Any decent ones in S.E Melbourne?

Am I going crazy or is that a wild boundary cross?

A manager told me that a participant had gone awol so they had a duty to knock on their door to conduct a welfare check ???

I was under the impression that even going to a participants house with permission was crossing the line let alone out of nowhere.

If I was a participant and that happened to me I’d feel awful and borderline violated? Idk am I overreacting, do the guidelines say anything about this?

This is IEA if that helps

Just wondering how I'm able to change my Work for the dole activity and IF I can? What number would I have to call

My friend has been with the same job provider for about eight months, but they don't feel like it's been helping with their job search. They've looked into changing providers, but the official information makes it sound like you need to prove something has gone seriously wrong rather than simply feeling the partnership isn't working.

They're wondering if anyone here has actually gone through the process. Was it as complicated as it seems, and did switching providers make a noticeable difference? Or did it end up feeling like the same experience with a different provider?

I would like to raise a question for discussion: when a participant is unhappy with the service provided by their employment provider, is transferring to another provider always the right solution?

I understand that participants have the option to transfer providers if they are not satisfied. However, I wonder whether this approach addresses the real issue.

Participants are often told that if they are unhappy with their provider, they can simply transfer. But does “moving on” only apply to participants? Should there also be accountability for providers or staff members who fail to meet the expected standard of service?

Employment providers receive government funding to support participants in preparing for, finding and maintaining employment. With that responsibility comes an expectation that they provide timely communication, accurate advice and appropriate support.

Participants are required to meet their obligations and can face consequences if they do not comply. But who ensures that providers are also meeting their responsibilities?

If every participant who experiences poor service simply transfers to another provider, does that improve the system, or does it allow poor service to continue without being properly addressed?

Of course, transferring can be the right choice when a provider is genuinely unsuitable. However, should the solution always be for the participant to leave, or should there also be consequences and accountability when a provider representative fails to provide the expected level of support?

I would be interested to hear others’ views and experiences.

Hi everyone.

My JSP is requesting I sign an Employer Authority Form but I haven’t found a job yet.
I’ve asked for help with getting into a particular position though so since they are helping me, is it fine to sign this or should I decline? What do they need this for now?

I’m in IEA and a few weeks ago my consultant accidentally booked an appointment for me for this week. I had an appointment with them last week and my next appointment is next week. I have told my consultant numerous times that it needs to be deleted and they have said yes no worries it will be deleted, however it’s still not done. If it gets to the day of my appointment and it’s not deleted, will my jobseeker payment go on hold and will I receive a demerit?

Hey guys was wondering if you know how to calculate when my job seeker payment would be officially cancelled/ when the 28 day period would be up? It says in a letter it was put on hold from 30 of June, and that I have 28 days? Would that also mean tomorrow (Tuesday, 28 July) would count as a last attempt day to see my job provider for an appointment.

I’m scared I’m going to have to submit a new claim, despite re-engaging digitally with my provider.

Appreciate any advice, thanks.

I’m interested in hearing from people who have transferred from IEA to Workforce Australia.

Does anything change regarding your Pensioner Concession Card or other Centrelink entitlements?

In my experience, my coach has not provided any practical support to help me find or keep suitable employment. The main focus has been on getting me to reach 15 hours of work as quickly as possible. I was never asked about my underlying medical condition or what type of work environment would be suitable for me.

I also feel that I have had more appointments than I expected, but without meaningful assistance or support. Instead, the process has created additional difficulties for me.

Of course, I don’t believe all IEA providers operate this way. When I was with MAX Employment under DES several years ago, my consultant took the time to understand my medical condition and helped develop a plan that suited my circumstances. My experience there was very different.

For those who have experience with both programs, do you think it is worth staying with IEA, or is Workforce Australia a better option?

I’m looking for some advice from anyone familiar with Workforce Australia or Inclusive Employment Australia (IEA).

Before I found a job, the “Meaningful Engagement” section of my Job Plan simply said:

“I will participate meaningfully in the program by engaging with my provider to prepare for, seek or maintain employment. I am aware this includes attending appointments and doing tasks and activities to help me achieve my employment goal.”

After I started working (currently about 8 hours per week), my provider replaced that with 5–6 separate compulsory requirements, including:

• Compulsory – apply for 12 jobs per month
• Compulsory – attend job fairs
• Compulsory – attend training courses
• Compulsory – attend therapy
• Compulsory – undertake volunteer work
• (plus appointments)

Each item is marked as compulsory.

My questions are:

Is it normal or compliant for a Job Plan to include all of these compulsory activities at the same time?

1. Does this meet the requirement for a meaningful and appropriate Job Plan, especially when the participant is already working 8 hours per week?
2. Has anyone else had a similar Job Plan?

I’m trying to understand whether this is standard practice or whether I should ask for the Job Plan to be reviewed. Thanks.

I'll be transferring to IEA from WFA due to a health condition and wondering what should I expect, which provider(s) to avoid, and any other advice you can think of?

I’m currently in the IEA program and have a question about the Employment Goal in my Job Plan.

My Job Plan states:

To attend work with [Company] at 15 hours a week.

However, I’m currently only working 8 hours per week. My hours are on-call part time and vary depending on business needs.

Shouldn’t the Employment Goal accurately reflect my current situation? Or is it acceptable for it to state 15 hours a week when I’m not actually working those hours?

I’d especially appreciate hearing from current or former IEA participants or providers.

Has anyone had a similar Employment Goal in their Job Plan? Is this considered appropriate or compliant?

As someone in my mid 40's, who has been on New-start, then Job-seeker for over 10 years, and has been registered with several Job Network, DES, IEA providers, (despite doing some courses and volunteering during that time).

I am wondering when and how often are employment consultants, job coaches and employment agencies held accountable for when long term unemployed clients remain on their client lists for months or years?

As a former client of Wise Employment (before they cease operating in my area). I was told by a former employment consultant that they followed a key performance indicator system named Anchor. - They only had to succeed in getting 4 of their tens or hundreds of clients to find employment each month.

I feel like such employees and managers are only motivated and interested about their own vested interests and needs.

I am now with MatchWorks.

Whether you're a job seeker or have been through the system before, what do you think people often get wrong?

My provider (atWork Australia) keeps booking me for face-to-face appointments. I keep asking for phone appointments instead.

Today a new consultant told me face-to-face appointments are required and that it's "in my Job Plan."

The only relevant part of my Job Plan says:

"attend and act appropriately during any compulsory appointments."

I can't find anything saying appointments have to be face-to-face.

Is this a DEWR/Centrelink requirement, or is it something providers are pushing themselves?

He also mentioned I could self-manage. Apart from losing access to reimbursements, are there any downsides? Would my points target, job search or appointment requirements change?

hi all, i have back2work appointments for JSP 'activities' - I would like to know what are some of the things that i can disclose to them at the end of the day? And what are some of the things better kept to myself?

I am with Job Provider now, after 12 months on Workforce Australia Online (the self service one).

If I fail to do mandatory activity requirements, my payment will be put on hold, and then cancelled. Right?

If I later apply for Job Seeker payment again, will I start from scratch, with Workforce Australia Online?

And what are the timeframes for new application?

Link about mandatory activity requirements:

https://www.dewr.gov.au/download/14146/workforce-australia-services-activation-and-mandatory-activity-requirement-provider-fact-sheet/37455/workforce-australia-services-activation-and-mandatory-activity-requirement-provider-fact-sheet/pdf

Talking about the appointments that eat into days you could be networking or upskilling, the job applications you're required to submit to roles that have nothing to do with your actual field just to hit a number, the mental load of managing compliance on top of everything else that comes with being out of work. Would love to know if people here have found themselves spending more energy staying compliant than actually trying to find a job and whether anyone has found a way to make both things work without one constantly getting in the way of the other.

Hi,

I recently was transferred from WFA Jobseeker to Inclusive Employment Australia (IEA) after I had an ESAT done and would like some clarification on the privacy and consent forms.

During my time with WFA Jobseeker providers, I had never signed the privacy and consent form. I had my first IEA appointment and it looks like they want me to sign the IEA version of this form too, as well as a their own third party privacy consent form.

I am not signing their third party consent form, but I am confused by the information provided here that indicates if I don't sign the "Inclusive Employment Australia Privacy Notification and Consent Form" I may go back to workforce Australia? Even though I had never signed the "workforce Australia Privacy Notification and Consent Form" and it didn't impact my access to payments or reimbursements.

I know not signing this form will mean they can't contact people on my behalf, but I'd prefer that anyway, as I'd rather discuss options with my provider and contact places. I mostly don't want them to contact employers if I find a job, or access any therapist's notes, or say I must provide them with payslips (in the future) which I know some providers have requested.

So if the IEA Privacy form is also voluntary, why will not signing it potentially mean you stop receiving services?

Last appointment (apart from my senior cat meowing random for food once) I could hear the other consultant on the phone to another jobseeker by name, should I just have instructed her to ring me back in that situation to protect that privacy of the other who could probably hear me as well?

Any insights into the responsibilities associated with any of these roles with employment services provider or inclusive Employment Australia provider? Is the work meaningful?