CAIRNS Regional Jobs Committee

RJC's work with industry to identify workforce challenges and skills shortages and plan for our future workforce.

From the Chair

SNEAK Peek

Tell me about you – why carpentry? I chose carpentry because I enjoy working with my hands and creating things that are practical, long-lasting, and useful. I’ve always liked building and fixing things, and carpentry gives me the chance to turn that interest into a skilled trade. I’m also drawn to the variety of work in carpentry—whether it’s framing, finishing, or custom builds, there’s always something new to learn. It's a trade that allows me to take pride in visible results, work as part of a team, and eventually have the skills to take on my own projects.

Did you do that for work experience?  What over work experience did you do? I started my school-based apprenticeship at the start of grade 10 so my first work experience was at MiHaven in December of 2020 but before that I had worked at a hairdresser, a tobacconist, an Italian restaurant and also as a pamphlet deliverer for a real estate agent! From a young age I was always interested in working and gaining skills.

What school were you at?  Were they encouraging of school-based apprenticeships? I went to St Andrews Catholic College. They were always very encouraging when I had come to them about getting an apprenticeship and even when I made the decision of finishing school at the end of year 11. They knew my ambitions and goals were based around carpentry and they supported me throughout my schooling and decisions about my future career.

You decided to transition from a school-based apprenticeship to a full-time apprenticeship.  Why did you choose to do that? I chose to move from a school-based apprenticeship to a full-time apprenticeship because I wanted to fully commit to learning the trade and gaining hands-on experience. While the school-based program gave me a great introduction, I felt that working full-time would help me develop my skills faster and expose me to more real-world situations on-site. Being on the tools every day means I can learn more from experienced carpenters, take on more responsibility, and grow my confidence in the trade. It also shows my dedication to pursuing carpentry as a long-term career.

Do you have any regrets about not finishing year 12? It was a hard decision whether I stayed in school or not due to the fact that it would be harder to get into university if I ever decided to go but at the end of the day my heart was for carpentry, and I was pretty adamant that I wouldn't change my mind. But what eased my mind as well was that If I ever did want to go to uni I could just do a 6-month bridging course and get into university still.

Your RTO was MiHaven – why did you choose them?  When I was trying to get into carpentry I knew it would be more difficult for me to get an apprenticeship because I am a female and there are very few companies that have ever had a female in their team but when I came across MiHaven they were nothing but welcoming and were very supportive even though they had never had a girl in their construction team let alone a 15 year old.

Are you still with the same employer? After finishing my apprenticeship in March I am lucky to be kept on as a tradesperson and I plan on staying here. There are opportunities that I see myself pursuing with Mihaven such as site supervising.

What do you love most about your job? What I love most about my job is seeing the progress and results of my work. It's really satisfying to start with raw materials and turn them into something solid and useful, like a frame, decking, or a finished room. I also enjoy learning new skills and tools, and every day is different—which keeps it interesting. Working as part of a team and being outdoors are also big positives for me. I take pride in knowing I’m building something real that people will use and rely on for years to come.

What do you or did you find challenging? One of the biggest challenges I’ve faced so far is getting used to the physical demands of the job. At first, working long hours on-site, lifting heavy materials, and staying focused in all weather conditions was tough. I also found that learning to use certain tools and machinery safely and correctly took time and practice. Another challenge was understanding plans and measurements accurately, especially under pressure. But with support from my supervisor and by asking questions, I improved a lot in these areas.

What are you long term plans? My plan for the future would have to be a supervisor. I have had an amazing supervisor who has taught me everything I know, and he has inspired me to be a supervisor myself one day so I too can teach the future generations of apprentices coming through.

Are you ready to future-proof your business? Discover how easy and impactful it is to engage young people in your workplace and build a pipeline of talent tailored to your industry needs.

Join us for the official launch of the Cairns Regional Jobs Committee’s new employer guides:
📘 Work Experience Guide for Business
📘 Employer Guide to School-Based Apprenticeships and Traineeships

This exciting event is your chance to:
✅ Unlock a smarter recruitment strategy
✅ Promote your business and raise your local profile
✅ Strengthen ties with your community and schools
✅ Shape and support the next generation of skilled workers

Hear from inspiring guest speakers, network with like-minded local employers and providers and be among the first to get your hands on these valuable resources.

📅 Friday, 5 September 2025
⏰ 7:30 am – 9:00 am
📍 The Pullman Cairns International Hotel
🎟️ Just $20 – Book your seat now!

Enjoy a delicious alternate drop breakfast, fresh pastries, tea and coffee as you explore new possibilities for your business.

Don't miss this opportunity to shape your future workforce—register now!

Upcoming Events

Join JCU’s Dr Leigh-ann Onnis and employment lawyer and HR consultant Lisa Mannering at the next JCU Inspiration on Tap public lecture as they explore Northern Australia’s future workforce needs, and investigate how businesses can tackle a shortage of critical skills.

This FREE event is on Wednesday 27 August, from 6.30 pm at Salt House.

Far North Queensland is fast becoming a hotspot for film and television production – and the momentum is only growing. With Screen Queensland’s new state-of-the-art production facility now open in Cairns, the region is set to thrive as a hub for screen industry activity, offering exciting opportunities for local businesses and creative talent alike.

At the next Chamber lunch, Jacqui Feeney, CEO of Screen Queensland, will share insights into the economic impact of this major investment, the strategic decision to base operations in Cairns, and the vision for building a vibrant regional creative economy.  

Following the keynote, a panel of local industry leaders will explore:
• The wider economic benefits of screen production
• Services and suppliers the industry is looking for – and how your business can get involved
• Who to connect with to unlock opportunities in this expanding sector
• How we can nurture local talent and grow our regional capability

Don’t miss this behind-the-scenes look at this emerging industry in Tropical North QLD.

Snapshot

The July 2025 Cairns Labour Market Dashboard shows a mixed employment picture. Employment grew slightly by 1.1% over the year to 147,800 people, but the unemployment rate rose sharply from 5.4% to 7.2%, with youth unemployment sitting at a high 9.6%—well above state and national averages.

Job vacancies remained steady (down just 0.1% year-on-year) with 2,944 online job ads, and key demand is in health care, construction, education, public administration, and accommodation/food services. However, certain LGAs, particularly Yarrabah (42.5%), face extremely high unemployment.

The proportion of working-age residents on JobSeeker or Youth Allowance increased, indicating ongoing challenges in workforce participation despite overall job growth. This suggests that while there are opportunities in specific industries, the region faces structural employment barriers, especially for young people and disadvantaged communities.

Roadmap targets regional workforce challenges

Jobs and Skills Australia (JSA) has released Phase 1 of its Jobs and Skills Roadmap for Regional Australia, a comprehensive plan to strengthen the regional jobs and skills system. With nearly one-third of working-age Australians living outside major cities, the roadmap outlines how education, training, and employment systems can better meet the unique needs of regional communities.

Key highlights include:

• Five core vision principles: tackling barriers to participation, developing skills, creating quality jobs, meeting labour demand, and improving labour market matching.

• Ten policy design principles to guide locally-led and inclusive reform.

• Emerging focus areas such as tailored training, better data collection, improved service access, and targeted support for people facing complex barriers.

The report reveals that while some regions show strength in job satisfaction and employment participation, many face persistent challenges such as youth disengagement, skill mismatches, and difficulty filling essential service roles.

Phase 2 will involve public consultations and roundtables to shape region-specific actions. The roadmap aims to ensure that all regional Australians have access to meaningful, skilled employment that supports vibrant communities and the national economy.

Roadmap targets regional workforce challenges

Industry Skills Australia (ISA) has released the 2025 Workforce Plans for Aviation, Maritime, Rail, and Transport & Logistics. These Plans provide a strategic roadmap to build a more skilled, agile, and resilient transport supply chain workforce.

Developed through national consultation, each Plan includes a snapshot of the current workforce, an analysis of key challenges, and recommended actions to address skill gaps and future demands.

Given the scale of change facing the sector, coordinated collaboration across industry, government, unions, and the training system is essential. Investing in this workforce not only boosts productivity in transport but benefits every industry that relies on the movement of goods.

The Jobseeker Support Pool (JSSP) is a targeted funding initiative designed to help individuals overcome barriers to employment and transition into sustainable work. The program supports projects that enhance job readiness, build skills, and connect jobseekers with employment opportunities.

Purpose & Objectives

• Fund initiatives that address specific barriers to employment for jobseekers.

• Support innovative, locally responsive solutions that complement existing employment services.

• Strengthen pathways to training, work experience, and employment.

Eligibility

• Applicants: Eligible organisations include community groups, training providers, employment services, industry bodies, and other not-for-profits.

• Participants: Individuals who are unemployed or underemployed, facing barriers to work, and eligible for assistance under program rules.

Eligible Activities

• Skills development and accredited/non-accredited training.

• Work readiness programs, career mentoring, and job search support.

• Wrap-around support such as transport, childcare, and equipment.

• Innovative projects that link participants directly to job opportunities.

Funding & Conditions

• Funding available for approved projects delivered in 2025–26.

• Clear budget and activity plans required.

• Funds must be used in line with approved purposes, with mandatory reporting and compliance.

Application Process

• Submit application with project plan, budget, and evidence of need.

• Assessment based on eligibility, value for money, impact, and alignment with program objectives.

• Funding decisions communicated within published timeframes.

Key Dates

• Application opening/closing dates and project delivery timelines as outlined in program schedule.

The JSSP aims to deliver practical, tailored support that results in real job outcomes, with a focus on collaboration between community, industry, and government.

Regional Winners Shine in Cairns    

Celebrating Excellence in Training – Tropical North Queensland Shines at the 2025 Queensland Training Awards

From passionate students and dedicated trainers to outstanding employers and innovative training initiatives – this year’s Queensland Training Awards regional winners from Tropical North Queensland are raising the bar for vocational education and training.

Congratulations to the regional winners:

🏆 Apprentice of the Year
Christopher Reppel – Certificate III in Carpentry
Employer: MB Construction | Training Provider: Ballinger Training and Consultancy Pty Ltd

🏆 Trainee of the Year
Kayla Gagai – Certificate IV in Youth Work
Employer: VPG Vocational Partnerships Group Ltd | Training Provider: TAFE Queensland

🏆 Vocational Student of the Year
Brett Snodgrass – Certificate III in Rural Operations
Employer: Austral Resources Australia | Training Provider: Civil Safety – RTO #32381

🏆 Aboriginal and Torres Strait Islander Student of the Year
Dion Sands – Certificate III in Conservation and Ecosystem Management
Training Provider: TAFE Queensland

🏆 School-based Apprentice or Trainee of the Year
Mira Bannerman – Certificate III in Hairdressing
School: Mossman State High School | Training Provider: TAFE Queensland

🏆 Equity Student of the Year
Adam Breadon – Diploma of Alcohol and Other Drugs / Diploma of Mental Health
Training Provider: TAFE Queensland

🏆 VET Teacher or Trainer of the Year
Paul Pardini – TAFE Queensland

🏆 Community Training Initiative of the Year
Cape York Partnership – Skills2Lead, School to Jobs and Aspire Programs

🏆 Larger Employer of the Year
MSF Sugar

🏆 Medium Employer of the Year
Tableland Veterinary Service

🏆 Small Employer of the Year
GMH Solutions

These winners now advance to the state finals in Brisbane on September 13, where Queensland’s best in vocational education and training will be celebrated.

We celebrate their dedication and achievements — a true reflection of passion and perseverance. The evening was made even more special by the strong community spirit, heartfelt support from family and friends, and the inspiring stories shared throughout the night. 

Strengthening our Aged Care Sector 

This week, the RJC was invited to take part in two important discussions about the future of aged care in our region, attending the Cairns Nursing and Aged Care Industry Roundtable and engaging with Ageing Australia, Ethnic Communities Council of Queensland (ECCQ) and industry partners to contribute to a workforce plan for Far North Queensland’s aged care sector.

The roundtable focused on addressing critical skills shortages, raising the profile of the sector and exploring solutions such as the earn and learn model, allowing individuals to gain qualifications while earning an income and filling workforce shortages.

The forum heard from Dr. John Bosco Ngendakurio from ECCQ who spoke on the effects of the refugee and migration journey on the health and wellbeing of older multicultural Australians and Despina Amanatidou from 2M Language Services, who stressed the importance of engaging professional interpreters in Aged care and health services.

The aged care sector is facing unprecedented workforce pressures due to an ageing population, increased demand for services, and the need for a highly skilled, multicultural and compassionate workforce. A workforce plan for this sector will provide:

• A stronger talent pipeline – Attracting and retaining workers with the right skills and values for aged care.

• Improved career pathways – Supporting workers to upskill and reskill.

• Better quality of care – Ensuring aged care residents receive consistent, high-quality, and person-centred services that are culturally safe.

• Sustainable staffing – Reducing turnover by improving job satisfaction, workplace culture, and recognition of the sector.

• Regional solutions for regional needs – Tailoring strategies to suit the unique challenges and opportunities of Far North Queensland.

We look forward to an aged care workforce that is equipped, supported, and inspired to deliver the high standard of care our older Australians deserve—now and into the future.

Good to know!

Did you know there is a government funding initiative designed to encourage Small and Family Businesses to hire and retain apprentices by offsetting a portion of their wage costs over a four-year period?  

🛠️ Apprentice Wage Support Program

Total Funding: $19 million over 4 years
Target: Small and family-owned businesses
Goal: Help reduce the financial burden of employing apprentices

💸 Refund Structure

• Years 1 & 2:
  Businesses can claim back 50% of their eligible apprentice wages.

• Years 3 & 4:
  The refund reduces to 25% of apprentice wages.

✅ Who Qualifies?

• Must be a small or family-run business (definitions vary, often <20 employees or <$10m turnover).

• Must be employing eligible apprentices under an approved training contract.

• Likely subject to certain conditions like:

  • Apprentice retention

  • Wage reporting

  • Compliance with fair work obligations

📅 When Does It Start?

• The program runs across four years, but the exact start date and application process will depend on government implementation timelines (state or federal, depending on the announcement).

🧮 Example Calculation

Let’s say you're paying your apprentice $40,000 per year:

• Year 1 & 2 Refunds:
  50% of $40,000 = $20,000 per year → $40,000 total

• Year 3 & 4 Refunds:
  25% of $40,000 = $10,000 per year → $20,000 total

→ Total refund over 4 years = $60,000

Grants, Tenders & Support

Would you like to submit an article or good news story to feature in the next edition? Get in touch by emailing rjc@cairnschamber.com.au 

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