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Background to Skills Recognition Project

Background to Skills Recognition Project. Identified need : increase the use of/knowledge about skills recognition processes in the Australian Rail Industry . Project Aim: develop a depository of information about how to do Skills Recognition in the Australian

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Background to Skills Recognition Project

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  1. Background to Skills Recognition Project Identified need: increase the use of/knowledge about skills recognition processes in the Australian Rail Industry. Project Aim: develop a depository of information about how to do Skills Recognition in the Australian rail industry with both safety and following relevant policy requirements. Skills Recognition (SR or RPL): An assessment process where existing skills gained via work, education and life experiences may be recognised to gain part/all of a formal qualification.

  2. Industry Partners

  3. SR: Benefits for Employers • Enhancing potential workers’ employability. • Confirming competence for positions. • Confirming competence for job classification in an industrial agreement. • Identifying training needs. • Confirming compliance with licensing/regulatory bodies. • Ensuring training time focused on acquisition of new skills. • Recognising skills can improve morale; productivity.

  4. SR: Benefits for employees • Confirming competence for a position; • Confirming eligibility for entry to/or credit in a qualification. • Ensuring that learners do not have to relearn skills and knowledge they already hold. • Reducing the amount of time/on costs/costs to acquire a qualification. • Indicates interest in the employee. • Often recognises, formally, the skills and experiences of older workers. • Gap identification for focussed training

  5. The need for SR in rail ARA 2008: Position the culture of rail for the future: Attract younger workers, migrants, women. Retain experienced staff and the knowledge they hold. Build new employment and training pathways for skills development. Introduce more flexible and innovative work practices. Ensure a consistent industry approach to skills development. An aging workforce Need to attract new and or younger workers. Improve employee morale By possibility of gaining a formal qualification.

  6. Research Findings

  7. Understanding that it’s not just about documents !

  8. Requested by assessors and trainers How to: • access and assess evidence with confidence • undertake holistic approaches including flexibility of assessment with confidence • gain the trust of both the applicant and the employer, • determine gap training, • use field observation, simulators, • determine authenticity of evidence, • work with equity groups, • access assessor support, • access additional sources of information about policy etc. • access information from relevant case studies.

  9. Website and Brochures • Brochures which overview the content • The website: a demonstration • http://skillsrecognition.qmg.com.au/ • Are there any questions?

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