Skills Tasmania
North West Tasmania Regional Training
Demand Profile
March 2008
North West Tasmania Regional Training
Demand Profile
© Skills Tasmania, 2008. All rights reserved.
This publication is copyright and further information or additional copies may
be obtained from Skills Tasmania.
Note that the information, views and recommendations in this document have
been obtained under contract from industry sources as part of Industry
Advisory Arrangements; they may include data or information which has not
been otherwise verified, and they should not be interpreted as being the
views, intentions or policy of Skills Tasmania or the Tasmanian Government.
NW Tasmania Regional Training Demand Profile
Contents
Preface ...................................................................................................................................... 1
Abbreviations ............................................................................................................................. 2
1.
Summary - Key Points ...................................................................................................... 3
2.
Introduction ....................................................................................................................... 7
2.1.
2.2.
2.3.
3.
The people ...................................................................................................................... 12
3.1.
3.2.
3.3.
3.3.1.
3.3.2.
3.3.3.
3.3.4.
3.3.5.
3.3.6.
3.4.
3.5.
3.6.
4.
Vocational Education and Training provision ........................................................ 34
Registered Training Organisations (RTOs) ............................................................ 34
Number of Trainees compared to number of all students ...................................... 37
How many students complete their qualification? .................................................. 37
Where do the students come from? ....................................................................... 37
Student satisfaction with their training outcomes ................................................... 38
What do employers think of the VET system? ....................................................... 40
Conclusions: ........................................................................................................... 41
The Labour Market .......................................................................................................... 42
5.1.
5.1.1.
5.1.2.
5.2.
5.3.
5.3.1.
5.3.2.
5.3.3.
5.3.4.
5.4.
6.
Population distribution and characteristics ............................................................. 12
Age structure and other selected demographic characteristics ............................. 13
Minority and disadvantaged population segments ................................................ 18
Indigenous people in the North West ..................................................................... 18
The young people in the North West...................................................................... 23
Women in the North West ...................................................................................... 25
The disabled in the North West .............................................................................. 25
The aged in the North West ................................................................................... 26
Migrants in the North West ..................................................................................... 27
Post-secondary educational participation rates ..................................................... 27
Socio-economic indexes for areas (SEIFA) ........................................................... 29
Conclusions ............................................................................................................ 33
Profile of NW education and training delivery ................................................................. 34
4.1.
4.2.
4.3.
4.3.1.
4.3.2.
4.3.3.
4.3.4.
4.4.
5.
Geology and soils ..................................................................................................... 7
The original owners .................................................................................................. 7
European settlement and land use history ............................................................... 8
Unemployment and labour force participation ....................................................... 42
Tasmania ................................................................................................................ 42
Mersey-Lyell ........................................................................................................... 42
Labour market dynamics ........................................................................................ 53
The impact of ageing .............................................................................................. 54
Skill and labour shortages ...................................................................................... 56
Competition in a global labour market.................................................................... 56
A need for higher education, training and skill development ................................. 57
Lifelong learning ..................................................................................................... 58
Conclusions ............................................................................................................ 59
Economic Activity ............................................................................................................ 60
6.1.
6.2.
6.2.1.
6.2.2.
6.2.3.
6.2.4.
6.2.5.
6.2.6.
6.2.7.
A Profile of NW Business ....................................................................................... 61
A snapshot of some important industries in the NW LGAs .................................... 68
Manufacturing ......................................................................................................... 68
Health and community services ............................................................................. 69
Retail ...................................................................................................................... 71
Agriculture forestry and fishing ............................................................................... 72
Construction ........................................................................................................... 77
Tourism .................................................................................................................. 79
Transport industry .................................................................................................. 80
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6.3.
7.
Conclusions ............................................................................................................ 84
Infrastructure ................................................................................................................... 85
7.1.
7.2.
7.3.
7.4.
7.5.
7.6.
7.7.
7.8.
8.
Energy infrastructure .............................................................................................. 85
Telecommunications and Internet access .............................................................. 86
Roads and transport infrastructure ......................................................................... 88
Water infrastructure ................................................................................................ 91
Port infrastructure ................................................................................................... 92
Waste ..................................................................................................................... 94
Private sector investments and infrastructure projects in planning ........................ 95
Conclusions ............................................................................................................ 97
The environment ............................................................................................................. 98
8.1.
8.2.
8.3.
9.
Current environmental issues ................................................................................ 98
The impact of climate change and other emerging issues..................................... 98
Conclusions .......................................................................................................... 100
Key Drivers of Development ......................................................................................... 101
10.
10.1.
10.2.
11.
11.1.
11.2.
11.3.
Growth projections .................................................................................................... 103
Population Growth ................................................................................................ 103
Change in the labour force ................................................................................... 104
A gap analysis of the VET provision for the North West .......................................... 106
Limitations on this analysis .................................................................................. 106
Analysis of existing public and private provision based within the region ............ 106
Conclusions .......................................................................................................... 110
Appendices ............................................................................................................................ 111
Appendix 1: Methodology for developing this report ......................................................... 112
Appendix 2: North West enrolments by state funding source and level 2002-06 ............. 113
Appendix 3: National key findings for graduates and module completers from all VET
providers by state/territory, 2007 ....................................................................................... 114
Appendix 4: VET Qualifications by Level and Field of Study for NW LGAs, NW Region and
Tasmania (2006) ............................................................................................................... 115
Appendix 5: Higher Education Qualifications by Level and Field of Study for NW LGAs, NW
Region and Tasmania (2006) ............................................................................................ 116
12.
References ............................................................................................................... 117
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List of Tables
Table 1: Summary regional community socio-demographic ..................................................... 3
Table 2: Total population of NW LGAs and notional catchment populations for main urban
VET delivery
(2006)………………………………………………………………………………….......................12
Table 3: Estimated distances and travel times for NW communities to access major urban
VET centres…………………………………………………………………………………………..13
Table 4: Resident population age by sex for NW LGAs (2006) .............................................. 14
Table 5: Gross individual weekly income by sex by NW LGA, the region & Tasmania (2006) 14
Table 6: Change & growth in residential population for NW LGAs, the region & Tasmania
(1996, 2001 & 2006) ................................................................................................................ 15
Table 7: Aboriginal & Torres Strait Islander population by NW Tasmanian LGAs (2006) ...... 18
Table 8: Indigenous persons by age in NW Tasmanian LGAs (2006) .................................... 20
Table 9: Age group and sex of indigenous VET students, Mersey-Lyell, Tasmania and
Australia (2006) ....................................................................................................................... 20
Table 12: Census of Population and Housing, Labour force status by age by sex for
indigenous persons (2006) ...................................................................................................... 23
Table 13: Comparison of labour force participation rates of NW Tasmanian Indigenous
Persons and the Tasmanian population (2006) ...................................................................... 23
Table 16: Percentage of Population in older age groups in NW LGAs and Tasmania (2006) 27
Table 17: Post-compulsory education and training participation rates by sex for the NW LGAs
1996-2006 ............................................................................................................................... 28
Table 18: VET students, by age group and sex, Mersey-Lyell, Tasmania & Australia 2006 .. 29
Table 19: 2027.6 Tasmanian population census data: Burnie and Devonport suburbs – nonschool qualification by level of education (2006) ..................................................................... 32
Table 28: Employment by industry and gender for North Western LGAs ............................... 45
Table 29: Field of study by occupation for the NW region (2006) ........................................... 46
Table 30: Occupation by gender for North Western LGAs ...................................................... 47
Table 31: Field of study of non-school qualification by gender for the NW LGAs and Tasmania
................................................................................................................................................. 47
Table 33: NW regional skill priorities by field of study and occupational level (2006) ............. 49
Table 35: Industry of employment (ANZSIC06) by UAI5P usual address five years ago
indicator by NW LGA ............................................................................................................... 52
Table 38: Counts of Australian businesses, including entries and exits for Tasmania (2006-07)
................................................................................................................................................. 65
Table 39: Survival of businesses by industry subdivision for Tasmania, by annual turnover
size ranges: June 2003 - June 2007 ....................................................................................... 66
Table 40: Survival of entries by industry subdivision for Tasmania, by annual turnover size
ranges: June 2003 - June 2007 ............................................................................................... 67
Table 41: Tasmanian food & beverage scorecard 2004 – 05 ................................................. 73
Table 42: National capital city/rural change in house prices Jan 2007 to Jan 2008 ............... 78
Table 43: Computer use at home by LGA ............................................................................... 87
Table 44: Internet use in Tasmanian NW Local Government Areas ....................................... 88
Table 45: Cargo loaded and unloaded by Tasmanian ports, 2005–06 ................................... 93
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Table 46: Ship activity at Tasmanian ports, 2005–06 ............................................................. 93
Table 47: North West Coast Investment Projects ................................................................... 96
Table 48: North West Tasmanian regional strengths and weaknesses ................................ 101
Table 49: Employment growth by ANZSIC industry, Tasmania 2006-7 to 2014-15 ('000
persons) ................................................................................................................................. 104
Table 50: Employment growth by ASCO occupation, Tasmania 2006-7 to 2014-15 ('000
persons) ................................................................................................................................. 104
Table 51: Employment growth by ASCED qualification field, Tasmania 2006-7 to 2014-15
('000 persons) ........................................................................................................................ 105
Table 52: Employment growth by ASCED attainment level, Tasmania 2006-7 to 2014-15 ('000
persons) ................................................................................................................................. 105
Table 53: Employment growth by ASCED attainment level, Tasmania 2006-7 to 2014-15
('000 persons)……………………………………………………………………………………….107
Table 54: Output of the NW VET system (2002-06)………………………………………..…..108
List of Figures
Figure 1: Satellite photo-map of North West Tasmania and King Island ................................ 10
Figure 2: Ribbon development of Penguin, Chasm Creek, Burnie and Somerset areas ........ 10
Figure 3: Comparison of Burnie/Waratah-Wynyard’s & Devonport/Latrobe's gross individual
weekly incomes 2006 .............................................................................................................. 16
Figure 4: Comparison of gross weekly family incomes within the richest and poorest rural and
urban NW LGAs (2006) ........................................................................................................... 17
Figure 5: SEIFA index of relative advantage/disadvantage (2001) ......................................... 30
Figure 6: SEIFA index of economic resources (2001) ............................................................. 31
Figure 7: SEIFA index of education and occupation (2001) .................................................... 31
Figure 9: Business size by turnover in NW Tasmania (2006) ................................................. 61
Figure 10: Total businesses in NW Tasmania by industry (2006) ........................................... 62
Figure 11: Size of NW Tasmanian businesses by number of employees (2006) ................... 63
Figure 12: NW Tasmania - breakdown of small businesses by industry (2006) ..................... 63
Figure 13: NW Tasmanian businesses compared with total Tasmanian and total Australian
businesses by industry (2006) ................................................................................................. 64
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NW Tasmania Regional Training Demand Profile
Preface
This Training Demand Profile, by necessity, provides contextual information about the sociodemographics, industry and business profiles of the region but only does so where it may
provide some assistance to understanding the publicly funded vocational education and
training drivers and needs. It was not intended nor purports to provide an in-depth socioeconomic analysis of the North West community and readers should refer to other more
appropriate sources for that information. The Cradle Coast Authority which co-ordinates and
drives economic development across the nine local government areas of North-West and
Western
Tasmania
(http://www.cradlecoast.com/Files/01112_CradleCoastAuthorityPortal.asp)
or
the
Infrastructure and Resource Information Service (IRIS) which has been developed by the
Tasmanian Government to provide information and tools to help investors, developers and
planners (http://www.iris.tas.gov.au/) or the relevant State Government Agencies are
recommended starting points for further information.
The content of this report has been constrained to some extent by:

The nature of the statistical data gathered by government sources. In particular, in
many instances data is not collected at a local government area (LGA) level that
allows the compilation of a profile for specific aggregations of LGAs;

The small numbers in some fields of activity may potentially result in a breach of
confidentiality as determined by the Privacy Act 1988 (Cwth) if data was released to
the public. To avoid this, where the statistics in any area are small, the ABS has
randomly changed the number to protect privacy and so readers will note that some
tables, particularly those that provide statistics for the individual LGAs, will not sum to
the total shown at the foot or side of the table;

Many government agencies develop policies and programs for the whole state and do
not differentiate regions or industries unless there are special circumstances;

ABS data, on which this report largely relies, is a self-reporting survey which at times
has high levels of detail lacking and is subject, to some extent, to highly idiosyncratic
interpretation of questions and therefore some bias.
The exclusion of the West Coast region or the Australian Bureau of Statistics (ABS) Lyell
Statistical Subdivision requires the data sets for this report to be compiled for either the
EIGHT Local Government Areas (LGAs) or for the remaining TWO ABS Statistical
Subdivisions, Burnie-Devonport or North Western Rural. Where it has been possible and
practicable information has been compiled from data for the eight LGAs and unless otherwise
stated as close as possible to the displayed data or in the cited text, ABS data for the eight
individual LGAs has been used. However, any material citing “Mersey-Lyell” contains a
relatively small error for the West Coast population however in these instances, the author
has made a judgement that the inclusion of the West Coast population does not bias the
analysis or the ultimate findings.
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NW Tasmania Regional Training Demand Profile
Abbreviations
ABS – Australian Bureau of Statistics
AQF – Australian Qualifications Framework
AQTF – Australian Quality Training Framework
FOS – Field of Study
LGA – Local Government Area(s)
NW - North West
RTO – Registered Training Organisation
VET - Vocational Education and Training
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1. Summary - Key Points
Table 1: Summary regional community socio-demographic
indicators for North West Tasmania (1996, 2001 & 2006)
Area
NW Rural
Median age of persons
Burnie-Dev
NW Rural
Median individual income ($/weekly)
Burnie-Dev
NW Rural
Census year
Median/Average Measure
Median family income ($/weekly)
Burnie-Dev
1996
2001
2006
32
35
38
34
37
40
253
308
401
231
284
365
612
734
997
574
704
944
534
638
828
The characteristics of the North
West coast region of Tasmania1
are not only attributable to its rich
resources, natural beauty and
industrious people but also to its
history and the constraints of its
rugged topography.
The region was first settled in the
far west by the Van Dieman’s
474
559
707
Burnie-Dev
Land Company grant in 1826 and
NW Rural
Median housing loan repayment ($/monthly)542
550
769
then gradually the rugged central
Burnie-Dev
542
542
823
NW Rural
Median rent ($/weekly)
70
80
100
coast was settled largely by
Burnie-Dev
88
97
125
miners, timber-cutters, yeoman
NW Rural
Average number of persons per bedroom 1.2
1.1
1.1
farmers and some ex-convicts.
Burnie-Dev
1
1
1
The original indigenous owners of
NW Rural
Average household size
2.8
2.7
2.6
the land, the North West and
Burnie-Dev
2.5
2.4
2.4
Northern tribes, were reduced to
one sixth of their original numbers by the mid-1830s and were extinct as a people by 1857.
NW Rural
Median household income ($/weekly)
The rugged topography and distance to markets that so constrained these early settlers
remain today. The difficulties associated with the steep, broken topography and deep, fastflowing rivers with thickly wooded slopes combined with impenetrable tea tree flats around the
coastal estuaries has produced the ribbon development east-west along the coast and inland,
north-south along the ridge lines. Today this combines with a relatively small population to
produce continuing concerns about transport systems and access, particularly for the
disadvantaged. The isolation and perceived lack of support from the colonial government for
development as the convict labour system wound down laid the foundation for the regional
parochialism that is still evident today.
The NW has 21% of the state’s population, is relatively homogeneous, ageing faster than any
other in the nation, has shortages of those in the child raising age groups and has the lowest
labour participation rates in the country. The Kentish and Circular Head districts have been
identified as the most disadvantaged by ABS modelling (SEIFA index) of a basket of socioeconomic and educational characteristics. King Island, paradoxically considering its isolation,
is relatively advantaged in many aspects.
The NW attracts mainly English peaking migrants and only 32, out of the 368 from nonEnglish speaking countries arriving since 2004, rate themselves as being poor in English
language skills.
The retail, accommodation, health care, manufacturing and agriculture have the highest
proportions of people with low incomes whilst manufacturing, mining, health and education
have the highest proportions of highly paid jobs.
Indigenous People have high participation rates in education and training and lower
employment. They are growing faster than the rest of the NW population but in other
demographic respects are quite similar to the main population. Younger Indigenous women
are less involved in education whilst older women are more likely to be involved. This is
consistent with national statistics. Indigenous people are engaged with lower levels of
education but participate at less than half the state rate for higher education.
In the main urban centres several suburbs stand out as most educationally disadvantaged;
East Devonport, Quoiba, Acton Shorewell, Somerset, Upper Burnie and Wivenhoe.
1
For the purposes of this report, the North West includes the local governments of Burnie, Cradle Coast, Circular
Head, Devonport, Kentish, King Island, Latrobe and Waratah/Wynyard. The West Coast has been the subject of a
separate analysis and report.
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NW Tasmania Regional Training Demand Profile
Young people under 20 years make up 23% of the NW population. Educational participation
has fallen in recent years;
Tasmania has the second lowest post-compulsory education and training rates of the states,
although the NW has a slightly higher rate than the state. There are 18 RTOs in the region
and 40% of training occurs through the TAFE purchase agreement. The number of completed
VET qualifications has increased between 2002 – 06 and 50% of VET qualifications granted
are now at Certificate III or above. About 50% of students come from around Devonport (but
few drive from Kentish) and over 17% drive for over half an hour to a major VET centre.
NW students claimed a high degree of satisfaction with and employment success from
completing their VET course. On completion students are more likely to enrol in another VET
course; and less likely to enrol in a university course than the state and employers rate the
overall Tasmanian VET system highly although there are some anomalies in their responses.
Non-accredited training is important and highly regarded and whilst employers believed that
there was no equivalent for the commercial training they sourced outside the public system
they generally did not investigate to confirm that this was the case.
The main VET effort is in:

Business and financial services – 20.1%

Tourism – 10.3%

Agriculture, Aquaculture, Fishing, Food & Beverages – 8.8%

IT and communications – 8.6%

General education – 7.8%

Building and construction – 5.9%

Health and community services – 5.8%
Generally, the NW workforce is lower qualified than the state as a whole, and, with the
exception of King Island, the more remote rural LGAs are most disadvantaged in this respect;
Unemployment is low and employment at long term highs, however there is a significant
proportion of people not in the labour force and Tasmania has the highest rate in the nation
(27.3%). Whilst the reasons are complex, this segment does offer an opportunity to improve
labour supply in the short term;
The main Field of Study employed by industry are:

Engineering

Management and commerce

Health

Society and culture (in part social welfare)

Architecture and building

Food, hospitality and personal services
Overall there is about a 30% mobility of the workforce in/out of the region over a 5 year period
– about 4 to 6% per annum. Manufacturing, retail, health care and education have the highest
rates of mobility;
Tasmania is ageing faster than any other jurisdiction in Australia. This will bring the following
challenges:

Skill and labour shortages;

Competition from the global employment marketplace;

A need for more education and training;

A need for lifelong learning.
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NW Tasmania Regional Training Demand Profile
Manufacturing is probably the major growth sector in the NW with significant investments in
progress that is likely to continue for another 5 years or so with the resources boom. There is
a strong commitment by some of the larger businesses to the NW and development is
currently being constrained to some extent by the lack of suitable staff as well as qualified
staff. There is a trend towards graduate level staff brought about by an emphasis on process
work and structure of the industry but that may be offset by the ageing of existing
paraprofessional and trades people;
Retail is dominated by small businesses but there are also a growing number of larger chain
outlets. Business failures are significant and size of turnover is a guide to resilience. There is
an on-going need to increase the business skills of the sector;
The health and community services industry will grow due to an ageing of the community and
professionalise as the emphasis on primary (preventative) health care expands. The industry
has a significant VET level workforce amongst its support and ancillary staff and due to their
ageing will continue to require significant VET output;
Agriculture and its related food processing sector are currently struggling due to producing
commodities in a global market where competition is on price. The industry lags behind the
western world in its integration and level of strategic chain-oriented business skills.
The construction boom, driven by industry expansion and domestic housing is continuing
although may cool due to interest rate rises. There is a significant shortage of housing stock
which is the subject of a State Government intervention of $60 million that will ensure a
continuing demand for trade level skills in that industry;
Tourism in the NW is largely small and micro enterprise based with a low commitment or
capacity for training. The industry is characterised by a high turnover of staff due to low pay,
poor conditions, unattractive work and often poor management. However, the industry
continues to grow in turnover and needs to also continue to grow in innovation, customer
service and overall professionalism. Therefore, continued public support of all levels of
training is required although some review and rationalisation to ensure effectiveness may be
warranted;
Transport is a major focus of the NW due to the one port policy and having the main freight
and passenger entry points for the state. Freight is predicted to double by 2020. This as well
the Bell Bay Pulp Mill will affect the demand for transport workers. This will be exacerbated by
the ageing of the current workforce. As a major industry, their needs must be addressed;
Private sector investments in large projects are very sensitive to both Tasmanian and the
wider global economic environment. The high levels of business confidence and the buoyant
outlook have resulted in a large number of large infrastructure projects entering the planning
and commitment phase. These will continue to drive training needs in the construction and
engineering fields.
The State Government’s Draft Climate Change Strategy for Tasmania (2006) has a limited
involvement for VET in climate change at this stage. However, it can be imputed from this
brief review of the evidence that at the very least local governments require education and
training support.
The growth of the Tasmanian economy has brought with it a number of supply side
constraints that are cost-related or are matters of resource availability. The cost of labour has
been identified as the single biggest constraint standing in the way of new investment. Closely
related to this have been the availability of skilled labour and the more general availability of
labour. Related is the availability of appropriate training and industrial relations issues. Other
issues that have been included are transport costs and freight arrangements and for some
parts of the State infrastructure, including telecommunications services, water and electricity
supplies.
Conclusions

Engineering courses are vital to the future of the NW coast development. It is the largest
group of qualifications employed by industry and yet has received only 4.1% of VET effort
from 2002-06.
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NW Tasmania Regional Training Demand Profile

Similar comments could be made about the construction industry as were made above
about engineering. It receives 5.9% of effort and yet is vital to the coast’s development.

Tourism related courses receive 10.3% of VET effort and has been an emphasis for over
a decade in Tasmania. However, it is an industry that is largely comprised of small and
micro businesses that employ few people. It is also an industry of low pay, often
unpleasant work, odd hours and sometimes poor management and is consequently
characterised by high turnover of employees. Given this, an in-depth review of the tourism
and hospitality training effort may be warranted with a view to re-directing funding to other
higher priority industries.

Health and community services receive 5.8% of VET effort. The trend towards a
significantly higher proportion of older people and the current influx of older people to the
coast is widely recognised. Whilst this sector employs a lower proportion of VET qualified
persons than other industries, there is a significant need for VET trained support and
ancillary workers. The current effort should be reviewed to ensure that regional needs are
adequately met.

Business, financial and IT output, combined is nearly 29% of effort. Whilst industry
continue to indicate the need for these qualifications, it is unlikely that an increase is
justified in the light of other needs. It is even possible that an in-depth analysis of the
impact of this training in terms of direct, short term benefit to coastal businesses may
indicate that the current level of effort is excessive in some areas and that efficiencies
could be gained.

The agriculture, aquaculture, fishing, food and beverages industry is a major employer
and is economically very important to the coast and Tasmania. It is also historically a low
employer of qualified persons and is currently struggling to survive. However, 8.8% of
effort may be adequate for the future but some re-focusing on more appropriate skill sets
and reducing non-employment related training may provide more benefit for the industry.
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2. Introduction
Contrary to conventional wisdom the ‘key’ factors of production are created, not inherited.
Skilled labour, capital and infrastructure involve heavy, sustained investment but are more
difficult to duplicate, thus creating a more sustainable competitive advantage (Porter 1992).
This report aims to describe the current status and future needs of the NW Region with
respect to the first of those and in doing so will provide an overview of the socio-economic
context and, where possible, the developmental trends and drivers to assist Skills Tasmania
in planning the continuing Tasmanian Government investment in vocational education and
training (VET) for the region. Its methodology may be found in Appendix 1.
However, the natural environment, resource context, culture and history also influence the
nature of industrial development (Auty 1997; Malmberg & Maskell 1997; Porritt 2005; Sachs &
Warner 1999; Stijns 2001); therefore it is important that this is used as the background for
analysis.
2.1. Geology and soils
The Tasmanian landscape is dominated by an old, erosion resistant geology that
emerged about 650 - 1,000 million years ago. Tasmania has had several periods of being
covered by a shallow sea which laid down sedimentary rocks that were subsequently
folded several times and/or were metamorphosed by heat and temperature producing
rocks rich in mica and quartzite and other minerals (e.g. large deposits of magnetite, an
iron oxide mineral) that have provided the basis for the mining industry of the West and
NW coasts.
During the Tertiary Period, basins formed in the Tasmanian landscape as a result of
crustal stresses associated with the separation of Antarctica and the New Zealand sub
continent. These valleys and basins, separated by hard dolerite ridges, filled with
sediments and basalt flows during the Tertiary Period. Volcanic eruptions were
concentrated along the fault lines which formed the basins.
The geology of the NW (and the North East) has, where the annual rainfall exceeded
750mm, produced the characteristic brown or red ferrosol soils (formerly known as
krasnozems). They contain high levels of iron and are deep, well-weathered, well-drained
and friable soils that originally supported heavy forest vegetation. The soils near the coast
are often the reddest in colour, but with increasing elevation and rainfall they transition to
brown or black and the soil pH becomes more acid.
Despite their rich colouration and apparent depth due to little differentiation between the
soil horizons, the ferrosols are not highly fertile but in this respect provide an ideal
medium for intensive cropping of vegetables, some berry and pome fruits, and the grazing
of dairy and meat livestock.
The intense geological pressures during these periods have also given the region its
characteristic steep ridges and gullies, particularly around the Burnie-Devonport area
(Doyle & Farquhar 2007; Scanlon, Fish & Yaxley 1990).
2.2. The original owners
The NW (NW) region of Tasmania was first settled by the Aboriginal people between
6,000 – 22,500 years ago and at the time of the first European assessment in the 1830s,
consisted of two main tribal groups. The North Western tribe occupied a territory
extending from Table Cape on the NW Coast to Macquarie Harbour on the West Coast
and had a total of approximately 600-700 members in eight sub-groups. The Northern
tribe consisted of four sub-groups in the central North and their population was never
estimated.
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NW Tasmania Regional Training Demand Profile
The NW tribe were primarily a maritime people occupying the coastal strip with families
travelling during seasonal, cultural and foraging expeditions; however they were based in,
and operated from a common territory for which they possessed a developed sense of
ownership. Whilst the family groups had inland routes of travel and extensively used
firestick farming methods of hunting they heavily relied on the sea for their staple shell
and scale-fish and as a means of travel. This made the North Western and Northern
Aboriginal tribes very vulnerable to attacks from the sea by sealers and the practices of
the Van Dieman’s Land (VDL) Company, a London-based investment company, which
was granted extensive NW land from Cape Grim in the Far NW to Burnie in 1826.
Unfortunately, by 1834 less than one sixth of the original Aboriginal inhabitants had
survived to be taken into exile on Flinders Island by the Friendly Mission and by 1857 the
tribe was extinct (McFarlane 2002).
2.3. European settlement and land use history
Whilst Tasmania’s European history dates from Lieutenant John Bowen (1803) and
Colonel David Collins (1804) in the Derwent estuary, the settlement of Tasmania’s NW
was accomplished by two strategies; the previously mentioned land grant in 1826 to the
VDL Company and by a myriad of small land grants to individual free settlers and ticketof-leave men (former convicts) from the 1830s.
Van Diemen's Land, as Tasmania was then known, was a military settlement until
becoming a colony under its own administration on 3rd December 1825. After this time
the colony was administered by the Lieutenant-Governor and a Legislative Council of six
members and did not become known as Tasmania or have a bicameral system of
government until 1856 after a concerted political effort.
By 1823 most of the good land in the eastern half of the state had been alienated
(granted to settlers) and so Lt- Gov. Sorrell commissioned exploration efforts in the NW
although the incoming Lieutenant-Governor, George Arthur, actively discouraged
settlement to enhance the security of the Macquarie Harbour Penal Settlement. All these
explorations independently concurred that the only suitable land was at Circular Head; the
area from Port Sorell to Circular Head being deemed “barren” and unsuitable country.
This set the scene for independent, commercially based exploration and development.
Tasmania was populated by many people with aspirations to improve their socioeconomic situation from the one they were born into in Britain and was also frequented by
transient exploiters such as the miners, loggers, sealers and whalers who influenced
development. These began a long tradition of exploiting and taming the land rather than
stewardship.
All these pioneering efforts were constrained by the rugged topography with extensive
areas of dense tea tree near the coast and the massive forests with an almost
impenetrable under story that grew on the mountainous inland ridges and gullies cut by
oft-raging torrents. The pattern of settlement started in those times remains as an
influence of NW Coast development today.
Early settlement occurred around the major points of sea access; the Rubicon, Mersey,
Forth and Leven Rivers. Port Sorell and Latrobe were settled in the 1830s, Forth by the
adventurous James Fenton in 1839, the Moriarty-Sassafras and Don areas in the 1840s,
and Devonport (as Torquay and Formby), Kentish and Ulverstone in the 1850s.
Concerned with the economic decline of the colony, the Tasmanian parliament in 1858
approved legislation intended to settle small yeoman farmers (few ex-convicts persisted)
in the often fertile but heavily timbered western half of the island. The new act at first
attracted many settlers to the forest lands, most of whom had at least some previous
experience of farming, if little capital. But within a decade they were threatened with ruin
Skills Tasmania
8
NW Tasmania Regional Training Demand Profile
because of a disastrous fall in Australian crop prices, the effects of which were
aggravated by the reluctance of a series of weak ministries to build roads in the new
settlements: that most of the pioneers were able to keep their farms was a tribute to their
determination and the fertility of the soil.
In the 1880s Australian population and overseas markets began to outstrip food
production and crop prices at last rose, encouraging another influx of settlers to the forest
lands which continued, checked by the depression of the early 1890s, into the first
decade of the new century. The farmer’s position was further strengthened by the
introduction of industrial dairying, which reduced his dependence on the uncertain
produce market, and by 1910 the North-West was a well established, quite prosperous
community of small freeholders (Stokes 1969).
Until the 1890s, Latrobe was the largest centre on the coast (1,500 people) with 50,000
acres under crops and its own port at present-day Bell’s Parade. Even Don, with its own
port, eclipsed Devonport until the latter part of the nineteenth century.
Emu Bay, today known as the City of Burnie, was the VDL Company’s second settlement,
but due to the failure of their Surry Hills sheep venture the settlement barely survived
until, in the midst of a livestock price recession, the Company decided to lease blocks to
new settlers. It wasn’t until the discovery of the Mt Bischoff Tin Mine in 1871 that Emu
Bay started to develop as a port for ore exports.
Almost every significant river on the NW Coast at some time hosted a port; even the
smaller Cam River (Somerset) and the Inglis River (Wynyard) between the 1860s to the
1880s had their own thriving ports. The 1870 census showed that the Table Cape district
had 400 more settlers and the Inglis River was a busier port than Burnie (Fenton 1891;
Pink 1990).
This not only provides evidence of the difficulty of travel and the paucity of roads
infrastructure but also the intensity of agricultural, timber and mining activities as well as
clues to the under-lying historical roots of the community relationships in the NW today.
In the 1850s, land-based travel was still largely by foot or single horse tracks through the
bush. However, by this time the convict system that had supplied much of the labour for
the infrastructure development for the eastern half of Tasmania was coming to an end
and the settlers of the NW were developing their own roads to accommodate their own
commercial needs. By and large these were later formalised by the government surveyors
into the public road network seen today. This poor infrastructure lead to the establishment
of ‘road trusts’ or community managed organisations seeking private or government
funding to develop roads and managing the projects when they were implemented
(Department of Main Roads - Historical Committee 1988).
It was not until the twentieth century with Commonwealth Government funding of national
roads development and the emphasis in the last thirty years on tourism that the NW
Coast and its connections to the West Coast has been able to attain a first class road
system. However, even that is constrained by the underlying settlement patterns and
basic demographics of the region. The struggle for development has however,
established a cultural precedence for the relationship of the NW with the other two
Tasmanian regions.
Skills Tasmania
9
NW Tasmania Regional Training Demand Profile
Figure 1: Satellite photo-map of North West Tasmania and King Island
Skills Tasmania
10
NW Tasmania Regional Training Demand Profile
Figure 2: Ribbon development of Penguin, Chasm Creek, Burnie and Somerset areas
Skills Tasmania
11
NW Tasmania Regional Training Demand Profile
3. The people
The characteristics of a community influence the types of training required, methods of
delivery and the propensity of people to participate although there are exogenous factors that
also influence decision-making and some of these will be canvassed in other sections.
3.1. Population distribution and characteristics
Tasmania's population is experiencing demographic change which will have significant
economic, social and fiscal impacts in future decades. This change is expected to be a more
important issue for Tasmania as the population:

Is ageing more rapidly than any other jurisdiction;

Continues to have shortages of those in child raising age groups; and

Has the lowest labour force participation rate than any jurisdiction.
The estimated resident population of Tasmania at June 2006 was 476,480 people.
Between June 2001 and June 2006 Tasmania's population increased by 18,100 people,
at an average rate of 0.8% per year. This compares with the period between June 1996
and June 2001 when the population declined by 2,600 people, albeit at a low average
annual rate of 0.1%. This has been due to significant inflows of interstate migrants
between 2001-04, which has since slowed, equally significant inflows of overseas
migrants and a jump in natural increase.
The NW population is quite homogeneous with 86% being born in Australia, 4.3% in the
UK, 1% in NZ and 0.6% in The Netherlands. Whilst 50 countries are represented in the
NW, the numbers are only small fractions of one per cent. Some 25% of those born
overseas are between 25 – 44 years.
In the NW about 40% of households involve a registered marriage, 8% a de facto
relationship and 5% are lone parent households. This is just marginally higher than
Tasmania as a whole.
Figure 1 (preceding) provides an overview of the region and its major towns and roads
(unfortunately space will not allow the inclusion of King Island). The satellite photo is
useful because it illustrates graphically just how little of the NW has been able to be
cleared and densely populated (the light green areas).
Figure 2 is a close up satellite photo montage of the Penguin, Chasm Creek, Burnie and
Somerset urban complex. It illustrates the
significant constraints of the topography common Table 2: Total population of NW LGAs
to much of the NW. Note the north-south ribbon and notional catchment populations
development along the tops of steep ridges and for main urban VET delivery (2006)
the coastal strip.
LGA/Region
These two photos amply illustrate the
topographical constraints of the region that made it
so difficult to develop from virgin bush and to
efficiently conduct business. These constraints
continue today and lie behind the transport
parochialism that is such a strong cultural
characteristic. One need only consider the political
battles that have been fought over infrastructure
such as ports, airports, roads and hospitals.
Table 2 illustrates in broad terms the population
distribution for the NW LGAs and King Island. A
simple calculation of the catchment populations for
Population
Catchment
Population
Burnie
19,701
44,145
War/Wyn
13,815
Central Coast
10,629
Circular Head
Devonport
Kentish
Latrobe
Central Coast
King Is
8,188
8,188
24,880
50,362
5,965
8,888
10,629
1,703
1,703
Note: The Central Coast population has been split
50:50 to indicate that people may go either to Burnie
or to Devonport for training
Skills Tasmania
12
NW Tasmania Regional Training Demand Profile
the main VET delivery points indicates
the potential size of local markets Table 3: Estimated distances and travel times for
NW communities to access major urban VET
between
delivery
sites
centres
(notwithstanding that there are other
Distance
Travel Time
minor or temporary centres used or Home Town To Main VET
Centre
(Km)
to Major VET
that people may choose to travel to
Centre
centres other than their closest one or
even travel from elsewhere in the
Burnie
Devonport
50
45 min
state).
Wynyard
Burnie
Burnie
This provides an insight into VET Smithton
provider’s problems of achieving Ulverstone Burnie
economic class sizes and the range of Ulverstone Devonport
courses that the local community Devonport Burnie
Devonport
needs. Approximately 43% people live Latrobe
Sheffield
Devonport
within the Devonport VET catchment
and 42% (excluding Circular Head) within the Burnie catchment.
10
15 min
88
75 min
35
30 min
15
15 min
50
45 min
10
10 min
25
35 min
However, this does not provide an entirely accurate indication of the actual catchment
population because in the case of Burnie, many travel in from outside the region from the
West Coast or from Circular Head, Central Coast and Devonport. This occurs due to
community acceptance of single delivery sites due to the need for specialist equipment or
facilities.
Most private (as opposed to business) training participants prefer to travel no more than
30 – 60 minutes to access training. Table 3 estimates the likely travel times to the major
urban delivery points. It is apparent that 85% people (Circular Head and King Island
residents are excluded) live within an hour’s drive of a major urban delivery point of VET.
It should be noted that because of the terrain and settlement patterns along the ridges
where access is only via narrow winding roads, travel times can vary considerably.
3.2. Age structure and other selected demographic characteristics
The age profile of arrivals and departures over recent years suggests that Tasmania is
experiencing a net in-migration of families. If this trend is sustained it is likely to have a
slight moderating impact on the rate of population ageing. Analysis of the age
composition of recent net migration to Tasmania reveals that the state is becoming more
attractive to younger persons and families. The optimistic economic outlook, good job
opportunities and lifestyle benefits are making Tasmania a more attractive place to live.
The North West region has 21% of Tasmania’s population. However, after the 1996
Census, the North West regional population fell by about 2,548 but from 2001 to 2006 the
population increased by 3,089 exceeding its previous level of 103,858.
Burnie, Circular Head and Waratah/Wynyard have the highest proportions of children and
young people in their populations which, for Burnie and Waratah/Wynyard are to be
expected as they are dormitory areas for Burnie. King Island has the smallest numbers of
the younger age groups of any LGA (Table 4). However, Kentish and King Island have
the highest proportion of middle aged persons, probably because of the predominance of
primary industry employment in the regions. Central Coast and Waratah/Wynyard have
the largest proportions of the over 60s, reflecting the fact that those LGAs host the main
retirement facilities in the region.
Skills Tasmania
13
NW Tasmania Regional Training Demand Profile
Table 4: Resident population age by sex for NW LGAs (2006)
Burnie
Central Coast
Circular Head
Devonport
Kentish
King Is
0-4 years
M
586
F
625
Total
1,211
M
616
F
591
Total
1,207
M
284
F
269
Total
553
M
761
F
681
Total
1,442
M
188
F
147
Total
335
M
39
F
51
5-9 years
709
678
1,387
656
655
1,311
344
289
633
857
788
1,645
229
215
444
38
10-14 years
736
703
1,439
795
710
1,505
345
317
662
848
802
1,650
221
251
472
63
15-19 years
676
675
1,351
727
684
1,411
286
234
520
855
787
1,642
228
210
438
20-24 years
544
595
1,139
419
467
886
246
244
490
613
638
1,251
105
112
25-29 years
510
566
1,076
426
470
896
209
209
418
623
702
1,325
112
30-34 years
569
592
1,161
524
588
1,112
232
254
486
694
787
1,481
35-39 years
636
659
1,295
593
704
1,297
261
288
549
768
830
40-44 years
674
707
1,381
757
783
1,540
320
297
617
726
45-49 years
634
700
1,334
816
826
1,642
322
294
616
50-54 years
597
649
1,246
734
770
1,504
276
270
55-59 years
583
609
1,192
740
738
1,478
268
60-64 years
516
492
1,008
650
661
1,311
65-69 years
438
447
885
504
536
70-74 years
319
393
712
414
75-79 years
209
308
517
80-84 years
166
252
85-89 years
60
90-94 years
Latrobe
War/Wyn
Total
90
M
261
F
233
Total
494
49
87
288
280
50
113
328
275
39
32
71
291
217
55
46
101
99
211
64
39
140
179
319
48
1,598
215
245
460
847
1,573
253
230
776
880
1,656
248
546
815
811
1,626
248
516
736
842
224
174
398
649
1,040
137
138
275
459
873
132
109
326
374
700
75
418
226
308
534
136
196
99
163
22
63
85
43
95-99 years
5
17
22
100 years and over
3
0
3
Total
343
F
333
568
492
603
548
234
525
214
189
103
202
43
91
66
51
483
64
211
459
233
194
1,578
213
660
1,309
555
617
241
441
88
163
55
102
262
31
84
127
5
22
0
0
Tasmania
Total
676
M
3,078
F
2,930
Total
6,008
M
14,803
F
13,859
Total
28,662
475
967
3,613
3,429
7,042
16,241
15,378
31,619
540
1,088
3,884
3,648
7,532
17,364
16,380
33,744
483
449
932
3,585
3,305
6,890
16,856
15,966
32,822
403
303
287
590
2,499
2,578
5,077
14,484
14,460
28,944
211
413
251
295
546
2,397
2,591
4,988
12,255
13,001
25,256
249
250
499
338
339
677
2,794
3,032
5,826
13,803
14,980
28,783
117
275
310
585
416
523
939
3,230
3,610
6,840
15,698
16,942
32,640
67
131
316
305
621
521
507
1,028
3,631
3,743
7,374
16,666
17,588
34,254
59
52
111
320
352
672
501
540
1,041
3,676
3,855
7,531
17,651
18,546
36,197
427
65
72
137
325
310
635
481
501
982
3,526
3,577
7,103
16,638
17,197
33,835
231
444
72
66
138
355
331
686
452
473
925
3,419
3,538
6,957
16,207
16,466
32,673
173
170
343
50
34
84
257
281
538
391
422
813
2,910
2,894
5,804
12,944
12,963
25,907
1,172
149
119
268
48
45
93
226
200
426
338
333
671
2,395
2,435
4,830
10,237
10,570
20,807
518
959
100
73
173
32
21
53
182
182
364
240
259
499
1,860
2,014
3,874
7,986
8,662
16,648
366
458
824
64
53
117
24
20
44
129
151
280
239
256
495
1,432
1,708
3,140
6,496
7,802
14,298
157
259
457
716
44
48
92
24
20
44
88
110
198
122
174
296
984
1,471
2,455
4,356
6,494
10,850
42
73
123
264
387
17
26
43
15
6
21
34
47
81
64
114
178
443
798
1,241
1,895
3,749
5,644
14
19
33
40
93
133
5
9
14
5
4
9
8
25
33
14
33
47
151
330
481
642
1,630
2,272
27
0
4
4
6
34
40
3
0
3
0
0
0
0
5
5
4
15
19
23
97
120
135
413
548
0
0
0
0
0
3
3
0
0
0
0
0
0
0
0
0
0
3
3
3
6
9
24
53
77
1,638 4,348 4,281
8,629
9,192 9,866 19,058 10,070 10,593 20,663 4,061 3,889
7,950 11,511 12,499 24,010 2,940 2,822
5,762 870 768
M
Reg Total
6,541 6,871 13,412 49,533
51,589 101,122 233,381
243,099 476,480
Source: Derived from Australian Bureau of Statistics (2007g)
Table 5: Gross individual weekly income by sex by NW LGA, the region & Tasmania (2006)
Burnie
Source:
Negative/Nil income
$1-$149
Central Coast
Circular Head
Devonport
M
307
F
499
Total
806
M
397
F
537
Total
934
M
157
F
Total
223
380
M
401
341
744
1,085
426
Kentish
King Is
Latrobe
War/Wyn
F
535
Total
936
M
123
F
Total M
184
307 34
F
Total
49
83
M
141
F
Total
208
349
M
239
F
372
274
Reg Total
Tasmania
Total
611
M
1,799
F
2,607
Total
4,406
M
9,366
F
12,496
Total
21,862
838
1,264
102
275
377
463
909
1,372
130
221
351
15
32
47
159
309
468
551
825
1,910
3,879
5,789
9,299
17,399
26,698
$150-$249
1,319 1,839
3,158 1,380 1,988
3,368
396
574
970 1,582
2,306
3,888
455
547
1,002
80
91
171
572
801
1,373
943 1,369
2,312
6,727
9,515 16,242
28,367
39,264
67,631
$250-$399
905 1,638
2,543 1,028 1,813
2,841
359
655
1,014 1,233
2,332
3,565
312
417
729
69 108
177
476
733
1,209
739 1,145
1,884
5,121
8,841 13,962
22,444
39,085
61,529
$400-$599
951 1,281
2,232 1,114 1,340
2,454
561
544
1,105 1,415
1,689
3,104
348
370
718 137 146
283
523
569
1,092
713
855
1,568
5,762
6,794 12,556
26,687
31,765
58,452
$600-$799
883
649
1,532 1,010
622
1,632
516
260
776 1,190
854
2,044
267
163
430 126
60
186
413
301
714
586
418
1,004
4,991
3,327
8,318
23,862
18,050
41,912
$800-$999
706
304
1,010
722
351
1,073
348
151
499
765
416
1,181
192
76
268
72
40
112
339
149
488
478
205
683
3,622
1,692
5,314
17,002
10,565
27,567
$1,000-$1,299
673
276
949
764
335
1,099
255
104
359
710
358
1,068
174
58
232
72
34
106
343
143
486
498
196
694
3,489
1,504
4,993
16,779
9,218
25,997
$1,300-$1,599
313
86
399
325
101
426
110
31
141
368
116
484
74
18
92
29
18
47
169
38
207
202
68
270
1,590
476
2,066
8,296
3,365
11,661
$1,600-$1,999
112
31
143
125
28
153
46
23
69
166
37
203
28
0
28
16
0
16
65
23
88
82
29
111
640
171
811
3,840
1,250
5,090
$2,000 or more
157
38
195
131
44
175
65
23
88
167
45
212
30
0
30
17
9
26
54
16
70
85
23
108
706
198
904
4,801
1,356
6,157
Individual income not stated
487
480
967
577
643
1,220
177
151
328
588
631
1,219
167
163
330
63
35
98
219
205
424
324
288
612
2,602
2,596
5,198
14,229
13,671
27,900
Total
7,154 7,865 15,019 7,999 8,640 16,639 3,092 3,014
6,106 9,048 10,228 19,276 2,300 2,217
4,517 730 622
1,352 3,473 3,495
6,968 5,163 5,519 10,682 38,959 41,600 66,507 184,972 197,484 382,456
Source: Derived from Australian Bureau of Statistics(2007d)
Skills Tasmania
14
NW Tasmania Regional Training Demand Profile
Table 6: Change & growth in residential population for NW LGAs, the region & Tasmania (1996, 2001 & 2006)
ERP at 30 June
Change 1996-01
NW Tasmanian LGA
Burnie
1996
19,977
2001
18,886
2006
19,701
% Region/Tas
19%
no.
-1,091
Central Coast
21,351
21,029
21,259
20%
Circular Head
8,450
8,047
8,188
8%
Devonport
24,935
24,257
24,880
Kentish
5,462
5,499
5,965
King Island
1,879
1,724
1,703
Change 2001-06
State Rank (2001-06)
%
-1.1
no.
815
%
0.8
Fastest
12
Largest
9
-322
0
230
0
23
19
-403
-1
141
0
21
22
24%
-678
-1
623
1
17
11
6%
37
0
466
2
3
14
2%
-155
-2
-21
0
27
Latrobe
7,801
8,241
8,888
9%
440
1
647
2
5
10
Waratah/Wynyard
14,003
13,627
13,815
13%
-376
-1
188
0
21
20
Region
103,858
101,310
104,399
21%
-2,548
Tasmania
474,443
471,795
489,922
-0.1
18,127
-2,648
3,089
0.8
Note: ERP = Estimated Residential Population
Source: Derived from Australian Bureau of Statistics(2007d)
Skills Tasmania
15
NW Tasmania Regional Training Demand Profile
4.2. Age structure and other selected demographic characteristics Cont’d
Table 6 (previous) indicates that all LGAs experienced small (population) increases
except King Island. Across the decade 1996-06 the fastest growing LGA has been
Latrobe and, along with the Kentish district have been rated the fifth and third
(respectively) fastest growing LGAs in the state. Burnie, Latrobe and Devonport are
ranked the ninth, tenth and eleventh largest LGAs in the state (respectively).
Table 5 should be read in conjunction with Figures 3 and 4 (following). This indicates:

King Island has a disproportionately large number of people with high income;

High incomes are quite evenly distributed between the main urban dormitory
2areas for Burnie – Waratah/Wynyard (50.4%) and Devonport/Latrobe (49.6%); 3

Kentish, Circular Head, Waratah/Wynyard and Latrobe have disproportionately
high numbers of people in low income brackets compared to the regional
population;
Figure 3: Comparison of Burnie/Waratah-Wynyard’s & Devonport/Latrobe's gross individual
weekly incomes 2006
Ind Income NS
$2,000 +
$1,600-$1,999
$1,300-$1,599
Income
$1,000-$1,299
Latrobe
$800-$999
Devonport
War/Wyn
$600-$799
Burnie
$400-$599
$250-$399
$150-$249
$1-$149
Nil income
0
500
1,000
1,500
2,000
2,500
3,000
3,500
4,000
4,500
Nos People in each Income Category
Source: Derived from Australian Bureau of Statistics (2007f)
2
Urban areas that predominantly provide domestic accommodation and their accompanying small service
businesses for populations that work in a larger nearby town or city that has much larger, wealth generating
industries.
3
The ABS ‘Travel to Work’ data for the 2006 Census has yet to be released, so this assumes that the Central Coast
residents are evenly split between Burnie and Devonport in terms of their workplace.
Skills Tasmania
16
NW Tasmania Regional Training Demand Profile
Figure 4: Comparison of gross weekly family incomes within the richest and poorest rural and
urban NW LGAs (2006)
Individual income not
stated
$2,000 or more
$1,600-$1,999
$1,300-$1,599
$1,000-$1,299
War/Wyn
Latrobe
King Is
Income
$800-$999
Kentish
Devonport
$600-$799
Circ Head
Central Coast
$400-$599
Burnie
$250-$399
$150-$249
$1-$149
Negative/Nil income
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
No. People in each Income Category
Source: Derived from Australian Bureau of Statistics (2007f)
Skills Tasmania
17
NW Tasmania Regional Training Demand Profile
3.2. Age structure and other selected demographic characteristics
Cont’d
The Census also provides an indication of the relative wage profiles of the main industries
in the North West region:

The Retail trades (8.4%), Accommodation & food services (5.3%), Health care &
social assistance (5.3%) Manufacturing (4.8%) and Agriculture, forestry & fishing
(4%), provide the largest number of lowly paid jobs ($599 per week or less),
however much of this is due to the large proportion of part time employment
available, particularly for women, in industries such as Retail, Accommodation etc
and Health care services.

Manufacturing (7.6%), Education and training (3.9%), Health care (3.6%) and
Public administration & safety (3.5%) have the highest number of middle income
jobs ($600 - $1299 per week).

Manufacturing (1.6%), Mining (1.1%), Health care (0.9%) and Education and
training (0.8%) have the largest number of high paid jobs ($1300 +).
Further analysis of the income data provides an indication of the place of residence of
those with the highest paying jobs. Devonport has 1.3% of all highest paid persons,
Central Coast 1.1% and Waratah/Wynyard has 0.7%. A similar pattern exists for the
middle income earners.
3.3. Minority and disadvantaged population segments
4
3.3.1.Indigenous people in the North West
Although the last known survivor of the North West population died in 1857, the North
Western LGAs have a significant population of their descendants and other
Tasmanian Aboriginals. Table 7 shows that Circular Head and King Island have the
largest proportion of Aboriginal Tasmanians (7.8%) and almost all the LGAs have a
larger percentage living in their municipalities (4.8%) than does Tasmania as a whole
(3.5%).
Table 7: Aboriginal & Torres Strait Islander population by NW Tasmanian LGAs (2006)
Indigenous status
Proportion of
Population
Indigenous
NonIndigenous
Status
unknown
Total
Indigenous
Status
unknown
Waratah/Wynyard
703
12,267
442
13,412
5.2
3.3
Circular Head (M)/King Island
745
8,493
358
9,596
7.8
3.7
Burnie
888
17,398
770
19,056
4.7
4.0
Kentish
204
5,347
208
5,759
3.5
3.6
Latrobe
428
7,871
331
8,630
5.0
3.8
Central Coast
1,071
18,699
894
20,664
5.2
4.3
Devonport
1,063
21,939
1,013
24,015
4.4
4.2
Region
5,102
92,014
4,016
101,132
Tasmania
16,718
435,963
22,834
475,515
3.5
4.8
Source: Australian Bureau of Statistics (2006a)
4
It should be noted that in many instances for the data regarding minorities, small numbers have resulted in the ABS
applying random variations to ensure compliance with the Commonwealth Privacy Act. In these instances, this has
resulted in totals that do not balance.
Skills Tasmania
18
NW Tasmania Regional Training Demand Profile
Tables 8, 9 and 10 (following pages) provide a snapshot of the age and educational
status of Indigenous People in the North Western LGAs in Tasmania.
Table 8 illustrates that the Indigenous population of NW Tasmania is growing
significantly, although it is not clear whether this is due to an increasing willingness of
people to declare their Aboriginality. The decline in the younger age groups that can
be observed matches the rest of the Tasmanian population. However, whilst the
change in the balance of age groups within the Indigenous population also matches
the state, the absolute growth in the older age categories is significant. Again, this is
probably due to a growth in reporting;
Table 9 shows that:

480 or 9.4% of ATSI persons in the region were involved in a VET training
course on the night of the census;

The 30 – 39 years age group and older were less than half as likely to be
involved in training than the 20-24 year old group or younger;

Younger Indigenous women were less likely to be involved in VET than their
male contemporaries;

Older Indigenous women were more likely to be involved in VET than their
male contemporaries.

These observed phenomena are consistent with the state and national
situation.
In Table 10 we can see that:

A total of 790 Indigenous People have VET qualifications and 83 have Higher
education (mainly at bachelor’s degree level) in the NW LGAs. 79% of these
are at Certificate IV or less and are predominantly in the under 44 year age
group;

Indigenous People participate in Higher Education at Bachelor’s Degree level
at half the rate of the Tasmanian population (6.5%) and at even lower rates at
post-graduate levels (0.5% at Grad Dip);

At VET levels, 9.8% of Indigenous People have an Advanced Diploma or
Diploma (Tasmania 12%) and at the lower Certificate levels have higher
levels of participation than the general population – at Certificate I & II levels
they actually participate at almost three times the rate of the Tasmanian
population.
Skills Tasmania
19
NW Tasmania Regional Training Demand Profile
Table 8: Indigenous persons by age in NW Tasmanian LGAs (2006)
Indigenous
2006 Growth in
Age
Category
1996
2001
0-4 years
531
544
546
5-9 years
555
632
601
10-14 years
587
673
15-19 years
514
20-24 years
Non-Indigenous
2006 Growth in
Age
Category
Absolute
Change in
Age
Relativities
1996
2001
3%
-2%
6,829
5,639
5,215
8%
-1%
7,117
6,614
6,130
661
13%
-1%
7,488
6,628
523
621
21%
0%
6,444
314
356
387
23%
0%
25-29 years
324
277
323
0%
30-34 years
290
327
283
-2%
35-39 years
301
323
347
40-44 years
238
317
45-49 years
182
50-54 years
Indigenous Status NS
2001 2006 Growth in
Absolute
Age
Change in
Category
Age
Relativities
Absolute
Change in
Age
Relativities
1996
-24%
-2%
226
331
249
10%
-14%
-1%
167
211
306
83%
6,589
-12%
-1%
156
219
274
5,996
6,054
-6%
0%
184
170
5,544
4,261
4,526
-18%
-1%
141
-1%
6,358
4,932
4,515
-29%
-2%
-1%
7,033
5,935
5,362
-24%
-2%
15%
0%
7,531
6,587
6,283
-17%
342
44%
1%
7,007
6,975
6,789
229
278
53%
1%
6,634
6,420
121
164
224
85%
1%
5,428
55-59 years
92
116
183
99%
1%
60-64 years
50
93
118
136%
65 years & over
84
131
188
124%
Total
Tasmania
2006
Growth in
Age
Category
1996
2001
-1%
7,586
6,514
6,010
-21%
-2%
3%
7,839
7,457
7,037
-10%
-1%
76%
2%
8,231
7,520
7,524
-9%
-1%
221
20%
0%
7,142
6,689
6,896
-3%
0%
140
160
13%
0%
5,999
4,757
5,073
-15%
-1%
121
154
155
28%
0%
6,803
5,363
4,993
-27%
-2%
167
183
181
8%
-1%
7,490
6,445
5,826
-22%
-2%
-1%
176
172
217
23%
0%
8,008
7,082
6,847
-14%
-1%
-3%
0%
148
210
245
66%
2%
7,393
7,502
7,376
0%
0%
7,049
6%
1%
182
168
210
15%
0%
6,998
6,817
7,537
8%
1%
6,241
6,677
23%
1%
172
169
207
20%
0%
5,721
6,574
7,108
24%
1%
4,748
5,164
6,546
38%
2%
181
166
233
29%
0%
5,021
5,446
6,962
39%
2%
1%
3,985
4,468
5,458
37%
2%
204
166
224
10%
-1%
4,239
4,727
5,800
37%
2%
2%
11,741 12,407 14,819
26%
4%
1,098 1,071 1128
3%
-5%
12,923
13,609
16,135
25%
3%
4,183 4,705 5,102
93,887 88,267 92,012
Source: Derived from Australian Bureau of Statistics (2007a)
3,323 3,530 4010
Absolute
Change in
Age
Relativities
101,393 96,502 101,124
Note: “Age Relativities” refers to the change in balance of age groups within the population between censuses 1996 & 2006
Table 9: Age group and sex of indigenous VET students, Mersey-Lyell, Tasmania and Australia (2006)
Mersey-Lyell
Age Group
Unknown
Tasmania
Male
Female
Total
Male
14 years and under
15-19 years
80
(a)
60
Unknown
Total
130
870 670
11,060
9130
140
230
20
1550
20,210
20-24 years
60
40
100
25-29 years
30
20
50
170
110
280
6,490
4660
(a)
11,160
90
60
150
4,210
3070
(a)
30-39 years
30
50
7,280
80
100
110
220
6,790
6230
(a)
13,030
40-49 years
30
50-59 years
10
40
70
80
90
170
4,260
4830
(a)
9,090
20
30
30
40
70
1,640
2160
(a)
60-64 years
(a)
3,800
(a)
(a)
(a)
(a)
(a)
250
370
(a)
65 years and older
(a)
620
(a)
(a)
(a)
(a)
140
280
Not known
(a)
(a)
(a)
(a)
(a)
(a)
390
290
(a)
Total
250
680
230
480
710
560
31690
60
67,840
(a)
Unknown
Australia
(a)
360
(a)
Female
Total
Male
1,270 36,100
Female
420
Copyright Australian Government 2007
Due to confidentiality reasons (a) represents figures 1 to 9 inclusive.
Data have been rounded to the nearest ten. Due to rounding some figures may not sum.
In this table, te West Coast could not be excluded
Source: NCVER Australian vocational education and training statistics:
and courses.
Skills Students
Tasmania
20
NW Tasmania Regional Training Demand Profile
Table 10: Level of education by indigenous status by age in NW Tasmanian LGAs
Graduate
Level of
Diploma
Postgraduate
Advanced
& Graduate Bachelor
Diploma
Certificate Level:
III & IV Level
Level of
inadequately
education
described
not stated
Total
& Diploma
Level, nfd
4
7
13
106
54
6
87
277
17
27
10
140
29
11
33
267
34
38
12
127
20
5
43
285
0
16
28
10
89
3
9
33
188
0
0
6
9
7
36
3
4
37
102
65 years and over
0
0
0
7
0
15
0
3
43
68
Total
0
6
77
116
52
513
109
38
276
1,187
Degree
Certificate
Indigenous:
15-24 years
0
0
25-34 years
0
0
35-44 years
0
6
45-54 years
0
55-64 years
Non-Indigenous:
15-24 years
Degree
I & II Level
education
0
4
300
150
129
1,268
356
64
700
2,971
25-34 years
54
64
942
568
213
2,323
235
120
399
4,918
35-44 years
95
122
985
811
251
2,933
193
217
632
6,239
45-54 years
163
170
1,175
1,015
275
2,827
161
213
729
6,728
55-64 years
124
151
694
820
160
1,753
82
181
872
4,837
65 years and over
60
61
465
697
130
1,450
35
212
2,640
5,750
Total
496
572
4,561
4,061
1,158
12,554
1,062
1,007
5,972
31,443
Indigenous status not stated:
15-24 years
3
0
4
3
0
10
6
0
261
287
25-34 years
3
0
6
3
0
14
0
0
265
291
35-44 years
0
0
9
7
6
25
3
0
330
380
45-54 years
0
0
6
3
0
20
0
3
319
351
55-64 years
0
0
3
3
3
31
0
0
314
354
65 years and over
3
0
8
10
0
25
0
0
834
880
Total
9
0
36
29
9
125
9
3
2,323
2,543
Total:
15-24 years
3
4
308
160
142
1,384
416
70
1,048
3,535
25-34 years
57
64
965
598
223
2,477
264
131
697
5,476
35-44 years
95
128
1,028
856
269
3,085
216
222
1,005
6,904
45-54 years
163
170
1,197
1,046
285
2,936
164
225
1,081
7,267
55-64 years
124
151
703
832
170
1,820
85
185
1,223
5,293
65 years and over
63
61
473
714
130
1,490
35
215
3,517
6,698
4,206
1,219
Total
505
578
4,674
13,192
1,180
1,048
8,571
35,173
Source: Derived from Australian Bureau of Statistics (2007b)
Skills Tasmania
21
NW Tasmania Regional Training Demand Profile
Table 11 provides a snapshot of those currently attending post-compulsory
education and training5:

Males comprise 41.8% of the total of all indigenous post-compulsory
education and training attendance. Of these, about one third are at the VET
level and only 3.9% are at higher education, the remainder being not
sufficiently specified. Of the Indigenous female attendance, 35% are at the
VET level and about 12% at higher education, the remainder being not
sufficiently specified.

The Indigenous male VET participation rate (2.67%)6 is five times the state
Table 11: Indigenous participation rates in post-compulsory education and training in
NW Tasmanian LGAs (2006)
Indigenous People in NW LGAs
Tasmania
Males
Females
Persons
Males Females Persons
35
40
75
341
403
8
24
32
92
234
326
Sub Total Full-time
43
64
107
433
637
1,070
VET Full-time Participation Rate %
1.35%
3.33%
2.10%
0.19%
0.26%
0.22%
Aged 15-24 years
22
19
41
362
228
590
Aged 25 years and over
20
41
61
436
717
1,153
0
3
3
19
17
36
VET Institution:
Full-time student:
Aged 15-24 years
Aged 25 years and over
744
Part-time student:
FT/PT student status not stated
Sub Total Part-time
42
63
105
817
962
1,779
VET Part-time Participation Rate %
1.32%
3.28%
2.06%
0.35%
0.40%
0.37%
Total VET Students
85
127
212
1,250
1,599
2,849
Total VET Participation Rate %
2.67%
6.61%
4.16%
0.54%
0.66%
0.60%
3
21
24
95
250
345
269
University/Tertiary Institution:
Full-time student:
Aged 15-24 years
Aged 25 years and over
7
13
20
92
177
Sub Total Full-time
10
34
44
187
427
614
HE Full-time Participation Rate %
0.31%
1.77%
0.86%
0.08%
0.18%
0.13%
Part-time student:
0
Aged 15-24 years
0
0
0
25
65
90
Aged 25 years and over
0
9
9
170
346
516
FT/PT student status not stated
0
0
0
7
0
7
Sub Total Part-time
0
9
9
202
411
613
HE Part-time Participation Rate %
0.00%
0.47%
0.18%
0.09%
0.17%
0.13%
Total Uni/Tertiary Students
10
43
53
389
838
1,227
Total HE Participation Rate %
0.31%
2.24%
1.04%
0.17%
0.34%
0.26%
Other type of educational institution
Type of educ institutionnot stated
11
21
32
144
288
432
153
170
323
3,367
3,527
6,894
Total
106
191
297
1,783
2,725
4,508
Total Participation Rate %
3.33%
9.95%
5.82%
0.76%
1.12%
0.95%
Source: Derived from Australian Bureau of Statistics (2007c)
Note that the ABS still refers to what is now known as the VET sector as ‘Technical or Further Education’. This
report uses that term in ABS tables and in the interpretive text of those tables AND all other references, uses the term
VET or Vocational Education and Training.
6
Calculated by dividing the number of Indigenous persons of each gender in the NW participating at each
educational level by the TOTAL number of Indigenous persons of each gender in the REGION.
5
Skills Tasmania
22
NW Tasmania Regional Training Demand Profile
male participation (0.54%) and almost twice the higher education (NW

Indigenous male 0.31% and state male 0.17%);

The Indigenous female VET participation rate (6.61%) is ten times the state
female participation (0.66%) and almost seven times (NW Indigenous female
2.24%) the state higher education (state female 0.34%). These figures must
be considered in conjunction with Indigenous employment participation
– Tables 12 and 13;
Table 12: Census of Population and Housing, Labour force status by age by sex for indigenous
persons (2006)
Employed(a)
Unemployed
Total Labour Force
Not in the Labour Force
Labour force NS
Total
Male FemaleTotal
Male
Female Total
Male
Female Total
Male
Female Total
Male Female Total Male Female Total
469
54
130
268
599
228
396
7
19
503 1,014
255 214
76
331
168
12
511
361
26
63
180
424
123
161
7
14
310
599
25-34 years
207 154
37
244
38
7
289
432
35
65
272
497
122
184
4
10
398
691
35-44 years
195 237
30
225
62
6
293
316
18
29
171
345
88
150
6
9
265
504
45-54 years
163 153
11
174
62
3
239
117
3
13
44
130
80
155
14
18
138
303
55-64 years
76
41
10
86
75
4
165
9
0
0
0
9
80
161
12
17
92
187
65 years and over
9
0
0
9
81
5
95
15-24 years
Total
905
799
1,704
164
136
300
1,069
935
2,004
486
721
1,207
37
50
87
1,592
1,706
3,298
(a) Includes Community Development Employment Projects (CDEP) participants.
Source: Derived from Australian Bureau of Statistics (2007h)
Table 13: Comparison of labour force participation rates of NW Tasmanian Indigenous Persons
and the Tasmanian population (2006)
Employed
Unemployed
Total Labour Force
Not in the Labour Force
Labour force NS
% Total Tasmanian
% Total Tasmanian
% Total Tasmanian
% Total Tasmanian
% Total Tasmanian
Indigenous Population Indigenous Population Indigenous Population Indigenous Population Indigenous Population
15-24 years
9.2%
8.6%
2.5%
1.3%
11.7%
9.9%
7.8%
5.5%
0.4%
0.7%
25-34 years
7.1%
9.9%
1.2%
0.7%
8.3%
10.6%
3.2%
2.9%
0.3%
0.6%
35-44 years
8.5%
13.0%
1.3%
0.7%
9.7%
3.1%
3.6%
3.1%
0.2%
0.7%
45-54 years
6.2%
13.5%
0.6%
0.6%
6.8%
14.1%
2.9%
3.5%
0.2%
0.7%
55-64 years
2.3%
7.3%
0.3%
0.4%
2.5%
7.7%
3.0%
7.0%
0.4%
0.7%
65 years and over
0.2%
1.3%
0.0%
0.0%
0.2%
1.3%
3.2%
15.5%
0.3%
1.8%
33.4%
53.5%
5.9%
3.8%
39.3%
57.3%
23.7%
37.4%
1.7%
5.3%
Total
Source: Derived from Australian Bureau of Statistics (2007h, 2007i)
These tables show that Indigenous people:

Leave school to find employment earlier than the general population;

Experience significantly higher unemployment levels and higher levels of nonparticipation in the labour force during the main working age groups than the general
population;

Education and training has therefore been used as an instrument of government
policy to redress these imbalances which largely accounts for the higher rates of
indigenous participation in education and training than the general population.
3.3.2.The young people in the North West

The North West region has 14,678 males 20 years or under and 13,842
females, totalling 23,617 or 23% of the population;

Between 15 – 20 years of age about a third of young people leave the region,
often for education or training opportunities, to look for work, or to travel. The
increasing prevalence of the ‘gap year’ after Year 12 may be contributing to
this net loss, in that young people leave the Tasmania to travel, find work or
Skills Tasmania
23
NW Tasmania Regional Training Demand Profile
enrol in some form of education interstate, and do not return to Tasmania.
Research has shown that regardless of the facilities provided in a region,
many young people will leave simply to experience life and to make an
independent life for themselves. That being said, about 5% of NW homes
have a dependant child aged 15-34 years and these are twice as likely to be
male as female;

Only about 1.5% of young people were born overseas, most of these were
not specific about their country of birth but of those who were, about 0.3%
were born in English speaking countries and just over 0.2% were born in nonEnglish speaking countries;

25% of the population are children under 15 years or dependent students
under 24 years and 5% are non-dependent children living at home;

In 2006, 64% of all 15 to 24-year-olds in the North West who were in the
labour force (i.e. working full or part-time, or looking for work), rising from
63% in the last decade.7 However, those NOT in the labour force remained
relatively constant at around 36 - 38% over the census period 1996 to 2006;

Overall unemployment for The North West fell by 4% during the five years
from 2001 and 2006;

Males aged 15 – 24 years were mainly employed in manufacturing (20%),
retail trade (16%), construction (13%), accommodation and food services
(9%) or agriculture, forestry and fishing (9%);

Females aged 15 – 24 years were
Table 14: Participation of young people
mainly employed in the retail trade
(15-24 years) in education 1996-2006
(30%), accommodation and food
services (20%), health care and
1996 2001 2006
social
assistance
(9%)
or TAFE
5.4% 6.0% 4.7%
manufacturing (7%);
Higher Education
0.9% 1.1% 1.5%

Participation of young people (15-24
years) as a group in TAFE has fallen
since 1996 whilst higher education
has increased (Table 14);

Other
1.3% 1.7% 1.5%
Source: Derived from Australian Bureau of
Statistics (2007c)
Factors affecting education participation rates include:
o
Socio-economic profile of the population;
o
Young people’s, families’ and communities’ valuing of education;
o
Curriculum and nature of available education and training;
o
Educational and youth employment and welfare policy settings;
o
Financial incentives and barriers;
o
Level of economic activity;
o
Structure of the economy in terms of industry and occupation, and
o
Degree of rurality of the region or state (Kilpatrick, Abbott-Chapman
& Baynes 2002).
The ABS definition of “unemployed persons” includes persons aged 15 years and over who were not employed
during the reference week, and had actively looked for full-time or part-time work at any time in the four weeks up to
the end of the reference week and were available for work in the reference week, or were waiting to start a new job
within four weeks from the end of the reference week and could have started in the reference week if the job had
been available then.
7
Skills Tasmania
24
NW Tasmania Regional Training Demand Profile
3.3.3.Women in the North West

There are 51,589 women in the NW or 51% of the population. 36% of these
or 18,481 are under 30 years of age and 12% or 6,424 are over 70 years of
age;

Women are much more likely to be involved in sole parenting and this varies
with age. At 25-34 years they are more than eight times as likely (1.7%) to be
in such a family situation, but by 45-54 years this is only three times as likely
(1.5%);

However, women are about half as likely as men to be involved in lone
person households (the maximum rate of 2.4% is reached at 35-44 years);

92% of women in the workforce are engaged in part or full time work; this has
risen from 89% in 1996. Interestingly, this is 2-3% lower at the younger age
categories than in 1996 and may be due to higher participation in full time
study;

76% of women in the NW and only 55% of men earn less than $600 per
week. Only 1% women in the NW earn more than $1,300 per week whilst 8%
of men are in that category;

Female participation in post-compulsory education and training in the NW
LGAs matches the overall pattern for VET over the period 1996-2006 that is,
peaking in 2001 and currently falling back to around the 1996 level. Full time
participation in VET is highest in the 15-24 years age group (0.8%) but part
time study is higher in women aged 25 years and over (1.4%).

In higher education, the numbers of all women in full and part time study have
increased 173% over the last 10 years. This has raised the participation rate
as a percentage of the total number of women from 1% to 1.6%. This has
been comprised of mainly the enrolment of 15-24year old women in full time
study (the number more than doubling) and a small increase (from 0.6% to
0.7%) in the number of women over 25 years engaging in part time higher
education (a 17% increase).
3.3.4.The disabled in the North West

The NW has about 23.9% of those in receipt of a disability pension in the
state. This is slightly higher than the share of population (21.2%) (Australian
Bureau of Statistics 2006).
Skills Tasmania
25
NW Tasmania Regional Training Demand Profile
Table 15: Recipients of disability support pension: NW
Tasmanian LGAs (30th June 2003)
No.
Crude Rate
No.
Persons
(per ,000 Persons
Receiving persons)
Pension
Median
Age
Burnie
1,186
62
19,029
38
Central Coast
1,205
57
21,032
37
Circular Head
313
39
8,086
40
1,384
56
24,567
36
Kentish
293
53
5,533
49
King Island
44
26
1,677
47
Latrobe
404
47
8,518
45
835
62
Devonport
Waratah/Wynyard
Total
5,664
Tasmania (c)
23,702
50
13,485
39
101,927
41
477,077
40
(a) Data have been aggregated to local government areas from postcode data,
consequently, some figures have been rounded and confidentialised.
(b) This is a crude rate only. It has not been adjusted to take into account the
population eligible to receive payment. Therefore, care should be taken when
interpreting figures.
(c) Totals for Tasmania include those recipients whose local government area is
unknown.
(Source: Australian Bureau of Statistics 2006b)

Table 15 identifies the numbers of persons receiving a disability support
pension and the crude rate per thousand persons by the NW LGAs. It
indicates that Burnie and the Waratah/Wynyard LGAs have the highest levels
of disabled persons; significantly higher than the state rate. They are also
relatively young in age.

Approximately 8% of Mersey-Lyell students reported a disability in 2006
(National Centre for Vocational Education Research 2007a);

For the 2003-04 period 45.5% of disability service users identified their
primary disability as intellectual, a further 15.5% identified their primary
disability as physical. Approximately 43.7% of disability service users used
services in the Greater Hobart-Southern region, followed by 42.5% in the
Northern region and 16.1% in the Mersey-Lyell region.
3.3.5.The aged in the North West

The NW Tasmanian LGAs have about 11, 320 people (4,896 males and
6,424 females) over the age of 70 years. The percentage in each age group
by sex appears in Table 16. This shows that the proportion of males declines
more quickly than females until over 85 years it is about half of the number of
females.

During 2004-05, the Southern region had 89.1 operational aged care places
per 1,000 persons aged 70 and over, followed by the Northern region with
88.4 places and the North Western region with 82.6 places. The Southern
region also had the highest ratio of places allocated, at 98.8 places per 1,000
persons aged 70 and over.
Skills Tasmania
26
NW Tasmania Regional Training Demand Profile
Table 16: Percentage of Population in older age groups in NW LGAs and Tasmania (2006)
Age Group
North West LGAs
Tasmania
70-74 years
Male
3.8%
Female
Total
3.9%
3.8%
Male
3.4%
Female
Total
3.6%
3.5%
75-79 years
2.9%
3.3%
3.1%
2.8%
3.2%
3.0%
80-84 years
2.0%
2.9%
2.4%
1.9%
2.7%
2.3%
85-89 years
0.9%
1.5%
1.2%
0.8%
1.5%
1.2%
90-94 years
0.3%
0.6%
0.5%
0.3%
0.7%
0.5%
95-99 years
0.0%
0.2%
0.1%
0.1%
0.2%
0.1%
100 years and over
0.0%
0.0%
0.0%
0.0%
0.0%
0.0%
Source: Derived from Australian Bureau of Statistics (2007g)

The Community Aged Care Program supports people who are eligible for
residential care but have a preference to stay at home. In 2004-05, the
Northern region had 21.6 places per 1,000 persons aged 70 and over,
followed by the Southern region with 18.3 places and the North Western
region with 17.3 places.
3.3.6. Migrants in the North West

Since 2001, 1,185 international migrants have arrived, which is 13.8% of
people in the region born overseas 8. Thus, the North West of Tasmania is
quite homogeneous and white, English speaking;

44% of these have come from the UK or New Zealand and a further 5.9%
from South Africa. Of the remainder, 6.1% have come from the Philippines,
4.5% the Netherlands, 3.4% India, 3.4% Hong Kong, 2.4% Germany, 2.3%
Korea, and 1.6% Sri Lanka and Thailand;

In total, only 462 new migrants have arrived since 2004 and of these, 368
were from non-English speaking countries.
However, few (32) rate
themselves as not speaking English well or not at all.
3.4. Post-secondary educational participation rates
Vocational education and training (VET) participation rates increased by 7.4% from 1999
to 2002, compared with 3.5% nationally. 10.1% of Tasmanian 15-64 year olds
participated in VET in 2002, compared with a national average of 11.8%.
With 30.2% of its population holding an advanced diploma, diploma or certificate I to IV in
2002, Tasmania is close to the national average of 30.4%.
Participation in higher education by Tasmanian 15-64 year olds increased from 3.7% in
1996 to 4.6% in 2002, while the national rate rose from 4.7% to 5.3%. In some areas
though, poor participation in education and training beyond Year 10 has resulted in an
overall performance for Tasmania that remains below the national average:

Tasmania has the second lowest proportion of all people participating in formal
education and training (17.6% compared with a national average of 19.7%);

The state has the lowest proportion of all people who have attained post-Year 10
qualifications (52.2% compared with a national average of 67.3%);

Participation in education by 20-24 year olds remains well below the national
average at 28% compared with 37.2%;
8
The ABS explanation states that this variable records the year of arrival in Australia for people born overseas who
intend staying in Australia for at least one year. In 1996, data were collected in categories ranging from 'Before 1981'
to '1996'. For 2001 and 2006, data were collected by single year with valid responses in 2006 being in the range
1895 to 2006.
Skills Tasmania
27
NW Tasmania Regional Training Demand Profile
Table 17: Post-compulsory education and training participation rates 9 by sex for the NW LGAs 1996-2006 10
1996 Census
2001 Census
2006 Census
No. Males Male Part
No.
Female Part Total Part Total Part No. Males Male Part
No.
Female Part Total Part Total Part No. Males Male Part
No.
Female Part Total Part
Part
Rate
Females
Rate
Rate
Part
Rate
Females
Rate
Rate
Part
Rate
Females
Rate
Part
Part
Part
Total Part
Rate
Technical or Further Educational Institution(a):
Full-time student:
Aged 15-24 years
408
0.8%
409
0.8%
817
0.8%
488
1.0%
509
1.0%
997
1.0%
344
0.7%
401
0.8%
745
0.7%
85
0.2%
124
0.2%
209
0.2%
134
0.3%
178
0.4%
312
0.3%
93
0.2%
232
0.4%
325
0.3%
Aged 15-24 years
394
0.8%
286
0.6%
680
0.7%
319
0.7%
260
0.5%
579
0.6%
357
0.7%
233
0.5%
590
0.6%
Aged 25 years and over
475
1.0%
724
1.4%
1,199
1.2%
479
1.0%
808
1.6%
1,287
1.3%
436
0.9%
717
1.4%
1,153
1.1%
14
0.0%
9
0.0%
23
0.0%
15
0.0%
10
0.0%
25
0.0%
18
0.0%
17
0.0%
35
0.0%
1,552
3.1%
2,928
2.9%
1,435
3.0%
1,765
3.6%
3,200
3.3%
1,248
2.5%
1,600
3.1%
2,848
2.8%
Aged 25 years and over
Part-time student:
Full/Part-time student status not stated
Total
1,376
University or other tertiary Institution:
Full-time student:
Aged 15-24 years
71
0.1%
95
0.2%
166
0.2%
69
0.1%
141
0.3%
210
0.2%
96
0.2%
246
0.5%
342
0.3%
Aged 25 years and over
32
0.1%
53
0.1%
85
0.1%
84
0.2%
109
0.2%
193
0.2%
89
0.2%
179
0.3%
268
0.3%
35
0.1%
43
0.1%
78
0.1%
28
0.1%
45
0.1%
73
0.1%
25
0.1%
65
0.1%
90
0.1%
198
0.4%
293
0.6%
491
0.5%
185
0.4%
310
0.6%
495
0.5%
172
0.3%
343
0.7%
515
0.5%
7
0.0%
7
0.0%
5
0.0%
5
0.0%
10
0.0%
612
1.2%
978
1.0%
387
0.8%
838
1.6%
1,225
1.2%
Part-time student:
Aged 15-24 years
Aged 25 years and over
Full/Part-time student status not stated
Total
336
484
1.0%
820
0.8%
366
0.8%
Other type of Educational Institution:
Full-time student
56
0.1%
52
0.1%
108
0.1%
60
0.1%
61
0.1%
121
0.1%
66
0.1%
85
0.2%
151
0.1%
Part-time student
86
0.2%
156
0.3%
242
0.2%
114
0.2%
211
0.4%
325
0.3%
80
0.2%
198
0.4%
278
0.3%
3
0.0%
3
0.0%
4
0.0%
4
0.0%
6
0.0%
6
0.0%
0.4%
Full/Part-time student status not stated
Total
145
Type of educational institution not stated(b)
Total
9
208
0.4%
353
0.4%
178
0.4%
272
0.6%
450
0.5%
146
0.3%
289
0.6%
435
2,278
4.6%
2,653
5.2%
4,931
4.9%
1,956
4.1%
2,194
4.5%
4,150
4.3%
3,370
6.8%
3,526
6.8%
6,896
6.8%
4,135
8.4%
4,897
9.7%
9,032
9.1%
3,935
8.3%
4,843
9.8%
8,778
9.1%
5,151
10.4%
6,253
12.1%
11,404
11.3%
Calculated by dividing the number of persons of each gender in the NW participating at each educational level by the TOTAL number of persons of each gender in the REGION.
Includes 'Technical and Further Educational Institution (including TAFE colleges)
10
Skills Tasmania
28
NW Tasmania Regional Training Demand Profile
Cont’d…
Post-secondary educational participation rates

Only 37.9% of Tasmanian 24-year-olds have obtained a skilled vocational
qualification or higher, compared with a national average of 49.2% (MCEETYA,
2002).

Tasmania has by far the lowest proportion of its population with a bachelor
degree or higher at 11.4% compared to a national average of 17.8% (Department
of Education 2007). However, Table 17 provides more detail for the North West.

Please note in reading any tabular material regarding VET that the ABS term
‘Technical or Further Educational Institution’ encompasses VET providers
including TAFE institutions. In the interpretive text in this report, that sector will be
referred to as VET or ‘Vocational Education and Training’.

Table 17 shows that in the NW LGAs in 2006 11.3% people (11,404) participated
in post-compulsory education and training at a range of institutions

This is 30% above the 2001 participation level. Unfortunately, over half of the
respondents (6.8%) to the 2006 census were not sufficiently specific about the
type of institution they attended to be able to allocate them to an institution;

However, statistics published by the National Centre for Vocational Education
Research (NCVER) indicate that the NW has a slightly higher participation rate
than the state as a whole (Table 18).

Females were more likely to participate (12.1%) than males (10.4%);

However, VET attendance is 3% down on 1996 after peaking in 2001. This is so
for both males and females in the North West;

Table 18 also shows more detail on the participating age groups indicating that
Mersey-Lyell is ahead of the Tasmanian rate for 15-19 and 30-59 year olds;
Table 18: VET students, by age group and sex, Mersey-Lyell, Tasmania & Australia 2006
Mersey-Lyell
Age Group
Male
Female
14 years and under
(a)
(a)
Tasmania
Unknown
Total
Male
10
10
Female
1270
900
2170
5000
3630 (a)
20-24 years
980
610
1,580
4,410
2870
25-29 years
580
370 (a)
950
2540
1670 (a)
30-39 years
1110
930 (a)
2040
4640
3400 (a)
40-49 years
1080
1030 (a)
2110
3820
3700
50-59 years
640
560 (a)
1,200
2,320
2020 (a)
60-64 years
110
Female
5920
60
150
250
210 (a)
Not known
80
50 (a)
140
330
160
10 10,560 23,740
17980
Unknown
4,920 (a)
10,840
189,430
250
427850
7,300
163240
113,740
160
277140
4,220
89860
72,160
120
162140
8040
150160
140400
240
290800
7530
115670
141290
280
257250
4,340
69,980
80,740
190
150,920
460
12130
13780
30
25940
560
17650
24,040
780
42,470
110 41,830 878,190
795,660
10
10
70
50
3.5. Socio-economic indexes for areas (SEIFA) 11
There are four SEIFA indexes produced by the ABS. They relate to socio-economic
aspects of geographic areas. Each index summarises a different aspect of the socioeconomic conditions in an area. The indexes have been obtained by a technique called
principal components analysis. This technique summarises the information from a variety
of social and economic variables, calculating weights that will give the best summary for
the underlying variables. For the SEIFA indexes, each index uses a different set of
underlying variables.
Please note that the SEIFA Indexes based on the 2006 Census are not available until later in 2008.
Skills Tasmania
30610
2110 1,675,960
Source: National Centre for Vocational Education Research (2007e)
11
Total
8,640 238,180
690
90
4,620
Male
50
410
65 years and older
5,930
Total
30
15-19 years
Total
Australia
Unknown
29
NW Tasmania Regional Training Demand Profile
The three indexes for the NW LGAs follow. In interpreting the figures, the higher the
index, the higher the relative advantage.

Index of relative advantage\disadvantage - A new index, and is a continuum of
advantage to disadvantage. Low values indicate areas of disadvantage; and high
values indicate areas of advantage. A higher score on the Index of Relative
Socio-Economic Advantage/Disadvantage indicates that an area has attributes
such as a relatively high proportion of people with high incomes or a skilled
workforce. It also means an area has a low proportion of people with low incomes
and relatively few unskilled people in the workforce. Conversely, a low score on
the index indicates that an area has a higher proportion of individuals with low
incomes, more employees in unskilled occupations, etc.; and a low proportion of
people with high incomes or in skilled occupations.
o
The Tasmanian Index is 948 and ranks lowest of all the states; the
highest is the ACT with 1122.
Figure 5: SEIFA index of relative advantage/disadvantage (2001)
Waratah/Wynyard (M)
Latrobe (M)
King Island (M)
Kentish (M)
Devonport (C)
Circular Head (M)
Central Coast (M)
Burnie (C)
840
860
880
900
920
940
960
Relative Advantage/Disadvantage Index

o
It is also apparent that the NW is disadvantaged relative to the state
index, although King Island is close to the state level;
o
Within the NW, Kentish and Circular Head are the most disadvantaged.
Index of economic resources - This index reflects the income and expenditure
of families, such as income and rent. Additionally, variables which reflect wealth,
such as dwelling size, are also included. The income variables are specified by
family structure, since this affects disposable income. This index excludes
Education and Occupation variables because they are not direct measures of
economic resources.
A higher score on the Index of Economic Resources indicates that the area has a
higher proportion of families on high income, a lower proportion of low income
families, and more households living in large houses i.e. four or more bedrooms.
A low score indicates the area has a relatively high proportion of households on
low incomes and living in small dwellings.
o
The Tasmanian Index is 935 and ranks the lowest of all the states; the
highest is the ACT with 1113.
o
Again all the NW LGAs are relatively disadvantaged to the state as a
whole with Kentish being significantly more so than the other NW LGAs.
Skills Tasmania
30
NW Tasmania Regional Training Demand Profile
Figure 6: SEIFA index of economic resources (2001)
Waratah/Wynyard (M)
Latrobe (M)
King Island (M)
Kentish (M)
Devonport (C)
Circular Head (M)
Central Coast (M)
Burnie (C)
820
840
860
880
900
920
940
960
980
Index of Economic Resources

Index of education and occupation – This index is designed to reflect the
educational and occupational structure of communities. The education variables
in this index show either the level of qualification achieved or whether further
education is being undertaken. The occupation variables classify the workforce
into the major groups of the Australian Standard Classification of Occupations
(ASCO) and the unemployed. This index does not include any income variables.
An area with a high score on this index would have a high concentration of
people with higher education qualifications or undergoing further education, with
a high percentage of people employed in more skilled occupations. A low score
indicates an area with concentrations of either people with low educational
attainment, people employed in unskilled occupations, or the unemployed.
o
The Tasmanian Index is 962 and ranks the lowest of all the states; the
highest is again the ACT with 1113.
o
Circular Head and Kentish are significantly disadvantaged whilst,
interestingly, King Island is not.
Figure 7: SEIFA index of education and occupation (2001)
Waratah/Wynyard (M)
Latrobe (M)
King Island (M)
Kentish (M)
Devonport (C)
Circular Head (M)
Central Coast (M)
Burnie (C)
850
860
870
880
890
900
910
920
930
940
Index of Education & Occupation
The linkage between education and training, skill and socio-economic is a complex issue
well beyond the scope of this report. However, the ABS analysis of level of educational
attainment in some urban areas in Devonport and Burnie in Table 19 adds a further, more
Skills Tasmania
31
NW Tasmania Regional Training Demand Profile
detailed level of analysis of this link in some of the most disadvantaged areas of the NW
LGAs (unfortunately this level of analysis is not available for rural LGAs).
Table 19: 2027.6 Tasmanian population census data: Burnie and Devonport suburbs – nonschool qualification by level of education (2006)
Devonport
Suburb
Population
Grad Dip/Grad
Cert
Bachelor
Degree
Adv Dip &
Dip
Cert
Total
Quals
% with HE % with VET Not Desc % Not
Quals
Quals
Desc
Ambleside
754
9
9
48
36
133
302
8.8%
22.4%
67
9%
Devonport
13,945
78
84
714
656
2,074
4,995
6.3%
19.6%
1,389
10%
East Devonport
4,179
8
13
88
111
548
1,263
2.6%
15.8%
495
12%
Hillcrest
1,071
6
7
37
37
139
361
4.7%
16.4%
135
13%
Miandetta
1,761
7
13
81
92
303
677
5.7%
22.4%
181
10%
Quoiba
424
0
0
8
7
62
114
1.9%
16.3%
37
9%
Spreyton
935
3
0
29
30
187
319
3.4%
23.2%
70
7%
Stony Rise
323
0
3
20
13
45
106
7.1%
18.0%
25
8%
23,392
111
129
1,025
982
3,491
8,137
5.4%
19.1%
2,399
10%
7%
Sub-total
Acton
Burnie
Postgrad
Degree
1,347
3
0
24
31
181
335
2.0%
15.7%
96
Brooklyn
502
3
0
12
25
93
179
3.0%
23.5%
46
9%
Burnie
561
8
3
55
25
85
244
11.8%
19.6%
68
12%
Cooee
576
4
0
26
22
87
201
5.2%
18.9%
62
11%
Emu Heights
206
0
0
6
5
38
64
2.9%
20.9%
15
7%
Havenview
714
0
0
13
25
134
232
1.8%
22.3%
60
8%
1,312
9
3
66
47
196
447
5.9%
18.5%
126
10%
12%
Montello
Ocean Vista
395
4
0
24
23
69
168
7.1%
23.3%
48
2,036
21
27
160
129
318
789
10.2%
22.0%
134
7%
890
14
12
99
72
134
430
14.0%
23.1%
99
11%
Romaine
1,748
5
12
70
56
318
596
5.0%
21.4%
135
8%
Shorewell Park
1,935
4
4
43
34
160
571
2.6%
10.0%
326
17%
Somerset
Park Grove
Parklands
3,077
11
15
101
108
442
1,011
4.1%
17.9%
334
11%
South Burnie
385
4
4
24
19
61
154
8.3%
20.8%
42
11%
Upper Burnie
1,979
3
7
65
71
279
628
3.8%
17.7%
203
10%
234
5
0
5
8
33
69
4.3%
17.5%
18
8%
Sub-total
17,897
98
87
793
700
2,628
6,118
5.5%
18.6%
1,812
10%
Total Bur-Dev
41,289
209
216
1,818
1,682
6,119
14,255
5.4%
18.9%
4,211
10%
Wivenhoe
Source: Derived from Australian Bureau of Statistics (2007l)
Table 19 outlines the participation rates of each suburb in Devonport and Burnie; that is, it
compares those at either the HE or the VET level participating in education with the total
population in that suburb. From this it appears that:

In the Devonport area: East Devonport and Quoiba are relatively educationally
disadvantaged at both HE and VET levels;

In the Burnie area: Acton, Shorewell, Somerset, Upper Burnie and Wivenhoe are
relatively disadvantaged at both HE and VET levels;

Other areas are somewhat dominated by VET qualified people but that is not
imputed in this report to indicate disadvantage without other indicators being
available. Such areas are: in Devonport, Ambleside, Hillcrest, Miandetta and
Spreyton; and in Burnie, Brooklyn, Cooee, Havenview, Ocean Vista, Park Grove,
Parklands and Romaine.
Skills Tasmania
32
NW Tasmania Regional Training Demand Profile
3.6. Conclusions

The NW has 21% of the state’s population. It is relatively homogeneous, ageing
faster than any other in the nation, has shortages of those in the child raising age
groups and has the lowest labour participation rates in the country;

Those in Circular Head, Kentish (who have to drive more than ½ an hour for
training) and King Islanders (isolated by water) are more disadvantaged in terms
of VET;

Waratah/Wynyard, Central Coast and Latrobe act as ‘dormitory suburbs’ for the
major centres of Burnie and Devonport;

King Island has a larger proportion of people on a high income compared with the
other LGAs;

Kentish, Waratah/Wynyard, Circular Head and Latrobe have slightly higher
proportions of people on low incomes;

The retail, accommodation, health care, manufacturing and agriculture industries
have the highest proportions of people with low incomes;

Manufacturing, mining, health and education industries have the highest
proportions of highly paid jobs;

Indigenous People have high participation rates in education and training and
lower employment. They are growing faster than the rest of the NW population
but in other demographic respects are quite similar to the main population.
Younger Indigenous women are less involved in education whilst older women
are more likely to be involved. This is consistent with national statistics.
Indigenous people are engaged with lower levels of education but participate at
less than half the state rate for higher education;

Young people under 20 years make up 23% of the NW population. Educational
participation has fallen in recent years;

Women in the NW are more likely to be involved in sole parenting, earn less and
have increasingly being participating in VET and Higher Education;

The NW has a higher percentage of disabled people than the rest of the state;
about 8% of students reporting a disability of some form;

There are 11,320 people (11.2%) over the age of 70 years. The region has less
aged care places per thousand than the north or the south;

The coast attracts mainly English peaking migrants and only 32, out of the 368
from non-English speaking countries arriving since 2004, rate themselves as
being poor in English language skills;

Tasmania has the second lowest post-compulsory education and training
participation rates of the states, although the NW has a slightly higher
participation rate than the state;

The Kentish LGA is the most relatively disadvantaged municipality in the NW
according the ABS SEIFA index. King Island has the highest rating. In the main
urban centres several suburbs stand out as most educationally disadvantaged;
East Devonport, Quoiba, Acton, Shorewell, Somerset, Upper Burnie and
Wivenhoe.
Skills Tasmania
33
NW Tasmania Regional Training Demand Profile
4. Profile of NW education and training delivery
Post-compulsory education and training in the North West of Tasmania is provided by several
government and non-government sources:


Higher Education:
o
University of Tasmania
o
Other universities, mainly Australian-based but some international distance
education occurs (e.g. University of London). There is no way of determining
the size and nature of this provision;
o
Professional bodies accredited either independently or under the auspices of
a registered Australian university (e.g. The Association of Professional
Engineers, Scientists & Managers, Australia or the AMA);
Vocational Education and Training:
o
Institute of TAFE Tasmania – training statistics from the VET Provider
Collection 2002-06 form the basis for this section of the report;
o
Other Australian TAFE institutes - there is no way of determining the size and
nature of this provision;
o
Other registered training organisations (RTOs), i.e. registered private training
organisations that may or may not be in receipt of government funds to
provide accredited training programs under the Australian Quality Training
Framework (AQTF). Only the training conducted using government funding
can be determined;
o
Commercial training or non-accredited training conducted on a contracted
basis by public or private organisations. If conducted by a public organisation,
the training statistics may be included in this report, however it is likely that
training by private training or consulting organisations is confidential and not
disclosed;
o
Non-accredited training of a vocational nature may be delivered into NW
Tasmania by overseas private or public organisations and is not identifiable
e.g. City & Guilds training.
4.1. Vocational Education and Training provision
12
TAFE Tasmania has carried out 79% of all training. VET in schools accounts for 5% and
Private RTOs 16%. There were 45 state-based private RTOs included in the data.
Table 20 (following page) indicates that:

The proportion of TAFE funding is growing in the NW;

Fee for service programs are down by about 12% on the 2004 peak;

Non-User Choice funded enrolments have remained relatively constant;

User Choice funded places have been increasing since 2004;

The TAFE and VET in Schools proportions have been increasing since 2004 at
the expense of the private RTOs.
4.2. Registered Training Organisations (RTOs)
12
Please note that RTO information is confidential and that the names of the organisation can not be released. It is
also not compulsory for non-TAFE RTOs to report fee-for-service activity thus some RTOs do not report data in the
VET Provider Collection, and hence the following data may be understated.
Skills Tasmania
34
NW Tasmania Regional Training Demand Profile

There are 131 RTOs with Tasmania as the principal place of registration and
many others registered in other states/territories that have notified on the NTIS
that they deliver in Tasmania;

There are 18 RTOs with their Head Office in the NW Region (as defined in the
TDP project), not including TAFE;

The majority of RTOs, some 76 in all, cite Hobart or the southern region as the
principal place of registration.
Table 20: Sources of training funding for VET in North West Tasmania
(2002-06)
2002
User Non-User
choice
Choice
Fee for
service
VET in
schools
DEST
funded
Total
% by
funding
TAFE
1,038
6,225
2,498
67
9,828
77
Non- TAFE
1,183
411
682
697
2,973
23
Grand Total
2,221
6,636
3,180
764
12,801
17
52
25
6
TAFE
1,142
6,313
2,674
74
10,203
77
Non- TAFE
1,106
493
676
723
2,998
23
Grand Total
2,248
6,806
3,350
797
13,201
17
52
25
6
% by Sector
2003
% by Sector
2004
TAFE
1,256
6,138
3,335
43
10,772
78
Non- TAFE
961
546
780
709
2,996
22
Grand Total
2,217
6,684
4,115
752
13,768
16
49
30
5
TAFE
1,471
6,159
3,239
62
10,931
80
Non- TAFE
1,039
408
532
691
2,670
20
Grand Total
2,510
6,567
3,771
753
13,601
18
48
28
6
TAFE
1,586
6,242
3,125
732
0
11,685
83
Non- TAFE
1,215
541
504
102
4
2,366
17
Grand Total
2,801
6,783
3,629
834
14,051
% by Sector
20
48
26
6
4
0
% by Sector
2005
% by Sector
2006
Source: VET Provider Collections 2002 – 2006
Table 21 (overleaf) shows that:

The majority of training is funded and delivered through the TAFE Purchase
Agreement and fee for service arrangements – Competitive Bids and VET in
Schools is only 14% of the total;

50% of funded places are at Certificate III level or above;
Skills Tasmania
35
NW Tasmania Regional Training Demand Profile
Table 21: NW enrolments by AQF level and funding source (2002-06)
Level of Training
Comp
Bids
Advanced Diploma
DEST
Funded
Envw.
Tourism
Fee for
Service
41
Bridging & Enabling Courses
Not Identifiable by Level
Overseas
Student
Purchase
Agrmnt
User
Choice
VET in
Schools
Grand
Total
%
33
501
6
0%
1,314
3,399
159
1,907
7,982
12%
575
6
1%
Certificate I
1,203
Certificate II
2,305
403
3,486
8,024
2,714
1,498
18,430
27%
Certificate III
666
3
107
4,888
6,509
8,847
129
21,149
31%
Certificate IV
466
1
49
3,372
3,665
263
18
7,834
12%
Diploma
Education not elsewhere
classified
372
568
3,473
10
4,423
7%
21
18
Other Non-award Courses
Statement of Attainment Not
Identifiable by Level
160
50
3,392
37
1,035
4
962
1,239
12
89
Year 12
Grand Total
% of total training
4
6,254
4
634
18,045
6
26,936
11,997
3,552
9%
0%
1%
27%
0%
40%
18%
5%
39
0%
3,639
5%
3,244
5%
101
0%
67,422
Source: VET Provider Collections 2002 – 2006
Table 22: Number of trainees as a proportion of all enrolments in each industry
in the North West (2002-06)
Inustry Output Group (IOG)
Business and Financial Services
Total No.
Enrolments Trainees
%
13,568
2,854
21%
Tourism
6,950
1,282
18%
Agriculture, Aquaculture, Fishing, Food and Beverages
5,921
1,084
18%
IT, Communications & Advanced Technology
5,777
94
2%
General education & personal development
5,226
75
1%
Building and Construction
4,003
1,080
27%
Health and Community Services
3,918
517
13%
Automotive
3,220
1,208
38%
Engineering and Manufacturing
2,734
631
23%
Mining and Mineral Processing
1,977
381
19%
Retail and wholesale sales and service
1,920
1,147
60%
Energy Industries
1,698
617
36%
Transport distribution & storage
1,493
654
44%
Arts
1,433
37
3%
Forestry, Timber and Paper
1,371
144
11%
Textiles, Clothing and Footwear
1,269
322
25%
Generic
1,152
Government Services (include. Water supply)
1,103
88
8%
Marine Manufacturing
797
674
85%
Hairdressing & personal services
734
333
45%
Environmental Industries
445
17
4%
Sport and Recreation
303
40
13%
Other manufacturing (incl. Furniture)
296
136
46%
Printing
114
22
19%
67,422
13,437
20%
Grand Total
0%
Note: IOG is a Skills Tasmania grouping of related industries
Source: VET Provider Collections 2002 – 2006
Skills Tasmania
36
NW Tasmania Regional Training Demand Profile
4.3. Number of Trainees compared to number of all students
Traineeship details were not part of the 2002 VET Provider Collection. In 2003 25% of
enrolments were trainees with the total dropping to 20% for 2004. The figure remained
static at 26% for both 2005 and 2006.
Table 22 (previous) shows the proportion of all enrolments from 2002-06 in each industry
that were trainees. It indicates that the marine manufacturing (85%) and retail industry
(60%) are the most heavily reliant on trainees, followed by other manufacturing (46%),
hairdressing (45%), automotive (38%) and energy (36%).
Table 24: Number of completed VET qualifications
by year (2002-06)
Year
Enrolments
2002
12,801
Qualifications % completed
Completed
3,431
Table 23: Number of qualifications
awarded by AQF level (2002-06)
AQF Level
Number
Awarded
27%
Year 12
3,197
22
2003
13,201
5,677
43%
Certificate I
2004
13,768
5,446
40%
Certificate II
6,345
41%
Certificate III
7,480
36%
Certificate IV
3,931
Diploma
2,238
2005
13,601
2006
14,051
Grand Total
67,422
5,623
5,110
25,287
38%
Advanced Diploma
Source: VET Provider Collections 2002 – 2006
424
Education not elsewhere classified
7
Other Non-award Courses
Statement of Attainment Not
Identifiable by Level
Grand Total
633
1,010
25,287
Source: VET Provider Collections 2002 – 2006
4.3.1.How many students complete their qualification?
Table 23 shows the number of qualifications awarded by AQF level, 2002-06. Fifty
per cent were for Advanced Diploma to Certificate III, 27% at Certificate II and 14% at
Certificate I levels.
In Table 24, please note that the 2006 qualifications awarded data will increase. This
is due to a lag as some 2006 completions will be reported in the 2007 data, and some
students are awarded their qualification in the year following completion of training. 13
Table 24 indicates that completion rates have been increasing significantly in the
period 2002-06 to 38%.
4.3.2.Where do the students come from?
This section relates to Section 4.1 earlier and Tables 2 and 3 that indicated the
approximate travelling times and distances of students in NW locations. Table 25
indicates that NW students nominate home address postcodes centred, as might be
expected from the major urban areas of Burnie and Devonport and their dormitory or
feeder towns.
Table 25 (overleaf) indicates that:

About 50% students are focused around Devonport;
13
Many students do not complete in the year of commencement. This slower progression is frequently
due to employment or personal circumstances. Such flexibility is a characteristic and imperative in the
VET sector.
Skills Tasmania
37
NW Tasmania Regional Training Demand Profile

17.2% of western students drive for over half an hour to a major VET centre;

Only small numbers of students come from the Kentish area (4.4%).
Table 25: NW students by home address
Student
Postcode
Locality
Total
%
7305
Kentish - Railton, Sunnyside
865
1.3
7306
Kentish - Western side
2,113
3.1
7307
Pt Sorell, W/Vale, Sassafras
4,945
7.3
17,873
26.5
8,615
12.8
7310
Devonport, Forth, Spreyton, Wilmot
7315
Ulverstone region
7316
Penguin, Sth Riana
7320
Burnie
7321
Boart Harbour, Detention R., Stowport
2,720
4
7322
Somerset
2,594
3.8
7325
Wynyard, Table Cape, Takone
5,592
8.3
7330
Smithton, Arthur R., Far North West
5,518
8.2
7331
Stanley
502
67,422
0.7
Grand Total
3,767
5.6
12,318
18.3
Source: VET Provider Collections 2002 – 2006
4.3.3.Student satisfaction with their training outcomes
Table 26 (overleaf) indicates that VET delivery is performing quite well against the
state average:


NW graduating students are:
o
Marginally less likely than the state average to find employment by
the end of the May following graduation from their training
o
They are more likely than the rest of the state to find employment
before training (77.4%);
o
More likely to enrol in another VET course than the rest of the state
but are less likely to enrol in a university course; probably reflecting
the limited offering of courses at the University of Tasmania’s Cradle
Coast Campus in Burnie compared with the larger campuses in
Hobart and Launceston;
o
Have similar motives for undertaking training as the rest of the state,
but of these they were less likely to have undertaken training for
personal development reasons. This may reflect slightly different
community values placed on training;
o
More likely than students across the state to be satisfied with their
training outcomes and its relevance to their job;
o
Over time (2003-07), these figures for the state have generally
improved although those for the level of engagement with education
after graduation has fallen significantly with regard to VET and
increased slightly for higher education. Satisfaction with training
outcomes and relevance to occupation has increased significantly
over the period.
Module Completers, on the other hand, were:
Skills Tasmania
38
NW Tasmania Regional Training Demand Profile
o
More likely to be employed after completing their training and to find
a job just prior to undertaking training;
o
More likely to be employed or in further study than the rest of the
state and so could be said to have benefited more from their single
module-oriented training than their contemporaries;
o
More likely to be satisfied with their training outcomes but, somewhat
paradoxically, to see less employment related relevance in their
training.
Table 26: Key findings for graduates and module completers, NW region of Tasmania, 2007 (All VET
providers)
North West
Tasmania
Graduates
Module
completers
Graduates
Module
completers
%
%
%
%
Employed
81.2
86.1
81.7
77.8
Not employed a
18.8
13.9
18.3
22.2
Unemployed
10.2
7.4
8.7
9.1
Not in the labour force
7.8
5.3*
9.2
12.0
Employed before training
77.4
82.9
76.4
75.5
Difference in proportion employed from before training to after
3.8
3.2
5.3
2.3
Not employed before commencing the training and employed after
10.0
8.0*
12.0
9.9
Employed in first full-time job after training b
14.1
12.0*
15.7
12.7
Employed or in further study after training b,c
89.5
87.1
89.6
78.6
Enrolled in further study after training:b
33.1
**
30.0
3.3*
Studying at university b
3.5*
**
5.3
3.3*
Studying at TAFE institute b
19.6
na
15.3
na
Studying at private provider or other registered provider b
9.8
na
9.2
na
Employment-related outcome
81.4
71.4
81.3
73.9
Further study outcome
2.5*
0.0
1.5
**
Personal development outcome
16.1
28.6
17.2
25.7
Employment and further study outcomes
After training (as at 25 May 2007):
Training
Reasons for undertaking the training:
Training was part of an apprenticeship or traineeship b
22.1
7.1
19.8
9.1
Received some recognition for prior learning towards the training b
27.2
13.8
26.8
14.1
Satisfied with the overall quality of training
93.0
92.1
90.0
83.7
Fully or partly achieved their main reason for doing the training
89.1
80.2
88.6
79.2
Reported that the training was highly or somewhat relevant to their current job
81.7
52.5
78.3
57.9
Received at least one job-related benefit
70.1
44.0
70.9
48.2
Satisfaction outcomes
Benefits of training
Of those employed at May 2007:
Notes
a 'Not Employed' is defined as unemployed (looking for full-time or part-time work), not in the labour force, or not employed (no further information)
b These questions are not asked of students from community education providers. Therefore, the percentage reported represents the proportion of graduates, or module
completers, respectively, excluding those from community education providers.
c 'Employed or in further study after training' for module completers is defined as employed after completing a module of VET or going onto further study at university as,
by definition, the only further study captured for module completers
* The estimate has a relative standard error greater than 25% and therefore should be used with caution.
** NCVER does not report on estimates based on less than five respondents because the estimates are unreliable.
d This data set is based on 431 Graduates and 116 Module Completers which, when weighted, is estimated by NCVER to be equivilent to 4,135 Graduates and 1,466
Module Completers from the state total of 15,910 Graduates and 5,450 Module Completers. Thus, this represents a valid sample size.
Source: National Centre for Vocational Education Research (2007b)

Appendix 2 presents the national key findings for graduates and module
completers from all VET providers by state/territory. This shows that:
Skills Tasmania
39
NW Tasmania Regional Training Demand Profile
o
Overall Tasmania’s VET exhibits mediocre performance on most
parameters for graduates and marginally better for module
completers;
o
However, the NW, exhibiting generally slightly better performance on
student feedback, shows up well against the national performance.
4.3.4.What do employers think of the VET system?
Specific data is not available for the North West however the following points have
emerged at the state level. Some of the points emerging from this NCVER survey
appear below: 14

Tasmania enjoys a quite high ranking for overall employer satisfaction with
the VET training system when compared to the other states;

Tasmanian employers generally had a high regard for the importance of the
nationally recognised training system in meeting skill needs;

Employers claimed less need for full qualifications for their jobs, were less
likely to regard VET qualifications as being very important and were quite
satisfied with the VET qualifications of their current staff. Yet they had the
highest level of employment of apprentices and were more satisfied with
them meeting their skill needs than all other states. This latter point may be a
function of the high proportion of small businesses in Tasmania that are more
reliant on the public system for training;

Tasmanian employers also claimed that they had one of the lowest uses of all
states of TAFE itself for the majority of their formal training and had a
moderate use of external registered providers or provision of in-house
accredited training;

Tasmanian employers also regarded unaccredited training as very important
(92.4%, Australia 93.8%) to meeting their skill needs and a high level of
satisfaction with it (95.9%, Australia 92.5%). Interestingly, 58% reported that
there was no equivalent accredited training and 30% did not explore that
option (comparable to other states). Use of the unaccredited training system
increases with organisational size, possibly because of the capacity to pay;

Interest in engaging with the formal VET training system increases with
organisational size (number of employees) and with its past engagement of
the company and managers with the system (National Centre for Vocational
Education Research 2007d).
14
When referring to the original survey results (available on the NCVER web site) readers should be aware that this
is a self-rating attitudinal survey which at times produces apparently contradictory results.
Skills Tasmania
40
NW Tasmania Regional Training Demand Profile
4.4. Conclusions:

There are 18 RTOs in the region;

40% of training occurs through the TAFE purchase agreement;

The marine engineering and retail sectors are the most reliant on traineeships
for their new entrants;

The number of completed VET qualifications has increased between 200206;

50% of VET qualifications awarded are now at Certificate III or above;

About 50% of students come from around Devonport (but few drive from
Kentish) and over 17% drive for over half an hour to a major VET centre;

NW students claimed a high degree of satisfaction with and employment
success from completing their VET course.

On completion NW students are more likely to enrol in another VET course;
and less likely to enrol in a university course than the state;

Employers rate the overall Tasmanian VET system highly although there are
some anomalies in their responses. Non-accredited training is important and
is regarded highly. Whilst they believed that there was no equivalent in the
formal system, they generally did not investigate that view;

The main VET effort in the NW is:
o
Business and financial services – 20.1%
o
Tourism – 10.3%
o
Agriculture, Aquaculture, Fishing, Food & Beverages – 8.8%
o
IT and communications – 8.6%
o
General education – 7.8%
o
Building and construction – 5.9%
o
Health and community services – 5.8%
o
Automotive – 4.8%
o
Engineering and manufacturing – 4.1%
o
Mining – 2.9%
o
Retail – 2.8%
Skills Tasmania
41
NW Tasmania Regional Training Demand Profile
5. The Labour Market
5.1. Unemployment and labour force participation
5.1.1.Tasmania
Since April 2002, employment in Tasmania has risen by 29,900 or 15.1%, compared
to 14% nationally. In January 2008, the level of employment in Tasmania increased
by 0.1 per cent (in trend terms) to 230 500 persons. The number of Tasmanians
employed in January 2008 is estimated to be 2.9 per cent, or 6 500 persons, above
the number in January 2007. In the past five years, 64 per cent of employment growth
has been in full time positions (in trend terms).
Tasmania’s participation rate increased by 0.1 of a percentage point in January 2008
to 61.2 per cent (in trend terms). The current rate is one percentage point higher than
the rate of one year earlier. The Tasmanian participation rate has been trending
upwards since a low of 57.7 per cent in March and April 2002.
Tasmania’s unemployment rate remained steady at 5.3 per cent in January 2008 (in
trend terms). The current rate is the highest of all the states and territories, but is 0.4
percentage points below the rate in January 2007 and is now only one percentage
point above the national rate, compared to 1.2 percentage points in January 2007.
The main employment growth industries in Tasmania were: accommodation, cafes
and restaurants (up 3,300 persons); government, administration and defence (up
1,800 persons); education (up 1,500 persons) and transport and storage (up 1,300
persons) (Hawkes 2008).
The Tasmanian Treasury forecasts that 6000 new jobs will be created in 2007-08,
with an employment growth of 2.25%.
The unemployment rate for February 2008 stands at 5.3%. The year average
unemployment rate in 2006-07 was 5.7%. The Treasury forecast for 2007-08 year
average unemployment rate is 5.5% (Department of Infrastructure Energy and
Resources 2007).
5.1.2.Mersey-Lyell
The latest (December, 2007) labour market snapshot for the Mersey-Lyell region
appears in Table 27 below. It should be noted that in the key measures of
employment and unemployment rates, the NW is marginally in a poorer position than
the state as a whole.
Table 27: Mersey-Lyell unemployment rate change 2006-07
Statistical Local Areas (SLAs)
Unemployment Unemployed Unemployment Unemployed
Rate
Rate
Sept. 2006
Sept. 2006
Sept. 2007
Sept. 2007
Labour Force
(Not
Employment) #
Sept. 2007
Burnie (C) - Pt A
10.3%
865
9.6%
782
8,132
Burnie (C) - Pt B
7.1%
80
6.1%
67
1,098
Central Coast (M) - Pt A
8.1%
695
7.1%
593
8,366
Central Coast (M) - Pt B
6.8%
125
6.1%
108
1,784
Devonport (C)
9.8%
1,190
9.0%
1,056
11,764
Kentish (M)
9.4%
256
8.9%
235
2,642
Latrobe (M) - Pt A
8.3%
326
7.5%
287
3,824
Latrobe (M) - Pt B*
6.3%
29
5.8%
26
445
Source: Australian Federal Department of Education - Employment and Workplace
Relations (2008)
Skills Tasmania
42
NW Tasmania Regional Training Demand Profile
Figure 8: Civilian population by labour force status (15+), December
2007
Persons
Not in the Labour
Force
Unemployed
Part-Time
Not in the Labour Force
Unemployed Part-Time
Unemployed FullTime
Unemployed Full-Time
Employed Part-Time
Employed Full-Time
Employed PartTime
Employed FullTime
-
10
20
30
40
Source: Australian Federal Department of Education - Employment and Workplace
Relations (2008)
Table 27 illustrates the sharp drop in 12 months across the main urban areas in the
Mersey-Lyell region.15 In the major centres unemployment has dropped 1% or more
in one year and since 1996, overall those not in the labour force have dropped from
42% to 39%.
The nature of regional employment

The four largest industries for employment in the NW are:
o
Retail trades – 13%
o
Manufacturing – 13%
o
Health care and social assistance – 11%
o
Construction - 7%

Figure 8 shows visually the civilian population labour force status in
December 2007. Apart from the low level of unemployed, the outstanding
feature is that those not in the labour force exceeds those that are. Whilst the
explanation for this is complex and includes many people who are unable to
work because of age, infirmity or personal circumstances, this segment of the
existing population provides potential for engagement in the labour market.

Agriculture, forestry and fishing, generally regarded as a cornerstone of the
NW is ranked 8th with 5.8% and Mining has only a relatively small workforce
with 1.3% of regional employment (note, that despite the West Coast being
excluded from this report, many mining staff reside in the NW LGAs).
However, this section is focused on employment and both these industries,
as well as others listed, are significant wealth creators and so their overall
importance to the NW economy is much more important when other
parameters are considered.
15
Note that the rural areas have not been included because the low numbers in some LGAs may breach
confidentiality.
Skills Tasmania
43
NW Tasmania Regional Training Demand Profile

Generally, the nature of the surrounding region and/or the urban area
activities determines the relative importance of the various industries to each
of the LGAs. Table 28 (following) shows, for instance , that:
o
Manufacturing, health care and retail are the biggest employers for
Burnie whilst manufacturing, retail construction and health care are
the major employers in Devonport.
o
In the more rural LGAs such as Circular Head, Kentish and King
Island, agriculture, forestry and fishing and manufacturing are the
major employers;
o
Dormitory LGAs such as Latrobe, Waratah/Wynyard and Central
Coast somewhat reflect the emphases of the major centres but also
have a major provision of services such as health;
o
This balance of employment has both similarities and important
differences to the state balance of employment, particularly at an
LGA level where the overall population is small:

Retail trades is the largest state employer followed by health
care, manufacturing and public administration;

The importance of construction to the NW;

The significance of agriculture, forestry and fishing and the
associated food manufacturing are critical to local
economies.

The top two industries for employing men are manufacturing and construction
and they employ 33% of the workforce. However, for women the top two
industries are retail and accommodation and they employ 50% of women.

Table 29 (following) provides details of the occupations held by men and
women in the NW region. It shows:

o
That the top two occupational groups for men are technicians/trades
workers (27%) and labourers (16%) and for women clerical (22%)
and professionals (17%);
o
The balance of men and women employed in the more skilled
occupational groups, managers, professionals and technicians/trades
workers is interesting; 51% of men are employed in these
occupations but only 31% of women.
o
This balance is approximated at a state level.
There are differences between the LGAs:
o
In the urban LGAs there are a greater number of male
technicians/trades workers and labourers; and for females,
professionals and community and personal service workers;
o
In rural LGAs there is a much more pronounced dichotomy in the
occupations of men – managers or labourers and for women,
labourers and managers or clerical workers
o
Tables 28 – 31 are important tables for educational planners
because they correlate study areas and occupations thereby
giving guidance as to actual industry demand and should be
interpreted jointly, particularly for demand at an LGA level. However,
it should be noted that the qualification profiles of regions and LGAs
may well be influenced by supply rather than purely
business/occupational need factors.
Skills Tasmania
44
NW Tasmania Regional Training Demand Profile
Table 28: Employment by industry and gender for North Western LGAs
Burnie
Central Coast
Circular Head
Devonport
Kentish
King Is
Latrobe
War/Wyn
Reg Total
Tasmania
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
Agriculture, forestry & fishing
201
72
273
426
182
608
650
274
924
219
101
320
210
85
295
200
78
278
503
213
716
313
123
436
2,722
1,128
3,850
8,408
3,001
11,409
Mining
139
15
154
93
3
96
53
3
56
58
0
58
24
3
27
0
0
0
285
24
309
147
7
154
799
55
854
1,485
148
1,633
Manufacturing
933
188
1,121
894
298
1,192
524
225
749
1,005
400
1,405
240
76
316
109
79
188
2,623
475
3,098
560
116
676
6,888
1,857
8,745
16,186
4,989
21,175
Electricity, gas, water & waste services
36
4
40
80
13
93
14
3
17
95
5
100
29
3
32
5
0
5
1,685
160
1,845
30
3
33
1,974
191
2,165
2,275
622
2,897
Construction
345
46
391
550
61
611
169
21
190
611
68
679
152
15
167
39
3
42
2,562
261
2,823
311
37
348
4,739
512
5,251
12,294
1,383
13,677
Wholesale trade
223
69
292
204
93
297
99
44
143
300
106
406
64
24
88
24
10
34
521
181
702
188
75
263
1,623
602
2,225
5,269
2,064
7,333
Retail trade
481
610
1,091
403
571
974
111
211
322
571
754
1,325
99
159
258
21
45
66
1,509
2,442
3,951
218
363
581
3,413
5,155
8,568
10,348
14,089
24,437
Accommodation & food services
143
340
483
156
347
503
39
158
197
229
419
648
90
143
233
8
26
34
573
989
1,562
84
198
282
1,322
2,620
3,942
5,380
8,832
14,212
Transport, postal & warehousing
352
75
427
387
110
497
92
33
125
482
165
647
100
42
142
23
15
38
682
197
879
239
55
294
2,357
692
3,049
7,131
2,246
9,377
Information media & telecommunications
34
67
101
45
39
84
6
9
15
39
40
79
0
4
4
0
0
0
155
220
375
23
28
51
302
407
709
1,764
1,557
3,321
Financial & insurance services
47
99
146
37
86
123
8
28
36
50
101
151
3
13
16
0
0
0
201
457
658
19
52
71
365
836
1,201
2,037
3,296
5,333
Rental, hiring & real estate services
38
55
93
43
53
96
12
14
26
57
74
131
7
11
18
0
9
9
139
149
288
27
32
59
323
397
720
1,407
1,472
2,879
Professional, scientific & technical services
111
119
230
129
130
259
35
33
68
165
164
329
24
21
45
0
3
3
467
442
909
66
71
137
997
983
1,980
4,868
4,043
8,911
Administrative & support services
124
203
327
115
163
278
104
74
178
134
180
314
24
25
49
10
3
13
509
374
883
81
93
174
1,101
1,115
2,216
2,557
2,912
5,469
Public administration & safety
279
251
530
265
240
505
42
59
101
266
248
514
71
63
134
28
21
49
829
1,182
2,011
133
199
332
1,913
2,263
4,176
8,538
8,693
17,231
Education & training
163
404
567
240
496
736
45
172
217
235
514
749
33
90
123
12
37
49
622
1,612
2,234
115
310
425
1,465
3,635
5,100
5,431
11,498
16,929
Health care & social assistance
210
702
912
175
730
905
21
174
195
183
796
979
32
171
203
7
49
56
556
2,637
3,193
125
494
619
1,309
5,753
7,062
4,785
18,579
23,364
Arts & recreation services
20
13
33
22
25
47
9
9
18
50
34
84
16
16
32
6
0
6
123
133
256
12
6
18
258
236
494
1,528
1,386
2,914
Other services
181
95
276
176
130
306
43
40
83
191
171
362
37
32
69
7
6
13
566
388
954
109
77
186
1,310
939
2,249
3,869
3,174
7,043
Inadequately described/Not stated
125
63
188
135
79
214
59
44
103
164
102
266
50
28
78
20
11
31
419
249
668
81
63
144
1,053
639
1,692
3,249
1,946
5,195
4,185 3,490 7,675 4,575 3,849 8,424 2,135 1,628 3,763 5,104 4,442 9,546 1,305 1,024 2,329 519 395
914
Total
15,529 12,785 28,314 2,881 2,402 5,283 36,233 30,015 66,248 108,809 95,930 204,739
(a) Industry of employment was coded to the 2006 Australian and New Zealand Standard Industrial Classification (ANZSIC) edition. This has replaced the 1993 ANZSIC edition.
(b) Comprises employed persons who did not work any hours during the week prior to Census Night.
Skills Tasmania
45
NW Tasmania Regional Training Demand Profile
Table 29: Field of study by occupation for the NW region (2006)
Natural & Physical Sciences
Managers
Professionals
65
150
Technicians Community
Clerical &
Sales
Machinery
& Trade
& Personal Administrative Workers Operators
Workers
Service
Workers
& Drivers
Workers
42
14
17
0
11
Labourers
Inadequately
described/Not
Stated
Total
11
8
318
Information Technology
31
93
62
21
47
17
14
29
3
317
Engineering & Related Technologies
624
363
2,504
133
199
159
483
426
63
4,954
Architecture & Building
Agriculture, Environmental & Related
Studies
382
43
834
49
43
44
146
160
21
1,722
273
144
144
22
35
35
83
168
15
919
Health
150
1,336
45
350
106
37
7
30
0
2,061
Education
216
1,471
32
149
74
25
3
14
13
1,997
Management & Commerce
607
477
93
192
1,142
365
89
170
27
3,162
Society & Culture
141
507
66
878
152
52
18
63
13
1,890
Creative Arts
37
107
41
29
55
23
7
25
0
324
Food, Hospitality & Personal Services
156
32
552
218
95
137
65
172
13
1,440
Mixed Field Programmes
0
3
3
0
4
0
3
3
0
16
Field of study inadequately described
34
40
24
16
16
13
18
18
4
183
Field of study not stated
Total
196
61
269
167
125
162
216
347
100
1,643
2,912
4,827
4,711
2,238
2,110
1,069
1,163
1,636
280
20,946
Source: Data set commissioned by Strategic Alignment Associates from the Australian Bureau of Statistics (2008)
Skills Tasmania
46
NW Tasmania Regional Training Demand Profile
Table 30: Occupation by gender for North Western LGAs
Burnie
Managers
Professionals
Central Coast
Circular Head
Devonport
Kentish
King Is
Latrobe
War/Wyn
Reg Total
Tasmania
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
M
F
Total
512
270
782
756
382
1,138
553
317
870
676
336
1,012
268
101
369
169
73
242
1,785
946
2,731
426
247
673
5,145
2,672
7,817
17,413
8,877
26,290
512
724
1,236
108
174
282
570
761
1,331
100
132
232
26
58
84
1,651
2,372
4,023
267
422
689
3,707
5,215
8,922
16,021
19,871
35,892
243
1,436
369
74
443
1,319
220
1,539
316
54
370
73
17
90
4,845
618
5,463
732
118
850
9,907
1,509
11,416
25,139
4,818
29,957
473
572
1,045
1,060
165
1,225 1,193
Community & personal service workers
232
549
781
197
617
814
28
195
223
268
690
958
58
196
254
3
36
39
697
1,874
2,571
140
412
552
1,623
4,569
6,192
5,946
14,519
20,465
Clerical & administrative workers
229
874
1,103
224
739
963
56
257
313
244
921
1,165
43
190
233
9
57
66
782
3,167
3,949
133
511
644
1,720
6,716
8,436
6,622
22,034
28,656
Sales workers
295
574
869
273
530
803
62
157
219
416
697
1,113
44
144
188
4
34
38
948
2,231
3,179
176
329
505
2,218
4,696
6,914
7,418
12,885
20,303
Machinery operators & drivers
673
36
709
704
65
769
352
36
388
752
124
876
208
28
236
52
0
52
2,211
136
2,347
511
23
534
5,463
448
5,911
13,292
1,288
14,580
Labourers
633
413
1,046
641
509
1,150
575
388
963
766
632
1,398
241
153
394
175 114
289
2,325
1,227
3,552
456
307
763
5,812
3,743
9,555
15,130
10,439
25,569
Inadequately described/Not stated
78
35
113
75
40
115
36
29
65
91
63
154
26
27
53
14
18
285
212
497
42
33
75
647
443
1,090
1,829
1,203
3,032
Technicians & trades workers
Total
4
4,185 3,488 7,673 4,575 3,849 8,424 2,139 1,627 3,766 5,102 4,444 9,546 1,304 1,025 2,329 525 393
918
15,529 12,783 28,312 2,883 2,402 5,285 36,242 30,011 66,253 108,810 95,934 204,744
(a) Industry of employment was coded to the 2006 Australian and New Zealand Standard Industrial Classification (ANZSIC) edition. This has replaced the 1993 ANZSIC edition.
(b) Comprises employed persons who did not work any hours during the week prior to Census Night.
Table 31: Field of study of non-school qualification by gender for the NW LGAs and Tasmania
Burnie
Central Coast
M
56
F
29
02 Information Technology
48
20
03 Engineering and Related Technologies
917
46
04 Architecture and Building
229
6
235
412
8
05 Agriculture, Environmental and Related Studies
91
19
110
151
43
06 Health
136
293
429
87
07 Education
81
219
300
08 Management and Commerce
218
391
609
09 Society and Culture
92
256
10 Creative Arts
28
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
01 Natural and Physical Sciences
Not adequately desc or ns
Total
Total
85
M
F
Total
43
18
61
68
48
11
963
982
37
Circular Head
Total
22
Devonport
M
32
F
22
27
73
17
353
1,008
52
Kentish
M
10
F
12
7
59
1,019 341
420 101
20
12
3
104
456
0
456
194
143
26
169
101
25
126
325
412
23
99
122
100
339
152
334
486
24
110
134
145
228
462
690
62
134
196
317
348
113
324
437
23
89
112
48
76
22
35
57
0
15
97
145
242
124
154
278
51
3
3
6
0
7
7
191
122
313
220
159
379
F
0
King Is
Total
17
M
8
F
0
Latrobe
Total
8
M
136
F
129
War/Wyn
Total
265
M
31
F
14
Reg Total
Total
54
M
17
Total
45
90
11
3
14
3
0
3
197
67
264
17
8
1,060 251
13
264
116
12
128
4,506
147
4,653
658
18
86
0
86
29
3
32
1,262
42
1,304
186
7
193
42
23
65
28
8
36
232
97
329
104
33
137
439
19
75
94
6
35
41
313
1,161
1,474
60
241
301
359
504
17
66
83
12
39
51
351
931
1,282
72
210
495
812
52
102
154
19
34
53
784
1,340
2,124
119
247
107
358
465
25
64
89
6
21
27
384
1,099
1,483
53
15
21
46
67
0
16
16
6
6
12
135
156
291
67
118
162
204
366
41
62
103
25
14
39
381
505
0
0
0
0
0
0
0
0
0
0
0
0
0
88
53
141
275
182
457
71
32
103
27
19
46
785
2,187 1,597 3,784 2,582 1,917 4,499 873 640 1,513 2,797 2,099 4,896 632 456 1,088 285 191
476
Tasmania
M
F
Total
M
2,078
333
224
557
F
1,356
Total
3,434
25
404
146
550
1,847
515
2,362
676
8,779
337
9,116
20,097
1,005
21,102
2,761
69
2,830
7,829
305
8,134
892
274
1,166
3,304
906
4,210
744
2,568
3,312
2,788
8,996
11,784
282
854
2,268
3,122
2,876
7,524
10,400
366
1,799
3,205
5,004
7,086
10,698
17,784
209
262
803
2,420
3,223
3,795
8,424
12,219
26
20
46
238
342
580
1,314
1,689
3,003
886
61
106
167
942
1,257
2,199
3,109
4,007
7,116
10
10
3
0
3
6
20
26
48
53
101
481
1,266
130
87
217
1,787
1,135
2,922
4,966
3,574
8,540
9,466 6,165 15,631 1,520 1,200 2,720 20,342 14,265 34,607 61,137 49,052 110,189
Source: Data set commissioned by Strategic Alignment Associates from the Australian Bureau of Statistics (2008)
Skills Tasmania
47
NW Tasmania Regional Training Demand Profile


Tables 30 and 31 (previous) outline the field of study (FOS) of non-school
qualification by occupation and FOS by gender for the NW LGAs and
Tasmania. These show that:
o
The top two FOS for men are engineering (43%) and architecture
(14%) and the top two for women are management (22%) and health
(18%). Overall, Engineering (26%) ranks the highest.
o
Interestingly, this balance is very similar at an LGA level irrespective
of the type of LGA, urban or rural.
The FOS priorities are as follows:
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.

Engineering & Related Technologies
Management & Commerce
Health
Education
Society & Culture
Architecture & Building
Food, Hospitality & Personal Services
Agriculture, Environmental & Related Studies
Creative Arts
Natural & Physical Sciences
Information Technology
Similarly, Table 32 also indicates the region’s demand for occupations in
terms of those currently employed. In numerical terms, the priorities are:
1. Managers
2. Professionals
3. Technicians & Trade Workers
4. Community & Personal Service Workers
5. Clerical & Administrative Workers
6. Labourers
7. Sales Workers
8. Machinery Operators & Drivers

Analysis provides some insight into the FOS employed at an LGA level. This
is summarised in Table 32.
Table 32: Fields of study employed at a NW LGA level
Engineering & Related Technologies
Management & Commerce
Health
Burnie
Central
Coast
Circular
Head
Devonport
Kentish
King Is
Latrobe
War/Wyn
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
√
Education
Society & Culture
Architecture & Building
Food, Hospitality & Personal Services
Agriculture, Environmental & Related Studies
√
√
√
√
√
Creative Arts
Natural & Physical Sciences
Information Technology
Source: Derived from a data set commissioned by Strategic Alignment Associates from the Australian Bureau of
Statistics (2008)
Skills Tasmania
48
NW Tasmania Regional Training Demand Profile

At a VET level, the detail from Table 30 indicates that the Fields of Study and
Occupational Level priorities are as follows in Table 33.
Labourers
√
√
√
Health
√
√
Machinery Operators & Drivers
Clerical & Admin Workers
√
√
√
√
√
Management & Commerce
Sales Workers
Community & Pers Service Workers
Engineering & Related Technologies
Professionals
Managers
Field of Study/Occupational Level
Technicians & Trade Workers
Table 33: NW regional skill priorities by field of study and occupational level (2006)
√
Education
√
Society & Culture
Architecture & Building
Food, Hospitality & Personal Services
Agriculture, Environmental & Related Studies
√
√
√
√
√
√
√
√
√
Creative Arts
Natural & Physical Sciences
Information Technology
Source: Derived from a data set commissioned by Strategic Alignment Associates from the Australian Bureau of
Statistics (2008)
Further detail to an LGA level may be found in Appendices 3 and 4.
Table 34 (following) indicates the level of post-compulsory qualification by gender for
the NW LGAs and shows that:

Generally, the NW has a lower proportion of people than the state with
Advanced Diplomas or higher and a higher proportion of those below that
level;

The NW has a significantly lower proportion of graduate and postgraduate
qualified people than the state as a whole;

At a VET level the NW has less Advanced Diploma level persons, and;

Significantly MORE Certificate I – IV level qualified persons than the state as
a whole.

The NW has less female participation above Diploma level and more below it
than the state as a whole. The NW also has less male participation above
Diploma level and more below it than the state as a whole.
o
13.6% women (as a percentage of all persons in the region) hold
qualifications at or above Advanced Diploma level compared to men
(8.8%);
Skills Tasmania
49
NW Tasmania Regional Training Demand Profile
o


17.9% women and 32.3% of men hold a Diploma or less;
The proportion of people in each LGA (as a percentage of persons in their
own LGA) who possess post-secondary qualifications is as follows:
o
Burnie (C)
34.26%
o
Central Coast (M)
36.75%
o
Circular Head (M)
28.04%
o
Devonport (C)
35.23%
o
Kentish (M)
33.25%
o
King Island (M)
40.90%
o
Latrobe (M)
36.84%
o
Waratah/Wynyard (M)
34.30%
This shows clearly that King Island has a relatively high proportion of postsecondary qualified people whilst Circular Head has the lowest, closely
followed by Kentish.
Skills Tasmania
50
NW Tasmania Regional Training Demand Profile
Table 34: Level of Non-School Qualification by Gender for the NW LGAs and Tasmania (2006)
Burnie (C)
Level of education N/S
Male
Female
Persons
10 Postgraduate Degree Level, nfd
Male
Female
Persons
11 Doctoral Degree Level
Male
Female
Persons
12 Master Degree Level
Male
Female
Persons
20 Graduate Diploma & Graduate Certificate nfd
Male
Female
Persons
21 Graduate Diploma Level
Male
Female
Persons
22 Graduate Certificate Level
Male
Female
Persons
31 Bachelor Degree Level
Male
Female
Persons
40 Advanced Diploma & Diploma Level, nfd
Male
Female
Persons
41 Advanced Diploma & Assoc Degree
Male
Female
Persons
42 Diploma Level
Male
Female
Persons
50 Certificate Level, nfd
Male
Female
Persons
51 Certificate III & IV Level
Male
Female
Persons
52 Certificate I & II Level
Male
Female
Persons
Total Education
Male
Female
Persons
Central
Circular Devonport
Coast (M) Head (M)
(C)
Kentish
King
Latrobe
(M)
Island (M)
(M)
Waratah/ Total NW % Total Tasmania % Total
Wynyard
NW
Tas
(M)
788
1,077
1,863
898
1,158
2,061
289
295
585
1,025
1,361
2,388
261
273
536
97
80
177
383
411
798
563
666
1,228
4,298
5,320
9,624
12.2%
15.1%
27.4%
21,663
25,533
47,187
11.8%
13.9%
25.8%
0
0
0
3
0
3
0
0
0
3
4
9
0
0
0
0
0
0
3
3
5
3
0
3
7
8
14
0.0%
0.0%
0.0%
87
85
173
0.0%
0.0%
0.1%
27
3
35
24
7
31
0
3
3
17
8
30
3
4
9
0
3
3
8
3
12
17
3
19
98
38
133
0.3%
0.1%
0.4%
1,430
698
2,129
0.8%
0.4%
1.2%
49
30
82
33
36
69
3
4
9
49
40
89
12
10
23
3
0
6
13
16
33
22
29
49
190
168
356
0.5%
0.5%
1.0%
2,097
1,943
4,039
1.1%
1.1%
2.2%
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0.0%
0.0%
0.0%
0
0
0
0.0%
0.0%
0.0%
26
60
87
49
73
120
6
11
19
36
67
103
11
15
25
5
7
11
16
33
44
29
47
74
173
307
478
0.5%
0.9%
1.4%
1,345
2,199
3,545
0.7%
1.2%
1.9%
6
14
25
4
9
13
0
3
3
3
16
23
0
0
0
3
0
3
0
6
6
12
8
19
33
65
95
0.1%
0.2%
0.3%
283
483
764
0.2%
0.3%
0.4%
355
519
874
402
621
1,023
95
178
271
439
692
1,130
82
128
212
29
73
97
163
275
436
220
411
631
1,780
2,897
4,675
5.1%
8.2%
13.3%
14,535
20,327
34,867
7.9%
11.1%
19.0%
4
3
5
3
6
7
0
0
3
3
11
7
3
0
4
3
0
3
3
0
3
0
3
3
14
17
25
0.0%
0.0%
0.1%
94
118
209
0.1%
0.1%
0.1%
135
218
355
169
274
444
45
62
106
195
316
510
57
66
120
25
22
44
68
117
181
123
200
322
806
1,280
2,086
2.3%
3.6%
5.9%
4,862
6,794
11,651
2.7%
3.7%
6.4%
177
217
388
197
278
474
43
85
121
212
291
501
41
60
104
16
20
37
88
113
199
93
164
259
852
1,233
2,090
2.4%
3.5%
5.9%
4,929
5,862
10,793
2.7%
3.2%
5.9%
64
181
247
71
185
247
21
46
69
107
197
304
21
47
69
6
9
17
24
77
101
40
121
163
360
865
1,216
1.0%
2.5%
3.5%
1,835
3,888
5,725
1.0%
2.1%
3.1%
1,759
618
2,382
2,150
710
2,855
668
255
925
2,281
806
3,086
553
196
748
203
57
256
931
324
1,259
1,261
425
1,687
9,806
3,386
13,193
27.9%
9.6%
37.5%
41,811
15,357
57,170
22.8%
8.4%
31.2%
60
143
206
67
172
242
34
81
116
81
196
277
13
60
74
5
11
19
34
65
106
54
96
152
356
824
1,179
1.0%
2.3%
3.4%
1,649
3,347
4,996
0.9%
1.8%
2.7%
3,455
3,076
6,530
4,077
3,519
7,593
1,196
1,028
2,229
4,452
4,003
8,459
1,048
869
1,916
383
284
670
1,738
1,447
3,179
2,429
2,166
4,600
18,770
16,407
35,181
53.4%
46.6%
100%
96,613
86,626
183,244
52.7%
47.3%
100%
Cells in this table have been randomly adjusted to avoid the release of confidential data.
Created on Thursday, 10 January 2008
Australian Bureau of Statistics Web page: www.abs.gov.au
Copyright © 2007 Australian Bureau of Statistics. All rights reserved.
Source: Data set commissioned by Strategic Alignment Associates from the Australian Bureau of Statistics (2008)
Table 35 (following) provides an insight into the mobility of the current population and
workforce and therefore into the new entrants into the region that may require some
form of education and training:

Overall there is a 30% mobility over a five year census period;

Manufacturing, retail, health care and education and training have the highest
rates of mobility;

Annual mobility rates are between 4 – 6% per annum.
Skills Tasmania
51
NW Tasmania Regional Training Demand Profile
Table 35: Industry of employment (ANZSIC06) by UAI5P usual address five years ago indicator by NW LGA
Total NW
Not stated
Not applicable
A Agriculture, Forestry & Fishing
B Mining
C Manufacturing
D Electricity, Gas, Water & Waste Services
E Construction
F Wholesale Trade
Address
% Address
Address
% Address Overseas
2001 same 2001 same
2001
2001
in 2001
as in 2006 as in 2006 elsewhere in elsewhere in
Australia
Australia
%
Overseas
in 2001
Moved in
2005-06
% Moved in Not stated
Not
Overseas
2005-06
applicable visitor 2006
343
58%
159
27%
3
1%
36
6%
55
30,379
51%
16,264
27%
486
1%
2,198
4%
4,078
2,310
65%
974
28%
64
2%
150
4%
304
53%
227
39%
8
1%
34
6%
3,596
58%
2,089
34%
71
1%
307
5%
Total
-
-
588
6,010
-
59,417
48
-
-
3,539
12
-
-
579
92
-
-
6,155
235
65%
116
32%
3
1%
11
3%
4
-
-
362
1,629
59%
902
33%
24
1%
172
6%
39
-
-
2,763
954
57%
581
35%
12
1%
95
6%
28
-
-
1,664
G Retail Trade
2,870
57%
1,830
36%
26
1%
246
5%
54
-
-
5,020
H Accommodation & Food Services
1,378
53%
993
38%
23
1%
154
6%
45
-
-
2,594
I Transport, Postal & Warehousing
1,514
62%
774
32%
6
0%
107
4%
41
-
-
2,447
J Information Media & Telecommunications
195
53%
149
40%
10
3%
17
5%
-
-
369
K Financial & Insurance Services
307
51%
263
43%
6
1%
29
5%
-
-
607
L Rental, Hiring & Real Estate Services
245
52%
189
40%
5
1%
29
6%
-
-
468
M Professional, Scientific & Technical Services
673
57%
442
37%
12
1%
55
5%
3
-
-
1,189
N Administrative & Support Services
4
-
741
53%
560
40%
7
0%
87
6%
12
-
-
1,405
O Public Administration & Safety
1,293
55%
907
39%
22
1%
114
5%
18
-
-
2,355
P Education & Training
1,927
62%
1,004
32%
44
1%
115
4%
19
-
-
3,112
Q Health Care & Social Assistance
2,510
59%
1,416
33%
109
3%
190
4%
36
-
-
4,271
R Arts & Recreation Services
144
54%
100
37%
4
1%
11
4%
5
-
-
269
S Other Services
760
53%
576
41%
3
0%
72
5%
13
-
-
1,421
310
58%
185
35%
9
2%
18
3%
16
-
-
535
54,608
54%
30,679
30%
946
1%
4,254
4%
4,626
6,010
-
101,127
T Inadequately described
Total industry
Source: Data set commissioned by Strategic Alignment Associates from the Australian Bureau of Statistics (2008)
Skills Tasmania
52
NW Tasmania Regional Training Demand Profile
5.2. Labour market dynamics16
The most significant changes in the Tasmanian labour market have been the rise in
employment, fall in unemployment and the onset of a very tight recruiting environment.
Total employment in Tasmania rose slightly in January, and was 2.9% higher than in
January last year. Full-time employment grew by 2.4% over the year, while part-time
employment increased by 3.8% over the same period. Most of the increases appear to
have been in male employment, which increased by 3.8% over the year. This increase
was made up of a 4.3% increase in male full-time employment and a 1.5% increase in
part-time employment. Total female employment increased by 1.7% over the year, with a
4.7% increase in part - time employment and a 1.1% decline in female full-time
employment. Total employment has now increased for 14 consecutive months in
Tasmania.
The ANZ Bank Job Advertisement series (trend) for Tasmania fell by 1.3% in January.
The series is 17.7% higher than it was in January last year. Nationally, the series fell by
0.6% over the month, and was 0.5% higher than in January 2007. DEWR's Skilled
Vacancy Survey Index (trend) for Tasmania decreased by 0.7% in January but was 3.5%
higher than in January last year. Nationally, the series increased by 1.1% over the month
and was 0.5% lower than January last year (Department of Education Employment and
Workplace Relations 2008).
However, within this overall improvement lie both causes for concern and opportunities:

Tasmania’s labour force participation rate is lower than the national average and
over the past three years has shown only a modest increase, despite strong
economic and employment growth during that time. One contributing factor has
been Tasmania’s ageing population. However, several other important factors
account for the difference. As Tasmania’s population is ageing faster than any
other state or territory, this is likely to further increase Tasmania’s nonparticipation rate relative to other jurisdictions in the future.

In the year to April 2007, 27.3 per cent of Tasmanians aged 15 to 64 years did
not participate in the labour market. This was 3.4 percentage points above the
national rate of 23.9 per cent.

Males have a fairly stable rate of non-participation of around 10 per cent between
the ages of 20 to 49 years. However, females, not surprisingly, have a higher rate
of non-participation during the child bearing and rearing ages of 20 to 49 years.
Section 2 of the full report provides further information on differences between
male and female non-participation.

However, a higher participation rate is an important economic measure for
because:
o
Labour supply is critical for economic growth;
o
It facilitates increased output without significant upward pressure on
wages;
o
When the labour market is tight and there are many skill shortages it
provides a greater potential for overcoming mismatches between
labour supply and demand;
o
It reduces the number of individuals who are vulnerable to financial
pressures;
16
Note that this section relies heavily on the report from the Demographic Change Advisory Council 2007, Who is not
participating in Tasmania’s labour force? Summary paper. Department of Infrastructure Energy and Resources
Hobart, Tasmania.
Skills Tasmania
53
NW Tasmania Regional Training Demand Profile
o
It increases taxation revenues and reduces reliance on government
benefits and other welfare services.

The ABS estimates reveal that around 31 000 or 20 per cent of Tasmanians not
in the labour force in September 2006 wanted to work. The vast majority
therefore of those who do not participate in the labour force do not want to work.
Removing those who were neither actively looking for work nor available to start
work within four weeks leaves 24 000 persons – around 16 per cent of the total
number not in the labour force – who are referred to as “marginally attached”.

The six main activities of those not participating in the labour force are:
o
Retired or voluntarily inactive;
o
Performing home duties or childcare;
o
Attending an educational institution;
o
Own illness, injury or disability;
o
Travel, holiday or leisure activity; and
o
Looking after an ill or disabled person.

Tasmania has a higher share of those who are retired and voluntarily inactive,
and have a disability or handicap, but a smaller share of those with home duties
or undertaking child care, and still in education.

Those who are outside the conventionally defined labour force but more readily
available for employment, are known as ‘persons with marginal attachment to the
labour force’. This group includes people who are willing to work, but are either
not actively looking for work or are not available for work immediately. The main
differences are that marginally attached people are:
o
More likely to be undertaking home duties or child care;
o
More likely to be attending an education institution; and
o
Less likely to be retired or voluntarily inactive.

There has been a recent decline in the marginally attached which has been more
pronounced for women, some of whom may have benefited from the trend
towards greater flexibility in working arrangements that has helped address the
family-related reasons that were keeping women out of the labour force (Reserve
Bank of Australia 2007).

With respect to age groups, there has been a noteworthy increase in the
participation of those aged between 45 and 64 years (Demographic Change
Advisory Council 2007b).
5.3. The impact of ageing
Population growth has been easing since 2003-04, when net interstate in migration
reached its peak. Recently, interstate in-migration and out-migration flows have been
almost equal, with the result that population growth has been due to natural population
increase and net overseas in-migration. For 2007-08, population growth is expected to be
0.6% for Tasmania.
The age profile of arrivals and departures over recent years suggests that Tasmania is
experiencing a net in-migration of families. If this trend is sustained it is likely to have a
slight moderating impact on the rate of population ageing.
Skills Tasmania
54
NW Tasmania Regional Training Demand Profile
Analysis of the age composition of recent net migration to Tasmania reveals that the state
is becoming more attractive to younger persons and families. The optimistic economic
outlook, good job opportunities and lifestyle benefits are making Tasmania a more
attractive place to live.
Tasmania's population is experiencing demographic change which will have significant
economic, social and fiscal impacts in future decades. This change is expected to be a
more important issue for Tasmania as the population:

Is ageing more rapidly than any other jurisdiction;

Continues to have shortages of those in child raising age groups; and

Has the lowest labour force participation rate than any jurisdiction (Department of
Infrastructure Energy and Resources 2007).
Most Australian Bureau of Statistics (ABS) population projections suggest Tasmania's
total population will begin to decline between 2015 and 2025. The population is projected
to peak at 504,500 people in 2023 or 2024, and then decrease to 453,000 people in 2051.
This is 6% fewer people than in 2004.
The ABS published a series of population projections, estimating the population up to
2051. These projections assume the components of population change e.g. births and
deaths, will hold for the next 50 years. Three scenarios were published, assuming the
following characteristics:

Series A assumes high levels of fertility, life expectancy, overseas migration and
interstate migration flows.

Series B assumes medium levels of fertility, life expectancy, overseas migration
and interstate migration flows.

Series C assumes low levels of fertility, overseas migration and interstate
migration flows and a medium level of life expectancy.
According to the population projections (Table 36), Tasmania will move to a situation of
natural decline by 2026 under the medium (Series B) and low (Series C) set of
assumptions and by 2046 under the high (Series A) set of assumptions. The 2004
estimated resident population is used as the base population.
The Series B projections are the closest to the actual 2006 population figures.
Table 36: Projected Resident Population, Tasmania: 2006-2051
Projected Population
Projected Population
Projected Population
Year
2006
(Series A - high)
(Series B - medium)
(Series C - low)
490,500
488,400
486,000
2011
507,600
495,400
482,900
2021
543,700
504,000
466,800
2031
576,100
500,600
436,900
2041
2051
600,400
620,100
481,400
453,000
391,000
335,400
Source: Australian Bureau of Statistics (1999a)
Overall, the NW has slightly more very young people, less teenagers and young families,
and more of the older age groups than the state as a whole which, in a national
Skills Tasmania
55
NW Tasmania Regional Training Demand Profile
comparison, means that the NW has more of a demographic ageing issue than most
other regions in the country.
Burnie, Circular Head and Waratah/Wynyard have the highest proportions of children and
young people in their populations. King Island has the smallest numbers of the younger
age groups of any LGA (Table 4). However, Kentish and King Island have the highest
proportion of middle aged persons, probably because of the predominance of primary
industry employment in the regions. Central Coast and Waratah/Wynyard have largest
proportions of the over 60s, reflecting the fact that those LGAs host the main retirement
facilities in the region.
Amongst the many challenges that such ageing will bring are several relevant to
education and training:17
5.3.1.Skill and labour shortages
With demographic change leading to a smaller and ageing labour force, and with the
increased mobility of labour, skilled labour will be in strong demand, especially when
the Tasmanian and national economies are in a strong growth phase.
Tasmania also faces skills shortages in several industries and occupations,
particularly in the construction and metal fabrication industries.
The problem becomes more acute when, for certain classes of skilled labour, a large
proportion are aged 40 years or over, and there are relatively few younger persons
with the necessary skills or interest in working in that occupation or industry. Current
examples include aged care workers and farm managers.
In the decades ahead, the average hours worked by these older employees are
projected to decline and large numbers may retire over a relatively short period. This
could present some major challenges to Tasmanian employers.
The need to match labour supply with demand is likely to lead to increasing demand
for training opportunities for mature-aged and other workers, especially while the
current strong economic conditions continue.
For the North West, this issue will be somewhat more significant than for the rest of
the state because of the drain of younger age groups out of the region for education
and work purposes, the loss of young families and the movement in of retirees. The
problem is exacerbated by the regions lack of competitiveness in wages (with the
exception of the mining industry).
5.3.2.Competition in a global labour market
In an economic climate that involves strong demand for skilled labour, the
international mobility of labour provides threats and opportunities. Currently,
Tasmania only receives 0.6 per cent of migrants to Australia, which is well below
Tasmania’s population share of just under 2.4 per cent. In numerical terms, this is
462 new migrants since 2004 and of these, 368 were from non-English speaking
countries.
International migration can play an important role in assisting to increase labour
supply in Tasmania, especially for skilled labour. However, it may also make it more
difficult to retain young professionals who will be highly sought after in an
environment of increasing competition for skilled labour across developed countries.
17
Note, this section relies heavily on the report by the Demographic Change Advisory Council 2007, Demographic
change in Tasmania: challenges and opportunities - issues paper, State of Tasmania - Department of Infrastructure
Energy and Resources Hobart, Tasmania.
Skills Tasmania
56
NW Tasmania Regional Training Demand Profile
Currently, wages for skilled labour in Tasmania are generally below mainland levels,
reflecting, in part, lower productivity levels in Tasmania. The capacity of Tasmanian
employers to attract and retain skilled workers will be constrained without significant
improvements in productivity in the years ahead.
5.3.3.A need for higher education, training and skill development
The skills of the labour force influence the level of economic activity in several ways,
for example:

People who are more educated are more likely to participate in the labour
force;

People who are less educated tend to experience longer periods of
unemployment;

Better educated people tend to be healthier and therefore have reduced
absenteeism; and

Skilled people tend to be more productive and therefore can obtain higher
salaries.
According to one study, every additional year of education across the community
increases real GSP by around eight per cent (Dowrick 2002).
Over the past 40 years, skills acquisition and work patterns have changed
significantly. For almost all people, formal education was only undertaken by those at
the commencement of their working life. Many people intended to stay with the same
organisation, or in the same profession, for their entire working life.
However, it is generally agreed that there is greater movement between jobs and
occupations by those currently working than in previous generations.
As Tasmania’s working population ages, employers will be increasingly reliant on
mature workers in the future. The challenge for many employers will be to ensure that
their staff have the necessary skills to perform their jobs. Training demand is
expected to increase, particularly as older workers are encouraged to remain in the
workforce. This will often require re-skilling.
The proportion of Tasmania’s population with a bachelor degree or higher is around
16 per cent, compared with a national average of around 20 per cent. A key
challenge for the community over the next decades involves ensuring that
Tasmania’s labour force has the appropriate level and type of skills required by
employers.
Currently, the proportion of young people participating in vocational education and
training far outweighs the proportion of mature aged people. However, older people
participating in training are making up a growing proportion of all students, and this
trend is likely to continue. Figures from the University of Tasmania show that in 2002,
seven per cent of its students were aged between 45 and 64 years; in 2007 this has
grown to 8.2 per cent.
In the NW, 16.4% people have a Higher Education qualification whilst the state as a
whole has 24.8%. This disadvantage in higher qualifications extends to Advanced
Diploma level where 5.9% people in the NW and 6.4% across the state hold that
qualification level. The NW tends to have lower participation generally in the higher
levels of education and training and a high proportion at lower levels (see Table 34).
Many mature-aged people are reportedly enrolling in higher education and training
courses to acquire new skills whilst in employment. While on-going training and reskilling is critical for all workers in a modern economy, it is particularly important for
Skills Tasmania
57
NW Tasmania Regional Training Demand Profile
mature-aged workers in physically demanding occupations who want to, or need to,
continue in the workforce.
Part of the challenge in encouraging increased participation in mature age learning
involves breaking myths or incorrect perceptions about mature-aged workers. For
example, some employers believe that mature-aged workers are not interested or
able to learn new skills and that they are generally resistant to change. This attitude
has resulted in some workplaces that have invested time and money in up-skilling
only part of their workforce whilst ignoring a large proportion.
Equally, it is reported that some mature age workers are reluctant to return to formal
training as they are uncomfortable being in learning environments with much younger
students.
The design and delivery of training courses will therefore be critical for ensuring that
participation by men and women of all ages is maximised in the future.
5.3.4.Lifelong learning
Lifelong learning is an important concept for individuals in the modern world. By
definition it emphasises the importance of learning beyond working age. Continuous
learning and mental stimulation has been proven to be essential for the wellbeing of
older people and for having a positive impact on people’s health. There is evidence
that lifelong learning and participation in learning communities can help ward off
cognitive decline, such as dementia. This form of learning will have an important role
to play in keeping older Tasmanians actively engaged in lifelong learning and social
opportunities. Successful interaction contributes to the reduction in social isolation
and increases independence (Demographic Change Advisory Council 2007a).
Skills Tasmania
58
NW Tasmania Regional Training Demand Profile
5.4. Conclusions

Generally, the NW workforce is lower qualified than the state as a whole, and,
with the exception of King Island, the more remote rural LGAs are most
disadvantaged in this respect;

Unemployment is low and employment at long term highs, however there is a
significant proportion of people not in the labour force and Tasmania has the
lowest rate in the nation (27.3%). Whilst the reasons are complex, this
segment does offer an opportunity to improve labour supply in the short term;

The main Field of Study employed by industry are:
o
Engineering
o
Management and commerce
o
Health
o
Society and culture (in part social welfare)
o
Architecture and building
o
Food, hospitality and personal services

There are differences between industries and LGAs regarding the types of
skills apparently in demand;

Overall there is about a 30% mobility of the workforce in/out of the region
over a 5 year period – about 4 – 6% per annum. Manufacturing, retail, health
care and education have the highest rates of mobility;

Tasmania is ageing faster than any other jurisdiction in Australia. This will
bring the following challenges:

o
Skill and labour shortages
o
Competition from the global employment marketplace
o
A need for more education and training
o
A need for lifelong learning
The NW Region is slightly worse off than the rest of the state in this regard
and, because it also has relatively lower wage structures in most industries
except mining, will be out-competed in the labour market.
Skills Tasmania
59
NW Tasmania Regional Training Demand Profile
6. Economic Activity
Tasmania's gross state product (GSP) grew by 2.1% in 2006-07, with the national growth rate
at 3.2%. Consumer spending comprises over 60% of GSP and grew by 4.2% in 2006-07,
compared to a national rate of 3.6%.
Tasmania’s economic fundamentals continue to be strong into the first months of 2008 due to
favourable external conditions and growth of high productivity industries. There are new major
projects on the horizon and Tasmania’s recent investment and productivity story is
encouraging. In addition, revisions to State Accounts estimates suggest that Tasmania’s
economic performance relative to Australia, and Tasmania’s productivity levels, have not
been as far behind Australia and the other jurisdictions as previously reported. However,
despite this revision, Tasmania’s GSP per capita and productivity levels remain consistently
below the national levels.
Tasmania’s overseas export sales increased by 13.1 per cent in nominal terms in the twelve
months to December 2007, to $3.75 billion. The volume of Tasmanian international
merchandise exports increased by 3.0 per cent in the four quarters to September 2007. This
growth in export value and improvements in Tasmania’s terms of trade have contributed to
real income growth in Tasmania.
Tasmania’s estimated resident population grew by 600 persons (or 0.12 per cent) in the June
quarter 2007 to 493 341 persons. In the year to June 2007, Tasmania’s population increased
by 3 271 persons (0.67 per cent) (Hawkes 2008).
The continued strong economic growth in East Asia, most notably China (Tasmania's fastest
growing trade partner) and India should help to drive an improved export performance in
2007-08. Tasmania's major export markets have favourable economic outlooks, as Japan
experiences improved economic conditions and China's rapid economic expansion is
expected to continue.
The price outlook for 2007-08 for key Tasmanian commodities continues to be positive. After
strong growth in mineral commodities over the past two years, the Australian Bureau of
Agricultural and Research Economics (ABARE)
has forecast increases in world prices for
Table 37: NW Tasmania - Regional industry
aluminium, zinc, copper and gold. Prices are
by number employed (2006)
supported by high demand in China, low stocks Regional Industry by Size
Employees
%
and a lack of spare refining capacity and
Manufacturing
6,157
15%
speculative activity.
Retail trade
5,025
12%
The long-term outlook for the Tasmanian
economy is positive with the State recently
recording big increases in retail trade, consumer
spending, exports and building approvals:



Retail trade in trend terms reached a
record high of $424 million in October
2007, 6.7% above the level recorded at
the same time last year;
Health care & social assistance
4,272
10%
Agriculture, forestry & fishing
3,540
8%
Education & training
3,105
7%
Construction
2,766
7%
Accommodation & food services
2,597
6%
Transport, postal & warehousing
2,441
6%
Public administration & safety
2,360
6%
Wholesale trade
1,671
4%
Other services
1,412
3%
Administrative & support services
1,408
3%
Professional, scientific & technical services
1,192
3%
Consumer spending increased by 0.8%
in the quarter to its highest level on
record, and rose by 4.9% in the year to
September 2007;
Financial & insurance services
593
1%
Mining
574
1%
Rental, hiring & real estate services
473
1%
Information media & telecommunications
379
1%
Electricity, gas, water & waste services
360
1%
The value of residential approvals in the
year to May 2007 was $74.6million,
13.4% higher than approvals for the
previous year; and
Arts & recreation services
260
1%
Inadequately described/Not stated
1,119
3%
Total
41,704
Source: (Australian Bureau of Statistics 2007j)
Skills Tasmania
60
NW Tasmania Regional Training Demand Profile

There has been a 16.4% increase in the value of engineering work and a 4.6%
increase in the value of construction work in the year to March 2007.
6.1. A Profile of NW Business
Table 37 (previous) shows the relative size by employment impact of NW industries.
Manufacturing, retail, health care and agriculture, forestry and fishing are the biggest
employers. Unfortunately, business turnover figures are unavailable for privacy reasons
and this report is unable to consider the relative economic impact of industries.
However, a generalised profile of the NW business environment in Figure 9 provides a
visual comparison of business size by turnover in the NW.
This shows the high proportion of small businesses in the NW. Only 10% have a turnover
of more than $1 million.
Figure 9: Business size by turnover in NW Tasmania (2006)
1800
1674
1600
No. Businesses
1400
1200
999
984
1000
912
849
822
800
642
540
600
426
400
276
200
66
51
18
12
0
0
th
an 0k
le
$
50
m ss
0k
th
to
l e an
$2
s
$
m
s
t h 1m
an
$5 to l
es
m
$
s
th 2m
$1 to l
a
e
0m
n
ss
th $5m
$2 t o l
a
0m ess n $
th 10m
$5
to
0m l e an
s
to s th $20
m
le
ss an
th $50
M
an
m
or
$2
e
0
th
an 0m
$2
00
m
k
n
$2
50
$1
k
to
s
le
s
to
$5
00
s
k
$2
00
k
to
le
s
s
th
a
n
th
a
n
th
a
le
s
to
$1
50
k
$1
00
k
5k
$1
$7
0k
s
le
s
00
$1
$7
5k
to
le
s
s
th
a
n
$5
n
th
a
s
to
le
s
to
0k
$5
5k
$2
Ze
ro
to
le
ss
th
a
n
$2
5k
0
Turnover Range
Source: (Australian Bureau of Statistics 2007k)
Figure 10 also clearly indicates the numerical dominance of agriculture, forestry and
fishing businesses followed by property and business services, the retail trade and
construction. The need to consider the data provided in this report as a whole is apparent
in this Figure 10 where the small number of manufacturing businesses (378) employ 15%
of the population; clearly, that industry must be comprised of many of those businesses
with a larger turnover. This obviates the importance of this industry to the NW coast’s
current economy and future development.
Skills Tasmania
61
NW Tasmania Regional Training Demand Profile
Figure 10: Total businesses in NW Tasmania by industry (2006)
2500
2337
Number of businesses
2000
1500
1254
1158
1077
1000
500
327
315 282
48
102
27
438
378
228
246
48
6
Ac
co
m
m
od
at
A g i on
ric Ca
ul f e
tu
re s a
n
C For d R
o
e
m st es
C
m ry ta
ul
tu
un a ur
ra
ica nd an
la
tio Fi ts
nd
n sh
Re
Se i n
El
g
C
cr
ec
on rvic
e
tri
at
s
e
ci
io tru s
ty
na c
G
l S tio
a
s
er n
H
ea
a
v
E
n
F
lth in d
du ice
W
a
c
an nc a a s
ti
d
e t
Co an er S on
u
d
m
m I n pp
u n su l y
ity ra
Pe
M Se nce
Pr rs
a
nu rvi
o p on
fa ce
er al
ct s
ty an
ur
an d
i
d oth M ng
Bu e i n
r
in
si
ne S e g
rv
s
s
i
Tr
Se ces
an
sp Re rvi
or tai ce
l
t
s
W and Tra
ho
d
le Sto e
sa ra
l e ge
Tr
ad
e
0
Industry
Source: (Australian Bureau of Statistics 2007k)
Figure 11 (following) classify the number of NW businesses by the number of employees.
This indicates that:

81% have less than four employees;

58% are sole operators not employing anyone;

Only 45 businesses in the NW have 100 or more employees.
Skills Tasmania
62
NW Tasmania Regional Training Demand Profile
Figure 11: Size of NW Tasmanian businesses by number of employees (2006)
6000
No. Businesses
5000
4770
4000
3000
1941
2000
1206
1000
237
72
24
21
50-99
employees
100-199
employees
200+
employees
0
Non
employing
1-4
employees
5-19
employees
20-49
employees
No. Employees
Source: (Australian Bureau of Statistics 2007k)
Figure 12 shows which industries are dominated by smaller businesses; it demonstrates
agriculture, forestry and fishing, property and business services and construction are the
main areas for owner-operators.
Figure 12: NW Tasmania - breakdown of small businesses by industry (2006)
1800
Number of Businesses
1600
1400
1200
Non employing
1000
1-4 employees
800
5-19 employees
600
400
200
Ac
co
m
m
od
a
Ag tion
ric Ca
ul
tu fes
re a
F nd
Co ore Re
Cu
m str st
a
m y
ltu
u n an ur a
ra
n
ica d
la
tio Fis ts
nd
hi
n
Re
El
S ng
ec
cr Co erv
e a n ic
tri
ci
tio str es
ty
na u c
G
l S t io
as
He
er n
a
vic
al F nd
E
th in
d
W
uc es
a n an
a
d ce te r atio
Co an S
n
m d up
m In ply
un su
ity ra
n
P
M Se ce
Pr ers
a
op on
nu rvic
er a l
fa es
ct
ty
a
ur
an n d
in
ot
d
B u h e Mi g
n
r
si
i
ne Se ng
ss rvi
c
Tr
Se es
an
sp Re rvic
or ta es
il
t
W a nd Tra
ho S de
le t o
sa r a
le ge
Tr
ad
e
0
Industry Sector
Source: (Australian Bureau of Statistics 2007k)
Skills Tasmania
63
NW Tasmania Regional Training Demand Profile
Figure 13: NW Tasmanian businesses compared with total Tasmanian and total Australian
businesses by industry (2006)
30.0%
Percentage of businesses
25.0%
20.0%
Total Australia
15.0%
Total Tas
Total NW Tas
10.0%
5.0%
Ac
co
m
m
od
at
io
n
Ag
Ca
ric
fe
s
ul
an
tu
re
d
Re
Fo
st
re
au
st
Co
r
ra
y
m
nt
an
m
s
d
un
Cu
Fi
ica
s
ltu
h
t
in
io
ra
g
n
la
Se
nd
rv
Co
Re
ice
cr
s
ns
ea
tru
El
tio
ct
ec
io
na
tri
n
ci
lS
ty
er
G
vic
as
es
Ed
an
uc
d
He
W
Fi
at
a
n
i
o
al
an
te
n
th
rS
ce
an
up
an
d
p
d
Co
ly
In
m
s
m
un ura
n
it y
c
Se e
rv
M
i
ce
an
Pe
s
uf
ac
rs
on
Pr
tu
rin
al
op
g
an
er
ty
d
M
ot
an
in
he
in
d
g
rS
Bu
er
si
ne
vic
ss
es
Se
rv
Tr
ic
R
e
an
et
s
sp
ai
lT
or
ra
ta
de
nd
W
h o Sto
ra
le
ge
sa
le
Tr
ad
e
0.0%
Industry
Source: (Australian Bureau of Statistics 2007k)
Figure 13 demonstrates the industry orientation of the NW Coast. It is apparent that the NW
Coast:

Is dominated by large numbers of agriculture, forestry and fishing industry,
property and business services, construction and retail businesses;

This is particularly so for the agriculture, forestry and fishing industry in the NW
than for the state and Australia;

Transport, mining, manufacturing, accommodation and other public service
dominated areas are also present in relatively small numbers.
The entry/exit rates of business is of interest to education and training planners because
when businesses change hands, particularly where there are people new to an industry who
take over that business or, alternatively where businesses are struggling, then education and
training may help businesses to survive.
Table 38 provides data on survival rates and entry/exit rates in Tasmanian businesses:

The highest exit rates occur in mining, education, accommodation, cafes and
restaurants, communication services, finance and insurance, electricity, gas and
water supply;

Most exits of small businesses occur in agricultural industries, construction, retail,
transport and property businesses;

Most exits of larger businesses occur in the finance and property industries.
Skills Tasmania
64
NW Tasmania Regional Training Demand Profile
Table 38: Counts of Australian businesses, including entries and exits for Tasmania (2006-07)
Operating at start of financial year
Industry by ANZIC Division
Agriculture, Forestry & Fishing
Zero to
$50k
$50k to less
than $200k
$200k to less $2m or
than $2m
more
Entries
Total
Zero to $50k to less
$50k
than $200k
Exits
$200k to less $2m or
than $2m
more Total
Zero to $50k to less
$50k
than $200k
$200k to less $2m or
than $2m
more Total
Operating at end
of financial year
Change
Percentage
change
Entry rate Exit rate
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
no.
%
%
%
2,340
2,442
2,064
156
7,002
279
228
222
27
756
195
315
159
6
675
6,987
-15
0%
11%
10%
Mining
24
24
30
18
96
9
15
3
0
27
12
9
9
0
30
99
3
-3%
28%
31%
Manufacturing
486
705
675
183
2,049
99
69
57
27
252
99
132
81
15
327
1,920
-129
6%
12%
16%
9
15
15
12
51
0
3
3
3
9
0
3
6
0
9
60
9
-18%
18%
18%
1,092
2,340
1,599
216
5,247
189
465
228
24
906
192
375
144
6
717
5,523
276
-5%
17%
14%
Wholesale Trade
291
285
495
177
1,248
36
57
63
6
162
45
45
42
9
141
1,197
-51
4%
13%
11%
Retail Trade
774
1,386
2,289
459
4,908
144
222
291
18
675
147
222
234
33
636
4,833
-75
2%
14%
13%
Accommodation, Cafes & Rest's
246
480
741
105
1,572
57
90
165
9
321
36
90
84
6
216
1,620
48
-3%
20%
14%
Transport and Storage
708
717
546
96
2,067
168
87
48
3
306
129
90
51
6
276
2,091
24
-1%
15%
13%
Communication Services
96
156
45
9
306
15
36
6
3
60
18
15
6
0
39
342
36
-12%
20%
13%
Finance and Insurance
525
456
540
219
1,740
126
129
63
21
339
63
30
93
69
255
1,815
75
-4%
19%
15%
3,180
3,822
3,027
621
10,650
723
693
330
63
1,809
387
492
327
165
1,371
10,965
315
-3%
17%
13%
Education
96
105
45
3
249
36
18
3
0
57
15
27
9
0
51
255
6
-2%
23%
20%
Health & Comm Services
447
651
771
66
1,935
102
111
105
0
318
75
72
42
6
195
2,019
84
-4%
16%
10%
Cultural & Rec Services
279
267
168
9
723
57
48
18
6
129
48
42
18
0
108
774
51
-7%
18%
15%
Personal & Other Services
315
501
195
9
1,020
75
87
21
0
183
69
90
18
0
177
1,026
6
-1%
18%
17%
14,352
13,245
2,358
40,863
2,115
2,358
1,626
210
6,309
1,530
2,049
1,323
321
5,223
41,526
663
-1.6%
15.4%
12.8%
Electricity, Gas & Water Supply
Construction
Property & Bus Services
Totals 10,908
Source: (Australian Bureau of Statistics 2007k)
Skills Tasmania
65
NW Tasmania Regional Training Demand Profile
Table 39 provides a more detailed insight into business survivals between 2003 – 2007 by
industry and turnover (note that zeroes have been inserted by the ABS to protect privacy):

High survival rates are experienced by businesses in metal product
manufacturing, electricity and gas supply, aerospace transport, finance,
machinery and vehicle wholesaling, agriculture, forestry and fishing;

Low survival rates are experienced by services to mining, wood and paper
manufacturing, community services, food retailing and transport;

It should be noted that survival rates improve with business turnover.
Table 39: Survival of businesses by industry subdivision for Tasmania, by annual turnover
size ranges: June 2003 - June 2007
Operating in June 2003
Survived to June 2007
Industry ANZSIC Code
$50k to $200k to
Zero to less than less than
$50k
$200k
$2m
$2m or
more
Zero to
$50k
$50k to
$200k to
Survival less than Survival less than Survival
Rate
$200k
Rate
$2m
Rate
$2m or
more
Survival
Rate
no.
no.
no.
no.
no.
%
no.
%
no.
%
no.
%
1,653
1,692
1,527
114
1,230
74.4
1,125
66.5
930
60.9
57
50.0
Services to Agriculture & Trapping
153
174
123
15
108
70.6
108
62.1
105
85.4
12
80.0
Forestry & Logging
114
231
192
24
84
73.7
120
52.0
150
78.1
27
100.0
04
Commercial Fishing
156
315
360
24
114
73.1
198
62.9
264
73.3
27
100.0
11
Coal Mining
0
0
6
0
0
0.0
0
0.0
0
0.0
0
0.0
12
Oil & Gas Extraction
0
0
0
0
0
0.0
0
0.0
0
0.0
0
0.0
13
Metal Ore Mining
6
3
6
0
0
0.0
3
100.0
6
100.0
0
0.0
14
Other Mining
0
6
15
3
3
0.0
15
100.0
12
80.0
0
0.0
15
Services to Mining
12
12
18
6
3
25.0
6
50.0
12
66.7
3
50.0
21
Food Beverage & Tobacco Manufacturing
27
42
87
39
18
66.7
36
85.7
63
72.4
27
69.2
22
Textile Clothing Footwear Manufacturing
45
45
42
6
21
46.7
24
53.3
45
100.0
6
100.0
23
Wood & Paper Product Manufacturing
69
66
81
18
24
34.8
51
77.3
48
59.3
15
83.3
24
Printing Publishing & Recorded Media
57
66
66
9
30
52.6
36
54.6
30
45.5
9
100.0
25
Petroleum Coal & Chemical Manufacturing
24
30
24
15
15
62.5
9
30.0
12
50.0
27
100.0
26
Non-Metallic Mineral Product Manufacturing
24
48
42
9
12
50.0
21
43.8
27
64.3
9
100.0
27
Metal Product Manufacturing
48
132
135
42
48
100.0
78
59.1
102
75.6
30
71.4
28
Machinery & Equipment Manufacturing
96
147
117
39
39
40.6
78
53.1
99
84.6
30
76.9
29
Other Manufacturing
60
126
78
15
51
85.0
72
57.1
60
76.9
18
100.0
36
Electricity & Gas Supply
3
3
3
3
9
100.0
3
100.0
3
100.0
3
100.0
37
Water Supply Sewerage & Drainage Services
3
9
9
0
0
0.0
6
66.7
3
33.3
0
0.0
41
General Construction
246
471
405
99
144
58.5
273
58.0
351
86.7
90
90.9
42
Construction Trade Services
702
1,710
891
78
432
61.5
966
56.5
639
71.7
102
100.0
45
Basic Material Wholesaling
96
75
114
45
60
62.5
51
68.0
90
79.0
39
86.7
46
Machinery & Motor Vehicle Wholesaling
39
96
138
72
33
84.6
60
62.5
84
60.9
42
58.3
47
Personal & Household Good Wholesaling
120
144
225
75
78
65.0
81
56.3
144
64.0
63
84.0
51
Food Retailing
114
309
774
81
48
42.1
120
38.8
378
48.8
72
88.9
52
Personal & Household Good Retailing
447
783
1,002
243
243
54.4
375
47.9
627
62.6
216
88.9
53
Motor Vehicle Retailing & Services
165
363
519
123
66
40.0
195
53.7
336
64.7
102
82.9
57
Accommodation Cafes & Restaurants
159
411
678
96
90
56.6
237
57.7
375
55.3
63
65.6
61
Road Transport
615
501
408
66
294
47.8
372
74.3
324
79.4
60
90.9
62
Rail Transport
3
0
0
6
0
0.0
0
0.0
0
0.0
3
50.0
63
Water Transport
18
39
15
6
9
50.0
18
46.2
9
60.0
3
50.0
64
Air & Space Transport
3
9
18
0
3
100.0
3
33.3
12
66.7
3
0.0
65
Other Transport
3
24
12
0
0
0.0
6
25.0
3
25.0
0
0.0
66
Services to Transport
66
90
66
21
30
45.5
57
63.3
42
63.6
27
100.0
67
Storage
0
6
21
0
3
0.0
6
100.0
3
14.3
0
0.0
71
Communication Services
78
144
51
12
33
42.3
75
52.1
42
82.4
6
50.0
73
Finance
81
90
90
99
69
85.2
60
66.7
66
73.3
33
33.3
74
Insurance
192
102
246
21
117
60.9
93
91.2
87
35.4
15
71.4
75
Services to Finance & Insurance
129
174
258
105
75
58.1
102
58.6
129
50.0
42
40.0
77
Property Services
810
1,191
717
66
525
64.8
720
60.5
504
70.3
51
77.3
78
Business Services
903
1,563
951
99
573
63.5
708
45.3
645
67.8
81
81.8
84
Education
75
108
48
0
57
76.0
39
36.1
15
31.3
3
0.0
86
Health Services
195
525
696
42
141
72.3
327
62.3
603
86.6
42
100.0
87
Community Services
123
39
57
12
48
39.0
27
69.2
42
73.7
18
100.0
91
Motion Picture Radio & Television Services
45
21
24
6
15
33.3
24
100.0
18
75.0
6
100.0
92
Libraries Museums & the Arts
168
75
30
3
69
41.1
48
64.0
15
50.0
0
0.0
93
Sport & Recreation
105
219
129
6
51
48.6
108
49.3
84
65.1
9
100.0
95
Personal Services
339
402
228
24
135
39.8
204
50.8
153
67.1
6
25.0
01
Agriculture
02
03
Source: Australian Bureau of Statistics (2007e)
Skills Tasmania
66
NW Tasmania Regional Training Demand Profile
Table 40 provides a more detailed insight into business entries and their survival by industry
and turnover from 2003-07 (note that zeroes have been inserted by the ABS to protect
privacy):

At low turnovers, the highest rates of survival were experienced in textiles, wood
and paper product manufacturing, printing, petroleum coating manufacturing,
metal product manufacturing, personal goods wholesaling, services to transport,
communications services, finance and services to finance, property services and
health;

Survival generally improved with the size of turnover with some notable
exceptions of entries over $2 million in forestry logging, personal goods
wholesaling, and property services.
Table 40: Survival of entries by industry subdivision for Tasmania, by annual turnover size
ranges: June 2003 - June 2007
Entries in 2003-04
Survived to June 2007
Industry ANZSIC Code
$50k to $200k to
Zero to less than less than
$50k
$200k
$2m
$2m or
more
Total
Zero to
$50k
$50k to
$200k to
Survival less than Survival less than Survival
rate
$200k
rate
$2m
rate
$2m or
more
Survival
rate
Total
Survival
rate
no.
no.
no.
no.
no.
no.
%
no.
%
no.
%
no.
%
no.
%
01
Agriculture
171
159
120
9
459
114
66.7
45
28.3
63
52.5
0
0.0
222
48.4
02
Services to Agriculture & Trapping
15
21
9
3
48
3
20.0
12
57.1
9
100.0
3
100.0
27
56.3
03
Forestry & Logging
30
63
21
9
123
18
60.0
24
38.1
9
42.9
3
33.3
54
43.9
04
Commercial Fishing
27
51
27
3
108
9
33.3
33
64.7
21
77.8
0
0.0
63
58.3
11
Coal Mining
0
0
0
0
0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
12
Oil & Gas Extraction
0
0
0
0
0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
13
Metal Ore Mining
0
0
0
0
0
0
0.0
3
0.0
0
0.0
6
0.0
9
0.0
14
Other Mining
0
9
0
0
9
0
0.0
3
33.3
0
0.0
0
0.0
3
33.3
15
Services to Mining
0
3
0
0
3
0
0.0
0
0.0
3
0.0
0
0.0
3
100.0
21
Food Beverage & Tobacco Manufacturing
6
9
9
3
27
0
0.0
6
66.7
3
33.3
3
100.0
12
44.4
22
Textile Clothing Footwear Manufacturing
9
6
0
0
15
9
100.0
3
50.0
0
0.0
0
0.0
12
80.0
23
Wood & Paper Product Manufacturing
3
15
9
0
27
3
100.0
3
20.0
3
33.3
0
0.0
9
33.3
24
Printing Publishing & Recorded Media
6
9
6
0
21
9
100.0
3
33.3
3
50.0
0
0.0
15
71.4
25
Petroleum Coal & Chemical Manufacturing
3
9
3
0
15
9
100.0
9
100.0
0
0.0
0
0.0
18
100.0
26
Non-Metallic Mineral Product Manufacturing
12
3
0
0
15
3
25.0
3
100.0
0
0.0
0
0.0
6
40.0
27
Metal Product Manufacturing
6
27
21
3
57
12
100.0
12
44.4
18
85.7
6
100.0
48
84.2
28
Machinery & Equipment Manufacturing
27
45
18
9
99
6
22.2
15
33.3
6
33.3
0
0.0
27
27.3
29
Other Manufacturing
18
24
12
0
54
3
16.7
3
12.5
9
75.0
0
0.0
15
27.8
36
Electricity & Gas Supply
0
0
0
0
0
0
0.0
0
0.0
3
0.0
0
0.0
3
0.0
37
Water Supply Sewerage & Drainage Services
0
0
0
0
0
3
0.0
0
0.0
0
0.0
0
0.0
3
0.0
41
General Construction
54
69
99
12
234
27
50.0
21
30.4
51
51.5
9
75.0
108
46.2
42
Construction Trade Services
117
321
84
9
531
72
61.5
153
47.7
84
100.0
18
100.0
327
61.6
45
Basic Material Wholesaling
15
9
18
6
48
9
60.0
0
0.0
12
66.7
0
0.0
21
43.8
46
Machinery & Motor Vehicle Wholesaling
12
9
24
3
48
9
75.0
3
33.3
24
100.0
3
100.0
39
81.3
47
Personal & Household Good Wholesaling
9
9
24
9
51
9
100.0
3
33.3
18
75.0
3
33.3
33
64.7
51
Food Retailing
39
75
141
6
261
3
7.7
30
40.0
69
48.9
9
100.0
111
42.5
52
Personal & Household Good Retailing
78
159
123
18
378
30
38.5
57
35.9
69
56.1
9
50.0
165
43.7
53
Motor Vehicle Retailing & Services
18
45
54
12
129
9
50.0
6
13.3
21
38.9
6
50.0
42
32.6
57
Accommodation Cafes & Restaurants
45
114
159
9
327
30
66.7
45
39.5
111
69.8
9
100.0
195
59.6
61
Road Transport
120
96
33
3
252
42
35.0
75
78.1
30
90.9
3
100.0
150
59.5
62
Rail Transport
0
0
0
0
0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
63
Water Transport
0
15
3
0
18
0
0.0
9
60.0
6
100.0
3
0.0
18
100.0
64
Air & Space Transport
0
3
0
0
3
3
0.0
0
0.0
0
0.0
0
0.0
3
100.0
65
Other Transport
0
0
0
0
0
0
0.0
0
0.0
0
0.0
0
0.0
0
0.0
66
Services to Transport
18
9
12
0
39
18
100.0
0
0.0
0
0.0
0
0.0
18
46.2
67
Storage
0
3
0
0
3
0
0.0
6
100.0
3
0.0
0
0.0
9
100.0
71
Communication Services
15
33
9
0
57
18
100.0
18
54.6
6
66.7
0
0.0
42
73.7
73
Finance
6
18
12
18
54
12
100.0
6
33.3
6
50.0
12
66.7
36
66.7
74
Insurance
57
18
63
3
141
42
73.7
9
50.0
6
9.5
0
0.0
57
40.4
75
Services to Finance & Insurance
18
27
30
18
93
21
100.0
12
44.4
9
30.0
0
0.0
42
45.2
77
Property Services
105
216
129
12
462
132
100.0
96
44.4
99
76.7
3
25.0
330
71.4
78
Business Services
171
306
123
9
609
117
68.4
108
35.3
78
63.4
15
100.0
318
52.2
84
Education
27
15
0
0
42
9
33.3
6
40.0
3
0.0
0
0.0
18
42.9
86
Health Services
27
84
45
3
159
24
88.9
48
57.1
45
100.0
3
100.0
120
75.5
87
Community Services
36
6
9
0
51
12
33.3
0
0.0
3
33.3
0
0.0
15
29.4
91
Motion Picture Radio & Television Services
15
0
0
0
15
6
40.0
3
0.0
0
0.0
0
0.0
9
60.0
92
Libraries Museums & the Arts
30
12
0
0
42
15
50.0
3
25.0
3
0.0
0
0.0
21
50.0
93
Sport & Recreation
24
18
6
0
48
3
12.5
6
33.3
0
0.0
0
0.0
9
18.8
95
Personal Services
60
90
24
3
177
9
15.0
60
66.7
12
50.0
0
0.0
81
45.8
Source: Australian Bureau of Statistics (2007e)
Skills Tasmania
67
NW Tasmania Regional Training Demand Profile
6.2. A snapshot of some important industries in the NW LGAs
Tasmania’s economy is forecast to grow by 3.5% over 2007-08, a significant
improvement from 2006-07. Whilst state level data are notoriously volatile, the economy
appears to be growing strongly.
This has been led by the consumer with Tasmania’s household consumption increasing
8.3% over the year to the June Quarter 2007 and consumer confidence is high.
Employment is growing by 1.4% at the state level even against the backdrop of the
tightening labour market.
However, Tasmania is again losing population to the mainland as its growth rate has
halved from 1.2% in 2004 to 0.6% in late 2007 (Rodrigues 2007).
The pressure on wages is building across Tasmania to enable the state to compete in the
national and increasingly globalised labour market.
The Consumer Price Index for Hobart increased by 0.8% over the December quarter
2007, and by 2.9% over the year. Both these figures are slightly lower the national
increase which was an average of 0.9% for the quarter and 3.0% over the year
(Department of Education Employment and Workplace Relations 2008).
The following sub-sections will consider (in rank order) the NW coast’s seven most
employment intensive industries (excluding education and training) 18; manufacturing,
retail, health, agriculture, forestry and fishing, construction, accommodation, cafes and
restaurants and transport. Their operating environment and developmental trends will
determine the nature of labour demand and training required. Therefore, the following
sections will, where possible, provide a brief situation report, list the drivers of training and
review briefly the current trends or changes occurring in the industry: 19
6.2.1.Manufacturing
Situation:

The development of the manufacturing industry in the NW is a critical
component to its future economic development and to the state’s export
performance.

Manufacturing businesses are concentrated in and around the major urban
centres and regional towns, in particular, Burnie, Devonport, Wynyard and
Smithton;

Some larger businesses have a strategy of focusing their businesses in the
NW and developing the local intellectual capital due to its quality and stability.

Many smaller to medium businesses are struggling to compete for specialist
skills;

Manufacturing in the NW have 34% of their employees paid less than $599
per week, 53% paid $600-$1299 per week and 7% paid over $1300 per
week;
Drivers of training:

The normal drivers of training demand in this industry group are:
18
The VET effort in this industry is not at a professional or paraprofessional level but at pre-entry level, largely for
disadvantaged groups. Most education industry employees would be trained outside of the region.
19
It should be noted that the industry sector wages quoted in the following sub-sections are derived from the ABS
Census 2006 which contains significant proportions of ‘Not Stated’ responses and thus these percentages quoted do
not total 100%.
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o
The acquiring or upgrading of trade skills clearly remains the main
driver of training demand;
o
Specific skill or licence acquisition, for example, specialist (DNV)
welding, working in confined spaces;
o
Quality assurance requirements;
o
Compliance with regulatory requirements, for example, occupational
health and safety; employer duty of care;
o
Satisfying client requirements (contractual demand for qualified
trades people);
o
Broadening the skill base of existing workers - particularly to deal
with changing technology;
o
Rewarding individuals.
Trends/changes:

The industry is confident that the resources boom will continue for another
five years at least;

Several of the larger businesses have expansion plans and are facing an
extremely tight labour market. In particular, there is a shortage of professional
level engineers (no specific statistics are available to indicate type, but
anecdotal evidence indicates that this is particularly mechanical and civil
engineers).

There is a trend away from an apprentice/technician base for these
companies to a semi-skilled base with a narrower, task-specific set of skills.
This is not cost driven but is a function of:
o
Change in the nature of the industry and the policy of parent
companies;
o
Quality and supply of the skills available;
o
The high numbers of trades persons already in the company;
o
Change to a more process-based or production emphasis that comes
with mature products within a business as opposed to the flexible,
multi-skilling required to develop complex new products.
6.2.2.Health and community services
Situation:

The acute health care deliver hospital and ambulance services throughout
Tasmania. Tasmania’s public hospitals and ambulance services are the front
line for acute and complex health care for the Tasmanian community. Whilst
the University of Tasmania provides graduate level training in the NW and
provides an emphasis on rural health, the facility has a state-wide focus. Most
of the professional level staff working in the region have been trained outside
of the NW.

The community health services deliver primary health, population health and
community support services to people in community settings and includes
primary health care, disability, mental health, alcohol and drug rehabilitation
services and oral health services.
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
Many of the paraprofessional and support workers in this industry have been
trained in the VET sector (20% of employees have an advanced diploma or a
diploma, and 35% have a certificate I-IV), in the health and social welfare
fields or other areas such as business, clerical, community and personal
service workers, machinery operators and labourers. However, a significant
amount of specialist, commercial in-service training is occurring, both
accredited and non-accredited;

The NW community is ageing naturally and through an influx of older age
groups as retirees or sea-changers and the rapid growth of this age cohort
over the last 10 years will continue for many years. This will be a major
challenge continuing over the next decade and beyond requiring services and
facilities for those age groups, particularly in the health and social services
field (Felmingham, Jackson & Zhang 2002; Jackson & Felmingham 2002).
Other comments are:
o
The older age group are a homogeneous and stable group with over
three quarters born in Tasmania (with only one in ten born overseas)
and an average of 41 years residence in the area. Although 39.4%
live alone, as a group they enjoy a high level of social support with
38.9% having at least daily face-to-face or phone contact with
someone who provides support and 93.3% reporting at least one
such contact a month. The group are quite mobile with 46.1%
walking at least weekly and 99% having access to a car which they
use at least weekly. They are low users of public transport and taxis.
Although they report very modest incomes, 82.9% own their own
homes and 90.2% rate their financial situation as ‘OK’ or better. They
intend to stay in the region as their circumstances change (Rural
Ageing Research Consortium 2005).
o
There are currently approximately two retirement villages, 16 nursing
homes and five other types of aged care services operating in the
NW. More facilities or expansions of current facilities are under way
or planned in the near future;
Drivers of training:

Growing professionalisation of the care industry requiring professional
development;

Government regulation and due diligence requirements;

Industrial relations;

Technology and service quality changes;

Ageing of the care staff themselves – many of them are older nurses who
have chosen not to work in the hospital system.
Trends/changes:

Internationally, there have been a number of key trends that are
revolutionising mental health care. Most important are:
o
The adoption of evidence-based practice as a paradigm in health
care;
o
Strategic changes to system delivery and quality assurance brought
about by the introduction of models of managed care (notably in the
US and UK);
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o
The emergence of the new concepts of recovery and cultural
competence; and,
o
The empowerment and increasing activism of consumers and
carers/families with a parallel increase in the need for accountability
and transparency.
The influence and, in some instances, the adoption of these trends in Australia
and their implications for human resource capability is significant.

These global changes have resulted in the development of innovative means
of addressing human resource capability issues. Internet-based health
support systems, such as clearinghouses of consumer information have
become powerful tools overseas in consumer and carer education.

Internationally, the training needs of consumers are increasingly being the
subject of analysis and the focus of educational delivery as a means of
promoting mental health and wellbeing and reducing the high cost of
remediation of ill-health.

Emerging global trends in the health, educational and management
paradigms means that continuing professional development is of strategic
importance to the future development of Health Services in Tasmania and in
regions such as the NW (Bonney & Blackmore 2004).
6.2.3.Retail
Situation:

Retail premises are situated in the major urban centres however the
concentration of larger businesses is in the two major regional cities, Burnie
and Devonport. Retail businesses are increasingly dominated by small and
micro businesses further from the major population centres;

Retail quarterly turnover (chain volume measure) increased by 0.8% in
Tasmania in the December quarter, and by 4.9% over the year. This
compares to a national quarterly increase of 1.3% and an annual increase of
5.1% (Department of Education Employment and Workplace Relations 2008);

The retail industry pays relatively low wages. In the NW 71% employees earn
less than $599 per week, 22% between $599-$1300 per week and 3% over
$1300 per week;
Drivers of training:

The drivers for training in the retail sector have remained consistent. The
major reasons are:
o
High staff turnover, particularly of junior employees;
o
Employment and training incentives;
o
Improving economic conditions in Tasmania including tourism
growth.

There is a widely recognised skills shortage;

The target market for retail trainees continues to be school leavers although
adults changing careers, women returning to work and existing employees
have a huge potential to increase the numbers of people in formal training;

It is expected that the drivers of training demand listed above will continue to
be relevant for the foreseeable future;
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Trends/changes:

Owner/managers and existing workers are also a target market, for higher
level skills training;

Flexible delivery of single modules and short courses to existing staff appears
to be a need;

The Reserve Bank of Australia currently undertaking a series of interest rate
rises to cool consumer driven inflationary tendencies.
6.2.4.Agriculture forestry and fishing20
AGRICULTURE
Situation:

Agriculture, forestry and fishing outputs are fundamentally undifferentiated,
commodities – that is, for example, peas from Tasmania cannot be
distinguished from peas grown in South Africa, China or California and, as
commodities, they are traded in bulk often being stored during overproduction to take advantage of later price rises;

These commodities compete in global markets on price with other producers
with lower cost structures of production;

Buying power worldwide has become concentrated between a small number
of very large, multinational supermarkets/wholesalers who are tending to
compete on market segmentation, product differentiation, quality and
customer service rather than price. They will source products from the
cheapest source anywhere in the world;

The value chains in these industries are generally poorly integrated and
organised and suffer from dysfunctional relationships and information flows;

Agriculture, forestry and fishing is a relatively lowly paid industry with 49%
earning less than $599 per week, 38% earning $600 - $1300 per week and
7% more than $1300 per week. The standards of management within the
industry are poor, there is a lack of career progression and the work is hard
and unattractive. It is therefore being out-competed in the labour market;

In the North West the major sector, production horticulture, is experiencing
severe cost-price squeezes and the ageing cohort of farmers are moving to
other low stress alternatives. The food processing sector, which is a major
employer in Devonport and Smithton, is facing closure or a major downturn
with accompanying restructuring as the major retail buyers turn to cheaper
overseas sources of vegetables.

Table 41 indicates on the Tasmanian Food Industry Scorecard, the value of
the vegetable, dairy and fishing industries to the NW economy.
20
This ABS grouping is problematic because it is difficult to disaggregate, not the least because of small operator
numbers in some areas result in privacy constraints on data analysis.
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Table 41: Tasmanian food & beverage scorecard 2004 – 05
Field
Crops
Food - farm gate Vale $m
Livestock
Dairy
Fruit
Vegetables
Seafood
Wine
Food &
Wine
Confect'ry
Total
2.6
249.7
185.2
67.9
164.3
299.0
14.8
983.6
983.6
138.0
332.8
185.2
67.9
164.3
299.0
14.8
1202.0
1202.0
Commodity Exports
0.2
6.8
0.0
0.0
0.0
0.0
0.0
7.0
Commodity Imports
0.0
0.0
0.0
0.0
0.0
0.0
0.0
0.0
Net Interstate Commodity Exports
0.4
70.1
0.0
0.0
0.0
0.0
4.8
75.4
Net Interstate Commodity Imports
6.7
11.9
0.0
0.0
0.0
0.0
0.0
18.6
292.3
343.7
261.8
64.8
352.4
367.2
21.2
1703.4
400.0
2103.4
Overseas Food Exports
0.1
172.6
100.1
13.6
22.9
139.1
2.9
451.4
24.6
476.4
Overseas Food Imports
0.7
3.3
3.5
1.1
3.6
1.1
0.0
13.4
58.8
21.8
103.6
24.2
259.1
207.4
0.0
675.0
360.0
1035.0
20.0
1310.0
Total farm gate value
Processed Food Value
Net Interstate Food Exports
Net Interstate Food Imports
7.0
58.7
58.7
75.4
18.6
15.7
29.5
52.9
2.2
43.9
0.0
24.7
65.4
218.6
Retail Sales
245.7
434.6
137.8
111.0
230.0
39.5
110.4
1308.9
279.0
Food Service Sales
213.5
75.8
2.8
25.6
70.7
87.3
97.9
573.5
Net Food Revenue
481.8
713.8
338.7
129.3
579.0
447.8
150.6
2840.5
346.0
3109.6
Gross Food Revenue
518.7
782.0
344.3
174.3
582.6
473.3
216.0
3091.1
404.6
3481.7
578.0
Source: DPIW’s Food Industry Scorecard by Griffiths (2007)
Drivers of training:

Essentially, farmers and horticulturalists undertake training if they see a
benefit and the drivers of training demand is similar to other small
businesses. The benefit may be one or combinations of the following factors:
o
Implementation of new technology: Where the introduction of new
technology requires either generic or specific training;
o
New full time employee needing training: If a business decides to
engage a new full time employee, the employer subsidies associated
with Traineeships are a significant incentive to do so;
o
Problem solving:
When specific problems arise, farmers and
horticulturalists will frequently seek out appropriate short course
training;
o
Exploiting opportunities: If an opportunity arises to buy an additional
property, expand a contract, diversify, vertically integrate or change
to producing a new product, they will frequently seek training for
themselves or consider employing an additional person and seek
subsidised training for that person;
o
Change in practices: A voluntary or forced change in business
practices may also result in them seeking out training. However, it
may also be more subtle such as the recognition of the growing
sophistication of their industry and their need to gain new skills to
remain competitive;
Trends/changes:

There will be far fewer Processing Vegetable farms;

Corporate farming operations or large family farms will probably be at least
500 hectares or larger, professionally run with highly educated, specialised
labour forces with quite a high level of reliance on specialised contracting and
labour hire firms;

The professional owner/managers of these larger farms will focus on
managing relationships in the supply chain with suppliers and customers;

They will compete as a supply chain with other supply chains around the
world and share value across the chain;
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
The climate in Tasmania will be warmer which will bring new crop
opportunities but also changes in water availability that will constrain some
current commodity production and production methods;

There will still be small farms, however, they will be highly specialised
businesses producing high value, low volume niche products for local
domestic or niche international markets;

Businesses whatever their size will focus on ways to generate profit and
increase margins NOT cost minimisation and develop business resilience
through agility;

Consumers will drive the marketplace more than ever before;

Competition from imported processed vegetables will continue;

Food security issues will be a major market driver;

The role of farming in the economy will decline;

The Tasmanian Processing Vegetable Industry will have better international
relationships with similar geographic areas around the world to enhance
continuity of supply to major global customers thereby improving our
negotiating position;

The level of government regulation will increase;

The farms of 2015 will be able to identify opportunities to build value by
applying new technology, seek out and evaluate alternatives and arrange to
acquire it from Australia or overseas;

Massive changes in technology will occur including in transport, packaging
and distribution for the whole supply chain. Precision farming in 2015 will be
the norm;

Highly specialised labour and recognise that the skills and attitudes of the
people they employ, whether as contractors or as employees, are critical to
the efficiency of production and the agility of their business.
FORESTRY 21

Mersey-Lyell has 463, 979 ha of state forest or 20.5% of the region. It also
has 13.7% of its surface area classified as a conservation area and 22.9% as
National Park (Australian Bureau of Statistics 2007).

Woodchips
o
Situation: In recent years a downturn in hardwood woodchip exports
from Tasmania has created considerable pressure on Tasmanian
forest industry contractors. The Tasmanian forest contracting industry
encompasses a wide range of operations but the bulk of operators
are generally small family based businesses with quotas of less than
50,000 cubic metres per annum. Harvest contract volumes in
Tasmania are based on pulpwood production with premiums paid for
sawlogs. This is different to other states which generally set
contractor volumes in terms of sawlogs. Contractor rates in Tasmania
are generally negotiated annually based on performance. In many
cases this has now occurred over a long period which means that
base rates have not been adjusted beyond the movement in a range
21
Note that reporting generally does not distinguish regions for separate economic analysis. Further, Forestry
Tasmania’s forestry districts do not match the LGAs in this report.
Skills Tasmania
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NW Tasmania Regional Training Demand Profile
of cost indices. This tends to lock in current contractors. In other
states and for plantation contractors it is more common to tender
harvesting contracts typically for around 5 years and this could be
expected to result in greater flexibility of contractors and their
business operations. As would be expected, forest contractors report
a range of profitability and rates of return depending on individual
circumstances and business structures. The nature of forest
contracting requires large investments in machinery so that fixed
costs associated with interest repayments and the relative level of
equity are key influences on contractor profitability and rate of return.
For smaller operators with high gearing, a reduction in quota volumes
means less revenue with relatively small changes in costs thereby
reducing profitability and returns significantly. On the other hand a
larger operator with lower gearing could be expected to have greater
flexibility to park machinery and reorganise crews so that there is
more chance of maintaining short term profitability and providing
some protection for rates of return in the longer term
o

Trends/changes: Analysis of demand, supply and price trends in the
hardwood woodchip market suggests that native forest hardwood
woodchip exports are likely to face ongoing weakness in demand.
Large increases in volumes of plantation hardwood pulpwood are a
major source of competition for native hardwood woodchips. On the
demand side Japanese consumption will at best remain relatively flat.
Large increases in China’s consumption of pulp and paper and
consequent expansion in domestic processing capacity will provide
increased demand for hardwood woodchips. However, this will be
moderated by imports of pulp from low cost producers, particularly in
South America. Real price declines in hardwood woodchip exports
are expected to continue and as plantation supplies increase it is
expected that export price differentials between plantation and native
hardwood woodchips will widen. While consuming country
preferences for plantations may limit the ability of native hardwood
woodchip exporters to maintain markets, the need to maintain the
viability of plantation investments will act to moderate declines in
prices for plantation woodchips. The development of a pulp mill in
Tasmania would help mitigate some of the adverse market pressures
for native forest woodchip exports by providing a new domestic
market for Tasmanian pulpwood. However, some consolidation of the
number of contractors will likely occur (Department of Infrastructure
Energy and Resources 2007; Paul 2007).
Effect on training: The following skill shortages need to be addressed:
o
Machinery operators and mechanics;
o
Developing business management and planning skills of small
contractors to assist structural adjustment and the development of
more resilient businesses in the future (Paul 2007).
FISHING 22

22
Situation: The State's three largest commercial fisheries are salmonids
(Atlantic salmon and rainbow trout), abalone and rock lobster. While the total
number employed in the industry has been steady at around 1,300 persons
Note that statistics are not publicly available specifically for the North West region due to privacy concerns.
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over the past four years, there has been a trend of decreasing employment in
wild fisheries and increasing employment in aquaculture. Tasmania produces
more farmed fish than the rest of Australia combined.

The gross value of fisheries production in 2003-04 was $278.4 million, a
decrease of 1.9 percent from 2002-03.

The value of seafood exports from Tasmania to overseas destinations has
declined significantly in recent years, precipitated by the outbreak of SARS
(Severe Acute Respiratory Syndrome) in key Asian markets and the strength
of the Australian dollar. The outbreak of SARS has instigated a sharp decline
in the number of people using public places such as restaurants. This has
been so severe that it has caused a large decline in the amount of abalone
and crayfish consumed, with a resulting effect on price.

From a fresh water perspective, short finned eels form the basis of
commercial fishing. In the last financial year 6.7 tonnes of eel were caught
compared to the previous annual catches of 45 tonnes. The decrease has
been caused by a drop in price per kilo therefore not being viable for
commercial fishermen. The product is largely exported as a frozen product to
Europe and as live produce to Asia. Demand continues to expand.

Green lip abalone fishery is divided into the Furneaux group, North West and
King Island. Black lip fishery divided into two East and West zones with
boundaries at Port Sorell and Whale Head. Tasmania produces 25% of
global production of Abalone and is one of the state’s most important
domestic and export industries.

Tasmania is the main State in Australia where environmental conditions are
suitable for Atlantic salmon with strict quarantine controls on the importation
of salmonid products protecting the industry from all serious diseases.

All marine farms require a licence and many leases are licensed to grow
several species. There was a 31 percent increase in the number of licensed
marine farming leases in Marine Farm Development Plan areas between
1997 and 2001. The Plan areas cover a total area of 466,111 ha, with 1.8
percent of this area being occupied by 185 marine farming leases.

The production sector covers both hatchery operations and the on-growing of
fish. There are six hatcheries in the State operated by six different
companies. There are nine companies that have salmon farming operations
in the State, concentrated mainly in the south-east and Macquarie Harbour.

Most of the larger production companies also incorporate processing into
their operations. Currently there are eight processors in the State.

In the North West region:
o
There is a significant wild finfish industry with Petuna Seafoods being
the largest producer;
o
The Far North West and King Island are also home to a significant
catch of crayfish;
o
Oyster leases operate at Port Sorrell and in the far North West;
o
Stocks of the main fisheries are in good condition and harvest
efficiency is optimal;
o
Only one salmonid producer is registered in the North West, Sevrup
Fisheries Pty Ltd associated with the Petuna Seafoods company.
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They conduct their own Ocean Trout, Atlantic Salmon and Saltwater
Charr selective breeding program in a fresh water hatchery located at
Cressy in Northern Tasmania but these are raised on the West
Coast.


Trends/changes:
o
Marine farming has rapidly expanded in Tasmania since the 1990s
with Atlantic salmon and rainbow trout. Even though these fish are
essentially freshwater fish, they are able to survive in salt water and
Tasmanian conditions provide the right environment with a cold
climate and minimal disease problems. Due to susceptibility of
rainbow trout to stress-related diseases induced by high water
temperatures, particularly in saline water, most farms are turning to
Atlantic salmon with only a few rainbow trout farms remaining in
Macquarie Harbour, which is brackish water.
o
Aquaculture production of abalone is expected to increase in
Australia with Victoria and Western Australia leading the way.
o
In the medium term the value of production from wild fisheries will
remain relatively static, restricted by the availability of the natural
resource and the resultant applications of catch quotas.
o
Aquaculture over the past decade has grown rapidly and is forecast
to continue its expansion; however this will be at a slower rate. The
Tasmanian Salmonid Growers Association has forecast that
salmonid production will increase by around 12 percent in 2005-06
compared to the previous year.
o
Marine (salt water) fishing licences vary according to the species to
be caught, and at present new licences are not being issued for most
commercial fisheries.
Effect on training:
o
The industry is active in managing its own highly targeted training for
deckhands and the ‘master’ series of licenses for boat owners and
masters. The possible changes described above will not affect the
public training system.
6.2.5.Construction
Situation:

The Tasmanian Building and Construction Industry Training Board estimates
there are around 4,000 businesses currently operating in the industry. About
21 percent are in the North West.

Building Approvals in Tasmania for December 2007 were 2.1% higher than
they were in December last year. Nationally, building approvals decreased by
0.6% over the month, but were 6.9% higher than in December 2007
(Department of Education Employment and Workplace Relations 2008);
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Table 42: National capital city/rural change in house prices Jan 2007 to Jan 2008
ACT
Adelaide
SA Country
Brisbane
QLD Country
Darwin
Northern Territory
Hobart
TAS Country
Melbourne
VIC Country
Perth
WA Country
Sydney
NSW Country
Growth
Rent
Sales
Median 10 Years
Jan
Rate Jan Amount
Year
Year to
Year
Value
% pa Last Year Quarter
2008 Jan 2008 Change Jan 2008 Change
$461,500 11.77% 14.32%
4.67%
4.69%
$415 10.67%
5,535
15.48%
$362,000 11.20% 20.20%
5.55%
4.25%
$295 13.46% 22,473
10.98%
$233,500 10.18% 12.43%
2.60%
4.47%
$200
5.26%
7,260
10.28%
$448,500 12.21% 23.30%
6.04%
4.07%
$350 14.75% 54,280
23.42%
$368,000 10.37% 11.15%
1.99%
4.54%
$320
8.47% 51,183
13.77%
$407,000
9.85% 16.05%
4.05%
5.13%
$400 11.11%
2,077
7.56%
$370,000
9.02% 14.63%
3.70%
5.36%
$380
5.56%
2,836
6.14%
$346,000 12.12%
8.90%
1.65%
4.52%
$300 13.21%
2,615
11.85%
$260,500 12.50% 16.07%
5.60%
4.41%
$220 15.79%
4,805
17.00%
$473,500 11.19% 21.87%
4.39%
3.86%
$350 25.00% 50,755
13.75%
$265,500 10.15% 10.60%
2.43%
4.71%
$240
9.09% 41,316
11.33%
$510,500 14.20%
4.62%
1.12%
3.37%
$330 22.22% 30,891
6.04%
$383,500 12.87% 13.67%
4.53%
3.60%
$265 10.42%
8,675
3.43%
$586,500
7.91%
8.65%
1.26%
4.01%
$450 25.00% 43,042
18.22%
$319,500
9.10%
3.08%
0.06%
4.29%
$265
8.16% 44,857
9.07%
Source: Residex Residential Property Newsletter, Edwards (2008).

The construction industry in the NW has 38% employees paid less than $599
per week, 51% paid $600 - $1300 per week and 9% paid more than $1300
per week;
Drivers of training:

Business management training and increasing the understanding of
workforce development amongst the construction business community.

Other needs are similar to many small business in that it needs to include an
understanding of succession planning, the re skilling and up skilling of
existing workers and the role the training system can play in workforce
development.

The training system needs to be recognised as a part of the process of
solving the skills shortage problems (Skills Tasmania 2007);
Trends/changes:

Recent housing prices have eased with concerns about the US sub-prime
problems. Despite this median house prices in Hobart in February 2008 were
$346 thousand, a rise over the previous year of 8.9%. Rural Tasmania
increased a massive 16% in the last year or 5.6% in the January quarter;

There is now a significant shortage of housing stock state-wide with low
residential vacancy rates;

The industry appears to be facing a severe shortage of not just skills but of
people and a Tasmanian Building and Construction Industry Training Board
survey in 2005 found that many applicants had unsuitable skills;
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6.2.6.Tourism
Figure 14: Percentage of NW tourism
businesses in each tourism category
Situation:

The
NW
industry
is
Accomm
characterised by the large
62%
number of small to micro
businesses.
Such
enterprises frequently only
employ part time or casual
staff and may even be
sporadic in their operation
Attraction
as suits the needs of the
23%
owner/operator. As such,
Tour
Hire
they
are
difficult
to
7%
8%
coordinate and, typical of
many small businesses,
either have little recognition
of the need for training or have little capacity to be able to afford the cost of
training or the backfilling of staff who attend training;

The accommodation and food services industry in the NW has 78%
employees paid less than $599 per week, 17% paid $600 - $1300 per week
and less than 2% paid more than $1300 per week. As indicated earlier, this is
largely due to the heavy industry reliance on part time and casual employees.
The industry has a high turnover of staff due to the low pay, the nature of the
hours and working conditions and often poor management.

Figure 15 identifies the numbers of tourism businesses by type and location.
Drivers of training:


The OPCET Tourism and Hospitality Training demand Profile made the point
that tourism training needs to follow tourism developments. Currently in the
NW the following projects are planned:
o
Corinna - current development is valued at $7m. Construction of a
new hotel, restaurant and meeting rooms is expected to commence
in late 2007;
o
The Hellyer’s Road Distillery is located next to the Betta Milk factory
in Burnie will include a tasting and interpretive centre, a 50-seat
restaurant, a retail centre, offices and a viewing and tasting area
overlooking the factory;
o
The Hellyer’s Road Distillery opened its $8.5 million distillery and
visitor centre in September 2006. The project has created 25 jobs
and will generate indirect employment for another 30 people;
Other important and related drivers of training include:
o
The increase in visitor numbers;
o
The need to ensure a high quality of product/service and customer
service to be able to compete in an increasingly sophisticated
marketplace;
o
Compliance with quality assurance and government regulations.
Trends/changes:
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NW Tasmania Regional Training Demand Profile

Total international visitors to Tasmania in 2007 increased by nine per cent to
157,000, representing a market share of three per cent (up from 2.9 per cent
in 2006). Our share of international leisure visitors is now 3.2 per cent (up
slightly from 3.1 per cent in 2006).

The total number of nights spent in Tasmania increased by 14 per cent to
3.323 million nights with our share of all nights increasing marginally to 2.1
per cent (leisure night share remained steady at 1.6 per cent) with visitors
staying an average 21.1 nights, an increase of two nights over 2006.
Expenditure climbed 16 per cent to $231 million, an increase of 16 per cent
over the previous year and representing a steady market share of 1.6 per
cent.

Note in Figure 15 that the tourism sites are organised (along the foot of the
graph) in the four categories of tourism: accommodation, attractions, hire
services and tour services. The figure shows largely that tourism businesses
are largely located around either the major towns or significant tourism
attractions or features.
6.2.7.Transport industry
Situation:

Tasmania is well supplied with transport infrastructure:
o
An extensive road and bridge network (State roads valued at $4
billion);
o
867km railway network;
o
Four major deepwater ports; and
o
Four major regional airports.

Road transport is the dominant response to the Tasmanian land freight task.
Eighty five per cent of persons employed in the industry are in road transport
and are comprised of 2 900 employees, 300 employers and 700 self
employed workers;

In 2002-03, 54 million tonnes were moved by road compared to a little over 3
million tonnes by rail (11% employed persons);

Four sea ports, Devonport, Burnie, Bell Bay (Launceston) and Hobart carry
99% of the sea freight entering and exiting the State while Hobart and
Launceston airports carry most of the air freight;

Warehousing and storage employs about 4% of persons in the industry;

Specifically, in 2005 31 per cent of the land transport and distribution
workforce is aged between 45 and 55 and 19 per cent is aged over 55.
These proportions are significantly greater than for all industries, where the
proportions were 24 per cent and 15 per cent respectively;
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80
0
Aberdeen
Arthur River
Barrington
Black River
Boat Harbour
Burnie
Corinna
Cradle Mountain
Crayfish Creek
Currie
Devonport
Forth
Grassy
Gunns Plains
Hawley Beach
Latrobe
Lileah
Loongana
Lower Barrington
Marrawah
Moina
Mole Creek
Moltema
Moriarty
Naracoopa
Natone
Nietta
Penguin
Port Sorell
Riana
Rocky Cape
Roger River
Shearwater
Sheffield
Sisters Beach
Smithton
Stanley
Staverton
Sulphur Creek
Three Hummock Island
Ulverstone
Waratah
West Kentish
West Ulverstone
Wilmot
Wynyard
Boat Harbour
Burnie
Chudleigh
Cradle Mountain
Currie
Deloraine
Devonport
Edith Creek
Gunns Plains
Hawley Beach
Latrobe
Loorana
Lower Barrington
Mawbanna
Mole Creek
Natone
Northdown
Penguin
Port Sorell
Promised Land
Railton
Riana
Shearwater
Sheffield
Smithton
Spreyton
Stanley
Thirlstane
Ulverstone
Waratah
West Kentish
West Ridgley
Wilmot
Wynyard
Arthur River
Burnie
Currie
Devonport
Wynyard
Arthur River
Boat Harbour
Burnie
Caveside
Corinna
Cradle Mountain
Currie
Devonport
Grassy
Kayena
Kimberley
Latrobe
Marrawah
Smithton
Spreyton
Stanley
Staverton
Ulverstone
Wynyard
Count at Each Location
Figure 15: North West Tourism Businesses by Category and Location (2006)
Accomm
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NW Tasmania Regional Training Demand Profile
40
35
30
25
20
15
10
5
Attraction
Hire
Tour
Tourism Service Category
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NW Tasmania Regional Training Demand Profile
7.2.6.
Transport industry Cont’d…

Conversely, 19 per cent of employed persons in ‘all industries’ are aged 2534 years, while only 12 per cent of employed persons in the land transport
and distribution industry are aged 25-34.

Industry consultation reveals that much training undertaken within this
industry is in the form of short courses and not always through the vocational
education and training system. This is due to industry need to develop
particular skill areas important for job tasks and/or employer needs rather
than the focus on whole qualifications. As such, training demand is linked to
skill sets within qualifications rather than whole qualifications.

Burnie, Launceston and Devonport were the most significant ports. Burnie
and Launceston (through its Bell Bay exports) are the most internationally
oriented;

These tables also indicate the reason for the dominance of road transport in
the industry profile as freight is shifted to the North and South population
centres from the NW.

Several schemes support the Tasmanian transport infrastructure and reduce
cost disadvantages incurred from conducting business in Tasmania due to its
isolated location. These include the Tasmanian Freight Equalisation Scheme
and the Bass Strait Passenger Vehicle Equalisation Scheme.

The Australian Government’s Bass Strait Passenger Vehicle Equalisation
Scheme is an important boost to the state’s tourism. Econometric modelling
indicates the Scheme increased motor vehicle passenger numbers on the
Melbourne–Devonport service by 60 500 in 2005–06. This is an increase of
24.1 per cent on the estimated level of traffic without the Scheme—a
proportion that has fallen since the introduction of the Scheme.

Approximately 1.44 million adult passengers travelled by air and sea across
Bass Strait in 2005–06 (Bureau of Transport and Regional Economics
2007b);
Drivers of training:


In 2006, skills shortages were reported for:
o
Bus and Coach Drivers (North West)
o
Heavy Freight Vehicle Drivers (State-wide)
o
Logistic Management for Junior and Middle Level Managers (Statewide)
o
Administrative, management and marketing workers (State-wide)
o
Truck drivers (State-wide)
o
Electrical tradespersons (State-wide)
o
Diesel mechanics (State-wide)
o
Track workers (State-wide) (Office of Post-compulsory Education and
Training 2006a)
Industry consultation identified the following as the most important factors
driving training demand for the Tasmanian land transport and distribution
industry:
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NW Tasmania Regional Training Demand Profile
o
The current and continuing increase in the transport task.
o
Workforce attrition – due to:
o
Normal turnover of staff due to retirement of older workers and entry
of new workers. This is a major driver due to the ageing of the
workforce. The industry needs to attract new entrants who are old
enough to be eligible to meet licensing requirements and over 25
years of age to meet insurance requirements.
o
Generally high rates of staff turnover, requiring ongoing training
availability.
o
Increases in regulatory compliance requirements in the areas of
security, occupational health and safety and fatigue management
(Office of Post-compulsory Education and Training 2006a).
Trends/changes:

The increasing freight and passenger transport task, with national forecasts
predicting that non bulk freight volume will almost double over the next twenty
years and the total passenger task will increase by 40 per cent.

The industry is considered to have an ‘image’ problem, and is not seen as an
‘attractive’ industry. Land transport and distribution industry is facing issues of
how to attract and retain young workers.

The ageing of the workforce and the emerging need to engage and train an
increasing number of new workers as older employees exit the industry.

Regulatory compliance obligations are increasing, arising from duty of care,
chain of responsibility and occupational health and safety issues. As a result,
organisations are struggling with meeting the operational training and
upskilling requirements.

The uncertainty of the long term sustainability of the rail sector. If cutbacks
occur, there will be major implications for the road sector in terms of the
quantity of the road freight tasks, employment and skill demands.

Training and development options are flexible enough to meet the needs of a
casual workforce, particularly for bus and coach drivers, taxi drivers.

Administration and logistics training needs to be made accessible for junior
and middle level managers.

While enrolment in training package qualifications has increased since 2002,
completion rates have decreased. This may be due to existing workers
enrolling in qualifications with the aim of updating particular skill areas (Office
of Post-compulsory Education and Training 2006a).
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6.3. Conclusions

Manufacturing is probably the major growth sector in the NW with significant
investments in progress that is likely to continue for another 5 years or so with the
resources boom. There is a strong commitment by some of the larger businesses to
the NW and development is currently being constrained to some extent by the lack
of suitable staff as well as qualified staff. There is a trend towards graduate level
staff brought about by an emphasis on process work and structure of the industry
but that may be offset by the ageing of existing paraprofessional and trades people;

Retail is dominated by small businesses but there are also a growing number of
larger chain outlets. Business failures are significant and size of turnover is a guide
to resilience. There is an on-going need to increase the business skills of the sector;

The health and community services industry will grow due to an ageing of the
community and professionalise as the emphasis on primary (preventative) health
care expands. The industry has a significant VET level workforce amongst its
support and ancillary staff and due to their ageing will continue to require significant
VET output;

Agriculture and its related food processing sector are currently struggling due to
producing commodities in a global market where competition is on price. The
industry lags behind the western world in its integration and level of strategic chainoriented business skills. The industry requires training of managers as well as staff
in the larger companies in new skill sets as well as training of produce suppliers and
input professionals. In part this is being addressed by the current Targeting Skill
Needs in Regions Program being auspiced under the Cradle Coast Authority. The
current level of training effort appears adequate overall and may need review to
ensure its focus;

The construction boom, driven by industry expansion and domestic housing is
continuing although may cool due to interest rate rises. There is a significant
shortage of housing stock which is the subject of a State Government intervention of
$60 million that will ensure a continuing demand for trade level skills in that industry;

Tourism in the NW is largely small and micro enterprise based with a low
commitment or capacity for training. The industry is characterised by a high turnover
of staff due to low pay, poor conditions, unattractive work and often poor
management. However, the industry continues to grow in turnover and needs to
also continue to grow in innovation, customer service and overall professionalism.
Therefore, continued public support of all levels of training is required although
some review and rationalisation to ensure effectiveness may be warranted;

Transport is a major focus of the NW due to the one port policy and having the main
freight and passenger entry points for the state. Freight is predicted to double by
2020. This as well the Bell Bay Pulp Mill will affect the demand for transport
workers. This will be exacerbated by the ageing of the current workforce. As a major
industry, their needs must be addressed;
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7. Infrastructure
Infrastructure within a state or region can either constrain or facilitate business and
therefore community development. New projects usually involve significant financial
expenditure and, even if there are few implications for future employment involved in the
maintenance of the new infrastructure, the employment generated by the projects
themselves are often very significant. Therefore, both the projects as well as the
infrastructure have implications for training demand.
The following sections will review some of the publicly available information about both
public and private infrastructure developments in the NW region and the state where
those may have significant impact on regional employment and skills availability.
7.1. Energy infrastructure
Situation:
Electricity infrastructure in Tasmania is a significant sector for the economy and vital to all
business activity. Tasmanian residential electricity consumption remains the highest in
Australia due to the climate and the significance of electricity for heating. There are
currently three publicly owned entities:

Hydro Tasmania: Generation (Government Business Enterprise)

Transend: Transmission (State-owned company)

Aurora: Distribution / Retail (State-owned company)
In 2005-06 the three entities employed 2,059 people state-wide and provided returns to
the state of over $108 million.
Most of Tasmania's electricity is generated using hydroelectric generators. Tasmania also
has Australia's largest wind farm, Woolnorth in the far NW, which has a capacity of
around 65MW.
The electricity supply on King Island is dependent on more expensive thermal and wind
sources for electricity generation. Asset ownership and responsibility for supply rests with
Hydro Tasmania, which has contracted Aurora to operate the system and provide retail
services. The performance level of the King Island power systems has improved on 200506 levels, although it has not reached the relatively reliable performance of 2004-05.
Forecasts indicate that generation capacity will remain well above demand until the year
2017, with an adequate energy supply for the medium term.
Trends/changes:
From a generation perspective, the continued drought has brought challenges to Hydro
Tasmania. To maintain security of supply and storages, Hydro Tasmania has been forced
to import electricity via Basslink whilst also continue to invest in its ageing assets and
pursue new investment opportunities. Investment in wind generation continues to be
positive.
Roaring 40s, Hydro Tasmania’s joint venture with China Light and Power, is active in
Tasmania and Australia, in addition to undertaking major projects throughout Asia. The
second stage of the Woolnorth Wind Farm on Tasmania’s North West Coast was
completed in May this year, and after applying for an electricity generation licence in July
this year, the Regulator determined to issue a generation licence to Musselroe Wind Farm
Pty Ltd on 2 August 2007 for a wind farm on the North East coast of Tasmania
(Department of Infrastructure Energy and Resources 2007; Office of the Tasmanian
Energy Regulator 2007).
Drivers of training:
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
Impending requirement to operate in a competitive electricity market

SCADA control systems

Fibre optic technology

Electrical protection systems

Gas retail

Entry into the National Electricity Market will bring with it cultural/philosophy
changes in the way that work is undertaken.

Technological change

Early retirement (retiring at 55), age profiles.

A strong training culture prevalent within Hydro Tasmania (ranging from entry
level to post graduate university training), symbolised by the organisation’s
investigation into the viability of becoming an RTO
Implications for training
The continuing success of wind power development will have on-going implications for
the demand for persons with engineering and management skills.
7.2. Telecommunications and Internet access
Situation:
Tasmania enjoys the same standard of advanced telecommunications infrastructure as
that found elsewhere in Australia. The Tasmanian telecommunications network has digital
capability at every network site.
While telecommunications are primarily an Australian Government responsibility,
successive governments in Tasmania have sought to provide improved access to
telecommunications infrastructure and services. These developments provide
opportunities, better delivery of government services and improved access for regional
Tasmania.
Basslink and the Tasmanian Natural Gas Project provided the opportunity for investment
in telecommunications facilities in Tasmania by laying fibre optic cable.
Tasmania’s infrastructure includes the following services:

All Tasmanian network sites have digital capability and are interconnected by
digital transmission;

The state has a fibre optic cable across Bass Strait that provides high-speed
voice and data links;

The optic fibre cable backbone spans 420km from George Town to Hobart and
across Port Latta on the North West Coast; and

Reliable, high-speed data services using frame relay, ATM (Asynchronous
Transfer Mode), ISDN (Integrated Services Digital Network) and compatible
technologies are available.
Accelerated growth in the information and communications technology industries in
Tasmania has been enhanced by government programs such as Intelligent Island, and
full service venture partners like In-tellinc. These initiatives present valuable opportunities
in the State's Information and Communications Technology industries.
Trends/changes:
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The Information and Communications Technology industry in Tasmania includes both the
‘core’ industry, and the much broader ‘IT-user’ industry. The core ICT industry in
Tasmania remains small, volatile and highly aware of the short cycle of skill redundancy.
In contrast, the ‘IT-user’ industry, whose main engagement with IT is as a driver or
enabler, is a growing consumer of both IT product and IT skilled workers. This group is
by far the larger in terms of both need and growth potential.
Tasmanian SMEs, like their mainland counterparts, are embracing IT as part of their
everyday business functions, but to varying degrees of sophistication. The demand for
ICT-skilled workers in these Tasmanian ‘user’ industries is difficult to quantify. However,
demand from this segment appears to be strong, and growing, as enterprises in all
industries discover the power of ICT as a platform for growth, and require sound advice
and assistance on business application for productivity increases (Office of Postcompulsory Education and Training 2005).
The National Centre for Social and Economic Modelling (NATSEM), University of
Canberra found that small country town usage was well below the national average for
home computers (32% compared with 42% nationally) and the Internet (25% compared
with 37% nationally).
In contrast, people living out of town in rural areas (the rural balance), enjoyed higher
home computer usage (41%) - only marginally less that the national average. Internet
usage in these areas was 32%.
At a more local level, Tables 44 and 45 indicate the level of computer and internet use by
NW Tasmanians:

Only about a third of NW Tasmanians use a computer at home. Generally those
in the major centres have the highest use although King Island is somewhat of a
anomaly, possibly because of community perceptions of isolation;

This pattern extends to the internet where the most isolated are amongst the
highest users. However, overall usage levels are quite low.
In urban areas, teenagers led the way in Internet usage (60%) and home computer usage
(70%). Amongst the adult population, high income earners, those with higher education
levels and those in professional occupations had the highest rates of home computer and
Internet use.
Table 43: Computer use at home by LGA
North West
No
%
Yes
%
NS
%
Total
Burnie
62.4
34.5
3.1
18,145
Central Coast
60.5
35.6
3.9
19,938
Circular Head
64.0
33.6
2.4
7,702
Devonport
63.4
33.5
3.2
23,030
Kentish
60.4
34.6
5.0
5,407
King Island
62.9
35.0
2.1
1,687
Latrobe
63.1
34.8
2.2
7,845
Waratah/Wynyard
62.0
35.6
2.4
13,083
Total
62.5
34.3
3.1
102,352
Tasmania(c)
59.3
37.4
3.3
456,653
Source: ABS, 2001.
23
http://www.abs.gov.au/AUSSTATS/abs@.nsf/2f762f95845417aeca25706c00834efa/82DC39AFCE971773CA25726
4000CAB6B?opendocument
23
The latest data available.
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Table 44: Internet use in Tasmanian NW Local Government Areas
Burnie
Central
Coast
Circular
Head
Devonport
Kentish
King
Island
Latrobe
War/Wyn
Total
Tasmania
No
%
65.9
%
65.5
%
71
%
66.9
%
66.7
%
66.7
%
68.5
%
66.9
%
67
%
62.3
At home
13.9
14.9
11.9
13.5
15.3
14.7
14.1
14.6
13.9
14.6
At work
4.7
3.6
3.3
4.2
2.2
3.4
3.8
3.4
3.9
5.5
Elsewhere
5.7
4.9
5.9
5.5
5.7
7.5
5
6
5.6
5.7
Other
5.8
6.5
4.4
6
4.7
4.5
5.6
5.7
5.7
7.9
Total
30.1
29.9
25.4
29.2
27.9
30.2
28.6
29.7
29.1
33.7
ns
Total
4
4.6
3.6
3.9
5.5
3.1
3
3.3
3.9
4
18,145
19,938
7,702
23,030
5,407
1,686
7,845
13,083
102,351
456,654
Source: ABS, 2001.
http://www.abs.gov.au/AUSSTATS/abs@.nsf/2f762f95845417aeca25706c00834efa/FBBA8B61BECDF194CA25726
4000CAD5B?opendocument
Drivers of training:

New businesses

New technology

Industry Growth

Worker Recruitment and Retention

Regulatory Compliance (Office of Post-compulsory Education and Training 2005)
Implications for training:
ICT training should continue to be a priority training area both for new industry entrants as
well as customised training for skills upgrading.
People from Indigenous or non-English speaking backgrounds, the elderly, and those not
in the labour force were more likely to be unconnected.
The study highlighted the need for access to the Internet in places other than the home or
at work. Australians not in the work force, Indigenous Australians, children and those in
disadvantaged households often accessed the Internet in 'other' places like public
libraries and schools.
7.3. Roads and transport infrastructure24
Situation:
Roads are the major conduits through which rural and urban communities in the Region
deliver products to market, receive goods and services and access community and
commercial services.
Accessibility has been a historical issue for the NW coast since the perceived
discrimination in the mid-19th century against the early yeoman farmer settlers of the
region by a colonial government administration more focused on the eastern half of
Tasmania.
The road network consists of 3 922 km of local roads (2 120 km sealed and 1 800 km
unsealed) and 1 151 km of State Road network. In terms of length, the Region contains
30% of Tasmania’s local rural roads.
24
This section relies heavily on the Department of Infrastructure Energy and Resources & Cradle Coast Authority
2007, Cradle coast integrated transport strategy, Department of Infrastructure Energy and Resources, State of
Tasmania, Hobart, Tasmania.
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Tasmania has a relatively extensive road infrastructure network for its population, with 15
persons per kilometre of road. The Cradle Coast Region has a higher than State average,
with 21 persons/km.
The Tasmanian Government funds State-classified roads from normal revenue sources.
Local government funds road works via its own rates base, and through tied and untied
Commonwealth and State grants. Local government receives additional funding through
initiatives such as the Commonwealth funded Roads to Recovery Programme.
The topographically driven ‘ribbon’ development of settlement and its secondary feeder
road systems in the hinterlands around the major towns means that both the cost to local
government for maintenance as well as the level of maintenance activity is high.
The state strategy regarding the management of its ports and freight entry into the state
combined with the passenger interstate road freight traffic entering the Tasmanian road
system at Devonport mean that the NW road system has very high levels of activity
compared to its population base. For example, the NW has two thirds of the state’s truck
movements occurring on its roads.
Key characteristics of the road network in the Region include:

The Bass Highway along the North West Coast is the primary element of the
network. Sections of the Bass Highway have been rerouted to bypass towns.

A large number of north-south local roads, run along valley edges and connect
onto the Bass Highway.

The primary connections to the West Coast towns are: from Burnie – Murchison
Highway and Guilford/Hampshire Main Road; and - from Hobart – Lyell Highway.

The only major inland east-west connection is the Cradle Mountain
Developmental Road and the Mole Creek Main Road which link Deloraine to the
Murchison Highway.
In the Mersey-Lyell Region, the local government areas (LGAs) of Devonport, Burnie and
the Central Coast had the highest proportion of employed persons who travelled to work
by car, 74.0%, 73.5% and 71.7% respectively. Thus, the region is highly dependant on
road transport.
Key features of the Region’s public passenger transport system are:

Regular urban bus services centred on Burnie and Devonport;

A dense network of student bus services (the Region has 143 school bus
contracts);

Regular long distance bus services linking major towns and cities;

Small, specialised community transport services; and

Taxis, predominantly located in major towns and cities.
The Tasmanian Government operates a range of programmes to reduce transport
disadvantage and facilitate mobility for individuals. The provision of core passenger bus
services in urban and regional areas, subsidisation of transport costs for eligible
travellers, and specific-need schemes such as the introduction of wheelchair accessible
taxis and community transport funded through the Health and Community Care
programme, provide key examples.
Rail has played a declining role in Tasmania’s transport task since the 1950s. This
decline has been matched by substantial public investment in road infrastructure,
changes in transport technologies and patterns, and a lack of leadership regarding the
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function of rail in meeting Tasmania’s transport task. Nevertheless, rail still plays a
significant role within Tasmania’s transport system, moving approximately 25% of the
total freight task based on Net Tonne Kilometres and 50% of the non-urban net tonne
kilometres of freight. This is expected to increase as part of the State’s overall growth in
the transport task. Some of the key areas for future rail investment include:
improvements to the mainline track to reduce long-term maintenance costs;
strategic
infrastructure investments to facilitate competition for new cargoes; and
road-to-rail
facilities, which will benefit both rail and road transport providers (Department of
Infrastructure Energy and Resources & Cradle Coast Authority 2007).
Trends/changes:
The construction and later the operation of the Bell Bay Pulp Mill will have initially an
effect on the local supply of labour and in the medium term an increase in labour
requirements involved in the transport of NW timber to the mill. The latter event will also
affect impact to increase the level of maintenance on NW roads.
Currently, there are some groups in the community who are disadvantaged in terms of
accessibility and are of concern to regional and state planners. These are:

Adults who do not have access to a car;

Persons aged over 60 years;

Persons on a disability pension;

Adults on a low income;

Adults not in the labour force;

Young people below 17 years; and

Persons enrolled in an educational institution.
Tasmania’s aging population will increase the proportion of the population who are
transport disadvantaged. While many older people will continue to drive, a proportion,
particularly as they age will become reliant on public transport and assistance from family
and friends.
Drivers of training:

The placement and scale of transport infrastructure projects;

The site and scale of maintenance;

Increases or changes in public transport initiatives;

Employee turnover within the private industry;

The effect of other business developments; for example the construction and
operation of the Bell Bay Pulp Mill;

The ageing of the current workforce will require new entrants to be trained for the
industry.
Implications for training
The North West appears to be developing into a major state centre for transport and may
require consideration of the re-focusing and expansion of any current training provision
into the region.
The impact of developments on the construction and maintenance of roads infrastructure,
particularly at a local government level may well require monitoring for a potential
increase in customised training and single module delivery.
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7.4. Water infrastructure
Situation:
The supply of water industry services; including bulk water supply, reticulation and
wastewater treatment and disposal; is the responsibility of the bulk water authorities and
local councils. Local government is responsible for all town sewerage schemes including
sewage and wastewater management. A number of industrial and commercial users
pump waste directly into council sewerage systems (Department of Infrastructure Energy
and Resources 2007).
Cradle Coast Water collects treats and supplies bulk drinking water to six councils on the
North West Coast of Tasmania, the Cradle Coast Region. The six councils, Circular
Head, Waratah-Wynyard, Central Coast, Devonport, Latrobe and Kentish, distribute the
water to their ratepayers. The key activities are:

Acquire the raw water from catchment areas;

Treat the raw water;

Store and deliver treated water in bulk to customers;

Implement quality programs and manage the process;

Maintain the asset base in an efficient and effective manner;

Monitor community and industry needs to expand.
Trends/changes:
The major trends influencing the Tasmanian water industry in terms of industry activity,
employment and training were identified as follows:

High levels of staff turnover, particularly in treatment plants and laboratories;

Regional councils are dealing with a number of issues associated with
remoteness:

Councils are struggling to recruit staff;
o
Difficulties are being experienced in accessing training for water industry
operators, and
o
There is little professional support available for regional water industry
operators.

The forecast decline in numbers and the ageing of the workforce has direct
implications for training. Existing workers will need upskilling in a broader range
of areas;

The planning of water infrastructure projects may have implications for training.
The only project currently undergoing planning is the Forth River Irrigation
Scheme which will utilise water from Hydro storages. It is currently undergoing
development in 2007-08.
Locally, Cradle Coast Water has identified the following trends:

Social: Total consumption has increased by 16.8%. Although consumption
increased water quality complaints decreased on the previous year and customer
interruptions were sustained at low levels;

Environmental: Although Environmental incidents moved upwards slightly on the
previous year no incidents occurred that required a report under section 32 of the
Environmental Management & Pollution Control Act;
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
Economic: Generally all unit costs were reduced due to higher throughput levels.
However pumping costs were high due to increased power charges experienced
during the year in contrast with 2006 (MacCormick 2007).
Drivers of training:

Workforce attrition, due to the high staff turnover characterising the industry,
requiring ongoing training for new and existing workers;

Changing environmental and regulatory requirements, particularly in the areas of
national drinking water guidelines, and the new Commonwealth water quality
management plan requirements;

Training for the water industry is primarily industry funded. Given time and
financial constraints, employers are most likely to direct their staff toward training
in particular areas (skill sets) to fill gaps (Office of Post-compulsory Education
and Training 2006b).
Implications for training
Hobart Water is registered as an RTO to deliver some training in the area. The critical
issue for the training system is the small numbers of persons needing training. There is a
continuing small but important demand for:

Water supply operators

Water treatment plant operators

Waste water treatment plant operators

Water and Sewerage Labourers

Plumbers
7.5. Port infrastructure
Situation:
The Tasmanian Ports Corporation Pty Ltd (Tasports) is a registered, private company
fully owned by the Tasmanian Government. The Tasmanian Ports Corporation facilitates
99% of Tasmania’s interstate and international trade. Tasmania is very much an export
state; with export freight usually twice that of import. Exports represent about 65% of
Tasmania’s freight trade.
All of the major sea ports facilitate the freight of goods in and out of the state, and
Devonport and Hobart also accommodate significant numbers of passenger ships.
Generally, each port has its specialties:

Hobart - Cruise ships, Navy vessels, Antarctic supply vessels, fertilizers, metals

Bell Bay (Launceston) – Minerals, fuels, timber, timber products, food

Devonport – Interstate ferries, wheat grain, cement, fertilizers, fuels

Burnie – bulk minerals, timber, timber products

Triabunna – Woodchips, timber products
Tasmanian freight statistics to December 2007 were down 2.5% for imports and up 5.5%
for exports on the previous year. Burnie was up across the board whilst Devonport was
down on exports by 2% (Tasports 2008).
Tasports has two principal objectives:

To facilitate trade for the benefit of Tasmania; and
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
To operate its activities in accordance with sound commercial practice.
The recent amalgamation of ports and the ‘one port’ approach has resulted in
improvements to coordination and better access to funding.
Tasports now has adopted a collaborative strategy of facilitating solutions for larger
clients and expanding the company through acquisition or merger to achieve the
capabilities required to deliver that for customers.
Table 45: Cargo loaded and unloaded by Tasmanian ports, 2005–06
Tasmanian Port
Coastal
International
Exports
Total
Aust
Loaded
Unloaded
Imports
Ranking
496,774
1,347,253
1,844,027
36
Burnie
1,535,970
1,057,910
1,283,381
152,180
4,029,441
22
Devonport
1,833,539
1,273,105
10,200
38,662
3,155,506
27
908,708
184,520
177,331
1,270,559
38
0
71
3,325,823
26
1,000,920
2,261,702
32
Spring Bay
815,305
815,305
48
Other Ports
6,019
6,019
74
Tonnes
Bell Bay
Hobart
King Island
Launceston
9,939
Port Latta
1,260,782
Tasmania
4,630,291
3,249,662
3,093,987
221,897
6,394,332
590,070
14,864,355
Source: (Bureau of Transport and Regional Economics 2007a)
Table 46: Ship activity at Tasmanian ports, 2005–06
Tasmanian Port
All ships involved in All ships involved in Voyages by all ships Port calls by all ships
international shipping
coastal and
involved in
involved in coastal
(no.)
international shipping international shipping
and international
(no.)
(no.)
shipping (no.)
Bell Bay
1
3
1
4
Burnie
20
63
25
494
Devonport
1
36
1
961
Hobart
42
91
51
196
Launceston
56
127
77
378
Port Latta
14
41
15
48
170
2,083
King Island
1
Stanley
1
1
Tasmania
134
363
1
Source: (Bureau of Transport and Regional Economics 2007a)
Drivers of training:

The level of ambient economic activity and access to finance in-so-far as they
affect the level of company expansion;

Change within the company;

Staff turnover.
Trends/changes:
In May 2007, Tasports announced a merger with P&O and Auto & General Stevedores
(POAG) that will give it mainland resources that allow the company to better facilitate total
solutions for its clients.
Tasports Board has also recently incorporated a ‘succession planning’ strategy into its
activities that will result in a focus on training up its internal staff for roles within the
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company. Part of this is also a recommitment to apprentices and trainees (more on this
Mike after an interview with the HR Director).
Implications for training
Tasports will require trainees and apprentices as well as other training solutions over the
next year.
Tasports are adopting a collaborative approach with key clients and stakeholders and
regard Skills Tasmania as a stakeholder. Their needs will need to be monitored by Skills
Tasmania.
7.6. Waste
Situation:
Tasmania’s dispersed regional population historically led to growth of landfill sites which
are now being decreased with a majority of waste being managed through waste transfer
stations.
Of the 105 landfills operative in 1990, approximately 37 of these were in the North West
NRM region. The number of historic landfills is not known accurately, but there are quite a
number in the Devonport area alone. However, after recent rationalisation, the existing
landfills are at Lobster Creek, Port Latta, Parenna, Dulverton and Burnie. Some twelve
Transfer Stations act as feeder points for these facilities.
Councils are responsible for managing individual waste transfer stations and landfill sites.
The Department of Tourism, Arts and Environment is responsible for:

Management, transport and disposal of controlled waste through a number of
statutory instruments, regulation and policy;

Permitting and regulating landfills receiving more than 100t of waste pa; and

Implementing the Landfill Sustainability Guide 2004.
Trends/changes:
Some potential issues associated with landfill sites, both during operation and after
closure, include rehabilitation of the landfill site, and, pollution of surrounding soils,
groundwater, and surface waters.
Pollution of groundwater and surface waters by liquid or solid wastes results in elevated
chemical components in these water sources, which is derived from the breakdown and
leaching of the waste. Small amounts of landfill leachate can therefore pollute large
amounts of water. Remediation of these water sources, especially groundwater, is a longterm project that can be quite costly. It is therefore more cost effective to ensure
preventative measures are adopted during the design stage of the landfill (N.K. 2004).
A Regional Waste Management Strategy has been identified as a need to coordinate
policy, set strategic direction and assist in the development and management of key
assets such as landfills. Burnie City Council developed a waste management strategy in
2006 as did the Cradle Coast Authority in 2007 (Blue Environment Pty Ltd 2007).
Waste management issues are managed by environmental management officers in local
government. Nationally persons with these qualifications are in very short supply. This
produces a relatively high turnover of staff and significant difficulties in attracting suitably
qualified staff to the region.
Drivers of training:

Short supply and high turnover of environmental managers within the region and
state;
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
Compliance with regulations;

Technological change;

Major infrastructure development projects.
Implications for training

None beyond current strategies and priorities.
7.7. Private sector investments and infrastructure projects in planning
Private sector investment, increased by 1.2% in the September 2007 quarter and dwelling
investment increased by 1.9% in the same period (and 7% in the year).
Private sector investment has grown at an average annual rate of 15.1% since 2000-01.
This has accounted for in part the employment growth since April 2002.
In the year to March 2007, residential building approvals have increased by 9.4% in
Tasmania compared with a decline of 2.3% nationally. Business investment in Tasmania
has also been very strong, with growth higher than the national rate for a large part of the
last 5 years.
This growth reflects improved investment opportunities in Tasmania with an increased
capacity of businesses in Tasmania to fund projects as a result of improved profitability
and low interest rates over the period. Investment opportunities were high in energyrelated projects, tourism and mining and mineral processing industries.
Since April 2002, employment in Tasmania has risen by 29,900 or 15.1%, compared to
14% nationally.
In December 2007, 230,000 people were employed in Tasmania, the highest number on
record.
Regional employment figures also showed an increase of 2.5% in the southern region,
and a slight easing in the north and north-west.
The main employment growth industries in Tasmania were: accommodation, cafes and
restaurants (up 3,300 persons); government, administration and defence (up 1,800
persons); education (up 1,500 persons) and transport and storage (up 1,300 persons).
The Tasmanian Treasury forecasts that 6000 new jobs will be created in 2007-08, with an
employment growth of 2.25%.
The unemployment rate for December 2007 stands at 5.4%. The year average
unemployment rate in 2006-07 is expected to be 6%. The Treasury forecast for 2007-08
year average unemployment rate is 5.5%.
The 2007 REDI map shows that:

Tasmania currently has $2.2 billion worth of projects either under construction or
committed to;

Of this, $1.2 billion worth of projects are under construction a net increase of
around $338.6 million on the 2006 figure;

There are 143 development projects across the State committed to or under
construction, as opposed to 141 in 2006; and

The number of developments committed to rose from 74 in 2006 to 82 in 2007
(Department of Infrastructure Energy and Resources 2007).
Table 46 also shows that the NW coast has $107 million worth of investment projects
committed in addition to $37 million worth that are currently under way.
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Table 47: North West Coast Investment Projects
NW Projects



Value
Projects under construction
o
Creative paper redevelopment
$3.5 million
o
Devonport eastern shore development
$5 million
o
University of Tasmania Cradle Coast Campus expansion
$6.5 million
o
Umina Park Nursing Home expansion
$9 million
o
Wynyard silica plant
$10 million
o
Waterfront Gardens Residential development – Stage 1
$3 million
Projects committed
o
Burnie waterfront development – stage 2
$2 million
o
Ulverstone Showground and Wharf redevelopment
$6 million
o
Australian Technical College NW
$3 million
o
Sassafras & Wesley Vale Irrigation Scheme
$12 million
o
Sewerage and water infrastructure
$2.8 million
o
Port Sorell aged care facility
$11 million
o
Old Spencer Nursing Home retirement units
$N/A
o
Zen Development, Penguin
$6 million
o
Port Sorell Commercial Centre
$15 million
o
Woolworths Burnie redevelopment
$10 million
o
Leven River bridges and approaches
$6.8 million
o
Ridgley Main Road
$2.4 million
o
Sisters Hills road redevelopment
$30 million
o
Stoney Rise Transport Depot
$2 million
Projects under consideration
o
Wynyard waterfront redevelopment
$20 million
o
Eugene Reserve Bowls Complex
$3 million
o
Arthur Support School relocation
$3 million
o
Lakeside Road Retirement Village
$$5 million
o
Camdale Industrial Site
N/A
o
Fenton St Gated Residential Units
$8 million
o
Old Tioxide subdivision
$12 million
o
Penguin Outlook
$10 million
o
Tier Views subdivision
$4 million
o
Waterfront Gardens Residential development – Stage 2
$15 million
o
Motors New Showroom
$4.5 million
Source: REDI Map and (KPMG & EMRS 2006)
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7.8. Conclusions

The fortunes of the wind power industry and implications from the
renewal of sections of the ageing HEC power infrastructure within the
NW have the biggest potential impact on the demand for training and
need to be monitored;

Telecommunications infrastructure in the NW has few implications for
training alone apart from the maintenance of current effort. However, the
continued penetration of its use in business and homes in the region is a
strategic issue. Generally, home computer and internet use is low
compared to national averages. NW strategies to build awareness of the
utility of the internet at home and in business as well as the skills in its
use, particularly amongst the older generation, is important;

Road maintenance and improvement and issues of accessibility will
remain important issues on the NW coast as they have been historically.
The NW coast is a major centre for transport because of the port policy.
The construction of the Bell Bay Pulp Mill will affect the labour supply,
the demand for transport skills as well as the maintenance of the roads
that will deteriorate more quickly with the mill-based log transport. The
current configuration of training delivery should be reviewed to ensure its
appropriateness in the light of the size of the NW industry;

Water infrastructure is a mature sector however the current emphasis of
the Tasmanian Government on ‘drought-proofing’ Tasmania will have an
impact on new construction and modification of the current infrastructure,
particularly for local councils, water authorities and the contractors that
service them and so should be monitored. In the short term, the only
project to get underway will be the Forth River Irrigation Scheme;

Port infrastructure is largely serviced by the training system through the
construction, engineering and transport areas. Tasports has adopted a
more proactive, expansionary approach to business development and
this needs to be monitored for probable impacts on the training system;

Waste infrastructure and its management largely impact the training
system through the need for environmental managers in local
government, of which there is a nation-wide shortage. There is little
change in the need for lower end of training that currently services the
industry, however at the paraprofessional and professional levels there is
a significant need;

Private sector investments in large projects are very sensitive to both
Tasmanian and the wider global economic environment. The high levels
of business confidence and the buoyant outlook have resulted in a large
number of large infrastructure projects entering the planning and
commitment phase. These will continue to drive training needs in the
construction and engineering fields.
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8. The environment
8.1. Current environmental issues

Research on farms in north-west Tasmania shows that on steeper cropping land
(i.e. over 18 degrees slope) significant reduction in yield (8-15%) occurred as a
result of water erosion (Cotching et al. 2002). These were not apparent on lower
slope eroded areas.

Studies on river condition indicators in north-west Tasmania provide markers of
the extent of erosion, and its in-stream consequences. Simms and Cotching
(2000) found that erosion from intensively cropped catchments in north-west
Tasmania is resulting in off-site environmental degradation such as high stream
turbidity levels and suspended sediment loads. Measurements were made at
both catchment and paddock scales with the highest turbidity values recorded in
run-off from fallowed paddocks.

Severe to extreme sheet25 and rill26 erosion occurs in the vegetable cropping
areas of the northern coast (e.g. between Devonport and Wynyard).

Erosion risk occurs broadly across both public and private lands in Tasmania
particularly in the intensively farmed areas in the north-west are shown as areas
susceptible to erosion (Resource Planning and Development Commission 2006).
8.2. The impact of climate change and other emerging issues
Tasmania sits in a region where different global models tend to disagree about the sign of
the change in rainfall, wind speed and pressure. The models do, however, agree that
temperatures will increase, although at a rate lower than the global average. This tends to
indicate that this region of the world will have somewhat reduced climate change
compared to the global average. There will be some warming and some change in rainfall
patterns and winds, but there is so far no reason to expect a major change of climate in
Tasmania in the next 35 years.

Annual rainfall in the NE of the state is projected to become drier by 70 to 140
mm (10-20%).

Annual rainfall in catchments of importance to Hydro Tasmania is projected to
increase by 7-11% except in the South Esk catchment, which decreases by
around 8%.

On a seasonal basis, there are indications of increased winter and early spring
rainfall in all catchments (1-2 mm per year in each of those months, or an
increase over 35 years of 35-70 mm).

Insignificant trends in annual maximum temperatures (less than 0.5 degree) in all
catchments except South Esk, where the projected warming by 2040 is 0.33°C.

The scenario trend in annual minimum temperatures is more definite, with all
areas of the state projected to warm by up to 0.5°C, with the maximum values
occurring in the Derwent Valley. In the Hydro catchments, there are generally
warmer minimum temperatures in winter and late spring/early summer, with a
magnitude of about 1°C by 2040. Averaged over all months, all catchments
exhibit an increase of minimum temperatures of about 0.3°C by 2040.
25
Relatively even erosion of a layer of soil without channel formation; generally takes place on sloping land.
A pattern of erosion often occurring, with sheet erosion, in recently cultivated soils following heavy rains, identified
as a series of channels or rills up to 30 cm deep.
26
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
Annual potential evaporation in the scenario is projected to increase in all areas
except the west coast and adjacent highlands where small decreases are
indicated.

Scenario wind speeds are projected to increase everywhere, but by a small
amount, typically less than 0.01ms-1 per year. The main projection as far as wind
direction is concerned is an increase everywhere in the westerly component, with
a maximum along the north coast (McIntosh, Pook & McGregor 2005).
The physical (geomorphic) effects of ongoing sea-level rise and climate change on
Tasmanian coasts over future decades are likely to include (but are not limited to):

Increased flooding of low-lying coastal areas during storm surges;

Erosion and landwards recession of soft sandy shorelines, particularly where
these are backed by low-lying plains of soft unconsolidated sediments;

Increased mobility of coastal sand dunes, triggered by sandy shore erosion and
potentially by climate stress on dune vegetation cover;

Modification of soft low-lying muddy estuarine and deltaic shores;

Acceleration of existing progressive erosion of soft clayey-gravely shorelines;

Increased slumping of steep landslip-prone shorelines;

Accelerated rock fall, cliff-collapse and retreat of vertical or near-vertical bedrock
sea cliffs;

Rising coastal groundwater tables and increased penetration of salt water
wedges into coastal ground waters (Sharples 2006).
North West Local Governments will be amongst the first to feel the significant impacts
within the region. The Local Government Association of Tasmania (LGAT) (2007)
conducted a survey of Tasmanian local government has rated their views on the most
relevant impacts of climate change as being:

Sea level rise;

Less rainfall;

Reduced river flows;

Coastal erosion;

More extreme storm events.
These impacts hold implications for coastal zone management, water storage and
provision as well as broader land-use planning. Councils also have a role to play in
managing emergency services and responses to storm events and risk assessment
strategies will need to take account of potential climate change impacts. Surprisingly, only
14% councils had an appropriate environmental management system in place to cope
with it and only 23% had done any form of risk assessment. Over 80% councils indicated
they wanted assistance with these functions and rated education within their top three
priorities for assistance. The report went on to state:
There is a need for on-going education on climate change impacts at the
council and community level. Whilst the exact role for councils in this
process is unclear, greater community understanding is likely to enhance
local governments’ capacity to act on climate change issues (p. 18).
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8.3. Conclusions


The State Government’s Draft Climate Change Strategy for Tasmania (2006)
has a limited involvement for VET in climate change. The Government plans
to:
o
“promot(e) education of young Tasmanians in sustainable and safe
energy use through Aurora Energy, Transend Networks and Hydro
Tasmania’s Hands On Energy Discovery Centre (p. 31)”
o
“Pursue further opportunities within the formal education sector and
in the wider community to build understanding of greenhouse issues,
and promote active engagement in greenhouse gas abatement (p.
31)”
However, it can be imputed from this brief review of the evidence that at the
very least local governments require education and training support.
Continuing close liaison by Skills Tasmania with LGAT state-wide and with
the Cradle Coast Authority in the NW will be required to monitor the specifics
of this need, however it is likely to have medium term implications for training
at paraprofessional to Certificate II levels and include customised training
from time to time.
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9. Key Drivers of Development
The major influences on recent investment decisions are much the same across the
regions;

The level of Tasmanian demand;

The economic climate;

The change in competitiveness;

Microeconomic influences such as a decision to take a new strategic direction or
to develop a new product or service.
But outside these, the influences varied quite considerably from one region to another.
These included visitor numbers, changes in the Tasmanian population, technological
change and the Australian demand for goods and services. In the NW population and
technological change are the most often cited reasons for investment.
Table 48: North West Tasmanian regional strengths and weaknesses
Region Strengths
 Scenic beauty,
 Wilderness
 Cheaper rents and land
 Pro active councils
 Safe area
Challenges
 Remote, inclement
 Extended trading hours
 High freight costs
 Cost of services
 Poor local roads
Suggested Opportunities
 Tourism potential
 Unlock land in reserves
 The Tarkine
 Expand NW University
 Plant high value tree
species on farms.
Source: Department of Economic Development’s REDI Plan by KPMG & EMRS (2006)
However, the growth of the Tasmanian economy has brought with it a number of supply
side constraints that are cost-related or are matters of resource availability. Amongst
these the most often mentioned constraints were the pressures that have been placed on
the labour market. This was the most often cited constraint by NW businesses. These
have taken a variety of forms and have been expressed by respondents in a variety of
ways. The cost of labour has been identified as the single biggest constraint standing in
the way of new investment. Closely related to this have been the availability of skilled
labour and the more general availability of labour. Related is the availability of appropriate
training and industrial relations issues. Other issues that have been included are transport
costs and freight arrangements and for some parts of the State infrastructure, including
telecommunications services, water and electricity supplies.
For NW business:

Manufacturing -, the lack of skilled workers, particularly tradespeople, was
identified as a major issue;

Retail - The boom in retail sector was fuelled by population and tourism growth,
and the limits being reached in respect to re-borrowing of equity arising from
property revaluations, has reached an end. Competition from larger national
chain retailers also looms large for many smaller retailers and in turn threatens
local communities.

Agriculture, forestry and fishing - Many respondents recognised the potential
strengths of agriculture in Tasmania, notwithstanding the challenges, having the
capability of producing the highest quality produce in a clean environment; a
stable population with a sound work culture and opportunities for growth, a
reasonable transport infrastructure and good proximity to port facilities. Issues
raised included competition between forestry and dairying for available land
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(posing a threat to local communities), for vegetables there were challenges from
imports but also many opportunities, threats to the honey industry from forestry
and the harm the WET tax is doing to the wine industry.

Construction - Despite the period’s high market demand in this industry, in the
last few years, respondents still saw that there was a range of areas where
reform and change could drive further investment in the future. The fairness of
Government tendering processes, shortages of skilled labour, overregulation of
the industry and lack of compliance were raised as issues to be addressed.

Accommodation cafes and restaurants - Many respondents maintained that a key
driver of tourist demand is effective government marketing of Tasmania as a
tourist destination. At a regional level, many respondents considered Local
Government had a greater role to play to try to attract visitors to more isolated
locations, along with development of local infrastructure to support tourism such
as improved quality of road systems, tourist facilities such as boat ramps/jetties
and water supply.

Transport and storage - Business costs loom large as a major influence on
respondents in the transport and storage industry. Chief amongst these costs are
rising fuel costs Other costs to be identified were; wages, insurance, accreditation
expenses, commissions paid to wholesalers, payroll tax and vehicle registration
fees. Government policies and processes also featured prominently, with specific
issues such as public transport policy and more specifically, coach industry
deregulation, compliance with regulations and too much red tape. Market
demand, especially driven by visitor numbers was seen by many businesses as a
key influence (KPMG & EMRS 2006).
Conclusions:
The growth of the Tasmanian economy has brought with it a number of supply side
constraints that are cost-related or are matters of resource availability. Amongst these the
most often mentioned constraints were the pressures that have been placed on the labour
market. These have taken a variety of forms and have been expressed by respondents in
a variety of ways.
The cost of labour has been identified as the single biggest constraint standing in
the way of new investment.
Closely related to this have been the availability of skilled labour and the more general
availability of labour. Related is the availability of appropriate training and industrial
relations issues.
Other issues that have been included are transport costs and freight arrangements and
for some parts of the State infrastructure, including telecommunications services, water
and electricity supplies.
Skills Tasmania
102
NW Tasmania Regional Training Demand Profile
10. Growth projections
10.1.
Population Growth
For 2008 and the near-term, population growth is expected to be 0.6% for Tasmania
however, since the last Census the NW Region has almost half the state with 0.34% and
so regional growth over the next five years can be expected to be quite low; a mere 2,729
people.
While Tasmania's population has grown since 2001, an implication of the State’s
declining fertility rate and ageing population is that at some time in the future Tasmania
will move from its current situation of natural increase, where births exceed deaths, to
natural decline, where deaths exceed births. At that time, unless net migration gains from
interstate and overseas are sufficient to offset the loss from natural decrease, Tasmania
will return to negative population growth (Department of Infrastructure Energy and
Resources 2007).
Add to this the combination of lower fertility rates and longer life spans leading to an
increase in the average age of Tasmania's population. The expected result is that there
will be a significant change in the structure of Tasmania's population over the next few
decades (Jackson & Kippen 2001; Jackson & Thompson 2002).
Most Australian Bureau of Statistics (ABS) population projections suggest Tasmania's
total population will begin to decline between 2015 and 2025. The population is projected
to peak at 504,500 people in 2023 or 2024, and then decrease to 453,000 people in 2051.
This is 6% fewer people than in 2004.
Earlier ABS scenarios projected a decline in the North Western population by about 4%
from 2011-2021 (Australian Bureau of Statistics 1999b).
The implications of this for training are:

Greater competition between employers for increasingly scarce skills will result in:
o
Earlier engagement of young people before and during their training
through the use of ‘cadetship’ style arrangements;
o
A greater need for part time and on-the-job modes of learning.

With the increased mobility of labour, skilled labour will be in strong demand,
especially when the Tasmanian and national economies are in a strong growth
phase;

Tasmania has been facing skills shortages in several industries and occupations,
particularly in the construction and metal fabrication industries;

The problem becomes more acute for certain classes of labour where ageing is
more rapid than the rest of the workforce. Current examples include aged care
workers and farm managers;

Tasmanian employers will be challenged by the accelerating retirement of older
workers and providing greater flexibility to encourage older workers to stay
engaged in the workforce;

The need to match labour supply with demand is likely to lead to increasing
demand for training opportunities for mature-aged and other workers, especially
while the current strong economic conditions continue;

As the mix of age groups changes within the population, so the mix of courses
and the nature of delivery strategies will also need to change to cater for the
needs of older people as well as younger cohorts that provide services to older
age groups.
Skills Tasmania
103
NW Tasmania Regional Training Demand Profile
10.2.
Change in the labour force
The key changes of interest to VET will be in the industry and occupational mix. Analysis
from the Monash Economic Forecasts for Tasmania as a whole appears in Tables 49
and 50. They project (in rank order from highest to lowest):

The highest growth in employment to 2015 will occur in education, business
services, health/community, construction, personal services, retail, cultural
services and hotels (sic);

At the VET level, growth in associate professional and intermediate production
and transport occupations will be the highest;
Table 49: Employment growth by ANZSIC industry, Tasmania 2006-7 to 2014-15 ('000
persons)
ANZIC
%
%
%
%
%
%
%
%
Total
level
2006-7
2007-8
2008-9
2009-0
2010-1
2011-2
2012-3
2013-4
%
Ave
%
Code
Industry
2006-7
2007-8
2008-9
2009-0
2010-1
2011-2
2012-3
2013-4
2014-5
change
change
N00
Education
16.944
0.21
3.25
4.06
4.13
3.74
0.83
1.66
1.22
20.67
2.38
L00
Business srvcs
18.573
0.67
4.44
2.66
2
1.41
0.69
1.01
0.24
13.83
1.63
O00
Health/community
25.943
1.91
3.05
2.52
1.66
1
0.4
0.87
1.62
13.78
1.63
E00
Construction
16.538
5.93
11.04
2.5
-3.24
-0.72
1.72
-1.16
-4.09
11.68
1.39
Q00
Personal srvcs etc
9.649
1.7
2.64
1.76
1.41
1.04
0.43
0.46
0.78
10.68
1.28
G00
Retail trade
32.655
1.93
2.07
0.77
1.66
1.21
0.8
0.73
0.67
10.28
1.23
P00
Cultural/rec srvcs
6.309
0.51
1.95
0.94
1.53
0.61
0.46
0.59
0.47
7.25
0.88
H00
Hotels etc
14.38
0.3
0.9
0.26
1.41
1.07
0.93
1.07
0.96
7.12
0.86
K00
Finance/insurance
5.508
0.45
2.04
0.83
0.84
0.35
0.56
0.52
0.54
6.29
0.77
M00
Gov.admin/defence
13.985
0.84
2.97
1.93
-0.35
0.34
0.56
-0.5
0.44
6.35
0.77
F00
Wholesale trade
8.616
0.73
5.29
1.71
0.51
-0.2
-0.35
-0.2
-1.27
6.25
0.76
I00
Transport/storage
9.815
-1.35
1.58
1.09
1
0.91
0.56
0.81
0.43
5.12
0.63
A00
Agriculture etc
14.374
-6.06
1.63
2.64
2.37
0.7
2.2
1.13
-0.52
3.87
0.48
B00
Mining
2.545
1.77
-3.31
1.27
-0.48
1.19
0.99
0.38
1.33
3.07
0.38
D00
Utilities
2.934
-0.37
1.51
-0.21
0.31
-1.08
1.28
1.15
0.47
3.06
0.38
C00
Manufacturing
21.852
-5.96
0.9
1.55
0.53
0.91
2.5
1.5
-0.37
1.32
0.16
J00
Communications
2.533
-2.69
-0.47
-1.93
-0.54
-2.42
0.35
0.34
0.07
-7.12
-0.92
999
All industries
223.155
0.17
3.05
1.82
1.09
0.95
0.97
0.68
0.16
9.21
1.11
Source: Compiled from the Monash economic forecasts Giesecke, Meagher & Horridge (2007)
Table 50: Employment growth by ASCO occupation, Tasmania 2006-7 to 2014-15 ('000
persons)
%
level
%
%
%
%
%
%
%
2006-7 2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4
Total
Ave
%
%
Code Occupation
2006-7
2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4 2014-5 change change
1
Managers and Administrators
16.015
1.37
6.14
5.11
3.82
2.43
3.2
2.76
2
30.08
3.34
2
Professionals
39.479
0.79
3.35
2.58
2
1.43
0.73
0.83
0.84
13.22
1.56
3
Associate Professionals
29.176
1.09
3.22
2.06
1.79
1.58
1.43
1.29
0.91
14.15
1.67
4
Tradespersons etc
30.721
0.13
3.96
1.2
-1.27
0.32
1.2
-0.04
-1.52
3.94
0.48
5
Advanced Clerical/Service
6.022
-0.72
2.47
0.65
-0.59
-0.08
0
-0.51
-1.37
-0.19
-0.02
6
Interm. Clerical/Sales/Srvce
37.467
0.34
2.52
1.59
1.35
0.87
0.75
0.71
0.69
9.13
1.1
7
Interm. Production/Transport
21.053
-0.95
2.68
1.67
0.78
0.87
0.8
0.58
-0.47
6.08
0.74
8
Elemen. Clerical/Sales/Srvce
22.154
-0.05
1.36
0.33
0.99
0.54
0.38
0.27
-0.07
3.79
0.47
9
Labourers etc
21.058
-1.79
1.79
0.77
0.01
-0.38
-0.12
-0.58
-1.3
-1.63
-0.21
0
All occupations
223.144
0.17
3.05
1.82
1.09
0.95
0.97
0.68
0.16
9.22
1.11
Source: Compiled from the Monash economic forecasts Giesecke, Meagher & Horridge (2007)
Skills Tasmania
104
NW Tasmania Regional Training Demand Profile
Table 51: Employment growth by ASCED qualification field, Tasmania 2006-7 to 2014-15
('000 persons)
%
ASCED
level
%
%
%
%
%
%
%
2006-7 2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4
Total
Ave
%
%
Code
ASCED field
2006-7
2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4 2014-5 change change
100
Natural sciences
4.544
1.98
5.25
4.41
3.82
3.28
2.68
2.71
2.3
29.65
3.3
200
Information technology
3.024
4.27
7.48
5.87
4.95
4.69
4.37
4.1
3.32
46.34
4.87
300
Engineering
24.884
0.02
3.84
2.37
1.08
1.4
1.8
1.41
0.37
12.92
1.53
400
Architecture, building
6.718
2.25
5.83
1.63
-2
0.98
1.88
0.13
-1.32
9.56
1.15
500
Agriculture, environment
3.525
2.3
6.22
5.16
4.17
3.32
3.51
3.1
2.33
34.31
3.76
600
Health
14.796
1.51
3.24
2.49
1.89
1.2
1.06
1.05
1.49
14.78
1.74
700
Education
7.999
1.1
3.98
3.91
3.67
3.11
1.94
2.03
2.01
23.88
2.71
800
Management and commerce
18.685
3.25
6.01
4.75
4.16
3.86
3.61
3.41
2.86
36.69
3.98
900
Society and culture
14.992
3
5.54
4.67
4.13
3.57
3.26
3.17
3.18
34.89
3.81
1000
Creative arts
4.506
2.91
5.96
4.93
4.44
4.12
3.83
3.69
3.12
38.13
4.12
1100
Hospitality, personal
7.013
1.65
3.75
2.87
3.07
2.56
2.56
2.37
2.01
22.84
2.6
1200
Mixed field programmes
112.271
-1.51
1.25
-0.05
-0.71
-0.98
-0.91
-1.3
-1.98
-6.06
-0.78
9998
No educational attainment
0.198
1.58
4.97
3.13
1.75
2.2
2.47
1.64
0.65
19.87
2.29
9999
All fields
223.155
0.17
3.05
1.82
1.09
0.95
0.97
0.68
0.16
9.21
1.11
Source: Compiled from the Monash economic forecasts Giesecke, Meagher & Horridge (2007)
Table 52: Employment growth by ASCED attainment level, Tasmania 2006-7 to 2014-15
('000 persons)
%
level
%
%
%
%
%
%
%
Total
Ave
%
%
2006-7 2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4
Code
ASCED level
2006-7
2007-8 2008-9 2009-0 2010-1 2011-2 2012-3 2013-4 2014-5 change change
QL1
Post-graduate degree
7.033
3.55
6.31
5.3
4.57
4.03
3.39
3.32
2.99
38.71
4.18
QL2
Graduate diploma
6.349
2.65
5.34
4.75
4.14
3.65
3.1
3.04
2.99
33.78
3.71
QL3
Bachelor degree
32.672
2.1
4.84
3.89
3.28
2.85
2.47
2.43
2.22
26.75
3.01
QL4
Diploma
19.697
2.17
4.98
3.99
3.43
3.13
3
2.82
2.47
29.11
3.25
QL5
Certificate III or IV
42.936
1.16
4.35
2.67
1.4
1.79
2.14
1.6
0.83
17.05
1.99
QL6
Certificate I or II
2.067
2.02
5.53
4.52
3.88
3.62
3.65
3.27
2.56
32.97
3.63
QL7
Year 12 and below
112.204
-1.52
1.25
-0.05
-0.71
-0.98
-0.91
-1.3
-1.99
-6.09
-0.78
QL8
No ed attainment
0.198
1.58
4.97
3.13
1.75
2.2
2.47
1.64
0.65
19.87
2.29
QL9
Dummy category
0
0
0
0
0
0
0
0
0
0
0
9999
All qualification levels
223.155
0.17
3.05
1.82
1.09
0.95
0.97
0.68
0.16
9.21
1.11
Source: Compiled from the Monash economic forecasts Giesecke, Meagher & Horridge (2007)
Table 51 forecasts the growth in qualification fields for the state (in rank order from
highest to lowest):

Information technology

Creative arts

Management and commerce

Society and culture

Agriculture, environment

Natural sciences

Education

Hospitality, personal
Table 52 indicates the likely state growth in qualification attainment levels. This supports
the Skills Tasmania data and anecdotal evidence that there is and will be a continuing
trends towards higher levels of attainment.
Skills Tasmania
105
NW Tasmania Regional Training Demand Profile
11. A gap analysis of the VET provision for the North West
The effect of skill shortages on the economy is not well defined and in many sectors it means
decreased output and the delay or cancellation of new projects. Skill shortages are most
common at times of high economic growth and low unemployment. However, they can occur
in regions of high unemployment where there is a mismatch between the skills available and
the skills demanded. Skills Tasmania defines a ‘skill shortage’ to be either:

The labour market condition in which there is a demand for skills but not people with
those skills available locally for immediate employment at the pay and conditions on
offer;

The workforce condition whereby existing employees do not possess the skills
required by the work processes they are employed to undertake.
or
The Tasmanian Government Department of Economic Development conducted a survey of
Tasmanian businesses to develop an understanding of regional investment and infrastructure
issues. The availability of skilled labour was identified by 34 per cent of all respondents as an
important constraint, behind labour costs at 48 per cent and the economic climate at 46 per
cent of respondents (Bureau of Transport and Regional Economics 2006).
11.1.
Limitations on this analysis
The matching of ABS data on actual employment in occupations in industries with fields
of study with Skills Tasmania data on VET system output in terms of qualifications is
difficult due to:

Different standards are used by the ABS (ANZCO (Occupation), ASCED (Field of
Study) and ANZIC (Industry)) whilst the Australian Vocational Education and
Training Management Information Statistical Standard (AVETMISS) which uses
(ANZCO (Occupation) and its own ‘Field of Education’ definition. This makes
direct comparison of data very difficult and lacking in validity;

The highly variable employment outcomes that result from completing a
qualification. For example, a person completing a management or accounting
qualification may become a supervisor in a function in a manufacturing plant or
an aquaculture graduate may be employed in a retail store. Others may choose
to travel, leave the region permanently or progress onto some marginally related
or unrelated field of education. This means that analysts cannot draw direct
conclusions about the industry impact of training a given number of people in a
particular field of study.
For these reasons, this analysis will draw only very general conclusions from the
preceding data meant as a guide to further discussions by the Skills Tasmania Board.
11.2.
Analysis of existing public and private provision based within the region
Table 53 shows the VET output in the region 2002-06 and the priorities of the system
over that period. Some 55% of the output was in the top five categories; business and
finance, tourism, agriculture, aquaculture, fishing, food & beverages, IT and general
education.
Skills Tasmania
106
NW Tasmania Regional Training Demand Profile
Table 53: Output of the NW VET system (2002-06)
IOG Description
Business and Financial Services
Total
Enrolments
IOG Share of
Total
Enrolments
No.
Trainees
% Trainees
per IOG
13,568
20.1%
2,854
21%
Tourism
6,950
10.3%
1,282
18%
Agriculture, Aquaculture, Fishing, Food and Beverages
5,921
8.8%
1,084
18%
IT, Communications & Advanced Technology
5,777
8.6%
94
2%
General education & personal development
5,226
7.8%
75
1%
Building and Construction
4,003
5.9%
1,080
27%
Health and Community Services
3,918
5.8%
517
13%
Automotive
3,220
4.8%
1,208
38%
Engineering and Manufacturing
2,734
4.1%
631
23%
Mining and Mineral Processing
1,977
2.9%
381
19%
Retail and wholesale sales and service
1,920
2.8%
1,147
60%
Energy Industries
1,698
2.5%
617
36%
Transport distribution & storage
1,493
2.2%
654
44%
Arts
1,433
2.1%
37
3%
Forestry, Timber and Paper
1,371
2.0%
144
11%
Textiles, Clothing and Footwear
1,269
1.9%
322
25%
Generic
1,152
1.7%
Government Services (include. Water supply)
1,103
1.6%
88
8%
Marine Manufacturing
797
1.2%
674
85%
Hairdressing & personal services
734
1.1%
333
45%
Environmental Industries
445
0.7%
17
4%
Sport and Recreation
303
0.4%
40
13%
Other manufacturing (incl. Furniture)
296
0.4%
136
46%
Printing
114
0.2%
22
19%
13,437
20%
Grand Total
67,422
0%
Note: IOG - Industry Output Group
Source: VET Provider Collections 2002 – 2006
This needs to be compared to the ABS data appearing in Table 54 (overleaf) which shows the
persons with qualifications by industry employed and their field of study; it should be noted
that this includes higher education as well. However, across the industries, approximately
75% to 85% of the qualified people have VET qualifications.
Unfortunately high levels of inadequate description and ‘not applicable’ in the ABS data make
this appear problematic. However, the latter classification encompasses those without
qualifications and some of these may also be found in the inadequately described group as
well.
Notwithstanding, when qualitatively correlating these two sources, the following comments
can be made:

Business and financial services is one of the foundational fields of education
for private and public sector organisations. The VET data indicates that 20% of
output is in this field whilst the ABS indicates that only 4% are qualified in this
field and of these 10.6% are employed in retail, 7.5% in public administration,
7.4% in manufacturing, 6.1% in health and 6% professional/scientific services;
nearly 38% of the total;

Tourism broadly covers the ABS FOS that encompasses ‘food, hospitality and
personal services’. Table 52 indicates that 10.3% of the output is in this field. The
ABS data in Table 53 indicates that the Accommodation and food services
Skills Tasmania
107
NW Tasmania Regional Training Demand Profile
Table 54: Industry of employment by field of study of NW Tasmanian employees (2006)
Industry of Employment
NAD
Natural &
Physical
Sciences
Not stated
122
0 0.0%
Not applicable
6,660 158 32.7%
Agriculture, Forestry & Fishing
148 25 5.2%
Mining
21 17 3.5%
Manufacturing
280 57 11.8%
Electricity, Gas, Water & Waste Services
14
3 0.6%
Construction
111
6 1.2%
Wholesale Trade
69 22 4.6%
Retail Trade
215
8 1.7%
Accommodation & Food Services
135
3 0.6%
Transport, Postal & Warehousing
123
5 1.0%
Information Media & Telecommunications
10
3 0.6%
Financial & Insurance Services
11
8 1.7%
Rental, Hiring & Real Estate Services
20
0 0.0%
Professional, Scientific & Tech Services
29 26 5.4%
Administrative & Support Services
65 11 2.3%
Public Administration & Safety
78 18 3.7%
Education & Training
69 68 14.1%
Health Care & Social Assistance
161 41 8.5%
Arts & Recreation Services
6
4 0.8%
Other Services
57
5 1.0%
Inadequately described
56
3 0.6%
Total industry
8,491 483
% Fields of Study
0%
Information Engineering & Architecture & Agriculture,
Health
Education
Technology
Related
Building
Environmental
Technologies
& Related
Studies
3 0.6%
30 0.4%
9 0.4%
5 0.4%
5 0.2%
8 0.3%
155 32.8% 1,903 27.8% 656 27.6% 205 18.3% 882 30.0% 978 33.0%
8 1.7% 305 4.5%
61 2.6% 357 31.8%
62 2.1%
47 1.6%
0 0.0% 178 2.6%
25 1.1%
3 0.3%
7 0.2%
0 0.0%
34 7.2% 1,530 22.3% 267 11.2% 110 9.8%
38 1.3%
16 0.5%
0 0.0% 161 2.3%
20 0.8%
4 0.4%
0 0.0%
3 0.1%
14 3.0% 487 7.1% 868 36.5%
39 3.5%
28 1.0%
9 0.3%
7 1.5% 292 4.3%
41 1.7%
63 5.6%
13 0.4%
5 0.2%
39 8.2% 275 4.0%
84 3.5%
46 4.1% 108 3.7%
45 1.5%
8 1.7%
69 1.0%
21 0.9%
9 0.8%
23 0.8%
20 0.7%
17 3.6% 354 5.2%
76 3.2%
25 2.2%
18 0.6%
10 0.3%
10 2.1%
34 0.5%
3 0.1%
4 0.4%
0 0.0%
7 0.2%
5 1.1%
13 0.2%
5 0.2%
9 0.8%
3 0.1%
5 0.2%
3 0.6%
36 0.5%
13 0.5%
3 0.3%
3 0.1%
9 0.3%
39 8.2% 139 2.0%
39 1.6%
38 3.4%
50 1.7%
22 0.7%
14 3.0% 155 2.3%
13 0.5%
36 3.2%
14 0.5%
9 0.3%
30 6.3% 203 3.0% 101 4.2%
67 6.0% 269 9.1%
59 2.0%
50 10.6%
80 1.2%
21 0.9%
36 3.2%
50 1.7% 1,619 54.6%
20 4.2%
64 0.9%
41 1.7%
19 1.7% 1,349 45.9%
67 2.3%
3 0.6%
11 0.2%
3 0.1%
26 2.3%
3 0.1%
5 0.2%
11 2.3% 440 6.4%
14 0.6%
9 0.8%
15 0.5%
19 0.6%
0 0.0%
96 1.4%
17 0.7%
6 0.5%
6 0.2%
5 0.2%
473
6,853
2,378
1,123
2,942
2,967
0%
7%
2%
1%
3%
3%
Management
& Commerce
Society &
Culture
Creative
Arts
7 0.2%
12 0.5%
4 0.7%
1,053 25.0% 744 28.3% 241 42.5%
138 3.3%
42 1.6% 16 2.8%
25 0.6%
3 0.1%
0 0.0%
311 7.4%
40 1.5% 29 5.1%
23 0.5%
0 0.0%
4 0.7%
92 2.2%
10 0.4% 11 1.9%
123 2.9%
14 0.5%
8 1.4%
446 10.6%
63 2.4% 36 6.3%
135 3.2%
59 2.2% 17 3.0%
196 4.7%
24 0.9%
7 1.2%
20 0.5%
46 1.7% 48 8.5%
207 4.9%
13 0.5%
3 0.5%
110 2.6%
7 0.3%
3 0.5%
252 6.0%
97 3.7% 16 2.8%
196 4.7%
45 1.7% 20 3.5%
317 7.5% 278 10.6% 19 3.4%
203 4.8% 213 8.1% 39 6.9%
258 6.1% 826 31.4% 22 3.9%
20 0.5%
19 0.7% 13 2.3%
57 1.4%
68 2.6%
6 1.1%
22 0.5%
10 0.4%
3 0.5%
4,211
2,633
567
4%
3%
1%
Food,
Not
Total Field %
Hospitality & applicable of Study
Personal
Services
16 0.8%
357
588 1%
581 28.7%
45,180
59,417 59%
55 2.7%
2,279
3,539 3%
7 0.3%
290
579 1%
149 7.4%
3,300
6,155 6%
0 0.0%
125
362 0%
29 1.4%
1,059
2,763 3%
36 1.8%
963
1,664 2%
204 10.1%
3,451
5,020 5%
335 16.6%
1,767
2,594 3%
76 3.8%
1,520
2,447 2%
9 0.4%
186
369 0%
10 0.5%
307
607 1%
10 0.5%
250
468 0%
13 0.6%
438
1,189 1%
43 2.1%
778
1,405 1%
43 2.1%
873
2,355 2%
35 1.7%
621
3,112 3%
93 4.6%
1,309
4,271 4%
0 0.0%
149
269 0%
251 12.4%
459
1,421 1%
19 0.9%
286
535 1%
2,023
65,949 101,127
2%
65%
100%
Source: Australian Bureau of Statistics (2008)
Skills Tasmania
108
NW Tasmania Regional Training Demand Profile
Tourism Cont’d
….industry is largest employer with 16.6%, the retail trades also employ about
10% and manufacturing employ 7%;

Agriculture, aquaculture, fishing, food and beverages are a group associated
with food production and processing. It is difficult to obtain an exact equivalent in
the ABS data because food processing is classified into ‘manufacturing’. Nearly
9% of VET effort is in this field. The ABS data indicates that 32% are employed in
the primary industries for which they were trained, nearly 10% work in
manufacturing, 6% in public administration and 5.6% in the wholesale trades.

IT and communications receives 8.6% of VET effort. As could be expected, in
the ABS data regarding industry of employment, they are spread across the
spectrum. Education takes nearly 11%, retail about 8%, manufacturing about 8%
and public administration about 6%. About 66% of IT employees are VET
graduates overall;

General education appears to approximate the ABS category of education.
However, in this instance, the VET delivery of general education is more aimed at
disadvantaged and other groups and represents a basic level of education to be
able to handle the world of work or other study. Therefore it does not equate at all
to the ABS classification;

Building and construction approximates to the ABS classification of
architecture and building. Vet effort comprises 6% of the total output. The industry
itself is the main destination employing nearly 37% but public administration also
takes about 6%;

Health and community services incorporates the ABS ‘health’ FOS and a
proportion of the ‘society and culture’ FOS. The field is the focus of about 5.8% of
VET effort and some 46% are employed directly in that industry with a further 9%
in public administration. However, it should be noted that only 55% of people in
this industry have VET level qualifications as there is a high level of higher
education graduate positions in this industry.

Automotive and Engineering will be considered together for the purposes of
correlating with the ABS classifications. It can be seen that some 7% of persons
employed across all industry have engineering or related qualifications and it is
the most numerous field of study for qualified persons in industry. The VET effort
is 4.8% (Auto) and 4.1% (Eng) respectively of total output and they are employed
in manufacturing (22.3%), construction (7%), transport (5.2%) and agriculture
(4.5%).

Mining and mineral processing is 2.9% of VET effort but all that can be
concluded from the ABS data is that it employs about 6% of the regions
population. However, other ABS data indicates that about 76% of the qualified
persons working in mining are VET graduates;

Retail and wholesale sales and service is not an ABS FOS. However, it
receives about 2.8% of VET effort. This may appear small however some of the
relevant training occurs under the category of ‘business and financial services’.
We can see from the ABS data that they employ about 7% of the regions
qualified persons and that 73% are VET graduates.
Skills Tasmania
109
NW Tasmania Regional Training Demand Profile

11.3.
Conclusions

Engineering courses are vital to the future of the NW coast development. It is the
largest group of qualifications employed by industry and yet has received only
4.1% of VET effort from 2002-06. Yet the industry is indicating that its
development is being constrained by the lack of qualified engineers. This
comment is moderated by the industry trend towards employing more graduate
engineers, although this seems to be the focus more of the larger firms on the
coast.

Similar comments could be made about the construction industry as were made
above about engineering. It receives 5.9% of effort and yet is vital to the coast’s
development.

Tourism related courses receive 10.3% of VET effort and has been an emphasis
for over a decade in Tasmania. There are clearly a large number of trained
persons who work in related occupations and industries or who have moved out
into other occupations. However, it is an industry that is largely comprised of
small and micro businesses that employ few people. It is also an industry of low
pay, often unpleasant work, odd hours and sometimes poor management and is
consequently characterised by high turnover of employees. Given this, an indepth review of the tourism and hospitality training effort may be warranted with a
view to re-directing funding to other higher priority industries.

Health and community services receive 5.8% of VET effort. The trend towards a
significantly higher proportion of older people and the current influx of older
people to the coast is widely recognised. Whilst this sector employs a lower
proportion of VET qualified persons than other industries, there is a significant
need for VET trained support and ancillary workers. The current effort should be
reviewed to ensure that regional needs are adequately met.

Business, financial and IT output, combined is nearly 29% of VET effort. Whilst
industry continue to indicate the need for these qualifications, it is unlikely that an
increase is justified in the light of other needs. It is even possible that an in-depth
analysis of the impact of this training in terms of direct, short term benefit to
coastal businesses may indicate that the current level of effort is excessive in
some areas and that efficiencies could be gained.

The agriculture, aquaculture, fishing, food and beverages industry is a major
employer and is economically very important to the coast and Tasmania. It is also
historically a low employer of qualified persons and is currently struggling to
survive. However, the 8.8% of VET effort indicated in Table 52 suggests that it
may be adequate yet some re-focusing on more appropriate skill sets and
reducing non-employment related training may provide more benefit for the
industry.
Skills Tasmania
110
NW Tasmania Regional Training Demand Profile
Appendices
Skills Tasmania
111
NW Tasmania Regional Training Demand Profile
Appendix 1: Methodology for developing this report
This TDP employed the following methodology:

Desk research of documents in the public domain (listed in the References);

Commissioned data runs by the Australian Bureau of Statistics as well as
published ABS data and reports;

Special data runs from the statistical databases of the Office of Post-Compulsory
Education and Training (OPCET);

A review of the current suite of Skills Tasmania Training Development Profiles for
data relevant to the NW coast;

Qualitative data was gathered by 12 semi-structured telephone or face-to-face
interviews with industry personnel;

This data was then subjected to content and thematic analysis.
The content of this report has been constrained to some extent by:

The nature of the statistical data gathered by government sources. In particular,
in many instances data is not collected at a local government area (LGA) level
that allows the compilation of a profile for specific aggregations of LGAs;

The small numbers in some fields of activity may potentially result in a breach of
confidentiality as determined by the Privacy Act 1988 (Cwth) if data was released
to the public. To avoid this, where the statistics in any area are small, the ABS
has randomly changed the number to protect privacy and so readers will note that
some tables, particularly those that provide statistics for the individual LGAs, will
not sum to the total shown at the foot or side of the table;

Many government agencies develop policies and programs for the whole state
and do not differentiate regions or industries unless there are special
circumstances;

ABS data, on which this report largely relies, is a self-reporting survey which at
times has high levels of detail lacking and is subject, to some extent, to highly
idiosyncratic interpretation of questions and therefore some bias.
The exclusion of the West Coast region or the Australian Bureau of Statistics (ABS) Lyell
Statistical Subdivision requires the data sets for this report to be compiled for either the
EIGHT Local Government Areas (LGAs) or for the remaining TWO ABS Statistical
Subdivisions, Burnie-Devonport or North Western Rural. Where it has been possible and
practicable information has been compiled from data for the eight LGAs and unless
otherwise stated as close as possible to the displayed data or in the cited text, ABS data
for the eight individual LGAs has been used. However, any material citing “Mersey-Lyell”
contains a relatively small error for the West Coast population however in these
instances, the author has made a judgement that the inclusion of the West Coast
population does not bias the analysis or the ultimate findings.
Skills Tasmania
112
NW Tasmania Regional Training Demand Profile
Appendix 2: North West enrolments by state funding source and level 2002-06
Cert I
2002
Non-TAFE Comp Bids
Cert II
122
30
99
58
17
380
264
6
11
408
719
45
TAFE - Purchase Agreement
580
1,221
1,317
774
TAFE - Comp Bids
106
931
101
43
4
TAFE - Fee for Service
371
518
567
365
68
1
2
2
1
TAFE - Overseas Student
Education not
elsewhere
classified
21
Other Nonaward
Courses
State of Attain
Not Id by
Level
2
Y.12
Grand
Total
%
34
411
3%
14
682
5%
127
31
76
21
70
2
274
319
31
8
1,183
9%
4,949
39%
1,276
10%
2,492
19%
6
0%
67
1%
54
13
TAFE - User Choice
38
164
104
17
2
325
3%
5
97
592
12
7
713
6%
387
285
15
10
697
5%
1,598
3,777
3,827
1,631
938
150
25
269
16
52
8
1
15
18
VET in Schools
Sub-Totals
Non-TAFE Comp Bids
Non-TAFE Env Tourism
-
328
7
452
4%
41
0%
11
676
5%
385
192
Non-TAFE User Choice
4
375
682
45
TAFE - Purchase Agreement
588
1,122
1,278
707
831
115
3
81
TAFE - Comp Bids
562
439
87
22
61
2
102
144
88
63
2
495
606
416
93
10
3
432
12,801
1
71
333
1
39
81
1
TAFE - Fee for Service
15
513
Non-TAFE Fee for Service
TAFE - Env Tourism
16
283
3
1,106
9%
4,741
37%
1,419
11%
153
1%
2,674
21%
TAFE - Purchase Agreement ViS
45
29
74
1%
TAFE - User Choice
21
137
136
10
1
305
2%
7
107
712
10
1
837
7%
416
264
36
7
723
6%
1,977
3,127
4,000
1,429
1,000
32
154
101
31
4
TAFE - User Choice Guaranteed
VET in Schools
Sub-Totals
Non-TAFE Comp Bids
Non-TAFE Env Tourism
99
128
3
544
522
17
104
443
3%
3
103
1%
780
6%
1
Non-TAFE Fee for Service
1
196
362
198
Non-TAFE User Choice
4
301
618
38
TAFE - Purchase Agreement
641
1,759
1,264
674
664
105
TAFE - Comp Bids
261
60
3
19
23
146
15
961
7%
5,268
40%
600
5%
66
46
33
29
28
325
690
689
442
TAFE - Purchase Agreement ViS
32
10
1
TAFE - User Choice
23
97
137
6
1
5
69
910
7
1
992
7%
366
286
56
1
709
5%
1,658
3,722
4,112
1,428
867
109
9
136
26
25
16
6
TAFE - Fee for Service
TAFE - User Choice Guaranteed
VET in Schools
Sub-Totals
Non-TAFE Comp Bids
Non-TAFE Env Tourism
120
1
131
12,749
149
TAFE - Env Tourism
21
43
11
823
32
233
866
515
3
126
1
16
61
Non-TAFE Fee for Service
1
95
277
146
10
Non-TAFE User Choice
8
320
693
17
1
TAFE - Purchase Agreement
719
2,026
1,236
761
623
82
TAFE - Comp Bids
121
14
31
13
58
3
TAFE - Env Tourism
3
329
13
13
116
1
TAFE - Fee for Service
173
549
802
580
108
4
930
93
270
2%
3,335
25%
43
0%
264
2%
13,325
347
3%
61
0%
532
4%
1,039
8%
5,789
44%
369
3%
1
0%
3,239
24%
TAFE - Purchase Agreement ViS
60
1
1
62
0%
TAFE - User Choice
13
95
117
3
228
2%
5
89
1,145
4
1,243
9%
370
310
11
691
5%
1,470
3,560
4,313
3
1
13
140
124
93
TAFE - User Choice Guaranteed
VET in Schools
Sub-Totals
2006
792
Adv
Diploma
TAFE - Purchase Agreement ViS
TAFE - User Choice Guaranteed
2005
Diploma
1
Non-TAFE User Choice
2004
Cert IV
45
Non-TAFE Fee for Service
2003
Cert III
DEST Funded
Non-TAFE Comp Bids
Non-TAFE Env Tourism
1,525
800
89
60
2
143
240
110
Non-TAFE User Choice
300
873
42
607
1,832
1,396
747
563
72
29
34
104
55
43
3
TAFE - Comp Bids
943
541
2
97
13
4
Non-TAFE Fee for Service
TAFE - Purchase Agreement
-
TAFE - Env Tourism
10
1
3
607
14
132
1
TAFE - Fee for Service
TAFE - Purchase Agreement ViS
108
711
578
657
114
15
4
933
5
13,254
4
0%
537
4%
4
0%
504
4%
1,215
9%
5,841
43%
400
3%
1
0%
3,125
23%
1%
73
12
16
1
102
TAFE - User Choice
9
89
102
3
203
2%
TAFE - User Choice Guaranteed
6
66
1,307
4
1,383
10%
732
5%
VET in Schools
368
353
11
Sub-Totals
1,200
3,545
4,627
1,619
730
90
Grand Total
7,982
18,430
21,149
7,834
4,423
12%
27%
31%
12%
7%
4
936
745
14
13,510
575
39
3,639
3,244
101
67,422
1%
0%
5%
5%
0%
Source: VET Provider Collections 2002 – 2006
Skills Tasmania
113
NW Tasmania Regional Training Demand Profile
Appendix 3: National key findings for graduates and module completers from all VET
providers by state/territory, 2007
State
Australia
NSW
Vic.
Qld
SA
Tas.
WA
NT
ACT
Graduates
Respondents
Estimated population
45 863
8 275
13 705
10 228
3 457
6 354
1 658
1 212
974
478 050
144 110
139 540
96 330
27 430
41 500
15 910
6 620
6 620
%
%
%
%
%
%
%
%
%
Employed after training
81.1
76.8
81.8
83.8
82.7
84.3
81.7
83.1
88.9
Not
12.8
13.7
12.3
12.8
13.2
12.9
12.0
9.8
8.9
89.2
87.6
89.8
89.3
89.9
91.1
89.6
89.5
93.5
30.8
35.1
30.1
24.8
30.3
33.0
30.0
32.1
32.3
86.7
84.7
86.6
89.2
85.7
87.6
88.6
89.4
88.7
88.8
89.0
88.9
89.3
89.0
87.1
90.0
86.6
84.2
employed
before
commencing
the
training and employed
aftera
Employed or in further
study after trainingb
Enrolled in further study
after training
b
Fully or partly achieved
main reason for doing
the training
Satisfied
overall
with
the
quality
of
training
Module completers
Respondents
21 342
4 351
6 696
3 478
2 550
3 113
466
323
365
Estimated population
361 170
144 100
110 050
50 650
24 050
21 020
5 450
2 910
2 940
%
%
%
%
%
%
%
%
%
Employed after training
Not
employed
before
commencing
74.3
71.2
75.4
77.2
78.7
77.7
77.8
71.1
76.0
7.6
7.5
6.9
8.5
6.6
9.5
9.9
11.7
10.8
77.8
72.7
83.3
78.5
79.8
79.2
78.6
75.2
79.3
4.4
3.6
5.3
3.9
3.6
6.2
9.0
8.9
80.4
78.6
83.4
79.4
82.6
79.4
79.2
80.2
71.6
83.8
83.8
85.1
80.8
87.8
81.7
83.7
81.8
77.1
the
training and employed
aftera
Employed or in further
study after trainingb, c
Enrolled in further study
3.3*
after trainingb, c
Fully or partly achieved
main reason for doing
the training
Satisfied
overall
with
the
quality
of
training
Source: National Centre for Vocational Education Research (2007c)
Skills Tasmania
114
NW Tasmania Regional Training Demand Profile
Appendix 4: VET Qualifications by Level and Field of Study for NW LGAs, NW Region and
Tasmania (2006)
Burnie Central
Coast
40 Advanced Diploma and Diploma Level, nfd
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
41 Advanced Diploma and Associate Degree Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
42 Diploma Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
50 Certificate Level, nfd
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
51 Certificate III & IV Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
52 Certificate I & II Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
Circular
Head
Devonport Kentish
King Latrobe Waratah/ Total NW Tasmania
Island
Wynyard
0
0
0
0
0
0
4
0
0
3
0
0
0
0
5
0
0
0
0
0
0
5
0
0
0
0
0
0
0
7
0
0
0
0
0
0
0
3
3
0
0
0
0
0
3
0
0
0
0
0
0
3
0
4
4
0
0
0
0
7
0
0
0
3
0
0
0
0
0
0
0
0
0
0
4
0
0
0
0
0
0
0
0
0
0
3
0
0
0
3
0
0
0
3
0
0
0
0
0
0
0
0
0
0
3
0
0
0
0
0
0
0
3
0
0
0
0
0
0
3
0
0
0
3
0
0
7
4
3
3
5
0
0
0
25
16
0
4
16
7
3
34
18
37
35
21
12
0
0
209
0
12
3
39
4
10
79
90
68
29
17
8
0
0
355
5
8
16
47
3
24
87
123
70
42
11
10
0
0
444
0
0
3
4
0
24
20
25
10
10
7
0
0
0
106
3
8
10
67
4
18
77
159
100
39
21
9
0
0
510
3
0
4
16
3
4
20
30
17
14
3
7
0
0
120
0
0
3
4
0
6
11
10
6
3
0
0
0
0
44
3
0
0
13
3
18
39
55
27
10
6
7
0
0
181
9
0
3
43
3
16
74
77
54
32
15
3
0
0
322
22
28
33
234
15
126
401
569
356
181
85
44
0
0
2,086
150
200
139
1,402
168
539
2,397
2,619
2,239
851
586
358
3
0
11,651
3
3
20
59
3
13
30
30
117
86
19
4
0
0
388
5
7
13
63
4
17
32
51
131
116
26
9
0
0
474
4
3
3
3
0
18
11
11
33
32
3
4
0
0
121
6
3
40
64
4
14
31
50
124
123
30
20
0
0
501
3
3
7
11
0
3
7
9
25
22
13
5
0
0
104
0
0
0
5
0
4
4
10
11
0
0
3
0
0
37
5
8
9
27
0
10
10
22
61
38
11
5
0
0
199
3
12
6
24
0
9
22
23
56
78
18
7
0
0
259
34
36
94
255
14
90
135
198
554
490
118
61
0
0
2,090
175
222
520
1,416
148
451
664
842
3,152
2,036
794
373
3
0
10,793
4
3
10
29
4
10
11
0
122
34
11
9
0
0
247
5
3
6
24
6
15
19
6
115
41
17
4
0
0
247
0
3
0
5
0
11
4
0
33
7
6
3
0
0
69
5
3
3
29
3
15
19
4
143
43
17
17
0
0
304
6
0
0
4
0
3
3
3
29
11
3
0
0
0
69
3
3
0
5
0
0
0
0
9
3
0
0
0
0
17
3
0
0
8
0
11
13
4
43
14
3
7
0
0
101
0
7
0
24
3
3
13
5
75
22
0
9
0
0
163
23
18
24
134
19
62
75
15
565
175
52
56
3
0
1,216
109
101
89
560
119
280
370
91
2,658
864
226
239
14
0
5,725
111
3
29
1,078
311
68
44
21
254
143
27
289
3
0
2,382
130
4
21
1,168
543
136
70
17
244
152
17
345
0
0
2,855
31
10
10
362
123
90
13
6
80
52
7
137
0
0
925
172
0
41
1,194
602
69
78
17
313
167
17
413
0
0
3,086
36
0
7
306
117
39
25
4
59
33
7
120
0
0
748
10
3
3
112
37
20
3
0
10
9
4
45
0
0
256
52
3
11
533
253
47
36
14
105
55
13
148
3
0
1,259
63
5
15
774
250
85
46
23
127
88
23
187
0
0
1,687
602
22
140
5,522
2,235
552
318
98
1,191
708
119
1,673
7
0
13,193
2,869
77
660
22,391
9,782
2,152
1,432
402
5,465
3,150
684
8,100
12
0
57,170
9
0
17
29
0
11
7
3
81
19
3
28
0
0
206
5
0
15
21
3
7
10
3
108
45
3
20
0
0
242
0
0
19
14
0
11
3
0
38
13
0
14
0
0
116
9
0
16
25
0
7
8
5
126
44
5
27
0
0
277
3
0
4
3
0
5
3
4
22
18
0
6
0
0
74
0
0
0
7
0
0
0
0
3
3
0
0
0
0
19
3
0
3
19
0
0
4
5
50
8
4
12
0
0
106
9
0
9
13
0
10
0
14
63
13
0
20
0
0
152
32
0
84
132
10
55
39
33
482
156
22
135
0
0
1,179
152
16
277
459
36
296
167
118
2,051
736
95
566
25
0
4,996
Skills Tasmania
115
NW Tasmanian Regional Training Demand Profile
Appendix 5: Higher Education Qualifications by Level and Field of Study for NW LGAs, NW
Region and Tasmania (2006)
10 Postgraduate Degree Level, nfd
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
11 Doctoral Degree Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
12 Master Degree Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
21 Graduate Diploma Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
22 Graduate Certificate Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
31 Bachelor Degree Level
Field of study not stated - Field of study inadequately described
01 Natural and Physical Sciences
02 Information Technology
03 Engineering and Related Technologies
04 Architecture and Building
05 Agriculture, Environmental and Related Studies
06 Health
07 Education
08 Management and Commerce
09 Society and Culture
10 Creative Arts
11 Food, Hospitality and Personal Services
12 Mixed Field Programmes
@@ Not applicable
Total FOS
Burnie
Central
Coast
Circular
Head
Devonport
Kentish
King
Island
Latrobe
Waratah/
Wynyard
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
3
3
0
0
0
0
0
0
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
4
3
3
0
0
0
0
0
9
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
3
0
0
0
0
0
0
0
5
0
0
0
0
0
0
0
0
0
3
0
0
0
0
3
3
0
0
0
0
0
6
3
3
3
0
0
0
0
14
3
9
0
8
5
7
42
35
20
37
9
0
0
0
173
0
3
0
0
0
6
20
0
0
7
0
0
0
0
35
0
9
0
0
0
3
5
3
3
7
0
0
0
0
31
0
4
0
0
0
0
3
0
0
0
0
0
0
0
3
0
8
0
0
0
3
13
0
0
6
0
0
0
0
30
0
3
0
0
0
0
4
3
0
0
0
0
0
0
9
0
0
0
0
0
0
0
3
0
0
0
0
0
0
3
0
4
0
0
0
3
9
0
0
0
0
0
0
0
12
0
5
0
0
0
0
3
0
0
4
0
0
0
0
19
0
29
0
0
0
15
51
6
3
24
0
0
0
0
133
31
827
36
87
6
120
426
102
35
433
32
0
0
0
2,129
0
5
0
5
0
4
7
25
18
16
5
0
0
0
82
4
6
0
5
0
3
6
16
17
14
0
0
0
0
69
0
3
0
0
0
0
3
0
0
3
0
0
0
0
9
3
9
3
8
0
3
5
34
20
8
0
0
0
0
89
0
3
0
3
0
3
3
3
10
3
0
0
0
0
23
0
0
0
0
0
0
0
0
0
0
0
0
0
0
6
0
3
3
3
0
0
3
8
5
7
0
0
0
0
33
0
4
0
4
0
4
4
14
5
20
0
0
0
0
49
8
23
3
22
0
9
36
103
70
73
3
0
0
0
356
59
311
92
233
54
161
372
919
746
891
201
0
0
0
4,039
3
3
0
4
0
3
12
40
3
16
3
0
0
0
87
3
0
0
3
3
3
17
63
10
19
3
0
0
0
120
0
0
0
0
0
0
0
13
0
0
0
0
0
0
19
0
3
3
3
0
0
10
68
9
9
0
0
0
0
103
0
0
3
0
0
3
0
15
0
3
0
0
0
0
25
0
0
0
0
0
0
0
8
3
4
0
0
0
0
11
0
0
3
0
0
0
16
19
7
0
0
0
0
0
44
0
0
3
3
0
0
9
44
0
3
0
0
0
0
74
3
6
9
14
6
7
77
264
28
56
4
0
0
0
478
33
82
119
61
67
109
497
1,466
374
615
110
3
0
0
3,545
0
0
0
0
0
0
8
8
3
3
0
0
0
0
25
0
0
0
0
0
0
3
4
4
3
0
0
0
0
13
0
0
0
0
0
0
0
0
4
0
0
0
0
0
3
0
0
0
0
0
3
8
4
7
3
0
0
0
0
23
0
0
0
0
0
0
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
3
0
3
0
0
0
0
5
0
3
0
0
0
0
0
6
0
0
0
0
0
0
4
4
3
3
0
0
0
0
19
0
5
0
0
0
3
34
18
29
14
0
0
0
0
95
7
8
7
9
7
11
206
99
243
154
15
0
0
0
764
14
75
21
37
0
24
291
223
68
104
18
4
0
0
874
12
53
20
36
6
30
281
364
78
127
18
3
0
0
1,023
5
11
0
11
0
6
70
110
26
23
5
0
0
0
271
22
54
16
57
3
32
290
372
113
156
28
0
0
0
1,130
0
18
5
6
3
6
52
53
33
29
6
0
0
0
212
3
6
0
3
0
11
21
25
7
12
4
0
0
0
97
6
20
5
29
3
15
140
111
27
59
10
0
0
0
436
11
37
3
26
3
20
176
197
38
88
18
0
0
0
631
70
283
67
207
29
150
1,330
1,451
395
590
103
3
0
0
4,675
859
2,791
1,057
1,824
557
966
7,626
7,729
3,821
6,007
1,561
54
7
0
34,867
Skills Tasmania
Total NW Tasmania
116
NW Tasmanian Regional Training Demand Profile
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