cshisc workforce development kit

Community Services and Health Industry Skills CouncilWorkforce Development Kit

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Workforce Development KitContents

About the Community Services and Health Industry Skills Council 1

CS&HISC Workforce Development Fact Sheet 2

Workforce Development Challenges 3

Skills Connect Workforce Planning & Development Model 4

Workforce Planning Checklist 5

Skills Connect Programs 10

National Workforce Development Fund 10

Snapshot 10

Guide 11

Case Studies 13

Workforce English Language and Literacy Program 15

Snapshot 15

Guide 16

Case Studies 18

Australian Apprentices Mentoring Program 21

Snapshot 21

Guide 22

Case Study 24

Investing in Experience 25

Snapshot 25

Guide 26

‘Bringing it all together’ Model 28

Choosing an RTO Checklist 30

CS&HISC Workforce Development Kit 1

CS&HISCThe Community Services and Health Industry Skills Council’s role is to lead and advise on workforce development and produce the industries’ national Vocational Education and Training (VET) qualifications and competency standards.

AdviceWe share industry information with government agencies, employers, unions, Registered Training Organisations, workers, so that decisions affecting our industries support the development and growth of our workforce and reflect client needs. SkillsWe develop and maintain the Community Services Training Package and the Health Training Package, and ensure consistency and quality in training, and support workforce development across our industries.

Workforce developmentWe influence workforce development using a four-level model, which supports activities such as:

• National/industry:informationandworkforcepredictionson policy and reform implications

• State/sector/region:developingmodelstooperateinspecific locations that connect agencies working in the same sector to ensure outcomes

• Enterprise:showcasingandsupportingbest-practicemodels for service delivery through workforce planning and development including strenghtening foundation skills

• Individual:helpingexistingandpotentialworkersaccesscareer advice and pathway information

CollaborationWe maintain a two-way relationship with employers, government advisory bodies, unions, peak bodies, associations, state and territory advisory boards and training providers to bridge the information gap on issues and activities impacting our workforce.

CS&HISC is one of 11 nationally recognised industry skills councils funded by the Australian Government. It is a not-for-profit company limited by guarantee and governed by an independent and industry-led Board of Directors.

Our schedule of projects and other activities is always publicly available on our website, and we encourage comment and discussion on our work and industry changes through our online forum. Contact us: [email protected] us at www.cshisc.com.au

Contact us on: t (02) 8226 6600 f (02) 8226 6601PO Box H61, Australia Square 1215

CS&HISC

CS&HISC Workforce Development Kit2

Community Services and Health Industry Skills Council (CS&HISC) sees the development of Australia’s community services and health workforce as a national priority.Workforce development challenges inform the continuous improvement of training packages, program brokerage, influence policy and drive priority workforce development activity at various levels as the diagram below shows.

Workforce development activities CS&HISC works with stakeholders at each level to identify workforce development challenges and to design solutions focused on planning and strategy, performance development and productivity and measurement.

Brokerage and fundingAustralian Government Skills Connect is an initiative with programs designed to help link eligible Australian enterprises with the right funding to meet their skills and workforce development needs:

• Accelerated Australian Apprenticeships Initiative • Australian Apprenticeships Mentoring Program • Investing in Experience • National Workforce Development Fund (NWDF) • Workplace English Language & Literacy Program

(WELL)Industry Skills Councils are brokers for the NWDF and WELL programs, and can discuss your workforce development needs and provide you with information to complete an application under Skills Connect for one or more programs.

Sharing good practiceSharing interesting ideas, case studies, tools and initiatives from our sectors promotes good practice and allows organisations to learn from each other. Sharing your stories and experiences with the sector will strengthen networks, encourage collaboration, and can assist you to access further workforce development opportunities.

Network building and collaborationCS&HISC encourages networking and collaboration to share information and make links between activities across the community services and health industries. We participate in a variety of regional, sector-based and national networks to identify possible project opportunities, and take the opportunity to present our approach to workforce development with stakeholders.

CS&HISC Workforce Development

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Our industries are facing several challenges driven by changing client-needs and increased demand for services. A coordinated, concentrated approach is needed to address the industry challenges.

- Continued shift towards service delivery within community settings including prevention, early intervention and recovery based services

- Continued shift towards consumer directed and person centred planning and service delivery

- Need to build and sustain leadership, workforce planning and change capacity

- Increased use of roles across the spectrum including assistant and advanced practitioner roles

- Maximise the impact of innovative workforce strategies in regional, rural and remote settings

- Increased use of technology in service delivery and workforce development

- Growth of the health and community services workforce- Need to improve quality and consistency in delivery of

vocational qualifications

CS&HISC provides advice on skills and workforce development issues, and maintains the national training packages for the community services and health industries.

Community Services & Health Workforce Challenges


Workforce Planning & Development Model

PHASE IV MONITOR, EVALUATE & REVISE

Assess what is working and what is not working

Make adjustments to the workforce plan Address new organisational issues that affect

the plan Update the workforce plan and communicate

the plan

PHASE II - WORKFORCE ANALYSIS

Analyse supply: your current workforce profile Analyse demand: your future workforce profile Analyse gap: identify discrepancy between

supply and demand Develop strategy: recommend solutions

to reduce shortages in staff and the skills required – document this plan.

PHASE III – IMPLEMENT PLAN

Communicate the workforce plan Implement strategies to reduce gaps and shortages

PHASE I – GETTING STARTED

Determine your workforce future functional requirements using your organisation’s strategic planning and budgeting processes.

1. Purpose and scope of workforce planningWhy have you decided to develop a workforce plan and what is it intended to achieve? Have you considered:

Business goals and direction • Doyouhaveaclear statement of your goals? E.g. business plan, strategic plan, operational plans?

☐ Leadership and management • �Do you have systems in place to support this plan? E.g. management, HR, communications, change management?

☐ Core capabilities and culture • What are capabilities required to deliver on this plan?� • What values drive your organisation?� • �What culture do you need for success?� • �Does your workforce have the communication skills required to work effectively?

☐ Critical job roles and workforce characteristics • �What are the key workforce characteristics and critical job roles within your organisation, and what do you require to

achieve workforce goals?

☐ Professional and technical skills required • What skills are required to achieve your workforce goals? � • What activities will you require to build and sustain these skills within the organisation?� • Do these skills already exist in the organisation?


Workforce planning checklist


Political - Relevant policy, initiatives, workforce regulations, reform agenda

Economic - Funding mechanisms, pay rates, skill shortages

Social - Demographic changes, changing client group or expectations of services - Workplace culture and values

Technological - New equipment, new ways of doing work

PEST

2. Context of workforce planning

☐ PEST analysis

Notes:


3. Workforce

Work backwards from the future to the present to help guide the information needed on your current workforce. Some information will be internal to the organisation and some will be external.

☐ Future workforce • Whatwillyourfutureworkforcelooklike/whatdoyouneedittolooklike?E.g.numberofstaff,skills,corecapabilities,fulltime

or part time, qualified, communication skills, consider culture fit • Listthekeycharacteristicsthatyourfutureworkforceshouldhave

☐ Current workforce • Whatdataandinformationdoyouneedaboutyourworkforcetocompletetheworkforceplan?E.g.

Data Current skills and qualifications:

Recruitment - Are these internal or external?

Retention/turnover - How will you gather this information?

Demographic - Consider workforce culture and values.

Gender

Age

Notes:


4. Bridge the gap - developing an action plan

☐ Choose a template to document your plan, which will include items such as:

Current workforce

Future workforce

Gaps Potential activities

Resources

Including HR, change management and communications plan, training providers etc.

Priority

(High – Low)

Timeline

Current workforce

Future Workforce

Gaps

Potential Activities

Resources - Including HR, change management and communications plan, training providers etc.

Priority (High – Low)

Timeline


5. Monitoring and evaluating implementation☐☐ Reflect and document how well the plan has worked • Considertheoutcomesyouwouldliketoachieve.Identifyifthereareanyissues. • Consideractivitiesandtimelines-havetheybeencompleted? • Haveprioritieschanged?

6. Continuous review of the workforce plan

• Inconsultationwithmanagers,employees,trainingproviders • Hastheworkforceplanhelpedmanagerstomeetneedsoftheorganisation? • Wereallgroupsinvolvedthatneededtobe? • Weretheresourcesenough? • Weretimelinesrealistic? • Whatneedstobeadded/takenout/changed?

Notes:


National Workforce Development Fund (NWDF)

Description Who can apply? Eligibility Contribution

The program aims to increase Australian workers’ skills through formal training nationally endorsed qualification or a training package skill set.

For new workers: Certificate II, III, IV, Diploma, Advanced Diploma, Vocational Graduate Certificate and Vocational Graduate Diploma.

For existing workers: Same as above, plus Vocational Graduate Certificate and Vocational Graduate Diploma.

Organisations eligible to apply for funding include the following:

•Enterprises

•Professionalassociations,industry bodies and other lead agents representing a consortia of enterprises

•EmploymentServiceProviders

Existing workers and new workers, including currently unemployed job seekers who will be employed after completing the training.

Volunteers and those employed in the general government sector in Australian, State and Territory Government Departments are not eligible for funding.

Participating businesses will contribute to the cost of training, based on the size of the business:

Small (1 – 99) 33%

Medium (100 – 199) 50%

Large (200 and above) 66%

How to apply?

Contact the Community Services & Health Industry Skills Council Workforce Development team: [email protected]

Skills Connect Programs

NATIONAL WORKFORCE DEVELOPMENT FUND - Quick Reference Guide for Applicants

The National Workforce Development Fund (NWDF) is an Australian Government program that helps businesses identify and address their current and future workforce development needs. The NWDF forms part of the Australian Government Skills Connect initiative designed to link industry to funding for whole of workforce planning and development.

Under the NWDF, businesses are able to apply for Government funding to support the training of their workers in areas of identified need. The program aims to help businesses lift their workforce capacity, provide Australian workers with the opportunity to increase their skills through formal training and assist areas of the economy where skilled workers are needed the most.

Available Funding$700 million is available through the NWDF from 2011-12 to 2015-16. The National Workforce and Productivity Agency is responsible for determining the industry sectors, regions and groups that will be prioritised for funding. Information about the priorities for funding in 2012-13 is available on the NWDF website. A fair proportion of funding will be available to support delivery in regional areas. This is expected to be at least population share or 32 per cent.

A partnership with industryThe NWDF uses a partnership approach where Industry Skills Councils (ISCs) play a key role in administering the program. ISCs will assist businesses with identifying their training needs, selecting a Registered Training Organisation to address these needs and monitoring the implementation of successful projects. This will ensure that training proposals are driven by the needs of your business and allow you to decide what, how, where and when the training will be undertaken.

Participating businesses will contribute to the cost of training. The level of Government support is based on the size of the business with additional support provided for smaller businesses:

Size of Full Time Equivalent Workforce

Australian GovernmentContribution (%)

Participating Organisation Contribution (%)

1 – 99 (small) 67 33

100 – 199 (medium) 50 50

200 and above (large) 34 66

Who can apply?Organisations eligible to apply for funding include the following:• Enterprises• Professionalassociations,industrybodiesandotherleadagentsrepresentingaconsortiaofenterprises• EmploymentServiceProviders



Who can receive training?Training will be provided to existing workers and new workers, including currently unemployed job seekers who will be employed after completing the training.

To be eligible for training, an individual must:• nothavepreviouslycompletedthequalificationtheyare

applying for under the NWDF• beanAustraliancitizen,apermanentresidentofAustraliaor

a humanitarian refugee• be17yearsofageorover• satisfycoursepre-requisites(suchasadequateliteracyand

numeracy) to effectively undertake the training• meetanylicensingrequirementsforrelevantqualifications

Volunteers and those employed in the general government sector in Australian, State and Territory Government Departments are not eligible for funding.

What training will be delivered?Training must be either a nationally endorsed qualification or a Training Package Skills Set recognised under the Australian Qualifications Framework.

For new workers these qualifications can include Certificate II, III, IV, Diploma, Advanced Diploma, Vocational Graduate Certificate and Vocational Graduate Diploma. For existing workers these qualifications can include Certificate III, IV, Diploma, Advanced Diploma, Vocational Graduate Certificate and Vocational Graduate Diploma. Workers undertaking training in a Skills Set must already hold a qualification at a Certificate III level or above.

How to applyIf you are interested in applying you should first contact an ISC that is relevant to the industry you are operating in. See www.isc.org.au to find the contact details of all ISCs.

Applications are submitted to an ISC using an on-line application form available from TED Online at https://tedonline.deewr.gov.au. Applications for funding are now open and may be submitted until all funding available for the financial year has been allocated.

An application for funding must include a costing justification. Value for money is one of the criteria that will be used to evaluate applications. Applicants are encouraged to include a training needs analysis and workforce development plan with their application. A workforce development plan should outline what skills your employees have now, where you want your business to go, and what you need to do to get there. For more advice on how to create a workforce development plan contact your relevant ISC.

Where can I find out more?Further information about the National Workforce Development Fund can be found at www.innovation.gov.au/nwdf. You can also email [email protected]. If you have a whole-of-workforce need visit Australian Government Skills Connect at www.skillsconnect.gov.au. You can also make contact via email [email protected].

You can also phone 13 38 73 between 8.00 am and 6.00 pm, Monday to Friday.


National Workforce Development Fund Case Studies

Upskilling for mental health in aged care- a consortium approach

The National Workforce Development Fund (NWDF) provides scope for consortium applications which are based on a region or sector coming together to respond to an identified challenge or need. Morshead Home in Canberra, ACT developed a project that brings together Aged Care workers from across four services intheACT/NSWregion.Throughastrongregionalnetworkanda good relationship with a training provider, these services were successful in receiving NWDF funding for Certificate IV in Mental Health. This group identified Mental Health as a growing issue among their residents and are up-skilling in order to continue to provide quality care.

Morshead Home has acted as the Lead Organisation on the consortium application, with the other services identified as Participating Employers. The employers worked together to develop the application and submitted it along with evidence of enterprise level workforce planning and regional networking. The project application provided a clear rationale for the different types of work performed by the carers, and the benefits that Mental Health training would have as they experienced higher numbers of mental illness diagnosis particularly around dementia.

This NWDF project is a good example of how a group of services with similar needs have come together to improve their skills and knowledge and form a regional response to the challenges they face in the workplace. Key to their success is the ongoing support the learners have from their managers, as well as the relationship between the employers and the training provider to ensure industry specific content and contextualised training.

Upgrading skills for workforce and training providers IntegratedLiving is a rural community managed business providing services in aged care and disability across Queensland, NSW and Victoria. IntegratedLiving received NWDF funding for a variety of qualifications and skill sets including Home and Community Care, Disability Services, Community Sector Management and Medical Assistance.

IntegratedLiving wanted a holistic approach towards sustainable growth of their organisation, incorporating up-skilling of existing workers to improve retention, training to support new job roles, and training and development of trainers and assessors with a community services background to support growth and learning in the training industry. By linking their specific challenges in a workforce plan, IntegratedLiving was successful in receiving funding under the National Workforce Development Fund.

By identifying workforce capacity and needs on an organisation-wide scale, IntegratedLiving has ensured that a culture of learning is supported and sustainable outcomes achieved. IntegratedLiving has worked closely with their RTO to provide opportunities for their workforce to complete qualifications and continuing professional development relevant to their sector and experience. By up-skilling the trainers and assessors in industry specific qualifications and skill sets, the project has also given the RTO the opportunity to provide more contextualised training, assessment and continuing professional development with good practice outcomes.

Boarding Australia - contextualising training in the bushGeographic isolation, challenging climate conditions and intensive client care are just some of the issues facing remote student accommodation workers throughout rural Australia. It is a workforce that flies under the radar yet provides significant support to young people during their schooling away from home.

Boarding Australia has recognised that formal qualifications would promote a uniform standard within the workforce and recognise the existing skills and knowledge of workers. Using funding through the National Workforce Development Fund, Boarding Australia are able to provide formal qualifications to their existing workforce. As there is no existing specific qualification relating to student accommodation, Boarding Australia has engaged experienced trainer assessors from the sector to contextualise the Certificate IV in Community Services Work. Using youth based elective units and learning materials with relevance to the student accommodation sector, Boarding Australia is training 45 learners in four states and territories. The flexibility provided by the trainers is important due to the difference in legislation such as mandatory reporting laws which exist across each jurisdiction.


The benefits of engaging the workforce in accredited training is already becoming clear and participants are valuing the learning experience as much as the skills and knowledge gained during the process. As these workers are often isolated from the nearest town, or in some cases their own families, the opportunity to share stories face-to-face with other learners is helping to work through issues that arise in their everyday working life.

Amazing Family Day Care - NWDF & WELLAmazing Family Day Care is a recently established scheme providing training and career opportunities to refugee and migrant women on a subcontracting basis allowing them to enter the workforce and provide for their families, whilst working from home. The scheme also provides mentor support, and defines clear training and career pathways with positive socio-economic effects for their families and community. In addition, the scheme employs non-carers who act in administration, recruitment and management roles and who are vital to the ongoing operations of the scheme and the opportunities it provides.

Under the NWDF, Amazing Family Day Care identified 40 employees working within different functions of the scheme, to complete Certificate III in Children’s Services, Diploma of Children’s Services, and Certificate IV in Small Business Management. The project application also provided for 44 new workers (job seekers) who were being recruited locally in order to meet the growing demands of the sector. Finally, the scheme identified English language, literacy and numeracy (LLN) challenges, and sought funding under the Workplace English Language and Literacy (WELL) program.

WELL supports the development of LLN skills in the workplace and complements existing workplace training programs such as the National Workforce Development Fund. The funding offers employers the opportunity to improve the LLN skills of their workforce.

Amazing Family Day Care provides a good example of how funding can be used to allow employees under the scheme to gain qualifications, whilst building their LLN capacity, providing access to training support, and giving them a better chance at finishing their qualifications and retaining employment.


Workforce English Language and Literacy Program (WELL)

Program Description Who can apply? Eligibility

WELL assists organisations to provide existing employees with English language, literacy and numeracy training embedded in vocational training and tailored to the needs of both workplace and workers.

Employers or groups representing employers such as:

•Industrybodies

•GroupTrainingOrganisations

•RegisteredTrainingOrganisations

•Unions.

Projects with less than 10 participants are not normally considered viable.

Participants must be Australian citizens, permanent residents, New Zealanders resident in Australia for 6 months, holders of temporary protection visas plus:

•Employedonafull-time,part-time, casual or temporary basis; or under a contract of training (Australian Apprenticeship).

Volunteers, temporary visa holders and international students are not eligible.

Participating businesses will contribute to the cost of training, programs are encouraged to run on a yearly basis:

First year – 25%

Second and third year – 50%

How to apply?

Contact the Community Services & Health Industry Skills Council’s WELL Broker: [email protected]


WORKPLACE ENGLISH, LANGUAGE AND LITERACY PROGRAM - Quick Reference Guide

The Workplace English Language and Literacy Program (WELL) is an Australian Government program that helps businesses identify and address their current and future workforce development needs. WELL assists organisations to provide existing employees with English language, literacy and numeracy training embedded in vocational training and tailored to the needs of both workplace and workers. WELL forms part of the Australian Government Skills Connect initiative designed to link industry to funding for whole of workforce planning and development.

Available Funding$95 million is available through the WELL program from 2012-13 through to 2014-15

A partnership with IndustryWELL uses a partnership approach where Industry Skills Councils (ISCs) play a key role in planning and establishing WELL projects. This ensures that training will be driven by the needs of your business.

Applicants can also apply directly via the WELL Coordinator in their state or territory.The Australian Government applies the following co-contribution model to WELL projects in order to assist employers to develop their workforces through WELL training.

YearAustralian Government Contribution

(%)Participating Organisation

Contribution (%)

1st Up to 75 At least 25

2nd 50 50

3rd 50 50

Who can apply?Those able to apply for funding include employers or groups representing employers such as: • industrybodies• GroupTrainingOrganisations• RegisteredTrainingOrganisations• unions.

ApplicationsmustclearlydemonstratespecificgroupsofpeoplewhohaveidentifiableEnglishlanguage,literacyand/ornumeracyneeds.Projects with less than 10 participants are not normally considered viable.


Who can receive training?Participants must be one of the following: • anAustraliancitizen• apermanentresidentofAustralia• holdapermanentAustralianvisa• holdaNewZealandpassportorhavebeenresidentin

Australia for at least six months prior to commencing the training

• holdaTemporaryProtectionvisa.

In addition, participants must be: • Employedonafull-time,part-time,casualortemporarybasis;

or under a contract of training (Australian Apprenticeship). WELL funding is only available for Australian Apprentices undertaking an Australian Apprenticeship that is on the Program approved list.

The Department of Industry, Innovation, Science, Research and Tertiary Eduction, at its discretion, will consider projects that address a demonstrated regional skill shortage that is not reflected in the approved list. Pre-employment Indigenous Employment Program participants are also eligible for WELL training.AllparticipantsmusthaveEnglishlanguage,literacyand/ornumeracyproficiencyatlevels1,2,and/or3ontheAustralianCore Skills Framework i.e. below the level where a person is able to communicate in English with sufficient accuracy to meet specific workplace needs.

What training will be delivered?Training must conform to the requirements of the Australian Quality Training Framework (AQTF) and comply with all legislation. Additionally, it should provide LLN skills that meet the employee’s employment and training needs and be integrated with workplace training.

To ensure that training is relevant to the workplace, it is generally aligned with units of competency from Nationally Endorsed Training Packages.

How to applyApplications must be submitted online using the electronic form found at the WELL website. http://www.innovation.gov.au/Skills/LiteracyAndNumeracy/WorkplaceEnglishLanguageAndLiteracy/Pages/default.aspx

Where can I find out more?Queries about WELL applications should be directed to your ISC WELLbroker;ortheWELLState/TerritoryCoordinatorviatheWELL Contact Centre: 13 38 73.

If you have a whole of workforce proposal, or are interested in more than one program, further information can be found at Australian Government Skills Connect (www.skillsconnect.gov.au). You can also make contact via email [email protected].


Workplace English, Language and Literacy Program Case Studies

Around half of working age Australians have English Language, Literacy and Numeracy (LLN) problems, preventing maximum workplace productivity and affecting the ability of people to participate fully in society. A common myth is that people with LLN issues are only from non-English speaking backgrounds but a high proportion are from English speaking backgrounds, with varying skill levels that can hinder interpersonal communication and make tasks difficult in work environments.

Theabilitytoparticipateeffectivelyintrainingand/oreducationisalso impacted. The availability of programs such as the Australian Government funded Workplace English Language and Literacy (WELL) program can assist people to undergo accredited training while concurrently addressing LLN issues.

Improving workplace communication skills of employees is the basis of the WELL program and when customised to include accredited training, the formal up skilling of participants benefits the individual, organisation and wider industry. Anecdotal feedback tells us that people feel valued and more confident in their job when employers invest in formal learning and addressing LLN issues at the same time can enhance the success of training.

Older Care Lodge is an Aged Care facility in Western Australia with a staff of 120. The main business of the Lodge is to maintain personal care and or other activities of living for elderly residents in a residential facility. This includes creating and maintaining individualised plans to sustain an individual’s wellbeing: administration and management, property and ground maintenance, personal care workers, enrolled and registered nurses.

The Lodge has seen a turnover in staff annually of about 30%. The ability to retain staff would increase residents’ sense of wellbeing, as well as improving continuity of care to the residents and contribute to team cohesion and unity. Cultural sensitivity is an issue in the workplace with some staff from non-English speaking backgrounds lacking an understanding of Australian work culture, government legislation and company procedures. As government legislative requirements increase in the aged care industry, staff need to be able to meet these additional demands.

This includes knowledge and understanding of safety issues, including the safety of staff and that of the residents. Reading and following care plans is also a major part of the job role of the carersandpoorliteracy/languageskillscanmeandifficultywithcomprehension and plans not being adhered to.

The Lodge liaised with the CS&HISC WELL broker and together with an established RTO put in a WELL application for 56 of their staff to receive training in:

• LanguageLiteracy/NumeracyAssessment(alignedtotheAustralian Core Skills Framework (ACSF))

• Readingandcompletionofworkplacespecificforms• Writingandfillingincareplans/WHSforms/workplace

emails• Oralcommunicationforworkplaceneeds,greetings,listening

and understanding requests etc.• Numeracyforcalculatingmedicationdosages,numeracyfor

the workplace• Learningaboutculturaldifferencesintheworkplace• Computerliteracyforworkplaceemails,careplanreporting

(where appropriate)

These skills were aligned with competencies from the Community Services Training Package and the Business Services Training PackagewithanoutcomeofimprovedLiteracy/LanguageandNumeracy skills and partial national qualifications. For example:

CHCORG303A Participate effectively in the work environment CHCORG3B Participating in Aged Care BSBCMM101A Apply basic communication skills BSBOHS201A Participate in OHS process

Once the submission was approved by the DIISRTE office the organisation with assistance and guidance from the RTO and the broker formed a steering committee to look at how and when the training would be implemented.

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Charles Young Residential Care Centre, Dunbar Homes and Pathways Training and Placements SA developed and delivered a customised program to enhance workplace communication and promote a high performing environment and quality care for their residents, as they adjust to new leadership, new systems and more challenging care needs. The program focusses strongly on English Language oral communication and literacy support for Culturally and Linguistically Diverse (CALD) participants and for employees identified as requiring improved LLN communication skills for work; and interpersonal and intercultural communication for the remaining staff. Training includes targeted support in regards to documentation, processes, systems and teamwork.

MyVista, Rosewood and Centacare Employment and Training WA’s WELL projects delivers on site across all sections of the organisation and address specific communication and documentation skills required for carers, cleaners, kitchen and laundry staff job roles. LLN training is designed to meet the needs of both the individual and the organisation that mainly include LLN and Information communication technology (ICT) skills training, converting workplace documents and instruction manuals into plain English, to improve interface with workplace software, general self-esteem with knowledge of and confidence in using technology.

Eldercare the lodge and TAFE SA, the Lodge and TAFE SA enhances daily communication and relationships between staff, their peers and residents. The program emphasises the relationship between cross cultural understanding and interaction. The focus is on those employees new to Australian culture to train in assertiveness, self-confidence and following procedures, aswellaslanguageandliteracysupport.Culturalawareness/sensitivity and using less judgmental responses is part of training for all staff.

CS&HISC Workforce Development Kit


Wagga Wagga City Council facilitated a WELL funded program under the banner of Coordinated Approach Recognising Educator Role and Responsibilities for Family Day Care educators in the local region (CARER). The Council saw opportunity to link the requirement of educators to obtain the Certificate III in Children’s Services as a minimum industry standard, and the need to foster the development of language, literacy and numeracy skills of the workforce by using WELL funding.

Using the Community Services & Health Industry Skills Council as a broker to assist with the application process and access the funding, the Council engaged an industry steering committee with representation from the Family Day Care educator workforce and developed the program which has seen more than 49 participants commence a pathway towards gaining the Certificate III in Children’s Services or participate in specialist LLN training.

In collaboration with Riverina Institute as the partner Registered Training Organisation, the Council identified key competencies from the Certificate III in Children’s Services that were particularly suitable to embed the five core skills of learning, reading, writing, oral communication and numeracy. Not only did the Council recognise the need for targeted LLN support in these core competencies, some of which deal with regulatory requirements, but it was also recognised as a potential area of risk should the workers feel unconfident to explain these requirements to the parents of the children in their care.

Community Services Manager Edwina Marks from Wagga Wagga City Council attributes the success of the program to a number of factors - the flexibility of the WELL workers engaged in the program, customised delivery by integrating LLN support and specialist LLN trainers and resources to support the delivery of the program. As a result, more than 50% of the Wagga Wagga regional Family Day Care workforce now on their way towards obtainment of the mandated qualification requirement for Children’s Services.

Riverina TAFE developed a training program for unemployed Aboriginal and/or Torres Strait Islander participants in 4 different locations within the region. The project consisted of 12 weeks full time study and incorporates work experience. LLN capacity was built in Allied Health units of competency and their foundation skills in order to assist participants to enter the workforce.

The Islamic Women’s Association Queensland’s WELL Program offers LLN one-on-one support to participants that are undergoing a Certificate III in Aged Care and LLN training to participants who have a Certificate III In Aged Care to support their ability to write reports, fill out workplace forms, read rosters, schedules, policies & procedures and communicate more effectively.

The Human Services Training Advisory Council and the Julalikari Council Aboriginal Corporation in Tennant Creek developed a WELL Program to train Community Service Workers by incorporating language, literacy and numeracy into the Certificate III in Community Services Work. The training supports workplace activities in order to improve the completion of workplace tasks and to lead to an improved service delivery and career pathways for the course participants.

Australian Apprenticeships Mentoring Program (AAMP)

Program Description Who can apply?

Funding to support targeted mentoring to help Australian Apprentices successfully progress through their Apprenticeships. Mentoring may also involve support to the Australian Apprentices employers or supervisors to encourage a positive employment relationship and better support for Australian Apprentices. Support will target Australian Apprentices who may be in the first year of training and are most likely to benefit from additional support.

•Professionalassociations,industrybodies and Lead Organisations representing a consortium

•Employers

•Employment-relatedserviceproviderssuch as Australian Apprenticeships Centres.

Partnership arrangements are encouraged as they enable projects to be delivered by organisations which individually might not have all of the required expertise, but in partnership with another specialised organisation could meet the requirements to more effectively deliver projects under the program.

Australian Apprentices:

•inindustriesoroccupationswithcurrent or emerging skills need, particularly those employed in small to medium sized businesses

•whomayfaceadditionalbarriers to participation, including Australians of Indigenous background, those with a disability, those of mature-age, vulnerable youth, those living in regional and remote locations, men and women undertaking non-traditional occupations, the long-term unemployed, Australian School-based Apprentices, and those who may need additional support as they undertake their training.

ContributionCo-contribution of funding from applicants is encouraged to deliver projects but is not compulsory.

How to apply?If you are interested in applying visit the website at www.australianapprenticeships.gov.au/MentoringPackage/MentoringProgramHowToApply.asp You can also make contact via email [email protected] You can also phone 13 38 73 between 8.00 am to 6.00 pm, Monday to Friday.



AUSTRALIAN APPRENTICESHIPS MENTORING PROGRAM - Quick Reference Guide

The Australian Apprenticeships Mentoring Program (AAMP) is an Australian Government program that provides funding to support targeted mentoring to help Australian Apprentices successfully progress through their Apprenticeships. Mentoring may also involve support to the Australian Apprentices employers or supervisors to encourage a positive employment relationship and better support for Australian Apprentices. Support will target Australian Apprentices who may be in the first year of training and are most likely to benefit from additional support. The overarching aim of the AAMP is to help business address their current and future workforce development needs by increasing the retention rates of Australian Apprentices, particularly in the first 12 months of training, in order to improve completion rates and support the supply of skilled workers in sectors and occupations where there is a current or emerging skills need. AAMP forms part of the Australian Government Skills Connect initiative designed to link industry to funding for whole of workforce planning and development.

Available FundingThe program comprises approximately $80 million from 2011-12 to 2014-15.

A partnership with IndustryAAMP uses a partnership approach where it is expected that businesses will generally participate in industry-led projects, however, it is possible for business to apply for funding.Partnership arrangements are encouraged as they enable projects to be delivered by organisations which individually might not have all of the required expertise, but in partnership with another specialised organisation could meet the requirements to more effectively deliver Projects under the program. Partnership can mean a financial partnership or a network of organisations supporting or participating in the project, including employers receiving mentoring support for their apprentices. Co-contribution of funding from applicants is encouraged to deliver projects but is not compulsory.

Who can apply?Organisations eligible to apply for funding include: • Professionalassociations,industrybodiesandLead

Organisations representing a consortium, Employers• Employment-relatedserviceproviderssuchasAustralian

Apprenticeships Centres

Proposals involving a partnership must nominate a Lead Organisation to apply. Lead Organisations must be an incorporated entity e.g. a company or incorporated association, with Australian Business Number or Australian Company Number. Only Lead Organisations can submit applications, and only Lead Organisations can receive funding directly under a Funding Agreement.

Who can benefit?Australian Apprentices are eligible to receive mentoring support. Australian Apprentices are defined as a person employed under a Training Contract. In some states and territories, Australian Apprentices may be referred to as apprentices, trainees or trainee apprentices. The AAMP is targeted at Australian Apprentices:• inindustriesoroccupationswithcurrentoremergingskills

need, particularly those employed in small to medium sized businesses

• whomayfaceadditionalbarrierstoparticipation,includingAustralians of Indigenous background, those with a disability, those of mature-age, vulnerable youth, those living in regional and remote locations, men and women undertaking non-traditional occupations, the long-term unemployed, Australian School-based Apprentices, and those impacted by structural adjustment and may need additional support as they undertake their training.

Australian Apprentices involved in this program must also be either:• anAustralianCitizen• aforeignnationalwithpermanentresidencystatus• aNewZealandpassportholderwhohasresidedinAustralia

for at least six months• aforeignnationalwithaTradeSkillsTrainingVisa(subclass

471).


What will be delivered?The program will fund targeted mentoring and may also provide support for employers and supervisors to encourage a positive employment relationship and better support for Australian Apprentices.

How to applyApplications are submitted using an application form available from the Australian Apprenticeships Mentoring Program website www.australianapprenticeships.gov.au/MentoringPackage/MentoringProgramHowToApply.asp). Applications for funding can be submitted to the Department at any time. Early applications are encouraged to ensure availability of funding.

Where can I find out more?If you are interested in applying visit the website at www.australianapprenticeships.gov.au/MentoringPackage/MentoringProgramHowToApply.asp. You can also email [email protected], visit (www.skillsconnect.gov.au).You can also make contact via email [email protected]. You can also phone 13 38 73 between 8.00 am to 6.00 pm, Monday to Friday.


Australian Apprenticeships Mentoring Program Case Study

Providing Mentoring to Community Services and Health Industry School Based TraineesCommunity Services and Health Industry School-Based Trainees in the NSW North Coast region are about to receive the benefits of mentoring with the roll of the Careers That Care program. Youth Futures Alliance has successfully secured funding to provide mentoring to 100 School-Based Trainees across a range of traineeships. Funding was successfully sort from the Department of Industry, Innovation, Science, Research and Tertiary Education as part of the Australian Apprenticeships Mentoring Package.

Careers That Care is an example of a successful collaboration between Industry, schools and community organisations. Youth Futures Alliance is a partnership of three Not For Profit Community Organisations spanning NSW North Coast Region. Connect Northern Rivers, Youth Directions and Mid Coast Connect who all run highly successful programs within the school sector and have significant experience working with School-Based Trainees and Apprentices.

The programs mentoring model is based on Australian Youth Mentoring Benchmarks and feedback from focus groups conducted with current School-Based Trainees. The model includes:

• Monthlystructuredfacetofacementoringsessions • UseoftechnologysuchasSkypeandSocialNetworking

for additional contact and peer mentoring • Supporttoemployers • Flexible,individualmentoringsessions • Evaluationtoolsmeasuringmentoringrelationship,

workplace performance, educational engagement and mentee development

• Projectsustainabilityplan

Additional program partners include Community Services and Health Industry Skills Council, local Industry, TAFE North Coast Institute, Department of Education and Communities, Catholic Education and other supporting organisations such as Youth Connections providers. Project partner roles include project governance, recruitment of mentors and referral of mentees.


Investing in Experience (IIE)

Program Description Who can apply? Eligibility

Grants of up to $4,400 are available to employers to assist with the costs of employees completing a skills assessment or Recognition of Prior Learning by a Registered Training Organisation

to complete a qualification (Certificate III to Advanced Diploma) or an approved Skill Set.

•Employersfromallemployment sectors, including local, State and Territory Governments.

•Smallbusinessowners,including sole traders, operating in Australia who are themselves mature age workers.

All industry sectors are eligible.

•Mature age worker 50 years of age or older

•Employedforfinancialremuneration for 14 hours

or, in the case of small businesses, self employed

•Australiancitizen(orpermanent resident or humanitarian refugee)

•wishingtoobtainformalqualifications and wanting to have experience recognised.

Funds are paid to employers in two instalments:

•$3,300 (includes GST) is paid to the employer upon completion of a skills assessment or Recognition of Prior Learning process conducted by a Registered Training Organisation

•$1,100 (includes GST) is paid to the employer upon completion of any identified gap training.

How to apply?

For more information about the program, including eligibility rules, see www.skillsconnect.gov.au. You can also make contact via email [email protected] can also phone 13 38 73 between 8.00 am to 6.00 pm, Monday to Friday.


INVESTING IN EXPERIENCE - SKILLS RECOGNITION & TRAINING - Quick Reference Guide

The Investing in Experience-Skills Recognition & Training (IIE-SRT) is an Australian Government program that helps mature age workers (aged 50 years and over) to gain nationally recognised qualifications. It is designed to provide an opportunity for mature age workers to have their current capabilities recognised and to receive training to fill any knowledge or skills gaps so that they can obtain a nationally recognised qualification at the Certificate III to Advanced Diploma level.

IIE-SRT replaces the More Help for Mature Age Workers program which ended on 30 June 2012. IIE-SRT forms part of the Australian Government Skills Connect initiative designed to link industry to funding for whole of workforce planning and development.

Available FundingIIE-SRT will provide $20 million from 2012-14 to support up to 5,000 mature age workers. Grants of up to $4,400 (includes GST) are available to employers. The grants are to assist with the costs of employees completing a skills assessment by a Registered Training Organisation and achieving formal recognition. Funds are paid in two instalments. • $3,300(includesGST)ispaidtotheemployerupon

completion of a skills assessment or Recognition of Prior Learning process conducted by a Registered Training Organisation

• $1,100(includesGST)ispaidtotheemployeruponcompletion of any identified gap training.

Where mature age workers already have formal qualifications at the Certificate III or above level, they may be eligible to receive funding to complete an approved Skill Set from within a Nationally Endorsed Training Package.

A partnership with IndustryThe Government recognises that mature age workers bring an enormous amount of knowledge and skill to the workplace. It understands that the lack of formal qualification can lead to

early retirement and career limitations. The funding is a fixed grant per employee. Any funding not spent on training can be used to assist employers with administrative costs, employee ‘down time’fortheassessment/training,licencesortickets.Participatingbusinesses will incur any expense over the grant.

Who can apply?Those who can apply are• Employersfromallemploymentsectors,whoemploymature

age workers, aged 50 years and over, under an Award or Certified Agreement

• Smallbusinessowners,includingsoletraders,operatinginAustralia who are themselves mature age workers

• StateandTerritoryGovernments,theorganisationstheyestablish and local governing bodies that meet the eligibility criteria

All industry sectors are eligible.

Who can receive training?Those who can receive training are mature age workers (50 years or over) who:• haveworkedinthesamefieldformanyyearsandhave

developed considerable knowledge and skills but have never gained formal qualifications in that field or

• haveoutdated,inadequateorirrelevantqualificationsandneed to obtain new qualifications to remain in their job or transition to new work or

• duetoaninjuryorotherissue,arenolongerabletodothejob that they used to do and need to transition to a new role for which they don’t have the right qualifications or

• areonlyabletoundertakepartoftheirjobbecausetheydonot have the required qualification to do the other aspects of the role.

Eligible employee requirements include all of the following: • matureageworker50yearsofageorolder• employedforfinancialremunerationfor14hoursormoreper

week under an Australian Award or Certified Agreement (or, in the case of small businesses, self employed)

• beanAustraliancitizen(orpermanentresidentorhumanitarian refugee)

• wishingtoobtainformalqualificationsrelevanttotheircurrentor future employment

• wantingtohavetheirpreviousindustryexperienceformallyrecognised.

27CS&HISC Workforce Development Kit

What training will be delivered? The funding for training is to cover a skills assessment and any gap training identified through that assessment that is required to complete the qualification. Training must be for nationally recognised qualifications at Certificate III to Advanced Diploma and Skills Sets from within Nationally Endorsed Training Packages. In the case of mature age workers who already have a qualification at the Certificate III to Advanced Diploma level, the Department may approve training in an approved Skill Set from within a Nationally Endorsed Training Package. This will occur only if it is entirely relevant to the mature age worker’s current or future employment and improves the mature age worker’s employability.

How to applyInformation on how to apply can be found at the IIESRT website (www.innovation.gov.au/TertiaryEducation/skills/IIESRT/Pages/Apply.aspx)

Remember to include all required supporting documentation when submitting your application.

Where can I find out more? For more information about the program, including eligibility rules, see the IIE-SRT Program Guidelines (www.innovation.gov.au/iiesrt).

You can also make contact via email [email protected]. You can also phone 13 38 73 between 8.00 am to 6.00 pm, Monday to Friday.


Bringing it all together - A collaborative Workforce Development Model

In 2011, a group of employers in the Mid North Coast of New South Wales created a workforce development program with the aim of increasing the supply of work-ready applicants with the right skills, knowledge, attitudes and behaviours necessary to secure employment in the Aged Care industry. The ‘Bringing It All Together’ project demonstrates how collaborative workplace based programs can deliver workforce development outcomes for employers, employees and job seekers.

The program includes a series of workforce participation tools, a preparatory program for jobseekers which introduces and attracts new entrants to the Aged Care sector, and ongoing career development opportunities for existing workers.‘Bringing it all Together’ developed an Industry-led Workforce Development Model for the local Aged Care industry. The model itself is ‘transferable’, and provides the guidance for skill building and career advancement opportunities in any industry. This project was based on a collaborative process and a multidisciplinary team, which included a funded coordinator. Using a systems approach, the team analysed the conditions that hadprecipitatedthecurrentsystem,thecost/benefitsofchangingversus not changing, and created a shared vision of the final goal.

Once the team defined the parameters of the project, an Industry Reference Group was established and tasks were assigned, including the review of numerous internal documents, policies, and procedures along with anecdotal research on how other organisations have approached this issue.

Key areas were identified including attraction, selection, recruitment and retention, training, promotional practices, and present and future staff needs.

During the project, 11 employers created a partnership with NSW State Training Services, two Job Services providers, two Apprenticeship Centres, one Registered Training Organisation CS&HISC:

• Approximately500jobseekersattendedinformationsessionsand participated in the project ‘filter’ process

• Approximately 100 jobseekers participated in a 4 x week unpaid pre-vocational program

• Approximately50ofthesejobseekerswhereplacedintotraineeships and are currently undergoing training. Currently the retention is 100%

•688existingstaffarebeingskilledundertheNationalWorkforce Development Program.

The outcomes of this project include:• Anindepthunderstandingoftheregion’sagedcare

workforce issues and a regional workforce plan owned by the aged care providers

• A‘supplychain’forappropriatelyselectedandtrainedemployees for the local aged care industry, which includes partnerships between local Jobs Services providers as well as a developing VET in Schools program

• Careerprogressionandopportunitiesfordevelopmentforaged care staff in the region

• Goodworkingpartnershipswithresponsiveemployment,education and training providers in the region

• WorkforceParticipationTools:DedicatedAgedCareCareerInformation Page, industry posters and guides.


WorkforceAttract Select

Recruit Train

Employ Retain Tools

Participation

The role of the funded Coordinator was fundamental in ‘Bringing it All Together’. Now that the links are made and the partnerships formed, the program is continuing without this support.

The ‘Bringing it all Together’ workforce development model will help ensure a well-trained, more highly skilled workforce that is flexible, more adaptable, and generally better equipped to handle the complex work environment faced by today’s environmental health professionals. Staff will now also have more opportunities for career pathways and chance, for advancement.

The strategy proposed in this project is the essential first step, which will provide subsequent steps in building a complete workforce development program for those involved.

The tools developed from this project, will not only allow good practice to continue, but to be shared in many other regions throughout Australia.

Bringing it all together


How experienced is the RTO? Y/N Comments

Has the RTO provided training in your industry before?

Can the RTO help you to identify and address your workforce development needs you have identified?

Can they provide the contacts of other organisations they have worked with as references. Ask if you are able to speak to them.

Ask who will be delivering the training. Do all the trainers and assessors for the course have the current industry knowledge, experience and appropriate qualifications? Can they provide details of their experience (ask to read their CVs check their references etc)? Ask to speak to them.

How flexible is the RTO? Y/N Comments

Is the RTO flexible about providing training and assessment where and when you need it, e.g. on site, off site, before or after hours?

Can the RTO provide training in a way which suits your business and individual staff needs - e.g. on the job, web-based, and can they provide language, literacyand/ornumeracysupportifrequired?

Does the RTO use existing training and assessment materials or are they tailor made to your business needs?

Can the RTO assess your staff’s prior learning and experience?

Registered Training Organisation Checklist

Remember you have a choice about who you use. You can use this checklist to select a Registered Training Organisation (RTO) to meet your needs.

Will the RTO work with the relevant staff from your enterprise in designing the workforce development program? Can your staff provide some of the training in partnership?

Will the RTO coordinate additional, specialist training requirements that they are unable to provide themselves?

How much will it cost? Y/N Comments

What are the costs and breakdown, is it easy to understand?

Is the RTO quoting a cost per trainee, or cost per units of training each individual requires? How is the assessment of prior learning costed?

Is the course provider willing to have a contract with you clearly stating their responsibilites and yours, and a key contact person?

Can the RTO explain how their services will benefit your business and provide an analysis of the Return on Investment (ROI)?

Is the RTO committed to a long term partnership with your business, how is this demonstrated and what ongoing support will they provide? Will they work with you to evaluate the training?

Will your staff gain a nationally recognised qualification at the end of the training (if this is your objective)?

Will the RTO provide records of staff training participation and assessment?



Useful websitesGeneral

ACT Government www.act.gov.au

Australian Government - Health Services www.australia.gov.au/topics/health-and-safety/health-services

Centrelink www.centrelink.gov.au

Community Services and Health Industry Skills Council www.cshisc.com.au

Community Services and Health ITAB www.csh-itab.com.au

Community Services, Health & Education Training Council www.csheitc.org.au

Health and Community Services Workforce Council www.workforce.org.au

Human Resources Training Advisory Council www.hstac.com.au

Regional Education, Skills and Jobs Coordinators (RESJs) www.deewr.gov.au/employment/programs/RESJ/Pages/default.aspx

SA Health & Community Services Skills Board www.sahcssb.com.au

Skills Connect www.skillsconnect.gov.au

Skills Tasmania www.skills.tas.gov.au

Jobs Services Providers

Job Network www.jobsearch.gov.au/default.aspx

Jobs Services Australia www.deewr.gov.au/employment/jsa/employmentservices/pages/serviceproviders.aspx

Government

Centrelink www.centrelink.gov.au

Department of Education, Employment and Workplace Relations www.deewr.gov.au

Department of Families, Housing, Community Services and Indigenous Affairs

www.fahcsia.gov.au

Department of Health and Ageing www.health.gov.au

Training.gov.au www.training.gov.au

PEAK BODIES

Ambulance

Ambulance Services Australia www.ambulanceaustralia.com

St John Ambulance Australia www.ambulance.net.au

Children’s Services

Australian Children’s Education & Care Quality Authority (ACECQA) www.acecqa.gov.au

Community Child Care Cooperative www.ccccnsw.org.au

Early Childhood Australia www.earlychildhoodaustralia.org.au

Family Day Care Australia www.familydaycare.com.au

Network of Outside School Hours Services Australia www.netoosh.org.au/noshsa

Dental

Australian Dental Association www.ada.org.au

Australian Dental Council www.dentalcouncil.net.au

Australian Dental and Oral Health Therapists’ Association www.adohta.net.au

Nursing and Aged Care

Aged and Community Services Association wwww.agedservices.asn.au

Australian Nursing Federation www.anf.org.au

Leading Aged Services Australia www.agedservices.asn.au

Rural and Remote Health

Services for Australian Rural and Remote Allied Health www.sarrah.org.au/site/index.cfm

Aboriginal and/or Torres Strait Islander Health

Aboriginal Health and Medical Research Council of NSW www.ahmrc.org.au

National Aboriginal Community Controlled Health Organisation www.naccho.org.au

Queensland Aboriginal and Islander Health Council www.qaihc.com.au

Victorian Aboriginal Community Controlled Health Organisation Inc. www.vaccho.org.au

Allied Health

Allied Health Professions Australia www.ahpa.com.au

Disability

National Disability Services www.nds.org.au

Community Services

Australian Council of Social Service www.acoss.org.au

Mental Health

Community Mental Health Australia www.cmha.org.au

Mental Health Council of Australia www.mhca.org.au

Workforce Planning Tools

Workforce Blueprint www.workforeceplanningtools.com.au

Workforce Planning Australia www.workforceplanning.com.au

Innovation and Business Skills Australia www.ibsa.org.au

www.cshisc.com.au

/cshisc

Contact us on: t (02) 8226 6600 f (02) 8226 6601PO Box H61, Australia Square 1215

cshisc workforce development kit

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