A strong 407 training plan is your foundation for visa approval. Whether you’re an employer sponsoring skilled workers or an individual seeking to develop professional expertise, understanding what constitutes an effective training plan is crucial. At Widen Migration Experts, we’ve helped hundreds of organisations in Sydney and across Australia create compliant 407 training plans that satisfy Department of Home Affairs requirements. This guide shows you exactly what a good 407 training plan looks like and why each component matters.

What Is a 407 Training Plan and Why It Matters

The 407 visa is a temporary training visa designed to allow skilled workers to undertake workplace training in Australia. Unlike permanent migration pathways, the 407 focuses on transferable skills development within a structured framework.

A training plan is the core document that outlines:

  • Specific training objectives and learning outcomes
  • Duration of training (typically 3-12 months, maximum 2 years)
  • Training activities and workplace responsibilities
  • Assessment methods and competency standards
  • Supervision and mentoring arrangements
  • Salary and employment conditions

Without a comprehensive training plan that meets Department of Home Affairs standards, your 407 visa application will face delays or rejection. The training plan demonstrates to migration officers that the arrangement is genuine, structured, and benefits both the organisation and the trainee.

Key Components of a Quality 407 Training Plan

A good 407 training plan includes several essential sections. Let’s examine what each should contain:

1. Trainee and Organisation Details

Start with clear identification:

  • Full name, date of birth, passport details and current visa status of trainee
  • Organisation legal name, ABN, business address
  • Nominated supervisor name, position and contact details
  • Training period: start and end dates (e.g., 1 February 2024 – 31 January 2025)

2. Training Objectives

This section must clearly articulate what the trainee will achieve. Rather than vague statements, specify measurable outcomes:

Example (Poor): “Learn about our business operations”

Example (Good): “Develop competency in Australian construction compliance standards, specifically AS/NZS 1170 structural design requirements, through hands-on site supervision and technical workshops. Upon completion, trainee will be able to independently review engineering drawings and identify compliance issues.”

3. Detailed Training Activities

Break down month-by-month what the trainee will do. A quality plan includes 4-6 pages detailing:

  • Induction period (weeks 1-2): Health and safety, company systems, team introductions
  • Core training modules (weeks 3-8): Specific technical skills relevant to the role
  • Practical application (weeks 9-16): Real projects under supervision
  • Independent application (weeks 17-onwards): Increased responsibility
  • Final assessment (final 2-4 weeks): Evaluation of competency achievement

Each activity should reference how it contributes to the stated objectives.

4. Supervision and Mentoring

The Department requires evidence of structured oversight. Your plan should detail:

  • Nominated supervisor’s qualifications and experience
  • Supervision frequency (typically weekly meetings minimum)
  • Mentoring approach (one-on-one coaching, group training, online modules)
  • Performance review schedule (fortnightly or monthly)
  • Escalation procedures for performance concerns

5. Assessment and Competency Standards

Good plans reference Australian standards:

  • Relevant training packages (e.g., Transport and Logistics, Construction, Information Technology)
  • Units of competency (e.g., CPCCST1001 Work Safely in the Construction Industry)
  • Assessment methods: observation, projects, written tests, interviews
  • Competency benchmarks or industry standards (ISO, Australian Standards, professional body requirements)
  • Pass/fail criteria and appeals process

Employment Terms and Workplace Conditions

This section must demonstrate the trainee isn’t being exploited:

  • Salary and benefits: Must meet or exceed award rates for equivalent work. For example, a trainee in an AQF Level 3 role should earn minimum $28-32 per hour (rates vary by industry)
  • Working hours: Typically 38-40 hours per week, matching standard employment
  • Leave entitlements: Annual leave (4 weeks minimum), personal leave, public holidays
  • Workplace health and safety: Statement confirming compliance with WHS Act 2011
  • Discrimination protection: Confirmation of equal treatment
  • Employment agreement: Copy of written contract in trainee’s language if English isn’t their first language

Real Example: 407 Training Plan for IT Professional

Here’s a sample structure for an Indian IT professional completing 12 months of training:

Title: “407 Training Plan: Cloud Solutions Developer”

Duration: 1 March 2024 – 28 February 2025 (52 weeks)

Monthly Breakdown:

  • Month 1 (Weeks 1-4): Induction and Australian workplace culture; introduction to company infrastructure; Microsoft Azure fundamentals; Work Health and Safety training
  • Months 2-3 (Weeks 5-12): Advanced Azure certification (AZ-900, AZ-104); supervised project involvement; weekly mentor meetings
  • Months 4-6 (Weeks 13-26): Lead role on cloud migration projects; independent module design; fortnightly performance reviews
  • Months 7-9 (Weeks 27-39): Client-facing technical support; architecture review responsibility; competency assessment begins
  • Months 10-12 (Weeks 40-52): Final project delivery; formal assessment; competency sign-off

Supervisor: Sarah Johnson, IT Manager, 15 years experience; weekly one-on-one meetings

Salary: $55,000 AUD per annum ($26.44 per hour), paid fortnightly

Assessment: Microsoft Azure certifications + internal practical assessments

Common 407 Training Plan Mistakes to Avoid

Many applications fail because of these errors:

  • Vague objectives: “Gain experience” isn’t specific enough. Use measurable competencies.
  • No clear supervision: Nominate a specific supervisor with relevant experience, not “HR department”
  • Below-award salaries: Migration officers compare against Fair Work minimum rates. Underpaying trainees is grounds for rejection.
  • Insufficient detail: A one-page plan won’t work. Department expects 5-10 pages of detailed activities.
  • Missing assessment criteria: Don’t assume competency. Define how you’ll prove the trainee achieved learning objectives.
  • Unrealistic timelines: Avoid claiming someone will master complex skills in 4 weeks. Be realistic about learning curves.

Cost and Timeline for 407 Training Plans

At Widen Migration Experts, we prepare compliant 407 training plans for $1,100 + GST, with a 5-7 day turnaround. This cost includes:

  • Initial consultation with MARA-registered agent Keshab Chapagain (MARN 1576536)
  • Industry-specific training plan template tailored to your sector
  • Compliance review against Department of Home Affairs requirements
  • Revisions and final polished document ready for visa application
  • Email support during visa processing

We’ve maintained a 100% approval rate for 407 training plans since 2018, serving employers across Sydney, Melbourne, Brisbane and Australia-wide.

Key Takeaways

  • A quality 407 training plan is detailed, specific and measurable—not generic
  • Include clear objectives, month-by-month activities, supervision arrangements and assessment criteria
  • Ensure salaries meet or exceed Fair Work award rates and working conditions comply with Australian law
  • Reference relevant training packages and competency standards for your industry
  • Common rejections occur due to vague objectives, inadequate supervision details and insufficient activity descriptions
  • Professional preparation with a MARA agent increases approval chances significantly

Need a 407 training plan? We have a 100% approval rate since 2018. From $1,100 + GST with 5-7 day turnaround. Visit widen.com.au/407-training-plan or call 02 8188 1887.