Lesley Wemyss Private provider Mining industry context 70% of business non-accredited training work Industry dominated by very traditional modes of teaching, majority is non-accredited, lots of informal. So a lot of activity is not visible and not recorded in statistics - nationally the picture is missing large chunks of activity. Training is about compliance, productivity, induction (to get up to speed). $1200 per person just for induction before they even walk in the gates. BHP Billiton - description of ideal employee is very much employability skills focussed. High competition for workers. Leading to skills gaps in towns surrounding mines, also infrastructure, housing pressure. Support for trainers in industry - quite often do initial qual and then no more. This has impact on type of training and assessmnt offered. Decisions driven by managers who are not necessarily trainers. Another aspect of mobility into industry is that they don't generally have a safety culture - heightens the risk. Farewell to Fast Followers and Hello to Rapid Movers. We don't have the luxury of making ten year plans. 2006 Industry Engagement Project with BHP Billiton. Research turned up about 60 different approaches and models. Aim to develop a solution that could be used across many locations. CD format to get over firewall issues, mix of text, audio, formative assessment, self measurement of need to refresh skills/knowledge. "blended learning itself is not new, the tools that we have at our disposal are" Berman Opportunities when floods shut down sites - training! Auditing Training Case Study - how to make it exciting?? From a business perspective question Lesley asks is how can I add value to the business? Practical outcome had to be achieved, had to meet needs of a diverse group of employees. Role plays where they had to dress up in costume and act accordingly in their character eg pirate, fairy etc. This could be a great approach for lead auditor training at TAFE. Lesley suggests that there are three stages to development as a vet practitioner 1 quals 2 learn from experience 3 higher order skills. To be able to run marathon alongside industry, people need to be at stage three. Unfortunately many stop at the very start of stage two. Need higher levels of professional development for industry based trainers and assessors, especially assessment. Case study 3: elearning innovation project looking at RPL. Long list of industry partners. Q&A To what extent is mining driven more by compliance than other industries? Hugely! Why the lack of particiption by industry trainers in further PD? Too hard to access, logistics, doesn't meet their needs, whole quals not of interest. Also focus in businesses is on machine skills rather than development as a trainer. Are they typically mine workers who have moved into training role? Yes, people get moved into the roles sometimes, rather than being a conscious career choice. Perhaps don't have the higher order assessment skills to recognise training that has been done elsewhere, even cross-sites in the same company. work being done by Mining Industry Skills Council about transportability. Variation between different sites a real challenge .