Continuous improvement
Standard 11: Staff recruitment, employment and training
How Standard 11 applies to all service types
Each person employed to deliver services to a person with a disability has relevant skills and competencies.
Standard 11 context
Policy and program context for Australian Disability Enterprises
Individual professional development, training and organisational learning are critical to the safety and well-being of supported employees. Much of the research in this area suggests that untrained workers should be considered an unacceptable management practice due to the high vulnerability of supported employees in Australian Disability Enterprises.
In order to provide effective support, staff requires skills in areas such as communication, respect and dignity, confidentiality, effective supports, appropriate conduct, positive attitudes, behavioural support and responding to individual need. There would be also a range of specialist knowledge and skills required for specific positions.
Management of Australian Disability Enterprises need to clearly identify the skills and competencies required for achieving outcomes, methods for assessing these skills and competencies, and addressing any gaps through staff training and recruitment. These processes and practices should be consistent with expected industry norms.
Management of Australian Disability Enterprises should also have strategies to support organisation-wide learning that acknowledges the changing needs of the organisation and its staff and continues to develop responses to new challenges.
Policy and program context for Disability Employment Services providers
Individual professional development, training and organisational learning are critical to the safety and well-being of participants. Much of the research in this area suggests that untrained staff should be considered an unacceptable management practice due to the high vulnerability of participants in disability services.
In order to provide effective support, staff require skills in areas such as communication, conflict resolution, respect and dignity, confidentiality, effective supports, appropriate conduct, positive attitudes, behavioural support and responding to individual need. There would be also a range of specialist knowledge and skills required for specific positions.
As a duty of care measure it is suggested that all staff should undergo police record checks. Under the Disability Employment Services deed, DEEWR requires staff to have a police record check when involved in any activity where there is a legislative or industry requirement for a police record check or where the activity involves children, the elderly or vulnerable people. For some activities, including supervising an Unpaid Work Experience Activity, a police record check is mandatory.
The service management will need to clearly identify the competencies/skills required for achieving service outcomes, methods for assessing these competencies/ skills, and addressing any gaps through staff training and recruitment. These processes and practices should be consistent with expected industry norms.
Qualifications in Employment Services are now possible, including Traineeships. The service management should also have strategies to support organisation-wide learning that acknowledges the changing needs of the organisation and its staff and continues to develop responses to new challenges.
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