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On 1 July 2020 the NDIA changed the way that funding recipients structure their work supports to offer them more choice and control.

Bedford’s Transition to the New Employment Model (NEM), is a huge opportunity for our Clients to reach their goals, and gives them the ability to set and achieve goals they haven’t previously known. Clients may have increased access to new training and one-on-one mentoring, social programs, skills development in new areas, or potentially a move into open- or self-employment.

Frequently Asked Questions (FAQs) for Bedford Supported Employees

Why do I need these FAQs?

These Frequently Asked Questions (FAQs) are about a change that has been made by the National Disability Insurance Agency (NDIA) to how employment is funded in your NDIS plan.

These FAQs are about how Bedford is responding to the change. Bedford calls this the ‘Transition to the New Employment Model’ - sometimes we will shorten this to the ‘NEM’ or ‘New Employment Model’.

Who can support me if I need help or more information?

If you have questions about how Bedford can help you with the NEM changes, please contact our Client Management team via the email or phone number below:

Email: clientmanagement@bedfordgroup.com.au

Phone: 08 8116 2162

Questions about the Transition to the New Employment Model

What is the change by the NDIA?

Your NDIS plan has money (funding) to pay for your supports at work. Bedford uses this funding to help you do your job.

From 1 July 2020, the NDIA have been making changes to what budget this funding goes in to, and what the funding is called. This change has been happening when NDIS plans are reviewed. Before, funding for workplace supports was in your ‘Capacity Building’ budget, and was called ‘Finding and Keeping a Job’. Once your plan is reviewed, your employment funding should be in your ‘Core’ budget and called ‘Supports in Employment’.

Before employment funding was a set amount. This meant that it was the same amount for a person who worked one day, or up to five days. Employment funding is now based on the days and hours you work, as well as the supports you receive at work.

Why is the NDIA making the change?

Previously, supports in employment funding came from a part of your Capacity Building budget called ‘Finding and Keeping a Job’. The NDIA have now decided to fund supports in employment from your Core budget.

The NDIA have also made this change so employment supports are personalised to the hours and days you work, as well as the individual supports you receive. Supports may now be provided one-to-one or in a group.

What does the Transition to the New Employment Model mean for me?

At your next NDIS Plan review meeting, the NDIA Planner or Local Area Coordinator (LAC) will ask you six questions:

  1. Where do you work?
  2. How many hours per week do you usually work?
  3. How many hours would you like to work per week?
  4. What help do you receive when you are at work?
  5. Are there new skills you’d like to learn at work?
  6. What other jobs would you like to try?

Bedford will give you a document, called the Summary of My Employment Supports, which includes the answers to these questions, based on the information you have given to us. You can use this Summary during your NDIS review to help answer the six questions that you will be asked, or show the NDIA Planner or LAC the answers.

How will Bedford help me with the transition?

Bedford has created a project team who have worked together to understand the changes the NDIA are making, and to plan how Bedford will support clients through them. Bedford have been meeting with employees to help answer the NDIA’s six questions.

We have been putting all the information into a document called the Summary of My Employment Supports, to answer the questions being asked by the NDIA. If you give us you consent, we can share this document with your NDIA Planner or LAC, or you can provide it yourself once you have received your copy. If you have questions about how Bedford can help you with the changes, please email or phone us.

Email: clientmanagement@bedfordgroup.com.au

Phone: 08 8116 2162

Will I be better off?

The NDIA says the changes will mean you will have more flexibility about how and where you use your funding for supports at work, including how you could achieve any new employment goals.

At first, you won’t see any change to how you are supported working at Bedford, as we have been given until January 2022 to prepare for the change in funding. After we have transitioned all employees to the New Employment Model, we can then introduce more tailored workplace supports to help you to achieve your employment goals.

By learning more about the supports at work you have, and your future workplace goals, we’ll also be able to plan for the supports and services Bedford will provide in the future.

When will it happen?

The NDIS funding changes started on 1 July 2020. You can view these changes in the NDIS Price Guide at www.ndis.gov.au.

Your existing funding will remain the same until your next NDIS Plan review. The NDIA say you will have a review before 31 December, 2021. The NDIA are allowing all employment support providers (like Bedford) to continue to use old pricing until the end of December 2021, but expects us to move over to the new funding model by January 2022.

Do I have a choice in transitioning to the New Employment Model (NEM)?

The NDIA is making the change. It is compulsory – this means employers (like Bedford) and employees (like you) have not been given a choice about making the change.

Some of you may have already transitioned to the NEM if your plan has been reviewed since July 2021. NDIS plans which come up for review will be moved to the new funding model.

If your NDIS Plan is up for review after January 2022, we expect the NDIA will contact you soon to book a Plan Review meeting with your LAC.

What if I don’t want to do it?

The NDIA is making the change – it is compulsory.

You don’t have to accept the Summary of My Employment Supports from Bedford to help you answer the questions your LAC will ask. But if you don’t have this document from Bedford, you may receive less funding from the NDIS for employment supports.

Questions about NDIS funding for workplace supports

What if my Supports in Employment funding is less than the amount in the Summary of My Employment Supports?

Please contact your Client Services Representative (CSR) or Regional Personnel Training Officer (PTO) who will be able to help you and discuss your options.

Will the cost of my supports be higher or lower?

Your employment support funding is decided by the NDIS. Under the new funding model it is based on the amount of hours you work, the type of support you get, and other circumstances, such as where you work (eg, if you are working in a remote location like Port Lincoln, a regional location, or metropolitan Adelaide).

It is up to the NDIS to make the decision of how much funding they will provide. Bedford has worked out an estimate of the cost of providing you support based on the NDIS’ new funding model, which has been included on Page 2 of your Summary of My Employment Supports document.

The cost of providing you with workplace supports could be higher – or lower; everyone will be different.

If the cost of your supports is higher, it is important the NDIS knows this so they can provide the funding required to keep your current work hours and employment supports.

If you work full time and have a complex job, your supports in employment will probably be higher under the new funding model. If you work only a few hours each week, and you don’t require a lot of job customisation or work engagement skills, your support costs may be lower.

How have my supports in employment changed?

The NDIA have changed the way supported employment is funded.

The NDIA fund:

  • direct support
  • non-direct support
  • the costs of running a workplace

Bedford calls these:

  • On-the-Job Supervision and Workplace Training
  • Non-Face-to-Face Supports
  • Centre Capital Costs

On the Job Supervision and Workplace Training

Supports in Employment may be provided one-to-one or within a group-based setting, assisting with expected employer supports, according to the intensity and frequency of supports delivered to achieve employment goals.

Supports can include:

  • on-the-job assessments related to your work
  • job customisation
  • on-the-job training and intermittent support with daily work tasks
  • direct supervision and/or group-based support to enable meaningfulparticipation at work
  • supports to manage disability-related behaviour or complex needs at work

Non-Face-to-Face Supports

Bedford will claim for non-face-to-face supports from your NDIS plan to help cover the cost of the following supports:

  • progress noting and progress reports
  • case conferences and engagement with your supports
  • assistance with job customisation
  • development of resources for program activities

Centre Capital Costs

If the supports that you receive are being delivered in a centre, Bedford will claim Centre Capital Costs. These costs were introduced by the NDIA to help support the cost of running and maintaining service provider’s facilities.

Questions about my job

Do I pay for supports in employment when I am on leave from work?

You will not be charged if you provide at least two weeks’ notice to your Client Service Representative (CSR) for approved leave.

Can I change my hours at work?

Bedford will continue to be flexible and consider all requests for a change in hours. If you want to work more, or less, hours at Bedford, talk to your Client Services Representative (CSR) and they will assist you with your request.

Under the New Employment Model, if you want to increase your work hours you will need to make sure you have funding from the NDIS that will cover the additional employment supports. Your CSR can help you do this.

Will my pay change?

Your hourly rates and take-home pay will not be affected by the Transition to the New Employment Model. Your wage will continue to increase at set times, as set out in the Bedford Employee Enterprise Agreement (2017).

You will continue to have a wage assessment each year and set new goals in your Individual Training Plan (ITP). A higher wage is based on your skills and ability to do more complicated work.

Why is there a difference between my wage and what Bedford gets paid from my NDIS Plan?

The money in your NDIS Plan is not used to pay your weekly wages from Bedford. The employment supports funding in your Plan is to pay for the supports Bedford provides to you at work.