2. Background to Skills Recognition Project Identified need : increase the use of/knowledge about skills recognition processes in the Australian Rail Industry. Project Aim: develop a depository of information about how to do Skills Recognition in the Australian rail industry with both safety and following relevant policy requirements. Skills Recognition (SR or RPL): An assessment process where existing skills gained via work, education and life experiences may be recognised to gain part/all of a formal qualification.

3. Industry Partners

4. SR: Benefits for Employers Enhancing potential workers’ employability. Confirming competence for positions. Confirming competence for job classification in an industrial agreement. Identifying training needs. Confirming compliance with licensing/regulatory bodies. Ensuring training time focused on acquisition of new skills. Recognising skills can improve morale; productivity.

5. SR: Benefits for employees Confirming competence for a position; Confirming eligibility for entry to/or credit in a qualification. Ensuring that learners do not have to relearn skills and knowledge they already hold. Reducing the amount of time/on costs/costs to acquire a qualification. Indicates interest in the employee. Often recognises, formally, the skills and experiences of older workers. Gap identification for focussed training

6. The need for SR in rail ARA 2008: Position the culture of rail for the future: Attract younger workers, migrants, women. Retain experienced staff and the knowledge they hold. Build new employment and training pathways for skills development. Introduce more flexible and innovative work practices. Ensure a consistent industry approach to skills development. An aging workforce Need to attract new and or younger workers. Improve employee morale By possibility of gaining a formal qualification.

7. Research Findings Where ignorance of SR processes: Misunderstanding Incorrect information sources Where a sound knowledge and experience of SR in rail Culture of rail safety: Resistance to change Focus on drivers at the expense of so many other roles SR is used expertly and with confidence SR not used: Fear of audits, deaths and litigation. SR used to identify skills, boost morale, open up employee career options, and as a recruitment tool

8. Understanding that it’s not just about documents ! Evidence Work and life experience: On the job training, Voluntary work (e.g. CFS) Challenge tests: Written, oral and/or practical Resume, Certificates, Diploma, Degree, In-house training, licences tickets, cards Certified third party reports: supervisor, work colleague In depth probing discussions Workplace demonstration and or using a simulator

9. Requested by assessors and trainers How to: access and assess evidence with confidence undertake holistic approaches including flexibility of assessment with confidence gain the trust of both the applicant and the employer, determine gap training, use field observation, simulators, determine authenticity of evidence, work with equity groups, access assessor support, access additional sources of information about policy etc. access information from relevant case studies.

10. SR Website Detailed depository: how to apply for SR. How to make SR assessments, risk mitigation for assessors and industry, documentation and forms, FAQ's, case studies, key terms, numerous links to relevant new policy bodies, the new National Rail Safety Regulator, additional sources of information in websites etc. SR Handbook (hard and soft copy) Detailed depository: how to apply for SR, how to make SR assessments, risk mitigation for assessors and industry, example documentation and forms, FAQ's, key terms, case studies, numerous links to relevant new policy bodies, the new National Safety Regulator, additional sources of information Manual: SR best practice Manual: SR strategies for HR practitioners Conference papers: 'Skills recognition in Australian rail: emerging opportunities in a safety critical industry. 'Skills recognition in the Australian rail industry: opportunities and challenges‘ Book chapters: for HR practitioners and assessors A major Literature Review Skills Recognition Framework

11. Website and Brochures Brochures which overview the content The website: a demonstration http://skillsrecognition.qmg.com.au/ Are there any questions?