1. NDIS Workforce Transition NDS – National Disability Services
Peak body for disability service providers
Workforce Adviser – DWIN - Workforce Innovation Project
Working with services/ future service providers around workforce challenges and opportunities to ensure there is a workforce to support the implementation of the NDIS

2. Double the disability workforce
A Growing Workforce
A growing workforce
2019
Double the disability workforce
ExNDIS
Might look like more actual people on the ground
Nationally: increase of more than 80,000

3. The NDIS Organisational Readiness Toolkit
……..a self assessment of readiness
Strategy
Corporate Governance
Clients & Market Focus
Financial Sustainability
People & Capability
Information & Knowledge Management
Safeguarding & Quality Management

4. Workforce Transition Approach
Identify what your business is? What can you deliver that is financially sustainable to meet the needs of participants?
Strategic planning
Business planning
Unit costing
Stakeholder engagement – participants, NDIA, disability service providers, community organisations, community transport, councils, allied health professionals, schools
MOUs / Partnerships

5. People & Capability
How will we attract, recruit and retain staff with the right values, skills and capabilities to support the changing needs of our clients and our business?

6. HR strategy and workforce planning
People & Capability
HR strategy and workforce planning
Staff Leadership
HR systems, policy and procedures
Staffing recruitment and retention
Employee learning and development
Employee performance planning and support

7. HR strategy and workforce planning
Context & Environment
Current Workforce Profile
Future Workforce Profile
Gap Analysis & Closing Strategies
Conclusion, Review, Evaluation & Next Steps

8. Disability Workforce Innovation Network
Networks and communities - establishing & strengthening
Workforce Planning - organisational - regional
Workforce data - Workforce Wizard
Workforce Resources - sourcing & providing - sharing
Workforce development projects - local - national

9. Priorities What does this look like in the Hunter?
Attraction and recruitment
Retention of talent
Training and Training Quality
Leadership and Management
Priorities

10. Challenges Finding & retaining the right people
Flexibility to meet client choice whilst maintaining a flexible workplace for staff
Staff
Rostering
Balance of hours worked and monitoring of this
Challenges
-Finding the right people and retaining them
-Flexibility to meet client choice whilst maintaining a flexible workplace for staff
staff
rostering
balance of hours worked and monitoring of this

11. Challenges
Industrial relations issues - rostering according to client plans
Cash flow funding - hard to ensure hours and a fulltime job – job security
Workforce diversity - to meet client choice
Increased casualisation of staff due to flexibility- job insecurity/ job sharing
Supervision ratios challenged by billable hour
Industrial relations issued resulting from rostering according to client plans
Cash flow funding making it hard to ensure hours and a fulltime job – job security
- workforce diversity required to meet client choice
possibility of increased casualization of staff due to flexibility- job insecurity/ job sharing
Supervision ratios challenged by billable hour

12. Changes Changes Aligning workforce to business strategy
Changes in hours of service to a 24 / 7
Customer service focus for entire business - from back office to client facing
Different job roles emerging- customer engagement officer, NDIS business manager, workforce planner, customer service teams
Diversity of workforce
Changes
-aligning workforce to business strategy
-changes in hours of service to a 24 hour a day 7 day a week service
-customer service focus for entire business from back office to client facing
-different job roles emerging- Customer engagement officer, NDIS Business Manager, Workforce Planner customer service teams
-diversity of workforce not required previously to suit client choice and control

13. Determine your job roles?
Workforce Planning
PESTLE Analysis
Demand Forecasting
Supply Forecasting
Determining workplace structure -

14. Assess your current workforce?
Currently?
What is your current workforce profile?
What data do you have on your current staff?
Assess current staff - determine suitability for the new job roles
Gap analysis- what staff do you need ?
Do you have succession planning?
Human Resource Processes and procedures
Assess your current workforce and job roles and determine that these align with your strategic direction.
What is your current workforce profile?
What data do you have on your current staff?-
Assess current staff to determine their suitability for the new job roles
Gap analysis- what staff do you need ?
Do you have succession planning?
Human Resource Processes and procedures

15. Workforce Development Priorities
Workforce Culture- are we all on the same page?
Person centred training and awareness
Customer service for all staff in the organisation
Appropriate Induction and Training for staff
Performance management/ supervision of staff
Leadership and Management Training/Coaching
Digital and Financial Literacy of Staff
High performance teams work
Mandatory Training requirement
Accredited Training- Certificate 111 in Individual Support etc
Workforce Development Priorities
Workforce Culture- are we all on the same page?
Person centred training and awareness
Customer service for all staff in the organisation
Appropriate Induction and Training for staff
- Performance management/ supervision of staff
Leadership and Management Training/Coaching
- Digital and Financial Literacy of Staff
- High performance teams work
- Mandatory Training requirement
- Accredited Training- Certificate 111 in Individual Support etc

16. Recruitment of appropriate new or emerging positions
Attribute and Values Based recruitment
Timely recruitment - will recruitment be ongoing through webpage ? Does your recruitment process take too long
Workforce Diversity – does your workforce all look the same? Do your participants all look the same?
Recruitment of appropriate new or emerging positions
- Attribute and Values Based recruitment
- Timely recruitment- will recruitment be ongoing through webpage ? Does your recruitment process take too long
- Workforce Diversity – does your workforce all look the same? Do your participants all look the same?

17. Recruitment of appropriate new or emerging positions
- Attribute and Values Based recruitment
- Timely recruitment- will recruitment be ongoing through webpage ? Does your recruitment process take too long
- Workforce Diversity – does your workforce all look the same? Do your participants all look the same?

18. Retention of Talent Retention of Talent
Your employees are your most powerful marketing tools for both clients and staff
Workforce turnover analysis and calculator
Employee Conditions and Industrial relations- are you making your whole workforce casual?
What is your employee value proposition? Why would I work for you?
Retention of Talent
your employees are your most powerful marketing tools for both clients and staff
Workforce turnover analysis and calculator
Employee Conditions and Industrial relations- are you making your whole workforce casual?
What is your employee value proposition? Why would I work for you?

20. Sue-Ellen Evans