Issue MAY 2008
ATV NEWSLETTER
© Newsletter of the Victorian Automotive Industry Training Board
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News flash
national automotive technician skills competition launched
SACHS MASTERS 2008 to showcase skill levels and recognise excellence in the Australian automotive repair industry.
ZF Australia Pacific is proud to support the first Australian team-based automotive technicians' skills competition to take place in July 2008.
Together with the University of Ballarat (TAFE Division), the BMW National Training Centre and the VACC, SACHS Masters 2008 plans to unearth Australia's most talented automotive technicians to take part in this challenging team-based competition.
Each team will comprise of three members, Certificate 3 (or equivalent) qualified with at least one year's post-trade experience, currently working in the automotive servicing and repair industry. The minimum age for entrants is 22.
The start of the SACHS Masters 2008 competition will be in the form of an online assessment to test teams' knowledge. Finals will be held from July 24 to 26, 2008 at the state of the art BMW National Training Centre in Melbourne. Members id the automotive trade are welcome to witness this highly unique skills competition and to take part in daily fringe activities such as presentations, product talks and information sessions from TAFE, Government and event sponsors.
The winner of the SACHS Masters 2008 will be presented with a cash prize of $10,000 and the inaugural SACHS Masters trophy. The runner-up team will receive $7,500 cash, and a further three consolation prizes of BMW driver training days will be awarded.
Executive Manager's Message
As in previous editions of the ATV Newsletter this edition highlights key issues impacting on education and training in the Automotive Industry:
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What does the new government policy for a training organisation managed process for apprentice completions mean to you?
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Is full-time study at TAFE or a private training organisation a viable option for trades training and recognition?
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Is the Government Funding Model for the training of apprentices appropriate?
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What does the new government policy for a training organisation managed process for apprentice completions mean to you?
Skills Victoria (formally the Office of Training & Tertiary Education) has implemented a competency based completions process for all trainees and apprentices under a Training Contract with an employer.
This initiative is in response to the Council of Australian Governments (COAG) decision “By December 2006, once apprentices and trainees have demonstrated competency to the satisfaction of the employer and Registered Training Organisation (RTO), they will be able to be certified as competent by the State Training Authority (STA), without the need to make special application for this or need to serve a minimum time.”
Normally a Training Contract between an employer and apprentice, i.e. motor mechanic, is for a maximum term of 4-years. The apprenticeship is completed when:
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The apprentice is awarded the qualification by the Registered Training Organisation (RTO), i.e. TAFE institute; and
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The duration of the apprenticeship is completed, normally between 3 and 4-years, subject to an agreement between the Training Authority and the employer.
The procedure now in place regards the Training Contract as deemed completed (irrespective as to whether any time is still left to serve under the Contract) where a trainee or apprentice is awarded the relevant qualification by the RTO.
This decision has the ramification that an apprentice may be awarded the qualification in say 3-years attracting the qualified rate of pay.
The new Retail, Services & Repair Training Package encourages flexibility to tailor qualifications to meet specific business requirements. Each qualification comprises units of competence that are selected by the RTO and the employer taking into account qualification requirements and business needs.
Each unit of competence comprises underpinning knowledge and practical performance. Knowledge may be assessed by the RTO; however it is preferable that practical performance is assessed in the workplace.
The RTO has the authority to award the qualification once the trainee or apprentice has been assessed as competent against each of the units of competence.
It is in the interest of every employer to demand a partnership arrangement with the selected training organisation to ensure that your trainee or apprentice is assessed as competent in accordance with your workplace requirements before the qualification is awarded.
All employers should ensure that the selected Registered Training Organisation (RTO) adopts the following:
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At the commencement of the traineeship or apprenticeship the RTO is required to negotiate a Training Plan with the employer. The Plan should identify the qualification and units of competence to be achieved by the trainee or apprentice. The Plan should also identify the employer’s input and advice to the RTO on the trainee or apprentice’s progress towards competent performance in the workplace.
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Throughout the traineeship or apprenticeship the RTO must record the trainee or apprentice’s progress towards competence including workplace performance advice from the employer. The preferred industry method is termed the Competency Achievement Record book (CAR).
Every employer should ensure that:
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The RTO supplies a Competency Achievement Record book to your trainee or apprentice.
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The RTO ensures that the Record book is made available to the employer for workplace performance sign-off.
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Before the qualification is awarded by the RTO, the RTO obtains the employer’s agreement that the trainee or apprentice has achieved the required units of competence. The Competency Achievement Record book should serve as a reference.
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When the qualification is awarded to your trainee or apprentice by the RTO, the Victorian Training Authority (Skills Victoria), on advice from the RTO, will send a letter to you confirming the Training Contract has been completed.
Source:
Office of Training & Tertiary Education Discussion Paper 2006 “Competency Based Completions Process.”
Mr Bill Chesterman, Victorian Automobile Chamber of Commerce
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Is full-time study at TAFE or a private training organisation a viable option for trades’ recognition?
The Change Drivers Report 2007 highlighted an industry that continues to rely on apprenticeships as the foundation for skills attainment. The report recommended that future skills for the industry should not be solely dependent on current employment practices.
The current skills crisis in Australia has resulted in the Commonwealth Government allowing for trade recognition through full-time studies as an alternative to apprenticeship. The relevant national qualification must be complemented by verifiable 900 hours of student work placement.
ISSUE - Exit full-time student skills outcome
It is critical that the skills outcome in terms of competency of a full-time student is the same as an exit apprentice, i.e. motor mechanic or panel beater.
Under an apprenticeship arrangement the employer is required to train and assess the apprentice in terms of workplace performance on required tasks or units of competence, i.e. repair and test engine.
In many cases a full-time student is assessed for practical performance in the Registered Training Organisation environment. The student may participate in work experience; however this experience may not include skill assessment by the participating employer.
The new Retail, Services & Repair Training Package allows for assessment of practical performance in a simulated workplace by the Registered Training Organisation (RTO) such as a TAFE institute, industry centre or private training organisation.
It is critical that under simulated workplace conditions the RTO has the capacity to replicate a normal workplace. Consideration must be given to the student’s access to recent technology including operational vehicles, vehicle systems/components, diagnostic and test equipment, tools, measuring equipment, jigs and lifting equipment.
In addition, the RTO must develop practical performance assessment strategies taking into account vehicle technical specifications, repair times, work safety and environmental compliance.
ATV’s Recommendation
The recommended maximum duration of a full-time study pathway is 2 years to allow for:
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1000 hours of institutional study, e.g. Certificate III in Automotive Mechanical Technology; and
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900 hours of student work placement at a relevant business that includes assessment of practical performance in the workplace.
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Is the Government Funding Model for the training of apprentices appropriate?
In general, the industry is concerned that the current public funding structure does not suit or support a competency based training system, in particular, the funding structure does not recognise the role of the workplace in meeting national training package industry standards. Students and apprentices are required to spend more time learning on-the-job, researching materials, gathering evidence and being assessed on-the-job at additional cost to the employer.
Funding flexibility and support for TAFE institutes and private training organisations that deliver these activities appear to focus on institutional delivery.
Public funding of a competency based training system must encourage flexibility including enterprise (on-the-job) activities towards student/apprentice competency. This flexibility should be extended to enable students and apprentices to undertake specialist technical training through to Diploma level in such areas as:
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Electronic System Development, Testing and Performance Analysis
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Data Acquisition, Analysis and Reporting.
A review of the public funding model that takes into account employer responsibilities and contribution towards student/apprentice competency under a partnership arrangement with the selected Registered Training Organisation; is recommended.
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Greg Walsh
Executive Manager
Automotive Training Victoria
P. O
Email: manager@atv.org.au
Fax:
(03) 9866 1295
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