1. ASEAN – Australia Development Cooperation Program (AADCP) Phase II Toolbox Development for a Priority Tourism Labor Division Regional Workshop Bangkok, 08 August 2012 Master Trainer and Master Assessor Analysis Slide 1

2.  To gather feedback from participants at the National Workshops on criteria for selecting individuals to do Master Trainer and Master Assessor training in Bali in October/November Slide 2

3.  Participants were asked the following questions:  What are the qualities that make a good trainer?  What special skills and abilities will a Master Trainer and Master Assessor need to train and assess others using the toolboxes?  How should your country choose its Master Trainers and Assessors? Slide 3

4. Feedback was grouped under the following headings:  Personal attributes  Training qualifications  Training experience  Academic and vocational qualifications  Industry experience  Knowledge/skills  Other Slide 4

5. Personal attributes  Responsible, respectable and credible reputation.  Flexible and adaptable with a positive attitude.  Hardworking with an ability to work under pressure.  Encouraging, motivating, engaging and approachable.  Confident and motivated with a sense of humour.  Firm, fair and honest.  Passionate about the project and willing to share knowledge with others. Slide 5

6.  Training qualifications  Certified ‘Train the Trainer’ qualification with currency  National Master Assessor licence (for Master Assessors)  Training experience  Experience in Competency based Training (and Competency-based Assessment for Assessors)  Training skills and experience  Vocational knowledge and experience Slide 6

7. Academic and vocational qualifications  Minimum relevant vocational qualifications  Preferred qualification: Bachelor degree in tourism or hospitality Industry experience  Minimum 5 years industry experience in tourism and/or hospitality with currency  Supervisory or managerial experience Slide 7

8. Knowledge and Skills  English proficiency (speaking, listening, reading and writing) plus at least one other language  Knowledge of ASEAN and ASEAN tourism  Knowledge and understanding of CBT and CBA (trainers and assessors)  Computer literate  Leadership, administrative and financial skills Slide 8

9.  Other desirable qualities  Availability to complete course and committed to long term involvement in training program  Member of approved industry training association or NTO  In good health  Citizenship in country of residence  Understanding of wider context and goals of ASEAN tourism  Able to form good relationship with stakeholders Slide 9

10.  Application form submitted to National Tourism Organisation (NTO) including personal contact details, training, academic and vocational qualifications and experience, industry experience, special knowledge and skills and availability as well as the names of two referees. Covering letter should include a statement why the applicant would like to do the course and subsequently work as a Trainer or Assessor. Current CV to be included with application

11.  NTO to shortlist at least 6 applicants, conduct interviews and rank them in order of preference and provide the ranking to the Selection Review Panel who will recommend 3 for inclusion in the program  The Selection Review Panel would comprise the Chairman of the ATPMC, an ASEC representative and a member of the Project Team  Formal letter of offer to be signed by successful applicants with endorsement from employer and a statement guaranteeing commitment to the program for a minimum of 2 years

12. Discussions took place in all the National Workshops as to whether the same person could be both a Master Trainer and Master Assessor. The results were:  The groups were divided on a 50/50 basis with half of the participants suggesting it was better to separate Master Trainer from Master Assessor training and the other half suggesting they could be combined

13.  If separated it was suggested that Master Trainers could come from either industry or education and training and Master Assessors from industry.  If Master Trainers came mostly from industry then the emphasis of the Train the Trainer program should be on training techniques and how to use the toolboxes in their training delivery.

14.  If Master Trainers came mostly from education then it was felt the trainers need to come from a good industry background in tourism and hospitality or the emphasis in the training should be mostly on relating their training to industry needs.  It was felt that it would be more difficult for industry people to be released by their employers compared to academic and training staff and therefore there would likely be more educators and trainers in the first four weeks (Master Trainer course) and more industry people in the second two weeks (Master Assessors).

15.  There was plenty of support for allowing the same people to do both Master Trainer and Master Assessor training but it was felt that because of integrity issues trainers should not be allowed to assess the group they have been training. Trainers would simply swap groups with another Master Trainer/Assessor when assessment took place.  The Project Team is of the opinion that Master Trainer and Master Assessor can be combined as one person needs to have a deep understanding of both areas but that issues of integrity and of availability to do the whole six weeks training course need to be realistically taken into consideration.

16. Open forum: Please feel free to make:  General comments about the Master Trainer and Assessor Feedback analysis  Any specific comments about particular issues covered What happens next? Slide 16

17. Alan Maguire Manager, International Projects William Angliss Institute Melbourne, Australia For further information or queries: alanm@angliss.edu.au www.angliss.edu.au Slide 17