Search Results

This assessment is based on calculations of supply of, and demand for, labour of various skill levels in Queensland in 2009. By subtracting demand from supply, a projected shortage or surplus is identified. The analysis is based on an assumption that qualifications adequately represent skills. Total labour supply is represented by newly qualified graduates plus net in-migration of qualified workers. Past rates of growth have been applied to most recent data to provide projections for 2009. Total labour demand is defined as net job openings in any given occupation, which in turn is calculated as employment growth plus net replacement. Total labour demand thus equals the number of jobs, disaggregated by occupation, available to people entering that occupation for the first time and thereby indicates the number of persons requiring a qualification in that field. The assessment finds that to mitigate supply-side shortages, policies to increase the available supply of skills through additional training places or increased skilled migration would be appropriate. Where a demand-side shortage exists, policy emphasis on improving attraction and retention of skilled workers, for example, through higher pay and more flexible working arrangements, is appropriate. Show less

This research study examines the supply and demand for postsecondary healthcare degrees in the state of Oregon. The purpose of this report is to discover any areas of shortage within Oregon's postsecondary healthcare education programs, and the barriers these programs face in expanding to meet student and employment market demand. The report finds that the primary area of shortage in Oregon's postsecondary healthcare education and healthcare employment to be in the area of registered nursing. There is a surplus of qualified students looking to enter Oregon's registered nursing programs, and a shortage of graduates to meet employment demand across every region of Oregon. There is a bottleneck occurring within Oregon's registered nursing programs that is preventing the supply of qualified students from meeting employment market demand for registered nurses. This bottleneck is a primary cause of Oregon's registered nursing employment shortage. The data suggests that Oregon may be able to eliminate its registered nursing shortage through expansion of these registered nursing programs if the barriers preventing expansion are addressed.

Summary from publisher's website. Show less

Career and technical education (CTE) continues to face an annual shortage of qualified teachers in the profession. This shortage has caused an increase in the use of alternative certification/licensure pathways across the United States. These alternative pathways are highly divergent from state to state. Limited research has investigated CTE teacher shortage and the alternative certification/licensure requirements that contribute. Using archival data, this correlational study looked to determine if CTE alternative certification/licensure requirements can predict CTE teacher shortages. Logistic regression analysis was used to review all 50 states and the District of Columbia and determine if any of the criterion variables predicted CTE teacher shortage. After analysis, it was determined that none of the criterion variables of academic degree, work experience, mandatory testing, and program length was statistically significant in predicting CTE teacher shortage.

Published abstract. Show less

This study explores issues pertaining to the supply, quality and qualification level of vocational teachers in Indonesia. The report examines and evaluates the pre-conditions for the development of part time courses for vocational teacher education, which will be necessary to bolster Indonesia's need for qualified TVET instructors. The current organisation of teacher education in the country is evaluated, including laws, regulations, higher education institutions and accreditation boards, and compared with those in Malaysia. The author concludes with three recommendations: (1) the establishment of part-time study programs in cooperation with institutions that have the infrastructure to conduct distance learning, such as the Open University; (2) the involvement of the Vocational Technology Education Association in developing part-time courses for vocational teacher's professional development and; (3) the involvement of the Regional Cooperation platform (RCP) and the University of Education in Germany in coordinating the development of further part-time courses for teaching education in the region of South East Asia and China.

Edited excerpts from publication. Show less

The migration of international nurses is a growing phenomenon and will continue in response to global nursing shortages. Historically, nursing has been depicted as a ‘portable’ profession, or one which enables individuals to move across inter/national borders. This ‘portability’ of nursing is supporting skilled nurse migration around the world. However, nursing practices learned by overseas qualified nurses (OQN) in their home countries may differ to the role and expectations of the new country in relation to scope of practice, professional and legal environment, accountability, professional autonomy, health care technology and inter-professional relationships. Relatively little is known about the experiences of OQN in Australia and particularly, about those from non-English speaking backgrounds. Supported by international literature and personal experiences, this paper describes the adaptation process and challenges faced by OQN in beginning a new life in Australia.

Australia, like many other developed countries, is facing an ageing population and an ageing health workforce, including nurses. The global shortage of nurses in many countries, including Australia, means that OQN will continue to be a significant part of the workforce. As the welcoming country, Australia can benefit from hosting OQN and these nurses in return contribute to the enrichment of Australian life.

Excerpts from published abstract. Show less

This publication contributes to better understanding of vocational education and training (VET) in Sweden and how it operates within the socioeconomic context. In Sweden, learners can follow upper secondary initial VET programmes in school-based form or as an apprenticeship, achieving a qualification at [European Qualifications Framework] EQF level 4. At higher VET, 1- to 2-year and 2- to 3-year VET programmes are offered at EQF levels 5 and 6.

The employment rate of VET graduates is higher than the EU-27 average, but the share of initial VET learners in total upper secondary education is quite low (35.6 per cent). The country has above 34 per cent participation in lifelong learning, the highest among the EU-27 Member States. Lack of teachers, ICT specialists and the skills mismatch between labour market needs and graduate qualifications are current challenges for the country. To increase the attractiveness of VET, several measures were launched, such as facilitating progression to higher education.

Excerpt from publication.

The chapters are: (1) External factors influencing VET; (2) VET provision; (3) Shaping VET qualifications; and (4) Promoting VET participation. Show less

Career and technical education (CTE) continues to face an annual shortage of qualified teachers in the profession. This shortage has caused an increase in the use of alternative certification/licensure pathways across all 50 states and the District of Columbia. These alternative pathways are highly divergent from state to state. Limited research has investigated the alternative certification/licensure requirements that may contribute to CTE teacher shortage. This predictive correlational study looked to determine if CTE alternative certification/ licensure requirements could predict CTE teacher shortages. It was found that CTE alternative certification/licensure requirements were not a good predictor of CTE teacher shortage.

Published abstract. Show less

There is widely scattered evidence that can be gathered to depict what is currently known about the nation's teaching force, and about mathematics and science teachers in particular. The authors describe what is known and what needs to be known about the supply of and demand for mathematics and science teachers and about their preparation for their teaching assignments. The authors also examine how new and existing data sets might be used to answer important questions about the interrelationships among teacher supply, demand, qualifications, and teaching practices.

Edited excerpt from publication. Show less

The Labour Market Updates are quarterly reports that provide information about issues affecting Australia's current and emerging labour market. This update brings together a range of Jobs and Skills Australia (JSA) and Australian Bureau of Statistics (ABS) data sources to analyse the state of the Australian labour market in the September quarter of 2023.

The report found that around 88 per cent of total employment growth (over the year to August 2023) was in occupations that typically require post-school qualifications. This reflects the importance of the higher education and Vocational Education and Training (VET) systems to growing a high-skilled Australian workforce. Around 60 per cent of total employment growth over this period was in occupations where VET qualifications are the primary pathway. This is reinforced by JSA's latest projections, that suggest that by May 2028, 100 per cent of all roles will require at least a secondary education (or Skill Level 5), with 86 per cent requiring a tertiary qualification (or Skill Levels 1-4). Other highlights include: a weakening of labour market resilience; female employment growth is particularly strong; and persistent shortages for Aged or Disabled Carers, Electricians, Child Carers and Carpenters.

Edited excerpts from publication and publisher's website. Show less

This white paper looks at employment opportunities in the manufacturing sector for returned veterans. Show less