March 28, 2017 Leave a comment
I have been thinking a lot recently about the roll out of the NDIS across Queensland and the rest of the country and I have been to a lot of forums and discussions about how the community sector is going to find, and more importantly train, the 19,000+ workers in Queensland alone which estimates are suggesting will be needed over the next 5 years to accommodate the new system. Apart from the sheer numbers of people that will need to be found and trained to be able to work in the sector, there are what appears to be a range of other issues floating around in relation to this workforce.
One of the problems for the community services sector has been that progression and advancement in terms of job roles, is virtually non-existent. We talk a lot about upskilling staff and giving the skills to move into management and supervisory positions but the real truth is that with the vast majority of roles being at that coal face, support work level the chances of advancement are for most people is quite small regardless of the levels of qualifications which are held by the person and I only see this as getting worse not better. There has also been a lot of talk and discussion around the need to professionalise the sector and make sure that the training outcomes for participants at any level are of high quality so that there are skilled staff available to meet the increasing need for staff. It is my opinion, which I have to say is contrary to the views which are being widely spoken about, that rather than seeing more professionalism and more opportunity for staff to change roles and advance we will actually less. The main single reason for this is the way in which the NDIS system itself is structured. We will in my opinion see more and more staff employed for single functions rather than as general support workers in a lot of cases. We will see staff employed as cleaners for example, whose sole role will be to assist clients with their general domestic duties around the house. We will see staff employed solely as drivers, personal care assistants, community access workers, and the like. Whereas at least some if not all of these roles could have been undertaken by a single support worker in a lot of instances we will see these roles split out and made roles themselves. We will see this because it makes economic and business sense, it will be easier, and more effective in terms of both man power and costs for both niche and large multi channel providers to have specialists in various areas rather than simply generalist support workers. The problem with this of course is that it will further restrict movement of staff across job roles.
The next question which raises it head here then is what role VET should play in this, what qualifications should we be considering and how can we ensure quality of the provision of these services. As I have often said, I saw the massive proliferation of Diploma of Community services and Diploma of counselling courses delivered under the VET FEE Help system as for the most part significantly damaging to the sector. It was damaging in a two main ways firstly a lot of the students who were undertaking these courses were obtaining, at least in my opinion quite low quality training which really did not prepare them for the realities of the sector. Secondly, it was in my opinion the wrong qualification for most people who undertook it. It was undertaken by a significant number of people who were sold on the idea that it would be a pathway into roles within the community sector and that is, in short, a lie. Obtaining a role as a counselor with nothing more than a Diploma and very little actual experience is virtually impossible, as is obtaining a role as anything other than a support worker with a diploma of community services. Getting a role as a support worker is probably actually easier with a certificate III or IV, because the units and the skills and knowledge taught are designed for that style of role, whereas those in the Diploma are generally not. There is also the additional issue that in a significant number of cases employers pay higher rates of pay to people with a diploma rather than a certificate III which make people with diplomas even less attractive in the market place. When we add to this the issue of funding, where the vast majority of entitlement style funding is aimed at the certificate III level as well, I think we will see significant issues in relation to how employers, providers and the governments will need to deal with the NDIS workforce.
What does this mean for VET providers. One of the significant shifts I think, will again be the rise of skill sets around certain job roles within the sector. If you require staff to undertake cleaning or driving roles, an employer will be better served by employing people with appropriate skills and qualifications in that particular area and then providing them with skill sets to meet sector needs. There will I think also be a market for somewhat niche certificate III qualifications where electives and imported units are utilised to formulate qualifications for very specific job roles. Someone whose primary role was going to be transportation could have a fairly standard certificate III in individual support but the inclusion of something like TLIC3011 – Transport passengers with disabilities (a standard elective) transforms it into a quite specialised qualification. This is not only of use to employers seeking to train new staff for specific job roles, but may also make a graduate of a certificate III program more employable as they have a specific skill which may be in demand.
One thing I know for certain, the workforce requirements of the NDIS, and the reaction of various governments to this requirement is going to have a massive effect on the way in which community sector qualifications are delivered, funded and utilised.
Anyway that’s just my opinioni.