Useful advice if you become ill

A resource profile is a tool used by the local authority to describe and assess your capacity for work. The resource profile consists of 12 elements, the purpose of which is to uncover your current - and future - abilities, provided that any barriers are overcome.

Positive and forward-looking
The description is positive and forward-looking, and according to legislation, the local authority must use it to assess whether you are entitled to have your sickness benefit period extended beyond the normal duration limit and whether you are entitled to rehabilitation, a flexible working arrangement or anticipatory pension.

Inspiration and overview
Most of the information to the local authority must be provided by yourself, and you must in any case comment on the resource profile. If you give your information early on in the process, consideration of your case can begin immediately. Working with the 12 elements will perhaps also give you a good overview of your situation and inspire you to consider your future options.

You can call Danica Pension’s counsellors on +45 70 11 25 25 at any time if you have any questions about the resource profile.

The 12 elements of the resource profile

• Training - deals with your formal qualifications, for instance practical and academic skills gained through completed and non-completed education, training and courses.
• Work experience - deals with the competencies you may have acquired in a work context, that is what you have learned through your previous employment.
• Hobbies - deals with the special talents and skills you may have outside your working life. These may be hobbies you enjoy on your own or together with other people, for instance voluntary work at the local sports club, a local shelter, cookery classes, repair of electronics, IT, etc.
• Social competencies - deals with your ability to function socially at a workplace. The ability to handle any conflicts and cooperation problems. Social competencies also include your experience with norms and unwritten rules for how to interact with colleagues and managers.
• Adaptability - deals with how you feel about adjusting to and working in new and unaccustomed work contexts. This could for instance be about getting used to being in the labour market, moving into another job function or working with other people.
• Learning ability - deals with whether you find it easy or difficult to acquire new knowledge and abilities. This can be everything from studying languages to the instructions for your new washing machine etc.
• Work-related requirements - deals with your requirements for future occupation and training. This element is included in the resource profile because it makes it possible to use your own ideas and requirements in relation to the labour market as a basis.
• Performance expectations - deals with whether you have positive or negative expectations for your own performance on the labour market and otherwise.
• Working identity - deals with to what extent you identify yourself with having a job. Your upbringing, network, education and work experience are important factors in terms of whether you consider yourself to be self-supporting and qualified for the labour market.
• Housing and finances - deals with your housing and financial situation. Includes whether your housing situation is stable and how your financial situation will be affected if you become attached to the labour market.
• Social network - describes whether there are any current events that are important in relation to your capacity for work, and whether your network – friends, family or acquaintances – can provide the support you need to be on the labour market.
• Health - deals with your physical and/or mental strength. And how you would describe your health. The purpose of this element is to examine whether any barriers can be removed, including whether treatment is possible.