Skills and Training Incentive scenarios

Read some examples of how the incentive can be used to help with the cost of training and re-skilling.

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Shane, 46, works as a site manager on a worksite in the city. He started his career as an apprentice with a local builder and now works for a major construction company building residential apartments.

Shane is not sure how much longer he can do this job. It’s physically demanding, and he is concerned he may not be able to continue due to the physicality of the role but he's unsure about the next step. Shane talks with his supervisor who thinks it would be beneficial to retain Shane in the company in a Construction Project Manager role but recognises he may not have all the relevant skills or qualifications. Shane's supervisor tells him about the Skills Checkpoint for Older Workers program. Shane registers for a skills assessment and gets advice about how to transition from being a site manager to a Project Manager by developing his existing skills. The skills assessment recommends Shane enrol in a part-time online diploma through his local university.

The diploma costs $2500. As the role of Construction Project Manager is listed on the Jobs and Skills Australia’s Skills Priority List as being in national shortage, the Government Contribution is up to 75% of the course cost, $1875. Shane’s work agrees to co-contribute and pays the remaining balance of $625.


Raquel, 60, works for a call centre. The business is downsizing and most of the call centre roles will become automated. Raquel is one of five workers who are being made redundant. The company wants to ensure its staff are supported to find their next job. The company contacts the Skills Checkpoint provider to ask for a skills assessment for these staff.

Raquel has her skills assessed and discovers after many years at the call centre she has sound IT skills and excellent communication and problem-solving skills. Raquel expresses an interest in a job in IT. The Skills Checkpoint provider identifies opportunities for jobs as a web designer. The provider recommends an IT course that runs for two days a week for four weeks. They also recommend a second complementary course which is also four weeks part time.

The first course costs $800. As the role of Web Designer is listed on the Jobs and Skills Australia’s Skills Priority List Skills Priority List with a future recruitment demand at the economy average, the Government Contribution is up to 75% of the course cost ($600). Raquel’s employer agrees to pay the balance of $200. The second course costs $1000 and is also related to web design so covered by the up to 75% Government Contribution under the Incentive. Raquel’s employer covers $250, and the Government Contribution is $750. Raquel completes the courses and begins to apply for jobs in web design and management.


Jakob, 50, recently lost his job as a domestic cleaner for a small business. He has been out of work for five weeks. He has had many jobs over his lifetime but isn't having any luck getting a new job. He decides to call the Skills Checkpoint provider in his city. They talk to him about the types of jobs he might be good at based on his skills assessment and give him some advice on the growing industries in the region which have a lot of vacancies. Jakob decides he would like to work as a Landscape Gardener.

The provider recommends Jakob completes a practical training course which costs $1200. He decides to use the Skills and Training Incentive to help with the cost of the course. As the role of a Landscape Gardener is listed on the Jobs and Skills Australia’s Skills Priority List as an occupation with in national shortage, he pays $300 for the practical training course. The Government Contribution through the Incentive is 75%, paying $900 towards to cost of the course.