Issue 104
7 April 2008
Training products, including multimedia and information products, have been developed for disability business and advocacy services. Each service received a series of four folders about 18 months ago. The training products to fill them have been sent over time and the last of the products will be sent out in the next six weeks. Please note that additional copies of the folders are not available.
There are a wide variety of products specifically developed for employers and employees, as well as for anyone delivering training in the disability employment context. There are also products for other parties in contact with people with disability and disability organisations.
The products available so far are:
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Each fortnight a product from the Consumer Training and Support product list will be highlighted in disAbility e-news. The Disability Maintenance Instrument: Frequently Asked Questions guide is the product for this issue.
The Disability Maintenance Instrument: Frequently Asked Questions guide has been written for people associated with business services – from support staff, to managers, to Board members. As the title suggests, the purpose of this guide is to address the key questions, issues and concerns that have been raised by business services about the Disability Maintenance Instrument (DMI), the tool that is used to collect information about a client’s needs for support in the workplace.
The guide is a series of questions and answers about the DMI. The questions have been grouped into the following topic areas, to make it easier to find information.
The questions provide background information about the DMI, and cover some of the key issues about its implementation. In the answers you’ll find facts, advice and examples. The examples are used to clarify issues and identify possible solutions or options. There are also resources listed at the end of the guide, to help you extend your knowledge and understanding of the DMI.
A copy of this product and all the other Consumer Training and Support material can be accessed on the FaHCSIA Website.
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A review of the Information Kit for disability employment services is currently underway and will be completed by the end of May 2008. The review will determine whether the products in the kit are effective, relevant and if the products have reached their target groups. This review will also consider the issues and priorities for the future development of information products in relation to disability employment services.
This work will inform future development of information products that are appropriate to support the Quality Strategy. It will also determine whether there is a need for any associated training manual or guide to assist disability service staff to more effectively implement any future information products.
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In his usual fortnightly column, Michael answers some of the most frequently asked questions from the CBF Helpdesk.
If you have a DEA or FOFMS question for Michael, please contact the CBF Helpdesk by calling 1800 034 887, or by emailing helpdesk.cbf@fahcsia.gov.au
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The Disability Maintenance Instrument (DMI) is designed to measure the level of employment-related support a business service has provided over a thirteen week period, to help a supported employee reach an employment outcome. The assessment score equates to one of four funding levels, which are electronically determined by the answers to the assessment questions provided by the business service on FOFMS.
The DMI is not designed to measure the level of disability, work capacity, symptoms or what a supported employee can do.
Changes to the amount of employment-related support provided to a supported employee during subsequent DMI assessment periods may result in changes to the level of FaHCSIA funding provided for that supported employee.
It is the business service’s responsibility to ensure that answers to the assessment questions are correct and supported by appropriate evidence. The answers to the DMI assessment should be reviewed before the assessment is authorised. Once authorised the assessment cannot be reviewed or changed in any way.
In certain situations the level of employment-related support needed to keep a supported employee in employment may need to be reassessed. A DMI reassessment may be initiated by a business service when there is:
Should you have any queries regarding DMI assessments, please contact the Case Based Funding Helpdesk on 1800 034 887 or at helpdesk.cbf@fahcsia.gov.au
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The supported employee must sign a Client Consent form before you complete and authorise their Intake Assessment. The Client Consent formcan be found on the Literature site in FOFMS.
The $545 intake fee and monthly Employment Assistance payments for new cases are not payable until an Intake Assessment has been completed and authorised on FOFMS. FaHCSIA will not backdate payments to services that have not authorised intake assessments.
Cases without a completed and authorised Intake Assessment will have a status of 'Draft' in FOFMS and occupy one unit of outlet capacity. You should review your case list for any cases with a ‘Draft’ status and either complete and authorise an Intake Assessment or contact the Case Based Funding Helpdesk on 1800 034 887 to exit the record.
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You should create a supported employee case record on the day a potential employee first arrives for work. Creating a case on the employee’s first day will ensure that your service receives the funding to which it is entitled. This will save you time if the employee fails to attend your service and will not reduce your number of vacancies.
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Many organisations choose to update their records on FOFMS when they are notified of changes by a supported employee or when they review a supported employee’s Employment Assistance Plan (EAP).
Setting aside time to update supported employee records, when it is convenient for both you and the supported employee, will allow you to discuss any changes that may have occurred since the last review, such as a change of address or a new case worker. This will ensure that your organisation’s records align with the information you provide to FaHCSIA.
Please make sure that your service’s supported employee records are regularly updated to reflect their current circumstances and that all appropriate fields are completed. Remember, the Audit and Compliance Strategy considers, amongst other items, the accuracy of case and client records.
You will not be back-paid for any failed payments that occur because of incorrect or out of date information on FOFMS. If you have any further questions please contact the Case Based Funding Helpdesk on 1800 034 887.
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The Case Based Funding Helpdesk has a new fax number. Please fax all Work Based Personal Assistance and New Apprenticeship claims to (07) 3004 4688. Claims sent by mail can still be forwarded to GPO Box 9820, Brisbane QLD 4001.
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The Complaints Resolution and Referral Service (CRRS) is a service that helps people with disability sort out their complaints about disability employment and advocacy services. Anyone who uses or wants to use a disability employment or advocacy service funded by the Australian Government or any other person who is concerned about a person who uses or wants to use these services can contract CRSS to make a complaint.
The CRRS can assist with complaints when a service is not meeting the National Disability Services Standards either at work, with a service that helps find work or with an advocacy service.
Contact CRRS on 1800 880 052 (free call)
TTY 1800 301 130 (free call)
Email crrs@pwd.org.au
Fax (02) 9318 1372
Postal Address Locked Bag 2705,
Strawberry Hills NSW 2012
To use the National Relay Service call 1800 555 677 (free call) and ask them to call the CRSS for you.
If you need an interpreter, call 13 14 50 and ask them to call the CRRS for you.
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A new business venture for Coffs Harbour Challenge has created an innovative, world first employment opportunity for people with disability, while also benefiting the environment. Late last year, a crew from EcoCover International, New Zealand, installed the EcoCover manufacturing plant at Coffs Harbour Challenge.
This is the first purpose built EcoCover production plant in the world. At full production it can transform nine tonnes of office waste paper per week into a 100 per cent biodegradable mulch matting that eliminates weeds and the need to use herbicides. EcoCover retains up to 80 per cent of the soil’s moisture, reducing watering requirements for plant establishment and growth.
The EcoCover manufacturing plant installed at Coffs Harbour Challenge
This new business opportunity has already created four jobs, and it is hoped that eventually the number will increase to 20.
For over 50 years, Coffs Harbour Challenge has been providing opportunities for people with disability who need support to get and keep employment. Employing 36 people with disability at their existing enterprises, which include:
The shredded paper from the document destruction business is used in the manufacture of the EcoCover mats.
In October 2005, Coffs Harbour Challenge started looking for a new business venture to complement their existing enterprises. General Manager, Ian Wade said “We needed to ensure that we were able to continue to provide services for as long as there was a need – so we undertook a strategy to develop a business that would deliver the ongoing financial viability we needed”.
“We didn’t want much, just a business that was commercially viable, had a consistent revenue stream and was able to safeguard jobs, especially for people who are among the most vulnerable in our community, and we believe we have found that business.’
“This is an exciting venture for Coffs Harbour Challenge, it’s redesigning waste into a sustainable landcare system. This project is good for the environment and great for our community” said Mr Wade.
For further information call (02) 6652 6066.
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Email disAbility e-news if you'd like more information on a particular issue or program or to let us know what you think of this e-newsletter.
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Your contributions to disAbility e-news are welcome. Do you want to let others know about your successes? Or how you engage with local businesses to create employment opportunities for people with disabilities? Email your story idea to disAbility e-news.
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