Children Services (Para-Professional)
Apprenticeship and traineeship details
Please refer to the Declaration Policy for the requirements relating to apprenticeships and traineeships.
Children's Services Para-Professionals plan, implement and support programs that provide for individual development of children and babies in their care. These workers supervise Carers and Assistants in the delivery of these programs.
On completion of this apprenticeship the worker will be eligible to be employed in the following roles:
- Group Leader in long day care or occasional care centre
- Assistant Director in long day care or occasional care centres
- Co-ordinator of a school-age care service, or
- Co-ordinator in a family day care scheme.
Australian Standard Classification of Occupations:
CHILDREN'S CARE WORKERS
CHILD CARE WORKER
- Casual NOT PERMITTED in Queensland
The lodgment of a second training contract where one of the training contracts is full-time will be reviewed by the Department to determine if each of the parties to each training contract can meet their obligations. There must be a clear separation between the training and employment requirements for each training contract and must not be replicated through the one occupation only.
Minimum of 15 hours per week over each 4 week period throughout duration of apprenticeship/traineeship.
School-based arrangements are not recommended at this qualification level. Prior to signing a training contract it is recommended that you contact the department to discuss other available options. While there is no restriction, the Certificate III in Community Services is more appropriate for school-based trainees.
7.5 hours per week of paid employment. This may be averaged over a 3 month period.
Over the period of a year, the employer must provide at a minimum the equivalent of 375 hours (50 days).
Apprentices/trainees with a disability are entitled to work less than 15 hours per week when averaged over a 4 week cycle. They must be a holder of a disability pension and Pension concession card to be approved.
Other requirements for school-based:
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT provided there are exceptional circumstances warranting consideration and all other entry requirements are met, including being of an age where it is legal to undertake paid employment.
Before a student not in years 10, 11 or 12 commences a SAT, a business case supporting the arrangements must be provided to and approved by the Department of Employment, Small Business and Training (DESBT).
Delivery of training to school-based apprentices
Limits have been imposed on the amount of institutional training which may be delivered to school-based apprentices, based on the nominal term of a full time training contract. The limit for this apprenticeship in a school-based mode is a maximum of 33.3% of the competencies.
Apprenticeship Probation/Duration Details:
All apprenticeships have a nominal term - this is the timeframe that is on the Apprenticeship training contract. Some apprenticeships also have an Expected Duration. The Expected Duration is the amount of time that it's reasonably expected someone could become competent and complete their Apprenticeship. Apprentice's Training Plans are developed using the Expected Duration timeframe rather than the contract's nominal term.
|Mode||Start Date||End Date||Probation Period (days)||Nominal Term (months)||Expected Duration (months)|
Minimum education standard:
Minimum entry age:
The Child Employment Act states that the minimum age for apprentices and trainees is 13 years of age, unless otherwise stated.
The majority of Diploma level qualifications and above require the person to be in a supervisory role within the workplace or have significant experience in the designated occupation.
As a general rule, only Australian citizens and New Zealand citizens who have entered Australia on a valid passport have unrestricted rights to employment in Australia.
Visa holders may engage in apprenticeships or traineeships provided their work rights allows this, based on information and advice provided by the Department of Immigration and Border Protection.
Please refer to the Declaration policy, table 16 for the requirements on supervision.
Modified supervision arrangements available: NO
Employers are required to provide, or arrange to provide the facilities, range of work, supervision and training as detailed in the training plan.
Qualified person for apprenticeships
1. A person who has satisfactorily completed an apprenticeship in the apprentice's calling in Australia, and is the holder of a completion certificate issued under an Act, or
2. A person who holds a certificate of recognition issued under an Australian Act, certifying the person has the necessary skills and knowledge in the calling, or
3. An Australian tradesperson in the apprentice's calling, as defined under a specific industrial instrument, or
4. A New Zealand tradesperson in the apprentice's calling who's occupation may be recognised under the Trans-Tasman Mutual Recognition (Queensland) Act 2003, or
5. A person who holds a tradesperson's certificate or certificate of recognition as a recognised tradesperson issued under the Tradespersons’ Rights Regulation Act 1946 in the apprenticeship calling, or
6. A person who holds a relevant qualification in the apprenticeship calling, or
7. A person individually, or persons collectively, who has/have documented competence (i.e. a testamur/qualification and associated record of results or a statement of attainment as recognised under the Australian Qualifications Framework, achieved through an RPL or training pathway) in all the competencies the employer is required to provide training for under the apprentice's training plan.
And, where a licence to practice the calling is required, the qualified person holds a current licence.
While there is no set ratio required for the number of supervisors to apprentices or trainees it is generally accepted for apprenticeships there is one supervisor to each apprentice, this may be relaxed as an apprentice gains skills and experience or where an apprentice commences with existing skills and experience.
Adequate supervision of apprentices and trainees cannot solely be provided from an offsite location by electronic means. Electronic means include, but are not limited to, telephones, radios and webcams.
The level of supervision will normally range between direct, general and broad as per the below guidelines:
- Direct - Close monitoring of work ensuring understanding and identifying potential risks and/or hazards
- General - Occasional monitoring to ensure progress is occurring
- Broad - Quality checking of completed tasks.
Licensing requirements - The Education and Care Services National Regulations 2011 stipulates the minimum national educator-to-child ratios which must be maintained at all times, based on the ages and number of children being educated and cared for at the service. The child care industry is also regulated by the requirements of the Commission for Children and Young People and Child Guardian Act 2000.
Section 120 of the National Regulations requires the approved provider of a centre-based service must ensure that any educator at the service who is under 18 years of age:
(a) does not work alone at the service; and
(b) is adequately supervised at all times by an educator who has attained the age of 18 years.
Credits taken off nominal term:
Graduates of a Certificate III level child care institutional course who commence an apprenticeship will receive 6 months credit off the nominal duration. Graduates of a Certificate III level child care traineeship who commence an apprenticeship will receive 12 months credit off the nominal duration.
Qld declaration date:
Diploma of Early Childhood Education and Care
Click here for more details
CHC - Community Services Training Package - CHC
Queensland User Choice program funding details
The Queensland User Choice program funds Skills Assure suppliers (RTOs) for the provision
of services to eligible apprentices and trainees.
For more information, please visit User Choice in Queensland.
Funded under the User Choice Program:
Full Price - Priority Population Groups:
Queensland Government Contribution - All Other Students including SATs:
Number of funded units of competency:
- Note that Queensland Government Contribution may be the same as Full Price, depending on qualification priority and thin market status
Funding not available for new commencements from:
User Choice Training Catalogue Item:
DELTA Qualification ID:
Industry training group:
Community Services - Childcare
Industrial relations details
Since 1 January 2010, all private sector employers and employees in Queensland, including apprentices and trainees,
have their wages and conditions of employment covered by the Fair Work Act 2009 and modern awards. This legislation
is administered by the Commonwealth Government Fair Work Ombudsman's office.
Apprentices and trainees are considered employees and may receive entitlements the same as other employees such as: annual leave, sick leave, public holidays, superannuation, workers compensation and allowances. Apprentices and trainees must also receive a pay slip to cover full details of the pay for each pay period. Pay slips have to be given to an employee (including apprentices and trainees) within 1 working day of pay day and be either in electronic form or paper hard copy.
Parties should make enquiries with the Fair Work Ombudsman on Ph: 13 13 94 or at http://www.fairwork.gov.au to determine the correct industrial instrument and entitlements.
When employment is ceasing the employer or the employee (apprentice/trainee) must provide the appropriate notice periods as per the relevant award or registered workplace agreement. A notice period is the length of time that an employer or employee (apprentice/trainee) has to give to end employment. Additional information about notice periods can be found at: http://www.fairwork.gov.au/ending-employment/notice-and-final-pay.
Unfair dismissal is when an employee (apprentice/trainee) is dismissed from their job in a harsh, unjust or unreasonable manner. Additional information about unfair dismissal can be found at: http://www.fairwork.gov.au/ending-employment/unfair-dismissal.
Public sector and local government workers in Queensland remain under the state industrial relations system. Additional information about wages and conditions of employment for employees (apprentices/trainees employed by state or local government) can be found at: https://www.forgov.qld.gov.au/pay-awards-and-agreements.