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Job option evaluation - suitability, accessibility and salary
Procedure summary
Published On
Jun 29, 2026
Purpose
To determine if a job option meets the suitabilityTo be suitable a job option must be consistent with a worker's physical, vocational and psychological ability. , accessibilityA job option is accessible when a job lead supports a job exists in the worker's locate/within a reasonable commuting distance, is open for the public to apply for and the position does not require the worker to work more hours than they are restricted to or worked on the date of accident. and salaryThe job option salary will aide a decision maker in identifying if retraining may be required to help a worker in finding employment with a higher salary, or if the job option will achieve maximum earnings capacity. criteria and is supported by a viable job lead.
Description
Whena job option is identified, the decision maker evaluates the labour market information from a re-employment (RE) provider to determine if the job meets the criteria for suitability, accessibility and salary (SAS).
When a job option meets the SAScriteria, the decision maker may use that position to estimate the worker’s earnings capacityEarnings capacity is the estimated income a worker is reasonably capable of earning in suitable employment, based on their skills, education, work history, functional abilities, and the current labour market. . If the worker's compensable work restrictions result in their inability to earn as much as they did at the time of their accident, the decision maker obtains approval for a wage loss supplement (WLS) to cover the gap (the difference between their pre-accident earnings and the job-option earnings). For information on implementing a wage loss supplement, refer to the 8-1 Wage loss supplement (WLS) final approval or 8-2 Retroactive wage loss supplement final approvalprocedures.
If the job option does not meet SAS criteria, the decision maker cannot use the position for estimating earnings and must continue searching for a job option that will meet the criteria.
Key information
When a worker has compensable work restrictions impairing their ability to perform their date-of-accident job, and the employer is unable to provide the worker with suitable work, the WCB will work with the worker to develop an appropriate and cost-effective plan to help them return to employability.
RE services are offered to the worker to assist them in searching for alternate suitable employment. RE services generally include a triage assessment and supported job search (SJS) and may require short-term or long-term retraining, a training-on-the-job (TOJ) or train-and-place (TaP) programto increase the worker's employability. If a worker is not able to participate in RE services a documentary job-option reviewA documentary job option review involves identifying a suitable job option that can be used to make a decision about a worker's eligibility for ongoing wage loss benefits (i.e. TPD, TEL, ELP). may be completed to identify alternate suitable employment, until they are able to participate.
Short-term retraining refers to training programs lasting less than six months; long-term refers to training programs lasting six months or longer. A TOJ is a wage-subsidized work placement where WCB shares salary costs with a new employer to help a worker gains skills and experience on the job. TaP involves industry specific training followed by a TOJ placement. When retraining, a TOJ/TaP or actual employment is recommended, the position must meet the SAS criteria.
The RE provider identifies a suitable job option(s) during REservices. A job option is one suggestion of a job that matches the worker’s skills, experience, education, physical, psychological and social abilities. It helps determine earnings potential when a worker's compensable work restrictions result in their inability to earn as much as they did at the time of their accident. To support that a job option is accessible, a job lead must be found. Job leads are job ads or employment opportunities (e.g., TOJ or TaP) discovered by the worker, RE provider or decision maker during SJS that the worker could work in or apply for and be competitively employable in.
Labour market information about the identified job option and job lead, are included in a job option report from the RE provider to support SAS. It is the WCB decision maker's responsibility to review the labour market information and confirm if the job option meets SAS criteria.
As of February 1, 2023, the following labour market information may be included to support SAS criteria:
Suitability:
An ALIS occupational profileALIS, a Government of Alberta resource, provides labour market data on education, experience, and skill requirements for over 550 occupations and thousands of job postings. (ALIS profile), the relatedEssential job demandsEJDs are created by WCB for specific jobs in Alberta using historical data from Employability Profiles (EP) and Labour Market Analysis (LMA) and Return to Work Planning Meetings (RTWPM). EJDs are verified with at least two employers and researchers conduct periodic reviews to ensure the information is accurate. (EJD) report and a viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search. supporting the job option is physicallyThe worker would be physically capable of completing the required tasks for the job., vocationallyThe worker meets the educational and skill requirements for the job. and psychologically suitableThere are no identified psychological concerns or barriers that would prevent the worker from performing the job duties.. The EJD is used to support physical suitability while the ALIS profile is used to support vocational suitability.
A labour market profileLMPs are job‑specific research reports used to confirm vocational suitability and salary criteria when ALIS does not have an occupational profile, typically for niche or uncommon jobs (e.g., store greeter) and when creative solutions are needed. (LMP), (when an ALIS profile is not available) and a viable job lead. An LMP supports both physical and vocational suitability.
To be suitable, the job option and job lead must be:
Physically suitable: The physical demands for the job must align with the worker's work restrictions and physical capabilities.
Vocationally suitable: The worker meets the core requirements for the job because they have the necessary skills and education so that they could reasonably apply for the position and compete with other applicants.
Psychologically suitable: The worker meets the psychological and social requirements for the job.
Align with any pre-existing non-compensable medical conditions or employment barriers. New non-compensable medical conditions (e.g. stroke, another accident) or employment barriers (e.g. loss of driver's license, criminal record) that develop after the date of accident are not considered.
Accessibility:
A job lead to support the job option is accessible. The job lead must be:
Open for application during the job search and available in the worker’s locale or within a reasonable community distance (up to 100 km).
Open for the public to apply for and is reasonably consistent with the hours the worker worked in their date-of-accident job or hours they are restricted to.
Salary:
The ALIS occupational profile or LMP support salary information. Supplementary information such as job ads, job offers, placement/salary statistics from the school if retraining is being considered, and the worker's research about salary information can be used to support the salary. Earnings information is for estimating the worker's earnings capacity and to support that a job option maximizes their earnings potential.
The earnings‑capacity estimate is generally based on information in the re‑employment plan, which outlines the suitable job and expected earnings. For a job option to be used in estimating earnings capacity, it must include a viable job lead and meet all required suitability, accessibility and salary criteria. In some circumstances, relocation may be considered after all other reasonable options within the community have been exhausted. The worker must meet the eligibility criteria for relocation and be in agreement with the plan. Refer to the7-7 Relocation assistanceprocedure.
For estimating earnings retroactively, the job option must be reviewed for suitability and salary; however, a job lead is not required to support accessibility. Use this procedure when reviewing the job-option suitability and salary information, then follow the 8-2 Retroactive wage loss supplement final approval procedure. To estimate earnings prior to February 1, 2023, refer to the Retroactive reviews prior to February 1, 2023, section.
Determine if the job option and/or job lead meet suitability
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1. Confirm the worker meets the physical requirements of the job option and job lead
When a job option and viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search. are identified, the RE provider will submit either a Supported job search update report or a Job option report (for documentary service) outlining their rationale why the position is suitable based on the details from the ALIS profile and EJD or an LMP, and job lead.Refer to the Sources to support suitability, accessibility and salary section for details on the use of these documents.
Review the report and related documents to confirm the job is suitable to the worker's work restrictions. EJD's and LMPs are used in combination with the job lead to provide a full picture to support physical suitability. If a job lead is not available at the time of initial case conference with the RE provider, review the job option for suitability only. The remainder of the review for estimating earnings cannot be completed until a viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search. is provided to support accessibility.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements or when applying duty to cooperate. For these circumstances, continue to review based on the job option only.
Compare the worker's work restrictions with the physical requirements for the job option and job lead
Consider:
If the worker meets the physical demands outlined in the EJD or LMP.
If the job option and/or job lead indicates the employer is willing to accommodate minor restrictions or provide aids/equipment, if needed. Recommendations for aids/equipment should align with the available workplace accommodations.
Is the worker competitively employable for the job lead and could they reasonably perform the job?
Is the worker physically capable of performing the essential tasks (i.e., the physical and functional tasks that are critical to the specific job)? Typically, job ads or opportunities will only include the physical requirements essential for the role.
If further evaluations or assessments are needed to confirm physical suitability (e.g., a driving or typing assessment).
If the worker has any concerns about the physical demands and how they been addressed.
When the job option or lead is not considered suitable or requires clarification
If a job option or job lead appears physically unsuitable or is unclear, contact the RE provider to discuss the job option and consider:
Workplace accommodations: Could equipment or aids make the job safe? Examples include job task modifications, postural adjustmentsThis would allow flexibility in posture or movement., ergonomic systems or adaptive technology (e.g., adjustable chairs or desks, sit-to-stand stools).Note: Sit‑to‑stand recommendations depend on the accommodations available, such as modifying job duties, posture, equipment or adaptive technology. Recommendations should align with the available workplace accommodations.
Additional assessments: Are further evaluations needed to confirm job suitability? For example, driving or typing assessments.
Asking the RE provider to look for an alternate suitable job option or lead.
If the EJD or LMP and job lead confirm the physical demandsare within the worker’s restrictions the job option is considered suitable. Continue to the next step to review the vocational requirements.
Administrative tasks
Review the Supported job search update (C880) report or the Job option (C1334) report.
2. Confirm the worker meets the vocational requirements of the job option and job lead
Review the ALIS profile or LMP and job lead to confirm the worker meets the vocational requirements for the job.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements, continue to review based on the job option only.
Compare the worker’s skills, education, and experience to the vocational requirements for the job option and job lead
Consider:
If the worker has the specific educational requirements (e.g., certificates, diplomas, degrees) listed in the ALIS profile or the LMP for the job option. If not, how far apart are the worker's qualifications and the requirements?
If skilling up or retraining is required to help the worker meet the requirements? Refer to the 7-4 Retraining programs procedure.
If the worker has previous skills and experience that will align with the expected job skills or tasks?
Are there special requirements for the job such as background checks (i.e. criminal record check, driver's licence), safety tickets or licencing? Are they obtainable?
If there is any concern with English proficiency? If the ALIS profile or LMP are silent, use the job lead. If all the documents are silent, this is not considered as needed for suitability.
Could the worker's previous job skills and experience reasonably transfer to the job?
Confirm the worker meets the vocational requirements for the job lead. Use this guiding question: Is it reasonable for the worker to apply for this job? Consider:
Does the worker meet the core requirements?
Do they have the necessary skills and abilities? A worker meets the core requirements for a job when they have the skills and the abilities that the employer requires so that they can reasonably compete with other applicants for the position. The worker does not need to have the exact qualifications listed; equivalent skills, experience and education are sufficient for an employer to reasonably consider them for the role.
Does the job lead list any specific educational requirements that were not listed in ALIS or the LMP? If the ALIS Occupational Profile or the LMP lists certifications as optional, but the job lead specifies them as required (e.g., post-secondary education or journeyperson certification), consider the certification identified in the job lead as a requirement.
Note: In most cases the vocational requirements in an ALIS occupational profile or a LMP align with those in the job lead. If there is a discrepancy, defer to ALIS or the LMP. For example, if ALIS or the LMP states no experience is required but the job lead asks for 3–5 years which the worker does not have, defer to ALIS or the LMP for vocational suitability. Use the job lead only to confirm accessibility provided the worker still meets the core requirements as noted above.
Exception:
When minimum education in ALIS or the LMP varies, use the information provided in ALIS or the LMP and cross reference with the experience and education requirements listed in the job lead.
Example 1: Health and Safety Advisor – ALIS or the LMP lists required certifications such as post-secondary education or journeyperson certification. If the job lead requires a bachelor’s degree and the worker only has journeyperson certification, look for another lead.
Example 2: Cashier - ALIS or the LMP emphasizes skills (customer service, numeracy, cash handling and computer skills) rather than formal education. If a job lead asks for high school and the worker does not have it, the job lead is still suitable as there is no reference in ALIS or the LMP of this educational requirement and entry-level positions are often filled by people without high school.
When the job option or lead is not considered suitable or requires clarification
If a job option or lead appears vocationally unsuitable, assess whether skilling‑up or retraining would enable the worker to meet the job requirements. If skilling up or retraining:
would allow the worker to meet the vocational requirements, consider approving the training. Refer to the 7-4 Retraining programs procedure.
would not allow the worker to meet the vocational requirements, askthe RE provider to look for an alternate suitable job option or lead.
If both ALIS or the LMP and the job lead support the worker meets the vocational requirements, the job option is considered suitable. Continue to the next step to review the psychological and social requirements.
3. Confirm the worker meets the psychological and social requirements of the job option and job lead
Review the worker’s compensable injury along with any documented psychological restrictions or social barriers to the EJD or LMP and job lead to confirm the worker meets the psychological and social requirements for the job.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements, continue to review based on the job option only.
Compare the worker's psychological and social abilities with the job option and job lead
Identify any psychological and social requirements for the job option and job lead.
Consider:
The cognitive and the emotional demands required for the job. For example, a high-pressure role may not be suitable for someone with anxiety or PTSDPost-traumatic stress disorder .
The job environment and social requirements required for the job. For example, a job requiring constant teamwork may not suit someone with significant social limitations, while an isolated role may not suit someone who thrives on interaction.
Ensure the job does not harm the worker’s mental well-being or social functioning and that they can reasonably meet these demands.
When the job option or lead is not considered psychologically or socially suitable or requires clarification
If a job option or lead appears psychologically or socially unsuitable, ask the RE provider to obtain another job option or job lead.
If both ALIS or the LMP and the job lead support the worker meets the psychological and social requirements, the job option is considered suitable. Continue to the Assess the job lead for accessibility section.
Assess the job lead for accessibility
1. Determine if a viable job lead supports accessibility
Review if a viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search. was provided to support the job option is accessible. Refer to the Viable job lead for accessibility section.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements; continue to review based on the job option only.
If a job lead was reviewed and found to be:
physically, vocationally, psychologically or socially unsuitable, it cannot be used to support accessibility.
physically, vocationally, psychologically and socially suitable, continue with the review to confirm it is accessible.
When a job lead is not accessible, ask the RE provider to identify another job option and job lead that is appropriate for the worker.
Determine if the job lead is accessible
To determine that the job lead is accessible consider:
If the job was open for application during the job search and can be filled by the general public?
If the job is available in the worker's locale (or with relocation, if appropriate). Typically, the location to look for job leads is determined before SJS begins (usually decided before the worker is referred for a triage assessment). Refer to the Geographical location and the RE services guidelines for out-of-province workers sections of the 7-1 Triage assessment referral procedure. When relocation is being considered, refer toPolicy 04-05, Part II, Application 8: Relocation and the 7-7 Relocation assistance procedure.
If the job iswithin 100 km of where the worker lived or worked at the time of the accident. Note: For rural workers, a commute of up to 100 km is typically reasonable; longer may be reasonable if consistent with the worker's pre-accident travel work pattern. Exception:If compensable restrictions limit driving/sitting tolerance, 100 km may not be reasonable. Refer to the Geographical location section of the 7-1 Triage assessment referral procedure.
If the job lead hours are within the same range as the date-of-accident job or within the restricted hours the worker is able to work(i.e., equal to or less than their date-of-accident hours)? If a job lead:
indicatespart-time hours, it cannot be used for estimating full-time earnings.
indicates full-time hours, it cannot be used for estimating part-time earnings.
hours are not specified; the job lead can be used to estimate for both full-time and part-time positions.
If the job lead supports the worker meets the accessibility requirements, the job lead is considered suitable. Continue to the Assessing salary section.
Assess salary
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1. Estimate earnings using ALIS earnings
When the job option is suitable and there is a viable job lead that supports accessibility, review the verified salary source and select the appropriate starting salary.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements; continue to review based on the job option only.
As of February 1, 2023, ALIS became the primary source for starting wage information, as its province‑wide, research‑based salary data that ensures consistency and fairness for jobs in Alberta. When an ALIS profile is not available for the job option (such as a niche job or creatively defined solution), LMP information may be used instead.
When LMP is used for salary, continue to the next step.
When the salary is based on actual earnings, use the worker’s actual salary unless the worker is considered underemployed. If they are, consider using the earnings for the job lead. If there is no job lead, use the worker's actual earnings to determine the WLS.
When ALIS is used for salary
Generally, ALIS salaries are sufficient; however, job lead salary information should be reviewed together with ALIS to ensure its fairness. For example, if the job lead salary is lower than the ALIS starting range, consider using the job lead salary to reflect a realistic entry-level wage.
When reviewing the salary information in ALIS, select the average starting hourly wage. Review the sample chart below as an example for selecting the average salary.
Review ALIS along with the job lead to determine which salary to use for estimating earnings
Refer to the sample chart above as an example.
When the job lead has provided a salary range, use the lowest salary from the job lead for comparison.
When the job lead salary is:
Within the low and high percentiles, use the average starting wage from ALIS.
Is abovethe high percentile of the ALIS starting wage, use the average starting wage from ALIS.
Is belowthe low percentile of the ALIS starting wage, use the job lead salary.
For additional information on selecting the correct salary and completing the case planning line, refer to the 8-1D CPL - New WLS based on estimated earnings library resource.
2. Estimate earnings using LMP
When the job option is suitable and there is a viable job lead that supports accessibility, review the verified salary source and select the appropriate starting salary.
Note: A job lead is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements, continue to review based on the job option only.
As of February 1, 2023, LMP became available to use when an ALIS profile is not available.
When the salary is based on actual earnings, use the worker’s actual salary unless the worker is considered underemployed. If they are, consider using the earnings for the job lead. If there is no job lead, use the worker's actual earnings to determine the WLS.
When LMP is used for salary
A LMP will typically provide three starting wages for the position. The general rule is to select the medianThe median is the mid-point or middle number in a sorted list of numbers. wage.
Review the LMP along with the job lead to determine which salary to use for estimating earnings
When the job lead has provided a salary range, use the lowest salary from the job lead for comparison.
When the job lead salary:
Is within the lowest and highest LMP starting wage, use the median LMP wage.
Is above the highest LMP starting wage, use the median LMP wage.
Is below the lowest LMP starting salary, use the job lead salary.
When a LMP record has only two salary records and they have different starting salary, select the record with the lower starting salary.
Note: The LMP report itself, does not expire, however the LMP salary information expires after 12 months. Ensure the salary information is current when a review is taking place to estimate earnings.
When salary information is not available in the LMP
If sufficient salary information is not available through the LMP consider:
Contacting the RE provider to discuss options for confirming salary information. Ask if the LMP can be updated with earnings or expired salary records exist for the position if there is an LMP for a similar position with earnings and whether those employers can be contacted again for updated salary information.
Reviewing other sources beyond the LMP such as job ads, job offers, school placement/salary statistics (if retraining is being considered) or the worker's own salary research.
Using minimum wage: If the LMP or the job lead, do not include salary/wage information, estimate earnings using the current minimum wage. As all jobs in Alberta pay at least minimum wage, it can be concluded that any suitable and accessible position would pay minimum wage.
Discussing options with your supervisor.
When an LMP is used to estimate earnings move to step 3 to determine the hours of work.
For additional information on selecting the correct salary and completing the case planning line, refer to the 8-1D CPL - New WLS based on estimated earnings library resource.
3. Decide on the hours to use for estimating earnings
When the job option is suitable and there is a viable job lead that supports accessibility, review and determine the post-accident hours to use for estimating based on the claim circumstance as outlined below.
Note: A job lead Job leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search.is required for the job option to be used when estimating the worker’s earning capacity. The only exception is that a job lead is not needed for retroactive wage‑loss supplements, continue to review based on the job option only.
Note: Before determining the post-accident hours to use, ensure the pre-accident hours align with the compensation rate currently in effect. This is typically confirmed before referring the worker for a triage assessment. Refer to step 2 of the 7-1 Triage assessment referral procedure.
No restriction on hours of work - worker is capable of working pre-accident hours
Ensure the job lead hours are reasonably consistent with the pre-accident hours.
Full-time employment is typically defined as working between 36 and 44 hours per week. If a full-time job lead involves slightly more hours than the worker’s pre-accident schedule, a reasonable increase may still be considered acceptable. For instance, a worker who previously worked 37.5 hours per week could reasonably be matched to a 40-hour position, as this falls within the standard full-time range.
In such cases, there must be documented discussion with the worker that clearly explains why the job option is appropriate, along with a corresponding explanation included in the wage loss proposal. However, the Wage Loss Supplement (WLS) will continue to be based on the worker’s pre-accident hours.
If the job lead:
is full-time and the hours are higher than the worker's pre-accident hours, consider if there is a reasonable variance in the hours of work.
is part-time and the hours are higher than the worker's pre-accident hours, the job lead is not viable, and a new job lead should be obtained that meets the part-time hours or is silent on hours as identified below.
hours are lower than the worker's pre-accident hours, use the hours from the job lead.
provides a range of hours, use the hours that are the closest match to the pre-accident shift cycle.
is full-time but silent for specific hours, use the worker's pre-accident hours.
is part-time, but silent for specific hours, use the worker's pre-accident hours of work (the maximum part-time hours are 30 hours per week).
includes specific part-time hours, use the hours from the job lead to estimate earnings.
Note: When a worker was employed beyond full-time hours at the time of their accident (i.e. beyond 36-44 hours per week), attempt to match the pre-accident hours. This may involve considering a full-time and a part-time position to estimate earnings. For these cases, both positions must be suitable, accessible (i.e. a job lead is provided for both jobs) and ones the worker could reasonably work concurrently (e.g., consider how much time the worker may need to get ready after one job before going to the next one).
Restriction on hours of work - worker has permanent restriction on hours of work
When a worker has restrictions for the number of hours they can work, the date-of-accident hours cannot be used for estimating earnings. Generally, workers are not capable of full-time hours but are able to work reduced hours or days of work. For these cases, compare the job lead hours with the number of hours the worker is restricted to working.
Ensure the job lead hours are reasonably consistent with the hours the worker is restricted to working. If the job lead:
hours are higher than the hours the worker is restricted to working, the job lead is not viable, and a new job lead should be obtained that meets the restricted hours or is silent on hours as identified below.
hours are lower than the hours the worker is restricted to working, use the hours from the job lead.
is silent for specific hours, use the number of hours the worker is restricted to working.
When the hours of work to estimate earnings is determined, continue to the next step.
4. Determine the appropriate procedural path
When the requirements for SAS are met, proceed to the appropriate procedure for the claim circumstance.
If:
The worker is currently participating in support job search, discuss job suitability with the worker and the RE provider and obtain pre-approval for the job option. Follow the 7-2 Supported job search procedure and return to the last completed step (i.e. steps 2 to 4).
The worker is at the end of their job search, participate in the discharge case conference and discuss next steps. Follow step 7 of the 7-2 Supported job search procedure.
A previous job-option decision is being reconsidered because it was not suitable and the new job option is suitable, follow the 1-7 Reconsider a previous decision procedure.
When the requirements for SAS are not met, the job option cannot be used. Another job option with a viable job lead that meets the SAS criteria must be identified. When a job option and job lead cannot be identified, address any are barriers that may be affecting the identification of a suitable job option or if the worker may be eligible for a WLS based on no post-accident earnings (zero-based). Refer to the 7-2 Supported job search, 8-1 Wage loss supplement (WLS) final approval or 8-2 Retroactive wage loss supplement final approval procedure.
Sources to support suitability, accessibility and salary
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ALIS to support vocational suitability and salary
The service provider includes a copy of the ALIS Occupational Profile with their report.
Effective February 1, 2023, ALIS occupational profiles became WCB's primary source of labour market information to estimate earnings capacity.
ALIS is a Government of Alberta (GoA) website, independent of WCB, that provides 550+ occupational profiles and more than 12,000+ Alberta job postings. Because ALIS is public and transparent, workers can easily access this research-based labour market information and actively participate in their job search.
The GoA updates the ALIS occupational profiles and wage data periodically and are independent from WCB. WCB considers ALIS information current and valid for WLS proposals. WCB uses the average starting wage from a current ALIS profile to calculate estimated earnings. Visit the ALIS website to see when the Alberta Wage and Salary Survey was last updated.
Provincial average starting earnings from ALIS are used as a baseline, with the expectation that regional earnings will be considered through an actual job lead rather than specifying a location in ALIS. When job lead earnings fall below the low percentile reported by ALIS, the job lead earnings are used to calculate wage loss instead of the average starting earnings. This approach ensures consistency by incorporating both vocational data and provincial salary information, supporting clear, transparent, fair and consistent decision-making when estimating earnings.
ALIS occupational profiles describe broad occupations which means the job lead title may not always perfectly match the profile (e.g., Receptionist covers job titles such as guest services, mail information clerk or appointment coordinator). Each occupational profile includes details about the job, such as salary, general job duties and education requirements. Many profiles link directly to job ads, that can be used during SJS.
ALIS profiles do not contain physical requirements for the occupation. To determine physical suitability for the specific job (e.g., Self‑Serve Gas Station Cashier), use the EJDs as they include the critical tasks for the specific job.
For additional information on ALIS profiles, refer to the Supported job search library resources.
Essential job demands (EJDs) to support physical suitability
The service provider includes a copy of the EJD document with their report.
Effective February 1, 2023, ALIS profiles became WCB's primary source of labour market information to estimate earnings capacity. Because ALIS profiles only describe broad physical requirements, EJD reports provide the detailed, job‑specific information needed to assess physical suitability.
EJDs are used together with ALIS and the job lead to determine whether a job option matches a worker’s physical abilities.
EJDs are found in the Labour Market Information site on the internal Electronic Workplace (EW) under Business Tools.
A position is considered physically suitable when the EJD and the job lead are both consistent with the worker’s documented work restrictions. EJDs are not used when LMP is used to estimate earnings. In these cases, use the LMP’s physical demands.
An EJD document identifies the critical physical tasks required for a specific job. These are the duties a worker must be able to perform to be hired for that role. A job duty is considered essential when:
The job exists to perform that duty Example: A firefighter’s job exists to extinguish fires.
Only a small number of employees can perform it Example: Updating a company website when no one else is trained to do so.
The duty requires highly specialized skills Example: Using a specific programming language.
Non‑essential duties are tasks performed infrequently or tasks that others could complete without changing the purpose of the job. For example, replacing a water cooler jug or bending to pick up a pen. Because these tasks are not fundamental to the role, they are not used when assessing physical suitability.
For additional information on EJD's, refer to the Supported job search library resources.
Labour market profiles (LMPs) to support suitability and salary
The service provider includes a copy of the LMP with their report.
Effective February 1, 2023, ALIS became WCB's primary source of labour market information to estimate earnings capacity. LMPs are job‑specific research reports used to confirm physical, vocational suitability and salary criteria when ALIS does not have an occupational profile, typically for niche or uncommon jobs (e.g., bingo caller) and when creative solutions are needed.
LMPs are found in the Labour Market Information site on the internal EW under Business Tools.
LMPs contain starting wages only, consistent with ALIS. If wages are not available, consider other sources, such as job ads or offers, school placement or retraining salary statistics and the worker’s own salary research. If no other earnings information is available, use minimum wage.
The LMP record itself does not expire, but the salary records expire after 12 months. If expired, or about to expire in the next month, request a refresh. Researchers will contact one additional employer to confirm if the median starting salary has significantly changed.
LMP salary records should not be older than:
12 months from the publish date at pre-approval, and
24 months from the publish date at final approval.
New salary records should not be obtained at final approval if the original salary records were published within the last 24 months.
For long‑term retraining (e.g., two‑year diploma), updated salary information may be required at program completion.
For additional information on LMP's,refer to the Supported job search library resources.
Administrative tasks
Submit the LMP salary refresh request via the internal EW/Business Tools/Labour Market Information/ Labour Mkt Research Request.
Viable job lead for accessibility
The service provider includes a copy of the job lead with their report.
A viable job leadJob leads are job ads, postings or other job opportunities (i.e., training on the job). A job lead is viable when it is physically, vocationally, psychologically and socially suitable, available in the worker’s locale, and open for application during the job search. is physically, vocationally, psychologically and socially suitable. If all criteria are not met, the job lead cannot be used to support accessibility. Refer to the Determine if the job option and/or job lead meet suitability section and the Assess the job lead for accessibility sections.
What is a job lead?
A job lead is a job ad or real job opportunity used to confirm that a job option is accessible in the labour market. They are found by the worker, RE provider or decision maker.
RE provider internal job boards or employer outreach
A job identified by the worker
A suitable TOJ or TaP program opportunity the worker declined
Direct employer contact (phone or in person)
Other credible sources
A job ad or employment opportunity becomes an official job lead when:
The decision maker has approved it, and it is documented in the Supported job search update (C880), and
The worker has been provided with the job lead.
If either is missing, follow up with the RE provider.
A job lead is used to support accessibility. However, if the job lead contains salary information, it must becompared to the salary records and may be used as the salary. Refer to the Assess salary section.
Note: If the job lead does not list a salary and no wage information can be found for the position, assume the job pays at least the current minimum wage. Use the current minimum wage to calculate post‑accident earnings.
Job leads from another province cannot be used to support estimating earnings in Alberta.
How do I assess if a job lead is viable?
Use this test: Can the worker reasonably be expected to apply for this job?
Consider:
A. Timing: Does the job ad confirm the lead was available during SJS?
Confirm the print/postdate or advertised until date supports the job ad was being advertised during the SJS period.
If the printed/posted date is absent, request confirmation the job ad is current from the provider.
Sometimes job leads are found later, such as if the worker needs retraining or short‑term work to build skills for a long-term job (phased-in approach). After the worker finishes that training or short-term job, they qualify for SJS services, and a job lead can be provided.
B. Hours: Does the job ad indicate required hours or part-time/full-time?
If the job ad is silent on hours, it can be used to support a full‑time or part‑time position.
If a job ad indicates part‑time, it cannot be used to support full‑time work. The same applies if the ad indicates full‑time, it cannot be used to support part‑time work.
If a full‑time lead cannot be found, consider changing the job option to a part‑time work or using two part‑time job leads for the same job option to equal the full-time job option.
C. Required qualifications: Does the worker have the required experience, education and skills?
ALIS supports vocational requirements. If ALIS and the job lead conflict, defer to ALIS because it offers robust, province-wide data rather than a single employer’s preference. For example, if ALIS states no experience is required but the job lead asks for 3–5 years which the worker does not have, defer to ALIS for vocational suitability. Use the job lead only to confirm accessibility.
If the worker is missing requirements, the provider must offer rationale. If it is not available, ask the RE provider to submit it in an amended report.
D. Preferred qualifications: Are preferred experience, education and skills required?
If a job ad lists qualifications as preferred rather than required, the job lead may still be suitable. In these cases, the provider must explain why the worker would reasonably be competitive and likely to be considered for the position. Additional training or skill development may be needed.
For example, if a job prefers three to five years of experience and the worker has none, it may be unclear how they would be competitively employable. In such cases, the provider must explain how the worker is still a suitable candidate.
E. Job lead title: Is the job ad for the same position as the selected job option?
Employers may use different job titles for the same type of work. A job lead should not be excluded just because the title differs. What matters is whether the job duties match the job option.
When using an ALIS occupational profile, the provider will select the one that best matches the job lead. When using other labour market information (such as LMP), the provider will explain how the job option and job lead fall under the same universal job title.
Always confirm the job details match the lead and job option. If they do not match, discuss with the provider. If agreement is reached that the lead and job option fall under the same universal job title, ask the provider to submit an amended Supported job search update (C880) report explaining why.
F. Physical requirements: Do the physical requirements from the job ad match the worker’s restrictions?
If the worker does not meet the job’s functional requirements listed in the job ad, the position is not suitable unless supports or ergonomic aids make the work safe.
In general, consider all the above factors and use a reasonable person test to determine if the job ad makes sense for the worker. If needed, request rationale from the provider for any unclear requirements. If no rationale can be provided, the job ad is not suitable.
If the ad is silent, use ALIS, labour market information or other supporting documentation as the accurate source.
Can a job lead be provided after SJS?
Yes, in specific situations, such as when:
The worker has not reached a vocational plateauA worker is considered to be at vocational plateau when they have completed all the services for their re-employment plan..
The plan includes phased‑in approach (e.g., short‑term work before long‑term goals)
The worker is in retraining
Seasonal work limits job ads
Ensure the re‑employment plan is clearly outlined in writing and include relevant information related the plan (e.g., phase in approach, training information, TOJ, job options).
Examples:
The worker is in a lower‑paying job and will receive additional RE services or retraining within one to two years. A job lead will be identified later during the SJS.
The worker is entering an apprenticeship or another occupation with expected early‑stage earnings growth. Vocational plateau occurs when the worker becomes employable in that occupation or ready to begin the apprenticeship.
The worker is in a short‑term job to build skills for a long‑term job option and has not reached vocational plateau. They may receive temporary wage loss benefits (TPD) while in the short‑term role, but earnings are expected to increase once they move into the long‑term option. The job lead for the long‑term option may be more appropriate to identify closer to employability.
Job leads are limited due to the work being seasonal. The RE plan includes short‑term work for the worker to gain experience before seeking higher‑paying job. During this time, the worker may be eligible for temporary partial disability (TPD) benefits.
Is a job lead required to pay a retroactive WLS or re-estimate earnings retroactively?
A job lead isnot required to pay a retroactive WLS or to re-estimate earnings for a retroactive period, as it is not reasonable to find job leads from the past.
However, if the same position will be used to estimate the worker’s earnings going forward, a job lead is required to confirm the job is currently accessible. In this case, also consider whether the worker is eligible for RE services.
Is a job lead needed for each position if earnings are estimated using more than one position?
Sometimes you may estimate earnings using two different jobs (e.g., pre-accident job was 60 hrs/week). If so, a job lead is needed for each one.
If the same job will be used for both full‑time and part‑time estimates, one job lead is enough unless it lists specific hours. If it does, get a second job lead to show both full‑time and part‑time work are available.
For additional information on job leads, refer to the Supported job search library resources.
Retroactive reviews prior to February 1, 2023
Prior to February 1, 2023, the WCB used employability profiles (EP), labour market analysis (LMA) and LMP as labour market information to assess for suitability, accessibility and salary.
The EP database was archived and is only accessed when retroactive labour market information is required (e.g., appeals). As of February 1, 2023, LMA and LMP were combined into one streamlined process so there will no longer be individual LMA records.
To estimate earnings retroactively, the salary records/LMA/EP for that specific year are used. For example, if the effective date of a WLS is May 2013, use LMA/EP that was valid in May 2013 (i.e. the research would have been completed in the year prior to May 2013).
Contact the RE Supervisor, Millard RE Support to obtain archived salary records/LMA/EP information.
Contact Quality Assurance to obtain the archived procedure for the RE process in place for that specific year.
Question
Answer
What is an employability profile (EP)?
EPs are research-based occupational summaries created through interviews with Alberta employers from seven major city centres, compiled and analyzed by Malatest, an independent research firm.
Since ALIS is now the primary source for labour market information, this research is only accessed when retroactive labour market information is required (e.g., an appeal).
What is a labour market analysis (LMA) report?
LMA was replaced by the current labour market profile report. LMAs are job‑specific research reports used to confirm vocational suitability and salary criteria. LMAs were recorded for separate employers, resulting in three LMA records being required for a job option. These reports typically included a starting salary with a 5-year progression.
How do I select the correct salary from EP, LMA or LMPs when estimating earnings retroactively?
EP, LMA or LMP salary records are used and typically include earnings from three employers.
LMP salary records:
After February 1, 2023, include the starting salary only with no salary progressions.
On or before February 1, 2023, typically include a starting salary with a 5-year progression. These salary records may be used for a retroactive TEL or ELP adjustment or when converting a TPD that started before February 1, 2023, to a TEL or ELP.
Select the median starting salary
General rule: Determine which salary record contains the median (mid-point) starting salary.
When reviewing LMP records, the approach to determining the median salary varies depending on the number of records and whether multiple LMPs share the same salary. For some claims, the reduction plan needs to be confirmed for the "after five year" earnings to determine which record should be used for the median salary. The ELP/TEL calculator is used to calculate salary progression for LMP that have only starting salaries and those already include a salary progression. Refer to the Determine the reduction plan information below.
Refer to the 8-1D CPL - New WLS based on estimated earnings library resource.
