Category Archives: Workforce Development

South Australian State Budget and Skills for All countdown

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South Australian State Budget and Skills for All countdown

“The 2012–13 State Budget has the lowest net spending since this Government came to office,” Mr Snelling said.

Living within our means or ‘living thin’ is the theme of the budget.

“The new spending initiatives we have announced in the 2012-13 State Budget have been targeted at people who need it most, with record spending in disabilities, into areas of high need and into initiatives that make a difference to South Australians.”

These include:

  • $212.5 million to boost to disability services, the largest injection into disabilities in more than 25 years;
  • $45.7 million on a one-off Water Security Rebate to help alleviate the costs of increased water prices;
  • $38.3 million on a new Mining and Engineering Industry Training Centre to ensure South Australians have the skills for the mining jobs of the future;
  • $30.4 million on a new digital system for pathology testing for better patient care in our health system;
  • $28.7 million to redevelop the Parks Community Centre in Adelaide’s north western suburbs;
  • $20 million to make sure South Australia is ready for a launch of the National Disability Insurance Scheme;
  • $19.8 million in additional funding to boost support for our children in need of alternative care;
  • $8.3 million to boost equipment and training for our emergency services;
  • $8.3 million on an Advanced Manufacturing Strategy to support growth in this vital sector;
  • $5.6 million to extend the $8000 First Home Bonus Grant for at least another 12 months;
  • $5.1 million for a stamp duty concessions for people buying off-the-plan apartments in the City; and
  • $3.3 million for a pilot program in Adelaide’s northern suburbs for early support for vulnerable families with infants with young children.

Workforce development opportunities in the budget include:

  • Disability sector and not for profits to transition to service provision with the National Disability Insurance Scheme – $1 million over two years to support planning and preparation for the transition from the current block funding arrangements to a more competitive disability services environment in line with a proposed NDIS.
  • Mining and Engineering industry training, mobile workforces and skills for support service providers – $38.3 million on a dedicated centre of training excellence for the mining, engineering, defence and transport industries
  • Outplacement, career development and skills recognition (RPL) for public servants
  • Small and medium enterprise capability to bid for and win contracts
  • Transference of skilled workers across major projects, infrastructure building and upgrades with NEW projects including:

–          $110 million on the grade separation of the Goodwood rail junction;

–          $19 million to build a dedicated Mining and Engineering Industry Training Centre at Regency Park;

–          $13.2 million on the upgrade and signalisation of the intersection of Tiver Road and Main North Road at Evanston;

–          $11.9 million on the Parks Community Centre redevelopment;

  • Water industry and implementation of the Murray-Darling Basin Plan
  • Volunteer training for emergency services:

–          “The CFS and SES will receive $2.6 million over the next four years for the nationally endorsed training. There will be six frontline training staff to bolster frontline support to volunteers,” he said.  Both the CFS/SES are required to provide training in areas such as fire fighting, road crash rescue and marine search and rescue.

  • Advanced Manufacturing sector with $8.3 million over four years for the implementation of an Advanced Manufacturing Strategy including a Mining Industry Participation Office, an Advanced Manufacturing Council, industry intelligence and capability mapping, as well as improving links between research institutions and industry to drive innovation.
  • Early Childhood, Infant and Family based programs
  • Digital Health system implementation and related skills
  • Defence Teaming Centre $2 million for the peak association
  • Critical Skills Investment Program $48.1 million for traineeships and apprenticeships in priority skills areas and through Group Training Organisations
  • New Regional Development Fund would provide $3 million per year on programs that support regional economic development, employment and the attraction of new investment.

Some of the key savings initiatives announced as part of the 2012-13 State Budget include:

  • $372.9 million on the suspension of the electrification of the Gawler and Outer Harbor rail lines. The electrification of the Noarlunga line through to Seaford and the network train capacity will increase;
  • $255.6 million on making the public service more efficient by increasing their efficiency dividend from 0.25% to 1.0% from 2013-14 to be offset by $81.9 million of spending on a new public sector skills and retention entitlement to retain experienced public servants;
  • $166.8 million on the reduction of 1000 full-time equivalent employees in the public service through either targeted voluntary separation packages (TVSP) or natural attrition to be offset by $60.4 million of spending to the cost of providing TVSPs over the same period;
  • $121.2 million on deferring the abolition of stamp duty on non-real property transfers;
  • $77 million on deferring a redevelopment of the Queen Elizabeth Hospital and a rehabilitation in-patient unit at the Modbury Hospital.
  • • Merging the Department of Environment and Natural Resources with the Department of Water, not renewing the Government’s lease on corporate facilities at the Adelaide Entertainment Centre and ending funding for the Thinkers in Residence program and the Integrated Design Commission; and
  • $120.4 million on the abolition of payroll tax exemptions for eligible apprentices and trainees to be offset by $48.1 million of spending re-target support directly to registered group training organisations.

Apprenticeships and traineeships

The Government will change the way it supports apprentices and trainees to coincide with the commencement of the Skills For All training scheme – abolishing payroll tax exemptions and targeting funding for qualifications that are of strategic importance.

Group training organisations (GTO) will be rewarded as Australian Apprenticeship completions rates are at least 10% higher than non GTO’s.  Organisations employing an apprentice/trainee in a priority skill area will receive a completion bonus.

Skills for All from July 2012

Skills for All provider contract terms and conditions have been released with providers expectant to hear news if they have been offered a contract, aiming to understand the student eligibility criteria, the subsidised training list, and waiting to be listed as a Skills for All training provider.   Skills in the workplace applications are open and throughout June 2012 the Hon Tom Kenyon MP will be visiting regions launching the new regional networks (former SA Works Networks).

A new Critical Skills Investment Program has been allocated $48.1 million over four years in the State Budget. It will support training in areas of critical skills needs, and to increase the numbers of apprentices and trainees who complete their training.

Coming soon   – By July 2012, Skills for All training providers and the courses they are approved to deliver will be listed on this website, with contact information for every provider.

Webinars and Workshops

Get ahead of the reform and changes, build you capability in workforce development and planning and register your interested by emailing wendy@workforceblueprint.com.au for these upcoming webinars:

  • Budget 2012-13 – Workforce Development and Planning
  • Engaging Employers, Stakeholders and Small and Medium Sized Enterprises
  • Funding for Workforce Development and Planning Initiatives
  • NBN for e-Learning
  • Workforce Plan Tool
  • VET Reform: the National Picture

For further information on the 2012-13 South Australian state budget go to: http://www.statebudget.sa.gov.au/home.html

Written by Wendy Perry, Head Workforce Planner at Workforce BluePrint and Managing Director, WPAA.

Budget 2012-13 – Workforce Development and Planning

By | Vocational Education and Training, Workforce Development, Workforce Planning | One Comment

Budget 2012-13 – Workforce Development and Planning

Delivered by THE HONOURABLE WAYNE SWAN MP, DEPUTY PRIME MINISTER AND TREASURER OF THE COMMONWEALTH OF AUSTRALIA.

After listening to the budget speech, reading news and online articles, and analysing the opportunities for workforce development and planning, the following insights are provided from this perspective by Wendy Perry, Head Workforce Planner, Workforce BluePrint.

The workforce focussed features and opportunities in the budget include:

  1. $714 million to help companies compete, on top of the $3.7 billion in small business tax breaks – Offsetting a current year tax loss of up to $1 million against tax paid in previous years; a refund of up to $300,000.
  2. Funding the first stage of a National Disability Insurance Scheme – $1 billion will be provided over 4 years to roll out the first stage of an NDIS, which is expected to cover 10,000 people from 2013?14 and 20,000 people from 2014?15.
  3. Investing in dental services – $515 million in funding to address immediate dental care needs; $346 million over three years will target public dental waiting lists; $78 million to help dentists relocate to regional, rural and remote areas; $81 million to boost training for graduate dentists and therapists; and $10.5 million to promote better oral health.
  4. Strengthening the aged care system – $3.7 billion package to address pressing areas of need, and lays the foundations for future reform; $660 million over five years for incentives to invest in quality services for those who do need to enter residential care; and $1.2 billion over five years to build a better trained and better paid aged care workforce.
  5. Investments across the health system and across the country – 76 new health infrastructure projects to upgrade regional hospitals and support training where doctors are needed most, costing $475 million; $5 billion from the Health and Hospitals Fund; $50 million over four years to fund a phased expansion of the National Bowel Cancer Screening Program; and national e?Health agenda $234 million.
  6. Removing barriers to work and lifting skills boosts productivity and creates wealth – $1.75 billion National Partnership on Skills Reform; another $101 million to support the Government’s skills agenda; $61 million to improve older workers training and employment services; additional $225 million for the Jobs, Education and Training Child Care Fee Assistance program; $1.5 billion over 5 years on a new Remote Jobs and Community program that will provide new employment services for remote Australia; $54 million to encourage maths and science studies at school and university; and $38.8 billion in higher education, with extra support for students from poorer backgrounds.
  7. Investing in infrastructure and clean energyNational Broadband Network and $36 billion Nation Building programs for road, rail and port networks.

Workforce development and planning gaps and issues to be addressed include:

  • Small business support
  • Disability service sector growth
  • Dental and allied health workforce expansion
  • Aged care including home and community care workforce attraction and training
  • Health workforce development including e-health
  • Skills reform
  • Retaining older workers
  • Participation of parents
  • Remote worker engagement
  • Maths and science based skills development
  • Higher education support
  • Major infrastructure projects workforce planning
  • Digital literacy skills development
  • Seasonal labour strategies and overseas sources of workers

For information on funding, grants, reductions, specific Vocational Education and Training (VET), employment, skills and workforce development programs go to:

Climate Change and Energy Efficiency

Defence

Education, Employment and Workplace Relations: Economic Potential of Senior Australians — employment assistance, Employment Service Arrangements, Jobs, Education and Training Child Care Fee Assistance Program, Mature Age Participation — job seeker assistance, Remote Jobs and Communities Program, Schools — Teach Remote, and Seasonal Labour Mobility Program with Pacific Island Countries and East Timor.

Health and Ageing

Industry, Innovation, Science, Research and Tertiary Education: Australian Apprenticeships, Australian Skills Centres of Excellence, ASQA, Higher Education, More Help for Mature Age Workers, Adult and Community Education for Senior Australians (60+ years), International Education, Maths and Science, Standing Council on Tertiary Education, Skills and Employment (SCOTESE), MySkills website, National Skills Reform, National Workforce Development Fund (additional $35 million over four years), Small Business Advisory Services, VET FEE-HELP Assistance Scheme Redesign, and Workforce Innovation Program.

Resources, Energy and Tourism

Funding has been redirected or moved into priority areas from a number of existing programs.  This will mean that the Vocational Education and Training (VET) and Employment Services sectors including Australian Apprenticeship Centres, Disability Employment Services, Group Training Companies, Job Services Australia providers, Higher Education providers, Industry or Peak Bodies and Registered Training Organisations, with government funding, will need to carefully consider their workforce development and planning needs to position for the future.

Maximise Your Workforce Productivity = Capability x Capacity + Contribution

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Blog courtesy of Wendy Perry, Head Workforce Planner, Workforce BluePrint who presented Maximise Your Workforce Productivity and Uncover Funding Opportunities at a breakfast event in Townsville on 17 April 2012 sponsored by DEEWR and the Barrier Reef Institute of TAFE.

QLD is nearly twice as likely to be having difficulty in attracting staff in regional towns/cities (48.6%) than the national average (25.8%). The mining states of WA & QLD are also facing difficulty in attracting staff to rural and remote locations, with twice as many respondents in these combined states saying this is the case (17.9%), compared to the rest of Australia (8.9%). Labourers have been much more difficult to recruit in QLD (20.3%), which has recently suffered considerable damage from flooding, than the other states.

Source: Bank West Skills Shortage Report, April 2012

Why Workforce Planning?  Why for you?

  • Risk management
  • Significant employer or small employer
  • Dynamic and complex economy
  • Legislative and contractual environment
  • Significant growth or downsizing
  • Challenges with shift in demographics and age profile
  • Industry and policy directions (national, state, local)
  • New project, site, facility
  • Problems attracting, recruiting and retaining staff
  • Improve quality, workplace health and safety
  • Example of good practice and increasing requirements for contracts/client expectations
  • Evidence based approach for capability, tenders and proposals

Business Health Check – strengths and development needs

At a high level where are the strengths and where are the development needs?

From 0 – 10 rate your organisation across the following areas:

  • Strategic Direction
  • Development of Business Processes
  • Human Resources
  • Finances
  • Customers
  • Market Analysis

What is Workforce Planning?  What is Workforce Development?

Workforce Planning is the process of taking stock of the current workforce, forecasting future workforce requirements and identifying gaps or issues.

Workforce Development relates to strategies and activities that bridge those gaps.

Develop a workforce plan in 5 easy steps

  1. Context and environment
  2. Current workforce profile
  3. Future workforce profile
  4. Gap analysis and closing strategies
  5. Review and evaluation

Who should be involved?

  • Business owner/manager and/or executive commitment
    • Whole of business?  Slice/sample?  Depends on the size of your organisation
    • Utilise communication mechanisms across the organisation – executive, management, general staff, clients
    • Incorporate existing information e.g. Staff surveys, performance management,  job descriptions
    • An approach that works well is a working group representing job roles
    • Development of a project plan
    • Over educate & over communicate

Design workforce development strategies to attract and retain your workforce – build capability and capacity plus contribution.  Gap closing strategies may include:

#1 = Retention

  • Ageing particularly if you have an outside workforce with Workplace Health and Safety issues
  • Succession planning, knowledge management, communication, career paths
  • Training needs analysis, learning and development plans, leadership development
  • Work Life Balance – packaging benefits of flexible working arrangements, phased retirement
  • Employer of Choice, reward and recognition
  • Common employee views – not feeling valued and respected, could attract a higher salary elsewhere, don’t like internal politics
  • Check on excessive hours, stress management
  • Priority occupations – demand vs. supply + or –

#2 = Attraction and Recruitment

Maximise Your Workforce Productivity by building on Capability x Capacity + Contribution through a workforce plan and take control.  Already have a workforce plan in place?  Use this checklist to compare your plan against a good practice approach.

Subscribe to this blog for the next post on Uncovering Funding Opportunities.

Skills for all Australians to Skills for All (SA), User Choice and WELL Funding

By | Vocational Education and Training, Workforce Development | One Comment

The Commonwealth government likes the reforms being implemented in South Australia and it shouldn’t be lost that new national reforms are titled Skills for all Australians and in SA its Skills for All (implemented from July 2012).  With News South Wales and Queensland moving into a period of state based VET reform, watch for similarities (and differences).

Skills for all Australians

The Prime Minister has announced a Skills Reform package for States and Territories to reform the national vocational education and training system to address skills shortages across the economy.

Skills for all Australians aims to achieve a more competitive, dynamic economy.

The Commonwealth has committed $1.75 billion over five years to achieve key reforms to be negotiated with the states and territories through the Council of Australian Governments (COAG):

  • a national entitlement to training at a minimum of the first certificate III qualification so working age Australians have the opportunity to gain the skills needed to get a decent, sustainable job in Australia’s new economy;
  • wider access to student loans to reduce upfront cost barriers to study at the diploma and advanced diploma level;
  • increased availability of information about courses, costs and training provider quality through a new My Skills website so students and business can make well informed choices about their training options, linked to their own needs and the needs of the economy; and choose a high quality training provider to help them develop the skills they seek;
  • support for quality teaching and assessment, including trialling models for independent validation of training provider assessments so students and employers can have confidence in the quality and consistency of training they purchase;
  • support for a strong public training provider network through the implementation of the reforms to ensure a high quality training system is accessible to all Australians; and
  • incentives to achieve improved completion of full qualifications, particularly at higher levels and for disadvantaged students, to deliver the qualified workers that business needs and give all Australians the opportunity to develop skills and participate in the workforce.

In response to the Commonwealth Government’s reform agenda on taking office, COAG agreed ambitious skills objectives by 2020 to:

  • double the number of higher level qualifications completions (diploma or advanced diploma);
  • halve the proportion of Australians aged 20 to 64 years without a qualification at the certificate III level or higher; and
  • increase the proportion of young Australians aged 20 to 24 attaining a year 12 or equivalent to 90 per cent by 2015 (with equivalence measured as certificate II or above by 2015, and certificate III or above by 2020).

Skills for all Australians has 3 main documents – reforms, supporting students, and small business – keep an eye on this website and the PM’s press site for further info and announcements.

NB. COAG next meets on 13 April 2012 – watch the website for the Communique.

Skills for All

Friday 30 March is the day that many people have been waiting for with the release of the Skills for All Subsidy Framework and Price list.  Information sessions are being run on 2 April 2012 and 4 April 2012.

The Skills for All Subsidised Training List details the qualification that can be funded.  Registered Training Organisations need to apply to become a Skills for All Training Provider and a guide to completing the application has been published.

Skills in the Workplace addresses urgent skills requirements for South Australian industries and enterprises.

Delivery foundation skills programs by applying to first be a listed ACE provider and then for grant funding.  Applications for the 2012/13 grant funding round must be received by Friday 27 April 2012.

The Training Guarantee for SACE students means the South Australian Government will pay a course subsidy to a Skills for All Training Provider for selected SACE students who are 16 years of age or older.

National Workforce Development Fund

Please be advised of the following information from Service Skills Australia, thanks to Bernard Moore:

a)    Closing date for the national workforce applications is this Friday. Please ensure you leave adequate time to lodge directly.  If lodging through Service Skills, please lodge by 4pm AEST, Thursday 29th March 2012.

b)    For those organisations running short of time to complete a full application, please complete the electronic expression of interest:

http://www.surveymethods.com/EndUser.aspx?7F5B372D773A2F2F7B

(The aim is to collate and lodge these expressions of interest for funding where sufficient detail is available).

c)    ALL candidates must be enrolled in an approved project by end May. The registered training organisation must be able to report enrolments by first week of June. (Training provider admin processes will need to be operating effectively as candidates not recorded on that RTO report in the first week of June cannot be funded).

For a summary of User Choice RTO funding for Australian Apprenticeships across all states and territories read WPAA’s latest blog.

Workplace English Language and Literacy (WELL) ProgramFunding for resource and strategic project 2012

Submissions for WELL funding are invited from eligible organisations that wish to develop a resource or strategic project that supports adult language, literacy and numeracy (LLN) training across one or more industry sectors.

Resources can include training materials that support:

  • a nationally endorsed Training Package
  • industry relevant LLN assessment and reporting methods, or
  • professional development resources for industry trainers/assessors aligned with Training Packages.

Strategic projects must have national scope and can include:

  • the development of LLN plans for a particular industry or industry group, or
  • the development and implementation of a national model or strategy to integrate LLN into workplace training with a cross-industry focus.

Application forms, guidelines and other relevant information are available on the WELL website.  For further information, please contact the WELL Resource Coordinator on 02 6240 7498.

Applications must be submitted electronically through WELL Online, which can be accessed through the WELL website.  Resource project applications must be received by 5.00 pm AEST, Monday 16 April 2012.

Keep up to date via LinkedIn

Australian VET Leaders

NBN Enabled Capability Development Network

Workforce Planning Tools

 

NEW for 2012 Workforce Planning and Development Conference Talks (C) and Workshop (W) Topics

By | Human Resource Management, Strategic Planning, Workforce Development, Workforce Planning, Workforce Projects | No Comments

Looking for relevant and practical professional development and engaging conference presenters?  Any of these NEW topics interest you?

  • A Broader View of Client Workforce Development
  • An Introduction to Innovative Workforce Management
  • Building Competency Frameworks to Measure Workforce Capability
  • Developing a Workforce Plan in 5 Easy Steps
  • Engaging Employers, Stakeholders and Small and Medium Sized Enterprises
  • Future Service Provision
  • Give Your Organisation a Health Check  or Give your charity a business check
  • How to Develop a Skills Profile
  • Organisational Development – what every CEO, HR and VET professional must know
  • Regional Workforce Planning
  • Training Needs Analysis
  • Work Life Balance – An Introduction
  • Small and Medium Sized Enterprise (SME) Extreme Make-over
  • Teleworking and Working at Home
  • What’s in your Innovation Toolkit?
  • Workforce Development and Planning in Practice

NB. Check out the info on customisation

Supporting tools and resources including:

  • NBN Enabled Small and Medium Sized Enterprises (SMEs) – Assess Your Capability; and
  • Workforce Planner Self-evaluation

Interested?  YES, then read about the details of the topics, send an email to wendy@workforceplanningtools.com.au with your pick and mix list or specific focus area and we’ll come back to discuss what you want, a brief proposal and possible dates.  Thank you!

PS. join the Workforce Planning Tools LinkedIn Group for links, tips and hints.

What’s hot in Workforce Development for 2012?

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As we look towards 2012, funding, innovation, productivity, regional development, sustainability, and workforce development strategies are ‘hot’ from an enterprise, government and industry perspective.  Pick n mix from the following opportunities and get in touch with Workforce BluePrint if you would like an experienced workforce development and planning service provider as your partner, planner or professional developer.

Australian Apprenticeship Centre tender – Australian Apprenticeships Centres:

• Provide assistance to employers, Australian Apprentices and training providers throughout the duration of the Australian Apprenticeship which ends with the successful completion of the Australian Apprenticeship
• Assist in meeting the Australian Government targets in relation to Closing the Gap in Indigenous disadvantage
• Work with the State and Territory Training Authorities to provide an integrated service
• Establish effective relationships with Job Services Australia providers, Group Training Organisations, Registered Training Organisations (RTOs), schools and community organisations
• Administer Australian Apprenticeships incentive payments to employers and Australian Apprentices
• Market and promote Australian Apprenticeships in the local area.

Australian Apprenticeships Mentoring Program and the Australian Apprenticeships Advisers Program focusing on retention and choosing the right Australian Apprenticeship are open to receive applications now.

Clean Energy Future – The Jobs and Competitiveness Program; Additional Measures for Manufacturing; Support for the Steel Industry; Support for the Coal Industry; Clean Technology Investment Program; Clean Energy Skills; Energy Efficiency Information Grants; Low Carbon Australia; Low Carbon Communities.

Critical Skills Investment Fund – On 19 September 2011, the Minister for Skills and Jobs, the Hon Senator Chris Evans, announced successful projects under Funding Round 1 worth more than $41 million, with Australian Government contributing $28 million.  The successful projects provide rapid and innovative training that is tailored to meet the immediate skills needs of enterprises in the resources, construction, infrastructure and renewable energy industry sectors.

Enterprise Connect – The WIIN Round 8 application period opens on 1 December 2011 closing at 5.00 pm AEDST on 6 January 2012.  WIIN Round 8 is seeking applications for the delivery of activities to enable Australian businesses to be more competitive in the global economy. To download a copy of the theme document (DOC 164.5KB) simply click on the link.  The following sets out the key dates for upcoming WIIN Rounds.

Round

Application Period Activity Delivered Period

8

1 December 2011 – 6
January 2012
1 July 2012 – 30 September 2012

9

10 February 2012 – 12 March 2012 1 October 2012 – 31 December 2012

10

7 May 2012 – 4 June 2012 1 January 2013 – 31 March 2013

Information on the themes and topics for future rounds will be provided prior to the round opening. This information needs to be read in conjunction with the WIIN Guidelines prior to lodging your application.

Gender Diversity – There is a strong business case and equity argument for gender diversity with organisations and industry sectors realising the opportunity for more women in the workforce.

National Resources Workforce Development Strategy – The strategy identifies a number of specific projects that will be delivered in partnership with industry. Before calling for proposals, DEEWR will consult with industry stakeholders on the project objectives and deliverables and will vary for each project.

National Workforce Development Fund – first round closed 30 September 2011 – look out for future rounds.

National Workforce Productivity Agency – Senator Evans said the National Workforce and Productivity Agency, which was announced in the May budget, would begin its work next month (October 2011) instead of its original start date of July next year.

Regional Development Australia Fund – On 3 November 2011, Minister for Regional Australia, Regional Development and Local Government, the Hon Simon Crean MP, launched Round Two of the RDAF and provided a further $200 million to support priority projects in regional Australia.

Suburban Jobs Program – Stakeholder feedback on the draft Program Guidelines is currently being considered in the development of the final Suburban Jobs Program Guidelines. Once finalised, the Program guidelines, application form and funding agreement will be made available on the department’s website and eligible applicants will be invited to submit applications for funding under the Suburban Jobs Program. Applications will be assessed against the eligibility and selection criteria outlined in the final Program guidelines, after which recommendations for funding will be made to the Minister for Sustainability, Environment, Water, Population and Communities.  One to keep an eye on!

Sustainable Australia – Measures – Sustainable Communities – The 2011-12 Budget provides $150 million to support a sustainable population in Australia through four measures: Suburban Jobs; Sustainable Regional Development; Promoting Regional Living; and Measuring Sustainability. These measures have strong links to other government initiatives, including changes to the Regional Sponsored Migrant Scheme, making it easier for skilled migrants to progress to permanent residency in regional Australia.

Teleworking – Industry research on the call/contact centre sector, teleworking and working at home agents supported by technology including national broadband.

Vocational Education and Training – We know you get loads of emails, copies of reports and research so just for you, here’s a summary of what’s hot in VET for 2012.

Workforce Development – Workforce development strategies bridge the gap between the current workforce and the desired workforce
forecast.

Workforce Innovation Program – The Workforce Innovation Program is part of the broader Australian Government approach to workforce development. The program provides funding for innovative, one-off projects that address workforce skill needs.

Work Life Balance – Increasingly work flexibility and Work Life Balance are emerging as workforce issues and development gaps.

Subscribe to our blog and be the first to get the latest info on funding, news and opportunities – enter your email address into the box in the right hand menu.

Get Ready for Skills for All

By | Vocational Education and Training, Workforce Development, Workforce Planning | No Comments

If you are operating in the South Australian training market then ‘get ready’ is the key message from the Department of Further Education, Employment, Science and Technology (DFEEST).  Get ready for:

  • the application process to open in the last week or two of October 2011;
  • the course (qualifications and skills sets/licence outcomes) list in November 2011 – could be a specialist occupation, state priority (such as Defence, Mining, Arts), foundation skills and/or meet specific  industry needs; and
  • the price list available in December 2011.

Prices will be detailed at a unit of competency level and will vary depending on AQF levels.  The rates will be based upon an average of User Choice, Productivity Places Program and TAFESA’s recurrent funding amounts (referred to as FSI500) together with a comparison of interstate VET prices.  Payments are planned on units of competency completion (RTOs will need to manage their cash flow well) paid on a monthly cycle with bonus payments for full completions.

Certificate I and II will be fully subsidised, Certificate III and IV 80% subsidised and Diploma and Advanced Diploma 70% subsidised with concessions available (Healthcare/Veterans Card) and 1 skills set/year for eligible applicants.  DFEEST will publish a minimum and maximum fee to be paid to make up the difference between the subsidised % and the full costs.  RPL will be fully funded.

The Quality Directorate is moving into the area of contract and purchasing quality.  Applications for Skills for All will be online, no fees to apply, with no closing date and it’s recommended that the RTO’s CEO gain a log in.  RTOs can work on their application over time until they are ready to ‘submit’ their submission.  If providers submit in December 2o11, the Minister will make some providers an offer with contract negotiations over January – March 2012 and the first list of Skills for All providers will be made public in April 2012.  Fact Sheet 2 Applying to be a Skills for All Provider procedure details the process for applications and assessments.

If you are a User Choice provider and want to continue after July 2012, you need to register as a Skills for All provider.  Providers may also wish to register for VET fee help with the option of income contingent loans for students.

Now for the main game, what are the selection criteria (Fact Sheet 3) for providers?  Well, it’s all about performance…

  • regulatory record (information will be shared with DFEEST and the regulator, ASQA);
  • contract compliance;
  • financial health (of the whole organisation, not only the RTO);
  • number of graduates;
  • student and employer satisfaction (quality indicator reports via Training Packages); and
  • graduate outcomes.

Tips for providers: focus on your strengths, where industry/client demand and your performance is high, where you have strong industry connections and excellent graduate outcomes.

DFEEST is taking an evidence based approach to Skills for All providers with data and evidence to be provided about:

  • Meeting SA Guidelines for RTOs;
  • Meeting student learning needs;
  • the RTO;
  • Training Package/s; and
  • Each qualification.

Review Fact Sheet 4 Preparing to Apply to be a Skills for All Training Provider for all the details on specific evidence – if you don’t have a workforce plan for your RTO and/or a recent Training Needs Analysis then this has to be the catalyst!

A few final things..

  • What RTOs put in their application will form part of the contract requirements;
  • The contract will be monitored with an annual review, reporting and claims requirements, benchmarking across similar courses with triggers if you are an ‘outlier’ in terms of performance/price or receive complaints against your RTO; and
  • Information on Skills in the Workplace will be available in October 2011.

Throughout 2012, the level of interest in workforce development, with RTOs building their own workforce plan’s and undertaking professional development in workforce development and planning, has significantly increased as leaders are positioning themselves to be primed for Skills for All and national reforms – are you?

Want to be the first to get the news and info?  Subscribe to the Workforce Planning Tools blog and contact our Head Workforce Planner, Wendy Perry via wendy@workforceblueprint.com.au for assistance with your workforce plan.

PS. Have you seen the latest announcement from Traineeship and Apprenticeship Services about additional User Choice funding for Existing Worker Certificate III Training Contracts?  For commencing contracts on or after1.9.11, all existing worker trainees under a Cert III qual will attract a User Choice subsidy in South Australia.  For further info, contact Chris Pyne, Manager, Traineeship and Apprenticeship Programs.

 

 

 

 

 

 

 

 

 

 

National Workforce Development Fund, Skills Australia, NCVER, Skills for All, news, views, blogs

By | Vocational Education and Training, Workforce Development, Workforce Planning, Workforce Projects | No Comments

National Workforce Development Fund  – On Wednesday 10 August 2011, the National Workforce Development Fund (NWDF) opened with $558 million for 2011-12 to 2014-15 and the due date for applications is 12 noon 30 September 2011*…

Putting skills at the heart of the economy  – Anticipated by leaders in skills and workforce development and coming at a crucial time, the Putting skills at the heart of the economy 2011 conference held on 21 July 2011 at The Crown Conference Centre, Melbourne, was very well attended with a great line up of speakers…

2011 NCVER No Frills Conference – I haven’t missed many NCVER conferences over the years and I’m glad that I attended the 20th No Frills Conference in Coffs Harbour this week as it gave me an opportunity to take some time out to think of new initiatives and identify ideas to explore with others…

Skills for Prosperity and the 2011 Federal Budget  – On the 3rd May 2011, Skills Australia launched their most significant paper to date on workforce development titled Skills for Prosperity A roadmap for Vocational Education and Training

Evidence based approach to workforce and client demand – Increasingly you are being asked to provide evidence of demand for jobs and skills that are linked to your contracts, funding and proposals as well as your programs and services, and that reach specific outcomes and targets…

Skills for All and Opportunities for You  – Skills for All, the Strategic Direction for Vocational Education and Training in South Australia 2011-2014 has been published and was great weekend reading with the pink highlighter pen out…

Congratulations to:

Skillsbook website providers a home for credentials – use Skillsbook to build skills profiles for RPL, profile job roles, undertake Training Needs Analysis and build competency frameworks.  Download Skillsbook for iphone too.

RDNS Education Centre for being shortlisted for small training provider of the year at the South Australian Training Awards – see you on the night, 2nd September 2011 at the Adelaide Convention Centre.

National Crime Check – new website launched where you can submit your police check online.

Australian VET Leaders – potential, emerging and current Join the 400 strong members of this LinkedIn community discussing VET issues and opportunities.  Are you an Australian VET Leader?

Training Needs Analysis Workshops  Recently Service Skills Australia presented a professional development opportunity ideal for practitioners facilitating internal Training Needs Analysis (TNA), working with teams, enterprises and organisations, up to major projects such as large sporting complexes, around Australia.  Workforce BluePrint was contracted to facilitate the workshops and Wendy Perry and we received feedback like,

Thank you for the material from the recent workshop on TNA.  It is most help full and appreciated.  Can I say that I thoroughly enjoyed your presentation and as it gave me a better insight into the value of  TNA and its execution.

Here are all the comments from participants.

SMART Business Association The SMART Business Association website is being designed and it will be the site to be on if you run a business in Southern Adelaide or do business in the South – all with searchable categories and extras to help you to grow your business and local market.  Get a listing as part of your membership for only $50, email Garry Triffett for your membership form.

Latest Presentations and Workshops Workshops, conferences, professional development activities on leading edge topics.  Bookings are currently being taken into 2012 – get in quickly with your preferred dates!

Latest blogs and views

Customer Friendly Flying and Travel in Australia

Innovation Leader?

Queen’s birthday long weekend in Rockhampton

Hobby blogging as featured in SA Defence Business Magazine

Think Food – Think Consistency, Quality and Trust as featured for in business magazine

Barossa Valley – can we have it all plus a mini break?

Lazy Ballerina, K1, Three Brothers Arms, Longview and Royal Oak

Succeeding in your first full time job

Cellar Door Wine Festival

What have we been up to?

  • Development of workforce plans and competency frameworks for various clients across Australia in the Agriculture, Banking and Finance, Building and Construction, Civil Construction, Community Services, Contact Centre, Defence, Disability, Education, Employment Services, Energy, Events, Food and Wine, Government, Health, Higher Education, Manufacturing, Mining and Resources, Telecommunications, Tourism, Vocational Education and Training (VET), and Water sectors
  • Consultant for the design and development of Ergon Energy’s Capability Framework, 2011
  • Project management of the South Australian Contact Centre Survey for ATA and the Department of Trade and Economic Development, 2011
  • Project management of the WorkLife Balance Innovations Project for SafeWork SA including facilitation of Masterclasses, 2011
  • Facilitation of the Women influencing Defence and Resources Industries (WiDRI) Community of Practice, 2011
  • Recognition of Prior Learning Project for Regional Development Australia, Kangaroo Island, June 2011
  • Skills Australia information session, May 2011
  • DFEEST SA Works Strategic Planning Workshop, May 2011
  • Defence Teaming Centre networking, May 2011
  • Workforce development and planning workshop for small-medium sized enterprises (SMEs), Sunraysia Institute of TAFE, Mildura, May 2011
  • ACPET and WEA networking event, May 2011
  • Workforce plan for South West TAFE in Victoria, May 2011
  • South Australian Skills and Workforce Forum, April 2011
  • Women influencing Defence and Resource Industries (WiDRI) Community of Practice launch, April 2011
  • Women in Leadership, CEDA luncheon, April 2011
  • Can we have it all? Regional Development Australia, Barossa Valley, April 2011
  • SMART Friday Night drinks at the Vic, March 2011
  • Think Food, Food SA, March 2011
  • Work Life Balance Masterclass and Tools project, March 2011
  • Workforce planning for service success, Jobs Australia, March 2011 and May 2011
  • Cellar Door Wine Festival, February 2011
  • RPL system design, February 2011
  • SMART business breakfast, February 2011
  • Workforce planning for local government, Queanbeyan Local Government Association NSW, February 2011
  • Development a regional workforce plans and client analysis for Job Service Australia and Disability Employment Service providers, 2011
  • Regional workforce plan for the Mid North and Yorke Peninsula in South Australia, January 2011
  • Australia Day mini break at Port Elliot, January 2011
  • Tour Down Under, Willunga stage finish, January 2011
  • Business and workforce profile for Kangaroo Island, January 2011

Contact us…

The very best way to contact us is via 1. email wendy@workforceblueprint.com.au , 2 text 0416 150 491, 3. Call 0416 150 491, 4. call our office number 08 8387 9800, 5. fax 08 8387 9820.

If you do not wish to receive copies of our enews please send an email to wendy@workforceblueprint.com.au with “Thanks but no thanks” in the subject line – we’ll understand.

National Workforce Development Fund

By | Vocational Education and Training, Workforce Development, Workforce Projects | No Comments

On Wednesday 10 August 2011, the National Workforce Development Fund (NWDF) opened with $558 million for 2011-12 to 2014-15 and the due date for applications is 12 noon 30 September 2011*.  $148 million is available during 2011-12 which is made up of $73 million under this NWDF and $74 million under existing arrangements for the Critical Skills Investment Fund.

As the new Workforce Productivity Agency isn’t yet established (from 1 July 2012), DEEWR is managing the NWDF for this financial year using a model based upon the Enterprise Based Productivity Places Program with applications through the Industry Skills Councils.

Partnering Organsiations (POs) including enterprises, professional associations, industry bodies, lead agents for a consortia and employment service providers can apply (not Registered Training Organisations but as least 1 RTO must be involved).  The partnership for an application must involved 1 or more POs, RTO/s and an Industry Skills Council (ISC).

“A key element of the Fund is to encourage organisations to undertake workforce planning and skills needs analysis to develop training solutions that align with business goals.”  Workforce BluePrint is working with RTOs from around Australia in developing their skills and capability in workforce development and planning, RPL and Training Needs Analysis.  Read comments and feedback from participants in our programs, workshops and projects.  Use tools and templates to help you to develop your own workforce plan and for your clients.

Aged care ($25 million) and construction sectors ($25 million) are priorities linked to the mining boom, roll out of the National Broadband Network and housing demand.  There is direct link with the Cleaner Energy Future Plan as, “funding will also be allocated for projects that enhance workers’ energy efficiency skills and develop skills which support the use of low emissions technology or support the development of clean energy skills in the construction sector and across all sectors”, up to $10 million.

Proposals need to be submitted to Industry Skills Councils with most ISC’s asking for applications by late August – mid September 2011*.  ISC’s will call for proposals, convene an Assessment Panel with DEEWR to identify priorities for funding against the Assessment Criteria, submit applications to DEEWR, maintain contact with applicants, monitor the partnership arrangements, receive $$ and disperse funds, collect data and undertake reporting. 

Training through the Fund must be for an Eligble Qualification, for new workers Certificate II-Vocational Graduate Diploma and existing workers Certificate III-Vocational Graduate Diploma.  Qualifications eligible for funding are mapped to the Priority Occupation List (POL – available soon) with each ISC together with DEEWR outlining priority areas.

“RTOs delivering under the Fund must offer Recognition of Prior Learning (RPL)…for each participant in the program.”

Have you got a partnership with the relevant Industry Skills Councils?  Follow the links below to take you to specific pages on the National Workforce Development Fund applications:

Agrifood Skills Australia

Construction and Property Services Industry Skills Council

Community Services and Health Industry Skills Council

EE-Oz

Forest Works

Government Skills Australia

IBSA

 Manufacturing Skills Australia

Skills DMC

Service Skills Australia and say hi to Bernard Moore in the video

Transport and Logistics Industry Skills Council

 Interested in assistance to develop a Workforce Plan, undertake a Training Needs Analysis or build your capability in workforce development and planning?  Get in touch with our Head Workforce Planner, Wendy Perry via wendy@workforceblueprint.com.au .

Putting skills at the heart of the economy 2011 conference – tipping point

By | Vocational Education and Training, Workforce Development, Workforce Planning | No Comments

Anticipated by leaders in skills and workforce development and coming at a crucial time, the Putting skills at the heart of the economy 2011 conference held on 21 July 2011 at The Crown Conference Centre, Melbourne, was very well attended with a great line up of speakers.

Philip Bullock, Chair of Skills Australia, outlined two aspirations in his opening addresses – help those most at risk; and a resilient workforce.  Participation focussing on people on the margins of the workforce with 2.5-3 million wanting work is seen as a major opportunity.  Innovation skills are needed to address a lagging innovation culture as well as “…an overhaul of the Vocational Education and Training (VET) sector.”  Much also seems to be pinned on the upcoming commonwealth – state/territory negotiations – which will be implemented from 1st July 2012 [will this negotiation mean that Victoria and WA will pass over powers to ASQA??].  Quality across the board is a priority with the National VET Regulator setting the bar, mandatory external validation, funding that rewards quality providers, and the goal of people achieving a full qualification and then a plus – such as skills sets or another [higher] qualification.  The new South Australian Skills for All reform was cited as aligning to national directions and a key interest is extra requirements to be certified as a Skills for All provider [I’ll have a go at forecasting these soon as I think the National Workforce Development Agency will be looking at similar guidelines].

Chris Richardson, Director Deloitte Access Economics, Head of Macroeconomic Policy and Forecasting Group talking on It’s all about the economy says“…the world is begging Australia to grow faster…demand is strong…supply is weak… and there is a gap between slow vs. strong sectors.”  With the boom in “twins” mining and construction and significant exports with demand for coal and minerals, “…the world has given us a pay rise.”  When looking at sectoral growth and contribution to GDP, Chris stated that the majority of the workforce is on the wrong side of the growth areas.  He thinks the question is, “…not where the next job will come from, but where the next worker will come from?”… and he advocates for higher migration as a share of population to support Australia’s growth.  “The working age population is about to grow recession like, but it’s not a recession!”  Big statements posed as questions included, “Can we know what skills we need into the future?  [yes we can do some forecasting out especially in core and leadership skills and the alternative of not doing any forecasting is not acceptable] Do policy makers get that Australia’s future lies in skills?  And Australians are good at managing adversity but not prosperity.”

Linda Nicholls, AO, Corporate Advisor and Director of a number of leading Australian companies, on It’s all about the real world, began with the reality of needing a workforce with “evidence of skills in use[I really like this term – great for assessment including RPL], that fit into our organisation, and match our customer tastes.”  How do you get access to a skilled workforce? – “you can make, buy, rent, hoard or poach” and you want employees who are “retrainable.”

Andrew Stevens, Managing Director of IBM Australia and New Zealand, on Improving participation and productivity, emphasised that the, “…services generate the greatest share of value add i.e. ¾ of Australian employment, 70% of economic activity.”  He outlined a new wave of high value services jobs and a number of IBM programs that are focussed on the potential employee pipeline.

The Q and A panel before lunch was our chance to ask the questions and hear responses from a panel of experts…  Skills for prosperity – are they in shortage or just underutilised? and facilitated by MC for the day Michael Pascoe, Finance and Economic Commentator.  Panel members included Chris Richardson, Linda Nicholls AO, Mick Mahon CEO of Skilled Group, Prof Barbara Pocock Director Centre for Work + Life University of SA, Mary Thompson Managing Director and Owner McLeod Rail and Ged Kearney President Australian Council of Trade Unions.

Mick talked from the practical perspective with an example of his clients putting years into planning and sourcing the supply of truck tyres vs. limited effort into workforce planning.  Discussion moved to the management of job roles, the job itself and conditions, and the design, regarding the structure of the job, was seen as important although the direct supervisor/manager is the number 1 reason why people leave organisations.  Skills development was seen as a retention strategy not so much as a workforce attraction strategy.  “Prosperity is the size of the pie and fairness is how it’s chopped up.”  Prof Pocock asked, “Should we all work from very young to very late over the lifecycle?”

For the breakout session, The global dimension of skills and implications for Australia, shared international perspectives from Annie Koh, Associate Professor of Finance Dean, Office of Executive and Professional Education Financial Training Institute, Academic Director, International Trading Institute at Singapore Management University and Julian Gravatt, Assistant Chief Executive Association of Colleges UK.  Singapore has 1.9% unemployment and the economy is split 75% services and 25% manufacturing.  An interesting example of how Singapore managed the numbers of retrenched professionals from the Global Financial Crisis was to pair people with small – medium sized enterprises as mentors and advisors.  Julian talked about the differences between Australia and the UK and the high (81%) success rate and incredibly low numbers of apprentices interested me [something to follow up on].

A debate and discussion on skilled migration moderated by Tim Colebatch the Economics Editor at The Age Newspaper saw Dr Bob Birrell, Co-Director of the Centre for Population and Urban Research at Monash University teamed with Prof Sue Richardson AM, Principal Research Fellow, National Institute of Labour Studies Flinders University for the negative and Bernard Salt, Business Advisor, Author and Columnist partnered with Cr Nicole Lockwood, President, Shire of Roebourne, WA, for the positive i.e. we should increase skilled migration.  The negative team argued that we should focus on those people who could be in the workforce and aren’t as well as opportunities for young Australians, with the positive team showing striking graphs where the gap between the workforce size we need to maintain our economy was overlaid with a massive drop in as the first baby boomers turn 65 this year by Bernard and practical examples of workforce supply and skills demand in places like Karratha.  The positive team won although important points were made on both sides – a bit of both sides of the argument is what I would conclude.

I saw the final wrap up by Philip Bullock as a call to action and I finished the conference day with a firm belief that we have reached a tipping point for workforce development and planning in Australia – hopefully the minds of policy makers, definitely in the minds of economists and industry leaders, and increasingly in the minds of people working with the VET sector.  Excellent networking where I knew about 1 in 3 or 4 people, with many people who attended the NCVER Conference, a catch up with Dominic at CITT and Secretary for the Australian Digital Television Industry Association at the conference drinks and dinner with a lovely bunch of people including Stephanie Tchan from Central Institute of Technology, Linda and Pierre from TAFENSW, and Kylie Furnell from RESA, topped off a conference that I thoroughly enjoyed – and now onto tipping the workforce development and planning ‘tipping point’ even further!

Wendy Perry, Head Workforce Planner, Workforce BluePrint, Managing Director Wendy Perry and Associates Pty Ltd.