Workforce Retention Information for Employers

1. Workforce Retention Information for Employers

2. A quality training experience is crucial for: • The skill development of each individual apprentice or trainee, • Ongoing development of Queensland's industries • The state's overall economic prosperity

3. What to avoid: Need to ensure workplaces are free from inappropriate behaviours as this reduces the benefits of training for both the employer and apprentice or trainee. These inappropriate behaviours, are harmful to the completion of training contracts – damage industry and individuals alike.

4. Benefits of staff retention More trained and skilled staff Reduced labour costs associated with frequently re-hiring and training Potential for a competitive advantage due to high productivity Better customer loyalty - an employee who is committed to the company reflects this in the way they perform, demonstrating better customer service. Increased efficiency and work quality Increased productivity and profitability Increased image to attract staff

5. Quality training avoids: In the workplace: Increased absenteeism and staff turnover Poor morale and erosion of worker loyalty and commitment Bad publicity, poor public image – becoming ‘known’ as a difficult workplace environment Breakdown of teams and individual relationships In apprentices and trainees: High levels of distress, impaired ability to make decisions and poor concentration Loss of self-confidence and self-esteem and feelings of social isolation at work Panic attacks, anxiety disorders, depression, social phobia (withdrawal from usual social interaction) and deteriorating relationships with family and friends Reduced output and performance, incapacity to work, loss of employment

6. Workplaces that engage and retain individuals are needed to ensure the sustainability of their industry with an aging population. As “Baby Boomers” retire the labour force will become severely depleted. Employers need to develop inclusive workplace practices now – workplaces free from inappropriate behaviours – to ensure the number of apprentices and trainees completing training today will provide a sufficient number of skilled workers tomorrow. What you can do

7. Inappropriate workplace behaviours Workplace harassment Discrimination Sexual harassment Vilification Victimisation

8. Workplace harassment (Workplace Health and Safety Qld) is repeated, unwelcome and unsolicited -AND- 2.. the person considers to be offensive, intimidating, humiliating or threatening -AND- 3.. a reasonable person would consider to be offensive, humiliating, intimidating or threatening. ** Does not include ‘reasonable’ management action Workplace harassment is where a person is subjected to behaviour that:

9. Discrimination(Anti-Discrimination Council of Qld) It is against the law to treat a person unfairly because of their: • sex • relationship or parental status • race • religious belief or activity • political belief or activity • impairment • lawful sexual activity • pregnancy • breastfeeding needs • family responsibilities • gender identity • sexuality • age • trade union activity **Also includes treating a person unfairly because of an association with someone from one of these groups.

10. Sexual harassment(Anti-Discrimination Council of Qld) Sexual harassment is unwelcome conduct of a sexual nature in relation to a person. It happens when a reasonable person would perceive the conduct as offensive, humiliating or intimidating. It has nothing to do with mutual attraction or friendship between people.

11. Vilification(Anti-Discrimination Council of Qld) Vilification is a public act or statement that incites others to hate a person or group of persons because of their race, religion, gender identity or sexuality. This sort of hatred is illegal and can show up in a number of ways including through leaflets, speech, graffiti, websites, and public abuse or media remarks.

12. Victimisation(Anti-Discrimination Council of Qld) made, intend to make, or have helped a person make, a complaint under legislation refused to breach legislation, OR because a person has provided information about a complaint. **It can also include a person who has agreed to be a witness. Generally, victimisation is treating a person badly because they have:

13. Employer responsibilities regarding workplace practices Employers have the responsibility to meet a duty of care ensuring their workers are free from any foreseeable harm in the workplace. This includes physical harm but has come to include psychological harm which may result from exposure to workplace harassment or discrimination. Employers can be even be held liable where it is their employees who engage in inappropriate behaviours - this is referred to as vicarious liability. Preventative action,can assist employers to meet these obligations and realise the benefits discussed

14. Reasonable prevention by an employer includes: a workplace policy outlining unacceptable behaviour a complaint handling system human resource systems workplace training and education. refer Workplace Health and Safety Qld at: www.deir.qld.gov.au

15. Retaining apprentices and trainees Focus on apprentices and trainees to ensure sustainability Have discussions with apprentices and trainees to display an interest in their development Encourage a work/life balance Achieve control in the workplace through: (the ‘master and servant’ relationship no longer exists) Addressing any conflict in the workplace Leading by example, fostering a culture of trust and respect Empowerment (developing self confidence) Providing challenging opportunities Understand why apprentices and trainees have left in the past This is about taking the time to work on the business - not just in the business - to become established as an employer of choice.

16. Motivating apprentices and trainees Ensure they are released for training Ensure adequate supervision Ensure adequate facilities Ensure they have a range of work Ensure progression is competency-based, not time-based Use rewards and recognition Get involved when managing This is about ensuring the productivity of an apprentice or trainee – maximising the return on the training investment for the employer

17. Apprentices and trainees are responsible for the quality of training also This is about ensuring an apprentice or trainee understands the value of training – particularly during economic downturn. Those without a qualification will have less security in their working life. • Participating in training • Obeying reasonable and lawful instructions • Getting to work on time each day • Remembering instructions • Working well in work teams • Keeping on top of training bookwork • Communicating (this includes listening)

18. Model of factors impacting retention

19. Retention factors with employer influence • Quality of training plan (incl. use of RPL) • Quality of information by employer and industry (including pay rates) • Workplace culture and support for training (incl. supervisor support)

20. Quality of training plan The training plan should: • be developed as soon as possible • be negotiated and agreed to by the employer, apprentice/ trainee and supervising registered training organisation (SRTO) • identify workplace tasks (employer responsibility) and structured training (SRTO responsibility, sometimes employer) • where appropriate, include recognition of prior learning (RPL – credit for previous experience) • include the planned completion date • be maintained and kept up to date as the apprentice or trainee completes competencies and progresses

21. Quality of information by employer and industry • information about the business and the job • details of minimum individual requirements, pay and training arrangements that suit workplace • information about career progression opportunities for the business and generally in the industry • any other information that would assist the apprentice or trainee settle into the workplace/locality (induction) It is important to ensure the expectations of the apprentice or trainee before commencing a training contract meet the perception of the training arrangement once commenced.

22. Workplace culture and support for training • Apprentice or trainee progress as competence is achieved, not according to time as in the past • Supervisor support for apprentice or trainee (“adequate” supervision is required under legislation) • Involvement in meetings with trainers to ensure progression of apprentice or trainee • Performance management and other retention principles outlined in previous slides

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