Complete an Employment Assistance Plan with the Supported Employee within the first four months of Employment. If the Supported circumstances change, as outlined in the DMI Employee’s Reassessment Triggers Table, you may complete a DMI Reassessment. If a Supported Employee is unable to achieve an Employment Outcome within 12 months of the Intake Completion Date, you must Immediately Exit the Supported Case on FOFMS. Employee’s A Supported Employee may Exit the Outlet at any time. If this occurs, you must immediately Exit the Supported Case on FOFMS. Employee’s Exited Supported Employees may re-enter the same Outlet if there is available Outlet/Stretch Capacity, or Start at a new Outlet if there is available Outlet Capacity. If you are unable to provide a Supported Employee with the Activity, you must Suspend or Exit their Case on FOFMS as per the Suspension and Exit rules contained in these Guidelines. The Employment Assistance Plan You must develop an Employment Assistance Plan with each Supported Employee who accesses your service, within four months of their Intake Assessment. You and the Supported Employee must review their Employment Assistance Plan no less than every twelve months and when significant change occurs (e.g. work role or health status changes). A suggested Employment Assistance Plan is at Appendix D and a copy is also located on the Literature tab on FOFMS. After the plan is developed and agreed to by both parties you must deliver the Activity to the Supported Employee in accordance with the agreed plan. The Employment Assistance Plan must: comply with the Disability Services Standards (FaHCSIA) 2007; comply with these Guidelines; outline the planned Employment goals of the Supported Employee outline the hours of employment agreed by both the Supported Employee and the ADE; outline the training planned and delivered to address competency shortfalls identified during wage assessments; be revised as required by the circumstances of the Supported Employee or the Guidelines; and be signed by a representative of the Outlet and the Supported Employee (or the Supported Advocate or representative). Employee’s Outlet Capacity Outlet Capacity is the number of in an Outlet funded by us. The ‘places’ ‘Outlet for each of your Outlets is set out in Item B of the Schedule. Capacity’ Cases on FOFMS that are in Draft, Started or Returned from Suspension are all classified as active and therefore take up Outlet Capacity. Cases that are Suspended or Exited do not take up Outlet Capacity. We do not guarantee referrals to your Outlets or that you will operate at maximum Outlet Capacity.
Complete an Employment Assistance Plan with the Supported Employee within the first four months of Employment. If the Supported Employee’s circumstances change, as outlined in the DMI Reassessment Triggers Table, you may complete a DMI Reassessment. If a Supported Employee is unable to achieve an Employment Outcome within 12 months of the Intake Completion Date, you must Immediately Exit the Supported Employee’s Case on FOFMS. A Supported Employee may Exit the Outlet at any time. If this occurs, you must immediately Exit the Supported Employee’s Case on FOFMS. Exited Supported Employees may re-enter the same Outlet if there is available Outlet/Stretch Capacity, or Start at a new Outlet if there is available Outlet Capacity. If you are unable to provide a Supported Employee with the Activity, you must Suspend or Exit their Case on FOFMS as per the Suspension and Exit rules contained in these Guidelines. The Employment Assistance Plan You must develop an Employment Assistance Plan with each Supported Employee who accesses your service, within four months of their Intake Assessment. You and the Supported Employee must review their Employment Assistance Plan no less than every twelve months and when significant change occurs (e.g. work role or health status changes). A suggested Employment Assistance Plan is at Appendix D and a copy is also located on the Literature tab on FOFMS. After the plan is developed and agreed to by both parties you must deliver the Activity to the Supported Employee in accordance with the agreed plan. The Employment Assistance Plan must: comply with the Disability Services Standards (FaHCSIA) 2007; comply with these Guidelines; outline the planned Employment goals of the Supported Employee outline the hours of employment agreed by both the Supported Employee and the ADE; outline the training planned and delivered to address competency shortfalls identified during wage assessments; be revised as required by the circumstances of the Supported Employee or the Guidelines; and be signed by a representative of the Outlet and the Supported Employee (or the Supported Employee’s Advocate or representative). Outlet Capacity Outlet Capacity is the number of ‘places’ in an Outlet funded by us. The ‘Outlet Capacity’ for each of your Outlets is set out in Item B of the Schedule. Cases on FOFMS that are in Draft, Started or Returned from Suspension are all classified as active and therefore take up Outlet Capacity. Cases that are Suspended or Exited do not take up Outlet Capacity. We do not guarantee referrals to your Outlets or that you will operate at maximum Outlet Capacity.
example_operational_guidelines_dea_v3.docx