This research used a survey to investigate the attitudes of people with a disability towards undertaking training. The findings show very positive attitudes towards training by participants and, although the ability to generalise to the wider population is limited, one thing is clear: generally, people with a disability are willing to undertake VET and consider it a good option in helping them find employment. Some factors affected attitudes more than others, including level of school-based education; highest qualification level completed; whether people had single or multiple disabilities; and, to some extent, gender.
Two features of the labour market for vocationally qualified workers are explored in this technical paper: the likelihood of self-employment versus wage employment and the determinants of income.
This overview describes research conducted by the University of Canberra which looked at the characteristics of people with vocational qualifications who are self-employed and the differences between the self-employed and employees.
This research examines the 'psychological contract' or the unwritten expectations of employers and employees in an employment relationship. The particular aim of this study was to discover whether mismatched expectations have any effect on retention in apprenticeships and traineeships. Overall, there was a very high level of agreement on the obligations of the two major parties and so mismatched expectations turn out not to be the explanation for high attrition rates. But paying greater attention to the areas perceived as deficient, such as employers providing specific time for training, fair treatment and resources to do the job, may be a means of improving retention.
This report investigates attrition in the trades by comparing the rate at which tradespeople leave their occupation with that of professionals. It also determines whether attrition is influenced by economic conditions, and if a trade can provide a good start to a career in the professions. The report concludes that attrition in the trades is no higher than in the professions; the rate of leaving particular occupations may vary, but overall the results between the two are very similar. The economic climate also makes little difference to the attrition rate.
One of the significant challenges facing Australia is the ageing of the population. This challenge has led policy-makers to consider how older workers can be kept in the workforce. To help generate discussion on older workers, NCVER commissioned six researchers to draft essays on various issues around keeping older Australians engaged with the workforce. These essays, and responses by six additional discussants, were presented at a roundtable held in Canberra in May 2011. Themes to arise from the roundtable included the need to consider the diversity of older workers, the challenges of low literacy and numeracy skills for some older workers, discrimination and stereotypes, and the recognition that not all older workers want to keep working.
This report investigates skill matches to job requirements for workers in Australia, New Zealand, the United States and Canada. It might be expected that differences between the four countries in economic growth, technological innovation and structural change in the labour market may have led to differences in job skill requirements and use. This research finds, however, that the broad match of workers to jobs that use their skills is quite similar for the four countries, although some differences in the patterns of skill use over time were identified. This is one of the research reports resulting from a three-year program of research ( ).
This final report from a three-year research program puts the focus on the ability of VET to respond to workforce development challenges, particularly in industries characterised as low-skill entry points to the labour market. The key findings highlight the lack of incentive for workers in the meat processing and childcare sectors to train beyond mandatory levels due to casualised working arrangements and little reward for upgrading qualifications. To improve workforce development, using the concept of a vocation implies the capacity to move literally between different skill clusters potentially removing some of the stigma attached to hierarchical structures.
Looking at apprentice and trainee data and employment data back to 1995, we find that declines in apprentice commencements lead declines in total trades employment by four quarters, whereas declines in trainee commencements appear to lag declines in employment in non-trade occupations. Based on this historical relationship, the reduction in apprentice and trainee numbers suggested a much larger decline in employment than eventuated. The low proportion of redundant apprentices who were able to resume training is concerning. However, because apprentice and trainee commencements rebounded so quickly, we anticipate only a minor interruption to the supply of tradespeople.
Helping people with disability participate in the labour market is one way to enhance their economic and social well-being. However, low levels of education among people with disability generally can hinder their participation. Using data from the Household, Income and Labour Dynamics in Australia survey, this study looks at the role of vocational education and training (VET) qualifications not just in labour market outcomes for people with disability but in improving their working conditions. Whether post-school qualifications lessen the impact of disability onset is also examined. Completing a VET qualification is found to improve the rates of full-time employment in the longer term for those previously out of work or working part-time. With this comes greater financial independence.
Ensuring all Australians have equal access to education has been a key driver of state and federal governments since the late 1980s. 'Lifting' skills of individuals through education, training and employment is an integral focus of public policies to redress disadvantage and improve social inclusion. Using Australian and international research, this At a glance explores how vocational education and training system responds to and fosters the social inclusion policy agenda.
In this 30 minute podcast, Steve Davis talks with Tom Karmel, Erica Smith and Damian Oliver on insights from research into apprenticeships.textInterested in the story behind the numbers, Tom discusses the findings from his work on individual completion rates that show occupation and employers' size matters, with the implication being that the relationship between employer and apprentice is critical. Erica talks about the all too often unspoken expectations of apprentices and employers—the psychological contract. She finds that writing down these expectations at the start of an apprenticeship does help all parties. Damian examines whether pre-apprenticeship programs deliver on their promise of improved retention rates and finds their impact varies by occupation and prior education level. Implications for policy-makers and training providers are drawn out throughout the podcast.
This document provides a summary of the feedback received to a discussion paper on the Review of the Survey of Employer Use and Views of the VET System and our approach for future iterations of the survey. The discussion paper sought feedback from stakeholders on a range of issues relating to the content and methodology of the survey. The NCVER has used this feedback to identify and define the content and methodology of the survey from 2013 onwards.
This at a glance looks at developments in employability skills since 2002. It finds that most research has focused around teaching, assessing and reporting on employability skills, where consistency remains a key challenge. There also continues to be a lack of understanding of employability skills among some teachers. Until these issues are addressed, the sector could fall short in providing learners with the skills they need to succeed in their vocations.
Increasing productivity by moving people from welfare to employment is a priority for the Australian Government. This report considers the complex issues of helping those marginalised from the labour market into employment. Case studies of innovative intermediaries illustrate that both demand and supply factors must feature in order to provide successful assistance to disadvantaged job seekers. Strategies used include networking, adapting to changing conditions and reinventing themselves to fill gaps in the provision of support. Vocational education and training, often touted as an ideal pathway into employment for disadvantaged groups, is described by these intermediaries as inert in the absence of social and economic support.
Amongst recent initiatives aimed at lifting Australia’s productivity has been a push for a greater number of course completions in both the vocational education and training and higher education sectors. With this, it could be assumed, come benefits for the individual such as better job opportunities and higher wages. Using the 1995 and 1998 cohorts of the Longitudinal Surveys of Australian Youth, this study looked at whether participating in or completing a post-secondary education qualification led to wage benefits for young people. The study finds that not only completing a post-secondary course but participating in one results in higher wages.
Using the 1995 cohort of the Longitudinal Surveys of Australian Youth, this project examines how long it takes for young people to move from education to work, and identifies factors that distinguish people who are able to move quickly into employment from those who take many months to find work.
This monograph is the culmination of a three-year research program undertaken by the University of South Australia's Centre for Work+Life. It considers the barriers, support and benefit of vocational education and training (VET) for workers in the low-paid occupations (that is, those earning around $17 per hour). The research considered a wide range of quantitative data as well as the experience and perspectives of employers, workers, students and vocational educators. The findings challenge any easy assumptions that more VET will automatically enhance the position of lower paid workers, that all VET can be assumed to be similar in positive effect for lower paid workers, or that lower paid workers share similar situations, including their work/life circumstances.
This report looks at what factors influence the participation of low-skilled and low-paid workers in vocational education and training. Information comes from students, employers, employees and providers in the retail, food-processing and non-residential aged care sectors across four Australian states. It finds that although barriers to training do include lack of money and time to study, many of the challenges related to integrating work, home life, community interests and study. The main driver of training is the need to gain or retain a job, and the costs of participation are high as far as time, money and effort goes. For low-paid workers the financial rewards for training are low.
In this paper, Ryan investigates labour market outcomes for a range of different pathways undertaken by young people.