Western Australian POLYMER and RUBBER PRODUCTS Manufacturing Industry: WORKFORCE DEVELOPMENT PLAN

October 2010

The Resources Industry Training Council is a State Government funded, APPEA (www.appea.com.au) and CME (www.cmewa.com) joint venture initiative to represent the training and workforce development needs of the Western Australian resources, (mining, gas and oil) and downstream process manufacturing industries.

Right Place

Right Attitude

Skilled Workforce

Right Skills

Note and Disclaimer:

This document is a workforce development plan for the Western Australian Polymer and Rubber Products Manufacturing industry and was developed by the Resources Industry Training Council (RITC).

This report is supplied in good faith and reflects the knowledge, expertise and experience of the developer. The information provided is derived from sources believed to be reliable and accurate at the time of publication.

The use of the information in this workforce development plan is at your own risk. The RITC does not warrant the accuracy of any forecast or prediction in the report. This workforce development plan is provided solely on the basis that users will be responsible for making their own assessment of the information provided therein and users are advised to verify all representations, statements and information that they may wish to utilise as input to decisions that concern the conduct of business, involving monetary or operational consequences. Each user waives and releases the RITC and the State of Western Australia and its servants to the full extent permitted by law from all and any claims relating to the use of the material in this workforce development plan. In no event shall the RITC or the State of Western Australia be liable for any incidental or consequential damages arising from any use or reliance on any material in this workforce development plan.

The Resources Industry Training Council

7th Floor, 12 St Georges Terrace,

Locked Bag N984, Perth, WA, 6844

Phone: +61 8 9325 2955

Facsimile: +61 8 9221 3701

For information regarding this report contact:

Resources Industry Training Council

Telephone: +61 8 9325 2955

Email: ritcn@cmewa.com

FOREWORD

The Department of Training and Workforce Development commissioned the Resources Industry Training Council, (RITC) to undertake research and prepare an industry workforce development plan for the Western Australian polymer and rubber products manufacturing industry. In early 2010, an environmental scan was undertaken and informed the development of this workforce development plan.

The purpose of the environmental scan was to undertake research and industry analysis of current and future employment demand, as well as identifying barriers to employment and training. This workforce development plan builds on the environmental scan and identifies strategies to ensure that the demand for skills and labour can be met.

ABS conducts a census of the manufacturing industry every five years. The last ABS census for manufacturing in Australia was 2006–07; therefore available data relates to the period prior to the global economic downturn. Other data sourced as input to preparation of this workforce development plan includes the ABS Labour Force Survey, the Employment Outlook for Manufacturing prepared by the Department of Education, Employment and Workplace Relations (DEEWR), the Manufacturing Environmental Scan prepared by Manufacturing Skills Australia (MSA) and the Job Outlook website http://joboutlook.gov.au/Pages/default.aspx.

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Contents

OVERVIEW ........................................................................................................................ 1

EMPLOYMENT .................................................................................................................... 2

Workforce Demographics ................................................................................................... 2

Qualification Profile Of Workforce ....................................................................................... 3

SUPPLY AND DEMAND OF TRAINING .......................................................................................... 4

Industry Expectations Of VET .............................................................................................. 4

Workforce Issues ............................................................................................................. 4

LABOUR AND SKILLS ............................................................................................................ 4

Current and Emerging Skill / Labour Gaps .............................................................................. 5

Emerging Occupations ...................................................................................................... 5

Declining Occupations....................................................................................................... 5

PRIORITY ACTIONS .............................................................................................................. 6

Labour Market And Supply .................................................................................................. 6

Workforce Participation .................................................................................................... 7

Attraction And Retention ................................................................................................... 8

Training And Productivity .................................................................................................. 9

THE WAY FORWARD ........................................................................................................... 11

INDUSTRY AREA COVERAGE .................................................................................................. 11

DATE SOURCES ................................................................................................................. 11

1

OVERVIEW

The plastics, rubber and cable-making industries are downstream industries to the chemical, minerals and petrochemical industries, as the former source both polymer raw materials and many additives from the latter. The outputs from the plastics, rubber and cable-making industries are used as components in many consumer products.

Prior to the global economic downturn, the industries experienced drainage of skills, as they moved to the resources industry, leading to skills shortages which hampered production capacity and competitiveness in most sectors of the industries. Additional challenges have been experienced as a result of global competition, the introduction of a carbon reduction scheme and the recent global economic downturn. The latter has reduced the impact of skilled labour shortages but this has been counterbalanced by reduced product demand. The full, operational impact of the global economic downturn was delayed by the lag effect of fulfilling orders that were placed prior to the downturn.

Over the course of 2009-10, the economic environment was not conducive to the plastic blow moulded product manufacturing industry achieving significant growth. IBISWorld estimates that revenue growth of 3.5% will be achieved in 2010-11 in real terms1. This will occur as a result of stronger economic growth, as Australia recovers from the global economic downturn. This will see an increase in discretionary household expenditure on items such as soft drinks, bottled water, juices and packaged foods, which are all packaged in polymer products. The increased use of plastic, blow moulded products in the packaging of beverages such as wine, will further aid the industry. With more and more beverage manufacturers using plastic to package their goods, the industry is likely to achieve the highest growth in the last five years.

In Western Australia, Viscount Plastics is the largest moulder of blow moulded bottles for the general market in WA. Companies in the plastic blow moulded product manufacturing industry manufacture plastic bottles and other plastic products using the blow moulding method. Blow moulding/forming is a manufacturing process that begins with the melting of plastic to form a parison/preform. A parison resembles a tube and is hollow at one end, allowing for compressed air to pass through it. Once created, pressurised air is used to shape it against a mould cavity. The pressure is held until the plastic cools, creating the desired shape of the product.

The primary activity of the plastic blow moulded product manufacturing industry is the production of:

Plastic soft drink bottles;

Plastic prescription bottles; and

Household product plastic bottles.

The major products and services in the plastic blow moulded product manufacturing industry are:

Beverage, (except milk and beer) containers (PET);

Food Containers (PET);

Household product containers (HDPE);

Milk bottles (HDPE);

Beer bottles (PET); and

Other containers (HDPE).

The Plastics, Rubber and Cable-making Training Package (PMB) is designed to address the specific needs of three sectors of the Process Manufacturing industry:

Plastics;

Rubber; and

Cable-making.

PMB has been designed to meet the different needs of the industry by including units of competency for the different production processes within each sector of the industry. The package also acknowledges the commonalities across the sectors and provides flexible, comprehensive and integrated training for new and existing workers. Twelve qualifications have been identified within the Training Package at Certificate I to Advanced Diploma level.

The plastics, rubber and cable-making industries are very diverse, encompassing the following disciplines:

Plastics – blow moulding, calendering, composites, compounding, extrusion, fabrication, film, injection moulding, polystyrene, polyurethane, rotational moulding, thermoforming and surface coating;

1IBISWorld Industry Report, 14 January 2010, Plastic Blow Moulded Product Manufacturing in Australia: C2561

2

Rubber - extrusion, fabrication, injection moulding, polyurethane, belt splicing, rubber lining, tyre manufacture, tyre re-treading and surface coating; and

Cable-making - no manufacturers located in Western Australia.

Qualifications at the Certificate II and III levels may be streamed into Blow Moulding, Fabrication, Polyurethane, Rubber Lining, Calendering, Film, Rotational Moulding, Tyre Manufacturing, Composites, Injection Moulding, Thermoforming, Tyre Retreading, Compounding, Polystyrene, Belt Splicing, Surface Coating and Extrusion.

EMPLOYMENT

WORKFORCE DEMOGRAPHICS

The following graph shows that in Western Australia in the period 1995 to 2009, most employees in Polymer Product and Rubber Product Manufacturing were males.

If this industry was to experience labour shortage in the future, looking at employing more females could be an

option as few are employed.

Figure 1 - Male/Female Employees 1995-2009

Source: ABS Labour Force data, cat. no. 6291.0.55.003

Figure 2 shows that in Western Australia, in the period 1995 to 2009, most employees in Polymer Product and Rubber Product Manufacturing worked full time. There were some periods within this timeframe that part-time employees were utilised.

If this industry was to experience labour shortage in the future, looking at employing more part-time employees could be an option, as they are not utilised to the fullest extent.

9 9

7

10

8

6

1110

12

7

910 10

12

7

3 3 32

1

3

12

3 3 3

1

32

3

Male/Female Employed in Polymer Product and Rubber Product Manufacturing('000)

1995-2009

Males Females

3

Figure 2 - Full Time / Part Time Employment 1995-2009

Source: ABS Labour Force data, cat. no. 6291.0.55.003

QUALIFICATION PROFILE OF WORKFORCE

The manufacturing industry provides a diverse range of occupations and employment opportunities at all educational levels.

Figure 3 - Educational Attainment May 2008

Source: ABS Education and Work, cat. no. 6227.0

Figure 3 shows that, in May 2008, 53.3 % of workers in the manufacturing industry held a non-school qualification; of which 24.8% held a Certificate III or IV, 7.2% held an advanced diploma or diploma and 13.7% held a Bachelor degree or above.

Manufacturing provides job opportunities for low skill workers. As illustrated in Figure 3, 46.7 % of workers had no post-school qualification in May 2008. The industry is a keen supporter of the Productivity Placement Program (PPP) and traineeships, which are used to upskill both new and existing employees.

53.30%

13.70%7.20%

24.80%

5%1.30% 1.30%

46.70%

Educational Attainment (% employees) – May 2008

Total Non School Qualifications Bachelor degree or above

Advanced diploma and diploma Certificate III and IV

Certificate I and II Certificate not further defined

Level not determined Without a Non School Qualification

11 11

9

12

9

7

12

10

13

9

1110

1213

8

2

01

0 01

01

21 1

01

0

2

Full-time/Part-time Employees in Polymer Product and Rubber Product Manufacturing

1995-2009

Employed Full Time ('000) Employed Part Time ('000)

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SUPPLY AND DEMAND OF TRAINING

An adequate number of training providers and employers in the plastics, rubber and cable-making industries report that they are satisfied with the quality of training and assessment being provided to existing workers. The industry links quality training and assessment to improved safety behaviour and increased production and does not see a need to train for the sake of providing employees with qualifications. However, some employers have reported that providing employees with the opportunity to complete qualifications is used as a retention strategy. Needless to say, the quality of training is paramount and the validity and integrity of the assessment process is critical. Trainers who have little or no recent industry exposure affect the quality of training being provided.

The majority of in-house training is provided to the operator level employees, as there has not been adequate pre-employment training available to equip recruits to be work ready. There is a preference for on-the-job training, with training and assessment directly linked to the equipment being utilised by the individual and to the company’s standards. One issue with workplace training is the lack of equipment availability for the purpose of training, as production needs equipment to be fully utilised for production purposes, hence it cannot be used for training purposes.

Ensuring access to affordable, high quality training in manufacturing is essential in order for companies to meet the challenges presented by increased competition and the trend to employ greenfield employees. Shortages of specialised skills are having an impact in niche areas, such as instrumentation and lean manufacturing processes.

INDUSTRY EXPECTATIONS OF VET

There are concerns regarding the ability of the existing training providers to provide institutionalised, pre-employment training in the use of industry current equipment and technology. It is critical to the industry that employees are trained on equipment that is up to date with industry practices. The concerns in this area are further compounded when the trainers have no recent exposure to the industry or modern industry technology, equipment and practice.

There are opportunities for training providers to develop competencies in workforce planning. They could then offer a holistic service, including skills analysis, identification of skills gaps and production of well-informed workforce plans that identify career pathways, succession planning strategies, training plans for existing workers and recommended retention strategies.

WORKFORCE ISSUES

Competition from cheap imported products means that the industry needs to work smarter if they are to remain competitive. It needs to introduce technology to automate or to train their workforce to work more effectively.

Shortage of skilled labour has contributed to employers seeking alternative sources of employees, including recruiting from overseas using 457 visas. In the manufacturing industry in Western Australia, 260 applications for SUBCLASS 457 BUSINESS (LONG STAY) visas, were granted in the one year period to 31 May 2010.

The plastics, rubber and cable-making industry reports an ageing workforce with little effective succession planning leading to little transfer of skills from the skilled to the unskilled. The number of new entrants entering the industry is relatively small, with low student attraction being reported across several sectors within the industry.

The barriers to employment include, [often wrongly] perceived low wages, limited career prospects, lack of employment security and the poor image and status of the industries. There is a perception that these industries are “unskilled” and that “anyone can do them”, which leads to poor quality of recruits applying. Upon entering the industry and many of these people have no desire to be trained.

Employees in the rubber lining and belt splicing sector are highly skilled but the sector also has high staff turnover rate. The sector intention is to try to reduce the level of turnover, using improved training and industry work practices.

LABOUR AND SKILLS

Occupations are generally spread across a variety of industries and may not normally be associated with particular industries. Employment data is released by the ABS quarterly, (February, May, August and November). In 2008, the trades lead the occupation and in particular welding, structural steel, (54,600) and fitters and machinists (43,400).

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Occupations utilised by the manufacturing industries include product assemblers, packers, production managers, engineering production workers, process and resources engineers, structural engineers, sales assistants, plastics technicians, chemists and chemical engineers, design engineers, materials engineers, plant operators, samplers and testers, laboratory assistants, technical officers, chemists and design engineers.

Figure 4 indicates which occupations employed the highest number of personnel in the Australian manufacturing sector in the year 2008.

Figure 4 - Top Employing Occupations ('000)

Source: Employment Outlook for Manufacturing, SkillsInfo, DEEWR

CURRENT AND EMERGING SKILL / LABOUR GAPS

Chemists;

Electrical Instrumentation Technicians;

Mechanical Trades;

Plant Mechanics; and

Production Process Engineers.

In order to provide a competitive edge, Manufacturing Skills Australia has identified the following skills2 as being in need of further development in existing workers:

Design and product development;

Supply chain and technology; and

Computer aided design (CAD), computer aided manufacturing (CAM) and computer numerical control (CNC).

For management personnel, the following skills need to be further developed:

Workforce planning; and

Business planning.

EMERGING OCCUPATIONS

The areas of sustainability and hydro-blasting have been identified as generating potential new occupations.

DECLINING OCCUPATIONS

No declining occupations have been identified.

2 Manufacturing Skills Australia: Environmental Scan 2010

54.6

43.438.4

33.6 32.6

23.6 22.8 22.7 20.9 20.2 19.617.1 17 14.7

Top Employing Occupations (‘000)

Structural Steel and Welding Trades Workers Metal Fitters and MachinistsProduct Assemblers PackersProduction Managers Engineering Production Systems WorkersSales Assistants (General) ManufacturersStorepersons Forklift Drivers

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PRIORITY ACTIONS

LABOUR MARKET AND SUPPLY

Generally, the plastics, rubber and cable-making industry suffers from being held in low regard, with workers in the industry being viewed as unskilled or semi-skilled and with little or no prospect of advancement or career development. The industry has attempted to address these issues, with the establishment of traineeships in Injection Moulding and Polystyrene as well as an apprenticeship in Composites Laminating. These are aimed at raising the profile of the industry and associated occupations as being equivalent to a trade, while providing high quality, entry level training for new employees. These qualifications are open to existing workers as both a retention strategy and a productivity improvement measure.

Operators who have qualifications at the operator Certificate II and III levels can extend their skills, by accessing training in skill sets or specific units of competence. These units can be incorporated into the Certificate IV, Diploma and Advanced Diploma qualifications.

Issue Strategy Measure Of Success

Image

The plastics, rubber and cable-making industry has an image of being a low skill level industry, with no long term career prospects. More people need to be encouraged into the industry by raising the profile and improving the image of the industry.

1. To encourage people into the industry, there is a place for production and distribution of brochures that promote the industry and their career opportunities. These brochures should be aimed at school students and the unemployed. Distribution would be through career advisers, Job Service Australia and the Career Centre. The DTWD could consider funding the printing and distribution of these brochures.

1. Brochures are developed and made available to the relevant stakeholders. Responsible parties: RITC, DTWD, Job Service Australia, Career Advisers

Low Public Profile

High school students are unaware of the industry and the employment opportunities it provides.

1. Opportunities exist for VET in Schools programs to articulate with Certificate I in Process Manufacturing.

1. A VET in Schools program is developed with input from local employers. Responsible parties: RITC, Challenger Institute of Technology.

Lack of Awareness Regarding Traineeships and Apprenticeships

Employers and potential employees are often not aware of the traineeships/apprenticeships available in the industry.

1. Promote traineeships that are available in the industry to employers and schools.

1. Employers and students are aware of traineeships available in the industry. Responsible parties: RITC, Career Advisors, Job Service Australia and DTWD.

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WORKFORCE PARTICIPATION

Most employees in Polymer Product and Rubber Product Manufacturing are male. The polymer sector also reports an ageing workforce with little effective succession planning leading to little transfer of skills from the skilled to the unskilled. The number of new entrants entering the industry is relatively low with low student attraction being reported across several sectors within the industry.

Given the perceived low skill levels required, there are a significant number of new Australians employed by the sector.

Issue Strategy Measure Of Success

Attracting Under Represented Groups into the Industry

The industry has low levels of representation by females and indigenous individuals.

New Australians are attracted to the industry but their low literacy levels act as a barrier to employment.

No public training provider currently delivers a pre-employment program for Polymer Processing trainees possibly due to the lack of industry relevant equipment.

1. The DTWD to negotiate with training providers the possibility of offering ongoing, targeted, pre-employment programs for:

Females;

Indigenous; and

New Australians – including building on their English skills.

It may be worth DTWD investigating the need for a pre-employment program that meets the needs of the industry.

1. The need for targeted entry level training is investigated. Responsible parties: DTWD.

Improving Workplace Literacy

There is an increasing demand for English language and literacy skill development requiring ongoing funding for Workplace English Language and Literacy, (WELL) Programs for existing and new migrant workers and operators.

1. The RITC to promote the WELL program to employers. WELL Program funding should be available on an ongoing basis whereby employers who, after delivery, can demonstrate significant improvement in literacy levels of existing workers and that they have taken on new workers who also have a literacy development need.

1. Employer awareness of the WELL funding is raised. Responsible parties: RITC, DEEWR.

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ATTRACTION AND RETENTION

Issue Strategy Measure Of Success

Competing with the Resources Sector

Most sectors have commented on workers leaving the sector to work in the mining industry which has the capacity to pay more. The resources sector has a tradition of long hours, shift work and rosters all of which enable employees to earn more. The increased earning is usually due to the increased hours worked rather than a higher hourly rate of pay.

1. To compete with the mining sector employers could consider providing similar rosters and shift, for example a 96 hour fortnight. This roster would provide the employee with an additional 16 hours of pay.

2. Shifts and rosters similar to the resources sector are available in the industry sector. Responsible parties: Employers, relevant industry associations.

Attracting Underrepresented Groups into the Industry

The sector has a predominance of male employees.

1. To attract more females into the industry employers could consider providing flexible work conditions (part-time, job sharing, 80/20 workload).

2. Many females have childcare responsibilities and are therefore not able to engage in full time employment. If affordable, provide 24/7 childcare in close proximity to the industrial area where employment is available.

3. Offer females part-time or full-time employment.

1. Industry practices and employment are more conducive to employees with family commitments. Responsible parties: Employers.

2. Provision of affordable childcare or higher levels of subsidies for childcare. Responsible parties: Local, State and Commonwealth Governments.

High Turnover of Employees

There is a high turnover of employees in the industry, partly due to employees raising their skill levels and being able to obtain higher paid work with other employers.

1. To retain workers, employers should consider offering nationally recognised qualifications. Employees may see the chance to gain qualifications as a good reason to stay with an employer. Once a qualification has been gained, they can be offered the next qualification level. Given that each qualification will take between 18 and 24 months, this strategy could retain a worker for at least 4 years.

1. Employee turnover is reduced and more employees are obtaining a nationally recognised qualification. Responsible parties: Employers, relevant industry associations.

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TRAINING AND PRODUCTIVITY

Traditionally, the majority of training has been delivered by the shadowing of “experienced” workers by “less experienced” workers. The quality of the skills transferred varies widely. Industry requires training and assessment to be predominantly on-the-job due to the difficulties involved with shift work, continuous production lines and the costs incurred to release learners.

Most training occurs at the skills set level, with some employers recognising that offering full qualifications can be a recruitment and retention strategy. Employers are aware of the traineeships available and utilise these and the PPP for training purposes.

Central Institute of Technology, (CIT) delivers both the Certificate II in Polymer Processing and the Certificate III in Polymer Processing entirely in the workplace. The lecturer visits the workplace regularly to deliver training via practical and theory/workbook methods. CIT has built strong relationships with industry and the Australian Apprenticeships Centres, which, in turn, has resulted in a constant level of Polymer Processing trainee intake at CIT.

When the Plastics traineeship program at CIT commenced in 1992, the training was conducted with both off-campus and on-campus delivery. Trainees attended on-campus classes during a 2 week block release and would then return to their workplace for 2 weeks. It was found that this method of delivery was not suitable for employers. This was because, during the two weeks that the trainee was attending block release classes, the employer faced issues with lack of personnel and loss of productivity. In 1999, with the support of industry, it was decided to change CIT’s delivery to being workplace only.

Issue Strategy Measure Of Success

Promoting Nationally Recognised Training

Some of the industry is still unaware of the Training Package. Traditionally the majority of training has been by shadowing of experienced workers and the quality of the skills learned varies widely.

The RITC to promote the Training Package and what publicly funded training is available.

1. Nationally recognised training has been promoted through visits and newsletters. Responsible parties: RITC.

Existing Worker Training

For existing workers, the best option is to utilise traineeships and on-the-job training. Unfortunately the PPP funding is not well known. For those employers who are aware of the funding, they often find it hard to determine the timing for submissions for funding and the systems appear to favour the RTOs driving the submission rather than employers.

The RITC to promote traineeships and the PPP to employers.

The DTWD to consider providing Training Councils with the annual calendar for submissions so that employers can be notified well in advance about submission dates and provide adequate time for employers to negotiate training with an RTO.

1. Existing worker training opportunities are promoted to employers through visits and/or newsletters. Responsible parties: RITC.

2. Training Councils and Employers are aware of the dates that PPP and other funding submissions will be called, at least 6 months ahead. Responsible parties: RITC, DTWD.

Skills Set rather than Qualifications

There is an increase in skills assessment and skills recognition for existing industry workers but with the focus on skills sets rather than on the broad acquisition of qualifications.

Public funding should be made available for the delivery of skills set training and assessment, rather than just funding for full qualifications.

1. Public funding is available for the delivery of skills set training and assessment. Responsible parties: Department of Training and Workforce Development, DEEWR, State and Commonwealth Governments.

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Existing Worker Training

Employers are often unaware that RTOs can provide on-the-job training for existing workers. There is room for more on-the-job training to be available.

For larger employers with a viable number of employees or trainees, RTOs could consider placing a part-time lecturer into the workplace.

1. Employers are aware of on-the-job training that is available.

2. More on-the-job training is available. Responsible parties: Employers, RTOs

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THE WAY FORWARD

This industry workforce development plan should be considered along with the information and recommendations in other industry development plans, the regional development plans and the State Workforce Development Plan.

Given the limited level of influence that training councils have, this workforce development plan is provided to the Department of Training and Workforce Development and interested persons for consideration.

The information and strategies provided that require government action and funding which are considered worthy of actioning will need to be driven by the Department of Training and Workforce Development using its influence in the Western Australian public sector.

Industry Associations may like to consider their role in implementing the industry level strategies.

Employers may also find value in considering the strategies and evaluating them for possible effectiveness within their organisation.

Training providers could consider whether the training strategies suggested are viable for them and their clients and consider trialling the recommended strategies, to determine the appropriateness and cost effectiveness of the recommendations.

INDUSTRY AREA COVERAGE

GROUP CLASS DESCRIPTION

255 Rubber Product Manufacturing

2551 Rubber Tyre Manufacturing

(Coverage of: Tyre Retreader, Moulding Machine Operator, Production Team Leader, Quality Control)

2559 Rubber Product Manufacturing n.e.c.

(Coverage of: Belt Splicer, Rubber Liner, Hose Builder, Production Team Leader, Quality Control)

256 - Plastic Product Manufacturing

2561 Plastic Blow Moulded Product Manufacturing

(Coverage of: Blow Moulding Machine Operator, Production Team Leader, Quality Control)

2562 Plastic Extruded Product Manufacturing

(Coverage of: Extrusion Machine Operator, Production Team Leader, Quality Control)

2563 Plastic Bag & Film Manufacturing

(Coverage of: Film Machine Operator, Production Team Leader, Quality Control)

2564 Plastic Product Rigid Fibre Reinforced Manufacturing

(Coverage of: Composites, Fibreglass Operator, Production Team Leader, Quality Control)

2565 Plastic Foam Product Manufacturing

(Coverage of: Moulding Machine Operator, Production Team Leader, Quality Control)

2566 Plastic Injection Moulded Product Manufacturing

(Coverage of: Injection Moulding Machine Operator, Production Team Leader, Quality Control)

* ANZSIC Group - Australian New Zealand Standard Industrial Classification Group

** n.e.c. - not elsewhere classified

DATE SOURCES

1. Australian Bureau of Statistics Australian and New Zealand Standard Industrial Classification 1993 2. Australian Bureau of Statistics Australian Standard Classification of Education 2001 3. Australian Bureau of Statistics Counts of Australian Businesses 2007 4. Australian Bureau of Statistics Education and Work May 2009 5. Australian Bureau of Statistics Labour Force May 2009 6. Australian Bureau of Statistics Manufacturing Industry, Australia 2006-07

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7. http://www.skillsinfo.gov.au/skills/IndustryProfiles/EmploymentbyAge 8. Manufacturing Skills Australia – Industry statistics as at January 2010 9. National Centre for Vocational Education Research 2009 National Apprentice and trainee

collection 10. National Centre for Vocational Education Research 2009 National VET provider collection 11. National Training Information Service www.ntis.com.au 12. NCVER National VET provider collection May 2009 13. Pharmaceuticals Education Council Report on skills gaps in pharmaceutical and biopharmaceutical

industries December 2007 Phase Two report prepared by Mercury Advisory 14. Source: ABS Counts of Australian Businesses 2007 15. Source: http://www.skillsinfo.gov.au/skills Industry Profiles/Future Growth by Industry 16. Source: http://www.skillsinfo.gov.au/skills Industry Profiles/Employment by Age 17. http://www.fertilizer-index.com/ 18. IBISWorld Industry Report, 02 December 2009, Industrial Gas Manufacturing in Australia: C2532 19. IBISWorld Industry Report, 25 February 2010, Pharmaceutical Product Manufacturing in Australia:

C2543 20. IBISWorld Industry Report, 22 October 2009, Tyre Manufacturing in Australia: C2551 21. Australian Management Academy, Manufactured Mineral Products

http://www.ama.edu.au/index.php?option=com_content&view=article&catid=21:australian-qualifications&id=50:pmc30104

22. IBISWorld Industry Report, 14 January 2010, Plastic Blow Moulded Product Manufacturing in Australia: C2561

23. IBISWorld Industry Report, 20 January 2010, Ethylene, Propylene and Other Organic Industrial Chemical Manufacturing in Australia: C2534

24. IBISWorld Industry Report, 27 January 2010, Titanium Dioxide and Other Inorganic Chemical Manufacturing in Australia: C2535