The NDIS Workforce Capability Framework, or simply the framework, has resources to guide providers to develop training solutions for workers. The framework, as a whole, describes the attitudes, skills and knowledge expected of all workers funded under the NDIS. It also establishes a shared language of ‘what good looks like’ for participants.

Providers and managers will find the Training for Capability Guide valuable in developing a learning strategy for their organisation.

For instance, take Josephine she's a manager with a small provider that supports NDIS participants with a range of needs including participants with swallowing difficulties. She explores the training for capability guide to help identify the drivers of training priorities and assess training needs. She starts by checking data on participant needs and preferences and the qualifications and training workers have done. She then checks worker's self-assessment of their capabilities to find the gaps in staffing skills. In this case, there is a key gap in dysphagia support skills. Under the ‘finding training to meet your needs section’, Josephine finds guidance on how to identify suitable training programs with the expertise and training delivery method to suit her organisation needs. Josephine uses the High Intensity Support Skills Descriptors to check that training content aligns with the NDIS Commission's expectations. She matches workers with training from a qualified health practitioner. The training selection scoresheet helps her choose the trainer she needs.  

Now let's look at Stephen he's a learning and development manager with a large provider and wants to assess new employees who have worked with the company for six months or less. He conducts a team leaders forum and uses the guide to discuss establishing a workplace culture, where learning and development are essential and integrated aspects of every role. He asks his team leaders to complete the self-assessment tool and reflect on their core capabilities to support continuous improvement initiatives. He then asks new employees to also complete the self-assessment tool reflecting on the core capabilities for their role. This ensures that new recruits and leadership are taking the same approach to continuous learning. Lastly the guide reminds Stephen to measure the outcomes from learning and check that NDIS participants have safe and quality support that aligns with the NDIS practice standards.  

The training for capability resources supports a learning culture in your organisation.

For more information on training development and supervision for your Workforce visit the workforce capability framework website.

The Workforce Capability Framework, or simply the framework, describes the attitudes, skills, and knowledge expected of all workers funded under the NDIS. It establishes a shared language of ‘what good looks like’.  

Providers and workers will find the ‘Supervision for Capability’ resources and the ‘Training for Capability’ guide valuable and continuously improving the delivery of support. This could include supervising workers, giving feedback or identifying training needs.

If you have questions like ‘How am I supporting the development of my workers?’ or What training do workers need?’ or ‘How are participants giving feedback to worker?’ then these resources are for you.

As providers, you can set your workers up for success by exploring the ‘Training for Capability’ guide. Here you will find information on identifying the drivers of training priorities, identifying knowledge or experience gaps within your organisation, and information to help you identify suitable training programs.

Handy templates are available including a tool for workers to capabilities, and a Training Selection Score Sheet to help you when choosing training providers. There are also tips on evaluation training to ensure you are getting good outcomes for workers and participants.  

Training to meet capabilities is important for all workers, including management and senior leaders.  

When it comes to continuous improvement, the next step is supervision. The ‘Supervision for Capability’ resources have tips, guidance and examples of how you can supervise your workers, understand the principles of supervision, build regular supervision discussions and schedule conversations about improving your organisation’s delivery of quality support.  

By reading the supervision resources, you will find examples wording and scenarios that are useful for planning feedback conversations. For example, the guide suggests that when talking to workers it's a good idea to give good feedback first rather than starting with bad feedback, and making feedback a regular process that includes participant’s feedback. There are also templates to support workers’ assessments and performance development, as well as buddy shift tip sheets, and reflective practice tip sheets.  

Self-managing participants can also choose to use these resources.  

The ‘Working Together’ guide and other resources will not only help you have these important conversations, but also set clear expectations for ‘what good looks like’.  

Visit the NDIS Workforce Capability Framework website to find the ‘Supervision for Capability’ resources and the ‘Training for capability’ guide.