Feature Article: Key benefits of conducting regular quality checks of your training and assessment strategies and practices

Feature Article: Key benefits of conducting regular quality checks of your training and assessment strategies and practices

People don’t do what you expect; they do what you inspect! 

Quality checking processes can provide early indicators of problems and ensure your RTO delivers products and services that meet customers’ needs and expectations..

Course Review: 

If you do not have a process in place to review your RTO’s courses at least annually and analyse data from enrolments; surveys; feedback; complaints and validation you are not effectively monitoring the quality of your training and assessment. RTOs should ensure they retain evidence of reviewing training and assessment strategies and practices and an effective way of doing this is to include trainers and assessors in the process. You may determine in your checks that you are performing well and don’t need to make any significant changes to processes and this is fine so long as you can provide evidence of having undertaken such a review. However, in most cases RTOs will find something that needs improving and this is perfectly normal and expected.

Monitoring Systems:

Your RTO should have strategies in place to monitor and evaluate training and assessment strategies and practices. This could include internal audits, quality reviews and health checks. Ideally you should have a plan and schedule that identifies when you are going to carry out these activities so you can resource it appropriately. The outcomes of your checks will inform you as to what improvements and changes you need to make to RTO processes. Ensure you include a focus on high risk areas such as third party arrangements so you regularly monitor the quality and compliance of these services being provided by your partners.

Continuous Improvement:

RTOs should implement processes that ensure reviews at regular intervals of strategies for training and assessment so as to reflect changes in industry technology and techniques, legislation, and the training package itself. Your RTO should also update strategies when resources change e.g. staff so as to ensure they reflect current practice. It is important to ensure you maintain comprehensive records of your reviews and updates so you can evidence systematic improvements made to processes within your organisation.

References: 

https://www.asqa.gov.au/standards/training-assessment/clauses-1.1-to-1.4-2.2

https://www.asqa.gov.au/standards/compliance-governance/clauses-2.1-8.4-to-8.6

https://www.asqa.gov.au/standards/compliance-governance/clauses-2.3-2.4-8.3

National Skills Commission kicks off

National Skills Commission kicks off

The  National Skills Commission (NSC) is a critical new part of Australia’s economic infrastructure, providing expert advice and national leadership on the Australian labour market, current and future skills needs and workforce development issues. They have released their inaugural report today that shows  while the impact of COVID-19 on the labour market has been significant, some data indicates early signs of stabilisation and a small increase in the number of employers looking to hire.
Read more here:  https://www.miragenews.com/inaugural-report-of-national-skills-commission-australian-labour-market-and-covid-19/

Changes to the National Vocational Education and Training Regulator Act

Changes to the National Vocational Education and Training Regulator Act
From 1 July 2020, key changes to the requirements for RTOs include: more opportunity to provide ASQA with a remedy for non-compliance and in turn, ASQA will consult with the sector on their approach to undertakings to remedy; ASQA may request information to be provided by RTOs by email or in a particular electronic file format; ASQA can now cancel a VET qualification or statement of attainment without first directing the RTO to do so; ASQA can now instruct that VET student records be provided in a specified electronic format by RTOs.

 

Feature Article: Five questions you should ask before engaging contract trainers and assessors

Feature Article: Five questions you should ask before engaging contract trainers and assessors

RTOs when hiring contract trainers and assessors should ensure systems are in place to retain and verify evidence that shows they can demonstrate appropriate competency, currency and professional development. Even if they are going to be employed by your RTO for a short period of time you need to ensure your recordkeeping of their credentials and supporting documentation is sufficient so as to minimise any risk of creating non-compliances. 

Do you have a current trainer profile that evidences your competency and currency:

If the contract trainer and/or assessor you want to employ doesn’t have a current profile and has recently been working for other RTOs that should raise concerns as it could mean they don’t have an awareness of their obligation to maintain their currency and it may end up costing your RTO time and money to develop them to the standard required by your organisation.  Some may also have learned poor practices in other RTOs that you will need to retrain them in to ensure your processes are adhered to. Recruiting unqualified or inexperienced trainers and/or assessors is a risk to your business and bad hiring decisions can have serious consequences for your RTO.

Does your work history relate to employment outcomes of the training products we want you to deliver:

Let’s face it you don’t want to employ a trainer and/or assessor that has never worked in a job role relevant to the qualifications you are asking them to train and assess in. If they don’t have relevant industry experience they will not been seen as a credible source of information by both students and employers. While you may come across trainers and/or assessors who hold the qualifications you want them to train in, if they don’t also have work experience in the industry behind them it is questionable how they achieved their credentials. Make sure you seek industry feedback as to what credentials and experience are considered appropriate from the trainers and/or assessors you employ. 

What have you done in the last 2 years to stay current in industry:

If the trainer and/or assessor you want to employ has not had a recent position in industry or does not currently have secondary employment in the sector they need to have been undertaking other activities to ensure they have been maintaining their industry currency. You should verify prior to employing them that they have records of relevant activities for each unit of competency they are training and assessing. Remember that your RTO should be consulting with industry to identify which activities your trainers and assessors should undertake and how often. Depending on the industry the frequency may need to be more often to stay on top of rapid changes in specific sectors e.g. IT. Your trainers and assessors records should reflect these requirements.

What professional development have you done in the last 12 months to maintain your knowledge and skills in vocational training and learning:

Many RTOs neglect to ensure that their trainers and/or assessors are undertaking regular professional development to maintain their VET currency. If they have undertaken PD in the last year to upgrade their TAE credentials then generally their VET knowledge and skills are still current.  Your RTO should have a planned approach to professional development in vocational training and learning so as to ensure that all of your trainers and assessors are continuing to develop their knowledge and skill in the VET environment at least on an annual basis. Investing in having highly skilled and competent staff benefits your students and organisation and promotes quality education.

Are your occupational licences and/or industry accreditations current:

Often we see RTOs with expired records of trainers and/or assessors licences on file because they do not have a system of monitoring when these need to be renewed. No one prompts the trainer and/or assessor to provide a new record of their updated licence or industry accreditation. Before engaging a contract trainer and assessor you need to ensure you have their current records of licences and accreditations and you are able to verify they are on top of renewing these credentials else it may become a compliance issue for you. Having a system that identifies records needing to be updated before they lapse ensures you avoid non-compliance with the SRTOs 2015.

References: 

https://www.asqa.gov.au/standards/training-assessment/clauses-1.13-to-1.16

https://www.asqa.gov.au/resources/faqs/training-and-assessment

https://www.asqa.gov.au/resources/fact-sheets/meeting-trainer-and-assessor-requirements