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Public infrastructure is defined as any structure that is owned by the government or that is developed for the public good. Public infrastructure draws on a range of workers and skills to support delivery from four main infrastructure-based occupational groups: project management professionals; engineers, scientists and architects; structures and civil trades and labour; and finishing trades and labour. Australia has ambitious plans when it comes to investing in public infrastructure. A skilled workforce that is available when required will be pivotal in realising these plans. The proposed rapid expansion of public infrastructure is testing the limits of existing capacity and capability. Signs of shortages are already prevalent across the workforce with demand anticipated to reach unprecedented levels, well beyond the sector's ability to service them. Projections show that at its projected peak in 2023 the infrastructure workforce will be 48 per cent short of demand, a deficit of 93,000 people.

Efforts to grow the workforce are compromised by a range of cultural, geographical, diversity and education issues that constrain the sectors' ability to rapidly grow its workforce. Migration cannot meet the gap alone, and border closures, limitations of visa programs and poor utilisation of existing migrants are additional constraints. As the gap between demand and supply grows, the importance of early action is perspicuous. Many proposed investments are in the early stages of planning, but continued investment without significant expansion of workforce supply risks compounding shortages already evident in the public infrastructure workforce, increasing the risks to delivery of this once in a generation investment pipeline in the years to come. Section 1 of this report provides an overview of the type of workforce needed to design, construct and maintain public infrastructure in Australia. Section 2 outlines the current public infrastructure workforce including the geographic distribution for each occupation category. Section 3 assesses pressures on the current public infrastructure workforce. Section 4 assesses the capacity and capability of the future public infrastructure workforce to meet predicted future workforce demand. Section 5 outlines the constraints to addressing Australia's looming infrastructure workforce shortage through mobilisation of existing workers and growth in new workers.

The initial Market Capacity Program report identifies potential resource challenges and risks from estimated demands from the Major Public Infrastructure Pipeline. The report provides an evidence base to increase understanding of the supply and demand of the skills and materials critical to the pipeline, and associated risks in planning and delivery, to support decision making, and help ensure value for money outcomes from our future infrastructure investments. The challenges and opportunities highlighted through this report underscore the importance of continuing to drive productivity and innovation across government and industry.

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This annual report on the energy and telecommunications industries covers the developments of the past 12 months, and presents a five year workforce skills and development outlook for the industry. The immediate priorities for skilling and workforce development are included in this report, providing advice to inform government and industry investments in training and education for the energy and telecommunications industries. Queensland, along with the nation, is undergoing a sustained period of prosperity with more than [AUD] 70 billion in capital investment made in Queensland in 2011. Investment in the construction and operation phases of new resources and mining projects presents many opportunities that, if quickly leveraged, can increase the skills and qualifications of many Queensland and Australian workers for decades to follow. Currently, the energy and telecommunication industries in Queensland employ approximately 148,000 workers, an increase of 12,000 workers over the last 12 months. It is estimated that Queensland employment in these sectors will continue to grow to approximately 158,000 workers over the next 12 months, and potentially to 180,000 people by 2017 if current trends continue. With the planned energy and electricity projects for Queensland in the coming five to 10 years, a potential of 40,000 new jobs could become available over this period. There are a number of key roles and skills sets that will continue to be in shortage over the next five years, and without further investment in apprenticeships and training, the capability and capacity demanded by industry will not be met.

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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 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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This document follows the Agribusiness, Food and Fibre Industries Skills Report [available in VOCEDplus at TD/TNC 149.307], which was produced collaboratively with the assistance of 12 Industry Reference Committees. The Agribusiness, Food and Fibre Industries Skills Report documented the skills and issues that are common across those industries. This document is an attempt to identify how those common issues relate specifically to the Forest and Wood Products industries.

Key findings include: (1) The forest and wood products industries have been challenged for years by changes in environmental and sustainability policies, natural events and disasters, and climate change. In addition, there are volatile local and international markets, which underwent major transformations as a result of [Coronavirus Disease 2019] COVID-19; and (2) The forest and wood products industries are also one of the most important industries and key to Australia's efforts to address climate change. Forestry is one of the most efficient and effective methods of carbon sequestration; and plantation expansion would help Australia meet its future wood needs, increase carbon stores in the built environment, and contribute to the circular economy through the sustainable, renewable and recyclable potential of timber products.

The three IRCs have identified priorities which they recommend for future consideration, including: further research and planning work to identify and address low enrolments and thin markets; working with other agribusiness, food and fibre industries on research and planning projects to identify and address skills gaps relating to traceability, provenance and blockchain; identifying digital skills needs using the Digital Workforce Capability and vocational education and training (VET) framework currently in development (along with other digital capability frameworks). This will need to include development of specific digital skills related to: (1) development of digital forest operational maps; (2) development of cutting instructions files for forestry harvesters; (3) management and analysis of harvesting optimisation data; and (4) collection of forestry data using uncrewed aerial vehicle (UAV).

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This report provides a comprehensive picture of the current state of the tourism labour force and associated skills demand and shortages forward to 2020. The report is based on two related exercises: (1) a survey of tourism businesses to provide a snapshot of current conditions in the tourism labour market. The focus of the survey was on the extent of recruitment, retention and skills deficiencies experienced by businesses; and (2) modelling that projects the shortages of labour out to 2020 based on forecast visitor numbers and training completions. These two exercises build on the 2011 Australian tourism labour force report [indexed in VOCEDplus at TD/TNC 108.1482] which contained a survey of the sector at that point and projected shortages out to 2015. The approach and methodology employed in this update are consistent with the 2011 analysis and the findings are therefore comparable. Findings from this research provide policymakers and the industry with detailed, localised information on where deficiencies currently exist, where they are likely to materialise in the future and their origins and impacts.

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When [Committee for Economic Development of Australia] CEDA last looked at the aged care workforce, we forecast there would be a need for an additional 17,000 direct care workers each year over the coming decade. Less than a year later, this annual shortfall has doubled due to a combination of challenging circumstances and a lack of action. Now we are expecting an annual shortfall of 30,000 to 35,000 direct care workers. If workforce shortages at this level continue, we will not have enough workers to meet the basic standards of care recommended by the Royal Commission. Miniscule levels of migration and increased levels of attrition in the sector, estimated to be around 65,000 workers a year, have exacerbated existing shortages. This is no longer a problem for the future, it is a critical issue that needs to be tackled immediately.

This paper updates the workforce projections of CEDA's Duty of Care report, released in August 2021 [available in VOCEDplus at TD/TNC 145.104], based on the latest information and industry consultation. It finds that filling the growing shortfall in the aged care workforce is a task that is escalating each day. Filling this shortfall will not be achieved without determined and consistent effort. Urgent implementation of the recommendations made in CEDA's Duty of Care report is necessary.

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Energy and utilities are an essential part of our daily lives and business operations. From lighting, cooling and heating to the gadgets, computers and appliances we use in homes, offices, or factories, energy and utilities industries play a vital role.

The energy and utilities industries that Australian Industry Standards (AIS) supports - Electrotechnology; Electricity Supply Industry (ESI) Generation; ESI Transmission, Distribution and Rail; Gas; and Water make significant contributions to Australia's economic prosperity. Together, they employ over 465,000 people, generating an annual revenue of over $165 billion in 2021-22.

We have identified five megatrends which have and will continue to impact the energy and utility industries. Strategic planning and workforce development are among the keys to meeting the challenges and opportunities presented by these megatrends. The significance of training and skills development have never been more important. A future ready and agile workforce with transferable skills will enable greater workforce mobility and increased efficiency across multiple industries.

The five megatrends include: (1) Double disruptors - digital transformation together with the current pandemic has caused a double disruption to industry, leading business and economic activities to shift rapidly to the online world; (2) Renewables, sustainability, and low emissions technologies - The decarbonisation of the energy and utilities industries has begun in earnest in Australia. Under Australia's Long-Term Emissions Reduction Plan, numerous digital solutions are being developed to support the goal of achieving net zero emissions by 2050; (3) Data analytics - The adoption of digitalisation and data analytics technologies in the energy and utilities industries is transforming day-to-day operations and creating numerous opportunities; (4) Labour shortages - an industry-wide labour shortage is adversely affecting Australia's economic recovery; (5) Digital transformation - the acceleration of digitalisation has impacted the skills needs of the workforce, requiring many to upskill or reskill to keep pace with the digital demand.

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This document follows the Agribusiness, Food and Fibre Industries Skills Report [available in VOCEDplus at TD/TNC 149.307], which was produced collaboratively with the assistance of 12 Industry Reference Committees (IRCs). The Agribusiness, Food and Fibre Industries Skills Report documented the skills and issues that are common across those industries. This document is an attempt to identify how those common issues relate to the Aquaculture and Wild Catch Industry, and identify issues that are specific to these sectors.

Key findings include: (1) The value chain encompassing the Aquaculture and Wild Catch Industry has been meeting the needs of Australians through a time of rapid change and increasing challenges, both in number and complexity. This value chain is being as affected by biosecurity concerns as any industry in Australia; (2) There are many potential opportunities for growth, with a need for investment, workforce, skills and training to take advantage of these opportunities. The opportunities of Aboriginal and Torres Strait Island people to undertake roles at all levels and sectors from business leaders to industry entrants continue to grow; (3) The Seafood Industries Training Package is effectively addressing skills needs for all sectors, and the recent updating to incorporate digital skills throughout the Training Package is also delivering results. However, this has not been enough to improve access to training or to attract and retain workers for the sector.

The Aquaculture and Wild Catch IRC has identified key priorities in skills and training for the consideration of industry, including: support for engaging with employers to address registered training organisation (RTO) barriers to delivery of Seafood, Aquaculture and Wild Catch Fishing, potentially including the development of nationally consistent assessment and training materials, and participation in industry attraction and retention programs working with the National Careers Institute and relevant federal, state, territory and industry bodies; working with the National Skills Commission on accuracy of skills and jobs data in these sectors, including at a regional level, which provides a more accurate representation of skills and training needs than the equivalent at national or State/Territory level; playing a key role in an agribusiness, food and fibre industries research and planning project to identify and address skills gaps related to traceability, provenance and blockchain; and identifying digital skills needs utilising the Digital Workforce Capability and vocational education and training (VET) framework currently in development (along with other digital capability frameworks).

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This document follows the Agribusiness, Food and Fibre Industries Skills Report [available in VOCEDplus at TD/TNC 149.307], which was produced collaboratively with the assistance of 12 Industry Reference Committees. The Agribusiness, Food and Fibre Industries Skills Report documented the skills and issues that are common across those industries. This document is an attempt to identify how those common issues relate specifically to the Amenity Horticulture, Landscaping, Conservation and Ecosystem Management industries.

Key findings include: (1) The Amenity Horticulture, Landscaping, Conservation and Ecosystem Management industries are going through significant transformation and facing challenges from multiple sources, including natural disasters, global markets, changing consumer taste, technological development and the [Coronavirus Disease 2019] COVID-19 pandemic; (2) The demands for skills, labour and work are likely to grow beyond the current predictions and expectations of the National Skills Commission and other analysis bodies. This points to a lack of analytic data available specifically for this field, including on new and emerging industry sectors and skills, which is expanding as the industry continues to be elevated as a national priority, especially in relation to addressing climate and in recognition of the critical importance of biodiversity and biosecurity to all Australian land and water activities.

The Amenity Horticulture, Landscaping and Conservation and Land Management IRC have identified priorities which they recommend for future consideration, including: the finalisation of the Unit Sector Approach for reviewing the AHC Training Package, and further consideration of the Rural Operations qualifications, including the potential for greater recognition of ecosystem management as a key part of rural activities; evaluation of the Unit Sector Approach for the review of the AHC Training Package; working with other agribusiness, food and fibre industries on research and planning projects to identify and address skills gaps relating to traceability, provenance and blockchain; identifying digital skills needs using the Digital Workforce Capability and vocational education and training (VET) framework currently in development (along with other digital capability frameworks); and working with the Arts and Personal Services Cluster (specifically relating to Tourism and Hospitality) to ensure that food handling, biosecurity, provenance, traceability and other relevant skills are incorporated into their qualifications with the guidance of experts from the Agribusiness, Food and Fibre Industry Cluster.

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