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From Tender to Transition

The implementation of the New Specialist Disability Employment Program (SDEP) necessitates a comprehensive approach to change management and organisational transformation. During our session, we will cover seven important workstreams involved in ensuring a seamless transition for all impacted stakeholders.

People: Central to the transformation is the focus on leadership, staff development and support. This includes training programs to enhance skills, absorbing new team members into your culture, and ensuring sites are well-equipped to meet the needs of clients, employers and community partners.

Property: The physical infrastructure must be adapted to support the new program. This involves modifying service delivery to be more accessible and creating environments that promote productivity, comfort and safety for both everyone.

Service Delivery Models: Innovative service delivery models are essential for SDEP success. This includes adopting participant-led approaches, leveraging technology to improve service accessibility and feedback, and continuously refining processes to enhance client outcomes.
Business Intelligence Reporting: Effective data management and reporting systems are crucial. These systems provide insights into program performance, identify areas for improvement, and support evidence-based decision-making.

Stakeholder Engagement: SDEP operates within an eco-system involving clients and their families, employers and community organisations, and service providers. Ensuring the program is responsive to all stakeholder needs fosters a collaborative approach to service delivery.
Business Planning and Budgeting: Strategic planning and budgeting are necessary to allocate resources efficiently. This involves forecasting financial needs, managing budgets, and ensuring the sustainability of the program.

Change Management and Communications: A robust change management strategy is required to guide the transformation. Clear communication plans, regular updates, and two way feedback mechanisms help manage expectations and ensure all stakeholders are informed and engaged throughout the process.

Learn how Prospert is taking this holistic approach to change management and organisational transformation with several DES providers to enable a successful transition the New Specialist Disability Employment Program, ultimately improving participant outcomes.

Presenters

Headshot_Paul

Paul Diviny

Founder and CEO, Prospert

Australia

Paul Diviny is the founding Director of Prospert, an international learning, consulting and tendering management business with a focus on employability services.

Since commencing his business in 2020, Paul has directly helped over 1,000 employability professionals in learning the art of effective employer and community engagement. His and his team’s advice is sought out by Boards and senior executives in such areas as: strategic growth; tendering strategy and execution; learning and development; operations management; program management; and organisation design.

As an employer engagement mentor, Paul provides coaching and mentoring to frontline employability staff and their line managers, assisting them to master employer engagement and grow sustainable employment and strong, trustworthy bonds with employers.

With social justice values embedded in his upbringing, Paul is particularly passionate about transforming lives, businesses and communities – one job at a time.