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To help address demand in the short term, the initiatives address workers seeking a mid-career change. The needs of workers at this stage vary considerably. Those in adjacent industries may have limited experience in the defence industry and require higher levels of supervision and support to transition into their new career. Others may come highly skilled and only need a small amount of upskilling or workplace-specific training. These initiatives promote ‘earn while you learn’ opportunities to help make the switch easier.
The mid-career initiatives are likely to have a short-term impact. With retention measures, these workers could provide the supervisory and management level in later years.
Each year, approximately 7,000 ADF members exit the permanent force. The majority of these personnel are job ready and highly skilled; others may need upskilling to undertake specific civilian roles in the defence industry. Working in collaboration with the South Australian defence industry, this initiative will actively promote defence industry employment opportunities to transitioning ADF members.
Cost – Commonwealth funded and delivered.
Timing – Commencing 2024.
Impact – Will encourage a greater number of skilled people to consider a stable career that contributes to defence outcomes.
The Defence Industry Leadership Program provides participants with a Diploma or Advanced Diploma in Leadership and Management, tailored to defence industry requirements. Previously 20 to 30 places have been offered each year for participants to undertake a seven-month course. The initiative proposes an expansion of the current program up to 50 places per year.
Cost – $0.84 million over four years from the South Australian Government, together with an industry investment of $1.75 million.
Timing – Recommencing in 2024.
Impact – Will provide up to 50 places each year (175 over four years) in the program and increase the diversity in defence industry leadership. This initiative has a diversity target of 15 places per year for under-represented cohorts.
This initiative will provide practical experience to upskill existing defence industry workers in critical skills needed to deliver the NPS program, through international placements. It is anticipated that this program will expand over time, including enabling participation by workers from SMEs. The placements will form part of a career pathway, providing nuclear-related experience for entry level, mid-career and advanced shipbuilding workers.
Timing – Commenced August 2023 with initial placements and planning.
Impact – Building from an estimated 70 initial placements in 2023 to up to 500 placements in 2027.
In addition to the key education and training initiatives required, there are a number of supporting measures that underpin the implementation of these initiatives including, Evidence-based decision-making, Strategic communications and outreach, Skilled migration, and Security clearances.
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