The company prides itself on its innovatively designed solutions giving customers a competitive advantage to sell more products, plus the benefits of long-term business partnerships that it offers all customers. It’s a very successful formula which HR advisor, Vicki Trotter, believes a fully trained workforce can take to greater heights.

“We progressed our plans to train staff over the last four to five years, as we’ve looked for ways to grow our business capabilities. Competenz offered us the expertise we needed to make that happen,” says the company’s HR advisor, Vicki Trotter.

They sought advice and support from Competenz account manager, Wayne Carpendale. He worked closely with Vicki to map out a training strategy to support the achievement of FPG’s business goals, and upskill their employees in line with those goals.

To date, 98 employees have completed their Level 1 National Certificates in OSH, and 76 of those are now working toward their Level 2 National Certificate in Manufacturing Core Skills. Further training in competitive manufacturing also forms part of the long-term plan.

“Wayne helped us develop an appropriate skills training plan and to hit the ground running with the OSH training,” says Vicki.

“Together we mapped our existing induction training to the OSH national certificate requirements – valuable work that will ensure all new staff can be fully inducted and OSH-qualified at the same time.

“We took most of our employees off the job for a short period to upskill in workplace health and safety, and quickly gained the team’s buy-in to training.”

There’s a vast range of skills at the company’s disposal on and off the manufacturing floor. FPG’s workforce comprises qualified joiners, cabinetmakers and draughtsmen, CNC machine operators, refrigeration and electrical specialists, sheetmetal engineers, sales support, a research and development team, plus several manufacturing staff piecing together and finishing their products.

FPG’s production manager, Damian Connolley, delivers much of the training in-house in their fully-equipped training room – and he’s a qualified workplace assessor. He believes the company is already reaping rewards from its training investment and is excited by the opportunities that lie ahead.

“The biggest challenge was gaining staff buy-in while juggling our tight production priorities,” says Damian. “Now almost everyone sees the training as a sign of the value we place on their skills to take the company forward; they think it’s great.”

Damian is looking forward to eventually introducing lean manufacturing concepts to the team, and implementing changes to lift FPG’s business capabilities even more. But first he wants to upskill himself and other supervisors in the Level 3 National Certificate in Competitive Manufacturing, or CM training.

“Long-term we want everyone to understand and incorporate CM principles in their every day work, and for supervisors to be equipped to lead and implement a company-wide CM programme.”

Vicki adds that support systems to assist staff through their training are critical for success. “We hold team ‘catch-up sessions’ to help those falling behind in their progress to get back on track, and complete on time. Support is readily available wherever it’s needed.”

FPG is focussed on providing the best quality retail solutions for their customers – from single display units to entire shop fit outs – to ultimately help their customers sell more product. Vicki believes strategically upskilling staff will assure the quality of their world-renowned retail solutions, and lift their capabilities to secure exciting new business partnerships.

“A highly skilled workforce will make the difference between being a consistently good performer and a great performer – at FPG, we want to always be the best in our field.”

Celebrating success

Future Products Group recently celebrated the training achievements of 71 employees at a formal graduation ceremony held at the Filter Room in Meeanee, Napier.

Damian Connolley and Competenz account manager Wayne Carpendale presented the group with their framed National Certificates, which they achieved in 2011.

“Celebrating success as an organisation is a really important step in our plan,” says Damian.

“Everyone deserves recognition for the part they’re playing to lift skills across the business.”

Attracting young blood into the baking industry is now more important than ever, after research conducted in 2011 revealed that 53% of New Zealand’s Food Manufacturing companies predict they will need at least one more skilled worker, this year or next.

And baking represented the largest skills shortage in the industry, with 8% more bakers currently required to meet demand.

That’s why BIANZ has teamed up with Competenz, the baking industry training organisation, in a collaborative effort to promote baking as a viable career pathway for our youth.

The initiative will endorse Gateway – a programme run in secondary schools that supports senior students to undertake structured workplace learning across a range of industries and businesses, while continuing to study at school.

The full effect of the partnership will be on display for all to see at Fine Foods New Zealand, held at the ASB showground from the 17th – 19th of June.

Three gateway students, 16 years and over, who demonstrate potential and a keen interest in baking, will be selected to compete in a live competition.

The young stars will be paired with experienced, qualified bakers from three different training providers – offering them a golden opportunity to showcase their skills in front of those that count in the industry.

Contestants will have to craft a cake, bread and pastry to an Olympic theme, to be tasted and tested by a judging panel that is yet to be announced.

The winner will take home an Apple iPad, a Slice magazine subscription, a chef’s jacket, and a $1000 Scholarship towards a baking qualification with Competenz.

So if you want to watch our rising bakers compete, register for Fine Foods by visiting their website. And we’ll keep you posted as the plans are formed.

Completing a high-level qualification while working fulltime requires a lot of dedication, yet every year several thousand employees in industry achieve highly with little public fanfare. Companies supporting their employees through on-job training are equally dedicated, investing in lifting transferable skill levels throughout New Zealand industry.

To recognise the efforts of learners and employers, industry training organisation Competenz has published and distributed a ‘Roll of Honour’ handbook. The handbook celebrates all graduates who completed Level 4 or higher qualifications within industry sectors that Competenz works with, including the baking industry.

A total of 50 graduates specialising in craft, plant or instore baking disciplines feature in the Roll of Honour from all over New Zealand. All completed their national certificates through baking apprenticeships while working fulltime in industry.

“All of our graduates can be very proud of their achievements, knowing their skills will stand them in great stead for their career development,” says Competenz acting chief executive, Fiona Kingsford.

“Achieving a high-level, industry-based qualification requires just as much focus as anything you’d study at university or polytechnic, with the added challenge of juggling work priorities.”

It’s a small way of recognising the time and effort learners put into completing their training, and the role of employers providing employees support throughout their on-job and off-job learning.

“Companies also deserve to be recognised for their commitment to invest in training – a more highly skilled workforce with transferable skills benefits both the company and our country’s economic future.”

It’s a positive step toward meeting the skill gaps companies in the wider manufacturing sector identified in research Competenz conducted last year on this issue. However the research also showed that 4,450 more skilled workers will be needed in industry by 2013 – and qualified bakers feature on the Department of Labour’s immediate skills shortage list.

“The only sustainable way for companies to gain the skilled staff they need is to upskill even more of their current employees, or take on new staff to train to their requirements,” says Mrs Kingsford.

“Training does require a big commitment and industry training organisations like Competenz offer companies expertise in planning and apprentice training support, to help meet their upskilling and business objectives.”

Competenz’s annual alumni magazine – ‘The Guild’ – has also been published to coincide with the handbook’s release. This latest edition features the inspirational stories of nine 2011 graduates, each with an interesting perspective on what drove them to complete a qualification on the job.

Among the graduates profiled is Lagi Manase – she manages the bakery at Eastridge New World in Auckland. Lagi believes that being qualified and helping to upskill her team benefits the business and their customers who demand the highest quality.

“Next year we will revamp our store and it’s a really good thing for us to have so many qualified bakers here. We are revamping our skills, too,” says Lagi.

These sentiments are echoed by almost all the other graduates profiled. “Stories like Lagi’s show how training positively impacts the lives and career prospects of people at all levels of work experience, and it’s never too late to get trade-qualified,” says Mrs Kingsford.

Keep in touch with your fellow trainees and graduates!

Check out our Facebook page – ‘The Guild – Competenz Alumni Group’

Congratulations Westland Milk Products, this year’s winner of the Best Use of Research and Development in International Business award category at the New Zealand Trade and Enterprise NZ International Business Awards.

Click here to read more on Westland Milk Products’ inspiring journey toward becoming an award-winning company.

Click here for the full list of winners of this year’s NZ International Business Awards.

Below is our earlier article on all the Award finalists who engaged their staff in industry training through Competenz in the recent past.

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The 2012 New Zealand Trade and Enterprise NZ International Business Awards finalists announced earlier this year included a number of manufacturers from the food and beverage and engineering sectors respectively.

Competenz has worked with several of these finalist companies in recent years, to help foster skills growth within their businesses. Congratulations to these companies – proud finalists within these key award categories:

Best Business Operating Internationally – Under $10m
ESCEA (Dunedin)

Best Business Operating Internationally – $10m-$50m
EasiYo (Auckland)

Best Business Operating Internationally – Over $50m
Buckley Systems (Auckland)
Rakon Ltd (Auckland)
SKOPE (Christchurch)
Tait Electronics (Christchurch)
Westland Milk Products (Hokitika)

Best Use of Research and Development in International Business
Technopak Ltd (Auckland)
Westland Milk Products (Hokitika)

As finalists, these companies demonstrated that they have helped grow and transform the New Zealand economy with exceptional export success in international markets.

They have created jobs, re-invested profits and/or developed new skills and technologies to help achieve a shared ambition for a thriving New Zealand economy.

The winners of each category will be announced on Wednesday 21 March – we wish all finalists all the best for the awards.

The NZDEP is achieved in conjunction with the New Zealand Diploma in Engineering (NZDE) – an academic qualification that can be completed at an accredited Polytechnic. Together, the two qualifications provide a structured career pathway for aspiring mechanical engineering technicians.

This new qualification recognises both practical work-based skills as well as the theoretical expertise engineering technicians need to succeed. The qualification has been developed to bridge a significant skill gap, identified by industry, that exists between qualified tradespeople and degree-qualified engineers.

Candidates can either study full time to achieve the NZDE and then enrol in the NZDEP when they start work, or work towards both through an industry cadetship.

Graduates of the NZDE/NZDEP are eligible for Certified Engineering Technician (CertETn) registration and Associate Membership of IPENZ.

The New Zealand Board of Engineering Diplomas developed a Unified Diploma system and these qualifications as part of the National Engineering Education Plan (NEEP).

Competenz representative on the Board, Bill Sole, says the knowledge and practical experience covered in both Diplomas will prepare candidates to meet the skill needs of industry.

To enrol in the Level 6 NZDEP – Mechanical Engineering strand contact:

Bill Sole – Competenz
Phone: 09 5399 832
Click here to email Bill

Or, call our Competenz Customer Support team free on 0800 526 1800, and ask to speak with Bill.

They were offering up to five production welder jobs with full training support for the successful applicants. Back then, they could never have anticipated how life-changing and successful the venture would prove.

Today, four local women – Hui Tamati, Mamai Sylva, Lianne Rawiri, and Debbie Mahara-Whakakura – can now proudly say they have been Longveld employees for over 18 months as a direct result of the initiative.

But what made the outcome even more special is that all four women were transitioned from the Domestic Purposes Benefit into their roles. And each has gained skills, knowledge, and a genuine career pathway into a sector that desperately needs more skilled workers. It’s the perfect outcome for everyone involved.

Site welding manager, Nik Given, played a key role setting up the initiative along with Longveld’s directors, Les and Pam Roa. “We wanted to create career opportunities specifically for women who want to work but missed out on gaining work-ready skills earlier in life,” says Nik.

“We provided all the training needed to support the women into careers in this trade – welding is a key skill for us and industry,” says Nik.

Longveld partnered with the Ministry of Social Development and Competenz in August 2010 to meet their objective. The production welder roles were advertised at Work and Income offices all around Hamilton, and an Open Day was hosted by Longveld for applicants to attend.

“We had 24 women on the day, and it was the fantastic attitude of these four women that stood out,” says Nik. “They were so positive and keen to learn new skills – that was what we were looking for.”

Mamai Sylva went along with her 20-year-old daughter – the second eldest of her five children. Although her daughter missed out, Mamai was successful and has flourished in her new role. She’s become a role model her daughter wants to emulate.

“She’s more determined than ever to gain an apprenticeship of her own, and I know she can do it,” says Mamai.

For Hui it has also been life-changing. Making ends meet on the DPB with two young boys to support had become a real struggle – it motivated her to make a change to improve their lot in life.

“When I got the call telling me I’d got the job I was so excited. I couldn’t believe it,” she says.

“We start work early and finish in time to collect our kids from day care or school each day – Longveld is really flexible and supportive of our family commitments.

“Entering the workforce and being part of a big team was nerve-racking at first. But we felt really welcome and everyone here is happy to help you learn,” says Hui.

When it came to learning new skills and completing practical tasks, they had to work their way up just like any other employee.

“The boys weren’t going to let us get straight in there and start welding – we had to get the basics first, like using a grinder and practicing cutting skills,” says Mamai.

“Nik taught us way more than the basics of welding theory. We knew more terminology than most of the apprentices by the end of our training.”

Mamai even came up with her own formula for success. “Preparation is the key – if you prepare your work pieces well and remember the theory behind what you’re doing, everything works out sweet as!”

Hui, Mamai and Debbie all completed their Level 3 National Certificates in Welding, and Lianne is well on her way toward achieving a National Certificate in Manufacturing Core Skills.

Now Mamai’s taking further steps forward in her career pathway. She has just started a heavy fabrication apprenticeship which she’ll complete at Longveld over the next three to four years.

“For someone her size, Mamai is strong and very capable,” says Nik. “She’s very driven, positive, and her welding skills are exemplary. She’ll make a great tradesperson.”

Right now Longveld’s workload includes retro-fitting and building new milk transportation tankers for dairy giant, Fonterra. All the women contribute to the project – fabricating and welding the mild-steel mounts, to preparing and acid-washing internal pipework for the tankers.

“We also get to contribute ideas to make our work areas more efficient and productive – one of my ideas was put in place. It’s great to know our ideas are valued,” say Hui.

The future looks bright for our ‘Women in Welding’ thanks to the forward-thinking of the Longveld team. Mamai is especially excited by the opportunities ahead, and can’t wait to become a fully qualified tradesperson.

“I’m taking over the world! This is a career and not just a job – I love what I do.”

Longveld Engineering’s Nik Given (back) with Hui Tamati, Mamai Sylva, and Lianne Rawiri (L-R) – three of the company’s four successful ‘Women in Welding’ initiative participants.

Pacific Aerospace administration manager, Catherine Wetton, is mindful of their teams’ specialist skills. The company saw a need to put a plan in place to ensure those skills are passed on.

“We’re in a highly specialist industry, so it can be difficult to recruit people locally with the skills required,” says Catherine.

“We decided a few years back it was time to start formally taking on apprentices, and train to get the skilled people we need to keep growing,” says Catherine.

And now, two young men – Cameron Furer and Dwayne Griffiths, both 21 – enjoy the distinction of being the company’s first apprentices to come through and complete their apprentice training plan.

Cameron and Dwayne were presented their Competenz-developed National Certificates in Engineering – Light Fabrication (Level 4), and their success celebrated at a ceremony organised by Pacific Aerospace in December, 2011.

Their success is underpinned by a strategic partnership between Pacific Aerospace and Competenz, and a future-proof plan to attract solid ‘new blood’ to the industry and provide an optimum environment for skills transfer throughout the business.

Cameron’s pathway to success

Cameron Furer (pictured, right) is a quietly determined young man, and an ideal candidate to kick-start the company’s apprentice training programme. Having gained a number of mechanical engineering units while at high school in Te Awamutu, Cameron had a good base of useful engineering skills and knowledge.

“I also used to help Dad out at our family business, repairing small engines for lawnmowers, chainsaws – that sort of thing.

“I wrote a letter to Pacific Aerospace while I was at high school, asking if they had any apprenticeships going – they didn’t at the time. But they did offer me a part-time job in their paint shop and I took it.”

Then fortune smiled on him. The company soon announced they had apprenticeship openings, so he applied. Already impressed by Cameron’s mechanical aptitude and ‘can-do’ attitude, Catherine and team granted him his apprenticeship wish.

“Cameron showed real initiative and ability right from the start – he’s very bright and keen to learn, and he fits in well with our team,” says Catherine.

Now with his light fabrication apprenticeship complete, he’s developed a taste for achievement and wants even more.

“Now there’s a new, more specific qualification available for aircraft manufacture, and I’ve signed up for that too. Why not? The more qualifications I can achieve, the better.”

Dwayne’s pathway to success

Dwayne Griffiths (pictured, left) had a slightly different approach to his successful apprenticeship. After leaving high school he decided to explore his general interest in engineering.

“I did a pre-trade mechanical engineering course at WINTEC and really enjoyed that hands-on style of learning,” says Dwayne. “While doing the course I heard about an apprenticeship at Pacific Aerospace. I applied, and I got lucky!”

Catherine says WINTEC recommended Dwayne to them for his strong hands-on skills, knowing they would have the right support in place to help him through the theoretical work.

“Dwayne’s a bit of a character and we enjoy having him here. We really wanted him to succeed so we encouraged and supported him throughout his apprenticeship – and he made it through which is a fantastic achievement.”

Dwayne freely admits he found the theory and bookwork tough going. The switch from metric to imperial measurements was also confusing, at first.

“I had extra math tutoring and heaps of support from the team here. Using imperial measurements is normal in this industry – over time it becomes part of your everyday thinking and it has got easier.”

Despite the challenges, Dwayne now sees clearly how the theory he learned applies to his every day work. “I’ve also learnt it pays to be fussy. We work to really tight tolerances and everything must be perfect to maintain the high standards needed for our aircraft.”

Dwayne knows he’s on to a winning career choice, and is extremely proud to have become a qualified tradesman.

“It blows me away each time we roll out a finished aircraft. It’s awesome to be able to say ‘I helped build that beautiful machine’ – just awesome.”

Good support systems, great results

Allan Burdett (pictured above, left), a former Pacific Aerospace employee, got a phone call one day that pleasantly surprised him. Pacific Aerospace wanted him to come out of his seven-year retirement to help manage the apprentice training programme on a part-time basis.

Despite the shock, he jumped at the chance to share his passion. He now works two days a week to mentor and assess the apprentices on-job, and make sure they’re learning all the skills they and the company need.

“Keeping skills alive and giving young people the chance to learn this trade has always been important to me,” says Allan. “I wasn’t going to let the opportunity pass by.”

Competenz account manager, Allen Bryce, also worked closely with Allan and Catherine throughout – from selection of the most appropriate qualification to link to their training, to regular support and advice on the apprentices’ on and off-job learning.

It’s clear both Cameron and Dwayne have a lot of respect for their mentor – and Allan knows how to get the best out of each of his protégés.

“He is the right man for the job – he’s always been an advocate for training, with vast industry experience and a passion to share knowledge that our apprentices respond well to,” says Catherine.

Catherine and Allan encouraged the company’s 122-strong workforce to foster a knowledge-sharing environment to support the apprentices. A rotation plan was also established to ensure the apprentices would be exposed to the whole business while learning key skills.

“Rotating the apprentices enables them to learn all facets of our manufacturing process. It also helps them understand the importance of each step to get a high-quality, finished product,” says Allan.

Dwayne and Cameron agree they got tremendous support throughout their apprenticeships.

“Everyone here is happy to help you – they want you to succeed and get it right. Doing my apprenticeship here is the best thing that could have happened to me,” says Dwayne.

Upskilling now for the future

Since January 2007, Pacific Aerospace has lifted production of its XSTOL aircraft – renowned for its extremely short take-off and landing capabilities – by 42%. And as they’ve moved into new markets including Indonesia, Papua New Guinea, India, Nepal and Latin America, that demand continues to grow.

Pacific Aerospace has made great moves to ensure their capability to meet that demand grows steadily, too.

A third apprentice, 20-year old Robbie Willis (pictured below) is on the cusp of completing his light fabrication apprenticeship too. He’s due to complete in mid-2012, and has already proven to be an invaluable addition to the Pacific Aerospace team.

In addition, three other employees recently completed competitive manufacturing training through Competenz, as part of the company’s strategy to lift productivity and manufacturing efficiencies even further.

It’s a future-proof plan that will ensure skill levels and capability at Pacific Aerospace will continue to soar to even greater heights.

“Back in 2009 we started with a vision – a vision to upskill all our staff and to achieve 400 unit standards by the end of the year,” says Chris Heketoa, DB’s Supply Chain Training Manager.

Since then, Chris and the team at DB have seen their supply chain staff achieve over 100 qualifications, including national certificates in Occupational Health & Safety, Food & Related Products Processing, and Manufacturing & Mechanical Engineering.

A graduation ceremony was held onsite at DB in Otahuhu to congratulate and recognise the success of each of the 65 graduates across the Warehousing, Packaging, Brewing and Engineering divisions who spent, on average, 290 hours of learning per person.

Forty of the graduates also participated in the DB literacy programme, run by Debbie Henry of private training establishment Target Education.

“I’ve had so many people coming to me over these three years asking ‘why do I have to do this literacy stuff, I’m good at my job’…this graduation is why! It’s to get you the recognition you all deserve.”

The graduates were also commended by Scott Anderson, Warehouse Manager, who said – “It probably took a lot of courage to put your hand up and ‘go back to school’ – so well done for committing to this.”

Competenz, the Industry Training Organisation for the Food & Beverage Manufacturing sector, was responsible for managing the qualifications and training at DB, and already four more DB staff are now training towards a new qualification, the Level 2 National Certificate in Competitive Manufacturing.

And DB also plans to introduce Competitive Manufacturing practices on the wider shop floor this year, to improve the efficiency and performance of both their people and processes. Sustainability of these practices will be achieved through a shift in the company’s culture, including the right leadership.

“Our vision has always been to not have people coming to work and following the same process and doing the same thing every day. We want to make this place more rewarding, and make a work environment where we bring our staff to the party so they can contribute,” says Rob Richardson, General Manager Supply Chain.

And through training and upskilling their people, DB continues to work towards its ultimate goal – to be New Zealand’s best employer with the best environment for learning.

The new qualifications will be the first of this level in New Zealand, and aim to meet the needs of industry and the growing demand for more highly skilled bakers.

The pathway was developed following the Targeted Review of Qualifications (TRoQ) – a process conducted by the New Zealand Qualifications Authority (NZQA) in response to concerns about the quality and relevance of qualifications.

Thorough input was sought from industry, industry associations, polytechnics and training providers to make sure these parties were the driving force behind the review. This way, the resulting programme can cater to the specific requirements of industry and become a recognised and respected achievement.

Currently New Zealand’s baking qualifications only reach Level 4 – but with the new additions it is hoped baking will expand into a career pathway where trainees can continue to progress and hone their skills.

And for those who are already well experienced and knowledgeable in the trade, a process to recognise current competency can establish if a baker is ready to enter into the Level 5 Certificate, or the Diploma.

Moves are also being made to have the Level 2 New Zealand Certificate in Food and Related Products implemented into Academies and the Gateway programme – an initiative run in secondary schools to transition students from school to workplace learning.

This would see students equipped with the appropriate pre-trade entry level skills needed for a successful baking career pathway as soon as they leave school – a benefit to both the learner and industry.

So far, the first draft of the proposed structure has been approved by NZQA, and is now in the second stage of consultation to tweak any remaining issues.

It is hoped the new baking pathway will be ready to stir up the scene in the third quarter of this year – providing excitement for those who have forged a career in baking, and for those who are just starting out.

Competenz, along with other key industry stakeholders involved in this process, will keep the baking industry informed at critical stages of these developments.

But with growth came many challenges for directors Graeme Bartlett and David Blackett, including declining productivity levels, and low staff engagement.

“We realised there was no silver bullet to solve our issues – so we made the decision to entrench training as a long-term business strategy. We want our staff to be on a career pathway that leads them to greater challenges – not a dead end,” says Graeme.

And so, in early 2011, the training ‘seedling’ – as management refers to it – was planted.

“We started with a hiss and a roar and enrolled employees into the Level 3 National Certificate in Competitive Manufacturing – but we quickly realised that a number of our staff had literacy and communication issues,” says Katrina Lee-Guard, Office Manager.

“We’re a league of nations here, and that can bring its own set of problems such as building barriers between different cultural groups – we needed to make sure all our staff were on a level playing field before we moved forward.”

So management decided to start the team on the Level 2, National Certificate in Manufacturing – core skills; a course that would ensure all staff had the practical know-how needed to take on the next stages.

Initially though, many staff were opposed to training – viewing it as a way to make them more accountable for their work, while others were embarrassed by their English – despite it being their second language.

“People associate literacy with intelligence, but that’s not the case at all. Literacy was embedded in Health and Safety material, disguising it for those concerned,” says Katrina.

“Our greatest opponents of the change have now become our greatest advocates,” notes Graeme. “It’s easy to assume that everyone knows what you’re talking about – but many didn’t even understand simple engineering terms which we took for granted.”

While the training is still in the early stages, Competenz account manager, Mark Powley, says there is a profound difference between trainees at the start and at the end of the qualification. And the training is also attracting new employees, increasing staff retention and improving engagement with every day.

“For one assignment they had to present to senior management the improvements they had made in their teams and how,” says Mark. “That’s extremely daunting for most, but once they had finished, their confidence flourished.”

Metal Skills can see that the training is yielding real results, and plans to induct a new set of trainees into Level 3, First Line Management. “We believe training was the first step to change our culture,” says Graeme. “Our team is a hot bed of ideas now – people are starting to see the potential training has for them and our business – it will be interesting to see where we are in another few months.”