Go to top of page

NDIS workforce strategy

The Queensland public sector NDIS workforce strategy (2015–2019) assists our agencies to manage the workforce impacts of the National Disability Insurance Scheme (NDIS) to Queensland Government employees.

The NDIS will help improve the lives of people with disability and create jobs in the disability sector. This growth means there are multiple career options available for Queensland Government employees impacted by the NDIS implementation.

The workforce strategy outlines our commitment to:

  • employment security for permanent employees
  • career pathways for impacted employees
  • key principles for workforce management.

The workforce strategy allows for consistent workforce planning and transition across the state. It was developed through consultation with sector and union representatives.

The Department of Communities, Child Safety and Disability Services (DCCSDS) is leading the implementation of the NDIS in Queensland.

Download the Queensland public sector NDIS workforce strategy (2015–2019) (PDF, 216 KB)

Career options

For permanent employees impacted by the NDIS roll out, there are number of career pathways available.

Queensland Government positions

Employment opportunities within the Queensland Government will be maximised for existing employees, including case management, retraining, deployment and redeployment, and will be managed through directives.

DCCSDS employees impacted by the NDIS roll out will be able to apply for advertised job vacancies on a early placement basis (for vacancies at level or below) via an appropriate assessment process. This process will occur before the formal case management process begins (i.e. before the process described in Directive 17/16: Supporting employees affected by workplace change), and will maximise placement opportunities for DCCSDS employees.

Download the implementation support guide (PDF, 504 KB)

Some employees not affected by the NDIS will continue to deliver disability services. These employees may need support to transition to a new working environment where customer focussed service delivery models will be a key business.

Future NDIA positions

Priority consideration for future NDIA positions will be given to existing skilled permanent employees working in roles within the scope of the NDIS. The first offer of employment process will be informed by the bilateral agreement between the Australian and Queensland Governments for the transition to the NDIS.

Non-government organisations

Existing Queensland public sector employees are well positioned to take up opportunities within the non-government organisation (NGO) sector. The Queensland Government will actively assist employees to connect with opportunities in the NGO sector.

Key principles

The principles provide guidance on how to manage employees whose roles are likely to be impacted by the transition to the NDIS and where transfer, deployment, or redeployment is necessary. These were derived from existing directives and policies, or as amended.

  • All affected employees are supported to transition to a new working environment and employment options are maximised.
  • Employment security for permanent employees is maximised by prioritising the transfer, deployment, or redeployment of affected employees across the sector.
  • All affected employees are supported (where required) with individual case management, including necessary re-training or re-skilling.
  • Voluntary redundancies may be considered at any stage where impacted employees proactively advise of their interest. However there will be no early retirement or redundancy programs or schemes.
  • During the transition period, there is a need to ensure that appropriate numbers of employees are available to enable the Queensland Government to provide services through to full scheme implementation, planned for July 2019.
  • Where relevant, the use of incentives will be considered in order to maximise the opportunity for continued employment outside the Queensland Government whilst ensuring continuity of service through to full scheme implementation.
  • Early and detailed planning to support all workforce change, to better enable the public sector to collectively manage change processes, and ensure workforce impacts are handled fairly and consistently.
  • Appropriate union and other stakeholder communication and consultation is undertaken in accordance with relevant Awards and Certified Agreements.
  • Regular employee and stakeholder communication and engagement are essential throughout the process.
  • Existing employee assistance programs, including specialist offerings, where appropriate, will be actively applied to assist with career planning and skills development to support continued employment and career pathways.

Implementation

All agencies affected by the NDIS transition must develop a NDIS workforce transition plan consistent with the key principles, in consultation with the Public Service Commission (PSC) and unions.

Each agency will:

  • implement workforce transition plans, supported by the NDIS Program Management Office and the PSC
  • ensure there is regular employee and union communication and engagement.

The PSC will:

  • provide whole-of-government advice and guidance on workforce impacts and planning for transition
  • support agencies to develop workforce transition plans, ensuring there are consistent messages, application of directives and policies, as well as best practice organisational change
  • co-lead whole-of-government central union engagement with the DCCSDS
  • support the process as per the directive.

Directives and policies

Recruitment sites