BETTER CONNECTIONS BETTER OUTCOMES

1. BETTER CONNECTIONS – BETTER OUTCOMES IMPROVING LABOUR MARKET EFFECTIVENESS East Metropolitan Perth 15 November 2005 Welcome and thank you for coming…... You may be aware that DEWR has recently commenced the process for the purchasing of Employment Services taking effect from July next year. I should point out that the discussions today will not form a part of the Request for Tender considerations for the purchasing. However, the presentation and the outcomes of today’s meeting will be placed on the Workplace portal on the internet, ie www.workplace.gov.au. It is good to see representatives here today from a wide range of organisations – not only DEWR funded but also a range of other service providers, the local chamber, and also State government representatives. We have now run a total of 28 workshops around the country since October 2004 These workshops provide us with a good opportunity to talk about the local labour market and we look forward to hearing your views on the issues affecting the local area and look at ways to work towards addressing these. Welcome and thank you for coming…... You may be aware that DEWR has recently commenced the process for the purchasing of Employment Services taking effect from July next year. I should point out that the discussions today will not form a part of the Request for Tender considerations for the purchasing. However, the presentation and the outcomes of today’s meeting will be placed on the Workplace portal on the internet, ie www.workplace.gov.au. It is good to see representatives here today from a wide range of organisations – not only DEWR funded but also a range of other service providers, the local chamber, and also State government representatives. We have now run a total of 28 workshops around the country since October 2004 These workshops provide us with a good opportunity to talk about the local labour market and we look forward to hearing your views on the issues affecting the local area and look at ways to work towards addressing these.

2. Agenda 8.30am: Coffee and tea on arrival 9.05am: Welcome and Introductions 9.05am: Welcome from City of Bayswater Mayor/CEO 9:15am Better Connections presentation 10:15am Guest speaker 10:30am Coffee break 10.45am: Identification of issues 11.15am: Developing an action plan 12.00pm: Drawing it together 12.30pm: Close 1.00pm Networking Lunch Welcome and Introductions – as mentioned we have a range of relevant organisations here today and no doubt during the break you will have the opportunity for networking. We have provided you with a pack of pamphlets and other promotional material to assist you in finding out about some of the programmes and services available in the area. Welcome to City – Mayor Terry Kenyon JP, Mayor City of Bayswater Better Connections presentation – the presentation will present a range of local demographic and labour market information – which will provide a good profile of the region and basis for discussion. Guest Speaker – Mr Martin Dempsey, CEO WA Retailers Association Identification and discussion of issues – We will be looking here for opportunities to better connect demand and supply. Developing an action plan – this section of the workshop is to focus on labour market issues that can be realistically pursued at the local level by utilising existing resources and programmes to address these issues. Drawing it together – 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 has been lots of ideas and talking about 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.Welcome and Introductions – as mentioned we have a range of relevant organisations here today and no doubt during the break you will have the opportunity for networking. We have provided you with a pack of pamphlets and other promotional material to assist you in finding out about some of the programmes and services available in the area. Welcome to City – Mayor Terry Kenyon JP, Mayor City of Bayswater Better Connections presentation – the presentation will present a range of local demographic and labour market information – which will provide a good profile of the region and basis for discussion. Guest Speaker – Mr Martin Dempsey, CEO WA Retailers Association Identification and discussion of issues – We will be looking here for opportunities to better connect demand and supply. Developing an action plan – this section of the workshop is to focus on labour market issues that can be realistically pursued at the local level by utilising existing resources and programmes to address these issues. Drawing it together – 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 has been lots of ideas and talking about 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.

3. Origins of the workshops DEWR undertakes a range of research and analysis of labour supply and skill shortages DEWR, with other Government agencies, is looking at how to address Australia’s labour supply and skill shortages Run a series of workshops to share information and ideas 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 the 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 (DEST) (particularly in relation to vocational education and training) and the Department of Immigration (in relation to its skilled migration programme) – also the Department of Industry and 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. 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 the 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 (DEST) (particularly in relation to vocational education and training) and the Department of Immigration (in relation to its skilled migration programme) – also the Department of Industry and 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.

4. Objective of the workshops Improve Labour Market Effectiveness by addressing labour supply and skill shortage issues increasing labour market participation (target groups – mature aged, single parents, people with a disability, Indigenous Australians, people from culturally and linguistically diverse backgrounds, youth) establishing and further developing linkages between relevant organisations Refer to slide. 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 underway. In Cairns, work has started on developing a strategy to train and place job seekers into the restaurant and catering industry including parents returning to the workforce. In Rockhampton, a series of workshops are being held for employers, in particular small and medium sized enterprises, to inform them about employment services and the assistance available for employers. In Wagga Wagga - A project for parenting payment job seekers is being developed. The project is likely to be in 3 job streams - admin/reception, retail and trades assistants including 6 week training course. In South West Perth, a survey into local labour and skill needs has been completed and the results are being presented at a forum for employers later in November.Refer to slide. 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 underway. In Cairns, work has started on developing a strategy to train and place job seekers into the restaurant and catering industry including parents returning to the workforce. In Rockhampton, a series of workshops are being held for employers, in particular small and medium sized enterprises, to inform them about employment services and the assistance available for employers. In Wagga Wagga - A project for parenting payment job seekers is being developed. The project is likely to be in 3 job streams - admin/reception, retail and trades assistants including 6 week training course. In South West Perth, a survey into local labour and skill needs has been completed and the results are being presented at a forum for employers later in November.

5. East Metropolitan Perth Labour Force Region and ESA This map shows the East Metropolitan Perth Labour Force Region (LFR) against the East Metro Perth Employment Service Area (ESA). While some labour market information provided by Centrelink and DEWR is at the ESA level, other data such as employment and unemployment figures are sourced from the ABS who provide information at the local Labour Force Region level. Both levels of data have been used in this presentation. We can see above that the Labour Force Region is a pretty good match for the ESA -------------------------------------------------------------------------------------------------------------------------------------------------------------- About 87% of people living in the ESA also live in the LFR About 80% of people living in the LFR also live in the ESA. Areas such as Chittering, Lower Chittering, Inglewood and Dianella are just outside the Labour Force Region but included in the Employment Service Area. Other areas such as Forrestfield, Wattle Grove, Canning Mills and Wooroloo are included in the Labour Force Region, but are not in the East Perth ESA. This map shows the East Metropolitan Perth Labour Force Region (LFR) against the East Metro Perth Employment Service Area (ESA). While some labour market information provided by Centrelink and DEWR is at the ESA level, other data such as employment and unemployment figures are sourced from the ABS who provide information at the local Labour Force Region level. Both levels of data have been used in this presentation. We can see above that the Labour Force Region is a pretty good match for the ESA -------------------------------------------------------------------------------------------------------------------------------------------------------------- About 87% of people living in the ESA also live in the LFR About 80% of people living in the LFR also live in the ESA. Areas such as Chittering, Lower Chittering, Inglewood and Dianella are just outside the Labour Force Region but included in the Employment Service Area. Other areas such as Forrestfield, Wattle Grove, Canning Mills and Wooroloo are included in the Labour Force Region, but are not in the East Perth ESA.

6. National Population Growth Before I start I just want to show you what is happening to the Australian population. This chart shows that between 2002 and 2011 just over three quarters of the growth in the working age population (15-64) will occur in the 45-64 age category. There are currently around 4.1 million baby boomers heading for retirement and the proportion of the population aged over 65 years will almost double to around 25% over the next 40 years. At the same time, growth in the working age population (15-64 years) is expected to slow. Growth - By 2011, the ABS predicts that three quarters of the working age population will be aged between 45 and 64 years. Population growth amongst those aged 45-64 years is expected to be more than three times the growth in the combined 15-24, 25-34 and 35-44 categories. Before I start I just want to show you what is happening to the Australian population. This chart shows that between 2002 and 2011 just over three quarters of the growth in the working age population (15-64) will occur in the 45-64 age category. There are currently around 4.1 million baby boomers heading for retirement and the proportion of the population aged over 65 years will almost double to around 25% over the next 40 years. At the same time, growth in the working age population (15-64 years) is expected to slow. Growth - By 2011, the ABS predicts that three quarters of the working age population will be aged between 45 and 64 years. Population growth amongst those aged 45-64 years is expected to be more than three times the growth in the combined 15-24, 25-34 and 35-44 categories.

7. East Metropolitan Perth Labour Force Region - Profile This profile gives us an overview of the East Metropolitan Perth Labour Force Region. Working Age Population In East Metropolitan Perth there is a working age population (those aged 15-64) of 170,000. Unemployment The unemployment rate for East Metropolitan Perth is 4.3%, which is in line with the low level of unemployment in the state. The wealth and economic activity generated by the resources boom has had some positive flow on effects, such as strong employment growth, across the entire state. This has pushed the Western Australian unemployment rate down and is now the lowest for any state. It is interesting to note that the unemployment rate varies significantly within the East Metro Perth Labour Force Region, from 5.4% in Bassendean to 2.5% in Kalamunda. Participation Rate The participation rate for East Metropolitan Perth is 64.0% which is lower than for WA overall (67.7%). This is partially due to the high number of people aged 65 and over in the region. Employment Rate However, there is also a lower working age employment rate in the region than is the case for WA (71.5% for East Metro Perth compared to 74.3% for WA – 2.8 percentage points difference). Given the low unemployment rate and recent strong employment growth in the region there may be some scope for more people of working age in East Perth to enter the workforce. Diversity A slightly higher proportion of the population in East Metro Perth were born overseas (29.6%) compared to the state (26.9%) and of those people that were born overseas a higher proportion were born in non-English speaking countries (14.3%) when compared to the state (11.7%). At the time of the 2001 census, around 2,500 people in the East Metro Perth ESA (1.5% of the working age population) identified themselves as Indigenous. The Indigenous unemployment rate was about 26.4%, which is far greater than the non-indigenous unemployment rate at the time (7.0%). In addition, only 50.3% of Indigenous persons participated in the labour force compared to 66.0% for the non-Indigenous population. Education A smaller proportion of people in the East Metropolitan Perth LFR (39.4%) have completed post school qualifications when compared to the state (41.1%) and a smaller proportion (12.3%) have completed a degree, compared to the state (16.2%). This profile gives us an overview of the East Metropolitan Perth Labour Force Region. Working Age Population In East Metropolitan Perth there is a working age population (those aged 15-64) of 170,000. Unemployment The unemployment rate for East Metropolitan Perth is 4.3%, which is in line with the low level of unemployment in the state. The wealth and economic activity generated by the resources boom has had some positive flow on effects, such as strong employment growth, across the entire state. This has pushed the Western Australian unemployment rate down and is now the lowest for any state. It is interesting to note that the unemployment rate varies significantly within the East Metro Perth Labour Force Region, from 5.4% in Bassendean to 2.5% in Kalamunda. Participation Rate The participation rate for East Metropolitan Perth is 64.0% which is lower than for WA overall (67.7%). This is partially due to the high number of people aged 65 and over in the region. Employment Rate However, there is also a lower working age employment rate in the region than is the case for WA (71.5% for East Metro Perth compared to 74.3% for WA – 2.8 percentage points difference). Given the low unemployment rate and recent strong employment growth in the region there may be some scope for more people of working age in East Perth to enter the workforce. Diversity A slightly higher proportion of the population in East Metro Perth were born overseas (29.6%) compared to the state (26.9%) and of those people that were born overseas a higher proportion were born in non-English speaking countries (14.3%) when compared to the state (11.7%). At the time of the 2001 census, around 2,500 people in the East Metro Perth ESA (1.5% of the working age population) identified themselves as Indigenous. The Indigenous unemployment rate was about 26.4%, which is far greater than the non-indigenous unemployment rate at the time (7.0%). In addition, only 50.3% of Indigenous persons participated in the labour force compared to 66.0% for the non-Indigenous population. Education A smaller proportion of people in the East Metropolitan Perth LFR (39.4%) have completed post school qualifications when compared to the state (41.1%) and a smaller proportion (12.3%) have completed a degree, compared to the state (16.2%).

8. East Metropolitan Perth Labour Market Demand Industry Employment by industry vs state Employment status by industry Projected industry growth Now looking at the Labour Market Demand picture for the region and firstly Industry Now looking at the Labour Market Demand picture for the region and firstly Industry

9. This chart compares employment by industry in the East Metropolitan Perth LFR against WA. We can see here that Retail trade is the largest employing industry in the region, and that there is a good spread of employment across a number of other industries including Manufacturing, Health and Community Services, Property and Business Services and Construction. This broad industrial base provides a wide range of employment opportunities and protects the region against a downturn in any one particular industry. As you can see employment in Manufacturing is especially strong when compared to WA overall reflecting commitment to this industry in the region. Health and Community Services also employ more workers than is typical for an area of this size, elsewhere in Australia. This may in part reflect the high number of people aged 65 and over in the area. This chart compares employment by industry in the East Metropolitan Perth LFR against WA. We can see here that Retail trade is the largest employing industry in the region, and that there is a good spread of employment across a number of other industries including Manufacturing, Health and Community Services, Property and Business Services and Construction. This broad industrial base provides a wide range of employment opportunities and protects the region against a downturn in any one particular industry. As you can see employment in Manufacturing is especially strong when compared to WA overall reflecting commitment to this industry in the region. Health and Community Services also employ more workers than is typical for an area of this size, elsewhere in Australia. This may in part reflect the high number of people aged 65 and over in the area.

10. Now moving to look at full and part time employment, by industry for the East Metropolitan Perth Labour Force Region. The share of part time employment for certain industries is worth noting and might present opportunities given the client mix within the area – which we will be looking at later in this presentation. As you can see from the slide, the majority of jobs in Manufacturing; Property and Business Services; and Construction are full time. As expected, part time employment is more common in industries such as Retail and Health and Community Services. Now moving to look at full and part time employment, by industry for the East Metropolitan Perth Labour Force Region. The share of part time employment for certain industries is worth noting and might present opportunities given the client mix within the area – which we will be looking at later in this presentation. As you can see from the slide, the majority of jobs in Manufacturing; Property and Business Services; and Construction are full time. As expected, part time employment is more common in industries such as Retail and Health and Community Services.

11. This chart compares the percentage of people that are employed in the various occupation groups in the East Metro Perth LFR, with the rest of WA. The three largest employing occupations are Professionals, Intermediate Clerical, Sales and Service Workers, and Tradespersons. This is consistent with the importance of the Retail, Health and Community Services and Manufacturing industries in the region, which were mentioned earlier. This chart compares the percentage of people that are employed in the various occupation groups in the East Metro Perth LFR, with the rest of WA. The three largest employing occupations are Professionals, Intermediate Clerical, Sales and Service Workers, and Tradespersons. This is consistent with the importance of the Retail, Health and Community Services and Manufacturing industries in the region, which were mentioned earlier.

12. Summary of Inner PerthSkills Shortage Survey Survey covered all industries and occupations 29% of applicants were rated as suitable (641 out of 2240) 55% of vacancies were filled or were expected to be filled. Next we look at Skill Shortages in Inner Perth (covering the East Perth, North Perth, Central Perth and South East Perth ESAs). While many businesses surveyed fall outside the East Metro Perth ESA they are all within a realistic travelling distance for people living in this area. The area of skill shortages is one of the most difficult to obtain hard data or information on. The department monitors and undertakes research on skill shortages and prepares listings of skill shortages 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. The department also makes contact with employers, industry, employer and employee organisations and education and training providers. This information is published at the national level on the Department's Workplace site (www.workplace.gov.au). Some information on skills shortages is also contained in the publication ‘Australian Jobs 2005’. This publication also includes a matrix of the job prospects for 400 occupations. Copies of Australian Jobs 2005 are available today in your packs. This skill shortages research shows that in Perth there are shortages in a number of professions (such as nurses and other health professionals, lawyers and engineers) and in the trades (particularly engineering, vehicle, construction, food and electrical trades). To gain a greater understanding of skill shortage issues in the East Perth area, DEWR has recently conducted a survey of 245 employers in the Inner Perth area. While it is not possible to identify specific occupations in skills shortage at the ESA level, the regional surveys do provide a general picture of the extent and nature of recruitment problems that local employers face. The survey included employers from all industries who answered questions about their success in filling 525 recently advertised vacancies, covering all major occupational groups, as well as the quality of applicants they received. The highest number of vacancies were from the Construction (167), Manufacturing (51), Accommodation Cafes and Restaurants (51), and Health and Community Services (47) industries. The occupations with the greatest number of vacancies were Tradespersons (212), Professionals (77) and Intermediate Clerical, Sales and Service workers (56). The large representation of these industries and occupations reflects the high number of advertised vacancies in these areas. The results of the survey show that: There were over 2,200 applicants for these vacancies (on average this is over 4 applicants for each position); Only 29% (641) of the applicants were rated as being suitable for the job. Only 55% of vacancies were filled or were expected to be filled, indicating that many employers experienced great difficulties in recruiting staff. Next we look at Skill Shortages in Inner Perth (covering the East Perth, North Perth, Central Perth and South East Perth ESAs). While many businesses surveyed fall outside the East Metro Perth ESA they are all within a realistic travelling distance for people living in this area. The area of skill shortages is one of the most difficult to obtain hard data or information on. The department monitors and undertakes research on skill shortages and prepares listings of skill shortages 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. The department also makes contact with employers, industry, employer and employee organisations and education and training providers. This information is published at the national level on the Department's Workplace site (www.workplace.gov.au). Some information on skills shortages is also contained in the publication ‘Australian Jobs 2005’. This publication also includes a matrix of the job prospects for 400 occupations. Copies of Australian Jobs 2005 are available today in your packs. This skill shortages research shows that in Perth there are shortages in a number of professions (such as nurses and other health professionals, lawyers and engineers) and in the trades (particularly engineering, vehicle, construction, food and electrical trades). To gain a greater understanding of skill shortage issues in the East Perth area, DEWR has recently conducted a survey of 245 employers in the Inner Perth area. While it is not possible to identify specific occupations in skills shortage at the ESA level, the regional surveys do provide a general picture of the extent and nature of recruitment problems that local employers face. The survey included employers from all industries who answered questions about their success in filling 525 recently advertised vacancies, covering all major occupational groups, as well as the quality of applicants they received. The highest number of vacancies were from the Construction (167), Manufacturing (51), Accommodation Cafes and Restaurants (51), and Health and Community Services (47) industries. The occupations with the greatest number of vacancies were Tradespersons (212), Professionals (77) and Intermediate Clerical, Sales and Service workers (56). The large representation of these industries and occupations reflects the high number of advertised vacancies in these areas. The results of the survey show that: There were over 2,200 applicants for these vacancies (on average this is over 4 applicants for each position); Only 29% (641) of the applicants were rated as being suitable for the job. Only 55% of vacancies were filled or were expected to be filled, indicating that many employers experienced great difficulties in recruiting staff.

13. This graph shows the proportion of vacancies not filled for each major occupation group. The total number of vacancies advertised is provided above each bar. We can see here that the number of advertised vacancies for Professionals and Tradespeople were the highest amongst the major occupation groups. Less than half were filled at the time the survey. The three other occupations with very low fill rates were Labourers and Related Workers, Elementary Clerical, Sales and Service Workers and Associate Professionals which each had around 53% of advertised were filled. This graph shows the proportion of vacancies not filled for each major occupation group. The total number of vacancies advertised is provided above each bar. We can see here that the number of advertised vacancies for Professionals and Tradespeople were the highest amongst the major occupation groups. Less than half were filled at the time the survey. The three other occupations with very low fill rates were Labourers and Related Workers, Elementary Clerical, Sales and Service Workers and Associate Professionals which each had around 53% of advertised were filled.

14. This chart shows the average number of people that applied for advertised vacancies in each occupation (in blue), and the average number of people that employers regarded as being suitable for the job they applied for (in red). While these are average figures and the number of applicants for each advertised vacancy varied, it does give us a general indication of the number of people applying for jobs across each occupation and the number of applicants that are rated as being suitable. Most notable here is the low number of applicants (and even less suitable applicants) for Tradespersons. This low number of applicants for Trades positions, combined with the large number of advertised vacancies, and low fill rate for this occupational group we saw previously suggests a significant shortage of capable workers to meet the demand in this occupational group. On the other hand Professionals, (the other occupational group that was very difficult to recruit for) had four 4 for each position, but less than one applicant was rated as being suitable by employers. This chart shows the average number of people that applied for advertised vacancies in each occupation (in blue), and the average number of people that employers regarded as being suitable for the job they applied for (in red). While these are average figures and the number of applicants for each advertised vacancy varied, it does give us a general indication of the number of people applying for jobs across each occupation and the number of applicants that are rated as being suitable. Most notable here is the low number of applicants (and even less suitable applicants) for Tradespersons. This low number of applicants for Trades positions, combined with the large number of advertised vacancies, and low fill rate for this occupational group we saw previously suggests a significant shortage of capable workers to meet the demand in this occupational group. On the other hand Professionals, (the other occupational group that was very difficult to recruit for) had four 4 for each position, but less than one applicant was rated as being suitable by employers.

15. This chart shows why employers, believe they could not fill all their advertised vacancies.  107 Employers had positions that they advertised for that remained unfilled. 43 of these employers were advertising for Tradespeople. Over half (54%) of employers felt that the most important factor impacting on whether or not positions remained unfilled was the need for specialised skills to undertake the job. This was especially the case for employers advertising for Professionals (73%). Other important factors leading to positions being difficult to fill were: Poor Attitude of applicants (39%) Uncompetitive wages (22%) Poor perception of the work (20%)This chart shows why employers, believe they could not fill all their advertised vacancies. 107 Employers had positions that they advertised for that remained unfilled. 43 of these employers were advertising for Tradespeople. Over half (54%) of employers felt that the most important factor impacting on whether or not positions remained unfilled was the need for specialised skills to undertake the job. This was especially the case for employers advertising for Professionals (73%). Other important factors leading to positions being difficult to fill were: Poor Attitude of applicants (39%) Uncompetitive wages (22%) Poor perception of the work (20%)

16. This graph provides an overview of the reasons why employers who advertised found one or more applicants to be unsuitable. On average employers advertised for 2.1 positions and received over 9 applicants, however more than 6 applicants were unsuitable. As you can see, the three primary reasons employers found one or more applicants to be unsuitable were: Lack of experience (53% of employers) Lack of skill (47% of employers) Poor Attitude (42% of employers) Occupations where these reasons are most prominent Lack of Experience – Advanced Clerical and Service Workers Lack of Skill – Managers and Administrators Poor attitude of applicants – Intermediate Clerical, Sales and Service Workers This graph provides an overview of the reasons why employers who advertised found one or more applicants to be unsuitable. On average employers advertised for 2.1 positions and received over 9 applicants, however more than 6 applicants were unsuitable. As you can see, the three primary reasons employers found one or more applicants to be unsuitable were: Lack of experience (53% of employers) Lack of skill (47% of employers) Poor Attitude (42% of employers) Occupations where these reasons are most prominent Lack of Experience – Advanced Clerical and Service Workers Lack of Skill – Managers and Administrators Poor attitude of applicants – Intermediate Clerical, Sales and Service Workers

17. 68 Employers advertised 212 positions for Tradespersons. 75 of the advertised Trades positions were filled and 22 employers filled all of their positions. This graph shows why the other 46 employers did not fill all their advertised positions for Tradespersons. Most striking is that half of employers did not fill all positions because they did not have enough applicants to fill one or more of their advertised positions. Other important reasons refer to applicants being unsuitable due to their: Poor Attitude (35%) Lack of experience (30%) Lack of Skill (22%) Notably 13% of employers advertising for Tradespeople had an applicant that did not turn up to an interview (which is notable due to the low number of applicants that applied for Trades positions). It is also important to note that almost 20% of employers rated an applicant as suitable, but the applicant was not commenced in the position. This suggests that many applicants are declining offers of employment, probably as they are offered a position from a rival employer. This data indicated that there is a labour shortage and skills in demand issue in this region. This could be a point worth consideriing later in the Workshop. ------------------------------ The average employer advertising for tradespersons advertised for 3.1 positions but received only 5.4 applicants and over 3 of these applicants were rated as unsuitable. 68 Employers advertised 212 positions for Tradespersons. 75 of the advertised Trades positions were filled and 22 employers filled all of their positions. This graph shows why the other 46 employers did not fill all their advertised positions for Tradespersons. Most striking is that half of employers did not fill all positions because they did not have enough applicants to fill one or more of their advertised positions. Other important reasons refer to applicants being unsuitable due to their: Poor Attitude (35%) Lack of experience (30%) Lack of Skill (22%) Notably 13% of employers advertising for Tradespeople had an applicant that did not turn up to an interview (which is notable due to the low number of applicants that applied for Trades positions). It is also important to note that almost 20% of employers rated an applicant as suitable, but the applicant was not commenced in the position. This suggests that many applicants are declining offers of employment, probably as they are offered a position from a rival employer. This data indicated that there is a labour shortage and skills in demand issue in this region. This could be a point worth consideriing later in the Workshop. ------------------------------ The average employer advertising for tradespersons advertised for 3.1 positions but received only 5.4 applicants and over 3 of these applicants were rated as unsuitable.

18. This chart shows the willingness of employers to take on a New Apprentice by each Industry. Blue bar - indicates that the employer currently employs a New Apprentice. Red bar – indicates that the employer tried to recruit a New Apprentice but was unsuccessful. Yellow bar – indicates that the employer does not currently employ a New Apprentice nor previously tried to recruit one, but would be willing to take one on. We can see here that New Apprenticeships were very common among the businesses surveyed and that a great number of businesses that did not currently employ a New Apprentice were willing to. Overall 33% of businesses surveyed currently employ a New Apprentice, 5% do not currently hire a new apprentice but have attempted to without succcess, 25% of employers do not currently hire a New Apprentice, nor have they attempted to recruit a new apprentice but they are willing to do so. The willingness of employers to train staff was further supported as indicated by more than half of employers stating that they were willing to provide paid work experience of up to two weeks to an unemployed person (noting that wage subsidies may be available through Government funded employment services). -------------------------- Industries excluded had less than 5 respondents or all respondents did not want to hire a New Apprentice.This chart shows the willingness of employers to take on a New Apprentice by each Industry. Blue bar - indicates that the employer currently employs a New Apprentice. Red bar – indicates that the employer tried to recruit a New Apprentice but was unsuccessful. Yellow bar – indicates that the employer does not currently employ a New Apprentice nor previously tried to recruit one, but would be willing to take one on. We can see here that New Apprenticeships were very common among the businesses surveyed and that a great number of businesses that did not currently employ a New Apprentice were willing to. Overall 33% of businesses surveyed currently employ a New Apprentice, 5% do not currently hire a new apprentice but have attempted to without succcess, 25% of employers do not currently hire a New Apprentice, nor have they attempted to recruit a new apprentice but they are willing to do so. The willingness of employers to train staff was further supported as indicated by more than half of employers stating that they were willing to provide paid work experience of up to two weeks to an unemployed person (noting that wage subsidies may be available through Government funded employment services). -------------------------- Industries excluded had less than 5 respondents or all respondents did not want to hire a New Apprentice.

19. Inner PerthRecruitment expectations 79% of employers surveyed expect to recruit in the next year 90% of these employers expect to have difficulty filling positions for their business. Employers were most concerned about recruiting Tradespersons, especially Structural Steel and Welding Tradespersons Metal Machinists and Fitters Carpenters The survey also found that over 79% of employers expected to recruit in the next year and that most of these (90%) felt that they would have difficulty filling positions. The range of occupations expected to be hard to fill was very broad – with trade-based positions being the largest group of occupations that were likely to be hard to fill. The survey also found that over 79% of employers expected to recruit in the next year and that most of these (90%) felt that they would have difficulty filling positions. The range of occupations expected to be hard to fill was very broad – with trade-based positions being the largest group of occupations that were likely to be hard to fill.

20. This chart shows the projected employment growth, by industry for Perth to the 2008/09 financial year. DEWR prepares indicative projections of employment growth primarily based on forecasts from the Centre of Policy Studies at Monash University. This graph highlights the anticipated continued strong employment growth of service orientated industries. Projected growth is especially high in Property and Business Services, Retail Trade and also growth in a number of other service industries including Education, and Health and Community Services. ------------------------------------------------------------------------ Note these are projections and are subject to external factors and to a great extent based on what has happened in the past. Given the relatively small size of the Labour Force Survey numbers in this region there will always be some movement in the projections. The extent of projected changes of employment in some sectors is probably something that would need further investigation and research. This chart shows the projected employment growth, by industry for Perth to the 2008/09 financial year. DEWR prepares indicative projections of employment growth primarily based on forecasts from the Centre of Policy Studies at Monash University. This graph highlights the anticipated continued strong employment growth of service orientated industries. Projected growth is especially high in Property and Business Services, Retail Trade and also growth in a number of other service industries including Education, and Health and Community Services. ------------------------------------------------------------------------ Note these are projections and are subject to external factors and to a great extent based on what has happened in the past. Given the relatively small size of the Labour Force Survey numbers in this region there will always be some movement in the projections. The extent of projected changes of employment in some sectors is probably something that would need further investigation and research.

21. All vacancies lodged and filled (Job Network and Job Placement Organisations) New Apprenticeship vacancies lodged and filled (Job Network and Job Placement Organisations) New Apprenticeship commencements (DEST 2003) East Metro Perth ESA Labour Market Demand Next we look at Vacancies. This data are for the East Metro Perth ESA.Next we look at Vacancies. This data are for the East Metro Perth ESA.

22. This chart shows vacancies lodged by Job Network Members and Job Placement Organisations in the 12 months to September 2005 and the number of those vacancies filled – indicated by the maroon bar. We can see a high proportion of Manufacturing, Retail and Property and Business Services vacancies. One of the reasons for the high number of vacancies in the Property and Business Services industry is due to Job Placement Organisations advertising vacancies as being with their organisation (which fall within the property and business services sector) rather than with the actual employer – hence this industry sector is likely to be overstated and other industry sectors understated. Vacancies lodged in Construction, Accommodation, Cafes and Restaurants, and Wholesale Trade are also worth noting. In total across all industries around 49.1% of the vacancies were filled. This is slightly less than the National rate of 50%. We acknowledge that some vacancies may be lodged with more than one provider or the vacancy may have been filled by someone other than a Job Network or Job Placement provider.This chart shows vacancies lodged by Job Network Members and Job Placement Organisations in the 12 months to September 2005 and the number of those vacancies filled – indicated by the maroon bar. We can see a high proportion of Manufacturing, Retail and Property and Business Services vacancies. One of the reasons for the high number of vacancies in the Property and Business Services industry is due to Job Placement Organisations advertising vacancies as being with their organisation (which fall within the property and business services sector) rather than with the actual employer – hence this industry sector is likely to be overstated and other industry sectors understated. Vacancies lodged in Construction, Accommodation, Cafes and Restaurants, and Wholesale Trade are also worth noting. In total across all industries around 49.1% of the vacancies were filled. This is slightly less than the National rate of 50%. We acknowledge that some vacancies may be lodged with more than one provider or the vacancy may have been filled by someone other than a Job Network or Job Placement provider.

23. Now if we look at the same picture but in relation to New Apprenticeship vacancies lodged and filled, we see that around 28.8% of all vacancies are filled. This is slightly lower than the average for apprenticeship and traineeship vacancies nationally (which is around 30%). It is important to note that the vacancies will include second and third year apprentices and this could explain the lower percentage of vacancies filled in the manufacturing and construction industries – it reflects the skills shortages in traditional trades we saw earlier. It may also reflect anecdotal evidence that we have heard about employers being concerned about the quality of new apprentices and requiring a minimum standard to be achieved before employment. It is also worth noting that at a national level the number of New Apprenticeship positions advertised and filled on Job Search for the months of April and May this year have risen compared to the same months last year but the actual number of these filled has actually decreased. DEWR has developed a New Apprenticeship Action Plan in response to: the declining share of apprenticeship/traineeship placements as a proportion of all placements made by Job Network the widespread shortages of tradespersons across most trades groups - many trades have been in shortage for all or much of the last decade. The Action Plan aims to: increase the number of new apprenticeship vacancies currently on JobSearch - Australia’s online recruitment website; increase the promotion of New Apprenticeships to employers through Job Network; and focus attention on key disadvantaged job seeker groups such as young Indigenous Australians. ------------------------------------------ Placements increased: April-05 = 1,322 & May-05 =1,517 April-04 = 1,173 & May-04 = 1,303 Positions advertised have increased: April-05 = 4,009 & May-05 =3,925 April-04 = 3,229 & May-04 = 3,329Now if we look at the same picture but in relation to New Apprenticeship vacancies lodged and filled, we see that around 28.8% of all vacancies are filled. This is slightly lower than the average for apprenticeship and traineeship vacancies nationally (which is around 30%). It is important to note that the vacancies will include second and third year apprentices and this could explain the lower percentage of vacancies filled in the manufacturing and construction industries – it reflects the skills shortages in traditional trades we saw earlier. It may also reflect anecdotal evidence that we have heard about employers being concerned about the quality of new apprentices and requiring a minimum standard to be achieved before employment. It is also worth noting that at a national level the number of New Apprenticeship positions advertised and filled on Job Search for the months of April and May this year have risen compared to the same months last year but the actual number of these filled has actually decreased. DEWR has developed a New Apprenticeship Action Plan in response to: the declining share of apprenticeship/traineeship placements as a proportion of all placements made by Job Network the widespread shortages of tradespersons across most trades groups - many trades have been in shortage for all or much of the last decade. The Action Plan aims to: increase the number of new apprenticeship vacancies currently on JobSearch - Australia’s online recruitment website; increase the promotion of New Apprenticeships to employers through Job Network; and focus attention on key disadvantaged job seeker groups such as young Indigenous Australians. ------------------------------------------ Placements increased: April-05 = 1,322 & May-05 =1,517 April-04 = 1,173 & May-04 = 1,303 Positions advertised have increased: April-05 = 4,009 & May-05 =3,925 April-04 = 3,229 & May-04 = 3,329

24. Another interesting part of this picture is to look at which industries are taking on Apprentices and Trainees. This Department of Education, Science and Training (DEST) data show New Apprenticeship Commencement numbers for 2003-04 – these are commencements with businesses with a postcode in the East Metro Perth ESA. While these numbers are for last financial year, they show that Job Network Members and Job Placements Organisations are only dealing with a small percentage of the apprenticeship and traineeship activity in this region. We can see very high numbers in the Retail industry with significant numbers also in Manufacturing; Construction; Property and Business Services; and Health and Community Services. Overall one of the messages here is that there are opportunities available - particularly for employment service providers to work with New Apprenticeship Centres and others including Group Training organisations to place more job seekers into New Apprenticeships – although the low numbers of vacancies filled may indicate that interventions such as pre-apprenticeship courses may be needed to make job seekers more competitive in securing apprenticeships. ----------------------------------------------------------- A proportion of New Apprenticeship Commencements in the Property and Business Services category are associated with Group Training Organisations and the actual apprenticeship or traineeship might not relate specifically to Property and Business Services. Many of the commencements are in areas such as the Engineering field, General Construction, and automotive. Another interesting part of this picture is to look at which industries are taking on Apprentices and Trainees. This Department of Education, Science and Training (DEST) data show New Apprenticeship Commencement numbers for 2003-04 – these are commencements with businesses with a postcode in the East Metro Perth ESA. While these numbers are for last financial year, they show that Job Network Members and Job Placements Organisations are only dealing with a small percentage of the apprenticeship and traineeship activity in this region. We can see very high numbers in the Retail industry with significant numbers also in Manufacturing; Construction; Property and Business Services; and Health and Community Services. Overall one of the messages here is that there are opportunities available - particularly for employment service providers to work with New Apprenticeship Centres and others including Group Training organisations to place more job seekers into New Apprenticeships – although the low numbers of vacancies filled may indicate that interventions such as pre-apprenticeship courses may be needed to make job seekers more competitive in securing apprenticeships. ----------------------------------------------------------- A proportion of New Apprenticeship Commencements in the Property and Business Services category are associated with Group Training Organisations and the actual apprenticeship or traineeship might not relate specifically to Property and Business Services. Many of the commencements are in areas such as the Engineering field, General Construction, and automotive.

25. Participation rate Average length of unemployment Full and Part Time employment East Metropolitan PerthMature Age Employment Moving on to the Supply side for the region and firstly we look at mature age information. We define mature age as 45 years and over.Moving on to the Supply side for the region and firstly we look at mature age information. We define mature age as 45 years and over.

26. East Metropolitan Perth Mature Age (45-64) - Profile This profile gives a comparison of the labour market outcomes of mature age people in East Metropolitan Perth against their younger counterparts. Population In East Metropolitan Perth there is a total mature age population (those aged 45-64) of 62,700 representing over 36% of the working age population. Unemployment Mature age people living in East Perth are less likely to be unemployed than 15-44 year olds (3.0% compared to 5.0%). However, the lower unemployment rate for 45-64 year olds is largely due to mature age people moving out of the labour force and into early retirement instead of remaining classified as unemployed. Participation Rate The participation rate for 45 – 64 year olds in East Metropolitan Perth is 72.2%, which is lower than for the 15 – 44 year old category ( 76.2%). The participation rate for people aged 55 - 64 is especially low (59.4%), and is contributing to the overall low participation rate for East Metro Perth that we saw for this region earlier in the presentation. This profile gives a comparison of the labour market outcomes of mature age people in East Metropolitan Perth against their younger counterparts. Population In East Metropolitan Perth there is a total mature age population (those aged 45-64) of 62,700 representing over 36% of the working age population. Unemployment Mature age people living in East Perth are less likely to be unemployed than 15-44 year olds (3.0% compared to 5.0%). However, the lower unemployment rate for 45-64 year olds is largely due to mature age people moving out of the labour force and into early retirement instead of remaining classified as unemployed. Participation Rate The participation rate for 45 – 64 year olds in East Metropolitan Perth is 72.2%, which is lower than for the 15 – 44 year old category ( 76.2%). The participation rate for people aged 55 - 64 is especially low (59.4%), and is contributing to the overall low participation rate for East Metro Perth that we saw for this region earlier in the presentation.

27. This chart compares the full-time and part-time participation rates for people of different ages in the East Metropolitan Perth region. It can be seen here that at most stages of life the majority of people prefer to work full-time. However while full time participation falls sharply at the 55 to 64 age group, part time participation remains relatively stable (for the 25-64 years age groups). This suggests that there is a reasonable demand for part time employment as people look for part time work to ease into retirement. This chart compares the full-time and part-time participation rates for people of different ages in the East Metropolitan Perth region. It can be seen here that at most stages of life the majority of people prefer to work full-time. However while full time participation falls sharply at the 55 to 64 age group, part time participation remains relatively stable (for the 25-64 years age groups). This suggests that there is a reasonable demand for part time employment as people look for part time work to ease into retirement.

28. Working Age Customer Populations Working age payment recipients Centrelink and Job Network populations Centrelink and Job Network populations by age Job Network quarterly referrals East Metro PerthLabour Market Supply We have seen what industries and occupations are prominent in this area and the difficulties employers are experiencing when trying to fill vacancies. Migration may be a small part of the answer but the primary solution to these difficulties lies within the local area. We just saw that mature age people have lower participation rates in this area and are more likely to prefer to work part time. Now we will look at other valuable sources of labour such as Centrelink and Job Network customer populations, which include people that were previously overlooked such as Disability Support and Parenting Payment recipients. We have seen what industries and occupations are prominent in this area and the difficulties employers are experiencing when trying to fill vacancies. Migration may be a small part of the answer but the primary solution to these difficulties lies within the local area. We just saw that mature age people have lower participation rates in this area and are more likely to prefer to work part time. Now we will look at other valuable sources of labour such as Centrelink and Job Network customer populations, which include people that were previously overlooked such as Disability Support and Parenting Payment recipients.

29. The above chart represents those people whose main source of income is likely to be a Government allowance in the East Metro Perth ESA. The most prominent are the high numbers on Disability Support Pension, Parenting payments and of course NewStart Allowance recipients. A better way to look at this is to compare the Centrelink customer population and the number of people that are active on Job Network Member caseloads. ---------------------------------------------------------------------------------------------- Intermediate payment – an average of 10 hours or more per week for 13 or 26 weeks’ (compare with 15 hours on average for all other non-activity tested job seekers); or Intensive Support (IS) outcome – 15 hours or more each week for 13 or 26 weeks (compare with 20 hours each week for other NAT job seekers). The above chart represents those people whose main source of income is likely to be a Government allowance in the East Metro Perth ESA. The most prominent are the high numbers on Disability Support Pension, Parenting payments and of course NewStart Allowance recipients. A better way to look at this is to compare the Centrelink customer population and the number of people that are active on Job Network Member caseloads. ---------------------------------------------------------------------------------------------- Intermediate payment – an average of 10 hours or more per week for 13 or 26 weeks’ (compare with 15 hours on average for all other non-activity tested job seekers); or Intensive Support (IS) outcome – 15 hours or more each week for 13 or 26 weeks (compare with 20 hours each week for other NAT job seekers).

30. This chart shows both the Centrelink Customer population and the number of people that are active on Job Network Member caseloads. Newstart and Youth Allowance (Other) recipients are engaged well with Job Network – however only a small proportion of those on DSP and the Parenting Payment Single and Partnered allowances are engaged with Job Network. The limited engagement of these groups is likely to be contributing to comparatively low Employment rate for East Metro Perth compared to the rest of Western Australia that we mentioned earlier in the presentation. Studies undertaken in recent years by Family and Community Services have shown that at an Australia wide level just under 20% of DSP recipients, 33% of parenting payment partnered recipients and 41% of parenting payment single recipients who were not working or studying would like to work. The survey results do not take account of a person’s capacity to work or their particular circumstances and how those circumstances might need to change to help them move into the labour force. Although we don’t have this information for the East Metro Perth ESA this clearly points to a potential source of labour supply given the recipient numbers we see in the chart here. There is already work underway to encourage job seekers from these groups to participate in the workforce: For example, Centrelink Call Centres are contacting existing parenting payment customers with children over 6 years to discuss the benefits of working. A rate estimator has been develop which shows a job seeker the financial benefits and impacts on their payment. This will help to reinforce the benefits of working. This chart shows both the Centrelink Customer population and the number of people that are active on Job Network Member caseloads. Newstart and Youth Allowance (Other) recipients are engaged well with Job Network – however only a small proportion of those on DSP and the Parenting Payment Single and Partnered allowances are engaged with Job Network. The limited engagement of these groups is likely to be contributing to comparatively low Employment rate for East Metro Perth compared to the rest of Western Australia that we mentioned earlier in the presentation. Studies undertaken in recent years by Family and Community Services have shown that at an Australia wide level just under 20% of DSP recipients, 33% of parenting payment partnered recipients and 41% of parenting payment single recipients who were not working or studying would like to work. The survey results do not take account of a person’s capacity to work or their particular circumstances and how those circumstances might need to change to help them move into the labour force. Although we don’t have this information for the East Metro Perth ESA this clearly points to a potential source of labour supply given the recipient numbers we see in the chart here. There is already work underway to encourage job seekers from these groups to participate in the workforce: For example, Centrelink Call Centres are contacting existing parenting payment customers with children over 6 years to discuss the benefits of working. A rate estimator has been develop which shows a job seeker the financial benefits and impacts on their payment. This will help to reinforce the benefits of working.

31. We see here that the Centrelink population is much higher than the Job Network case load for all age groups above 25 years old. This reflects the greater representation of DSP and Parenting payment recipients in these groups.We see here that the Centrelink population is much higher than the Job Network case load for all age groups above 25 years old. This reflects the greater representation of DSP and Parenting payment recipients in these groups.

32. Although we need to be careful about drawing conclusions from this data given that it is only for four quarters, there has been an increase in the number of parenting payment (single) recipients who have engaged with Job Network in 2005. This increase is encouraging, as these upward trends are a reflection of the work being undertaken by Centrelink. DEWR will continue to monitor the situation and is hopeful that the increase in referrals will continue. The graph shows that the number of disability support pension recipients engaging with Job Network are small. Although we need to be careful about drawing conclusions from this data given that it is only for four quarters, there has been an increase in the number of parenting payment (single) recipients who have engaged with Job Network in 2005. This increase is encouraging, as these upward trends are a reflection of the work being undertaken by Centrelink. DEWR will continue to monitor the situation and is hopeful that the increase in referrals will continue. The graph shows that the number of disability support pension recipients engaging with Job Network are small.

33. Upcoming activities and those already established and underway We have just seen some examples of the sorts of information available for the Northern area which point to some of the things we think are interesting if you want to look at addressing labour demand and labour supply issues. Before doing that it is useful to be aware of some of the upcoming activities and opportunities with potential for the area to tap into – I am sure there are many more that you might be aware of and you might even like to flag with us as we are working through this list. Examples include: There are obviously opportunities here to establish and also broaden linkages. Jobs Galore - The North East Metropolitan Chamber of Commerce (NEMCC) is currently organizing a unique job placement event in February 2006. The event will consist of a full day job advertising and placement program in an endeavor to fill job vacancies and encourage employment by students and mature aged workers alike. It is proposed to have between 500 and 1000 jobs available for placement on the day (full time, part time or casual). It is planned that this event will be held annually to help job seekers and companies and help to address the ongoing skills shortages. Eat the View: Project running in Gidgegannup and is aiming to increase business growth and opportunities in the area. Still in the early stages, a community reference group has been established and they are currently working through the direction they will be taking. Regional Identity Plan: This plan is looking to create a 'regional identity' for the Swan region which will allow all stakeholders to promote a consistent message and image of the area. The plan is being finalised and the project team are starting to undertake some of the actions in the plan. Ellenbrook Regional Centre Plan: Roberts Day Group has prepared a draft plan which the City of Swan is currently assessing Midland Strategic Regional Centre Plan: current in the scoping phase. Syme Marmion is doing a Land Use Demand Assessment for Midland. Swan Valley Broadband: project to get broadband in the swan valley. The City of Swan has a consultant working with the Swan Valley businesses and telecommunication providers at present. Wood Waste Feasibility Study: A wood waste study has been completed with businesses in Malaga. The study was looking at ways to recycle the wood waste being produced by businesses in Malaga. The study was completed and the City is working with Malaga businesses to implement the outcomes of the study. Apprenticeships & Traineeships Project – Malaga: Run by employment directions. Project is linking the businesses community looking for an apprentice or trainee with the local schools and colleges to fill positions and cater school/college programs to students so they have the minimum skills to fill these positions.  Swan Regional Riverside Park – City of Swan: Creating a major environmental, education and cultural showpiece connecting the community to the unique natural and cultural environment of the Swan River and delivering sustainable social, environmental and economic outcomes for the region. Clay Brick Manufacturing - The employment and business concentration of non-metallic minerals products manufacturing in the East Metropolitan Region is due to the availability of suitable river clay soils for the production of clay brick, tile and pipe products. The Swan municipality is the principal home to these businesses, with the Metro Brick (now known as Austral Brick) and Midland Brick companies prominent in the area. The general employment concentrations in this regard are: • Clay brick manufacturing • Ceramic tile and pipe manufacturing • Concrete pipe and box culvert manufacturing • Cement, lime, plaster and concrete product manufacturing • Other ceramic product manufacturing We have just seen some examples of the sorts of information available for the Northern area which point to some of the things we think are interesting if you want to look at addressing labour demand and labour supply issues. Before doing that it is useful to be aware of some of the upcoming activities and opportunities with potential for the area to tap into – I am sure there are many more that you might be aware of and you might even like to flag with us as we are working through this list. Examples include: There are obviously opportunities here to establish and also broaden linkages. Jobs Galore - The North East Metropolitan Chamber of Commerce (NEMCC) is currently organizing a unique job placement event in February 2006. The event will consist of a full day job advertising and placement program in an endeavor to fill job vacancies and encourage employment by students and mature aged workers alike. It is proposed to have between 500 and 1000 jobs available for placement on the day (full time, part time or casual). It is planned that this event will be held annually to help job seekers and companies and help to address the ongoing skills shortages. Eat the View: Project running in Gidgegannup and is aiming to increase business growth and opportunities in the area. Still in the early stages, a community reference group has been established and they are currently working through the direction they will be taking. Regional Identity Plan: This plan is looking to create a 'regional identity' for the Swan region which will allow all stakeholders to promote a consistent message and image of the area. The plan is being finalised and the project team are starting to undertake some of the actions in the plan. Ellenbrook Regional Centre Plan: Roberts Day Group has prepared a draft plan which the City of Swan is currently assessing Midland Strategic Regional Centre Plan: current in the scoping phase. Syme Marmion is doing a Land Use Demand Assessment for Midland. Swan Valley Broadband: project to get broadband in the swan valley. The City of Swan has a consultant working with the Swan Valley businesses and telecommunication providers at present. Wood Waste Feasibility Study: A wood waste study has been completed with businesses in Malaga. The study was looking at ways to recycle the wood waste being produced by businesses in Malaga. The study was completed and the City is working with Malaga businesses to implement the outcomes of the study. Apprenticeships & Traineeships Project – Malaga: Run by employment directions. Project is linking the businesses community looking for an apprentice or trainee with the local schools and colleges to fill positions and cater school/college programs to students so they have the minimum skills to fill these positions.  Swan Regional Riverside Park – City of Swan: Creating a major environmental, education and cultural showpiece connecting the community to the unique natural and cultural environment of the Swan River and delivering sustainable social, environmental and economic outcomes for the region. Clay Brick Manufacturing - The employment and business concentration of non-metallic minerals products manufacturing in the East Metropolitan Region is due to the availability of suitable river clay soils for the production of clay brick, tile and pipe products. The Swan municipality is the principal home to these businesses, with the Metro Brick (now known as Austral Brick) and Midland Brick companies prominent in the area. The general employment concentrations in this regard are: • Clay brick manufacturing • Ceramic tile and pipe manufacturing • Concrete pipe and box culvert manufacturing • Cement, lime, plaster and concrete product manufacturing • Other ceramic product manufacturing

34. Range of DEWR Programmes Job Network Employer Demand Demonstration Projects Mature Age Industry strategies Employment Innovation Fund Job Placement Community Work Coordinators Voluntary Work Initiatives Green Corps New Enterprise Incentive Scheme Transition to Work National Harvest Labour Information Service Personal Support Programme Job Placement, Employment and Training Disability Employment Assistance Indigenous programmes such as Community Development Employment Projects, Structured Training & Employment Projects, Indigenous Small Business Fund, Wage Assistance and the Indigenous Employment Centre When considering strategies that could be useful in addressing some of the issues for the region it is useful to be aware of the range of programmes and services available. Listed here is the range of DEWR programmes available – there are of course many other Australian, State and, Local Government programmes that we could potentially draw upon when looking to develop an action plan today. Further details on these programmes are contained in a handout in your workshop pack. When considering strategies that could be useful in addressing some of the issues for the region it is useful to be aware of the range of programmes and services available. Listed here is the range of DEWR programmes available – there are of course many other Australian, State and, Local Government programmes that we could potentially draw upon when looking to develop an action plan today. Further details on these programmes are contained in a handout in your workshop pack.

35. How do employment service providers engage with employers to increase the participation of local unemployed, including single parents, people with a disability and mature age? How can Employers and Providers work together to create sustainable employment opportunities for Indigenous Australians? How can employment service providers make better linkages and increase the placement of job seekers into New Apprenticeships? How can better linkages between employment services providers and other key stakeholders be developed to better service the recruitment needs of employers? Listed on the screen are some issues we think might be worth considering as a group. These issues take into account the issues that people have raised during pre-workshop discussions. Note: outcomes that we need to achieve from the workshop are: An employer engagement strategy to increase the participation of the key client groups on the slide. Listed on the screen are some issues we think might be worth considering as a group. These issues take into account the issues that people have raised during pre-workshop discussions. Note: outcomes that we need to achieve from the workshop are: An employer engagement strategy to increase the participation of the key client groups on the slide.

36. Developing a local action plan Focus on practical actions Identify stakeholders and linkages When we break into groups we will discuss the issues raised and look at the key issues to develop an action plan to take forward in addressing those issues. The table pictured provides an outline of things to consider during discussion – each element will be important in pulling together an action plan for the area with identified deliverables, responsibilities and timelines. It is important that the action plan concentrates on actions that can be taken forward at the local level using the range of existing programmes and tools that we have available in the region – including the range of DEWR programmes that we saw earlier, but also other Australian and State government programmes. When we break into groups we will discuss the issues raised and look at the key issues to develop an action plan to take forward in addressing those issues. The table pictured provides an outline of things to consider during discussion – each element will be important in pulling together an action plan for the area with identified deliverables, responsibilities and timelines. It is important that the action plan concentrates on actions that can be taken forward at the local level using the range of existing programmes and tools that we have available in the region – including the range of DEWR programmes that we saw earlier, but also other Australian and State government programmes.

37. Evaluation strategy Workshop evaluation to be filled out today Follow up survey of participants to assess specific actions/strategies undertaken Longer term data analysis to assess measurable items and analysis of qualitative information relating directly to each workshop We have a strategy to help us in evaluating the workshops and to help us further develop and refine the ‘better connections’ concept. All we really need to do today is to have you fill out the evaluation from – included as a part of the pack on your table - at the end of the workshop. We have a strategy to help us in evaluating the workshops and to help us further develop and refine the ‘better connections’ concept. All we really need to do today is to have you fill out the evaluation from – included as a part of the pack on your table - at the end of the workshop.

38. Finish Thank you