The Academy’s workplace mentor program is designed to support Aboriginal employees, employers and jobseekers by developing through the art of sharing knowledge and expertise in a mentoring format.

HOW DOES THE MENTORSHIP PROGRAM WORK?

After the Academy has successfully matched the mentee and mentor, over a period over 6 months or more, the mentee and mentor set goals, develop strategies to achieve them and follow the Academy’s mentoring technique.

Collectively the mentor and mentee will define aspirations, collaborate with one another and together you will evaluate the success of workplace participation and life goals.

The Academy’s Employability Program is based on using a ‘Student-centred’ methodology, the Academy’s primary focus is built on learning experiences that recognise and respond to the individual needs of jobseekers. The Academy will encourage all members of our communities in which we operate to become ‘active learners for life’, working to enhance the Workforce opportunities within the building and civil construction industry.

The training outcomes will connect Academy’s participants with fundamental learning across a range of skill sets both personally and within industry contexts.

Academy participants will gain entry-level knowledge and skills that enable them to act effectively and successfully within the workplace and the industry.

The Academy’s employability training will be based on 5 key learning, they include, Workplace Communication, Employee Documentation, Personal Development, Work-ready Audit and the Development of a Training Plan.

The Academy’s culturally inclusive human resource services will directly employ Aboriginal workers through labour hire agreements and provide Aboriginal staff to other companies, who require extra labour.

The Academy will directly employ the Aboriginal workers and also will ensure the host business provides workers with their employment entitlements.

THE RESPONSIBILITIES OF THE ACADEMY’S CULTURALLY INCLUSIVE HUMAN RESOURCE SERVICES INCLUDE:

• Overlooking the hiring process
• Ensure that the workers provided meet the needs and expectations of the client company.

BENEFITS OF USING THE ACADEMY’S FLEXIBLE CULTURALLY INCLUSIVE HUMAN RESOURCE SERVICES:

• Access to an Aboriginal employee talent pool with culturally inclusive and responsive support services
• Reduced time in recruitment of Aboriginal employees
• Reduced costs in sourcing and employing Aboriginal employees
• Increase retention in the workplace
• Effective recruitment practices
• Ability to trial potential Aboriginal employees through short term placements.

The Academy Apprenticeship Program will predominately provide training and employment opportunities for Aboriginal jobseekers seeking a career in any industry – both white and blue collar.

The Academy will employ apprentices and trainees and will be responsible for ensuring that those apprentices receive suitable training and experience.

KEY ROLES OF THE ACADEMY APPRENTICESHIP PROGRAM SERVICES INCLUDE:

• Selecting and recruiting apprentices and trainees
• Managing the quality and continuity of training, both on and off the job
• Providing any care and support the apprentices needs to complete their training
• Employ apprentices and place them with host employers
• Are responsible for meeting the employer obligations outlined in the Training Contract
• Manage and track arrangements with host employers
• Provide any necessary care and support throughout the apprenticeship.

THE ACADEMY WILL WORK WITH INDUSTRY PARTNERS TO:

• Create more employment opportunities for apprentices and trainees
• Provide for continuity of employment and training through to completion
• Improve the quality and range of training available to apprentices and trainees.

THE ACADEMY WILL COORDINATE APPRENTICES TO ENABLE MAXIMUM SUPPORT TO ALLOW APPRENTICES TO COMPLETE THEIR TRAINING, THIS INCLUDES:

• Rotate apprentices and trainees between host employers to enhance their training experience
• Ensure apprentices receive the full set of experiences needed to meet their required competencies
• Provide access to apprenticeships for those who may be hindered in the labour market.
• Provide educational and capacity building services to the Aboriginal community
• Promotion of vocational education and training and trade training to the Aboriginal community to increase the aspirations and participation in trade training
• Encourage employment growth.

The Academy Direct Employment services will recruit Aboriginal jobseekers who will meet the building and civil construction skill set requirements and obtain the aspirations that will become a cultural fit for the workplace and company requiring the service.

The Academy Direct Employment delivery model offers a tailored ‘end to end’ process. This ensures the Academy sources the right Aboriginal jobseeker successfully to meet business staffing needs.

The Academy recruitment process is developed to ensure that recruitment is handled efficiently with great results and timely outcomes in a culturally inclusive and responsive manner.

DIRECT EMPLOYMENT SERVICES WILL ENSURE:

• Detailed and transparent candidate reports
• Reference checking and qualification verification
• Thorough candidate assessment checks
• Candidates who fit your workplace culture.

Our mission as an Academy is to deliver culturally inclusive and competent training and employment models that embeds ‘wrap around services’ for Aboriginal job seekers, Aboriginal employees and employers of Aboriginal peoples.

Our Aim as an Academy is to ensure economic participation for all our clients, and for many, this first experience is both a rewarding and a successful experience working with Aboriginal people, businesses and communities.

THE ACADEMIES TAILORED CULTURAL AWARENESS TRAINING WILL SPECIALISE IN THE DELIVERY OF THE FOLLOWING SUBJECT MATTERS:

1. Cultural insights
2. Family and Kinship
3. What is Racism and Guidelines for Challenging Racism 
4. Engaging with Aboriginal People
5. Who are the Aboriginal communities in your state?
6. National Policies that have impacted on Aboriginal communities
7. Offsite Cultural Excursion
8. Myths and Myths-belief of Aboriginal people and communities
9. Aboriginal History – Pre-contact Occupation, Traditional perspectives and Traditional Boundaries