Plan Development


Encumbrance forms

Routing sheets


Plan Development: What Are My Rights & Responsibilities? (F280‑018‑000)

Helpful links

Full List of Outcome Codes.

Job Analysis.

Labor Market Surveys.

Plan Development Questions and Answers.

Employer responsibility for workers' compensation premiums while providing on-the-job training (16 KB PDF) L&I memo dated April 9, 2004.


WAC 296-19A-100 (
What reports are required when vocational rehabilitation plan development services are completed?

(1) Progress reports.
(2) Vocational rehabilitation plan.
(3)Closing report.

About Plan Development

A vocational provider works with the injured worker in developing a plan. The vocational plan development provides a written rationale identifying the strategies to achieve:

  • Occupational goal.
  • Time and costs involved.
  • Documentation to support the feasibility of the goal.
  • Responsibilities of the primary parties.

Please remember to

  • Review previous plans in the file to ensure accuracy of time and money expended.
  • Complete the plan staffing with the unit vocational consultant prior to writing the vocational plan.
  • Submit a plan within 90 days.
  • Use the appropriate cover sheet for plans submitted for approval.
  • Submit plans for approval 30 days prior to plan start date to ensure the plan is approved in a timely manner and injured workers have time to select their Training Option.

What if a plan requires certification?

L&I no longer requests back up goals for proposed retraining plans that require certifications to establish employability.

For occupations requiring certification(s) to establish employability, remember:

  • At least every 14 calendar days contact the worker and, if necessary, the trainer or appropriate representative of the training program or school.
  • Identify and analyze barriers preventing completion of the plan and actions taken by the vocational rehabilitation provider to address those barriers.
  • Submit an assessment of the worker's employability status at the time the plan stopped.


When recommending an on-the-job training plan, providers should:

  • Ensure that the trainer understands the training fees aren't payable in full as soon as the training starts.
  • Recommend that the training fee be scheduled to pay in blocks of 2 to 3 month periods and trainers can bill only after the billing time period starts.
  • Address this issue when the formal trainer doesn't fall into the definition of a school but the training is presented in quarters or semesters.
  • Consider if on-the-job training (OJT), or OJT in combination with formal training is appropriate. VRCs may contact the VSS to request an extension if additional time is needed to submit an OJT training plan.
  • Be aware that if an OJT is an add on to formal training that is not part of the published college curriculum and the OJT is a for profit employer they must pay the legal minimum wage.

Statutory pensions

Providers may receive a referral for plan development on a statutory pension. RCW 51.08.160 ( defines "permanent total disability" as the loss of both legs, or arms, or one leg and one arm, total loss of eyesight, paralysis or other condition permanently incapacitating the worker from performing gainful employment. Because a statutory pension is based upon physical loss alone, the statutory pensioner can receive pension benefits and work at the same time.

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