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KindPath Collective Inc

Person-Centred Supports Policy

Version 1.0 | Effective: 29 August 2026 | Review: 29 August 2027 | Owner: Director

1. Purpose

This policy sets out how KindPath Collective Inc (“KindPath”) ensures every support we provide is directed by the person receiving it, not by our own convenience, funding structures, or assumptions about what a person “should” want.

2. Scope

Applies to all staff, contractors, volunteers, and family members engaged by KindPath to deliver supports to NDIS participants or other people accessing KindPath’s advocacy services.

3. Legislative and standards basis

  • NDIS Practice Standards, Module 1: Rights and Responsibilities — Person-centred supports.
  • NDIS Act 2013 (Cth), objects and principles (s.3, s.4).
  • UN Convention on the Rights of Persons with Disabilities, Articles 3 and 19.
  • NSW Disability Inclusion Act 2014, guiding principles.

4. Policy statement

KindPath supports are built around the person’s own goals, preferences, culture, communication style and pace — not a standard program the person is fitted into. Every participant directs, to the greatest extent they choose, what support looks like, when it happens, and who is involved.

This is not a values statement only. In practice it means: - Support plans and goal/action plans are written with the participant, in their own language wherever possible, and reflect goals they have actually stated (see the Support Planning and Service Agreements Policy). - Where a participant’s goal sits outside a “typical” disability-support frame (for example, a creative, vocational or recreational goal), KindPath treats it as legitimate and worth resourcing, not as a lesser priority than clinical or daily-living goals. - Workers check in on preference and pace during support, not just at planning stage. Consent to a specific activity, on a specific day, is not assumed from a signed service agreement. - Where a participant cannot communicate a preference in a way a worker readily understands, the worker’s obligation is to slow down and adapt communication, not to proceed on assumption.

5. Procedures

  1. Before support begins, the worker and participant (with a support person or advocate if the participant wants one present) discuss what “good support” looks like to the participant specifically.
  2. Goals are documented using the participant’s own words as far as possible, then translated into an action plan (see goal/action plan template, Phase 2 documentation).
  3. At each review point, the participant is asked directly whether the support is still matching what they want — not just whether it’s “working” by an external measure.
  4. Any decision to vary, reduce, or stop a support element is discussed with the participant first, in accessible language, before it happens.

6. Roles and responsibilities

  • Director: ensures this policy is reflected in how supports are designed and funded internally, and reviews it annually.
  • Support workers: apply this policy in every session; raise it with the Director if a support arrangement seems to be drifting toward convenience over participant direction.
  • Participants: are owed this standard, and are supported to raise it themselves through the Feedback and Complaints Management Policy if it isn’t being met.

7. Related documents

Individual Values, Beliefs and Cultural Safety Policy · Independence and Informed Choice Policy · Support Planning and Service Agreements Policy · Feedback and Complaints Management Policy

8. Review

Reviewed annually or after any complaint or incident that suggests this policy was not followed.