INSIGHT/ANALYSIS/STRATEGY/COMMUNICATION/

Optin Solutions is a consultancy specialising in workforce development, program review, education and training solutions.

RPL - The Default Option

 RPL achievement is highly influenced by expectations. Most people, experiential learners, will lack the confidence to apply for RPL. Especially if doing so requires them to claim that they are exceptional, as most RTOs current system requires them to do.  The normal pathway is via the classroom. In this short video Brian Spencer makes the case for RPL to be the default option; something that is expected for all experienced workers. The video also shows an approach to clustering competency standards for holistic assessment.

RPL - The Case for RPL

Without effective support many RPL candidates withdraw from the skills recognition process. Effective support has a number of dimensions; structural, procedural and interpersonal.

RPL Competency Window

Without effective support many RPL candidates withdraw from the skills recognition process. Effective support has a number of dimensions; structural, procedural and interpersonal. 

Our favourite software tools

iMind Map

I have used variations of mind mapping techniques for many years. From butchers paper to whiteboards and then using Microsoft Visio, but this iMindMap is fantastic. It not only has some super mind mapping tools, but they integrate with a presentation mode, which is a cool alternative to MS Powerpoint.  More than that is can display the mindmap as a Gantt chart.

Quixote Productions

Quixote Productions is Optin Solutions new venture. We aim to make non-commercial, low tech video clips of the people and issues we are passionate about. It's likely to be pretty varied and sometimes quirky, because we've worked in a lot of places and a lot of job roles and, to be truthful, we are a bit like that knight errant Don Quixote: we see things that other don't...

Enjoy.

Skills Development Workshops

Optin Solutions offers a range of Skills Development Workshops in areas of our special interest.

All workshops are delivered by Optin staff or using a select group of subject matter experts.

If you have any issue or particular skills you would like us to develop a training solution for, please don't hestitate to contact us. We can also deliver customised workshops to your organisation and/or at your workplace.

Bahrain- Engaging Industry with Vocational Education

Educational reform is and continues to be a key policy platform for the Government of Bahrain. Under the leadership of the Government a number of new initiatives (Bahrain Technical College, Polytechnic and Quality Assurance Authority) have emerged including the Secondary Vocational Education project (SVEP). A key underpinning objective of the reform process is the need to develop greater connection between Industry and Education. Commencing in 2007 the SVEP was managed on behalf of the Ministry of Education by Holmesglen International Training. In August 2009 Optin Solutions was engaged by Holmesglen Institute to develop and implement a strategy to engage industry with the project and to take students on structured work placements.Educational reform is and continues to be a key policy platform for the Government of Bahrain. Under the leadership of the Government a number of new initiatives (Bahrain Technical College, Polytechnic and Quality Assurance Authority) have emerged including the Secondary Vocational Education project (SVEP). A key underpinning objective of the reform process is the need to develop greater connection between Industry and Education. Commencing in 2007 the SVEP was managed on behalf of the Ministry of Education by Holmesglen International Training. In August 2009 Optin Solutions was engaged by Holmesglen Institute to develop and implement a strategy to engage industry with the project and to take students on structured work placements.

Training Actions Project - Workforce Victoria

The Industry Workforce Development Strategy Training Actions Project delivered 10 Training Action Forums in regional centres aroung Victoria from March - May 2011.

The Training Action Forums were conducted in four regions of the state:

Analysis of the Student Cohort

At the end of June 2010 the project has recruited 40 students, 3 have withdrawn from study and one has completed his Diploma of Logistics.
Age
The largest grouping of students is in the 40-49 age group (34%) with a further 8% being over 50 years.
Seventy-one percent of students are over 30 years, only one student is less than 24 years of age. This reflects the aims of the program to target existing workers with experience in the industry who are seeking to consolidate their informal learning and advance their technical skills.
Gender
The student cohort is predominantly male, with females making up only 10% of the cohort.
No of Companies
The 40 students come from 25 companies.
Two groups are company specific. Six students from a variety of Toll companies form a separate group in West Australia and another seven students from Toll companies form another group in Victoria.

Flexibility is the Key

Structuring Training to meet Learner and Industry Needs

Besides providing training for existing workers in the industry, one of the key aims of the Alternative Pathways Upskilling Supply Chain Supervisors project has been to develop and enhance models of training and assessment that meet the needs of mature aged people working in responsible positions in the industry and models that work for employers. To this end regular discussions are held with current and prospective RTOs about training delivery and assessment models, including RPL.
The clear message to date is that RTOs need to be flexible in their delivery and assessment strategies if they are to meed learner and industry needs.

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