One of the things I would do as a first step is also what a number of large organizations--for example, Ford Motor Company--have done, which is to take an inventory of current existing jobs. In other words, what are the bona fide occupational requirements for the jobs we're looking at? If you're looking at disabled veterans, there are a range of positions that would be suitable for them and that they could basically get into.
Then at least you have a baseline of knowledge. As you probably sense, I'm a very strong advocate of maintaining that immediate attachment to the workforce so that the individual doesn't “break service”. The first step has to be to look at the bona fide occupational requirements.
To give you a sense, if I can digress for two seconds here, we did this in one of our pulp mills. We looked at every single position and the bona fide occupational requirements and the physical requirements for the individual to be able to get back into a job; then we looked at the skill sets, experiences, and capabilities of the individual to see which job that individual might fit into.
When you're dealing with physical injuries, you simply look at the position, you look at the current capability, and you look at what is out there in terms of current assistive technology. Our technology has come so far today that there are very few jobs that couldn't be done. Obviously, as Sandra pointed out, if you're dealing with a mental health issue, different intervention strategies are necessary.