National Apprenticeships, Employment & Training Provider | VERTO Skill to Transform
VERTO is an award winning, not-for-profit organisation assisting businesses and individuals with all their apprenticeship, employment and training needs. Our expertise covers a range of areas including Aboriginal services, Australian apprenticeships services, disability services, employment services and vocational training to help businesses, individuals and local industry to thrive. Our mission is to positively impact the lives of individuals and communities and we’ve built a track record of exemplary customer service over 30 years, built around an ethical approach.You'll find the team in 26 locations across New South Wales.
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VERTO Named Open Employment Winner At The 2018 Disability Employment Excellence Awards
VERTO was named Open Employment winner at this year’s Disability Employment Excellence Awards at the National Disability Service’s (NDS) Disability at Work conference, held on 14 June.
The Disability Employment Excellence Awards recognise and promote the great contribution disability enterprises and employment services providers make in improving the lives of people with disability.
VERTO was nominated by one of its job seekers who, with VERTO’s support, found a job at a local winery and has held this position for over 18 months.
VERTO’s Chief Executive Officer, Ron Maxwell, commented on the award win saying “We are honoured to be nominated for and win the Open Employment Award. It is a privilege to provide Disability Employment Services to our clients in regional NSW and see the positive impact employment can have on their lives.”
VERTO provides Disability Employment Services across regional NSW. Since 2010, VERTO has placed over 750 job seekers with disability into employment with nearly 500 employers.
This award precedes the extension of VERTO’s Disability Employment Service contract to cover more locations across the Central West and North Coast of New South Wales from 1 July 2018.
How employers can play a role in averting Australia’s skills shortage
By Ron Maxwell - CEO
The research is telling us that full-time jobs in Australia are harder to come by than ever before and youth unemployment is in double digits, yet we are facing a skills shortage. Jobs are going begging across technology, trade, and hospitality industries, to name just a few.
In fact, I heard it said at a conference recently that the shortage of local workers in the hospitality industry is so great that if the government revoked 457 migration visas today, you wouldn’t be eating at a restaurant tonight. And that should be a big wake up call for Australia. While skilled migration programs can provide short-term relief for struggling industries, they are not a substitute for a strong domestic labour market.
Australia’s skills shortages will impact every single one of us – from escalating costs to the consumer to impeding economic growth, we will all feel its effects. In fact, skill shortages in the technology industry alone could see Australia miss out on economic benefits of $139 billion in the next two years.
Waiting for a government solution isn’t viable
I’ve talked before about the many reasons we are facing this crisis, but one of the key issues in my mind, is the inconsistent funding between university degrees and VET qualifications, which has been labelled by many experts as ‘unfair’.
While our governments certainly need to step up and resolve the myriad of funding issues plaguing our education sector, with responsibility spread across state and federal bodies this isn’t going to be a quick fix.
In my opinion, there is a fantastic opportunity for the VET providers and the private sector to come together and work toward a common goal. While the VET sector has had a long history of working closely with industry through work placements, there is now an opportunity to extend those relationships. Many VET providers are starting to work with employers to build stronger career pathways that attract and retain talent.
Mindsets need to change
In some industries there has long been a culture of employer-funded education, and this is something we need to grow across the spectrum. However, this is going to take a significant mindset shift by employers; VET qualifications have been government funded for so long that, for some, ‘free’ training has become an expectation.
Smart organisations recognise that ‘what goes around comes around’ and see the opportunity that lies within the challenge. It’s no secret that providing career pathways and training opportunities are a key part of any talent retention strategy – investing in people works. Many large businesses already do this, but small and medium businesses can realise the benefits too.
Employees who have the employer support for their education and training are usually more engaged and productive on a day-to-day basis and often stay for longer. A common objection that is raised, particularly by smaller businesses, is ‘I’ll pay to train/qualify them, and then they’ll leave.’ And this is another mindset that needs to change. The reality is, that whether you fund development or not, people can and do change jobs. By offering training incentives, businesses are not just strengthening their own position and outlook but building stronger industries and averting skill crises by attracting more workers to their industry. In the long term, this is a win for us all.
It goes beyond school leavers
One trend I’m seeing is that, even amongst those employers that do invest in VET, the tendency is to focus on the start of the career. School leavers and juniors are often given opportunities to train or qualify through certificate I and II and apprenticeship programs.
This tends to taper off as the employee’s career progresses, and employer-funded enrolments for Certificate IV and above is much lower. In my opinion, this is a missed opportunity. Continuing to develop employees, particularly as they make the transition from frontline to management positions is key to retaining top performers.
Investing in reskilling and upskilling employees is also going to be key as the full impact of automation is realised in the coming years. Organisations who plan for this now are putting themselves on the front foot as we navigate a period of unprecedented change in our workforce.
The time is now
In the current climate, with skill shortages in many industries reaching dire levels, and yet conversely, high youth unemployment, there is a clear opportunity here for forward-thinking employers to engage and attract new talent.
While government reforms will have a significant role to play, employers can take action now and see both short and long-term gains. It will take a macro outlook but investing in people today has the potential to grow individual businesses, fuel strong competitive industries, and have a positive impact on the economy.
VERTO Supports Changes To Apprenticeships From NSW State Budget
VERTO welcomes the NSW Government’s $285 million investment in NSW Apprenticeships, announced yesterday as part of its state budget. The scheme will scrap fees for as many 100,000 apprentices across NSW.
VERTO’s Chief Executive Officer, Ron Maxwell, commented on the announcement, “Government funding plays a crucial role in making apprenticeships attractive and building programs that give apprentices the best chance to finish their formal training. The NSW Government’s investment is a step in the right direction in helping to alleviate the current apprenticeship drought.
“Apprenticeships have been undervalued. It is great to see the NSW Government recognising the value they provide for the economy, workers and employers. This scheme provides a welcome incentive for both school leavers and mature age job seekers to explore apprenticeship options.”
The scheme starts 1 July and will be available for new students who are about to enrol, or current students who are changing courses. The scheme is not restricted to particular trades.
“Apprenticeships extend far beyond the traditional trades. Sectors such as automotive, hospitality, and agriculture are all crying out for skilled workers; a challenge which apprenticeships play a crucial part in solving.
“Our future workforce needs to see apprenticeships as an attractive option, not just an alternative if they miss out on university entry. With a range of industries now reaching crisis point in terms of skills shortages, the NSW Government scheme is more important than ever,” concluded Maxwell.
VERTO Jobseekers Successful in Indigenous Placement Program with Diversity Dimensions
In April, VERTO put forward three Indigenous jobseekers to take part in the Diversity Dimensions Indigenous Job Placement Program. The program matches potential employers and job seekers, allowing the two to work together for a period of time, with the aim of securing ongoing employment if there is a match. Indigenous jobseekers can be limited in their employment opportunities and programs like this offer specific structures to support them on this journey.
For these three young people, participation in the program formed part of their job and activity plans. VERTO partners with each client to create an individual plan that takes into account their existing skills and their goals. “In the case of these three jobseekers, the Diversity Dimensions program was a great fit in offering the opportunity to trial working for local employers” says Stacey Callan, Team Leader, Employment Services at VERTO.
VERTO is committed to supporting all their clients, and that support goes beyond finding the right programs. The jobseekers were able to access a range of formal and informal support during the program. “We are on hand to help our clients make the most of the opportunities. In the case of these three jobseekers that additional support included individual coaching sessions, organising uniforms and providing transport to the location,” Stacey says.
With VERTO’s support, combined with their own tenacity and determination to find employment, all three were successful in finishing the program and were offered ongoing employment. For two of the jobseekers, the opportunities were right for them and they are now in permanent part-time roles with local Woolworths branches in Central West NSW.
“This employment can be life-changing for young people, particularly in regional areas, where it can be harder to come by. Programs like Diversity Dimensions provide indigenous people with opportunities to connect with employers and remove barriers to employment, such as lack of confidence and past mistakes,” Stacey says. “In the case of these jobseekers, they have overcome significant challenges to secure employment, that can break generational cycles and offer financial stability, and we couldn’t be more proud of them,” she concludes.
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