Good Practices and Innovations in Public Governance 2003-2011

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Good Practices and InnovATIONS in Public Governance line. The benefits of JobAccess have been measured both qualitatively through user satisfaction surveys and quantitatively through data analysis. The number of pages viewed on the website for July 2007 has increased by one third since the site was released. The number of enquiries to JobAccess at the start of 2007 doubled compared to averages for previous years. JobAccess currently receives more than 1,000 enquiries per month. To date, nearly 70,000 copies of the Mental Health First Aid in the Workplace CD have been distributed. Perhaps the most notable achievement of JobAccess has been encouraging access to employer incentives. Previously the Workplace Modifications Scheme required three paper-based forms with an average turnaround time of 11 calendar days. The JobAccess model ensures that applications for assistance for less than $AU10,000 are answered within four business hours. For applications over $AU10,000, a workplace assessment is organised within two business days. JobAccess has met these requirements for 100% of applications. Once a workplace assessment report is lodged, in 94% of cases, the JobAccess Advisers review and approve the report within two business days. The number of people who have received reimbursement under the Scheme has increased from 408 in 2005-2006 to 684 in 2006-2007 and indications are that this will increase even more significantly in the future. From July to October 2007, 421 people have already been granted reimbursement under the Scheme. Lessons Learned JobAccess is highly replicable. A scoping study is currently being undertaken by Australia’s National Vocational Education and Training Disability Taskforce to see how the concept of JobAccess might be used in educational settings to assist students with disability and their teachers. The Taskforce will liaise closely with the JobAccess Advisers, the Department of Employment and Workplace Relations, the Department of Education, Science and Training (now the Department of Education, Employment and Workplace Relations), disability liaison officers in universities and colleges, training authorities in each state and territory, students with disability and their teachers to complete the study in early 2008. Options include expanding the current service to embrace the needs of students with disability and their teachers; adding new content to the website and sharing the site with a separate team of education experts; or modelling an entire new site and service on JobAccess. Whatever the outcome, the lessons learned from the JobAccess experience will be invaluable for the Taskforce. The Global Applied Research and Information Network (GLADNET) has been granted permission to use the concept and content on JobAccess to help other coun- 240
2008 Category 2: Australia tries and non-government organisations implement the new United Nations Convention of the Rights of Persons with Disabilities. Information about JobAccess has been sent to other countries. In the United States, the Job Accommodation Network team received it with the intention that the innovations developed from the Australian experience can be used in their own programs. The success of JobAccess can be attributed to the overwhelming input and support provided by Australia’s disability employment sector; state, territory and federal government departments and agencies; and the end users of the service: job seekers and employees with disability, their co-workers and employers. Ongoing consultation allowed the project team to tailor JobAccess to meet the needs of the target audience and to respond in a very specific and practical way to the barriers identified in the Report into Employment and Disability. Thanks to the input from employers and industry groups, JobAccess speaks the language of business. Employers will not find acronyms or government jargon on the website. Instead, they will find statistics, facts and case studies that demonstrate that the employment of people with disability makes good business sense. JobAccess provides compelling evidence to bust the myths around employing people with disability. Consumer organisations and job seekers and employers with disability have provided input to ensure that the service provides all the resources people with disability need to find and maintain a job in one place. JobAccess provides resume templates, information about disability confident employers, disclosure of disability and step by step guides for all stages of the employment journey. A phone call to the JobAccess Advisers can connect job seekers and employees to the service that best meets their individual needs. The contribution of co-workers of people with disability has allowed the service to encourage all Australian workers to become disability confident. JobAccess provides practical guides on how to communicate with people with disability, disability awareness training, mental health first aid in the workplace and advice on how to support a colleague with disability. The input of employment service providers has allowed JobAccess to respond to the needs of professionals assisting people with disability and employers looking for staff. JobAccess Advisers are professionals and understand the issues from the perspective of the employer, the employee and the service provider. They comprise occupational therapists, a registered psychologist, exercise physiologist and customer service officers. JobAccess provides a range of tools, publications, checklists and other resources to help employment service providers bring job seekers with disability and employers together. Ongoing feedback from each of these groups will ensure the continuing success of this Australian initiative. 241
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This publication provides an overvi
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