Understand the Support at Home program

The Support at Home program will replace existing in-home aged care programs, such as the Home Care Packages (HCP) Program and the Short-Term Restorative Care (STRC) Programme, starting from 1 July 2025. This program aims to:

• Simplify access to services through a Single Assessment System.
• Provide tailored support with 8 levels of funding.
• Ensure quick access to assistive technologies and home modifications.

Aged care providers should review their service offerings and adapt their business models to align with these funding levels and the upcoming integrated assessment system.

Familiarise yourself with the new Aged Care Act

The Aged Care Act 2024, passed in November 2024, will take effect from 1 July 2025. This rights-based legislation is designed to put the needs of older Australians at the centre of the aged care system. It focuses on:

• Centering the rights and needs of older people in care delivery.
• Establishing a fair and culturally safe single assessment framework.
• Increasing provider accountability with a strengthened regulatory model.

This Act aligns with recommendations from the Royal Commission into Aged Care Quality and Safety and will underpin reforms such as the Support at Home program and strengthened quality standards.

Transitional arrangements for care recipients

To ensure a smooth transition, the government has established transitional arrangements for those already receiving care:

• Home Care Packages recipients will be transitioned to equivalent Support at Home budgets, retaining any unspent funds.
• Residential aged care residents – Transitional arrangements will apply under a “no worse off” principle to protect existing residents from higher costs.

Utilise advanced care management solutions like MYP

MYP, a leading care management software, offers robust tools to help aged care providers adapt to these changes. By integrating MYP into your operations, you can:

• Streamline workflows and improve service delivery.
• Ensure compliance with new regulations through automated tracking and reporting.
• Enhance communication with clients and families.

Leveraging MYP’s technology can position your organisation to confidently meet the challenges of 2025.

Preparing your organisation for 2025

As an aged care provider, preparation is key to navigating these reforms successfully. Consider the following steps:

• Understand the changes – Familiarise yourself with the new programs and legislative requirements.
• Upgrade systems – Invest in technology and processes to align with new funding and reporting frameworks.
• Train your staff – Ensure your team understands the new standards, rights-based approach, and assessment tools.
• Engage with stakeholders – Communicate with clients, families, and workers about the changes and how they will benefit from the reforms.

The path forward

The upcoming reforms represent a transformative moment for aged care in Australia. The changes aim to create a fairer, more sustainable, and higher-quality aged care sector by putting older Australians at the heart of the system. Providers who proactively adapt to these changes will be well-positioned to deliver exceptional care in this new era.

Start preparing for 2025 today. Explore how MYP’s care management software solutions can streamline your operations and ensure compliance with the new Aged Care Act. For further details and resources, visit the Australian Government’s aged care reform page.

The post What aged care providers need to know to prepare for 2025 appeared first on MYP.

What is an NDIS reportable incident?

According to the NDIS Commission’s incident management rules, a reportable incident is the occurrence of an unwanted event that negatively impacts the overall well-being and safety of NDIS participants. While these events are undoubtedly undesirable, it’s crucial to understand how to navigate them should they occur. Types of reportable incidents include injury, abuse, restrictions and death. Further information to assist in determining the type of incident that has occurred is as follows:

Serious injury

Events that result in significant harm, including broken bones, deep cuts, burns, bruising and head trauma.

Abuse and neglect

Any form of mistreatment, whether physical, psychological, emotional, financial or systemic.

Unlawful physical assault

Intentional physical force, such as hitting, slapping, shoving, throwing things or threatening physical harm.

Sexual assault or misconduct

Non-consensual sexual acts or indecent assault, as well as inappropriate behaviour or grooming.

Unauthorised restrictions

Prohibition of rights or freedom of movement, including the unauthorised use of restraints or isolation.

What are the reporting responsibilities of the NDIS?

The framework for managing and reporting incidents under the NDIS is designed to protect the rights and safety of its participants. Registered NDIS providers are obligated to report certain incidents and maintain an effective incident management system, as outlined in the NDIS Practice Standards, as a condition of registration. This system should outline procedures for identifying, managing and resolving incidents. Whether you are registered or unregistered, it is essential to have an effective incident management system, as all NDIS providers must comply with the Code of Conduct.

Timeframes for reporting

Most reportable incidents must be notified to the NDIS Commission within 24 hours, followed by a detailed report within five business days. The unauthorised use of restrictive practices must be reported within five business days, with a final report potentially required within 60 business days.

Records and documentation

Providers must maintain clear records of incidents, including impact assessments, preventive measures and notifications to relevant authorities. An effective incident management system is not only a regulatory requirement but a proactive step towards preventing future incidents and fostering continuous improvement.

How do I write an NDIS report?

Writing an NDIS incident report involves a systematic approach. It’s important to use objective language and quantifiable data and communicate concisely. NDIS incident report templates are a helpful tool to guide support workers in writing their incident reports, as they outline the relevant information to include.

What do NDIS incident report templates include?

A comprehensive NDIS incident report template will include:

• The details of who is completing the report
• Relevant participant information
• A description of the incident
• The impact on the participant
• The date, time and place that the incident occurred
• Witness contact information
• Any actions taken (including whether the incident was reported to the police)

What else may be required as part of an NDIS incident report?

Additional categories of the incident report may cover:

• Outlining ongoing support you have planned in response to the incident
• Articulating the reasons why the incident was considered reportable
• Providing information about any investigations conducted into the incident
• Undertaking an updated risk assessment and indicating measures to prevent a similar incident from occurring in the future

Additional considerations for your business’ NDIS incident report system

While incident reports can be written within progress notes, the above specific information must be included and stored in an easily accessible location. External reporting may be necessary for certain incidents, emphasising the need for a detailed incident report process within the organisation. Be sure to create a comprehensive incident report policy that adheres to the relevant NDIS standards.

Ensuring quality care with a robust incident management system

Incident reports are an unfortunate but necessary element of NDIS service delivery and participant care, meaning that it’s important for NDIS businesses to be able to create and populate them efficiently and to a high standard. Utilising NDIS software that includes a range of incident-specific report templates will streamline the reporting process, empowering support workers to consistently produce clear, well-structured and detailed reports. This approach will enhance safety standards, elevate the quality of care your NDIS business provides, and facilitate precise record-keeping. Embracing the power of effective incident reporting ensures that NDIS businesses are able to uphold their commitment to participant safety and regulatory compliance.

The post Your guide to NDIS incident management appeared first on MYP.

Read on to learn what the SCHADS Award is, how it works and how to ensure your NDIS business is compliant. 

What is the SCHADS Award in Australia?

The Social, Community, Home Care, and Disability Services Industry Award 2010 (SCHADS Award) is a significant industrial award that governs employment conditions, entitlements and minimum standards for workers in Australia’s social and community services sector. The Fair Work Commission administers the award, which is one of the Modern Awards introduced under the Fair Work Act 2009.

Who does the SCHADS Award apply to?

The SCHADS Award applies to various organisations and employees within the social and community services sector. This sector encompasses a diverse array of service providers, including but not limited to:

• NDIS service providers: Organisations that offer services to NDIS participants, such as disability support workers, allied health professionals and other staff involved in supporting individuals with disabilities.
• Community services: Organisations involved in providing services related to child protection, aged care, homelessness, domestic violence support, family support, counselling and other community-based services.
• Home care: Providers offering in-home care and support services to the elderly, people with disabilities and individuals requiring assistance with daily living activities.
• Disability support services: Organisations offering various forms of support and care to individuals with disabilities, including residential care, day programs and employment services.

The SCHADS Award sets out minimum employment conditions and entitlements for employees in these sectors, ensuring that workers are fairly compensated and protected.

How does the SCHADS Award work?

The SCHADS Award has several objectives and provisions, covering areas such as minimum wage rates, hours of work, leave entitlements, allowances and loadings, equal employment opportunity and termination and redundancy. 

The award:

• Establishes minimum wage rates for various classifications of employees. These wage rates are regularly reviewed and adjusted to keep pace with changing economic conditions.
• Specifies standard working hours, overtime, and penalty rates for employees working beyond regular hours, weekends or public holidays. 
• Outlines various types of leave entitlements, including annual, personal/carer’s, and long service leave. 
• Includes provisions for various allowances and loadings, such as shift, leading hand, and travel allowances. 
• Includes provisions related to equal employment opportunity and anti-discrimination measures, emphasising the importance of providing a workplace free from discrimination, harassment and bullying.
• Outlines procedures and entitlements related to termination, including notice periods and redundancy provisions.

How much is the SCHADS Award?

SCHADS Award minimum wage

The SCHADS Award sets out minimum wage requirements for employees in the social and community services sector in Australia, which are designed to ensure that employees receive fair and equitable compensation for their work. It includes a schedule of minimum wage rates based on employee classifications and experience levels, with adjustments made periodically to account for economic conditions and other factors. 

SCHADS Award levels explained

SCHADS Award classifications are based on employees’ qualifications, experience and specific social and community services sector duties. In general, employees with higher qualifications or more experience, or those performing roles with increased responsibilities or specialised skills, receive higher pay rates. Level 1 typically represents entry-level positions; higher levels indicate greater expertise and responsibilities. 

Employees covered by the SCHADS Award have the opportunity to advance within their classification levels by moving to different pay points if they acquire new or enhanced skills. This means they can earn a higher pay rate within their current classification due to their improved skills or qualifications. This advancement allows employees to be fairly compensated for their professional development and growth while remaining in their current roles.

However, if employees aspire to move to a higher classification level, it typically requires a promotion to a different position or a re-classification of their current position. This means they may need to take on more significant responsibilities, attain higher qualifications or transition to a different role altogether to be considered for a higher classification level.

SCHADS Award pay rates 2023

To find the specific SCHADS Award pay rates and levels, individuals and employers can refer to the Fair Work Commission’s SCHADS pay guide.

SCHADS Award overtime and penalty rates

The SCHADS Award also outlines provisions for overtime and penalty rates. Overtime rates apply when employees work beyond their standard hours, such as on weekends or public holidays. Penalty rates are additional employee payments for working under specific conditions, such as during night shifts or public holidays. 

SCHADS Award remote work provisions

SCHADS Award provisions apply to remote work for employees who perform duties outside their regular hours without returning to the workplace. Pay conditions for remote work include a minimum payment of 15 minutes for being ‘on call’ between 6:00 am and 10:00 pm, 30 minutes between 10:00 pm and 6:00 am, and one hour for non-on-call work or remote participation in meetings or training. Any time worked beyond the minimum is rounded up to the nearest 15 minutes. Employers must pay the minimum hourly rate for remote work, with potential additional loading for work outside 6:00 am to 8:00 pm, exceeding weekly or fortnightly limits, or weekend and holiday work.

What are the SCHADS Award hours and allowances? 

SCHADS Award minimum hours

The SCHADS Award typically outlines the standard full-time working hours for a full-time employee, which can vary depending on the specific role and circumstances but is often based on a 38-hour workweek. 

For part-time employees, standard working hours are usually less than those of full-time employees. The award specifies the standard part-time hours, often based on a proportional reduction of the full-time hours. Part-time employees may work a consistent schedule, such as a certain number of hours per week or days per week, depending on the organisation’s policies.

Casual employees typically do not have set standard working hours. They are employed on an irregular or as-needed basis. The award may set a minimum engagement period for casual employees, usually specifying a minimum number of hours for each shift.

SCHADS Award breaks and rest periods

The SCHADS Award also includes provisions regarding breaks and rest periods for employees to ensure they have adequate time to rest and refresh during their workday. Here are the key provisions regarding breaks and rest periods as per the SCHADS Award:

Part-time and casual employees in the social and community services sector are generally entitled to the same break and rest provisions as full-time employees, with the duration and frequency of breaks and rest periods adjusted proportionally to their hours worked.

Employees typically have the option to request time off instead of receiving overtime payments for hours worked beyond their regular schedule. This request is typically made to the employer, who has the discretion to approve or deny the request based on operational needs and requirements. If the request is approved, the employee accrues time off for the extra hours worked at a rate specified in the award or relevant agreement. The employee can use the accrued time off as paid leave, such as taking a day off or reducing their work hours.

SCHADS Award allowances and rostering rules

SCHADS Award allowances and rostering rules ensure equitable treatment and appropriate compensation for diverse work situations. SCHADS Award allowances are additional payments made to employees for specific work conditions or skills. These allowances include uniform, laundry, overtime meals, first aid, on-call, sleepover, vehicle, broken shift, and hot work allowances. They are generally calculated as a percentage of the employee’s base pay rate and adjusted annually to reflect current conditions.

Here’s a breakdown of key aspects of SCHADS Award rostering rules, some of which have coinciding allowances:

What are the SCHADS Award leave entitlements?

SCHADS Award annual leave

Annual leave entitlements under the SCHADS Award are governed by the National Employment Standards (NES), with some additional provisions specific to the award. When employees take their annual leave, employers must provide them with a leave loading of 17.5% on top of their ordinary pay rate. The SCHADS Award ensures that employees receive the higher of two options: either the 17.5% annual leave loading or the weekend and shift penalties they would have earned if they hadn’t taken leave during that period. 

Shift workers, who are available seven days a week and regularly scheduled to work on Sundays and public holidays, receive five weeks of paid annual leave. Additionally, employees who complete at least eight 24-hour care shifts during the year are considered shift workers under the NES and entitled to one extra week of annual leave per the Fair Work Commission’s determination.

The specific annual leave entitlements can vary depending on factors like the employee’s length of service and employment status. Generally, full-time employees accrue four weeks of paid annual leave per year. Part-time employees accrue annual leave pro rata, depending on the hours worked.

SCHADS Award sick leave

As per the NES, Full-time and part-time employees are entitled to paid sick leave days to address their own illness or injury or to care for immediate family members who are unwell. Sick and carer’s leave are considered part of the same leave entitlement, often called personal/carer’s leave. To access this leave, employees may need to provide notice or evidence. 

The annual entitlement is determined based on an employee’s ordinary work hours and equates to 10 days for full-time employees, while part-time employees receive a pro-rata allocation. This pro-rata calculation is typically 1/26 of an employee’s annual work hours. Both full-time and part-time employees accrue sick and carer’s leave throughout each year of employment, starting from their first day of work and aligning with their ordinary hours. Accrued leave balances carry over from one year to the next, allowing employees to use as much paid sick or carer’s leave as they’ve accumulated

SCHADS Award long service leave

Long service leave typically becomes accessible after an extended period of continuous service, often around ten years. The amount of long service leave an employee is entitled to is usually calculated based on their years of service and may vary based on state or territory legislation.

What is the new SCHADS Award 2023?

The main change to the SCHADS Award in 2023 is the 15% minimum wage increase for eligible employees, which came into effect on June 30/July 1. Eligible employees include personal care workers, nursing assistants, enrolled or registered nurses, and home care workers who work in aged care or the NDIS. 

How NDIS software can help 

Cloud-based software for NDIS providers can help them to comply with the SCHADS Award. Its primary role is to streamline and automate various operational aspects, such as employee management, scheduling, and payroll. NDIS software comes equipped with features specifically designed to ensure compliance with the award, including automated payroll calculations to meet minimum wage requirements, break and rest period management and real-time alerts for potential breaches. It also simplifies leave accrual and management, while comprehensive reporting capabilities provide an audit trail for accurate record-keeping. 

NDIS service providers must align their employment practices with the SCHADS Award’s provisions to meet their legal obligations and create a supportive and sustainable work environment. Be sure to check the Fair Work Commission’s SCHADS resources regularly for updates.

The post Understanding the SCHADS Award appeared first on MYP.

What are the NDIS pricing guide changes for 2023/2024?

The updated guide has brought about substantial changes to NDIS pricing. The changes, documented on the NDIS website’s pricing arrangements and pricing updates pages, usher in a renewed focus on fair and equitable service pricing.

Revised wording for the NDIS price guide for 2023-24

On 14 August, the NDIS released an updated PAPL that provided more clarity surrounding group-based supports, namely that providers can transition different groups of participants at different times and support independent living, surrounding the adjustment of remaining funds. The update also introduced the concept of apportioned pricing for group services instead of ratio-based pricing. This change will come into effect in December 2023. 

What is apportioned pricing?

The NDIS’ new apportioned pricing model introduces the concept of a predetermined hourly rate, multiplied by support workers’ time, being equitably divided amongst participants for group services. Unlike the previous ratio-based pricing, the fixed rate for each service does not blanket all costs, with additional expenses being billed separately to the participant. This will make participants’ plans more easily customisable. 

Benefits of the NDIS pricing guide changes

The NDIS has implemented these changes with the goal of improving the flexibility of support plans and making transactions more transparent. These changes should also make NDIS service providers’ budgeting more efficient, allowing them to track expenses more easily. This may have the effect of optimising their operations and enhancing profitability.

Challenges involved in the NDIS pricing guide changes

Tailoring group services in line with participants’ shared goals may make the calculation of line items more time-consuming, meaning that service providers will need to ensure their administrative processes are able to keep up. Service providers must also diligently document each participant’s progress so that claims are accurate. Finally, they will need to plan recurring schedules strategically.

Can you charge more than the NDIS price guide for 2023-24?

In line with the NDIS pricing guide, if a support item is provided to a group of participants, the price limit for each participant is essentially the listed price limit divided by the number of participants. Each claim must be registered for every participant using the respective support item. Although each claim should account for the total support time, it must adhere to the constraints of the price limit. This applies whether the NDIS provider is registered or unregistered.

How to implement apportioned pricing in your NDIS business

Transitioning to the apportioned pricing model allows your NDIS provider business to refine its practices. Implementing streamlined administrative procedures, including automated recurring tasks and in-depth progress notes, will assist in making the transition easier. Comprehensive and user-friendly NDIS software that’s equipped to handle the new apportioned pricing model will be an integral component of this process.

The importance of NDIS case management software

NDIS software will assist your business in employing the apportioned pricing model by mitigating the administrative burden involved, ensuring precise documentation and improving the efficiency of your case management. The right NDIS software solution for your business will help you automate rostering, keep detailed progress notes, share data with the relevant parties, and ensure compliance with the new NDIS pricing regulations.

Apportioned pricing updates for MYP software users

In light of the upcoming deadline for changes to the Group-Based Supports Pricing Model (Apportioned Pricing), the following updates were released to all MYP subscribers on October 18, 2023. These updates have been developed by MYP to facilitate a seamless transition for all users affected by this change. Please be reminded that the deadline for transition to the new Apportioned Pricing model is December 31, 2023.

Activation of the Ratio Feature: the ‘Ratio’ box within a Participant’s Schedule of Support has now been activated for all users – resulting in the ‘$ Rate’ field adjusting depending on the ratio selected. E.g. If selecting a 1:2 ratio, the full rate of the line item will be halved. This update means that users are no longer required to edit the product within a Price Book to ‘Fraction Price’ to achieve this same result. In addition to this, the selected ratio of service will be added to the ‘Description’ field within a Schedule of Support for easy identification at the Roster level. 

Simplifying NF2F: an additional field has been added to the ‘Edit Client Line Items’ window within a shift, allowing the user to specify the amount of time that an NF2F support has been provided to the client. Approval of the associated timesheet will ensure that the resulting invoice in GENIUS includes an additional entry for the relevant NF2F claim type (in addition to the entry for the relevant Direct Service claim type, as standard).

Please refer to the relevant myHelp article – “Group-Based Supports: Apportioned Pricing & Transitional Pricing” (available here – https://help.mypcorp.com/art/apportioned-pricing-transitional-pricing/) for additional information as required, or reach out to our Support Team for assistance or to request Tailored Training.

Next steps towards compliance with the NDIS pricing guide

With strategic planning, informed decision-making and the incorporation of technology to aid in the transition, NDIS providers can move to the apportioned pricing model and implement the other NDIS pricing guide changes seamlessly. Although the changes will not come into effect for another couple of months, it is important for your NDIS business to prepare accordingly so that you are ready to start using the apportioned pricing model in December.

The post Apportioned pricing and the 2023/24 NDIS price guide requirements appeared first on MYP.

Read on to learn what’s involved in an NDIS audit, why they happen, and how to navigate the process step by step.

What is an NDIS audit?

An NDIS audit is a systematic review of your business operations, policies, procedures and financial records. NDIS audits are conducted by the National Disability Insurance Agency (NDIA) to ensure that your business practices align with the NDIS Practice Standards, a set of rules and regulations promoting participant safety and service quality. The primary purpose of these audits is to ensure overall compliance with the NDIS Quality and Safeguarding Framework, one of the fundamental components of running an NDIS business.

What happens if you get audited by the NDIA?

When you register your business with the NDIA, you will need to undertake a mandatory audit within 12 to 18 months. This means that all NDIS businesses will undergo the audit process at some stage. Whether you are preparing for your initial mandatory audit or your business has been selected for an NDIS audit, there are a few steps you’ll need to take. These include providing the NDIA with receipts and invoices relevant to your services over the last 12 months and explaining why certain supports are required.

The NDIA will then review your evidence against the information they have about your business, such as your budget, and let you know if any criteria have not been met. If this is the case, you can rectify any issues the NDIA finds.

How often do you get audited by the NDIA?

Beyond your initial mandatory audit, the frequency of NDIS audits varies and will be influenced by factors such as your business’ size, performance and compliance history. There are also two types of audits – verification and certification audits – performed at different frequencies and involve different costs. Audits must be performed by an Approved Quality Auditor (AQA) such as HDAA.

Verification audits

A verification audit is a routine check for smaller NDIS providers delivering low-risk support. Low-risk supports may include gardening and home repair services, transport and travel support, therapeutic support and the sale of assistive products. Verification audits are conducted every three years and performed remotely, which makes them quicker and less costly than certification audits. The process is as follows:

1. You select an external auditor
2. The auditor reviews your documentation
3. The auditor creates a report detailing your strengths and any areas for improvement

If your performance aligns with the NDIS standards, you will receive a “conformity” rating.

Certification audits

A certification audit is a comprehensive assessment of NDIS service providers offering high-risk support. This is a multi-stage process and takes several months to complete. The auditor will:

1. Scrutinise your documentation to identify any issues
2. Conduct an on-site assessment to evaluate service delivery and potential policy gaps
3. Interview your staff and clients

You will then receive a detailed report outlining what changes need to be made before the audit process is completed.

What do you need for an NDIS audit?

Download a free NDIS audit checklist here or read below.

Accurate documentation

Maintain comprehensive records of participant information, policies, procedures and financial transactions. These documents will demonstrate your commitment to transparent operations.

Evidence of compliance

Collate evidence that your business has adhered to the NDIS Code of Conduct. This may include reports and other relevant data relating to compliance.

Staff training records

Keep a record of staff training and competencies relevant to NDIS requirements. This reflects your investment in a skilled and capable workforce dedicated to providing exceptional care to your participants.

Safeguarding protocols

Showcase robust safeguarding protocols that prioritise the well-being of NDIS participants, such as clear procedures for handling concerns and incidents.

Software to help your NDIS audit go smoothly

Given all the things you need to think about as an NDIS business owner, ensuring that your record-keeping and compliance are always up to date can be overwhelming. If you need a helping hand, consider an NDIS software solution that automates these aspects of your business and helps you stay compliant. Software that monitors, tracks and securely stores participant, staff and business data will be instrumental in making the audit process as smooth and stress-free as possible.

Don’t be afraid of the NDIS audit process

By understanding the ins and outs of NDIS audits, your business will be well-placed to handle the process when it inevitably arises. By prioritising accurate record-keeping, seeking to identify and close any operational gaps, and implementing specialised NDIS software, you can make compliance a breeze and ensure that your business passes any audit with flying colours.

NDIS Business Audit Readiness Checklist

Preparing for an NDIS audit is crucial in ensuring compliance, quality, and accountability within your NDIS business. Download our NDIS audit checklist to ensure that your business is well-prepared for a successful NDIS audit.

Download the NDIS Audit Checklist by MYP here

Pre-Audit Preparation

• Review NDIS Standards: Familiarize yourself with the latest NDIS Practice Standards and Quality Indicators applicable to your business. Ensure that your operations align with these standards.
• Document Review: Collect and organise all relevant documentation, including policies, procedures, client records, contracts, agreements, and incident reports.
• Staff Training: Ensure all staff members are trained on NDIS policies, procedures, and their roles in maintaining compliance and quality service delivery.
• Risk Management: Identify potential risks and develop strategies to mitigate them. This includes safeguarding vulnerable individuals, ensuring privacy and confidentiality, and addressing health and safety concerns.
• Quality Improvement Plan: Have a documented plan outlining how your business continuously monitors and improves service quality.

Documentation and Record-Keeping

• Client Records: Ensure accurate and up-to-date client records, including assessments, support plans, progress reports, and communication logs.
• Policies and Procedures: Have well-documented policies and procedures that cover all aspects of service delivery, staff conduct, incident reporting, and client rights.
• Incident Reporting: Maintain records of all incidents, accidents, or near-misses, along with the actions taken to address and prevent recurrence.

Compliance and Quality Assurance

• Service Agreements: Ensure written service agreements are in place with clients, outlining services, costs, rights, and responsibilities.
• Feedback and Complaints: Implement a process for receiving, addressing, and resolving feedback and complaints from clients, staff, or stakeholders.
• Regular Audits: Conduct internal audits to assess compliance with NDIS standards, identify gaps, and implement corrective actions.

Staff Management

• Qualifications and Training: Verify that all staff members possess the required qualifications and training for their respective roles.
• Clear Roles and Responsibilities: Clearly define roles and responsibilities for each staff member, including accountability for specific tasks related to compliance and quality.
• Code of Conduct: Ensure staff members adhere to a code that promotes respectful and ethical behaviour in all interactions.

Physical Environment and Equipment

• Safety and Accessibility: Ensure that your premises are safe, accessible, and meet the necessary health and safety standards for clients and staff.
• Equipment Maintenance: Regularly inspect and maintain all equipment used in service delivery to ensure safety and functionality.

Continuous Improvement

• Quality Indicators: Monitor and measure key quality indicators to assess your services’ effectiveness and identify improvement areas.
• Feedback Loops: Establish mechanisms for clients and staff to provide feedback on service delivery, which can inform your continuous improvement efforts.
• Review and Update: Regularly review and update your policies, procedures, and practices to stay aligned with any changes in NDIS regulations and industry best practices.

Audit Day Preparation

• Documentation Readiness: Have all relevant documentation organised and readily accessible for audit review.
• Staff Preparedness: Ensure staff members know the audit and their roles in assisting auditors.
• Audit Liaison: Designate a point of contact to facilitate communication between auditors and your business during the audit process.

By diligently addressing each item on this checklist, your NDIS business will be well-prepared to undergo an NDIS audit successfully. This ensures compliance with regulations and demonstrates your commitment to providing high-quality and accountable services to the NDIS community.

The post What you need to know about an NDIS audit: Your essential guide + free checklist appeared first on MYP.

In this comprehensive guide, we’ll explore the importance of compliance for NDIS businesses and highlight areas requiring special attention to meet NDIS standards. Through understanding and implementing the necessary compliance measures, service providers can ensure that they continue to support their participants to the best of their ability and maintain their eligibility to remain a part of the scheme.

Understanding NDIS compliance

Compliance refers to a business’s adherence to the rules, regulations and standards the NDIS sets. It encompasses various aspects of service provision, including governance, policies, record-keeping and staff training. Compliance is essential for NDIS businesses to ensure the safety and well-being of participants while maintaining the integrity of the NDIS. It also helps service providers meet eligibility criteria for ongoing government funding, allowing them to continue delivering services to individuals with disabilities.

Key compliance areas for NDIS businesses

Governance and policies

Robust governance structures and policies are fundamental to maintaining compliance within NDIS businesses. A comprehensive governance framework exists to provide clear lines of accountability, ethical guidelines and risk management protocols. Policies should align with NDIS requirements, covering areas such as privacy, complaints handling and service delivery. Developing – and regularly reviewing – governance structures and policies ensures that the business operates transparently and accountable.

Record-keeping and documentation

Thorough record-keeping is essential for NDIS compliance. Accurate and up-to-date documentation helps demonstrate the delivery of services, participant progress and adherence to NDIS guidelines. Service providers should maintain records relating to participant assessments, support plans, incident reports and staff qualifications. Implementing sound record-keeping processes and using technology will improve accuracy and efficiency when it comes to document management. 

Staff training and qualifications

Qualified and well-trained staff are among the most important parts of delivering quality disability support services and maintaining NDIS compliance. NDIS businesses should invest in comprehensive training programs to ensure staff members have the necessary skills and knowledge to meet participants’ needs. Training should cover areas such as disability awareness, person-centred approaches and cultural competence. Regularly reviewing staff qualifications and providing opportunities for professional development ensures ongoing compliance and the delivery of exceptional care.

Meeting NDIS quality standards

The NDIS has established certain quality standards that service providers must meet in order to maintain compliance. These standards include human rights, dignity and respect, choices and control, and feedback and complaints management. 

NDIS businesses should familiarise themselves with these standards and develop strategies to meet them. This may involve training staff to take a person-centred approach, promoting participant autonomy, establishing effective communication channels, and ensuring that support workers, coordinators and participants understand all relevant processes and procedures. Adhering to the NDIS quality standards demonstrates a commitment to delivering services that focus on the well-being of participants, which is a key priority of the scheme.

Practical tips for maintaining compliance

Given all of the responsibilities that NDIS businesses have on a day-to-day basis, maintaining compliance with NDIS standards and requirements can sometimes be a challenge. To help your business navigate the compliance landscape, you may wish to:

1. Stay informed

Regularly review the provider section of the NDIS official website to help your business stay updated with the latest NDIS guidelines, policy changes and compliance requirements.

2. Establish a compliance team

Designate individuals within your organisation who will be responsible for overseeing compliance activities. This may include coordinating compliance efforts, staying informed and ensuring ongoing adherence to NDIS standards.

3. Conduct regular audits

Perform internal audits to assess compliance with policies, record-keeping practices and staff training requirements. This way, you can easily identify gaps or areas for improvement and take appropriate action to address them.

4. Encourage a culture of compliance

Foster a culture of compliance within your organisation by promoting accountability, transparency and continuous improvement. Encourage open communication, provide training opportunities, and recognise and reward adherence to compliance standards.

How MYP can help NDIS businesses stay compliant

MYP exists to simplify the NDIS system for those in the business of helping individuals with disabilities live fulfilling lives. We offer a range of solutions and services designed to help you meet NDIS compliance requirements, from streamlining business processes to improving record-keeping practices to ensuring staff information remains current – helping your business free up time and resources to focus on service delivery.

Take the first step towards streamlining your business by reading more about how we can help you with a dedicated compliance solution or schedule a complimentary demo.

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What does it mean to build a culture of compliance?

A culture of compliance refers to an organisational environment where adherence to laws, regulations and ethical standards is ingrained in the business’ values and day-to-day operations. It’s not only about obeying rules but also emphasising a commitment to uphold integrity, ethics and accountability throughout the organisation.

For NDIS businesses, building a culture of compliance is particularly important as it assists in establishing trust, enhancing credibility and maintaining eligibility for government funding. It demonstrates an intention to deliver exceptional services while also ensuring the safety and well-being of NDIS participants.

What are the three Cs of compliance?

The three Cs of compliance – Communication, Commitment and Consistency – form the foundation of a compliance culture in NDIS businesses.

1. Communication

Establish lines of communication to ensure that compliance expectations and requirements are clearly conveyed to all staff members. Open communication channels encourage dialogue, requests for clarification and the reporting of any compliance concerns.

2. Commitment

Leaders within the organisation must demonstrate a strong commitment to compliance, leading by example, setting expectations and fostering an environment where compliance is valued and prioritised.

3. Consistency

Consistency is key in embedding compliance into the fabric of your NDIS business. Policies, procedures and practices should be consistently applied across all levels of the organisation to ensure uniform compliance standards.

What is an example of compliance-based culture?

An NDIS business with a compliance-based culture would have established a robust compliance framework, encompassing policies, procedures and guidelines that align with NDIS regulations. They would have designated compliance officers within their team who are responsible for overseeing compliance efforts and conducting regular internal audits.

This business would also invest in staff training and development, ensuring that all members of staff have a clear understanding of their compliance obligations. By integrating compliance into their daily operations, it would become second nature for the whole team to adhere to regulatory requirements. This would ensure that the organisation, its support workers, coordinators and leaders – as well as its participants – would be confident that they are running a compliant NDIS business.

Benefits of a compliance-based culture in NDIS businesses

Developing a compliance culture in your NDIS business offers numerous benefits:

Enhanced trust

A compliance-based culture fosters trust among participants, their families and regulatory bodies, positioning your business as a reliable provider of NDIS services.

Improved efficiency

Processes and procedures that prioritise compliance lead to streamlined operations, reduced errors and an improvement in the efficiency of service delivery.

Reduced risks

By adhering to regulatory requirements, your NDIS business minimises legal and financial risks associated with non-compliance.

Eligibility for funding

Compliance is a prerequisite for accessing government funding, which makes your NDIS business financially sustainable.

What is an ethical compliance culture?

An ethical compliance culture encompasses not only legal requirements but also ethical standards and principles. It promotes integrity, transparency and ethical decision-making within your NDIS business.

To create and maintain an ethical compliance culture, ensure that your policies and procedures align with ethical standards. Encourage open dialogue, provide guidance on ethical dilemmas and promptly address any ethical concerns that may arise.

How do you measure compliance culture?

Measuring compliance culture allows you to assess the effectiveness of your efforts and identify areas for improvement. Key metrics for measuring compliance culture in NDIS businesses include:

Employee awareness and engagement

Use surveys or other feedback mechanisms to gauge your team’s awareness and understanding of compliance policies, procedures and ethical standards.

Incident reporting

Ensure that staff members feel supported in reporting incidents, as this will also reflect how willing they are to report compliance concerns.

Audit results

Monitor the outcomes of internal and external audits to assess the organisation’s compliance performance.

Compliance training

Provide your team with opportunities to undertake compliance training, ensuring that you assess completion rates and take steps to encourage engagement.

Strategies for improving compliance culture in NDIS businesses

Consider the following strategies for establishing or enhancing your business’ compliance culture:

Develop a compliance framework

Establish a comprehensive framework that outlines policies, procedures and guidelines that align with NDIS regulations.

Define and communicate compliance expectations

Ensure that your team members are aware of the expectations surrounding NDIS compliance requirements, and emphasise the importance of adherence to both regulations and ethical standards.

Provide training and support for staff

Offer regular training to enhance your team’s understanding of compliance requirements and provide support and resources to address any compliance-related questions or concerns.

Implement regular compliance checks

Conduct regular internal audits and assessments, which will allow you to monitor compliance performance, identify areas for improvement and address any issues.

Review and improve compliance efforts

Keep your compliance framework updated so that it is able to adapt to changes across NDIS regulations and industry best practices. Be sure to also seek feedback from staff and participants and take it into account when making improvements to your business’ compliance efforts.

Practical tips and best practices for encouraging compliance

Encouraging compliance within your NDIS business doesn’t need to be complicated. Some tips to ensure that your NDIS business remains compliant are as follows:

Foster a culture of accountability

By recognising and rewarding compliance, promoting a sense of responsibility for upholding ethical standards, and encouraging staff members to take ownership of their compliance obligations, your NDIS business will be able to successfully foster a culture of accountability.

Promote open communication channels

Establish mechanisms for employees to report compliance concerns, provide feedback and seek clarification on compliance-related matters.

Invest in compliance technology

Explore NDIS software and tools designed for NDIS businesses that streamline compliance processes, automate documentation and improve efficiency across the board.

Engage an external compliance specialist

Consider partnering with a compliance specialist who can provide expert guidance, conduct audits and offer recommendations for improving compliance practices.

Regularly update compliance policies and procedures

Ensure that your business stays informed about changes to NDIS regulations and industry standards, and update your compliance framework accordingly.

How MYP can help NDIS businesses stay compliant

Developing a compliance culture is crucial in order for NDIS businesses to maintain high standards, build trust and meet legal requirements. By emphasising the importance of compliance, fostering ethical practices and continually improving compliance efforts, your NDIS business can create a culture that ensures your operations remain sustainable.

At MYP, we offer comprehensive compliance solutions specifically designed for NDIS service providers. By partnering with MYP, you can streamline your compliance processes, simplify your documentation and ensure ongoing adherence to NDIS requirements. If you’re ready to take the first step towards simplifying your business’ compliance, book a demo with MYP to explore how our software solutions can support you, your team and your participants.

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