skills corrections irc...

CORRECTIONS IRC

SKILLS FORECAST 2017

© Australian Industry Standards Ltd. Corrections IRC Skills Forecast 2017 2

CORRECTIONS IRC SKILLS FORECAST

This document contains links to assist the reader to navigate efficiently through the content of the Skills Forecast.

The tiles on the table of contents page will link to the relevant content when clicked with a mouse, or touched on a tablet device.

The Australian Industry Standards logo in the top right hand corner of each page will link back to the table of contents page when clicked with a mouse, or touched on a tablet device.

Australian Industry Standards acknowledges and thanks those organisations who supplied images to be used in this report.

HOW TO USE THIS DOCUMENTThe IRC Skills Forecasts focus on the prioritisation of the skill needs of the industry sectors each IRC has responsibility for. They are developed and reviewed annually and submitted on behalf of the IRC to the Australian Industry and Skills Committee (AISC) for approval.

The document is deliberately brief, it does not seek to capture every issue within every sector. It is a snapshot of a continually evolving story that is intended to alert and inform a wide audience and enhance their capacity to act.

IRCs are required to consult broadly with stakeholders to ensure a whole-of-industry view about the opportunities and challenges for the workforce and the Training Package review work necessary to meet industry needs. The information is then used to develop the four-year IRC Proposed Schedule of Work.


TABLE OF CONTENTS

EMPLOYMENT SKILLS OUTLOOK

SKILLS RELATED INSIGHTS

PROPOSED SCHEDULE OF WORK 2017/18 - 2020/21

IRC SIGNOFF

CORRECTIONS OVERVIEW

P.14

P.24

P.34

P.34

P.27

P.6


This Four-Year IRC Skills Forecast has been submitted by the Corrections Industry Reference Committee (IRC) to Australian Industry and Skills Committee (AISC) for approval.

The IRC Skills Forecast identifies the priority skill needs of the Corrections industry following a research and stakeholder consultation process conducted by Australian Industry Standards on behalf of the IRC.

Once approved by the AISC the IRC Skills Forecast informs the development of a four-year rolling National Schedule for development and review work of the CSC Correctional Services Training Package.

More information on the National Schedule can be found at: www.aisc.net.au/content/national-schedule

This IRC Skills Forecast was agreed to by the Corrections IRC Chair on Wednesday, 26 April 2017:

Amanda Bannister Corrections Interim IRC Chair

CORRECTIONS IRC SKILLS FORECAST

http://www.aisc.net.au/content/national-schedule

The Corrections Industry Reference Committee has been assigned responsibility for the CSC Correctional Services Training Package.

The CSC Correctional Services Training Package provides the only nationally recognised Vocational Education and Training (VET) qualifications for occupations involved in justice services, correctional practices, correctional administration, and correctional management. At Certificate III level are opportunities for Custodial, Community or Youth Custodial specialisations, the Certificate IV includes Case Management, Community, Dog Handling, Emergency Response or Supervision specialisations, and the Diploma includes an Intelligence specialisation pathway.

More information about the Corrections IRC and its work can be found here: http://www.australianindustrystandards.org.au/committee/corrections-industry-reference-committee/

Name OrganisationAlan Butler Queensland Corrective Services

AcademyAmanda Bannister Tasmania Prison Service

Belinda Kassoua The GEO Group Australia Pty Ltd

Chris Lockwood G4S Australia Ltd

Lauren Oliver Corrective Services New South Wales

Mandy Dunn South Australia Department for Correctional Services

Paul Marshall Probation and Community Corrections Officers Association (PACCOA)

Rebecca White Victoria Department of Justice and Regulation

Reece Ravlich Northern Territory Department of Correctional Services

Roslyn Harley Western Australia Department of Corrective Services

Therese Goodman Australian Capital Territory Corrective Services

CORRECTIONS INDUSTRY REFERENCE COMMITTEE


http://www.australianindustrystandards.org.au/committee/corrections-industry-reference-committee/



CORRECTIONS OVERVIEW


The Corrections industry added $3.3 billion to the Australian economy in 2015-16. The Corrections industry employs over 28,500 people across prisons, juvenile and immigration detention, parole services, correctional administration and management. Correctional services implement the correctional sanctions determined by the courts and releasing authorities such as parole boards.

CORRECTIONS INDUSTRY OVERVIEW

KEY FACTS:

• 112 custodial facilities operating – government and privately managed2

• $3.7 billion government spending on prisons and community corrections in 2015/162

• 63 521 offenders per day (on average) were serving community corrections orders in 2015/162

• 8 percent growth in the number of prisoners in adult corrective services custody in 20163

• 6 percent growth in the national imprisonment rate (prisoners per 100,000 adult population) in 20153

BOld column one col

Ocupations Columone col\

Foot note for industry metrics table form key findings paper Correctional services agencies operate or contract with private operators, prison facilities and in some States and Territories, periodic detention centres. They are also responsible for managing offenders on community corrections’ orders. Correctional services agencies administer services and programs which aim to reduce prisoners’ and offenders’ risk of re-offending and also provide advice to courts and releasing authorities.


CORRECTIONS INDUSTRY METRICS

Revenue ($b) 5.07Profit ($m) 30Average Wage ($) 80,203.92No. of Businesses 11Employment Growth (% to 2022) 5.7

Scope: Correctional and Detention Services1


CORRECTIONS TRAINING PACKAGE ARCHITECTURE


The CSC Correctional Services Training Package comprises five qualifications, 95 units of competency and associated assessment requirements and covers: Justice Services and Correctional Practices, administration and management.

The CSC Correctional Services Training Package provides the only nationally recognised Vocational Education and Training (VET) qualifications for occupations involved in justice services, correctional practices, correctional administration, and correctional management. At Certificate III level are opportunities for Custodial, Community or Youth Custodial specialisations, the Certificate IV includes Case Management, Community, Dog Handling, Emergency Response or Supervision specialisations, and the Diploma includes an Intelligence specialisation pathway.

The CSC Correctional Services Training Package contains the following qualifications:

• Certificate II in Justice Services • Certificate III in Correctional Practice • Certificate IV in Correctional Practice • Diploma of Correctional Administration • Advanced Diploma of Correctional ManagementThe CSC Correctional Services Training Package is in the Scope of Registration of 30 Registered Training Organisations.

CSC CORRECTIONS TRAINING PACKAGE


The figure shows that nearly 40% of enterprises in the country are located in NSW.

CORRECTIONS INDUSTRY BUSINESS ANALYSIS

36

BUSINESS NO. (SUM)

CORRECTIONS - PUBLIC ORDER, SAFETY AND REGULATORY SERVICES

1464

The following image provides analysis of the businesses involved in the Corrections sector (size, local/state/national/global, government/not-for-profit/for-profit, scope of work undertaken by those businesses).

CORRECTIONS BUSINESS COMPOSITION

Small 89%Medium 10%Large 1%

Note: For the purposes of business size Correctional Services is a sub category of Public Order, Safety and Regulatory Services. Source: ABS 8165.0 Counts of Australian Businesses, Jun 2012 to Jun 2016

ENTERPRISE DENSITY


KEY CORRECTIONS STAKEHOLDERS

STAKEHOLDER CATEGORY ORGANISATION

Employers Australian Capital Territory Corrective Services South Australia Department of Correctional Services

Corrective Services New South Wales Tasmania Prison ServiceG4S Australia The GEO Group Australia Pty LtdNorthern Territory Department of the Attorney General and Justice

Victoria Department of Justice and Regulation

Serco Asia Pacific Western Australia Department of Corrective Services

Employer Representatives

Community and Public Sector Union Public Service Association of NSW

Probation and Community Corrections Officers’ Association of Australia Inc (PACCOA)

Corrective Services Administrators Council (CSAC)

Licensing / Regulatory State/Territory DepartmentsGovernment Federal, State/Territory Departments Department of Corrective Services (WA)Industry Advisory Industry Skills Advisory Council - NTTraining Organisations TAFEs, Private RTOs, Enterprise RTOs


INDUSTRY CHALLENGES AND OPPORTUNITIES

INCREASED PRISON POPULATIONAustralia’s imprisonment rate has grown nearly 20 per cent over the past decade45. The increasing custody rates have an impact on infrastructure and resources. It is estimated that between 2014 and 2019, there will be between 10,000 and 25,000 job openings in the sector6. Rapid-build high security facilities are now being built requiring new custodial officers and community corrections – with each officer requiring appropriate training and education to perform their roles effectively7,8.

Although Australia spends approximately $4 billion on prisons a year9, there is evidence to suggest some prisons across Australia have experienced an increase in overcrowding and lockdowns. This phenomenon has been attributed to an increased prison population, as well as staff shortages and inexperience10111213. States are currently exploring solutions to reduce the number of individuals incarcerated, thereby alleviating pressure on prison systems14.

13© Australian Industry Standards Ltd. Corrections IRC Skills Forecast 2017

TECHNOLOGICAL CHANGETechnology growth in Corrective Services is impacting the industry at a rapid pace and shows no signs of abating. With growth in the prison population, comes a need for new infrastructure – much of which incorporates new systems. The existing workforce is ageing and stakeholder feedback indicates that many older workers are struggling to adapt to these new job demands. This, coupled with changes in training and development methods (e.g: e-learning), compounds the challenge presented by low technology literacy among older workers. The use of satellite monitoring, GPS systems and Cloud technologies will continue to proliferate in the sector; requiring adapted training to accommodate the challenges presented by the current workforce1516.

PROFESSIONALISATION Driven largely through a change in the demographics of prisoners as well as the increasing number of prisoners, correctional officers require a broader range of skills to manage a broad group of inmates who are struggling with drug addiction, mental illness and aggressive behaviours17. 54 per cent of prison officers have a Certificate III or IV, while 19.2 per cent have a Diploma or Advanced Diploma. There is an increasing need for skilled managers and general managers to ensure that staff and prison operations are handled in an appropriate and professional manner. The ongoing interaction of Corrections staff with the legal system, community infrastructure as well as specialists such as psychologists and medical systems and emerging social media issues underscore the relevance of managing large groups of people with complex needs. Ensuring that qualifications meet the increasing demands of corrections job roles will be critical in meeting these skill requirements.

EMPLOYMENT


97112114114126130

176332

0 50 100 150 200 250 300 350

TASQLDNSWVICSAWAACTNT

CORRECTIONS WORKFORCE BY STATE PER 100K POPULATION

The Corrections workforce aligns closely with the general population distribution, with the exception of the Northern Territory which is almost three times the national per capita average.

CORRECTIONS WORKFORCESource: ABS 6291.0.55.003 - Labour Force, Australia, Detailed


CORRECTIONS INDUSTRY WORKFORCE 1984 – 2016

The Correctional and Detention Services workforce has grown by 168% in three decades

0

5

10

15

20

25

30

35

1984 1988 1992 1996 2000 2004 2008 2012 2016

THO

USA

ND

S

CORRECTIONS INDUSTRYWORKFORCE 1984 - 2016

Correctional and Detention Services

Source: ABS 6291.0.55.003 - Labour Force, Australia, Detailed

CORRECTIONS AND DETENTION SERVICES


EMPLOYMENT HISTORY OCCUPATION BASED

THOU

SAND

S


CORRECTIONS INDUSTRY WORKFORCE CASUALISATION 1984 – 2016

Part-time work has grown from 11% in 1984 to 14% in 2016

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1984 1988 1992 1996 2000 2004 2008 2012 2016

CORRECTIONS INDUSTRY WORKFORCECASUALISATION 1984 - 2016

Employed part-time ('000) Employed full-time ('000)Source: ABS 6291.0.55.003 - Labour Force, Australia, Detailed

Employed part-time ('000)Employed full-time ('000)



CORRECTIONS INDUSTRY WORKFORCE GENDER COMPOSITION 1984 – 2016

Female participation in the Public Safety workforce has remained stable at around 27% for more than a generation

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1984 1988 1992 1996 2000 2004 2008 2012 2016

CORRECTIONS WORKFORCEGENDER COMPOSITION 1984 - 2016

Males Females Source: ABS 6291.0.55.003 - Labour Force, Australia, Detailed

MalesFemales



PROJECTED AND HISTORICAL CORRECTIONS WORKFORCE 2005 – 2022

The Corrections workforce is projected to grow by 5.7% by 2022

EMPLOYMENT PROJECTION EMPLOYER BASED

0

5

10

15

20

25

30

35

2005 2007 2009 2011 2013 2015 2017 2019 2021

THO

USA

ND

S

PROJECTED AND HISTORICALCORRECTIONS WORKFORCE 2005 - 2022

Corrections

Sour

ce: I

BISW

orld

TOD

AY

CORRECTIONS

Source: IBISWorld

THOU

SAND

S


EXPLANATORY NOTESWorkforce The size of an industry’s workforce is established by the Australian Bureau of Statistics (ABS) using two different approaches. The Labour Force survey, which provides a 30-year view of the industry, assigns each industry category based on the main job of the respondent. The Australian Industry dataset (which the Workforce Projections charts are based on), uses a topdown approach where industries are primarily classified by the single predominant industry class associated with a business’ ABN. An industry’s workforce therefore is bound in the first instance by the occupations of workers and in the second by the primary business of an enterprise. The different approaches can therefore result in quite different workforce figures.

AIS has chosen to distinguish these approaches using the terms Workforce – Occupation based and Workforce – Employer based.

Enterprise size Industry definition by ABN also applies to the Counts of Australian Businesses data (size and distribution). Furthermore, low level values in these tables are subject to perturbation to anonymise the data. This may result in some areas with a low level value being perturbed to zero.

ExemptionsThe scope of the Labour Force Survey is limited to the civilian population of Australia and therefore members of permanent defence forces are excluded from the survey.


CORRECTIONS INDUSTRY SKILL SHORTAGES

CORRECTIONS SKILL SHORTAGES75 per cent of employers reported experiencing a skills shortage in the last 12 months18. The occupations reported as being in shortage were:

1. Prison Officers

2. Case Management Workers

3. Trainers and Assessors

Employers identified the following reasons for the shortage with the most frequent response listed first.

REASONS FOR SHORTAGE

Ageing workforce/current staff retiringShortage of skilled/qualified personnelCompetition from other organisationsGeographic location of the vacancyCost/time to achieve the required qualification


WORKFORCE DEMOGRAPHICS 60 per cent of prison officers are aged 45 or over, with a median age of 49 years (compared to 40 years for all occupations). With a large proportion of the industry coming into retirement age over the next decade, the responsibility is on corrective service providers to find a replacement workforce as well as increase workforce size. Attracting a younger cohort of workers between the ages of 20 and 44 is ideal.

The effect of the ageing workforce is compounded by technological changes impacting job roles. The workforce will need improved digital literacy to navigate these changes, and this may result in needing additional training to support them to adapt to new technologies and training methods such as e-learning. With respect to gender diversity, there is scope to improve female representation in the sector. Women make up just 27 per cent of the full-time workforce.

WORKFORCE SUPPLY SIDE CHALLENGES & OPPORTUNITIES

WORKFORCE ATTRACTION AND RETENTION The corrections industry has a high rate of staff turnover, which poses a substantial challenge to the sector. Attracting new recruits to the industry can be difficult due to the perceived and real safety risks, uncompetitive salary and staff dissatisfaction19. Providing an attractive and rewarding workplace will be a challenge for the sector. Some states have made concerted efforts to acknowledge and reward staff20. Providing professional development opportunities as well as clear career paths for young recruits will be critical, with some States already offering VET training for employees in order to achieve this21.

STAFF EXPERIENCE As prison populations grow, the need for front-line staff has also grown. As the systemic problems at some corrections centres come to light, reviews of the justice system have found that there is an overreliance on inexperienced casual and temporary staff who have little knowledge or experience working with mentally ill, violent or drug affected detainees. The ability to work with a range of people from various cultural backgrounds, ethnicities and genders is important. Appropriate training to ensure that staff have adequate skills to perform in difficult environments, such as communication and negotiation skills and resilience training, will assist inexperienced staff. Ensuring that people are correctly matched to job roles that suit their experience and training is crucial.


SKILLS OUTLOOK


SKILLS OUTLOOK

INTERNATIONAL / NATIONAL WORKPLACE TRENDSSatellite monitoring, GPS and Cloud technologies continue to develop and be utilised within the industry. The workforce will benefit from training on the optimal use of these systems. The Corrections industry faces both the increasing impact of larger prisons and an expanding diversity in population. How these impact workplace and job design factors is being considered in terms of specific expertise in a broader range of skills to manage a group of inmates struggling with drug addiction, mental illness and aggressive behaviours.

The capability to work with a range of people from numerous cultural backgrounds, ethnicities and genders will continue to require diverse responses. Communication and negotiation skills and resilience training in quite specific contexts will be required.


PRIORITY SKILLSThe priority skills results are drawn from Corrections stakeholder responses to the IRC Skills Forecast survey conducted in February 2017.

In order of priority to the industry, the following skills were identified as the most important for the Corrections workforce within the next three to five years.

Skill categoryConflict/incident managementInterpersonalOrganisational/PlanningSecurityMental health

Ranking of the 12 generic workforce skills in order of importance to the Corrections industry.

Generic Skill Design mindset/Thinking critically/System thinking/Solving problemsTechnologyManagerial/LeadershipCommunication/Virtual collaboration/Social intelligenceLanguage, Literacy and Numeracy (LLN)Data analysisLearning agility/Information literacy/Intellectual autonomy and self-managementScience, Technology, Engineering, Mathematics (STEM)Customer service/MarketingEntrepreneurialFinancialEnvironmental and Sustainability


The Corrections industry faces a number of challenges as prison populations grow and become more diverse. New technologies will impact on activity, requiring new skills and programs. The Corrections industry added $3.4 billion to the Australian economy in 2016 and employs over 28,500 people across prisons, juvenile and immigration detention, parole services, correctional administration and management. Correctional services implement the correctional sanctions determined by the courts and releasing authorities such as parole boards.

Correctional services agencies operate or contract with private operators, prison facilities, and in some States and Territories periodic detention centres, and are also responsible for managing offenders on community corrections’ orders. Correctional services agencies administer services and programs which aim to reduce prisoners’ and offenders’ risk of re-offending, and also provide advice to courts and releasing authorities.

The Corrections industry is supported by the CSC Correctional Services Training Package, which covers Justice Services, Correctional Practices, Administration and Management. Training Package enrolments have been steadily increasing over the last five years, with over 80 percent of training delivered without state or commonwealth funding. Employment growth to 2022 is strong at 5.7 percent. The workforce is based predominantly on the east coast of Australia; however the Northern Territory has the highest number of per capita Training Package enrolments, and also the highest imprisonment rate in the country.

Australia’s prison population has risen nearly 20 percent over the past decade, which has had an impact on available resources. The results of the 2017 IRC Skills Forecast survey for the Corrections Industry indicates that 75 percent of employers experienced a skills shortage in the last 12 months, and that more prison officers, case management workers and trainers are needed. There is also scope to improve gender diversity as women make

CORRECTIONS SKILLS-RELATED INSIGHTS


up only 27 percent of the full-time workforce. However, attracting new recruits to the industry can be difficult due to the perceived and real safety risks, uncompetitive salary, and staff dissatisfaction.

Despite the current shortage of skilled and qualified personnel, demand for new workers in the Corrections industry will only intensify. It is estimated that between 2014 and 2019, there will be 10,000 to 25,000 job openings in the sector. Rapid-build high security facilities are now being constructed, requiring new custodial officers and community corrections officers. Technological and other system changes being implemented across the corrections industry are creating greater demand for critical thinking and problem solving skills in the workforce.

Corrections officers require a broad range of skills to work with people from various backgrounds or to manage inmates with complex issues, such as mental illness. There is also an increasing need for skilled managers and general managers to ensure that staff and prison operations are handled in an appropriate and professional manner. Industry have demonstrated that the development of conflict and incident management skills, as well as interpersonal skills is their highest priority over the next three to five years.

60 percent of prison officers are aged 45 or over, with a median age of 49 years (compared to 40 years for all occupations). The Corrections industry have noted that the primary reason for current skills shortages is a rapidly ageing workforce, combined with a high rate of retirement. With a large proportion of the industry coming into retirement age over the next decade, correctional services agencies face the dual challenge of finding a replacement workforce and increasing the workforce size. A focus on attracting a younger cohort of workers between the ages of 20 and 44, will help to address the trend.

The ageing workforce may require additional training to support them while they develop the required digital skills to use new technologies and adapt to training methods, such as e-learning. The Corrections industry have advised that technology skills are highly important generic skills that are needed in the workforce. Satellite monitoring, GPS and the Cloud are new technologies that will be taken up by correctional services agencies in greater numbers as time goes on. Realising the benefits of these technologies will be dependent on equipping the workforce with the knowledge and skills to use them effectively.


CSC PROGRAM ENROLMENTS BY DATASET

The recovery in training uptake since 2012 is also reflected in the Total VET activity data0

1000

2000

3000

4000

5000

6000

2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015

ENRO

LMEN

TSCSC PROGRAMENROLMENTS BY DATASET

National VET Provider Collection Total VET Activity

Sour

ce: V

OCS

TATS

Total VET Activity

National VET Provider CollectionENRO

LMEN

TSSource: VOCSTATS


CSC ENROLMENTS PER 100K POPULATION

0102030405060708090

ACT QLD TAS SA NSW WA VIC NT

Enro

lmen

tsCSC Enrolments per 100k population

Source: TVA program enrolments

Source: TVA program enrolments 2015

ENRO

LMEN

TS

While the Northern Territory may have the highest per capita enrolments, 44% of all Corrections students in Australia enrolled in Victoria in 2015 despite the State only accounting for one quarter of the nation's population.


CSC UNITS BY FUNDING SOURCE

Government funding comprised almost a fifth of funding for training in 2015.

Domestic Fee for Service

Commonwealth and State Funding

81%

19%

CSC UNITS BY FUNDING SOURCE

Domestic fee for service

Commonwealth and state funding

Source: TVA - Subject Enrolments 2015

Source: TVA - Subject Enrolments 2015


EXPLANATORY NOTESTraining Enrolments Charts The Training Enrolments charts compare two datasets; the National VET Provider Collection and the Total VET Activity (TVA) dataset. The primary distinction between the two is that Total VET Activity data is collected from all types of providers and not only those in receipt of Commonwealth or state funding. TVA data collection commenced in 2014.

Exemptions Where the submission of training data to TVA conflicts with defence or national security legislation, or jeopardise the security or safety of personnel working in defence, border protection, customs or Australian police departments, an exemption from reporting training data is available.

Organisations that deliver training for vital services to the community (such as emergency, fire, first aid and rescue organisations) may have received an exemption to submit data to TVA. From 1 January 2016 however, the exemption from reporting applies only in respect of training activity not delivered on a fee-for-service/commercial basis.


REFERENCES

1 IBISWorld Industry Reports. http://www.ibisworld.com

2 Australian Government, Productivity Commission. 2017. Report on Government Services 2017, Volume C, Chapter 8.

3 Australian Bureau of Statistics. 2016. 4517.0 Prisoners in Australia, 2016.

4 Sydney Morning Herald. Jane Lee. Australian prison population grows 20 per cent in last decade. Sydney Morning Herald. 29 January 2016.

5 ABS. 4517.0 – Prisoner in Australia 2015.

6 Australian Government. Job Outlook: Prison Officers (ANZSCO: 4421)7 Daily Liberal. First rapid-build prison on track at Wellington. 20 February 2017.

8 Wellington Times. Macquarie Correctional Centre on track to open mid-year. 21 February 2017.

9 The Guardian. Marie McInerney. The small town trying to shift spending from punishment to prevention. 23 February 2017.

10 Australian Broadcasting Commission. South Australian prison lockdown ends. 16 February 2017.

11 Central Telegraph. Fear prison overcrowding leads to ‘low-risk’ inmate assessments. 21 February 2017.

12 Collie Mail. WA prison officers quit amid claims of ‘dysfunctional conditions’. 20 February 2017.

13 The Courier Mail. Kieran Rooney. Premier Palaszczuk announces sweeping overhaul of parole system in wake of Townsville killing. 16 February 2017.



16 Department of Corrective Services WA. Annual Report 2015-16. 2016.

17 NSW Inspector of Custodial Services. The Invisibility of Correctional Officer Work. 2012.

18 Australian Industry Standards. February 2017. IRC Skills Forecast Survey.

19 NSW Inspector of Custodial Services. The Invisibility of Correctional Officer Work. 2012.

20 Australian Broadcasting Commission. Kathleen Ferguson. Corrections Minister David Elliott wants NSW prison officer rewards after Wellington Jail disturbance. 15 March 2016.

21 Queensland Corrective Services. CORRECTIONS news August 2016. 2016.

PROPOSED SCHEDULE OF WORK2017/18 - 2020/21 CORRECTIONS IRC

Sub

ject

to A

ISC

App

rova

l


CORRECTIONS IRC PROPOSED SCHEDULE OF WORK Correctional services roles, functions and occupations are predominantly aligned to individual state and territory jurisdictional requirements. Operational sectors include justice services, correctional practice, administration and management. The skilling and qualification requirements of these areas are required to be adaptable to the changing legislative, judicial and societal expectations of personnel working within the Correctional Services sector.

The Corrections IRC is proposing to review the Correctional Services (CSC) Training Package in accordance with the timings shown in the review plan, to ensure that training package products are reflective of national policies and standards, contain contemporary and relevant units of competency, and are available for use by the correctional services industry.

It is anticipated that all review activities will be commenced and completed within the indicated year period. The timing and sequence of all review and

development activities will ensure that all CSC Training Package products will have undergone IRC and industry review by no later than the end of 2020-21.

The Corrections IRC has not identified any training product development or review work that is expected to be contentious or lengthy in development causing industry issues.

The Corrections IRC has identified no major industry adjustments in this four-year period.

2017-18 – Review and DevelopmentThe CSC Correctional Services Training Package was released on 3 August 2015 following industry consultation during the transition to the Standards for Training Packages. Industry stakeholders have advised that the most recent release of the CSC Training Package meets the current skilling needs of industry. However, since this release many imported units used within the CSC Training Package qualifications have also undergone transition to the Standards for Training Packages, and have been endorsed and released on the National Register of Vocational Education and Training.

Sub

ject

to A

ISC

App

rova

l

36

CORRECTIONS IRC PROPOSED SCHEDULE OF WORK

© Australian Industry Standards Ltd. Corrections IRC Skills Forecast 2017

Thus, twenty-nine (29) imported units of competency from seven (7) interdependent Training Packages are now ‘Superseded’. These units are included within the core and elective packaging rules of all five (5) CSC qualifications. The need has arisen to undertake the review and development of all affected qualifications to ensure imported units of competency are current and valid for industry use over the life of the 2017-2021 Skills Forecast period.

The training package products proposed for updating of imported units of competency during 2017-18 are:

• CSC20115 Certificate II in Justice Services• CSC30115 Certificate III in Correctional Practice• CSC40115 Certificate IV in Correctional Practice• CSC50115 Diploma of Correctional Administration• CSC60115 Advanced Diploma of Correctional ManagementThe twenty-nine (29) imported units of competency that are proposed to be updated during 2017-18 are listed within Attachment A.

2018-19 Review and DevelopmentThere are no CSC Correctional Services Training Package products currently identified for review or development during 2018-19.

2019-20 Review and DevelopmentThere are no CSC Correctional Services Training Package products currently identified for review or development during 2019-20.

2020-21 Review and DevelopmentThe Corrections IRC proposes that the CSC Correctional Services Training Package be reviewed for industry validity and currency during 2020-21.

CSC Correctional Services Training Package products proposed for review of native CSC and imported units of competency during 2020-21 are:

• CSC20115 Certificate II in Justice Services• CSC30115 Certificate III in Correctional Practice• CSC40115 Certificate IV in Correctional Practice• CSC50115 Diploma of Correctional Administration• CSC60115 Advanced Diploma of Correctional

Management

Sub

ject

to A

ISC

App

rova

l

37



LEGISLATIVE REQUIREMENTSUpdates, changes and modifications to state/territory legislation, policies and operating standards are required to be reflected within the skilling requirements of personnel undertaking correctional services occupations and roles. Corrections sector areas that are aligned to legislative requirements, or subject to directed reviews include:

• Work Health and Safety Act and Regulations relevant to correctional services operational occupations and roles

• Individual state/territory corrective services policies relevant to correctional services operational occupations and roles

• Directed skilling outcomes because of Royal Commissions, Coronial Inquiries and other government reviews into correctional services operational occupations and roles

INTERDEPENDENCIESCorrectional Services Training Package qualifications include imported units of competency, within core and

elective qualification packaging rules. Industry sector interdependencies that will potentially initiate future CSC qualification reviews include imported units from eleven (11) interdependent Training Packages (inclusive of predecessor releases):

• BSB Business Services Training Package• CHC08 Community Services Training Package• CPP07 Property Services Training Package• HLT Health Training Package• MSA07 Manufacturing Training Package• MSL09 Laboratory Operations Training Package• PSP04 Public Sector Training Package• PUA00 Public Safety Training Package• PUA12 Public Safety Training Package• TAE10 Training and Education Training Package• TLI10 Transport and Logistics Training PackageAdditional interdependent Training Package products may be included within CSC qualifications and/or Skill Sets because of changing regulatory requirements, industry work practices and skill priorities identified by the Corrections IRC.

Sub

ject

to A

ISC

App

rova

l

38



PROPOSED SCHEDULE OF WORK - 2017/18 - 2020/21 Corrections Industry Reference Committee Contact: Chief Operating Officer, Australian Industry Standards Date Submitted: Friday, 28 April 2017

PLANNED REVIEW START

(YEAR)

TRAINING PACKAGE CODE

TRAINING PACKAGE NAME

QUALIFICATION CODE

QUALIFICATION NAME

UNIT OF COMPETENCY

CODE

UNIT OF COMPETENCY

NAME2017-18 CSC Correctional

ServicesCSC20115 Certificate II in

Justice ServicesReview imported units of competency for validity and currencyCSC Correctional

ServicesCSC30115 Certificate III

in Correctional Practice

CSC Correctional Services

CSC40115 Certificate IV in Correctional Practice


CSC50115 Diploma of Correctional Administration


CSC60115 Advanced Diploma of Correctional Management

Sub

ject

to A

ISC

App

rova

l

39




(YEAR)



QUALIFICATION CODE

QUALIFICATION NAME

UNIT OF COMPETENCY

CODE

UNIT OF COMPETENCY

NAME2017-18 BSB Business

Services• BSBSUS301 Implement and monitor environmentally sustainable

work practices2017-18 CHC08 Community

Services• CHCCS403C Provide brief intervention• CHCCS521B Assess and respond to individuals at risk of suicide• CHCDFV301A Recognise and respond appropriately to domestic and

family violence• CHCDIS301C Work effectively with people with a disability• CHCGROUP403D Plan and conduct group activities• CHCMH301C Work effectively in mental health

2017-18 MSA07 Manufacturing • MSAPMOHS216A Operate breathing apparatus2017-18 MSL09 Laboratory

Operations• MSL954001A Obtain representative samples in accordance with

sampling plan

Sub

ject

to A

ISC

App

rova

l

40




(YEAR)



QUALIFICATION CODE

QUALIFICATION NAME

UNIT OF COMPETENCY

CODE

UNIT OF COMPETENCY

NAME2017-18 PSP04 Public Sector • PSPGOV208A Write routine workplace materials

• PSPGOV301B Work effectively in the organisation• PSPGOV308B Work effectively with diversity• PSPGOV312A Use workplace communication strategies• PSPGOV414A Provide workplace mentoring• PSPGOV416A Monitor performance and provide feedback• PSPGOV505A Promote diversity• PSPGOV509A Conduct evaluations• PSPGOV519A Manage performance• PSPGOV606A Prepare high-level/sensitive written materials• PSPMNGT602B Manage resources• PSPPOL501A Develop organisation policy• PSPPROC506A Plan to manage a contract• PSPPROC607A Manage strategic contracts• PSPREG501B Conduct prosecutions• PSPSEC502A Develop security risk management plans• PSPSEC503A Implement and monitor security risk management

plans

Sub

ject

to A

ISC

App

rova

l

41




(YEAR)



QUALIFICATION CODE

QUALIFICATION NAME

UNIT OF COMPETENCY

CODE

UNIT OF COMPETENCY

NAME2017-18 TAE10 Training and

Education• TAEDEL301A Provide work skill instruction

2017-18 TLI10 Transport and Logistics

• TLIC1051A Operate commercial vehicle• TLIF2010A Apply fatigue management strategies

2018-19 CSC Correctional Services

No review or development activity planned for 2018-19


No review or development activity planned for 2019-20


CSC20115 Certificate II in Justice Services

Review all native and imported units for validity and currency


CSC30115 Certificate III in Correctional Practice


CSC40115 Certificate IV in Correctional Practice


CSC50115 Diploma of Correctional Administration


CSC60115 Advanced Diploma of Correctional Management

Sub

ject

to A

ISC

App

rova

l


AUSTRALIAN INDUSTRY STANDARDSAustralian Industry Standards (AIS) provides high-quality, professional secretariat services to the Corrections Industry Reference Committee, in our role as a Skills Service Organisation.

AIS provide services to eleven allocated IRCs which also cover the Gas, Electricity, Electrotechnology, Aviation, Public Safety (including Police, Fire and Emergency Services, Defence), Water, Transport and Logistics, Rail and Maritime industries. AIS supports these important industry sectors using our world class in-house capability and capacity in technical writing, quality assurance, project management and industry engagement in the production of training packages.

AIS was established in early 2016, 20 years after its predecessor the Transport and Logistics Industry Skills Council (TLISC) was established in 1996. More information about AIS can be found at www.australianindustrystandards.org.au

• We support industry growth and productivity through our modern innovative approach to establishing skills standards.

• We provide high-quality, professional secretariat services to help our allocated industry reference committees develop the skills that industry needs.

• We partner with industry to shape the workforce of the future.

http://www.australianindustrystandards.org.au


Australian Industry Standards acknowledges the financial support received by the Commonwealth to operate as a Skills Service Organisation.

AUSTRALIAN INDUSTRY STANDARDS

P (03) 9604 7200 E [email protected] Level 2, 31 Market Street South Melbourne 3205

skills corrections irc...

Documents