Invitations for Expressions of Interest to operate the CTC Cafe

1. Background

The Construction Training Centre (CTC) is located on a 12 hectare site in the Brisbane suburb of Salisbury.  We have a range of purpose built construction training facilities available for lease and also short term hire.  We have a total of 11 buildings where a range of training and commercial activities take place. The site is structured around a busy administration precinct, creating a campus-style hub of activity.

Centrally located in the administration hub of the precinct is the CTC Café (yellow circle).  The Café currently offers a wide range of hot and cold food and drinks and is very popular among our tenants and their students.  The CTC Café also provides a catering service for meetings, training courses, conferences and other corporate events.

Due to a change in circumstances, CTC management is seeking expressions of interest (EOI) from potential new operators for the Café.  The successful applicants will be expected to show an affinity for and committed support of the CTC philosophy “Healthy Minds, Healthy Bodies”.  This philosophy includes providing healthy food that is of a high standard and priced competitively.

EOI’s should address the selection criteria in Section 7.

2. Contact person/s
Peter Walker
Mob: 0408 305 066

Phil Diver
Mob: 0423 282 542

3. CTC Philosophy

The Board and management of CTC operate the precinct as a service to the construction industry. This is done through the provision of facility leasing, both short and long term, primarily for the provision of construction skills training delivered by Registered Training Organisations.

A major part of CTC’s philosophy is to provide a facility that encourages the healthy development of both the mind and the body. For example, the facility boasts a fully equipped gym, a rest and reflection room and a private breast feeding room.

It is therefore important that any future operator of the Café do their bit to contribute to this philosophy. There are four core components to this:

1) A clear intention to provide healthy food. This would be demonstrated through the menu’s focus on healthy options and the look and feel of the café, particularly how the food is presented to customers. The encouragement of tenants and students to improve or maintain their health and wellbeing through healthy balanced nutrition at an affordable price

2) Fairness and Opportunity. Included in our philosophy is the fair treatment of workers and the ability for them to develop skills and realise their potential. Café staff must be direct employees of the Operator unless expressly agreed by CTC and there must be a commitment to upskilling and training. All obligations regarding employee entitlements must be paid in full and on time.

3) Safety and quality
Safe food practices must be paramount and the Operator must attain, maintain or improve on at least a 4 star rating from BCC. Quality will underpin the presentation of food and the attitude of the Café staff to their customers.

4) Reducing the environmental footprint
Where possible and practicable the Café will implement environmental initiatives that reduce food waste and packaging, recycle, reduce overall energy consumption, buy local where appropriate and participate in a surplus food social enterprise scheme.

4. Resources

The successful applicant will be provided with access to the following:

  • A fully operational Café including some fixed appliances to operate as a commercial venture under a lease agreement. The café is located on the main road into and out of the precinct.
  •  Approximately 200 permanently located tenants and staff.
  •  In addition to this approximately 200 students on site per day.
  •  The ability to undertake in-house and external catering income streams from the facility.
  •  Sole rights to food and beverage provision (aside from some small localised vending machines) across the Precinct i.e. no competing café or food truck service (on a few occasions, industry groups or associations, superannuation funds may provide a BBQ/sausage sizzle).
  •  Precinct facilities and health initiatives including 24/7 gymnasium, flu shots, hearing and skin tests etc.

5. Applicants outgoings

The successful operator will be required to meet the following expenses and/or conditions;

  • A minimal base rental with a provision to scale up determined by increased traffic flow. Base rental is subject to negotiation with the successful applicant.
  • Electricity
  • LP Gas
  • Waste trap cleaning
  • Insurances
  • Any equipment not already provided that is required to properly operate a food service Café. g., Commercial coffee machine.
  • Compliance with all Acts Regulations and Bylaws appropriate to operating a Café including but not limited to,
    • Employment of appropriately skilled and qualified staff
    • A commitment to ongoing training of all Cafe staff
    • Regulatory licensing
    • WH&S
    • Industrial relations
    • Fire safety
    • Maintaining a clean and healthy site both inside and in the immediate vicinity of the Café.

6. Equipment and incidentals

  • Minimum operating hours are Monday to Friday (excl public holidays) 7.00am to 2.00pm. Operation outside these hours is at the Operators discretion subject to discussions with the CTC.
  • Below is a full list of fixed appliances provided by CTC:
    Williams refrigerated cabinet;  Zeus heated display unit;   Bromic floor mounted freezer unit – large;   Waldorf deep fryer unit;   Waldorf range unit with flat plate & 4 burner cooktop; commercial kitchen exhaust fan;   Hot water system (new);   Norris BT600 Commerical dishwasher (new);   Stockpot S/Steel pots x 3.  8, 16, 20 ltr (new);   Roband GSA810S contact Grill/toaster (new);  Hamilton Beach BBT0650 tempest bar blender (new)

7. Selection Criteria

  • At least 2 years’ operating a café or restaurant with no regulatory breaches
  • Demonstrated experience in the provision of on and off-site catering, or the ability to provide catering
  • Demonstrates an ongoing commitment to the provision of healthy food and beverage options
  • Demonstrates a clear commitment to the CTC philosophy of Healthy Minds, Healthy Bodies, or similar philosophy
  • Has no regulatory non-compliance matters outstanding either past, present or future including any industrial relations matters

8. Considerations

The successful applicant will be provided with the opportunity to participate in and contribute to any future development or improvements made to the Café including any such improvements being considered prior to the successful applicant taking over operations.

9. Closing date

This EOI will close at 5.00pm on Friday 30th March 2018. EOI’s received after this date will not be considered.

All applications should be addressed and sent via email to:

Construction Training Centre



Holi Festival at CTC

Heather, Brianna & Jay’s Mum Raewyn enjoy the festivities!
Fire truck added the water component!
Phil always dreamed of being a firefighter!
Crowds of people joined in the fun!
The Gujurati community knows how to party!
The Colour Purple

Safety Seminar about Incident Investigation

The Incident Cause Assessment Methodology (ICAM) is now globally recognised as a peak incident investigation methodology and is widely used in industry for safety related incidents. Many concepts such as the Swiss Cheese Model, Active and Latent Failures etc. have now become part of the safety vocabulary of incident investigation. Numerous industries and many major construction and resources clients require their supervisors, managers and safety officers to be competent in using this methodology for incident investigations.

CTC’s latest Seminar in the Safety Series focused on Incident Investigation using ICAM methodology. Guest speaker Simon Phillips, Managing Director of CTC tenant OHSA is an ICAM expert having conducted many investigations using the methodology across a range of industries both in Australia and overseas.


Simon started his presentation by describing James Reason’s Swiss Cheese model of accident causation. In the Swiss Cheese model, an organisation’s defences against failure are modelled as a series of barriers, represented as slices of the cheese. The holes in the cheese slices represent individual weaknesses in individual parts of the system, and are continually varying in size and position in all slices. The system as a whole produces failures when holes in all of the slices momentarily align, permitting “a trajectory of accident opportunity”, so that a hazard passes through holes in all of the defences, leading to an accident.

Reason hypothesized that most accidents can be traced to one or more of four levels of failure:

  • Organisational influences,
  • Unsafe supervision,
  • Preconditions for unsafe acts, and
  • The unsafe acts themselves.

In his presentation, Simon summarised the ICAM process as follows:

  • Establish the facts.
  • Identify contributing factors and latent hazards.
  • Review the adequacy of existing controls and procedures.
  • Report the findings.
  • Recommend corrective actions which can reduce risk and prevent recurrence.
  • Detect organisational factors than can be analysed to identify specific or recurring problems.
  • Identify key learnings for distribution.

The ICAM investigation process focuses on:

  • Data collection using the PEEPO tool.
  • Data analysis.
  • Development recommendations using the Hierarchy of control.
  • Key learnings presented in an ICAM Investigation Report.

ICAM seeks to look further and focuses on:

  • Immediate causes
  • Contributing factors
  • Underlying causes

The following six steps are recommended when facilitating incident analysis:

The ICAM report should include the following:

  • Incident Description
  • Key Findings
  • Conclusion and Observations
  • Recommendations
  • Significant Learnings
  • Appendices
  • ICAM Analysis
  • Corrective Action
  • Report Sign Off

The Seminar offered only a very brief overview of the ICAM methodology. However, OHSA conducts a 2-day ICAM Training Course here at CTC.  To find out more about this course, visit their website.

Read our Annual Report

On behalf of the Board and Management of The Construction Training Centre, I am pleased to present the Annual Report for 2016/2017.


Men’s Health Seminar – Secret Men’s Business

Research shows that men tend to visit their doctor less than women, skip annual checkups or delay getting medical help when they need it. Many men ignore symptoms that could be an indicator of cancer and other disease.

For this reason, we chose Men’s Health as the topic for the latest in CTC’s Safety Series Seminars which was held Tuesday, 28th November in the Hugh Hamilton Conference Room.

Three presenters shared their knowledge about major issues impacting on men’s health.  First up was Phil Hortz, Field Officer with Mates in Construction who shared sobering statistics about the suicide rate among Australian construction workers. Mates in Construction is a charity established in 2008 to reduce the high level of suicide among Australian construction workers. Their model uses training as a tool to raise awareness of the problem and empowers everyone can be part of the solution. Support is provided by offering clear pathways to professional help, case management processes and on-site visits by field officers.

Next up was Phil Diver, CEO of The Construction Training Centre whose talk focused on the psychological and physical impacts of stress and gave pointers on how we can become a master of stress in our lives using simple but effective techniques such as breathing exercises, mindfulness and power-posing.

Phil is available to deliver this insightful talk in your organisation. Just contact us to arrange.

Our keynote speaker was Dr Tariq Ali from SMG Health. Dr Ali is a highly respected medical practitioner and dentist who recently immigrated to Australia from the U.K. He focused on the vital information men need to know about managing their health.

He said men are less likely to admit to experiencing emotional stress or to visit a GP without being prompted. They are more likely to remain in denial about their health, eat processed foods, exercise less, drink alcohol in excess, smoke, use illicit drugs and engage in other risky behaviours.

Dr Ali focused on the main issues for men, starting with cardiovascular disease and the “deadly quartet” of diabetes, hypertension, obesity and dyslipidemia (the abnormally elevated cholesterol or fats (lipids) in the blood).

He noted that the impact of diabetes is often underestimated. People know that diabetes is a disease of abnormal carbohydrate metabolism, characterised by hyperglycaemia but they may not be aware of other effects such as increased susceptibility to infections, poor wound healing, peripheral nerve damage, microvascular damage and ultimately end organ damage.

He discussed the merits of adopting a Mediterranean diet and exercising regularly to manage weight and prevent lifestyle diseases.

Cancers that affect men include bowel, prostate, testicular, skin and lung cancer.  1 in 3 Australian men will be diagnosed with cancer by the age of 75.  It is important that men visit their GP when they notice something unusual because it might be an indicator of cancer. They should also schedule regular cancer screening tests.

Dr Ali finished by using the analogy of motor vehicle maintenance and your health.  Some people, when they notice something wrong with their car,will immediately take it into their motor mechanic for repair, while others wait and then the problem becomes expensive to fix.  The same can be said for your health.  He said if men invested in their “Health Superannuation” they had more chance of living longer. Key areas of investment are:

  • Cardio-respiratory reserve
  • Hepatorenal reserve
  • Core muscle strength
  • Bone mineral density and carriable muscle mass
  • Mental agility (learning skills in later life)
  • Stress (easing off the accelerator)
  • Good social network
  • Good dental and skin health

To hear more, click on the link to our podcast where you’ll hear Dr Tariq Ali and Phil Diver discussing the key issues around men’s health. Men’s Health Podcast with Dr Tariq Ali.

CTC leads the way with its Mental Health & Well-being Initiatives

It’s Mental Health Week which gives us an opportunity to acknowledge the importance of mental health and well-being in the workplace. CTC recognises it has a leadership role in advocating best practice and innovation in well-being to our tenants and our stakeholders.

Mental health is a very important concern for those running organisations. Under workplace health and safety legislation employers have a statutory duty to ensure that their workplaces do not cause mental health issues. Employee Assistance schemes are one thing, but in terms of duty of care, employers will be asked to demonstrate that they have a culture that encourages both physical and mental well-being.

Listed below are some examples of how CTC supports good mental health on our precinct to both our staff, and also those of our tenants.

  • Leave

Taking regular leave is paramount to health and safety as well as well-being. In addition to statutory requirements, CTC provides two days additional “well-being leave” per annum. Recognising the adage “the more we give, the happier we feel”, CTC staff may take an additional two days leave per annum to volunteer for a registered charity.

  • Breaks

Regular breaks outside of lunch can be beneficial to workplace productivity. A worker who has had a sleepless night because of a young baby in the house can be a safety hazard at work. CTC staff may take a sleep break of up to 20 minutes duration per day in our “5R’s” Room.

  • 5R’s Room

CTC provides a room where research, reading, rest and quiet reflection can take place. This doubles as a meditation room, contains our Well-being Library and is a rest zone. The 5R’s Room is available to both our staff and those of our tenants.

  • Mindfulness

CTC staff are provided with the opportunity to learn mindfulness and meditation training is provided to all staff.  Those using the 5R’s room for meditation may take up to ten minutes break without the need to pay back this time.

  • 24/7 Gym

There is a now a great body of research that says exercise is good for mental health. CTC has a fully equipped gym that is available to all workers whether they are employed by CTC itself or a tenant. For a minimal joining fee (currently set at $60 per annum), workers can access the gym 24 hours a day, 7 days a week.

  • Employee Assistance Program

CTC provides an Employee Assistance Program (EAP) for use by CTC staff members and their immediate family. This cost is met by CTC for up to 3 consultations per year.

  • Lifestyle Bonus

Having a good work-life balance is essential to physical and mental well-being. The provision of a workplace ‘bonus’ worth $500 per annum is one way that CTC advocates creating a healthy balance. In summary CTC will reimburse up to half the expenditure incurred by a staff member in purchasing movie or theatre tickets, holidays, family entertainment, massage etc.

For more information about CTC’s worker health and well-being initiatives, visit our dedicated website

Safety Seminar about Preventing Heat Stress

Working in hot and/or humid environments is not only uncomfortable, it can also result in heat-related illness, which can be fatal. Heat-related deaths and illnesses are preventable, but it’s important to identify the warning signs and to react swiftly and appropriately when they arise.

For this reason, managing heat was chosen as the topic for CTC’s latest Safety Seminar held on Wednesday, 30th August in Hot Leasing.

First up was Zach du Preez, A/Principal Advisor – Occupational Hygiene – Workplace Health & Safety Queensland who explained how to identify and assess the risk of heat stress. It is important to consider:-

  • What are the workplace conditions?  Consider humidity, surface temperatures, exposure period, reflective surfaces, hot plant etc.
  • What are the job requirements?  How complex, how heavy is the work, how regular are the breaks, are there shady areas, what are the PPE requirements?
  • What are the individual worker attributes?  Are they used to this type of work?  Do they have a pre-existing medical condition?  Would they know the signs of heat stress?

Workplace Health & Safety Queensland have an on-line tool to assist in identifying and assessing the risk of heat stress Heat Stress Basic Calculator Test.  Control measures must be implemented when the risk of a heat related illness is assessed as high. For more information from Workplace Health & Safety Queensland about managing heat exposure, visit their website.

Zach finished with a scenario about a worker who suffered the affects of heat stress.  He mentioned how the symptoms of heat stress can easily be confused with those of a heart attack. In the last 5 years, there have been over 200 reported incidents of heat stress, 22 of which resulted in serious injury or death.

The second presenter was Di A-Izzeddin, Operations Manager & Director of 4cRisk Pty Ltd. 4cRisk has developed a program to help identify and manage heat related risks. Like the previous speaker, Di stressed the importance of considering environmental and physiological aspects in addition to air temperature when managing the risk of heat stress.

Engineering controls can include fans, thermal blanketing etc. Physiological controls could include educating workers to drink sufficient fluids to stay adequately hydrated. There are tools available to measure hydration levels. Making electrolyte replacements available is a good control measure. Our bodies are designed to regulate heat, but other factors can make it difficult to maintain a safe temperature (as described above).

To finish, Di stressed the importance of workplaces implementing a robust program that takes into consideration all factors that contribute to heat related illness.

The final presentation was a practical demonstration from Charmaine Streeter and Tracy McLean from Queensland Health’s Clinical Skills Development Service.  Using “volunteers” from the audience, they demonstrated how to identify the signs and symptoms and apply first aid for the 3 levels of heat-related illness.

  • Heat cramps
    • Signs/symptoms – painful muscle cramps and spasms usually in legs and abdomen, heavy sweating
    • Treatment – Move to cooler place, apply firm pressure on cramping muscles or gently massage to relieve spasm; give sips of water unless the person complains of nausea, then stop giving water.
  • Heat exhaustion
    • Signs/symptoms – faint or dizzy, excessive sweating, cool pale clammy skin, nausea or vomiting, rapid, weak pulse, muscle cramps
    • Treatment – Get to cooler air conditioned place, lie down, loosen clothing, cool by fanning, drink water if fully conscious, take a cool shower or use cold compresses.
  • Heat stroke
    • Signs/symptoms – throbbing headache, no sweating, body temperature above 40 degrees C, red hot dry skin, nausea or vomiting, rapid strong pulse, may lose consciousness.
    • Treatment – Emergency – call 000. Take immediate action to cool the person until help arrives.

We were grateful for the support of Allens Industrial Products, Paramount Safety, CBus and QLeave who provided displays at the seminar.

For more information about CTC’s Safety Series Seminars contact us. Our next seminar is scheduled for Wednesday, 22nd November 2017 and will focus on Elevated Work Platform safety.

That’s Not Just Good … It’s Super!

We did something extraordinary recently (even if we say so ourselves). It wasn’t easy and it has generated some polarised views. We had to go to ‘court’ for the right to do it and it required a State Commission to pass judgment on it. It went to the basis of what we really mean by equity. We decided to pay our female staff more superannuation than their male counterparts – a further 1% of their salary to be precise.

On the face of it this is discrimination in its own right which is why we required clearance from both the Queensland Civil and Administrative Tribunal (QCAT) and the Anti-Discrimination Commission Queensland.

So why do it? Well I believe it’s the right thing to do. There is an argument by some that the pay differential doesn’t really exist because men and women are generally paid the same for the same job. The broader consideration of this is that women, in general, have considerable time away from the workplace either in the form of maternity and/or carers leave, or returning as part-time or casual workers. Coupled with this, women are over-represented in low paid and part-time/casual work.

The ability therefore for women to accrue sufficient superannuation to secure a comfortable retirement is placed in jeopardy as a result. Compounding the equity impact is the reality that time away from the workplace affects promotion potential.

Working outside the system means the grip on networks, the prevailing political landscape and knowledge of potential opportunities is compromised.

We know from research that the informal system is the exoskeleton through which upward progress is made in business. If you are not on the inside you are by default on the outside. The route to seniority or partner is made so much harder, especially when returning from having a baby and having to balance competing demands (skills borne out of necessity, by the way, that are of huge value in the corporate world).

So if you are a believer in gender equity in the workplace and want to do something substantial about it, consider levelling the playing field by paying your female staff more superannuation. They will return this appreciation of their contribution in the workplace in ways that far out-weigh the additional cost.

If you are a small corporation and think this is only possible in the large corporate world think again. We are a small to medium enterprise. We value the contribution of our female team members every bit as much as we do our men. To do so in a meaningful and authentic way is what counts. I can’t think of a more robust endorsement of the importance of equity in the workplace than assisting women to return to work in the most flexible manner possible and making-up in some small way for lost time out of the labour market.

Not all agree of course. When we commenced our differential superannuation contributions this April we became the third company in Australia to do so. It’s an important issue. The Australian Human Rights Commission thinks so and so do we. Wouldn’t it be super if this became standard business practice?

Trading Up

You have bounced out of bed before the alarm; the excitement of new horizons is greater than your need for sleep. You are ready. More ready for this than anything you have ever done before. It’s finally here. The day you start studying the Degree or Apprenticeship of your dreams.

You have survived the endless advice from your family, friends, teachers, and mentors. If you are heading to university it may be that people are questioning your choice of degree or university.

However, announcing that “I’m doing an Apprenticeship”, is often interpreted by the listener as “I’d like to be interrogated about why I’m not going to university”. For those of you smiling at that comment- read on!

The National Centre for Vocational Education Research (NCVER)1 in 2016 found that 77.6 per cent of apprentices and trainee graduates were employed after completion of their studies. For university graduates in 20152, measured in the four months post degree completion, only 68.8 per cent had found employment3.

According to the website Trade Risk4 the highest paid tradespeople in 2016 were those in the electrical field, earning on average $85,000.00. According to the website PayScale5, as at October 2016, the average wage for a Civil Engineer is $71,395.00.

Considering the higher rates of employment for apprentices, the ability to earn while they learn and not having to pay study fees, is an apprenticeship really that bad?

You can study at university, incur a large student debt, have a lower chance of finding employment and, when you do find employment, the wages you hoped for won’t be realised for quite some time. Or, you could follow your dream of getting a trade, earn a wage while learning your trade, have a better chance of finding employment and have a higher earning potential than your university counterparts.

The message here is not that apprenticeships are better than degrees. The message is that you should follow your passion. Research your options and choose the one that gets you bouncing out of bed every morning. Don’t make a choice on perceived financial rewards and employment prospects. Things are not always what they seem.

  2. Data for 2016 is not yet available

All websites accessed on 6th February 2017.

CTC’s Launches the “4R’s Room” – A Place to Read, Research, Rest & Reflect!

CTC has launched a room which is available to all workers at the precinct where research, reading, rest and quiet reflection can take place in a private, quiet environment free from the stresses of the office or training room.  Located next to the Build Fitness Gym on Level 1 of the Ian Barclay Building, the 4R’s Room doubles as a meditation room, a rest zone and also contains our library of well-being and management books.

We live in a fast-paced world, particularly the world of business, where 24/7 connectivity has fast become the norm. Workers are meant to be problem-solving and helping to grow our enterprises in a socially and environmentally responsible way throwing in lashings of creativity as they do so.

For many this occasions the sort of negative stress not conducive to positive physical or mental health. Management researchers and leading-edge managers now recognize that workplace wellness (as opposed to the previous overwhelming concentration on safety) is a key issue in managing people in the 21st Century.

What the 4Rs concept does is provide a quiet place where mental and ‘spiritual’ development can happen alongside the physical component which is addressed next door in the Buildfitness 24/7 gym. CTC has already conducted Precinct-wide mindfulness training and the 4Rs room is an ideal location for some meditation or quiet reflection associated with mindfulness. The research on the benefits of mindfulness and meditative practice in the workplace is now without question.

Often we get so embroiled in the minutiae of our jobs that we fail to look up to take a more critical or lateral perspective. In an age of ‘data’ staff often make decisions and take actions based on feelings or their “vain brain” without a good theoretical or research-based underpinning. Some will cite many years of experience as the basis upon which decisions are made. This does not enable effective decision-making. Many take decisions with little or no sound under-pinning because of the fast environment in which they find themselves. Indeed many managers are still not across EQ and neuroscience which can explain poor decisions based on unconscious bias or the “deceitful brain”.

To this end a library of management textbooks and latest journals are available in the 4Rs Room to enable staff and managers to browse or borrow to improve their understanding of the art and science of management. The 4Rs room provides a quiet space to read these texts. CTC subscribes to many journals as a feature of the range of activities we undertake and these are made available to borrow for the benefit of the whole Precinct.

A full catalogue of publications is available via the Build Fitness website by clicking here: 4Rs Room Library Catalogue. Synopses of some of the books have been prepared which can be accessed by clicking here: Advancement Library Synopses.

Visitors to the 4R’s room can borrow a book for up to 2 weeks by simply completing the register which is kept on the book shelf.  Journals are meant to be browsed in the 4R’s Room.