Presentation on theme: "Peter Tatham Executive Director Career Industry Council of Australia Skill Shortages Myth or Reality? Developing the really big skills."— Presentation transcript:
Peter Tatham Executive Director Career Industry Council of Australia Skill Shortages Myth or Reality? Developing the really big skills
Speakers Anna Henderson – Business Skills Victoria David Henderson – Transport & Logistics Industry Skills Council Phillip McKenzie – ACER Research Pam Jonas – Group Training Australia
Vision To enhance participation and productivity by advocating the individual, social and economic benefits of quality career development for all Australians.
Reasons for skills shortages s trong economy with low rates of unemployment; growth of new industries with few ready-skilled tradespeople available; relocation of new industries into different regions with a different skills base; reduced interest in particular industries among potential job seekers; location of industry, or project-based work, in rural or regional areas with a small skills base; technology changes within an industry, especially production, resulting in new methods and therefore skills needs; and changes in underpinning skills needs to successfully undertake trade training for example, Year 12 mathematics for some trades. Source DEEWR
Impacts – global 76 million unemployed youth worldwide – global unemployment currently 198 million Global unemployment to increase by 25million by the end of 2009 (OECD) US economy lost 663,000 jobs last month (5million lost since last recession – UR 8.5% Potential for unemployment to reach unprecedented levels in developing economies Source –ILO January update
Impacts – global Biggest drop in global economic output ever. In the past two months US imports have been down 22%; and Japan's exports down 45%. I Metal prices could be a make or break for this economy. It is likely that the Asian region will remain a global engine at a time when global employment has dropped by 50 million. What is needed is greater support for innovation. Innovation drives productivity growth and competitiveness in firms. Source – Economist Chris Caton
Impacts – Local Australia's unemployment rate jumped half a per cent in March to 5.7% Thirty-eight-thousand-nine-hundred full-time jobs were lost in March, while 4,200 part-time positions were created. 651,000 people looking for work in Australia. Just over a year ago, unemployment stood at its lowest level for more than 30 years, at 3.9 per cent Jobs in some industries will not return NB Unemployment figures, calculated by the number of civilians aged 15 years and over who, during the reference week, worked for one hour or more, or had a job from which they were absent. Source: ABS
Impacts – Local ANZ survey indicates jobs advertised a week in March Australia is in recession at a time when average household debt is around 150% of salary labour force growth has slowed from well over 2.5% to just 0.9%. Growth in March by 1200 to 10,742,100. Full-time employment increased by 33,700 to 7,670,700 and part-time employment decreased by 32,600 to 3,071,400."
Initiatives $650 million Jobs Fund to help support local jobs and training through community projects in regions hardest hit by the economic downturn; $20.8 million Local Employment Coordinators in seven key locations to coordinate efforts to support jobs and training; $4 billion in new employment services which begin on July 1 and which will have stronger links to training opportunities; $300 million to ensure redundant workers receive intensive assistance and support immediately rather than having to wait up to 3 months; 20,000 priority training places for people made redundant; $155 million in incentives to encourage employers, Group Training Organisations and training providers to take on out-of-trade apprentices and trainees; $30.2 million to expand the Australian Apprenticeship Access Program to provide at-risk jobseekers with the support undertake an apprenticeship or training; and $950 Learning and Training Bonus for income assistance recipients enrolled in a structured training course.
We have a different ballgame Protect jobs Maintain skills sets Build human capital for the future
COAG and the government agenda A Compact with Young Australians; A Compact with Australians who have been retrenched; A Compact with Local Communities Where does the career development agenda fit?
Career management skills include Understanding one’s own strengths and weaknesses, and needs and wants Ability to identify relevant opportunities Accessing career information Ability to plan and take career-related decisions Ability to present oneself effectively in order to gain access to courses or jobs Ability to network and build relationships. See: Australian Blueprint for Career Development
Career development services can Lead to people having a more positive and confident attitude towards their future career options Increase knowledge and understanding of education and employment opportunities Increase self-awareness Make people more confident in their career decision making Result in a wider range of career options being explored Improve job-search skills Improve job interview skills Lead to increased job-search behaviour and increased participation in employment by the unemployed Have a positive effect upon academic achievement Increase the probability of successful transitions between key points in the education system.
In relation to vocational education and training – career development services can: Help to reduce dropouts and backtracking and improve flows between different levels of education Improve transitions from education to the labour market and help to strengthen links between education systems and the labour market Widen access to learning throughout all stages of life, including by those who have been away from formal learning for many years Widen access to learning by groups who are under-confident in, unskilled in, or unused to negotiating access to complex learning systems. CICA. (2008).Toward a more Cohesive and Integrated National Career Development System.
COAG lifting the Year 12 equivalent attainment rate to 90 per cent by 2020 halving the gap for Indigenous students in reading, writing and numeracy within a decade at least halve the gap in Year 12 or equivalent attainment rates for Indigenous students by 2020 halving the proportion of Australians aged 20–64 years without qualifications at Certificate III level or above between 2009 and 2020 doubling the number of higher qualification completions (diploma and advanced diploma) between 2009 and 2020.
Underlying impact of career development Contributes to: Life long learning Social equity Labour market development OECD 2004
Examples of services Career counselling Web based services Career information provision (in print, ICT-based and other forms) Assessment and self-assessment tools Career education programmes (to help individuals develop their self awareness, opportunity awareness, and career management skills) Taster programmes (to sample options before choosing them), work search programmes, and transition services Help lines Networking Mentoring Work integrated learning.
Self understanding My Background and life roles My self image and confidence My values My interests and passions My preferred lifestyle My life goals and personal vision How I perform My skills and strengths.
Factors impacting on decisions Perception Priority Acceptability Risk Resources Readyness Career maturity Decision making approaches Career management skills Resilience Goals Values Demands Style Judgement
Three elements of Career Development & Workforce Development Workforce preparation (focus on young people) Workforce adaptability (focus on the employed workers and on employers) Workforce reintegration (focus on adults entering or re-entering learning and work).
Career Services - add value Improve retention and completion rates Support completion of apprenticeships and other vocational training Improve social inclusion processes Catalyst to productivity improvement A go between - a major connecting agent between stakeholders.
Some elements of best Practice Helps individuals take charge of their career Builds self understanding (personal capabilities, skills, interests and values) through self assessment processes Reviews past achievements and explores future directions Develops career management skills and builds resilience Strengthens opportunity awareness Develops career decision making (learning, work and life) Develop priorities and strategies to get there
CICA proposes Improve marketing & development of a consistent brand Greater accountability requirements for education and training providers Strengthening programs that encourage parental engagement Fully implement the Australian Blueprint for Career Development Pilot a national careers helpline targeting all Australians Establish a research centre and clearing house A national taskforce for stakeholder involvement Expand Asia Pacific links.