Skill ecosystem broadens its scope – update on the national program
UPDATE | Caroline Alcorso, Manager, Workforce Development NSW DET
The skill ecosystem national program is an innovative VET partnership program with industry. The first phase took place between 2003 and 2005, with a second phase underway now. Both phases are being managed by NSW DET and receive national DEST funds (see The Skill Ecosystems website link below).
The idea behind the program is for industry to take the lead in identifying and solving its own skill and workforce challenges. Industry representatives work with VET providers, and also other organisations such as employment services, consultants and applied researchers, in addressing their issues. For example, many industries are currently experiencing a shortage of workers with suitable skills. Solutions include cutting back production or service hours, engaging people from overseas, getting existing workers to work more, attracting workers from other firms and taking on people with a lesser or different skill base.
Industry members from the skill ecosystem
Mobile Entertainment Growth Alliance project
In other words, training and upskilling may or may not be part of the solution. And some solutions are more sustainable and more consistent with community interests than others. Skill ecosystem projects start with challenges like skill shortages. Because public funds are involved, there is also an expectation that the industry-VET network will work on solutions that involve new skill formation, and which have benefits for the workforce, education and training system, the community and/or the industry as a whole.
‘Networks must demonstrate a willingness to tackle both demand side and supply side issues.’
Skill shortages are not the only issues industries are using the skill ecosystem approach to address.
Projects in the current round are examining:
- The relatively slow take up of simulation technology to improve performance in the manufacturing sector, especially logistics simulation to improve supply chain management
- Assets and infrastructure management in remote areas where the available workforce is small and faces barriers to entry into the energy sector
- Skills gaps at the supervisor level and high entry level turnover in red meat processing
- The challenges of supervising and supporting dispersed direct care workers in disability services
- An effective methodology for extending the learning of skilled tradespeople in dairy food processing and supporting this at the workplace
- An appropriate model for joint industry-RTO skills development programs in the mobile digital content industry
Under the second phase guidelines, networks must demonstrate a willingness to tackle both demand side and supply side issues. That is, while skill ecosystem strategies typically involve innovative training delivery, the employers and enterprises involved must also recognise changes they could make to improve the use and development of skills at work. For example, what are the contextual factors in red meat processing that have led to an industry culture of high turnover, low commitment and poor reputation?
‘Another change from the first phase is to fund only well-established networks with a demonstrated capacity to support complex projects.’
Another change from the first phase is to fund only well-established networks with a demonstrated capacity to support complex projects. Most operate across several states, with some (for example, in dairy, electricity and disability) being led by national industry networks.
As well as funding, NSW DET is providing considerable mentoring and support. Because these are multi-dimensional, multi-stakeholder projects this support is provided in part via a national advisory group of experts who review strategy ideas and add value to them. Projects are also learning from each other, and will be sharing their draft strategies at a national workshop on 19 February 2007.
Read more about the methodology for the skill ecosystem program. You can also subscribe online to the Skill Ecosystem Newsletter (the next issue will be out in March).
Contact
Caroline Alcorso
Manager, Workforce Development NSW DET
02 9266 8191