The NSW government has launched “a new generation” of vocational high schools to help students find jobs in a post-corona-virus economy.
Some of Australia’s vocational training institutions, especially private colleges and Registered Training Organisations (RTOs) have emailed their students currently stranded overseas to deposit their fees or else their Certificate of Enrollment (CoE) may be cancelled
Smaller universities and private Vocational Education and Training (VET) providers expect to be hardest hit because of their greater reliance on students from India and Nepal. Applications from Nepal dropped 61 per cent and those from India by 47 per cent last financial year, putting further pressure on Australia’s $40 billion a year international student sector amid COVID-19 restrictions.
Poor-quality training and assessment in the security industry has been noted in 2016 in a detailed report by the national regulator of vocational education and training, the Australian Skills Quality Authority (ASQA). The report said they were fundamental barriers to ensuring licensed security workers were equipped to carry out their duties.
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.