The following observations by the research team represent issues that require further analysis or consideration.
- Not all Business Services are funded by the Commonwealth as section 10 services. This limits access to the SWS and influences the development and adoption of structured wage determination systems.
- The SWS was designed specifically for open employment assessments, limiting its applicability in some Business Service settings. Although the SWS is accepted in open employment, there is some debate over its applicability in Business Service settings.
- The minimum wage under the SWS of approximately $50 per week is more than a number of Business Services currently pay, or (reportedly) have the capacity to pay.
- Where the SWS is not implemented in its entirety, adaptations are occasionally made whereby assessments are conducted 'in-house' as costs of assessment using the SWAT are not subsidised by the Commonwealth.
- Some Business Services apply adapted forms of the SWAT to determine productivity-based wages for employees. These services claim that the SWAT requires amendment as its original focus was on the open employment setting.
- Findings and standards relating to the implementation of competency-based assessment for the purpose of wage determination are based on the attainment of qualifications. Competency-based pay systems without recognised qualifications are rare.
- Competency-based assessment has developed from a training paradigmhowever, formal links to training are inconsistent across the sector.
- The impact of wage earnings on social security entitlements has been identified as an issue requiring clarification for Business Service operators, workers and their advocates/families. This relates not only to the sliding scale for Disability Support Pension payments, but also retention of Pharmaceutical Allowance, Rent Assistance and health care/concession cards.
- Recommendations prescribing wage assessment processes for Business Services are likely to have a significant impact on many Business Services, particularly in relation to financial viability, cost of assessment and administrative requirements.
- Interstate variations, particularly in the determination of industrial agreements, may complicate the implementation of recommendations of this project.
- Consideration should be given to the implications of prescribing wage determination conditions that may not have been met in the negotiation of pre-existing industrial agreements. That is, what will be the impact on existing wage assessment processes and certified agreements (that have been ratified) that do not comply with refined standards/legislation?
- A number of concurrent/recent projects are likely to have a direct impact on the findings and implementation of this report, including the Case-Based Funding trial, Business Services review, SWS review, Quality Assurance trial and Award Based Wages Training. Wherever possible, the findings and recommendations of these projects have been considered.
- The research team did not review a representative sample of Business Services, and it is possible (yet considered unlikely) that alternative wage determination models are in existence.