Recognition Assessment Information Session

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• Recognition Assessment Information Session

A presentation from Community Services and
Health Training Australia Ltd. (soon to be
Community Services and Health Industry Skills
Council) Funded by DEST Dept. of Education,
Science and Training
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Agenda

• A Snapshot of the Big Picture -- the Community
  Services Industry
• Overview of Support Required to Meet Research
  Outcomes
• Using the CSTP-CHC02 as an HR Tool
• Recognition Assessment Tools
• Other Resources
• Membership to Online Discussion Forum
• Summary and Where to From Here?

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The Big Picture
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Who We Are
Role of the National ITAB/ Industry Skills Council

• Lead and advise on issues relating to vocational
  education, training and development.
• Develop workplace-relevant competencies,
  qualifications and resource materials.
• Encourage and support partnership building in the
  community.
• Support and monitor implementation of VET
  products and services

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Who We Are (cont.)

• Meet special needs of learners including those
  with CALD or Aboriginal and/or disability
  background and/or in remote areas.
• Gather and broker knowledge of community services
  and health developments and trends.
• Influence supply of workforce to meet changing
  and diverse customer demands.

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CSH Workforce Challenges

• Ageing Australian population ageing CSH
  workforce

• Lobby, design and/or implement strategies to
  attract potentially untapped populations into the
  human services workforce
• Promote workplaces that retain and attract mature
  age workers
• Work with stakeholders to ensure adequately
  trained and competent workers are available

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CSH Workforce Challenges

• Rising health and welfare expenditure expanding
  workforce
• Shift in causes of illnesses from infectious to
  chronic diseases demands significant labour
  intensive caring services

• Rapidly meet the training needs of an expanding
  workforce with just in time competency
  development
• Rapid development of competence in community
  sector, both in caring and population health

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CSH Workforce Challenges (cont.)

• Strategies to ensure access and equity to
  training opportunities in remote areas
• Ensure TPs reflect new workers but also assist
  institutionalised professionals to make
  transition to community practice through specific
  competency development

• Rural and remote areas
• De-institutionalisation ? changed quantity and
  skills of labour demand

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CSH Workforce Challenges (cont.)

• Rising size of client population from CALD
  background and continuing specific indigenous
  health needs

• Educate workforce on customers from CALD
  background
• Design training programs that attract workers
  with CALD background
• Educate workforce on specific Aboriginal and
  Torres Strait Islander health and cultural needs

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Some Statistics to Think About

• Employment Growth
• 5 years to May 2003 113,900 (net) (i.e.
  14 to 924,300)
• Projected Growth
• To 2009-2010 19.9 (or 3.3
  per annum)
• (Property and Business 22.3 Retail Trade 20.5)

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Some Statistics to Think About (cont.)

• The Ageing Workforce
• In 1998, 21 of the population was aged 55 or
  over by 2016, this is projected to increase to
  29.
• Annual labour force growth projected to slow net
  increase of the Australian Workforce - from
  170,000 people each year presently to an average
  increase of just 12,500 people per year during
  2020-2030.
• The CSH Workforce is the third oldest, with a
  median age of 42 years. It is also highly
  feminised (at least 75 of the total workforce
  are women).

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Some Statistics to Think About (cont.)

• Mature age Australians are less likely to hold
  post-compulsory qualifications and less likely to
  undertake formal education and job related
  training
• The proportion of older Australians, over 65
  years from CALD backgrounds is rising 17.8 in
  1996 to 22.5 by 2011, 653,800 people.
• The percentage is even higher in the 80 age
  group, the greatest users of aged care services.

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What Needs to happen to Support Delivery to CS
Industry

• Skill up RTOs and GTC assessors in recognising
  valid evidence of a learners past history and
  supporting the Recognition process.
• Develop Recognition Kits across specific
  industry sectors that RTOs and GTCs can use as a
  benchmark in assessing evidence of a learners
  competency.
• Build better skills in on-the-job assessment for
  RTO and GTC assessors that meet the standard of
  the training package.

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What Needs to happen to Support Delivery to CS
Industry (cont.)

• Enable accredited assessors to learn how to
  develop assessment tools and gather a range of
  evidence to streamline/fast track learning and
  assessment with consistency and rigour across the
  industry.
• Provide GTCs and RTOs with a greater range of
  resources to assist organisations implement
  training as part of a career pathway and
  progression, and the creation of learning
  cultures.

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Overview of Support Required to Meet Research
Outcomes
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Using the CSTP-CHC02 as an HR Tool

• Each organisation attending the session will
  receive a complimentary copy of this resource.
• Part One includes
• Recruitment Selection
• Performance Issues
• KRAs
• Career Planning
• Job Design Re-Design
• Mapping In-House Programs
• Case Studies

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Using the CSTP-CHC02 as an HR Tool (cont.)

• Part Two - includes information for employers to
  help them understand
• What is an RTO?
• Maximising the Training Dollar
• Outcomes from Partnerships
• Customisation
• Pathways to Recognition Assessment

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Recognition Assessment Tools

• Background to the tools development
• Identified sample group of assessors
• Conducted 10 Recognition Assessment workshops
  nationally
• Gathered feedback from participants on issues
  around the Assessment Process in the industry
• Developed assessment templates and tools to meet
  industrys needs
• Disseminated templates for feedback from industry
  network

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Recognition Assessment Tools (cont.)

• AOD
• Juvenile Justice
• Aged Care
• Disability
• Mental Health
• Childrens Services
• All downloadable as Word files from
  www.cshta.com.au subsidised by DEST

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Recognition Assessment Tools (cont.)

• You all have a copy of a sample Pre-assessment
  Interview and Assessment Tool for
• CHCCOM3A Communicate appropriately with clients
  and colleagues
• CHCCS405A Work effectively with culturally
  diverse clients and co-workers
• (Units chosen because they are generic to most
  qualifications.)

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Other Resources

• Membership to Online Discussion Forum
• Aim to build virtual communities of practice
• Part of ongoing professional development of
  assessors and trainers in the industry
• Get conversations happening around hot industry
  issues, questions and topics
• No need for a forum group to be accessing the
  topic all at the same time participate when you
  can and as often as you want
• Accessible 24/7 and to anyone who has access to
  the Internet

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Other Resources (cont.)

• Available Now (www.cshta.com.au)
• HTP Assess
• CD ROM-based assessment resource to support core
  competencies and selected common electives across
  17 qualifications in the General Health Services
  Delivery and Dental Assisting areas.

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Other Resources (cont.)

• Model Training Programs and New Apprenticeships
  Templates (under Whats on Offer section of
  website)
• Unpacking a Unit of Competence with Pathways
  to Recognition Assessment
• Marriage Celebrancy Assessment Templates
• CHCCS304A - Assist with Self-Medication
  Assessment Template

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Other Resources (cont.)

• Under Development
• Full Assessment Tools and Learning Resources that
  cover off on whole qualifications in Cert III and
  IV across
• Aged Care Work
• Disability
• HACC
• Community Work
• AOD
• Juvenile Justice
• Youth Work
• Mental Health
• Childrens Services

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Thank You...

• for your time and support for the Community
  Services and Health Industries.
• For more information
• www.cshta.com.au
• [phone]
• cshta-update_at_cshta.com.au