Article · Subclass 407
407 Training Plan example
It's much easier to write a strong Subclass 407 Training Plan once you've seen one. Below is a complete, worked example for a fictional sponsor and nominee — walked through the way a Department case officer reads it. It's the companion to the section-by-section template & requirements: that page sets out the structure, this one shows it filled in.
Read this first — do not copy this example. A 407 plan must be specific to the real sponsor, nominee, occupation and workplace. Case officers see templated and boilerplate plans constantly and treat them as a red flag. Copying an example undermines the "genuine training need" the visa turns on, and recycled or misleading content can raise integrity concerns under PIC 4020. Use this to understand the level of detail expected — then build your own from your actual facts.
The scenario. "Harbour Patisserie Pty Ltd" (illustrative) is an established commercial patisserie and wholesale bakery. It wants to deliver structured workplace training to an overseas pastry cook in Australian high-volume production systems, food-safety compliance and advanced techniques the nominee cannot access in their home market. Here is how that plan reads, section by section.
1. Sponsor and nominee details
Sponsor: Harbour Patisserie Pty Ltd (ABN 00 000 000 000), established 2014, 38 staff across two retail sites and a wholesale operation. Occupational training provider with capacity to deliver structured training. Nominee: [Name], a pastry cook (ANZSCO 351112) with four years' overseas experience in retail patisserie, nominated for a 12-month structured training program.
2. Statement of training need
The nominee is competent in retail patisserie but has not worked within Australian commercial production systems — HACCP-based food-safety compliance, allergen-management protocols, high-volume viennoiserie laminated-dough production at scale, and Australian workplace and supervision practices. Harbour Patisserie has the equipment, throughput and qualified staff to deliver structured training in these areas, which materially extends the nominee's occupational skills. The program is genuine occupational training, not the filling of an ongoing vacancy: the nominee shadows and is supervised throughout, with defined learning outcomes rather than independent production responsibility.
3. Structured training program
A 12-month program with defined modules, hours and a timeline:
- Months 1–3 — Food safety & compliance (≈220 hrs): HACCP principles, temperature and allergen control, cleaning and sanitation systems, traceability. Supervised practical application on the production floor.
- Months 4–6 — High-volume viennoiserie (≈240 hrs): laminated-dough production at scale, fermentation control, batch consistency, equipment operation (sheeters, retarder-provers). Structured demonstration then supervised practice.
- Months 7–9 — Chocolate & finishing (≈240 hrs): tempering, moulding, ganache and entremet assembly, plating and finishing standards.
- Months 10–12 — Production planning & quality (≈220 hrs): production scheduling, yield and wastage control, quality assurance, and a supervised capstone project.
Each module mixes scheduled formal sessions with supervised on-the-job application, with weekly structured reviews against the learning outcomes.
4. Supervision and trainer arrangements
Primary trainer: Head Pastry Chef [Name], 15 years' commercial experience and holder of a Certificate IV in Training and Assessment, supported by two section leads. The nominee is supervised on every shift, with a documented weekly review and a mid-program competency review. The trainer's CV and qualification evidence accompany the plan.
5. Assessment and progression
Progress is assessed against a competency checklist for each module, signed off by the trainer. A mid-point review (Month 6) confirms readiness to progress; an end-of-program review issues an internal certificate of completion recording the competencies attained. The plan states the intended outcome — the nominee returns with materially enhanced occupational skills — rather than implying ongoing employment.
6. Salary, conditions and workplace law
The nominee is engaged on terms consistent with the relevant award and Australian workplace law, with lawful pay and conditions for the training arrangement and no unlawful cost recovery from the nominee.
7. Cost recovery and sponsor obligations
Harbour Patisserie bears the costs that the sponsor is required to bear, complies with the applicable sponsor obligations for the training arrangement, and does not pass prohibited costs to the nominee. The plan cross-references the supporting evidence (business registration, financials, trainer qualifications, the program schedule).
Building your own 407 Training Plan?
Tell us about the sponsor, the nominee and the occupation, and we'll come back to you on whether the training need stacks up and how we can help. Free, no obligation.
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Pick a time — no enquiry needed →Why this example can't be a template
The strength of the plan above is that every line is specific to a real (here, fictional) sponsor, occupation and workplace. Swap in different facts and most of it stops making sense — which is exactly why copying a 407 plan fails. The Department's "genuine training need" test is about your circumstances; a recycled plan signals the opposite. Use the template & requirements to structure your own, and consider an independent peer review before lodgement.
Frequently asked questions
Is there an official 407 Training Plan template?
No. The Department of Home Affairs does not publish a single mandatory form for the Training Plan itself. What is fixed is the criteria a case officer applies — a genuine occupational training need, a structured and time-bound program, qualified supervision, and assessment. The example on this page shows what that looks like in practice; it is illustrative only.
Can I copy a 407 Training Plan example?
No — and doing so is a fast route to refusal. Case officers see boilerplate and templated plans constantly and treat them with suspicion. A 407 plan has to be specific to the actual sponsor, nominee, occupation and workplace. Copying an example (or submitting a generic plan) undermines the 'genuine training need' that the whole visa turns on, and recycled or misleading content can also raise integrity concerns under PIC 4020.
What makes a 407 Training Plan get refused?
The most common reasons are a training need that reads as a disguised job (the nominee can already do the role), a vague or unstructured program with no real modules, hours or timeline, supervision that isn't credibly qualified, and a plan that looks templated rather than tailored. A strong plan is specific, structured, and clearly about skill development rather than filling a vacancy.
Who should prepare the Training Plan?
Because the plan is assessed against stable but exacting criteria, most sponsors have it prepared (or reviewed) by a registered migration agent who drafts 407 plans regularly. WIDEN drafts compliant, bespoke Training Plans and also offers an independent peer review before lodgement. No outcome is guaranteed.
General information only, not migration advice. The example above is illustrative, uses a fictional sponsor and nominee, and must not be reused — every 407 Training Plan must be built from the actual facts of the matter. Requirements are set by the Department of Home Affairs and change; confirm current requirements for your situation. No visa outcome is guaranteed (s 15, Migration (Migration Agents Code of Conduct) Regulations 2021). Advice is provided by Keshab Chapagain (MARN 1576536) after a paid consultation under a written service agreement.
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