Work Health and Safety Courses

Showing 21–28 of 28 resultsSorted by popularity

Workplace Fire Safety and Prevention in Aged Care

25 mins
AU$29.00 Select options This product has multiple variants. The options may be chosen on the product page
Infection Prevention Control and Outbreaks Part 1 in Aged Care

45 mins
Price range: AU$49.00 through AU$59.00 Select options This product has multiple variants. The options may be chosen on the product page
Sale!
Keeping Safe at Work in Aged Care Bundle

70 min
Original price was: AU$98.00.Current price is: AU$78.00. Select options This product has multiple variants. The options may be chosen on the product page
Emergency and Disaster Management in Aged Care

35 mins
AU$59.00 Select options This product has multiple variants. The options may be chosen on the product page
Workplace Bullying and Harassment in Aged Care

40 mins
AU$59.00 Select options This product has multiple variants. The options may be chosen on the product page
Keeping Safe at Work Part 2 in Aged Care

35 mins
AU$49.00 Select options This product has multiple variants. The options may be chosen on the product page
Keeping Safe at Work Part 1 in Aged Care

35 mins
AU$49.00 Select options This product has multiple variants. The options may be chosen on the product page
Keeping Safe at Work Part 2
Rated 5.00 out of 5
(1)

30 mins
AU$49.00 Select options This product has multiple variants. The options may be chosen on the product page

0 +

Active Users Training

We have hundreds of new Disability Support Workers and Aged Care workers enrolling in our NDIS and Aged Care courses every week!

0 +

Provider Organisations

Over 1,200 disability support and aged care providers trust our audit-friendly, compliance-focused and expert-created training.

0 %

Engagement Score

Learners and providers alike love our training and our course engagement rates and positive reviews are some of the best in both sectors.

0 %

Completion Rate

Individual career starters, upskilling professionals and provider staff members alike all complete our short 10-60 minute courses at a remarkable rate.

NGO Training Centre is an Australian online training provider for NDIS disability support and aged care workers and organisations.

Based in Varsity Lakes, Queensland, we offer 100+ disability courses and 80+ aged care courses aligned to the NDIS Practice Standards, the NDIS Code of Conduct and the Strengthened Aged Care Quality Standards.

More than 1,200 provider organisations and 55,000 active users train with us.

At a Glance:

What we do: Online NDIS, disability support and aged care training, delivered through our own learning management system and mobile app.
Who it’s for: Support workers, team leaders, managers, and NDIS and aged care providers.
Course length: Most courses take 10–60 minutes.
Price: Individual courses from $29 (most $29–$59). Organisation packages from $1,040 a year, or from $104 per person per year for smaller teams.
Certificates: A certificate of completion for every course.
Reporting: Audit reporting and a training matrix for providers.
Standards covered: NDIS Practice Standards, NDIS Code of Conduct, Strengthened Aged Care Quality Standards.
Location: Unit 2, Level 2, 21 Lake Street, Varsity Lakes QLD 4227. Phone 1300 990 995.

Our customers are like-minded organisations that value learning and knowledge for their employees.
They come from all corners of Australia, serving the Disability and Aged Care sectors nationally.

Why Choose NGO Training Centre

“Friendly, high-quality, impactful and targeted learning solutions.”
– Vertaview Group, NDIS & Aged Care Provider

“Takes the guesswork out of training and compliance. Audit-ready, all in the one spot.”
– Home Assist SA, NDIS & Aged Care Provider

“It’s a no-brainer if you’re thinking about an LMS to meet compliance. It’s incredible, we love it.”
– Anchored Care, NDIS & Aged Care Provider

“Training built by genuine subject matter experts, mapped directly to legislation and Standards. ”
– Marguerite Hoiby, NDIS & Aged Care Auditor

“The toolbox that’s required, competency-based skills for providers aligned with the Standards.”
– Stephanie Watts, Aged Care Auditor

“I highly recommend it. We found this great value for money and great value to staff and leadership.”
– TIPACL, NDIS Provider

Play

Read the transcript

Friendly, high-quality, impactful and targeted learning solutions. I’d recommend NGO to anyone in the sector. It just takes a lot of the guesswork out of training and compliance and it’s all audit ready all in the one spot. It’s a no-brainer if you’re thinking about an LMS that will support you to grow your workforce to meet compliance requirements. It’s it’s incredible. We love it. NGO Training Centre is highly effective from a compliance perspective because their training is built by genuine subject matter experts. They’re mapped directly to legislation and standards and they are updated as the sector shifts. Fundamentally, the NGO provides the toolbox that’s required. It’s competency-based skills for providers aligned with the standards. I just think it’s a great convenient way to do it. Um, the fact that you can do it on a on a mobile phone is just super cool. We’ve done it ourselves to go, “Oh, no, it’s actually informative. This is actually helpful.” And it helps me help my participants, so it’s going to help everyone else. It’s easy to use. It’s like hand in glove backed by a responsive team that listens and truly understands the sector and understands our needs also. Getting set up was easy. The platform’s simple to navigate and the courses are actually relevant and up to-date and not just your generic tick the box kind of stuff. Also, if I ever had a question, someone got back to me very quickly. What more could you ask for?

Auditor Testimonials

Marguerite Hoiby – NDIS and Aged Care Auditor

In this video, disability and aged care auditor, Marguerite Hoiby breaks down the importance of training in delivering high-quality care and remaining audit-safe and Standards-compliant – and how the NGO Training Centre provides such training.

Play

Read the transcript

My name is Marguerite and I’m a registered nurse, I’ve been a director of nursing and a manager of risk and quality management in the past, in the private hospital sector. So I’ve been through the accreditation process and been assessed and audited myself several times. I did a quick estimate last night, and I’ve undergone accreditation in four different healthcare facilities. So I know what the stress and what it can be like on the other side. I have an education background as well. I was a clinical nurse teacher and I was the coordinator of the Graduate Diploma in Perioperative Nursing for La Trobe University. I started as an assessor for the National Standards Quality in Health. When those standards were rolled out in 2011. I was an aged care assessor as a subcontractor for ten years, and I’ve been doing NDIS since it was rolled out in 2020. And prior to that I did some DHS and disability employment standard as well. I did a quick look at my audit log, and I’ve done 430 audits to date, I’ve been a technical reviewer for the NDIS and mainly now, and I’ve done probably about 800 reviews of audit reports. I guess the key is non-conformity shouldn’t be seen as a failure, but more as an opportunity to improve quality management systems. Obviously, if there’s a large number of major non-conformities raised at an audit, then that becomes obviously an area of concern for the provider. And it’s usually because the system, the quality system hasn’t been maintained. And that can happen for a number of reasons. I did an audit recently and they had grown at a phenomenal rate in 18 months. And obviously the compliance side of things sort of fell by the wayside. Sometimes it can be when there is a rapid change or turnover of staff, that kind of thing. With the NDIS you’re looking at three audits within the certification period. And then when you’re going for recertification there’s stage one and stage two all over again. So it’s quite a lot of stress for providers and a lot of audits. So it’s important to maintain a system. If a provider has a robust system and process in place, an audit should be able to take place at any time. So that’s why it’s important to maintain a robust quality management system. Staff training is one of the strongest predictors of compliance. You can have a fantastic set of policies, but they don’t keep people safe; trained staff do. And it shouldn’t be seen as an additional cost to the provider because it’ll end up costing a hell of a lot more in the long run, believe me. When workers understand their obligations, apply procedures consistently and confidently explain them during audits, then compliance becomes visible in practice. Strong training reduces incidents, strengthens safeguards guarding, and gives auditors the evidence they rely to conform. Training issues show up in a large proportion of non-conformities, often around a third to a half. Gaps in staff competency, awareness and record keeping consistently drive findings and documentation, process consistency and corrective action. And it’s important that a provider can somehow measure the transfer of learning, and staff can complete a quiz online and get 100%, for example, with manual handling. But can they transfer a patient, resident, or participant safely? So how does the provider measure the success of the training? Who assesses the staff that they are competent, to do the manual handling transfer? And you’d be looking at has there been an increase or reduction in incidents and back injuries as a provider? And I think the fundamental one really is who assesses the assessor and how are they assessed? How do you know that they’re the right person to assess the staff? When training isn’t current or evident, it becomes one of the most common root causes auditors identify. The most common training gaps are outdated, or inconsistent training, missing competency assessments, and incomplete records. Staff often rely on informal workarounds instead of the documented process, and training isn’t refreshed when procedures change and these gaps show up quickly in audits as inconsistent practice, unclear staff responses, and weak evidence during the audit. My own personal experience with the NDIS, the most common training is generally related to compliance gaps seen in the high risk supports, such as modules 1, 2 and 2A. In aged care, when I was doing aged care assessments, it had been the management of infections and wound care in aged care homes. With the national standards, it was the understanding and the implementation of antibiotic stewardship in the early days of the national standards. This now is less of a problem. And it was, it seemed, less and less of a gap. And as a result, fortunately, we’re now seeing less resistance to antibiotics overall in the Australian community. Training gaps usually appear in audits as inconsistent practice staff who can’t really explain required procedures or training records which are incomplete, outdated, or missing competency evidence. And this is going back to what I previously mentioned – the measurement of the transfer of learning. And auditors will interpret this then as a breakdown in governance. The consequences can range from minor and major non-conformity to corrective action plans. Obviously then there’s increased scrutiny because there will be a follow up audit required and escalated risk ratings, especially when gaps relate to the high risk supports, are repeated findings. And as I said, this may require a follow up order to downgrade or close out the major non-conformities in the NDIS. In aged care, it required the home putting a program of improvement in place and then the assessors would go on, you know, a fairly regular basis to see how they were going with the implementation of that program until it’s closed out. With national standards, it’s the same. They would require further follow up when there were major gaps identified. When training is built entirely in-house, the biggest risk is blind spots. I did my original nurse training in Ireland in the hospital system, and there was always the, you know, “that’s the way we’ve always done it here”. And I think we’ve all heard that at some stage of our careers. So then what can happen is the content can often drift from the legislation and it isn’t benchmarked against the sector standards, and it lacks the depth that the auditors would expect. And this then can lead to inconsistent practice, weak competency evidence and repeat nonconformities. Without external validation, governance can’t be confident that the workforce is genuinely compliant. AI is the the buzz word at the moment, isn’t it? Generic or AI generated training can create a false sense of assurances, so be very careful with AI. It often misses legislative nuance. It lacks sector specific risk controls, and it really can’t stand up to audit scrutiny. The warning signs are pretty obvious. No subject matter experts, no standards mapping, and no evidence of version control or competency. So this then leaves providers exposed and not compliant. So be very careful. I see it as well with audit reports. And now you can actually pick out the reports that are AI generated because they lack the traceability that the standard reports would have, you know, like exactly the participant’s files, the interviews, that sort of detail would be missing. Well, high quality training providers stand out because their content is evidence based. Standards-mapped, and written by real subject matter experts. They assess competency and not just attendance, and align training directly to your procedures and risk profile. Poor providers rely on generic templates and no audit logic. And the good ones strengthen governance and reduce regulatory exposure. And I give you an example. As an NDIS auditor, I see this frequently with some of the purchased NDIS packs. For example, there’s two consultants that sell their packs and I see in module one for a ventilatory management, there’s a reference in their policy to undertaking chest X-Rays and arterial blood gases. Well how is this actually possible in a community setting. So obviously this has been lifted from an ICU setting and it’s not applicable in the community setting. So that just gives you an example of poor, I guess, training what it would look like. NGO Training Centre is highly effective from a compliance perspective because their training is built by genuine subject matter experts. They are mapped directly to legislation and standards, and they are updated as the sector shifts. Their programs include competency assessment, clear audit logic and alignment to real-world practice. And then, from a governance point of view, for the provider, this means fewer training related non-conformities, strong evidence of capability, and a workforce that can confidently demonstrate compliance under scrutiny. Its framework is easy to use for all staff. It’s easily accessible. You even have it on your phone, and it provides management all the data it needs to demonstrate to demonstrate compliance, because during the audit, it can be a stressful time. And we’re looking for, you know, compliance rates of manual handling or enteral feeding whatever. And you know, with the flick of a switch on the computer, they can pull up all that data. So from that point of view, it makes life a whole lot easier for the provider. It’s that their training is purpose built for whether it’s aged care, NDIS, community services and not repurposed from generic VET content. Each module is mapped to legislation and standards, and it’s written by real sector experts. And it’s updated as guidance shifts. And they focus on competency and not just information. And they align training to the actual provider’s procedures, which makes their content genuinely audit-defensible and far more effective than template based providers. For example, the clinically focused subjects state that when the staff member has completed the online training, for example enteral feeding, then they also need to be clinically assessed as competent in the workplace. And this is fundamentally important for providers who need to determine who is qualified and skilled to clinically assess the workforce and what are the key requirements that this clinical assessor needs? And importantly, and sometimes not always considered, how is the clinical assessor assessed? I’ve spoken with my NDIS auditor colleagues prior to this interview and they agreed with me here. Having been on the other side, when I was assessed myself, do your homework. Talk with other providers about their preferred training provider. Why did they choose them? And don’t be just looking at shorter timeframes and budget. Because that’s not always the best guide here. Feedback from staff. Did it meet their workplace needs? How effective was their training provider with their recent audit for example? Was there any training non-conformities or gaps raised? Choose a training provider who can prove their content is standards-mapped, evidence based and written by real sector experts. Look for competency assessment version control and that they are aligned to your actual procedure. If a provider can’t demonstrate audit ready governance, that’s not the right fit.

Stephanie Watts – Aged Care Auditor

In this video, aged care consultant, auditor, and registered nurse Stephanie Watts breaks down the new Strengthened Aged Care Quality Standards and what providers need to know about modern audits, compliance, and workforce training.

Stephanie also explains how NGO Training Centre provide ‘the toolbox required’ for Aged Care providers to deliver exceptional training focused on compliance and high quality care.

Play

Read the transcript

My name is Stephanie Watts. I’m a registered nurse. I’ve been an aged care consultant in the aged care sector for years and years, and I worked as a registered quality assessor in the very interesting Covid time. So the commission had to catch up on lots of audits. And so I worked sometimes as a team leader, sometimes part of a team, as a quality assessor, just during and after the Covid period. So the way that the audits are done is we go in work as a team and we don’t actually decide on the outcome that actually goes to the next level. And we write a report of our experience, and we have meetings with the organisation the whole way through. And then the report goes to the next person we recommend. We have a lot of recommendations. And then the next level up actually decide within 14 days the result of the audit. I think that real strong compliance requires treating risk management and workforce capability as business as usual. So providers must be able to demonstrate it, not just state it. So the new standards are fundamentally rights based, meaning older people must be treated as individuals first, with their choices actively shaping their care. I’ll give you a real life example. So before 2024, an organisation could pass an audit simply by presenting a well-written diversity and inclusion policy. However, now the policies are just a starting point. Auditors want providers to demonstrate it. So during an audit, the organisation is expected to provide concrete evidence, such as observing a worker supporting an Aboriginal elder’s connection to country and island home, or asking a worker how they respect an LGBTQIA+ resident’s right to intimacy and sexual expression, and they’re two very different examples of how an organisation passes an audit with the new Strengthened Standards. it’s absolutely essential. Standard two in the new standards explicitly demands a training system that ensures workers have the necessary skills, qualifications and competencies to effectively perform their roles. So if staff aren’t trying to deliver person centered, culturally safe, trauma aware care, including caring for individuals with dementia and responding to medical emergencies, your document compliance means nothing in everyday practice. So the workers really are the eyes and ears of the organisation. Their knowledge and understanding of work practices is absolute gold. So well-trained staff creates also a positive culture which reflects in their care, and the knowledge of the staff flows onto the residents. So a real life example is under the old framework, showing an auditor that staff watched a generic slide show on dementia was often sufficient. A box would be ticked. However, under the new standards specifically outcome 2.9 training must be competency based and responsive to incidents. So if a resident is living with dementia and they become distressed, the organisation is expected to show the auditor that this incident triggered specific, updated competency based training for the workers on trauma aware and healing informed care. And the commission states, all aged care workers receiving competency based training in relation to core matters. This is very crucial because it actually shows that the provider is, in real time, making sure regarding the cohort of residents, that their staff are skilled for those particular residents. All the time, you could very well say. The staff and their training are really the culture of the organisation. So assessors now conduct deep dive interviews with leadership and older individuals. Nonconformities usually emerge when governance expectations aren’t translating into operational reality, because the staff haven’t been adequately trying to execute the expectations. So assessors no longer just read the policies or the statement of rights. They look for concrete evidence and they use a triangulation audit. So what they do is they interview the families, they interview the resident, they look at the documentation, they look at the organisation and the environment. They look for concrete evidence that through these observation and interviews that an individual’s preferences, cultural identity, and lived experience influences the daily routines and worker interactions. So, for example, in the past, auditors primarily check training logs. Now they do a deep dive interview with the senior management team, and they ask them how you know the organisation is safe. Before, in order to speak directly to an older person who reports that workers don’t know how to operate their equipment safely, for example, the organisation might say that all the workers have been trained in manual handling and using hoists. However, on interview of an individual, they might say that the workers actually don’t know how to move them in a hoist and they feel scared. I think probably one of the major gaps is a lack of regular competency based training on core matters like dementia care, responding to medical emergencies, and the code of conduct, so providers frequently fail to update their training based on feedback, complaints, incidents, identified risks and the outcome of regular aged care worker performance interviews. So if the organisation actually aligned their training with their complaints, their incidents, their reporting data, which is due every month and show that they’re actually a living organisation training their staff with the cohort of residents, it would make a big difference. So a real-life example example is historically, providers could use the same static training packages for years, but the new standards demand continuous improvement on contemporary evidence based practice. So if a provider hasn’t updated their emergency and disaster manual training following, for example, in Queensland all the floods, or hasn’t engaged workers and residents in regular testing that emergency plan an auditor to might flag this as a significant gap in maintaining a current and responsive training system. So gaps show up when we observe care or interview older individuals and see their preferences aren’t shaping their daily routines. So under the new graded assessment this leads to major nonconformance. Consequences are intense regulatory scrutiny, reputational damage and ultimately unsafe care for the older individual. Again: demonstrate it, don’t just state it. So the new standards providers are expected to have active, meaningful partnerships with the individuals that they care for. A real life example of this would be gaps used to be found in reviewing care plans in an office. So today, auditors use a care delivery evidence collection tool and they directly survey the individuals receiving care. So if an older person tells the auditor that their cultural food preferences and preferred meal time are consistently ignored, the auditor will trace back to a training gap, in partnering with individuals. The consequences is a greater non conformance to let the individuals choices should be actively shaping their daily routine. And just to add, probably the governing body must lead a culture of quality, safety and inclusion that supports individuals accessing quality funding aged care services by focusing on continuous improvement, which is just crucial. Yeah, I think gaps show up when we observe care, or interview older individuals, and see their preferences are actively shaping their daily routines. So under the new graded assessment, this will lead to major nonconformance. One of the main challenges is ensuring training remains current, compliant and practical across the aged care frameworks without overloading staff with generic or outdated content. Courses are clearly aligned with regulatory expectations and could be easily implemented across a diverse workforce instead of balancing operational demands. And it was time intensive. So giving a real life example to better explain. Before 2024, when the new Aged Care Act came in, in-house training created by a well-meaning manager was standard practice. Now, the clinical care standards, particularly standard five, strictly require contemporary evidence based best practice for high risk areas. If an auditor reviews an in-house infection control module, for example, and find it lacks current protocols on antimicrobial stewardship or managing invasive devices like urinary catheters, the organisation will fail to demonstrate that the workers are equipped to minimise severe clinical risks. I think some providers overload staff with generic theories rather than practical applications, and generic or AI content risks being outdated and completely disconnected from regulatory expectations. Staff become bored, complacent and don’t keep up with evidence based practices. In turn, the care provided may well fall and culture decline in place of generic and nonspecific training, so risking a possible noncompliance. Giving an example of this generic training might cover basic first aid, but the new standards demand specific clinical governance for high impact risks like choking, dysphagia, and pressure injuries. So if an auditor observes a worker giving the wrong food texture to a resident with dysphagia, and the organisation’s only defence is a generic AI generated training module rather than a sector specific training aligned with the IDDSI, which is the International Dysphagia Diet Standardisation Initiative, the provider will face intense regulatory scrutiny for unsafe care. And probably just to add, if choking incidents and weight loss are high and the organisation cannot show that they’ve been actively training their staff in assisting the individual with meals and choking risks, nonconformists will be identified and the individuals may be at risk of non be at risk of choking and the organisation be at risk of nonconformance. Sure, the good providers offer the training, obviously that adheres to the legislation requirements, but active consideration is given to organisational operational risks, the workforce needs and the wider organisation environment, including quality, safe and inclusion. Inclusive culture. To support individuals who are learning good training providers should have an effective learning management system, which provides comprehensive reporting to showing staff completion rates and gaps so that can be really targeted, but they also should have adequate competencies. Training in practical content designed by subject matter experts, which can be easily accessed as required depending on their risk complaints and continuous improvement occurring at the time in the resident aged care organisation. An example of this would be previously keeping training sign off sheets in a binder was acceptable. Now the governing body is accountable for monitoring organisational performance using reliable data. A good training provider gives the organisation a system where management can instantly generate a report during an audit, providing that 100% of workers have completed mandatory training, such as the SIRS and the Code of Conduct, among other subjects, before delivering care. Fundamentally the NGO provides the toolbox that’s required. It’s competency based skills for providers, aligned with the standards. And I know there’s over 90 courses that allow specific resident and aged care homes to target and train the gaps identified in their particular homes. So the training is current to specific risks and gaps identified. It makes it very personalised. It also supports it to have a positive culture. It enables providers to demonstrate audit readiness and continuous improvement. They provide a sector specific platform that really does increase staff confidence in high risk areas, making them a strategic partner for demonstrating audit readiness. It also empowers the team to deliver person centered care and support the individuals, especially with their diverse needs. Increasing staff culture – with competent, well-trained staff, it increases the culture all through the organisation, and it impacts directly onto staff care. So to give an example, under the old system, general personal care training was enough. The new Act requires workers to be explicitly trained in specific diversity and inclusive areas, such as supporting First Nations elders or understanding specific needs of care leavers and veterans. Because the NGO training has such a diverse group of aged care courses explicitly aligned with the new strengthened aged care standards as well, a provider is able to show that to the auditor, exact course completions for these specific newly mandated topics, providing immediate compliance for the provider. There’s quite a lot, but they replace respective spreadsheets with a system that makes tracking engagement incredibly easy. And I note that they also have a mobile app for offline learning. So for the carers, they have access to key information at their fingertips. Some carers are reluctant to put their hand up and say “I’m not sure how to do this”. So it actually gives them the tools in their pockets to look up and be aware of specifically what they’re looking for and to guide them. So the key differentiators are the quality of their audit focused content as well. And the intuitive learning management system. So I think the courses that are engaged with and written by the subject matter experts makes a big difference when these experts can provide practical examples that learners can follow and understand in the real world of aged care. And also the storytelling mode is easy for the staff to follow, especially when they’re tired from their shifts and doing education modules that they don’t always look forward to. The NGO has a specific recipe that their training is effective because it’s engaging. So probably a real life example is an organisation relying on restrictive manual spreadsheets to record training completions. They might panic during an audit if the assessor demands immediate proof a specific worker is competent in medication administration, for example, the new expectation is measurable assurance. So the NGO Training allows an organisation to pull up an intuitive learning management system, download completion rates and competencies for the users, and demonstrate reform evidence to the assessor on the spot, which is very useful for organisations and providers. Choose a provider that delivers practical courses explicitly aligned with the standards and the legislation around aged care. The Aged Care Act, which was introduced in November 2024, essential requirements, include use of robust reporting features and responsive sector specific customer support should be able to effortlessly integrate with the existing clinical management system so they can talk to each other and provide easily accessible reports. Probably a real life example is that the ultimate expectation is compliance is no longer a scramble before an audit. It must be treated as fully integrated, business as usual operating system. So instead of putting out policies the week before the commission arrives, an organisation is expected to use a platform like the NGO training, where courses, as a map to the new standards are automatically assigned, tracked and accessible to the workers via the app, and they provide able to provide to the auditor that the work force capability is managed proactively every single day. Giving you a real life example, Dean. Previously, if a worker missed signing a training attendance sheet in order to might issue a simple not met on a pass or fail checklist. However, under the new graded assessment approach, the order to evaluate on a scale of conformance so they will look beyond the paperwork. Observe the worker in practice, and if the lack of training has a resulted in unsafe manual handling, they will issue a major non-conformists because they are assessing real world impact, not just administrative intent, which makes a big difference.

Customer Testimonials

Vertaview (Multicap), Queensland – 2,500+ Employees (Text)

Watch Madison, Head of Capability and Development at Vertaview Group – one of Australia’s largest and most renowned disability support and aged care providers – explain why they chose NGO Training Centre for their staff training, and how it’s helping their organisation achieve better care outcomes.

Play

Also from Madison regarding the NGO Training Centre:

“We’ve had an excellent experience working with NGO. The quality of the e-learning modules are consistently high, offering engaging and relevant content that supports our learning objectives.”

“Their customer service is equally impressive, with Ben providing exceptional support, responsiveness, and flexibility whenever needed. His proactive approach and commitment to finding solutions have made NGO a valued and trusted partner. We highly recommend their services to any organisation seeking quality learning content backed by outstanding account management.”

“Having a geographically diverse workforce, the NGO Training Centre has excelled in meeting our training needs. Modules are informative and engaging, assisting us to develop our staff to provide the best level of care for our clients.

The reporting function is easy to use, allowing management to track their team’s progress. I would definitely recommend the NGO Training Centre for your online training needs.” – Madison, Head of Capability and Development

Steven Paull / BigDog Support Services – 200+ Employees (Video)

Watch Steven Paull, disability sector expert and founder of BigDog Support Services, talk to us (live from his X-Wing service hangar) about the critical importance of staff training in disability support.

Play

“The fact you can do it on a mobile phone is just super cool…it’s got the flexibility to utilise the hardware they’ve got then and there. And they can go away and come back later on. That’s really important.”

“I think there’s a few training organisations that would like to have that in there…and the fact that there’s a lot of stuff behind it, and a lot of people behind it, and a lot of thought behind it.”

Home Assist SA – 50+ Employees (Video)

Hear from Amy at Home Assist SA – one of South Australia’s leading disability support and aged care providers – as she shares why they chose NGO Training Centre’s online training, and how it’s elevated both their quality of care and audit compliance.

Play

“When our staff started recommending NGO from their previous experiences, that made us sign up, and they continued to rave about it while we were implementing it.”

“As a provider, it saves us a lot of time in an industry that’s heavily focused on compliance…NGO is just a no-brainer solution for training and compliance, and it’s backed by a team of people who really care about you and making sure that you succeed as a provider.”

TIPACL, Queensland – 150+ Employees (Video)

Watch Darren from TIPACL explain how quality training, consistent compliance, and exceptional person-centred support built one of Queensland’s leading NDIS providers with decades of experience.

Play

“The NGO Training Centre have made training your staff simple and easy. Jasminne and the team have been absolutely great at understanding our needs here at TIPACL, walking us through the platform, and have always been available for any questions we’ve had.

We would recommend the NGO Training Centre because we can now have our entire training on the one platform, which is simple to use and to navigate…

“I highly recommend it. As a community-based organisation and a not-for-profit, we found this great value for money and great value to staff and to our management team for the leadership side also…

It’s easy to use, backed by a responsive team that listens and truly understands the sector, and understands our needs also. Sincerely, thank you from TIPACL.”

Anchored Care, Queensland – 150+ Employees (Video)

Watch Desire, Managing Director of Anchored Care, explain how NGO Training Centre has helped enhance the quality of Anchored Care’s services and team training.

Play

“Participants need and demand quality care, and delivering that care comes from high-quality training. We use NGO to train our staff to deliver only excellence for all participants. NGO are leading the sector in training quality.

I’m a proud product of your hard work, so I want to thank you for what you do…it’s really critical in this time of compliance. You have taken a step forward in the sector.

I’m talking to any medium-sized, small-sized, big-sized NDIS service provider – it’s a no-brainer if you’re thinking about an LMS that will support you to grow your workforce and meet compliance… ” – Desire, Managing Director – Anchored Care

Aspire Hub, Queensland – 100+ Employees (Text)

1. Please briefly introduce yourself and your organisation

My name is Sindy Rennick, and I am the Chief People Officer – NDIS & Child Safety at Aspire Hub Pty Ltd and Aspire Hub CS Pty Ltd. We operate across the disability and child safety sectors, delivering person-centred services to NDIS participants and vulnerable children and young people. Our workforce consists of 304 employees across frontline and corporate roles.

2. Before working with us, what specific challenge or challenges were you facing around training or compliance?

Prior to engaging with the NGO Training Centre, we were experiencing challenges in maintaining consistent, high-quality training across a diverse and growing workforce. Ensuring compliance with NDIS and child safety standards, while balancing operational demands, was time intensive. We also identified varying levels in staff confidence, particularly in relation to safeguarding, clinical practices, and regulatory requirements.

3. What made you choose us over other training providers?

We selected the NGO Training Centre due to its sector-specific relevance, strong compliance focus, and a flexible delivery model. The ability to provide accessible, on-demand training that aligns particularly with our NDIS was a key differentiator, along with the quality of content and ease of implementation.

4. What has your experience been like working with us?

Our experience has been highly positive. The onboarding process was efficient, and the platform is intuitive for both employees and leadership. The training modules are well-structured and aligned with industry standards. Additionally, the responsiveness and support provided by your team is second to none and has enabled a smooth integration into our existing systems and processes.

5. What impact has this had on your organisation or your team?

The platform has strengthened our organisational capability by improving compliance, consistency, and workforce readiness. We have seen increased staff confidence, particularly in high-risk areas such as safeguarding and clinical care. It has also reduced administrative burden and enhanced our ability to demonstrate audit readiness and continuous improvement.

6. Was there a moment where you thought, ‘this is exactly what we needed’?

In all honesty, when I first commenced with Aspire Hub, the NGO Training Centre was not being utilised to its full potential, and there was minimal uptake of the available courses. Through working closely with Irina from the NGO Training Centre, I was able to explore the platform in greater depth, including the breadth and quality of the course content.

That was the moment I realised we had something truly valuable, an untapped resource with the potential to significantly strengthen our workforce capability and compliance.

7. Who would you recommend this to, and why?

I would recommend this platform to organisations operating, particular within the NDIS, and broader community services sectors. It is valuable for providers seeking a scalable, compliant, and high-quality training solution that supports both workforce development and risk management.

8. In one sentence, how would you describe us to another organisation?

A strategic training partner that delivers practical, compliant, and scalable learning solutions for complex care environments.

Care Provisions Australia – 60+ Employees (Text)

Care Provisions Australia - NGO Training Centre Review

“The NGO training modules have significantly contributed to enhancing our integrity, credibility, and quality.

I extend my sincere gratitude to your team for this exceptional product and for your collaborative efforts.

I can confidently state that it has proven to be one of the best business decisions we have made.”

Montessori Care, New South Wales – 50+ Employees (Text)

“Before adding the new Aged Care courses, one of our main challenges was ensuring our training remained current, compliant, and practical across both disability and aged care frameworks, without overloading staff with generic or outdated content. We needed courses that were clearly aligned with regulatory expectations and could be easily implemented across a diverse workforce.

We chose NGO Training Centre’s courses because they are well-structured, audit-focused, and clearly designed for the sector, rather than being purely theoretical. The relevance of the content, ease of access through the LMS, and confidence that the training would stand up to compliance and quality audits were key factors in our decision over alternative options.

The new Aged Care courses provide more training and competency for our workers as most of our current pool are disability focused. This makes them more well-rounded and can help incentivise them to work more.

What we value most about the NGO Training Centre is the overall customer service and experience, combined with the high quality and breadth of course content available.

The support from the team has been excellent, in particular, Ben, has been outstanding. He communicates clearly, is always approachable, and is readily available to support us whenever needed, which makes a significant difference in managing training across a busy organisation.

We also value the quality of the course content and the wide range of courses available, which allows us to meet diverse training and compliance needs across both disability and aged care services with confidence.”

Voyager Care, Western Australia – 5 Employees (Video)

Watch Tamzin and Kaitlyn from Voyager Care explain the importance of their online training to their quality of care and organisational growth.

Play

What problem were you trying to solve with our training? We would go through the NDIS website and they would have the free training modules, but we didn’t know how to get bigger from there. How do we get more participants? How do we get more support workers? And we needed to get registered as a provider. So training was the next step, and a few people we spoke to said to go to NGO Training Centre.

What has impressed you about NGO Training Centre? Easy to get through, very descriptive price list, very easy to get started. We like the fact NGO have an app, because nobody has apps – and you can do it offline as well. And it’s very easy to use on the admin side as well – very self-explanatory and very user-friendly. And with any enquiries we have, we speak to the same person and they’re always helpful.

What makes our LMS different from other providers? The app is great, and the system saves your progress so you can come back to it later. The reporting is easy and very user-friendly.

What has exceeded your expectations? The customer service all round – always speaking to the same person who is always helpful, the chat on the website us useful for information quickly and easily, and getting started was simple with no pushy salesperson.

What features sold you on choosing our Courses? The training is easy to use even on our phones, and is actually informative – it’s actually helpful and it helps us help our participants, so it’s going to help everyone. We spoke to people who recommended NGO Training Centre, and the customer service all round is excellent.

What do you value the most about the NGO Training Centre? The customer support and helpful team, the course quality, the app and the LMS being easy to use, and the range of courses to cover a wide range of topics.

Valentine Joe – NDIS Service Provider Team Leader

Watch NDIS Service Provider Team Leader, Valentine Joe explain why the NGO Training Centre was the ideal training partner to upskill his team and ensure participants receive high quality care through exceptional training.

Play

“Well, there was a moment where one of my team flagged something with a client situation, and because of the training they’d just done, they handled it exactly right. I thought: ‘you know what? Yeah, this is why we do this.’ It wasn’t just compliance for the sake of it – it actually made a difference on the ground for the person who was supporting.”

“The courses are relevant and up to date, and not just your generic tick the box kind of stuff. Also, if I ever had a question, someone got back to me very quickly.”

“It’s practical, it’s easy to use, and the interface is simple to navigate. What more could you want?”

5-Star Google Reviews

Rated 5 out of 5 stars across 26 Google Reviews

      EXCELLENT  
   Based on 26 reviews 
    
 
 
 
   
 
 
       Posted on Google  
   
   Adrian Lee 
 
 
 
 Trustindex verifies that the original source of the review is Google. As the WHS & Training Manager for a large disability organisation in the Great Southern region of Western Australia, we recently transitioned our training systems to NGO Training Centre. The process has been seamless from start to finish.

The NGO team has been professional, responsive, and highly supportive throughout the transition. Feedback from our staff has been overwhelmingly positive, particularly regarding the quality of the training content and the platform’s ease of use.

Having all training consolidated in one system is a significant improvement for us, and the reporting capabilities—especially the training matrix—will greatly streamline our compliance processes and make future NDIS audits far more efficient.

Adrian
WHS & Training Partner
Community Living Association
  
 
      Posted on Google  
   
   Christina H 
 
 
 
 Trustindex verifies that the original source of the review is Google. Irina @ NGO Training Centre is always such a delight to work with. nothing is ever any hassle, always prompt and polite. Can't fault her or the team. would recommend them to anyone. - From the DAWN Services Team
  
 
      Posted on Google  
   
   Hosea Muyambo 
 
 
 
 Trustindex verifies that the original source of the review is Google. They are the best
  
 
      Posted on Google  
   
   Care Provisions AU 
 
 
 
 Trustindex verifies that the original source of the review is Google. We have partnered with NGO training Centre and we highly recommend their platform for all training needs for health and NDIS sector. They are professional and have the expertise they promise and more. We have passed all audits thanks to their platform and services. Thank you again NGO Training Centre
  
 
      Posted on Google  
   
   matheus de castro 
 
 
 
 Trustindex verifies that the original source of the review is Google. I first used NGO as an employee and really valued the format and content. Now, as a business owner, I still find their product excellent and good value for money. Their customer service has been consistently strong, and Matt, the Customer Relations Manager, has been especially supportive and reliable to deal with.
  
 
      Posted on Google  
   
   Sindy Rennick 
 
 
 
 Trustindex verifies that the original source of the review is Google. We have explored many learning platforms, but none have matched the comprehensiveness of the NGO platform. The course content is of exceptional quality and specifically tailored to support workers, ensuring our staff gain the practical knowledge and skills needed to effectively support our NDIS Participants.

The support-focused courses cover a wide range of essential areas, including NDIS key requirements, complex care (e.g. diabetes, epilepsy, seizure management), Work Health and Safety, Mental Health, Medication Assistance, Quality Supports, as well as SIL and SDA essentials.

For management, the platform offers courses in Leadership Excellence and Specialist Leadership, addressing crucial areas such as time management, emotional intelligence, performance management, and having difficult conversations.

The breadth and quality of the training not only met but exceeded the expectations of our NDIS auditor.
  
 
      Posted on Google  
   
   Amponsah Philemon 
 
 
 
 Trustindex verifies that the original source of the review is Google. Best training in Australia
  
 
      Posted on Google  
   
   Divya Lata 
 
 
 
 Trustindex verifies that the original source of the review is Google. NGO team did an excellent services and great effort. Whenever I seek help from NGO team and they provide instruction video. Very approachable and quick. Well done team!
  
 
      Posted on Google  
   
   caroline foat 
 
 
 
 Trustindex verifies that the original source of the review is Google. 
  
 
      Posted on Google  
   
   Brett L 
 
 
 
 Trustindex verifies that the original source of the review is Google. These guys are the best we have tried. Good attentive action when we need it. And we can make our own courses suits us well as a disability service provider with all the policies and procedures we have.

×

Your cart is empty. Return Home