ENERG SKILLS QUEENSLAND - energyskillsqld.com.au · impacting the way we work and live. As we have...

WORKFORCES OF THE FUTURE 4

EMERGING GREEN TECHNOLOGIES 6 TRAINED TO WIN 16

ENERGY SKILLS QUEENSLAND

I S S U E # 4 0 J U N E 2 0 1 7

A message from the CEOAustralia is at a tipping point. Every sector of the economy is digitising; industries and markets that were previously disconnected are now converging and the intensity of competition is increasing.

This structural change is happening locally and globally and is profoundly impacting the way we work and live. As we have recently seen, platform companies like Google, Facebook, Uber, Amazon and eBay are collapsing incumbent business models and disrupting entire industries. Companies and countries are being forced to respond by pursuing data-driven, multi-sector and multi-disciplinary collaboration and problem-solving at a different pace and scale.

For the energy industries nationally and globally, it is now a matter of keeping pace with change, which is why Energy Skills Queensland continue to dedicate themselves to bringing together energy industry organisations, government and the training sector to ensure developments like innovation and the technological challenges we face today can be debated and understood as well as for new opportunities to defined.

Recently, Energy Skills Queensland brought together global and national disruptors at the coal-face of transformation and new industry building at the Trained to Win event. This event explored how leadership in entrepreneurship, science and academia and traditional industry can enable Australian organisations to adapt to fast-changing competitive environments.

Our workforce planning and research capability continue to be highly sought

after. On May 29, we will launch the Workforce Requirement of the Future component of the Electricity National Transformation Roadmap, ensuring rapidly changing workforces challenged with globalisation and technological advancements are planned for and managed accordingly.

Ultimately, the most powerful skill for both organisations and individuals lies in the ability to seize the initiative. Learning new skills, and constantly improving upon them, is of the utmost importance. It is no longer enough to merely stay up to date - workers of today must exercise a degree of prescience. The rapidly changing nature of modern industry and employment calls for workers to preconceive changes and rapidly adapt to meet them. Competing in the future employment market means identifying change, and having the initiative and versatility to adapt.

CEO

Energy Skills Queensland is a not-for-profit association of members from industry, training organisations and government to help industry connect with skills.

Energy Skills Queensland provides critical research and independent advice to industry and government regarding skills demand and supply, training and workforce development, as well as implementing skilling strategies to build Queensland’s future workforce.

Energy Skills Queensland partners with industry, contractors, education and training organisations across industries, with key stakeholders such as government, regulators, unions and industry peak bodies to ensure that solutions provide a holistic outcome to meet expectations.

The Skill Connection Newsletter is produced quarterly with a readership of more than 6,500 energy, mining, government, education and training industry representatives.

Energy Skills Queensland welcomes editorial contributions relating to skills, training, projects and employment.

For more information on advertising opportunities or to submit editorial contributions, please contact [email protected].

ENERGY SKILLS QUEENSLAND OFFICE70 Sylvan Road, Toowong Queensland 4066

PO Box 607, Toowong Queensland 4066Phone: (07) 3721 8800 Fax: (07) 3870 9291 [email protected]

www.energyskillsqld.com.au

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CEO

SKILL CONNECTION | 1

Inside this issueElectricity Network Transformation Roadmap Workforce Requirements of the Future ............................................................ 3

Workforces of the Future ................................................................................... 4

Emerging Green Technologies ........................................................................... 6

It is Never Too Late to Change Your Career ...................................................... 8

How Training Benefits Staff and Employers ..................................................... 9

Interview with Rob Challinder ............................................................................ 10

Stronger Growth ................................................................................................. 11

QWSS continues to succeed ............................................................................. 12

Positive Footprints in our Community ............................................................... 14

Trained to Win: Digital Disruption and Emerging Technologies ...................... 16

Trained to Win - Page 16.

Interview with Rob Challinder - Page 10.

CONTENTS

2 | SKILL CONNECTION

REFRESHER

Energy Skills Queensland 70 Sylvan Rd, Toowong Qld 4066 (07) 3721 8800 | [email protected] www.energyskillsqld.com.au | www.genericinduction.com REFRESHER

Is theGeneric Induction Refresher

for YOU?Have you worked in the industry for at least TWELVE months in the past TWO years

and have you worked in the industry within the last TWELVE months?

yes

Do you have a Statement of Attainment for the Recognised Standard 11 Training in Coal Mines units of competency?

Complete the GI Programme

Receive a Statement of Attainment and a GI Card

Can you provide evidence of your work history?

yes no

no

yes no

Complete the GI Refresher Programme

Receive a Statement of Attainment and a GI Card

By Penelope Twemlow, Energy Skills Queensland

Energy Networks Australia, the peak national body representing electricity transmission and distribution businesses in Australia, partnered with CSIRO - Australia’s national science agency, to develop the Electricity Network Transformation Roadmap (roadmap). The roadmap has been developed to guide the transformation of Australia’s electricity networks over the 2017-27 decade.

Following the acclaimed 2015 release of ‘A Changing Industry, A Changing Workforce’ discussion paper, in which the potential workforce and skilling impacts of a changing electricity industry were explored, Energy Skills Queensland were engaged to develop the workforce skills, training and development work package of the roadmap.

Energy Skills Queensland’s roadmap research aimed to provide network organisations, governmental agencies, educational facilities/institutions and supporting industries with intelligence that will provide a platform for future workforce planning, educational design as well as encouraging skill development for the safe rollout and implementation of technological advances within Australia.

Electricity Network Transformation Roadmap Workforce Requirements of the Future

To achieve the goals of the research, Energy Skills Queensland undertook extensive industry consultation with key stakeholders across Australia. Such stakeholders primarily included representatives from the transmission and distribution sectors, government agencies and educational facilities. Representatives from the wider electricity supply chain were encouraged to participate to ensure quality inferences could be achieved.

Based on the research undertaken, including an extensive literature review, this research categorised the following two workforce clusters when concluding what future skills and occupations will be prominent by 2027:

• The digitally enabled workforce • The traditional network workforce.

The digitally enabled workforce cluster and their accompanying skill sets will be required to respond to the emergence of digitalised technologies. This workforce will include skills and occupations that have not traditionally been prominent in network organisations. The occupations identified as critical are Data Specialists, Database Systems Administrators and ICT Security Specialist (Cyber Security specialists) and Software and Application Programmers. The skill sets of Cyber Security Specialists were identified throughout the research as critical in enabling the successful implementation of digitalised

technologies, not only to secure consumer personal details but also the national electrical grid assets.

The traditional network workforce was comprised of occupations that are currently prominent in today’s network workforce but will require skill, training or development to work with the emerging technologies that are entering the electrical supply industry. Occupations that were identified within the research include Electrical Engineers, Electrical Engineering Technicians and Electrical Tradespersons (Electricians). The importance of Executive Management possessing the skill, business acumen and strategic foresight to position and drive the business in a time of technological change was reiterated by stakeholders as being of high importance throughout the research.

In collaboration with Energy Networks Australia, Energy Skills Queensland developed measurable initiatives based on the findings of the research, focussing on education, core critical skills, skilling pathways, diverse workforces and raising awareness of what will be different for the worker and consumer.

The Electricity Network Transformation Roadmap – Workforce Requirements of the Future report is due to be launched by Energy Skills Queensland on May 29, 2017. If you would like further information in regards to the research, please contact Penelope Twemlow on (07) 3721 8800.

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Workforces of the FutureBy James Blake Energy Skills Queensland

The 20th century saw dramatic changes in the nature of the workforce, and, as of 2016, these changes are becoming ever more drastic. The governments, the employers, and the workers of today must stand ready to embrace these changes; to accept what advantages they may offer, and to contend with what challenges they may present.

We face changing hours and systems of work, advancements in technology, an ageing workforce, and a gender pay gap which remains unacceptably wide. Furthermore, self-employment is on the rise, as is a reliance on contractual work,

rather than permanence: Specialisation has become the order of the day.

There was a time when a steady job was, for the most part, interminable. Yet now, any individual may be expected to hold varying positions throughout their working life. Once, work began when you arrived at the office or on site and finished the moment you left. Nowadays, work awaits for as long as you are within Wi-Fi range or mobile phone reception.

As technology advances, so does its influence over business and the workforce. Professor Hugh Bradlow, Chief Scientist for Telstra, described how technologies such as the cloud service, artificial intelligence, Big Data, and robotics will soon have a heavy impact on the global economy. For example, the IBM computer ‘Watson’ managed to process 200

million pages of data, returning confidence-weighted responses to a quiz; a feat which, until now, was a chief advantage humans had over computers. Conversely, technologies such as this can be used to assist doctors in diagnosing patients (given that up to 20 percent of patients are misdiagnosed). However, this poses an impending change to the health system—an industry which has avoided falling subject to any notable change to its workforce.

Computers and robots also have the potential to replace human jobs in the mining sector. Rio Tinto’s select use of autonomous drilling systems yielded a 15 percent increase in productivity, and an absolute elimination of workplace injuries. As a future consequence of the computerisation of the workforce, it is estimated that up to 40 percent


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of jobs in Australia may be replaced with automated systems. A further 18 percent have some likelihood of going this way as well. However, the creation of automated systems—their design, regulation, maintenance, and control—will surely create a whole plethora of new jobs.

Another significant change in the workforce will derive from an ageing population; and one which is becoming far better educated. The Australian labour market will change drastically, and businesses shall have to adapt to engage with it on an entirely different level. IBISWorld Chairman Phil Ruthven AM discussed how while the amount of work a human may accomplish in their life has not increased, the length of a human life has: People are more likely to work with less intensity, albeit for a longer time. This is reflected in the way businesses are now more likely to outsource certain work. Specialisation is a key feature of the future workforce; something which will be imported and exported all the more as specific skills are outsourced and traded globally.

Another significant change facing the Australian workforce lies in closing the gender wage gap. While there are numerous factors to be dealt with, a marked increase in female involvement in the workforce is beginning to chip away at traditional hierarchies. Prospectively, this will lead to a more balanced workforce, and a vastly greater collective potential: As more women enter the workforce at all levels, the employment market is sure to become more competitive. University of Sydney Professor Patricia Apps examined the way that a closure of the wage gap could allow for a reallocation of resources away from traditional gender roles, bolstering the labour market.

While the current gap in gender participation is generally listed as 12

percent, in reality this is much closer to 40 percent. This is due to the fact that so many women, while employed, only work part-time. Hopefully, the future of the workforce will see this change, and allow for a new generation of women to be working to the same degree as men.

The future of the workforce is one of rapid change; one that will require workers to be versatile, agile, and willing to adapt.

As technology breaches so many industries, as the workforce itself becomes better educated, and as the rifts of traditional societal norms begin to close, we face a dynamic future; mobile, and constantly in flux: A future workforce exchanging security for opportunity; rigidity for flexibility.

Rio Tinto’s select use of autonomous drilling systems yielded a 15 percent increase in productivity, and an absolute elimination of workplace injuries.


RESEARCH

James Blake, Energy Skills Queensland

As the demand for cleaner, renewable energy sources increases, so does the need for more efficient methods of energy production, transmission, and storage. Emerging Green Technologies (EGTs) are those systems of energy generation either in their early stages of development, or for which there remain relatively low market shares or global interest.

As well as being climatically and environmentally benign, these systems provide social and economic benefits. They produce less waste, and have little to no bearing on surrounding communities. Many require only routine

Emerging Green Technologiesoperational maintenance, comparatively less commitment of further resources, and some serve to recycle waste produced by other industries.

Of the following EGTs, some are in the early or hypothetical stages of development, while others have been implemented for some time, albeit on a small scale. Nevertheless, they show great promise for the future of energy storage and generation.

Ocean thermal energy conversion: Ocean thermal energy conversion (OTEC) uses the temperature difference between warmer surface seawater and cooler, deep seawater to operate a heat engine; running a turbine and so generating electricity. Regarding what resources are needed to manage this technology, a closed system does require certain coolants, yet an open system requires only water.

Although an ideal OTEC system could be used as a base load power source, current systems lack the thermal efficiency to make them viable. However, a continuously operating OTEC system has been running since 2013 in the Okinawa Prefecture, Japan, and further instalments have been planned for use in Hawaii, The Virgin Islands, and The Bahamas. Since OTEC relies upon warm water, this technology works best in tropical climates.

One of the best features of any OTEC system is its versatility. The system discharges fresh water and cold water, meaning its ‘waste’ could be used in aquaculture, air-conditioning, desalination, and chilled-soil agriculture. The system can also produce hydrogen via electrolysis.

Hydrogen-oxygen fuel cell: This fuel cell combines hydrogen and oxygen

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SKILL CONNECTION | 707 3721 8800 | [email protected] | www.genericinduction.com

Launching on 1 July 2016, the Generic Induction Refresher (GI Refresher) programme is a one day programme that provides industry workers with essential risk assessment and safety skills required to operate safely on mine sites.

The GI Refresher programme has been developed as part of Energy Skills Queensland’s commitment to the ongoing quality of training and safety in the coal mining sector.

The GI Refresher:

• Explores safety leadership, problem solving and decision making skills in hazard identification and risk management• Addresses the requirements for coal mine workers to refresh units of competency under Recognised Standard 11 • Provides a new statement of attainment and GI card on completion.

REFRESHER

REFRESHER

Units of competency covered in the GI Coal Surface Programme

(Standard 11):

RIIGOV201D Comply with site work processes/procedures

RIIWHS201D Work safely and follow workplace health and safety policies

and procedures

RIIRIS201D Conduct local risk control

RIICOM201D Communicate in the workplace

RIIERR205D Apply initial response First Aid

RIIERR302D Respond to local emergencies and incidents

Scan the QR code with a smartphone to view your profile and

competencies.

Phone: 07 3721 8800 or www.genericinduction.com

Has your Standard 11 expired?

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to make water: A chemical process that produces heat, which can in turn be used to generate electricity. As the only by-product is water, and oxygen abounds, it would be a perfect system were it not for the relative scarcity of hydrogen.

This has prompted various projects into hydrogen production, such as the Bush Administration’s 2003 Hydrogen Fuel Initiative.

However, whether a hydrogen economy would be feasible, sustainable, manageable, or even possible, remains a point of contention among researchers.

Regardless, the hydrogen-oxygen fuel cell has some serious benefits. Provided this system receives a constant influx of chemicals it will never run out as do conventional fuel cells, such as batteries. Such reliability has seen this fuel cell used in submarines, spacecraft, and remote outposts, like weather stations.

Photovoltaic glass: Photovoltaic energy systems convert sunlight into electricity. Solar panels and solar cells have been in use for the past 50 years, becoming widely available after a government-funded programme in Germany in 2000. Whereas the cells

on solar panels are dark and opaque, scientists have spent years attempting to create transparent solar panels–which could take the place of glass. Early attempts failed: Where it was possible to lighten the glass itself, the efficiency of the system itself suffered drastically due to power loss.

This problem has largely been overcome by converting the light to electricity in the panel of glass itself, yet the price of photovoltaic glass remains quite high, making it inaccessible to the general public.

However, the potential in this method of generating power is immense: Whole skyscraper facades could be used to power the buildings themselves; greenhouses could power their own heating systems; and smartphones could solar-charge their batteries through the screen.

Whole skyscraper facades could be used to power the buildings themselves... and smartphones could solar-charge their batteries through the screen.


Michael Scott, Gold Training

A recent Seek survey has revealed that 57% of Australian employees are considering making a career change in the future and the main reason for people wanting to change careers is to increase their earning potential.

Seek also released figures early this year showing the highest paid industries with mining continuing to be the highest paid industry in Australia, with the national average salary of $115,000 and a Queensland average salary of $117,000.

Brett Bobongie has had a diverse career, spending 11 years as a chef, 10 years as a Stun Gunner at the meat abattoirs and has recently, as

Never Too Late For a Career Change

a Coal Mine Operator Trainee with WorkPac at Rio Tinto’s Hail Creek mine. Brett has always had a passion for operating machinery and started his new career learning pathway by enrolling into Gold Training’s Generic Induction – Surface Mining (GI) which covers the stipulated Queensland legislative Standard 11 minimum requirements for every coal mine worker. Brett also completed his First Aid course with Gold Training and is currently enrolled in the Certificate III in Surface Extraction Operations.

Brett enjoys his new role in the mining industry and believes that the training, staff and support he has received at Gold Training has given him the best start to his new career. Brett’s future career ambitions are to complete his Traineeship with WorkPac and to continue to upskill himself with the hope of one day becoming a Trainer and Assessor.

Forming part of the WorkPac Group, Gold Training Pty Ltd is the training arm of WorkPac, used to skill and upskill their employees, giving them the best opportunity to pursue career goals within the mining industry.

Pictured Above: Gold Training SEO Class Pictured Below: Brett Bobongie

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James Blake, Baseline

Multi-skilled personnel can operate across a variety of roles, substitute for more positions than they ordinarily occupy, and work together in a way more conducive to progress than they could otherwise.

Training provides for a more flexible, adaptable, and potent workforce, and is becoming more prevalent as people are forced to specialise, and as the job market becomes more competitive.

Whether in industry or in business, as a tradesperson or as a professional, training can benefit not only the individual, but also their employer, organisation, and industry at large. It can be applied at various levels, across a broad range of fields, and to many effects. Here are some of them:

Training for work health and safety

It is vital that any workforce is trained to the requisite industrial and legislative standards. It goes without saying that any measure taken to reduce the risk of accident or injury in the workplace is utterly worthwhile. From preventing the less-serious time off work and loss in productivity, to the critically serious risk of injury or death, safety training, and instruction in safety, health, and regulation, can be invaluable: Both to the workers who might suffer without said measures, and the employers liable for what may befall those in their charge.

Training for self-improvement

There are myriad opportunities for workers at every rung of the ladder to benefit from the kind of training

How Training Benefits Staff and Employers

that makes one a better employee, a better member of a team, and even a better citizen. Workshops teaching ways to promote teamwork, leadership strategies, and ways of managing stress or resolving conflict can help anyone, whether at work, or in their lives outside of work. The training and workshop models used to instruct people in any particular field can be, and have been, adapted to impart knowledge and technique on any number of personal, self-improving skills or qualities.

Refreshing and Upskilling

Training to refresh one’s skillset, or to negotiate new facets of a developing occupation, allows workers to maintain and sustain their positions, and to stay competitive in an increasingly unforgiving job market. Skills that are perhaps seldom used, or for which there are ever-expanding elements, require regular, if not constant, attention.

As technology advances at a breakneck pace, individual roles become increasingly specialised. As some methods become outdated or redundant, and as new industries are created or discovered, so must any workforce adapt to such changes. For both employees and their employers, upskilling keeps a workforce mobile, agile, and current. It closes those gaps created by technology, increases efficiency across the board, and

keeps workers just as relevant, vital, and employable as possible.

Such training also allows employers and businesses to reduce attrition in their workforce, accounting for turnover, employee dissatisfaction, and other undesirable aspects.

Bundling

The ‘bundling’ model equips individual workers with a variety of skillsets across what areas they may operate within or interact with on a regular basis. The inherent benefit of bundling is that it makes that worker more efficient, more versatile, and more able to function as part of a team. For example, a paramedic also trained in mines rescue and heights rescue will inevitably contribute to a greater degree, and can perform their primary function with greater efficacy. Bundling skills also makes the workers themselves more employable, and a greater asset to their place of work.

It benefits the employer in reducing the need for extra auxiliary staff, it allows them a more mobile workforce, and it enhances their ability to delegate tasks, and rely upon individuals to assume a wider range of responsibilities.

Ultimately, training is about improving efficiency and versatility—creating a multi-faceted workforce both prepared for change, and confident in its abilities. Training increases the safety of people at work, enables better adherence to regulations, maintains skillsets, keeps up with current trends in an ever-changing job-market, makes workers more employable, and saves employers money, time, and effort in the long run.

Some often consider training to cause attrition under the presumption that “if you train them, they will leave”. The reality is this: If you don’t train them; they will stay—unsuited, ill-prepared, or underqualified for any other prospect.

Some often consider training to cause attrition under the presumption that “if you train them, they will leave”. The reality is this: If you don’t train them; they will stay—unsuited, ill-prepared, or underqualified for any other prospect.

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Interview with Rob ChallinderBy Stephanie Gilmore, Energy Skills Queensland

We had the opportunity to sit down with Rob Challinder from the Australian Well Control Centre (AWCC) and talk about who they are and changes they are making in the industry.Tell us a little about what Australian Well Control Centre (AWCC) does; what are the industries you work with?

Australian Well Control Centre has deep roots in the oil and gas sector, specifically drilling and workover segment. AWCC primarily provides senior field personnel and Engineers with industry recognised Well Control Training. In addition to Well Control Courses, AWCC is providing the Industry Safety Induction (ISI) for new starters in Queensland, and as an RTO is providing, Certificates of Drilling in Oil & Gas (On shore) and Well Servicing Operations from Cert II to Diploma, for Drilling and workover personnel. Content of the courses are being written by experienced and respected industry leaders to ensure the content is relevant and

participants have a good experience while undertaking the qualifications. Building on strengths, AWCC is now providing General Inductions (GI) to the coal industry.

The workforce is changing rapidly. What keeps AWCC ahead of the game?

Feedback from course participants and industry personnel is invaluable in determining the effectiveness of current offerings and what to include in future products and services. With in-house experienced drilling industry personnel, AWCC can keep a close eye on industry activity and remain relevant with industry leading courses.

How is your company adopting new technology to the safety of workers and to increase efficiency?

Worker safety and efficiency comes from understanding the rules and applying them in the workplace – even when no one is watching. Delivering course content on behalf of Industry in a manner that encourages a positive safety culture is a key driver of AWCC.

How do you encourage creative thinking within your organisation?

Creating training packages for oil and gas industry personnel that are relevant, can be understood and appreciated by the participants.

What is the biggest challenge facing leaders/industry/business today?

The challenge in a cyclic commodity driven industry is to maintain knowledge and retain experience during a downturn and reducing costs while maintaining a stable and engaged workforce to operate equipment in the field efficiently and safely.

What are some trends that currently have an impact on the industry/company?

The worldwide activity slowdown in response to falling oil prices in recent years has seen a lot of talent leave the industry. Some people may choose not to return and less experienced personnel will take their place. The challenge for the industry is to deliver quality induction, mentoring and training packages and pass on as much knowledge as we can to the next generation of oilfield workers.


Stronger Growth

Migration is integral to our nation. Australia is one of the world’s most successful multicultural countries. But migration must be in the national interest and the Australian community must have confidence that skilled migrants come to Australia to meet genuine skills shortages.Subclass 457 visas will be abolished and replaced with a new temporary skill shortage visa with tighter conditions and stricter safeguards. This will ensure that foreign workers are only brought into Australia to meet genuine skill shortages. Some permanent skilled visas are also being enhanced.

Requirements are being strengthened for English language attainment, work experience, visa renewals, eligibility for permanent residency, and criminal history checks.

Businesses will only be able to hire foreign workers where there is a genuine need, with stricter market testing to safeguard Australian jobs.

Skilling Australians Fund

The Government will establish a new Skilling Australians Fund to ensure that businesses that benefit from employing skilled migrants are also equipping Australians with the skills they need.

Employers that sponsor migrants under the new temporary skill shortage visa and certain permanent skilled visas will be required to pay a levy which will provide revenue to the Fund.

Through the Skilling Australians Fund, an estimated $1.5 billion will

be provided over the first four years to underpin a new partnership with State and Territory Governments to train Australians, with spending prioritised towards apprenticeships and traineeships. The Fund, when matched with State and Territory funding, will support up to 300,000 apprentices, trainees, pre-apprentices and higher level skilled Australians.

These changes will give Australian job seekers the skills they need to find work, while ensuring Australia can attract the best and brightest from around the world.

Supporting Australians to work

Ensuring all Australians have opportunities to work by providing the training and support they need

All Australians have the opportunity to work and contribute to our economy.

The Government will spend $263 million to expand ParentsNext services nationally, to provide parents of young children with tailored support to improve their work readiness. The expanded ParentsNext will be delivered in two streams:

Nationally, to the most disadvantaged parents; and a more intensive service in 30 locations, focused on Indigenous parents. ParentsNext participants will receive personalised assistance, including advice on relevant education and qualifications, and training to improve numeracy and financial literacy.

Workforce participation and self-reliance are central to improving long-term wellbeing. The Government is strengthening participation requirements for welfare recipients

and introducing a new compliance framework with stronger penalties for persistent non-compliance by welfare recipients. This will ensure those who are able to work do so.

The recently legislated Jobs for Families Child Care Package will encourage workforce participation and place downward pressure on child care fees, while supporting early learning opportunities for children. The Government will invest $37.3 billion over four years to deliver more affordable child care, including before and after school care, for around one million families.

From 2 July 2018, a single simplified, means tested Child Care Subsidy will replace the Child Care Benefit, Child Care Rebate and Jobs, Education and Training Child Care Fee Assistance Programme.

The Government will introduce a Child Care Safety Net that will ensure that vulnerable families receive the support they need. The Child Care Safety Net will deliver early childhood education and care services for children in rural and regional areas and those from disadvantaged backgrounds or with additional needs.

These reforms build on the Government’s support for young Australians under the Youth Jobs PaTH program, which will help equip up to 120,000 young Australians with the skills and experience they need to get a job.

Australian Government 2017-2018 budget website: http://budget.gov.au/2017-18/content/glossies/jobs-growth/html/jobs-growth-08.htm

$1.5 Billion over the first four years Skilling Australians

Fund pools employer levies to train Australians


“Quote,”

By Kerry Fullarton Energy Skills Queensland

Energy Skills Queensland’s ‘Queensland Workforce Skilling Strategy’ (QWSS) has successfully led seven participants to employment in the telecommunications sector.

BSA, is a technical services organisation that assist clients in implementing their physical assets in the areas of Building Services, Infrastructure and Telecommunications. BSA have recruited seven new trainees from the QWSS telecommunications programs in the Gold Coast and Ipswich regions for NBN telecommunications jobs. Through the QWSS, participants successfully completed the

QWSS continues to succeed

nationally recognised Certificate II in Telecommunications Cabling qualification and will be provided ongoing mentoring support from BSA, NBN and Energy Skills Queensland.

Energy Skills Queensland’s QWSS work in the workforce skilling and employment arena aims to build, attract and retain a skilled workforce to meet the economic needs of Queensland, to minimise skill shortages and maximise the State’s ability to respond to new opportunities. This training is proudly funded and supported by the Queensland Government through its Skilling Queenslanders for Work initiative. Eleven participants from the Ipswich program graduated at Booval on 11 April 2017 with current programs being delivered in the Rockhampton and Logan areas.

By Stephanie Gilmore Energy Skills Queensland

Congratulations to local Rainbow Beach resident Kerry Fullarton who was a finalist in the BHP Billiton Queensland Resources Council Women in Mining and Resources Queensland Awards.

Kerry was a finalist in the Gender Diversity Champion in Queensland Resources category. The award ceremony took place at the Women in Mining and Resources Queensland International Women’s Day breakfast, held in Brisbane.

In 2016, Kerry also received third place in the Australian Centre for Leadership for Women Awards Diversity category. The awards were held at Parliament House in Sydney and acknowledged Kerry’s work in empowering rural, remote and regional women through the Queensland Workforce Skilling Strategy with Energy Skills Queensland over the past five years.

Also in 2016, Kerry was a regional finalist in the Sunshine Coast Community Leader of the Year Australian Institute of Management Leadership Awards, acknowledging her work with the Queensland Workforce Skilling Strategy, as well as other community volunteer roles.

Kerry is currently project managing the CR Rail Employment Project and the NBN Telecommunications projects across Queensland.

Queensland Resources Council Award

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Energy Skills Queensland received a boost to their training and employment programs through the successful application for a community grant from the Brisbane Airport Community Giving Fund.Brisbane Airport Community Giving Fund have awarded Energy Skills Queensland a grant of $1,000 in the current funding round which will provide Aboriginal and Torres Strait Islander People on the CR Rail Employment Project - Brisbane intake with program necessities including

Brisbane Airport Corporation


13 Coolangatta jobseekers undergoing training with Energy Skills Queensland via the Queensland Workforce Skilling Strategy (QWSS), have attained entry-level rail labour roles with CR Rail. All participants in the program completed the training and graduated at The Kirra Sports Club, supported by friends and family.Commencing on 30 November 2016, 3 people from diverse backgrounds underwent training as part of the QWSS

CR Rail program; this training is proudly funded and supported by the Queensland Government through its Skilling Queenslanders for Work initiative. The QWSS-CR Rail employment program provides the requisite skills to those seeking an entry-level role in the rail industry, as well as granting participants a competitive advantage over other applicants in their region.

Initially, QWSS rail program participants underwent the soft skills component where they completed theory training to develop generalist work skills in areas such as resume building, occupational health and safety and interview techniques.

This component, provided by Energy Skills Queensland, was followed by 10-weeks of nationally accredited training and workplace experience with Kevesther Training the programs Registered Training Organisation.

On completion of the 10 weeks, all participants were awarded the Certificate II in Rail Infrastructure as well as the Rail Industry Worker Card, required industry competency inductions, additional SARC competencies and Construction White Card. Post-participation support continues to be provided to program participants, ensuring they have support and assistance beyond employment.

CR Rail, which provides professional rail construction and maintenance services to corporate and government clients throughout the country, employed 6 of the 13 program participants for employment on various projects. No matter who the jobseeker, their swift entry into gainful employment is paramount to the QWSS initiative, and all project partners responsible for effecting its purpose should take pride in their accomplishment.

Personal Protective Equipment. The grants were hotly contested, with competitive submissions received from many worthwhile organisations.

To celebrate, Program Coordinator, Kerry Fullarton attended a special ceremony and morning tea on Wednesday 3 May 2017 at Brisbane Airport Corporation HQ to receive the grant presented by Julieanne Alroe, CEO and Managing Director of Brisbane Airport Corporation Pty Limited.

Thanks and appreciation go to Brisbane Airport Corporation for supporting the Energy Skills Queensland - Queensland Workforce Skilling Strategy and local community members.


By Shelley Jackson, Energy Skills Queensland

Dancing CEOsEach year, Brisbane’s leading CEO’s swap the boardroom and office attire for frills and dancing attire, much like our CEO Penelope Twemlow did when she took to the stage in her dancing debut, marching out in oversized military fatigues and shaking her tail feather for charity.

Dancing CEO’s raises money for Women’s Legal Services, a specialist community legal and social support centre, with its mission being to advocate and achieve justice for

Positive Footprints in our Community

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women experiencing domestic violence.

Penelope and Energy Skills Queensland raised over $23,000 towards to total $260,000 raise for the cause this year. Special thanks to corporate sponsors MCG Group Pty Ltd, CR Rail, Busy at Work, Energex, Performance on Hand, Chelle Corporation Pty Ltd for their ongoing support for this important initiative.

Share the DignityEnergy Skills Queensland proudly supports Share the Dignity – a charity which provides sanitary items to homeless women and domestic violence shelters.

During April, Share the Dignity ran a collection drive for feminine hygiene and relief items including deodorant, toothpaste, hairbrushes, shaving items and make-up. Energy Skills Queensland was a designated collection point for the Toowong area. Over the course of the month, Energy Skills Queensland over-filled collection boxes with donations from staff as well as the general public and local businesses.

Donations have been collected by Share the Dignity headquarters who will now sort donated items and distribute them to local respite centres from the greater Brisbane and Logan areas.

By supporting charities that support the local area, Energy Skills aims to widen our community footprint and strengthen the community action needed to evoke change to help all Australians, especially our most disadvantaged and vulnerable.

By supporting charities that support the local area, Energy Skills aims to widen our community footprint and strengthen the community action needed to evoke change to help all Australians, especially our most disadvantaged and vulnerable.


SkillPASS registered contractors17,000+

Online training completions8,400+ 1,300+

Face-to-face training bookings

Since 2014, SkillPASS has achieved

New contractors in the last 30 days

600+Skills added in the last 30 days4,500+

And growing

INDUSTRYINDUSTRY


TRAINEDTO WIN

digital disruptionemerging technologiesand

By Dougal Warby, Energy Skills Queensland

On the morning of May 10, Energy Skills Queensland’s Trained to Win event took place at the newly opened event space at Figs on Sylvan in Toowong, Brisbane. With over 65 attendees from the telecommunications, training and energy sector, delegates braved the first cold morning of the year to hear from three renowned technologists, futurists and scientific experts.

John Phillpotts from the CSIRO discussed the Network Transformation Roadmap, focusing on the system level transformation. John expanded on the roadmap outcomes of the cumulative electricity system total expenditure to 2050,

and the projected savings in average residential bills, broken down by household type.

Professor Peta Ashworth, Chair in Sustainable Energy Futures, explored public attitudes towards energy technologies. She discussed results from a large scale survey, outlining our beliefs in climate change and its causes, how Australia will respond through lifestyle choices and the effect it will have on energy availability and affordability.

Wrapping up the presentations was Professor Chris Greig, Director of the UQ Energy Initiative and the Dow Centre for Sustainable Engineering Innovation. Chris presented on the broader challenges facing the national and global transition of the energy sector to lower carbon.

After a Q&A session with the presenters, the majority of delegates stayed another hour to network and catch

up with friendly faces. Trained to Win events are great for building industry relationships and a fantastic opportunity to strengthen business outcomes.

Thank you to our sponsors Australian Well Control Centre and Baseline Training for their ongoing support. We hope everyone who attended had an insightful and enjoyable morning. We look forward to seeing you all at our next event.

Trained to Win: Digital Disruption and Emerging Technologies

TRAINING

emerging technologies


SCAN TO SUBSCRIBE TODAY

kEEP UP-TO-DATE wITh ThE lATEST INDUSTRY NEwSVisit www.energyskillsqld.com.au

Since its reintroduction on 1 July 2015, the Skilling Queenslanders for Work initiative (SQW) has produced numerous good news stories and positive, life-changing outcomes for participants. This can mostly be attributed to the hard work and commitment of organisations funded to deliver the SQW programs.

The Department is seeking to promote participant good news

stories. Many of you provide good news stories through monthly reporting and the stories can continue to be captured in this way. However, if you would like to highlight an individual good news story or project achievement, please feel free to also forward these directly to the SQW team at [email protected].

Please ensure you gain the participant’s consent using a project

consent form. If a participant is under 18 years of age, please arrange for the parent/guardian to sign the consent form.

We look forward to showcasing the positive outcomes being achieved on SQW projects!

If you have any questions regarding good news stories, please contact the SQW team by email at [email protected].

Do you have Good News?

Many Worksites

Want to know more? For more information please contact the SkillPASS team:

Phone: 07 3721 8800 Email: [email protected] Web: www.skillpass.com.au

SkillPASS demonstrates a worker is competent and safe to operate across many worksites by storing all competency documentation on one card.

The SkillPASS competency management system minimises the risk of untrained personnel operating in many industries.

One Card

Copyright ©2016 All rights reserved to Energy Skills Queensland Inc. 01_1300.01

ENERGY SKILLS QUEENSLAND www.energyskillsqld.com.au | [email protected] BRISBANE 70 Sylvan Road, Toowong | PO Box 607, Toowong Queensland 4066 | Phone: 07 3721 8800 | Fax: 07 3870 9291

ENERG SKILLS QUEENSLAND - energyskillsqld.com.au · impacting the way we work and live. As we have...

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