Infrastructure experts build literacy skills on the job

A literacy, language and numeracy (LLN) programme for team leaders and foremen was so successful Downer EDI Works created a similar programme for a larger group of frontline staff, creating the largest single workplace literacy programme in New Zealand.

Works' four-day literacy programme is called Way2Work and will be completed by nearly 1000 employees by the end of this year.

"Working on the roads has traditionally been seen as a low-skilled employment option for those without a strong academic background," says Chris Meade, General Manager of Human Resources at Works.

"However, in today's workplace, employees need to be confident and competent in handling sophisticated machinery, and be able to follow rigorous safety procedures and work in the most productive way. It's a high-risk industry where safety is critical, not only for employees but for the travelling public moving through live worksites."

Chris says that LLN training can help improve performance and productivity while

enabling staff to gain recognised qualifications that are good for them and good for the business.

"Our overall approach has been to integrate LLN initiatives into the workplace through large-scale programmes backed with on-site support," she says.

"Works' culturally rich workforce includes many people of Maori and Pacific descent who left school with low or no qualifications and little confidence in their academic ability. Helping frontline staff upgrade their LLN skills needs careful planning and the preparation of customised learning materials relevant to their jobs."

Way2Work was designed to improve reading, writing and numeracy and enable trainees to acquire relevant workplace training. They achieve a Bronze Card safety qualification and 21 credits towards a civil infrastructure certificate.

Training materials were developed by Works' strategic learning partner, The Learning Wave, to reflect on-the-job challenges. They include subjects such as communication styles, nutrition, and hazard identification. Trainers were carefully chosen to match the workforce demographic.

Works is taking the programme to 945 workers at 36 locations around the country, with a total of 159 four-day sessions delivered. On average, six learners attend each training session.

"The logistics were challenging," Chris says, "but we felt that learning would be most effective in an environment close to the workplace to encourage maximum participation and follow-through."

She says it was essential to select the right participants, so managers were briefed beforehand to ensure that those with the lowest levels of LLN were chosen. More than 70 per cent of the trainees have no school qualifications.

Managers are also encouraged to attend the training sessions. "We found that when branch managers were actively involved, the sessions were much more effective. We've now modified the programme to ensure that branch managers are involved in every group," says Chris.

Way2Work is a partnership between Works and the Government as part of an industry upskilling strategy. The cost is $1800 per learner.

On average, trainees' reading skills are improving by 17.5 per cent. There has also been a steady decline in workplace accidents since Way2Work was introduced in conjunction with a dedicated safety training programme. Chris says that the two programmes complement each other. "It's clear that when employees have the LLN skills to take full advantage of improvements in safety practice, the business and community benefits from a reduction in on-site accidents."

Many of Works' customers demand recognised safety qualifications like Bronze Card. According to Chris, only 30 New Zealand companies have employees with this qualification, whereas nearly half the Works workforce now has it. Works wants 70 per cent of its employees to hold the qualification. "This will give us a valuable point of difference when it comes to tendering for contracts," she says.

As part of a writing exercise on the last day of the course, trainees are asked to spell out what they have gained. Their comments demonstrate some of the very personal benefits.

For example, one wrote: "I have enjoyed this course because it has showed me different ways to communicate with my fellow workers and bosses. I have learnt a lot of new words to describe things.

"I have learned to stand back and look at a job before going full-tilt into it. I enjoyed it because we could have fun and laugh about things. It's not like being in a school classroom."

Another wrote about how he is already taking his learning home: "I'm trying some of the things I've learnt with my kids. I try to get them to point out some dangerous things around our house and on the roads when we go for walks. It's opened my eyes to a lot of things I took for granted."

With the first stage of the programme for frontline staff nearly complete, Works is continuing to build in-house capability so that LLN training becomes part of the workplace journey for all staff. It has nominated learning champions at each branch to provide ongoing workplace support after each course. These learning champions have high status within their teams and are being trained in LLN issues and the use of in-house tools. Professional literacy advisors work alongside them.

Technical job guides are also being developed. "This project will complete a virtuous circle," says Chris, "where LLN is embedded within the job process which, in turn, creates confidence amongst learners and an emerging culture of effective communication and learning on the job."

Chris says it's just good business sense to invest in upskilling employees so they can contribute more effectively. "Works also recognises the value in doing it for its own sake. Empowering a workforce of men and women to get the most from life is a great achievement in any terms. The human side matters."

She says that training large numbers of Works' employees can have a huge impact on communities throughout New Zealand. "Way2Work has touched most communities throughout New Zealand. It empowers workers who have been frustrated with their low levels of literacy and helps break cycles of non-achievement within the home."