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Tourism Manager

Apprenticeship and traineeship details

Please refer to the Declaration Policy for the requirements relating to apprenticeships and traineeships.

Type:
Traineeship

Job summary:
This qualification provides the skills and knowledge for an individual to be competent in a broad range of managerial skills in tourism operations, marketing and product development, underpinned by a range of operational competencies chosen as electives. The qualification allows for multi-skilling or for specialisation in a limited range of skills that specifically relate to operations management or marketing and product development.

Work would be undertaken in an office environment where the planning of tourism products and services takes place, in the field where tourism products are delivered or a combination of both. The field includes any destination, local or regional area, tourist precinct, site, attraction or onboard form of transportation.

The qualification reflects the role of individuals who possess a sound theoretical knowledge base and use a range of specialised, technical or managerial competencies to plan, carry out and evaluate the work of self or a team.

Possible job titles include:

  • visitor information centre manager

  • operations manager

  • manager - tour operations

  • manager - cultural tour operations

  • inbound groups manager

  • reservations manager or call centre manager

  • retail travel agency manager

  • visitor information centre manager

  • director (owner-operator small tourism business)

  • manager (owner-operator small tourism business)

  • sales manager

  • marketing manager

  • product manager

  • tourism manager

  • inbound sales manager.

Australian Standard Classification of Occupations:
OTHER MANAGING SUPERVISORS (SALES AND SERVICE)

Sub-industry:
TRAVEL AGENCY MANAGER

Available Contract Modes:
  • Full-time
  • The lodgment of a second training contract where one of the training contracts is full-time will be reviewed by the Department to determine if each of the parties to each training contract can meet their obligations. There must be a clear separation between the training and employment requirements for each training contract and must not be replicated through the one occupation only.

  • Part-time
  • Minimum of 15 hours per week over each 4 week period throughout duration of apprenticeship/traineeship.

  • Casual NOT PERMITTED in Queensland
  • School-based
  • School-based arrangements are not recommended at this qualification level. Prior to signing a training contract it is recommended that you contact the department to discuss other available options.
    It is unlikely that a school-based trainee will be able to be employed in a capacity which provides the employment experience required under the employment based traineeship pathway. To ensure appropriate employment arrangements are in place all training contracts which are received by DET for registration will be sent to the applicable regional office for review prior to a decision to register or refuse to register the training contract.

Over the period of a year, the employer must provide the equivalent of 375 hours (50 days) of paid employment.

Apprentices/trainees with a disability are entitled to work less than 15 hours per week when averaged over a 4 week cycle. They must be a holder of a disability pension and Pension concession card to be approved.

Other requirements for school-based:
School-based requirements
Students not enrolled in years 10, 11 or 12 may be eligible to enter a SAT provided there are exceptional circumstances warranting consideration and all other entry requirements are met, including being of an age where it is legal to undertake paid employment.

Before a student not in years 10, 11 or 12 commences a SAT, a business case supporting the arrangements must be provided to and approved by DET.

Delivery of training to school-based trainees
Limits have been imposed on the amount of institutional training which may be delivered to school-based apprentices, based on the nominal term of a full time training contract. This restriction does not apply to school-based traineeships.

Traineeship Probation/Duration Details:
All apprenticeships have a nominal term - this is the timeframe that is on the Traineeship training contract.

Mode Start Date End Date Probation Period (days) Nominal Term (months)
Full-time 08/04/2013 30 36

Entry Age Requirements: The Child Employment Act states that the minimum age for apprentices and trainees is 13 years of age, unless otherwise stated.
Minimum education standard:
Nil

Minimum entry age:
13

Entry Requirements:
Entry to this qualification is open to individuals who are able to demonstrate tourism and travel industry knowledge, customer service and operational skills. The individual must either:
(1) Be formally assessed through a training program or recognition process, against one of the unit clusters (see qualification structure document for more information)
OR
(2) Have relevant tourism and travel industry employment experience. A job that has involved the application of skills described in one of the unit clusters would be a satisfactory indicator for entry. A determination need not involve a formal process of measuring, evaluating or recording performance against the units of competency.

The majority of Diploma level qualifications and above require the person to be in a supervisory role within the workplace or have significant experience in the designated occupation.

As a general rule, only Australian citizens and New Zealand citizens who have entered Australia on a valid passport have unrestricted rights to employment in Australia.

Visa holders may engage in apprenticeships or traineeships provided their work rights allows this, based on information and advice provided by the Department of Immigration and Border Protection.

Supervision requirements
Please refer to the Declaration policy, table 16 for the requirements on supervision.

Modified supervision arrangements available: NO

Employers are required to provide, or arrange to provide the facilities, range of work, supervision and training as detailed in the training plan.

Qualified person for traineeships
1. A person who has satisfactorily completed a traineeship in the trainee's calling, and is the holder of a completion certificate issued under an Act, or
2. A person who holds a certificate of recognition issued under an Act, certifying the person has the necessary skills and knowledge in the calling, or
3. A tradesperson in the trainee's calling, as defined under a specific industrial instrument, or
4. A person who holds a tradesperson’s certificate or certificate of recognition as a recognised tradesperson issued under the Tradespersons’ Rights Regulation Act 1946 in the traineeship calling, or
5. A person who holds a relevant qualification in the traineeship calling, or
6. A person individually, or persons collectively, who has/have documented competence (achieved through an RPL or training pathway) or demonstrated competence in all the competencies the employer is required to provide training for under the trainee’s training plan (note – cannot be a person or persons currently undertaking the same traineeship), and
7. A person undertaking a traineeship, at a higher level than the trainee's, whose traineeship incorporates supervisory or coordinating skills and who has documented competence (achieved through an RPL or training pathway) in at least one of the competencies the employer is required to provide to the trainee under the training plan and who is supervised by a person who qualifies under (1), and/or (5) and/or (6).
And, where a licence to practice the calling is required, the qualified person holds a current licence.

Adequate supervision of apprentices and trainees cannot solely be provided from an offsite location by electronic means. Electronic means include, but are not limited to, telephones, radios and webcams.

The level of supervision will normally range between direct, general and broad as per the below guidelines:
- Direct - Close monitoring of work ensuring understanding and identifying potential risks and/or hazards
- General - Occasional monitoring to ensure progress is occurring
- Broad - Quality checking of completed tasks.

Licensing requirements - NIL

Status:
Current

Qld declaration date:
25/03/2013

Implementation date:
08/04/2013


Qualification details

Name:
Diploma of Travel and Tourism

Qualification code:
SIT50112

Qualification content:
Click here for more details

Training package:
SIT12 - Tourism, Travel and Hospitality Training Package - SIT12

Status:
Current


Queensland User Choice program funding details

The Queensland User Choice program funds preferred suppliers (RTOs) for the provision of services to eligible apprentices and trainees.
For more information, please visit User Choice in Queensland.

Funded under the User Choice Program:
No


Industrial relations details

Since 1 January 2010, all private sector employers and employees in Queensland, including apprentices and trainees, have their wages and conditions of employment covered by the Fair Work Act 2009 and modern awards. This legislation is administered by the Commonwealth Government Fair Work Ombudsman's office. https://www.fairwork.gov.au/pay/minimum-wages/apprentice-and-trainee-pay-rates.

Apprentices and trainees are considered employees and may receive entitlements the same as other employees such as: annual leave, sick leave, public holidays, superannuation, workers compensation and allowances. Apprentices and trainees must also receive a pay slip to cover full details of the pay for each pay period. Pay slips have to be given to an employee (including apprentices and trainees) within 1 working day of pay day and be either in electronic form or paper hard copy.

Parties should make enquiries with the Fair Work Ombudsman on Ph: 13 13 94 or at http://www.fairwork.gov.au to determine the correct industrial instrument and entitlements.

When employment is ceasing the employer or the employee (apprentice/trainee) must provide the appropriate notice periods as per the relevant award or registered workplace agreement. A notice period is the length of time that an employer or employee (apprentice/trainee) has to give to end employment. Additional information about notice periods can be found at: http://www.fairwork.gov.au/ending-employment/notice-and-final-pay.

Unfair dismissal is when an employee (apprentice/trainee) is dismissed from their job in a harsh, unjust or unreasonable manner. Additional information about unfair dismissal can be found at: http://www.fairwork.gov.au/ending-employment/unfair-dismissal.

Public sector and local government workers in Queensland remain under the state industrial relations system. Additional information about wages and conditions of employment for employees (apprentices/trainees employed by state or local government) can be found at: http://www.justice.qld.gov.au/corporate/business-areas/industrial-relations.


Last updated 24 April 2017
Version 1.4.0.0