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A summary of proposals to introduce the Advanced British Standard, a new Baccalaureate-style qualification for 16 to 19 year olds. It sets out ambitious long-term proposals for a new 16 to 19 qualification which takes the best of A levels and T levels and brings them together into a single qualification. This proposal explains: what the Advanced British Standard is; why it is needed; the initial investments the government will make to support its delivery; next steps in policy development.

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Registered apprenticeship offers an opportunity for employers to hire, train, and retain a skilled workforce, and workers to earn income while they learn. But the complexities of the American apprenticeship system deter many potential sponsors from creating or registering programs. While many other countries use a centralized system for creating apprenticeship standards, the US allows individual employers or groups of employers to create their own standards to gain approval as a registered program. Because every employer has to start from scratch and use valuable resources to develop an apprenticeship program, this process creates barriers and prevents apprenticeship programs from scaling nationally.

To begin addressing this problem, the US Department of Labor selected the Urban Institute to produce National Occupational Frameworks in a variety of growing occupations and sectors, which will become the foundation for a gold-standard occupational standards development system through the Registered Apprenticeship Occupations and Standards Center of Excellence. This brief describes the current landscape of apprenticeship standards and how Urban's process fits in. We go into depth about the different parts of Urban's process and discuss how we build strong occupational frameworks.

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This brochure summaries the latest version of the Australian Vocational Education and Training Management Information Statistical Standard (AVETMISS). It includes information about the standard for VET Providers and the standard for New Apprenticeships. Show less

Investors in People (IiP) is a national quality standard, launched in Britain in 1991 and originally designed for use in industry and commerce. The standard aims to help organisations to improve performance through a planned approach to setting and communicating goals, and to developing and motivating staff to meet those goals. In 1995 the standard was introduced into Australia through the Australian Institute of Management and is now operated by Investors in People in Australia. In Britain, the standard is increasingly being used in schools and colleges, acting as the cornerstone for improvement and as a vehicle for managing an ever-increasing education agenda. In this article, Henry Macintosh considers how the standard can be used to good effect in education, focusing on the work of a major implementation project in the west of England. Show less

The last 25 years has seen an increase in the extent and location of non-standard work. Unfortunately, labour market statistics in New Zealand do not adequately portray the changing dynamics of the labour market. James Newell of Monitoring Evaluation and Research Associates (MERA) has identified surrogate measures to compensate for the gaps in non-standard work data. The aim of this report is to analyse trends in non-standard work over the period 1981 to 2001. For the purposes of this analysis, non-standard work is defined as any work that is not 30-40 hours in a single job. This includes part-time work, self-employment and multiple-job holding. The first section of this report is based on the dataset supplied by MERA, which covers the years 1986-2000. It includes only those aged 15+ who were in the labour force (i.e. includes the unemployed but not those not in the labour force). This data set can be analysed by multiple job holder or not, and can be disaggregated by gender and age only (not ethnicity). The second section describes a dataset for the years 1981-2001 and combines the standard employment and labour force status categories for the whole population aged 15+, including those not in the labour force, and can be disaggregated by gender, age and ethnicity, but not by multiple job holding.

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The Training Quality Standard is an assessment framework designed to recognise and celebrate the best organisations delivering training and development solutions to employers. The Standard allows organisations to explain their strategy, the approaches they deploy, and the results they achieve, and to submit this for robust assessment with the potential of certification for those meeting the high standards set for capability and performance. The Standard has been created by the Learning and Skills Council to develop a new higher standard for the certification of training providers, including those previously recognised as Centres of Vocational Excellence.

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In 2015 the Government kicked off an ambitious suite of initiatives to drive up the quality and quantity of apprenticeships, to support the UK's economic recovery. Policy priorities included addressing higher level skills shortages to boost productivity, putting employers in the driving seat, and increasing diversity and inclusion so as to realise the full potential of the UK's workforce. This report starts with the context to degree apprenticeships, describes the model of provision, and assesses the policy model against the evidence provided to the HE Commission. It concludes that it is an intrinsically sound policy, but as has so often been the case, the implementation will not deliver the Government’s ambitious policy objectives unless urgent improvement measures are set in place.

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The National Occupational Health and Safety Certification Standard for users and operators of industrial equipment (NOHSC: 1006 (1992)) specifies certification classes and competency standards for: scaffolding and rigging; crane and hoist operation; pressure and equipment operation. These assessment guidelines form the basis for assessments for attainment of OHS certificates of competence covered by the National OHS Certification Standard.

The guidelines were prepared by Peter Thomson and David Foreman. The National Occupational Health and Safety Commission (Worksafe Australia) funded the National Centre for Vocational Education Research to provide guidance in competency based assessment and to manage the assessment project. Show less

This report investigates the present system of granting exemptions to TAFE students in Western Australia. It also reports on the procedures and philosophy of TAFE in other states of Australia and other post secondary institutions in Western Australia. The report considers the possibility of giving exemptions on the basis of experiential learning; the possibility of establishing a history file on exemptions decisions; students’ awareness of exemptions and the need to determine what sort of information should be given to them; and the adequacy of the present system of exemptions. It goes on to make recommendations to improve the existing procedures. A list of individuals and organisations contacted is included, as well as a bibliography. Show less

There has been a general increase in non-standard work in Australia but there are noticeable industry differences in the patterns of growth. The author proposes that this suggests that some of the main drivers of this growth in non-standard work may be industry-related rather than a result of broad labour market or economic factors. The aims of this paper are to examine the industry differences in the growth of non-standard work arrangements and to identify some of the challenges that this growth poses for the vocational education and training (VET) system. The discussion of non-standard work covers: definitions; indicators of growth across the broad labour market; part-time employment; casual employment; industry differences in traditional employment; occupational differences in traditional employment; the growth of ‘over-full-time’ work (defined as 49 hours or more per week); and, age and gender characteristics. The analysis reveals a decline of the standard model of employment, i.e. full-time standard hours worked with one employer, and variations in the impact of the growth of non-standard work on an industry-by-industry basis. The paper closes with a discussion of the implications of the growth of non-standard work for the VET sector. Show less