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Work Ready City of Whittleseas Story The Journey So Far.

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Presentation on theme: "Work Ready City of Whittleseas Story The Journey So Far."— Presentation transcript:

1 Work Ready City of Whittleseas Story The Journey So Far

2 Overview WorkReady evolution and success strategies LEAD – Localities Embracing & Accepting Diversity Aboriginal Employment Strategy

3 Work Ready Rationale A Work Experience Program was identified in the Multicultural Plan 2007 – 2011 under the theme: Council Internal Capacity Building. The program identified work experience opportunities for newly arrived migrants and refugees. Madeleine Nguidjol (a skilled migrant) was engaged in October 2009 as a work experience participant to conduct research. The concept was developed and marketed to managers and supervisors to provide work experience placements for adult migrants and refugees.

4 Work Ready Rationale Senior Management very supportive. A forum was conducted to present the findings from the research. LEAD adopted the work experience project and with HR achieved a new budget initiative. The Work Experience Program for adult migrants and refugees became Work Ready - launched in August 2010, with the appointment of a part time (16 hours per week) Work Ready Project Officer.

5 Purpose of Work Ready Creates meaningful work experience placements overcomes the employment challenges and lack of Australian work experience Builds participants skills, networks and confidence Provides knowledge and experience of Australian Pathway to employment

6 Sourcing Participants Work Ready supports newly arrived and disadvantaged migrants and refugees who live in the City of Whittlesea. Candidates are sourced from Whittlesea Community Connections, Spectrum Resources Centre, NMIT (Overseas Qualification Unit). Candidates can also apply directly through our website.

7 Types of Work Ready Placements Civic AdministrationFinancial Services Community Cultural Development Health and Bushfire Recovery Community ServicesHuman Resources Development EngineeringInfrastructure Engineering and TransportationLeisure Services and Planning Environmental OperationsStrategic Planning and Design Established Areas PlanningSustainability Planning

8 Work Ready Benefits For the CouncilFor the Participants Corporate responsibility that responds to our communities right to work Gain Australian work experience as a pathway to employment or further study/training Improve staff awareness and appreciation of the diverse nature of the community we serve Apply overseas skills and experience in a local context Identify potential employeesBuild networks Opportunity to innovate; new work initiatives and support existing work programs Support and mentoring Attract a global skill baseObtain local employment reference/referee

9 Eligibility and Conditions Adult Migrant or Refugee Status (as per DIAC Dept of Immigration and Citizenship definition) Conversational English (Proficiency Ratings Level 1 to 1.5 or higher) Participants sourced from WCC; AMES; Spectrum and NMIT (OQP) Preferably living within the Councils boundaries

10 How it works Commitment is 12 hours per week, 8 to 12 weeks (2 or 3 days/week). Placements are negotiated with Department managers Candidates are screened and interviewed Skills are matched to each department needs Participants have access to training and job opportunities They are given $10/day to cover expenses

11 How to apply Apply online at Councils Career Pathways at:

12 Achievements Total placements achieved since the Program was launched in December Number of participants that achieved employment within Council following their placement 8 Number of participants that achieved employment outside Council (known) 7

13 Success Stories Mahmoodreza NouriyanGrace Everest Civil Engineer with over 20 year experience, He came to Australia from Iran in In 2011 he was referred to us by AMES and did his Work Ready placement from April to August within our Engineering Services Department. Mahmood has now been employed by an engineering company in Melbourne for 14 months on a permanent basis. Qualified in Hospitality, Grace came to Australia in 2005 from Sudan. In 2011 she was referred to us by WCC and did her Work Ready placement from August to October within our Arts and Convention Centre. She has been employed since then by multiple local restaurants on a casual basis.

14 Success Stories (contd.) Joseph BoopalanNenuka Sandanayake Young Civil Engineer, Joseph came to Australia from India in He heard about the Work Ready Program and came to us in January this year. After completing his 3 month placement within our Engineering and transportation Department he was offered a 3 months fixed term contract. HR qualified, Nenuka came to Australia from Sri Lanka in December She found out about the Work Ready Program on the Internet. After completing her placement within the HR Department from April to August 2012, she was first offered work as a Casual. She has recently achieved a 12 months part time/fixed term contract as L&D Advisor.

15 Tips to implement a Work Ready in your Organisation Local government - ideal location for a work experience program for new migrants and refugees – diverse range of occupations. Employ a Work Ready Coordinator to oversee program Improve staff awareness and acceptance of the CALD community Establish a structure for the program embedded within existing structures, i.e. induction, mentoring, access to same training opportunities as staff. Provide in-house career and planning advice to migrants and refugees Establish a steering committee to oversee and monitor Work closely with organisations that administer DIAC settlement services to identify candidates Seek government funding to support the program Establish a senior management champion

16 Success Factors of WorkReady Senior management and Council endorsement Manager involvement and support Dedicated resource Community buy-in Simplicity

17 LEAD WorkReady has been aligned to an umbrella program – Localities Embracing & Accepting Diversity VicHealth sponsored, 4 year program to reduce race based discrimination High rates of discrimination equals poor health outcomes

18 LEAD contd CoW one of 2 councils selected for program Build understanding and acceptance of cultural diversity in the wider community Aim to promote diversity and reduce race-based discrimination, particularly against people from Aboriginal, migrant and refugee backgrounds

19 LEAD contd Multi-level approach, Multiple settings Multiple strategies On-going, now integrated into business as usual

20 AEPS Aboriginal Employment Pathways Strategy – 4 year program Multi-level program Initial aim to increase aboriginal employment at CoW to 1.5% In process of employing an Aboriginal Employment Officer

21 Conclusion

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