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Cobar Better Connections Workshop

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Cobar Better Connections Workshop ...

Cobar Better Connections Workshop

    Oxley Employment Service Area

    21 August 2007

Slide 1

    Brief hello and welcome to country.

    It is good to see representatives here today from a wide range of organisations not only Australian Government funded but also a

    range of other service providers, local business, the local chamber, and also State government representatives.

    The Better Connections workshops are part of the Employer Demand and Workplace Flexibility Strategy announced by the Australian Government in the 2005 Budget. The Department of Employment and Workplace Relations (DEWR) is running a series of workshops around Australia.

    These workshops provide us with a good opportunity to discuss the local labour market. We look forward to hearing your views on issues affecting the local area and to look at ways to work collectively towards addressing these issues.

    The presentation and the outcomes of today’s meeting will be placed on the Australian Government’s Workplace portal on the internet (www.workplace.gov.au/bcw).

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    Slide 2

Origins: The Department undertakes a range of research and analysis

    in relation to the labour market. The workshops provide an opportunity to share some of this information with people who can make things happen on the ground and use it in a practical way.

    Almost every day you open up a newspaper you see an article about skill shortages in a particular industry. The Department undertakes a lot of work in relation to this issue and works with a range of other agencies including the Department of Education, Science and Training (particularly in relation to vocational education and training) and the Department of Immigration and Citizenship (in relation to its skilled migration programme) also the Department of Industry, Tourism and

    Resource and the Department of Transport and Regional Services.

    Running a series of workshops in specific locations was identified as one way in which we could share some of this work and use it as a basis for identifying issues, opportunities and linkages relevant to a local area. And in many cases tap into some of the work that is already underway in the local area.

Slide 3

    The object of the workshops is to:

    develop local strategies to address local labour supply and skill shortage issues,

    increase labour market participation for the target groups mature

    aged, parents, people with a disability, Indigenous Australians, long-term unemployed, people from culturally and linguistically diverse backgrounds and youth

    establish and further develop linkages between relevant organisations.

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To give you a feel for the activities relating to some of the other

    workshops I’ll just give a few brief examples of the sorts of work that

    has resulted from previous Better Connections Workshops:

Employment programs in various industries for highly disadvantaged

    job seekers, including prevocational training and placement with

    employers.

    Employer forums for local businesses.

    More effective working relationships between local DEWR-funded

    Employment Service Providers and other organisations in the area.

    Australian Apprenticeship pilot

    Try-a-trade expos with local TAFE colleges

    Local Employment Promotional campaigns

    Employment and Training Expos

Slide 4

Welcome and Introductions There is a lot to cover today and we

    have provided you with pamphlets and other promotional material to

    assist you in finding out about some of the labour market programmes

    and services available.

    Breakfast Served

Better Connections presentation Ivan Neville, Assistant Secretary,

    Labour Supply and Skills Branch, Industry Strategies Branch, will

    provide the workshop presentation which includes a range of local

    demographic and labour market information to give a good profile of

    the region and form the basis for discussion.

Identification and discussion of issues we will be looking for ideas

    and opportunities to better connect labour demand and supply in your

    local area.

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    Development of an action plan this section of the workshop will focus on labour market issues that can be realistically addressed at the local

    level by utilising existing resources and programmes.

Drawing it together collectively we would like to come away today

    with some clear actions and an idea of who is doing what and when.

    I’m sure many of you have attended workshops in the past where

    there have been lots of ideas and discussion of issues but not much

    happens after the event we hope to avoid that.

It is also worth mentioning that we see DEWR’s role as that of

    information sharing. In some cases we may be required to act as a

    catalyst for some initiatives but the aim is for responsibility and ownership of an action plan to be taken at the local level.

Thank you. I would now like to introduce Ivan Neville to give the

    workshop presentation.

Slide 5

This map shows the Employment Service Area (ESA) of Oxley.

The information on skills in demand focuses on this ESA.

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Slide 6

This is a broad profile of the Oxley ESA.

Adult Population Age break down

    In June 2005, the estimated working age population (aged 15 - 64) in the Oxley region was around 8600.

    In general, the adult population (15+) in the Oxley region was slightly younger than Australia overall. For example, 65.7% of the working age population are aged 15-44 compared with 63.6% for both the State and Australia (Source: ABS Population by Age and Gender, June

    2005 - 3235.0.55.001).

Unemployment Rate

    In the 12 months to March 2007, the unemployment rate for the Oxley region stood at 6.5%, which is higher than the rate for both the State and Australia (5.2% and 4.7% respectively). The unemployment rate is down from 7.6 per cent in the 12 months to March 2005. The unemployment rate varied across this region, from 3.6% in Cobar to 13.3% in Brewarrina (39% of the Labour Force identified as Indigenous).

    (Source: DEWR Small Area Labour Markets March 2007)

Centrelink Recipients

    More than one quarter (28.6%) of the working age population are in receipt of a Centrelink allowance which is significantly higher than Australia overall (17.8%).

Education

    In 2001, a lower proportion of the population in the Oxley ESA had completed post school qualifications (27.1%) than NSW (36.3%).

    A smaller proportion of the Oxley ESA population had completed a degree or higher (7.3%) than NSW (13.6%).

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    (Source: 2001 Census)

Diversity

    At the time of the 2001 Census, 4.4% of the Oxley population were

    born overseas, compared with 23.2% for NSW and 21.7% for Australia.

Around 1.7% of the Oxley population were born in non-English

    speaking countries which is significantly lower than NSW (16.1%) and

    Australia (13.2%).

    (Source: 2001 Census)

Indigenous

    At the time of the 2001 Census, around 1740 people in the Oxley

    region (17.2% of the population) identified themselves as Indigenous.

    Also at this time, the unemployment rate for the Indigenous population

    was almost four times that of the non-Indigenous population (21.6%

    compared with 5.4%).

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     Unemp LF Bogan (A) 6.1 1634

    Bourke (A) 8.1 2001

    Brewarrina (A) 13.3 1026

    Cobar (A) 3.6 2766

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Slide 7

    Another important part of the profile of the Oxley area is the distribution of employment across industries.

    At the time of the 2001 Census, Agriculture, Forestry and Fishing was the largest employing industry across the ESA, making up almost one quarter (24%) of employment. Other important industries include Mining and Retail Trade.

    The distribution of employment across this ESA is quite different to Australia and it is these differences that will affect the local labour market. Most notably, Agriculture, Forestry and Fishing accounts for a significantly larger proportion of employment in the Oxley ESA than for Australia overall (24% compared with 4%), although it should be noted that the drought will have had a negative impact on this industry since the 2001 Census. The proportion of employment in Mining is also much higher than Australia (9% compared with 0.9%).

    Those industries that employ a high proportion of mature age workers (e.g. Agriculture, Forestry and Fishing and Transport and Storage) will be more susceptible to the impacts of the ageing of the population. Employers in these industries may need to consider ways of retaining mature age workers in their business for longer through strategies like part-time work and job sharing rather than losing experienced workers through retirement.

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Slide 8

Next we look at skills in demand in the Oxley region.

    Information on skills in demand is difficult to obtain. The Department monitors and undertakes research on skills in demand and prepares listings of these occupations at the State and national level. The prime focus of DEWR’s approach is surveying employers who have recently advertised vacancies for selected skilled occupations, although contact is also made with industry and employer organisations. This information is published on the Australian Government’s Workplace site (www.workplace.gov.au/skillsindemand).

    Some information on skills in demand is also contained in the publication ‘Australian Jobs 2007’. This publication includes a matrix

    of the job prospects for 400 occupations and is available today in your packs.

    To gain a greater understanding of the current skills in demand in the Oxley region, DEWR conducted a telephone survey of local employers in July 2007. Findings from the survey provide a good indication of the extent and nature of recruitment difficulties that local employers face and can identify labour market opportunities into which employment service providers can tap.

The Survey of Employers’ Recruitment Experiences collected

    information from 155 businesses across 7 key industries.

Overall the survey found that:

    48% of employers surveyed had recruited or attempted to recruit in the past 12 months, which is on par with regions surveyed elsewhere. Recruitment over the last 12 months varied by industry, with high activity in the Mining, Retail Trade and Accommodation, Cafés and

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Restaurants industries and low activity in the Agriculture, Forestry and

    Fishing industry.

The 155 employers surveyed attempted to fill 720 vacancies, of which

    only 5% (or 37 vacancies) remained unfilled. This proportion of unfilled

    vacancies is lower than regions surveyed across Australia to date

    (8%). Although the overall unfill rate was quite low, there were certain

    industries that encountered difficulty recruiting and subsequently had a

    higher proportion of unfilled vacancies than others. Employers from

    the Property and Business Services (12% vacancies unfilled) and

    Health and Community Services (11%) industries were worst affected.

    On the other hand, employers from the Construction, Accommodation,

    Cafés and Restaurants and Transport and Storage industries filled all

    their vacancies.

In addition, 15% of employers reported one or more unfilled vacancies

    in their business.

Of the employers who had attempted to recruit in the last 12 months,

    just over half (58%) reported difficulty filling vacancies. This was most

    commonly reported by employers in the Construction (75% reported

    difficulty), Health and Community Services (71%), Property and

    Business Services (83%) industries. Employers from the

    Accommodation, Cafés and Restaurants industry reported less

    difficulty recruiting over the last 12 months.

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    Key Industries number of employers surveyed

    Retail Trade 37 Agriculture, Forestry and Fishing 32 Accommodation, Cafés and Restaurants 24 Health & Community Services 17 Construction 11 Property and Business Services 11

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    Mining 9 Manufacturing 3 Wholesale Trade 3 Education 3 Government Administration and Defence 2 Transport and Storage 1 Finance and Insurance 1 Personal and Other Services 1

Slide 9

One of the key indicators to measure the recruitment difficulties in an

    occupation is the degree of success that employers had in filling

    vacancies with suitable job seekers.

This chart shows the number of vacancies that were reported by

    employers in the Oxley area as their most recent vacancy. These are

    broken down by skill level and into three parts indicating whether the

    employer filled the vacancy (blue section), filled the vacancy with staff

    who required development (yellow section) or whether the vacancy

    was not filled (red section). In total, 9% of the most recent vacancies

    reported by employers were not filled, 9% were filled with staff who

    required development and 82% were filled with suitable staff.

We can see from the chart that a large number of the most recent

    vacancies were for lower skilled occupations (69 vacancies), and of

    these:

84% were filled with suitable staff;

    13% were filled with staff who required development; and

    3% remained unfilled.

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