What do they see? Early insights from Supporting VET providers in building capability for the future Berwyn Clayton Canberra Institute of Technology

2 Our challenges:  ageing personnel  high levels of casualisation  intensifying work  career not necessarily for life  changing nature of learning  expectations for broader skills and knowledge

3 A new approach to VET research :  a two-year program of research  conducted by a consortium of researchers  funded by the Department of Education Science and Training  managed by the National Centre for Vocational Education Research

4 The Consortium :  CREEW at the University of South Australia  CURVE at the Canberra Institute of Technology  OVAL at the University of Technology, Sydney

5 An integrated program of research 9 Dissemination forums 1 Consultations; focus groups 7 Leadership 5 Learning through work 4 Cultures & structures 3 Teaching, learning & assessment 8 Workforce development 6 HR practices 2 Career pathways

6 Products:  tools  models of good practice in change management which can be tailored to suit different needs  useful insights into the VET workforce, its cultures and practices

7 What are we doing well?  a strong focus on workplace teaching, learning and assessment  a high level of client focus  considerable flexibility in delivery modes, locations and time  strong partnerships with employers and industry

8 What are we doing well?  a greater emphasis on quality and accountability  a global focus – accessing overseas markets  an increased investment in workforce development  a greater commitment to innovation and excellence

9 What do we need to do in the future?  increase our client focus even more  create stronger partnerships or strategic alliances with individual employers and industry  work collaboratively with other RTOs to better meet the needs of individuals, employers and communities

10 What do we need to do in the future?  reduce duplication/replication of products and services and develop centres of excellence  share resources (equipment, facilities and people) with other RTOs – less competition  take on a more active brokerage role in training and employment

11 What do we need to do in the future?  enhance flexibility in work practices with increasing casualisation  move to cross-functional/multi-disciplinary team approaches to deliver flexible services and products  address succession planning seriously and focus on knowledge retention and mentoring of younger employees

12 What do we need to do in the future?  be much more strategic in workforce planning  introduce greater flexibility in approaches to recruitment including e-recruitment  place greater emphasis on attributes and values in the recruitment of new staff  increase leadership and management development

13 What do we need to do in the future?  recruit people with the relevant skills and attributes  manage the tensions inherent in casualisation (TAFE)  take a more strategic approach to the development of all RTO staff skills  take on the challenge of ‘employer of choice’

14 Questions...

15 For further information Berwyn Clayton This presentation has been produced by the consortium under the management of The National Centre for Vocational Education Research (NCVER) with the assistance of funding from the Department of Education Science and Training The views and opinions expressed in the presentation are those of the author and do not necessarily reflect the views of the National Centre for Vocational Education Research or the Department of Education Science and Training