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The lack of qualified aged care workers has been identified as a current and future skills shortage as the number of Australians requiring aged care increases. This creates a significant and immediate need for accessible, flexible and high quality training options to increase the number of qualified aged care workers within Australia. The availability of high quality and accessible information communication options, combined with the implementation of the [NBN] National Broadband Network, creates an environment ripe for the development of quality distance and e-learning aged care training courses across Australia. The overseas component of the Overseas Applied Research Fellowship Program, in New Zealand and Canada, assisted in identifying best practice examples of distance education and allowed for research into answers regarding how training providers successfully achieve key outcomes. This report outlines strategies that form the scaffolding necessary for successful delivery of distance education courses.

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Skilled migration is one of the policy levers available to governments to address workforce shortages in the economy. This issue of Focus on explores how skilled migration is utilised by governments globally to address skill and labour shortages; how effective policies and procedures that recognise and validate qualifications and credentials gained overseas can facilitate the integration of skilled migrants and refugees in destination labour markets; and the impact the Coronavirus (COVID-19) pandemic has had on skilled migration around the world.

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'NACE journal' is published four times a year. It covers both sides of the college career services and human resources (HR)/staffing field. This issue includes the following feature articles: 'Trends & truths in college recruiting' by Julie Cunningham (p. 14-17) which shows that while several trends have changed how employers recruit, there are also some timeless facts in college recruiting; 'Energy industry fueled by two-year graduates' by Pattie Giordani (p. 18-21) which highlights how employers in the energy industry are turning to two-year college graduates to fill open positions and developing partnerships with local community and technical colleges to develop organisation specific programs; 'Looking ahead: got workers?' by Pattie Giordani (p. 22-26) which discusses the issue of future labour shortage, particularly a shortage of skilled workers, and what employers can do about it; 'Building a fee-for services model for career services' by Cynthia F. Jones (p. 27-32) which discusses the development of a fee-based model for providing university career services; 'NACE White Paper: can high tech coexist with high touch?: online application processes and career fairs' by Mary E. Scot (p. 33-39) which explores the increasing use of online application systems in the recruitment of college students by employers and the continued preference by students for personal contact during the recruitment process. Show less

The purpose of this study was to examine the challenges faced by secondary technology education (TE) teachers in Illinois. Specifically, the study sought to identify and categorize a list of challenges encountered during their first years in the TE profession as well as challenges that veteran TE teachers are facing in their current teaching assignment. Seventy-three TE teachers completed an online questionnaire. Twenty-six challenges were identified and of the top five challenges, only three, equipment, funding, and understanding what TE is were identified as a continuous challenge at each career stage. Knowing the challenges identified by TE teachers at different career stages can assist school administration and TE professionals in providing specific support to address these problematic areas in efforts to improve retention rates among TE teachers.

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Labour shortages or mismatches are a major factor inhibiting investment and economic development across [Asia-Pacific Economic Cooperation] APEC. In order to establish an appropriate regional response to the supply of skilled labour it is necessary to adopt a comprehensive strategy for monitoring labour force demand and supply across the APEC region. This report outlines the reasoning.

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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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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 report] analyzes the growing need for qualified nurses. The study projects that the economy will create 1.6 million job openings for nurses through 2020. Yet, there will not be enough nurses to fill those openings. [The authors] project the nursing workforce will be facing a shortfall of roughly 200,000 nursing professionals by 2020. One of the reasons for the growing demand is due to changing demographics; older nurses are retiring in large numbers, creating thousands of job openings. Another factor is the Affordable Care Act, which expands health insurance coverage to millions of job openings. In addition, nursing schools lack the faculty, facilities, and training sites to match the growing demand.

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Purpose: This paper discusses the well-publicized labor shortages in the building trades, reviews the causes for the deficiencies, and presents prescriptions for how career counselors and schools can play a critical role in encouraging young adults to consider construction occupations. Design/methodology/approach: Using data from government agencies, trade organizations, and scholarly publications, this paper describes the categories of the building trades as well as their employment trends and compensation prospects. It also reviews the personal and environmental factors that could lead to the 'construction of a construction career'. Findings: This article documents the reasons for the labor shortages in the construction industry and then offers recommendation on how younger adults could be encouraged to consider the building trades as viable career alternatives.

Social implications: Labor shortages in the construction industry have a direct and indirect deleterious effect on the economic well-being of every country. This article provides suggestions on how to inspire young adults to consider the building trades as worthwhile career pursuits. Originality/value: There is a limited amount of scholarly attention given to career decision making related to occupations that do not require a college degree, including the building trades. This paper attempts to fill this gap in the literature by focusing on the individual characteristics and environmental factors that might prompt consideration of a career in the building trades. It also describes the educational, governmental, and corporate initiatives that work to encourage individuals, working in conjunction with their career counselors, to consider careers in the construction industry.

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This report evaluates factors contributing to healthcare labour shortages in Canada and investigates the inter-relationships between access to health services, the number of healthcare providers, compensation rates and migration patterns. Nurses and other care providers can increase the efficiency of healthcare delivery through expanding scopes of practice or filling gaps when there is a shortage of family or specialist physicians. Increasing wages would also help mitigate shortages in the field of nursing. However, there are, as well, shortages of nurses and other healthcare providers. The report also proposes an increase in the number of places in medical schools, currently so low that a significant number of Canadians go abroad for medical school, incurring higher personal expenses and a lower likelihood of securing a residency position if they return to Canada to complete their training. Other recommendations are to increase the number of residency positions, both for Canadian medical graduates and internationally trained ones, particularly in disciplines projected to be in short supply, along with encouraging immigration of physicians and medical students.

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