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
Thursday, July 1, 2010
Tuesday, June 22, 2010
"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
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
Thursday, June 17, 2010
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<mid=155
Training Packages at Work
http://www.tpatwork.com/SubscribeWizard2.asp
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<mid=155
Training Packages at Work
http://www.tpatwork.com/SubscribeWizard2.asp
Friday, June 11, 2010
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
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
Friday, June 4, 2010
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.
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.
Monday, May 31, 2010
"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
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
Tuesday, May 25, 2010
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:
- 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:
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