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Energy Skills Queensland Submission

View MEA’s recent submission to Energy Skills Queensland, calling for:
  • A continuation and extension that the apprentice and employer are at the centre of the VET system design to achieve maximum potential.
  • Ongoing and extensive industry skills analysis and need identification matched to regional economic data to anticipate need.
  • A continuum of education that removes the checkpoints / barriers between high school vocational education and university learning.
  • Ensure that both public and private training suppliers are available to provide pre and post trade training both accredited and non-accredited.
  • Allowing and encouraging multimodality training with particularly focused on reducing costs for employers in rural and remote locations.
  • An extension of practical application of VET skills through increased employer participation of up to 3 days per week.
  • Institutional based apprenticeship’s that allow for higher educated participants to quickly assimilate technical knowledge which will facilitate apprenticeship experience and competency assessment whilst maintaining contact hours requirements.
  • A significant investment in STEM skills education and review of the pass marks for mathematics for the QCE.
  • A review of the Electrotechnology training package to examine it being realigned to certificate IV or diploma level.
  • Implementation of renewed funding model for long term competencies to allow for improved financial viability of private RTOs and GTOs.
  • A centralised assessment and apprenticeship placement system to ensure supply and quality of apprentices, employers and RTO’s.
  • A review and assessment of the number of electives being delivered in Queensland by RTO’s to assess if those match the requirement of the training needs of employers
  • Increased and specific mentoring of students and increased training of tradesman in how to supervise and mentor an apprentice.
  • Investigating ways businesses can improve part-time and flexible working hours in a mobile, asset intensive industry particularly for female employees and people with caring responsibilities.
  • Ensuring a CSO on training opportunities in regional and remote locations that maintain pace with population and apprenticeship growth. This will maximise opportunities for training and apprenticeship to maintain skills in these locations and provide opportunities for youth and indigenous apprentices.
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