Operating Model

Employer FAQs

These frequently asked questions were shared during the Operating Model engagement activity in October 2021.

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Why is the Operating Model relevant for employers?

The Operating Model describes how Te Pūkenga will operate in the future. It describes the future experience that learners, employers, staff and iwi, hapū and Māori will have and how we, as a network, will advance equity, especially for Māori, Pacific, and disabled learners.

 

The proposed Operating Model enables the future experience of learners in employment or transitioning to employment to be greatly improved. This will be achieved by supporting employers with flexible learning options for their employees that fully integrates on-the-job learning with other modes of delivery and to support learners to acquire the complementary knowledge and skills needed in a way that fits in with the rhythms of different workplaces.

Why should I give feedback as an employer?

Employers play a vital role in the vocational education system by teaching and developing skills in the workplace. Around 60% of all Te Pūkenga learners are undertaking work-based learning so your involvement in our proposed Operating Model is critical. The feedback you provide will help us confirm our Operating Model which will go to the Minister of Education for endorsement in December this year.

What will be different for employers?

Over the next year, it will be business as usual. Learners will get the same qualification and receive the same service they get from the same people they work with now. We will ensure there is no disruption to what works well in the current system while we, in conjunction with the Workforce Development Councils, continue to work with your business and industry to identify issues that impact you.

 

From 2023 employers and industry will be true partners in delivering quality learning experiences that are relevant to business and learner needs.

 

Over time, we will be able to customise solutions that fit with individual business needs. This will mean products, support options and learning tools will be available to support you to train your people. It will be easier to retrain and upskill staff in a system that is more flexible and responsive and over the longer-term work-based learning will be integrated with other flexible learning options that fit the rhythms of different workplaces.

Can someone else (an association I am part of) submit feedback on my behalf?

Yes. Feedback can be submitted by individuals or as part of group. When submitting feedback on the online platform there is a place to indicate that it is a group submission. The association can also complete the feedback form and submit it as part of a group by sending it to yourvoice@tepukenga.ac.nz.

How will employer advisory groups interact?

Te Pūkenga will collaborate with the WDCs where we both have common interests in relation to employer voice.  We have developed an employer engagement framework with the WDCs to ensure that employers can have one meeting to share their qualification and workforce planning needs, as well as their programming delivery needs. We want to minimise the number of entities that employers need to deal with.

How are the WDCs and Te Pūkenga going to work together to ensure we don’t create extra work for industry, double-handling, etc?

Te Pūkenga will collaborate with the WDCs where we both have common interests in relation to employer voice.  We have developed an employer engagement framework with the WDCs to ensure that employers can have one meeting to share their qualification and workforce planning needs, as well as their programming delivery needs. We want to minimise the number of entities that employers need to deal with.

Is there a blueprint for how Te Pūkenga and other parts of the RoVE ecosystem (WDCs, RSLGs) will interact in relation to engagement with industry?

Te Pūkenga will collaborate with the WDCs where we both have common interests in relation to employer voice.  We have developed an employer engagement framework with the WDCs to ensure that employers can have one meeting to share their qualification and workforce planning needs, as well as their programming delivery needs. We want to minimise the number of entities that employers need to deal with.

How will we cater for the overlapping of Ako Networks?

One of the advantages of the Ako network approach is that you can move between the networks and share best practice.  We want to avoid the Ako Networks being hard wired creating silos which don’t talk to each other.  We believe the matrix model allows us to manage the Ako networks both horizontally and vertically.

Are we as employers going to have to pay fees, and are apprentices going to have to pay again?

The current cost of programmes will continue as they currently are – the Fees Free or Apprenticeship Boost scheme - both of which are due for review by the Government. 

 

The ROVE Unified Funding Model will provide a new funding system, which will be agnostic to the mode of delivery and about the best outcomes of the learner – no longer about funding a particular mode of delivery. Once TEC has announced the Unified Funding Model, we will be reviewing the funding costs.

Audience-specific frequently asked questions