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With cooks and chefs being the occupations with the highest demand for skilled workers in the tourism and hospitality sector, go2HR identified a need for greater analysis of the current labour market that focused specifically on cooks and chefs. Traditionally, the data for these two national occupational classifications (NOCs) has been difficult to understand due to the wide range of job titles, positions, and sectors in the foodservice and hospitality industry. Wage rate, demand, and labour shortage data tends to group all cooks and chefs together, regardless of skill level or industry sector. In reality, the requirements for training, productivity, skill, and experience level vary immensely between quick service restaurants (QSRs), full service restaurants (FSRs), hotels, institutional catering outlets, and restaurants specializing in a variety of ethnic cuisines. A robust labour market study of the landscape of cooking occupations, including current wages, productivity, labour as a proportion of operational costs, gratuities and other non-wage benefits, cross referenced with skills and training required was conducted by go2HR through a Sector Labour Market Partnerships (LMP) Program project with the support of the Ministry of Jobs, Tourism and Skills Training. The goal of the project was to provide clarity in the information available to industry, government, students, and consumers and identify possible crisis points as well as point to solutions to address the labour challenges.

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Successfully motivating and retaining health workers is critical for the effective performance of health systems. In Mozambique, a shortage of health care professionals and low levels of staff motivation in rural and remote areas pose challenges to the provision of equitable health care delivery. This study provides quantitative information on the job preferences of non-physician health professionals in Mozambique, examining how different aspects of jobs are valued and how health professionals might respond to policy options that would post them to district hospitals in rural areas.

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The recent cold snap has been unable to take the heat off Western Australian [WA] business confidence, with the short-term outlook accelerating to fresh highs in June. Ongoing strength in the mining sector continues to be the most significant factor driving confidence, followed by the optimism around the domestic vaccine rollout and low interest rates. At the same time, Western Australian businesses reported significant concerns about rising skilled labour shortages. Close to 80 per cent of survey respondents indicated they are struggling to fill a skilled occupation, up from 54 per cent in the previous quarter. In this edition of the [Chamber of Commerce and Industry WA] CCIWA Business Confidence Survey we take a deep dive into WA's skills crisis, providing unique insights into its far-reaching impacts on the WA business community.

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This is the third report in CEDA's series on the workforce challenge facing Australia's aged-care sector. Workforce challenges across the aged-care sector are now preventing many providers from operating at full capacity. Those in regional and remote areas are the most affected. The 2023 report outlines the causes and flow-on effects of the worker shortage, in particular low wages, a lack of affordable housing and the impact on the healthcare system.

Key findings include: (1) In March 2023 the average occupancy rate across all residential aged care places was 86 per cent; (2) Regional areas are the most affected, with some residential facilities operating at a capacity of just 50 per cent; (3) At least 18 aged care homes have closed or are due to close in 2023 - at least half of which have directly noted staff shortages as the reason for closing; (4) Job vacancies in health care and social services remain the highest of any industry - showing the widespread demand for workers; (5) The lack of capacity in aged care facilities is adding pressure to hospitals - for example, in New South Wales from December 2021 to June 2022 the number of regional patients awaiting discharge to an aged-care facility nearly tripled; (6) Industry data shows that agency costs per bed day have more than doubled since 2022 - to $17.04 per bed day in March 2023 from $7.18 per bed day in March 2022; and (7) Data from the Department of Health and Aged care shows that 53 per cent of all aged care facilities are operating at a loss.

To meet the aged-care challenge we must take steps to boost the workforce in the short term, while continuing to improve longer-term workforce outcomes. The following measures should be prioritised: (1) Essential skills visa for personal-care workers - Recruit personal-care workers directly by introducing a new 'essential skills visa' to allow workers to migrate with long-term residency opportunities. This visa would only be for areas of critical need such as aged care, childcare, disability and healthcare; (2) User-pays system with income or asset thresholds - Introduce a user-pays system for aged-care clients who meet certain income or asset thresholds, to help ensure the long-term viability of the sector; and (3) Address nationwide housing shortages - Additionally, we must address the nationwide housing shortage to allow essential workers to live near their workplace. We must prioritise key worker housing in regional areas under the national Housing Accord and look at options for rental assistance such as the National Rental Affordability Scheme.

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The analysis of this study is based on four main areas being: occupation, qualifications, skills and competences. The main actor of this research is the Ministry for Education and Employment, particularly through the Employment and Training Corporation (ETC), which is also the holder of a list of occupations establishing labour shortages, being updated annually. The number of gainfully employed persons in Malta is approximately 150,000. Employment policy favours Maltese/[European Union] EU/[European Economic Area] EEA and Swiss citizens when filling in a vacancy. Employers must satisfy a labour market needs test before an employment licence is issued to a third country national. The number of third country national workers in Malta was over 4,000 in 2012. Shortages in the [information technology] IT, health, domestic care, construction and entertainment sectors often require additional skills which can be filled in by such nationals.

The top three employment opportunities, by number of vacancies, in 2014 were for child care workers; cleaners and helpers; and waiters. The last two also feature in the top three for 2012 and 2013. Third country nationals employed during 2014 feature highly in occupations such as home-based personal carers, health assistants, nurses and midwives, child care workers, and accountants. Labour market considerations include the national situation in respect of surpluses or shortages in the given occupation and sector; the employer's history and situation in terms inter alia of recruitment and redundancy patterns; business investments; and contractual commitments. The third country national's skill level; relevant experience and overall suitability for the position in question are also taken into account. It is to be noted that Malta's labour migration policy is market-driven. However a pro-active approach is taken to ensure that employment opportunities created are sufficiently addressed, either by Maltese/EU/EEA or Swiss citizens or through the migration of third country national workers.

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This paper provides a descriptive analysis of the demand for high-skilled workers using a new firm data set, the IZA International Employer Survey 2000. Our results suggest that while workers from [European Union] EU-countries are mainly complements to domestic high-skilled workers, workers from non-EU countries are hired because of a shortage of high-skilled labour. The paper, furthermore, provides a short description of recent German policy initiatives regarding the temporary immigration of high-skilled labour. In view of our descriptive results these temporary immigration policies seem, however, to satisfy only partly the demand of firms interested in recruiting foreign high-skilled workers. A more comprehensive immigration policy covering also the permanent immigration of high-skilled workers appears to be necessary.

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The foundation for the development of the Advancing Manufacturing Skills Strategy [available in VOCEDplus at TD/TNC 135.1092] was this environmental scan (E-scan). The E-scan examines workforce supply and demand for Queensland manufacturing with a focus on advancing manufacturing. It includes both a statewide view of the industry and regional perspectives, based on analysis of impacts and drivers, current and future skills needs, barriers and current use of the apprenticeship and traineeship system.

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The countries of the Western Balkans are characterised by declining populations driven by low birth rates, ageing populations and ongoing migration. Emigration from the region has been constant since the 1990s, evolving from irregular, low- to medium-skilled labour migration to regular family reunification, students studying abroad and, more recently, high-skilled labour migration. This report is part of a regional study entitled 'Migration dynamics from the human capital perspective in the Western Balkans'. Its aim was to shed light on the triangular relationships between human capital formation, labour markets and migration, and to determine how the current functioning of the education system and the labour market affects migration in each country. This report is based on a common analytical framework and involved analysing existing literature and reports and developing tools to analyse flow and stock data on migrants from Bosnia and Herzegovina, drawing on available international statistics. A separate statistical analysis based on labour force survey (LFS) data (2010-19) was conducted using the cohort approach and a number of interviews were conducted with experts from the Economic Institute Sarajevo and the general public.

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The [American Association of Community Colleges] AACC competencies were initially developed to help provide guidance in developing community college leaders because of predictions of a leadership crisis in the two year college sector. Since their creation, the competencies have been used to direct topics in leadership development programs and to guide future leaders about what skills are critical to master. Yet scant research exists on the use of the competencies on practice or on analysis of the competencies within the changing higher education climate.

Chapters include: Historic overview of the AACC competencies / Nan Ottenritter (pp. 7-17); Future Leaders Institute: rising leaders and the AACC competencies / Desna L. Wallin (pp. 19–28); A holistic perspective of leadership competencies / Pamela L. Eddy (pp. 29-39); The AACC competencies in action / Chris Duree and Larry Ebbers (pp. 41-52); Competencies in the heartland / Brent Cejda (pp. 53-61); Doing the right thing: ethical leadership and decision making / Regina L. Garza Mitchell (pp. 63-72); Reading the competencies through a feminist lens / Kristin Bailey Wilson and Elizabeth Cox-Brand (pp. 73-83); Reflections from the field: voices of experience / Delores E. McNair and Daniel J. Phelan (pp. 85-95); Next steps: looking to the future / George R. Boggs (pp. 97-107); Leaders, leveraging, and abundance: competencies for the future / Richard L. Alfred (pp. 109–120).

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This paper analyses the impact of the Great East Japan Earthquake on population movements and employment situation, mainly in the three disaster-stricken prefectures (Iwate, Miyagi and Fukushima Prefectures). As for population movements, emigration from the disaster-stricken areas has increased since the earthquake. In Fukushima Prefecture in particular, the number of young emigrants rose rapidly due to the impact of the accident at Fukushima Daiichi nuclear power station. The employment situation, as measured by the status of job offers and applications, in the three disaster-stricken prefectures, appears on the surface to be improving, as the number of new job offers is growing as a result of an increase in offers related to post-earthquake reconstruction and a recovery in production in the manufacturing industry. However, in fact, the employment situation remains severe, with the number of applicants for employment insurance benefits growing by around 40 per cent in the 10 months from the earthquake compared with the same period of the previous year. The earthquake has not had a significant impact on employment on a nationwide basis. However, in the three disaster-stricken prefectures, it has affected seriously through a mismatch between job offers and applicants. It is thus an urgent task to take measures to resolve the mismatch.

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