analysis & occupational health assessment
Whatever the cause, the substantiation runs the same way. The FML and the other medical information determine which work remains, with concentration, stimuli and consecutive hours weighed independently. That result becomes an objective in the reintegration plan, and everyone involved is updated monthly.
Career scan & personal coaching
Whether someone came forward themselves or was sent, this phase is about them. Tests, assignments and conversations bring talents, drivers and limits to the surface, and produce a profile they can take into a meeting with an unfamiliar employer.
Labour market exploration & job matching
Regardless of the starting point, what counts here is whether the work actually exists. The profile goes alongside the market, with the institutes and consultancies on the Heuvelrug and Utrecht a quarter of an hour away. Where the move turns out too large, a practical period comes first.
Active job search & network approach
From here the employee sets the pace. They search deliberately, draw on their network and also knock on doors where nothing is advertised, with CV, LinkedIn and interview preparation as tools. Each week the coach and employee discuss where things stand.
Aftercare and sustainable placement
And however it began, it ends in the same way. For two months the coach can be reached about anything arising at the new employer, and in that period the reports and the closing reintegration report are filed with the UWV as required.
How we work here
Four points on which this programme stands or falls
A second track rarely stalls on the employee's willingness. More often the answer to one of these four points is missing from the paperwork.
What can the employee still manage?
This calls for an assessment, not a guess. The occupational health assessment sets the limits, and with office work that comes down to concentration and consecutive hours rather than lifting.
Has the internal route been followed in full?
At a national institute or consultancy there are departments that barely know one another. Go through them and keep track of which were approached, when that happened and what the answer was.
Does Utrecht count in the search area?
A quarter of an hour's travel opens access to one of the busiest labour markets in the country. Whether that suits the employee's capacity is settled beforehand, because after long-term absence the journey counts too.
Where does capacity get rebuilt?
In a working environment, not at home. A period in a work experience placement makes clear what is practically there, and those weeks count as effort.
The aim of the programme
The employee does work that falls within their possibilities, and the file shows which route was followed to get there.
Services, healthcare and education
Why employers on the Utrechtse Heuvelrug work with us
Business services, healthcare and education supply most of the jobs here, with a striking number of national organisations and institutes. Long-term absence occurs across all of those areas.
Roles you would not expect in a town this size
National organisations, institutes and consultancies sit close together here. That produces kinds of work you would not guess from the population figure, and it widens the range of directions.
Ways into healthcare and education without a background in them
Demand there is structurally greater than supply. Even without a background in care or teaching, there are routes in through planning, rostering, IT and facilities, which makes a move more realistic than it sounds.
Utrecht is a quarter of an hour away
By bus or car you are there in no time. How much of that market counts depends on the travel the employee can manage alongside a roster still being rebuilt.
The recording keeps pace with the programme
Events are logged on the day itself, with the date and the result attached. At the assessment the sequence of events can therefore be followed.
Questions from employers on the Heuvelrug
What gets asked here most often
When should the programme begin?
By around week 52 at the latest, and earlier as soon as the company doctor indicates that the employee's own work is unlikely to return. At a national organisation that matters all the more, because covering the internal route here can take weeks. How much time the phases require is at the duration of a second track programme.
What determines the cost of the programme?
That depends on the length and on what the programme covers. Placement support alone stays modest; adding assessment, coaching or a practical period makes it more extensive. The composition and the costs are settled before an appointment is made.
Our employee does office work. What can fall away there?
More than employers usually assume. In office work it comes down to concentration, stimuli and the number of consecutive hours, and those factors can each be limited separately. Have them named individually, because summarised as light duties they say nothing about what remains possible.
We are a national organisation. Does internal searching weigh more heavily then?
What weighs more in any case is demonstrating what you did. At an organisation with many departments, the UWV expects a wider search than at a small firm. Record per department what was asked and what the answer was.
Where is your Zeist office?
Utrechtseweg 133, 3702 AC Zeist, on the main road towards Utrecht. Say which part of the day suits and we will hold a coach for you.
Which towns belong here?
Driebergen, Doorn, Bilthoven, De Bilt, Soesterberg and Bunnik are included, and Utrecht and Amersfoort are both fifteen minutes away.
Is your question not among these? Call or email; thinking along costs nothing.
Your permanent contact
Reintegration coaches in Zeist
The employee keeps the same coach from intake to aftercare and you have one number. The situation does not have to be explained again along the way, and the reporting matches what is happening.
Reintegration near Zeist
Second-track reintegration throughout Utrecht
The same approach applies for employers in Driebergen, Bilthoven, Soesterberg and Doorn.
This office additionally delivers outplacement in Zeist and career coaching in Zeist. Where else we operate is listed at our locations.
Care4Careers location Zeist
What would you like to speak to us about?
In the form, state since when the employee has been absent and where things are stuck now. We will make contact afterwards. You are welcome at the Utrechtseweg by appointment, with parking at the building.
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