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This report reviews progress in implementing the Australian government's five year innovation statement 'Backing Australia's ability'. It represents the first annual report card on the Australian government's actions to ensure the health of Australian innovation. It provides a picture of Australia's innovation landscape, including how the nation reached this point, the progress being made, and future directions. The report looks at the role of government and the private sector in strengthening the foundations and taking appropriate actions, including investment in science, research and development, Australian skills and in the commercialisation of good ideas. It highlights many initiatives that are producing results, and points to other projects under way and some planned for the future.

Excerpts from publication. Show less

In response to external change drivers, the Tasmanian forestry industry is implementing new harvesting systems and using new technologies. Requirements under state-federal forestry agreements, customer specifications and the Tasmanian industry’s Log Supply Charter mean that the industry is increasingly looking to maximise the recovery of timber for veneer, saw logs and furniture and craft uses, as opposed to the lower value added woodchip production. Personal (hand-held) digital equipment (PDAs) are being introduced into the industry to allow improved tracking of timber, and quality assurance across several links in the supply chain (from harvesting and loading to transporting and processing). This skill ecosystem project was developed by the Tasmanian Office of Post-Compulsory Education and Training (OPCET) in partnership with other industry stakeholders to investigate the use of PDAs to record workers’ existing levels of skills and qualifications, and to track and explore the points where timber damage occurs. This document reports on this phase of the project. [The project] will then trial new workforce development activities in the context of the modified work practices and team responsibilities that are required by high value added timber production. OPCET will also undertake a policy analysis sub-project that will operate alongside the product care trial. This sub-project will analyse the implications of the product care project for vocational education and training programs and policy more generally. Show less

The Allen Consulting Group, in conjunction with the National Centre for Vocational Education Research (NCVER), was appointed by the Department of Education, Science and Training (DEST) and the Australian National Training Authority (ANTA) to undertake this project to develop a strategy to support the universal recognition and recording of employability skills. The project objective was to develop the strategy relevant to schools, vocational education and training (VET), higher education and the broader community, including workplaces, so that it could be used by individuals to build, value and demonstrate attainment of employability skills to a diverse audience. The purpose of this paper is to provide a platform for further consultation to inform the development of the strategy. Chapter one provides the project background; chapter two considers the continuum of approaches that can be adopted, within a universal recognition and recording strategy, towards the definition, development, demonstration and assessment and recording of employability skills; chapter three sets out a preferred option for the universal strategy and explains why it has been selected and the benefits of the approach; and chapter four contains issues surrounding the implementation of the preferred option that will provide the basis for discussions to be held at the national stakeholder forum. Show less

This handbook offers guidelines for training package developers. It includes a style guide, employability skills concepts, occupational health and safety (OH&S) advice and licensing issues, language, literacy and numeracy (LLN) guidelines and evidence and assessment guidelines. It is in five parts, each with chapters covering a range of topics relevant to the development of training packages that are endorsed by the National Training Quality Council. The five parts are: (1) Style and requirements; (2) Endorsed components; (3) Support materials; (4) Meeting client needs; (5) Regulation, legislation and licensing. Part one provides advice about the sequence, layout and format of endorsed training package components including mandatory text, and requirements for development, endorsement, publication and review. Part two assists developers to choose a research methodology, develop sound units of competency and qualification frameworks and incorporate employability skills and LLN. Part three supports developers in creating learning strategies, assessment resources and professional development strategies for training packages. Part four provides information to ensure training packages meet LLN requirements and are equitable for the full diversity of learners. Part five provides information about various legislative and regulatory requirements and occupational licensing.

This publication was updated in 2007. Show less

This review was undertaken to address the employment and other economic outcomes of the Language, Literacy and Numeracy Programme (LLNP). This request was made as part of the Expenditure Review Committee (ERC) decision to allocate an extra $4.1 million to LLNP in 2004-05. The additional funding was approved in the context of the ‘Review of settlement services for migrants’, which found that there was a need for increased provision of language training for migrants who had completed the hours provided to them as part of their settlement package. The review was undertaken by an independent evaluation unit within the [then] Department of Education, Science and Training, using existing program administration data and data from a post-program monitoring survey of clients three months after exiting the program (conducted by the Department of Employment and Workplace Relations). This report of the review addresses the terms of reference and provides a range of recommendations for improvements in the future operation of the program. Key messages of the review are that: (1) Australian and international research shows a clear association between improved levels of literacy and improved employment outcomes. In line with these findings, LLNP addresses clients’ barriers to employment and further education by providing language, literacy and numeracy training. Its outcomes are therefore measured primarily in terms of skills gains; (2) LLNP has measurably improved the skill levels of participants and thereby the likelihood of participants finding employment, entering further education and coming off income support; (3) LLNP does not duplicate other training funded by Australian Government agencies and further research is needed to establish any gaps and duplication in relation to State and Territory funded programs; (4) data collection systems for the program should be improved to enable data exchange with the Adult Migrant English Programme funded by the Department of Immigration and Multicultural and Indigenous Affairs (DIMIA), and to improve the recording of clients’ skills outcomes and provider administrative performance; and (5) LLNP provides training at a better rate per hour when compared to similar courses provided by DIMIA or the vocational education and training (VET) sector, and the cost of providing places has fallen over the life of the project. Show less

The 'Skilling the existing workforce' Project set out to explore how companies are working with their workforce to develop the skills the business needs to remain competitive. The project has not confined itself to an analysis of formal training. Consideration has also been given to the importance and roles of informal and non-formal learning methods such as mentoring and coaching. The project included the following stages: (1) the development of a major background research report on skilling the existing workforce, supplemented by a national and international literature review; (2) consultations on the findings of the research report; (3) trials of and case studies into enterprise experiences with skilling the existing workforce; and (4) an overview report into the trials and case studies. In addition to these project stages, in April 2008 the Ai Group asked almost 500 companies as part of the 'Skilling for innovation' survey to identify the most effective means of meeting skills requirements. The project identified a clear set of recommendations: (1) develop a workforce skills development advisory network; (2) establish a workforce skills development fund; (3) establish a national workforce literacy strategy; (4) build understanding and capability in registered training organisations of workforce skills development; (5) increase priority for investment in workplace and organisational learning programs; and (6) continue to advocate and support flexible, demand and outcomes-based funding.

Excerpt from published report reprinted by permission of the copyright owner.

A background paper is indexed at TD/TNC 90.811. Show less

The aim of this report is to help industry, government policy makers and training providers better understand the drivers of skill needs in the construction and property services industries and identify the options for meeting those needs. This report presents industry profiles, employment trends, drivers of skill needs, strategies for addressing future gaps and vocational and technical education trends in both industries. The four main drivers of industry skill needs are: participation - worker attraction/retention, demographic change of the workforce and employment arrangements; market pressure - consumer and customer service demands, market expansion, competitiveness and productivity demands and globalisation; technological change - advancements in technology and continuing impact of e-business; regulatory compliance - occupational health and safety issues, regulatory compliance and insurance. Some of the options identified to help meet industry's skill needs include: retention of New Apprenticeships through to completion of their qualifications; improving the trades image to make it a more attractive option; encourage more women into trades and related industries; competencies in project management, business skills and customer relations to be entrenched in industry standards; qualifications need to reflect new technological requirements by reviewing skill sets and developing competencies to suit; and computer and business management skills will need to be an integrated part of training for anyone working in e-business. Many of the issues underlying skill needs are based upon the boom and bust cycles of the construction and property services industries, therefore smarter decisions on the use of the training dollar to reduce the impact that peaks and troughs have on the capacity to respond quickly will be required. Show less

The project reported here was intended to evaluate the effectiveness and efficiency of the Adult Literacy National Project (ALNP) between 2000 and 2003. The methodology included: identifying evaluation criteria; analysis of available documentation and resources; consultation with key stakeholders; and evaluating the findings and developing recommendations for project implementation and project outcomes. The project recommends: that continued funding is made available to support all components of the ALNP; that consideration is given to a longer funding cycle; that future priorities for project work more effectively target development of skills in adult literacy teaching for [vocational education and training] VET practitioners; and that consideration is given to strategies that involve partnerships in research and project work. Show less

This report provides an overview of some of the recent skills development issues and how they affect the Government and Community Safety industry. The industry consists of five major sectors: Public Sector; Local Government; Public Safety; Correctional Services; and Water Industry. Both statistical and anecdotal information is provided revealing many of the complexities of this multifaceted industry. The aim of this report is to examine the major drivers of skill needs - participation, technological changes, market pressures, regulatory compliance - and offer some strategies for addressing them. The industry undertakes a wide range of activities and employs people across many different occupations. The majority of employees work full-time, on average, their wages are higher than those of all industries, and they are likely to be both older and better qualified. The Government and Community Safety industry engages over 450,000 volunteers in addtion to over 635,000 paid employees. Occupations in the Public Safety sector require highly specialised skills and knowledge whilst many of the occupations in other sectors of the industry are generic and can be found across many other industries, particularly in administrative areas. All the industry sectors indicate difficulties in meeting their skill requirements, and are undertaking research and discussion to determine if the causes are skills gaps, skills shortages, or labour supply shortages. Agencies in rural and remote Australia face the greatest challenges. There has been a steady increase in training package enrolments, however much of this training is not publicly funded and is not included in the public data - improved data collection and information sharing may be an issue for consideration. Due to increasing demands for workers with university qualifications, employees are being encouraged to upgrade their skills. This report proposes strategies in three major areas with the focus on skills formation and workforce development. It suggests that the Government and Community Safety industry: (a) manage skills and workforce development in the context of rapid changes, with particular focus on the promotion of a training and lifelong learning culture at all stages of employees’ careers; (b) identify and quantify training gaps; and (c) ensure timely and flexible training is responsive to the industry’s and learners’ needs by creating partnerships with learning/training institutions and other relevant stakeholders to share the responsibility for developing and delivering suitable training when and where it is needed. Show less

Structural adjustment in the textile, clothing and footwear (TCF) industry has resulted in the retrenchment of many workers. These workers usually face great difficulty in making the transition into other employment in the TCF or other industries. Age discrimination and language and literacy issues are most often quoted as barriers to stable employment for this group. This project developed a partnership between the Textile, Clothing and Footwear Union of Australia (TCFUA), vocational education and training (VET) providers, TCF employers, relevant government departments and retrenched TCF workers. The partnership represents a way of providing retrenched TCF workers with the mentoring, skill recognition, course advice and labour market information to help them to use their skills and knowledge after retrenchment. The specific aims of the project were to: develop, trial and document an innovative literacy/ESL (English as a second language) literacy education and training strategy for mature aged retrenched workers in the TCF industry; develop and document an integrated literacy model for working with this client group that includes strategies for adapting the model for other groups in other circumstances; develop and document cross-sectoral partnerships between the TCFUA, Yakka Pty Ltd, Kennon and Northern Melbourne Institute of TAFE (NMIT) and include processes for developing successful partnerships; and provide retrenched workers with integrated education and training in literacy and ESL literacy, in information technology and vocational skills, in life and health skills, in communication skills and in relevant units from the TCF training package or other relevant packages. The project revealed that, through the development of knowledge about, and confidence in operating in the new labour market, retrenched TCF workers built their capacity to make future plans, became more willing to participate in training and more likely to look for jobs that matched their skills.

A related article is indexed at TD/TNC 86.333. Show less