General Manager

The General Manager must follow all policies and procedures, manage quality frameworks, and report to senior managers/board members.

**Main Duties / Responsibilities**:
The General Manager will:

- ensure that organisation is meeting all requirements of the Funding Agreement with NDIS to maintain ongoing registration
- ensure that all activities and aspects of the service program incorporate real-life experiences and promote the person-centred development of each participant
- liaise with families, other disability services, government agencies, key professionals and support groups to maximise participant outcomes
- call case conferences, where necessary, to develop case plans and resolve participant problems.
- guide to enhancing performance in a manner that incorporates the company's vision and culture
- ensure the profitability of the organisation's activities to drive sustainable development and long-term success
- supervise the work of employees, provide feedback and counsel.

**Organisation culture and practice**

The General Manager will:

- Provide organisational leadership to establish and promote organisational values consistent with the principles of the UN Conventions on the Rights of Persons with Disabilities and NDIS values.
- Establish best practice service models, governance frameworks, business systems, policies and procedures to reflect organisational values, cultural responsiveness and zero tolerance of any behaviour or circumstance that does not uphold participant rights.
- Use the NDIS Workforce Capability Framework to plan the workforce, design jobs, recruit, induct and develop workers and lead change and workforce management aligned with the organisation's values.
- Create and promote opportunities for people from diverse identities and cultural backgrounds, particularly people with lived experience, to work and advise at all levels of the organisation.
- Collect meaningful evidence to measure the extent to which service models and practices are achieving the organisation's stated values and improving the health and wellbeing of participants.
- Drive data-informed improvements to models of support and resource allocation.

**Build consistent, good practice**

**The **General Manager **will**:

- Systematically engage people with lived experience when designing, managing and improving service models and practice.
- Systematically engage workers when designing, managing and improving service models and practice.
- Ensure direct supervisors understand their role in supporting and developing staff, as well as managing the work.
- Ensure workers can access the appropriate training, resources, supervision and expertise required to build their capability and deliver quality, best practice support.
- Establish and promote workforce governance arrangements that outline accountabilities, scope, supervision and delegation arrangements.
- Build collaborative relationships and partnerships with advocacy groups, cultural advocates, community leaders, service providers, government, health and community services.
- Establish processes to resolve conflicts of interest, legal, regulatory and ethical issues with organisation values.

**Establish systems to support health and manage risk**

The General Manager will:

- Ensure workers have training and support to work with participants to take and learn from their chosen risks.
- Encourage and enable workers to support participants to form and develop connections with people other than those paid to provide support.
- Develop and implement safe work systems and ensure that workers are able and encouraged to identify and manage workplace safety risks for participants, themselves and others.
- Ensure that workers can identify and report early and current indicators of discrimination, exploitation, neglect, abuse, violence or other violations of participant rights.’
- incorporate Child Safe Standards into policies and practice
- ensure staff are trained in Child Safe Standards and mandatory reporting
- Report any real or potential risks of harm to a participant, including child and young people

**Establish a learning culture to support workforce capability**

The General Manager will:

- Use the NDIS Workforce Capability Framework and establish procedures to confirm that workers have the capabilities they need.
- Use the Framework to develop the organisation's learning and development strategy to develop and maintain required workforce capabilities.
- Model your commitment to building a learning culture and actively support other organisational leaders and managers to engage in lifelong learning and reflective practice.
- Establish processes for participants to provide regular feedback and actively contribute to shaping learning and development offerings.
- Establish and provide resource systems that ensure workers have regular opportunities to debrief, review and reflect on their practice with peers and experts, including those with lived experience.
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