2021 Workforce Development Plan Thoroughbred Breeders NSW - Pilot Program Discussion Paper

Workforce Development Plan Thoroughbred Breeders NSW Upper Hunter Pilot Program Discussion Paper 20 April 2021

Executive Summary This paper outlines an education program being piloted in the Hunter Valley NSW, commenced in 2020. The program has been designed as one of the solutions to address retention and upskilling of staff to support new entrants and additionally has an influence on attracting new entrants to the New South Wales thoroughbred breeding industry. It is the intention of the paper to contribute to Objectives 3, 4 & 5 of the Australian Thoroughbred Workforce Development Forum: 3. Recommendations on strategy which improves the retention and upskilling of staff over the next five years.

4. Potential education and training that is attractive, affordable, and accessible to build the skills necessary to sustain our industry into the future.

5. A practical process for developing and coordinating a national three-year education strategy reflecting the Forum outcomes.

The paper outlines the challenges addressed, approaches taken and solutions currently being implemented. It is intended that the succession of the programs measurable learnings, will continue to be shared with the thoroughbred industry workforce development forum and further identify potential opportunities for a collaborative roll out of similarly structured career pathways for continual workforce development and longevity.

Purpose Focusing on the professional development and training of the breeding industry workforce is a next step in creating a career pathway for the workforce. Skilling and building them to support new entrants to the industry, with the intention of having a positive impact on retention of both existing and new members of the workforce. Creating a structured pathway for progressive career development and demonstrating profitable, productive value to both employee and employer.

Current Industry Workforce The enduring workers in our industry are passionate and dedicated. They love horses and can find purpose in what they do. It can be challenging work, with early mornings and, at times, long hours. Rewarded with pride in their work and sharing the excitement when their farm enjoys success is evident year in year out.

Some skills acquired are found to be transferrable between the racing and breeding sectors. however points of difference within the breeding industry relate to the similarity of a breeding operation to that of a human maternity ward. Knowledge of equine veterinary reproductive

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processes, young horse handling and agricultural farming skillsets are desirable attributes to employers of stud operations.

Like other industries, Thoroughbred racing and breeding both experience high turnover at entry level positions. This was previously temporarily gapped by international working holiday visitors. The workforce supply has been impacted by the international boarder closures in response to the global COVID-19 pandemic, further reducing the availability of a temporary workforce. There is also a seasonal increase in demand for thoroughbred breeding workforce.

There are a variety of drivers that highlight the importance of workforce development and retention for the thoroughbred breeding industry. These include: • The salaries and wages in the industry, as set by the relevant Awards, in comparison to other industries’ Awards.

• Physically demanding work, hours that can be anti-social and some locations can be isolated • No clear career path or obvious progression available to everyone who starts in the industry • To date, there are no nationally recognised qualifications to support a complete career pathway It is anticipated that the industry will be subject to increased compliance and governance.

Establishing formal qualifications that are recognised nationally is one step in preparing for the increased expectations of a more regulated environment.

There are quality and successful entry level programs in place that are responsible for attraction and induction of workers into the industry. Thoroughbred Breeders Australia and Thoroughbred Industry Careers both have programs to attract people to the industry, in addition each of the States have local initiatives.

This workforce development project is designed to build on existing programs and the associated promotional campaigns. Providing a pathway for continued professional development helps to attract and retain new entrants to the industry and provides invaluable support to our existing staff, who are required to contribute to the support and training of the people who join the industry.

This paper and the five year plan for Workforce Development focus on knowledge and skills, formal qualifications and creating a visible career pathway in the industry. With the intention that this work will help attract people to the industry, have a positive impact on retention and

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provide a career pathway that elevates the breeding industry to be an employer of choice in the Agricultural sector.

Goals of the Workforce Development Program • Create a structure that will support new entrants and existing workers now and into the future.

• Set the standard of education for industry participants and align with international industry standards with industry engagement and collaboration.

• Build on and compliment the established newcomer programs ‘Fast Track’ and ‘Thoroughbred Industry Careers Cadetship’.

• Design and deliver education and qualifications via flexible and timely delivery methods with a heavy focus on experiential face to face learning, on farm assessment by experienced industry leaders, supported by online and self-paced learning options.

• Establish a career pathway that has the potential to be implemented nationally by each state’s government education departments.

• Help create a sustainable workforce for the Thoroughbred Breeding industry • Contribute to building positive relationships between employees and their employers • Have a positive impact on attraction and retention of the workforce

Proposed career progression to be developed in the next four to five years

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Pilot Program – Upper Hunter Workforce The Upper Hunter pilot commenced in early 2020, with the size of the cohort of employees making it practical to deliver the pilot program in this region. This is the commencement of a five-year workforce development plan for the NSW breeding industry collectively.

The Thoroughbred Breeders NSW (TBNSW) and Hunter Thoroughbred Breeders Association (HTBA) captured the attention of NSW State government regional education department, Training Services NSW (TSNSW), successfully partnering with TSNSW and securing funding for part qualifications and skill sets that can contribute to full qualifications. This stage of the project is valued at a whopping $1.3 million inclusive of course fees, facilitators, trainers/assessors and wage subsidies.

The 2021 part qualifications are now fully funded with additional support from the Hunter Valley Equine Research Foundation (HVERF), providing $14,000 to cover administration expenses, catering requirements and funding this report to capture the program goals and outcomes.

Throughout 2021 TBNSW and HTBA are coordinating the delivery of training for more than 150 enrolled participants in the Hunter Valley and greater regions. This is a collaboration between Training Services NSW, TBNSW, HTBA, Forsythes Training, TAFE NSW and HVREF. Tiers

Training Provider

Enrolled

Format

Nationally accredited units of competency, part qualifications contributing to a Cert IV Horse Breeding

Forsythes Training RTO

150 participants (12 classes)

Face to face, full day and half day workshops delivered at Scone and Denman training locations

Certificate III Horse Breeding

TAFE NSW Scone Campus

43 participants (2 classes)

Combination of face to face delivery at Scone Campus and on farm assessment

Certificate III Agriculture

TAFE NSW Scone Campus

3 participants

Combination of face to face delivery at Scone Campus and on farm assessment

The focus of the part qualifications is to offer business units from the Leadership development offering, with a focus on interpersonal skills including communication, delegation, effectively

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managing people and ensuring a safe workplace. The participants are emerging supervisors, supervisors and managers on the farm.

The format of the Pilot has been intentionally focused on experiential learning; that is learning ‘by doing’- providing the opportunity to interact, ask questions and apply new skills in practice.

Face to face delivery enables this style of learning and we have found it is most applicable to this cohort, with additional value of socialisation and mental health improvements seen. The people involved in the training do hands on work, they are outside rather than sedentary and experiential learning suits them. The opportunity to interact and build a peer support network ‘off farm’ is a supplementary benefit, evident in the feedback from the 150+ participants.

The timing of the Pilot, while not the preferred time of year for the industry, was scheduled to align with the requirements of the government funding. In the future, short periods of training will be scheduled to align with the quieter times of the year, in between the sales and breeding seasons. However, the delivery of part qualifications in the current workforce shortage is a preference to the majority of participants and their employers.

It is anticipated that the Certificate IV and Diploma of Horse Breeding will be available from 2022-2023. This will be available to existing stud farm employees and the participants in the current training program.

Previous qualifications and part qualifications will be assessed, and recognised prior learning (RPL) credits can be awarded. The units completed in the pilot program will contribute to the new qualification of Certificate IV & Diploma Horse Breeding. It is worth noting that a Cert IV is the minimum qualification required of graduated employees to be considered for an international exchange program.

January

Level 1 Emerging Supervisors – part qual courses commence

• Follow up with all expressions of interest for enrolments, complete Traineeships inductions • Meeting update with Training Services NSW, TAFE and Forsythes • Industry discovery tour for Level 1 Forsythes Trainers

February

Level 1 Emerging Supervisors – part qual courses completed

• Meeting update with Training Services NSW and TAFE. • Industry discovery tour for Level 2&3 Forsythes Trainers • Development of short introductory work skill instructional videos library (students and sub-committee)

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March

Level 2 Supervisors – part qual courses commence

• Review part qual courses for flexibility and content relevance • Create expressions of interest for Stud Staff Network (future events, seminars, physical social networking) • Seek potential candidates for mentoring program • Meeting update for Training Services NSW current funding status • Review Cert IV and Diploma requirements for Horse Breeding quals (content, delivery methods, outcomes, measurability) • Produce interim paper for both TBNSW/HTBA, present to Racing NSW and Training Services NSW

April

Level 3 Management – part qual courses conducted

• Review part qual courses for flexibility and content relevance • Create expressions of interest for Stud Staff Peer Support Network (future events, seminars, physical social networking) • Seek potential candidates for mentoring program • Meeting update with Training Services NSW, TAFE and Forsythes – discussion of continued skillsets funding into June to capture remaining expressions of interest students due to timing of horse sale • Racing Australia Thoroughbred Industry Workforce Development Forum • Productivity assessment meeting on conclusion of courses conducted

May

Peak time for the industry - project review scheduled

• • • •

June

Review and Engagement

Multiple Bloodstock Auction Sales Hunter Valley Breeder Awards Review instructional video library development Register EOI from Stud Staff Network for part quals • National Stud and Stable Staff Awards • Training Services & Industry Stakeholders meeting to review project pilot outcomes and continuation of education offerings • Part qual courses continue to be delivered, pending funding approval

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July

Breeders Seminars and Part qual courses

• Breeding Seminars in Scone and Wagga (schedule and speakers TBC) • Part qual courses delivered; pending funding approval

August

Stallion Parades Graduation

• Graduates recognition event for participants of the Supervisor/Management short courses pilot program • Opportunity for presentation and promotion of the project, outcomes, future commitments

September

Review, Design new programs, set timetable for 2022

• Horse Breeding Cert IV and Diploma units built and set up for delivery in 2022 • Meetings with Training Services NSW and RTOs • Thoroughbred Breeders NSW Awards

2021 Milestones: Year 2 of the workforce development project Next steps 2021 • A stud managers engagement meeting will be held in June 2021 to present the findings, learning outcomes and make recommendations from the first round of training.

• There is the opportunity for a press release to promote awareness of this training and the commitment to workforce development. This will be sent out through the industry networks when appropriate.

• Continuation and extension of funding for part qualifications to be rolled out from July 2021 during the quieter time, prior to the breeding season commencement.

• Breeders Seminars, late July 2021, a two-day Breeders seminar will be held at HVERC Scone, Charles Sturt University Wagga Wagga and is available to members of both TBNSW and HTBA, supported by HVERF and Charles Sturt University. Topics to be confirmed at the stud managers meeting in June, likely to include high level speakers from various veterinary and ancillary professions.

Measurement • The informal feedback today has been positive, an example of the comments and observations from the Trainers is included below • A formal feedback process for trainers and participants will be captured as the training progresses • Longer term measurement of retention rates and feedback from the farms will be sought post pilot program completion

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‘This was one of the most rewarding deliveries I have ever conducted. The industry was so different to what I have previously trained, and I learnt so much. Julianne went out of her way to ensure a wonderful, comfortable and enjoyable learning environment for the students and myself.

The students were amazing to work with and their attitude towards their learning was exceptional.

TAEDEL301 Provide work skill instruction is about coaching and providing training to either one person or small groups.

We teach a very simple model called the DEDICT model which assists students to learn how to be flexible within their training/coaching but also teaches structure and sequencing within the coaching process.

The students brainstormed together and wrote processes on so many procedures required in the workplace, e.g., Cleaning out a hoof, rugging a horse, daily checks in the paddocks, putting a bandage on, injections, administering antibiotics , etc.

To see all these procedures actually being trialed and implemented was fantastic.

The hard work these people do looking after the horses on a daily basis is incredible.

It was an absolute pleasure to work with TBNSW and HTBA and everyone involved in this pilot.’

Deb Lay, Forsythes Trainer, Level 1 Supervisors Program

Opportunities as we move forward • Build on the lessons learnt from the Upper Hunter Pilot, specifically recognise the format and frequency of training that suits the employers and employees.

• There is an opportunity to collaborate with Racing NSW (RNSW) to attract, develop and train a skilled workforce. The work to date and the proposed five-year plan aligns with the *RNSW strategy.

• Racing and Breeding working together will ensure a cohort size that will make the training feasible, particularly for purpose-built accommodation in a center of excellence facility.

• Engage relevant government and education entities, including AgriFutures, to draw on their expertise, access available funding and program delivery platforms.

• Align with the National Agricultural Workforce Strategy, to ensure consistency and qualify for available funding.

• Be able to demonstrate a consistently improving standard of knowledge, skills and formal qualifications; ensuring compliance, good governance and safe work practices.

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Recommendations for the Future • Build on the successes of the pilot program to create an industry standard education program and continuation for longevity.

• Contribute to the creation of a workforce development strategy for the Thoroughbred racing and breeding industry, nationally.

• Elevate industry education and qualification standards to match international standards • Future professional development to include an Industry Mentoring Program.

• For Certificate IV graduates there will be opportunity of international exchange e.g. KEMI Kentucky Equine Management Internship.

• Collaborate with the state and national industry to: • Ensure a workforce pipeline at all levels, attracting new skilled and unskilled people to both Thoroughbred racing and breeding.

• Development of the Equine Centre of Excellence in the Upper Hunter, that incorporates education for racing and breeding participants, including an international standard student accommodation facility.

‘A proposed acquisition of the Hunter TAFE, together with an upgraded stable would pave the way for a Centre of excellence style academy in the heart of Australia’s horse capital’ Reference: Racing NSW Annual Report 2020

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Distribution • Racing Australia – Workforce Development Panel • Racing Australia – Workforce Development Participants • AgriFutures Australia – Thoroughbred Panel • Thoroughbred Industry Careers • Together for Racing International • Thoroughbred Breeders Australia • Racing NSW • Training Services NSW • Hunter Valley Equine Research Foundation Reference • National Agricultural Workforce Strategy 2020 • Racing NSW Annual Report 2020 • Rewarding Careers, HTBA 2016 Acknowledgment • Thoroughbred Breeders NSW • Hunter Thoroughbred Breeders Association • Hunter Valley Equine Research Foundation • Training Services NSW • TAFE NSW • Forsythes Training • Evolutionise • Red-Group

© Document produced by Thoroughbred Breeders NSW and Hunter Thoroughbred Breeders Association as official organisational representatives of Thoroughbred Breeding Participants in NSW State. Intellectual property of Julianne Christopher EO and Education Coordinator (Thoroughbred Breeders NSW Limited and Hunter Thoroughbred Breeders Association). 20 April 2021

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Appendix I Economic significance of Thoroughbred Breeding Internationally 1 of 3 significant

The Hunter Valley is an Internationally recognised Centre of Breeding Excellence alongside Kentucky, USA and Newmarket, UK

Nationally sig- $5 billion nificant

Australian Thoroughbred Breeders contribution to national GDP annually

State significant

Regionally Significant

230 000

230,000 jobs generated and sustained nationwide

$2.6 billion

Contributed to the NSW State economy annually

53 696

People employed or participating in thoroughbred breeding and racing in NSW

34 000

People directly involved in breeding, racing or training in NSW

55%

Of the $2.6b total value added occurs in regional NSW

Largest

Agricultural industry and employer in the Hunter

42 586

Employees and participants in regional NSW

5 745

Employees in the Hunter

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