As the NDIS Quality and Safeguards Commission (the Commission) begins the next chapter in its evolution as a contemporary, purpose-centred regulator, we recognise that our workforce is a key enabler of change. The Workforce Plan 2023-28 articulates opportunities that will support the Commission’s workforce and enable growth in key skills and competencies.
The Workforce Plan includes the Commission’s workforce vision: A highly capable and diverse workforce with a clear understanding of our organisation’s purpose and the confidence to meaningfully engage with participants and providers.
The Workforce Plan aligns with our 2022-2027 Strategic Plan.
The Pillars of our Workforce Plan
The Plan includes key, interconnected pillars: workforce sustainability, capability, growth and performance – all are critically enabled by diversity, inclusion and wellbeing, and our cultural principles:
- Workforce Sustainability – a sustainable workforce model that is intentional and aligned to our workforce design and composition. This means we have enough people to do the work at the right time. We have engaging, sustainable and supportive ways of working that foster wellbeing and enable impact across the workforce to deliver on our vision, purpose and ambition.
- Capability – our strong leadership, commitment to continuous improvement and ongoing learning empowers our workforce to build core capabilities needed today and for the future, to confidently apply regulatory powers for measurable impact and to be a contemporary, purpose-centred regulator.
- Growth – we continue to evolve and meaningfully embed contemporary and purpose-driven regulatory frameworks into capabilities, behaviours and ways of working. These are critical in transitioning into the future state and achieving our purpose. Our workforce is agile, flexible and willing to pivot with changes in demand as it arises, as the Commission shifts from start-up to scale-up with a reputation for regulatory excellence.
- Performance – we are passionate, engaged and high-performing, having strong collaborative relationships with peers, providers and participants and we are committed to operating and working as ‘One Commission’. We empower our workforce to be proactive, manage risks proportionately and maintain essential safeguards whilst minimising regulatory burden.
- Diversity, Inclusion and Wellbeing – we embrace our passion for our common purpose and commitment to workforce diversity, inclusion, wellbeing (both physical and psychological) and meaning into every aspect of work every day. The diversity of skills and perspectives in our community is key to our effectiveness. Our workforce is diverse and strengthened by the valuable knowledge and experience we offer. We embrace and celebrate our difference, foster resilience and value the importance of connecting wellbeing, contribution and work.
Mapping opportunities to achieve the Commission’s workforce vision
To realise the Commission’s workforce vision, achieve its strategic priorities and address workforce risks and opportunities, the Workforce Plan identifies a number of data-informed priority opportunities to guide how the Commission attracts, develops and retains a diverse workforce with the right skills and attributes over the coming five years. Forty opportunities have been identified and prioritised into three horizons: 0 - 6 months, 6 – 18 months and 18 months+. Five priority recommendations have been identified as foundational opportunities. The Commission has already begun work on a number of the initiatives.