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This article looks at efforts being made to redress the balance between training and education, and establish vocational training as a pathway of equal status to that of university education. Newsletters, radio and television are being used to inform the general public about the importance of training and the vocational education options available to school leavers. Show less

This guide is intended as an information resource for those involved in the delivery of New Apprenticeships. It contains basic information on: what New Apprenticeships are; the benefits for employers and young people; the national marketing campaign to employers, young people and schools; and resources developed to promote New Apprenticeships. Show less

Commonwealth, state and territory governments are committed to improving the education and training opportunities for Australian women. Ministers responsible for TAFE support a comprehensive and nationally coordinated approach to implementing their governments' commitment. This publication forms the framework for the national approach. It takes account of major trends of social, industrial and economic change currently taking place, and predicted changes. The main objectives are to improve: paths of entry to TAFE; women's participation in vocational education; the TAFE environment for women; support services for women; training of women as part of award restructuring; participation of women in TAFE decision making. Show less

This guide to information networks in vocational education and training (VET) in Australia has been developed with two groups of users in mind: (1) the primary user group is people who want to disseminate information on VET initiatives or developments and who want to identify appropriate media to reach their target audience; (2) the secondary user group is people who want to access information about VET.

The guide focuses on the needs of these two groups, and is mostly devoted to information on periodicals, on publications which are regularly updated and on other media through which VET information can be disseminated. Entries in the guide are arranged according to the following sectors: government and national organisations; industry training advisory bodies; media; professional associations; TAFE; unions; universities; miscellaneous. Show less

This issues paper draws together the recommendations of the Carmichael Report [available in VOCEDplus at TD/LMR 85.646], 'Women in entry level training' [available in VOCEDplus at TD/ERD 87.13], the National Plan of Action for Women in TAFE and 'Half way to equal: report of the inquiry into equal opportunity and equal status for women in Australia' [available in VOCEDplus at TD/ERD 87.15], in order to identify issues of concern for women in relation to the proposed new Australian Vocational Certificate Training System (AVCTS).

For each 'area of concern', the issues paper sets out: (a) the relevant recommendations of each of the reports; (b) key issues to be addressed; (c) strategies which may be adopted by DEET to address these issues; and (d) current initiatives, where appropriate.

Edited excerpts from publication. Show less

This report seeks to examine changes in employment participation in the youth labour market and how these changes have been impacting on training and skill levels among Australian youth. The predominant focus is on part-time and casual workers as this report has as a premise that there has been a marked growth in such working arrangements in Australia in recent years, and evidence that such workers typically have less access to structured training and career paths. The main policy objective of the research is to evaluate the scope for training providers to implement training arrangements which assist part-time and casual workers to better access structured entry-level training, and to identify, within the context of the Australian Vocational Training System (AVTS), options for the implementation of such arrangements.

Overall conclusions emanating from the research can be summarised into 12 key points: (1) Initiatives aimed at improving the access of young part-time and casual workers to training structures should be focussed on persons no longer involved in formal study; (2) The effectiveness of such initiatives will be improved if the characteristics associated with an inability to secure full-time employment can be identified; (3) Further research is needed which examines the relationship between the attitudes of part-time and casual workers and participation in training activity, and identifies the relative importance of the factors that influence those attitudes; (4) The access of part-time and casual workers to training will be enhanced if the level of training in the small business sector can be increased; (5) It is not the type of training on offer per se which is the major obstacle to participation in training by young part-time and casual workers, nevertheless, there was widespread agreement that more flexible types of training and skills recognition would, at the margin, facilitate increased access to, and participation in, structured training by part-time and casual workers; (6) The speed with which established providers, and especially TAFE, can respond to demands for more flexible delivery may be slow, though can be expected to vary between States, a detailed examination of how training providers have been coping with demands for more flexible delivery, and what impediments to further progress exist, is therefore needed; (7) The scope for implementing flexible delivery arrangements will depend on whether the costs are justified by the benefits; (8) Recognition of prior learning (RPL) offers the greatest potential to increase involvement by part-time and casual workers in the training process; (9) Young people need to be educated about the need for and benefits of structured training, both prior to entering the workforce and as an on-going feature of employment; (10) employers, particularly in industries identified as low-training, need to be better educated about the need for and benefits of structured training; (11a) The first step in raising training levels in small business involves increasing the uptake of small business management training activities and raising the awareness among small business of the benefits of training; (11b) Training within small business will increase if training is less expensive and if external training courses better reflect the requirements of small business; (11c) The benefits of the AVTS need to be vigorously marketed to the small business sector and to agents operating on their behalf; (12) Given the desire to see RPL evolve into a system for on-going recognition of skills, government will need to be prepared to subsidise the training and accreditation of assessors. Show less