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
have not been otherwise verified, and they should not be interpreted as being the views, intentions or policy of
Skills Tasmania or the Tasmanian Government.
INDUSTRY TRAINING DEMAND
PROFILE
COMMUNITY SERVICES
Contents
Scope of Community Services Training Demand Profile ................................................. 2
Part 1 Industry background and directions................................................................... 5
Part 2 Skill shortages .................................................................................................. 11
Part 3 Industry demand for training ...........................................................................13
Part 4 Assessment of infrastructure needs .................................................................23
Part 5 Information on VET in schools and Australian School-based
Apprenticeships ............................................................................................... 25
Part 6 Industry’s top priorities for the public training system.....................................28
Part 7 Higher education .............................................................................................. 33
Updated February 2008
Industry Training Demand Profile – Community Services
Scope of Community Services Training Demand
Profile
This Training Demand Profile concerns the Tasmanian Community Services Industry (excluding
childcare), which covers the following sectors:

Disability

Mental Health

Social Housing and Supported Accommodation

Drug /Alcohol/ Other Dependencies

Community Care

Residential Aged Care
Community Capacity Building
While core occupations within the Community Services industry are the main focus of the
training demand profile, skills other than core skills and qualifications are covered where
relevant in the analysis, highlighting industry demand for a range of broad skill areas of
significance.

Industry sectors and core occupations
The scope of the industry covered in this analysis includes the following sectors:
ANZSIC Classifications
Q860 Residential Care Services
Q879 Other Social Assistance Services
These classifications represent discrete industry sectors within specific VET requirements.
Training Package coverage
The Community Services industry is covered by the National Community Services Training
Package:
CHC02 Community Services
Qualifications and courses within Training Package(s)
The Community Services industry is covered by a range of Nationally Recognised
Qualifications, as set out below:
COMMUNITY SERVICES WORK – GENERALIST
CHC10102
Certificate I in Work Preparation (Community Services)
CHC20202
Certificate II in Community Services Work
CHC20302
Certificate II in Community Services (First Point of Contact)
CHC30802
Certificate III in Community Services Work
Updated February 2008
Page 2 of 35
Industry Training Demand Profile – Community Services
CHC40902
Certificate IV in Community Services Work
CHC50702
Diploma of Community Welfare Work
CHC60302
Advanced Diploma of Community Services Work
MANAGEMENT
CHC42002
Certificate IV Community Services (Service Co-ordination)
CHC51602
Diploma of Community Services Management
CHC60402
Advanced Diploma of Community Services Management
COMMUNITY SERVICES WORK – SPECIALIST
Aged Care and Disability Work
CHC20102
Certificate II in Community Services Support Work
CHC30102
Certificate III in Aged Care Work
CHC30202
Certificate III in Home and Community Care
CHC40102
Certificate IV in Aged Care Work
CHC40202
Certificate IV in Service Co-ordination (Ageing and Disability)
CHC30302
Certificate III in Disability Work
CHC40302
Certificate IV in Disability Work
CHC50102
Diploma of Disability Work
CHC60102
Advanced Diploma of Disability Work
Child Protection
CHC41802
Certificate IV in Community Services (Protective Care)
CHC51202
Diploma of Community Services (Protective Intervention)
CHC51302
Diploma of Statutory Child Protection
Community Development
CHC41902
Certificate IV in Community Development
CHC51402
Diploma of Community Development
CHC51502
Diploma of Community Education
Employment Services
CHC30502
Certificate III in Employment Services
CHC40502
Certificate IV in Employment Services
Updated February 2008
Page 3 of 35
Industry Training Demand Profile – Community Services
CHC50402
Diploma of Employment Services
Social Housing
CHC30702
Certificate III in Social Housing
CHC40802
Certificate IV in Social Housing
CHC50602
Diploma of Social Housing
Youth Work and Juvenile Justice
CHC30602
Certificate III in Youth Work
CHC40602
Certificate IV in Youth Work
CHC40702
Certificate IV in Youth Work (Juvenile Justice)
CHC50502
Diploma of Youth Work
COMMUNITY SERVICES WORK – OTHER SPECIALIST QUALIFICATIONS
CHC41702
Certificate IV in Alcohol and Other Drugs Work
CHC51102
Diploma of Alcohol and other Drugs Work
CHC30902
Certificate III in Telephone Counselling Skills
CHC41002
Certificate IV in Telephone Counselling Skills
CHC41102
Certificate IV in Mental Health Work–(Non-clinical)
CHC41202
Certificate IV in Community Services Advocacy
CHC41302
Certificate IV in Community Mediation
CHC41402
Certificate IV in Community Services (Information, Advice and Referral)
CHC41502
Certificate IV in Marriage Celebrancy
CHC41602
Certificate IV in Community Services (Lifestyle and Leisure)
CHC50802
Diploma of Community Services (Lifestyle and Leisure)
CHC50902
Diploma of Community Services (Case Management)
CHC51002
Diploma of Community Services (Financial Counselling)
Updated February 2008
Page 4 of 35
Industry Training Demand Profile – Community Services
Part 1
Industry background and directions
Industry trends
Tasmania’s Community Services industry is diverse and complex due to the number of
different sectors that are within it. Whilst many aspects of the services within the different
sectors appear similar, the very objectives of each service require specific models of care
and skills sets.
With the exception of residential aged care and community aged care, most services are
funded through the state government via the Tasmanian Department of Health and Human
Services. The trend towards government divesting itself of services has continued, with
services in the disability sector presently being transferred to non-government organisations.
A consequence of this shift is that there is little specific data available with respect to
workforce numbers and qualifications within each sector. Australian Bureau of Statistics data
provides a general overview, however does not focus on the specific subsets within the
industry.
When examining the industry background and direction it is useful to break it into three
areas: (as defined in the latest national Heath and Community Services Industry Skills Council
report 2005)
1
Aged care sector
2
Residential & non residential care sector
3
Employment services sector
Aged Care
The aged care sector provides a broad range of services that also include some health
services. Aged care services can be categorised as either residential or non-residential.
Non-residential aged care services (referred to by the industry as community care) include
home and community aged care packages, extended aged care in the home, respite and
centre-based day care, and aged care assessment services. These programs provide
practical help and support so people can continue living in their own homes. Services range
from domestic help and home maintenance and modification to personal care, food services,
transport, allied health care, nursing services, respite services and other help for carers in
Tasmania.
The Australian Government maintains the number of subsidised high care residential places
at 40 for every 1,000 persons aged 70 years and older, low care residential places at 48
per 1,000, and community places at 20 per 1,000i.
With the increase in the aged population in Tasmania residential aged care beds and
packages are projected to increase proportionally.
Non-residential aged care services have become an increasingly important component of
the aged care system over the last decade, as a result of government policies that have
shifted the balance of care away from intensive residential care.
Updated February 2008
Page 5 of 35
Industry Training Demand Profile – Community Services
The trend towards shorter lengths of hospital stay and de-institutionalisation has increased
pressure on the community services industryii.
Residential and Non-Residential Care Sector
Distinct from residential and non-residential aged care services, which provide care for the
elderly, the residential and non-residential care sector provides support for people with a
disability, mental health issues, drug and alcohol disadvantaged persons and protective
services.
Residential care includes support accommodation for disadvantaged persons where nursing
or medical care is not provided as a major service. This sector also includes corrective
facilities for juvenile offenders.
Non-residential care includes welfare services as well as fundraising services for welfare
purposes. Some examples include adoption services, adult day care centres, emergency
housekeeping services, marriage guidance services, meals on wheels services, parole or
probationary services, and welfare counseling services.
There has also been a substantial shift in emphasis in this area to service delivery in a home
based environmentiii.
Employment Services Sector
The employment services sector is competitively tendered and contracted, involving a range
of non-government, religious and private service providers. Performance assessment and
compliance monitoring in the sector is extremely high.
The employment services sector is open to international competition.iv Low unemployment
levels and Australian Government initiatives, such as ‘Welfare to Work,’ are placing
additional demands upon these services.
The changing nature of the Community Services industry is placing increased demands on the
workforce and it is one of the biggest challenges faced by the industry in Tasmania.
Updated February 2008
Page 6 of 35
Industry Training Demand Profile – Community Services
Source: DEWR, 2001v
The Community Services industry falls within the third major employment group in Tasmania.
The workforce is ageing, and there is increased emphasis on the workforce being able to
work across various sectors in the industry.
The number of VET students undertaking community services courses has increased over the
past five years with participation at its highest in the Certificate III, Certificate IV and
Diploma levels. Student participation in Certificate II courses is increasing in direct response
to the Australian Government ‘Australian Skills Vouchers Initiative’.
With the increasing need for qualified staff and calls for minimum entry qualifications, or a
requirement for staff to progress to a qualification once employed, there is a growing
awareness of the benefits of VET qualifications in business application.
With current and worsening skills shortages, this trend will continue as a primary means of
community service organisations attracting, retaining and developing staff.
New businesses
There are no new businesses as such within the industry. Models of service delivery, however,
are changing, having a significant impact on the way community services are operating.
Examples of this include:

A significant trend in the residential aged care sector of growth in ‘ageing in place’
strategies, which allow residents to remain in low care services even when the level of
care they require increases, requiring staff to have different skills sets when delivering
care within a service;
Updated February 2008
Page 7 of 35
Industry Training Demand Profile – Community Services

A continued trend to provide care or support in a home based setting; and
A flow on effect from the two trends above, that has had repercussions on the social
housing sector, with fewer people vacating their homes to move into supported
accommodation. At the same time, de-institutionalisation has created increased demand
for social housing from people with disabilities. There is also increased demand for
social housing from other sectors of the communityvi.
These trends will continue into the future. The Australian Institute of Health and Welfare
estimates that disability support services will increase substantially in the future, mainly due
to the ageing population. Governments will need to address unmet demand for disability
services by increasing funding, mainly to non-government welfare agency service providers.

This will place pressure on some welfare organisations to deliver government funded
services more efficiently. It is anticipated that the more profitable operators will manage the
costs and resident mix more efficiently and there will be a move towards larger
organisations and sharing of services.
Greater contestability for government funding will also motivate greater cooperation
between welfare organisations when bidding for government contracts.vii
New technology
E-business is altering the way many organisations operate, and creating pressure to acquire
hardware and facilities. Information and communications technology supports the effective
management of information, allows the more efficient use of resources, and supports new
models of service delivery such as the co-location of specialist services, and the coordination
of health provision in community services settings.
E-learning is reducing the costs of training and the disruptions to work associated with
training. The internet has made community services and health information readily available
to the publicviii.
Technology has commenced, and will continue to have an impact on the way services are
provided. Client record systems are now available that allow data to be collected on the
floor or in the home through use of palm pilots or touch screens.
In addition to Information Technology, there are significant advances being made in the
provision of independent living devises that will enable individuals to live independently
within the home. These include height adjustable sinks, toilets and basins, assistive switches
linked to curtains, televisions, remote controls, and doors, lighting sensors, voice activated
computers, movement monitoring systems, dressing aids, modified vacuum cleaners, modified
kitchen appliances and utensils, as well as gardening tools.
These continued advances in technology are having a significant impact in the way services
are delivered, and the interaction between client and support staff.
Strategic priorities/directions
A number of recent reports have been released in Tasmania, including:

Tasmanian Disability Services Workforce Development Strategy, 2007/20082011/2012ix
Updated February 2008
Page 8 of 35
Industry Training Demand Profile – Community Services

Tasmanian Mental Health Services/Non Government Organisations Workforce
Development Project Draft Reportx
Alcohol, Tobacco and other Drug Services Discussion Paperxi
These reports all concentrate on a particular sector within the Tasmanian industry. All possess
however, underlying themes that are based on higher standards and improved models of
service, requiring a highly skilled workforce against a background of an ageing population
and workforce.

These pressures are compounded by the following trends:

A population shifting to coastal regions and becoming more urbanised, changing the
location of service delivery demands;

A population becoming increasingly culturally and linguistically diverse, impacting on
service delivery;

A population becoming increasingly better educated, raising expectations of those
entering the workforce;

The change in family size and structure;

The slowing of women entering the workforce, seeing a decline in the traditional
Community Services industry workforce pool (women aged over 35 years);

Changes in community services policy, leading the industry to collaborate more closely
with health and other sectors, to gain a better understanding of communities and subcommunities and working towards building capacity within those communities; and
Moves to place-based and in-home service provision, increasing pressure on the industry
to work within less structured environments when providing services to individual clients.
The roles and responsibilities of the workforce are being expanded as follows:


Increased reliance on community care, requiring new roles and competencies in case
management. Skills are needed to manage the interface between health care and
community care. A general awareness and understanding of ethical issues across all
levels of the workforce is also vital.xii
Rather than simply being required to provide personal care to their clients, deinstitutionalisation has resulted in direct care workers being required to support
individuals in creating and maintaining personal relationships with friends and family, to
assist individuals to create and pursue their own personal goals, and depending on the
sector to facilitate the participation of the client in the workforce, to teach empowerment
skills and to facilitate the access of clients to recreational and community activities.
The implications of these trends require that:


Workers have more complex skills, increasing the need for organisations to provide
education, training and professional development for workers;
The new context for care and the subsequent demands on workers requires new ways of
thinking, new skills for both management and support workers, and a new way of
working with clients, families and their carers.
Overall employee development needs to be reflective of a wider strategy for the business
and aligned with the organisation’s corporate mission and goals. It will be essential to link

Updated February 2008
Page 9 of 35
Industry Training Demand Profile – Community Services
workforce development activities to all levels of business planning and ensure that the
activities are relevant, effective and support the industry in achieving its plans and
performance.
Diminishing areas/skills
Within the Community Services industry, there will be a continual drive to update skill levels
for new technologies and service delivery models.
Updated February 2008
Page 10 of 35
Industry Training Demand Profile – Community Services
Part 2
Skill shortages
At a national level, the Australian Government Department of Employment and Workplace
Relations produces an annual list of skill shortages across various Industry specialisations.xiii
There were no occupations that are specifically designated as being within the Community
Services industry that are included in the lists. A range of Health occupations that integrate
with community services are listed in the following specialisations for Tasmania:
Nursing

Aged Care

Community

Palliative Care

Rehabilitation

Registered Midwife

Mental Health Nurse

Enrolled Nurse
Health Specialists

Occupational Therapist

Physiotherapist

Speech Pathologist
These findings are reinforced with the inclusion of the majority of these occupations on the
Migration Occupations in Demand List, prepared by the Australian Government Department
of Immigration and Multicultural and Indigenous Affairs.xiv
Whilst pathways to the majority of the above professions are through tertiary institutions,
supportive and assisting roles are covered in the Community Services Training Package.
As the shortages in these professions are not likely to be satisfied, alternate models of
service delivery are currently being developed that utilise the skills of vocationally trained
staff in undertaking certain duties and functions under supervision, or where tertiary
qualified staff obtain additional qualifications and accordingly undertake a broader task.
In addition to the skills shortages listed above, job prospects for aged and disabled carers,
child and youth residential carers, counsellors, social workers, youth and disability workers,
hostel and refuge workers, social, welfare and community workers are listed as either
‘good’ or ‘very good’ in labour force trend data (the highest possible ratings) with projected
strong employment growth.xv
There is also recognition within the Tasmanian Community Services industry of the critical
need to up-skill existing support staff in their current positions and to provide a wide range
of professionals with practical business and management skills.
Updated February 2008
Page 11 of 35
Industry Training Demand Profile – Community Services
Competition with other industries for workers, limited career pathways, and lack of
articulation to higher education or qualifications are beginning to have an impact at many
levels.
Respondents surveyed for the preparation of this report have indicated a general tightening
of demand, and are now experiencing difficulties in attracting care and support staff; an
area where positions in the past have been able to be filled with relative ease.
Updated February 2008
Page 12 of 35
Industry Training Demand Profile – Community Services
Part 3
1
Industry demand for training
Tasmanian Community Services Industry
Characteristics of the existing workforce
The Health and Community Services Industry employs approximately 1,077,000 persons, full
time and part time nationally, which is around 10.5 per cent of the total workforce. In
Tasmania, the Health and Community Services accounts for 11.5 per cent of the total
workforce.
Over the past five years, employment in the industry has increased at a rate of 3.5 per cent
per annum. The median age for workers in this industry nationally is 43 years and earnings
are around $800 per week (full-time and before tax)xvi.
Employment arrangements
Occupations that have entry levels through a Bachelors Degree or AQF Diploma, such as
Counsellors, Social Workers, Youth and Disability Workers, and Welfare and Community
Workers, have a workforce that is approximately 65% full-time and 35% part-time.
In occupations that have lower entry levels such as Aged and Disabled Carers, Child and
Youth Residential Carers, Hostel and Refuge Workers, the workforce is conversely 35% fulltime and 65% part-time.xvii
Employer Size
Employer size varies across community services sectors. The Tasmanian Department of Health
and Human Services (DHHS) is a large employer with staff engaged in various roles across
the community services sector.
Religious and not-for-profit organisations are the main providers of services apart from
DHHS. Organisations range in size from those with three or four employees operating in one
location, to multi service providers operating across Tasmania with large workforces of
seven to eight hundred employees.
Information on actual size and numbers of organisations in the Tasmanian Community
Services industry is fragmented and it is not currently possible to obtain accurate details.
In Commonwealth Government funded aged care services, there are 146 approved
providers of aged care services operating 4440 aged care beds, 1040 community aged
care packages (CACP) and extended aged care at home (EACH) packages and 15
transitional care packages. There are also 87 providers funded for disability services.
Not all people employed in community services occupations work in Community Services.
Counsellors, for example, work in education and employer support services, whilst ‘special
care’ workers work in a variety of other industries.
Age of the workforce
The overall median age for the sector nationally is 43, with 45.9% of the workforce being
over the age of 45 years.xviii
Median ages for particular occupations are as follows:
Updated February 2008
Page 13 of 35
Industry Training Demand Profile – Community Services

Child and Youth Residential Carers - 45 years

Aged and Disabled Carers - 45 years

Counsellors - 46 years

Social Workers - 41 years

Youth and Disability Workers - 40 years

Hostel and Refuge Workers - 45 years
Welfare and Community Workers - 45 years
It is suggested that approximately one third of the workforce will be of retirement age
within the next 10 years. Data obtained from the industry consultations confirms similar, if
not higher ageing percentages, for the Tasmanian Community Services industry. Planning for
a skills shortage crisis within Tasmania, in a growing industry, is an immediate and urgent
priority.

Gender
Nationally 78% of Community Services workers are female.xix This gender imbalance
remains an issue for the Community Services industry nationally, and is reflected in
Tasmania.
Turnover rates
With the exception of Welfare and Community workers, occupations that have entry levels
through a Bachelors Degree or AQF Diploma such as Counsellors, Social Workers, Youth and
Disability Workers, have lower turnover rates between 5 and 10 percent.
Welfare and Community Services workers nationally have a higher turnover rate of 15.2%.
In occupations that have lower entry levels such as, Aged and Disabled Carers, Child and
Youth Residential Carers, Hostel and Refuge Workers, the nationally reported turnover rates
are high at 18%xx.
Skill Levels
In the Community Services industry, 17% of workers are employed as professionals, with
qualifications delivered by the higher education system.xxi
Nationally, approximately one-third of the workforce hold vocational education and
training (VET) qualifications as their highest post school educational attainment.xxii
Normal drivers of training demand in this industry group
Research has identified a number of major trends and issues that impact on the skills needs
of the Community Services industry.
Skills needs can be met not just by education and training, but also through job redesign
and changes to recruitment policy, practice and employee relations. Some skills shortfalls
can only be remedied through in-house approaches due to the specific skills required.
Updated February 2008
Page 14 of 35
Industry Training Demand Profile – Community Services
Four drivers have an impact on the demand for skills of the community services workforce:
1. Consumer and customer service demands
Australians are becoming better informed about their welfare, are spending more on and
are making more decisions about their services. These empowered consumers are
demanding better information, better service and better value. Although the industry is not
purely market driven, an understanding of customer requirements is important for the
effective design and implementation of future services.
2. Market expansion
Future market expansion will be limited within government expenditure, although overseas
expansion of aged care skills and knowledge is a possibility. An ageing population will
drive increased demand for aged care services, whilst government initiatives will drive
expansion in the drug alcohol, mental health and other welfare services. Furthermore,
demand for care by older Australians will continue to increase, with demand less likely to be
met by family or other informal carers.xxiii A significant reallocation of resources to sectors
that provide better returns on investment is likely to occur. Workers will need skills that allow
them to move between industry sectors.
3. Technological advancement
Technological advancement and its impact on industry operation and work processes is one
of the main trends affecting skills needs. New technology has implications in many areas
including business operations, support records management processes and customer
relations. Changing technology may reduce the shelf life of skills, necessitating accelerated
skills development, particularly in computer skills. Multi - skilling is increasing as is the sharing
of technologies between industries.
4. Competitiveness and productivity demands
Organisations throughout Australia are under pressure to improve competitiveness. The
Community Services industry is to some extent insulated from these pressures because they
operate domestically and are controlled and funded mainly by government. However,
increasing consumer expectations combined with limits on funding are pushing the Community
Services industry to improve productivity. The industry is being asked to do more with less.
A further six drivers impact on skills supply within the community services workforce:
1. Demography of the workforce
The workforce is ageing; there is a significant proportion of workers within 5–10 years of
retirement. There is high participation from women, while there are low numbers of youth in
the community services workforce. High levels of migration from rural to urban areas are
causing skills shortages, which will worsen without appropriate interventions.
2. Employment arrangements
Labour-hire, part-time employment and voluntary service are some of the more significant
employment arrangements emerging in the Community Services industry. The changes have
affected the skills needs of individuals, the number of people requiring skilling, and the
willingness to invest in skills development.
Updated February 2008
Page 15 of 35
Industry Training Demand Profile – Community Services
3. Worker attraction and retention
Like many other industries, the Community Services industry is finding it difficult to attract
and retain workers. This has resulted in acute shortages of registered and enrolled nurses,
medical professionals and some allied health workers.
Industry consultations in Tasmania have also highlighted shortages arising in positions such as
Child and Youth Residential Carers, Aged and Disabled Carers, Hostel and Refuge
Workers.
4. Health and safety
The incidence of workplace injuries is currently higher in the Health & Community Services
industries than the ‘all industry’ average. Education and training can play a vital role in
shaping a workplace culture that would reduce workplace incidents and adverse events.
5. Regulatory compliance
The need to meet new codes of practice, standards and legislation is a major driver of skills
demand. The Community Services industry is highly regulated, particularly in aged care.
Across many sectors of the industry there is an increasing call for minimum qualification entry
requirements for all staff, or immediate engagement in qualification programs to achieve
minimum standards.
6. Insurance
Some organisations are experiencing limitations with Public liability cover which is
consequently limiting workforce participation and exacerbating workforce shortages.
Furthermore, increases in workers compensation costs are impacting on the delivery of
services and some service providers’ viability.
Insurance companies also are increasingly insisting that industry acquire appropriate skills
and qualifications in order to mitigate business risks.
Changes occurring in demand for training
Data provided by the Tasmanian Office of Post Compulsory Education and Trainingxxiv has
been analysed for trends in training demand. Available statistics cover both the Health and
Community Services Industries and are understated, as they do not include all non-TAFE ‘fee
for service’ activity, which is not required to be reported by registered training
organisations.
The statistics are also heavily weighted towards the community services sector, as a review
of National Centre for Vocational Education Research (NCVER) statisticsxxv indicates that
numbers of health students under publicly funded training are at non-reportable or nonquantifiable levels.
Major findings from the statistics are as follows:
1
The largest number of qualifications awarded by AQF level are at Certificate III
(46%) and Certificate IV (19%) levels. A further 16% were at Diploma or Advanced
Diploma level with 15% at Certificate II.
Updated February 2008
Page 16 of 35
Industry Training Demand Profile – Community Services
Qualifications Awarded by AQF Level - Tasmania 2002 - 2006
Certificate I
Certificate II
Certificate III
Certificate IV
Diploma
Advanced Diploma
Other Non-award Courses
Statement of Attainment
Not Identifiable by Level
Source: NCVER, 2003 xxv
2
The number of students undertaking training in the last five years has increased by
70%, with the largest increases occurring in Non-User Choice ‘fee for service’ training.
Of note was a 38% drop in VET in Schools Training. This decrease is attributed the
current tightening in the labour market and an increase in the number of students
undertaking Australian School-based Apprenticeships.
3
Over a five year period between 2006 and 2007 the average percentage of
students completing qualifications is 64%.
4
The spread of students across Tasmania is proportional to population.
5
52% of all students are between the ages of thirty to forty-nine.
Updated February 2008
Page 17 of 35
Industry Training Demand Profile – Community Services
Student Age Grouping - Tasmania - 2002 - 2006
14 or under
15-19
20-24
25-29
30-39
40-49
50-59
60-64
65 or over
Not know n
Source: NCVER, 2003 xxv
6
Between 2003 and 2006 the average number of enrolments, as traineeships, was
18%, with the lowest year being 16% in 2006.
7
TAFE Tasmania carries out 72% of all reported training, followed by private
registered training organisations (16%) and VET in Schools courses (12%).
It remains difficult to quantify the amount of non-public funded training provision being
provided, with many registered training organisations listed as providing Community
Services industry training in Tasmania specifying on contact that they are not currently
delivering programs in the state.
Tasmanian Community Services industry employers surveyed have indicated a trend to
training unqualified employees initially at Certificate II level, providing a pathway within
the organisation to higher qualifications. This trend has been driven by several factors,
including a lack of higher qualified job-seekers, training funding options at Certificate II
level and the increased requirement and/or preference for skilled employees with minimum
qualifications.
Within the Community Services Industry there is a growing demand for higher level business
and management qualifications and skill sets to support existing employee positions as
industry expansion continues, new technologies are implemented and the trend of an ageing
workforce escalates. The rate of change within the industry, workforce pressures and issues,
and industry growth needs to be managed effectively.
Changes required to the nature of training
The vocational education and training (VET) system is, and will continue to be a major
provider of training in solving the workforce skills needs facing the Community Services
industry. Improvements required include recognising the competence of the large number of
Updated February 2008
Page 18 of 35
Industry Training Demand Profile – Community Services
unqualified workers, up-skilling unqualified workers, advancing the skills of Certificate III
and Certificate IV qualified workers and providing practical competencies to professionals
through national competency benchmarks.
Examples being progressed during the review of the National Community Services Training
Package include the creation of a wider range and diversity of roles, and the development
of clusters of skills that are vocationally specified and applicable to degree qualified as
well as vocationally trained occupations.
The contribution VET has to make to the skills shortage debate is highlighted in the following
principles:

Workers can and do learn on the job;

As a minimum, training should be aligned to a vocational outcome;

Industry should be able to have confidence in the consistency of skills sets they seek to
purchase; and
The recognition and training process should be based on competence achieved, not
training hours.
The changes outlined above require a more comprehensively skilled workforce, and the
future of the Community Services industry depends on developing and implementing an
effective VET strategy for their workforce.xxvi

From the analysis of industry data, there are three key changes required to the nature of
training:
8
Project focused delivery – VET program delivery should be project focused at all
levels, with students training in real or simulated environments with work/industry
focused projects.
9
Client focused delivery – VET program delivery should be client focused, in aiming to
engage and address industry needs and outcomes – in terms of not only the current
service models, but also with the development of future service delivery models.
10
Flexible delivery – a range of ‘just in time’, chunked skill development programs are
required for the existing workforce, delivered via means and with times and locations
suitable to meet the needs of the employed workforce.
Overall the provision of training on a Tasmania-wide basis recognising the difficulties
associated with training in regional and remote communities is imperative.
The target market for training
The following key target markets for training have been identified:
11
Existing industry employees – packaging of higher level skill courses and qualifications
in a range of technical and business areas the continued development of the existing
Health workforce.
12
Jobseekers/school leavers – increased provision of entry level training, retraining
opportunities and programs for equity groups. A continued focus on attracting male
entrants to the Community Services industry is required.
Updated February 2008
Page 19 of 35
Industry Training Demand Profile – Community Services
13
Mature aged – packaging training for older persons seeking entry to the community
services workforce.
Numbers of people that need to be trained
It is difficult to identify the numbers of people that need to be trained in the Tasmanian
Community Services Industry. VET training is recognised as a major contributor of training.
General comments during the consultation process often refer to the need of requiring “more
of every role,” highlighting the acceptance of the workforce challenges ahead for the
industry and also the growing recognition within the industry of the value of VET training
and supporting roles, and the need to train staff within the VET system.
Updated February 2008
Page 20 of 35
Industry Training Demand Profile – Community Services
Annual quantified training demand is provided below.
Community Sector
Skill Area
Numbers
Location
Governance

Participate as a member of an effective Board of an
organisation - SRXGOV001B

Undertake the role of an Individual Director of an
organisation - SRXGOV002B

Undertake the role of a Chairperson at a Board
meeting - SRXGOV003B

Diploma & Advanced Diploma of Business (selected
units including finance, risk management and
strategic planning)
200
State-wide
200
State-wide
Skills Clusters (selected units)

Certificate IV in Mental Health Work
40
State-wide

Certificate IV in Disability Work
40
State-wide

Certificate IV in Alcohol and other Drugs Work
40
State-wide

Certificate IV in Protective Care
40
State-wide

Domestic Violence
40
State-wide

Certificate IV in Community Mediation
40
State-wide

Case Management
80
State-wide
Business Skills and Management

Certificate IV & Diploma of Business / Business
Management / Frontline Management
50
State-wide

Certificate IV & Diploma of Community Services
(Service Coordination / Management)
30
State-wide
200
State-wide
Community Services Induction Program

Certificate II in Community Services Work / Support
Work (selected units only)
Comments on any government funded training provision in excess of local
industry needs
No areas of existing government funded training provision have been identified in excess of
local industry needs.
Updated February 2008
Page 21 of 35
Industry Training Demand Profile – Community Services
Recommendations for the appropriate response by the training system
It is recommended that training levels provided currently by the training system be
increased. A response is required from the training system in terms of the nature of the
provision of training programs, as outlined above.
The training system needs to respond to the needs of the existing workforce target group in
the provision of further packages of courses at various levels in a range of counselling,
support, care, advocacy, administrative and business skills, for continued skill development
of the existing Community Services workforce.
Recognition is needed that youth will be a diminishing pool of labour in the coming years. In
addition to the up-skilling of the existing workforce, training responses and industry
promotion should be aimed at mature aged workers and other groups to attract further
entrants into the workforce.
Information on training demand being met outside the Tasmanian public
system
It is difficult to accurately quantify training demand being undertaken outside the public
system, due to a lack of reporting requirements of non-public funded training and nonaccredited training.
Industry reports and consultations indicate that demand for technical skills is currently being
supported, but not met, via the delivery of industry based programs with professional
associations and peak bodies, such as specific disability networks, specific advocacy groups
(such as Asthma Australia), and through designated Department of Health and Human
Services (DHHS).
DHHS has recently released a tender for the provision of a Community Sector Learning and
Development Program initiative, which if launched as expected in late 2007, may provide
additional training support and options for skills clusters for the Community Services industry.
There is some evidence that these programs are being mapped against the Community
Services Training Package in recent years. There remains little evidence of integration of
these courses into full vocational qualification delivery.
Updated February 2008
Page 22 of 35
Industry Training Demand Profile – Community Services
Part 4
Assessment of infrastructure needs
The ability of the existing building, plant and equipment infrastructure (in
the publicly funded training system) to meet current and anticipated needs
TAFE Tasmania utilises technology to serve the needs of students by offering more choice to
students about how they learn through TAFE, providing information about products and
services. This has been achieved through providing teachers and staff with access via the
internet to any data, at any time, from any location (my TAFE). The roll-out of wireless data
communications systems to teachers also resulted in a demonstrated business benefit.
Flexi train Centres trialed a new computer booking system to provide much greater
flexibility to students and staff utilising the centres. The dynamic system allows students to
log-in from home or work to check on computer availability, book a computer on-line and
be assured their place is saved while teachers were able to book class space and review
online any teaching spaces available.
Work has commenced on the public website delivering more reliable and current
information through increased integration to other TAFE systems and the PC fleet Standard
Operating Environment (SOE) has been updated from Windows 2000 to Windows XP
including an integration of the latest versions of Microsoft Office and GroupWise.xxvii
Recommendations
Significant annual funding is required for networking equipment in each of the northern,
north-western and southern regions to enable the delivery of the Community Services
Training Package.
The provision of high quality and modern training resources is essential to enable TAFE
Tasmania to deliver flexible and consistent training across the State.
There needs to be continued recognition that the delivery of a series of specific Community
Services qualifications requires an on-going and regular commitment of funds in the areas
of:

Hardware,

Software,

Learning Resources, and

Professional Development.
Additional information on human and systems aspects of training
infrastructure
TAFE Tasmania has a critical mass of Community Service teachers who have both industry
experience and relevant professional qualifications. However, professional development
opportunities including Re-training and Return to Industry need to be constantly available to
ensure currency of skills and knowledge in this dynamic industry.
An Enterprise Learning Community of Practice has been formed and has visited a range of
large and small enterprises to discuss client training needs, documented examples of
successful workplace delivery and also initiated a trial mentoring program to support teams
shifting to workplace delivery. TAFE has established the Recognition Centre in 2006,
Updated February 2008
Page 23 of 35
Industry Training Demand Profile – Community Services
supported by funding from the Office of Post Compulsory Education and Training (OPCET)
to support both existing employees wishing to gain a qualification and workforce entrants.
The availability of qualified industry specialists as sessional staff in support of full-time staff
in the delivery of the Community Services Training Package is desirable and should be
supported in any way possible. TAFE experiences general difficulty in recruiting sessional
staff with the appropriate skills and experience.
Updated February 2008
Page 24 of 35
Industry Training Demand Profile – Community Services
Part 5
Information on VET in schools and
Australian School-based Apprenticeships
Qualifications and pathways appropriate for delivery through a VET in
Schools program including Australian School-based Apprenticeships
VET in Schools is now a well established part of senior secondary school certificates in
Tasmania. There are a wide variety of programs based on training packages available to
students across industry areas. Nationally, the most popular VET in Schools courses were in
the industry areas of Tourism and Hospitality, Business and Clerical, and Computing.
The Community Services Training Package has been designed to facilitate implementation of
Australian School-based Apprenticeships. Given the multiple entry points into the industry, all
qualifications are suitable for School Based New Apprenticeships although following
qualifications were considered to be the most likely to be applied when the package was
developed.
CHC02 Community Services
CHC30102 Certificate III in Aged Care Work
CHC30202 Certificate III in Home and Community Care
CHC30302 Certificate III in Disability Work
At the time of development, the Project Steering Committee for the Review of the
Community Services Training Package recommended that attention also be paid to
marketing the uptake of the generalist community services qualifications, including:
CHC30802 Certificate III in Community Services Work
The Committee also considered that the following qualifications were suitable for VET in
schools delivery:
CHC10102 Certificate I in Work Preparation
CHC20202 Certificate II in Community Services Work
CHC20102 Certificate II in Community Services Support Work
CHC30102 Certificate III in Aged Care Work
Under recent Council of Australian Government’s decisions and legislation, all barriers to
undertake Australian School-based Apprenticeships have been removed.
The latest available NCVER figures (2003) denote approximately 0.4% of VET in schools
students in Tasmania were studying in a Health or Community Services pathway.xxviii
Updated February 2008
Page 25 of 35
Industry Training Demand Profile – Community Services
VET in Schools Students Percentage Via Industry
Area - Tasmania
Information technology
Engineering & related
technologies
Architecture & building
8.9
18.1
8.7
Agriculture &
environmental studies
Health
3.1
Education
4.8
14.5
0.4
0.6
Management &
Commerce
Society & Culture
Creative Arts
3.5
16.9
Food, hospitality &
personal services
Mixed field programs
20.3
Source: NCVER, 2003xxix
Development and support for VET in Schools programs including school
based new apprenticeships
There is a growing take up of interest in school based new apprenticeships across the state
in Community Service industry.
Demand is primarily in the following courses:
CHC20202 Certificate II in Community Services Work
CHC20102 Certificate II in Community Services Support Work
CHC30102 Certificate III in Aged Care Work
CHC30302 Certificate III in Disability Work
CHC301202 Certificate III in Home and Community Care
The development is predominantly occurring in rural and regional areas where it is being
recognised that the development of skills within the local community is the most effective
method of sustaining a long term effective service.
Emerging opportunities
There is increasing interest from school leavers, particularly female, in aged care and
disability services qualifications.
Updated February 2008
Page 26 of 35
Industry Training Demand Profile – Community Services
There is also an emerging recognition within the industry that there is a need to attract
school leavers to the industry.
Issues in implementing VET in Schools including school based new
apprenticeships
There are no major VET system issues reported with implementation.
System Issues
Whilst there is an emerging recognition of the need to attract and retain school leavers to
the industry, the major systemic issue in implementing VET in schools and particularly school
based traineeships is a lack of understanding by employers of the role of VET in School and
school based new apprenticeships.
Updated February 2008
Page 27 of 35
Industry Training Demand Profile – Community Services
Part 6
1
Industry’s top priorities for the public
training system
Selected Skills Clusters within Specific Certificate IV
Qualifications in Disability Care, Youth Work, Protective Care,
Mental Health, Counselling, Domestic Violence, Alcohol and
Other Drugs Work
How many people require training and when (if relevant)?
Training in clusters at the present time has only been undertaken on a limited basis in
Tasmania. As the Community Services industry evolves to an increasing home-based model
the need for staff in the field to be able to meet the challenges of clients with multiple
dependencies and illnesses will become increasingly important.
What will meeting this priority achieve?
Recipients of training will predominantly be the existing workforce. This will result in a more
highly skilled workforce that will have the required skills and flexibility to be able to
operate across sectors in the industry and with a variety of models of support.
In addition the skill sets listed in the priority will assist in allowing for career paths to be
developed for employees which should assist in reducing turnover rates of staff in these
areas.
What current action is in place to address this priority?
Skills Tasmania’s ‘Tasmanian Skills Investment Program’ has provided support for subsidised
programs in the area of Mental Health work in recent years.
TAFE Tasmania reports that it has considered developing other programs however the
course participation fee has been considered prohibitive.
The recently tendered Department of Health and Human Services ‘Community Sector
Learning and Development Program’ initiative may provide additional training support and
options for skills clusters, but only for specific subsets of the Community Services industry.
What further action is required and what are the consequences of not taking
it?
If training support for the development of technical skills clusters is not available, the ability
of the Community Services industry to provide improved service delivery, both across and
within sectors will be hampered. This will also impact on the ability to attract and retain
staff within the industry and career opportunities will be limited to specific sectors.
Updated February 2008
Page 28 of 35
Industry Training Demand Profile – Community Services
2
Governance Training
How many people require training and when (if relevant)?
The majority of community organisations in Tasmania are governed through voluntary
community boards. These boards oversee small community projects to large not-for-profit
organisations employing hundreds of employees with substantial budgets. Many of these
organisations operate as incorporated associations through the Incorporated Associations
Act Tasmania (1964) or as Companies limited by guarantee through the Incorporations Act
2001. Boards generally comprise approximately eight to ten members and there is a
continual turnover. Many board members when recruited have little, if any, Governance
experience.
Training should include general director units:

SRXGOV001B Participate as a member of an effective Board of an organisation

SRXGOV002B Undertake the role of an Individual Director of an organisation
SRXGOV003B Undertake the role of a Chairperson at a Board meeting
There is also general recognition within Community Boards for the need for more specialised
governance training with additional units for finance, risk management and strategic
planning, which could be drawn from the Business Services Training Package, Diploma &
Advanced Diploma of Business.

What will meeting this priority achieve?
Governance is the system by which organisations are controlled. For organisations to fulfil
their roles it is imperative that boards focus upon strategic planning, financial oversight,
delegations of authority between the board and management, and that directors
understand their collective and individual fiduciary duties.
The Community Services industries ability to continue to play a vital role in Tasmania is
dependant upon this occurring.
What current action is in place to address this priority?
Governance training is provided through the Institute of Company Directors, TAFE and nongovernment training providers. Courses in many instances are part of overall qualifications
or are expensive and deter volunteers from attendance.
Skills Tasmania’s ‘Tasmanian Skills Investment Program’ has provided support for subsidised
governance programs in recent years.
What further action is required and what are the consequences of not taking
it?
High quality, accessible, industry specific training is required across the industry.
Organisations in the Community Services industry are finding that they are working in an
increasingly demanding and complex area.
Failure to address this need will result in the likelihood of organisations experiencing service
delivery complications, or financial difficulties, or a combination of both.
Updated February 2008
Page 29 of 35
Industry Training Demand Profile – Community Services
3
Business & Management Skills
How many people require training and when (if relevant)?
Employers are increasingly looking for a range of other skills in addition to the “hard”
technical skills gained from traditional health training at either University or VET levels.
The introduction of new service models will require process re-engineering and human
change. This demands skills in organisational change and management of human resources
infrastructure. This also re-emphasises the need to focus on ‘soft skills’ to assist the necessary
knowledge transfer required for successful remodelling of services.
Relevant training programs (either full qualifications or skills sets) include:

Certificate IV & Diploma of Business/Business Management/Frontline Management

Certificate IV & Diploma of Community Services (Service Co-Ordination/Management)
What will meeting this priority achieve?
These soft skills include business and management skills, tailored for the Community Services
industry, as well as general skills in problem solving and creative thinking. It is now the case
that the Community Services industry does not just want professional competence within a
sector, but individuals with competencies that can contribute to the organisation’s strategic
success and growth.
This priority will address the critical existing need for effective managers within the
Community Services industry, as well as future needs as the sector continues to grow.
What current action is in place to address this priority?
There is no current action in place to address this priority.
While Certificate IV qualifications are generally available as Australian Apprenticeships in
Tasmania, the majority of existing personnel who require these skills are already qualified,
preventing access to any support for study.
The recently tendered DHHS ‘Community Sector Learning and Development Program’
initiative, if launched as expected in late 2007, may provide additional training support
and options for skills clusters, but only for specific subsets of the Community Services
Industry.
The recent announcement by the Australian Government of the extension of the FEE-HELP
program to VET Diplomas and Advanced Diplomas may provide a further funding option
for managers wishing to enter Diploma programs, if course places are available.
What further action is required and what are the consequences of not taking
it?
A range of training programs offering both skills sets and full qualifications in the areas of
business and management skills are an immediate and critical priority to meet the existing
need and growing demand for higher level management and ‘soft’ skill areas in the
Tasmanian Community Services Industry, to assist the industry to meet with the challenges
being faced in workforce, change and technological areas.
Updated February 2008
Page 30 of 35
Industry Training Demand Profile – Community Services
4
Case Management
How many people require training and when (if relevant)?
There are presently major changes being undertaken within the Tasmanian Community
Services system that will drive new models of care that will be delivered throughout the
community. Changes in Community Services policy will lead increasingly on the industry to
work with Health and other sectors to gain a better understanding of communities and subcommunities and to assist with capacity building within those communities.
Relevant training programs include case management units from the:

Diploma of Community Services (Case Management)
What will meeting this priority achieve?
The delivering of case management training should increasingly assist the industry to work
more efficiently and effectively across all sectors offering improved service delivery and the
ability to work within different models of care.
What current action is in place to address this priority?
Skills Tasmania’s ‘Tasmanian Skills Investment Program’ has provided support for subsidised
Case Management programs in recent years.
The recently tendered DHHS ‘Community Sector Learning and Development Program’
initiative, if launched as expected in late 2007, may provide additional training support
and options for skills clusters, but only for specific subsets of the Community Services
Industry.
What further action is required and what are the consequences of not taking
it?
Continued and further programs building on the success of the current actions listed above
will be critical to enable suitably qualified staff to be available to meet the future demands
that are to be experienced by the Community Services Industry.
Failure to take action will reduce the effectiveness of the industry to meet the challenges of
a continued and changing environment.
Updated February 2008
Page 31 of 35
Industry Training Demand Profile – Community Services
5
Selected Units from the Certificate II in Community Services
Work / Support Work qualifications.
How many people require training and when (if relevant)?
The Community Services Industry is experiencing difficulties in recruiting and retaining direct
care and support staff. Traditionally, these new entrants have been female and over 35
years of age. Whilst it is envisaged that many staff will continue to be recruited in this
demographic there will be an increasing emphasis to attract staff from other sources. There
is also an opportunity for the industry to link into Australian Government ‘Welfare to Work’
strategies. A ‘pre-employment’ program with selected Certificate II skills cluster will provide
‘taster’ opportunities for a wider range of potential new entrants.
What will meeting this priority achieve?
Meeting this priority will enable the Community Services industry to potentially attract staff
from a section of the Tasmanian population that has traditionally been underutilised, as well
as new entrants to the work force that are unsure of their career direction.
What current action is in place to address this priority?
There are a range of current publicly funded programs that are in place to address the
priority. However, existing actions are aimed at participants that are more able to
immediately enter the workforce. These include:

Skills Tasmania’s User Choice traineeships program, which provides support for the
course costs for new eligible employees once they are employed in the sector;

The Australian Government, Department of Education, Science and Training, Australian
Apprenticeships program, which provides incentives for both new and existing, eligible
employees in the sector;

The recently launched Australian Government Department of Education, Science and
Training, Work Skills Vouchers Program, provides course vouchers to cover course costs
for eligible individuals to undertake a full Certificate II program.
What further action is required and what are the consequences of not taking
it?
A lower Tasmanian unemployment rate and higher skill base level required by the
Community Services Industry will require a greater emphasis on pre employment training for
potential employees, both to meet community expectations and to attract and retain
employees in the industry. The challenges in attracting and retaining staff cannot be
underestimated.
Continued and further programs building on the success of the current actions listed above
will meet the growing demand and need for higher level in the Tasmanian Community
Services Industry, and better equip the industry to meet the demand and needs of all
consumers in a variety of service settings.
Updated February 2008
Page 32 of 35
Industry Training Demand Profile – Community Services
Part 7
Higher education
Information on demand by industry for skills that is being met by higher
education
Apart from the recruitment of Social Workers, the Community Services Industry has not
relied on University level qualifications for the initial education of key professional staff at
both a local and national basis.
Programs offered are

Bachelor of Social Work
Bachelor of Social Work with Honours
Over the past decade the Community Services Industry has increasingly recruited staff who
have VET qualifications or who are working towards them.

Professional staff have also been drawn from occupations that are closely related to
Community Services such as Health.
Information on demand by industry for skills that could be, but is not being
met by higher education
Although there is a general recognition within the industry of the need for attracting and
retaining qualified professional staff, this has not as yet translated into a defined demand,
or a recognition of an expanded role, that University education may provide in providing
initial or post graduate qualifications.
As alternative models of support and care are developing and evolving, while positions and
roles within the workforce are being redefined. There will also be demand for ‘clusters of
skills’ rather than qualification based programs, once initial University qualifications are
achieved. It is likely that the industry will access these clusters through access to professional
association or peak body specific training, in house training and increasingly VET course
offerings at higher levels (Australian Qualifications Framework Certificate IV – Advanced
Diploma).
Information on existing, likely or possible articulation from VET to higher
education
At present there are articulation arrangements from the Diploma of Community Welfare
Work to Bachelor of Social Work. Currently there are no other pathways from VET to
higher education in the Health and Community Services sector.
Consultations with the industry indicates that there is recognition that the lack of defined
pathways is impacting on the ability to recruit skilled staff.
Opportunities exist to foster links between the VET and University sectors, and these should
be encouraged through engagement with University of Tasmania Faculties of Arts Health
Sciences and Education Professional Associations and VET providers. These opportunities,
through the examination of ‘set’ articulation arrangements and joint (combined) programs,
may be realised with in-depth negotiations between stakeholders, greater understanding of
course content, qualification pathways and quality assurance needs of these stakeholders.
Updated February 2008
Page 33 of 35
Industry Training Demand Profile – Community Services
The use of joint moderation/consultation processes may necessarily feature within these
discussions.
Updated February 2008
Page 34 of 35
Industry Training Demand Profile – Community Services
Endnotes
Australian National Training Authority Industry Skills Report Community Services and Health Industry p32
Australian National Training Authority Industry Skills Report Community Services and Health Industry p26
iii Australian National Training Authority Industry Skills Report Community Services and Health Industry p13
iv Australian National Training Authority Industry Skills Report Community Services and Health Industry p12
v ABS Census 2001, Occupational & Skills Analysis Section, DEWR
vi Australian National Training Authority Industry Skills Report Community Services and Health Industry p33
vii Australian National Training Authority Industry Skills Report Community Services and Health Industry
viii Australian National Training Authority Industry Skills Report Community Services and Health Industry p61
ix Department of Health and Human Services Disability Services Sector Workforce Development Strategy, a
Five Year Framework 2007/2008 – 2011/2012
x Department of Health and Human Services/Non Government Organisations Workforce Development Project
Draft Report November 2006
xi Department of Health and Human Services, Alcohol, Tobacco and Other Services, discussion paper
xii Australian National Training Authority Industry Skills Report Community Services and Health Industry p 7
xiii Department of Workplace Relations Skills Demand List 2006
xiv Department of Workplace Relations Occupations in Demand list September 2006
xvABS Labour Force Survey, Australia - five/two years to February 2006. DEWR trend data.
xvi ABS Employee Earnings, Benefits and Trade Unions Membership (cat. no. 6310.0), August 2005 and 2001
ABS Census of Population and Housing.
xvii ABS Labour Force Survey, Australia - average 2005.
xviii ABS Labour Force Survey, Australia - average 2005.
xix ABS Labour Force Survey, Australia - average 2005.
xx DEWR projections of Future Employment Growth and DEWR consultancy with the Centre for Economics of
Education and Training (CEET) at Monash University (job openings)
xxi Australian National Training Authority Industry Skills Report Community Services and Health Industry p.16
xxii Australian National Training Authority Industry Skills Report Community Services and Health Industry p.78
xxiii Australian National Training Authority Industry Skills Report Community Services and Health Industry p22
xxiv Office of Post Educational Training Health and Community Services TDP Data Analysis 2002-2006
xxv National Centre for Vocational Education Research – VET in Schools students and courses 2003
xxvi Australian National Training Authority Industry Skills Report p.78
xxvii TAFE Tasmania Annual Report 2005-2006
xxviii National Centre for Vocational Education Research – VET in Schools students and courses 2003
xxix National Centre for Vocational Education Research – VET in Schools students and courses 2003
i
ii
Updated February 2008
Page 35 of 35