Non metallic mineral products workforce development plan oct 2010 (1)

1. Western Australian NON-METALLIC MINERAL PRODUCTS Manufacturing Industry: WORKFORCE DEVELOPMENT PLAN
October 2010
The Resources Industry Training Council is a State Government funded, APPEA (www.appea.com.au) and CME (www.cmewa.com) joint venture initiative to represent the training and workforce development needs of the Western Australian resources, (mining, gas and oil) and downstream process manufacturing industries.
Right Place
Right Attitude
Skilled Workforce
Right Skills

2. Note and Disclaimer:
This document is a workforce development plan for the Western Australian non-metallic mineral products manufacturing industry and was developed by the Resources Industry Training Council, (RITC).
This report is supplied in good faith and reflects the knowledge, expertise and experience of the developer. The information provided is derived from sources believed to be reliable and accurate at the time of publication.
The use of the information in the workforce development plan is at your own risk. The RITC does not warrant the accuracy of any forecast or prediction in the report. The workforce development plan is provided solely on the basis that users will be responsible for making their own assessment of the information provided therein and users are advised to verify all representations, statements and information that they may wish to utilise as input to decisions that concern the conduct of business, involving monetary or operational consequences. Each user waives and releases the RITC and the State of Western Australia and its servants to the full extent permitted by law from all and any claims relating to the use of the material in this workforce development plan. In no event shall the RITC or the State of Western Australia be liable for any incidental or consequential damages arising from any use or reliance on any material in this workforce development plan.
The Resources Industry Training Council
7th Floor, 12 St Georges Terrace,
Locked Bag N984, Perth, WA, 6844
Phone: +61 8 9325 2955
Facsimile: +61 8 9221 3701
For information regarding this report contact:
Resources Industry Training Council
Telephone: +61 8 9325 2955
Email: ritc@cmewa.com

3. FOREWORD
The Department of Training and Workforce Development commissioned the Resources Industry Training Council, (RITC) to undertake research and prepare an industry workforce development plan for the Western Australian non-metallic mineral products manufacturing industry. In early 2010 an environmental scan was undertaken and informed the development of this workforce development plan.
The purpose of the workforce development plan was to undertake research and industry analysis of current and future employment demand in order to identify barriers to employment and training. This workforce development plan builds on the environmental scan and identifies strategies to ensure that the demand for skills and labour can be met.

4. 1
Contents
OVERVIEW ........................................................................................................................ 1
Supply And Demand Training .............................................................................................. 3
Labour And Skills ............................................................................................................. 5
PRIORITY ACTIONS .............................................................................................................. 6
Labour Market And Supply .................................................................................................. 6
Workforce Participation .................................................................................................... 7
Attraction And Retention ................................................................................................... 8
Training And Productivity .................................................................................................. 9
THE WAY FORWARD ........................................................................................................... 10
INDUSTRY AREA COVERAGE .................................................................................................. 10
DATE SOURCES ................................................................................................................. 10

5. 1
OVERVIEW
The Manufactured (Non-metallic) Mineral Products industry includes a number of sectors which use minerals sourced from the extractive industries, such as quarrying, to produce a range of products. The industry produces cement, ceramics, clay, concrete, glass, plaster, refractory ceramics, asphalt and related products which are used by other industries, such as building and construction, food and beverage, heavy industry, automotive and landscaping. Parts of the industry do directly service the consumer market, including the production of: Asphalt for road building; Bricks and paving blocks; Concrete blocks for building, concrete pipes and garden products; Glass bottles, stained glass, glass lenses and glass used for buildings and cars; Plaster and ornate plaster pieces; Talcum, lime and chalk powder; and Terracotta roof tiles, floor and wall tiles, pottery.
There are some 4,200 businesses throughout Australia operating in the manufactured mineral products industry, employing approximately 36,000 persons. The annual growth rate of industry output from 2001-2007 was 6% per annum.
Major Western Australian employers include: Midland Brick, Austral Bricks, BGC Australia, Hanson Australia, Cemex, Rocla, Holcim, Boral Concrete, Boral Resources, Cockburn Cement, Bradys, WALCO, Lime Industries, Boral Asphalt, CSR Humes, CSR (Gyprock), Delta Corporation and Georgiou Group.
Figure 1 shows that in Western Australia during the period 1995-2009, employment numbers remained stable in Non-Metallic Mineral Product Manufacturing. Due to the physical nature of the industry, males dominate the workforce with females being underrepresented in all sectors. If this industry was to experience labour shortage in the future, attracting more females would be an option.
Figure 1 - Male/Female Employment 1995-2009
Source: ABS Labour Force data, cat. no. 6291.0.55.003
Figure 2 shows that in Western Australia in the period 1995-2009, employment in Non-Metallic Mineral Product Manufacturing was dominated by the use of full-time employees, with some periods where a higher number of part- time employees were utilised.
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1995-2009
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6. 2
Figure 2 - Full-time / Part-time Employees, 1995-2009
Source: ABS Labour Force data, cat. no. 6291.0.55.003
Manufactured Mineral Products Training Package (PMC)
The Manufactured Mineral Products Training Package, (PMC) addresses the training needs of the cement, ceramics, clay, concrete, glass, premix concrete, asphalt, plasterboard, fibre cement, refractories and related products sectors of the process manufacturing industry. The PMC has been designed to meet a variety of industry requirements and will promote flexible, comprehensive and integrated training, providing new entrants and existing workers with skills and knowledge that are transferable across sectors of the industry.
PMC10, the Manufactured Mineral Products Training Package, consists of six qualifications:
1. PMC20110 Cert II in Manufactured Mineral Products;
2. PMC30110 Cert III in Manufactured Mineral Products;
3. PMC40110 Cert IV in Manufactured Mineral Products;
4. PMC50110 Dip of Manufactured Mineral Products;
5. PMC60110 Adv Dip of Manufactured Mineral Products; and
6. PMC70110 Grad Cert in Refractories Engineering.
Workforce Issues, Characteristics, Activities A large number of employees in manufactured mineral products manufacturing have no qualification and would benefit greatly from Certificate II and III industry qualification training. To assist with improving the competitiveness of the industry, employers should incorporate units from the Competitive Manufacturing Training Package at AQF levels 3 and 4. There are traineeship programs at Certificate II and III levels for new entrants at the operator level. Cost effective production is extremely important in this sector, as export replacement is decreasing the demand for locally produced goods. Demand remains high for building resources supporting the local construction activity. There is significant shift work in this sector, which complicates training delivery.
Concrete Sector A significant proportion of concrete, cement and clay sector employees are from non-English speaking backgrounds. The sector is reliant on the health of the building industry economy. Health and safety requirements, particularly for sub-contractors, are an issue. There are reported shortages for concrete manufacturing employees. The larger employers in the concrete industry tend to deliver their own training in-house. However, there is strong support for the Training Package being the accepted standard for such training. Apart from a few large companies, the overall majority of businesses in the concrete industry are small and physically scattered around WA. This poses problems with development of structured training for relatively small numbers in each regional location.
Refractory Sector
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Full-time/Part-time Employees
in Non-Metallic Mineral Product Manufacturing
1995-2009
Employed Full Time ('000)
Employed Part Time ('000)

7. 3
Refractory workers tend to be highly skilled but work is casual in nature and therefore the teams of skilled refractory builders and maintainers move around Australia from project to project. Large installers in the refractory industry are keen to have competency-based training programs. However, there is currently no public provider to deliver the training. It is hoped that a public provider may enter the market in the near future. The preferred mode of delivery for this industry group is workplace-based training and assessment and workplace mentoring. This is particularly important as the majority of training is delivered in-house and the widespread locations of the participating enterprises and worksites.
Clay and Ceramics Sector Brick and tile manufacturing is dependent on the building industry. Future plant mechanisation and expansion may lead to existing workers who require re-training.
Cement Sector Industry has requested RPL for experienced, unqualified workers.
SUPPLY AND DEMAND OF TRAINING
Due to the nature of the industry and the equipment and infrastructure required, much of the training that currently occurs in Western Australia for this industry is on-the-job training, which is delivered under the auspices of a Registered Training Provider, (RTO). The majority of in-house training is provided to the operator level employees, as there has been inadequate pre-employment training available that will equip recruits to be work ready. There is a preference for on-the-job training, with training and assessment directly linked to the equipment being utilised by the individual and to the company’s standards. An issue with workplace training is the lack of equipment availability for the purpose of training, as production needs equipment to be fully utilised for production purposes, hence it cannot be used for training purposes. Trainers from RTOs tend to have little or no recent industry exposure, which affects the quality of training being provided.
The industry links quality training and assessment to improved safety behaviour and increased production and does not see a need to train for the sake of providing employees with qualifications. However, some employers have reported that providing employees with the opportunity to complete qualifications is used as a retention strategy.
The Institute of Refractories Engineers is currently developing course modules, which can be used by member industries for training and evaluation of workforce. Each individual refractory installation company follows its own training system and imparts knowledge of the industry mainly through work experience. Updated PMC qualifications now include a Vocational Graduate Certificate in Refractories Engineering, which has been developed to address industry needs in refractories engineering.
Typically, the refractory installation industry recruits both young and adult apprentices and provides on the job training for three to four years. Apprentices attend theoretical course work in conventional bricklaying at a local TAFE and are awarded a certificate on successful completion of the apprentice program. The Institute of Refractories Engineers also provides an industry general induction and other refractory user’s industry induction program to the workforce. A supervisors’ induction and leadership program is provided to refractory bricklayers and experienced refractory workers who choose to take a supervisory role in the industry. Some refractory workers also undertake a refractory technician certificate course offered by overseas training providers.
Cement Concrete & Aggregates Australia, (CCAA) notes that the sector and in particular smaller businesses involved in concrete placing, (concrete placers/grano workers) experience difficulty in finding qualified employees and that there is poor or little training available. Poor quality construction results from the incorrect handling and placement of concrete. This, in turn, results in the concrete product itself being questioned, whereas the problems are often caused by bad placement methods. There is a call for industry to require formal training and/or qualifications for quality to be improved. Industry appropriate apprenticeships, such as Certificate III, should be considered as a requirement for concrete placers.
Typically, CCAA provides some in-house training, as well as external leadership programs and industry-based programs from time to time, such as: Leadership Development Programs; Management and Executive Development Programs; Sales, Personal and Professional Development Programs; and Project Management.
Specialised Industry Technical Training Courses are also offered by CCAA, including: Concrete Basics; Concrete Practice; and

8. 4
Concrete Technology Course.
The Australian Brick and Blocklaying Training Foundation, (ABBTF) notes that existing training is fair; however training resources are relatively poor, particularly in TAFEs. According to ABBTF, building and construction trades have less funding available to them than other TAFE studies, (funding for facilities and resources) and training systems need to be more in tune with characteristics of the Y-Generation.
Typically, ABBTF promotes and financially supports: RPL for existing bricklayers; Pre-apprenticeships; Apprenticeships; Try a Trade; and Regional travel support.
Industry Expectations of VET
There is a demand for Vocational Education and Training, (VET) to provide a more consultative and collaborative training service, by conducting training needs analysis and providing a customised, on-the-job, flexible training program. Many employers call for improved access to funding support and a reduction in red tape. Working more closely with employers to identify and cater to their specific training needs will lead to a VET system that is more responsive, industry-led and demand-driven.
There are concerns regarding the ability of training providers to provide institutionalised training on industry current equipment and technology. It is critical to the industry that employees are trained using equipment that is up to date with industry practice. The concerns in this area are further compounded when the trainers have no recent exposure to the industry or modern industry technology, equipment and practice.
There are opportunities for training providers to develop competencies in workforce planning. They could then offer a holistic service, including skills analysis, identification of skills gaps and production of well-informed workforce plans that identify career pathways, succession planning strategies, training plans for existing workers and recommended retention strategies.
Training Environment and Issues
WorkSafe legislation requires all industries to have competent workers who perform the tasks they are allocated. Until now, that level of competency has been assumed rather than measured and the Training Package is now being viewed as the benchmark for performance and competency.
Much of the industry is very labour intensive, due to the processes used to manufacture many of the products and the fact that a lot of the included tasks haven’t yet been automated. In the case of clay brick manufacturing, there is an opposite trend, with much of the process now being fully automated. There is an increase in skills assessment and skills recognition for existing industry workers but with the focus on skill sets, rather than on the broad acquisition of qualifications. Opportunities exist for VET in schools programs to articulate toward Certificate I and II programs in concrete products, cement, clay and ceramics manufacturing.
There is an increasing demand for English language and literacy skill development, which requires greater support for Workplace English Language and Literacy, (WELL) Programs for migrant workers and operators who need to increase skills to meet multi-skilling requirements.
Traditionally, the majority of training has been delivered by the shadowing of “experienced” workers by “less experienced” workers. The quality of the skills transferred varies widely. In some sectors, particularly concrete, there is a lack of definition of where the Training Council responsibility for coverage lies between Process Manufacturing and Building and Construction. The existence of some extremely thin training markets within the majority of the sectors covered by the Manufactured Mineral Products Training Package make any direct institutional training delivery unviable.
Future training responses will mainly involve employers providing training under the auspices of a Registered Training Organisation and other flexible, innovative modes of mentoring-led, work-based delivery and assessment.

9. 5
LABOUR AND SKILLS
Occupations are generally spread across a variety of industries and may not normally be associated with particular industries. Employment data is released by the ABS quarterly, (February, May, August and November). In 2008, the trades employed the highest number of persons and in particular welding, structural steel (54,600) and fitters and machinists (43,400).
Occupations utilised by the manufacturing industries include product assemblers, packers, production managers, engineering production workers, process and resources engineers, structural engineers, sales assistants, chemists and chemical engineers, design engineers, materials engineers, plant operators, samplers and testers, laboratory assistants and technical officers.
Figure 3 indicates which occupations employed the highest number of personnel in the Australian manufacturing sector, in the year 2008.
Figure 3 - Top Employing Occupations ('000)
Source: Employment Outlook for Manufacturing, SkillsInfo, DEEWR
Current and Emerging Skill / Labour Gaps Apprentices in traditional metals and mechanical trades; Chemical Engineers; Chemists; Conveyor Belt Repairer; Electrical Instrumentation Technicians; Electricians; Mechanical Trades; Metals Trades; Plant Mechanics; Process Operators; and Production Process Engineers.
The Institute of Refractories Engineers, which represents the Refractory Installation industry, notes that the refractory installation industry has an acute shortage of trained and experienced refractory bricklayers in WA. Insufficient apprentices have joined the industry in the last 15 to 20 years. The industry brings from interstate, refractory bricklayers, nozzle operator and trade assistants for major outage or greenfield construction work. There is also a shortage of trained supervisors in this sector. All refractory installers draw their workforce, depending on their work load, from the available pool of experienced refractory workers across the country.
In terms of the difficulties in attracting people to its industry (and retaining them), the Institute of Refractories Engineers notes that work in the refractory installation industry is of a hazardous nature, as the work is mainly performed at heavy industry sites and involves hazards like dust, heat, confined space and working at heights. Refractory installation has a cyclic nature of work and mainly revolves around shutdown and outage type of work in resources, cement and steel industries. Hence it is very difficult to attract and retain apprentices into the industry.
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Top Employing Occupations (‘000)
Structural Steel and Welding Trades Workers
Metal Fitters and Machinists
Product Assemblers
Packers
Production Managers

10. 6
Cement Concrete & Aggregates Australia, (CCAA) which represents the Quarrying and Pre-mixed Concrete industries, notes that generally, it is difficult to source quarry managers and supervisors. Companies experience a revolving door effect, particularly in quarry operations, where employees seeking work in the mining industry use the company as a stepping stone to gain valuable experience. CCAA notes shortages in truck drivers, fleet allocators, quarry workers, OHS personnel, weighbridge operators, sales assistants, sales/account managers, site supervisors and field testers (concrete).
With regards to the difficulties in attracting and retaining people to its industry, CCAA notes that it is difficult to compete with the mining industry, which seems able to pay more and entice staff to move. They experience difficulty in attracting and retaining employees due to higher wages/salaries, allowances and other benefits on offer from the mining and petroleum sectors. It is hard to attract employees from the eastern states, even though employment can offer family-friendly conditions and work-life balance.
PRIORITY ACTIONS
LABOUR MARKET AND SUPPLY
The Australian Brick and Blocklaying Training Foundation, (ABBTF) which represents the Building and Construction industry, notes that projected shortfalls in bricklayers will be acute, given: Poor commencements; Poor in-training numbers; Poor apprenticeship completions; 50% of bricklayers are currently aged between 45 and 75; and WA’s population growth rate of 3% (66,000 per annum) and long term housing pressure.
Regarding the difficulties in attracting, (and retaining) people to its industry, ABBTF notes that the barriers include: Poor image of the trade; Apprenticeship pay being relatively low; Many other career choices; and Low level of commitment by Y-Generation, to the apprenticeship term.
ABBTF was created to address the critical shortage of skilled bricklayers. In doing so, ABBTF has implemented an apprenticeship scheme in WA, which is jointly funded by an industry contribution of $2 per thousand clay bricks and a matching contribution from the clay brick manufacturers of WA, (Austral Bricks, Geraldton Bricks and Midland Brick). The scheme has been approved by the Australian Competition and Consumer Commission.
A number of strategies are already implemented by the industry, with the aim of increasing the number of trade qualified bricklayers, including1: Sponsor industry trade awards, (MBA/HIA/Employers/Registered Training Providers) and skill development programs, such as World Skills. Provide bricklaying “Try a Trade” at various Career and Community events. Provide Step Out programs to secondary school students. This “free of charge program” provides students with hands on experience in bricklaying, to enable young people to make an informed choice to commence an apprenticeship. Support for pre-apprenticeships, (pre-vocational) by providing a $250 tool voucher for students successfully completing the program. Subsidise employers with a payment of $6,000, (over 3 years) for employing a new bricklaying apprentice more than 21 years of age, (paid after the 1st year of service). Support up skilling, in the form of Trade Skills Recognition. Make $400 available for bricklayers obtaining trade qualifications via recognition of prior learning assessment. Support for apprentices required to travel further than 100 km to attend training. Provide up to $2,000 per annum or $50 per training day (ARTS-Apprentice Regional Travel Support). . Support for skilled bricklayers migrating to Australia under General Skilled Migration Visas. Provide up to $2,000 for successful applicants.
1http://www.becomeabricklayer.com.au

11. 7
Issue
Strategy
Measure Of Success
Low Industry Profile
High school students are unaware of the industry and the employment opportunities it provides.
1. To encourage people into the industry, there is a place for career brochures that promote the sectors and their career opportunities. These brochures should be aimed at VET in Schools, career advisers and the job service networks. The State Government could consider funding the printing and distribution of these brochures.
1. Brochures are developed and made available to the relevant stakeholders. Responsible parties: RITC, industry associations, DTWD and the WA Career Centre.
Lack of Awareness Regarding Traineeships
Employers in the industry are often not aware of the available traineeships/apprenticeships.
1. Promote traineeships in the industry to employers and schools.
1. Employers and students are aware of traineeships available in the industry.
Responsible parties: RITC and DTWD
Level of Science, Numeracy and Literacy
Student awareness of the industry and numeracy, literacy and science skills need to be raised.
1. Opportunities exist for VET in Schools programs to articulate toward Certificate II and III in Manufactured Mineral Products.
1. A VET in Schools program is developed with input from local employers. Responsible parties: Curriculum Council.
WORKFORCE PARTICIPATION
Issue
Strategy
Measure Of Success
Attracting Under Represented Groups into the Sector
The industry has low levels of representation by females and indigenous and new Australians groups in the industry.
1. The DTWD to negotiate with training providers the possibility of offering ongoing, targeted, pre-employment programs for: Females; Indigenous; and New Australians – including building on their English skills.
1. Training providers are aware of the need for targeted entry level training. Responsible parties: RITC.

12. 8
ATTRACTION AND RETENTION
Issue
Strategy
Measure Of Success
Nature of Employment
Refractory workers usually engage in project work, which although highly paid, is spasmodic in nature. Once a project has been awarded to a company, it assembles a team of refractory workers from the pool of experienced workers from around Australia. Once the project is completed, the team is disbanded and individuals find other work until the next project is commenced.
1. The industry association could establish and maintain a database of skilled refractory workers, who can be called upon when a project is commenced.
2. The idea of a part-time traineeship/apprenticeship should be investigated, so that new entrants could receive the relevant training over a number of projects, on a casual employment basis.
1. Industry attracts sufficient workers who are looking for periodic work, to supplement season incomes. Responsible parties: RITC, Employers, Industry associations.
Attracting People into the Industry
Given the casualised nature of the work, many people are not attracted as they cannot see the benefits to their lifestyle that high paying but casualised employment can offer.
1. Employers could target more indigenous individuals as they may find the casualised nature of the work attractive in that they will be required to work for short intensive periods and then they can return to their communities to maintain contact with their country and traditions.
2. Employers could target more farmers and farm workers as they may find that working in this industry provides a supplementary income which may be needed to support staying in the agricultural industry. They could accept work during the quiet times of the agricultural industry and decline refractory projects that fall within periods of peak farming activity.
3. Employees in the fishing/crayfishing industry may find the same benefits as cited above for farmers.
1. Industry attracts sufficient workers who are looking for periodic work to supplement season incomes. Responsible parties: Employers, Industry associations.

13. 9
TRAINING AND PRODUCTIVITY
Issue
Strategy
Measure Of Success
Need for a Customised Refractory Apprenticeship
Refractory workers need basic bricklaying skills but do not need a full bricklaying qualification/trade. There are other techniques, such as shot-crating and the gunning of ceramic slurry that are not covered in the bricklaying qualification.
The issue will then be that for an apprentice to complete their apprenticeship, they need full time work for a period of 3 years. Given the casualised nature of the industry, strategies will need to be identified to allow this to happen.
1. Establish a customised apprenticeship for refractory workers.
2. Apprenticeships will need to allow for periods of suspension and recommencement, as an apprentice moves from employer to employer. During the suspension periods, the apprentice could attend full time training in bricklaying at TAFE to cover the off- the-job component of the apprenticeship.
1. There is a pathway for new entrants into the industry to achieve a Trade in refractory installation and maintenance which allows for the casualised nature of the work. Responsible parties: Industry association, RITC, Department of Training and Workforce Development.
Promoting Nationally Recognised Training
Much of the industry is still unaware of the Training Package. Traditionally the after a basic bricklaying qualification the majority of training is undertaken by shadowing of experienced workers.
1. Promote the Training Package and publicly funded training that is available.
1. Nationally recognised training has been promoted, through industry visits and newsletters. Responsible parties: RITC.
Dual Training Council Coverage
Given that refractory installers and maintainers typically require a bricklaying qualification, there is a lack of definition as to where Training Council responsibility for coverage lies, between the RITC and Building and Construction Training Council.
1. Work with the Building and Construction Training Council to resolve issues that relate to the bricklaying trade.
1. Training Council cooperate where industry sectors overlap. Responsible parties: RITC.
Thin Training Market
The existence of some extremely thin training markets within the various sectors covered by the Manufactured Mineral Products Training Package make any direct institutional training delivery unviable.
Apart from a few large companies, the overall majority of businesses in the concrete industry are small and physically scattered around the state. This poses problems with development of structured training for relatively small numbers in each regional location.
1. The WA training providers could make the most of this gap in the market and work with employers to develop training materials that could support on- the-job training and assessment.
2. Given the thin nature of the industry, auspicing arrangements whereby the employer provides the on-the-job training and supervisors conduct assessment on behalf of the RTO, is the most suitable form of delivery. The RTO quality assures the assessment process through audit.
1. At least one training provider is supporting the sector within WA. Responsible parties: Employers, RTOs.
Skills Set rather than Qualifications
There is an increase in skills assessment and skills recognition for existing industry workers but with the focus on skills sets rather than on the broad acquisition of qualifications.
1. Public funding should be made available for the delivery of skills set training and assessment rather than just funding for full qualifications.
1. Public funding is available for the delivery of skills set training and assessment. Responsible parties: Department of Training and Workforce Development, State and Commonwealth Governments.

14. 10
THE WAY FORWARD
This industry workforce development plan should be considered along with the information and recommendations in other industry development plans, the regional development plans and the State Workforce Development Plan.
Given the limited level of influence that training councils possess, this workforce development plan is provided to the Department of Training and Workforce Development and interested persons, for consideration. The information and strategies provided that require government action and funding which are considered worthy of actioning will need to be driven by the Department of Training and Workforce Development using its influence in the Western Australian public sector. Industry associations may like to consider their role in implementing the industry level strategies. Employers may also find value in considering the strategies and evaluating them for possible effectiveness within their organisation. Training providers could consider whether the training strategies suggested are viable for them and their clients and consider trialling the recommended strategies to identify the appropriateness and cost effectiveness of the recommendations.
INDUSTRY AREA COVERAGE
GROUP CLASS DESCRIPTION
261 Glass and Glass Product Manufacturing
2610 Glass & Glass Product Manufacturing
262 Ceramic Manufacturing
2621 Clay Brick Manufacturing
2622 Ceramic Product Manufacturing
2623 Ceramic Tile & Pipe Manufacturing
2629 Ceramic Product Manufacturing n.e.c.
263 Cement, Lime, Plaster and Concrete Product Manufacturing
2631 Cement & Lime Manufacturing
2632 Plaster Product Manufacturing
2633 Concrete Slurry Manufacturing
2634 Concrete Pipe and Box Culvert Manufacturing
2635 Concrete Product Manufacturing n.e.c.
* ANZSIC Group - Australian New Zealand Standard Industrial Classification Group
** n.e.c. - not elsewhere classified
DATE SOURCES
1. Australian Bureau of Statistics Australian and New Zealand Standard Industrial Classification 1993
2. Australian Bureau of Statistics Australian Standard Classification of Education 2001
3. Australian Bureau of Statistics Counts of Australian Businesses 2007
4. Australian Bureau of Statistics Education and Work May 2009
5. Australian Bureau of Statistics Labour Force May 2009
6. Australian Bureau of Statistics Manufacturing Industry, Australia 2006 - 07
7. http://www.skillsinfo.gov.au/skills/IndustryProfiles/EmploymentbyAge
8. Manufacturing Skills Australia – Industry statistics as at January 2010
9. National Centre for Vocational Education Research 2009 National Apprentice and trainee collection
10. National Centre for Vocational Education Research 2009 National VET provider collection
11. National Training Information Service www.ntis.com.au
12. NCVER National VET provider collection May 2009
13. Pharmaceuticals Education Council Report on skills gaps in pharmaceutical and biopharmaceutical industries December 2007 Phase Two report prepared by Mercury Advisory
14. Source: ABS Counts of Australian Businesses 2007

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15. Source: http://www.skillsinfo.gov.au/skills Industry Profiles/Future Growth by Industry
16. Source: http://www.skillsinfo.gov.au/skills Industry Profiles/Employment by Age
17. http://www.fertilizer-index.com/
18. IBISWorld Industry Report, 02 December 2009, Industrial Gas Manufacturing in Australia: C2532
19. IBISWorld Industry Report, 25 February 2010, Pharmaceutical Product Manufacturing in Australia: C2543
20. IBISWorld Industry Report, 22 October 2009, Tyre Manufacturing in Australia: C2551
21. Australian Management Academy, Manufactured Mineral Products http://www.ama.edu.au/index.php?option=com_content&view=article&catid=21:australian- qualifications&id=50:pmc30104
22. IBISWorld Industry Report, 14 January 2010, Plastic Blow Moulded Product Manufacturing in Australia: C2561
23. IBISWorld Industry Report, 20 January 2010, Ethylene, Propylene and Other Organic Industrial Chemical Manufacturing in Australia: C2534
24. IBISWorld Industry Report, 27 January 2010, Titanium Dioxide and Other Inorganic Chemical Manufacturing in Australia: C2535