Further to our post Lama Care Blog Post - Improving workforce quality in 2023 lets take a look at the review and what it had to say about support workers moving into the future of the NDIS.
Review Summary: The recent review highlighted several critical issues within the disability support sector:
Burnout Among Support Workers: The current state sees support workers experiencing burnout due to various factors.
Worker Shortage: There is a shortage of support workers, contributing to challenges in meeting the demand for services.
Insufficient Training Opportunities: The available training options are limited, hindering the development of necessary skills.
Lack of Information for Complex Support: Valuable information and training for delivering complex support is scarce, affecting the quality of services provided.
Unrecognised Excellence: Exceptional support workers often go unknown, which may impact morale and motivation.
Inconsistent Worker Screening: Worker screening processes vary across states and territories, lacking a standardised approach.
Short-Term Jobs: Many positions within the sector are short-term, leading to instability in the workforce.
Poor Working Conditions and Pay: Support workers commonly face poor working conditions and inadequate compensation.
Recommended Changes:
Uniform Worker Screening: Implement a standardised worker screening process nationwide for consistency and fairness.
Online Training with Micro-Credentials: Provide accessible online training, to enhance the skills of support workers through short courses.
Portable Leave and Training: Trial the concept of portable leave and training, allowing workers to accumulate leave and skills over time.
Revamped Pricing and Payments System: Introduce a new pricing and payments network, with independent pricing setting, to encourage providers to invest in high-quality staff.
Community Partnerships: Foster partnerships with Aboriginal remote communities to develop place-based approaches, ensuring the establishment and retention of local workforces.
Example Lucy, a dedicated support worker with six years of overall experience, she is employed by a small disability support company specialising on SDA and SIL homes. Lucy's job involves working with four residents in each home, and her schedule spans two houses on a 7-day roster, including sleep shifts. Over last 12 months Lucy has built a rapport and confidence in her role supporting the housemates at each home. Having transitioned from the aged care sector, Lucy brings a wealth of experience and a keen eye for necessary improvements. However, despite voicing her concerns in team meetings about various issues, including restrictive practices, Lucy often finds herself with little influence in decision-making processes. Her motivation to stay employed stems from the need to support herself and her family. A pivotal moment occurs when Lucy witnesses a medication error by one of her co-workers while changing over on a shift. Although she promptly reports the mistake, no action is taken. Lucy monitors the participant closely throughout the night, even though she is only being paid to be non- active. Subsequently, the participant experiences a small reaction to the change in medications and is sent to the hospital for monitoring. Rather than openly addressing the incident, the team leader chooses not to disclose any information about the staff medication mishap to the attending doctors. Rather citing that the participant knowingly took another residents medications. Upon returning for her shift, Lucy is disheartened to find that no preventive measures have been implemented. Despite the participant's return home and return to normalcy after observation, the company opts to keep the incident under wraps. There doesn't seem to be any action towards the staff member who made the error. Dissatisfied with the lack of transparency and the company's disregard for safety protocols, Lucy raises the issue of medication training with her team leader as she knows that many of her co-workers have not had appropriate training. However, her concerns are met with the typical nonchalant attitude she has come to expect from the management. They say they will look into it, but no further action takes place. Over the next few weeks this incident becomes the turning point for Lucy, leading her to resign from her position. Despite her genuine love for working with the participants in the two houses, Lucy feels compelled to leave due to her diminishing respect for the employer and their questionable practices. This departure represents a significant loss for the company, as Lucy, is a valuable employee, but she chooses to select ethical considerations over her job. |
This incident highlights some of the common issues that do and have happened in the disability sector. Whilst most providers try to address the requirements under the NDIS and legislation, some continue to work outside those parameters. This has caused the effects we are seeing in the industry to date and what the review wants to change.
Some of the anticipated benefits:
For Participants:
Expect a rise in the availability of higher-quality support services.
Witness a more stable workforce with staff committed to the sector.
For Support Workers:
Experience improved access to training opportunities.
Enjoy enhanced working conditions and increased flexibility.
Explore career progression opportunities within the sector.
Overall Impact:
The changes should make an influence throughout the sector over time. There are many hurdles to address and whilst the industry cannot sustain measures happening overnight by the NDIS, it can foster improvements that slowly change the face of disability supports that benefit participants in the long run.
We wish you well, as always
The Lama Care Team
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