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 Home Projects Profles
Skill Ecosystem Strategy development projects - 2007Six industry networks were given facilitation support and a small grant in 2006-7 to develop skill ecosystem strategies. The Dairy, MEGA, Disability Services and Cross-Industry Utilities projects were subsequently funded by the Federal Department of Education, Employment and Workplace Relations for implementation over the period 2007 to 2009. Their progress can be tracked through their own web-sites. In the past, groups that received funding found it hard to finalise the planning and consultation phase with enough time and resources remaining to trial the changes needed. Moreover, not all industry groups wanted to proceed with a skill ecosystem strategy once they'd had a chance to investigate their issues more fully. The new staged funding approach was introduced to avoid this pitfall. The NSW and the Australian Governments sourced implementation funds for those projects that met certain selection criteria at the end of the strategy development phase. The six networks and strategies developed in 2006-7 are listed below. The projects in more detail: Taking Pride in the Red Meat Industry The project aims to shift perceptions about, and increase retention of, skilled people in the red meat industry. Network members are the SA Food, Tourism and Hospitality Skills Advisory Council, union (AMIEU) and employer (AMIC) organisations, meat industry training advisory committee (MINTRAC) One of the major threats to the sustainability and continued growth of the industry is the inability to attract and retain an effective, stable and skilled workforce. Processing plants in particular spend a disproportionate amount of time and resources advertising, recruiting and training, only to experience the 'revolving door of turnover'. The skill ecosystem strategy proposed a whole-of-industry traineeship which will target new entrants to the meat industry from school. The aim is to support the attraction and retention of workers with aspirations broader than the meat processing sector. People would be rotated across the following sectors:
Swinburne University of Technology (TAFE Centre for New Manufacturing) The project aims to increase the use of simulation systems to improve productivity and competitiveness in the manufacturing industry. Network members: Simulation industry association (SIMAA) and AMTIL, simulation consultants (Glenvern Consulting), Vic Manufacturing and Engineering Skills Advisory Board, Cooperative Research Centre (Auto CRC) user organisations (Marand Precision Engineering, DM3D studios, Southern Health Simulation Centre), Southwest Sydney Institute of TAFE NSW. Many in the SME manufacturing sector have limited understanding of the potential benefits that adopting simulation technologies to their operations can have on company performance. Managers often have strong technical skills but low information technology literacy. There is an opportunity to work with these people to assist them develop the skills to capitalise on these opportunities. Swinburne's skill ecosystem strategy involves a series of activities to encourage the uptake of simulation technology and simulation technology skills in small and medium manufacturing firms. Promotion and awareness-raising by means of half-day seminars, industry journal articles and information and advice on simulation will be followed by a series of test cases. These are pilots in partnership with selected SMEs to develop a business case for the integration of simulation in to the transport and logistics aspect of their business. Test case project teams will involve TAFE teachers, technology consultants, and SME workers/managers, supported by a range of industry awareness strategies. National Disability Service Workforce Project National Disability Services (formerly ACROD) This project aims to increase recruitment and retention of the disability sector workforce and address changing skill requirements and employment conditions, in order to provide enhanced services to people with a disability.
Network members: Queensland Health and Community Services Workforce Council and the National Disability Services Workforce Issues Committee, whose members are primarily direct disability service providers. Funding arrangements in the disability services industry have become increasingly prescriptive and accountability and compliance obligations have increased markedly in recent years. The industry has also experienced a significant shift in community expectations, with community and home-based models of support provision increasingly favoured over centre-based care. These changes have had significant implications for the incidental workplace learning, supervision and collegiate support available to support workers, and demand more of employees in middle management positions. Work structures and job design have altered to accommodate changing service delivery models but the needs of the workforce have been overlooked. As the shift from centre to home-based care separates and isolates workers, new approaches to management and workplace learning are needed to improve the experience of work and support skills development. The skill ecosystem strategy involves the development and trialling of an industry tool that disability service managers will use to:
Utilities and Electrotechnology Industry Training Advisory Board The project (funded under a joint Commonwealth-State regional skills program) is working towards the attraction and retention of skilled workers, in line with The Plan for Our Skilled Future (whole of industry workforce development plan).
Network: Qld Utilities ITAB, electricity transmission service providers and retailers (Powerlink, Country Energy, ENERGEX, Energy Australia, Ergon), Central West Group Apprentices and the union (CEPU). The electro-utilities industry identified the need to increase the pool of potential entry level employees particularly in remote and regional areas. The skill ecosystem strategy targets people not fully engaged with the workforce, and creates purpose designed jobs to give people access to work and training on infrastructure maintenance and auditing, and thereby entry into the industry. A cross-utilities traineeship will have competencies relevant to a variety of energy utilities and water authorities (and eventually local government) with the aim of training people to work for a number of different organisations at any given time. The workers will be managed by a brokerage type arrangement (eg a Group Training Organisation) with ongoing training and mentoring. A high level of support will be provided to address the specific needs of the target groups (Indigenous people and unemployed/underemployed mature age people in remote/regional areas). Mobile Enterprise Growth Alliance (MEGA) The project aims to increase the size and capability of Australia's mobile phone applications and content industry and increase the industry's export success.
The network consists of the industry association (AIMIA Mobile Content Industry Development Group) mobile digital content firms (Kukan Studio, People's Republic of Animation, Solution City, Monkeystack, m.Net), education and training providers (Adelaide, Flinders, SA and Carnegie Mellon Universities and the Queensland University of Technology, Billy Blue, Helpmann Academy) The mobile content and applications industry is an emerging sub-sector of the digital content industry that develops content and applications for mobile devices including phones and other portable devices. Although currently small, the mobile digital content industry is expected to double in size within the next three years. The industry's size, its limited business capability and its dispersed nature limit its capacity to take advantage of global export opportunities. The lack of industry-ready graduates to build the capability and capacity of the industry also limits the rate of growth. MEGA's skill ecosystem strategy seeks to adapt incubator, 'bootcamp' and mentoring models to simultaneously:
Systemic Challenges Impeding Capability and Skill Development of People in Dairy Manufacturing Aims to develop the skill, employment and management systems that will support a shift to higher value-added production in manufactured dairy products.
Network: The National Centre for Dairy Education Manufacturing Advisory Committee, whose members are dairy processors; other RTOs (Goulburn Ovens Institute of TAFE, Innoven), employers association (Australian Dairy Processors Federation). At a time when the Australian dairy industry is required to compete strongly within international markets to sell high value, complex milk products, the capacity for the industry to access technical training has been adversely affected due to the following factors:
The public training provider will be involved in the role of building and documenting a pathway between these knowledge sources, training content and structure, and program participants.
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