Susan Scowcroft - Workforce Issues Interview

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

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

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"

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

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

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

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

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

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

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

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

I have posted a really interesting article for your perusal

http://8ways.wikispaces.com/

MF

Workforce Issues Interview - Tanya Merinda

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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"

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”

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

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)

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

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?

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)

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.