Regional Development Australia Sydney

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Regional Development Australia (RDA) is a partnership between the Australian, State and Local
Governments created to strengthen regional communities. RDA Sydney is part of a national network of 55 RDA committees. These committees are made up of local leaders who volunteer their time to work with government, business and community groups to grow and strengthen their communities.
RDA Sydney’s purpose is to build partnerships between governments, key regional organisations, local businesses, community groups and key regional stakeholders to provide strategic and targeted responses to economic, environmental and social issues affecting
Sydney.
RDA Sydney has just completed a Regional Plan for Sydney. The Plan describes Sydney’s attributes, industries, employment base and key advantages. The Regional Plan sets out the economic, environmental and social vision for the region, articulating the drivers of change, identifying strengths, weaknesses and opportunities, and listing priorities for action. It is a
‘living’ document which will be updated annually and used by RDA Sydney and its Region to implement specific strategies.
The Plan includes inputs from stakeholder consultations and draws information from 66 other existing plans and reports published by the Australian, NSW and Local Governments and other key agencies.
In the last six months, RDA Sydney has consulted with key stakeholders from 65 organisations representing:
 peak bodies

State Government departments and agencies
 local councils
 regional organisations of councils
 industry associations including chambers of commerce
 urban research centres

Australian Government departments and agencies
 consulting firms
 business development organisations
 private companies
 think tanks
 training organisations
RDA Sydney’s primary focus is sustainable economic development and jobs growth for Sydney.
To achieve this primary focus RDA Sydney in partnership with other key stakeholders is a member of the following relevant taskforces/forums:

- Intergenerational Health Systems: Securing a Sustainable Future – Workforce
Development Working Group (health, aged and community care sectors).
- Greater Western Sydney Transport and Logistics Skills Development Taskforce
- Western Sydney Manufacturing and Engineering Skills Taskforce
- Greater Western Sydney Apprenticeship Taskforce
RDA Sydney does not pretend to know the intricate workings of the apprenticeship/traineeship system but simply is able to feedback what it has learned through the broad range of consultations conducted in its development of its Regional Plan for Sydney, through its
Taskforce activities and day to day activities.
We will not be addressing recommendations 6, 7 and 9 all other recommendations raised in the final report have been addressed.
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Recommendation 1: Establishment of a National Custodian to oversee reform that will ensure
Australia has a high quality Australian Apprenticeships system:
RDA Sydney supports any proposal that creates a responsive and simplified Australian
Apprenticeship system. Our only concern is that the Custodian may yet be another player in the system rather than consolidating the existing agencies and organisations. It is unclear in the discussion paper what relationship the Custodian will have with other strategic bodies such as the national VET regulator (which already has a Taskforce in place and pre-existing relationships with state and territory regulators), the Ministerial Council for Tertiary Education and Employment, Industry Skills Councils, Fair Work Ombudsman, Skills Australia and Industry
Associations.
We recommend a mapping of the already established strategic/advisory groups and agencies.
This mapping would detail partnerships and their purpose with State and Territory
Governments, Educational and Training Institutes, Business and Unions. The intention of this mapping would be to determine whether a new entity needs to be created to deliver a custodian responsibility or the expansion or diversification of existing structures would provide the best outcome. This could be the first duty of the proposed Taskforce mentioned in the discussion paper.
Recommendation 2: Enhance the quality and effectiveness of the Australian Apprenticeships system by clarifying the roles and consolidating the number of stakeholders in the system.
RDA Sydney strongly supports this recommendation, through our various consultations and our taskforce membership it has become evident that the range of players within the system makes it very difficult for users to navigate. We would like to suggest that any review of the system and how it is being delivered focuses on creating a single point of contact for the user. For example the recent Productivity Commission inquiry into Aged Care Services (another extremely complex system for the user which incorporates state and federal based responsibilities) has recommended a Gateway for Seniors service where all enquiries and referrals are funnelled through this one point of contact. Although web based information can be an extremely good tool to deliver a message to a diverse group of users it should not be seen as the main mechanism in providing information about such a complex system as Australian
Apprenticeships.
Recommendation 3: Establish a formal accreditation process for the pre-qualification and training of all employers of apprentices and trainees.
RDA Sydney supports the intention behind this recommendation but in practical terms and at this point in time envisages a formal accreditation process for employers as another barrier to the successful commencement of an Australian Apprentice. As the labour supply tightens due to decreasing participation rates caused by an aging population the market may drive this initiative causing employers to seek accreditation to remain competitive as an employer of choice. At this stage it may be necessary to introduce this process as a voluntary option.

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Recommendation 4: Establishment of structured support for employers to provide high quality employment and workforce development experiences for eligible apprentices and trainees . The focus of Australian Government support should be on assisting employers to provide high quality on-the-job and off-the-job training through support services such as mentoring and pastoral care.
RDA Sydney wholeheartedly supports the concept of Pastoral Care and Mentoring as support services in the new Australian Apprenticeship model. However, we have concerns regarding the eligibility criterion which focuses on industry types and occupational categories rather than the individual needs of the Australian Apprentice or employer. We recommend that eligibility criteria sits with firstly the Apprentice/trainee and their needs no matter what industry they choose to work in and then with the employer especially those who do not have the capacity to gain accreditation.
RDA Sydney’s other concern is the impact of the eligibility criteria on those persons from disadvantaged backgrounds who wish to become an apprentice or trainee in a non priority industry. From a macro economic perspective their successful participation in the workforce is essential to ensure our productivity. The main focus should be on portability and transferability of skills no matter what industry is involved.
Recommendation 5: Redirect current Australian Government incentives to provide structured support services to eligible apprentices and trainees and their employers in occupations that are priorities for the Australian economy.
As previously stated a structured support system should be based on the needs of the
Apprentice / Trainee and the employer. Set criteria for assessment of needs should be established, including a formal assessment process. Possibly greater incentives can be provided to specific industries for both the employer and Apprentice/Trainee to make certain industries more attractive. However, the non priority industries still provide a workforce with transferrable skills to priority industries such as Health, Aged and Community Care so their value should not be under estimated. It is imperative that modulation of skills occurs so that training can respond to the ever changing skills demand of the labour market.
Recommendation 8: Formally regulate the quality of VET in schools within the VET system.
According to NCVER ‘s LSAY briefing paper 21 ‘ The impact of VET in Schools on the intentions and achievements of young people’ over 90% of senior secondary schools offer VET subjects and programs, and nationally over 40% of students participate in VET in schools. Close to 12% of these students are undertaking a school-based apprenticeship or traineeship (NCVER 2010).
RDA Sydney strongly supports this recommendation given the number of senior secondary schools involved in the delivery of VET subjects. This process can legitimise in the eyes of other stakeholders, such as, the out of school VET educators and industry the quality of training being delivered at the secondary school level. RDA Sydney strongly supports a strong emphasis on the structured workplace learning component of the curriculum to achieve retention and employment and apprenticeship outcomes (as per NCVER Briefing Paper 21)
VET in schools should ‘mirror subjects offered outside of school; rather VET in Schools subjects are tho se that tend to fit more readily into the school curriculum VET’ (as per NCVER Briefing
Paper).If we examine overseas models in France and the Netherlands they have school-based and apprentice routes to the same qualification (NCVER Innovation in teaching and learning in

6 vocational education and training: International Perspective. Yvonne Hillier)by formally regulating the VET in Schools system it may improve its status as a legitimate path to a career as is seen in university entry. As stated previously the main focus should be on portability and transferability of skills so a clear pathway can be established.
Recommendation 10: Provide additional support apprentices and trainees who face specific challenges, such as: Indigenous Australians, disability, located in regional or remote Australia, having poor language, literacy and numeracy skills.
As discussed in Recommendation 4 RDA Sydney proposes that eligibility criteria sits with firstly the apprentice/trainee and their needs no matter what industry they choose to work in and then with the employer especially those who do not have the capacity to gain accreditation. We strongly urge that culturally appropriate support systems are used to ensure the best outcome for the apprentice/trainee and the employer and that the incentives reflect the need of the individual and the employer.
Recommendation 11: Implement a strategy to raise the status of apprenticeships and traineeships including promotion as a valued career choice for both males and females.
RDA Sydney has identified through its consultations and taskforce memberships several issues which impact on the image of apprenticeships and traineeships as a worthwhile career choice:
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It is not seen in the secondary education system as an equivalent achievement to
University entry when in fact it is a different pathway to the same opportunities;
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Apprenticeships and traineeships and their potential career pathways are not understood by many career advisers;

The system itself does not allow for easy access to information with too many players in the market – its complexity reduces marketability;

The system’s wage structures make it difficult to promote at times as a viable career option given the cost of living;
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The language used in the VET system is very complex and detailed and the listener just turns off;
RDA Sydney supports any strategy which can address the above issues.
Recommendation 12: Promote a culture of competency based progression in apprenticeships and traineeships;
Recommendation 13: Improve the implementation of Recognition of Prior Learning and
Recognition of Current Competence and support provisions for such recognition in modern awards to ensure that flexibility and mobility are supported;
Recommendation 14: Support a review of apprenticeship and traineeship provisions, wages and conditions by Fair Work Australia.
RDA Sydney will be responding to all three recommendations in the one response below.
RDA Sydney supports a culture of competency based progression. To achieve a general acceptance by stakeholders of competency based progression as the standard approach in the

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Australian Apprenticeship System the following issues need to be addressed:
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Assuring quality and consistency of assessment judgements;
 The assessment of a person’s capacity to achieve the minimum standard rather than determining the level of competence through a grading system – the current system does not promote excellence;
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Competency Based Assessment is a point in time process within a specific scenario , however, this does not demonstrate overall competence in the trade or occupation;
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Confusion around evidence-based assessments incorporating assessments in the workplace;
As stated in the Expert Panel’s Final Report 42% of all apprentices and trainees are now aged over 25 years. This cohort have financial responsibilities that influence their choice of occupation so it is essential to have a system which allows apprentices and trainees to progress at a pace that does not prohibit participation because of long term financial constraints due to wage scales.
In regards to Recognition of Prior Learning and Current Competence feedback from stakeholders through RDA Sydney’s Regional Plan consultations and through its taskforce activities indicates that the major criticism of this process is its lack of timeliness, that is, the process is complex, requires a lot of rework especially in the provision of relevant documentation and the request for evidence varies between RTOs. In the case of workplace experience recognition the process has taken up to 12 months to reach a final decision of recognition of competencies. RDA Sydney supports a lifelong learning approach in skills attainment in which each skill set adds value to next and there is a workable timely system that recognises the mastering of particular competencies. It is imperative that the RPL system provides not only an efficient process of recognition of formal training but also a consistent assessment process of workplace experience.
To have a successful system in place employers need to be educated properly in succession planning and implementation. This assists employers to put in place work practices that will ensure clear job pathways are in place which will enable them to attract and retain staff.
RDA Sydney strongly supports the proposal to review apprenticeship and traineeship provisions, wages and conditions by Fair Work Australia.
If you require any additional comment regarding RDA Sydney’s submission please don’t hesitate to contact:
Bob Germaine
Executive Officer
Regional Development Australia - Sydney
Level 1, Suite 102,
460 Church St
North Parramatta NSW 2151
Ph: (02) 9890 7804.