Administers the workers' compensation program for an organization.
Implements a consistent process for recording, investigating, and reporting workers' compensation claims complying with laws and regulations. Prepares and submits required reporting and documentation to OSHA, state and local agencies, and other entities. Monitors all claims and liaises with the employees, managers, insurance representatives, union representatives, medical staff, and attorneys involved with a case. Communicates case status details and necessary information to involved parties, including notifications of hearings, outcomes, return to work, or restrictions. Performs periodic reviews of overall cases to identify trends. Maintains up-to-date knowledge of all regulations and laws for reporting workers' compensation. May coordinate or assist with safety programs focused on injury prevention or facilitate accommodations for workers.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Workers' Compensation Administrator III skill and competencie below to view definitions.
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Explains the importance and advantages of benefits program.
Level 2 Behaviors
(Light Experience)
Participates in design and development of competitive benefit program.
Level 3 Behaviors
(Moderate Experience)
Leads discussion on the cost constraints in offering benefits to employees.
Level 4 Behaviors
(Extensive Experience)
Leads the design and implementation of the company’s benefit programs and activities.
Level 5 Behaviors
(Mastery)
Develops HRIS to assist the analysis, evaluation and reporting of benefits.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Explains the importance of compensation management in retaining and alluring our employees.
Level 2 Behaviors
(Light Experience)
Identifies and analyzes appropriate compensation for each job to provide pay grade and salary range.
Level 3 Behaviors
(Moderate Experience)
Performs statistical analyses to support the implementation and management of compensation programs.
Level 4 Behaviors
(Extensive Experience)
Manages our compensation program to assure an appropriate approach is established for compensation claims.
Level 5 Behaviors
(Mastery)
Develops and maintains a framework for market-based salary ranges and compensation plan structure.
Skill definition-The identification, evaluation, and prioritization of various risks, followed by controlling practices to minimize any adverse impact.
Level 1 Behaviors
(General Familiarity)
Lists the common types of risks in a business environment.
Level 2 Behaviors
(Light Experience)
Generates the period risk status report from the system and distributes it to stakeholders.
Level 3 Behaviors
(Moderate Experience)
Partners with risk owners to drive risk mitigation by highlighting areas in need of remediation.
Level 4 Behaviors
(Extensive Experience)
Evaluates the performance of the current risk management framework; suggests enhancements and alternative solutions.
Level 5 Behaviors
(Mastery)
Establishes policies, procedures, and best practices to guide the risk management activities.
Skill definition-Ability to plan, execute, and adjust job duties to achieve business goals.
Level 1 Behaviors
(General Familiarity)
Illustrates the abilities and competencies necessary for coordination.
Level 2 Behaviors
(Light Experience)
Plans work schedules for a simple project.
Level 3 Behaviors
(Moderate Experience)
Creates contingency plans to mitigate emergencies and prepare for most circumstances.
Level 4 Behaviors
(Extensive Experience)
Develops working processes and detailed planning for a brand new project.
Level 5 Behaviors
(Mastery)
Establishes measures to assess progress against the plan.
There are 0 hard skills for Workers' Compensation Administrator III.
8 general skills for Workers' Compensation Administrator III, Benefit Programs, Compensation Management, Diversity and Inclusion, etc.
6 soft skills for Workers' Compensation Administrator III, Risk Management, Coordination, Employee Health and Safety, etc.
While the list totals 14 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Workers' Compensation Administrator III, he or she needs to be skilled in Risk Management, be skilled in Coordination, and be skilled in Employee Health and Safety.
