Welcome and thank you for coming this morning to the Alice Springs Better Connections workshop. It is good to see representatives here today from a wide range of organisations – not only Government funded employment service providers, but the local chamber, Local and State government representatives and employers.
The Department of Employment and Workplace Relations has now run a total of 23 workshops around the country since October last year. This is the second Better Connections Workshop we have run in NT – the other workshop was run in Darwin in June 2005.
The Better Connection workshops provide us, as a group of organisations with an interest in the local labour market, with a good opportunity to discuss what is happening in the local area, such as labour supply and other employment related issues, as well as, and most importantly, develop strategies to address those issues.
Welcome and Introductions As mentioned there is a range of organisations here today, all with an interest, either as services providers or employers, in the local labour market. I encourage you to get together during the morning tea and lunch breaks to network. These workshops provide great opportunities for networking and importantly discussion in relation to local area issues, needs, and solutions. I would like to introduce you to a number of key staff from my department: Lindsay Dunn, Regional Manager, DEWR Alice Springs Office Jenny Harrison, Assistant Secretary, Industry Strategies Taskforce Ivan Neville, Assistant Secretary, Labour Supply and Skills Branch Ivan and Jenny are both from DEWR‟s National Office located in Canberra. The department has provided a display of pamphlets and other promotional material if you are interested in finding out more about Government funded employment services. Guest speaker Craig Catchlove from the Central Australia Tourism Industry Association has agreed to attend this morning to talk with us about the importance of the tourism industry in Alice Springs. I will hand over to Craig shortly and thank him in advance for agreeing to come and talk with us today. Better Connections presentation After Craig I will hand over the Ivan Neville. Ivan will present to us a range of local demographic and labour market information which I have no doubt will provide a good basis for discussion in relation to the issues faced in the local area. Identification and discussion of issues Following Ivan‟s presentation and bearing in mind Craig‟s discussion about the tourism industry I would like to invite you all to identify main themes and issues that are facing Alice Springs‟ labour market. In particular, we will be looking here for opportunities to better connect employment services to employers to address labour and skill needs, to link unemployed job seekers with jobs in the local area – all with the aim to improve the effectiveness of the local labour market. Developing an action plan Once we have identified the main themes/issues I propose that we break into working groups to start developing strategies to address those issues by utilising existing resources, programmes and identifying how services providers and employers can work together to meet labour and skill needs in the local area. Drawing it together
We would like to come away today with some clear actions and an idea of what can be done at the local level to address the issues raised. This also needs clear identification of who wants to be involved in taking an action agenda forward. It is important to ensure that whatever is identified today has relevance and ownership at the local level. DEWR is ready, willing and able to assist but the action agendas developed today will not work unless you “on-the-ground” are committed to drive these forward. Therefore, I see DEWR‟s role more as a catalyst rather than owner.
Before I hand over to Craig I would just like to give you a bit of background about the origins and objectives of the Better Connections Workshops. Origins The department undertakes a range of research and analysis in relation to the labour market. The better connections workshops provide an opportunity to share this information with you at the local level, particularly in relation to demographic changes and the impact of these changes on the future workforce – people and productivity. Almost every day you open up the newspaper you see an article about skill shortages. The department undertakes a lot of work in relation to this issue and works with a range of other agencies including: the Department of Education, Science and Training (particularly in relation to vocational education and training) the Department of Immigration and Multicultural and Indigenous Affairs (in relation to its skilled migration programme) the Department of Industry, Tourism and Resources, and the Department of Transport and Regional Services. Along with these organisations DEWR is looking at how to address Australia‟s labour supply and skill shortages by increasing the workforce of key client groups to address these shortages. A series of Better Connections workshops was one way which was identified to bring relevant organisations together to discuss local issues and develop action agendas to address the issues to ensure an effectively functioning labour market.
As mentioned previously, the objective of the workshops is to improve local labour market effectiveness by: Identifying and in turn addressing labour and skill shortage issues; Identifying strategies to increase the workforce participation of key client groups to address labour and skill shortages; Developing and establishing linkages between key organisations at the local level all of whom have an interest in labour market effectiveness. Just briefly I will give you an overview of some of the strategies arising from previous better connections workshops. Firstly, in Darwin the workshop identified labour and skill shortages in many industries and agreed that a working group be established to identify key industries to focus initial attention. Those industries are: Retail, Hospitality, Building and Construction and Child care. The working group is working closely with the State Department of Employment and Training, local business chamber, and key employment services providers to put in place demonstration projects which will address employers recruitment needs and increase the workforce participation of key client groups. Particularly indigenous job seekers. In South West Perth, a survey into local labour and skill needs has been completed and the results of this survey are currently being collated. This work is to be followed by the engagement of industry and employers who are experiencing labour and skill shortages, through a forum to present and discuss the results and to facilitate direct involvement in subsequent initiatives. In Atherton, Queensland, a project is under development to examine the feasibility of a 9 month traineeship in the fruit picking area as a way to address significant labour shortages. Also the feasibility of the establishment of an Indigenous Meats butchery is also being investigated in this area which will see the creation of employment and business opportunities for Indigenous job seekers in the local area. There are a number of activities that have been developed across Australia and across a range of industries, both arising from the workshops and from the work of the Industry Strategies Taskforce in which Jenny heads up, that address industry and employers recruitment needs and in turn increases the workforce participation of key client groups. Examples of those activities/demonstration projects are provided in your folders today. Jenny would be more than happy to talk to you about these today.
It now gives me pleasure to introduce you to Craig Catchlove from the Central Australian Tourism Industry Association. Craig has agreed to come and talk to us today about the importance of tourism in Alice Springs.
(Craig unfortunately can not stay for the duration of the workshop but is keen to be involved in any activities to ensure that there is an effective labour market in Alice Springs).
This map shows the Alice Springs Employment Service Area and this area will be the focus of much of our data for this presentation.
Just to give you a quick national picture of the demographic changes that are driving the need for diversified and flexible workplaces before we drill down to local data.
The proportion of the population aged over 65 years will almost double to around 25% over the next 40 years. There are currently around 4.1 million baby boomers heading for retirement. At the same time, growth in the working age population (15-64 years) is expected to slow.
By 2011, the ABS predicts that three quarters of the working age population will be aged between 45 and 64 years. Population growth amongst those aged 45-64 years is expected to be more than three times the growth in the combined 15-24, 25-34 and 3544 categories.
There is a different picture for the Indigenous population, where growth is expected to be strongest in the 15-24 category (this segment of the Indigenous population is expected to grow by 40%). This growth supports initiatives to increase participation of Indigenous Australians in the labour market.
This slide shows the indigenous population for the ATSIC regions Alice Springs and Apatula which are a close match to the Alice Springs ESA. You should note that the data on this slide is for the period 2001 – 2009 whereas the Australia wide data used in the previous slide is for 2002 – 2011.
It is still apparent that the Indigenous population in the region is much younger, with approximately 30% growth in the 15 to 24 age group and almost 33% growth in the 35 to 44 age group. The growth in the 45 to 64 age group is only approximately 31% compared to 77% nationally for the same group.
Now looking at the local picture again some people would be quite familiar with the profile but it is useful to revisit in light of our workshop today. Working Age Population: In the area there is a total working age population (those aged 15-64) of 28,000. The population for Alice Springs is younger than that of Australia. Alice Springs 3145 3277 7565 6826 5529 3443 2376 % 9.8% 10.2% 23.5% 21.2% 17.2% 10.7% 7.4% Australia 1317320 1233385 2705107 2849908 2552000 1746643 2352709 % 8.9% 8.4% 18.3% 19.3% 17.3% 11.8% 15.9%
15_19 20_24 25_34 35_44 45_54 55_64 65_ovr
Unemployment The unemployment rate (12 month average to July 2005) for Alice Springs is 9.9% compared to 6.8% for the State. Unemployment in Alice Springs has increased since 2001. The unemployment rate in the 12 months to March 2005 for Alice Springs has increased by 1.2 percentage points on the previous year. More recently, the NT unemployment rate has improved, declining from 6.8% to 5.4% in the three months to July 2005. Indigenous Comparisons(2001 Census data for the Alice Springs ESA): 30% of the working age population in the Alice Springs ESA is indigenous. 11.1% of the Indigenous working age population is unemployed compared to 4.2% for the working age population for the total Alice Springs ESA. 34% of the Indigenous working age population participate in the labour market compared to 63.1% of the total Alice Springs ESA. Education: Only 5.6% of the indigenous population completed year 12 compared to 43.7% for the non-indigenous population and 13.5% of the indigenous population did not go to school compared to less than 0.01% of the non-indigenous population.
Unemployment rates in major statistical local areas in the Alice Springs ESA. Locations with a high proportion of Indigenous persons also have higher unemployment rates, with the exception of Heavitree. In the Heavitree area there is a comparatively high unemployment rate of almost 20%. Unemployed Persons (March 2005) Charles 133 Heavitree 221 Larapinta 220 Ross 214 Stuart 92 Petermann 335 Sandover Bal 248 Tanami 430 Unemployment rate (March 2005) 4.6% 18.2% 4.1% 4.4% 8.0% 21.9% 27.3% 31.7% Change over year (%pts) 0.6 3.0 0.5 0.5 1.0 3.6 4.5 5.2
Working age labour force participation in major statistical local areas in the Alice Springs ESA show considerable differences in indigenous and non-indigenous participation: Area Charles Heavitree Larapinta Ross Stuart Petermann Sandover Tanami Non Indigenous 84% 85% 84% 86% 78% 93% 84% 92% Indigenous 46% 23% 52% 50% 22% 30% 31% 21%
Now looking at the Labour Market Demand picture for the region and firstly Industry
This chart shows the employment distribution, by industry, of people living in the Alice Springs ESA compared to the Northern Territory. We can see here that government, admin and defence and retail are the two dominant industries, although there is a good spread of employment across a number of other industries including health and community services, education, accommodation, cafes and restaurants, property and business services and construction.
Employment in the Government Admin and Defence industry is higher in this area than we see in other parts of Australia – and its importance to employment in this region can be seen when we compare it to the proportion of employment in Government, Admin and Defence in NT as a whole. The strong employment in education reflects the commitment to the Charles Darwin University, Batchelor Institute of Indigenous Tertiary Education, Institute for Aboriginal Development, Local TAFE, approximately twenty Public and Private Schools and the School of the Air.
When looking at the comparison with NT as a whole, the key differences worth noting are: The much higher proportion of people working in the Accommodation, Cafes and Restaurants industry than in NT as a whole. Health and Community Services, Personal and other services, Construction, Education wholesale trades are relatively more important to this region than the State as a whole. On the other end of the scale, the proportion of people employed in Government administration and Defence in this region is significantly less than for the State as a whole. This may reflect the strong Defence presence in Pine Gap and the Darwin area. Employment in the Retail sector is consistent with the high employment in this sector in most areas across Australia – it is an important industry in most areas of Australia and is the biggest single employing industry in Australia. The level of employment in the Retail industry reflects the strong linkages between this industry and tourism.
The Property and Business Services industry has been one of the fastest growing industries across the country over the last 10 years or so. Significant growth in data processing and call centres has contributed to this, along with the outsourcing of many services. For example many cleaners, canteen staff etc who were once directly employed by manufacturers are now employed by contractors and classified as working in the Property and Business Services industry.
Now moving to look at the full and part time employment distribution, by industry for the Alice Springs region.
Part time employment in industries such as Retail and Accommodation, Cafes and Restaurants is similar to what we see in other locations across Australia.
The share of part time employment for certain industries is worth noting and might present opportunities for unemployed job seekers such as parents and people with a disability who find part time work better meets their needs.
Additional notes if required: Full time definition – Worked 35 hours or more in the survey week. Part time definition – Worked for less than 35 hours in the survey week. CDEP participation 2001 – 1626 CDEP Participation 2005 – approx 1500
This chart shows the projected employment growth, by industry for the Northern Territory Labour Force region to the 2008/09 financial year. DEWR prepares indicative projections of employment growth primarily based on forecasts from the Centre of Policy Studies at Monash University.
The chart shows high projected growth in education, Government Administration and Defence and Retail and growth in a number of industries including Property and Business services, Health and community services, Construction and Personal and other services. This is a positive picture with growth spread across a number of industries. This picture aligns quite well with that which we see for the economy overall with a continued focus on service orientated industries. With the ageing profile of the population we will no doubt see the continued growth in the Health and Community Services sector.
-----------------------------------------------------------------------Note these are projections and are subject to external factors and to a great extent based on what has happened in the past. Given the relatively small size of the Labour Force Survey numbers in this region there will always be some movement in the projections. The extent of projected changes of employment in some sectors is probably something that would need further investigation and research.
Next we look at Skill Shortage for the Northern Territory. The area of skill shortages is one of the most difficult to obtain hard data or information on – there is certainly a lot written in the newspapers on the issues. The department monitors and undertakes research on skill shortages and prepares listings of skill shortages. This is done through contact with employers, industry, employer and employee organisations and education and training providers. The prime focus of DEWR‟s approach is surveying employers who have recently advertised vacancies for selected skilled occupations. In assessing skill shortages, this industry and employer intelligence is considered in conjunction with statistical information on demand and supply trends for the selected occupations. The specific occupations and skills to be included in the annual skill shortage assessment program are determined through consultations with peak industry bodies, other key stakeholders and DEWR State Offices. This information is published at the national level through the Job Outlook publication and skill shortage lists on the Department's Workplace site (www.workplace.gov.au). The 2005 publication has been released and copies are available today.
These two slides provide a brief listing of some of the current skill shortages we are seeing in NT.
We can see that we have a number of current skill shortages in a number of occupations associated with the growth industry of Health and Community Services. These include enrolled nurses– which can offer opportunities for job seekers looking to enter this industry.
We see skill shortages being experienced in a number of trades particularly in manufacturing and construction.
We can also see shortages in a range of other trades.
To further enhance our understanding of skill issues at a regional level, DEWR has recently conducted a number of Regional Skills Shortage Surveys. This was done through following up job advertisements covering all occupations advertised to obtain information such as: whether vacancies were filled; the number of suitable applicants; and the reasons applicants were not suitable. At this stage we haven‟t undertaken a survey for the Alice Springs ESA – undertaking a skill shortage survey for the Alice Springs ESA may be one of the outcomes of this workshop.
Next we look at Vacancies.
This Chart shows vacancies lodged Job Network and Job Placement Organisations in the 12 months to June 2005. We can see a that “Property and Business Services” account for one of the highest levels of vacancies. One of the reasons for this is because Job Placement Organisations tend to advertise vacancies as being with their organisation (which fall within the property and business services sector) rather than with the actual employer – hence this is industry sector is likely to be overstated and other industry sectors understated. In total across all industries around 38% of the vacancies were filled by JNMs and JPOs. We acknowledge that some vacancies may be lodged with more than one provider or the vacancy may have been filled by someone other than a Job Network or Job Placement provider.
Vacancies Lodged Agriculture, Forestry and Fishing 122 Mining 34 Manufacturing 131 Electricity, Gas and Water Supply 1 Construction 237 Wholesale Trade 49 Retail Trade 408 Accommodation, Cafes and Restaurants 919 Transport and Storage 144 Communication Services 6 Finance and Insurance 9 Property and Business Services 332 Government Administration and Defence193 Education 98 Health and Community Services 301 Personal and Other Services 229 Cultural and Recreational Services 343
Vacancies Filled 61 24 48 1 128 13 145 279 47 2 7 121 97 63 151 114 64
% Filled 50.0% 70.6% 36.6% 100.0% 54.0% 26.5% 35.5% 30.4% 32.6% 33.3% 77.8% 36.4% 50.3% 64.3% 50.2% 49.8% 8.7%
Now if we look at the same picture but in relation to New Apprenticeship commencements. This DEST data shows New Apprenticeship Commencement numbers for 2003-04. We can see that new apprenticeship commencements are dominated by Property and Business services, with significant numbers also in Personal and other services, Retail, Accommodation, Café and Restaurants, Construction and Government Administration and Defence. Overall one of the messages here is that there are opportunities available - particularly for employment service providers to work with New Apprenticeship Centres and others including Group Training organisations to place more job seekers into New Apprenticeships – although the low numbers of vacancies filled may indicate that interventions such as pre-apprenticeship courses may be needed to make job seekers more competitive in securing apprenticeships. A proportion of New Apprenticeship Commencements in the Property and Business Services category are associated with Group Training Organisations and the actual apprenticeship or traineeship might not relate specifically to Property and Business Services. Many of the commencements are in areas such as the Engineering field, General Construction, and automotive. At a National Level the Number of New Apprenticeship positions advertised and filled on Job Search for the months of April and May this year have both risen compared to the same months last year. DEWR has developed a New Apprenticeship Action Plan in response to: the declining share of apprenticeship/traineeship placements as a proportion of all placements made by Job Network the widespread shortages of tradespersons across most trades groups - many trades have been in shortage for all or much of the last decade. The Action Plan aims to: increase the number of new apprenticeship vacancies currently on JobSearch Australia‟s online recruitment website; increase the promotion of New Apprenticeships to employers through Job Network; and focus attention on key disadvantaged job seeker groups such as young Indigenous Australians. -----------------------------------------Placements increased: April-05 = 1,322 & May-05 =1,517 April-04 = 1,173 & May-04 = 1,303
Positions advertised have increased:
April-05 = 4,009 & May-05 =3,925 April-04 = 3,229 & May-04 = 3,329
Moving onto the job seeker pool side for the Region and firstly we look at the Centrelink customer population
The above chart represents those people whose main source of income is likely to be a Government allowance in the Alice Springs ESA.
The most prominent are the high numbers on Parenting Payments, Disability Support and of course NewStart Allowance recipients.
A better way to look at this is to compare the numbers on the active Job Network caseload.
---------------------------------------------------------------------------------------------Intermediate payment – an average of 10 hours or more per week for 13 or 26 weeks (compare with 15 hours on average for all other non-activity tested job seekers); or Intensive Support (IS) outcome – 15 hours or more each week for 13 or 26 weeks (compare with 20 hours each week for other NAT job seekers).
This chart shows both the Centrelink Customer population and those on the Active Job Network caseload. Newstart and Youth Allowance (Other) recipients are engaged well with Job Network - the reverse is true for those on DSP and the Parenting Payment Single and Partnered allowances. Studies done in recent years by Family and Community Services have shown that at an Australia wide level just under 20% of DSP recipients, 33% of parenting payment partnered recipients and 41% of parenting payment single recipients who were not working or studying would like to work. Although we don‟t have this information at the ESA level this clearly points to a potential source of labour supply given the recipient numbers we see in the chart here. There is already work underway to encourage job seekers from these groups to participate in the workforce: For example, Centrelink Call Centres are contacting existing parenting payment customers with children over 6 years to discuss the benefits of working and offering a fully Job Network Eligible referral to a JNM. All Centrelink Network staff are using a consistent set of scripted wording when interviewing non-activity tested customers. The script is designed to reinforce the benefits of working and encouraging the customer to take-up a referral to a JNM. A rate estimator has been develop which shows a job seeker the financial benefits and impacts on their payment. This will help to reinforce the benefits of working.
Here we see the Indigenous Centrelink Customer population and those on the Active Job Network caseload. Newstart and Youth Allowance (Other) recipients are engaged well with Job Network - the reverse is true for those on DSP and the Parenting Payment Single and Partnered allowances. In addition to the current activities that Centrelink is undertaking, it is worth briefly recapping the Budget announcements: People who claim parenting payment from 1 July 2006 will be required to work parttime, look for part-time work or undertake suitable activities to help them return to work if their youngest child is at aged 6-15. This requirement will be introduced for existing parenting payment recipients from 1 July 2007. A new Employment Preparation Service – which will be part of the services offered by Job Network – will be introduced to help equip parents to return to the workforce. From 1 July 2006, people with a disability who have a capacity to work for 15 hours or more per week will receive New Start Allowance or Youth Allowance. People currently on DSP or who claim DSP before 1 July 2006 will continue to be assessed under the 30 hour rule. For Indigenous job seekers, changes will be made to CDEP. In 2005-06, CDEP will: Remain flexible with emphasis on a mix of employment, community activities and business development Have a stronger emphasis on results and use a new funding model which puts an emphasis on funding activities Involve a partnership between DEWR and CDEP organisations to improve results and meet community needs.
The general benefit for business of hiring people from the target groups is that in a tightening labour market (low unemployment, fewer younger workers entering and more older workers leaving), it makes sense for employers to widen the pool of labour from which they recruit their workers in order to have access to the largest possible pool. The particular benefits of employing people from each of the target groups include the following Mature age an age balanced workplace with broader experience and a wider skills base loyal, motivated workforce improved staff retention greater ability to relate to needs of older customers good mentors for younger employees People with a disability greater reliability (attendance and sick leave) than for "average" employees lower recruitment, safety and insurance costs than for "average employees motivation and enthusiasm Parents ability to juggle more than one task at once management skills from running a household eg budgeting, organising others, social and liaison skills, skills at being flexible and adaptable commitment and stability (once children are at school, reluctance to move etc) excellent for part time jobs/short hour jobs sometimes prefer casual work so they can take school holidays off (eg nurses).
We have just seen some examples of the sorts of information available for the Alice Springs ESA which point to some of the things we think are interesting if you want to look at addressing labour demand and labour supply issues. Before doing that it is useful to be aware of some of the upcoming activities and opportunities with potential for the area to tap into – I am sure there are many more that you might be aware of and you might even like to flag with us as we are working through this list. Examples include: Tourism is of significant importance to the Alice Springs economy. Events such as the Finke River Desert race and the Todd River Regatta attract large number of visitors to the region each year. Other developments such as the Road Transport Hall of Fame and the Alice Springs Convention Centre are also strong draw cards. We noticed earlier that only less than 30% vacancies for Accommodation, cafes, and Restaurants were filled. This may be an area to develop in our action plan later. What is planned – Todd Charles Rivers • An agreement under the Native Title Act, between Government, the Town Council and the Native Title holders for all future works in the Todd and Charles Rivers in Alice Springs . • The creation of a workable management plan and committee for the Todd and Charles Rivers comprising representatives from Government, the Town Council and Native Title holders. • Stage 2 of Channel rehabilitation works, north of those works already completed. • The development and implementation of comprehensive fire and weed management plans for the river corridor. • Continuation of the network of pathways along the river corridor. Designs for pathways from Tuncks Road to Stott Terrace and subsequently to Wills Terrace are complete.
Development of the Desert Knowledge Precinct
The Desert Knowledge Precinct will be a national and international focal point for desert knowledge activities. The 70ha core site is to initially contain the Desert Peoples Centre, headquarters for Desert Knowledge Australia and the Desert Knowledge Cooperative Research Centre (CRC), a Living Desert Centre, while creating stronger linkages between existing facilities of CSIRO, Yirara College and the Arid Zone Research Institute. In the largest ever single capital investment by Government in Alice Springs the Desert Knowledge Precinct will showcase best practice arid zone design and will have a strong visual connection with the MacDonnell Ranges. The Desert Knowledge Headquarters and Visitor Facilities will provide a meeting place within the precinct as well as headquarters for Desert Knowledge Australia, the Desert Knowledge CRC and other suitable knowledge industry related organisations such as Charles Darwin University. It will have video conferencing facilities, meeting rooms, interpretive displays and a restaurant/coffee shop- all necessary ingredients for a vibrant precinct. Nearby, the Living Desert Centre will showcase people of desert Australia, their lives, livelihoods, culture and interactions with the natural environment. It will be a cultural facility and a potential tourist draw card. Proposed later developments include an International Desert Innovation Centre which will be a business centre focusing on commercialisation opportunities and international markets. Construction Total Program $27.8 million. Headworks $2.2 million, Desert Peoples Centre $15.8 million, Desert Knowledge Headquarters and Visitor Facilities $2.5 million, Living Desert Centre $4.4 million, Shared Library Facility $1.6 million and siteworks $1.3 million. Includes $8.4 million in Commonwealth Grant for the Desert Peoples Centre, and $1.25 million for the Business and Innovation Centre. The design will be culturally sensitive and will exemplify arid zone architectural excellence. Focus on energy efficiency and passive energy management. Water conservation a key element.
ACC sponsored Initatives
Indigenous Landscapes Green Waste Recycling Amount: $286,000 (over 2 years) Region: Alice Springs - A partnership between Tangentyere Council and the Alice Springs Town Council, this project manufactures horticultural products from garden and food organic material and employs Indigenous people.
Tjanpi Basket Weaving Enterprise Amount: $110,660 Region: Ngaanyatjarra Pitjantjatjara Yankunytjatjara lands & Alice Springs The Ngaanyatjarra Pitjantjatjara Yankunytjatjara (NPY) Women's Council has employed a manager to enhance the operations of the Tjanpi Aboriginal Women's Basket Weaving Enterprise.
When considering strategies that could be useful in addressing some of the issues for the region it is useful to be aware of the range of programmes and services available. Listed here are the range of DEWR programmes available – there are of course many other Australian, State and, Local Government programmes that we could potentially draw upon when looking to develop an action plan today. Further details on these programmes are contained in a handout in your workshop pack.
Listed on the screen are some issues we think might be worth considering as a group.
Once we have agreed on the issues that need to be addressed in this labour market, we need to develop an action plan to take forward in addressing those issues. The table pictured provides an outline of things to consider during discussion – each element will be important in pulling together an action plan for the area with identified deliverables, responsibilities and timelines.
We have a strategy to help us in evaluating the workshops and to help us further develop and refine the „better connections‟ concept. All we really need to do today is to have you fill out the evaluation from – included as a part of the pack on your table - at the end of the workshop.