Assessment services
Psycho-Vocational Assessment
A psychologist or vocational assessor tests aptitudes, reads the work history as skills, and reports what work the person can still do and what retraining it would take. Insurers and employers order one — often called an employability or labour-market re-entry (LMR) assessment — when the question is not the diagnosis but which jobs remain open.
The problem
The file proves disability and says nothing about what work remains
The medical reports describe what the person cannot do. The claim needs the other half: which skills carry over, which occupations fit the restrictions, and what retraining bridges the gap. Without that, the file argues about limits while the return-to-work date slides.
- Transferable skills from past jobs are never listed anywhere.
- Retraining is discussed with no testing behind the recommendation.
- Reports describe limits with no occupation matched to them.
What changes
What IMECore does about it
Work history read as skills
Past jobs, education, and training become a skills list the report tests against, so the file holds what the person brings, not only what the injury took.
Aptitudes tested where the question needs it
Interests, aptitudes, and literacy and numeracy are measured with standardized instruments where the referral asks, and left out where it does not.
Limits matched to real jobs
Medical restrictions meet the labour market: suitable occupations named, retraining steps ordered, and review dates set so the plan moves.
Free tools
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Interpreter and accommodation planner
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IME referral intake checklist
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FAQ
Questions people ask
What is a psycho-vocational assessment?
An assessment of what work a person can still do after injury or illness: tested aptitudes and interests, a skills inventory from work history, and suitable occupations matched to the medical restrictions. Workers' compensation files often call it an employability or labour-market re-entry (LMR) assessment.
How is this different from an FCE?
The capacity evaluation measures the body against one job's demands. The vocational assessment measures the person against the labour market: skills, aptitudes, and which occupations fit. Many files need the capacity numbers first, then this report to use them.
Can it run by video?
Sometimes. Paper-based transferable-skills analysis runs remotely; standardized testing that needs proctored materials is in person. IMECore confirms the format on the referral before booking.
What does the employer receive?
Suitable occupations with the restrictions each one respects, a retraining path where one is needed, and accommodation notes the supervisor can apply. The report names jobs, not only scores.
Keep reading
Related pages
- For teams
Employers
We arrange fitness-to-work and return-to-work assessments, Functional Capacity Evaluations (Functional Abilities Evaluation or FAE in Ontario), Physical Demands Analyses, and Job Site Assessments. You receive capability and restriction against the duties you named, and the employee is told what the appointment is, who ordered it, and who sees the report.
Read - Claim type
Long-term disability
We coordinate the examination and deliver a report that tests job demands, duration, and restrictions, so the file can move.
Read - Service
Psychological Assessment
A psychologist interviews the examinee, runs standardized testing where the questions need it, and reports diagnosis, function, and accommodation in a signed report. Insurers and employers order one when mood, behaviour, or cognition, not the body, is what keeps the person from working.
Read - Service
Virtual assessment
Which independent medical examinations can run by video, what the examinee needs, and how consent and recording work.
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Refer a case, get back a signed report
Send the referral and the questions. A coordinator confirms the file and what it still needs, then IMECore coordinates the examination and delivers a signed report.