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Support for Supervisors of Apprentices and Trainees in New South Wales Welcome.

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Presentation on theme: "Support for Supervisors of Apprentices and Trainees in New South Wales Welcome."— Presentation transcript:

1 Support for Supervisors of Apprentices and Trainees in New South Wales Welcome

2 Why  Increase the skill and knowledge of workplace supervisors  Obtain higher completion rates for trainees and apprentices  Maximise positive learning experiences  Ensure safe work practices for trainees and apprentices  Foster development of productive relationships in the workplace between supervisor and trainee and apprentice

3 Outcomes  Know the role and responsibilities of the workplace supervisor and employer  Use an appropriate coaching model  Identify the benefit of mentoring  Discuss support mechanisms for an apprentice/trainee  Discuss on and off the job apprenticeship and traineeship regulations and training in NSW

4 What is an apprenticeship/traineeship?  Jobs that combine work and structured training and assessment  A binding training contract  Programs available for all people, all ages, all educational standards, all abilities

5 Legislation  Apprenticeship and Traineeship Act 2001 Also  Industrial Relations Act 1996  Workplace Relations Act 1996  Occupational Health and Safety Act 2000  Child protection (Prohibited Employment) Act 1998  Disability Discrimination Act 1992

6 What problems can occur?  For example- apprentice/job mismatch The A&T Act allows for a probationary period, transfer of training contract, suspension, mutual cancellation.  For example- apprentice does not achieve all competencies The A&T Act allows an extension of the training term

7 What does abiding by the legislation mean?  Register the apprenticeship/traineeship within 28 days  Meet obligations under the Training Contract – both employer and learner  Welfare and safety of apprentice/trainee  Provide appropriate support and supervision for learner to achieve competencies  Seek support when needed

8 OH&S-young workers  The key role of a supervisor of an apprentice or trainee is to ensure learning occurs in a safe, supportive environment that allows achievement of the Training Plan  The supervisor of an apprentice or trainee should directly supervise the apprentice/trainee while they are doing the work

9 Some statistics  Top five critical injuries to young workers between 15 and under 25 (in order)  Broken bones  Severe loss of blood  Head injuries  Amputation  Severe burns or scalds

10 Your role as a supervisor  Explain your role  Act as mentor and coach  Give clear instructions  Guide and support  Monitor progress of trainee/apprentice  Provide feedback  Keep records  Liaise with relevant parties

11 Being a Supervisor Supervisors need  the knowledge and skills required to be effective as a supervisor  support and guidance from the workplace to effectively carry out the role of supervision  to be able to demonstrate the competencies relevant to the vocation the apprentice/trainee is undertaking

12 Induction  An overview of the business  The role of their supervisor  Their role as the trainee/apprentice in the organisation  Expectations of all parties  Administrative procedures  Safety – theirs and others  The training plan for their apprenticeship / traineeship  Schedule regular meetings to discuss progress and training  Who to go to if there is a problem

13 Supervisors knowledge and skills  Competency in the job or access to a specialist who can assist  Understanding of why tasks are performed in a particular way  Understanding of the workplace procedures and operations  Ability to monitor performance  Clear communication skills  Willingness to share knowledge  Time management skills  Patience to deal with day to day problems

14 What benefit is there for you?  Satisfaction of passing on your skills and knowledge  Enjoyment of seeing an apprentice/trainee develop their skills  Developing skills as a mentor and coach  Improvement of skills in communication as you explain work to apprentices/ trainees and answer their questions  As apprentice/trainee gain skills you become free to complete other work

15 Who else is involved?  Registered Training Organisation  NSW Department of Education and Training  Australian Apprenticeships Centre  Trainees/apprentices  Group Training Organisation

16 What does an apprentice/ trainee need to learn?  Knowledge and skills to do the job  Knowledge and skills to achieve a nationally recognised qualification  Be competent to an industry standard

17 What does it mean for a trainee/apprentice to be competent?

18 The job and competence for example tools and equipment Knowledge of procedures for use Knowledge of safety requirements Able to follow procedure for clean up Use tools and equipment Able to select correct tools and equipment Able to prepare toolsAble to use tools correctly

19 What is assessment?  Collecting evidence of the apprentice’s or trainee’s ability to meet the competency standards

20 Do you have a role in assessment?  Yes - but not to make the assessment decision  You may be asked for evidence of the learner’s skills in the workplace  And your opinion about their ability to do the job  So keep records of progress

21 Coaching Used when one person helps another to learn, develop their skills and improve their performance Coaching includes:  motivating others  teaching them about the work  developing their skills  providing them with feedback and  recognising their achievements


23 Mentoring  Providing a support person  Facilitates learning in the workplace  Allows sharing of expertise  Requires relationship building

24 Harassment and bullying Not allowed

25 What are they?  Harassment is unwelcome conduct that humiliates, offends or intimidates people includes words as well as acts, pictures and images, manifest attitudes and a hostile or threatening atmosphere.

26 What are they?  Bullying is a form of workplace harassment which includes unfair and excessive criticism, publicly insulting victims, ignoring their point of view, constantly changing or setting unrealistic work targets, undervaluing their efforts at work and culturally insensitivity

27 Prevention

28 Where to from here?  Support for you as the supervisor  Support for the trainee/apprentice  Possible sources of funding

29 Your further development  TAADEL301B - Provide instruction through demonstration of work skills  TAAASS301B - Contribute to assessment  PSPGOV416A - Monitor performance and provide feedback  PSPGOV415A - Provide workplace coaching  PSPGOV414A - Provide workplace mentoring

30 Summary  We have looked at: Support for you Harassment and bullying What is an apprenticeship or traineeship? Legislative requirements The six step coaching model Competence and assessment Key terms Your role as a supervisor Knowledge and skills required by you

31 Review  Key messages for you  Attachments

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