Central Land Council annual report 2017-18
Central Land Council (Australia)
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Aboriginal Australians; Northern Territory; Land tenure; Periodicals; Annual report; Central Land Council (Australia)
Central Land Council
Central Land Council Annual Report; Annual Report; CLC annual report
Attribution International 4.0 (CC BY 4.0)
Central Land Council (Australia)
55 O U T P U T G R O U P 3 CLC ANNUAL REPORT 201718 12 5 5 11 6 15 28 10 5 37 9 6 3 0 5 10 15 20 25 30 35 40 Muru-warinyi Ankkul Warlpiri North Tanami Anmatyerr Murnkurrumurnkurru Kaltukatjara Anangu Luritjiku Angas Downs Tjuwanpa Tjakura Arltarpilta Inelye Ltyentye Apurte Ranger camp 2018 Figure 17. Number of rangers undertaking each certificate level, 201718 Figure 18. Number of rangers undertaking WHS training, 201718 3 75 66 5 0 10 20 30 40 50 60 70 80 Certificate I Certificate II Certificate III Certificate IV !"#$%&'()'*+,-%&.'/,&(0%1'2,'3%&42)25+4%'6%7%0.' 32 48 30 19 52 0 10 20 30 40 50 60 Chemical use Drivers licencing, 4WD, ATV and trailer use Plant, machinery and equipment use Prescribed burning and remote fire fighting WHS and first aid !"#$%&'()'*+,-%&.'",/%&0+12,-'345'6&+2,2, For the second year in a row, rangers enrolled in Certificate IV completed fewer training hours. The three per cent decrease is explained by the relatively higher retention of rangers who have completed Certificate IV, and Certificate IV was not delivered by the Batchelor Institute of Indigenous Tertiary Education (BIITE) in the second half of the year. In June 2018, 12 rangers tried to enrol for this qualification. Only two per cent of all training hours was dedicated to Certificate I level training, which comprised introductory workplace health and safety courses. As the ranger program continues to expand, equitable distribution of training resources is an increasing challenge. Several factors influence how much training different ranger groups complete. There was significant increase in training undertaken by the Warlpiri, Anangu Luritjiku and Anmatyerr groups compared with previous periods. This can be attributed to these groups having a relatively stable workforce and consistent employment of a group coordinator. Higher training participation rates also reflect higher ranger retention rates. Staff turnover places pressure on work programs and requires groups to focus on establishing good work routines before moving into training. This is why the relatively new Angas Downs and Tjakura ranger groups do less training. The Warlpiri, Muru-warinyi Ankkul, North Tanami and Anmatyerr ranger groups have benefited from their workforce stability and high senior ranger capacity. Better planning and logistical capacity has resulted in high training participation rates for these groups. The relatively high expense and other challenges of remote delivery models have limited training opportunities in very remote communities. This explains why the Kaltukatjara Rangers did less training than rangers in less remote groups. The CLC continues to improve training outcomes by working collaboratively with training providers who Figure 19. Ranger mentor activity: visits to ranger groups, 201718 Figure 20. Ranger workplace engagement by type, 201718 35% 26% 39% !"#$%&'!()*&+,-(!.#) /#'0&+%'$)1'$!$#2#'03)4) 56(7)894:); <9)56'#)894= social and health determinants employment abilities/skills program organisation/development 2,531 2,222 1,702
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