Posts Tagged ‘Workforce Development’
Maximise Your Workforce Productivity = Capability x Capacity + Contribution
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
- Context and environment
- Current workforce profile
- Future workforce profile
- Gap analysis and closing strategies
- 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
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.
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) Program – Funding 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
NBN Enabled Capability Development Network
NEW for 2012 Workforce Planning and Development Conference Talks (C) and Workshop (W) Topics
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?
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.
- Budget media release – 10 May 2011
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.
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Get Ready for Skills for All
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
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!
Customer Friendly Flying and Travel in Australia
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
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
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:
Construction and Property Services Industry Skills Council
Community Services and Health Industry Skills Council
Manufacturing Skills Australia
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 .
Workforce Development Plan
So what is workforce development?
It is an umbrella term for implementing strategies that help you bridge the gap between your current workforce and your target (future) workforce. Workforce development strategies address the gaps that you find when you undertake workforce planning and training needs analysis where the output is a workforce plan. The strategies could be about attraction, recruitment, retention, career progression, succession planning, job design, skills and competencies, values and behaviours, KPI’s and performance.
Generally when you write a workforce plan you cover the same time frame as the organisation’s strategic plan which could be 1, 3, 5, 10 or 20 years depending on your industry and budget cycles. The steps are reflected in the document itself starting with 1. Context and environment, 2. Current workforce profile, 3. Future workforce profile including forecasting demand and supply, 4. Gap analysis, priorities, implementation, 5. Review, monitor, evaluate.
Review your workforce plan regularly – about every 6 months or if there has been a major workforce change or refocus of the business. The workforce plan is a dynamic document resulting in a prioritised action plan identifying who will do what and by when – it’s not uncommon for organisations to have numerous updated versions of their workforce plan over the timeframe for which it has been designed.
As job roles change and you implement workforce development strategies, the framework that measures your workforce capability also needs to change to reflect the organisation’s structure and focus. You may want to build a capability framework to help you measure your workforce capability and capacity. Revisiting your demand and supply forecasting is important to see if you are on track.
The process is facilitated transparently, involving people from across your organisation to help identify strengths, development needs and issues. Communication, consultation and education is critical so you know what to do and what you are aiming for using a practical, straight forward approach – don’t over complicate it!
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!
What does Skills for All offer?
- extra $194 million over the next 6 years for an additional 100 000 places
- transition to a National VET Regulator in 2011
- income contingent loans and concession fees for low income earners
- Skills in the Workplace initiative to upskill employees in support of their workforce development – sharing the costs with government where more than 200 employees – at least 50%; 100-199 employees at least 25%; less than 100 employees at least 10%
- independent and endorsed workforce development advisors
- subsidies – full for Cert I and II; 80% for Cert III and IV; 70% for Dip and Adv Dip; up to 100% for priority qualifications, critical skills and specialised occupations
- designated skills set training once/year based upon advice from industry
- move towards fully contestable training market
- from 1.7.11 the Office of TAFE SA will be formed
- training information portal
- plain language document on provider services and outcomes for students, awareness of opportunities to feedback concerns or complaints from students and regular info campaigns
- $6.4 million in additional funding for foundation skills and Adult and Community Education (ACE)
- reduction in VET cost per hour closer to the national VET average
- Skills for All providers will receive subsidies for delivery in rural locations that reflect additional costs with thin markets
- targeted professional development initiatives that address contemporary education and training and workforce development practice
- nominated capability building initiatives to ensure good practice for providers
- a new Employer Recognition Program initially recognising employers of apprentices and expanding over time for employers who are committed to developing the skills of their workforce
- employers co-investment with Government in integrate workforce development plans, encourage industry uptake of workforce development, industry investment and skill development for new and emerging industries and technologies
- workforce development support including toolkits, workshops and resources
So here’s some ideas on what to consider now so you are ready for the roll out:
- training providers must demonstrate the demand for skills and jobs, links to industry and funding required – this means taking an evidence based approach and analysing workforce, industry and regional demand
- registration and qualification requirements as a Skills for All training provider – this is additional to the minimum AQTF standards and you’ll need to be on the look out for when DFEEST releases the requirements
- increased focus on recognition of prior learning and identifying student learning needs – think about RPL as opt out of not op in and who you can tap into for learner support
- at enrolment students and their provider will develop a customised training plan – do you already have this in place or will you need to develop a template and tools?
- the subsidy price will be paid monthly to qualified providers based upon module completions – how will your cash flow work and what systems will you need to put in place for reporting?
- one website will have information about Skills for All providers – how will you keep this up to date and what about your own website, maybe time for review and some advice?
- DFEEST will provide information to students – how could you maximise this promotional opportunity and do you need to rethink your marketing strategy?
- ACE partners - who do you know? who can you work with? do/can/will you deliver foundation skills?
- VET costing – do you know all the inputs, all the outputs and the return on the investment?
- Delivery in rural locations – get familiar with the Accessibility Remoteness Index of Australia (ARIA) to determine regional loadings and classify your target markets based upon industries, student cohorts and regions – locality, SLA and postcode are important data sets here
- need to better engage and support SME’s – facilitate a workforce development style conversation and identify all their needs
- employer recognition – what about the commitment of your own organisation to workforce development? are you leading the way?
- focus on workforce development – this is moving beyond training and assessment and workforce skills development towards a workforce planning approach
What’s next – have a look at the key implementation milestones with the Skills in the Workplace program due for August 2011 with most activities kicking off publicly from June 2011 through until 2012-13.
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Workforce profiling for an island or region
Identifying current skills needs by employers in existing employees and their future workforce and profiling the workforce for an island or a region enables better informed decision making and longer term workforce development strategies.
Analysing the results can provide regional and industry development agencies, local networks, government and funding bodies with insight into strengths vs sustainability, community assets and common development needs.
Collect information and data such as numbers employed by industry, age profile, gender, employment status, skill level, advertised vacancies by month, job type, location, skill level and industry.
Ask business owners about their workforce issues and challenges, the skills needs for their employees and themselves and aggregate the results with the most common development needs.
Design a skills profile that includes foundation skills, transferable skills and job specific skills and map to units of competency from National Training Packages with Skillsbook to make formal recognition and the purchase of training and assessment services easier.
Validate the data analysis, skills profile and dig a bit deeper with businesses to understand what is really casing them problems and what solutions could work.
Summarise the results and trends making recommendations that can be implemented by local people with an action plan.
Publish the report, present the information to all stakeholders including the businesses in the survey, follow through with the actions and keep the action plan as a standing item for the local network with projects and funding built from it.
Move towards a workforce plan for the island or region and for each of the organisations by helping them assess the health of their business, provide support, information, education and mentoring. Work with the businesses on immediate human resource management issues, strategic planning and chat quickly then do.