A position vacancy can arise for a range of reasons. The common ones include:

• Replacing a support worker who has left
• Growth in the number of supported participants
• Needing to deliver a new or specialised form of support.

Regardless of the reason, it is good practice to think about the role from a business and workforce planning perspective before taking steps to fill it: what are its responsibilities? How will it contribute to positive participant and business outcomes? Is it at the right level? Is this an ongoing or short-term requirement? Is it part time or full time? Should it be offered as a permanent or casual position? What induction, training, supervision and practice leadership arrangements do we need to have in place for this role? See the NDIS workforce management and planning tool for information about planning your workforce. 

Once these questions have been considered, if the role already exists and has a position description, it is good practice to review it to make sure it reflects current needs. If your existing position description doesn’t yet incorporate the NDIS Workforce Capability Framework (the Framework) capabilities, this is a good opportunity to update the document to do that. If you need to go ahead without updating the position description, it's a good idea to look up the relevant Framework capabilities for the type of role you are filling so you can use them as a basis for your assessment. If it is a new role, a position description needs to be created. See the Position Description Builder for guidance on identifying relevant Framework capabilities and a step-by-step guide and template for creating a role description incorporating the Framework capabilities.

Continue to the next stage of the process:

Plan the process