Australian Government
Department of Social Services
Joint Standing Committee on the National
National Disability Insurance Scheme
Inquiry into implementation, performance and
governance of the National Disability Insurance Scheme (NDIS): the NDIS Workforce
Australian Government
Department of Social Services
Submission
June 2020
Introduction
The National Disability Insurance Scheme (NDIS) is a significant social reform program that represents a unique opportunity to deliver life changing supports nation-wide for people with disability, their families and carers.
The Department of Social Services (DSS) is working with states and territories to develop the National NDIS Workforce Plan (the Plan) for the Council of Australian Governments Disability Reform Council (DRC). The Plan aims to meet the needs of NDIS participants and achieve their goals with support from a responsive, capable and sustainable workforce. The Plan is scheduled to be considered by DRC in July 2020.
This submission addresses the Committee’s terms of reference – including: the size of the workforce, attraction and retention, and implementation of a co-ordinated strategic workforce plan – by outlining some of the considerations in the development of the National NDIS Workforce Plan.
Statement addressing the inquiry terms of reference
There has been an increasing number of participants accessing a wider range of services, as new participants enter the NDIS or transition from state-based services under the National Disability Agreement (NDA). In order to respond to increasing demand, the workforce may need to grow by around 52,000 full-time-equivalent workers (FTEs) by 2023, with disability support workers growing by around 7.8 per cent per annum and Allied Health workers growing by around 9.6 per cent per annum from 2019 to 2023 (Figure 1).
Figure 1 - Estimated NDIS workforce growth required to 2023
'000 of estimated FTE workers (midpoint)
-
Support Workers
-
Allied Health
-
Other’
+48 to 55 (52) Annual growth Between 2019 and rate required: 2023, the workforce 177 to 202 (189) r------------- may need to grow by 48,000 - 55,000 FTEs 92 to 102 {97) ~ ~ 20182 2019 2023
Source: AlphaBeta analysis of NDIA Monthly data3; Stakeholder interviews; Australian Government, National Disability Insurance Scheme 2015, NDIS Integrated Market, Sector and Workforce Strategy, page 19, (https://www.dss.gov.au/disability-and-carers/programmes-services/for-people-with-disability/ndis-integrated-market-sector-and-workforce-strategy).
Estimated FTEs and total workers required by headcount
Estimated ’000 (midpoint), FTEs, worker headcount, between 2020-2023
89 - 102 (95) 162 - 185 (173)
With average hours per
worker around 23hrs/week4,
73,000 - 83,000 workers
may be required when
converting FTEs to a worker
head count
73-83 (78)
With exit rates at around 48-55 (52) 17%5, 89,000 - 102,000
workers may be needed to
replace those leaving the
NDIS w orkforce
Total new Required Replacing workers Total new workers FTEs required new workers leaving the sector required by 2023 (Figure 1) by worker headcount Source: AlphaBeta analysis, estimates and forecasts; National Disability Services 2018, Australian Disability Workforce Report, (https://www.nds.org.au/images/workforce/ADWR_Third_Edition_July_2018.pdf); Victorian Government, Department of Health and Human Services 2018, Understanding the workforce experience of the NDIS: Longitudinal Research Project: Year One, page 11, (https://www.vic.gov.au/ndis-longitudinal-workforce-research-report-2018); Victorian Government, Department of Health and Human Services 2019, Understanding the workforce experience of the NDIS: Longitudinal Research Project: Year Two, page 16, (https://www.vic.gov.au/sites/default/files/2020-05/NDIS-Longitudinal-Research-Project-Year-2-Report.pdf).
Growing the NDIS Market and Workforce
Strategy6 (the Strategy)
The Federal Government released this strategy in March 2019. It outlines the long-term vision for an adaptable and capable NDIS workforce with workers pursuing attractive career pathways.
Two priorities were set: fostering a capable NDIS workforce and growing it at scale estimated outcomes:
- Attracting workers:
- attracting diverse sustainable pipeline of workers who have right attributes values supporting participants addresses existing known shortages in support workers allied health occupations.
- Retaining workers:
- sustaining rewarding environment that value worker provides pathway disability sector reduces high turnover rates among NDIs workers.
- Innovation productivity:
- developing innovative responsive service models using technology tools maximises productivity effectiveness addresses decline average weekly hours completed per disability worker.
- Quality capability:
- ensuring equipped relevant skills values thorough training mentoring supports participant.
These areas are inter-linked; example attracts attitude behaviors development capabilities reduce retention issues improve satisfaction outcome.
In response to strategy, government funded development NDIS Capability Framework translating Principles Code Conduct Practice Standards into required capabilities drive quality meet needs. National Plan incorporates ongoing work achieve lifting quality capability.
DSS Agency working together on Thin Markets Project address market gaps thin sub-markets challenges faced particular locations location types cohorts cohort types supports type.
The NDIS Participant Employment Strategy 2019–2022
was released in November 2019 and outlines the practical steps to improve employment outcomes for participants, including how the NDIS can better support participants to aspire to and prepare for work. Further information is included at Attachment A.
The Disability Employment Services (DES) Program Review will also provide insights into the efficiency and effectiveness of supports provided through the DES program for people with disability to find and retain supported and/or open employment.
Each of the projects provides an opportunity to explore the role of the Commonwealth as well as the states and territories with the view to finding an effective combination of ‘levers’ to grow a responsive, capable and sustainable workforce.
Impact of COVID-19
The commitment to ensuring services and supports are delivered to people with disability during COVID-19 are outlined in the Meeting of Commonwealth, State and Territory Disability Ministers Telepresence – 11 May 2020 Communique8. It includes specific measures to support the disability workforce. Further information is included at Attachment B.
We would welcome the opportunity to appear before the Joint Standing Committee on the National Disability Insurance Scheme to discuss the matters raised in this submission.
Note: ‘Other’ include all occupations within the Case or Social Worker category, Managerial roles category
as well as Counsellors; Social Professionals; Fitness Instructors; Sports Coaches, Instructors and Officials; Insulation and Home Improvement Installers; Manufacturers; and Importers, Exports and Wholesalers.
2018 estimates include disability care workers working under the previous state-based NDA (based on NDA
spend in 2018) who will transition into the NDIS, as well as disability care workers already in the NDIS.
Notes: The current NDIS workforce by occupation group was estimated by drawing a relationship between
participant numbers and their spend. The number of disability care workers working under the NDA and their transition to the NDIS workforce is based on DSS estimates; a significant proportion of expansion between 2018 and 2019 is in ‘other’ workers and likely reflects small expansion in a number of other industries outside the traditional disability workforce.
Note: Based on 23 hours/week for support workers, 28 hours/week for Allied health and other workers; FTE
is assumed at 38 hours per week.
Note: Sector exit rates are based on annualised estimates of 17% for supports workers, 5% for Allied Health
and 11% for other workers. It also takes into account existing workers exiting the disability sector each year between 2019-2023.
Australian Government 2019, Growing the NDIS Market and Workforce Strategy, (https://www.dss.gov.au/disability-and-carers-programs-services-for-people-with-disability-national-disability- scheme/growing-the-ndis-market-and-workforce-strategy)
Australian Government 2019, NDIS Participant Employment Strategy, (https://www.ndis.gov.au/about-us/strategies/participant-employment-strategy))
Australian Government 2020, Communiqué 11 May 2020 - Disability Ministers Meeting, (https://www.dss.gov.au/disability-and-carers-programs-services-government-international-disability-reform-council/communique-11-may-2020-disability-ministers-meeting))
Attachment A
NDIS Participant Employment Strategy 2019–2022
Participant employment strategy
The NDIA’s goal is to enable 30 per cent of participants of working age to be in paid work by 30 June 2023. Our commitment to increasing employment outcomes for NDIS participants is expressed through the NDIS Participant Employment Strategy 2019–2022. The Strategy was released in November 2019 and outlines the practical steps to improve employment outcomes for participants, including how the NDIS can better support participants to aspire to and prepare for work. The Strategy focusses on how NDIS funding and other mainstream employment supports can work better together to support NDIS participants to achieve their employment goals, and how the NDIA can influence industries and employers to create more opportunities for NDIS participants.
Barriers and challenges
People with disabilities face well known barriers to employment, including limited opportunities for supported work experience and training, poor customisation of jobs, lack of accessible infrastructure, and sense of isolation in workplaces. The barriers to employment can be amplified for NDIS participants. Culture, policy and systems have contributed to low employment aspirations; people have a perception that NDIS participants can’t work, and employers think it is too difficult to employ NDIS participants. When NDIS participants are employed, they are often restricted to menial work and are often underemployed in very limited work hours or have limited options.
There are different challenges for people with different disability support needs. For example, people with physical disabilities report that inaccessible transport prevents them from getting to work, and people with intellectual disabilities are the least likely to be in open employment.
Opportunities
The aim of the Participant Employment Strategy is to ensure that NDIS participants are able to find meaningful employment in growing sectors, including the disability sector. NDIS participants now have greater choice in the use of their supports to enable individualised employment approaches that achieve their vocational and employment goals. The aim is to ensure interests and strengths are understood, skills and independence are built over time, people can remain in the workforce with access to the right workplace supports, including NDIS funding, to grow skills and capabilities, and people have options in their careers, including self-employment or a range of small, medium and large employers.
The Strategy will invest in ensuring that employers in the disability sector have greater understanding of the value of a diverse workforce, value the lived experience of NDIS participants, and that employers have the confidence and the right supports to employ, retain and develop career paths for people with significant, lifelong disability.
Daniel’s story (below) provides an example of an NDIS participant who, through capacity building and good job matching, is contributing to the NDIS and aged care workforce in a meaningful way.
Daniel’s new chapter
Josh Preston
Lot happier mentally and got a purple.” he said.
NEW Gympie resident Dan- tel O’Loughlin has dealt with living afte< people. and I’ve got th.at passion too·
finding a job he’s pas>ionate about has helped him begin a nnew du.pie< with he.Jth and happi~ in abundance.
She said she had 26 e<n· ployees and •close IO JO cli- ts•.
LMng with a SEYe<e inteJ. extual disability has been tough at times for Mr O ’Loughlin. llnd he knew be wanted to make a change when be moved IO the region about • month ago.
So when opportunity
eame knocking last month in
The form o( Leonie Dawson
ancl her aged care and disabtl-
ilty support business Lronie’s
Ca.ring. The 23-year-
“Leonie was originally car- ing for me and when she came IO clo hor sign-ups I asked her if she rould employ me. anel she was very inter- ested In that.” Mr O’Looghlin said.
At the moment rm tak- ingen ctients shopping. or If thcy have TO go to lhe doctors or the bank or the post ottrt. it they need some sort of community access.
It’s the sort of job I love and enjoy.
I enjoy the boars and I love looking after elderly pople who have a disability. I’ve got a disabab- lity and I’ve got …ere mental hcalth troubles so I can relate to people _ because I know what they go through.
Mr O’Looghlm said be CHANGED MAN, Doniel understood the importance o~ h .. a l><illhte< d having a support netwonc ol.rUook on life now be I’m a jobpeople.he - _hdpq othff,
“It imprOves my life and their ffl•cs as well I’ve been a
Attachment B
Impact of COVID-19 on NDIS workforce
The COVID-19 pandemic is a rapidly evolving situation and its effect on the disability workforce is yet to be quantified. The introduction of practices such as two-person gatherings, self-isolation and physical distancing has had a profound impact on the lives of many people with disability and changed the way supports are delivered to NDIS participants.
In this rapidly changing jobs market the Australian Government is supporting businesses and those Australians looking for work.
While many businesses have been adversely affected by COVID-19 and are reducing their workforces, there are some areas of the economy which have an increased demand for workers. This includes jobs in health and care sectors, transport and logistics, some areas of retail, making and mining services, manufacturing, agriculture and government sectors, among others.
In collaboration with DSS and the NDIS Commission, the NDIA launched a dedicated webpage (www.ndis.gov.au/coronavirus/finding-support-workers) to help providers and participants find additional support workers during the pandemic. This website provides direct links to 12 different support matching employment platforms. It also identifies the opportunity for those who are looking for work to connect with matching platforms to help pursue employment in the disability sector.
These initiatives work hand in hand with the unprecedented suite of broader initiatives undertaken by Government to support businesses and workers.
The Government announced a number of changes to visa arrangements to enable temporary visa holders to remain in key industries, such as health, aged care and disability care. International students currently working for registered disability service providers will also be able to work more hours to help support the disability sector. These changes will help boost front line staff and ensure critical services continue.