A roles-based approach to recruiting support

A comprehensive guide to recruiting support for your family member.

On this page, you will find the following sections (click the links to jump down the page):

Introduction
Your vision for your family member
Role-based vs traditional recruitment
Role-based recruitment in action (video)
Resources for recruitment
Step-by-step guide
Sample recruitment documents (downloadable)
Other resources

You are welcome to download the content as a PDF for your records.

Download the role-based approach to recruiting support document (PDF, 3 MB)

Introduction

People with disability may need support to work towards their goals and for daily living.

This support can be:

Freely given support from family, friends, and allies
Paid support, such as employed support people.

If you self-manage NDIS funding, you can directly employ support people.

When they directly employ supports, many families enjoy having greater control over the recruitment, training, and ongoing development of the people who support their family members with disability.

Investing time and effort to find the right support person can lead to:

better support outcomes (more goals are achieved)
more consistent support
greater job satisfaction for the support person and
improved well-being of your family member.

It is essential to plan the recruitment process to ensure:

the support aligns with your family member’s needs
a strong, positive relationship between the person with disability and their support person is established from the beginning.

That is why we promote the concept of role-based recruitment of support people.

To effectively use this approach, the person with disability needs:

a strong and positive vision for their life
goals that include taking on valued roles.

A strong and positive vision for holding valued roles throughout life

Most of us define ourselves through the roles we hold. When we meet someone for the first time, depending on our age and stage, we might introduce ourselves as:

a Scout, bike rider, and friend
a Year 12 student, casual waitperson, and netball player
an admin assistant working in the city, a housemate, and a D&D player
a husband, practice manager, and gardening enthusiast.

You can imagine how each theoretical person above has a rich and abundant life due to their roles.

Social Role Valorisation (SRV) theory tells us that the more valued roles a person holds, the more likely they are to live a more interesting, fulfilling life by having access to more of the good things in life.

Unfortunately, people with disability are often cast into devalued roles, such as:

disabled person
welfare recipient
client.

These roles can limit opportunities and reinforce negative perceptions, making it harder to access the richness and abundance that come with more socially valued roles.

If this person held more socially valued roles, such as a bike rider or admin assistant, they would be able to describe themselves through their roles. This shapes their identity and influences how people will interact with them.

Using such “role language” can open doors to more opportunities and potential relationships within those roles, ultimately supporting a more meaningful, connected life.

So, we encourage families to develop a life vision for their family member with disability that is filled with age-appropriate valued roles.

The earlier in life this vision is developed, the better.

A vision for a good life can be used to give the person with disability, their family, friends, teachers, health practitioners, and support people, clear goals to work towards.

Visit this page on our website to see some examples of vision statements.

If your family member with disability doesn’t have a strong vision for a good life, we recommend you:

review some of these free resources about vision
spend some time crafting your family member’s vision.

Once your family member has a vision, they can establish role-based goals.

For example, 13-year-old Alex loves watching soccer and kicking the ball around in the backyard with her younger siblings. She decides she wants to become a soccer player in her local club. This goal aligns well with her stated NDIS well-being and social participation goals.

Because of her disability, Alex will need some support to achieve her goal. Her parents decide to employ a support person to assist her.

Role-based recruitment vs traditional recruitment of support

The traditional approach to recruiting a support person usually values:

formal certifications in support work and
years of experience working in support roles.

However, these are not the only credentials that ensure a successful match.

Role-based recruitment recognises that some people have skills and attributes more valuable to someone with disability than support work certifications and experience.

In other words, role-based recruitment values skills and attributes that match the needs and goals of the person with disability.

Role-based recruitment in action – Alex

Earlier, you met Alex, a young teenager with disability who wants to play soccer on a team at her local football club.

Alex’s family could take the typical approach and hire someone with qualifications and experience as a support person.

Instead, her family decided to advertise for someone who:

shares Alex’s love of the game,
has an interest in teaching soccer,
has connections with local youth football.

Jemima, a young woman starting year 12, applies for the position. She has played soccer locally since she was five and intends to study sports science at university.

Alex and Jemima share a love for the game, and Jemima has playing skills and an interest in teaching. She is well-connected with other local people who play and coach football. Her connections might open doors for Alex to explore the world of community football in many different ways.

Of course, Alex’s family

carefully checked Jemima’s references and that she held a current Working with Vulnerable People card
took steps (see later) to ensure Jemima and Alex were a good fit.
They concluded that Jemima’s interests, skill set, connections, and rapport with Alex far outweighed her lack of formal disability support qualifications and experience.

Jemima was recruited, and she is helping Alex by

training with her to build her soccer skills
building her social network by arranging regular kickarounds with other young local soccer enthusiasts
introducing her to the club officials in readiness for the start of the winter season.
As a result of this role-based recruitment of Jemima, Alex has expanded her roles to include:

soccer player
friend
teammate
club member.

Roles-based recruitment in action – Bryan

Bryan aspired to become a professional drummer by forming a band and performing live gigs around Canberra. He used role-based recruitment to employ a drum technician whose interests and skills align well with his goals.

Roles-based recruitment:

focuses on matching the support person’s skills and attributes with the interests and goals of the person with disability
fosters understanding, mutual respect, and stronger relationships between the person with disability and their supporters
often increases job satisfaction for the support person
may reduce employee turnover and burnout.

In essence, a role-based recruitment approach can improve the quality of support, helping people with disability achieve meaningful and valued outcomes in their lives.

For further information on role-based planning for people with disability, download and read this article by Scott Ramsay.

Using role language for the paid support person

Quality support delivered by talented and discerning people is essential in helping people with disability achieve their goals and live fulfilling lives.

However, the term “support person” is often understood to mean someone who provides care to an individual with a disability or impairment. This naturally casts the person with disability into the role of “disabled person”, “client”, “eternal child”, or “care recipient”.

Support people hired through role-based recruitment:

foster valued social roles and meaningful participation
promote independence and inclusion in the community
assist the person with disability to achieve their goals.

Families often find it beneficial to use creative job titles that:

complement the person’s interests and strengths
avoid labels that can make them feel primarily like a ‘client’ or recipient of care.

You may want to consider using positive role-based titles such as:

Job Coach
Advocacy Mentor
Homemaker Mentor
Organising Assistant.

Benefits of role-based job titles

Role-based job titles

focus on the “role goal” of the person with disability. This promotes dignity by allowing the person to take ownership in pursuing a particular role rather than focusing on their need for care.
encourage support people to see themselves as partners working towards a shared vision, which fosters stronger, more genuine connections.
help everyone involved to view the person with disability as a capable individual with goals, not just someone in need of support.
boost respect for the support person’s position, underscoring their specific role in helping achieve a valued and inclusive life.

Alex and her family took some time to decide on naming Jemima’s support role.

They initially thought they would use “Soccer coach”, as the role contained many elements of coaching. On further thought, they realised this title was best suited for the person who coached the team Alex would eventually join.

In the end, they decided on “Soccer Mentor” because it best described the purpose of the support role and helped Alex see Jemima as a mentor rather than a caregiver.

A note about informal support

When thinking about the supports your family member with disability might need to help them reach their goals, don’t discount informal supports.

Informal supports are the types of supports that are freely given and naturally occurring. They can include:

family members
friends
neighbours
community- or faith-based groups.

Informal supports:

are often more enduring than paid supports
can be more flexible than paid supports
strengthen the person with disability’s sense of belonging in the community
often support the development of a rich network of natural supports
benefit from the connection with the person with disability
are not dependent on funding.

The more informal supports a person has, the more likely they are to have access to more of the good things in life.

Resources for recruiting and training support people

This section provides tools and templates to guide you through each step of finding and training support people.

You’ll find:

a step-by-step guide
sample job ads
duty statements, and
induction materials.

These resources are designed to help you make sure candidates understand their role and match well with your family member’s needs.

Step-by-step guide

Define the role.
Create an information pack.
Advertise the position.
Review applications.
Conduct interviews.
Induct your new employee.

Define the role

Identify the specific skills, interests, and attributes required for the role. For example, if you’re looking for a sports coach, highlight the importance of fitness, enthusiasm, and specific sports skills.

Be sure to name the role using positive role language!

Create an information pack

An information pack contains documents to help interested applicants decide their suitability for the role. It will be sent out later in the process, but it’s important to have it ready to go.

The information pack should include:

A detailed job description

Provide a comprehensive description of the role, including specific duties, expectations, and any special requirements.

This document should also include general job information and a duty statement that focuses on social inclusion, communication, mentoring, and safety.

Application form

Include a form for candidates to complete, requesting relevant information such as their qualifications, experience, and references.

You can also add questions or instructions that check whether applicants have read the entire information pack. Examples of these include:

asking candidates to mention a ‘fun fact’ like their favourite colour in their cover letter
instructing candidates to use a particular subject line in their email replies.

Information about your family member

Offer some background about your family member, their interests, goals, and the type of support they need. Ensure this information is respectful and maintains privacy. Introduce that your family member has a disability among their other attributes and roles.

Terms of employment

Outline working hours, pay rates, and any other relevant details.

Provide information on the award rate and whether you are employing directly or through a platform like HireUp.

Vision statement and values

Outline the vision statement, values, and personal attributes important to the role. Highlight the specific roles your family member currently holds and those they aim to achieve in the future.

If your family member doesn’t have a vision statement, we recommend you develop this as soon as possible. Here are some free resources to get you started.

Contact information

Provide your contact details so candidates can ask questions if they need more details.

Advertise the position

Creating and placing a thoughtful, clear job ad is essential in roles-based recruitment. This process targets potential support people with skills and interests aligned with your family member’s goals and aspirations.

Steps in the advertisement process

1. Create the job ad.
Write a simple, clear ad that outlines the role’s responsibilities, expectations, and desired qualities. If your family member prefers a specific attribute, like quieter or more humble people, include those desired attributes in your ad.

Be sure to include clear instructions on what action an interested individual should take next. Will you provide them with a contact number to call, or ask them to send an email or letter?

Set a deadline to respond to the ad.

2. Choose where to advertise.

Select targeted locations to reach the right candidates. Rather than using generic job-seeking platforms, focus on specific settings such as university notice boards, community centres, or relevant social media groups.

3. Post the ad and collect applications.

Ensure the ad is visible in chosen locations. Encourage potential applicants to reach out for more information about the role.

4. Create a shortlist.

Review the responses from interested applicants. Create a shortlist of potential applicants who seem to be a good fit for the role.

5. Send an information pack.

After initial interest, send an information pack to the shortlisted candidates. This allows the candidate to determine whether they are interested in pursuing the position.

Provide a date by which you expect them to return their application form.

6. Decide who you would like to interview.

Review the completed application forms. Decide which candidates you would like to interview. Contact them to arrange an interview.

When to advertise

It’s best to advertise once you have clearly defined the support role based on your family member’s interests, goals, and needs.

It’s important to advertise well in advance to allow enough time to find, interview and onboard the right candidate.

Where to advertise

Where to advertise depends on the specific role you want to fill.

Different roles may require different advertising strategies to attract the best candidates. Here are some suggestions.

Places to advertise most positions

Your networks
- Family or friends and their networks
- People you have met through activities
- Letterbox delivery in your neighbourhood
Locations
- Community Centres
- Higher education: University or vocational education staff to send to students, student notice boards
Online locations and mailing lists
- Facebook job boards
- Gumtree
- Support worker sites such as HireUp and Mable.

Additional places to advertise for a sports mentor

Your networks
- People you have met through sports activities
- Family or friends engaged in sports activities
Locations
- Fitness and sports locations like sports clubs, gyms, swimming pools, basketball and netball stadiums
- Tertiary education staff and notice boards targeting students in sport
Online locations and mailing lists
- ACT Sports Job Board

Example of advertising in action

“Once we’d identified the role, we created a simple job ad for a sports coach. We carefully considered where to advertise to reach the right audience, such as relevant university departments and local sports clubs. We also utilised bright, noticeable paper to make our ads stand out on community notice boards.”

Jan, mother of Jack

Review applications

Review the applications to determine whether any candidate is a good fit for the position.

We suggest you don’t interview anyone who has:

not responded to your” fun fact” question
not closely followed all instructions
submitted an application that seems more like a copy-paste than a thoughtful response to your advertisement and information pack.

Interviewing and choosing the best applicant

Once you’ve created your shortlist, it’s time to start interviewing to find the best person for the job.

Steps in the interview process

1. Determine who will conduct the interviews with the candidates.

Some families conduct interviews with just one or two people on the ‘panel’. Others like to have additional people – such as members of the person’s Circle of Support – present.
We strongly recommend that your family member with disability be on the panel. This helps you both see if there’s a natural connection with any of the candidates.

2. Choose a neutral interview location

Arrange to meet candidates in a neutral setting like a local park or café. This creates a relaxed environment, allowing you to observe how they interact with your family member.

For example, if the role involves sports, meet at a nearby oval where your family member and the candidate can kick a ball around.

Observe the candidate’s:

tone
communication style
interactions with your family member.

3. Follow-up meeting to discuss goals

If the first meeting goes well, arrange a second meeting to discuss your family member’s goals and needs in more detail.

This second meeting helps ensure the candidate understands the role’s expectations and allows them to ask any questions they may have. You can also assess their enthusiasm about supporting your family member’s goals.

To ensure the candidate can ask delicate questions, some families choose to conduct this meeting without the person with disability being present.

4. Making your final decision

Once you have found a candidate who connects well with your family member and meets the role requirements, offer them the position and initiate the induction process.

Training new support people

An effective induction process is crucial for integrating new support people into your family member’s support team. The induction will:

increase their understanding of the role
ensure they are aware of your family member’s needs
ensure they are aware of your expectations.

During the induction, some families like to offer:

videos to watch on topics like Social Role Valorisation or supporting people with disability to build and nurture connections with others. Visit our free resource library to access these resources.
written resources, such as chapters of books or online documents, for the support team member to review
an opportunity to discuss videos and other resources with a member of the family or support team to ensure understanding.
shadow shifts with other members of the support team.
opportunities for the new team member to converse with the family.

If you are hiring support staff specifically for employment purposes, you may be interested in an induction guide tailored to that goal.

To access it, you will need to register on our website via this link: Job Supporter induction package.

Sample recruitment documents

This section provides sample job advertisements, duty statements, and job packages that can be tailored to specific roles within your support team. They have been adapted from documents used by local families to recruit new support team members in role-based positions successfully.

We are very grateful to all the families who have shared these valuable resources.

You are welcome to adapt these resources to meet your own requirements.

Sample job advertisements

Explore customisable job advertisements for various support roles, ensuring candidates are informed and prepared to meet the unique requirements of each role:

Sample duty statements

Clear duty statements are crucial for defining the responsibilities and expectations associated with each role. These documents help ensure that potential support people understand their job requirements, reducing misunderstandings and enhancing job satisfaction.

Sample job packages

These comprehensive job packages include detailed information about the role, expectations, and the working environment.

These packages help candidates understand what the job entails and whether it aligns with their skills and interests.

Other helpful resources

Step-by-step guide to implementing role-based recruitment

My Place’s Guide to Engaging Your Own Support Workers is a step-by-step guide designed to provide essential information and practical guidance for people with disability, their families, and support networks.

This comprehensive booklet covers the following steps:

Planning to employ or engage your own support workers.
Preparing a budget, weekly plan, and roster.
Preparing a duty statement.
Preparing an application for employment form.
Advertising for support workers.
Determining what you are looking for in a support worker.
Interviewing applicants.
Choosing the best applicant.
Conducting a pre-employment interview.
Appointing your support workers.
Training your support workers.
Keeping your support workers safe.
Managing and supervising your support workers.
Terminating your support worker.