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Front matter and glossary
Document status, interpretation and reading notes for Guidelines Part A.
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Source details, coverage and attribution
Source record
Inclusive Employment Australia Guidelines — Part A: Administrative Requirements
Australian Government Department of Social Services
- Recorded version
- 1.1
- Effective
- 21 November 2025
- Publication location checked
- 21 September 2026
Independent web copy · not a Department publication. The recorded check is not a live check for newer Guidelines.
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Attribution and web changes
Source material: © Commonwealth of Australia 2025, Australian Government Department of Social Services, Inclusive Employment Australia Guidelines — Part A: Administrative Requirements, version 1.1. Used under the Creative Commons Attribution 4.0 International licence, subject to the exclusions in the DSS copyright notice.
ServiceCite split the Word document into chapter pages and reformatted it for the web. Word artefacts, source logos, duplicate navigation and internal authoring links were removed; workflow icons were replaced with text labels; and some links were moved for accessibility. ServiceCite headings, summaries, navigation and notices are independently written. This reuse does not imply Australian Government or DSS endorsement.
- Document ID
iea-guidelines-part-a- Version ID
iea-guidelines-part-a@1.1- SHA-256
1c38bae7298aedde9ae63598f24b4de2d4699417851ad7a24ced1eff3ff4ba61
Source: Australian Government Department of Social Services, Inclusive Employment Australia Guidelines — Part A: Administrative Requirements, version 1.1, © Commonwealth of Australia 2025. Used under CC BY 4.0 (creativecommons.org/licenses/by/4.0/), subject to the DSS copyright exclusions. Official source: https://www.dss.gov.au/system/files/documents/2025-12/inclusive-employment-australia-guidelines-part-a-v11-2.docx. ServiceCite reformatted the Word document for web navigation and search; this is not an official DSS publication. Authenticated provider material is excluded; check the applicable Deed and current portal instructions before operational use.
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Inclusive Employment Australia Guidelines
Part A: Administrative Requirements
Disclaimer
These Guidelines are not a stand-alone document and do not contain the entirety of an Inclusive Employment Australia Provider’s obligations. It must be read in conjunction with the Inclusive Employment Australia Deed 2025-2030 (the Deed), including any other relevant Guidelines and reference material issued by the Department of Social Services under or in connection with the Deed.
These Guidelines are not legal advice, and the Commonwealth accepts no liability for any action purportedly taken in reliance upon it and assumes no responsibility for the delivery of the Services. These Guidelines do not reduce the obligation of Providers to comply with their relevant legal obligations and, to the extent these Guidelines are inconsistent with obligations under the Disability Services and Inclusion Act 2023 (Cth), Social Security Law, the Privacy Act 1988 (Cth), Work Health and Safety (WHS) Laws or any other legislation or laws relevant to the respective jurisdictions in which Providers operate, the relevant legislation or laws will prevail.
Version History
Version 1.0 Published on: 17 July 2025 Effective from: 1 November 2025
Version 1.1 Published on: 21 November 2025 Effective from: 21 November 2025
In this version of the Guidelines, the visual identity has been updated to align with the Inclusive Employment Australia branding and the following Chapters have been updated:
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Chapter 1: Operational Requirement — includes new content on Inclusive Employment Australia branding
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Chapter 2: Provider Capability and Capacity – includes new content on mandatory training and claims for reimbursement under the Capacity Building Fund.
Guideline Interpretation and Glossary
Reading notes
These Guidelines, developed by the Department of Social Services (the Department), detail the objectives and operation of Inclusive Employment Australia.
The Guidelines may be updated or varied from time to time. The Department reserves the right to review and amend the Guidelines as deemed necessary and will provide reasonable Notice of any amendments.
The Guidelines use the following symbols to indicate different elements:
System step — This icon represents 'System Steps' – information contained under this dot point will relate to usage of the Department’s IT Systems.
Work health and safety — This icon represents 'Work Health and Safety Steps' – information contained under this dot point will relate to matters of WHS Law.
Evidence requirement — This icon represents ‘Documentary Evidence Requirement’ – information contained under this dot point will relate to matters of Documentary Evidence.
Related information
Reference information and websites relevant to these Guidelines include:
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Archives Act 1983
Glossary
All capitalised terms in these Guidelines have the same meaning as in the Deed unless otherwise defined below.
Breach is a failure by a Provider to meet or perform their obligations under the Deed.
Caseload means, in relation to the Provider at a particular point in time, all Participants who have on or before that point in time been Referred to, or Directly Registered with, the Provider and have not been Exited or transferred to another Inclusive Employment Australia Provider since that Referral or Direct Registration.
Inclusive Employment Australia Payment Assurance Program or Inclusive Employment Australia-PAP is a quarterly review of Documentary Evidence and/or third-party verification for a random selection of claims.
Inclusive Employment Australia Provider has the same meaning as Program Provider in the Deed.
National Disability Recruitment Coordinator or NDRC means the JobAccess program of that name, administered by the Department.
National Standards for Disability Services Audits or NSDS Audits are independent audits of Providers conformance with the National Standards for Disability Services (NSDS). Audit reports are provided to the Department and used to monitor Provider compliance and quality of service.
Performance Rating means a rating (Exceeds, Meets, or Improvement Required) issued to Providers in the Performance Scorecards after the Department has assessed them against each KPI.
Performance Scorecard means a high-level summary of the Provider’s performance published by the Department for the information of Participants and other stakeholders.
Privacy Law means the Privacy Act 1988 (Cth) and the Australian Privacy Principles.
Performance Improvement Plan or PIP is a Provider-developed strategic plan to improve performance against the Key Performance Indicators for the Inclusive Employment Australia Performance Framework.
Service Recipient means someone who is receiving or is in the process of applying for a social security payment, benefit, or allowance.