The Australian Livestock and Rural Transporters Association is concerned about the skills shortages effecting the industry and looking at charting a pathway to success.
Across Australia, many rural transport businesses are desperately short of workers. Drivers are top of the list, but we need more forkies, schedulers, diesel mechanics, fitters, electricians, welders, yard hands and just about everything else. But with every sector of the economy booming, where are these workers going to come from?
We have a real problem in Australia right now. After three years of ‘on again, off again’ COVID lockdowns our economy has rebounded in style. In the September Quarter 2021, our GDP decreased by 1.8 per cent. A lot of Australian businesses and workers felt that hit, with the Australian Government shoring things with Job Keeper and Job Seeker payments. Other governments at all levels provided different forms of relief and stimulus. The Reserve Bank of Australia (RBA) did its bit by reducing interest rates to near zero.
By 2022 there was a lot of cheap money floating around the economy accompanied by a lot of pent-up demand. We all know what happened next. Boom. GDP rocketed back to 3.9 per cent. Unemployment fell from 7 per cent to 3.4 per cent. And inflation jumped from -0.3 per cent to 7.3 per cent.
The RBA has since rushed to put the brakes on, jacking up interest rates on seven successive occasions. It’s fair to say we’ve over-cooked the COVID response and it will be a while before the kitchen cools down.
These are big national and global issues. Yet, the ALRTA is leading the way in dealing with the skills challenge.
Firstly, we have the immediate problem of sourcing job-ready workers. Incredibly, the Australian Government does not consider truck drivers to be skilled workers – so we are working to change that. We have already been successful in lobbying the National Skills Commission to add truck drivers to Australia’s Priority Migration Skilled Occupations List.
This is a necessary first step to opening up new visa pathways allowing businesses to engage job-ready migrants. The next step will be to change the Australian and New Zealand Standard Classification of Occupations to elevate truck drivers from skill level 4 to skill level 3. Attaining recognition of skill level 3 would grant automatic access to important visa classes.
Secondly, ALRTA has supported the establishment of a new two-year driver apprenticeship based on certificate III in driving operations. This landmark qualification is now available in Tasmania and Queensland, with all other states and territories actively progressing the concept. A recognised national qualification will give credence to our argument that truck driving is indeed a skilled occupation, while also creating an attractive career pathway for young people who are considering entering the road transport industry.
Most parents want their children to get a recognised trade or other form of qualification so they always have something to fall back on. The truck driver apprenticeship has a status similar to that of trades like plumbing, electrical and mechanical. Parents and young people can now proudly pursue a truck driver apprenticeship knowing that a recognised qualification will be acquired, not just a job.
Thirdly, ALRTA has recently responded to a paper exploring possible changes to the National Heavy Vehicle Driver Competency Framework. The framework has not been adopted consistently across Australian jurisdictions and in many ways is not fit-for-purpose in a modern, safety-oriented world. The central beneficial change under consideration is a new competency-based pathway for progressing through the various licence categories.
Currently, applicants obtain a lower-level heavy vehicle licence (e.g. medium rigid) and must then wait a minimum mandatory period (usually 12 months) before becoming eligible to apply for the next level. Under this system, it is not necessary to complete any actual driving time, while those who do rapidly build up significant skills are held back from progressing until the mandatory period is served.
A competency-based licensing pathway would reward good drivers. It could deliver better drivers, sooner. Exactly what we need right now.
Outside of the regulatory system, there are also positive ways to make our jobs more attractive. For example: schedules can get drivers back to family and friends more often; technology can help people feel less isolated; we can reduce workplace safety risks; we can stand behind staff who raise safety or cultural issues of concern; we can create rewarding career pathways; we can recognise excellence on the job; and we can celebrate diversity with a more open and inclusive workplace.
Fundamentally, we must stand proud, acknowledging the essential service that road transport provides for the rest of the Australian economy. We must demand a regulatory system that recognises our skills and professionalism. And most importantly, we must foster a workplace culture that job seekers want to be part of.
.JPG)
.JPG)
.png){kind=logo}
.jpg)
