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

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

2 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?

3 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 issues

4 NSW COMMUNITY SERVICES AND HEALTH INDUSTRY TRAINING ADVISORY BODY ITAB ITAB Board Employer, Peak and Union Representatives Executive Director Susan Scowcroft Members Workforce Development Officer Industry Reference Groups Administrative Officers Project Consultants

5 Where is Susan?

6 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

7 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 Large volunteer & unpaid carer base

8 Industry overview The skill mix in Community Services and Health is: 25.4% 36.1% 38.5% Higher Education Vocational Qualification No qualification

9 Community Services and Health Workforce Growth Managers and Administrators 115% Professionals 17% Associate Professionals 55% Service Workers 37%

10 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

11 The National Training Framework 1. Identifies nationally recognised skills for job roles 2. Is competency based to support on the job training and assessment Training Packages, qualifications, skills sets, units of competency 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 Classroom, workplace, recognition, on-line, traineeship 4. Encourages consistency and quality with the flexibility to be customised to meet organisational needs The Australian Quality Training Framework (AQTF) is a set of standards which consistent, high-quality training and assessment services

12 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 a pathway network for career progression

13 VET Vocational Education and Training Vocational Graduate Diploma Vocational Graduate Certificate Advanced Diploma AQF6 HIGHER EDUCATION Includes: Doctorate Masters Graduate Certificate Graduate Diploma Bachelor Diploma AQF5 Certificate IV AQF4 SECONDARY SCHOOLS Senior Secondary Certificate of Education Certificate II AQF2 Certificate I AQF1 Certificate III AQF3 VET Staircase

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

15 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 responsive approach to workforce development

16 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 Performance management

17 Impact of VET on Workforce Development Service quality Staff retention Recruitment strategies Management practices and policies Succession planning Recognition of prior learning Induction processes Job roles Interagency cooperation/staff exchanges/mobility Multiple career pathways Targeted skills needs

18 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

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

20 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

21 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 Quality systems

22 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

23 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 Integration & recognition with higher education

24 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 Reflects the current industry benchmarks

25 Happy sailing on the VET journey!