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This snapshot is the first of its kind undertaken by the Victorian Skills Commission (VSC) and is based on elements of the VSC's successful Regional Skills Taskforces conducted in the Mallee [available in VOCEDplus at TD/TNC 133.933] and the Great South Coast regions [available in VOCEDplus at TD/TNC 137.227]. The South East Melbourne Region of metropolitan Melbourne, encompassing the City of Dandenong, City of Frankston, City of Monash, Cardinia Shire, Mornington Peninsula Shire, City of Kingston and City of Casey is growing rapidly. A supply of highly skilled local workers is critical to underpin this growth and the vocational education and training (VET) system has a key role to play. However, the VET system and training delivery is not always aligned with the current and future skills needs of local employers. An employer-informed response can improve this alignment and help address current and emerging skills shortages, thereby ensuring that workers in the South East Melbourne Region are skilled, productive and employable.

The South East Melbourne Region has approximately 83,500 businesses and approximately 500,000 full-time and part-time jobs, which accounts for 18 per cent of all jobs in Victoria. The economic profile of the region reflects strengths in four key sectors: Manufacturing, Construction, Retail Trade, and Community Services and Health (CS&H). The logistics and tourism sectors are also expected to support future growth, particularly due to the geography of the region (proximity to well-connected transport routes, port access and cheap land) and its rich natural environment. The region is also seeing growing demand for locally produced high-value agricultural goods (including high-quality wines and other foods), giving local Food and Fibre businesses the opportunity to expand operations. While the outlook of local industries across the South East Melbourne Region is positive, its economic potential is dependent on the region's capacity to address existing workforce challenges and shortages.

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In June 2016, the Department launched Marrung: Aboriginal Education Plan 2016-2026 (Marrung) [available in VOCEDplus at TD/TNC 139.356]. Marrung is a 10-year integrated plan, developed in partnership with the Victorian Aboriginal community including the Department's principal partner in Koorie education, the Victorian Aboriginal Education Association Incorporated (VAEAI). In 2018, the Department commenced the implementation of Marrung action 8a: 'Develop options for a revised approach to supporting Koorie learners engage and participate successfully in VET [including] through the redesign of the existing Koorie VET workforce'. This discussion paper is an overview to support meaningful conversation and consultation. The paper explores the evidence that shows a revised approach is needed to support Koorie learners to engage and participate successfully in vocational education and training (VET). It focuses on: changes in the characteristics of Koorie communities in Victoria; enrolment trends for Koorie learners across the spectrum of VET providers; current supports designed to increase Koorie engagement and participation in VET; and success enablers, and barriers for improving Koorie learner outcomes.

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This issues includes the following papers: Work study: curriculum and accreditation / Helen Smith; Alternate delivery strategies in the work-study program / Jill Sanguinetti; The youth guarantee/work-study scheme from the trainees' perspectives / Peter McCudden; Experimental learning with one work-study group / Jack McArdle; The Australian traineeship system / Kay Leroy; Taking part or taking apart? / Kevin Blachford; Towards broader definitions of curriculum and education / Ross Gillespie; Broad based transferable skills / Paul Stafer; Open learning in the Open Tech program in the UK: lessons for TAFE in Victoria / Jeff Ashurst; The sunraysia project / John Van Heumen; FLEXIMODE: a planned combination of on- and off-campus study / Lesley Greagg; Resources effects of self paced learning / Pam Wallace; Let's start at the very beginning... some considerations of policy development / Dorothy Jenkins; A focus for research in TAFE / Jim Garton; The Graduate Diploma in Applied Educational Studies: a new course for TAFE teachers and others / Norm Fary; Francis Ormond and the Melbourne Working Men's College / Edward Hardman; Origins of Geelong and the Gordon / Erik Van't Hag. Show less

The Melbourne College of Textiles in conjunction with the National Project in Multicultural and Crosscultural Supplementary Programs (MACSP) carried out investigations into the specific training needs of current and future supervisors from non-English speaking backgrounds (NESBs) and supervisors of NESB workers.

The purpose of this research is primarily to assist TAFE curriculum designers, trainers and teachers by making known the obstacles to training NESB participants in TAFE supervision courses and how best to overcome these obstacles. The research tries to identify the gap in TAFE training provision for supervision of NESB participants or supervisors of NESB workers.

Case studies were undertaken, giving examples of language barriers at the workplace, problems relating to cultural misunderstandings and the lack of knowledge of different cultures which has an impact on workplace harmony. The case studies show some methods of operating which are successful and some which are not.

The report finds that the most important skills of a supervisor are in human relations. Three key problem areas were identified, relating to: communication; multicultural problem; language and customs. The report contains conclusions and recommendations. Show less

This resource examines literacy in the transport industry and features a series of train-the-trainer style workshops for the trainers and supervisors of the different sectors of the industry. The workshops were designed to equip industry personnel with knowledge to facilitate the detection and assistance of employees with literacy problems. Show less

This project, undertaken during 2003, was a pilot investigation of the relationship between innovation and the provision of education and training in regional Australia. A large number of industries and enterprises in the Gannawarra region of Victoria are involved in innovative activities and this is leading to changes in the types of training being sought. The study examined four questions. How closely does the supply of education and training match the skill requirements of enterprises? Is there a mismatch between the education and training that is provided, and what is needed, or does one develop as enterprises innovate? What is the magnitude of the problem and are difficulties experienced by only a handful of enterprises, perhaps operating at the leading-edge of their industries, or are they more general? What kind of a response is required, if any? The study found that there is some dissatisfaction among enterprises with the response from education and training providers to their changing skill needs. Issues arising included: the extent to which training providers could give greater assistance to enterprises; and whether training providers could have more access to the specialised knowledge of professional or industry associations and of equipment suppliers. The establishment of Local Learning and Employment Networks (LLENs) by the Victorian Government has been successful in strengthening relationships between educational providers, communities and industry. It is suggested that, if adapted to suit local conditions, similar networks might also be successful in other parts of Australia in helping education and training adapt to meet local needs. Show less

Skills shortages have reinvigorated ongoing debate and concern about high attrition rates among Australian apprentices and trainees. Low apprentice and trainee wages have often been cited to explain this ongoing problem. This paper discusses the factors contributing to non-completion among apprentices and trainees in regional Victoria, and how the experiences of those apprentices and trainees who did not complete their training compare to those currently in-training. It asserts that unpleasant working conditions, poor quality training, a lack of support and low wages are contributing to both non-completion and a high degree of dissatisfaction among apprentices and trainees. Consequently, it argues an increase in the apprentice and trainee wage can only go part-way to improving training outcomes and experiences and attracting young people into the system.

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This report provides an overview of the medical laboratory science workforce in Victoria in 2017. It is based on survey responses from 523 individual medical laboratory scientists (approximately 50 per cent of estimated number of medical laboratory scientists in Victoria), three focus groups involving 13 participants, and surveys from 160 employers and managers of organisations that provide pathology services in Victoria.

The medical laboratory science workforce in Victoria is older and female-dominated. Respondents predominately worked in either the public sector (66 per cent) (State, Commonwealth and jointly funded) or with large multi-sited private laboratories (24 per cent); a small number worked for small specialised laboratories and not-for-profit laboratories. The majority were employed in hospital-based laboratories (81 per cent). The majority of respondents (72 per cent) worked in one of the five core areas of laboratory science: haematology, transfusion science, microbiology, anatomical pathology and clinical biochemistry, or in a multidisciplinary core laboratory. Advanced roles were carried out by 54 per cent with the most common roles being in blood banking, identifying new developments, the clinical scientist role and molecular genetics interpretation. The majority of respondents were permanent employees, worked for one employer and in a laboratory that provided 24 hour/seven day a week services. Formal multi-disciplinary team structures were common and very few respondents were sole practitioners.

Participants in this research reported a low level of job satisfaction with only slightly more than half reporting somewhat or extremely satisfied. Higher levels of dissatisfaction were reported by employees of private large multi-sited pathology laboratories than by those in the public sector. Career advancement opportunities, opportunities to do research, income and work/life balance were all factors in this dissatisfaction. Almost 2/3 of respondents (64 per cent) indicated they intended to stay in the profession for less than 10 years. These figures were also disproportionately higher for private sector employees. Key areas of concern were under staffing, lack of jobs for new graduates and low morale. These have been longstanding concerns having been identified more than 15 years ago. While there has been a steady increase in new graduates, there are few and potentially reducing numbers of jobs available to these graduates, as well as for intermediate and more senior professionals. Advancements in technology have changed the way many medical laboratory scientists roles function, but understanding from those outside of the profession of the limitations of this technology is a concerning problem for the profession.

The main issues facing the profession included a high level of dissatisfaction with income level, career development opportunities, job prospects and career pathways; the need for some form of registration, certification or accreditation to ensure appropriate levels of education and quality are maintained in the workforce, particularly with an increasingly privatised world where saving money appeared to be the main objective; and the impending 'brain drain' that is likely to occur with the retirement of many senior scientists and few people coming up through the ranks to replace them. When these issues are matched to the concerns that new graduates are having difficulty getting jobs, it provides for a somewhat dismal view of the future of the profession.

Key areas of consideration for the medical laboratory science workforce going forward include: (1) Review the impacts of privatisation on the medical laboratory science workforce with particular emphasis on the effect on quality of service, standards and available depth of skills; (2) Review the increased creation of technologist versus scientist positions, and the need to ensure there are knowledgeable, experienced scientists in the workforce for quality service provision and to support, mentor and educate new young scientists; (3) Provide more opportunities for career development and a clear career progression pathway, taking into consideration the need for secure employment; (4) Review the staffing levels in laboratories and the concerns associated with lack of jobs for new graduates; (5) Review the supply and demand for the profession in light of the technological changes that are occurring. Producing an increasing number of new graduates who are unable to find employment is problematic for the graduates and the future of the profession; (6) Encourage the development of a stronger voice for the profession to improve the professional recognition and understanding of the medical scientist role; (7) Consider of the need for some form of registration or certification to protect both the profession and the public, particularly with the diverse educational pathways to employment; and (8) Explore with the profession, additional ways to address the 'impending brain drain', concerns that the profession is 'dying', and low morale given the increasing importance that is being placed on the pathology testing within medical diagnoses.

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The main purpose of this report is to convey the findings of the [Higher Education and Skills Group] HESG [International Specialised Skills] ISS Institute Fellowship awarded to Peter Hurley. The purpose of the Fellowship was to understand how vocational colleges, such as [Technical and Further Education] TAFEs, can link with both providers in the employment sector and social enterprises to create innovative and effective programs for the unemployed. The United Kingdom, Denmark and Finland were visited and used as case studies. The countries were selected because they have an established program of support for social enterprises and, like Australia, have an advanced vocational and educational training (VET) sector. A range of stakeholders were interviewed including social entrepreneurs, VET teachers, government policy advisors and academics. The Fellowship stakeholder interviews highlighted how other countries face many of the same challenges as Australia. It can be difficult to engage learners and jobseekers who have barriers to employment and thus attention and care is needed to create effective training programs for this cohort.

The research has shown that the most effective programs for the long-term unemployed are those that are small scale, 'bottom up' and reflect work-like practices as closely as possible. There are many different ways to meet these criteria. Every country investigated as part of this Fellowship had a different approach, however, all shared a strong commitment to create programs that benefit disadvantaged groups such as the long-term unemployed. The findings of this report shows that there is considerable scope for VET colleges to expand into new areas to ensure they continue to meet their purpose of providing effective vocational training to traditionally disadvantaged groups.

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[This report], produced by the Department of Education and Early Childhood Development (DEECD), provides a summary of Victorian training market performance and responsiveness to businesses across Victoria's regions. The report includes training market profiles of the following regions: Loddon Mallee North, Loddon Mallee South, Wimmera Southern Mallee, Central Highlands, Great South Coast, Geelong and Surrounds, Hume, Gippsland, Northern Metropolitan, Southern Metropolitan, Eastern Metropolitan, Western Metropolitan and Inner Metropolitan.

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