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Updated: May 16, 2026

Functional Near-Infrared Spectroscopy Hyperscanning Study in Psychological Counseling
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Strengthening the IPS Workforce: Designing a Competency-Based IPS Workforce Development Framework for Headspace

Marina Kunin1, Gina Chinnery2, Jo van Twest Farmer3

  • 1Centre for Youth Mental Health, The University of Melbourne, Parkville, VIC, Australia. mkunin@unimelb.edu.au.

Journal of Occupational Rehabilitation
|May 14, 2026
PubMed
Summary
This summary is machine-generated.

The Individual Placement and Support (IPS) Workforce Development Framework was created to improve vocational recovery for young people with mental ill-health by addressing workforce gaps. It outlines competencies and strategies for training, recruitment, and career pathways.

Keywords:
Competency frameworkIndividual placement and support (IPS)System-level workforce planningVocational supportWorkforce developmentYouth mental health

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Area of Science:

  • Mental Health Services Research
  • Vocational Rehabilitation
  • Workforce Development

Background:

  • Challenges in workforce availability, capacity, and capability hinder effective Individual Placement and Support (IPS) services in Australian headspace centres.
  • These workforce limitations impact vocational recovery outcomes for young people experiencing mental ill-health.

Purpose of the Study:

  • To develop the Individual Placement and Support (IPS) Workforce Development Framework.
  • To address identified challenges in the IPS workforce within headspace centres.
  • To enhance vocational recovery for young people with mental ill-health.

Main Methods:

  • A mixed-methods approach was employed, including workforce surveys, focus groups, interviews, and a literature review.
  • Participants comprised IPS vocational specialists, supervisors, managers, and sector experts.
  • An options paper and Theory of Change guided framework development.

Main Results:

  • Workforce assessment identified capability gaps, inconsistent recruitment, poor career pathways, and retention issues.
  • A lack of defined competencies for IPS vocational specialists was noted.
  • An IPS Competency Framework (six domains, four values) and an IPS Workforce Development Framework (strategies for training, recruitment, career pathways) were created.

Conclusions:

  • The developed framework provides a systematic approach to address IPS workforce challenges in Australia.
  • It is a significant step towards strengthening the IPS workforce to better support young people.
  • Continuous evaluation is crucial for effective implementation and service improvement.