More often than not, most Registered Training Organisations (RTO’s) have recently experienced significant change and the opportunity going ahead is to make sure that your RTO is best positioned for the future.
Perhaps you are considering workforce demand across the regions you operating in and you may be wondering … is there more you might be able to offer? Maybe you are looking at your scope and wondering does this meet your customer’s needs?
In an environment with unprecedented change since Training Packages were first introduced, how do you make sense of national VET reform, state and territory government policy? How do you see the uncovered opportunities in this mix?
Well, a stock take might be your starting point but not only about what you are currently doing, but what you could be known for into the future.
You may be keen to strategically review your RTO with a focus on the current and potential value it can provide to the business overall or if your scope has enough depth and breadth.
Increasingly jobs, skills, employment and education are a focus of government policy with opportunities in economic and regional workforce development. But where are you in relation to that?
Does it make sense to you that you need someone to look at your RTO where they are outside of your RTO? Someone who understands VET reform and changes better than anyone else? With a national picture, a clear understanding of each state and territories view, and the application to you?
There is a systematised approach to take… one that provides comparison and insight.
The basis of this approach is a strategic RTO review, not about meeting the standards, but about having an ongoing, thriving business.
Perhaps you are asking so when it comes to the mechanics and the practicalities of the review… what is looked at in detail?
Well, whilst each RTO is different here are the key things we consider are:
- Understanding industry and regional workforce demand and training needs compared with current scope
- Gaining feedback from key stakeholders such as the Board of Directors; Senior Executive Management Team, Training and Assessment staff
- Analysing evidence on RTO performance including employer and student feedback, enrolment trends, funding contracts, retention/completion and financials
- Identifying workforce development and training opportunities including areas for RTO expansion and/or contraction
- Designing recommendations outlining how your RTO can meet regional, industry, employer and student demand, findings, strengths and areas for improvement
The preferred approach includes:
- Reviewing the existing strategic plan, scope, programs, information, data and evidence related to RTO performance and position
- Externally scanning industry and regional workforce needs, state and national VET policy that will have an impact on the future direction of your RTO
- Meetings with the CEO and representatives of the management team, RTO team and other internal stakeholders in your regions
- Discussing with team members in other locations and any relevant external stakeholders
- Analysing of all of the evidence and information to develop a draft report
- Discussing a draft report with the CEO and representatives of the management team, RTO team and other internal stakeholders
- Presenting the final report and recommendations (via an online meeting or face to face)
So if you are looking for innovative, practical and targeted ways to improve the position of your RTO then please contact firstname.lastname@example.org and work with an Australian VET Leader.
Written by Wendy Perry, VET Strategist, WPAA, February 2015.