Apprenticeships & Traineeships - Can a Training Plan be Flexible?

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Can a Training Plan be Flexible?

An RTO should work in collaboration with an employer and the AAC to ensure that qualifications are packaged to meet the needs of the apprentice or trainee and the employer’s business. Information is available at www.ntis.gov.au as to the selection and arrangement of the units of competence that can be used for the selected qualification.

For example; an employer may want two workers to complete the same qualification, but they each have a different specialisation. One may have a service speciality and one working towards a supervisory position. Qualifications can be packaged to meet the needs of each of these participants. The units of competency selected for each worker may be different to reflect the skill requirements of the business. The employer and the RTO have a responsibility to the apprentice/trainee to provide the appropriate training and experience for the selected occupation.

The flexibility of a training plan can also include:

Duration

The normal duration of an apprenticeship is four (4) years and a traineeship can range from one (1) to three (3) years. This time includes a study program and workplace experience. Competency Based Training is how the skills of an apprentice/trainee is assessed and not about the amount of time it takes.; therefore it is possible that the normal time duration for apprenticeships/traineeships can be varied because of skill achievement.

Mode of delivery

In some apprenticeships and most traineeships the apprentice/trainee no longer has to attend a training school/institution (e.g. TAFE) to complete their study requirements unless they want too. It is possible to study on the job (at the workplace), by distance (by mail and/or internet), off the job (at a training place) or a combination of the different ways.

Recognition of Prior Learning (RPL)

RPL involves the assessment of previously unrecognised skills and knowledge an individual has achieved outside the formal education and training system. RPL is an assessment process that assesses the individual's non-formal and informal learning to determine the extent to which that individual has achieved the required learning outcomes or competency standards.

Recognition of Current Competency (RCC)

RCC is a component of RPL, applies if a client has previously successfully completed the requirements for a unit of competency or module and is now required (eg by a licensing authority) to be reassessed to ensure that the competence is being maintained. In this case no extra skill or competencies are nationally recognised.

Credit Transfer (CT)

CT, is another component of RPL, allows you to count relevant, successfully completed studies achieved at TAFE institutes, accredited private providers, professional organisations or enterprises and universities toward your current course of qualifications.

Employment arrangements

Apprenticeships and traineeships do not have to be full time. There are provisions for an apprentice/trainee to be employed by part time arrangements.