A review of training and assessment for Queensland’s security industry was conducted by the Office of the Queensland Training Ombudsman (OQTO) in 2016, with a follow-up report developed in 2018.
Key findings from the 2016 report identified little evidence of support for a consolidated industry approach to attracting, retaining and developing the required workforce. The report recommended Jobs Queensland engage and work collaboratively with industry to progress long-term workforce planning. To support the Queensland security industry workforce planning and development project, a Security Industry Advisory Group (SIAG) was established in September 2019.
Note: Garry Oliver, the Managing Director of BARS Training Australia and National Director of the Security Providers Association of Australia (SPAAL) server on this Security Industry Advisory Group for over 12 months.
Jobs Queensland facilitated the development of an extensive environmental scan, which was completed in March 2020. Issues identified include that the security industry in Queensland is in a state of transition. Drivers of transition comprise emerging technologies and specialisations, changing workforce demographics and regional profiles. Additionally, evolving licensing arrangements and training packages are creating opportunities and challenges to the workforce and the industry alike
The following recommendations can be found is the report
1.1 Clarify, define and map realistic career pathways in the security industry and establish an online resource that provides relevant information and resources, including information on education and qualifications, licensing requirements and career pathways.
1.2 Develop and support a network of ‘security industry champions’ drawn from existing networks and industries, who will promote diversity and awareness of opportunities within the workforce for job seekers from diverse backgrounds.
1.3 Develop innovative and alternative training pathways at the regional level to support the entry of under-represented groups into the workforce.
1.4 Develop and implement tailored technical security engagement activities for the Gateway to Industry Schools program.
2.1 Establish a training levy scheme for security industry workers and employers.
2.2 Promote the use of existing workforce planning mechanisms such as Workforce Planning Connect to build an industry-led culture of continuous professional development and lifelong learning.
2.3 Develop micro-credential content for the workforce to facilitate career progression and improve crucial soft skills such as communication, conflict resolution and customer service.
2.4 Promote to both employers and end-users the advanced skills sets available for security management, security risk analysis and security risk management within the training package.
2.5 Include Certificate III in Technical Security (currently CPP30519) on the Priority Skills List.
2.6 Explore the addition of specific skills sets (such as management and leadership skills), as well as relevant qualifications to meet the industry’s skilling requirements through the VET Investment Plan.
3.1 Establish a portable long service leave scheme for security industry workers.
3.2 Review government procurement practices for security contracts to ensure preference is given to firms that pay the Security Services Industry Award Rate or above.
3.3 Actively promote the recent updates to the security training package and encourage the commencement of more advanced security qualifications available.
4.1 Explore the value and feasibility of developing a statistical series on the private security industry, geared towards enhancing the understanding of the role private security plays in Queensland.
4.2 Establish an extended collaborative industry body consisting of employers, an employee representative, relevant government agencies, training providers and end-users. Its primary function will be to oversee the implementation of this plan and continue to drive relevant workforce development initiatives to meet the changing needs of the industry.
4.3 Collaborate across government, industry bodies and Queensland-based employers to develop and promote a ‘hub’ where businesses can easily access information on existing resources and targeted support. This would enhance their ability to take up opportunities to build business capabilities.
4.4 Establish regionally based security employment ‘skills exchanges’ that enable local job seekers to register their details, skills, interests and demonstrated ability to meet the standards required. This will give employers the opportunity to screen and meet potential employees and facilitate the sharing of staff between organisations.
For your own copy of the Workforce Development Plan (Click Here)
