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

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

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

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

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?

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

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

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

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

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

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

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

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

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

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

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?

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?

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?

Sue-Ellen Evans sue-ellen.evans@nds.org.au 0435 734 030