1. Hunter Trainers & Assessors Network (HTAN) Facilitator HTAN Recognition Network – Sue Flindell

2. HTAN RECOGNITION NETWORK What is the aim? What will it offer me? How do I participate? What will be produced?

3. AIM HTAN RECOGNITION NETWORK Provide a forum to engage all stakeholders in considering a range of issues around Recognition, develop confidence in the actual benefits, potential benefits and produce a range of products that will inform and assist on a more effective and efficient Recognition System, improve relationships and increase workforce productivity and participation.

4. HTAN RECOGNITION NETWORK DET HTAN RPL Project Team Facilitator COAG Information gathering Models Tools Processes Practices End Product Speakers (experts) Research/data gathering Group workshops On-line forums Other RPL networks Trial Review Critique Employer Candidates Assessors Experts RPL networks HTAN members Candidates Employers Experts Other RPL Networks

5. RepresentativesTrainer/Assessor 38 RTO Officer 20 Employer/Industry 10 Candidate 6 HTAN member 1943 Yrs of experience In VET < 1yr 8 1-3yrs 3 3-5yrs 3 5yrs+ 33 Experience in Recognition Practice Low 13 Average 9 Medium 12 High 13 HTAN RECOGNITION NETWORK

7. Model ____________________________________ SWOTCandidateAssessorRTOEmployer/ Industry Comments Strengths Weakness Opportunity Threats Comments CONSIDER: Context Information Evidence Assessment Decision Making Developmental plans

8. KEY PRINCIPLES OF AN EFFECTIVE RECOGNITON PROCESS HTAN RECOGNITION NETWORK more flexibility for evidence options inclusive – to meet diverse needs relevance to industry Part of normal HR Appraisal Processes Customer focused as a mindset time and cost effective as possible including minimal disruption to production a consultation process between all stakeholders empowering transparent What’s in it for me (WIIFM) interviewing support and validation inbuilt user friendly SIMPLE Plain English language in tools and process

9. STRATEGYTYPE OF STRATEGY Indicate which is most appropriate 1.discussion 2.workshop/pd 3.presentation 4.information session 5.resource provided /developed 6.other, please specify TIME CONTRIBUTION Indicate which is most appropriate 1.< 3 hours 2.½ day 3.full day 4.members feedback to network via HTAN site 5.other, please specify METHOD/S Indicate which is most appropriate face to face online forum access to resource HTAN web site portal 1.other please specify Eg Cost structures -1 Discussion1 Less than 3 hours 2 On-line forum Flow chart of processes2 Resources provided - samples 4 Members feedback 5 link to outside via web site 4 HTAN web site Development of confidence in assessing 2 Workshop½ day1 face to face IMPLEMENTATION STRATEGIES

10. HTAN RECOGNITION NETWORK DEVELOPING AN EFFECTIVE RECOGNITION PROCESS INTEGRATING TRAINING PACKAGES ENGAGING WITH CLIENT/INDUSTY CONTEXT EXERCISING PROFESSIONAL JUDGEMENT EVALUATE AND VALIDATE FOR CONTINUOUS IMPROVEMENT IDENTIFY AN OPPORTUNITY FOR RECOGNITION

12. Developing a Effective Recognition Process IDENTIFY AN OPPORTUNITY FOR RECOGNITION Niche Markets Marketing Strategy Costing Structures Funding Opportunities Return on Investment Community Benefits Recognition Drivers Skills shortage, workforce development, licensing etc Recognition processes

13. Developing a Effective Recognition Process INTEGRATING TRAINING PACKAGES Assessment Guidelines Dimensions of competency Employability skills Units of competency Mapping evidence Identifying the Training Package and Qualification AQF Levels

14. Developing a Effective Recognition Process ENGAGING WITH THE CLIENT / INDUSTRY CONTEXT Industry specific context Resources Eg Competency Navigator Mentoring Skills sets Risk Assessment Industry legislation/licensing Strategic Questioning Interviewing skills Relationship building Develop/Adapt tools

15. Developing a Effective Recognition Process Evidence types - gathering and generating evidence Principles of Assessment Mentoring Rules of Evidence Mapping Evidence Evaluation and Validation of Practices Relationship building Judgements of Competence

16. Developing a Effective Recognition Process EVALUATE AND VALIDATE FOR CONTINUOUS IMPROVEMENT Documenting continuous improvement Principles of Assessment Validation Exercises Record keeping – signpost for auditor Tools and resources Evaluating processes

20. HTAN RECOGNITION NETWORK Achievements to date towards our aims “It was excellent designing a recognition process considering costing and funding presenting a return on investment to industry and RTOs” “the case study and discussions on my table gave me more confidence in may ability to map competencies and conduct recognition assessment” “the case studies provided an effective tool for recognition” “ I will apply the costing exercise when developing proposals with business clients “.. Useful marketing strategy for future industry initiatives” – RTA “access to resources – competency navigator” “network opportunities is valued in gaining ideas from others

21. Where to from here? Engaging with industries in recognition practices Further development of trainers and assessors confidence and skills Showcase of tools, resources Evaluation of tools, resources Validation of practices for continuous improvement HTAN RECOGNITION NETWORK