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2012 EE-OZ CONFERENCE ALICE SPRINGS CONVENTON CENTRE ALICE SPRINGS, NT 29, 30, 31 October 2012 Day 1 - CONFERENCE.

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Presentation on theme: "2012 EE-OZ CONFERENCE ALICE SPRINGS CONVENTON CENTRE ALICE SPRINGS, NT 29, 30, 31 October 2012 Day 1 - CONFERENCE."— Presentation transcript:

1 2012 EE-OZ CONFERENCE ALICE SPRINGS CONVENTON CENTRE ALICE SPRINGS, NT 29, 30, 31 October 2012 Day 1 - CONFERENCE

2 Lunch Proudly Sponsored by

3 GOLD SILVER BRONZE PLATINUM

4 Acronyms NETTEL PUMCINS KIPPERS CLUMP LOMBARD

5 Remote Community Utilities Worker Program Mr Shane Eels

6 Remote Community Utilities Worker “Enterprise Based” to “New National Qualification”

7 2.3 million square kilometres Approx 42,000 customers 36 power systems 430 staff 6 Regional depots Our Service Area Around 287 Aboriginal communities in WA Around 40 town-based 15 large remote (population >200 persons)

8 Aboriginal Communities Training (ACT) Program Key Objectives 1)To support the Aboriginal Remote Community Power Supply Project strategy 2)To develop a training framework to equip local Aboriginal people with the knowledge and skills to carry out a range of tasks on the overhead and underground electrical distribution networks. 3) Provide Aboriginal people with a career path that would enable them to integrate into the mainstream workforce within the Australian Electricity Supply Industry.

9 Timeline.  July Creation of the Aboriginal Communities Training strategy  March Draft four staged “Enterprise” based ACT program with 39 identified capabilities to meet the operational objectives developed.  April Recruitment program developed  August Advertised and appointed Indigenous Training & Field Services Coordinator  December Recruitment of Essential Services Officers from Ardyaloon, Beagle Bay and Bidyadanga  March Commenced training program for appointed Essential Services Officers  July Separated the original position into two and then appointed a new Indigenous Training & Development Coordinator

10 Timeline  August Reviewed Horizon Powers “Enterprise Based” ESO training and updated to align to Competency Standard Units and Generation requirements. Changed focus to provide a training framework that would include Generation and pathway to a Trade Qualification  September Commenced the development of Horizon Powers’ recommended Cert III Remote Community Utilities Worker (RCUW) qualification  October Awarded WA Premier Improving Government and Innovation Awards for Horizon Powers’ Aboriginal Communities Training program  October Presented Horizon Powers new draft Cert III - RCUW qualification at the National EE Oz Annual Conference in Adelaide  November National EE Oz working group established to review Horizon Powers draft Cert III RCUW framework

11 Timeline  May EE Oz Board members visit remote communities with an in-principal agreement negotiated for a new qualification  October National EE Oz Annual Conference approved first trade-based qualification for remote communities  November Indigenous Training and Development Coordinator, District Business Manager’s and Works Delivery Coordinators chose the elective units for the new Remote Community Utilities Worker qualification to meet the District operational requirements

12  March Tender awarded to new Registered Training Organisation (RTO) to deliver Certificate III Remote Community Utilities Worker Pilot  May EE Oz issues formal briefing to Horizon Power EE Oz Board and industry stakeholders define the applicability of the new qualification to ensure the ESI could be confident in the suitability of the qualification. The Board has specified the requirement for a pilot project be conducted by Horizon Power (the major proponent) and its nominated RTO to implement the qualification within the Horizon Power Service Area.  August 2011 – Start pilot Remote Community Utilities Worker qualification Timeline

13 UET30912 Certificate III in ESI Remote Community Utilities Worker Definitions: Very Remote Communities means a community with restricted access and very little accessibility of goods, services and opportunities for social interaction. Very remote communities experience high levels of unemployment that leads to economic disadvantage. Supporting information on the classification of a very remote community can be defined using the latest version of ARIA (Accessibility/Remoteness Index of Australia) Non-energised (Dead) means prior to the commencement of work, all electrical apparatus is to be isolated. That is for High Voltage (short-circuited and earthed) and for Low Voltage (short-circuited to the neutral) Scope: Those gaining this qualification will be able to acquire the skills and knowledge needed for a career in inspecting and maintaining essential public utilities (excludes mine sites) within Very Remote Communities. All work on essential electrical utilities will be undertaken in a non-energised (Dead) environment other than for testing purposes. The use of support plant and equipment to undertake these tasks and environmental concerns also play a part in this job function.

14 UET30912 Certificate III in ESI Remote Community Utilities Worker Typical work function The typical work functions of a Remote Community Utilities Worker encompasses the: –Installation, maintenance and inspection of poles, structures and associated hardware; –The installation and maintenance of kilowatt hour meters, conductors and cables and public lighting used in the power industry; –The general routine maintenance of known types of generator units; –LV Switching –Vegetation Control –The use of support plant and equipment to undertake these tasks; and –Environmental, Heritage and Native Title concerns also play a part in this function. Typical work environment The typical work environment of a Remote Community Utilities Worker is: –Remote locations; –Outdoors/Indoors; –Extreme Weather –At heights; and –Generation sites.

15 New National Qualification UET30912 Cert III in ESI - Remote Community Utilities Worker

16 Current Status Horizon Power currently has 5 apprentice RCUW’s employees’ in training All have completed RPL/RCC process Commencing Stage 7 (Off-the-job training) of a 11 Stage program At the end of Stage 7 they will be working towards competency in the following: Comply with Occupational Safety and Health requirements in the workplace Work safely near powerlines Attend emergency situations Drive enterprise vehicles and plant Install and maintain overhead poles, structures and conductors & cables Install and maintain energy metres and associated equipment Conduct in service/testing of electrical cords and cord connected equipment Interpret community drawing diagrams and maps Working safety in and around remote Generation sites Install and maintain remote community LV services (UG & OH) Install and maintain remote community public lighting Remote community LV switching It is scheduled that RCUW’s “Off the Job” training will completed by early 2014

17 Stage Footprint

18 Benefits of the ACT Program Provides a maintenance capability that ensures remote aboriginal communities are supplied with safe and reliable power supplies Avoids long delays faced waiting for linesmen (hours/days) to fix basic faults Provides a connection between the community and Horizon Power – a sense of ownership for the community over power asset Provides Aboriginal people with a remote community employment opportunity and an career path within ESI Builds self-esteem and creates a sense of worth – RCUW’s become role models Creates intergenerational value by providing social, economic, educational and environmental benefits

19 Challenges and Lessons  Shift from outsourcing to internal resources.  New approach – Designing a Qualification for remote communities  Recruitment - unknown skill set  Developing the assessment framework (numeracy, literacy, practical tasks)  Did not have full time work – how to utilise this role effectively  Looking for other opportunities for more meaningful work – Water, Waste Water, Generation  Finding an RTO to develop and deliver our ACT program  Developing and delivering the qualification (Courseware development, setting schedules, “Off & On the Job” training, etc)  Mentoring support critical to ensuring continued success  Creating the career path  Developing new work practices  Geographical access (weather, transport etc)  Consultation within community for office space

20 Now and the Future Now:  Delivering the Cert III RCUW pilot project to EE Oz requirements  Conducting “On the Job” project work for RCUW to reinforce training. Future:  Seek and participate in reregularisation work of Remote Communities  Explore opportunities within Water and Telecommunication sectors This is a major step in creating employment opportunities that offers a trade qualification and career path in the electrical industry for Aboriginal people in the remote communities in Western Australia and Australia.

21 Apprentice RCUW Comments Keith Hunter: “We are doing this qualification to provide us with a better future and at the same time stay in our communities.” “It will help our young people stay in school and have the opportunity to get a really good job like mine” Kieran Hamaguchi: “The national recognition of Horizon Power’s training program was a step in the right direction for Indigenous employment opportunities”. Clinton Sahanna: “It benefits Indigenous people who live in their community to have a sense of pride and achievement”. “Its great that the team and I are recognised for the time and effort we all put in with a national recognised qualification”. Brendan Walters : “As a family orientated person, this opportunity to work towards a qualification that allows me to work and live in Yungngora benefits my family, me and the community”. “I give the Remote Community Utilities Worker qualification the thumbs up”. Robert Hassett: “It’s great to be awarded certificates and work towards a qualification that can be utilised within the community I live”. “Being community based benefits the future of my family and I”.

22 GOLD SILVER BRONZE PLATINUM

23 Indigenous Programs and Remote Area Initiatives Mr Lee Morgan

24 Indigenous programs and remote areas initiatives

25 Overview Northern Territory context Overview of the Remote Operations Governance: Power Water Corporation – Indigenous Essential Services Pty Ltd Overview of our programs Indigenous Employment and Training Initiatives Summary

26 Northern Territory Demographics ABS- as at June 2011: Resident Population: 231,300ep 1% of the total Australian Population Population has increased by 17% in 10 years The third fastest growth rate of all states and territories Almost half of the population are located within the greater Darwin area Indigenous population is 56,779 = 25% of the total NT population and = 10% of total Indigenous Australian Population Median age of Indigenous people is 23 years

27 More NT context.... Significant changes have occurred since the NT intervention, AG and NTG initiatives: –Closing the GAP on Indigenous Disadvantage, –Building Education Revolution –Territory 2030 Strategy –Northern Territory Govt: Working Futures –Australian Govt: Stronger Futures –National Partnership Agreement on Remote Service Delivery (NPRSD) Local Implementation plans, Upgrading stores and health clinics –National Partnership Remote Indigenous Housing (NPRIH) -356 new houses in 2011.

28 Remote Operations Our combined project management (routine maintenance, operations and capital works) services for remote NT include: Deliver an adequate and reliable supply of safe drinking water Provide an adequate and reliable electricity supply Manage energy and water services in a sustainable manner Provide a safe and constructive workplace.

29 Remote Operations Four offices- Darwin (HO), Katherine, Tennant Creek and Alice Springs Subsections covering: –Electrical Services –Mechanical Services –Water Supply –Sewerage Systems –Water Quality –Community Water Planning –Renewable Energy –Community Liaison (auditing) –Planning

30 Domestic clients pay for electricity through use of pre- paid meters, however do not currently pay for water or sewerage services PWC has been working over 1.3 million km 2 to service these communities since 1988 Provide power, water and sewerage services to 20 Territory Growth Towns and 52 remote communities Services provided through Indigenous Essential Services (IES) Pty Ltd a not-for-profit subsidiary of PWC Small Populations 100-3,000 people per community Commercial and Government clients pay for power, water and sewerage services. Overall Customer Satisfaction for people and services 8.2 out of 10 Integrated utility model, planning development, operations, maintenance.

31 IES Pty Ltd – not for profit Income provided by NTG and revenue, together with specific project funding by the Australian Government. Income: Grant Revenue: $53.3M Operating Revenue: $31M Total: $85M +Capital Grants : $40.6M Expenditure: Distillate - $32M Staffing - $15M Maintenance- $16.5 ESO contract - $7M Capital projects $40.6M Napperby

32 Overview of Water Services (2) Disinfection- Chlorine or Ultra-Violet. Some communities have additional filters that remove naturally occurring particles in the water or add fluoride (1) Bores are sunk into the aquifer to extract water from underground. Some communities get their water from rivers, or springs or dams (4) Water is reticulated throughout the community (3) Water is held tanks so if power outage, water can still be supplied to the community (2-6hrs)

33 Overview of Sewerage Services (5) Wastewater drains and enters the sewerage pipe network and pumped to the ponds. Some (20) communities have septic tank systems (6) Anaerobic bacteriological breakdown of wastewater and evaporation (7) Wastewater treated and used for irrigation meeting environmental guidelines

34 Manage and operate water related infrastructure (250 production bores, 160 storage tanks, pumps, water treatment, water reticulation & 56 wastewater treatment systems Water Quality - disinfect all supplies (chlorine, UV) and monitor water quality Sampling: 7,500 samples collected by planes with 90,500 tests in laboratories, over 70,000 chlorine tests Water Resource is (primarily) ground water Reporting to NRETAS and Essential services Commission. Safe Drinking Water and Sewerage Services

35 Manage and operate electricity generation infrastructure (largest fleet of diesel generation plant in Australia – 177 diesel generators in 55 island power stations, over 30 million litres of diesel- $31, 6 solar systems, 9 communities with grid connection, one wind system) Manage and operation electrical distribution networks Monitor power supply efficiency and reliability and safety Growing renewable and low emission energy sources Reliable power supply

36 Overview of Power Services (4) Electricity is delivered to houses and buildings by powerlines. (1)Diesel fuel is delivered in trucks and stored in tanks. (3)Some communities are augmented with solar power stations. (2)Diesel is used in power stations to generate electricity. (5) Customers use power cards to pay for the electricity they use. The electricity used is measured by meters.

37 Renewable Energy (RE) Profile: The project consists of: Design and construction of total 1MW RE systems at Ti Tree(324KW), Kalkarindji (402KW) & Lake Nash(266KW), cost: $14M,saving 1170tonnes of CO2p.a. Grid Stability Controllers (GSS or GSC) to control power output stability – ensures generators are operated appropriately Concentrated Photo Voltaic systems at Ntaria (Hermannsburg) 190KW, Lajamanu 290KW, Yuendumu 240KW.

38 Other Utility functions Retail- pre payment meters, water charging Logistics and coordination of fuel and program delivery Development requests (large increase Yr:2006:100, Yr: 2012: 600) Strategic initiatives - renewable and low emission electricity supply; water quality, sustainability Legislative and regulatory reporting re water quality, water extraction, discharge, emissions Water and energy efficiency and planning Asset management and planning Automation, smart solutions- SCADA Capital program management and delivery Emergency response (flooding, fires and cyclones).

39 How we provide services ? Consolidated (integrated) utility structure and years of experience operating across the NT –Technical expertise for effective operational and maintenance and cost efficiencies –On- site operators (to service, monitor, and manage power and water systems) –All ESOs appropriately trained and inducted –Routine Maintenance using cost effective Territory and regional based contractors with a coordinated prioritised program for the delivery of services and projects –Innovative and integrated culture with collaboration between energy, water and sewerage services that may not be available within separate utilities or agencies This allows operational delivery and planning teams to work closely together on improving services Leverage off other Power & Water Corporation services.

40 SCADA System Design Three core components: 1.Local Community SCADA systems- power stations, bores, tanks, disinfection systems, sewerage plant, 2. Backhaul communications (Optical fibre (esp. Growth towns), ADSL, Satellite ) 3. Central data base

41 Essential Service Operators Essential Service Operators (ESOs) maintain vital services such as power, water and sewerage in 72 remote communities across the Northern Territory. Power and Water has contracts with the shires, or councils or contractors for the engagement of ESOs. An ESO is required to communicate effectively and conduct themselves professionally and safely. The job provides development and training opportunities to encourage growth and learning.

42 Local Employment – Local jobs for local people Essential Services Officer are role models for employment in the community Reliable and equitable services to Territory funded Indigenous communities Cost effective service delivery and asset management including repair and maintenance. Commitment towards regional development and Indigenous employment and training. This is achieved by partnering across government, community, NGOs, and training providers- valued local skills critical for community function, wellbeing and respect We have developed a career path… Why focus on Indigenous Employment ?

43 The Focus Emphasis on a career path and local model In addition-35 Indigenous Trainees have enrolled in the Certificate II in Remote Area Essential Services. The program commenced in March 2012 with an expected completion April The National Qualification will provide ESOs with the skills to assist the supervisor to maintain community infrastructure. Partnering with educational and training institutions together with ESO employers- but limited across NTG. Currently we employ 140 ESOs – 37% Indigenous (mentor, induction, task specific training required) – full time / part time roles with a high turnover……..

44 Essential Service Operators Trainee Base Grade ESO Advanced ESOEssential Services Supervisor White CardYes Yes - implemented Site InductionsYes Yes - and able to provide Power Water induction On-site TrainingYes Yes - and able to provide training Mentor NoSome mentoring abilityUnderstanding of mentoring capacity Able to mentor and train ESOs and Trainees Prerequisite Qualifications NoMust have:  Completed Power and Water specific training and 12 months on the job experience; or  A trade qualification such as electrician, mechanic, fitter or plumber; or  Undertaken Cert II in Remote Area Essential Services. Must have:  Base Grade ESO Qualifications;  Cert II in Remote Area Essential Services Qualification (or trade) or working towards a Cert III Qualification;  Completed specialised training. Must have:  Advanced Grade ESO Qualifications;  Cert II and III Qualification;  Specialised skills in training people;  Specialised safety training qualification.

45 Career path for Essential Services Officers Year 11 or 12 with literacy and numeracy skills Traineeships for Cert II with On-Job Training Assistant ESO or ESO in Communities Employment with Utilities, or Mining Industry or infrastructure service Increasing complexity TIME- years SKILL LEVEL Year 11………. CERT II accreditation………

46 Funding Bodies NT Gov. Federal Gov. Power Water Trainee Program Encourage partnerships with private organisations Establish resource ‘pool’ for access by Shires and mining organisations Identify Employer groups Shires Power and Water Corporation Mining Organisations Contractors Aboriginal Corporations Apprenticeship Program NT Model ESO Training Certificate II in Generation Partnering with CDU & GTNT

47 Increase Indigenous employment to from current 37% to 60% over 5 year time frame Improve skill levels with at least 50% of ESO workforce holding a Certificate II or III Qualification Improve supervision of ESOs with mentoring and on site skills development Our objective-skills development and employment…

48 : 40% Indigenous employment ratio (compared to total employed of 140) 140 ESO’s consist of 40 Northern, 32 Mid-NT and 68 Central Australia 2013: Competition for ESO Contracts, works and services Certificate II in Generation 4-Day Skilling Program for ESO’s, with a National Qualification in ‘Working at Heights’ Time-frames..

49 2014 Certificate II and III in Water Operations At least 50% of ESOs to hold Certificate II and III Qualification Certificate III in Remote Area Essential Services In the future …(2020) Indigenous employment to increase to 60% over time frame of 5 – 10 years. Time-frames (2)

50 Summary Electricity, water, sanitation are primary infrastructure services and are essential for the health and function of the community. Power and Water’s ESO Program aims to increase Indigenous employment and training through: –Emphasis on a career path –Contracts/ Agreements with service providers –Partnering with educational and training institutions together with ESO employers –Working with Government Departments

51 Thankyou!

52 Optional Slide…Some challenges? Investment –Many assets reaching end of life –Recurrent funding insufficient to maintain and replace aging assets –Rapid growth in demand in most communities impacted by population growth, government programs and infrastructure, improved lifestyle and prosperity –Secondary infrastructure development has limited funding allocated for primary (essential) infrastructure –Sustainability (ground water) constraints Remote communities have evolved differently from conventional urban or regional centres –Limited Strategic planning for growth -conventional planning and development processes haven’t been applied –Rely on subsidisation by government (NTG) – i.e. Governments (NTG and AG) are the major developer/investor (limited private sector involvement to date) –Cost to deliver water and electricity services is high compared to urban areas uniform Tariff and Indigenous Households do not pay for water and sewer services –Quality of information on systems variable:-capacity and as constructed infrastructure fluctuates and can be incomplete

53 Getting right for the fight Mr Josh Toomey

54 Preparing to sit the Ausgrid apprenticeship test. Some ideas from Josh Toomey

55 Spiritual wellbeing Mental wellbeing Physical wellbeing

56 Wellbeing It starts at home with you and your family. Integrity. Being honest with yourself Physical wellbeing-what’s right for you? What you enjoy/what it means to you Balance. Work/study/family/friends/alone time

57 Wellbeing Cultural Awareness. Where are you from? Accepting and acknowledging differences Personal Identity Walking in two worlds

58 Wellbeing Reflection. Time OUT Thinking about your goals Why you are here What you are learning and have learnt Process – each day- have some time alone to THINK

59 Values What are your values?(core values) Values are personal-no right or wrong Finding out what your values are and living by them

60 Support Support groups Networks-family/ friends/ workmates Support each other

61 Problem Solving/Set backs Dealing with problems -At TAFE -At work experience -At home -In relationships

62 Show me the walung (cash) The value of money What is the value of money for you Saving money Spending money Budgets

63 Opportunities Taking advantage of opportunities It’s up to you Horse to water......

64 Inspiration and role models Who has inspired you? Past/Present. How? YOU as an inspiration to others Who are your role models? What type of role model do YOU want to be? YOU ARE a role model

65 Talking and Listening Communication at TAFE Communication at Ausgrid The job interview How can you be a better listener? What makes a good listener? Who in your life is a good listener?

66 Questions Why ask questions? No question is a silly question No shame

67 Leadership What makes a good leader? What qualities inspire others to follow? Could you be a leader?

68 Goal Setting Why do we need goals? Make them realistic Celebrate your achievements

69 And finally It’s up to you..... Group Activity

70 Panel Session Mr Shane EelsHorizon Power, WA Mr Lee MorganPower and Water, NT Mr Josh ToomeyAusgrid, NSW

71 Afternoon Tea Proudly Sponsored by eProfiling

72 2012 EE-OZ CONFERENCE ALICE SPRINGS CONVENTON CENTRE ALICE SPRINGS, NT 29, 30, 31 October 2012 Day 1 - CONFERENCE

73 GOLD SILVER BRONZE PLATINUM

74 Nationally Consistent Assessment Ms Sue Sizer

75 Nationally Consistent Assessment Sue Sizer October 2012

76 First: A bit of history In ERAC released:  A Licensing Policy  List of Essential Performance Capability Requirements for Licensed Electricians  Capstone Assessment Requirements

77 Training Packages UTE99 UEE07 UEE11 505A&B G005 G105

78 VET Policy vs Licensing Regulator Policy?

79 Licensing  National Licensing  Status Quo - Mutual Recognition  Automatic Mutual Recognition Does it matter?

80 Where are we today?  Different interpretations

81 National Assessment  G105 – lets start at the end  E.g. Table 7 col 6 100A Table 27(1) derating factor 0.9 Answer 100 * 0.9 = 90A

82 Victorian Transition  Teacher/assessor responsibility  Overseeing panel  Independence

83

84 In summary….  The electrical industry views this assessment as an integral part of the risk management process to maintain the required standard  High risk areas attract greater regulatory compliance. They require greater certainty that the competencies are held. Ridoutt, Smith, Hummell & Cheang (2005)

85  The basis for this policy is the fundamental need to achieve safe outcomes.  Confidence of stakeholders rests with consistency of assessment Clayton, Booth & Roy (2001)

86 Questions ?

87 The Gas Industry in Australia - an overview Mr Steve Davies

88 Steve Davies Policy Adviser Australian Pipeline Industry Association An Overview of the Gas Industry in Australia

89 Overview The gas supply chain Major points of difference with electricity Australian context Issues for the Australian Gas Market Training and workforce issues

90 The Gas Supply Chain

91 Physical – Storage, flow, recoverability, compressibility Location differences Market operation – Role of the grid, market dispatch Investment – Entrepreneurial vs Planned End use markets Major points of difference with electricity

92 Gas Transmission Pipelines

93 Production:APPEA Oil & Gas Transmission:APIA Gas (& water, slurry, oil etc) Distribution/Networks:ENA Electricity (mainly) & Gas Retail:ERAA (mainly electricity) Users:EUAA (manufacturers) Generators:NGF Overarching/general:ESAA (mainly electricity, generators) Production:APPEA Oil & Gas Transmission:APIA Gas (& water, slurry, oil etc) Distribution/Networks:ENA Electricity (mainly) & Gas Retail:ERAA (mainly electricity) Users:EUAA (manufacturers) Generators:NGF Overarching/general:ESAA (mainly electricity, generators) Representation

94 The Australian Context - Reserves

95 The Australian Context - Local Demand Australian Demand in 2011/12 – 1130PJ

96 The Australian Context - Export  Total export demand 2011/12 –around 1000PJ  International demand for Australian LNG very high; reliable exporter; incident free shipments; close to Asian markets  Favourable investment conditions, compared to some other exporters  In , Australia exported 20 million tonnes worth $12 billion  Australia 4th largest exporter of natural gas (after Qatar, Indonesia, Malaysia) – possibly 2nd largest by 2015  Main markets: China (18%), Japan (13%), Korea (11%)  Massive growth forecast – tripling of exports, creating issues for markets

97 The Australian Context - Pipelines  Transmission - over 28,000km high pressure steel pipelines  Traditionally inch diameter  Large diameter pipelines (40+ inch) being built for Queensland export projects  Distribution – around 130,000km distribution pipelines  Steel, PE  Gathering networks for CSG – tens of thousands of kms PE pipe going in short-medium term

98 Gas vs Electricity (energy)

99 Gas vs Coal (energy) Gas + Coal = 3539PJ

100 Issues  Export industry on the east coast  Price, supply, public perception  Market development  Forced evolution  Energy policy  Everywhere but gas  Workforce  Old and getting older

101 2011 DEEWR Survey – Around 10,000 in Transmission and Distribution Sectors – LPG not well represented Training and qualifications – First Apprenticeship only approved 2012 in WA – No apprentices in system yet – Largely enterprised based training – UEG011 not widely used Workforce and Training

102 RTOs – Very few with gas package on scope – Two TAFEs delivering gas training – Handful of private trainers – Decent amount of interest, package is messy Major overhaul of UEG011 underway – Slow going – Cyclic enthusiasm Workforce and Training

103 Questions ?

104 Summary & Close Mr Bernard Van Den Bergen Deputy Chair, EE-Oz

105 Pre-dinner drinks Proudly Sponsored by

106 Conference Dinner Proudly Sponsored by

107 Conference Dinner Information To be held at the Outback Quarry - NOT ONSITE! Bus Departs 5.45pm SHARP Dress: Smart Casual Note: Please wear comfortable, covered shoes - no heels. Dinner tickets will be collected prior to departure Buses will return at 10pm, 10.30pm & 11pm.

108 The Rock Wallabies Proudly Sponsored by

109 Dinner Entertainment Proudly Sponsored by

110 GOLD SILVER BRONZE PLATINUM

111 2012 EE-OZ CONFERENCE ALICE SPRINGS CONVENTON CENTRE ALICE SPRINGS, NT 29, 30, 31 October 2012 Day 1 - CONFERENCE


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