Methodology 8 - Change agency

The term change agent refers to anyone involved in initiating or implementing change. Change agency refers to the ability of an agent of change to affect the way an organisation responds to change.

Key publication: Change agents and the national training system: core ideas
Resources:

Guidelines for Funded Projects 2008

Action Plan Template

Participant kits (available soon)

Mid term report template (available soon)

Final reports (available soon)

Contact: Suzy McKenna
Other reading: The Skilling of VET Change Agents, ANTA, Melbourne

Action Plans

  • ACT Corrective Services
    2ca_276-1-1-07.pdfdownload pdf 2ca_276-1-1-07.pdf 276
    The main focus of my project will be in facilitating a cultural shift in attitudes & current practices in relation to competency-based training & assessment for custodial officers. The desired shift will be from one that is primarily associated with permanent employment, financial reward & achieving competency alone, to one that is based on professional development. Trainers, workplace assessors, managers, supervisors and trainees will be engaged in the change management activities that will be involved in preparing staff for the first prison in the ACT. The industry skills council for government & community safety will be used as a sounding board.
    15-Jun-07
    Ms Julie Whellum
    0262070817
    Julie.whellum@act.gov.au
  • CHARTTES Training Advisory Council
    2ca_8-3-1-07.pdfdownload pdf 2ca_8-3-1-07.pdf 8
    The main focus for my change management activities will be to focus on my skills gaps, in order to successfully manage the many diverse projects I am managing this year. After reflection after the Induction day I aim to, with the assistance of my project mentor and other relevant aids; •Continuously reflect and build a greater understanding of my values, attitudes and motives as a change agent, and how they impact on project outcomes •Increase my understanding of how to apply change agent management strategies •Research, collect, and analyse different approaches to change management •Increase my skills in Evaluation, integration, diagnostic and prognostic skills
    15-Jun-07
    Ms Marcia Kelly
    0889411956
    projects@charttes.com.au
  • Creative Industries Skills Council Inc
    2ca_321-4-1-07 V2.pdfdownload pdf 2ca_321-4-1-07 V2.pdf 321
    The primary goal for this project is to develop a good practice model for work-based learning that is based on industry needs nationally. This will be supported by: Documenting and validating the what and how of simulated training and work-based learning from WRB04 to best meet industry needs; Encouraging robust industry involvement to present options for work-based learning; and Promoting industry led elements of change with RTO’s and STA’s.
    20-Jun-07
    Ms Valda Jennings
    0732171670
    valdajennings@optusnet.com.au
  • Department of Education, Training and the Arts
    2ca_187-4-1-07.pdfdownload pdf 2ca_187-4-1-07.pdf 187
    I propose to hone my skills and build strategies as a change agent by working with participants of a current RTF Applying Information and Research project. This representative group of VET practitioners will develop a draft Employability Skills Implementation Framework for the sector. Although recent changes to Training Packages ensure that employability skills are progressively embedded into units of competency, I believe a significant cultural shift is required to convince teachers and educational managers of the importance of explicitly addressing employability skills in training delivery and assessment. Since participants will represent both public and private training providers they will provide multiple and complex challenges to the change management role.
    15-Jun-07
    Ms Judy Gronold
    0741202571
    judy.gronold@deta.qld.gov.au
  • Gordon Institute of TAFE
    2ca_269-7-1-07.pdfdownload pdf 2ca_269-7-1-07.pdf 269
    This project will focus on developing models to encourage teachers to interact more closely with industry and focus ‘outside the academy’ in work structure. This will also require a cultural shift in thinking away from teacher focus to an industry focus. Case studies will be built based on 5 projects across the institute working with industry or to meet industry needs. These case studies will form the basis of a set of guidelines and tools to be used across the institute. As a VET change agent I hope to further define the role of Innovations at the Gordon Institute of TAFE and how that role can best establish the capacity to change directions to meet market needs.
    15-Jun-07
    Ms Rosemary Crowe
    0352250809
    rcrowe@gordontafe.edu.au
  • Gosford City Council
    2ca_48-2-1-07.pdfdownload pdf 2ca_48-2-1-07.pdf 48
    This project with develop my skills and knowledge as an external VET change agent, reflect and theorise on my role in establishing an alliance between the Home and Community Care Service providers (HACC), RTOs, VET funding providers and client groups (workers) in the Hunter and Central Coast of NSW. To achieve this alliance my role will involve • Development of trust and confidence between all stakeholders in their ability to meet the needs of the industry, • Recognition and knowledge of VET in the aged and community care industry, • Strategies to support workforce participation, sustainability, productivity and growth that reflect the national training system. As the’ facilitator of change’ I will engage the HACC Training Coordinator Training Advisory Committee members, HACC Services providers, Community and Aged care RTOs and client groups in diagnosing issues, challenges and develop/promote/ implement strategies to meet the needs of all stakeholders.
    15-Jun-07
    Ms Sue Flindell

    Sue.flindell@bigpond.com.au
  • Learning Partners Pty Ltd
    2ca_326-4-1-07.pdfdownload pdf 2ca_326-4-1-07.pdf 326
    To build my change agent skills and knowledge to enable me to be an effective change agent to look at the diagnostics and delivery of LL &N support for training packages to enable learners to successfully complete qualifications. To work with the LL& N staff at Learning Partnerships to investigate the current delivery models and to determine ways to deliver an integrated approach to LL &N skills within training packages using a range of strategies. To work with Townsville City Council to develop a range of LL& N strategies to support workers to complete training packages required for their work positions.
    15-Jun-07
    Ms Kathryn Chapman
    0747723530
    kathrynchapman@learningpartnerships.com.au
  • Northern Melbourne Institute of TAFE
    2ca_36-7-1-07.pdfdownload pdf 2ca_36-7-1-07.pdf 36
    To further develop recognition and flexible delivery approaches and processes within the faculty of Building and Construction. Currently this method of assessing and training is being administered and delivered predominately by myself. The challenge is to develop skills and understandings in individuals within each department in order for them to gain independence as assessors and administrators of RPL/RCC. Furthermore for these individuals to be able take charge of this process and to trial and comment on the effectiveness and value of the assessment and training model. And finally to have this model embedded in the training culture and not to seen as just an ‘add on’ or compliance requirement.
    15-Jun-07
    Mr Michael Callahan
    0392698746
    michaelc-bld@nmit.vic.edu.au
  • Sunshine Coast Institute of TAFE
    2ca_22-4-1-07.pdfdownload pdf 2ca_22-4-1-07.pdf 22
    This project aims to identify the specific skills and behaviours required of the Institute’s middle managers to achieve its strategic directions in the development of a 5 year Educational Plan. I see the greatest need for implementation of this plan to be my capacity to effectively operate as a change agent who can harness, motivate and up skill the educational drivers who I manage. They include Faculty Directors; Educational Program Managers and Faculty Administrators. This Change Agent project will enable me to develop and enhance my skill base to ensure I have the skills to support these key staff in implementing the Educational Plan.
    15-Jun-07
    Ms Linda Schlanger
    0754593132
    linda.schlanger@deta.qld.gov.au
  • TAFE NSW - South Western Sydney Institute
    2ca_295-2-1-07.pdfdownload pdf 2ca_295-2-1-07.pdf 295
    The focus of my public process will be to manage a sustainable network of RPL practitioners across the VET sector. •Manage 3 south western region RPL Forums for VET practitioners from both public and private RTOs and industry. •Promote and implement weekly online RPL professional development activities that include key speakers recognised as good practice practitioners. •Manage a wiki space that will provide a range of resources for practitioners, industry and learners. •Develop a South Western Sydney Institute’s RPL framework and strategy through an Institute working party to meet COAG and AQTF RPL requirements.
    15-Jun-07
    Ms Joanne Fuller
    0297805472
    Joanne.Fuller@tafensw.edu.au
  • TAFE SA - Regional
    2ca_143-5-1-07.pdfdownload pdf 2ca_143-5-1-07.pdf 143
    To successfully complete my project which focuses on accelerated skills formation using RPL processes and the Australian Skills vouchers, I plan to undertake a range of activities which will increase my own personal skills as an internal Change Agent: •Review literature on conceptual models of change management theory and tools for change management •Identify a mentor who can assist me formulate my ideas to develop new skills and new consciousness •Revisit my own values and skills, how these align with the organisation and what does this mean for accelerated skills formation •Collect data from a range of sources across the organisation that will assist me in my role to determine current skills formation practice.
    15-Jun-07
    Ms Janene Piip
    0886883694
    piip.janene@saugov.sa.gov.au
  • The Ascent Group Australia Ltd
    2ca_195-2-1-07.pdfdownload pdf 2ca_195-2-1-07.pdf 195
    This project will allow me to facilitate national change within the Disability Sector, by increased participation in the National Training System. The Disability Sector is one of the slowest to embrace VET and the National Training System. The project value adds to the current change process I’ve been facilitating in NSW Disability Sector to connect with and facilitate change with industry leaders from other States in Eastern and South Eastern Australia.
    15-Jun-07
    Mr Kevin Mead
    0267748999
    kmead@ascentgroup.org.au