Vocational Training Enters New Era for Landscapers

New Zealand’s vocational education reforms have fundamentally changed how landscapers are trained, with independent providers delivering workplace learning and a new industry-aligned body responsible for qualifications and standards.

The changes follow the Government’s reform of the vocational education system, which has seen the former Te Pūkenga model dismantled and vocational education return to independent providers. For the landscaping sector, this marks a significant shift in how apprenticeships and workplace training are delivered and governed.

Today, the Food and Fibre Industry Skills Board (FFISB) sets standards, endorses vocational education and training programmes, moderates assessments, and advises the Government on workforce needs.

Craig Langdon, Chief Executive of the FFISB, said one of the vital pieces of work the Board conducts on a rotating basis is a review of qualifications across a specific sector.

“In 2026-2027, the FFISB will be conducting a review of horticulture qualifications. We will be engaging closely with the landscaping industry during our review to assess the current suite of qualifications to ensure that the programmes and standards are up to date and relevant to the current and future workforce.”

Workplace training is delivered by registered education providers, with Primary ITO, Nelson Marlborough Institute of Technology (NMIT) and Otago Polytechnic among the largest organisations delivering training for the landscaping sector.

Development and training split

The reforms separate qualification development from training delivery. Rather than one organisation overseeing both functions, the FFISB now determines what qualifications contain and how they are maintained, while individual providers develop and deliver programmes that meet those standards.

For employers and apprentices, the changes are intended to provide greater choice in training delivery, while ensuring qualifications continue to meet industry needs.

Primary ITO said it will continue to support New Zealand’s landscape industry and remains open for enrolments while work continues to determine how vocational education progresses, including the proposed establishment of a new industry-owned Private Training Establishment (PTE).

“While this work continues, there is no interruption to training. Our commitment to delivering high-quality, work-based learning and helping build a skilled, capable landscaping workforce remains as strong as ever,” said Mark Orr, Senior Sector Manager, Landscaping, Arboriculture & Amenity.

Primary ITO’s Landscape Construction programme is unit standard based, with learners achieving industry-recognised skills and knowledge through the completion of unit standards that contribute towards the New Zealand Apprenticeship in Horticulture (Landscape Construction).

“This approach provides clear benefits for both landscaping businesses and apprentices,” said Orr. “For employers, unit standards provide confidence that apprentices are developing practical, workplace-relevant skills that can be applied immediately on the job. Progress can be measured against specific competencies, ensuring training aligns with business needs and industry expectations. For learners, the programme offers a structured pathway to a nationally recognised qualification while earning and learning in the workplace.”

In response to industry needs, Primary ITO has also made the NZ Certificate Level 3 available as a Limited Credit Programme (LCP). These shorter, customisable programmes allow employers to select the unit standards most relevant to their business and can provide an effective introduction for new staff before progressing to a full qualification or apprenticeship.

Joint programme delivery

Alongside Primary ITO, polytechnics continue to play a significant role in work-based training.

NMIT has developed an Integrated Learning Model that delivers workplace training based on learning outcomes rather than individual skills standards.

Kate Neame, Director of Demand Management Institute, said the approach allows programmes to be tailored to the needs of both learners and employers, while integrating technical capability with leadership and career development.

“For landscaping businesses, this means apprentices can develop broader, more transferable capabilities while learning in their workplace. Employers benefit from training that is closely connected to their day-to-day operations and business needs, helping learners build practical competence and confidence from the outset,” she said.

“For apprentices, the model creates a more holistic learning experience that integrates theory and practice, making learning more relevant and engaging.

“It also supports the development of adaptable graduates who can work across the diverse areas of the sector, including landscape construction, amenity horticulture and nursery production.”

NMIT will use the reform to strengthen its work-integrated learning offering and has begun engaging with the wider horticulture and landscaping sector.

Neame added that NMIT is exploring opportunities to provide Level 3 and 4 programmes, with a view to potential delivery from 2027.

“[We are] working closely with industry partners and NMIT’s construction team to ensure programmes align with workforce needs. As industry preferences become clearer, NMIT intends to submit an Expression of Interest where there is strong industry support.”

Otago Polytechnic also remains an established provider of horticulture education and continues to deliver programmes relevant to the landscaping sector under the new vocational education framework.

Wider environmental sector impact

The reforms extend beyond landscaping to the wider environmental sectors, including arboriculture, plant production, gardening, sports turf, botanical gardens, conservation and ecological restoration.

Against that backdrop, New Zealand Plant Producers Incorporated (NZPPI) has circulated an information paper encouraging those sectors to discuss how they engage with the new vocational education landscape before further decisions are made around qualifications, training delivery and industry representation.

The paper does not recommend a preferred model. Instead, it proposes a series of discussions during the second half of 2026 to help environmental sectors develop a shared understanding of future workforce and training requirements before formally engaging with the FFISB and government.

“This is the time to reset the system,” says NZPPI chief executive Matt Dolan. “Working together we can address the historic problems that have held it back.”