As participation rates of young people in VET decline, opportunities exist to engage and retain early school leavers in VET.
The main socio-demographic characteristics associated with being persistently not employed, in education or training (NEET) are early school leaving and having children.
Approximately 70% of all employees in Australia participated in formal or non-formal education and training in 2011—12, and a significant majority of them received employer support for it.
Employer perspectives of workforce training, across three industries (red meat processing, road freight transport, and international freight forwarding) in both urban and regional areas.
How can VET retention and completion in remote communities be improved and what other indicators of success are important outcomes of training in these parts of Australia?
Based on the findings from five case studies, this guide looks at the important factors that enable VET retention and ensure good practice in remote Australian communities.
This report examines Indigenous participation in VET and highlights a high level of participation and a shift towards higher-level qualifications.
This paper provides an insight into trends in Indigenous employment and training programs emphasising the need to support the move to higher level education and skilling.
This paper puts into context Indigenous participation in VET and employment and highlights how VET and higher education leads to higher levels of employment.
This research summary provides evidence of the changing nature of apprenticeships over a 20-year period (1996–2016), with a focus on a comparison of trade and non-trade apprentices and trainees.
This paper captures the views arising from a stakeholder forum held on 25 October 2016, at which participants discussed the future of Australian apprenticeships.
Research messages brings together the key messages from all NCVER research reports published in 2016, as well as other relevant and informative resources, including summaries, infographics and statistical papers.
This report examines the responsiveness of ‘older’ workers — aged 25 to 54 years — to government subsidies for upskilling and explores how enrolment and course choice responses varies by age, gender and disadvantage.