Indigenous Land Corporation gpo box 652 Adelaide sa 5001

Evaluation of the Training to Employment Programme

In December 2013, the ILC commissioned an evaluative review of the Training to Employment Programme (T2E Programme), its enterprise-based residential training programme on the ILC’s tourism and agricultural properties. The overall purpose of the review was 
to collect evidence of the T2E Programme outcomes and other benefits, identify the impact on individuals and industry, and inform future changes to the programme design.

The review was conducted for the ILC by Sustineo, an independent consultant. The effectiveness and impact of the T2E Programme were examined and the broader social and economic impact of the T2E Programme was assessed by exploring and articulating the changes experienced by trainees, graduates and employers.

A mixed methods approach was used, comprising desktop review and consultation with key stakeholders from the four sites of: Merriman Shearing School, Ayers Rock Resort, Crocodile/Welcome Stations and Mossman Gorge. Participants included trainees, graduates, host employers, employing industries, property managers and supervisors, Group Training/Registered Training Organisation representatives, and staff members of the ILC.

ILC staff have used VPE to explore more deeply the experience of and benefits being achieved by Indigenous trainees and employees. Overall, it was found that the ILC supports the Government’s commitment and the T2E Programme delivers training approaches that lead to sustainable employment and achieve long-term benefits for Indigenous Australians. The T2E Programme is unique in terms of its comprehensiveness, level of individual support and its reach into regions and remote Australia and on a scale where normal state/territory and Australian Government programmes find it difficult to sustain training, employment and economic development.

The T2E Programme is complemented with opportunities for school-to-work programmes, school based traineeships, multi-year traineeship opportunities through Certificate II, III and IV culminating in Trainee Cadet Manager at diploma level and placement in senior positions. Between 2011–13, for example, 449 Indigenous people commenced a traineeship, 205 graduated and 147 accepted job offers with 63 on ILC-operated businesses and 84 in industry.

The key successes and strengths of the T2E Programme identified through the review are:

• The completion rates and acceptance of job offers shows that the T2E Programme is succeeding and supporting industry needs. Between 2011–2013, 46% of participants in the T2E Programme completed the training. This rate is comparable to completion rates for trainees (not Indigenous specific) with no prior post-school qualification, aged 25 or under for agriculture at 45.6% and food and hospitality at 39.8% (NCVER 2012);

• While some trainees can find living away from home difficult early in the programme, the residential component is working well and 
support is provided to assist trainees to make 
the transition to independent living;

• The life skills training has emerged as an important component as it enhances self confidence, independence and the ability 
to work as part of a team;

• The dedication and commitment by all ILC staff, Voyages staff, property managers, RTOs/GTOs, supervisors, trainers and mentors is evident. 
This enables good engagement with the trainees for both personal and career development; and

• Notably other key elements in the success of 
this initiative are high-level coordination, leadership, recruitment of key personnel 
internally and externally, and overall project management provided by the ILC and Voyages.

In the Interviews conducted, it clearly emerged that the life skills component of the training was vitally important to the trainees graduating and gaining employment. The following comments reflect this:

“Going back to basics, putting some structure into their life, having to get out of bed, make sure you’re ready to go to work, and be there on time, bound by the clock a bit more, and give you a sense of purpose of what your trying to achieve in life, setting some goals and something to focus on rather other than being aimless in your day.” (Trainee)

“What worked best here: it’s the way that they become a family during their time here. These kids love their family and they often don’t know who their family are. The team at Merriman become the family and gives them a sense of belonging.” (T2E Graduate)

“I have never had goals. You know, I thought I was going to be like other young children: end up pregnant, drinking, smoking drugs, but I have decided not to do those things and just work.” (Mossman Gorge Centre Indigenous Employee).

“The change I see is people know what to do, not like before...but now they know...everybody has their role...even the bus drivers and the guides...have great skills.” (TO Mossman Gorge)

“(The Programme) is a great entry into the Tourism and Hospitality industry...we are creating professionals for the future, we are creating change within Aboriginal cultures and people, where work is seen as a part of life. It’s enjoyable, it’s rewarding and there are jobs. You’re not just training for training’s sake.” (Training and Development Manager, Mossman Gorge)

Over the 1½ years in the lead-up, having that job at the end was the carrot. It was the thing that kept them getting out of bed every day. Going to work, studying hard and developing skills, from technical to soft ...social skills made all the difference.” (Training and Development Manager, Mossman Gorge)

The full report of this review is published on the ILC website. It was also formally submitted to the Australian Government as part of the 2014 Creating Parity – Forrest Review of disparity between Indigenous and other Australians in a range of inter-related areas including employment and training.