South West Connect recruits local businesses to act as hosts for students needing 35 hours of workplacement for their Vocational Education & Training (VET) course. Workplacement is NOT work experience.  These students are already studying an industry qualification and their workplacement is compulsory. The students are insured by the relevant education sector and are expected to behave as an entry level employee. If you would like to enquire about becoming a host employer please contact us.

 

Host Employer Forms

An Employer’s Guide to Workplace Learning

 

  • Employers FAQ
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  • 1. What is the Host Employer's role in workplacement?
     
    • To identify potential workplace opportunities prior to the commencement of the student's workplacement.
    • Ensure that employees understand the purpose of the workplace learning activity.
    • Provide students and their workplacement co-ordinator with details of arrangements for the first day.
    • Appoint an appropriate supervisor for the student.
    • Provide a safe working environment.
    • Negotiate a structured learning situation for the student.
    • Negotiate the outcomes to be addressed and the competencies that can be covered.
    • Plan a training program that addresses the outcomes and suggest the approximate time required.
    • Monitor the progress of the student.
    • Complete the employers’ section of the student’s workplacement booklet.
    • Communicate with the supervising teacher as necessary during the workplacement period.
    • Notify South West Connect if the students do not attend workplacement when they are supposed to.
  • 2. How is workplacement different to work experience?
     

    Workplacement is very different from work experience.

    WORK EXPERIENCE – is usually undertaken by Year 10 students (sometimes Year 11) as part of Work Education studies, and is usually up to 5 days. The aim of a work experience placement is for a student to gain an understanding of an occupation or business and to undertake small tasks where appropriate, under the supervision of a qualified and experienced employee. The employer is usually required to complete a form to acknowledge the student’s attendance, attitude and interest. Work experience is unpaid and voluntary.

     

    WORK PLACEMENT (often called a “Structured Work Placement”) is a placement undertaken by Year 11 or 12 students (sometimes Year 10) with an employer as part of a chosen vocational course at school, and can vary from 1 to 4 weeks. The placement needs to demonstrate that a student can display the necessary skills (learnt in the classroom or on the job), which can be assessed against competencies required in the Training Package they are learning from. A work placement would usually be a requirement of a vocational course, with credit towards a student’s HSC and Vocational Education and Training (VET) qualifications. Employers are usually required to complete a logbook to acknowledge student competencies. Work placements are unpaid and voluntary.

  • 3. Who has to supervise the student on workplacement?
     

    It is important when a workplacement supervisor is chosen by a host employer organisation, that they are responsible, suitable and reliable. They must be able to support and supervise the student throughout their workplacement. It is expected that employers will act in accordance with workplace responsibilities as set out in the Work Health and Safety Act and Child Protection Act.

  • 4. What are the benefits for Host Employers?
     

    Hosting students allows you to:

    • participate in the education, career development and vocational training of young people in your community.
    • talk to students about your industry, its career paths and future directions.
    • promote the attitudes and skills you want in your workforce.
    • identify young people with potential for your industry.
    • strengthen your links with the community and raise your business profile.
    • increase the supervisory, training and mentoring skills of your staff.
    • give students knowledge of the value of work and raise the quality of those coming into your industry.

     

  • 5. What about insurance?
     

    No, the student is not covered by the host employer’s insurance policy at all, therefore not affecting the host employer’s insurance or policies.

    The students have comprehensive insurance coverage through their school and departmental body. The insurance policies cover employer indemnity, public liability indemnity, damage to employers’ property and compensation to students and teachers. The departmental bodies are; Department of Education (DoE) for all Government schools and TAFE, Sydney Catholic Schools for all Catholic Schools and Association of Independent Schools (AIS) for any other participating school.

  • 6. Do I have to pay students or anyone else for workplacement?
     

    No. Students on placement are classified as ‘voluntary workers’ and host employers are not required to make any payment to them under the Federal or State award covering their industry, the NSW Annual Holidays Act or the Workers Compensation Act. Any payment to the student may invalidate the Department’s insurance and indemnity arrangements.

     

    As organisations are funded to facilitate workplace learning, no service fee should be charged for organising workplacement.

  • 7. How long do we have a student for on workplacement?
     

    In order to satisfy the minimum requirement, a student must complete 35 hours each year, usually conducted in a one week block.

  • 8. What activities are students prohibited to perform on workplacement?
     

    The activities which students are prohibited to perform are:

    • Serve alcohol
    • Use dangerous machinery
    • Air travel on charter flights and aircraft other than those providing a regular public transport service.
    • Travel by helicopter
    • Travel outside the 12 nautical mile limit at sea
    • Scuba and deep sea diving
    • Any work of a sexual or explicit nature
    • Attendance at abattoirs
    • Work on roofs or roof cavity
    • Work where asbestos is present
    • High risk construction work
    • Demolition sites
    • Excavation sites
    • Activities that require a license that a student does not hold.
    • Use certain construction machinery unless suitably trained, instructed and supervised

    If you have any problems or questions please contact us

  • 9. What about Work Health & Safety (WHS) on workplacement?
     

    All courses have an Work Health and Safety component which is completed prior to students undertaking workplacement. The purpose of this component is to provide students with the skills and knowledge determined by the NSW Work Health and Safety Act. Where special protective clothing or equipment (PPE) is required by WHS legislation or by the host employer, students will be notified by their teacher prior to commencing workplacement. Students studying Construction and Entertainment Industry will have a Work Cover issued General Construction Induction Card (White Card).

    It is the role of the host organisation to also ensure the student is conducting workplacement within an environment that is WHS compliant.

  • 10. What is Child Protection?
     

    Working with children and young people is very rewarding. However, to ensure the safety and welfare of young people in your workplace, you and your staff must comply with a few simple rules. It is your responsibility as the employer to ensure that your staff know how to conduct themselves appropriately with children and young people. They must avoid any conduct that could make a young person feel threatened or coerced or belittled. This could include initiation activities or horseplay involving the student; physical or verbal abuse such as swearing at students; physical assault; inappropriate conversations, remarks or jokes of a sexual nature; the showing of sexually suggestive publications, electronic media or illustrations and any unwarranted and/or inappropriate touching or personal communication with students regarding their sexual feelings.

    This includes texting or using social media. As an employer, you will be asked to indicate on the Student Placement Record that, to your knowledge, there is nothing in the background of any staff member or person in close contact with the student that would make them unsuitable for working with children. Host employers must report any allegations against an employee in the area of child protection to the Principal of the school or the relevant TAFE NSW Institute Manager. Child protection legislation requires that allegations about employee conduct be reported to the NSW Ombudsman. Allegations involving suspected abuse, harm or risk of significant harm to the student must also be reported to the Community Services Child Protection Hotline 13 36 27 and, in some cases, to the NSW Police.

  • 11. What do we do in case of an accident on workplacement?
     

    In the event of a student being injured or involved in an accident whilst at the workplace, appropriate first aid or emergency care procedures should be immediately sought.

    As soon as practicable the student’s teacher, South West Connect and the student’s parents / guardians should be notified.
    If the student has supplied you with an Accident Form, please complete it and forward it to the school.

  • 12. Who has to complete workplacement?
     

    Year 11 and 12 students undertaking industry curriculum framework Vocational Educational & Training Courses as part of their HSC. Students undertaking one or more industry curriculum framework courses for the HSC must complete compulsory periods of workplacement for each course in the relevant industry. Other vocational courses may also require workplacement in industry.

  • 13. What about Confidentiality on workplacement?
     

    Some employers may require students to sign a Confidentiality Agreement due to the nature of the work and the sensitivity of information accessed. Students must maintain loyalty, honesty and confidentiality towards their host employer at all times.