NECA News March 2024

BUILDING AND MANAGING A PERFORMING TEAM

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C O NN EC T E D

SOLUTIONS

ERGONOMICS STABILITY & EASY INSTALLATION

EFFORTLESS

TRANSPORTATION & STORAGE

SAFETY FIRST

COST & TIME SAVINGS

SUSTAINABILITY & POSITIVE IMPACT

WITH

GROWING AND DEVELOPING YOUR TEAM

One of the biggest challenges currently facing our industry is in the recruitment and retention of quality staff. We’re constantly hearing about the difficulties in finding skilled labour, how staff shortages are driving up wage rates, and how wage increases are contributing to the erosion of company loyalty.

It’s no easy task to manage a business, manage a team, and manage family, yet for many of our members that’s exactly what’s required in order to keep the wheels turning.

We’ve decided to title this edition “Referee, player, coach” in recognition of all the hats business owners must wear to successfully manage a team. Our feature articles touch on a broad

range of topics from recruitment and onboarding, through to managing performance and retaining staff.

There’s no ‘one size fits all’ approach, and no one knows your team better than the team themselves. We’re confident that, in the following pages, you’ll find some useful food for thought, perhaps a method or approach you hadn’t considered, and hopefully a gem or two from our industry experts that enables you to build a stronger and more resilient team.

We’d like to thank our sponsors for their support in every state and territory and give a special mention to those members hosting NECA apprentices. It’s through these actions that we can

continue to strengthen the industry and provide a start to a rewarding career for so many new electricians.

Our NECA branches are working hard to ensure members have up-to-date information to support their business growth. Members consistently tell us that having access to a broad range of supports makes it easier to navigate the complexities of their business.

We thank you for your continued support of NECA and our industry. As always, if you have something to share about your corner of the country, let us know. We’d love to hear from you.

The NECA News team

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Data Centres Industrial

Renewables Commercial

GOVERNMENT RELATIONS AND POLICY

The final months of 2023 were an extremely busy period for our industry, with significant legislative change and activity at all levels of Government, particularly in the Federal arena. The government’s industrial relations legislation is expected to continue to be a focus for quite some time, as new legislation is debated, the legislation passed at the end of the year is implemented,

impacts understood.

on behalf of our members, continues to work with the Government and argue for the changes to not detrimentally impact our sector or members.

FAIR WORK LEGISLATION AMENDMENT (CLOSING LOOPHOLES) BILL 2023

The Fair Work Legislation Amendment (Closing Loopholes) Bill 2023 has been a key focus of the NECA Government Relations and Regulatory Team and we have been actively engaged with the government, opposition, and crossbench. This engagement will not stop until we make sure our sector, businesses and industry’s concerns are fully understood. Despite aspects of the bill passing last year, NECA is concerned with components

of this bill such as employment definitions, casual arrangements and independent contractors, and their potential impact on our members.

The Senate Education and Employment Legislation Committee, which was reviewing the legislation, recently published their report, with NECA’s submission and the comments made during the hearings highlighted.

SKILLS SHORTAGE AND TRAINING

Up to 35,000 additional electricians will be needed across Australia between 2023 and 2030. NECA recognises that the viability of Australia’s training system is a shared responsibility, which should be strongly influenced and informed by industry and supported by government. With the proliferation of renewable technologies, and skills shortages in construction, there is already a national shortage of electricians. NECA is working with the Federal Government on policies to address this and NECA is well placed, though its state-based GTOs and RTOs, to deliver agile training and ensure the future needs of members are met. To do this effectively, state and federal governments are being actively engaged with by NECA to ensure it gets ahead of the training curve and remains there.

FEDERAL GOVERNMENT PRE-BUDGET SUBMISSION

Each year, NECA submits, on behalf of our members, the priorities we want to see in the federal budget — and this year it was the most extensive ever. Our submission on behalf of our members and industry was in the key areas of small business support, unlocking infrastructure for job creation, taxation and regulatory reform, and skills and training for the future, as well as promoting greater female participation in the sector. Specific recommendations included provisions enabling the instant write-off against tax of new asset purchases by small and medium sized business in the electrotechnology and renewable sector to be set at $50,000, to enable investment in the latest technologies. The full submission can be found on our website, with all recommendations and policies.

PROCUREMENT IMPROVEMENTS

Whether it’s issues with security of payments or unfair contracts, NECA is keenly aware of the current difficulties associated with procurement practices around the country. This is why, at both federal and state government levels, we are actively advocating for governments, as major purchasers of goods and services, to make improvements to procurement legislation and policies, support local industries, and foster the employment of First Nations people and women through their procurement practices. The meetings we have had with ministers, government departments and various members of the construction industry, have been fruitful, and we are continuing to put submissions and recommendations to government to effectively improve the way procurement is done. Our emphasis is on removing unfair terms in contracts, improved provisions for subcontractors when it comes to matters outside of their control, and the cascading of beneficial head-contract clauses down to the subcontractors.

Kent Johns NECA Head of Government Relations and Policy

MASTERING EMPLOYEE ONBOARDING

A COMPREHENSIVE GUIDE FOR NECA MEMBERS

IN THE FAST-PACED WORLD OF ELECTRICAL COMPANIES WITHIN AUSTRALIA, WHERE PRECISION AND EFFICIENCY ARE KEY, ENSURING A SEAMLESS ONBOARDING PROCESS FOR NEW EMPLOYEES IS IMPERATIVE. AS NECA MEMBERS, BUSINESS OWNERS, AND EXECUTIVE MANAGEMENT TEAMS, UNDERSTANDING THE SIGNIFICANCE OF EFFECTIVE ONBOARDING, ENCOMPASSING BOTH LEGAL COMPLIANCE AND BEST PRACTICES, IS VITAL FOR THE SUCCESS OF YOUR ORGANISATION.

Legal Compliance: Navigating the Regulatory Landscape

Compliance with legal requirements is not only a legal obligation, but a strategic move to safeguard your business from potential risks. Your employee onboarding documentation should cover key legal aspects, such as:

½ Employment Contracts

Provide comprehensive employment contracts outlining terms and conditions, including job responsibilities, working hours, and termination clauses. This document serves as a foundational agreement between the employer and employee.

½ Fair Work Information Statement

Ensure new hires receive the Fair Work Information Statement, a mandatory document that informs employees of their rights, entitlements, and the obligations of both the employer and the employee under the Fair Work Act.

½ Occupational Health and Safety (OH&S) Manuals

Develop OH&S manuals detailing safety protocols, emergency procedures, and hazard identification specific to the electrical industry. This not only complies with legal requirements but also establishes a commitment to creating a safe working environment.

½ Anti-Discrimination and Equal Opportunity Policies

Clearly articulate antidiscrimination and equal opportunity policies in your onboarding documentation. This communicates your commitment to fostering a diverse and inclusive workplace, adhering to legal requirements, while promoting a positive company culture.

½ Best Practices: Crafting an Engaging Onboarding Experience Beyond legalities, implementing best practices in your onboarding process for new employees enhances employee engagement, productivity, and overall job satisfaction.

½ Employee Handbook

Develop a comprehensive employee handbook encompassing company policies, code of conduct, and procedures. This serves as a reference guide for new hires, providing insights into the company’s culture, values, and expectations.

½ Interactive Training Modules

Implement interactive training modules as part of your induction process. These could include online courses, workshops, or hands-on training sessions tailored to the specific roles within the electrical company.

½ Company Introduction and Culture Sessions

Conduct introductory sessions that provide new hires with an overview of the company’s history, mission, and values. Introduce them to the organisational culture, and encourage interactions with key team members, to foster a sense of belonging.

½ Performance Expectation Discussions

Facilitate discussions around performance expectations and career growth opportunities during the onboarding process. Set clear goals and milestones and provide guidance on how employees can contribute to the company’s success.

½ Feedback Mechanisms

Establish regular feedback mechanisms, such as surveys or one-on-one check-ins, to assess new hires’ experiences during the onboarding process. Use this feedback to continuously improve and refine your onboarding practices.

Mastering employee onboarding is a strategic imperative. By combining legal compliance with best practices, you not only fulfill your legal obligations but also create a positive work environment that attracts and retains top talent. Utilising required documentation, such as employment contracts and safety manuals, alongside engaging onboarding practices, ensures your electrical company is well-positioned for success in a competitive industry. If you need assistance with onboarding new team members, give the experts at Business Solutions Hub a call on 1300 445 687.

Catalyst for Success: The Profound Benefits of Strategic Induction

In the realm of the electrical industry, a well-executed induction process for a new employee is the cornerstone of employee success and organisational efficiency. Beyond mere compliance, the journey through the first day, week, month, and three months of employment holds transformative power, propelling both employees and organisations toward excellence.

Let’s delve into the profound benefits of getting induction right in the electrical industry and how this blueprint extends its relevance to all trade environments.

The need to get it right

A strong employee induction program yields numerous benefits for both employees and organisations. It accelerates productivity, enhances job satisfaction, and improves employee retention. By fostering a positive organisational culture, providing necessary skills, and ensuring legal compliance, induction programs create a positive first impression and contribute to positive employer branding. Efficient resource utilisation, adaptability, and innovation are additional outcomes, along with opportunities for employee development and career growth. Ultimately, a comprehensive induction program sets the stage for a motivated, skilled, and cohesive workforce, positively impacting the overall success of the organisation.

The guide below outlines the critical phases of induction— the first day, first week, first month, and first three months— demonstrating why getting it right is paramount for long-term prosperity in all trade environments.

The First Day: Igniting a Culture of Safety and Inclusion

An employee’s first day sets the stage for their entire journey within the electrical industry. Here’s why it matters:

½ Safety Protocols: Begin with comprehensive safety briefings, ensuring new hires understand the critical importance of safety in the electrical field. Cover emergency procedures, proper use of personal protective equipment (PPE), and hazard identification.

½ Introduction to Team and Workspace: Facilitate introductions to team members and a guided tour of the workplace. Familiarity with key areas fosters a sense of belonging and kickstarts the integration process.

The First Week: Immersive Training and Team Integration

The focus during the first week shifts to immersing new employees in the unique culture of the electrical industry:

½ Hands-On Training: Implement interactive training sessions specific to electrical procedures and equipment operation. This hands-on approach accelerates learning and builds practical skills.

½ Mentorship Programs: Pair new hires with experienced mentors. This not only aids in knowledge transfer but also provides a support system for navigating the challenges of the electrical trade.

The First Month: Deepening Expertise and Connection

As employees settle into their roles, the induction process broadens to deepen their understanding of the electrical industry:

½ Role-Specific Training: Tailor training sessions to the specific roles within the electrical company. This could involve advanced technical training, project-specific briefings, and exposure to various aspects of the company’s operations.

½ Regular Check-ins: Establish regular checkins to address concerns or questions. Open communication channels foster a supportive environment and demonstrate a commitment to the well-being and success of new employees.

Three Months In: Evaluating Progress and Planning for the Future

At the three-month mark, it’s time to evaluate progress and set the stage for ongoing development:

½ Performance Reviews: Conduct performance reviews to provide constructive feedback and recognise achievements. This helps employees understand their strengths and areas for improvement while reinforcing their value to the organisation.

½ Career Development Discussions: Initiate discussions about career development opportunities within the electrical industry. This could involve training programs, certifications, or pathways for advancement. Clearly communicating future prospects motivates employees and instills a sense of purpose.

In conclusion, successful induction in the electrical industry transcends the mundane; it is a strategic investment in the future of both the employee and the organisation. By meticulously planning and executing the first day, first week, first month, and three-month milestones, employers in the electrical industry can ensure their workforce is not only compliant, but empowered to contribute significantly to the success of the organisation. If you need assistance with inducting new members into your team, give the experts at Business Solutions Hub a call on 1300 445 687.

Zach Galea Human Capital Management Lead and Business Development Manager, Business Solutions Hub

EMBRACE GROUP TRAINING FOR EFFECTIVE APPRENTICE RECRUITMENT

GROUP TRAINING COMBINES THE SKILLS AND RESOURCES OF A RECRUITMENT AGENCY WITH THE INDUSTRY KNOWLEDGE OF DIRECT HIRING TO PROVIDE A FULLSERVICE SOLUTION. GROUP TRAINING ORGANISATIONS (GTO s) UTILISE THIS EXPERTISE TO CREATE TAILORED SOLUTIONS THAT BENEFIT EACH BUSINESS THEY ENGAGE WITH, CONSIDERING ATTRIBUTES SUCH AS TEAM DYNAMIC, PEOPLE AND CULTURE.

Through building extensive relationships with schools, employment services, and careers programs, host organisations can access a large pool of candidates for their apprenticeship and traineeship needs.

Before placing a candidate, NECA GTOs conduct an in-depth onboarding process, designed to foster a lasting relationship between host employers and the apprentices placed with them. The right placement means a candidate can develop their skills with a positive mindset and get the most out of their apprenticeship or traineeship, increasing the value to the host employer.

Coupled with the guidance and mentoring of NECA’s dedicated Field Officers, NECA has been able to achieve an apprenticeship completion rate of over 90%, against an industry average of 55%, delivering a much better outcome for our apprentices and a superior return on investment for our hosts.

During the induction, apprentices receive initial training and education, plus the physical tools and PPE required to be safe in the workplace. This sets the apprentice up to be an effective and productive member of the team as soon as they arrive on site.

As the legal employer of the apprentice or trainee, the GTO is responsible for making sure payroll, WHS, HR, and regulatory obligations are met, ensuring the best possible workplace conditions for the apprentice or trainee, and when needed, assisting host employers to meet statutory requirements in areas such as WHS and compliance, which can be complex and time-consuming.

If required, NECA can offer host employers assistance in establishing and implementing a Safety Management

System (including policies, procedures, and Safe Work Method Statements) to ensure they are compliant. Support and training also extend to HR, performance management and advice on vocational training requirements.

NECA’s GTO and RTO (Registered Training Organisation) offerings are unique in the industry, as they provide apprentices with an environment that fosters and encourages engagement throughout their apprenticeship. This combined approach works to ensure apprentices are learning the required knowledge for their year level, are on-track to successfully complete their qualifications, and ensures that what they are learning off-the-job closely follows their on-the-job training.

To further support the process, a dedicated Field Officer is assigned to each apprentice, or trainee, to provide mentoring and support in the areas of human resources, supervision, and training for the duration of their placement. These Field Officers have first-hand experience in the electrical industry, allowing them to better understand apprentices and their hosts employers’ needs.

Occasionally business circumstances and needs change, and a host employer no longer has the capacity to retain an apprentice or trainee. The NECA model is designed with the flexibility to accommodate these changes, ensuring the needs of the host employer are met, and providing ongoing employment for the

apprentice elsewhere, reducing risk for both the apprentice and the host employer.

The broad and ongoing support provided by the group training model, according to recent findings by the National Centre for Vocational Educational Research (NCVER), also results in higher numbers of successful completions of apprenticeships and traineeships. Having apprentices achieve those qualifications while on a placement means they are also training to meet the specific needs of the host employers’ businesses, which arguably makes for a more efficient and cost-effective solution.

From our observations, higher completion rates result in lower staff turnover, which in turn reduces the costs of staff management. Higher levels of engagement among apprentices also results in them becoming ambassadors not only for themselves, their host employer, and NECA, but for the whole electrical industry, exposing electrotechnology as an exciting career path to a whole new generation of potential apprentices.

NECA works with organisations to navigate through the red tape and cost-effectively contribute to business growth. In a complex employment environment where demand can fluctuate, the GTO model provides security and surety for both the host employer and the apprentice or trainee.

If your business is considering taking on an apprentice soon, contact your local NECA branch today.

John Taufer General Manager, Careers (VIC), NECA Education & Careers

MUM, DAD, I DON’T WANT TO BE A DOCTOR

AUSTRALIA’S STUDENT LOAN DEBT, WHICH IS SHARED BY MORE THAN 3 MILLION AUSTRALIANS, CURRENTLY SITS AT MORE THAN $75 BILLION, RANKING IT SECOND ONLY TO MORTGAGES IN AUSTRALIAN HOUSEHOLD DEBT.

With the average student debt being $24,800, and reports of one in three graduates not finding work in their chosen field, it’s little wonder that research published in December by Jaremus et al (2023) found that “young people face immense pressure to attend university, even if their career aspirations do not require a degree, while other post-school pathways are derided. This pressure can compound stress and mental ill-health and is exacerbated by the limited career education available to students during schooling”. Adding to this pressure are the findings of consultancy

group YouthSense, who reported in 2019 that 28% of young Australians were deterred from vocational study due to sector-wide stigma.

It is almost hypocritical that society holds such views, when research completed by De Bortoli (2021) found that less than 20% of roles within the Australian workforce are classified as ‘professional.’ In fact, school leavers who decide to undertake an apprenticeship, rather than complete university study, earn while they learn, have a superior

course completion rate, are more likely to find a job in their field of study, and are more likely to start on a higher salary.

Perhaps Mike Rowe, presenter of TV series “Dirty Jobs” said it best when he surmised that “We’re lending money we don’t have, to kids who can’t pay it back, to train them for jobs that no longer exist. That’s nuts”.

DO YOU KNOW A SCHOOL LEAVER CONSIDERING AN

ELECTRICAL APPRENTICESHIP?

NECA ELECTRICAL Apprenticeships

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To find out more about becoming a NECA apprentice and how this could put you ahead of studying at university, contact your local NECA branch today.

NECA ACT/NSW/QLD/TAS 1300 361 099

NECA SA/NT (08) 8272 2966

NECA VIC (03) 9381 1922

NECA WA (08) 6241 6100

A fulfilling and rewarding career

An electrical apprenticeship can lead to a fulfilling and rewarding career and open the door to a wide range of exciting career prospects. If you know someone who is 15 years or older, completed at least year 10 with a good grasp of English and Maths, is an Australian permanent resident and has the ability to work at heights, in confined spaces and distinguish between colours, an electrical apprenticeship may be just what they’re looking for.

WHERE THERE’S A WILCO, THERE’S A WAY

FRANK MITCHELL’S JOURNEY TO BECOMING CO-OWNER OF TWO WA BASED CONTRACTING FIRMS, WILCO ELECTRICAL AND KARDAN CONSTRUCTION, HAS BEEN ANYTHING BUT CONVENTIONAL. A PROUD WHADJUK YUED MAN FROM THE NOONGAR NATION, HE IS USING HIS LIVED EXPERIENCES TO EMPOWER OTHERS TO FIND THEIR OWN SUCCESS WITHIN OUR INDUSTRY.

In addition to running two successful contracting businesses, Frank, together with Wilco business partner, Tim Bidstrup, and Kardan Construction business partner, Dwayne Rowland, has helped create positions for 42 Aboriginal men and women, 17 of which were electrical apprenticeships.

These unusual achievements saw Wilco Electrical take out the Leaders in Diversity category at the 2023 NECA National Excellence Awards. Frank recently spent some time talking to NECA about how Wilco Electrical achieved this unusual definition of success, and how even a small electrical business can do their part to build a more equitable society and empower marginalised individuals.

Frank recalls his story as an adolescent, “I was suspended four times, I was in all the lowest classes. I was a delinquent. I’d sit at the back, drawing in my in my book and tune out. I grew up in a country town. There was all sorts of drugs involved from a young age. I never had high hopes of what I could achieve in life.”

The moment Frank was offered an apprenticeship, he knew his life had

changed, “I had a lot of shitty jobs from 17, through to 25, until the moment the opportunity of an electrical apprenticeship came about. It was daunting. I didn’t think I had the maths skills. I knew electrical required a sound understanding of mathematics, but I guess I had just never really tried before. I realised there is a big difference between effort and ability.”

Frank seized the opportunity, learning all that he could and making the most of the time at work. Then, in 2011, he received a severe electric shock. The shock resulted in internal bleeding, shoulder damage, and 12-months of rehabilitation. This saw an abrupt halt in Frank’s time on the tools, and an unexpected shift in his career path.

Frank was offered a full-time role in the office where he began to learn the mechanics of how a small electrical contracting business worked. “Small business has a wealth of challenges every day, but that’s what’s exciting, and I really enjoyed the challenges” Frank said.

After a few years the business owner approached Frank about taking over the business. In partnership

with Tim Bidstrup, Frank agreed to take up the mantle and drive Wilco towards the company it is today.

“We shared a vision and this brought Tim and I together. For us, the business legacy we wanted to build was not just about providing good service and the dollar figure. We wanted social impact to be at the tip of the Wilco spear, to make a difference to others” Frank said.

“We have grown into a significantly bigger business but we still agree that the greatest joy of running a business isn’t found in winning a big project or seeing dollars in the bank, it is the moment of empowering someone who is ready to start an electrical apprenticeship.”

“When that moment happens, we’re signing them and we can see they’re nervous and excited and we know this is a great opportunity for them. It could change the trajectory of their life. That feeling is better than everything else. Passing the success on, and giving back is the most powerful piece and it gives us the momentum to keep going.”

“I love seeing our Aboriginal apprentices hanging out and playing sports after work. They have found friendship with mob through Wilco. For some of these young people, their family and childhood friends are really far away, so that connection is important and helps them stay committed to the apprenticeship.”

“That is a challenge for a lot of organisations wanting to grow diversity. Building your team to get past the sense that you’re the only blackfella, you know, the token black person. Being Aboriginal owned is a key thing for our journey. If you’ve only got non-Aboriginal people at the top and you are trying run an Aboriginal program, that will come with different challenges.”

“I think a lot of organisations are quick to let someone go. We are used to multiple setbacks. You’ve got to persist. It comes at a cost, but it’s a cost worth investing in.”

“It’s important to mentor these young people, to be honest and direct, but also compassionate. As they are growing and learning they’re having to reflect on their choices and behaviours and realise that, yeah, I have some things I want to change. Initially though, the first reaction can be pushing back. It

takes time, and it can have such a profound effect. In my life, I take those moments as gold because someone’s had the courage to hit you front on and that gives you the opportunity to be better.”

“I’ve seen it before where the closest mentor might be their parent, aunty or uncle, and the young person pushes back and it’s causing a great deal of anguish. When you leave school and you leave home, you have to find mentorship outside the nest, it has to come from somewhere else when you are a young person figuring out your place in the world. So, yeah, a job that commands serious focus and the people you work with can make all the difference.”

“That’s what keeps us going, knowing that this person’s sense of self and efficacy, their livelihood, their family

that are connected to them, their friends and community seeing them succeed, empower one person and you also impact all those around them.”

“Failure is important too, because you just learn so much from it, you grow a thicker skin and you become more determined to work harder next time. I still feel that sometimes, not really sure if I want to say yes to a certain situation, but, I say, you know what? I’ve got to give it a go. And if I fail, I fail, but I’ll be stronger for next time. I’d happily share that I’ve failed a lot to get to where I am.”

“One of our main goals for this industry is to share the awareness. This is a great opportunity to disclose with our peers what we’ve learned. If everyone sees the value of social impact, which we know many do, and then work towards doing something outside the box to make the world a better place, well, it would be.”

Sometimes the first step can be as simple as it was for Frank, having someone believe in you when no one else does “can change the trajectory of a life”.

POWER UTILITY SOLUTIONS

PROPER ONBOARDING ENABLES SMOOTHER SAILING

ELECTROTECHNOLOGY BUSINESSES EMPLOY WORKERS RESPONSIBLE FOR CRUCIAL TASKS RELATED TO THE OPERATION AND MAINTENANCE OF ELECTRICAL SYSTEMS. ENSURING THE SAFETY OF EMPLOYEES WHEN COMPLETING THESE TASKS IS PARAMOUNT TO PREVENT WORKPLACE ACCIDENTS. HERE I SHARE SOME OF MY EXPERIENCES AS A NECASAFE ADVISOR, EMPHASISING THE SIGNIFICANCE OF SAFETY INDUCTION AND ONBOARDING PROCESSES FOR EMPLOYEES.

Pre-Employment Medicals

A mid-sized electrical company hired a worker who concealed their preexisting shoulder injury. The worker’s shoulder condition did not seem to be a major issue; however, it soon became aggravated at work, leading to a workers’ compensation claim.

The worker’s struggles with tasks that required shoulder use resulted in reduced productivity, frequent sick leave, and project delays. To cover the worker’s absence, the business had to hire temporary workers, increasing operational costs. This experience emphasises the importance of pre-employment medicals in identifying potential health issues that could impact a worker’s job performance and overall business operations.

Before hiring an electrical worker, it’s important to conduct pre-employment medicals. These tests include checking eyesight, hearing, lifting capacity, and lung function. Baseline testing for spirometry and audiometry is also done. These tests provide crucial measurements for lung function and hearing ability. They help identify any pre-existing health conditions that could affect job safety. Once the medicals

are complete, employers can take necessary steps to ensure worker safety. Ongoing health monitoring for spirometry and audiometry may be required by state regulations for electrical businesses, to ensure worker safety and compliance.

Worker Induction and Sign-Off

During the onboarding stage, it is crucial to provide a comprehensive induction for newly recruited workers. This includes familiarising them with the company’s Safe Work Method Statements (SWMS), and outlining safety protocols, to minimise accidents. Implementing a process where workers can confirm their understanding of policies and procedures reduces legal and financial risks for the business.

The Consequences of Disregarding Safety Protocols: A Case Study in Lift Installation Mishaps

I was a part of an investigation team where I encountered an incident involving two workers who were installing a lift in a shopping centre. The Safe Work Method Statement (SWMS) explicitly stated that no worker should be positioned beneath another worker in the lift shaft. Unfortunately, this rule was disregarded, resulting in an unfortunate accident where a worker was struck by a door weight. The injured worker

had to be taken to hospital for treatment. It became challenging to determine accountability for the incident, as the workers had never signed off on the SWMS. The protocol for lift builders was clear; working underneath was a blatant violation and the worker responsible for the breach deserved to face disciplinary action. However, due to inadequate processes (no sign-off on SWMS), the business bore the brunt of the blame.

SWMS Refresher Training

While it is important to onboard workers into SWMS, conducting regular refresher training on the company’s updated SWMS is vital to maintain a safe working environment.

Case Study: Site Audit and Circuit Breaker Isolation

During a site audit, I requested a team of experienced electricians to perform a circuit breaker isolation, according to their SWMS. Despite their years of experience, it became apparent that the workers were unable to carry out

the isolation procedure in line with Australian Standards or their SWMS.

This raised concerns about the effectiveness of their training and understanding of safety procedures. Such lapses can lead to serious safety breaches, including electrical shocks, injuries, legal actions, and even fatalities.

Setting Expectations Around Risk Assessments and Hazard Management Onsite

Within the electrotechnology industry, workers often encounter diverse work environments that may introduce unfamiliar risks, not typically encountered in their daily tasks.

It is crucial to establish expectations, define Key Performance Indicators (KPIs), and enforce adherence to those KPIs when it comes to pre-start risk assessment. Failure to do so can lead to situations similar to the one in this case.

An electrician was assigned the task of roughing in a new home. While wiring the lighting for a downstairs bedroom, an unfortunate event occurred, when the electrician was shot in the face by a nail gun and had to be hospitalised. Had the worker conducted a pre-start risk assessment, they would have acknowledged the presence of another tradesperson working in close proximity and taken the necessary measures to ensure the safety of everyone involved.

Development and Implementation of Health, Safety, Environment, and Quality KPIs

Developing and implementing KPIs for health, safety, environment, and quality (HSEQ) is crucial. These KPIs not only set clear expectations for workers, but also demonstrate the commitment of employers to creating a safe work environment.

I once studied a court case regarding the death of an electrical apprentice. It was apparent that there were SWMS, Safe Working Procedures (SWPs) and PPE provided to the workers, however there was no clear evidence of enforcement for the use of these control measures. Therefore, the severity of the penalties was much higher than initially expected. Setting KPIs specifically for items such as

field-based inspections, toolbox talks, hazard identification and corrective actions in response to incidents would all help in the enforcement of safety controls.

Establishing and Promoting Life Saving Rules in the Business

Life-saving rules are nonnegotiable safety rules that every worker must follow. They are based on the most severe consequences (including fatalities), that can result from not adhering to them. These rules should be clearly defined, communicated, and enforced during the onboarding process. Businesses should actively promote and regularly review these rules. NECA SWMS incorporate life-saving rules as a constant reminder. Having clear and understandable life-saving rules ensures workers prioritise safety and make informed decisions on the job.

Case Study: Unauthorised Use of Forklift Leads to Safety Violation and Damages

An electrical apprentice was using a forklift to move cable drums without authorisation, despite not being licensed in operating a forklift. During the attempt to move the cable drums, the worker ran into and damaged power points that were stored in a box on the ground. It is important to note that this worker was not qualified to use a forklift, which directly violated one of the company’s crucial safety rules: not performing tasks or operating machinery without proper training. The employee’s apprenticeship was at risk of termination due to the incident, their ongoing attitude, and work behaviour. However, the employer could not take this action, because they had not implemented a clear communication process, like the life-saving rules, which would have met the conditions under the Fair Work Act to proceed with a termination. Instead, they opted to conduct a performance review.

Adriana Hondrogianis NECASafe Advisor

Streamlined Digital Onboarding Process

NECA’s EmploySafe system offers a streamlined and digital solution, allowing workers to complete the process effortlessly through a digital app. Customisable to meet specific business requirements, it ensures a seamless onboarding experience managed through the company’s HSEQ management system.

Streamlining Digital Onboarding with NECA’s EmploySafe System: A Case Study I assisted a member in setting up their digital onboarding process using NECA’s EmploySafe system. By collecting the company’s standard onboarding documents, including policies, procedures, SWMS, and tax file declaration templates, I helped streamline their onboarding process with a dedicated document library. With just the new employee’s name, email address, and job title, the member’s admin team promptly sent the onboarding request within minutes. The employee was able to access and complete their onboarding using their phone.

Conclusion

The examples above illustrate many potential pitfalls that often plague electrotechnology businesses lacking solid onboarding processes. An effective onboarding strategy prepares for the worst while allowing you to strive for the best. By prioritising employee onboarding, you can proactively address and resolve numerous challenges that may arise.

THE TRICKY MINEFIELD OF THE INTERVIEW PROCESS

INTERVIEW QUESTIONS YOU CANNOT ASK AND SOME THAT YOU CAN

An employer’s potential liability for workplace discrimination arises before the employment relationship has even commenced.

A job interview is the opportunity for the employer to ask questions to determine a prospective employee’s suitability for a position. However, asking the wrong interview questions can have serious consequences and expose an employer to potential liability.

The purpose of the interview should be limited to ascertaining the suitability of the potential employee to carry out the functions of the position. It is with this in mind that employers should proceed through the recruitment process.

The Legal Background

Section 351 of the Fairwork Act 2000 (Cth) prohibits employers from discriminating against both employees and prospective employees on the basis of the following factors:

½ race;

½ skin colour;

½ gender;

½ sexual orientation;

½ age;

½ physical or mental disability;

½ marital status;

½ family or carer responsibilities;

½ pregnancy;

½ religion;

½ political opinion;

½ national extraction or social origin.

It is also unlawful to discriminate against a prospective employee on the basis of:

½ trade union activity;

½ (in some instances) criminal record.

Asking Questions in the Right Way

There are exceptions to the above. It is not unlawful to ask a question which is relevant to assessing whether the prospective employee is able to carry out the functions of the position.

By focusing on the primary aim of the recruitment process — being to ascertain if the prospective employee has the appropriate skills to perform the functions

of the role — it is possible to find out important information about an employee.

The following is a list of topics that are off-limits, and suggestions on how to lawfully gather relevant information.

Age

It is unlawful to use a prospective employee’s age, or presumed age, to determine their suitability for a role. However, basing questions on a prospective employee’s skills, experience, and inherent ability to perform tasks, rather than their age, will avoid a discrimination complaint. An appropriate question instead may be:

“Tell me about your experience which makes you suitable for this role”.

Family Commitments

It is unlawful to discriminate against a prospective employee based on their family circumstances. Rather than asking a prospective employee if they have children, or family commitments, instead an appropriate question to ascertain whether the prospective employee can commit to the hours/days required of the position may be:

“This job will occasionally require you to work evening and weekends; does this conflict with any other commitments for you?”

Religion/Race

It is unlawful to rule out a prospective employee on the basis that they may be assumed to be unable to work weekends due to race, religion or culture. Instead, an appropriate question to ask may be:

“This job requires you to work weekends; do you have any issues with this?”.

Physical or Mental Disability

It is unlawful for an employer to discriminate against a prospective employee on the grounds of their disability, or presumed disability. Instead, an employer can ask questions

to ascertain whether the prospective employee has any conditions which would prohibit them from being able to carry out the functions of the role. For example:

“This job requires you to lift heavy weights, in excess of 8 kg. Is there any restriction on you being able to safely lift this weight? Are there any specific adjustments that we would need to make so that you are able to carry out the full duties of the role?”

Criminal Record

Holding a police check is often a necessary part of the recruitment and onboarding process these days. It is unlawful to discriminate against a prospective employee on the basis of an irrelevant criminal record. Arguably, this allows employers to take into account a broader range of factors when considering a prospective employee’s criminal record.

Some Questions that just cannot be asked

There are some questions which, no matter what the position of employment is, the employer should not ask.

These questions include:

½ “are you married?”;

½ “what is your sexual orientation?”;

½ “are you a member of a union?”;

½ “who do you vote for?”

Please contact your local NECA Legal team if you have any questions about understanding your rights and obligations when engaging staff.

Sonia Bolzon Partner, Lynch Meyer Lawyers

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WHY EMPLOYEES QUIT

One workplace survey highlighted the following statistics for Australia and New Zealand:

½ 23% of employees were thriving at work (engaged);

½ 67% of employees were quiet quitting (not engaged and doing the minimum);

½ 11% were loudly quitting (actively disengaged and purposefully harming the organisation);

½ 47% were experiencing stress;

½ 43% were watching for or actively seeking new employment.1

The report noted: “The manager is the linchpin of engagement. Seventy percent of team engagement is attributable to the manager”.2

Other research found that “only 12 percent of people are among the lucky few who have never quit—or at least seriously considered quitting—because of their manager. A full 57 percent of people have left a job specifically because of their manager”.3

If management is so critical in the process of staff engagement and retention, it’s worth investing in their improvement. From my work with managers and their teams, I have observed three foundational issues that are constants and worth paying attention to.

Personal interest and active support

In the many interviews I have had with employees about their workplace challenges (which always includes a discussion about their manager), the common theme emerging from the dissatisfied say they only feel important

IT HAS BEEN SAID THAT EMPLOYEES DON’T LEAVE ORGANISATIONS, THEY LEAVE MANAGEMENT — AND THE DATA APPEARS TO SUPPORT THIS.

when they are producing. If they are struggling with personal issues or off their game for some reason, they feel judged and often not supported. They also mention that the boss rarely takes an interest in who they are outside of work. They are seen purely as a worker, not a person with a broader life. I have come to see that at the heart of good management, is the human heart. Employees will care more about their work when the manager cares more about them, as a person. When they feel important and valued, they will be less likely to quit.

Meaningful work and development pathways

One young (Gen Z) administrator said it this way: “I really want to do more and grow in my role, but my manager is so busy he doesn’t take time to offload work or provide opportunities for my future development.” Others have said they would love to explore other roles or responsibilities but because they are so proficient in their current role (and their manager relies heavily on them) they now feel stuck in that job-box. When they don’t feel heard by management, their once inspired work ethic becomes a gradual descent into boredom, with the only way forward being to explore other possibilities with other organisations. Research has shown4 that employees are more likely to be motivated when they are fulfilling job roles they enjoy and when work is meaningful to them, along with having an element of stretch and challenge involved. When managers help their people navigate their roles and development, they will be less likely to quit.

Ray Hodge Business Coach & Consultant www.rayhodge.com.au

Maintaining one standard for everyone

The reasons for managers favouring one person over another are numerous but the two most common I have observed are when the favoured is seen as indispensable to the company—due primarily to their skillset—and/or they are close friends. In both situations the manager grants these people the freedom to run their own race, turns a blind eye to their conduct and often, it’s contrary to the rules and expectations that all others must follow. Nothing pisses employees off more than this.

When favouritism is at play, it not only sets up a disgruntledness toward the favoured person, but sows the seeds of disrespect toward management. And these seeds, once fully grown, cause people to quit.

Being a manager of people is not the easiest of jobs but if you focus on connecting personally with your team members, creating and/or improving job roles to enhance people’s work enjoyment along with treating everyone equally, it will go a long way to helping people stay in your paddock and not quit for greener pastures. It will make your job as a manager easier too.

1. State of the Global Workplace 2023 Report – Gallup, Inc.

2. State of the Global Workplace 2023 Report – Gallup, Inc. p. 11

3. The Frontline Leader Project. Exploring the Most Critical Segment of Leaders. www. ddiworld.com/frontlineleaderproject

4. One article worth reading in this regard is: Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and wellbeing. American Psychologist, 55(1), 68–78. https://doi.org/10.1037/0003-066X.55.1.68

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WHAT I LEARNED ABOUT

IMPROVING EMPLOYEE PERFORMANCE THROUGH MAKING SOURDOUGH

WHEN I STARTED MAKING SOURDOUGH, I BEGAN BY FOLLOWING A RECIPE FROM A BOOK. THE BOOK WASN’T DEDICATED TO SOURDOUGH, IT JUST HAPPENED TO HAVE ONE RECIPE. THE RESULT? A ‘SORT OF’ BREAD-LIKE, HEAVY THING, THAT NEITHER LOOKED NOR TASTED LIKE THE SOURDOUGH FROM THE LOCAL BAKERY. MY FAMILY WERE POLITE, BUT CLEARLY, THEY AGREED.

Mystified, I followed the steps a couple more times and then gave up. I knew I was missing something.

A few months later I was in a bookstore and the title “Sourdough Mania” caught my eye. On inspection, this appeared much better; lots of photos, flowcharts, recipes. It didn’t take much to convince me it was worth the $54.00.

Once home, I was once more lost and confused. There appeared to be conflicting information, poorly explained concepts and missing steps. I concluded I’d purchased the world’s worst sourdough book and took to the internet and found a video by Claire Safitz. It changed my life and spared my family from ongoing awkward moments.

Equipped with the worst book and the best YouTube, I began making successful loaf after loaf. Then, I looked back at the first book. Given that now the task had been clarified and the rationale explained, I could see that many steps had simply been omitted from the original recipe. The lack of task clarity ensured failure.

The other issue was there was no information about what to look for in the dough as I processed it. The only feedback I originally had came from the finished and inadequate

product. Claire’s YouTube told me what feedback to look for.

The point is, if you try to do something with only half the instructions, you’ll get a poor result. If it’s not clear, it’s not gonna work.1

Successful performance at work is underpinned by task clarification. Such clarification can be provided via well-written job descriptions and, where needed, effective training. Task clarification isn’t enough.

People also need to understand what feedback to look for and when. If you’re waiting till the end to see if it worked, it’s probably too late.

It’s not always easy at work to create clarity, especially when some of the tasks required are interpersonal. However, in research undertaken by the University of Notre Dame (Crowell, Anderson, Abel & Sergio, 1988)2 , the customer service skills of bank tellers improved when their tasks were clarified, and feedback and praise provided. These researchers analysed the customer-service task down into 11 verbal behaviour categories that could be observed. By creating observable categories, the bank tellers had clear behavioural targets to aim for. Also, success could be observed and fed-

1. For a humorous depiction of this, check out https://www.youtube.com/shorts/CM9JIVG6SQk where a dad is given instructions about how to make a sandwich by his kids. He follows them, but fails to get an edible sandwich, much to the upset of the children. It’s a great illustration of how we need to check in with people to understand if they can follow their job description and / or task instructions as written.

2. Crowell, C. R., Anderson, D. C., Abel, D. M., & Sergio, J. P. (1988). Task clarification, performance feedback, and social praise: Procedures for improving the customer service of bank tellers. Journal of Applied Behavior Analysis, 21(1), 65–71. https://doi.org/10.1901/jaba.1988.21-65

back to the tellers, who now understood when they were performing to standard. Finally, they were also provided verbal praise for successful performance by their branch manager. The results? Task clarification increased target behaviours by 12%; feedback by 6% and praise by 7%.

The study also found that you can’t simply put task clarification, feedback, and praise on a ‘set and forget’ schedule. When they terminated the research protocol and measured performance, the bank teller’s performance worsened.

Not only do we humans need to know if we’re getting it right, but we also need ongoing clarity, feedback, and praise to keep us on track. And it’s worth being creative about strategies for providing these things, beyond a job description or training sessions. Videos, podcasts, asking someone to review their own work in progress, and, where appropriate, opportunities to role-play, may all help.

These three areas, when focused on, will enhance the effectiveness of your people and a 25 percent overall performance improvement (as in the above study) is definitely a worthwhile investment of time!

Michelle Sexton Clinical Psychologist, Ray Hodge Consulting

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WA BRANCH

BRANCH UPDATE

Vale Terry Smith

Charlie Terranova NECA WA Branch President

It is with great sorrow that we recognise the passing of a true legend of the electrical industry, Terry Smith.

Terry was a leader, a mentor to many, and a friend to all; Terry’s enormous contribution to our industry was acknowledged with Life Membership of NECA WA.

Many of the iconic buildings and venues throughout Western Australia also stand as a reminder of Terry’s unique vision and innovation.

The NECA WA State Council, ECA WA Board, management, staff and members extend our sincere sympathies to Esther, Linda, Steven, Rod, their families and all the staff at Everett-Smith.

Nominate now for the 2024 NECA Awards

Nominations are now open for this year’s NECA Awards! We encourage members to get involved by nominating their most innovative projects and bestperforming apprentice(s) at this pinnacle celebration of excellence in our industry. Submissions are due on Friday 3 May 2024 (Apprentice categories) and Friday 17 May 2024 (Excellence categories). For more information visit the Member Area or contact our events team on (08) 6241 6100 or events@necawa.asn.au.

Save the Date - Award winners will be announced at the 2024 NECA WA Awards on Friday, 16 August 2024 at The Westin, Perth.

Register now for the 2024 WA Electrical Roadshow

Register your team for your local 2024 WA Electrical Roadshow event, where you can catch up with representatives from NECA, ECA WA, Western Power,

Building and Energy and your local suppliers all in one place.

Find out what you need to know about the latest technical and safety developments to help you and your workers stay compliant and learn more about services and products to improve your business operations and performance.

View all dates and locations and register online at bit.ly/49dMwb0

Are you or your clients eligible for an EV Charging Grant?

The WA Government is encouraging the spread of electric vehicle (EV) chargers by co-funding about 50% of their cost. $12.5 million in grant funding support is available to small and medium businesses, local government authorities and not-for-profit organisations.

Round 2 of applications closes on 3 May 2024. For more information, view the applicant guide at bit.ly/3HNh4o9

NECASafe Digital will soon connect to Simpro

We are pleased to announce that members using our NECASafe Digital app will shortly be able to connect the app to Simpro’s comprehensive field service software, reducing administration time for members who use both products.

This is a unique opportunity to combine the power of Simpro’s software with NECASafe Digital’s easy-to-use and affordable digital safety tools, giving you the power to manage your business effectively and help comply with WHS requirements in your day-to-day work activities.

Businesses who use both platforms will benefit from the following features:

Save time by entering work sites into one platform only

When a Simpro Job Number is entered into any of the NECA Safe Digital app tools, associated work sites from the Simpro platform automatically display as dropdown options in the app.

This means no more duplicating site information across two platforms, halving your admin time and improving accuracy.

Risk assessments and electrical test sheets will automatically attach to the job number in Simpro

Risk assessments and electrical installation test sheets that are completed on the NECA Safe Digital app will be attached to the relevant job number in Simpro, keeping all your job and safety records in one location.

Interested in working smarter with Simpro’s complete job management system for electrical contractors? Members receive 20% off the initial implementation costs* when they sign up as a new Simpro customer! Learn more at bit.ly/3UrDeUv

We will be in touch as soon as the integration is live with details on how to connect the two systems quickly and easily via NECASafe Digital’s administrative console. Any questions? Contact the safety team at safety@ecawa.org.au or phone (08) 6241 6100.

*Conditions apply

Electrical Group Training (EGT) News

2024 is shaping up to be another busy year with the high demand for electricians and apprentices expected to continue for the foreseeable future.

EGT would like to thank all of the host employers and apprentices for providing their valued feedback late last year by completing EGT’s annual performance survey. Results and key details will be shared in upcoming enewsletters. If you have any feedback on EGT’s services, you are encouraged to get in contact via the feedback form on EGT’s website, or for urgent matters please contact the EGT office on (08) 6241 6100.

If you have been considering hiring an apprentice from EGT, we recommend getting in contact with them asap, to start the sign-up process. Although EGT are recruiting new apprentices every few weeks, there can still be a delay in receiving an apprentice, due to the very high demand. A representative from EGT will meet with you to go through what is required and collect the necessary

documentation. The sooner you have completed your sign-up, the sooner they can add you to the queue to receive the next available apprentice. Call (08) 6241 6100 to speak with Kat about becoming an EGT Host or email egthostenquiries@egt.net.au. Don’t forget that members receive 5% off the chargeout rate, which can save you the price of your annual membership very quickly!

Update from the College of Electrical Training (CET)

CET’s post-trade training course availability has been steadily increasing over the last quarter, providing welcome upskilling opportunities to industry. CET’s partnerships with Skillbuild (RTO code 70059) and Coex (RTO code 41119) give WA electrical workers access to expert renewable and high voltage training courses without impacting apprentice training delivery timeframes, which continue to be their priority. Dates are available now for the following courses:

½ Electrical Contractor Training Program;

½ High Voltage Switching Operations;

½ High Voltage Switching Operations (Refresher);

½ Battery Storage;

½ Off-Grid;

½ Solar Grid Connect, Design and Install;

½ Electric Vehicle Charging

Positions are very competitive, so we encourage you to book online as soon as possible at cet.asn.au. If you would like to receive monthly email updates on course availability, please send your email to communications@ecawa.org.au

Electric Vehicle Charging course sells out for a second time

CET has now hosted the popular EV Charging course at their Jandakot campus twice, with the December and January courses both selling out. Delivered by renewable energy training experts Skillbuild, this halfday workshop equipped attendees with the knowledge and skills to install various EV chargers and connect them to electric vehicles right on-site.

JET Charge, Australia’s foremost supplier and installer of EV charging infrastructure, shared invaluable insights about the current state of the EV market and the exciting prospects it holds for the electrical industry.

Neil Beveridge, SkillBuild Trainer and EV specialist, provided attendees with more than EV charging skills and theory and got everyone thinking about the future. Electric vehicles aren’t just another appliance; they’re poised to revolutionise the grid, with farreaching implications for our trade.

The next course is on 28 June and is already filling up quickly – visit bit.ly/488PsER to enrol online.

Farewell to CET and Equip-Safe Campus Manager, Kaela Bonomi

We would like to farewell Kaela Bonomi, Campus Manager of Equip-Safe and CET Joondalup, who recently joined Schneider Electric as the State Manager WA for Channel and Partner Business.

Joining ECA WA as College Manager of Equip-Safe in July last year, Kaela took on managing the College of Electrical Training’s Joondalup campus in October. Prior to this, Kaela has also served on both the NECA WA State Council and ECA WA Board.

We are sad to see Kaela go but welcome her continuing to use her expertise to benefit our industry through her new position at Schneider Electric.

Long and Long is now compulsory in all CET workshops

It’s commonly accepted in industry that a long-sleeved shirt and fulllength trousers (Long and Long) provide the best protection from workplace environmental dangers, including arc flash, cuts and abrasion risks.

All learners at CET, be they apprentices or post trade, must wear Long and Long clothing when they are in the workshop or any other practical assessment areas. Long and Long clothing is not required by CET in the classrooms.

The Long and Long clothing requirement for CET workshops/practical assessment areas will be defined as long pants and long-sleeved tops, made of non-flammable material.

While students are encouraged to wear traditional industry Long and Long clothing, casual clothing is also acceptable, as long as it consists of full-length pants and a long-sleeved top. Thanks for supporting us in our efforts to improve safety for everyone in the WA electrical industry.

A NEW YEAR, A NEW CABINET AND KEY CHANGES IN WA

PREMIER ROGER COOK ANNOUNCED HIS NEW CABINET TEAM IN DECEMBER – AND NECA WERE IMMEDIATELY ENGAGED WITH THE KEY MINISTERS RESPONSIBLE FOR THE ELECTROTECHNOLOGY SECTOR.

NECA CEO Oliver Judd, and Head of Government Relations Kent Johns, attended significant ministerial meetings, providing input into the government’s strategic focus and collaboration efforts. Projects such as the Pilbara Hydrogen Hub will be a major centre for hydrogen production and export and have the potential to establish Australia as an international gateway for green steel and iron. Projects such as these will support almost 1,000 direct and indirect jobs, including electricians, fitters and technicians, as well as builders, concreters, and plumbers.

We had a significant meeting with The Hon Jackie Jarvis, minister for small business, where she engaged in meaningful discussion with NECA on the importance of subcontractors, as a key component of the small business economy. Minister Jarvis has expressed a particular interest in matters concerning subcontractors in regard to fair contracting terms, and support

for various initiatives undertaken by NECA. A similar open and direct discussion occurred with The Hon Sue Ellery, Minister for finance, commerce, and women’s interests, regarding fair contract terms and ensuring that security of payment legislation addresses the concerns of our sector. Minister Ellery has shown a keen interest in initiatives aimed at incentivising women to pursue trades. This signals a commitment to fostering diversity and inclusion within the workforce and is encouraging for our sector.

Meetings with the Office of the Hon. John Carey MLA, minister for planning, lands, housing, and homelessness, have been centred around addressing delays in infrastructure projects. These discussions underscore the government’s commitment to streamlining processes, and ensuring timely completion of crucial projects in the sectors sitting within Minister Carey’s portfolio.

With the Hon Simone McGurk, minister for training and workforce development, water, and industrial relations, we discussed the state’s skills needs and apprentice training

costs. These discussions highlighted to us a commitment to investing in workforce development and ensuring the availability of skilled professionals in the electrotechnology sector.

In addition to engaging with the elected officials, NECA actively collaborates with regulators, demonstrating a comprehensive approach to industry advocacy. NECA plays a crucial role in shaping regulatory frameworks, by actively participating in public consultations. NECA Technical recently submitted a formal proposal during the public consultation for the Western Australia Work Health and Safety (WHS) Code of Practice, specifically addressing the management of electrical risks in the workplace. This proactive involvement underscores NECA’s commitment to ensuring that industry perspectives are considered in the formulation of regulatory standards, thereby contributing to the enhancement of safety and efficiency within the electrotechnology sector in Western Australia.

These ministerial meetings showcase a collaborative approach between the government, NECA and key stakeholders, emphasising a commitment to addressing challenges, fostering industry growth, and implementing policies that benefit the electrotechnology sector in Western Australia.

The Hon Jackie Jarvis, Minister for Small Business with NECA CEO - Oliver Judd and NECA Head of Government Relations - Kent Johns

Hon Simone McGurk, Minister for training and workforce development, water, and industrial relations with NECA Head of Government Relations – Kent Johns

BASIC EMBEDDED GENERATION CONNECTION

TECHNICAL REQUIREMENTS

The Basic EG Connection Technical Requirements have been revised to provide greater clarity on existing user obligations, inverter installation requirements and guidance on how different connection types and export limiting arrangements are managed to ensure a safe and secure electricity supply.

Below is an overview of these changes. Refer to the Basic EG Connection Technical Requirements for full details at bit.ly/3ulIBKi.

Small network customers – sole use transformer

Customers in rural and remote parts of the Western Power network are typically not able to access threephase connections, but some have a transformer located within their properties that is for their sole use.

The updated requirements support larger single-phase systems to be connected for these situations. Refer to the new table ‘Maximum System Capacities for Small Network Category – Sole Use Transformers’ for guidance on this.

WESTERN POWER IS COMMITTED TO PROVIDING FAIR AND EQUITABLE ACCESS TO THE NETWORK FOR ALL USERS ON EQUIVALENT STANDARD CONNECTIONS SERVICES. IN 2021, THEY INTRODUCED CONSISTENT EMBEDDED GENERATION (EG) SYSTEM REQUIREMENTS TO ENABLE THIS.

Shared connection services – connection capacity management and export limiting guidance

A shared connection service is characterised by one connection point shared by many customers via multiple master metering arrangements, such as lifestyle villages or strata complexes.

This connection type has a fixed connection capacity that is shared and allocated between each unit, resident, or business (sharing the connection point) by the developer/owners of the site. The addition of embedded generation systems, such as rooftop solar, at each customer point can significantly increase the potential for connection point capacity exceedance, and likelihood for power interruptions, and requires appropriate management and allocation of capacity.

The updated requirements clarify the responsibilities of the site owner, or their representative (i.e. strata company or management body), and the property tenant/owner for the ongoing management of the shared connection. Also included are the export limits for each unit, resident, or business.

Electric vehicles – terminology and definition update

Electric vehicles (EV) and EV supply equipment (EVSE) capable of bidirectional operation are considered a basic EG system and need to comply with the Basic EG Connection Technical Requirements. Details regarding this are available in the updated requirements.

Note: EVs and EVSEs that are only capable of charging from the grid are considered a load only and are still subject to the requirements of the WASIR.

Inverter settings - new and existing installations

Changes to or replacement of inverters for a customer may trigger changes to the applicable settings for the site. In most cases the inverter will need to comply with current settings.

The updated Basic EG Connection Technical Requirements Appendix

A provides guidance for inverter settings for existing, replacement and new inverter installations.

UPDATED WA ELECTRICAL REQUIREMENTS

NOW IN FORCE

WESTERN AUSTRALIA’S ELECTRICAL SECTOR IS REMINDED THAT COMPLIANCE WITH A REVISED VERSION OF THE WA ELECTRICAL REQUIREMENTS (WAER) IS NOW MANDATORY. THE UPDATED WAER, PUBLISHED ON 1 AUGUST 2023, SUPERSEDES A 2019 VERSION AND, FOLLOWING A SIX-MONTH NOTICE PERIOD, APPLIES TO ALL NEW ELECTRICAL INSTALLATION DESIGNS COMMENCED AFTER 1 FEBRUARY 2024.

The WAER relates to all electrical installations at voltages up to 330kV, whether connected to networks or stand-alone electricity supplies. Compliance with the WAER is mandatory under the Western Australia Electricity (Licensing) Regulations 1991.

Valuable stakeholder consultation –including with NECA – helped to inform the latest WAER, which focuses on technical safety compliance requirements. Some details from the previous version have been removed because they are stipulated elsewhere, such as network connection arrangements (which are detailed in network operators’ documentation) and matters set out in new or revised statutory instruments or technical standards (such as the Wiring Rules).

A significant change is to section 7, which previously referred only to highvoltage installations. This section’s expanded scope now covers largescale installations such as solar,

battery and wind turbine installations that exceed the upper limits (200 kVA) covered by Australian Standards.

The requirements apply to largescale consumer installations, for both network-connected and stand-alone cases, involving any of the following:

½ high voltage (exceeding 1000 volts);

½ solar photo-voltaic installations exceeding the 200 kVA and 240 kW capacity ranges specified in AS/NZS 4777.1 and AS/NZS 5033 respectively;

½ Battery Energy Storage System (BESS) installations exceeding the 200 kWh capacity range specified in AS/NZS 5139; or

½ wind turbine installations exceeding 200 kW capacity.

The WAER outlines design requirements, design submissions and certifications for all large-scale installations that must be provided to the network operator, as well as final testing and

“as commissioned” certification provided to the network operator (for network connections) and installation owner/operator (for network connected and standalone systems).

Section 2 of the updated WAER now refers more accurately to the WA Service and Installation Requirements (WASIR), relevant to Western Power and Horizon Power, rather than previous references to the WA Distribution Connections Manual (WADCM).

Another useful addition is a table in section 3 that sets out ownership and responsibilities for each component of service apparatus.

Readers are reminded to refer directly to any Australian Standards quoted in the WAER because these details are not necessarily duplicated in the requirements. The WAER should also be read with the Western Australia Electricity (Licensing) Regulations 1991 and the Electricity Regulations 1947 (Part VIII). The regulations take precedence.

As well as causing electricity connection delays, failure to comply with a requirement may result in prosecution.

The latest version (1 August 2023) of the WAER is available at Building and Energy’s website (demirs.wa.gov.au): www.commerce.wa.gov.au/publications/ wa-electrical-requirements-waer

CLOSING LOOPHOLES AMENDMENT TO FAIR WORK ACT –NEW DISCRIMINATION PROTECTIONS

THE FIRST PART OF THE FAIR WORK LEGISLATION AMENDMENT (CLOSING LOOPHOLES) ACT 2023 (CTH) IS NOW IN FORCE, MODIFYING THE FAIR WORK ACT 2009 (CTH) (THE ACT), WITH SOME PROVISIONS TAKING IMMEDIATE EFFECT. ONE OF THESE IS THE EXTENSION OF PROTECTIONS AGAINST DISCRIMINATION

TO PERSONS WHO HAVE EXPERIENCED FAMILY AND DOMESTIC VIOLENCE.

The protections Modern awards are prohibited from including terms which are discriminatory, for reasons listed in section 153 of the Act, and this list now includes subjection to family and domestic violence as a reason for which someone cannot be discriminated against. Likewise, section 195(1) prevents any such discriminatory clauses being included in an Enterprise Agreement.

The protections against adverse action based on attributes listed in section 351(1) of the Act has been extended to include protection against adverse action taken against an employee because they have been subject to family and domestic violence.

Further, the general Fair Work Commission (FWC) responsibility to help prevent and eliminate discrimination now extends to discrimination on the basis that an employee has been or is currently subject to family and domestic violence. This is a broad direction to the FWC to consider discrimination when exercising their function.

The impact of the protections

The effect of these changes is that now workers may make an application to the FWC. Where they believe adverse action was taken due to one of these protected

characteristics, a worker may make a general protections application to the FWC. They may make this application whether or not they have been dismissed. Employers should review their policies and procedures to ensure that there are no risks they may inadvertently

discriminate against an employee due to their being subjected to family and domestic violence. It is important that employers ensure that all management staff are aware of these changes and the practical implications of this.

DOES AN EMPLOYER NEED TO PROVIDE WORK TO AN EMPLOYEE ABLE TO PERFORM LIGHT DUTIES?

PANAZZOLO V DON’S MECHANICAL AND DIESEL SERVICE (DON’S) IS A RECENT CASE PUTTING A SPOTLIGHT ON THE RESPONSIBILITIES OF AN EMPLOYER WHEN HANDLING AN EMPLOYEE WITH A TEMPORARY INJURY.

Whether the injury occurred within or outside work hours, employers need to be aware that the resulting loss of capability is classed as a disability and therefore subject to disability discrimination protections.

Case summary

Panazzolo, a heavy diesel mechanic, broke his wrist outside of work hours, requiring surgery and a period of rehabilitation of approximately three months before he was cleared to return to full duties. The issue that was ultimately ruled on by the Federal Court was whether Panazzolo’s employer, Don’s, should have provided Panazzolo with appropriate light duties before Panazzolo was approved to return to full duties, and after being cleared for light duties.

Requirement to make reasonable adjustments

This case is factually complex, with a long series of discussions back and forth regarding what was needed for Panazzolo to return to work. The parties reached an impasse when Don’s required Panazzolo to undergo further physiotherapy at his own cost to return to work, which Panazzolo could not afford after more than three months on unpaid leave. The matter was heard before the Federal Court on the basis

that the employer was required to make reasonable adjustments for disability and had not done so for Panazzolo. These accommodations must be made for the employee, such as permitting the use of machines to assist tasks ordinarily done by hand, or allowing the employee to seek assistance from a colleague, despite the disruption this may cause. Reasonable accommodations are not requirements for the employee to act, such as requiring the employee to seek physiotherapy at their own cost.

While each case has unique facts, there is a warning for employers in Judge Brown’s decision. Employers should be careful before deciding that there are no reasonable accommodations which can be made for a disability, or deciding that these accommodations would cause excessive hardship to the employer and are therefore subject to the exemption.

In the case of the diesel mechanic, the reasonableness of allowing other employees to assist, due to Panazzolo’s limitations, was considered against the impact on the workshop of his absence. While assistance from colleagues would slow overall output, it would not slow it as significantly as Panazzolo

being absent for the full period required to heal and return to full duties.

There is not a requirement to create an entirely new role for an employee, however modifying that role to accommodate their limits is not considered to be creating a new role. In this case, shifting the mechanic to driving transports would have been a new role, but modifying his current role to use more mechanical aids than previously is a reasonable adjustment.

Lesson for employers

It is important to tread carefully when deciding that an employee’s disability cannot be reasonably accommodated. Strategies such as an in-workplace assessment of the employee engaging in their role to the limit of their ability would be appropriate when conducted by an appropriately qualified medical professional. If in doubt, seek legal advice.

Disclaimer: This summary should not be regarded as legal advice or relied on for assistance in any particular circumstance or situation. For further information, call ECA Legal on (08) 6241 6129 or email ecalegal@ecawa.org.au.

[Panazzolo v Don’s Mechanical and Diesel Service Pty Ltd [2023] FedDFamC2G 665]

LONG & LONG PROTECTS WORKERS FROM SO MUCH MORE THAN THE SUN

In recognition of the various significant safety benefits, an increasing number of electrical businesses require their workers to wear long trousers and long-sleeved shirts. A Long & Long policy was adopted by all Electrical Group Training and College of Electrical Training field personnel in 2011 and ECA WA supports all electrical industry workers adopting this requirement for their own safety and protection.

Many view the reason for wearing Long & Long clothing as a means for protection from ultraviolet radiation (UV) and the associated risks, such as skin cancer. The potential benefits of wearing long and long clothing, however, extends much further than this, which is why it is becoming more common in most industrial and construction working environments today.

The case for Long & Long

In addition to UV protection, Long & Long clothing can provide additional full body protection against:

½ cuts, scratches and abrasions;

½ thermal burns from contact with hot surfaces or sparks/slag from hot debris-producing tools and equipment;

½ chemical burns caused by wayward splashes from corrosive chemicals;

½ electrical arc flash burns;

½ other potential irritants such as dust, dirt, and other types of debris. This can be especially beneficial for workers with allergies, asthma, a weakened immune system, and other types of health conditions.

A simple way to explain the necessity of Long & Long is that workers wear gloves to protect their hands, so why wouldn’t a worker wear Long & Long to provide added protection to their bodies?

But what about the heat?

A common outcry from workers is the fear that Long & Long will intensify their heat load and increase their risk of heat stress. Long & Long, however, can help workers stay cooler in the summer heat.

The reason for this is that our bodies produce sweat to help keep the body cool. If a worker is wearing a short sleeve shirt, the sweat will quickly evaporate from the skin, and the body will immediately work to produce more sweat.

Not only does this result in increasing the overall body temperature but also causes the body to lose more moisture.

By wearing Long & Long, more moisture is retained, which not only helps workers maintain a cooler temperature, but also helps to ensure workers stay hydrated for longer periods of time.

Safe working guidelines for electrical workers

Building and Energy’s Safe working guidelines for electrical workers also reinforces the requirement for industry to use Long & Long. These guidelines require protective clothing to cover the body completely and:

½ have sleeves to wrist length;

½ have trouser legs reaching the footwear; and

½ be made of 100% cotton drill, non-flammable fabric

ECA WA are here to help

ECA WA promotes the adoption of Long & Long across industry. From 2024, Long & Long will be compulsory in all CET workshops, labs and during practical assessments.

This is one of the many ways ECA WA is working to protect everyone in our industry from harm and encouraging all employers to follow best practice guidelines for keeping their workers safe. If you require assistance in setting up a Long & Long policy in your business, please contact ECA WA on (08) 6241 6100.

Disclaimer: This information is intended for general informational purposes only and should not be considered as professional or expert advice. While we strive to ensure the accuracy and reliability of the information presented, we cannot guarantee its completeness, timeliness, or applicability to all situations or circumstances. ECA WA are not liable for any damages, injuries, or losses incurred due to reliance on the information provided herein. Always prioritise safety and remember that this is a general resource that is not tailored to your unique situation.

BRANCH UPDATE

Nataisha Martin NECA ACT & Southern NSW Member Manager

WELCOME TO THE MARCH 2024 ISSUE OF NECA NEWS

As an electrical contractor or burgeoning business owner, you’re navigating through a sea of changes in a quest for efficiency and the ability to make sound decisions. To help run your business better, NECA Membership equips you with the tools, resources, support and expertise necessary. In this issue, we discuss some of these key features that will help you.

NECA Business Workshop Series

NECA Member’s Knowledge Base (MKB) holds a wealth of industry resources, including:

½ NECA business workshop webinar;

½ NECA member’s sales tracker;

½ Charge-out rates webinar;

½ NECA member labour cost calculator;

½ Calculating overhead costs tool.

Whether you’re a seasoned pro, or just building your business, our interactive tools and expert advice are tailor-made to bolster your economic strategy. Members log into the NECA Member’s Knowledge Base (MKB) to access these free downloadable resources.

NECA Live Toolbox Talks

ACT

It’s time to prepare your team for some of the year’s most crucial conversations. The NECA Live Toolbox Talks program has been developed to simplify risk management processes in electrical contractor business of all sizes, supporting the way your business manages risks, training, legislative updates, and risk assessments.

Each month in 2024, the NECASafe team will take a deep dive into a specific set of risks of working in the electrotechnology industry and provide your business with a member-exclusive toolkit of documents related to that risk category. These toolkits will ensure that your business has complete support to manage

and mitigate crucial risks, ensuring you remain compliant with the everchanging state and federal regulations.

Our first two Toolbox Talk sessions, on radiation and extreme temperatures, and psychosocial hazards, can be watched on NECA’s YouTube channel, @NECA_Membership. The Toolbox toolkit, including templates, risk register update, safety and inspection checklist, work health and safety policy, relevant forms, safe work procedures and operational procedures for both of those sessions can be downloaded from the NECA MKB.

ACT Integrated Energy Plan Info Night

The ACT’s electrical contractors came together recently for an information session on the ACT Government’s Integrated Energy Plan.

The group heard from government representatives on key aspects of the plan and the intended approach to reaching the Territory’s 2045 net-zero targets.

Key topics discussed included; the development of the plan, its current status, legislation changes and what the plan means for electrical contractors and the broader energy network in the ACT, including the movement away from gas.

ACT electrical contractors who are interested in finding out more about the ACT’s Integrated Energy Plan are encouraged to visit www.energy.act.gov.au

NECA Industry Nights 2024

Get ready to save the date for the NECA ACT & Southern NSW Industry Nights. These evenings aren’t just a chance to network—they’re a platform for industry leaders to seed future growth opportunities. Keep an eye on your email inbox for more dates and venues.

Your attendance and insights directly shape the trajectory of these pivotal events, so your input is invaluable. Scan the QR Code for more details.

NECA Awards 2024 Nominations

Step into the limelight with the NECA Awards, the pinnacle of recognition in the electrical and communications industry, renowned as one of Australia’s most prestigious awards programs.

NECA invites all members to nominate your project, your business, your apprentice, or a woman championing change for women in the electrical and communications industry.

How will your business benefit from entering NECA’s Awards program?

Designed to reward the outstanding achievements of NECA members and apprentices within the electrical industry, our nationally-recognised awards program provides an opportunity for your company and team to be acknowledged for outstanding commitment to industry excellence and professionalism.

The Excellence Awards provide members with the opportunity to showcase their best projects to their peers, industry, government and their local community. These awards are the ultimate recognition of being leaders in their field.

The 13 categories include: Innovation, Work Health & Safety – Excellence in action, Women in Energy (individual), Leaders in Diversity (business), Domestic Residence, Lighting Design & Construct, Green Energy, Voice/Data Communications & Audio Visual, Industrial Small, Industrial Large, Commercial Small, Commercial Medium, and Commercial Large.

Don’t let your business’ dedication to excellence remain unsung. With the NECA Awards, your story can inspire others and elevate the entire industry.

For more details scan the QR code or visit neca.asn.au/ necagroup/NECA-awards

NECAGuard Update

Do you have a generic insurance policy?

Compare NECAGuard Insurance today!

Did you know that NECAGuard offers members tailored solutions to help you safeguard your assets? From protection against theft and property damage, to public liability and professional indemnity, we have the right policy for your business.

Here are the Top five NECA member insurance covers:

NECASafe Discovery Sessions and Electrical Safety Survival Sessons

1. Combined liability: Combining all lines of business into a single policy meeting the specific needs of your business.

2. NECAGuard Essentials: offering the essentials, this cover is specifically for sole and small traders, covering more business activities than policies usually available from direct online insurers.

3. Cover for Working at Mine Sites: This is not covered by default by most insurers, so don’t assume that you are covered, if you haven’t been asked the question.

4. NSW Builders Home Warranty: The Builders Home Warranty policy is a compulsory cover taken out by builders for residential projects over $20,000, which covers the subcontractors. However, if you are directly contracting from the property owner, you will be required to take out a policy.

5. Power Pole Construction & Maintenance (including ASP Level 1 and High Voltage Works): NECAGuard now provides public liability for those providing visual inspection of power poles, as part of its NECAGuard Essentials program. This is non-standard for an electrician and is a different insurance classification. Few insurers in Australia cover this work. To be covered, your public liability policy should specifically state you do this work as part of the business description. If it doesn’t, ask your insurer, as you may not be covered. Fortunately, NECAGuard Combined Liability can cover power pole construction and other high voltage work, providing you are an established company with experience in this field.

Scan this QR code to request a quote with NECAGuard.

As we all know, safety in the workplace is nonnegotiable. It’s the cornerstone of any successful business, and in an era where regulations are tightening, staying ahead of the curve is imperative. That’s where NECASafe comes in, with a suite of innovative products and strategies designed to keep your workforce secure and your business compliant.

Session One – Discovery Sessions

At this event, you will be introduced to various safety compliance products, including NECA Redbook, Safety STAR, Safety Gen, and EmploySafe. You’ll also experience NECA Digital, our low-cost, onsite, and paperless safety management system, designed to enhance safety compliance and digitalise your business.

Who should attend?

Managers and admin positions who are keen to explore and learn about NECA’s range of safety compliance products

Dates & Venues

 Wollongong • TBA

Thursday 9 May

Session One 10am–12pm

Session Two 2pm–2.30pm

Book at www.bit.ly/3uMsyFK

 Wagga Wagga • TBA

Thursday 16 May

Session One 10am–12pm

Session Two 2pm–2.30pm

Book at www.bit.ly/49TwzqV

NSW BRANCH

BRANCH UPDATE

HAPPY NEW YEAR AND WELCOME TO THE MARCH EDITION OF THE NECA NEWS FOR 2024.

It’s only March, but already there is so much happening across the industry, and 2024 has so much in store for NECA members. We are currently planning a series of Industry Events and will have some exciting announcements to make soon. If you’ve never attended one of these events, be sure to come along. It’s a great opportunity to network and hear from industry experts on all that’s happening and any upcoming changes.

New Metering & Installation Rules now available for download

The much-anticipated NSW Metering and Installation Rules are now available to download on NECA Member’s Knowledge Base (MKB).

The document is intended to replace the annexure to the NSW Services and Installation Rules 2018, with the following key changes:

½ all references to service equipment have been removed;

½ all services greater than 80amps per phase will require current transformer metering;

½ clarification around MPDs and SPDs;

½ the MPD is limited to 80amps, which means that all whole current metered installations are limited to 80amps at the MPD;

½ if there are multiple customers supplied from an unmetered active bar/link, an isolating switch complying with the AS/NZS 3000 Wiring Rules shall be installed, enabling isolation of the unmetered active link;

½ there is specific information for essential energy that relates to load control equipment.

The intended implementation date for the new Metering and Installation Rules is April 2024.

Changes to the NSW Service and Installation Rules are also being finalised, with a view to publishing a new version in 2024. The NECA team will continue to monitor progress and advise members of developments in NSW.

Members requiring further clarification on how this affects their unique situation are recommended to connect with NECA’s in-house technical experts.

NECA Members receive unlimited phone and email support on all technical matters, ensuring compliance with Australian Standards, including Wiring Rules, Service and Installation Rules and Metering Rules.

Safety network meetings

Are you ready to join the conversation that shapes the future of safety in the workplace?

NECASafe’s Quarterly Safety Network Meetings are where vital discussions unfold, navigating the ever-shifting landscape of work health and safety regulations. As leaders and stewards of safety, your insights are instrumental in fostering safer work environments and agile compliance practices.

Safety at the forefront

½ navigate the most recent WHS regulation changes with the guidance of industry stalwarts and premier safety professionals;

½ foster new connections and collaboration opportunities within a dynamic, virtual environment;

½ pinpoint concerns and insights on compliance issues that directly affect your day-to-day operations;

½ stay informed and take action, with expert-led discussions on safe work practices, tailored for your industry.

Scan the QR code to register to our virtual meetings.

Mynas Leontios NECA Sydney Metro Member Manager

Julia Cassar NECA Sydney Metro Account Manager

NECASAFE DISCOVERY SESSIONS

As we all know, safety in the workplace is non-negotiable. It’s the cornerstone of any successful business, and in an era where regulations are tightening, staying ahead of the curve is imperative. That’s where NECASafe comes in, with a suite of innovative products and strategies designed to keep your workforce secure and your business compliant.

Session One – Discovery

At this event, you will be introduced to various safety compliance products, including NECA Redbook, Safety STAR, Safety Gen, and EmploySafe. You’ll also experience NECA Digital, our low-cost, on-site, and paperless safety management system designed to enhance safety compliance and digitalise your business.

Who should attend?

Managers and admin positions who are keen to explore and learn about NECA’s range of safety compliance products.

NECA Live Toolbox Talks

We kicked off the year with a livestream toolbox talk with NECA Sponsor MMEM at their TLE Chatswood site, discussing the dangers of radiation and extreme temperature hazards on worksites.

The NECA Live Toolbox Talks program has been developed to simplify risk management processes in electrical contractor business of all sizes, supporting the way your business manages risks, training, legislative updates, and risk assessments.

Our first two Toolbox Talk sessions, on radiation and extreme temperatures, and psychosocial hazards, can be watched on NECA’s YouTube channel, @NECA_Membership.

The Toolbox toolkit, including templates, risk register update, safety and inspection checklist, work health and safety policy, relevant forms, safe

 Miranda

Hustler Studios, Caringbah

Thursday 7 March

10am–12pm

www.bit.ly/3SQoNal or scan QR code

 Blacktown

Atura Blacktown

Thursday 18 April

10am–12pm

www.bit.ly/3PlC6ib or scan QR code

 Campbelltown • TBA

Thursday 13 June

10am–12pm

www.bit.ly/48C1wyC or scan QR code

 Newcastle

Fletcher Community Centre

Thursday 21 March

Session One 10am–12pm

Session Two 2pm–2.30pm

www.bit.ly/3IfC3QT or scan QR code

 Wollongong • TBA

Thursday 9 May

Session One 10am–12pm

Session Two 2pm–2.30pm

www.bit.ly/3uMsyFK or scan QR code

work procedures and operational procedures for both of those sessions, is exclusively available by download from the NECA Member’s Knowledge Base.

These toolbox talks will be continued throughout the year, so be sure to keep an eye on your emails, and tune in for the latest safety updates and industry news.

Electrotechnology workers face a range of hazards on the job, from electrical shock to burns, falls from height to slips and trips. Being diligent and taking proper precautions must be a priority for all electrotechnology workers.

NECA Awards 2024 Nominations

We are thrilled to announce that nominations for the 2024 NECA Excellence Awards are now open. This is your chance to showcase your outstanding achievements and innovations within our industry.

Submitting your work not only puts your accomplishments in the spotlight, but also contributes to the collective growth and advancement of our industry. It’s an opportunity to share your expertise, inspire others and gain well-deserved recognition for your hard work.

Don’t miss your chance to show your achievements! We are super excited to see our members incredible work at this year’s NECA Awards!

For more details scan the QR code or visit neca.asn.au/ necagroup/NECA-awards

Building Legislation Amendment Bill 2023 (NSW) passed

On 19 November 2023, the Building Legislation Amendment Bill 2023 passed through the NSW parliament, containing changes to several pieces of legislation that may affect NECA members. The following is a summary of the impacts the legislation could have on licensed trades/contractors/ directors of licensed contractors.

1. Building product safety

½ where contractors supply building products (incl. electrical equipment) they will now have ‘duties’ as specified in the Building Products (Safety) Act 2017.

½ Part 2A, chain of responsibility for building products, requires checking compliance of products, and supply of information about the products to the client, including;

½ to not using products subject to a recall or ban;

½ to providing information to the client about product safety;

½ notifying the dept of noncompliance or safety risk relating to building products.

Failure to comply with these duties could result in fines or prosecution under the Building Products Safety Act.

Certain contraventions of the Building Products (Safety) Act are also added to the ‘grounds for disciplinary action’ in the Home Building Act against contractor(s) (56) or supervisor(s) (57) license holders. These include;

½ using or supplying a building product in contravention of a building product use ban, building product supply ban, or building product recall,

within the meaning of the Building Products (Safety) Act 2017, or;

½ contravening another requirement of the Building Products (Safety) Act 2017, whether or not the holder is prosecuted or convicted for the contravention.

½ disciplinary action can include suspension or loss of license.

2. Anti-pheonixing/insolvency checks affecting ability to obtain contractor licenses

½ these changes reverse the presumption in favour of an applicant/license holder involved as a director in an insolvency;

½ directors involved in previous insolvencies may be asked for evidence as to why they are not a risk to consumers in holding a

contractors/building license, and the department may cancel and/ or refuse to issue a license to businesses with directors involved with previous insolvencies;

½ the changes also tackle strategic resignations by extending the examination of the directors conduct to six months before insolvency of a prior company.

Members requiring assistance in navigating this legislation are encouraged to connect with NECA’s legal team. All NECA members receive unlimited basic phone and email enquiries with our in-house legal team on all matters, including debt recovery, retention of monies, drafting and reviewing contracts and compliance.

Scan the QR code to submit your enquiry.

Have you reviewed your Public Liability policy recently?

Have you reviewed the business description or activities listed on your public liability policy recently?

If it just says electrical contractor, or electrician, it may not cover everything you do. Insurers use a very narrow definition of electrician, and will usually only provide cover for the activities listed.

What does NECAGuard recommend?

We recommend that you review your business description annually and ask your insurer or broker to add any activities not listed. Some of the activities that should be stated include data & telecommunications contractor, solar system design and install and security system installation. .

Want to know more?

Get in touch with a NECAGuard Representative for a free quote.

Scan this QR code to request a quote with NECAGuard.

Reminder to get ready for the new Supervision Standard for Electrical Apprentices

NECA members are reminded that a new Supervision Practice Standard (SPS) has been introduced by the NSW Government to help clarify legislative requirements for the supervision of apprentices. You can use the SPS to ensure you meet your obligations and conduct electrical work in a safe manner.

At a glance:

½ the SPS should be followed by electrical apprentices and licenced electricians who supervise apprentices on site;

½ the SPS clarifies appropriate levels and ratios of supervision, depending on the experience of an apprentice and the type of work they are carrying out;

½ it will become mandatory in September 2024, and will be enforced as a condition of an electrician’s licence;

½ you should get ready now to implement the supervision practices outlined in the SPS.

For further clarification we encourage you to connect with our NECASafe experts.

Licenced electricians supervising apprentices should get ready for the Supervision Practice Standard (SPS), which sets out roles and responsibilities for people carrying out electrical work.

QUALITY RECRUITMENT AND TRAINING ARE CRUCIAL FOR THE FUTURE OF OUR INDUSTRY

THIS YEAR, NECA TRAINING & APPRENTICESHIPS HAS SEEN RECORD DEMAND FOR APPRENTICES. NECA’S MEMBERS IN THE ACT, QLD AND NSW HAVE WORKED WITH US TO SELECT AND ONBOARD OVER 220 NEW APPRENTICES TO LAUNCH THEIR CAREER WITH AN ELECTRICAL TRADE.

We welcome these new apprentices to our industry and wish them long, safe and enjoyable careers. Our apprentices go through a rigorous recruitment process, built from our 35 years of experience supporting electrical contractors. The most suitable candidates have the ability to learn the compulsory theory, work with their hands and as part of a team, and to listen and grow, ensuring they remain safe, while contributing productively to your business.

In addition to being specialists at recruitment and training, NECA’s group training model offers a range of benefits for your business over directly employing apprentices:

½ labour flexibility to cope with your peak times and quiet times;

½ simple pay rates that take into account college studies, all types of leave, worker’s compensation, super, tax, RDOs and more;

½ recruitment and retention risks belong to NECA EA, not the host;

½ your apprentice turns up ready to work with full uniform, PPE and initial safety training;

½ no need for you to understand the complexities of the state and national training systems;

½ our Field Officers work with you to understand your needs, mentor the apprentices and address any issues that may arise. Unlike many competitors, NECA EA’s field officers are all experienced electricians drawn from the contracting industry;

½ we ensure the apprentice fits with your team and the type of work you do;

½ a great option for specialist businesses, as apprentices can be moved around, ensuring they all get a well-rounded experience while your business has the labour it needs.

NECA Training has two centres of excellence: in Chullora in Sydney and Fyshwick in the ACT. We also now train apprentices on the NSW South Coast, with our second class starting in January at Moruya. Our colleges focus on quality, relevant training and have been received positively in the industry.

A key to our success is the hard work, dedication and professionalism of our team. Our trainers are qualified tradies, with a range of experiences and backgrounds.

Morgan Sutton (pictured left), lead CIII trainer in the ACT says: “I qualified as a nurse after leaving school, but then joined my family’s electrical contracting business and completed my apprenticeship. I’m now passionate about passing on my skills and experience to the next generation”

Sophie Huddleston (pictured right), a CIII trainer at NECA’s ACT Centre of Excellence, is a qualified school teacher who then completed her electrical apprenticeship and worked as an electrician before taking up training. “Training for NECA lets me combine my love of education and experience as an electrician. We understand the importance of using current technology and closely linking our training to the work our apprentices are doing.”

NECA Training & Apprenticeships is a not-for-profit, registered charity so our vision is simple: Our whole team is focused on recruiting, training, and supporting the next generation of quality electrical tradespeople.

NECA Electrical Apprenticeships employ quality apprentices and place them with host companies for any amount of time from 3 months to 4 years.

Becoming a host company means that you pay a fixed charge out rate, whilst we take on all

NECA employ quality apprentices and place them with host companies for any amount of time from 3 months to 4

Becoming a host company means that you pay a fixed charge out rate, whilst we take on all the added costs, responsibilities and risk. Build your future: 97% of our graduating apprentices are employed by their host on completion.

Build your future: 97% entices are employed by their host on completion

NECA ELECTRICAL APPRENTICESHIPS PROVIDE

NECA

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Advertising

Recruitment

Interviews and selection

Medicals including colour blindness test

Payroll

monitoring and mentoring by licensed electrical field staff

On-going monitoring and mentoring by licensed electrical field staff

 All administration and paperwork

All administration and paperwork

TAFE (monitoring results)

COSTS

INCLUDED IN

COSTS INCLUDED IN THE CHARGE OUT RATE

Leave days

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Sick days

Public holidays

TAFE days (36/yr)

 TAFE days (36/yr)

TAFE fees

 TAFE fees

Superannuation

 Superannuation

 Uniforms and PPE

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Workers Compensation

Uniforms and PPE Workers Compensation

WE ARE NOT-FOR-PROFIT | PASSING THE BENEFITS ON TO YOU

Connect with your local NECA centre

Connect with your local NECA centre

ACT Mick Apps T (02) 5580

ACT Brett McIntyre T (02) 6280 5580

NSW Brad Hoffman T (02) 9744 2754

NSW Brad Hoffman T (02) 9744 2754

QLD Mark Wood T (07) 3276 7950 necatraining.com.au

QLD Mark Wood T (07) 3276 7950 necatraining.com.au

national electrical and communications association

THE IMPORTANCE OF QUALITY TRAINING IN SOLAR DESIGN AND INSTALLATION

RENEWABLE ENERGY IS UNDENIABLY THE WAY OF THE FUTURE.

Solar, in particular, presents an outstanding opportunity for our industry. In both residential and commercial applications, there is an ever-growing demand for businesses capable of designing and installing high-performance, gridconnected, batteryintegrated, solar systems.

But, like all worthwhile opportunities, the solar field comes with an element of risk. These systems involve a range of components: solar panels, inverters, batteries, charge controllers, monitoring systems and more, all of which must work seamlessly together to harness solar energy effectively. Poorly designed, or improperly installed,

systems can result in under-performance, increased maintenance costs, reduced system life and safety hazards, all of which leave your business open to dissatisfied customers, reputation damage and fines, not to mention the possibility of injury or even death.

Solar Grid Connect (Design & Install) Entry

Requirement: Cert III Electrotechnology

Units of Competency

UEERE0054 – Conduct site survey for grid-connected photovoltaic and battery storage systems

UEERE0061 – Design grid-connected photovoltaic power supply systems

UEERE0080 – Install photovoltaic power conversion equipment to grid

UEERE0081 – Install photovoltaic systems to power conversion equipment

Grid Connect with Batteries (Design & Install) Entry

Requirement: Cert III Electrotechnology

Units of Competency – Statement of attainment

UEERE0054 – Conduct site survey for grid-connected photovoltaic and battery storage systems

UEERE0060 – Design grid-connected battery storage systems

UEERE0077 – Install battery storage equipment power conversion equipment to grid

UEERE0078 – Install battery storage to power conversion equipment

The key to benefitting from the opportunities of solar while avoiding the pitfalls is the comprehensive knowledge and hands-on experience provided by cutting-edge, industry-leading training. NECA is at the forefront of industry training, particularly, for those delving into grid-connected systems with battery integration.

NECA’s training programs not only cover fundamental principles, but also incorporate the latest industry trends, technological innovations, and regulatory updates, equipping students with the knowledge and skills needed to excel in this dynamic field.

Rigorous training in safety, risk assessment, and emergency procedures are vital to ensuring the well-being of both installers and end-users. We are particularly proud of our record in safety training.

The courses listed run at the NECA Training Centres of excellence in Chullora in Sydney and Fyshwick in the ACT. Scan this QR code to enrol and get ready to take your business to the next level!

UPGRADE YOUR SKILLS NEW DATA & TELECOMMUNICATION COURSES

NECA – delivering first class training in an evolving industry

NECA Training has purpose built state-of-the-art facilities in Fyshwick (ACT) and Chullora (Sydney) providing the latest digital IP equipment and HANDS-ON training with high end technical resources.

If you wish to gain the ACMA registration, by choosing to train with NECA you’ll have access to our holistic facility. Experienced trainers deliver the courses so you can be up to date in this exciting and ever evolving industry. Learn best practices, improve your productivity, expand your knowledge and grow your career.

NECA TELECOMMUNICATIONS PROVIDE Nationally recognised training Specialists in the telecommunications and electrical industries

Train with professionals, someone you can trust NECA provides training for the industry by the industry

Anyone can enrol (including non-members)

TELECOMMUNICATIONS COURSES AVAILABLE

Open Registration Courses

Structured Cabling (Cat 5-7)

Coaxial Cabling

Optic Fibre Terminations

Open Registration Exam for Electricians

Working Near Electricity Network – Initial

Working New Electricity Network – Refresher

More courses available

WE ARE NOT-FOR-PROFIT | PASSING THE BENEFITS ON TO YOU

Visit our website for more details, course times and costs.

ONLINE necatraining.com.au

NSW (02) 9288 4424 skills@necatraining.com.au

ACT (02) 6280 5580 act@necatraining.com.au

BRANCH UPDATE

Christopher Gradwell NECA QLD Member Manager

WELCOME TO THE MARCH EDITION OF NECA NEWS, WHERE ELECTRIFYING CHANGES ARE JUST A PAGE TURN AWAY!

NECA Awards 2024 Nominations

Step into the limelight with the NECA Awards, the pinnacle of recognition in the electrical and communications industry, renowned as one of Australia’s most prestigious awards programs.

NECA invites all members to nominate your project, your business, your apprentice, or a woman championing change for women in the electrical and communications industry.

How will your business benefit from entering NECA’s Awards program?

Designed to reward the outstanding achievements of NECA members and apprentices within the electrical industry, our nationally-recognised awards program provides an opportunity for your company and team to be acknowledged for outstanding commitment to industry excellence and professionalism.

The Excellence Awards provide members with the opportunity to showcase their best projects to their peers, industry, government

and their local community. These awards are the ultimate recognition of being leaders in their field.

The 13 categories include: Innovation, Work Health & Safety – Excellence in action, Women in Energy (individual), Leaders in Diversity (business), Domestic Residence, Lighting Design & Construct, Green Energy, Voice/ Data Communications & Audio Visual, Industrial Small, Industrial Large, Commercial Small, Commercial Medium, and Commercial Large.

Don’t let your business’ dedication to excellence remain unsung. With the NECA Awards, your story can inspire others and elevate the entire industry.

For more details scan the QR code or visit neca.asn.au/ necagroup/NECA-awards

The NECA Awards is the electrical and communications industry’s highest accolade and one of the most prestigious awards programs in Australia.

NECAGuard Update

What is your business insurance covering you for?

NECAGuard experienced insurance Broker, Willis Towers Watson (WTW) understands the importance of ensuring your business is adequately protected. That’s why we take the time to ask the right questions and provide tailored recommendations for your specific business needs.

We understand that many electricians have multiple facets to their business,

which may not be covered under a generic “Electrician” policy description. This is why we strongly advise disclosing all of your business activities, such as electrical installation, data and telecommunications cabling, or consumer protection. We also want to ensure that you are aware of the potential implications of not properly disclosing these activities.

In the event of a claim, it may be reduced, or even denied, if they are not listed on your policy.

NECASAFE DISCOVERY SESSIONS

In these electrifying times, safety stands as a priority, and as we all know, safety in the workplace is non-negotiable. It’s the cornerstone of any successful business, and in an era where regulations are tightening, staying ahead of the curve is imperative. That’s where NECASafe comes in, with a suite of innovative products and strategies designed to keep your workforce secure and your business compliant.

Session One – Discovery

At this event, you will be introduced to various safety compliance products, including NECA Redbook, Safety STAR, Safety Gen, and EmploySafe. You’ll also experience NECA Digital, our low-cost, on-site, and paperless Safety Management System designed to enhance safety compliance and digitalise your business.

Who should attend?

Managers and admin positions who are keen to explore and learn about NECA’s range of safety compliance products.

NECAGuard offers members tailored solutions to help you safeguard your assets. From protection against theft and property damage, to public liability and professional indemnity, we have the right policy for your business.

Scan this QR code to request a quote with NECAGuard.

 Brisbane City • TBA

Thursday 14 March

Session One 10am–12pm

Need help in recovering debt?

NECA’s legal team is very experienced in debt recovery matters and can assist you with a free NECA member letter of demand. This letter is a formal notice tailored to your individual circumstances.

If you are having trouble receiving a payment, connect with our legal team for the recovery of your debt. As a NECA member, you receive unlimited basic phone and email enquiries with our inhouse legal team on all matters, including debt recovery, retention of monies, and drafting and reviewing of contracts.

Session Two 2pm–2.30pm www.bit.ly/42Rt4Pj or scan QR code

 Mooloolaba

Beerwah Meeting Place

Thursday 23 May 10am–12pm www.bit.ly/48wqOOv or scan QR code

 Gold Coast • TBA

Thursday 13 June 10am–12pm www.bit.ly/3UOn5sC or scan QR code

TYPE AC RESIDUAL CURRENT DEVICES (RCD)s

ARE NO LONGER PERMITTED TO BE SOLD OR INSTALLED IN AUSTRALIA AFTER APRIL 2023

AMENDMENT 2 OF AS/NZS 3000:2018, APRIL 2021, CLAUSE 2.6.2.2.2, STATES THAT, AFTER A GRACE PERIOD OF 2 YEARS FROM THE DATE OF PUBLICATION, TYPE AC RCDS SHALL NOT BE INSTALLED. THEREFORE, COMPLIANCE WITH THIS RULE HAS BEEN MANDATORY SINCE APRIL 2023. FURTHER, IT STATES THE RCDS MAY HAVE ANY NUMBER OF POLES ALTHOUGH SHALL INTERRUPT ALL ACTIVE CONDUCTORS.

OTHER STANDARDS MAY REQUIRE ALL LIVE CONDUCTORS TO BE INTERRUPTED.

Key Updates

AS 3000:2018 clause

1.9.3.1 Alterations

Requires that alterations to electrical installations comply with the updated provisions of the standard.

e.g. If you attend a job to install an additional GPO back-to-back off an existing GPO, you have altered the circuit and will need to replace the existing Type AC RCD with a Type A RCD.

AS 3000:2018 clause

1.9.3.2 Repairs

Permits repairs to existing electrical installation, or parts thereof, to be completed using practices and parts that were acceptable at the time of the initial installation (like for like),provided that the fundamental safety principles of part 1 of the standard are met.

AS/NZS 4777.1:2016 Grid connection of energy systems via inverters

Clause 3.4.5, Residual Current Devices, requires RCDs to operate in all LIVE conductors (Actives & Neutral).

For alterations to electrical installations, compliance requires Type A RCDs to be used only for the circuit that the works have been effected on. However, we strongly encourage you, if you discover Type AC RCDs at an installation when performing alterations, that you replace them with Type A RCDs.

For NECA members seeking clarification on Australian standards or any technical concerns, we highly encourage

connecting with NECA Technical. Our experts are here to assist you every step of the way. NECA members are reminded that if you require technical advice, you have unlimited phone and email support on all Australian Standards, including Wiring Rules, Service & Installation Rules and Metering Rules, to ensure you always stay compliant with industry standards.

TRADE SERVICES INTRODUCES

NEW LINE OF FLAME RESISTANT CLOTHING FOR WOMEN

SAFETY AND COMPLIANCE ARE TOP PRIORITIES FOR ANY BUSINESS IN OUR INDUSTRY. THIS IS ESPECIALLY TRUE WHEN IT COMES TO WORKWEAR CLOTHING, AS EMPLOYEES NEED TO BE PROTECTED WHILE ON THE JOB. AS AN EMPLOYER, IT IS YOUR RESPONSIBILITY TO ENSURE THAT YOUR EMPLOYEES ARE PROVIDED WITH THE NECESSARY PPE.

BOOL WOMANS SHIRT FR ORANGE PPE2 L/S REFLECTIVE X-BACK SEGMENTED TAPE

BOOL WOMEN’S REGULAR WEIGHT PPE2 FR SHIRT WITH LOXYª REFLECTIVE TAPE

BOOL WOMEN’S TROUSER FR REFLECTIVE PPE2

That’s why NECA Trade Services has recently introduced a new line of women’s workwear that not only provides the necessary protection but also caters to a range of sizes to ensure a comfortable fit for all. The women’s workwear clothing is specifically designed to meet PPE (personal protective equipment) Category 2 standards, which means that it offers adequate protection against potential hazards such as arc flashes and electrical shocks. Scan the QR code for pricing and more information, or visit safetyspecialists.com.au

BRANCH UPDATE

Larry Moore NECA SA/NT Executive Director

FIRSTLY, I WOULD LIKE TO TAKE THIS OPPORTUNITY TO WISH ALL OUR MEMBERS A VERY HAPPY NEW YEAR. WE TRUST YOU HAD A SAFE AND HAPPY FESTIVE SEASON AND ENJOYED SOME REST AND RELAXATION.

At NECA SA/NT, our aim is to assist our members with the everyday running of their businesses, including overcoming any challenges that emerge. Your membership fees enable us to employ skilled professionals who are equipped to provide you with the advice, tools, and assistance you need to run your business. We understand that your time is best spent in your company, so when you have a query or issue, please think of us as your first port of call and we will endeavor to assist you. Your needs are our priority, and we hope you will continue as a valued member of our association, so we can support you throughout 2024 and the years to come. With this year in mind, I wish to provide information on just a few of the initiatives we are working on.

A Technical Advisory Service is Now Available

Recent feedback from our members indicated that our service offering was missing a technical advisory service. We have listened and are excited to

introduce our two dedicated technical experts, Michael Weekes (left) and Louis Knoops (right), who will be providing this service to our members.

Michael has over 30 years’ experience in the electrical contracting industry. He holds General, Medical, and High Voltage Classes in electrical inspection. Louis has over 35 years’ experience in the electrical industry, and is a licensed electrician, electrical inspector, and holds CEC accreditation in solar grid connect.

So far, the feedback from our members regarding this service has been outstanding. To those members who haven’t yet taken advantage of this member benefit, please don’t hesitate to contact us next time you are unsure on a technical issue!

To utilise this service, simply email technicaladvice@necasa.asn.au and our technical experts will be able to assist you on various queries, including those that relate to Australian Standards and the SA Power Networks Service and Installation Rules.

2024 Roadshow Seminar Series

We are pleased to announce that our Roadshow Seminar Series is back in 2024! The seminars will be held across South Australia from March to May, in 15 locations, kicking off in Wallaroo on 18 March and concluding in Modbury on 22 May. We highly encourage all electrical contractors and their workers to attend, to ensure they are up to date with all the latest developments within the industry. This year, based on feedback from our members, we have changed the format of the roadshows. We have shortened the seminar length to 2.5 hours and made the start and finish time earlier than prior years, with the roadshows commencing at 4:30pm and finishing at 7pm. We are hoping this earlier timeslot and condensed format will enable more of our members and their employees to attend! The seminars will include presentations on some important industry and technical updates from NECA SA/NT, SA Power Networks, and the Office of the Technical Regulator. Our dedicated sponsors will be on location, with their products and services on display, and NECA SA/NT staff will also be on hand to answer questions about how we can assist you and your business.

The dates and locations of this year’s roadshow seminars are:

 Wallaroo Coopers Alehouse, Wallaroo

Monday 18 March

 Port Augusta Standpipe Golf Motor Inn

Tuesday 19 March

 Whyalla Westland Hotel-Motel

Wednesday 20 March

 Port Lincoln Port Lincoln Hotel

Thursday 21 March

 Seaford Beach Hotel

Monday 25 March

 Victor Harbor Hotel Victor

Wednesday 3 April

 Elizabeth Grand Central

Monday 8 April

 Morphettville The Junction

Wednesday 1 May

 Naracoorte Naracoorte Hotel/Motel

Monday 6 May

 Mount Gambier The Commodore

Tuesday 7 May

 Murray Bridge Bridgeport Hotel

Wednesday 8 May

 Barossa Nuriootpa Vine Inn Hotel

Monday 13 May

 Berri Berri Hotel

Tueaday 14 May

 Adelaide Arkaba Hotel

Monday 20 May

 Modbury The Highlander Hotel

Wednesday 22 May

For further information, or to register your attendance for the 2024 NECA SA/NT Roadshow Seminar series, please scan this QR code. Alternatively, please email Jamie Phillips, Marketing, Communications and Membership Manager at NECA SA/NT, via jamie.phillips@necasa.asn.au and she can assist you further.

We look forward to seeing you there!

2024 Women in Construction Annual Networking Event

Formerly known as the Crucial Women in Construction (CWIC) initiative

The Specialist Contractors Association — which NECA SA/NT is a member of and provides the secretariat for — has taken the new year as an opportunity to refresh this incredibly successful event, that aims to celebrate and support the wonderful women who are a crucial part of their businesses in the subcontractor sector of South Australia’s building and construction industry.

The event will provide the opportunity to network, interact with a panel of industry leaders, win prizes,

enjoy refreshments and hear from a fantastic keynote speaker. This year’s keynote speaker is Christina Coleiro, Associate Director of Major Projects in the Facilities Management Unit at the University of South Australia. She will join Irma Beganovic, National Director of Government Relations at NECA, Emma Clark, Design Manager at Built, and Emily Wilson, Service and Maintenance Coordinator at NSG Boffa for a panel Q&A session to discuss the event’s theme – creating cultural change in the construction industry.

Event details are as follows:

When Wednesday 10 April 2024 3pm-6pm

Location The Cumberland Arms

Hotel Function Room – 205 Waymouth Street, Adelaide

Catering Canapes and beverages

Dress Business casual

Scan the QR code to reserve your place at this highly anticipated event!

Behind the Scenes in Innovation and Technology with Clipsal by

Schneider Electric

Last month, we offered all NECA SA/ NT members the opportunity to participate in personalised tours of the Clipsal and Schneider Electric Innovation Hub and Factory in Gepps Cross. All attendees were fascinated by the variety of innovative products on display, from electric vehicle (EV) chargers to Wiser smart home solutions.

These tours were fantastic opportunities for Clipsal by Schneider Electric employees to connect with NECA SA/NT staff and members.

2024 Awards Nominations Are Now Open

Our Excellence, Small Business, and Apprentice Awards nominations are now open for 2024!

The NECA Excellence Awards celebrate the achievements of electrical and communications companies on various projects across the country.

We know that our members complete some outstanding work, and we want you to be recognised for it!

The NECA Small Business Awards acknowledges small businesses who are making an impact in the industry and deserve to be recognised at the highest level. NECA is excited to celebrate small businesses across the country!

NECA Careers & Apprenticeships (NCA)

Our group training organisation, NCA, is now in its seventh year of operation and currently has 140 apprentices employed. We had almost 25 apprentices graduate last year, and it was fantastic to see them all kicking off the next chapter of their careers. We are looking forward to a big year ahead, as we continue to employ new apprentices approximately every 6-8 weeks, depending on industry requirements.

Don’t forget that NECA SA/NT and RACCA SA members receive a discounted charge-out rate on apprentices with NCA! If you have any queries about NCA and how they can assist your business, please contact Craig Mitchell, Manager at NCA, via craig.mitchell@necaapprentices.com.au.

Nominations for the Excellence and Small Business Awards close on Friday 24 May 2024.

The NECA Apprentice Awards recognise apprentice

achievements in academic success, effort, personal development, and workplace competency. There are many benefits for being involved in this awards program, such as fantastic prizes, industry recognition, and networking opportunities, but above all it is a fantastic experience that looks great on the resume!

Nominations for the Apprentice Awards close on Friday 14 June 2024.

If you would like further information or would like assistance with your submission, please don’t hesitate to contact Jamie Phillips, Marketing Communications and Membership Manager at NECA SA/NT, via jamie.phillips@necasa.asn.au

We hope 2024 is a successful year for our members, sponsors, and industry partners, and look forward to working with you all!

TAS BRANCH

BRANCH UPDATE

Ben Shaw NECA TAS Member Manager

Happy new year and welcome to the March edition of the NECA News for 2024.

As we dive into a brand-new quarter, NECA is abuzz, not only with our usual lineup of enriching industry events, but with some thrilling announcements for our members. As part of our 2024 initiatives, we’re supercharging our NECA Industry Nights, where CPD points and priceless connections await. These networking powerhouses bring together novices and veterans to share expertise, anticipate developments, and foster professional growth. Don’t miss out — an event that packs this much value can offer endless possibilities for your career trajectory. Check your emails or the NECA website for more information.

NECASafe Discovery Session

 Wrest Point Hotel Casino

Wednesday 10 April

Session One 10am–12pm

Session Two 2pm–2.30pm

As we all know, safety in the workplace is non-negotiable. It’s the cornerstone of any successful business, and in an era where regulations are tightening, staying ahead of the curve is imperative. That’s where NECASafe comes in, with a suite of innovative products and strategies designed to keep your workforce secure and your business compliant.

Discovery Session

At this event, you will be introduced to various safety compliance products, including NECA Redbook, Safety STAR, Safety Gen, and EmploySafe. You’ll also experience NECA Digital, our low-cost, on-site, and paperless Safety Management System designed to enhance safety compliance and digitalise your business.

Who should attend?

Managers and admin positions who are keen to explore and learn about NECA’s range of safety compliance products.

NECAGuard

Does your insurance cover both tools and accidental damage?

Maintaining and growing a business requires time, energy and money; however, some circumstances lie beyond our control. To reduce risk in unforeseen situations, it is essential to consider your business obligations and select the appropriate insurance coverage.

Designed for small electrical businesses and sole contractors, NECAGuard’s “The Essentials” package offers comprehensive protection for both tools and accidental damage. This tier of cover can provide much-needed peace of mind as your business grows.

Learn more about how NECAGuard can tailor your business insurance coverage — connect with a NECAGuard representative today!

Scan this QR code to request a quote with NECAGuard.

NECA Awards 2024 Nominations

We are thrilled to announce that nominations for the 2024 NECA Excellence Awards are now open. This is your chance to showcase your outstanding achievements and innovations within our industry.

Submitting your work not only puts your accomplishments in the spotlight, but also contributes to the collective growth and advancement of our industry. It’s an opportunity to share your expertise, inspire others and gain well-deserved recognition for your hard work.

Don’t miss your chance to showcase your achievements! We are super excited to see our members’ incredible work at this year’s NECA Awards!

For more details scan the QR code or visit neca.asn.au/ necagroup/NECA-awards

VIC BRANCH

BRANCH UPDATE

A Word from the President — Leadership Transition at NECA Victoria

After several years of sustained growth, I am pleased to share some exciting news about the future of leadership at NECA Victoria. After a thorough and transparent selection process, I am delighted to announce that Rob Selymesi will be joining NECA Victoria as our new Executive Director, taking over from Pawel Podolski, who will be taking on a broader strategic role.

Rob brings with him an impressive career spanning 35 years in the Electrical and Data Communications industry. His extensive experience in strategic planning and management, business management, and financial acumen positions him to continue to steer NECA Victoria into its next phase of growth and innovation. I am confident his leadership will inspire innovation and drive us toward even greater achievements.

This is not only a new beginning but also a continuation of our strong legacy. Pawel Podolski, who has passionately led NECA Victoria for the last five years, will embrace a new capacity that expands his strategic influence, staying involved with NECA Victoria. Pawel’s vast experience, skills, and knowledge remain a vital asset to us and we are fortunate to retain his guidance and insights as we guide NECA and the Victorian industry through significant changes and transformations.

Please join me in welcoming Rob to our community. Your support will be crucial as he transitions into his role. We are enthusiastic about the future and look forward to what we will accomplish together.

General Update

A warm welcome to all the new members that have joined our community over the last few months. It was great to see so many of you at the Milestone Moments event last month.

I hope some of the themes of this edition, focusing on building successful teams,

will prove useful in your businesses. By the way, if you ever get stuck and need any assistance with recruitment-related issues, staff onboarding or creating a thriving culture, we encourage you to reach out to us at NECA. Our subsidiary, Business Solutions Hub, specifically focuses on these areas.

Flood Recovery Program

We are pleased to announce that we were awarded disaster recovery funding from the Business Groups Flood Recovery Grants program to power up electrotechnology businesses in Victoria that were affected by flooding events since 6 October 2022. This arrangement is jointly funded by the Australian and Victorian governments under the Disaster Recovery Funding Arrangement.

The objectives of the program, are to:

½ enable local businesses recovery, restart, and collaboration;

½ educate, inform, and empower small businesses;

½ support small businesses to rebuild capability, and;

½ rebuild the resilience of small business owners.

The program will be delivered in cooperation with NECA Victoria’s Business Solutions Hub (BSH) across the state, and particularly in regions where more than half of the local businesses were severely or extremely impacted by the Victorian floods.

If you have or you know of a business that has been acutely impacted, you can scan this QR code to learn more, or visit www.bit.ly/49JNewI

Although funding for this product has been provided by both the Australian and Victorian Governments, the material contained herein does not necessarily represent the views of either Government.

Pawel Podolski Former NECA VIC Executive Director Dean Spicer NECA VIC President

Recognising exceptional service with Honorary Membership

The 2023 Annual General Meeting held 29th November marked a momentous occasion for NECA Victoria, as we celebrated the induction of several esteemed Honorary Members. This group was recognised for their exceptional service and unwavering dedication. Their contribution extends far beyond the boardroom and committee meetings. Their tenured wisdom, strategic vision, and unwavering commitment have propelled us forward in shaping our present and securing our future.

Congratulations to Russell Chatfield, Phil Green, Chris Hargreaves, David Peirce and Dean Spicer for receiving this status.

It gives me great pleasure that David Peirce was also nominated for and awarded Life Membership. You can read about David’s journey and his contributions to NECA on the following pages.

FREE Technical Mentoring and support for Solar and Battery installations

NECA is delighted to be able to continue offering free technical mentoring and support for solar and battery installers and inspectors. This program, funded by Solar Victoria, is perfect for individuals or groups to ask those burning questions, discuss relevant requirements of the standards, calculations, testing procedures, labelling and documentation.

Learn from Louis Knoops, our in-house solar and battery expert, who has been approached to speak at the Solar and Storage Live Global Tradeshow later this year. Scan this QR code to express your interest, or visit www.bit.ly/3Il5Ebr

Finally, we would like to remind members to use the benefits and services offered as part of your membership. We also have a full events schedule to allow for networking opportunities and professional and personal growth. The NECA team is committed to providing members with all the support and resources you need to succeed in the industry, so don’t hesitate to reach out and make the most of your NECA Victoria membership.

LEADING WITH VISION: INTRODUCING NECA VICTORIA’S NEW EXECUTIVE DIRECTOR

We met with Rob Selymesi, the new Executive Director of NECA Victoria, to ask him a couple of questions as he transitions into his new role. Many of you might already be familiar with Rob, having seen him in the industry for over 35 years.

What inspired you to take on the role of Executive Director at NECA Victoria?

My engagement with NECA Victoria stems from my first-hand experience as a member. The team is very member-centric and passionate about supporting members, apprentices and industry partners. This commitment not only enhances our industry but also ensures its safety and betterment each year. And, having volunteered on various committees/boards for NECA Vic and being a keen supporter of our industry for many years, the opportunity arose to join this dedicated team and contribute to NECA Victoria’s next chapter.

Can you describe your professional evolution?

I commenced my apprenticeship 35 years ago in electrical and data communications, navigating formal studies and handson-work, progressing as a tradesperson, supervisor, project manager/estimator all the way through to senior management.

My career includes running my own small business twice, an endeavour I consider one of the most challenging in contracting. Alongside significant formal study, my experience spans a variety of roles across small, medium, and large tier one contracting businesses, providing me with

invaluable insights into what works, what doesn’t and, most importantly, why. This journey fuels my commitment to supporting our industry and its remarkable individuals.

What sets you apart?

I’m very grounded, I’ve experienced the highs and lows of our industry and want to help contractors, tradespeople, our community and key industry partners wherever possible.

What drives you?

People... amazing people. I enjoy building connections, so I envisage spending plenty of time with staff, meeting with members, sponsors and industry partners, working hard to develop strong connections across the industry.

What are your goals for NECA Vic?

In the short term, the focus is on building a strong working relationship with my team, NECA Education and Careers, and our sponsors. In the long run, focus will be around enhancing industry engagement, increasing the membership base, and collaborating closely with key partners to effectively support and represent the industry.

What excites you most about NECA’s future?

The rapid technological transformation and NECA’s significant role in it!

We’re witnessing and living a transformation of technology across every aspect of our lives, impacting the way we live and interact with each other. From 5G network upgrades to the transition to Web3 next generation internet, and the acceleration of Artificial Intelligence. We can’t escape

the reality of this rapidly-evolving world and our place in it as an industry.

Trends towards fully electric construction projects, with a focus on Environmental, Social, and Governance (ESG) standards, and Data Communications projects and services related to IoT and BMS will continue to grow, and technology will continue to evolve. And NECA is set to play a crucial role in guiding the industry through these changes, by providing training and advice aimed at enhancing the skills of tradespeople and emerging leaders, ensuring they are well-prepared to navigate and contribute to the evolving landscape. NECA will work closely with the broader electrical and data communications sectors, offering essential services, support, and guidance to members, tradespersons, apprentices, and key industry partners, positioning itself as the go-to resource for advice, guidance, and business support.

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Rob’s leadership is marked by a strategic vision, aimed at deepening industry ties, enhancing member support, and adopting new technologies, showcasing his commitment to the industry’s progress. As NECA Victoria embarks on this journey with Rob at the helm, it stands on the brink of a new era of leadership, navigating current challenges, while laying the groundwork for future that benefits the industry.

Rob will be joining the Victorian team on the road at many of the industry nights across Victoria. He looks forward to meeting members, industry supporters and the broader community. Rob can be contacted at rob.selymesi@neca.asn.au.

ESV UPDATE

We are currently consulting on new draft requirements for the effective supervision of apprentice electricians. We welcome your feedback and encourage NECA members to visit our website to download the draft requirements and complete the survey: www.esv.vic.gov.au/consultations

We have also partnered with multiple regulators and agencies to focus on this critical issue. Late last year we signed a Heads of Agreement with the Victorian Registration and Qualifications Authority (VRQA), WorkSafe, Victorian Building Authority (VBA), Wage Inspectorate Victoria, and Labour Hire Authority.

As a group we have committed to collaborate on complaints resolution specifically for apprentices and trainees with the agreement providing a framework to streamline and accelerate information sharing, while including appropriate safeguards and controls. The collaboration aims to assist key regulators to reduce potential harm to

IMPROVING SAFETY FOR VICTORIAN APPRENTICES IS

ONE OF ENERGY SAFE VICTORIA’S ONGOING PRIORITIES.

Victorian apprentices, who can be some of the youngest and most vulnerable workers in a business. By sharing information, working together in a timely manner and coordinating action on multi-agency related complaints, we will bolster our ability to identify, assess and resolve risks.

Our collective vision also includes making it easier for apprentices to raise matters, as we are aware that systems can be difficult to navigate across multiple regulators.

We support the development of a central portal for apprentices where they can submit information which is then shared with the relevant agencies. Our aim is a system that is seamless, accessible and easy for apprentices to navigate. This multi-agency approach underscores the importance of strengthened protection for apprentices to safeguard against preventable injuries or even deaths in the workplace. It also builds on the memorandum of understanding we signed last year with the VRQA, outlining practical

Shape the future of the electrical industry

Shape the future of the electrical industry

measures to enhance electrical safety for apprentices and their employers.

The Energy Safe website has detailed information on the responsibilities of licensed electricians, including guidelines on the effective supervision of apprentice electricians, which is a critical safety measure to prevent injuries or tragically even deaths.

It is important to remember the employer is responsible for the safety and supervision of apprentices, regardless of who is tasked within the organisation to carry out the role of supervisor. Apprentices deserve to go home safely at the end of each day.

Energy Safe. Always.

Leanne Hughson ESV Chief Executive Officer www.esv.vic.gov.au

Shape the future of the electrical

Experienced electrical trade teacher? Or an electrician thinking of getting off the tools?

Experienced electrical trade teacher? Or an electrician thinking of getting off the tools?

NECA Education & Careers is seeking electricians to deliver industry-focused practical and digital training at our purpose-built trade schools in Carlton North and Dandenong.

We pride ourselves on developing apprentices to have the best skills and attitudes in the industry by drawing on the talents of qualified teachers.

Experienced electrical trade teacher? Or an electrician thinking of getting off the tools?

Not a trade teacher?

Not a trade teacher?

NECA Education & Careers is seeking electricians to deliver industry-focused practical and digital training at our purpose-built trade schools in Carlton North and Dandenong. We pride ourselves on developing apprentices to have the best skills and attitudes in the industry by drawing on the talents of qualified teachers.

We want to hear from you if you have:

We want to hear from you if you have:

• A current A Grade Victorian electrical licence

NECA Education & Careers is seeking electricians to deliver industry-focused practical and digital training at our purpose-built trade schools in Carlton North and Dandenong. We pride ourselves on developing apprentices to have the best skills and attitudes in the industry by drawing on the talents of qualified teachers.

Not a trade teacher?

pride ourselves on developing apprentices to have

• A current A Grade Victorian electrical licence

• Extensive industry experience

We want to hear from you if you have:

best skills and attitudes in the industry by drawing on the talents of qualified teachers.

• Extensive industry experience

½ a current A Grade Victorian electrical licence;

• A passion for sharing your knowledge and skills

• A passion for sharing your knowledge and skills

½ extensive industry experience;

• A TAE 40116 Certificate IV in Training and Assessment.

•

Our pipeline teacher program is designed to turn tradies into successful electrical teachers. This program allows you to learn on the job while completing your Certificate IV in Training and Assessment – and be paid while you do!

Our pipeline teacher program is designed to turn tradies into successful electrical teachers. This program allows you to learn on the job while completing your Certificate IV in Training and Assessment – and be paid while you do!

½ a passion for sharing knowledge and skills;

current A Grade Victorian electrical licence

• A TAE 40116 Certificate IV in Training and Assessment.

½ a TAE 40116 Certific ate IV in Training and Assessment.

• Extensive industry experience

Our pipeline teacher program is designed to turn tradies into successful electrical teachers. This program allows you to learn on the job while completing your Certificate IV in Training and Assessment – and be paid while you do!

EVENTS CALENDAR

NECA Victoria presents a carefully crafted events calendar, tailored for industry professionals looking to broaden their horizons. Take advantage of networking opportunities at local industry nights and community events. Soak up knowledge and insights at a business builder workshop, or tune into a webinar, and leave feeling inspired to elevate your career or business.

 Business Builder Workshop – SWMS

Sold Out

 International Women’s Day Luncheon

Sold Out

 Business Builder Workshop –Financial Wellbeing

Friday 5 April

 Melbourne East Industry Night

Wednesday 10 April

 Ocean Grove Industry Night

Tuesday 16 April

 Wodonga Industry Night

Wednesday 1 May

 Shepparton Industry Night

Thursday 2 May

 Business Builder Workshop – Tax Essentials

Friday 3 May

 Melbourne North East Industry Night

Tuesday 7 May

 Warnambool Industry Night

“

Wednesday 15 May

 Traralgon Industry Night

Thursday 23 May

 South East Industry Night

Wednesday 5 June

 Business Builder Workshop – Recruitment

Friday 7 June

 Echuca Industry Night

Wednesday 26 June

 Swan Hill Industry Night

Thursday 27 June

 Mornington Industry Night

Wednesday 3 July

 Bendigo Industry Night

Wednesday 24 July

 Tullamarine Industry Night

Wednesday 31 July

 Ballarat Industry Night

Wednesday 14 August

 NEca VIc awards

Friday 30 August

MIKE PURNELL - Protect Group Director Employer Representative

For a full list of NECA Victoria’s events, scan this QR code or visit: necavic.asn.au/site/site/Events/Event-Listing.aspx

When severance contributions are defined in your industrial agreement, choosing the security of Protect provides the surety that your business is competitive in recruiting the best trades staff.

Enhancing your employee value proposition through a Protect account provides workers with financial security and stability, increasing engagement, retention and organisational performance.

MIKE PURNELL - Protect Group Director Employer Representative

THE UNEXPECTED JOURNEY OF AN ELECTRICAL INDUSTRY LEADER

THE JOURNEY OF DAVID PEIRCE, A RECENTLY HONOURED LIFE MEMBER OF NECA VICTORIA, IS NOTHING SHORT OF EXTRAORDINARY. HIS PATH TO BECOMING A RESPECTED FIGURE IN THE ELECTRICAL

INDUSTRY IS A TALE OF UNEXPECTED TWISTS, HARD WORK, AND A DEEP-ROOTED PASSION.

Background and early career

Born into a family that valued hard work and practical skills, David was thrown into the workforce at a young age when his dad sent him off to work on the oil rigs in Bass Strait.

The oil rigs in the late 1960s was a tough and demanding environment, but he was earning a significant wage of $378 — a considerable amount, compared to the average $60, back in Melbourne at the time. This early exposure to the industry laid the foundation for his future career. His skills in drawing and drafting got him a place with the engineering team at O’Donnell and Griffin. Here, he evolved from a draftsman to a designer, gradually taking on more responsibilities and discovering a passion for the field. His involvement with the Yallourn W Power Station in Latrobe Valley and the Monsanto Chemical Plant in West Footscray were a turning point, as he was encouraged to obtain his electrical license to engage in more hands-on and commissioning work. Despite the drop to an $18 apprenticeship wage, this decision marked a significant step in his career trajectory.

“Being an electrician was not something I wanted to do, it’s just how it happened.” he commented.

David’s professional life is marked by involvement in landmark projects that underscore his evolution, from an early career in challenging environments, to leading innovative designs and construction, and having a significant impact on the electrical industry.

Guiding principles of leadership: a compass for success

Throughout his career, David has been guided by a steadfast moral compass and a belief that “relationships are more important than money.” . This principle has not only shaped his interactions with colleagues and clients, but also guided his business practices. By prioritising lasting, meaningful connections over shortterm financial gains, David has built a legacy that transcends the typical benchmarks of business success.

Inherited sense of duty: the catalyst for joining NECA

One of the most rewarding aspects of David’s career has been his role as a mentor to past employees and fellow members. He takes great pride in encouraging and guiding them to start their own contracting businesses.

“Being their go-to person and mentor and watching them grow in leaps and bounds has been incredibly fulfilling.”

This commitment to nurturing talent and fostering growth in others not only highlights his expertise and leadership, but also his dedication to the future of the electrical industry. It’s these relationships, and the success of those he has mentored, that add a deeply gratifying dimension to his career.

David joined NECA Council in 2002, motivated by Neville Palmer’s strong words, “put up or shut up” and a deeprooted moral responsibility instilled by his father. Professional bodies such as NECA give members the opportunity to stay abreast of industry happenings, share problems and collaborate on solutions. They provide insights and perspectives that were instrumental in both his personal growth and the growth of ADJ Electrical. David felt that NECA was not just beneficial to anyone serious about their career, but to the industry, and therefore worthy of support.

Shaping the Industry: Influencing Change

David significantly shaped the electrical industry through his contributions to WorkSafe’s Industrial Standards for Electrical Installations on construction sites in 2002 and 2011, drafting

guidelines that enhanced safety and efficiency nationwide. His influence reached the national level as a committee member for AS/NZS 3012 Electrical Installations - Construction and Demolition Sites, demonstrating his commitment to lifting industry standards across Australia.

David actively represented electrical contractors, engaging with key organisations and governmental bodies, including NSCAP, ETU, ESV, and Victorian Electrical Distributors. His efforts, alongside then Executive Director Phil Green, included impactful meetings with the Victorian Treasury and Fair Work Australia, with a case ending up in the Federal Court of Australia, which he described as being “quite intimidating.” Through these interactions, David played a vital role in voicing the concerns and challenges faced by electrical contractors.

Navigating industry evolution: on-the-run adaptation

David has observed the electrical industry’s transition from simplicity to complexity, demanding the need for continuous learning. “Adapting to changes in this industry just had to be done on the run. It started out quite simple, but as you delve deeper, you uncover layers of complexity that you initially didn’t know existed.”

This evolution has been marked by rapid technological advancements and a growing spectrum of products and

solutions. From basic components like the old incandescent light globe, the industry has progressed to intricate control and sophisticated systems, requiring a more nuanced understanding and approach.

David emphasises the importance of staying informed and adaptable in such a dynamic environment. “The more you get into it, the more you realise how much there is to know,” he says. This mindset has not only been crucial for his personal growth, but also serves as a piece of wisdom for those entering or navigating the industry.

Words of Wisdom for the next Generation

Balancing commitments and community

To those just beginning their journey in the electrical industry, David says “Have a crack. Be bold, take risks, and embrace the opportunities and challenges.”

He suggests engaging and actively participating in industry groups and initiatives such as NECA to enhance personal growth and contribute to the industry’s collective successes.

Reflecting on work-life balance

Reflecting on his career, David acknowledges the tough trade-off between work dedication and family time, noting, “Life became more about work.” He recognises the doubleedged sword of his commitment: “while it provided a certain lifestyle

for my family, it also meant sacrificing precious family moments.”

Although proud of his achievements, David also values the importance of family time, underscoring the need for a balance that supports both career success and personal satisfaction. He advises, “You must work to live, not live to work.”

Future horizons: navigating challenges and seizing opportunities

Looking ahead, David calls out renewable energy and the integration of IoT as significant opportunities for the electrical industry. The merging of technology with traditional electrical elements is set to open new avenues for innovation and growth. However, he also cautions about emerging challenges, particularly the increasing complexity in the field. He predicts that this complexity might lead to the specialisation of services, moving away from a ‘one-stop-shop’ approach and necessitating more focused expertise in specific areas. We as NECA, and as individuals in the industry, must be proactive about influencing the direction of this changing world.

A humbling honour: embracing life membership at NECA

David attributes his work ethic and passion for the electrical field to his father, his father’s friend Ray Beattie, and early mentors at O’Donnell and Griffin, like Peter Downing and Ken Kift, who taught him to find joy in work and uphold integrity. He also acknowledges recent influences, like Mike Purnell, Pawel Podolski and the rest of the NECA Vic Council, who have created a collaborative and positive team environment.

As we conclude our conversation, David reflects on the honour of being recognised as a life member of NECA. “It’s a bit humbling, and honestly, a bit of a surprise,” he admits modestly.

This recognition, for him, goes beyond a mere accolade; it’s a testament to the years of dedication, hard work, and contributions he has made to the industry. “It feels good to be recognised,” he says, with a genuine smile. This acknowledgment by NECA not only validates his professional journey, but also symbolises the respect and esteem he has earned from his peers and the wider electrical community.

Dean Spicer, David Peirce and Pawel Podolski

RCDs AND THE ENERGY TRANSITION WHAT CHANGES?

AMENDMENTS TO AS/NZS 3000:2018 HAVE GRADUALLY INCREASED THE REQUIREMENTS FOR RCD PROTECTION WITHIN ELECTRICAL INSTALLATIONS. MOST RECENTLY, WE HAVE SEEN THE INSTALLATION OF TYPE AC RCDS PROHIBITED. TYPE A RCDS ARE NOW THE MINIMUM REQUIREMENT FOR THE PROVISION OF ADDITIONAL PROTECTION BY RESIDUAL CURRENT DEVICES.

These changes are partly in response to the changing nature of electrical installations occurring as part of the energy transition. At least three in every ten Australian homes now have a photo-voltaic (PV) solar system installed. PV Inverters produce a current that includes various DC components. Increasing use of PV inverters, coupled with modern appliances, means that we will continue to see an increasing scale of DC components in our supply.

Type A RCDs certified to either AS/NZS 61008.1 (RCCBs) or AS/NZS 61009.1 (RCBOs) are tested to ensure tripping for residual currents with DC components, in addition to verification of performance for AC tripping characteristics. This means that a 30mA Type A RCBO, certified to AS/ NZS 61009.1:2015, is guaranteed to trip in the presence of a residual current comprised of 30mA AC and four separate DC component scenarios. Type AC RCDs are not subject to such tests. Small details buried deep within a product standard, such as this example, highlight that each of our standards and regulations are deeply dependent on each other to specify a minimum level of protection.

While standards such as AS/NZS 3000 specify the minimum level of protection, they will not prescribe an optimum solution, or one that necessarily considers the customer’s future needs. Introducing technologies such as V2x will not only exacerbate the situation described here, but also introduce new risks that need to be considered.

In a commercial EV charging environment, continuity of service is likely to be high

priority for customers and end users. While not mandated in AS/NZS 3000, a Type B RCD will provide a higher level of immunity to unwanted tripping on an EV charging sub-circuit.

Later this year, we will hopefully see a new edition of AS/NZS 4777.1 published, the standard that provides the installation requirements for grid-tied inverters. Currently in public comment, the new edition is anticipated to give specific consideration to the future role of V2x and the role of RCDs in grid-tied inverter applications. Once again, AS/NZS 4777.1 will specify the minimum level of protection. There is much to consider when selecting an RCD, particularly when overlayed with the impact of the energy transition. Schneider Electric is at the forefront of the energy transition locally and around the world. Our contributions to the development of installation and product standards are testament to our commitment to

ensuring safe electrical installations for everyone. Schneider Electric also works with its customers to ensure they can deliver not just a safe electrical installation, but an installation that is energy efficient and one that will meet the current and future needs of the end user.

Over the next year, we will be going on some deep dives into the technology behind various forms of circuit protection so that readers can be better informed on how to select the correct device to meet the needs of both the electrical installation and customer. Just as important as correct selection and installation is the topic of correct testing: it is important that devices are tested in accordance with the requirements of the product standard to which they are certified – we will go into that next time. Stay tuned for the latest updates on the energy transition, the role of standards, circuit protection and how Schneider Electric is addressing these challenges here and around the world.

Lucy Finlay Standardisation & Regulation Manager, Pacific, Schneider Electric

Introducing Acti9 iC60H3 RCBO

With its compact 3-module width, the new Acti9 iC60H3 3-phase RCBO can be installed seamlessly into any commercial distribution board for a sleek, polished look. Available in C curve, 30mA & 100mA, up to 50A, and in D curve, 30mA, up to 32A, all 10kA applications are covered.

With its compact 3-module width, the new Acti9 iC60H3 3-phase RCBO can be installed seamlessly into any commercial distribution board for a sleek, polished look. Available in C curve, 30mA & 100mA, up to 50A, and in D curve, 30mA, up to 32A, all 10kA applications are covered.

Easily access all technical information through front face QR code.

Easily access all technical information through front face QR code.

Compact design

Compact design

Broad adaptability

Broad adaptability

Simplified installation

Simplified installation

Easy connectivity

Easy connectivity

High performance

High performance

se.com/au/ic60rcbo

se.com/au/ic60rcbo

100% compliant

100% compliant

ACRS NEWS

DIRECTOR’S REPORT

Peter Lamont Director ACRS and Senior Policy Advisor peter.lamont@neca.asn.au

AS WE START A NEW YEAR, IT IS IMPORTANT TO NOTE THAT 2024 WILL SEE A NUMBER OF VITAL REVIEWS TO OUR DATA AND TELECOMMUNICATIONS INDUSTRY.

ACRS regularly meets and liaises with the Australian Communications and Media Authority (ACMA), the regulator for our industry. In 2024, the ACMA will be finalising a review of the Telecommunications (Types of Cabling Work) Declaration 2013, that is due to sunset on 1 April 2024. ACMA is proposing to introduce the Telecommunications (Types of Cabling Work) Declaration 2024 to replace the existing instrument. ACRS has been working with ACMA to ensure that the new instrument remains current and workable for our cablers, and that it will allow for a seamless transition. At this stage, it seems that the 2024 Declaration will have only minor amendments to the 2013 version.

Subsequent to this, ACMA will also seek to finalise new contractual arrangements with registration bodies, such as ACRS, for ongoing registration services.

In addition, the Telecommunications Legislation Amendment (Enhancing Consumer Safeguards and Other Measures) Bill 2023 is also presently before Federal Parliament. This Bill will deliver improved safeguards for Australian consumers when they access broadband and voice services. The Bill sets out measures to refine and improve the statutory infrastructure provider, or SIP, rules that provide the legislative basis for NBN Co, and other telecommunications carriers, to provide access to high-speed

broadband networks across Australia. While most changes are minor and will enhance the operation of the regime, one of the more significant measures will be to clarify that the obligations of SIPs start in an area once buildings have been constructed and someone has moved in. Currently, the obligations start once a network has been installed. This has meant that when there is a delay in installing a network to a new building, occupants can face significant delays in being able to access telecommunications. This will resolve that problem.

Along with all the other registrars, ACRS is continuing to host a series of webinars, to educate, and provide professional development for, our industry. Planning is afoot to expand these webinars in 2024.

A final word is to take care when planning and performing work.

Throughout Australia, we have seen a number of recent workplace fatalities, including electrocutions. All of these could have been avoided with adequate planning and safe work practices. Always do your risk assessment and don’t take any unnecessary chances. Your life may depend on it.

Australia’s EMC standards under review

IS YOUR BUSINESS COMPLIANT FOR CABLING?

IS YOUR BUSINESS COMPLIANT FOR CABLING?

All electrical and electronic equipment emits electrical energy. ElectroMagnetic Compatibility (EMC) is a characteristic that permits electrical and electronic equipment to operate as intended without adversely interfering with other equipment.

This review has already noted some glaring holes in our current set of rules.

and High-risk devices are in need of reconfiguration.

Thinking about a move into data and communications as a way to diversify your contracting business? Here are a few critical questions to ask before you get started.

Thinking about a move into data and communications as a way to diversify your contracting business? Here are a few critical questions to ask before you get started.

In Australia, the regulatory arrangements for the electromagnetic compatibility (EMC) of equipment is governed under the Radiocommunications Act 1992

Our EMC regulatory arrangements broadly capture any product –irrespective of its use or function or the purpose of its design – that is capable of a radio emission, whether or not the radio emission was intended.

Registration and 360 hours for Open Registration. Holding an electrical licence, Security licence or enAbleTM NBN Card will suffice.

Registration and 360 hours for Open Registration. Holding an electrical licence, Security licence or enAbleTM NBN Card will suffice.

For example, inductive power transfer is now widely used in range of devices, such as wireless chargers for phones, electronic wearables and electric toothbrushes, induction cooktops, implantable medical devices, electric vehicles and electric vehicle (EV) charging stations.

What are the consequences of doing cabling work without being registered?

What are the consequences of doing cabling work without being registered?

Am I registered to do the work?

Am I registered to do the work?

The EMC regulatory arrangements apply to an extensive range of equipment, including:

In Australia, all cabling work, including telephone, data, fire and security alarm system cabling, that connects with the telecommunications network must be performed by a registered cabler, or under the direct supervision of a registered cabler.

In Australia, all cabling work, including telephone, data, fire and security alarm system cabling, that connects with the telecommunications network must be performed by a registered cabler, or under the direct supervision of a registered cabler.

½ products with internal combustion engines (such as chainsaws, motorcycles, cars, lawn mowers);

What is required to become a registered cabler?

What is required to become a registered cabler?

½ household appliances (refrigerators, dishwashers, microwave ovens);

½ electronic toys;

½ lighting equipment, and;

To become a registered cabler you must complete the appropriate training course for the work to be undertaken through a Registered Training Organisations (RTO).

To become a registered cabler you must complete the appropriate training course for the work to be undertaken through a Registered Training Organisations (RTO).

½ information technology equipment (personal computers, laptops, monitors, keyboards, printers, servers, hard drives, network equipment).

An Open Registration is required for commercial and domestic premises work. For work in domestic premises you only require a Restricted Registration.

An Open Registration is required for commercial and domestic premises work. For work in domestic premises you only require a Restricted Registration.

The ACMA is currently reviewing the Radiocommunications Act 1992, to

You must also have a minimum of 80 hours cabling experience for Restricted

You must also have a minimum of 80 hours cabling experience for Restricted

Once I’ve completed the training, who do I register with?

Once I’ve completed the training, who do I register with?

For example, the EMC arrangements for vehicles have been identified as an area of interest, given that recent technological advancements mean that vehicles are increasingly embedded with radiocommunications transmitters, electronics and electrical systems such as sensors, radar, lidar, electronic control units, microprocessors and vehicle-to-everything (V2X) technology.

There are a number of Cabling Registrars authorised by the Australian Communications and Media Authority (ACMA) in Australia, including ACRS, that can verify a cabler’s eligibility for registration.

There are a number of Cabling Registrars authorised by the Australian Communications and Media Authority (ACMA) in Australia, including ACRS, that can verify a cabler’s eligibility for registration.

Do all my staff need to be registered?

Do all my staff need to be registered?

The ACMA has a range of options available to enforce compliance. These include: formal warnings; non-compliance notices to the telecommunications carrier, which may result in disconnection from the network; telecommunications infringement notices (on-the-spot fine of $2,040); and if the matter is serious enough, taking court action, which may result in a conviction and/or a fine of up to $20,400.

The ACMA has a range of options available to enforce compliance. These include: formal warnings; non-compliance notices to the telecommunications carrier, which may result in disconnection from the network; telecommunications infringement notices (on-the-spot fine of $2,040); and if the matter is serious enough, taking court action, which may result in a conviction and/or a fine of up to $20,400.

In addition to emission limits on electric vehicles, our current EMC arrangements also limit the emissions from their associated chargers. It is noted, however, that while the current arrangements cover the emissions from individual chargers, there is currently no mechanism to manage the potential for cumulative emissions from multiple chargers in proximity to each other. This scenario may occur as the proliferation of charging

No. To ensure compliance with the ACMA guidelines, cablers must be either registered or, directly supervised at all times by a cabler who is registered for the type of work being done.

No. To ensure compliance with the ACMA guidelines, cablers must be either registered or, directly supervised at all times by a cabler who is registered for the type of work being done.

Currently, inductive power transfer devices fall under the category of high-risk devices. ACMA considers that certain low-powered, inductive power transfer devices do not carry a high risk of interference, and are therefore inappropriately scoped as a high-risk device. For example, wireless chargers for phones, electronic wearables and electric toothbrushes are unlikely to pose a high risk of interference, due to their low power.

The biggest consequence is that, should anything go wrong or your work is found to be faulty, your business insurance is unlikely to cover you. This could lead to litigation and substantial financial loss for your business.

The biggest consequence is that, should anything go wrong or your work is found to be faulty, your business insurance is unlikely to cover you. This could lead to litigation and substantial financial loss for your business.

Peter Lamont Director, ACRS www.acrs.com.au

Peter Lamont Director, ACRS www.acrs.com.au

Similarly, ACMA is considering whether common household devices, such as toasters, vacuum cleaners, kettles, etc, could be excluded from the definition of a medium-risk device, because they also pose a low risk of interference.

Not being registered is not worth the risk.

Not being registered is not worth the risk.

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

Cabling Registration run by the industry, for the industry

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and communications industry.

The Australian Cabler Registration Service (ACRS) provides a fast, reliable and low-cost registration service for the electrical and

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine. It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines –you need a current cabling registration.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine. It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines –you need a current cabling registration.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical specialist registry while avoiding a hefty fine.

Peace of mind costs less than 60c a week! Register with ACRS and reap the benefits of being with the only Australian electrical

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines – you need a current cabling registration.

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines – you need a current cabling registration.

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines – you need a current cabling registration.

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines – you need a current cabling registration.

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart

It is illegal for anyone other than a registered cabler to install or maintain cabling that connects to the telecommunications network. So if you are installing any equipment that will connect to the network – from smart home systems to extra phone lines – you need a current cabling registration.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

systems to extra phone lines – you need a current cabling registration.

For more information visit www.acrs.com.au or call 1300 667 771.

For more information visit www.acrs.com.au or call 1300 667 771.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

Carrying a current cabling registration card confirms you have completed the relevant training and gained the professional experience to complete the work to the customer’s expectations.

PANELBOARDS WITHIN A WEEK WHAT A CONCEPT!

WITH INCREASING DEMANDS PLACED ON TODAY’S CONTRACTORS, BY FACTORS SUCH AS COMPRESSED TIMELINES, SKILLS SHORTAGES, AND RISING LABOUR RATES, IT’S IMPORTANT FOR THINGS TO RUN SMOOTHLY AND EFFICIENTLY ON SITE.

One of the most critical elements in having a job run to plan is ensuring your materials are on site and ready to go when required. This alone can reduce labour downtime, job delays and cost overruns.

That’s why the team at NHP have developed Concept Express, a dedicated production line at their assembly facility at Laverton, in Melbourne’s West, capable of turning ‘optioned-up’ panelboard orders around in less than a week.

Focusing on their most popular range of boards, the NHP team have made the Concept One (IP40), Concept Plus (IP42) and Concept Premier (IP66) range available in their initial offering, with MCB and RCBO circuit protection included in the form of MOD6 6kA C-curve (Concept One only) or DIN-T 6kA or 10kA C-curve (Concept Plus and Concept Premier).

The team can prepare a quote in less than 24 hours and have boards ready for despatch to anywhere in the country in under a week. This is a dramatic reduction in the time traditionally required to deliver a fully assembled panelboard. With a range of options also on offer, boards can be customised to include different main switch options (isolators and circuit breakers), surge diverters, emergency lighting test kits, security/external lighting kits, a range of door handle locking options, and a choice of steel, aluminium, brass or bakelite gland plates.

This streamlined approach, facilitated by NHP’s on-hand inventory of over 4,000 boards, cuts out the wait time for components to be ordered and delivered to intermediary panelboard builders and allows for a quicker and more efficient end-to-end process, freeing up valuable time for subcontractors.

You can order Concept Express panelboards from your local electrical wholesaler. If you would like more information, please contact your local NHP Account Representative on 1300 647 647.

Jamie Goddard Product Manager, Distribution Systems & Protection, NHP

NATIONAL TECHNICAL UPDATE

ELECTRIFICATION EDITION

AUSTRALIAN GOVERNMENTS IN EVERY JURISDICTION ARE DEVELOPING AMBITIOUS TARGETS, POLICIES AND PROGRAMS TO ACHIEVE WIDE-SCALE ELECTRIFICATION OF OUR COMMUNITIES, INFRASTRUCTURE, AND TRANSPORT AND, ULTIMATELY, THE MINIMISATION OF FOSSIL FUEL CONSUMPTION. WITH THE ACTIVITY IN THIS SPACE IN 2023, AND MORE PLANNED IN 2024, I’VE ATTEMPTED TO PROVIDE A CONDENSED NARRATIVE OF POLICIES AND OPPORTUNITIES RELEVANT TO THE ELECTRICAL CONTRACTING INDUSTRIES.

Federal

The 2023-24 budget included considerable amounts of funding to improve ‘Energy Performance’1. The bulk of this funding ($1 billion) is to underwrite ‘discounted consumer finance to fast-track sustainability improvements in existing homes’ via the Household Energy Upgrades Fund (HEUF). Importantly, it has been flagged that ‘battery-ready solar PV’2 projects will be eligible for finance. NECA has been invited to participate in the Industry Reference group to assist HEUF in meeting program objectives. A Senate Enquiry was established in mid-2023, effectively to examine the economics, benefits, impact on energy security and reliability, and risks of improving energy performance. The full terms of reference3 for the committee don’t reference technical matters specifically, however several highquality submissions documented the need for informed technical leadership in the development of the programs and policies needed to support widespread residential electrification. In particular, the management of the interaction between CER/DER technologies and the distribution networks they connect, to secure the stability, reliability and safety of those systems.

NECA’s4 was one of over 200 submissions received by the committee, and we also advocated for the entry level and advanced vocational training that will be required to secure a workforce capable of installing and maintaining the equipment needed to maintain electrified residences and communities.

ACT

In November 2023, the ACT govt introduced a regulation to prevent new gas connections in the ACT from 8 December for ‘...all residential, commercial, and community facility land use zones. It will also apply to residential buildings (Class 1-4 buildings, as classified under the National Construction Code) and extensive renovation projects and knockdown rebuilds where a gas connection has been abolished to make a site safe for construction activities.’ In 2024, the govt will release its integrated energy plan, with longterm goals to transition nearly all gas consumers to electricity by 20455

New South Wales

The NSW govt has several programs to incentivise households6 and businesses7 to improve energy efficiency via

replacement of electrical equipment. In mid-2023, NSW announced the end of rebates for EV purchases and instead created a program to incentivise the installation of EV chargers in residential apartment blocks8, with grants of up to $80,000 covering the electrical and associated work. Interestingly, one local govt area in NSW has banned gas heating and cooking appliances in new developments.

The government also passed the Climate Change (Net Zero Future) Act 2023 which proposes to commit the state to a ‘net zero’ outcome by 2050. A ‘Net Zero Commission’ is to be established in the first half of 2024 to assist in considering how the targets are to be achieved.

Northern Territory

NT has an ‘Electric Vehicle Charger (Residential and Business) Grants Scheme’ in place to facilitate installation of EV chargers.

Queensland

The Queensland Dept of Energy and Climate commenced the establishment of a ‘Battery Booster’9 program to encourage the take-up of BESS for existing or new residential solar installations. Registrations of approved installers has commenced, with applications open to eligible households in early 2024. Importantly the Distribution Authorities in Qld have

implemented ‘Dynamic Connections,’ to manage exports to the grid from connected systems10. The Queensland Government is also moving forward with their Energy (Renewable Transformation and Jobs) Bill 2023 which, although largely about grid capacity incentives, also contemplates support for more rooftop solar and BESS.

Tasmania

Is providing incentives in the form interest-free loans of up to $10,000 for homes and small businesses to fund energy efficiency and electrification projects on their premises. Projects may include Solar and BESS, EV charging, electric heating and cooling, etc. Via the ‘Energy Saver Loan Scheme’11

Victoria

In mid-2023, the Victorian Government announced that gas connections to new homes would be banned from 1 Jan 2024. The government also has financial incentive programs in place to electrify homes via appliance replacements12 and/or adding solar to eligible homes13

Western Australia

Round two of ‘Charge Up Workplace Grants,’14 to fund up to 50% of the EV equipment, installation and software costs for qualifying workplaces, is open till May 2024.

CBT IN A CHAT GPT WORLD

WHAT IS THE FUTURE OF COMPETENCY-BASED TRAINING?

IN AUSTRALIA, THE VOCATIONAL EDUCATION AND TRAINING (VET) SYSTEM STANDS AS A BEACON OF EXCELLENCE, OFFERING INDIVIDUALS A PATHWAY TO DEVELOP THE SKILLS AND KNOWLEDGE NECESSARY TO THRIVE IN THE WORKFORCE.

At the heart of this system lies competency-based training (CBT), a dynamic approach that assesses learners based on their ability to perform specific tasks and demonstrate vocational skills. In the energy sector, CBT ensures that education is not merely a pursuit of theoretical knowledge but a practical journey towards a trade outcome.

In today’s rapidly evolving landscape, where artificial intelligence continues to transform various facets of our lives, the realm of education and training is no exception. With the emergence of sophisticated AI models like ChatGPT, the traditional paradigms of learning are being reshaped, giving rise to innovative approaches, even in competency-based training. So, let’s look into the intersection of CBT and ChatGPT, and explore how this synergy is revolutionising learning methodologies and shaping the future of education.

Competency-based training is a learnercentric approach that focuses on mastering specific skills or competencies, rather than adhering to a predetermined curriculum or timeline. Of course, the apprenticeship and traineeship system require competencies to be built over a period of time. This allows learners to progress at their own pace and demonstrate their trade skills through tangible outcomes. However, as AI like ChatGPT grows in acceptance, there will be a shift from a one-size-fitsall model to a more flexible and adaptive framework, and this aligns closely with the capabilities of AI technologies.

For VET trainers and assessors, one of the key advantages of integrating ChatGPT into developing training and assessment materials is its ability to simulate realworld scenarios and facilitate experiential learning. By leveraging vast amounts of data and simulating diverse contexts, ChatGPT can create immersive learning environments where learners can practice decision-making, problem-solving, and critical thinking skills in a risk-free

setting. Whether it’s role-playing simulations, virtual case studies, or interactive scenarios, ChatGPT can provide learners with various opportunities to reinforce their competencies.

Moreover, ChatGPT excels in delivering adaptive learning pathways that cater to the unique needs and learning styles of individual learners. Through continuous interaction and assessment, ChatGPT can dynamically adjust the difficulty level of learning tasks, provide targeted remediation for areas of weakness, and offer advanced challenges for proficient learners. This adaptive approach ensures that each learner receives personalised support and stays motivated throughout their learning journey. While ‘chalk and talk’ works for some learners, by being able to help those who struggle, or extend those who excel, AI models can save the trainer valuable time in developing approaches for both.

learners with the guidance and resources they need to thrive in their chosen fields.

But what about the ethical considerations and challenges associated with integrating AI technologies into education and training? Issues such as data privacy, algorithmic bias, and digital equity must be carefully addressed to ensure equitable access and mitigate potential risks. Additionally, VET trainers and assessors must undergo appropriate training and professional development to effectively harness the potential of AI in education while upholding ethical standards and pedagogical principles.

It’s fair to say that competency-based training has a strong emphasis on lifelong learning and skill acquisition. In today’s knowledge economy, where the demand for new skills is constantly evolving, individuals must continuously update their competencies to stay competitive. ChatGPT serves as a valuable resource for lifelong learners, offering on-demand access to a vast repository of knowledge, up-to-date information, and interactive learning experiences. Whether it’s mastering a new programming language, honing leadership skills, or exploring emerging trends, ChatGPT can provide

ChatGPT and other AI tools are here to stay. To adapt to the convergence of competency-based training and AI heralds a new era of personalised, adaptive, and experiential learning. By leveraging the capabilities of AI to create immersive learning experiences, deliver personalised support, and foster lifelong learning, this synergy has the potential to revolutionise education and training in the digital age.

Yes, we will have to tread carefully, with a focus on ethical considerations, learner empowerment, and inclusive practices, to realize its full benefits and potential. The future is bright for CBT in a GPT world.

Steve Hall GM Projects - Powering Skills Organisation Ltd

NECA membership isn’t a luxury, it’s a business essential.

We have the experts in-house to provide you with the support you need to thrive in this industry.

NECA MEMBERSHIP INCLUDES:

Free 24/7 access to view technical standards at your fingertips with TKB, NECA’s Technical Knowledge Base

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Free access to Workplace Health and Safety advice

Expert Legal advice on contract disputes and negotiation, debt recovery, and representation

Access to discounts or benefits for Fuel, Fleet, Insurance, and Health Cover

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Access to education and training events, workshops,seminars and industry conference

Access to enter NECA’s prestigious Excellence and Apprentice Awards

Access to industry networking opportunities

NOT A MEMBER? GIVE YOUR LOCAL NECA BRANCH A CALL

GETTING ANGRY MORE THAN USUAL…?

BECOMING ANGRY IN CERTAIN SITUATIONS AND SHOWING YOUR EMOTIONS CAN BE A HEALTHY WAY TO RELEASE HOW YOU FEEL. BUT…. FAILING TO MANAGE THAT ANGER AND SAYING THINGS YOU REGRET, BEING PHYSICALLY VIOLENT, YELLING AT THE FAMILY OR YOUR FRIENDS, OR EVEN SENDING LATE NIGHT EMAILS PACKED WITH HIGH LEVELS OF ABUSE OR THREATS, IS NOT APPROPRIATE AND CAN LEAD TO RELATIONSHIP ISSUES, OR EVEN LEGAL OUTCOMES THAT CAN HAVE LONG-TERM EFFECTS. STARTING A NEW ROLE, OR EVEN HAVING NEW STARTERS COMMENCE IN YOUR TEAM, CAN BE A FRUSTRATING TIME FOR MANY IN THE TEAM, BUT GIVING IN TO ANGER WILL NEVER RESULT IN A POSITIVE OUTCOME.

Controlling your anger does not mean never getting angry, but it does mean recognising the signs that anger is building up and expressing your anger in a healthy and productive way, that has positive outcomes for you, your team and those around you.

Managing our anger is both a skill and a discipline and neither will materialise overnight. Effectively coping with your anger is something that needs to be truly worked at, and successful intervention strategies can help you cope with your thoughts, feelings and behaviour, because they are all connected.

Consider the following:

Walk Away – from the situation that is triggering you. It may be a heated argument, a highly emotional meeting or even trying to be patient with a new starter in your team. Removing yourself from the situation before you get angry can go a long way. If you do need to step away from someone, make sure you tell them why, when things calm down.

Pump It Out – anger creates a rush of energy and one of the most effective ways to burn off the emotions is a burst of exercise. A brisk walk, run, lifting weights, a swim, or whatever you do to keep fit, will help get rid of that extra tension. Regular exercise is also a great way to clear your mind and can provide a greater perspective on what is actually troubling you. It is often not as bad as it seems in the heat of the moment.

Beathe Your Anger Away – there is a mountain of research that highlights the benefits of breathing exercises. The best thing about breathing for relaxation is that you can do it discreetly, in the moment and no one will notice. Bringing more oxygen in can clarify thoughts, slow down your heartbeat and bring you back in to the present. Breathe slowly in… and out… and in… and out. You know the rest.

Talk to Someone – it may be your doctor or a mental health specialist, but could also be a friend, your partner, or someone in your life that has a calming influence on you and can bring you back to your present life. Acknowledge your feelings and ask for honest feedback about how you are perceived when you are angry. It may be very hard to hear, but it will be truly worth it for you to see other’s perspective.

If

Michael Stoddart General Manager Mining Energy and Manufacturing, Mates in Energy

you want to chat about your anger or need support, please call Mates in Energy on 1300 642 111 anytime.