RNIB work-based assessments
1. Introduction
RNIB carry out work-based assessments for blind and partially
sighted people in the workplace. An assessment is typically
commissioned by an employer or their Occupational Health
provider, when there is a work-related issue related to an
employee's sight loss. This document sets out the details of the
assessment process by way of an agreement between an
employer or their Occupational Health provider, and RNIB.
2. Assessment objectives
2.1 Purpose of the assessment
 To gather sufficient information to develop an understanding of
the effects of the employee's visual impairment on their work
related activities
 Identify the issues that an employee is facing as a result of their
visual impairment, and suggest a range of potential solutions.
 Identify any specialist aids and equipment an employee
requires to carry out their range of duties effectively
 Identify any training needs relating to the recommended
equipment
 Identify any potential compatibility issues between specialist
software or hardware, and an employer's IT systems
 Identify environmental factors in the work place that impact on
the employees such as lighting, workstation ergonomics,
signage
 Identify factors affecting an employees mobility to, from and
within work
 Identify any additional services that are necessary for the
adjustments to be effective; for example, scripting of access
technology software
 Identify any additional services that may be beneficial; for
example, a functional low-vision assessment
 Identify any requirement for a human support worker, where all
other adjustments have been considered
 Identify adjustments to working practices to meet employee
needs, where all other adjustments have been considered
 Identify any other rehabilitation or work-related training needs if
required
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 Identify an employee's preferred format for written
communication
 Offer information and raise awareness of other provisions that
may be useful to employee or employer
 Provide a detailed report outlining suggested recommendations.
2.2 What is not covered in the assessment
An RNIB assessment cannot:
 diagnose medical conditions
 measure or examine the extent of a person's loss of vision
 specify the prognosis of a person's visual impairment
 assess a person's competence or capability to carry out specific
duties or tasks
 assess health and safety risks to an employer or employee
 make specific recommendations relating to disabilities or health
conditions other than visual impairment
 assess whether someone can be considered disabled under
Equality Act legislation
3. Methods, ethics, reporting and quality
assurance
3.1 Assessment methodology
 Assessments focus on identifying ways for an employee to best
fulfil the requirements of their role.
 The assessment process enables an employee to explore a
range of possible options, and identify and consider information
relevant to their work-related needs and circumstances
 Personal information will not be passed on without the
employee's prior permission.
 Assessments are held in conditions of privacy. The employee's
prior agreement should be obtained if there are any observers.
 Premises should be of appropriate Health and Safety
standards.
 Assessments are impartial, especially in the context of
demonstrating equipment. Assessors will declare any factors,
which might limit the impartiality of the assessment, including
the vested interests of the provider and/or the provision of
incomplete information
3.2 Prior to the assessment
Before the assessment, assessors will:
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 consider the purpose of the assessment and the terms under
which it is being conducted i.e. the assessor will be aware of
contractual terms and conditions, and their role in meeting
these
 consider where and when the assessment takes place
 consider the employee's stamina in planning how long the
assessment will last. Two hours is normally considered to be
the optimum contact time.
 consider whether the assessment should involve either an
employment specialist, a technology specialist or both.
 read any available information on the employee sent by the
referrer, and identify whether there are special considerations
for assessment premises
 consider the employee's language needs and whether there is a
need for an interpreter or whether there is a need for an
interpreter for British Sign Language (BSL). If there is a need for
an interpreter, the employer or their Occupational Health
provider will arrange and pay for this service. (Note that
arranging interpreters may also affect time scales)
3.3 During the assessment
During the assessment, the assessor will establish:
 the roles and responsibilities of the assessor, the purpose of the
assessment, its structure and boundaries
 background information (personal details, current position,
desired outcome of the assessment with realistic expectations)
 the nature of the employee's visual impairment and its effects,
both generally and its functional affect on the work-related role
 use of any existing equipment
 potential solutions to any issues that the employee is facing as
a result of their visual impairment
 whether other services are essential or desirable.
 preferred media and language for accessing information, which
may include print, large print, braille, electronic format
3.4 Reporting
The content of an assessment report will vary according to the
findings of the assessment, but all reports will contain the
following:
 Background to the assessment
 Nature and functional effect of the employee's visual impairment
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Preferred media for written communication
Range of duties expected of the employee
Notes pertaining to the assessment methodology
Use of any existing access technology or other adaptations
Potential solutions to the issues the employee is facing
Details of any training requirements
Other points outside of the referral that may arise during the
assessment
Referral to external sources of relevant information as
appropriate (e.g. optometric, ophthalmological, legislative
information)
Summary of recommendations
Summary of purchase recommendations including: guide price,
suggested suppliers, contact details of suppliers
Name of assessor, report checker, and person responsible for
signing off the report
3.5 Quality Assurance
 RNIB follows rigorous, internal quality assurance procedures to
ensure that the assessment procedures reach our required
standards so that the employer or their Occupational Health
provider, and the employee receive the most effective and
efficient service possible.
 In order to achieve consistency among our employment and
access technology specialists, RNIB have adopted
standardised methodology for conducting assessments and
report writing.
 All assessment reports undergo an internal peer review process
to check report content, accuracy of information, whether
recommendations of equipment or courses of action are the
best available and/or the most cost-effective, or whether there
are alternatives which do not appear to have been considered.
In addition RNIB assessors have regular supervision with
managers to review and discuss casework.
 We welcome feedback from employees, employers and
Occupational Health providers
 RNIB welcome review meetings with employers and
Occupational Health providers
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4. Additional services
Requirements for additional services are identified during the
assessment process, and recommended within the assessment
report. Provision of those services are outside the scope of the
assessment service itself, and are typically commissioned by the
employer directly.
RNIB can be commissioned to carry out some of these additional
services, but we will also recommend other organisations that are
expert in the required field
Additional services typically include::
 Evaluation, scripting and configuration of access technology
software to ensure compatibility with the employer's software
and hardware
 Training in the use of access technology software and hardware
 Visual awareness training for colleagues and team members
 Mobility training within the workplace
5. Referral process
5.1 Referral and appointment
 Employer or their Occupational Health provider obtains consent
for employees details to be passed to RNIB Group for the
purpose of undertaking a work-based assessment
 Employer or their Occupational Health provider to contact RNIB
with details of the referral. (Contact details in section 6 below.)
RNIB can provide a referral form if required.
 RNIB will acknowledge receipt of the referral, and agree to carry
out the work within the given timeframe
 The RNIB/Action centre dealing with the assessment will
contact the employer and employee to arrange a suitable date
and time, and notify the employer or their Occupational Health
provider.
 Assessment will be carried out and report written within given
timeframe.
 Report submitted to employer or their Occupational Health
provider.
 Invoice sent from RNIB to employer or their Occupational
Health provider for work carried out
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 Employer or their Occupational Health provider will be kept
informed of any unavoidable delays to the process of carrying
out the assessment or producing the report within the given
timeframe
5.2 Assessment report
 The report will be sent to employer or their Occupational Health
provider within 20 working days of receipt of the referral.
 The report will contain details of the employees preferred
medium so that employer or their Occupational Health provider
can forward a copy of the report in the appropriate medium.
5.3 Invoicing
 The invoice for the agreed fee will be sent by RNIB Employment
Services to the named contact given by the employer or
Occupational Health provider.
6. RNIB contact details
All referrals and information relating to the referral to be sent via
email to:
[email protected]
If the enquiry is urgent, our administrators are available to contact
via telephone:
0207 391 2350
For more information about this agreement contact:
Sean Owen
RNIB Employment Services Manager
58-72 John Bright Street
Birmingham B1 1BN
Tel: 0121 665 4209
Email: [email protected]
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