Plant operator Earthmoving plant operator (721211) Certificate III in Civil Construction Plant Operations Road construction (Asphalt) Road roller operator (721915) Paving plant operator (721913) Certificate III in Road Construction and Maintenance Project manager Construction project manager (133111) Certificate IV in Building and Construction (Building) Certificate IV in Building and Construction (Site management) Diploma of Building and Construction (Building) Building surveyor / Building inspector Building inspector (312113) Diploma of Building Surveying Advanced Diploma of Building Surveying Estimator Construction estimator (312114) Certificate IV in Building and Construction (Estimating) Business services Accounting Accountant (General) (221111) Certificate IV in Accounting Diploma of Accounting Advanced Diploma of Accounting Waste management drivers Recycling or rubbish collector (899611) Certificate III in Asset Maintenance (Waste management) Certificate IV in Asset Maintenance (Waste management) Sustainability assessors Environmental manager (139912) Certificate III in Asset Maintenance (Waste management) Certificate IV in Asset Maintenance (Waste management) Certificate IV in Home Sustainability Assessment Continued on following page Community services and health Aged care workers Aged or disabled carer (423111) Certificate III – Aged care Certificate III – Home and Community Care Certificate IV – Home and Community Care Certificate IV – Nursing Certificate IV – Allied Health Assistance Diploma – Nursing for (a) new entrants and (b) existing workers Enrolled nurses Enrolled (411411) Certificate IV – Nursing Certificate IV – Allied Health Assistance Diploma – Nursing for (a) new entrants and (b) existing workers Children’s services workers Child care worker (421111) Certificate III – Children’s Services
Occupations in demand and critical shortages in 2012 The table below summarises those occupations cited as being in demand and those experiencing critical skill shortages in 2012, based on advice provided by CS&H ITB. These occupation lists were determined by CS&H ITB following formal engagement with industry. All occupations in demand are also considered skills shortages, and the list remains the same as in 2011. Occupations in demand and experiencing critical skill shortages Occupations in demand Industry title ANZSCO classification Aged care workers Aged or disabled (423111) Enrolled nurses Enrolled nurse (411411) Children’s services workers care worker (421111) Child protection workers Family support worker (411713) Welfare worker (272613) Disability services workers Disabilities services officer (411712) Community care workers Community worker (411711) Occupations experiencing a critical skills shortage Industry title ANZSCO classification Aged care workers Aged or disabled carer (423111) Enrolled nurses Enrolled nurse (411411) Children’s services workers Child care worker (421111) Child protection workers Family support worker (411713) Welfare worker (272613) Disability services workers Disabilities services officer (411712) Community care workers Community worker (411711) The table below outlines qualifications which are required for occupations experiencing a critical skills shortage. Qualifications required for occupations experiencing critical skill shortages Occupation (Industry Qualification Aged care workers Certificate III – Aged care Certificate III – Home and Community Care Certificate IV – Home and Community Care Certificate IV – Nursing Certificate IV – Allied Health Assistance Diploma – Nursing for (a) new entrants and (b) existing workers Enrolled nurses Certificate IV – Nursing Certificate IV – Allied Health Assistance Diploma – Nursing for (a) new entrants and (b) existing workers Children’s services workers Certificate III – Children’s Services Diploma – Children’s Services (Early Childhood Education and Care) Diploma – Children’s Services (Outside School Hours Care)
Industry outlook The food processing industry has been experiencing a general trend towards increased consolidation and greater foreign competition for some time. In the short term, the outlook for the industry also depends on favourable weather conditions for local agricultural production and the level of the $A. Victorian farmers have benefited from favourable seasonal conditions and good rainfall in 2010 and 2011. The rainfall that boosted Victorian crop production was also a blessing for irrigation-dependent farms in the . Water storages in dams are now just below 80% of capacity, compared with 52% as recently as a year ago. The improved conditions for Victorian agriculture are also favourable for the local food processing industry. The increased water storages in the will be a positive in the medium term, especially for production and processing of meat and dairy. In some sectors of the food processing industry, input prices determined on international markets are important drivers of production costs. Most agricultural commodity prices are relatively high in historical terms. Sugar prices were pushed very high in January after Cyclone Yasi and, despite easing back more recently, remain relatively high. That is having an effect on the confectionery industry based in . The impact of the high $A and the trend toward consolidation in the food processing industry are illustrated by recent high profile factory closures during the course of 2011 to date. These include the closure by SPC Ardmona of a manufacturing facility in northern Victoria with the loss of around 150 jobs, largely due to the impact of the $A making competing imported products cheaper and its export business uncompetitive. recent announcements include HJ Heinz reducing the size of its Australian workforce by 20% or 346 jobs, and closing a tomato sauce factory at Girgarre in northern Victoria with the loss of 146 jobs, while Lion (previously National Foods) announced that it would close its Simpson and Campbellfield cheese making sites over three years, with the loss of 133 jobs. Employment outlook – Victorian food processing industry Source: Deloitte Access Economics, Australian Bureau of Statistics
Coverage: Racing – including harness and greyhound racing Specific industry and business cycle drivers: rate of baby boomer retirement (more people to spend more time at the track and increased opportunity to be involved in racing pursuits) and, over the longer term, differential demand by age (the potential for individuals to become more active bettors as they age). Recent relative sectoral performance rating: Low Expected relative sectoral performance rating: High Summary of ITAB advice and consultation Market effectiveness The view of Racing Victoria is that, in general, the training required by industry has been met by the training providers. However this is largely due to additional funding provided by Racing Victoria or due to mandatory requirements for training in order to gain a license. For example, in 2009 the Racing Victoria Board approved funding of $400,000 over two years to support the mandatory training of stable employees to ensure that participants had the necessary skills and knowledge to perform duties efficiently and safely. From August 2011 all stable employees have been required to complete this training to be registered and Integrity Services ensures that compliance is being monitored by relevant participants across the industry. Over the two years, 2,768 participants have undertaken and completed the required training with a range of providers. This initiative has established a minimum standard for new entrants and upskilled the existing workforce. Additional benefits of the mandatory training has been that a number of participants have undertaken full Certificate II and III courses as opposed to just the two compulsory units, either at their own initiation, or at the suggestion of their employer, industry body or training organisation. Also, the training helped to identify literacy and numeracy problems (particularly among older workers), who were reluctant to undertake training. Racing Victoria worked directly with these people, assisting them to complete any paperwork and further helping them through the process. A 2010 pilot program designed to address the shortage in track riders was delivered over 2011. The track rider program continues to be delivered in partnership with South West TAFE (Glenormiston), and is also supported through a Federal funding grant received with assistance from Agrifood Skills Australia. The program has run camps at the intermediate and advanced level. Industry placements are generally made following competency at the advanced camps. However, some placements have been made following intermediate camps. All ten students from the
Coverage: Cookery, Hospitality, Holiday parks, Tourism, Hospitality and events, Beauty Services, Floristry, Funeral, Hairdressing, Other Personal Services, Retail and Wholesale. Specific industry and business cycle drivers: Population growth, ageing population, overseas tourist arrivals, $A, petrol prices, interest rates, employment growth and consumer confidence. Recent relative sectoral performance rating: average Expected relative sectoral performance rating: Below average Summary of ITAB advice and consultation Market effectiveness A number of examples of market effectiveness were provided by Service Skills Victoria (SSV) in terms of both success and failure. The successes generally relate to the development or take-up of training while the failures relate to thin markets and training quality. One example of success is in relation to the development of a suite of qualifications in the new training package. These include: Vocational Graduate Certificate in Hairdressing Diploma of Salon Management Vocational Graduate Certificate in Retail Leadership Vocational Graduate Certificate in Intensive Pulsed Light and Laser Reduction Each of these relates to a part of the services industry that often experiences problems with retention. These qualifications help to address that issue by providing a clearer pathway for career progression. Each also addresses specific needs in the market. For example, the Vocational Graduate Certificate in Intensive Pulsed Light and Laser Reduction previously did not exist and training was generally provided by the vendor. The Retail Excellence in Victoria project provides an example of a successful collaboration between the industry and training sectors. The program funds a position to work with both employers and training providers to help meet industry’s needs. It also includes a mentoring program for people involved in training, to help improve outcomes and completion rates. This has seen increased enrolments in existing qualifications, such as the Certificate IV in Retail and the Diploma in Retail Management. On the hand, qualifications in the Retail sector are experiencing difficulties due to adverse incentives created by the Federal Government’s traineeship incentive. The Diploma of Business (Management) is considered a traineeship under this system, whereas the Diploma of Retail Management is not. Even though the latter is better tailored to the