PEER VEET

The Hon. J.A. DARLEY (15:55): I rise today to speak about PEER VEET, a group training organisation. I first learnt about PEER VEET after attending the National Electrical and Communications Association (NECA) awards dinner as a guest of NECA. During this event, PEER VEET employees were repeatedly nominated for excellence awards, and I subsequently learnt about this organisation and the valuable service it provides to apprentices.

I learnt that PEER VEET was established in 1985 after NECA and the Electrical Trades Union recognised that their industry would face a shortfall of skilled tradespeople unless steps were taken to increase training and education. In particular, a problem was identified when it became evident that government departments had dramatically reduced the number of apprentices, which subsequently reduced training opportunities.

PEER VEET is a not-for-profit training organisation which trains, educates and assesses individuals who are seeking a career within the refrigeration, air conditioning, electrical, plumbing, data communications, electronics, roof plumbing, and associated industries. By establishing such an organisation, the industry is able not only to ensure the quality of training of their apprentices but also monitor the demand and their ability to meet this demand for skilled workers.

PEER VEET is one of the largest employers in the building and construction industry, with approximately 500 apprentices. People who are interested in entering into a training contract are employed by PEER VEET, which sources host employers who provide on-the-job training. This allows a large number of small businesses to host an apprentice, which they would not otherwise have been able to as they would not have met the requirements in their own right.

Furthermore, by having a variety of host employers, apprentices are able to rotate workplaces, where appropriate. Not only is this a requirement to meet all of the units of competence as outlined by the training organisations, it also gives apprentices the opportunity to gain experience in businesses varying in size and range of work, which broadens their learning experience.

During the apprenticeship, PEER VEET takes care of all financial requirements, such as payroll, superannuation, WorkCover, etc., and the host employer only pays when they have an apprentice. PEER VEET even pays the apprentice when they are undertaking the theoretical component.

Host employers are under no obligation to host an apprentice for a set period of time, which allows workplaces to host an apprentice only for periods when they are required, or is convenient. These flexible arrangements have seen an increase in the number of host employers, which results in a greater number of apprentices receiving training, which, in turn, grows the number of skilled people in these industries.

As an equal opportunity employer, PEER VEET not only caters for stereotypical apprentices, that is, 16 to 25-year-old males, but also provides opportunities for out-of-trade apprentices, women, Indigenous people, the long-term unemployed, people with disabilities, mature age persons and those from a non-English speaking background. The training offered allows these groups, who may have previously found it difficult to gain employment, to build their confidence and skills within their relevant industries and, more often than not, leads to full-time employment at the conclusion of their apprenticeship. Further to this, PEER VEET has been extremely successful with their female apprentices, with several winning excellence awards at both a state and national level.

The outstanding training provided by PEER VEET recently saw two of their apprentices receive awards at the prestigious National Electrical and Communications Association awards dinner, an event which I attended. In three categories for outstanding apprentices, PEER VEET apprentices received 10 nominations and won two awards. I was very impressed with the calibre of skills which we have in this state and the wide variety of projects that were nominated.

More recently, a growth in the defence and mining industries may see a shortfall in skilled tradespeople. It is very important that this company is supported to ensure there is no deficiency in skills and employees, as this could stifle the growth of the state, which will lead to South Australia falling behind other states.