How to Find the Best Chef for Your Kitchen

Finding a chef is partly a hiring problem and partly a classification problem, and the second one is where the money is. Under the modern awards, what a cook or chef must be paid is driven by their trade status and their training, and the awards that cover kitchens do not describe that pathway the same way.

This page covers the classification ladder for kitchen roles, what the cookery qualifications actually contain so a resume can be read properly, what a competent recruitment and induction process is assessed on, the skilled migration pathway and its limits, the option of growing your own chef through an apprenticeship, and the verification an employer has to complete before the first shift.

Find applicants before assessing credentials

The original hiring guide suggests several routes to a chef shortlist: a hospitality recruiter, an internal candidate ready to step up, referrals from staff and local networks, or a clear public job advertisement. Describe the kitchen, role and shift pattern before screening applicants. Then use structured interviews, work references and a lawful paid skills assessment to test the cooking and team skills the role needs. The award, qualification and classification checks below belong in the same hiring process.

First, which award covers the kitchen

Coverage is determined by the premises, not the job. A commercial cook is a commercial cook in any setting; which award applies depends on where the kitchen sits.

Two boundaries are worth stating because both are counter-intuitive. A registered club kitchen is not MA000009 — clause 4.4(d)(i) of the hospitality award expressly excludes "clubs registered or recognised under State or Territory legislation", and a club under MA000058 must be both registered or licensed under a liquor, gaming, associations or corporations statute and operating not-for-profit for members and the community. And a night club is not MA000058 — being commercial rather than not-for-profit, it sits in MA000119.

A club kitchen is classified under MA000058's own classification schedule and a food-court kitchen under MA000003's, so read the schedule of the award that actually covers you.

The award difference that matters for kitchens

Between MA000009 and MA000119 the drafting diverges in a way that directly affects who you can hire and at what level:

In a standalone restaurant, a Certificate III in Commercial Cookery graduate who did not go through an apprenticeship can be classified directly as a Cook grade 3 tradesperson. The hotel award's schedule does not say so on its face.

MA000119's own Table 3 — Minimum rates puts the trade grades at Level 4 and above:

Three things follow from that table. Level 4 is the tradesperson tier in MA000119, so the Certificate III classification floor lands on a grade the award itself labels "(tradesperson)" — a trade grade reached without serving an apprenticeship. Level 4 is also the award's own reference rate: MA000119 defines standard rate as "the minimum rate for a Level 4 classification (Cook grade 3 (tradesperson)) in Table 3—Minimum rates", so any penalty or allowance expressed as a percentage of the standard rate is calculated off that rate, and an error at Level 4 propagates. And Clerical grade 3 sits at Level 4 too, which is what makes a business qualification relevant to an administrative classification in a venue.

One reading caution on the first row of the comparison above. Naming a classification and recognising an apprenticeship in that trade are two different mechanisms. MA000119's Table 3 names a food and beverage tradesperson grade at Level 4; the apprenticeship trades an award recognises are a separate provision, and that row refers to the apprenticeship provision, not to the classification list. Do not read either one off the other.

The kitchen classification ladder

MA000009 and MA000119 both run an Introductory level plus Levels 1 to 6. The kitchen roles map like this:

Cook grade 1 at Level 2 covers cooking breakfasts and snacks, baking, pastry cooking or butchering, with no training requirement attached. Cook grade 2 at Level 3 is the same work with the appropriate level of training. The jump to Level 4 is the trade jump.

The Certificate III floor applies in three of the four awards. Under MA000009 and MA000119 (both at clause 18.1, adult rates) and MA000058 (clause 18.3), a relevant AQF Certificate III or higher used at work sets a minimum classification of Level 4. The fast food award, MA000003, has no equivalent provision.

Three distinctions matter. MA000009 and MA000119 require the employee to make use of the skills and knowledge derived from those Certificate III competencies in the work undertaken, so the floor is not automatic on completion — a cook who holds a Certificate III but is working solely as a kitchen attendant is in a different position from one plating on a section. MA000058 sets the floor for "AQF Certificate III qualifications" without the words "or higher", and adds that the Fair Work Commission may require the employee to demonstrate they utilise the relevant skills. And disputes route differently: MA000009 clause 40, MA000119 clause 34, and under MA000058 referral to the Fair Work Commission.

One further MA000009 provision is worth budgeting for before you build the roster. Under clause 22, where an employee performs two or more hours in a day at a higher classification, the higher rate applies for the whole day; for less than two hours it applies for the time worked only. Food and beverage attendants grades 2 and 3 are excluded from that provision. So covering a section above grade for half a shift is a classification event, not a favour.

Minimum rates are re-set periodically, typically operative from 1 July, so read the current figure from the award or the Fair Work Ombudsman's Pay and Conditions Tool.

What "the appropriate level of training" means, and which routes are still open

The term appears in the training-requirement column above at kitchen attendant grades 2 and 3, at Cook grade 2, and as a route to the tradesperson grades. MA000009 clause 2 defines it, and gives three limbs:

Limb (c) is a closed transitional provision anchored to 30 June 2010. It is not a rolling three-month test and cannot be newly satisfied. No cook who started that classification's work after that date reaches the appropriate level of training by length of service, so three months on a section is not a route to Cook grade 2, and it is certainly not a route to a tradesperson grade. That leaves limb (a) and limb (b), and both are the useful ones anyway: limb (a) is the completed cookery qualification, and limb (b) is why a skills assessment has real commercial value for a chef with overseas or undocumented experience — it converts demonstrable skill into the classification without repeating the training.

MA000119 has its own version of that third limb, with a different date. Where MA000009 reads "as at 30 June 2010", MA000119 reads "other than a Food and beverage attendant grade 2 … as at 31 December 2009". Both are closed transitional provisions, neither is a rolling three-month test, and neither award's date applies to the other — so check the award that covers your premises rather than carrying a remembered date across, and read MA000058's and MA000003's own definitions the same way.

Clause 2 is also a different mechanism from the Certificate III floor above: the floor turns on holding a relevant Certificate III or higher and using those competencies at work, not on the appropriate level of training.

One more provision to keep in view: the Introductory level is capped at three months, extendable by mutual agreement for up to a further three. Six months is the ceiling, and the period is meant to be spent on training and competency assessment, not used as a rate.

Where trained cooks actually come from

The qualifications that matter here are SIT30821 Certificate III in Commercial Cookery and SIT40521 Certificate IV in Kitchen Management.

SIT40521 is the largest qualification we deliver, and 27 of its 33 units are core, which means very little elective freedom. That cuts both ways when you are reading a resume. It means two holders of the qualification have covered almost identical ground, so the credential is a reliable signal. It also means a candidate part-way through has probably been working on core units, not optional extras.

Both are current on our scope of registration with an end date of 30 June 2032. For context on how much of the register that scope covers, we hold 17 current qualifications, 81 current skill sets and 579 current units, every current component at extent deliver and assess, with skill sets spanning hospitality, business, community services, health and infection control, retail, creative arts and horticulture. One of the 17, SIR30216 Certificate III in Retail, carries an end date of 28 June 2024 and is not available. Note also that SIT40521 was renamed from Commercial Cookery and is equivalent to the superseded SIT40516, which matters if a candidate holds the older code, whereas SIT30821 is equivalent to its own predecessor.

The 20 core units of the Certificate III describe the actual scope of a trade-qualified cook, and reading them is a faster way to understand a candidate than asking what they can cook:

• SITHCCC023 Use food preparation equipment
• SITHCCC027 Prepare dishes using basic methods of cookery
• SITHCCC028 Prepare appetisers and salads
• SITHCCC029 Prepare stocks, sauces and soups
• SITHCCC030 Prepare vegetable, fruit, egg and farinaceous dishes
• SITHCCC031 Prepare vegetarian and vegan dishes
• SITHCCC035 Prepare poultry dishes
• SITHCCC036 Prepare meat dishes
• SITHCCC037 Prepare seafood dishes
• SITHCCC041 Produce cakes, pastries and breads
• SITHCCC042 Prepare food to meet special dietary requirements
• SITHCCC043 Work effectively as a cook
• SITHKOP009 Clean kitchen premises and equipment
• SITHKOP010 Plan and cost recipes
• SITHPAT016 Produce desserts
• SITXFSA005 Use hygienic practices for food safety
• SITXFSA006 Participate in safe food handling practices
• SITXHRM007 Coach others in job skills
• SITXINV006 Receive, store and maintain stock
• SITXWHS005 Participate in safe work practices

Three of those are worth pointing out to a hiring manager. SITHKOP010 Plan and cost recipes is core, so a trade-qualified cook has been assessed on costing, not only cooking. SITXHRM007 Coach others in job skills is core, which means every Certificate III cook has been assessed coaching two different colleagues on the job, addressing performance problems and giving constructive feedback in each session, within commercial time constraints and applying the six key principles of training — explanation, demonstration, review, listening to the trainee's explanation, observing and evaluating their demonstration, and feedback. And SITXFSA006 requires demonstrated control of food hazards at each of nine critical control points — receiving, storing, preparing, processing, displaying, serving, packaging, transporting and disposing — plus the procedures to calibrate a temperature probe. That is a materially higher bar than a food handling certificate.

Electives in the Certificate III come from Group A (Cookery and Catering) or Group B (Asian Cookery), which is where specialisation shows: SITHCCC032 cook-chill and cook-freeze, SITHCCC038 buffets, SITHCCC039 pates and terrines, SITHCCC040 cheese, SITHPAT014 yeast-based bakery products, or the SITHASC Asian cookery units. Note that SITHCCC026 Package prepared foodstuffs carries SITXFSA005 as a prerequisite.

What a competent recruitment process is actually assessed on

Recruiting is itself a unit of competency, which is useful because it converts hiring opinion into a specified process. Three units on our scope describe it, and they set out what an assessor expects to see.

SITXHRM010 Recruit, select and induct staff is a core unit of SIT50322 Diploma of Event Management and an elective elsewhere. Its performance evidence requires the candidate to coordinate the recruitment, selection and induction process at least once for each of three different recruitment needs: casual, contract or temporary; full-time or part-time permanent; and volunteer roles. Its element on induction requires the programme to be planned to reflect organisational objectives and policies, and to be run in liaison with operational colleagues so it causes minimum operational disruption — which is the part most kitchens get wrong, by inducting a new chef during a service rather than around it.

The induction content the unit itself names is a usable checklist for a new head chef's first week: conditions of employment; contact details for departments and colleagues; the current organisational focus or initiatives; employee benefits, responsibilities and rights; enterprise culture, goals, objectives and vision; key organisational policies and procedures; industrial arrangements; orientation information covering departmental locations, equipment, staff amenities, off-site operations and the whole premises; organisational charts; payroll information including awards and applicable pay rates, superannuation and wage payment arrangements; policies and procedures specific to the job role; and work health and safety information.

Two business-package units on our scope go further. BSBHRM415 Coordinate recruitment and onboarding has five elements — plan for recruitment, screen and interview, assess and select, manage candidate outcomes, and onboard the successful candidate — and requires the candidate to coordinate the recruitment and onboarding of two candidates. Its performance criteria are specific in ways worth borrowing: establish the recruitment requirement and the authority to fill the position before advertising; conduct preliminary screening according to legislative requirements; carry out a skills assessment relevant to the position; assess candidates against specified selection criteria and referee reports; inform all candidates of the decision and provide feedback to them; coordinate the documentation observing confidentiality and privacy requirements; and make the administrative arrangements for pay and employee record keeping before the start date.

BSBHRM525 Manage recruitment and onboarding is the Diploma-level counterpart, also on our scope. It runs three elements — develop the recruitment and onboarding policies and procedures, manage the recruitment process, and manage staff onboarding — and requires the candidate to manage the process for two different individuals while updating the organisation's own policies and procedures. Its second element requires that advertising complies with legislation, that selection procedures comply with legislation, and that job offers and contracts of employment are prepared and provided promptly. For a venue that hires chefs repeatedly, that last unit is the one that turns an ad-hoc process into a documented one.

Growing your own chef: what an apprenticeship actually commits you to

Hiring a finished chef is one option; the other is training one, and the award sets out precisely what that costs in obligations rather than in dollars.

Where apprenticeship legislation allows competency-based progression and the training contract does not say otherwise, an apprentice indentured after 23 January 2020 progresses by stage rather than by year:

Those percentages run off the award's standard rate, which is the Level 4 rate attached to Cook grade 3 (tradesperson). So a Level 4 classification error does not stay contained: it propagates to every apprentice on the payroll.

Progression can happen without you agreeing to it. An apprentice moves to the next stage when the training organisation, the employer and the apprentice agree the requirements are met, or where the employer has been given written advice that the RTO assessed the apprentice as meeting the requirements for all relevant units and has not notified disagreement within 21 days of receiving it. Silence for 21 days is deemed agreement, and the higher rate is payable from the first full pay period on or after that date. Filing the RTO's letter and doing nothing accrues an underpayment rather than avoiding one. Unresolved disputes go to the state apprenticeship authority — the VRQA in Victoria, Training Services NSW in New South Wales — and otherwise to the award's dispute clause. Both employer and apprentice have rights of referral.

Three further obligations are not discretionary, and each is a clause rather than a courtesy:

• Clause 12.7(a) — the employer must release the apprentice to attend training or assessment without loss of pay or continuity of employment.
• Clause 12.7(b) — time in training or assessment counts as time worked.
• Clause 12.7(c) to (e) — the employer must reimburse the apprentice for all fees paid to a registered training organisation for required courses and for required textbooks the employer did not supply, due by the later of six months after the apprenticeship starts, six months after the relevant stage, or three months after the RTO's training starts, subject to satisfactory progress.

Rostering over an apprentice's training block, or discouraging attendance, is an award breach. And for an apprentice under 18, MA000009 clause 12.5 says the employer must not require overtime or shiftwork, though the apprentice may volunteer, with exceptions only in emergencies; MA000119 clauses 12.5 and 12.6 add that except in an emergency neither overtime nor shiftwork may be required if it would prevent attendance at training under the training agreement.

An adult apprentice who commenced on or after 1 January 2014 receives, in year one, the greater of 80% of the standard weekly rate or the ordinary first-year rate. An existing employee who becomes an adult apprentice with the same employer must not suffer a rate reduction, provided they had six months full-time or twelve months part-time or regular-casual service beforehand. That provision is what makes it viable to apprentice a kitchen attendant you already employ.

School-based apprentices are a separate arrangement, under Schedule D. Where the apprentice is still at school, paid off-the-job training time may be calculated as 25% of the actual hours worked each week on the job, and wages for training time may be averaged over the semester or the year rather than settled week by week. Total off-the-job training must equal what an equivalent full-time apprentice would receive over the period. The maximum duration is 6 years, and wage progression runs at 12 months' progression for every 2 years of employment, or on a competency basis. The point worth knowing before you offer one: on conversion to a full-time apprenticeship, both the completed competencies and the time already served count — so a school-based apprentice who finishes Year 12 and moves to full time does not restart.

If the arrangement is a traineeship rather than an apprenticeship, the numbers work differently again: a full-time traineeship is 38 ordinary hours a week with 20% of those hours being approved training, part-time is fewer hours with the same 20%, and under Schedule E of the Miscellaneous Award 2020 the delivery mode changes the lawful rate. Approved training delivered wholly off the job by an RTO attracts the schedule rate in full for each ordinary hour; training wholly on the job, or partly on and partly off, attracts the schedule rate less 20% (clause E.4.2(f)). A single line in the training plan describing the training as workplace-based therefore moves the employer onto a different calculation, which is why the training plan should be read as a pay document.

Recognition of prior learning is usually the faster route

For an experienced chef with no Australian paperwork, recognition of prior learning is the lever. Registered training organisations must offer RPL under Standard 1.6 of the standards for RTOs, it is raised at the pre-training review under Standard 2.2 of the Outcome Standards for RTOs as an individual assessment for that learner, and it is a genuine assessment against the same evidence requirements as classroom delivery, not a waiver or a discount. Credit transfer is the separate process under Standard 1.7, which recognises a unit already completed at any RTO on the evidence of AQF certification documentation or an authenticated VET transcript, with no reassessment. We first verify the evidence and equivalence, check that the units fit your training product, and check for licensing or regulatory restrictions before granting credit. See ASQA’s credit-transfer guidance.

On a 33-unit qualification like SIT40521, where 27 units are core, a chef with ten years on a hot line may already hold a substantial proportion. The honest position is that nobody can tell you how much until the pre-training review is done, because RPL is assessed per learner against their own evidence. What can be said is that the gap is usually smaller than the candidate expects, and that a partly-RPL'd qualification finishes considerably faster than a full one.

This matters for retention as well as recruitment. A sous chef you would otherwise lose is often easier to keep with a funded pathway to Certificate IV in Kitchen Management than with a counter-offer — and, under MA000009, MA000119 or MA000058, finishing it and using the competencies moves their classification floor.

The skilled migration route, and its real limits

Chef and Cook are among the small number of hospitality occupations with a skilled-migration pathway, and we are an appointed Trades Recognition Australia provider for exactly two of them. Read the limits before building a hiring plan on it.

That last row is worth knowing before you build a sponsorship plan around a venue manager. Cafe or Restaurant Manager is not on the Core Skills Occupation List, so the pathway that exists for a chef does not exist for a manager. Chef and Cook both attract Skills in Demand (subclass 482) Core Skills stream sponsorship. Note also that the two unit groups exclude each other: Cooks, Fast Food Cooks and Kitchenhands are excluded from the Chef group, and Chefs, Fast Food Cooks and Kitchenhands are excluded from the Cook group.

The limitation that matters most, stated plainly. Home Affairs applies caveats to Chef and Cook in certain circumstances — fast food outlets, limited-service restaurants, and business size are the ones named. Those caveats have not been retrieved for this page, and they could materially narrow the practical pathway. Nothing here should be read as saying the pathway is clear for a given venue: a small limited-service restaurant may find that the occupation is on the list and the position still does not qualify. Verify the current caveats with the Department of Home Affairs before making an offer or committing to sponsorship costs.

The experience bar is substantial, and it is the second place plans fail. For both Chef and Cook, Trades Recognition Australia expects current culinary experience, skills and knowledge in Western cuisine, and employment in the nominated occupation full-time and paid for a minimum of 12 months within the past three years before lodging. On top of that currency requirement sits a total-experience bar that depends on formal training: three years of relevant full-time paid work experience with formal culinary training, or five years without. Every claim needs original and verifiable documentary evidence — employment letters, contracts, payslips, income statements, tax returns, award certificates and transcripts — so a candidate with a strong career and thin paperwork is a slower application than a candidate with the reverse.

For Chef specifically, TRA looks for a candidate ideally currently operating as a Senior Chef with kitchen management responsibility for at least 12 months full-time paid, with evidence of cumulative progression from Cook or Commis Chef to Chef de Partie to Senior Chef de Partie, Sous Chef or Head Chef, and competency in kitchen management duties: planning and monitoring cooking operations, managing finances within a budget, designing and costing menus, catering for special dietary requirements, and writing staff rosters. Two pathways exist — one without an Australian VET qualification and one with — and each runs a documentary-evidence stage and a technical-interview stage.

On qualifications, TRA accepts SIT30821 Certificate III in Commercial Cookery for Cook, and SIT40521 Certificate IV in Kitchen Management for Chef and Cook. SIT20421 Certificate II in Cookery is not accepted by TRA for any occupation — it is a pre-vocational entry point. At least three years of relevant experience may substitute for formal qualifications for Chef, and in some cases experience or on-the-job training is required in addition to the qualification rather than instead of it.

One structural limit that catches employers planning a management hire. TRA assesses tradespersons and technicians only; management occupations are assessed by other authorities. So our TRA appointment does not extend to a SIT50422 Diploma of Hospitality Management or SIT40422 Certificate IV in Hospitality graduate, even though both qualifications lead to management roles. We operate a skills assessment service for the two trade occupations — see skills assessment — and that is the boundary of it.

For nationally recognised training, a Unique Student Identifier (USI) is generally required before a qualification or Statement of Attainment can be issued, unless an applicable exemption applies. See the official USI exemption guidance. A USI is free at usi.gov.au. If you already have one, recover it rather than creating another.

What to actually assess

A trade certificate tells you someone has been assessed as competent. It does not tell you whether they can hold a pass on a Saturday night, cost a menu, or keep a section clean under pressure. Trial on a real service and watch the section, not the plate. A trial in which the candidate performs productive work is work, and the award applies to it.

Then verify the compliance items before the roster is written, not before the shift starts.

Food safety. Under Standard 3.2.2A, which commenced 8 December 2023, a food business must appoint a certified Food Safety Supervisor before engaging in a prescribed activity. The certificate must have been issued within the immediately preceding five years, and the supervisor must remain reasonably available, meaning on site or easily contacted, for instance by phone. If the chef you are hiring is to be the Food Safety Supervisor, check the issue date, not just the existence of a certificate.

Any venue with a kitchen that processes unpackaged potentially hazardous food into food that is both potentially hazardous and ready to eat is a category one business. Category one carries the third tool as well: substantiation records, kept for three months after being made and accessible at the premises. A new head chef inheriting a kitchen with no temperature records is inheriting a live compliance gap.

In New South Wales the Food Safety Supervisor certificate must come from a provider approved by the NSW Food Authority under section 106H of the Food Act 2003 (NSW). We are not on that list and cannot issue a NSW FSS certificate. In NSW the approved provider issues two documents, the national Statement of Attainment and the FSS certificate; keeping only the Statement of Attainment does not satisfy section 106G.

Work health and safety. Kitchens are where the injuries are. The hazards a head chef is expected to control include manual handling from deliveries, stockpots and kegs; lacerations and amputations from slicers, mixers and knives; burns from hot surfaces, liquids and chemicals; slips on wet and greasy floors; electricity, including damaged leads and the cleaning of electrical cooking equipment; chemical exposure from degreasers and sanitisers; noise from extraction and dishwashers; and heat stress and fatigue across long services.

The controls a competent chef should already expect: guards fitted and interlocked on machinery, equipment isolated before cleaning or clearing, test-and-tag records maintained, RCD protection, never cleaning energised electrical equipment, an accessible Safety Data Sheet register, correct chemical dilution, PPE and eyewash where chemicals are used, and every decanted chemical labelled.

Which Act governs depends on the state. Victoria operates under the Occupational Health and Safety Act 2004 (Vic), administered by WorkSafe Victoria, where the primary duty sits at section 21. New South Wales operates under the Work Health and Safety Act 2011 (NSW), administered by SafeWork NSW, where the duty holder is a person conducting a business or undertaking and the primary duty sits at section 19(1). Both require the provision of information, instruction, training and supervision, and both use the "reasonably practicable" standard. Neither duty can be transferred by contract to a head chef, however senior.

Supervision is also expected to be proportionate to experience, which bears directly on an apprentice or a new starter: workers under 18, apprentices and trainees, new staff and high-risk tasks all attract more supervision, not the same amount.

A candidate who talks fluently about guarding, isolation and SDS access without being prompted is telling you something useful about how their last kitchen ran.

Related reading

Qualification pages: Certificate III in Commercial Cookery, Certificate IV in Kitchen Management, and for front-of-house supervision Certificate IV in Hospitality. Compliance training sits at Food Safety Supervisor and food handling.

On hiring generally: 5 tips to hiring hospitality staff and 4 common mistakes employers make when hiring. On keeping the kitchen staffed: cross-training, building a training plan and rostering and time management. Also useful: health and safety best practice, what hospitality jobs are in demand, reasons the industry takes training seriously and the Standard 3.2.2A explainer.

About us

We are Complete Hospitality Training, RTO 3722, CRICOS 04242E. Legal name Complete Hospitality Training (Vic) Pty Ltd, ABN 27 006 947 262, ACN 006 947 262. Registered as RTO 3722 since 1 June 1994, transferred from the Victorian regulator to the national regulator, ASQA, on 8 September 2017, with the current registration period running 1 July 2025 to 30 June 2032. Level 3, 28 Elizabeth Street, Melbourne VIC 3000, and 410 Elizabeth Street, Surry Hills NSW 2010. Contact melbourne@cht.edu.au or +61 3 9654 1554. Confirm current course, scope and fee arrangements directly.

We link to the relevant course and regulatory sources in this guide. Check those sources for current requirements, and confirm course availability, delivery, fees and entry requirements with us before enrolling.

Source records and further guidance

We link the unit records and regulator guidance relevant to this page below. Check the current source before making an enrolment, licensing or employment decision.

• SIT40521 Certificate IV in Kitchen Management
• SIT30821 Certificate III in Commercial Cookery
• SITXFSA006 Participate in safe food handling practices
• SITXFSA005 Use hygienic practices for food safety
• SITXHRM007 Coach others in job skills
• Food Safety Supervisor certificate requirements (New South Wales)
• Food Standards Code — Standards 3.2.2 and 3.2.2A (food safety practices and food safety management tools)
• Hospitality Industry (General) Award 2020 (MA000009)
• Restaurant Industry Award 2020 (MA000119)
• National Code of Practice for Providers of Education and Training to Overseas Students 2018 — Standards 1 to 11
• Outcome Standards for Registered Training Organisations 2025 (full text)
• Unique Student Identifier (USI) requirements for RTOs