Make changes as required and ensure everyone is aware of updates. Be aware of any issues that may arise that may need addressing. ACTION Put the plan into action If something doesn’t work, or the supported employee decides that they do not wish to participate in a particular activity, then discuss and review. If all is well, discuss further reductions in work hours and an increase in activities. If things are not going to plan review what can change and look at other options and alternatives – for the supported employee don’t give up. – RETIREMENT Ensure that the supported employee is happy with their new activities by reviewing the supported employee’s status and asking if they are comfortable with the changes in their life i.e. travel arrangements, finances etc. Discuss outcomes with family, carers etc. to ensure all is well. Appendix 2 Checklist Does the supported employee have support people in their life? (i.e. family, carers or advocates to assist and support them through transition) Is the employee aware of what retirement means to them? Does the supported employee have a goal about what they want to do in retirement? What would they like to do instead of going to work? How will they spend their time? Is there a Plan? Is everyone clear about their responsibilities in the plan? Is the plan achievable and sustainable? Have you adequately addressed any barriers, such as; Finances, fear of the unknown, transport to activities, care and support to participate in activities? Have you assisted the employee and carers by referring them to an appropriate agency to deal with any barriers? (i.e. Centrelink, Accommodation service, advocacy group, financial advisor) Have you regularly reviewed the Plan and progress with the employee and carers?
Make changes as required and ensure everyone is aware of updates. Be aware of any issues that may arise that may need addressing. ACTION Put the plan into action If something doesn’t work, or the supported employee decides that they do not wish to participate in a particular activity, then discuss and review. If all is well, discuss further reductions in work hours and an increase in activities. If things are not going to plan – review what can change and look at other options and alternatives for the supported employee – don’t give up. RETIREMENT Ensure that the supported employee is happy with their new activities by reviewing the supported employee’s status and asking if they are comfortable with the changes in their life i.e. travel arrangements, finances etc. Discuss outcomes with family, carers etc. to ensure all is well. Appendix 2 Checklist Does the supported employee have support people in their life? (i.e. family, carers or advocates to assist and support them through transition) Is the employee aware of what retirement means to them? Does the supported employee have a goal about what they want to do in retirement? What would they like to do instead of going to work? How will they spend their time? Is there a Plan? Is everyone clear about their responsibilities in the plan? Is the plan achievable and sustainable? Have you adequately addressed any barriers, such as; Finances, fear of the unknown, transport to activities, care and support to participate in activities? Have you assisted the employee and carers by referring them to an appropriate agency to deal with any barriers? (i.e. Centrelink, Accommodation service, advocacy group, financial advisor) Have you regularly reviewed the Plan and progress with the employee and carers?
transition_to_retirement.docx