Background to Skills Recognition Project

Identified need: increase the use of/knowledge about skills recognition processes in the Australian Rail Industry.

Project Aim: develop a depository of information about how to do Skills Recognition in the Australian rail industry with both safety and following relevant policy requirements.

Skills Recognition (SR or RPL): An assessment process where existing skills gained via work, education and life experiences may be recognised to gain part/all of a formal qualification.

Industry Partners

SR: Benefits for Employers • Enhancing potential workers’ employability. • Confirming competence for positions.• Confirming competence for job classification in an

industrial agreement.• Identifying training needs.• Confirming compliance with licensing/regulatory

bodies.• Ensuring training time focused on acquisition of new

skills.• Recognising skills can improve morale; productivity.

SR: Benefits for employees• Confirming competence for a position; • Confirming eligibility for entry to/or credit in a qualification.• Ensuring that learners do not have to relearn skills and knowledge they already hold.• Reducing the amount of time/on costs/costs to acquire a qualification.• Indicates interest in the employee.• Often recognises, formally, the skills and experiences of older workers.• Gap identification for focussed training

The need for SR in railARA 2008: Position the culture of rail for the future: Attract younger workers, migrants, women.Retain experienced staff and theknowledge they hold.Build new employment and trainingpathways for skills development.Introduce more flexible and innovative work practices.Ensure a consistent industry approach to skills development.

An aging workforceNeed to attract new and or younger workers.

Improve employee moraleBy possibility of gaining a formalqualification.

Research Findings

Where ignorance of SR processes:•Misunderstanding•Incorrect information sources

•Where a sound knowledge and experience of SR in rail

Culture of rail safety:•Resistance to change •Focus on drivers at the expense of so

many other roles

•SR is used expertly and with confidence

SR not used:•Fear of audits, deaths and litigation.

•SR used to identify skills, boost morale, open up employee career options, and as a recruitment tool

Understanding that it’s not just about documents !

Evidence

Work and life experience:

On the job training, Voluntary work (e.g. CFS) Challenge tests:

Written , oral and/or practical

Resume, Certificates, Diploma, Degree, In-house training,

licences tickets, cardsCertified third party reports: supervisor,

work colleague

In depth probing discussions

Workplace demonstration and or

using a simulator

Requested by assessors and trainersHow to: • access and assess evidence with confidence• undertake holistic approaches including flexibility of

assessment with confidence • gain the trust of both the applicant and the employer, • determine gap training,• use field observation, simulators, • determine authenticity of evidence,• work with equity groups, • access assessor support,• access additional sources of information about policy etc .• access information from relevant case studies.

SR WebsiteDetailed depository: how to apply for SR. How to make SR assessments, risk mitigation for assessors and industry, documentation and forms, FAQ's, case studies, key terms, numerous links to relevant new policy bodies, the new National Rail Safety Regulator, additional sources of information inwebsites etc.

SR Handbook (hard and soft copy)Detailed depository: how to apply for SR,

how to make SR assessments, risk mitigation for assessors and industry,

example documentation and forms, FAQ's, key terms, case studies, numerous

links to relevant new policy bodies, the new National Safety Regulator,

additional sources of information

Manual: SR best practiceManual: SR strategies for HR practitioners Conference papers: 'Skills recognition in Australian rail: emerging opportunities in a safety critical industry.'Skills recognition in the Australian rail industry: opportunities and challenges‘

Book chapters: for HR practitioners and

assessorsA major Literature Review

Skills Recognition Framework

Website and Brochures

• Brochures which overview the content

• The website: a demonstration

• http://skillsrecognition.qmg.com.au/

• Are there any questions?