Mandatory Training Requirements for NDIS Workers: What, When & How Often
A few weeks ago, we held a webinar on Empowering Your Workforce: The Role of Training in NDIS Compliance alongside National Disability Services (NDS) and Engels Floyd. During the webinar’s Q&A segment, a number of questions came up relating to mandatory NDIS training. And with changes to the NDIS looming per the 2023 NDIS Review—particularly the requirement for all disability service providers and support workers to become registered with the NDIS—providers need to get ahead of the game to ensure support workers are trained appropriately.
Let’s explore what was covered in the session.
What training is mandatory before starting work?
The NDIS has specified the need for support workers to complete induction training before providing supports to people with disability to ensure workers’ safety and the safety of the people they support.
Key requirements include:
- NDIS Worker Screening Check: while not a training module, it is important to be aware that all workers must undergo a screening check prior to commencing any support work.
- NDIS Worker Orientation Module: this mandatory module is available through the NDIS Training Modules from the NDIS and takes approximately 90 minutes to complete.
- Induction training: staff should receive/complete induction training specific to their service provider/type of supports they will carry out before starting work. Some basic training should be included, particularly around organisational policies and procedures, to ensure staff know what they need to do and what processes to follow. Topics covered could include privacy and confidentiality, infection control, risk management, etc.
What training can be done after onboarding?
The NDIS Quality and Safeguards Commission itself does not prescribe a fixed list of training that must be demonstrated physically. Instead, it expects registered providers to ensure that their workers are competent in the tasks they perform, and that training is fit for purpose.
Training that often requires observational assessment may include:
- Manual handling and mobility support (e.g. using hoists, transferring clients)
- Medication assistance (if part of the worker’s role)
- Infection control procedures (e.g. PPE use, hand hygiene)
- First aid and CPR (must be assessed in person under HLTAID units)
- Use of assistive technology or equipment
- Behaviour support strategies (especially where restrictive practices are involved)
Is Infection Control the only required refresher?
Currently, the NDIS Practice Standards only mention refresher training for infection control. However, if a support worker is providing high-intensity supports, such as bowel care or mealtime management, Engels & Floyd recommend providing refresher training in these areas as well.
How often support workers should complete refresher training is largely dependent on the organisation itself. Still, a good rule of thumb is to provide this annually, particularly in high-risk areas, such as:
- Support worker roles and responsibilities
- Documentation and incident reporting
- Medication assist, including storage
- Waste management
- Manual handling
- Food safety
- Work health and safety
- Risk management
- Restrictive practices
etrainu and NDS have recently added four new refresher training courses to our Workforce Essentials library:
- Infection Prevention and Control
- Medication Assist
- Incident Reporting
- Manual Handling
Does etrainu's refresher training meet the infection control requirements?
Each support worker needs to be trained and have refresher training in infection prevention and control precautions, including hand hygiene, respiratory hygiene and cough etiquette. Further, each support worker who provides supports directly to participants needs to be trained and have refresher training in the use of PPE.
etrainu’s Infection Control Refresher training covers this, and we also have our PPE and Cough Etiquette courses for further training on infection control.
When do you need to complete NDIS Refresher Training?
Generally, annually is enough. However, Engels & Floyd recommend every six to twelve months for high-intensity supports.
The best way to approach your support workers’ training needs is to follow a training plan. This would create more structure for workers and ensure that training is still manageable. Typically, a training plan would be tailored to the different employees in your organisation.
For example, a new support worker with little to no experience would benefit from an intensive training program that usually spans a couple of weeks (six weeks or so). This would include the induction training as well as other specific areas that they would need to know to deliver the supports offered by the organisation. In contrast, a more experienced support worker would benefit more from a monthly program or a refresher training plan. That way, they can continue to revisit and reinforce best practices.
Wrap up
Mandatory NDIS training, particularly induction training, should be completed during the onboarding process for new staff, with refresher training made available every six months or annually. Such training is crucial to ensure support workers are equipped with the necessary skills and knowledge to provide safe, high-quality care.