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Learning and Development

There are many benefits of our employees attending learning and development opportunities. Dedicated training and development increases job satisfaction, staff morale and performance levels. It also develops future skills necessary for the NCA to deliver on our organisational goals.

The NCA is attentive to employees’ career development and recognises the importance of encouraging and promoting an individual’s learning and development needs. These opportunities align with the NCA’s priorities and the professional needs of each employee.

The NCA provides assistance for employees who wish to undertake studies with tertiary institutions, to obtain a degree, diploma, associate diploma or any other recognised qualification that is assessed as relevant to our employee’s current position responsibilities or future career advancements.

Annually, the NCA requires all employees to attend priority in-house training activities as part of our performance management framework. Where possible the NCA uses the knowledge base and expertise of our own employees to meet specific training needs.

During 2019-20, NCA employees took part in 1466 hours of training in total, consisting of 906 hours individual training and 560 hours corporate training. This equates to around 26 hours of training per person.

The NCA’s annual Learning and Development Plan identifies mandatory and priority corporate and individual training activities for the current financial year. Due to COVID-19 restrictions, the NCA was only able to provide some of the corporate training as identified by the plan; however, some of the training requirements were able to proceed through adaptable online forums (such as for mental health training).

Key corporate learning and development activities conducted during 2019–20 included:

  • Cultural Appreciation
  • Heritage
  • TechOne Basics (the NCA’s finance system)
  • Understanding Workplace Mental Health and Wellbeing
  • APS Online induction, consisting of 15 e-modules.