The purpose of the proposed research is to explore quantitatively, within a sample of enterprises, the relationship between total competence acquisition in an enterprise and that which is recognised (see diagram below). The study will also seek to identify outcomes other than qualifications that result from competence acquisition. The reasons behind any significant gap in total competence and that which is recognised, will be established and the patterns (industry and enterprise) analysed.
The research aims to discuss the nature and characteristics of 4 types of competencies recognised in the workplace.
Group A defines the competence covered by endorsed and assessed competencies, recognised by qualifications and Statements of Attainment as defined by existing Training Packages.
Group B covers those competencies that may be assessed in the workplace, but not recognised by qualifications or Statements of Attainment. These may include competencies required to meet other enterprise outcomes, for instance, enterprise agreements or codes of practice. These competencies will be defined in Training Packages.
Group C includes competencies that may be held, but not assessed in the workplace. These may include competencies or part competencies ('competency fragments') that are not appropriately defined or covered for the particular workplace, or for some other reason make workplace assessment difficult. In terms of coverage, these competencies will be generally found in Training Packages, but perhaps not as whole units of competency, or with a significantly modified range of variables or with changes which fall outside those allowed under the customisation rules.
Group D covers any other competence that may be held, but not covered or defined by any existing competency in a Training Package or elsewhere in the Australian vocational system. These may include social, attitudinal or behavioural competence, or other non-defined 'technical' competencies. The range of such skills and competence is dependent on definition and opinion and is thus shown as an ill-defined continuum.
This research will focus on discovering the quantitative relationship between the first three groups, A,B and C. As information on Group D, including 'undefined' or 'other' competencies is likely to be difficult to gather, these will be noted on a qualitative basis, but will not be the major focus of the analysis. However, it will be valuable to assess how large category D is, compared to A, B, and C.
Particularly important research questions for industries represented by the consortium partners are:
1. What is the relationship between the various recognised and non-recognised competencies that go to form the 'total competence' of an employee?
2. What proportion of the total competence falls within the groups A, B, C and D in the figure depicted under 'Purpose and Outcomes'?
3. What types of competencies are the most likely to fall within groups A, B, C and D in the figure depicted under 'Purpose and Outcomes'?
4. Are there patterns in the way in which competence is achieved and recognised for different enterprises and industry groups?
5. For competence recognised by enterprises in ways other than the national recognition or qualification, what are the outcomes valued by the enterprise and the employer?
6. Are there structural, procedural or other impediments to the recognition of competence achieved in the workplace, but not at present assessed or recognised?
7. What types of 'unrecognised' competence are valued in the workplace as significant components of 'total competence'?
It is proposed to conduct case studies in 25 companies, 5 in each of the following industry sectors:
* Chemical, hydrocarbons & oil refining industry
* Manufactured mineral products industry (cement, glass, concrete & ceramics)
* Plastics, rubber and cablemaking industry
* Entertainment industry (including museums and libraries) * Film and TV industry
The companies chosen will be mainly from the small to medium sized enterprise population (that is according to ABS definitions those enterprises employing between 50-100 employees).
The case studies will involve:
* Data collection - enterprise size, quality, training activity, management and other variables
* Spending 1 day with managers/supervisors and supporting them in making assessments against competency standards for typical jobs in the enterprise
* Mapping results of this assessment against final recognition of competence for all assessed employees
Human Capital Alliance (HCA), the project manager and main source of operational resources for the proposed research, is a Sydney based company in continuous operation since 1989. HCA's work has entailed the successful completion of over one hundred small, medium and large projects. A large proportion of these projects have been commissioned research or evaluation. The projects have been completed in a diversity of contexts and within many industry settings, including health, community services, entertainment, metals, plastics, textiles, clothing, chemical and oil, hydrocarbons, laboratory science, transport and utilities. The majority of the research projects have been related to health workforce or vocational training.
