Getting Into NDIS Support Work: Open Door, Real Checks

This article provides general information only about working as an NDIS support worker (National Disability Insurance Scheme). It does not constitute legal, financial or career advice, and it does not take account of the circumstances of any individual reader. Requirements may change and may differ between States and Territories, and the reader is referred to the NDIS Quality and Safeguards Commission and the relevant screening unit for current rules.

The position taken here is that the pathway into this work is more accessible than many readers assume, and more regulated than some assume. Both statements are useful to hold at the same time. The first reflects that employers often hire for suitability and train on the job. The second reflects that the checks and standards are real, and they apply from the first day.

1. What the role involves

1. A support worker assists a person with disability to live as independently as the person chooses. Duties vary with the participant’s plan and goals.
2. Common duties include help with personal care, meals and household tasks, support to take part in community activities, help with transport and encouragement to build skills.
3. Duties are set by the participant’s support arrangements, and a worker is expected to follow them and to communicate clearly with the participant and, where relevant, their family or supporters.

2. Qualities that employers commonly look for

Formal qualifications are one part of suitability. Employers commonly describe the following as relevant.

1. Respect for the participant’s choices and for diversity.
2. Reliability and good time management.
3. Clear communication and a willingness to listen.
4. Patience and the ability to stay calm under pressure.
5. Willingness to learn, since supports differ from participant to participant.

Experience in aged care, community services or related work may assist but is not always required at entry level.

3. Qualifications

1. The NDIS Commission does not set a single mandatory qualification for all support workers. Registered providers are required to make sure workers have the skills and competence needed for the supports they deliver, and providers set their own entry requirements.
2. Employers commonly ask for nationally recognised certificates at Certificate III or IV level in areas such as individual support, disability support and community services; training.gov.au lists the current titles.
3. Course content generally covers person-centred support, safe work practices, communication and ethical practice. Many training providers offer part-time or online study.
4. The national register of training, training.gov.au, lists qualifications and registered training organisations, and a reader should check the current requirements for a particular role before enrolling.

4. Checks and training

The following are distinct, and it is useful to keep them separate.

1. NDIS Worker Screening Check. Workers who are engaged by a registered provider in a risk-assessed role are required to hold a clearance. The check is made through the screening unit of the relevant State or Territory, and the Commission explains who needs one and how to apply.
2. Worker orientation. Workers of registered providers are required to complete the NDIS Commission’s orientation module for workers.
3. NDIS Code of Conduct. The Code applies to all NDIS providers and workers, whether registered or not.
4. Other checks and certificates. A national police check, a working with children check, and first aid and CPR certification are commonly requested by employers or by participants. Whether any of these is required for a given role depends on the employer, the participant and the jurisdiction, and the reader should confirm with the employer.

5. Two ways of working

5.1 Employment with a registered provider

1. This is the more usual route for a new worker.
2. The provider is responsible for compliance with the Commission’s standards, including the supervision and training of workers.
3. The worker is generally matched with participants by the provider.

A worker on this path may also find the explanation of supported independent living useful, since it describes one common setting in which support workers are employed.

5.2 Working independently

1. A worker may choose to operate as a sole trader. The participant’s funding arrangement is relevant. Participants whose plans are managed by the National Disability Insurance Agency generally use registered providers, whereas participants who manage their own plan or use a plan manager may use unregistered providers.
2. An independent worker is responsible for business obligations such as an Australian Business Number, tax and insurance. The Australian Taxation Office and an insurer are the appropriate sources for those requirements.
3. An independent worker is expected to understand the NDIS price arrangements, and to prepare service agreements and invoices.
4. The NDIS Code of Conduct applies to independent workers, and the Commission explains the position on screening for unregistered providers.

This route generally calls for more administration and more experience than entry-level employment, and some workers choose to begin with a provider.

6. Finding work

1. Disability service providers and agencies publish vacancies.
2. Community organisations and local support networks may list roles.
3. Employment platforms list both permanent and casual positions.
4. A reference from a previous employer or supervisor can assist, and professional conduct tends to be noticed.

7. Where the role can lead

With experience and further study, a worker may move into other roles. Examples include senior support worker, team leader and coordinator. Some roles carry their own requirements. Behaviour support practitioners, for example, are subject to specific suitability requirements set by the Commission, and support coordination is a separate role with its own functions, described in the article on plan managers, support coordinators and providers.

8. The other view

It is sometimes said that the checks and standards are a barrier to entry and that a willing person should simply be allowed to start. The concern is understandable, since there is demand for workers. The position taken here is that the checks protect participants and workers alike, and that they are better regarded as the reason the work is trusted than as an obstacle. They are also usually achievable, and an employer can often explain the steps.

9. Steps for a prospective worker

1. Read the Commission’s information on worker screening and the Code of Conduct.
2. Check which qualifications the employers of interest request.
3. Decide whether employment or independent work is the more suitable first step.
4. Contact the relevant screening unit about the clearance process.
5. Where independent work is intended, obtain advice from a registered tax or business professional on obligations and insurance.

Sources: NDIS Quality and Safeguards Commission, Worker screening (https://www.ndiscommission.gov.au/workforce/worker-screening); NDIS Quality and Safeguards Commission, Code of Conduct (https://www.ndiscommission.gov.au/rules-and-standards/ndis-code-conduct); training.gov.au, National register of vocational education and training (https://training.gov.au); NDIS, Pricing arrangements and price limits (https://www.ndis.gov.au/providers/pricing-and-payments/pricing/pricing-arrangements)