Educational Philosophy

SWC’s educational philosophy is driven by our goal of providing trainees an opportunity to safely and correctly commence a career.

  • the trainee understands and demonstrates the competencies whilst maintaining dignity and self-confidence in their workplace.
  • includes working with employers to develop a competitive edge in their industry, (eg. flexible and motivated workforce, higher WHS standards, stronger management).

SWC delivers training on-the-job. SWC initially provides intensive training to a mentor/leading hand/Area Manager, etc. so they are aware of every competency and are able to closely monitor the training of trainees. The mentor will have undertaken Certificate III in the course and Plan, organise and facilitate learning in the workplace (TAEDEL402).

SWC supports the mentor structure by providing Industry Training Board-developed written documentation, negotiating with the trainee and mentor to develop a cohesive training plan, delivering on-the-job training sessions, telephone support and one-to-one interaction during assessments.

SWC works with employers who can provide competent and continuous mentor support, are prepared to develop a training culture and have a workplace that allows a trainee to regularly practise competencies throughout the traineeship term.

SWC’s Quality Improvement System

SWC has established processes to ensure our resources are constantly reviewed and improved:

  • biannual ISO9002 audits
  • quality audits undertaken for the Apprenticeship and Traineeship programme
  • weekly SWC Trainer/Assessor meetings
  • regular telephone contact, attendance at seminars conducted by national Industry Skills Councils
  • regular telephone contact and attendance at various State Training Board information sessions

Training Materials

SWC uses training materials developed by Property Services Training Australia for Cleaning Operations.

SWC can contextualise and include company learning materials into the SWC training materials.

SWC has created and developed a Mentor Guideline Manual for use by workplace mentors.

SWC has also created and developed Assessment Guidelines for use by the SWC Trainer/Assessor.


Assessment Strategy

The first step in Assessment Strategy is Recognition of Prior Learning.

The predominant strategy used for the assessment of competencies in the Cleaning Operations course is by means of practical demonstration by the trainee of the skills required. The demonstration is on-the-job and should include the demonstration of the use of all relevant equipment and chemicals and the competency achieved should be that which is required in a normal work situation.

Practical demonstration should require the trainee to demonstrate competence in the requirements of the workplace using a single practical demonstration. This may mean that the assessment criteria are not assessed individually, but as a whole.

Assessment of participants should be conducted by a person who is a competent workplace trainer and assessor.

It is recommended that the trainees have the opportunity to undertake self assessment before being formally assessed by an independent assessor.

The learning outcomes within this unit interact with each other and are closely aligned. Consequently, where possible, the learning outcomes should be assessed holistically.

Assessment Methods

SWC utilises the following Assessment Methods:

  • Observation – real work activities at workplace
  • Questioning – Self-evaluation form, Interview, Written questionnaire
  • Review of products – Work samples/products
  • Portfolio – Testimonials/references, Work samples/products, Training records, Assessment records, Journal/work diary/logbook, Life experience information
  • Supplementary feedback – Interviews with, or documentation from employer, supervisor, peers
  • Structured activities – Project, Presentation, Demonstration, Progressive tasks, Simulation exercise such as role-plays

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Responsive Training Needs
On-the-Job Training
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Skills Gap Analysis
Australian Qualifications