August 2016 Newsletter

ASQA Audit

In May 2016 ASQA completed our post initial audit as well as an audit to increase our training scope in response to our request to change our registration to add Certificate III Horticulture. We were successful in adding horticulture to our scope as part of our post initial audit and accordingly Cert III Horticultural has been added to our scope (please refer to training.gov.au website).

New Training Package for Warehousing Operations was released

In February 2016 the TLI Transport and Logistics Training Package Release 2.0 for Warehousing Operations was released and can be found on the training,gov.au website, this was in line with the new standards. Changes were made to the Warehousing Operations courses which included adding a Chain of Responsibility core unit to the Certificate II, III and IV certificates. As a result the new courses are as follows:
TLI11215
TLI21616
TLI31616

Trainees doing the previous TLI31610 Certificate III in Warehousing Operations will complete their course before the March 2017 deadline.

Certificate III Horticulture has been added to our scope

We are happy to advise that we are now able to offer Certificate III in Horticulture AHC30716 training. This has been developed in consultation with our industry reference group to meet the needs of our clients.
This course is designed to lay the foundations for a career in horticulture by giving person knowledge in
essential horticultural practices and principles. They will gain practical skills in plant propagation, growth and care, weed control, soil improvement for both garden and turf as well as the ability to adapt to changing situations.
It is also a preparation for more specialised responsibilities and skill sets within the horticultural industry.

Future availability of training

We are currently developing FSK10113 Certificate I in Access to Vocational Pathways so hopefully we will be able to offer this training in the not too distant future to assist people that have problems with learning, literacy and numeracy skills to enable them to have better job outcomes.

As result of the above Cert I Access to Vocational Pathways training we will also be going through a disabilities service standard audit. This is to support our application to become an NDIS service provider. This will then allow us to provide language, literacy and numeracy skills training as part of a person’s living skills NDIS funding.

We have recognised a gap in the skills of disability support worker in the sector. In an attempt to fill this gap we are planning to add Community Services training to our scope. We plan to offer electives in disabilities, AOD and mental health non clinical.

March 2016 Newsletter

What a busy year 2015 was. We have seen a raft of changes for registered Training Organisations (RTO). New standards were introduced as well as tighter regulations to ensure the very best training is offered to students not just in NSW but nationally.

We also saw 50 people graduate with a Certificate III Warehousing Operations. It was a real joy to be part of their journey over the last two years. To watch them blossom and grow in both their skill levels as well as their self confidence.

We enrolled almost 50 participants from RichmondPRA in June 2015 and we are well into the training utilising new training and assessment documentation that has been developed as part of our consultation with both industry and participants to our training.

Graduation Ceremonies in 2015

During 2015 we saw our Certificate III in Warehousing Operations participants graduate at four sites. HWNS Minchinbury had 10, DSA Seven Hills had 11 as well as 17 at DSA Condell Park and 12 at IDF St George.  It was a pleasure to watch the change in these people over the two years. They certainly achieved a great deal not only in self confidence but also the ability to improve their work skills.

We wish them all the best and hope that they continue to build on these skills.

Image 1 image 2 image 3 image 4

 

Unique Student Identifier

The Student Identifiers Act 2014 was passed and its implementation of the Unique Student Identifier (USI) became effective 1 January 2015.

All our participants to the training have provided their unique student identifier (USI)  which will enable them to track all the vocational training that they do regardless of which training provider they use be it TAFE or a private training organisation into a single transcript. This also means that their training records will not be lost as the USI will stay with them for life.

The benefits  for training providers is that it will enable students to provide them with access to an online authenticated record of training that the student has attained.  It will also enable the streamlining of processes in terms of enrolment, assessment of course prerequisite if required, credit transfer and assist in determining the eligibility for funding assistance.

More information on the USI can be found at http://www.industry.gov.au/skills/regulationreformsandinitiatives/uniquestudentidentifierforvet

New Training Package for Warehousing Operations was released

In February 2016 the TLI Transport and Logistics Training Package Release 2.0 for Warehousing Operations was released and can be found on the training,gov.au website, this was in line with the new standards.  Minor changes were made to the Warehousing Operations courses which included adding a Chain of Responsibility core unit to the Certificate II, III and IV certificates.

New Certificate being added to our scope

Certificate III in Horticulture AHC30710 has been developed and we expect to have this on scope before the end of May 2016. We have had many enquiries in regards to providing this course and are happy that we will be able to offer this training in 2016.

We will also be developing the following courses so hopefully we will be able to offer this training in the not too distant future :

  • Certificate III in Hospitality SIT30616;
  • Certificate IV in Disability CHC43115; and
  • Certificate IV in Mental Health CHC43315

Some organisations employ staff with a disability, accordingly we are looking at meeting the needs of the support workers training due to increased staff requirements as a result of the introduction of the NDIS.

LLN Robot

Academy of Workplace Learning has purchased a 12 month license to use the LLN Robot to assist in ascertaining the learning levels for participants wanting to do our training. Currently we used the enrolment form to assist us in this process by getting the trainees to complete a section on their goals. Although effective, the LLN robot will be a better guide as it also gives us resources to help the trainees if their LLN levels are not sufficient in all the required areas.

 

October 2014 Newsletter

The Industry Skills Council released a report in April entitled NO MORE EXCUSES, An Industry Response to the Language, Literacy and Numeracy Challenge. This report covers the literacy and numeracy skills of Australian workers across the country. It was found that 2 million Australians of working age are classified in the lowest literacy category. More than 7 million Australian adults are likely to experience difficulty with reading skills and nearly 8 million Australian adults are likely to experience difficulties with numeracy skills.

On their DVD entitled ‘Literacy is Everyone’s Business’ The Community Services & Health Industry Skills Council discusses a recent survey that shows that most Australians have language, literacy and numeracy (LLN) difficulties. This DVD quotes that 46% of working age Australians have difficulties with reading skills, 53% have difficulties with numeracy. That is approximately half of all working age Australians struggling with LLN issues. These figures are complicated by the fact that 1 in every 4 Australians come from another country with non-English speaking backgrounds (National Ethnic Disability Alliance estimate). Naturally these statistics show an amazing gap in the LLN problems in the workplace. These difficulties produce insecurities in staff and can lead to lower productivity and high staff turnover.

The DVD highlights this with an example of an organisation that introduced a LLN program and achieved a 40% decrease in staff turnover and a $150,000 increase in savings. This lead to staff being happier and more motivated. Another trial used the Australian Core Skills (ACS) framework for writing, oral communication, numeracy and reading to assess the LLN training on various participants. This trial showed a 38% increase in communication core skills and a 64% increase in learning core skills after completing the ACS framework. These new skills have the flow on effect of staff being more skilled at passing on information to their fellow workers. This would substantially decrease the need for “on the job” training time and increase an organisations talent pool. Better communication can also create a safer working environment.

I personally work in the Transport and Logistics training sector. Academy of Workplace Learning provides traineeships to people living with a disability. The figures reported by the Industry Skills Council for able bodied workers are staggering. At a first glance they look comparable to the figures in the disability sector. Unfortunately LLN issues are a hidden problem in disabilities as much as the able bodied community. Our training participants are mature aged workers who have learnt over the years to compensate for their poor LLN skills. The basis of our Transport and Logistics training is built upon the fundamentals of workplace documentation. As we progress into the traineeships, much of the practical work is based on understanding and completing documents including invoices, delivery dockets and job cards. This is when the LLN issues of individuals are revealed .

We have learnt how to coach people through their LLN issues and we have appointed peer supports in classrooms. This has been very successful as we have been able to assist 250 trainees complete their certificates. People who began our training can be very nervous and insecure, but soon learn that they would be supported and assisted in developing their LLN skills. Over the 1 ½ to 2-year traineeships, our students have gained the confidence to be able function at a reasonable level of LLN skills with many outgrowing the need for peer support upon completion of the traineeships. Some of these people have since become confident enough to enter open employment and large majority of these trainees have progressed in their careers.

 

September 2014 Newsletter

In June the Student Identifiers Act 2014 was passed and its implementation of the Unique Student Identifier (USI) becomes effective 1 January 2015.

What this means to students is that they will now have a unique student identifier (USI) that they will be able to track all the vocational training that they do regardless of which training provider they use be it TAFE or a private training organisation into a single transcript. This also means that their training records will not be lost as the USI will stay with them for life.

The benefits for training providers is that it will enable students to provide them with access to an online authenticated record of training that the student has attained. It will also enable the streamlining of processes in terms of enrolment, assessment of course prerequisite if required, credit transfer and assist in determining the eligibility for funding assistance.

As a registered training organisation we are able to seek the USI on behalf of our students once we have their permission. We will be contacting our students over the coming weeks to assist them in this process by obtaining permission from each person to apply for their unique student identifier (USI).

Once the USI has been provided this information will be given to the student for their records and entered into our student management system.

More information on the USI can be found at The Australian Government Department of Industry

Australian Government Reforms for Vocational Education Training (VET)

At the recent National VET conference held 11 September 2014 the Minister for Industry, The Hon Ian MacFarlane MP announced some sweeping changes to the Vocational Education Training (VET) sector.

The Australian Government is introducing a package of reforms to elevate trades and vocational education to the centre of Australia’s economy and put the focus squarely on ensuring Australian workers are highly skilled and job-ready.

These reforms include:

  • Introducing a new Australian Apprenticeship Support Network to replace the existing apprenticeship centre model. An investment of around $200 million per annum will be made to this network to ensure that it will be a smarter and outcome-driven way of apprenticeship training with a focus on providing the skills industry needs. The new apprenticeship network will be announced in early 2015 after a competitive tender process has been completed.
  • The new apprenticeship network will be announced in early 2015 after a competitive tender process has been completed.

Changes to how ASQA will operate as follows:

  • Will get rid of the excessive red tape for high-performing training providers and let them get on with what it is that they do best – delivering the highest caliber training that meets industry and the economy’s needs.
  • ASQA will be able to take regulatory action against an RTO using a broker, if the broker is breaching the standards that RTO’s operate under.
  • ASQA is now automatically updating training providers’ scope of registration to include any new, equivalent version of a training product they are already registered to deliver.
  • ASQA has also removed the requirement for a financial viability assessment to be undertaken as part of the re-registration process for existing providers.
  • Under the reforms ASQA will be more proactive and provide better information to providers about what they need to do to be compliant.

 

Changes will be made to the development of training packages to ensure that the skills and training system are industry focused and industry led. At the end of the current contract period with the 12 Industry Skills Councils, the government is moving to a more contestable model for the development and maintenance of training packages and will offer the current ICS to tender under this new model along with new groups. The Minister for Industry will release a discussion paper shortly in regards to this issue.
Introduction of new standards for training providers from January will see providers required not only to engage with industry, but to demonstrate how industry has informed their training and assessment.

For more information regarding this announcement please see this speech from the Hon Ian Mcfarlane MP

May 2014 Newsletter

Recent

developments

after the Human Rights decision and federal budget & what the future implications MIGHT be for industry players

The push by the old Miscellaneous Workers Union now called the United Voice is for supported wage employees wage raises from approximately $10 per hour to $16.80. This is great in theory and we would all support better wages for supported wage employees. However reality may also say that what are the ongoing benefits of wage rises if the employers are forced to close down due to prohibitive costs. The wage rises are a reasonable aim, but it should be backed by additional investment in disability employment services. At a minimum, the anticipated savings from the DSP measures should be directed at strengthening the services

that are critical to enabling people on DSP to gain and sustain employment. Federal Disability Minister Mitch Fifield says he is “deeply concerned and disappointed about the decision of the Human Rights Commission” and that the Government is considering options that will ensure the ongoing employment of supported employees and the viability of Australian Disability Enterprises.

 

How could other businesses could best adjust to the possible changes?

The pundits in the sector suggest the move from the BSWAT may be safely transitioned, at this stage, by utilising the Greenacres wage assessment tool Skillmaster. A question to be pondered ‘is the move to wage assessments based on able-bodied person’s benchmarks discriminatory?’ It will be interesting to see the potential collision between the broadening of the potential pool of people to be assisted by the NDIS with these current tightening of the DSP requirements. Is this a backdoor method of reducing the NDIS costs?

 

Work for the Dole

It is great to see the expansion of the Work for the Dole Program. However, how many people with a disability are forced into the trap of Newstart allowance payments and then get suspended from payments for noncompliance issues.

 

Human rights commissioners

My antennas go up with the announcement in the Budget of a reduction in the number of Human Rights Commissioners by one. This is expected to occur in July 2014, when the Disability Discrimination Commissioner, Graeme Innes AM, completes his term. To cover the responsibilities, an existing commissioner will take on a dual appointment.

 

The need for accredited training for 50% of an ADE’s workforce

The current contract for ADE’s has a requirement for 50% of supported wage employees to have attained a national recognised qualification. Enquiries with the funding bodies for clarification of this requirement have found that this requirement is aspirational only. It makes one wonder how the NDIS will be structured in regards to this current contract aspirational requirement.

 

Academy of Workplace Learning meeting the needs of ADE’s

Having experience working in researching, designing and implementing nationally recognised qualifications for supported wage employees. Gaining this experience by providing traineeships for over 200 supported wage employees to organisations such as New Horizons, The Spastic Centre, St George Disabilities, Ozanam Industries, Centacare, DSA and  Eurella Packaging, Castlereagh Industries, Civic Industries, Multitask, Catholic Care, Thorndale Industries. We at the Academy of Workplace Learning feel confident in meeting the needs of ADE’s both currently and into the future.

In our designing and development of our training material we knew that the guys working in ADE’s had a history of bad experiences within the school system. So we very deliberately set out to make their learning experiences fun and stress free. You are more than welcome to contact us and we can forward positive data from our student feedback surveys that confirm that we have achieved this objective.

 

Current funding availability

In our search to assist ADE’s we have sourced some very generous funding that covers the cost of the training for our client organisations. This rather generous funding has enabled us to roll out approximately 70 traineeships in Transport and Logistics to organisations such as St George IDF, DSA Seven Hills and Condell Park sites and House With No Steps, Minchinbury site.

This funding currently till 2015 allows us to train your staff in a nationally recognised Certificate II in Transport and Logistics/Warehouse Operations. The beauty of this funding is that it allows us to train and mentor your trainees to ensure a positive outcome for themselves and their employer.

We would particularly like to assist in removing any barriers to learning opportunities, that may exist, in order to assist participants develop and make meaningful contributions in open employment if they are interested.

 

The Future

Academy of Workplace Learning is striving to meet the future needs of ADE’s in their training requirements. We are meeting with a few industry representatives to try and take the pulse of the sector and develop our scope of training to anticipate ADE’s future requirements. Currently we are considering Certificate  III & IV in Disabilities to help organisations achieve the NDIS staffing requirements of disability staff having a nationally recognised qualification. We are also researching and developing Certificate’s III & IV in Employment Services in response to the Federal Governments push towards jobs, jobs, jobs. To further assist supported wage employees we are putting together a Certificate II in Community Services.

We have quite a few ADE’s who have Green Teams and to assist these ADE’s we are currently adding a Certificate II in Horticulture to our scope.

We are endeavouring to plan towards providing a menu of training in anticipation of the training requirements that will be necessary under the NDIS. If we can support you’re organisation in planning and broadening our scope of training material. Please do not hesitate to contact us.

For further information on any of the above please use the online contact form.