The Honourable Kate Ellis MP is the person responsible for funding of disability employment services. Can you see what’s wrong with the following:
Kate says, “We will continue to enlist the services of existing expert providers under the Disability Employment Services Employment Support Service that are performing at the highest 4 and 5 Star levels. They will be assured of continued funding through to 2015.
Those that are only performing at average (3 Star) or lower levels will be invited to demonstrate their capacity through a procurement process that will be open to other providers. To support providers in preparing for this transition, the existing contract for providers will be extended by 8 months to conclude in March 2013”
That’s right, you've guessed it – there’s no thought to the consequences of the actions indicated above.
This announcement will affect 86% of the people currently serviced by Disability Employment Services. The method used for determining performance is fatally flawed since, as any thinking person would realise there is no actual definition of what constitutes ‘performance’ and the measurement is on a forced scale that means no matter how good every service is approximately 85% can’t be 4 or 5 star services (since ‘performance’ is measured against all other providers).
What does this announcement achieve?
It creates uncertainty for job seekers and sets service providers in a mad race to ensure they are not required to take part in a procurement process. In its present form this process results in the widespread rorting that took place prior to the last tender process. Practices included job carving, creaming and skimming that meant job seekers lost out (and so did the Commonwealth – which is taxpayers like you and me).
An example, and I use a fictitious family restaurant chain that’s completely unlike any presently operating in this country: McBurgerjacks.
A DES provider approaches McBurgerjacks in Western Sydney, simultaneously; in Eastern Sydney another DES provider approaches their local MBJ’s store. The pitch is the same; we have people interested in working in your place, what have you got? Both MBJ’s managers say, ‘a full time position for a keen hard worker’. The DES providers then differ;
Service A brings along their client Dave, who is interviewed, gets the job and begins to work 38 hours a week. As a result Dave is able to get off the pension, spends enough time at work to develop meaningful relationships, and begins to play an active roll in his community as taxpayer and consumer. MBJ’s get a subsidy for the first 3 months of Dave’s employment.
Service B says to MBJ’s hey we have 4 people who would each like to work 8 hours a week – we’ll give you 4 x the job start subsidy and you’ll be helping 4 times the number of people. MBJ’s buys in (it’s costing them exactly nothing), Mandy, Mavis, Margaret and Igor start work, they don’t earn enough to reduce their pension, nor do they spend sufficient time at the store to either develop their careers or build real friendships.
Which service is performing better?
You guessed it, service B gets the ‘Stars’. If they really want to get ahead they rotate the workers out after 4 months or so, maximising their return, making the employer feel good and making an absolute fortune out of the process.
Recently I introduced a change in the way NOVA Employment recognises internal performance. I made a rule that no work under 15 hours a week would count toward staff incentive and work recognition. We still get some 8-15 hour a week positions and I accept that for some workers such time is sufficient. However, NOVA wants each person that comes to us to participate to the greatest extent possible. However, following this decision the number of small, part time jobs dropped dramatically while the number of positions obtained continued to grow. I appreciate my staff getting behind my decision and I would like to acknowledge their skill in ensuring the best possible outcome for people with disability.
Now we need a Minister that’s prepared to do the same. Stop the silly wasteful procurement process that has seen so much damage done to eth career hopes of people with disability. Bring in a fair system that licences employment services and allows consumers choice in their service provider. Let the market decide who gives good service, create an environment in which ‘quality’ can thrive on its own merits and the unworthy are allowed to sink.
Before I finish and on a more practical note – every contract, lease, rental and deal NOVA has is tied to 30th June 2012 – changing the date to give us time is most unwelcome, wasteful and ill considered. This Minister’s decision will result in cost and an administration burden that reduces the services available to job seekers. It certainly won’t improve them.
It’s great to be back!
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Your Comments Sarah Faith from Forster-Tuncurry wrote on 10 Jul 2011 7:37:47 AM Welcome back. Even though we haven't met yet!
New Contract but no change!
New Contract but no change!
Today marks the first day of a new Disability Employment Service (DES) contract.
There are new players and new rules....
'It's nice to be busy' and 'busy is better than idle' and all of my mum's other sayings about work being good for you, and all of them said; we're drowning!
The administrative burden of a new Disability Employment Service contract (starts July 1st) and the mountains of paperwork required for an NDIS dollar (approximately 10X that of the former TTW program) has seen us add 3 extra staff to the admin team and we are still receiving a large volume of enquiries that are causing us some time delay in getting back to folk....
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I am truly fortunate to work with the very best people in this great nation and we are truly lucky to be part of the best short film festival this side of anywhere!
"Focusonability" voting starts today and there is an even larger number of films (287) than last year....
On the money Sometime over the next week a new Disability Employment Service contract will be announced.
We are moving into a new world of greater consumer choice and greater mobility of job seekers....
Making a tough job tougher!
Making a tough job tougher
It isnt easy to get a decent job and its harder to do so if you have a disability.
NOVA employs around 190 people, an effective and experienced team who are able to draw upon a staff of highly skilled trainers and a support program honed over almost 30 years and tens of thousands of participants....
Your Work There was never any doubt in my mind that I would work. My dad told me I would work and there wasn't ever a suggestion that my future held an alternative option....
Not so bad! Taken from: Today's Guardian at 4.09pm Tuesday 7th November 2017:
In a world full of discouragement there’s always a space for good news....
The NDIS mantra is 'choice and control'
To be valuable, choice needs to be informed.
Average Sydney Disability Employment Services placement rates are 34....
It's voting time at "Focusonability" - with a record number of films entered, a tremendous effort by more than 100 High Schools and 19 countries competing in the International section it was always going to be a hard job to pick a winner....
Choice & Control
The NDIS slogans around choice and control demonstrate the importance of consumer involvement in both the choice and control of supports they need.
However, in order to be valuable, choice needs to be informed by accurate data such is this: http://www....
Last week (14-16) it was my privilege to attend the 1st World Supported Employment Conference in Belfast, Northern Ireland.
"Employment for All - A Global Perspective" brought workers from around the globe (primarily Europe) to discuss best practice in supported employment....
Quality and the Stars Quality and the Stars
There have probably been few people more openly critical of the Disability Employment Service (DES) Star Ratings than me.
The Stars, ranging from 1 to 5 are supposed to give some insight into whether a service is a poor or high performing program....
Attended the Disability Employment Australia (DEA) forum in Canberra. THis is a regular get together that offers disability employment services tha chance to be kept up to date from our funding body and also listed to expert speakers on topics associated with the goal of seeing as many people as possible find and keep suitable employment....
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A corner turned?
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What has been a surprise is the willingness of employers to come along and listen and more importantly, to consider adopting inclusive employment practices across their organisations....
Say No to Quotas!
The pernicious idea that 'quota's' might be the solution for disability employment continue:
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The number of placements made has seriously improved - up 31% in 2015 and a further 14% in 2016, NOVA operates at at rate of placement better than 150% over 2014!
Whats really exciting is that this has been achieved without compromising on the level of disability that can be supported by NOVA's teams (if anything this has risen)....
Famous last words!
O.K. - sorry that you need to cut and paste: http://www.smh.com.au/business/workplace-relations/100-million-payday-for-1anhour-staff-with-disabilities-20161216-gtcius....
Not sure if this will be my last blog post for 2016 but just in case, a quick look back at 2016:
Best ever year for total number of placements
Best ever year for long term employment outcomes
Best ever year for Apprenticeships and Traineeships
Best ever year for Transition to Work outcomes
Best ever year for media coverage
Best ever year for 'Focusonability'
Best ever year for Transition to Work (TTW)
How about 2017?
Looking good, so stay in touch and have a terrific holiday, be safe and hopefully Santa will bring you all that you wish for....