Job Services Australia Demonstration
Pilots
Project descriptions and summaries
Table of contents
Table of contents .................................................................................................................................... 1
Summary of Job Services Australia Demonstration Pilots projects ........................................................ 2
Ask Employment—Proactive Engagement Pilot ..................................................................................... 5
Boystown—Stream 4 Outcomes pilot..................................................................................................... 7
Sarina Russo—Community Action Stream Services ................................................................................ 9
CVGT Australia—Connect 4 .................................................................................................................. 11
Jobs Statewide—Skills for a Purpose .................................................................................................... 13
Max Employment—Fairfield ................................................................................................................. 15
Max Network—Ipswich......................................................................................................................... 17
Max Network—Townsville .................................................................................................................... 19
Mission Australia—Project HOPE.......................................................................................................... 21
ORS Group—Ex-offender project .......................................................................................................... 22
ORS Group—HOPE project.................................................................................................................... 24
ORS Group—Post placement ongoing support .................................................................................... 26
ORS Group—Youth Pathways project................................................................................................... 28
PVS Workfind—ABLE project ................................................................................................................ 30
PVS Workfind—BEACON project .......................................................................................................... 31
PVS Workfind—SUSTAIN project .......................................................................................................... 33
PVS Workfind—Building stable lives project ........................................................................................ 35
Salvation Army Employment Plus—Connections Plus .......................................................................... 37
SYC (Job Prospects)—LAUNCH .............................................................................................................. 39
Workskills Incorporated—Support, Experience and Training (SET)...................................................... 41
Summary of Job Services Australia Demonstration Pilots
projects
ASK Employment—Proactive Engagement Model
Salisbury, South Australia
The core objective of this project is to envelope the job seeker in an environment of continual
support through mentoring and working with them frequently and intensively, to identify and
address individual barriers to employment or education.
Boystown—Stream 4 Outcomes project
Blacktown, New South Wales
Boystown is a youth specialist provider trialling a wraparound servicing model aimed at early
identification of mental health issues and addressing pre-vocational barriers for participating job
seekers.
Sarina Russo—Community Action Stream Services
Logan, Queensland
The Community Action Stream Services Project is designed to engage with the most disadvantaged
Stream 4 job seekers who may be reluctant to engage with a provider in a more traditional
environment, by the delivery of wraparound services in a non-threatening community location.
CVGT Australia—Connect 4
Bendigo, Victoria
Connect 4 is driven by the ideology of ‘connection’ as the way to overcome barriers to employment.
The pilot includes voluntary work, mentoring and a highly individualised approach to service delivery
and partners with health providers for initial assessment and plan development.
Jobs Statewide—Skills for Purpose
Western Adelaide, South Australia
Skills for a Purpose delivers an innovative four-week program for up to 10 job seekers at a time, with
a structured industry placement.
Max Network—Fairfield
Fairfield, New South Wales
This pilot delivers a program tailored to suit participants’ needs, with a focus on job seekers from
culturally and linguistically diverse backgrounds.
Max Employment—Ipswich
Ipswich, Queensland
This program aims to equip Stream 4 youth and parents with the skills to make significant and
positive lifestyle changes, engage in the local community, and gain and sustain employment.
Max Employment—MAXimise Your Life
Townsville, Queensland
The purpose of MAXimise Your Life is to demonstrate that with consistent intervention from a key
group of people, Stream 4 job seekers with assessed drug/alcohol/mental health issues can
implement long-term changes through the use of realistic strategies.
Mission Australia—Project Hope
Fraser Coast, Queensland
Mission Australia believes that a sharper focus on labour market engagement up-front—combined
with long term case management and mentoring support—will drive improved outcomes for longterm and disadvantaged job seekers.
ORS Group—Ex-offender project
Various locations, New South Wales
This ex-offender project is aimed at addressing the high rates of unemployment in New South Wales
Stream 4 job seekers who have been flagged as ex-offenders.
ORS Group—HOPE project
Parramatta, New South Wales
The HOPE project seeks to improve the outcomes of homeless job seekers. The project’s service
delivery model involves a case management approach which encompasses a pre-employment life
skills course and an outreach service at Parramatta Mission.
ORS Group—Post placement ongoing support
Frankston, Victoria
This post placement ongoing support program is designed to assist in the maintenance of long-term
employment outcomes for Stream 4 participants. The program offers post placement support for an
additional six months on top of the standard six months support provided by Job Services Australia.
ORS Group—Youth pathways project
Central Coast, New South Wales
This project is designed to address youth unemployment by enhancing the coordination of youth
community partnerships and enhancing the employability of youth through training options.
PVS Workfind—ABLE project
Nepean, New South Wales
In partnership with Australian Business Ltd, PVS aim to convert low skilled entry level job placements
with small to medium enterprise employers into Australian Apprenticeships for Stream 4 job
seekers.
PVS Workfind—BEACON project
Cairns, Queensland
This pilot coordinates access to, and use of, complementary non-vocational and health services such
as drug and alcohol counselling, mental health services, and youth services.
PVS Workfind—SUSTAIN project
Canterbury-Bankstown and South West Sydney, New South Wales
The objective of this project is to identify the factors that contribute to low sustainable employment
rates for disadvantaged Stream 4 job seekers and test an alternative approach to post-placement
support to support sustainable employment outcomes.
PVS Workfind—Building Stable Lives
Springvale, Victoria
This pilot aims to improve housing and employment outcomes for marginalised job seekers by
changing the way the specialist homelessness services and Job Services Australia providers work
with these clients.
The Salvation Army Employment Plus—Connections Plus
North Country, South Australia
This pilot involves an inter-disciplinary team and collaborative co-case management arrangements
to provide integrated services to vulnerable and disadvantaged Indigenous job seekers.
SYC (Job Prospects)—LAUNCH project
Playford, South Australia
LAUNCH is a place-based initiative, developed in partnership with local employers, community
services and local government. It is being delivered in collaboration with local providers to achieve
employment and education outcomes for young job seekers.
Workskills Incorporated—Support, Experience and Training project
Hobart, Tasmania
This project involves the development of employability skills, simultaneous addressing of vocational
and non-vocational barriers, frequency and intensity of engagement, use of non-accredited
programs and use of dedicated mentors.
Ask Employment—Proactive Engagement Pilot
Location: Salisbury, South Australia
Target group: Stream 4 job seekers
The ASK Employment Proactive Engagement Pilot is designed to improve service delivery
arrangements for Stream 4 services by providing job seekers with:
 help to access, and maintain contact with, a comprehensive range of external supports
 better focused and targeted individual action plans developed and delivered by an Engagement
Management Team, through regular job seeker progress reviews
 additional funds to better address difficult non-vocational barriers.
Central to the proactive engagement culture is the belief that the greater the level of active
engagement the job seeker maintains, the higher the likelihood they will progress towards
employment or education.
The Proactive Engagement Model uses a three part process of assessment, engagement and
transition:
1
2
3
Assessment – to identify issues like mental health, drug and alcohol dependency, literacy and
numeracy skills. An individual action plan creates an appropriately paced pathway towards
outcomes.
Engagement – weekly contact with the engagement team to ensure elements of the action plan
are progressed, and to arrange appropriate support.
Transition – to education or employment.
Under the ASK pilot, engagement with the job seeker has been increased from once per month to
once per week. In addition, caseloads per engagement coordinator have been reduced. Increased
contact is the starting point for the development of meaningful needs assessments and action plans.
The assessment is an in-depth look at the job seeker’s current skills, experience and day-to-day
routines in job searching, and it is used to formulate an action plan negotiated between the
engagement coordinator and job seeker. This action plan seeks to address barriers identified in the
assessment and sets objectives for the job seeker. It is separate to the Employment Pathway Plan.
Action plans are reviewed at each appointment between the job seeker and engagement
coordinator. When actions are completed, the steps in an action plan serve as a record of
achievement for the job seeker, marking success in moving forward.
The action plan may include help to overcome barriers, participation in training or work experience,
and ultimately, job matching. The action plan may recommend training linked to an identifiable
outcome. Work experience is also seen as an opportunity to identify any further barriers to
sustaining employment. The action plan may also identify other hidden barriers that can be resolved
to make the transition into the workplace more effective and successful.
Key to the success of the action plans is joint case management, which aims to increase information
sharing between the engagement coordinator and the stream service consultant (who works
together with the job seeker in developing action plans). Joint case management is supported by
smaller caseloads for the coordinators so they can focus on the job seekers at hand.
Post-placement support is the final step (and key to sustaining of any improved outcome)—
participants in the ASK pilot are provided with increased post-placement support. This involves
increased contact with the employer/institution and with the job seeker, to resolve any difficulties
and support sustainable outcomes.
Boystown—Stream 4 Outcomes pilot
Location: Blacktown, New South Wales
Target: Youth Stream 4 Job seekers
Boystown is a youth specialist provider. The pilot is delivering wrap-around servicing to identify
mental health issues and address pre-vocational barriers for participating job seekers.
The rationale for the pilot is that while Stream 4 job seekers often experience a range of highly
complex problems, there are a number of distinct profiles of interlinked issues that cause these
people to experience high barriers in seeking employment.
These include social isolation, family dysfunction, abuse and neglect, poor life skills, lack of
independence, early school leaving, low literacy and numeracy levels and limited job seeking skills. A
consistent theme across these presentations is poor mental health, which leads to other
dysfunctional behaviours such as substance abuse, homelessness, offending and anti‐social
behaviour.
Under the current system, a Stream 4 job seeker may see a series of different case workers or
consultants over a period of two to three months before the full range of underlying barriers are
identified and action is taken.
The key components of the pilot are:
 a dual case management team
 enhanced coordination of services for clients
 a work readiness assessment tool to measure job seeker progress.
Boystown has appointed an employment case worker with a background in mental health. The role
of the employment case worker is to identify problems early, actively join up external services to
meet client needs, establish ‘quick referral’ pathways with partner agencies, develop protocols for
joint case management and case conferencing, and act as a mobile ‘trouble shooter’ and client
advocate to resolve problems.
An employment case worker works with the employment consultant. The dual case management
team provide intensive personal support for Stream 4 clients, including site visits to employers, case
management and joint case conferencing, and engagement activities that are relevant to the needs
of the client.
The team has started combining compliance activities such as Early School Leaver, Work Experience
Phase and Compulsory Activity Phase with one-on-one sessions with the employment case worker.
The message reinforced by the employment consultant and employment case worker is that these
activities are integral to moving towards employment and not just in relation to receiving Centrelink
payments.
A range of vocational and non-vocational activities are being provided for participants to improve
their skills and to keep them engaged in the program. These activities include pre-employment
training, literacy and numeracy training, art therapy, team-building activities and workshops
focusing on self-esteem, life skills and interpersonal skills.
Enhanced post-placement support is provided by the employment consultant and goes beyond the
normal role responsibilities. The employment consultant focuses on relationship-building with
employers with a view to providing assistance to employers and clients. It is hoped that some of
these relationships could also lead to the possibility of more jobs for other clients in the pilot
program.
Sarina Russo—Community Action Stream Services
Location: Logan, Queensland
Target: Stream 4 Job seekers
The Community Action Stream Services Project is designed to engage with the most disadvantaged
Stream 4 job seekers who may be reticent to engage with a provider in a more traditional
environment, by the delivery of wrap-around services in a non-threatening community location.
This project harnesses the local knowledge, expertise and resources of a range of providers and
prioritises high levels of regular and intensive activity in a community environment.
The pilot incorporates four specially-developed stages encompassing enhanced Stream 4 services:
 Diagnostics
 Intensive Support
 SkillBuild
 Reachout
This is underpinned by a structured and comprehensive post-placement support service for both the
job seeker and employer, for at least six months after placement.
Diagnostics is an intensive group-based program which includes an intensive assessment of
participants including mental health screening, language literacy and numeracy assessments and
vocational mapping. It also builds the job seeker’s capacity and work skills and involves preparing a
return to work activity plan. This group program is run by an in-house psychologist in conjunction
with a community-based case manager.
The Intensive Support phase commences the job seeker on their journey towards employment
through activities identified in their return to work action plan. These activities are tailored to the
needs of each job seeker and could include volunteer work within the community centre,
mental/physical health assessments and/or interventions, financial counselling/management
assistance, accommodation assistance, drug and alcohol counselling, language, literacy and
numeracy training, vocational/pre-employment training.
The point of difference of this program is that the community-centred case manager, a mentor and
training staff, formally trained by Sarina Russo in on-the-job mentoring, work side-by-side with all
job seekers participating in this pilot. This enables job seekers to have their on-the-job performance,
duties and behaviours monitored. These placements, coupled with weekly one-on-one interviews
with the case manager and ongoing individualised supervision and feedback are viewed as a vehicle
for job seekers to build self-worth, self-esteem, self-confidence and on-the-job work skills while
assisting to overcome social isolation and exclusion.
Skill Build relates to the training and up-skilling identified through the diagnostic and intensive
support sections of the program. It is relies on developing and maintaining good engagement
between local community and training organisations.
This stage also includes work experience activities, which are accessed early in the participants
program, to help overcome negative connotations such as ‘working for free’ or work experience
being ‘a last resort’. The work experience placement allows a job seeker to include a recent
employment-related placement, the display of work skills, the creation of commitment and routine,
and a recent work-related reference on their résumé.
Through the Reachout stage, job seekers also attend group job searching activities and attend
appointments with the office mentor and reverse marketer/job placement officer.
Case reviews are held every six to eight weeks and involve internal psychologists to develop
additional management strategies and support.
CVGT Australia—Connect 4
Location: Bendigo, Victoria
Target: Stream 4 job seekers
Under this pilot, CVGT is partnering with a local health service to provide a voluntary comprehensive
health assessment for all participating Stream 4 job seekers on the caseload. These health
assessments provide an entry point to engage the job seeker in a range of non-vocational areas and
are supported by follow up appointments to help the job seeker achieve their life and employment
goals.
Connect 4 is driven by the ideology of ‘connection’ as the way to overcome barriers to employment.
Connect 4 aims to proactively develop and increase job seeker engagement by implementing four
areas of improvement for Stream 4 job seekers. The pilot includes voluntary work, mentoring and a
highly individualised approach to service delivery and partners with health providers for initial
assessment and plan development.
The four areas of improvement for job seeker are:
 Connect with self—the job seeker learns how to address, manage and/or overcome their nonvocational barriers and becomes an active player in developing their individual service strategy.
 Connect with community—the job seeker becomes a proactive contributor to their local
community by volunteering in an area of interest to them.
 Connect with provider—the job seeker increases social and employment outcomes by tapping
into the wide range of ‘under the roof’ activities and increased engagement available through
CVGT.
 Connect with the world of work—the job seeker develops pathways to sustainable employment
through work experience, job placements and ongoing work and mentoring opportunities.
Job seekers receive intensive support with the goal of them participating in at least one of the four
connection points each week, such as attending appointments, work experience, volunteer work or
attending courses.
CVGT has appointed a Connect 4 Coordinator, who is overseeing the delivery of the project in all
locations. Job seekers are receiving intensive support through weekly one on one case management.
Job seekers first receive a comprehensive assessment with the coordinator and a health provider,
followed by the development of an individual action plan. The coordinator looks for creative ways of
connecting with individual job seeker’s needs and job seekers are encouraged to engage in voluntary
work and are provided with mentoring.
Increased engagement is seen as essential, as the current model of one meeting per month makes it
difficult to build rapport with job seekers and help address their vocational and non-vocational
barriers. Through participation in ‘under the roof’ activities such as training, mentoring and a range
of engagement opportunities (i.e. participating in at least one of four connection points each week),
‘Connect 4’ hopes to increase social and employment outcomes.
The model includes wrap-around servicing that is not part of the normal servicing model. Many
Stream 4 job seekers have to ‘tell their story’ over and again to different people and get frustrated
with having to do so. Through wrap-around servicing of all parties involved, CVGT aims to increase
attendance rates for Stream 4 job seekers.
Jobs Statewide—Skills for a Purpose
Location: Western Adelaide, South Australia
Target: Stream 4 Job seekers
‘Skills for a Purpose’ provides extra assistance to Stream 4 job seekers to help them overcome the
non-vocational barriers that have prevented them from moving toward sustainable and long lasting
employment.
The program incorporates a number of unique and innovative components to help participants
tackle these barriers. Each program is delivered over a four-week period for approximately six to 10
participants at a time. The program includes a structured industry placement undertaken for
approximately one week, depending on the participant’s progress. There are 15 programs planned
with each being delivered over four weeks.
The four components of each program are:
1
Taking participants through the Purposeful Action Cycle® (or PAC®) model to help participants
shift from a position of ‘inactivity’ to a pattern of activity, by developing techniques for
overcoming personal and social (non-vocational) barriers.
2
‘DISC’ behavioural profiling to help participants ascertain their strengths and employability skills,
and to look at occupations most relevant to their profile and skill set.
3
A tailored and relevant work experience placement (where appropriate) to develop workplace
competencies and experience. For some job seekers, work experience may be part-time, or with
flexible hours to accommodate their personal circumstances. Work experience placements are
monitored with on-site visits supported by coaching, mentoring and evaluation. Wage subsidies
or paid work trials may be used to help secure employment placements at this point of the
project.
4
Accredited training, where applicable, to help improve participants’ skills for vacancies that are
in demand. This may occur either before or after the work experience placement depending on
the job seeker’s progress at this point in the program.
Skills for a Purpose support is delivered for a 12 month period. After completing the program,
participants have monthly contact appointments with the project coordinator and PAC Facilitator, in
addition to regular appointments with their employment consultants. This process ensures that
participants are constantly engaged and referring back to and using the theory that has been learned
in the program.
Under the current model, often participants have little engagement with employers until interview
stage. The pilot program provides further opportunities, specifically face-to-face, for participants to
engage with employers. Employers are invited to attend sessions during the program to tell job
seekers what they are looking for in an employee. This provides an opportunity for both parties to
discuss experiences, skills and abilities rather than the employer basing hiring decisions on a résumé
only. Participants are more aware and focussed on what employers are looking for, and can take
that experience with them on their progress to employment.
In addition to ongoing monthly contacts and current post-placement support regimes, participants
who have completed the program have allocated visits at their workplace to determine their
progress, identify any further training needs, and to discuss and resolve any issues.
Max Employment—Fairfield
Location: Fairfield, New South Wales
Target: Stream 4 job seekers from culturally and linguistically diverse backgrounds
Max Employment Fairfield provides a program tailored to suit participants’ needs, in particular job
seekers from culturally and linguistically diverse backgrounds.
The pilot aims to build upon the effective and successful elements of current service delivery and
integrate these with the external community-based social and welfare services. Through community
partnerships, this pilot aims to support and assist job seekers with their everyday life challenges and
will include vocational and non-vocational support and interventions.
The program is delivered over an eight week period and is overseen by a project coordinator,
employed by MAX Employment, and supported by trained and experienced industry professionals
and practitioners.
Throughout the program, job seekers participate in activities that provide clear opportunities to
build skills in communication, team work, self-esteem and confidence in a range of informal settings.
Job seekers participating in the pilot are directly linked into local community and support services.
The aim is to help the job seeker develop skills that can be transferred into the workplace.
The project is geared to significantly increase engagement by bringing groups of job seekers together
for three days a week in a simulated and structured workplace experience environment. This
engagement is supported by a program of health services, English for employment training, tailored
employment training, coaching and Australian workplace familiarisation.
Specific and structured training content is delivered in partnership with Inspire Community, through
a number of formal training programs. The training includes basic information on relevant workplace
laws and regulations, and occupational health and safety practices to ensure that job seekers know
their responsibilities. The training also identifies how the Australian workplace differs from that
which a job seeker may have previously experienced.
Where language and comprehension are significant barriers, skills development is pursued through
alternative learning modes such as picture learning or by watching a ‘buddy’. The training will also
focus on identifying and managing the impact of race, religion, gender and trauma on job seekers’
work. This approach is directly linked to addressing some of the key barriers to better social
engagement and opportunities for work for this client group. The training delivery will also be
partnered with direct employer engagement to ensure relevance and real work experience and job
opportunities are made available.
Intensive case management is part of the servicing approach. This involves the use of three-way case
consultation involving the job seeker, a health services officer (clinical professional), and a dedicated
Stream 4 placement consultant. This team conducts the initial program assessment to determine
and confirm the barriers to employment, social support requirements and any other factors
affecting participation.
An initial employment intervention assessment and transition to work roadmap is established as
part of the program service delivery structure. As a part of this initial engagement into the program,
the participation profile, work hour requirements and work capabilities of each job seeker is
considered.
Max Network—Ipswich
Location: Ipswich, Queensland
Target: Single parents and young Stream 4 job seekers
MAX Employment is working in collaboration with community partners to deliver a holistic servicing
model that links a range of community and employment services for single parents and young
Stream 4 job seekers.
The program aims to equip each job seeker with the skills to make significant and positive life style
changes, engage in the local community, and to gain and sustain employment. The program focuses
on setting and working towards key goals covering general life goals, financial goals, health goals,
and vocational goals.
The program focuses on developing social and personal interactions together with skills for the
workplace, including time management, communication, team work, motivation, and stress
management. Workplace confidence and familiarity are developed through work experience
placements and interactions with employer guest speakers. Training is also provided in job search
skills including résumé writing, job search techniques, cold canvassing, and winning interview
sessions.
Where literacy, numeracy or comprehension present an issue for a job seeker, individual support is
delivered and skills are developed through alternative learning modes such as picture learning or
learning via watching a ‘buddy’.
Service delivery involves the use of three-way case consultation processes involving the job seeker, a
health services officer (clinical professional), and a dedicated Stream 4 placement consultant. This
team conducts the initial program assessment to determine and confirm the barriers to
employment, social support requirements and the priority areas for support required.
In week five of the program, the job seeker is supported to develop their own individual goals in the
key areas of life goals, vocational goals, financial goals and health goals.
Regular reviews of progress towards job seeker goals are held in both a group and individual setting.
The program also incorporates rewards, and participants are provided with a four month
membership to a local gym. The project provides a range of activities to assist job seekers to become
engaged in the broader community and undertake physical activities to increase confidence and
assist with work conditioning.
Mentoring is delivered on-site as a part of the program delivery and also off-site as necessary, for
the duration of the pilot. In addition, as job seekers are placed into work experience or ongoing
employment, mentoring services are extended into post-placement support delivery.
As part of the program service delivery structure, an initial employment intervention assessment
and transition to work roadmap is established. This initial engagement into the program considers
the participation profile, work hour requirements and work capabilities of each job seeker. Finalised
participation and work hour capacities are then aligned with the range of individual and group
interventions and vocational goal setting for the job seeker.
Placement consultants spend time with the job seekers both individually and as a group. They also
work with specific local employers to identify suitable opportunities for the job seekers. For parents
who may have less flexible work patterns due to childcare responsibilities, specific vacancies are
targeted in retail and hospitality as well as looking to provide additional support in terms of access
to childcare arrangements.
Max Network—Townsville
Location: Townsville, Queensland
Target: Stream 4 job seekers with mental health concerns
The purpose of MAXimise Your Life is to demonstrate that with consistent intervention from a key
group of people, Stream 4 job seekers with assessed drug/alcohol/mental health issues can
implement long-term changes to their habits through the use of realistic strategies.
The pilot tests what it is that job seekers really need and regularly gathers feedback from
participants to continuously improve the program so that it can realistically meet those needs. The
pilot also tests the value of delivering life skills combined with a practical application of those skills in
a real world environment, such as budgeting, social skills and interaction, diet and exercise.
MAX Employment is delivering a holistic (rather than linear) servicing model that links together a
range of community and employment services for Stream 4 participants in the Townsville
Employment Services Area. Wrap-around servicing is delivered via a collaborative approach with
Centacare.
Job seekers undertake a comprehensive program over a 13-week period. They participate in
activities to build skills in communication, team work, self-esteem and confidence. Group activities
cover budgeting and general financial management, time management, communication and team
work, outdoor physical activities (barefoot bowls and light exercise), healthy living and nutrition,
stress management, conflict resolution, resume writing, job search techniques, motivation to work
and winning interview sessions.
Each participant is assessed to identify the most significant barriers and is then supported to link into
appropriate existing community services.
Workplace confidence and familiarity are developed through voluntary and work experience
placements and interactions with employers and volunteer organisations. The project includes a
core period of related work experience which aligns with the job seeker’s general life, financial,
health and vocational goals.
The service delivery model involves the use of three-way case consultation involving the job seeker,
a health services officer (clinical professional), and a dedicated Stream 4 placement consultant. This
team conducts the initial program assessment to determine and confirm the barriers to
employment, social support requirements and the priority areas for support required. As the
program progresses, regular reviews of progress towards goals are held, in a group and individual
setting.
The program design places a high importance on the empowerment of job seekers to take control of
their own futures. It seeks to build self-esteem and self-image and equip job seekers with the
relevant skills to be able to effectively and confidently do this.
Mentoring is delivered on-site as a part of the program delivery, and off-site as necessary. As job
seekers are placed into work experience or ongoing employment, mentoring services are extended
into post-placement support.
An initial employment intervention assessment and transition to work roadmap is established as
part of the service delivery structure. This initial engagement into the program considers the
participation profile, work hour requirements and work capabilities of each job seeker. Finalised
participation and work hour capacities are then aligned with the range of individual and group
interventions and vocational goal setting for the job seeker.
Job placement consultants will also work with specific local employers to identify suitable
opportunities for job seekers.
Mission Australia—Project HOPE
Location: Fraser Coast, Queensland
Target: Stream 4 Job seekers
Mission Australia believes that a sharper focus on labour market engagement up-front, combined
with long-term case management and mentoring support, will drive improved outcomes for longterm and disadvantaged job seekers. This contrasts with the traditional service delivery approach for
highly disadvantaged job seekers, which focuses on vocational and non-vocational barriers and case
management prior to meaningful labour market engagement.
Project Hope is built on the following enhancements to Stream 4 service delivery:
 holistic assessment of non-vocational barriers and aspirational, goal-driven vocational skills
 ongoing case management, both prior to AND after work placement
 participative negotiation with local employers to place, retain and support the case
management of project participants, supporting local employment and growing their businesses
 enduring change through effectively engaging stakeholders and offering 12 months of intensive
post-placement support that continues to address non-vocational barriers after project
participant has secured a job.
Participants commence the pilot by completing an intensive Stream 4 assessment and work action
plan. The assessment and work action plan are between the HOPE coordinator and the participant
who, in cooperation, identify and put in place strategies to address the job seeker’s barriers.
Participants undertake Pathways to Employment modules to address non‐vocational barriers. This
includes identifying an issue or strength with related strategies, activities/training to be
implemented, planned mentor activities and a target end date for goals. These steps are developed
through one‐on‐one case management and mentoring based on timelines in the job seeker’s work
action plan.
The HOPE Coordinator has a reduced caseload and can travel to meet client for signups and
appointments if necessary to allow for flexible servicing arrangements. The HOPE Coordinator
continues to maintain contact with job seekers while in post-placement support.
HOPE engages and works with participants in an environment outside of the usual Job Services
Australia offices, but in close proximity to the essential services those sites provide. Services are
delivered from drop-in centres (Hervey Bay Neighbourhood Centre and Maryborough
Neighbourhood Centre). Co‐locating and regular communication with organisations allows for
shared goals and actions to be discussed, enabling the job seeker to feel supported in their path to
employment.
ORS Group—Ex-offender project
Location: identified areas of disadvantage across New South Wales
Target: ex-offenders or offenders on pre-release (Stream 4)
The ex-offender project is aimed at addressing the high rates of unemployment in New South Wales
Stream 4 job seekers who have been flagged as ex-offenders.
This project aims to:
1 ensure that employment is a focus for offenders prior to their release or immediately upon their
release by partnering with correctional centres, juvenile detention centres, corrective services
centres, probation and parole services and Centrelink to engage ex-offenders. (Currently exoffenders do not have to participate in Job Services Australia until up to 13 weeks post release.
For many offenders this period is too long and they re-engage with criminal friends and lifestyle
and subsequently return to incarceration).
2 improve the assistance and resources available to offenders by working collaboratively with all
other parties involved in their case, in a joint case management approach.
3 implement a case management approach to ensuring that all ex-offenders have a vocational goal
that is suitable and realistic, and that they are provided with any training (including the
Language, Literacy and Numeracy Program), work experience and other assistance required to
be successful in obtaining and maintaining that employment.
4 address employability skills through the use of a mentor (who is experienced in working with
offenders and helping them find and sustain suitable employment).
5 provide strong post-placement support to both the ex-offender and the employer to ensure that
the employment situation is progressing well and that there are no issues which may impact on
the sustainability of the employment.
The project has three stages designed to assist ex-offender job seekers secure and maintain ongoing
employment.
The first stage is the assessment and referral stage, where the focus is on Stream 4 job seekers who
have been identified as ex-offenders either from the ORS caseload or through external referrals from
juvenile detention centres, the Community Restorative Centre, Shine for Kids or local correctional
centres. These job seekers complete an initial assessment to determine their vocational and nonvocational barriers with the project manager. From here a tailored case management plan is
developed, which includes referrals to appropriate services to address the job seeker’s nonvocational barriers. The job seekers are also linked with an ORS Mentor who has specialist
experience working within a correctional or juvenile justice centre.
The second stage of the project focuses on work preparation. In this stage job seekers are referred
to vocational support services which can include: a structured training or industry training to help
gain on-the-job skills; access to the Job Placement Program; courses through local training
organisations; and apprenticeships or traineeships. This stage also involves joint case
management/case conferencing held with all relevant stakeholders who are assisting the job seeker.
Once the job seeker is competitive in the open labour market, marketing services are conducted
with ORS’ specialist marketers and the project manager.
The third stage is the placement stage where ORS’ mentors provide strong post-placement support
to the job seekers. Post-placement support is completed on-site with both the job seeker and the
employer if possible and appropriate, but if this is not suitable, phone support is provided. The
frequency of the post-placement support is varied by the needs of the job seeker and employer and
is adaptable, dependent upon both parties and how they are progressing. This support continues for
26 weeks for both the job seeker and the employer.
ORS Group—HOPE project
Location: Parramatta, New South Wales
Target: Stream 4 caseload at risk of homelessness
The HOPE project seeks to improve the outcomes of homeless job seekers. The project’s service
delivery model involves a case management approach which encompasses a pre-employment life
skills course and an outreach service at Parramatta Mission. The program aims to improve social and
economic outcomes in the homeless population through better access to education, employment,
housing and concurrent non-vocational assistance.
The program has two parts—intensive joint case management incorporating a group-based training
program named HOPE Training, as well as outreach services including co-location, training and
assistance provided by ORS on-site at Parramatta Mission.
The HOPE Training program commences as a group-based training program. All eligible job seekers
complete an initial assessment that focuses on the job seeker’s accommodation needs, nonvocational barriers as well as vocational options.
A detailed case management plan is developed to assist the job seeker in gaining employment, and
any immediate needs are addressed by linking the job seeker with relevant community support
services and/or with the extensive range of services offered at ORS. If required, job seekers are also
referred to a comprehensive vocational assessment, which is conducted by a psychologist to
determine a suitable goal based on transferable skills, interests and aptitude. As part of this
assessment, literacy and numeracy skills are also assessed if needed.
The HOPE two week training program is focused on empowering and mentoring job seekers with the
skills required to maintain and sustain employment. The program is delivered to suit to a variety of
adult learning styles covering topics such as job search techniques, interview skills, workplace
integration, goal setting, communication and job retention behaviours. Modules are also
incorporated on identifying triggers for mental health and establishing positive mental health coping
strategies delivered by a registered psychologist. An exercise physiologist also delivers modules on
healthy living, nutrition and exercise on a budget. Guest speakers who are experts in their fields are
regularly invited and deliver information on accommodation support services, vocational training
options for skill shortage areas and expectations at an interview and in the workplace, which is
discussed by employers.
The next step involves a joint stakeholder case conference conducted with the employment
consultant, project manager, job seeker and any additional key stakeholders. The case conference is
conducted to ensure that adequate progress has been made on securing accommodation and to
provide further wrap-around services if required. The results of the vocational counselling
assessment are also reviewed and the job seeker is linked in with appropriate RTOs to commence
training and/or participate in work experience in their chosen industry.
During the work experience phase, the job seeker receives on-site mentoring and training from an
‘industry trainer’ with relevant vocational experience. Other mentors have also been used in the
program where it is considered more appropriate, for instance those from similar cultural
backgrounds including Indigenous mentors and or those who speak the same languages.
Once the work experience stage is completed a second case conference is conducted with all
relevant stakeholders. This meeting determines what actions and strategies will be put into place
and responsibility is assigned to the relevant provider. The ORS marketing team is also invited to
participate in this meeting to assist in marketing the job seekers to potential employers if they have
not already gained secure employment.
Once the jobseeker is in employment, weekly post-placement support and individual mentoring is
delivered. This support is more frequent if required and can include on-site visits from the project
coordinator or other appropriate mentors.
ORS Group—Post placement ongoing support
Location: Frankston, Victoria
Target: Stream 4 caseload who reach 26 week employment outcome but risk losing job
The post placement ongoing support program is designed to help maintain long-term employment
outcomes for Stream 4 participants. The program offers post-placement support for an additional six
months on top of the standard six months support provided by Job Services Australia. The concept of
additional ongoing post-placement support is currently operational within the Disability Employment
Services model and has been found to be highly effective.
The project has several key objectives:
 help stream 4 participants sustain long-term employment outcomes
 provide consistent and quality support to participants and employers over a 12 month period to
maintain their employment
 continue to strengthen relationships with employers and build knowledge of mental health and
disabilities
 build upon and strengthen existing relationships with other Job Services Australia providers
 use community service providers to provide an employment focused wrap-around service
tailored to the participant’s needs.
At the completion of a 26 week employment outcome, participants who are deemed to benefit from
ongoing post-placement support and who volunteer for the program are referred to the project
manager. These referrals can be obtained from ORS or other Job Services Australia providers within
the Employment Services Area. Once referred into the program, the project manager contacts the
participant and arranges for an initial ongoing support assessment to be completed. The initial
assessment guide was developed by ORS and establishes the likelihood of the participant
maintaining employment, the severity of the barriers, the potential for the barriers to interfere with
the participants’ employment and required services to maintain employment.
Based on the assessment, an ongoing post-placement support plan is developed to meet the
participant’s individual needs over the next 26 weeks. This plan can include access to ORS allied
health services, community services that ORS have partnered with, employment training and on-site
mentoring. If relevant, mentoring and support can also be provided through regular phone contacts
and/or on-site visits with the employer to address any workplace behaviour or adjustment concerns.
The option of wrap-around joint case management services is also reviewed for all stakeholders
assisting the participant. If case conferences are deemed relevant, monthly case conference are
arranged with the relevant stakeholder and chaired by ORS. The participant’s post placement plan is
detailed in an electronic tracker and updated during each service/contact/case conference with the
participant.
Ongoing post-placement support is continued until either the participant no longer wishes to
participate, is no longer in employment, has moved out of the area or has completed their 26 week
post-placement support period. At this point the participant is exited from the program.
ORS Group—Youth Pathways project
Location: Central Coast, New South Wales
Target: Stream 4 youth
This project is designed to address youth unemployment by enhancing the coordination of youth
community partnerships along with enhancing the employability of youth through training options.
This is done by addressing the key factors underlying youth unemployment, establishing joint case
management arrangements and creating stronger community and employer linkages. The program
consists of four stages based on identified best practice techniques. The program is group based.
The program is also supported by youth mentors (specialist youth employment consultants with
Stream 4 experience) and industry trainers (specialist staff members with relevant industry
experience who work alongside job seekers in the workplace to ensure that they are capable of
performing their work at adequate levels). The program delivery is flexible and caters for job seekers
who can only participate part time due to injury, illness, disability, caring requirements, participation
in other programs and non-vocational issues. Many of these topics can be run on an individual basis
by the youth mentors if necessary.

Stage 1—preparation and training
The purpose of this stage is to address common vocational and non-vocational barriers using a
range of multimedia presentations that tap into youth learning styles. The modules in this stage
promote emotional and social wellbeing along with pre-employment skills. They include life
skills, self-empowerment and employability skills.

Stage 2—career exploration
The second stage is focused on vocational exploration to help job seekers select suitable goals
and to ensure a stronger retention rate in employment. Local businesses present on availability
of jobs, what the jobs involve, qualifications required and steps needed to gain
employment. Field trips are conducted with the youth program coordinator to give participants
insight into a range of industries. Industries selected for the employer presentation and visits are
based on skills in demand in the local labour market. Staff from TAFE, private training
organisations and apprenticeship centres are invited to present on the range of courses they
offer to increase job seekers’ qualifications and educational skills.

A vocational assessment is conducted by a psychologist at the end of stage 2. This includes an
assessment of the job seeker’s literacy/numeracy skills as well as their abstract reasoning skills
and temperament. The results of the assessment are reviewed at a joint stakeholder meeting
with the job seeker, the Youth Project Coordinator, Youth Mentor and any relevant external
service providers.

Stage 3—work experience
Job seekers participate in either paid or unpaid work experience within their chosen industry.
Throughout Stage 3, the job seeker receives on-site mentoring from an industry trainer as well
as support from their youth mentor. At the end of this stage a second case conference is
conducted to review the job seeker’s vocational goals and plan for training and employment. If
the vocational goal is not suitable, the recommendation will be to complete some further work
experience in another industry until a suitable vocational goal is decided upon, through case
conferencing at the end of each work experience placement. In terms of training, the job seeker
is linked in with the training/courses to improve their employability. Following the obtainment
of the qualification they receive marketing assistance from the ORS marketing team.

Stage 4—Study or work
The job seeker progresses into the final stage once they are either in suitable paid employment
or study and receive minimum weekly on-site post placement support by their mentor or
industry trainer. Post-placement support decreases over time until the job seeker is working
independently.
PVS Workfind—ABLE project
Location: Nepean, New South Wales
Target: Stream 4 job seekers
In partnership with Australian Business Ltd (ABL), PVS aims to place a greater number of Stream 4
job seekers into Australian Apprenticeships by converting low-skilled entry-level job placements with
small to medium enterprises into Australian Apprenticeships for a Stream 4 job seeker. Job seekers
undergo a screening and assessment process to determine their suitability to take part in the pilot.
The project involves:
 appointment of an apprenticeship coordinator who is fully inducted into both the ABL Australian
Apprenticeship services process and the PVS Workfind Job Services Australia services
 implementation of an Australian Apprenticeship eligibility assessment and confirmation process
 assessment of language, literacy and numeracy ability to complete a Level II Certificate or above
 placements into entry level positions
 post-placement visits with employers, mapping potential vocational career pathways for the job
seeker through Australian Apprenticeships
 commencement of an Australian Apprenticeship, helping the business identify the most
appropriate training organisation
 additional and coordinated post-placement support services to the job seeker and the employer.
The ABLE Program:
 allows more time to establish an effective and personable working relationship with each
Stream 4 job seeker—this enables the coordinator to identify the clients’ career aspirations and
their obstacles to undertaking an apprenticeship/traineeship and sustaining employment
outcomes, and to overcoming those obstacles
 provides Stream 4 job seekers with access to wrap-around services so that barriers to sustained
employment are constructively addressed and resolved
 allows more time for the apprenticeship/traineeship coordinator to visit employers face-to-face,
thereby engaging the employer in the process
 provides follow-up support to the employer and apprentice/trainee to best enable sustained
outcomes
 provides the opportunity for the apprenticeship/traineeship coordinator to educate employers
on the benefits of increasing the skills of their workforce and understanding the availability of
subsidies
 enables the apprenticeship/traineeship coordinator and PVS employment coaches to develop a
more in-depth understanding of apprenticeships and traineeships
 develops a formal relationship with Australian Apprenticeship Centres, and allows marketing
conducted through the centre’s employer database
 provides job seekers with the use of Career Voyager software which demonstrates varying
career pathways to suit their individual preferences.
PVS Workfind—BEACON project
Location: Cairns, Queensland
Target: Stream 4 job seekers with mental health concerns
The BEACON project targets Stream 4 job seekers with known or suspected mental health issues,
including alcohol and drug misuse. The project focuses on strategies to identify, understand, address
and minimise the negative impact of the various obstacles to employment experienced by
participants.
The BEACON project aims to demonstrate wrap-around services by co-locating a mental health
coordinator to provide integrated assessment and case management to Stream 4 job seekers with
diagnosed or suspected mental health issues in the Cairns Employment Services Area. The project
involves updating a case management system with comprehensive details to provide a holistic
approach to address job seeker barriers, and helping them achieve employment or education
outcomes.
The project is a joint arrangement between Pathways Rehabilitation and Support Services Ltd and
PVS Workfind. It involves co-locating a mental health professional (from Pathways) within PVS’
Earlville site to facilitate the development of an integrated service delivery model between the
employment services and mental health/drug and alcohol sectors.
A main feature of the project is sharing ‘The Care Manager’ software system between the two
organisations. The software is currently used in the health sector to improve communications
between staff, clients, managers and external organisations and can record participant details,
funding sources, care planning, case management progress/outcomes and reporting of data and
attribute the cost of services.
It is envisaged that this will assist with streamlining and identifying pathways including available
funding to maximise participant’s access to, and uptake of, available mental health and employment
services.

Engaging job seekers—to better facilitate referral to services, the commencement date for pilot
participants has been staggered. This enables the mental health coordinator to immediately
refer job seekers to appropriate services, which is especially important because many job
seekers do not have health plan in place.

Developing joint case management arrangements—joint meetings conducted by the Stream 4
consultant and the mental health coordinator during the early engagement phase has provided
the opportunity to introduce job seekers to the mental health coordinator. This enables the
mental health coordinator to organise referrals to relevant services. This early identification of
needs and service referrals reduces the time required to overcome employment barriers.

Improved mental health assessments—a comprehensive assessment takes place to examine
psychosocial, drug and alcohol, and related areas. Upon completion of this assessment there is
immediate referral to external agencies for identified support services.

Multidisciplinary team—feedback occurs daily between the mental health coordinator and the
Job Services Australia staff, as the Pathways staff member is based at Job Services Australia
office. The PVS Stream 4 consultant continues to work on employment-related activity while the
mental health coordinator focuses on engagement with external support services to assist job
seekers primarily with their health barriers to employment.

The Stages of Change and Employment Readiness and the Measures of Social Inclusion Tools
provide additional insights into the job seeker’s connectedness.
PVS Workfind—SUSTAIN project
Location: Canterbury-Bankstown and South West Sydney, New South Wales
Target: Stream 4 job seekers
The objective of this project is to identify the factors that contribute to low sustainable employment
rates for disadvantaged Stream 4 job seekers. The pilot will:


Pre-placement: determine the needs and barriers faced by Stream 4 job seekers that result in
these job seekers ‘falling out of employment’. Strategies will then be developed to increase the
likelihood of the job seeker achieving a sustainable employment outcome (26 weeks).
Post-placement: test an alternative approach to post-placement support by trailing an evidencebased demonstration model. The model is comprised of continued intensive case management
and post-placement support, with the objective of supporting transitional and continuing
barriers experienced by job seekers in their post-placement phase (beyond 26 weeks).
Key principles underpinning the project include:

The retention consultant liaises with clients in a non-judgemental, respectful and positive
manner.

A retention consultant works with clients to identify their strengths and articulate their needs
and preferred strategies for improvement.

Additional time is made available for the retention consultant to spend with each Stream 4 job
seeker. This allows the consultant to build an effective working relationship with the job seeker
and to identify and better understand the complexity of issues faced by the job seeker. The
Sustain project allows the retention consultant to provide on-call assistance to each job seeker
based on their individual needs.

By better understanding the barriers and obstacles to sustained employment, the retention
consultant is able to tailor unique intervention and support strategies for each job seeker. The
identification and analysis of issues and patterns that have previously impacted employment
sustainability ensures that mitigation strategies are put in place prior to work placement. The
pilot includes intense, frequent and early scrutiny of a job seeker’s transition to work. If issues
arise during work placement, they are readily identified and resolved to promote sustainable
employment.

Involving the employer in action planning of work placements enables a greater understanding
of employee needs, resulting in commitment to strategies to enhance employee performance.
The employer is engaged during the first week of the placement (if not before) and ongoing for
12 months with regularity. An employer survey and an action plan are used as a means to gather
information and also involve employers while ensuring issues are resolved. The retention
consultant is removed as a decision maker in this process, but is the conduit between the
employer and job seeker, listening to their feedback individually and ensuring perceived barriers
are reviewed and addressed.
The pilot is also trialling the use of survey tools to gather data on job seekers including:
 social inclusion—Measure of Social Inclusion Tool (MSIT) Survey
 employment readiness—Stages of Change and Employment Readiness Survey (SOCEAR)
 resilience—Resilience Scare Survey
These tools provide insight into the personal factors that impact job seekers’ employment
aspirations and actions pre and post-employment, and also provide insight into a range of social
issues that impact participants’ level of social inclusion.
PVS Workfind—Building stable lives project
Location: Springvale, Victoria
Target: Homeless Stream 4 job seekers
Developed and implemented by PVS Workfind and Hanover Welfare Services, this pilot aims to
improve housing and employment outcomes for marginalised job seekers by changing the way that
specialist homelessness services and Job Services Australia providers work with these clients.
Most importantly it seeks to improve the ways that these two-service systems work together to
achieve both stable housing and employment outcomes for project participants. It does this by
providing a structured model based on co-case management supported by service level agreements;
increasing mutual understanding of client and service issues in both service systems through joint
staff development; and more effective use of joint resources to achieve more timely and sustainable
housing and employment outcomes.
The program also seeks to identify the way that such services can be provided with a cost neutral
impact on Job Services Australia through better use of combined Departmental funding and pooling
of currently available resources across both services.
The project delivers intensive co-case management from Job Services Australia, specialist
homelessness services and other complementary external services to improve consistency in the
way that assistance is provided to job seekers, by addressing their homelessness and related barriers
whilst finding employment and education outcomes. Project participants are sourced both from
specialist homelessness service and Job Services Australia caseload. All specialist homeless services
and Job Services Australia providers in the Bayside Employment Services Area can refer clients to the
program.
Building Stable Lives seeks to improve employment and education outcomes for job seekers
experiencing insecure housing by employing specialised housing employment case coordinators to
facilitate the joining up of employment and specialist homelessness services. The housing
employment case coordinators facilitate the development of three-way joint case agreements
between individual job seekers, their employment consultants and housing support workers.

Assessment—most services have stringent eligibility criteria. Job seekers are frequently
unaware of their eligibility for other support services and may be unwilling to disclose their
need to their Job Services Australia provider. The housing employment case coordinators are
finding job seekers are disclosing more detail to them than other consultants.

Referring job seekers to housing services—the process of referring job seekers to housing
and other external service providers and these services formally meeting the job seeker may
take weeks. The housing employment case coordinators have assumed a case management
role in order to support job seekers through these service gaps.

Addressing non-vocational barriers and linking in with external support agencies—the
metropolitan public service system is overloaded and in some cases there are long waiting
lists and stringent eligibility criteria, which leaves the private system (for housing, health
care etc.) as the only option for many clients. Furthermore, many workers in social services
providing assistance with non-vocational barriers are employed as support workers rather
than case workers, which means individual clients often struggle to navigate and access the
full suite of services they are eligible for. This project aims to link up service delivery to
address non-vocational barriers to employment.
Salvation Army Employment Plus—Connections Plus
Location: North Country, South Australia
Target: Indigenous Stream 4 job seekers
The Salvation Army Employment Plus has formed an interdisciplinary team and established
collaborative co-case management arrangements to provide an integrated servicing approach, to
better assist vulnerable and disadvantaged Indigenous participants to build on their strengths and
maximise their opportunities for social and economic participation.
The objectives of the pilot are:
1 to increase the social participation of participants by assisting them to better understand their
own assessed needs and barriers, and to support the job seeker with tailored interventions
designed to overcome their barriers
2 to increase employment and education participation and outcome rates by delivering services
designed to improve employability, such as increased self-management, motivation and goal
setting.
The interdisciplinary team:
 coordinates external suppliers to deliver services on or off-site
 manages initial and ongoing job seeker engagement/participation, commencement and
compliance (as required)
 delivers the initial and ongoing assessment and record information in an action plan
 manages the delivery of the initial and ongoing intervention/s in accordance with the action plan
 manages ongoing job seeker training, employment or education focus and placement.
The outputs of the team are recorded against a job seeker’s action plan. The action plan outlines
specific servicing arrangements and may include attachments such as a skills assessment, an
Employment Pathway Plan, Job Seeker Classification Instrument results, Employment Services
Assessment results, the Barrier Management Tool, a résumé and a health care plan (if and when
required).
Co-case management meetings are held with external suppliers that deliver services on or off-site.
Job placement options:
 The pilot is creating placement opportunities with employers which are able to be shaped
(where possible) to reflect the capacity of the participants.
 The customer liaison and Stream 4 employment consultants work collaboratively with the
interdisciplinary team (or other specialist providers) and prospective employers to shape
employment position descriptions so that they accommodate and reflect the capacity of job
seekers and continue to meet the requirements of the employer. This is expected to improve
employment outcomes by ensuring employment placement options are accompanied with a
collaborative and facilitative approach to create a better upfront understanding and
commitment about the position requirements of the employer (and what supportive
arrangements can be made to safeguard a sustainable outcome).
Mentoring is delivered based on the servicing requirements of participants and their particular
needs. Mentors are industry-specific and provide skill and industry information to participants who
are aiming to find work in that particular industry. Mentors also model employability skills (including
communication, team work and problem solving) and assist participants to prepare for the
workplace by providing advice and support based on their own experience in the workforce. The
mentors work one-on-one with participants to assist them in their learning and, with the consent of
participant, they encourage supportive family members and friends to attend sessions, including
sessions with specialists and the interdisciplinary team.
SYC (Job Prospects)—LAUNCH
Location: Playford, South Australia
Target: Young Stream 4 job seekers
LAUNCH is a place-based initiative, developed in partnership with local employers, community
services and local government. It is being delivered in collaboration with local providers to achieve
employment and education outcomes for young job seekers in Playford. Launch involves high
intensity and high frequency interventions, resulting in increased education and employment
outcomes for disadvantaged young job seekers.
Clinical case management:
 A clinical case manager (a qualified and experienced human services professional) is
assigned to each job seeker participating in the Launch program and has weekly contact with
the job seeker. The allocation of a clinical case manager to each job seeker is expected to
increase the likelihood of a job seeker identifying the full spectrum of barriers to
employment and making more rapid progress in overcoming these compared to standard
Job Services Australia services.
Joint case management and collaborative case conferencing:
 The initiative involves joint case management by the employment consultant and clinical
case manager, in addition to collaborative case conferencing with external service providers,
convened by the clinical case manager (as required).
 The employment broker, post-placement support officer and the employment consultant, in
conjunction with the clinical case manager, form a core delivery and co-ordination team. The
team facilitates a highly collaborative approach to service delivery and drives interventions
of high intensity and high frequency.
 Joint case management and collaborative case conferencing leads to improved outcomes as
it reinforces a common understanding amongst internal and external service providers of
the job seekers needs, goals and agreed actions. This increases accountability for providers
and job seekers, resulting in effective and enduring barrier reduction.
Job seeker assessment:
 A comprehensive assessment methodology enables the development of a case plan which
accurately addresses the totality of job seekers’ barriers.
 A BioPsychoSocial Assessment focuses on all life domains—mental and physical health,
housing, alcohol and other drug use, criminal history, family and peer relationships,
community engagement, work and volunteer history.
 The ‘DASS 21’ is a qualitative survey tool that assesses levels of depression, anxiety and
stress in terms of hopelessness, devaluation of life, self-deprecation, lack of
interest/involvement and anxiety.
 In addition, a client self-assessment tool is used to measure job seeker perceptions and
distance travelled.
Case plan:
 A step-by-step case plan is developed in consultation with the job seeker. The case plan
provides additional detail to the Employment Pathway Plan, breaking down the steps
needed to achieve employment. Bi-monthly case plan reviews also take place between the
job seeker, clinical case manager and employment consultant. The case plan drives all the
required activity for job seekers and, through regular review, ensures that changes in job
seekers’ circumstances and needs are reflected in agreed goals and actions.
Frequency of contact with job seeker:
 In addition to fortnightly meetings with the employment consultant, job seekers also have
weekly contact with their clinical case manager. The increased frequency of meetings helps
build rapport and trust, drives momentum for change, monitors progress, identifies risks to
goal completion and puts risk mitigation strategies in place.
Workskills Incorporated—Support, Experience and Training
(SET)
Location: Hobart, Tasmania
Target: Stream 4 job seekers (very long-term unemployed, youth or early school leavers)
The Support, Experience and Training (SET) target group includes Stream 4 job seekers who are very
long-term unemployed, youth or early school leavers. SET is based on a modified Stream 4 Service
Guarantee and simultaneously approaches vocational and non-vocational barriers. The model
focuses on:
 the development of employability skills
 simultaneous addressing of vocational and non-vocational barriers
 frequency and intensity of engagement
 use of non-accredited programs
 use of dedicated mentors
 use of internal programs as activity options for participants.
The period of service delivery is six months. Throughout this period, participants are expected to
undertake a minimum of two vocational interventions as well as non-vocational interventions.
Mentors are tasked with facilitating engagement in these as well as offering personal support.
Elements of the project include:
 a focus on experience and activity in relation to skills development, not assessment or classbased training
 four internal programs that are proven to work and accommodate very disadvantaged job
seekers:

Pathways: building confidence and understanding through conversation, recognition and
acknowledgement of individual motivation and experience. Starting local and then moving
out via physical visits to training providers, community houses and volunteer centres to
break some of the fear associated with going to unfamiliar places and having to ask
questions.

Gaining a Perspective (GAP): an overview of the world of work, goal setting, job search,
workplace survival, overcoming barriers, resolving problems and investigating training
options.

Red Shed Labouring: hands-on training for an identified cohort (long-term unemployed,
largely males of lower socio-economic background, some with exposure to justice system,
looking for manual work, highly resistant to formal training/class based activity).
Opportunities have a practical focus on generic labouring and civil construction skills.
Strongly supported by industry.






Red Shed Hospitality: practical experience of food preparation, service, communication and
skills sought by café, fast food, bar, informal restaurant and aged care hotel services
occupations.

Skills Equip: a first step to formal qualifications, including selected units from Certificate I, II
and III in Business. This allows participants to develop planning, confidence, communication
and basic IT skills. The units selected develop generic skills to support other vocational
training or education and as a base for a broad range of employment.
frequent case manager contact (weekly), backed up with mobile mentoring and practical
support
partnering with organisations best placed to assist job seekers with ‘top 12’ barriers and using
existing relationships with community in relation to other needs
pulling in internal expertise where warranted, to introduce job seekers to strategies to
manage/overcome barriers before introducing to external services
substantial opportunities for employer and industry contact including industrial visits, work
observation, employer visits, work experience, reverse marketing and job interviews
strategies to articulate job seekers from experience and activity-focussed programs to
qualifications.