Defence modules of learning, or Learning Management Packages, are often referred to as ‘LMPs’. LMPs are used for all training design and development across Defence. They include skills and workforce analysis in the analyse phase, then the design of the training solution, and the development of curriculum. This is followed by the implementation of the training program, and the evaluation of this against course, workforce and strategic requirements for capability. It gives a consistent framework to design training solutions to meet capability needs. The LMP is the final overarching document that is the record of the curriculum and implementation part of this process.
The LMPs include the criteria for each of the training programs across every level of the three services:
These LMPs are designed to enable the ADF to design, deliver and manage their training programs.
An LMP includes the following (Noting only those highlighted in bold may be released by the ADF due to security restrictions):
LMPs usually range from 80 and 200 pages in length, though some can extend to a thousand pages, however, only extracts of the LMP data will be made available for RPL processing.
The ADF is transitioning from lengthy residential courses to a more blended approach, where skills are more informally assessed in the workplace. Unlike in the civilian world, approximately ninety percent of service personnel spend a significant portion of their time training, and this includes both structured and ad-hoc training. A large degree of training is still formal learning, but with a more flexible delivery model. Service personnel still have occupation and job capability training in addition to professional military training.
The Australian Joint Professional Military Education (JPME) Continuum 2.0 provides a framework for alignment and consistency for all subordinate single service and group frameworks. It outlines a clear, evidence-based learning journey for Officers, Enlisted and Australian Public Service personnel. It serves as a bridge between the military and civilian workforce, highlighting both commonalities and differences to benefit both sectors, and provides a critical resource for veteran RPL assessment. The three ADF services apply this differently according to their service needs.