THE AUSTRALIAN
ORTHOTIC PROSTHETIC
ASSOCIATION
Joint Standing Committee on The National Disability
Insurance Scheme
Inquiry into NDIS workforce
AOPA | Submission for The Joint Standing Committee on NDIS workforce 1
Orthotics and Prosthetics in Australia
Orthotist/prosthetists are tertiary qualified allied health practitioners who assess and treat the physical and functional limitations of people resulting from disease, illness, trauma and disability, including limb amputation, using orthoses (external braces or splints) and prostheses (artificial limbs). Orthotist/prosthetists work in a range of settings that include clinical, academic, managerial and policy domains. As autonomous practitioners, orthotist/prosthetists work closely with other medical, nursing and other allied health practitioners to deliver evidence‐based care to clients in order to improve mobility, function and quality of life.
Orthotic/prosthetic students complete their training alongside other allied health students including physiotherapy, podiatry and occupational therapy, and complete training at an Australian Qualification Framework level 7 to practice in Australia.
The Australian Orthotic Prosthetic Association (AOPA) is
the peak professional body for orthotist/prosthetists in Australia and is responsible for regulating the profession. Certified practitioners currently represent 89% of the total workforce. AOPA Certification is required for the provision of clinician services for many federal, state and third-party payors, such as the
National Disability Insurance Scheme, Department of
Veterans affairs and Private Health Insurers. The
Commonwealth Government recognizes AOPA as the assessing authority for skilled migration skill assessments for orthotist/prosthetists
AOPA is a founding member of the National Alliance of Self-Regulating Health Professions (NASRHP) and a full member of Allied Health Professions Australia (AHPA)
Contact
The Australian Orthotic Prosthetic Association
P.O. Box 1132 Hartwell, Victoria 3124
(03) 9816 4620 | www.aopa.org.au
Leigh Clarke – Chief Executive Officer
2 AOPA | Submission for The Joint Standing Committee on NDIS workforce
Executive Summary
In response to the Joint Standing Committee’s inquiry into Currently the national prevalence of orthotist/prosthetists the National Disability Insurance Scheme (NDIS) is 1.62 per 100 000 population. This falls well below the workforce, the Australian Orthotic Prosthetic Association only published recommendation of 3.0 orthotists per (AOPA) is pleased to provide the following insights 100,000 population5. There is also substantial geographic focused on the Australian orthotic/prosthetic workforce. maldistribution across states/territories with only 14% of the orthotic/prosthetic workforce providing service to Workforce data presented in this submission reflects the areas outside of major cities. Since 2007, the body of AOPA Certified Practitioners as of August 2019. A orthotic/prosthetic workforce has also become large proportion of Certified practitioners provide services significantly younger and more feminized4, which suggests for NDIS participants. In Australia, AOPA certification is issues for adequate mentoring and supervision, and an required to provide most, but not all patient care. AOPA increased demand for flexible or part time work Certified Practitioners represent 89%1 of the total arrangements. Collectively these factors are likely to cause Australian orthotic/prosthetic workforce. a delay in access to orthotic/prosthetic services for NDIS participants. Orthoses and prostheses are used by people experiencing a broad range of medical and disability-related conditions, Most recently, the impact of the COVID-19 pandemic on extending across the lifespan. Common conditions include the Australian orthotic and prosthetic workforce, has been diabetes, congenital deformity, trauma, foot ulcers, immediate and severe. Many orthotic/prosthetic service cancer, stroke, post-polio syndrome, scoliosis, providers will struggle to maintain financial viability during lymphoedema and arthritis. For example, a pair of ankle- the time of quarantine restrictions which will decrease foot orthoses may be worn by an infant living with spina future access to services for NDIS participants. bifida to prevent contractures at the ankle and improve their ability to stand and walk; a lower-limb prosthesis will AOPA provides evidence and subsequent allow an adult to continue participation in activities that recommendations regarding orthotic/prosthetic workforce bring joy and meaning to life, such as work and recreation. development for the Joint Standing Committee’s consideration. We hope the recommendations contribute As the population ages and increased rates of disability to the efforts to grow and secure the orthotic/prosthetic and comorbidity are experienced2 3 orthotist/prosthetists NDIS workforce, with the ultimate objective to improve will be increasingly relied upon to meet the growing NDIS participant access to quality orthotic/prosthetic healthcare need. Increasing demand for services. orthotic/prosthetic services is particularly problematic as workforce data suggests a workforce shortage already AOPA will gladly take questions or provide further exists4. workforce data as the Joint Standing Committee requires.
1 Australian Bureau of Statistics (2016). 2016 Census of Population and Housing, 3 World Health Organisation (2016). Global strategy on human resources for Customised Data report. ABS: Canberra, March 2020. health: Workforce 2030. Geneva: WHO 2 Dall TM et al. (2013) An aging population and growing disease burden will 4 Ridgewell et.al. (2020) Australian orthotic and prosthetic workforce 2007–19. require a large and specialized health care workforce by 2025. Health Aff Publication under development. (Millwood) 32: 2013‐2020 5 National Health Service (2005). Scottish Orthotic Services Review. Edinburgh:
National Health Service
3 AOPA | Submission for The Joint Standing Committee on NDIS workforce
The current size and composition of the NDIS workforce
The Australian orthotist/prosthetist workforce it currently experiencing complex change. There is a substantial workforce shortage and the profession is becoming more feminized and younger
AOPA Certified orthotist/prosthetists Given the characteristics of the orthotic/prosthetic workforce, AOPA highlight three key workforce issues AOPA membership (i.e. AOPA Certified Practitioners) that are likely to have a significant impact on the NDIS represent 89%1 of the total Australian orthotic/prosthetic orthotic/prosthetic workforce and the delivery of workforce. The exact proportion of the orthotic/prosthetic services to NDIS participants orthotic/prosthetic workforce that contributes to the
NDIS workforce is not known, but AOPA estimate that Workforce shortage
the vast majority of AOPA Certified Practitioners provide Orthotist/prosthetist workforce genderorthotic/prosthetic services to NDIS participants. distributionTherefore, the characteristics of the workforce data
presented herein reflect the characteristics of the NDIS Workforce age
orthotic/prosthetic workforce.
Currently the Australian orthotic/prosthetic workforce4: Orthotist/ prosthetists per 100 000 population
Comprises of 410 certified practitioners Has a mean age of 38 years (median 35 years) Is 49% female Has an average practitioner prevalence of 1.62 orthotist/prosthetists per 100 000 population 46% of the workforce is concentrated in Victoria
where there are 2.85 practitioners per 100 000 ACT NSW NT QLD SA TAS VIC WA AUS
population (Figure 1) ■ 2007 ■ 2012 ■ 2019 The states/territories with the lowest practitioner prevalence are New South Wales (0.99) and the Northern Territory (0.81) Figure 1. Number of orthotist/prosthetists per 100 000
population Only 14% of practitioners work outside of major
cities (NB: this 14% includes all of Tasmania and
the Northern Territory)
4 AOPA | Submission for The Joint Standing Committee on NDIS workforce
Workforce shortage occupational therapists contribute to over 90% of the occupational therapy workforce and work an average of The Australian orthotic/prosthetic workforce does not 32.7 hours per week, whilst male occupational therapists meet recommended practitioner to population ratios work an average of 38.7 hours per week9. Similarly, in and has high variability across the states and territories. 2011, 97.5% of the speech pathology workforce was The most recent workforce data shows that Australia has female and worked an average of 30.2 hours per week, a low prevalence of 1.64 orthotist/prosthetists per 100 whilst male speech pathologists worked 37 hours per 000 population6. This is 50% of the international week10. recommendation for orthotists only, of 3.0 orthotist per 100 000 population.5 Gender
Victoria and Tasmania have the highest prevalence of 2007 2012 2019
orthotist/prosthetists per 100 000 population (Victoria 2.85 and Tasmania 2.43 per 100 000 population). Victoria alone represents 46% of the orthotic/prosthetic workforce. The remaining states/territories are likely underserviced with practitioner prevalence rates as low as 0.81 and 0.99 per 100 000 population in the Northern ■ Male ■ FemaleTerritory and New South Wales, respectively.
Given 74% of Australia’s population live in the Figure 2. Proportion of male and female states/territories6 other than Victoria, it is likely that orthotist/prosthetists nearly three quarters of the Australian population do not have adequate access to orthotic/prosthetic services. Flexible working arrangements required by the female orthotic/prosthetic workforce are particularly relevant for Workforce gender distribution the states with a very high proportion of female workforce, such as South Australia and Tasmania where Since 2007, the Australian orthotic/prosthetic workforce 71% and 62% of orthotist/prosthetists are female, has become significantly feminized (p<0.05)4 with the respectively and expected to increase. proportion of female orthotist/prosthetists shifting from 30% in 2007 to 49% in 2019 (Figure 2). Workforce age
Females typically work fewer hours than their male The Australian orthotic/prosthetic workforce has become counterparts, and even fewer hours when they have significantly younger over time. For example, the mean children under the age of 18 years7. Given females make age reducing from 42 years in 2007 to 38 years in 2009 up nearly 50% of the workforce, and that historical trends (p=0.008) 4. In 2007, nearly half (44%) of the Australian suggest this feminization will continue8, it will become workforce was aged under 40 years; in 2019 this important for workplaces to adopt more flexible work proportion increased to nearly two thirds (63%)4. In 2007 arrangements, to counteract potential workforce 17% of the workforce were aged 55 or older, dropping to attrition. If work arrangements are not attractive to 12% in 20194. young females, the workforce risks losing these practitioners which will worsen the current workforce Younger and less experienced practitioners rely on the shortage. mentoring and skill sharing of experienced practitioners in order to increase their own clinical expertise and We can see in other professions that are already highly provide safe and effective orthotic/prosthetic services. feminized that females work less average hours per week The current orthotic/prosthetic workforce has seen an than their male counterparts. For example, female influx of younger practitioners, and with the reduction in
6 Australian Bureau of Statistics (2020). Population estimates according to 8 Ridgewell et.al. (2014) Demographics of the Australian orthotic and remoteness area 2009 to 2019. ABS: Canberra, March 2020 prosthetic workforce 2007–12. Australian Health Review 7 Hedden L et al. (2014) The implications of the feminization of the primary 9 Department of Health. (2018). Occupational Therapy 2016 Factsheet. care physician workforce on service supply: a systematic review. Hum Resour 10 Health Workforce Australia (2014) Australia’s Health Workforce Series Health; 12: 32. – Speech Pathologists in Focus.
5 AOPA | Submission for The Joint Standing Committee on NDIS workforce
proportion of practitioners over 40 years of age, the experience, skillset and support required for their clinical capacity for mentoring is reduced. This is problematic for role, particularly in a complex clinical environment, such younger practitioners who may not have the required as the provision of NDIS supports.
6 AOPA | Submission for The Joint Standing Committee on NDIS workforce
Challenges in attracting and retaining practitioners to regional and remote communities
Challenges in recruitment and retention in rural and remote communities exacerbate the issues with orthotist/prosthetist geographic dispersion.
It is well known that recruitment and retention of allied Professional isolation, poor access to supervision and health practitioners in regional and remote areas presents continual professional development have been identified a challenge to state and federal government with as a common extrinsic negative motivators impacting job responsibility for workforce planning. Like many other satisfaction and retention, in regional and remote allied allied health disciplines, there is a lack of workforce data health practitioners. examining workforce retention and attrition in orthotic/prosthetics in regional and remote areas. Example: Abdul’s new career troubles Despite a lack of data, it is likely that retention and attrition in regional and remote areas will be no different for orthotist/prosthetists than they would be those in the Abdul graduated with a Master in Clinical medical, nursing and wider allied health fields. In fact, Orthotics and Prosthetics 2 years ago and given the small and specialized nature of the works in a clinic in regional South Australia. orthotic/prosthetic workforce, and its geographic Of the 410 Australian certified maldistribution focused on the state of Victoria and practitioners, there are 31 in South nation-wide metropolitan areas, it is likely that the impact Australia but only 3 outside of Adelaide. of many of these issues will be greater. Abdul works with two part‐time senior practitioners and often practices with To give an indication of the size of the orthotic/prosthetic minimal supervision. Abdul leaves this workforce working in regional and remote areas, in 2019, position after just 6 months and looks for this comprised only 14% of the national orthotic/prosthetic another job where he feels more supported workforce4. On average, the number of and can receive regular supervision. orthotist/prosthetists per 100 000 population in regional and remote areas was 0.84, compared to 1.92 in major cities4. Low orthotist/prosthetist prevalence in regional In addition to the small absolute Certified Practitioner and remote areas is not a new issue; this has remained numbers available for supervision in regional and remote unchanged since the earliest available workforce data for areas, the influx of young inexperienced practitioners puts orthotist/prosthetists in Australia from 20078. further strain on the few experienced practitioners who are available. Professional isolation
There are 59 orthotist/prosthetists, or 14% of the workforce servicing regional/remote areas of Australia including all of Tasmania and the Northern Territory. This gives a low 0.84 practitioners per 100 000 population, compared to 1.92 servicing metropolitan areas of Australia4.
7 AOPA | Submission for The Joint Standing Committee on NDIS workforce
personal expense (e.g., travel, overnight accommodation, Example: John can’t keep up alternative arrangements for family responsibilities) and reduced clinical hours (e.g., lost time due to travel).
John is a certified orthotist/prosthetist The lack of access to continuing professional development working in rural Queensland. He has over affects a practitioner’s skillset and knowledge. Without 45 years’ experience across 4 major clinical maintaining current knowledge and skill a practitioner is areas. John is looking forward to reducing unable to ensure the services they offer are the most up to his clinical hours to part time, so he is able date and safe and effective. to spend more time with his grandchildren. John has started mentoring younger practitioners, however the strain of mentoring young practitioners, whilst Example: Harry’s difficulty upskilling trying to reduce to part time work means John is having less time to keep up with his Harry is an Orthotist based in Perth. He is own clinical load. This stress causes John to hoping to attend the AOPA congress held in make plans to retire earlier than he had Melbourne this year. Harry has looked over anticipated. the program and is excited to note a number of presentations and workshops are relevant to the services he provides Access to continuing professional Unfortunately, as the congress is in development and mentoring Melbourne, Harry is unable to attend as he cannot cover the costs of flights and Face-to-face and hands-on continuing professional accommodation, and the two days off development, training and mentorship is essential in a work. hands-on profession such as orthotics and prosthetics.
For certified orthotist/prosthetists practicing in regional and remote areas, the opportunity to attend such professional development only exists at the cost of
8 AOPA | Submission for The Joint Standing Committee on NDIS workforce
Impact of orthotist/prosthetist workforce challenges on NDIS participants
Poor geographical dispersion, increasing feminization and the problematic ratio of younger practitioners to experienced practitioners, will impact the provision of services to NDIS participants.
There is currently a shortage of orthotist/prosthetist in Australia. Coupled with challenges in dispersion across Example: Molly needs to travel 8 hours states and territories and the changing workforce for service demographics, the workforce profile will impact NDIS participants. Primary areas of impact include accessibility of services, delays in service access, and the availability of Molly is an NDIS participant and needs a specialist and complex services new pair of ankle foot orthoses with modified footwear to help her walk at Workforce shortage decreases access to services school, at her part‐time job and around the community. Unfortunately, Molly lives 8 Australia’s orthotic/prosthetic workforce operates at a hours away from her nearest orthotist. This shortage with regional and remote practitioner numbers means Molly’s mother needs to take two being particularly low. People in regional and remote days off work to drive Molly to her locations are already at risk for worse health outcomes11. appointment and back. As it is such a long Unfortunately, the workforce shortage and distribution trip, Molly and her mother also must stay issue disproportionately effects people living in rural and overnight for this appointment. Molly and remote areas, particularly those outside of Victoria. For her mother will need to make this trip example, in Rockhampton (MM2 location), there is one again for a fitting appointment in 4 weeks’ clinic operating two days per month servicing prosthetic time, and again in another 2 weeks for a clients only, with the closest orthotic clinic located in review. Bundaberg, 288km away, and operating 2 days per month.
The professional isolation experienced by many Access to services in these regions requires innovative orthotist/prosthetists is a likely factor in retention in rural solutions. Currently there are barriers to the provision of and remote regions. Poor retention contributes to low services into rural and remote regions as satellite or fly-in practitioner numbers causing NDIS participants in some fly-out clinics due to the arrangements for claiming travel cases to travel large distances to receive their services. support. The already stretched metropolitan workforce will require the removal of barriers in order to promote the
11 Australian Institute of Health and Welfare (AIHW). Australia’s health.
- Canberra: AIHW; 2012. AOPA | Submission for The Joint Standing Committee on NDIS workforce 9
delivery of services into rural and remote areas, therefore Samantha is less likely to ambulate in the increasing accessibility of orthotic/prosthetic services. community due to fear of falling, resulting in reduced physical activity, social The workforce shortage delays access to services interaction, volunteerism and work output.
Given orthoses and prostheses are regularly relied upon for mobility and completion of activities of daily living, the The changing workforce profile will reduce access to impacts of poor access to orthotic/prosthetic services will complex clinical services be serious for many NDIS participants. Many participants require their orthosis/prosthesis in order to maintain their The shift in the workforce profile towards an increasingly independence, safely ambulate and interact at work, care younger workforce will impact the availability of mentoring for others and engage in the community. Children in of younger practitioners. This will result in the younger and particular will be affected, given they are constantly less experienced workforce managing complex case-loads growing and require frequent adjustments to maintain earlier in their career. Younger practitioners may not have orthosis/prosthesis fit, as well as more frequent provision the required skill set and support to manage complex of a new orthosis/prosthesis. cases and therefore it is likely that either ineffective servicing will occur or access to services will be restricted. Delays in accessing orthotic/prosthetic services will also increase the overall demand for health care, bringing For example, complex clinical services such as those additional costs to funding bodies as well as societal costs required by people with osseointegration, upper limb from reduced activity and participation throughout amputation and fibula hemimelia as examples, are recovery times. For example if a child cannot access an undertaken by a small number of experienced senior appropriate orthosis to help maintain muscle length, they practitioners in Australia. It is imperative that mentoring are more likely to require tendon lengthening surgery at a and workforce development strategies are adopted to later date; if an adult with post-polio syndrome can’t prevent further reduction in accessibility for these type of access services for the repair or replacement of her knee- specialty services. ankle-foot orthosis she must use a wheelchair for mobility, decreasing her physical condition and mental wellbeing. If NDIS participants are to access orthotic/prosthetic Example: Trinh’s needs to wait services in a timely manner, it is vital that key stakeholders collaborate to address the barriers to growth and Trinh is a transfemoral amputee living in retention of the orthotic/prosthetic workforce. regional NSW. She requires a new prosthesis to help her ambulate at her work and around her garden. Trinh’s Case Example: Samantha’s goal is to prosthetist is trialing a piece of new keep on walking technology which should help the fitting process substantially making everything more efficient. Unfortunately, Trinh’s Samantha is an NDIS participant with post‐ prosthetist works by themselves and is polio syndrome. She uses a Knee Ankle Foot building their own expertise regarding this Orthosis (KAFO) to walk safely in the new piece of technology, without oversight community. She cannot walk without her or access to colleagues with whom they KAFO. Samantha’s goal is to continue her can share experiences and knowledge. If current level of walking ability around Trinh’s prosthetist had adequate mentoring home and the community. Currently her and the ability to work with more KAFO is 12 years old and needs to be colleagues on the new piece of technology, replaced – the plastic is experiencing Trinh’s prostheses may have been fitted stress‐fatigue and is at increased risk of earlier. Unfortunately, Trinh had to wait fracture. A workforce shortage would make longer than anticipated and as a result, it likely that Samantha will be placed on a Trinh had to take time off work as she did lengthy wait list before assessment, not feel safe to ambulate on her old prescription and fitting of a new KAFO can prosthesis. occur. This places Samantha at risk for falls as her current KAFO is now unsafe.
10 AOPA | Submission for The Joint Standing Committee on NDIS workforce
Considerations for governments and stakeholders for NDIS workforce planning
AOPA is pleased to summarize the following information factors affecting the retention of allied health for federal and state governments, as well as other key practitioners in regional and remote locationsError! stakeholders, for consideration when planning for future Bookmark not defined.. However, access to continuing development of the orthotic/prosthetic NDIS workforce. professional development and professional support structures (e.g., supervision) are successful retention Retention strategies for retaining allied health practitioners in rural locations, specifically, in the disability sector.13 It is integral for workforce planning to consider the substantial retention issues faced by the Stakeholders should consider supporting innovative orthotic/prosthetic workforce. It is equally important to training models for regional and remote practitioners. consider retention in its three specific forms: Through innovative training models practitioners can receive continuing professional development, allowing
Retention in regional and remote locations them to upskill, feel supported, and assist in practitioner
retention. Retention of experienced practitioners to
balance the influx of the younger workforce Echoing the Victorian speech pathology workforce data,
Retention of the increasing female workforce the weight of service demand upon practitioner
retention in rural locations suggests the use ofThe orthotic/prosthetic workforce shortage reflects alternative service delivery modes like telehealth to helppractitioner retention challenges. These challenges are meet service demand needs13. Althoughalso experienced by other allied health workforces such orthotic/prosthetic services have not traditionally beenas speech pathology. Victorian speech pathology delivered through telehealth, there is an opportunity toworkforce data identifies a number factors influencing innovate in this area, which may assist practitioners inretention including; maternity leave (especially for a regional and remote areas to better triage and reviewhighly feminised young workforce), limited opportunities participants and their needs. Further to this, telehealthfor career progression, and stress from the inability to also offers the opportunity to improve multidisciplinarymeet a community need with available service care in rural and remote regions and provide practitionerresources12. These retention issues are already well- support and mentoring.known and likely lay ahead for the orthotic/prosthetic
workforce. Stakeholders may consider ways to support telehealth to address workforce shortages in regional and remoteRetention in regional and remote locations areas, allowing participants to gain access to their vital
orthotic/prosthetic services whilst allowing practitionersProfessional isolation, lack of supervision and poor to reduce burden on service demand. This support mayaccess to continuing professional development are clear be the provision of clear pathways and information for
12 Victorian State Government. Speech Pathology Workforce report. 13 Lincoln M, et al. (2014) Recruitment and retention of allied health July 2016. professionals in the disability sector in rural and remote NSW, Australia, Journal of Intellectual & Developmental Disability, 39:1, 86-97
AOPA | Submission for The Joint Standing Committee on NDIS workforce 11
consumers in accessing telehealth services, and could flexible working arrangements. Without flexible working also extend to providing financial assistance to regional arrangements in place the orthotic/prosthetic workforce and remote practitioners whom wish to provide is likely to see workforce retention challenges amongst telehealth services. the female workforce.
Retention of experienced practitioners to balance the Stakeholders should consider supporting flexible influx of the younger workforce working conditions and opportunities to prevent future workforce attrition. This support may include the The orthotic/prosthetic workforce requires both provision of clearer pathways or financial incentives for experienced and younger practitioners to reduce employers so that they are able to offer their employees workforce shortage; with an increasingly younger flexible working arrangements more readily. workforce, the retention of experienced practitioners is Stakeholders may also consider reducing the vital for clinical supervision and mentorship opportunities administrative burden associated with flexible working to be accessible for younger practitioners. Younger arrangements, for example, relaxing the mandatory practitioners must be adequately supported and reporting requirements to the NDIS Quality and provided with supervision to allow for their skills and Safeguard Commission. experience to build. This also reduces the risk of younger practitioners leaving the workforce, as they feel Recommendations to strengthen and retain adequately supported with experienced practitioners the orthotic/prosthetic NDIS workforce providing mentoring and supervision. AOPA is pleased to provide the following Specific data on retention of experienced recommendations to the Joint Standing Committee to orthotist/prosthetists is severely lacking. The South address the current workforce shortage issues and Australian Allied Health Workforce Survey noted a slight support development of the future workforce in line with dip in job satisfaction mid-career (10-20 years qualified) community needs: compared to early and late career practitioners
combined14. The survey also noted career advancement the NDIS establish a transparent process for
remained high on the list of reasons for leaving the allied NDIS providers to claim for remote and very health workforce14. remote travel,
the NDIS seek to establish contractualStakeholders should consider ways to increase job arrangements for the provision of remote andsatisfaction, particularly, develop various opportunities very remote clinic services,for career advancement for mid-late career practitioners
in the orthotic/prosthetic workforce. Career explore innovative service models, including
advancement may look different in various roles and telehealth and alternative modes of service, to settings, but clear pathways for promotion and address access issues in rural and remote professional advancement would assist in supporting regions,
orthotic and prosthetic retention. investigate opportunities to improve practitioner
mentoring in rural and remote regions, includingRetention of the feminized workforce the use of telehealth for peer supervision,
As females typically work fewer hours per week7 9 10 it is adopt innovative training models to improve
important for an increasingly feminised workforce like regional and remote continuing professional the Australian orthotic/prosthetic workforce, to have development,
flexible working arrangements and part time ensure NDIS provider registration requirementsemployment opportunities. If the Australian are sufficiently flexible for the needs of theorthotic/prosthetic workforce continues to feminize as it changing workforce (e.g., National Qualityhas in the past 13 years, majority of the workforce is soon Safeguards Commission requirements)to be female and more likely to require part time or
14 Whitford D, et al. 2012.The South Australian allied health workforce survey: helping to fill the evidence gap in Primary Health workforce planning. Australian Journal of Primary Health. 18: 234–241
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The impact of the COVID‐19 pandemic on the Australian orthotic/prosthetic workforce.
The current COVID-19 pandemic is having a substantial impact on the orthotic/prosthetic workforce. AOPA estimates the majority of orthotic/prosthetic service providers will experience financial hardship with many services reducing service capacity. It is expected that there will be a loss of practitioners from the workforce.
AOPA expects the majority orthotic/prosthetic providers will operate with reduced staffing levels which will make it difficult for NDIS participants to access immediate and timely orthotic/prosthetic services. Drivers for reduced staffing levels include:
increase in operational costs (e.g., purchase of PPE, stringent sanitization measures when handling orthoses and prostheses), concern regarding transmission and infection within the service due to the challenges in securing sufficient PPE, staff electing to self-isolate due to personal risk factors for COVID-19, a reduction in services offered and/or accepted by participants due to personal risk factors for
COVID-19,
fencing – where staff are divided into two teams so that if one team is affected by COVID-19, services can be provided by the alternate team, a reduction in employment as borders are closed and interstate/international recruitment is heavily impeded AOPA acknowledges and are grateful for the NDIS support in the delivery of services using non-traditional means as well as financial support for NDIS providers.
Although it is clear that the NDIS workforce is affected by the COVID-19 pandemic, data is not yet readily available to demonstrate the significance and reach of the impact.
AOPA | Submission for The Joint Standing Committee on NDIS workforce 13
THE AUSTRALIAN
ORTHOTIC PROSTHETIC
ASSOCIATION
The Australian Orthotic Prosthetic Association
P.O. Box 1132 Hartwell, Victoria 3124
(03) 9816 4620 | www.aopa.org.au
14 AOPA | Submission for The Joint Standing Committee on NDIS workforce