Purpose, pay and pathways: School Infrastructure cadet and trainee opportunities

School Infrastructure, part of the NSW Department of Education, is currently seeking applications for its July 2026 intake of trainees and cadets, with positions available across a range of locations throughout NSW.

The two-year paid infrastructure pathway program is aimed at recent school leavers and students undertaking tertiary study. It provides participants with the opportunity to develop practical skills and gain hands-on experience while working alongside experienced professionals delivering new school builds, major upgrades and maintenance projects that support students, teachers and local communities.

The program offers two distinct entry pathways into the sector. Cadet positions are tailored for university and TAFE students studying areas such as project or construction management, while trainee roles are suited to school leavers who are prepared to undertake a nationally recognised Certificate IV in Project Management as part of their training.

No prior experience is required, with the program focusing on attracting candidates who demonstrate enthusiasm, reliability and a willingness to learn. Participants are supported throughout the program with a range of learning and development opportunities designed to build confidence, capability and long-term career prospects within the infrastructure and public sector workforce.

For further information and application details, visit School Infrastructure traineeship and cadetship pathways. Applications close Monday, 6 April 2026.

Building careers and pathways for indigenous employees in the NSW water industry

The NSW water industry continues to play a critical role in safeguarding public health and supporting environmental sustainability, while also offering a wide range of meaningful career opportunities. From treatment plant operators and wastewater specialists to engineers and hydrologists, the sector relies on a diverse and skilled workforce to ensure the safe delivery, management and recycling of water across communities.

With growing global focus on water security and sustainable resource management, careers in the sector are increasingly aligned to innovation, technical capability and long-term environmental outcomes. This positions the industry as both essential and future-focused, with strong demand for skilled workers.

Encouragingly, targeted initiatives are also supporting greater workforce diversity. Aboriginal traineeships, in particular, are creating accessible entry pathways into the industry. More can be learned about how these traineeships are supporting Aboriginal people to enter and progress in the sector through personal stories from participants, which highlight the impact of these opportunities and help inspire the next generation to consider careers in water.

Access some of the personal stories on NSW DCCEEW website.

AI-driven recruitment highlights need for stronger skills-based approach

The growing use of artificial intelligence in recruitment is highlighted as both an opportunity and a risk for the labour market according to Megan Lilly, Deputy Commissioner of Jobs and Skills Australia. In a recent article Ms Lilly proposes that while AI is streamlining hiring processes, it is also increasing the likelihood that capable candidates may be overlooked if their skills are not easily captured through keywords, job titles or formal qualifications.

The article points to a widening disconnect between how employers define roles and how individuals present their capabilities, particularly in sectors such as care, community services and public safety, where critical skills like communication, problem-solving and emotional intelligence are often under-recognised.

To address this, there is a clear shift toward skills-based hiring, with employers seeking better ways to identify transferable and cognitive skills. Jobs and Skills Australia’s proposed National Skills Taxonomy is identified as a key reform, aiming to create a shared language for skills across industry, education and employment systems.

A more consistent and transparent approach to recognising skills is expected to improve job matching, support workforce mobility and strengthen alignment between training pathways and real job outcomes. With trials set to begin and broader rollout planned from mid-2026, the move toward a skills-first framework is seen as essential to ensuring recruitment systems remain fair, inclusive and fit for purpose in a rapidly evolving economy.

Read the full article on the Jobs and Skills Australia website.

NSW expands mental health inspector workforce to strengthen workplace safety

The NSW Government has announced a major expansion of SafeWork NSW’s inspectorate, including 20 new psychosocial inspectors as part of the largest uplift in inspectors in the agency’s history. This initiative forms part of a broader investment to improve workplace health and safety outcomes, with a strong focus on preventing psychological harm.

The new inspectors bring specialist expertise in areas such as mental health, trauma-informed practice, workplace behaviour and injury management. Their role will support businesses and workers to better identify, manage and prevent psychosocial risks, including those associated with bullying, excessive workloads and exposure to traumatic events.

The expanded inspectorate will strengthen SafeWork NSW’s focus on psychological health at work by enhancing compliance and enforcement activities, including the ability to issue on-the-spot fines, and responding directly to reported psychosocial incidents. It will also support the development of dedicated resources, promote preventative approaches to psychological injury, and provide workers and employers with a specialised point of contact for mental health-related workplace concerns. In addition, inspectors will assist organisations in meeting their return-to-work obligations for employees experiencing psychological injury.

Complementing this approach, a new Psychosocial Advisory Service will provide tailored guidance to workplaces, reinforcing NSW’s leadership in addressing mental health risks through proactive, system-wide reform.

Read the Minister’s Media Release here.