Indigenous TraineeshipsFact Sheet

What is a Traineeship?

A Traineeship combines work and structured training that is generally used for developing entry level qualifications.

It includes:

  • paid employment for a fixed term (between 12 and 24 months);
  • a Training Contract signed by CharlesSturtUniversity, the trainee and registered with the funding department;
  • an accredited Certificate II or III course, delivered by a Registered Training Organisation (RTO) such as a Community College or TAFE, that leads to a nationally recognised qualification.

To what areas can traineeships apply?

  • Library
  • Administration
  • Laboratories
  • Maintenance
  • Warehouse
  • Information technology
  • Contact centres
  • Catering
  • Reception
  • Finance and more

What financial assistance is available?

  • Up to $7,700 financial assistance, depending on the trainee’s circumstances, and
  • A training incentive, dependant on the course undertaken.

Note: Depending on the RTO, the section may be required to pay a training levy of approximately $350 to cover administration costs related to the training.

Payment of trainees

The National Training Wage (NTW) Program provides training and work opportunities to young people, adults and the long-term unemployed. Under the NTW Award trainees are paid a training wage. Alternatively, the trainee may be appointed to a lower level on the HEW scale for the period of the traineeship.

Responsibilities of managers*

Managers are responsible for:

  • providing a full range of work experience required to develop the skills and knowledge the trainee needs on the job;
  • ensuring access to on- and off-the-job training in accordance with the traineeship;
  • providing a work environment that is free from any harassment (e.g. bullying, sexual or racial harassment);
  • meeting all funding conditions (e.g. completion of funding applications, on-the-job training, reporting, acquittal of funds);
  • contacting the Indigenous Employment Coordinator to provide cultural preparation sessions for the manager and team;
  • providing support as needed (e.g. mentoring, on-the-job training, coaching, advice and guidance); and
  • meeting periodically with the Indigenous Employment Coordinator to discuss the Indigenous employee’s progress.

The manager is also required to:

  • identify the competencies required in the position;
  • develop a training plan with a timetable for achieving the desired level of competency;
  • allocate responsibility to a staff member to provide on-the-job training;
  • arrange for the RTO or the Indigenous Employment Coordinator to provide a record of the trainee’s attendance at off-the-job training;
  • maintain a copy of the trainee’s off-the-job training results;
  • monitor the trainee’s progress and sign off their achievement of competencies in the relevant section of the Competency Record book administered by the RTO;
  • conduct regular meetings with the RTO’s representative and the trainee on a quarterly basis to discuss the trainee’s progress (the Indigenous Employment Coordinator can arrange these meetings); and
  • advise the Indigenous Employment Coordinator of any changes in the trainee’s location and/or supervisor within 14 days.

In addition to the above, the manager:

  • may assign or transfer the trainee to another section of CSU, if both the manager and the trainee agree;
  • may cancel the traineeship if both the manager and trainee agree.

NOTE: the manager must advise the Indigenous Employment Coordinator if this happens.

*Sourced from Indigenous Traineeships: What you need to know, The University of Newcastle.