Brad Kelly – Comepass Employment Services
With the DES ESS sector experiencing a Tender and 2 Business Reallocations over the past 4 years, resulting in the reduction of Service Providers and at the same time increasing the average measure for what constitutes a good Provider, some breathing room for existing DES ESS Providers would be deserving as the existing Providers are given adequate time to consolidate their new business and endeavour to maintain a strong performance in the market place, especially considering the reward for gaining Providers was to predominantly “take on” failed DES ESS businesses throughout the 2015 and 2016 business reallocations. Business continuance for a period beyond 2018 will allow more time for Providers who have traditionally demonstrated solid performance in the market place to better absorb their reallocation caseloads and over time rebuild their performance measures to better reflect their traditionally strong position within the DES ESS market.
A second positive approach to compliment what is outlined above for preserving existing Providers for a period beyond 2018 is that a rollover period for existing Providers from 2018 will optimise talent retention and staffing stability within the DES ESS model. An unintended consequence against frequent DES ESS business relinquishment and business gaining is a knowledge drain away from the sector, as experienced staff working in the DES ESS sector vote with their feet and leave the sector to avoid the uncertainty of maybe not having a job in 12 to 18 months.
It is understandable that a dynamic DES ESS model with a “built in” to remove poor Providers is required to keep Providers “on their toes” and to maximise sustainable employment opportunities for Participants, but there is a fine line and problematic consequences between fertilising to try and grow a stronger DES ESS model whilst at the same time pruning too often.