HOME » ABOUT » Training Innovation Programme
slideshow12

Careerforce Training Innovation Trust

The Careerforce Training Innovation Trust has established a Workplace Training Programme. The programme is for a three year term and is designed to provide for an injection of funding into the health and disability sector to support employers to develop their learning and assessment capacity and capability over a three-year period.  The intended outcomes include collaborative and sustainable learning and assessment delivery; and increased uptake and completion of ‘workplace based’ national qualifications and engagement in career pathways.

The sum of $3 million has been set aside to support the Careerforce Training Innovation Trust’s 2010 – 2013 programme.

The major funding round has now been completed and the Trustees of the Careerforce Training Innovation Trust are not seeking any further applications.

Workplace Training Innovation Programme 2010 - 2013

The Careerforce Training Innovation Trustees were pleased with the response from the health and disability sector to the Workplace Training Innovation Programme 2010-2013. The Programme attracted 33 quality applications, with the total funding requested close to $13 million, for available funding of $3 million (over a three year timeframe). The applications received represented all areas of the health and disability sector.

Contracted Lead Employers 2010 – 2013 

The Careerforce Training Innovation Trust have finalised contracts with the successful applicants:

Bupa  Care Services Ltd

Number of Branches - 45

“Our objective is to strengthen and support existing induction and employee development processes, maximising efficiencies and minimising duplication”.

Bupa wants to strengthen their integrated learning and assessment programme across all aspects of the organisation, building on the current workforce development practices and systems in place.

Bupa is proposing to undertake a project in partnership with Careerforce to map and align their current orientation, induction and training processes and resources with Careerforce qualifications; thus further embedding a sustainable culture of learning and development. This project would enable employees to begin a national qualification based career pathway, progressing through level 2 and 3 qualifications.

Bupa proposes to pilot implementation of the programme across its 45 care homes in a phased, planned manner. This will enable staff members, verifiers and assessors to manage the process smoothly and effectively. Once the project has been evaluated and finalised Bupa welcomes the opportunity to share the information with other key stakeholders.


CCS Disability Action Incorporated 

Number of Supporting Employers- 16

"To develop a qualifications framework and a supporting programme for employees across our 16 separate branches".

The framework will show the organisation a career path and how Careerforce qualifications fit with this. The programme will support people through existing qualifications by working individually and in group sessions; with one-on-one supervision from assessors and peer support from previous trainees. It will also involve aligning internal training programmes to Careerforce qualifications and having these internal training programmes as core facets of the qualifications staff achieve. Once developed, it is envisaged that the programme is made available to other disability support providers.

Counties Manukau DHB (CMDHB)

Number of Supporting Employers- 7

“This programme builds on many years of collaboration between CMDHB’s NASC & home based support provider arm and the HBSS providers.”

The creation of a ‘learning set’ for assessors/verifiers will further improve relationships and collaboration between Providers. A common approach to learning will improve communication between workers, between workers and coordinators, between providers and between providers and the NASC.

The programme will involve engaging a ‘roving assessor/trainer’ to work with each of the Providers. This new resource will engage with staff individually or in groups as required to strengthen learning outcomes in the workplace.

Upskilling of the workplace based assessors and reducing variability in standards of verification have been identified as two areas of improvement by Providers. The new resource will carry out in-service training for assessors and verifiers each year.

Dunedin Community Care Trust

Number of Branches - 1 

"To become involved in the Careerforce training qualification framework as an organisation."

The Community Care Trust has an existing internal comprehensive training programme at three levels. It intends to map its existing training to Careerforce qualifications and identify and fill any gaps, while managing to keep its self learning responsibilities and employment agreement conditions. This will be the start of delivering useful Careerforce qualifications in the future. From approximately the end of 2011 The Community Care Trust's aim is to work with other agencies on the delivery and workplace assessment of higher level qualifications.

Presbyterian Support New Zealand Incorporated

Number of Supporting Employers-  7 

“To provide trainers/assessors with a forum to meet and share successes, problems good ideas and look at best practice training models”

By working collaboratively with each region of Presbyterian Support, they will achieve nationwide coverage. With regular meetings of the training managers who would then coordinate their regional programmes using a consistent approach, utilising the skills developed to deliver the national qualifications, they will have consistent delivery practice. This will assist the transportability of qualifications throughout the country, and ensure a better quality and standard of knowledge and skill base. 

IDEA Services Ltd

Number of Supporting Employers- 1

“Two significant employers will work together to introduce a new qualification into their staffing skill mix and expand career pathways for their staff. Introduction of this qualification is likely to significantly enhance the quality of life of people with intellectual and/or physical disability as they age.”

This programme will involve a unique sharing of skills and resources between the collaborating organisations, providing resources and support which intern will build each organisation’s internal capacity. 

IDEA Services and their supporting employer have identified the requirement for a new skill mix amongst their staff in the face of emerging issues relating to ageing of people with an intellectual disability and support for people with more complex needs.

Both organisations believe this skill mix would be enhanced by having staff skilled in Diversional Therapy.

Healthcare of New Zealand Ltd (HCNZ) 

Number of Supporting Employers- 1

“This programme will engage existing and new support workers over the next three years to enable them achieve national qualifications”. 

HCNZ plan to provide a recognition of current competency process for assessing existing support workers and an integrated induction/orientation programme for new support workers. 

Collaboration with their supporting employer, another large national employer, will provide increased coverage to the areas where HCNZ has no tutors.  Conversely this supporting employer will be able to connect with HCNZ to support a greater number of their employees.

Once HCNZ has successfully embedded the processes and assessors there will be opportunities to extend collaboration to smaller providers. This hub and spoke approach will enable small providers to send employees to facilitated sessions or draw on HCNZ assessors and verifiers to help in their workplace.    

Pact Group

Number of Supporting Employers - 5

“This programme allows the wider Otago health and disability sector to benefit from Pact’s already-developed Careerforce training programme and for supporting employers to come together and share their experiences within the training environment.” 

Pact currently provides education, support and assessment to their frontline support workers for the National Certificate in Community Support Services (Core Competencies) Level 3 and National Certificate in Community Support Services (Intellectual Disability) Level 3. Their education team provides group training, on-the-job learning and assessment, and on-call support for all participating employees. 

This programme will deliver Careerforce qualifications to the wider health and disability sector within Otago, primarily to their supporting employers and secondarily to further identified and interested employers.  They will contract a coordinator for the length of the training innovation program to coordinate, support, administer and assess employees in their learning.  Employees completing higher level qualifications will be supported to train as Careerforce assessors, allowing these qualifications to become sustainable within participating organisations.

This will be achieved through shared training workshops and forums, as well as active networking of services led by their coordinator.  

Salvation Army New Zealand Trust

Number of Branches - 3

The programme will support Salvation Army trainees’ complete their qualification through the development of an interactive web based portal. The portal will enable trainees from four learning environments to access learning tools, resources, have forum discussions and receive up-to-date information.

It is important for the Salvation Army Homecare to lead by example and uphold workplace based learning with a robust internal education programme. 

This programme provides the opportunity to work more closely with other employers to increase the skill base and competency levels of the workforce.  They envisage by implementing this training programme will assist with increasing their relationships and working in partnership more closely with other employers and Careerforce, in identifying the need for additional training programmes and reviewing the existing ones.  They want to ensure their training programme continues to reflect recent developments in service delivery and remains relevant to the service specifications that their organisation is required to meet.

main1