Implementation and use of training packages

When a new training package is developed, or an existing one is reviewed, the draft training package is submitted to the National Quality Council for endorsement. Following endorsement, the training package is considered by Ministers for vocational education and training and if approved is placed on the National Training Information Service (NTIS). Registered training organisations must transition to a new training package within 12 months of its placement on the National Training Information Service.

What are training package implementation guides?

Training package implementation guides are developed by state and territory training authorities and industry skills councils to help registered training organisations, and trainers and assessors to implement and use training packages. The information in these guides may vary between each state and territory.

Using a training package to develop a training program

To develop effective learning and assessment programs based on training package qualifications, it is first necessary to 'unpack' the training package. Unpacking provides trainers with detailed knowledge of the training package's components, helps them identify how the various units of competency relate to each other, and enables them to develop effective holistic learning and assessment strategies. Unpacking results in an understanding of:

  • the units of competency and their delivery and assessment requirements
  • the qualification requirements
  • the relationship between individual units of competency, to aid the planning of delivery and assessment
  • the relationship between the qualification and its occupational outcome.

How to unpack a training package

In order to fully understand a unit of competency, the trainer or assessor should work through the following steps:

1. Thoroughly read the units of competency that make up the qualification and relate these to his or her experience of this type of work.

2. Review the Australian Qualifications Framework descriptor for the qualification being delivered. This descriptor details the distinguishing features and characteristics of the learning outcomes that people should be able to achieve upon completion of the training or assessment.

3. Unpack each unit of competency to identify any synergies and/or duplications across the range of units. Each unit has a number of components that require careful analysis. Figure 1 outlines the standard format of a unit of competency and briefly describes each component.

4. Review the dimensions of competency. The concept of competency includes all aspects of work performance, not just narrow task skills. The four dimensions of competency are:

a. task skills—the discrete, meaningful components of work
b. task management skills—the ability to manage a number of different tasks/operations/activities within the job role or work environment
c. contingency management skills—the requirement to respond to irregularities and breakdowns in routine
d. job/role environment skills—the ability to deal with responsibilities and expectations of the workplace, including working with others.

Figure 1: Components of a unit of competency

UNIT CODE: It must conform to national coding requirements

UNIT TITLE: It provides a description of the job function (What is the work activity?)

UNIT DESCRIPTOR: It expands on the information provided in the unit title and notes any relationships with other industry units (What does the work activity involve?)

EMPLOYABILITY SKILLS: Employability skills are embedded within each unit of competency.

APPLICATION OF THE UNIT: The application of the competency fleshes out the scope, purpose and operation of the unit of competency in different contexts, for example its application in the workplace and/or its relationship to licensing outcomes.

ELEMENTS: The elements describe the skill outcomes that contribute to a unit (What skills are required to perform the work activity?)

PERFORMANCE CRITERIA: The performance criteria specify the required level of performance and are expressed as a standard (What level of skill is needed?)

REQUIRED SKILLS AND KNOWLEDGE: This section describes the essential skills and knowledge required to effectively perform in the workplace.

RANGE STATEMENT: The range statement relates to the unit of competency as a whole providing the range of contexts and conditions to which the performance criteria and the required knowledge and skill apply. It allows for different work environments and situations that will affect performance.

EVIDENCE GUIDE: The evidence guide describes the underpinning knowledge and skills that must be demonstrated to prove competence. It provides essential advice for assessment of the unit of competency and must be read in conjunction with the performance criteria and the range statement of the unit of competency and the Training Package Assessment Guidelines.

Developing a training program

Once the training package qualification has been unpacked, trainers or assessors will be able to cluster appropriate sections of knowledge and skills for delivery and assessment. It may be possible to deliver and assess certain units within the context of other units. For example, an occupational health and safety unit could be delivered and assessed simultaneously with other units. This is known as holistic training and assessment.

To ensure a learning program meets the outcomes of the training package qualification, trainers or assessors may need to consider contextualising qualifications and/or units of competency to suit the specific learning needs of individuals and/or enterprises.

Where can training packages be purchased?

Training packages are available for purchase from either TVET Australia Product Services or the relevant industry skills council.

When must registered training organisations transition to the new training package?

The scope of registration of a registered training organisation must be updated shortly after a new training package is endorsed. The new training package qualifications should be implemented as soon as practicable, with enrolments in the old version of the training package ceasing within 12 months after publication of the reviewed training package. The old package is then referred to as 'superseded'.

Next article: Contextualisation and packaging of training packages