V Skill HF-D4.2-005 cross-sector 10 skills
Guiding absence and work ability
Holding absence conversations, monitoring work ability and workload capacity and agreeing with occupational physician and employee on recovery and return to work.
How hrmforce measures this
- Assessment method
- Situational Judgement Test · rho 0.12 (SD 0.11)
- hrmforce instrument
- Knowledge test (client-specific), Competency Check
- Competency (50-framework)
- Sensitivity
- Trainability
- high
- Demand outlook 2026 to 2030
- stable
Scenario with response options, scored on knowledge or behavioural tendency.
Behavioural anchors
| Level | Behaviour at this level |
|---|---|
| N1 Guided | Reports absence according to the fixed procedure and keeps contact with the absent colleague at agreed moments. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Holds absence conversations without asking for medical details and draws up an action plan with the occupational physician. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the organisation wide absence and vitality policy, tracks causes across departments and steers on structural root causes. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 and N4 are deliberately not anchored. Raters place them between the anchors, following the O*NET convention.
Underlying skills
These skills inherit the assessment route and the behavioural anchors of this construct.
| T | Skill | Definition | Demand outlook 2026 to 2030 |
|---|---|---|---|
| V | Holding an absence conversation Absence conversation | Discusses with an absent employee the options for work and recovery without asking about the diagnosis. | stable |
| K | Applying the Dutch Gatekeeper Act Gatekeeper Improvement Act | Knows the steps and deadlines for long term absence and ensures the file is complete in time. | stable |
| V | Drawing up a return to work plan Return to work plan | Establishes together with the employee which steps, hours and adjustments should lead to resumption of work. | stable |
| V | Working with the occupational physician Occupational health liaison | Discusses limitations and possibilities with the occupational physician and converts the advice into work agreements. | stable |
| V | Building up return to work in steps Phased return to work | Builds up hours and tasks in a phased schedule and checks per step whether the load is sustainable. | stable |
| V | Discussing frequent short term absence Frequent absence review | Discusses a pattern of short and frequent absence and looks together for causes and solutions. | stable |
| V | Assessing work ability and workload capacity Work ability assessment | Judges through questionnaire and conversation how much work and load an employee can handle. | rising |
| T | Maintaining absence records Absence administration | Registers sickness reports, recovery dates and return to work steps correctly in the personnel system. | declining |
| K | Guiding a second track reintegration Second track reintegration | Arranges guidance towards work outside the organisation when resumption in the own job is not possible. | stable |
| V | Holding a preventive workload conversation Workload conversation | Discusses signals of overload before absence occurs and makes agreements on tasks and recovery time. | rising |