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ASQA and the VET Reform

ASQA and the VET Reform

About This Episode

Over the last 10 years we have experienced massive changes within the training industry. Since the inception of ASQA in 2011, we have experienced the highs and lows of regulation, including the pressure on RTOs with over regulation.

The tides are changing, with ASQA taking a whole new approach to how we are regulated. This has been driven by the Joyce Report from 2019 (a Report on Strengthening the VET sector) and the VET Reform.

Exciting times are ahead. Listen to this Podcast to learn more about the future of ASQA and the VET Sector.

In this episode:

  • VET Reform and the impact on RTOs
  • ASQAs new leadership direction
  • Exciting changes to the training industry and how they will impact you
  • The meaning behind the new ASQA logo
  • Working together with ASQA…

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Annual Declaration of Compliance

Annual Declaration of Compliance

Season 2, Episode 24

Annual Declaration of Compliance

About This Episode

It’s that time of year folks… time to get your annual declaration of compliance in! I’m going to talk to you about standards 2.1, 2.2, 8.4 and 8.6, and what you need to do to get up to date.

Rest assured, this is much more than a simple box-ticking exercise. Did you know that ASQA investigate 5% of RTOs? If you’re one of those, you’ve got to make sure you’re ready. Even if you are not investigated, there are so many good reasons why you should take this seriously. In this episode I’m going to go through how to complete the annual declaration of compliance, and how this is going to help your organisation.

In this episode you will learn:

  • Why you should do an annual compliance audit
  • Why the annual audit should be combined with ongoing monitoring
  • The importance of a continuous improvement strategy
  • The benefits of monthly meetings
  • How to identify weaknesses in your organisation
  • How to do your annual declaration of compliance
  • How to conduct an internal audit
  • Why it’s dangerous to not take your annual declaration seriously
  • How best to deal with ASQA
  • How you can benefit from external help from a company like Vivacity
  • What you need to do if you’re newly registered
  • What happens if you don’t complete the annual declaration of compliance

For more information on submitting your annual Declaration of compliance, go to: https://www.asqa.gov.au/news-events/news/annual-declaration-compliance-open-until-31-march-2021

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Micro-credentialing

Micro-credentialing

Season 2, Episode 30

Micro-credentialing

About This Episode

The current buzz within the training industry is, “Micro-Credentialling?”, “What is it and how will it affect my RTO?

Micro-credentialling is about industry needs and how the training sector will respond to meeting those needs. Spurred on by the Joyce Report, delivered to government in March 2019, which included an independent review of Australia’s vocational education and training (VET) sector to examine ways to deliver skilled workers for a stronger economy.

During this episode I will cover the emerging and future job trends in our workforce and what are you doing to meet those needs?

In this episode you will learn:

  • What is Micro-credentialing?
  • How will it impact your RTO?
  • How to use the data available to you for identifying emerging and future workforce needs
  • Breaking down micro-credentialling and identifying skills sets for your industry
  • Transferable skills and the opportunities with upskilling and cross-training
  • Linking jobs and training for better education that meets industry needs
  • JobTrainer and Micro-credentialling, what we have experienced so far
  • Improving your scope of registration
  • How to meet emerging and future workforce needs
Transcript

In this episode, we’ll be covering what are the eight critical drivers to RTO success, which is training products. It’s really looking at Have you identified the emerging and future job trends in our workforce? And what are you doing to meet those needs? we’ll really be diving right into what are the future needs of the workforce, and what has changed what is going to have a huge impact on the training industry. And one of them is micro credentialing and how that’s changing over the next three years. So micro credentialing came about because of the national skills commission, and the National skills commission was established in July 2020. Whereby they’re really really focused on national leadership in the Australia’s labor market. With the current emerging and future workforce skills needs. They’ve really identified the importance of the Australian VET sector, and how can we improve the VET sector to meet industry needs, and in particular, ensuring that our workforce has the skills and knowledge required to be able to work in the future workforce. On the 28th of November 2018, the Prime Minister announced an independent review of Australia’s vocational education and training sector. And this was to examine ways to deliver skilled workers for a stronger economy. And it was focused on how can we improve our training in order to meet industry needs and what know what the workforce wants their labor force to have before they even apply for a job with that organization. So the review was led by the honorable Steven Joyce, a former New Zealand Prime Minister for tertiary education, skills and employment. Mr. Joyce delivered the final report to the government in March 2019. The National skills commission was created based on the recommendations by the honorable Steve Joyce, in this paper, it was a very interesting paper because it covered a lot of what was wrong with that sector. What were the issues? And more importantly, what were the outcomes that we were achieving, and the fact that we weren’t actually achieving what the workforce needed. So the national skills commission was created. And in the national skills commission, it was really their focus, they have three long term outcomes that they are focused on. And this is to make an enduring a relevant contribution to the labor market and the information that we get out of the labor market. Also to improve the quality and accessibility and relevance of that, and to contribute to the labor market that effectively aligns IT skills needs with the education and training. How are you adapting your training to meet the emerging and future skills, labor market? What are you doing to get out there and find out how you can meet those needs. So what we’re really focused on with within micro credentialing, and with working with our clients is really exploring the skills clusters, and the emerging and future skills needs. So it’s looking at how can we explore what are the possibilities that are out there. Now on the national skills Commission website, you can actually find a set of skills clusters that you can have a look at. And what they’ve done is they’ve actually got information data that’s going into this website to identify skills need within a family of skills clusters. So skill skills clusters, show groups of similar specialist tasks. The specialist tasks are designed to describe day to day work within an occupation. They these tasks are broadly transferable. If you can do one task in a cluster, you can also do others. So skills clusters illustrate a new way of looking at the labor market at a deeper level than occupational classifications or qualifications. This view shows how skills are related and connected to one another, and illustrates this transfer ability between the skills across different occupations. And this is going to be the key to micro credentialing moving into the future and looking at how you can put together a skill set or a course that is looking at those transferable skills. Because what’s happened is if you look at the airline industry, for example, right now With the airline industry, there is a lot of unemployed. So a lot of people have a lot of skills, who are now out of work. So you could actually have a look at these skills clusters of what they have working within their industry that are now transferable into other industries. And in particular, if you look at what it’s not just the pilots, and the hostesses that no longer have work, it’s also the engineers and the ground staff and the baggage handlers, there’s lots of different areas that now they have these skills, but they need to transfer them into another industry sector now. So I highly recommend you get on to the national skills Commission website, and look at these exploring these skills clusters that they have within the within this with this data that they’ve got on the website. And you can learn so much about what you can do to build a course that’s going to meet those meet those skills cost plus donate. So what you do is you actually can go in and you can look at different industry sectors, then you can look at the skills clusters, within those industries sectors, and then look at the type of roles where those skills can be transferable from one job role to another job role. So, for example, it could be the construction industry. And within the construction industry could be appraise or evaluate properties. And when you look at that, there’s all sorts of roles that can use those skills. So insurance investigators, auctioneers, accountants, management, accountants, valuers, real estate agents, or real estate representatives. So there’s lots of skills there that are transferable into other areas. And what you could drill down into from there is the types of occupation profiles that would need that skill set based on that family of skills clusters. So what you can do on this website is you can go in, drill down into a skill set and look at, okay, what is the skill set that you could put together that would meet those needs, and then they also go into the different levels of core competencies and the skills that they would need in order to work within that area. Another really interesting part that’s on the national skills commission is they’ve now added a section on the website called jobs and education data infrastructure, so it’s in short, is Jedi. So Jedi is all about looking at Australia’s economy and how it’s changing. So they’ve developed an intelligence on Australia’s labor market, workforce changes, and current and emerging skills needs, and put this data into the website where anybody can access it. So as an RTO, I highly recommend that you get in there and access it. So jadite provides real time view of the Australian Labor Market, and draws complex data from multiple sources into its data engine, and transforming it into meaningful insights for many different users. In in particular, for an RTO, you can go in and actually look at the data for emerging and future trends. And look at the courses that you could offer for those emerging trends. So they’re really looking at skills, and being in our common language skills, underpin the data and enable us to speak in a common language, and really linking jobs to the training that’s required in order for them to work within those skill set areas. And what’s really good about Jed is it enables them to anticipate future needs and adapt to changes in our our economy to meet those needs. So if you haven’t had a look at it yet, I recommend that you get on to the national skills commission.gov.au. Our work backslash jobs and education data infrastructure, even if you just Google jenai, or jobs in education infrastructure, and you’ll also see it in the show notes. I’ve added the links to these websites in the show notes as well. And you’ll find so much about what are the emerging future needs. So Jen is a gender is in powering several online tools to support individuals navigate a changing labor market. We’ve already seen some of these come out. So job trainer is one. So job trainer is for anyone aged between the age of 17 and 24, who’s looking for work, you may be able to study or get a free or low course fees through job trainer. So Jed, I contributed to the development of the list of job training courses by mapping these skills in demand by employers, and critical to Australia’s economic recovery, to qualifications and courses. And we’ve already seen the rollout of job trainer or across Australia, and then now with the individual states. So this individual states have used this data to be able to identify what are the skills needs for the future. There’s also jobs which says jobs, which is all about helping you to explore jobs, you might not have considered and find jobs that you may have already have skills for. So it’s looking at those transferable skills, where they may be unemployed, and they can transfer those skills into another job role. And there’s all sorts of data on this website that you can access all around, you know, switching skills and, and transferring those skills into another job. There’s also jobs hub, which assist people to find jobs in demand in their location matching their skills. So it’s really looking at or how can we get you transferring those skills into another area. There’s also your career. So the national careers Institute is a new portal providing Australia’s authoritative source of career information. And it is the website where careers advisors within schools, and also job job active providers, I referring their unemployed, to and students to these websites, to be able to access more information about the training industry, and what careers are out there in the future. So the key is linking jobs to training and with a focus on industry needs, and what are you doing, what are you doing to meet these needs? And what does this mean to you when you’re really looking at changing lives for education, and adapting your training to meet those needs. So what is micro credentialing? It is the future of education. It’s really looking at short courses that focus on skills gaps in the industry, and it’s developed to meet industry needs, focus on building critical skills that are applied to emerging and future job trends in the market. So the benefits of micro credentialing is deep learning. It’s where you can gain critical skills and required knowledge that reflects the changing landscape of professional practice and industry. acquired skills, so develop the hard and soft skills that will enable the students to specialize and innovate in the current and future world of work. It’s also industry recognized and really focused on industry needs, so gain recognition of newly attained skills, knowledge and accomplishments and capabilities that are Industry Focus. And as artios, they can receive a statement of attainment that is recognized around Australia. The key is industry connection, learn from today’s experts via courses made for tomorrow’s challenges. So really looking at micro credentials of skills and skills gaps, so they get to meet those industry needs. What are you doing to meet the emerging and future needs of education, and the workforce? And what are you doing to meet with those needs? One of the things that we recommend is engaged with industry. So there’s lots of different ways that you can engage with industries looking at going to industry direct, but you could also go to workshops, conferences and forums, and connect with industry directly to identify Well, what are the emerging and future trends within the workforce? You could also go to your service skills organization and identify Well, what are the training packages that they’re working on getting involved with training package development? And how can you meet training package needs and skill sets within your training that you’re delivering? He could also conduct industry surveys of what are the needs and what are their current needs and future needs? And how can you meet those needs. And this is in particular the gaps so looking at the skills gaps, and how you can make Those needs, you could also hold focus groups. And this is a really good way to be able to get access to what are the industry needs right now? And how can you meet those needs. And it’s holding a focus group that is specifically within industry sector, we actually delivered training on industry engagement, that includes focus groups, and how you can deliver focus groups more effectively. We also included a PowerPoint with that as well. And this was in our test superhero course. But we’ve also separated the industry consultation course, so that people can access that core separately, but the focus groups is a really good way to engage with industry. Another really good way is to conduct industry needs analysis of the industry know that you’re working right now. So these employers that you’re working with and going in and actually identifying what are the skills gaps and needs that they have within their organization right now, and other areas to go to job active providers and find out where they’re having trouble feeling. So they haven’t got candidates that have the skills and knowledge required to fill the job. That the jobs that they have out there right now. So how could you provide training that meets those skills gaps? So big thing is being actively involved in Industry Focus workshops, conferences and forums to identify future needs, which is crucial for the meeting the future needs of education within the training industry. So what are you doing right now to stay current within your industry? And have you identified what training products that you could offer to meet those needs? And how are you looking at short courses that you could offer within your training organization is going to meet these industry needs. This is an area that really needs a huge focus on within your RTO in order to improve your training products, but also that big thing is meeting training industry and what are you doing to meet those training industry needs. So that’s it for today’s podcast. I hope you really enjoyed this. And if you’d like to know more information, look at the show notes. I’ve got quite a few links in there for some great research that you could conduct in order to improve your training products to meet those needs. Thank you for listening, and I look forward to catching up with you the next podcast

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VET Reform – Our review

The Australian Government has released Draft Standards for Training Providers and VET Regulators that is due to commence 1 January 2015. The focus by the government was to streamline the standards so that they are flexible and responsive to industry and can provide Australians with skills they need to do their jobs now and into the future.

The Government is asking that RTO’s and interested industry bodies (Vivacity RTO Coaching & Consulting being one) review and provide feedback on the Standards. We have undertaken a review and have found the following:

  • 8 Standards
  • 54 Elements
  • 6 Schedules

where the RTO is to demonstrate compliance against.

There are 5 areas that we have identified as new:

  1. If you are delivering Certificate IV in Training and Assessment, you will now be required to undergo External Validation
  2. There are new Trainers requirements that will be rolled out over a couple of years, including the level of qualification they are to hold and more emphasis on Professional Development of the Trainers
  3. New requirements around Marketing, which aligns with the Ethical Marketing requirements. This Standard is much more descriptive than the previous marketing Standard.
  4. RTO’s will be required to report Annually to the National VET Regulator, more than the standard Quality Indicators and AVETMISS reporting. In the new standard “8.4”, it states that the “RTO will declare to the VET Regulator annually that its operations meet these standards”.
  5. There is a bigger emphasis on the Fit and Proper Person Requirements

Following are what we found are proposed changes in the standards that are significantly different from the old standards:

  1. There is no new Standard equivalent to the old Standard 7.2, whereby Senior Management are required to make an informed decision based on the experiences of trainers.
  2. Standard 8.1 seems to be removed, whereby new applicants are required to undertake a Self Assessment (which we believe is obsolete, due to how long it takes to get to audit a lot of changes can occur from when an applicant completes the Self Assessment to audit)
  3. Standards 16.6, 17.4 and 23.3, where they referred to Records Management requirements, have now been combined
  4. Standards 16.1 and 16.5 have been combined, which we found Auditors would generally audit these two standards together
  5. Standards 15.1, 16.2 and 17.2, where they referred to Continuous Improvement Strategies, have now been combined. (Don’t know why these were separated in the first place…)
  6. There are much more stringent requirements around Partnerships and how the RTO will monitor and audit the Partner, which we agree needed to be put into place
  7. Changes to Fee Protection measures, where Option C from SNR 22.3 has been changed, the RTO is now required to also have either
    1. An unconditional financial guarantee from a bank, or
    2. Membership with a Tuition Assurance Scheme, or
    3. Any other fee protection measure approved by the VET Regulator
  8. A “Cooling Off” period is proposed to be added for students

During the many ASQA audits that we have experienced since ASQA’s inception, we have found that the Auditors are inconsistent with their responses to what is required of the Standards, with there being a vast difference between what an Auditor will deem compliant and not compliant with the same Policies and Procedures.

From our review of the Standards, we have found that the new standards are much more descriptive, which will assist RTO’s to address the requirements with a better understanding of what will be audited. With the Standards being much more descriptive, you would hope that there will be more consistencies between the auditors when it comes to audit.

Our CEO Angela Connell-Holden will be speaking at the VELG Conference in September 2014 on “The VET Reform – How it will impact your RTO”. We look forward to seeing you at the conference. For more details go to: https://www.velgtraining.com/nvc