Chapter 7. Job Plan

Supporting Documents for this Chapter:

• Job Plan template – Compulsorysign-in required (sign-in required)

• Job Plan template – Voluntarysign-in required (sign-in required)

• System step — Refer to the TtW System Steps Guide.sign-in required (sign-in required)

The Job Plan details the agreed Activities or Services the Participant will undertake to meet their Participation Requirements. Actively participating in TtW for 25 hour per week (or as applicable for those who are Principal Carer Parent or have reduced work capacity as outlined in the Participant Requirements Chapter) also satisfies any Mutual Obligations requirements a Participant may have under the Social Security Act.

For Participants in Transition to Work, a Job Plan is an ‘employment pathway plan’ and a ‘participation plan’ for the purposes of the Social Security Law.

This Chapter outlines the TtW Provider’s responsibilities and required actions when creating, reviewing and updating a Participant’s Job Plan. The requirements for a Job Plan, as outlined in this Guideline, apply to all Participants.

The Job Plan records the Activities or Services Participants have agreed to undertake to meet their Participation Requirements for TtW. For Group One Participants, this meets their Mutual Obligation Requirements under Social Security Law.

The Job Plan must be recorded in the Department's IT System.

The Job Plan must be regularly updated and must be tailored to the Participant’s individual needs and circumstances as they complete activities, learn to manage barriers and progress toward employment.

(Deed Reference(s): Clause 96; Section B2.3)

Providers must ensure all Participants have a current Job Plan in place.

Social Security Law requires Participants with Mutual Obligation Requirements to enter into a Job Plan if they receive the following Income Support Payments:

• JobSeeker Payment

• Youth Allowance (other)

• Parenting Payment Single (when the youngest child turns 6)

• Special Benefit (Nominated Visa Holders).

Group Two Participants are also required to have a Job Plan outlining their participation in TtW.

Parent Pathways Participants will have a Goal Plan in place created by their Parent Pathways Provider. TtW Providers are required to create a Job Plan with consideration of the commitments in the Participant’s existing Parent Pathways Goal Plan.

(Deed Reference(s): Clause 96; Section B2.3)

Providers and Services Australia have been delegated certain powers under Social Security Law including the power to require a Participant to enter into a Job Plan and to approve or update it. Providers must ensure that a new Job Plan is created and explained to the Participant and the Participant is provided time to consider the Job Plan before agreeing to it. The Participant must agree to the Job Plan either online or by signing a hardcopy (see Approving a Job Plan).

The Job Plan must be prepared (or updated) at the Initial Interview.

Providers must understand and comply with its obligations as a Delegate under Social Security Law, in relation to Job Plans.

Documentary evidence — The Job Plan must be created and recorded using the Department’s IT Systems.

• System step — The online Job Plan can be used for both Group One and Group Two Participants, noting the declaration is for those with mutual obligation requirements which does not apply for those not on Income Support Payments.

• System step — If the Department’s IT Systems are temporarily unavailable or there is no computer access, Providers must use the Job Plan template(s) available on the Provider Portal.

• System step — Details of the Activities included in the Job Plan must be entered into the Department’s IT Systems as soon as possible after the Job Plan is created. The contents of the Job Plan recorded must be exactly the same as the hardcopy Job Plan.

• System step — For detailed system steps on how to create, update and withdraw a Job Plan refer to the Digital Solutions Support (Knowledge Base) – Employment Systems Task Cards;

• System step — Job Plan - Adding a Transition to Work (TtW) Job Plan (KB0017334)sign-in required (sign-in required)

• System step — Job Plan - Updating a Job Plan for Transition to Work (TtW) (KB0017324)sign-in required (sign-in required)

(Deed Reference(s): Clauses 87.1, 96.4, 97.1, Section B2.3)

Under the Social Security Law, a Job Plan must contain the Activities or Services in which the Participant must participate and that are suitable for the person. When deciding the Activities in a Participant’s Job Plan, the Provider should engage with the Participant and consider the following (at a minimum):

• Participant’s individual circumstances. In particular:

• assessed work capacity, capacity to participate and personal needs

• impact of any disability, illness, mental or physical condition or other non-vocational issues on their ability to work, look for work or participate in Activities.

• vulnerabilities or vulnerability indicators such as homelessness, psychiatric problems or mental illness, severe drug or alcohol dependency, traumatic relationship breakdown, etc

• family and caring responsibilities of the Participant (including availability of childcare)

• cultural factors

• history of the Participant not participating (where relevant) to help ensure they do so in the future

• education, experience, skills and age. For Early School Leavers, the Provider should consider whether education/further study is appropriate for the Participant

• any other relevant matters (including if the Participant discloses they are a victim of family violence)

• state of the local labour market and transport options available to the Participant in accessing that market

• participation opportunities and Activities available to the Participant

• financial costs (including travel costs) of participating and the Participant’s capacity to pay for such costs

• length of travel time required to participate. Generally, reasonable travel time is up to 90 minutes each way, or 60 minutes if the Participant is a Principal Carer Parent or has a Partial Capacity to Work.

Barriers identified through this process must be entered in the Capability Management Tool and any Activities the Participant undertakes to learn to manage these barriers should be linked to the relevant barrier.

(Deed Reference(s): Clauses 92, 95.1)

Providers must ensure a Job Plan contains Activities or Services that will enable the Participant to meet their Mutual Obligation Requirements under the Social Security Law (Group One) or their TtW Participation Requirement (Group Two).

Most Participants will need to undertake a range of different Activities or Services to meet their Mutual Obligation Requirements.

Providers should determine the appropriate mix of individual, group and self-directed Activities for a Participant to meet their Participation Requirement and which are aligned to the Participants’ needs and areas of interest. This may include:

• training or education Activities

• Provider Appointments

• Job Search

• referrals to jobs

• Activities designed to develop Job Search and job interview skills or soft skills needed in the workplace

• financial management assistance

• Observational Work Experience

• participation in the Local Jobs Program or in Launch into Work Placements

• Part-Time work

• Voluntary Work

• Skills for Education and Employment (SEE) program

• Adult Migrant English Program (AMEP)

• Defence Force Reserves

• any of a range of Activities that help to address non-vocational issues.

The Activities or Services included in the Job Plan should generally be aimed at addressing Vocational and Non-vocational Barriers a Participant is experiencing that are impeding their progress towards Employment or further Education. Refer to the Employer and Participant Servicing Chapter and Performance Chapter for further information.

(Deed Reference(s): Clauses 96, 97)

Participants aged 22 years or older

Under Social Security Law, Job Plans for Participants receiving Youth Allowance (other) aged 22 years and over, should include Job Search requirements. Where a Job Plan does not include Job Search requirements for someone 22 years or older with Mutual Obligation Requirements, Social Security Law requires that Providers must either:

• be satisfied that the Activities in the Job Plan are currently more appropriate for the Participant than Job Search and therefore that they can fully satisfy the activity test by undertaking those Activities for at least 25 hours per week (or the hours in line with their Mutual Obligation requirements); or

• adjust the Participant’s Job Plan to also include a Job Search requirement; or

• Exit the Participant.

Under Social Security Law, the following items must not be included in a Job Plan:

• an Activity that would aggravate an illness, disability or injury

• a requirement the Participant undertake an Activity where the appropriate support or facilities (that take account of a person’s illness, disability or injury) are unavailable

• a requirement the Participant involuntarily undergo medical, psychiatric or psychological treatment

• an Activity involved in the sex or adult entertainment industry

• an unlawful activity, including an Activity that would contravene Commonwealth, state or territory laws relating to discrimination or workplace health and safety

• an Activity outside of Australia

• a requirement the Participant participate or otherwise be involved in a criminal activity

• any other terms contrary to Social Security Law.

A Job Plan must not include detailed personal medical information or details of medical conditions and medications. Providers must not include an Activity (or combination of Activities) in the Participant’s Job Plan if the Participant cannot reasonably undertake them.

Providers should discuss the contents of the Job Plan with the Participant to ensure they understand what they are agreeing to do and the potential consequences of not agreeing to enter into the Job Plan or failing to meet the requirements outlined in the Job Plan.

Providers must explain the Job Plan to each Participant including:

• the purpose of the Job Plan

• how the Provider intends to support the Participant

• how participating in the activities in the Job Plan are designed to help them learn to manage or overcome some of their barriers to employment

• the Provider’s Service Guarantee and Service Delivery Plan

• the section entitled ‘Information You Need to Know’ in the Job Plan

• the Participant’s rights and responsibilities under the Job Plan (including two business days ‘thinking time’ to consider the Job Plan before accepting it)

• what the Participant needs to do if they have a change in circumstances that affects their ability to meet the requirements in their Job Plan

• the consequences of failing to meet those requirements, including being Exited from TtW

• that the Participant should give prior notice when they cannot attend Appointments or participate in Activities

• the Participant’s right to appeal decisions and where they can find assistance to do so, and

• how their information is protected under privacy legislation and under Social Security Law.

Under Social Security Law, Participants must be formally notified of the date, time, location and other additional requirements for attending Appointments and participating in Activities.

(Deed Reference(s): Clause 97)

The Job Plan must be provided to the Participant for their agreement once the Activities and Services in the Job Plan have been negotiated and the Job Plan created in the Department’s IT Systems. This may be done by the Participant agreeing to their Job Plan online (through the Workforce Australia website), or by signing a hard copy.

Regardless of how a Participant agrees to their Job Plan, Participants can request two Business Days ‘think time’ to consider the proposed requirements of their Job Plan or to discuss the content with a third party before signing or agreeing to their Job Plan. If the Participant requests to have two Business Days ‘think time’ the Provider should book another Appointment in two Business Days’ time.

• Documentary evidence — If the Participant signs a hard copy of the Job Plan, Providers must give a copy to the Participant and also retain a copy.

If a Participant refuses to sign a Job Plan prior to the end of the Initial Phase, the Provider should record in the Department’s IT Systems the discussion with the Participant. Participants with Mutual Obligation Requirements must be referred to Workforce Australia Services and Exited from TtW. Participants without Mutual Obligation Requirements must be Exited from TtW.

(Deed Reference(s): Clauses 97, 107)

Providers must regularly review and update the Job Plan including when the:

• Participant’s circumstances change

• Participant commences a new Activity or Service, and/or

• Participant completes an Activity or Service that was in their Job Plan.

Job Plan content should be reviewed regularly to ensure all Activities are up-to-date and remain relevant.

When an Activity is completed, the Provider should discuss with the Participant whether the Activity or Service helped to overcome or manage their barrier. If the Activity or Service did not help or did not help enough, the Provider should consider other similarly focused Activities or Services which can support and assist the Participant and update the Job Plan with the new Activities or Services accordingly. If the Activity or Service did help the Participant overcome or manage their barrier, a new suite of Activities or Services should be entered into the Job Plan to address any other Vocational or Non-vocational Barriers the Participant may have or to provide other forms of assistance the Participant may need.

(Deed Reference(s): Clause 96.2)

When a Participant requests, or where the Provider considers it appropriate, Providers must use an interpreter to ensure each Participant understands their requirements before the Participant agrees to or signs the Job Plan.

Participants may bring a third party to the negotiation of the Job Plan if they wish.

Providers must work cooperatively with Humanitarian Settlement Program Case Managers, who may accompany some humanitarian entrant (refugee) Participants to interviews. A Humanitarian Settlement Program Case Manager can provide advice on appropriate employment strategies and activities that can help the Provider to develop a suitable Job Plan. (Note: A Case Manager is not an interpreter).

(Deed Reference(s): Clause 7)

Providers must use the comprehensive list of available Job Plan codes as they have been developed to be consistent with legislative requirements. This will enable pre-population and linkages through the Department’s IT Systems, the Participant’s Job Seeker Profile page on the Workforce Australia website, and the Services Australia’s IT system.

Note: The JS06 (Job Search with Disability) code must be used where the Participant is eligible for Mobility Allowance. More information on Mobility Allowance can be found on Services Australia’s website.

The Free-text code can only be used where no available code covers an Activity the Provider has decided to include in the Job Plan. Free-text is auto-populated into the Job Plan and, as such, is viewable to Providers and Services Australia.

(Deed Reference(s): Clause 98)

Table 7‑A: Job Plan Codes and Descriptor

Table 7‑B: Job Plan Assistance Codes and Descriptor