4. Job Plans

Supporting Documents for this Chapter

Supporting Documentssign-in required (sign-in required)

• Job Plan Codes by phase and participant type

• Employment Goals

• Job Plan Fact Sheet

Offline Job Plan agreement

• Meaningful Engagement Job Plan template – For Participants (Mutual Obligation)

• Detailed Job Plan template – For Participants (Mutual Obligation)

• Meaningful Engagement Job Plan template – For DSP Recipients (Compulsory Requirements)

• Detailed Job Plan template – For DSP Recipients (Compulsory Requirements)

• Meaningful Engagement Job Plan template – For Participants (Voluntary)

• Verbal notifications and scripts for Job Plan agreement - For Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirements)

4.1 Chapter OverviewCopy citation · §4.1

All Participants receiving Services are required to have a Job Plan. Each Participant’s Job Plan must always be up to date and include requirements that are achievable and appropriate for the person’s unique needs and circumstances.

This Chapter explains Provider’s responsibilities relating to Job Plans, including:

• the Meaningful Engagement Job Plan, and

• the Detailed Job Plan.

The Meaningful Engagement Job Plan outlines the Meaningful Engagement Requirement — which is a commitment made by the Participant to stay in contact with their Provider, attend Provider Appointments and undertake tasks and activities that will help them to achieve their Employment Goal. As outlined in Section 5.5 Meaningful Engagement Requirement, Providers will need to regularly discuss with each Participant how they will meaningfully engage and record an agreed approach to meaningful engagement that includes a mix of suitable tasks and activities outside of the Job Plan.

The Detailed Job Plan includes a detailed list of compulsory requirements that a Participant will need to meet in order to meet their participation requirements.

Provider staff have been delegated authority under Social Security Law to:

• require a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) to agree to a Job Plan

• approve a Job Plan on behalf of the Participant (with the Participant’s agreement via signed hard copy or verbally), and

• vary the terms of a Job Plan — this includes requiring a Participant to agree to compulsory requirements in the Detailed Job Plan when required.

This Chapter should be read in conjunction with Chapter 5:Participation requirements and Chapter 12:Compliance.

4.2 What is a Job Plan?Copy citation · §4.2

The Job Plan outlines what a Participant (Mutual Obligation) and DSP Recipient (Compulsory Requirements) must do in return for receiving their payment from Services Australia.

For Participants (Voluntary), the Job Plan sets out what the Participant agrees to do to continue to receive Services from the Provider.

Inclusive Employment Australia Providers will enter into one of the following Job Plan types with a Participant:

• Meaningful Engagement Job Plan, or

• Detailed Job Plan.

There are different templates for the Meaningful Engagement Job Plan and Detailed Job Plan for the following Participants:

• Participant (Mutual Obligation)

• DSP Recipient (Compulsory Requirements) or

• a Participant (Voluntary) – Meaningful Engagement Job Plan only.

The Department’s IT Systems will automatically create the correct template when exporting the Job Plan as a PDF.

4.2.1 Job Plans for Participants (Mutual Obligation)Copy citation · §4.2.1

For Participants (Mutual Obligation), the Job Plan becomes the ‘employment pathway plan’ they must have under Social Security Law. Participants (Mutual Obligation) are required to comply with any compulsory requirements in their Job Plan. Participants (Mutual Obligation) must enter into a Job Plan. Failure to enter into the Job Plan when requested is considered a Mutual Obligation Failure. Details relating to Mutual Obligation Failures, including failure to agree to a Job Plan, are included in Section 12.4 Compliance actions - Mutual Obligation Failures.

4.2.2 Job Plans for DSP Recipients (Compulsory Requirements)Copy citation · §4.2.2

For DSP Recipients (Compulsory Requirement), the Job Plan supports the ‘participation plan’ they have with Services Australia and can also be accepted as a ‘participation plan’ required under Social Security Law. DSP Recipients (Compulsory Requirements) must enter into a Job Plan. Failure to enter into the Job Plan must be reported to Services Australia, as outlined in Section 12.7.3 Reporting DSP non-compliance.

4.2.3 Job Plans for VolunteersCopy citation · §4.2.3

Participants (Voluntary) must have a Job Plan to receive Services, unless the Participant has a Services Australia Job Plan — as noted in Chapter 3: Commencements, Transfers, Suspensions and Exits.

Failure to enter into the Job Plan will mean that a Participant (Voluntary) cannot be Commenced and therefore will be either Suspended or Exited from the service in accordance with the guidance in Chapter 3: Commencements, Transfers, Suspensions and Exits.

Participants (Voluntary) do not need to update their Job Plan, as the Job Plan is not compellable.

4.3 Provider obligationsCopy citation · §4.3

Provider staff have delegated powers under Social Security Law to require Participants (Mutual Obligation) to enter into a Job Plan and to approve or update it as required.

The Provider’s main obligations relating to the Job Plans for each Participant, include:

• ensuring each Participant always has a current Job Plan during their Period of Registration

• ensuring the Job Plan enables Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirements) to meet their obligations under Social Security Law

• ensuring that the Job Plan is in a form approved by the Department

• entering Job Plan information into the Department’s IT Systems, noting:

  • tasks and activities will be agreed to as part of a plan for satisfying the Meaningful Engagement Requirement, managed outside of the Meaningful Engagement Job Plan — refer to Section 5.5 Meaningful Engagement Requirement, or

  • tasks and activities will be specified in a Detailed Job Plan as either a compulsory or voluntary requirement

• determining when a Detailed Job Plan must be entered into

• for Participants (Mutual Obligation) with a Detailed Job Plan:

  • setting an appropriate Job Search Requirement — refer to Section 5.7 Job Search, and

  • assessing the Participant’s capability to take personal responsibility for self-reporting their requirements — refer to Section 5.10 Personal responsibility for reporting attendance, and

• actively monitoring and recording each Participant’s compliance with their participation requirements, including the Meaningful Engagement Requirement – refer to Chapter 12: Compliance.

(Deed Reference(s): Clause 134, 136, 137)

Under Social Security Law, when developing a Job Plan, Providers must consider if the requirements are suitable based on:

• the Participant's education, experience, skills, and age

• the impact of any disability, injury, or health condition on the Participant's ability to work, to look for work, or to participate in Activities

• the impact of family and caring responsibilities on the Participant's ability to work, to look for work or to participate in Activities

• the participation opportunities available

• the state of the labour market and the transport options available

• the length of travel time needed to follow participation requirements, and

• the financial costs (such as travel costs) of following participation requirements and the Participant's capacity to pay for these costs.

4.3.1 TrainingCopy citation · §4.3.1

Provider staff must successfully complete the mandatory Job Plan training on the Learning Centre at least every 12 months. Staff must pass the module before they can create or update Job Plans.

It is essential that each staff member understands how to develop a Job Plan. In particular, staff members must know how to develop a tailored Detailed Job Plan in partnership with the Participant that meets their needs, personal circumstances, and ability to comply.

(Deed Reference(s): Clause 61.3, 143.1(a))

4.3.2 Ensuring Participants understand their rights and responsibilitiesCopy citation · §4.3.2

Before a Job Plan is negotiated and approved by the Participant, Providers must discuss the content of the Job Plan and ensure that each Participant understands what is being agreed to and the potential consequences, if any, of not agreeing to enter into the Job Plan or failing to meet requirements within the Job Plan.

The Provider must also ensure the Participant is aware of their rights, responsibilities and obligations under the Social Security Law and other Commonwealth policies, including:

• their right to think time to consider the Job Plan before agreeing to it — refer to Section 4.8.1 Think time

• that the Participant can notify their Provider, and request a review of their requirements, if:

  • there is a change in their circumstances

  • they need more personalised support

  • they believe the tasks and activities they are required to do are not suitable, and/or

  • they are having difficulty meeting their participation requirements, including the Meaningful Engagement Requirement

• the possible consequences of not agreeing with their Job Plan, and

• if relevant, the Complaints and review processes should a Participant not agree with the requirements set within their Job Plan, including the move onto a Detailed Job Plan — refer to Section 12.3.1 Provider Obligations [Targeted Compliance Framework] and Section 12.7.1 Provider Obligations [DSP non-compliance].

If a Participant (Mutual Obligation) is entering into a Detailed Job Plan, the Provider must also ensure the Participant is aware of their personal responsibility to self-report their participation against their Job Plan, unless the Participant is assessed as not being capable of self-reporting — refer to Section 5.10 Personal responsibility for reporting attendance.

(Deed Reference(s): Clause 113.1(l),134.19)

4.3.3 Interpreters, nominees, and support personsCopy citation · §4.3.3

The Participant can bring a support person and/or advocate with them to review their Job Plan, to serve as a trusted adviser. When a Participant asks, if the Provider considers it appropriate, the Provider can organise third party attendance of a support person on behalf of the Participant, with the Participant’s consent.

Providers must use an interpreter if a Participant with hearing impairment or a language barrier requires it — for example, a Culturally and Linguistically Diverse (CALD) Participant or First Nations Participant. This is to ensure the Participant understands their participation requirements before they negotiate and agree to their Job Plan.

Where a Participant has court appointed nominee arrangements in place as they are unable to manage their own affairs — for example with state and territory guardianship or financial management orders in place — the nominee should be involved in the negotiation of the Job Plan to ensure it appropriately reflects reasonable requirements for the Participant.

If a Participant has a nominee, advocate or support person in attendance, Providers should still promote self-determination and autonomy by the Participant, such that a Participant is fully involved in the decision-making process. This includes deciding and agreeing to tasks and activities (either as a part of their plan to meet the Meaningful Engagement Requirement or included in the Detailed Job Plan).

Providers may wish to refer to resources on supported decision making hub, on the Disability Gateway website, to understand the general role of advocates and support persons in supported decision making.

4.4 Entering into a Job PlanCopy citation · §4.4

All Participants must have a Job Plan. The Job Plan must be agreed before a Participant can Commence in Inclusive Employment Australia and must be updated so that it always remains current. The Job Plan is valid from the day on which it is approved in the Department’s IT Systems (which includes agreement to the Job Plan online or verbally).

When entering into a Job Plan, regardless of the Job Plan type, the Provider must explain the purpose and contents of the Job Plan as outlined in Section 4.4.2 Explaining the Job Plan to the Participant.

At the Initial Interview, Providers must review the Participant’s Job Plan history and will create a Job Plan for each Participant (unless the Participant has a Centrelink Job Plan) — which may be a Meaningful Engagement Job Plan or Detailed Job Plan in accordance with Section 4.4.1 Determining the appropriate Job Plan type. This Job Plan need only include the pre-populated fields. The Provider can include additional tasks and activities that are negotiated between the Participant and Provider over the Initial Engagement Period.

• Tasks and activities to inform a Participant’s Meaningful Engagement Requirement must be managed outside of the Meaningful Engagement Job Plan.

• Tasks and activities to meet Detailed Job Plan participation requirements must be added to the Job Plan.

In creating a Job Plan, Providers must discuss the individual goals a Participant would like to achieve. This will be captured in the Job Plan under the Participant’s Employment Goal and reflects how the Provider will help a Participant to work towards achieving their goal(s). See Section 4.5 Setting an Employment Goal for more information on this process.

Regardless of the Job Plan type, the contents of the Job Plan must include details, terms and information about participation requirements that must be met under Social Security Law, where relevant.

Note: If the Department’s IT Systems are temporarily unavailable, Providers can use Job Plan templates, available on the Provider Portal, to enter into a Meaningful Engagement Job Plan with a Participant (Mutual Obligation), DSP Recipient (Compulsory Requirements) or Participant (Voluntary), or Detailed Job Plan with a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements). Any Job Plan agreed to in this way must be recorded in the Department’s IT Systems as soon as possible. Providers must notify the Participant of their requirement to agree to their Job Plan. A copy of the verbal scripts for Job Plan agreement onlinesign-in required (sign-in required) by Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirements) has also been made available on the Provider Portal for this purpose.

4.4.1 Determining the appropriate Job Plan typeCopy citation · §4.4.1

Considerations at time of Commencement

Upon Commencement, a Participant will generally enter into a Meaningful Engagement Job Plan. There are, however, additional considerations for Transferred Participants and Participants who have transitioned from an Other Employment Service Provider.

At the Initial Interview, if the Participant has a previous Job Plan with an Inclusive Employment Australia Provider during their current Period of Service, the Provider must review the last approved Job Plan and notes entered in the Program Summary.

The Provider will require a Transferred Participant to enter into either a Meaningful Engagement Job Plan or Detailed Job Plan as follows:

• If a Transferred Participant previous Job Plan was a Meaningful Engagement Job Plan, the Provider must enter into a Meaningful Engagement Job Plan with the Participant.

• If a Transferred Participant previous Job Plan was a Detailed Job Plan, the Provider:

  • has discretion to enter into either a Meaningful Engagement Job Plan or Detailed Job Plan for a Participant (Mutual Obligation) in the TCF Green Zone, subject to a review of the Job Plan history and Program Summary comments

  • must enter into a Detailed Job Plan for a Participant (Mutual Obligation), if the Participant is in the TCF Warning Zone, regardless of the number of Demerits on their participation record, or

  • has discretion to enter into either a Meaningful Engagement Job Plan or Detailed Job Plan for a DSP Recipient (Compulsory Requirements), subject to a review of their compliance history, Job Plan history and Program Summary comments.

The Provider has discretion to enter into a Meaningful Engagement Job Plan or Detailed Job Plan for a Participant (Mutual Obligation) who has Commenced after a payment preclusion period because of a Work Refusal Failure or Unemployment Failure.

The Provider will require a Participant (Mutual Obligation) who transitioned from an Other Employment Service Provider to enter into a Detailed Job Plan if the Participant has 2 or more Demerits on their record, noting that these are not removed at the time of changing between employment services. In all other cases where a Job Plan with their previous Other Employment Service Provider, they should be entered into a Meaningful Engagement Job Plan, regardless of their compliance history.

If the Participant has a Centrelink Job Plan in place, the Provider must not enter into a Job Plan with the Participant.

System step — Providers can view a Participant’s Job Plan history on the ‘Job Plan’ screen in the Department’s IT Systems.

System step — Providers can view comments entered by other Providers in the Program Summary on the Department’s IT Systems.

System step — Providers can view the number of Demerits on the ‘Compliance’ screen in the Department’s IT Systems.

System step — Detailed instructions on creating a Job Plan are available in the Create Update Withdraw Meaningful Engagement Job Plan and Create Update Withdraw Detailed Job Plan task cards.

Evidence requirement — For a Transferred Participant, the Provider must add a file note that outlines the reasons why they have selected either a Meaningful Engagement Job Plan or Detailed Job Plan on Commencement.

System step — Providers may record the reasons for entering into a Meaningful Engagement or Detailed Job Plan for a Transferred Participant using the comment functionality in the Program Summary on the Department’s IT Systems (see Adding, Viewing and Editing a Comment in Program Summary task card).

Note: After a Participant (Mutual Obligation) has entered into a Detailed Job Plan, the Provider must request the removal of any applied Demerits. As the Provider will be unable to manually remove these Demerits, they must contact their Account Manager and request removal of the Demerits by the Department of Employment and Workplace Relations.

Considerations for Participants who have Exited

Providers may need to create or update a Job Plan for Participants who return within 13 weeks of their Exit (see Section 3.6.4 Participants resuming their Period of Service after Exit), depending on whether the previous Job Plan has been cancelled. The Participant must be entered into the same Job Plan type as the Participant had prior to their Exit, unless the Provider has determined a change of the Job Plan type is required:

• for a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) based on a documented Pattern of Disengagement or Pattern of Renewed Engagement prior to their Exit, or

• for a Participant (Mutual Obligation) as a result of a Work Refusal Failure or Unemployment Failure applied, which would have triggered the Exit.

Returning to Services 13 weeks or more after an Exit is a new Referral, and Providers must follow the process outlined above for determining the appropriate Job Plan at the time of Commencement.

Considerations during the Period of Registration

At any time during a Participant’s Period of Registration, a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) may be:

• required to enter into a Detailed Job Plan

• offered the option to re-enter into a Meaningful Engagement Job Plan, or

• required to change between a voluntary or compulsory Job Plan, depending on whether they have an active Volunteer Period.

Information on a Pattern of Disengagement and Pattern of Renewed Engagement is included in the Meaningful Engagement Provider Information Packsign-in required (sign-in required) on the Provider Portal.

Evidence requirement — Providers must ensure they have sufficient records regarding their decision to move between Job Plan types in order to support any complaints or appealable decision review processes. This includes the Documentary Evidence of a Pattern of Disengagement or Pattern of Renewed Engagement.

System step — Providers may record the reasons for changing the Participant’s type of Job Plan using the comment functionality in the Program Summary on the Department’s IT Systems (see Adding, Viewing and Editing a Comment in Program Summary task card).

Change to a Detailed Job Plan (from a Meaningful Engagement Job Plan)

A Provider will be responsible for entering into a Detailed Job Plan when a:

• Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) has demonstrated a Pattern of Disengagement, as outlined in Section 12.2 Steps when a Participant has failed to meet the Meaningful Engagement Requirement

• Participant (Mutual Obligation) has an applied Work Refusal Failure or Unemployment Failure (i.e. the failure was confirmed by Services Australia), see relevant Sections in Chapter 12: Compliance and the Social Security Guide — 3.11.13.30 Types of failures | Social Security Guide — for more information on applied failures, or

• Participant (Mutual Obligation) has 2 confirmed Demerits on their participation record.

System step — To change from a compellable Meaningful Engagement Job Plan to a Detailed Job Plan, Providers select the ‘Convert to Detailed Plan’ option on the ‘Job Plan’ screen in the Department’s IT Systems. Providers will then need to confirm that the Participant failed to meaningful engage (i.e. had a Pattern of Disengagement). Detailed instructions are available in the Job Plan – Convert plan type task card.

Note: After a Participant enters into a Detailed Job Plan, Providers must remove any applied Demerits. Refer to the Manual Demerit Removal supporting document under Chapter 12: Compliance for more information.

Change to a Meaningful Engagement Job Plan

A Provider may also enter/re-enter into a Meaningful Engagement Job Plan when a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) has a demonstrated a Pattern of Renewed Engagement, noting that the Department’s IT Systems will block the move if a Participant has 2 Demerits on their record.

Determining a Pattern of Renewed Engagement is at the discretion of the Provider. However, as general guidance, a Participant (Mutual Obligation) should be in the TCF Green Zone and have had no Demerits over the last 3-months. Similarly, a DSP Recipient (Compulsory Requirements) would have no instances of non-compliance reported over a 3‑month period. The lack of compliance actions indicates that they are consistently meeting the compulsory requirements in their Detailed Job Plan and therefore have demonstrated a Pattern of Renewed Engagement.

Evidence requirement — Providers must add a file note when a Participant has a confirmed Pattern of Renewed Engagement. The file note should include a summary of the Documentary Evidence used to support this determination.

System step — Providers should record that a Participant has a Pattern of Renewed Engagement using comment functionality in the Program Summary.

Note: If a Provider is re-entering a Participant onto a Meaningful Engagement Job Plan, it is recommended the Provider seek the Participant’s verbal agreement without setting think time. This is because failure to agree to the new Job Plan in a timely manner without a Valid Reason (for a Participant (Mutual Obligation)) or reasonable excuse (for a DSP Recipient (Compulsory Requirements)) would result in compliance action. Not agreeing the Job Plan would mean the Participant can no longer be seen to have demonstrated a Pattern of Renewed Engagement.

In cases where a Participant informs the Provider that they cannot or do not want to agree to the Meaningful Engagement Job Plan, the Provider must withdraw the Participant’s Meaningful Engagement Job Plan and the Participant will remain on a Detailed Job Plan.

System step — To change from a Detailed Job Plan to a compellable Meaningful Engagement Job Plan, Providers select the ‘Convert to Meaningful Engagement Job Plan’ option on the ‘Job Plan’ screen in the Department’s IT Systems. Providers will then need to confirm that the Participant is now able to meaningful engage (i.e. had a Pattern of Disengagement). Detailed instructions are available in the Job Plan – Convert plan type task card.

Change to a voluntary Job Plan

Providers will receive an alert in the Department’s IT Systems that the current Job Plan type is not suitable if a Participant’s requirements change during their Period of Registration.

Providers must amend the Job Plan from compellable / compulsory to voluntary for the duration that a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) is in an active Volunteer Period — i.e. the Participant is subject to an Exemption or Fully Meeting their Mutual Obligation Requirements but has choose to continue to receive Services.

Providers must amend the Job Plan from voluntary to compellable / compulsory once the Exemption ends or the Participant is no longer Fully Meeting their Mutual Obligation Requirements.

System step — To change the Job Plan, the Provider must cancel the existing approved Job Plan and follow the process to create a new Job Plan in the Department’s IT Systems. Detailed instructions are available in the Job Plan – Change of circumstance task card.

4.4.2 Explaining the Job Plan to the ParticipantCopy citation · §4.4.2

When entering into a Job Plan, as well as when updating a Job Plan, Providers must explain to the Participant:

• the purpose of the Job Plan

• the contents in the Job Plan

• how they will be supported to undertake tasks and activities included within the Job Plan or agreed to outside of the Job Plan (in the case of the Meaningful Engagement Requirement)

• how they will develop and record an Employment Goal

• the requirements outlined in the Job Plan, including the Meaningful Engagement Requirement.

Providers must ensure the Participant is aware of:

• their rights and responsibilities when entering into a Job Plan — refer to Section 4.3.2 Ensuring Participants understand their rights and responsibilities

• when the Job Plan may need to be updated

• how to give prior notice if they cannot meet a compulsory requirement in their Job Plan

• as relevant, what can happen if the Participant does not meet a compulsory requirement in their Job Plan without giving prior notice and/or having a good reason (Meaningful Engagement Job Plan only), Valid Reason (Detailed Job Plan for Participant (Mutual Obligation) only) or reasonable excuse (Detailed Job Plan for DSP Recipient (Compulsory Requirements) only)

• circumstances where a Participant will be required to agree to new terms in a Detailed Job Plan, including the types of evidence that will be collected to inform decisions related to a Pattern of Disengagement and failure to satisfy the Meaningful Engagement Requirement

• if appropriate, circumstances where a Participant could re-enter a Meaningful Engagement Job Plan, including the types of evidence that will be collected to inform decisions related to a Pattern of Renewed Engagement, and

• their right to lodge a complaint or appeal decisions made related to their Job Plan, and where they can find help to do this.

When entering into a Meaningful Engagement Job Plan, including when moving a Participant from the Detailed Job Plan to the Meaningful Engagement Job Plan, Providers must explain to the Participant how they can meet the Meaningful Engagement Requirement, provide a copy of the either the Meaningful Engagement Fact Sheet – For Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirement)sign-in required (sign-in required) or Meaningful Engagement Fact Sheet – For Participants (Voluntary)sign-in required (sign-in required) and begin to develop a plan on how the Participant will meaningfully engage.

Providers should be aware a Job Plan Fact Sheetsign-in required (sign-in required) has been developed by the Department, with additional information included in the Participant Information Pack. These documents are published on the Department’s website as well as being available on the Provider Portal.

4.4.3 Communicating Meaningful Engagement RequirementsCopy citation · §4.4.3

A Participant (Mutual Obligation) or DSP Recipient (Compulsory Participation) is able to meet their participation requirements by meaningfully engaging — which is a commitment to stay in contact and undertake agreed tasks and activities. This is also known as the Meaningful Engagement Requirement (see Section 5.5 Meaningful Engagement Requirement).

A Meaningful Engagement Fact Sheet – For Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirement)sign-in required (sign-in required) and Meaningful Engagement Fact Sheet – For Participants (Voluntary)sign-in required (sign-in required) has been developed by the Department to help Providers clearly communicate to Participants what is required to satisfy the Meaningful Engagement Requirement, or when the requirement has not been fully satisfied. This Fact Sheet must be provided to the Participant at the Initial Interview (hard copy or electronic version) and can be shared any other time the Provider feels it would be appropriate to assist conversations. Providers should be aware that additional information is also included in the Participant Information Pack, which is published on the Department’s website as well as being available on the Provider Portal.

A Meaningful Engagement Job Plan must be supported by a plan (developed in consultation with the Participant) on how the Participant will meaningfully engage. The aim is to ensure the Participant has ownership of the tasks and activities they will undertake to find suitable work. The contents of the plan must clearly identify the participant and agreed approach. There are no requirements about the form of this plan (beyond being in a format that is accessible and will work best for the Participant). Considerations for possible tasks and activities a Participant can do as part of the agreed approach for meaningful engagement are included in relevant sections of Chapter 5: Participation requirements.

4.4.4 Requirements that a Job Plan must not containCopy citation · §4.4.4

Under Social Security Law, a Job Plan must not contain a requirement for a person to undertake an unsuitable or inappropriate Activity — as discussed in Section 7.3.1 Inappropriate Activities. This includes any Activity that would aggravate a Participant’s illness, disability or injury.

Under Social Security Law, a Participant cannot be involuntarily required to undergo medical, psychological or other treatment.

A Job Plan must also not contain:

• irrelevant information, such as detailed personal medical information or details of medical conditions and medications, or

• information pertaining to the Participant’s day-to-day lives, such as getting their child to school or assisting with homework.

4.5 Setting an Employment GoalCopy citation · §4.5

Providers must work with the Participant to create a personalised, strengths-based Employment Goal.

The Employment Goal can be a short, medium, or potentially longer-term aim, and can include steps to address Vocational and Non-Vocational Barriers or steps to maintain existing Employment.

The Employment Goal must stay relevant to a Participant’s aspirations and progress towards ongoing, sustainable Employment. A goal can be replaced whenever a Participant shows they have achieved their goal, when they ask for the goal to be amended, or when they wish to set a new goal.

It is best practice to review the Employment Goal each time that the Job Plan is updated. The goal can help with discussions about appropriate Activities and Interventions that will help a Participant achieve their goal.

Providers must ensure the goal as entered into the Department’s IT Systems accurately encompasses the Participant's individual goal(s) and is written in the Participant's words.

Providers should ensure that Participants understand that the Employment Goal is included for information purposes only (i.e. there are no implications for not completing the goal), and that the purpose of the goal is to inform how a Participant will be supported through agreed tasks and activities.

The Employment Goalsign-in required (sign-in required) supporting document, on the Provider Portal, includes examples that Providers may draw upon when developing a goal with a Participant.

Note: Changes to the Employment Goal cannot be made without triggering an update to the Job Plan.

4.6 Contents of a Meaningful Engagement Job PlanCopy citation · §4.6

The Meaningful Engagement Job Plan will pre-populate with the Meaningful Engagement Requirement.

Providers must capture an Employment Goal, as was outlined in Section 4.5 Setting an Employment Goal. The Job Plan will also note that a Participant’s primary goal is to prepare for, find and maintain employment.

System step — The Meaningful Engagement Job Plan will pre-populate with a single compulsory requirement in the Department’s IT Systems.

System step — The Meaningful Engagement Requirement and an Employment Goal must be included for the Job Plan to be considered a valid Meaningful Engagement Job Plan in the Department’s IT Systems.

The contents of the Job Plan will also reflect whether a Participant is receiving Pre-Employment Support, Post Placement Support or Ongoing Support.

As noted in Section 4.4 Entering into a Job Plan, any agreed tasks and activities to support the Meaningful Engagement Requirement will be managed outside of the Job Plan. Providers can develop their own approach to support motivation and engagement of the Participant. The Provider should consider how to record and share the outcomes of these discussions with Participants.

System step — Providers can record the voluntary tasks and activities that the Participant has agreed to participate in using comment functionality in the Participant’s Summary on the Department’s IT Systems.

Note: There are options for a Provider to compel a Participant to attend a compulsory appointment if they are disengaged as outlined in Section 12.2 Steps when a Participant has failed to meet the Meaningful Engagement Requirement.

4.6.1 Arrangements for Participants with Mutual Obligation RequirementsCopy citation · §4.6.1

Participants (Mutual Obligation) can meet their Mutual Obligation Requirements through participation in Inclusive Employment Australia, as long as they satisfy the Meaningful Engagement Requirement.

(Deed Reference(s): Clause 134.8)

Codes within Meaningful Engagement Job Plan (Compulsory)

Example of a table styled with the second of the two DSS table styles. It is populated with food-related dummy data.

4.6.2 Arrangements for DSP Recipients with compulsory participation requirementsCopy citation · §4.6.2

DSP Recipients (Compulsory Requirements) must have at least one compulsory requirement in their Job Plan, which will be the Meaningful Engagement Requirement.

Any requirement to attend regular participation interviews with Services Australia will be included in their Participation Plan and does not need to be included in the Participant’s Job Plan.

(Deed Reference(s): Clause 134.11)

Pre-populated codes within Meaningful Engagement Job Plan (DSP U35)

Example of a table styled with the second of the two DSS table styles. It is populated with food-related dummy data.

4.6.3 Arrangements for VolunteersCopy citation · §4.6.3

There is a unique process for creating a voluntary Meaningful Engagement Job Plan.

Job Plans for Participants (Voluntary) can include only voluntary tasks and activities. As such, the contents of their Meaningful Engagement Job Plan will only include Code PA19 [Meaningful Engagement Requirement] as a voluntary requirement.

When a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) is Suspended but chooses to volunteer for Services (as outlined in Section 3.5.2 Volunteering during a Suspension), Providers must amend the Job Plan — to change the Meaningful Engagement Requirement from compulsory to voluntary (see Section 4.4.1 Determining the appropriate Job Plan type).

In addition, for a Volunteer (Mutual Obligation), the Provider must not negotiate a new Job Plan while a Centrelink Job Plan remains valid. If the Centrelink Job Plan expires, and the Participant is still undertaking an approved Activity that resulted in the Participant Fully Meeting their Mutual Obligation Requirements, they should be referred to Services Australia for the Job Plan to be updated.

System step — If a Participant (Voluntary) has a Centrelink Job Plan, Providers must not replace the Centrelink Job Plan. Instead, the Provider must record the voluntary tasks and activities that the Participant has agreed to participate in using comment functionality in the Participant’s Summary on the Department’s IT Systems.

(Deed Reference(s): Clause 134.8, 134.11)

Pre-populated fields in Meaningful Engagement Job Plan (Voluntary)

Example of a table styled with the second of the two DSS table styles. It is populated with food-related dummy data.

4.6.4 Arrangements for Participants eligible for Mobility AllowanceCopy citation · §4.6.4

Providers must have a conversation with each Participant to confirm if they are claiming or receiving Mobility Allowance — see Services Australia website for more information.

Where a Participant tells the Provider that they are claiming or receiving the standard rate of Mobility Allowance, the Provider must ensure that the Participant’s Meaningful Engagement Job Plan has one of the following as a voluntary requirement:

• Code JS07 [Research and Prepare Applications] — this activity is suitable for those receiving the Intensive Service Job Search phase, or

• Code ET64 [Work Preparation] — this Work Preparation activity is suitable for those receiving the Intensive Service Work Preparation phase or Flexible Service. There is no minimum number of hours required, but total hours entered must not exceed the Participant’s Employment Benchmark.

If a Participant (Mutual Obligation) or DSP Recipient (Compulsory Requirements) tells the Provider that they are claiming or receiving the higher rate of Mobility Allowance, the Provider must ensure that the Participant’s Meaningful Engagement Job Plan includes Code JS05 [Job Search with a Disability – Activity Tested] — as voluntary requirement.

If a Participant (Voluntary) tells the Provider that they are claiming or receiving the higher rate of Mobility Allowance, the Provider must ensure that the Participant’s Job Plan has JS06 [Job Search with a Disability – Non-Activity Tested] — this can only be entered as a voluntary requirement.

Inclusion of these Job Plan items triggers payment of Mobility Allowance. If the Participant does not have a relevant code included in their Job Plan, their Mobility Allowance payment may be cancelled.

Note: The inclusion of these activities additional to the Meaningful Engagement Requirement is specific to enable the Participant’s eligibility for Mobility Allowance. This will be made clear in the Job Plan contents for those with a voluntary requirement entered into a Meaningful Engagement Job Plan.

4.7 Contents of a Detailed Job PlanCopy citation · §4.7

The Detailed Job Plan will pre-populate with a set of specified compulsory requirements.

The contents of the Detailed Job Plan should include the pre-populated set, depending on if they are appropriate for the Participant’s (Mutual Obligation) circumstances and phase.

System step — The Detailed Job Plan will pre-populate with requirements in the Department’s IT Systems. Provider can then tailor the Job Plan to match the Participant’s circumstance and phase.

For Participants (Mutual Obligation), the following codes must not be removed from the Job Plan:

• Code AI16 [Compulsory Notified Appointments] – requirement to attend Appointments

• Code JS09 [Job Search – Monthly] — setting a Job Search Requirement

• Code JS13 [Accept and retain suitable work] — requirement to be willing to accept any offer of suitable paid work and not leave suitable paid work voluntarily.

For DSP Recipients (Compulsory Requirements), Code AI16 [Compulsory Notified Appointments] must not be removed from the Job Plan.

The pre-populated compulsory requirements should be combined with other suitable tasks and activities, either as compulsory or voluntary requirements in the Detailed Job Plan. Guidance on setting appropriate requirements is outlined in Chapter 5: Participation requirements.

Providers are encouraged to create strengths-based, goal orientated Job Plans where a Participant is supported to feel invested in, and have shared ownership of, their Job Plan. Refer to Section 4.5 Setting an Employment Goal for how to capture an Employment Goal.

System step — An Employment Goal must be included for the Detailed Job Plan to be considered a valid Job Plan in the Department’s IT Systems.

Care should be taken when determining the contents of a Detailed Job Plan to ensure that the Participant not only has the capacity to meet individual items, but the entire contents of the Job Plan.

Any tasks or activity entered as compulsory are mandatory for the Participant and non-compliance may need to be reported as explained in Chapter 12: Compliance.

Participants (Mutual Obligation) and DSP Recipients (Compulsory Requirements) must agree to the compulsory requirements set in their Detailed Job Plan, as long as the Provider is not requiring the Participant to meet any requirement that would be considered unsuitable under Social Security Law.

The Provider must ensure that the Participant understands the consequences for not undertaking compulsory tasks and activities in their Job Plan.

The Provider and the Participant should regularly review the contents of the Job Plan at Contact Appointments to ensure that all requirements are up to date and remain relevant. Where the review shows an update is needed, the Provider must update the Job Plan following a discussion with the Participant to ensure any changes made are well understood — as outlined under Section 4. and Agreement of the Job Plan — throughout the Participant’s Period of Registration.

The requirements set in a Detailed Job Plan should reflect whether the Participant is receiving Pre‑Employment Support, Post Placement Support or Ongoing Support. For those in the Pre-Employment Support phase, it should also reflect if they are receiving the Intensive Service or Flexible Service. The Participant’s current phase is shown in their Job Plan.

The are additional considerations for the suitability of requirements in a Job Plan when a Participant is in paid Employment — it sees a shift in focus away from tasks and that activities to help them prepare for or actively look for work. Tasks, activities and Support for a Detailed Job Plan Participant in Employment should relate to helping maintain their job or increase their work hours (depending on whether or not the Participant is working in Open Employment at or below their Employment Benchmark).

There are also limitations in setting some requirements depending on the Participant engagement in certain Activities — with guidance on adjustments to participation requirements outlined under each Activity in Chapter 7: Activities.

The Job Plan Codes by phase and participant typesign-in required (sign-in required) supporting document on the Provider Portal, includes details on what codes can be added as a compulsory and/or voluntary requirement in the Detailed Job Plan.

It is recommended that Providers limit the use of the free text option in the Detailed Job Plan.

(Deed Reference(s): Clause 134.9, 134.13)

Pre-populated fields in Detailed Job Plan (Compulsory) and Detailed Job Plan (DSP U35)

Example of a table styled with the second of the two DSS table styles. It is populated with food-related dummy data.

4.7.1 Arrangements for Participants eligible for Mobility AllowanceCopy citation · §4.7.1

Where a Participant tells the Provider that they are claiming or receiving the standard rate of Mobility Allowance, the Provider must ensure that the Participant’s Job Plan has one of the following, either as a voluntary or compulsory requirement:

• Code JS04 [Job Search Contacts Voluntary]

• Code JS07 [Research and Prepare Applications]

• Code JS09 [Job Search – Monthly]

• Code JS10 [Job Interviews]

• Code ET64 [Work Preparation].

Where a Participant tells the Provider that they are claiming or receiving the higher rate of Mobility Allowance, the Provider must ensure that the Participant’s Job Plan has Code JS05 [Job Search with a Disability – Activity Tested] — as compulsory requirement in the Detailed Job Plan.

The inclusion of Code JS05 [Job Search with a Disability – Activity Tested] must be in addition to Code JS09 [Job Search – Monthly] for Participants (Mutual Obligation).

Inclusion of these Job Plan items triggers payment of Mobility Allowance. If the Participant does not have a relevant code, their Mobility Allowance payment may be cancelled.

Information on Mobility Allowance is available on the Services Australia website.

4.8 Review and Agreement of the Job PlanCopy citation · §4.8

The Job Plan must be agreed between the Participant and the Provider, including whenever the contents of the Job Plan are changed or updated.

Once the Job Plan has been created in consultation with the Participant, the Provider must enter the Job Plan details into Department’s IT Systems and provide a copy of the Job Plan to the Participant for their review and agreement — as a soft copy on their Workforce Australia account and/or a hard copy print out.

The Provider must then notify the Participant that they must agree to their Job Plan and explain what will happen if they do not agree.

• If a Participant (Mutual Obligation) does not agree to their Job Plan, without a Valid Reason, they will be notified that their Income Support Payment will be suspended in 5 Business Days if they do not agree to their Job Plan.

• If a DSP Recipient (Compulsory Requirements) does not agree to their Job Plan, without a Reasonable Excuse, their non-compliance will be reported to Services Australia.

• If a Participant (Voluntary) does not agree to their Job Plan, they cannot be Commenced in Services and as a result must be Suspended or Exited.

The Participant can agree to their Job Plan online, by signing the hard copy provided or by stating they agree during a phone call or videoconference (see Sections below).

Further information on the compliance actions for not agreeing to the Job Plan as part of meeting participation requirements can be found in Chapter 12: Compliance. A Provider would Suspend or Exit a Participant (Voluntary) who does not agree to their Job Plan by following the guidance in Chapter3: Commencements, Transfers, Suspensions and Exits.

4.8.1 Think timeCopy citation · §4.8.1

Participants (Mutual Obligation) and Recipient (Compulsory Requirements) have 2 Business Days think time to review the proposed requirements of the Job Plan before agreeing to the Job Plan. Providers should tell the Participants that they can use this time to discuss their Job Plan with a third party (i.e. a nominee, advocate or support person).

When a Participant is to agree to their Job Plan online, via the Workforce Australia website or Workforce Australia App, the Department’s IT Systems automatically apply think time.

A Provider must offer think time when a Participant is to agree their Job Plan either in person or via a phone call or teleconference. If the Participant wants to use think time, the Provider should book another Contact Appointment in 2 Business Days to finalise agreement to the Job Plan.

If a Participant wants to immediately agree to their Job Plan and the Provider is confident that the Participant understands the requirements in their Job Plan, no think time is required.

System step — Participants always receive think time when the Job Plan is sent for online review and agreement.

System step — If a Participant is to agree to their Job Plan either via a signed hard copy or verbally and asks for time to consider the Job Plan, the Provider must manually ‘Set think time’ in the Department’s IT Systems.

Note: Participants (Voluntary) do not have to agree by a set date, and a Provider does not need to set think time.

4.8.2 Participants agreeing to the Job Plan onlineCopy citation · §4.8.2

Providers can send a Job Plan to the Participant to review and agree to online by sending it to their homepage through the Workforce Australia website or Workforce Australia app.

The Provider must inform the Participant that the Job Plan has been sent to their Workforce Australia homepage for agreement. The 2 Business Days of think time will start at this point.

The Provider must always read the notification scripts in the Department’s IT Systems. It is best practice to also send an email notification to the Participant.

When the Participant agrees to the Job Plan, the Job Plan status will automatically be set to ‘approved’ in the Department’s IT Systems.

If a Participant cannot agree to a Job Plan online because they live in an area with unreliable connectivity or other similar reasons, the Provider needs to inform the Participant that they must instead agree to the Job Plan via a signed hard copy or verbally.

4.8.3 Participants agreeing to the Job Plan via signed copy or verballyCopy citation · §4.8.3

Job Plans can be agreed to by the Participant in person or during a phone or videoconferencing conversation, including when the Participant does not have a Workforce Australia account.

When approving in person, the Provider should print out a hard copy of the Job Plan for the Participant to read and sign. When approving during a phone call or videoconference, the Provider must read out the Job Plan requirements to the Participant and the Participant must clearly state their agreement to their Job Plan.

The Provider must always read out the notification scripts in the Department’s IT Systems.

The Provider can finalise and approve the Job Plan in the Department’s IT Systems by confirming the Participant has read, understood, and agreed to the Job Plan and the date it was agreed.

Once the Job Plan is approved in the Department’s IT Systems, the Participant must be given the signed hard copy, if one was provided.

System step — The Provider must record in the Department's IT Systems the dates the Job Plan was agreed and approved.

Evidence requirement — Providers must retain a copy of the signed Job Plan.

Once the Job Plan has been agreed and approved in the Department’s IT Systems, the Participant will be able to access it from their Workforce Australia homepage.

(Deed Reference(s): Clause 134.17, 134.18)

4.9 Updating a Job PlanCopy citation · §4.9

A Participant’s Job Plan should be updated as needed, noting that a Provider must ensure that each Participant always has a current Job Plan.

For the purposes of these Guidelines, and as noted in the Deed, changing between Job Plan types or between a compellable and voluntary Job Plan is not considered an update, but rather the creation of a new Job Plan. Refer to Section 4.4 Entering into a Job Plan for relevant information on this.

Note: A Job Plan can only be updated if there is no compliance outstanding. If a compliance action is outstanding, the Department’s IT Systems will not permit the Job Plan to be updated. The Provider will be redirected to the ‘Compliance’ screen in the Department’s IT Systems to first resolve the non-compliance before updating.

Providers must update the Job Plan whenever the Participant:

• moves to a different phase — noting that the Job Plan will show if the Participant is receiving Pre-Employment Support, Post Placement Support or Ongoing Support

• requests to change their Employment Goal

• resumes their Period of Service, either following a Suspension or Exit

• has a change in their circumstances that impacts their ability to meet the requirements in their Job Plan (Detailed Job Plan only)

• commences a new Activity (Detailed Job Plan only)

• completes an Activity (Detailed Job Plan only)

• is still undertaking the activity agreed to for the purposes of Mobility Allowance but the period entered has expired

• has an ESAt or JCA (Detailed Job Plan only), and/or

• has a Capability Interview or Capability Assessment that determines that their Job Plan is inappropriate (Detailed Job Plan only).

(Deed Reference(s): Clause 134.2, 134.7)

Note: When updating a Job Plan as part of movement between phases or service offers, Providers must ensure that the new phase or service offer has been captured in the Department’s IT Systems prior to starting the process to update the Job Plan in the Department’s IT Systems.

The Participant will need to review and agree to their Job Plan each time it is updated, as outlined in Section 4.8 Review and Agreement of the Job Plan.

System step — To update a Job Plan, Providers edit the existing Job Plan. The Participant must review and agree to the updated Job Plan.

If an update has been made in error by the Provider or is no longer needed as the Participant has decided not to go ahead with a new task or activity that preceded the update, Providers may reinstate the previous Job Plan. This is as long as the Job Plan has not yet been approved in the Department’s IT Systems.

Participants (Mutual Obligation or and DSP Recipient (Compulsory Requirements) can be subject to compliance action for failure to agree to their Job Plan. If a Participant advises that they do not want to agree to an updated Job Plan, Providers should give consideration as to whether a new Job Plan must be agreed, or whether it is more appropriate to reinstate the previous Job Plan. Failure to agree to their Meaningful Engagement Job Plan should not be the only reason that a Participant is determined to have a Pattern of Disengagement.

Note: Participants (Voluntary) cannot be compelled to update their Job Plan.