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Acknowledgement to Country
Training Services NSW
Construction, Nursing, Hair/Beauty, Sport & Rec, Animal Care, Health, Tourism, Warehouse Operations, Primary Industry and Business.
SBAT Pilot Programs – Schools 2018
HUNTER CHRISTIAN SCHOOLMAYFIELD, Newcastle NSW
Hunter Christian School
Economic Development in the Hunter
• Second largest economy in NSW - we are at the forefront of regional development in the State.
• Hunter will increase its output by 75% to use around $64.8 billion by 2036.
How do we capitalise on new and emerging opportunities in both domestic and international markets?
1. Build regional capacity• Ability to respond quickly to emerging technologies and trends in the
industry – disruptive change• We MUST have a suitably qualified workforce to do this and in place
2. The current system needs greater support in the ‘pre apprenticeship’ space with specific skills - now termed ‘essential skills’ in work readiness, attitude and resilience rather than skills acquisition.
• Schools are in the box seat to address this need and develop interpersonal skills, communication skills and attitude to work/opportunity for students wishing to undertake SBATS.
The Skills Landscape
5 years from now, one/third of skills, (35%) that are considered important in today’s workforce, will change.
Jobs of tomorrow will require a broad set of transferable skills such as:
• Creativity• Problem solving – ability to apply concepts, ideas and problem solve• Critical thinking , innovative thinking• Knowledge of digital tools • Trio of technical, linguistic and mathematical skills (data literacy)• Emotional intelligence / social intelligence• Resilience• Patience
Page 5
We administer the state vocational training budget, we Monitor the Performance for Registered Training Organisations (RTO’s) against their delivery to all Apprentices and Trainees in NSW.
We Regulate the Apprenticeship space, we regulate the signed Training plans which lead to the many completions within NSW.
Who are Training Services NSW ???
Department of Industry
Page 6
School Based Apprenticeships
• Historically
• Some past issues are: the participants and their jobs, “May not match to the most
appropriate applicant”, many uninformed & limited choices made, timetabling (suitability),
lack of weekend work opportunities
employers first experience of an SBAT was often a negative one (so more effort is
required to re-vamp SBATS and the front end loading process)
• Under represented in the VET sector
• Currently – we have
1. 394 School based Traineeships in the Hunter - Predominantly Health and retail
2. 54 School based apprenticeships – Predominantly construction industry
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How do we increase the participation rates?
• Development and Implementation of a Best Practice Model
• Pilot currently being implemented in the Tomago region with Hunter River High
School:
• local kids/local jobs
• 3 phase model
• Front end loading
• Rethink the cohort
• Group management (support) rather than individual navigation
School Based ApprenticeshipsBest Practice Model - 3 phases
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Clear career pathway
More informed decision making – industry
involvement
Application process
Interview
Create a group focus
Sign up process
Induction Day 1
Week 1
Month 1
Maintenance to include
Regional coordination of Mentoring programs
Supervisor workshops for employer
Successful
transition into full time apprenticeship
beyond yr. 12
Work placement 4 weeks trial
Supervisor workshop to prepare direct reports for
placement students
Improved Coordination of
mentoring services
Front end loading
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Key to increasing participation rates, we now think more on pre-selection and identifying the most appropriate candidate
Front end loading is essentialA New South Wales study produced findings, noting that 75% of apprenticeship applicants were judged unsuitable by employers in 2000 – 2010. Employers are still dissatisfied with the lack of
suitable applicants.
The main reasons for this unsuitability was either the Sbat participant, Apprentice or Trainee participants fell short with the right attitude, possibly their overall presentation,
followed by their aptitude/type of work and the level of literacy/numeracy/ communication skills being appropriate or acceptable to continue.
‘We can teach skills, but we can’t teach attitude’‘We need the willingness, the desire and commitment to be in the apprenticeship or traineeship, a
person who sees real opportunity, values the arrangement and is ultimately curious to learn’.
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Stage 1Clear career
pathway
Stage 2Create a group
focus
Stage 3Maintenance
Benefit of Becoming an SBAT
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Kick Start Your Career!
Paid Employment –
Assistance from School (S&S student contribution)
First stage of apprenticeship achieved
Can contribute to your HSC
Supported transition from School to Work
Your Training Services NSW Contacts
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Rebecca Anthony TSNSW Regional Manager
Amber Bibby TSNSW [email protected]
Ashlea ZithaTraining [email protected]
Stephanie ScreenTraining [email protected]
Grahame SaundersTSNSW Training [email protected]
Jenny – Lee PyeTSNSW Training [email protected]
Brett GroganTSNSW Training [email protected]
George ScevakTSNSW Training [email protected]
Tony WellsTSNSW Training [email protected]
Matt FrewTSNSW Training [email protected]
Training Services NSW Hunter and Central Coast Office
02 4926 7300Level 1, 117 Bull St. Newcastle
Questions
Training Services NSWLevel 1,117 Bull street, Newcastle West 2300
Locked Bag 542 Newcastle NSW 2300www.training.nsw.gov.au
Ph: 02 4926 7300
