New Disability Employment Framework Second Round of Consultation Information Session Tweet about today’s session using #disabilityefc

New Disability Employment FrameworkSecond Round of ConsultationInformation Session

Tweet about today’s session using #disabilityefc

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Acknowledgement of Country

We acknowledge the traditional owners of country throughout Australia, and their continuing connection to land, sea and community. We pay our respects to them and their cultures, and to elders both past and present.

New Disability Employment Framework

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The Story so farTime Activity Description

April 2015 Taskforce established

Objective - improve employment outcomes for people with disability. • Taskforce established within DSS to develop a new

Disability Employment Framework

May/June 2015

Consultation Round One

Objective – begin the conversation on the strengths and weaknesses of the current system and a new Framework.• Issues paper released on 25 May 2015• Consultation sessions across Australia• Submissions open from 25 May until 30 June 2015• Consultation report published in September 2015

November/ December 2015

Consultation Round Two

Objective – continue the conversation by examining more detailed policy proposals on a new Framework.• Discussion Paper released on 9 November 2015• Information sessions held Nationally in capital cities

between 19 November and 30 November 2015.• Online survey open from 11 November –

7 December 2015.


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First Round of Consultation - Outcomes

• 38 forums with 742 attendees

• 122 written submissions received

• The Consultation Report and public submissions can be found at www.engage.dss.gov.au


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Consultation Report - FindingsFeedback from this consultation included:

• concern about the client assessment process;

• concern about red tape and the performance framework driving poor practices;

• strong support for an individually focused approach based upon the principle of career planning, particularly from people with disability; and

• a strong desire from all to see more people with disability in employment.


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Discussion Paper - Outline


• Case for Change

• Objectives of the new Framework

• Target Group

• Framework Overview

• Building Capacity and Job Readiness– Individualised Funding and Market Based service provision– Ongoing support and Supported Employment

• Supporting Employers and Creating Jobs

• A Virtual Marketplace

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Case for ChangeAustralia is doing poorly in terms of employment outcomes for people with disability.

• Only 52.8 per cent of people with disability at working age are in the workforce, or actively looking for work.

• People with disability have a higher unemployment rate than those without disability (9.4 per cent).

• Australia is ranked 21 out of 29 OECD countries on performance for disability employment.

• Less than one-third of people assisted by Disability Employment Services achieve a 26 weeks or more employment outcome.


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Objectives of the Framework


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Target Group


* According to ABS SDAC (2012) there is a subset of people who are permanently unable to work, but have no employment restriction. These respondents are permanently unable to work due to the illness or disability of someone else, being too old or other reason.NOTE: Component items may not sum to totals due to rounding.

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Framework Overview -Employment Equation

• Current programmes focus on support for the individual to get a job

• Also need to focus on working with employers to create new job opportunities.


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Framework Overview - Principles


Principles Benefits

Individual funding based on needs and aspirations Choice and control to the individual

Market-based service provision Flexibility, innovation and responsiveness to individually based consumer choices

Long‑term career planning and capacity building

Sustainable employment outcomes that meet current and future labour market needs

Understanding of employer needs Better match between job seeker and jobs, leading to better, longer term employment

Increased open employment options Social and economic improvement

Whole-of-government coordination and use of technology

Improved service pathways and reduced ‘red tape’ for clients and service providers

The person is supported through the life-course

An integrated approach that maximises lifetime wellbeing

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Framework Overview - Diagram


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People with Disability


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Evolution of Employment Services Policy


Mid-1970s

Mid-1980s

1999-2006

2007

New Disability Employment

Framework

• De-institutionalisation movement

• Employment support services emerged (now known as ADEs and DES)• These programmes were run largely by Government or by community organisations through block-funded grants from Government.

• Case-based funding• Fee-for-service and outcome-based funding model• Greater emphasis on quality through National Standards for Disability Services.

• Disability Services Act 1986 was amended to support the introduction of market contestability

• Move to a more competitive and open market • Consumer driven approach through individualised funding

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Evidence for Change

• United Nations Convention on the Rights of Persons with Disabilities

• National Disability Strategy 2010-2020• Competition Policy Review (Harper report, 2015 )

International evidence that supports individualised approaches in disability employment include:

Support for a shift towards individualised funding in a market-based environment comes from:

• Personal labour re-integration budget (the Netherlands)

• Ticket to Work (the USA)

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Individualised Funding Process


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Effective Gateway into Service

• Primary streaming could continue through the Department of Human Services

• Broaden the eligibility criteria for disability employment services to allow for earlier intervention

• Consider single planning and assessment for those in both NDIS and Disability Employment Services

• Working life attachment to systemNew Disability Employment Framework

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Career Planning Process


• Managed by professional, independent career planners• Strengths and career goal oriented• Explore both support needed and job seeker

responsibilities• Identify and manage linkages with other services• Regularly reviewed and updated• Additional support available during the planning process

if required

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Funding Linked to a Career Action Plan


Comprehensive and agreed career action plan• Practical and user-friendly• Outlining services based on a service catalogue• Funding linked to those services• Aligned with other support plans• Form the basis of mutual obligations

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Consumer Choice of a Service Provider


• Individuals to choose service providers from approved service provider list for relevant services

• Virtual marketplace to facilitate service provider selection

• Participants encouraged to rate and provide feedback on service providers

• Support or advocacy services available if required

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More Open and Less Restricted Market


• Deregulate the market and increase competition so that it can be responsive to consumer choice.

• Approved service providers

• Development of pricing structures including outcome payments

• Maintain national service coverage

• Quality assurance framework

• Staged approach to implementation

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Staged Implementation


• Pre-implementation: service catalogue with prices, virtual marketplace, career planning services, service provider and client transition

• Stage One: controlled market with existing providers, set prices, continue existing quality assurance

• Stage Two: evaluate operation stage 1, review pricing levels and make adjustments, slightly expanded market

• Stage Three: evaluate stage 2, move to the open market, review pricing

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Ongoing Support and Supported Employment

• The core elements of ongoing support in an individualised, market-based approach would include:

− Funding for ongoing support linked to the individual, based on need;

− Portability of funding for ongoing support; and

− Retaining Pro-rata award wages.

• ADEs as open market employers?

• The NDIS and employment services


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Engaging with Employers and Creating Jobs


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Engaging with Employers and Creating Jobs

• Need for a more strategic engagement with employers• Diversity of employers – small, medium, large• Possible strategies:

− Accreditation scheme and awareness campaign− Incentives for employers− Partnership programme− Expanded National Disability Recruitment

Coordinator (NDRC) role− More flexible Employment Assistance Fund (EAF)− Support services for employers


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Disability Employment Virtual Marketplace


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Disability Employment Virtual Marketplace

• The functions of a virtual marketplace could be to facilitate:

- management of participant information;

- information and education;

- direct interaction between employers and people with disability about jobs, in some cases assisted through service providers;

- choice of service providers for people with disability and employers; and

- payments to service providers.


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Any Questions


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Further Involvement• Read the Discussion Paper and complete the online

survey at www.engage.dss.gov.au

• If you have any questions or want to tell us more, email [email protected]

• Tweet about today’s session using #disabilityefc and encourage your network to also complete the survey


http://www.engage.dss.gov.au/

mailto:[email protected]

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Next Steps• Information sessions conclude on 30 November 2015

• The survey will remain open until 7 December 2015

• The Taskforce will develop a final draft of options for the new Disability Employment in early 2016 for the consideration of Government


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Any Questions ?

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Thank you

Documents

New Disability Employment Framework Second Round of Consultation Information Session Tweet about today’s session using #disabilityefc