Arnhem Land Progress Aboriginal Corporation
(Galiwin’ku, Milingimbi, Ramingining and Gapuwiyak) |
“Stepping up: Training and Mentoring for Retail Team Leaders”:
Up-skilling mature retail employees who face skills redundancy; developing vocationally competent team leaders as on-site trainers; and recruiting and qualifying new employees. |
1/7/10 – 30/6/11 |
A pathway is established to create effective supervisors/team leaders. New employees are progressing through a retail apprenticeship. A transferable model for workforce strategic planning. |
Association of Northern, Kimberley and Arnhem Aboriginal Artists
(Participants from art centres at Milingimbi, Ngukurr, Yirrkala, Borroloola and Nguiu) |
“Indigenous Arts Worker Professional Development Program”
An intensive professional development program for art workers to gain increased skills and industry networks to further their careers in art centres. |
1/7/10 – 30/6/11 |
A case study of career development and the outcomes of training, work-based support and industry placements. |
Batchelor Institute of Indigenous Tertiary Education
(Batchelor, Nguiu, Tennant Creek) |
“Workforce re-orientation: Indigenous jobs and training in remote community housing management”
To trial a training and workforce development model for community housing officers in remote communities.
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31/7/10 – 31/7/11 |
Participants complete a skill-set, are positioned to complete the Certificate III in Social Housing and secure employment as Community Housing Officers (CHOs).
A job description and recruitment package for CHOs in the housing management sector. A toolkit for CHO induction. |
Central Desert Shire Council
(Lajamanu and Yuendumu) |
“Fire Warden and Emergency Procedure Training for Central Desert Shire”
Upskilling of Indigenous employees. |
1/7/10 – 30/11/10 |
Participants can identify safe work practices in maintaining emergency equipment and procedures. Participants are promoting safe work practices in their worksites. |
Centrefarm Aboriginal Horticulture Limited |
“Growing Future: Workforce Development”
To develop a systematic pathway to long term employment in the local economy for people at Ali Curung and Murray Downs. |
1/7/10 – 30/6/11 |
Local people are placed in employment in local industries.
A case study which tracks the development of a coordinated approach and handover to a local Service Provider’s Action Group. |
Charles Darwin University
(resources for use across NT) |
“The Indigenous Rangers’ i-tracker training development project”
To develop, trial and evaluate a training program and learning tools on the use of the i-tracker to collect and report biological information. |
1/7/10 – 30/6/11 |
Indigenous rangers are competent and confident in using i-tracker to collect accurate data in the field. |
Dundee Rock Pty Ltd
(Wadeye) |
“Indigenous Painting and Waterproofing Applicator Program”
To teach local community members to be proficient and capable in these skills. |
1/6/10 – 27/10/10 |
On-site skill development for employment in community projects as house painters and waterproofing applicators. |
Ingkerreke Outstations Resource Services Aboriginal Corporation
(from Alice Springs base) |
“Ingkerreke All Trades Apprenticeship Development Program”
To create an opportunity for trades assistants to gain an understanding and respect for their ‘trade of choice’. |
1/3/10 – 30/6/11 |
Trades assistants receive mentoring and on the job training in diverse trades, and make informed choices around apprenticeships.
A documented case study including participant and supervisor feedback. |
IS Australia
(across NT) |
“Capacity building for Indigenous employment in the oil & gas and civil construction industries“
Contribution to a project that models strategic coordination for employment in the oil & gas and civil construction industries in regional and remote areas. |
1/7/10 – 30/6/11 |
Workforce development strategies and plans are developed to embed sustainable employment and career progression.
One-stop online service portal for industry access to a skilled labour pool is established and evaluated.
A system is installed to monitor and record placement in the industries in regional and remote areas over time.
Case studies, including a good practice model(s). |
| Laynhapuy Homelands Association Inc. |
“Pilot Training Program: Centralisation of VET Coordination in the Laynhapuy Homelands – Second Extension.” |
1/7/10 – 30/6/11 |
Indigenous persons achieve employment outcomes and/or benefit from workforce development strategies.
Evaluation of the pilot. |
Major Industries Training Advisory Council
(Maningrida) |
“RAPS Maintenance Worker development project”
To develop innovative learning strategies and resources to raise the graduation rate of participants in Certificate II in Remote Area Power Supply Maintenance, and to prepare participants to achieve sustainable employment. |
1/6/10 – 31/12/10 |
Improved graduation rate. Potential employers rate graduates as technically competent. Graduates receive employment offers.
Recommendations for training in abstract concepts. |
Maninh Kirnmu Projects
(Manthathpe, a subdivision of Wadeye) |
“Werrk Store (Manthathpe) – Building Local Retail Skills & Capacity”
To skill community members to work in a locally-owned community store. |
1/7/10 – 31/12/10 |
Local people increase their skills and capacity to work in the retail industry. |
Minerals Council of Australia NT
(participants from Groote Eylandt, Jabiru and Batchelor) |
“Pilot pre-employment program for Indigenous employees in the mining industry.”
Contribution to a pilot, pre-employment program that supports sustainable attraction, recruitment and retention methods to develop an Indigenous workforce. |
1/7/10 – 30/6/11 |
Participants complete the six month program and are offered continuing employment.
Evaluation of the pilot program, including the concept of a training camp. The employment and training model is developed. |
Northern Territory Cattlemen’s Association
(resources for use across NT) |
“Increase pastoral Indigenous workforce outcomes through targeted OH&S awareness”
Ensuring new participants in the pastoral industry have occupational health and safety information. |
1/9/10 – 17/6/11 |
Creation and distribution of learning materials on occupational health and safety to Indigenous participants in the pastoral industry. |
Northern Territory Council of Social Service
(participating organisations across NT) |
“NT Community Sector Workforce, Increasing Indigenous Participation Project”
Providing one-on-one mentoring to equip participating community organisations to effectively recruit and manage Indigenous employees. |
1/7/10 – 30/6/11 |
Participating community organisations have workforce planning capacity to include and retain Indigenous people in the sector. |
Palngun Wurnangat Association
(Wadeye) |
“Women Working Together in Wadeye”
A mentoring and training program for new trainees to develop retail and food preparation skills and move from CDEP to real jobs. |
1/7/10 – 30/6/11 |
Local women take up ongoing employment at the Mi Patha take-away store. Trainees complete Certificate II in Retail.
A good practice model is documented. |
| Roper Gulf Shire Council |
“Remedial teaching resources for Construction training”
To increase completions of certificates in construction. |
1/7/10 – 28/2/11 |
Demonstration of a method that supports participants to complete the units; ‘Read and interpret plans and specifications’ and 'Carry out measurements and calculations’.
A model for the provision of local, additional training and mentor support to ensure successful completion of accredited training. |
Starfish Services (Aust)
(Barunga, Beswick, Willowra) |
“Outback Stores Retention Project”
To pilot good practice strategies to support employment retention in remote locations. |
12/7/10 – 17/12/10 |
Participants complete training program and are referred to employment opportunities.
Good practice strategies are documented. |
Tangentyere Learning Centre
(Alice Springs) |
“Youth and Family Services Employment Program”
To train Indigenous people for employment in family and youth services. |
1/7/10 – 30/6/11 |
Participants move off CDEP and into employment on completion of their training.
An employment and training model for youth and family services organisations to build their workforces. |
Traditional Credit Union
(TCU offices) |
“REIIL jobs - Remote Employment and Inclusion through local Indigenous Leaders”
To involve respected members of Indigenous communities in mentoring staff employed at TCU branches. |
1/7/10 – 30/06/11 |
A case study of employment and retention strategies in remote communities in the services sector and an outline of the mentor induction program. |