FLL-ing

Certainly not a wasted morning

On Tuesday morning I met with Anna Henderson, a current FLL, who filled me in on the findings of her project so far.

The Waste Management industry does not have a long history of formalised training, the competency standards were endorsed in 2000 and some areas of Australia have taken them on more than others. A number of factors contribute to the flexibility of training in this area:
- not many RTOs delivering
- RTOs delivering out of their normal geographical area
- no long history of formal training in area - and no baggage!
- many large firms operating in industry
- RTOs promoting to industry the value of participating in training

Training mainly happens on-the-job facilitated by an external trainer eg - a crew may come together at the start of a shift, the trainer tuns through some underpinning knowledge and demonstrations, then the crew gets to work. Observation and some role play or simulation are used as assessment methods along with workplace supervisor feedback. Role plays and simulations are used in areas of higher risk eg toxic waste or confined spaces.

Generally Anna has found that the industry is not keen on the idea of elearning, or use of audio cds in trucks, but it may be used as a tool for entry into training markets such as SE Asia. This resistance may be due to a very practically focussed industry where employees are 'in there doing it.' The industry is also seeing a shift from waste transport to waste minimisation.

The Waste Management Industry has links and many shared competencies with the Transport and Distribution Industry where the training culture is slightly older. The success of the Transport Training Package was promoted to the Waste Mgt Industry.

Drivers for developing a training culture in Waste include:
- compliance
- interest in environmental factors
- enterprising RTOs
- (Training) Board member enthusiasm

The main push for developing a training culture has come from industry where large companies who serve large areas can see a need for it. There is some prevocational training, but the majority of training happens on the job for people employed in the industry. The training in industry has created enthusiasm- generally people working in this field have not been academically successful, and recognising the skills workers have, really excites them. When learners do well, they re-engage with education. Having training happen on-the-job makes it more engaging, minimises literacy issues, uses a buddy system so learners can rely on each other's knowledge.

I look forward to seeing Anna's final presentation.

Posted by Kirsty at August 17, 2004 10:08 AM