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)
Identifies major types 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)
Monitors benefit programs cost and recommends appropriate actions to mitigate cost.
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)
Identifies and describes different types of employee compensation in our workplace.
Level 2 Behaviors
(Light Experience)
Identifies and collects employee feedback on specific issues related to compensation and benefits.
Level 3 Behaviors
(Moderate Experience)
Reviews compensation data to assist management with making pay decisions and designing pay programs.
Level 4 Behaviors
(Extensive Experience)
Monitors employee compensation to ensure compensations remain competitive to retain the best talent.
Level 5 Behaviors
(Mastery)
Establishes the guidelines and criteria for evaluating the appropriate employee compensation.
Skill definition-The identification, evaluation, and prioritization of various risks, followed by controlling practices to minimize any adverse impact.
Level 1 Behaviors
(General Familiarity)
Obtains internal and external educational resources on risk management.
Level 2 Behaviors
(Light Experience)
Generates the period risk status report from the system and distributes it to stakeholders.
Level 3 Behaviors
(Moderate Experience)
Recommends methods to control or reduce risks based on assessment results.
Level 4 Behaviors
(Extensive Experience)
Leads root cause analysis of risk events to establish an effective feedback process.
Level 5 Behaviors
(Mastery)
Forecasts changes in industry regulations and laws to control and minimize regulatory risk.
Skill definition-Ability to plan, execute, and adjust job duties to achieve business goals.
Level 1 Behaviors
(General Familiarity)
Lists the roles and responsibilities of coordination in the workplace.
Level 2 Behaviors
(Light Experience)
Selects and utilizes tracking tools to manage daily tasks.
Level 3 Behaviors
(Moderate Experience)
Delegates and coordinates a team's duties to ensure no overlap between responsibilities.
Level 4 Behaviors
(Extensive Experience)
Facilitates groups and diverse areas to work together effectively.
Level 5 Behaviors
(Mastery)
Leads in the establishment of best practices for planning multiple activities.
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.
