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Workforce development within the civil sector in South Australia is relatively immature and lacks formal structures. Much of the recruitment is undertaken by word-of-mouth, training is predominantly on-the-job and a large proportion of the workforce is approaching retirement. In the first phase of the project (report indexed at TD/TNC 90.573) to strengthen the recruitment, retention and training response for plant operators in this sector, workforce demographic and skills profiles were developed. This report details the second phase of how the training response was developed and delivered. The research phase of the project identified 3 key areas of training demand which are discussed further in the report: (1) communication and interpersonal skills for plant operators, particularly younger people; (2) skills transfer; and (3) supervision in two key areas - supervising the gang and supervising the site. Key outcomes implemented from this workforce development project were: (a) identification of the key attributes of a plant operator along with benchmarking a skills profile for new plant operators; (b) development of a training response to meet skills gaps in communication, supervision and skills transfer; (c) a pilot project for seventy existing plant operators to upskill through access to user choice funding; (d) increased awareness of workforce development in the civil sector through involvement with the project; and (e) the promotion of a training culture in the civil sector.