In Australia non-completion rates in trade apprenticeship training have remained stubbornly high over the last decade and currently hover between 44 per cent and 46 per cent. Most studies of retention or attrition focus on apprentices as a single group. However, the challenge of identifying the reasons why some people persist in an apprenticeship, while others drop out is complex and multifaceted. This study explores the factors which predict planned persistence and the risk of dropping out for two construction trade apprenticeships - plumbing and bricklaying. These two trades share some... [+] Show more
In Australia non-completion rates in trade apprenticeship training have remained stubbornly high over the last decade and currently hover between 44 per cent and 46 per cent. Most studies of retention or attrition focus on apprentices as a single group. However, the challenge of identifying the reasons why some people persist in an apprenticeship, while others drop out is complex and multifaceted. This study explores the factors which predict planned persistence and the risk of dropping out for two construction trade apprenticeships - plumbing and bricklaying. These two trades share some common industry characteristics, but also differ in specialist diversity, status, licensing and work gang numbers. Findings from this study indicate that the reasons individual apprentices plan to persist or drop out is best understood at the occupational level. Some factors were the same between these two trades, while over half differed. Plumbing and bricklaying apprentices were more likely to persist if they decided to take up the trade because they liked working with their hands, looked forward to being their own boss, had discussed their career choice with tradespeople, and found good career information at the training institute. Apprentices from both trades were more likely to persist if they found the teaching easy to understand at an institute and enjoyed having a variety of topics covered. Their planned persistence also increased when apprentices had an employer who was flexible in their teaching skills and forthcoming in answering questions.
Plumbing apprentices were more likely to persist if they linked their on-the-job experience to career aspirations, viewed plumbing as a respected trade and had close friends who were supportive of their decision to take up an apprenticeship. Persistence was enhanced for plumbing apprentices when they had a school career advisor who directed them generally into TAFE and they were able to easily access career information. Plumbing apprentices were much more likely to persist if they experienced easy-to-understand teaching at the training institute. This perception was enhanced when they had good access to teachers, got help with subjects, believed the tools and materials were adequate and enjoyed the way they were taught. Bricklaying apprentices were more likely to persist if they were supported in their decision to take up an apprenticeship by their parents, perceived their school career advisor to be encouraging and knowledgeable about bricklaying as a suitable pathway, and found career information in the newspaper. Persistence was more likely for bricklaying apprentices who enjoyed learning from their boss and were satisfied with the people they worked with.
By using factors appropriate to the trade, this study was able to identify which apprentices planned to persist or those who had seriously considered dropping out, for 74 per cent of plumbing and 79 per cent of bricklaying apprentices. This has important implications for recruitment and training practices. This occupational approach fills an important gap in research on apprenticeship retention by detailing how to attract and retain trade apprentices in different occupations. This study shows that people plan to persist in different trade apprenticeships for some core, but many trade-specific, reasons.
Published abstract.
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