Survey of Planners in Local Government in Rural and Regional Victoria

Transcription

1 Survey of Planners in Local Government in Rural and Regional Victoria June 2004 Planning Institute of Australia Victoria Division

2 Appreciation This survey and report was undertaken with the financial support of the Hon John Brumby the Minister for State and Regional Development and funds from Regional Development Victoria s CRISP program. The Planning Institute of Australia (PIA) Victoria Division is grateful for the support of the Minister and the government in undertaking this project. PIA also expresses its appreciation for the advice and support from officers of Regional Development Victoria in particular Ms Anjali Pal, Mr Anthony King and Ms Liz Sinclair. The Planning Institute also wishes to express its appreciation to Ms Clare McArdle from the Department of Victorian Communities and Ms Prue Mansfield of the Department of Sustainability and Environment for their advice. The Planning Institute also acknowledges the support and time of the many Councils and Council officers who assisted with the surveys and follow up discussions. Much of the survey work and preparation of the data was undertaken by an RMIT planning student Ms Jess Keating who provided an outstanding contribution to the successful completion of the project. Trevor Budge President Victorian Division Planning Institute of Australia

3 Contents 1. Preamble The Victorian Survey Summary of Findings of the Victorian Survey Recommendations Rural & Regional Victoria Local Government Planners Survey Geographical Category Rural Fringe Councils Geographical Category Regional City Councils Geographical Category Rural Councils Rural Fringe Councils (6) Regional City Councils (8) Rural Councils (27) Rural Fringe Councils (6) Regional City Councils (8) Rural Councils (26) Survey Results Summary Questions Survey Results Summary PIA Victoria Questions PIA National Survey Report...70 Terms of reference of the National inquiry...70 Process...71 Key findings in respect to rural and regional planners Labour Market Shortage Workplace Stress Education and Training...72 Other specific rural/regional relevant findings...72 Background Research Undertaken for the Project...75 Appendix...89 National PIA Inquiry Recommendations...89

4 Tables Table 1: Constraints To The Ongoing Professional Training Of Staff...5 Table 2: Vacancies For Qualified Planners In The Past...5 Table 3: Vacancies For The Experience Levels...5 Table 4: Why Have There Been Difficulties Filling These Positions?...6 Table 5: What Can the Planning Institute Do To Help Recruit Planners?...6 Table 6: Will The Number Of Planners In The Organization In 5-10 Years:...6 Table 7: What Will The Number of Planners In The Organization Increase By:...6 Table 8: National Inquiry Recommendations Specifically Relating to Rural and Regional Issues...8 Table 9: Surveys Returned From Each Geographical Category...12 Table 10: Constraints To The Ongoing Professional Training Of Staff...13 Table 11: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff...14 Table 12: How Many Qualified Planners Work In the Organization...14 Table 13: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia...14 Table 14: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners...15 Table 15: Methods Used To Recruit Planners...16 Table 16: Vacancies For Qualified Planners In The Past Periods...16 Table 17: Vacancies For The Experience Levels...17 Table 18: Why There Have Been Difficulties Filling These Positions...17 Table 19: Can The Planning Institute Of Australia Help Recruit Planners...17 Table 20: What Can The Planning Institute Do To Help Recruit Planners...18 Table 21: Are There Problems Retaining Qualified Staff...18 Table 22: What Has The Organization Done To Try And Retain Qualified Planning Staff?...18 Table 23: Will The Number Of Planners In The Organization In 5-10 Years:...18 Table 24: What Will The Number Of Planners In The Organization Increase By:...19 Table 25: How Many Planners In The Organization Are:...20 Table 26: Constraints To The Ongoing Professional Training Of Staff...21 Table 27: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff...21 Table 28: How Many Qualified Planners Work In the Organization...22 Table 29: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia...22 Table 302: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners...22 Table 31: Methods Used To Recruit Planners...22 Table 32: Vacancies For Qualified Planners In The Past Periods...23 Table 33: Vacancies For The Experience Level...23 Table 34: Why There Have Been Difficulties Filling These Positions...23 Table 35: Can The Planning Institute Of Australia Help Recruit Planners...24 Table 36: What Can The Planning Institute Do To Help Recruit Planners...24 Table 37: Are There Problems Retaining Qualified Staff...24 Table 38: What Has The Organization Done To Try And Retain Qualified Planning Staff?...25 Table 39: Will The Number Of Planners In The Organization In 5-10 Years:...25 Table 40: What Will The Number Of Planners In The Organization Increase By:...25 Table 41: How Many Planners In The Organization Are:...26 Table 42: Constraints To The Ongoing Professional Training Of Staff...27

5 Table 43: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff...27 Table 44: How Many Qualified Planners Work In the Organization...28 Table 45: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia...28 Table 46: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners...28 Table 47: Methods Used To Recruit Planners...28 Table 48: Vacancies For Qualified Planners In The Past Periods...29 Table 49: Vacancies For The Experience Levels...29 Table 50: Why There Have Been Difficulties Filling These Positions...30 Table 51: Can The Planning Institute Of Australia Help Recruit Planners...30 Table 52: What Can The Planning Institute Do To Help Recruit Planners...30 Table 53: Are There Problems Retaining Qualified Staff...31 Table 54: What Has The Organization Done To Try And Retain Qualified Planning Staff?...31 Table 55: Will The Number Of Planners In The Organization In 5-10 Years:...31 Table 56: What Will The Number Of Planners In The Organization Increase By:...32 Table 57: How Many Planners In The Organization Are:...32 Table 58: Constraints To The Ongoing Professional Training Of Staff...33 Table 59: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff...34 Table 60: How Many Qualified Planners Work In the Organization...34 Table 61: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia...34 Table 62: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners...34 Table 63: Methods Used To Recruit Planners...35 Table 64: Vacancies For Qualified Planners In The Past Periods...35 Table 65: Vacancies For The Experience Levels...36 Table 66: Why There Have Been Difficulties Filling These Positions...36 Table 67: Can The Planning Institute Of Australia Help Recruit Planners...36 Table 68: What Can The Planning Institute Do To Help Recruit Planners...36 Table 69: Are There Problems Retaining Qualified Staff...36 Table 70: What Has The Organization Done To Try And Retain Qualified Planning Staff?...37 Table 71: Will The Number Of Planners In The Organization In 5-10 Years:...37 Table 72: What Will The Number Of Planners In The Organization Increase By:...38 Table 73: How Many Planners In The Organization Are:...38

6 Figures Figure 1 Surveys Returned from Each Geographical Category...12 Figure 2 Constraints to the ongoing Professional Training of Staff...13 Figure 3 Vacancies for Qualified Planners in the Past Periods...16 Figure 4 Why there have been difficulties filling these positions...17 Figure 5 What will happen to the number of Planners in the Organisation in 5-10 years...19 Figure 6 Increase in the number of Planners in the Organisation...20 Figure 7 Constraints to ongoing Professional Training of Staff...21 Figure 8 Vacancies for qualified Planners in the Past Periods...23 Figure 9 Why there have been difficulties filling these positions...24 Figure 10 What will happen to the number of Planners in the Organisation in 5-10 years...25 Figure 11 Increase in the number of Planners in the Organisation...26 Figure 12 Constraints to the ongoing Professional Training of Staff...27 Figure 13 Vacancies for Qualified Planners in the Past Periods...29 Figure 14 Why there have been difficulties filling these positions...30 Figure 15 What will happen to the number of Planners in the Organisation in 5-10 years...31 Figure 16 Increase in the number of Planners in the Organisation...32 Figure 17 Constraints to the ongoing Professional Training of Staff...33 Figure 18 Vacancies for Qualified Planners in the Past Periods...35 Figure 19 What will happen to the number of Planners in the Organisation in 5-10 years...37 Figure 20 Increase in the number of Planners in the Organisation...38

7 1. Preamble The initiative for this survey has been a long standing concern by planners and the Planning Institute that there is a shortage of planners in rural and regional Victoria particularly in local governments, and an inability to attract planners to non-metropolitan Councils and to retain those who are attracted. It has been long recognised that the two PIA accredited undergraduate courses at Melbourne based Universities have attracted a limited number of new graduates who originate from rural Victoria and that this in turn further limits the capacity of rural Councils to attract and retain planners. In 2003 PIA put a proposal to the Minister for State and Regional Development the Hon. John Brumby that the lack of planners and the lack of skilled and experienced planners in rural and regional Victoria are limiting the capacity of the State government to pursue one of its major policy agendas. That policy is a need to grow the economy and population levels in rural and regional Victoria in a sustainable manner. This had been PIA s original proposition to the Minister and was a key element in the Minister funding this survey. The Minister has sought specific strategies to address the issue. In order to both test that proposition and to identify a range of strategies PIA undertook a detailed survey of all local governments in non-metropolitan Victoria. That survey was both a postal survey with follow up in depth telephone interviews. Parallel with the survey undertaken by the Victorian Division survey the national PIA office undertook a national survey in regard to the education and employment of planners. The findings of the National Survey were that the shortage of planners is one of the most critical issues facing the profession and needs to be addressed with a range of strategies. Involvement of a number of partner agencies with PIA is required to ensure a comprehensive approach to the shortage of planners. toxic work places are having a detrimental effect on many planners, the profession and the planning system, particularly for planners in Local Government Development Assessment areas. the planning profession needs to have a much more professional and rigorous approach to Continuing Professional Development; for instance identified skill gaps should be matched with appropriate training. Furthermore, University planning schools should be teaching the skills required for young planners to operate effectively in the workforce. planning and the planning profession generally suffered from a low and sometimes unfavourable media profile. PIA together with partner agencies should work together to improve the perception of the value of planning and the planning profession generally. there are extreme shortages of planners in rural and regional Australia The Victorian survey has confirmed the key findings of the National Survey. However, the more detailed nature of the Victorian survey and its more extensive coverage, in depth questions and 1

8 follow up discussions has enabled a much more comprehensive analysis to be prepared of the causal factors and the likely solutions explicit to rural and regional Victoria. In particular the Victorian survey has found that there is a strong common position across local governments in non-metropolitan Victoria. The survey found that not only is there a shortage of planners in local government but that such a shortage is likely to continue and even worsen unless steps are taken to address the causes. This finding has significant implications for the capacity of the State government to pursue its regional policy agenda. Fundamental causes of the shortage include The limited capacity of Councils to meet the salary levels offered by metropolitan Councils The limited training and staff development opportunities because of distance and cost of access Low levels of entry of students from rural and regional Victoria to undertake undergraduate programs at the two metropolitan Universities offering accredited programs, due to low levels of awareness about planning as a career and the costs for families in supporting university education in Melbourne The continuing need to train and provide for planning assistant positions so as to enable qualified staff to work on planning matters, many of these planning assistants find themselves undertaking the planning duties in the absence of qualified staff. The survey results confirmed the proposition that had been put to the Minister. The inability of local governments in rural and regional Victoria to undertake its statutory obligations is indeed impacting on the capacity of local governments to process development proposals that are designed to deliver sustainable investment and to grow jobs and the population. The overall strategy proposed is designed to address the findings on eight fronts 1. Increase the supply of planners 2. Increase the recruitment of planners from rural and regional areas 3. Provide greater support for planners working in rural and regional Victoria 4. Reduce the administrative workload that burdens planners 5. Target assistance to those Councils under the greatest development pressures 6. Increase the content of programs, courses and subjects that deal with rural and regional planning 7. Increase the capacity of the Department of Sustainability and Environment (DSE) to support planners in rural and regional Victoria 8. Increase access to training and staff development This strategy is to be implemented by a series of specific initiatives that are set out in section 4 Recommendations. 2

9 2. The Victorian Survey The Victorian survey was undertaken using the 24 national PIA survey questions together with an additional 9 questions that related directly to Victoria and State Government policy and a further 9 questions relating to membership and perceptions of PIA Victoria. The names and contact details of both the Chief Executive Officer and the most senior planning professional for all non-metropolitan local government councils were gathered to ensure that the survey when posted would be received directly by the intended person. The surveys and a personally addressed cover letter were posted to all 48 rural and regional councils, with two copies for each, one to the CEO and one to the most senior planning member of staff. Each council was then contacted by phone, and the survey completed either in this manner, or via fax, post or . In order to ensure a maximum response rate a follow up to this process was undertaken. Fo rty one surveys were ultimately processed. The surveys results were collated and analysed. The survey analysis provided the basis for the detailed consideration of a range of recommendations that were developed with the assistance of a steering committee comprising members from relevant Victorian departments. In order to create a comparison over time, an analysis of two pieces of background research was undertaken. The report Professional Development for Planning: A Strategic Framework for Local Government 2000, prepared by PPK Environmental and Infrastructure Pty. Ltd. for the Department of Infrastructure and the Municipal Association of Victoria. This was based on survey data collected by Market Solutions during 1999/2000. Secondly, data was analysed from a survey of local government planning and planning policy over the period that was completed by RMIT University. Planning Institute of Australia 3

10 3. Summary of Findings of the Victorian Survey The findings are detailed in the report. In summary the results embrace eleven critical areas 1. Across local governments in rural and regional areas there is a significant shortage of trained and experienced planners 2. Local governments in rural and regional Victoria are experiencing significant difficulty in recruiting and retaining planners 3. The development of the planning system, community expectations and demands and continuing development boom have all placed a considerable strain on local government planning departments and planners in rural and regional Victoria 4. Lesser conditions exist in some local governments in rural and regional area, there are issues of financial constraints and relativity issues with other staff 5. There is a future need for planners in rural and regional areas which is likely to be unmet if processes are not in place to recruit additional persons to work in local governments in rural and regional areas 6. The number of students from rural and regional Victoria undertaking planning courses is well below their proportional share of the Victorian population and this impacts on the numbers seeking positions in rural and regional areas 7. There is a continuing cost burden for families of students from rural and regional areas to undertake higher education, when the only accredited undergraduate courses are located in Melbourne that is limiting the participation of students from outside Melbourne in these courses. 8. There are generally low levels of knowledge about planning as a career in rural and regional communities 9. Local government planners in rural and regional areas need significant support, many feel isolated, lacking access to; training and staff development opportunities, support networks and courses and further education 10. There is an increasing need greater knowledge of environmental issues and natural resource management strategies for planners to operate in rural areas 11. The lack of skilled and experienced planners is impacting on the capacity of the State to deliver on core policies to grow rural and regional Victoria and to deliver triple bottom line outcomes Key results from the 41 Councils in rural and regional Victoria who responded to the survey. - Is a shortage of experienced planners delaying the processing of planning permit applications by your Council? YES 25 out of 41 Councils - Is the shortage of planners becoming worse? YES 21 out of 41 Councils - Have your Council experienced difficulty recruiting qualified planners over the last two years? YES 31 out of 41 Councils - The Victorian government has a policy to pursue triple bottom line outcomes economic, social and environmental gain. Has a shortage of qualified/experienced planners led to difficulty in ensuring that this policy is implemented? YES 25 out of 41 Councils Planning Institute of Australia 4

11 - The Victorian government has a policy to grow the population of rural and regional Victoria at a rate at least similar to Melbourne. Has a shortage of qualified/experienced planners led to difficulty in ensuring that this policy is implemented? YES 25 out of 41 Councils While these results reflect widespread issues across all Councils the issues were most pronounced in the larger regional centres. These are generally the areas experiencing most development pressure. The capacity to implement State government policy was most severely being inhibited in the larger population centres and the metro rural fringe area. Key survey results are set out in the following summary tables. Table 1: Constraints To The Ongoing Professional Training Of Staff Q6 No. % Accessibility to training Time away from office Prohibitive costs Lack of appropriate training courses Lack of in-house resources Management not accepting that some courses are relevant Commitment to time Table 2: Vacancies For Qualified Planners In The Past Q12 No. % 0-6 Months Months Months Months Table 3: Vacancies For The Experience Levels Q13 No. % Planning Graduates Planners Senior Planners Planning Managers Planning Institute of Australia 5

12 Table 4: Why Have There Been Difficulties Filling These Positions? Q15 No. % Poor response to advertisements Lack of appropriate skills Non-competitive salaries Reluctance to relocate Table 5: What Can the Planning Institute Do To Help Recruit Planners? Q16a No. % Promote regional planning and promote planning to young people Run regional planning graduate day to discuss opportunities 1 5 Lobby state government to include planning in secondary school curriculum 1 5 Encourage broadening professions to embrace all perspectives 1 5 Planning news should make provision for job vacancies 1 5 Promotion of local government planners 1 5 Recognize other qualifications as appropriate for a planner 1 5 Lobby universities to have more university spots 1 5 Table 6: Will The Number Of Planners In The Organization In 5-10 Years: Q22 No. % Decrease 0 0 Stay the same Increase Table 7: What Will The Number of Planners In The Organization Increase By: Q22 Frequency % Planning Institute of Australia 6

13 4. Recommendations The Victorian Division of the Planning Institute of Australia has prepared a detailed set of recommendations that directly respond to the findings of the survey which it has been undertaken. The recommendations in part are designed to build upon the recommendations of the PIA national survey and they generally reinforce those that particularly relate to planners in rural and regional areas. The recommendations also recognize that the Minister for State and Regional Development funded the survey through Regional Development Victoria. A shortage of planners in the local governments across rural and regional Victoria is likely to impact on the capacity of the State Government to implement its regional development agenda of growing rural and regional Victoria in terms of jobs, investment and population with a whole of government policy of pursuing triple bottom line outcomes. The findings clearly have implications for other bodies and organisations. These include the Department of Sustainability and Environment as the government department responsible for the administration of planning across the State, the Local Government Office, the Municipal Association of Victoria, the local governments in rural and regional Victoria and of course the Planning Institute at both the national and Victorian division level. The recommendations have been framed in such a manner as to provide a vehicle for the State government across a number of portfolio responsibilities in partnership with local governments and the planning profession to comprehensively tackle a series of endemic problems that are impacting on rural and regional Victoria. Much of rural and regional Victoria is experiencing an unprecedented boom. Councils are under enormous pressure to support and facilitate well planned and sustainable development. Government is seeking to promote and support investment in rural and regional Victoria and grow the population base. Rural and regional Councils are experiencing great difficulty in recruiting and retaining skilled and experienced planners. Administrative capacities within Councils are stretched. School leavers and their families from rural and regional Victoria experience financial hardships in attending higher education courses in Melbourne. There is a low level of awareness of planning as a well paid rewarding career with substantial job opportunities in rural and regional Victoria. It is with the need to address this range of matters that a comprehensive set of recommendations have been deliberately framed and are commended to the relevant organisations. Recommendations 1. That this report prepared from the Victorian survey and its recommendation and actions is forwarded to the Minister for State and Regional Development and other relevant organisations, and that the Minister is requested to meet with the representatives from the Victorian Division and other relevant organizations to discuss the report and identify how the recommendations can be implemented. Planning Institute of Australia 7

14 2. That the Victorian Division of PIA endorses the recommendations and actions of the National Inquiry into Planning Employment and Education relating to rural and regional areas; specifically Table 8: National Inquiry Recommendations Specifically Relating to Rural and Regional Issues Key Recommendation Action Responsibility Timeframe Offer programs at University planning schools for students from specific target groups including indigenous Australians, rural/regional communities and from States/Territories that do not have planning courses. Require rural/regional planning to be part of undergraduate training and encourage work experience in rural/regional areas Contact and work with University Planning Schools, Deans & through AVCC Hon Education Convenor November 2004 State and Local Governments find innovative ways to maximize planning resources including sharing or pooling planners in rural and regional Australia where there is an identified shortage Contact State and Local Governments to discuss issues Education and Employment Officer January 2005 Encourage rural and regional Councils to provide financial support to planning students from their communities Prepare joint action plan with ALGA Education and Employment Officer July 2004 Establish a free central register of links (on PIA s web site) of available courses for planning assistants and courses available for experienced planners, particularly those working in rural/regional areas Investigate proposal for page on PIA web-site Education and Employment Officer September That the Victorian Division provide a copy of the recommendations and actions from the Victorian Division Survey to the National PIA Council and urge action on all recommendations where relevant to the roles and responsibilities of National PIA. 4. That the report and its recommendations be forwarded to the Minister for Planning, the Minister for Local Government and the Secretaries of the Departments of Sustainability and Environment, the office of Local Government, and the Municipal Association of Victoria seeking support and assistance in their implementation. Planning Institute of Australia 8

15 5. That the Board of the Victorian Division of PIA identify the actions that the Board and the Victorian Division need to initiate to implement the reports findings and recommendations and that the Board prepare and implement an action plan. 6. That the State Government through the Minister for State and Regional Development and Regional Development Victoria, in partnership with local governments or groups of local governments, initiate cadetships to enable school leavers from rural and regional communities to undertake accredited planning courses and to have part-time paid employment in local governments in semester breaks. That the Department of Sustainability and Environment also initiate cadetship positions in their non-metropolitan regional offices. This recommendation is further detailed in a section following the list of recommendations. 7. That the State Government through the Minister for State and Regional Development and Regional Development Victoria, in partnership with local governments or groups of local governments, initiate traineeships for planning assistant positions. This recommendation is further detailed in a section following the list of recommendations. 8. That the PIA Victoria Division work with DSE regional offices and their Managers of Planning, together with selected local governments and groups of local governments to initiate actions designed to - Raise the profile and reputation of planners in rural and regional local governments - Enhance the level of training and staff development programs available for planners in rural and regional local governments - Develop provide and support a mentoring program for planners in rural and regional areas - Develop regional groupings of local government planners as part of the PIA Local Government Network so as to address the report s recommendations. - Investigate means to reduce the administrative tasks associated with planning. 9. That the Victorian Division of P.I.A. work with Universities providing planning programs to - increase the recognition of the needs of planners in rural and regional areas, - increase the provision of programs that are delivered so as to provide opportunities for increased participation by students from rural and regional Victoria and for persons working in rural and regional Victoria to undertake part-time under graduate and post graduate programs relevant to their needs - increase the range and content of programs and courses directly relevant to the needs of local governments and communities in rural and regional Victoria. 10. That the Victorian Division of PIA present the findings and recommendations of this report to the Minister for Planning s Roundtable on Planning Education and Training chaired by Mr. Brian Howe to ensure that relevant actions are taken by the organizations represented at that forum. 11. That the Victorian Division of PIA work with the relevant schools of Universities offering planning programs and the Minister for Education to support an increased allocation of undergraduate student places in planning courses. 12. That the Victorian Division of PIA increase its efforts and programs in conjunction with relevant Universities to ensure that secondary students in rural and regional areas have Planning Institute of Australia 9

16 much greater awareness of planning as a career and the opportunities that are available for employment. 13. That the PIA Victoria works with the relevant government authorities and departments to prepare a case for targeted skilled migration to assist in overcoming the shortage of planners in rural and regional Victoria. 14. That the Victorian Division of PIA present the findings and recommendations to relevant meetings of the MAV, groups of Councils, and the planning Managers of DSE regional offices. 15. That Victorian Division of PIA ensure that the findings and recommendations of the survey be suitably publicized in the relevant media. Details for Recommendations 6 and 7 -proposed cadetships and traineeships. In order to develop the feasibility of recommendations 6 and 7 PIA undertook a telephone survey of 21 rural and regional Councils as to whether they would be prepared to financially support a system of cadetships and traineeships on the basis that the government would provide funding for one quarter of the costs and local government three quarters. Eighteen of the 21 Councils contacted supported the concept some on the basis that they would share positions with other Councils. These two recommendations have been further detailed as below. Recommendation 6 The State government through Regional Development Victoria would provide funds of $15,000 in 2005/2006 and in each of three subsequent years - a total amount of $60,000 over four years. These funds would be allocated to the Victorian Division of PIA to administer and allocate to rural and regional local governments for the establishment of five planner cadetship positions ($3000 each per year) for school leavers from rural and regional Victoria who enrol in an accredited four year undergraduate University planning course commencing in The positions and funds would be allocated to participating local governments (or groups of local governments) who enter into an agreement to employ the cadets for a period of at least 12 weeks during the semester break and contribute a sum of at least $9000 per annum for four years to match the government contribution to enable the cadet to receive a salary while they are undertaking supervised work experience. The selection of local governments to participate in the program would be based on a commitment to support the scheme, documentation of the difficulty in recruiting and retaining planners, the increase in development applications and the need for strategic planning work. In allocating cadetships PIA would be advised by the relevant DSE regional offices and the Municipal Association of Victoria. The program would be reviewed each year to assess its effectiveness including determining whether additional cadetships could be allocated and funded. In order to be eligible for the receipt of a cadetship a student would be required to have completed Year 12 at a secondary college outside of the metropolitan area and have a permanent family home address outside of the metropolitan area, enrol in an approved program, and agree to undertake 12 weeks work experience per year in the nominating local government. On going funding of the cadetship would be dependent on satisfactory progress in their course. Planning Institute of Australia 10

17 That the Minister for Planning and the Department of Sustainability and Environment support a program of regional cadetships by fully funding 5 cadetships commencing in 2005/06, one based in each of the Department s five non-metropolitan regional offices and selected on a similar basis to the cadetships to be established under the program to be funded by Regional Development Victoria. The total annual cost of these positions would be 5 x $12,000. These cadetship positions could be utilised to supplement planning needs in municipalities within the relevant DSE region on the basis of the respective Councils reimbursing relevant costs. Recommendation 7 The State government through Regional Development Victoria provide funds of $25,000 in 2005/2006 and in each of three subsequent years - a total amount of $100,000 over four years. These funds would be allocated to the Victorian Division of PIA to administer and allocate to rural and regional local governments for the establishment of five new planning assistant traineeship positions ($5,000 each per year) for participating local governments (or groups of local governments) who enter into an agreement to establish new planning assistant positions and contribute the balance of their salary per annum for four years to match the government contribution. The selection of local governments to participate in the program would be based on a commitment to support the scheme, documentation of the difficulty in recruiting and retaining planners, the increase in development applications and the need for strategic planning work. In allocating traineeships PIA would be advised by the relevant DSE regional offices and the Municipal Association of Victoria. The program would be reviewed each year to assess its effectiveness including determining whether additional traineeships could be allocated and funded. On going funding of the traineeship would be dependent on satisfactory progress.. In relation to these two recommendations it should be noted that The National Council of the Planning Institute of Australia has resolved To lend its strong support to these initiatives which are consistent with the recommendations of the National Inquiry into Planning Employment and Education That the National President will sign a letter of support to the Victorian Division and to the Victorian Minister for Regional Development and to the Victorian Minister for Planning. Planning Institute of Australia 11

18 5. Rural & Regional Victoria Local Government Planners Survey The Victorian survey was coordinated with a nation wide survey of planners undertaken by the PIA national office. In addition to the standard 24 questions that were constructed and coordinated as a nation wide survey to all local governments by PIA, the Victorian survey also contained two additional sets of 9 questions (18 in total), the first primarily relating to current State Government planning and regional development policy and issues, and the second focusing directly on perceptions and membership of PIA Victoria. These were included in order to gain a more accurate and precise picture of the current Victorian situation. Survey Results The following results relate to the main body of the survey (questions 1-24) that were sent nationally, these are the Victorian results for specified questions only. The first section of results relates to all of the 41 respondent councils: Table 9: Surveys Returned From Each Geographical Category Q1 Number of Surveys Returned Regional City Rural Fringe Councils Rural Councils Councils No. % No. % No. % Total Numbers of Surveys = 41 Figure 1 Surveys Returned from Each Geographical Category Figure 1: Surveys Returned From Each Geographical Category Rural Fringe Councils Regional City Councils Rural Councils Planning Institute of Australia 12

19 Table 10: Constraints To The Ongoing Professional Training Of Staff Q6 No. % Accessibility to training Time away from office Prohibitive costs Lack of appropriate training courses Lack of in-house resources Management not accepting that some course are relevant Commitment to time Figure 2 Constraints to the ongoing Professional Training of Staff Figure 2: Constraints To The Ongoing Professional Training Of Staff Accessibility to training 0.80% 0.80% Time away from office 16% 0.80% 32.80% Prohibitive costs Lack of appropriate training courses 17.60% Lack of in-house resources 31.10% Management not accepting that some courses are relevant Commitment to time Planning Institute of Australia 13

20 Table 11: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff Q7 No. % Specific training e.g.: coastal & strategic regional planning Regional workshops/seminars Understanding plans and elevations Assist councils with costs More focused training i.e. care planning tasks Short courses Achieve off campus development Encourage scholarships to encourage students to become planners s Inter-agency training Working with universities to have long distance courses Trained planner to visit to update and inform Table 12: How Many Qualified Planners Work In the Organization Q8 Frequency % Total Number= 133 Table 13: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia Q9 No. % Planning Institute of Australia 14

21 Table 14: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners Q8/9 Total Qualified Planners Total Members of PIA Figure % Planning Institute of Australia 15

22 Table 15: Methods Used To Recruit Planners Q11 No. % Newspaper advertising Internet advertising Personal contacts Headhunting Recruitment specialists Local Government Job Guide Traineeship PIA web based Employment Service Secondments University Table 16: Vacancies For Qualified Planners In The Past Periods Q12 No. % 0-6 Months Months Months Months Figure 3 Vacancies for Qualified Planners in the Past Periods Figure 3: Vacancies For Qualified Planners In The Past Periods 23.60% 21.80% 0.6 Months 6-12 Months Months Months 23% 31.50% Planning Institute of Australia 16

23 Table 17: Vacancies For The Experience Levels Q13 No. % Planning Graduates Planners Senior Planners Planning Managers Table 18: Why There Have Been Difficulties Filling These Positions Q15 No. % Poor response to advertisement Lack of appropriate skills Non-competitive salaries Reluctance to relocate Figure 4 Why there have been difficulties filling these positions Figure 4: Why There Have Been Difficulties Filling These Positions 27.20% 38.30% Poor Response to Advertisement Lack of Appropriate Skills Non-competitive Salaries 13.60% Reluctance to Relocate 21% Table 19: Can The Planning Institute Of Australia Help Recruit Planners Q16 No. % No Yes Planning Institute of Australia 17

24 Table 20: What Can The Planning Institute Do To Help Recruit Planners Q16a No. % Promote regional planning and promote planning to young people Run regional planning graduate day to discuss opportunities 1 5 Lobby state government to include planning in secondary school curriculum 1 5 Encourage broadening professions to embrace all perspectives 1 5 Planning news should make provision for job vacancies 1 5 Promotion of local government planners 1 5 Recognize other qualifications as appropriate for a planner 1 5 Lobby universities to have more university spots 1 5 Table 21: Are There Problems Retaining Qualified Staff Q20 No. % No Yes Table 22: What Has The Organization Done To Try And Retain Qualified Planning Staff? Q21 No. % More pay, improved working conditions and training Administration and RDO's Increased recognition, support and feedback Existing staff work harder and longer Employed planners on a contract basis Great GIS tool and good office environment Generous remuneration and study leave Offer annualised salaries Providing interesting strategic projects to balance duties Table 23: Will The Number Of Planners In The Organization In 5-10 Years: Q22 No. % Decrease 0 0 Stay the same Increase Planning Institute of Australia 18

25 Figure 5 What will happen to the number of Planners in the Organisation in 5-10 years Figure 5: What Will Happen To The Number Of Planners In The Organization In 5-10 Years 0% 17.5% Decrease Stay The Same Increase 82.5% Table 24: What Will The Number Of Planners In The Organization Increase By: Q22 Frequency % Total Increase of 91 Planning Institute of Australia 19

26 Figure 6 Increase in the number of Planners in the Organisation Figure 6: Increase In The Number Of Planners In The Organization 10.4% 2.1% 25% Increse By 1 Increase By 2 Increase By 3 Increase By % Table 25: How Many Planners In The Organization Are: Q23 No. % Full time Part time Contract Work from home Planning Institute of Australia 20

27 6. Geographical Category Rural Fringe Councils The second section of responses relates specifically to the 6 respondent rural fringe councils, as classified using the RMIT classification system: Table 26: Constraints To The Ongoing Professional Training Of Staff Q6 No. % Accessibility to training Time away from office Prohibitive costs Lack of appropriate training courses Figure 7 Constraints to ongoing Professional Training of Staff Figure 7: Constraints To Ongoing Professional Training Of Staff 16.70% 33.30% Accessibility to training 16.70% Time away from office Prohibitive costs Lack of appropriate training courses 33.30% Table 27: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff Q7 No. % Specific training e.g.: coastal & strategic regional planning Understanding plans and elevations Planning Institute of Australia 21

28 Table 28: How Many Qualified Planners Work In the Organization Q8 Frequency % Total Number= 35 Table 29: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia Q9 No. % Total Number= 37 Table 302: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners Q8/9 Total Qualified Planners Total Members of PIA Figure % Table 31: Methods Used To Recruit Planners Q11 No. % Local Government Job Guide Personal contacts Internet advertising Traineeship Newspaper advertising Headhunting Recruitment specialists PIA web based Employment Service Secondments University Planning Institute of Australia 22

29 Table 32: Vacancies For Qualified Planners In The Past Periods Q12 No. % 0-6 Months Months Months Months Figure 8 Vacancies for qualified Planners in the Past Periods Figure 8: Vacancies For Qualified Planners In The Past Periods 30.20% 17.80% 20.50% 0-6 Months 6-12 Months Months Months 31.50% Table 33: Vacancies For The Experience Level Q13 No. % Planning Graduates Planners Senior Planners Planning Managers Table 34: Why There Have Been Difficulties Filling These Positions Q15 No. % Poor response to advertisement 6 40 Reluctance to relocate Lack of appropriate skills 3 20 Non-competitive salaries Planning Institute of Australia 23

30 Figure 9 Why there have been difficulties filling these positions Figure 9: Why There Have Been Difficulties Filling These Positions 6.70% 20% 40% Poor response to advertisement Reluctance to relocate Lack of appropriate skills Non-competitive salaries 33.30% Table 35: Can The Planning Institute Of Australia Help Recruit Planners Q16 No. % No Yes Table 36: What Can The Planning Institute Do To Help Recruit Planners Q16a No. % Promote regional planning and promote planning to young people 3 60 Run regional planning graduate day to discuss opportunities 1 20 Lobby state government to include planning in secondary school curriculum 1 20 Table 37: Are There Problems Retaining Qualified Staff Q20 No. % No Yes Planning Institute of Australia 24

31 Table 38: What Has The Organization Done To Try And Retain Qualified Planning Staff? Q21 No. % More pay, improved working conditions and training Increased recognition, support and feedback Table 39: Will The Number Of Planners In The Organization In 5-10 Years: Q22 No. % Stay the same Increase Figure 10 What will happen to the number of Planners in the Organisation in 5-10 years Figure 10: What Will Happen To The Number Of Planners In The Organisaion in 5-10 Years 16.70% Stay the same Increase 83.30% Table 40: What Will The Number Of Planners In The Organization Increase By: Q22 Frequency % Total Increase of 11 Planning Institute of Australia 25

32 Figure 11 Increase in the number of Planners in the Organisation Figure 11: Increase In The Number Of Planners In The Organisation 20% 40% Increase By 1 Increase By 2 Increase By 3 40% Table 41: How Many Planners In The Organization Are: Q23 No. % Full time Part time Contract Work from home Planning Institute of Australia 26

33 7. Geographical Category Regional City Councils The second section of responses relates specifically to the 8 respondent regional city councils, as classified using the RMIT classification system: Table 42: Constraints To The Ongoing Professional Training Of Staff Q6 No. % Accessibility to training Time away from office Lack of appropriate training courses Prohibitive costs Lack of in-house resources Figure 12 Constraints to the ongoing Professional Training of Staff Figure 12: Constraints To The Ongoing Professional Training Of Staff 3.80% 11.50% 30.80% Accessibility to training Time away from office 23.10% Lack of appropriate training courses Prohibitive costs Lack of in-house resources 30.80% Table 43: Aid the Planning Institute of Australia Could Undertake To Help With The Professional Development Of Staff Q7 No. % Specific training e.g.: coastal & strategic regional planning Regional workshops/seminars Short courses Trained planner to visit to update and inform Planning Institute of Australia 27

34 Table 44: How Many Qualified Planners Work In the Organization Q8 Frequency % Total Number= 30 Table 45: Number Of Planners In The Organization Who Are Members Of Planning Institute Of Australia Q9 No. % Total Number= 11 Table 46: Members Of The Planning Institute Of Australia As A Percentage Of Qualified Planners Q8/9 Total Qualified Planners Total Members of PIA Figure % Table 47: Methods Used To Recruit Planners Q11 No. % Newspaper advertising Personal Contacts Internet advertising Headhunting Recruitment specialists PIA web based employment service Traineeship Local Government Job Guide 2 6 Secondments 1 3 Planning Institute of Australia 28

35 Table 48: Vacancies For Qualified Planners In The Past Periods Q12 No. % 0-6 Months Months Months Months Figure 13 Vacancies for Qualified Planners in the Past Periods Figure 13: Vacancies For Qualified Planners In The Past Periods 14.90% 29.60% 25.90% 0-6 Months 6-12 Months Months Months 29.60% Table 49: Vacancies For The Experience Levels Q13 No. % Planning Graduates 4 20 Planners 6 30 Senior Planners 8 40 Planning Managers 2 10 Planning Institute of Australia 29