The CLP's objectives, activities, and its (voluntary) Board of Management are defined by its Constitution. The Board has a primary responsibility to all of the people supported by the CLP, and attempts to ensure that their interests are maintained as paramount in all its decisions. 6 of the 9 Board members are elected annually; the remaining members consist of the CLP's Project Manager, a person supported by the CLP, and a nominee of the Parents Of Disabled (South) Group.

The CLP has several categories of employee: the Project Manager, the Administrative Officer, the Coordinators and the Direct Support Workers.

The full-time Project Manager assumes overall responsibility for the day to day management and administration of the CLP's Services, and reports directly to the Board of Management. The Manager has a direct responsibility for:

• the quality of service delivery to people assisted by the CLP and their families;
• the leadership, recruitment, development and retention of staff;
• ensuring on-going funding is available to the Project;
• negotiating with funding bodies including ensuring accountability requirements are fulfilled; and,
• providing leadership around appropriate responses to the needs of the people served and their families in both an internal and public context.

The full-time Administrative Officer has responsibility for:

• general reception/secretarial duties;
• calculating and maintaining wage records;
• assisting with processing financial records and accounts;
• providing information about the CLP and ensuring referral where appropriate; and,
• ensuring files and records are maintained.

The CLP contracts out a number of other administrative functions of a more specialist nature. These include specialist accounting functions and industrial relations advice and representation.

The CLP also has 3 full-time Coordinators who provide some vital continuity in support to the Project's clients and their families. Reporting to the Project Manager, the Coordinators have direct responsibility for:

• planning and ensuring day to day service practices are individualised, of high quality and focussed on assisting people to develop a real sense of home;
• the recruitment, direction, development and matching of staff to the people served and their families; and,
• contributing to policy development within the CLP.

These positions also involve acting in a direct support role to individuals and their families and in some instances, include assisting them to directly recruit, manage and develop their own staff. Coordinators also provide out of hours support, contact, emergency backup, accessing other sources of funding and support, and participating in service reviews.

One of the most pivotal roles for Coordinators however, remains that of assisting each person and their family to develop their vision for the future and then generating community leadership around the person concerned that enables them to keep moving toward their vision.

The CLP also employs more than 30 Direct Support Workers (full-time, part-time & casual) whose roles are as varied as the needs of the people being assisted by the CLP. Most Support Workers are specifically recruited to assist a particular person; with the level of assistance being based on available funding, family and voluntary efforts, the person's needs -- and what seems to be the best way to help them. The CLP Downloads Page includes general information and job application packages.