2010 mid west education, training & workforce development forum - a snapshot of local best...

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UNIFIED APPROACH REGIONAL BEST PRACTICE WHO CAN YOU WORK WITH? COLLABORATION DEVELOP PARTNERSHIPS

2010 Mid West Education TRAINING & WORKFORCE DEVELOPMENT FORUM

A SNAPSHOT OF LOCAL BEST PRACTICE

MIDWEST GASCOYNE REGIONAL WORKFORCE DEVELOPMENT PLAN

- A SNAPSHOTWestern Australian Economy

2010 MID WEST EDUCATION, TRAINING & WORKFORCE DEVELOPMENT FORUM - A SNAPSHOT OF LOCAL BEST PRACTICE2

ContentsForeword ....................................................................................3

Mid West Gascoyne Regional Workforce Development Plan - a snapshot ..................................4

Aboriginal Workforce Development Centre - an update ...............................................................................6

Mid West Aboriginal Economic Development Partnership ............................................................................... 7

Maximising the Skills of the Current Workforce - at a glance .............................................................................8

Pathways to Employment – at a glance ....................11

Apprenticeships & Traineeships - at a glance ............................................................................13

Up skilling & higher level training for the regional workforce – at a glance .................................................... 16

Links to resources .............................................................20

32010 MID WEST EDUCATION, TRAINING & WORKFORCE DEVELOPMENT FORUM - A SNAPSHOT OF LOCAL BEST PRACTICE

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10Foreword

We are very pleased to present this publication of case studies in best practice workforce planning and strategy from the

Mid West region.

The 2010 Mid West Education, Training & Workforce Development Forum has been a project collaboration between

representatives from Department of Education, Department of Training and Workforce Development, Durack Institute of

Technology, Education Centre, Geraldton Iron Ore Alliance, Geraldton Regional Community, Geraldton Universities Centre, Hon.

Ian Blayney MLA, Mid West Chamber of Commerce and the Midwest Development Commission.

The forum was opened by the Hon. Peter Collier, Minister for Energy, Workforce Development and Indigenous Affairs.

The purpose of the forum is to draw together a range of education, training, employment service providers and industry

representatives to provide information about the many programs and projects happening in the region relating to workforce

development. It is collaboration opportunities such as the 2010 Mid West Education, Training and Workforce Development Forum

which provide an avenue for discussion, debate and the development of partnerships focusing on a coordinated approach to

education, training, industry partnerships and employment in the Mid West into the future.

We trust that the selected presentations will stimulate thought, discussion and planning on the best ways we, State Government

agencies, industry and community can work together, to best prepare for the exciting challenges of the forecasted sustainable

economic growth and employment demands for our region.

Bert BeeversManaging Director of Durack Institute of Technology

Chairperson of the Mid West Education, Training & Workforce Development Steering Committee

December 2010

4 2010 MID WEST EDUCATION, TRAINING & WORKFORCE DEVELOPMENT FORUM - A SNAPSHOT OF LOCAL BEST PRACTICE

MID WEST GASCOYNE REGIONAL WORKFORCE DEVELOPMENT PLAN

- A SNAPSHOT

Chart 3Economic Growth, WA & Australia% Change in GSP, GDP

-2%

0%

2%

4%

6%

8%

10%

1997/98 2001/02 2005/06 2009/10

Source: ABS Cat. 5220.0, 5206.0, CCI WA

Western AustraliaAustralia Forecast

900,000

1,000,000

1,100,000

1,200,000

1,300,000

1,400,000

1,500,000

1,600,000

1,700,000

2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020

Persons Employed

Historic (ABS)

Technology and Industry Advisory Council (TIAC)

State Training Board

Chamber of Commerce and Industry Western Australia (CCIWA)

Access Economics

Monash

Department of Treasury and Finance (DTF)

Historic

TIACTIACDTF

State Training Board

Monash

TIAC

MonashAccess

CCIWA

Western Australian labour forecast • Mining industry employment is forecast to grow by 26.5% to 2017 (18,400 jobs)• Construction industry employment is forecast to grow by 18% to 2017 (21,600 jobs)• Occupation growth (to 2017): • Professionals - 23.3%. • Trades and technicians - 19.4%. • Machinery operators and drivers - 23.3%.

Source: Monash September 2009

Skilling WA - a workforce development plan for Western Australia

A response by the State of Western Australia to the increasing demand for skills and labour by the State’s industries, which recognises the impact the major resources and infrastructure projects have on the wider State labour market and is aimed at building, attracting and retaining a skilled workforce to meet the economic needs of the State.

Workforce development – key issues • Size of the workforce: - participation - migration - attraction and retention - skills development and utilisation • Planning and coordination

Western Australian Economy• $118.8 billion worth of economic infrastructure projects under construction or committed. (Access Economics)• $102.7 billion worth of economic infrastructure projects under consideration. (Access Economics)• WA has over 79% of all advanced minerals and energy projects in Australia. (ABARE)


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10MID WEST GASCOYNE REGIONAL WORKFORCE DEVELOPMENT PLAN - A SNAPSHOTCont'd

Mid West Gascoyne Workforce Development PlanMid West/Gascoyne Workforce Development (MGWD) Steering Committee comprises representatives from:

• Department of Training and Workforce Development.• Durack Institute of Technology.• Gascoyne Development Commission.• Mid West Development Commission.• Shire of Carnarvon.• Shire of Morawa.• the mining industry.• the small business sector.

The objectives are to address the workforce requirements within the region by:• maximising career development advice, employment & training opportunities;• building capacity; and• supporting sustainable business growth and productivity.

Key imperatives to attract and retain a skilled workforce: • Attracting workers with the right skills to the Mid West/Gascoyne region and retaining them by offering access to rewarding employment and a diverse vibrant community and environment to live in.• Increasing housing stock availability outside of Geraldton. • Increasing employment opportunities and career options.• Implementing strategies that result in local companies competing for work from local mining operations.

Key imperatives to growing the workforce include: • Increasing the level of Aboriginal peoples’ participation in the workforce.• Increasing the levels of other under-represented groups in the workforce.• Attracting families to the region, as a desirable place to live and work. • Identifying and promoting strategies to address the challenges faced by the ageing workforce and high staff turnover (e.g. through the development of family friendly and ffl exible working arrangements).

Skills development and utilisation• Provide a ffl exible, responsive and innovative education and training sector which provides the skills required of people to realise their potential and contribute to regional prosperity in the Mid West/Gascoyne. • Raising the numeracy and literacy standards in the region. • Increasing the participation in education and training of all people in the region.• Providing supports for newly graduated teachers working in the regions remote schools, including networking and mentoring. • Increasing the opportunities for people to continue their education and professional development outside of the Geraldton area. • Strategies to enable the region to compete for labour and skills in a global economy.

Greater dynamic engagement between Government, the Community sector and industry is critical in delivering real workforce development outcomes.

For more information contact Gordon Duffy

at the Department of Training & Workforce Development on 08 9238 2437


ABORIGINAL WORKFORCE DEVELOPMENT CENTRE – AN UPDATE

Training Together, Working TogetherIn March 2010 the Aboriginal Workforce Development Centre (AWDC) was announced as the Government’s first response to the recommendations of the Training Together, Working Together (TTWT) committee. In June 2010 the Aboriginal Workforce Development Strategy was launched at the TTWT Summit.

The Aboriginal Workforce Development Centre plays a vital role in ensuring that Aboriginal people are able to access opportunities to participate in the workforce and contribute to Western Australia’s overall skills and labour supply needs.

What has the AWDC achieved?• Has met with / come into contact with over 1,100 individuals and connected them to opportunities.• Facilitated employment outcomes for Aboriginal people.• Assisted stakeholders with their Aboriginal workforce development plans/strategies.• Partnerships with Rio Tinto, Woodside, AEC.• Website http://www.trainingwa.wa.gov.au/awdc/detcms/portal/ • Role models / mentors.

What about the Mid West?• Approximately 5,782 Aboriginal people, representing 10.1% of population.• Unemployment rate of over 17%.• Participation rate 46.8%.• With the current opportunities available in the region, the Aboriginal unemployment rate has the potential to decease and the participation rate can be increased.• The AWDC and the Department of Training and Workforce Development are working towards these outcomes.

Our Regional Presence• DTWD has appointed a consultant to work with government, community and industry in the development and establishment of the Regional Aboriginal Workforce Development Centres.• Care is being taken to avoid duplication of services.• Regional variations have emerged, this is consistent with TTWT: one size does not fit all approach.• Adding value to existing local initiatives.• Regional centres need to be facilitators, joining the dots and not duplicating the work of existing service providers.

For more information contact Gina Hill at the Aboriginal Workforce Development Centre on 08 9224 6592


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10MID WEST ABORIGINAL ECONOMIC DEVELOPMENT PARTNERSHIP

Mid West Aboriginal Economic Development and Industry Partnership (MAEDIP) is an Aboriginal Community based initiative inspired by a ‘Working in Partnership’ conference held in Geraldton during November 2007. The conference brought together representatives from the Aboriginal Community, Mining Industry and Government to discuss ways of working together within an emerging Mining Industry within the Mid West. Since this inaugural event the partnership has been meeting regularly and a second conference was held in March 2009.

Capturing the opportunities• The emerging mining boom in the Mid West region has the potential to result in over 4000 new jobs in the region..• The Aboriginal Community can see the potential for employment and business opportunities for all Aboriginal people in the region and seeks to work with industry and Government to assist the Community in being able to participate in this opportunity.• It is also recognised that not all Aboriginal people would take up jobs in the Mining Industry but the f low on effect would provide opportunities in other Industry sectors as well.

Strategic priorities• Education and training.• Sustainable Aboriginal employment.• Aboriginal business development.• Active engagement and partnerships.• Continuous improvement and innovation.

MAEDIP has completed 3 major projects and research within the region. The reports and recommendations from these projects are paying dividends and continue to assist MAEDIP in making informed decisions about the future role and direction of MAEDIP.

1. Mapping & Gapping

In July 2010 this consultancy reported on the government funded services that are in our region and reported on the gaps and duplications. This report can be viewed at www.dia.wa.gov.au

2. Gateway Model

The consultancy investigated the possibility of an Indigenous Employment Gateway, what it may look like and the development of a Business Plan. The report supports the development of a Gateway Model based on best practice organisations from the Pilbara and Kimberley and will assist MAEDIP to capitalise on the current services. The report can be viewed at www.mwdc.wa.gov.au Partners involved in this project were Geraldton Iron Ore Alliance, Mid West Development Commission, GRAMS and Bundiyarra.

3. Skills Audit

This study provides data and information necessary to develop appropriate training and support programs to optimise the employment of local Indigenous people in the developing mining industry. For further details visit www.gioa.com.au

For more information contact Wayne McDonald

at the Mid West Aboriginal Economic Development Partnership on 08 9921 0702


MAXIMISING THE SKILLS OF THE CURRENT WORKFORCE – AT A GLANCE

A regional context for ensuring workforce skills are fully utilised - Mid West Development Commission

- The Issue• If all the proposed Mid West projects proceed as planned, we will struggle to meet labour demands.

• This will see rising wages, which in turn fuels inf lationary pressures, higher interest rates and a higher Aussie $ which in turn reduces our export competitiveness.

• Other parts of WA will also be addressing workforce issues.All industry sectors are impacted.

+ The Strategy• How do we make the Mid West a region of worker choice?

= The Solutions• Look into our own backyard to:

- address existing relatively high levels of unemployment - address low or inappropriate skill level - upskilling- ensure timely and accurate information fl ows from markets to schools and training institutions- constantly monitor, review, assess and if need be, modify workforce development policies

• Retain existing workers - private and public sectors

• Grow regional businesses e.g. Mid West Procurement Officer

• Attract and retain workers from inter and intra state. “Geraldton, Take a Fresh Look” promotion has received strong, positive support. This requires investment into social infrastructure including housing, education sporting and recreation facilities, which are currently being addressed.

• Skilled Migration

For more information contact Steve Douglas at the Mid West Development Commission on 08 9921 0702

The role of training in maximising skills - Durack Institute of Technology

- The Issue“Australia’s long term growth prospects and the future nature of our society depend on the skills of our people and the way those skills are used. As a nation we risk missing out on the full benefits of future global economic growth and the dividends from our investment in education unless we urgently commit to a new national approach to workforce development that maximises people’s capabilities, lifts productivity and increases workforce participation.” (Robin Shreeve, CEO, Skills Australia)

+ The Strategy• Increase workforce participation

• Significantly improve workplace literacy and numeracy

• Provide more training on the job to ensure that employees skills are fully utilised and that job ‘shifters’ are supported to achieve maximum productivity in new roles

• Significantly increase number of employees with higher level skills


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The role of training in maximising skills - Durack Institute of Technology Cont'd

= The Solutions• In house training programs, workplace training, skills development, skills recognition, up skilling programs

• Pre employment and preparation for employment programs

• Pre apprenticeship and apprenticeship opportunities

• Training support to meet real job outcomes is available

• A collaborative approach to securing workforce futures in all areas of the economy

- Understand and address industry training plans that present a blueprint for the workforce of the near future

- Utilise partnership approaches to workforce development

- Across company and sector sharing of information to develop strategies

- Increase emphasis by companies on training as a means of addressing current and future skill needs

For more information contact Christine Douglas at the Durack Institute of Technology on 08 9956 2748

Round Table Discussion Findings

What steps could be taken by each of Government, industry and other key stakeholders in the Mid West to contribute to maximising the skills of the current workforce?

Government• Identify the barriers, gaps & training needs e.g. regular skills audit• Determine when particular skills will be needed• Implement the recommendations of the Workforce Development Plan• Promote the benefits of the outcomes for the region• A whole of Government (state, federal & local) plan for the Mid West with effective communication, shared resources & secure ministerial commitment to regional collaboration & regional solutions / actions• Incentives & subsidies for individuals to work e.g. better child care• More indigenous training and / or implementation of an indigenous employment program• Having funding readily available and a more ffl exible approach to access it• Ensuring skills training is available in regional areas• Re engaging retired people e.g. skills shortage, skills development & mentoring• Shining the light on innovative practice and sharing• More funding or incentives for trainees & indigenous employment based training• Increase the understanding of the opportunities for ongoing training & skills recognition to employers and employees• Assess the value to employers of a qualifications from within the current Education & Training sector e.g. assess the value to employers of Certificates & Degrees

Industry• Take ownership and approach stakeholders / funders• Need collaborative industry buy-in • Offer more upskilling & training opportunities within companies• Continue to build on a culture of offering apprentices, trainees & young people opportunities in recognition of the need to build workforce skills• Provide young people opportunities to try out different jobs & work environments to help determine their desired careers• Provide mentoring & development support to young people and new employees in companies• Open up facilities on site for training for stakeholders & the general community• Succession planning• Recognition of Prior Learning opportunities within organisations



Cont'd

Round Table Discussion Findings Cont'd

Other• Government, industry and not-for-profit collaborate to provide appropriate accommodation in Geraldton for rural people.

What collaborations could be formed between Government, industry, the community based sector and other key stakeholders in the Mid West to achieve these steps?• Karara Mining & Durack Institute of Technology• Karara Mining investing funds into local scholarships• A traineeship program implemented by Karara Mining• Partnerships at a local level with the new Department of Workforce Development• Form purpose driven partnerships inclusive of all the relevant stakeholders to develop and action plans around priorities• Opening up industry specific training to a wider audience• Increased communication of existing services available• Have a one stop shop for all skills development needs• Mining companies to share training services with local government• Promote the value to the workforce of qualifications and skilled staff• Identify & publish existing collaboration undertakings• More frequent (smaller, targeted) events like the Mining & Careers Expo to complement the annual event• Industry scholarship programs• Retaining youth who gain tertiary qualifications through scholarship opportunities / sponsorship arrangement• Leaders of skills agencies to work with leaders of industry• Central register or point of contact for the training being provided and required locally• Easily accessible information on incentives from the Government• A collaboration between employment providers and potential employees to gain on the job experience to promote experience building• Employment guarantees when training is complete


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10PATHWAYS TO EMPLOYMENT – AT A GLANCE

Bayalgu pre employment program for Aboriginal people - Minerals & Metals Group (MMG)

- The Issue• In 2006 it was identified there was an under representation of indigenous youth employed in the Mid West region.

Further to this indigenous youth were not provided with an avenue through which they could obtain the skills necessary to enter the resources, civil construction and associated service industries.

+ The Strategy• Implement a training program which provides prospective trainees with the necessary skills to enter into the resources

industry and provides support for participants as they transition from the program into employment.

• In addition the training program should provide Indigenous youth with an Indigenous mentor and practical experience in the mining industry, and be supported by a strategic framework.

= The Solutions• The Bayalgu Indigenous Pre Employment Training Program, a ten week training course which is enhancing employment

opportunities for Indigenous Youth in the Mid West region.

• The ten week training course provides 17-25 year-old Indigenous participants with entry-level skills into the resources, civil construction and associated service industries.

• Upon completion of the Bayalgu Training course participants receive a Certificate II in Resource and Infrastructure, forklift and elevated work platform qualification, but more importantly graduates are supported to secure and retain long-term employment following completion of the training course. The most important thing the graduates learn from Bayalgu is to be a safe, honest and reliable employee.

• Participants are assisted through the course by full-time Indigenous mentor Kingsley Bartlett. Graduates are also supported/mentored for a further 18 months post course.

• Bayalgu has been extremely successful. It has seen a significantly improved transition success ratio for course graduates to employment which is currently tracking at 90%.

For more information please contact Kingsley Bartlett at MMG on 08 9956 4222.


PATHWAYS TO EMPLOYMENT – AT A GLANCE

Cont'd

Transition from School to Employment - Geraldton Senior College

- The Issue• Providing meaningful education for senior secondary school students that engages students through a positive learning

environment and relevant transition experiences.

+ The Strategy• Establish and develop a ‘Career Development’ culture across all learning areas.

= The Solutions• Establish an effective career education programme for Year 10 students that focuses on the skills relevant to Career

Development.

• Identify appropriate career pathways and develop courses/programmes that allow students to experience a training environment.

• Offer a wide range of meaningful academic and vocational courses that becomes an acknowledged part of the Geraldton Senior College curriculum.

For more information please contact Garry Simmons at Geraldton Senior College on 08 9965 8400.

Pathways to employment for mature people - Progressive Training

- The Issue• Pathways to employment for mature people

+ The Strategy• Educate the public what services are available to assist them in gaining meaningful employment within their

community

= The Solutions• Register for Profit From Experience (PFE)

• Identify appropriate career pathways and develop courses/programmes that allow students to experience a training environment.

• Gain assistance for: - Training courses - WorkSafe tickets - Working With Children Check - Police Clearance - RPL

For more information contact Tonya Reineks at Progressive Training on 9964 9497


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Streamlining Apprenticeships - Apprenticentre

- The Issue• Barriers to growth in the areas of apprenticeships and traineeships.

+ The Strategy• The Minister for Education and Training established the Skills Formation Taskforce (SFT) as a mechanism to engage

industry and other key stakeholders in developing a clear understanding of the particular issues and impediments to growth in apprenticeships and traineeships, and developing solutions.

= The SolutionsThe SFT undertook two strategies to achieve reform to apprenticeship and traineeship arrangements in WA:

Strategy One - Industry Working Groups

Strategy Two - Public consultation process

As a result there are 53 recommendations; summarised into four key areas

• more opportunities to undertake apprenticeships/ traineeships.

• more support for employers, apprentices and trainees.

• streamlined and coordinated system.

• more responsive to industry needs and better outcomes.

For more information contact Leon Norris at the Apprenticentre Geraldton on 08 9964 1022

APPRENTICESHIPS & TRAINEESHIPS – AT A GLANCE


APPRENTICESHIPS & TRAINEESHIPS – AT A GLANCE

Cont'd

Employer Perspectives - Karara Mining Ltd

- The Issue• Karara Mining Limited is a new, young and growing company focussing in on youth recruitment and development.

• KML will grow its initial workforce (450) x 3 over the next decade.

+ The Strategies• KML is developing youth on a concentric circle model ie. the closer to the operation the population is, the more intense

our efforts are to engage.

• KML has at least 30 years of operations currently ahead of it so we offer a life of mine career.

= The Solutions• KML has already awarded 4 Secondary School Scholarships for 2012 apprenticeships to students at Morawa.

• KML will offer these scholarships into the foreseeable future.

• KML is developing its Tertiary Scholarship program for students who originated in the Mid West.

• Traineeships in related disciplines will be deployed closer to concentrator start up Q4 2011.

For more information please contact Steve Murdoch at Karara Mining on 08 6298 1069


What are the main barriers to pathways to employment for school leavers,unemployed, Aboriginal people, new people to the region and others?

School Leavers• Social skills (e.g. communication, punctuality)• Employers attitudes towards Generation Y• Lack of experience• Aspirations don’t match skills & knowledge• Age• Technology dependent• Don’t want to move within the region• Work ready skills (including numeracy & literacy, drivers licence)• A culture of ’having to go to Perth’• Lack of knowledge of what is available here• Don’t know where to start• Restricted pathways and the pressure on pathway choices

Unemployed• Don’t want to move within the region• Work ready skills (including numeracy & literacy & drivers licence)• Financial – need a car, clothes etc• Perceptions of employers• Lack of confidence• Lack of experience & knowledge• Lack of knowledge of support services• Age• Mental illness• Too many organisations involved (creating confusion)


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10APPRENTICESHIPS & TRAINEESHIPS – AT A GLANCECont'd


Aboriginal People• Peer pressure & family pressure • Lack of self esteem & confidence• A stable home environment• Lack of role models• Lower educational outcomes (e.g. numeracy & literacy)• Generational unemployment resulting in a culture of unemployment• Poor socio economic background

New People to the Region• Price and availability of housing• Don’t have the family, social and professional networks (e.g sport)• Country town ‘look after own’ or ‘not what you know but who you know’ mentality• Lack of public transport• Language barriers

Others• Alcohol & drug abuse

What strategies could effectively address the barriers for each of these groups?

School Leavers• Employers need training & knowledge of how to work with young people• Compulsory driving qualifications• Improved mentoring programs• School based traineeships

Unemployed • Bridging courses• Shorter time frame to gain a qualification• Focus on short term unemployed so they don’t become long term• A targeted Careers Expo

Aboriginal People• Educational / marketing campaigns around a ‘working culture’ and the importance of education • Adult numeracy & literacy programs• Improved mentoring programs• Flexibility in the training process• Replicating successful programs (e.g. Bayalgu)• The new Aboriginal Workforce Development Centre• A targeted Careers Expo

New People to the Region• Better promotional material of Geraldton & the services available• Access to ‘e boards’ for information

Others• Adult support programs


Alternative employment pathways for Mid West fishermen - Durack Institute of Technology

- The Issue• The Crayfishing Industry in the WA has had severe Government-imposed restrictions placed of them in the past 2 years

in an attempt to maintain the resource and a sustainable industry into the future.

• 35% reduction in the number of boats fishing in the A&B zone from the end of 2008 until the 16th November 2009, this reduction equates to approximately 200 workers.

+ The Strategy• Durack Instutue of Technology identified early that there was going to be a need to support the fishermen in the Mid

West in gaining employment outside the crayfishing industry for the off season from July until November or to make the transition into a new career.

= The Solutions• A Health Support group was formed to assist the fishermen in being aware of what services are offered in the Mid West.

• Together with the Health support groups an Industry Support group was also formed to establish the requirements of the various industries within the Mid West and their requirements.

• Over 140 people have been assisted to date in the areas of Resume writing, Job applications, Fishing, OH&S, Civil Construction, Business and Computing.

For more information please contact Kelli Gordon at the Durack Institute of Technology on 08 9956 2717

Industry Education Partnerships - Geraldton Universities Centre (GUC)

- The Issue• Because the GUC is not a university in its own right, we cannot directly receive Commonwealth funding. We rely on

negotiating with individual Universities for a percentage of their funding to support and facilitate delivery in our region. So Mid West university education funding relies on splitting what was always intended as one pool of funds for one institution, over two institutions, ourselves and the delivering university, to make the delivery of a particular course viable. It ’s far more attractive for the unis to provide their courses online than to physically deliver in the region. But that’s not attractive to us or our students.

+ The Strategy• If it ’s important enough to us as a community to keep our young people here, and if it is important enough for industry

and business to have trained local professionals that genuinely want to continue to live and work in our region then there is a solution.

• Industry/education partnerships.

= The Solution• An example of where the drive of industry, both financially and collectively, is moving mountains for education is the

proposed Media Institute for Geraldton. A world class media centre dedicated to journalism training and research. The first phase of this project is to introduce

journalism courses in Geraldton. What is developing is an exciting model which is being primarily driven by Geraldton Newspapers, but backed by all sectors of the local media industry including TV and Radio, and importantly by West Australian Newspapers.

UP SKILLING & HIGHER LEVEL TRAINING FOR THE REGIONAL WORKFORCE

– AT A GLANCE


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10UP SKILLING & HIGHER LEVEL TRAINING FOR THE REGIONAL WORKFORCE – AT A GLANCE

= The Solution Cont'd• These partners are working in close collaboration with Durack and the GUC to establish pathways and courses, where

the practical components are undertaken within the facilities of these local media outlets. Many of these local media partners also have the personnel who can potentially tutor in journalism courses.

It is also this local industry, along with support from local government, local politicians and education partners, that is funding the feasibility study into the Institute and creating an unprecedented situation where universities have actually approached us with interest in being involved.

The local media industry realised it had a problem attracting and retaining workers. They joined forces to create a solution and approached the GUC to see if we could assist in the education side of things. They were also prepared to put their money where their mouth was so that the research, the travel required, etc could be undertaken. We’ve since worked with Durack to identify the courses that might work and to develop academic pathways from school to TAFE to uni - from Certificate courses through to the Bachelors program.

This is especially important with the training of Indigenous broadcasting and journalism students a major focus of the project. Now as an independent body, the GUC has been able to liaise with universities throughout Australia on this course development with some encouraging results. Is it across the line? No - but has it moved forward faster and with far more interest than anything before it? Absolutely.

There’s no reason this same industry education model could not extend to business or engineering courses.

For more information please contact Natalie Nelmes at the Geraldton Universities Centre on 08 9920 4400

Graduate Certificate in Management - Maicon Engineering

- The Issue• Addressing the questions of local businesses, particularly those impacted by the mining boom including • How do we increase profits?• How do we attract and keep talented people?• How do we retain and attract customers?• How do we ensure that the organisational goals and visions are pursued?• How do we build a resilient, sustainable organisation?

+ The Strategy• For a local training provider to deliver practical management training that meets the needs of busy managers.

= The Solutions• The Graduate Certificate of Management (Professional Practice) is unique in being open to managers with no other

formal qualifications. Tailored to be delivered around demanding careers, the program is ffl exible to learn and integral to progressing in management.

The course was reintroduced at Durack Institute of Technology this year to complement the growth in the Mid West. Five students recently graduated, with another five set to complete their studies in the middle of next year.

Maicon Work Shop Manager John Sargent is among those to have graduated. “Durack’s graduate course in management has been rewarding, both on a personal level and a professional level,” said John. “The content of the course modules and the delivery process has allowed me to grow my knowledge base and apply management principles and techniques in my work. “It has also enhanced my writing skills, helped innovate my thinking and given me the passion to not only continue my own learning but develop a culture of learning within Maicon.”

There are ffl exible entry requirements to enable practicing managers, without formal qualifications, to enrol on the course which is run in partnership with the Charles Sturt University of New South Wales.

For more information contact Christine Douglas

at the Durack Institute of Technology on 08 9956 2748



What would you consider to be the key higher level skills or up skilling required by the workforce in the region?• Management / Supervisory / Leadership• Communication• Business acumen• Finance & Human Resource Managers• Training & Assessment• Small Business Management• Technology• Adapting to change / Change Management• Tender processes• Networking / Collaboration / Interpersonal skills• Project Management• Time Management• Occupational Health & Safety• Local access to university courses• BHP approved training• Quality Assurance• Metals Trades• Engineers• Geologists• Cultural Awareness • Sustainable Planning• Government Legislation• Industrial Relations• Mentoring

What needs to happen to make this training easier to access for the following:

Employers• Support their key staff in management and development• Support staff with local training• Flexibility to study in the workplace or provide leave for training• Recognise staff capable of or trying to up skill, promote RPL• Open up their facilities and share expertise• Change the perception that their trained workers will be poached or will leave• Promote internally

UP SKILLING & HIGHER LEVEL TRAINING FOR THE REGIONAL WORKFORCE

– AT A GLANCECont'd


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10UP SKILLING & HIGHER LEVEL TRAINING FOR THE REGIONAL WORKFORCE – AT A GLANCECont'd


Existing employees • Identify the right company to work for• Flexible options• Mentors in the workplace• Take on Traineeships• Time & ffl exibility• Locally provided needs based training• Funding• Motivation• Value for money School students (doing vocational training)• Life skills e.g. budgeting• A range of hands on experience• Encourage to go onto the next stage or level of study / training e.g. go higher than a Cert I or II (identifying pathways and further opportunities)• Different delivery approaches• Embed pathways at school• More encouragement to follow these pathways• More local boarding facilities & secondary facilities• Stop schools using VET resources for engagement and utilise those resources in higher level certificates and areas of skills shortages• Accountability• Make students and their parents aware of the opportunities

Unemployed• Skills recognition• Breaking the cycle of unemployment• Training relevant to the local area• Funding support to train in higher level skills• Tuition fee assistance• Access to more on site training & opportunities for work experience• Linking the up skilling to a future employment opportunity• Increased use of the employment pathway fund to purchase training from registered training organisations• Implement necessary pre requisites to enter training• Gap or bridging training

Others• More options with face to face support• More government funding for higher level training in the regions

Proudly sponsored by

Issue Provider Phone Web

State Government Policy, Programs & Funding

Mid West Development Commission P: 08 9921 0702 www.mwdc.wa.gov.au

Training• Durack Institute of

Technology

• Progressive Training

P: 08 9956 2700

P: 08 9964 9497

www.durack.edu.au

www.progressivetraining.com.au

Traineeships & Apprenticeships Apprenticentre P: 13 19 54 www.trainingwa.wa.gov.au/

apprenticentre/detcms/portal/

Staff Recruitmentwww.dewr.gov.au

www.Mid Westjobseeker.com.au

Human Resources Wagenet P: 1300 655 266 www.wagenet.gov.au

Taxation Australian Tax Office P: 13 24 78 www.ato.gov.au

Small Business Information

• Small Business Centre Mid West

• Mid West Chamber of Commerce

P: 08 9921 4741

P: 08 9964 6767 www.mwcci.com.au

LINKS TO RESOURCES

The guide is presented by the sponsors of the 2010 Mid West Education, Training & Workforce Development Forum as a handy reference tool for employment issues and general business information.

Mr. Ian Blayney MLAMember for Geraldton

Geraldton Regional Community Education Centre

2010 mid west education, training & workforce development forum - a snapshot of local best...

Documents

development of partnerships

current workforce

mid west region

education centre

department of education

department of training

midwest development

mid west chamber of