Master Builders NSW Members Magazine April-June 2023

CONSTRUCTION

• MYBIG — YOUR BUILDING INFORMATION GATEWAY

• ICIRT — A RATING DIFFERENTIAL

• CYBER SECURITY — MORE CRITICAL THAN EVER

BAR AND MESH GAUGE SET

Measure the diameter of steel rebar and mesh for conformance to AS/NZS 4671

Bar Gauge

10 mm to 32 mm N bar sizes, including S12 Pool Steel

Mesh Gauge

SL, RL, and TM mesh sizes from 4.75 mm to 11.9 mm

TO

gold stars being the highest rating available, and a business with three gold stars and above is classified as trustworthy.

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FUTURE-PROOFING CONSTRUCTION

The future is looking bright, with a strong focus and clear strategies for building the solid foundation of a wellsupported workforce.

Cybersecurity in Construction

Cybersecurity is a critical issue in today’s rapidly evolving digital world, affecting individuals, businesses, and industries. The construction industry, relying more on technology for project management and automation, is not immune.

50 iCIRT’s first Australian building company to engage in the rating

Created by global rating firm Equifax with support from the NSW Government, the voluntary rating tool involves a thorough and independent review of a company’s history and risk factors.

This publication is copyright. No part of it may be reproduced, stored in a retrieval system or transmitted in any form or by any means including electronic, mechanical, microcopying, photocopying, recording or otherwise without the permission of Master Builders Association of NSW or News Corp Australia.

Disclaimer: Readers are advised that the Master Builders Association of NSW and the publisher cannot be held responsible for the accuracy of statements made in advertising and editorial; nor the quality of goods and services advertised.

MASTER BUILDERS ASSOCIATION OF NEW SOUTH WALES

52 Parramatta Road, Forest Lodge NSW 2037 | Private Bag 9, Broadway NSW 2007

Tel: 02 8586 3555 | Email: enquiries@mbansw.asn.au

Website: www.mbansw.asn.au | ABN 96 550 042 906

HEAD OFFICE

Hear what our customers are saying about Waterstop Streamline

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Mr Albert Aeberhard Builder, Hotondo Homes Group ACT

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Waterstop is easy to order with efficient delivery. It has given us the edge on our competitors and is our preferred method of waterproofing and tiling showers.

IF YOU ARE ONE OF OUR COMPETITORS READING THIS AD PLEASE IGNORE.

My business has expanded rapidly since we started using the Waterstop Streamline hob and now I have tilers voluntarily recommending the Waterstop system – and me – to other builders. Everyone that uses it loves it.

Mr Fred Meddings Managing Director, Watertight Australia (Waterproofers)

Switching to the Waterstop Streamline system has been a fantastic result for the company. It ticks all the boxes by being modern, sleek, easy to install and failsafe.

Costly repairs associated with leaking shower trays are now a thing of the past.

Luke Pearce QLD Construction Manager, Devine Homes

Tony Glover Tony Glover Tiling & Waterproofing

Waterstop Streamline – Why would anyone use anything else to build a shower? At last someone has got a product together that not only works, but it looks good and is so easy for every trade to work with. It even comes with step by step instructions on the protective tape.

Mr Andrew Shailer Andrew Shailer Tiling

Using Waterstop Streamline in all our shower areas has made life easy for waterproofing and our tilers. They are so simple to install and always look very professional. I recommend to all my clients to use the Waterstop Streamline system in their shower areas.

Mr Kerry Blake Director, Blake’s Waterproofing

With so many new products on offer in our industry it is difficult to find time to investigate them all. We are very glad we made time for this one.

Mr Dennis Wright Building and Project Manager, Beazley Homes

Mr Glen Whitehead Managing Director, BJM Developments

The Establishment of a Building Commission in NSW — A Step in the Right Direction

The NSW Premier’s recent announcement by the NSW Government to establish a Building Commission by the end of the year is a significant milestone for the building and construction industry. It aligns with the long-standing policy position of Master Builders NSW and to the power of advocacy.

Over the years, numerous reports and inquiries have recommended the need for an independent building commission in NSW. The Campbell Report in 2002, for instance, highlighted the structural problems within the home building process, including the fragmentation of the regulatory regime. It recommended the establishment of a Home Building Compliance Commission, independent of the State Department of Fair Trading. We supported this recommendation but also argued for a broader scope, encompassing all sectors of the NSW building and construction industry, not just the residential sector.

Our advocacy for a Building Commission has been consistent. We have presented this key

policy position for some 18 years, aiming to consolidate the regulation and administration of the building and construction sector in NSW. This consolidation is crucial for delivering efficiencies, eliminating duplication, and ensuring a coordinated approach to building regulation and oversight.

easier and ensure consistency and coordination in all jurisdictions. Other state and territory jurisdictions have already taken a coordinated and consolidated approach, recognising the significance of a vibrant building and construction industry.

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Several inquiries, including the 2013 independent Bruce Collins Inquiry into Insolvency in the NSW Construction Industry, have echoed this call. The NSW Independent Pricing and Regulatory Tribunal (IPART) also supported the establishment of a single building authority to improve building compliance and enforcement. The independent review of the Building Professionals Act, undertaken by Michael Lambert in 2015, called for the establishment of an Office of Building Regulation to consolidate building regulations in NSW.

The establishment of the Office of the Building Commissioner (OBC) in August 2019 marked a significant reform in NSW. The OBC has brought substantial changes to the NSW building landscape, including the Design and Building Practitioners Act (2020) and Residential Apartment Buildings Act (2020), and the establishment of NSW Government and Practice Standards for Registered Certifiers. However, the work required to reform all sectors of the industry needs to continue.

We believe that the introduction of a consolidated “Building Act” would make future reforms across planning, strata, and building

The proposed Building Commission will draw together the current fragmented approach of various Government departments and agencies. It will act as an independent centralised authority to regulate and oversee the building and construction industry in NSW. This is a much-needed reform that will not only streamline the industry but also ensure better compliance, enforcement, and overall quality of buildings.

The establishment of a Building Commission will be a big step forward in the reform of the building and construction industry in NSW. It will provide a much-needed independent regulator with the powers and resources to ensure that buildings are safe, compliant, and of high quality. We look forward to working with the NSW Government and all stakeholders to make this a reality.

Bob Black President MBA/NSW

From the Executive Director

Wanted urgently: half a million new constuction workers

Last month, Master Builders Australia released its blueprint for future-proofing the building and construction industry’s workforce in the wake of a shortage of half a million workers. We are pleased to present the full comprehensive paper in this edition of Master Builder.

Australia is facing critical workforce shortages that are impacting various industries and skill levels across the country. These shortages obstruct economic recovery and impede productivity growth. In order to meet the demands of the coming decades, we face the major challenge of attracting a sufficient number of skilled workers. By focusing on policies around training, education, industrial relations, and workforce development, we can create opportunities to build a more productive and efficient labour force.

Construction serves as the foundation of the Australian economy, providing essential elements such as housing, transportation infrastructure, and

commercial and community buildings. Australia’s population is projected to increase by over 50% between 2022 and 2060, reaching nearly 40 million people, and will place a significant demand for building and construction work. Consequently, a substantial workforce will be required to accomplish industry demands.

Currently, some 1.3 million people are employed in Australia’s building and construction industry. Master Builders estimates that, in order to accommodate workforce growth and replacement by November 2026, the industry will need to attract approximately half a million workers.

To ensure our industry is equipped with the necessary workforce for the substantial tasks ahead, it is vital to both attract new talent and retain our existing and emerging employees.

Future-Proofing Construction: A Workforce Blueprint provides an overview of the workforce and businesses within Australia’s building and construction industry, our anticipated needs in the upcoming years, and the policy priorities for attracting, recruiting, and retaining workers in our field.

Brian Seidler MBA NSW Executive Director

FUTURE-PROOFING CONSTRUCTION: A WORKFORCE BLUEPRINT

April 2023

Introduction

The Australian workforce is facing critical shortages across industries and skill levels, hindering economic recovery and productivity growth. Attracting enough people to meet the demands of the coming decades is a major challenge, but policies around training and education, industrial relations, workforce development, and skilled migration offer opportunities to build a more productive labour force.

Construction is the backbone of the Australian economy – everyone needs a roof over their head, infrastructure to get around, and commercial and community buildings to live their lives. With Australia’s population projected to grow by over 50 per cent between 2022 and 2060, to reach nearly 40 million people, there will be a lot of building and construction work that needs to be undertaken and a significant workforce that will be needed to do this work.

Approximately 1.3 million people work in Australia’s building and construction workforce.

Master Builders estimates that workforce growth and replacement in the four years to November 2026 will mean the industry needs to attract around half a million workers.

Ensuring our industry has the workers it needs for the significant task ahead means we need to attract new workers and we need to retain our current and emerging workforce. This paper outlines the workers and businesses of Australia’s building and construction industry, what we will need in the coming years, and policy priorities for attracting, recruiting, and retaining workers for our industry.

Who we are

We are 1.32 million workers

One-in-ten Australian workers are employed in the building and construction industry. We are the third largest employing sector in Australia and have the second highest number of full-time workers at 1.15 million.1

We are 445,255 businesses

One-in-six Australian businesses are in the building and construction industry. We are the industry sector with the most businesses. 98.7 per cent are small businesses and 60 per cent are sole traders.2

Building & Construction workers

1,317,263 businesses

445,253

We are in need of workers

Building and construction businesses list worker shortages as their biggest issue. This includes attracting and recruiting staff as well as the availability of subcontractors and other service providers. Internet vacancy data for February 2023 indicates strong demand across many building and construction occupations, including over 4,000 online job advertisements for construction managers, and over 1,000 vacancies for carpenters, plumber and building labourers.3

The national Skills Priority List for 20224 identified nearly half of trade occupations and nearly 40 per cent of professional roles in Australia in 2022 were in shortage. Many occupations relevant to the building and construction industry are identified as in shortage, as shown in the table.

Construc tion Projec t Manager

Projec t B uilder

Engineering Manager

Sur veyor

Civil Engineer

Quantit y Sur veyor

Struc tural Engineer

Transpor t Engineer

Elec trical Engineer

B uilding Inspec tor

Construc tion Estimator

Civil Engineer Dra f tsperson

Civil Engineering Technician

Sheet Metal Tradesworker

Metal Fabricator

Pressure Welder

Welder (First Class)

B ricklayer

Stonemason

Carpenter

Joiner

Floor Finisher Painter

Glazier

Fibrous Plasterer

Solid Plasterer

Roof Tiler

Wall and Floor Tiler

Plumber (General)

Airconditioning & Mechanical

Ser vices Plumber

Drainer

Gas fit ter

Roof Plumber

Elec trician (General)

Elec trician (Special Class)

Airconditioning and Refrigeration Mechanic

Elec trical Linesworker

Technical Cable Jointer

Data & Telecommunications Cabler

Telecommunications

Cable Jointer

Telecommunications Linesworker

Telecommunications Technician

Landscape Gardner

Cabinet Maker

Fire Protec tion Equipment Technician

Contrac t Administrator

Projec t Administrator

Crane, Hoist or Lif t O perator

Driller

Ear thmoving Plan O perator

B ackhoe O perator

B ulldozer O perator

E xcavator O perator

Grader O perator

Loader O perator

Linemarker

Paving Plant O perator

Road Roller O perator

Home Improvement Installer

Construc tion Rigger

Steel Fixer

Struc tural Steel Erec tor

Crane Chaser

Looking ahead

The nature of work in the building and construction industry is evolving. Businesses are increasingly specialised. More and more building products are partially or entirely built off site. Workers are changing jobs more frequently. Technology is infiltrating the way tasks are done and processes are managed. Regulatory requirements are increasingly complex.

As an industry, we need to be cognisant of this. Understanding emerging and future workforce skills needs is critical to ensuring the pathways into and within our industry are flexible to the changing and diverse needs of workers, businesses, and employers. We need to ensure training and education products and pathways are not only suitable for the jobs of today but are forward looking and flexible so our industry can develop the skills it will need for the future. Vocational education and training (VET) reforms to establish Jobs and Skills Councils — which will have dual responsibility for workforce analysis and training product development — present an opportunity to better connect future looking workforce and skills analysis with the national training system.

Master Builders is a lead organisation establishing the Jobs and Skills Council for the built environment and is a founding employer member. To be known as BuildSkills Australia, this Council will commence operations in 2023 and bring together industry stakeholders with responsibility across the lifespan of our buildings and infrastructure. Bringing together design, construction, and building management into a single cluster has the potential to improve processes and result in better quality assets. The workforce research and analysis of BuildSkills Australia will complement the work done by individual industry members and Jobs and Skills Australia to enhance sector-wide workforce planning and forecasting, improve understanding of current and emerging challenges and opportunities including the needs of the next generation of workers, industry growth and attrition, emerging occupations, skills requirements, and pathways. These insights will inform the development and update of training products in the VET sector to ensure training, qualifications and pathways are up-to-date, flexible, and responsive to changing workforce, industry, and economic conditions. Our industry workforce is growing. Jobs and Skills Australia projects that the building and

5 Jobs and Skills Australia, 2022. Employment projections. Last updated: 8 September 2022. 6 ABS, 2022. Job Mobility (6223.0), February 2022. Released: 24 May 2022.

construction industry will grow by over 66,000 workers (5.8 per cent) between November 2021 and November 2026.5

Master Builders analysis of ABS data on job mobility6 conservatively estimates annual industry attrition at 7.8 per cent. This means that in 12 months’ time 7.8 per cent of the current building and construction workforce will no longer be working in the industry. These workers may have retired, moved to a different sector, be unemployed, or out of the labour force.

To meet growth projections and replace workers that leave the industry Master Builders estimates that 486,000 workers need to enter the building and construction industry between February 2023 and November 2026. Nearly half of the required workforce (229,000 workers) will be in technician and trade roles, the vast majority of which will enter the industry through a trade apprenticeship.

In addition to attracting new workers into the industry for current and emerging occupations, retaining existing workers and ensuring they can keep pace with evolving skills and knowledge is critical.

This document outlines Master Builders key policy positions to ensure Australia’s building and construction industry can maintain and grow its skilled workforce for the jobs of today, tomorrow and the future.

Attracting workers

• Addressing the bias and improving careers education

• Improving gender diversity

• Reframing the apprenticeship story

• The role of migration

Recruiting workers

• Understanding the options and testing the waters

• Entering the industry

• Nurturing success in the early stages

Train workers

• Improving quality by improving information

• Work-integrated learning pathways

• Enhancing education integration

Retain workers

• Occupational licensing

• Embracing a culture of life-long learning

• Improving business acumen

Attracting workers

• Addressing the bias and improving careers education

• Careers education in schools should be upto-date, unbiased and comprehensive

• Improving gender diversity

• Improving awareness and growing the pool

• Women Building Australia

• Reframing the apprenticeship story

• Earn while you learn

• Challenging and inspiring

• A lifetime of opportunities

• The role of migration in construction

• Population growth drives construction activity

• Australia’s attractiveness

• Simple and easy navigation

• International recognition

Addressing the bias and improving careers education

To attract people to the full suite of occupations Australia needs now and into the future, work is needed to address the bias pushing young people toward university at the expense of VET. Critically, this includes improving the quality of careers education in secondary and senior secondary schools.

In the 2019 Expert Review of Australia’s VET System, the Hon Steven Joyce noted:7

“Vocational education has been steadily losing the battle for hearts and minds with the university sector. Fewer young people aspire to undertake vocational education courses. Many consider VET as less prestigious and only for students who are of low academic ability.”

It is disappointing that the perception of VET in young minds compares poorly to university. Especially as this does not match the experience and outcomes for those who do follow a VET pathway. In the building and construction industry trade apprentices compare favourably to higher education graduates in terms of satisfaction, employment and income.

The VET system is poorly understood and many young people feel they are not provided with a deep understanding of post-school options and are instead pushed toward university, while only 10 per cent of young people report facing no pressure at all.8

The impact of the bias in schools toward university pathways is compounded by the views and perceptions of parents. For young people, their most trusted career advice is from their parents (56 per cent), followed by the internet (42 per cent), teachers (42 per cent) and career advisors (40 per cent). The gap in unbiased and up-to-date careers education is contributing to the 43 per cent of young people who self-report having ‘no idea’ what they want to do when they leave school.9

A major constraint on the quality of careers education in schools is a lack of funding and resources.

The Career Industry Council of Australia report that half of schools with a student population over 1,000 have less than $3 per student to spend on careers education.10 This is not acceptable.

Vocational and higher education are both integral parts of Australia’s tertiary education system. But they are not equally valued. To level the playing field, we need to address the bias

Recommendation

toward university, overcome misconceptions, and overhaul the quality, funding and availability of careers education in secondary and senior secondary schools.

Current and future secondary school students deserve the opportunity to learn about and pursue careers that they find motivating and rewarding, regardless of the educational pathway. Master Builders recommends addressing the entrenched bias toward university in our schools by improving the quality of careers education through a new federal, state and territory government National Partnership Agreement on Quality Careers Education. This new agreement needs to adequately fund and resource schools to deliver comprehensive, unbiased, and up-to-date careers education to secondary and senior secondary school students.

Improving gender diversity in the workforce

In an environment of acute workforce shortages and recruitment challenges, the building and construction industry needs to ensure it can attract talent from the full suite of Australian workers.

Despite this acknowledgement construction continues to be male dominated. Just 13.3 per cent of workers in the industry are female. However, the split is not even across occupation groups. One in four professionals are female, while for machine operators it is one-in-31.11

The low proportion of women in some occupation groups in the construction industry presents an opportunity to meet future workforce needs.

To harness this opportunity the barriers to female entry and retention in the industry need to be addressed. These include perceptions around the physical demands of the work as well as unfavourable aspects of the workplace culture and its flexibility arrangements. There are a wide range of initiatives being led

7 Joyce, 2019. Strengthening Skills: expert review of Australia’s vocational education and training system.

8 Year13, 2017. After the ATAR: Understanding how Gen Z transition into further education and employment.

9 Year13, 2017. After the ATAR: Understanding how Gen Z transition into further education and employment.

10 Clarke, 2015. Careers education must be for all, not just those going to university.

11 ABS, 2023, Labour Force Australia Detailed, February 2023. Released 23 March 2023.

12 NCVER, 2022. Apprentices and Trainees, September 2022.

by governments and industry to encourage more women into the building and construction industry, and in particularly into traditionally male dominated roles.

Initiatives such as Master Builders Australia’s Women Building Australia program are helping to dispel misperceptions about the industry, encouraging more women into construction, sharing the stories of women in the industry, supporting retention through mentoring, and nurturing career progression and business resilience.

These efforts are translating into more women in construction training pathways. In the year to 30 September 2022, 4,576 females commenced a construction apprenticeship or traineeship, 8.3 per cent of construction commencements.

2,220 of these women commenced a trade apprentices, the highest number on record nearly four times the 20-year average to 2021 of 599.12

Master Builders encourages the Government to think outside the narrow lens of gender targets for individual projects to identify options that will grow the pool of female and other under-represented workers in the industry. For example, through the Australian Skills Guarantee or other initiatives the government could consider:

• incentivising medium and large employers to improve diversity across their whole workforce, not just the workers on a specific project.

» This approach reduces the likelihood of underrepresented workers being moved between projects to meet procurement targets, improving workforce stability and retention.

» Restricting the initiative to medium and large employers reflects the greater number and diversity of roles within these businesses and their organisational capability to support diverse employees and to meet reporting requirements.

» This approach could also be implemented to lift the proportion of males in female dominated roles, such as administrative support.

• including non-price criterion in tender documents that enable industry to propose options to attract more females into the building and construction industry and therefore to grow the pool of workers.

» For example, in Queensland there is a Tier 1 construction company that runs a school-based program for female students. Students are shown

through the different stages and roles of construction projects to improve understanding and interest. This program is translating into women entering the industry.

Recommendation

Master Builders is concerned that targets for females on government funded projects will lead to employers competing over the same pool of workers (such as poaching female workers from private sector projects to public sector projects), rather than expanding the pool. The focus at the moment needs to be on growing the pool of female workers across the entire building and construction industry.

Women Building Australia

Women Building Australia (WBA) aims to attract the best workers to the construction industry, regardless of gender, by promoting opportunities for women and employers and providing the information and support they need. WBA is an initiative of Master Builders Australia with funding from the Australian Government’s Office for Women.

WBA Influencers & Ambassadors

The WBA Influencers and Ambassadors are tradespeople and industry leaders who understand and experience the realities of working in the industry, are successful, and have great passion for construction. These women are paving the way and supporting other women to join. Sharing their stories helps women outside the industry to understand what’s possible and to see there are jobs and opportunities for them in construction.

WBA Jobseeker Handbook

The Jobseeker Handbook assists women to understand the construction industry and its career opportunities. It highlights a wide range of industry roles – including what’s involved, their entry pathway, salary, and demand –

and features the stories of the WBA Influencers and Ambassadors.

WBA Career Expos

WBA attends career expos around the country to educate female school students, career advisors, teachers and parents about careers and opportunities in construction. WBA actively encourages women to enter into and lead successful careers in the industry.

WBA Mentoring

The WBA mentoring program provides women in construction with access to support, encouragement and advice from experienced individuals through a mentoring relationship. Mentoring is an excellent way to help women to build confidence and to participate and succeed in the industry.

WBA business coaching

The WBA Business Coaching program provides training and coaching:

• Female business operators can access coaching from experienced business leaders offering tactical support to help navigate the key issues.

• WBA and MYOB have partnered to deliver free training to women running a construction business, covering topics such as cashflow, bookkeeping, clients and suppliers, payroll, revenue and compliance.

Female led business register

The register highlights female owned/ managed construction businesses. It assists people in the community that would prefer to engage a female to find the right woman for their job.

For women interested in construction, Amanda says:

“Put yourself out there and don’t be afraid of taking that step to enter a career in the trades, trades can take you places you wouldn’t imagine are possible.”

Reflecting on her apprenticeship in painting, Karly says:

“Doing my apprenticeship was the best decision I ever made. It’s never going to be easy but I assure you that it will all be worth it, the good and the bad.”

For women interested in construction, Bailee says:

“Any women who wants to have a go, do it. Doesn’t matter who you are, where you’re from, if you’ve never been on the tools in your life; you just have to have a go! And if you find your niche within the industry don’t be scared to go against the grain or social norm and get into it!”

Amanda Chhouk Apprentice Carpenter VIC Karly Gaffy Qualified painter Melbourne

Bailee Major Founder: B.Claire Carpentry SA

Reframing the apprenticeship story

Apprentice and trainee pathways are well established and operate successfully in the construction industry. Nearly 10 per cent of the 1.26 million people employed in construction are apprentices or trainees, the highest proportion of any industry in Australia.13

On 30 September 2022, 121,479 apprentices and trainees in-training were employed in the building and construction industry. This is three in every ten apprentice and trainees employed in Australia and significantly more than any other industry sector.14

Despite apprenticeships being a wellestablished pathway into rewarding construction careers, employers are increasingly struggling to recruit suitable candidates and Group Training Organisations are reporting unprecedented numbers of employers waiting to host an apprentice.

The lack of quality, unbiased and up-to-date careers education in schools, as discussed earlier in this paper, is part of the challenge the industry faces in attracting the next generation of apprentices. In addition to this, there is a need to reframe the apprenticeship story and policy to be strategic and long-term.

Master Builders recommends governments, with input from industry and employers, research, develop and fund the implementation of a rolling apprentice commencement and retention strategy.

To promote the value and potential of Australian

apprenticeship pathways to young people, their parents and careers advisors Master Builders advocates the National Careers Institute work with industry to develop a coordinated national apprenticeship campaign.

The perception that an apprenticeship means low wages and undesirable work is far too common, and it isn’t true. This perception puts people off apprenticeship pathways. Young men and women need to be given the facts so they can make informed decisions.

2018 research by Year 13 reports:

“Australian apprentices have the potential to graduate from training nearly $150,000 financially ahead of university students when accounting for apprentice earnings and university debt. 64 per cent of young people said knowing this would make them consider an apprenticeship pathway more seriously.”15

With university fees and student debt increasing and apprentice wages rising, the financial gap is widening. Recent analysis by Master Builders estimates a carpentry apprentice has the potential to graduate between $198,135 and $351,838 financially ahead of their university friends and be entering into a job with the same

Detailed, February 2023. NCVER, 2022. Apprentices and Trainees, September 2022. 14 NCVER, 2022. Apprentices and Trainees, September 2022.

15 Year13, 2018. After the ATAR II: Understanding how Gen Z make decisions about their future.

starting salary.

In addition to the financial benefits of undertaking an apprenticeship, apprentices also report higher satisfaction and improved employment outcomes than university students.16, 17, 18

• 88.9 per cent of trade apprentices are satisfied with their apprenticeship, compared to 80.1 per cent satisfaction with training for university graduates, dropping to 74.4 per cent for engineering and 74.5 per cent for architecture and built environment fields of study.

• 91.5 per cent of trade apprentices are employed on completion, 92.0 per cent in occupations relevant to their training and 94.6 per cent report their trade skills as directly relevant to their work. By comparison, 72.2 per cent of university graduates gain full-time employment, of which 28.3 per cent report they are not

fully using their skills or education in their employment.

The challenge in the current employment environment isn’t the number of apprentice jobs available. It is attracting people to do an apprenticeship.

To help young people, their parents and advisers to understand the value and potential

Recommendation

of an apprenticeship pathway the journey needs a rebrand:

• from low pay to earn while you learn;

• from non-academic to challenging and inspiring; and

• from dead end to the beginning of a lifetime of opportunities.

To promote the value and potential of Australian apprenticeship pathways, Master Builders advocates for the National Careers Institute work with industry, apprentices, and employers to develop a coordinated national apprenticeship campaign to dispel the myths and promote the value and potential of apprenticeship pathways to young people, the parents and career advisers.

Earn while you learn (carpentr y)* Pay to study (built environment)* *

Year 1: $32, 587-$57, 526

Year 2: $33, 517-$68, 5 49

Year 3: $ 45,612-$88,641

Year 4: $53, 213 -$103,917

Total earning potential over four years: $164,931-$318,634

Year 1: $8301 student fees

Year 2: $8301 student fees

Year 3: $8301 student fees

Year 4: $8301 student fees

Total student debt over four years: -$33, 204

Average graduate earnings: $63900* * *

Average graduate earnings: $64700** * *

*minimum is full-time Award rate for apprentice that has not completed year 12; maximum is union enterprise agreement in Victoria; both include tool, industry and travel allowance

**Student contribution in 2023 for built environment field of study Actual contribution will be higher as fees are indexed each year

***NCVER, VET Student Outcomes 2022 for CPC qualification Cert II and above

****QILT, Graduate Student Outcomes 2022 for built environment bachelor degree

16 NCVER, 2020. Apprentice and trainee experience and destinations – time series 2008, 2010 and 2019; and 17 NCVER, 2020. VET student outcomes 2019. 18 QILT, 2020. 2019 Graduate outcome survey.

The role of migration

Australia’s population is growing, and the Federal Treasury expects that migrants will be the largest source of our population growth. Migration contributes to Australia’s economic growth and helps offset some of the effects of an ageing population.19

The building and construction industry has a two-fold interest in ensuring an effective and attractive migration system. Firstly, the industry employs and is reliant on skilled migrants, particularly in civil engineering and construction management roles on major infrastructure projects. And, secondly, a healthy in-flow of international migrants drives demand for housing, community and commercial building activity, and civil infrastructure works.

Ensuring that Australia continues to be an attractive destination for permanent migrants, particularly skilled migrants, is critical. This will require governments to ensure the policy setting for our migration system are internationally competitive and our communities continue to be vibrant, cohesive and welcoming environments.

Australia is an attractive destination for international migrants and needs to maintain this status. In an environment of increasing competition for international talent Australia risks falling behind comparable countries, such as New Zealand and Canada, due to complexity, cost and delays in our migration system, and other governments taking proactive steps to attract international talent to their shores.

Feedback from a construction sector employer in Victoria:

planning such as land releases and rezoning to better meet population needs.

Options to ensure the system remains flexible to emerging needs could be incorporated into the system. For example, Australia’s ten-year rolling migration plan could provide indicative levels for years four-to-ten; minimum size and composition for years two and three with levels able to be increased to meet emerging needs, and set size and composition for the coming year.

In addition, we note concerns with international study pathways for Certificate III trade qualifications that should be addressed. At present foreign nationals are not able to undertake an apprenticeship in Australia.

Recommendation

Recommendation

To provide certainty and instil confidence, Australia needs a longer-term approach to migration planning.

The Department of Home Affairs should work with the Centre for Population and Jobs and Skills Australia to develop a rolling ten-year migration plan.

In addition to simplifying the visa system and improving planning, Master Builders advocates for:

• Improved recognition of comparable international qualifications and experience, particular for trades. Trades recognition assessment processes are marred by lengthy delays. Where it is established that a particular country’s standards are comparable or exceed Australian requirements a trade recognition assessment should not be required. This has the potential to speed up processes, reduce red tape and costs, and make Australia a more appealing destination for these workers.

Australia’s migration system is complex, expensive, and slow. Action is needed to ensure Australia’s migration system is simpler with lower costs, quicker processing, better employment outcomes, and clearer pathways to permanency.

Australia’s migration system is also plagued by reactive decision making.

Publishing information on migration intake and composition provides potential migrants and their employers with assurance that levels will not suddenly change, and governments at all levels will be able to improve infrastructure

• Expansion of graduate visa eligibility. Australia’s tertiary education system is highly regarded, making us a popular destination for international students. At present, many permanently leave Australia after graduating. This represents a leakage of valuable skilled labour from our economy. To encourage more Australian educated international graduates to remain in Australia the range of qualifications eligible for graduate visas should be expanded to include Certificate III and above qualifications and the visa term extended to four year.

• Reforms to English language requirements for skilled visas so they are commensurate to the level of English required for the occupation or class of occupations. Building and construction employers have identified that functional English would be a more appropriate level for many construction occupations, particularly trades.

“It’s easier and quicker to go to other countries. I have just lost a guy from Chile as he can go to Canada much easier than here. I can’t blame him as the hoops we have had to jump through here are painful.”

However, they can complete a Certificate III trade qualification and depending on course duration apply for a visa upon completion.

However, employability in their chosen trade is inhibited as they lack the experience gained through an apprenticeship resulting in visa holders working below their education level as a labourer, in a different industry, or being unemployed.

This outcome is not beneficial for the visa holder, Australian employers, or income tax revenue.

Feedback from an employer in Victoria’s construction industry:

“With kids from another country, why can’t we put them through an apprenticeship like the locals? They get sponsored, go to training, and the other days they work on the job. This would give them the skills they need and businesses the workers they can’t get... this is more beneficial to all.”

Recommendation

To determine the viability of an apprenticeship visa pathway and the attractiveness to both employers and migrants, an apprentice visa should be piloted. Under the proposed pilot, neither the apprentice nor the employer would be eligible for government funded apprentice incentives or course subsidies, and the apprentice would have the same work rights and conditions as Australian apprentices.

The apprentice visa could be expanded to also include trainees studying a Certificate III or above and paid cadets.

Recruiting workers

• Knowing what’s out there and testing the waters

• Understanding the options and testing the waters

• Improving work-readiness

• Entering the industry

• A good fit for both parties

• Employer incentives

• Improving resources by digitising processes

• Identifying needs at the outset

• Nurturing success in the early stages

• Assessing needs

• Pastoral care and mentoring

• Supportive employers and supervisors

Knowing what’s out there and testing the waters

Young people, and those considering a career change, need access to information on what’s available, the opportunity to test the waters to find pathways that match their interests and aptitudes, and to understand what it means to be work-ready and to develop these skills. While this section is framed around prerecruitment for apprentices it is also relevant for people exploring other pathways.

Apprenticeships are a key entry pathway into skilled trade occupations in the building and construction industry. Undertaking an apprenticeship allows the participant to reap the benefits of formal training while gaining practical work experience and earning a wage. As apprenticeships combine work and training over a period of three-to-four years it is important that apprentice candidates understand what is involved in the apprenticeship, have realistic expectations, and are work-ready before committing to a training and employment contract.

Understanding the options:

Discussed earlier in this paper, students need access to comprehensive, unbiased and upto-date careers education that enables them to explore career pathways that align with their interests, motivators and abilities. Improving the quality of careers education in schools is a reform necessary to achieve this.

Testing the waters

Each prospective apprentice is unique, and each has differing levels of experience, knowledge and aptitude. Similarly, each construction trade is different. Some trades have a higher level of physicality than others, similarly some require more complicated maths, or greater safety awareness, or more communication skills.

Prospective apprentices should have access to a range of opportunities to explore the options available and to assess how these options fit with their interests and aptitudes.

Opportunities to explore potential career pathways — for example work experience or try-a-trade days — can assist prospective apprentices to cement their understanding of an industry or occupation, build confidence, and develop realistic expectations of the work involved before committing to a four-year training contract. It also shows a potential employer that they have initiative, have explored their options, and know they want to do an apprentice.

Being work-ready

Employers in the construction industry look for apprentice candidates with broadly similar attributes, these include:

• motivation and interest in the industry;

• work ethic and an understanding of what it means to work;

• communication and basic social skills;

• a good attitude to safety;

• a willingness to observe, learn and follow directions;

• realistic expectations of the physicality, type and hours of work; and

• a driver’s licence (or being on the way to getting one).

Prospective apprentices who are not yet

Entering the industry

Once a prospective apprentice has explored their options, tested the waters, and decided on the right trade for their interests and aptitudes it is time to find an employer and enter the industry.

A good fit for both parties

Improving the apprentice-employer match will reduce attrition and boost completions. Group training organisations (GTOs) have a commercial incentive to carefully match their apprentices and host employers. A poor match requires additional resources, such as more engagement by field officers to resolve issues or having to find a new host/apprentice if the relationship breaks down. Typically, GTOs do this well and they have higher completion rates to show for it.

Employer incentives

For work integrated learning pathways, it is not just about an apprentice looking for an employer. The business case also needs to make sense for the employer. The initial years of an apprenticeship come at a cost to the employer — the costs and resources to recruit, train, supervise and pay an apprentice outweigh their contribution to the business bottom line. Many small employers engage apprentices not for the economic return, but to give back to and ensure the longevity of the industry and their trade.

One of the most successful initiatives under the Australian Apprenticeship Incentive System was Boosting Apprenticeship Commencements. The initiative encouraged employers to hire apprentices by off-setting some of the costs associated with their employment. Employers

Recommendation

Master Builders recommends the development of an apprentice work-readiness assessment tool.

received a 12-month 50 per cent wage subsidy (up to $7000 per quarter) for hiring an apprentice between October 2020 and June 2022. By making it less costly to employ an apprentice, the program allowed for more new entrants to be drawn into the industry. In the construction industry commencements rose by around 80 per cent. More workers in construction means more homes, community and commercial buildings, and civil infrastructure can be built to support Australia’s prosperity.

While we are grateful that the current wage subsidies for apprentices exists (10 per cent in year one, 10 per cent in year two, and five per cent in year three), restructuring the wage subsidy to provide a 30 per cent wage subsidy

Recommendation

A successful apprenticeemployer relationship requires a good fit for both parties and this should be explored during recruitment. Tools and resources should be developed to help apprentices and employers to identify and understand what they are looking for in the employment relationship and how to seek out these qualities.

work-ready may benefit from a pre-vocational program or a pre-apprenticeship.

Recommendation

Master Builders recommends restructuring the wage subsidy to provide a 30 per cent wage subsidy in year one with no subsidy in subsequent years.

in year one and no subsidy in subsequent years will likely provide greater incentive to employers to hire an apprentice, thereby making a more significant contribution to the intended policy objective for a comparable government investment.

Improving sign-up services

Training contracts are coordinated through Australian Apprenticeship Support Network providers (AASNs) who also assist with onboarding information and supporting in-need apprentices. Unfortunately, feedback from across the country is less enthusiastic about the proficiency with which this is done. There are two key areas of concern – timeliness and quality of information.

• On timeliness, we are aware of employers having to follow up with their AASN multiple times to get training contract

paperwork finalised and the process taking months. Some AASNs have even encouraged employers to use the first months before the training contract is signed as a pseudo probationary period saying they will back-date the apprenticeship if it goes ahead. In the meantime, the employer, the apprentice and, if applicable, their guardian are not getting any information or support in the critical initial months of placement.

• The quality of the information provided by AASNs to employers and apprentices on sign-up can be superficial (eg: pay the apprentice, make sure they go to training, the end) and can come across as meeting the needs of a government process rather than the needs of the employer and apprentice. Given the key reasons apprentices cite for discontinuing are employment-related onboarding information and resources should include setting behaviour and communication expectations and how to resolve conflicts. A lack of resources is likely a key reason for training contract delays and poor-quality onboarding information. Digitising training contract sign-up processes and enabling contract management via an online portal either nationally or by state training authorities could improve the situation by addressing delays and enabling AASNs to better allocate their

Recommendation

Master Builders recommends development of a digital apprenticeship platform to improve the efficiency of apprentice training contract execution, provide apprentices and employers with resources and information, and free up AASN resources to provide better support to apprentices and employers.

resources. The digital process could also step the employer and apprentice through their role, responsibilities and obligations prior to signing and be followed up with digital onboarding resources. Further, the digital system could be used to provide ongoing touch points with the both the employer and the apprentice. This could leverage the successful apprentice text message pilot in New South Wales and be expanded to employers to nudge them to check in with their apprentice’s well-being and training experiences.

Nurturing success in the early stages Recommendation

The early stages of an apprenticeship are the most tenuous. The apprentice is finding their feet, it may be their first job, they may be nervous and need support to build their confidence. There can also be a disconnect in the expectations of the employer and the apprentice. As discussed earlier improving the work readiness and having realistic expectations (particularly in the first year) will greatly assist to address this disconnect. The tool could also assist to assess aptitude, learning style, and communication style and additional support could, for example, take the form of assistance to further foundation skills,

To nurture success in the early stages of the apprenticeship journey, Master Builders advocates for the development of an apprentice support assessment tool and accompanying resources to assist apprentices, their employers, training providers and support networks to identify areas where additional support would be beneficial to maximising the likelihood of success and funding the delivery of initiatives that provide said support.

modifications for neuro diversity, or reasonable adjustments for assessments.

Pastoral care can benefit apprentices, is a core element of the GTO model, and likely one of the main reasons that GTOs have higher completion rates than small employers. Having external support, such as a mentor or a GTO field officer, can assist an apprentice to build their confidence, address issues earlier, and seek guidance and support when needed. Outside of the GTO environment the provision of mentoring and pastoral care can be ad hoc and while usually beneficial is dependent on time-limited grants from governments or training funds.

The employer and/or supervisor has a critical role in supporting the apprentice. The level of workplace support available to apprentices can vary significantly depending on the size and therefore resources of the employer’s business.

Recommendation

Master Builders recommends an ongoing government funded national mentoring program for apprentices with care given to appropriately matching mentors and mentees, particularly for underrepresented cohorts.

Large employers have established resources and policies to support an apprentice such as human resources personnel, workforce development strategies, and codes of conduct. Small employers, on the other hand, are less likely to have these resources and therefore may need additional assistance.

In the building and construction industry nearly 70 per cent of apprentices are employed in a small business, while only six per cent are with large employers.20 A key challenge to lifting the quality of apprentice supervision and support is getting employers and supervisors to self-identify their skills needs and to address them. Options to integrate better education and support for employers, particularly small employers, when they sign-up an apprentice and in the critical first months need to be identified.

In addition, resources and training should be developed to assist new supervisors to understand their role and provide practical strategies to build the skills they need.

Recommendation

Master Builders recommends a pilot, similar to the NSW Government apprentice wellbeing text message pilot, be undertaken sending messages to first year apprentice supervisors with practical tips such as checking in and links to resources.

Train workers

• Improving quality in VET by improving information

• Publicly available information on training providers will improve quality by enabling students to make informed decisions, incentivising training providers to strive for excellence, and assisting governments to direct funding for training delivery

• Work integrated learning pathways

• Students with opportunities to integrate

work with study have better employment outcomes

• Universities should provide more students across more faculties for opportunities for work-integrate learning

• Enhancing education integration and recognition in Australia

• VET-HE-VET – need to improve recognition so that workers with either a university or a VET qualification can move between the tertiary education sectors as their career and aspirations motivate them to do so

Knowing what’s out there and testing the waters

VET is central to skills and knowledge development in the building and construction industry, more so than any other sector in Australia. A VET qualification is the highest level of education attained for over 600,000 building and construction workers. This is 54 per cent of the total workforce and 80 per cent of workers that have a post-school qualification.21 Ensuring the VET sector delivers high quality training that is occupation and industry relevant and valued by employers, and the Australian population more broadly, is critical to meeting current and future workforce needs in the building and construction industry. Disappointingly, VET and vocational pathways are undervalued in Australia and on a downward trajectory when it comes to status and perception. This is despite vocational education leading to rewarding and well-paying occupations and careers that are essential to Australia’s ongoing prosperity.

In the 5-year Productivity Inquiry Interim Report, the Productivity Commission noted that

student satisfaction or on student employment or salary outcomes.

Improving access to information on VET training quality and outcomes at the RTO level will assist students and governments to make more informed decisions, and incentivise RTOs to strive for excellence:

• Students (and their advisers) will have the information they need to identify the strengths and weaknesses of particular RTOs and therefore to make more informed decisions about the training provider and course that best meetings their needs, aspirations and aptitudes.

• RTO performance will be more transparent,

leading to greater accountability and an incentive to deliver higher quality training.

• Governments provide significant investment in RTOs to deliver VET training. Achieving value for this investment is critical. Improving information on RTO quality and training outcomes will assist governments to better align funding decisions with measures of quality that align with their policy priorities and jurisdictional needs.

Further, information on quality at the RTO level will provide greater assurance to industry and governments, paving the way for less prescriptive, more flexible, and more responsive training products that are better able to meet current and emerging training and skills needs.

Additionally, publicly available information on RTOs and training outcomes will assist to shift the dial of perception in favour of the VET sector by showing that VET graduates achieve comparable levels of satisfaction and employment outcomes as university graduates.

This lack of information is a key barrier to lifting perceptions of the VET sector.

The current regulatory approach to the VET sector assesses RTOs against minimum standards but does not have a mechanism to identify and reward providers that exceed these standards. RTOs that are subject to a regulatory decision, for example a partial suspension of their scope of training, are publicly identified on myskills.gov.au with a link to the details of the decision on training. gov.au.

In addition to information on regulatory decisions, student choice between RTO providers is limited to a narrow range of indicators — primarily cost, duration, location, and delivery model. None of these indicators provide students with information on the quality of trainers or facilities, on

In the higher education sector, the ComparED (www.compared.edu.au) website draws on the Quality Indicators for Learning and Teaching (QILT) database to provide public information by institution and qualification on student experience, skills development and employment outcomes. This resource also enables comparison between institutions and with the national average.

Similar information for the VET sector is collected by the National Centre for Vocational Education and Research (NCVER). This includes a range of measures covering student satisfaction, skills development, and employment outcomes. However, this information is not published at the RTO level. This can and should change.

Initially this should draw on existing data from the NCVER and over time could be expanded to include data from the Australian Skills Quality Authority, the Unique Student Identifier database and other sources.

“information to guide student choice has improved in higher education, but remains deficient in VET”.22

Recommendation

Master Builders recommends information on training quality and outcomes be made publicly available at the RTO and qualification level to ensure students and their advisers can make informed decisions, to incentivise RTOs to strive for excellence, to inform government funding decisions, and to improve perceptions of the VET sector.

Work-integrated learning pathways

Work integrated learning pathways — including apprenticeships, traineeships and cadetships — are critical to ensuring the building and construction industry has a pipeline of skilled workers. Master Builders is a strong advocate of these pathways and ensuring they are inclusive and fit for purpose now and into the future.

Work-based learning is central to the VET system, not only through apprenticeships and traineeships, but also through work-oriented institutional training and work placements. At the heart of the VET system is the philosophy of learning through doing. Work-oriented learning is embedded in some university pathways, such as placements for medical and teaching students, however, traditionally has not been widespread in other fields of study. However, this is changing, and a greater emphasis is being placed on practical as well as theoretical learning within the higher education sector. University graduates that have industry experience are more likely to gain employment in jobs relevant to their field of study. There is a systemic shortage of construction managers and civil engineers in Australia. In

Recommendation

February 2023, online job advertisements for these positions numbered 4,337 and 2,896, respectively,23 both occupations are listed as in shortage nationally and in every state and

Master Builders encourages higher education institutions to provide more students across more faculties with the opportunity to gain real world experience as part of their qualification and to offer flexible study pathways that enable students to complete their qualification as part of a paid cadetship.

territory,24 and are projected to grow by more than 10 per cent between 2021 and 2026 (10.2 per cent and 13.4 per cent, respectively).25 University is the primary domestic pathway into these occupations. Increasingly the proportion of these students that complete their studies through paid-cadetships or participation in work placements or internships will likely improve graduate employment outcomes in relevant occupations and assist to address workforce shortages.

23 Jobs and Skills Australia, 2023. Internet Vacancy Index, February 2023. Released: 22 March 2023. 24 National Skills Commission, 2022. 2022 Skills Priority List. Released: 6 October 2022.

25 Jobs and Skills Australia, 2022. Employment Projections. Last updated: 8 September 2022.

Enhancing education integration

A well-functioning, responsive and connected tertiary education system is fundamental to Australia’s current and ongoing success. With the nature of work changing and workers increasingly needing to upskill throughout their careers it is more critical now than ever before that seamless pathways between vocational and higher education are established. At present there is no robust system of credit transfer between VET and higher education. Each higher education and VET provider determines which courses and providers they will recognise and what level of credit transfer will be granted. This is often done on a caseby-case basis. This lack of coordination creates red tape and delays and where prior learning isn’t recognised can add costs and duplicative learning requirements for students.

Requiring students to undertake duplicative education and training can lead to frustration and is demotivating. For example, a second year carpentry apprentice in NSW with a Bachelor in Architecture recently reflected to Master Builders on their experience of attending TAFE:

“I found when I started TAFE it was a real battle just getting motivated to go because I felt like it was a waste of my time. I wasn’t really learning anything. I understand that other people haven’t done this before and it’s helpful for them. But, for myself, I felt there was no point to it.

I tried to get recognised prior learning, RPL, but couldn’t because none of my courses exactly crossover to the carpentry courses. There are times when I sit an exam, I’ll do it in 10 minutes and then be sitting there for the next two hours.”

Carpentry

Going from higher education to VET, students with pre-existing skills or knowledge have limited mechanisms to progress through their training more quickly. Units of competency have requirements for both practical skills and theoretical knowledge and both must be demonstrated for a learner to be deemed competent. While this appears a sound concept it creates challenges for people with pre-existing knowledge as the training system doesn’t provide sufficient flexibility to grant recognised

prior learning for just the knowledge component of a unit of competency. With more and more jobs needing post-school qualifications and people increasingly dipping in and out of formal education throughout their working lives there is a strong need to improve consistency and connectedness in Australia’s tertiary education system. The lack of consistency in how VET and higher education systems operate creates unnecessary challenges for people that use both sectors. There are different funding and student loan arrangements, different approaches to micro credentials and recognised prior learning, and different Federal Government Ministers and Departments.

A new approach to tertiary education is needed. We live in an interconnected world and its time Australia’s tertiary education silos joined in. Students need to be at the centre of the tertiary education system — not governments, nor institutions — and able to move seamlessly between VET and higher education. Government policy and decision makers need to acknowledge that the two parts of our tertiary education system are treated differently and therefore valued differently by the Australia people. Decisive action is needed to genuinely place equal value on VET and higher education.

Recommendation

Master Builders recommends exploring mechanisms to better integrate VET and higher education and to formalise credit transfer arrangements at the whole-of-system level.

–

apprentice, male, 22

Retain workers

• Occupational licensing

• Workforce mobility

• National consistency

• Embracing a culture of life-long learning

• Changing regulatory environment, new products and technology necessitate ongoing and career-long learning

• A Certificate III is the beginning of the journey

• Short courses enable workers to keep working while pivoting to new roles

• Improving business acumen

• Business owners wear many hats and are often time and cash poor. Keeping on top of the business and its administration is a tough gig

• Regulatory reform is needed to reduce complexity, simplify language and ensure the cumulative burden is managed

• Assisting businesses to embrace technology and improve digital capability leads to enhanced productivity

Occupational licensing

People move interstate for a wide range of personal, work, and family reasons. Workforce mobility is linked with improved productivity and enables the flow of workers to respond to the ups and downs of business demand and economic conditions. Unfortunately, workforce mobility in Australia’s construction industry is hampered by inconsistent state and territory occupational licensing regimes and a lack of mutual recognition. This is exacerbating workforce shortages and reducing productivity, leading to delayed projects and increased costs.

Master Builders supported the 2018 recommendations in the Shergold-Weir Building Confidence Report to create a nationally consistent occupational registration framework which would enable states and territories to reduce inconsistencies in licensing and registration and create a minimum benchmark for the construction industry across Australia. Similarly, Master Builders supported the Automatic Mutual Recognition of occupational

Recommendation

The Federal Government should reinvigorate the national registration framework for building practitioners and incentivise state and territory governments to fully implement automatic mutual recognition reforms across all licensed occupations.

licensing reforms in 2021 and highlighted the need for these processes to be developed together. Unfortunately progress on these reforms has stalled and as such so have the potential productivity and efficiency gains.

Embracing a culture of life-long learning

Lifelong learning, also known as continuing professional development (CPD), is a well established and accepted practice in many industries and occupations, for examples doctors and teachers. However, the traditional view in construction that completing a qualification or an apprenticeship is all you need for a long and successful career remains surprisingly pervasive.

Australia’s building and construction industry is evolving and many registered occupations, such as engineers and building surveyors, now have mandatory CPD requirements to maintain their registration. The pace the regulatory change, new product innovations, and technological advancements are placing pressure on the broader industry to embrace lifelong learning. Today, a Certification III is the beginning of the journey.

To remain competitive businesses need to constantly adapt and innovate and they need to support their employees to do the same. The willingness and ability to maintain skills, upskill and reskill is part of the modern working environment for both employers and employees.

In today’s setting of skills and labour shortages

Recommendation

Master Builders encourages industry participants to actively engage in further training to maintain occupational currency and to move into new roles. We also support mandatory continuing professional development for licensed occupations and value the use of unaccredited training to upskill the industry and respond quickly and effectively to emerging and niche skills and knowledge needs.

employers and employees are working together to identify novel solutions for doing more with less while concurrently upskilling for the future. Courses and short qualifications through formal education channels and training credentialed

In addition, the geographic mobility of construction workers, and the broader Australian workforce, is inhibited by the continued existence of inefficient taxes like stamp duties. Stamp duties have the effect of penalising workers who sell their home in one place in order to take up more suitable jobs in another location. In this way, stamp duties deprive both businesses and workers of mutually beneficial opportunities. More broadly, these taxes also prevent labour market interactions which could help match demand and supply more closely.

Recommendation

Settings in the tax system which obstruct labour mobility, including stamp duty, need to be identified and tackled.

by professional and industry bodies present opportunities for workers to gain valuable new skills without extended time away from the job. Similarly, these shorter training programs offer the opportunity for workers to pivot within an industry sector enabling them to transition into a different, but related role without needing time out of the workforce to undertake a full qualification. In the construction industry this pathway is particularly important as it enables workers as they age to move from more physical roles on the tools to occupations that are easier on the body, such as estimating and scheduling.

Improving business acumen

Construction has more small businesses than any other sector in Australia. One in every six Australian businesses are in the building and construction industry, and 98.7 per cent of these businesses are small, that is they have up to 19 employees.26 Many small business operators, particularly in the construction industry, are great at their trade, but not so much when it comes to the regulatory and administrative side of running their business. Reducing the complexity and time spent by businesses on regulatory obligations and administrative tasks frees up time for the money-making activities. The less resources dedicated to regulatory activities the more resources — time, money and mental capacity — available for other business pursuits. This equals greater productivity. A business that can do more work makes more revenue, pays more tax, employs more people and pays higher wages.

Employment requirements, tax requirements, business registration, building standards, as well as licensing and other regulatory requirements are complex and use inconsistent language. These requirements are on top of administrative tasks such as marketing, business planning, and scheduling. While larger businesses have teams of people to look after their finance, human resources, legal, procurement, strategy, and marketing functions, small business owners do not — small business owners wear all these hats while also, and critically, needing to do the revenue raising component of their business.

Recommendation

Additionally, in the building industry there are regulated Australian Standards that businesses must comply with under the National Construction Code. Businesses, however, cannot access these standards without a significant financial outlay.

To improve access and ease-of-use, regulated standards should be available free of charge. In addition to regulatory and administrative work, businesses continue to struggle with cost pressures, workforce shortages and economic uncertainty. Greater adoption and use of digital technologies has the potential to improve business systems, operational productivity and workplace tracking and communication, as well

as reduce operating costs over the medium and longer term.

Businesses with fewer employees are typically time poor and undertake little or no assessment of their performance and overall management capability — a critical determinant in the adoption of best practice. Unsurprisingly with more small businesses than any other sector, MYOB research found that digitisation has taken little or no hold in around 20 per cent of construction businesses. They estimate that improving the digital capabilities of this cohort could provide a return on investment of around 25 to one.

Recommendation

Master Builders advocates for government incentives to assist small businesses to improve their management capability, harness digital opportunities and improve their digital skills, and for assertive action to ensure small businesses know how to access these incentives.

Recommendation

To improve business productivity, especially small business productivity, Master Builders calls on the Government to simplify regulatory requirements. Repealing unnecessary regulation, removing the technical jargon in favour of simple English, and ensuring Regulator Impact Statements assess the cumulative burden of regulation on small business will go a long way to freeing up some of the limited resources small businesses have. 26 ABS, 2022, Count of Australian Businesses including entries and exist, June 2018-June 2022. Released 25 August 2022.

The support available for employees through the Technology Investment Boost and the Skills and Training Boost is welcomed. Productivity outcomes could be further enhanced by ensuring sole traders, partnerships and small business owners are also eligible for these initiatives.

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— YOUR BUILDING INFORMATION GATEWAY

Michelle Parker mparker@mybig.com.au

myBIG is the online reference library and search engine specifically designed for the building and construction industry in Australia.

As a member of the Master Builders Association of NSW, you are eligible to receive a complementary member subscription to mybig.com.au.

Since our launch in 2021, we’ve made significant updates and added new enhancements to ensure you’re getting the

most from your subscriptions. These are some of the exciting improvements we’ve made.

New and faster ways to search

We understand that time is money in the building and construction industry, so we’ve improved our search engine functionality. You can now easily search for any topic and quickly access the relevant information. We’ve improved the filtering of search results, allowing you to refine your results by status, document type, publisher, collection, state, sector, and other criteria. We’ve also added custom tag badges to results, helping you to quickly find the industry-related topics specific to your business needs.

Even more content

To ensure that you have access to the most comprehensive and up-to-date information, we’ve expanded our resource library. We’ve added new documents, articles, and product information covering a wide range of topics, including the 2022 Building and Plumbing Codes and referenced Australian standards, workplace safety, legislation, regulations, and

more. Whether you’re a builder, contractor, or consultant, you’ll find a wealth of relevant information in one convenient location.

We’re excited to share that we also have over 1,000 separate standards available across a range of add-on subscriptions, available for a one, two, or three–year subscription term, making standards more affordable. We’ve added or updated over 200 standards since we launched, bringing the total number of pages in our search engine to over 160,000. With myBIG, you can be confident that you’re accessing the most up-to-date information on building and construction standards in Australia.

Organise, bookmark, and annotate

To make it easier for you to access the most relevant information to your business, we’ve enhanced the Workspace. The Workspace is where you organise and share important information and notes with the people on your subscription. You can save resources to your Workspace folders, see your recently accessed

resources, add bookmarks, and utilise a wide range of annotations. You can now also see which Collections you have access to, and those you can purchase, to quickly find the documents and subscriptions you need.

Collaboration and Networking

At myBIG, we understand that collaboration is essential to building a successful business. That’s why we’ve added features that allow you to share information with those on your subscription. Workspace annotations allow the sharing of notes and comments on each resource. It’s like a messaging system with links directly to resources.

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Flexible subscription options

When it comes to subscription options, we

understand that flexibility is key. That’s why we offer more than 200 add-on pack options for subscribing to Australian standards. Whether you’re a small independent contractor or a large builder, you’ll find a subscription that suits your business size and needs.

We provide access to the new National Construction Code 2022, along with supporting materials including:

• NCC 2022 Volume 1 Building Code of Australia

• NCC 2022 Volume 2 & Housing Provisions

• NCC 2022 Volume 2 Building Code of Australia

• NCC 2022 Volume 3 Plumbing Code of Australia

• Whole-of-Home Efficiency Factors Standard

• ABCB Housing Provisions Standard 2022

• Bushfire Verification Methods Handbook

• Condensation in Buildings Handbook

• Cross-Connection Control Handbook

• Fire Safety Verification Method Standard

• Housing Energy Efficiency Handbook

• Indoor Air Quality Verification Methods Handbook

• Lead in Plumbing Products: Implementation Plan

• Liveable Housing Design Standard

• NatHERS Heating and Cooling Load Limits Standard

• NCC 2022 Table of BCA 2022 References by BCA 2019 Reference: Lexicon

The NCC 2022, which was adopted on May 1, 2023, encompasses the latest regulations and guidelines for construction practices in Australia. By having access to the most up-todate code and supporting materials, you can be more confident that your projects adhere to the highest standards of safety, efficiency, and sustainability.

Feedback

At myBIG, we value your input and feedback. We strive to continually evolve and improve myBIG to meet your needs and support your success in the ever-changing landscape of the building and construction industry.

We believe that collaboration and open communication are crucial to building a platform that caters to diverse needs. We are always on the lookout for new content and welcome suggestions for enhancing our platform’s functionality. So, if you have any feedback or suggestions for content, please do not hesitate to reach out to us. Your contributions can help shape the future of myBIG, and reinforce the platform we have built for you.

We have many exciting enhancements planned

over the next year, including more content and enhancements, with features that will help you streamline your workflow, stay compliant with regulations, and grow your business. We are also exploring how we can improve affordability and provide more value, so you can access the resources you need without negatively impacting cashflow. By working together and leveraging the latest technologies and innovations, we can create a well-informed, more efficient, and sustainable industry for all.

It’s free to try

If you haven’t tried myBIG, we encourage you to check it out and discover the many benefits of our online reference library and search engine. With a vast collection of resources, including over 1,000 building and construction standards, you’ll find everything you need to stay up-to-date and compliant with the latest regulations and guidelines. Plus, with our new enhancements you can tailor your experience to your unique needs and streamline your workflow.

As a member of the Master Builders Association of NSW, you can take advantage of a complementary member subscription offer that gives you access to a myBIG subscription plan at no charge. If you haven’t yet taken up the offer, contact us on 9296 6655, or via email at enquiries@mybig.com.au to find out how.

Once you’ve explored the platform and found the standards sets you need, you can purchase them with the most flexible subscription options in the market.

So what are you waiting for? Don’t miss out on the opportunity to access the most comprehensive and user-friendly resource for the building and construction industry in Australia. Sign up for your complementary subscription now and start exploring the many benefits of myBIG today.

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You can reach us by calling 9296 6655 or emailing us at enquiries@mybig.com.au

Stay tuned for more updates and improvements and thank you for your continued support of myBIG.

Why iCIRT’s gold star rating might save your business

The construction industry has been assailed from all angles in recent years, with supply chain constraints, labour shortages and increasing costs combining in a perfect storm that has pushed many beyond the brink.

One-in-four companies that have entered administration since 1 July 2022 have been construction companies, almost twice the

rate of the next most affected industry, accommodation and food services.

The one shining light for companies who have weathered those challenges has been the healthy pipeline of work that has stemmed from low interest rates and Government-fuelled incentives.

But the good times are drying up.

Rising interest rates have slowed building approvals, says Campbell Gould, Partner at Pitcher Partners Sydney, especially in the residential market, which brings a drop in revenue and fewer jobs to go around.

“Approvals have been declining for some time and this slump is probably going to last for about 18 months,” he said.

“It won’t be immediately noticeable, as there’s still a lot of work happening as builders finish off the projects that were approved during the peak, but the pipeline is getting thin.”

New data from the Australian Bureau of Statistics back up Mr Gould’s observations on the ground – in March, the number of dwelling approvals were trending down significantly in the ACT (-13.3%), Victoria (-6.5%) and New South Wales (-5.1%).

“At the same time as costs are rising and the flow of work is evaporating, the value of construction work completed has also started to drop,” Mr Gould said.

Cost of living pressures are undoubtedly a factor in potential customers putting their projects aside but there is also hesitation from customers, unwilling to risk long delays and seemingly sound building companies going under.

In response, Equifax, an independent regulated ratings agency, developed iCIRT in conjunction with new building reforms to improve trust and transparency, and ultimately bring back confidence to the construction industry.

iCIRT provides a business with a star rating outcome, with five gold stars being the highest rating available, and a business with three gold stars and above is classified as trustworthy.

To obtain a gold rating outcome, constructors participate in an independent and rigorous review of their business, including a detailed examination of their projects, processes, key people, governance structures, key trading partners and other related bodies, financial capacity and resilience.

Equifax Market Development Leader Alexandra Shaw said in creating iCIRT, extensive market consultation was undertaken across a broad range of stakeholders, including market and industry associations, strata, academia, Government, financiers and insurers, to ultimately agree on the characteristics that define a trustworthy business.

“Assessors use thousands of data points to evaluate 150 key data attributes across the business, the people behind the business, their past projects and their key suppliers and partners,” she said.

“The methodology centres around six key criteria: Character, Capability, Conduct, Capacity, Capital and Counterparties. We are seeking to understand those businesses that have the capacity, capability, resilience and reliability to deliver good quality-built assets. “Those able to attain three gold stars or higher are eligible to be recognised on the register of trustworthy constructors. This register highlights those across the industry that have been prepared to be open, transparent and participate through an independent and detailed review.”

Ms Shaw said around 190 companies had been through the evaluation system in its first year, with just under 300 in total signing letters of

engagement.

“Consumers are choosing to place their deposits more with iCIRT rated businesses that have been independently considered trustworthy,” she said.

Construction companies don’t collapse overnight and warning signs appearing well in advance. A public and private sector working group was shown the iCIRT rating distribution following an assessment of thousands of constructors rated during Oct-Nov 2020 using publicly available information only.

Among those businesses that have subsequently collapsed:

• 9 out of 10 businesses that went insolvent had only 1 or 2 stars more than 12 months before entering insolvency; and

• 8 out of 10 businesses with serious defects or regulator action had only 1 or 2 stars.

“As businesses are required to complete the assessment annually, this provides assurance to the market when deciding whether or not to transact with a particular business,” Ms Shaw said.

“These outcomes could not be influenced by media noise, hearsay or the subjectivity of social site rankings, but rather using objective, evidence-based analysis according to attributes agreed as being important in determining transparency and trustworthiness.

“Feedback from global jurisdictions highlighted the importance of ensuring a star rating regime should be data driven and provided by regulated ratings agencies, which have the independence, integrity, veracity, quality and oversight to provide credible and enduring rating outcomes.”

Financiers are also seeking greater assurance from clients about the costs of a project.

“A lender to a building project may want some certainty around the project costs, so the customer will seek a fixed price contract from the builder,” Mr Gould said.

“Builders will look at the cost of materials and subcontractors as they prepare a quote, and traditionally allow for a 15% increase. The problem is that with rapid inflation, those material costs such as timber and steel are rising at 30% or 40% in some instances.

“With fixed price contracts, it is difficult to pass those increases in materials on. That’s why all these builders are going insolvent, because they just can’t continue to complete these projects that put them into a loss position.”

The upside for builders that do secure an

iCIRT star rating is that it demonstrates strong foundations to financiers as well as customers, and it may also deliver a benefit from an insurance point of view, reducing pressure on costs.

Ms Shaw said it was important to recognise that any disclosures about a star rating outcome is on the builder’s terms only.

“It is a confidential assessment process. The only way anybody will know the ratings outcome is if the end business consents for that to happen, otherwise we do not share the information with anyone,” she said.

“Businesses actually have to sign a specific letter of engagement to consent for their rating (where eligible) to be shared on the public register on buildrating.com.

“In preparing for the assessment with the aim of obtaining a minimum trustworthy status of three stars, businesses are sharing that the time commitment is approximately 10 hours. “But where businesses are striving for five stars and best practice, it will take significantly longer.”

Mr Gould said Pitcher Partners recognised builders have been hit with a perfect storm of factors they can’t control, and he encourages clients to focus on factors they can influence, such as strategies to retain key talent and adoption of technology to better track resources.

“Builders, like so many business owners, get so busy with the immediate day-to-day demands they fail to take time out to consider strategies that will give them a longer-term competitive advantage,” he said.

“We recommend builders take time out with their accountant to understand their cost benchmarks and breakeven point, set an annual budget and meet at least quarterly to review business performance and cashflow.

“Understanding the true current financial position of a business allows owners to proactively respond to a rapidly changing market and enable the business to thrive instead of joining the ever-growing ranks of insolvent construction businesses.

“For those companies that have received a trustworthy iCIRT rating, they will reap the economic benefits that come from investing in good process and maintaining financial hygiene, and in turn will be more likely to attract and retain the great people vital to the success of their business.”

For more information, go to: https://www.buildrating.com

iCIRT provides a business with a star rating, with five gold stars being the highest rating available, and a business with three gold stars and above classified as trustworthy.

Building a Strong Cyber Defense

Cybersecurity Measures for Everyone

Steven Swan Master Builders Communications

Cybercrime is a growing threat to businesses, with an increasing variety of scams. A Scamwatch survey shows small businesses lost $13.7 million to scams in 2022, a 95% rise from the previous year. Almost half spent less than $500 per year on cybersecurity measures and rated their understanding as ‘average’ or ‘below average’. Scamwatch’s Targeting Scams report indicated Australians lost $3.1 billion to scams in 2022.

Cybersecurity is a critical issue in today’s rapidly evolving digital world, affecting individuals, businesses, and industries. The construction industry, relying more on technology for project management and automation, is not immune. High-profile cyber attacks like the Optus and Medibank incidents in Australia show the devastating impact of inadequate cybersecurity. Over ten million Australians had their personal

data leaked due to Optus’s insufficient security practices. Medibank, Australia’s largest insurer, suffered a similar breach.

As the construction industry embraces digitalisation, it’s essential for professionals to stay informed and take proactive steps to lower the risk of cyber attacks. Equipping oneself with knowledge and best practices can greatly reduce the threat. This article will outline easyto-adopt guidelines for anyone in construction. Incorporating these measures can significantly enhance your digital security and protect your business from cybersecurity incidents.

Use strong and unique passwords, or passphrases

Using strong, unique passwords is one of the most effective ways to protect your online accounts from unauthorised access. To create secure passwords, use a mix of uppercase and lowercase letters, numbers, and symbols. Avoid using easily guessable or personal information such as birthdays, common words, or family members names. Consider using a password manager to help you store and generate complex passwords. The time it takes for a cybercriminal to guess a password can vary drastically depending on the password’s length and complexity. To illustrate this, let’s consider two extreme examples. Short Password: “abc123” — a simple 6-character password like this could be cracked in a few seconds.

Complex Password: “C0mp!ex&P@55w0rd*2023” — this secure 21-character password, with a mix of

uppercase and lowercase letters, numbers, and symbols would take 3 sextillion years to crack. If you are wondering how long that is, 3 sextillion years is equal to 3 trillion billion years!

To gauge the strength of your password, consider using an online password checker like www.security.org/how-secure-is-my-password, which can provide an estimate of the time it would take for a cybercriminal to crack your password. This helps you determine if your password is sufficiently secure.

Passphrases offer a more secure alternative to traditional passwords because they typically consist of a series of words or a sentence, making them longer and more difficult for attackers to guess or crack using brute force methods. By incorporating a mix of uppercase and lowercase letters, numbers, and symbols within a memorable and unique passphrase, you can significantly enhance the security of your accounts and reduce the likelihood of unauthorised access. Consider using passphrases instead of passwords to bolster your online security and safeguard your sensitive information.

For example:

Password: C0nstruct!on21

Passphrase: CraneConcreteBlueprintHammer2023!

The password, while containing a mix of uppercase, lowercase, numbers, and symbols, is shorter and might be easier to crack. The passphrase, however, is longer and composed of unconnected words. It’s also easier to remember and harder for cybercriminals to guess due to its length.

Multi-factor authentication (MFA)

MFA adds an extra layer of security to your accounts by requiring additional verification, such as a one-time code sent to your phone. It requires you to provide two or more types of credentials to verify your identity. For example, when accessing project management software remotely, you would enter your username and password (first factor) and then provide a second factor like a one-time verification code sent to your mobile phone (second factor). This additional step makes it harder for unauthorised individuals to gain access, enhancing the security of your accounts and project data. You should enable MFA on commonly used services like email, banking, and social media accounts. Most platforms offer step-by-step

instructions for activating MFA in their security settings.

Double the security, double the protection. Activate MFA today.

Safe browsing habits

When sharing information online, such as when you’re buying materials from a supplier and entering your payment details, ensure your communication is secure. Do two quick checks: look for “https” at the start of the supplier’s website URL (the ‘s’ means secure), and for a padlock icon. “Https” and the padlock symbol indicate an encrypted connection, preventing eavesdropping. However, these signs only show a secure connection, not necessarily a secure website. If they’re missing, your communication isn’t secure.

Phishing attempts and scams are prevalent in the digital landscape, and the construction industry is no exception. In 2022, a major contractor was hit by a ransomware attack that encrypted all of its data. The company was forced to shut down its operations for several days while it worked to recover its data. The attack is estimated to have cost the company millions of dollars. Cyberattacks often come in the form of deceptive emails or messages, seemingly from well-known entities like the ATO or a major bank, designed to trick you into revealing sensitive information, such as passwords or financial details. Imagine receiving an email from a subcontractor requesting payment, but the email address looks slightly off. This could be a phishing attempt trying to trick you into transferring money to a scammer’s account. To avoid falling victim to such scams, always verify the sender’s identity and never provide personal information unless

you are absolutely certain of the recipient’s legitimacy.

Stay secure online: Check for ‘https://’ “

Fi networks, particularly public ones, and take measures to secure your data.

Public Wi-Fi networks, like those in fast-food restaurants or public spaces, carry risks as they’re often less secure than private networks. Cybercriminals can exploit these networks to access sensitive data. For instance, a construction manager using a McDonald’s carpark Wi-Fi to log into their company’s filesharing platform might unintentionally expose confidential documents to hackers.

software app, MFA would require you to provide a second form of identification, such as facial recognition or a unique code sent to your phone, before granting access.

Regular software and device updates

In a world where technology is constantly evolving, keeping your software and devices up-to-date is more important than ever. One of the key reasons behind this is that updates often include vital security patches that protect your devices from known vulnerabilities. Cybercriminals are always on the lookout for weak spots in software, and outdated applications or devices can provide an easy entry point for them to access your sensitive data or wreak havoc on your systems.

To ensure the highest level of security for your devices and applications, it’s important to enable automatic updates. This will ensure that you always have the latest security features, without having to manually check for and install updates. By doing so, you can minimise the risk of falling victim to cyberattacks that exploit outdated software. For instance, enabling automatic updates for your project management software can protect your valuable project data from being compromised by hackers who take advantage of known vulnerabilities.

Stay one step ahead of cybercriminals: Keep your

To mitigate these risks, it’s crucial to secure your home or office Wi-Fi network with a strong password and enable encryption. This will help prevent unauthorised access and protect your data from potential cyber threats. When using public Wi-Fi networks, consider using a virtual private network (VPN) to encrypt your connection and protect your data. A VPN can help keep your information safe even when connected to less secure networks, allowing you to access essential documents or communicate with team members without compromising your security.

Furthermore, only download apps from trusted sources, like the official app store for your device, to minimise the risk of installing malicious software. For added protection, consider using mobile security software that can help detect and prevent potential threats. By taking these measures, you can better safeguard your mobile devices and the valuable data stored on them.

Wi-Fi network security

In today’s connected world, Wi-Fi networks are indispensable. However, it’s essential to be aware of the potential risks associated with Wi-

Mobile device security

As mobile devices like smartphones and tablets continue to play an increasingly important role in the building industry, securing these devices is essential to protect both personal and workrelated data. Construction professionals use mobile devices to access project documents, communicate with team members, and manage daily tasks. However, just like computers, these devices are vulnerable to security threats, and taking precautions to keep them safe is crucial. To bolster the security of your mobile devices, it’s important to keep them updated with the latest software and security patches. Regular updates help protect your devices from known vulnerabilities and potential cyberattacks. Additionally, enable multi-factor authentication (MFA) whenever possible to add an extra layer of security, making it more difficult for hackers to gain access to your accounts. For example, when accessing your cloud-based accounting

your mobile devices: Update, Authenticate, and Protect.

Secure

Social media privacy

In the age of social media, staying connected with friends, family, and colleagues has become second nature. However, oversharing on social media can expose you to cyber threats and provide valuable information to criminals. Being mindful of the information you share online is essential to safeguarding your personal and professional data.

Oversharing on social media platforms can inadvertently reveal sensitive information, such as your location, workplace, or even details about your current projects. Cybercriminals may use this information to target you, your family, or your company, potentially leading to identity theft, phishing attacks, or other forms of cybercrime.

To minimise the risk of exposing yourself to these threats, be cautious about the information you share online. Avoid posting details about your daily routines, specific project information, or any content that could be used to impersonate you or gain access to your accounts. Additionally, it’s important to regularly review and adjust your privacy settings on social media platforms to limit the visibility of your personal information. By doing so, you can control who has access to your content and reduce the likelihood of falling victim to cyber threats.

Think twice before you post.

software and devices up-to-date with automatic updates.

Public Wi-Fi is convenient, but caution is key: Secure your connection to safeguard sensitive information.

Data backup and recovery

In the fast-paced building and construction industry, valuable data is generated daily, from project plans to financial records. However, unforeseen events like cyber attacks or hardware failures can result in significant data loss. That’s why regularly backing up your important files and data is crucial for protecting your construction business from potential disasters.

Consider the scenario where your business falls victim to a ransomware attack, and your project

Useful resources

Australian Cyber Security Centre –Small Business Cyber Security Guide

The Australian Cyber Security Centre has prepared a detailed guide to support small businesses better understand and develop responses to potential risks.

Learn more here: https://www.cyber.gov. au/resources-businessand-government/ essential-cyber-security/ small-business-cybersecurity

files become encrypted and inaccessible. If you have a recent backup of those files, you can quickly restore them and minimise the impact on your operations. Regular backups serve as a safety net, allowing you to recover lost data and maintain business continuity.

When choosing a backup method, consider what suits your needs best. Cloud storage services, like Box or Google Drive, offer convenience and accessibility, allowing you to securely store and retrieve your data from anywhere. Alternatively, using external hard drives or network-attached storage (NAS) devices provides physical backups that can be stored offline for added security. Additionally, having a well-thought-out data recovery plan is essential. Establish procedures and document the steps required to restore data in the event of a cyber attack, hardware failure, or any other data loss incident. This proactive approach will help your business

recover quickly and efficiently, minimising downtime and potential financial loss.

Cybersecurity is essential for the construction industry. By implementing strong passwords, enabling multi-factor authentication, practicing safe browsing habits, securing Wi-Fi networks, and regularly backing up data, professionals can protect their businesses and projects from cyber threats.

Prioritising cybersecurity measures ensures a safer digital environment and allows construction professionals to focus on their core activities with confidence. Stay informed, follow best practices, and safeguard your business in the evolving world of cyber threats.

Stay alert to new threats and scams

The Australian Cyber Security Centre provides regular cyber security alerts impacting small businesses. You can also report a cyber security incident.

Learn more here: https://www.cyber.gov. au/about-us/view-allcontent/alerts-andadvisories

The Australian Competition and Consumer Commission’s “Scamwatch” website can help you stay on top of emerging scams. Scamwatch operates an alert service with warnings about new scam threats provided direct to your inbox.

Learn more about this free service here: https://www. scamwatch.gov.au/ about-scamwatch/ tools-resources/onlineresources

Secure your construction business: Backup important data to protect against cyber threats and potential disasters.

MBA NSW

Invitation: Top 50 Builders Luncheon with David Chandler OAM

FRIDAY 28 JULY

The next MBA NSW Top 50 Builders Luncheon will take place on Friday 28 July featuring guest speaker the appointed NSW Building Commissioner, David Chandler OAM.

The luncheon also unveils the 2023 Building Degree Graduate of the Year Award winners, in partnership with Cbus, recognizing graduates’ remarkable dedication to their work and employer. Join us for what will be a most interesting luncheon.

David Chandler OAM was appointed NSW Building Commissioner in 2019. He is charged with improving the quality of construction and restoring trust in the industry through leading the delivery of Construct NSW in collaboration with the sector.

He has delivered major infrastructure and urban renewal projects including the new Parliament House in Canberra. David is an Adjunct Professor in Construction Management at Western Sydney University. He was the founding industry and engagement lead for the successful centre for smart modern construction. He is an advocate for the modernisation of the Australian construction sector.

David was awarded an Order of Australia Medal in 1989 for his services to the construction industry.

To book tickets, scan the QR code or visit www.mbansw.asn.au

FLORENCE Luncheon

On Friday 28 April 2023, the Master Builders Association of NSW (MBA NSW) hosted the FLORENCE Luncheon, with over 240 guests attending the event.

MBA NSW Awards & Events Manager Amanda Kelly gave the audience a historical overview of FLORENCE and outlined the magazine’s purpose.

The name FLORENCE refers to Florence Mary Taylor. Florence was born in 1879 and was a prominent advocate in Australia’s architectural, building and town planning worlds.

Florence was Australia’s first professionally qualified practising female architect. She was the first woman in Australia to qualify as an engineer and the first woman to fly in a glider. She was a long-time town planning advocate, an influential technical journalist and editor, a successful commercial publisher, a passionate advocate for free enterprise and a prominent socialite. Florence also published the MBA’s official mouthpiece, ‘Building Magazine’, for decades.

Master Builders Australia and Women Building Australia CEO Denita Wawn provided some statistics and updates about the increasing number of women in the construction industry and the progress made, including the ongoing programs implemented by Master Builders to encourage more women to enter the traditionally male-dominated industry.

Denita pointed out, “Women are the solution to the skills and labour shortage the construction industry faces.”

Guest speaker Lisa Greenberg shared her story of overcoming alcoholism and rising from rock bottom. Lisa’s inspiring journey to succeed was profoundly moving and empowering, touching

the guests who attended.

Lisa’s “10 happiness hacks” were practical tips for bringing joy and positivity into daily life. MBA NSW and Women Building Australia are committed to supporting women in construction, building, and trades and will continue championing the cause. The next FLORENCE luncheon will be held at the award-winning Eveleigh on Friday 1 September 2023. To book tickets, please scan here.

Ultra Building first Australian company to achieve 4-star iCIRT rating

The introduction of the Independent Construction Industry Rating Tool (iCIRT), is helping to rebuild public confidence in residential construction.

Created by global rating firm Equifax with support from the NSW Government, the voluntary rating tool involves a thorough and independent review of companies’ history and risk factors.

A database of the first companies to be verified went live in May 2022.

The ratings initiative forms part of the NSW Government’s Construct NSW transformation strategy.

The system uses a five-star system to rate builders on their apartment build, which must meet the minimum benchmark average of three out of five stars or above to be deemed “trustworthy”.

When announcing the system in 2021, then-NSW Minister for Better Regulation and Innovation Kevin Anderson said the iCIRT marked a new era of transparency for NSW apartment buyers.

“Our building reforms have focused on lifting standards and rebuilding public confidence in the residential apartment industry and our rating system is the ultimate embodiment of that goal,” Mr Anderson said.

“Ratings are a game changer. Consumers in NSW will now have the benefit of an independent assessment that lets them find a trusted, rated developer who has shown they have the capital, experience and capability to deliver a quality apartment.”

“These reforms will help protect people from physical, emotional, and financial harm, leaving those few that have been doing the wrong thing with nowhere to hide,” Head of Product and Ratings Services at Equifax, Brad Walters said.

The Independent Construction Industry Rating Tool (iCIRT) gives developers, builders,

subcontractors, certifiers and consultants a rating of between one and five stars.

Despite being totally voluntary to participate in, Mr Walters says the tool is an opportunity for companies that are doing the right thing to set themselves apart from the others.

As well as pulling together thousands of data points based on the character, capability, capital and other defining aspects of firms, the rating process looks at ownership structures, associated parties and key trading partners to create a clear risk picture.

Mr Walters said the tool would help “bolster consumer confidence amid a backdrop of challenging times in the construction industry”. “iCIRT brings much-needed visibility to an industry where reliable, objective data has up until now been hard to come by.”

So far the tool is only being rolled out in NSW but the company said it plans to expand to other states and territories, with interest being shown in Victoria and New Zealand.

Homebuyers, along with anyone who works in or supplies to the construction sector, are encouraged to check the newly launched database for builders and developers with a proven record of quality and reliability.

The iCIRT star-rating service is the outcome of more than twelve months of industry collaboration, and Equifax worked closely with a broad base of industry associations and professional representatives across construction and design, finance, insurance, legal, homepurchasing, research and professional services. The collaborative group is committed to working together to improve transparency and trust across our built environment.

The iCIRT system is being released in twostages: the first stage, which is currently available rates builder, developers and certifiers; and the second stage will rate to rate construction industry consultants (including designers, architects and engineers), suppliers and manufacturers.

In Stage 1, Government regulators are able to order single- or multi-party ratings, while construction industry professionals can order self-ratings on their own business.

In stage 2, single- and multi-party ratings will be available, along with self-ratings. Consumers will also be able to rate construction professionals.

New South Wales building firm Ultra Building Co was the first company to receive a four-star iCIRT rating, more than 12 months ago.

Ultra Building Co managing director Adrian Sicari said the iCIRT scheme was ultimately designed to give confidence to consumers and would help consumers make better informed decisions about construction professionals selling off-the-plan apartments or new property purchases.

“It will also help them feel comfortable that their property is being delivered by a builder that cares about what they do and how they do it,” Mr Sicari said.

“People are wanting to know more and more about the track record of the builder. My team and I, we love construction. We take this thing on a piece of paper and turn it into something that people live and play in,” Mr Sicari said. In order to receive an iCIRT rating, Mr Sicari said the company’s process was heavily audited.

“We saw an opportunity to differentiate ourselves in the market. The purpose of the rating is to ensure there’s a high-quality outcome at the end,” he said.

“We document each job and make sure it conforms under the building codes of Australia. Once it’s signed off we make sure everything is installed and documented correctly.”

This was a significant milestone and helped Ultra Building Co differentiate themselves in the

competitive construction industry and build a reputation for integrity and quality.

“Clients who are considering working with Ultra Building Co for their construction projects felt more confident and assured in their choice when they saw that Ultra Building Co has obtained an ICIRT rating,” he said.

“It also helped our company identify areas of risk and take steps to mitigate them, leading to improved risk management and a more resilient supply chain.”

Mr Sicari said the assessment process involved undergoing a comprehensive assessment of a business’s credibility and trustworthiness. The process took between three and four months. The star-rating is formed from an objective and independent assessment of the following core areas:

• Character — Bona fides of officers/ owners, phoenixing and adverse checks

Capability — Trading history, officeholder experience, licenses, insurances

Conduct — Track record, judgements, tax debt, incidents, penalties, undertakings

Capacity — Project pipeline, sustainable/ stable operations, liquidity, cash flow

Capital — Capital, funding, borrowing capacity, covenants, debt serviceability

Counterparties — Related parties, value chain dependencies, sustainable sourcing. He said the assessment process was comprehensive and covered a wide range of important factors in evaluating the credibility and trustworthiness of a business and its key personnel while providing a detailed and thorough analysis that can help mitigate potential risks and identify areas for improvement.

The detailed assessment evaluation process included verifying the business structure, legal entities, trading activity, and GST registration, as well as conducting checks on officeholders, shareholders, and ultimate beneficial owners. The assessment also looks at the business’ regulatory history.

In addition, the assessment requires the provision of requested disclosures and consents to contact key persons for background checks. It also requires the provision of management

attestations and supporting evidence relating to projects, business and statutory obligations, compliances, insurances, performance references, and governance arrangements.

Mr Sicari said iCIRT helped to build confidence in the construction industry by promoting ethical and responsible business practices.

“Through the use of a rigorous, independent rating process, consumers can feel more secure in their choices of construction companies, and trust that they are dealing with reputable and trustworthy professionals,” he said.

“The ICIRT process also helps to reduce value impairment for new builds, minimize the risk of construction insolvencies, and decrease the likelihood of building defects in developed assets. This translates into a safer, more reliable built environment for consumers and workers alike.

“Overall, ICIRT helps to create a more positive and sustainable construction industry that benefits everyone involved.”

The iCIRT rating system came out of the Shergold Weir Building Confidence report, which was commissioned by the Australian Building Ministers’ Forum, and made recommendations to address the weaknesses identified in Australia’s compliance and enforcement systems.

As part of the NSW implementation plan –Building Strong Foundations – the Building Commissioner, David Chandler OAM, is implementing six pillars of reform.

One of these involves ratings systems and working with ratings agencies, insurers and financiers to more effectively assess industry participants and to better identify risky players in the construction industry.

Star-ratings help identify building practitioners and project teams who have a proven track record, supported by objective evidence of their capability to deliver buildings you can trust.

With iCIRT, there is a way to select toprated professionals based on unbiased and independent information about their capability, integrity and reputation.

As well as being iCIRT rated, Ultra Building Co have pursued a range of other certifications to ensure consumers and stakeholders can have utmost confidence in them.

These include:

• NSW Government Prequalification for SCM1461 for General Construction Works between $1Million-$9Million, as well as $9 Million and above.

• Complete ISO Certification:

» ISO14001 Environmental Management system

» ISO45001 OHS Management system.

» ISO9001 Quality Management system

• Registered Building Practitioner

• Independently audited for conformance with NSW Government Work Health & Safety Management Systems and Auditing Guidelines

• Greenstar Accreditation

• Federal Safety Commission Accreditation to do Federal Government-funded Projects.

“Given the Tier 1 and 2 construction business background of the ULTRA senior leadership team, the benefit of robust systems, processes and accreditations is recognised and understood,” Mr Sicari said.

“Many of these are not necessarily required

for a business of the size and scale of ULTRA presently and indeed are not held by some of ULTRA’s competitors.

“However, they represent a significant and strategic early investment in business capability, differentiating ULTRA from its competitor’s, ensuring ULTRA has the right foundations for future sustainable growth and can credibly demonstrate substance and surety to future clients.”

ULTRA Building Co general manager Elliot Howse said they were dedicated to delivering high-quality projects, and they were pleased to see their efforts were being recognised in various ways.

“We are proud that our reputation as a trusted and reliable builder is gaining recognition, and we appreciate the opportunities that this recognition brings,” he said.

“We remain focused on providing the highest level of service to our clients and are excited to continue to build our reputation as a leading builder in the industry.”

As a builder, developer or construction professional, an iCIRT star-rating on your own business can help you establish credibility and confidence, by participating in an open, transparent and auditable risk assessment process by an independent and approved agency.

The system is designed to build confidence in the construction industry by improved trust and confidence in buildings and building professionals, reducing value impairment for new builds, reducing exposure to construction insolvencies, fewer building defects in developed assets, improved consumer and workplace safety, and creating more sustainable outcomes.

INSPIRATION

TO BUILD BETTER

As shapers of COLORBOND® steel we’re inspired to make the products that help you build better. Across the exciting spectrum of residential architecture, the aesthetics, performance and versatility of LYSAGHT® steel roofing and walling profiles inspire and give form to exceptional designs. Whether it’s contemporary or traditional in nature, you can trust that LYSAGHT® products, in a myriad of materials, finishes and colours, offer you endless possibilities to bring your inspiration to life. And with over 100 years of helping shape Australian architecture, we’ll be there to support your inspiration for building bolder, smarter and more sustainably beautiful homes now, and into the future.

LYSAGHT® CORRUGATED CLADDING RANGE — Traditional or Contemporary — THE MANY FACES OF LYSAGHT CUSTOM ORB®

When Lysaght began manufacturing galvanised roof sheets in Australia over 100 years ago, it was the iconic corrugated shape that paved the way.

Today this product is known as CUSTOM ORB® and it remains one of Lysaght’s most popular profiles. Not only is it being used to reroof traditional homes and to give an authentic look to heritage-inspired reproductions, but it’s also crossed construction eras and architectural styles, with CUSTOM ORB® cladding increasingly being used in the latest contemporary architectural designs. And while the original iconic shape has remained largely unchanged over the years, Lysaght’s corrugated cladding range has expanded to include a number of other variants, all of which are available in a wide selection of COLORBOND® steel colours and unpainted ZINCALUME® steel, providing added choice to builders, architects and homeowners. And once reserved exclusively for use as a roof cladding, current-day design trends now see this versatile product being specified in many walling applications.

Today, there are five products available within the LYSAGHT® corrugated range.

CUSTOM ORB® — Australia’s iconic shape

Featuring strength and rigidity and low maintenance appeal, CUSTOM ORB® is ideal for Australia’s demanding conditions. Available in 22 Classic COLOBOND® steel colours, a choice of six Matt colours, in six Ultra options and four double sided roofing colour options, CUSTOM ORB® opens a world of creativity, ensuring architects’ design visions are met. CUSTOM ORB® is of course also available in unpainted ZINCALUME® steel to give that traditional look to projects that require it. With a nominal cover width of 762mm and suitable for minimum roof slopes of 5°, it is the economical choice for covering large surface areas. It’s also extremely strong, lightweight, and easy-to-install.

rippling corrugated aesthetics of traditional CUSTOM ORB® but with deeper corrugations. Offering the same product benefits of CUSTOM ORB® but with ribs that are 30 per cent deeper, CUSTOM BLUE ORB ACCENT® 21 allows a higher rainwater carrying capacity which makes it suitable for roof pitch designs as low as 3°. With ribs that are 120 per cent deeper and 50 per cent wider than CUSTOM ORB®, ACCENT® 35 is even bolder in appearance, offers longer spanning capabilities and can be used on roof pitches as low as 2° thanks to the products increased rainwater carrying abilities.

MINI ORB° — subtle and refined

CUSTOM BLUE ORB® — curves

with more

CUSTOM BLUE ORB® is more ductile than regular CUSTOM ORB®, making it more suitable for bullnosing on traditional verandahs, or for curving into a range of concave or convex shapes. It also provides nominal cover width of 762mm and is available in all the same colours and finishes as traditional CUSTOM ORB®

ACCENT 21® and ACCENT 35® — deeper and bolder

Further variety can be found in the CUSTOM ORB ACCENT® range, which offers the pleasing

As the name suggests, MINI ORB° is a mini corrugated cladding that’s ideal for both interior and exterior wall applications. It complements other LYSAGHT roofing and walling claddings and is perfect for providing an accent or feature wall — this profile can also be used for flat or curved installations for added flexibility.

More information on Lysaght’s corrugated range of cladding products along with technical information, case studies, design and installation guides for the full LYSAGHT® steel building product range can be found at https://professionals.lysaght.com

Opal PlasterboardHigh Performance and Superior Sound Insulation

Professionals know the issues glancing light can cause, but with its smoother and preprimed surface Siniat’s Opal plasterboard may be the answer to this problem.

Glancing refers to light being cast along the face of a surface showing any minute undulation. As a result of this light being cast, a shadow is produced on the other side of the undulation. This draws attention to surface texture variations, such as plasterboard joints and patches, which under more diffused light would not be visible.

Siniat’s Opal plasterboard is a high-performance board suitable for walls and ceilings in high-end residential projects. It’s pre-primed heavy duty surface liner paper helps to create near invisible joints, reducing the likelihood of those glancing light issues. This makes Opal the perfect choice for bright, open living areas such as dining rooms or alfresco areas.

Opal’s high-density gypsum core delivers enhanced sound insulation for superior

acoustic comfort that creates a peaceful indoor environment. The denser core further improves its impact resistance; Opal is up to six times less prone to impact damage compared to standard 10mm plasterboard. This adds durability to high-traffic areas such as stairs, corridors and rumpus and children’s playrooms. All these features translate into a luxurious feel and improved durability that make that newhome feeling last longer. Plus, Opal spans up to 600mm centers on ceilings, providing more flexibility and options for your design.

This high-performance board has the added benefit of being a sustainable product that can help reduce the embodied carbon of the build. Siniat believes in third-party certification of its products, and Opal has been independently certified by Global GreenTag to GreenRate Level

A. It is also certified a carbon neutral product by Climate Active.

Siniat manufactures plasterboard, metal profiles and compounds and is known in the Australian market as a trusted supplier of complete wall and ceiling systems. When installed according to their recommendations, the whole wall and ceiling system may be covered by the Siniat Warranty that covers not only the individual products, but the full system.

With its superior performance and advanced features, discerning homeowners will love the difference Siniat’s Opal plasterboard can make to their indoor environment.

https://www.siniat.com.au/enau/products--systems/products/ boards/decorative/opal/

Siniat Opal It

all comes together beautifully with Siniat Opal plasterboard. Opal features a superior smooth paper lining that helps to create near invisible joints, reducing glancing light issues. Opal is a sustainable and carbon neutral plasterboard. It is certified by Global GreenTag to GreenRate Level A and carbon neutral certified by Climate Active. On top of it all, Opal delivers superior acoustics and enhanced impact resistance. From an effortless start to a flawless finish, it’s a seamless experience with Opal. Choose Opal for walls that reflect well on you.

Manage your business costs with Rawlinsons

Writer: Kate Calacouras

Businesses in the construction industry can not afford to make uneducated assumptions about the final cost of a project in 2023.

With inflation soaring, and supply chain issues still hampering parts of the sector, it is crucial businesses quote appropriately to ensure they can cover their costs, without pricing themselves out of work.

Rawlinsons publications provide comprehensive pricing guides so those in the construction industry can feel confident in their business decisions.

For the past 41 years Rawlinsons have provided this cost data, by carefully evaluating local and global conditions that are likely to affect prices of materials.

The specialist publications provide an essential guide for builders, architects, engineers, project managers, estimators, valuers and developers, with regional indices for all states included.

The easy-to-follow guide includes cost data structured to follow the design stages of a

project from initial feasibility cost estimates based on a $/m2 rate for different types of projects, through to detailed Bill of Quantities trade pricing and everything in between.

Rawlisons Director Niall McAree said the guide is helping businesses accurately price the cost of materials, and manage labour costs, which is difficult in a tight market.

“Numerous users have advised that they have used our cost guides to cross check pricing from sub-contractors, and benchmark their own quotes as a risk mitigating strategy.

“It has been increasingly hard to get subcontractor quotations over the past few years so having a comprehensive and detailed cost guide available at all times has proved indispensable.”

The 2023 publications include the Rawlinsons

Australian Construction Handbook 2023 for large and medium projects, the Rawlinsons Construction Cost Guide 2023 for projects up to $1.5m, and the Rawlinsons Process Engineering Handbook, which is a reference guide for those involved in oil and gas, mining, and process engineering.

The books are available in print or digital formats, and each purchase includes quarterly updates, outlining price fluctuations in the industry along with exclusive market insights for each state.

Master Builders NSW readers can get 10% off using 10%OFFMBANSW — valid until 31/8/2023.

Passing the mantel: When the apprentice becomes the teacher

At Master Builders, we take pride in knowing that our apprentices do reach their career goals in the industry. It is extra special when our apprentices take what they have learned and pass it on to help the next generation of apprentices reach their potential.

Former Master Builders apprentice, Billy Tao, completed his Certificate III in Carpentry in 2020 and is now a training supervisor to third-year carpentry apprentice, Adam Ruben. Together, they form a skilled team working on an addition and renovation project for our training employer, Locagroup Building and Maintenance Pty Ltd, in Vaucluse.

We caught up with Billy and Adam on-site to learn more about the ‘carpentry circle of life’ and the role that Master Builders has played in their careers.

Billy, tell us about how you approach being a Training Supervisor?

“I learned from different foremen during my apprenticeship. I learned the different ways each team works, their efficiencies and how they move the project forward. I take the best of what I learned and use it in my current role. I view my supervisory role as making sure the job is completed to schedule. And at the same time helping my apprentice Adam become a quality carpenter.”

Tell us about your own Master Builders apprenticeship experience from those years ago?

“It was fun! I was learning every day and I was always encouraged to push myself to improve. That’s why I know it’s important to give Adam

lots of opportunities to get stuck in and do carpentry work. I teach him about efficient ways to approach tasks and offer him plenty of feedback to help him be his best. In return, Adam helps me by keeping the workflow going when I’m busy with paperwork. We make a good team and it’s satisfying to see his quick development onsite.”

Adam, tell us about your Master Builders apprenticeship experience?

“I was doing contract work previously for other builders and I was always interested in construction and design. So, the decision to start my apprenticeship to gain my Carpentry qualification was an easy one. Master Builders helped me find a suitable builder to work with, and I am grateful to be here with Billy supervising and teaching me on-the-job. I really

Carpenter Billy Tao and Master Builders Third Year Carpentry apprentice Adam Ruben making the dream work on a residential project in Vaucluse.

feel like Master Builders did all the hard work for me to get started”.

Tell us about your favourite part of the job?

“I enjoy all aspects of the job, because in the end, all the hard work goes in to building something beautiful. But one of favourite parts about the job, and something Billy has taught me, is that this is a job that requires problem solving. It makes you think all the time about how you can accomplish overcoming challenges on the go”.

With continued support from his Training Employer Locagroup Building and Maintenance Pty Ltd, and the on-the-job training with Billy, we wish Adam all the best in completing his Carpentry apprenticeship. This is just the beginning of his career in building and construction. Not only is this a career, for many this is a way of life.

In the near future, we hope to see qualified Carpenter Adam passing on his skills to a new generation of carpentry apprentices, encouraging and helping them reach their potential.

If you would like to know more about how Master Builders can help you with a career in building and construction, or if you are thinking about taking on an apprentice, visit our website www.mbaapprenticeship.com.au, or call us on 02 8586 3533.

What

are

Notifiable Incidents

and what do you need to do?

Under the Work Health and Safety (WHS) Act 2011, Businesses and Undertakings must notify their work health and safety regulator (SafeWork NSW) of certain ‘notifiable incidents’ at work.

The WHS law requires the Person in Control of the Business or Undertaking (PCBU):

• To notify SafeWork NSW immediately after becoming aware that a notifiable incident has occurred

• Notification should be by the fastest means possible (this could be by phone or in writing by email or online)

• If notification is by phone and SafeWork NSW asks, written notification must be provided within 48 hours of the request

• To preserve the incident site until an inspector arrives or is directed otherwise (subject to some exceptions)

• Maintain records for a least five (5) Years

Failing to report a ‘notifiable incident is an offence and penalties apply.

Notifiable Serious Injuries

Types of Treatment Example

Immediate treatment as an in-patient in a hospital

Admission into a hospital as an in-patient for any duration, even if the stay is not overnight or longer.

It does not include:

– Outpatient treatment provided by the emergency section of a hospital (i.e. not requiring admission as an in-patient).

– Admission for corrective surgery which does not immediately follow the injury (e.g. to fix a fractured nose).

A ‘notifiable incident’ is:

• The death of a person

• A serious injury or illness

• A dangerous situation arising out of the conduct of a business or undertaking at a workplace. ‘Notifiable incidents’ may relate to any person – whether an employee, contractor, or member of the public.

Serious injury or illness

Immediate treatment for the amputation of any part of the body

Immediate treatment for a serious head injury

Amputation of a limb such as an arm or leg, or body part such as a hand, foot, or tip of a finger, toe, nose, or ear.

– Fractured skull, loss of consciousness, blood clot or bleeding in the brain, damage to the skull to the extent that it is likely to affect organ/face function

– Head injuries resulting in temporary or permanent amnesia

It does not include:

A bump to the head resulting in a minor contusion or headache.

Only the most serious health or safety incidents are notifiable, and only if they are work-related. A serious injury or illness must be notified if the person requires any of the types of treatment outlined in the table on the left:

Dangerous Incidents including ‘near misses’

Immediate treatment for a serious eye injury

– Injury that results in or is likely to result in the loss of the eye or total or partial loss of vision.

– Injury that involves an object penetrating the eye (e.g. metal fragment, wood chip)

– Exposure of the eye to a substance that poses a risk of serious eye damage

It does not include:

Eye exposure to a substance that merely causes irritation

Some types of work-related dangerous incidents must be notified even if no one is injured.

SafeWork NSW must be notified of any incident in relation to a workplace that exposes any person to a serious risk resulting from immediate or imminent exposure to:

• An uncontrolled escape, spillage, or leakage of a substance

• An uncontrolled implosion, explosion, or fire

Immediate treatment for a serious burn

A burn requiring intensive care or critical care which could require a compression garment or a skin graft.

It does not include:

A burn that merely requires washing the wound and applying a dressing.

• An uncontrolled escape of gas or steam

• An uncontrolled escape of a pressurized Substance

• The fall or release from height of any plant, substance, or thing

Immediate treatment for the separation of skin from an underlying tissue (such as degloving or scalping)

Immediate treatment or a spinal injury

Immediate treatment for the loss of a bodily function

Separation of skin from an underlying tissue such that tendon, bone, or muscle are exposed (e.g. de-gloving or scalping)

It does not include:

Minor lacerations

Injury to the cervical, thoracic, lumbar, or sacral vertebrae including the discs and spinal cord.

It does not include:

Acute back strain

Loss of consciousness, loss of movement of a limb or loss of the sense of smell, taste, sight or hearing, or loss of function of an internal organ.

It does not include:

– Fainting

– A sprain or a strain

Immediate treatment for serious lacerations

– Deep or extensive cuts that cause muscle, tendon, nerve or blood vessel damage or permanent impairment.

– Deep puncture wounds.

– Tears of wounds to flesh or tissues — this may include stitching to prevent loss of blood and/or other treatment to prevent loss of bodily function and/or infection

• The collapse, overturning, failure or malfunction of, or damage to any plant that is required to be design or item registered under the Work Health and Safety Regulations; e.g. a collapsing crane

• The collapse or partial collapse of a structure

• The collapse or failure of an excavation or of any shoring supporting an excavation

• The inrush of water, mud, or gas in workings, in an underground excavation or tunnel

• The interruption of the main system of ventilation in an underground excavation or tunnel

• Electric Shock.

Examples of electric shock that are notifiable include:

• Minor shock resulting from direct contact with exposed live electrical parts (other than extra low voltage) including shock from capacitive discharge

Examples of electric shock that are not notifiable include:

• Shock due to static electricity

Medical treatment within 48 hours of exposure to a substance

‘Medical treatment’ is treatment provided by a doctor.

Exposure to a substance includes exposure to chemicals, airborne contaminants, and exposure to human and/or animal blood and body substances.

• Extra low voltage shock (i.e. arising from electrical equipment less than or equal to 50 V AC and less than or equal to 120V DC)

• Defibrillators used deliberately to shock a person for first aid or medical reasons

Notifiable Serious Illnesses

Illness Example

Any infection where the work is a significant contributing factor This includes any infection related to carrying out work:

– With micro-organisms

– That involves providing treatment or care to a person

– That involves contact with human blood or body substances

– That involves handling or contact with animals, animal hides, skins, wool or hair, animal carcasses, or animal waste products.

The incident site must not be disturbed until an inspector arrives at the site or directs otherwise. Any evidence that may assist an inspector to determine the cause of the incident must be preserved — including plant, substance, structure, or thing associated with the incident. Preservation of the site does not however prevent the following actions:

• Assisting an injured person

• Removing a deceased person

• Making the site safe or minimizing the risk of a further notifiable incident

Occupational zoonoses contracted in the course of work involving handling or contact with animals, animal hides, skin, wool or hair, animal carcasses or animal waste products

– Q fever

– Anthrax

– Leptospirosis

– Brucellosis

– Hendra Virus

– Avian Influenza

– Psittacosis

Not sure if it’s a notifiable incident?

If you are unsure about whether a work-place incident should be notified, then contact SafeWork NSW for advice or further guidance.

SafeWork NSW

131 050

safework.nsw.gov.au

What happened?

(overview)

What if the incident involves multiple businesses or undertakings?

If a notifiable incident occurs that involves more than one business or undertaking, then each business or undertaking must ensure that the incident has been notified to SafeWork NSW.

Site Preservation at the incident site

Requirements to preserve a site for a notifiable incident only apply to the area where the incident occurred, not the whole worksite. If you are unsure what you need to do check with SafeWork NSW.

– Provide an overview of what happened

– Nominate the type of notifiable incident – was it a death, serious injury or illness, or a dangerous incident

When did it happen? Date and time of the incident

Where did it happen?

Incident address

Provide details of the specific location e.g. section of the warehouse or the particular piece of equipment that the incident involved

• Facilitating a police investigation

Penalties apply if an individual or body corporate fails to preserve a site. What information will be required when reporting a notifiable incident?

SafeWork NSW will require you to provide as much detail as possible This will help then decide if the incident is, in fact, notifiable and whether there will be a need for a follow-up incident investigation.

The information in the chart (bottom left) is usually asked when reporting an incident:

Objectives on an Incident Investigation

Incident investigations are not focused on blame.

The primary objective of an incident investigation is to identify all of the factors that contributed to the incident.

The secondary objectives are to:

• Provide recommendations to improve site safety and WHS systems

• Prevent the incident from happening again

• Assist in insurance claims

• Ensure compliance with legislation

What happened?

(detail)

Who did it happen to?

Detailed description of the incident

– Injured person’s name, date of birth, address, and contact number

– Injured person’s occupation

I have a Master Builders Apprentice or Trainee on my site

– Relationship of the injured person to the entity notifying How and where are they being treated?

(if applicable)

Who is the PCBU?

(there may be more than one)

– Description of serious injury or illness i.e. nature of injury

– Initial treatment

– Where the patient has been taken for treatment

– Legal and trading name

– Business address (if different from the incident address), ABN/CAN and contact details including phone number and email

What has/is being done? Action taken or intended to be taken to prevent recurrence (if any)

Who is notifying

– Notifier’s name, contact phone number, and position at the workplace

– Name, phone number, and position of the person to contact for further information

Where a Master Builders Apprentice or Trainee is involved in a workplace incident, you must report the incident to Master Builders immediately after becoming aware of the incident or as soon as is reasonably practical – this is regardless of whether the incident is a SafeWork Notifiable incident.

Please contact your assigned Field Officer, or contact the Master Builders Office on  02 8586 3533, or email  apprenticeship@mbansw.asn.au

Some other useful tips on your safety obligations

• Construction sites require one first aider for every 25 workers

• Construction sites require an Emergency Plan and rescue plans for High-Risk work –communicated / trained to all workers.

Don’t miss out on NSW Government subsidies* APPLY NOW!

*This training is subsidised by the NSW Government. Subject to availability and eligibility criteria.

TRAINING

EDUCATION AND SKILLS DEVELOPMENT

Upskill today and future-proof your career. Industry licence qualifications and workshops are now available online. For builders, gaining your CPD points has never been easier!

With online learning, students can study at anytime from anywhere. Instead of rushing from work to class, you now have time to go home, settle in, grab a snack, then simply login to learn.

With Recognition of Prior Learning (RPL) you can achieve a nationally recognised qualification, without the need to attend classes. Simply follow our RPL kit and provide video and photographic evidence of the knowledge, skills and experience you have.

Our training programs include:

• Builder and trade licence pathways

• Online qualifications

• Recognition of Prior Learning

• Online continuing professional development

• Work health and safety training

Search www.mbansw.edu.au

Qualifications and Licence Pathway Programs

Safety Training and Industry Courses

Professional Development Workshops

New Website for Master Builders Education and Skills

We are delighted to announce the launch of our newly designed website. We invite you to take a look at www.mbansw.edu.au

The building and construction industry has been identified by the government as a skills priority. We now have a website fit-for-purpose and dedicated to the future needs of education and skills. Furthermore, this website cements our position as a leading educational provider in building and construction.

Our Master Builders website team, driven by the mission to create a faster, more userfriendly, and easily navigable website, devoted countless hours to building it from scratch. We were thrilled to announce its official launch on April 26, 2023.

What’s NEW on our website?

With the customer as our top priority, it’s important for us to make information regarding our courses and services easily accessible for all. You will find useful information about our services directly from the course pages. Additionally, testimonials showcase how we have helped many students with their studies. Among the new features, the site contains a

powerful search function to browse the information and courses. We will be regularly updating our content with up-to-date information and important industry news. You can also sign up for our monthly newsletter.

For builders requiring their CPD points, we have a range of industry-dedicated online courses that make earning CPD points easy!

With the new shopping cart system in place, you can now start an online course with a click of a button.

Some more of the great new features of this newly designed website include:

• A completely redesigned interface and layout to enhance the user experience

• Improved search functionality with filters for easier course discovery

• Listed schedules of upcoming course dates within the offer page

• Clear and simple top-level navigation to suit all devices

• Prominent feature boxes on course offer pages that display fees and key selling points

• Online payments and shopping cart functionality

• Video content and student testimonials for enhanced interaction

• Plus many more features!

We encourage you all to explore the website and to tell your team about it too. Why not include it in your toolbox talk? It’s a great place to start the conversation about the importance of upskilling and gaining qualifications towards career progression. Additionally, it’s a great place to update your health and safety training.

Access the website directly at https://www.mbansw.edu.au

Occupational Health and Safety Management rewrite to comply with ISO 45001

The Master Builders Association of NSW has undertaken a comprehensive rewrite of our Safety Management Systems to align with and comply to AS/NZS ISO 45001: 2018 requirements and intended outcomes contained within the international standard for Occupational Health and Safety Management, first introduced in March 2018.

In NSW, it is a legal requirement to have a Safety Management System for construction work costing $250K or more. As per Regulation 309 of WHS Legislation 2017, states; The principal contractor for a construction project must prepare a written WHS management plan for the workplace before work on the project commences.

Our suite of Safety Management systems has been gap audited by a JAS-ANZ Certification Accreditation Body, thereby achieving compliance for our range of Safety Management Systems.

These include Work Health & Safety (WHSMS – ISO 45001), Environmental Health and Safety (EHSMS ISO 14001), Quality Health and Safety Management System (QHSMS – ISO 9001), along with the Integrated Management System (IMS), which consolidates all three disciplines — Safety, Environmental and Quality into a single document.

The IMS is designed for builders seeking a comprehensive system that addresses the prerequisites for safety, environmental, and quality management that both the client and the NSW Government necessitate.

Further strengthening our commitment to safety, the MBA Safety Department staff are certified Exemplar Global Lead Auditors and accredited with JASANZ. This certification is a common requirement for contractors under NSW Government Contract GC21, particularly when contractual obligations require third-party audits. Contractors seeking accreditation for their Management Systems are required to meet the following conditions in line with NSW Government Procurement Guidelines:

• An Integrated Management System (IMS)

• AS/NZS ISO 45001:2018

• AS/NZS ISO 14001:2016

• AS/NZS ISO 9001:2016

• NSW Government WHS Management System Auditing Guidelines for construction procurement Edition 6 December 2019

• NSW Government Environmental Management Edition 4 Guidelines 2019

• NSW Government Quality Edition 4 Guidelines December 2019

MBA NSW Safety Dept. can provide the following services.

» Undertake accreditation audits and provide certificates,

» Undertake on site certified lead auditor 3rd party site inspections,

» Undertake desktop certified lead auditor management system reviews.

It’s also worth noting that ISO 45001:2018, the international standard for Occupational Health and Safety Management, was published in Australia on 17 October 2018. The migration period from AS/NZS 4801:2001 to AS/NZS ISO45001:2018 expires 13th July 2023. More details can be found here: https:// www.jas-anz.org/iso-45001-migration-date When it comes to Safety the MBA is your one stop shop, Safety Management Systems, up to date information and advice, auditing and accreditation.

Please contact us directly on 02) 8586 3532 or email MBA Safety on safety@mbansw.asn.au

Managing Psychosocial Hazards at Work

Mental Health is a widely known issue in the community and is increasingly being managed within occupational health. Poor mental health leads to problems such as social isolation, which disrupts a person’s communication and interactions with others.

The Covid-19 pandemic had forced employees to adapt and adjust in an unprecedented way.

While some employees have been able to move to work-from-home (WFH) relatively easily, many found it challenging. Notwithstanding the magnitude of change, little is known about the affects it had on WFH employees’ mental health during COVID-19. Working from home

is now the norm post Covid and businesses have adopted a work-from-home hybrid model. While most people spend an average of eight hours a day working, the management of a workers mental health requires a multifaceted approach.

What is Mental Health

“A state of mental well-being that enables people to cope with stresses of life, to realise their abilities, to learn well and work well, and to contribute to their communities.”

— World Health Organisation (2022)

Statistics tell us that 1 in 5 people have a mental health disorder with the most common being anxiety and depression.

When the NSW Government released the Managing Psychosocial Hazards at Work Code of Practice, May 2021, it was identified that one of its primary purposes is to create a climate for psychosocial safety.

What is Psychosocial?

As a health professional, the term is familiar and regularly used in the industry, however for others, it is not fully understood. When we look at managing a psychosocial hazard, we are looking at the combined influences

of psychological factors surrounding a social environment and the physical and mental wellness to be able to function. To simply provide a safe and healthy workplace, it is important to understand how a person can function in their work environment.

The Psychosocial Hazards at Work Code of Practice code lists the most common psychosocial hazards:-

Common Psychosocial Hazards

• Role overload (high workloads or job demands)

• Role underload (low workloads or job demands)

• Exposure to traumatic events

• Role conflict or lack of role clarity

• Low job control

• Conflict or poor workplace relationships between workers and their supervisors and managers and co-workers

• Poor support from supervisors and managers

• Poor co-worker support

• Workplace violence

• Bullying

• Harassment including sexual harassment

• Inadequate reward and recognition

• Hazardous physical working environments

• Remote or isolated work

• Poor procedural justice (processes for making decisions)

• Poor organisational change consultation

Source: Safework NSW May 2021 – Code of Practice Managing Psychosocial Hazards at Work

The above is highlighting the need for a PCBU to consider individual factors and particular groups ie: young, old, different languages and cultures.

Summary

Leadership commitment, consultation and planning

• Identify, assess and prioritise risks associated with psychosocial hazards

• Control hazards and risks by elimination or minimization through:-

o Work design

o Safe systems

o Information/training/instruction

o Reasonable adjustments

• Implement and monitor controls

• Keep records of the risk management process and response to individual incidents.

*The following summary is provided on what can be expected for the implementation of the code dependant on the size of your business:

**The following are free Psychosocial risk assessment tools which are available for businesses to access:

Free Psychosocial risk assessment tools

Guarding Minds@Work Risk Assessment Tool https://www.guardingmindsatwork.ca/

PeopleAtWork Risk Assessment Tool https://www.peopleatwork.gov.au/

It may not be reasonable for a small business to implement all ISO 45003 processes

Need to demonstrate that their systems adequately identify risk factors and reasonable controls are implemented to protect workers from harm

Small organisations

• Commitment statement – some form of written commitment to worker mental health

• Include identification and management of workrelated and external factors

• Include dates for review

Medium sized organisations

• Framework or strategy

• Has goals/actions/evaluation

• Format can be tailored to suit organisation

• Provides expectations for managing work related and external factors

• Include dates for review/evaluation

Mentally Healthy Workplaces Psychosocial risk assessment tool https://www.worksafe.qld.gov.au/

Mind your Head Audit Checklist https://www.mindyourhead.org.au/

Do I need all elements of ISO 45003?

A mental health policy/ framework/strategy creates the foundation for psychological health and safety.

Large organisations

• Form a policy to create consistency

• Keep policy clear and simple where possible – be cautious with too much detail

• Review existing policy to ensure ‘Health’ is applicable for psychological health & ‘Safety’ includes psychosocial risk management

• Guidelines can provide more details for implementation

• Include case study examples for implementation

• Include dates for review/evaluation

For more information or assistance with workplace safety, injuries or employee assistance, please contact Tina Emerton at Mend Services on 1300 176 774 or send your enquiry to fax@mendservices.com.au

The following summary is provided on what can be expected for the implementation of the code dependant on the size of your business:

10 Years of MATES in Construction: A Lifeline for Workers in Need

Brian Seidler MBA NSW Executive Director

Irecently had the privilege of delivering a speech at the MATES in Construction 10 Year Anniversary Charity Lunch, held on March 31 at Doltone House. It was an honour to speak about a program that focuses on suicide prevention and mental health initiatives for individuals in the building and construction industry.

Mates in Construction (MIC) is a program that focuses on suicide prevention and mental health initiatives for individuals in the building and construction industry. Recently, the program released its Health Economics survey, which quantifies the economic cost of suicide in the construction industry and assesses the success of MIC’s workplace suicide prevention strategies. The survey revealed that for every AUD $1 invested by MIC, there is a return of $4.60.

MIC has been particularly successful in NSW, where it has been embraced beyond expectations. Since the program’s delivery in March 2013, over 72,000 construction workers in NSW have completed the General

Awareness Training (GAT). More than 6,300 have been trained as “connectors,” suicide alert helpers in the industry, and 800 have gone on to complete Applied Suicide Intervention Skills Training (ASIST). Additionally, MIC has provided case management to 1,700 construction workers and their family members, with over 240 cases in the last 12 months. The program has delivered training to approximately 79,100 people across 3,100 sites in NSW. Although suicide has a high human cost, it is important to note that the estimated cost of suicide and related behaviour in the NSW construction industry is around $527 million per year. The construction industry is the second/ third largest sector of the national economy and employs 1.2 million people nationally, including 400,000 in NSW. It is also worth mentioning that many small businesses in the industry are run by women, who are concerned about the mental health of their partners.

MIC has been particularly successful in regional NSW, where it has been embraced by networks of women who are demanding that the program be introduced to their communities.

The program’s reach has extended beyond commercial projects, with MIC now involved in regional centers such as Cooma, Goulburn, Forster, Gosford, Ballina, and the Illawarra. The program’s success can be attributed to its gender-sensitive suicide prevention strategies and its focus on raising awareness, building resilience, connecting workers to help and support, and informing the industry about best practices.

Recently, the Master Builders Association of NSW partnered with MIC to train 2,300 construction workers, including 1,000 apprentices, with a focus on safeTalk connector training. MIC’s success has been recognised by the World Health Organisation (WHO) in a major public publication titled “An Implementation Guide for Suicide Prevention in Countries.” The publication highlights MIC’s community development model of continual improvement and identifies it as a program that is leading the way in workplace suicide prevention.

Overall, MIC’s significant positive impact on the construction industry in NSW is evident. The program has been successful in regional

areas, including small businesses run by women, and has received recognition from WHO. MIC’s success can be attributed to its community development model, gender-sensitive suicide prevention strategies, and focus on raising awareness, building resilience, connecting workers to help and support, and informing the industry about best practices.

I extend my heartfelt gratitude to all those in the industry who have actively supported and embraced the Mates in Construction program. Your dedication and commitment to this cause are making a positive impact on the lives of individuals in need. Thank you for your invaluable contribution.

Griffith-MIA Division Annual Golf Day

On March 10 we saw the MIA Division hold their Annual Golf Day which made it’s return after being postponed in previous years due to the pandemic and again with wet weather last year. The day had a fun-filled atmosphere, beautiful weather and all in attendance enjoyed the camaraderie on the green.

We would like to thank Wayne from the Griffith Golf Club for his help on and leading up to the day, the Griffith Rotary Club for cooking the BBQ and our sponsors on the day for their ongoing support — Dahlsens, Ellistricity, GNC Concreting, Yoogali Engineering and ELM Aquatics.

A huge thank you also to our MBA NSW members who attended — we are already looking forward to the next one.

Albury-Murray Division Race Day Marquee

On March 24, the Albury Racing Club hosted the Albury Gold Cup. Our Master Builders Association NSW, Murray Division trackside Marquee was enjoyed thoroughly by our members, sponsors and committee who attended the day. We were joined by Master Builders Victoria staff—Tristan Moseley, Gavriel Berkowitz and Allison Bowman as well as our own Master Builders Association NSW staff — Luke Reeves, Strebre Delovski and Laura English. Thank you to our Murray Division Sponsors for their ongoing support of this event and our Division, we are incredibly grateful for you all.

Murray Division Annual Dinner

Our Murray Division Annual Dinner was held on Tuesday, May 2 at the Commercial Club in Albury.

Our presenters for the night included the Albury City Council Development Team, Andrew Tierney from MyBig, Stacey Read from Lifeline Albury Wodonga and Leon Moriceau from Before You Dig Australia. The presentations were informative and interactive and our local members, sponsors and committee enjoyed a night of networking with over 75 people in attendance.

Riverina Murray Excellence in Building Awards

On March 31, the Master Builders Association hosted the Riverina Murray Excellence in Building Awards in Albury.

The annual event recognises and celebrates the best in the building and construction industry across the Riverina Murray region, including Albury, Wagga Wagga, Griffith, and neighbouring towns. The awards ceremony brings together builders to showcase their talents and expertise in categories such as residential and commercial construction.

This year's awards ceremony was a resounding success, with a record number of entries. The judges were impressed with the high level of craftsmanship and attention to detail displayed by the entrants. The awards aim to recognise and acknowledge the outstanding craftsmanship and attention to detail displayed by the entrants.

The following is a breakdown of the major awards and winners at this year's event:

Residential Builder of the Year

Hadar Homes

Commercial Builder of the Year

Colin Joss & Co Pty Ltd trading as Joss Construction Young Builder of the Year

Matt Gilchrist from Gilchrist Homes Women in Building

Kiah Beaumont from Gilchrist Homes Apprentice of the Year

Joshua Smith from Shaw Quality Builders

The Master Builders Association uses the event to acknowledge the hard work and dedication of its members and to showcase the industry's potential to future generations of builders and construction professionals. By recognising the best in the industry, the event aims to inspire and motivate the industry to continue to strive for excellence and innovation.

Overall, the Riverina Murray Excellence in Building Awards is a significant event for the building and construction industry in the region, highlighting the exceptional talent, skills, and innovation of its members.

Matt Gilchrist and Kiah Beaumont from Gilchrist Homes.

The team from Hadar Homes, taking out the Residential Builder of the Year Award.

Shaw Quality Builders celebrating their wins: Joshua Smith, Apprentice of the Year, and Marcus Shaw with the Contract Home $600-700k award for Woomargama House.

Joss Constructions celebrating their Commercial Builder of the Year Award.

Brad Stockley of Stockley Constructions holds the award for Blamey Street Renovation in the House Additions under $1M section.

Baden Lancaster from Lancaster Homes wins the Contract Homes $700800k category with ‘The Cabin’.

Lipman Pty Ltd’s team celebrate their Excellence in Building category win.

Young Central Coast apprentice goes from strength to strength with big Bunnings win!

Together with Mingara Leisure Group, we are super proud of Master Builders 2nd year Carpentry apprentice Tasharn Smith.

Tasharn has just moved into her 2nd year of her Carpentry apprenticeship with Master Builders, and just turned 17 and bought her first car. Her Carpentry apprenticeship just keeps getting better and better.

Based on the Central Coast, Ben Debono, Construction Project Manager of Mingara Leisure Group decided to nominate his apprentice Tasharn into the BUNNINGS WOMEN IN APPRENTICESHIPS 2023 competition. In recent times, Tasharn has also contributed to the NAIDOC week campaign representing aboriginal apprentices for Master Builders.

PASSING OF MAXWELL ADAMS

I t is with sadness that we acknowledge the passing of Maxwell Adams, affectionately known as Max, on January 5th at the age of 91. Max served the MBA for over 40 years as a loyal and dedicated member. He played a pivotal role in establishing the Central Coast Division Committee and served as the President of the division from 1979 to 1985.

In recognition of his remarkable contributions to the Central Coast Division and the MBA, Max was awarded the Divisional Gold Medal in 1985. This esteemed award is bestowed upon an individual by their peers and represents the highest recognition of outstanding service and leadership within the division and the MBA. On behalf of the MBA and the Central Coast Committee, we express our sincere gratitude to Max for his unwavering commitment, service and enthusiasm for the industry. He will be greatly missed, but his legacy will continue to inspire future generations of builders.

Out of almost 1800 entries, 10 were awarded across Australia with only two in NSW.

Congratulations Tasharn on winning the Bunnings Trade Women in Apprenticeships 2023 Award. What a tremendous effort. Tasharn received an Apprentice Prize Pack worth approximately $8535.

As part of the entry requirements, Ben had this to say about his apprentice, “Tasharn possesses maturity beyond her years. Continually showing up on site and on time without fail, she takes pride in her appearance, is inquisitive, committed and communicates effectively. So far, Tasharn has worked on a major commercial club refurbishment, as well as many café, restaurant and civil projects that she

has completed safely and successfully while always showing impeccable workmanship.”

The prize was presented at Bunnings Lake Haven. In support of Tasharn, Master Builders regional Coordinator Central Coast Kerry Bendeich was in attendance. As part of the presentation, Ben DeBono from Mingara Leisure Group, her team mates, and Tasharn’s Mum were in attendance.

The prize pack contained Bunnings Gift Cards valued at $7000, a $1500 Hard Yakka gift card to redeem Hard Yakka merchandise and workwear, and a Mentorship and 12-month membership with The National Association of Women in Construction (NAWIC) valued at $35 for Apprentice Membership, and with

varying State/Territory costs for the Membership program (NSW $199). The Bunnings Flannelette shirts also were a treat to receive.

This award will greatly help Tasharn gain more confidence and be successful in her career. She aspires to build her own construction business, and to give other young women the opportunity grow, learn and prosper.

If you are located on the Central Coast and would like to know more about how Master Builders can help you with a career in building and construction, or if you are thinking about taking on an apprentice visit our website www.mbaapprenticeship.com.au, or call us on 02 8586 3533

CENTRAL COAST

Annual Charity Golf Day

On Friday May 5 we held our Annual Central Coast Division — Master Builders Association of NSW Charity Golf Day.

It was great to see the members, sponsors and their guests enjoying a fun and relaxed afternoon.

A big thanks to Katrina, Dave and the staff at Kooindah Waters Golf Club for hosting this event at their amazing course. And thank you to the gods for holding the rain at bay and giving us some much-needed sunshine. It was a big relief after last year was postponed due to the course flooding.

This day wouldn’t be possible without the support of our sponsors, most of them came back to support this event for a second year and we also have a couple of new sponsors as well.

A special thanks to the following sponsors for your continued support:

Master Builders Insurance Brokers, Kincumber Mitre 10, Hip Pocket Workwear & Safety, CCF

Floors, Advance Building Services, DCorp

Construction, Dahlsens, Hume Doors & Timber, ITI Australia

With the generosity of the community and the players, we proudly raised $4,500 for Westpac Rescue Helicopter Service — Central Coast Region & Ronald Macdonald House — Gosford. Great to have Shannon (WRHS) and Jenny (RMHC) run the 100 club, putting challenge and silent auction fundraising events.

Congratulations to Tim Frazer and Tristan Russ for taking home the 2023 Barrie Frost Memorial Trophy.

Fundraising cheque worth $4,500 presented to Westpac Rescue Helicoptor Service and Ronald Macdonald House — Gosford.

Players lined up and ready to roll out.

Barrie Frost Memorial Trophy Winners: Tim Frazer and Tristan Russ.

Barrie Frost Memorial Trophy

Presidents Shout hosts Talk2Me Bro

The Hunter Division hosted their Presidents Shout on Thursday April 20 at MBA Newcastle Members room. We were joined by special guest presenter Luke Conners from Talk2Me Bro Charity organisation.

Luke’s impressive career began in the military, which allowed him to use his disciplines and experiences to become a high-end builder and co-owning a construction company. His path has forced him to overcome many challenges and face difficult experiences that have now become his passion to educate others in men’s wellbeing.

Talk2me Bro is a mental health support network, aimed at providing a safe and supportive space to talk about mental health struggles. The initiative was founded in response to the fact that many men feel uncomfortable discussing their emotions and mental health concerns, leading to a higher rate of suicide and other mental health problems.

Talk2me Bro offers a range of resources and services, including online chat support, peer-topeer support groups, mental health education and awareness campaigns.

By promoting open and honest conversations about mental health, Talk2me Bro is helping to break down the stigma surrounding mental illness and improve the mental health outcomes for men around the world.

We had around 53 members attend and enjoyed listening and socialising amongst each other, even creating some positive first-time conversations about their own stories. Hunter Committee President — Matthew Haines said, “If we can save one’s person’s life by holding an event like this, then I know we’ve made a difference”.

ULLADULLA SafeWork NSW Breakfasts present multiple opportunities

Since the beginning of the year, members in the southern regions have had the opportunity to attend SafeWork breakfasts held in local parks in several areas, including Goulburn, Bowral, Jindabyne, and Milton, with more locations still to come. These breakfasts provide a great opportunity for members to bring their apprentices and tradespeople to receive information on all aspects of safety on building sites and to ask questions in a casual environment.

The breakfasts are free to attend and are sponsored by SafeWork NSW, who also provide breakfast. By attending, you will receive one continuing professional development (CPD) point, and you will be eligible to apply for a $1,000 rebate through SafeWork NSW to purchase safety equipment, which is a fantastic offer.

We encourage everyone to attend these breakfasts to learn more about safety on building sites and take advantage of this great opportunity.

UPCOMING EVENTS:

29 June: Pambula

Mitre 10 Trade Show

12 July: Goulburn

Southern Highlands Division Meeting

15 July: Ulladulla

Southern Regions Building Awards

9 August: Mittagong

Southern Highlands Division Meeting

10 August: Campbelltown

First Aid Training

10 August: Campbelltown

Hume Division Meeting

16 August: Mollymook

Shoalhaven Division Meeting

23 August: Merimbula

Far South Coast Update

24 August: Cooma

Snowy Mountains Division Meeting

25 August: Cooma

SafeWork Breakfast

ULLADULLA

CPC31420 Certificate III in Construction Waterproofing 9 day Workshop

The 9-day Cert III in Waterproofing has just been completed in Ulladulla, with excellent outcomes for those who attended. The next regional course will commence at the MBA Office in Wollongong on Friday, September 1.

We suggest you register online as soon as possible. The next course planned for Ulladulla will commence on Friday, February 2, 2024.

Ulladulla High School Career & Community Showcase

On May 5, 2023, Ulladulla High School organized a Career & Community Showcase that was attended by 37 exhibitors, including local experts from small businesses, TAFE, universities, defense and community organisations. We hope that this event will become an annual tradition.

Parents and their families were invited to attend the event to obtain practical advice and information to help their young people plan their future. As parents are the main influence on their children's future, this showcase provides a great opportunity for families to gain valuable insights.

CENTRAL WEST

Western momentum building

The Central West and Orana Regions have been bustling with activity during the first half of 2023. From division information nights in Dubbo, Orange, Mudgee, and Bathurst, to the Central West Golf Day in Orange, and the Dubbo Home Building Expo, it’s been a time for networking, fun and learning. In addition, we made the rounds of the Petrie’s Mitre 10 Trade shows across Western NSW, catching up with old friends and making new connections.

Not only that, but our entries have closed on the Western NSW Building Awards, and we have had the largest number of entries to date. We can’t wait to showcase the talent and creativity of our region at the Gala Awards Night in August!

It’s clear that Western NSW is a hub for the building and construction industry, with a supportive community that fosters growth and development. We look forward to building on the momentum of the first half of 2023, to make the second half just as productive.

Central West Golf Day success

In February the Central West Division ran their 11th MBA Central West Division Golf Day. We had perfect weather, lots of laughs and not so perfect golf swings.

We would also like to thank our brilliant sponsors — for their donations, attendance, and support.

We should all be proud of the strong relationships and construction businesses that exist in our region.

TOP RIGHT: The team from Banksia Building.

BELOW RIGHT: The team from McHomes.

Dubbo Home Building & Trade Expo returns

CPC31420 Certificate III in Construction

Waterproofing 9 day Workshop

This past March and April saw the running of another successful CERT III Waterproofing Course. Eight students completed the course and are now eligible to get their Waterproofing Licence.

Meeting with NSW Small Business Commissioner, Chris Lamont

I n February Mick Banks, Central West Division President and Vice President of Master Builders NSW and Katie Kidd met with Chris Lamont, NSW Small Business Commissioner to discuss current business conditions, challenges, and future opportunities for businesses in the construction industry in Western NSW. It was an incredibly productive discussion with the commissioner taking on board some suggestions, and a promise to return with the Minister for Small Business for a follow up discussion in the near future.

March saw the running of the Orana Divisions Dubbo Home Building & Trade Expo. We were incredibly pleased to be able to run it again after a three year Covid hiatus, and despite lower numbers through the gate than in 2019 our exhibitors experienced a great level of new enquiry.

TOP RIGHT: Brax Building Stand.

BELOW RIGHT: Elements Interiors & Construction Stand.

Illawarra welcomes a new Regional Coordinator

Based at the MBA Wollongong branch, Monika Jabbour is excited to take over the reins from Lee Tanks as the new Regional Coordinator for our Illawarra and Cronulla Sutherland members.

With big shoes to fill, Monika is eager to collaborate with our members and the building and construction industry in the region. “I have already had the opportunity to meet some of you and I am looking forward to getting to know you all and support you as I move into the role. Please come along to your next Division night to say hello, hear from some great speakers and network with other local fellow members and industry suppliers.”

Monika is available on 0413 270 349. Email: mjabbour@mbansw.asn.au

Illawarra Division Night — Thursday, May 4, 2023

We decided to kick off our Division meeting and break the ice with a Star Wars reference, as the meeting was held on the 4th of May. “May the 4th be with you” was well received by at least a few of our members.

Fiona Curdie, Managing Director of Mend, was our first guest speaker and did not disappoint. Our members were engaged throughout the presentation, especially when Fiona clarified a few misconceptions around workers compensation. As you can see from the images, Fiona had our members up stretching and demonstrating best practice ways to lift in the workplace to reduce the risk of injury.

Our second speaker was Buddy Rogers, Area Manager for Wurth Australia. Buddy, accompanied by his team, demonstrated solutions from their range of fasteners, fixings, anchors, and adhesive systems with great passion and enthusiasm, showing how they can save our members both time and money.

Our members came away from the night armed with up-to-date industry information on workers compensation, onsite incidents, manual handling, and cost-effective world-class solutions that Wurth Australia provide.

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We offer unique, cost effective and high quality professional aerial photography for the construction and property industry.

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SKYview has been in business for nearly 15 years servicing the construction industry, with over 25 years of on site construction experience.

We can service everything from small residential projects to the largest of government projects, throughout NSW and ACT.

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We can service everything from small residential projects to the largest of government projects, throughout NSW and ACT.

We are unconditionally certified, insured and operate from planes, helicopters and drones as required.

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CR130830AA

Our cover can help protect you and your family

Life Insurance cover

Apply for up to $15 million cover level on award-winning Life Insurance.

Total & Permanent Disability Insurance

Help protect yourself and your family from financial stress if you’re permanently disabled and unable to work again. Up to $5 million cover available.

Income Protection Insurance

Cover to help replace a share of your income in case you can’t work due to sickness or injury.

Trauma Insurance

Focus on your recovery if you suffer from a critical illness. Cover for 37 critical medical conditions listed in the PDS.

The issue of cover is subject to underwriting, which takes into account (amongst other things) occupation and/or duties.

Important Information - Master Builders NSW members are entitled to a 10% discount on NobleOak’s standard Premium Life Direct premium rates for its term life cover. In addition to term Life Insurance cover, NobleOak also offers Income Protection, TPD, Trauma and Business expenses cover. Our website contains details.

*Two (or more) covers – 2 months free. One month free also available. This offer is available if you apply for cover before 30 June 2023. If you apply for and are issued with two or more covers, you will not start paying premiums for each cover respectively, until two months after the commencement date of the relevant covers. If you apply for and are issued with one cover type, you will not start paying premiums until one month after the commencement of the cover. If you apply for two or more cover types before 30 June 2023 and are issued with only one type of cover, or if you apply for and take out two or more covers but cancel any cover(s) within the first month so that only one cover remains current, you will not start paying premiums on the remaining cover until one month after the commencement date of that cover.

The offer(s) are available for new customers only and can be used only once. Not able to be used in conjunction with another advertised offer.

Legal statements. Premium Life Direct is issued by NobleOak Life Limited ABN 85 087 648 708 AFSL No. 247302. Address: 44 Market Street, Sydney NSW 2000. Phone: 1300 108 490. Email: sales@nobleoak.com.au. Cover is available to Australian residents and is subject to acceptance of the application and the terms and conditions set out in the Premium Life Direct Product Disclosure Statement (PDS). Please also read NobleOak’s Target Market Determination (TMD) at www.nobleoak.com.au.. This information is of a general nature only and does not take into consideration your individual circumstances, objectives, financial situation or needs. Before you purchase an Insurance product, you should carefully consider the PDS to decide if it is right for you. The PDS is available by calling NobleOak on 1300 108 490 or from www.nobleoak.com.au. Clients should not cancel any existing Life Insurance policy until they have been informed in writing that their replacement cover is in place. NobleOak cannot provide you with personal advice, but our staff may provide general information about NobleOak Life Insurance. By supplying your contact details, you are consenting to be contacted by NobleOak, in accordance with NobleOak’s Privacy Policy.