Supervising your apprentice or trainee - A guide for workplace supervisors August 2021 - Training Services NSW
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| NSW Department of Education Supervising your apprentice or trainee A guide for workplace supervisors August 2021
Contents
Leading the way 2
Apprenticeships and traineeships 3
Who is involved 4
Your learner’s role 6
Your role as a supervisor 7
Workplace induction 8
Duty of care and safety 9
Bullying and harassment 10
Mental health 11
Training Plan 12
Six steps to effective coaching 13
Learning styles 14
Cultural diversity 15
Understanding Aboriginal learners 16
Keeping things on track 17
Assessment18
Completion19
How we can help 20
Resources21
TSNSW regional centres 22
We acknowledge the homelands of all Aboriginal people and pay respect to Country.
© State of New South Wales through Department of Education 2021. You may copy, distribute and otherwise freely
deal with this publication for any purpose, provided that you attribute the Department of Education as the owner.
The information contained in this publication is based on knowledge and understanding at the time of writing
(August 2021) and may not be accurate, current or complete. The State of New South Wales (including the NSW
Department of Education), the author and the publisher take no responsibility, and will accept no liability, for the
accuracy, currency, reliability or correctness of any information included in the document (including material
provided by third parties). Readers should make their own inquiries and rely on their own advice when making
decisions related to material contained in this publication.
Supervising your apprentice or trainee – August 2021 1
Leading the way Apprenticeships
Apprentices and trainees And, there’s nothing more
and traineeships
are our future. rewarding than helping people
achieve their personal goals Apprenticeships and
Without expert guidance from while working towards your traineeships offer workers
today's professionals, the next business’s goals. the opportunity to study,
generation won’t have the gain practical skills and
Your influence as a supervisor
knowledge and skills required earn an income while
can’t be overstated.
to sustain industry and meet
obtaining a nationally
the demands of the future The more support you can
recognised qualification.
labour market. provide, the more likely your
learner will succeed. They can be undertaken by
Businesses both large and small
have increased their bottom This guide is designed for new anyone of working age and can
line and enjoyed sustainable supervisors or supervisors be completed full-time, part-time
You can choose from TAFE NSW,
growth by providing training to looking to gain additional skills. or while at school.
an adult or community education
apprentices or trainees. Your organisation will sign a provider, a private provider
It’s full of practical strategies to
Many employers agree that taking help you support your learner formal Training Contract with or the learner’s high school.
on an apprentice or trainee goes grow in your company, become a your learner who will work and In conjunction with the RTO,
beyond coaching your learner valuable employee, and ultimately, learn under your supervision. you’ll decide whether your
to gain the targeted skills your ensure the health and longevity of Training Services NSW within the learner’s formal training is
business needs. your business and industry. NSW Department of Education undertaken in your workplace,
administers these contracts. in the classroom, online or as a
Your learner will be committed to combination of all three.
your company and its long-term As part of this contract, you
goals because they know you’re and your learner will choose a Your learner will then gain
personally invested in their future. Registered Training Organisation knowledge and develop new
(RTO) to deliver the formal training. skills through a combination
As your business grows, your of hands-on workplace training
learner’s positive attitude and and formal study.
innovative ideas will invigorate
your workplace, boost worker After successfully completing
morale and encourage existing their apprenticeship or traineeship,
staff to rethink old ways. your learner will be issued with a
David Collins PSM nationally recognised qualification
by the RTO and receive a
Commissioner for
Certificate of Proficiency from
Vocational Training
the Department of Education.
2 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 3
Who is involved?
egistered Training
R Plan, you’ll organise and record providers. These include advice
Employer Organisation (RTO) their workplace training, supervise on industrial matters such as your
them practising new skills until responsibility towards your learner
The employer recruits an The RTO delivers your learner’s they’re competent, ensure their when it comes to wages, working
apprentice or trainee like formal training so they can gain a safety, provide feedback and conditions and safety, mentoring
they would any other staff nationally recognised qualification. supply assessment evidence to and counselling services for
member. Next, they contact an As part of this process, they the RTO. your learner, and information
Apprenticeship Network Provider develop a Training Plan in on financial assistance for
to arrange a Training Contract. consultation with you and your
Training Services your learner. Ask your ANP or
As part of this contract, the learner, provide you with training Training Services NSW for more
employer must provide a safe
NSW
support, monitor progress, and information.
workplace where quality training, assess your learner’s competence. We’re responsible for managing
practical instruction and learning When all competencies have apprenticeships and traineeships
can occur under relevant award been achieved, they issue the in New South Wales. We approve School
wages and conditions. qualification. your Training Contract’s application
If you supervise a school-based
and ensure everyone carries
The employer may also be a learner, their apprenticeship or
Group Training Organisation pprenticeship
A out their responsibilities. We
traineeship will form part of their
(GTO). A GTO recruits learners, Network Provider also provide free supervisor
HSC. Your learner’s school will
pays their wages and places (ANP) training, information about
endorse the Training Contract and
ANPs suggest training delivery apprenticeships and traineeships,
them with a host employer who will help facilitate employment
options, prepare the Training advice regarding the Training
conducts their workplace training. and training as part of the school’s
Contract, and explain everyone’s Contract, mediation and dispute
curriculum.
rights and responsibilities. They resolution services and referral
Apprentice or trainee will also advise of any incentives to other support services This includes facilitating
you’re entitled to. (See: www. and agencies. On successful communication between all
By signing the Training Contract, completion of the apprenticeship parties, monitoring your learner’s
australianapprenticeships.gov.au)
your learner agrees to carry out or traineeship, we issue a progress and wellbeing via regular
their obligations as your employee Certificate of Proficiency to catch up sessions, and keeping
while receiving workplace orkplace
W
your learner. track of their attendance at your
training, engaging in formal supervisor
workplace. The school may also
training, completing tests and You! Your role is integral to your deliver formal training.
assessments, and obtaining a learner’s success. As a coach and Support Services
nationally recognised qualification. mentor, you’ll show your learner
Professional services are available
how to do their job safely and
from a range of government,
correctly. Following the Training
not-for-profit and private
4 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 5
Your learner’s role Your role as a supervisor
Your learner must make Effective supervision is You should show them how to
every effort to gain Successful apprentices critical to your learner’s use equipment safely and offer
the skills and industry success. practical hands-on instruction in
and trainees:
knowledge they need to all tasks in the Training Plan.
• Arrive at work alert with As a workplace supervisor,
successfully complete Apprentices and trainees are
their required tools you’re a role model and coach
their apprenticeship or for your learner. They’ll look to
paid training wages because
• Follow instructions and
traineeship. you for guidance, support and
their schedule includes time
ask questions so they for formal training and study.
This includes following your can grow their skills motivation.
You must release your learner
instructions (within the law), • Take responsibility Through daily contact, you can during paid work hours to attend
following workplace policies and respond to your learner’s needs, formal training or for study for a
• Discuss and resolve
procedures and contributing to a ensure policies and procedures minimum of three hours a week.
concerns
safe and supportive workplace. are being followed, teach safe
• Contribute to creating Once the apprenticeship or
They also need to undertake the working practises, address
a safe and supportive traineeship is underway, schedule
training and assessment outlined problems, improve productivity,
workplace regular meetings so you can
in their Training Plan. and increase workplace
• Attend formal study check your learner’s progress
satisfaction.
This includes studying for their delivered by their RTO against the Training Plan and
qualification, receiving hands-on The level of supervision required ensure they’re getting enough
• Complete assignments
training in your workplace and for your learner depends on: opportunities to practice their
and assessments
participating in formal training • The degree of risk involved in new skills at work.
• View their apprenticeship
delivered by their RTO. doing certain tasks You’ll also need to meet regularly
or traineeship as a career
Over time, they’ll need to show instead of ‘a job for now.’ • Your learner’s age, skills, with your RTO to provide
they can do their job competently knowledge, and experience assessment evidence, stay up-to-
and consistently to the standard • New or recently modified date with formal training, sign off
of performance expected in your technology or machinery competencies and schedule any
industry. additional workplace training.
• Your learner’s language
difficulties, cultural differences
or physical limitations.
Key to your role is helping your
learner understand how their
formal study translates to the
workplace.
6 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 7
Workplace induction Duty of care and safety
First impressions count. Outline their terms of What is a duty of care? Make safety part of
employment including the conversation
A good workplace induction the Training Contract, pay Young learners are vulnerable.
communicates what’s expected conditions, leave provisions, They experience more workplace Under Australian legislation,
of your learner and what they and hours of work, overtime injuries than any other age you are legally obliged to be
can expect from you. and break times group. They need additional aware of the range of hazards
guidance because they lack in your workplace and apply
This will help them settle Take them on a workplace work experience and may not measures to ensure people are
in quickly, accelerate their tour. Explain who’s who and know how to protect themselves not injured or made ill because
proficiency and reduce staff introduce key staff physically and psychologically of their work.
turnover. They’re less likely to
Go through their Training Plan from injury.
underperform, make mistakes You must:
and lose interest. Proposal, schedule progress That is why there are additional
meetings and set goals • Ensure work environments,
duty of care responsibilities and
Your induction checklist: systems of work, machinery,
Provide information about obligations to workers under the
Describe your business, its chemicals, and equipment
grievance procedures including age of 18.
values, and how your learner are safe and properly used,
who to go to for support You must take reasonable care to
fits into the big picture stored and maintained
Schedule Workplace Health ensure your workplace and the • Provide required personal
Discuss your role, explain and Safety training people in it are safe from injury protective equipment and
their job description and health risks. If you identify
If possible, get a former ensure it is used
Discuss ground rules. a likely risk of harm, it is your
apprentice or trainee to be • Explain safe work practices,
These may include mobile legal obligation to address it. You
their 'support buddy.’ safety hazards and emergency
phone use, workplace dress should minimise or eliminate risk
procedures
and behaviour, policies on by providing support, instruction,
training, and on-going adequate • Provide training, instruction,
bullying, drugs and alcohol,
supervision. Your inaction is a and supervision by a qualified
and the best way to
breach of your duty of care. or experienced worker
communicate when
they’re sick or running late • Ensure supervisors are aware
of their responsibilities
concerning young learners
• Ensure your learner isn’t
exposed to inappropriate
behaviours, sexually explicit
or inappropriate material. See:
kidsguardian.nsw.gov.au.
8 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 9
Bullying and harassment Mental health
Workplace bullying and Workers who experience bullying It’s possible you may • Quality of work suffering
harassment can happen to can suffer anxiety, post-traumatic supervise a learner who • Tardiness
anyone. It involves a more stress disorder, ill health, and even is experiencing a mental • Becoming overwhelmed
powerful person or group commit suicide. health condition – it’s more or upset easily
of people oppressing a That’s why workplace bullying and common than you think. • Avoiding colleagues.
less powerful person or harassment are against the law.
If your learner agrees that they
Most people can effectively
group, often because Many victims won’t speak up are struggling with their mental
manage their mental health
they’re different. because they think it’s ‘workplace without it affecting their work. health, refer them to a GP for
culture’ and they’ll be called a But there may be times when proper diagnosis and care.
Bullying and harassment are
‘trouble maker.’ your learner requires support and It’s important to understand
unreasonable behaviours that
reasonable adjustments at work that you have a legal obligation
cause humiliation, offence, Failure to take action to prevent
to help them get and stay well. to support them to remain at or
intimidation or distress, and affect or respond to workplace bullying
return to work when they’re ready.
an employee’s ability to work. and harassment can result in An unhealthy work environment
breaches of equal opportunity, or incident can also create More info:
It can occur through verbal or
Work Health and Safety and anti- or exacerbate mental health
physical abuse, psychological • headsup.org.au
discrimination laws. conditions.
standover tactics, practical jokes • Lifeline: 13 11 14
or initiation, put downs, sexual Speak to your worker regularly. • youthsafe.org
misconduct, email, texts or on See: safeworkaustralia.gov.au/ You may notice differences in
social media. bullying • Headspace: 1800 650 890
your learner’s behaviour including:
• Mental Health Line: 1800 011 511
• Appearing restless and tense
• Beyond Blue: 1300 22 4636.
• Having difficulty meeting
How can you recognise and address workplace bullying? reasonable deadlines
• Look for changes in your learner’s behaviour
• If you notice absences, low morale or requests to do jobs with
different people, encourage your learner to talk
• Publish a zero tolerance policy
• Organise ongoing conflict management training
• Take complaints seriously.
10 Supervising your apprentice or trainee – August 2021 11
The Training Plan Six steps to effective
The Training Plan is The RTO will also identify any
supervision and coaching
your learner’s road map additional learning needs (such
to success. as literacy and numeracy) and if Explain the Practice makes
your learner is able to apply for 'big picture.' it perfect
It describes the formal and recognition of prior learning.
People learn best when they Allow time for your learner
workplace training and
The RTO will ensure you all receive know why something’s important. to practice their new skills.
assessment your learner must
a copy of the signed Training Plan. Explain the task, its purpose and Spaced repetition of skills will
complete to receive their
why it needs to be done in a build competence. Allow your
qualification and be issued with The Training Plan in action
certain way. Try and use real life learner to perform the task their
their Certificate of Proficiency.
The Training Plan is a living examples. own way provided the job is
Like building blocks, each unit document that should be completed to standard.
in the Training Plan sets out Watch, coach and be patient.
frequently referred to, regularly Take it step-by-step
practical tasks and structured discussed and routinely updated
milestones that progressively to reflect the current status of Break the task down into chunks Feedback
increase your learner’s skills. training. so your learner remembers
what to do. Use clear and simple Ensure your feedback is positive
Developing the Training Plan Your learner must perform duties language and assume no prior first, and constructive second,
that map to the units of study knowledge. Ask your learner to then conclude with praise.
You must develop the Training
they’re undertaking in their repeat the instructions back to View mistakes as positive as
Plan with your RTO and
formal training. confirm understanding. they create an opportunity
learner within 12 weeks of the
You’ll need to create opportunities for learning. Remember, what
apprenticeship or traineeship
in your workplace for your learner Demonstrate you say is only part of what’s
being approved.
to master these skills under your communicated. Your body
The RTO will discuss the units of Carefully show your learner language and tone of voice
supervision.
competency to be undertaken how to correctly do things. makes up 90% of your message.
and the sequence in which they’ll You should discuss progress
be delivered. with your RTO at least every six Advise
months. If there are performance
You can negotiate how, when, Ensure you advise your RTO
issues, this should be scheduled
where, and by whom training and and learner when competency
more regularly.
assessment will be delivered. has been achieved.
12 Supervising your apprentice or trainee – August 2021 13
Learning styles Cultural diversity
As a supervisor, you Daily interactions can have Gesture
need to acknowledge subtle cultural distinctions.
Important variations across
that everyone learns Knowledge of these can help
cultures include ways of pointing,
differently. you effectively manage learners
shaking hands, making eye
from diverse backgrounds and
contact or bowing.
Some of us learn through avoid misunderstandings.
observation, some through Some general points to consider: In Islam, physical contact
listening, some through between men and women
hands-on practice and some Religious practices isn’t allowed (except for family).
through a blend of all three. Auditory learners prefer words, Some religious practices This means Muslims won’t
sounds and music. They say, will impact the workplace. For shake hands with the opposite
There’s no right or wrong
‘Tell me’ and ‘Let’s talk it over.’ example, Muslims generally pray sex – a difference that can be
learning style, just a style
They best perform a new task twice during a workday, this can easily accommodated.
that’s right for your learner.
after listening to instructions or easily be accommodated during
Taking time to discover your discussing a process.
Yes and No
meal breaks.
apprentice or trainee’s learning In Australia, we’re expected
styles can help you understand Kinaesthetic learners prefer Muslims also observe a different
to mean 'yes' or 'no.' In other
their motivators and stressors and doing, moving, and hands-on calendar including events such as
cultures, 'yes' may mean 'I hear
how they differ from your own. experiences. They say, ‘Let me Eid al-Fitr at the end of Ramadan.
what you say.' Some learners nod
try.’ They best perform a new task Try and support your learner’s
It will make training easier and because they’re reluctant to give
role-playing or trying it out and leave requests, as holy days will
more effective for you in the a direct 'no' for fear of offending.
learning as they go. be important to them. If you can’t,
long run. clearly communicate why and try Discuss with your learner how
When you’re aware of your own
for a compromise. to best to communicate without
Which of these categories learning style, you can help your
violating their cultural norms.
do you relate to? learner understand theirs and
Politeness
adapt your training accordingly. More info: safework.nsw.gov.au/
Visual learners prefer diagrams, In various Asian and Middle legal-obligations/diversity
pictures, demonstrations, and To gain more practical tips on
Eastern countries, being indirect
films. They say, ‘Show me’ and becoming a better workplace
is the norm. These cultures take
‘Let’s have a look at that’. They coach, enrol in a free supervisor
time to lead up to their point.
best perform a new task after workshop at Training Services
Some Asian cultures are reluctant
reading instructions or watching NSW. For upcoming events visit:
to give supervisors bad news.
someone do it while taking notes. www.training.nsw.gov.au/
In many cultures, you’re not
apprenticeships_traineeships/
allowed to initiate conversation
employers/self_help/
with a superior.
supervisor_videos.html
14 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 15Understanding Keeping things on track
Aboriginal learners You play a key role in You can speak to us confidentially
monitoring your learner’s about your learner’s challenges.
Aboriginal people experience a How you can assist: We may visit your workplace or
progress.
diversity of cultures, languages arrange a meeting away from
• Flexible work arrangements
and ways of life. Aboriginality is Issues could include: work to help resolve your issue.
individual and personal. Make • Special leave, carers leave,
unpaid leave • Poor standard of work What if the issue can’t be
sure you talk to your learner to
understand their needs. Some • Additional cultural leave. • Unsatisfactory progress in resolved?
general points to consider: formal training
Communication If your learner’s position has
• Disregarding instructions
Kinship and Sorry Business Aboriginal people may become untenable or they
• Unsafe work practices want to leave, you can apply
Aboriginal families extend beyond communicate in these ways:
• Poor attendance, punctuality or for cancellation of the Training
blood and marriage to include • Direct eye contact can be presentation Contract.
extended family. This kinship considered rude, disrespectful
• Excessive mobile phone/social You and your learner must
system defines Aboriginal or aggressive. Avoiding
media use mutually consent to this.
people’s connection to each eye contact doesn’t mean
other, to spirit and to country. your Aboriginal learner is • Personality clashes with
A Training Services NSW officer
The care of family members is disinterested or dishonest colleagues
can offer each of you confidential
often a shared responsibility. • Silence creates space for • Breaches of workplace advice, monitor the issue through
Aboriginal people to listen, discipline. site visits or phone calls and
‘Sorry Business’ is the grieving
period following death. It’s often think, show respect, and The first thing you should do is provide mediation and dispute
commemorated with large respond. It shouldn’t be talk to your learner. resolution services until you reach
community gatherings. confused with a lack of an agreement.
Remain calm and be clear about
understanding or hearing what you want. If you have If an agreement can’t be reached,
Aboriginal people experience
significantly higher death rates • Aboriginal people may feel negative feedback, offer it in a the matter will be referred to the
than non-Aboriginal people ‘shame’ when they’re singled constructive way and discuss the Commissioner for Vocational
across all ages for all major causes out. Some feel shame if they’re improvements you’re looking Training for resolution.
of death. The impact can be publicly praised. Approach your for. Give your learner a chance to
overwhelming. learner individually and ask respond to criticism.
them first.
Your learner may ask for time If issues can not be resolved,
We’ve employed Aboriginal you may need to contact
off at short notice to meet
staff in all regional centres who Training Services NSW.
family obligations or attend
can offer further advice and
Sorry Business.
tailored cultural support. More
information: training.nsw.gov.au
16 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 17Assessment Completion
Your RTO carries out assessments • Allowing you or your learner to Apprenticeships and What is an employer
by collecting evidence of your challenge assessment results. traineeships are approved endorsement of competence?
learner’s skills and knowledge, for a nominal term based
Your assessor may ask you to: The RTO must obtain your
comparing it to a set of industry- on how long it should
• Write a report about your endorsement of your learner’s
based standards and judging
learner’s competence
take a learner to gain the competence before they issue
whether your learner meets them.
required skills. This is the qualification.
• Supply recorded evidence,
Your RTO assessor may meet with detailed in your Training You or your manager is required
you and your learner to develop including photos and videos,
showing how your learner has
Contract. to sign off to confirm that:
an assessment plan. Your assessor
will explain: applied their skills In order to be awarded their • Your learner is competent to
• Provide work records such as Certificate of Proficiency, your industry standards
• Evidence required for each unit
job cards, appointment books learner must successfully • You support the RTO issuing
of competency
and procedure manuals. complete all the units of their qualification
• How you can gather this competency detailed in the
evidence Record keeping checklist: • You may be obliged to pay your
Training Plan that make up
Training Plan learner a higher award rate after
• When to expect assessment their qualification.
the qualification is issued
and monitoring visits
Records of your RTO’s visits Every time you sign off a • Your learner can complete their
• How they’ll deem your to your workplace and competency, you are confirming apprenticeship or traineeship
learner 'competent' or activities undertaken you’ve seen your learner complete before the nominal completion
'not yet competent'. a task in your workplace over
Evidence of tasks your date or continue training up to
Your assessor is responsible for: a period of time, separated by the nominal completion date.
learner has completed
feedback, further learning,
• Considering your learner’s at work (photos, videos) If you don’t think your learner is
and practice.
individual needs Results of workplace training performing to industry standards,
You sign off a competency when do not sign off. Discuss areas for
• Setting written tests, undertaken by your learner
you have complete confidence improvement with your learner
assignments or practical tasks, with the RTO
in your learner’s ability to work and contact your RTO to create
assessing competencies
You learner’s workbook/ unsupervised to industry an action plan. If you can’t resolve
• Scheduling role plays to assess record of training supplied standard in a variety of situations. this with your RTO, contact
unusual scenarios by the RTO Training Services NSW.
• Observing your learner in your
The Industrial Award or
workplace
Workplace Agreement
• Requesting your learner
Record of time worked
demonstrate specific tasks
and wages paid
18 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 19How we can help Resources
Training Services NSW Supervisors often come to us Key websites
is the regulator of when the relationship with their
learner has already broken down. Training Services NSW: 13 28 11, training.nsw.gov.au
apprenticeships and
traineeships in NSW. At this point it can be too late. School-based apprenticeships and traineeships: sbatinnsw.info
Get us involved as soon as possible.
Our advice is free and Apprenticeship Network Provider: australianapprenticeships.gov.au
impartial. If you’re a new supervisor, we can
meet with you and your learner Useful links
Our officers have extensive from the outset and explain
experience advising learners everything you can do to set Get the most out of your learner by gaining practical and effective
and employers and are skilled in yourselves up for success. supervising skills at our free ‘Supervising your Apprentice or Trainee’
mediation and dispute resolution. workshops. Find upcoming workshops under the ‘Quick Links’
Seeking our advice shows your column at training.nsw.gov.au
More often than not, we’ve dealt learner how much you value
with the issue you’re facing and them and that you’re committed Explore the Supervising your Apprentice or Trainee video series
have a range of solutions to to their learning journey. to find ways to improve outcomes for your learner, and ultimately,
support you or your learner. your business. youtube.com/playlist?list=PL2F2F6C83984B2766
Visit training.nsw.gov.au,
We provide: call 13 28 11 or find your nearest Information on workplace laws for employers of workers:
• Advice on how to be a Training Services NSW centre industrialrelations.nsw.gov.au
better supervisor at the back of this booklet. Information on national employment standards and modern awards:
• Information about your fairwork.gov.au
legal responsibilities Information on safety and risk management: 13 10 50,
• Free supervisor training www.safework.nsw.gov.au
• Site visits or phone calls NSW Anti-discrimination board: 1800 670 812 or 02 9268 5544,
to ensure your learner is www.antidiscrimination.justice.nsw.gov.au
making progress
Smart and Skilled – NSW Government funded training: 13 28 11,
• Dispute resolution
smartandskilled.nsw.gov.au
• Advice on the cancellation,
suspension or transfer of an
apprenticeship or a traineeship
• Information about professional
support services.
20 Supervising your apprentice or trainee – August 2021 Supervising your apprentice or trainee – August 2021 21Training Services NSW
regional centres
Hunter and Central Coast Western Sydney and
Ph: (02) 4926 7300 Blue Mountains
TS.Newcastle@det.nsw.edu.au Ph: (02) 9204 7400
TS.Parramatta@det.nsw.edu.au
Illawarra and South East NSW
Ph: (02) 4240 3700 Central and Northern Sydney
TS.Wollongong@det.nsw.edu.au Ph: (02) 9242 1700
TS.Chatswood@det.nsw.edu.au
Riverina
Ph: (02) 6937 7600 North Coast and Mid North Coast
TS.WaggaWagga@det.nsw.edu.au Ph: (02) 6629 7900
TS.Lismore@det.nsw.edu.au
New England
Ph: (02) 6763 3055 Southern and South Western
TS.Tamworth@det.nsw.edu.au Sydney
Ph: (02) 8707 9600
Western NSW
TS.Bankstown@det.nsw.edu.au
Ph: (02) 6363 9800
TS.Orange@det.nsw.edu.au
We acknowledge the homelands of all Aboriginal people and pay our respect
to Country.
Say hello © 2021 NSW Department of Education
GPO Box 33, Sydney NSW 2001,
@TrainingServicesNSW
Australia
@NSWEducation T 1300 679 332
@NSWEducation
education.nsw.gov.auYou can also read
