Please find below answers to frequently asked questions about the transition of arranging training function:
Click on the questions below to reveal the answers.
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Please find below answers to frequently asked questions about the transition of arranging training function:
Click on the questions below to reveal the answers.
At this stage, we envisage that the transition of the arranging training function will happen late 2022.
If the transition is to Careerforce as a PTE, then employers and learners can expect to be supported by the same people. If the transition is to Te Pūkenga or Te Wānanga o Aotearoa (TWoA), we expect that it will likely be a ‘lift and shift’ of the capability of Careerforce (so continued support from Careerforce staff) at the time of transition. As Te Pūkenga finalise their ‘operating model’ and Te Wānanga o Aotearoa determine their pathway forward, there will be greater clarity on what the future support models look like.
A clear intent of the Reform of Vocational Education (RoVE) is to ensure greater consistency in skills and competencies.
If Careerforce was successful in its proposal to become a PTE, the engagement with employers would be no less than what they are receiving now. As a PTE, Careerforce would be in a position to offer more to employers, not less. This is notably in the area of ‘delivering’ training which, as an ITO, we are currently restricted from performing.
Not at this time. The intellectual property (IP) of programmes is something that will remain the property of Careerforce and will transition to the receiving provider of Careerforce’s arranging training function.
Following the completion of our stakeholder consultation and the closure of the survey on Sunday, 15 August, the data gathered will be analysed and included in the transition plan to the Tertiary Education Commission (TEC) to be submitted by 30 September 2021.
At this time the TEC RoVE Team will make a recommendation to the TEC Board for a decision at their meeting before the end of 2021. When this decision has been shared with Careerforce, we will advise our stakeholders.
On the assumption of appropriate funding from TEC, it is not our intention at this time to limit enrolments. This may change when we commence due diligence if approval to become a PTE is received.
No. Careerforce will only move ahead with the PTE option if there is an overwhelmingly clear mandate from stakeholders / industry that this is the preferred option.
We see no reason for this to change under any of the options provided.
Since RoVE was first announced in February 2019, we have endeavoured to be as transparent as possible, and to share information on important developments. As information continues to become available, we will share it with you via the ‘Skills for Good ‘newsletter (sign up here to receive this e-update).
As the RoVE reforms are implemented, the objective is to ensure as seamless a transition as possible. We don’t expect learners or employers to experience any significant disruption as the transition occurs, regardless of which entity is the final destination.
Yes. The standard setting function will transition to the Workforce Development Councils (WDCs) from 4 October 2021. These WDCs will be responsible for engaging with the sectors in the development of qualifications.
Careerforce’s continued priority will be on trainee/apprentice achievement, and it will partner with other entities as needed if it supports greater learner success.
It is the TECs indicated preference that TITOs (Transitionary ITO’s) transition their ‘arranging training’ function into Te Pūkenga. Becoming a PTE is not the easy option and Careerforce will need to demonstrate to the TEC that they have consulted with the sector and that the sector strongly supports this path. Stakeholder consultation and feedback is a key element of the transition plan that will be submitted to TEC for their approval.
Careerforce would not move ahead with the PTE option if funding from TEC was not available.
At the beginning, it is our expectation it will be a transition of existing programmes only. Offerings would be extended over time through co-design with stakeholders, and pending sector needs.
If transitioning to a Careerforce PTE, the expectation is that we would transition and commence with current arrangements. We would then seek to consult with employers on what delivery support they would like, and consider how we could provide this.
We would need to be economically viable as we moved forward. We would be looking to make a small profit (as per PTE regulations) which would be invested back into the business. We expect that we would remain as a charitable entity, as we are presently.
There is work underway within the Ministry of Education and the TEC on a Unified Funding System. The details of this funding model will be released in early 2022.
For Careerforce as a PTE – yes, although we would continue to encourage employers/learners to work towards transitioning to a digital platform over time (with assistance). Most important is that we support learners to succeed, on whatever platform best enables this.
For Te Pūkenga and Te Wānanga o Aotearoa the focus is on digital learning and it is not clear what supports will continue to be provided for paper based learners.
Beyond the immediate transition period, this will depend on the TEC decision on the receiving provider of Careerforce’s arranging training function. However, it is expected that all existing systems will transition to the receiving provider initially and decisions on future systems will occur after this.
If the decision is made to move to Te Pūkenga or Te Wānanga o Aotearoa, then it is expected that access to Aka Toi and iPortal would remain for learners and employers for the foreseeable future, but that over time, there would need to be consolidation of enrolment, CRM and online learning platforms/systems.
If Careerforce is approved as a PTE, access would remain for those learners and employers who chose to continue to engage with Careerforce.
The Unified Funding System (for implementation from 1 January 2023) is currently being designed by the TEC and therefore funding rates and methodology are not yet known.
If the feedback indicates no overwhelming support for any of the three options, Careerforce will likely engage with Te Pūkenga to commence transition before the end of December 2022 as per the Minister’s vision.