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VET workforce recruiting and retaining v0.1 17.6.12 wp

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Current VET Workforce Issues:
Capacity and skills utilisation
Contribution and engagement
Contract, project and financial management
Marketing, social media, ICT, NBN
Intellectual property and product development
Language, Literacy and Numeracy – general vs. specialist
Validation and Moderation
Advanced Facilitation and Assessment skills
Capabilities – depth vs. breadth and balance

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VET workforce recruiting and retaining v0.1 17.6.12 wp

  1. 1. VET Workforce -Recruiting and Retaining Presented by Wendy Perry © Workforce BluePrint 1
  2. 2. Skills for All Providers 2
  3. 3. Current VET Workforce Issues • Capacity and skills utilisation • Contribution and engagement • Contract, project and financial management • Marketing, social media, ICT, NBN • Intellectual property and product development • Language, Literacy and Numeracy – general vs. specialist • Validation and Moderation • Advanced Facilitation and Assessment skills Capabilities – depth vs. breadth and balance 3
  4. 4. Capability Framework Values and Behaviours Evidence Based approach Skills and Competencies Strategic Priorities, KPI’s and Targets 4© Workforce BluePrint – V2 February 2010
  5. 5. What is Workforce Development? Workforce development bridges the gap between the current workforce and the future (desired) workforce. Workforce development strategies address ‘gaps’ from the workforce planning process including competency and training needs analysis, and human resource management. Workforce development and planning maximises your staff capabilities and capacity. 5
  6. 6. Gap analysis • What are the workforce gaps and priorities (including hard to fill/replace, critical, compliance roles) • What gap closing or workforce development strategies could we implement to change the workforce profile and address gaps? • Relationship with regional and industry organisations? • Strategies to meet EEO objectives and principles of multiculturalism? • Apprenticeships and traineeships? 6
  7. 7. Workforce DevelopmentStrategies – common areas • Demand and supply for priority job roles • Ageing particularly trade/outside workforce • Workplace Health and Safety • Retention, succession planning, knowledge management, communication, career paths • Training needs analysis/skills stock take, learning and development plans, leadership development • Work Life Balance – packaging benefits • Employer of Choice, reward and recognition • Barriers to retention – not feeling valued and respected, attract a higher salary elsewhere, internal politics • Check on excessive hours, stress management 7
  8. 8. What are the TAE and vocationdeterminations Standards for NVR RTOs: 4.4 and 15.4 The applicant has a defined strategy, procedures and measures to ensure training and assessment services are conducted by trainers and assessors who: (a) have the necessary training and assessment competencies as determined by the National Quality Council or its successors; (b) have the relevant vocational competencies at least to the level being delivered or assessed; (c) can demonstrate current industry skills directly relevant to the training/assessment being undertaken; and (d) continue to develop their vocational education and training (VET) knowledge and skills as well as their industry currency 8 and trainer/assessor competence.
  9. 9. What are the TAE and vocationdeterminations - NSSC • To be entitled to work as a trainer in the VET sector a trainer must hold the TAE40110 Certificate IV in Training and Assessment from the TAE10 Training and Assessment Training Package or be able to demonstrate equivalence of competencies as a minimum; however, trainers are encouraged to obtain further qualifications. • New trainers must comply with this requirement within two years of commencing in this role. Trainers already practicing in this role must satisfy this requirement by 1 July 2013. • People commencing in this role (i.e., working under supervision) must hold the TAE10 Enterprise Trainer Skill Set or be able to demonstrate equivalence of competencies within two years of commencement. People already practising in this role must comply with this requirement by 1 July 2013. • Supervision is the provision of regular and ongoing guidance, direction and leadership from a person holding the TAE40110 Certificate IV in Training and Assessment or from a person who has demonstrated equivalent competencies. The supervising person monitors and is accountable for the training delivery but does not need to be present9 during all the time that training is being delivered.
  10. 10. What are the TAE and vocationdeterminations Skills for All contract: 10
  11. 11. Workforce Action Plan • Strategic Objectives • Gap/Issue – Retention, TAE • Priorities/Risk • Gap Type • Workforce Development Strategies • Responsibilities • Resources • Timelines/Due Date 11
  12. 12. Contact us Workforce BluePrint: www.workforceblueprint.au wendy@workforceblueprint.com.au WPAA www.wpaa.com.au Keep up to date: LinkedIn: http://www.linkedin.com/in/wendyperry Facebook: http://www.facebook.com/WorkforcePlanningTools Wendy Perry: http://wendyperry.com.au/ Australian VET Leaders: http:// www.linkedin.com/groups/Australian-VET-Leaders-367468 12

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