Queensland Health

Implementation

• Successful implementation of the traineeship program required:
  • clear definition of program outcomes;
  • a defined, but flexible approach to how this would be achieved;
  • research and identification of viable career pathways within the organisation;
  • mapping the selected careers to certificate level qualifications;
  • identification of a suitable and credible group training organisation to assist with employment, mentoring and holistic support required for school-based trainees;
  • comprehensive briefing and support to the managers and supervisors responsible for the trainees whilst in the workplace; and
  • a commitment to overcoming obstacles to ensure the program’s success.
• The program required a series of approval processes including: project planning; financial; and procurement. It was crucial to identify all necessary approvals early on and consider them in developing the project timeframes. This early planning contributed to the project meeting internal deadlines and ensured that the traineeship commencements dates and forecasted completions were aligned to the school calendar and student educational commitments.
• The program required establishment of new relationships with internal and external stakeholders. This included partnerships with industry experts, GTO, registered training organisations (RTOs), other government agencies and the affiliated state high schools.
• The timeline for development of the program was four months of planning and set up, two months for recruitment and another month of onboarding activities.
• The school-based traineeship program commenced in April 2019. Trainees will complete 375 hours of paid work experience and graduate with a certificate III level qualification in April 2020.

Organisational strategies

• Developing a grow your own workforce approach for in demand entry level roles (an outside-in approach).
• Promoting non-clinical healthcare roles and demonstrating how they contribute to supporting healthcare delivery.
• Increasing diversity and inclusion within the health sector workforce

Partnership strategies

• Working with the schools to develop communication and recruitment strategies that students would be receptive to was important.
• A good working relationship with the school’s Vocational Education and Training coordinators and career guidance counsellors is important in the development of a VET program within high schools to achieve a well-received school-based Traineeship program.
• Project team members need to communicate regularly with the GTO who employs and mentors the school-based trainees. This will ensure that organisations receive regular updates on the trainees’ progress and their experience within the workplace.
• Regular communication helps to ensure that any issues or challenges experienced by the trainee or the manager/supervisor are addressed, and the necessary intervention strategies are actioned in a timely manner.

Program design strategies

• Minimal use of internal resources to fund and manage the program.
• Use of highly experienced external providers to deliver the program and provide mentoring support to the participating students.
• Use the program as a case study on how to implement cost effective, grow your own workforce strategies to increase the attraction of youth into non-clinical health care jobs.