Apex Work Skills Pty. Ltd. (AWS) is a private Registered Training Organization, with a student enrolment of 2000 and approximately 50 training staff employed on sessional or full time basis. The RTO has about 30 administration staff.
Traditionally AWS has delivered nationally recognized training courses in construction and business management. Since last year AWS has added qualifications in real estate and property services to their scope of registration.
The CEO of AWS wants the RTO to be known as the best in the country. Recently she has invested over a million dollars in building state of the art facilities, such as new classrooms, workshops, tools and equipment.
AWS always employs suitably qualified and experienced trainers and assessors. In order to ensure compliance with trainer/assessor requirements, AWS has committed substantial funding towards the professional development of its trainers.
The problem
Recently AWS had conducted an internal audit with a reputed VET consultant ahead of their re- registration in a few months. Re-registration audits for ASQA focus on practices and behaviors as well as continued compliance of systems and processes of registered training organizations (RTOs). It's very critical for AWS to be deemed compliant and be successfully registered for a further seven- year period.
During the Internal audit, the consultant suggested to AWS that their trainers and assessors are able to demonstrate random instances of professional development activities, which may not necessarily be relevant to their teaching/training practice in the classroom. The industry currency activities also don't seem particularly relevant to their vocational areas, and the experiences they may have gathered from these occasional activities may not necessarily be beneficial to their classroom teaching.
The consultant also remarked that RTOs must avoid the temptation of throwing money at 'one-off' professional development events to bring about change in the practices of trainers. She says it is not realistic to expect trainers to be taken out of a classroom for just a day or two, introduced to an innovation, a new teaching strategy or a new technology, and then sent back to the classroom and be expected to change their training/ teaching practices.
TOs that want to ensure that the professional development and industry currency activities of their trainers lead to better training practices in the classroom must have an understanding of the process and motivation for change to the training practices of training staff.
Task 1 - Plan and design the coaching program
Scenario
You have received approval from the CEO to prepare the plan and design the coaching program for professional development and industry currency.
a).     Create a coaching program plan
b).  Prepare induction documents
c).     Design tools resources for coaches and trainees

Task 2 - Role plays: Implement coaching strategy

a).     Conduct a briefing to staff to promote the coaching program and to recruit coaches and trainees
b).    Match, induct and brief coaches and trainees - Role play

Answer rating: 100% (QA)

Task 1 Plan and Design the Coaching Program a Create a Coaching Program Plan The first step in creating a coaching program plan is to identify the goals and objectives of the program This can be done ... View the full answer