If you're reading this, you need to understand exactly what training is required for Outcome 2.8 Workforce Planning under the Strengthened Aged Care Quality Standards. This outcome is fundamental to ensuring your organisation has enough qualified workers with the right skills to deliver safe and quality care. Getting this training right isn't just about meeting staffing ratios. It's about creating a workforce strategy that anticipates needs, supports worker wellbeing, and ensures older people receive continuity of care from competent, psychologically safe workers.
Outcome 2.8 sits within Standard 2 - The Organisation, which sets out expectations for how providers must be structured and governed to deliver quality aged care services. This outcome specifically addresses the critical infrastructure of workforce planning that ensures you can deliver on every other outcome in the strengthened standards.
Bottom Line Up Front: Outcome 2.8 requires comprehensive training that ensures your organisation can identify, engage, and retain sufficient numbers of suitably qualified workers. Your workforce strategy must address skills and qualifications mapping, rostering to meet legislative requirements (including 24/7 RN coverage and care minutes in residential care), mitigation of workforce shortages, and critically, supporting a satisfied and psychologically safe workforce. Training must equip leaders to develop workforce strategies while frontline workers understand their role in maintaining a healthy workplace culture.
Let's walk through exactly what this means for your training programmes and how to build systematic workforce planning capability across every level of your organisation.
Understanding What Outcome 2.8 Actually Requires
Under the strengthened standards, providers must demonstrate they understand and manage their workforce needs and plan for the future. The government guidance emphasises this outcome covers two critical areas: putting in place a workforce strategy, and supporting and maintaining a satisfied and psychologically safe workforce.
The outcome breaks down into two key actions:
Action 2.8.1: Workforce Strategy Implementation
Requirement: The provider implements a workforce strategy to:
- Identify, record and monitor the number and mix of aged care workers required
- Meet minimum care requirements including legislative obligations (24/7 RN, care minutes)
- Identify skills, qualifications and competencies required for each role
- Engage sufficient numbers of suitably qualified and competent aged care workers
- Use direct employment whenever possible, minimising contractors and agencies
- Mitigate risk and impact of workforce shortages, absences or vacancies
What This Means: Every leader and manager must understand workforce planning principles, and all workers need clarity on competency requirements for their role.
Action 2.8.2: Psychologically Safe Workforce
Requirement: The provider implements strategies for supporting and maintaining a satisfied and psychologically safe aged care workforce.
What This Means: This requires training across the organisation on psychological safety principles, recognising distress, preventing bullying and harassment, and creating a culture where workers feel safe to raise concerns.
Critical Scope Requirements
The government guidance specifically identifies several areas requiring training focus:
Workforce Strategy Components
| Component | Training Implication |
|---|---|
| Skills, qualifications and competencies | Workers understand role requirements; leaders can assess competency gaps |
| Screening and hiring processes | HR and management training on pre-employment validation, background checks |
| Number and mix of workers | Leaders understand workforce modelling, rostering, skill mix requirements |
| Legislative obligations | All staff awareness of 24/7 RN requirements and care minutes (residential care) |
| Direct employment preference | Management understands contractor risks and continuity of care implications |
| Shortage mitigation | Contingency planning, relationships with agencies, flexible working arrangements |
Psychological Safety Requirements
The guidance emphasises psychological safety to create a satisfied and engaged workforce, noting that providers must:
- Put in place processes to identify and support workers in distress
- Address fatigue, bullying, and harassment
- Complete risk assessments for situations causing harm
- Provide training on responding to traumatic and emergency events
- Put in place incentives recognising quality and safe work
Service Setting Considerations
The guidance explicitly notes different considerations:
- Residential care: 24/7 RN on-site requirements, care minutes responsibilities, overnight staffing
- Home and community care: Travel times, handover arrangements, supervision for new starters, access issues
The Five Essential Training Areas You Need
Based on Outcome 2.8 requirements and available Ausmed modules, you need to implement five interconnected training areas:
| Training Area | Duration | Content Focus | Key Ausmed Modules | Assessment Requirements |
|---|---|---|---|---|
| Area 1: Workforce Strategy Fundamentals | 2 hours initial, 1 hour annual | Understanding workforce planning, legislative obligations, skill mix requirements | • Standard 2: The Organisation (15m) • Strengthened Aged Care Quality Standards (30m) |
Demonstrate understanding of workforce strategy components |
| Area 2: Competency and Qualification Requirements | 1.5 hours initial, 1 hour annual | Understanding role requirements, professional obligations, competency frameworks | • The Code of Conduct for Aged Care (15m) • Responsible Person Duty in Aged Care (15m) • Worker Screening Requirements for the Aged Care Workforce (9m) |
Articulate professional obligations and competency requirements |
| Area 3: Psychological Safety and Workforce Wellbeing | 3 hours initial, 1.5 hours annual | Creating psychological safety, recognising distress, preventing bullying and harassment | • Psychological Safety in the Workplace (12m) • Bullying, Harassment and Discrimination in the Workplace (25m) • Whistleblowing in Aged Care: Speaking Up Safely (21m) |
Demonstrate psychological safety behaviours, scenario-based assessment |
| Area 4: Worker Health and Safety | 2 hours initial, 1 hour annual | Physical safety, manual handling, WHS obligations, hazard identification | • Work Health and Safety (30m) • Manual Handling Safety (14m) • Emergency, Disaster and Evacuation Management (30m) |
WHS hazard identification, manual handling competency |
| Area 5: Workforce Diversity and Inclusion | 1.5 hours initial, 1 hour annual | Supporting diverse workers, cultural safety, inclusive practices | • Culturally Safe, Trauma-Aware and Healing-Informed Care (25m) • LGBTIQ+ in Aged Care (22m) |
Demonstrate inclusive workplace practices |
Breaking Down Each Training Area
Area 1: Workforce Strategy Fundamentals - Building the Foundation
The guidance emphasises that providers must understand and assess the needs of older people receiving care and the business to ensure there are enough workers with the right mix of qualifications.
Essential Ausmed Modules:
- Start with Standard 2: The Organisation (15 minutes) for comprehensive Standard 2 coverage
- Progress to Strengthened Aged Care Quality Standards (30 minutes) for full standards understanding
- For home care contexts, add Strengthened Aged Care Quality Standards: Home Care (25 minutes)
| Competency | Training Focus | Practice Application |
|---|---|---|
| Workforce Modelling | Understanding skill mix, care minutes, RN requirements | Leaders can calculate staffing requirements based on resident acuity |
| Rostering | Legislative compliance, flexible working, continuity of care | Rosters meet legislative minimums while maximising worker continuity |
| Contingency Planning | Agency relationships, shortage mitigation, vacancy management | Documented contingency plans activated when shortages occur |
| Direct Employment | Benefits of direct employment, contractor oversight, induction requirements | Minimise contractor use; when used, contractors properly inducted and monitored |
Area 2: Competency and Qualification Requirements - Getting the Right People
The government guidance requires identifying the skills, qualifications and competencies workers need to deliver safe and quality care, relating these to what older people need under the Statement of Rights.
Essential Ausmed Modules:
- The Code of Conduct for Aged Care (15 minutes) - Behavioural expectations and professional obligations
- Worker Screening Requirements for the Aged Care Workforce (9 minutes) - Pre-employment requirements
- Responsible Person Duty in Aged Care (15 minutes) - Understanding accountability and responsibilities
| Competency Area | Training Requirements | Verification Method |
|---|---|---|
| Role-Specific Skills | Clinical skills, personal care, medication management as applicable | Competency assessments aligned to role |
| Professional Obligations | Understanding duty of care, Code of Conduct compliance | Code of Conduct acknowledgment, practice observation |
| Qualifications | Certificate III/IV requirements, clinical registrations | Qualification verification at hire and ongoing |
| Screening | Worker screening checks, Aged Care Banning Orders Register | Pre-employment validation processes |
| Ongoing Competency | Regular assessment, performance reviews, training updates | Documented annual competency reviews |
Area 3: Psychological Safety and Workforce Wellbeing - The Critical Requirement
The guidance explicitly states psychological safety is essential to create a satisfied and engaged workforce, helping reduce turnover and improve retention. This is often the most overlooked training area but arguably the most important for workforce sustainability.
Essential Ausmed Modules:
- Psychological Safety in the Workplace (12 minutes) - Core psychological safety training directly tagged to Outcome 2.8
- Bullying, Harassment and Discrimination in the Workplace (25 minutes) - Prevention and response
- Whistleblowing in Aged Care: Speaking Up Safely (21 minutes) - Creating safety to raise concerns
- Holding Difficult Conversations at Work (30 minutes) - Communication skills
| Training Component | Focus Areas | Expected Outcomes |
|---|---|---|
| Psychological Safety Principles | Understanding what psychological safety means, team trust, speaking up culture | Workers feel safe to report concerns, errors, and near misses without fear |
| Recognising Distress | Signs of worker distress, fatigue, burnout, secondary trauma | Early identification and support for struggling workers |
| Prevention | Anti-bullying strategies, respectful workplace behaviours, conflict resolution | Reduction in workplace conflict and bullying incidents |
| Response | Support pathways, EAP access, incident reporting for workplace harm | Workers know where to seek help and how to report concerns |
Area 4: Worker Health and Safety - Physical Protection
The government guidance requires completing risk assessments in situations that can cause harm to workers and providing guidance and training on responding to traumatic and emergency events.
Essential Ausmed Modules:
- Work Health and Safety (30 minutes) - Comprehensive WHS obligations
- Manual Handling Safety (14 minutes) - Preventing physical injury
- Emergency, Disaster and Evacuation Management (30 minutes) - Emergency response
- Fire Safety in Residential Aged Care (23 minutes) or Fire Safety in Home Care (27 minutes) depending on setting
| Risk Category | Training Focus | Application |
|---|---|---|
| Physical Hazards | Manual handling, slips/trips, equipment safety | Safe work practices in daily care delivery |
| Emergency Response | Fire, evacuation, natural disasters, medical emergencies | Workers can respond safely to emergency situations |
| Environmental Risks | Home environment assessment, hazard identification | Identifying and mitigating risks in service environments |
| Traumatic Events | Responding to deaths, aggressive incidents, distressing situations | Workers supported during and after traumatic events |
Area 5: Workforce Diversity and Inclusion - Supporting All Workers
The guidance specifically mentions supporting diverse workers including sexual and gender diverse, culturally and linguistically diverse, and Aboriginal and/or Torres Strait Islander workers.
Essential Ausmed Modules:
- Culturally Safe, Trauma-Aware and Healing-Informed Care (25 minutes) - Comprehensive cultural safety
- LGBTIQ+ in Aged Care (22 minutes) - Supporting LGBTIQ+ workers and clients
| Diversity Area | Training Focus | Workplace Application |
|---|---|---|
| Cultural Diversity | Understanding cultural differences, avoiding discrimination, inclusive practices | Culturally safe workplace for all workers regardless of background |
| First Nations Workers | Cultural protocols, supporting connection to community, addressing systemic barriers | Specific support for Aboriginal and Torres Strait Islander workers |
| LGBTIQ+ Inclusion | Creating safe workplaces, respectful language, preventing discrimination | All workers feel included regardless of sexual orientation or gender identity |
| Language Support | Supporting workers with English as second language, accessible training | Training accessible and supervision culturally sensitive |
Implementation by Role
Different roles require different training emphases while ensuring comprehensive coverage:
| Role Category | Priority Ausmed Modules | Additional Requirements | Timeline |
|---|---|---|---|
| Governing Body | Standard 2: The Organisation (15m), Work Health and Safety (30m), Psychological Safety (12m) | Strategic workforce planning, legislative compliance oversight | Within 3 months of standards commencement |
| Senior Leadership | All workforce modules plus Strengthened Quality Standards (30m) | Workforce strategy development, KPI monitoring, rostering oversight | Within first month |
| HR/Workforce Managers | Worker Screening (9m), Code of Conduct (15m), Bullying & Harassment (25m), Psychological Safety (12m) | Pre-employment validation, competency frameworks, training planning | Comprehensive initial |
| Team Leaders/Supervisors | Code of Conduct (15m), WHS (30m), Psychological Safety (12m), Difficult Conversations (30m) | Staff supervision, roster management, performance monitoring | Within 2 months |
| Care Workers | Code of Conduct (15m), Responsible Person Duty (15m), Manual Handling (14m), Psychological Safety (12m) | Understanding own competency requirements, speaking up culture | During orientation |
| Clinical Staff (RNs, ENs) | All care worker modules plus clinical-specific requirements | Clinical leadership, delegation, supervision of care workers | Orientation plus 3 months |
Service Setting Adaptations
The government guidance explicitly notes different factors for different service contexts:
Residential Care Training Emphasis
- 24/7 registered nurse on-site requirements: all staff understand implications
- Care minutes responsibilities: rostering to meet or exceed minimums
- Overnight staffing: specific training for reduced staffing periods
- Handover between shifts: communication and continuity
- Fire Safety in Residential Aged Care (23 minutes)
Home and Community Care Training Emphasis
- Travel time considerations: realistic scheduling
- Handover arrangements: information sharing between workers
- Supervision for new starters: supporting isolated workers
- Access issues: risk assessment for home environments
- Fire Safety in Home Care (27 minutes)
Evidence Requirements for Accreditation
Commission assessors will look for specific evidence demonstrating Outcome 2.8 compliance:
| Evidence Type | What to Demonstrate | How to Prepare |
|---|---|---|
| Workforce Strategy Document | Written strategy covering all 2.8.1 elements, regularly reviewed | Document workforce needs, skill requirements, contingency plans |
| Training Records | Role-appropriate training completed, competency assessments current | 100% completion tracked, annual refreshers documented |
| Competency Frameworks | Documented competency requirements for each role | Skills matrices, qualification requirements, assessment schedules |
| Rostering Evidence | Meeting legislative requirements, worker continuity prioritised | Rosters demonstrate 24/7 RN (residential), care minutes compliance |
| Psychological Safety Measures | Worker surveys, feedback mechanisms, distress support processes | Regular worker satisfaction surveys, documented support pathways |
| WHS Documentation | Risk assessments, incident records, training completion | Workplace hazard registers, incident trends, training compliance |
| Contractor Management | Induction processes, competency verification, monitoring | Documented contractor oversight when agency staff used |
| Performance Reviews | Regular worker performance assessment, competency verification | Annual review processes with documented outcomes |
Critical Integration Points
Outcome 2.8 connects extensively with other standards as noted in the guidance:
| Related Outcome | Integration Point | Training Connection |
|---|---|---|
| Outcome 2.2a | Quality, safety and inclusion culture | Psychological safety training supports both outcomes |
| Outcome 2.4 | Risk management | Workforce risks identified in risk management system |
| Outcome 2.5 | Incident management | Worker incidents feed into workforce strategy |
| Outcome 2.9 | Human resource management | Workforce planning and HR management are complementary |
| Outcome 3.2 | Delivery of services | Worker continuity supports quality service delivery |
| Outcome 5.4 | Comprehensive care | Clinical workforce skills must meet clinical needs |
| Outcome 6.4 | Dining experience | Sufficient workers available to support eating and drinking |
Measuring Training Effectiveness
The government guidance emphasises regular review of workforce strategy effectiveness. Monitor these indicators:
| Measurement Domain | Specific Metrics | Target Indicators |
|---|---|---|
| Staffing Levels | Roster compliance rates, unfilled shifts, agency usage | Consistent legislative compliance, reducing agency reliance |
| Staff Retention | Turnover rates, exit interview themes, tenure distribution | Improving retention, positive exit feedback |
| Psychological Safety | Worker survey results, speaking up indicators, bullying reports | Improving survey scores, increasing incident reports (shows trust) |
| Competency | Training completion rates, competency assessment outcomes | 100% role-appropriate training, decreasing competency gaps |
| Worker Health | WHS incidents, workers compensation claims, sick leave patterns | Reducing incidents and claims, stable leave patterns |
| Worker Satisfaction | Engagement surveys, feedback themes, recognition uptake | Improving satisfaction scores, positive feedback trends |
Key Takeaways
Effective workforce planning is essential to delivering safe and quality aged care. The strengthened standards recognise that without enough qualified, competent, and psychologically safe workers, no other outcome can be reliably achieved.
Develop workforce strategy - Document your approach to workforce planning covering all 2.8.1 elements
Map competency requirements - Clear documentation of skills, qualifications and competencies for each role
Prioritise psychological safety - Create an environment where workers feel safe to raise concerns
Meet legislative requirements - Rostering that achieves or exceeds 24/7 RN coverage and care minutes
Support worker health - Physical and psychological safety training for all workers
Minimise contractor use - Direct employment where possible with proper oversight when contractors required
Training should be role-specific, regularly updated, and supported by clear policies, procedures, and ongoing competency assessments.
Remember the Foundation
Outcome 2.8 creates the workforce infrastructure that makes every other outcome possible. When you have enough qualified workers, when they feel psychologically safe and supported, when contingency plans manage shortages, you create the conditions for excellent care.
The government guidance makes clear this isn't just about meeting minimum staffing ratios. It's about understanding what skills are needed, engaging the right people, supporting their wellbeing, and planning for the inevitable challenges of workforce management in aged care. The Psychological Safety in the Workplace module is particularly significant as it directly addresses the new emphasis on creating workplaces where workers feel safe to speak up, make mistakes, and contribute to improvement.
When workforce planning works effectively, when workers are competent, confident, and supported, older people receive consistent, quality care from people who have the time, skills, and wellbeing to provide it properly. Every other outcome in the strengthened standards depends on this foundation being solid.
For more information about Outcome 2.8, visit the Aged Care Quality and Safety Commission's guidance page.
To assign training and track completion for your workforce, explore Ausmed's Workforce Capability System.
