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This report is based on a project the aims of which were: to investigate the need for systems which identify workplace competency profiles; to investigate how those involved in the training market should deal with the relationship between training and indicators of workplace competence; to investigate what influences employees, trainees and students to seek various training options, qualifications and experience; and to determine the extent of the relationship between indicators of workplace competence and trainees' influences and whether there are any signs of change in this relationship. Budget constraints limited the investigation to one industry, the electrical industry. The report aims to provide insight into these matters, and provide concepts of workplace competency profiles (and related employee competency profiles) which can be applied in a wide range of industry situations and there seems little reason why the majority of project outcomes could not be generalised to industries other than electrical. Show less

Adult and community education (ACE) in Australia has recently broadened its range of courses to include more vocationally specific programs. This growth in ACE VET (vocational education and training) programs provides benefits for learners who can access learning opportunities in relatively informal learning environments, for industry as ACE VET can help develop workplace skills, and for the mainstream VET sector as enrolments in major courses with ACE VET links increase. However, research undertaken by the National Centre for Vocational Education Research (NCVER) reveals that despite these obvious advantages, industry and community knowledge of ACE vocational programs is limited. This article investigates current awareness and opinions of ACE VET and promotional strategies for increasing and improving knowledge and perceptions of ACE VET. Show less

In this article, the author discusses vocational education and training (VET) courses provided by the adult and community education (ACE) sector and compares it to mainstream VET. He suggests that the characteristics of ACE VET which differentiate it from mainstream VET are often the reasons people choose to commence vocational study with ACE. These characteristics include greater flexibility in class times and locations, relevancy of course content, its relative informality and its focused approach. The author also discusses collaboration between ACE and mainstream VET and suggests that there is much to be gained from this. Show less

The premise of the research study 'Getting adults into the trades' (TD/TNC 70.04) is that factors including Australia's ageing population, changing life career patterns and skill shortages in the 'traditional trades' have made adults an increasingly important recruitment source. This electronic document contains the complete case studies which were analysed in that report. Show less

The information provided in this supplement is intended as a guide to the various licence classifications for drivers of commercial vehicles in each of the states and territories of Australia.

'Truck drivers manual' is available in VOCEDplus at TD/TNC 1.283. Show less

With the ageing of the Australian population, changing life career patterns and continuing shortfalls in supply in the 'traditional' trades, school leaver apprenticeships no longer meet workforce demand. This publication reports on a study into adults as an increasingly important recruitment source to meet this demand. The first section of the report summarises relevant statistics and research on adults in the trades in Australia. The second section contains a detailed analysis of employer-based case studies conducted in 2001, looking at firms' approaches to encouraging and accommodating adult apprentices in the traditional trades. The final section recapitulates the main features of the research and case studies and develops concluding themes and strategies for getting adults into the trades.

A companion web-based publication, 'Getting adults into the trades: case studies' containing the case studies in full, is available in VOCEDplus at TD/TNC 70.20. Show less

This manual is intended to help prospective truck drivers obtain the knowledge and skills necessary to obtain a truck driver's licence and become an expert professional driver in the road transport industry.

'Commercial driving licence classifications in Australia: supplement to truck drivers manual' is available in VOCEDplus at TD/TNC 1.284. Show less

For the purpose of this study, the focus was on industries in which new technologies were being developed and applied because it was felt that they would be the most demanding in terms of levels and extent of training. Companies involved in the development and application of new technology were referred to in the study as innovative companies. Factors that were taken into consideration in identifying the industries and companies to be studied were: the rate and location of innovation in government, business and not-for-profit sectors; the extent of research and development activity; and registration of patents, trademarks and designs. Respondents from 18 companies were interviewed at length. These companies came from a wide range of sectors and all of them were involved in developing or manufacturing leading-edge products and processes. Stages of organisational development were identified.

The study found that innovative companies in emerging industries have diverse and important training needs. While most of the higher level training and qualifications required are generally provided by higher education, vocational education and training (VET) also has a role to play in developing further knowledge and skills once experienced and qualified personnel are hired. Because these innovative companies are often operating at the leading edge of their technological fields, the further training they require is highly specialised and sometimes unique. Although VET is already well placed to provide customised training, there may be extra opportunities for it to advance the currency of its knowledge by working closely with these companies to identify special requirements, develop programs to deliver the special training and extend the expertise and knowledge of its teachers. Show less

New Apprenticeships is a training option already available to associate professionals, typically those performing complex technical and administrative functions and qualified at diploma or advanced diploma levels. This study suggests that this apprenticeship-type training has real merit as a means of training associate professionals because it offers formal training agreements and incorporates structured training and work experience within contracts. Despite this, relatively few people undertake training as an associate professional through a New Apprenticeship. The aim of this research was to explore the issues affecting the New Apprenticeship system as a training pathway for this segment of the labour market. Interviews were conducted with representatives from a variety of organisations across six industries: building and construction, finance, community services, tourism and hospitality, information technology and real estate. Interview respondents generally predicted growth and a healthy long-term future for the six industries chosen as the focus of the research. However, they highlighted significant changes impacting on the work roles of people at higher Australian Qualifications Framework (AQF) levels in all six industries.

The report offers models for training of apprentices at associate professional level and three distinct training formats were identified: (1) the traditional single-stage format; (2) a two-stage format; and (3) fully work-based training. Case study interviewees were also asked to identify issues which might arise from provision of apprenticeships for associate professionals. Their responses covered a variety of areas, including terminology, licensing and industry awards, structure and delivery of training, age, training incentives, and concept promotion. Show less

This review of the National Training Wage (NTW) generic training packages addresses the: relevance and suitability of the packages; extent of implementation and any impediments to implementation; effectiveness of the marketing and promotion of the packages; future of the packages and implications for other traineeships as a result of experience with the generic packages. Show less