policy into practice appetite for success a recipe for growth
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Policy into PracticeAppetite for SuccessA recipe for growth
Mark Hunwicks
TAFE SA Statewide Program LeaderTourism, Hospitality, Hair & Beauty, Recreation & Fitness
conference 2006
conference 2006
Driven by policy and the needs of
the Hospitality Industry
A case study
Policy into Practice
conference 2006
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
conference 2006
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
conference 2006
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
conference 2006
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?
conference 2006
• 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?
conference 2006
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
conference 2006
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
conference 2006
One line heading
conference 2006
Best of Breed DesignTAFE SA
FTH SKILLS COUNCILSTRATEGON
Accelerated leadership development expertise+ Commercial business
vehicle
Industry engagement +Government support
Hospitality/ technical expertise & contacts
conference 2006
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
conference 2006
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
conference 2006
Learning Community Participants
Other Participants
Program Director
Case Managers / Assessors
Participant
MentorEmployer
conference 2006
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
conference 2006
Appetite for Success
conference 2006
“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
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