Enhanced Services Training Solutions with Bounce

Enhanced Services Training Solutions with Bounce

The New Employment Services Model is on target to be fully operational by June 2022. 

The new contract will certainly shake up the way employment services are delivered across Australia. Providers need to start planning now for how they will approach the Enhanced Services component of the contract.   

According to DESE – the objectives of Enhanced Services are to:  

  • Drive high-quality services and outcomes for job seekers and employers  
  • Deliver personalised support to job seekers  
  • Increase investment in disadvantaged job seekers, to reduce their risk of becoming long-term or very long-term unemployed  
  • Deliver simple, efficient, trusted and connected recruitment services that employers actively use, to fill vacancies and match the most appropriate job seeker for the role 

In the new contract, providers will be expected to deliver tailored and intensive servicing of job seekers, with a strong focus on providing suitable and effective training.  

The specific requirements of the Exposure Draft include (4.1.8):  

Assist job seekers to improve foundation and employability skills such as the ability to work in a team, communication skills, digital skills, motivation and reliability. 

This is where Bounce comes in… 

Overcome the vocational & non-vocational barriers to employment 

The Bounce Program is a targeted employment preparation program that will help job seekers to: 

  • Build confidence and resilience  
  • Boost self-esteem and self-awareness 
  • Improve communication and emotional intelligence skills 
  • Feel more motivated and prepared to find a job 
  • Create a stand-out resume and successfully handle interviews.  
  • Increase their digital literacy and online learning skills (Online Program) 

The Bounce Program will help clients achieve their monthly Points Target as part of the Points Based Activation System (PBAS), by including the program in their Job Plan. 

Providers are able to purchase a license to deliver The Bounce Program and it can be delivered as a face-to-face program in a training room (and we train your trainers) or online via our fully customised digital learning platform. 

The Bounce Program features the most effective strategies for influencing behaviour change, based on the latest human and social science. Our scientifically backed Bounce Methodology is the secret to our success.

Face-to-face is a highly-effective way to deliver soft skills training. The Bounce Program is lead by certified Bounce Trainers trained to execute our Methodology skilfully and effectively. The program is typically delivered over 14 days.   

 Bounce can be easily and conveniently delivered online when face-to-face isn’t possible or suitable.  

Online training can be challenging. However, our program has been expertly designed to keep users engaged and motivated to complete the course. In fact, the completion rate for Bounce Online is an incredible 60% for commenced users, which is well above the average of between 15-40%. In addition, its clever gamification features and influential nudging techniques have proved to be highly successful in keeping participants moving through the course.  

It also features weekly live coaching sessions delivered via Zoom, so your clients can join in from wherever they are located. Our experienced, certified Bounce Coaches run the coaching sessions, and they are the secret to getting incredible breakthroughs and significant behaviour change.  

We make over 75 calls each week to support your clients and host an average of 12 coaching sessions a week. There aren’t many online learning programs that offer such a high level of guidance and support.  

Overcoming the 
barriers to staff professional development


Qualifications specific to the role are scarce, and those that do exist are ineffective when it comes to influencing real and lasting behaviour change.  

Frontline workers in employment services need a new set of skills – they need specific, tailored and targeted skills that will help them shift their clients from disengaged and disadvantaged, to empowered and employed.   

They need coaching skills. 

Bounce Job Coach Certification will give frontline workers a coaching certification that will not only help them in their world of work, but the skills are incredibly transferable and can be applied in every aspect of life.  

The benefits of coaching are many; 80% of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. And for organisations that invest in coaching professional development – 86% of companies have reported that they recouped their investment in coaching and more (source: ICF 2009). 

Becoming a Job Coach means frontline workers are equipped to manage the challenges of working with disengaged job seekers, and have the skills to initiate better employment outcomes.


A powerful combination

When combined, the Bounce Program and Bounce Job Coach Certification are the solution to better employment outcomes. The two programs compliment each other perfectly, and the content cohesively connects so that both coach and client are using the same language to communicate, problem-solve and set goals.  

Organisations that opt to include The Bounce Program and Bounce Job Coach Certification in their RFP, will be showing a strong commitment to providing high-quality enhanced service delivery.  

With the mounting evidence that supports the benefits of soft skills development in employment services to increase employment outcomes, Bounce is the solution you need to ensure that you’re consistently meeting the high-performance requirements of the Provider Performance Framework.  

Contact us to discuss how you can incorporate Bounce training into your RFP and position yourself as a leading employment provider.  

Book a Demonstration Today

Contact us to book a demonstration of The Bounce Program and the Bounce Job Coach Certification Course and we can step you through how both programs will give you the edge when it comes to the NESM and Enhanced Services.


Half your Effort & Double your Outcomes with this PPS Prep

Half your Effort & Double your Outcomes with this PPS Prep

Post Placement Support (PPS) is the service provided to job seekers and employers in the 26 weeks of employment to maximise the chances of sustainable employment for the job seeker and employer satisfaction with their new employee.

PPS is a proven strategy for achieving sustainable placements, maximising outcome fees, and building performance ratings in the jobactive and Disability Employment Services environments. Post placement support can improve job seeker retention in employment when there is a planned approach to maintaining regular contact with both job seekers and employers. It enables early intervention if problems arise and encourages the building of quality relationships that increases opportunities for repeat business.

Discuss with your Job Seeker

PPS is something that needs to be discussed with every job seeker when they commence into your services. Discussing this early allows the job seeker to future pace themselves into employment and understand the support available to them.

Before speaking with the job seeker think of the benefits that they would appreciate. Every person is different in what they value so it’s best to do this every time you market to a new job seeker. Also, try to determine the best way to market this information to them. Would they like to hear it? Read it? See it?

Build Rapport

Having rapport with your job seekers is integral to sustainable employment outcomes. When you have rapport a job seeker is more likely to disclose information to you and notify you if they find their own employment.
Rapport is what connects one person to another and allows any form of relationship to develop. Rapport can be built through things like similar interests, values, beliefs, goals, even just through simple body language. If you can find just one thing that you can relate to a person about, the battle of getting to know them is half won.

Understand how others Communicate

Each person has their own way of giving and receiving information, through observation and good listening skills you can determine what these are. There are 4 types of communicators; kinaesthetic (touch & feel), auditory (listening), visual (seeing) and digital (factual). Based on the words your job seeker uses such as “I feel like I’m getting this”, “I hear what you’re saying”, “Do you see what I mean?”, “How many others has this worked for?” and looking at how they interact with the world around them, you can categorise and deliver your information in a much more digestible way.

Get consent

With the increasing number of job seekers finding their own employment, PPS can become a challenge if you are unable to gain consent to contact the employer. If you have built a strong rapport with your job seeker gaining consent will be a lot easier. It is also important to gain consent from the job seeker as to what you can disclose to the employer.

Assess the risks

It is important when meeting with the job seeker to discuss their new employment, that the risks of the placement are discussed and a plan to minimise the risks is put in place. Always assess each risk and create a strategy to mitigate that risk. For example their ability to access transportation could be risk that is mitigated by utilising the Employment Fund for the job seeker to get a taxi to their place of work in the early stages.

Make a contact plan

Everything runs smoother with a plan. Make sure you set up a process for how you think it best to contact both the job seeker and employer. Take into consideration the frequency of contact, method of contact, and if they will contact you or you will contact them. Always note down each contact point or attempted contact point. They will come in handy if you have multiple PPS contacts.

3 Steps to handle criticism

3 Steps to handle criticism

One of the greatest fears that we all have in common is the fear of being criticised. It can be the primary reason why people don’t like to speak in public, talk in meetings, even post something on social media sites – all because we’re afraid of what people will say, afraid of how this will look, and we don’t want to be judged.

But without criticism there can be no praise. Think about it – if it was all praise all the time there would be no legitimate judgement and you’d never know if you were actually good at something in the first place.

The key to criticism is how you handle it. Handle it incorrectly and you could establish some real roadblocks and fears that could have a long term effect. Handle it the right way and you could grow in new directions and learn how to handle even bigger hurdles down the road.

Here are a few ways you can not only handle criticism but grow expeditiously because of it:

1.) Be calm.

Anyone’s natural reaction to being criticised would be to get mad and lash out. Blame, diverting or ignoring can be just a few ways that people negatively react to criticism.

The best advice is to take it in. Feel your blood pressure rise and make a conscious effort to remain calm. Even if that means tuning out for just a moment to calm yourself down, it’s worth missing out on a second or two of feedback so you don’t do or say something you might regret later.

Counting to five or just zoning out for a minute could give you enough time to pull yourself together and start developing an appropriate reaction plan.

2.) Listen.

Hearing that you did something wrong or hearing how you could have done it better feels negative. But you can slowly transition it to a positive if you actually listen instead of react.

Is there some truth in their words? Did you rush through the project and make a lot of mistakes? Could you have taken some time to go one step further? If there’s room for improvement, hear it – and take it in.

Getting criticised with no tips to walk away with is wasteful. If you’re going to go through those emotions – pain, embarrassment, anger – that can go along with being criticised, the least you can do is walk away with some guidance so the next time you don’t make the same mistake and have to go through this all over again.

3.) Say thank you.

That’s right. Say thank you.

This is the toughest step. Because out of all the things that you want to say, thank you might be the last thing on your mind. But by saying thank you, you are taking the high road. You are refusing to slip down to an unprofessional level. And, you may find saying thank you will make the criticiser step back a bit, surprised that you are a tough one to knock down, amazed at your resilience. And you know what that gets you? Respect.

If you just can’t seem to push the words “Thank you” from your lips, these others will do:
“I appreciate your feedback.”
“That’s great advice for next time.”
“I’ll work on it.”
“I think with your help, we are going to get there.”
“I hear what you’re saying and I’ll work on your requests.”