This report examines the costs that both employers and apprentices incur for undertaking training in the plumbing and electrical industries. The importance of understanding costs is fundamental. Employers will not take on apprentices if the cost is too high, and prospective apprentices will not undertake an apprenticeship if the future benefits (increased wages) do not outweigh the immediate costs to them. The research found that the apprenticeship model involves a substantial financial commitment from employers, and apprenticeships are more attractive to young people and will remain unattractive to older people, unless the premium paid to qualified tradespeople is substantial.
Over the past ten years the changing landscape of society, work and education has led to significant changes in career development services in Australia. This 'At a glance' gives an overview of recent research exploring how these services respond to the different client groups.
This publication provides a brief overview of migration, with an emphasis on the contribution migration has made to the workforce. It shows that Australia has been using targeted migration programs to expand and enhance the skills base of its workforce for some time.
Around a quarter of all Australian wage and salary earners are casual workers. Casual workers, in general, receive less training than those in ongoing employment. This paper considers whether the prevalence of casual employment is sustainable. It looks at the home and community care sector in which vocational education and training has a prominent role in developing the skills of workers, and in which casual employment is relatively high. It notes that, where employers pay for training, they usually prefer to use ongoing part-time employees rather than casuals. But many employers believe that casual employees prefer the flexibility of casual employment.
The study looks at what factors encourage young people to pursue an apprenticeship. Information from students and courses indicates that the key drivers of apprenticeship uptake are intrinsic interest and academic ability. School students with higher academic ability are less interested in apprenticeships. In contrast, those who are part way through their apprenticeship are very positive about the experience, especially the enjoyment associated with learning new skills and future prospects for career progression and pay.
This study, undertaken for the National Electrical and Communications Association, profiles the electrotechnology workforce and focuses especially on how the industry is adapting to the rapidly changing environment. Through analysis of data and interviews, the study found that the electrotechnology industry has adapted well to its customers' demands to integrate the electrical and communication skills into a narrow range of occupations. Skills shortages remain in the industry but tend to be region or occupation specific.
This statistical compendium examines, firstly, vocational education and training (VET) students with a disability as a whole group, focusing on their participation levels, achievements and outcomes from VET, and identifies gaps and/or issues with the existing data. This is followed by a section dealing with people with different types of disabilities and a conclusion. The appendix contains detailed profiles, which can stand alone as fact sheets, for each disability type: physical disability, medical condition, vision disability, learning disability, hearing disability, intellectual disability, mental illness, acquired brain impairment, and other/unspecified disabilities. Also included is a profile on Indigenous people with a disability.
The vocational education and training (VET) sector is an important source of qualifications for associate professionals; the second fastest growing occupational group in Australia's labour market. The report offers employers, industry organisations, and professional associations an insight into the benefits of contracted work-based training arrangements, like New Apprenticeships, for training associate professionals. However, relatively few undertake training at this level through apprenticeship-type pathways.
Innovative companies in emerging industries have diverse and important training needs. This study examines the training requirements of emerging industries and the role Australia's vocational education and training (VET) sector plays to develop further employees' skills and knowledge. As innovative companies often operate at the leading edge of their technological fields, the training they require is highly specialised and sometimes unique. While the VET sector already provides customised training for employers, there are opportunities for the sector to advance the currency of its knowledge, develop programs to deliver special training, and extend the expertise and knowledge of its teachers.
This report provides a statistical overview of Indigenous peoples' participation and outcomes in vocational education and training (VET) over the period of implementation of the Australian National Training Authority's 'Partners in a learning culture' strategy. It was developed as an outcome of the mid-term review of this strategy. The data analysis provides base benchmarks against which trends over the coming years, and up to 2005 (when the strategy is due to end), can be assessed. The data are all sourced from the national VET statistical collections managed by the National Centre for Vocational Education Research.
This report examines the prospects of adults over 25 in the traditional trades. Aided by companies around Australia, researchers have studied adult opportunities to qualify and work in these trades. A companion volume, 'Getting adults into the trades: Case studies', is available on NCVER's website.
This is a companion volume to the report 'Getting adults into the trades'.
This study considers the status of validity in the context of the assessment of VET in Australia. The project has involved reviewing the literature, reporting the outcomes of case studies, presenting the key findings and developing a diagnostic tool to guide assessors.
Provides a detailed insight into workplace competency profiles. In particular, what they are likely to be used for; who they should target; what they should consist of; benefits gained from their use; and what problems might be encountered in implementing them.
These books have been designed to improve the quality and use of the recognition of prior learning (RPL) by looking at RPL practices in organisations around Australia. They are for people in the workplace who are designing an RPL process or who want to implement one.
These books have been designed to improve the quality and use of the recognition of prior learning (RPL) by looking at RPL practices in organisations around Australia. They are for people in the workplace who are designing an RPL process or who want to implement one.