​​​​​​​​​​​​​​The employer resource assessment and training plan - expectations of the Department of Education and Training

Apprenticeships and traineeships are pathways to obtain a qualification or statement of attainment by completing employment-based training under a registered training contract. It is essential the employment arrangements, including facilities, range of work and supervision, support an apprenticeship or traineeship outcome. The supervising registered training organisation (SRTO) plays an integral role in assessing an employer's capacity to provide the facilities, range of work and supervision when the SRTO prepares the training plan required for the apprenticeship or traineeship.

The employer must provide or arrange to provide the facilities, range of work and supervision supporting the apprentice or trainee to develop on-the-job knowledge and competence related to the occupational outcome aligned to the apprenticeship or traineeship.

When developing a training plan the SRTO needs to convert the units of competency which make up the qualification into work-based tasks which the apprentice or trainee can undertake with the employer.

If the employer cannot provide the range of work there are several options available which may allow the training contract to continue:

  • Amend the training contract to a qualification more suited to the workplace the apprentice or trainee is employed in. For example, a workplace which provides work tasks aligned to appliance repair has signed up an apprentice in the Certificate III in Electrotechnology Electrician and when assessing the workplace the SRTO identifies that while the workplace is not suited to the Certificate III electrical apprenticeship, the workplace can support a Certificate III in Appliance Service. A major amendment of the training contract can occur and the training contract continues in the suitable qualification.

  • If the qualification selected is appropriate to the workplace but the workplace does not provide a full range of work required, the employer can work with the SRTO and identify alternative arrangements such as:
    • ​a transfer to another workplace which provides the required workplace tasks
    • if suitable the SRTO may conduct training and undertake a simulated assessment
    • utilise a group training organisation.​

When it is identified the employer cannot provide the full range of work-based tasks required, the SRTO must document in an employer resource assessment (ERA) how the training and assessment for those units will be conducted.

If the employer is unable or unwilling to make these arrangements the training contract cannot continue. If this occurs contact the department to seek assistance.

The employer must have a qualified supervisor in the same workplace for predominantly the same working hours as the apprentice or trainee; this person must be in the place when the training contract is signed. The definition of a qualified supervisor is available in the Declaration of apprenticeships and traineeships policy on the Training website. If at any point during the apprenticeship or traineeship there is no qualified supervisor available, contact the department to discuss what options may be available.

The development of the training plan allows the employer, apprentice or trainee and the SRTO to communicate the exceptions for the duration of the apprenticeship or traineeship. The explanation of how the units of competency within the training plan convert to work-based tasks allows the employer to plan the range of work the apprentice or trainee will require to complete the apprenticeship or traineeship. The employer and SRTO each have an ongoing role in ensuring the apprentice or trainee is being provided with the range of work to progress through the apprenticeship or traineeship.

The employer, apprentice or trainee and the SRTO all have obligations under the Further Education and Training (FET) Act 2014, and additional obligations are in place for SRTOs receiving government funding as a pre-qualified supplier. If progression is not occurring and the issues preventing progression cannot be resolved the department must be notified. For additional information about responsibilities under the FET Act 2014 refer to the compliance and complaints information sheet​. For information about the pre-qualified supplier agreement in Queensland refer to the Training website​.

More information about the ERA and ongoing monitoring process is available on the following information sheets:

Employer resource as​​​​sessment templates

​Form namePDF​​DOCX
​​ATF-013(APP)
Employer resource assessment - Apprentice/s (generic)

​PDF, 356KB

DOCX, 440KB
ATF-013(TEE)
Employer resource assessment - Trainee/s (generic)

PDF, 340KB​

DOCX, 437KB​
ATF-013(COMMS)
Employer resource assessment - Community Services (specified)

PDF, 377KB​

DOCX, 445KB
ATF-013(ECEC)
Employer resource assessment - Early Childhood Education and Care

PDF, 417KB

DOCX, 439KB
ATF-013(ELEC)
Employer res​ource ass​essment - Electrical industry apprentices (UEE and UET qualifications only)
​ATF-013(GLAZING)
Employer resource assessment - Automotive Glazing​ Technology (specified)


DOCX, ​​477KB​​
ATF-013(PLUMB)
Employer resource assessment - Plumbing apprentices (CPC32413)
ATF-013(POLY)
Employer resource assessment - Polymer industry apprentices: PMB30116 and PMB40116 qualifications only (current until 31 March 2018)
​​
ATF-013(SPA)
Employer resource assessment - Swimming Pool and Spa

PDF, 377KB​

DOCX, 44​6KB​​​

Licence
Creative Commons Attribution 3.0 Australia (CC BY 3.0) (https://creativecommons.org/licenses/by/3.0/au/ )
Last updated
21 September 2017