Delivering Training Under Supervision – after 1 July 2019
In my previous article about ‘What happens if I haven’t upgraded my TAE40116 Certificate IV in Training and Assessment in time?’ I briefly touched on the requirements surrounding delivering training under supervision. Based on feedback and comments I’ve received, I’m writing this follow up article around working under supervision and what some of the key areas for consideration are.
Why can’t I use my TAE40110 to work under supervision?
The Standards for RTOs 2015 are black and white on what the requirements are to work under supervision, just like they are clear that from 1 July 2019 simply holding the TAE40110 Certificate IV in Training and Assessment without the inclusion of two additional mandatory units (TAEASS502(A/B) and TAELLN(401A/411)) means an experienced trainer can no longer deliver training.
Holding the TAE40110 is not one of the options listed in Item 6 of Schedule 1 of the Standards. While the requirements coming in on 1 July mean that someone who has been delivering one day (30 June) cannot deliver the next day (1 July) if they do not meet the new requirements, this is because there needs to be a line in the sand drawn at some point. Moving forwards, the options are:
- Update the TAE40110 to include the two new mandatory units (TAEASS502/TAELLN411); or
- Upgrade to the TAE40116 Certificate IV in Training and Assessment; or
- Complete a diploma or higher level qualification in adult education; or finally
- Ensure you hold units from one of the acceptable skill sets and work under supervision.
What do I need to have to be able to work under supervision?
Firstly, every trainer needs to (1) demonstrate vocational competence (either through holding the units being delivered or being able to demonstrate equivalence to those units); (2) industry currency; and (3) current knowledge and skills in vocational training and learning. If a trainer has already been delivering training in the VET sector then these three requirements should already be met.
Secondly, if the trainer does not meet the new requirements and will be working under supervision of a qualified trainer who does meet all the requirements from 1 July 2019, the trainer under supervision will need to hold specific units that form a skill set from the TAE10/TAE training packages (see table below for a summary of these skill sets). It is important to note that they do not need to officially hold ‘A skill set’ but rather the units that make up that skill set. For example, if you have your transcript from your TAE40110 and it includes all the units that cover the Enterprise Trainer – Presenting Skill Set then you meet these requirements – you do not need a separate Statement of Attainment listing these as a skill set. Take note in the table of the common denominator – TAEDEL301(A) Provide work skill instruction.
The complication arises where TAEDEL301A was an elective in TAE40110 Certificate IV in Training and Assessment and therefore not everyone will have this on their transcript. The same applies to BSBCMM401A Make a presentation, however this was a more commonly offered elective unit.
Trainers who have not met the update/upgrade requirements need to check their transcripts to see if they hold the units to complete one of the above skill sets.
What if I don’t have an acceptable skill set?
The main goal of trainers who have not yet met the 1 July requirements is to undertake the two additional mandatory units (TAEASS502/TAELLN411) or upgrade to TAE40116 Certificate IV in Training and Assessment (see my previous article for more information about this). If this process has not yet been started it is going to take some time to complete, and many TAE providers have put their enrolments on hold at this stage due to massive demand and capacity restrictions. There are many trainers who do not routinely design and develop assessment tools, therefore it will be unlikely that these trainers will be able RPL TAEASS502 and will need to undertake training, complete a range of learning activities, and develop materials to meet the rigorous demands of this unit. This will take considerable time and effort and isn’t something that will necessarily ‘be knocked off in a week’. Additionally, the unit TAELLN411 is quite specific and will cover content that some trainers may not have experience in. So again, it is going to take some time to complete this unit.
On the flip side, experienced trainers should generally be demonstrating the skills and knowledge outlined in TAEDEL301 Provide work skill instruction on a regular basis. This is an entry level unit for people who are new to training to get them started under supervision while they then complete the rest of their qualification. Therefore, it should be something that many trainers will have sufficient evidence to undergo an RPL process for. An RPL process is quicker than progressing through a training and assessment pathway and this would mean that trainers would be likely to achieve this unit, and BSBCMM401 Make a presentation if they don’t already hold it, much quicker than the time taken to complete the full upgrade. Trainers would then be eligible to work under supervision while they are taking the time to complete their update/upgrade.
How do I get the skill set?
There are a number of TAE providers who are currently offering RPL for this skill set (or the single units). You need to be enrolled with an RTO to complete the RPL process – it is not something you can demonstrate equivalence to. To prepare for an RPL process you should examine the types of evidence that are needed for each unit of competency and start gathering what you have already.
How much supervision will I need?
Clause 1.20 of the Standards for RTOs 2015 states that the RTO is to determine the level of supervision that is required. ASQA’s Users’ Guide to the Standards for RTOs 2015 also states that the level of supervision will depend on the experience of the trainer under supervision. Therefore, someone with many years of experience does not need their supervising trainer sitting in the back of the room observing every session while they deliver training (this is more suited to a brand new trainer who needs considerable feedback on their delivery skills). The level of supervision needed is much less, however it needs to be remembered that the supervising trainer is still responsible for all training delivered and therefore needs to be across what is being delivered and how it is delivered. These areas can be covered with conversations, emails and sharing of documentation. It is good practice to have someone observe you deliver a training session once in a while to provide feedback so this could be built in as an occasional occurrence if deemed necessary.
A clear process for conducting assessment will need to be determined as the trainer under supervision cannot determine assessment outcomes. They can, however, gather evidence for the assessment process to present to the supervising trainer/assessor. The final decision and sign off will sit with the supervisor.
Logistics surrounding supervision arrangements
The level of formality around the arrangement will also depend on the level of experience of the trainer under supervision as well as the number of trainers who are working under supervision. If your RTO has only one (1) fully qualified trainer/assessor after 1 April and 20 people who need to work under supervision, it needs to be demonstrated how this will be achieved. Especially as trainers under supervision can only gather evidence for assessment and cannot determine assessment outcomes, leaving that 1 person responsible for all assessment decisions. How will that be achievable and sustainable? Supervising other trainers and overseeing assessment may become the only duties performed by that trainer (and even then, are there enough hours in the day for that to be executed effectively?).
Key considerations are:
- How will we manage assessment processes given that trainers under supervision cannot determine assessment outcomes?
- We have trainers located remotely, how will we ensure they are able to work under supervision successfully? This may involve video-conferencing, regular phone calls and emails – the more difficult part will be assessment processes.
- How many people do we have who are qualified to supervise? How many people do we have to work under supervision? Is this ratio going to work?
- How will we provide evidence of the arrangements? While ASQA’s Users’ Guide states that some arrangements may be quite informal, given the risk involved in the current situation I would be recommending that there is documented evidence for all and any supervision arrangements in place.
In my original article I explained a process of identifying and categorising trainers. I think this is still the place to start. It needs to be identified who has the qualifications that would put them in a position to be a supervisor, who currently has the skills sets and can be supervised, and finally who does not meet either of these requirements and needs to be upgraded or gain a skill set to work under supervision immediately. Trainers need to examine their TAE40110 transcripts and any other Statements of Attainment to make this determination.
RTOs will then need to put processes in place for prioritising staff professional development to meet requirements for either working under supervision or completing the update/upgrade. Any staff who will be working under supervision need to have a clear process in place and consideration needs to be given to those trainers who have become supervisors. It needs to be ensured that they have enough time release from their timetable to undertake these additional duties, especially as they will now be responsible for additional assessment decisions for anyone they are supervising.
Finally, I cannot stress enough that come 1 July 2019 (given the extension from 1 April) if a trainer does not meet the requirements set out in the standards to deliver training or work under supervision then they are not to deliver training or conduct assessment. RTOs who require these trainers to continue to deliver and assess are in direct breach of the Standards and are non-compliant. Original comment, no longer relevant as the date has been extended to 1 July 2019: “Someone did make a comment to me recently about the irony that the Annual Declaration on Compliance is due in the day before these requirements come in to force – otherwise how many RTOs would be needing to report a non-compliance has been identified already on submitting the declaration if it were 1 April.”