131025 ps-ritc rto template for stakeholder comment independent review of vet
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RTO get smart & compliant webinar 1 slides
This slide show is for Registered Training Organisations (RTOs) in Australia.
Does RTO compliance give you a whopping headache? Let us ease the pain by helping you get smart and strategic with your compliance. This slide show was part of a free 1-hour webinar to help managers build a strategy that will get rid of this headache once and for all.
The first step in getting rid of your compliance headache is to create a systematic governance structure for your RTO.
You can view the webinar here http://thelearningcommunity.com.au/webinar/
November 2010 ritc mining and quarrying industry workforce development plan
The document is a workforce development plan for Western Australia's mining industry created by the Resources Industry Training Council (RITC). It provides an overview of the industry and its workforce needs, identifying current and future skills gaps. It also outlines actions needed to ensure an adequate supply of local and overseas labor to meet projected industry demand over the next decade, which is constrained by infrastructure and accommodation limitations in remote regions.
November 2010 ritc exploration and drilling industry workforce development plan
The document provides an overview of the Western Australian exploration and drilling industry workforce development plan. It discusses the key sectors within the industry including mineral exploration, petroleum exploration, and water-well drilling. It identifies current and future skills gaps and outlines strategies to ensure the industry can meet the demand for skilled labor, including improving training programs, addressing barriers to employment and retention, and developing the workforce.
November 2010 ritc gas and oil industry workforce development plan
The document provides an environmental scan of Western Australia's petroleum industry. It details that the industry includes oil and gas exploration, extraction and LNG production. It also discusses the economic importance and value of the industry to Western Australia, noting multi-billion dollar LNG projects currently underway. The document identifies current and future skill shortages in critical operation roles and emerging occupations as the industry expands.
Non metallic mineral products workforce development plan oct 2010
The document provides an overview of workforce development issues for the non-metallic mineral products manufacturing industry in Western Australia. It discusses key occupations and skills in demand, current and emerging skills gaps, and training needs and expectations of the industry. The industry faces challenges in attracting and retaining workers due to the physical nature of work, shift work requirements, and an aging workforce with insufficient new apprentices entering some sectors like refractory installation. Improved training programs, recognition of prior learning, and initiatives to attract more women and younger workers are needed to ensure the future workforce needs of the industry are met.
Non metallic mineral products workforce development plan oct 2010 (1)
The document provides an overview of the Western Australian non-metallic mineral products manufacturing industry workforce development plan. It discusses key aspects of the industry such as major employers, employment trends from 1995-2009 showing stable employment numbers and dominance of full-time roles. It also outlines the Manufactured Mineral Products Training Package qualifications available and workforce issues including a significant proportion of employees without qualifications and from non-English speaking backgrounds, as well as reported shortages in some sectors like concrete manufacturing.
Polymer and rubber manufacturing workforce development plan oct 2010
This document provides a workforce development plan for the polymer and rubber products manufacturing industry in Western Australia. It outlines that the industry experienced skills shortages in the past as workers moved to the resources sector, but the recent economic downturn has reduced skilled labor shortages while also decreasing product demand. The plan identifies priority actions around improving the labor market and supply, workforce participation, attraction and retention of workers, and training to boost productivity.
Petroleum refining chemical fertiliser explosives workforce development plan ...
This document provides an overview and workforce development plan for the petroleum refining, chemical, fertilizer, explosives and pesticide manufacturing industries in Western Australia. It outlines the key industries, major employers, workforce characteristics, training environment and issues. The industries experience challenges around an aging workforce, skills shortages in some areas, and the need for flexible training options to support ongoing skills development and retention of workers.
Recommended
RTO get smart & compliant webinar 1 slides
This slide show is for Registered Training Organisations (RTOs) in Australia.
Does RTO compliance give you a whopping headache? Let us ease the pain by helping you get smart and strategic with your compliance. This slide show was part of a free 1-hour webinar to help managers build a strategy that will get rid of this headache once and for all.
The first step in getting rid of your compliance headache is to create a systematic governance structure for your RTO.
You can view the webinar here http://thelearningcommunity.com.au/webinar/
November 2010 ritc mining and quarrying industry workforce development plan
The document is a workforce development plan for Western Australia's mining industry created by the Resources Industry Training Council (RITC). It provides an overview of the industry and its workforce needs, identifying current and future skills gaps. It also outlines actions needed to ensure an adequate supply of local and overseas labor to meet projected industry demand over the next decade, which is constrained by infrastructure and accommodation limitations in remote regions.
November 2010 ritc exploration and drilling industry workforce development plan
The document provides an overview of the Western Australian exploration and drilling industry workforce development plan. It discusses the key sectors within the industry including mineral exploration, petroleum exploration, and water-well drilling. It identifies current and future skills gaps and outlines strategies to ensure the industry can meet the demand for skilled labor, including improving training programs, addressing barriers to employment and retention, and developing the workforce.
November 2010 ritc gas and oil industry workforce development plan
The document provides an environmental scan of Western Australia's petroleum industry. It details that the industry includes oil and gas exploration, extraction and LNG production. It also discusses the economic importance and value of the industry to Western Australia, noting multi-billion dollar LNG projects currently underway. The document identifies current and future skill shortages in critical operation roles and emerging occupations as the industry expands.
Non metallic mineral products workforce development plan oct 2010
The document provides an overview of workforce development issues for the non-metallic mineral products manufacturing industry in Western Australia. It discusses key occupations and skills in demand, current and emerging skills gaps, and training needs and expectations of the industry. The industry faces challenges in attracting and retaining workers due to the physical nature of work, shift work requirements, and an aging workforce with insufficient new apprentices entering some sectors like refractory installation. Improved training programs, recognition of prior learning, and initiatives to attract more women and younger workers are needed to ensure the future workforce needs of the industry are met.
Non metallic mineral products workforce development plan oct 2010 (1)
The document provides an overview of the Western Australian non-metallic mineral products manufacturing industry workforce development plan. It discusses key aspects of the industry such as major employers, employment trends from 1995-2009 showing stable employment numbers and dominance of full-time roles. It also outlines the Manufactured Mineral Products Training Package qualifications available and workforce issues including a significant proportion of employees without qualifications and from non-English speaking backgrounds, as well as reported shortages in some sectors like concrete manufacturing.
Polymer and rubber manufacturing workforce development plan oct 2010
This document provides a workforce development plan for the polymer and rubber products manufacturing industry in Western Australia. It outlines that the industry experienced skills shortages in the past as workers moved to the resources sector, but the recent economic downturn has reduced skilled labor shortages while also decreasing product demand. The plan identifies priority actions around improving the labor market and supply, workforce participation, attraction and retention of workers, and training to boost productivity.
Petroleum refining chemical fertiliser explosives workforce development plan ...
This document provides an overview and workforce development plan for the petroleum refining, chemical, fertilizer, explosives and pesticide manufacturing industries in Western Australia. It outlines the key industries, major employers, workforce characteristics, training environment and issues. The industries experience challenges around an aging workforce, skills shortages in some areas, and the need for flexible training options to support ongoing skills development and retention of workers.
Laboratory operations workforce development plan oct 2010
The document is a workforce development plan for the Western Australian Laboratory Operations industry. It was developed by the Resources Industry Training Council at the request of the Department of Training and Workforce Development. The plan provides an overview of the laboratory operations industry, including employment data and workforce issues. It identifies strategies to ensure the demand for skilled labour can be met, including actions around labour market supply, workforce participation, attraction and retention, and training and productivity.
June 2010 ritc resources industry environmental scan
This environmental scan provides an overview of the Western Australian resources industry, including mining, petroleum, drilling and quarrying. It finds that the industry is a major contributor to the state and Australian economies. It is projected to experience significant growth over the next few years, with large projects expected to increase demand for skilled workers, especially during construction phases. However, the global economic downturn has led to some job losses. The scan was commissioned to help the state government develop workforce training policy and address any current and future skills shortages in the resources industry.
100430 ps ritc process manufacturing environmental scan
The document provides an environmental scan of the process manufacturing industry in Western Australia. It finds that the industry employs over 172,000 people across sectors like chemicals and hydrocarbons refining, plastics and rubber, and manufactured mineral products. The industry sources raw materials from resources sectors and produces goods used by other downstream industries. It also faces challenges from global economic conditions and currency fluctuations that impact employment levels.
140627 ps-ritc-seares final report submissionv0.2
This document is a submission from the Resources Industry Training Council (RITC) in response to the final report of the Independent Review of the Vocational Education and Training Sector in Western Australia 2013-14. The RITC supports the general direction and timely implementation of the review's recommendations. This includes strengthening the leadership role of the Department of Training and Workforce Development, reviewing the state training provider network to improve flexibility and efficiency, and addressing the independence of the State Training Board. The RITC also supports recommendations to streamline information flows between industry, training organizations, and the government.
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This document discusses the rise of automation technology in Australian resources industries and its implications for vocational education and training (VET) and higher education. It notes that while automation has increased productivity and safety, it also requires new workforce skills, structures, and cultures to support more integrated and optimized automated operations. The key challenge is ensuring the education system provides workers with the skills needed for the new technologies and operating environments created by increasing automation and remote control in mining and petroleum production.
130103 final report - rise of the machines ritc view final jan 2013
This document discusses the adoption of automation technology in the Australian resources industries and its implications for vocational education and training. It provides an overview of automation technologies used in resources industries like mining and examines factors driving and hindering adoption. Case studies on automated ports and agriculture are presented. The status and trajectory of adoption across operation types and sectors in resources is assessed. The impact on workforce skills requirements, culture, and structure is also examined. In particular, new roles for automation technicians and mechatronics engineers are anticipated to emerge with increased adoption of automation.
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This report examines the potential use of skill sets training in Western Australia's resources sector. It was commissioned by the Western Australia Resources Industry Training Council. Skill sets are defined as targeted training that provides specific skills for a job function, in contrast to broader qualifications. Through interviews with industry stakeholders, the report identifies potential roles for skill sets in surface mining and oil and gas operations. It also reviews Australia's VET policies and barriers to greater uptake of skill sets training. The report recommends reforms to support increased industry use of skill sets to meet skills needs in a more efficient way.
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110906 ps-ritc-skills australia interim report resources industry
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110503 ps-skills prosperity roadmap report
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1) Establishing an individual entitlement system and Enterprise Skills Investment Fund to stimulate demand for skills development.
2) Improving industry leadership in workforce development and better use of skills through programs like apprenticeships.
3) Integrating employment and training services across jurisdictions and supporting regional development.
4) Reforming regulation, quality assurance and data collection to improve teaching quality, transparency and outcomes.
The report estimates $24 billion
110905 ps-ritc-apprenticeshipsforthe21st centuryexpertpanel
This document is the final report from the Apprenticeships for the 21st Century Expert Panel, which was appointed to advise the Australian government on reforms to the apprenticeship system. The report provides recommendations in four key areas: 1) refocusing apprenticeship and traineeship pathways; 2) improving leadership and governance of the system; 3) enhancing the sustainability of the system; and 4) addressing interactions with workplace relations legislation. The panel consulted a wide range of stakeholders and evidence to inform 15 specific recommendations aimed at ensuring Australia has a high quality apprenticeship system that meets future skills needs.
100601 ps nrset final report - resourcing the future july 2010
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The report finds that major resources projects over the next five years will demand a large number of trade professionals, engineers, and geoscientists. However, the supply of skilled workers is struggling to keep up with demand. Skills gaps already exist and risks becoming more severe without action.
The report puts forward a workforce development plan with 16 recommendations. These include increasing training places for trades and tertiary programs, using temporary migration to fill short-term needs, strengthening workforce participation, and forging stronger ties between industry and education providers. The plan
110906 ps-ritc-2010 australian workforce futures
This document presents a national workforce development strategy for Australia with the vision of ensuring Australia has the workforce capabilities needed for a productive, sustainable and inclusive future. It outlines recommendations to meet future skills demands, raise workforce participation rates, improve adult language and numeracy skills, better utilize skills to increase productivity, enhance the tertiary education sector, and create a shared agenda on workforce futures. The strategy is based on extensive consultation with industry, education providers and other stakeholders to gain valuable insights.
110916 ps-ritc-skilling wa exec summary
The document introduces Skilling WA, a workforce development plan for Western Australia in response to increasing demand for skills and labor. It outlines 5 strategic goals to build, attract, and retain a skilled workforce to meet the state's economic needs: 1) increase workforce participation, 2) support workforce mobility, 3) develop skills, 4) attract skilled migrants, and 5) strengthen regional communities. Forecasts suggest significant jobs growth over the next decade, but an aging population and competition for labor may lead to shortages if not addressed by an integrated strategic approach as outlined in Skilling WA.
110905 ps-ritc-training wa
This document outlines Training WA, a plan to transform Western Australia's training system from 2009 to 2018. The plan aims to increase skills development and training participation to benefit all Western Australians. Key strategies include developing a skilled workforce through high-level training, modernizing the apprenticeship system, improving individual participation in training, supporting regional communities, ensuring a diverse training market, and building training system capability. Immediate initiatives focus on increasing apprentice, trainee, Aboriginal, and foundation skills training enrollments. Medium and long-term reforms also aim to meet industry skills needs and boost workforce participation through a flexible training system.
110916 ps-ritc-wa skilled migration strategy
The document outlines Western Australia's skilled migration strategy. It notes that WA has experienced strong economic growth driven by resources projects, but this growth will create significant demand for skilled labor that may outstrip local supply. Migration will be necessary to supplement the workforce. The strategy aims to provide a flexible skilled migration program to meet industry needs through actions like improved workforce planning, providing information to employers and migrants, developing attraction and retention programs, streamlining application processes, and providing settlement services. The goal is to ensure WA has enough skilled workers to support continued economic growth.
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Laboratory operations workforce development plan oct 2010
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This document discusses the rise of automation technology in Australian resources industries and its implications for vocational education and training (VET) and higher education. It notes that while automation has increased productivity and safety, it also requires new workforce skills, structures, and cultures to support more integrated and optimized automated operations. The key challenge is ensuring the education system provides workers with the skills needed for the new technologies and operating environments created by increasing automation and remote control in mining and petroleum production.
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This document provides a summary of key considerations for employers seeking to attract, select, and employ Aboriginal Australians. It covers clarifying objectives, developing an inclusive workplace culture through buy-in and cultural awareness training, building trust and confidentiality, preparing the workplace and employees, and understanding Aboriginal culture and family obligations. The information is presented as a checklist to support employers through potential challenges of employment initiatives for Aboriginal Australians.
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This document provides a roadmap for reforming Australia's vocational education and training (VET) sector to meet future skills needs and support economic growth. It recommends comprehensive changes to how the VET sector is developed, organized and financed. The key proposals include:
1) Establishing an individual entitlement system and Enterprise Skills Investment Fund to stimulate demand for skills development.
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100601 ps nrset final report - resourcing the future july 2010
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110906 ps-ritc-2010 australian workforce futures
This document presents a national workforce development strategy for Australia with the vision of ensuring Australia has the workforce capabilities needed for a productive, sustainable and inclusive future. It outlines recommendations to meet future skills demands, raise workforce participation rates, improve adult language and numeracy skills, better utilize skills to increase productivity, enhance the tertiary education sector, and create a shared agenda on workforce futures. The strategy is based on extensive consultation with industry, education providers and other stakeholders to gain valuable insights.
110916 ps-ritc-skilling wa exec summary
The document introduces Skilling WA, a workforce development plan for Western Australia in response to increasing demand for skills and labor. It outlines 5 strategic goals to build, attract, and retain a skilled workforce to meet the state's economic needs: 1) increase workforce participation, 2) support workforce mobility, 3) develop skills, 4) attract skilled migrants, and 5) strengthen regional communities. Forecasts suggest significant jobs growth over the next decade, but an aging population and competition for labor may lead to shortages if not addressed by an integrated strategic approach as outlined in Skilling WA.
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This document outlines Training WA, a plan to transform Western Australia's training system from 2009 to 2018. The plan aims to increase skills development and training participation to benefit all Western Australians. Key strategies include developing a skilled workforce through high-level training, modernizing the apprenticeship system, improving individual participation in training, supporting regional communities, ensuring a diverse training market, and building training system capability. Immediate initiatives focus on increasing apprentice, trainee, Aboriginal, and foundation skills training enrollments. Medium and long-term reforms also aim to meet industry skills needs and boost workforce participation through a flexible training system.
110916 ps-ritc-wa skilled migration strategy
The document outlines Western Australia's skilled migration strategy. It notes that WA has experienced strong economic growth driven by resources projects, but this growth will create significant demand for skilled labor that may outstrip local supply. Migration will be necessary to supplement the workforce. The strategy aims to provide a flexible skilled migration program to meet industry needs through actions like improved workforce planning, providing information to employers and migrants, developing attraction and retention programs, streamlining application processes, and providing settlement services. The goal is to ensure WA has enough skilled workers to support continued economic growth.
110916 ps-ritc-mining the truth
The document provides an overview of key facts about Australia's mining boom and discusses how the mining industry portrays itself versus the reality. Some key points:
- Commodity prices have surged in recent years, driving growth in mining's contribution to GDP rather than increases in output.
- Mining exports are a major part of the Australian economy but mining employs surprisingly few people and accounts for only a small percentage of overall employment growth.
- The mining industry is predominantly foreign-owned and a large portion of mining profits accrue to foreign investors.
- While the mining industry focuses on employment, taxes paid, and exports, it does not openly discuss issues like subsidies, economic rents, impacts on other industries, or
098 eslake rba_productivity_august-2011
This document discusses Australia's declining productivity performance since the late 1990s compared to previous decades. It notes that between the 1990s and 2000s, labor productivity growth for the Australian economy slowed from 2.1% annually to 1.5% annually. Multi-factor productivity for Australia was unchanged in the 2000s compared to 1.6% growth in the 1990s. Productivity growth has declined the most in the most recent completed "productivity growth cycle" between 2003-2004 and 2007-2008, marking the worst performance since the 1970s. Australia was not alone in experiencing slower productivity growth after 2000 according to OECD data.
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"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
MECE (Mutually Exclusive, Collectively Exhaustive) Principle
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Unlock the full potential of the MECE (Mutually Exclusive, Collectively Exhaustive) Principle with this comprehensive PowerPoint deck. Designed to enhance your analytical skills and strategic decision-making, this presentation guides you through the fundamental concepts, advanced techniques, and practical applications of the MECE framework, ensuring you can apply it effectively in various business contexts.
The MECE Principle, developed by Barbara Minto, an ex-consultant at McKinsey, is a foundational tool for structured thinking. Minto is also renowned for the Minto Pyramid Principle, which emphasizes the importance of logical structuring in writing and presenting ideas. This presentation includes a clear explanation of the MECE principle and its significance. It offers a detailed exploration of MECE concepts and categories, highlighting how to create mutually exclusive and collectively exhaustive segments. You will learn to combine MECE with other powerful business frameworks like SWOT, Porter's Five Forces, and BCG Matrix. Discover sophisticated methods for applying MECE in complex scenarios and enhancing your problem-solving abilities. The deck also provides a step-by-step guide to performing thorough and structured MECE analyses, ensuring no aspect is overlooked. Insider tips are included to help you avoid common mistakes and optimize your MECE applications.
The presentation features illustrative examples from various industries to show MECE in action, providing practical insights and inspiration. It includes engaging group activities designed for the practice of the MECE principle, fostering collaborative learning and application. Key takeaways and success factors for mastering the MECE principle and applying it in your professional work are also covered.
The MECE Principle presentation is meticulously designed to provide you with all the tools and knowledge you need to master the MECE principle. Whether you're a business analyst, manager, or strategist, this presentation will empower you to deliver insightful and actionable analysis, drive better decision-making, and achieve outstanding results.
LEARNING OBJECTIVES:
1. Understand the MECE Principle
2. Improve Analytical Skills
3. Apply MECE Framework
4. Enhance Decision-Making
5. Optimize Resource Allocation
6. Facilitate Strategic Planning
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一比一原版(lbs毕业证书)英国伦敦商学院毕业证如何办理
原版一模一样【微信：741003700 】【(lbs毕业证书)英国伦敦商学院毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
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校名:学校英文全称
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毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
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L'indice de performance des ports à conteneurs de l'année 2023
Une évaluation comparable de la performance basée sur le temps d'escale des navires
L'objectif de l'ICPP est d'identifier les domaines d'amélioration qui peuvent en fin de compte bénéficier à toutes les parties concernées, des compagnies maritimes aux gouvernements nationaux en passant par les consommateurs. Il est conçu pour servir de point de référence aux principaux acteurs de l'économie mondiale, notamment les autorités et les opérateurs portuaires, les gouvernements nationaux, les organisations supranationales, les agences de développement, les divers intérêts maritimes et d'autres acteurs publics et privés du commerce, de la logistique et des services de la chaîne d'approvisionnement.
Le développement de l'ICPP repose sur le temps total passé par les porte-conteneurs dans les ports, de la manière expliquée dans les sections suivantes du rapport, et comme dans les itérations précédentes de l'ICPP. Cette quatrième itération utilise des données pour l'année civile complète 2023. Elle poursuit le changement introduit l'année dernière en n'incluant que les ports qui ont eu un minimum de 24 escales valides au cours de la période de 12 mois de l'étude. Le nombre de ports inclus dans l'ICPP 2023 est de 405.
Comme dans les éditions précédentes de l'ICPP, la production du classement fait appel à deux approches méthodologiques différentes : une approche administrative, ou technique, une méthodologie pragmatique reflétant les connaissances et le jugement des experts ; et une approche statistique, utilisant l'analyse factorielle (AF), ou plus précisément la factorisation matricielle. L'utilisation de ces deux approches vise à garantir que le classement des performances des ports à conteneurs reflète le plus fidèlement possible les performances réelles des ports, tout en étant statistiquement robuste.
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131025 ps-ritc rto template for stakeholder comment independent review of vet
- 1. 1 Independent Review of VET Template for Stakeholder Comment from Registered Training Organisations In response to the recently announced an independent review of VET, the RITC is keen to represent the views of its stakeholders, from both industry and training providers, in a submission to Professor Margaret Seares addressing the terms of reference. The Terms of Reference pick up on a number of key issues for RITC stakeholders, including: How training providers will operate in the new environment of the student entitlement model (which will hopefully lead to a more competitive VET market); Sustainability of training providers in regional areas; Opportunities for partnerships between State Training Providers, industry, universities and private training providers; and Ensuring streamlined information flows from industry and the VET sector to the Minister. Please provide direct feedback to Nigel Haywood at the Resources Industry Training Council or forward your response to the below questions by Friday 22 November. Any comments provided in this template will be treated in confidence. Contact Information Organisation _______________________________________________ Contact Name _______________________________________________ Phone _______________________________________________ Email _______________________________________________ 1. Please give an overview of your organisation: 2. Do you operate in regional Western Australia?
- 2. 2 3. What are your perceptions of the likely impact in terms of enrolments by course level of the new VET funding model for VET in Western Australia, Future Skills WA: 4. Please outline any partnerships between your RTO and Western Australia’s metropolitan State Training Providers, formerly TAFEs: 5. Please outline any partnerships (if any) between your RTO and regional State Training Providers: 6. Please outline the nature of your engagement or partnerships for VET delivery with industry in Western Australia: 7. What are your perceptions around the VET sector’s responsiveness to a demonstrated industry need, in terms of time taken to develop a response to the identified needs and provider capability? a. Can you identify any strategies to improve this responsiveness?
- 3. 3 8. Please outline the nature of your engagement (if any) with the Department of Training and Workforce Development: 9. Do you have any comments on the VET regulatory environment?