Question 1

What is the difference between a residential support worker and a disability support worker?

Accepted Answer

Residential support workers specifically work in group homes or supported independent living (SIL) arrangements, often including sleepover or overnight active shifts. Disability support workers may work in various settings. Both are covered under the SCHADS Award, with classification based on duties and qualifications.

Question 2

What award covers residential support workers in Australia?

Accepted Answer

Most residential support worker positions are covered by the Social, Community, Home Care and Disability Services Industry Award 2010 (SCHADS Award - MA000100). This award applies to employees working in residential disability services, including NDIS-funded supported independent living arrangements.

Question 3

What classification level should I use for a residential support worker?

Accepted Answer

Under the SCHADS Award, residential support workers are classified based on their qualifications and duties. Certificate III qualified workers typically start at Level 2, while those with Certificate IV or specialized duties may be at Level 3 or higher. See our SCHADS Award pay rates guide for current rates.

Question 4

Should I include pay rates in a residential support worker job description?

Accepted Answer

While not legally required, including indicative pay rates helps attract suitable candidates and sets clear expectations. Reference sleepover or active night shift rates where applicable. You can use phrases like 'Award rates plus penalties' or 'Competitive rates including sleepover allowances.' Check the current SCHADS Award rates for guidance.

Question 5

What qualifications do residential support workers need?

Accepted Answer

Most residential support positions require at least a Certificate III in Individual Support (Disability) or Certificate IV in Disability. These qualifications cover essential skills in person-centered support, behavior management, medication administration and supporting independent living. Experience in group home environments is highly valued. Track qualifications using HR software.

Question 6

Do residential support workers need any certificates?

Accepted Answer

Yes, residential support workers need valid First Aid and CPR certificates, NDIS Worker Screening Check, and a National Police Check. Medication administration training is often essential for residential roles. Manual handling training and behavior support qualifications may also be required depending on resident needs.

Question 7

What experience should I look for in a residential support worker?

Accepted Answer

For entry-level positions with Certificate III, relevant work placement in residential settings is valuable. For experienced roles, look for previous group home experience, overnight shift experience, confidence with medication management, experience supporting people with complex needs and proven ability to work independently during sleepover shifts.

Question 8

Can I hire residential support workers as trainees?

Accepted Answer

While possible, residential support roles often require immediate competence due to the overnight and independent nature of the work. If hiring trainees, ensure they receive thorough training and are paired with experienced staff before working independently. Most group homes prefer qualified workers for sleepover shifts.

Question 9

Should I hire casual or permanent residential support workers?

Accepted Answer

Permanent staff provide essential consistency for residents in group homes, which is important for relationship building and routine. However, casuals are valuable for covering leave and filling gaps. Many providers maintain a core permanent team with casual backup. See our guide on casual vs permanent employment trends.

Question 10

What penalty rates apply to residential support workers?

Accepted Answer

Under the SCHADS Award, penalty rates apply for: Saturdays, Sundays, public holidays, evening shifts, night shifts, sleepovers and overtime. Residential services operate 24/7, so understanding sleepover allowances and active night shift rates is crucial. Use award interpretation software to calculate rates accurately.

Question 11

What are the minimum shift lengths for residential support workers?

Accepted Answer

Under the SCHADS Award, the minimum engagement for casual employees is typically 2 hours per shift. However, residential shifts often include sleepover periods (typically 8-10 hours) plus active duty hours. Check the award for specific requirements around sleepover arrangements.

Question 12

What should I include in a residential support worker employment contract?

Accepted Answer

Key elements include: position title and classification level, employment type (casual/part-time/full-time), hourly rate or salary, sleepover allowance rates, applicable award, reporting structure, main duties, work location (specific group home), shift patterns including sleepover frequency, on-call requirements if applicable, and vaccination requirements. Use our digital employment contracts to simplify this process.

Question 13

How far in advance must I provide rosters to residential support workers?

Accepted Answer

Under the SCHADS Award, rosters must be provided at least 7 days in advance. Changes within this period require employee agreement unless due to unforeseen circumstances. Using rostering software helps support compliance and allows staff to plan around sleepover shifts and overnight duties.

Question 14

How do I roster sleepover shifts fairly?

Accepted Answer

Distribute sleepover shifts equitably among the team, considering individual preferences and family circumstances where possible. Some workers prefer regular sleepover shifts for the additional allowances, while others prefer day shifts. Clear communication about sleepover expectations during recruitment is essential.

Question 15

What breaks are residential support workers entitled to?

Accepted Answer

Under the SCHADS Award, employees working more than 5 hours are entitled to an unpaid meal break. For sleepover shifts, specific arrangements apply — workers should have opportunity for sleep while remaining on duty. Active night shifts require standard break provisions. Use break planning tools to support compliance.

Question 16

How do I manage residential support worker handovers?

Accepted Answer

Build adequate handover time into rosters — typically 30-60 minutes overlap between sleepover staff and day staff. This allows for comprehensive handover about residents' overnight activities, medication administration, incidents and any arising needs. Use rostering software to schedule handover periods.

Residential support worker job description