The HR implications of key OTTE policies for the delivery of VET Patricia Neden Deputy Secretary, Office of Training and Tertiary Education Department of Education and Training Victoria

The HR implications of key OTTE policies for the delivery of VET Victorian TAFE workforce /…

The HR implications of key OTTE policies for the delivery of VET Victorian TAFE workforce /…

Diversity of Victorian TAFE workforce The HR implications of key OTTE policies for the delivery of VET Institute Diverse TAFE workforce environments… supported by… OTTEVictorian TAFE Association …with Institutes working together on common workforce issues. Institute TAFE Development Centre

The HR implications of key OTTE policies for the delivery of VET OTTE support: Professional development programs  Professional development funding programs ($7.5m per year)  Professional Development Grant  E-learning Grant  Other special purpose grants.  TAFE Development Centre programs ($2m+ per year)  e-recruitment system ($250,000)  HR Initiatives Program ($0.5m)  Reframing the Future Scheme ($0.5m per year). /…

OTTE support: Review of TAFE workforce  Preferred Arrangements for a proposed TAFE Industry Exchange Scheme (2003)  TAFE Industry Skills Scheme ($0.7m per year)  Workforce Planning Review Project (State Services Authority, 2006). The HR implications of key OTTE policies for the delivery of VET

Victoria’s VET agenda  Inquiry into Vocational Education and Training (Feb 2006)  Value of investment into lifelong education  Raising Victoria’s skills and qualifications profile  Increase Year 12 participation and completion rates  Focus on value of apprenticeships  Skills needs of the future: need for high level qualifications  Focus on priority industries. /…

The HR implications of key OTTE policies for the delivery of VET Victoria’s VET agenda  Maintaining the Advantage: Skilled Victorians (March 2006) Four key actions:  Starting earlier  Learning longer  Getting smarter  Making it easier. /…

The HR implications of key OTTE policies for the delivery of VET Victoria’s VET agenda  Moving Forward (November 2005)  $15.5m over four years - commencement 1 July 2006  “to significantly increase the providion of vocational education and training in areas that are critical to future regional economic growth”  All regional TAFE Institutes  Variety of delivery – apprentices/trainees, pre-aprenticeships and existing workers as listed in Statement  Other priority areas as negotiated with each Institution.

The HR implications of key OTTE policies for the delivery of VET HR implications  Youth participation  Increasing number of young people entering TAFE  Growing need for professional development opportunities for the younger cohort  A Second Chance – ways to engage early school leavers  Establishment of Victorian Technical Education Centres (TECs). /…

HR implications  Recognition of Prior Learning (RPL)  Relevance to Skills Statement initiatives  Australian Qualifications Training Framework, Standard 8  COAG agreement on RPL  Plans for a Victorian RPL strategy. The HR implications of key OTTE policies for the delivery of VET /…

HR implications  Accelerated apprenticeships  Guaranteed reductions in duration of wider range of apprenticeships  No operational impact on TAFE staff  Skills Statement to provide $33m over four years to expand pre-apprenticeship delivery  Competency-based completions: apprenticeships vs traineeships  OTTE to provide advice on quality assurance aspects of competency-based completions. The HR implications of key OTTE policies for the delivery of VET

Comparison with Commonwealth VTA agenda  Broadly similar goals and objectives  Victorian-led National Reform Initiative  Links to social and economic well being.

The HR implications of key OTTE policies for the delivery of VET International context  Workforce development issues include:  Leadership development owww.ccleadership.org  Ageing workforce o

The HR implications of key OTTE policies for the delivery of VET Key challenges  HR priorities – link to Government requirements and support  HR priorities – link to organisational planning and goals  Address change management issues  Awareness levels of:  best HR practice  current HR policy and practice issues inside and outside of the VET industry /…

Key challenges (cont.)  Integrate local and regional HR practices  Confirm future expectations of Government/OTTE  Forecast and address skills shortage areas. The HR implications of key OTTE policies for the delivery of VET

In conclusion…  Questions?