Adult trade apprentices: exploring the significance of recognition of prior learning and skill sets for earlier completion

The nature of apprenticeships is changing. Increasing proportions of adult apprentices are prompting demand for various alternative pathways to completion. One option for an alternative pathway to accelerate completion is the use of recognition of prior learning (RPL) to identify existing skills and knowledge in combination with gap training. In this study we investigate the extent to which recognition is occurring for adult trade apprentices. The impacts of earlier completion are explored, as is the pay-off to completion in terms of employment outcomes and wages for an adult trade apprentice by comparison with trade apprentices under the age of 25 years.

Key messages

• There are significantly more individuals aged 25 years and over commencing a trade apprenticeship today (40.1% in 2013) compared with ten years ago (14.9% in 2004).
• There are growing numbers of individuals across all ages completing their trade apprenticeship in a shorter timeframe. This is especially noticeable for adult apprentices, with well over half completing within two years via a range of options such as early sign-off, competency-based progression or recognition of prior learning and gap training.
• An RPL-granted subject outcome for trade apprentices 25 years and older has increased from a low base (3.5% in 2009 to 7% in 2013); however, these levels for trade apprentices are markedly lower than peer-age students who either have no training contract or who have a traineeship. The subject enrolments with RPL-granted outcomes for this group are far higher, at 78% in 2013. 
• The data confirm that a large number of adults commence an apprenticeship with no formal prior education but with knowledge and skills gained through existing workforce participation; yet RPL is still not being offered by all publicly funded registered training providers.
• Shortened pathways are not adversely affecting outcomes for the individual adult trade apprentice:
  • One in five who completes their qualification reports having at least one subject where RPL was granted. This compares with only one in ten for those aged 24 years and below.
  • Adults using RPL end up with slightly higher average annual wages.
  • Prior experience itself, even without RPL to shorten training, has a positive impact on wages and being employed at a higher skill level.

Dr Craig Fowler
Managing Director, NCVER

A unique feature of the Australian training system is its flexibility, a consequence of the introduction of a competency-based approach and various policies encouraging the participation of adult learners, including, for example, the practice of recognition of prior learning (RPL). Australia also has a well-established apprenticeship training model, which for some time now has been available to individuals of all ages.

The extent to which employers and adult apprentices are using and benefiting from the flexibilities inherent in the training system is explored in this study. The aim is to examine the role of RPL and skill set (gap) training for adult apprentices in facilitating advanced entry into their trade and therefore their earlier completion. This is a concept which challenges the underlying assumption of the traditional time-served apprenticeship model, in terms of whether the benefits are equally preserved for the employer and the employee. The impacts of earlier completion are considered, as is the employment and wage pay-off from accelerated completion.

Data collected by the National Centre for Vocational Education Research (NCVER) confirm that the average age profile of apprentices is changing and that the numbers of adults over the age of 25 years commencing a trade are increasing. In particular, more existing workers with skills but no prior education are commencing a trade. Despite, at least up until 2013, the influence of apprenticeship incentives on growth in this area, this study attests to the importance of the apprenticeship system to adults with no prior educational history. The opportunity to access RPL, which recognises prior experience as part of their off-the-job training, is critical for this cohort of learners.

While there is evidence of increased rates of recognition for trade apprentices, and increases in RPL use amongst qualification completions in the older age groups, the numbers are still considered low for trade apprentices when compared with other apprentices and students overall. In addition, RPL is still not being offered by all publicly funded registered training providers. The ad hoc nature of the funding, support and practices associated with RPL and early completion options may also be creating barriers for both employers and individuals attempting to navigate the system.

There has been widespread support for a variety of models that facilitate earlier completion, such as early sign-off, competency-based progression or a combination of RPL and gap training. Unfortunately the data do not identify the option used or the reason behind the early completion. Nevertheless, the data do confirm that the numbers of apprenticeships of shorter duration are growing, especially for adult apprentices, with well over half completing within two years.

Employment and wage outcomes for adult apprentices on a shortened pathway are comparable overall with other adult apprentices. Recognition of prior learning may also play a role in occupational mobility at the same skill level. These findings suggest however that prior experience itself may have a slightly greater impact on wages following training than the type of pathway undertaken.

A number of cultural and systemic issues remain tied to the traditional time-served apprenticeship model. The idea of rewarding competency rather than time-based participation is championed amongst some but is not being fully realised in practice. Despite studies suggesting generally positive outcomes for employers with adult apprentices in relation to the return on their investment, there is arguably less incentive for employers to support an accelerated pathway, since the perception is that the primary benefits lie with the individual.

Overall, this study suggests that shortened pathways are not adversely affecting the outcomes of the individual trade apprentices. Cultural attitudes to alternative pathways to completion during an apprenticeship and inconsistent treatment and funding of RPL, as well as a lack of understanding about the role and purpose of skill sets, may be having an impact on the full benefits arising from these flexibilities for both employers and individuals.