Support worker employment trends reaching critical levels
The support worker employment market is at critically constrained levels, just as we approach seasonal increases in turnover, leave requests, and another potential COVID-19 outbreak. In this article, we reviewed the latest data to find some support worker recruitment solutions.
Our take on disability employment data and theField.jobs
Disability employment has re-entered the spotlight recently with an enquiry into Disability Employment Services (DES) as part of the Disability Royal Commission, along with the launch of a promising new disability-focused jobs website, the Field, co-founded by Dylan Alcott and funded by the Department of Social Services.
De-platforming and decentralising to save the disability workforce
As with all attendant care matters in the NDIS, career progression is heavily constrained by the cost model.
Does your NDIS business have an EVP, and does it make a difference?
We recently reviewed ten Seek ads for frontline support workers and observed little evidence of real employee value propositions (EVP). While we saw some variance in pay rates, we know that providers’ hands are somewhat tied by the Disability Support Worker Cost Model (DSWCM).
A deep dive into NDIS staff turnover data
NDIS staff turnover has worsened over the last few years, even though it was already reaching breaking point. In 2019, the NDS sector survey reported contract worker turnover at 20%, with casual staff approaching 28%. Our sector data indicates that full-time turnover is stable, but casual staff turnover has spiked to 38%.
Is the disability sector’s approach to support worker engagement wrong?
Employee engagement surveys are increasingly becoming the norm in the human services sector. However, while it is encouraging that boards and executives have gained an interest in metrics like eNPS, the focus of many organisations is just an incremental change in this score that often can’t be differentiated from chance. Empathia Group believes that an engagement survey won’t benefit an organisation unless it drives immediate change with large effect sizes.
