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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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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 Australian Meat Processing industry.

Key findings include: (1) The Australian meat industry is experiencing an extreme labour shortage, with meat processors looking for an average of 26 additional workers per business, and retail butchers looking for an average of four additional workers per business. Two-thirds of meat/smallgoods processors are operating below 80 per cent capacity (around one-quarter are only operating at 50-60 per cent capacity), while almost half of retail butchers are operating below 80 per cent capacity; (2) Findings from Australian Meat Industry Council research indicate a complexity of reasons for the labour shortfall, including general unwillingness to work in the industry, other business and employment opportunities being more appealing, a lack of international worker availability, failure of new industry entrants to pass pre-employment medical requirements and low unemployment in local regions; and (3) At the same time, industry trends indicate a need for higher-level skills, including increased safety skills relating to biosecurity issues and infection control.

The IRC has identified priorities for the consideration of the forthcoming Industry Cluster body (assuming establishment proceeds), including: the next stage (Stage 2 of 3) of the AMP Training Package Whole of Training Package/Core and Foundation Qualifications project; evaluation of Stage 1 of the Whole of Training Package/Core and Foundation Qualifications approach for the AMP Training Package; training and assessment materials to support the delivery of recently updated and new training products for the Meat Processing sector; working with other agribusiness, food and fibre industries on research and planning projects to identify and address skills gaps related 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).

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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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Workforce shortages for Surveying and Spatial related occupations have been looming for over a decade. Unless action is taken by the industry, the growing shortfall will continue unabated. While in the recent past various recommendations have been developed through workforce gap analysis reports (ACIL Tasman 2013 1, BIS Schrapnel 2018 2), little coordinated and sustained action has been undertaken to progress associated implementation risks. It is plausible that had a coordinated, structured plan been implemented at the time of the earlier workforce analysis, the current situation may have been avoided. This is not to criticise past decisions but rather to emphasise the time for action is now. In recognising a critical need for action, the Surveyors Trust commissioned work to review and collate research of the Australian surveying and spatial sector workforce to have a better understanding of the landscape, issues therein and opportunities to inform a collective industry approach to address the workforce crisis impacting the surveying and spatial industry in Australia.

The objectives of the work include: (1) A consolidated summary of industry workforce and skills gap analysis for the surveying industry and associated occupations (nation-wide) including: (a) recommendations on how the industry should best address identified productivity risks associated with declining workforce and a narrowing of the skills pipeline; and (b) Terms of Reference for an industry group to address key risks; and (2) The basis for planning for a Workforce Industry Forum to be held in 2022.

This paper advocates for the industry to adopt a sustainable, holistic approach to workforce planning and implementation underpinned by collaboration of a wide range of industry sectors and representative bodies. To fully address workforce capacity and capability needs, it is recommended that planning and program design be informed by long-term workforce development strategies and implementation building on evidence-based decisions relating to policy and regulatory frameworks, education and training pathways, workforce structure and economic development influenced by technology adoption, investment and global competition for talent. This paper recognises and commends previous efforts to address workforce issues and seeks to communicate the value of sustaining the momentum to realise long-term transformation.

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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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The purpose of this discussion paper is to provide stakeholders with the key findings from the 2012 Environmental Scan (E-Scan) industry consultation process prior to publication of the E-Scan in February 2012. Stakeholders are invited to provide comment and input. The 2012 E-Scan process has highlighted a number of challenges and opportunities impacting the industry. It also outlines key findings relating to skills and labour shortages in each of the following industry sectors: (1) Logistics Management; (2) Road Transport and Warehousing; (3) Aviation; (4) Maritime; (5) Rail; and (6) Ports.

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The Building and Construction sector is critical to Tasmania's economy and never more so than during the recovery from Coronavirus Disease 2019 (COVID-19). A $5 billion infrastructure investment program will help deliver around 25,000 jobs and is the largest ever investment announced by a Tasmanian Government. Following the Premier's Building and Construction Industry Skills Roundtable in July 2020, work immediately commenced on the development of a plan to deliver the skills needed for the sector. Consultation and industry support has demonstrated that we must work together to identify and tackle sector-wide issues including attracting, retaining and sustaining a skilled-up and work-ready labour force. Government and industry working together on skills, training and workforce development are key to the success of this plan and will help realise the broader community benefits.

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Manufacturing in Queensland is embarking on a journey to transition to the global environment of Industry 4.0 - the fourth industrial revolution. Low skilled jobs are diminishing as demand increases for people with high levels of technological skills, language, literacy and numeracy skills who are willing to commit to undertake ongoing learning and skills development. Through business capability development and a highly skilled workforce, Queensland manufacturing has the opportunity to go from strength to strength. [This Strategy] is a skills, training and workforce development strategy to assist all Queensland manufacturers to develop the workforce skills they need during a time of significant change. Rather than being a workforce development strategy for a small and very advanced segment of the industry, the Strategy has been developed to support all manufacturers in Queensland to participate in the journey towards advanced manufacturing.

Abstract from publisher's website.

The environmental scan that was the foundation for the development of the strategy is available in VOCEDplus at TD/TNC 135.1093. Show less

The strains on labor capacity in oil and gas construction markets worldwide are becoming increasingly well known. These strains continue to affect projected project costs, and several large capital projects have already been delayed or cancelled as a result of rising costs and questionable long-term profitability projections. As demand continues to increase in the face of the liquified natural gas (LNG) export gold rush, construction firms are faced with unprecedented pressures to retain and grow talent. To keep up with this extremely dynamic and competitive - if not unprecedented - business environment, US energy infrastructure construction firms need to develop a robust talent pipeline to tackle the industry's many business challenges in the coming years. This article provides oil and gas construction demand and labor supply forecasts, presents key labor dynamics in today's US oil and gas construction industry, and summarizes recommendations on how to prepare for the imminent labor and knowledge void.

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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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