Category: News

News

The NDIS Crackdown on Fraud Program Update

Post author By Amanda Robinson
Post date February 27, 2024
No Comments on The NDIS Crackdown on Fraud Program Update

The Australian Government is allocating $83.9 million to boost the National Disability Insurance Scheme (NDIS), ensuring every dollar reaches those who need it most. This funding injection will strengthen the Crackdown on Fraud program, enhancing IT systems to safeguard funds for Australians with disabilities.

Here’s how the funding will be utilised:

Building a robust fraud case management system for seamless collaboration with enforcement agencies.
Enhancing IT infrastructure to expedite transactions and minimise errors.
Improving systems processing over 400,000 NDIS claims daily.
Strengthening identity verification for enhanced safety and privacy.
Enhancing the NDIS mobile app and online interfaces for improved accessibility.

This investment safeguards the sustainability of the NDIS, ensuring legitimate participants receive the support they deserve. Minister for the NDIS, Bill Shorten MP, highlights the Government’s commitment to restoring trust in the scheme’s integrity and meeting participants’ needs.

Stakeholder collaboration is at the core of this initiative. They are consulting with the disability community to ensure your voices shape the program’s design. Your feedback matters!

They’re committed to advancing the NDIS’s integrity and sustainability and this investment underscores the government’s dedication to protecting participant funds and ensuring the NDIS reaches its full potential.

Stay informed! Accessible communication materials, including AUSLAN, Braille, and Easy Read formats, are being developed to help you navigate upcoming changes seamlessly.

💬 Remember, if you or someone you know suspects fraudulent activity, please contact the NDIS fraud reporting and scams helpline on 1800 650 717, or email fraudreporting@ndis.gov.au

Written by Amanda Robinson, B.A., MMentalHealth Prac.

Amanda is a professional with over a decade of dedicated experience in the fields of Mental Health and Disability. Her extensive expertise lies in navigating the intricate landscape of the Disability Sector. She brings a unique perspective to her work, being both a person with lived experience of disability and a compassionate carer. She has a passion for advocacy, making her a staunch champion for the rights and well-being of individuals facing similar challenges.

News

Advocating as a Disability Support Professional

Post author By Amanda Robinson
Post date February 26, 2024
No Comments on Advocating as a Disability Support Professional

As an independent disability advocate for many years, I received countless referrals from Disability Support Professionals (more commonly known as Support Workers) and service providers who were concerned about providing advocacy for their participants in fear of it being a ‘conflict of interest’ or giving the wrong advice or support with particularly ‘sticky’ issues.

Independent Disability Advocacy has its place- don’t get me wrong- and a very important role in the community. I speak later about when it may be required. Ultimately, Disability Support Professionals are a group of professionals that have profoundly important roles in delivering healthcare and support needs to participants on a daily basis.

This places that role in the best position to know the participant best- spending the most hands-on quality time together.

For many reasons, some participants are unable to speak up for themselves or do not have all of the information that they need to have to make decisions. This makes the role of a Disability Support Professional even more important when it comes to advocating to ensure that the participants are being treated fairly and that their rights and interests are being upheld.

Unlike a Disability Support Professional, an independent advocate is often short-term and issue-based so it’s not ideal to send a referral across to one for every issue that arises in a participant’s life. If you are unsure, you can call your local disability advocacy agency, which can give you further advice.

As a Disability Support Professional, when you do find yourself in a situation where you need to provide advocacy, there are a few ways to ensure that you are safely advocating on behalf of a participant, or assisting them to self-advocate. Some examples are:

Ensuring that the participant’s views and wishes are communicated positively and authentically.
Ensuring that the participant is given independent, accessible and accurate information to make their own informed choices and decisions without being influenced by others.
Ensuring that the participant has as many opportunities to communicate- such as through communication tools, which is very important.
Ensuring that any conflict can be negotiated and resolved successfully, and engaging professionals where required (such as tenancy support, legal, mediation or independent advocacy).
Understanding the rights of the participants that are being supported (Disability, Cultural, Youth, Aged etc.).

As I said earlier, there are times, however, when another party is better placed to fulfil the role of ‘advocate’, such as through the use of an independent advocacy organisation.

This is often due to a conflict of interest, which can include:

X The Disability Support Professional is too close to the person/situation.

X There is a complaint or issue with the Disability Support Professional or their employer.

X The Disability Support Professional has strong views on a subject that are at odds with the participant.

X The Disability Support Professional does not have to agree with the participant, but they do need to express the views and wishes of the participant clearly and accurately.

The ultimate aim, however, is for the participant to self-advocate, so that they no longer require someone to speak up on their behalf. Utilising all of the strategies and working alongside the participant will reinforce self-advocacy skills.

To strengthen these skills further for participants, there are some excellent self-advocacy groups around Australia that they can join who empower each other through peer support. This is a very powerful model. Through these groups, participants have a collective voice, and it can support them to go on to challenge systemic barriers or issues at a state or National level. You can find these, along with independent advocacy organisations here: https://www.daru.org.au/organisation-type/self-advocacy-support-groups

Disability Support Professionals must have the skills and knowledge to support participants to have their voices heard and their rights upheld. They must have good communication skills to communicate with participants and their families positively. This could mean using clear developmentally appropriate communication and being culturally appropriate in a way that the participant can understand and be comfortable with.

It is important that Disability Support professionals access training and ongoing professional development to become an advocate for the participants that they support.

At NGO Training, we provide quality training for Disability Support Professionals and leaders, with over 80 interactive and engaging courses that include communication and cultural competency to enhance these much-needed advocacy skills.

For further information on how to access independent advocacy services, here is a useful EASY READ guide from The Department of Social Services (DSS) about the Disability Advocacy Support Helpline. The Disability Advocacy Support Helpline is a phone line that supports:

• people with disability

• families and carers

• support workers (or Disability Support Professionals)

You can find it through the Disability Gateway:
1800 643 787

They will help guide you in the right direction.

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

Breaking Ground: Launching the National Disability Data Asset Council

Post author By Amanda Robinson
Post date February 19, 2024
No Comments on Breaking Ground: Launching the National Disability Data Asset Council

The Albanese Government has launched the National Disability Data Asset Council, composed of representatives from various sectors including the disability community, data experts, and government officials.
This initiative aims to provide comprehensive insights into the lives of people with disabilities and identify areas for improvement in programs and services.
Minister for Social Services, Amanda Rishworth, highlights the significance of accurate national data to inform policies and programs effectively.

Minister for the National Disability Insurance Scheme (NDIS), Minister Shorten said the NDIS Review recommended all governments should agree to invest in actions to improve disability data quality and sharing.

“The National Disability Data Asset will help do that by linking de-identified NDIS data with other Commonwealth and state and territory data for the first time,” said Minister Shorten.

“As we reform the NDIS, this will give richer insights into how NDIS supports interact with supports and services in other systems outside the Scheme and how we can improve those connection points.”

The government has assigned $68.3 million for the analysis, research, and delivery of the Asset, with all states and territories on board for data transfer. Additionally, panels will be established to provide advice on specific priority areas.

Members of the public are invited to express their interest in joining these panels. The National Disability Data Asset is expected to be fully operational by the end of 2025, with the first sets of analyses available later this year.

Expressions of interest to join the public panels close on 29 February 2024 and can be made on the DSS Engage page.
For more information on the National Disability Data Asset, visit the National Disability Data Asset website.
You can read the full media release here: Media Release: Inaugural Meeting of the National Disability Data Asset Council

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

A NEW Taskforce to enhance the NDIS Registration System!

Post author By Amanda Robinson
Post date February 15, 2024
No Comments on A NEW Taskforce to enhance the NDIS Registration System!

We’re thrilled to share with you the latest initiative from the Minister for the NDIS, the Hon Bill Shorten MP – the formation of an innovative task force dedicated to revamping the registration process for providers and workers within the National Disability Insurance Scheme (NDIS). Named the NDIS Provider and Worker Registration Taskforce, this dynamic team will collaborate closely with individuals living with disability to ensure that registrations lead to better outcomes for NDIS participants.

Led by a distinguished panel of experts including lawyer and disability advocate Natalie Wade, former chair of the Australian Competition and Consumer Commission Allan Fels, former ACTU Assistant Secretary Michael Borowick, and former Administrator of the Northern Territory Vicki O’Halloran, the task force will provide invaluable guidance to the government in redesigning the registration system.

Drawing from recommendations in the NDIS Review, the task force aims to introduce a graduated risk-proportionate regulatory model and a new provider risk framework to enhance the visibility and regulation of NDIS providers and workers.

Minister Shorten has highlighted that the goal of this new regulatory system is to ensure inclusivity and accountability within the NDIS. By working hand in hand with the disability community, the task force will address existing gaps in NDIS regulation, ensuring that the reforms uphold the independence of participants while minimising administrative burdens for providers.

Taking a gradual approach and gathering insights from stakeholders, the task force is committed to achieving the best possible outcomes for everyone involved. We anticipate the task force’s recommendations, slated for mid-2024, will mark a significant step towards enhancing the effectiveness, efficiency and integrity of the NDIS registration system.

Stay tuned for further updates as we work together to create a more inclusive and empowering future for individuals living with disabilities under the NDIS.

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

The NDIS Commission’s NEW Behaviour Support Templates

Post author By Amanda Robinson
Post date February 13, 2024
No Comments on The NDIS Commission’s NEW Behaviour Support Templates

The National Disability Insurance Scheme (NDIS) Commission has taken a significant step forward in promoting the rights and well-being of individuals with disabilities with the release of its new and updated Behaviour Support Plan (BSP) templates.

These templates, designed to put the person first, are a testament to the Commission’s commitment to human rights and eliminating restrictive practices. The updated templates follow the publication of the BSP Template Review – Summary of Findings in July 2023.

One of the most notable features of these new BSP templates is their unwavering focus on the individual and focusing on human rights.

Another key focus has been accessibility, which ensures that everyone can benefit from these BSP templates. The templates are not just the result of internal brainstorming sessions; they have been shaped by the input and feedback of those directly involved in the disability support sector. Participants, providers, and practitioners have all contributed their insights, ensuring that the templates reflect real-world needs and challenges.

To ensure best practices are followed, the NDIS Commission has incorporated the latest research findings into these BSP templates. Drawing upon evidence-based approaches, the templates provide a solid foundation for developing effective behaviour support plans that promote positive outcomes for individuals with disabilities.

The NDIS Commission has equipped these templates with a wealth of tips and resources. From practical advice on implementation to links to relevant legislation, these resources are invaluable tools for crafting high-quality BSPs that align with legal requirements and promote the well-being of individuals.

The release of these new and updated BSP templates by the NDIS Commission marks a significant milestone in the ongoing efforts to improve the quality of disability support services in Australia. By prioritising the rights and dignity of individuals with disabilities, enhancing accessibility, incorporating stakeholder feedback, grounding in research, and providing comprehensive resources, these templates set a new standard for behaviour support planning.

What you need to know:

There are additional requirements for the Interim BSP Template and the Comprehensive BSP Templates. These must be reviewed very carefully to understand the full requirements. You can access these templates and explore the resources provided; they are available here: https://shorturl.at/uLRV0.
The timeframes for the development of BSPs have not changed even though there are more requirements:
- Interim BSP- within one month of the BS Practitioner becoming engaged and
- Comprehensive BSP- within five months of the interim BSP being submitted.

If you would like to provide feedback on these, we encourage you to complete their survey.

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

NDIS Review Recommendations Gain Momentum: Progress in Motion!

Post author By Amanda Robinson
Post date February 7, 2024
No Comments on NDIS Review Recommendations Gain Momentum: Progress in Motion!

The government has announced that it is making a substantial investment to design and consult on the key recommendations from the NDIS Independent Review.
It will begin with work on the Foundational Supports Strategy which will be considered by National Cabinet in the second half of 2024. This strategy will be led by the Minister for Social Services, Amanda Rishworth in consultation with the Honourable Bill Shorten.
This strategy will ensure that those people with disability who are not an NDIS participant will receive much needed supports.
Over the next two years, $11.6 million will be invested by the Commonwealth to develop the strategy which will be informed by people with disability, the disability community, families, carers, researchers and parents.

As we were informed last year, Foundational supports will include ‘General’ and ‘Targeted’ supports.
General supports are for all people with disability and could include:

Community care
Help with shopping
Help with maintaining a home/garden
Peer and family supports
Early intervention support

Targeted supports, are for people who are not eligible for the NDIS but are in most need of more support. These could include:

Early supports services
Independence and transition support
Individual capacity building supports
Aids and equipment.

The focus for this category could be on specific groups such as children, adolescents, people with persistent mental ill-health and people with hearing loss.
In addition to this work, the government are making investments to meet their goals of improving the participant experience and securing the future of the NDIS.

How much are we talking?

$54.6 million for fairer and better ways to access an NDIS Budget;
$49.7 million for improved home and living options;
$10.2 million to repair the market for better ways to access and pay for supports; and
$3.6 million to undertake design and consultation work on a system of best practice early childhood supports.

Most importantly, there remains a strong focus on ensuring that people with disability are at the centre of the policies that impact them. We have been assured that there will be extensive consultation processes with people with disability, their families, carers and other stakeholders.

We look forward to being part of this conversation, and encourage providers to support your participants to speak up and have a say, and ensure that your voices, too, are heard.

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

Some tips to be Always Ready For Audit ‘ARFA’

Post author By Amanda Robinson
Post date February 6, 2024
No Comments on Some tips to be Always Ready For Audit ‘ARFA’

Be ‘ARFA’. Some tips to being Audit ready. Always.

Audits…for me, and for many like me, used to be a ‘rude’ word in the disability industry…and believe it or not, they existed long before the NDIS came along to play.

As a young Mental Health Support Worker, I have vivid memories of middle management scrambling at audit time; yellow case files spread across board room tables- all to ensure that all the case notes were up to date, client assessments completed and staff training was recorded.

With a very vague understanding back then of its importance, I soon learnt in my previous role as a Quality Assurance Officer, what had those managers scrambling at crunch time.

I made a promise to myself right then and there, that if I ever made management that my organisation would ‘Always be ready for Audit’ and, when I was finally handed the reigns in quality assurance, I coined the term ARFA, and we would be ALWAYS Ready for Audit. Look, it may seem a bit silly, but it brought some humour to the otherwise daunting time of the year. It made staff relax.

As part of my strategy, I adopted various information sessions, so no matter what their role in the organisation was, I sought to help staff understand exactly what an audit was, what the Standards meant and what would happen if these standards weren’t met. That included our Board of Management. I didn’t hold back in sharing the importance of their involvement and support at audit time. It was not meant to instil fear by any means, but it gave people a ‘WHY’ to what they were doing on a daily basis.

Whatever their motivation, and one would hope that it was wholly directed at the highest quality care for individuals with Disability, at least staff had a reason WHY. If staff understood that to remain in business, and to continue to be funded, then we had to meet these standards. More importantly, I emphasised the true benefits of auditing. Auditors often pick up on things that we may have missed. Things that, you never know, may end up as tragic front-line news.

So, having support from the ground up and engaging champions who truly advocated the need to be ARFA really helped the process become more effortless each year.

I urge all staff and leadership to view auditing as not a burden that is both costly and time consuming, but as a fresh set of eyes, a safeguard, to ensure that the people you are supporting are receiving, and continue the receive, the highest quality of care.

Another important strategy are those regular ongoing ‘desktop’ self-audits. For examples, each staff member can audit their own client files as they complete a month of case notes.. or have a peer audit them. There are so many strategies to adopt that can work. You just need to find out what works for your organisation and your people.

As a Quality Assurance Manager, one thing I did do was find the document that listed the relevant Standards in a checklist format. I then listed evidence that met each of the standards and included URLs or notes to relevant documents and folders. I found a simple one here that lists the NDIS Practice Standards and Quality Review Checklist in a Template.

The easier you make it for an auditor, the easier the whole process will be (and the less frustrated they will be, too!). Make sure you sort out access early on prior to the audit!

NGO Training Centre happen to offer a suite of courses to ensure that providers are compliant across all NDIS Practice Standards and quality indicators. You really need to check out what we can offer you.

If only we had access to this back in the day… there would be no more scrambling.

Written and illustrated by Amanda Robinson, B.A., MMentalHealth Prac.

News

Have a voice at the table in the NDIS Annual Pricing Review

Post author By Amanda Robinson
Post date January 30, 2024
No Comments on Have a voice at the table in the NDIS Annual Pricing Review

Have a Voice at the Table in the NDIS Annual Pricing Review

Are you passionate about NDIS pricing arrangements and the impact they have on you as a provider, your participants and the broader disability support community? If so, the NDIA are inviting you to actively participate in the Annual Pricing Review (APR) for 2023-2024, a crucial initiative that shapes the landscape of the National Disability Insurance Scheme (NDIS).

Why Does the APR Matter?

The APR plays a key role in assessing and potentially adjusting the current NDIS pricing arrangements to ensure they align with key principles, including providing value for money, delivering fair and consistent participant outcomes, supporting sustainable market growth, and promoting the delivery of high-quality, innovative supports.

Get Involved: APR Terms of Reference and Consultation Papers

The APR Terms of Reference and Consultation Papers have now been released. These documents serve as a guide for stakeholders, outlining the focus areas and key questions for consideration. Your insights and experiences are vital in helping the NDIA understand the nuances of the disability support landscape.

Key Focus Areas for Submissions:

Supports delivered by disability support workers
Therapy supports
Support coordination
NDIS cancellation policy
Enhancing Participant Engagement: Participant-Focused Consultation Paper

This year, the NDIA are dedicated to enhancing participant engagement. To make the process more accessible, they have also introduced a Participant-Focused Consultation Paper. This includes a plain English paper, an accessible easy-read paper, and an online survey submission. Including the perspectives of participants, means that their unique needs and preferences are being addressed.

Submission Deadline: Act Now!

The deadline for provider submissions is Sunday, March 3, 2024, and for participants the deadline is Sunday, March 17, 2024. Your input is instrumental in shaping the future of NDIS pricing arrangements.

Have Questions or Want to Submit? Reach Out!

If you have any questions regarding the consultation paper or wish to submit your insights, please don’t hesitate to contact the NDIA at apr@ndis.gov.au Your active involvement ensures that your voice is heard and contributes to a more inclusive and effective NDIS.

Let’s work together to create a pricing framework that truly reflects the needs and aspirations of the NDIS community. Your input matters!

Terms of Reference can be found here: Terms of Reference and Consultation Papers.

A link to the survey for participants can be found here: Link to survey

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

Navigating SCHADS Award Classifications

Post author By Amanda Robinson
Post date January 19, 2024
No Comments on Navigating SCHADS Award Classifications

Navigating SCHADS Award Classifications

At NGO Training Centre, we have been getting questions about the SCHADS Award and compliance, and we understand how complex it can be to try and navigate through these changing conditions.

There was an update to the SCHADS award in July 2023 which meant some big changes for some organisations. Each year, rates of pay can change so keep a close eye out for those updates. Here’s some information to get you started in understanding Awards and what you need to know as an organisation about changes to the SCHADs. We’ll also point you in the direction of further information and resources to help.

So why do we need to know about awards?

It’s simple really, an “Award” is a legal document that sets down the minimum pay rates and conditions for people employed under that award. The Social, Community, Home Care and Disability Services (SCHADs) industry award applies to people working in the disability sector including Disability Support Professionals. Organisations must adhere to the pay and conditions outlined in the SCHADs award to ensure employees are receiving the right pay and conditions. You can access the most recent SCHADs Award here: https://shorturl.at/EGQT1

Many of us have heard or been involved in the horror stories of employers not getting it right when it comes to Award Classifications, and being liable for hundreds of thousands, and sometimes millions of dollars in back pay liabilities and penalties. It’s sadly not uncommon.

The SCHADS award is complex, and there are approximately 3,000 pay points under it, along with various allowances. It is crucial that as an employer, you have an understanding of the SCHADs award categories, pay points and additional allowances your employees are entitled to such as ‘broken shift allowance’. Know what the categories for different pay points are for each role.

To get you started let’s walk through some important information about Award Classifications and how they can be applied.

The SCHADS Award Classifications include:

An Award Level:

An Award level refers to the classification or grade assigned to a particular job or position within the industry. These levels are often based on factors such as the complexity of the work, the level of responsibility, and the qualifications and skills required for the role.

A Pay Point:

The pay point under the SCHADS Award refers to the specific level or step within a pay scale that corresponds to an employee’s experience, qualifications, and/or length of service.

Each staff member must be assigned an award level and a pay point, e.g. level 3 — pay point 4 or level 7 — pay point 2.

After a year of employment, staff members can qualify for an increased pay point by showcasing satisfactory performance and using new or improved skills. Consequently, the incorporation of a performance appraisal scheme is essential for adhering to award compliance.

It is important to get these Award classifications as accurate as possible, and this can be done by determining an employee’s:

tasks or duties and job titles
skills and competence
qualifications and training
amount of experience (this can include the number of years at a particular classification level)
the amount of supervision required or performed

To find the right classification, make sure you read the definitions in full and consider all the factors together. These are important for so many reasons, and an accurate and updated position description considering the staff member’s actual duties in each role will help to determine the correct Award classification.

If you do not have a dedicated Human Resources Manager or Department, or in-house expertise, it is best to outsource this to professionals in this area.

The Fair Work Commission has some great tools and information which is broken down into helpful steps to get you started:

https://www.fairwork.gov.au/employment-conditions/awards/award-classifications

Here, you can find out how to read and apply classification descriptions in awards.

Minimum Pay Rates

Employers must pay their employees under the SCHADS Award at least the pay rates and entitlements contained in the award weekly or fortnightly, depending on their pay cycle.

The Fair Work website has various tools and resources to help you calculate your wage obligations. Alternatively, you can access the pay guide summaries, which contain information about pay rates, penalties and allowances.

Summary

NGO Training Centre wish you all the best in navigating the SCHADS Award, and we remind you to please stay vigilant on SCHADS Award compliance, keep track of any updates to the award and ensure minimum entitlements for your staff.

Make sure that you update payroll systems to align with Modern Award changes to mitigate any risks. You can always reach out to Fairwork if you have any questions, they are very helpful!

Here are some key takeaways

Keep up to date with any changes to the SCHADS Award
Maintain clear and transparent systems for determining award levels and pay points
Engage systems to track pay increases and additional entitlements
Ensure that you have reliable HR support to interpret award information
Ask questions along the way

Written by Amanda Robinson, B.A., MMentalHealth Prac.

News

How Language Can Transform the Narrative of Disability

Post author By NGO Website
Post date January 17, 2024
No Comments on How Language Can Transform the Narrative of Disability

How Language Can Transform the Narrative of Disability

Language can be very powerful.

Marcus Garvey once said, “The pen is mightier than the sword, but the tongue is mightier than them both put together.”

This reigns true when talking about people with disability, and language can have a profound impact on the way people with disability feel and are perceived in society.

Over the years I have worked alongside professionals who are often fearful to describe or talk about disability; or even have open conversations with people with disability in fear of using the ‘wrong words’, being offensive, stigmatising further or being misunderstood. So, they often avoid a conversation or a narrative altogether.

In Australia, we tend to talk about disability in two ways- Person-first language ‘people with disability’ or identity-first language ‘disabled people.’ Most people with disability prefer one of these terms. It’s always best to ask them which one they like. If you can’t ask, use ‘people with disability’ or just say their name when talking about them. You’d be surprised how effective this can be!

I have always believed that for society to become more inclusive of people with disability, we need to speak openly, be respectful and break down those barriers that lead to people with disability being segregated and discriminated against.

Education about appropriate and respectful language is another way for society to continue to move in the right direction to ensure that people with disability are acknowledged, respected and supported.

PWD have created a great Language guide that people with disability have written. It offers best practice advice to assist all people when talking about and reporting on disability. Please share this open-source resource far and wide!

Remember, language evolves, and new expressions or terms are constantly added to our glossaries. PWD regularly update its resources, and it was last updated in 2021.

You can grab a copy of the resource here:

https://pwd.org.au/resources/language-guide/

Content note: This guide contains examples of offensive language

Written by Amanda Robinson, B.A., MMentalHealth Prac.

Recent Posts

Recent Comments

Archives

Categories