Policy into PracticeAppetite for SuccessA recipe for growth

Mark Hunwicks

TAFE SA Statewide Program LeaderTourism, Hospitality, Hair & Beauty, Recreation & Fitness

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Driven by policy and the needs of

the Hospitality Industry

A case study

Policy into Practice

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Started from skills shortage with Chefs

Improving effectiveness of apprenticeships

Skills shortage or gaps

Skills retention / high staff turnover

Less youth

Labour shortage

Industry culture

TAFE SA culture

Resources boom

The Challenges

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The answer to the meaning of VTE Life is = 42?

No!

But possibly a combined strategy of:

Work force development and planning, internal & external underpinned by:

Client Management

Appetite for Success

Recipe for Success

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Action Research: Workplace practices

Teaching methodologies

Industry collaboration

Customisation of programs for individuals

Consolidation: Workforce Development Projects

Industry Skills Council, TAFESA and Strategon

Early Strategies

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Key element of our new model of VTE practice.

Individual solutions

Individual qualifications

Matching skill supply to demand

Flexible, accelerated pathways

Better use of training funds

Better industry relationships

What is Client Management?

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• Workshop 1: Workforce Development and Case Management.

External Drivers for Change

Cost Benefit Analysis: Case Management Services

Structure of the TAA

On-line Learning Environment – TAA Tool Box • Workshop 2: Establishing and maintaining Industry support for VTE learning

programs

Work based learning

Training Packages and the AQTF

Performance Analysis models

Strategies for connecting with clients• Workshop 3: Working with Training Packages and the AQTF

Unlocking Training Packages

What makes a good Evidence Portfolio

Shaping our future

Training to innovation

We can speak that language

What are we changing in our staff?

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What are we changing in our staff?

• Workshop 4: Customizing Assessment and Learning Options – Managing the Learning Process – “making the competencies live”.– Breaking down tasks and competency standards of industry– What are the barriers to achieving holistic approach to assessment?

• Workshop 5: Managing New Business Development Opportunities– Managing Change– Identifying opportunities for new business– Customising services that fit with NAC funding guidelines– Working with Diversity – Questions for RTOs and VTE Practitioners – Documenting a Case Managers workload to show an auditable trail– Identifying Return on Investment for a Case Manager in a full-time role (EFTL).

How do you structure the role to maximize its benefits.

– Reward TAA Cert 4

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CLIENTS

Employer

LearnerCase Manager

EducationManager

Lecturer

On-line resources

Learning materials

Work based projects

Work based research

Team projects

Learning resources

Financial planner

Business Mentor

Business Networks

Per

sona

l & P

rofe

ssio

nal s

uppo

rt

Career/Life Coach

Wellbeing instructor

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One line heading

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Best of Breed DesignTAFE SA

FTH SKILLS COUNCILSTRATEGON

Accelerated leadership development expertise+ Commercial business

vehicle

Industry engagement +Government support

Hospitality/ technical expertise & contacts

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Learning Framework

WORKSHOPSINDIVIDUAL LEARNING/

DEVELOPMENT PLAN

(eg. goals, PD, assessments)

CAREER AND LIFE COACHING

BRIDGING PROGRAMS

(eg. Computing skills training)

MENTORSWELL BEING PROGRAM

ACTION LEARNING PROJECT/S

LEARNING COMMUNITY/

PEER AND INSTRUCTOR

SUPPORT

ONGOING PROFESSIONALDEVELOPMENTACTIVITIES &

LINKS TO OTHER INDUSTRY

OFFERINGS

LEARNING MANAGEMENT SYSTEM AND ADDITIONAL RESOURCES

PARTICIPANT LEARNING &/ OR QUALIFICATIONASSESSMENT

PROCESS

PROGRAM EVALUATION

PROCESS

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EVENTS 2006

27-28 Feb 15 May 10 July 4 Sept 16 Oct

RESIDENT-IAL(2.0)

MASTER CLASS

(0.5)

DEMO +W’SHOP

(1.0)

W’SHOP(1.0)

W’SHOP(1.0)

HOSTEDLUNCH

(0.5)

HOSTED LUNCH

(0.5)

LEARNING CONSULTANT AND MENTOR SESSIONS BETWEEN (MOST ONE HOUR DURATION)

23/30 Oct

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Learning Community Participants

Other Participants

Program Director

Case Managers / Assessors

Participant

MentorEmployer

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Summary Policy into PracticePolicy Into Practice

National Training Reform Agenda. Commenced in mid 1980’s

Towards A Skilled Australia (1994-1998).

A Bridge to the Future (1998-2003)

National Strategy for VET 2004-2010 Shaping Our Future

Skilling Australia’s Workforce

Australian Flexible Learning Framework

Hospitality. Before No significant change despite many opportunities presented by the new system. Often conservative and inwardly driven. Made Training Packages reflect existing curriculum. Incorporated AQF and mutual recognition. Very little work based delivery and assessment. Some introduction of RPL Now Individual learning plans and pathways Enterprise profiling and recognition Reduced duplication in training Less time off the job Tailored Qualifications Faster apprenticeships Better allocation of user choice funding Internal WFD & PD program for RTO staff Leadership development Strong Industry and RTO collaboration Flexible learning solutions

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Appetite for Success

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“What I have found is the way the program helps people grow themselves rather than training them on how to cook - Megan can already do that. In helping people to grow personally, you can improve their self confidence, their ability to relate to others and in turn they enjoy their job more and improve their own lifestyle. It is something that is very difficult to teach in the workplace, but it is very beneficial to the workplace if it can be achieved. It is the other half of what learning is all about. The program is definitely working and I have seen a difference in the first 6 months."Chris Wilksch – Executive Chef – Vine Inn, NuriooptaEmployer for Megan Ziersch – 2006 Program Paricipant24 July 2006Appetite for Success has been a great support network through fellow participants, mentors and program managers. It has given me a lot of contacts through the industry that would have taken years in normal circumstances. The program itself has given me more confidence in my work place and I and my employer and mentor have noticed a great difference in the first 6 months of starting. It has given me confidence to believe that I can be a leader of the future. I have also recommended on two occasions for others to join the program next year. This is a good opportunity to study further in your field and gain extra qualifications and knowledge. Looking forward to the next two and half years!!!Megan ZierschThe Vine Inn, Nurioopta24 July 2006

Testimonials