FOUNDATION SKILLS IN SEASONAL WORKPLACES Phase II Report December 2006
Recommendations
A number of systemic issues need to be addressed with seasonal horticulture industries. These include:
- providing the industry with evidence of the benefits of investing in workforce development, and improving the training and education culture
- dealing with infrastructure issues such as transport and accommodation
- continuing to improve compliance with legal requirements
- improving the capability of contractors to address training and compliance issues.
Training initiatives alone will not fix systemic issues.
It is also important to recognise the urgency and immediacy of the industry. At peak work times, growers need to concentrate on getting the harvest in and packed, and making sure all the plants are pruned at the appropriate time. Training initiatives need to fit in with, and directly relate to, seasonal demands.
The Seasonal Labour Strategy Group will be able to provide practical feedback on these ideas. We recommend that they are involved so that they take ownership and promote the uptake of any new initiatives in consultation with the industry groups.
Workbase recommends:
10.Train the people who train seasonal workers. The trainers can improve their communication and oral instruction skills.
Develop practical modules that specifically address good communication with seasonal workers, especially those who come from a different language, ethnic or cultural background. Add these modules to training, certificate, diploma and degree programmes attended by contractors, supervisors, managers and growers.
In conjunction with industry peak bodies, develop information about critical issues such as giving oral instructions to seasonal workers. Distribute this information to employers through trade magazines, DVDs, web and other media.
Identify ways that the Department of Labour can enhance current activities, for example, in health and safety and immigration areas, to emphasise good practice in giving oral instructions to seasonal workers. Identify other government activities that could be enhanced in similar ways.
10.Develop accessible training resources as exemplars for employers
Undertake a stock-take of resources currently or previously used by employers of seasonal workers (including contractors). Review the resources in terms of current use, suitability for seasonal workers and acceptability to employers and funding agencies. Ask respondents to say what additional resources would be useful in training seasonal workers with a view to developing generic resources for the industries.
Develop some simple materials to use as exemplars (e.g. PowerPoint slides or laminated cards showing the basics of picking or pruning). Select examples that can be replicated for each sector.
Develop one or two high-tech examples of training materials for critical tasks such as pruning in viticulture and pipfruit. Deliver this material via computer-based training through websites or on CD ROM.
10.Trial a programme in a kiwifruit and/or pipfruit packhouse
In conjunction with industry organisations, approach selected packhouses in the pipfruit and kiwifruit industries to pilot fully-funded workplace literacy programmes to meet employer and employee needs. Consider the possibility of extending this opportunity to other packhouses if the programmes are effective.
Use case studies and data gathered from these programmes to develop resources to educate and inform employers of the value of contextualised foundation skills training.
10.Develop more co-ordination between government departments and agencies working with seasonal workforce issues
Develop and regularly update a database of all seasonal work initiatives being undertaken by government agencies and industry bodies. Make sure that this information is easily accessible and shared.
Develop and regularly update an inventory of all websites that contain seasonal work information (e.g. DOL, PickNZ, Horticulture NZ, Wine Institute, Seasonal Solutions, KGI). Consolidate and list these on one "portal".
10.Develop systems to capture learning, experience and information
As MSD moves out of funding seasonal work co-ordinators for regions, capture the knowledge held by current seasonal work co-ordinators and people who have held these positions in the past.
Discuss with MSD how the PickNZ website could be used to disseminate information about all aspects of seasonal work (e.g. compliance, training, health and safety, accident prevention, hydration and nutrition, clothing choices, sun smart practices and occupational overuse syndrome). Consider providing this information in a number of languages.
An industry representative made an additional recommendation:
10.Complete a case study to measure productivity gains through training
Complete a case study as a way to illustrate the benefits of training. Training programmes in places such as the National Certificate in Kiwifruit Orchard Skills could be used to measure productivity gains through improved training.