As TTM in New Zealand transitions from the CoPTTM-based system to a more risk-based approach, there are several key points to understand about training, competencies, and what’s expected of you as an employer in this space.
Since the introduction of the CoPTTM in 2001, NZTA has administered a centralised training and competency system, issuing credentials like the STMS and Traffic Controller (TC) warrants. Over the years, this system evolved, incorporating practical assessments and aligning with some NZQA unit standards. However, as CoPTTM is phased out, so too will this centralised training system. This shift means that the responsibility for training and competency will rest more heavily on employers.

Is the NZTA warrant system (Training and competency model) still valid? Should I still be renewing/refreshing my qualifications?

Yes, the current NZTA Training and Competency Model, including warrants like STMS and TMO, remains valid until it is officially phased out. Employers should continue to renew and refresh qualifications as needed to maintain compliance and preparedness for the transition. Remember, these qualifications still serve as part of demonstrating competency, but they are not all that is required—comprehensive training, instruction, and supervision are still necessary.

What qualifications will we need in the future?

The future of TTM training will be shaped by the new TTM Credentials Framework, which is being developed by the industry. This framework is not compulsory but is likely to be widely adopted due to its integration into the NZQA framework, which supports the transferability and credibility of credentials across the sector.

However, it’s crucial to understand that the new framework won’t cover everything you need. Like any credential, it represents only a portion of the necessary training and competencies for any worker. Employers will need to go beyond these credentials to ensure their workforce is fully equipped with the necessary skills and knowledge.

How do we decide what training we need?

Under the Health and Safety at Work Act 2015 (HSWA), specifically Section 36(f), employers are required to provide sufficient training, instruction, or supervision to ensure workers can perform their tasks safely. This legal obligation means that you, as an employer, must assess the specific risks associated with each role and provide the appropriate training. The new TTM Credentials Framework can help structure some of this training, but it is up to you to determine the full suite of competencies your team needs, whether through formal education, on-the-job training, apprenticeships, mentoring, or other methods.

How will we transition from the current NZTA training model (warrants) to the new credentials framework?

The transition from the current NZTA system to the new TTM Credentials Framework will be modular and staged, allowing for a smooth shift. Recognition of Current Competency (RCC) processes will help in transferring existing qualifications to the new system where applicable. However, it’s important to note that new credentials are not a direct one-to-one replacement of old warrants. The framework focuses on functions rather than specific roles, meaning that aspects like TTM supervision may now apply to various positions and require different skill sets across multiple credentials.

When will some new training be available and who from?

New training aligned with the TTM Credentials Framework is expected to roll out gradually and will be available through NZQA-accredited providers such as Te Pūkenga (Connexis) and other Private Training Establishments (PTEs). This marks a significant change, as the Tertiary Education Commission (TEC) may now fund some of this training, potentially lowering costs and making it more accessible. However, it’s crucial to stay updated on when and where specific training modules will become available.

Practical Steps: What Can You Do Now?

1. Build a Competency Matrix. Start by mapping out the skills and competencies required for each role within your team. Identify the tasks each person performs and determine the training they need to be competent in those tasks.
2. Record Evidence. Keep detailed records of all training and assessments. This will be invaluable for demonstrating competency to clients and may support RCC applications under the new framework. Good record-keeping is also a key part of meeting your legal obligations under HSWA.
3. Explore Training Options. In addition to traditional classroom training, consider a variety of methods such as on-the-job training, apprenticeships, mentoring, and scenario-based learning. Competency can be developed and measured in multiple ways, so it’s important to use a mix that best suits your organisation.
4. Plan for the Future: While the new framework is not mandatory, it’s likely to become a valuable tool for many organisations. Consider how it might integrate into your existing training programs and help your team meet the evolving demands of TTM.