CCWT extends a huge thank you to everyone who responded to our annual training needs survey.
This survey is a vital tool that helps CCWT measure how we are faring in terms of the scope and quality of training services we are currently providing as well as analyse emerging training needs within the NSW community sector workforce.
This year we conducted two separate surveys to gather the perspectives of both individual employees as well as managers who oversee the professional development of their staff. We received feedback from 183 people (43 managers and 140 individual employees) from across variety of fields, from family (41%), youth (27%), women’s (24%) and children’s services (26%) to professionals working in the areas of out-of-home care (19%), mental health (19%) and homelessness (22%).
A key survey question related to workforce development priorities and CCWT was extremely pleased to learn that respondents place strong value on many of the topics we are currently delivering such as case management, trauma informed practice, child protection, domestic violence, mental health, out-of-home care assessment and carer training skills (Step by Step, Shared Stories Shared Lives), disability and cultural awareness. Respondents also considered training programs aimed at creating a positive workplace, such as leadership and staff supervision, as very beneficial.
Importantly, CCWT also received a number of suggested new training themes to consider in our future offerings including: response-based therapy, mentoring, therapies for treating PTSD, working with people affected by sexual assault, NDIS and homelessness, youth homelessness, supporting parents post-restoration, mediation and conflict resolution, adoption and guardianship, working with refugees, safety and security for residential care workers, ageing and wellness, and reparative parenting.
Another focus of this year’s survey was on the question of qualifications. Almost 51 per cent of the employees surveyed hold a Bachelor’s degree, while around 27 per cent have a Diploma and 23 per cent a Certificate IV qualification. Just over 91 per cent of this group agreed that they find having a qualification useful in carrying out their work role.
On this same issue, 64 per cent of managers surveyed rated staff qualifications as ‘very important’, 29 per cent as ‘important’, and the remaining 7 per cent ‘somewhat important’. While this group considered a Degree as the ideal option for caseworkers, there was general consensus that the level of qualification very much depended upon the job description and relevant experience of the individual. In an interesting reflection on the importance of ongoing workplace learning, support and supervision, around 39 per cent of managers believed that a degree qualification did not necessarily equip staff with the skills or experience to effectively do their job, and that further training was usually essential.
In the final part of the survey, we asked respondents to rate their experience with CCWT and were delighted to hear that more than 93 per cent were satisfied or very satisfied with the training they have attended, 92 per cent were happy with the range and quality of CCWT’s training program and around 88 per cent felt satisfied or very satisfied that the courses they participated in were meeting their learning needs.