Strategic Plan2016-18

Vision, Mission and Values

External Policy Drivers

• Future Skills WA• Strengthened competition• Qualification completions

Integrity

Respect

Exce

llenc

e

Enterprise

Risk Tolerant

Cul

ture

VisionTo be the leading training

provider in the region.

MissionTo skill people

through quality training.

We encourage training strategies and business

solutions that are innovative and responsive

We support innovation and

manage risk

Our workplace culture embraces

positive attitudes and behaviours and adapts

to change

We treat our colleagues, students and clients with respect and

recognise the importance of diversity

We deliver excellence in training and

customer service

We have a clear commitment to

ethical behaviour

Strategic Priorities

Occupational Priorities• Align training delivery to the State Priority Occupation List (SPOL).• Work with regional employers and the Australian Apprenticeship Support

Network to support apprenticeships and traineeships.• Invest in high-quality training facilities to meet industry-leading standards.• Ensure skills are adapted to keep pace with technology and innovation.Goal – Student completions in priority training

Youth• Address language, literacy and numeracy, and foundation skills needs of

young people.• Support student transition to higher education, training and employment.• Increase awareness through marketing, communication and partnerships.• Ensure there are appropriate pathways into training for the 15-17 year age

group.Goal – 15-25 age student completions

Under-Represented Groups• Engage with the Aboriginal community through the Aboriginal

Employment, Education and Training Committee.• Deliver essential foundation skills training.• Provide broad-based training opportunities to encourage participation.• Promote increased qualification completions.Goal – Student completions of under-represented groups

Ageing Population• Continue to emphasise training for health occupations.• Provide training for community and personal service workers.• Support older workers requiring upskilling and retraining.Goal – Student completions in health sciences and community services

Higher Qualifications• Manage articulation pathways through to higher-level VET qualifications

and university.• Increase higher-level qualification enrolments.• Upskill industry sectors influenced by non-market factors.• Manage VET FEE-HELP to assist students fund diploma-level qualifications.Goal – Student progression to higher qualifications

• Future Skills WA• Strengthened competition• Qualification completions

• Labour market demand• Industry partnerships• VET reform

• Outcomes for disadvantaged learners

• WACE/school reform

The institute’s strategic priorities align to the current and future training needs outlined in the State Training Plan 2015-2018

Katanning Campus9 Dore StreetKatanning WA 6317T: (08) 9821 6444F: (08) 9821 6443

Denmark CampusSth Coast Highway Denmark WA 6333T: (08) 9892 3222F: (08) 9892 3221

Mount Barker Campus1 Lowood RoadMount Barker WA 6324T: (08) 9851 3999F: (08) 9851 3998

Albany CampusPO Box 894, Albany WA 63315 Anson Road Albany WA 6330T: (08) 9892 8888F: (08) 9892 8898

Email: info@gsit.wa.edu.au Web: gsit.wa.edu.au Freecall 1800 675 781 RTO ID: 2056 ABN: 54 066 162 946

Review of Operating EnvironmentInternal and external factors impacting or likely to

impact on the operations and performance of Great Southern Institute of Technology.

Economy• Increased investment in agriculture reflects the restructuring

of WA economy.• Increased private investment in tourism and hospitality

infrastructure.• Seasonal factors for agriculture drive training demand.

Government Policy• Future Skills WA.• South West Native Title Settlement will influence Aboriginal

training priorities.• WACE Reform.• National Partnership Agreement on Skills Reform.

Competition and Financial Sustainability• Increased competition for public training dollars arising from

the Future Skills policy.• Whole-of-government efficiency dividends.• Expenditure savings through efficiencies in business process.

Labour Market Demand• Ageing population to generate demand for health, community

and personal services.• Changes to workforce participation patterns, in particular the

prospect of rising levels of unemployment.• Regional household incomes are 20% lower than state

average with an impact on training affordability.

Student Demand• Demographics influences training demand with outward

migration of young people and inward migration of >50s.• Cost of training impacts on participation given lower

household incomes.• Large proportion of students (17.4%) are from under-

represented groups.• Ageing workforce presenting future training demand.• Disproportionate number of people who have not completed

Year 12 or an equivalent VET qualification.

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