Contents
- Requirements
- Overview of the Work Ability Index (WAI)
- Hard to Find Table
- WAI Online Questionnaire (short version)
- The Work Ability Index (WAI) - Juhani Ilmarinen
- Determine Cutoff Value
- Measure Employability
- Work Ability Index - Work Ability Screener - Part A
- Work Ability Index - Work Ability Screener - Part B and Sum
- 2021
- 2025
- Determining a Cutoff – Work Ability Index (Screener) – Cutoff = 70-75
- FYI – DBSA – Promotion – Our third psychiatrist
- Special Topic - Seniors working in Scandinavia
- In House > Metadata > WAI >
Associated with > Metadata >
Rehab_Survey_M-WAI_13120703 V2018
Work Ability Index
Overview of the Work Ability
Index (WAI)
Purpose: Measures an employee's perception of their work ability,
balancing job demands against health resources.
Structure: Comprises 10 questions grouped into 7 main items.
Scoring Range: Total scores range from 7 to 49 points. [IF YOU USE THEIR SCORING
THEME]
Categories:
Poor: 7–27 points
Moderate: 28–36 points
Good: 37–43 points
Excellent: 44–49 points
Hard to Find Table
The Work Ability Index (WAI) - Juhani Ilmarinen
Occupational Medicine, Volume 57,
Issue 2, March 2007, Page 160
[CAN’T ACCESS ASSESSMENT Anymore]
https://academic.oup.com/occmed/article/57/2/160/1584972?login=true
https://academic.oup.com/view-large/23145416
A brief history
Our multidisciplinary study group
(occupational physiology, psychology, medicine, epidemiology and biostatistics)
started cross-sectional studies among municipal employees in 1981. The study
participants were followed for 16 years. Since the beginning, the use of Work
Ability Index (WAI) both in research and practice has widened to various
countries, and the index has been translated into 24 languages.
Description
The WAI is an instrument used in clinical occupational health and
research to assess work ability during health examinations and
workplace surveys. The index is determined on the basis of the answers to a
series of questions which take into consideration the demands of work, the
worker's health status and resources. The worker completes the questionnaire
before the interview with an occupational health professional who rates the
responses according to the instructions. WAI is a summary measure of seven items (range 7–49) (Table
1).
Validity
The validity and reliability of
the WAI has been assessed in correlation analyses. The WAI and all its items
reliably predicted work disability, retirement and mortality. More recently,
the validity of WAI has been studied by Radkiewich et al. [3] and test–retest
reliability by de Zwart et al.
Raw Questions – 11 Item Screener
- Current work ability compared with the lifetime best.
- Work ability in relation to the demands of the job.
- Number of current diseases diagnosed by a physician.
- Estimated work impairment due to diseases.
- Sick leave during the past year (12 months)
- Own prognosis of work ability 2 years from now.
- Mental resources.
- Secure, work ability, promoting living arrangement.
- Manage a reliable and low stress transportation system.
- The costs or losses of working exceed the benefits.
- Rest needed or low stamina during work periods.
Determine Cutoff Value
Suggested cut-off value is somewhere
between 70% and 75%. That would be the range for a satisfactory
worker. We determined this by assessing two full time workers: Richard K. &
Denise C. The motivation for this work
was we got tired of others leading people to think they could work when they
couldn’t.
20260906-SU: Inspected & Corrections Made
Measure Employability
11 – Item Screener (High Scores are Favorable)
Consumer = Keith “Buster” Torkelson (Self-score)
Work Ability Index -
Work Ability Screener - Part A
Consumer = Keith “Buster” Torkelson
WY = Whole Year
Scored in 2015: HSF =
Higher Adjusted Scores are Favorable
Work Ability Index -
Work Ability Screener - Part B and Sum
WY = Whole Year
Scored in 2015: HSF = Higher Adjusted Scores are Favorable
Work Ability Index - Work Ability Screener - Part A
Last Reviewed: 20220419-TH: Higher Adjusted Scores are Favorable
Work Ability Index - Work Ability Screener - Part B and Sum
Last Reviewed: 20220419-TH: Higher Adjusted Scores are Favorable
Work Ability Index - Work Ability Screener - Part A
Last Reviewed: 20250327-TH: HSF = Higher Adjusted Scores are Favorable
Work Ability Index - Work Ability Screener - Part B and Sum
Last Reviewed: 20250327-TH: HSF = Higher Adjusted Scores are Favorable
Determining a Cutoff
– Work Ability Index (Screener) – Cutoff = 70-75
CPSS = Certified Peer Support Specialist | HSF = High Scores are Favorable
Reworked all of these due to calculation error in
spreadsheet (All Passed Inspection)
POI - About Richard Krzyzanowski
https://www.linkedin.com/in/richard-krzyzanowski-67043424/
President and Legislative
Committee chair for the California Association of Mental Patients’ Rights
Advocates (CAMHPRA); chair-elect of the Patients' Rights Committee of the
California Behavioral Health Planning Council (CBHPC); member the Client &
Family Leadership Committee of the state's Mental Health Services Oversight
& Accountability Commission (MHSOAC); Board member and editor of The Rollercoaster Times
quarterly newsmagazine for the Depression & Bipolar Support Alliance of
Orange County, CA.
FYI – DBSA – Promotion – Our third psychiatrist
https://www.dbsaoc.org/ (Promotion)
Medical Advisors: Gus Alva, M.D.; Clayton Chau, M.D.; Charles Tuan-Tu Nguyen, M.D.; Lawrence Sporty, M.D.
Newsletter editor: Richard Krzyzanowski
https://www.dignitymemorial.com/obituaries/fullerton-ca/himasiri-desilva-12943130
Himasiri DeSilva, born October 6,
1939, passed on June 25, 2026, at the age of 86.
2017 – Denise C.
Special Topic - Seniors working in Scandinavia
Employment rates for older adults
are rising across Scandinavia as governments and businesses encourage people to work longer.
Trends in Senior Employment
Rising Numbers:
Employment for
people aged 55 to 64 has grown significantly over the past two decades,
increasing by nearly 20 percentage points in Finland and roughly 15 percentage
points in Denmark.
Working Past Retirement:
More
individuals choose to remain in the workforce or return to jobs after reaching
official retirement age, supported by shifting
public attitudes and state incentives like tax-free cash bonuses.
Hiring Realities:
Despite
official encouragement and labor shortages, some older job seekers
(particularly those over 55) still report reluctance
from specific private companies to hire new senior applicants.
Workplace Flexibility and
Support
Reduced Hours:
Trade unions
across the Nordic Labour Journal network advocate for flexible schedules, fewer hours, and lighter
supervisory duties for older employees.
Age Management:
Organizations
increasingly implement age-management practices that focus on lifelong learning, skill
updates, and gradual transitions rather than abrupt exits.
Civic and Volunteer
Roles:
Organizations like SPF Seniorerna in Sweden help seniors stay active through civic engagement, mentoring, and continuous adult education.
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