Planning opens doors for teens Finding an after school job Attitude and skills - tips Advice for parents – job checklist, resume Work Life Balance Trends Capability Framework Workforce development and planning Common workforce development gaps Workforce Action Plan Contact details

1. Career advice for teens
Presented by Wendy Perry from Hungry Jack’s Birthday Party
Coordinator to Head Workforce Planner
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© Workforce BluePrint

2. Outline
• Planning opens doors for teens
• Finding an after school job
• Attitude and skills - tips
• Advice for parents – job checklist, resume
• Work Life Balance
• Trends
• Capability Framework
• Workforce development and planning
• Common workforce development gaps
• Workforce Action Plan
• Contact details 2

3. Planning
• Preparation, research
and short plan
• Online/email
applications = norm
• Skills profile, resume, e-
portfolio
• Match possible
employers with the teen
• When – hours, days,
nights
• Locations – commute,
near home or office 3

4. Finding an after school job
1. Brainstorm type of job,
industries or companies
2. Research best fit(s) and
build a database
3. Best way to approach
4. Letter and resume to suit
5. Government initiatives
e.g. SBA, Skills for All
6. Stick to the plan and
change it if it’s not
getting any responses
NB. Google your name,
watch for negative 4
Facebook posts

5. Attitude and Skills – tips from a
15 yr old
• Consider your
approach
• Have a good
attitude
• Be available
• Consider
practicalities
• Socialise
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6. Attitude and Skills – tips from a
19 yr old
• Work hard, prove yourself
and your skills
• Develop a friendly
relationships with your
supervisor / manager and
HR
• Have regular catch ups
with your direct supervisor,
speak up
• Know workplace policies &
procedures
• Take chances, help people
to remember you, learn as
much as you can about 6
how things really work

7. Advice for parents – job checklist
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8. Work Life Balance
• Match jobs with
strengths and interests
• Regular vs. irregular
shifts, check extra hours
• Juggle homework,
part-time work, sport,
after school activities
• Schedule e.g. google
calendar
• Sleep ins!
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9. Activity
• Paint a picture of your future lifestyle
• Ask the teen how far into the future they want
this picture to be
• Ask the teen about the things that are
important to them, these may/may not include
and are not limited to:
- House and family
- Friends and relationships
- Education and skills
- Hobbies, interests, health
• What jobs will fit this lifestyle? What are the get
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to’s and got to’?

10. Jessica’s future lifestyle
(out to 35 yrs)
Lifestyle Wants Get to’s
House in Adelaide Hills - Working in Adelaide, not
relaxed home life, having to move interstate
community connection,
pretty location
Husband and 3 children Spend time with family,
work flexible hours and/or at
home
Multiple qualifications – Continue learning
Business, Management,
Training and Education,
Real Estate
Self- employment Be in charge of myself and
appointments, wear suits,
travel
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11. Finding jobs to suit your lifestyle
Self-
employment
Jobs
House in
? the hills
Multiple
Husband
qualifications
and 3
children 11

12. Trends
• Portfolio workers
• Home based work
• Teen, Mum and
Dad trepreneurs
• Multiple business
registrations
• Family businesses
• Skills depth and
breadth
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13. Capability Framework
Values and Behaviours
Capability Framework –
evidence based approach
Skills and
Competencies Strategic Priorities,
KPI’s and Targets
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© Workforce BluePrint – V2 February 2010

14. What is Workforce Planning?
Workforce planning relates to analysing workforce profile data
and trends; forecasting demand; analysing supply; and
undertaking a gap analysis.
Data analysis, knowledge management, scenario planning
and Imagineering are relevant approaches.
Workforce profiling and analysis
should reflect organisational structure
now and into the future…
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15. What is Workforce Development?
Workforce development bridges the gap between the
current workforce and the future (desired) workforce.
Workforce development strategies address ‘gaps’ from
the workforce planning process including competency
and training needs analysis, and human resource
management.
Workforce development and planning
maximises your staff capabilities and
capacity.
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16. WORKFORCE PLANNING & DEVELOPMENT MODEL
STAGE 1: CONTEXT & ENVIRONMENT
•Why?
•Strategic Objectives
•Internal / external environment
STAGE 5: REVIEW & EVALUATION
STAGE 2: CURRENT
•Outcomes of the plan WORKFORCE PROFILE
•Implementation •Demographics
•Monitoring •Skills and competencies
•Issues / challenges
STAGE 4: GAP ANALYSIS &
CLOSING STRATEGIES
•Areas for action STAGE 3: FUTURE WORKFORCE PROFILE
•Priorities
•Demand vs. supply
•Resources and responsibilities
•Skills and competencies
•Scenarios
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17. Workforce Development
Strategies – common areas
• Demand and supply for priority job roles
• Ageing particularly trade/outside workforce
• Workplace Health and Safety
• Retention, succession planning, knowledge
management, communication, career paths
• Training needs analysis/skills stock take, learning and
development plans, leadership development
• Work Life Balance – packaging benefits
• Employer of Choice, reward and recognition
• Barriers to retention – not feeling valued and
respected, attract a higher salary elsewhere, internal
politics
• Check on excessive hours, stress management 17

18. Workforce Action Plan
• Strategic Objectives
• Gap/Issue – #1Retention, #2 Recruitment
• Priorities/Risk
• Gap Type
• Workforce Development Strategies
• Responsibilities
• Resources
• Timelines/Due Date
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19. Contact us
Workforce BluePrint:
www.workforceblueprint.au
wendy@workforceblueprint.com.au
WPAA
www.wpaa.com.au
Keep up to date:
LinkedIn: http://www.linkedin.com/in/wendyperry
Facebook:
http://www.facebook.com/WorkforcePlanningTools
Wendy Perry: http://wendyperry.com.au/
Australian VET Leaders: http://
www.linkedin.com/groups/Australian-VET-Leaders-367468
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