Have you:

• completed an Aviation, Tourism and Travel Training Organisation (ATTTO) national qualification? 
• completed an Aviation Tourism Industry Training Board (ATITB) industry qualification prior to 1994? 
• completed part of an ATITB qualification but did not finish? 

For those people who began or completed the old ATITB qualifications, you can have these cross credited into current qualifications.

However, the current travel industry qualifications are under review and a new, updated qualification will be available during 2009.  This means the old qualifications will no longer be valid and the cross crediting facility will come to an end.

ATTTO has set a deadline of 30 November 2008 for all cross crediting applications to be received.  Please contact us before this date to discuss this easy process.

Gain a nationally recognised travel industry qualification

Did you know that your current competency (that is, the tasks you do on a daily basis to perform your job) and any prior learning that you have undertaken (that is, previous courses that you have completed and existing qualifications that you hold) can be used towards upgrading or gaining industry recognised, national qualifications?

ATTTO makes it easy for you to upgrade or gain these qualifications in your existing workplace, with no student loans or time away from the job required.

Even if you are currently working in the travel industry and don’t have any formal qualifications, ATTTO can help you gain nationally recognised travel qualifications on the job, using a process tailored to you and your workplace.

Want to find out more? Contact:

Sue Masson
Regional Manager – Northern Region
  
Ph: (027) 282 5094

Jane Tricklebank
Regional Manager – Central & Southern Region

Ph: (027) 230 8179

These free forums are an invaluable networking opportunity for attendees to exchange ideas and obtain up to date information on what ATTTO is working on, new qualifications, and upcoming resources.

Where and When

The 1 day forums will be held from 9am to 3pm, with morning tea and lunch provided.

The confirmed dates for the forums are as follows:

• Tuesday 25 November - Wellingon (changed from previous update)
• Thursday 27 November - Auckland
• Friday 28 November - Rotorua
• Monday 01 December - Dunedin
• Tuesday 02 December - Christchurch

Registration

Please click here to download a registration form.

You will need to save the form to your desktop to complete. Please be sure to save your changes before it is returned to ATTTO.

To ensure that they provide the best possible opportunity for attendees to receive the information and support they need, we will be contacting registered attendees with questions about your priorities for the day, and what you are hoping to get out of the experience.

An agenda will follow shortly thereafter.

If you have any questions please email

“TIA has recommended practical and necessary priorities that reflect the needs of the tourism industry now and into the future. We particularly support the focus on investing in training and work skills initiatives,” says Elizabeth Valentine, Chief Executive of ATTTO.

“The critical need to address skills shortages and learning and development requirements is consistently highlighted in high-level strategic documents such as the Tourism and Hospitality Workforce Strategy 2006 and the Tourism Strategy 2015. Prioritisation of these needs and investment from government is essential to ensure we can continue to deliver a high quality visitor experience.”

ATTTO is an Industry Training Organisation, and plays a strategic role in skills development and attraction and retention of people within the aviation, tourism, travel and museums industries in New Zealand.

A current initiative to improve awareness of career options in tourism is the national Career Maps and Pathways Project. Co-led by ATTTO, the project will highlight a comprehensive map of current education and training provision, job roles, and career paths that interrelate across the wider tourism and hospitality sectors. The aim is to make it easier for current and prospective employees to decipher training options and understand that real and diverse career options exist in the tourism, hospitality, aviation, travel and museums industries.

Another key initiative of ATTTO is the Workforce Development Strategy, which is aimed at ensuring New Zealand’s tourism businesses have the skilled people they need to do business. The strategy will identify a shared view of known and predicted skill needs in the industry, and use this information to determine appropriate workforce learning and development priorities for the next 3 – 5 years. In close alignment with the 2008 New Zealand Skills Strategy, sector-specific skills strategies will also be developed for aviation, travel and museums.

“By taking a national, strategic perspective of tourism workforce needs now and in the future, and aligning these with clear career paths, education and training solutions can be focused on lifting the bar in a collaborative and cohesive way. We look forward to working with the incoming government on building industry capability that will result in real and positive benefits for New Zealand,” concludes Elizabeth.

Click here to view the TIA Tourism Election Manifesto

Emily-Louise Glengarry had the same wildly varied career dreams as most young students considering their future. As a child she was set on becoming a model. Her interest then switched to banking, and then temporarily settled on news reporting.

“At the end of the day, I have always loved tourism and travel and meeting people from all different cultures,” says Emily-Louise Glengarry, now a 21 year old Travel Consultant at House of Travel, Wanganui.

When she left school, Emily briefly worked in hospitality and then at an  i- SITE visitor information centre where she began studying for a National Certificate in Tourism and Travel on the job.

“I was then approached to join House of Travel which gave me the opportunity to work with international destinations instead of purely domestic. I was able to cross-credit my National Certificate towards a Tourism Modern Apprenticeship (MA) so it was the perfect next step.”

Emily is in the final stages of a Modern Apprenticeship, a programme she says has given her a broad understanding of the different elements of the industry, from IATA regulations to consumer law.

“Studying on the job is the only way to learn first-hand how everything fits together,” she says.

“The real-life pressures and time limits are things you just can’t experience through study alone. You need that on-job experience to really understand what the industry is all about.”

Emily admits that although there is a lot to take in, continuous learning is simply the nature of the travel industry.

“Things are constantly changing so whether it’s through a MA or other training programme, we are always encouraged to broaden our knowledge. Constantly learning about new places is my favourite aspect of the job anyway; it certainly keeps things interesting.”

Emily believes that to succeed in the travel industry you need to have great people skills, good time management, patience, well-developed selling skills, and of course a love of travel.

“Working in travel is a great way to see the world yourself. The industry is full of fun and interesting people of all ages who all have a love for discovering new destinations and sharing those with customers.”

Emily plans to continue learning as much as she can at House of Travel, using her experience to further her career in the industry and see more of the world.

Long term, she hopes her travel background will lead towards her dream job as a television presenter on a travel program.

“It may not be too likely, but that’s what I would absolutely love to do!” she says

Established in 1984, Hamilton Aero Maintenance Ltd provides a comprehensive range of aviation services including component and electrical overhaul, servicing maintenance, airline maintenance, ground support, corporate servicing, and aircraft refurbishment. In 1988 it added avionics and instrumentation.

The Rukuhia workshop has volunteered to host 3 local students for one day a week, a move Avionics/Managing Director Clive Law-Brown believes will give the students a good introduction to the industry. 

A 30 year veteran in engineering and avionics, Clive believes that the education system has not adequately presented aviation as a real career option to students. 

“Careers advisors and parents need to communicate to students that there is more out there than just university. There is a misconception that if students don’t go to university they’re somehow wasting their lives, but what about the young people that are good with technical skills; those people who are bright, hands-on learners and possibly more suitable for a highly technical profession such as aviation? There’s a wide variety of technical professions and many more trades than just plumbing, building and motor mechanics.” 

Clive believes that the shortages in general aviation have reached a ‘crisis situation’, particularly outside the major centers. 

“It is common knowledge that our industry is ageing and it can’t continue this way, we can’t keep doing it forever. We need young people who are bright and enthusiastic and good with their hands; the kind who would do equally well in a university or in a more technical profession. These are the people we need joining the industry, but it needs to be a long-term project, not a 5 minute exercise. We can’t afford to wait another decade and then start looking; we need to start now.”

His advice to other businesses who are considering hosting a student: ‘pick up the ball and run with it.’

“We have got a lot out of the industry over the years and this is the easiest way for us to give back. For a business it’s not just an opportunity to get young people interested but also a possible way to find employees for the future. These students are coming from local schools, so if they live locally and work with us for the next few years before moving on overseas or to a bigger city, it is still benefiting the industry as a whole,” he says.

Related Links

The new Aviation Gateway package

“My job is to work closely with businesses to understand and identify their training needs so that they can meet their business goals and boost overall performance,” explains ATTTO Industry Training Advisor (ITA), Katyanna Staveley.

As an ITA, Katyanna works together with tourism, travel and museum workplaces to organise on the job training and provide ongoing support to ensure learning stays on track.

“ATTTO’s Industry Training Advisors cover all regions of the country, but I work specifically with businesses from Hamilton to Cape Reinga. Some of my customers include Auckland Airport, STA Travel, Bigfoot Adventures, Claud 9 Tours, Footprints Waipoua, Waikato Museum and certain House of Travel Branches.”

The differing needs of each individual business is what Katyanna believes keeps her role interesting and challenging.

“We can arrange workplace training for any sized business. Some workplaces have never undertaken formal training with their staff before, particularly smaller businesses. It is very satisfying to meet those employers and show them how easy workplace training can be once it is set up.”

Katyanna believes that the benefits of workplace training speak for themselves.

“It’s a proven fact that workplaces that invest in training have better staff retention and more satisfied staff, and I can see that from the workplaces I am involved with,” she says.

“There are many smaller and remote workplaces in northern New Zealand who simply don’t realise that they can be formally recognised for the work they do every day; that is, the skills and experience they already have. Workplace training is especially useful for these types of businesses because staff don’t have to leave the workplace to gain a qualification.”

Katyanna says she enjoys discovering the training needs of a business and then being able to tailor training to a certain degree to suit their circumstances.

“It’s about understanding your customers and the type of support that we can give them to maximize their performance. I believe in New Zealand as a destination and I am pleased to play a role in helping the people who face our international visitors to perform to a high standard,” she concludes.

Katyanna is based in ATTTO’s Auckland office, and can be contacted on 027 488 5625, or at

 Twenty Air Pacific managers were recently presented with internationally recognised qualifications as part of a ground-breaking Airline Management Development Programme.

The graduation, held on 9 August at Denarau Island, Fiji, marks the second wave of Air Pacific managers to receive a National Diploma in Business (Level 5) and Award in Airline Management through a unique collaboration between ATTTO, Air Pacific and Praxxis Group Ltd.

Air Pacific wanted to provide high level skill-based education for its middle to senior managers. In doing so, the airline has deliberately made a significant investment in the development and promotion of the next generation of local company leaders. Graduates were from all parts of the Nadi-based airline including engineering, ground and flight operations.

Competition for good employees is tough throughout aviation, and similar to other South Pacific operators, Air Pacific deals with the common problems of ‘brain drain’, with skilled workers too often migrating to New Zealand, Australia and the United States.

Through the management development programme, Air Pacific could offer managers an added retention incentive and better position the airline as an employer of choice.

Made possible through the collaboration of ATTTO, Air Pacific and Praxxis Group Ltd, an international training and development consultancy based in New Zealand, customised training was developed which covered the learning topics that best met Air Pacific requirements.

Topics included information technology, marketing, strategy, financial management and employment relations as well as contemporary issues in aviation, industrial relations in aviation, and airline economics.

Topics included courses on organisational behaviour, strategic planning, financial management, employment relations, airline economics, governance, marketing, risk and quality management as well as workshops on business report writing, knowledge management, information technology, accounting, legal frameworks in aviation, and industrial relations.

The recent graduation, the second of its kind, marked the continuing success of this innovative experiment in public/private partnerships based on meeting Air Pacific’s needs and thinking outside the square.

“The point of difference about this programme is that it’s not only specifically tailored to Air Pacific’s needs, but it also meets the criteria for an accredited qualification,” explains Dr. Bernie Frey, Managing Director of Praxxis Group.

ATTTO’s Chief Executive, Elizabeth Valentine hosted the graduation function which was also attended by the former Chairman of Air Pacific Gerald Barrack, Chief Executive John Campbell, Executive GM Corporate Support Josephine Yee Joy and Executive GM Operations / Services Glen Brabant.

Dr. Bernie Frey and Elizabeth Valentine agree: combining workplace learning, supported by on-site block courses delivered by well known academics and consultants provides high quality educational qualifications that add business value. “This is cutting-edge best practice,” says Dr Frey.

Elizabeth Valentine comments, “This is a highly innovative approach to staff development. Air Pacific has been able to provide world class training and development delivered at their own place of operation.  The learning is centred around their individual management roles with immediate application in the workplace. Learning projects are based around real issues, which makes it more relevant and adds immediate value back to the business. In the process participants also receive an internationally recognised qualification.”

Far left: Dr. Bernie Frey, Centre: Elizabeth Valentine

From Waitotara meat worker to Human Resources Coordinator at an iconic tourism business, finding the right career path has certainly paid off for 25 year old Taika Brooks.

“I have always enjoyed helping people and meeting people from all around the world, so for me tourism is the perfect industry,” says Taika, the newly appointed HR Coordinator at Skyline Gondola, Restaurant and Luge, Queenstown.

“As soon as I left school I got a job at the Waitotara meat works on the slaughter floor. It was local and paid quite well, but at the end of the day my passion lies with that face to face interaction and the opportunity to provide a memorable service to visitors.”

Taika first joined Skyline as a Luge Operator, before being offered a Modern Apprenticeship. “When the opportunity came up to become a Modern Apprentice I took it with both hands. It allowed me to experience working in all aspects of the business so that I could gain a better understanding of how the different elements of the company work together.”

Following the 2 year Apprenticeship, Taika then took on a Management Traineeship, which involved learning the ropes of the Skyline properties at Rotorua, Dunedin as well as Queenstown.

“My on the job training has really set me up well for my current position. This type of training speaks for itself; you get paid to learn while you’re doing your everyday work. You also get that first hand experience which means you can apply what you learn directly into the job you’re already doing, it’s great.” 

Taika believes that to succeed in the industry you need to be open, outgoing, flexible, and have a love of the outdoors. “Tourism is unlike any other industry. You get to work amongst the elements and really make a difference to people’s experiences. Working for a business involved in workplace training just makes it that much more valuable as an employee,” says Taika.

“When I began at Skyline I thought I might possibly become a supervisor of the Luge one day. The training I have done on the job has meant I can go beyond anything I thought I could achieve, and has given me the confidence to step up to the role I have now.”

“My goal for this year is to continue my studies and get the most out of my training, both personally and professionally. It’s great that you can have a career in such a fun industry,” he concludes. 

Related Links

Skyline Enterprises Ltd wins 2008 ATTTO Achievement Award for Excellence in Workplace Training

Each year, ATTTO presents awards to businesses that have shown excellence in workplace training. The awards acknowledge the important investment workplaces make in supporting their staff to achieve formal qualifications.

The winners proved their exceptional commitment to supporting workplace training, demonstrated innovation  in training and commitment to continual improvement.

2008 Tourism winner: Skyline Enterprises Ltd

Established in 1967, Skyline Enterprises Ltd. is one of New Zealand’s most enduring and successful tourism organisations.

Known throughout New Zealand for the iconic properties Skyline Gondola Restaurant and Luge in Queenstown and Skyline Skyrides in Rotorua, the company also owns and operates Mercure Leisure Lodge in Dunedin as well as luge properties in Québec Canada and Singapore.

“I’ve never known a company to be more focused on training,” says Sally King, newly appointed Human Resources and Quality Manager at the Queenstown property.

The majority of staff are involved in some type of training on a daily basis, making the culture of ongoing training and development synonymous with the Skyline brand.

“Skyline is committed to developing an environment of continuous learning, up skilling and cross training. We are quite a forward-thinking company in terms of training and that shows through the awards we’ve won,” says Sally.

The 2008 ATTTO Achievement Award for Workplace Training was accepted by Skyline Skyrides General Manager Neville Nicholson at the recent Tourism Industry Conference in Christchurch.

“Offering national qualifications helps staff retention and the ability to ‘build’ career pathways within the company. The motivation factor of achieving a ‘nationally recognised’ qualification is recognised as highly valuable by staff,” says Sally.

As well as national certificates in tourism and hospitality, Skyline also offers Tourism Modern Apprenticeships and Management Traineeships. These 2 year programs are designed to give staff broad experience within all aspects of operations.

The Queenstown and Rotorua properties currently support 10 Tourism Modern Apprentices as well as 74 trainees, the development of whom are closely monitored by ATTTO.

“We’ve always had a very close relationship with ATTTO. The assistance of ATTTO advisors are critical for the company. They have always been very approachable and their support and encouragement has been instrumental in our success to date,” says Sally.

To keep staff engaged and keen to move up the ranks, Skyline ensures each staff member benefits in some way personally for the training they’ve achieved.

“We are definitely seeing the benefits of workplace training in terms of productivity. Each staff member has benefited from and grown through the training, and I think we’re going to benefit from that in 5 years time when they work toward being managers at Skyline or in the wider tourism industry,” concludes Sally.

Related Links

Meet Taika Brooks, Management Trainee at Skyline Gondola, Restaurant and Luge, Queenstown

2008 Achievement Awards for Excellence in Workplace Training Aviation winner: RNZAF

Each year, ATTTO presents awards to businesses that have shown excellence in workplace training. The awards acknowledge the important investment workplaces make in supporting their staff to achieve formal qualifications.

The winners proved their exceptional commitment to supporting workplace training, demonstrated innovation  in training and commitment to continual improvement.

2008 Tourism winner: Skyline Enterprises Ltd

Established in 1967, Skyline Enterprises Ltd. is one of New Zealand’s most enduring and successful tourism organisations.

Known throughout New Zealand for the iconic properties Skyline Gondola Restaurant and Luge in Queenstown and Skyline Skyrides in Rotorua, the company also owns and operates Mercure Leisure Lodge in Dunedin as well as luge properties in Québec Canada and Singapore.

“I’ve never known a company to be more focused on training,” says Sally King, newly appointed Human Resources and Quality Manager at the Queenstown property.

The majority of staff are involved in some type of training on a daily basis, making the culture of ongoing training and development synonymous with the Skyline brand.

“Skyline is committed to developing an environment of continuous learning, up skilling and cross training. We are quite a forward-thinking company in terms of training and that shows through the awards we’ve won,” says Sally.

The 2008 ATTTO Achievement Award for Workplace Training was accepted by Skyline Skyrides General Manager Neville Nicholson at the recent Tourism Industry Conference in Christchurch.

“Offering national qualifications helps staff retention and the ability to ‘build’ career pathways within the company. The motivation factor of achieving a ‘nationally recognised’ qualification is recognised as highly valuable by staff,” says Sally.

As well as national certificates in tourism and hospitality, Skyline also offers Tourism Modern Apprenticeships and Management Traineeships. These 2 year programs are designed to give staff broad experience within all aspects of operations.

The Queenstown and Rotorua properties currently support 10 Tourism Modern Apprentices as well as 74 trainees, the development of whom are closely monitored by ATTTO.

“We’ve always had a very close relationship with ATTTO. The assistance of ATTTO advisors are critical for the company. They have always been very approachable and their support and encouragement has been instrumental in our success to date,” says Sally.

To keep staff engaged and keen to move up the ranks, Skyline ensures each staff member benefits in some way personally for the training they’ve achieved.

“We are definitely seeing the benefits of workplace training in terms of productivity. Each staff member has benefited from and grown through the training, and I think we’re going to benefit from that in 5 years time when they work toward being managers at Skyline or in the wider tourism industry,” concludes Sally.

Related Links

2008 Achievement Awards for Excellence in Workplace Training Aviation winner: RNZAF

Registrations are now open to participate in the Career Maps and Pathways Regional Forums.

These forums are an invaluable opportunity for all those who train in the workplace and provide education and training in these industries to come together and contribute to the way careers will be defined in the future.

About Career Maps and Pathways

A joint initiative of ATTTO and the Hospitality Standards Institute (HSI), the Career Maps and Pathways Project identifies the information needed by people looking for career options in the hospitality, aviation, tourism, travel and museums sectors. 

When completed, this project will provide a mechanism to show people where to start on a career in these industries. It highlights a map of the current jobs available, the qualifications required, and indicates other sectors a job can take them to. It also provides basic information about what it may be possible to earn now and in the future.

This information goes beyond what might be found in existing qualification or career information, in that it not only describes what jobs are available, but also links these jobs into career pathways.

The Career Map will provide information on how to gain a job with its necessary skills in one sector - and then show the alternative career paths, within the wider sectors of hospitality and tourism. It will also show them what skills and training they will need to progress their career prospects in their current job.

Regional Forums

The forums will look closely at the information gathered to determine the accuracy of career paths and maps across the sectors, evaluate current job qualification provision and identify the gaps or issues in both job training and qualifications provision.

The objective is to help these sectors provide useful information for attracting people to the industries. It will show a wide range of learners, young and mature jobseekers, career changers and those needing further training to improve work performance, that long term career prospects are a real and attractive part of these industries.

Material will be sent to registered participants a week prior to the workshops, with the opportunity to respond on the day of attendance.

Details

Wellington - Wednesday 20th August
Travelodge Wellington
2 – 6 Gilmer Terrace
Wellington

Christchurch - Tuesday 26 August
Copthorne Hotel Commodore, Christchurch Airport
449 Memorial Avenue
Christchurch

Rotorua - Monday 1st September
Kingsgate Hotel
Fenton Street
Rotorua

Auckland - Thursday 4 September (changed from Tuesday 2 due to conflicting events)
Metropolis Hotel
No 1 Courthouse Lane
Auckland
 
• Length: 9.00am until 4.00pm
 
• Refreshments: Morning tea, lunch and afternoon tea will be provided. 

RSVP: To register, please email no later than 1 week prior to the workshop you would like to attend.

Please include your name, organisation/school and contact details as well as your nominated workshop location.


More information

Click here or contact:

Brigid Thorns
Projects International
Office 04-914-1697 | Mobile:021-837-703
Email:

The New Zealand Tourism Awards are designed to encourage, reward and inspire tourism operators to strive for the highest standards of business practice, ultimately enhancing New Zealand's image as a quality tourism destination.

Managed by TIA (Tourism Industry Association of New Zealand), the awards are a great opportunity to celebrate success and inspire the industry to continue aiming for excellence in all area of their operations.

The ATTTO tourism workplaces who received awards at the TIA Conference in Christchurch are detailed below.

Magic Travellers Network
Air New Zealand Supreme Award Winner
Major Category Winner – Tourism and Transportation Services
Sub Category Winner – Visitor Transport
Special Award Winner – Qualmark Tourism Mark of Quality Award

Tourmasters South Pacific (NZ) Ltd
Sub Category Winner - Tourism Distribution

Agrodome
Major Category Winner – Visitor Activities and Attractions
Sub Category Winner – Visitor Attraction

Shotover Canyon Swing
Sub Category Winner – Adventure Activity

“Our sincere congratulations go to each of these workplaces for being recognised and rewarded for their commitment to excellence,” says ATTTO CE Elizabeth Valentine.

“These tourism businesses have set new benchmarks that clearly demonstrate the flow-on effects of investing in people. The tangible benefits are often improved service quality, improved visitor experiences, and improved staff and customer retention. These all flow into improved bottom line business results.”

“We encourage other operators to find out how these award-winning tourism businesses have built successful models for people management and development practices,” says Elizabeth.

“Investing in good people management and development starts at the top and has tangible business benefits. If it ticks at the top, it ticks at the bottom. This is a key theme to building a business case for investing more in people.”

 “My role was created early this year to increase the level of support ATTTO could offer to trainees, ensuring they had a dedicated contact for enquiries, assistance – and perhaps most importantly – encouragement and moral support,” explains Trainee and Modern Apprentice (MA) Mentor, Fou Masun.

“I can help trainees and MAs prepare for upcoming assessments and gain clarity about what is expected of them. This includes responding to queries about everything from qualifications and workplace experience to evidence collection and resources.” 

Fou sees the most important aspect of her role as mentoring and encouraging trainees and Modern Apprentices to complete their requirements on time and achieve their qualifications.

“There are trainees and MAs that I call each month to check on their progress and see how they are doing. I tell them to think of me as their learning buddy. I help by keeping an eye on them and being available to answer questions or provide support. They say they look forward to hearing from me because they know I will encourage their progress and help to keep them on track,” she says.

“It is reassuring to have someone objective supporting them; they seem to take comfort in the fact that I am from outside their workplace. I’m there to help them achieve their goals and they enjoy that support.”

Fou’s role also involves coordinating ‘support workshops’ such as the 2 day Customer Service Courses, encouraging participants to complete requirements in a facilitated, supportive environment. 

She also works closely with Industry Training Advisors (ITAs) and Workplace Assessors, ensuring that each business has a complete suite of support for their training.

Previously working as a tourism and travel tutor at a training provider, Fou joined ATTTO as an ITA in 2006 before moving into her current role.

“I enjoyed helping businesses through the training process but my passion lies with helping trainees and Modern Apprentices achieve. I love the satisfaction of seeing a person first start out and then seeing them achieve unit standards or a qualification,” says Fou.

“The most rewarding part of my role is when people say my support has made a real difference to them and has helped them achieve what they set out to do.”

Looking to the future, Fou says she would love to see the role expand to offer more services to trainees and MAs.

“I want to take the lessons we have learned so far this year to grow and improve the service we can offer. I also want to see more people achieving their goals and completing their qualifications,” concludes Fou.

 
Fou can be contacted for trainee or Modern Apprentice support or enquiries on 04 815 9824 or

ATTTO and the Open Polytechnic of New Zealand have collaborated to deliver a new selection of high quality, nationally-recognised management programmes, designed to make it easy for businesses to lift performance and fill existing skill gaps.

The learning programmes package together key first line management skills for aviation, tourism, travel, and museum operators, with the option of selecting the learning topics that best suit the needs of your business right now.

Who is this for and what is available?

Any existing supervisor, team leader or manager in an aviation, tourism, travel or museum workplace; including those who have been identified as future managers, can be up-skilled with the following qualifications:

• National Certificate in Business (First Line Management) (Level 3)  

Designed for new team leaders or those who are being developed for team leader or first line management roles through succession planning. This certificate provides a pathway into the Level 4 certificate.

• National Certificate in Business (First Line Management) (Level 4) 

Designed for those who are in a supervisory, team leader or first level management role.

See the tables below to view the unit standards that can make up these qualifications.  To print the tables, click here.

 

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What are the benefits?

Flexibility

The programmes package together key skills in the areas of developing people, systems and resources, operations, and quality.

Designed to complement the skills you already have, the programmes are completely flexible; you choose the topics that suit your business right now and fill the competency gaps your staff currently have.

Any place, any time – distance learning

These are distance learning programmes, which means they are available to workplaces in any location throughout New Zealand.  This is especially useful for workplaces in remote locations who do not have access to local providers of management programmes.

Distance learning means trainees choose the time and place they study.  An added advantage is the collection of workbooks you will gain during your study, which make great ongoing reference guides. 

Fully supported

An ATTTO Industry Training Advisor (ITA) works alongside the manager and trainee to define a training plan that:

• Suits your workplace context
• Identifies skill shortages and how to best fill the gaps
• Considers your organisational peaks, troughs and workload
• Has clear timeframes for achievement

The trainee is supported at all times by both the ITA and an Open Polytechnic tutor.  Tutors can be contacted via a free-call number or email.  There is also an on-line campus for trainees to join chat rooms with others doing the same course.

The ITA ensures the learning remains relevant, on track and is completed within requirements and timeframes.
 



Relevant assessment

The assessments for the qualifications are carried out in the workplace.  They are designed to be practical and recognise what is actually happening in your normal work context.  There is plenty of involvement and verification from the manager and team members.

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Frequently Asked Questions

Q. How does payment work?

The choice for employers is to submit a cheque for the course with the enrolment documents or wait to be invoiced from ATTTO.  The fees shown include an ITO subsidy and are discounted rates, so employers will not be paid an entitlement.

If it is a new training agreement for 2008, employers will also be invoiced for the $85 registration fee as usual.  This is all part of the standard training agreement process.

Payment is on a course by course basis, there is no need to pay for the whole programme up front.  Employers will only need to pay for what is currently being studied.

Q. How long does it take to receive the learning materials?

Once the enrolment process is completed and payment is made to ATTTO, it should only take a minimum of 10 days before the Open Polytechnic box of materials arrives.

Q. How much time each week will I need to put towards study?

Each person is very different regarding study time but the average ‘rule of thumb’ is 5 hours per week.  On average, a unit standard should be completed within 6 weeks.  Some trainees may achieve far more than this, depending on the demands on their personal time.

Q. Will I receive all the unit standard resources at one time?

The programme is designed so that you only enroll in a few unit standards, or whatever is manageable, at a time.  When you have completed the first unit standards, then you enroll in the next unit standards identified in your training plan.  You will have a ‘re-enrolment’ form for this process.

Q. How many unit standards should I enroll in at any one time?

It is recommended that you only enroll in a maximum of two unit standards at a time.  If it is a particularly large unit (for example 10 credits) then we would suggest you enroll in one.


Contact us now about signing up for a new First Line Management programme, or speak to your Industry Training Advisor.

Aviation, tourism, travel and museum workplaces are now invited to register for ATTTO’s 2008 Customer Service courses, which provide businesses with an excellent opportunity to upskill their teams in essential customer service skills.

Participants will learn:

• the art of identifying customer needs 
• dealing with difficult customers 
• communicating with people from different cultures 
• selling and listening skills
• other key customer service skills designed to enhance the quality of customer interactions. 

The 2 day Customer Service courses will be held from 8.30am – 4.30pm at:

Nelson              
18 to 19 September
Venue: TBC

Greymouth      
14 to 15 October
Venue: TBC

The course will cover all the requirements for the National Customer Service Award. To achieve this Award, a workbook must be successfully completed and assessed at the course. Worksheets will also need to be completed back in the workplace, and then assessed by a trained assessor. This Award is a stepping stone towards the National Certificate in Tourism and Travel (Core Skills) [Level 3].

The cost is $400 + GST per person for the two days, including morning and afternoon teas and lunch.

Registrations are open now and close 2 weeks before each course, so ensure you are registered early to confirm your place. Venues will be confirmed closer to the dates.

For more information or to register please contact:

Fou Masun
Trainee and Modern Apprentice Mentor
DDI: 04 815 9824 or email:

Each year, ATTTO presents awards to businesses that have shown excellence in workplace training. The awards acknowledge the important investment workplaces make in supporting their staff to achieve formal qualifications.

The winners proved their exceptional commitment to supporting workplace training, demonstrated innovation  in training and commitment to continual improvement.

Aviation winner: RNZAF

The Royal New Zealand Air Force (RNZAF) is a critical component of the New Zealand Defence Force (NZDF). Its mission is to carry out military air operations to advance New Zealand's security interests with professionalism, integrity and teamwork.

The RNZAF has been involved  with industry training in its wider sense since the National Qualifications Framework was established in the early nineties and prides itself on striving to be judged as the best in every aspect of its operation.

Warrant Office Michael Naus, Air Force Qualifications Officer, believes that world class training techniques and standards as well as ongoing support is integral to its recognition as a successful workplace trainer.

“Aviation by its very nature requires continuous training. Our aim is for every person who walks in the door to be linked up on a training plan,” says Naus. “We always encourage personnel to engage in relevant qualifications and will not hesitate to support courses that broaden the personal or professional skills of our people.”

The RNZAF currently has 300 technical trade trainees signed up to Training Agreements and aims to include personnel in both its Aircrew and Ground Crew areas of operation.

As employees, RNZAF trainees are paid while they learn, with all training costs met. They are also offered various programmes for sponsorship and assistance with funds and time off for training and education.

Since 2001, the RNZAF have had the skills of over 200 people's training formalised through Recognition of Current Competency (RCC) assessment. This means personnel had their existing skills and knowledge formally assessed and recognised and put towards earning a national qualification. They then completed the training required to fill any skill gaps between current competency and what was required to meet the national standard.

“This is not a ‘tick and flick’ exercise,” says Elizabeth Valentine CE of ATTTO.

“The RNZAF as well as ATTTO want to be assured that people are awarded qualifications via the RCC process because they can demonstrate competence, not just to put a tick in a box. The whole aviation sector needs this quality assurance,” says Valentine.

In July 2008, the RNZAF congratulated the first group of trainees to ever gain civilian recognition in the form of national certificates solely for their military training.

“Offering national qualifications is a great attraction and retention tool for the RNZAF because it means graduates have training that the wider industry can recognise,” says Naus.

“Training is an integral part of the RNZAFs existence. As both the military and aviation environments demand continued currency and up skilling, training in some form never really stops.”

The RNZAF sees relevancy and currency as the two major benefits of on the job training, which is a core component of all trainee development.

“On the job training means people can see the relevance of what they’re doing, it makes learning easier. The workplace experience benefits the quality of the training.”

“Further down the track we’d like to be able to present trainees with a clear pathway for each and every trade, showing how they can get to where they want to be. We’d also like to see civilian qualifications available for as many trades as possible,” concludes Naus.



Related links

Click here to find out more about the first RNZAF training to receive civilian recognition.

Click here to meet Paul Garlick, RNZAF Aircraft Serviceman and recent graduate.

“I always wanted to work with my hands,” says Paul Garlick, a 23 year old trainee at the RNZAF base in Auckland.

Paul studied metal work and other engineering subjects at school, with aspirations of becoming a car mechanic.

“I realised the potential exists to earn more money working on aircraft. At the same time I didn’t want to get bogged down with a student loan. I knew the Air Force offered high quality training and you get paid for it while you’re working, so it seemed like a smart option to me.”

Paul joined the Air Force almost 5 years ago, completing a 3 month recruitment course, a 6 month basic engineering course, a 6 month aircraft mechanics course, 18 months on the job work experience and then a 4 month technician’s course.

In the last 3 years he has travelled to Samoa, Raratonga, Niue, Darwin, Adelaide, Melbourne and Malaysia, as well as around New Zealand.

“Getting paid for all my training and having the opportunity to travel is a great benefit. I get a pay packet every fortnight as well as receiving training which I believe is equal to or better than the training you would receive elsewhere because it is so disciplined,” says Paul.

“The RNZAF are a great supporter of training. If you have any area you would like to develop that is related to your job they will help towards the cost to support your up-skilling.”

Paul received a National Certificate in Aircraft Servicing (Level 3) at the recent RNZAF graduation ceremony in Auckland, where Air Force trainees received civilian recognition for their military training for the first time.

Paul believes that the concept of having military training formally recognised in the wider aviation industry is a great opportunity.

“When we are thinking about the next step in our careers we now have something to show for it which is nationally recognised. We have something on our CV that the wider aviation industry can relate to,” he says.

Paul says his goal for this year is to complete his Aircraft Maintenance Engineers License, but for now he is enjoying life on base.

“I enjoy working with a good bunch of people and no two days are the same. One day you might be working normally and then the next day there could be a plane broken down somewhere in the Pacific that you have to go and help fix. It’s definitely an industry that suits me.”

Leading Aircraftsman Paul Garlick, RNZAF aircraft technician.

Related links

The RNZAF is the winner of the 2008 Achievement Award for Excellence in Workplace Training, which recognises workplaces for outstanding support in training towards national qualifications. Click here for more information.

Click here to find out more about the first RNZAF training to receive civilian recognition.

On 3 July 2008, the Royal New Zealand Air Force (RNZAF) celebrated a long-awaited training milestone. For the first time, Air Force trainees received civilian recognition for their military training.

This important first lays the foundation for other RNZAF trainees to have their regular military training formally recognised by the wider aviation industry at the same time.

A group of 8 trainees were awarded a National Certificate in Aircraft Servicing (Level 3) in Auckland, with further graduations to follow in both Ohakea and Woodburne. 

Warrant Office Michael Naus, Air Force Qualifications Officer, believes that offering national qualifications will be a great attraction and retention tool for the RNZAF because it means graduates now have training that the wider industry can recognise.

“The RNZAF currently has 300 - 400 trainees in a number of fields, from painting and furnishing to avionics, armament and aircraft trades, but it is difficult to communicate to people outside the Air Force exactly what our training means,” says Naus.

“Being able to offer qualifications that transfer to civilian industry enables personnel to stay as long as they wish with us, to the benefit of both the RNZAF and themselves. When they then choose to leave, it is with quantifiable skill sets that the industry can relate to.”

ATTTO Chief Executive Elizabeth Valentine was present to celebrate the graduation and believes it is a significant achievement for both the RNZAF and ATTTO.

“The RNZAF has always been recognised as a high quality trainer but this adds another dimension to the benefits they can offer recruits and in turn the wider industry,” says Valentine.

“The Air Force have been a long standing representative on our Aviation Training Council and Industry Advisory Groups. They provide significant support in the development of qualifications and information for resources and are always balanced with a view of the greater good of the wider aviation sector. Their achievements are a great example of the mutual benefits that can result from such a productive and proactive partnership.”

The certificates were presented by RNZAF Logistics Commander, Group Captain Andy Woods and ATTTO CEO Elizabeth Valentine. 

Group Captain Woods commented that the RNZAF provides the highest standard of training and experiences for its personnel, “A fact confirmed when I see our people operating alongside other air forces, or alongside industry as with our teams on the aircraft upgrade projects.”

“Until recently, we haven't been able to recognise that training in a way that was easily understood outside the RNZAF. These certificates represent one step in that process of recognition, and it is great for our people to make that step,” he says.

The National Certificate in Aircraft Servicing (Level 3) is the first of many national qualifications the RNZAF Training Group hopes to roll out in the near future, in partnership with ATTTO and other industry training organisations.

“Looking forward, we would really like to be able to offer our trainees qualifications at Level 4 and Level 6. We would also like to see civilian qualifications available for as many trades as possible,” concludes Naus.

Recipients of the National Certificate in Aircraft Servicing (Level 3) at RNZAF graduation in Auckland. 
Centre: ATTTO CE Elizabeth Valentine and RNZAF Logistics Commander, Group Captain Andy Woods.


Related links


The RNZAF is the winner of the 2008 Achievement Award for Excellence in Workplace Training, which recognises workplaces for outstanding support in training towards national qualifications. Click here to find out more information.

Click here to meet Paul Garlick, RNZAF Aircraft Serviceman and recent graduate.

Each year, ATTTO presents awards to businesses that have shown excellence in workplace training. The awards acknowledge the important investment workplaces make in supporting their staff to achieve formal qualifications.

The winners proved their exceptional commitment to supporting workplace training, demonstrated innovation  in training and commitment to continual improvement.

2008 Aviation winner: RNZAF

The Royal New Zealand Air Force (RNZAF) is a critical component of the New Zealand Defence Force (NZDF). Its mission is to carry out military air operations to advance New Zealand's security interests with professionalism, integrity and teamwork.

The RNZAF has been involved  with industry training in its wider sense since the National Qualifications Framework was established in the early nineties and prides itself on striving to be judged as the best in every aspect of its operation.

Warrant Office Michael Naus, Air Force Qualifications Officer, believes that world class training techniques and standards as well as ongoing support is integral to its recognition as a successful workplace trainer. 

“Aviation by its very nature requires continuous training. Our aim is for every person who walks in the door to be linked up on a training plan,” says Naus. “We always encourage personnel to engage in relevant qualifications and will not hesitate to support courses that broaden the personal or professional skills of our people.”

The RNZAF currently has 300 technical trade trainees signed up to Training Agreements and aims to include personnel in both its Aircrew and Ground Crew areas of operation.

As employees, RNZAF trainees are paid while they learn, with all training costs met. They are also offered various programmes for sponsorship and assistance with funds and time off for training and education.

Since 2001, the RNZAF have had the skills of over 200 people's training formalised through Recognition of Current Competency (RCC) assessment. This means personnel had their existing skills and knowledge formally assessed and recognised and put towards earning a national qualification. They then completed the training required to fill any skill gaps between current competency and what was required to meet the national standard.

“This is not a ‘tick and flick’ exercise,” says Elizabeth Valentine CE of ATTTO.

“The RNZAF as well as ATTTO want to be assured that people are awarded qualifications via the RCC process because they can demonstrate competence, not just to put a tick in a box. The whole aviation sector needs this quality assurance,” says Valentine.

In July 2008, the RNZAF congratulated the first group of trainees to ever gain civilian recognition in the form of national certificates solely for their military training.

“Offering national qualifications is a great attraction and retention tool for the RNZAF because it means graduates have training that the wider industry can recognise,” says Naus.

“Training is an integral part of the RNZAFs existence. As both the military and aviation environments demand continued currency and up skilling, training in some form never really stops.”

The RNZAF sees relevancy and currency as the two major benefits of on the job training, which is a core component of all trainee development.

“On the job training means people can see the relevance of what they’re doing, it makes learning easier. The workplace experience benefits the quality of the training.”

“Further down the track we’d like to be able to present trainees with a clear pathway for each and every trade, showing how they can get to where they want to be. We’d also like to see civilian qualifications available for as many trades as possible,” concludes Naus.

Related links

Click here to find out more about the first RNZAF training to receive civilian recognition.

Click here to meet Paul Garlick, RNZAF Aircraft Serviceman and recent graduate.

www.airways.co.nz/atccareers

Agroventures, Rotorua is home to a selection of unique adventure tourism businesses, including the 43m high Bungy and Swoop, New Zealand’s fastest jet boat experience Agrojet, the body-flying experience Freefall Xtreme, and the world’s only human powered monorail racetrack, the Shweeb.

Sales and Marketing Manager Melissa Mills believes that Agroventures’ commitment to staff training is one of the reasons the four businesses work so well together at presenting a holistic experience to visitors.

“Each year we hold planning sessions with management and front line staff to ensure that everyone gets the opportunity to comment on how we can improve the business,” says Mills. “One of the key messages that came out in the last round of our business planning was our staff members wanted a career path; they wanted the opportunity to get some extra training and know that this would lead them somewhere.”

This request has been incorporated into the overall Agroventures business plan, with seventy percent of staff now involved in some form of training.

“Customer service is paramount for us, so we began by ensuring that staff are trained in this area. It doesn’t matter if we have the best adventure activities is New Zealand; if our customer service is letting us down, then that’s going to let the whole business down,” says Mills.

Staff also work towards a variety of other national qualifications depending on their background and where their skill gaps lie. This includes everything from Tourism Modern Apprenticeships to National Certificates in First Line Management (Level 3) and National Diplomas in Tourism Management (Level 5).

“The benefit of offering nationally recognised qualifications is that they are portable. It means that staff can take these qualifications with them in the next step of their career development. The fact that staff are also able to apply what they’re learning on-the-job as they go means there is a real practical application for what they’ve been learning.”

As an employer, offering national qualifications means Agroventures are supporting and growing the skill base of the tourism industry.

“If we can help to grow future leaders for the local tourism industry then that’s great; we get the benefits while they’re with us but the whole industry benefits in the long term.”

Mills concedes that the growing attraction to living and working in Australia is a particular problem when trying to retain young employees.

“Our young people need to know that there is a career pathway in the outdoor tourism industry in this country. We need to help them to look long term instead of the short term ‘pot of gold’. Training helps them to understand where they could be within 5 years; perhaps they could work towards becoming an operations manager or think about starting their own business. Either way, it makes them more likely to want to keep their skills within New Zealand if they know it will lead to something." 

"We believe that our training is going to help staff retention in the long term because if they know we are investing in them they’re more likely to be willing to invest in us and stay with the business.”

As a registered workplace with ATTTO, Agroventures receives the ongoing support of an Industry Training Advisor who customises training programmes for staff to work towards. 

“The relationship with ATTTO has been fantastic. Our advisor contacts us regularly to check how our training is going and we get assistance in looking at what further training options are available to us. They are really flexible in accommodating the specific needs of our business.”

Agroventures also supports staff training by paying for study costs and days spent at training. Regular performance development reviews are conducted to ensure that training remains relevant and continues to meet the changing needs of their roles.

“We have found that studying and training together creates really nice bonds amongst the staff. They can share ideas and support each other through the process. Learning on the job means staff can see a direct link between what they’re learning and how it applies in the workplace.

This is a fun industry to work in but you can also have a career in a fun industry. It’s nice to be able to offer career opportunities and not just a job,” concludes Mills.

Caption: Freefall Xtreme at Agroventures, Rotorua.


Related Links

Agrodome wins 2008 Tourism Industry Award

ATTTO works to support New Zealand’s Approved Destination Status (ADS) agreement with China

China is recognised as New Zealand’s fastest growing inbound tourism market, constituting our fourth most significant market by tourism arrivals. Chinese visitor numbers and their associated expenditure in New Zealand is forecast to double by the year 2012.

However, research tells us that satisfaction among Chinese visitors is lower than other groups of visitors. In the past, problems have been experienced with low quality tours with little or no tourism activities, misrepresentation of tour itineraries, over-reliance on commission-based shopping and inexperienced tour guides.

One way that visitor satisfaction and quality is being improved, is through the China Group Tour ADS system.

Managed by Tourism New Zealand, the ADS system means that New Zealand-based Chinese Tour Operators can be monitored and approved, ensuring that they meet 'fit and proper person' requirements and can demonstrate compliance with a specific Code of Conduct. 

The role of ATTTO in the ADS system

To comply with the Code of Conduct, all guides involved in ADS Group Tours are required to have completed the following ATTTO Awards by 01 December 2008:

- Tour Attraction Guiding Award
- Tour Excursion Guiding Award

To date, ATTTO have 82 guides registered for Attraction Guiding Award training, with completion due by 31 August 2008.

Resources have also been developed by ATTTO in an effort to help trainees successfully complete their requirements. “We have worked hard to provide an award that is relevant and provides an engaging learning experience through a combination of workshops and workbooks,” says Brenda Christie, General Manager of Service Delivery at ATTTO.

Guides on ADS Group Tours must complete and be assessed on the associated workbook, and then be assessed ‘on tour’ to meet the requirements of the Award.

“We run workshops in an effort to help trainees complete their workbooks in a supportive and interactive environment. A facilitator is available with the experience, skills and knowledge to make the process easier for trainees,” explains Christie.

“We are also intending to run personal coaching sessions at our new Auckland office to assist Auckland-based guides and to increase the qualification completion rates for this particular project. Dates for this will be released soon.”

“We are committed to ensuring that we play our part in improving the quality of the visitor experience for this important group. Our qualifications, resources and workshops are great examples of how ATTTO is working together with the New Zealand tourism industry to help raise the bar on the visitor experience.”



Tour guide Tony Chao being assessed on tour

China-New Zealand qualification recognition

 
As well as one of our biggest tourism markets, China is also New Zealand’s largest source of international students.

A world-first qualifications cooperation clause in the China-New Zealand Free Trade Agreement means that the two countries will be working together to ‘explore possibilities for mutual recognition of respective vocational qualifications’.

This recognition will help to promote New Zealand’s qualifications internationally, and formally recognises the country as an important provider of quality education.

“This is a great opportunity to put New Zealand qualifications on the world map,” says Elizabeth Valentine, Chief Executive of  ATTTO. “It provides us with a practical ability to help more people involved in the visitor experience to deliver on our 100% Pure, unique New Zealand tourism experience,“ says Valentine.
 
Important steps have already been made in this area, with NZQA recently signing an agreement with a specialised agency responsible for verifying degrees in China, the Chinese Academic Degrees and Graduate Education Development Centre (CDGDC).

The agreement means that Chinese students will have more opportunity to have qualifications they have earned at home recognised in New Zealand, with a main aim of the agreement being to clarify qualifications recognition to make processing applications more efficient.

Want more information?
For more details on ADS requirements, please contact Belinda Jorgensen on 04 815 9815.

Chief Executive Elizabeth Valentine has formally welcomed Mrs. Doris Kaua to the new role of National Manager, Cultural Awareness and Development.

“The appointment of Doris to the team demonstrates the important emphasis we are placing on the cultural role at ATTTO,” says Valentine. “Doris is a highly experienced and well-respected member of the New Zealand Maori community and we are delighted to have a person of her calibre on board.”

Doris’ tribal affiliations are Te Atihaunui a Paparangi and Ngati Kahungunu ki Wairarapa. She joins ATTTO having spent the last 3 years as Director of Maori Development at Family Planning. Prior to that she has worked across a variety of public service organisations, in the private sector, the hotel and hospitality business industry and the community services sector. She comes to us with a BA in political science and public administration and a Masters in Public Policy degree and has a well-rounded understanding of academic, bureaucratic and business processes as well as a solid understanding and experience of working with Maori service providers/communities.

A key function of the Cultural Awareness and Development role is to develop and implement the initiatives of the ATTTO Cultural Strategy including the uptake and support of Maori Tourism-related education and training.

The role will also involve the review and promotion of the Pasifika Strategy and involves working with industry and communities to develop plans for further increasing participation and skill levels of Maori and Pacific peoples in the aviation, tourism, travel and museums sectors.

Mrs Kaua says she is excited by the opportunity to expand her skills and knowledge  in the industry training sector and to develop new relationships especially with the Pacific peoples.

“ My greatest passion is to empower, to motivate and to mobilise others by minimising the barriers and providing them with opportunities so that they can participate fully and unfold their own unique potential.”

“I am looking forward to getting on with the job which will mean getting to know ATTTO, my new role and where I can make the greatest and most effective impact.”
 
“ATTTO is committed to leading our cultural strategy forward and making sure we are well positioned to support the significant growth in Maori Tourism, the rising appreciation of culture and heritage and the important associated rise of pride in our future as Aotearoa, New Zealand,” says Valentine. “The appointment of this role means that we are well placed to respond to and embrace the opportunities ahead.”

National Manager, Cultural Awarness and Development 
Doris Kaua, and ATTTO Chief Executive Elizabeth Valentine.

As a 9 year old girl visiting the UK for the first time, Maxine Lee got her first taste of travel and a passion was born. “I knew since that trip that I wanted to do something with travel,” says Maxine, now 37 and living in Nelson. “I was hooked. I would always have my nose in travel books, dreaming about places I could visit when I grew up.”

When she finished school, Maxine bid farewell to the sunny shores of Nelson to explore Europe for 18 months. Upon returning to New Zealand, she decided to turn her love for travel and passion for people into a career, and became a flight attendant.

“It was the perfect fit between travel and customer service. I loved the opportunity to meet a fresh set of faces every hour. Each flight gave you a new group of people to interact with. It was exciting to travel so often, and was so different from any other job,” says Maxine.   

Maxine was a flight attendant for two years before falling pregnant with her first child, Lachlan, at age 23. This welcomed news meant trading the job of high flyer for a new role: stay at home mum. She gave birth to her second boy, Austen, almost two years later.

Going back to work as an airline reservation sales consultant when her sons were 3 and 1, Maxine quickly learned that it was too early to be working full time again. “It was a challenging time,” she confesses. “I had moved to a new city and didn’t have the support of family and friends around me. Along with my then husband, I was caring for two boys under the age of three and so I just had to reconsider what would work best for all of us.”

Determined to make the most of her time at home, she decided to continue her learning through studying for a Diploma in Travel, and soon returned to flight attending as a casual employee at first. “The flexibility of the travel industry meant that I had some choice over the hours that I worked. If extra shifts were available, I had the opportunity to pick them up. It was perfect for my situation.”

“The transition between raising a young family and returning to work isn’t easy,” she concedes. “But you have to keep working towards your dreams. If your children see you working hard and achieving, you are setting the example for them to set their sights high too.”

In her new role of single mother, Maxine continued to fly full time for over 7 years, during which time she was able to purchase her first home to renovate. But the motivated mum soon found herself itching for a new challenge.

“Working as a flight attendant was wonderful, but after a while I felt I needed a change, a new direction. I sold my house, resigned from my job, and moved back to my home town to study full time. I have always wanted to do my own thing, build something of my own.”

“My wonderful new partner is a builder and part owns a family farm in a beautiful setting. It is surrounded by native gullies with deer and cattle on the hills, and together we have an idea to build cosy holiday cottages and host tourists around the property. We would have them participate in fishing and farming and make it something really unique.”

To help make this dream a reality, Maxine is currently enrolled in a Diploma in Tourism Management, with the aim of gaining more skills in marketing and management.

“I found that the skills I already had from travel; a passion for meeting people, patience and experience with different cultures, easily transfers to the tourism industry. I love the challenge of learning how tourism businesses operate and the environmental aspects of tourist visitation in New Zealand. This is the sort of knowledge I can use to help build my own business.”

Maxine is now one step closer to her dream, being a recent recipient of a 2008 Aviation, Tourism and Travel Organisation (ATTTO) Scholarship, receiving $3,000 towards study costs.

The Scholarships support people of all ages in their career development, and reward role models like Maxine who are determined to find their ideal career path an