Skill Insight has completed a targeted research project investigating how partnerships between registered training providers and employers in the racing and breeding industry in rural and regional settings are successfully addressing skills shortages and improving the uptake of in-demand accredited training. 

The project uncovered six success factors contributing to positive workforce outcomes between registered training providers (RTOs) and employers. This was achieved through consultations with industry stakeholders and an exploration of two highly regarded training programs offered by TAFE NSW.  

“We build two detailed case studies, the first a Certificate III in Horse Breeding via the Hunter Valley Fast Track Program and the second a collection of internship and secondary school programs at Southern Highlands’ Silverdale Farm Academy,” says Andrew Cameron, Executive Officer Industry Stewardship and Insights at Skills Insight. 

The six success factors are considered transferrable to RTO-employer partnerships in other industries and sectors – especially those in regional/rural/remote areas and high-cost/low-enrolment training programs which are critical to increasing the supply of skilled employees to industry.  

“While more research is needed to test the six success factors, they are considered potential tools for improving RTO-employer partnerships in any sector, supporting the viability of training delivery for RTOs and supplying industry with the skilled workforce it needs,” Andrew says. 

The six success factors considered to be critical to a high-functioning RTO-employer partnership and positive workforce outcomes are: 

  • Industry stewardship: sector leadership and active RTO industry engagement leads to opportunities for initiating RTO-employer connection. 
  • Place-based training: RTO-employer connections with a place-based focus draw on local industry networks to facilitate and improve training. 
  • Person-dependent initiation: individuals who champion RTO-employer connections help sustain successful outcomes. 
  • Custom funding models: funding arranged to offset challenges from thin markets, elevated training delivery costs, and low enrolments density to ensure financial viability for an RTO. 
  • Genuine partnership: RTO-employer connections aspiring for long-term collaboration enable continuous improvement and increased value. 
  • Build over time: capacity to start small and gradually scale and enhance training underpins sustained growth in training supply and impact.  

Successful RTO-employer partnerships are increasingly important to skilling Australia’s workforce and improving RTO training delivery into the near future. 

Project findings have been published in the Connecting RTOs & Employers Consultation Report, which steps through the six success factors and details valuable insights to inform RTO-employer decision-making re the commercial viability of skilling initiatives. 

Stakeholders consulted for the project included public and private RTOs, employers, apprenticeship centres, high schools, unions, government and advisors from across NSW, WA, and QLD.  

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Skills Insight is a Jobs and Skills Council funded by the Australian Government Department of Employment and Workplace Relations. For more information visit skillsinsight.com.au