1 | P a g e

Employment and Training Chapter Meeting Date: Thursday, 21st July 2016 Time: 2:00 – 3:30 pm Location: The Rec Club, 4 Alba Lane (off Jacaranda Ave) KINGSTON Qld 4114 Convenor: Anthony Knobloch

Agenda

Item Speaker Welcome, Introductions Anthony Knobloch Terms of Reference – for endorsement Luke Robinson Update from Logan: City of Choice Employment Workshop Deena Morley jobactive provider participation and business engagement Maria Griffin Project/Strategy Updates:

• Develop a comprehensive local employment strategy supporting families and jobless households – identify facilitator and schedule 1st forum

• Long term job demand forecasting and the creation of vocational education, training and employment placements in key industries.

• Strategies 3 & 4 - Targeted support to young parents under 19 to complete education and gain experience of work; and Supporting the transition back to work of parents once their youngest children are of school age.

Luke Robinson Anthony Knobloch Feedback from current project participants

Update from Employment Sub-Committee of State Government Inter-Departmental Committee for Logan

Anthony Knobloch

Frequency of Meetings All Other items All Next meeting – date, time, venue All

1 | P a g e

Employment and Training Chapter

Terms of Reference

Logan Together Employment and Training Chapter is a broad group of local people from the community, business, government and non-government organisations who care about the employment opportunities of Logan families.

Aims

1. To increase the percentage of Logan households as compared to those in Queensland which hold stable employment so that care-givers can provide for the material needs of children.

2. Work with a range of partners including industry to improve their workforce capability to better assist families.

3. Improve the policy/funding environment by advocating for better employment and training reforms.

Logan Together is doing this through a Collective Impact approach.

The Employment and Training Chapter will focus on ensuring evidence-based

delivery and support of employment and training project action groups and partner organisations.

Chapter principles

• Integration not duplication. • Family-centred employment and training. • Life-long focus to minimise job churn. • Vulnerable populations receive additional services on a needs basis.

2 | P a g e

• All organisations provide a ‘no wrong door’ approach to universal and targeted services with transparent processes and referrals and shared case management where appropriate.

Chapter deliverables

• Bring citizens and organisations together to collaborate on employment and training. • Share evidenced-based research and contribute to strategy development. • Provide advice on projects and other employment and training matters for escalation

to Cross Sector Leadership Table. • Support action group project teams to develop products as per the Logan Together

Roadmap and publish updates on action group progress. • Provide a forum for a regular exchange of information, for professional development

and for debate and creativity about the Logan Together agenda. • Quarterly meeting schedules and papers will be published on the Logan Together

website: www.logantogether.org.au and sent out via the Steering Committee.

Governance within the Employment and Training Chapter

The Steering Committee will set up, support, facilitate and evaluate the Employment and Training Chapter. It is imperative for the Steering Committee membership to consist of a cross-section of the employment and training sector. The purpose of this group is to:

• Set the strategic direction for the Chapter. • Encourage citizen engagement in the Employment and Training Chapter. • Set Chapter agendas based on strategic direction, input from Chapter members and

project action group requirements. • Liaise with the Cross Sector Leadership Table to ensure a positive flow of information

and input into decision-making and ensure that Chapter agendas reflect this.

The Project Action Groups will have the responsibility of designing, developing, delivering and monitoring project actions to ensure the outcomes are impacting on key baseline targets within the Roadmap and have a defined mandate and project scope. Employment and Training project action groups will be coordinated through the Employment and Training Chapter. Project action groups will be responsible for supporting tangible outcomes through use of a Results Based Accountability (population measurement) and the citizen engagement framework. These are forums for the broader Logan Together

3 | P a g e

community to come together around common interests to plan, collaborate, share information and get things done. See www.logantogether.org.au for a list of both strategic (cross-sectoral) and industry-based projects and how to get involved in project groups. All project action group major products e.g. final project scoping plans, financial considerations, high risks and issues will go to the Cross Sector Leadership Table for consideration and endorsement. The Leadership Table is made up of representation of citizens and executives from key government and non-government agencies in Logan.

Identified Strategies – from Logan Together Roadmap

Current strategies requiring the involvement of the Employment and Training Chapter:

1. Create family support and employment packages for two parent households with no parent employed.

2. Explore special employment and support strategies for sole-parent households and determine the ability to scale existing programs citywide. This program should focus on the twin objectives of supporting employment, whilst bolstering family support and care arrangements.

3. Targeted support to young parents under 19 to complete education and gain experience of work.

4. Supporting the transition back to work of parents once their youngest children are of school age.

5. Long term job demand forecasting and the creation of vocational education, training and employment placements in key industries.

6. Create local economic development opportunities that drive local job creation and stimulate the “foundational economy” to create consumption of local services and create local jobs.

1

Project Action Group:

Develop a comprehensive local employment strategy supporting families and jobless households Today we want to get you started on these things:

• Making sure the thinking behind this proposed project is clear • If it is, make a start on getting the project organised • Figure out roughly when your group might get to a comprehensive project scope • Start to identify quick-wins

Checking the thinking 1. Define the Problem: What is the issue this project is trying to address and why does that issue impact the Roadmap outcomes?

Household unemployment is a major contributor to poor child outcomes.

• Unemployment has consequences not only for adults but also for their children.

• Kerr and Carson (2012) refer to a body of evidence over the years that parental unemployment can have profound and long-lasting effects on children and their future life trajectories. The authors express reservations about the continued absence of a basic recognition of the need to treat child wellbeing in the context of family fortunes, most notably the employment status of the adults in the household.

• The World Health Organisation states that unemployment puts health at-risk and unemployed people and their families suffer a substantially increased risk of premature death.

• Job uncertainty and the threat of job loss are related to increased psychological disorder, anxiety, depression, and harmful bodily effects. This reduction in psychological well-being is of approximately the same magnitude as that caused by actual unemployment, and may in part be for the same reason – both unemployment and job insecurity detract from the individual’s ability to plan and control her or his own life (Burchell, 1999).

• Research undertaken by Jesuit Social Services (2014) indicates that a sense of controlling the direction of one’s life is an especially important contributor to subjective wellbeing in Australians.

• Burchell contends that not only have the less advantaged in our society had to contend with greater polarization in terms of income, they have had the double blow of being hit the hardest by the rising rate of job insecurity. The differential flows into job insecurity act to further the labour market between the advantaged and disadvantaged.

• This theme is taken up by Baum and Mitchell who point out that in Australia the recent

2

global economic downturn has been felt in terms that are much broader than just unemployment.

• Labour conditions – embracing unemployment, working in-voluntarily part-time, and being a discouraged job seeker – has significant impacts on economic efficiency, social isolation and exclusion and individual wellbeing.

• A classic study by Wilson (1987) showed that when joblessness becomes concentrated within particular neighbourhoods, an environment is created that isolates residents from the world of work and promotes a culture of dependency. More recent research (O’Regan and Quigley, 1998) generally confirms Wilson’s thesis. Young people living in urban areas in which they have limited residential contact with the non-poor are less likely to be employed.

• There are high correlations between developmental vulnerability on AEDC index for language and cognitive skills, communication and general knowledge and one parent family unemployment/two parent family both unemployed.

• There are high correlations between family unemployment and low numbers of antenatal visits, not attending antenatal visit until 3rd trimester – both key risk factors in low weight births, low APGAR scores at birth.

Do we need any further information…?

3

2(a). Identify desired outcomes - How big is the problem? What data exists to illuminate the issue and what are the baseline measures?

• How many people/what percentage of people are unemployed in Logan? By SA2? • How many jobless family households are there? By SA2? Where are the suburbs most at risk?

The table below provide an indication of this data. • How many long-term unemployed people are there in Logan? This is defined as the proportion

of the workforce (ABS definition) aged 18-64 years in receipt of Newstart A l lo wance fo r one year or more in each counting area.

Table 1 – Employment Status of Persons Over 15 Years, Australia, Queensland, Logan, SA2, 2011

Families with Children with No Parent Employed, SA2, 2011

Unemployed Total Labour Force

(Participation Rate)

n % n %

Australia 600,135 5.6 10,658,458 61.4

Queensland 131,799 6.1 2,171,073 62.8

Logan LGA 9,802 7.2 137,108 64.2

Logan Central 335 15.0 2,240 47.1

Woodridge 684 14.0 4,883 51.0

Kingston 475 12.1 3,922 51.9

Eagleby 560 12.0 4,671 50.6

Marsden 526 10.3 5,088 61.9

Slacks Creek 455 9.7 4,716 58.5

Beenleigh 337 9.5 3,567 54.2

Waterford West 303 9.5 9,195 59.5

Crestmead 431 8.4 5,104 64.8

Loganlea 361 8.4 4,324 60.9

Source: Australian Bureau of Statistics, Census of Population and Housing 2011 Region Summary Reports

The unemployment indicator used in the present project is based on the proportion of the workforce (ABS definition) aged 18-64 years in receipt of Newstart in each counting area.”

4

Table 2 - Families with Children with No Parent Employed, SA2, 2011

number % Total number families

Queensland 62,171 13.5 459,205 Logan LGA region 6,267 16.8 37,209 Logan Central 281 40.1 700 Woodridge 588 39.1 1,502 Kingston 448 36.5 1,229 Eagleby 437 32.0 1,364 Beenleigh 233 27.9 834 Slacks Creek 324 27.6 1,175 Marsden 355 23.7 1,498 Loganlea 261 23.5 1,113 Waterford West 181 21.3 849 Crestmead 343 21.1 1,628

Source: ABS, Census of Population and Housing, 2011, unpublished data (families)

Table 3 - Unemployment and labour force (a) by SA2, Logan LGA region and Queensland, December quarter 2015. Participation rate, June 2014.

Custom region / SA2 / State Unemployed Labour force Unemployment rate

Participation rate

— number — % % Queensland 157,300 2,501,400 6.5 65.2 Logan LGA region 10,386 129,506 8.0 Logan Central 524 2183 24 52.1 Woodridge 1,018 4,646 21.9 54.2 Kingston 714 3,884 18.4 54.4 Beenleigh 505 3569 14.1 61.6 Eagleby 644 4,875 13.2 59.2 Slacks Creek 538 4466 12.0 62.6 Marsden 634 5,254 12.1 59.9 Loganlea 463 4,273 10.8 61.7 Crestmead 505 4,966 10.2 61.6 Waterford West 314 3,090 10.2 62.9

(a) Based on a 4-quarter smoothed series.

Source: Australian Government Department of Employment, Small Area Labour Markets Australia, various editions

Australian Bureau of Statistics: Labour Force Survey June 2014; Estimated Residential Population June 2014.

5

Table 4 – Education Attainment by SA2, Logan LGA region and Queensland, 2011 Persons aged 15 years and over who are no longer attending secondary or primary school

State/LGA/SA2 Year 12 Cert 3 or 4

(of those with post-secondary qualifications)

Diploma and above

(of those with post-secondary qualifications)

n % n % n %

Queensland 1,595,327 48.0 589,002 31.4 809.672 43.1

Logan LGA region 89,790 44.1 39,851 38.5 34,280 33.07

Loganlea 3,028 44.5 1,134 33.7 1,121 33.3

Slacks Creek 3,132 40.5 1,292 34.4 1,098 29.3

Marsden 3,136 40.1 1,371 39.0 827 23.5

Crestmead 2,945 39.3 1,387 42.3 745 22.7

Waterford West 1,971 38.5 960 41.0 577 24.6

Woodridge 5,650 38.0 2,093 31.2 1724 25.7

Eagleby 3,009 33.6 1,553 37.4 1,002 24.3

Kingston 2,549 33.5 1,119 33.9 709 21.4

Beenleigh 2,148 33.9 1,085 34.6 739 23.5

Logan Central 1,509 33.3 567 29.3 431 22.2

Source: Australian Bureau of Statistics, Census of Population and Housing 2011

Is there any other data we need to understand the problem?

E.g. type and average length of employment for parents/persons within Logan? By SA2. Reason for leaving/discontinuing employment? Proximity of employment to home?

6

2(b). Identify desired outcomes – what do we want to achieve? • What kind of outcomes do we want to achieve? Are there appropriate targets? • What are the indicators of success? • Are there non-data measures of success?

We want families with children to have the skills to maintain employment and have access to/clear pathways to long-term employment availability and choice so that they and their children can live healthy lives.

Our key objective: Develop strategies that increase the percentage of households with children with long-term, stable employment opportunities and pathways.

• Household unemployment is one of the multiple factors that contribute to kids not meeting milestones and longer term negative developmental outcomes

• Reducing the number of households with children that have unemployment will help generate positive outcomes for children

Logan Baseline: 6,267 families with children with no parent employed or 16.8% of Logan

First goal: Queensland average of 13.5%

How many families do we need to support to meet our first goal? 206 How will we know that we are achieving this? What are the indicators? E.g. more families with children staying in employment longer, more long-term employment opportunities for Logan families, less families accessing Newstart Allowance, more families report ease of access and clear training and long term employment pathways

7

3. Develop a change strategy (theory of change) • Why does this issue occur? • What is our best thinking and knowledge about how to successfully address this issue? What does

research and practice tell us are the drivers behind this issue and what has impact? What do citizens tell us?

• Putting the two sets of questions above together, what is our theory of change statement/s? What does an ideal model of support look like in Logan?

Step 1: Find out why families experience problems accessing and maintaining long-term employment and identify the key risk and protective factors. Consider issues relevant to different cohorts e.g. Young parents, Long Term Unemployed (> 1 year), Very Long Term Unemployed (>2years), Refugees, Humanitarian Settlements etc.

Action:

1. Look up and report back on relevant research. 2. Look up and report back on research on related risk and protective factors 3. Talk to different groups of people/families who have experienced/are experiencing

unemployment 4. Talk to training and employment providers – “use the Employment and Training Chapter…” 5. Talk to other service providers – what role do the other Chapters have?

Step 2: Find out what works in addressing risk factors and building protective factors

Action:

1. Look up and report back on relevant research – what works for different groups of people? 2. Talk to service providers about what has worked locally and what hasn’t – “use the

Employment and Training Chapter”. 3. Talk to other service providers – what role do the other Chapters have? 4. Talk to different groups of people in the community about how they could be supported 5. Develop an ideal model of support

Step 3: Develop your ideas about the reducing numbers of families with unemployment

Once you have the above information, get the group back together and figure out your change strategy or strategies.

E.g. The introduction of the following strategies will support families to stay out of unemployment and contribute to the health and wellbeing of children and families:

• Well mapped and coordinated existing readiness, training and long-term employment pathways across 3 tiers of government

• The identification of gaps between readiness, training and employment and strategies to address these

• Identified strategies to build and link sustainable industry and employment options for families in Logan

8

4. Co-production: initia l design • In an ideal world, what would the right solutions be? • What is already happening that aligns with our ideal scenario? • What changes or new things do we need to do on top of existing activity to achieve our ideal

scenario? How are you going to design these solution/s? How are we going to engage citizens in design?

• What are some quick wins? I.e. easy to implement, replicable, low cost, aligns with current policy, low risk

Step 1: Figure out what is already happening in the community and what aligns to your views about how to reduce levels of unemployment for families and generate better outcomes for children

Action:

1. Engage with a group of people in the community that this issue affects –regularly meet and explore solutions

2. Identify local programs that align with your theory OR if required, identify programs outside of Logan and explore application to local community – “use the Employment and Training Chapter”

3. Test/design the following with the people you are meeting with: • Appropriateness – environmental conditions • Dosage – how often/frequent, will it be enough to meet the target? • Responsivity - Is the intervention culturally appropriate? Effective for different users? • Check the theory of change with people – including evidence it has worked before • What does the solution/intervention look like – activities, timeframes, risks, ethical

considerations, delivery mode 4. Work out the financial implications of the solution/interventions

Step 2: Figure out whether collectively, these solutions/interventions will make a mark on your target and roughly, by when?

5. Measure and evaluate How will we know if we have succeeded?

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

1.1.1.1. What number of jobs are likely to be available and in what industries in the next What number of jobs are likely to be available and in what industries in the next What number of jobs are likely to be available and in what industries in the next What number of jobs are likely to be available and in what industries in the next

three to five years?three to five years?three to five years?three to five years?

• NDIS - at least 400 FTEs - but could be up to 800 full and part-time positions

• Health Care - 1,400

• Retail - 1,900

• Education and Training - 1,700

• Accommodation and food services (restaurants) 900

o 1,500 Commonwealth Games -short term / not Logan specific

• Current top employers

o 70,000 jobs in top 5 industries right now

o Most industries 20-30% per annum

o 14,000 positions available via turnover

• Refer Maria Griffins slides and Council's development assessment data

• Not just about numbers but data sources and interpretation.

o Conversion rate

o Retail – increased

o Manufacturing – decreased

o Health – increased

• Yarrabilba = new retail / services opening = jobs are the missing element = jobs created by turnover

(existing businesses)

o This data not held by Council.

o Liaise with EDQ / Yarabiliba Workforce Group (construction jobs not necessarily going to locals)

• No measure of jobs: which segments are ageing? Typically 5-15%, average 8%

• This knowledge would help in target funding program

• Nursing

o Higher turnover?

o Part-time, full-time/part-time transition

o Family friendly

• Health jobs – growth generally but also infrastructure expansion

• Not a lot of private health care / cover here in Logan. (NDIS likely to drive change here.)

• Aged care –demand has increased

• Allied health – demand has increased

o Significant core of professionals in-demand as NDIS grows

o Private niche professions to come with choice

o Jobs we don’t know exist yet

• Impact of technology? (Across all sectors)

o Will there always a need for personal care?

o What is the time frame for change?

• Refer to board

o Retail and services

o Health care and health services

o Construction

o Housing reform e.g. LCCH

• Manufacturing decline but supply chain and logistics – increase

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

• NDIS

o 3,800 people eligible (Logan / Redlands)

o 15,900 – 19,400 new jobs across state

o 65% of jobs will be for disadvantage support workers (statewide)

o Low skills

o 25 hour per work average

o Good stepping stone to full-time employment

o 20% admin / management (statewide)

o 15% clinical practitioners (many sole providers)

• Broader impact

o Housing

o HR / IT systems

o Marketing jobs

• Need jobs for PDA populations (Yarrabilba and Greater Flagstone)

o Future growth in services for ‘walking well’ not just high needs

• Potential

o Advanced manufacturing for mobility (lifestyle aids)

o Need tech hubs (incubators?) to help people with disabilities to be self employed

• Food processing will grow. Local presence will stay on-shore due to consumer demand

• Security jobs (e.g. Commonwealth Games)

• Slow security-sector job growth in Logan – will increase

• Key growth industries in Logan (based on Australian Government data)

o Retail

o Construction

o Transport and logistics

o Education and training

o Health care and social assistance

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

2.2.2.2. Who are / will be the key stakeholders and employers in Logan? Who are / will be the key stakeholders and employers in Logan? Who are / will be the key stakeholders and employers in Logan? Who are / will be the key stakeholders and employers in Logan?

• All levels of government - employ and fund programs

• Not-for-profit sector will grow, e.g. with NDIS, and in response to population growth)

o 37 non-government agencies (existing) in Logan

o More mature agencies will potentially double in size, and there will also be new players

• Aged care providers

• Bethania aged care precinct

• Hospitals

• Training organisations - public and private

o Skills councils will influence (key stakeholder)

� e.g. manufacturing skills Queensland

• Schools

o Skill level for jobs will rise; job-matching for school leavers

o VET and workplace training needs to be directed to where the jobs are and profile those

opportunities to students

o Inspiring and orienting students to world of work

o Options for those who may not be 'OP bound'

o Parental engagement - student pathways

• Small business e.g. retail

• Transport

o Need Census data on car ownership

o Logan is hard to get around - impacts where we go to school, work live.

o Hard to get a license for some youth.

o Emerging communities - impact of transport for residents there

• NDIS will provide many job opportunities and employing people locally should be a key focus

• Employment in the health and community services area is always going to have strong growth numbers -

employing local people is beneficial given they know their community best.

• Small and medium local business - who have always been encouraged by the Chamber of Commerce and

Industry Queensland to employ locally.

• Community Services organisations and non-government organisations

o Enabler of workforce partnerships

o Also a destination / job source

• All Trades Queensland – 40 vacancies / day they can’t fill

o Barrier = car licences

• Community centres as hubs – need to connect training with community members e.g. Upper Coomera

Community Centre- turning café into training hub (DET)

• Need to

o Link parole board with DET

• Employment

o Missing some key job opportunities through lack of coordination / gaps in

information/networking

o Council as key stakeholder to coordinate / link

o Need to spread message when successful, e.g. Cummings Diesel program at Kingston trade

training school (Council / DET partnership)

o Reconciliation Action Plan – procurement strategy needs to happen

o What questions do you ask in procurement process? E.g. how many local people employed?

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

• Training and education

o RTOs – Schools certificates

o TAFE – Community services / enterprises

o University

o 3 Levels of government

• LOED list for current major employment sectors

• Tourism, hospitality, sport, recreation for people with a disability

• Large industry

• Other Stakeholders

o SE Health Pathways Alliance

o Walkability QLD

o Lendlease

o Peet etc.

o Job active providers

o Chambers of commerce

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

3.3.3.3. How can we let school students and the rest of the community know now about How can we let school students and the rest of the community know now about How can we let school students and the rest of the community know now about How can we let school students and the rest of the community know now about

these jobs, and how they can prepare for them?these jobs, and how they can prepare for them?these jobs, and how they can prepare for them?these jobs, and how they can prepare for them? • Guidance counsellors

• Businesses pitch specific careers and jobs into schools direct (e.g. program at Mabel Park State High

School)

• Big State Government employers to link into students e.g. Logan Hospital school-based trainees

• Need to provide wraparound support e..g resume writing

• Targeted work experience and volunteering programs

• Social media

• Through school, e.g. classes that engage students in life skills could include job opportunities

• Messaging - the' job of today' as a stepping stone or pathways to future jobs, own business

• Barriers to school engagement? It needs to be proactive and targeted. How can it be broader?

• Need to 'sell' career choices - make high demand / growth vacancies attractive / desirable to students

• Employers need to know - options, sources of support and information, especially if they don’t fit the

mould, and how to position themselves with jobseekers

• Advertise jobs / opportunities through school webs / social media

• Need to keep any source of information e.g. web/app up-to-date - particularly challenging if targeting

local area

• Web / tools that assess job interviews / aptitude could direct students to broader employment fields and

local opportunities.

• Students don’t necessarily know what they want to do or what jobs involve - what are their drivers /

enjoyment?

• OPs indicate high demand courses which aren’t high money earners

• Communication

o Tap into programs already running e.g. DET programs

o Systems - level workforce planning needed

o Plan = assigns responsibility

o Integration / coordination

• Council

o Youth Jobs Expo = will run 2 a year

o Need to engage parents as well as students - tailor / target message

o Work experience = Cairns example / careful placement in support roles have been successful

o Meaningful event = employers with jobs at the expo - explore different model - pitch to kids

rationale to work in a particular field

o Opportunity to deliver expo as a joint partnership

o Great expo examples:

� Indigenous Jobs Expo - every employer brought real jobs = worked with Tourism

Queensland to make sure right training providers - no gimmicky collateral

� Sunshine Coast Expo - app to work out own profile / best-fit

• Employer approach and recruitment into job expo process with specific outcomes

• Get youth (role models) already placed to talk to students

• Engage with Year 10 students - not only Year 11 and 12.

• Expanding school-based traineeships and exposure to industry

• Information hubs - virtual and face to face

• Regional employment networks

• Working with industry liaison officers within the schools - enable school network and career advisers

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

• Social media

o Community facebook pages

• Virtual shopfronts

o Smart phones as a platform to connect and access job information - job apps

• Parent Ambassadors Program run by Griffith Uni

o Looks at what the barriers are for connecting with children / parents

o Talk to parents / children about what the university experience entails

o Career paths and job opportunities via university

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

4.4.4.4. What structWhat structWhat structWhat structures are required to maximise opportunities to connect employers in ures are required to maximise opportunities to connect employers in ures are required to maximise opportunities to connect employers in ures are required to maximise opportunities to connect employers in

emerging sectors to local job seekers? emerging sectors to local job seekers? emerging sectors to local job seekers? emerging sectors to local job seekers?

• Logan is resource rich but lacks / needs more coordination

• All neighbouring councils have employment working groups

• New group of jobactive providers / network launched

• NDIS planning

• Skills eco-system Current structures

o DET

o JAP

o PWD

• Logan Together - Employment Chapter / who are members / Deb Lanham

• Training Qld = already coordinating? + forward planning

• A local campaign to support local business would be a good thing. It would be great to see that people

bought locally to support their own community.

• Greater focus on work experience and volunteering - better understanding of value in linking to jobs

(especially NDIS).

• Identify job pipelines - major ones

o Can connect training providers (job brokers) / job providers

o industry bodies doing good job in their space

• Need portal / hub

• Aged care: how to attract mature age workers?

• Job expos where employers / job seekers can talk

o On a weekend when people can attend who travel outside to work

• Structures to attract volunteers

o Targeted marketing 'golden gurus'

• Volunteer supply chain development (on business side) with schools and registered training

organisations, apprenticeship providers

• More like South East Health Pathway Alliance - for NDIS

• Champions and case studies of good volunteering practices

• Legislative change to reduce disincentive to use volunteers re insurance risk

• Promote job pipelines on social media

• When you apply online - no feedback, no opportunity to learn/improve

• Need to understand employer needs: why they hire and why they fire

• Personal connection, attitude - not just skills and performance

• Training systems turn out vocational skills not necessarily personal skills. More targeted work-ready

skills.

• Structures - survey, direct approach (e.g. chamber, industry) to influence training programs (usually

assume or use macro indicators)

• NGOs / schools - set up for connecting A-B, some strong programs

• Employers readiness to support and retain workers who may not be so job ready

• Communication to overcome barriers e.g time to supervise, boosting funds to get into a program

• More cost effective when training is designed for what employers need

• Employers are a neglected stakeholder in this - the focus is on job seekers and job agencies. Get the

data.

• Governance arrangement - to get all stakeholders organised

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

• Communication

o Tools

o Business engagement

o Continual feedback from stakeholders evaluation

• More profiling of organisation - better fit for suited employees

• For some people - help is needed the whole way through the system including while on the job

(working)

o Coaching

o Mentoring

o Time to get prepared and job ready

• Strategic coordinator body with industry knowledge, local connections apart from Centrelink,

employment networks to link employers to job seekers.

• Investment in the school children before they leave school i.e. set them up with Aus Key. Education

on various opportunities within industries.

• Engagement strategy with local employers

o What skills do they require?

o Future expansion?

• Motivational role model program

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

5.5.5.5. What information do we need to plan for emerging job opportunities?What information do we need to plan for emerging job opportunities?What information do we need to plan for emerging job opportunities?What information do we need to plan for emerging job opportunities? • Employer needs:

o Intentions to recruit

o Core competencies

• Finer details on emerging industries

• Student expectation and aspirations

• What is sector readiness for NDIS?

• Who in growth mode?

• Who challenged?

• Change perception of ‘entry level’ and menial jobs

• Promote benefits as stepping stone and personal development.

• Existing skills base of working population (Industry qual)

• Campaign to re-skill and re-charge

• How many people who leave Logan to work would prefer to work locally?

• Potential investment $ per sector.

• Need to know where the jobs are going to be

• What skills are required

• Development approval applications

• How many jobs actually exist in a particular industry?

• Career path within an industry

• Requirements to go from one stage to the next

• What are the barriers for job seekers including culturally and linguistically diverse communities?

o Transport?

• What do employers need?

o Local intelligence on employer need, desirable skill sets/ personal qualities

o Guidance officer Intel on student feedback

• When are kids exposed to job options? ( Year 11/12 after making subject choices since year 8)

• Work experience now voluntary in school holidays

• Too much emphasis on OP/university pathways.

• Need to value working straight from high school as an alternative, not a failure/ second best option.

This value put on students.

• Instead of schools saying x kids got an OP of 1-5 – x kids got a job

• Info regarding supply and demand e.g. Yarrabilba – John Perry, undertaking workforce plan now

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

(The following questions were not addressed by the workshop on the day as a group due to

time constraints, however some tables made notes independently, which are included below.)

6.6.6.6. What action should the Leadership Team take over the next two years to prepare What action should the Leadership Team take over the next two years to prepare What action should the Leadership Team take over the next two years to prepare What action should the Leadership Team take over the next two years to prepare

the city for the identified opportunities? What steps are needed? the city for the identified opportunities? What steps are needed? the city for the identified opportunities? What steps are needed? the city for the identified opportunities? What steps are needed? • Opportunity to create link between education and employment (training gap)

• Strategic leadership to support pragmatic / on the ground opportunities

• Developing knowledge base and giving experts / leaders opportunity to present info

• Provide leverage and tangible resources

• Evidence-based

7.7.7.7. How should we collaborate and coordinate with key stakeholders? How should we collaborate and coordinate with key stakeholders? How should we collaborate and coordinate with key stakeholders? How should we collaborate and coordinate with key stakeholders?

What elements require advocacy by the Leadership Team?What elements require advocacy by the Leadership Team?What elements require advocacy by the Leadership Team?What elements require advocacy by the Leadership Team? • Advocacy and ‘thought leadership’

• Coordinate within Council

• Social empowerment to drive Council to adopt

• Symptom of lack of coordination

• Providing business with info regarding the best ways to recruit local jobseekers.

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

Entry level (no training)

Skilled / experienced (VET Cert 3 / 4)

Professional (University experience)

Job active

providers Schools

Logan Together Community Services

/ social enterprises (NGO'S)

Traineeships

Apprenticeships

Cadetships

Parents

Community

members

Business &

Commerce / Industry

Government

Dept of Education &

Training

University

TAFE

Logan City Council

LOED, Planning,

Community Services

Other

Government

Centrelink

Job Ecosystem

Job DemandJob DemandJob DemandJob Demand Training &Training &Training &Training & Development Personal SupportDevelopment Personal SupportDevelopment Personal SupportDevelopment Personal Support Job Seekers Job Seekers Job Seekers Job Seekers

(NDIS)

Health Care &

Social Assistance

Education & Training

Manufacturing

Retail

Construction

Entry level

Skilled

Professional

Early School Leavers

CALD

Skilled / unskilled

Migrants / refugees

Year 12 Graduates

(Year 13's)

People with disabilities

Mature aged 50+

Long term unemployed

Indigenous

Parents returning to work

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

WHITEBOARD NOTES

Where are the jobs coming from?

Co-ordination

NDIS / CSIA = Jan 2018

($614m) VET budget

Job Readiness

$6.1m 48/88 projects

Enable schools Alliance +

Health hubs

2nd choice funding -

retraining opportunity

Job Types

• Professionals

• Disability support

• Specialist support

• Less labourers (but we

need labourers for

Flagstone and

Yarrabilba)

New Jobs

(5 yrs) 2016-2021 (Maria)

Logan

1,100 Construction

1,900 Retail and service based industries

1,000 Transport & Warehousing

1,400 Health Care and personal service workers

2100-2500 from 2015 (NDIS)

Professionals

1,700 Education and Training

900 Accommodation and food service - food processing

1,500 short term jobs

(with Commonwealth Games Dec 17 - May 18)

New Businesses

New business opportunities

• Finances

• Recreation services

• Home maintenance (NDIS)

• Aboriginal housing construction

• Logan Housing (Logan Housing

Renewal Initiative)

Existing large industries

• Growth - advanced manufacturing

• Turnover figures?

Notes - FUTURE EMPLOYMENT WORKSHOP - held Friday 1 July

Doc Id: 10402591

Page Table of Contents

2 1. Purpose

2 2. Aim

2 3. Overview

3 4. Demand

8 5. Supply

10 6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

7. Appendices

a. Employer List b. ACE Report c. Attributes sort by employers d. Growing potential candidate pool

South East Region Automotive Industry Action Plan

2

Purpose:

The Action Plan has been created to establish an evidence base to support the prioritisation of key industries in South East Region.

Aim:

To provide a comprehensive summary of the key aspects of each priority industry including demand, supply and facilitation needs for the automotive industry in the South East Region.

Overview:

The Australian motor vehicle market is one of the most competitive in the world.

INDUSTRY SUMMARY SNAPSHOT (NATIONALLY)

Passenger vehicle brands are selling on the Australian market 60 vehicle brands

New vehicles purchased annually 1 million new vehicles

Motor vehicles continue to grow at the rate of or 2.5% every year 450,000 extra cars

On road vehicles 18 million nationally

Workers employed for the year ending June 2014 383,806

Revenue accounted for 2.5% of Australia’s annual GDP in current prices ($1.52 trillion) in 2012-13.

$ 38.3 billion

Number of automotive businesses 64, 772 businesses

STATE SUMMARY SNAPSHOT (QUEENSLAND)

Workers employed for the year ending June 2014 92,564 people

Number of automotive businesses 13, 675

Employer-sponsored 457 visa Motor Mechanics as at September 2014 380 people

Vehicles registered for the year ending 30 June 2015 3,771,321

With the nation’s automotive Industry fleet demand, continued growth, greater level of product choice will

bring new skills demands to repair and service these products. This can only have positive effects on

career prospects and future employment within the industry

The Automotive industry encompasses a wide array of activities and sectors, which in aggregate define

the overall automotive workforce. These are;

Motor Vehicle and Motor Vehicle Parts

Manufacturing

Motor Vehicle and Motor Vehicle Parts Wholesaling

Motor Vehicle, Parts and Tyre Retailing

Automotive Repair and Maintenance

Agricultural, Mining and Lifting Machinery

Fuel Retailing

Motor Vehicle Hiring

Motorsport

Outdoor Power Equipment

Bicycles

3

Marine.

Demand: This section relates to the forecasted workforce demand and requirements that will need to be met now and into the future.

In the South East Region, Automotive held the 2nd largest registration of apprenticeship training contracts (up 24% on 2013-14)

Beyond 2017 automotive businesses will need to be regular employers of apprentices and offer career progression (grown skills internally) in order to remain competitive and profitable

This forecasted demand has been sourced from the following:

Actual Apprentice/Trainee Commencements, SE Region. 2014 - 2015

Occupational Model Gold

Coast

Logan Redlands Scenic

Rim

Total

Automotive Electrician 185 57 4 14 260

Automotive Mechanic (Agricultural Mechanical) 1 0 0 0 1

Automotive Mechanic (Heavy Vehicle Mobile Plant) 12 4 0 3 19

Automotive Mechanic (Light Vehicle) 234 208 59 16 517

Automotive Mechanic (Motorcycle) 23 17 2 0 42

Automotive Mechanical (Heavy Vehicle Road

Transport 48 36 11 8 103

Automotive Mechanical Serviceperson (Cylinder

Head Reconditioning) 0 0 0 2 2

Automotive Mechanical Technology 1 0 0 0 1

Automotive Salesperson 36 13 2 0 51

Automotive Salesperson (Parts Interpreting) 3 4 0 0 7

Automotive Serviceperson (Under body) 1 1 6 0 8

Automotive Specialist (Diesel Fitting) 10 5 0 1 16

Automotive Specialist (Diesel Fuel) 2 3 0 0 5

Automotive Specialist (Under body) 4 6 2 0 12

Automotive Vehicle Body Serviceperson 1 8 0 0 9

Automotive Vehicle Body Tradesperson (Panel

Beating) 26 23 3 3 55

Automotive Vehicle Body Tradesperson (Trimming) 5 0 2 0 7

Automotive Vehicle Body Tradesperson (Vehicle

Painting) 30 17 3 2 52

Automotive Vehicle Serviceperson 5 2 2 0 9

Bicycle Mechanic 2 2 2 0 6

Bus, Truck & Trailer Manufacture Level III 1 4 0 2 7

Marine Mechanic 34 2 3 0 39

Outdoor Power Equipment Mechanic 5 3 1 0 9

TOTAL 669 415 102 51 1237 The commencements report derived from The Department of Education & Training *DELTA database

.

4

Forecast employment projections

National workforce projections will see an increase in the projection of employment over the next 5 years to

November 2019

Occupations Employment Levels (‘000)

Projected Employment Growth

2014 2019 (‘000) %

Automotive and Engineering Trades 379.9 396.6 16.8 4.4

Automotive Electricians 9.8 10.3 0.5 5.5

Motor Mechanics 101.7 104.3 2.6 2.5

Vehicle Body Builders and Trimmers 5.1 5.6 0.5 9.7

Vehicle Painters 8.1 7.3 -0.8 -9.5

Motor Vehicle and Vehicle Parts Salespersons 27.1 30.2 3.2 11.6

Motor Vehicle Parts and Accessories Fitters 12.7 11.9 -0.8 -6.4

The commencements report derived from The Department of Employment 2015 Occupations Projections Report

Skills Shortages

Illustrated by Auto Skills Australia, top 3 reasons for skills shortages;

Attraction of existing labour towards other industries (e.g. the mining, resources and

construction industries)

Not enough people entering automotive trades

Poor quality of available candidates.

39% of the QLD Automotive workforce sat in the Automotive Repair and Maintenance Employment Sector Second by the Motor Vehicle Fuel Retailing making up 19% of the workforce Women are underrepresented in the Automotive Industry. 98.9% of the workforce made up of full time males for automotive mechanical trades compared to 1.1% of female

5

2015 Reported Skills in demand for the Automotive Industry:

SECTOR REPORTED OCCUPATIONS IN SHORTAGE

Motor Vehicle Parts Wholesaling Spare Parts Interpreter Salespersons

Motor Vehicle Retailing Vehicle Salesperson Motor Vehicle Parts and Tyre Retailing Spare Parts Interpreter

Spare Parts Sales Person Type Fitter

Automotive Repair and Maintenance Light Vehicle Mechanical Technician Heavy Vehicle Mechanical Technician Mobile Plant Technician Service Advisor Body Repair Technician Vehicle Refinishing Technician Automotive Electrical Technician Motorcycle Mechanical Technician

Bicycle Retailing Bicycle Mechanical Technician Marine Equipment Retailing Marine Mechanical Technician Outdoor Power Equipment Outdoor Power Equipment Technician

Salesperson The commencements report derived from Auto Skills Escan 2015 Report

Forward Projects

Refer to Appendix C “ACE Spreadsheet”

Attributes Sought by Employers: All Automotive sectors

Employers have reported essential qualities and attributes sourced when recruiting their potential workforce;

1. Teamwork

2. Strong communication skills

3. Computer skills

4. Customer service

5. Attention to detail

6. Self motivation

7. Good OHS practices and safe work practices

8. Work to deadlines

9. Hand tools skills

10. Stable employment history

11. Passion for automotive

12. Accountability

13. Physical fitness

There is additional Key attributes for speciality area, refer to Appendix C

Employment prerequisites

Apprenticeship Pathway: Pass Year 10 in Queensland secondary school or equivalent

Pre apprenticeship: Pass Year 10 in Queensland secondary school or equivalent

Tyre Fitter: Cert II Tyre Fitting highly regarded

Existing tradesperson up skilling: Cert II Automotive AC Technology

6

Entry Level Pathways

Preferred Qualifications

Trades: Certificate III; pre-apprenticeship Certificate II; Year 10-12 prerequisite for apprenticeship

with pass results

Paraprofessionals: Management requires experience in Industry Subsector.

Designers: Bachelor of Engineering

It is preferred that motor mechanic apprentices are licenced to drive the vehicles they service.

Supply:

Supply identifies the variuos sources that all stakeholders will be able to aquire a skilled workforce.

Solutions and potential sources of labour

The industry is highly critical of the role of school careers advisers and the information they provide to

students. There is a belief that many careers advisers are not specifically trained for the position and not

abreast of the skill and technical requirements of the automotive industry. Many continue to believe that

automotive trades are for students with poorer academic abilities or those who are unable to complete their

7

secondary education. Consequently, they will steer such underachieving students towards automotive

trades.

The technological sophistication of modern vehicles requires apprentices with proficiency in maths, science,

IT and English. It is this type of apprentice who will be best placed to understand the operation of complex

computerised mechanical and electrical systems inherent in motor vehicles.

Unfortunately, such higher achieving students are steered towards university, not just by careers advisers

but also by their parents.

It is critical that negative perceptions and stereotypes about the automotive industry are corrected within the

school and home environments. This will require a concerted education and marketing campaign with

widespread industry stakeholder participation.

Automotive businesses will not accept students without Year 11 or Year 12 credentials and this message

needs to be widely understood within the community.

Many automotive employers have also suggested the need for national aptitude tests that incorporate a

literacy and numeracy assessment as a compulsory requirement to qualify apprentices before they are

offered an apprenticeship contract.

Many business operators are showing greater creativity in the strategies and incentives used to attract and

retain skilled labour. This could involve the use of monetary and non-monetary rewards, training incentives,

career pathways and other initiatives. The Heavy Vehicle sector actively uses such strategies to its

advantage and is reported to have much better retention rates.

Source derived from Auto Skills Escan 2015 Report

Potential Sources of Labour

Career Inspirations / Career Expo’s / Information Days

VETiS students who express an interest in this career as a long term prospect

Participants enrolled in School to Work Transition Programs (i.e. MotoV8, Accelr8)

Year 12 graduates

Graduates from Group Training Organisations

Students sourced through WE or vocational placements

Job Active clients

SQW graduates

Special project graduates (i.e. Project Booyah, Disengaged Youth programs)

VTEC Indigenous Mentoring Programs

ASSN Mentoring Programs

Youth Engagement Team clients are not yet work ready, therefore they are not under consideration as a

potential labour supply.

Job Active Job Seekers

457 Visa workers

Return-to-work and mature aged job seekers

CALD

Developing existing workforce

RPL existing Cert III qualified workers in Cert II specialty skill sets so they can supervise a broader scope of

trainee/apprentice qualifications.eg RPL Cert II Cylinder Head Reconditioning in order to be able to supervise

apprentices enrolled in this.

In-house training such as what Porsche and Mercedes Benz offer to its most talented apprentices and trades

people

Accessing Higher Level Skills funding eg Cert IV Small Business in order to grow a workshop/retail business

8

Facilitation:

This is the activitiy surrounding how we achieve outcomes for our stakeholders.

a. Evidence The 2016 Automotive Industry Action Plan has been produced from industry intelligence and accessible data. This includes grassroots evidence and real time intelligence to determine what the industry skills needs are, as well as current and future workforce development needs. Source of data captured from; Auto Skills Australia http://www.autoskillsaustralia.com.au/ The Departmetn of Employment http://lmip.gov.au/default.aspx?LMIP/EmploymentProjections The Department of Industry, Innovation and Science http://www.industry.gov.au/industry/IndustrySectors/automotive/Pages/default.aspx DELTA System Reports The Department of Education & Training http://www.training.qld.gov.au/documents-data/strategies-plans-reports/vet-investment-plan/index.html Motor Trade Association of Queensland https://www.mtaq.com.au/ Australian Beaurau of Statistics http://www.abs.gov.au/websitedbs/D3310114.nsf/home/home?opendocument

b. Analysis

Key elements of intelligence gathered by key industry skills councils and government provided an informative

response to key industry challenges in Automotive.

Key findings included

1. Need for more emphasis on pre-apprenticeship programs (School to Work) coupled with soft skills to

strengthen personal qualities and industry expectations before entering an apprenticeship program

2. Up skilling of existing employees is a training priority (87% of staff training in Product & manufacturing

compliance)

3. 57% of automotive employers did not employ apprentices. 60% of employers intend on hiring

apprentices

4. 53% of employers do not have a workforce development plan in place to attract and retain staff

5. New car sales are on the rise as there is a shift in consumer preference for updated technology,

smaller, more fuel efficient cars, diesel, hybrid and electric cars.

6. Because motor repair workshops require workers to be able to move and park cars, they can be

reluctant to employ an apprentice who is not yet on at least a provisional license. Since provisional

licenses cannot be issued to anyone under 17, this may present a barrier to employment

9

c. Engagement

Auotomotive Businesses (SER) An important step forward in generating real-time intelligence will be targeting and surveying local employers throughout the South East Region to determine what industry demands are and challenges they face. This will provide valuable information for The Department of Education to add value through continuous improvement and identifying Industry demand driven programs. A comprehensive list of all automotive employers are attached. Please refer to Appendix A “South East Regional Employers” Governing Peak Body Industries

Motor Trade Association of Australia (MTAA) http://www.mtaa.com.au/ MTAA represents the automotive retail,

service and repair (RS&R) sector and is Australia's largest small business sector. Committees associated with

MTAA include;

Australian Automobile Repairers Association (AARA)

Australian Motor Bodies Repair Association (AMBRA)

Australian Motorcycle Dealers Association (AMDA)

Automotive Parts Recyclers of Australia (APRAA)

Australian Service Station and Convenience Store Association (ASSCA) Australian Tyre Dealers and

Retreaders Association (ATDRA)

Farm and Industrial Machinery Dealers Association of Australia (FIMDAA)

Motor Trade Association of Queensland (MTAQ) https://www.mtaq.com.au/ MTAQ is the State Peak Body for retail

service and repair sectors of Queensland’s automotive industry, and represents the industry by influencing policy

development in areas directly and indirectly impacting automotive.

Auto Skills Australia (ASA) http://www.autoskillsaustralia.com.au/ Industry Skills Advisory Council for the

Automotive Industry

Australian Automobile Association (AAA) – The AAA is the peak organisation representing Australia’s motoring clubs, with a combined membership of seven million Australian members.

d. Workforce Development

Workforce development provides an approach to identify emerging challenges and trends including;

Recruitment and retention

Policy

Resources

Support mechanisms

Initiatives

Funding arrangements

Best practices and sustainable solutions

Our approach to workforce development will be that of collaboration and cooperation with a wide audience of key

stakeholders and interest parties (internally and externally). This will provide a strong understanding of demands

and supply for the Automotive Industry.

Activities will focus on identifying skills development, required competencies and attributes need for the

industry.

10

Facilitate advisory services to Industry to get access and understanding of available funding options

available, skills development and key qualities and attributes required to support industry.

Coordinate opportunities for on the job training and skills transfer programs to meet industry demand

Encourage local businesses and industry to become a leader in developing industries workforce. Initiatives

will include partnering with industry for school to work transition programs, Inspiration days, work

experience programs, recruitment initiatives and Industry career expo’s and events

Key stakeholders include;

SER Teams

Vet Investment Teams

Regional Management

Registered Training Organisations

Industry Skills Councils

Local Employers

Industry Peak Bodies

e. Funding

Funding initiatives available to the Automotive Industry

Certificate III Guarantee

Higher Level Skills

Indigenous Funding (State & Federal)

VTEC (Federal)

Skilling Queenslanders for Work

VET Fee Help

Job Active (Employment Pathway Funding)

VETis Funding

Apprenticeship & Traineeship Incentive funding for employers (federal)

School to Work Transition (Federal)

Youth Employment Pathway (Federal)

Foundation Skills

GAP Training (Recognition of Prior Learning)

Youth Training for employment scholarships

Industry Pre-Apprenticeship Fudning

Fee for Service

User Choice Funding

f. Contracts Skilling Queenslanders for Work initiative which forms part of the governments broader Working Queensland Jobs Plan. Skilling Queenslanders for work represents a significant investment targeting skills and training programs to support Queenslanders to gain and stay in employment Skilling Queenslanders for Work Initiative – Successful programs under Round 1

Program Provider Delivery

Location Project Name Participant

numbers Qualification

Community Work Skills Training

Motor Trade Association

Gold Coast Auto Initiation 20 Cert II Automotive Vocational Preparation

11

g. Evaluations

Evaluation will be measured against the success of key initiatives and programs facilitated and developed by the automotive team over the next 12 months (2016).

Industry Engagement Meetings A core focus of the Automotive Action Plan is to visit key employers across the SER. The visitation will be directly with the employers at all levels to deliver workforce development strategies and training initiatives to support their recruitment strategies and staff retention. Key target will be to visit 120 employers across the 5 areas of South East Region. Refer to Appendix A for list of all employers.

Automotive Inspiration Days The Automotive team provide opportunities for students in year 10, 11 to gain hands observations and real experience in an automotive workshop environment. Inspirations days provide senior students with a taste of the kinds of tasks, duties and career opportunities they could expect under an apprenticeship within the Automotive Industry. SER will deliver these programs as a pre-requisite into programs that will roll out in 2016 like the Motiv8 Program which is open to year 11 students.

Apprenticeship and Employment Outcomes Apprenticeship opportunities across the Automotive industry are reasonably high. Automotive is the 2nd largest industry for Apprenticeship and Traineeship Training Contract registration for 2014-2015 in SER. Up 25% on 2013-2014.

Through visit key employers across the SER we will be able to identify potential opportunities for Apprenticeships and Traineeships in the Automotive Industry. (KPI and Target Numbers to be confirmed with RLT)

School to Work Transition Programs

School to work transition initiatives are programs delivered through VETiS funded courses. In particular for Year 11 and 12 students to undertake a Certificate II in Automotive Vocational Pathways. Programs will provide a blend of work experience with host employers and accredited training to be held at local State High Schools and Training Facilities across SER

Please refer to Appendix B “ACE Activities Spreadsheet”

Industry Peak Body Engagement

Connecting with our Industry Peak Bodies will be vital to the success of programs and industry intelligence to determine workforce development activities moving forward

Out team will initiate regular meeting with Industry peak bodies to generate and provide feedback about what is happening on the ground with industry. Our team will meet with Industry Bodies once every 6 months minimum and report intelligence and feedback in our Industry Action Plan Reports.

12

Marketing

The promotion of industry demand programs will be facilitated by the Automotive Industry team to capture success.

These will include;

Career information days and expo events

Targeted marketing to Schools (ILO’s, HODS and Principles)

Media promotion – capturing the success of graduating students from programs launched in 2016.

Capturing success stories for regional newsletters – identifying and capturing employment opportunities, highlights and achievements and records of positive outcomes from programs

Industry Profile fact sheets – the development of key industry challenges and workforce development products and services

Children’s Services Sector plan

page Table of Contents

1. Purpose

2. Aim

3. Overview

4. Demand a. Employment in Australia b. Employment in Queensland c. Demand for Educational Qualifications d. Barriers

5. Supply a. Skilling Queensland for Work b. Youth Employment (DATSIP) c. Youth Employment Team d. Job Active e. Existing school to work programs f. Current recruitment practices g. Barriers

6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

South East Region Children’s Services Sector Action Plan

2

Purpose:

The Action Plan has been created to establish an evidence base to support the prioritisation of the Children’s Services sector in the South East Region.

Aim:

To provide a comprehensive summary of the key aspects and priority areas to target including demand, supply and facilitation needs for the Children’s Services sector in the South East Region.

Overview: The Early Childhood Education and Care (ECEC) sector is part of the Health Care and Social Assistance Industry.

ECEC aims to meet the care, educational and developmental needs of children. Care provided to children in the

earliest stages of life has a profound effect on their future development. The Early Childhood Education and Care

sector is expanding as the Federal Government encourages more parents to move into full-time work and an

increase in the numbers of children being born in Australia. This plan discusses the context of the ECEC sector in

the South East Region, as well as factors affecting this sector projected until November 2018.

There have been significant changes due to the introduction of the National Quality Framework (NQF) in 2012.

These changes required employers to ensure that education and care is delivered by a mix of appropriately

qualified workers. This has led to changes in VET qualifications and funding, such as Federal Government

initiatives and changes to employer businesses models due to changes in child to carer ratios which the last stage

of the NQF to be implemented in January 2016.

The Early Childhood Education and Care sector covers:

Long Day Care (At least 10 hours; babies to school age)

Outside School Hours Care (before and after school, holidays; school-aged children to 11)

Family Day Care (educators are based in their own homes)

Kindergarten (School hours, children aged 3-5)

Limited Hours Care (up to 30 children for a maximum 20 hours per week, babies to 12 years of age)

Budget Based Funded (BBF) Service which is a range of service types such as crèches, mobile services,

Multifunctional Aboriginal Children's Services and Outside School Hours Care services. Services funded

under the BBF Programme are not generally approved to administer the Child Care Benefit on behalf of

families.

Commencing in 2016 a two-year Nanny Pilot Programme to support participating families who struggle to access child care services when working, studying or training by providing fee assistance to eligible families. It will support families who have difficulties accessing child care services, particularly if they work non-standard hours by using a qualified nanny in the family home.

The Peak Industy and Advisory Bodies who support and regulate the Children’s Services sector are:

Workforce Council

National Early Childhood Education and Care Collection (NECECC)

Australian Children’s Education and Care Quality Authority (ACECQA)

3

Early Childhood Education and Care (ECEC)

Australian Childcare Alliance Queensland (ACA Qld)

Community Services & Health Industry Skills Council

Australian Community Children’s Services (ACCS)

Early Childhood Australia

Family Day Care Australia

National Out of School Hours Services Association (NOSHSA)

Playgroup Australia

Secretariat of National Aboriginal and Islander Child Care (SNAICC) DET aims to support the Children’s Services sector in the South East Region by proactively targeting Long Day Care

centres as they have the highest employment opportunities currently with 357 centres. The action plan will be

implemented which seeks to link the demand from the sector to the supply of pre-screened candidates for

employment opportunities and sector awareness.

Demand: Employment in Australia Health Care and Social Assistance is the largest employing industry in Australia, employing approximately 12.3% of the total workforce at May 2014. Due in part, the aging population age and increasing demand for childcare, community and home based care services.

Queensland employment projection

Queensland has the largest projected increase in employment over the five years to November 2018 projected to be 51,900 people.

4

The Child Care Services sector has the largest proportion of female workers at 94.4%. Employers would like to address this issue as demands from parents who experience male educators have enjoyed the experience, culture and diversity in the workplace. Data received from the ‘3 Big Conversations Forum’ held by DET in April 2016 provided an insight from employers on how they attract, retain and recruit employees in the sector. From these findings work experience featured as the fourth area employers recruit from. Workforce development activities outlined in the facilitation section has been addressed to support the findings. Appendix A. There are a number of schools who deliver Children’s Services as an authority subject and there is no pre-requisite for work placement as it is not a certificate course. This is the area of focus for DET to encourage the students who have selected this subject to provide meaningful work experience through a structured work experience program. Appendix B.

School- Based Traineeship in the South East Region (DELTA records as at 22/2/2016)

Logan 28 Redlands 30

Gold Coast 92 Scenic Rim 5

Certificate III in Early Childhood Education and Care – Traineeships in the South East Region (DELTA records as at 2/2/2016)

Logan 199 Redlands 91

Gold Coast - 241 Scenic Rim 16

5

Diploma of Early Childhood Education - Apprenticeships in the South East Region (DELTA records as at 2/2/2016)

Logan - 231 Redlands - 68

Gold Coast - 332 Scenic Rim - 27

Information taken from DELTA over the 2015 period suggests that peak periods of sign ups differ from each local government area in the South East Region. However there are some similarities in that towards the beginning and end of the calender year is when each LGA has the highest numbers of sign ups. Currently there is not a skills shortage in the educational qualifications required for the Children’s Services sector in Australia, however the Queensland State government still identified some qualifications as a high priority area. Through the VET Investment Plan the high priority qualifications are supporting through funding using, User Choice, Fee-Free training, Certificate III Guarantee and Higher Level Skills. The qualification of school-based traineeship, traineeship and apprenticeship is supported by the state governments User Choice funding. There is antedotel evidence of employers moving between the current funding options which may impact the quality of training. DET will be targetting the Long Day Care centres and Outside School Hours Care as they currently employ the largest number of staff in the South East Region.

Barriers - Wages People working full time in the Children’s Services sector have some of the lowest median earnings of all sectors across all 19 broad industries. Full time median earnings in the Child Care Services sector were 34.9% lower than across all industries ($750 per week compared with $1152 per week).

6

This is a potential barrier to overcome for attracting future employees into the sector or being retained in the sector as a career.

Barriers – Training Environment The Centre Directors are allocated the responsibility and supervision of training of employees in the workplace. School-based trainees have limited skills, maturity and knowledge at the beginning to be effective staff members. The Centre Director assesses these requirements and some centre directors include them in the children to carer ratios and these employers tend to employ school-based trainees. There are many centre directors who have advised they do not engage in school-based traineeships as they won’t include them in the ratio even through legislation states they can be. Centre Directors are reluctant to take on work experience students as they do not hold a Blue Card and that is their company policy, even though the Working with Children Check states there is no requirement of a Blue Card for work experience students. This is one of the areas DET will be targeting by using the structured work experience model which requires no Blue Card and the activities are structured based on the Centre Directors beliefs of the skills, maturity level and knowledge for activities the students can participate in. As the Centre Directors will be involved in the process and DET will be facilitating the pre-screening process eventually this should build trust for the Centre Directors to offer school-based traineeships to the selected students and transition into future employment.

Barriers – Registered Training Organisations Anecdotally there is evidence to suggest that legitimate concerns do exist around the quality of training in the sector. Recent changes to government legislation were made as an attempt to address these concerns and prevent poor quality training.

Supply:

Skilling Queenslanders for Work South East Region currently has a number of Skilling Queenslanders for Work (SQW) programs where the Certificate III in Early Childhood Education and Care will be delivered in the South East Region. SQW funding will be on going over the next three years and DET expect this qualification will be ongoing due in future SQW applications to employment opportunities and funding for training in the sector.

Community Based Organisation Program Name Location Number of Positions

Civic Solutions Inc Building Better Futures Logan, Meadowbrook, Berrinda

45

Twin Rivers Community Care Limited

Launch into Early Childhood Education and Care

Eagleby 20

Y-Care (South East Queensland) Inc

Education and Care Journey Nerang, Kingston 20

Boystown Get Set for Work- Senior Kingston 10

Youth Employment (Department of Aboriginal and Torres Strait Islander Partnerships) The Youth Employment Program (YEP) provides a range of services to assist young Aboriginal and Torres Strait Islander people who are looking for work, completing high school and further education.

7

DET will work with the Department of Aboriginal and Torres Strait Islander Partnerships (DATSIP) and other stakeholders to identify suitable candidates for entrants into the Children’s Service sector.

Youth Employment Team The region currently has a Youth Employment Team that aims to provide employment options for young people. DET will work alongside this team to create pathways for young people to enter into the sector or arrange structured work experience opportunities for identified students. The department is currently exploring innovative approaches to Early Childhood and Care through workforce development.

Job Active The region will actively work with local job actives to ensure job seekers are represented in job readiness and structured placement opportunities in the Children’s Service sector.

Existing school to work programs DET South East Region supports and facilitates a range of school to work programs designed to prepare students for employment. DET officers will work towards identifying suitable candidates to employment opportunities post year 12 in the South East Region. DET currently has a successful school to work transition program with Imagine Education Children’s Services project. This program has transitioned 12 students into school-based traineeships in 2015. The project obtained 60% employment outcome from the pilot project. Appendix C.

Current recruitment practices Child care employers generally recruit without difficulty but there is still a persistent shortage of qualified child care workers since the 2000s. For child care centre directors and workers, training numbers have also increased strongly, but employers suggest that low staff retention limits supply to the sector. An informal method of recruitment such as word of mouth or job seekers is evident by 41% of employers choosing these methods of recruitment.

8

In the South East region there has not been a standard that employers use as preferred employee attributes for the sector. The centre directors are usually the employer of staff for individual centres. Industry Intelligence has advised a preferred set of attributes would be welcomed as a guide for schools to select students for sector awareness activities. Appendix D

Queensland Data by Employed Total and Hours Actually Worked

Occupation August Quarter 2014 August Quarter 2015

Employed total (‘000)

Hours actually worked in all jobs per employed persons (hours)

Employed total (‘000)

Hours actually worked in all jobs per employed persons (hours)

Child Care Centre Managers 1.8 33.6 3.0 31.2

Early Childhood (Pre-Primary school) Teachers

3.7 26.9 3.4 38.1

Child Carers 30.3 26.2 28.7 29.3

*The data doesn’t specify why the increase or decrease in the hours Barriers – Female to Male ratio’s There are no specific programs to encourage males to participate in the sector. Feedback from the schools is there are limited males asking to join the sector. Barriers – Sector perception There is a pre-conceived perception that child care centres are not educational facilities more child minding. With the introduction of the Early Learning Framework this has changed the child care sector to align with an educational focus and this is reinforced by legislation. Barriers – Early Childhood Education Teachers The students who are studying at University have planned to move into the schooling system due to working conditions instead of child care facilities.

9

Facilitation:

a. Evidence

Data has been collected from various sources and these include:

National Early Childhood Education and Care Collection

ABS, Labour Force, Australia, Department of Employment

Community Services & Health Industry Skills Council

Early Childhood Education and Care Quality Authority (ACECQA)

Early Childhood Education and Care (ECEC)

Skills Shortage Research programme, Department of Employment

b. Analysis

The snapshot of the South East Region data has identified the following areas, where DET can have the most influence and impact within a set timeframe. These include:

Increase awareness of the sector to address male participation. DET have asked employers who have male staff and RTO’s (seem to have more males in their employment) to provide sector awareness in the school system starting at year 10 students to support their subject selection decision making process.

Consult with stakeholders in the youth engagement area, disability, CALD and Aboriginal and Torres Strait Islander areas to provide more opportunities for their clients.

Work with supply services and employers to match students to the workplaces, through transition to work models which are customised to the individual workplace.

c. Engagement

Stakeholders indentified in the overview, DET will be engaging through information sharing activities, committee meetings and sector support activities. Discussions will include all areas of the South East region. DET staff will engage with all the children’s service providers on an individual bases. The main focus will be with the employers to change the workplace culture of work experience and transition future participants into employment. A current list of the employers in the South East region is in Appendix E.

d. Workforce Development

DET’s workforce development strategy is to work individually with the Children Service providers in the Long Day Care sector as this is the main area where children are educated. The following strategies will be implemented:

1. Imagine Education Children’s Services Project

This model was implemented in 2015 and the aim was a direct pathway for students to engage in the children service sector and encourage the employer to employ school-based trainee’s. Initially there were 20 students who expressed interest in the opportunity. Through the pre-screening process the

10

students were accessed by the employer with the facilitation of DET and the outcome was 12 students employed as school based trainee’s.

An expression of interest form for the program for 2016 has 12 students who have expressed an interest in the program. There has been a change of management at the facility and they have chosen to continue the program.

2. Structured Work Experience Program This model is for DET to work directly with employers and create a structured work experience program. This will enable employers to be able to access the students who participate against their own standards of recruitment and provide students with realistic work experience that they can put on their resume. The target areas are:

Schools who offer an Authority subject in Children’s Services. Work experience is not part of the cirriculum and this would allow the students during school holidays or dates arranged with the schools to participate. Feedback from employers is one to three days timeframe is enough time to evaluate potential candidates for employment opportunities.

Schools who have complusory work experience for one week blocks. This will provide the students with an insight into the Children Service sector. The aim of work experience is to provide students with career pathway options and the format for the structured work experience should increase the awareness in the sector.

Jobactive, YEP and Youth Engagement participants can incorporated into the model.

3. Sector Attraction and Retention considerations

Sourcing promotional material from other government or industry agencies (Peak bodies, RTO’s etc.);

Adapting/modifying/linking existing promotional sources such as Career Hunter, School Guidance

Officer, career advice tools etc.;

Identifying sector case studies that highlight best practice employer retention initiatives; and

Packaging incentives and other material as part of an occupational attraction strategy – federal

incentives and state government funding options.

Schools in the South East region have partnered with registered training organisations (RTO’s) and are delivering the Certificate III in Early Childhood Education and Care which incorporates 120 hours of work placement. The sector awareness program Outside School Hours Care will be featured and suitability will be matched to University students who have career pathways to work in the Education Industry.

4. Sector Forum Following the success of the ‘3 Big Conversations’ forum, DET would be speaking to employers to engage in sector intelligence to hold another forum for the sector based on their specific needs.

5. Funding

The main funding source for workforce development is the Queensland Kindergarten Learning Guideline which supports employers. In appendix F there is a list of funding sources specific to Children’s Services. The state government continues to invest in the high priority qualifications to support the training in the sector through the Vet Investment Plan 2015-16.

11

6. Contracts

Schools currently have a Memorandum of Understanding with RTO’s and this incorporates the use of child care facilities for the 120 hours of vocational placement. SQW applicants have partnerships with RTO’s who use their existing clients for the 120 hours of vocational placement.

7. Evaluations

The Imagine Education Childrens Service pilot program in 2015 has set the benchmark for success with a 60% employment outcome. The program incorparated milestone monitoring of the students monthly, newsletter quarterly and reporting at the end of the program. Future success would be ongoing engagement with peak industry bodies and advisory bodies on a quarterly basis. Continued relationships with the major employers in the South East region and the measure would be increased transition to employment through school-based traineeships and increased employment post year 12. Ongoing evaluations can be measured against key initiatives for the Children’s Service sector, such as:

1. Industry Visitation Engagement with all employer groups within the sector. The strategy will direct the team to engage with the sector at all levels to deliver workforce development strategies and training packages to encourage retention and recruitment. This evaluation can be sourced from the monthly snapshot.

2. Sector awareness representatives in Schools

DET to provide a range of sector representatives to inspire young people to learn about the children services sector. These presentations will target specific classes within the school environment to increase career pathway awareness.

3. Sector Inspiration Days Sector Inspiration Days provide an opportunity for participants to be involved in the environment of the sector by learning and actively participating in activities in a real world setting. It also allows the sector to connect with young people and evaluate potential candidates for employment opportunities. This evaluation can be sourced from the monthly snapshot.

4. Apprenticeships/Traineeships increase

Creation of a database which tracks the employment peaks for employers within the region to help prepare the supply organisations in preparing future participants in obtaining employment through the User Choice system. This evaluation can be sourced from the Delta Database and mapped against workforce development engagement activities.

5. VET Qualifications Pathway

VET qualifications to be aligned with employment engagement to create pathways to school-based traineeships, traineeships, apprenticeships and school to work transition outcomes. This evaluation can be sourced from the Delta Database and “The Next Step Surveys” data.

Page Table of Contents

1. Purpose

2. Aim

3. Overview

4. Demand

5. Supply

6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

7. Appendices

South East Region Construction Industry Action Plan

2

Purpose

The Action Plan has been created to establish an evidence base to support the prioritisation of key industries in South East Region.

Aim To provide a comprehensive summary of the key aspects of each priority industry including demand, supply and facilitation needs for the Construction industry in the South East Region.

Overview The Federal Department of Employment divides construction into 8 sectors –

Residential building construction ;

non-residential building construction ;

heavy and civil engineering construction ;

land development and site preparation services;

building structure services ;

building installation services ;

building completion services ; and

other construction services. The Building and Construction industry accounts for just below 10% of the Workforce in Qld with over 70 different career opportunities. (For a full list of occupations please refer to the appendix 1)

The Peak Industry body for Building and Construction in Queensland is Construction Skills Queensland and is seen as the central body for career promotion, training and workforce development. On a national level the Construction & Property Services Industry Skills Council which represents the workforce training and skills development needs of the construction and property services industry.

Demand This section relates to the forecasted workforce demand and requirements that will need to be met now and into the future. This forecasted demand has been sourced from the following:

Apprenticeships and Traineeship demand (periods of high demand) ;

Current Building Approvals (September 2015) ;

Current Non Residential Building approvals ;

Employment Projections ; and

Key attributes of candidates to meet that demand. The Construction Industry broadly is a mix of qualified and unqualified workers. Due to the nature of compliance and licensing requirements trade qualifications are highly sought after in most trade areas within the construction industry.

3

Carpentry has the largest representation of all construction qualifications in apprenticeships and traineeships. Information taken from DELTA over the 2015 period suggests that peak periods of sign ups differ from each local government area in the South East Region.

Peak times for the Gold Coast are January/Early February and then again in July. Redlands are in May, Logan peak is around June/July and Scenic Rim is very flat engagement all year long. This gives 6 month cycles for preparing potential supply for employment opportunities. Expected demand on works (Residential) Information taken from the Office of Economics and Statistical research has identified a total of 3782 building approvals for the period ending September 2015 with a building value of $1,744M (For a full breakdown refer to

Appendix 2)

Non-Residential building approvals In the South East Region there are numerous large scale building projects that DET SER is currently engaged in with a view to promote the skills, training and employment agenda such as:-

Gold Coast Commonwealth Games ;

Yarrabilba Development ; and

Logan Housing Project.

(For a full list of non- residential building approvals refer to appendix 2)

Forecasted Employment Demand

Employment Projections – November 2019 - Construction Industry

Logan Beaudesert Gold Coast Brisbane South

1200 6200 600

4

Required skills for the Construction Industry The required skills for a career in construction as follows:

Work Safely in the Construction Industry White card is required for all workers employed in the

construction industry ;

Other licences/certifications such as forklift, working safely at heights, first aid certification are highly desirable to employers within the construction industry ;

Apprenticeship and Traineeships are the primary entry pathways in the construction industry ;

Certificate I and qualification can be obtained in order enter into an apprenticeship or

traineeship. There are numerous avenues to peruse these qualifications:-

CSQ – Future Workforce program – replaces the widely successful Doorways 2 Construction and

Doorways 2 Civil Construction ; and CSQ – Trade Start – Certificate 1 in Construction (Trade Start General Construction) and Certificate 2 in

Resources and Infrastructure (Trade Start Civil Construction).

NB - There are wage implications for completing a Certificate 2 in General Construction which has resulted in a majority of Registered Training Organisations no longer delivering that qualification as potential apprentices are disadvantaged.

Attributes

Please see the table below that provides a breakdown of the key attributes required for the construction industry.

5

Supply The section relates to the numerous initiatives that exist where DET SER will be sourcing candidates to match the workforce demand in the Construction Industry. This is done through matching the right people into the available pathways that exist within the construction industry. Skilling Queenslanders for Work

South East Region currently has a number of Skilling Queenslanders for Work programs where attainment of a Cert 1 in Construction is the required goal for participants. Over this next three years this will be an excellent source of labour for local employers. DET SER Officers will work with graduated applicants to provide suitable candidates for the construction industry.

Youth Employment (Department of Aboriginal and Torres Strait Islander Partnerships)

The Youth Employment Program (YEP) provides a range of services to assist young Aboriginal and Torres Strait Islander people who are looking for work, completing high school and further education. DET SER will work with the Department of Aboriginal and Torres Strait Islander Partnerships to identify suitable candidates for entrants into the construction industry.

Youth Employment Team The region currently has a Youth Employment Team that works aims to provide employment options for young people. DET will work alongside this team to create pathways for young people to enter into the industry.

Job Active The region will actively work with local job actives to ensure job seekers are represented in job readiness and structured placement opportunities in the construction industry.

Existing school to work Programs

DET SER support and facilitates a wide range of school to work programs designed to prepare students for employment. DET SER officers will work towards pooling suitable candidates with existing construction projects in the South East Region.

Facilitation This is the acvitiy surrounding how we achieve outcomes for our stakeholders. Evidence Evidence gathered from the the Labour Market information Portal suggests that for the next three years the Construction Industry in the South East Region is set to experience significant employment growth in particular the Gold Coast local government area. (Please see appendix 3 which highlight Gold Coast Emplyoment against national small area labour markets)

6

This along with numerous projects such as the Logan Housing Project represents opprotunites for direct engagment into employment opportunities including apprenticeships and traineeships.

This will also involve significant work in relation to working with businesses to work towards a more skilled and agile workforce to meet demand.

In addition to employment growth, the construction industry relies heavily on the building of new dwellings that

support Construction enterprises of all sizes, a large contributing factor in how many dwellings are built is based

on estimated population growth. This is particulary relevant as the SER over the next twenty two years is

expected to grow at a rate of 2.2% which is higher than the state average of 1.9%.

This information has been researched by uitilising the following resources :

DELTA database ;

Construction Skills Queensland Regional Snapshots ;

Department of Employment – Labour market information portal ;

Queensland Government Statisticians office ;

Local Government Authority Websites – Gold Coast , Scenic Rim, Redlands, Logan ; and

Engagement with key industry associations. (For a full list of industry associations please see appendix 4)

Analysis As the aboove information mentions, the Construction industry continues to grow in South East Queensland with major developers tagetting the Gold Coast region in particular for substantial projects over the coming 5 years.

To meet this future employment growth, there is a need to work towards providing appropriate pre-employment pathways to support people into the industry. Engagement

DET SER will look to engage with the following key stakeholders with the view of meeting demand and supply considerations in the construction industry:

Construction Skills Queensland (CSQ) ;

Master Builders Association (MBA) ;

Housing Industry Association (HIA) ; and

Civil Constractors Federation (CCF).

(A full list of organisations and appropriate links can be found in Appendix 4)

With a high concentration of activity already occurring with numerous construction industry groups it is of paramount importance for SER DET to provide programs that are complimentary to existing industry arrangements.

However with that in mind it is also imperative to be able to supply multiple programs designed to support people into the industry.

In order for these objectives to be met DET SER must continue to develop close relationships with key stakeholders in the Construction Industry. It is important to ensure that key relations are established and maintained to alleviate any potential adversarial relations with key stakeholders.

7

This is to be done through:

Holding and attending regular meetings with key stakeholders ;

Sharing of relevant information with our stakeholders to nurture strong relationships ; and

Creating a strong understanding of what programs fall under what industry group with the intent to provide a quality brokerage service to our stakeholders.

In addition with such a large pool of industry groups in the construction industry DET SER must ensure that it is promoting its services to local employers in a clear and consistent manner.

Workforce Development

In a broad context DET SER will seek to deliver workforce development solutions by:-

Creating programs through direct consultation with industry ;

Creating succession plans for programs with employer involvement ; and

Ensuring that DET SER Officers are engaging with actual decision makers when engaging in workforce development.

To support the above, in 2016, DET SER wil seek to :

Work closely with Construction Skills Queensland to support implementation of Future Workforce Strategy into SER schools to help young people gain pre-employment skills that will assist in entry into the industry ;

Engage with key projects within the region with a view to match demand to supply ;

Support the apprenticeship and traineeship system with a view to improve retention and completion rates in the construction industry ; and

Implement Construction work inspirations programs across SER to raise awareness of available pathways into the construction industry.

Funding Funding initiatives available to the Construction Industry

Certificate III Guarantee

Higher Level Skills

Indigenous Funding (State & Federal)

VTEC (Federal)

Skilling Queenslanders for Work

VET Fee Help

Job Active (Employment Pathway Funding)

VETis Funding

Apprenticeship & Traineeship Incentive funding for employers (federal)

School to Work Transition (Federal)

Youth Employment Pathway (Federal)

Foundation Skills

GAP Training (Recognition of Prior Learning)

Youth Training for employment scholarships

Industry Pre-Apprenticeship Funding

Fee for Service

User Choice Funding

CSQ Funding

8

Evaluation

These evaluations will therefore be measured against key initiatives for the Construction Industry.

Industry Visitation A core component of the Construction Action Plan is to visit key employer groups within the industry. This visitation strategy will direct the team to engage with industry at all levels to deliver workforce development strategies and training packages to encourage retention and recruitment. This evaluation can be sourced from the monthly snapshot.

Career Talks in Schools As schools are disconnected from industry, DET can provide the conduit that inspires young people to learn about at careers. These Career talks are evolving into alternative delivery like Speed Date a Career, Masterclass presentations. This evaluation can be sourced from the monthly snapshot.

Industry Inspiration Days Industry Inspiration Days provide an opportunity for participants to garner hands on experience in a real world setting. It also allows industry to connect with young people and evaluate potential candidates for employment opportunities. This evaluation can be sourced from the monthly snapshot.

Apprenticeships/Traineeships Apprenticeships, Traineeships and School Based opportunities will address the requirement of preparing skilled existing and future workforce. This delivery of training allows valuable on-job training and employment. This evaluation can be sourced from the Delta Database.

VETiS Qualifications Pathway VET qualifications to be aligned with employment engagement to create pathways to School-based traineeships or apprenticeships and school to work transition outcomes. This evaluation can be sourced from the Delta Database and “The Next Step Surveys” http://education.qld.gov.au/nextstep/pdfs/2015pdfs/0309goldcoastnextstep2015.pdf

Establishing “Industry/Employment ” training facilities Establishing “real world” training facilities in the South East Region will increase the quality of Industry delivery in schools and in the community. The key target for this type of learning environment is to prepare participants for employment while allowing Industry to utilise them for recruitment. This evaluation can be sourced from the monthly snapshot.

Graduations Graduation Ceremony following the completion of programs leading to significant rewards for individuals that complete their program. This evaluation can be sourced from the monthly snapshot, Good News Stories, Newsletters.

9

In summary these key activities will be evaluated and reported quarterly to the Director Training and Regional Director with success measured against quantative and qualitative outcomes in relation to the above activities. Overarching this process is the improvement of employment outcomes under the current Demand and Supply Framework outlined in this plan. Information to evaluate success will be gathered from DELTA, CRM and local labour market figures

Appendices: Appendix 1 – Overview of Career opportunities within Construction

Appendix 2 – Building Approvals (Residential) and (Non Residential)

Appendix 3 – Construction against National Small Area Labour Market

Appendix 4 – Peak industrial and training bodies relevant to the Construction Industry

www.employment.gov.au

Jobs in Logan

Maria Griffin Team Leader – Stakeholder and Employer Engagement

Department of Employment

Industry Employment level

(Trend) - Nov-2015 ('000)

Department of Employment Projections

Projected employment

Nov-2020 ('000)

Projected growth - five years to November 2020

('000) (%)

Agriculture, Forestry and Fishing 1.2 1.2 0.0 2.8

Mining 2.0 1.8 -0.2 -10.0

Manufacturing 17.4 16.8 -0.6 -3.7

Electricity, Gas, Water and Waste 1.0 1.0 0.0 0.9

Construction 14.9 16.0 1.1 7.5

Wholesale Trade 5.6 5.8 0.2 3.2

Retail Trade 15.4 17.4 1.9 12.5

Accommodation and Food Services 7.0 8.0 0.9 13.3

Transport, Postal and Warehousing 9.8 10.7 1.0 9.8

Information Media and Telecom 1.6 1.6 0.0 -0.8

Financial and Insurance Services 3.7 4.1 0.4 11.6

Rental, Hiring and Real Estate Services 2.3 2.6 0.3 12.1

Professional, Scientific and Technical 6.0 6.4 0.4 6.9

Administrative and Support Services 3.9 4.4 0.5 12.1

Public Administration and Safety 7.3 7.4 0.1 1.1

Education and Training 9.7 11.4 1.7 17.9

Health Care and Social Assistance 12.2 13.7 1.4 11.8

Arts and Recreation Services 1.7 1.8 0.1 4.3

Other Services 6.6 7.2 0.6 9.4

Total (industry) 129.0 138.9 9.9 7.6

Occupation

National Employment

November 2015 ('000)

Department of Employment Projections

Projected employment -

November 2020 ('000)

Projected growth - five years to

November 2020

('000) (%)

MANAGERS 1521.8 1662.3 140.5 9.2

PROFESSIONALS 2728.4 3124.8 396.4 14.5

TECHNICIANS AND TRADES WORKERS 1733.3 1829.2 95.9 5.5

COMMUNITY AND PERSONAL SERVICE WORKERS 1217.3 1449.0 231.6 19.0

CLERICAL AND ADMINISTRATIVE WORKERS 1662.0 1689.3 27.3 1.6

SALES WORKERS 1130.6 1235.5 104.9 9.3

MACHINERY OPERATORS AND DRIVERS 741.8 749.5 7.7 1.0

LABOURERS 1122.5 1107.9 -14.6 -1.3

ALL OCCUPATIONS 11,893.0 12,882.8 989.7 8.3

Employment in Logan – Beaudesert May 2016

Occupation

Employment by Occupation - Total

Employed Full-Time

Employed Part-Time

Employed - Male

Employed - Female

Current Employment Distribution (%)

Managers 13,500 12,200 1,400 8,800 4,700 10.4

Professionals 16,500 13,300 3,200 7,000 9,500 12.7

Technicians and Trades Workers 23,500 20,500 3,000 19,900 3,600 18.0

Community and Personal Service 11,700 4,500 7,200 2,900 8,700 9.0

Clerical and Administrative Workers 22,800 14,700 8,100 4,800 18,000 17.5

Sales Workers 11,500 5,500 6,000 4,300 7,200 8.8

Machinery Operators And Drivers 15,400 13,400 1,900 13,600 1,800 11.8

Labourers 15,400 11,700 3,700 10,200 5,100 11.8

Projected regional employment growth

1.9

1.7

1.4

1.1

1.0

0.9

0.6

0.5

0.4

0.4

0.3

0.2

0.1

0.1

0.0

0.0

0.0

-0.2

-0.6

-1.0 -0.5 0.0 0.5 1.0 1.5 2.0 2.5

Retail Trade Education and Training Health Care and Social Assistance Construction Transport, Postal and Warehousing Accommodation and Food Services Other Services Administrative and Support Services Financial and Insurance Services Professional, Scientific and Technical Services Rental, Hiring and Real Estate Services Wholesale Trade Public Administration and Safety Arts and Recreation Services Agriculture, Forestry and Fishing Electricity, Gas, Water and Waste Services Information Media and Telecommunications Mining Manufacturing

Projected employment growth ('000) - five years to November 2020

Logan - Beaudesert

Employment Level Projections 2020 Department of Employment Projections to November 2020

Logan - Beaudesert

Nov-15 (Trend) Nov-20 (Projection) Projected employment growth ('000)

Agriculture, Forestry and Fishing 1.2 1.2 0.0

Mining 2.0 1.8 -0.2

Manufacturing 17.4 16.8 -0.6

Electricity, Gas, Water and Waste Services 1.0 1.0 0.0

Construction 14.9 16.0 1.1

Wholesale Trade 5.6 5.8 0.2

Retail Trade 15.4 17.4 1.9

Accommodation and Food Services 7.0 8.0 0.9

Transport, Postal and Warehousing 9.8 10.7 1.0

Information Media and Telecommunications 1.6 1.6 0.0

Financial and Insurance Services 3.7 4.1 0.4

Rental, Hiring and Real Estate Services 2.3 2.6 0.3

Professional, Scientific and Technical Services 6.0 6.4 0.4

Administrative and Support Services 3.9 4.4 0.5

Public Administration and Safety 7.3 7.4 0.1

Education and Training 9.7 11.4 1.7

Health Care and Social Assistance 12.2 13.7 1.4

Arts and Recreation Services 1.7 1.8 0.1

Other Services 6.6 7.2 0.6

Total (All Industries) 129.0 138.9 9.9

Page Table of Contents

2 1. Purpose

2 2. Aim

2 3. Overview a. National industry summary snapshot b. Queensland industry summary snapshot c. Opportunities d. Governing peak body control industries

3 4. Demand

8 5. Supply

10 6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

7. Appendices

a. Employer List b. ACE Report c. Attributes sort by employers

South East Region Engineering Industry Action Plan

2

Purpose:

The Action Plan has been created to establish an evidence base to support the prioritisation of key industries in South East Region.

Aim:

To provide a comprehensive summary of the key aspects of each priority industry including demand, supply and facilitation needs for the Engineering industry in the South East Region.

Overview:

STATE SUMMARY SNAPSHOT (QUEENSLAND) State Engineering Labour Force as at 2011

State Engineering Labour Force projected growth to 2016

58,000

65,516

Unemployment rate of Engineers in QLD 2.2%

Largest Single Industry Employer of Engineers is Civil 39% engineers are Civil

Vehicles registered for the year ending 30 June 2015 3,771,321

The Engineering industry encompasses a wide array of activities and sectors, which in aggregate define the overall Engineering workforce. The outlined industry sectors have a common relationship factor across multiple industry groups including mining, construction, utilities and manufacturing. Key Sector groups include;

Engineering Electrical/Electronic Trade

Engineering Fabrication Trade

Engineering Mechanical Trade

Engineering Production

Engineering Technician

Higher Engineering Trade

Lock smithing

Marine Craft Construction

Watchmaker

3

Demand: This section relates to the forecasted workforce demand and requirements that will need to be met now and into the future. This forecasted demand has been sourced from the following apprenticeship contracts registered for the year ending 30

th June 2015:

ENGINEERING Actual Apprentice/Trainee Commencements, SE Region. 2014 - 2015

Occupational Model Gold

Coast

Logan Redlands Scenic

Rim

Total

Engineering Electrical/Electronic Trade 10

Engineering Electrical/Electronic Trade

(Electrical Fitter) 3 2

Engineering Fabrication Trade 45 9

Engineering Fabrication Trade

(Boilermaking/Welding) 90 114 20 6

Engineering Fabrication Trade (Light

Fabrication - Sheetmetal) 39 47 6

Engineering Fabrication Trade (Surface

Finishing) 1 3 1

Engineering Mechanical Trade 18 4

Engineering Mechanical Trade (Machining)

10

Engineering Mechanical Trade (Maintenance -

Diesel Fitting) 39 15 5 7

Engineering Mechanical Trade (Maintenance -

Fitting and/or Turning) 46 49 8 4

Engineering Mechanical Trade (Refrigeration

and Air Conditioning) 14 15 6

Engineering Mechanical Trade (Toolmaking) 3 1

Engineering Production 3

1

Engineering Production Systems (Marine Craft

Surface Finishing) 1

Engineering Technician Level V

1

Engineering Technician 1 2

Higher Engineering Trade 30 12 3 3

Jewellery 6

Locksmithing 9 1 3

Marine Craft Construction 31 3 2

Watchmaker 1

TOTAL 390 288 55 20 753 The commencements report derived from The Department of Education & Training *DELTA database

.

4

Forecast employment projections

National workforce projections will see an increase in the projection of employment over the next 5 years

to November 2019

Occupations Employment Levels (‘000)

Projected Employment Growth

2014 2019 (‘000) %

Chemical and Materials Engineers 5.9 6.2 0.3 5.1

Civil Engineering Professionals 41.7 45.0 3.2 7.7

Electrical Engineers 19.9 21.5 1.6 8.2

Electronics Engineers 7.7 9.5 1.7 22.1 Electrical Engineering Draftspersons, Technicians 9.5 9.8 0.3 3.6 Electronic Engineering Draftspersons, Technicians 2.2 2.0 -0.2 -7.0 Mechanical Engineering Draftspersons, Technicians 5.7 5.7 0.1 1.3 Electrical Engineering Draftspersons, Technicians 9.5 9.8 0.3 3.6

The commencements report derived from The Department of Employment 2015 Occupations Projections Report

2015 Reported Skills in demand for the Automotive Industry:

The Engineering skills shortage can be attributed to; Globalisation – Stronger international competition for engineering skills are in high demand. Many large

engineering firms in Australia are attracted to overseas projects Lack of understanding amongst schools of the engineering profession (Marketing and promotional

programs) Insufficient supply of the number of high school students choosing to undertake study in engineering Aging workforce

5

AREA’S IN NEED FOR SKILLS

advanced trades person in hydraulics and pneumatics

computer-aided design (CAD) modelling specialists

computer numerically controlled (CNC) laser machine operators/programmers/setters

composites tradespersons

draftspersons

engineering designers, including

computer-aided design (CAD) modelling specialists

engineering technical officers

engineering managers

electrical trades person at base level including;

HV / DV motor control

Industrial electricians

Process control specialists

fabricators

instrument technicians

lock Smiths

mechatronics engineers

machinists

mechanical tradespersons at base and advanced trades levels including:

maintenance fitters

mechanical fitters

non-destructive testing (NDT) technicians

welders

project managers

production planners/schedulers

plant and heavy diesel mechanics

refrigeration and air conditioning trades person

technical sales people with an engineering background

draftspersons

The commencements report derived from Auto Skills Escan 2015 Report

Forward Projects

Refer to Appendix C “ACE Spreadsheet”

Gold Coast 2018 XXI Commonwealth Games Development

City of Gold Coast has established a Commonwealth Games unit (Gold Coast 2048 Commonwealth Games

Corporation (GOLDOC) and will be responsible for the majority of activities involving city operations for the Gold

Coast, festival and city legacy, and is the asset owner of many of the venues. This is creating demand for trades

workers.

The Commonwealth Games entire project value is $2b estimated.

Engineering companies working on Commonwealth Games construction:

Pro Build

Alltype Welding

Watpac

Grocon

Hansen Yuncken

5 more engineering firms to be announced

Attributes Sought by Employers: Fabricator/Welder

Attention to detail

Good Communication skills

Physically fit

Ability to read technical plans and drawings

Team work and individual work

Own tools

Good OHS

Own car license desirable.

Willing to work overtime

.

6

Attributes Sought by Employers: Paraprofessional Engineers

Problem solving

Computer skills (CAD for some roles)

Drawing (Design engineering)

Good numeracy

Critical and analytical thinking

Good communication

Team work

Normal colour vision may be required

able to identify, analyse and solve problems

good oral and written communication skills

enjoy computing and technical design

Additional Attributes Sought by Employers: Professional Engineers

able to identify, analyse and solve problems

good oral and written communication skills

enjoy computing and technical design

practical and creative

able to work independently and accept

responsibility

enjoy technical and engineering activities

willing to adhere to safety requirements

enjoy technical and engineering activities

willing to adhere to safety requirements

Team work

Normal colour vision may be required

Entry Level Pathways

Preferred Qualifications

Trades: Certificate III; pre-apprenticeship Certificate II; Year 10-12 prerequisite for apprenticeship with pass

results

Paraprofessionals: Management requires experience in Industry Subsector.

Designers: Bachelor of Engineering

It is preferred that motor mechanic apprentices are licenced to drive the vehicles they service.

7

Supply: Supply identifies the variuos sources that all stakeholders will be able to aquire a skilled workforce.

Solutions and potential sources of labour

VET Priorities & Solutions for 2016;

working with industry to support take-up of the Certificate III in Engineering

strengthening coverage of development pathways to VET level technician and paraprofessional roles to

meet emerging skill needs

supporting the implementation and uptake of the new pre-apprenticeship qualification Certificate II in

Engineering (Pathways)

Increase promotion of Engineering in schools at all age levels

Raising awareness and promotion of core school subjects for Engineering (i.e. Science and Mathematics)

Engineering industry participation fluctuates with the economy and infrastructure development projects: the intermittent nature of infrastructure development is detrimental to an engineering career. Engineering industry participation occurs in peaks in line with conjunction with mining booms and infrastructure development booms. Potential Sources of Labour

Career Inspirations / Career Expo’s / Information Days

VETiS students who express an interest in this career as a long term prospect

Participants enrolled in School to Work Transition Programs (i.e. MotoV8, Accelr8)

Year 12 graduates

Graduates from Group Training Organisations

Students sourced through WE or vocational placements

Job Active clients

SQW graduates

Special project graduates (i.e. Project Booyah, Disengaged Youth programs)

VTEC Indigenous Mentoring Programs

ASSN Mentoring Programs

Youth Engagement Team clients are not yet work ready, therefore they are not under consideration as a

potential labour supply.

Job Active Job Seekers

457 Visa workers

Return-to-work and mature aged job seekers

CALD

Growing potential Candidate Pool: Mature age

Post-schooling job seekers can present a different set of issues.

Welfare recipients often face significant barriers to employment and SQW has been put in place to assist them

to overcome these.

8

Developing existing workforce

RPL existing Cert III qualified workers in Cert II specialty skill sets so they can supervise a broader scope of trainee/apprentice qualifications.eg RPL Cert II Cylinder Head Reconditioning in order to be able to supervise apprentices enrolled in this.

In-house training such as what Porsche and Mercedes Benz offer to its most talented apprentices and trades people

Accessing Higher Level Skills funding eg Cert IV Small Business in order to grow a workshop/retail business

Facilitation:

This is the activitiy surrounding how we achieve outcomes for our stakeholders.

a. Evidence

The 2016 Automotive Industry Action Plan has been produced from industry intelligence and accessible data. This

includes grassroots evidence and real time intelligence to determine what the industry skills needs are, as well as

current and future workforce development needs. Source of data captured from;

Auto Skills Australia

http://www.autoskillsaustralia.com.au/ The Departmetn of Employment

http://lmip.gov.au/default.aspx?LMIP/EmploymentProjections The Department of Industry, Innovation and Science

http://www.industry.gov.au/industry/IndustrySectors/automotive/Pages/default.aspx DELTA System Reports

The Department of Education & Training

http://www.training.qld.gov.au/documents-data/strategies-plans-reports/vet-investment-plan/index.html Motor Trade Association of Queensland

https://www.mtaq.com.au/

Australian Beaurau of Statistics

http://www.abs.gov.au/websitedbs/D3310114.nsf/home/home?opendocument

b. Analysis Key elements of intelligence gathered by key industry skills councils and government provided an informative response to key industry challenges in Automotive. Key findings included

Society as a whole has a lack of understanding of what the Engineering Industry is because titles such as “boilermaker” do not reflect what an engineering tradesperson does.

Low levels of collaboration between engineering enterprises and universities Reactive responses to peaks and troughs in employment rather than a strategic approach Intermittency of infrastructure projects is detrimental to career development Poor ability by companies to be able to train and retain staff because of the above Industry inability to sell the importance of its work to potential recruits Cultural and gender barriers to recruiting engineers

9

Low Cert III and IV completion rates

c. Engagement

Auotomotive Businesses (SER) An important step forward in generating real-time intelligence will be targeting and surveying local employers throughout the South East Region to determine what industry demands are and challenges they face. This will provide valuable information for The Department of Education to add value through continuous improvement and identifying Industry demand driven programs. A comprehensive list of all Engineering employers are attached. Please refer to Appendix A “South East Regional Employers”

Unions Aircraft Engineering

Australian Licensed Aircraft Engineering Association http://www.alaea.asn.au/

Metal and Engineering

Australian Manufacturing Workers Union http://www.amwu.org.au/

Professional Engineers

The Association of Professional Engineers, Scientists and Managers

Australia, Queensland Branch, Union of Employees http://www.apesma.com.au/

Peak Industry Engineering Australia

Engineers Australia is the national forum for the advancement of engineering and the professional development of

the Engineering Industry. Engineers Australia is steered by a peak monitoring body also referred to as the Council

of Engineering Australia.

https://www.engineersaustralia.org.au

Institute of Public Works Engineering Australasia

The Institute of Public Works Engineering Australasia (IPWEA) is the professional organisation providing member

services and advocacy for those involved in and delivering public works and engineering services to the community

both in Australia and New Zealand.

http://www.ipwea.org.au

d. Workforce Development: Workforce development provides an approach to identify emerging challenges and trends including;

Recruitment and retention

Policy

Resources

10

Support mechanisms

Initiatives

Funding arrangements

Best practices and sustainable solutions

Our approach to workforce development will be that of collaboration and cooperation with a wide audience of key

stakeholders and interest parties (internally and externally). This will provide a strong understanding of demands

and supply for the Automotive Industry.

Activities will focus on identifying skills development, required competencies and attributes need for the

industry.

Facilitate advisory services to Industry to get access and understanding of available funding options

available, skills development and key qualities and attributes required to support industry.

Coordinate opportunities for on the job training and skills transfer programs to meet industry demand

Encourage local businesses and industry to become a leader in developing industries workforce. Initiatives

will include partnering with industry for school to work transition programs, Inspiration days, work

experience programs, recruitment initiatives and Industry career expo’s and events

Key stakeholders include;

SER Teams

Vet Investment Teams

Regional Management

Registered Training Organisations

Industry Skills Councils

Local Employers

Industry Peak Bodies

e. Funding

Certificate III Guarantee

Higher Level Skills

Indigenous Funding (State & Federal)

VTEC (Federal)

Skilling Queenslanders for Work

VET Fee Help

Job Active (Employment Pathway Funding)

VETis Funding

Apprenticeship & Traineeship Incentive funding for employers (federal)

School to Work Transition (Federal)

Youth Employment Pathway (Federal)

Foundation Skills

GAP Training (Recognition of Prior Learning)

Youth Training for employment scholarships

Industry Pre-Apprenticeship Funding

Fee for Service

User Choice Funding

11

f. Contracts: Skilling Queenslanders for Work initiative which forms part of the governments broader Working

Queensland Jobs Plan. Skilling Queenslanders for work represents a significant investment targeting skills and training programs to support Queenslanders to gain and stay in employment

Program Provider Delivery location Project name Qualification

Community Work Skills Training

Careers Australia

BROWNS PLAINS BEENLEIGH GOLD COAST SOUTHPORT LABRADOR ARUNDEL MOLENDINAR NERANG LOGANHOLME BIGGERA WATERS

The Flexible Skills Growth (FSG) Project

MEM20413 Certificate II in Engineering

g. Evaluations:

Evaluation will be measured against the success of key initiatives and programs facilitated and developed by the Engineering team over the next 12 months (2016).

Industry Engagement Meetings A core focus of the Engineering Action Plan is to visit key employers across the SER. The visitation will be directly with the employers at all levels to deliver workforce development strategies and training initiatives to support their recruitment strategies and staff retention. Key target will be to visit employers across the 5 areas of South East Region. Refer to Appendix A for list of all employers.

Engineering Inspiration Days The Engineering team provide opportunities for students in year 10, 11 to gain hands observations and real experience in an Engineering workshop environment. Inspirations days provide senior students with a taste of the kinds of tasks, duties and career opportunities they could expect under an apprenticeship within the Engineering Industry. SER will deliver these programs as a pre-requisite into programs that will roll out in 2016 like xxxxx Program which is open to year 11 students.

Apprenticeship and Employment Outcomes Apprenticeship opportunities across the Engineering Industry are reasonably low. Engineering is the 2nd largest industry for Apprenticeship and Traineeship Training Contract registration for 2014-2015 in SER.

Through visit key employers across the SER we will be able to identify potential opportunities for Apprenticeships and Traineeships in the Engineering Industry. (KPI and Target Numbers to be confirmed with RLT)

School to Work Transition Programs

12

School to work transition initiatives are programs delivered through VETiS funded courses in particular, for Year 11 and 12 students to undertake an Engineering Vocational Pathway. Programs will provide a blend of work experience with host employers and accredited training to be held at local State High Schools and Training Facilities across SER

Please refer to Appendix B “ACE Activities Spreadsheet”

Industry Peak Body Engagement

Connecting with our Industry Peak Bodies will be vital to the success of programs and industry intelligence to determine workforce development activities moving forward

Out team will initiate regular meeting with Industry peak bodies to generate and provide feedback about what is happening on the ground with industry. Our team will meet with Industry Bodies once every 6 months minimum and report intelligence and feedback in our Industry Action Plan Reports.

Marketing

The promotion of industry demand programs will be facilitated by the Engineering Industry team to capture success.

These will include;

Career information days and expo events

Targeted marketing to Schools (ILO’s, HODS and Principles)

Media promotion – capturing the success of graduating students from programs launched in 2016.

Capturing success stories for regional newsletters – identifying and capturing employment opportunities, highlights and achievements and records of positive outcomes from programs

Industry Profile fact sheets – the development of key industry challenges and workforce development products and services

Health & Community Services Sector plan

page Table of Contents

1. Purpose

2. Aim

3. Overview

4. Demand a. Employment in Australia b. Employment in Queensland c. Demand for Educational Qualifications d. Barriers

5. Supply a. Skilling Queensland for Work b. Youth Employment (DATSIP) c. Youth Employment Team d. Job Active e. Existing school to work programs f. Current recruitment practices g. Barriers

6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

South East Region Health & Community Services Action Plan

Purpose: To establish an evidence base to support the prioritisation of the Health Care & Social Assistance industry in the South East Region

Aim: A comprehensive summary of the key aspects of the Health Care & Social Assistance industry including demand, supply and facilitation needs.

Overview: The Federal Governments Department of Employment divides Health Care & Social Assistance industry into seven sectors, excluding Childcare. These are

Hospitals (Employs 382,300 people)

Residential Care Services (Employs 221,200 people)

Other Social Service Assistance (Employs 198,400 people)

Allied Health Services (Employs 163,100 people)

Medical Services (Employs 153,400 people)

Pathology and Diagnostic Services (Employs 46,800 people)

Other Health Care Services (Employs 27,100 people) Source: ABS, Labour Force, Australia, Detailed, Quarterly, cat. 6291.0.55.003, Department of Employment trend.

The Health Care & Social Assistance industry accounts for 12.3% of the Workforce in Australia as of May 2014. The Department of Employment projections predict that one in four new jobs will be created in these industries. Health Care and Social Assistance has experienced consistently strong workforce growth over the past decade due, in part, to the ageing population and increasing demand for community and home based care services. Source: ABS, Labour Force, Australia, Detailed, Quarterly, cat. no. 6291.0.55.003, trend.

The peak industry body in Queensland is the Health and Community Services Workforce Council and on a national basis, the peak body is the Community Services and Health Industry Skills Council. Both bodies agree that the largest challenge facing the industry is an ageing workforce. According to a report on the Aged Care Workforce conducted on behalf of the Australian Government the aged care workforce is older than the overall workforce in Australia and, like the population, is itself ageing. It is not uncommon to have staff still working in facilities well over the age of 60 with the median age in the sector at 48. Source: King, D., Mavromaras, K., He, B., Healy, J., Macaitis, K., Moskos, M., Wei, Z. (2013). ‘The aged care workforce 2012 final report’. Canberra: DoHA.

Work in 2015 by the Health & Community Services team has uncovered some industry specific barriers which it aims to address:

A culture in the sector of weariness of young participants/entrants to the industry;

Young people generally have the impression that the work is unattractive;

Every facility makes recruitment and training decisions at the local level;

Traineeships and Apprenticeship numbers in the sector are very low. We plan to address this through individualised facility activities, selling the benefits of young people through professional presentation and shared experiences. These include

Career presentations to Year cohorts (3,000 students)

Mini Documentary showcasing current school based trainees and facility staff.

“Health Inspiration Days” – hands on days in real workplaces.

Introducing “School Based Clinical Care Trainees” in Hospitals, Aged Care facilities and other industry sectors.

Develop Industry partnerships to encourage industry to create career opportunities for young people.

Introduce “Health Academy” Training Hubs in schools.

Part One - Demand In total 13,600 new jobs will be created in the Health and Community Services industry over the next five years throughout the South East Region according to the Department of Employment. Health and Community Services industry is a term which includes

Hospitals

Aged Care Facilities

Community Based Organisations

Job Actives

There are 37 existing trainees (2014/15) in Health and through the Health Pathways Alliance bringing on its partners, the culture change has begun. One hundred per cent (100%) of clinical care trainees in Health 2015 were generated through HPA. No discernible pattern is evident in terms of when trainees are signed up in a year however anecdotally our efforts generate signups in February and July. See Appendix 2 - Health & Community Services Employers by LGA

Known infrastructure projects on an LGA by LGA basis

The following is a snapshot of upcoming new facilities or factors across region in the Health and Community Services Sector based on LGA. Gold Coast Gold Coast Private Hospital (GCPH) is a $230 million Healthscope operated hospital, which will become the new facility for Allamanda Private Hospital. The hospital is co-located with Gold Coast University Hospital and Griffith University and forms part of the Health and Knowledge Precinct. Gold Coast Surgical Hospital is a specialised surgical hospital with a 24 bed surgical ward, a High Dependency Unit, a 16 chair day surgery and 6 operating theatres. The hospital is located at Varsity Lakes and is a state of the art private surgical facility providing a local option for patients. Logan Planning stages are at Logan City Council for a private hospital to be built at Beenleigh by the Clan William Development Group. Jeta Gardens is set to make Australian history with a $600 million development at the Bethania site. A private hospital and international training college specializing in geriatrics, including student accommodation, will also be developed, in partnership with one of Queensland's renowned universities. Source - Logan City Council

National Disability Insurance Scheme

Under the NDIS the number of Queenslanders receiving disability supports is expected to double to around 97,000 by 2019. This is expected to create up to 13,000 additional jobs and inject approximately $4 billion per year into the Queensland economy.

The NDIS will progressively rollout across Queensland over three years from 1 July 2016 to June 2019. The phasing and timing of when each area will transition to the NDIS is currently being negotiated by the Queensland and Commonwealth Governments as part of the Bilateral Agreement. We have signed up to the NDIS e-blast as an initial step in keeping in contact with events and activities. At the heart of successful employment in the Health and Community Services industry is the following key

attributes identified by industry.

Table 1 – Key attributes of employees

Attribute’s Definition

Analytical The tendency to logically examine facts and situations

Biology The interest in the structure, function, growth and evolution of living organisms

Helpful The tendency to respond to others needs and assist and support others

Psychology The interest of human mental functions including mannerisms, actions, attitudes and abilities

Takes Initiative The tendency to perceive what is necessary to be accomplished and to proceed on one’s way

Cause Motivated The tendency to be motivated to help society

Organised The tendency to place and maintain order in an environment or situation

Precise The enjoyment of work that requires being exact and detail oriented

Warmth/Empathy The tendency to express positive feelings and affinity towards others

Collaborative The tendency to collaborate with others when making decisions

Diplomatic The tendency to state things in a tactful manner

Numerical The enjoyment of counting, calculating or analysing quantities using mathematics

Optimistic The tendency to believe the future will be positive

Pressure Tolerance The level of comfort related to working under deadlines and busy schedules

Research/Learning The enjoyment of gathering and comprehending new information

Persistence The tendency to be tenacious despite encountering significant obstacles

Manages Stress Well The tendency to deal effectively with strain and difficulty when it occurs

Public Contact The tendency to be comfortable with interacting directly with a wide range of people

Part Two – Supply

Potential sources of labour

Officers will utilise linkages with the following cohorts (as well as any others identified through the course of the Action Plan) to assist in providing supply for the identified demand:

Secondary Schools which are employment active including the Youth Engagement Team, VET in School and/or

other school activity associated with job readiness/career advice and known school contacts;

Health Academies which will be strategically positioned within LGA’s with disadvantaged populations. These

academies will act as a funnel to deliver students and community members into our various programs whilst

gaining meaningful qualifications and industry placements.

Skilling Queenslanders for Work and other labour market programs will be another source of labour supply for

the Health & Community Services team;

Community Based Organisations such as Boystown, Ohana, Acess Services and Multilink will provide participants

from refugee and migrant backgrounds;

Job Active organisations and Work for the Dole programs will provide further participants;

Youth Justice Programs run by other agencies such as Project Booyah, PCYC, Youth Justice, Probation and Parole;

Registered Training Organisations and Universities

Screening and job readiness Screening is based on the involvement with the sector throughout 2015 and the can be undertaken via a number of avenues including but not limited to - online services and utilising Job Active providers. SER regularly utilises the Harrison Online Career Assessment tool with existing youth pathway programs. It is also very useful for employers seeking to upskill existing workforce and can assist in identifying potential staff for career progression opportunities. The Harrison Online Career Assessment takes participants responses from a range of relevant questions and turns them into a newly identified list of career options rated according to job satisfaction and enjoyment.

Existing Programs - South East Health Pathways Alliance

Career Talks

The Health & Community Services team conducts career talks in schools with a majority targeted Year 10 cohorts.

These talks usually have between 200 to 300 students attended an overview of the industry, the pathways to

employment and training and the diversity of occupations in the industry. The first screening process occurs when

we announce a local “Health Inspiration Days” for a limited number of students able to attend and an obligation

of an application form process to attend the days.

Health Inspiration Days

These are two day events which allow students to experience the Health Industry in a hands on manner in real life

industry setting. Students meet and ask questions of a variety of staff, meet residents of nursing homes and

experience and interact with staff and residents in an activities based environment. The days are industry driven

and run in an industry setting.

Short Listing

Students are observed and a short listing process begins with industry input. Selected student candidates are

asked to

1. Complete a Harrisons Report (Suitability and Enjoyment Assessment tool)

2. Submit their last school report

3. Submit a resume and one pager of “What would this traineeship mean to me”

This profile is compiled and assists industry with conducting interviews.

Preferred Candidate Skills and Attributes

Employers across the industry have identified that minimum requirements for employment. Minimum

requirements in the Health and Community Services industry includes a Federal Police check. Many hospitals and

other facilities require Hepatitis B inoculation evidence whilst others require full inoculation evidence.

A certificate III qualification while not mandatory is certainly common with staff members having high levels of

work-related qualifications. In 2012, 88% of direct care workers in residential aged care and 86% of the direct care

workforce in community aged care held post-secondary qualifications. (See Table 1). Source: King, D., Mavromaras, K., He, B., Healy, J., Macaitis, K., Moskos, M., Wei, Z. (2013). ‘The aged care workforce 2012 final report’. Canberra: DoHA.

Part 3 – Facilitation

Establish major contributors

Key Government partners, regulatory bodies or other peak training or educational organisations who collectively

can identify and coordinate key funding sources and programs, preferred entry level and other qualifications,

training issues, career pathways or other options.

Key employment and educational facilitators such as Job Active, AAC’s, RTO’s, Universities, CBO’s and GTO’s that

may include orchestrated work experience and work exposure activities, career/job expo’s, industry awareness

programs, employer visits to schools or clusters etc.; and

Involvement from secondary schools acting individually or in clusters/hubs/centres of excellence that may centre

on Trade Training Centres or other coordinated VET in School/RTO/Higher Education activities.

Evidence

Demand in the Health Care and Social Services industry faces critical issues that will surface in the next decade with the industry facing growing demand and declining supply. The over 65’s make up 15% of our population today, forecasting to increase to 17% in 2014 and increasing further to 20% of the population in 2044.

1. Growing Population (65+)

Year

Total Population Over 65 Population

1984

15.6 million

1.58 million

2014

23.6 million

3.45 million

2024

28.3 million

4.76 million

2044

38.7 million

7.75 million

Source: ABS, Labour Force, Mcrindle Report

2. Ageing Median Population Our population median age is increasing substantially which will affect health outcomes for older Australian and add the strain placed on Hospitals and Medical Services in particular.

3. Increased Longevity

Source: ABS, Labour Force, Mcrindle Report Life expectancy at birth is increasing at a dramatic rate. The primary enabler of this increased and ongoing longevity gain has been the health system rather than individual behavior. Life expectancy increases will continue because of improved medical technologies, public health infrastructure, better public health measures, new and improved medical interventions and the improved survivability rates of major illnesses and cancers. Source: ABS, Labour Force, Mcrindle Report

4. Over 85’s

In the next 30 years Australia will see an unprecedented rate of growth of the over 85s in our nation. In 2044 there will be 1.2 million more people aged over 85 than there are today, and the average older Australian will live 5 years longer than today which equates to adding 6 million more years of care just for the increased number of over 85s and just to manage their increased life expectancy.

INCREASED LONGETIVITY

1984 75.8

TODAY 82.1

2024 84.9

2044 90.4

Source: ABS, Labour Force, Mcrindle Report 5. Massive Rise in Centurion’s

In 1952, the year that Queen Elizabeth II became sovereign, 40 letters of congratulations would need to have been written for Australians turning 100. This year, 2,643 Australians will turn 100 and in 30 years the number of congratulatory letters written to Australians turning 100 will increase to 18,567 in the year 2044. Source: ABS, Labour Force, Mcrindle Report Population projections by LGA The South East Region is predicted to be the fastest growing region in Queensland, as seen in the table 3. Growth throughout the region is above state wide growth. The South East Region will experience substantial population growth in excess of 600,000 people. Table 5 – LGA Population growth

Gold Coast Logan City Redlands Scenic Rim Growth

2016 579,067 316,013 157,224 41,412

2021 659,162 364,197 169,498 47,407 +146,247

2026 738,261 419,087 180,599 57,720 +155,704

2031 820,391 472,927 190,187 68,917 +156,755

2036 905,681 521,749 198,290 81,985 +155,283

+613,989

Source – Queensland Government Statistics Office

Labour projections by SA 4 area Table 6 – Employment projection (Gold Coast)

The Health and Community Services industry provides the South East Region with oustanding occupation opportunities over the next five years. The Department of Employment projections predict that one in four new jobs will be created in the Health and Community Services industry. The projections are also predicted across all LGA in the South East Region,allowinguniformity and consistency with strategies that will be initiated across the region. In total 13,600 new jobs will be created in the Health and Community Services industry over the next five years throughout the South East Region. Table 7 – Employment projection (Logan and Beaudesert) Table 8 – Employment projection (Brisbane East)

8,200 new jobs

Barriers

The Health and Community Services industry faces five major challenges in the South East Region:

Many facilities (Aged Care, Hospitals) are managed individually and generally the facilities are not enthusiastic in employing young people.

Young people don’t see the sector as attractive and the image is of old people with chronic illnesses.

The workforce is aging with the median age of a residential aged care worker being 51.

School VET area is disconnected from the health sector and is generally uneducated on Health and Community Services pathways and employment opportunities.

VET study (Health) in schools is poor and therefore pathways into health are restrictive.

Field of Education

2013

%

1. Management & Commerce 42,400 17.7%

2. Food, Hospitality & Personal Services 41,600 17.3%

3. Society & Culture 37,400 15.6%

4. Engineering & Related Technologies 26,000 10.8%

5. Mixed Field Programs 20,300 8.5%

6. Creative Arts 19,200 8.0%

7. Architecture & Building 19,100 8.0%

8. Information Technology 17,400 7.2%

9. Agriculture, Environmental & Related Studies 7,300 3.1%

10. Health 7,200 3.0%

We plan to address this through individualised facility activities, selling the benefits of young people through professional presentation and shared experiences. These include

Table 9 -VET in schools students aged 15 – 19 years

Young People in Education & Training – NCVER (2014)

2,400 new jobs 3,000 new jobs

Career presentations to Year cohorts (3,000 students)

Mini Documentary showcasing current school based trainees and facility staff.

“Health Inspiration Days” – hands on days in real workplaces.

Introducing “School Based Clinical Care Trainees” in Hospitals, Aged Care facilities and other industry sectors.

Develop Industry partnerships to encourage industry to create career opportunities for young people.

Introduce “Health Academy” Training Hubs in schools. Workforce Development

The Health & Community Services team will approach “Workforce Development” with a multifaceted focus which will rely heavily on our team members to approach with a deep understanding of the training and funding arrangements on a Federal and State level. Key communication will highlight with industry the need to work cooperatively with key registered training organisations to:

Access funding from a federal and state levels to develop workforce skills and increase productivity;

Provide workers with an opportunity to apply and develop higher order skills;

Encourage the development of skills, competencies and attributes that are of long term value to their organisation and the economy;

Facilitate meaningful and regular opportunities for on the job training and skill transfer;

Encourage industry to become a leader in workforce development through the engagement of “Health Inspiration Days”, an industry led engagement initiative with school aged students;

Introduce the idea of “School Based Trainees” which will address ageing workforce issues within their own workforce and provide employees with an opportunity to train and mentor the next generation of employees.

Agreements and Contracts The Health and Community Services Workforce Council is currently working on a “Health Sector VET Engagement Working Party” addressing VET engagement at a school level with partners including

DET SER

DET Metro

DET North Coast

RDA Brisbane

Busy at Work

Ipswich & West Moreton Health Pathways Alliance

Health Metro The Health & Community Services team delivers actions determined by our South East Health Pathways Alliance Steering Committees which represent Logan/ Scenic Rim and Redlands Gold Coast South East Health Pathways Alliance

Gold Coast Health Pathways Alliance

DETE

DETE (Manager – Training)

Queensland Health Gold Coast City Council - Vacancy

Redlands City Council

Study Gold Coast

DETE (Enable School Representative)

RDA Gold Coast (CEO)

TAFE Queensland Brisbane(Director of Nursing)

DETE (Northern Collegian)

RDA Logan & Redlands (CEO)

Medicare Local

Busy at Work – (State Manager)

Busy at Work – (Business Development Manager)

Trinder Park Aged Care

Oz Care

Beacon Foundation

Griffith University

Logan City Council

Purpose of the committees are to

Provide timely, strategic advice to the South East Health Pathways Alliance which creates career pathways in Health & Community Services within the region.

Provide feedback to the South East Health Pathways Alliance network to advise future priorities and potential areas of risk for the healthcare workforce within the region for the future.

Oversee & provide focussed direction to support meeting existing and emerging goals of the South East Health Pathways Alliance.

Develop a plan and framework that promotes health career employment, which includes initiatives that maximises recruitment and retention in the industry within the region.

Work collaboratively with key stakeholders to investigate and initiate/ develop new career pathways into the healthcare and community services industry within the region.

Committee members work under a Terms of Reference (Appendix 8). Evaluation Evaluation of the Health & Community Services Action plan will present the worth and value of the actions of the team, identify ways to improve or shift focus and inform internal and external stakeholders of key targets that will be met. These evaluations will therefore be measured against key initiatives that the Health & Community Services team have developed over the past twelve months. These include

1. Industry Visitation a. A core component of the Health and Community Services Action Plan is to visit key employer

groups within the industry. This visitation strategy will direct the team to engage with industry at all levels to deliver workforce development strategies and training packages to encourage retention and recruitment. The key target for the Health & Community team is to visit 200 industry visits per annum.

2. Career Talks in Schools

a. As schools are disconnected from industry, DET can provide the conduit that inspires young people to look at careers in the number one job creating industry for the next decade. This evaluation can be sourced from the monthly snapshot and quarterly report. The key target for the Health & Community team is to deliver career talks to 3,000 students per annum.

3. Health Inspiration Days a. Health Inspiration Days provide an opportunity for students to garner hands on experience in real

world health setting such as hospital wards and aged care facilities. It also allows industry to connect with young people and evaluate potential “School Based Trainee” candidates. The key target for the Health & Community team is to deliver “Health Inspiration Days” to 300 students per annum. (See Appendix 3 – Health Inspiration evaluation)

4. Traineeships and Employment Outcomes a. Traineeships in the Health & Community Services industry is extremely low. Introducing “School

Based Trainees” will address the ageing workforce, particularly in Aged Care where the average age is presently 51. Mature age outcomes will be grown through the establishment of “Health Academies” throughout the region. The key target for the Health & Community team is to have 50 Trainees started and 100 mature age employment outcomes per annum.

5. Increasing VETis Qualifications a. VET qualifications in schools are very low. A core outcome of establishing “Health Academies” will

be the establishment of the delivery of Certificate II Health Support Services. The key target for the Health & Community team is to ensure the delivery of 100 x Certificate II Health Support Services and Certificate III Aged Care per annum.

6. Establishing “Health Academies” – a. Establishing “Health Academies” in the South East Region will increase the delivery of Health

qualifications in schools and in the community. The key target for the Health & Community team is to establish two (2) Health Academies per annum.

Table 10 – Key Target (2016)

Industry

Visitation Career Talks

Health

Inspiration Days Traineeship/ Employment

Health VET Qualifications

Health Academies

Targets

2016

200

visits

3,000

participants

300

participants

150

100

2

Marketing Key elements of this action plan involves marketing the initiatives and achievements of the Health and Community Services team throughout the region. The initiatives planned for 2016 and beyond include

1. Youth Jobs Expo - Youth Jobs Expo’s are conducted in the LGA’s of Logan, Gold Coast and Redlands. The model of attendance includes partnerships with key stakeholders to provide a “Health Precinct” where students can undertake hands on activities rather than look and see courses run by Universities, TAFES and RTO’s.

2. Graduations – School Based Trainees will be employed in two calendar months (February & July). Trainees in clinical care will have a Graduation Ceremony following the completion of their traineeship. This will encourage schools to participate in a highly regarded initiative that has significant rewards for individuals that complete their traineeship.

3. Mini Documentary – In March 2016, the Health & Community Services team will produce in partnership with TAFE Coomera a mini documentary of the Health Inspirations Story. This will be a 5 minute package of the brief history, key partnerships with industry that has been developed and the story of the wonderful trainees who are starting a career journey. Along with this mini documentary, 10 -20 x 2

minute grabs will be produced which will allow the Heath & Community Services team and partners to promote short interviews with trainees, hospital staff and aged care staff.

4. Media – Media will be developing stories of the South East Health Pathways Alliance. The ability to leverage key stakeholders such as Logan City Council, Redlands Council and Logan Hospital to be critical to the success of ongoing stories. These key stakeholders are part of our steering committee and have been a valued and action based members who have already demonstrated significant involvement in media releases.

Appendices

Appendix 1: Industry Commitments

Appendix 2 – Health & Community Services Employers by LGA

Appendix 3 – Health Inspirations Evaluation

Appendix 1 – Industry Commitments to take School Based Trainees 2016

Appendix 2 – Health & Community Services Employers by LGA

Scenic Rim

Public and Private Hospitals

Name Address Beds

Beaudesert Hospital 62 Tina St, Beaudesert 50

Boonah Hospital Leonard St, Boonah

Residential Care

Name Address Beds

Wongaburra Garden Settlement 219 Brisbane St, Beaudesert 125

Star Gardens 14 Brooklands Drive, Beaudesert 78

Pres Care – Roslyn Lodge 24 Main Western Rd, Mt Tamborine 38

Fassifern Aged Care Harold Stark Ave, Boonah 81

Engleburg Aged Care Service Pennell St, Kalbar 10

Job Actives

Name Address Contact

Tursa 21 William St, Beaudesert 07 5541 4536

Help Enterprises 32-40 William St, Beaudesert 07 3069 2600

Max Employment 2/2 Church St, Boonah 07 5463 1011

Sarina Russo 22 Tina St, Beaudesert

Tursa 11 High St, Boonah 07 5463 4351

Employment Plus 119 Brisbane St, Beaudesert 136123

Employment Plus 6 Park St, Boonah 136123

Community Groups

Name Address Contact

Beaucare 44 Tina St, Beaudesert 07 5541 3588

Centrecare 6-12 Petersen Street, Beaudesert 1300 236 822

Carinity 4 High St, Boonah 07 5463 2966

Beau FM Brisbane St, Beaudesert 07 5541 4235

Manunjali Housing & Development 35 Anna St, Beaudesert 07 5541 2575

High Schools & Colleges

Name Address Contact

Beaudesert State High School Brisbane St, Beaudesert 07 5542 9111

Boonah State High School 32 Macquarie St, Boonah 07 5460 6111

Tambourine Mountain State High School Holt Rd, North Tambourine 07 5545 7222

Tambourine Mountain College 80 Beacon Rd, Mt Tambourine 07 5545 3644

Kooralbyn International School Ogilvie Place, Kooralbyn 07 5544 6288

Logan City

Public & Private Hospitals

Name Address Beds

Logan Hospital Cnr Armstrong & Loganlea Rds, Meadowbrook 344

Residential Care

Name Address Beds

Arcare 8 Janice St, Slacks Creek 109

Blue Care Carbrook Beenleigh Redland Bay Rd, Carbrook 75

Blue Care Bethania Station Rd, Bethania 60

Blue Care Yurana 129 Dennis Rd, Springwood 80

Clan William Station Rd, Bethania 50

Clan William 45 York St, Beenleigh 80

Clive Burdeu Middle Rd, Hillcrest 80

Connolly Court 20 – 24 Loane Drive, Edens Landing 90

Jeta Gardens 27 Claredon Ave, Bethania 150

Opal Greenfern Place Wembley Rd, Browns Plains 120

Palm Lake Care 3 Goodooga Drive, Palm Lake 118

Regis Middle Rd, Greenbank 80

St Paul De Charters 12 Fedrick St, Boronia Heights 98

Talbarra Aged Care Old Logan Village Rd, Waterford 60

Trinder Park Aged Care 10 Laurel St, Slacks Creek 200

Job Actives

Name Address Contact

Tursa Floor 2, 6 Ewing Rd, Logan Central 07 5541 4536

Sarina Russo Floor 1, 6 Ewing St, Logan Central 13 15 59

Help Enterprises 7 Station Rd, Logan Central 07 3069 2666

Sarina Russo 108 George St, Beenleigh 13 15 59

Tursa Cnr Stockyard Lane & Intercity Circuit, Beenleigh 07 3807 4989

Sarina Russo Eastern St, Browns Plains 13 15 59

Help Enterprises 28 Browns Plains Rd, Browns Plains 07 3069 2600

Help Enterprises 113 City Rd, Beenleigh 07 3146 2155

Help Enterprises 18 – 22 Honora St, Jimboomba 0403 236 140

Max Employment 2 Intercity Circuit, Beenleigh 07 3380 9200

Max Employment 55 Grand Plaza Drive, Browns Plains 07 3802 7000

Max Employment 17 Station Rd, Woodridge 07 3380 9600

Employment Plus Ground Floor, 6 Ewing Rd, Logan Central 136123

Employment Plus 55 Grand Plaza Drive, Browns Plains 136123

Employment Plus Cnr Stockyard Place & Intercity Circuit 136123

Employment Plus 19-33 South St, Jimboomba 136123

Community Groups

Name Address Contact

Boystown Mary St, Kingston 07 3368 3399

Youth & Family Services 376 Kingston Rd, Slacks Creek 07 3826 1500

Access Inc 92 Wembley Rd, Logan Central 07 3412 8222

Multilink 38 Blackwood Rd, Logan Central 07 3808 4463

The Spot 61 Sandstone Place, Parkinson 07 3809 4100

State High Schools & Colleges

Name Address Contact

Beenleigh State High School Alamein St, Beenleigh 07 3442 3777

Browns Plains State High School Ivor St, Browns Plains 07 3802 6222

Calvary Christian College 559 Beenleigh-Redland Bay Rd, Carbrook 07 3287 6222

Canterbury College 182 Old Logan Village Rd, Waterford 07 3299 0888

Chisholm College 204 California Creek Rd, Cornubia 07 3209 0700

Emmaus College 48 East St, Jimboomba 07 5547 9990

Flagstone Community College Cnr Poinciana & Homestead Drive, Flagstone 07 5547 9333

Groves Christian College 68-70 Laughlin St, Kingston 07 3380 5800

Hills International College 105-111 Johanna St, Jimboomba 07 5546 0667

John Paul College John Paul Drive, Daisy Hill 07 3826 3333

Kimberley College 35-41 Kruger St, Carbook 07 3209 0300

Kingston College 62-84 Bega Rd, Kingston 07 3826 1333

Loganlea State High School Neridah St, Loganlea 07 3451 8777

Mabel Park State High School Paradise Rd, Slacks Creek 07 3489 2333

Marsden State High School Muchow St, Marsden 07 3299 0555

Parklands Christian College 11 Hillcrest Rd, Park Ridge 07 3380 4200

Shailer Park State High School Leaf St, Shailer Park 07 3451 2777

Springwood State High School 200 Springwood Rd, Springwood 07 3380 6111

St Francis College 64 Julie St, Crestmead 07 3489 4800

Trinity College Scott St, Beenleigh 07 3442 5222

Windaroo Valley State High School Beenleigh Beaudesert Rd, Bahrs Scrub 07 3804 3222

Woodridge State High School 323 Wembley Rd Woodridge 07 3290 7222

Redlands

Public and Private Hospitals

Name Address Beds

Redlands Hospital 2-14 Weppin St, Cleveland 199

Mater Hospital Weppin St, Cleveland 60

Residential Care

Name Address Beds

Regis Grande 25 Macgregor Drive, Birkdale 70

QRS Marabello 537 Cleveland Redland Bay Rd, Victoria Point 138

Moreton Shores 101 King St, Thornlands 85

Buckingham Gardens Buckingham St, Alexandra Hills 50

Capella Bay 260 Old Cleveland Rd, Capalaba 120

Wellington Park 16 Balmoral Rd, Wellington Point 90

Palm Lake Care 57 Hamilton St, Redland Bay

Oz Lodges Cnr Boundary & Darts Sts, Redland Bay

Yarrabee Aged Care 61 Peel St, Redland Bay

Adventist Retirement Village 571 Cleveland Redland Bay Rd, Victoria Point

Lake Sherrin 350 Boundary Rd, Thornlands

Finlandia Village 343 Cleveland Redland Bay Rd, Thornlands

Mandalay Retreat Cnr Bay St & Wellington Sts, Cleveland

Nandeebee Aged Care 87 Winchester Rd, Alexandra Hills

Sylvan Woods 500 Old Cleveland Rd East, Birkdale

Prins William 62 Collingwood Rd, Birkdale

Job Actives

Name Address Contact

Tursa 2-27 Bunker Rd, Victoria Point 07 3207 0311

Sarina Russo 38 Redland Bay Rd, Capalaba 13 15 59

Help Enterprises 24 Redland Bay Rd, Capalaba 07 3146 2155

Max Employment 20-22 Lorraine St, Capalaba 07 3823 9900

Tursa 9/39 Old Cleveland Rd, Capalaba 07 3245 5424

Max Employment 124 Queen St, Cleveland 07 3488 5800

Max Employment 2 -30 Bunker Rd, Victoria Point 07 3829 4200

Employment Plus 26 Redland Bay Rd, Capalaba 136123

Employment Plus 77 Shore St West, Cleveland 136123

Community Groups

Name Address Contact

The Cage Youth Foundation 882 German Church Rd, Redland Bay 07 3829 2644

Centrecare 1 Darescott Cres, Victoria Point 1300 236 822

State High Schools & Colleges

Name Address Contact

Alexandra Hills State High School Widemere Rd, Alexandra Hills 07 3820 1444

Cleveland State High School Russell St, Cleveland 07 3824 9222

Capalaba State High School 150 Mt Cotton Rd, Capalaba 07 3823 9335

Carmel College 20 Ziegenfusz Rd, Thornlands 07 3488 7777

Faith Lutheran College 1-15 Beveridge Rd, Thornlands 07 3820 5500

Ormiston College 97 DundasSt, Ormiston West 07 3821 8999

Redlands College 38 Anson Rd, Wellington Point 07 3286 0222

Sheldon College Lot 5, Taylor Rd, Sheldon 07 3206 5555

Victoria Point State High School 93-131 Benfer St, Victoria Point 07 3820 5888

Wellington Point State High School Badgen Rd, Wellington Point 07 3820 4222

Gold Coast

Public and Private Hospitals

Name Address Beds

Gold Coast University Hospital 1 Hospital Boulevarde, Southport 750

Robina Hospital Robina Town Centre Drive, Robina 364

Pindarra Private Hospital Allchurch Ave, Benowa 348

Allamanda Private Hospital 21 Spendlove St, Southport 220

John Flynn Hospital 42 Inland Drive, Tugun 345

Pacific Private Hospital 123 Nerang St, Southport

Residential Care

Name Address Beds

Bupa Merrimac 3-5 Glenhaven Crt, Merrimac

Merrimac Private 50-52 Macadie Way, Merrimac

Opal Varsity Rise 14 Lake St, Varsity Lakes

Cypress Gardens Gooding Ave, Clear Water Island

The Terraces 74 University Gardens, Varsity Lakes

Hill View House 239 Gooding Ave, Merrimac

Sandbrook 10 Executive Drive, Burleigh Waters

Mermaid Beach Aged Care 2929 Gold Coast Hwy, Broadbeach

Lady Small Haven 60 Allchurch Ave, Benowa

Hill View House 135 Cotlew St, Ashmore

Golden Age 60 Ridgeway Ave, Southport

Marana Gardens 10 Ridgeway Ave, Southport

Opal Ashmore 100 Wardoo St, Ashmore

Nerang Nursing Centre 6 Mylor St, Nerang

Homesteads 80 Billabirra Cres, Nerang

Galleon Gardens 126-138 Galleon Way, Currumbin Waters

Opal Leamington 55 Worendo St, Southport

Bupa Tugan Croft Crt Mirren Drive, Tugun

Jibaru Aged Care 101 Allied Drive, Arundel

Labrador Aged Care 71 Brighton St, Biggera Waters

Bupa Runaway Bay 375 Pine Ridge Rd, Runaway Bay

Arcare Helensvale 103 Lindfield Rd, Helensvale

Bayview Aged Care 86 Bayview St, Biggera Waters

Opal Kirra Beach 6-10 Ocean St, Coolangatta

Villa Serena 2 Easthill Drive, Robina

Mudgeeraba Lodge 27-35 Old Coach Rd, Mudgeeraba

Estia Health Mudgeeraba 21-25 Old Coach Rd, Mudgeeraba

Ozanam Villa 20 Matilda St, Burleigh Heads

St Andrews Lutheran Aged Care 2 Sullivan Rd, Tullebudgera

Pineshaven Aged Care 17 Applecross Way, Elanora

Kirrahaven Aged Care 24 Coolangatta Rd, Coolangatta

Residential Care

Name Address Beds

Eric Franks Nursing Home 60 Ridgeway Ave, Southport

Cotlew Manor 129 Cotlew St, Ashmore

Alexandra Lodge 100a Wardoo St, Ashmore

Orchard House 70 Lawerence Drive, Nerang

Ashmore Retreat 19 Allunga Ave, Ashmore

Villa La Salle 32 Bauer St, Southport

Abri Home Cnr Heath & Bauer Sts, Southport

Melody Park 261 Gilston Rd, Nerang

De Paul Villa 27 Edmund Rice Drive, Ashmore

Kirrabilli 6-10 Ocean St, Coolangatta

Southport Lodge 37 Jimmieson Ave, Southport

Garden Settlement 6-18 Ahern St, Labrador

Labrador Gardens 83 Muir St, Labrador

Robert Ashton Residential Care 18 Ahern St, Labrador

Keith Turnbull Place 52 Imperial Pde, Labrador

Parkwood Gardens 100 Usher Ave, Labrador

Woodlands Lodge 29 Melbourne Rd, Arundel

501 501 Pine Ridge Rd, Biggera Waters

Arcare St James 40-42 Helensvale Rd, Helensvale

Arcare Regency 38-54 Caseys Rd, Hope Island

Arcare Hope Island 10 Halcyon Way, Hope Island

Lions Haven 9 Pendraat Pde, Hope Island

Tri Care Pimpama Anembo Ave Coomera

Magnolia Homestead 142 Reserve Rd, Upper Coomera

Paradise Lakes Care Centre 360 Oxley Drive, Runaway Bay

Job Actives

Name Address Contact

Tursa Shop 5, Cottonwood Place, Oxenford 07 5519 3146

Tursa 12 Sir John Overall Drive, Helensvale 07 5519 9933

Tursa 17 Suter St, Southport 07 5532 0445

Tursa 30 Price St, Nerang 07 5596 0366

Tursa 140 Robina Town Centre Drive, Robina 07 5562 0458

Tursa 2532-2540 Gold Coast Highway, Mermaid Beach 07 5526 0692

Tursa 1172 Gold Coast Highway, Palm Beach 07 5525 7184

Tursa 82 Griffith St, Coolangatta 07 5536 1433

Sarina Russo 4/2 Executive Drive, Burleigh 13 15 59

Sarina Russo 19 Sir John Overall Drive, Helensvale 13 15 59

Sarina Russo 23 – 29 Price St, Nerang 13 15 59

Sarina Russo 25 Tambourine-Oxenford Rd, Oxenford 13 15 59

Sarina Russo 140 Robina Town Drive, Robina 13 15 59

Sarina Russo 3 Suter St, Southport 13 15 59

Help Enterprises 18 Scarborough St, Southport 07 3146 2146

Help Enterprises 140 Robina Town Drive, Robina 07 3146 2100

Help Enterprises Shop 25 Oxenford Square, Oxenford 07 3146 2177

Help Enterprises 31 – 33 Price St, Nerang 07 3146 2177

Help Enterprises 80 Griffith St, Coolangatta 07 3146 2122

Max Employment 19 Sir John Overall Drive, Helensvale 07 5502 7874

Max Employment 9 Lavelle St, Nerang 1800 625 350

Max Employment 1051 Gold Coast Highway, Gold Coast 07 5586 4800

Max Employment 17 Rawlins St, Southport 07 5582 4400

Max Employment 221 Christine Ave, Varsity Lakes 07 5520 3788

Community Groups

Name Address Contact

State High Schools & Colleges

Name Address Contact

A.B. Paterson College 10 A.B. Paterson Drive, Arundel 07 5594 7947

All Saints Anglican Highfield Drive, Merrimac 07 5530 2855

Aquinas College Edmund Rice Drive, Southport 07 5510 2888

Assisi Catholic College Billinghurst Cres, Upper Coomera 07 5656 7100

Benowa State High School Mediterranean Drive, Benowa 07 5583 7333

Coombabah State High School Pine Ridge Rd Coombabah 07 5552 3888

Coomera Anglican College 99 Days Rd, Coomera 07 5585 9900

Elanora State High School Avacado St, Elanora 07 5533 9255

Emmanuel College Birminham Rd, Carrara 07 5561 4000

Gold Coast Christian College Bridgeman Drive, Reedy Creek 07 5593 4571

Helensvale State High School Discovery Drv Helensvale 07 5573 8555

Hillcrest Christian College 21 Bridgman Drv Reedy Creek 07 5593 4226

Keebra Park State High School Anne Street Southport 07 5509 2555

Kings Christian College 68 Gemvale Road, Reedy Creek 07 5587 7600

Kings Training College 68 Gemvale Rd, Reedy Creek 07 5510 2888

Livingston College Reedmans Rd Ormeau 07 5546 7083

Marymount College Burleigh Connection Rd, Burleigh Waters 07 5586 1000

Merrimac State High School Dunlop Court, Merrimac 07 5572 2700

Miami State High School Gold Coast Highway, Miami 07 5554 0333

Nerang State High School Weedons Rd, Nerang 07 5503 7800

Ormeau Woods State High School 148 Goldmine Rd, Ormeau Woods 07 5540 9222

Pacific Pines State High School 15 Archipelago St, Pacific Pines 07 5502 5111

Palm Beach Currumbin State High School Thrower Drive, Palm Beach 07 5525 9333

Queensland Academy of Health Sciences 102 Edmund Rice Drive, Southport 07 5510 1100

Rivermount College Rivermount Drive, Yatala 07 3287 0000

Robina State High School Investigator Drive, Robina 07 5562 3444

Somerset College Somerset Drive, Mudgeeraba 07 5530 4100

Southport State High School 75 Smith St, Southport 07 5509 1222

St Andrews Lutheran College 175 Tallebudgera Creek Road, Andrews 07 5534 8522

St Hilda’s 52 High St, Southport 07 5532 4922

St Michaels College Jondique Avenue, Merrimac 07 5530 2722

St Stephens College Reserve Rd, Coomera 07 5573 8662

The Southport School Winchester St Southport 07 5531 9911

Trinity Lutheran College 641 Ashmore Rd, Ashmore 07 5556 8200

Upper Coomera State College 137 Reserve Rd, Upper Coomera 07 5580 7555

Varsity College 198 Varsity Pde, Varsity Lakes 07 5562 3575

Appendix 3 – Health Inspirations Evaluation

Appendix 8 – Terms of Reference

Tourism Industry plan

page Table of Contents

1. Purpose

2. Aim

3. Overview

a. Opportunities

4. Demand

5. Supply

6. Facilitation-

a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

South East Region Tourism Industry Action Plan

2

Purpose:

The Action Plan has been created to establish an evidence base to support the prioritisation of key industries in South East Region. Aim: To provide a comprehensive summary of the key aspects of each priority industry including demand, supply and facilitation needs for the Tourism industry in the South East Region.

Overview: Key Highlights of Tourism in Queensland:

Tourism is a 23billion dollar industry for the state

Tourism directly and indirectly employs 230,000 Queenslanders

Tourism generates 60million dollars a day in visitor expenditure across the state Unlike most sectors, tourism is represented by many industries classified in the national accounts and in the Australian bureau of Statistics (ABS) Australian and New Zealand Standard Industrial Classification (ANZSIC). Tourisms full presence in terms of employment, economic expenditure and business numbers is dispersed over a number of classified sectors. South East investment Trends to benefit Tourism employment:

The Gold Coast is entering a phase of major redevelopment and investment. Jupiter’s Casino announced a $340 million redevelopment prior to the commonwealth games.

Pacific fair has started its $670 million redevelopment to be completed in 2016.

A $15 million Australia Fair West redevelopment

Developments in Southport’s new Chinatown are progressing

Commonwealth games projects

Toondah Harbour and Weinam Creek

Gold Coast Airport Upgrade

Mariners Cove re-development The single largest source market for foreign investment in land is China (31% of total), key projects include:

Ridong Group & Wanda Group – Jewel project (Joint Venture)

Sanbano Group - Coolangatta and Southport development projects

Garuda GC Corporation – Star of the Sea development project Tourism is divided into the following classifications: • Accommodation • Holiday rentals • Cafes, restaurants and takeaway • Clubs, pubs, taverns and bars • Rail transport • Taxi transport • Motor vehicle hire • Other road transport • Air, water and other • Travel agency and tour operator • Cultural services • Casinos and other services • Sports and recreation services

3

• Fuel • Retail trade • Education and training Employment:

In 2013-14 tourism directly accounted for 131,000 (or 5.6%) jobs and indirectly accounted for 99,000 jobs, or in total 10% of employment in the state. This is substantially more than the mining sector (79,000 direct jobs) and agriculture, forestry and fishing (56,000 direct jobs).

Cafes, restaurants and takeaway food services had the largest share of tourism employment (27%) followed by retail trade (19%) and accommodation (13%)

Tourism employers:

No other sector of the economy has more small businesses, with 9 in 10 tourism businesses employing fewer than 20 persons

4

Demand: This section relates to the forecasted workforce demand and requirements that will need to be met now and into the future. This forecasted demand has been sourced from the following:

Current Status of apprenticeships and Traineeships 2015

Count of LGA Column Labels

Row Labels Gold Coast Logan Redlands Scenic Rim

Grand Total

Catering Operations 5 17 22

Commercial Cookery 262 67 48 29 406

Hospitality Manager 1 1 2

Hospitality Operations level II 4 1 1 6

Hospitality Operations Level III 503 132 101 27 763

Hospitality Operations Level IV 11 1 9 21

Hospitality Specialist - Front of House 1 1

Kitchen Operations 2 2

Tourism Operations Level III 64 1 65

Tourism Operations Level IV 6 6

Travel Agent 54 18 15 87

Grand Total 912 237 176 56 1381

Report derived from Department of Education and Training “DELTA” database

Tourism FTE jobs grow at an average rate of 1.4 per cent per annum over the projected period, from 342,800 (2011−12) to 424,300 (2029−30) State wide

The total accumulated labour demand across all Tourism Regions to 2015 is around 56,676 workers, of which 46% are skilled workers and the remaining 54% are un-skilled workers.

The total accumulated skilled labour shortfall (that is, the difference between the forecast increase in demand for skilled labour and the forecast increase in supply of suitably skilled labour) across the tourism and hospitality industry to 2015 is around 15,033 workers.

The 2020 tourism projected potential under the National Long-Term Tourism Strategy were to be achieved, then the total tourism labour force would need to increase to 638,000 workers (i.e. some 130,000 workers to fill new roles over and above industry turnover) by 2020 (Access Economics 2010)

Tourism employment is represented by the following occupations in TRA’s database: o Managers and administrators and Professionals o Tradespersons and related workers o Advanced, intermediate and elementary clerical and services workers o Intermediate production and transport workers o Labourers and related workers

Employment projection includes Accommodation and food service, Arts and Recreation (Theme Parks and events) and Retail Trade

Employment Projections – November 2019 -Tourism /Hospitality Industry

Logan Beaudesert Gold Coast Brisbane South

1800 7200 4100

5

Key Competencies Framework for Tourism/Hospitality Industry

Communication

Teamwork

Problem solving

Initiative and enterprise

Planning and organisation

Self-Management

Learning

Basic Technology skills Industry Challenges

Some of the issues creating skills shortages are the poor pay and hard conditions of these industries, its seasonal nature and the perception that it is inferior, subservient work. Generational changes are also impacting the industry and many young people are not willing to endure difficult working conditions and authoritarian management styles.

Much of the employment offered by the Tourism Industry is seasonal, with the peak tourism season being from November to March, with an especially large number of visitors in Australian school holidays which run from about the middle of December to the end of January. Seasonal work is known to attract itinerant workers, plus attracts university students. Seasonal vacancies are often filled from a pool of students and recent migrants looking to "get their foot in the door.”

The industry has a high turnover rate of 31.5%. It is the highest for any industry in Australia..

The VET industry has had its reputation tarnished by unscrupulous providers delivering low-quality training, recruiting students not capable of completing the courses and profiting from publicly allocated funds up while not producing employment and qualification outcomes.

Supply:

Projected supply of skilled workers

Accumulated skilled labour demand refers to the total additional skilled workers required over

a defined period of time after accounting for growth in demand and exit from the sector (e.g. through retirement and individuals leaving the tourism and hospitality workforce for other industries).

Accumulated non-skilled labour demand refers to the total additional non-skilled workers

required over a defined period of time after accounting for growth in demand and exit from the sector (e.g. through retirement and individuals leaving the tourism and hospitality workforce for other industries).

Supply of qualified labour matching demand refers to the total additional skilled workers

likely to enter the tourism workforce over a defined period of time after accounting for factors such as population growth and wage relativities across occupations, and qualification level consistency between demand and supply profiles.

Accumulated skilled labour shortage represents the accumulated difference between labour demand and labour supply over a defined period of time.

6

Accumulated labour demand to be met through alternate sources refers to sum of accumulated non-skilled labour demand and accumulated skilled labour shortage

Potential Sources of Labour

Career Inspirations / Career Expo’s / Information Days

VETiS students who express an interest in this career as a long term prospect

Participants enrolled in School to Work Transition Programs

Year 12 graduates

Graduates from Group Training Organisations

Students sourced through Work Experience or vocational placements

Job Active clients

SQW graduates

Special project graduates (i.e. Project Booyah, Disengaged Youth programs)

VTEC Indigenous Mentoring Programs

ASSN Mentoring Programs

Youth Engagement Team clients are not yet work ready, therefore they are not under consideration as a

potential labour supply.

Job Active Job Seekers

457 Visa workers

Return-to-work and mature aged job seekers

CALD

7

Facilitation: This is the acvitiy surrounding how we achieve outcomes for our stakeholders.

a. Evidence – The evidence sourced for Tourism and Hospitality indusrty hasd been sourced from various Industry skills bodies, Governement Department and Research Groups and Training Databases. (refer to Appendix A Evidence for further details)

b. Analysis The analysis of the statistically significant data to the Tourism and Hospitality Industry shows an immediate requirement to create a future skilled workforce while addressing the following:

Better pay and working conditions

Career Marketing

Succession planning

Targeted cohort suitable to the industry

Local community engagement

Diversity in the workplace

c. Engagement – (for further details refer to Appendix B Industry Skills Bodiesk)

• Department Tourism, Major Events, Small Business and the Commonwealth Games The department itself is comprised of four key areas which work with the portfolio entities to deliver outcomes for Queensland - Tourism Division, Small Business Division, Business Online Solutions, and the Office of Commonwealth Games Delivery. • Queensland Tourism Industry Council Queensland Tourism Industry Council (QTIC) is the peak industry body for resenting the interests of Queensland’s tourism and hospitality industry. • Australian Timeshare and Holiday Ownership Council (ATHOC) is a not-for-profit industry body established in 1994 to represent all interests involved in the Australian timeshare industry, and to work toward national industry best practice. • Caravanning Queensland Caravanning Queensland joins the peak industry bodies in this state for caravan dealers, manufacturers, camping suppliers, service providers, etc. as well as caravan park operators • Tourism and Events Queensland (TEQ) is a statutory body of the Queensland Government and the state's lead marketing, destination and experience development and major events agency. • Gold Coast Tourism Corporation Gold Coast Tourism is a not-for-profit, membership based, destination marketing organisation structured to promote the city as a leisure and business event destination through global consumer, trade, media and travel industry channels. • Service Skills Australia

8

We are a not-for-profit, independent organisation, which supports skills and workforce development in the service industries. • Queensland Hotels Association The QHA is the peak industry body in Queensland for the hotel and hospitality industries, accommodation providers, resorts, theme parks, convention centres and casinos. The QHA and its members are also important stakeholders in the tourism industry in Queensland. • Restaurant and Catering Australia Restaurant & Catering Australia (R&CA) is the national industry association that leads and represents 35,000 restaurants and catering businesses across Australia. • GOLDOC The Gold Coast 2018 Commonwealth Games Corporation (GOLDOC) was established in January 2012. Working with Government and Game’s partners, GOLDOC’s role is to plan, organise and deliver a great Games in 2018.

Employment Throughout the South East region the major employers in the Tourism and Hospitality industry are Theme Parks, Resorts and Hotels, Casinos, Pubs & clubs and Retail. (Please refer to Appendix C for further details)

d. Workforce Development

Pre Employment Programs (Recruitment) - industry training for unskilled and semi skilled people to gain essential skills that will lead to increased opportunities to take up and successfully complete an apprenticeship / traineeship or gain employment. The objectives of the Pre-employment Training Program are to provide:

1. training activities leading to or directly linking to employment 2. training to increase the employability skills 3. training to encourage Territorians to undertake further VET training and skill development.

Job Active (Recruitment) – Queensland Government coordinating employer driven recruitment programs through jobactive.Employers can use a local jobactive provider for tailored recruitment services, at no cost to their business. jobactive providers work closely with employers to understand their recruitment needs

School & Disengaged Youth Work Experience programs (work readiness & recruitment) -

1. Structured work placements A structured work placement involves the student participating in specific tasks in the workplace as described in the VET in Schools program. 2.Work sampling A work sampling placement is one in which students have the opportunity to test personal vocational preferences through performing tasks in a workplace. The student may experience the following outcomes: clarification of employment goals;first-hand information about what it means to work, as well as about the work processes of the organisation and the work environment.

9

Employer Based Academy’s – employer/Industry based training for apprentices and trainees, taking unskilled and semi skilled people and help them gain essential skills that are employer/Industry specific that will lead to increased opportunities and successfully complete an apprenticeship / traineeship.

Upskilling and retention programs - Providing training and further education for staff can have

a multitude of benefits for business, including better staff morale and retention, and higher

productivity. Skilled staff will always be crucial to business longevity, If staff keep skills current,

businesses stay ahead of industry changes and continue moving forward.

Governing by network – manage a network of public, private and non-profit providers in a way

that generates increased value for citizens. Complex public–private, network-to-network

collaboration models now operate, with varying degrees of success, as outsourcing, partnerships

and network models multiply, leading to the need of neutral party introductions and fostering .

Traineeship, Apprenticeships & School based Apprenticeships – increase wareness to

businesses, schools, community and stakeholders, arrange/foster relstionships and programs

that increase uptake of apprentices and trainees.

Industry partnerships/engagement – work with industry to engage with training and recruitment

opportunities listed above to increase and enhance the value of training in Queensland. Industry

lead training increases satisfaction of employers and learners.

1. Link institutional learning models to industry for structured work placement and allow

for learner to interact with possible employers i.e. Universities, schools, Vet fee help

Diploma’s, pre-apprenticeship training, Pre-employment programs etc.

2. Engage schools with industry/employers to increase understanding of career

pathways and needs.

e. Funding – The following funding sources suit the Tourism industry

Foundation skills

C3G

Higher Level Skills

Traineeships and Apprenticeships

Indigenous Funding (State & Federal)

VTEC (Federal)

Skilling Queenslanders for work

Vet Fee Help (Federal)

Job active – employment pathway funds (Federal)

VETiS

School to work Transition (Federal)

Youth employment pathways (Federal)

Youth training for employment scholarships (Federal)

Recognitio of Prior Learning

Pre-Apprenticeship Program

Fee For Service

f. Contracts – Tourism MOU, SQW, Local partnerships, alliances, consortiums

10

MOU:

MOU – Logan city council and Job active Australia Logan providers (‘Skills for Industry’)

Reducing red tape and collaboration between agencies to increase employment opportunities for local job seekers and increasing candidate pools for employers

MOU – DET (State) and Job active Australia Gold Coast providors (not finalised) (‘Industry job active collaboration’)

Reducing red tape and collaboration between agencies to increase employment opportunities for local job seekers and increasing candidate pools for employers

MOU – Echo Entertainment and TAFE Queensland (‘Destination Brisbane Consortium’)

DBC has joined forces with TAFE Queensland to deliver the new Hotel & Hospitality School and jointly train the next generation of Queensland tourism and hospitality staff. Students will be trained across food & beverage, hotel and entertainment, gaming, security and management programs.

Partnerships:

DestinationQ (QLD Government and the Tourism Industry) Invest - commit time, money and effort to ensuring the tourism industry is positioned to meet the expectations of visitors and has the support of the community Excel - deliver an exceptional experience for all visitors to Queensland, whether they come for a holiday, an event, a meeting or to study, and whether they are Australian or from overseas Grow - increase jobs in the tourism industry; boost visitor expenditure in Queensland; and lift profitability of tourism businesses.

Skilling Queenslanders for Work (Recruitment) – Skilling Queenslanders for Work provides training to people who are under-utilised or under-employed in the labour market, as well as building the skills of young people, Aboriginal and Torres Strait Islander people, people with disability, mature-age job seekers and people from culturally and linguistically diverse backgrounds. ( refer to appendix C for approved programs)

Alliances:

Restauarant Industry Support Group (RISG) The Association aims are to compliment the already established Restaurant & Catering Association which is the National peak body and provides National lobbying and IR support to its members. RIS GC will support it members by promoting a local network and representation.

g. Evaluations - These evaluations will therefore be measured against key initiatives for the Tourism and Hospitality Industry.

Industry Visitation

11

A core component of the Tourism and Hospitality Action Plan is to visit key employer groups within the industry. This visitation strategy will direct the team to engage with industry at all levels to deliver workforce development strategies and training packages to encourage retention and recruitment. This evaluation can be sourced from the monthly snapshot.

Career Talks in Schools As schools are disconnected from industry, DET can provide the conduit that inspires young people to learn about at careers. These Career talks are evolving into alternative delivery like Speed Date a Career, Masterclass presentations. This evaluation can be sourced from the monthly snapshot. Industry Inspiration Days Industry Inspiration Days provide an opportunity for participants to gain hands on experience in a real world setting. It also allows industry to connect with young people and evaluate potential candidates for employment opportunities. This evaluation can be sourced from the monthly snapshot.

Apprenticeships/Traineeships increase Apprenticeships, Traineeships and School Based opportunities will address the requirement of preparing skilled existing and future workforce. This delivery of training allows valuable on-job training and employment. This evaluation can be sourced from the Delta Database.

VETiS Qualifications Pathway VET qualifications to be aligned with employment engagement to create pathways to School-based traineeships or apprenticeships and school to work transition outcomes. This evaluation can be sourced from the Delta Database and “The Next Step Surveys” http://education.qld.gov.au/nextstep/pdfs/2015pdfs/0309goldcoastnextstep2015.pdf

Establishing “Industry/Employment” training facilities – Establishing “real world” training facilities in the South East Region will increase the quality of Industry delivery in schools and in the community. The key target for this type of learning environment is to prepare participants for employment while allowing Industry to utilise them for recruitment. This evaluation can be sourced from the monthly snapshot.

Graduations – Graduation Ceremony following the completion of programs leading to significant rewards for individuals that complete their program. This evaluation can be sourced from the monthly snapshot, Good News Stories, Newsletters. Newsletters – snapshots of outcomes of any highly regarded initiatives leading to significant rewards for individuals that complete the program.

Related Links: G:\6066_Logan TQ\STRATEGIC MANAGEMENT\PLANNING\Industry Action Plans 2016\Hospitality

12

Appendix A – Industry skill bodies

Appendix B – Key employers

Appendix C - Evidence

Appendix D-Approved SQW programs

1

page Table of Contents

1. Purpose

2. Aim

3. Overview

4. Demand a. Employment in Australia b. Employment in Queensland c. Demand for Educational Qualifications d. Barriers

5. Supply a. Skilling Queensland for Work b. Youth Employment (DATSIP) c. Youth Employment Team d. Job Active e. Existing school to work programs f. Current recruitment practices g. Barriers

6. Facilitation- a. Evidence b. Analysis c. Engagement d. Workforce development e. Funding f. Contract g. Evaluation

South East Region Utilities Industry Action Plan

Purpose: To establish an evidence base to support the prioritisation of key industries in South East Region

Aim: To provide a comprehensive summary of the key aspects of the Utilities industry including demand, supply and facilitation needs.

Overview: The Utilities Industry has three distinct areas: Energy & Telecommunications, Water and Gas. Due to the licencing requirements within the industry, trade qualifications are highly sought after resulting in apprenticeships and traineeships being utilised as the main pathway to enter the workforce within this industry. Employment growth projections to 2019 show modest increases in these fields. The Utilities industry accounts for approximately 1.2% of the workforce in Queensland and 0.9% of the workforce within South East Queensland. Source: ABS Census data 2011

The Industry Skills Council for Electrocomms and Energy Utilities is Energy Skills Australia (e Oz) and the Water Industry Skills Council is Government Skills Australia. Peak Industry bodies for Utilities include Energy Skills Queensland, The National Electrical and Communications Association (NECA), The Australian Water Association and Queensland Water. According to these bodies the critical issues for the industry are:

Post trade multiskilling: essential for employment (Solar/ AC / Instrumentation/ Energy Storage/ PLC)

Commonwealth games and strong residential growth will see demand rebound after mining slump

NBN delivery partners have a shortfall of 90 Telecommunications Technicians, Telecommunications Fibre Splicers, Telecommunications Linesworkers, and Telecommunications Copper Cable Jointers in SER each year for 4 years (Building the NBN Workforce data)

Electrical apprenticeship commencements in Queensland have decreased by 37% in past 5 years however this is in line with a slump in new mining construction1

1. Source: ESQ Skills Connection Magazine Issue 33, p16

The Utilities team is developing programs to address the critical issues including:

Information and support to employers to upskill existing staff in new technologies

Promote the development of practical maths lessons in schools for trade training aspirants (through Enable Group and Gold Coast Schools and E-OZ industry maths test)

Promote the pathways that develop multi skilled participants (Cert II & Cert III Telecommunications)

Support lead schools (Flagstone College) to adopt alternative entry points at Certificate II level

Create connections with NBN and Delivery Partners to promote opportunities in NBN employment

Part 1 - Demand This section relates to the forecasted workforce demand and requirements that will need to be met now and into the future. This forecasted demand has been sourced from the following areas:

Apprenticeships and Traineeships

Industry intelligence and analysis

Employment Projections

Key attributes of candidates to meet the demand Telecommunications and Energy Sector: Systems Electricians has the largest representation (63%) of all qualifications within the Energy sector and Telecommunications is the next largest cohort. Cancellations without a recommencement average 24% for electrical students. Source: ESQ Electrical Contractors Workforce Plan 2012- 2017 Occupational detachment through the loss of skilled workers, particularly tradespersons to other occupations, together with the ageing demographic are the significant contributors to the high level of replacement demand seen across the energy and telecommunications industries. Short term demand for energy sector workers is primarily driven by the level of construction activity. This has both direct and indirect causes, as the construction sector is the largest employer of energy sector workers.1 Increasingly demand is becoming driven by innovations in service and technology and good examples of this are solar, instrumentation, automation and energy storage. For example a 2014 report by investment bank UBS using analysis by Navigant Research predicts a 50-fold increase for global energy storage technology by 2020.2 Existing workers will increasingly be required to have multiple skill sets, registrations and licences to remain attractive to employers or competitive as sole traders and sub contractors.1

1. Source: e-oz Energy Skills Australia 2. Source: Clean Energy Australia Report 2014

Actual Apprenticeship Demand Based on the September 2015 Skills Snapshot Utilities has 17% of all apprenticeship commencements in SER. There are currently 1,497 Utilities apprentices in the SER which is 7% higher YTD than 2014.

Source: Department of Employment, Labour Market Information Portal

Forecasted Employment Demand Industry skills councils and peak bodies identify an immediate glut of utilities workers available for employment due to the recent decrease of activity with in the mining sector and a depressed commodities market. This makes it essential that existing workers have multiple skill sets to maintain or secure employment. Interestingly an ageing workforce is no longer considered a critical issue with the median age of an electrian 33 and only 45% of electricians over 45.

To secure employment in the sector the peak bodies cite multiskilling essential in areas such as:

Energy storage (emerging)

telecommunications (copper and fibre),

instrumentation,

solar installation and

air conditioning It is expected that an increase in the commercial and residential building sectors will see a shift towards these markets by the workforce away from mining and gas. This is indicative of the mobility that occurs in this labour market. According to NECA approximately 36% of the average Electrical contractor’s revenue is derived from residential projects whilst 33% is derived from commercial projects. This represents a substantial shift since 2009 where 46% of revenue was derived from residential and only 30% from commercial sources.

Source: Department of Employment, Labour Market Information Portal

Due to a Government decision to merge Energex and Ergon Energy, demand for distribution technicians is yet to be determined however our sources predict a possible decrease over the next few years. Key Attributes A current manual drivers licence and vehicle are the number one response from employers when surveyed on key attributes of employees in the sector.1This aligns with the mobility of the workforce and its tendency to follow the construction project sites. School based apprentices require 80 days paid employment a year and the nature of the work requires them to be able to travel to a variety of sites during their apprenticeship. 1

Source: NECA

There is a need to develop practical maths lessons in schools for trade-training aspirants, with involvement of relevant partners in the education systems (including the Australian Association of Maths Teachers). Employers seek potential employees who show a commitment to a career in the industry and this can often be demonstrated through the completion of a relevant Certificate II qualification. White cards are also a requirement commonly requested by employers.

Water Sector: Plumbing apprenticeships make up a large proportion of qualifications within this sector along with traineeships in Water Operations qualifications. Demand at the Utilities companies is minimal with Queensland Urban Utilities and Logan Water Alliance both indicating very modest growth in 2015 -2017 however both are keen to develop close relationships with local schools to source suitable candidates for a small number of potential vacancies in this 2 year period. QUU has indicated one traineeship may be available in 2016. While traditional water occupations are in high demand (such as water operators) it has become increasingly common for the industry to search for non-traditional workers that can bring more generic skill sets including

Employment Growth Projections – November 2019 - Electricity, Gas, Water and Waste Services

Logan Beaudesert Gold Coast Brisbane East

0 200 200

11.7

8.1

7.8

4.7

4.5

4.3

4.1

3.8

3.6

3.4

3.2

3.0

2.9

2.6

2.3

2.2

2.2

2.0

2.0

1.8

0 2 4 6 8 10 12 14

Truck Drivers

Electricians

Electrical Distribution Trades Workers

Metal Fitters and Machinists

Accountants

Building and Plumbing Labourers

Contract, Program and Project Administrators

Electrical Engineers

Accounting Clerks

Inquiry Clerks

Other Stationary Plant Operators

Chemical, Gas, Petroleum & Power Plant…

Electrical Engineering Draftspersons,…

Recycling and Rubbish Collectors

Other Specialist Managers

General Clerks

Purchasing and Supply Logistics Clerks

Management and Organisation Analysts

Civil Engineering Professionals

ICT Support Technicians

Electricity, Gas, Water, Waste Services- Top 20 Employing Occupations in 2014 ('000s)

tradespeople, project managers and ICT professional. High level digital literacy has been identified as an emerging skill within the water industry. Source: Government Skills Australia 2015 Environmental Scan Gas Sector: There are no significant opportunities within this sector in the South East Region. Summary of the Utilities Industry Occupations

Current Employer

Connections

Source: Government Skills Australia 2015 Environmental Scan

The Electrotechnology industry is dominated by small and medium electrical contractors typically employing 13 staff with 92% employing less than 25 staff. The water sector has 4 large employers in the region: Queensland Urban Utilities, Logan Water Infrastructure Alliance, Gold Coast City Council and Redlands City Council all reporting little or no employment growth opportunities. The Rail Infrastructure sector has significant plans on the Gold Coast.

Employer Name Main Contact Full Time Equivelant Staff

Cypher Energy Ron Belle Ilse 32

Downer Communications Division TBC 120 plus Subcontractors

Visionstream TBC

Queensland Urban Utilities

Current Employer Demand

NBN Downer Communications – recruiting Subcontractors Visionstream

Rail Downer Queensland Rail

Water Queenland Urban Utilities

Energy Storage Tesla

Supply This section relates to the numerous initiatives that exist where DET SER will be sourcing candidates to match the workforce demand in the utilities industry. This is done through matching the right people into the available pathways that exist within the utilities industry. This section focuses on telecommunications and electrical as the majority of employment is in the sector. The water industry employers typically use apprenticeships, traineeships and cadetships as a means to train the next generation of water industry workers1 and as such the same approaches can be applied in this sector. The water industry represents a much smaller proportion of the workforce in comparison to the telecommunications and energy sector. 1 Source: Government Skills Australia 2015 Environmental Scan

Strong support remains for Certificate III as the primary entry point for the industry but there is a need for alternative entry points at Certificate II level (including Trades Assistants). There is also a need for additional training in instrumentation as a ‘skills set’ at Certificate IV or equivalent level. Source: NECA Policy Statement 2015

Skilling Queenslanders for Work

South East Region currently has a number of Skilling Queenslanders for Work programs where attainment of a Cert 1 in Construction is the required goal for participants. Over this next three years this will be an excellent source of labour for local employers. DET SER Officers will work with graduated applicants to provide suitable candidates for the utilities industry.

Mutli Skilled Employees The peak bodies see multi skilling as essential to continued employment with:

the increased use of automated intelligence and emerging technologies

the cyclical nature of the residential, commercial and industrial sectors and continual shift of workers between sectors

Electrical contractors have the potential to access Industry Skills Fund to add skill sets or qualifications to broaden their skills base and assist businesses to expand their service offerings. The key areas for upskilling are driven by innovations and new technology and exist in:

solar and energy storage installation (emerging)

instrumentation and automation including PLC’s (Programmable Logic Controllers)

telecommunications and data

air conditioning

In line with these industry norms, the Bright Sparks programs offered by Electro Group Training has been designed to qualify participants to test and tag (a universal skill) making them attractive and productive to prospective employers immediately. Participants also receive CPR accreditation making them ideal candidates for employers. Both provide a source of supply with preferred attributes for the sector. Youth Employment (Department of Aboriginal and Torres Strait Islander Partnerships)

The Youth Employment Program (YEP) provides a range of services to assist young Aboriginal and Torres Strait Islander people who are looking for work, completing high school and further education. DET SER will work with the Department of Aboriginal and Torres Strait Islander Partnerships to identify suitable candidates for entrants into the utilities industry.

Youth Employment Team DET staff will promote the development of practical maths lessons in schools for trade training aspirants through Enable Group and future engagement with the Gold Coast Schools. The E-OZ industry maths test will also be

promoted as an industry endorsed practical measurement of work readiness. DET staff will also be highlighting the importance of a manual drivers licence and availability of transport as this has been indicated as the key requirement of employers in the sector. The region currently has a Youth Employment Team that works aims to provide employment options for young people. DET will work alongside this team to ensure candidates are work ready as per the identified preferred attributes creating pathways for young people to enter into the industry.

Job Active The region will actively work with local Job Actives to ensure job seekers are exposed to the appropriate job readiness and entry level pathways in the utilities industry.

Existing school to work Programs

DET SER has garnered support from the Flagstone College to support school to work programs designed to prepare students for employment. DET SER officers will work towards pooling suitable candidates with existing employers in the South East Region. DET staff will promote the development of practical maths lessons in schools for trade training aspirants through Enable Group and future engagement with the Gold Coast Schools. The E-OZ industry maths test will also be promoted as an industry endorsed practical measurement of work readiness. DET staff will also be highlighting the importance of a manual drivers licence and availability of transport as this has been indicated as the key requirement of employers in the sector. DET SER staff will promote the pathways that develop multi skilled participants during senior schooling years. These will include:

Certificate II Telecommunications (VETiS)

Certificate III Telecommunications (School Based Traineeship)

Certificate II in Electrotechnology (Career Start/Bright Sparks - VETiS)

Certificate III in Electrotechnology (School Based Apprenticeship) School Graduates Graduates of the VETiS Certificate II in Telecommunications or a Certificate II in Electrotechnology (Career Start) are particularly attractive to NBN Delivery Partners (or subcontractors) as they receive credit towards their Certificate III in Telecommunications. NBN pay the training costs for selected school leavers who are employed with a Delivery Partner or subcontractor and complete an NBN approved Certificate III in Telecommunications with one of their approved training providers. Graduates of the VETiS Certificate II in Telecommunications are also attractive to Electrical Contractors as they:

bring immediate skills,

demonstrate commitment to a career in the industry and

are still eligible for user choice funding of Electrical Apprenticeship or Telecommunications Traineeship. RTO’s A number of candidates can be sourced from the list of approved Pre-Qualified Suppliers of which many have strong industry connections. A sample of providers is:

Electro Group Training

Esitrain

TAFE Queensland Screening Requirements The following are key screening options for candidates:

E-OZ Electrotechnology Readiness Assessment (Appropriate level of Maths and LLN)

Drivers licence and/or transport

Current white card

Commitment to a career in Utilities (Certificate II which includes work placement)

Facilitation This is the acvitiy surrounding how we achieve outcomes for our stakeholders. Evidence The SER Utilities team will continue to gather evidence and industry intelligence from the key stakeholders listed in the Engagement section.

Analysis As the Utilities Sector is a new focus for SER the analysis of data and intelligence will be key in 2016. Engagement

DET SER will look to engage with the following key stakeholders with the view of meeting demand and supply considerations in the construction industry:

Enable Group Youth Employment Strategy Coordinator: Robyn Woodhouse

Enegry Skills Queensland Workforce Development Manager: Anthea Middleton

DELTA data and list of employers

Sector specific RTO’s

Trade Training Centre lead school (Flagstone College)

Building the NBN Workforce Coordinator

Queensland Water Workforce Planning Manager: Michelle Hill

Master Electricians Associations

Electrical Safety Office

Redlands City Council, Gold Coast City Council, Logan Water Infrastructure Alliance and Queensland Urban Utilities

In order for these objectives to be met DET SER must develop close relationships with key stakeholders in the Utilities Industry.

This is to be done through:

Holding and attending regular meetings with key stakeholders

Participate in industry events (e.g. Energy Storage Summit) and meetings (e.g Electrotechnology Industry Leaders Group

Sharing of relevant information with our stakeholders to nurture strong relationships

Reflect on key objectives and monitor their effectiveness

SER Utilities team plans to work collaboratively with the Construction team and has four key objectives for 2016:

Promote the development of practical maths lessons in schools for trade training aspirants (through Enable Group and Gold Coast Schools and E-OZ industry maths test)

Promote the pathways that develop multi skilled participants (Cert II & Cert III Telecommunications)

Support lead schools (Flagstone College) to adopt alternative entry points at Certificate II level

Create connections with NBN and Delivery Partners to promote opportunities in NBN employment

Workforce Development

To support the multi skilling of the existing workforce SER Utilities staff intend to develop a close working relationship with Energy Skills Queensland and the Master Electriciansd Association. Initial contact and relatainships have been established with Queensland Urban Utilities and Logan Water Alliance and these will be further developed in 2016 in order to identify any workforce development needs. Industry Skills Fund will be a key factor in engaging employers and promoting workforce development as will Skilling Queenslanders for work in the Rail sector.

Funding

Various funding sources to assist in improving participation, retention:

User Choice

C3G/HLS

Pre-Apprenticeship Funding

Year 12 Fee Free

Federal Incentives

Industry Skills Fund – Growth Stream

Skilling Queenslanders for Work

Indigenous VET Partnerships

Construction Skills Queensland funding

Contracts and Partnerships Two key planned MOU’s will be with:

Master Electricians

Flagstone College and one other lead Utilities school yet to be identified The team is aiming for a minimum of 5 funding agreements with the Industry Skills Fund for Utilities employers in our region. This aligns with our target to achieve a minimum of 50 employees in the sector receiving upskilling.

Evaluation

From the four identified priorities we have established targets for 2016 and will evaluate our progress against these using the Utilities Scorecard. 2016 Targets

Industry Visitation

Career Talks

Industry Inspiration

Days

Apprenticeship/Traineeship/ Employment

ISF Funded UEE & NWP

VET Qualifications

Lead Schools Established

Targets

2016

50

visits

500

participants

40

participants

80

students

50

2

Overarching this process is the improvement of employment outcomes under the current Demand and Supply Framework outlined in this plan. Other information to evaluate success will be gathered from DELTA, CRM and local labour market figures.