Continuous improvement
Standard 2: Individual needs
How Standard 2 applies to all service types
Each person with a disability receives a service that is designed to meet, in the least restrictive way, his or her individual needs and personal goals.
Standard 2 context
Policy and program context for Australian Disability Enterprises
Supported employees are entitled to receive services that are tailored to their individual needs and personal goals. In the context of Australian Disability Enterprises, this means that each supported employee should have:
- Individual employment goals;
- An Employment Assistance Plan which details strategies for the achievement of their goals and addressing barriers to participation; and
- Documented behavioural support strategies, if required.
The concept of the "least restrictive alternative" represented a fundamental shift in the way services would be delivered to people with significant disabilities following the introduction of the Disability Services Act in 1986. This includes ensuring support is provided in a manner sensitive to the age, sex, and the cultural, linguistic and religious background of each person with a disability.
Under Standard 2, Australian Disability Enterprises are expected to ensure that:
- Employment goals are established objectively to reflect supported employee's needs and personal goals;
- Goals in the Employment Assistance Plan are specific, realistic and unique to individuals’ circumstances and include timeframes, strategies and assigned responsibilities for both the supported employee and their workplace;
- Employment Assistance Plans are used as a basis for customised service provision, including completion of the DMI, and that the plans are regularly reviewed and updated;
- Individuals' goals and plans do not have any unnecessary restrictions or constraints;
- Supported employees have access to appropriate information about the organisation's business goals and the potential or actual restrictions that this may place on individual's goals and plans;
- Supported employees are adequately involved in the development and review of employment goals and Employment Assistance Plans; and
- Individual behavioural and communication plans are developed to address individual need and that the plans are reviewed and updated on a regular basis.
Return to top
Policy and program context for Disability Employment Services providers
Participants are entitled to receive services that are tailored to their individual needs and personal goals. In the context of Disability Employment Services, this means that each service recipient should have:
- Individual employment goals;
- Employment Pathway Plan which details strategies for the achievement of their goals, identifies barriers to work, including those identified within the JCA details strategies to address these barriers and details behavioural support strategies, if required. Where ongoing support is required, this should also be reflected in the EPP.
The concept of the 'least restrictive alternative' represented a fundamental shift in the way services would be delivered to people with significant disabilities following the introduction of the Disability Services Act in 1986. This concept embodied within this Standard is about promoting a range of service types which allows a person to receive services in ways that result in the least possible restrictions on his or her life and opportunities. Services should ensure that support is provided in a manner sensitive to the age, sex, and the cultural, linguistic and religious background of each person with a disability.
Under Standard 2, services are expected to ensure that:
- Consistent with contractual and legislative requirements employment goals are established objectively to reflect service recipient's needs, abilities, personal goals and assessed barriers and strengths;
- Employment Pathway Plans are used as a basis for customised service provision and actions and goals are regularly reviewed and updated;
- The participant’s goals and plans do not have any unnecessary restrictions or constraints within the guidelines of their participation requirements;
- Participants have access to appropriate information about the service's business goals and the potential or actual restrictions that this may place on individual's goals and plans, including information about their participation requirement;
- Participants are adequately involved in the development and review of employment goals and Employment Pathway Plans; and
- Employment Pathway Plans include individual behavioural and communication plans to address individual need and that these are reviewed and updated on a regular basis.
- The appropriate level of ongoing support is provided where required, for example flexible ongoing support within the DMS program and Flexible, Moderate or High ongoing support in the ESS program.
Return to top
