1. Language, Literacy & Numeracy A New Approach BARKLY REGIONAL COUNCIL Michael A. Hummel Senior Human Resources Advisor 7 October 2015

2. We want to grow our own BARKLY REGIONAL COUNCIL

3.  Recognised that there was low level literacy amongst Municipal Workers council wide  Identified Arlparra and Ampilatwatja as very good pilot sites  Sought partnership with Department of Business to co-fund project for a 20-week period  We want to have Aboriginal workers as Managers and Supervisors in our workforce  English often not the first language spoken HOW DID THIS BEGIN?

4.  Analysis carried out by BRC L&D which identified large skill gaps relative to LLN amongst remote area workers  Most were assessed as Level 1 or pre-level 1  Pilot program was successful and the training was continued in those two communities  Central Desert Training (CDT) engaged to deliver one on one training  37 trainees undertook training SETTING THE SCENE

5.  Addressing the external factors which may impact upon employee engagement & retention  Displaying skills and knowledge to align with position descriptions  Meeting organisational relationship needs  Carrying out key work responsibilities AIM OF THE LLN PROJECT

6.  20 weeks delivery on community  3 blocks being, five weeks, nine weeks and six weeks  Regular weekly reporting to Council  Embed a culture of LLN professional development into the workplace  Addresses the skill gap and builds confidence in the workers DELIVERY SCHEDULE

7.  Targeted the Arlparra and Ampilatwatja BRC workers of Aboriginal descent  Received varying levels of assistance based upon skills at the time  High staff turnover during program resulted in some inconsistencies of delivery  Supervisors supported program allowing participants to attend training without fail PARTICIPANTS

8. PARTICIPANTS BY JOB ROLE

9. TRAINING HOURS

10.  At the conclusion of the pilot project workplace LLN it became a sought after means to resolve workplace related communications issues.  Positive feel by BRC workers as the training was held in a safe and supportive environment  Trust and respect were at the forefront TRAINING AND SUPPORT ACTIVITIES

11.  Developed learning plan to meet participants workplace requirements and personal aspirations  Participants supported in completing own admin paperwork  7 participants granted drivers licence  Information Technology training and support  Email, Money Management, Banking, Internet Purchases TRAINING AND SUPPORT ACTIVITY OUTCOMES

12. SUPERVISOR/COORDINATOR PROGRAM RATINGS

13.  Displaying skills and knowledge to align with position description  Meeting organisational relationship requirements  Carrying out key responsibilities with a new degree of confidence  Workers sending children to school  “My kids see me learning and this makes them want to go to school and learn too.” MAJOR OUTCOMES

14. Thank you QUESTIONS ?