jobactive: Streams Explained
With the new contract – jobactive - now 6 months in, I thought that I would explain the different Streams within jobactive, so that you can understand the assistance available to each level (Stream) of assistance. Each level is based on your circumstances - both vocational (employment related) and non-vocational (other barriers that may affect your chances of securing employment). It is important that I point out here, that if providers are not aware of your circumstances, or that you circumstances have changes, you may be incorrectly 'streamed' and not receiving the level the assistance you require.
I’ve tried to keep this as straight forward as possible, as contracts can be confusing. I have not mentioned all of the sections of the deed that are not relevant to the outcome of the service delivery. So lets start:
There are 3 different Streams of Service, with 2 of those streams containing 2 different levels. They are as follows (in order of least support to most support provided):
Stream A:
Stronger Participation Incentives (SPI)
General
Stream B:
Stronger Participation Incentives (SPI)
General
Stream C
Firstly, I will outline the differences between SPI and General. They are as follows:
Stronger Participation Incentives (SPI)
SPI Participants are people who are Fully Eligible Mutual Obligation Jobseekers under the age of 30 years. SPI Participants can be in either Stream A or Stream B, i.e.; Stream A (SPI) or Stream B (SPI)
Case Management Phase
Initial interview – 6 months
Case Management which includes:
Review of self directed job search at regular (usually fortnightly) appointments.
Referral to suitable identified jobs
Review of your circumstances – if there are any changes to them.*[KC1]
Assisting with resume writing and updating
Assisting with cover letter writing and updating
Assisting with job applications
Mutual Obligation - Annual Activity Requirements (AAR) Phase
7 months to 12 months
Referral and monitoring of WfD activities, and in some cases management of the WfD activities if the jobseeker is not already commenced or in the the process of commencing or organising another approved activity***
WfD Activities should be 25 hours per week for Fully Eligible Participants with no caring responsibilities and full-time participation requirements. The amount of hours may vary if the jobseeker has a Reduced Work Capacity (RWC) such as a Principal Carer Parent (PCP)
After a jobseeker has completed the AAR Phase, they will then return back in to Case Management Phase. This 6 monthly cycle will continue until the jobseeker either turns 30 years old or finds employment that enables them to exit the service**[KC2] or changes Streams.
Stream A (General)
Jobseekers in this Stream are job ready and usually haven’t been out of employment for too long, it is considered that jobseekers who are suitable for this Stream are those who are likely to secure employment by themselves and with very minimal assistance within the first 3-6 months of unemployment.
Self-service and Job Activity
Initial interview – 6 months
Self-service job searching and activities.
Use of the providers allocated technology and communication resources to assist with job searching.
Self reporting of job searched to Centrelink
Mutual Obligation – Annual Activity Requirement (AAR) Phase
7 months to 12 months
Referral and monitoring of WfD activities, and in some cases management of the WfD activities if the jobseeker is not already commenced or in the the process of commencing or organising another approved activity***
WfD Activities should be 25 hours per week for Fully Eligible Participants with full-time participation requirements. The amount of hours may vary if the jobseeker has a Reduced Work Capacity (RWC) such as a Principal Carer Parent (PCP) or Person with a Disability (PWD)
Case Management
13 months to 18 months
Case Management which includes:
Review of self directed job search at regular (usually fortnightly) appointments.
Referral to suitable identified jobs
Review of your circumstances – if there are any changes to them.*[KC3]
Assisting with resume writing and updating
Assisting with cover letter writing and updating
Assisting with job applications
Mutual Obligation – Annual Activity Requirement (AAR) Phase
19 months to 24 months
Referral and monitoring of WfD activities, and in some cases management of the WfD activities if the jobseeker is not already commenced or in the the process of commencing or organising another approved activity***
WfD Activities should be 25 hours per week for Fully Eligible Participants with full-time participation requirements. The amount of hours may vary if the jobseeker has a Reduced Work Capacity (RWC) such as a Principal Carer Parent (PCP) or Person with a Disability (PWD)
After a jobseeker has completed the AAR Phase, they will then return back in to Case Management Phase. This 6 monthly cycle will continue until the jobseeker finds employment that enables them to exit the service**[KC4] or changes Streams.
Stream B (General) and Stream C
Case Management
Initial interview – 12 months
Case Management which includes:
Review of self directed job search at regular (usually fortnightly) appointments.
Referral to suitable identified jobs
Review of your circumstances – if there are any changes to them.*[KC5]
Assisting with resume writing and updating
Assisting with cover letter writing and updating
Assisting with job applications
Assistance with addressing non-vocational barriers E.g. Counselling services
Mutual Obligation – Annual Activity Requirement (AAR) Phase
13 months to 18 months
Referral and monitoring of WfD activities, and in some cases management of the WfD activities if the jobseeker is not already commenced or in the the process of commencing or organising another approved activity***
WfD Activities should be 25 hours per week for Fully Eligible Participants with full-time participation requirements. The amount of hours may vary if the jobseeker has a Reduced Work Capacity (RWC) such as a Principal Carer Parent (PCP) or Person with a Disability (PWD)
Case Management
19 months to 24 months
Case Management which includes:
Review of self directed job search at regular (usually fortnightly) appointments.
Referral to suitable identified jobs
Review of your circumstances – if there are any changes to them.*[KC6]
Assisting with resume writing and updating
Assisting with cover letter writing and updating
Assisting with job applications
That is the Stream Services for jobactive in a nutshell (excluding Disability Support Pension Compulsory Requirements – that will be addressed in another post) . Now I will address some of the points that I have marked through out the above information with (*, ** or ***)
* If anything changes in your circumstances that may affect your obligations to find work, it is very important that you advise your jobactive provider. Risk of homelessness, illness in your family, caring responsibilities, mental health issues etc can all impact your search for work and if you are working, could even jeopardise that employment. If you’re living in your car, and have an interview or have to go to work, you can’t shower, do laundry, sleep properly or do anything necessary to ensure that you turn up to work as your best self, not to mention the stress that it causes. You’re provider is bound by privacy, if you wish do discuss something with them in a more private setting, you can request that your provider provide this – they are required to provide it if requested. Once you have disclosed any changes of circumstances, your consultant should enter this into the Change of Circumstances Reassessment Screen in the Employment System (online database, linked to Department of Employment, Centrelink information etc.) This, depending on the extent of the changes, may trigger a Job Capacity Assessment (JCA)in which a referral should be organised by your provider at the same time.
** Exiting from jobactive due to employment, does not occur as soon as you start work. Once your provider has placed you into a Job Placement in the Employment System, and confirmed that you have commenced employment, then completed the required amount of hours in the first 10 days of employment, you will then move into Post Placement Support (PPS). PPS is for the first 26 weeks of employment. During this time, your provider will contact you, most likely fortnightly, to confirm that you are still in employment. They will ask you questions such as the hours you have worked for certain dates and your income earned, and even ask for payslips as proof for their records. It’s important to remind you here, that you ARE NOT obligated to provide your payslips, especially if you are reporting your earnings to Centrelink. You can also request that they do not contact your employer to confirm any details, if you have already given permission, you can revoke it, it is best to do it in writing however, email is acceptable. During PPS, you, as the newly employed job seeker, are to receive support from your provider. If you are having difficulties getting to work, just starting a new job and getting your finances in order etc., they should be able to assist you with travel assistance (fuel cards, bus and train tickets etc.), if you need suitable work clothes, or PPE such as steel cap boots, appropriate office wear or foot wear for your role, then your provider can assist with the purchase of these, or reimbursing you for the amount you have spent – keeping in mind, that you should confirm with your provider (again – in writing) on the amount and items to be purchased, before requesting a reimbursement. Even if you need assistance with training for you job they can assist you. If you do advise them that you won’t provide them with employment info etc, they might decline to assist you. If your employer is being paid a wage subsidy, these are the timeframes in which they will be paid to the employer also (after 13wks & 26wks of employment).
*** Approved activities for Mutual Obligation – Annual Activity Requirements (AAR). When outlining a job seeker’s Mutual Obligation Requirements, including their Annual Activity Requirement, the Provider must take into account:
the job seeker’s individual circumstances—in particular, their assessed work capacity (where relevant), their capacity to comply with the requirements and their personal needs
the person’s education, experience, skills and age
the impact of any disability, illness, mental condition or physical condition on the person’s ability to work, look for work or participate in activities
the state of the local labour market and the transport option available to the person in accessing that market
the participation opportunities available to the person
the family and caring responsibilities of the person (including availability of child care)
the length of travel time required to comply with the requirements (90 minutes each way or 60 minutes if the job seeker is a PCP or has an assessed PCW)
the financial costs (such as travel costs) of complying with the requirements and the person’s capacity to pay for such costs.
whether the job seeker has any vulnerabilities or vulnerability indicators (as identified by DHS) such as homelessness, psychiatric problems or mental illness, severe drug or alcohol dependency, or traumatic relationship breakdown
any history of the job seeker not complying with their Mutual Obligation Requirements
cultural factors
any other matters that the Provider considers relevant in the circumstances (including if the job seeker discloses that they are a victim of family violence).
Providers should consult with job seekers to understand the activities the job seeker is interested in or may prefer to undertake. This can include things that will help the job seeker find work or will help them deal with, or sufficiently manage, vocational or personal issues that may affect their employability. While the Provider should take this into account wherever possible, persons engaged by the Provider to perform functions or provide Services, as the Delegate of the Secretary of the Department of Employment, will determine what requirements the job seeker must satisfy to meet their Mutual Obligation Requirements under Social Security Law.
For job seekers aged 18 to 49 years with full-time Mutual Obligation Requirements, Work for the Dole is the principal Activity to meet their Annual Activity Requirement unless they have:
arranged to meet their Annual Activity Requirement through another approved Activity that will start at the time they become subject to the Annual Activity Requirement, or
already undertaking other approved Activities at the time they enter the Work for the Dole Phase.
The types of Activities that can be undertaken by job seekers include:
Work for the Dole Activities—offer opportunities for Fully Eligible Participants to increase their work-readiness.
National Work Experience Programme Placement—a short-term unpaid work experience placement of up to four weeks that allows eligible job seekers to gain on-the-job vocational skills
Voluntary Work—provides job seekers with opportunities to gain personal and workplace skills that will directly improve their Employment prospects.
In addition, job seekers can also participate in other Activities including:
Part-time employment—improves a job seeker’s chances of finding full-time Employment and maintains and enhances their work skills.
Part-time study or training—provides job seekers with the opportunity to learn skills and gain qualifications that will improve their prospects of finding work.
Accredited language literacy and numeracy courses—which can include:
Skills for Education and Employment programme (SEE programme)—Helps eligible job seekers to improve their language, literacy and numeracy skills
Adult Migrant English Programme (AMEP)—provides English language tuition to eligible migrants and humanitarian entrants
Defence Force Reserves—job seekers can voluntarily participate in Defence Force Reserves, which can include training
New Enterprise Incentive Scheme (NEIS) Training activity
other government programmes—including state government programmes and the Green Army Programme.
* All information provided in this document is gathered from the Employment Serviced Deed 2015-2020, related guidelines and the Guide to Social Security Law (Social Security Act 1991 - amended 13 November 2013) and expressed as my interpretation based on knowledge and experience in the employment services industry.
