HR13: Workforce Development Policy

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1 Purpose This policy guides decision making in relation to recruitment and selection of staff for Jasmine Education Group. They are supported by, and linked to the company s Code of Practice, Staff Code of Conduct and Strategic Plan. Overview Jasmine Education Group aims to recruit and appoint staff who: a) Are appropriately experienced and qualified for the position they are employed for; b) Fit the organisational culture; and c) The organisation believes will enhance and contribute to its achievement of strategic directions and organisational objectives. Recruitment, selection and appointment of staff will comply with all legal requirements, and with relevant equal opportunity and human resource management principles, policies and guidelines adopted by Jasmine Education Group. Scope This policy applies to all permanent, contracted and temporary staff full time, part time and casual appointments. Background The National Skills Standard Council (NSSC) is responsible for determining the training and assessment competencies to be held by trainers and assessors in accordance with Standard 1.4a of the AQTF Essential Conditions and Standards for Initial and Continuing Registration and SNR 4.4 and 15.4 of the Standards for NVR Registered Training Organisations as set out below. Standards for NVR Registered Training Organisations of the VET Quality Framework SNR 4.4 / SNR 15.4 Training and assessment are delivered by trainers and assessors who: a) have the necessary training and assessment competencies determined by the National Quality Council or its successors; and b) have the relevant vocational competencies at least to the level being delivered or assessed, and c) can demonstrate current industry skills directly relevant to the training/ assessment being undertaken, and d) continue to develop their Vocational Education and Training (VET) knowledge and skills as well as their industry currency and trainer/ assessor competence. Authorised by CEO: Yasser Ibrahim Page 1 of 8

2 Transition period In December 2011, the NSSC endorsed a new Determination for Training and Assessment competencies to be held by Trainers and Assessors. The NSSC agreed to a transition period to 1 July 2013 to allow providers time to adopt a planned approach to ensuring all trainers and assessors meet the requirements of the NSSC determination. The NQC determination of 18 December 2009 will continue to apply during the transition period until 1 July During the transition period the following applies: Trainers must: i) hold the Certificate IV in Training and Assessment (TAA40104) from the Training and Assessment Training Package; or ii) iii) iv) be able to demonstrate equivalent competencies; or hold the Certificate IV in Assessment and Workplace Training from the superseded Training Package for Assessment and Workplace Training (BSZ98), or be able to demonstrate that prior to 23 November 2005 they had been assessed as holding equivalent competencies to the Certificate IV in Assessment and Workplace Training from the Training Package for Assessment and Workplace Training (BSZ98); or v) work under the direct supervision* of a person who has the competencies specified in (i) or (ii) or(iii) or (iv) above; and be able to demonstrate vocational competencies at least to the level of those being delivered. Assessors must: i) hold the following three competencies from the Training and Assessment Training Package (TAA04): ii) iii) iv) a) TAAASS401A Plan and organise assessment b) TAAASS402A Assess competence c) TAAASS404A Participate in assessment validation; or be able to demonstrate equivalent competencies to all three units of competency listed in (i); or hold the following competencies from the superseded Training Package for Assessment and Workplace Training (BSZ98): a) BSZ401A Plan assessment, b) BSZ402A Conduct assessment, and c) BSZ403A Review assessment; or be able to demonstrate that prior to 23 November 2005 they had been assessed as holding equivalent competencies to all three units of competency listed in (iii) above. From 1 July 2013 From 1 July 2013, the following will apply, as determined by The National Skills and Standards Council determined on 8 December 2011: Trainers must: i) hold the TAE40110 Certificate IV in Training and Assessment from the TAE10 Training and Assessment Training Package as a minimum qualification or be able to demonstrate equivalence of competencies; and Authorised by CEO: Yasser Ibrahim Page 2 of 8

3 ii) be able to demonstrate vocational competencies at least to the level being delivered and assessed; and iii) be able to demonstrate how they are continuing to develop their VET knowledge and skills as well as maintaining their industry currency and trainer/ assessor competence. Persons delivering training under the supervision of a trainer must: i) work under the supervision of a trainer with the TAE40110 Certificate IV in Training and Assessment or of a person who has demonstrated equivalence of competencies; and ii) hold the TAE10 Enterprise Trainer Skill Set or be able to demonstrate equivalence of competencies within two years of commencing to deliver training while under supervision; and iii) be able to demonstrate vocational competencies at least to the level being delivered and assessed as well as maintaining their industry currency. Notes: 1. Evidence used to demonstrate equivalence of competencies may include consideration of relevant past training, including consideration of superseded and pre-existing teaching qualifications, experience, and professional development. 2. Supervision is the provision of regular and ongoing guidance, direction and leadership from a person holding the TAE40110 Certificate IV in Training and Assessment or from a person who has demonstrated equivalent competencies. The supervising person monitors and is accountable for the training delivery. 3. Persons who are delivering training under the supervision of a person holding the TAE40110 Certificate IV in Training and Assessment, or a person who has demonstrated equivalent competencies at the date of this Determination (8 December 2011), must obtain the TAE10 Enterprise Trainer Skill Set or demonstrate equivalence of competencies on or before 1 July Assessors must: i) hold the TAE10 Assessor Skill Set or be able to demonstrate equivalence of competencies; and ii) be able to demonstrate vocational competencies at least to the level being assessed; and iii) be able to demonstrate how they are continuing to develop their VET knowledge and skills as well as maintaining their industry currency and assessor competence. Note: If a person does not have all the assessment competencies as defined in (i),(ii) and (iii) then one or more persons with the combined expertise in (i), (ii) and (iii) may work together to conduct the assessment Definitions Vocational competency Vocational competency is defined as broad industry knowledge and experience, usually combined with a relevant industry qualification. A person who has vocational competency will be familiar with the content of the vocation and will have relevant current experience in the industry. Vocational competency must be considered on an industry-by-industry basis and with reference to any guidance provided in the relevant Training Package or Accredited Course. Training Packages or Accredited Courses include advice specific to the industry related to the vocational competencies of trainers and assessors. This may include advice on relevant industry qualifications and Authorised by CEO: Yasser Ibrahim Page 3 of 8

4 experience required for training and assessing against the Training Package or Accredited Course. The Training Package or Accredited Course may also provide specific industry advice outlining what it sees as acceptable forms of evidence to demonstrate the maintenance of currency of vocational competency. Policy 1. Human Resource Management 1.1 Jasmine Education Group maintains comprehensive human resource management strategies in order to achieve a coherent approach to the management of staff and enhance organisational performance. 1.2 Jasmine Education Group has the following human resource functions and tools in place: 2. Recruitment a) Job Design All positions are structured in order to achieve maximum effectiveness from a person s skills and experience and to ensure job satisfaction and career opportunities for the staff member. b) Position Descriptions All positions have an approved position description which outlines, as a minimum, the role s purpose, key responsibilities, mandatory requirements, key selection criteria and desirable qualities. The position description is made available to all persons making an enquiry about a position and is a guide to be used during a person s employment. c) Induction All staff will be inducted into a new position through a structured, supportive induction process to ensure appropriate training on the requirements of the role is provided. d) Probationary Periods All appointments will include a probationary period of at least three (3) months and no more than six (6) months. This period is used as a time for both parties to decide if the position/candidate is suitable. A probationary review will occur at the end of the probationary period which will be used as a time for both employee and manager to reflect and provide feedback on the probationary period. If the employment is to continue after the probation, this session will also be used to create a staff development plan for the employee for the following year. e) Performance Management All staff are supported in their roles by a supervisor and/or manager who will regularly provide feedback and support to the staff member and provide management on performance issues where required. f) Performance Appraisals All staff have regular performance appraisals which are used as an opportunity for the organisation and the staff member to provide and receive feedback. g) Staff Feedback Mechanisms Staff are provided with formal and informal feedback mechanisms to provide input and comments on the organisation and their own position. Jasmine Education Group values all feedback received and uses it as a measure of organisational performance and an opportunity to improve. h) Professional Development All staff are expected to participate in regular professional development activities to enhance their professional experience and to contribute to the organisation s objectives. All staff are required to maintain a log of their professional development. Refer to the Professional Development Policy for more information. 2.1 Recruitment and selection processes will be conducted on the basis of fair and equitable treatment of all applicants. The processes will be consistent, transparent, professional and timely. All processes will be conducted so as to guard the confidentiality of applicants and preserve the integrity of the processes. Authorised by CEO: Yasser Ibrahim Page 4 of 8

5 2.2 Applications will be invited in open competition from a wide field of applicants, attracted through internal and/or external advertising or through industry networks and professional contacts. 2.3 Advertisements will be clear and transparent providing key selection criteria and mandatory requirements wherever possible. 3. Qualifications and Experience of Trainers and Assessors 3.1 Jasmine Education Group is committed to employing training and assessment staff who hold the current training and assessment qualifications and those deemed acceptable by the National Skills Standard Council, pursuant to the information contained in the Background of this policy. 3.2 Jasmine Education Group will ensure that all applicants who are considered for a trainer and/or assessor position hold the relevant qualifications and experience to deliver the qualifications, units of competency and/or courses that they are intended to deliver. All trainers and assessors shortlisted must show evidence in their application that they: a) Have the required training and assessment competencies as determined by the National Skills Standard Council or its successors; and b) Hold the relevant vocational competencies or demonstrated equivalence to the competencies at least to the level they deliver and/or assess; and c) Demonstrate current industry skills directly related to the training and assessment they undertake; and d) Continue to develop their Vocational Education and Training (VET) sector knowledge and skills as well as their industry and trainer/assessor competence. 3.3 From time to time the most suitable candidate for a training and/or assessment position may be an industry expert who does not have the matching current vocational qualification or the training and assessment qualifications. In this instance, Jasmine Education Group has appropriate mechanisms in place to ensure that supervision, of all training and assessment activities, occurs as per the related procedure. 4. Selection 4.1 A shortlist of applicants will be developed based on the merits of each application. This will take into consideration the applicant s qualifications, previous skills and experience, how the applicant addresses the key selection criteria and their suitability to the vacant role. Shortlisted applicants will, in most instances, be interviewed by a selection panel. 4.2 Interviews will be held with all shortlisted applicants to determine the suitability of the applicant to the role. All interviewees will receive a similar line of questioning and an accurate record of the interview will be maintained. 4.3 Applicants successful at the interview stage will be required to undergo reference checks with two (2) relevant professional referees. Reference checks aim to confirm the skills and experience outlined by the applicant in their application. A complete and accurate record of each reference check is kept. 5. Appointment 5.1 Outstanding individuals may be appointed to positions by invitation and without advertisement where it is in the interests of Jasmine Education Group and it contributes to the organisation s strategic direction. 5.2 Letters of offer will be provided to all successful applicants once a verbal offer has been accepted. Authorised by CEO: Yasser Ibrahim Page 5 of 8

6 5.3 A written offer acceptance will be required from each new staff member prior to the commencement of employment. 5.4 Where a candidate is selected for training and/or assessment position who does not hold the relevant training or assessment qualifications, the offer of employment will be conditional on the person completing the appropriate qualification within a specified timeframe. 5.5 Where a candidate is selected for a training and/or assessment position who does not hold the relevant vocational qualifications, the offer of employment will be conditional on the person providing a skills and knowledge map demonstrating how they meet the targeted qualification requirements and/or updating their qualifications is required. 6. Staff Records 6.1 Complete, detailed and accurate records for all staff will be maintained at all times. 6.2 Staff files will include as a minimum, for the relevant staff member, documents relating to the following: a) Personal details. b) Application documents and records. c) Signed copy of curriculum vitae or resume. d) Position description and employment agreement. e) Reference checks. f) Letter of offer. g) Certified copies of qualifications. h) Records of professional development. i) Records of performance management. j) Communication. 6.3 The staff files for training and assessment staff will also include the following: a) Signed skills mapping demonstrating vocational and trainer and assessor competence. b) Copies of qualifications that have been certified or verified for training and assessment competencies and vocational qualifications. c) Records of professional development which have been verified or certified. d) Certified or verified copies of any licenses or permits that apply for the industry in which they train and/or assess. Authorised by CEO: Yasser Ibrahim Page 6 of 8

7 Related policies BQ1: Customer Service Charter HR12: Staff Code of Conduct HR14: Professional Development Policy Related procedures, forms and documents BQ1.1.1: Legislation Guide BQ27.1.2: Annual Operational Schedule HR13.2.1: Staff Recruitment and Induction Process Flow Chart HR13.1.4: Position Description Template Trainer/Assessor HR13.2.2: Interview Questions Trainer/Assessor HR13.2.3: Referee Check Form HR13.2.5: Induction Plan Trainer/Assessor HR13.3.3: Staff Details Form Authorised by CEO: Yasser Ibrahim Page 7 of 8

8 Publishing details Document No: HR13 Document: Name: HR13 - Workforce Development Policy -Approved V Quality Area: Human Resources Responsibility: CEO Author: RTO Advice Services Pty Ltd Status: Approved Version: V2.0 Approved By: Yasser Ibrahim Approval Date: Review Date: 1 year from approval Rationale (ASQA): SNR 4.3; 4.4; 15.3; 15.4 Relevance: All staff of Jasmine Education Group. Circulation: To be provided in staff handbooks. Authorised by CEO: Yasser Ibrahim Page 8 of 8

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