Accessibility |PDF version |FaHCSIA Home

Home » Quality Strategy Toolkit » Section 3: Continuous improvement

Continuous improvement

In this section:

Standard 2: Tools

Tool 2.1: Sample supervisor’s report and individual planning format—Australian Disability Enterprise

This is a sample individual planning format provided by Disability Services Australia, NSW as used by its Australian Disability Enterprise. The format contains two parts: a supervisor’s report which can be used to record the supported employee’s progress against core workplace competencies, and an Employment Assistance Plan, which can be used for planning skill development, long-term and short-term goals.

Tool 2.2: Linking individual planning to Wage Assessments-a sample process

You may find it useful to link individual planning to competencies that have been identified in a supported employee's Wage Assessment. This will enable you to create a plan that reflects concrete competencies and workplace goals.

You can follow the steps in the sample process outlined below to create an individual plan linked to a Wage Assessment. This sample is based on the individual planning process used at Tulgeen Disability Services, NSW, Australian Disability Enterprise

Wage Assessment sample process:

The final individual plan will be based around three goal areas:

Sample planning format:

Goal Strategy/method Who? Evidence
Goal 1: maintaining your existing skills and developing new skills on the job I will work on tasks for which I have already gained competency for 60% of my working week.[insert description of identified existing skills] [Insert name of person responsible] Daily notes, monthly reports
Goal 2: becoming competent in the industry competencies as defined by your Wage Assessment [Insert industry competency the supported employee is most interested in developing.] [Insert the first three criteria under that competency where the supported employee has been assessed as ‘not-yet-competent’] [Insert name of person responsible] Daily notes, monthly reports
Goal 3: maintaining and developing core workplace competencies. [From each core workplace competency, insert the first criteria where the supported employee has been assessed as ‘not-yet-competent’] [Insert name of person responsible] Daily notes, monthly reports

The following steps can help you develop, plan and record these goals:

Step one: develop first goal

  1. In your goal planning meeting with the supported employee and their advocate, use the Wage Assessment report to identify the supported employee's existing skills.
  2. Record in the planning format that the supported employee will spend 60% of their working week using those existing skills, as well as participating in any incidental/general workplace training.
  3. Record who will be responsible (e.g. supported employee's direct supervisor) for tracking that time is spent maintaining existing skills and record this in the 'Who?' column of the planning format.

Step two: develop second goal

  1. Using the Wage Assessment report, review the industry competency areas.
  2. Ask the supported employee to select the industry competency area that they are most interested in developing over the next 12 months.
  3. From that industry competency area, discuss with the supported employee and select the first three criteria where the supported employee was assessed as 'not yet competent'.
  4. Record these criteria in the goal planning format, and allocate a person responsible for supporting and tracking training/skill development in those areas.

Step three: develop third goal

  1. Using the Wage Assessment report, discuss the core workplace competency areas with the supported employee.
  2. From each core workplace competency, select the first criteria where the supported employee has been assessed as 'not-yet-competent' and record this in the goal planning format.
  3. Record who will be responsible (e.g. supported employee's direct supervisor) for tracking that time is spent maintaining existing skills and record this in the 'Who?' column of the planning format.

Step four: sign-off

  1. Supported employee and appropriate staff members sign-off that they agree with the work plan.
  2. Advocate signs off that the work plan is 'a fair and just plan'

Stepfive: track and review

  1. Supported employee's supervisor compiles daily notes about supported employee's activities, and how they relate to the three goals.
  2. Daily notes become monthly reports which are forwarded to appropriate member of management.
  3. Monthly reports are used in a six-monthly work plan review process to track whether goals are being achieved.

[Tool prepared with the assistance of the Tulgeen Disability Services, NSW, Australian Disability Enterprise]

Return to top

Tool 2.3: Individual plan-Disability Employment Network Service

This tool was provided by Macarthur Disability Services, NSW, as used in their Disability Employment Service. You could adapt this format as needed to create an individual planning template for your service.

Tool 2.4: Checklist-culturally competent approach to individual needs

You can use this checklist to consider how your organisation can develop culturally competent service practices regarding Standard 2: Individual needs.

These are continuous improvement suggestions rather than required parts of the Standard.

Culturally competent service provision: Individual needs
Things to consider:
tick
Do we have a process in place to identify the participant’s/supported employee’s wishes, strengths, linguistic and cultural needs and to integrate them into an individual plan?  
Do we promote to participants/supported employees the option to have disability advocacy services and/or ethnic community representation when they develop their individual plan?  

 

Return to top

Next: Standard 3: Context

Previous: Standard 2: Links to other disability Service Standards