Updated Strategic Workforce Plan

King Edward VII College Strategic workforce plan Introduction Established in 2010, King Edward VII College is a Registered Training Organisation (RTO) that provides training to students in business and management. Our principal purpose is to provide high quality training services to satisfy students’ needs. Our training is nationally recognised and accredited to meet vocational and educational standards. Courses are designed by highly qualified staff with extensive industry and training experience to achieve teaching and learning excellence, flexibility and personal satisfaction. We draw on our established relationships with industry and other stakeholders to ensure that our courses are appropriate to the demands of our clients and consistently meet their expectations. Quality is maintained in compliance with the national VET Quality Framework and through our continuous improvement system. A key objective is to develop the required knowledge and skills for clients to be job ready and competently undertake their chosen role in a wide range of business areas. Priorities ● Improve web site information to attract more students ● Conduct annual internal audit ● Develop and implement workforce plan ● Develop and implement a cultural sensitivity and awareness program for staff ● Implement staff performance management review system ● Identify suitable location for Sydney campus ● Develop an on-line learning platform for all courses ● Undertake scoping study for possible offshore campus Operational Priorities Plan Date Priorities Key performance indicators June 18 Improve web site information to attract more students 10% increase in students by June 2018 Improve market share by 5% July 18 Conduct annual internal audit Audit conducted and continuous improvement identified Flinders International College V.1 Page 1

September 18 Develop and implement workforce plan Workforce plan developed and staff informed of key strategies. Oct 18 Develop and implement a cultural sensitivity and awareness program for staff All staff trained in cultural awareness November 18 Implement staff performance management review system Staff advised of new system and performance reviews conducted across the organisation. Dec 18 Identify suitable location for Sydney campus Location identified and lease taken out Flinders International College V.1 Page 2

Objective: To ensure the recruitment and retention of first-class employees. http://textbook.stpauls.br/human_resources_student/page_10.htm Actions Responsibility Budget implications Performance Indicators Target date Develop and implement a job analysis and design system. Human Resources Manager Staff time only Turnover rate of staff is reduced as job analysis ensures that the right person for the job is recruited. December 2017 Flinders International College V.1 Page 4

Actions Responsibility Budget implications Performance Indicators Target date Review information included in job advertisements to ensure information more accurately reflects King Edward VII College’s values and vision and job requirements. Human Resources Manager Staff time only Turnover rate of staff is reduced as applicants with shared values are attracted to our organisation. December 2017 Develop and implement a cultural sensitivity and awareness program for staff Manager Staff time only All staff trained in cultural awareness Oct 2018 Use of social media for job advertisements Marketing Manager Staff time only More reach and wide choice of candidates Dec 2018 Develop Induction Programs Supervisor Subscription fee $99 per month All staff inducted into workplace procedures and systems. Dec 2018 Develop recruitment policy that identifies the range of options for sourcing staff and circumstances in which option should be used. CEO Staff time only Easy, reliable and fast process for recruiting. March 2019 Workforce development Objective: To drive individual and team performance. Actions Responsibility Budget implications Performance Indicators Target date Flinders International College V.1 Page 5

around $86.94 per month. the team and clients. Supporting and valuing the workforce Objective: Develop and implement more effective performance management for staff. Actions Responsibility Budget implications Performance Indicators Target date Introduce a system of performance conversations and capability development Site Manager Staff time Turnover rate of staff is reduced as job analysis ensures that the right person for the job is recruited. Sep 2022 Identify and agree on to flexible work arrangements HR Staff time Many part time and casual workers found who can cover shifts and are available on call. Aug 2022 Identify and develop reward and recognition systems Finance Department $500 price for employee of the year. Percentage of Staff retention increased. Nov 2022 Develop and implement an inclusion survey to find out about workforce metrics and views on inclusion HR Survey agency cost - $1,589 one time cost. gather information about a workforce from people in the business, people processes. Jan 2023 Develop a workplace diversity action plan that clarifies the responsibilities of each member of staff Managing Director Staff time Workload decreases. March 2023 Childcare Facilities CEO and Shareholders $50,000 to build the facility. Staff retention rate has been Jan 2023 Flinders International College V.1 Page 7

increased and staff feels valued at work. Workforce Skilling Objectives: ● Develop and implement more effective performance management for staff ● Expand employee development Actions Responsibility Budget implications Performance Indicators Target date Assessment of the training needs of the employees HR Staff time staff knowledge on Health and Safety has been developed Jan 2022 Develop and introduce a rolling, monthly program of professional development for trainers and assessors CEO Staff time Skills developed March 2022 Cross-functional trainings Team leader / Supervisor Resources cost $536 and staff time measure the impact of company's training and development program based on factors like: Results. Quick thinking. June 2022 Coaching/Mentoring Mentor/ Trainer salary for mentor $98 per hour. Employee engagement, increased number of actional ideas. August 2022 Job rotations HR Staff time competence development, career success and labor flexibility. Jan 2023 Flinders International College V.1 Page 8

Actions Responsibility Budget implications Performance Indicators Target date Develop and introduce a rolling, monthly program of professional development for trainers and assessors CEO Staff time Skills developed March 2022 Appraised employee performance yearly. HR and Director Staff time Goal accomplishments . each year of October keeping electronic records of items such as employee discipline notices, safety training employees have received, accident logs and workers’ compensation claims. CEO and Accountant Staff time minimize risk and potential liabilities July 2023 Overview of costs and benefits of human resources services indicated in operational priorities plan List and total projected costs. Following are the plan:- ● Develop and implement a cultural sensitivity and awareness program for staff. ● Implement staff performance management review system. ● Staff performance reviews. ● Conduct annual internal audits. Following are the Benefits:- ● Audit conducted and continuous improvement identified. ● Creates career growth ● Improves performance ● Increases employee engagement ● Helps determine training ● Clarifies expectations Flinders International College V.1 Page 10

● Allows for conversation ● Evaluates goals ● Provides documentation Costs:- We have used many subscription bse resources which cost us around $299 per month in total. We are also opening the new workshop for training purposes so we have decided to spend up to $50,000. Our team has also hired new trainers and assessors which might cost us around $15,000 per month for all new part time and casual staff. New actions are working from home and childcare facilities which cost around $50,086.95. Flinders International College V.1 Page 11