2010 Training Awards
COMPANY AWARDS
These Awards acknowledge the outstanding achievement and an ongoing commitment of Registered Training Organisations (RTOs) and resources companies to the development and delivery of training within the Australian industry.
Best Training Processes and Practices of the Year – Registered Training Organisation
Best Training Processes and Practices of the Year – Company
To be eligible for nomination in this category, the nominee must be a company who has made an active contribution to training using the national coal, metalliferous, extractive, minerals processing and/or drilling training packages.
• Nominations for Company Awards can be made online at www.miskillscentreconference.com/awardnominations or by a written response to the criteria listed below.
• Nominations for Company Awards are to be made in writing, and must include a response to each of the criteria listed below. Your response to the criteria is limited to:
o Half an A4 page per criteria; and
o Three A4 pages in total.
The entire nomination submission, including supporting documents, must not exceed 15 pages.
Nomination Criteria
Registered Training Organisations:
1. Briefly describe your business and how it services the mining industry.
2. Provide an overview of the training programmes you deliver, including:
• Details of the training objectives; and
• A description of the environment in which the training is delivered.
3. Provide examples of strategic planning for the delivery of training. In particular, comment on:
• How you identify and respond to industry/client needs;
• How you use and adapt training packages to achieve specified outcomes;
• Your systems for evaluation, improvement and quality control; and
• Your relationships with industry groups.
4. Comment on your involvement in the review, design and implementation of training packages for the industry.
5. Provide examples of innovative practices and strategies developed and incorporated by your business for the delivery of training.
6. Describe a recent training success. Comment on the:
• Training program;
• Delivery of the training; and
• Outcomes (for the participants, your client, your business).
Companies:
1. Briefly describe how your company manages training.
2. Provide evidence that your system of training management has been integrated into your business. Comment on:
• How the system aligns to the business needs of the company;
• The inclusion of training in your company’s business plan;
• The documentation of the system;
• How the system is communicated across site;
• The integration of training into daily operations; and
• The company’s commitment to training.
3. Provide an overview of the training management system including:
• The types of training you deliver;
• How training objectives are determined;
• How training outcomes are monitored;
• Reporting systems; and
• How you ensure consistency in training processes and outcomes.
4. Demonstrate your commitment to providing quality training. Comment on the:
• Design and development of the training management system;
• Measurement of the effectiveness of the system (ie how you ensure identified outcomes are achieved);
• Processes used to identify and address opportunities for improvement;
• Auditing procedures; and
• Sustainability of the system.
5. Describe how your training management system is ‘leading practice’ in the industry.
*Before completing your nomination, carefully read the Terms & Conditions set out in this brochure.
** Full time equivalence is a unit for measuring staff resources. It is a measure as compared to a standard full-time workload. So, a person employed on a full-time basis (5 days a week, 7.5 hours per day) has a full time equivalence (FTE) of 1.0. Likewise, someone working only 2 full days a week will have an FTE of 0.4.
Formula:
Total Number of Standard Hours Paid for the Designated Period
[(Standard Fulltime Award or Contract Hours)* (Number of Days in the Designated Period/7)]
By employed, we refer to any person engaged under a contract of service for your organisation in any of the sectors in which your organisation works:
A contract of service is an employment relationship, which exists whenever there is a master/servant relationship between an employer and their worker. Indicators may include a person who:
• is paid by a salary or wage
• works for only one employer
• has set hours of work
• is supervised
• may be disciplined or dismissed by the employer.
