Report of the Aged Care Workforce Strategy Taskforce
June 2018
Note: Strategic actions below relate specifically to the Aged Care Workforce. The Australian College of Care Workers represents all Care Workers and firmly believes that the following strategies apply to the Care Sector in its entirety
‘If the Australian [aged care industry] has to transform – to reframe the notion of caring and reorient care strongly around ‘enhancing life’ of [older] people – the PCW roles must be the key drivers of this change.
We are the people who have the privilege to care [for our ageing] and we believe, deeply,
that access to good care must be easier and that the very notion of caring must change
from reactive and daunting — to proactive and inspiring.’
(The Aged Care Workforce Taskforce Strategy, 2018)
The Australian College of Care Workers provides validation through registration for individuals who work at all levels in the Australian Care Sector. The College has been established to promote excellence in the Workforce through continuous support of workers, including the promotion and provision of training and education. The Australian College of Care Workers facilitates the employment of skilled and qualified workers to ensure that high quality standards of care are achieved and maintained for Australians accessing care services.
As an agency of registration and advocacy for qualified Care Workers, ACCW seeks to raise the professional profile and indirectly moderate for quality of care delivery in the Health Sector. It is believed that opportunities for career enhancement and further education pathways and validation afforded by group membership to The Australian College of Care Workers will promote an attitudinal shift in industry and public perception concerning the vital role of the Care Worker.
As a not-for-profit, self-regulating, registration authority for Care Workers, that seeks to further career development and industry initiatives, to improve the quality of experience for individuals providing care and for individuals receiving care; ACCW supports the Aged Care Workforce Strategy Taskforce voluntary industry code of practice.
The Australian College of Care Workers supports the establishment and ongoing work of the IRC (2018) to address the reform of aged care training packages, skill sets and the industry requirements for career pathways in the Aged Care Sector.
The Australian College of Care Workers recognises the critical need for specialisation in aged care disciplines such as Dementia Care and supports the following industry responses: the modification of existing national training packages; opportunities for continuing professional development and aged care specific higher education qualifications, to address contemporary expectations in standards of care.
ACCW recommends that a minimum requirement of training and qualifications be determined to achieve the registration described above. The Senate Inquiry into the future of Australia’s aged care work force recommended the establishment of minimum standards for training and accreditation through AQSA1. The Standard of training required according the ACCW is detailed here. (hyperlink).
For example, the increasing incidence of dementia2 amongst aged care service recipients will require that management of dementia will need to be a focus in training for aged care workers. It is recommended that management of patients with dementia be a mandatory requirement in training for workers at all levels in the aged care sector.
Recent developments in dementia research3 indicate that there is potential for medical advances in the medium term that may mitigate the prevalence and impact of dementia symptoms in Australia. Support for this research by the Federal Government should be a priority.
The “A Matter of Care” Report identified the need to “increase their gerontic undergraduate content for all health professionals. Older people make up the majority of consumers in the acute care system, yet undergraduate training does not adequately reflect this:
ACCW supports these recommendations. The introduction of the NDIS and the increasing demand for aged care services will continue to place a drain on existing resources. Unless initiatives are adopted to recruit and train more people into the Allied Health professions, there will continue to be a shortage of these professionals.
ACCW seeks specifically to fill the need for a centralised system of accreditation of care workers. Membership of ACCW will require members to fulfil the accreditation criteria in relation to police checks, training and accreditation to work in the care sector envisaged by the taskforce.
There should be an immediate reinstatement of courses for the Diploma and Advanced Diploma in Aged Care to facilitate higher level education and career pathways for professionals in specialist Aged Care practice.
The Australian College of Care Workers is dedicated to ensuring access to, and the provision of, industry opportunities for skills development and career enhancement and is informed by the following educational model:
Figure 7.2. Continuing Professional Development for Care Workers
The model indicates the need for (i) professional development and professional membership; (ii) online, distance, face-to-face learning including seminars and workshops; (iii) inquiry-based learning; (iv) flexible learning through project-based learning; (v) case-based and problem-based learning (PBL) management through care activities; and (vi) theoretical links between case-based, problem-based and self-directed learning for professional development in care sector education; and (vii) pedagogical care sector pathways for graduates.
The Australian College of Care Workers considers that the above model may be applied to educational development for all Care Workers and Allied Health Professionals, seeking additional skills sets, career pathways or career modification, across the Care Sector.
Care workers who are engaged in care practice should participate regularly in professional development that is relevant to their practice to maintain and enhance their knowledge and skills to help them deliver quality care. Professional development is a critical mechanism for ensuring high standards of professional practice and the relevance and currency of qualifications and experience.
Professional development may be formal or informal and involve activities. Formal professional development involves participation in short courses to enhance the graduate’s skills. It should consist of activities such as courses and seminars, full and part-time tertiary study and undertaking research and delivering presentations. Informal professional development includes learning new skills, either away or on-the-job, and mentoring by those who have more experience in the field of aged care. Care Worker Graduates can gain invaluable practical experience working with a mentor after graduation, and they can undertake units while working to achieve academic credits towards a diploma or a degree in aged care.
ACCW supports these recommendations and will work with the industry to implement feedback and continuous improvement strategies to build confidence in relationships between employers, employees, care recipients, their supporters and the community.
ACCW supports the implementation of a proposed standardised approach to workforce planning and the development of training (in particular CPD programs) to support workforce development and skills mix modelling competencies. ACCW also supports the development of holistic care plans and the adoption of a living well approach and innovative models of care in all areas of care service.
Assuring the safety and quality of aged care services requires certainty and consistency of staffing ratios in residential aged care facilities. The 2017 Senate Inquiry5 identified that there is a need to consider the introduction of minimum nursing requirements in Aged care facilities. This call has been supported by the AMA, ANMF and the Chair of the Aged Care Workforce Strategy Taskforce6. Improved staffing ratios will not only improve the quality and safety of care, it will also be likely to increase the retention of staff in the sector and reduce the incidence of workplace injuries; reducing costs incurred to the sector through staff replacement and training and workers compensation.
ACCW supports the recommendation for industry representatives to work together to develop strategies for workforce reform in line with the taskforce findings and to address funding issues.
It has been identified7 that many workers in the Aged Care sector are employed on a part time and casual basis. In many cases this type of employment provides irregular and uncertain income and working hours, which contributes to high turnover and job insecurity in the sector. ACCW recommends that Industrial Awards and Agreements in the sector should be evaluated to identify ways in which working hours and rates of pay can be modified to achieve higher retention rates and greater job security amongst aged care workers.
Improved training and recruitment practices for the Australian Government aged care workforce
ACCW supports the recommendations to improve the skills and knowledge of administrators, regulators and auditors in relation to:
to improve the skills, transparency and confidence of the regulatory and client facing workers in the care sector.
Strategic action 11:
Establishing a remote accord
ACCW supports the establishment of initiatives to enhance the level of rural and remote care services to this enable people using care services in these areas to be able to stay in their homes and access the services they need. As recommended in other reports, this may involve enhanced outreach services and consideration of the provision of adequate incentives for care providers to encourage them to travel to remote areas to provide necessary services. Funding for these initiatives will need to be incorporated in Federal Government budget allocations
The promotion and increased availability of quality flexible learning options, including distance and on-line education programs, may encourage and enable students living in remote areas to access aged care education programs.
ACCW supports the establishment of the Aged Care Centre for Growth and Translational Research in line with the Taskforce recommendations.
The percentage of GDP spent on aged care in Australia should be raised to at least 1.5%; to be raised either through taxation, insurance levy or increases in superannuation over time; or a combination of all available methods. Aged Care funding should be indexed to increase over time to match increasing demand; and not fall below 1.5% of GDP. For a full discussion of funding options for the care sector see here. (hyperlink)
ACCW supports the adoption of an industry code of conduct and the implementation of the Strategic Actions of the Aged Care Workforce Strategy Taskforce. ACCW will participate in the activities of the Aged Care Services Industry Council.
The Aged Care sector faces major challenges and concerted action by governments, the community and those directly engaged in the sector (ie. Stakeholders) is required to address these challenges. The Australian College of Care Workers has been established to uphold future consistent standards in quality care delivery and the interests of workers providing care services.
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