Benefits of Australian Apprenticeships

Business owners can transform their business by employing an apprentice or trainee – as skilled staff are key to performance and success. It is also an investment in your business, your community and your industry to ensure you are ready to take advantage of whatever the future marketplace has to offer.

It is important for businesses to learn from the past and ensure they don’t suffer future skills shortages.

The Australian Government encourages employers by helping make apprentices an affordable option to invest in skills for the future of your industry and business through employment of Australian Apprentices and for upskilling existing staff.

The Australian Government offers a variety of financial incentives for business owners wishing to employee Apprentices and Trainees. With the support of a good Australian Apprenticeship Centre (AAC) national employers can stay abreast of differing education requirements in each state.

The AAC National Business Development team will help you (at no cost) to navigate the complexities of the different state jurisdictions. Paperwork and processes for national clients is streamlined and user friendly to make it easy for businesses with offices in different parts of Australia to manage their employment of Australian Apprentices.

The online web portals service most provide allows employers to keep track of the status of each Apprentice, provides incentive claim forms for downloading and information on when incentives are due to be paid.

Financial incentives for training staff and for employing apprentices or trainees

The Australian Government provides a variety of financial incentives for eligible employers and Australian Apprentices. These incentives can change from time to time and eligibility criteria applies in order to receive them. AAC’s are able to advise which incentives are relevant to your industry and business and for which you may be eligible.

State and Federal governments also provide other financial incentives as an encouragement to employ Australian Apprentices. This funding varies depending on market needs to stimulate the economy.

Incentives for training new staff (employed less than 3 months on a full time or 12 months on a part time basis): if you directly employ an Australian Apprentice, your business may be eligible for government financial incentives of up to $4,000 and a range of additional incentives for eligible employers.

The incentive programs for training existing staff (outside the above criteria): employees can access training and financial incentives in certain circumstances only.

Additional incentives included:

• payroll tax rebates in selected states/territories
• workers compensation insurance premium exemptions
• support for Adult Apprentices up to $7800 payable for 1st year fulltime apprentices and up to $5200 payable for 2nd year full rime apprentices (payable as a wage subsidy where the apprentice is over 25 years old at the commencement of their apprenticeship)
• up to $5500 Tools for Trade payments to the apprentice (at 3, 12, 24 & 36 month milestones and on completion)

There are many other State Government financial incentives that may be payable to your business. AAC’s assists you with all the processes required in employing an apprentice or trainee, providing advice on training options and assisting with Training Contract sign up and incentive lodgements.

What is your workplace culture like?

What does your company do?

This question is usually asked to gauge your organisation’s industry and the product or service you create. It’s a simple enough question to answer, it’s usually asked casually…and followed by more significant questions. Why not cut to the chase?

Perhaps a better question to ask: Why does your company exist?

Now we’re getting somewhere….

Can you recite your company’s core values or mission statement? Is there a story to tell about your founding principles? Has the mission changed over the years?

Workplace culture has been a buzz phrase in 2012. We affiliate the term with ping pong tables, office parades, and roof top happy hours. But, what if your company doesn’t have the intention of playing ping pong?

How does your company create alignment?

Some companies are committed to customer service, other companies have a daily mission to keep their employees safe, and there are other companies who promote a world class sales organization. You don’t need super hip employees or an informal dress code to have an effective workplace culture. All you need is a “purpose” that aligns your organisation’s founding principles to the goals of the individuals that serve it!

How are you promoting your Mission and Values?

What are your core business drivers?

Are you celebrating the individual?

Why Do You Care?

Accountability is high and mighty term to use in everyday business. How can we attach an extended meaning to accountability that makes sense to those in the trenches? To act with accountability may mean staying late on a Friday to finish reporting for an absent team member. This extra effort showcases an employee’s dedication to their department, the organisation, and an extended purpose. In this case, the A word is not an “or else” but the “the right thing to do”. People are always willing to do the right thing! If communicated not as an expectation but a common goal, the accountability to any effort seems reasonable.

So what if the person who stayed late on Friday received a personal message on Monday explaining how their actions exemplified accountability. Formulating a nomination program in accordance with the aforementioned scenario creates alignment. Someone put similar effort into founding the company 100 years ago. It’s good to know people still care…and what mattered then still matters now.

Why Are You In Business?

Rewarding employees for ‘above and beyond’ behaviour keeps them feeling appreciated! Attaching ROI to such behaviour can be difficult. So, we look at the reasons we are in business and create incentives. This often takes the shape of a trophy for someone who doesn’t value it…

Why can’t we award project managers for finishing a project ahead of time? Why can’t we reward an IT team for performing a disaster recovery test in a timely manner during operating hours? Show us the metrics for effective customer service and when we perform to them…how about some perks?

Every member of the team is responsible for driving revenue: some save time, some save money, and other save lives….incentivise accordingly and create a workplace culture that nurtures everyone!

Who Are You?

A team is a collection of individuals and no individual is more important than the team. But that doesn’t mean we can throw a tarp over a dynamic group and call it leadership. Every member of your team has distinct personal preferences and those preferences align with your organisational goals. How can we prove it to them?

You hire people first for their common sense. It makes sense to people to do things like show up for work, answer the phone, and to perform to minimum requirements. When we get past the minimum we start creating workplace culture. We get past the minimum by asking for accelerated effort in accordance with personal interests. So, when John gets to the office and learns that Jennifer affiliated his use of creativity with the “making a difference” company motto….he feels like he is at home!

No one works for just a pay check. Everyone appreciates it when someone tells them that the work they do makes a difference. To learn that the office you sit in was built by a woman (your grandma’s age) that cared about the same things you do…..gives your life purpose!