DFEEST Annual Report 2007

4

For Further copies and enquires please contact:

Department of Further Education, Employment, Science and Technology (DFEEST)

Office of the Chief Executive

GPO Box 320

Adelaide SA 5001

Telephone: (08) 8226 3821

Facsimile: (08) 8226 9533

The 2007 Annual Report is available on the DFEEST website at:

http://www.dfeest.sa.gov.au

ISSN 1449-6437

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Table of Contentsagency role and governance

Page

Chief executive’s overview 8

Highlights 10

DFEEST vision, mission and values 14

Legislation, role and structure 15

Boards, committees and authorities 15

Governance 18

Structure of reporting arrangement 20

report on operations against dFeest strategic plan and south australia’s strategic plan

Goal 1 - Ensure South Australians have the necessary education and skills to

participate in the high skill economy22

Goal 2 - Provide high quality employment and workforce development services 42

Goal 3 - Ensure young people are supported in reaching their full potential and

actively engaged in learning, training, work and in their communities 51

Goal 4 - Provide a coordinated, whole of government approach to the development

of an innovative community 57

Goal 5 - Build a high performance organisation 64

ManageMent oF huMan resources

Workforce data 69

Workforce diversity 71

Occupational health, safety and injury management 75

Financial report

Financial overview 78

Audited general purpose financial report 81

Consultancy expenditure 119

Account payment performance 120

Contractual arrangements 120

Fraud 120

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Table of ContentsproFile oF vet activity

Profile of VET Activity 121

other reporting iteMs

Employees’ overseas travel 132

Disability Action Plan reporting 134

Asbestos management 135

Urban Design Charter 136

Freedom of information statement and statistics 137

Greening of Government Operations reporting 138

Carers Recognition Act 142

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Agency Role And goveRnAnce

Agency Role and Governance

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Chief Executive’s Overview

I am pleased to present the Annual Report of the

Department of Further Education, Employment,

Science and Technology for 2007. This year has

been an exciting and pivotal one for the department, with a

number of major new initiatives developed together with new

business practices which have been introduced to improve

effectiveness and efficiencies. I would like to acknowledge

the leadership and direction offered by Minister Caica.

The department’s activities continued in an evolving

environment of reform, both internally and through the

Council of Australian Governments in the context of meeting

skill challenges facing the state. We continue meeting these

challenges by delivering on economic, social and environ-

mental goals set in South Australia’s Strategic Plan.

With the imprimatur of the Government, DFEEST

commenced a major Skills Strategy project during 2007.

The Strategy has now been finalised and published. It will

enable DFEEST to meet the targets of South Australia’s

Strategic Plan through the creation of a highly skilled work-

force that will underpin the state’s economic growth and

increase employment participation, enhance equity, promote

innovation and shape the international competitiveness of

our economy.

The Strategy is the result of carefully considered work

in this complex area – offering the promise of reducing

the cost per hour of vocational education and training

(VET) in South Australia while at the same time increasing

participation in VET, increasing employment outcomes

and increasing the number of people with post-school

qualifications. Implementation of these initiatives will result

in an invigorated, dynamic VET system for South Australia

that is highly valued by industry and community and will

respond to South Australia’s burgeoning economy including

the defence and resources sectors which are demanding

many skilled workers into the future.

As part of its role in improving training and employment

outcomes for South Australian’s, TAFE SA will find new ways

of engaging with industry and communities. The Skills

Strategy changes will see greater devolution of decision

making, processes and structure to enable TAFE SA to

operate more successfully in an increasingly competitive

training market.

The South Australian VET system continues to support

the skill development needs of many South Australians. On

the latest data available over 121 000 students participated in

VET in 2007 and almost 80 000 of these attended TAFE.

Apprenticeships and traineeships activity was particularly

strong. There were an estimated 35 100 apprentices and

trainees in-training in South Australia, 2.3 percent higher

than the 34 300 recorded at 30 September 2006. The

state’s in-training figure is the highest figure on record for

this state.

There were an estimated 21 700 commencements in

South Australia over the year ending 30 September 2007,

a 9.0 percent increase (or 1800) on the 19 900 apprentices

and trainees who commenced their training in the preceding

twelve months (to 30 September 2006). Nationally, there

was an increase of 4.8 percent for the same period.

There were an estimated 11 600 completions in South

Australia, over the year ending 30 September 2007, an

increase of 18.4 percent (or 1800) on the 9800 apprentices

and trainees who completed their training in the preceding

twelve months (to 30 September 2006). Nationally, there

was an increase of 3.7 percent for the same period.

In 2007, the South Australian VET system achieved high

levels of student and employer satisfaction: 88.4 percent of

employers who had jobs that required vocational qualifica-

tions were satisfied, 18.3 percent above the 2005 figure (of

70.1 percent) and the highest in the nation. This compares

to 80.8 percent reported nationally and is a great reflection

of the system’s response to its students and employers.

The number of South Australians in work also rose, taking

the total to a new record high of 775 000 in December 2007.

This exceeded the previous high of 762 100 at the same time

in 2006. Furthermore, the state’s VET students had excellent

employment outcomes, with 82.7 percent of graduates and

78.7 percent of module completers being employed after

training. Not only was this a 2.0 percent increase on our

2006 graduates figure, but both our graduates and module

completers rated higher than the national figures.

Significant infrastructure was added to TAFE SA’s assets

in 2007 with the completion of the $15 million Veterinary and

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Applied Science Centre at the Gilles Plains campus. This

centre features the only dedicated teaching laboratory in

Australia built to strict industry standards for the containment

of contaminants, and it provides the first simulated, industry

working environment for the training of technicians skilled

in bio-security protocols and the assessment of biological

risk. The centre also makes available for the first time

in South Australia, full-time training in veterinary nursing

to meet growing skill needs in the veterinary and animal

industry sectors.

A $1.75 million expansion of the Barossa campus of

TAFE SA was also opened in October to help meet the

region’s growing skill needs in the wine, food and hospitality

industries, community services and health, engineering

trades and vocational preparation.

The South Australia Works program had 25 000 people

participate in learning and work programs with almost 8000

people gaining employment as a result. In the inaugural

Premier’s Awards, the South Australia Works in the Regions

component of the project was awarded the best public

sector program for building communities in South Australia.

The innovative Whyalla employment program Create Your

Future: Goal 100 became a role model within the state

for successfully skilling local people at risk of long-term

unemployment to win jobs in heavy industry.

South Australia’s international education industry is

now worth $648 million, with record numbers of overseas

students continuing to choose to study in Adelaide. Latest

figures show that Adelaide attracted almost 23 000 interna-

tional students in the 10 months to October 2007, a rise of

3000 students on the same time last year. China and India

now account for 45 percent of all international students to

Adelaide and our fastest growing markets for 2007 were

Vietnam (up 40 percent); India (up 30 percent); China and

South Korea (both up 19 percent). Education Adelaide has

been a significant influence in promoting Adelaide as an

international student destination and the pro-activity of the

universities, schools, TAFE SA and private registered training

organisations in the wider education sector has fuelled this

strong growth in numbers.

Another highlight was the launch of the South Australian

Broadband research and education Network (SABRENet)

in March to deliver ultra high-speed connectivity between

Adelaide’s key research and education precincts – initially up

to 10 gigabits per second – or 20 000 times faster than most

home broadband connections. This metropolitan based

optical fibre broadband network links multiple sites in the

Adelaide region, including universities, TAFE SA campuses,

schools, teaching hospitals, technology parks and govern-

ment research institutions. It allows large quantities of data to

be transferred between locations across some 90 kilometres

of bundled fibre and is a major innovation for the state.

The Premier’s Science and Research Fund was increased

by $1.2 million a year to facilitate commencement of seven

pivotal science research projects which focus on the defence

and advanced manufacturing sectors and innovations in the

development of renewable energy.

Early in the year, the department took up occupancy

in the new environmentally friendly ‘City Central’ building.

Six hundred and sixty staff from five CBD locations were

relocated in an exercise which brought together many of

our staff, affording opportunities to become more efficient

in our operations.

Internally 50 percent of staff responded to a survey

about job satisfaction and intention. This response rate is

very pleasing. The information and opinions is reflective

of a broad range of staff and will be used to shape future

workforce development.

I thank all staff for their ongoing support and hard work

throughout 2007. There are significant challenges ahead

as we implement the new Skills Strategy for the state but

the rewards are enormous. I look forward to us making

further progress as we continue to build and maintain a skills

base for the existing and new economy of South Australia

to ensure our industries are vibrant and competitive, now

and into the future.

Brian Cunningham

Chief Executive

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Highlights 2007awards

TAFE SA won the Large Training Provider of the Year •

in the 2007 South Australian Training Awards

South Australia Works in the Regions program won •

the Premier’s Award for the best public sector pro-

gram for building communities in South Australia

Safework SA Employee of the Year was awarded •

to Veronica Wilkey, a senior OHS&W consultant

based at TAFE SA Whyalla campus

Satisfac TAFE SA Excellence Award for Educational •

Delivery Management was awarded to Noel Jensen,

the coordinating lecturer in Children’s Services and

Community Services at TAFE SA Gawler campus.

Noel was recognised for his innovative work in the

development of child care learning materials and

his support of Indigenous cadetships in his train-

ing programs

Barbara Workman, Manager of Youth Pathways and •

Partnerships at TAFE SA Regency campus won the

Corporate and Education Services Award. Bar-

bara’s leadership has fostered quality partnerships

between TAFE SA and government, independent

and Catholic education systems, with effective

results for the students

Restaurant and Catering Australia, Fine Wine Part-•

ners and Henschke Lifetime Achiever Award was

presented to Brian Lawes, Educational Manager at

TAFE SA Regency campus, for his contribution to

TAFE SA and the industry for more than 30 years

Australia Day Awards 2007, 33 employees were •

recognised for their outstanding service within

the department in acknowledgement for their ex-

emplary effort.

our education and training achieveMents

Over 121 000 people participated in VET; almost •

80 000 of these attended TAFE SA

There was a 2.3 percent increase in apprentice and •

trainee numbers over 2006 results

Nine percent increase in commencements of ap-•

prenticeships and traineeships. National average

was 4.8 percent

Apprentices and trainees completing qualifications •

rose by 18.4 percent against a national average of

3.7 percent

The percentage of satisfied employers who required •

vocational qualifications to meet job vacancy criteria

increased over the 2005 figure by 18.5 percent

Total employment rose to 775 000 people, the ninth •

consecutive monthly rise to a new record level

The employment of student graduates and module •

completers increased by 2 percent over 2006 and

also rated higher than national average

Launch of the TAFE SA Aboriginal Access Centre, •

an initiative to better meet the training needs of the

Aboriginal community and industry

‘Abilities for All’• launched as a state-wide program

involving a consortium of employers of people with

a disability, modelled on the successful Bedford

Industries program and offering accredited training

for over 215 people in their workplace

TAFE SA Building and Construction Unit donated •

six roof constructions to the State Emergency

Services (SES) for training and practical experi-

ence in working safely at heights and for simulating

storm damage

TAFE SA Regency campus hosted several events •

during Tasting Australia, supporting the initiative

promoting South Australia as a centre for food,

wine and other beverages

Adelaide attracted almost 23 000 international •

students in the 10 months to October this year, a

rise of 3000 students on the same time last year,

representing a 14.5 percent increase

TAFE SA recorded a 15.3 percent overall growth in •

International students demonstrating the commit-

ment to SA Strategic Plan target T1.16 ‘Double SA’s

share of overseas students within 10 years’. The

894 international students in award courses and

203 English Language students studying through

English Language Service (ELS) come from over

63 source countries

South Australia Works in the Regions Recognition •

and Achievement Award was presented to Create

Your Future: Goal 100 as the most outstanding

project in assisting unemployed people into train-

ing and jobs

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South Australia Works in the Regions support-•

ed employment and training initiatives for re-

gions affected by the drought. In the Riverland

$200 000 has been re-allocated from 2007-08 funds

to support drought related initiatives

South Australia Works for Indigenous People •

saw 11 Aboriginal apprentices graduate in a

range of trades. The Aboriginal Apprenticeship

program continues to enjoy great success in retaining

apprentices and in achieving completions

A group of young unemployed South Australians •

have turned their dreams of becoming a chef

into reality through a ‘Jamie Oliver’ type training

opportunity. The teenagers took part in a joint

$52 000 initiative undertaken by the Hyatt in part-

nership with the government, through its highly

successful South Australia Works program and

TAFE SA

Drought Apprenticeship Retention program (DARP) •

a $1.5 million program managed by Traineeship

and Apprenticeship Services to assist employers in

drought designated areas to retain their apprentices

and trainees, delivered needed support

South Australia has won $1.2 million in Common-•

wealth funding for skills development in regional

areas, the biggest share of any state or territory

from a total of $4.1 million

‘Adult Learners’ Week in September was very suc-•

cessful. Government provided $1.8 million in grants

to organisations across the State to run more than

80 activities in local communities. The Festival of

Adult and Community Learning was a community-

based opportunity for people to broaden their

knowledge and skills

Through additional government funding to the Adult •

and Community Education (ACE) program, a further

8500 South Australians increased their language,

literacy, numeracy and employability skills over

the year through involvement with 100 additional

community-learning projects across the state.

assetsSix hundred and sixty employees moved from five •

sites in the CBD to six floors of the 5 star energy rated

City Central building at 11 Waymouth Street

Renewable Energy Centre of Excellence at TAFE SA •

Regency campus opened. This centre will provide

tradespeople with the skills to install renewable

energy systems

Diesel Emissions Training facility at TAFE SA •

O’Halloran Hill campus opened

$15 million redevelopment of the Veterinary and •

Applied Sciences Centre (VASC) completed

The programs delivered by VASC significantly un-•

derpin the primary industries, biotechnology and

food production industries across the state

$1.75 million expansion of TAFE SA, Barossa Valley •

campus completed. The campus has been upgraded

to meet the region’s growing skill needs in wine,

viticulture, community services and health.

peopleA Shared Business Services review commenced to •

meet our challenge of a more cost effective service

to the community and is part of our goal to build a

high performance organisation

Staff Survey attracted 50 percent response rate •

and provided valuable information in planning

DFEEST’s future. The survey reports a committed

and loyal workforce willing to work hard and see

the department succeed

Reduction in the numbers and costs of new workers •

compensation claims reinforces the efforts under-

taken to enhance DFEEST’s commitment to providing

all staff with a safe working environment

DFEEST Executive Leadership Program entered •

its third year with development work undertaken

on a succession planning strategy to be launched

in 2008

Planning for a revised emerging leaders leader-•

ship program for implementation in 2008 com-

menced.

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science and innovationSeven pivotal science research projects were •

awarded grants from the Premier’s Science and

Research Fund

DFEEST was the major sponsor of National •

Science Week in South Australia. Over 60 events

were held

Work was undertaken with the Chief •

Scientist and Defence SA to provide support for the

establishment of a new Defence Future Capability

Technology Centre.

higher educationAssistance was provided to develop the University •

of Adelaide’s proposal to introduce a veterinary

science program at Roseworthy campus

A 12.4 percent increase in Commonwealth funded •

places for 2008 resulted from support given to bids

from the state’s universities.

inForMation econoMyWork of the Broadband SA team and key partners •

recognised following months of lobbying and

negotiation in amending in the way the Australian

Broadband Guarantee (ABG) is implemented. The

outcome recognised the value of the state’s regional

broadband projects which have been developed

with strong community involvement

South Australian Broadband Research and Educa-•

tion Network (SABRE Net) linking the state’s major

research and education sites was extended to

include six TAFE SA campuses

Funding was provided under the National Skills •

Shortages Strategy to up skill employees in the

Australian Digital Content Industry, mobile tech-

nology sector

Work was undertaken with the Department of Health •

on the use of broadband for population health

and wellbeing and Defence SA in commissioning

a telecommunications plan for the Maritime Skills

Centre.

workForce developMentWorkforce Development Good Practice Project •

commenced - a joint initiative between DFEEST

and Industry Skills Boards (ISBs), aims to promote

the products, tools and models developed for use

by all stakeholders made available through online

technology and hard copy and funded in part by the

DFEEST Workforce Development Fund (WDF)

Workforce Information Service (WIS) launched - an •

online tool to support better workforce planning

provides the website presence for information on

the ISB projects.

qualityDFEEST led work resulting in an amendment to the •

Commonwealth Education Services for Overseas

Students (ESOS) Act 2000 enabling providers of

international hospitality courses to increase overseas

student enrolments and assist in achieving South

Australia’s Strategic Plan target of doubling the

state’s share of international student numbers

Australian Quality Training Framework (AQTF) •

2007 came into operation in July. DFEEST led a

working group of state and territory officials that

developed these national outcomes based regula-

tory arrangements.

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youthactive8 Premier’s Youth Challenge provided over •

$500 000 in grants to 51 programs engaging over

1100 young people

Forty participants and 18 coordinators took part in •

the active8 Youth Voice Forum which encouraged

continuing networking and further development

of leadership, decision making and team building

skills

Minister for Youth’s Leadership Grants again pro-•

vided financial assistance for innovative projects for

individuals aged 12-25 to promote the development

of leadership skills

Two young South Australians as a result of fund-•

ing support had the opportunity to take part in an

international youth forum held in parallel to the

Asia-Pacific conference

A Youth Parliament was again sponsored by the •

department and managed by the YMCA. It brings

a diverse group of 100 young people together to

learn about parliamentary process and is the only

such event in Australia which lets young people

use the chambers of Parliament House

Office for Youth delivered record numbers of Duke •

of Edinburgh award completions with nearly six

hundred young people receiving their Bronze, Silver

or Gold award

National Youth Week saw 15 000 young South •

Australians participate.

Marketing and internationalMarketing and International focused on providing •

strategic insights to the business, ensuring key

decisions were informed by quality market research.

Notably, the TAFE SA Product Analysis undertaken

provides the empirical basis for reviewing the range

of programs offered throughout TAFE SA

Internal communication throughout DFEEST remained •

a priority with the online newsletter, InsideDFEEST,

providing comprehensive weekly updates to staff. A

program of 16 directorate themed seminars, titled

Working Together, gave in-depth information to staff

on the operations and priorities of each unit

Marketing and International led the highly successful •

competition and awards programs, WorldSkills and

South Australian Training Awards, which identified

outstanding South Australian individuals and busi-

nesses to showcase at their respective national

competitions in VET

A robust promotional schedule, including advertis-•

ing, event and media opportunities was undertaken

with positive results. A combined TAFE SA Open

Day was conducted on 26 August at Adelaide

City campus, and was well received as part of the

Universities’ Open Day program

Considerable growth in International students study-•

ing at TAFE SA was achieved through successful

implementation of Marketing and International’s

Student Recruitment Plan, as well as product and

service enhancements. Initiatives included a dedi-

cated website for international students, revised

pricing structure, innovative new product offerings

and improved front-office service processes such

as a new international student database.

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Vision, Mission and Valuesour visionSouth Australia has a highly skilled workforce and

maximised employment participation that shapes the

state’s economic competitiveness, and is distinguished

by a culture of excellence, innovation, continuous

learning and social inclusion.

our MissionTo optimally match workforce skills, training and

participation, with current and future employment,

working with individuals, community and industry to

strategically support the state’s development. This

mission requires creative and integrated policy that

delivers effective training, employment programs and

services.

our valuesDFEEST is striving to become a high performance

learning organisation, which attracts, develops and

retains a highly talented workforce. The department will

only achieve its vision through a strong commitment

to our people and core values. We will show integrity

in our:

Respect for:the values, beliefs, customs and cultures of •

individuals and our community

others’ rights, responsibilities and professional-•

ism

Responsiveness in:providing timely and caring services generating •

creative, shared solutions

embracing change where it is appropriate•

recognising and celebrating effort and achieve-•

ment

Openness in decision making by:providing supporting reasons•

restricting information only where there is a wider •

public interest

declaring any relevant private interests •

resolving conflicts•

being transparent•

Striving for excellence in:using public resources efficiently and effectively•

embedding equality of access and opportunity•

fairness in our operations•

standards of service•

Courage in:challenging and being challenged •

taking risks•

doing things in different ways •

taking responsibility for mistakes and learning •

from them

enforcing our code of conduct.•

15


Legislation, Role and Structure

P ortfolio governance for further education,

employment, science, technology and youth

is managed through a number of councils,

boards and committees. These work in conjunction with

the department to advise the Minister for Employment,

Training and Further Education, the Minister for Science

and Information Economy and the Minister for Youth

on key strategic areas.

The Hon. Paul Caica MP took responsibility for

the Science and Information Economy portfolio from

6 February 2007.

agencyThe Department of Further Education, Employment,

Science and Technology.

acts adMinisteredTechnical and Further Education Act 1975•

Training and Skills Development Act 2003•

Construction Industry Training Fund Act 1993•

Flinders University of South Australia Act 1966•

University of Adelaide Act 1971•

University of South Australia Act 1990.•

regulationsTechnical and Further Education Regulations •

1999

Technical and Further Education (Vehicles) Regula-•

tions 1998

Training and Skills Development Regulations •

2003

Construction Industry Training Fund Regulations •

1993

Public Corporations (Bio Innovation SA) Regula-•

tions 2001

Public Corporations (Education Adelaide) Regula-•

tions 1998

Public Corporations (Playford Centre) Regulations •

1996.

Boards, Committees and Authorities within the Minister’s portfolioinstitute councils

I nstitute councils are established by the Minster

for each of the three Institutes of TAFE SA under

the Technical and Further Education Act 1975.

The councils advise, monitor performance and provide

supplementary funding for the Institutes’ operation.

training and skills coMMissionThe Training and Skills Commission was established

under the Training and Skills Development Act 2003.

The Act gives authority to the commission in regulating

vocational education and training and non-university

higher education in the state and in planning and policy

advice on employment, vocational training and adult

community education. It gives a strong leadership role

to industry in workforce development for the state.

The commission has nine members (plus deputies)

appointed by the Governor, the majority from industry

and the balance appointed after consultation with

employer associations and the United Trades and

Labor Council.

The commission is formally advised by two refer-

ence groups in the areas of quality and adult community

education. The Act also sets up a Grievance and

Disputes Mediation Committee to adjudicate disputes

between apprentices/trainees and their employers under

contracts of training. These groups are all convened by

commission members, but draw on the wider resources

of industry and the community for specialist advice

through their membership and consultation strategies.

The Training and Skills Commission reports annually to

Parliament on its operations, committees and reference

groups.

16


higher education councilThe Higher Education Council was established to

foster collaborative arrangements between the state

government, universities, industry and the community

in South Australia to:

expand the size, diversity and influence of the sec-•

tor to contribute to the state’s economy, society

and culture

provide highly adaptable and skilled graduates•

improve international recognition of the quality of •

higher education in the state

increase research investment and the commer-•

cialisation of ideas.

austraining internationalAustraining International Pty Ltd is an international

development and project management company of

the South Australian Government. With the head office

in Adelaide the company has a registered presence in

Asia through its subsidiary company PT Austraining

Nusantatra, which was established in 1993 in Jakarta,

Indonesia. It has a registered company in Papua New

Guinea and a network of 19 agents throughout Asia and

the Pacific region. Austraining is ISO 9001 accredited

for a comprehensive range of international development

education and training projects.

education adelaideEducation Adelaide is a subsidiary of the Minister

for Employment, Training and Further Education

established under the Public Corporations (Education

Adelaide) Regulations 1998. It operates as a partnership

between the City of Adelaide, the state’s universities,

the state government and numerous private colleges

and schools. Its strategic direction is to accelerate the

growth of South Australia’s education export industry

to benefit the state’s education providers, the local

economy and community. Education Adelaide works

closely with DFEEST to achieve targets in South

Australia’s Strategic Plan.

the preMier’s science and research councilThe Premier’s Science and Research Council was

established to advise the government on strategies for

boosting local science and research capabilities and

improving levels of innovation. The council is co-chaired

by the Premier and the state’s chief scientist and is

administratively supported by DFEEST.

The council was responsible for establishing the

Premier’s Science and Research Fund in 2003. The

fund, through a competitive process has committed

over $15 million for collaborative science and research

projects in South Australia.

inForMation econoMy advisory BoardThe Information Economy Advisory Board provides

advice to the Minister on potential benefits of the

information economy for all South Australians and on

how to maximise these benefits. The board’s member-

ship brings together prominent individuals from the

community, academia and industry. It is supported

by, and works closely with, DFEEST to provide advice

on the state’s current capacity to benefit from the

information economy.

17


Bio innovation saBio Innovation is a subsidiary of the Minister estab-

lished by the Public Corporations (Bio Innovation SA)

Regulations 2001.

Funded by the state government, Bio Innovation

SA provides grants to companies and public research

organisations to promote company development and

enable commercialisation of technologies.

The organisation also provides mentoring advice on

business, product development, financial, marketing

as well as infrastructure development support for the

local bioscience industry.

Adelaide has one of the fastest-growing biotechnol-

ogy industry clusters in Australia and its global position

is growing daily. The biotechnology sector contributes

$45 million in business research and development

expenditure annually and has increased employment by

100 people per annum over the past four consecutive

years. The number of biotech companies has doubled

since 2001 with now more than 90 biotechnology

companies in South Australia, employing about 1

200 people and generating more than $180 million in

revenue.

playFord centrePlayford Centre is a subsidiary of the Minister estab-

lished by the Public Corporations (Playford Centre)

Regulations 1996, to contribute to South Australia’s

economic growth, exports, commercialisation of

research and entrepreneurial activity, by facilitating the

formation and development of innovative ventures.

playFord captialIn 2001, Playford Centre formed a subsidiary Playford

Capital Pty Ltd. Playford Capital uses funding

provided by the Australian Government’s Building on

IT Strengths and ICT Incubators Programs to invest

in South Australian ICT firms which have the potential

and commitment to become high growth companies

exporting interstate and overseas. This has stimulated

the inflow of private equity into South Australia and

supported ICT company growth.

saBrenet ltdOn 9 March 2007 the Premier and the Australian

Government Minister for Education, Science and

Technology officiated at the launch of SABRENet at

Mawson Lakes. During 2007 a further extension of

the network was constructed, connecting the Institute

of Medical and Veterinary Science and the TAFE SA

Gilles Plains Campus.

duke oF edinBurgh’s award, state award coMMitteeThe Duke of Edinburgh’s Award is an international

self-development program available to young people

aged between 14 and 25. The Minister for Youth is the

exclusive licence holder to deliver the Award in South

Australia and appoints the State Award Committee

to maintain quality and support the delivery of the

Award.

Minister’s youth councilThe Minister’s Youth Council comprises young people

aged 12-25 who provide advice to the Minister for

Youth on issues that affect young South Australians.

The Minister’s Youth Council consults and advises the

Minister directly through monthly meetings.

18


Governance

T he department’s principal corporate governance obligations are prescribed in the Public Sector

Management Act 1995 and the Technical and Further Education Act 1975. These Acts establish general

management aims, personnel management and employee conduct standards. The chief executive is

responsible for observance of these aims and standards.

The department maintains a governance framework that integrates strategic management, leadership and

accountability, with the way it manages its people and resources to achieve best performance of its functions.

The framework is supported by a governance structure encompassing:

EXECUTIVE FORUM BUDGET AND FINANCE EXECUTIVE

ASSET STRATEGY COMMITTEE

CORPORATE EXECUTIVE

CHIEF EXECUTIVE

MINISTER

TAFE SA EXECUTIVE

AUDIT AND RISK MANAGEMENT

COMMITTEE

Reporting & Accountability

Information Exchange

The Corporate Executive is the key high level decision making and leadership group in the department.

Its primary role is to ensure the successful achievement of the department’s strategic planning and portfolio

outcomes and it has responsibility for maintaining the effectiveness of these governance mechanisms.

The Budget and Finance Executive Committee is an expert committee providing financial governance over

the department’s resources. It monitors performance against fiscal targets, reviews financial strategies and

the allocation of operating and capital budgets and makes decisions on a range of finance related issues. The

Key:

19


committee considers options and advises on the department’s financial strategies and provides detailed advice

on the allocation of operating and capital budgets to the chief executive through the Corporate Executive.

The TAFE SA Executive is an expert committee responsible for the review and coordination of activity across

the TAFE sector of DFEEST.

The Executive Forum is a broadly based group of executive leaders responsible for the collaborative achieve-

ment of departmental objectives across all initiatives and programs.

The Asset Strategy Committee provides strategic guidance for the integrated planning and management

of all infrastructure requirements across the portfolio and the development of strategic portfolio infrastructure

plans for each TAFE region.

The Audit and Risk Management Committee is an integral part of the governance framework and is estab-

lished to provide assurance to and assist the chief executive in undertaking his statutory and administrative

responsibilities.

20


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RepoRt on opeRAtions

Report on Operations

22


Report on Operations Against DFEEST Strategic Plan goal 1 ensure south australians have the necessary education and skills to participate in the high skill econoMy

D FEEST leads the way in skilling South

Australia by working with industry,

business, communities and regions to

implement workforce plans and skills development

programs, while building a quality and competitive

training market.

Objectives and key initiatives

1.1 Accelerate skills take-up for the current and emerging workforce (Links to South Australia’s Strategic Plan (SASP) Target (T) 6.15, T6.19, T6.20 and T6.21)The department’s program South Australia Works is

building South Australia’s workforce for the future by

assisting with the retention and upskilling of exist-

ing workers. In addition a number of South Australia

Works programs contribute significantly to the Skills

Statement – ‘Skills for South Australia, Building on

Strong foundations’ initiative.

By collaborating with all levels of government,

industry and the community, South Australia Works:

provides learning, training and employment oppor-•

tunities for people who are having trouble improving

their skills or finding a job

assists regional communities to address the learn-•

ing, training and work needs of individuals within

their communities

helps maximise the number of jobs from industry •

and government plans and projects

helps meet industry’s demand for labour by respond-•

ing to current and future skills demands

strengthens partnerships between government, •

industry, employment and training stakeholders, and

the community – resulting in shared responsibility

for outcomes.

This learning, training and work package began with

seven priority areas – regional people, young people,

mature-aged people, Aboriginal people, community

engagement, working with industry, and the public

sector. During 2007 an eighth priority area was added.

South Australia Works to Recognise Skills - provides

high quality services to people who seek recognition

of qualifications and skills (whether gained locally

or overseas) for the purpose of finding meaningful

employment in South Australia.

In August, DFEEST presented a report to the

Training and Skills Commission on the impact of

Better Skills. Better Work. Better State – A Strategy

for the Development of South Australia’s Workforce

to 2010.

The Commission confirmed its view that the

Workforce Development Strategy is a valid framework

for action by government, industry and education

and training providers. The robustness of the vision,

priorities and 10 focus areas in the Strategy is evident

in the way that it encompasses activities across a

wide range of arenas, including: training, workplace

practices, welfare to work programs and so on. The

Strategy has increased South Australia’s research

capacity in the field and has resulted in a number of

related research projects.

In considering the report, the Commission identified

four streams of focussed activity to enable further

take-up of workforce development practices and

principles in the state:

better engagement with industry •

improved workforce planning•

better career information for individuals•

better communication of workforce development •

messages.

23


Consideration of the future directions of the Strategy

positions it as the central strategic framework for

the role and function of the Industry Skills Boards

(ISBs). This was supported by the outcomes of an

independent evaluation of the nine ISBs. The evaluation

was undertaken to determine whether the industry

advisory arrangements established in 2004-05 have

been successful in enabling industry to exercise a

leading role in workforce development and planning.

The Evaluation’s recommendations presented to the

Minister of Employment, Training and Further Education

take the current arrangements to the next level of

industry leadership and commitment to workforce

development. They articulate practical approaches to

strengthening the working relationship between ISBs,

DFEEST and the Training and Skills Commission.

The Australian government signed an agreement

with the department to fund a program to increase the

uptake of recognition of prior learning (RPL) in South

Australia. RPL is the recognition and documentation

of experience, learning and skills. The project will

target employers in skill shortage areas.

DFEEST combined its Trades Recognition Services

and Overseas Skills Recognition Service into a new

entity, the Skills Recognition Service (SRS), to be in

one location with a shop front service and an RPL

referral service. An RPL assessor has been appointed

to the service to increase the knowledge of service

staff and to provide information to clients who access

the service.

To develop knowledge and skills of VET profession-

als to provide streamlined quality RPL services:

Eight coaches and mentors were appointed across •

a range of industry areas to develop strategies for

engagement with RTOs; to promote effective rec-

ognition practices and assist with the development

of approaches and tools.

Thirteen project grants worth $225 000 were ap-•

proved to improve RPL practice and uptake with

both public and private training organisations.

Consideration has been given to the learning and

sharing of information from individual projects to the

larger RPL agenda. The RPL projects provide an

opportunity for applicants to undertake an activity

that will contribute to the improvement of their cur-

rent practice by streamlining activity and increasing

the uptake of RPL within their organisation.

These strategies are designed to ensure the South

Australian training system has sufficient and appropri-

ate high quality people and resources to facilitate

efficient and cost effective RPL services.

TAFE SA has reviewed and implemented a range of

processes to facilitate the increasing delivery of RPL

which included:

provision of RPL staff development opportunities •

for staff, particularly in regional South Australia

targeting innovative projects responding to skills •

shortages in the areas of Hospitality and Com-

mercial Cookery

introduction and training of staff for the use of ‘Com-•

petency Navigator’ – a software package designed

to assist in mapping an individual’s skills and experi-

ence to competencies in Training Packages

Increased access to online delivery particularly in •

Bricklaying and Carpentry and Joinery.

South Australia Works in Communities creates learn-

ing opportunities for people and their communities.

People with a disability, migrants, and disadvantaged

unemployed or under-employed people between 25

and 39 years were supported to participate in learning

programs. Through a range of programs 3129 people

were assisted and 1740 gained employment.

The Parents Return to Work Program provided

accredited training to 519 parents under the age of 40

years, who wished to return to the workforce. Three

hundred and thirty five people gained employment and

107 000 accredited training hours were delivered.

The Employment Assistance Program supported

jobseekers who experienced barriers to employment

to become more competitive in the labour market

and to move into employment. A total of 670 people

were assisted through the program, with 285 gaining

employment.

DFEEST continued its leadership and management

of Reframing the Future. This national workforce

development initiative of the Australian, state and

24


territory governments assists in building the capacity

of the VET sector to implement the national training

system and the aims of the COAG national reform

agenda. Reframing the Future complements other

professional development programs provided by state/

territory bodies, other agencies and RTOs.

The national reference group for Reframing the

Future was chaired by the chief executive and DFEEST

is responsible for hosting the national secretariat. It

has developed new nationally agreed arrangements for

the management and strategic direction of Reframing

the Future.

1.2 Ensure a ready supply of qualified South Australian workers is available for the State’s growth sectors (Links to SASP T6.19, T6.20, and T6.21) DFEEST provided funding and in-kind support for a

project involving a collaborative arrangement with the

nine ISBs and Department of Trade and Economic

Development (DTED) to assess the workforce impacts

of major projects and develop strategies and responses

to meet these.

The Joint ISB project, Workforce Impacts South

Australia (WISA), led to the establishment of an initial

web based, single point of contact within DFEEST for

major projects proponents as an initial entry to the

broader support available through SA Works, TAFE SA,

Aboriginal Education and Employment Services, ISBs,

ESF networks and practitioners. DFEEST is working

with DTED to develop a more systematic approach to

assessing and responding to the workforce impacts

of major projects.

The Resources and Engineering Skills Alliance

(RESA) has developed a range of pilot projects to

build the skilled workforce for the state’s expanding

mineral resource sector. These projects will identify

and test innovative approaches to training that can

then be used as models to scale up training programs

on a statewide basis and include supporting TAFE

SA to develop on-line courses and the promotion of

careers in the resources industry and using advanced

simulation technologies for training tailored to the

mining industry.

South Australia won $1.2 million in Commonwealth

funding for three skill development projects in regional

areas, the biggest share of any state or territory from

a total allocation of $4.1 million. The three projects to

receive funding are a:

World of Work for the northern Adelaide region. •

This project will upskill people at risk of unemploy-

ment due to industry restructuring

regional skills mobility program linking long-tern •

unemployed to job opportunities in the Limestone

Coast and the Riverland

Health Workforce Reform project to support a new •

approach in the health sector across the regions.

In 2007, the State Government announced a $7.7

million package to support farmers and farming

communities in drought affected areas. This amount

was part of an overall $60 million drought relief program

designed to support farmers and rural communities.

Within this package, the department was made

responsible for administering $1.5 million through

the Drought Apprenticeship Retention Program.

This program aims to assist employers in drought

designated areas retain their trainees and apprentices.

Eligible employers receive two instalments of $750 for

each trainee/apprentice in their employment.

Program funds are prioritised on the basis of

(1) farmers, (2) small business, (3) Group Training

Organisations, then (4) large employers.

In the six months of operation to 31 December

2007, employers of 580 trainees or apprentices have

been assisted through the Drought Apprenticeship

Retention Program.

South Australia continues to achieve strong employ-

ment outcomes from training as shown in Table 2.

25


Training activity was particularly strong in traineeships and apprenticeships. Figure 1 shows that the number

in training continues to grow. At June 2007, the number of trainees and apprentices in training reached a

record high of 35 200. The number of commencing trainees and apprentices has increased, and the number

of trainees and apprentices successfully completing their contract of training has significantly increased over

the past two years.

Figure 1

* In training figures are provided at 30 June of each year, while commencement and completion figures are

provided for the 12 months ending 30 June of each year.

All figures are based on the National Centre for Vocational Education Research (NCVER) Australian vocational

education and training statistics – Apprentices and trainees June quarter (2007). Figures for 2007 are estimated

and may be revised by NCVER in the future.

0

5000

10000

15000

20000

25000

30000

35000

40000

2003 2004

Commencements CompletionsIn Training

Trainee and apprentice activity, five years ending 30 June 2007*

2005 2006 2007

26


Table 2: Percentage of graduates by key outcome measures, 2005-2007

2005 2006 2007

% % %

All TAFE

Employed after training 78.5 79.0 80.2

Not employed before commencing the training and employed after (a) 46.4 44.6 47.6

Employed or in further study after training (b) 88.4 87.4 88.7

Enrolled in further study after training (b) 33.0 31.0 31.2

Fully or partly achieved main reason for doing the training 85.1 85.6 86.4

Satisfied with the overall quality of training 87.9 88.1 89.1

All VET providers

Employed after training 79.3 79.6 81.1

Not employed before commencing the training and employed after (a) 52.0 51.1 52.8

Employed or in further study after training (b) 88.7 87.8 89.2

Enrolled in further study after training (b) 31.6 30.2 30.8

Fully or partly achieved main reason for doing the training 86.0 86.5 86.7

Satisfied with the overall quality of training 87.1 88.1 88.8

Notesa ‘Not Employed’ is defined as unemployed (looking for full-time or part-time work), not in the labour force, or not employed (no further information).b These questions are not asked of students from community education providers. Therefore, the percentage reported represents the proportion of graduates, or module completers, respectively, excluding those from community education providers.* The estimate has a relative standard error greater than 25 percent and therefore should be used with caution.** NCVER does not report on estimates based on less than five respondents because the estimates are unreliable.

27


After completing a Master of Engineering in IT Telecommunications at university, Liong Kee Ling turned to TAFE

SA to study a Vocational Graduate Diploma in Spatial Information Services because of the practical skills he

could gain and the flexibility to learn on and off campus.

28


1.3 Enhance Adelaide’s reputation as a world class city for education, training and higher education (Links to SASP T1.16, T6.20, and T6.21) TAFE SA is dedicated to the provision of world class

quality education and training services to local and

international students alike. Increasing its share of

international students is evident in the steady increase

in student numbers.

International student intake has increased in:

Nursing and Dental•

Cookery•

Bakery•

Hospitality Management•

Electronics•

Horticulture•

Wine and Food.•

International licence agreements are now active

in 11 overseas institutions servicing approximately

2500 students.

Projects for the next three years are for a continued

growth of international students of approximately 12

percent per annum.

Complementary services provided to international

students included:

packaging of qualifications to promote/support •

pathways to Higher Education

hosting delegations and study tours across TAFE •

SA

attending regional educational expos•

working with contracted educational recruitment •

agents.

South Australia’s three state universities: The

University of Adelaide; Flinders University and the

University of South Australia; along with Carnegie

Mellon University and Cranfield University continue

to provide world class education and contribute to

the state’s economic development through its skilled

workforce. Over 69 000 students, including 18 500

overseas students were engaged in higher education

in South Australia in 2007.

The Higher Education Council which is chaired

by the Minister for Employment, Training and Further

Education and the Higher Education Directorate

successfully negotiated to revise the higher educa-

tion target in South Australia’s Strategic Plan relating

to university participation for domestic students. A

number of projects have been established to assist

universities meet this target including strategies to

improve student retention and to better involve industry

in supporting student placements. Development of

the Premier’s vision for the University City is critical

Total International Student Enrolments by

Category, Jan-Oct 2002-2007

2002 2003 2004 2005 2006 2007

TAFE SA Programs (including Award, Non-Award and Degrees)

TAFE SA ELICOS Programs

ICHM ( In te rnat iona l Co l lege of Hotel Management)

Figure 2

0

200

400

600

800

1000

1200

1400

1600

29


to the success of this target. In 2007 SA universities won 12.4 percent of new Australian Government supported

places.

1.4 Build a fair, quality oriented and competitive training market (Links to SASP T1.16, T6.20, and T6.21) The department provides support for traineeships and apprenticeships via the provision of training subsidies

(known as User Choice training subsidies) to registered training organisations. During 2007, 155 registered

training organisations (consisting of TAFE SA and privately owned providers) delivered training under User Choice

arrangements. A total of $39.13 million was provided by the State Government during the 2006-07 financial year

to support in excess of 25 000 trainees and apprentices undertaking a nationally recognised qualification.

As shown in Figure 3 below, the majority of User Choice expenditure occurred in the area of engineering

and mining, whilst the greatest number of trainees and apprentices were supported to undertake business,

management, finance and property service qualifications.

Figure 3: Expenditure by industry groups

0.0% 5.0% 10.0% 15.0% 20.0% 25.0% 30.0% 35.0%

Engineering and Mining

Building, Furnishing and Plumbing

Transport Engineering

Business, Management, Finance and Property Service

Food Processing and Wine

Primary and Allied Industries

Hospitality, Travel and Tourism

Community Services, Health and Education

Hair and Beauty

Arts, Design and Multimedia

Recreation and Sport

Computing and Information Technology

Fashion and Footwear

# App/trainees Expenditure

30


As illustrated in Figure 4 below, apprenticeships

represented 38 percent of total student numbers in

receipt of User Choice assistance, whilst trainee-

ship funding represented 62 percent of total student

numbers.

Figure 4: Distribution of funding amongst traineeships and apprenticeships

Sixty five percent of the trainees and apprentices

supported by User Choice funding were undertaking

qualifications at Australian Qualifications Framework

(AQF) level 3 (see Figure 5). This highlights the impor-

tance attached to training in higher level qualifications

to achieve a more highly skilled workforce.

Figure 5: Funded Training Contracts by AQF level

T/ships

A/ships

9,69538%

15,71762%

Student Numbers

Level 4/5

Level 3

Level 2

16,31365%

8,73034%

3691%

Student Numbers

31


The delivery of higher education, other than that provided by the state universities, vocational education and

training, and educational services to overseas students is regulated under the Training and Skills Development

Act, 2003. The Act provides the basis for ensuring the education and training providers and the courses that

they deliver are quality assured under national education and training standards.

In addition to approving providers and courses under the Training and Skills Development Act, 2003, the

department is building the capacity and promoting quality outcomes for their clients by:

informing students and consumers of their choices, rights and responsibilities•

informing and advising training providers about the relevant national and state standards and legislation with •

which they must comply

contributing to the design, development and implementation of national qualifications•

ensuring standards are met and encouraging continuous improvement through audits of training providers•

convening professional development workshops and forums on teaching and learning strategies and educa-•

tion management issues

working in collaboration with relevant national and interstate bodies to maintain and improve the national •

training system.

vet recognition data For 2006 and 2007VET REGISTRATION 2006 2007

Summary

Total Registered Training Organisations (RTOs) registered in SA for domestic delivery

261a 282

Number of RTOs also delivering Higher Education courses 14 14

RTOs registered in South Australia operating in another State/Ter-ritory

93 93

RTOs who remain suspended 4 3

Number of RTOs with delegated powers 1 1

Approvals

Initial registrations 27 31

Renewal of registrations 21 55

Extension to scope of registration 103 93

Number of qualifications TAFESA added to scope of registration under delegation

148 70

Refusals, Cancellations and Suspensions

RTOs who voluntary withdrew registration 17 8

RTOs who transferred to interstate registering body 2 0

RTOs who had registration cancelled by registration authority 0 0

RTOs who had registration suspended by registration authority 1 0

RTOs who had registration refused by registration authority:Initial registrationExtension to Scope registrationRenewal registration

101

311

Audit Activity: Number of audits conducted

Initial registrationRenewal of registrationExtension to scope of registrationComplianceComplaint

262240148

3253503413

a Does not include RTOs whose registration is suspended.

32


VET ACCREDITATION 2006 2007

Summary

Total accredited courses 241 278

Approvals

Courses accredited 9 39

Courses accredited (TAFESA under delegated authority) 18 3

Training package qualifications implemented in South Australia 165 335

New qualifications made available through traineeships or ap-prenticeships

209 124

HIGHER EDUCATION REGISTRATION 2006 2007

Summary

Higher education providers registered in SA for domestic delivery 27 28

Higher education providers who also deliver VET courses 14 14

Approvals

Initial Registration 0 1

Variation to scope of registration 11 10

Refusals, Revocations and Withdrawals

Higher education providers who voluntary withdrew registration 2 0

Higher education providers who had registration cancelled by registration authority

0 0

Higher education providers who had registration suspended by registration authority

0 0

Higher education providers who had registration refused by regis-tration authority of registration

0 0

HIGHER EDUCATION ACCREDITATION 2006 2007

Summary

Total accredited courses 242 253

Approvals

Number of courses accredited 123 35

33


OVERSEAS RECOGNITION 2006 2007

Summary

Registered providers delivering only VET courses to overseas students

16 18

Registered providers delivering only higher education courses to overseas students

9 9

Registered providers delivering VET and higher education courses to overseas students

8 8

Registered providers delivering only English Language Intensive Courses (ELICOS) to overseas students

4 4

Registered providers delivering VET and higher education and English Language Intensive Courses (ELICOS) to overseas stu-dents

3 3

Registered providers delivering English Language Intensive Courses (ELICOS) and VET courses to overseas students

1 1

Registered providers delivering English Language Intensive Cours-es (ELICOS) and higher education courses to overseas students

1 1

Total Registered providers approved to deliver to overseas stu-dents

42 44

Approvals

Initial registration 2 2

Renewal of registration 2 3

Extension to scope of registration 6 13

Refusals, Cancellations and Suspensions

RTOs who voluntarily withdrew registration 0 1

RTOs who had registration cancelled by registration authority 0 0

RTOs who had registration suspended by registration authority 0 0

RTOs who had registration refused by registration authority:Initial registrationExtension to scope registrationRenewal of registration

000

100

Audit Activity: Number of audits conducted

Initial registrationRenewal of registrationExtension to scope of registrationComplianceComplaint

22611

33

1311

34


In addition to national qualifications in training pack-

ages, vocational education qualifications are accredited

under the Training and Skills Development Act 2003

provided there is an industry or market need not met

by a training package. Forty two vocational education

courses were approved for initial accreditation or

renewal of accreditation and 35 higher education

qualifications were accredited.

Changes to improve administrative systems

and processes for the management of accredita-

tion took effect from 1 January 2007. Key changes

included external assessment of courses by a Course

Assessment Panel (CAP) convened by DFEEST for the

delegate’s consideration in accreditation decisions.

Under delegation from the Training and Skills

Commission, DFEEST manages the registration of

training providers to deliver nationally recognised

qualifications and Statements of Attainment.

DFEEST worked with occupational licensing authori-

ties for a number of occupations identified by COAG.

This work was undertaken as part of national initiatives

to support the full mutual recognition of skills across

Australia by building the confidence of licensing bodies

that certificates issued by RTOs meet their regulatory

requirements. DFEEST is formalising agreements with

each relevant licensing body on a range of quality

assurance initiatives including the provision of expert

advice in the monitoring of RTOs.

In line with DFEEST’s commitment to continuous

improvement, an internal assessment of the operation

of its higher education registration and accreditation

processes was conducted early in 2007. A senior

official from another jurisdiction was invited to be

part of the internal assessment panel to provide an

opportunity for benchmarking with another jurisdic-

tion and to bring fresh ideas to the directorate. The

outcome was very pleasing. It highlighted potential

areas for improvement and provided sound evidence

of South Australia operating within the requirements

of the national protocols.

The training sector in South Australia continued to

grow with the number of RTOs approved to deliver VET

qualifications expanding from 261 in 2006 to 282 by

the end of 2007. During the year, 31 new RTOs were

approved, 10 withdrew from the system and 3 remain

suspended.

A total of 28 non-university higher education provid-

ers were registered, compared to 27 at the same time

last year, delivering more than 253 higher education

qualifications.

A total of 45 education and training organisations

were registered to provide education services to over-

seas students (an increase of two from December 2006).

Of these, 18 registered training providers delivered only

in the vocational education sector, nine only in the

higher education sector, five delivered only English

Language Intensive Courses to Overseas Students

(ELICOS) and 13 providers delivered in two or more

of these three sectors.

The majority of vocational education and training

qualifications are developed and endorsed within

National Training Packages. Each Training Package

provides a suite of qualifications for a sector of

industry ranging from entry to para-professional

levels. The department made available 36 training

packages containing 335 qualifications. Of these, 124

qualifications were made available as traineeships or

apprenticeships.

DFEEST hosted a major VET sector capacity building

forum for the fifth consecutive year which was attended

by over 250 participants. The forum was designed to

develop the VET workforce, promote excellence and

focus on meeting future skill development needs.

Twenty four professional development workshops to

assist training providers meet registration requirements

under the Training and Skills Development Act, 2003

and national standards were held and quarterly provider

forums provided opportunities for the wider VET sector

to be kept informed traiing issues and directions. A

total of 280 people attended these forums.

The Australian government’s Education Services

for Overseas Students (ESOS) Act 2000 was amended

to remove doubts about the legality of the practice of

ESOS providers making course related work placements

interstate. The amendment arose from a departmental

initiative supported by the Minister, designed to enable

South Australian providers of international hospitality

35


courses to grow overseas student enrolments and

assist in achieving the South Australia Strategic Plan

target of doubling South Australia’s share of interna-

tional student numbers.

National consultation was undertaken on the

ELICOS standards project and a final draft of the

standards and criteria for ELICOS assessing bodies has

neared completion. The project is being managed by

DFEEST for the Australian Education Systems Officials

Committee (AESOC).

The department undertook considerable research

in order to participate in reviews of junior and training

wages in the workplace announced by the South

Australian Industrial Relations Commission (SAIRC)

and the Australian Fair Pay Commission (AFPC). The

South Australian Government established an intera-

gency committee to coordinate the development of

its submissions, and the department is represented

on this committee.

The department also undertook research

on apprentice wages and surveyed current and

former apprentices who had withdrawn from their

apprenticeships in their first two years.

The Australian Bureau of Statistics (ABS) assisted

with the development and analysis of these postal

surveys, which were designed to ascertain the

social and economic circumstances of apprentices,

patterns of training and the reasons for cancellation

of apprenticeships.

There was a very good response rate to the surveys,

with 27 percent of current apprentices and 17 percent

of ex-apprentices responding. The responses are

being analysed by the ABS and a report summarising

the main findings will be available in 2008.

Departmental officers also met with three AFPC

commissioners and its communications manager as

part of a preliminary consultation process for the review

of junior and training arrangements wages.

36


1.5 Continue to develop fresh approaches to skills development and system reforms (Links to SASP T6.15, T6.19, T6.20, and T6.21) A revised Australian Quality Training Framework came

into operation during the year. It comprised standards

for vocational education training providers and state

and territory registering bodies. These standards

meet objectives agreed by COAG for more streamlined

outcomes based regulatory arrangements. DFEEST

made a significant contribution to this work by leading

the working group of state and territory officials that

developed the standards and accompanying national

resources and guidelines to ensure nationally consist-

ent implementation.

The Training and Skills Commission confirmed

that the Workforce Development Strategy is a valid

framework for action by government, industry and

education and training providers. The vision, priorities

and 10 focus areas in the strategy encompass activities

across a wide range of arenas, including training,

workplace practices, welfare to work programs. The

strategy has increased South Australia’s research

capacity in the field and has resulted in a number of

workforce development research projects.

The Training and Skills Commission identified four

streams of focussed activity to enable further take-up

of workforce development practices and principles in

the state:

better engagement with industry•

improved workforce planning•

better career information for individuals•

better communication of workforce development •

messages.

The implementation of these principles will be

undertaken in close collaboration with industry through

the Commission and ISBs.

1.6 Promote community learning for the benefit of the individual, the economy and social health of the State (Links to SASP T6.19) Work continued to promote the role of community

learning in improving the wellbeing of individuals and

communities by boosting the living and employability

skills of the state’s potential workforce. This was done

in collaboration with the Adult Community Education

Reference Group of the Training and Skills Commission.

Strategies to implement the actions in Community

Learning: learn, live, grow, prosper have been initi-

ated in conjunction with a number of state and local

government, community groups and organisations

that support the goals and actions of the Strategy.

Specific work included:

cross government collaboration to increase co-•

ordination in the delivery and funding of community

learning coordinated by a Senior Officers Working

Group on Community Learning

increased cross sectoral communication to raise •

participation in community learning. A roundtable

discussion was hosted and explored the specific

role of community organisations and community

leaders in improving the well-being of individuals,

families and communities. Thinker in Residence,

Dr Fraser Mustard challenged participants to pro-

vide increased support and community learning

opportunities for parents and families. An Interim

Council for Early Childhood Development was

formed as a consequence with input from the ACE

Reference Group

initiatives to support the development of sustainable •

communities. A roundtable discussion on the role

of local councils in developing learning communi-

ties was organised jointly with Playford Council

in March, with Peter Kearns, a leading researcher

in the area of lifelong learning, as guest speaker.

This initiative acknowledged the importance of

closer collaboration with of local government and

resulted in specific events convened by the City of

the Mawson Lakes Development Project.

The Adult Community Education (ACE) program

supported over 100 projects delivering more than

300 000 hours of non-accredited learning to over 8500

37


participants. Learning activities focused on the devel-

opment of personal skills, as well as literacy, numeracy,

information and communication technology.

Projects were delivered by community-based

not-for profit organisations which are well placed to

deliver non-formal education to disadvantaged target

groups in local settings, and meeting local demand.

Organisations included community centres and

neighbourhood houses, schools and church groups,

cultural and arts organisations.

Eleven new ACE ‘Learning Communities in partner-

ship with TAFE SA’ projects commenced in 2007.

These projects assisted more than 260 people to make

the transition from non-formal to formal learning and

gain qualifications up to Certificate IV level. Study

takes place in supported environments that ensure

disadvantaged participants are well prepared to take

the next step into further education, apprenticeships

and work in vocational areas that include: building

and construction, hospitality, community services,

and event management.

At the national level, DFEEST was represented on

the Reference Group of the Ministerial Declaration on

Adult Community Education established by MCEETYA.

In support of the state’s contribution into this proc-

ess, a forum of representatives from state and local

government, regional development boards, community

centres, private providers and the university research

sector recommended the need for an appropriate

framework for positioning ACE to play an enhanced

role in responding to current social, demographic,

economic and labour market challenges.

Science and maths skillsUnder the Innovation Awareness banner of Innov8,

support continued in 2007 for a number of initiatives

that raise awareness amongst the community of the

importance of science, mathematics and innovation in

everyday life. By promoting and raising this awareness

the long-term expectation is that this will increase the

number of people interested in science and maths

(from a work/study perspective and also general

understanding of its importance).

The South Australian Science Excellence Awards

were held as part of National Science Week for the

third consecutive year. Over thirty nominations were

received and awards were presented to those in the

South Australian Science Community who displayed

excellence in the following fields:

Scientist of the Year:

Laureate Professor John Ralston FAA FTSE

Ian Wark Research Institute

University of South Australia

Excellence in Research for

Public Good Outcomes:

Professor Timothy Hughes

Institute of Medical and Veterinary Science

Science Education and

Communication Excellence:

Professor Christopher Daniels

School of Natural and Built Environments

University of South Australia

Science Leadership and

Management Excellence:

Professor Jerzy Filar

School of Mathematics and Statistics.

38


1.7 Specially focus on disadvantaged members of society

Bedford IndustriesTAFE SA is in a fifth year of a successful partnership

with Bedford Industries to provide accredited training

at Certificate II level. The Bedford Group in partnership

with TAFE SA remains the only organisation of its type

and size to provide opportunities for people with a

disability to gain nationally recognised qualifications

on this scale.

In 2007 approximately 215 trainees will graduate

from this course compared to 120 in 2006 making

it the largest TAFE SA graduation for people with a

disability in Australia.

Abilities for All Program is an expanded training

program offering employees of Bedford and the

disability sector with opportunity to enhance their

skills. In 2007 the program spanned 18 delivery sites

and was conducted by lecturers from TAFE SA. The

program provided accredited training to 190 people

at certificate 1 and 3 levels. Participants attend a

TAFE SA session one day a week in their workplace,

delivered by an industry trainer experienced in the

disability sector. In addition, a designated Workplace

Coach provides the additional classroom one on one

tutoring or ‘catch-up’ support required to ensure that

all learning goals are met.

Aboriginal Access CentreThe Aboriginal Access Centre (AAC) works closely

with various job networks in regional South Australia

to ensure that Aboriginal participants gain access

into wider TAFE SA offerings, and provide them with

guidance in gaining employment at the completion of

their studies.

The focus of AAC is on providing access to VET

supported by the development of individual learning

plans and a case management approach to more effec-

tively lead prospective students from unemployment

to vocational education, training and employment.

Key objectives for the AAC are:

to be the preferred provider of quality education and •

training for Aboriginal students and communities

provide quality Certificates I and II enabling •

courses

provide a career referral and support process for •

completing students in their transition to employ-

ment or further education

to develop partnerships with local industry and •

community to implement programs that meet the

needs of employers and employees

to respond to the Aboriginal community and in-•

dustry needs as measured by training outcomes

leading to employment, enterprise development

and qualitative feedback.

AAC in Port Augusta achieved an overall 45 percent

employment outcome for students with a number

continuing on to further studies. In Ceduna and Port

Lincoln nine local Aboriginal students commenced

the Diploma of Enrolled Nursing whilst working part-

time with the Ceduna Health Service. Twenty five

participants achieved the Certificate I in VET focused

on the mining industry. Ten of these students went

on to achieve the Certificate II in Metalliferous Mining

Operations.

Across metropolitan Adelaide 33 Aboriginal staff across

a range of organisations have undertaken or achieved

studies in the Advanced Diploma in Community Services

Management, Certificate IV in Front Line Management

and the Certificate IV in Training and Assessment. A

collaborative approach with the Department of Health

has seen 13 Aboriginal people undertake cadetships

in the following areas:

nursing•

community management•

metal health (non-clinical) •

community development.•

Vocational preparation programsTAFE SA is committed to the delivery of education

and training in an environment that responds to the

needs of all learners. Classes have been delivered and

promoted in community centres to increase access

and information on career courses and pathways to

increase the reach of people in the community.

39


Regional/ rural located learnersTAFE SA is delivering programs in regional and rural

South Australia to bring education and skill develop-

ment opportunities to isolated individuals. TAFE SA

delivers courses either by onsite lecturers at APY

TAFE or by visiting lecturers with support from the

APY TAFE.

Partnerships with key government departments

for specific programs are enabling, for example, the

Diploma of Interpreting to be delivered in APY Lands.

Traineeships were also offered in 2007 and providing

a pathway into higher level qualifications for those in a

workplace with a supervisor who has an understanding

of a learning environment and offers ongoing support

to the trainee during their two years of training.

Newly arrived migrantsThe TAFE SA Adult Migrant English Program (AMEP)

continued to provide English language and settlement

services to newly arrived migrants and refugees with a

13.3 percent increase between 2006 and 2007.

Learners with disabilitiesTAFE SA commitment included the development of a

Disability Action Plan and the ratification of the Access

and Equity Policy in 2007 as well as a high level review

of Vocational Preparation which provides essential

support and skills for most disadvantaged members

of community.

Education and Training for the Deaf and Auslan

courses offered at Adelaide campus and Disability

courses offered at both Adelaide and Noarlunga

campuses has seen a 30 percent increase in the

number of students in the deaf education program

with continuing strong interest.

40


Results to be achieved -(by June 2010 unless otherwise noted)

Approach or exceed the national average for VET •

participation

YearSouth

Australia % Australia %

2006 10.9 11.4

Source: 2006 Annual National Report of the Australian Vocational

and Technical System.

Increase by 5 percent from June 2006 the propor-•

tion of apprentices and trainees completing their

training to 57 percent

Progress: 54.6 percent completed. An increase of

2.6 percent over the base year.

For the period commencing 1 July 2006 and ending 30 June

2007. Source: VENUS data store.

Exceed the national average for the proportion •

of qualification completions at Certificate III and

above

All VET –

YearSouth

Australia % Australia %

2006 70.1 70.6

Source: 2006 NCVER Data cubes – scope: publication scope (does

not include secondary and other education).

Contracts of Training (Apprentices and –

Trainees)

Progress South Australia recorded 79 percent of traineeship and apprenticeship completions at Certificate III or above compared to 85.8 percent at the national level.

Figures based solely on contracts of training data. Source: NCVER

data cubes, July 1994 to September 2007.

Increase the percentage of graduates unemployed •

before TAFE course who found work after training

to 55 percent

Not employed before commencing the training –

and employed after

Result for 2007 was 47.6 percent. This represents –

an increase over the national average of

46.9 percent. Source: 2007 NCVER Student Outcomes

Survey.

Increase the proportion of employers engaged with •

the VET system

In South Australia, the 2007 NCVER Survey of –

Employers’ Use and Views of the VET System

found that 49.8 percent of employers surveyed

reported that they were engaged with the VET

system in the previous 12 months.

Source: 2007 NCVER Survey of Employers’ Use and Views

of the VET System which is conducted every two years.

Increase by 2 percent the enrolments by Indigenous •

Australians at Certificate III and above qualification

levels

subject enrolments increased by 13.8 –

percent in 2006, from 7465 in 2005 to 8492.

Source: 2006 NCVER Data cubes – scope: government

funded VET activity.

Decrease by 4 percent the expenditure per nominal •

hour of training activity

Government recurrent expenditure per publicly –

funded nominal hour (2006 prices)

percentage change (from previous year)

percentage change (from previous year)

2006 $17.84 0.2

2005 $17.80 -3.2

2004 $18.39 7.0

Source: 2006 Annual National Report of the Australian Vocational

and Technical System.

Note: DFEEST data adjusted to reflect improved cost allocation

and hours reporting not yet reported by NCVER. Revised cost in

2006 is $17.15. This represents a 3.65 percent reduction in costs

over 2005.

41


Double South Australia’s share of overseas students by 2014 •

Trends in the growth in South Australia’s overseas student enrolments for calendar years 2003-2007

13,737 15,49018,012 20,466

23,327

0

5,000

10,000

15,000

20,000

25,000

2003 2004 2005 2006 2007

Calender Year

No.

of O

vers

eas

Stud

ents

0.0

1.0

2.0

3.0

4.0

5.0

6.0

SA M

arke

t Sha

re

Actual Overseas Students

Table above indicates that South Australian international student enrolments continue to experience strong

growth in overall student numbers, reaching 23 327 students in 2007.

DATA SOURCE:

Source: Actual overseas student figures is sourced from Australia Education International (AEI), Market Informa-•

tion Package (MIP) and uses overseas student enrolment figures for South Australia, Dec 2007 Pivot table

42


goal 2 provide high quality eMployMent and workForce developMent services

D FEEST leads the way in supporting indi-

viduals and communities to make informed

choices in relation to careers and learning

by providing high quality employment and workforce

development services.


2.1 Provide access to high quality employment (Links to SASP T1.10, T1.11, T1.12, and T1.26) TAFE SA is a significant contributor in South Australia’s

response to the shortage of skilled workers in various

industries. TAFE SA provides all students with a job

referral service and attracting employers seeking

nominations for potential employees from TAFE SA

graduates.

TAFE SA increases employability of graduates

through training in job seeking, developing e-resumes,

e-portfolios and use of online services to obtain

employment. This is further complemented through

the range of student services available and TAFE SA’s

strong connections with local industry.

In 2006-07, over 25 000 participants were engaged

in South Australia Works programs, with over 7940

gaining employment, demonstrating consistent and

successful outcomes for South Australia Works.

People who are most disadvantaged in accessing

training and employment were provided with more

and better opportunities to participate in learning, skill

development, training and employment. In addition

over 787 500 accredited training hours and 391 500

non-accredited training hours were delivered.

Expenditure on learning, training and work programs

was $30 million, including $5.04 million of externally

funded programs incorporating Australian government

funds.

South Australia Works in the Regions partners with

regional organisations and the 17 Employment and

Skills Formation Networks to identify and respond to

training and employment needs in ways appropriate

to each region.

Nine regional coordinators, based across the state,

work with the Networks to respond to each region’s

unique learning, training and employment challenges.

$8.16 million was provided to assist 8035 people to

participate in regional projects and a total of 3145

employment outcomes were achieved with 450 000

accredited and 52 000 non-accredited training hours

delivered.

In 2007 South Australia Works in the Regions

won the inaugural Premier’s Award in the category of

Building Communities for significantly improving the

way learning, training and employment programs are

delivered to regional South Australia. The award is

a testimony to the outstanding partnerships formed

through the 17 Employment and Skills Formation

Networks, regional development boards, local industry

and business, community organisations and Local and

Australian governments.

South Australia Works in the Regions assisted

1683 mature age participants, of whom 750 found

employment. The Employment Assistance Program

provided services for 700 mature age people which

resulted in 220 employment outcomes.

South Australia Works for Indigenous People

improves learning and employment outcomes for

Aboriginal people by providing support, job training,

work placements, recruitment, leadership training,

career enhancement, traineeships and apprenticeships.

In the Aboriginal learning and works program 1200

participated with 484 achieving employment.

The Aboriginal Employment Program assists

Aboriginal people gain employment in both the private

and public sectors through skills development and

increasing employment and career enhancement

opportunities. The program assisted 350 Aboriginal

people, with 170 gaining employment in both the public

and private sectors.

The Aboriginal Apprenticeship Program assists

Aboriginal people gain employment through access

to trade based apprenticeships in the private sector.

Fifty five apprentices commenced a contract of training

43


through the program, 22 were placed in the metropolitan

area and 33 in the regions.

During 2006-07, 73 Aboriginal people achieved

employment through the CareerStart SA program, 15

people from the Anangu Pitjantjatjara Yankunytjantjara

(APY) lands commenced a traineeship.

The South Australian Police (SAPOL) Indigenous

Traineeship program recruited 10 young Aboriginal

people into traineeships in both operational and service

delivery areas. This was the first recruitment strategy

undertaken by SAPOL that exclusively targeted young

Aboriginal people.

Tauondi College provided accredited and culturally

appropriate vocational education training to Aboriginal

students. In 2006-07, Tauondi delivered over 90 000

accredited training hours and 34 500 cultural training

hours to 300 full-time equivalent students.

South Australia Works for Mature Aged People

continued to develop early intervention strategies by

providing training, upskilling and employment programs

for people 40 years and over.

The program provided opportunities for mature

aged unemployed people to learn about today’s

labour market to improve their chances of finding

work. Training and upskilling were provided while

simultaneously encouraging enterprises to support

the employment of older workers. A total of 3050

mature-aged participants were engaged in a range of

programs with 1295 gaining employment.

The Employment 40Plus Program consisted of

a series of forums providing mature age jobseek-

ers with an increased understanding of the current

labour market and information about services and

programs available to assist them to find work. 400

mature aged people participated in metropolitan and

regional forums/workshops through the program, with

120 gaining employment. The two employer forums

held during the year were very successful with 79

employers attending. The women’s forum, held at

TAFE SA Regency Campus, attracted 86 participants

and received positive feedback from both participants

and employer organisations that attended.

South Australia Works with Industry identifies new

employment and training possibilities, helps people to

develop the skills required by a changing and dynamic

economy, and assists in meeting current and emerging

workforce needs.

The South Australia Works with Industry programs

facilitated 2205 businesses taking on the skilled

workers they need both in the short term and longer

term. These initiatives contributed to South Australia’s

productivity while meeting the training and work needs

of individuals.

South Australia Works to Recognise Skills, assists

people to have their skills and qualifications recognised

for the purpose of finding meaningful employment

in South Australia. The program provides informa-

tion, brokerage and referral services in the areas

of recognition of both overseas and locally gained

qualifications and skills, career development and

pathways to employment. Nine hundred and forty six

individuals were assisted with recognition of academic

qualifications and/or trade skills, with 500 people being

offered employment support.

The Workforce Development Fund supported

industry wide initiatives that focused on developing

high performance workplaces, supported coordi-

nated workforce planning and addressed workforce

issues that restrict growth or service provision. The

Fund forged closer links with ISBs and funded 7

workforce development and planning projects. Over

1850 businesses from a range of industry sectors,

including hairdressing and beauty, metal fabrication,

non-government disability services, defence, mining

and community participated in workforce development

projects. Three industry clusters were established to

address workforce issues for South Australian major

defence and mining sector projects, contributing to

identified skill priorities. This included identifying the

implications of these programs on the community

infrastructure sector.

A joint initiative of the Australian and State govern-

ments: the Labour Market Adjustment Initiative,

provided workers retrenched from Mitsubishi Motors

Australia, General Motors Holden and Electrolux with

assistance in transitioning to alternative employment.

44


Training and skill development activities, particularly

for skills in demand, were developed to enhance the

support offered to individuals through the Australian

Government’s Job Network system. Assistance was

also provided to displaced workers from AGL, Ion

Automotive, Nexus Furniture, Primo Smallgoods,

Conroy’s Smallgoods, TI Automotive and Tenneco.

In 2006-07 tailored assistance was provided to

866 displaced workers, with 575 gaining alternative

employment.

InSkill SA fosters workforce development opportuni-

ties through the government’s procurement process.

In 2006-07, 350 businesses that tendered or applied

for South Australian government works and service

contracts and associated sub contracts valued at

$250 000 or more per annum, registered with InSkill

SA.

2.2 Increase and improve workforce participation in learning and work (Links to SASP T1.12, T6.20, and T6.21) DFEEST undertook comprehensive research and

consultation to identify existing barriers to employ-

ment and how these could be overcome. The major

findings from this research indicate that future options

to increase workforce participation are dependent

upon:

arresting and reversing the decline of male labour •

force participation, especially of men aged 35-50

with low skill levels.

sustaining and increasing female labour force par-•

ticipation, particularly the participation of women

of childbearing age.

improving and extending the participation in the •

labour market of South Australians aged 50 years

and over.

improving the skill level of those who face major •

difficulties gaining employment.

increasing further education and training opportuni-•

ties for persons with low levels of skill who are on

the margins of the labour force.

The research also found that low education and skills

was one of the most common reasons for reducing

a person’s ability to secure work and that this issue

was intensified according to age, disability and caring

responsibilities. Overwhelmingly the most common

barrier to improving education and skills was the cost

associated with participating in further education and

training.

The qualitative and quantitative research data is being

used to develop new strategies for increasing the

workforce participation of those who are most disad-

vantaged in the labour market, including Aboriginal

workers, mature age workers, vulnerable workers,

women and young people.

Access to industry and employers is a primary

component of TAFE SA education and training agenda.

Through localised networks, customised programs and

linkages with industry and employers, TAFE SA is well

positioned to transition students into employment and

improve the involvement and up take of the workforce

in both learning and job security.

45


Aaron Bennett of A’nB Constructions, TAFE SA graduate and National Workskills winner in the plastering fibrous

trade, is heading off to London to participate in the Corporate Leadership Development Program with other

students from around Australia.

46


For example, TAFE SA hospitality and cookery

divisions have specific responsibility to assist students

from full time programs to gain employment place-

ments either full or part time, both during the course

and after the course. All students in the hospitality

program have casual employment to complement their

training, within six weeks of course commencement.

Employment outcomes from Cookery, Hospitality,

Sport and Recreation programs continue to exceed

98 percent.

Electronics Programs offer a number of initiatives to

help students connect with industry including industry-

based scholarships which involve work experience

and regular industry presentations to existing TAFE

students to promote employment opportunities to all

Electronics students.

For example, TAFE SA has further responded to

the need for primary producers to be proactive to

the effects of drought. Through Phase seven of the

SA Government Drought Response Strategy, TAFE

SA will provide $1.5 million of training in machinery

operations and logistics training over the current and

the next financial year. Training will range from forklift

licensing to B Double and Dump Truck operator licens-

ing. The net effect will be that primary producers will

be increasingly viable through off farm transport and

logistics employment, or they will transition away from

farming and into industries like mining, transport or

forestry.

The TAFE SA trainee and apprenticeship program is

exceptionally flexible with the vast majority of training

done in the workplace or through flexible learning

strategies.

The Tourism program offers a vocational placement

service that links students with industry. Many students

either gain a job as a result of the placement at that

workplace or this link with industry enables them to

network within the industry which then leads to work.

The organised placement has employers approaching

the program to find students to work with them for up

to 8 weeks (either in June/July or Dec/Jan).

Event management students regularly participate

in events being held in the metropolitan and close

regional areas and often gain jobs as a result of this

industry involvement.

Fashion Retail partnered with IKEA to construct

garments from IKEA’s new textile range for an in-store

fashion parade and exhibition. The garments were made

by TAFE SA Fashion Stylist and Visual Merchandising

students and Fashion Event Management students

assisted IKEA with staging of the event, giving them

excellent work experience within the industry. The

preview parade was held for media, TAFE SA and IKEA

staff, industry and contacts.

TAFE SA Tourism students regularly undertake

research for the Australian Competition and Consumer

Commission (ACCC) at the Adelaide Airport Limited.

Now in its eighth year, the Quality Service Survey is

conducted and coordinated by the Tourism program at

Adelaide City Campus in March and September each

year by students in the Diploma of Tourism.

47


2.3 Foster career development (Links to SASP T6.15, T6.19) TAFE SA is committed to fostering career development

opportunities and instigated several programs in 2007

to facilitate the translation of learning into personal and

professional development for students and staff.

The young leaders program encompassed students

from Bakery, Cookery and Hospitality programs who

were allocated senior industry mentors and case

managers during the three years of their program. A

focus is on personal career development during this

unique program, with excellent results already being

achieved.

The young leaders program is for current employees

in these sectors and designed to increase retention of

skilled workers in the industry through the provision

of up skilling opportunities for current employees to

provide better business outcomes for their employer

(or themselves if in their own business). TAFE SA is in

the second year of the program, only taking one group

of approximately 20 candidates (who are nominated

by industry) each year. The first group finishes at the

end of 2008.

Qualitative feedback from employers, mentors and

the students themselves demonstrate the program at

this stage to be highly successful. Several students

have already stated that it has enabled them to develop

skills and attitudes that have kept them in this industry

sector, many have already been promoted and employ-

ers have made extremely positive comments as to the

significantly increased capacity and ability of their staff

who are in this program.

It is however, only a part of a far greater workforce

development strategy in these industry sectors that

TAFE SA has introduced in partnership with the industry

skills council, key industry associations and Strategon

as a private provider. The other elements of this strat-

egy include case management in the apprentice and

trainee areas, development of the new dual qualifica-

tions and development of new industry engagement

programs. All initiatives are targeted at changing the

nature of TAFE’s relationship with employers and the

way employers view training as a vehicle to improve

their businesses.

The Community Services and Health Program in

TAFE SA delivers the Australian Career Development

Studies and has completed extensive training to DECS

and Youth and Regional Partnership staff. The Career

Development trainers provide professional develop-

ment opportunities for a wide range of organisations

and communities to understand the new world of work

and strategic workforce development.

To better coordinate and expand its commitment to

career development as a fundamental part of South

Australia’s Workforce Development Strategy DFEEST,

in collaboration with DECS, DTED and Department

Families and Communities and representatives from the

Catholic and Independent schools sectors, is currently

leading the development of a career development

initiative (provisionally titled CareersSA), that will inform

the strategic directions for career development service

provision for all South Australians across the whole

of their lives.

48


2.4 Provide high quality workforce development services to industry and the community (Links to SASP T1.10, T1.11, T1.12, and T1.26) TAFE SA has strong links with the local public and

private education providers. These links include

TAFE SA representation on the Steering Committee

for the DECS Trades Schools of the Future, the Board

of the Australian Technical College – Spencer Gulf

and Outback (ATC – SC&O), and the Polly Farmer

Foundation Project in Port Augusta.

Local links in the industry and community ensure TAFE

SA is engaged in the processes of addressing educa-

tion, training and workforce development needs in a

coordinated manner. Outcomes for 2007 included:

increased industry pathways developed between •

Southern Flinders Rangers Regional Development

Board, John Pirie Secondary School and TAFE SA

(Port Pirie) as a conduit into employment

several Alternative Learning Option Programs (ALOP) •

ran concurrently across the state

Youth Pathways program operating across regional •

South Australia

Taste of TAFE program for secondary students run-•

ning each year at a number of sites. For Northern

and Yorke regions, this accounted for approximately

300 secondary school students attending this pro-

gram for this region

a range of projects initiated by TAFE SA in the •

engineering and skill shortage areas in collabora-

tion with industry and enterprises and professional

organisations, which enable seamless career path-

ways from school to TAFE SA through school-based

apprenticeships. These projects in the resource

industry and engineering are currently regarded as

the basis of a future model of collaboration between

the Trade Schools for the Future and TAFE SA as a

provider of traineeships and apprenticeships

a collaborative venture established by TAFE SA •

Justice Studies with the Centre for Environmental

Management and Compliance (CEMAC) of the

University of South Australia. The venture was

designed to deliver environmental compliance and

enforcement training. Implementation of state and

commonwealth environmental protection legislation

requires a workforce of trained compliance and

enforcement officers. This venture builds on the

organisational strengths and capacities of CEMAC

in environmental law and the compliance and en-

forcement expertise of Justice Studies.

As at June 2007, there were 3489 trainees and

apprentices employed by 12 group training organi-

sations jointly funded by the State and Australian

Governments through the Joint Group Training Program.

Collectively, these organisations received $2.25 million

to support commencement, retention and completion

of trainees and apprentices.

Throughout the year, the department audited five

group training organisations for compliance with

the National Standards, including two organisations

that had not previously been assessed against the

standards. This brings the number of group training

organisations assessed as being compliant with the

National Standards in South Australia to 19.

An information service promotes traineeships and

apprenticeships to the community and assists clients

with queries relating to their contracts of training.

During 2007 there were 23 285 enquiries (or an average

of 448 per week) received by the Information Service,

representing an increase of 8774 enquiries since the

service’s inception in 2005. This represents a growth

of 60 percent since 2005 and 31 percent in the past

12 months.

The promotion of Training and Skills Commission

Guidelines for competency based traineeship and

apprenticeship completions, which enable trainees

and apprentices to complete their contracts of training

when they are assessed as being competent rather

than once they have served a predetermined period

of time, has played a significant part in increasing

completions by 40 percent in the March quarter.

49


2.5 Improve workforce planning and information (Links to SASP T1.10, T1.11, T1.12, and T1.26) The DFEEST Workforce Information Service website,

WIS Online is an important means of providing a range

of workforce information and planning tools relating to

South Australia’s workforce and its development. These

support and engage a range of workforce development

practitioners in government, industry, and the wider

community. New functionality has been introduced to

improve delivery and content to a variety of audiences

through a free user subscription facility.

WIS Online content covers several broad themes

relating to workforce development and industry infor-

mation; workforce planning and tools; and provides a

resource gateway to current and topical information.

Regular products profiling demographic groups and

industries in the state, research on barriers to workforce

participation, and interactive discussion forums have

also been developed. By early December, there had

been over 7500 visits to the site (50 percent of these

being new visitors), with over 27 000 page views of

the site’s content.

As part of the implementation of the Workforce

Development Strategy Better Skills Better Work

Better State, DFEEST commissioned three research

reports from the Workforce Development Research

Consortium:

High Performance Workplaces: Developing •

Standards and Reporting Tools

Workforce Planning Tools and Practitioners: Preva-•

lence, Scope and Quality

Mapping the Life-Course Experiences of SA Men •

and Women in the Labour Market.

DFEEST was an industry partner to the three

year Australian Research Council Industry Linkage

research project (Demographic change, ageing and the

workforce: An integrated model to inform workforce

development and planning in Australia). The project

was concluded in September and has raised the aware-

ness of strategies to meet the workforce challenges and

strengthened the network of workforce practitioners

in South Australia.

As part of the South Australian Wine Industry

Employment Strategy, a workforce profile of the state’s

wine industry was developed. This profile will inform

the further development of the Employment Strategy

and is expected to be updated with more recent (2006)

Census data in early 2008. The profile also appears

in WIS Online.

Workforce action plans for the mineral and defence

sectors are currently underway, based upon compre-

hensive workforce planning undertaken with major

enterprises in 2006. The Defence Workforce Action

Plan will be developed in conjunction with the Defence

Skills Cluster initiative and the recently completed

Defence Workforce Survey.

Construction, agri-food, health and advanced manu-

facturing workforce action plans have commenced,

in conjunction with relevant ISBs and government

agencies.

50


Results to be achieved –(by June 2010 unless otherwise noted)

Increase the number of participants in SA Works learn-•

ing and work programs to 25 000 or more per annum

In 2006-07, over 25 000 participants were engaged

in South Australia Works initiative, with over 7940

gaining employment and met the annual target of

25 000 participants. The employment outcomes

were in addition to opportunities gained for further

learning arising from participation in SA Works

programs.

Maintain the number of Aboriginal Apprentices in •

training above 170 with a further 1300 participants

in SA Works for Indigenous People per annum

The total number of apprentices in training peaked

above 170, and is contributing to the target of 1300

participants in South Australia Works for Indigenous

People in 2007.

Increase the proportion of employment outcomes •

for the total number of participants in SA Works

from 28 percent in June 2006 to 33 percent

The proportion of employment outcomes for the

total number of participants increased from 28

percent in June 2006 to 32 percent in June 2007,

demonstrating consistent and successful outcomes

for South Australia Works. The initiative is on track

to reach the target of 33 percent in 2008.

Increase the proportion of employment outcomes •

in SA Works for:

M a tu r e Ag e d Pe o p l e f r o m 3 0 –

percent in June 2006 to 44 percent

Three thousand and fifty mature-aged participants

were engaged in a range of programs with 1295

gaining employment. This resulted in an increase

in the proportion of employment outcomes for

South Australia Works for Mature-Aged People

from 30 percent in June 2006 to 43 percent in

June 2007. The program is on track to reach the

target of 44 percent by June 2008.

I n d i g e n o u s P e o p l e f r o m 2 9 –

percent in June 2006 to 41 percent

Twelve hundred Aboriginal people participated in

learning and work programs, with 484 achieving

employment. This resulted in an increase in the

proportion of employment outcomes for South

Australia Works for Indigenous People from 29

percent in June 2006 to 40 percent in June 2007.

The program is on track to reach the target of 41

percent in June 2008.

Labour Market Adjustment Program from –

65 percent in June 2006 to 67 percent

In 2006-07 tailored assistance was provided to

866 displaced workers, with 575 gaining alternative

employment. This resulted in an increase in the

proportion of employment outcomes for the

Labour Market Adjustment Program from 65


The program is on track to reach the target of

67 percent by 2010.

Increase the proportion of work outcomes for SA Works •

in the Regions from 34 percent in 2006 to 41 percent

$8.16 million was provided to assist 8035 people to

participate in regional projects and a total of 3145

employment outcomes were achieved. In addition,

450 000 accredited and 52 000 non-accredited

training hours were delivered. This effort resulted

in an increase in the proportion of work outcomes

for South Australia Works in the Regions from 34


The program is on track to reach the target of 41

percent in 2008.

51


goal 3 ensure young people are supported in reaching their Full potential and actively engaged in learning, training, work and in their coMMunities

D FEEST has a pivotal role in supporting

young people to make informed choices

about their lives and career pathways and

to be actively engaged in their communities, in educa-

tion, training and/or work.


3.1 Ensure South Australians aged 15 to 24 have the skills and opportunities to make successful transitions from school or unemployment to education, training or work (Links to SASP T6.15, T 6.19, T6.20, and T6.21) Transitions through learning and employment and

tailored responses form the basis of a proposal to

establish an Inter-Ministerial Committee on Learning

and Work focusing on young people 15 to 24, particularly

those facing multiple barriers to participation in learn-

ing and work. As part of its commitment to meeting

SASP targets, DFEEST has developed a learning and

work package for young people aged 15-19 who have

disengaged from school, work or further education/

training. The package is designed to facilitate the

engagement of young people in learning and work

by providing them with the necessary skills, support

and resources.

It provides young people with case management,

accredited training, and an individual learning and

work plan, based around individual needs, aspirations

and goals. Elements of the package include an initial

assessment of the young person’s language, literacy

and numeracy needs, their social, medical and other

needs, and referrals to appropriate service providers.

A case manager will assist with the development of a

personal profile and individual learning and work plan

which will map out the young person’s pathway to a

meaningful outcome – a return to full-time schooling,

an apprenticeship or traineeship, training at TAFE, or

employment.

Work commenced on the development of a web-

based resource to promote labour market information,

analysis and related career resources. A priority was

achieving accessibility for a range of users, including

school teachers, vocational and career counsellors,

students, parents, employers and businesses. At the

completion of the design phase the website will offer

a range of labour market information, resources and

products providing analysis and interpretation of the

labour market, skills requirements, and other, related

occupational, industry, training and career information.

The site will link to updated career and occupational

information on related websites, including the TAFE SA

website which is being expanded to integrate informa-

tion from the South Australian Occupational Matrix.

The website will also provide a forum for discussion

on related issues, for example, the social and “soft”

skills required for particular occupations which can

form the basis for curriculum-based approaches to

informing and educating young people about planning

their careers.

DFEEST supports the Minister’s Youth Council, a

group of young people, aged 14-25, who provide the

Minister for Youth with firsthand advice about how

young people are engaging with a range of issues.

In 2007 the council strengthened its research focus,

exploring the challenges newly arrived refugees and

migrants are up against, providing input into the

implementation of future SACE and discussing how

the issues that led to the Cronulla riots can be avoided

in South Australia.

Considerable work has been undertaken on youth

policy issues particularly early childhood development,

recruitment and retention of Generations X and Y in

the public service and succession planning in family

business.

In 2007 DFEEST provided $168 000 in grants to 56

local councils to support the Youth Advisory Committee

(YAC) program designed to assist local councils work

with young people aged 12-25 to plan and mange

activities and projects that encourage young people’s

active engagement in their local communities. Further,

52


$31 871 YAC Diversity Funds were allocated to 23

councils to help engage marginalised young people

in the program.

A pilot program of youth consultations was held in

late 2007 to begin the development of the next stage

of the Youth Action Plan. The pilot program saw 200

young people in the Mount Gambier area consulted.

Getting young people to be part of the decisions

that affect their lives was the theme of Involve, a three

day event that placed a youth lens on South Australia’s

Strategic Plan. Involve aimed to get agencies thinking

about how young people can best be involved in the

decision making process and how both young people

and the agency can be positively influenced by the

outcomes of those decisions.

The active8 Premier’s Youth Challenge is a school

based youth development program that supports

young people’s engagement with their community.

In 2007 over $500 000 was provided to 51 active8

programs that engaged 1,152 young people. The

program provides young people with a connection to

their local community and personal and skill develop-

ment opportunities.

Each active8 participant undertakes first aid training

with cardio pulmonary resuscitation and at least eight

hours of volunteering. As a result, the active8 program

participants volunteered for approximately 9 200 hours

in 2007. In addition the participants undertake a wide

range of activities such as outdoor adventure activi-

ties, conservation work, surf lifesaving and leadership

training.

South Australia Works for Young People assists

young people by giving them the skills and opportuni-

ties to move successfully from school, further education

and training or unemployment into stable, rewarding

work. These projects and activities contribute to

initiatives 1, 2 and 6 of the Skills Statement.

Over 4240 young people participated in programs

with 1726 gaining employment. Of these, 2200 partici-

pated in South Australia Works in the Regions projects

with 1265 of them gaining employment.

Seven Youth Conservation Corps projects provided

200 young people with practical work experience

on a range of conservation projects, with 110 gain-

ing employment. Learn to Earn provided training

to 117 disadvantaged young people and 30 gained

employment.

882 school aged students participated in two

Social Inclusion Initiatives, the Alternative Learning

Options Program and the Adult Community Education

Youth Works Program. Of these, 729 returned to

school, 29 went on to further training, and 36 achieved

employment.

The Skills Register supported 341 young people

who had successfully completed a traineeship to find

ongoing employment in the public sector. Sixty of these

gained an ongoing employment placement through

the register.

This resulted in an increase in the proportion of

employment outcomes for South Australia Works for

Young People from 38.4 per cent in June 2006 to 40.7

percent in June 2007. The program is on track to reach

the target of 41 per cent in June 2008.

South Australia Works in the Public Sector supports

the creation of a highly skilled and responsive govern-

ment sector, by providing opportunities to train and

work in the public sector, especially for people who

are disadvantaged in the job market.

The government’s Skills Recruitment Strategy,

‘CareerStart SA’ and the Skills Register programs,

facilitated a work force planning approach to the recruit-

ment of trainees, apprentices, cadets and apprentices

across public sector agencies. State government

departments developed an Annual Skills Recruitment

Plan which will guide the activity of the CareerStart

SA program in 2008.

Annual targets of approximately 600 per annum

were set to ensure an accumulative total of 1950 over

three years.

The Duke of Edinburgh’s Award engages young

people in a range of activities that encourage physical

activity, community service and skill development. The

Award consists of three levels: Bronze, Silver and Gold,

and young people receive formal recognition for their

achievements at each stage. The total number of young

people registering for the Duke of Edinburgh’s Award

53


during 2007 was 1,382. Of these, 633 participants

completed their Bronze, Silver or Gold Award.

The Duke of Edinburgh’s Award had a range of

positive outcomes for participants including the involve-

ment of young people in community volunteering,

assisting young people to gain employment and help-

ing participants to remain engaged in education and

training programs. In May the 44th Anniversary Gala

Dinner raised over $50 000 to support participation

in the Award.

TAFE SA is a significant contributor in South Australia’s

response to the shortage of skilled workers in various

industries. TAFE SA is seen as a major recruiting agency,

providing all students with a job referral service and

attracting respected employers seeking nominations

for potential employees from TAFE SA graduates.

Dreams to Reality ProjectThis Hospitality program reported successful outcomes

for the 2007 Dreams to Reality project which involved

partnering of South Australia Works, TAFE SA, Save

the Children and Hyatt Regency Adelaide. Eleven out

of work and disadvantaged teenagers were involved

in the program and were provided with a two-week

intensive introduction to knowledge and skills required

to be a chef, including cooking techniques, nutrition,

kitchen hygiene and occupational health and safety at

the Hospitality program at Adelaide Campus.

Training was complemented by on-the-job work

experience at the Hyatt Regency Adelaide hotel.

Participants completed their training program by

using their new skills in a real life scenario at the

Save the Children Gala Dinner with 300 plus guests

in attendance.

Dreams to Reality program resulted in 11 students

completing the program and receiving parchments,

nine students had apprenticeship offers.

Kickstart ProgramTAFE SA Adelaide South won $60 000 funding from

the SA Works Alternative Learning Options Program

(ALOP). The ‘Kickstart’ program enables TAFE SA to

link with several schools, industry partners, parents

and young people in the southern districts to provide

key vocational skills development. Skills areas included

advanced manufacturing, building and construction,

retail, health and hospitality. Putting learners at the

centre of a model for engaged and motivated learning,

the program supports disengaged youth to re-engage

with school, TAFE or work through individualised and

mentoring programs.

54


Stacy Miller recently completed Certificate III in Laboratory Skills and is now studying the Diploma of Laboratory

Technology and works for the Institute of Medical and Veterinary Science.

55


Disadvantaged youthTAFE SA has been trialling an industry-led program

that works with disadvantaged youth which creates

opportunities for workplace learning on the job and

increasing young people’s confidence and self-esteem.

This has involved a partnership with The Smith Family

and Department of Education and Children’s Services

/ independent schools in the southern metropolitan

area, in the areas of manufacturing / engineering and

community services.

The ‘Learn to Earn’ program has demonstrated

how TAFE SA implements strategies for delivering

equity among under-represented groups. TAFE SA

has worked hard to provide equity of learning to this

group by creating a youth friendly environment and

a student-centred hands-on approach to learning

through task-based projects.

Eight hundred and eighty two school aged students

participated in two Social Inclusion Initiatives, the

Alternative Learning Options Program and the Adult

Community Education Youth Works Program. Of these,

729 returned to school, 29 went on to further training,

and 36 achieved employment.

The Skills Register supported 341 young people

who had successfully completed a traineeship to find

ongoing employment in the public sector. Sixty of these

gained an ongoing employment placement through

the register.

Formal mechanisms are in place to address griev-

ances and disputes that may arise in the traineeship and

apprenticeship system. In 2007, 60 complaints about

contract of training matters by employers, apprentices

or trainees were resolved through formal mediation,

while 82 matters were referred to the Grievances and

Disputes Mediation Committee of the Training and

Skills Commission for determination.

Results to be achieved - (by June 2010 unless otherwise noted)

Increase the number of 15-19 year olds engaged full •

time in school, work or further education / training

(or a combination thereof) to 90 percent

Progress: The department is on track to reach its

2010 target. The 2006 result is 82.7 percent

Increase by 5 percent the number of young •

people aged 15–24 in traineeships and appren-

ticeships from 19 900 at June 2006 to 20 900

Progress: As at 30 June 2007, the number of young

people aged 15-24 in traineeships and appren-

ticeships increased to 20 223. This equates to an

increase of 1.6 percent on the 19 900 that were

reported one year earlier. The department is on

target to reach its goal of 20 900 young people aged

15-24 in traineeships and apprenticeships by 2010.

56


3.2 ensure many more young people are engaged in political and civic life in their communitiesSeventy seven Minister for Youth’s Leadership Grants

valued at $35 486 were provided to young people aged

12-25 in 2007. Funding is provided to support and

encourage young people to contribute to their local

community and develop or enhance their leadership

skills. Activities funded included participation in the

One and All sailing voyage, attending the 2007 Young

Leaders’ Day conference and organising a conference

for young women focusing on health, fitness and self

esteem.

National Youth Week (NYW) is the single largest

youth event in Australia. It celebrates the contribution

young people make to Australian lives and communi-

ties and is delivered through a collaboration between

DFEEST and local councils. Grants of $1 500 were

made available to local councils to fund NYW activi-

ties. Free event management and media training is

also provided to young people involved in organising

NYW activities. Eighty young people attended this

training and 15 000 young people attended a vast

array of events hosted by 57 local councils across

the state. Events included a battle of the bands

contest, leadership forums, art exhibitions and sporting

competitions.

In 2007, a new initiative was introduced, the Minister

for Youth’s Community Engagement Grants. This

provides grants of $750 to organisations for projects

that support young people to engage with and contrib-

ute to their community and to undertake leadership

opportunities. Nine Minister for Youth’s Community

Engagement Grants worth $6 315 were provided to

organisations for projects including working with

young people under the Guardianship of the Minister to

develop leadership skills, and developing participation

and leadership skills with a group of young people

with disabilities.

A further scheme provided 2007, 17 Youth

Engagement Grants totalling $268 100 to a range of

organisations that work with young people to increase

their community participation. Projects which were

funded addressed a range of issues including mentoring

to young people leaving the juvenile justice system,

providing young people from the Anangu Pitjantjara

Yankunytjatjara (APY) lands with appropriate access to

further training and work options and a peer education

program to educate young people on the prevention

of violence by and against young people.

Results to be achieved -Increase by 27 percent the number of young people •

volunteering in their local communities through youth

programs from 3296 at June 2007 to 4200 volunteers

Increase of 42 percent to 4684 young people vol-

unteering in their local communities through youth

programs

A minimum of 30 percent of all Office for •

Youth grant funding to initiatives which

engage disadvantaged young people

32.1 percent of Office for Youth Grant funding

to initiatives which engage disadvantaged young

people ($457 760)

Increase by 43 percent the number of young people •

involved in government and community decision-

making processes from 1400 in June 2007 to 2000

Increase of 52 percent to 2131 young people

involved in government and community decision

making process.

57


goal 4 provide a coordinated, whole oF governMent approach to the developMent oF an innovative coMMunity

D FEEST provides a coordinated, whole-of-

government approach to the development

and implementation of strategic policy

advice in science, innovation and the information

economy to support the Government’s goals of

economic development, environment protection,

social inclusion and enhancing state-wide community

prosperity.

DFEEST has committed to this via the state’s 10

year vision for science, technology and innovation STI10,

which is the government’s main policy framework for

building innovation as a central feature of the state’s

economy and future identity.

Objectives and key initiatives:

4.1 Build science, technology and innovation capability and infrastructure (Links to SASP T4.6, T4.9, T4.10, T4.11) Constellation SA is an initiative to enhance collaboration

and knowledge transfer from researchers to end-

users such as industry and the broader community.

The initiative will serve as a decision and investment

framework to focus resources on research capabilities

that help drive innovation in areas of state strategic

priority.

Key alliances identified under Constellation SA

include defence and advanced manufacturing, health

and medical science and minerals and energy. To

underpin the alliances and clusters, effort will be

focused on building the state’s capacity in the enabling

technologies such as biotechnology and Information

and Communication Technology (ICT). DFEEST will

work in conjunction with other agencies to estab-

lish and facilitate the Constellation SA framework.

Funding was also provided to support the develop-

ment and establishment of clusters where research-

ers and end-users of research will come together to

tackle specific industry problems. As an example, the

Wine Innovation Cluster has received support from

Constellation SA to create a focal point for research

and knowledge transfer that addresses significant chal-

lenges facing the Australian wine industry. Participants

in the cluster include the Australian Wine Research

Institute, CSIRO, the SA Research and Development

Institute, Provisor and the University of Adelaide.

A mapping project of the defence research and

development capabilities of the state’s 3 established

universities was undertaken. It also surveyed the R&D

needs of the state’s large and small-to-medium enter-

prises engaged in the defence sector. Survey results

identified the strategic research strengths and enabled

advice to be provided to Defence SA regarding optimal

collaborative arrangements involving state, industry and

research institutions in bidding for a Commonwealth

defence research funding centre program announced in

late 2007. Arising from this, 2 major funding applications

were submitted to the Commonwealth.

As a result of funding committed from the 2006 round

the Government committed $4.2 million to co-invest

in five new cooperative research centres (CRCs).

This funding is in addition to the state government’s

co-investment in previous CRC selection rounds.

The Australian Seafood CRC is to be headquar-

tered in South Australia. The five CRCs will attract a

total investment across Australia of $156m from the

Australian Government over seven years.

The four other CRCs that will attract funding to the

state are for:

Sheep Industry Innovation – aims to improve wool •

and meat quality as well as the efficiency of sheep

production

Future Farm Industries – represents a unique co-•

investment between the meat, grains and wool

industry research corporations to develop perennial

plant production that transforms dry land agriculture

across southern and eastern Australia

Rail CRC – will research new rail engineering •

technologies, safety improvements and business

processes to benefit Australia’s rail industry

58


The South Australian Broadband Research and Education Network (SABRENet) is an optical-fibre telecom-

munications network constructed in metropolitan Adelaide to link the state’s major Research and Education

sites, including university campuses, research precincts and teaching hospitals.

59


Biomarker Translation - will develop diagnostic and •

antibody-based therapeutic agents that target cells

involved in major diseases, including autoimmune

diseases such as rheumatoid arthritis. This CRC

also has two large US biotechnology companies; BD

Biosciences and Amgen as commercial partners.

National Collaborative Research Infrastructure Strategy (NCRIS)NCRIS is a $542m five-year Commonwealth-funded

national program, operating from 2006-07 until 2010-11,

to establish major scientific research infrastructure

for Australia’s research community. It is the only

Commonwealth source of funding available to the

states for large-scale scientific infrastructure for the

next five years.

During 2007 contract finalisation was achieved

for eight recipients. New facilities which are being

funded are:

Specialised Microfluidics Fabrication Facility (at the 1.

Ian Wark Research Institute)

Food and Beverage Node of Australian Metabo-2.

lomics Facility (at the Australian Wine Research

Institute, Waite campus)

South Australian Regional Microscopy and Microa-3.

nalysis node (across all three South Australian

universities, with new equipment to be located at

the Ian Wark Research Institute and the Adelaide

Microscopy unit at the University of Adelaide)

Mouse Phenomics and Large Animal Imaging 4.

Research Facilities at the Institute of Medical and

Veterinary Science’s (IMVS) Gilles Plains Field

Station

Creation of a South Australian-based permanent 5.

high frequency radar system (SAIMOS) as part of

a national coastal marine environment monitoring

network

South Australian BioFuels pilot plant node at West 6.

Beach to demonstrate micro-algal biodiesel ca-

pability

Support of Hospira Adelaide Limited’s cell manufac-7.

turing facility at Thebarton to assist the company in

pursuing US Food and Drug Administration compli-

ance for its microbial cell manufacturing services

Development of a Virtual Core Library of mining core 8.

samples at Glenside, as part of a national geoscience

data base, complemented by the establishment of

South Australian-based geospatial nodes as part

of a national satellite-based network to develop a

model of the Earth’s crust.

As part of the 2007 NCRIS funding round, significant

assistance was provided to establishing a consortium

of state government agencies in the health, safety and

education sectors to develop a proposal for a state

clinical data linkage unit (for a share of $20m to be

announced in 2008) which will also be integrated with

a national unit.

4.2 Support the implementation of the Information Economy Agenda (Links to SASP T4.6, T4.9, T4.10, T4.11) The Industry Blueprint titled Information and

Communications Technology – Driving Growth for South

Australia was developed under the guidance of the

Information Economy Advisory Board, in consultation

with a wide range of industry and research stakeholders

in response to the economic development challenges

of South Australia’s Strategic Plan.

Released in December 2007, the document proposes

actions to strengthen the role of ICT in ensuring the

continuing growth of all SA industry.

ICT SkillsThe restructured IEAB has turned its focus to issues

of ICT skills shortages in the state’s economy.

The IEAB will make recommendations for govern-

ment policy action, and will align its work with that

being conducted in other jurisdictions - in particular

the Industry Leadership Group being hosted at a

national level by the Australian Information Industries

Association and the Australian Computer Society, and

auspiced by the Australian government - but with a

focus on the specific needs of the local economy.

60


Digital BridgeThe continued development of digital bridge programs

acknowledges the growth of digital technology and its

significance to our society. It is imperative to ensure

that individuals and communities have the opportunity

to benefit from the use of online resources and services

for economic development, environment protection

and state-wide community prosperity.

ICT support for rural and remote communities contin-

ued as a priority. The Outback Connect Program

provides basic ICT training and technical support

via a virtual classroom to very remote regions. As of

December 2007 the project had 803 clients, including

146 Aboriginal clients and had delivered over 5800

hours of training.

The innovative project model and success of the

Outback Connect Project team has been recognised

with the project winning the inaugural Australian

Community ICT Award for the Government Agency

of the Year.

Digital Literacy The implementation of a Digital Literacy project

extended opportunities in regional areas for the

access and use of social networking technologies

that increased the technological literacy of regional

South Australians.

e-LearningA series of workshops provided technical and pedagogi-

cal background, which assisted 25 participating private

RTOs to develop a business case and scope a small

e-learning project. Ten of these undertook targeted

e – learning projects. The model was commended by

the Australian Flexible Learning Framework and funding

for another round has been secured for 2008.

e-BusinessThe e-Business program (eBizSA) aims to increase the

effective use of online technologies by South Australian

small to medium sized enterprises (SMEs). The program

provides funding support on a dollar-for-dollar basis

to help ensure that South Australian SMEs remain

competitive within an increasingly global economy.

Recent projects supported by the department

include:

staging a number of e-business related seminars •

and workshops throughout metropolitan and regional

South Australia, in conjunction with Business Enter-

prise Centres and Regional Development Boards

as part of the E-Business for Exporters Program - a •

dollar-for-dollar funding program to improve online

presence and transactional capabilities of emerging

and existing exporters

online selling and marketing workshops for SMEs •

in the western suburbs and the Adelaide CBD.

Support for ICT Industry AssociationThe ICT sector is a major contributor to South Australia’s

economic growth both as an industry in its own right

and as an enabler for other industry sectors. The

department during the reporting period, provided

funding under a performance-based contract to the

Electronics Industry Association for its education

initiative (ei2) which aims to:

promote University Shared Expertise by building •

on the current availability of shared courses and

escalating the uptake of these courses by university

students

implement an industry based internship program •

for senior students,

foster TAFE/university and industry collaboration in •

curriculum development and learning pathways

further develop mentoring, cadetship and work ex-•

perience programs to prepare students for careers

in electronics

promote careers in electronics, particularly to pri-•

mary and secondary school students

develop postgraduate and workforce development •

programs for electronics industry professionals and

para-professionals.

61


4.3 Stimulate the state’s economy through better application of research encouraging transfer and application of knowledge (Links to SASP T4.6) Since its establishment in 2003, as a result of recom-

mendations by the Premier’s Science and Research

Council (PSRF), a total of $15 million has been

committed through four rounds of the PSRF to support

strategic research projects in South Australia. The

fund operates on a competitive basis, with one round

being conducted each year. Investments made by the

government through the fund are aimed at developing

research infrastructure and capabilities and applying

new knowledge for the strategic benefit – economic,

environmental and/or social – of the state.

In the 2006-07 round, the fund invested a total of

$3.8 million in five research projects.

Projects that have been supported through the

PSRF since its inception are distributed across the

Constellation SA Alliance areas of:

health and medical sciences •

defence •

minerals and energy •

agriculture, food and wine•

visual and performing arts•

natural resource management and climate •

change

society and the citizen.•

4.4 Exploit advanced communication technologies to benefit learning, skills and training for all South Australians (Links to SASP T4.8) mEgaSA (Mobile Enterprise Growth Alliance South

Australia) is a collaboration between DFEEST, universi-

ties, Department of Premier and Cabinet and industry

which aims to increase the size and capability of the

mobile content and applications industry in South

Australia.

The initiative comprises an incubator program

which is open to both students and professionals.

Participants work in cross discipline teams to develop

entrepreneurial skills and new business ideas for mobile

platforms. In addition to sponsorship, the IE Directorate

contributes project support.

Due to the success of the mEgaSA, other states

expressed interest in the program being run in their

states. To make this possible, funding was sought, and

was granted, from the Department of Education, Science

and Training (DEST) of the Australian Government, and

the program has been extended to VIC and NSW. The

mEgaAU incubator program will commence in the three

states in February 2008.

62


4.5 Improve accessibility of broadband to improve quality of work and life for all South Australians (Links to SASP T4.8) The provision of future services and the need for analy-

sis and design to address future needs was progressed

through investigative activities such as the survey of

broadband adoption and attitudes within the Yorke

Peninsula region. An extensive survey was conducted

and the results will enable informed decision-making

about the nature and location of demand for broadband.

In a similar vein, the South Australian data from the

2006 Australian Census was used to determine many

of the factors that influence the adoption of broadband

in South Australian communities.

Access to geographic information system (GIS) exper-

tise within the department enabled highly specific

investigations into the barriers to broadband access

that exist within many regions including the Adelaide

metropolitan areas. This analysis provides important

information to identify the particular locations where the

telephone system inhibits the provision of Asymmetric

Digital Subscriber Line (ADSL) broadband services

and causes frustration for residents and business

in such areas. Ongoing negotiation with providers

and the development of suitable solutions to address

these issues is a vital aspect of the Broadband SA

program.

Support for new forms of service delivery was also

demonstrated through several projects. Broadband SA

contributed to the design phase of projects to provide

optical fibre connections for the Techport Australia

precinct at Osborne and the Land Management

Corporation’s new housing development at Lochiel

Park.

Throughout 2007, broadband has been the focus of

discussion and activity at both national and state levels.

The high level of national interest in broadband as an

essential component of modern infrastructure rein-

forces the role of Broadband SA and South Australia’s

Broadband Development Fund. It has also highlighted

the necessity to ensure that South Australia’s interests

and those of its communities are represented in the

plans for national broadband projects.

In all aspects of broadband development within the

state, the overarching principle has been that the most

effective solutions for the deployment of broadband will

be achieved through collaborative action by communi-

ties, providers and all levels of government. This has

been particularly important in regional areas of the state

where low population density presents a challenge to

the introduction of broadband.

Many aspects of national programs have been

redesigned and the resultant changes have been

accommodated by Broadband SA. Some existing

South Australian regional broadband projects received

considerable support to ensure that the original goal

of widespread regional broadband coverage could still

be achieved under the changed conditions. As a result

of substantial negotiations with the national program

managers, communities in the Yorke Peninsula and

the Coorong District will be among the first regions

in Australia to have access to region-wide WiMAX

wireless broadband services.

Community support for future broadband activity

has been strengthened through the appointment in

October 2007 of a Broadband Development Project

Manager, jointly funded by the South Australian

Government and the Australian Government’s Clever

Networks program, with a specific role to assist regional

communities gain benefit from improved access to

broadband services. In three regions, Yorke and the

Lower North, the Adelaide Hills and the Murraylands, the

Project Manager will liaise with local project officers.

63


Results to be achieved –(by June 2010 unless otherwise noted)

Approach or exceed the national average of broadband as a percentage of internet connections to: •

households within 5 percent of national average –

% South Australia % Australia

2005-06 36 47

Source: SASP target T4.8 Fact Sheet.

The rate of public expenditure on research and development as a proportion of Gross State Product (GSP) •

matches or exceeds the national average rate

SA NSW Vic Qld WA Tasstate

avg

2004-05 1.12 0.57 0.74 0.70 0.64 1.22 0.83

Source: SASP target T4.9 Fact Sheet.

To secure Australian government research and development resources to 10 percent above South Australian’s •

per capita share by 2010 and increase this share to 25 percent by 2014, for both public and private spheres.

In 2005, South Australia’s per capita share of population was 7.7 percent. Research and development resources

received was 8.28 percent. Data for subsequent years is yet to be released.

64


goal 5 Build a high perForMance organisation

D FEEST will become a highly skilled and high

performance organisation to ensure we

have the capacity to achieve our goals.


5.1 Provide all staff with a safe working environmentThe DFEEST three year Occupational Health, Safety

and Injury Management strategic plan complements

the government’s new Safety in the Public Sector

2007-2010 strategy. Findings from the WorkCover

gap analysis have been incorporated into the plan,

providing direction for further improvements in the

implementation of the department’s safety manage-

ment system. Reduction in the number of new workers

compensation claims and overall cost of new claims

is a measure of achievement.

The move from five CBD locations to the City

Central building has improved working conditions for

all staff involved and also provided the opportunity to

consolidate the Strategic OHS Committee for more

effective consultation and communication.

5.2 Develop the people within DFEEST and improve working conditions The development of people has continued to be

a high priority within DFEEST and broad range of

organisational development activities have been and

are being undertaken to support this.

Priority work has been undertaken to develop DFEEST’s

Workforce Development Platform to 2010 and has

focussed on:

Leadership and Development •

Workforce Planning •

Workforce Development •

People and Cultural Development. •

A fuller explanation of these initiatives appears in the

Management of Human Resource Section commencing

page 68.

5.3 Strengthen the publicly owned TAFE SA system The Skills Strategy is the result of the work undertaken

as part of the Skills Reform process conducted by

DFEEST over 2007. The Strategy was presented to

government and endorsed in February of 2008. A key

element of the strategy is the strengthening of the South

Australian TAFE system through the implementation of

an integrated and considered set of measures.

A key driver of these measures is the need to be

customer focused and improve the levels of client

satisfaction. (SASP T1.7) One of the changes that

will enable this is to streamline decision making and

devolve responsibility and accountability within a TAFE

SA Network. The network to consist of three distinct

Institutes. A target has been set to reduce the cost of a

unit of training by 10 percent, by 2011. (SASP T1.9)

A feature of the strategy is that the target above is

but one of five goals of the strategy. Achieving all of the

goals is the primary aim. As well as reducing the cost

of training the new TAFE SA system is geared to:

increase employment participation•

VET participation (SASP T6.21)•

labour productivity•

skilled workforce (SAP T6.19).•

Some of the measures to be employed in the pursuit

of these goals will include:

a renewed focus on enabling systems•

learning precincts•

partnerships and networks•

diversification of teaching and learning •

approaches

e-learning•

commercially capable TAFE business activities•

establishment of lead institutes and •

specialist centres

enhancing the workforce culture and capacity.•

These measures for TAFE SA will be accompanied

by a series of changes in demand planning, policy

frameworks and financial management and infrastruc-

ture planning. It is the combination of all the new

measures that will assist in the achievement of the

SASP targets.

65


Ms Veronica Wilkey, Senior OHS&IM Consultant won the SafeWork SA Employee of the Year Award for outstanding

contributions to OHS&W. Veronica has also been selected as South Australia’s representative in the National

Safe Work Australia Awards.

66


5.4 Increase the flexibility and responsiveness of business systems, processes and practicesDFEEST is committed to systemic reform to increase

flexibility and responsiveness of business systems by

looking for opportunities to remove duplication and

standardise business practices. One such reform

was the implementation of Shared Services for ICT

Service Desk and Accounting Transaction Services.

The scope of this project was organisation wide and

affected every business unit. The long term benefits

include substantial savings projected over five years.

The next phase of this initiative will see the introduction

of electronic workflow (invoice scanning and smart

forms) which will add to operational efficiency.

5.5 Improve the cost effectiveness of DFEEST’s servicesA reduction by four percent in the expenditure per

nominal hour of training activity is a priority for DFEEST.

A result figure for 2007 is not currently available. A

comparative table depicting the percentage change

from 2004-2006 appears on page 40.

5.6 Improve environmentally sustainable and eco-efficient practices in DFEEST’s operations The move to the City Central building in early 2007

consolidated staff from five existing sites to one. The

building is the first purpose built five star Greenstar

design in Adelaide. It has resulted in a significant

reduction in CO2 emissions, waste to landfill and a

reduction in our overall ecological footprint of 3.8

percent.

5.7 A high focus on customer service A range of initiatives has been implemented to increase

the focus on customer service within DFEEST, includ-

ing the endorsement of a DFEEST Customer Service

Charter, with service standards now in place in all

areas of DFEEST’s operations. The development of

an intranet site has provided all staff with information

and resources. Recognition awards introduced for

staff showing exemplary customer service. The internal

BULB staff survey asked staff to rate their satisfaction

with the level of internal customer service. Sixty percent

of respondents reported that they were satisfied or very

satisfied with colleagues’ customer service. This sets

a benchmark of internal satisfaction that we will seek

to increase through the continued implementation of

strategies.

67


Results to be achieved -20 percent or more reduction in OHS new claims•

Injury management reports are compiled by financial

year. There has been a decline in the number of new

claims each year for the past three years.

Im p r ove th e Wor ke r s Com p e n s a -•

tion liability by 15 percent by 2010-2011

The liability has reduced by $450 000 each year

for the past two years which represents an annual

improvement of almost five percent.

Increase the percentage of employees with a cur-•

rent individual development plan to 80 percent

There has been a focus on implementing a model

of continuous improvement including discussing

individual performance strengths and develop-

ment needs in the agency. The success of this

emphasis was a highlight of the recent staff survey.

There has been a steady increase to 65 percent

of respondents to the staff survey indicating they

have a development plan. This continues to be an

area of priority.

Increase employee diversity by:•

increasing participation of Aboriginal people, –

spread across all classifications, to 2 percent

As at December 2007 the percentage of Aboriginal

staff in DFEEST was 1.94 percent. Implementation

of the DFEEST Aboriginal Employment Strategy,

aimed at increasing the numbers and classification

spread of Aboriginal employees and retaining

existing employees continues.

doub l ing the number of peop le –

with disabil it ies employed by 2014

Work continues on improving the capture and

recording of the number of staff with disabilities.

The implementation of the DFEEST Disability

Action Plan which has a range of strategies

aimed at increased employment of people with

disabilities will be a focus for 2008. December

2007 data indicated 1.84 percent of agency staff

have been recorded as having a disability.

maintaining the proportion of women –

comprising half of the employees in the

executive levels at 50 percent or more

Succession planning and leadership development

activities within the agency keep this target as

a focus. Currently the percentage of women in

PSM Act Executive positions in DFEEST is 50

percent (as a 31 December 2007).

Increase the ratio of operational to administrative ex-•

penditure, and maintain or better that ratio thereafter

A reduction by four percent in the expenditure per

nominal hour of training activity is a priority for

DFEEST. A result figure for 2007 is not currently

available.

Improve the energy efficiency of buildings •

by 25 percent from 2000-01 levels by 2014

Energy efficiency was adversely impacted by sea-

sonal influences and a strong utilisation of facilities.

For actual performance against targets see table

page 139.

R e d u c e w a s t e t o l a n d f i l l f r o m •

2002– 03 by 25 pe rcent by 2014

A significant 20 percent reduction of waste to landfill

was achieved in the City Central site. Overall we

reduced our ecological footprint by 3.8 percent.

Investigation of an organic recycling trial in col-

laboration with ZeroWaste SA commenced.

Increase customer sat isfact ion with •

DFEEST s e r v i c e s by 10 p e r c e n t

Many parts of DFEEST conduct regular surveys with

their customers to determine satisfaction ratings. A

project has been commenced to undertake further

market research to benchmark DFEEST’s progress

in line with the SASP target T1.7 and the DFEEST

Customer Service Charter based on staff and cus-

tomer experiences (local and international). This will

include an online survey with staff and customers,

follow–up in-depth interviews with customers and

focus groups.

68

MAnAgeMent of HuMAn ResouRces

Management of Human Resources

69


Management Of Human Resources

D uring 2007 the department made significant

progress in meeting the objectives of its

2007-2010 Strategic Plan for delivering

better opportunities for South Australians through

workforce development, training and education, and

science and innovation.

One specific goal identified in its strategic plan relates

to staff - build a high performance organisation.

workForce dataThe following data is based on records from the Human

Resource Information System - Empower for persons

identified as being employed on 31 December 2007.

Hourly Paid Instructors (HPIs) are excluded from

the data tables as they are employed under different

conditions and reported accordingly. To combine

HPI data with regular staff information would result

in data distortion.

Employee numbers, gender and status (excluding HPIs)The following table depicts the total number of

employees including persons and full-time equivalent

employees (FTEs).

Total Number of Employees Workforce

Persons 3714

FTEs 3401.8

The following table depicts the total staff and

gender composition of departmental employees. A

person is the head count and FTE is the full-time

equivalent of full-time and part-time staff.

Gender Persons%

Persons FTEs %FTEs

Male 1447 38.96 1407.60 41.38

Female 2267 61.04 1994.20 58.62

Totals 3714 100.00 3401.80 100.00

The following table depicts the total staff who

separated from and who were recruited to the agency

during 2007.

Number of Persons who were recruited to and separated from DFEEST as at 31 December 2007

Separated from DFEEST 449

Recruited to DFEEST 389

Ninety two of these people started and completed

their term of employment within 2007.

Number of Persons on Leave Without Pay as at 31 December 2007

On Leave Without Pay 41

Hourly Paid InstructorsDFEEST augments its teaching force by employing

casual HPIs to provide specialist and back up support

to lecturers. In total, 2076 individual HPIs provided

269 258 hours teaching at a cost of $13 135 689.

Management of Human Resources

70


Number of employees by salary bracket (excluding HPIs)This graph depicts the total staff by gender and salary bracket.

Status of employees in current position (excluding HPIs)The following two tables show the total staff and the full time equivalent staff by employment status in their

current position. Short term contracts are under two years; long term contracts are over two years.

Persons Ongoing Short-Term Contract

Long-Term Contract

Other (Casuals)

Total

Male 1134 258 56 15 1463

Female 1794 416 60 82 2352

Total 2928 674 116 97 3815

*Some staff have more than one part time position therefore are counted more than once in the head count

but are not double counted in the FTE figure.

FTEs Ongoing Short-Term

Contract

Long-Term

Contract

Other

(Casuals)

Total

Male 1112.2 240.9 55.4 1.2 1409.7

Female 1603.5 339.8 47.4 1.4 1992.1

Total 2715.70 580.70 102.80 2.61 3401.8

0

100

200

300

400

500

600

700

800Females

Male

$0-43 999 $44 000-56 999 $57 000-72 999 $73 000-91 999 $92 000+

Number of Employees by Salary Bracket

Males 185 212 572 412 66

Females 767 448 674 324 54

71


Executive ProfileThis table shows the number of executive employees

earning $92 414 per annum or more in their current

positions.

Number of Executives by Gender, Classification and Status at 31 December 2007

Classification Tenure Female Male

EM-BTenured 33 34

EM-C Tenured 5 6

EXEC BIO Untenured 1

EXEC Level A Tenured 2 1

EXEC Level A Untenured 3 6

EXEC Level B Tenured 1 2

EXEC Level B Untenured 5 2

EXEC Level C Tenured 1

EXEC Level C Untenured 1 2

EXEC Level D Untenured 1 1

EXEC Level F Untenured 1

SAES Band 1 Untenured 3 1

55 57

Leave ManagementThe following table depicts the average days taken

per FTE (excluding HPIs).

Leave Management as at 31 December each year (Average Days)

Leave Type 2004 2005 2006 2007

Sick Leave 2.44 2.97 3.90 3.27

Family Carer’s Leave

Special Leave with Pay 1.48 2.27 3.08 4.63

*Note: Family Carer’s Leave may be taken as part of an em-ployee’s entitlement to Sick Leave or Special Leave with Pay. Thus it cannot currently be reported upon as a separate leave type.

workForce diversityDFEEST recognises the value of workforce diversity

and the benefits inherent in a workforce that is repre-

sentative of the broader community. The following

section outlines the department’s profile.

Aboriginal and/or Torres Strait Islander EmployeesThis table depicts the staff who reported being of

Aboriginal and/or Torres Strait Islander descent with

comparison to the target in South Australia’s Strategic

Plan.

Aboriginal and/or Torres Strait Islander Employees

Male Female Total

% of

Agency %Target*

26 46 72 1.94 2.00

*Target set by South Australia’s Strategic Plan

Aboriginal Employment StrategyAn Aboriginal Senior Consultant was appointed during

the year to implement the Aboriginal Employment

Strategy. As a component of the strategy the following

programs have been developed for roll out:

Aboriginal Staff Network, including forums and •

newsletters

training for managers and supervisors •

raising staff awareness, respect and support for •

Aboriginal culture and people through the:

on-line induction program which includes the –

Statement of Reconciliation and the Aboriginal

Employment Strategy

Employee Assistance Program which provides –

culturally appropriate support for Indigenous

staff.

72


Number Of Employees By Age Bracket And GenderThis table shows the total staff by gender and age bracket. The age bracket total is expressed as a percentage

of total staff and compared to the state’s workforce benchmark.

Current statistics reveal a significant difference between the DFEEST workforce and the workforce benchmark

for those employees aged 45 years and over. DFEEST is currently addressing this disparity through its workforce

development strategy which aims to ensure a balance in its age profile.

Age BracketFemale Male Total % of Total Workforce

Benchmark

15 - 19 years 9 3 12 0.32 6.70

20 - 24 years 74 39 113 3.04 10.50

25 - 29 years 190 58 248 6.68 10.20

30 - 34 years 202 111 313 8.43 9.90

35 - 39 years 266 112 378 10.18 11.20

40 - 44 years 282 140 422 11.36 11.90

45 - 49 years 355 238 593 15.97 12.30

50 - 54 years 426 278 704 18.96 11.30

55 - 59 years 302 279 581 15.64 8.60

60 - 64 years 144 161 305 8.21 5.00

Over 65 Years 17 28 45 1.21 2.40

2267 1447 3714 100.00 100.00

Cultural And Linguistic DiversityThis table depicts the number of staff who reported being born overseas or who speak another language other

than English at home.

The variation between the departmental figure and the general community figure can be attributed to the

fact that these fields are not mandatory to collect at the time of recruitment. The department will draw on the

results of staff surveys to improve the accuracy of this information in future.

Cultural and Linguistic Diversity

Male Female Total % of Agency % SA Community*

Number of employees born overseas

157 238 395 10.6 20.3

Number of employees who speak language(s) other than English at home

78 85 163 4.4 15.5

*Benchmarks from ABS Publication Basic Community Profile (SA) Cat No. 2001.0

73


Number Of Employees With Ongoing Disabilities Requiring Workplace AdaptationThis table depicts the number of staff who reported

having an ongoing disability. DFEEST is reviewing how

it records information on the number of workplaces that

may need adaptation to assist those with disabilities

being able to undertake their work responsibilities.

Number of Employees with Ongoing Disabilities

Male Female Total

% of

Agency

33 36 69 1.84

Note: Unable to state whether they need Workplace Adaptation

Voluntary Flexible Working ArrangementsAs part of DFEEST’s commitment to attracting

and retaining the best possible staff and to assist

employees to balance work and family life, a number

of Voluntary Flexible Working Arrangements (VFWA)

are made available to DFEEST employees.

A recent staff survey indicated that most staff within

DFEEST access various components of the voluntary

flexible working arrangements.

Voluntary Flexible Working Arrangements by Gender

Male Female Total

Purchased Leave 0 7 7

Flexitime354 617 971

Compressed Weeks4 6 10

Part-time Job Share 93 871 964

Working from Home 2 6 8

Leadership And Management DevelopmentDFEEST’s Executive Leadership Program entered •

its third year with development work undertaken

on a succession planning strategy to be launched

in 2008

planning for a revised emerging leaders leader-•

ship program for implementation in 2008 com-

menced

a competency based management development •

program was developed for implementation in

2008.

Workforce Planning

Manufacturing, Engineering and Transport Workforce Planning Project

project planning and data gathering commenced •

and a steering committee established along with

practical coaching following the appointment of

a national workforce planning coach. The project

aims to:

identify areas of skills shortages within TAFE SA –

and to develop workforce development strategies

to ensure TAFE SA has adequate employees

now and in the future

ensure that TAFE SA has the ‘right’ people with –

the ‘right’ skills at the ‘right’ time and place to

cope with the growth of these industry areas.

Careers in DFEEST Websiteplanning and development for a careers website •

was undertaken

the website will showcase the employment benefits •

for working in DFEEST, career opportunities, culture,

values and recruitment processes.

74


Workforce Development

Traineeshipsplanning commenced for the implementation of a •

rotational traineeship program

Youth Advisory GroupDFEEST signed up to the Premier’s Memorandum on •

Youth Participation and a DFEEST Youth Advisory

Group was established

the inaugural ‘kickstart’ workshop was held in •

October at which DFEEST youth representatives

met with senior executives to discuss the purpose

and intent of the group.

PEOPLE AND CULTURAL DEVELOPMENT

Staff Perspectives Survey (BULB) this is the second time this survey has been con-•

ducted within DFEEST

in 2007 the response rate was 49.5 percent com-•

pared to 19 percent in 2006

the survey contained 88 questions covering the •

following categories:

Workforce Commitment –

Health and Wellbeing –

Organisational Direction –

Satisfaction –

Collection of Workforce Profile –

executive summary reports have been released •

whilst further analysis is being undertaken.

Customer Servicefollowing the implementation of the Customer Service •

Charter there was a focus on the identification and

implementation of customer service standards

workgroups across DFEEST were asked to develop •

customer services standards specifically for their

work area.

in the 2007 BULB Survey 60.35 percent of •

respondents reported that they are satisfied with

the overall level of customer service.

Equal Employment Opportunity ProgramsThis table depicts the number of apprentices and

trainees within the department. Graduates recruited

during the year have been included in general staffing

numbers reported earlier.

Apprentices, Trainees and Cadets as at 31 December 2007

Male Female

Apprentices 2 1

Trainees 12 28

14 29

Industrial Relations IssuesPublic Sector Management Act – finalisation of the •

Wages Parity Enterprise Bargaining (EB) Agree-

ment

negotiation of EB outcomes and in particular the •

TAFE Act proposed lecturer structure

implementation of the option to provide individual •

contract arrangements, a requirement of Skilling

Australia Workforce Act to TAFE Act employees

TAFE Act – Implementation of the Statutes Amend-•

ment (Public Sector Employees) Act 2006 – the Chief

Executive is the new employing authority

approval of a three year EB bargaining agreement •

for weekly paid employees.

Systems Are Being Developed toimplement Special Leave with Pay Policy for TAFE •

Act employees

implement a TAFE SA Purchased Leave Policy •

capture information regarding voluntary flexible •

working arrangements and disability data

evaluate payroll processes to ensure mandatory •

reporting fields are captured.

75


Employee Assistance Program (EAP)the EAP, established in 2005, continued to be •

available to staff. It offers confidential, impartial

and culturally sensitive counselling support to

employees and their families 24 hours a day, seven

days a week

a total of 198 new referrals were made to the •

service which provided 350 hours of counselling.

Ninety seven percent of the time was dedicated

to new referrals and 2.9 percent was dedicated to

ongoing cases

services used were trauma services, manager •

assistance, mediation and consultancy advisory

services.

Child ProtectionDFEEST has continued to implement child protec-•

tion initiatives in line with the amendments to the

Children’s Protection Act 1993

mandated notification training continued to be •

undertaken by employees

police checks continued to be undertaken through-•

out 2007 by employees and volunteers

DFEEST and other government and non-government •

organisations continued to work with the Depart-

ment of Families and Communities to assist in

developing standards for criminal history screening

and child safe environments

a Volunteer’s Policy was developed and promul-•

gated.

occupational health, saFety and injury ManageMent (ohs&iM)DFEEST has achieved significant savings in both injury

prevention (OHS&W) and injury management (Workers

Rehabilitation and Compensation) during 2007. Total

cost of workers compensation reduced by $1.3 million

from the previous financial year. DFEEST’s outstand-

ing workers compensation liability has reduced by

$450 000 dollars each year for the past two years.

Injury management continues as a key business

consideration, when an injury does occur, the matter

is dealt with quickly and with compassion.

A new Corporate OHS&IM Strategic Plan was

developed and approved. A new direction in OHS and

IM has been mapped for the next three years which

complements the government’s Safety in the Public

Sector 2007 – 2010 Strategy and the targets set by

the South Australia Strategic Plan.

Ms Veronica Wilkey, Senior OHS and IM Consultant,

won the the SafeWork SA Employee of the Year Award

for outstanding contributions to OHS and W. Ms Wilkey

has also been selected as South Australia’s repre-

sentative in the National Safe Work Australia Award

category Best Individual Contribution to Workplace

Health and Safety.

76


occupational health, saFety and injury ManageMent

2006 / 2007^ 2005 / 2006^ 2005

1

OHS Legislative Requirements (includes incidents

with students not included in 2005 figures)

Number of notifiable occurrences pursuant to OHS&W Regulations Division 6.6

8 (2 from stu-dents & 2 from

contractors)

4 (1 from student) 4

Number of notifiable injuries pursuant to OHS&W Regula-tions Division 6.6

3 (2 from stu-dents & 1 from

contractor)

7 (2 from stu-dents)

6

Number of notices served pursuant to OHS&W Act s35, s39 and s40

6 (1 from student & 2 from contrac-

tors)

2 3

2 Injury Management Legislative Requirements

Total number of new claimants who participated in the rehabilitation program

26 41 35

Total number of employees rehabilitated and reassigned to alternative duties

1 3 7

Total number of employees rehabilitated back to their original work

12 33 32

3 WorkCover Action Limits

Number of open claims as at 30 June 2007 176 181 209

Percentage of workers compensation expenditure over gross annual remuneration

0.0112 0.0159 0.016%*

4 Number of Injuries

Number of new workers compensation claims in the financial year

95 105 (4 withdrawn) 108 (4 withdrawn)

Number of fatalities, lost time injuries, medical treatment only(F)(LTI)

(MTO)

030

65

036 (2 withdrawn)69 (2 withdrawn)

058 (3 withdrawn)50 (1 withdrawn)

Total number of whole working days lost 7,679 9,659 10,126

5 Cost of Workers Compensation

Cost of new claims for the financial year $329,072.21 $377,798.87 $234,808.00

Cost of all claims excluding lump sum payments $2,039,529.31 $2,357,033.57 $2,526,077.00

Amount paid for lump sum payments (s42, s43, s44) $338,865.38 $1,308,079.72 $747,874.00

Total claims expenditure $2,378,394.69 $3,665,113.29 $3,273,951.00

Total amount recovered from external sources (s54) $0.00 $8,391.12 $20,004.00

Budget allocation for workers compensation $3,000,000.00 $3,750,000.00 $3,300,000.00

Actuarial (Outstanding) Liability $8,830,931.00 $9,265,194.00 $9,718,038.00

6 Trends

**Injury frequency rate for new lost-time injury/disease for each million hours worked

5.30 11.50 10.28

Most frequent cause (mechanism) of injuryBody Stressing Falls, Trips and

SlipsFalls, Trips and

Slips

Most expensive cause (mechanism) of injuryMental Stress Mental Stress Falls, Trips and

Slips

^ From 2006 all future OHS&IM Reporting will be based on financial year as determined by the Australian Standard. Previous reporting was based on Calendar Year as determined by the TAFE Act.

* Calendar year costs divided by fiscal year.

** Based on Lost Time Flag (i.e. ≥ 1day or shift). Improved process for recording hours worked.

77

finAnciAl RepoRt

Financial Report

78

finAnciAl RepoRt

Financial Overview

T here was a significant improvement in the financial performance of the agency in 2006-07 compared to

the previous year due to a number of measures implemented by management for the tight monitoring

and control of the department’s finances, in particular over the filling of vacancies that arose during

the year.

The tables provided in this section set out a summary of the actual results for the 2006-07 financial year.

suMMary oF Financial inForMation

Actual 2006-07

$’000

Actual 2005-06

$’000

Financial Performance:

Operating Expenses 469 157 462 032

Operating Revenues 191 113 189 241

Net Cost of Providing Services 278 044 272 791

Revenues from Government 285 372 244 120

Net Result before Restructure 7328 (28 671)

Net Expenses from Restructure 0 (335)

Net Result After Restructure 7328 (29 006)

net result aFter restructureThe improvement in the Net Result after Restructure from 2005-06 to 2006-07 is principally due to higher revenue

from the SA Government and the containment of costs in particular employee expenses as a result of a decrease

in the number of full-time equivalents within the department during 2006-07.

operating revenuesActual operating revenues for 2006-07 were $476.5 million. The principal source of funding for the department is

State Government appropriation which totalled $285.4 million. Other operating revenues included Commonwealth

grants of $100.9 million and $76.6 million from student and other fees and charges.

79

finAnciAl RepoRt

The chart below depicts an overview of revenue sources for 2006-07

operating expensesActual Employee benefits of $259.5 million for 2006-07 constituted 55 percent of the total operating expenses

of $469.2 million. Grants and subsidies expenses totalled $57.3 million including $17 million for employment

programs, $16.7 million for science and technology programs, $11.3 million for vocational education and training

programs and $7.8 million for Tertiary Student Transport Concessions.

The other major component of operating expenses (Supplies and Services) amounted to $134.4 million.

Included in this category were $23.7 million for information technology infrastructure and communication, $19.2

million for funding to non-TAFE providers for vocational education and training, $18.0 million for minor works,

maintenance and equipment, $15.0 million for printing and consumables and $14.9 million for fees for contracted

services. A further $15.4 million was charged to depreciation expense.

The chart below depicts an overview of operating expenses for 2006-07

80

finAnciAl RepoRt

overview oF operating expenses 2006-07The following table depicts how expenditure was applied to the following programs in accordance with approved

strategic priorities:

Employment and Skills Formation – Vocational Education & Training. Provision of vocational education and training by TAFE institutes and other providers outside the school sector (including publicly funded Adult Community Education), including contestable and non-contestable sources of funding; policy advice and support for post-secondary education.

$412.3m

Employment and Skills Formation – Learning, Workforce Development & Employment. Addressing the disadvantaged by providing opportunities to participate in employment, training, skills develo-pment, adult community education and assisting industry to meet current and future skills needs. (Includes funding for SA Works)

$24.0m

Science, Technology and Innovation – Science & Innovation. Provision of high level strategic advice to the Minister on maximising economic, environmental and social benefits from the state’s scientific research and innovation by:- identifying strategic priorities for State Government investment;- raising awareness and understanding of the importance and benefits of science and innovation amongst government, business and the community;- facilitating coordinated and strategic bids for Commonwealth grants; and- facilitating coordination of education and research activity with end-user (industry) requirements to maximise the benefits of South Australia’s science and innovation activities and to drive eco-nomic development for the state. (Includes funding for Bio Innovation SA, Premier’s Science and Research Fund, Playford Capital)

$17.4m

Employment and Skills Formation – Regulatory Services. Provision of registration, accreditation and approval services for registered training organisations, and the regulation and administration of apprenticeships and traineeships.

$6.1m

Science, Technology and Innovation – Information Economy. Provision of high level strategic policy advice to the Minister and Government on the information economy and the ICT sector and undertaking or facilitating programs and projects that:- raise awareness and understanding of the information economy among government, business, industry and education providers;- contribution to greater understanding of the information economy and its effects; and- facilitate bids for significant Commonwealth grants.(Includes funding for Broadband Development)

$4.0m

Office for Youth – Young People’s Engagement. Support for all young people to be actively engaged in their communities in learning and decision-making and specific support to engage disadvantaged young people.

$1.9m

Office for Youth – Strengthened Partnerships. Strengthen partnerships across government, the department and the youth sector to support young people’s engagement within their community.

$1.7m

Office for Youth – Creative Leadership. Promotion of creative leadership opportunities for young people, celebration of young leaders’ achievement, encouragement of innovative community lead-ership and support for equity and diversity amongst emerging leaders.

$1.2m

Employment and Skills Formation – Higher Education. Provision of advice to the Minister on higher education policy and planning.

$0.6m

Total $469.2m

81

finAnciAl RepoRt

82

finAnciAl RepoRt

83

finAnciAl RepoRt

84

finAnciAl RepoRt

incoMe stateMent For the year ended 30 june 2007

Note 2007 2006$’000 $’000

EXPENSES

Employee Benefits 6 259,538 254,679

Supplies and Services 7 134,400 134,598

Grants and Subsidies 8 57,313 58,354

Depreciation 9 15,360 14,316

Loss from the Disposal of Assets 16 337 0

Other 10,11 2,209 85

Total EXPENSES 469,157 462,032

INCOME

Commonwealth Grants 12 100,858 100,772

Student and Other Fees and Charges 13 76,575 69,711

Other Grants and Contributions 14 7,101 9,516

Interest 15 77 2,976

Gain from the Disposal of Assets 16 0 479

Other 17 6,502 5,787

Total INCOME 191,113 189,241

NET COST OF PROVIDING SERVICES 278,044 272,791

REVENUES FROM/PAYMENTS TO SA GOVERNMENT

Revenues from SA Government 18 285,372 247,709

Less Payments to SA Government 18 0 3,589

Total REVENUES FROM/PAYMENTS TO

SA GOVERNMENT

285,372 244,120

NET RESULT BEFORE RESTRUCTURE 7,328 (28,671)

NET EXPENSES FROM RESTRUCTURE 0 (335)

NET RESULT AFTER RESTRUCTURE 7,328 (29,006)

THE NET RESULT AFTER RESTRUCTURE IS ATTRIBUT-

ABLE TO THE SA GOVERNMENT AS OWNER

85

finAnciAl RepoRt

Balance sheet as at 30 june 2007

Note 2007 2006$’000 $’000

CURRENT ASSETS

Cash 19 58,960 47,270

Receivables 20 19,724 14,499

Inventories 23 928 1,952

Total CURRENT ASSETS 79,612 63,721

NON-CURRENT ASSETS

Receivables 20 262 222

Investments 21 1,849 1,442

Property, Plant and Equipment 22 513,490 457,968

Total NON-CURRENT ASSETS 515,601 459,632

TOTAL ASSETS 595,213 523,353

CURRENT LIABILITIES

Payables 24 25,627 28,146

Employee benefits 25 17,365 17,068

Provisions 26 2,325 2,455

Other 27 11,505 6,122

Total CURRENT LIABILITIES 56,822 53,791

NON-CURRENT LIABILITIES

Payables 24 3,832 3,348

Employee benefits 25 44,845 38,457

Provisions 26 6,356 6,557

Other 27 499 499

Total NON-CURRENT LIABILITIES 55,532 48,861

TOTAL LIABILITIES 112,354 102,652

NET ASSETS 482,859 420,701

EQUITY

Retained Earnings 404,007 396,679

Asset revaluation reserve 78,852 24,022

Total EQUITY 482,859 420,701

The Total Equity is attributable to the SA Gov-ernment as owner.

COMMITMENTS 29

CONTINGENT ASSETS AND LIABILITIES 30

86

finAnciAl RepoRt

stateMent oF changes in equity For the year ended 30 june 2007

Note No.

Asset Revaluation

ReserveRetained Earnings Total

$’000 $’000 $’000

Balance at 30 June 2005 23,684 416,856 440,540

Error Correction - (903) (903)

Restated Balance at 30 June 2005 23,684 415,953 439,637

Net income/expense recognised directly

in equity for 2005-06 - (27,457) (27,457)

Net Result before restructure for 2005-06 23,684 388,496 412,180

Net expenses from restructure - (335) (335)

Net result after restructure for 2005-06 23,684 388,161 411,845

Error Correction 28 338 8,518 8,856

Restated balance at 30 June 2006 24,022 396,679 420,701

Gain on revaluation of land during 2006-07 9,059 - 9,059

Gain on revaluation of buildings during 2006-07 45,771 - 45,771

Net Result for 2006-07 - 7,328 7,328

Balance at 30 June 2007 78,852 404,007 482,859

All changes in equity are attributable to the SA Government as owner.

87

finAnciAl RepoRt

cash Flow stateMent For the year ended 30 june 2007

2007 2006

Note $’000 $’000

Inflows (Outflows) Inflows (Outflows)

CASH FLOWS FROM OPERATING ACTIVITIES

CASH OUTFLOWS

Employee benefits (251,494) (245,781)

Supplies and services (138,207) (132,145)

Grants and subsidies (57,313) (58,354)

Other 5,147 3,264

Cash used in Operating Activities (441,867) (433,016)

CASH INFLOWS

Commonwealth grants 100,858 100,772

Student and other fees and charges 73,151 68,312

Other grants and contributions 4,239 4,189

Interest received 77 3,033

GST receipts from taxation authority (2,539) 7,500

Other 6,137 5,210

Cash generated from Operating Activities 181,923 189,016

CASH FLOWS FROM SA GOVERNMENT:

Receipts from SA Government 285,372 247,709

Payments to SA Government - (3,589)

Funds from other Government entities 2,862 5,327

Cash generated from SA Government 288,234 249,447

Net Cash provided by Operating Activities 32 28,290 5,447

CASH FLOWS FROM INVESTING ACTIVITIES

Cash Outflows

Purchase of non-current assets (16,618) (12,924)

Cash Inflows

Sales of non-current assets 18 2,013

Net Cash used in Investing Activities (16,600) (10,911)

NET INCREASE/ (DECREASE) IN CASH HELD 11,690 (5,464)

CASH AT 1 JULY 2006 47,270 52,734

CASH AT 30 JUNE 2007 19 58,960 47,270

88

finAnciAl RepoRt

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92

finAnciAl RepoRt

notes to the incoMe stateMent For the year ended 30 june 2007

Notes to the Income Statement for the Year Ended 30 June 2007

No. 2007 2006

6 Employee Benefits $’000 $’000

Salaries and Wages (including Annual Leave) 208,701 204,165

Superannuation 23,463 22,003

Payroll Tax 13,449 12,792

Long Service Leave 10,412 6,455

Workers’ Compensation 2,158 4,475

Targeted Voluntary Separation Payments 0 3,496

Other Employee Related Costs 1,355 1,293

259,538 254,679

Targeted Voluntary Separation Packages (TVSPs)

TVSPs 0 3,496

Annual Leave and Long Service Leave Accrued Over the Period

0 1,031

0 4,527

Recovery from the Department of Treasury and Finance 0 3,496

0 3,496

Number of Employees who were paid TVSPs during

the reporting period

0 33

93

finAnciAl RepoRt


Remuneration of Employees

The number of employees whose remuneration received or receivable falls within the following bands:

2007 2006

Number of Number of

Employees Employees

$100,000 - $109,999 67 58

$110,000 - $119,999 32 13

$120,000 - $129,999 10 4

$130,000 - $139,999 4 7

$140,000 - $149,999 6 7

$150,000 - $159,999 6 6

$160,000 - $169,999 3 4

$170,000 - $179,999 4 0

$180,000 - $189,999 2 0

$190,000 - $199,999 0 1

$200,000 - $209,999 2 1

$210,000 - $219,999 0 2

$220,000 - $229,999 2 1

$230,000 - $239,999 1 2

$240,000 - $249,999 1 0

$260,000 - $269,999 0 1

$290,000 - $299,999 1 1

141 108

The table above reflects all employees who received remuneration of $100,000 or more during the year. For 2007, it includes 1 employee (8 in 2006) who resigned or retired during the year. Remuneration of employees includes salaries, salary sacrifice amounts, superannuation con-tributions and fringe benefits tax. The total remuneration received or receivable by the employees included in the above table for 2007 was $17.4 million (included in employee benefits), ($13.7 million in 2006).

94

finAnciAl RepoRt


2007 2006

$’000 $’000

7 Supplies and Services

Supplies and Services Provided by Entities Within the SA

Government

Minor Works, Maintenance and Equipment 13,398 12,121

Information Technology Infrastructure and Communication 8,852 10,642

Fees - Contracted Services (Including Consultants) 4,347 3,677

Utilities 1,009 787

Cleaning 6,459 7,484

Vehicle and Travelling Expenses 2,708 2,905

Rentals and Leases 3,630 2,890

Other 516 557

40,919 41,063

Supplies and Services Provided by Entities External to the SA

Government

Funding to Non-TAFE Providers for Vocational Education and Training

19,194 20,745

Printing and Consumables 14,959 15,083

Minor Works, Maintenance and Equipment 4,584 4,949

Information Technology Infrastructure and Communication 14,821 8,944

Fees - Contracted Services (Including Consultants) 10,590 13,925

Trainee & Apprenticeship Reimbursements 1,543 992

Utilities 5,625 5,819

Cleaning 1,070 1,208

Vehicle and Travelling Expenses 3,854 4,670

Rentals and Leases 1,596 1,158

Other 15,645 16,042

93,481 93,535

Total Supplies and Services 134,400 134,598

The total supplies and services amount disclosed includes GST amounts not-recoverable from the ATO due to the department not holding a valid tax invoice or payments relating to third party arrangements.

95

finAnciAl RepoRt


Consultancy

The number and dollar amount of Consultancies paid/payable (included in supplies and services) that fell within the following bands:

2007 2006

Num-

ber

$’000 Num-

ber

$’000

Below $10,000 7 16 4 21

Between $10,000 and $50,000 5 86 7 156

Above $50,000 0 0 3 491

Total paid/payable to the consultants engaged (GST

exclusive)

102 668

2007 2006

8 Grants and Subsidies $’000 $’000

Grants and Subsidies Paid/Payable to Entities Within

the SA Government

Employment Programs 3,835 3,734

Vocational Education and Training Programs 1,751 150

Science and Technology Programs 8,605 10,248

Tertiary Student Transport Concessions 7,834 6,737

Skill Centre Programs 283 180

Other Specific Grants 572 139

22,880 21,188

Grants and Subsidies Paid/Payable to Entities External to the

SA Government

Employment Programs 13,145 13,284

Vocational Education and Training Programs 9,580 9,755

Science and Technology Programs 8,105 11,340

Skill Centre Programs 2,214 1,942

Other Specific Grants 1,389 845

34,433 37,166

Total Grants and Subsidies 57,313 58,354

2007 2006

$’000 $’000

9 Depreciation

Buildings and Improvements 12,973 12,139

Plant and Equipment 2,387 2,177

Total Depreciation 15,360 14,316

96

finAnciAl RepoRt


2007 2006

10 Other Expenses Paid/Payable to Entities External to the

SA Government

$’000 $’000

Allowance for Doubtful Debts and Debt Write-offs 1,763 (204)

Settlement of Personal Injury Claims 0 42

Asset Revaluation Reserve Decrement 209 0

Total OtherExpenses Paid/Payable to Entities

External to the SA Government

1,972 (162)

2007 2006

$’000 $’000

11 Auditor’s Remuneration

Audit Fees Paid/Payable to the Auditor-General’s Department 223 232

Audit Fees Paid/Payable to Entities External to the SA Govern-ment

14 15

Total Auditor’s Remuneration 237 247

No other services were provided by the Auditor-General’s Department.

2007 2006

12 Commonwealth Grants $’000 $’000

Recurrent Grants

VET Funding Act 77,850 75,935

Specific Purpose 7,641 8,236

85,491 84,171

Capital Grants

VET Funding Act 13,600 13,600

Specific Purpose 1,767 3,001

15,367 16,601

Total Commonwealth Grants 100,858 100,772

97

finAnciAl RepoRt


2007 2006

$’000 $’000

13 Student and Other Fees and Charges

Fees and Charges Received/Receivable from Entities Within

the SA Government

Sales/Fee for Service Revenue 1,436 1,479

Student Enrolment Fees and Charges 956 551

Other User Fees and Charges 116 144

2,508 2,174

Fees and Charges Received/Receivable from Entities External

to the SA Government

Sales/Fee for Service Revenue 43,234 37,924

Student Enrolment Fees and Charges 28,813 27,215

Other User Fees and Charges 2,020 2,398

74,067 67,537

Total Student and Other Fees and Charges 76,575 69,711

2007 2006

$’000 $’000

14 Other Grants and Contributions

Grants and Subsidies Revenue 2,795 3,807

Miscellaneous Contributions 1,330 166

Donations 114 216

Grants from Entities Within the SA Government 2,862 5,327

Total Other Grants and Contributions 7,101 9,516

2007 2006

$’000 $’000

15 Interest

Interest from Entities Within the SA Government 43 2,958

Interest from Entities External to the SA Government 34 18

Total Interest 77 2,976

98

finAnciAl RepoRt


2007 2006

16 Net (Loss)/Gain on Disposal of Non-Current Assets $’000 $’000

Land and Buildings

Proceeds from Disposals 0 2,000

Less: Written Down Value (82) (1,249)

(82) 751

Plant and Equipment

Proceeds from Disposals 18 13

Less: Written Down Value (273) (285)

(255) (272)

Total Assets

Total Proceeds from Disposal 18 2,013

Less: Total Written Down Value (355) (1,534)

(337) 479

2007 2006

$’000 $’000

17 Other Income

Targeted Voluntary Separation Package Recoveries (SA Gov-ernment)

0 3,496

Share of Net Gains from Investments 407 21

Sundry Income 6,095 2,270

Total Other Income 6,502 5,787

2007 2006

$’000 $’000

18 Revenues from/Payments to SA Government

Revenues from SA Government

Appropriations from Consolidated Account Pursuant to the Appropriation Act

268,802 232,348

Accrual Appropriation 1,137 8,828

Appropriation Transfers from Contingency 15,433 6,533

285,372 247,709

Payments to SA Government

Return of Surplus Cash Pursuant to Cash Alignment Policy 0 (3,589)

0 (3,589)

Total Revenues from/Payments to SA Government 285,372 244,120

99

finAnciAl RepoRt

notes to the Balance sheet as at 30 june 2007

Notes to the Balance Sheet as at 30 June 2007

2007 2006

19 Cash $’000 $’000

Deposits with the Treasurer 32,042 36,936

Special Deposit Account with the Department of Trea-sury and Finance

25,902 9,780

Imprest Account/Cash on Hand 554 554

External Bank Account 462 0

Total Cash 58,960 47,270

Deposits with the TreasurerIncludes funds held in the Accrual Appropriation Excess Funds Account and Surplus Cash Working Account balances. Thebalances of these funds are not available for general use (ie funds can only be used in accordance with The Treasurer’s/UnderTreasurer’s approval).

External Bank AccountInterest is calculated based on the average daily balances. The account earned a floating interest rate between 0.01 percent and 6.10 percent.

Interest rate riskCash on hand is non-interest bearing. Deposits with the Treasurer and the Special Deposit Account are non-interest bearing from 1 July 2007. The carrying amount of cash and cash equivalents represents fair value.

Credit standby arrangementsThe department has a $3.3 million ($2.8 million) credit card facility with ANZ bank. The unused portion of this facilityas at 30 June 2007 was $2.7 million ($2.3 million).

2007 2006

20 Receivables $’000 $’000

Current

Fees and Charges Receivable 16,727 13,714

Less: Provision for Doubtful Debts (2,112) (474)

Prepayments 2,009 359

GST Recoverable from ATO 2,971 759

Other Receivables 129 141

Total Current Receivables 19,724 14,499

Non-Current

Workers compensation receivable 262 222

Total Non-current Receivables 262 222

Total Receivables 19,986 14,721

Receivables from SA Government Entities

Receivables 630 2,429

Workers Compensation Receivable 262 222

Other Receivables 0 100

892 2,751

100

finAnciAl RepoRt


Receivables from Non SA Government Entities

Receivables 13,985 10,811

Prepayments 2,009 359

GST Recoverable from ATO 2,971 759

Other 129 41

19,094 11,970

Total Receivables 19,986 14,721

Interest Rate and Credit RiskReceivables are raised for all goods and services provided for which payment has not been received. Receivables are nor-mally settled within 30 days. Fees and charges are non-interest bearing. Other than recognised in the provision for doubtful debts, it is not anticipated that counterparties will fail to discharge their obligations. The carrying amount of receivables approximates net fair value due to being receivable on demand. There is no concentration of credit risk.

Bad and Doubtful DebtsThe department has recognised a bad and doubtful debts expense of $1.8 million in the Income Statement.

2007 2006

21 Investments $’000 $’000

Non-Current

Shares in Associated Company 1,849 1,442

1,849 1,442

Associated Company Austraining Austraining

International International

Pty Ltd Pty Ltd

$’000 $’000

Interest in associated company 400 400

Share of retained profit 1,449 1,042

Equity accounted amount of investment in as-

sociated company

1,849 1,442

Retained profits attributable to associated company:

Balance at 1 July 1,042 611

Share of operating profit/(loss) after income tax 407 431

Balance at 30 June 1,449 1,042

Austraining International Pty LtdAustraining International Pty Ltd, which has a reporting date of 30 June, is controlled by the Minister for Employment, Training and Further Education. Its principal activity is to secure international contracts for work in vocational education and training.

The current investment value is based on unaudited financial statements as at 30 June 2007. The figures are not consolidated as they were considered to be immaterial and unaudited at the time of preparing these statements.

101

finAnciAl RepoRt


2007 2006

22 Property, Plant and Equipment $’000 $’000

Land and Buildings

Land at Fair Value 58,794 49,734

Buildings and Improvements at Fair Value/Cost 740,753 632,823

Accumulated Depreciation (340,214) (287,018)

Construction Work in Progress 1,172 10,307

460,505 405,846

Plant and Equipment

Plant and Equipment at Cost (Deemed Fair Value) 33,599 31,795

Accumulated Depreciation (16,985) (16,044)

16,614 15,751

Libraries

Libraries at Valuation 36,371 36,371

36,371 36,371

Total Property, Plant and Equipment 513,490 457,968

- Valuations of land were performed as at 30 June 2007 by the Valuer-General.- Valuations of Buildings and Improvements were performed as at 30 June 2007 by the Department for Transport, Energy and Infrastructure.- Valuations of Libraries were performed as at 30 June 2005 by VALCORP Aust Pty Ltd.

ImpairmentThere were no indications of impairment of property plant and equipment, infrastructure and intangible assets at 30 June 2007.

102

finAnciAl RepoRt

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finAnciAl RepoRt

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104

finAnciAl RepoRt


2007 2006

23 Inventories $’000 $’000

Current

Inventories Held for Sale 680 1,377

Inventories Held for Distribution 248 575

Total Inventories 928 1,952

2007 2006

24 Payables $’000 $’000

Current

Creditors 16,882 22,410

Accrued Expenses 5,126 3,282

Employment On-costs 3,559 2,312

Other 60 142

Total Current Payables 25,627 28,146

Non-Current

Employment on-costs 3,832 3,348

Total Non-current Payables 3,832 3,348

Total Payables 29,459 31,494

Payables to SA Government Entities

Creditors 3,511 2,922

Accrued Expenses 2,223 0

Employment On-costs 7,391 5,660

13,125 8,582

Payables to Non-SA Government Entities

Creditors 13,371 19,488

Accrued Expenses 2,903 3,282

Other 60 142

16,334 22,912

2007 2006

25 Employee Benefits $’000 $’000

Current

Annual Leave 8,313 7,738


Accrued Salaries and Wages 1,479 1,520

Non-Attendance Days 4,509 3,981

Total Current Employee Benefits 17,365 17,068

105

finAnciAl RepoRt


Non-Current Employee Benefits


Total Non-Current Employee Benefits 44,845 38,457

Total Employee Benefits 62,210 55,525

The current and non-current employee expense (ie aggregate employee benefit plus related on costs) for 2006-07 is $20.9 million and $48.7 milion respectively.

In the 2006-07 financial year, the long service leave benchmark has been revised from 9 years to 8.5 years based on an actuarial assessment.

2007 2006

26 Provisions $’000 $’000

Current

Workers Compensation 2,325 2,455

2,325 2,455

Non-Current

Workers Compensation 6,356 6,557

6,356 6,557

Total Provisions 8,681 9,012

Carrying amount at 1 July 9,012 7,268

Additional provisions recognised (331) 1,744

Carrying amount at 30 June 8,681 9,012

2007 2006

27 Other Liabilities $’000 $’000

Current

Deposits 2,754 1,547

Unearned Revenue 7,952 4,489

Unpaid Personal Injury Claims 0 42

Other Liabilities 799 44

11,505 6,122

Non-Current

Advances 499 499

499 499

Total Other Liabilities 12,004 6,621

106

finAnciAl RepoRt


28 Adjustments to Equity 2007 2006

$’000 $’000

Adjustments against retained earnings

Asset recognition adjustments 9,229 0

Recognition of revenue relating to a previous period 281 0

Reversal of prepaid expense relating to a previous period (411) 0

Accounts receivable adjustments (123) 0

Other adjustments (458) 0

Long service leave adjustment 0 (903)

8,518 (903)

Asset recognition adjustmentsAsset recognition adjustments reflect buildings and building improvements that have been recognised in the 2006-07 financial year, which were purchased or constructed in previous years. The adjustments are a result of more accurate and complete information, being recorded in subsidiary asset systems, which better reflects the department’s asset base.

Accounts receivable adjustmentsWork undertaken in 2006-07 revealed discrepancies in Accounts Receivable accounts that related to prior accounting periods.

These adjustments have corrected these misstatements, and better reflect a more accurate balance of the department’s receivables.

29 Commitments

Remuneration Commitments

At the end of the reporting period the department had the following remuneration commitments:

2007 2006

$’000 $’000

Payable no later than one year 3,898 2,528

Payable later than one year and not later than five years 8,124 7,214

Total 12,022 9,742

Amounts disclosed include commitments arising from executives and other service contracts. The department does not offer remuneration contracts greater than 5 years.

107

finAnciAl RepoRt


Capital Commitments

At the end of the reporting period the department had entered into the followingcapital commitments:

2007 2006

$’000 $’000

These amounts are due for payment:

Not later than one year 1,077 10,478

Total (including GST) 1,077 10,478

GST included in capital

expenditure commitments

98 953

Operating Leases Commitments

At the reporting date, the department had the following obligations as lessee under non-cancellableoperating leases. These are not recognised as liabilities in the Balance Sheet.

2007 2006

$’000 $’000

Payable no later than one year 5,169 3,109

Payable later than one year and not later than five years 16,673 1,185

Payable later than five years 18,396 93

Total (including GST) 40,238 4,387

GST included in operating lease commitments 3,658 399

The primary operating lease commitment relates to head office accomodation charges.

30 Contingent Assets and Liabilities

The department has no items which meet the definition of contingent assets. There are, however, a number of outstanding personal injury claims not settled as at 30 June 2007 with an estimated settlement value of $295,850. In addition, the Minis-ter for Employment, Training and Further Education has provided a $3 million guarantee to Austraining International Pty Ltd which has not been invoked as at 30 June 2007.

108

finAnciAl RepoRt


31 Remuneration of Board and Committee Members

Training and Skills CommissionP WrightF TrentM SmithP JohnsK ThieleT MacDonaldA SmithB MowbrayH WinchesterD StrainG PeakG RaynerT PhillipsI CurryS SchrapelS FrazerE ThorntonT Cruickshank

Information Economy Advisory BoardG ForemanProf C MarlinDr D EganJ GrieveT Whiting

Premier’s Science Research Council Dr R HeadProf R BlandyProf T MonroProf C MarlinProf J RalstonDr P CrookM Davis

Minister’s Youth CouncilR BarryA King (resigned 2 June 2007)K KleinH McEwenK GblaS LeeJ McKenzieI MawaJ McCaffertyT SwansonA Solomon-BridgeA CampbellL SmeatonC WanganeenD Wilkins (appointed 1 Feb 2007)S Scott (Appointed 1 Feb 2007)L DeBoer (Appointed 1 Feb 2007)R Dixon (Appointed 1 Feb 2007)J Parasiers (Appointed 1 Feb 2007)

Budget and Finance CommitteeI McLachlan

Audit and Risk Management CommitteeI McLachlan

Total remuneration received, or due and receivable, by Board Members was $144 000 ( $128 000 ).

The number of Members whose income from the entity falls within the following band is:

2007 2006

No. of members No. of members

$0 - $9 999 44 25

$10 000 - $19 999 3 6

$20 000 - $29 999 1 0

48 31

109

finAnciAl RepoRt


2007 2006

32 Reconciliation of Net Cash Provided by Operating

Activities to Net Cost of Providing Services

$’000 $’000

Net Cash Provided by Operating Activities 28,290 5,447

Depreciation (15,360) (14,316)

Investments - share of operating gains (losses) 407 21

(Loss)/Gain on Sale of Assets (337) 479

Asset Revaluation Decrement (209) 0

(Increase) in Employee Benefits (6,685) (7,648)

Increase/(Decrease) in Receivables 5,265 (2,563)

(Decrease)/Increase in Inventories (1,024) 513

Decrease/(Increase) in Payables 2,033 (5,858)

(Increase) in Other Liabilities (5,383) (3,511)

Decrease/(Increase) in Provisions 331 (1,235)

Revenues from Government (285,372) (244,120)

Net Cost of Providing Services (278,044) (272,791)

110

finAnciAl RepoRt

Notes to and forming part of the Financial Statements

agency oBjectives 1. and Funding

Objective(a)

T o build the breadth and depth of workforce

skills in South Australia, complemented by

leading science and technology develop-

ment, and building community education and capacity,

social inclusion and continuous learning into the culture

of the state.

The portfolio plays a central role in achieving

South Australia’s Strategic Plan objectives Growing

Prosperity, Fostering Creativity, and Expanding

Opportunity; and makes a substantial contribution

to Improving Wellbeing, Attaining Sustainability and

Building Communities.

The department undertakes a range of functions

in order to meet its objectives and contribute to the

achievement of South Australia’s Strategic Plan objec-

tives and targets:

provision of strategic policy advice for developing •

the state’s workforce;

provision of strategic advice for science, technol-•

ogy, information economy and innovation policy

that links government with business, industry and

education sectors;

ensuring high quality vocational education and •

training (VET) delivered by TAFE institutes, private

registered training organisations and adult com-

munity education providers;

regulation of VET organisations, university and •

non-university higher education providers, and

providers of English language intensive courses

for overseas students;

regulation, administration and funding of appren-•

ticeships and traineeships;

managing state funded employment and community •

development programs;

supporting the Government’s strategic direction •

in the higher education sector;

initiating, advocating and facilitating policies and •

strategies, including appropriate programs and

grants, that create opportunities for positive out-

comes for all young people in South Australia;

and

raising the profile of South Australia in the interna-•

tional education market place.

Funding(b) The department is predominantly funded by State

Government appropriations supplemented by

Commonwealth grants. In addition income is gener-

ated from sales and/or a fee for service basis. These

include:

student fees and charges;•

training for various organisations;•

sale of curriculum material;•

hire of facilities and equipment. •

The financial activities of the department are prima-

rily conducted through a Special Deposit Account with

the Department of Treasury and Finance pursuant to

Section 8 of the Public Finance and Audit Act 1987

and to comply with the Skilling Australia’s Workforce

Act 2005. The Special Deposit Account is used for

funds provided by State Government appropriation,

Commonwealth grants and revenues from fees and

charges.

(c) Administered FundsThe department is responsible for the administration

of the Minister for Employment, Training and Further

Education’s, salary and allowances funded by Special

Acts Appropriation. These appropriations are not

controlled by the department and hence do not form

part of the controlled financial statements. Salary

and allowances paid to the Minister in the 2006-07

financial year totalled $225,145 ($214,241).

111

finAnciAl RepoRt

suMMary oF signiFicant 2. accounting policies

Basis of Accounting(a) The financial report is a general purpose financial

report. The accounts have been prepared in accord-

ance with applicable Australian Accounting Standards

and Treasurer’s Instructions and Accounting Policy

Statements issued pursuant to the Public Finance

and Audit Act 1987.

Statement of ComplianceAustralian Accounting Standards include Australian

equivalents to International Financial Reporting

Standards and AAS 29 Financial Reporting by

Government Department. The department has early-

adopted the amendments to AASB 101 Presentation

of Financial Statements (refer to note 4 ‘Changes in

Accounting Policies’).

The preparation of the financial report requires:

the use of certain accounting estimates and re-•

quires management to exercise its judgement in the

process of applying the Department’s accounting

policies. The areas involving a higher degree of

judgement or where assumptions and estimates

are significant to the financial reports are outlined

in the applicable notes; and

compliance with Accounting Policy Statements is-•

sued pursuant to section 41 of the Public Finance

and Audit Act 1987, by authority of Treasurer’s

Instruction 19 Financial Reporting.

In the interest of public accountability and transpar-

ency the Accounting Policy Statements require the

following note disclosures, that have been included

in this financial report:

revenues, expenses, financial assets and li-(a)

abilities where the counterparty/transaction is with

an entity within the SA Government as at reporting

date, and greater than $100 000 are separately

identified and classified according to their nature;

expenses incurred as a result of engaging con-(b)

sultants (as reported in the Income Statement);

employee targeted voluntary separation pack-(c)

age information;

employees whose normal remuneration is $100 (d)

000 or more (within $10 000 bandwidths) and the

aggregate of the remuneration paid or payable or

otherwise made available, directly or indirectly by

the entity to those employees; and

board/committee member and remuneration (e)

information, where a board/committee member is

entitled to receive income from membership other

than a direct out-of-pocket reimbursement.

The Department’s Income Statement, Balance

Sheet and Statement of Changes in Equity have been

prepared on an accrual basis and are in accordance

with the historical cost convention, except for certain

assets that were valued in accordance with the valu-

ation policy applicable.

The Cash Flow Statement has been prepared on

a cash basis.

The financial report has been prepared based

on a twelve month operating cycle and presented in

Australian currency.

Reporting Entity(b) The financial report reflects the use of assets, liabilities,

revenues and expenses controlled or incurred by the

Department in its own right.

Transferred Function as a (c) result of restructuringNo restructures occurred in 2006-07.

For comparative purposes, on 1 April 2006, the

Office for Youth was transferred from the Department for

Families and Communities to the Department of Further

Education, Employment, Science and Technology.

Comparative Figures(d) The presentation and classification of items in the

financial report are consistent with prior periods

except where a specific Accounting Policy Statement

or Australian accounting standard has required a

change.

Where presentation or classification of items in

the financial report has been amended comparative

112

finAnciAl RepoRt

amounts have been reclassified unless reclassification

is impracticable.

The restated comparative amounts do not

replace the original financial report for the preceding

period.

Income and Expenses(e) Income and expenses are recognised in the Income

Statement when the flow or consumption or loss of

economic benefits has occurred and can be reliably

measured.

Income and expenses have been classified

according to their nature and have not been offset

unless required or permitted by a specific accounting

standard.

The following are specific recognition criteria:

Income from fees and charges is derived from •

the provision of goods and services to other SA

government agencies and to other clients and is

recognised when invoices are raised.

Income from disposal of non-current assets is •

recognised when control of the asset has passed

to the buyer.

Grants are amounts provided by the Department •

to entities for general assistance or for a particu-

lar purpose. Grants may be for capital, specific

or recurrent purposes and the name or category

reflects the use of the grant. The grants given are

usually subject to terms and conditions set out

in the contract, correspondence. The grants are

paid when the conditions set out in the contract

or correspondence are met. Income from grants

is recognised upon receipt of funding.

Contribution income is recognised when control of •

the contribution or the right to receive the contribu-

tion and the income recognition criteria are met.

Revenues from/Payments (f) to SA GovernmentAppropriations for program funding are recognised as

revenues when the Department obtains control over

the funding. Control over appropriations is normally

obtained upon their receipt and are accounted

for in accordance with Treasurer’s Instruction 3

Appropriation.

Payments to the SA Government include the

return of surplus cash pursuant to the cash alignment

policy.

Current and Non-Current Classification(g) Assets and liabilities are characterised as either current

or non-current in nature. The Department has a clearly

identifiable operating cycle of twelve months. Assets

and liabilities sold, consumed or realised as part of

the normal operating cycle even when they are not

expected to be realised within twelve months after the

reporting date have been classified as current assets

or current liabilities. All other assets and liabilities are

classified as non-current.

Cash(h) For the purposes of the Cash Flow Statement, cash

includes cash at bank and other deposits at call that

are readily converted to cash and are used in the cash

management function on a day-to-day basis.

Employee Benefits and (i) Employment Related ExpensesLiabilities have been established for various employee

benefits arising from services rendered by employees

to balance date. Employee benefits include entitle-

ments to wages and salaries, long service leave, annual

leave and non-attendance days.

Non-attendance days are accrued annually for

employees engaged under the Technical and Further

Education Act 1976 but are non-cumulative.

Employment related expenses include on-costs

such as employer superannuation and payroll tax

on employee entitlements together with the workers’

compensation insurance premium. These are reported

under Payables as on-costs on employee benefits

(refer Note 24).

113

finAnciAl RepoRt

Salaries, wages, annual leave and non-attendance daysLiabilities for salaries, wages, annual leave, non-

attendance days and leave loading are measured

and recognised at their nominal amount in respect of

employees’ services up to the reporting date.

The annual leave liability is expected to be payable

within twelve months and is measured at the undis-

counted amount expected to be paid. In the unusual

event where salary and wages and annual leave are

payable later than 12 months, the liability will be

measured at present value.

Long service leaveThe liability for long service leave is recognised after

an employee has completed eight and a half years of

service. An actuarial assessment of long service leave

undertaken by the Department of Treasury and Finance

based on a significant sample of employees throughout

the South Australian public sector determined that the

liability measured using the short hand method was

not materially different from the liability measured

using the present value of expected future payments.

This calculation is consistent with the Department’s

experience of employee retention and leave taken.

Sick leaveSick leave is not provided for in the financial report, as it

is non-vesting. However, entitlements are accumulated

and any sick leave is considered to be taken from the

employees’ current entitlement.

SuperannuationThe Department makes contributions to several super-

annuation schemes operated by the State Government.

These contributions are treated as an expense when

they are incurred. There is no liability for payments

to beneficiaries as they have been assumed by the

Superannuation Funds. The liability outstanding at

balance date relates to any contribution due but not

yet paid to the Superannuation Schemes.

Provisions(j) Provisions are recognised when the Department has

a present obligation as a result of a past event, it is

probable that an outflow of resources embodying

economic benefits will be required to settle the obliga-

tion and a reliable estimate can be made of the amount

of the obligation.

When the department expects some or all of a

provision to be reimbursed, the reimbursement is

recognised as a separate asset but only when the

reimbursement is virtually certain. The expense relating

to any provision is presented in the Income Statement

net of any reimbursement.

Provisions are measured at the present value

of management’s best estimate of the expenditure

required to settle the present obligation at the Balance

Sheet date. If the effect of the time value of money is

material, provisions are discounted for the time value

of money and the risks specific to the liability.

A liability has been reported to reflect unset-

tled workers compensation claims. The workers

compensation provision is based on an actuarial

assessment performed by the Public Sector Workforce

Wellbeing Group of the Department of the Premier

and Cabinet.

Receivables(k) Receivables include amounts receivable from trade,

prepayments and other accruals.

Trade receivables arise in the normal course of

providing goods and services to other agencies and to

the public. Trade receivables are generally receivable

within 30 days after the issue of an invoice or the

goods/services have been provided under a contractual

arrangement.

Collectibility of trade receivables is reviewed on

an ongoing basis. Debts that are known to be uncol-

lectible are written off when identified. An allowance

for doubtful debts is raised when there is objective

evidence that the Department will not be able to collect

the debt.

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finAnciAl RepoRt

Inventory(l) Inventories held for sale and/or distribution are meas-

ured at the lower of cost (as determined by the latest

purchase price) or their net realisable value.

Inventories comprise of learning modules, food and

wine, wine making equipment, books, stationery, hair

and beauty products and timber supplies.

The amount of any inventory write-down to net

realisable value/replacement cost or inventory losses

are recognised as an expense in the period the write-

down or loss occurred. Any write-down reversals are

recognised as an expense reduction.

Leases(m) The Department has entered into a number of operat-

ing lease agreements, as lessee, for buildings and

other facilities where the lessors effectively retain all

risks and benefits incidental to ownership of the items

held under the operating leases.

Operating lease payments are recognised as an

expense in the Income Statement on a straight-line

basis over the lease term. The straight-line basis is

representative of the pattern of benefits derived from

the leased assets.

The benefit of lease incentives received by the

Department in respect of operating leases have been

recorded as income for the financial year.

Details of commitments of current non-cancellable

operating leases are disclosed at Note 29.

Property, Plant and Equipment(n) Assets are initially recorded at cost plus any incidental

cost involved with the acquisition. Where assets are

acquired for no consideration, or minimal value, they

are recorded at their fair value in the Balance Sheet.

Componentisation of complex assets is only

performed when the complex asset’s fair value at

the time of acquisition is greater than $1 million.

Revaluation of non-current assetsAll non-current assets are valued at written down

current cost (a proxy for fair value); and revaluation of

non-current assets or group of assets is only performed

when its fair value at the time of acquisition is greater

than $1 million and estimated useful life is greater

than three years.

Every three years, the Department revalues its land,

buildings and leasehold improvements. However, if

at any time management considers that the carrying

amount of an asset materially differs from its fair value,

then the asset will be revalued regardless of when the

last valuation took place. Non-current assets that are

acquired between revaluations are held at cost until the

next valuation, where they are revalued to fair value.

Any revaluation increment is credited to the asset

revaluation reserve, except to the extent that it reverses

a revaluation decrement of the same asset class

previously recognised in the Income Statement, in

which case the increase is recognised in the Income

Statement.

Any revaluation decrement is recognised in the

Income Statement, except to the extent that it offsets

a previous revaluation increment for the same asset

class, in which case the decrease is debited directly

to the asset revaluation reserve to the extent of the

credit balance existing in the revaluation reserve for

that asset class.

The valuation methodology applied to specific

classes of non-current assets under revaluations is

as follows:

LandLand is recorded on the basis of best use market value

obtained from the South Australian Valuer-General.

The most recent valuation was conducted as at 30

June 2007.

Buildings and ImprovementsInformation was obtained from the Strategic Asset

Management Information System (SAMIS), main-

tained by the Department for Transport, Energy and

Infrastructure. Buildings and improvements are valued

at current replacement cost. Replacement costs have

been established by reference to Quantity Surveyors’

estimates. The building data provided in the statements

relates specifically to buildings and paved areas. The

115

finAnciAl RepoRt

most recent valuations for buildings and paved areas

were conducted as at 30 June 2007.

Buildings under construction are recorded as work

in progress and are valued at cost.

Library CollectionThe library collection is recorded at valuation. The

most recent valuation was carried out as at 30 June

2005 by VALCORP Aust Pty Ltd, on the basis of written

down current cost.

Plant and EquipmentItems of plant and equipment are recorded at fair value

less accumulated depreciation.

All Plant and Equipment assets with a value of

$10,000 or greater are capitalised.

Items under $10,000 are recorded in the Income

Statement as an expense in the accounting period in

which they are acquired.

Impairment(o) All non-current assets are tested for indication of

impairment at each reporting date. Where there is an

indication of impairment, the recoverable amount is

estimated. An amount by which the asset’s carrying

amount exceeds the recoverable amount is recorded

as an impairment loss.

For revalued assets an impairment loss is offset

against the asset revaluation reserve.

Depreciation of Non-Current Assets(p) Non-current assets are systematically depreciated

using the straight-line method of depreciation over their

useful lives. This method is considered to reflect the

consumption of their service potential. The Department

reviews useful lives of assets annually.

Depreciation/amortisation is calculated on a straight

line basis over the estimated useful life of the following

classes of assets as follows:

Useful life (Years)

Transportable buildings 30 - 50

Fixed construction buildings 40 - 149

Improvements 10 - 20

Paved areas 15 - 48

Computing and communication

equipment

3 - 10

Other plant and equipment 7 - 40

Payables(q) Payables include creditors, accrued expenses and

employment on-costs.

Creditors represent the amounts owing for goods

and services received prior to the end of the reporting

period that are unpaid at the end of the reporting period.

Creditors include all unpaid invoices received relating

to the normal operations of the Department.

Accrued expenses represent goods and services

provided by other parties during the period that are

unpaid at the end of the reporting period and where

an invoice has not been received.

All payables are measured at their nominal amount,

are unsecured and are normally settled within 30 days

from the date of the invoice or date the invoice is first

received.

Employment on-costs include superannuation

contributions and payroll tax with respect to outstand-

ing liabilities for salaries and wages, long service leave

and annual leave.

Payroll tax is a State tax levied on total gross salary

paid plus (non-cash) benefits and employer superan-

nuation contributions. The estimated amount of payroll

tax payable in respect of employee benefits liabilities

is also shown as a payable in the Balance Sheet. Any

increase or decrease in the level of required payroll

tax provision is charged as an increase or decrease

116

finAnciAl RepoRt

in the payroll tax expense in the Income Statement.

The payroll tax liability is only payable when employee

benefits are paid.

Investments(r) Investments are carried in the Balance Sheet at the

lower of cost or recoverable amount.

Accounting for Taxation(s) The Department is not subject to income tax. The

Department is liable for payroll tax, fringe benefits tax,

goods and services tax (GST), emergency services

levy, land tax equivalents and local government rate

equivalents.

Income, expenses and assets are recognised net

of the amount of GST except:

when the GST incurred on a purchase of goods •

or services is not recoverable from the Australian

Taxation Office, in which case the GST is recognised

as part of the cost of acquisition of the asset or as

part of the expense item applicable; and

receivables and payables, which are stated with •

the amount of GST included.

The net amount of GST recoverable from, or payable

to, the Australian Taxation Office is included as part of

receivables or payables in the Balance Sheet.

Cash flows are included in the Cash Flow Statement

on a gross basis and the GST component of cash flows

arising from investing and financing activities, which is

recoverable from, or payable to, the Australian Taxation

Office is classified as part of operating cash flows.

Commitments and contingencies are disclosed net

of the amount of GST recoverable from, or payable to

the Australian Taxation Office. If GST is not payable

to, or recoverable from the Australian Taxation Office,

the commitments and contingencies are disclosed

on a gross basis.

Rounding(t) All amounts are rounded to the nearest thousand

dollars ($’000).

Financial risk ManageMent 3. The Department has significant non-interest bear-

ing assets (cash on hand and receivables) and

liabilities (payables) and interest bearing assets. The

Department’s exposure to market risk and cash flow

interest risk is minimal.

The Department has no significant concentra-

tion of credit risk. The Department has policies and

procedures in place to ensure that transactions occur

with customers with appropriate credit history.

In relation to liquidity/funding risk, the continued

existence of the Department in its present form, and

with its present programs, is dependent on Government

policy and on continuing appropriations by Parliament

for the Department’s administration and programs.

changes in 4. accounting policiesExcept for the amendments to AASB 101 Presentation

of Financial Statements, which the department has

early-adopted, the Australian Accounting Standards

and Interpretations that have recently been issued

or amended but are not yet effective, have not been

adopted by the Department for the reporting period

ending 30 June 2007. The Department has assessed

the impact of the new and amended Standards and

Interpretations and considers there will be no impact

on the accounting policies or the financial report of

the Department.

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finAnciAl RepoRt

prograMs and suB-prograMs5. The programs and sub-programs presented in this

report are:

Program - Employment and Skills FormationDescription/Objective: To strengthen the economic

prosperity and social well-being of South Australia

through strategic employment, skills formation and

further education activities.

Sub-program - Vocational Education and TrainingProvision of vocational education and training by TAFE

institutes and other providers, outside the school sector

(including publicly funded Adult Community Education),

including contestable and non-contestable sources of

funding; policy advice and support for post-secondary

education.

Sub-program - Higher EducationProvision of advice to the Minister on higher education

policy and planning.

Sub-program - Regulatory ServicesProvision of registration, accreditation and approval

services for registered training organisations, and the

regulation and administration of apprenticeships and

traineeships.

Sub-program - Learning, Workforce Development and EmploymentAddressing the disadvantaged by providing oppor-

tunities to participate in employment, training, skills

development, adult community education and assisting

industry to meet current and future skills needs.

Program - Science, Technology and Innovation Description/Objective: Provides the Government’s

principal strategic focus for science, technology, infor-

mation economy and innovation policy development

and program delivery in South Australia that links the

government with business, industry and education

sectors.

Sub-program - Science and InnovationProvision of high level strategic advice to the Minister

on maximising economic, environmental and social

benefits from the State’s scientific research and

innovation by:

identifying strategic priorities for State Government •

investment;

raising awareness and understanding of the impor-•

tance and benefits of science and innovation amongst

government, business and the community;

facilitating coordinated and strategic bids for Com-•

monwealth grants; and

facilitating coordination of education and research •

activity with end-user (industry) requirements to

maximise the benefits of South Australia’s science

and innovation activities and to drive economic

development for the State.

Sub-program - Information EconomyProvision of high level strategic policy advice to the

Minister and Government on the information economy

and the ICT sector and undertaking or facilitating

programs and projects that:

raise awareness and understanding of the infor-•

mation economy among government, business,

industry and education providers;

contribution to greater understanding of the infor-•

mation economy and its effects; and

facilitate bids for significant Commonwealth •

grants.

118

finAnciAl RepoRt

Program - Youth Description/Objective: To support the Government’s

vision that South Australia is a place where people

from all walks of life choose to live, the Office for

Youth provides a range of programs, policy initiatives

and grants that enable young people to contribute

to decisions that impact on their lives and access

opportunities that enable them to reach their full

potential while making a positive contribution to their

communities.

Sub-program - Strengthened PartnershipsStrengthen partnerships across government, the

Department and the youth sector to support young

people’s engagement within their community.

Sub-program - Young People’s EngagementSupport for all young people to be actively engaged

in their communities in learning and decision-making

and specific support to engage disadvantaged young

people.

Sub-program - Creative LeadershipPromotion of creative leadership opportunities for

young people, celebration of young leaders’ achieve-

ment, encouragement of innovative community leader-

ship and support for equity and diversity amongst

emerging leaders.

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finAnciAl RepoRt

DFEEST CONSULTANCY EXPENDITURE - 2006 - 07 FINANCIAL YEAR - inclusive of accruals

CONSULTANT REPORT AMOUNT (EXCL GST)

RP WALLACE Professional services required for edit of draft discussion paper Train-ing and Skills Development Act Review

$130.00

ENTERPRISE DEVELOP-MENT NETWORK PTY LTD

Development and facilitation of the Business Development Workshops $1000.00

GRAHAM WINTER CONSULTING

Provides independent advice on the Skills Reform Reference Group and the Business Intelligence Team Building Group

$2375.00

E-INFO SOLUTIONS PTY LTD

Implementation and customisation of InfraEnterprise TAS System $6000.00

RAY DUNDON Consulting Services for the DFEEST establishment of the Seafood Training Centre of Excellence

$11 062.50

TAYLOR MANAGEMENT CONSULTING

Provides independent advice on the Professional Development Pro-gram

$2562.50

GIBSON QUAI - AAS PTY LTD

Adelaide - Melbourne Broadband Backhaul Infrastructure Study $21 620.00

JEFROB PTY LTD Provides independent advice on the Marketing & Communication Management

$2813.13

PKF ORGANISATION DEVELOPMENT

Provides independent advice for the Budget & Financial processes implementation project

$24 785.00

BRIGHT COOKIE Consulting services for the tender of the Water Toolbox 07 $14 720.45

LLOYDS REGISTER QUALITY

Provide independent advice and assessment of the management system used in Traineeship and Apprenticeship Services.

$1575.00

SQUARE HOLES PTY LTD Research into the potential “next generation” leaders of family busi-nesses, indicating likely interest in undertaking business leadership training using an e-learning methodology.

$13 500.00

$102 143.58

DFEEST CONSULTANCY EXPENDITURE 2007 Calendar Year (continued)

Amount (Excl GST)

Number of

consultancies

Below $10,000 $16 455.63 7

Between $10,000 and $50,000 $85 687.95 5

Above $50,000 - 0

$102 143.58 12

120

finAnciAl RepoRt

account payMent perForMance

Particulars

Number of Accounts

Paid

Percentage of Accounts

Paid (by Number)

Value in $A of Accounts Paid

Percentage of Accounts Paid

(by Value)

Paid by due date 1 83 013 82 202 398 328 83

Paid within 30 days or less from due date

12 349 12 29 033 435 12

Paid more than 30 days from due date

5872 6 13 457 853 5

The due date is defined as per 11.2 Treasurer’s Instruction. Unless there is a discount or a written agreement

between the public authority and the creditor, payment should be within thirty days of the date of the invoice

or claim.

contractual arrangeMentsDFEEST did not enter into any contractual arrangements that exceeded $4 million and that require inclusion in

line with the reporting requirements of this annual report.

DFEEST did, however, progress in excess of thirty procurement projects for the provision of goods, services

and/or consultancies that individually exceeded $55 000 throughout the year. Twenty-nine contracts were

executed during 2007. The total value of these contracts across their full terms is in the vicinity of $18 million.

Fraud The department’s Internal Audit and Risk Management Review Branch undertakes reviews and provides assurance

in relation to agency control systems and risk management processes. The unit coordinates its review activities

in line with the department’s risk management and governance frameworks.

The annual internal audit program includes testing of compliance with controls over the resources and assets

of the department. No instances of fraud were suspected or found within the department during the year.

121

pRofile of vet Activity

Profile of VET Activity

T he annual figures for 2007 were not available at the time this report was prepared. Unless otherwise

stated, all VET data is related to the 2006 calendar year and includes all activity, including VET in

Schools Agreements (VISA), using the NCVER’s publication scope.

nuMBer oF vet studentsIn 2006, 121 713 students undertook vocational education and training in South Australia. There was 50.7 percent

(or 61 712 students) female students and 49.1 percent (59 765) male students, with a further 0.2 per cent (236)

of students who did not specify their gender.

In South Australia, 10.9 per cent of the working age (15-64 years) population participated in VET in 2006.

The figure below shows that 65.1 per cent (79 296) of VET students in South Australia attended TAFE

institutes.

Source: NCVER (2007) PowerPlay Data Cubes\VET\Client 2006

122


vet students By age groupsThe figure below shows that the largest proportion of students undertaking vocational education and training

in South Australia were aged between 20 to 29 years, with 25.0 per cent (or 30 423 students) of total students,

followed by those aged 19 years or under, with 24.9 per cent (30 297).


The largest share of male students were aged between 20 to 29 years, with 28.1 percent (16 776) of total male

students, followed by those aged 19 years or under, with 27.2 percent (16 249).

The largest share of female students were aged 19 years or under, with 22.6 percent (13 966) of total female

students, followed by those aged 20 to 29 years, with 22.0 percent (13 581).

123


student hoursIn 2006, South Australia delivered 23 178 019 hours of VET delivery, an increase of 0.2 per cent (or 47 238 hours)

on 2005 levels.

The figure below shows the distribution of VET hours by the AQF. The largest share of VET provision for 2006

was at the Certificate III level, which accounted for 28.6 percent (6 631 576) of total VET hours.


124


Field oF educationField of education defines the subject matter of an educational activity.

The following figure shows the distribution of South Australia’s 2006 VET hours by field of education.

The field of education with the largest share of hours was management and commerce with 22.7 percent

(or 5 264 937 hours). This was followed by engineering and related technologies, with 17.5 percent (4 066 554)

and society and culture, with 14.7 percent (3 417 345).


125


training package activityVET activity can be classified as training package activity or non-training package activity.

In 2006, training package activity in South Australia accounted for 41.8 percent of all students (or 50 820

students) and 61.0 percent of total VET hours (or 14 141 015 hours). In contrast, non-training package activity

generated 58.2 percent of all students (70 893) and 39.0 percent of VET hours (9 037 0044).

Of the more than 60 training packages used in South Australia in 2006, 15 training packages alone accounted

for over 75 percent of training package hours and student numbers (10 699 198 hours and 38 952 students

respectively) – see the table below.

The community services training package had the largest share of training package hours with 15.1 percent

(2 135 291), followed by business services with 11.9 percent (1 686 123) and hospitality with 6.6 percent

(931 740).

When considering students, the business services training package had the largest share with 14.0 percent

(or 7 134), followed by community services 11.5 percent (5 867), and retail with 7.6 percent (3 872).

Top Fifteen Training Packages, VET Hours, South Australia, 2006

Training Package Hours

Community Services 2 135 291

Business Services 1 686 123

Hospitality 931 740

Information Technology 876 599

Retail 816 202

Automotive Industry Retail, Service and Repair 681 585

General Construction 535 590

Metal and Engineering Industry 484 765

Financial Services 481 505

Tourism 469 308

Australian Meat Industry 412 247

Food Processing Industry 353 694

Amenity Horticulture 285 070

Transport and Distribution 275 311

Rural Production 274 168

Total 10 699 198

Total (all training packages) 14 141 015

Total (all VET) 23 178 019


126


vet students By country oF BirthThe figure below shows that 70.6 percent (or 85 970 students) of South Australia’s VET students were born in

Australia, with another 6.2 percent born in an English speaking country; 10.6 percent (12 882) were born in a

non-English speaking country; and a further 12.6 percent (15 342) did not state their background.


127


vet students By disaBility statusThe figure below shows that 6.8 percent of South Australia’s VET students (or 8 255 students) stated they had a

disability. The split between males and females with a disability was roughly equal with 50.1 percent of females

(4 136) and 49.8 percent of males (4 112) reporting a disability. Seven students who reported a disability did

not state their gender.


128


vet students By aBoriginal/torrens strait islander statusThe following figure shows that in 2006, 4.0 percent (or 4 912 students) of South Australia’s VET students identified

themselves as having an Indigenous background. Of these students, 52.2 percent (2 563) were female and

47.6 percent were male (2 336). Thirteen students who reported their Indigenous status did not state their

gender.


129


provider type and Funding sourceThe figure below shows the distribution of training activity (hours) by VET provider type.

TAFE remains the largest provider with 77.0 percent of total VET hours (or 17 839 286 hours). Private provid-

ers accounted for 15.6 percent of VET hours (3 615 028), followed by ACE (2.6 percent or 599 985) and WEA

(0.5 percent or 118 358).


The figure below shows that 84.9 percent of total VET hours (or 19 686 010 hours) were funded by Commonwealth

and state recurrent funding in 2006. The next largest funding source was fee for service with 10.9 percent

of hours (2 522 582), followed by overseas full fee paying students with 3.8 percent of hours (890 691) and

Commonwealth and state specific funding with 0.3 percent (78 736).

130



131

otHeR RepoRting iteMs

Other Reporting Items

132


Employees’ Overseas TravelOverseas Travel Annual Report 2007

Report Type Categories Of Travel Consolidated Report for all Travellers

Employees Involved Destination/s Reasons for Travel

Cost to department ($) *

3 Canada - Business Development- Attendance at workshop / conference- Presenting papers at conference

$26 260.76

1 Chile Business Development $10 285.34

10 China - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Recruitment of International Students- Discussion with Tertiary Institution(s) of country visited- Business Development- Attendance at workshop / conference- Presenting papers at conference- Project Management- Off-shore delivery of course/program

$98 563.00

1 France - Attendance at workshop / conference $7 810.00

3 Hong Kong - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Recruitment of International Students- Business Development- Attendance at workshop / conference- Project Management

$22 606.00

3 India - Business Development- Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Recruitment of International Students

$19 564.27

2 Indonesia - Business Development $4 125.00

2 Japan - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.

$8 800.00

2 Korea - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Recruitment of International Students- Business Development- Attendance at workshop / conference- Presenting papers at conference- Facilitating at workshop

$10 008.09

1 Laos - Off-shore delivery of course/program $12 882.00

2 Malaysia - Project Management $3 892.00

1 Mauritius - Facilitating at workshop- Project Management

$6 700.00

7 New Zealand - Attendance at workshop / conference $22 120.39

3 Samoa - Off-shore delivery of course/program $15 643.00

1 South Africa - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Business Development- Attendance at workshop / conference- Presenting papers at conference- Facilitating at workshop

$3 453.00

1 Singapore - Recruitment of International Students- Discussion with Tertiary Institution(s) of country visited- Off-shore delivery of course/program

$4 512.00

3 Sri Lanka - Business Development- Project Management

$13 165.00

133


Overseas Travel Annual Report 2007

Report Type Categories Of Travel Consolidated Report for all Travellers

Employees Involved Destination/s Reasons for Travel

Cost to department ($) *

2 Thailand - Recruitment of International Students- Business Development

$13 536.34

1 Taiwan - Business Development- Project Management

$3 563.00

1 The Netherlands - Recruitment of International Students- Discussion with Tertiary Institution(s) of country visited- Attendance at workshop / conference- Teacher/Student Exchange

$4 981.00

1 Tibet - Business Development $5 558.00

1 United Arab Emirates

- Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Discussion with Tertiary Institution(s) of country visited- Business Development- Project Management

$6 642.45

2 United Kingdom - Recruitment of International Students- Discussion with Tertiary Institution(s) of country visited- Attendance at workshop / conference- Teacher/Student Exchange

$38 779.00

2 Vietnam - Participate in Promotional Exhibitions e.g. International Careers Exhibition, Austrade - Study in Australia Exhibition, etc.- Recruitment of International Students- Business Development- Off-shore delivery of course/program

$9 571.00

*Please note that the cost to the department is gross expenditure and not ‘net of income’. It includes the salary costs of individuals as well as travel and accommodation costs.

# Costs are calculated based on aquitted travel reports.

134


Disability Action Plan

D FEEST consolidated its policies on acces-

sibility and inclusion for people with a

disability into a Disability Action Plan (DAP)

which was endorsed by DFEEST executive and is

being rolled out across the department, with assigned

responsibilities.

TAFE SA students were provided with information

in handbooks on services available for people with a

disability. The TAFE SA website has been upgraded to

be W3C (see W3C.org) accessibility compliant.

Support officers were available in each Institute for

people with a disability.

The department has a range of programs and

projects for people with a disability including:

South Australia Works • in the Public Sector:

CareerStart SA (funds agencies for placing a –

person with a disability into an apprenticeship,

traineeship or cadetship).

Disability Works Australia (DWA) has been funded –

to administer the government’s State Public

Sector Strategy for the Employment of People

with Disabilities

South Australia Works • in Communities:

Adult Community Education Program (projects –

target people with a disability)

Employment Assistance Program (Disability –

Works Australia was funded to provide specialist

services to jobseekers who have a disability)

The Abilities for All project, a consortium of –

disability service providers, led by Bedford

Industries, provided accredited training to people

with a disability

South Australia Works• in the Regions: delivered spe-

cific projects targeting people with a disability.

DFEEST continued to provide training to staff in

disability awareness through numerous forums includ-

ing a series of community of practice workshops, staff

development sessions and is preparing an on line

disability awareness training package.

DFEEST delivered a community training package

specifically on working with people with a disability

which accredits students with a qualification to work

in this area.

Three training sessions were also conducted by

DFEEST for RTOs in 2007 to enable them to better

understand their compliance responsibilities with

people with a disability.

The chief executive continued as chair, of the

National VET Disability Task Force which has devel-

oped a range of projects to increase opportunities for

people with a disability to participate in training and

employment.

To support this, the task force is working with NCVER

to scope and consolidate existing VET and diversity

research. This research will identify existing knowledge

and assist with the development of principles and

priorities for future research directions.

The BULB survey of staff satisfaction asked staff

to voluntarily report any disabilities to enable the

department to establish a base line of staff with a

disability.

135


Asbestos Management

M anagement of asbestos is a health risk management issue and requires a professional risk manage-

ment approach.

ANNUAL ASBESTOS MANAGEMENT REPORT, 2006-07

Category Number of Sites Category

Description

Interpretation

One or more item(s) at

these sites…At start

of year

At end

of year

1 0 0 Remove should be removed promptly

2 8 8 Remove as soon as practicable

should be scheduled for removal at a practicable time

3 10 10 Use care during main-tenance

may need removal during main-tenance works

4 16 14 Monitor condition has asbestos present. Inspect according to legislation and

policy

5 12 13 No asbestos identified / identified asbestos has

been removed

(All asbestos identified as per OHS&W 4.2.10(1) has been

removed)

6 9 9 Further information required

(These sites not yet categorised)

In the previous three years DFEEST has removed from its sites the following:

2004/05 - 65 m• 2 and 8 items

2005/06 - 480 l/mts and 883 m• 2

2006/07 - 1400m• 2 and 116 items.

DFEEST continues to work towards making all its sites asbestos free.

deFinitions:Category: The site performance score, determined by the lowest item performance score at each site.

Number of Sites in Category: A count of how many sites have the corresponding site performance score, with

separate counts done at the start and the end of each year.

Category Description: Indicates the recommended action corresponding to the lowest item performance score

(recorded in the asbestos register by a competent person, as per OHS and W Regulations (SA) 1995, 4.2.10).

Interpretation: A brief real-world example of what each category implies for a site.

136


Urban Design Charter

T he department recognises the important

role the TAFE SA institutes and campuses

play in the local community. The institute/

campus structure provides significant input into social

networks and reinforces local character. They are a

physical resource and a landmark place of activity.

The department’s facilities management and capital

works processes include consideration of urban design

concepts. This helps support the building of community

capacity and social capital through safe, accessible

and welcoming facilities.

Integrating urban design with our core systems

and procedures consultant, contractor tenders and

contracts are managed on behalf of DFEEST by the

Department of Transport, Energy and Infrastructure

(DTEI).

To undertake design work, the department can

define and/or request specific urban design principles

associated with the project which and can include:

environmentally sustainable development initia-•

tives

specific site issues such as cultural, political and •

heritage issues

corporate parameters (relevant policies, standards •

and guidelines)

specific consultant services required (for example •

tree audits, traffic management surveys, disability

access, Indigenous/cultural issues).

DFEEST Corporate Services consolidated its staff

from five existing locations to one location at City

Central in Waymouth Street Adelaide in 2007. This

building is the first purpose built 5 star greenstar design

in Adelaide. DFEEST occupies six levels, and as a

result reduced our urban footprint by approximately 4

percent from our previous multiple locations.

As part of the 5 star greenstar design, City Central is

designed to reduce the CO² emissions by 20 percent,

which is assisted by using T5 fluorescent lamps which

are 30 percent more efficient. The air conditioning

incorporates 100 percent fresh air to assist in greater

productivity of staff. External shading, natural venti-

lation and high performance glazing also assist in

creating a comfortable, productive and efficient work

environment. Water usage is reduced through the

installation of waterless urinals, ultra efficient dual

flush toilet cisterns (which use recycled water), and

low flow tap ware. Water efficiency is further enhanced

by incorporating solar panels on the buildings roof

to assist in pre heating the hot water required for the

building. Waste is pre sorted in the building to enhance

its waste recycling capabilities.

137


Freedom Of Information

T he department holds correspondence and

administrative records including:

personnel records•

accounts records•

payroll records•

supply records•

facilities management records•

students’ records in TAFE institutes•

student services records•

records relating to accredited training courses•

complaints made about registered training provid-•

ers and contracts of training

contracts•

records relating to grants of funding•

surveys and statistics.•

Records are held in a variety of media including

paper, microfiche and electronic formats. Information

and explanatory documents about courses, contracts

of training, course accreditation and training organisa-

tion registration, youth services, science, innovation

and information economy are available free of charge

from the following websites.

access requestsThe department received 14 and processed 14 applica-

tions under the Freedom of Information Act 1991 (FOI

Act).

puBlic access to docuMents:Application under the FOI Act must be made in writing,

specifying that they are made under the FOI Act, include

an address in Australia to which correspondence may

be sent, be accompanied by either the prescribed

application fee or proof of financial hardship and should

be addressed to:

The Accredited FOI Officer Legislation and Delegations Unit

Department of Further Education, Employment Science and Technology

GPO Box 320

ADELAIDE SA 5001

Telephone Enquiries can be made on (08) 8226

3276.

policy docuMentsDepartmental policy documents are available via the

internet at:

http://www.saworks.sa.gov.au/•

http://www.youthworks.sa.gov.au/•

http://www.officeforyouth.sa.gov.au/•

weBsitesTAFE •

http://www.tafe.sa.edu.au/

Information on accreditation / registration and •

contracts of training:

http://www.training.sa.gov.au/

Higher Education accreditation: •

http://www.aqf.edu.au/

Adult Community Education Grants: •

http://www.training.sa.gov.au/OVETs-

tudents/pages/default/fundace/

User Choice Policy located under the User •

Choice submenu:

http://www.training.sa.gov.au/OVETorgs/

Training and Skills Commission guidelines: •

http://www.employment.sa.gov.au/employ/

Office for Youth: •

http://www.officeforyouth.sa.gov.au/

Science, Innovation and Information Economy •

information:

http://www.innovation.sa.gov.au/

General DFEEST website: •

http://www.dfeest.sa.gov.au/dfeest/

138


Greening Of Government Operations

T he department has endeavoured to progress our environmental commitments under South

Australia’s Strategic Plan, and present the following information as an indication of our impact on the

environment

The following table provides the relevant energy data for our facilities for the 2006-07 financial year.

Energy Efficiency in our facilities (MJ/m²)

SASP Plan & Target

Base year

2000-01

Target for

2006-07 &

2010-11

Actual for

2006-07 Result

T3.13376 331

311382 1.6%6 from base year

13.3%6 from 2006-07 target & 18.6%6 from 2010-11 target

T3.5

Greenhouse Gas Emissions (t/CO²)

Base year 2005-06 2006-07 Result

49 878 34 249 30 722 38.4%6 from base year & 10.3%6 from 2005-06

Comments

2007 highlights:seasonal fluctuations including a very cold winter, and a prolonged and at times very hot summer have •

placed additional demand on our air conditioning services

increase in third party utilisation at various TAFE SA campuses for delivery of additional programs such •

as aquaculture and forestry

greenhouse gas emissions are down by 38 percent from the base year which represents an excellent •

result

DFEEST has approved an environmental procurement policy which focuses on the environmental •

considerations and impact on our procurement.

proposed iMproveMents For 2008:initiate a lighting upgrade at Gawler TAFE SA Campus•

initiate a rolling power factor correction program across eight identified TAFE campuses•

undertake energy audits to three targeted TAFE SA campuses•

continually identify opportunities to increase our energy efficiencies across the department•

investigate possibilities to increase our transparency in reporting on our impacts socially and environ-•

mentally as well as financially.

139


The following graph illustrates our performance to date in relation to the energy efficiency of our facilities:

dFeest long terM Fleet carBon neutral For second successive yearDFEEST, for the second consecutive year has offset the carbon emissions from our entire long term fleet through

an initiative administered through Greenfleet. Native trees are planted with the aim of creating a forest which

will absorb the greenhouse gas emissions that each of our long term fleet vehicles produce. This equates to

approximately 4700 native trees in South Australia.

Approximately 18 percent of our vehicles are carbon neutral through a whole of government initiative.

Mitsubishi offsets the estimated carbon emissions that each Fleet SA vehicle is expected to generate over the

three year lease period.

Holden is currently in talks with government regarding a similar arrangement for all Fleet SA leased

vehicles.

50

90

130

170

210

250

290

330

370

410

450

2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2010-11

Actual

Target

140


The following table provides a summary of our long term vehicle fleet and the resultant saving from the

previous period of 2005-06 and the base year 2000-01.

Long Term Vehicle Fleet

Plan & Target Vehicles

2006-07

$

% Compared

to 2005-06

% Compared to

2000-01 Base year

SASP Target T3.5

Number of vehicles 235 1.76 37.45

Total cost of fuel 579 949 2.36 14.15

Distance travelled kms (estimated) 4 938 821 7.26 N/A

Number of duel fuel /LPG vehicles/ Hybrid 85 365 42.15

Tonnes CO² 1485 4.76 3.56

Fuel usage (Litres) 578 015 4.36 11.9 6

Comments

These are excellent results for DFEEST. If this trend continues, we will exceed the 2010-11 target of 50 percent

for alternate fuelled vehicles.

Note the greenhouse gas emissions (CO²) can vary year to year due to the changes in the CO² co-efficient,

which is determined yearly and is outside our control

Proposals and continuing initiatives to improve on this result include:

fleet is carbon neutral for the second successive year through collaboration with Greenfleet Australia. Es-•

timated cost is $5 per vehicle per month. We are the only government department to fully neutralise our

vehicle emissions

continue to enforce our fleet policy that mandates the leasing of alternate fuelled and four cylinder Australian •

manufactured vehicles for metropolitan Adelaide and alternative fuelled and six cylinder vehicles for regional

South Australia whenever possible (excluding APY Lands where diesel vehicles must be used)

continue to focus on duel fuelled vehicles with a target of 50 percent of our fleet to be alternate fuelled by •

2010.

141


city central adelaide’s First 5 star greenstar rated BuildingDFEEST consolidated five existing sites in the CBD to the one location at City Central. This move:

reduced our ecological footprint by 3.8 percent•

has reduced waste to landfill has reduced from 67 percent in March 2007 to 47 percent in June 2007. The •

reduction in waste to landfill for June 2007 equates to the saving of greenhouse gas emissions that are

emitted from the consumption of 12 barrels of oil

removed 118 IT items, of which 74 were printers. These excess items were processed through the self •

funded Computer Recycling Scheme (CRS), originally established in 1994. CRS refurbish decommissioned

IT items and offers them to schools and community groups at 15 -20 percent of the cost of a new PC, and

represents excellent value for money as well as reducing IT waste to landfill.

Energy data for City Central has only recently been received and is yet to be confirmed as being accu-•

rate.

Disclaimer.The greenhouse gas emissions in the department do not represent the same percentage change as the energy,

primarily due to variations in the CO² emissions coefficient of the electricity supply system. The emissions

coefficient is dependent upon a number of factors, most importantly, the mix of primary fuels used to generate

electricity that is supplied in South Australia. Decisions about the mix of fuels are made as a function of the

National Electricity Market and are therefore beyond the control of the department.

The department has endeavoured to provide the most accurate information from all possible sources

available.

142


Carers Recognition Act 2005

2 007 is the first year DFEEST has reported

on the Carers Recognition Act which was

proclaimed in 2005. The objects of the Act

are to ‘recognise and support carers and their role in

the community’ and to ‘provide reporting of actions

taken to reflect the principles of the Carers Charter

in the provision of services relevant to carers and the

persons they care for’.

DFEEST is one of five departments required to

report on compliance with our obligations relating to the

Carers Charter. This Charter requires DFEEST to ‘take

all practical measures to ensure that the organisation

and its officers, employees or agents have an aware-

ness and understanding of the Carers Charter and take

actions to reflect the principles of the Charter in the

provision of relevant services of the organisation.’

The information provided is prescribed in the act

and is required for incorporation in the annual report.

As this is the first year that DFEEST has undertaken

the obligations of the Charter much of the work done

to date has been introductory and it is anticipated

that in 2008 there will be considerable progress in

the provision of relevant services as reflected by the

Act.

Describe briefly the strategies you have used to 1.

promote the Carers Recognition Act throughout your

organisation. (Refers to Section 6 (1) of the Act)

At the strategic policy level, the DFEEST Workforce

Development Platform 2010 identifies and supports the

needs of carers. The voluntary flexible working hours

arrangements which includes compressed hours, flexi-

time, and working from home have been incorporated

into enterprise bargaining arrangements.

Line managers are encouraged to support employ-

ees who may be carers and facilitate a flexible approach

to work at the unit level to meet the personal demands

and issues impacting on carers.

Other policy vehicles that raise awareness and

understanding of carer and related issues include our

Disability Action Plan and Critical Incident policy.

Within TAFE SA, access and equity committees

monitor, report and recommend actions to assist with

issues impacting on carers.

(a) What specific information does your organisation 2.

provide to carers (including employees) to assist

them to make choices for their caring role?

A coordinated approach is being developed to

assess the adequacy of related policies, the appro-

priateness of our communication strategies, and

the effectiveness of our reporting of our information

sources for carers.

(b) What information do you plan to make available

to carers in 2007-08?

Further development work will be undertaken to

formalise the consultation process with carer repre-

sentatives to assist with determining delivery services

and the impact of decisions on carers. Work will also

be undertaken to continue to raise a level of awareness

and understanding across the department and identify

staff with carer roles and responsibilities. To assist

in this, we intend to examine the establishment of a

consultation group and evaluate the ACE destination

survey.

(a) What opportunities do you provide which will 3.

assist carers to sustain or improve their health and

wellbeing? (Refers to Principle 2: Carers health and

wellbeing are critical to the community)

The adoption of Voluntary Flexible Working arrange-

ments and the development and alignment of family

friendly polices as a priority provide, at a corporate

level support for the general wellbeing of carers.

(b) What plans do you have in relation to this

Principle for 2007-08?

An assessment of policy and program effective-

ness will be undertaken as part of developing a more

integrated approach to carers in 2008.

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(a) What workplace policies and practices do you 4.

have which assist carers to balance their work and

caring roles? (Refers to Principle 3: carers play a

critical role in maintaining the fabric of society)

To assist carers in balancing their work and caring

roles, a number of flexible work practices are available

for individuals directly involved. A range of leave options

are also available and line managers are encouraged

to support and mentor all employees in maintaining a

work life balance.

For schools, the question will relate to young carers:

Do you have policies and practices to assist young

carers to balance their caring and learning roles?

Students who may be carers will be provided

with information at the time of enrolment relating to

support offered through student service support staff.

This information will also be provided through our

website.

(b) What plans do you have in relation to this Principle

for 2007-08?

It is intended to ensure in the coming year, that

specific effort will be placed on raising the level of

awareness of carers and the support services offered

to them.

(a) How does your organisation ensure that carers

are involved in decisions about service arrangements

that affect them? Please specify the strategies used to

achieve this. (Refers to Principle 4: Service providers

work in partnership with carers).

Existing consultation strategies provide some

avenues of interaction between the department and

carers, but it has been identified that a more formalised

approach may be needed to enhance the consulta-

tion with carers and their representatives. Raising

awareness within the department will also improve

opportunities for feedback between parties to better

identify strategies to address the needs of carers.

Do your policies and practices specifically relat-5.

ing to carers address Aboriginal and Torres Strait

Islander carers? (Refers to Principle 5: Carers in

Aboriginal and Torres Strait Islander communities

need specific consideration).

Initial consultation has taken place to identify poli-

cies and practices specifically related to Aboriginal

and Torres Strait Islander carers and it is intended to

further this work in 2008.

Do you specifically consider young carers in poli-6.

cies and practices which relate to carers? (Refers

to Principle 6: All children and young people have

the right to enjoy life and reach their potential).

Young staff and students who may be carers

are covered by the policies and practices outlined

above.

What resources have you made available to carers? 7.

(Refers to Principle 7: Resources are available to

provide timely, appropriate and adequate assist-

ance to carers).

It is intended to undertake an analysis of our

strategies in order to more appropriately respond to

the needs of carers, both staff and students. Further

consideration will be given to the development of

effective information management systems and of

performance measures to assess the effectiveness

of our strategies.

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How does your organisation receive feedback from 8.

carers and involve carers in improving the way your

services are delivered? (Refers to Section 6 (2) of

the Act).

The establishment of a consultation group and a

formal process of engaging with carer representatives

will assist in dealing with feedback from carers and

help shape support and service and delivery plans.

There is a need to ensure that we have a complaints

handling mechanism that addresses the concerns of

carers.

What are the challenges for your organisation to 9.

implement the Carers Recognition Act?

Challenges arise in determining what information or

data is required, what we have already got and what

we expect to need in the future.

Information data collection is based on self disclo-

sure and further strategies for improving this collection

(like including questions in staff and student surveys)

need to be considered.

Subsequent analysis of resource implications and

impact on carers must be determined.

The development of effective measures to determine

success must also be established.

145


AcronymsAAP Aboriginal Apprenticeship Program

ACE Adult Community Education

APY Anangu Pitjantatjara Yankunytjatjara

AQF Australian Qualifications Framework

AQTF Australian Qualification Training Framework

BDF Broadband Development Fund

BITS Building on IT Strengths

CDEPs Community Development Employment Programs

CRC’s Cooperative Research Centres

CSIRO Commonwealth Scientific and Industrial Research Organisation

COAG Council Of Australian Governments

DAPs Disability Action Plans

DECS Department of Education and Children’s Services

DEST Department of Employment Science and Technology

DEEWR Department of Education Employment and Workplace Relations

DFEEST Department of Further Education, Employment, Science and Technology

DSTO Defence, Science and Technology Organisation

EAP Employee Assistance Program

ELICOS English Language Intensive Courses for Overseas Students

ESOS Educational Services to Overseas Students

HEC Higher Education Council

HPC High Performance Computing

HPI Hourly Paid Instructor

ICDL International Computers Drivers Licence

ICT Information and Communications Technology

IEAB Information Economy Advisory Board

MCEETYA Ministerial Council on Education, Employment, Training and Youth Affairs

MCVTE Ministerial Council on Vocational Training and Education

NCVER National Centre for Vocational Education and Research

OHS&IM Occupational Health, Safety and Injury Management

OHSW Occupational Health, Safety and Welfare

PSM Act Public Sector Management Act

RTOs Registered Training Organisations

SABRENet South Australian Broadband for Research and Education Network

SACE South Australian Certificate of Education

SACITT South Australian Consortium for Information Technology Telecommunications

SATAC South Australian Tertiary Admissions Centre

STI Science, Technology and Innovation

STI10 10 year Vision for Science Technology and Innovation

TAFE SA Technical and Further Education South Australia

VET Vocational Education and Training

VFWA Voluntary Flexible Working Arrangements

VISA VET in Schools Agreements

WEA Worker’s Education Association

DFEEST Annual Report 2007

Business

Transcript of DFEEST Annual Report 2007