www.employment.gov.au

Job Services Australia Star Ratings

November 2014

Focus on Paid Outcomes• Assess Providers on outcomes they were

contracted to achieve

– Star Ratings, because they are based on data that are used operationally for individual case management, and to make outcome payments to providers, remain far better-grounded as measures of comparative performance than the ad hoc indicators of local employment office performance used by most other countries (OECD 2012).

Controlling for differences• Regression modelling to control for

differences in job seeker and labour market characteristics

– …it can be argued that regression-based estimates are far better as measures of comparative performance than comparisons of outcomes against relatively crude benchmarks or negotiated targets, the methods used by the PES in most other countries (OECD 2013).

Results and Further Information

• Subject to ongoing review

• Further information

– http://employment.gov.au/job-services-australia-provider-performance-star-ratings

www.employment.gov.au

Job Seeker Classification Instrument

Job Seeker Classification Instrument

• The Job Seeker Classification Instrument (JSCI) was introduced in 1998 .

• It identifies the likelihood of a job seeker remaining unemployed for the next 12 months.

• It is an objective measure of a job seeker’s relative level of disadvantage in the labour market based on individual circumstances.

• It has a fundamental role in the operation of Australian Government employment services particularly for Job Services Australia.

Development of the JSCI

Guiding principles:

• Classification

• Minimum number of factors of labour market disadvantage (JSCI factors)

• Accuracy

• Reliance on survey factors

• Acceptance

The role of JSCI

• Assess job seeker’s relative level of disadvantage and ensure they receive the services most appropriate to their needs.

• Determine a job seeker’s eligibility for Streams 1, 2 or 3 in Job Services Australia.

• Identify whether a job seeker has multiple or complex barriers to employment.

How does the JSCI work?

• The key components of the JSCI are the factors of relative labour market disadvantage (including the sub-factors), the related questions and the score.

The JSCI factors

The JSCI assesses the following factors:

• age and gender

• recency of work experience

• job seeker history

• educational attainment

• vocational qualifications

• English proficiency

• country of birth

• Indigenous status

• Indigenous location

• geographic location• proximity to a labour

market• access to transport• phone contactability• disability/medical

conditions• stability of residence• living circumstances• criminal convictions• personal factors

The Questions

• The JSCI may comprise up to 49 questions.

• The minimum number of questions a job seeker will answer when completing the JSCI is 18.

• Some questions in the JSCI are voluntary. For these questions, the job seeker is offered the response option of ‘Do not wish to answer’.

• The job seeker’s responses to related questions are grouped under their respective factors.

The Score

• The JSCI score is the sum of all the factor scores.

• The JSCI score reflects a job seeker’s relative level of disadvantage.

• The higher the JSCI score, the higher the probability of the individual remaining a job seeker for another year.

JSCI review

• The JSCI has been reviewed and re-estimated several times since its introduction.

• The research results over time have shown a high level of consistency.

• The JSCI is a robust and accurate tool.