National Training Framework and Workforce Development. Tami Casey Workforce Development Officer NSW Community Services and Health ITAB

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National Training Framework

and Workforce Development

Tami Casey

Workforce Development Officer

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Today’s focus

What is the National Training

Framework?

How does it fit with workforce

development?

What does it mean for

Home and Community

Care?

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Who is the CSH ITAB ?

Independent, not for profit, incorporated association responsive to over 70

industry sectors

Overseen by a tripartite Board of 18 directors from Peak, Employer and Union organisations

Principal advisor to NSW government & industry regarding VET & workforce

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NSW COMMUNITY SERVICES AND HEALTH INDUSTRY TRAINING ADVISORY BODY

Members

ITAB

Administrative

Officers Project Consultants Industry

Reference Groups Executive Director

Susan Scowcroft

ITAB Board

Employer, Peak and Union Representatives

Workforce Development Officer

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Quick overview of what we do

 Workforce profiling

 Support for organisations – how to use the national framework

 Traineeships

 Vet in Schools opportunities

 RTO support and professional development

 Assessor networks

 Advice to government on skills shortages, training needs, changing job roles

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Industry overview

• Community Services and Health

employs over 10% of the workforce

It is the fastest growing workforce in

Australia with a growth rate of 3%/year

• 46% of workers are over 45 (9% above

all industry average)

87% female workforce

• 52% part time workforce

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Industry overview

The skill mix in Community Services and Health is:

Higher Education Vocational Qualification No qualification 25.4% 38.5% 36.1%

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0 50 100 150 200 250 300 350 400 450 2000 2007 Managers and Administrators 115% Professionals 17% Associate Professionals 55% Service Workers 37%

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The challenge…

For the future workforce is

• not only an increase in numbers

But also …..

• the realignment in roles and

functions

to support quality service

delivery

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The National Training Framework

1. Identifies nationally

recognised skills for job roles

Training Packages, qualifications, skills sets, units of competency

2. Is competency based to support on the job training and assessment

The skills, knowledge and attitudes required for the job role to the standard expected in employment

3. Enables a variety of pathways to recognise competence

4. Encourages consistency and quality with the flexibility to be

customised to meet organisational needs

Classroom, workplace, recognition, on-line, traineeship

The Australian Quality Training Framework (AQTF) is a set of standards which consistent, high-quality training and assessment services

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Who uses the National Training

Framework?

Vocational Education and Training

(VET) sector provides:

• the education and training that focuses

on providing skills for work

• an industry-focused and flexible

approach

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HIGHER EDUCATION Includes: Doctorate Masters Graduate Certificate Graduate Diploma Bachelor SECONDARY SCHOOLS Senior Secondary Certificate of Education VET

Vocational Education and Training

Advanced Diploma AQF6

Certificate I AQF1 Certificate II AQF2

Certificate III AQF3 Certificate IV AQF4

Vocational Graduate Diploma Vocational Graduate Certificate

Diploma AQF5

VET

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Being

competent

means

Knowing how to do a job Dealing with every day problems Understanding policy and procedures Understanding why it should be done this way Being able to apply skills consistently Fitting in with others in the workplace Being able to transfer skills to different situations Being able to do different tasks at the same time

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Using the National Training Framework

Identify capabilities needed for job roles and/or job responsibilities: Knowledge,

Skills, Attitudes (personal attributes)

Identify matching qualification pathways and learning, assessment and recognition models

So that you can create a systematic and

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Workforce development

This includes a wide range of activities,

policies and strategies to manage and

skill a workforce such as:

Recruitment and selection

Orientation and induction

Recognition of existing skills

Supporting internal transfer

Learning and development

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 Induction processes • Job roles  Interagency co-operation/staff exchanges/mobility • Multiple career pathways

 Targeted skills needs

 Service quality

• Staff retention

 Recruitment

strategies

• Management

practices and policies

 Succession planning

• Recognition of prior learning

Impact of VET on

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How is this relevant to HACC?

New national qualifications from the

CHC08 Community Services Training

Package:

CHC30308 Certificate III in Home and Community Care

CHC40208 Certificate IV in Home and Community Care

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Career Opportunity Tree Certificate III Aged Care Cert IV Aged Care Cert IV Disability Cert IV Leisure & Health Cert IV Employment Services Diploma Disability Diploma Community Services Coordination Certificate III Employment Services Advanced Diploma Disability Diploma Employment Services Advanced Diploma Community Sector Management Certificate III Disability Diploma Leisure & Health Cert IV Home and Community Care Certificate III Home and Community Care

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Skill sets

Single unit or combinations of units of

competency which link to a licence,

regulatory requirement or defined industry

need

Designed to:

– build on a relevant qualification not to replace qualifications

– enable candidate to broaden their skill base in relation to services they provide

– Enable candidate to move laterally into work areas addressed by the skill set

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Individual Client Support Skills Sets

There are 22 skill sets in this category

including:

Basic foot care

Dementia support

Disability work

High support and complex needs

Leisure and recreation

Medication assistance

Mental health

Palliative approach

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Making it work

• Partnership with a Registered Training Organisation (RTO)

• Embed learning, skills development and recognition into everyday work

• Link induction, orientation & staff performance appraisals to allow completion of Statements of Attainment

• Encourage skills recognition for experienced staff & volunteers

• Utilise traineeship pathways for new and existing staff

• Support VET in Schools pathways in your community

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Key challenges

• Regional and rural workforce to meet training needs

• Supporting employers to fund training needs of staff

• Responding to changing job roles and advances in the sector with appropriate training

• Consistency of delivery of training and assessment across the industry sectors

• Developing innovative and rigorous recognition processes to support existing workers

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Key challenges

Supporting RTOs

to deliver training and

assessment that:

Meets the learner’s needs

Is delivered successfully in either on the job or off the job

Is appropriate to the indigenous workforce

Responds to the cultural and language diversity of the workforce

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