Anticipating the Performance Framework

The countdown to Inclusive Employment Australia (IEA) is well and truly on. For providers, one of the most pressing priorities is understanding the new Performance Framework – how it will shape the sector, what it means in practice and how to prepare for day one.

This was the focus of Prospert and Disability Employment Australia’s recent webinar, “IEA: Anticipating the Performance Framework and Making a Flying Start.” More than 250 people registered, underlining just how significant this issue is for the sector.

The Framework in a Nutshell

As outlined by Peter Bacon, CEO of DEA, the framework boils down to two central measures:

1. Participant experience – Do people feel respected, supported, and genuinely helped on their employment journey?

2. Helping people find a job – Are enough participants securing and sustaining jobs relative to caseload?

Providers who succeed in both areas will be well-placed to thrive.

“We know three things. One is that you’re still going to have to get lots of people jobs. Two, you’re still going to have to keep lots of people in jobs. And three, they’re going to need to feel like they’re being respected through the process,” says Peter.

Striking the Right Balance

A recurring theme in the webinar discussion was balance. The new framework moves away from the compliance-heavy DES model, placing greater emphasis on participant voice. But DEA has cautioned against drifting too far from employment outcomes.

As highlighted in DEA’s recent response to the Department of Social Services: “Achieving employment outcomes (and even progress towards employment) is a key element of realising human rights, and not something from which to shy away.”

The message is clear: IEA must deliver both dignity and results – honouring participant rights while demonstrating value for taxpayers.

Issues Providers Should Watch

While the overall structure is set, the details are still being debated. From the webinar discussion and DEA’s feedback, four issues stand out:

1. Participant experience surveys must be fair, representative and focused on employment outcomes

2. Progress measures remain untested and risk unintended behaviours if introduced too early

3. Employment outcomes measurement should be linked to caseload rather than split between placements and sustainability

4. Transparency is critical. Providers need a clear line of sight between their work on the ground and their performance rating.

Why Acting Now Matters

For providers, the takeaway is not to wait for every detail to be finalised. As Prospert’s Paul Diviny explained: “If you’re just plain vanilla following the guidelines, it’s not a great customer experience and it doesn’t speak to your true point of difference in the market.”

Providers that move now on the following priorities will be ahead of the curve when early performance reviews begin:

• Strengthen participant engagement

• Sharpen job placement and sustainability strategies

• Invest in business intelligence and reporting

Prospert’s Take

The new Performance Framework will set the tone for IEA service delivery. Success depends on getting the balance right – respect for participants paired with strong employment outcomes, supported by evidence and data.

Or, to put it in DEA’s terms, the framework should ultimately answer two simple questions:

1. Are providers helping enough participants secure and sustain work?

2. Do participants feel respected and supported on their journey?

Providers who can confidently answer “yes” to both will thrive.

In our next blog, we’ll look at how to ensure your service delivery model is set up for success under IEA.