Academic literature on the topic 'Commonwealth Employment Service (Australia)'
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Journal articles on the topic "Commonwealth Employment Service (Australia)"
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Black, Margaret E., and Dianna T. Kenny. "The Assessment Plus Program: An Alternative Approach to the Vocational Assessment Process." Australian Journal of Rehabilitation Counselling 7, no. 2 (2001): 74–84. http://dx.doi.org/10.1017/s1323892200000740.
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Commonwealth Rehabilitation Services (CRS) Australia provides vocational assessment services to a client group whose rehabilitation is funded by Family and Community Services. Currently, the assessment of client skills, abilities and needs is based on the case management model. This model was expanded in the Assessment Plus study with the addition of a four-week assessment schedule and a series of educational group sessions. The program was conducted by a multi-disciplinary team at CRS Australia's Maroubra Unit, NSW. Forty-six CRS clients meeting inclusionary criteria formed the subject group for the study. Data was collected for the first eight months following implementation of the Assessment Plus program. The outcomes for study participants were compared with a matched group of 46 clients referred for assessment during the same period in 1999 prior to the implementation of Assessment Plus. The results of the study program showed a statistically significant increase in employment outcomes in the Assessment Plus group, with 12 (26%) clients recorded in employment compared with 3 (6%) in the control group. There was also an improvement in service delivery factors. These included a shorter assessment phase, an increase in the number of vocational goals identified and required reports filed. The results suggest that providing a time-based assessment frameworkplusintensive client involvement and participation improves vocational outcomes and service delivery.
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Mulgan, Richard. "Outsourcing and public service values: the Australian experience." International Review of Administrative Sciences 71, no. 1 (March 2005): 55–70. http://dx.doi.org/10.1177/0020852305051683.
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With the increasing use of private organizations to provide public services and the corresponding blurring of boundaries between the public and private sectors, can public servants be held to a distinct code of ethics or should public sector ethical standards be applied to private providers? This question is explored in the context of the Australian Commonwealth which has recently codified a set of public service values in legislation and where agencies are being asked to report on the extent to which they require contractors to comply with public service values. Practice is evolving, with most emphasis on values relating to direct service to the public. Public service values dealing with internal organization and employment conditions, including the merit principle, are less likely to be extended to private contractors.
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Mummé, Claire. "Bhasin v. Hrynew: A New Era for Good Faith in Canadian Employment Law, or Just Tinkering at the Margins?" International Journal of Comparative Labour Law and Industrial Relations 32, Issue 1 (March 1, 2016): 117–29. http://dx.doi.org/10.54648/ijcl2016007.
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In Commonwealth Bank of Australia v. Barker the High Court of Australia refused to impose an implied duty of mutual trust and confidence into the employment contract, reasoning that doing so would take the Court beyond its legitimate authority. Issued two months later, the Supreme Court of Canada went in a different direction. In Bhasin v. Hrynew, the Court crafted a new substantive doctrine of honest contractual performance, based on a newly-recognized central organizing principle of good faith in contract law. A few months later the Court applied the organizing principle of good faith to circumscribe the exercise of an employer’s discretion in Potter v. New Brunswick Legal Aid Services Commission. This article offers an assessment of the potential impact of Bhasin and Potter on the future direction of Canadian employment law.
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Stirling, Yolande, Kate Higgins, and Melissa Petrakis. "Challenges in implementing individual placement and support in the Australian mental health service and policy context." Australian Health Review 42, no. 1 (2018): 82. http://dx.doi.org/10.1071/ah16093.
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Objective Although Australia’s service and policy context differs from that of the US, studies have highlighted potential for individual placement and support (IPS) to support competitive employment outcomes for people with severe and persistent mental illness. The aim of the present study was to explore why the model is not yet widely available. Methods A document analysis was conducted to discern reasons for challenges in implementation of IPS practice principles within the Australian service context. Results The document analysis illustrated that although policy acknowledges the importance of increasing employment rates for people with severe and persistent mental illness, consistent measures, change indicators, direction and time frames are lacking in policy and strategy documentation. Further, IPS principles are not consistently evident in guiding operational documentation that government-funded Disability Employment Services (DES) programs are mandated to adhere to. Conclusions For IPS to be readily implemented, it is necessary for government to offer support to agencies to partner and formal endorsement of the model as a preferred approach in tendering processes. Obligations and processes must be reviewed to ensure that model fidelity is achievable within the Australian Commonwealth policy and service context for programs to achieve competitive employment rates comparable to the most successful international programs. What is known about the topic? The IPS model has been established as the most efficacious approach to support people with severe and persistent mental ill health to gain and sustain employment internationally, yet little is known as to why this model has had very limited uptake in the Australian adult mental health service and policy context. What does this paper add? This paper provides an investigation into the achievability of IPS within DES philosophical and contractual arrangements. What are the implications for practitioners? Mental health practitioners are typically skilled in their understanding of individual or micro-level challenges faced by consumers in achieving vocational goals: working with symptoms, medication side effects, motivation and anxiety. The present study was designed to offer practitioners an increased understanding of service-level factors, because these present considerable challenges to achieving sustained employment. This paper is a call for greater advocacy towards better integration of employment and mental health service delivery in the Australian policy and practice context.
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Valadkhani, Abbas, and Russell Smyth. "The effects of the motor vehicle industry on employment and research innovation in Australia." International Journal of Manpower 37, no. 4 (July 4, 2016): 684–708. http://dx.doi.org/10.1108/ijm-06-2015-0098.
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Purpose – The purpose of this paper is to examine the likely economy-wide impacts of the complete shutdown of the motor vehicle industry on output and employment in Australia using the latest input-output (IO) table (2009-2010). Design/methodology/approach – Both supply- and demand-driven IO models are employed to determine the extent, and pattern, of the resulting output and job losses in upstream and downstream industries. An analysis of the first-order field of influence is also conducted to observe how output multipliers in other sectors respond to changes in the self-use-input-requirement of the professional, scientific and technical services (PSTS) industry. Findings – The PSTS industry (with a significant research and development (R & D) component and the highest forward linkage index) would be hardest hit with the collapse of the motor vehicle industry. Research limitations/implications – This paper identifies a number of industries that are more likely to be heavily influenced by the resulting lack of R & D in the PSTS industry in the near future. Unless more funding is allocated to other research and technology-intensive industries, the extinction of the motor vehicle industry, coupled with the recent budgetary cuts for strategic organisations such as the Commonwealth Scientific and Industrial Research Organisation, can reduce the positive spillover effects of R & D activities on the Australian economy. Originality/value – This is the first study to examine the effects of the shutdown of the motor vehicle industry on employment in Australia. The results also have broader implications for other developed countries that have declining motor vehicle industries. The findings suggest that the global decline in the motor vehicle industry can adversely affect investment in R & D in upstream and downstream industries. More generally, the results suggest that the shift in motor vehicle production to developing countries, will contribute to increased R & D intensity in them at the expense of developed countries.
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Mendes, Philip, and Samone McCurdy. "Policy and practice supports for young people transitioning from out-of-home care: An analysis of six recent inquiries in Australia." Journal of Social Work 20, no. 5 (May 30, 2019): 599–619. http://dx.doi.org/10.1177/1468017319852702.
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Summary Government and parliamentary inquiries into child protection have historically exerted a significant impact on policy and practice reform. Yet to date, there has been no analysis of the impact of such inquiries on programme and service supports for young people transitioning from out-of-home care (often termed leaving care). This article uses a content analysis methodology to critically examine and compare the findings of six recent Australian child protection inquiries (five at state and territory level and one Commonwealth) in relation to their discrete sections on leaving care. Attention is drawn to how the policy issue is framed including key terminology, the major concerns identified, the local and international research evidence cited and the principal sources of information including whether or not priority is given to the lived experience of care leavers. Findings All six inquiries identified major limitations in leaving care legislation, policy and practice including poor outcomes in key areas such as housing, education and employment. There was a consensus that post-18 assistance should be expanded, and most of the reports agreed that greater attention should be paid to the specific cultural needs of the large number of Indigenous care leavers. Applications Care leavers universally are a vulnerable group; leaving care policy should be informed by the lived experience and expertise of care leavers; governments have a responsibility to provide ongoing supports beyond 18 years of age, particularly in areas such as housing and education, training and employment
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Mitchell, R., and M. Mcmullen,. "The Australia Commonwealth Rehabilitation Service." Disability and Rehabilitation 21, no. 10-11 (January 1999): 501–4. http://dx.doi.org/10.1080/096382899297323.
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Niaconachie, Glenda. "From Bureaucrat to Professional: Skill and Work in the Commonwealth Employment Service." Journal of Industrial Relations 35, no. 2 (June 1993): 221–41. http://dx.doi.org/10.1177/002218569303500202.
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Most research on skill and the labour process (most notably the deskilling debates) has concentrated on private sector organizations. Very few empirical studies have considered skill and the organization of work in relation to public servants. Employ ment officers, the primary operational level in the Commonwealth Employment Service, are the focus of this paper. Between the early 1970s and 1990 their roles and skills were transformed as a consequence of the combination of policy, organizational and technological changes. The changing roles of the Commonwealth Employment Service were reflected in the skill shifts of its employment officers. Clusters of appropriate skills were required at specific points. Individual elements within these clusters were deskilled, reskilled or upgraded, sometimes simultaneously. The most significant aspect is the shift from traditional bureaucrat to professional service deliverer, with a subsequent recognition of 'personality skills'. These personality skills have become incorporated as requirements of the job, and are no longer individual capabilities.
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Colley, Linda, Shelley Woods, and Brian Head. "Pandemic effects on public service employment in Australia." Economic and Labour Relations Review 33, no. 1 (December 3, 2021): 56–79. http://dx.doi.org/10.1177/10353046211056093.
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The COVID-19 pandemic is sending shockwaves through communities and economies, and public servants have risen to the novel policy challenges in uncharted waters. This crisis comes on top of considerable turmoil for public services in recent decades, with public management reforms followed by the global financial crisis (GFC) leading to considerable change to public sector employment relations and a deprivileging of public servants. The research adopts the lens of the ‘public service bargain’ to examine the effects of the pandemic across Australian public services. How did Australian public service jurisdictions approach public employment in 2020, across senior and other cohorts of employees? How did this pandemic response compare to each jurisdictions’ response to the GFC a decade earlier? The research also reflects more broadly of the impact on public sector employment relations and to what extent pandemic responses have altered concepts of the diminished public service bargain or the notion of governments as model employers? JEL Codes J45
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Tan, Kah-Wai. "Dismantling the Trojan Horse in Singapore: A Critical Evaluation of the Implied Term of Mutual Trust and Confidence." International Journal of Comparative Labour Law and Industrial Relations 36, Issue 3 (September 1, 2020): 239–70. http://dx.doi.org/10.54648/ijcl2020015.
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In the law of employment contracts, an implied term in law that has held sway over various Commonwealth jurisdictions is the implied term of mutual trust and confidence. The term gives rise to hidden but major implications for employment relations around the world. Yet few seemed to question its utility and foundational basis until the High Court of Australia’s unanimous rejection of the term in Commonwealth Bank of Australia v. Barker. In Singapore, it is also often assumed that the implied term is accepted law even though the legal position actually remains wide open. This article seeks to critically examine the genesis of the term and its operation in Singapore. It also argues that despite the Singapore High Court’s repeated endorsement of this term, there are compelling reasons in both policy and principle as to why such a term should be rejected in Singapore. Employment Law, Implied Terms, Mutual Trust and Confidence, Contract Law, Singapore
Dissertations / Theses on the topic "Commonwealth Employment Service (Australia)"
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Castleman, Beverley Dawn, and mikewood@deakin edu au. "Changes in the Australian Commonwealth departmental machinery of government: 1928-1982." Deakin University, 1992. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.095625.
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The Commonwealth departmental machinery of government is changed by using Orders in Council to create, abolish or change the name of departments. Since 1906 governments have utilised a particular form of Order in Council, the Administrative Arrangements Order (AAO), as the means to reallocate functions between departments for administration. After 1928 successive governments from Scullin to Fraser gradually streamlined and increasingly used the formal processes for the executive to change departmental arrangements and the practical role of Parliament, in the process of change, virtually disappeared.
From 1929 to 1982, 105 separate departments were brought into being, as new departments or through merger, and 91 were abolished, following the merger of their functions in one way or another with other departments. These figures exclude 6 situations where the change was simply that of name alone. Several hundred less substantial transfers of responsibilities were also made between departments.
This dissertation describes, documents and analyses all these changes. The above changes can be distilled down to 79 events termed primary decisions. Measures of the magnitude of change arising from the decisions are developed with 157.25 units of change identified as occurring during the period, most being in the Whitlam and Fraser periods.
The reasons for the changes were assessed and classified as occurring for reasons of policy, administrative logic or cabinet comfort. 47.2% of the units of change were attributed to policy, 34.9% to administrative logic, 17% to cabinet comfort. Further conclusions are drawn from more detailed analysis of the change and the reasons for the changes.
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Hutchinson, Jacquie. "Workplace bullying in Australian public service administrations." UWA Business School, 2008. http://theses.library.uwa.edu.au/adt-WU2009.0014.
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This is a study of workplace bullying policy in the public service. The research draws on interviews with policy actors from three groups located in four Australian states and one Australian territory. The groups are senior managers, policy implementors and employee advocates. The study is also informed by research and popular literature to examine how assumptions about what the problem is in workplace bullying dictates the direction taken in policy development. Unlike much of the research into workplace bullying that is based on psychological theorisations, this study is influenced by scholars who focus on the power imbalances that underpin workplace bullying. The key argument in this thesis is that the conceptual dominance of 'gender neutrality' operates to mask the gendered power imbalances which perpetuate bullying behaviour. Hence, to start to address workplace bullying, the effects of power must be acknowledged and addressed in the organisational policy responses to the growing phenomenon of workplace bullying. However, analysing the effects of power is insufficient if gender is not made visible in the analysis. The methodological touchstone for this is Carol Bacchi's 'whats the problem' approach (1999), which is taken further through feminist organisational theory, post modernist understandings of power realtions and a critique of New Public Management practices. The thesis shows how workplace bullying policies in Australian public service administrations have been carefully crafted as gender-neutral, and interweaves data and literature to develop a thesis for why such an approach is a deeply flawed outcome of gender politics. This thesis concludes with some modest suggestions about how organizations might more effectively develop more effective gender-sensitive approaches to workplace bullying.
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Wright, David R. "Accident experience of Commonwealth Government employees in Western Australia : 1 June 1993 to 2 December 1995." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1998. https://ro.ecu.edu.au/theses/1444.
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This quantitative study documents, analyses and discusses the accident experience of Commonwealth employees in Western Australia from 1 July 1993 to 2 December 1995 as recorded on 1663 accident report forms. The research addresses the problem of lack of knowledge of accidents in the Commonwealth sector of the Western Australian work force. Its purpose is to identify possible areas of health and safety improvement and highlight where accident frequency may be reduced. Risk management is adopted as a conceptual framework to explore categories of accident related data, including month of year, time of day, day of the week of accidents, number of years of job experience, age and gender of the worker, accident frequency and severity. Where applicable accident related data was subjected to Chi-square statistical tests. Important findings, amongst others, include the identification of the month of August as having a higher frequency of accidents, inexperienced Commonwealth workers incurring 80.5% of accidents, and 64% of accidents involving men. Such findings are of importance to the Commonwealth so that prevention strategies targeted at these areas can be developed. Additional research utilising national data is recommended.
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Oakshott, Stephen Craig School of Information Library & Archives Studies UNSW. "The Association of Libarians in colleges of advanced education and the committee of Australian university librarians: The evolution of two higher education library groups, 1958-1997." Awarded by:University of New South Wales. School of Information, Library and Archives Studies, 1998. http://handle.unsw.edu.au/1959.4/18238.
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This thesis examines the history of Commonwealth Government higher education policy in Australia between 1958 and 1997 and its impact on the development of two groups of academic librarians: the Association of Librarians in Colleges in Advanced Education (ALCAE) and the Committee of Australian University Librarians (CAUL). Although university librarians had met occasionally since the late 1920s, it was only in 1965 that a more formal organisation, known as CAUL, was established to facilitate the exchange of ideas and information. ALCAE was set up in 1969 and played an important role helping develop a special concept of library service peculiar to the newly formed College of Advanced Education (CAE) sector. As well as examining the impact of Commonwealth Government higher education policy on ALCAE and CAUL, the thesis also explores the influence of other factors on these two groups, including the range of personalities that comprised them, and their relationship with their parent institutions and with other professional groups and organisations. The study focuses on how higher education policy and these other external and internal factors shaped the functions, aspirations, and internal dynamics of these two groups and how this resulted in each group evolving differently. The author argues that, because of the greater attention given to the special educational role of libraries in the CAE curriculum, the group of college librarians had the opportunity to participate in, and have some influence on, Commonwealth Government statutory bodies responsible for the coordination of policy and the distribution of funding for the CAE sector. The link between ALCAE and formal policy-making processes resulted in a more dynamic group than CAUL, with the university librarians being discouraged by their Vice-Chancellors from having contact with university funding bodies because of the desire of the universities to maintain a greater level of control over their affairs and resist interference from government. The circumstances of each group underwent a reversal over time as ALCAE's effectiveness began to diminish as a result of changes to the CAE sector and as member interest was transferred to other groups and organisations. Conversely, CAUL gradually became a more active group during the 1980s and early 1990s as a result of changes to higher education, the efforts of some university librarians, and changes in membership. This study is based principally on primary source material, with the story of ALCAE and CAUL being told through the use of a combination of original documentation (including minutes of meetings and correspondence) and interviews with members of each group and other key figures.
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Millsteed, Jeannine. "A model of management learning for occupational therapists in small business in Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2013. https://ro.ecu.edu.au/theses/860.
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This research sought to identify factors that contribute to occupational therapists developing management competencies when they become small business owners providing professional clinical services. This is an important for several reasons and precipitated by the Australian government’s introduction of incentives that encourage health professions to move from employment in public hospitals into the private sector, coupled with a recognition that occupational therapists receive no formal business training in their professional education, and the reported high levels of business failure in the small business sector. A review of the literature established the value of small business to the Australian economy, growth in the health sector generally, and increasing opportunities for allied health professionals to consider starting their own small business. Such a move requires occupational therapists to gain mastery as business managers in addition to their existing professional clinical knowledge and skills.
The context of the research was set with a review of the literature on management development in small businesses, which indicates that professionals starting their own small business often have poorly developed management skills, and some experience high rates of failure. Theories on management development in small business were reviewed, and the conclusion drawn that a gap in knowledge on how occupational therapists develop their management skills existed. These gaps in the literature gave rise to the principal research question, that being ‘what factors contribute to the success of occupational therapists as small business owners providing professional services?’ Four related questions focused on motivations for starting a business, the management competencies needed, learning management competencies, and perceptions of business success.
The study used a qualitative exploratory approach. Twenty-six female occupational therapists, who were small business owners were interviewed on their experiences of becoming a business manager. Purposive sampling ensured diversity across backgrounds, prior experience, clinical specialisations, and the age of the business. A thematic analysis of data built an understanding about why and how occupational therapists develop their management capabilities in small business.
The principal factors affecting the development of the participants’ business and management skills were the interactions between their initial motivations for start-up, career aspirations, and engagement with external business environments. The participants learnt their business skills through a combination of formal learning prior to starting their businesses, and informal learning once they started their businesses. Lower-level learning occurred in the more routine and operational processes, the ‘know-how’ aspects of the business. However, most of their higher level learning was through discontinuous events that had serious consequences for their businesses if not addressed. These higher-level learning events resulted in participants understanding that ‘know-why’ change was needed, and a transformation in their understanding about themselves as business managers. The participants were central in determining the level of interaction between the resources and capabilities in their internal environments, and engagement with external environments that enable the development of their business and management capabilities.
The findings led to a theoretical proposition on how occupational therapists make the transition to develop their management capabilities and become successful small business owners. A model of business starts with the nascent business owner assessing their business capabilities, learning to identify environmental opportunities and risks, and finally learning to identify and respond to new opportunities and changing circumstances in the external environment, was developed.
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Harwood, Susan. "Gendering change : an immodest manifesto for intervening in masculinist organisations." Western Australia. Police Service, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0017.
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[Truncated abstract] Conservative, incremental and modest approaches to redressing gendered workplace cultures have had limited success in challenging the demographic profile of densely masculinist workplaces. In this thesis I draw on a study of women in police work to argue that combating highly institutionalised, entrenched masculinist practices calls for more than modesty. Indeed the study shows that ambitious, even contentious, recommendations for new procedures can play an important role when the goal is tangible change in cultures where there is an excess of men. In conclusion I posit the need for some bold risk-taking, alongside incremental tactics, if the aim is to change the habits and practices of masculinist organisations . . . This dissertation maps that interventionist process across a four-year period. In assessing the role played by the feminist methodology I analyse what people can learn to see and say about organisational practices, how they participate in or seek to undermine various forms of teamwork, as well as how individual team members display their new understandings and behaviours. I conclude that the techniques for supporting women in authoritarian, densely masculinist workplaces should include some bold and highly visible ‘critical acts’, based on commitment from the top coupled to strongly motivated and highly informed teamwork.
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Garland, Dennis. "Work for all the Salvation Army and the Job Network /." View thesis, 2008. http://handle.uws.edu.au:8081/1959.7/38093.
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Thesis (Ph.D.)--University of Western Sydney, 2008.A thesis presented to the University of Western Sydney, College of Arts, Social Justice Social Change Research Centre, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.
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Goddard, Richard C. "Burnout in case managers working with unemployed individuals." Thesis, Queensland University of Technology, 2001. https://eprints.qut.edu.au/36644/1/36644_Digitised%20Thesis.pdf.
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This research program on burnout and work environment perceptions in personnel working directly with unemployed individuals in Australia is reported in three studies. Using a survey methodology and taking a quantitative approach, burnout was investigated using the Maslach Burnout Inventory (MBI; Maslach & Jackson, 1986) on two occasions, before and after the privatisation of Australia's employment services industry (Job Network). The most widely accepted survey instrument measuring burnout (Lee & Ashforth, 1996), the MBI defines this stress related syndrome in terms of three subscales, Emotional Exhaustion, Depersonalisation and Personal Accomplishment. Perceptions of the work environment experienced by employment service staff were concurrently surveyed using the Real form of the Work Environment Scale (Moos, 1994). Heeding advice of researchers from the job stress area (e.g., Mccrae, 1990), this program of research also concurrently investigated the personality trait Neuroticism, the disposition to perceive and report negative experiences.
In 1995, burnout in two groups of public sector personnel engaged in assisting individuals experiencing unemployment were compared. Staff employing a case management style of service delivery and staff engaging in an over-the-counter production-line style of service were surveyed and their responses on the MBI, the WES and the Neuroticism subscale of the revised short form edition of the Eysenck Personality Questionnare (EPQR/ s; Eysenck & Eysenck, 1991) compared. As hypothesised, case managers reported significantly higher burnout scores on all three subscales of the MBI, and perceptions of higher work pressure. The personality trait Neuroticism was found to account for significant variance in the burnout scores of the public sector respondents.
The second study was conducted in 1999 after the full privatisation of the Australian employment services industry. At this time (T1 ), burnout in case managers throughout Australia was investigated with a postal survey which sampled 86 case managers from 38 different private sector organisations providing case management services to the long-term unemployed. The same respondents were surveyed again after six months (T2}. Study 2 demonstrated that case manager burnout levels in the new Job Network were significant. The design also allowed for the prediction of future burnout (T2) from personality and work environment data collected at an earlier time (T1) to be correctly modelled. As hypothesised Neuroticism was a significant predictor of all three MBI subscales both at T1 and T2.
In what amounts to a comparison of public and private sector personnel, the third study compared the burnout levels and work environment perceptions of case managers surveyed in 1995 with the responses of case managers surveyed in 1999. Case managers from the public and private sector reported similar high levels of Emotional Exhaustion and Depersonalisation. Private sector case managers also reported significantly higher mean Personal Accomplishment scores, corresponding to a lower mean burnout level, and significantly higher levels of involvement and commitment to their work than public sector case managers.
The results of these studies addressed a significant gap in the burnout literature which had hitherto failed to report investigations into employment service personnel, and highlighted the importance of considering the personality trait of Neuroticism in future burnout research. Results were discussed in the contexts of the evaluation of the current Job Network and the process model of burnout (Leiter, 1993).
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Davies, Llewellyn Willis. "‘LOOK’ AND LOOK BACK: Using an auto/biographical lens to study the Australian documentary film industry, 1970 - 2010." Phd thesis, Canberra, ACT : The Australian National University, 2018. http://hdl.handle.net/1885/154339.
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While much has been written on the Australian film and television
industry, little has been presented by actual producers,
filmmakers and technicians of their time and experiences within
that same industry. Similarly, with historical documentaries, it
has been academics rather than filmmakers who have led the
debate. This thesis addresses this shortcoming and bridges the
gap between practitioner experience and intellectual discussion,
synthesising the debate and providing an important contribution
from a filmmaker-academic, in its own way unique and insightful.
The thesis is presented in two voices. First, my voice, the
voice of memoir and recollected experience of my screen
adventures over 38 years within the Australian industry, mainly
producing historical documentaries for the ABC and the SBS. This
is represented in italics. The second half and the alternate
chapters provide the industry framework in which I worked with
particular emphasis on documentaries and how this evolved and
developed over a 40-year period, from 1970 to 2010.
Within these two voices are three layers against which this
history is reviewed and presented. Forming the base of the
pyramid is the broad Australian film industry made up of feature
films, documentary, television drama, animation and other types
and styles of production. Above this is the genre documentary
within this broad industry, and making up the small top tip of
the pyramid, the sub-genre of historical documentary. These form
the vertical structure within which industry issues are
discussed. Threading through it are the duel determinants of
production: ‘the market’ and ‘funding’.
Underpinning the industry is the involvement of government, both
state and federal, forming the three dimensional matrix for the
thesis. For over 100 years the Australian film industry has
depended on government support through subsidy, funding
mechanisms, development assistance, broadcast policy and
legislative provisions.
This thesis aims to weave together these industry layers, binding
them with the determinants of the market and funding, and
immersing them beneath layers of government legislation and
policy to present a new view of the Australian film industry.
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Jackson, Brent Allistair. "A work values perspective of the Generation Y-Australian public service employment relationship." Phd thesis, 2011. http://hdl.handle.net/1885/150863.
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Generation Y, the colloquial term applied to those born from 1980-1998, will become the dominant cohort in the Australian workforce in the current decade, outnumbering both preceding generation cohorts - the Baby Boomers (born 1945-1962) and Generation X (born 1963-1979). Accounts across extant literature suggest Generation Y work values represent a distinct challenge to existing workplace norms and attitudes.
The Australian Public Service (APS), employing over 160,000 people, has identified the recruitment and retention of Generation Y (representing almost one-third of its workforce) as a strategic concern (APSC, 2005). Using the qualitative approaches of scenario modelling, narrative-based semi-structured interviews and open-ended self-report questionnaires, this study examines the work values of Generation Y participants using a student sample (N = 161) and a sample of current APS employees (N = 60). Generation Y work values data are contrasted with the perceptions of APS managers (N = 20) and examined within the theoretical context of the employment relationship, viewed through the lens of the psychological contract and the theory of person-organisation fit. Data analysis is based on Charmaz's (2006) systematic, grounded theory-based approach.
Data suggest that the APS setting represents a good degree of fit with Generation Y work values preferences for inclusive management and workplace processes; the ability to make a social contribution; organisational ethics; long-term careers and ongoing development; adequate work-life balance; and, interactive communication. Findings suggest a partial fit with the values preference for pragmatism. Misfit between the APS values and Generation Y work values is evident where the APS structure is based on hierarchical processes and Generation Y work values favour immediacy in workplace decisions. Overall findings suggest a positive Generation Y-APS employment relationship. The theoretical and practical implications of these findings are discussed with reference to existing literature.
Books on the topic "Commonwealth Employment Service (Australia)"
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Lalla, Kenneth R. The public service and service commissions: Commonwealth Caribbean. Curepe, Trinidad and Tobago: [s.n., 2006.
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), Commonwealth Futures (Mass. Commonwealth Futures: Comprehensive community-wide service plan . [Boston, Mass.]: [Commonwealth Futures, Governor's Office of Educational Affairs], 1987.
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), Commonwealth Futures (Mass. Commonwealth Futures: Comprehensive community-wide service plan ; summary. S.l: s.n., 1987.
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Force, Massachusetts Hispanic Task. Report of the Hispanic Task Force, State Office of Affirmative Action, Commonwealth of Massachusetts. [Boston]: The Office, 1985.
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Office, Australian Audit. Efficiency audit report.: Community Employment Program. Canberra: Australian Govt. Pub. Service, 1987.
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Office, Australian Audit. Efficiency audit report.: Taxpayers in unincorporated businesses. Canberra: Australian Govt. Pub. Service, 1987.
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Office, Australian Audit. Efficiency audit report: Parliament House Construction Authority: construction project management. Canberra: Australian Govt. Pub. Service, 1987.
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Efficiency audit report.: International Profit Shifting. Canberra: Australian Govt. Pub. Service, 1987.
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Office, Australian Audit. Efficiency audit report.: Commission traffic. Canberra: Australian Govt. Pub. Service, 1988.
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Australia. Employment: Agreement between the United States of America and Australia, effected by exchange of notes, dated at Canberra November 5 and 9, 1984 with related notes. Washington, D.C: Dept. of State, 1991.
Find full textBook chapters on the topic "Commonwealth Employment Service (Australia)"
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Stephen, Girvin. "Part III International and Domestic Regulation, 14 Domestic Legislation on Cargo Liability." In Carriage of Goods by Sea. Oxford University Press, 2022. http://dx.doi.org/10.1093/law/9780198811947.003.0014.
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This chapter discusses domestic legislation on cargo liability. In English law, common carriers, such as masters of general ships, were carriers who exercised a public employment, offering carriage to all persons wishing to use the services offered, whether for the carriage of goods (or of passengers). The general principle, as in Roman law, was that the carrier was liable as an ‘insurer’ of the goods, absolutely responsible for delivering the goods at the destination in like order and condition. Unlike public carriers, private carriers undertake the carriage of goods but do not hold themselves out as exercising a public employment. Usually, the carrier’s obligations arise from his contractual agreement to carry the goods of the shipper and, where for reward, private carriers are bailees and have the ordinary responsibilities of a bailee of the goods. The chapter then looks at the Harter Act of 1893 and legislation in other Commonwealth countries, including the Shipping and Seamen Act 1903 in New Zealand, the Sea-Carriage of Goods Act in Australia, and Canada’s Water-Carriage of Goods Act in 1910.
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"Commonwealth employment and welfare policies in post- war regional Australia SHARON WHELLER." In Rural and Regional Futures, 169–85. Routledge, 2014. http://dx.doi.org/10.4324/9781315775333-21.
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"Payne-Scott, Communist Party of Australia, Commonwealth Investigation Service and Australian Security Intelligence Organisation." In Astrophysics and Space Science Library, 237–45. Berlin, Heidelberg: Springer Berlin Heidelberg, 2010. http://dx.doi.org/10.1007/978-3-642-03141-0_13.
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O’Donnell, Anthony. "13 ‘Organizing the Labour Market’ in a Liberal Welfare State: The Origins of the Public Employment Service in Australia." In The History of Labour Intermediation, 388–414. Berghahn Books, 2022. http://dx.doi.org/10.1515/9781782385516-015.
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Baines, Donna, and Doug Young. "Austerity, Personalized Funding and the Degradation of Care Work: Comparing Scotland’s Self-Directed Support Policy and Australia’s National Disability Insurance Scheme." In Working in the Context of Austerity, 171–92. Policy Press, 2020. http://dx.doi.org/10.1332/policypress/9781529208672.003.0009.
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This chapter examines the employment impacts of two of the most significant pieces of social policy introduced in Scotland and Australia in the past decade, namely the Social Care (Self-Directed Support) (Scotland) Act 2013 and the National Disability Insurance Scheme Act in Australia. Launched in the era of austerity, both policies have been viewed as critical human rights-engaged legislation aimed at improving the social inclusion of marginalized and vulnerable populations. Drawing on qualitative interview data in Scotland and Australia, the chapter identifies a downward spiral in wages and conditions, and increased privatization, fragmentation, precarity, and insecurity, alongside serious concerns about quality of care. The analysis shows no winners, as may be characteristic of social policy introduced in the context of austerity and neoliberalism. Instead, the private-market focus and austere funding of these new policies places the human rights of service users in a zero-sum competition with the employment rights of care workers.
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Baines, Donna, Ian Cunningham, Philip James, and Chandrima Roy. "Privatizing the sacrifice: individualized funding, austerity and precarity in the voluntary sector in Australia and Scotland." In The Changing Politics and Policy of Austerity, 82–102. Policy Press, 2021. http://dx.doi.org/10.1332/policypress/9781447359517.003.0005.
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This chapter explores austerity in relation to two major pieces of social policy recently introduced in Australia and Scotland, namely the National Disabilities Insurance Scheme (NDIS) and Personalisation Self-Directed Care. Claiming to promote human rights and consumer choice, both policies introduce cash-for-care packages that significantly change for service users, the female-majority workforce, and the organisations providing services. Consistent with austerity, need for service outstrips supply, labour markets are being rapidly restructured to offer increasingly precarious and degraded employment, including the emergence of gig work in the Australia example, and service organisations in Scotland that are unable to remain solvent in the austerity-led funding regimes. Ideological themes associated with austerity underlie and are reinforced in these programs including a state-led argument that sacrifices, patience and understanding are required of service users while the programs are painstakingly rolled-out and funding packages assessed, reassessed, awarded, and denied. Rather than protecting and empowering service users and workers under these policies, the government has instigated the further privatization of services, and the deepening of insecurity.
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Morphet, Janice. "Outsourcing Central Government Services." In Outsourcing in the UK, 103–18. Policy Press, 2021. http://dx.doi.org/10.1332/policypress/9781529209600.003.0007.
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This chapter discusses the requirements on central government to liberalise services as part of the implementation of the General Agreement on Trade in Services (GATS), which provided an opportunity to distance the civil service from the more difficult and public-facing elements of its roles. It explains how privatising the delivery of services enabled the introduction of performance management and cost-cutting. It also recounts how governments had no particular interest in asylum or immigration policy as most of the post-war immigration to the UK had been from Commonwealth countries to meet employment shortfalls in UK public services. The chapter then details how the central government implemented public service liberalisation through the Government Procurement Agreement (GPA) and anticipated GATS by prioritising nationalised industries and local government. It clarifies how the use of agencification and privatisation allowed the reformulation of pay bands leading to cost reductions in the front-line delivery services.
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Bou, Jean. "The Government That Could Not Say No and Australia’s Military Effort, 1914–1918." In Manpower and the Armies of the British Empire in the Two World Wars, 11–27. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501755835.003.0002.
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This chapter outlines the raising and expansion of the Australian Imperial Force (AIF) and some of the policy choices that accompanied the process. It describes how the government's ardent commitment to the empire and the war led to several systemic problems and divisive politics. It also examines how the AIF was created, how and when it was expanded, and how these steps combined with poor decision-making caused problems in administration, training, command, and finding enough men. The chapter refers to the mixed bag of military forces inherited from six separate Australian colonies by the new Commonwealth of Australia in March 1901. It considers the link between the 1914–1916 decisions to expand the force and the government's unsuccessful efforts in 1916 and 1917 to introduce conscription for overseas service via plebiscite.
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Mattingly, Doreen J. "Indian Women Working in Call Centers." In Globalization, Technology Diffusion and Gender Disparity, 156–68. IGI Global, 2012. http://dx.doi.org/10.4018/978-1-4666-0020-1.ch014.
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This chapter draws on recent (2005) interviews with 20 call center workers in the New Delhi metro area to analyze the impact of employment in international call centers for young middle-class Indian women. Providing a wide range of telephone and occasionally Internet services to customers in the US, UK, and Australia, call centers are a booming source of employment for young English-speaking Indians. Roughly half of the growing workforce is female, and the wages are high by Indian standards. Nevertheless, the need to work at night to service customers on other continents creates special hardships and complications, particularly for young women who traditionally would not be allowed to go out at night. While acknowledging the hardships and obstacles presented by the work, this chapter shows that that working in call centers changes the relationships between the young women workers and their parents. Specifically, it argues that young women working in call centers are implicitly rejecting traditional patterns of family control over daughters, and in doing so they are resisting subordination.
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Cardoso, Edna, Ilda Novo, Nuno Moreira, Pedro Silva, Álvaro Silva, and Vanda Pires. "Clusters analysis applied to drought and forest fires in mainland Portugal (NUT III regions) from 1980 to 2019." In Advances in Forest Fire Research 2022, 1054–61. Imprensa da Universidade de Coimbra, 2022. http://dx.doi.org/10.14195/978-989-26-2298-9_159.
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The Australian Fire Danger Rating System (AFDRS) was launched on 1 September 2022, bringing a generational change to the way that Australia calculates and communicates fire danger. Its focus is improved public safety and reduced impacts of bushfires though: • Improving the science behind fire danger predictions. • Improving the way that fire danger is communicated. • Providing government and industry with better decision-making tools. • Reducing future costs associated with bushfire impacts. The previous fire danger rating system was introduced in the 1960’s by Australia’s first full-time bushfire researcher, Alan McArthur, based on extensive experimental fires. While useful, the system included only two fire behaviour models (dry sclerophyll forest and grassland), was not easily updateable and fires were being experienced that increasingly exceeded its design parameters. In July 2014, Senior Officers and Ministers agreed that the development of a new system was a national priority. The new system was developed by the New South Wales Rural Fire Service in collaboration with the Bureau of Meteorology, all Australian states and territories and the Commonwealth government. Program management and system implementation were coordinated by AFAC (Australia’s National Council for Fire and Emergency Services). The new AFDRS uses contemporary fire behaviour science, makes better use of available data and uses software infrastructure that can be continuously improved. The AFDRS starts with eight fire behaviour models representing a representative range of Australian vegetation types, it captures current fuel information, uses satellite data, integrates weather from the Bureau of Meteorology and calculates fire danger down to a 1.5km by 1.5-kilometer grid. These calculations are linked to tools that assist fire operational decision-making via a Fire Behaviour Index that is calibrated to operational implications for fire management. A separate arm of the project developed a public-facing Fire Danger Rating framework, guided by one of Australia’s largest social research projects. The research found that, while fire danger signage was well recognised, few acted on fire danger ratings to plan their activities. Focus groups and subsequent surveys found that the community preferred a simplified public-facing system where each fire danger rating had a distinct call to action. The implementation of the new system required an enormous effort from all levels of government across all States and Territories as well as the Commonwealth. It required updates to legislation, policy, procedures, web pages and other IT infrastructure, as well as replacement of physical signage. However, as a result, Australia has a significantly new way of calculating and communicating fire danger, that is continuously improvable and which will bring benefits for decades to come.
Conference papers on the topic "Commonwealth Employment Service (Australia)"
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Brooker, Jennifer, and Daniel Vincent. "The Australian Veterans' Scholarship Program (AVSP) Through a Career Construction Paradigm." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.4380.
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In Australia, 6000 military personnel leave the military each year, of whom at least 30% become unemployed and 19% experience underemployment, figures five times higher than the national average (Australian Government 2020). Believed to be one of life's most intense transitions, veterans find it difficult to align their military skills and knowledge to the civilian labour market upon leaving military service (Cable, Cathcart and Almond 2021; AVEC 2020). // Providing authentic opportunities that allow veterans to gain meaningful employment upon (re)entering civilian life raises their capability to incorporate accrued military skills, knowledge, and expertise. Despite acknowledging that higher education is a valuable transition pathway, Australia has no permanently federally funded post-service higher education benefit supporting veterans to improve their civilian employment prospects. Since World War II, American GIs have accessed a higher education scholarship program (tuition fees, an annual book allowance, monthly housing stipend) (Defense 2019). A similar offering is available in Canada, the UK, and Israel. // We are proposing that the AVSP would be the first comprehensive, in-depth study investigating the ongoing academic success of Australia's modern veterans as they study higher and vocational education. It consists of four distinct components: // Scholarships: transitioning/separated veterans apply for one of four higher education scholarship options (under/postgraduate): 100% tuition fees waived // $750/fortnight living stipend for the degree duration // 50/50 tuition/living stipend // Industry-focused scholarships. // Research: LAS Consulting, Open Door, Flinders University, over seven years, will follow the scholarship recipients to identify which scholarship option is the most relevant/beneficial for Australian veterans. The analysis of the resultant quantitative and qualitative data will demonstrate that providing federal financial support to student veterans studying higher education options: Improves the psychosocial and economic outcomes for veterans // Reduces the need for financial and medical support of participants // Reduces the national unemployed and underemployed statistics for veterans // Provides a positive return of investment (ROI) to the funder // May increase Australian Defence Force (ADF) recruitment and retention rates // Career Construction: LAS Consulting will sit, listen, guide, and help build an emotional connection around purpose, identity, education and employment opportunities back into society. So, the veteran can move forward, crystalise a life worth living, and find their authentic self, which is led by their values in the civilian world. // Mentoring: Each participant receives a mentor throughout their academic journey.
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Abdala, Bogere. "Skilling Youth and Young Girls with Employability, Business, ICT and Life Skills for 21st Century Careers." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.2435.
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The barriers to the gainful employment of youth and girls are many and amongst many others includes the lack of employable skills, business and life skills commonly known as soft skills. The stiff competition in both the employment market and business world leaves them reliant on social networks and those without such networks face an uphill struggle to find gainful employment and lucrative businesses. Many youths were forced to seek skills that would enable them to earn using technology such as coding, web and app development among others during the Covid19 lockdown. With these skills youths can play a big role not only in ecommerce but in sectors such as service sector, Manufacturing, ICT-based Services, Tourism, Transport, and Agriculture and take advantage of opportunities due to the speed at which the country is undertaking large infrastructure developments. // The current skilling programs have helped girls stay in school, gain interest in mathematics and science subjects as well as gaining other skills such as critical thinking, creativity, typing and writing skills, and has helped the youths who have so far participated to reach their full potential with some of them able to write outstanding CVs, excel in job interviews and secure parttime and full jobs. // For the youth who lack minimum qualifications to join universities other programs should be introduced to enable them to learn relevant skills as they search for the certifications required to join institutions of higher education as a way of encouraging them not to give up on searching for knowledge. These programs need to be marketed through multichannel marketing methods such as social media, on-air marketing, email marketing and scaled up to reach out to millions of youths in all universities, high school students and those out of school in Uganda and in the East African region. Since these skills are not acquired through one off training there’s need to ensure continuous learning for students with newer topics and technologies that are sort out for by employers and customers through practical and interactive training sessions with trainees’ progress being assessed and monitored on a day-to-day and weekly basis by the instructors and their learning level should be individually evaluated at the end of each training.
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"Remaining Connected with our Graduates: A Pilot Study." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.
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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.
Reports on the topic "Commonwealth Employment Service (Australia)"
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McKenna, Patrick, and Mark Evans. Emergency Relief and complex service delivery: Towards better outcomes. Queensland University of Technology, June 2021. http://dx.doi.org/10.5204/rep.eprints.211133.
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Emergency Relief (ER) is a Department of Social Services (DSS) funded program, delivered by 197 community organisations (ER Providers) across Australia, to assist people facing a financial crisis with financial/material aid and referrals to other support programs. ER has been playing this important role in Australian communities since 1979. Without ER, more people living in Australia who experience a financial crisis might face further harm such as crippling debt or homelessness. The Emergency Relief National Coordination Group (NCG) was established in April 2020 at the start of the COVID-19 pandemic to advise the Minister for Families and Social Services on the implementation of ER. To inform its advice to the Minister, the NCG partnered with the Institute for Governance at the University of Canberra to conduct research to understand the issues and challenges faced by ER Providers and Service Users in local contexts across Australia. The research involved a desktop review of the existing literature on ER service provision, a large survey which all Commonwealth ER Providers were invited to participate in (and 122 responses were received), interviews with a purposive sample of 18 ER Providers, and the development of a program logic and theory of change for the Commonwealth ER program to assess progress. The surveys and interviews focussed on ER Provider perceptions of the strengths, weaknesses, future challenges, and areas of improvement for current ER provision. The trend of increasing case complexity, the effectiveness of ER service delivery models in achieving outcomes for Service Users, and the significance of volunteering in the sector were investigated. Separately, an evaluation of the performance of the NCG was conducted and a summary of the evaluation is provided as an appendix to this report. Several themes emerged from the review of the existing literature such as service delivery shortcomings in dealing with case complexity, the effectiveness of case management, and repeat requests for service. Interviews with ER workers and Service Users found that an uplift in workforce capability was required to deal with increasing case complexity, leading to recommendations for more training and service standards. Several service evaluations found that ER delivered with case management led to high Service User satisfaction, played an integral role in transforming the lives of people with complex needs, and lowered repeat requests for service. A large longitudinal quantitative study revealed that more time spent with participants substantially decreased the number of repeat requests for service; and, given that repeat requests for service can be an indicator of entrenched poverty, not accessing further services is likely to suggest improvement. The interviews identified the main strengths of ER to be the rapid response and flexible use of funds to stabilise crisis situations and connect people to other supports through strong local networks. Service Users trusted the system because of these strengths, and ER was often an access point to holistic support. There were three main weaknesses identified. First, funding contracts were too short and did not cover the full costs of the program—in particular, case management for complex cases. Second, many Service Users were dependent on ER which was inconsistent with the definition and intent of the program. Third, there was inconsistency in the level of service received by Service Users in different geographic locations. These weaknesses can be improved upon with a joined-up approach featuring co-design and collaborative governance, leading to the successful commissioning of social services. The survey confirmed that volunteers were significant for ER, making up 92% of all workers and 51% of all hours worked in respondent ER programs. Of the 122 respondents, volunteers amounted to 554 full-time equivalents, a contribution valued at $39.4 million. In total there were 8,316 volunteers working in the 122 respondent ER programs. The sector can support and upskill these volunteers (and employees in addition) by developing scalable training solutions such as online training modules, updating ER service standards, and engaging in collaborative learning arrangements where large and small ER Providers share resources. More engagement with peak bodies such as Volunteering Australia might also assist the sector to improve the focus on volunteer engagement. Integrated services achieve better outcomes for complex ER cases—97% of survey respondents either agreed or strongly agreed this was the case. The research identified the dimensions of service integration most relevant to ER Providers to be case management, referrals, the breadth of services offered internally, co-location with interrelated service providers, an established network of support, workforce capability, and Service User engagement. Providers can individually focus on increasing the level of service integration for their ER program to improve their ability to deal with complex cases, which are clearly on the rise. At the system level, a more joined-up approach can also improve service integration across Australia. The key dimensions of this finding are discussed next in more detail. Case management is key for achieving Service User outcomes for complex cases—89% of survey respondents either agreed or strongly agreed this was the case. Interviewees most frequently said they would provide more case management if they could change their service model. Case management allows for more time spent with the Service User, follow up with referral partners, and a higher level of expertise in service delivery to support complex cases. Of course, it is a costly model and not currently funded for all Service Users through ER. Where case management is not available as part of ER, it might be available through a related service that is part of a network of support. Where possible, ER Providers should facilitate access to case management for Service Users who would benefit. At a system level, ER models with a greater component of case management could be implemented as test cases. Referral systems are also key for achieving Service User outcomes, which is reflected in the ER Program Logic presented on page 31. The survey and interview data show that referrals within an integrated service (internal) or in a service hub (co-located) are most effective. Where this is not possible, warm referrals within a trusted network of support are more effective than cold referrals leading to higher take-up and beneficial Service User outcomes. However, cold referrals are most common, pointing to a weakness in ER referral systems. This is because ER Providers do not operate or co-locate with interrelated services in many cases, nor do they have the case management capacity to provide warm referrals in many other cases. For mental illness support, which interviewees identified as one of the most difficult issues to deal with, ER Providers offer an integrated service only 23% of the time, warm referrals 34% of the time, and cold referrals 43% of the time. A focus on referral systems at the individual ER Provider level, and system level through a joined-up approach, might lead to better outcomes for Service Users. The program logic and theory of change for ER have been documented with input from the research findings and included in Section 4.3 on page 31. These show that ER helps people facing a financial crisis to meet their immediate needs, avoid further harm, and access a path to recovery. The research demonstrates that ER is fundamental to supporting vulnerable people in Australia and should therefore continue to be funded by government.
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Staff - Social functions - Groups - Head Office - Commonwealth Bank of Australia - Staff reunion in honour of the return of members of the A.I.F. from Active Service held at Clifton Gardens - Mr Hulle and Mr Armitage in the golf putting competition. Reserve Bank of Australia, September 2021. http://dx.doi.org/10.47688/rba_archives_pn-016042.
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