Output 3.1.1: Working age policy and legislation
Commentary
Implementation of Welfare to Work
- During 2006–07 the department played a key role in the successful implementation of the Welfare to Work reforms that came into effect on 1 July 2006. The purposes of these reforms are to increase workforce participation and reduce welfare dependency for parents, people with disability, mature age Australians and very long term unemployed people.
- The department worked in close consultation with operational areas in the department and with other government agencies, such as Centrelink and the Department of Human Services, to ensure timely implementation and monitoring of the progress of the new measures.
- The department was responsible for providing secretariat services to the Welfare to Work Consultative Forum and the Disability Advisory Group. These bodies advise the portfolio Minister on implementation of the Welfare to Work reforms and, at a broad strategic level, the design of services to enable people with disability and other disadvantaged groups to participate in the workforce. The forum consists of representatives of the community, business, government and academic sectors. It is co-chaired by the Minister for Employment and Workplace Relations and the Minister for Workforce Participation, and a non-government member is appointed as the deputy chair.
- The department also managed the secretariat functions for the Welfare to Work Steering Committee and the Strategic Project Management Group. These interdepartmental bodies met on a regular basis to discuss high-level policy and progress of the Welfare to Work reforms.
- The department played a leading role in ensuring a smooth preparation for the transition to workforce participation for eligible principal carer parents on Parenting Payment under the Welfare to Work reforms, whose participation requirements come into effect 1 July 2007. An important aspect of this work involved ensuring that Centrelink, Providers of Australian Government Employment Services and the Department of Human Services were prepared for the inflow of new job seekers. The department also worked with the Department of Families, Community Services and Indigenous Affairs to ensure that the childcare requirements for principal carer parents were addressed.
- Minor refinements to the Welfare to Work legislation were initiated to ensure that the intent of the policy was captured correctly and the integrity of the system maintained.
- The department implemented the 2006–07 ‘Parent and Parenting’ Budget measure which clarifies the administrative procedures used for the application of the dependant child rules by Centrelink. This was to ensure that grandparents (or other relatives) could gain principal carer status in certain circumstances when they might be caring for a child, whether or not a grandparent’s caring role is formally recognised.
- The department progressed legislative changes to extend the eligibility of the ‘with child’ rate of Newstart Allowance and related payments to eligible people who care for children at least 14 per cent of the time. This provides some financial support for non-resident parents who retain contact with their children after separation and aligns the relevant social security provisions with the Australian Government’s child support reforms.
- The department concluded and evaluated the Halls Creek ‘Engaging Families’ trial, which involved 30 Parenting Payment recipients and was aimed at encouraging parents to become more involved in work-related activities and encouraging improved school attendance. The evaluation report contained a number of recommendations, one being that Commonwealth departments review opportunities for engagement by carrying out small community development–style projects. Most of the projects suggested in the report are being or have been implemented.
- The department collaborated with the Department of Education, Science and Training to form an Employment and Education Linkages Working Group, which considered further ways of reducing welfare dependency and increasing employment, education and training outcomes. The Working Group also considered strategies for improving the skills base of income support recipients. The group subsequently reported to the Ministers, and a copy of its report was forwarded to the Chair of the Senate Community Affairs Committee in January 2007.
- To inform policy development the department commissioned research on a range of matters, among them single mothers with mental health problems, welfare payments and behavioural change, and indigenous housing, family life and parental employment.
- The department promoted the employment of people with disability through employer magazines and conferences and the development and distribution of new Need staff? employer resource kits.
- The department launched the JobAccess website to provide advice to employers and people with disability advice on recruitment processes, job searching, workplace adjustment and rights and responsibilities at work. The site also included a help line through which employers can access confidential advice on matters relating to the employment of people with disability, free referrals to experts (including qualified workplace assessors) and information about workplace modifications.
- In conjunction with the Mental Health Council of Australia, the department developed the Mental Health First Aid CD, which provides clear information about a number of mental health concerns for employers and employees– including depression, anxiety disorders, psychosis and substance abuse. The CD also discusses possible strategies, policies and practices for better supporting employees with mental illness and these can be introduced to the workplace. More than 30 000 copies of the CD have been distributed to a wide range of organisations. It is expected that the department will deliver up to 50 000 CDs to general practitioners, Employee Assistance Programme providers, police force (both AFP and state), the Royal Flying Doctor services, public and state libraries, rural and remote health services, mental health organisations and, again, through JobAccess.
- The department developed a desktop tool—the Research Atlas of Working Australia—to enable its staff to compare payment and employment information across geographic areas in Australia. The prototype of the atlas was developed by a small project team in 2006–07. Access to this tool improves evidence-based decision making and allows staff to gain access to and analyse Centrelink payments, departmental data, and ABS statistics and incorporate their analysis and maps in their reports.
Welfare to Work target groups
Parents
Increasing workforce participation of parents of school-aged children in receipt of income support is an important element of the Welfare to Work reforms introduced on 1 July 2006. The reforms are based on the recognition that many parents have the capacity to work part-time and wish to do so and that paid employment increases financial security for individuals and their families. The department has developed policies to encourage principal carer parents to participate in the paid workforce and to improve their job prospects. Principal carer parents are eligible for a full range of Job Network services and since 1 July 2006 have been able to access the new Employment Preparation service, which provides tailored assistance to job seekers with no recent work experience. A Service Quality Guarantee for Parents that sets out the quality of services parents can expect from Job Network was also introduced on 1 July 2006.
People with disability
The department is focused on developing strategic, proactive policy to encourage and help people with disability to participate in the workforce to their capacity. Policy analysis and development are directed at identifying the types of intervention and assistance that offer sustained employment outcomes to people with disability.
The department continues to take responsibility for clarification and implementation of Job Capacity Assessment policy. This has involved responding to the recommendations and queries of Job Capacity Assessment providers, Providers of Australian Government Employment Services, community stakeholders and individuals. The department continues to work with other agencies to ensure that assessment reports contain all the information required for these purposes.
Membership of the Disability Advisory Group changed during 2006–07. The change in membership was undertaken to ensure a continued balance of representation of disability peak bodies, service provider peak bodies and employers. During the year the group provided to the Minister for Workforce Participation advice on increasing labour force participation and employment of people with disability—this included developing a Disability Employment Strategy, which is available in the publications category of the Workplace website <www.workplace.gov.au>.
The mature age workforce
The department provided policy advice and contributed to the work of whole-of-government mature age employment and participation initiatives. It also continued to work with peak bodies representing employers, employees and employment services to raise awareness of the benefits of retaining and recruiting mature age people. In conjunction with Centrelink, it worked to develop communication products and activities for the 2006–07 Budget initiative Employment Services for Age Pensioners. This work contributed to promotion and awareness of the initiative which aims to assist age pensioners who wish to voluntarily return to full-time or part-time work. The department also contributed to the Government’s Agenda on Population Ageing, which will outline the Australian Government's coordinated national approach to population ageing.
Good News Story: Experience as an invaluable business resource
Queensland is the nation’s fastest growing state: more than 363 000 jobs have been created there in the past five years, which is equivalent to a 17.6 per cent increase in employment. The demand for experienced workers is increasing as employers try to meet market growth.
Citiwater, a part of Townsville City Council, was looking for staff and was referred to a local Job Network member to access a wider range of candidates. ‘We’re looking for people who are willing to learn, to start afresh,’ said Erica Bowden from Citiwater. ‘We have a huge variety of customers and it’s good to have someone with a bit of life experience in dealing with different people.’
Geraldine Jarden, aged 56, moved to Townsville to be close to her family and was offered a position at Citiwater. She had been out of the workforce for four years while she cared for her grandchildren. ‘They’re really proud of me, that I’ve made the move, made the sea change and established myself. I’d been trying to get back into the workforce and I’ve been very fortunate here. The job suits me and it’s good financially. When you have four kids that’s important!’
Geraldine felt that her age and the time she had spent away from full-time work were barriers to finding employment. After 15 years’ experience working for Queensland Transport, she is again ready ‘to go for it’. ‘I’m happy I’m working and I’m grateful that I’ve got a job. I enjoy working with people. I find that a good part of my role is having the ability to deal with people and work with a diversity of ethnic backgrounds.’
Erica agrees that Geraldine’s communication skills are an asset to Citiwater: ‘There are benefits in having someone who is keen and experienced,’ she said. ‘And it’s good for business. It works to have someone like Geraldine who is understanding and genuine with people.’
Geraldine Jarden
Very long term unemployed people
During 2006–07 the department reviewed and developed policies and strategies for improving labour force participation and employment opportunities for the Very Long Term Unemployed. It provided policy advice and monitored the implementation of the new Welfare to Work Budget measures designed to assist the VLTU. The measures came into effect on 1 July 2006; they provide Job Network members with access to new service options aimed at helping VLTU job seekers secure work. In particular, the department monitored the implementation and take-up of a new assessment process and new programmes for the VLTU including Full-time Work for the Dole and Wage Assist.
Commentary: other target groups
Youth
During the reporting year the department provided advice to and contributed to the work of a number of committees and working groups focused on youth issues, including the Inter-departmental Committee on Youth Issues and its associated working groups. The department also contributed to a range of reports examining youth workforce participation matters. In addition; it commissioned research into young people who are not studying, not employed and not in receipt of income support, as well as young people with mental health problems.
Commentary: the labour market implications of Australia’s Migration Programme
During 2006–07 the department provided policy advice on the labour market implications of Australia’s Migration Programme and related policy matters. This involved ongoing consultation with the Department of Immigration and Citizenship on the Migration Occupations in Demand List (aimed at improving occupational targeting of the Skill Stream of the Migration Programme), the Skilled Occupations List, the Employer Nomination Scheme Occupations List and the Employer Sponsored Temporary Entry List.
The department also provided to DIAC written labour market advice on some 400 applications across a range of sponsored temporary and permanent migration arrangements and monitored over 90 Labour Agreements with employers and industry associations seeking to recruit skilled overseas workers. (Labour Agreements include detailed employer commitments aimed at promoting employment, training and career progression opportunities to Australians and cover a wide range of occupations and industries.)
The department provided labour market advice to the Commonwealth State Working Party on Migration, which is responsible for reporting to COAG on options for strengthening the integrity of employer-sponsored temporary business visa arrangements.
Additionally, the department provided input to the Commonwealth’s submission to the Joint Standing Committee on Migration’s Inquiry into Temporary Business Visas. It also coordinated the Government Response to the Senate Standing Committee on Employment, Workplace Relations and Education’s report Perspectives on the future of the harvest labour force.
Commentary: initiatives to improve outcomes for Indigenous Australians
In 2006–07 the department participated in various whole-of-government forums and activities associated with improving outcomes for Indigenous Australians. This included supporting the Ministerial Taskforce on Indigenous Affairs, the Secretaries’ Group on Indigenous Affairs and the Senior Executive Service Taskforce. The department is also supporting its network of Solution Brokers and Indigenous Coordination Centre staff across Australia.
As part of broader initiatives to reduce passive welfare, the department, in collaboration with other government departments, continued to remove remote area exemptions for activity-tested income support recipients in remote communities across Australia. This will give remote job seekers participation opportunities to develop skills that will help them in moving into employment. Remote area exemptions were removed in 152 communities and outstations in 2006–07, for a total of 159 since 2005. An additional $23 million over five years was committed in the 2007–08 Budget to accelerate the removal of remote area exemptions across Australia.
Achieving indigenous economic independence through improving employment, self-employment, business development, and asset and wealth management is a continued focus of the Australian Government’s Indigenous Economic Development Strategy.
The department worked to provide more mainstream services to Indigenous Australians, so that they have equal and equitable access to government services. In 2006–07 Job Network and other Job Placement organisations achieved 50 100 job placements for Indigenous Australians—an increase of 12 per cent on 2005–06.
The department established a network of over 20 economic development officers to help emerging and existing indigenous entrepreneurs develop their business and become more economically independent. In addition, the department continued to foster industry partnerships between indigenous communities and the mining industry under a Memorandum of Understanding with the Minerals Council of Australia. On 20 March 2007, the Australian Government signed a Memorandum of Understanding with the Australian Forestry Industry to increase indigenous employment in that industry.
Regional Partnership Agreement on Indigenous Employment in Port Hedland
The Port Hedland Regional Partnership Agreement is a commitment by local Port Hedland Indigenous people, mining companies, and the Australian, Western Australian and local governments to work together to bring about demonstrable improvements in Indigenous employment outcomes.
The agreement arose out of a strategic partnership between the Australian Government and the Minerals Council of Australia through the signing of a five-year Memorandum of Understanding in June 2005. The MOU establishes a platform for government and industry to work with Indigenous people to build sustainable and prosperous communities in which Indigenous people can create and take up employment and business opportunities in mining regions, extending beyond the life of the mines.
Port Hedland is one of eight pilot sites for implementation of the MOU, and activities there focus on increasing employment and improving economic development outcomes for Indigenous people in the Pilbara region. The three key areas under development are a work readiness programme to prepare participants for identified employment opportunities, creating employment opportunities through the establishment of indigenous businesses, and education and training leading to employment. A STEP contract was signed with Bloodwood Tree Association to place 125 Indigenous participants in employment over 15 months. A second STEP ERS pre-employment and mentoring contract is about to come into effect to employ 60 more people during the next 12 months.
The range of activities under the agreement in the first two-year development phase recognises the effort required to support sustainable employment outcomes. This includes case management of all unemployed Indigenous people and the employment of mentors to work with employers and employment services to support the transition to and retention in employment.
The agreement also includes commitments to supporting Indigenous job seekers obtain C-class drivers licences, increasing the availability of childcare facilities, providing drug and alcohol support services, and introducing a project aimed at young Indigenous people who have been involved with the criminal justice system.
The business development aspect of the agreement focuses on employment opportunities available through developing businesses associated with the mining industry. Creation of business opportunities provides a means for Indigenous people to generate employment and enhance economic independence.
Education and training that are coordinated and more closely linked to employment are another feature of the agreement’s objectives. The education and training programmes aim to support young people in completing their year 12 and making the transition to further education or employment by increasing the range of collaborative education and training opportunities.
The success of the agreement relies on the partners’ ability to link together and share responsibility for activities engaged in by Indigenous organisations and businesses, companies in the mining industry (including contractors), and non-government and government organisations.
JobAccess: the first year
The launch of the JobAccess website and advice service on 3 July 2006 was a major achievement for the department. JobAccess provides clear and accessible information, and advice and practical workplace solutions for people with disability and their employers.
The website provides information about the full range of Australian government services and incentive schemes for employment of people with disability. It also provides step-by-step guides to recruitment, job searching, adjusting a workplace, and understanding rights and responsibilities at work.
JobAccess has a help line—1800 464 800. By calling this number, employers can speak with JobAccess advisers, who provide confidential expert advice on matters relating to the employment of people with disability, free referrals to experts (including qualified workplace assessors) and information about the facilitation of workplace modifications.
Since the launch, the website has undergone a series of improvements, including a major information architecture restructure. To coincide with the first anniversary, a new version of the website, with updated and supplemented content, is to be released on 1 July 2007.
The Hon Dr Sharman Stone MP, Minister for Workforce Participation