Training Directions Network

Season Greetings

2011-12-15T15:47:00.005+11:00

Dear TDN member
Wishing you a happy Festive Season and a peaceful and prosperous 2012.

Miguel Ferrero

PS: by the way, our next TDN meeting will be held on Thursday 15th March 2012 at 9.30 am at WSCF

SYDNEY FACILITATORS NETWORK - DECEMBER MEETING

2011-12-09T11:27:00.005+11:00

The Sydney Facilitators Network is inviting you to their last meeting of the year: Monday December 12, 2011 | 5.30pm

“How physicality impacts the way we work creatively” with Dr Ralph Kerle

All human movement is conditioned by a set of psychological states according to Choreographer Rudolph Laban who developed a system of movement notation called Labanotation. Laban surmised if we could recognise and explore those psychological states psychically, we could learn to change the way we experience work and interact.

In this session, Ralph Kerle will introduce us to the 3 psychological states of movement proposed by Laban to explore and reflect on how we might change the way we think and work creatively.

What does Laban offer facilitators?

Laban as a process offers very specific insights about our physical state and how it affects our behaviours. Facilitation contains physical as well as cognitive processes. Facilitators in the moment often recognize behaviours within a group such as uncertainty, stress, tension, elation, euphoria etc. The question is how do states such as these affect the physical and cognitive state of the facilitator in her/his role? If as facilitators, we can understand and recognize our preferred physical states when facilitating, we can use this recognition to move to a facilitative equilibrium in the face of whatever the group may be expressing or experiencing and with practice over time, to enhance our total facilitation performance.

In this short workshop, we will explore the physical framework of Laban and how you can bring that to your facilitation practice creatively. .

About Dr. Ralph Kerle
Dr. Ralph Kerle, MCI, DADA, h.c. is an internationally respected thought leader, creative facilitator and writer on organizational innovation, creative leadership and behaviours.

Venue: [Our usual venue]
University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

Time:
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Trainer / L&D Project Manager - closing date 21 November 2011

2011-11-17T16:10:00.004+11:00

Trainer / L&D Project Manager
(Child Protection/ Out of Home Care portfolio)

Passionate about social justice and building the capability of the community sector?
Enjoy being part of a supportive team that values diversity?
Thrive working in a dynamic environment?

• Full-time appointment (35 hours per week) – part time may be considered
• Flexible working hours
• Central Haymarket location

Download the application guidelines and job description - applications close Monday 21st November 2011

Further questions can be directed to Linda Watson, Senior L&D Project Manager, at 02 9281 8822 or email linda@acwa.asn.au

MF

Training in Western Sydney

2011-11-08T15:19:00.004+11:00

TRI Community Exchange has made available a list of 53 Non-for-Profit organisations providing training to the welfare and community services sector. The list is available from this link:

http://www.cnet.ngo.net.au/content/category/4/90/504/50/0/

MF

“LOW PAID CARE FORUM – INSECURITY OF EMPLOYMENT IN HUMAN SERVICES” – University of Sydney

2011-11-08T11:08:00.008+11:00

I have recently attended this forum (18 October 2011) on workforce issues affecting the third sector at Sydney University. There were speakers from the Union, Academia and the NGO sector and this is a summary of the main points discussed.

Australian Services Union – Presentation

• The Equal Pay campaign is a response to the employment insecurity faced by the sector
• Background: our campaign was boosted by the decision of the Queensland Government to increase Community Sector funding to achieve equal pay. This also triggered the National Case
• Fair Work Australia is currently processing the case
• The Equal Pay case has two aspects: the political one and the legislative context.
• The community sector is a highly feminized industry compared to others
• The following actions and tactics were conducted as part of the campaign: evidence was collected; “Send a kiss to Julia” cards; and comparing incomes in the public and community sector for similar work.
• The May decision was only half a win confirming that gender is a major issue influencing wage disparity. The other half is getting Governments (Federal and State) to agree to funding the wages upgrades.
• ASU is providing free membership to students

UNITED VOICE – presentation

• Presentation focused on the experience of those cared for in aged care and child care facilities – ECEC
• The main feature of this industry is low pay
• In Aged care, workers are paid $16 to $19 an hour
• The vast majority work part time with high levels of turnover – for example, In ECEC – one third of the workforce – leave the industry every year
• This is skilled work that is not recognized as skilled and not remunerated according to skill levels. Most workers in the aged care industry have certificate III – level qualifications.
• Insecurity: for aged care and ECEC low pay is the major cause of insecurity because workers cannot afford the basics and need to work additional jobs
• In aged care, the high turnover jeopardizes quality care
• ECEC/Child Care – first five years are vital for development. High turnover is disruptive and impacts quality education

• Why are aged care and ECEC low paid?
1. Highly feminized industry
2. Perceived as low skill
3. Low level of union membership
4. Difficult to organize – large numbers of small employers

• Solutions
1. Union and community organizing to win professional wages
2. Professional wages will lead to higher quality care and education
3. Employers, care recipients, parents cannot afford to pay
4. Quality aged care and ECEC benefits all – Government needs to pay wages
5. Acknowledge that employers on their own cannot afford wage rises – need to be allies with them when approaching Government.

Gabrielle Meagher – University of Sydney – Presentation – “Care and Vulnerability to Poverty”

• Workers working with people with disability, old people and children concentrate the low wages in the economy
• In Australia most of the workers and carers are female
• State services provision has shrunk, services have been outsourced to the Non-for-Profit sector
• Undervaluation of care matters
• For care workers – as a matter of gender equality
• For people in need of care – care quality depends on the care workforce
• For society

Paul Falson – St Vincent de Paul – Presentation

• In our sector, Gender is the main issue
• Reasons: how society is structured
• Care has been commodified
• Who is designated as “spare”? the poor, the disadvantaged
• Social policy is shaped by a “professional discourse” which supports the idea that “people can turn their lives around if they want”. This implies that those that need “support” are somehow faulty/at fault and the work of those doing the supporting is devalued.

Miguel Ferrero

Sydney Facilitators Network - November Meeting

2011-11-08T11:01:00.006+11:00

The Sydney Facilitators Network will hold their November meeting on Monday 14th November at 5.30 pm at UTS. The main speaker will be Dr. Claire Jankelson. Claire has a teaching background and has a particular interest in the nature of learning. In the last 2 years, Claire has been teaching Transformative Leadership at UWS, conducting research at the Metavision Institute and supervising PhD's at Macquarie Graduate School of Management.

The session will work towards defining the kinds of questions that are invigorating our work; a clarification of our leadership!

"Are you intrigued by the notion of what you are actually doing?
What is the relationship between what you imagine you do and what happens?
And what do you imagine you’re doing, when you say I'm 'facilitating'?

When we say we're coaching or facilitating or mentoring, what is it that is really happening? Who is doing what to whom and then how does the next thing happen?

This session will be an opportunity to hold a dialogue with our work.
• How do we make 'form'; How do we shape 'substance'?
• How are we 'in sympathy' with our work?
• And what are those moments in our work where we feel amazed? Amazed to be alive!

This exploratory session will dialogue with our work or with our role working towards clarifying our actual intentions and goals.
We hope it will invigorate what we do".

Venue: [Our usual venue]
University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

Time:
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Two Articles - Learning and Technology

2011-10-26T14:39:00.008+11:00

Two interesting articles explore the relationship between learning and technology.

The first article is called: "Toward a Personal Learning Environment Framework" which examines the potential for personal learning environments where learners can design a ‘flexible entry point that enables learner-controlled integration of different learning tools and services into a personalized place' (p. 71).

Website address: http://apo.org.au/commentary/research-review-self-directed-learning

The second article explores and argues that transparency promotes interactivity and participation in collaborative Web 2.0 learning environments. Transparency enhances a pedagogy centered around the learner and the production of knowledge in open communities. The best practical example of this is the Wiki. The wiki is a flexible, social, and easy tool to use for collaborative purposes.

Website address of the article: http://firstmonday.org/htbin/cgiwrap/bin/ojs/index.php/fm/article/view/3333/3070

MF

NSW Government VET Consultation forums

2011-10-05T13:25:00.006+11:00

The NSW Government has announced the start of a skills reform consultation process to develop a more highly skilled workforce and make NSW the number one economy in the country. Skills play an important role in boosting productivity and raising workforce participation, which are vital to economic growth.

DEC will be holding consultations from Monday 10th to Monday 24th October 2011 in the following locations around NSW:
•Western Sydney – Monday 10th October
•Sydney – Wednesday 12th October
•Nowra – Friday 14th October
•Dubbo – Tuesday 18th October
•Newcastle – Friday 21st October.
•Wagga Wagga – Monday 24th October
•Wollongong - Tuesday 25th October
•Tamworth - Friday 28th October
•Coffs Harbour - Wednesday 2nd November

The consultations will be held from 10:00 am to 12:30 pm. Venues will be confirmed after registration. If you are registered you will be able to get the venue details for the Western Sydney consultation. I have attached to this message the following links which will give you more background including the discussion paper.

https://www.training.nsw.gov.au/vet/skills_reform/index.html

https://www.training.nsw.gov.au/forms_documents/vet/discussion_paper.pdf

http://www.surveymonkey.com/s/skills_reform_registration

MF

Sydney Facilitators Network - October Meeting

2011-10-05T11:30:00.005+11:00

The Sydney Facilitators Network meeting will be held on Monday 10th October at 5.30 pm at University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.

Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

The topic will be Collaborations:

" Collaboration is the word on everyone’s lips as it seems that collaboration is a desired ingredient in current business, government and social change initiatives. Collaboration is the key trend in change for the foreseeable future and along with climate change is one of the great challenges of our time.

According to change guru John Kotter, Change Management doesn’t work 80% of the time. If this is so there is huge potential in filling this yawning gap. Is this the once in a generation big break for facilitators?

In this session we will explore the following big questions and more

· What is collaborative change?

· What are the opportunities for facilitators?

· What skills are required of collaborative change agents?

· What roles make collaborative change really work?

· What tools are required to facilitate grassroots initiated collaborative change?

Who should come? Change agents, facilitators, project leaders, strategists and anyone planning or implementing collaborative change"

Establishment of the National Skills Standards Council - DEEWR

2011-09-28T15:56:00.006+10:00

The National Skills Standards Council is a committee of the Standing Council for Tertiary Education, Skills and Employment (SCOTESE), which is one of a number of Standing Councils that report to the Council of Australian Governments (COAG). SCOTESE is the successor of the Ministerial Council for Tertiary Education and Employment (MCTEE).

The key fuctions of the Council are:

•develop and maintain national standards for regulation of vocational education and training for approval by SCOTESE and provide advice to SCOTESE on development and implementation of the standards;
•provide information, through SCOTESE, to the regulators of vocational education and training on the implementation and interpretation of the national standards and on issues of quality standards generally in the vocational education and training sector;
•provide information to the vocational education and training sector on the national standards and any changes to the standards;
•provide advice to SCOTESE on the operation of the regulators of vocational education and training;
•endorse national training packages

For further information you can visit their website:

http://www.nssc.tvetaustralia.com.au/home

MF

Skills Australia Conference Papers - available

2011-09-14T11:49:00.002+10:00

Some of the Skills Australia Conference Papers are available from this link.

http://www.skillsaustralia.gov.au/SkillsAtTheHeartOfTheEconomyConference.shtml#SP

Happy Reading

MF

Skill's Australia Channel

2011-09-14T11:42:00.003+10:00

Skills Australia has recently set a YouTube Channel where you can listen some of the participants and speakers who attended the last conference in July 2011. I have attached the link to have access to the videos:

http://www.youtube.com/user/SkillsAustralia

MF

Sydney Facilitators Network - September meeting

2011-09-05T14:32:00.004+10:00

COLLABORATION CHANGE

"Collaboration is the word on everyone’s lips as it seems that collaboration is a desired ingredient in current business, government and social change initiatives. Collaboration is the key trend in change for the foreseeable future and along with climate change is one of the great challenges of our time.

According to change guru John Kotter, Change Management doesn’t work 80% of the time. If this is so there is huge potential in filling this yawning gap. Is this the once in a generation big break for facilitators?

In this session we will explore the following big questions and more

· What is collaborative change?

· What are the opportunities for facilitators?

· What skills are required of collaborative change agents?

· What roles make collaborative change really work?

· What tools are required to facilitate grassroots initiated collaborative change?

Who should come? Change agents, facilitators, project leaders, strategists and anyone planning or implementing collaborative change.

Facilitator: Greg Jenkins is a practicing change agent, facilitator and mentor and with more than a decade experience in facilitating collaborative change. Greg is coordinator of the Sydney Facilitators Network. www.tincanlearning.com, www.changeagent.com.au."

Venue: [Our usual venue]

University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.

Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

Time:

From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Community Services and Health Industry Skills Council - 2011 Conference

2011-08-25T10:33:00.003+10:00

"Breaking through the Barriers" - Conference

Community Services and Health Industry Skills Council is running their conference in Brisbane in October 19th and 20th at Brisbane Convention and Exhibition Centre.

Industry experts from Australia and abroad will share information and ideas on meeting changing client needs and workforce development. I have attached link to this post for further information.

https://www.cshisc.com.au/index.php?option=com_content&task=section&id=19&Itemid=718

MF

"A New Culture of Learning: Rethinking Education" - Article

2011-08-22T13:31:00.003+10:00

This is a very interesting article about the culture of Learning" written by Maria Popova

the article is available from this link:

http://www.brainpickings.org/index.php/2011/01/18/a-new-culture-of-learning/

MF

Mobile Learning - Article

2011-08-22T13:16:00.002+10:00

This is an article written by Aneesh Bhat - Upside Learning Blog -

"Mobile Learning – What It Can Do For A Global Workforce"

"Globalization has changed the paradigms of business dramatically. The organizations of today need to be more agile than ever to maintain their competitive edge in the marketplace. That involves adapting to situations and regularly updating strategies, structures and processes. The global workforce today is confronted with a demanding environment in which to perform. In such a situation, it is vital for employees to be connected to information constantly.
The Challenge

Ironically, while employees need more time for learning in order to optimize their productivity, they actually have less time to participate in formal learning activities. A vast majority of the global workforce is very busy and has very little time to focus on learning. As a result, training drops down on the priority list and training completion rates can be low. The need of the hour is — technology that enables organizations to distribute “just-in-time” updates that are both targeted and tracked.

The Solution

Mobiles are a way of life and are catching up in the learning domain as well. Your workforce uses mobiles for more than just phone calls or text messages. Using phones, they browse the web, connect on social networks, share photos and videos, make purchases, play games, and keep track of what they care for through dedicated apps. As learning technology evolves and semantic web comes around, learning and performance support through mobile devices is becoming common. Effective mobile learning solutions can help you manage learning for your workforce that’s constantly on the move.

Here’s what Mobile Learning can be used for

•Activating knowledge before a classroom (or virtual classroom or even an eLearning session);
•Summarizing (after one of those sessions – delivered soon after the session);
•Recall (or reactivating knowledge – probably a week or two after the session. This ensures key concepts are revisited and helps in transferring the new knowledge to long term memory – especially for learners who may not get a chance to apply new knowledge immediately after the sessions);
•Providing application opportunities (through pop quizzes or learning games on mobile);
•Just-in-time search support by letting employees search in company’s knowledge databases (wikis, blogs, forums) using their mobiles.

Summing It Up

A good mobile learning platform provides your employees with a mobile enabled environment where they can access training activities in the form of videos, podcasts, eLearning courses, quizzes and evaluation surveys and also enables them to use their mobile device to share knowledge with others (within or outside their team) in real-time.

Mobile Learning:

✓Puts training and performance support where the actual work takes place
✓Allows new skills or knowledge to be immediately applied
✓Enables training when it is needed
✓Allows use of rich media when appropriate"

Sydney Facilitators Network - August Meeting

2011-08-03T14:17:00.006+10:00

This month the topic is: "What Makes People Happy at Work” - the link between happiness and performance with Jackie Smith

"Happiness is on the global agenda but until recently hasn’t been discussed on the employer agenda. In this context happiness is more than motivation and engagement. In the Science of Happiness at Work we have identified a direct correlation between happiness and productivity.

Join an interactive, thought-provoking discussion. Come and experience the model which when applied, makes a difference to how people feel and how they perform. We will explore the following themes:

• What do we mean by happiness in a work context
• How do we measure productivity? How can we encourage motivation/alignment/confidence/contribution?
• What are the elements in the model which identifies all the elements of happiness linking to performance?
• How does the model inform your experience in organisations?
• What does the model tell you about your happiness at work?

This session will also be useful for Senior Leaders, Change Facilitators, Consultants, Coaches, OD Managers, L&D Managers and HR Managers.

Jackie Smith has been working with Jess Pryce Jones, the author of Happiness at Work, since its publication two years ago, accrediting people to raise awareness and use the tools of this leading edge research. She worked for 7 years in TAFE NSW as a Counselling Psychologist before re-locating to the UK. Since then she has worked internationally in consulting, facilitation and executive coaching for the last 16 years for companies such as PwC, KPMG, Ernst & Young, HSBC, Pfizer, Johnson & Johnson, Unilever, Wiley, Compaq, Black & Decker to name just a few. She co-authored a book on Personal Impact: what it takes to make a difference in 2008 and has written numerous articles".

Venue: University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

Date: Monday 8th August 2011

Time:
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Skills Australia and Industry Skills Councils joint conference - Presentations

2011-07-28T10:45:00.005+10:00

Skills Australia and Industry Skills Councils hosted a conference with the theme Putting skills at the heart of the economy on Thursday 21 July 2011 at the Crown Conference Centre in Melbourne.

I have attached a link where you can access some of the presentations:

http://www.skillsaustralia.gov.au/SkillsAtTheHeartOfTheEconomyConference.shtml

MF

e-Gems for VET practitioners: recordings available now - Australian Flexible Learning Framework

2011-07-18T14:09:00.003+10:00

Australian Flexible Learning Framework has made available recordings of a series of web conferencing sessions looking at e-learning pedagogy, e-assessment and the use of technology in vocational education and training (VET.

A series of one-hour lunch time professional development sessions, e-Gems provide learning and networking opportunities for VET practitioners, offering information, handy tips and exploration of a variety of topics.

http://www.flexiblelearning.net.au/content/e-gems-recordings-available-now

MF

Australian Social Trends, Jun 2011 - ABS

2011-07-18T14:03:00.005+10:00

Australian Social Trends draws on a wide range of data, sourced both from ABS and other agencies, to present a picture of Australian society. This publication aims to inform decision-making, research and discussion on social conditions in Australia. It covers social issues of current and ongoing concern, population groups of interest, and changes in these over time.

To have access to these articles the links is available:

http://www.abs.gov.au/ausstats/abs@.nsf/Latestproducts/4102.0Main%20Features1Jun%202011?opendocument&tabname=Summary&prodno=4102.0&issue=Jun%202011&num=&view

MF

Sydney Facilitator Network - July Meeting

2011-07-04T10:21:00.004+10:00

Dear TDN members
the Sydney Facilitators Network is holding their July meeting on Monday 11 July from 5.30 pm onwards. Further information:

"Transformational Leadership” with Godwin Vaz

"The sphere of Transformational Leadership is where a Leader facilitates a profound, positive shift in capability, character and results for themselves, their people and their organisation.

Come and join this stimulating, interactive and thought-provoking session. We will experience and have a conversation on the following relevant themes:

• What are the multiple Roles of a Transformational Leader
• What are common Myths and Barriers to successful Transformational efforts – leader and systemic
• Core (skills and mindset) Capabilities of a Transformational Leader
• When is a system/organisation ready for a transformational journey – Critical readiness factors to assess and/or influence
• How to manage the fear of losing credibility, criticism and peer disapproval

This session will also be useful for Senior Leaders, Change Facilitators, Senior Consultants, Transformational Trainers, L &D managers, HR Managers and consultants

About the Facilitator:
Godwin Vaz has been exploring, researching and working in the Transformational space for 24 years. He has been an executive coach, consultant and leadership development facilitator in 11 countries for companies such as Singapore Airlines, Itau Bank (Brazil), Federal Express, ExxonMobil, Macquarie Bank, SingtelOptus, Microsoft and many more. In the last 5 years he has also been an Advisor, Coach and Transformational Leadership facilitator for Partners at one of the top 3, global Management Consulting firms in the world.

Venue:
University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium footbridge, walk straight ahead to room 580.

Time:
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up
Blog www.facilitatorsnetwork.blogspot.com"

MF

Australian vocational education and training statistics - Report

2011-06-30T13:48:00.004+10:00

The National Centre for Vocational Education Research (NCVER) has released estimated national completion rates data based on enrolments in publicly funded training throughout 2007. You can download that report from the following link:

http://www.apo.org.au/research/australian-vocational-education-and-training-statistics-likelihood-completing-vet-qualifica

MF

"Four Ideas that will change the World of Training - Article

2011-06-30T13:44:00.005+10:00

Dear TDN members
I found this interesting article from the E-Learning Coach website which talks about four ideas that will revolutionise the world of training:

4 Big ideas that will change the World of Training

"The field of training doesn’t change quickly. Even though technological innovation occurs at rapid speed and new learning theories emerge from cognitive research, large and entrenched training organizations move like slow dinosaurs.
It’s up to learning experience designers and developers, as well as trainers, educators and instructors to move us toward a more enlightened path that meets the needs of learners in today’s world. I’m voting that these four big ideas can propel us forward, hopefully sooner rather than later. Which big ideas do you favor? Comment below.

1. Connectivism
Connectivism is a learning theory for the digital world, where information is constantly changing and updating. Developed by George Siemens and Stephen Downes, this big idea is based on networks and on community, which is defined as “a clustering of similar areas of interest that allows for interaction, sharing, dialoguing and thinking together.”
Connectivism stresses that learning often occurs in loosely defined environments and is found in varied digital formats. Learning is enabled when an individual engages with community because information is distributed across networks. And because information is continually in a state of flux, the ability to seek, find and appropriately filter information is more important that what the individual knows.
When we acknowledge how much learning occurs through connected communities, it opens the door to rethinking traditional approaches to eLearning— at least in some domains. Perhaps it will mean enabling and supporting communities with common interests, breaking down superficial walls to encourage collaboration or documenting organizational knowledge for sharing. The possibilities for implementing connectivism are great.

2.Collaborative Learning
Collaborative learning—acquiring knowledge and skills through working with others—goes against the traditional model of pushing instruction on to audience members. This big idea assumes that learning is active, social and constructive.
Collaborative learning works in both structured and unstructured environments. In more formal learning, it often starts with a problem that needs to be solved. Collaborators develop a shared understanding of solutions through research, discussion, conversation and creation. This facilitates higher-level cognitive skills, because learners are creating something new together. Unlike traditional eLearning, learners are not isolated from each other.
In an unstructured environment, collaborative learning occurs naturally, by observing and working with others and through social media platforms. In your world, a focus on collaborative learning could involve adding discussion capabilities to online courses, providing times when experts make themselves available for online chats or promoting the co-creation of wikis for learning.

3. Situated Learning
This model, developed by Jean Lave and Etienne Wenger, proposes that effective learning occurs through the same activities, context and culture in which it will be applied. Further, that learners take on the sensibilities and beliefs of the community of practice in which they immerse themselves, so that enculturation happens seamlessly. This contrasts with the traditional approach to learning, which typically occurs separate from where the learned performance will take place.
Although situated learning theory may resemble the apprentice system, it goes beyond that. There is not one master, but a community—a variety of experts and workplace situations in which learning occurs.
This is another big idea based on the value of learning through social community. In terms of eLearning, hybrid approaches that allow for social contact can fulfill this approach. Using sophisticated simulations and 3D immersive environments could also work. Situated learning will push training designers to find ways to ensure that employees can stay informed, keep their skills current and know the right questions to ask when solving problems.

4. Informal Learning
This big idea is based on the fact that people are naturally designed for learning. Infants and children are compelled to explore, discover and experiment; adults learn more outside of structured programs at work, home and play than through formal means.
Informal learning is a self-directed and intrinsically motivated engagement for acquiring skills and knowledge. People set their own goals and the satisfaction comes from being able to do something new. As Jay Cross, proponent of informal learning says, “Informal learning often is a pastiche of small chunks of observing how others do things, asking questions, trial and error, sharing stories with others and casual conversation. Learners are pulled to informal learning.”
In the workplace, informal learning is accomplished by creating an open atmosphere that encourages sharing. It happens by encouraging discussion and conversation, implementing in-house social media technologies and fostering communities of practice. Because more learning occurs informally rather than formally, it’s wise to encourage it"

Interesting Blog

2011-06-26T21:27:00.003+10:00

Dear TDN members
I recently came across this interesting Blog. I hope that you find it interesting.

http://www.purplelearning.co.uk/interviews/the-new-learning-architect-interview-part-1?utm_source=twitterfeed&utm_medium=twitter

cheers

MF

4 Big Ideas That Will Change The World Of Training - Article

2011-05-31T10:01:00.009+10:00

Dear TDN members
I found this interesting article about ideas that are changing the world of training and the article says:

"Connectivism

Connectivism is a learning theory for the digital world, where information is constantly changing and updating. Developed by George Siemens and Stephen Downes, this big idea is based on networks and on community, which is defined as “a clustering of similar areas of interest that allows for interaction, sharing, dialoguing and thinking together.”

Connectivism stresses that learning often occurs in loosely defined environments and is found in varied digital formats. Learning is enabled when an individual engages with community because information is distributed across networks. And because information is continually in a state of flux, the ability to seek, find and appropriately filter information is more important that what the individual knows.

When we acknowledge how much learning occurs through connected communities, it opens the door to rethinking traditional approaches to eLearning— at least in some domains. Perhaps it will mean enabling and supporting communities with common interests, breaking down superficial walls to encourage collaboration or documenting organizational knowledge for sharing. The possibilities for implementing connectivism are great.

Collaborative Learning

Collaborative learning—acquiring knowledge and skills through working with others—goes against the traditional model of pushing instruction on to audience members. This big idea assumes that learning is active, social and constructive.

Collaborative learning works in both structured and unstructured environments. In more formal learning, it often starts with a problem that needs to be solved. Collaborators develop a shared understanding of solutions through research, discussion, conversation and creation. This facilitates higher-level cognitive skills, because learners are creating something new together. Unlike traditional eLearning, learners are not isolated from each other.

In an unstructured environment, collaborative learning occurs naturally, by observing and working with others and through social media platforms. In your world, a focus on collaborative learning could involve adding discussion capabilities to online courses, providing times when experts make themselves available for online chats or promoting the co-creation of wikis for learning.

Situated Learning

This model, developed by Jean Lave and Etienne Wenger, proposes that effective learning occurs through the same activities, context and culture in which it will be applied. Further, that learners take on the sensibilities and beliefs of the community of practice in which they immerse themselves, so that enculturation happens seamlessly. This contrasts with the traditional approach to learning, which typically occurs separate from where the learned performance will take place.

Although situated learning theory may resemble the apprentice system, it goes beyond that. There is not one master, but a community—a variety of experts and workplace situations in which learning occurs.

This is another big idea based on the value of learning through social community. In terms of eLearning, hybrid approaches that allow for social contact can fulfill this approach. Using sophisticated simulations and 3D immersive environments could also work. Situated learning will push training designers to find ways to ensure that employees can stay informed, keep their skills current and know the right questions to ask when solving problems.

Informal Learning

This big idea is based on the fact that people are naturally designed for learning. Infants and children are compelled to explore, discover and experiment; adults learn more outside of structured programs at work, home and play than through formal means.

Informal learning is a self-directed and intrinsically motivated engagement for acquiring skills and knowledge. People set their own goals and the satisfaction comes from being able to do something new. As Jay Cross, proponent of informal learning says, “Informal learning often is a pastiche of small chunks of observing how others do things, asking questions, trial and error, sharing stories with others and casual conversation. Learners are pulled to informal learning.”

In the workplace, informal learning is accomplished by creating an open atmosphere that encourages sharing. It happens by encouraging discussion and conversation, implementing in-house social media technologies and fostering communities of practice. Because more learning occurs informally rather than formally, it’s wise to encourage it"

Source: http://theelearningcoach.com/elearning2-0/big-ideas-that-will-change-training/

Australian Jobs 2011 - Report

2011-05-23T11:29:00.003+10:00

Australian Jobs 2011 presents information for people exploring careers or education and training options, as well as those currently looking for work or wanting assistance to enter or re-enter the labour market. The publication includes information about employment trends by region, occupation and industry, together with projected employment growth and job prospects.
I have attached to this entry the link of the report.

http://www.deewr.gov.au/Employment/ResearchStatistics/Documents/AustralianJobs.pdf

MF

Skills for Prosperity Information Session - 31 May 2011, Sydney

2011-05-23T11:26:00.004+10:00

Skills Australia is running the following session:

Skills for Prosperity Information Session
Date: 31 May 2011,
Time: 10.45am-12.00noon
Venue: Henry Lawson Room, Sydney Harbour Marriott Hotel, 30 Pitt St, Sydney

"On 3 May 2011, Skills Australia released its report on the vocational education and training (VET) sector, Skills for Prosperity – a roadmap for vocational education and training.

Skills Australia invites you to come to an information session about VET reform – outlining rationale and key recommendations of this report".

MF

Sydney Facilitators Network - May 9th at 5.30 pm

2011-05-02T11:56:00.004+10:00

The Sydney Facilitators Network is getting together on monday 9th of May from 5.30 pm onwards and its main topic is:

“Wildcard” – Short processes for fun and energy

At a 'Wildcard' meeting, volunteer facilitators step-up to run a short session of between 5 and 20 minutes. Wildcards are often the best meetings to get a range of ideas and tools for working with groups.

Typical processes suitable for the “Wildcard” include ice breakers, opening and closing rituals, energisers, thought provokers, experiential activities, games, simulations, conversations, Q&A sessions - anything at all that can be done in 5 - 20 minutes.

Sessions are not scheduled in advance. Everything is on the night including a short debriefing.

Come with either a short process 'in your pocket' or just to have fun.

Venue: CM05C.01.29 – UTS QUAY St, Level 1 Room 29
University of Technology Sydney (UTS),

Haymarket Campus
(Opposite Market City Shopping Complex and Paddy's Markets)
Near Cnr. Quay St & Ultimo Rd
Haymarket, NSW, 2000

University of Technology Sydney (UTS),

Room CM05C.01.29 (Level 1, Room 29 - follow the signs)

"A new culture of Learning" - Article

2011-04-28T11:36:00.004+10:00

Dear TDN members
I found this interesting article about a new way of learning by accepting and not resisting technology.

http://www.brainpickings.org/index.php/2011/01/18/a-new-culture-of-learning/

happy reading

MF

"Mobile Learning" - Article

2011-04-18T14:50:00.004+10:00

I found this interesting article about what is "Mobile Learning" and how technology can support learning in organisations:

http://www.upsidelearning.com/blog/index.php/2011/02/21/mobile-learning-what-it-can-do-for-a-global-workforce/

Happy reading

MF

"No More Excuses" Report

2011-04-18T14:38:00.005+10:00

The Industry Skills Councils have released the "No More Excuse" Report calling for urgent action to remedy literacy and numeracy problems. "No More Excuses" outlines the literacy and numeracy challenges facing the Australian workforce and the impact this has on industry. International studies have shown that over the past two decades Australia's literacy and numeracy skill levels have stagnated while those of other countries, particularly in the Asia-Pacific region, have improved. Copy of the report is available from this link: https://www.cshisc.com.au/docs/nomoreexcuses_final_single_page.pdf

MF

Sydney Facilitators Network - April Meeting

2011-04-04T15:41:00.006+10:00

The Sydney Facilitators Network is holding their meeting on Monday 11 April 2011 at 5.30 pm. The Topic is:

“Strength Flags” - Applied Creativity meets Positive Psychology with Sally Swain

"Have you succumbed to the Western epidemic of self-niggling-and-nagging? When faced with facilitating a big group, or with art materials …or just with daily living…does your Inner Critic run riot?

In this session, you’ll be guided through Sally’s ‘Strengthogram’ – a strategy for identifying and reinforcing your successes.

We look at the skills, passions, positive traits and values that contribute to an activity you enjoyed. We translate your observations into visible form. We play with simple art materials to create a ‘Strength Flag’. We fly this flag as a symbol of personal/professional power and joy.

Both ‘Strengthograms’ and ‘Strength Flags’ are adaptable tools you can apply at any time. You can use them even with the tiny activities you manage to do on a Low Self-esteem Day (psychological equivalent of a Bad Hair Day), or use them with clients.

Sally believes that creativity flourishes in a safe, encouraging, respectful environment. Whether you have art experience or not, feel free to come along and explore."

Venue:
University of Technology Sydney (UTS),
Room CB10.02.410 (follow the signs)
Building 10, Cnr Jones and Thomas Sts. Ultimo (same as usual venue – different room)

Time:
Monday 11 April 2011
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Emergency contact Greg Jenkins m: 0418 486 501 e: greg@changeagent.com.au

What is a learning organisation? - Judi Apte

2011-03-30T13:51:00.006+11:00

“Developing as a Learning Organisation – Judi Apte, EOS Management Consultant and Trainer

This is a brief summary of Judi Apte’s presentation and discussion at the March meeting of the Training Directions Network.

• Judi’s background is in adult education and social work
• Her interest is in engaging organizations and teams in learning practices
• Last year, a project that assisted family support services in the Blacktown area looked at different aspects such as how staff absorb new ideas, how ideas are presented and followed up through supervision and skills levels.
• Through FWTDP the project aimed to lift practice and encourage organizations to become solid learning organizations.
• Some aspects highlighted through the project were: staff need to engage managers and management committees to become a learning organization.
• It is easier to invest in supervision and training but looking at the practical use of these acquired skills is another story
• Learning organizations require the support from management
• Another example of a good learning practice is the development of cultural intelligence. Therefore the organization will be able to respond better to new client groups
• Sometimes the issue is not the quality of the training. On the contrary the issue is how we move to the next level – excellence
• What is a learning organization?: it creates knowledge for current and future work, rather than responding to experiences in a reactive way.

What is a non learning organization?

• People “fixed” with a certain ideas
• “I don’t need new knowledge” attitude
• Being stuck in old habits
• Being in a position and keep the old ways of working
• Issues of territoriality
• Strong sense of ownership
• Ideas of superiority
• Not allowing people to stay in a position for a long period of time
• Become defensive

Steps to become a learning organization

• Strengthen what we know. If we make our tacit knowledge more explicit we can strengthen, extend and promote our capacity to be effective more and become more confident
• In our industry we need to re-value supervision and be clear why we need to learn
• A lot of our working knowledge is not documented, shared and promoted – we need to do this explicitly
• Create space to share our learning through team meetings and what we are learning from our clients
• Improve our environments: organizational learning environments are about developing optimum conditions for effective learning within agencies at both individual and organizational levels
• The value of staff meetings to explore new ideas
• A learning organization strongly values informal learning as only 10% to 20% of our learning comes from formal training

Characteristics of a Learning Organisation

• Curious, solution finding and adaptive to its environment, seeking information and opportunities
• Taking a learning stance in response to difficulties and pressures
• Less defensive, blaming and stuck
Learning disabilities
• Some teams or team members are closed to new ideas and remain out of date in their responses to issues
• Organizations who are chaotic are normally overwhelmed with information and lack focus and future direction
• The pace to a learning organization is a slow process
• The organization needs to have a strategy to deal with learning disabilities

Vocational Education and Training Workforce Report - Productivity Commission

2011-03-23T15:48:00.007+11:00

Dear TDN members
the "Vocational Education and Training Workforce" Report produced by the Productivity Commission is available now:

http://www.pc.gov.au/__data/assets/pdf_file/0012/98598/vocational-education-issues.pdf

MF

Sydney Facilitators Network - March Meeting

2011-03-10T15:30:00.005+11:00

Dear TDN members. The Sydney Facilitators Network is meeting on Monday 14th of March. Further information is included on this blog entry:

“Playing to Learn” - is this an oxymoron [like ‘”fun run”] - or a viable option for today’s complex world?
With Dr Elyssebeth Leigh

Dr Elyssebeth Leigh enjoys playing to learn and considers learning as the most vital and continuing task we all undertake everyday. Considering ‘learning’ as a ‘serious’ task critically inhibits our capacity to adapt ‘in the moment’ to changing demands on our thinking and our capacity to act sensibly.
Considering ‘learning’ as a plaything and observing ourselves learn through play is what we did as children all our early years. Then we encounter the ‘formality’ of ‘school learning’ and begin to lose that capacity to ‘play with’ knowing and doing.

In this session Elyssebeth will invite everyone to revisit your childhood, recapture those moments when you knew you were learning something important and were nowhere near a classroom. This series of fun ‘mind games’ will help you address your own unique take on your childhood and your present approach to learning in the hope that you too will see how much fun you can have while playing to learn.

About Dr Elyssebeth Leigh:
Elyssebeth leads FutureSearch - an educational consultancy using action and experiential learning and simulations and games for organisational development and personal improvement.
As an experienced communicator and learning facilitator, as well as a designer of simulations and games, she works in multi-cultural contexts. She has been an educator of adults for more than 20 years in business and academic contexts, and was a keynote speaker at the 2010 conference on “Public Administration in the XX1st century – traditions and innovations” hosted by Lomonsov Moscow State University.
Elyssebeth publishes books and articles - the most recent being Wills, S. Leigh, E. Ip, A (2010) The Power of Role-based e- Learning, New York, Routledge. She leads the Technical Committee for the SimTecT conferences (http://www.siaa.asn.au/)

Venue: ** Note change of Venue for this Meeting***
University of Technology Sydney (UTS),
Room CM05C.01.05
UTS (University of Technology) Sydney
Haymarket Campus
(Opposite Market City Shopping Complex and Paddy's Markets)
Cnr Quay St & Ultimo Rd
Haymarket, NSW, 2000

Time:
From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

"What makes a great presentation" - articles

2011-03-07T10:46:00.007+11:00

Dear TDN members
I found two articles that provide two different perspectives on what makes a great presentation.

http://www.presentationadvisors.com/100-presentation-tips

http://www.presentationadvisors.com/wp-content/uploads/2011/01/100_tips.pdf

http://blogs.hbr.org/johnson/2011/02/the-essence-of-a-great-present.html

MF

Workforce Interview - Trevor Hobday

2011-02-28T10:25:00.018+11:00

Miguel Ferrero interviewed Trevor Hobday who is the Training Promotions Officer - Learning and Development Unit of the Mental Health Coordinating Council and this a summary of the conversation

What is your current role?My role at the Learning and Development Unit (LDU) in the Mental Health Coordinating Council (MHCC) is increadibly varied. My official role title is Training Promotions Officer. My major role is around promotion and marketing for the LDU both within the community sector and beyond. I am also a qualified Trainer and Assessor.

What were you doing before this?I am registered nurse and a member of the Australian and New Zealand College of Mental Health Nurses. Before joining MHCC in 2008, I had experience working as a Team Leader (Clinical Nurse Specialist) with a Mobile Assertive Treatment Team (MATT) in Sydney and over ten years as a Mental Health Nurse, including the development and facilitation of training in areas such as aggression minimisation/management and suicide prevention. I have also worked for the AIDS Council of NSW as Manager, Enhanced Primary Care and Counselling Services, including the facilitation of forums and committees with government and other non-government agencies on issues such as drugs and alcohol, same sex domestic violence and mental health issues.

I hold a Master of Clinical Practice (major in Mental Health), a Graduate Certificate in Mental Health Nursing, B Nursing, a Certificate IV in Assessment & Workplace Training and an Advanced Certificate in Nursing (Enrolled Nurse).

What do you find challenging about the industry?The sector is quite challenging as there are a range of philosophies which all have value and provide a source of much discussion. The community managed mental health sector is moving toward Recovery Oriented Practice, which is holistic, collaborative, strengths based and person centred. Some of the challenges lie on how to retain the benefits of the historical medical model and bridge the gap between the two. There is still some evidence of a "silo" based mentality in the MH sector and it is hoped that incorporating and seeing the value of Recovery Oriented Practice will encourage services and individuals to work far more collaboratively with each other.

Funding arrangements have many benefits, but also can create a sense of "competitiveness" within the sector, we we need to be far more creative in how to develop healthy partnerships and share resources as part of our core business.

The significant growth of the community managed mental health sector over the last 5 - 10 years means there is an ongoing need to support workers to develop their professional capacity and provide the opportunity to broaden career pathways. Mental health needs to be incorporated as a core subject in training, rather than just an elective or "add-on", to empower staff to be more confident in being able to respond to consumer' needs and promote emotional health and well being.
Training in the sector has improved immensely over the last few years and it would be great to see more of a connection and collaboration between the tertiary education sector and Registered Training Organisations providing nationally accredited training.

What in your opinion are the key workforce issues faced by the community sector?The ageing workforce is an issue and replacing staff with many years of both clinical and community based experience is challenging - however, a lot of younger recruits are coming into the sector which is also an advantage, as a mix of skills and knowledge are very beneficial.

Lack of mentoring and supervision seems to be an ongoing issue, as is access to appropriate training for rural workers. Training needs to be supported at all levels of organisation, including funding bodies, management so as workers feel supported and able to be released from their workplace as necessary to attend training.

There is also a need to promote awareness around the value and necessity to recruit more consumers and carers to participate in development and delivery of training, employing specific marketing and promotional strategies and collaborating with other services.

What strategies the sector could develop to address these issues?- Flexible delivery methods - e.g. online learning to address access and equity issues
- Integration into CORE training
- Attracting a diverse workforce, improving sector pay and conditions, continual lobbying of government for longer term funding
- Building sustainability into the sector by providing training for consumers and carers
- More defined career pathways within community sector
- Mentoring and supervision
- Networkin/building partnerships with key stakeholders
- Training to be holistic, person centred, reflective, workplace relevant, and address issues such as self care

There are a number of ways the sector could respond to some of the challenges presented.
- Adopting flexible learning options integration of MH training to develop core skills sets and providing mentoring and coaching models within the workplace
- Providing training, subsidized by government or other funding would make relevant training more accessible to workers, carers and consumers and also build sustainability into the sector
- Providing more defined career pathways would also attract new workers into the sector
- Forming partnerships and being members of key peak bodies is also essential to promote best practice principles and keep abreast of current research in the sector

What is your advice to the Community Sector that could be helpful to face these issues?- Help desmystify what recovery is
- Incorporate Recovery Oriented Practice into all aspects of service delivery and philosophy
- Include prevention and education strategies as a key part of service delivery
- Continue to support the importance and value of training within the sector
- Support workers with appropriate measures e.g. training, management practices and workload management
- implement evaluation and review mechanisms according to national and international standards and practice guidelines
- incorporate research and development into education and training

"Speaking about Presenting" - Blog

2011-02-16T11:36:00.003+11:00

Dear TDN members
I found this blog which provide good presentation tips to trainers and facilitators.

http://speakingaboutpresenting.com/

happy reading

MF

"Planning for the Future" - Sydney Facilitators Network - February Meeting

2011-02-09T13:16:00.005+11:00

Strategic planning is an organisational constant. In fact, planning is a constant in our personal lives. But how often do events arise that derail that beautifully documented strategy plan? That, in hindsight, we kick ourselves and say, ‘I should have seen that coming’.

Most strategic planning processes start from the current state and propose a future, based on what we know now. Because of the way our minds work, this often means we miss those events or relationships which could have been turned into real strategic advantage for organisations, or ourselves!

You are invited to this workshop to explore the use of a strategic planning process that works from the future backwards. It has been successfully been used in government, the not for profit, the corporate sector to help leaders and their teams navigate their organisation. Drawn from the complexity field, and initially developed by Snowden and his team at Cognitive Edge as a response to complexity in organisations, this updated process integrates the known and unknown dimensions of the future, requiring people to use both their mind and their heart.

As facilitators, you will experience and examine the process, learn about the fundamental principles of complexity and chaos and see their application in strategic planning. You will see practically how creating the future from the future, helps us identify those diffusion and tipping points so many of us experience in complex change.

About the facilitator Lee Carsley:
Lee has worked in a variety of roles, from economist, business advisor, stage manager, OD Head, and change practitioner consultant over the past 25 years. Her organisational experience has ranged from strategic planning, leadership pipeline and individual leader development, to running multiple service delivery teams, globally and in Australia. She has facilitated large and small groups, virtually and in real time, in organisations and the community. She was Vice President of the Society for Organisation Learning Australia for 5 years, from where her initial experience and passion for complexity tools started. Over the years, as the research and practice in complexity evolved, Lee has incorporated these developments in her complexity toolkit. She is currently in final stages of writing a leader fieldbook on complex change, titled ‘Change Matters’.

Venue:University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium foot bridge, walk straight ahead to room 580.
Time:From 5:30pm to 7:30pm sharp | No RSVP - Just turn up

Workforce Development Interview - Gabrielle Meagher

2011-02-01T11:09:00.005+11:00

Gabrielle Meagher who is Professor of Social Policy at Sydney University has been interviewed on workforce issues by Miguel Ferrero. This is a summary of the conversation.

What is your current role?I am a researcher and teacher in the area of social policy. I have been researching different aspects of work in the social services area for many years.

What do you find challenging about the industry?The industry is growing and changing, and the demands on the workforce are increasing

What in your opinion are the key workforce issues faced by the community sector?In the community sector, the workers are the key to the quality of services. To be able to do their best work, workers need the right working environment and conditions. They need access to high quality, relevant training; meaningful career paths; good remuneration and humane working conditions; and to work in well-organised, well-managed workplaces. The sector faces the challenge of offering these opportunities and environments to workers

What strategies the sector could develop to address these issues?Strategies could be developed at several levels in the sector, from individual to organisation and beyond. At the individual level, workers need to feel a strong sense of themselves as workers with rights to good jobs with pay, conditions and career paths that recognise their skills and enable them to do their best. At the workplace level, organisations can ensure that they do not exploit the goodwill of workers through expecting unpaid overtime or offering poor, casual working conditions. Organisations also need to give workers meaningful opportunities to develop their practice in a collegial way, through arrangements such as regular professional supervision, a say in how the organisation is run, and paid support for training and development. Workers can work together collectively through unions, together with peak bodies and consumer groups, to push for policy change in how services are funded and to make sure organisations are regulated and run well

70:20:10 RULE

2011-01-19T17:29:00.006+11:00

There are a number of articles bieng published by trainers and consultants talking about the 70:20:10 rule and the value of creating a positive organisational learning environment. I found this article in the SMH interviewing Charles Jennings to talk about his experience as a corporate trainer, and what the 70:20:10 rule is all about

http://www.smh.com.au/news/perspectives/newsman-learns-by-the-702010-rule/2006/11/13/1163266481828.html

I have also added this interesting Blog called "The Training and Development Guru" for perusal

http://traininganddevelopmentguru.com/

MF

The Top 7 Trends in Learning and Development

2011-01-12T21:03:00.008+11:00

I found two interesting articles about training trends and tips to deliver great training sessions. I hope that you find them useful.

http://www.mci.edu.au/article.php?article_id=68

http://www.mci.edu.au/article.php?article_id=62

MF

The horizon report: 2010 Australia - New Zealand edition

2011-01-12T21:01:00.002+11:00

This report examines emerging technologies for their use in, and potential impact on, teaching, learning, and creative enquiry within higher education in Australia and New Zealand.

It is the third in an annual series of reports focused on higher education in the region. The report noted the following trends:

• The traditional publishing market is undergoing a profound and lasting change because the availability and use of electronic books continue to grow
• The availability of educational content for mobile devices is increasing as more providers develop for these platforms
• The definition is of what constitutes all “learning environment” continues to evolve

You can download the report by clicking the link:

http://www.nmc.org/pdf/2010-Horizon-Report-ANZ.pdf

MF

Susan Scowcroft - Workforce Issues Interview

2010-12-15T15:37:00.006+11:00

Susan Scowcroft who the Executive Director of Community Services and Health Industry Training Advisory Body has been interview on workforce issues by Miguel Ferrero. This is a summary of the conversation

WHAT HAS BEEN YOUR CAREER PATH TO YOUR CURRENT JOB?My initial training and work as a primary school teacher. I then completed a second qualification in early childhood education and worked for a short time in disability support for childer under five. I then worked in the Children's Services area of TAFE NSW for about ten years, teaching early childhood development, out of school hours care. I also become involved in curriculum development and implementation of training packages in TAFE as a curriculum coordinator. At this time I also worked as a consultant to the Australia Broadcasting Authority assessing televisioon programs against the children's television standards criteria

WHAT IN YOUR OPINION ARE THE KEY WORKFORCE ISSUES FACED BY THE COMMUNITY SECTOR?The community services sector is so diverse it is difficult to pin down a couple of generic issues. However:
- Parity between the Government and the community sector job roles - equal pay for equal work
- Professional recognition for the work done by the Community Services workforce
- Maintaining a skilled workforce that is able to keep pace with the increasing complexity of client delivery - the breadth and depth of knowledge and skill required to work at entry level (let alone a higher level of case management) with clients who require increasingly complex interventions
- Working in an unregulated environment allows people to work without the necessary training and support
- Managing the contestable funding environment

WHAT STRATEGIES THE SECTOR COULD DEVELOP TO ADDRESS THESE ISSUES?Collaborative approaches to government
Linking professional development to training from the national framework to facilitate flexibility between sectors and organisations
Strong, current industry data across the sectors

WHAT IS YOUR ADVICE TO THE COMMUNITY SECTOR THAT COULD BE HELPFUL TO FACE THESE ISSUES?Not into advice!!!!! Continute to work together to explore the changing workforce challennges and needs. Agitate to change the NSW funding arrangements to recognise the importance of having training of staff recognised as an outcome for the service as well as client focused accountability.

Technology - Learning - Education - Report

2010-12-08T10:17:00.006+11:00

This report examines emerging techonologies for their potential impact on and use in teaching, learning and creative enquiry within higher education in Australia and New Zealand.

http://www.nmc.org/pdf/2010-Horizon-Report-ANZ.pdf

MF

Silvia Bethencourt - Workforce Issues Interview

2010-11-24T14:14:00.018+11:00

Silvia Bethencourt, who is the Community Information Coordinator - TRI Community Exchange, has been interviewed on Workforce Issues by Miguel Ferrero (MF). MF is the convener of the Training Directions Network. This is a summary of the conversation.

WHAT HAS BEEN YOUR CAREER PARTH TO YOUR CURRENT JOB?

I joined TRI just over 10 years ago as the Database Assistant for the online Community Services Directory. I had already been working in the sector for about 5 years in administration roles. I am now the Community Information Coordinator at TRI and part of TRI's IT team

joining TRI marked the beginning of my passion for online technologies and their benefits for the sector. It inspired me to go to University and get my BA in Internet Studies. I have, in the last decade, well and truly become an Internet nerd! It's been so exciting to be part of TRI's growth as a provider of quality IT services to the sector. I love my job - whether it be administering communityNet, building websites or training, every day is an adventure in Techie Dork Heaven. And I can't gush lyrical enough about our team - they are ace!

WHAT IN YOUR OPINION ARE THE KEY WORKFORCE ISSUES FACED BY THE COMMUNITY SECTOR?

I think the issues faced by the sector in regards to the effective use of ICT (Information Communication Technologies) are varied and are particularly problematic for small organisations, in trying to build ICT capacity with very limited time and resources. It's difficult to see ICT as a priority with so many other pressing priorities to be met

Often there is a lack of understanding of technology needs, including training and support. There is the question of money - the difficulties around budgeting for ICT, particularly when funding programs don't include this component.

There is sometimes a negative attitude to ICT and limited appreciation of its potential benefits by senior management, which means technology is not incorporated into organisations' strategies

WHAT STRATEGIES THE SECTOR COULD DEVELOP TO ADDRESS THESE ISSUES?

ICT has a big role to play in building community and social capital, and in my opinion this role will continue to grow. I think we need to see ICT as an integral part of our organisations' overall planning and strategy, and understand that budgeting must include a healthy ICT component that includes provision for things like training and for effectively engaging online with stakeholders.

Organisations like ours need to continue to promote the role and needs of nonprofit organisations with regards to ICT and to recognise the diversity of the sector, its individual ICT needs and capacity and how best to address them.

WHAT IS YOUR ADVICE TO THE COMMUNITY SECTOR THAT COULD BE HELPFUL TO FACE THESE ISSUES?

My advice is first of all, know what your needs are. There are lost of questions to be asked. What can ICT offer to make your service better, to make your work more efficient, and to make your community thrive? what tools are out there and which ones will have the most impact while being realistic about how much time and resources you can allocate to effectively using them? What are your training needs?

Talk with other organisations that do similar work to you. What are they doing? What have they found effective? What strategies have they put in place for, for instance, engaging stakeholders online? Is there scope for collaboration between you?

Finally, I would say, don't be afraid of technology. Technology is a big word for what is basically blinkly lights! There is a quote by Surfrider's CEO Jim Moriarty that I love: "Networks aren't about technology any more than books are about paper". We do networks well in the sector - it's intrinsic to our work. By expanding our networks through ICT, we can do more sharing, communicating, campaigning, advocating, connecting - the sky's the limit!

Conference Papers 2010 - "Education and Training for a more productive Australia"

2010-11-08T10:04:00.006+11:00

Dear TDN members
I found this link containing some of the presentations discussed at the "Education and Training for a more productive Australia" Conference. The conference was held on October 29th in Victoria

http://www.education.monash.edu.au/centres/ceet/publications/conferencepapers/2010.html

MF

Frank Edwards - TDN Guest Speaker

2010-11-02T23:10:00.002+11:00

At the September Training Directions Network meeting, we had the chance to listen to Frank Edwards. Frank has a long and broad experience working in the sector as Aboriginal trainer, mediator, conflict resolution practitioner and community services assessor and he was really pleased to answer our questions about recruiting and supporting Aboriginal workers in the community sector.

This is a brief summary of Frank Edward’s presentation and conversation with TDN members:

· Frank provided information about his professional background and involvement with the sector in the last couple of years

· His area of interest has been doing training on governance and supporting management committees, being involved as an assessor for prospective Foster Parents, and recruiter of carers.

· One of the major issues affecting Aboriginal workers in the sector is isolation.

· Once organizations are able to recruit an Aboriginal worker, there are usually no structures in place to support his or her work and the required cultural skills within the organization.

· It is crucial that the Aboriginal worker has the chance to connect with existing Koori Interagencies, to be allowed to attend events such as NAIDOC week, Sorry Day, and Survival Day.

· Workplace culture needs to change and to be aware of Aboriginal protocols. For example, Aboriginal workers need extra time to attend community events and funerals or alternate his/her roles at these events.

· Potential Aboriginal workers prefer full time positions rather than part time

· In terms of recruiting potential ATSI workers, one strategy is to advertise positions in the Koori Mail, use informal networking and word of mouth.

· Family issues could affect the performance of the Aboriginal worker. In some cases, the high level of incarceration could affect families and the performance of the worker.

· Another strategy is to have an ATSI advisory group to get advice and/or contract out an Aboriginal consultant.

· Mentoring projects are a good solution, especially when recruiting Aboriginal workers who have recently finished TAFE or University.

· From a HR perspective, put emphasis on a broader description of the position (job description) and include and highlight duties that involve going out and visiting the community and other organizations

· In terms of the worker’s office space: invite the worker to have pictures of their family, art work or posters with aboriginal motifs.

· Use Aboriginal colours in promotional material (logo, brochure, business cards)

Some thoughts before delivering training to Aboriginal participants

· Put up the Aboriginal flag or indigenous art work (in a visible place)

· Do your best to have an appropriate person available to do a Welcome to Country. If this is not possible, an Acknowledgement can be done.

· Learning principles: use round tables

· Round table: you as the trainer should be the last one in personal introductions

· Put learning outcomes in a visible place

· Use a lot of diagrams

· Learning is about reaching it out (NGAMALI GADAUMADWA GIARRUU)

· Use or bring in participant’s personal experiences and knowledge and connect this to outcomes

When having a younger Aboriginal audience

· Use cultural elements in training, so that it becomes more of a cultural experience (e.g. use stories in delivery of material)

· Increase their knowledge

· Try to reconnect their audience to their networks

· Reinforce their personal knowledge

Frank finalized his presentation by responding to the questions: are things getting better? And this is his summary:

· Funding is getting better, especially the funding to address issues raised by the Woodward report. The issue is to keep these funding commitments in the longer term.

· Other interesting areas are the Aboriginal cultural awareness sessions and the interest of the NGO sector in this kind of training.

· The relevance of training that aims to challenge deeper assumptions (anti-colonization training).

· More funding opportunities for early intervention programs.

Sydney Facilitators Network - November meeting

2010-11-02T13:47:00.004+11:00

The Sydney Facilitators Network November meeting will be held on Monday 8 of November at UTS, Jones Street, Ultimo corner Thomas St. Room 5.580 Level 5, Building 10. The meeting will start from 5.30 pm to 7.30 pm sharp.

The topic is about the "Feldenkrais Method". This method relies on the human beings' innate capacity to use sensing, feeling, thinking and moving to develop and to mature our body-mind potential. Students of this approach develop their capacity to become deeply aware of themselves; to become aware of self in relation to others and in relation to the environment, whatever it becomes aware of self in relation to others and in relation to others and in relation to the environment, whatever it contains.

Rada Millwood will be the facilitator. Her background is in the field of adult learning, workplace learning and personal development. She has been in private practise since 1993.

Two Summary Reports - Links

2010-11-01T13:34:00.004+11:00

Dear TDN members
I have posted two interesting summary reports. The first one is a profile of the community sector produced by the Social Policy Research Centre - UNSW

http://www.sprc.unsw.edu.au/media/File/Report8_10_ProfilingNSWNGOs.pdf

the second report is called: "Creating a future direction for Australian vocational education and training. This is discussion paper and readers are encouraged to provide feedback. You can obtain a copy by clicking the link:

http://www.skillsaustralia.gov.au/PDFs_RTFs/discussionpaper-contentskeypoints.pdfhttp://www.skillsaustralia.gov.au/PDFs_RTFs/discussionpaper-contentskeypoints.pdf

MF

Australian vocational education and training statistics: pocket guide

2010-10-21T15:13:00.004+11:00

This publication presents statistics about Australia's public VET system (which includes activity undertaken at TAFE institutes, other government providers, community education providers and publicly funded delivery by private providers); apprentices and trainees who are undertaking vocaction training through a contract of training; expenditures and revenues of the public VET system; outcomes of training; and employers' use and view of the VET system

http://www.ncver.edu.au/publications/2299.html

MF

Two Rules for a successful Presentation - article

2010-10-21T15:07:00.005+11:00

Interesting article exploring two possible solutions when delivering presentations. I hope that you enjoy the article:

http://blogs.hbr.org/cs/2010/05/two_rules_for_a_successful_pre.html?cm_mmc=email-_-newsletter-_-management_tip-_-tip091410&referral=00203&utm_source=newsletter_management_tip&utm_medium=email&utm_campaign=tip091410

The Future of VET - NCVER Paper

2010-10-09T18:51:00.003+11:00

This book of essays present ideas and opinions from leading VET writers and commentators about what the future might hold for VET in Australia.

Half a dozen VET researchers and commentators contemplate the future of the VET sector. Their thoughts point to the need for more effort to articulate the role of VET in tertiary education and to streamline its governance.

Copies of The future of VET: A medley of views are available from:

http://www.ncver.edu.au/publications/2284.html

MF

Sydney Facilitators Network - October meeting

2010-10-06T14:11:00.003+11:00

The next meeting of the Sydney Facilitators Network will be held on Monday 13 October from 5.30 pm onwards. For further information you can click the following link:

http://facilitatorsnetwork.blogspot.com/

MF

Eight Aboriginal Ways of Learning - Article

2010-09-21T15:05:00.003+10:00

I have posted a really interesting article for your perusal

http://8ways.wikispaces.com/

MF

Workforce Issues Interview - Tanya Merinda

2010-09-15T21:38:00.005+10:00

Tanya Merinda who is NADA (Network of Alcohol and Durg Agency) Director Sector Development and Planning has been interviewed by Miguel Ferrero on workforce issues affecting the sector.

What has been your career path to your current job?

I worked as a chef for many years, so that got me interested in the are of drug and alcohol! For the past 16 years I have worked in the D&A sector, starting as a counselor, moving to management, program development, government policy and for the past 5 years with NADA in various roles - currently sector development and planning

What in your opinion are the key workforce issues faced by the community sector?

Staff remuneration, and recognition of specialist services provided by the community sector

What strategies the sector could develop to address these issues?

Understanding the true cost of service delivery, promoting that information, seeking full cost funding, advocating for equal pay, both the sector and funders agreeing to, seeking and providing fairer funding. We are a big sector, we need to be smarter in the way we intereact with funders and the policy environment

What is your advice to the Community Sector that could be helpful to face these issues?

Don't give up. What we do is essential and valuable service delivery and there are and will continue to be, opportunities for reform. If we work together, continue to build the evidence for it, I believe there will be change.

How to deliver effective Online Training - Paper

2010-09-12T19:34:00.005+10:00

Dear TDN members
I found this short interesting paper providing three simple steps to implement an effective online training program. I have attached the link of full paper to this blog entry

http://img.en25.com/Web/CitrixOnline/GoToTraining_Trn_Best_Practices_Brief_7369.pdf

MF

Sydney Facilitators Network - September meeting

2010-09-03T16:10:00.003+10:00

Dear TDN members

The Sydney Facilitators Network is running their monthly session on Monday 13th of September. The topic is "HOW YOU DO ANYTHING IS HOW YOU DO EVERYTHING" by Cindy Tonkin.
"Come play with us and discover a few improvisation games which will give you much pleasure, and be useful when next you need to facilitate a group (or have them facilitate themselves!). The games improvisors use to loosen themselves up and connect their brains before stepping on stage are games which reveal how you handle pressure, what makes you most afraid, what calms you most quickly"

Date: Monday 13 September
Venue: University of Technology Sydney (UTS), Jones St., Ultimo corner Thomas St. Room 5.580 Level 5, Building 10
Time: from 5.30 pm to 7.30 pm

MF

National VET Regulator

2010-08-26T22:05:00.004+10:00

Dear TDN members
At its meeting in December 2009 the Council of Australian Governments (COAG) agreed to the creation of a National VET Regulator. It will be responsible for the registration and audit of registered training organisations and the accreditation of courses in the vocational education and training (VET) sector. NSW has already agreed to refer powers to the Commonwealth to establish the national regulator. I have attached to this blog entry a link where you can find more information about these changes and copy of a consulation feedback for your perusal.

http://www.deewr.gov.au/skills/overview/policy/nationalvetregulator/pages/overview.aspx

http://www.deewr.gov.au/Skills/Overview/Policy/NationalVETRegulator/Documents/ConsultationFeedback.pdf

MF

Australian Vocational and Training Statistics - 2009

2010-08-16T12:30:00.006+10:00

Dear TDN members

NCVER has produced a snapshot of Australia's publicly funded vocational education and training (VET) sector for 2009. The paper includes information about students and participation, courses and qualifications, module/unit of competency enrolments, hours of delivery and full-year training equivalents for each state and territory. I have attached the link to this blog entry and if you have any problem downloading the document, please send me an email: miguelf@wscf.org.au

http://www.ncver.edu.au/publications/2264.html

cheers
MF

Workforce Issues Interview - Renée Koonin

2010-08-16T12:18:00.005+10:00

Renee Koonin who is the General Manager of "The Housing Connection" has been interviewed by Miguel Ferrero on workforce issues affecting the sector.

What has been your career path to your current job?
I have not consciously thought about a ‘career path’. Instead the guiding force during my career has been about where I can best serve the interests of social justice. I have found that I have the most freedom to seek these goals in the non-government community sector. In addition, I worked in management positions from very early in my career because I observed that it is up to management to create an environment in which workers can thrive and be creative.

What in your opinion are the key workforce issues faced by the community sector?

There are a number of workforce issues that require urgent attention. These include:

§ Valuing the work of the sector and having parity in wages with government sector employees doing similar work.
§ Education and skilling of the workforce.
§ The ageing of the workforce. We need to present the sector to young people as a vibrant and exciting context in which to work and one which provides a great sense of fulfillment.

What strategies the sector could develop to address these issues?

There are a number of strategies needed including:

§ The proposed NCOSS/FONGA Industry Plan
§ Establishment of minimum qualifications for the sector with a phasing in period – I believe that values are the most important determinant for the capacity of people to work in our sector so do not wish to exclude anyone with the right values. We could give them a two year period in which to gain vocational qualifications after they enter the sector if they demonstrate the qualities we need.
§ Success in the current wage claim being conducted by the ASU
§ Effective marketing of the sector such as the campaign undertaken in Victoria by VCOSS.
§ More effective relationships between Government and the sector

What is your advice to the Community Sector that could be helpful to face these issues?

As a sector, we need to take responsibility in addressing these issues. We need to ensure we work in and develop organizations of the highest quality with respect to governance, management and human resources development. We need to be professional and articulate in how we present our organizations.

It is an enormous joy and privilege to work in the sector and we need to communicate this.

Fast Company Magazine - articles

2010-08-01T18:11:00.006+10:00

Dear TDN colleagues
I have attached to this Blog two interesting articles published by the "Fast Company" magazine. One of them covers the issues of maximaxing your return from training

http://www.fastcompany.com/blog/derek-gagne/talent-edge/maximize-your-return-training

The second article discusses the basic principles in transforming training into a learning experience.

http://www.fastcompany.com/magazine/26/limited.html

Happy reading

MF

Links to Training Calendars

2010-07-23T16:54:00.009+10:00

Dear TDN members
Tri Community Exchange has developed a wonderful resource which is a list of training calendars. This is a list of the agencies listed in that document and I have included the link to the webpage at the end of this blog entry.

ABS Statistical Training Courses

Aged Care Association Australia - NSW (ACAA-NSW) Workshops Jul-Sep 2010

Albion Street Centre HIV, Hepatitis & Infection Control Courses Jul-Dec 2010

Alzheimer's Australia NSW Workshops 2010

Anti-Discrimination Board of NSW Employer Course Calendar 2010

Attendant Care Industry Association of NSW Inc (ACIA) 2010 Workshops

Australasian Housing Institute (AHI) 2010 Workshops & Seminars

Australian Association of Social Workers (AASW) NSW Branch Continuing Professional
Education 2010

Australian Centre for Grief & Bereavement NSW Workshops May-Oct 2010

Australian Childhood Foundation (ACF) 2010 Professional Education & Training

Australian Copyright Council 2010 Training Program

Australian Council on Healthcare Standards (ACHS) Education Jul-Nov 2010 Workshops

Autism Spectrum Australia (Aspect) Workshops 2010

Black Dog Institute 2010 Education & Training

Centre for Community Welfare Training (CCWT) 2010 Training

Centre for Social Impact (CIS) 2010 Course Calendar

Centre for Volunteering's School of Volunteer Management Short Courses 2010

Children's Services Central Training Calendar Jul-Dec 2010

Community Housing Registration Training Support Workshops Jul-Nov 2010

Community Services, Department of Human Services Child Protection Training Calendar Jul-Dec 2010

DRUMBEAT: Discovering Relationships Using Music, Beliefs, Emotions, Attitudes & Thoughts Workshops

Early Childhood Training & Resource Centre (ECTARC) 2010 Workshop Calendar

Education Centre Against Violence (ECAV) 2010 Course Calendar

Family Planning NSW Reproductive & Sexual Health Training 2010

Family Worker Training & Development Programme Inc (FWT+DP) Training Calendar Jul-Aug 2010

Independent Living Centre (ILC) NSW 2010 Training Calendar

Lady Gowrie Child Centre NSW Inservice Training Calendar Jul-Nov 2010

Learning Links 2010 Professional Development Calendar

Legal Aid NSW 'Law for Community Workers' Workshops Jul-Nov 2010

Lifeline Applied Suicide Intervention Skills Training (ASIST) 2010

Lifetime Care & Support Scheme 2010 Workshops

Macarthur & South West Sydney HACC Training Feb-Jul 2010

Macarthur Disability Services (MDS) Professional Development Program Jul-Nov 2010

Mental Health Coordinating Council (MHCC) 2010 Training

Multicultural Disability Advocacy Association of NSW (MDAA) Training Jul-Nov 2010

Network of Community Activities OOSH Services Training Jul-Nov 2010

Northcott Computer Assistive Technology Services (CATS) 2010 Information Sessions

NSW Federation of Housing Associations (NSWFHA) 2010 Training

NSW Industrial Relations (NSW IR) 2010 Workshops

NSW Institute of Group Leaders 2010 Training

NSW Institute of Psychiatry Postgraduate Course Handbook 2010

NSW Institute of Psychiatry Workshop Calendar Jan-Jul 2010

NSW Nurses' Association 2010 Education Calendar

NSW Ombudsman 2010 Training Workshops for the Community Services Sector

OT Australia NSW Continuing Professsional Development Calendar 2010

People with Disability Australia (PWD) Training Jul 2010-Jun 2011

Person Centred Approaches: Practical Implementation workshops for service leaders 2010/11

Prevention of Violence in Disability Services 2010/11 Training

Public Interest Advocacy Centre (PIAC) Training Jun-Dec 2010

Rock & Water Workshops 2010

Royal Institute for Deaf & Blind Children Continuing Professional Education 2010
SAAP Learning & Development Calendar 2010
Sector Connect Training Calendar Jul-Dec 2010
SmokeCheck 2010 Training Workshops [Aboriginal health]
Spastic Centre action PACT Learning Professional Development 2010
STARTTS Professional Development Workshops 2010
Sunnyfield Person Centred Practices Training Calendar Feb-Oct 2010
TRI IT Training Calendar Jun-Nov 2010
UnitingCare Institute of Family Practice (IFP) 2010 Courses
Urban Research Centre UWS 2010 Short Courses
UTS Business Public Short Courses Jun-Nov 2010
Wesley LifeForce Suicide Prevention Workshops 2010
Western Sydney Community Forum (WSCF) Training Calendar Jul-Nov 2010
WorkCover NSW Training 2010
YAPA's Survival Guide for Youth Workers 2010 Training Dates

http://www.cnet.ngo.net.au/content/category/4/90/504/50/50/

MF

Two Interesting Reports

2010-07-13T21:23:00.002+10:00

Dear TDN members
I found two interesting documents. The first one is a report produced by the Australian Bureau Statistics identifying mayor social trends by June 2010

http://www.ausstats.abs.gov.au/ausstats/subscriber.nsf/0/CC0E264D73F3A637CA2577510019F5DD/$File/41020_ASTJune2010b.pdf

The second document has been produced by the Department of Education, Employment and Workplace Relations. I would recommend the section called "Who is in training"

http://www.deewr.gov.au/Employment/ResearchStatistics/Documents/AustralianJobs.pdf

MF

Sydney Facilitators Network - July 12th Monday

2010-07-07T20:03:00.005+10:00

Dear TDN members
the next Sydney Facilitators Network is holding their monthly meeting on Monday 12 of July. I have attached to this blog entry some extra information about the facilitator:

"Change Agents at the Gates of Transformation" with Gisela Wendling, Ph.D.

Using an Ancient Approach to Harness the Vital Forces in Contemporary Experiences of Change

In this session, we will apply an adapted rites of passage framework to explore how the continuous presence of perplexing change impacts our lives and especially our practice as facilitators of change. We will identify approaches to assist the full engagement of these complex tensions and explore the criticality of supporting one another as change agents. In our work, we stand at the threshold of change not only with our clients, but also in our own lives and alongside members of our local and global communities.

About Gisela Wendeling PhD.

Gisela brings together contemporary and indigenous knowledge and practices to offer more complete, systemic, and contextually sensitive approaches to transformation. Gisela guides individuals and groups to courageously meet the challenges inherent in transformational change and to trust their innate capacity for renewal. In the process, they experience the healing that often precede the ability to access previously unrecognized resources. Gisela encourages sensitivity and compassion toward oneself and others, and I evoke the abilities for deep insight and focused action.

The conceptual and practical underpinnings for Gisela's work have grown out of doctoral research in human development and organization systems, 15 years of guiding organization change and employee development projects, and her position as an assistant professor directing a MA program in Organization Development. In the latter role she supported graduate students to gain the conceptual knowledge, practical experience and personal development to become successful change agents.

Venue:

University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.

Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium foot bridge, walk straight ahead to room 580.

Time:

from 5:30pm to 7:30pm sharp | No RSVP - Just turn

TAE10 Training and Education Training Package - Review

2010-07-01T21:12:00.003+10:00

Dear TDN members
My understanding is that the current Certificate IV Workplace Assessment Training is currently being reviewed. I have attached a link of a 'Frequently Asked Questions" paper developed by Innovation and Business Skills Australia responding to questions about the transition from TAA40104 to TAE10.

http://www.ibsa.org.au/Portals/ibsa.org.au/docs/Training%20Packages/FAQs/TAE10_FAQs_210510.pdf

MF

"The Six Hats of a Trainer" - article

2010-06-22T21:16:00.004+10:00

Dear TDN members
I found two useful articles about using the "Six Hats" model developed by Edward de Bono to understand and explain the future role of trainers. The links have been attached to this Blog entry.
I hope that you find them useful

http://www.learninggeneralist.com/2010/01/six-hats-of-trainer.html

http://www.learninggeneralist.com/2010/05/changing-our-trainer-mindsets.html

MF

Training E-newsletters

2010-06-17T16:18:00.010+10:00

Dear TDN members

Another way we can be updated about training issues in our sector is to be subscribed to a number of e-newsletters. I have attached to this blog entry a list of the most relevant e-newsletters available online.

Flex-E news

http://www.flexiblelearning.net.au/content/subscribe

VET networker:

http://www.vetnetwork.org.au/04_user/register.asp

Edna Online Newsletter/s

http://www.edna.au/edna/go/news

NCVER newsletter

http://www.ncver.edu.au/newsevents/subscribe.html

Industry Skills Council

https://www.cshisc.com.au/index.php?option=com_member&ltmid=155

Training Packages at Work

http://www.tpatwork.com/SubscribeWizard2.asp

Sydney Facilitators Network - June Meeting

2010-06-11T16:42:00.006+10:00

Dear TDN members your cordially invited to attend the Sydney Facilitators Network on Monday 21 June.
This time it will be a "wildcard" meeting where participants will run a short session of between 5 and 20 minutes.

Typical processes suitable for the "wildcard" include ice breakers, opening and closing rituals, energisers, thought provokers, experiential activities, games, simulations - anything at all that can be done in 5 - 20 minutes.

Time: from 5.30 pm to 7.30 pm sharp

Venue: University of Technology Sydney (UTS), Jones St., Ultimo corner Thomas St. - Room 580, Level 5, Building 10

MF

Workforce Development Interview - Jackie Wilgress

2010-06-04T15:11:00.006+10:00

Jackie Wilgress who is the Manager of Family Worker Training and Development Programme Inc. has been interviewed on the Sector Workforce Issues by Miguel Ferrero (MF), convener of the Training Directions Network. This is a summary of the conversation.

What has been your career path to your current job?

I started work in the Community Sector in 1983; I was very part time, a few hours a week. In 1990 I was employed by The Hills Family Centre at Castle Hill as the Group Coordinator, part time. In 1995 I completed The Diploma of Community Organisations with UTS and was successful in getting my current job with Family Worker Training in December 1995. That was 14 and half years ago. Family Worker Training was originally funded as one full time position, it has grown and we now have the equivalent of 6 full time positions and 10 staff.

What in your opinion what are the key workforce issues faced by the community sector?

1. There is no security in our jobs partly because of the short term funding arrangements. As a Manager I know workers are always on the lookout for ’another’ job when I can only offer them a 1 year position.
2. Not being able to offer staff a great wage. Government will always pay much higher than our sector, so workers will sway towards those jobs as they (the worker) become more qualified in the sector.

What strategies the sector could develop to address these issues?

Longer term funding arrangements would be great – 3 year minimum. I think we have to keep talking to our funders and encourage them to see the longer term benefits from longer term funding.

What is your advice to the Community Sector that could be helpful to face these issues?

Although we don’t always have the dollars to attract staff we can offer other incentives. As a smaller ‘not for profit’ we are striving to become a ‘learning organisation’. Allowing our staff to grow and develop will not only benefit us but will have great benefits to the sector. Learning Organisations do have a much better staff retention rate.

Keep on doing what we do best – advocate on behalf of the families we are working with/for.

"Blogs for Trainers"

2010-05-31T15:08:00.006+10:00

Dear TDN members
I would like to share two interesting blogs. One of them is run by Ryan Tracey who is a regular contributor to the magazine "Learning and Development" and I would like to recommend two articles: "Taxonomy of Learning Theories" and "Intructivism, Contructivism and Connectivism"

http://ryan2point0.wordpress.com/

The second blog is called "Train the trainer blog" and would recommend the article: "10 Things that Only Work for Trainers".

http://www.wetrain.biz/blog/category/blog/

Happy reading

MF

WHAT IS “OPEN SPACE”

2010-05-25T14:09:00.010+10:00

At the last Training Direction Network meeting, Jessie Williams who is the CCWT Training Calendar Coordinator facilitated the “Open Space” section. She covered the following topics in her presentation:

- What is Open Space
- How to use/practice it
- Its positives and negatives

This is a summary of Jessie’s presentation:
· Open Space is a process-based facilitation activity
· A loose facilitation framework is utilized. There is not set agenda
· There are four rules
- Whoever comes is the right person. Share your ideas and allow other to do the same
- Whatever happens, happens
- Starting is the right time and follow your own energy
- When it is over is over. There is not a set timeframe
· Different groups work around butcher’s papers where the discussion takes place.

Participants have the chance to join and leave different groups
· Open Space is based on self-organising principles. Human beings tend to get organized very quickly
· One of the conditions is to bring passion and responsibility for the whole process
· Theme leaders facilitate discussion around the butcher’s paper and report back to the group
· This facilitation method works well when you have a big group, where there are diverse views and there is a potential on possible conflict.
· The “law of the feet’ operates in the “Open Space context”: people are allowed to switch groups or go wherever they want to go

· Example of an Agenda:
- Plenary
- Choose the theme leaders
- Develop the agenda – selecting the topic
- Go to the group discussions
- Compile notes – documenting issue on butcher’s papers
- Develop action
- Allow people to provide input

Attached to this article you will be able to watch two videos from YouTube providing further understanding into the topic:

“Using Social Media in your organization: Examples and Strategies”. Presentation

2010-05-17T11:34:00.007+10:00

At the last meeting of the Training Directions Network, Silvia Bethencourt who is the Community Information Coordinator at TRI Community Exchange run a presention titled: “Using Social Media in your organization: Examples and Strategies”.

The value of this presentation is to put in context how the Community and Welfare sector can get positive outcomes from adopting these social media tools and the main challenges NGOs have to deal with.

This is a brief summary of the Silvia’s presentation. You can download a copy of it by clicking the link attached to this blog entry:

· The presentation will be focused on two tools: TWITTER and FACEBOOK
· Current users are moving from Web 1.0 (the information portal) to Web 3.0 which includes smart phones, notebooks and IPADs.
· According to the Nielsen 2010 – Social Media Report: Facebook is the dominant online social networking in Australia. Twitter users have increased exponentially in the last two years and mobile social networking is gaining traction

Issues that come out from using Facebook and Twitter
- Community workers are time and resource poor
- There is a steep learning curve for the sector
- Social media is not free – it needs a time commitment

Questions you need to raise before using these new technologies
- Do we want to expand our reach (clients, networks)
- Do we need to connect with others?
- Do we want to share resources?
- Do we want to share our stories?

Our sector is good at telling stories and networking. So social media will help us to expand that expertise and experience. Social media is not only about technology is also about relationships.

You can obtain a PDF copy of the presentation by clicking this link:

http://www.cnet.ngo.net.au/images/stories/tri_presentation_blacktown_community_services_conference.pdf

MF

Workforce Issues - Interview: Jaye Toole (Macarthur Disability Services)

2010-05-06T14:25:00.005+10:00

Jaye Toole, who is the Training Coordinator of Macarthur Disability Services was interviewed by Miguel Ferrero - convener of the Training Directions Network. This is a summary of the conversation.

Q. What has been your career path to your current job?
A long and complicated yet interesting one! I was involved in various community work based around being a ‘stay at home’ mum with three children i.e. playgroup and school canteens and various positions on the committees. I then recommenced paid work with Lifeline as a warehouse manager and developed training programs for the staff regarding safety and other hazard and risk management issues. I moved to the Red Cross and was there for a few years and then moved to a registered training organisation as an adult facilitator of competency based aged care and disability work.

This role also included managing other trainers, developing materials and more. I then went back fulltime training on a special dementia education project for 15 months and have been in my current position as Training Coordinator since October 2007. During this time I have studied and received a number of competency based vocational and training qualifications. I also have a Bachelor of Health, Ageing and Community Services and am currently studying for a Masters in Education (VET) which is a major in the vocational education and training.

Q. What in your opinion are the key workforce issues faced by the community sector?
I don’t believe education is taken seriously enough or seen as professional development. This lack of support for people who are interested in receiving training leads them to self fund and then move on. Research indicates if you fund training for staff they are more likely to remain with your organisation. I think it’s important for workers to understand about the sector, not just from the hands on perspective, but theoretically and historically. I also strongly believe that offering training could be used as an attractant for recruitment.

Q. What strategies the sector could develop to address these issues?
Having conversations with training providers and apprenticeship/traineeship canters. This would clarify and get rid of all the myths and rumours regarding training. Training can be offered effectively and reasonably priced in a number of ways.

Q. What is your advice to the Community Sector that could be helpful to face these issues?
Recognise, reward and value training as a way of developing your staff and up-skilling them to be prepared for the future. It is a successful way of looking at succession planning, especially as the community sector has many, small and autonomous projects where one person is working or small teams are working. Training and development are ideal ways of managing when staff leave and removes having vacant positions during recruitment and can support a path of strong internal promotions.

Sydney Facilitators Network - May meeting

2010-05-03T10:44:00.004+10:00

Dear TDN members
you are cordially invited:

"'Ritual, a powerful tool to facilitate change and transformation' with Allan Rudner

All change and transformation is accompanied by loss, however small or large. In order to create space for the emergence of the “new”, a “letting go” process is important to undertake. This is a significant reflective space which can be made more powerful by marking the moment with a ritual. While this ritual ceremony has spiritual implications, it is not necessarily a traditional religious observance.

It would be useful if you are attending this experiential presentation, to note changes you might be considering, by accident or design, and bring at least one of them with you to our evening together.

Some events worth considering include; change of work, family life, health, relationship status, moving home, and children leaving home. These are just a taste of the range of possible changes in one’s life. Some will be accompanied by deep personal transformations.
The experience and understanding of the power of ritual will give you access to a significant facilitation tool to add to your pool of resources.
Allan Rudner BSc, MA Cultural Psychology

Allan is a co-founder, senior leader and trainer, and trustee of the Pathways Foundation. Pathways Foundation is an Australian organisation that designs and delivers Rites of Passage programs in the wilderness throughout Australia, for boys, girls, men and women. His experience and training spans; Leadership Development, mentoring youth at risk, suicide and crisis intervention training, family violence and sexual assault training, career transitions, and other deep transformation processes. He is the designer of a Rites-of-Passage program for men moving to Elderhood. Allan sat as a member of the Council of Elders at the first Global Rites-of-Passage conference in Hawaii in 2008.

Allan continues his work internationally, with Rites-of-Passage, Executive Coaching, Mentoring, Leadership Development, Eldering, and as a Speaker. e: allanrudner@gmail.com m: 0411 191 354

Venue:
University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium foot bridge, walk straight ahead to room 580.
Time:
from 5:30pm to 7:30pm sharp No RSVP - Just turn up

"Blended Learning" - What is it?

2010-04-28T12:10:00.007+10:00

Reading an article about technology the concept of "blended learning" was mentioned several times without offering a clear definition. I did a bit of research and I found a couple of articles including some cases implemented in an University setting which provide you with basic definitions. I have attached the links of the readings to this blog entry.

http://en.wikipedia.org/wiki/Blended_learning

http://www.griffith.edu.au/__data/assets/pdf_file/0007/197143/BlendedLearningStrategy.pdf

http://www.ascilite.org.au/conferences/melbourne08/procs/stacey.pdf

happy reading

MF

Workforce Issues - Interview: Kate Lee (ASU)

2010-04-21T15:20:00.003+10:00

Kate Lee who is the Assistant Secretary of the Australian Services Union NSW has been interviewed on the Sector Workforce Issues by Miguel Ferrero (MF), convener of the Traning Directions Network. This is a summary of the conversation.

What has been your career path to your current job?

I’m currently employed as an organiser in the Social & Community Services Division of the Australian Services Union.

What in your opinion are the key workforce issues faced by the community sector?

The biggest issues could be summarized as: low pay compared to work of equal value in the public sector; high turnover of staff into other sectors/industries; lack of career paths and opportunities; lack of minimum qualifications to work in the industry; short term funding and competitive funding arrangements which provide no job security for staff.

What strategies the sector could develop to address these issues?

The biggest current strategy would be if everyone in the sector backed the campaign for Equal Pay being run in our sector . The ASU is running the legal case for equal pay in 2010 however we are also wanting to work with everyone on a coordinated concurrent campaign for full funding for the outcome of the case. The campaign is known as “Equal Pay= Full Funding”.

What is your advice to the Community Sector that could be helpful to face these issues?

There are many small-scale workplace things that employers can do to improve on things like turnover of staff. However all of the issues listed above really require sector-wide agreement on what we need to do to address them. Addressing the issue of low pay through the Equal Pay case will certainly go a long way to helping keep skilled and qualified workers in our sector. However on many of the other issues we need a single and agreed message to government on how to address them.

"Embedding a YouTube Video in Power Point"

2010-04-20T13:32:00.004+10:00

I found this short video that can help you embed a YouTube Video in Power Point. It is really simple and i really enjoyed it.

http://beth.typepad.com/beths_blog/2010/03/embedding-a-youtube-video-in-power-point.html

MF

SYDNEY FACILITATORS NETWORK - April Meeting

2010-04-07T15:30:00.007+10:00

'Wisdom—Whence and Whither' with Jay Hayes

This session is a series of dialogues and enquiries into the nature of wisdom: where it comes from; why it’s needed; and what impedes it. Participants confront and engage “the wisdom paradox”: Wisdom is both abundant in the world and seldom observed.”

The session moves through the following themes:
1. The wisdom around us.
2. The importance of wisdom.
3. The roots of wisdom.
4. Impediments to wisdom.
5. Cultivating wisdom.
6. Applying wisdom to today’s problems.

The basic aspiration is to come to a shared understanding of wisdom and its potential, and to apply wisdom in a practical way to one or more real-life problems affecting the group.
At a meta-level, the session promotes, relies upon, and acknowledges the collective, communal wisdom of participants as a whole and reveals one way that “the getting” of such wisdom can be elicited.
This session draws upon recent work with Dialogue, the Team Learning Pyramid and Collective Intelligence.

About Jay Hayes

Jay teaches courses in management and leadership, including “Leading High-Performance Teams” and a management and organisation course titled “The Community Project,” at the Australian National University, Canberra. He is also a practicing management consultant and has led a wide range of Organisational Development and Change projects on four continents, most recently assisting in a major change program in Zambia, Africa. Jay is involved as facilitator and coach in several Community of Practice initiatives at the university and in the local community. His research interests include the development of wisdom and enlightened leadership, teamwork and collaboration, and organisational ecology. His present focus is on Dialogue and its use as an instrument of learning and change. Jay is author of three books, several book chapters, and thirty peer-reviewed journal articles and conference papers. Jay will be moving to Swinburne University in Melbourne in July 2010, where he will serve as Academic Advisor, Professional Practice.

Extra information:

http://cbe.anu.edu.au/staff/info.asp?Surname=Hays&Firstname=Jay

Venue:
University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium foot bridge, walk straight ahead to room 580.

Time:
from 5:30pm to 7:30pm sharp No RSVP - Just turn up

How to Promote the Value of Online Training within Your Organisation" - article

2010-03-30T16:43:00.002+11:00

TrainingIndustry, Inc. and Citrix-Online have produced a paper highlighting the benefits of online training and producing some successful cases to support its advantages. They discuss 12 reasons to employ web-based training within the organisation. Unfortunately, the paper does not provide any drawback in using this new technology.

http://img.en25.com/Web/CitrixOnline/GoToMeeting_TrainingIndustry_OnlineTrainingROI.pdf

"Learning Organisations" - Articles

2010-03-30T15:47:00.004+11:00

I have found two interesting articles. The first one, is a likert scale that allows you to find out how far the culture of your organisation facilitates learning experiences and foster learning. The second article explores the process of learning in Non-Government organisations and explain why NGOs tend to remain and not disappear in a changing environment

http://www.coachingmentoring.co.nz/files/downloads/Learning%20Org%20Quest.pdf

http://www.mande.co.uk/docs/lessons.htm

MF

"Cross Cultural Training" - Some Tips

2010-03-24T10:13:00.005+11:00

I found this document produced by the "Community, Spirit and Development" Network which give you some tips on how to select your trainer when you are required to run Indigenous cross cultural training at your agency

http://www.shareourpride.org.au/media/Selecting_a_Trainer_Version_2_200308.pdf

MF

"Learning Organisations" Introduction

2010-03-17T11:24:00.006+11:00

TDN members
At the last TDN meeting participants identified the issue of "learning organisations" as theme priority for 2010. To start the conversation I have included two articles that explore the concept and with a focus on NGOS.

http://www.cdra.org.za/articles/NGOs%20as%20Learning%20Organisations%20-%20by%20James%20Taylor.htm

http://www.sapmea.asn.au/conventions/alliedhealth_old/papers/broer_sharyn_paper.pdf

Happy reading

What is Social Media? - Powerpoint Presentations

2010-03-08T11:49:00.003+11:00

Dear TDN members
I found four PowerPoint presentations which provide a more friendly definition of "what is social media" and how the NGO sector can take advantage of this new techonology.

http://www.slideshare.net/nlampe/introduction-to-social-media-for-nonprofits-2966115

http://www.slideshare.net/askmanny/social-media-for-nonprofits-2978734

http://www.slideshare.net/vandda/social-media-for-non-profits-3000879

http://socialmedia-strategy.wikispaces.com/Compasspoint+February+2010

MF

TDN - 2010 Directions

2010-03-04T11:47:00.004+11:00

The Training Directions Network had its strategic planning day on February 11 at the Forum and some of the changes suggested are:

In terms of the current format, participants agreed to have two meetings per year. Two longer meetings per year were recommended as “strategic pauses” where participants could share with other TDN members their issues and improve their training practice in the long term.

Also TDN participants identified priorities for the year 2010 and this is a list of the themes

a) Aboriginal workers and training
b) Learning organizations
c) What we should expect from trainers and consultants (MOUs, fees, location, costs)
d) Copyright and intellectual property
e) Professional standards
f) Workforce issues – how to train people from different backgrounds ( CALD, gender, age – diverse audience)
g) E-learning

MF

YouTube and Video training for NFP

2010-02-23T16:19:00.005+11:00

Dear TDN members
I found two interesting initiatives and I would like to share them with you.

First, YouTube have a section for the Non-for-Profit sector and they are inviting NGOs in Australia to join their program. For further information you can explore their website by clicking this link.

http://youtubeaublog.blogspot.com/

Also, I found this website "Charity How To" which provide video training to Non-for-profits and they have available very short videos explaining how to use the social media. Very exciting!

http://www.charityhowto.com/index.php

MF

Learning and Development Conferences in Sydney

2010-02-18T15:10:00.010+11:00

Three interesting conferences are taking place in Sydney in the next three months

1) "3rd Annual Blended Learning Conference" - 17 &18March - Citygate Central Hotel

The focus of the event is to provide greater emphasis on finding the right mix of solutions for your organisation, improving access to materail via flexible learning channels, and ultimately how to respond to changing user needs in terms of learning content

http://www.liquidlearning.com.au/llg08/March/3rd-annual-blended-learning-conference-2010.html

2) "AITD National Conference" - 21-22 April - Australian Techonology Park, Sydney

The conference is organised by the Australian Institute of Training and Development and will provide invaluable insights into the future of Learning and Development, listen interesting guest speakers and mix with LD professionals and training providers.

http://www.aitd.com.au/conference

3) "Leading Bold Change" Conference - 18 May - AMP Building

The goals of the conference is to give people critical leadership skills needed to help their organisations and build organisational capability for leading change

http://globalleadersnetwork.atalltraders.com/events/details/14-leading-bold-change-sydney.html

MF

How Telecommunications Is Changing Work for Nonprofits - Article

2010-02-09T15:07:00.002+11:00

This article tells us a lot how techology and the Internet is revolutionizing the concept of services and how NGOs can reduce their "foot print" and increase their efficiency.

http://www.techsoup.org/learningcenter/networks/page12202.cfm

MF

Sydney Facilitators Network - February Meeting

2010-02-02T16:09:00.003+11:00

Dear TDN members

The Sydney Facilitators Network is getting together on Monday 8th of February. For further details see details:

"‘Storytelling – Purposeful, Spontaneous and Playful!’ with Christine Carlton

Storytelling and story listening have long been recognized as having significant effects on the development of our personal, cultural and work identities. We are living stories!
Much has been written about the benefits of storytelling being purposeful and persuasive, yet the power of spontaneous and playful storytelling has often been undervalued.

With a sense of play and spontaneity participants will be invited to stretch their imagination to develop their creativity, spontaneity and flexibility to awaken the storyteller within.
We will explore how these skills can be applied in our lives and the workplace.

Christine Carlton is a member of the Australasian Facilitators Network and has worked for over twenty years as a freelance Consultant, Facilitator and Educator in Story, Drama and Creative Arts in Education, Business and Community Development. She travels Australia and overseas offering opportunities for individuals and organisations to tap into their creativity to gain insight and direction for their lives and their communities.

Christine lectures in Story and Drama in Education at University of Western Sydney; facilitates leadership and team-building processes; offers trainers and teacher in-service, storytelling workshops, reflective retreats and is regularly called upon to provide creative leadership and group facilitation at national and international conferences.

Venue: University of Technology Sydney (UTS), Jones Street, Ultimo corner Thomas Street.
Room 5.580 Level 5, Building 10, Take the lift to level 5, cross the atrium foot bridge, walk straight ahead to room 580.
Time: from 5:30pm to 7:30pm sharp No RSVP - Just turn up"

"21st Century Learning" - Article

2010-01-28T09:50:00.005+11:00

I found this interesting article about the characteristic of new learning and how our office enviroment can enhance this process. Some of the features described are already experienced by our sector which makes us leading innovators.

http://www.educationau.edu.au/sites/default/files/Learningspaces09.pdf

MF

Third Sector HR Resources

2010-01-27T14:31:00.011+11:00

Dear TDN members

I have attached to this post a list of valuable internet links. They contain Human Resource information for the Third Sector. Most of these agencies are based in Canada, USA, UK and New Zealand. Some of the resources are free and can be downloaded and it is worth exploring these websites for other info:

COMPASS POINT

http://www.compasspoint.org/

CommunityNet - Aeteroa

http://www.community.net.nz/

CharityVillage

http://www.charityvillage.com/cv/main.asp

CommunityPlanningNet

http://www.communityplanning.net/aboutcp/aboutthissite.php

Edmonton Chamber of Voluntary Organisations

http://www.ecvo.ca/index.php

CIVICUS

http://www.civicus.org/toolkits/managing-csos-toolkits

Happy surfing and exploring

MF

5 Essential 5 Tips for Promoting Your Charity Using Social Media - article

2010-01-19T15:08:00.002+11:00

Dear TDN members
I found this really interesting article from MASHABLE on how our sector can take advantage of social media.

http://mashable.com/2009/08/21/charity-social-media/

Happy reading

MF

"Building skills for life and work" - Book

2010-01-12T13:13:00.003+11:00

Education Review explores the goals of Australian education and of how schools should prepare young people for work and life.

This book brings together two stories: one relating to the ways in which young people’s worlds have changed radically over the last three or four decades; the other relating to the growing gap between the skills that we try to equip young people with, through processes of formal education, and those skills that they need to build a future for themselves

http://research.acer.edu.au/cgi/viewcontent.cgi?article=1008&context=aer

Environmental Scan 2010

2010-01-06T11:47:00.004+11:00

Dear TDN members
The Industry Skills Council is inviting people to participate in their environmental scan 2010 by responding their online survey. Every three or four years consultations used to be conducted to have a picture of the skills needed in the sector. Now it is an ongoing process. I have attached the link for your perusal.

https://www.cshisc.com.au/index.php?option=com_content&task=view&id=36&Itemid=169

MF

Workforce Issues: Interview

2009-12-16T16:34:00.005+11:00

Alison Peters who is the Director of the Council of Social Service of NSW has been interviewed on the Sector Workforce Issues by Miguel Ferrero (MF), convener of the Traning Directions Network. This is a transcript of the conversation.

1) What is your position within the community sector?

I am the Director of the Council of Social Service of NSW (NCOSS).

2) What are the key workforce issues faced by the community sector?

· Poor rates of pay and conditions, compared to other industries with similar skill levels and responsibilities

· High turnover rates - “churn” of workers from employer to employer. Employers in the sector say it is hard to retain good staff.

· An increasingly complex work and regulatory environment requires an ever increasing level of skills, experience and knowledge across all levels of the sector. This isn’t just about increasing and recognising formal qualifications but also about building understanding and networks beyond particular specialisations.

· All of these factors make it harder and harder to attract people to the sector (or to studies that would lead to them working in the sector)

3) What strategies the sector could develop to address these issues?

The sector needs to

· Develop a industry plan for the sector that meets our own unique challenges to attract and retain a highly skilled and sustainable workforce. This plan needs to work for the whole sector and not just individual organisations if it is to be sustainable and therefore needs to be developed collaboratively by the sector for the sector. (for more details about what an industry plan for the sector would involve see: http://www.ncoss.org.au/resources/080708-Industry-Plan.pdf

· Advocate for funding that allows for effective service delivery by skilled workers and that recognises the need to invest in developing such a workforce on a sustainable basis. In other words funding that recognises the true costs of delivering services.

· Support the ASU’s pay equity case! *

4) What is your advice to the community-welfare sector that could be helpful to deal with these issues?

Diversity and collaboration are particular strengths of the community sector. In a fast moving and ever more complex environment it is often hard for individual organisations, or indeed individuals, to see beyond their own organisational imperatives. What this does, though, is reduce our capacity as a sector to thrive and provide quality services that improve the outcomes for vulnerable and disadvantaged people. My advice to the sector is that if we are to be the best we can possibly be as individual organisations (and individual workers) we need to start with a strong foundation and that means a strong sector. We need to use our diversity and our capacity for effective collaboration to build a strong sector as the foundation from which we can all flourish. This means getting involved in the discussion and debate about workforce issues for the sector and not leaving it to others. We also need to support the ASU’s pay equity case!*

*Disclosure – I am a former official and a life member of the ASU.

WSCF Training Focus Groups Report (Jan-Jun 2009)

2009-12-10T15:55:00.003+11:00

Dear TDN members

In order to assist formulate training sessions that are responsive to the sector needs WSCF, the training and development team conducted six focus groups from January to June 2009, which were attended by a total of 45 participants.

The aim of the focus groups was to obtain participant’s thoughts, opinions, and experiences relating to post training and to find out what in their opinion were the components that contributed to the learner’s applying learned skills and knowledge into daily work practice. WSCF Learning and Development Team will utilise this information to further improve practice and we are happy to share this information with our TDN colleagues. I have attached the link to this message.

http://www.wscf.org.au/uploads/File/FG_Report_Final_2009.pdf

MF

Metropolitan South HACC Workforce Project

2009-12-10T15:48:00.005+11:00

Dear TDN members
I received this information on this new project. If you are interested you can contact Glen

"This is the first of a series of information sheets that will keep HACC service providers and community care stakeholders updated on the progress of the Metropolitan South HACC Workforce Project. The project has been funded by the Metropolitan South Region of Ageing, Disability and Home Care, Department of Human Services and is being administered by the Bankstown Area Multicultural Network (BAMN). It will be conducted between late 2009 and the end of June 2010.

This is separate yet linked project to the statewide HACC Workforce Project currently underway. The statewide project focuses on research, collecting information from agencies, volunteers and paid staff about the composition of the workforce and its current staff recruitment and retention challenges. The Metropolitan South project will use the research findings of the statewide project and consultation advice from local stakeholders to strengthen workforce development and support capacity in the Met South ADHC Region.

Project Aims and Objectives

The overall aim of the Metropolitan South HACC Workforce Project is to implement cost effective and efficient recruitment and retention strategies for paid workers.

The specific objectives of the project are to:

• review local and other research that can be used as an evidence base and a building block for effective workforce development and support initiatives and strategies
• analyse the potential to establish recruitment and professional development strategies with the vocational education and training (VET) sector
• identify innovative models and notional costs of regional HACC sector recruitment strategies
• produce some form of local resource for on-going use.

Project Tasks

Late 2009 and early 2010

The focus in this part of the project will be on gathering all available information on the HACC paid workforce and its challenges and the opportunities that may be available in Met South through the VET and employment services sectors. During this time, the Project Team will:

• analyse Met South HACC workforce data from the statewide project, identifying local trends and challenges across and within the three Local Planning Areas (Inner West, South East Sydney and South West Sydney)
• meet with all the HACC Development Workers and other key HACC stakeholders and develop a picture of local workforce challenges and initiatives
• talk with local VET providers and employment services with which the HACC sector has or could have mutually beneficial working relationships
• combine this information and identify a range of resource options and possible initiatives that could be implemented later in the project.

February and March 2010

The focus in this part of the project will be on consultation with service providers in Met South to determine what workforce development resources and initiatives will be of most value to the HACC sector. During this time, the Project Team will:

• meet with all HACC forums in the Met South region to outline research findings and workshop ideas for workforce development resources and initiatives
• meet again with relevant VET providers and employment services to explore further collaboration initiatives
• confirm project priorities and directions with the Project’s Steering and Advisory Committees.

April to End June 2010

The focus of this part of the project will be on the development of an agreed resource or resources to support on-going HACC workforce development in Met South. The word ‘resource’ here is used in its broadest sense. It could include materials or processes to assist in recruiting, orientating, training or supporting paid staff.

How You Can Help

Agencies with a stake in recruiting and retaining a skilled and dynamic HACC paid workforce can assist by:
• encouraging staff to participate in the upcoming statewide survey of the HACC paid workforce in early 2010
• informing the Project Team of any relevant local or agency workforce recruitment and retention research, collaborations, projects, initiatives or strategies
• meeting with the Project Team to identify potential opportunities for collaboration
• participating actively in the first HACC forums of the year which will greatly influence the agreed path forward
• participating in any trials of resources in mid 2010.

Contact the Project Team

Suggestions, information and feedback can be send to the Project Team indirectly through the HACC Development Officers or directly by contacting Glen Sorensen, Age Communications, PO Box 1231, Bondi Junction, NSW 1355, Phone: 9369 5542.

Training Needs Analysis Guide

2009-12-09T11:46:00.006+11:00

Dear TDN members
I found this interesting guide which would help you conduct your training needs analysis. The guide tells you how to do it at individual, team and organisational levels. This resource has beed developed by SKILLS THIRD SECTOR which is based in the UK. Skills Third Sector is an independent charity which helps ensure the third sector has the skills and learning it needs to do the best possible job.

http://www.skills-thirdsector.org.uk/documents/Training_Needs_Analysis_full_doc_for_sts.pdf

Happy reading

MF

ENGAGING TOMORROW'S WORKFORCE – Industry Skills Council

2009-12-01T10:29:00.004+11:00

This seminar was organised by the Industry Skills Council (Community Services and Health) to explore what strategies the sector needs to implement to attract, recruit and keep younger workers (Generation Y) in the sector. This seminar took place on Friday 27th of November.

Here is a summary of the main thoughts discussed at the meeting

How do we 'sell' the sector to Generation Y?

· Our biggest competition in recruitment comes from the armed forces (Army, Navy and Air Force). They use ideas such as “the spirit of ANZAC”, “mateship”, “adversity”, “sport” and use a computer game format in their training to make the whole career interesting.

The three top selling points, we can use to highlight the profile of our sector:

* One of the most diverse industry in the Australian workforce – more than 500 different occupations supporting the well being of Australians (diversity)
* Big industry and tipped to become the fastest growing industry sector – it is the third largest employer which involves the Government and business sector (choices)
* Make it exciting, rewarding to young people (flexibility, offering training, supportive environment)

There are some 'danger zones' that we need to avoid highlighting, and others we want to emphasize in promoting the sector to Generation Y

Danger marketing zones:
– highlight the low number of young people in the sector
– highlight that 35% of the jobs are located outside capital cities

Emphasize
– Flexibility in working hours (46% part time)
– We are a skilled workforce (75% with tertiary education)
– Skills are transportable and transferable, in case younger workers would like to move overseas or interstate

The presentation concluded with a number of good strategies to start attracting younger workers, including:

· You are “making a difference” in the life of people
· It is meaningful work
· learning life long human skills (knowledge, empathy, understanding)
· Helping you to better grapple with important social and ethical issues

WORKFORCE DEVELOPMENT AND THE FUTURE OF THE NATIONAL TRAINING SYSTEM

2009-11-26T15:32:00.002+11:00

On Thursday 19th I attended the NSW Community Services and Health – ITAB Forum. The key speaker at the event was Phillip Bullock who is the chair of SKILLS Australia and who talked about the future of our National Training System. This is a summary of some ideas presented at the Forum:

· SKILLS Australia was formed to deal with a changing economy and society
· Government policy needs to respond to the following questions: what kind of industries will emerge in the future? What kind of skills and capacities will we be required to develop? Do we have the capacity to respond to these challenges?
· There are clear drivers and trends that will shape the future of industries and skills. The economy will depend on Asian markets and demands, climate change will be the central theme, there will be more integrated technologies and Australian society will be demographically more diverse and with an ageing groups
· Skills Australia will be focused on workforce development issues.
· Workforce development is built on three elements: participation, up-skilling and skills utilization

In order to answer these three questions: Where are we headed?, Where do we want to be? And How do we get there?

Skills Australia conducted three activities:
· 1. identifying major workforce and education trends for the next few decades. This was done by analysing historical data.
· 2. three scenarios were developed as a future planning tool for an uncertain environment. An open and closed economy were the first two scenarios and the current status quo was the third. Policy directions and responses were developed according to each scenario.
· 3. Access Economics conducted a number of models and projections based on economic data.

SKILLS Australia received the following feedback from their consultations
· There is clear support for a national approach to workforce development, but not to centralised control
· Encourage holistic, multi-faceted action (eg training, stimulus, tax incentives)
· Greater role of Government is needed
· Improve numeracy, literacy and generic core skills
· Support of new jobs and new industries
· Future role of immigration in addressing skill shortages
· Ongoing targeted focus on participation

Some areas of future changes affecting the training system
· Tighten AQTF 2007 framework
· Purchasing contracts to drive day-to-day quality
· Use information to improve accountability, performance and choice
· Establish a national regulator

MF