How We Support

Defence Members

Helping you understand how your Defence experience aligns to civilian qualifications and careers

Guidance from experienced course advisors who help identify suitable pathways and opportunities

Support connecting with transition-focused services and employment initiatives through our partnership with Salute for Service

Flexible online learning options designed around work, family and transition commitments

Recognition of existing skills and experience through RPL where applicable

How We Support Employers.

Most organisations already have highly experienced staff performing at a high level - often without formal qualifications that recognise the skills they've developed on the job.

S2C Training helps you close that gap from both directions: developing your people through structured professional development programs, and formalising existing capability through Recognition of Prior Learning (RPL) and full qualifications.

The result is a workforce that's more capable, more credentialed and more invested in staying.

A capability partner, not just a training provider.

We work alongside you to understand your workforce goals, operational requirements and capability gaps - then build practical, flexible solutions around them. Because every business is different, we don't hand over an off-the-shelf course list; we help you develop the right people in the right way, and keep doing it as your organisation grows.

How S2C helps.

‍Develop your people through professional development programs

‍Structured leadership and management development for every stage of your team's growth

‍Recognise the skills your workforce already has

‍Through Recognition of Prior Learning (RPL) and full nationally recognised qualifications, we formalise the capability your experienced staff already demonstrate - across Business, Leadership, Management, Project Management, Health Administration, Supply Chain and Work Health and Safety (WHS).

Why it matters.

Recognising and developing your existing workforce does more than lift capability. It signals to your people that their experience is valued - which supports engagement, retention and a stronger leadership pipeline from within, rather than always recruiting it in.

How it works.

  1. Scoping conversation - we map your roles, capability gaps and goals to the right qualifications or programs.
  2. Group proposal - clear scope, volume pricing and commercial terms, tailored to your cohort size.
  3. Evidence and delivery - workplace-based evidence gathering for RPL cohorts, or structured delivery for development programs, scheduled around your operations.
  4. Certification and reporting - nationally recognised qualifications issued as staff complete, with progress visibility for your team leads.

Check out

Be sure to check out the Blogs, News & Helpful Information page here for helpful information in relation to RPL and Qualification Pathways

Developing Future Leaders Within Your Organisation

Workforce Planning and Capability Development

Industry Spotlight - Health Care & Social Assistance

Industry Spotlight - Transport, Logistics & Supply Chain

Industry Spotlight - Construction

Industry Spotlight - Professional Services

Industry Spotlight - Mining, Resources & Energy

Ready to Talk Workforce Capability?

Tell us about your team and what you're trying to build. We'll come back with a practical recommendation - whether that's group RPL, a leadership program, or both.

Get in touch with S2C Training to discuss how we can partner with your organisation to develop, recognise and grow your team’s capability.

Email us at info@s2c.edu.au or call (07) 3555 7703.

Get in Touch
Explore Our Courses
1

Recognise the skills your people already have - group RPL converts on-the-job capability into nationally recognised qualifications, without pulling staff off the roster.

2

Develop your next generation of leaders - structured programs for emerging leaders and new managers, delivered alongside operational demand

3

One provider, end to end - we assess, we train, we issue. Single point of accountability for your workforce credentials.

4

Evidence gathered in the workplace - assessment built around real work outputs, minimising disruption to delivery.

5

A retention signal your staff notice - formal recognition tells experienced people their capability is valued, supporting engagement and long-term workforce growth.

Frequently Asked Questions.

How do employers get started?

The first step is a conversation with our team. We take the time to understand your workforce, organisational objectives and capability requirements before recommending suitable solutions.

This may include leadership programs, Recognition of Prior Learning pathways, qualifications, skill sets or customised workforce development initiatives aligned to your business goals.

‍

Can leadership programs be linked to nationally recognised qualifications?

Yes. Many leadership and workforce development programs can align with nationally recognised qualifications and units of competency.

This provides organisations with the opportunity to combine practical leadership development with formal qualification outcomes, delivering both immediate workplace value and recognised credentials.

‍

Do you provide training for groups of employees?

Yes. Training can be delivered to cohorts of employees through structured workforce development programs. Group training allows organisations to develop capability consistently across teams while supporting collaboration, shared learning and organisational alignment.

‍

Can training be customised to suit our organisation?

Yes. S2C Training can work with organisations to develop tailored learning solutions that align with operational requirements, workforce challenges and strategic objectives.

This may include customised delivery schedules, contextualised learning materials, workforce capability frameworks and integrated qualification pathways designed to support organisational outcomes.

‍

What is Practice Management Essentials?

Practice Management Essentials is designed specifically for healthcare and professional practice environments. The program focuses on operational management, workforce coordination, business administration, customer experience, compliance, communication and leadership within practice-based settings.

It is particularly relevant for practice managers, team leaders and administrative professionals working within healthcare and allied health environments.

‍

What is the Executive Leadership Program?

The Executive Leadership Program is designed for senior executives, directors and organisational leaders responsible for strategic decision-making and business performance.

The program focuses on strategic leadership, organisational governance, executive communication, business transformation, organisational culture and long-term planning. It is designed to support leaders operating at the highest levels of organisational responsibility.

‍

What is the Senior Leadership Program?

The Senior Leadership Program is designed for experienced managers and leaders responsible for leading teams, departments and business functions. The program focuses on strategic thinking, organisational performance, stakeholder engagement, governance, business improvement and leadership capability.

It supports leaders in transitioning from operational management into broader organisational leadership roles.

‍

What is Management Foundations?

Management Foundations is designed to build the operational capability of supervisors and managers. The program focuses on practical workplace skills including planning, coordination, project delivery, resource management, communication and operational decision-making.

It is ideal for individuals responsible for day-to-day team performance and operational outcomes.

‍

What is the Emerging Leaders Program?

The Emerging Leaders Program is designed for employees who are transitioning into leadership roles or who have recently commenced supervising others. The program focuses on developing core leadership skills including communication, team leadership, workplace effectiveness, decision-making, accountability and professional confidence.

It provides a strong foundation for future leadership growth and nationally recognised qualification pathways.

‍

Do you offer leadership development programs?

Yes. S2C Training offers a range of leadership development programs designed to support emerging leaders, frontline managers, middle managers and senior executives.

Programs are focused on building practical leadership capability, improving organisational performance and developing future leaders who can confidently lead teams, projects and business outcomes.

‍

Can organisations use RPL to recognise experienced employees?

Absolutely. Many organisations have highly capable staff who have developed their skills through years of workplace experience. RPL provides a pathway to assess and recognise these skills against nationally recognised qualifications.

This allows employees to gain formal recognition while reducing unnecessary training and disruption to workplace operations.

‍

What are the benefits of Recognition of Prior Learning (RPL) for employers?

Recognition of Prior Learning allows organisations to formally recognise the skills and experience employees have already developed through their work. RPL can be particularly valuable for experienced employees who perform at a high level but do not yet hold formal qualifications.

‍

Can employers sponsor staff training?

Yes. Many organisations invest in employee development by sponsoring qualifications, leadership programs and workforce capability initiatives. Employer-sponsored training can support succession planning, improve staff retention, strengthen organisational capability and provide employees with nationally recognised outcomes aligned to their role and career aspirations.

‍

How can S2C Training support employers?

S2C Training partners with organisations across Australia to develop workforce capability through nationally recognised qualifications, Recognition of Prior Learning (RPL), leadership development programs, skill sets and customised training solutions.

We work with businesses, government agencies, healthcare providers, emergency services and industry groups to recognise existing capability, develop future leaders and align training outcomes with organisational objectives.

‍

Start your Qualification Journey Today. Obligation Free.

No guesswork. A clear, supported pathway to recognising your experience - with training only where it's needed.

FREE Skills Check
Insights

Stories from the field

Explore expert articles, practical resources and industry insights from the S2C Training team

View all
Trainer Spotlight

Trainer Spotlight: Professor Gaven Ferguson | S2C Training

Professor Gaven Ferguson is S2C Training’s Lead Trainer and Assessor for Business, Leadership and Project Management. With expertise in vocational education, RPL and professional recognition, he helps students turn real-world experience into nationally recognised outcomes.
Read more

Meet - Professor Gaven Ferguson.

At S2C Training, our students are supported by trainers and assessors who bring genuine industry experience, practical insight, and a strong understanding of nationally recognised training. Professor Gaven Ferguson is our Lead Trainer and Assessor for Business, Leadership and Project Management, supporting students to turn their workplace experience into recognised outcomes.

Professor Ferguson brings a broad professional background across vocational education, business, leadership, project management, hospitality, entrepreneurship, and professional recognition. His career has centred on helping individuals and organisations build capability, strengthen performance, and better understand the value of real-world skills.

A key part of Professor Ferguson’s expertise is Recognition of Prior Learning. With extensive experience in RPL assessment, evidence review, competency mapping, and professional recognition, he understands how to identify and validate the skills people have developed through work, leadership, projects, business operations, and industry experience. This practical understanding helps students feel more confident as they move through the RPL process.

For students, this means their experience is reviewed by someone who understands both the training framework and the realities of the workplace. Professor Ferguson brings a balanced approach to assessment: focused on quality evidence, compliance, fairness, and genuine recognition of capability.

His background in business, leadership, and project management also allows him to support students beyond the assessment process. Whether a student is formalising years of management experience, building confidence in their leadership capability, or seeking recognition for project-based work, Professor Ferguson brings the insight needed to connect their experience with nationally recognised qualification pathways.

Known for his practical and student-focused approach, Professor Ferguson is passionate about helping people recognise the value of what they already know and have achieved. His work reflects a clear belief that experience matters, skills should be properly recognised, and education should create meaningful opportunities for individuals, businesses, and industry.

Through his role with S2C Training, Professor Ferguson continues to support students in taking the next step in their professional journey - turning real-world experience into recognised qualifications and clearer career pathways.

Need to Know

How to Choose an RPL Provider: 7 Questions to Ask | S2C Training

Not all RPL providers work the same way. Ask these seven questions before you enrol, from RTO status and assessor experience to fees, timeframes and gaps.
Read more

The quick answer

Recognition of Prior Learning (RPL) is a regulated assessment process, but providers differ widely in how they deliver it. Before you enrol, check seven things: whether the provider is the Registered Training Organisation (RTO) that issues the qualification, whether the qualification is nationally recognised and on the provider's scope, what the assessment process involves, who the assessors are, what the fees and payment terms are, how long the process realistically takes, and what happens if your evidence does not cover everything. You can verify any provider and qualification on training.gov.au, the national register.

Choosing well matters. The right provider makes the process straightforward and the outcome credible. The wrong one costs you time, money and sometimes a qualification that does not hold up to scrutiny. Here are the seven questions worth asking, and why each one matters.

1. Are you the RTO that will issue my qualification?

Only a Registered Training Organisation can assess RPL and issue a nationally recognised qualification. Some businesses that advertise RPL services are not RTOs themselves; they operate under arrangements with a separate RTO that carries out the assessment and issues the certificate. That model is legal and regulated, but you should know who actually holds responsibility for your assessment, your records and your certificate before you pay anyone.

Ask for the RTO's registration number and look it up on training.gov.au, the Australian Government's national register. The listing shows the RTO's registration status and every qualification it is approved to deliver. S2C Training is a Registered Training Organisation in its own right, RTO 45605, which means we assess your evidence and we issue your qualification. One organisation, accountable end to end.

2. Is the qualification nationally recognised and on your scope?

A qualification only carries weight if it sits within the Australian Qualifications Framework (AQF) and appears on the issuing RTO's scope of registration. Scope matters: an RTO can only issue qualifications it is registered to deliver, and qualification codes are updated over time as training packages change.

When a provider quotes a qualification, check two things on training.gov.au: that the qualification code is current rather than superseded, and that it appears on that RTO's scope. If a provider offers a qualification that has been superseded, ask why.

3. What does the RPL process actually involve?

RPL is an assessment, not a paperwork formality. A credible provider will explain how your skills, knowledge and experience are assessed against the requirements of the qualification, what kinds of evidence you will need to provide, and how an assessor makes their decision. Evidence typically includes things like position descriptions, work samples, service or employment records, references and prior certificates, and a competency conversation with an assessor is common.

Be cautious of any provider that suggests the outcome is guaranteed, that no real evidence is needed, or that a qualification can simply be purchased. Under the Standards for RTOs, assessment decisions must be based on evidence of competency. A provider promising a certificate regardless of evidence is a warning sign, and a qualification issued that way may not survive an audit or an employer's scrutiny.

4. Who will assess my evidence, and do they understand my background?

Assessment quality depends on the assessor's ability to read your experience accurately. This matters most when your evidence does not look like a standard civilian CV. Service records, rank and posting histories, operational documents and emergency services experience all need an assessor who knows what they are looking at.

Ask who conducts the assessments and what experience they have with backgrounds like yours. At S2C Training we specialise in veterans, ex-services and ex-emergency-services students, and we have ex-serving members on our team, so your evidence is read by people who understand the environment it came from.

5. What are the fees, and what am I asked to pay upfront?

You should be able to get a clear, itemised picture of the total cost before you commit, including what the fee covers, what payment options exist and what the refund arrangements are. Australian consumer protections in vocational education also limit how much an RTO can collect from an individual student before services are delivered, so be wary of any provider asking for the full fee of a large enrolment upfront.

Ask for the provider's fee schedule and refund policy in writing. A provider that is transparent about money before enrolment is usually transparent everywhere else.

6. How long will it realistically take?

Timeframes vary with the qualification, the quality of your evidence and how quickly you can supply anything that is missing. A provider should give you a realistic range rather than a flat promise, because an honest answer depends on your circumstances. At S2C Training, RPL assessments typically take between 14 and 28 days once your evidence is in, though individual timeframes depend on the qualification and the completeness of your evidence.

Very fast promises deserve the same scrutiny as very cheap ones. Assessment takes the time it takes to be done properly.

7. What happens if my evidence does not cover everything?

RPL does not always result in a full qualification, and a good provider is upfront about that. Ask what happens if gaps are identified: whether partial recognition is available through a statement of attainment for the units you have demonstrated, whether gap training is offered to complete the remaining units, and what the costs of those options are.

A provider that explains the gap scenario before you enrol is showing you how they handle assessment honestly. One that never mentions the possibility is worth questioning.

A quick checklist before you commit

Looked the RTO up on training.gov.au and confirmed its registration and scope
Confirmed the qualification code is current, not superseded
Received a clear explanation of the evidence and assessment process
Asked who the assessors are and whether they understand your background
Received the fee schedule and refund policy in writing
Been given a realistic timeframe, not a guarantee
Understood the options if gaps are identified

Frequently asked questions

How do I check if an RPL provider is legitimate?

Search the provider's RTO number on training.gov.au, the Australian Government's national register. It shows whether the RTO's registration is current and which qualifications it is approved to deliver. If the business advertising RPL is not listed, ask which RTO will actually assess your evidence and issue your qualification.

Is a qualification gained through RPL the same as one gained through study?

Yes. RPL is a recognised assessment pathway under the Australian Qualifications Framework, and the qualification issued is the same nationally recognised qualification regardless of the pathway. What differs is how competency is demonstrated: through evidence of existing skills and experience rather than through coursework.

Can an RPL provider guarantee I will get the qualification?

No. An RPL outcome depends on an assessment of your evidence against the qualification's requirements. Any provider guaranteeing an outcome before seeing your evidence is a warning sign.

What is a scope of registration?

An RTO's scope of registration is the list of qualifications and units it is approved by the regulator to deliver and assess. It is public and searchable on training.gov.au. An RTO cannot issue a qualification outside its scope.

Does S2C Training offer RPL?

Yes. S2C Training (RTO 45605) offers RPL pathways across our nationally recognised qualifications, with a free, obligation-free Skills Check as the first step. We specialise in veterans, ex-services and ex-emergency-services students, and our team includes ex-serving members.

Start with a Skills Check

If you are weighing up RPL, our obligation-free Skills Check is a practical way to test the fit before committing to anything. We will map your experience against nationally recognised qualification options and give you clear guidance on your pathway. Call (07) 3555 7703 or email info@s2c.edu.au.

Need to Know

CTT Funding for RPL | Defence Transition Training Explained | S2C Training

Career Transition Training (CTT) can contribute up to $5,320 towards approved training, including RPL. Learn how DFTP funding works and how to apply.
Read more

DFTP and CTT Explained: Using Defence Transition Funding for Skills Recognition

The quick answer

Career Transition Training (CTT) is part of the Defence Force Transition Program (DFTP). It can contribute up to $5,320 towards approved education and training that supports your post-service employment goals, and this can include Recognition of Prior Learning (RPL) with a Registered Training Organisation. You can apply while still serving or for up to 24 months after separation, and access is arranged through your ADF Transition Coach. Approval is determined by Defence, not by training providers.

If you are planning your transition, understanding this funding before you separate can make a significant difference to what your next step costs you.

What is the Defence Force Transition Program?

The Defence Force Transition Program (DFTP) is the Department of Defence program that supports permanent and reserve ADF members through the move to civilian life. Every member transitions through a Transition Centre, where a Transition Support officer or Transition Coach works with you to build a personalised transition plan.

DFTP covers a range of supports, including coaching, transition seminars and approved absence for transition activities such as job interviews. The element most relevant to skills recognition is Career Transition Training.

What is Career Transition Training (CTT)?

CTT is a financial contribution of up to $5,320 towards training and upskilling that supports your employment or meaningful engagement goals after service. Where your Transition Coach identifies a training need, CTT can fund education and training delivered by providers such as Registered Training Organisations. Limited support may also be available for travel to attend training.

Three points matter here:

• The funding is capped. Any training costs above the approved amount are your responsibility, so it pays to choose a pathway where the funding goes furthest.

• Access runs through your Transition Coach. CTT is requested in consultation with your coach, currently via web form AC853-3, and approval sits with Defence. No training provider can approve or guarantee CTT funding, including us.

• The window extends past separation. You can apply while serving or for up to 24 months after leaving the ADF. If you are medically separating and cannot undertake training at the time, you may apply to preserve the benefit for later.

Can CTT funding be used for RPL?

Yes, where it is approved as part of your transition plan. Recognition of Prior Learning is an assessment pathway offered by Registered Training Organisations, and it is a form of vocational education and training activity that CTT funding can be directed towards when your Transition Coach identifies it as supporting your employment goals.

For many ADF members, RPL is a strong fit for transition funding because it is typically faster and lower-cost than completing a full course, which means the funding contribution stretches further. Rather than paying to be retrained in skills you built during your service, RPL assesses the evidence of what you already do, such as your service record, course reports, position descriptions and workplace documents, against the requirements of a nationally recognised qualification.

Important: eligibility for a qualification through RPL always depends on an individual assessment of your evidence. Neither CTT approval nor an RPL application guarantees a qualification outcome.

How do I apply for CTT funding?

The process runs through Defence, and it starts earlier than most people expect:

Engage your Transition Centre. All members transition through a Transition Centre, so make contact as soon as transition is on your horizon.
Work with your Transition Coach. Your coach helps identify your post-service employment goals and whether a training need supports them. Come to this conversation with a clear career direction, because applications are assessed against your stated goals.
Identify the training or RPL pathway. This is where a quote or proposal from your chosen provider comes in. If you are considering skills recognition, our obligation-free Skills Check can identify which nationally recognised qualifications your service experience may align with, which gives your coach something concrete to assess.
Submit the request. Your coach lodges the CTT request through the Defence process. Approval must be in place before you commit, as retrospective approval is generally not available.

What should I ask before choosing a provider?

Whichever provider you consider, and whatever funding you use, it is worth checking:

Is the provider the Registered Training Organisation that will issue the qualification, and what is its RTO number? You can check any RTO on training.gov.au. S2C Training is RTO 45605.
Does the provider have experience assessing Defence evidence such as service records, course reports and PMKeyS documents?
Is the qualification nationally recognised, and does it match the direction stated in your transition plan?
Is pricing clear enough to support a funding application?

Where S2C Training fits

S2C Training is a Registered Training Organisation (RTO 45605) built around veterans, ex-services and ex-emergency-services students, with ex-serving members on our team. We offer RPL pathways across our nationally recognised qualifications, and our free Skills Check is a practical first step before you speak with your Transition Coach: it maps your service experience against qualification and training options, so your CTT conversation starts with specifics rather than guesswork.

S2C Training is not affiliated with the Department of Defence, and we cannot approve, guarantee or advise on CTT funding decisions. Your Transition Coach and Transition Centre are the right contacts for funding eligibility.

Frequently asked questions

How much CTT funding can I access?

CTT can contribute up to $5,320 towards approved training. Costs above the approved amount are your own responsibility, and the figure is set by Defence and subject to change, so confirm the current amount with your Transition Centre.

Can I use CTT after I have already left the ADF?

Yes. You can apply for up to 24 months after separation. If you are medically separating and unable to train at the time, ask your Transition Coach about preserving the benefit.

Does CTT funding guarantee I will receive a qualification through RPL?

No. CTT is a funding contribution, and RPL is a separate assessment process. A qualification is only issued where your evidence demonstrates competency against the qualification's requirements.

Who approves CTT funding?

Defence, through your ADF Transition Coach and the Transition Centre process. Training providers, including S2C Training, have no role in the approval decision.

What if my training costs more than the CTT contribution?

You are responsible for the difference. This is one reason RPL is often a practical use of transition funding, as assessment-only pathways generally cost less than full course delivery.

Ready to see what your service adds up to?

Complete our obligation-free Skills Check and we will map your experience against nationally recognised qualification options, giving you a concrete pathway to discuss with your Transition Coach. Call (07) 3555 7703 or email info@s2c.edu.au.