NDIS will mean more competition for staff than for business

07
Nov 16
Author:Jon Martin
Share on LinkedInTweet about this on TwitterGoogle+Share on FacebookEmail to someone

Under the National Disability Insurance Scheme, there will be more competition for staff than there will be for business. Workforce planning and development for the disability sector will never be the same again.

For some time, pre-existing the NDIS, there has been concern about both the supply and the quality of staff to deliver disability services. These issues will be amplified.

The shift to consumers operating in a contestable market with personalised budgets will see the quality control move from Government imposed audits to client market decisions. This has significant implications in terms of the relationships employees have with clients.

Drive for efficiency

Pre-existing models of infrastructure designed under “block grant” arrangements will be replaced by drive for efficiency, and hierarchical structures will require consideration of a shift to flatter structures with autonomous teams using great technology.

Traditional workforce management strategies will be challenged by new innovations such as digital talent platforms and participant involvement – see, for example BetterCaring, HireUp.

Traditional industrial arrangement for the engagement and remuneration of staff will need to be challenged, and the essential skill sets required of staff will need to be reviewed to ensure competitive advantage.

Ensuring competitive advantage

46% of organisations expect difficulties in recruiting direct support staff, 51% expect difficulties in recruiting leaders and managers, 69% expect difficulties in recruiting allied health staff (State of the Sector Report, NDS December 2015).

It is envisaged that the additional disability workforce required by 2018 as a result of the NDIS is more than 80,000 nationally.

The challenge for organisations is to ensure the recruitment and retention of staff that ensure competitive advantage and great outcomes for clients within the context of a clear drive for efficiency.

Unfortunately, I don’t have all the answers. BUT I do have lots of options that organisations will need to consider in terms of the design of systems, structures and staffing that can be contextualised to various service and business models. Some are soft, some are radical, some are untested. This isn’t just about doing things differently, this is about a complete game changer for organisations and their workforce strategy.

Jon Martin will be facilitating a Workshop on ‘How to drive efficiency in your workforce strategy’ at the Growing a Quality NDIS Workforce conference in February 2017. Book by November 25th to save $400 on ticket prices.  

NDIS Workforce

Submitted by Jon Martin

Jon Martin

Jon Martin is Director of Jon Martin Consulting & Training and former Chair of National Disability Services (NDS) State Committee for South Australia (South Australia Trial Site).

Leave a Comment

Your email address will not be published. Required fields are marked *

Other blog posts you may enjoy: