Planners for Tomorrow: Challenges and the Way Ahead. Sue Holliday, Chair

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1 Planners for Tomorrow: Challenges and the Way Ahead Sue Holliday, Chair

2 Introduction Implementation phase of the National Inquiry is underway National Committee has been established to oversee the Implementation Many actions well underway, others still progressing But are we up to the challenge of dealing with changes we are experiencing?

3 Changes: challenges for the profession National Skill Shortage - Planners remain in short supply Ageing Population impacts on the workforce and settlement patterns Growing Communities especially in major cities and coastal/sea change communities Specialized Planning Issues in Rural/Regional Communities such as environmental and economic development Profile of Planners how we are viewed by the community & decision makers

4 Change: how do we cope? Ensure we have the right skills Do as much as we can to address the supply shortage Build respect for planners and planning Nurture our young planners Value & retain experience Assist women planners return and stay in the profession

5 Employment Stats Key indicators for urban and regional planners: Estimated 7100 planners in 2004 Future Job prospects for planners are VERY GOOD (in the highest 10% for all professions) Employment Growth for urban and regional planners to 2010/11 is expected to be STRONG Unemployment is LOW Vacancy levels are HIGH Earnings are ABOVE AVERAGE (source: Department of Employment & Work Place Relations)

6 So how do we get more Planners? Lobbying Universities to increase student places James Cook Uni (Qld) now has an accredited planning course filling a gap in planning education for Nth Australia University of Tasmania recommenced its planning course in 2003 Curtin Uni (WA) has just received an additional 10 places Griffith Uni (Qld) will open a new Gold Coast planning school Bringing in Overseas Planners State/Territory Labour Market Analysis has been undertaken by Federal Department of Employment & Work Place Relations This information is required by Dept Immigration to assess the skills shortage of planners discussions will commence soon with Immigration

7 More Planners.. Keeping Planners in the Profession PIA supporting networking & CPD activities Mentoring Program being developed Issues for women planners returning & staying in the workforce is being discussed with employer groups (ALGA & State Departments) Broadening the Support for Planning Planning should be promoted as career of choice to school children promotional material underway Other professions can undertake planning masters degrees working with the Universities to monitor intake & fees

8 More Planners Planning Assistants Support & promote courses that offer training for planning assistants, such as Certificate IV courses especially as a stepping stone to a planning degree information now available on PIA web-site Traineeships & Cadetships For example, in Victoria traineeships for Local Government planning assistants are being co-funded & supported by Federal & State Government & PIA

9 Reality Check: Its Tough Out There Young Planners need to be prepared for the workforce Training of undergraduate planning students Students benefit from practising planners telling them what it is like to work as a planner Students that undertake on the job training are better prepared for the real world PIA Visiting Boards are closely monitoring skills being taught particularly development assessment, negotiation/communication & urban design Support for Young Planners Mentoring Program being established Young Planners Network very successful in supporting young planners

10 Toxic Workplaces Many planners experience stressful workplaces particularly those working in Local Government development assessment Putting the problem on the table in public forums and debates finally being able to talk about it openly and honestly Establishing benchmarks for appropriate behaviour Working with the ALGA to develop a national set of principles covering behaviour, roles and responsibilities

11 Improving Professionalism Overwhelming support to increase professionalism and continuing training of planners Improving Continuing Professional Development (CPD) National Office has employed a CPD and education co-ordinator CPD Policy is being reviewed with plans for better national co-ordination of content and delivery of CPD Introduction of Individual Certification for Practising Planners National Council has agreed to introduce individual certification for practising planners this was flagged in the Inquiry s report

12 Why introduce Certification? Certification responds to the need to: Improve the standing of planners in the community Have a better system in place for continuing professional development Be on a level playing field with other professions Have a better system of quality control for practising planners Keep abreast of changes in professional indemnity insurance that require tighter training regimes for professions Participate in schemes that require recognised levels of competency such as private certification

13 Certified Practising Planner: What is it? Certification is an assurance to the community, governments, fellow professionals and others that a Certified Practising Planner has recognised qualifications, an appropriate level of experience and has maintained a programme of continued professional development A Certified Practising Planner is a level of achievement by a Planner, which is renewable annually and the person with the certification is entitled to use the initials CPP.

14 What is Required? The requirements for a Certified Practicing Planner will be: Corporate Membership of PIA Completion of the PIA Planning Practice Course Compliance with PIA s compulsory CPD requirements, which will be assessed by rigorous monitoring according to guidelines approved by National Council Payment of a certification fee..

15 Planning Practice Course: 4 Units Planning Legislation: National and state/territory legislation & focus on particular state legislation; update on current requirements. Professional Practice: Planning ethics, Code of Conduct and roles and responsibilities; governance issues and current best practice. Project and Financial Management: Managing budgets, project management skills Communication and Negotiation: Conflict resolution and mediation; public meetings/presentations

16 Timeframes for CPP Launched on World Town Planning Day November 2005 Introduced on 1 July 2006 Extensive Marketing and Communication Plan to Inform members of benefits Convince employers to give preference to CPPs Promote to the community Incorporate into the education & training of planners

17 The Challenges Ahead Delivering on CPP Involving all the Divisions Many actions are best delivered with a local focus (in a national context) Keeping up the momentum & focus Have to keep pressure on Federal Government (Immigration), Universities and others Monitoring the situation Need to be aware of what is happening on the ground & make changes to the strategy, if required Sharing Information Making sure we are able to share information about good practices

18 Want to know more? CPP workshop being held tomorrow opportunity for discussion & feedback Inquiry progress regularly available on PIA web-site