Skilling SA in the Context of Ageing Raymond Garrand Chief Executive, DFEEST.

Skilling SA in the Context of Ageing

Raymond GarrandChief Executive, DFEEST

Skills for South Australia

• Demand for skilled workers and increased workforce participation

• Ageing workforce amplifies this demand

• Skills for All makes fundamental changes to the State’s training system in order to:

• Raise the skill level of South Australians• Increase the number of South Australians with post school

qualifications• Increase employment participation

South Australian Education Workforce

The education workforce in South Australia is older than the total workforce in the state.

DFEEST in the Context of Ageing

• Vision: for SA to have the best workforce in Australia.

• To stimulate workforce planning across industry in order to address skill shortages and the impact of ageing.

• To implement Skills for All.

• To ensure quality provision and regulation of the VET sector.

• To ensure TAFE lecturers and hourly paid instructors (HPIs) are skilled and qualified to meet industry and student demands.

Increased Funding for Training

SA DEMAND AND SUPPLY OF TRAINING (IN HOURS)

15

17

19

21

23

25

27

29

2009/10 2010/11 2011/12 2012/13 2013/14

Mil

lio

ns

Training Demand Training Supply

Meeting demand

DFEEST Workforce Profile Challenges

% of workforce aged 50 years or over

South Australia* 28%

SA Public Sector** 37%

DFEEST Employees*** 47%

TAFE (Lecturers and HPIs)**** 53%

TAFE (Lecturers and HPIs) in skill shortage sample****

58%

TAFE Workers across Australia

TAFE Worker   All NSW Tas. Qld WA SA Vic ACT

Average age (years) 47.6 49.6 48.2 47.4 47.2 46.9 46.3 45.6

Meeting Skill Shortage Demands

Age Profile of TAFE SA Students

Key Delivery Challenges

• Ensuring TAFE has the adequate teaching staff to meet demand, increasing under Skills for All.

• Limited flexibility within existing industrial relations regime.

• Recognition that TAFE lecturers and HPIs are required to have significant industry experience in order to deliver informed and quality training.

• Addressing this demand within the context of Skills for All implementation.

• Harnessing the innovation and creativity of the future leaders of DFEEST.

Current Strategies

•People & Culture Plan 2010-15•Dedicated central resource for strategic workforce planning•Leadership and Management Program, including mentoring•Graduate and Trainee Program•Organisational Capacity Building Program•TAFE SA workforce profiling, planning and development specific to each institute

Going Forwards…• Opportunity to create a more flexible TAFE workforce• Enhanced industry knowledge of lecturing staff through

industry partnerships• Rejuvenated recruitment strategy for TAFE lecturers• Development of an annual retirement intention survey that

informs succession planning• Active promotion of existing policies (Super SA, phased

retirement)• Set capability matrix for TAFE SA and DFEEST Central

(each) that provide career pathways and inform organisational capacity development

• Database of graduates of Certificate IV and Diploma of Training and Assessment, potential lecturer source.

Further Information Online

• DFEEST:

www.dfeest.sa.gov.au• TAFE SA:

www.tafesa.edu.au• Skills SA:

www.skills.sa.gov.au• Workforce Information Service:

www.workforceinfoservice.sa.gov.au