The following questions may help answer any general questions you might have about competency based completions? Click on the specific link to see the question and answer, or read through all of them.
Yes. Competency based completion affects all trades under all apprenticeship arrangements, including existing worker and school-based apprenticeships.
Yes. A number of industries have already had competency based apprenticeships operating.
For the engineering industry this arrangement started 1 January 2008. A number of trades moved to the competency based completion model in July 2010, and the automotive, electrical, plumbing, carpentry and joinery trades all moved to competency based completion on 1 January 2011.
Yes. Competency based completion arrangements have always been in place for traineeships.
In some industries the achievement of specific competencies will result in wage increases. For information on these industries, or any other terms and conditions, contact the Fair Work Ombudsman.
Fair Work infoline
Tel: 13 13 94
Additional information is available from the Fair Work Ombudsman website.
Previously, apprentices had to complete the required training and prove their competency. However they were unable to complete their apprenticeship until they had finished the period of time specified in their Training Contract or sought approval from their employer to complete at a different point in time.
For all Victorian apprentices commencing training from 1 January 2011, the apprenticeship will be completed when:
the training provider assesses the apprentice as competent; and
the apprentice’s employer confirms that the apprentice has demonstrated those competencies in the workplace necessary to complete their qualification, and by doing so complete their training contract.
This means the apprentice’s training can be more individualised to meet the specific needs of the apprentice and their employer, and the apprentice will be able to complete their apprenticeship at their own rate based on their demonstrated abilities.
The key change to the process is that the employer will be periodically asked by us to confirm the apprentice’s ability to perform competencies in the workplace - which have been taught and assessed by Bendigo TAFE through the apprentice’s training.
Before completing the contract, we are also required get written confirmation from the employer that the apprentice has demonstrated any remaining competencies and that they understand that their confirmation of the final competencies will end the apprenticeship.
If the apprentice is not assessed by us as competent then further training or experience in the relevant competencies may be required – either on or off the job – before the apprentice is considered competent.
Similarly, if the employer does not think that the apprentice has demonstrated the competencies necessary to complete their qualification, then Bendigo TAFE and the apprentice may agree with the employer on further training or experience in the relevant competencies.
Failing agreement on a way to demonstrate competency to the satisfaction of Bendigo TAFE, the employer or the apprentice should contact an Apprenticeship Field Officer by calling the Skills Victoria service:
Apprenticeship Administration Information Line, Skills Victoria
Tel: 1300 722 603
www.skills.vic.gov.au
The process for competency based training and completions, including issue resolution, can be found on the Competency Based Training and Completion page of this website.
To support planning, training contracts still have a notional completion date, termed a ‘nominal duration’.
Training contracts can be extended by mutual consent if the apprentice does not attain all the competencies during the nominal duration of the training contract.
This can be arranged by the employer contacting their Australian Apprenticeships Centre.
No. For all Victorian apprentices commencing training from 1 January 2011, the apprenticeship will be completed when:
We assess the apprentice as competent; and
the apprentice’s employer confirms that the apprentice has demonstrated those competencies in the workplace necessary to complete their qualification, and by doing so complete their training contract.
Bendigo TAFE |
Bendigo TAFE will conduct a pre-training review with the apprentice and develop and implement a training plan with the employer and the apprentice. As part of this you will agree on methods for contacting the employer to discuss the progress of their apprentice, and have agreed timeframes for their confirmation of the apprentice’s workplace performance. You will then need to implement these agreed actions.
An important aspect of this is to confirm with employers who are not directly supervising the apprentice’s work each day, who will be responsible for supervising the apprentice for the purposes of confirming competence. |
For employers |
You will need to ensure that your apprentice is enrolled in their training, and work with Bendigo TAFE to develop and implement a Training Plan to meet the needs of your apprentice and your business. You will need to agree with Bendigo TAFE on the method that they will use to contact you to discuss or confirm your apprentice's progress and workplace performance. You should also agree on how long it will take you to provide that feedback to Bendigo TAFE.
It is important to establish your internal business communication processes for confirming your apprentice’s progress so the apprentice, Bendigo TAFE and you the employer share a common understanding of all requirements leading to the completion of the apprenticeship. |
For apprentices |
You will need to participate in a pre-training review and assist in the development of a Training Plan that your employer, Bendigo TAFE and you will sign. You will then need to participate in training as agreed. |
Training Contracts will continue to include a notional completion date, termed a ‘nominal duration’. The nominal duration assists the planning process for apprenticeships. However, under competency based completion this duration is not binding. Some apprentices will complete earlier, some later than the nominal duration.
The actual end date for the contract is whatever is the date that the employer confirms in writing that the apprentice has demonstrated in the workplace the final competencies required for the qualification. If the apprentice needs time to achieve competency beyond the nominal duration, the contract can be extended on the agreement of all parties.
Yes. Time credit can still be granted against the nominal duration where this is agreed between the apprentice and the employer at the start of your new contract. The amount of credit should be noted in calculating the nominal duration, so that everyone is in agreement about your entitlements.
For advice regarding any possible wage implications you will need to contact Fair Work Australia.
Fair Work infoline
Tel: 13 13 94
Additional information is available from the Fair Work Ombudsman website.
Existing time based credits will continue to apply on the nominal duration and noted at the start of the apprenticeship.
Where a student has completed a Certificate II as an SBAT and then wants to start a Certificate III apprenticeship or traineeship then normal credit transfer arrangements apply.
Students undertaking a Certificate III School Based Apprenticeship will also receive a time credit of 50% of the time served in their SBAT towards completion of a full time apprenticeship in the same qualification. This should assist in establishing their progress towards achieving their first year.