Training Developed from Job Profiles

By on May 14, 2013

DR ELIZABETH GIBSON, General Manager for CMPA looks at the development of training from Job Profiles.

CMPA, Ron Kerr and Dr Elizabeth Gibson arranged a meeting to introduce David Carrucan,Alex Fraser Group; David Jones, Holcim; and Ross Outen, Boral; to Paul Kennett, Manufacturing Skills Australia (MSA). In the MSA they have a manufacturing workforce development process whereby they develop training in specific skills developed from the real job profiles, for example, operate drill, operate haul truck. From the job description a list of relevant units (for example from the Resources and infrastructure industry training package Rll09) would be developed. MSA make use of the software MskillsManager which is free to use and assists with the process.



  • The Cert III for the extractive industries is not providing an adequate level of competency; consists of too many units and is not specific to the job profiles.
  • For any training the employer needs evidence that the employee is competent in their role.
  • In order to access Government funding, there must be a qualification at the end of the training.
  • One quarry found that the Cert III had too many competencies that were irrelevant to the job profiles and so developed a core set of competencies for the employees. They did not seek government funding for the training delivered to the employees
  • It was assumed that the advantage of having the training undertaken by the RTO with the issue of a certificate, despite its deficiencies, is that this meets the requirements of Work Health and Safety legislation*
  • A complete set of job profiles with units of competency for the extractive industry could be used to influence SkillsDMC.


  • Elizabeth Gibson to seek conduct haul truck position descriptions which will be forwarded to William Adams to enhance the training developed (see Sand & Stone Issue 69).
  • Additionally, the intention is to document a number of job descriptions for various quarry related jobs on Mskillsmanager. Position descriptions will be sought from which competency profiles will be developed for each of the position descriptions on Mskillsmanager.
  • The competency profiles will be overlayed with current national qualification frameworks to prove/disprove whether national qualification specifications meet industry needs or not.

* Occupational Health & Safety Act (2004):

o 26. (1) A person who (whether as an owner or otherwise) has, to any extent, the management or control of a workplace must ensure so far as is reasonably practicable that the workplace and the means of entering and leaving it are safe and without risks to health.

o 21. (1) An employer must, so far as is reasonably practicable, provides and maintain for employees of the employer a working environment that is safe and without risks to health.

o 21. (2) (e) [In addition an employer must] provide such information, instruction, training or supervision to employees of the employer as is necessary to enable those persons to perform their work in a way that is safe and without risks to health.

An employee is said to be “capable” when they “perform their work in a way that is safe and without risks to health” which is different to the next stage, “competent”, which the training developed from Job Profiles such as the conduct haul truck operations fills or is the intent of the Cert III.

Further information will be given during the General Meeting being held on Wednesday 23 October 2013 in Bendigo.

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