Below is a list of links to projects which are currently in delivery, under development or recently completed. Where a project shows text as bold green, this indicates a link to further information of a report etc. Just click the link to open another window with that information.
In Delivery
Residential and Group Training (Phase 2) – A pilot to test the viability of the Residential and Group Training (RGT) model developed in Phase 1. RGT is a a potential new delivery model for vocational education delivery for the Food and Fibre sector. It sets out the elements of a model involving a sequenced combination of residential training and workplace learning, coordinated and supported through a group training arrangement.
FF Leadership System Research Project (Stage 1) – Designing and adopting a food and fibre leadership framework with supporting system(s), which would provide a set of success criteria that other projects would use to meet the current and future needs of New Zealand’s food and fibre sector.
Attraction and Retention Research Project – An analysis of attraction initiatives and why they haven’t all been as successful as expected and a look into opportunities to improve retention across the food and fibre sector.
Food and Fibre Degree-level Apprenticeship Framework – The development of a framework by which degree programmes can be delivered as an apprenticeship (i.e. work-based learning) across the food and fibre sector.
Training and Career Framework for the FF Sector – The vision for this project is to create a Framework that identifies the career pathways and how they are aligned to programmes of study, using both proven and emerging good and innovative practice that can be scaled nationally, in a consistent manner, using various delivery methods.
Non-Formal and Informal Learning in the Food and Fibre Sector – Three parallel education and training systems exist within New Zealand’s Food and Fibre Sector: formal learning providing by vocational education providers; non-formal learning provided by a range of stakeholders, such as industry bodies, but which are not recognised by NZQA; and informal learning acquired “on the job.” While formal learning is typically seen as the most appropriate way to demonstrate a specific level of knowledge and/or practical competency in a specified subject area, not all employees in the Food and Fibre Sector hold a formal qualification – nor are they necessarily interested in attaining one. On the other hand, non-formal and informal learning are widespread but their “face value” can be unpredictable and lead to challenges when learners change employers or industry or seek to obtain recognition of prior learning with the goal of engaging in formal qualifications. This project proposes a two-phase approach to evaluating the value proposition of integrating these learning systems; and gaining clarity on how it may be possible (if and where deemed valuable).
Forestry Trainers and Assessors Research Project – While many forestry and wood processing companies express concerns about the lack of trainers and assessors when needed, others have no such concerns. Discussion on this topic had, until recently, failed to access funds to determine what the reality was across the sector. This project seeks to define the current reality across the forestry and wood processing industries.
Akongoue Pasifika Horticulture Programme Evaluation – As a collaboration between the Tongan Youth Trust, the New Zealand Sports Turf Institute, the Ministry of Business, Innovation and Employment and the Ministry for Primary Industries, the Akongoue Pasifika Horticulture Programme currently runs across seven secondary schools in Auckland with high engagement among the Tongan community. With a strong pastoral care element and a vision to guide learners through a career in horticulture, the Food and Fibre CoVE, along with the Ministry of Education and the Ministry of Business, Innovation and Employment are co-funding an evaluation of the programme. The project will measure the impact of the programme on its participants, their communities and stakeholders, to ascertain its viability to continue running in the medium term.
Ngawha Innovation and Enterprise Park – The purpose of this project is to identify and understand the model the Ngawha Innovation Hub (Northland) has designed and implemented. This will add to the CoVE’s understanding of what good practice for a collaborative Hub looks like and may help inform current and future projects.
Virtual Reality, Artificial Intelligence Technology Training (Pilot) – This project will use VR/AI technologies to confirm they can provide smarter, faster and safer ways to train workers than traditional approaches.
Under Development
Te Ao Māori Integration into Māori Cadetships (Phase 2) – A research project, run in parallel to a pilot cadetship programme into which Te Ao Māori protocols have been integrated, to investigate and report on the difference those protocols make to Māori learners compared to study programmes which do not follow Te Ao Māori protocols.
Quality Marking Employers – A research project aimed at answering the following questions: What is a quality employer? What are the criteria for a quality employer? How do we identify and/or develop quality employers? How do we reward quality employers?
Understanding Evidence Collection in the 21st Century – A research project to examine what evidence is used in assessments and whether this evidence and it’s collection methods are still relevant in the 21st Century
Completed Projects
Hawkes Bay RSLG Actions – Assisting the HB RSLG through delivering the research for three initiatives:
- Completing a stocktake of regional pre-employment programmes, including their scope of delivery and outcomes
- Developing and analysing national and international evidence to inform the establishment of a co-lab Hub
- Conducting a national and international literature search on best practices in regional needs analysis
Four artefacts have been produced:
- A Literature Review of Co-lab hubs which shows that, in general, Hubs are viewed as a successful model for connecting job seekers, and young people to employers and do lead to career opportunities,
- A review of Best Practice in Regional Needs Analysis which provides an overview of workforce planning methodologies around the world, and the labour market interventions arising from them.
- A Pivot Table which, when opened in MS Excel, allows a filtered view of Hawkes Bay Pre-employment Programmes, and
- A PDF report on recent Official Information Act Responses from TEC on Gateway Fund Provision.
Apprenticeships in the Food and Fibre Sector – To become an apprentice in the NZA scheme, you must be 16 years or older, employed in the industry you are training for and enrolled in a qualification leading to a level 4 New Zealand Qualification. A mandatory training agreement between the apprentice, employer and the tertiary provider managing the apprenticeship outlines the training and support requirements. The responsibilities of all parties are outlined in the Code of Good Practice for New Zealand Apprenticeships and include fundamental principles of good practice. This Code is currently under review to provide an updated version for 2023 and beyond. This April 2023 paper proposes an alternative model WDCs become custodians of apprenticeships on behalf of industry.
Tupu Case Study – The Tupu Programme was developed by the Te Hiku o Te Ika Iwi Development Trust to trial a local workforce development solution for the horticulture industry in Northland. The programme was learner and industry-led, locally designed and delivered, regionally supported and centrally enabled. This research project investigated the methods used by which allowed the programme to achieve outstanding results in just months of them starting it.
Te Ao Māori Integration into the Level 3 Māori Cadetship Programme (Phase One) – Post-COVID there has been an increase in cadet and workforce programmes. The dominant existing ones are either focused on first-time learners at Level 1-2 or on employment outcomes. Phase 1 of this project sought to define what Te Ao Māori would look like for a vocational education and training programme (based on a future pilot using a level 3 Māori cadetship programme in the Bay of Plenty). This phase was completed in September 2022.