Learning Management Framework

Nomenclature

Term	Definition
CEO	Chief Executive Officer
LMS	Learning Management System
OH&S	Occupational Health and Safety
WMS	Westlink Management System

Purpose

This Learning Management Framework establishes a structured approach to learning and development for Westlink Logistics’ full-time staff and the subcontractors who work on its behalf. Its purpose is to ensure all personnel are competent for the work they perform and meet both Westlink’s standards and client-specific minimum requirements.

Scope

This framework applies to all full-time Westlink employees and to subcontractors engaged in contract work at client sites. It covers the training, competency development and continuous-learning activities needed to maintain Westlink’s standard of service and to comply with regulatory and client-specific requirements. The framework includes, but is not limited to:

• the analysis of training needs and the prioritisation of those needs by their impact on safety, operational efficiency, compliance and strategy;

• the design, development and delivery of training, and the assessment of its effectiveness;

• the competency framework against which staff and subcontractor competency is defined and assessed; and

• the records, reporting, quality assurance and review that keep the framework current and demonstrate competency.

Learning activities support Westlink’s strategic objective to be a leading provider of safe, turnkey logistics solutions. The approach emphasises continuous improvement, competency-based development and adaptability to changing industry standards and client needs.

Governance and Roles

The Chief Executive Officer is accountable for the Learning Management Framework and for aligning it with Westlink’s strategic objectives and its regulatory and contractual requirements. The Operations Manager is responsible for the operational implementation of the framework, supported by office and project administration. The roles below set out who does what.

Chief Executive Officer

The Chief Executive Officer is accountable for the framework. The CEO works with the Operations Manager to identify training needs and the resources to meet them, authorises the use of approved external training providers, and ensures the framework remains aligned with Westlink’s goals.

Operations Manager

The Operations Manager is responsible for implementing the framework — identifying training needs with the CEO, arranging and tracking training for staff and subcontractors, and confirming that personnel are competent for their scope of work and for client-specific requirements.

Office and Project Administration

Office and project administration supports the framework by maintaining learning resources, scheduling and coordinating training, and keeping the learning and competency records.

Trainers and Instructors

Training is delivered either by approved external providers, with CEO authorisation, or through Westlink’s online learning platform. The online platform offers standard training modules and bespoke training packages, enabling personnel to complete training at their own pace.

Learners

Learners are Westlink staff who undertake learning activities and subcontractors who are required to demonstrate their competency for the scope of their work.

Client Representatives

Client project representatives collaborate with Westlink to ensure training meets client-specific requirements.

Training Needs Analysis

Learning needs are prioritised by their impact on safety, operational efficiency, compliance and strategic importance. The training needs analysis may include:

• verified documentation of completed training, confirming its adequacy and current relevance;

• feedback from supervisors, clients or subcontractors;

• identification of development needs and areas for improvement through performance review; and

• assessment of needs against a specific scope of work and against client-specific requirements.

Learning Design and Development

Design Principles

Training is based on adult-learning principles, with a focus on practical, relevant and engaging content, and uses a structured instructional-design approach to develop each program.

Content Development

Learning content is developed internally and, where needed, with external experts to ensure relevance and quality. Where content is developed for the business, the following five-stage cycle is followed.

Analyse the learning needs, goals and objectives

• Conduct needs assessments to determine the gap between current and desired performance.

• Analyse the learners’ characteristics, including their current knowledge and skills.

• Define the learning environment and any constraints.

• Establish the instructional goals and performance objectives.

Design the instructional strategy and course content

• Create learning objectives based on the analysis.

• Develop assessment instruments to measure learning outcomes.

• Outline the course content and structure, including the sequence of topics.

• Choose the instructional methods and media (for example lectures, e-learning or simulations).

Develop the training materials

• Produce the course materials (for example manuals, presentations and e-learning modules).

• Create and test the assessment tools.

• Develop the instructional activities and exercises.

• Review and revise the materials based on feedback and testing.

Deliver the training to the learners

• Train the instructors or facilitators where needed.

• Set up the learning environment (for example a classroom or the online platform).

• Distribute the training materials.

• Conduct the training sessions.

Evaluate the effectiveness of the training

• Conduct formative evaluation during delivery to provide ongoing feedback and make adjustments.

• Carry out evaluation after implementation to measure the program’s overall impact.

• Analyse the assessment results to determine whether the learning objectives were met.

• Collect feedback from learners and instructors.

• Make recommendations for future improvements.

Accessibility

Learning materials are designed to be accessible to all learners, including those with disabilities.

Learning Delivery

Delivery Methods

• E-learning — online modules for flexible and scalable training.

• Face-to-face training — instructor-led sessions for hands-on learning.

• Blended learning — a combination of e-learning and face-to-face training.

Technology

Westlink uses a learning management system (LMS) to deliver and track training programs.

Assessment and Evaluation

Assessment Methods

• Quizzes and tests to measure knowledge retention.

• Evaluation of on-the-job skills and competencies.

• Collection of learner feedback for continuous improvement.

Evaluation

Training success is evaluated across three levels to provide a basis for future training investment and improvement.

Learner Reaction

• Collect feedback through surveys, questionnaires or interviews immediately after the training.

• Measure participants’ satisfaction with the content, delivery and overall experience.

Learning Outcomes

• Conduct pre- and post-training assessments to evaluate the knowledge and skills gained.

• Use quizzes, tests or practical exercises to assess learning outcomes.

• Analyse the results to determine the extent of learning.

Behaviours

• Observe participants on the job to confirm they are applying the new skills and knowledge.

• Supervisors assess behavioural change.

Continuous Improvement

Evaluation results are reviewed regularly to identify areas for improvement, and training programs are updated accordingly.

Competency Framework

Competency Definitions

The core competencies required for each role are defined, including technical skills, safety standards and client-specific requirements.

Competency Assessment

Regular assessments confirm that staff and subcontractors meet the defined competencies. Competency verification for new and existing personnel is also addressed through HR-PRO-001.

Resources and Support

Learners are supported by learning resources and support systems:

• access to industry-related books, journals and subscriptions to relevant e-learning platforms and databases;

• pairing of learners with experienced staff for guidance; and

• targeted coaching to address specific learning needs.

Record Keeping and Reporting

Record Keeping

Westlink maintains detailed records of all learning activities — including attendance, assessment results and feedback — in the learning management system and Westlink’s records management systems. Records are retained in accordance with GOV-SCH-001.

Reporting

Learning and development activity is reported to senior management, and to clients where required, on a regular basis.

Compliance and Quality Assurance

Regulatory Requirements

Learning activities comply with relevant legislation, including the work health and safety duty to provide information, training, instruction and supervision, and with any identified standards and client requirements.

Quality Assurance

Quality-assurance processes maintain a high standard in the delivery and content of learning programs.

Communication and Engagement

Westlink maintains a communication plan to inform staff and subcontractors of learning opportunities and framework updates. Training is a standing matter in workforce consultation under QHSE-PRO-010.

Review

The Learning Management Framework is reviewed regularly to ensure it remains relevant and effective. Key stakeholders — including staff, subcontractors and clients — are involved in the review to gather a range of perspectives.

Applicable Standards and Legislation

Learning and development is the means by which Westlink achieves and maintains the competence and awareness its management system requires. The following standards and legislation apply to this framework.

• Work Health and Safety Act 2020 (WA) s. 19 — the primary duty of a person conducting a business or undertaking, which includes providing the information, training, instruction and supervision necessary to protect workers and others from risks to health and safety.

• ISO 9001:2015 Quality Management Systems — Requirements — cl. 7.2 (Competence), under which the organisation determines the competence needed, ensures it through education, training or experience, and retains evidence of competence.

• ISO 45001:2018 Occupational Health and Safety Management Systems — Requirements — cl. 7.2 (Competence) and cl. 7.3 (Awareness), under which workers are made competent and aware of the OH&S matters relevant to their work.