The NDIA aspires to be an operationally-excellent organisation. The unprecedented growth in the NDIS has necessitated rapid Agency growth and build-up of human resources frameworks and processes.
In 2017, the Agency delivered a new People Strategy and a new Enterprise Agreement. These underpin the Agency’s vision for how it will operate in the final years of transition to full Scheme and the employment conditions that will enable staff to deliver better outcomes for participants and other stakeholders.
Organisational Structure as at 30 June 2017
People Strategy 2017–19
In February 2017, the NDIA released the refreshed People Strategy 2017–19. The Strategy informs how the Agency will support its people to meet Agency objectives by 2020 and become a world leading NDIS.
The Strategy will support the NDIA to prepare for anticipated future changes and to further define, source and build the capability of its people to deliver the Scheme.
NDIA Enterprise Agreement () 2017–2019
The NDIA’s inauguralcame into effect on 28 February 2017 for a three year period. Between 1 July 2016 and 27 February 2017 the Australian Department of Families, Housing, Community Services and Indigenous Affairs ( ) EA 2012–14 had continued to be applied to non-Senior Executive Services ( ) staff.
The newwas an important milestone as it was developed for NDIA staff, by NDIA staff, after an extensive consultation and bargaining period. It was developed with conditions that are important for individuals and the Agency, such as certainty of entitlements and conditions; building an inclusive culture; and supporting an agile, flexible service delivery agency.
Both the2012-14 and NDIA 2017-19 agreements allow for Individual Flexibility Arrangements ( ) to vary conditions in the agreements. At 30 June 2017, 1,907 employees were covered by the agreement of which 18 were the subject of .