Each package went through a Phase 1 review before a decision was taken to merge them into a single Training Package.

A National Project Reference Group with representatives from industry, State Training Authorities [STAs], Registered Training Organisations [RTOs] and the State Industry Training Advisory network was established for this merger.

Drafts of all units of competency and qualifications were placed on the AgriFood Skills Australia website for consultation and validation throughout the review period. Reviewed drafts were made available on the AgriFood website in November 2008, March and September 2009 and February and May 2010.

Feedback on the drafts was used to refine proposed materials and guide the development of the final submission. Support for endorsement of the revised Training Package has been provided by all industry and RTO stakeholders.

Note that in Oct 2010, this material has not been endorsed and is provided for information only.

More information and competencies is available at www.agrifoodskills.net.au/training-packages/AHC/

The National Weeds Strategy Executive Committee, in conjunction with NSW Agriculture and representatives of the agricultural and environmental sectors from all States and Territories, developed a set of National Training Competencies for Weed Management. These have been combined into the Conservation and Land Management Training Package RTD02, which was endorsed by the National Training Quality Council on 30th April 2002. For more information visit www.agrifoodskills.net.au/training-packages/AHC/.

The competencies cover agricultural and environmental occupations, examples of which are listed below:

Weed Control Assistants
Weed Spray Operators
Weed Control Officers (Local Government)
Weed Control Contractor
Parks Ranger
Bush Regenerators
Community Group Member
Landholder
Government Advisors
Labour Market Programs
Managers of Weed Management programs at all levels
Volunteers - eg, Greencorp and Australian Trust for Conservation volunteers

Staff requiring accreditation will not necessarily undertake formal retraining in educational institutions. A system of accreditation has been developed that recognises prior learning and performance on the job as the basis for accreditation. However, where a person does not have the required skills, it will be necessary for them to undergo additional training, which may or may not require the services of a formal training body.

There is no need to be concerned over accreditation; if you have the skills, knowledge and understanding listed for the desired competencies and can demonstrate them in the workplace and are able to assemble the evidence, then all you should need is to undergo formal assessment.

Advantages of having National competency standards for weed management

1. Individuals will gain a clear career path and structure.
2. Operators will gain improved status and professional standing, possibly leading to career improvement
3. Consistent standards will help address OH & S issues for workers
4. Improved skills lead to greater efficiency
5. A more versatile and mobile workforce with recognised qualifications
6. Improved worker motivation, job satisfaction and performance
7. Use of ongoing strategic weed management approach leading to reduced weed impact
8. Nationally consistent benchmarks of good practice
9. Better targeted and focussed education and training
10. Effective weed management with measurable outcomes
11. Government agencies will be able to show that they are exercising environmental responsibility if personnel are trained to a recognised standard.

There are eight levels, with the first being the untrained entry level, and the eighth not being used at this stage. They are not evenly spaced in terms of skills, but generally relate to tertiary qualification levels as is shown in the table below.

The draft table shows Work and AQF levels with generic descriptions related to two weed management occupational streams.

Draft table showing AQF levels and some weed specific positions for discussion.

WORK LEVEL AND AQF	WORK LEVEL DESCRIPTION
Work level 1 Certificate I	work is under direct supervision with regular checking involves a limited range of tasks and roles competencies are used within established routines, methods and procedures that are predictable
Work level 2 Certificate II	work is under routine supervision with intermittent checking or general guidance may involve responsibility for some roles and coordination in a team involves range of tasks and roles competencies are used within established routines, methods and procedures that require some discretion and judgement
Work level 3 Certificate III	work is under limited supervision with checking on overall progress or broad guidance may include responsibility for the work of others and team coordination involves depth of knowledge in some areas and a broad range of skills involves a broad range of roles in a variety of contexts competencies are used within routines, methods and procedures that require discretion and judgement in decision making
Work level 4 Certificate IV	work without supervision with general guidance on progress and outcomes may involve supervision of and organisation of work of others depth of knowledge in some areas and broad range of skills involves a wide range of tasks and roles and a broad range of contexts complexity in the range and choice of actions competencies are used within routines, methods and procedures that require discretion and judgement in decision making for self and others
Work level 5 Diploma	work is under broad guidance may involve responsibility for planning and work of others involves the self-directed application of knowledge with substantial depth in some areas and a range of technical and other skills involves a wide range of tasks and roles in both varied and highly specific contexts competencies are used independently and both routinely and non-routinely judgement in decision making for self and others
Work level 6 Advanced Diploma	work is under limited guidance in line with a broad plan, budget or strategy involves responsibility and accountability for management and work of others involves the self-directed development of knowledge with substantial depth across a range of areas and/or a range of specialised technical and other skills involves application of knowledge and skills to major functions in either varied or highly specific contexts competencies are used independently and are substantially non-routine significant judgement in decision making for self, others and the organisation

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