Vocational Training:
Victoria’s Industry
Report 2013
Prepared by Department of Education and
Early Childhood Development
Melbourne
May 2014
©State of Victoria (Department of Education
and Early Childhood Development) 2014
The copyright in this document is owned by the State of Victoria
(Department of Education and Early Childhood Development), or in
the case of some materials, by third parties (third party materials).
No part may be reproduced by any process except in accordance
with the provisions of the Copyright Act 1968, the National
Education Access Licence for Schools (NEALS) (see below) or
with permission.
An educational institution situated in Australia which is not
conducted for profit, or a body responsible for administering such
an institution may copy and communicate the materials, other than
third party materials, for the educational purposes of the institution.
Authorised by the Department of Education
and Early Childhood Development,
2 Treasury Place, East Melbourne, Victoria, 3002
Contents
EXECUTIVE SUMMARY
8
Vocational Training Provision 2013
8
VET Training and Employment Alignment
9
INTRODUCTION
11
Overview
11
Economic Context
12
TRAINING PROVISION
Training Alignment
16
20
NOTES ON THE DATA
32
Data and Time Periods
32
Reporting Scope
32
ACCOMMODATION AND FOOD SERVICES
33
Training Snapshot
33
Industry Overview
34
Training Alignment
35
Case Study Victorian Tourism Industry Council
Ministerial Roundtable
38
ADMINISTRATIVE AND SUPPORT SERVICES 42
Training Snapshot
42
Industry Overview
43
Training Alignment
44
AGRICULTURE, FORESTRY AND FISHING
49
Training Snapshot
49
Industry Overview
51
Contents continued
Training Alignment
52
Case Study Farm Business Management Skill Set
54
ARTS AND RECREATION SERVICES
58
Training Snapshot
58
Industry Overview
59
Training Alignment
60
CONSTRUCTION
65
Training Snapshot
65
Industry Overview
66
Training Alignment
67
Case Study Fire Protection Training Project
70
EDUCATION AND TRAINING
74
Training Snapshot
74
Industry Overview
75
Training Alignment
76
Case Study Early Childhood Scholarships
79
ELECTRICITY, GAS, WATER AND WASTE
SERVICES
83
Training Snapshot
83
Industry Overview
84
Training Alignment
86
FINANCIAL AND INSURANCE SERVICES
92
Training Snapshot
92
Industry Overview
93
Training Alignment
94
Contents continued
HEALTH CARE AND SOCIAL ASSISTANCE
99
Training Snapshot
99
Industry Overview
100
Training Alignment
101
INFORMATION MEDIA AND
TELECOMMUNICATIONS
106
Training Snapshot
106
Industry Overview
107
Training Alignment
108
Case Study Workers in Transition Program – The Lonely
Planet
112
MANUFACTURING
114
Training Snapshot
114
Industry Overview
115
Case Study Boat Building Training Project
116
Training Alignment
117
Case Study PACCAR Supply Chain Network
122
MINING
123
Training Snapshot
123
Industry Overview
124
Training Alignment
125
Case Study Stawell Gold Mine Workers in Transition
Program
126
OTHER SERVICES
131
Training Snapshot
131
Industry Overview
132
Training Alignment
133
Contents continued
PROFESSIONAL, SCIENTIFIC AND
TECHNICAL SERVICES
139
Training Snapshot
139
Industry Overview
140
Training Alignment
142
Case Study Engineers Australia Ministerial Roundtable
147
PUBLIC ADMINISTRATION AND SAFETY
148
Training Snapshot
148
Industry Overview
149
Training Alignment
150
RENTAL, HIRING AND REAL ESTATE
SERVICES
155
Training Snapshot
155
Industry Overview
156
Training Alignment
157
RETAIL TRADE
162
Training Snapshot
162
Industry Overview
163
Training Alignment
164
TRANSPORT, POSTAL AND WAREHOUSING 170
Training Snapshot
170
Industry Overview
171
Training Alignment
172
WHOLESALE TRADE
Training Snapshot
178
178
Contents continued
Industry Overview
179
Training Alignment
180
CROSS-INDUSTRY
185
Industry Overview
185
Training Snapshot
185
APPENDIX – ABBREVIATIONS
190
APPENDIX – GLOSSARY
191
APPENDIX – REFERENCES
193
Executive Summary
This report examines the Victorian training market performance and alignment to skill needs across
Victoria’s industries. It includes an economic overview by industry, with a focus on current and forecast
employment trends; an overview of key industry drivers of changing skills and training needs; significant
trends in training activity and discussion around training alignment to areas of skills shortage and strategic
need, to industry and regional need as well as to employer and student need.
The Changing Structure of Victorian Industries
The last three years has seen structural change intensify in Victoria, impacting on manufacturing and other
goods producing industries. Manufacturing share of industry output has fallen from 17 per cent in 1989-90
to 9 per cent in 2012-13, while business services has grown from 19 to 29 per cent over the same period.
This has been matched by a decline in Manufacturing share of employment (by 17 per cent) and a rise in
the share of business services employment (by 13 per cent) over the same period. Consequently,
employment skills will increasingly focus on information-processing and other cognitive and interpersonal
skills.
The training sector plays a pivotal role in building the base for the state’s future productive capacity and
responding to the impacts of structural change and the subsequent requirement for flexibility in the
Victorian workforce. The sector’s ability to develop the skills for businesses today and to respond to
emerging skills needs is a key advantage for Victoria.
Vocational Training Provision 2013
Despite subdued economic conditions and with several Victorian industries undergoing substantial
structural change, there has been growth in Victorian training activity since 2008.









8
The Victorian training system reported 448,100 government subsidised enrolments across all
industries.
Training activity in 2013 is lower when compared to 2012, however, – a year which saw a surge in
enrolment numbers. The significant growth in government subsidised training activity in 2012 was not
always in areas of industry and economic need. In response, the Victorian Government released the
Refocusing Vocational Training (RVT) in Victoria reform package in May 2012, to help align training to
areas of strategic need.
In 2013, there were 187,800 reported completions. The highest proportions of completions in 2013
were in Health Care and Social Assistance (19 per cent), Cross-Industry (19 per cent) and Construction
(9 per cent).
These industries also reported the highest proportion of government subsidised enrolments in 2013
with Health Care and Social Assistance accounting for 23 per cent of enrolments; Construction 16 per
cent of enrolments and Manufacturing, 11 per cent of enrolments in 2013.
In addition, TAFE fee for service (TAFE FFS) activity also experienced growth, rising by 26 per cent
between 2008 and 2013. The highest concentrations of TAFE FFS enrolments were also in Health
Care and Social Assistance (18,000 enrolments) and Construction (14,600 enrolments)
On average, across all Victorian industries, training delivery by private training providers has increased.
Private training providers accounted for 59 per cent of all training delivery.
More than half (54 per cent) of all apprenticeships were concentrated in Construction in 2013.
Manufacturing and Other Services also had a large proportion of apprenticeships (15 per cent each).
Thirteen per cent of all traineeships in 2013 were concentrated in Cross-Industry, while Health Care
and Social Assistance accounted for 12 per cent of trainee enrolments.
With the introduction of RVT, there has been a significant change in enrolment patterns. Subsidy bands
A and B, which attract the highest level of subsidy and represents the highest needs of the Victorian
economy, accounted for a higher proportion of enrolments in 2013 (53 per cent) than in 2012 (39 per
cent), an increase of 14 percentage points. Mining (98 per cent), Construction (96 per cent) and
Agriculture, Forestry and Fishing (92 per cent) had the highest concentration of courses funded at the
band A and B levels in 2013.
Vocational Training: Victoria's Industry Report 2013
Training Dashboard 2013
This dashboard provides an overview of vocational training
across all industries in Victoria in 2013.
VET Training and Employment Alignment
Vocational training can benefit students and the wider community. The vocational training system must
be assessed on how well it equips its graduates for work. This is relevant both for employers and the local
economies, which rely on training to provide skilled workers, and for the students themselves, who have a
reasonable expectation to perform strongly in the local employment market.
This report examines the performance of the Victorian training market by considering how the training
market aligns to:
1.
Industry needs
Alignment of training delivery at the industry level with employment trends and forecasts can be an indicator
of the performance of the training market.


2.
Analysis of 2013 data shows robust alignment between share of employment and share of training
delivery in Victoria's largest six industries.
60 per cent of training was delivered in the six highest employing Victorian industries, which account for
59 per cent of all Victorian jobs - Health Care and Social Assistance, Retail Trade, Manufacturing,
Professional, Scientific and Technical Services, Construction and Education and Training.
Specialised and/or in shortage occupations1
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhances the productive capacity of the Victorian economy is a high priority for government investment.


41 per cent of all industry enrolments were in courses related to specialised or in shortage occupations
in 2013.
Enrolments related to specialised or in shortage occupations were highest in Health Care and Social
Assistance (91 per cent), Electricity, Gas, Water and Waste Services (82 per cent) and Construction
(71 per cent).
1
The Australian Workforce and Productivity Agency (AWPA) defines ‘specialised’ occupations as having a long lead-time for
training, high economic value and a significant match between training and employment. ‘In shortage’ occupations are those
that have been identified as having skills shortages in Victoria, based on industry intelligence.
Vocational Training: Victoria's Industry Report 2013
9
3.
Skills needs in regions
Another indicator of performance is whether or not the training market is meeting the employment needs of
regions across Victoria.




4.
The top five highest employing industries in the State include Health Care and Social Assistance (13
per cent), Retail Trade (11 per cent), Manufacturing (10 per cent), Construction (9 per cent) and
Agriculture, Forestry and Fishing (9 per cent).
Four out of the top five highest employing industries in Victoria, also rank in the top five in terms of
government subsidised enrolments in the state. They include Construction (22 per cent), Health Care
and Social Assistance (19 per cent), Transport, Postal and Warehousing (13 per cent), Manufacturing
(9 per cent) and Agriculture, Forestry and Fishing (6 per cent).
The top five highest employing industries in regional Victoria accounted for 54 per cent of all jobs in the
non-metropolitan regions. They include Health Care and Social Assistance (14 per cent), Retail Trade
(13 per cent), Agriculture, Forestry and Fishing (10 per cent), Manufacturing (10 per cent) and
Construction (9 per cent). 57 per cent of 2013 training was delivered in these five highest employing
industries in regional Victoria.
The top five highest employing industries in Metropolitan Melbourne accounted for 57 per cent of all
jobs in the metro regions. They were: Health Care and Social Assistance (11 per cent), Retail Trade (11
per cent), Manufacturing (10 per cent), Professional, Scientific and Technical Services (10 per cent)
and Construction (8 per cent). Half of 2013 training was delivered in these five highest employing
industries in Metropolitan Melbourne.
Employer satisfaction and student outcomes
Two important indicators of training performance are whether or not training contained the right content
and had been of a sufficient quality to enable students to find work and whether the employer was
satisfied with the level of training. On average, across all Victorian industries, 73 per cent of employers
were satisfied with the VET system and 72 per cent of students reported job-related benefits from VET.
Student and employer satisfaction with the VET system
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
10
Vocational Training: Victoria's Industry Report 2013
Introduction
The Victorian vocational training system has undergone a number of changes over the past few years.
Central allocation of funding ceased in 2008 and instead, funding was driven by student demand. A new
training entitlement – the Victorian Training Guarantee (VTG), was progressively rolled out between 2009
and 2011. Under this system, eligible students enrolled in courses on offer through TAFE institutes, dual
sector universities, community education providers (Learn Locals) and private training providers. While this
encouraged a large increase in participation, it became evident that government subsidies was high in
many courses leading to providers encouraging large numbers of students to enrol in courses that were
unlikely to lead to a job. Consequently, in 2012, the Government introduced Refocusing Vocational Training
(RVT) reforms, targeting government subsidies to specialised training and courses related to projected
employment growth and skills shortages that would not otherwise be adequately supported by the private
training market.
The purpose of this report is to summarise emerging training trends in Victorian industries in 2013 and
provide a comparative overview of market changes relative to 2012 and 2008 – the year before a series of
reforms were progressively introduced.
Overview
Vocational Training: Victoria’s Industry Report 2013, produced by the Department of Education and Early
Childhood Development (DEECD), provides a summary of Victorian training market performance and
alignment to skill needs across Victoria’s industries. The report combines industry intelligence and
economic analysis with training data to form a comprehensive picture of the relationship between industry
skills needs, employment opportunities and vocational training. It also takes into account the importance of
the changing structure of the Victorian economy and its impact on skills needs2.
The report includes 20 industry training profiles - one Cross-Industry3 and nineteen industries4.
Each industry training profile5 examines five dimensions in detail:
1.
2.
3.
4.
5.
Economic context - including employment patterns, economic output and business size, and current
and forecast workforce needs broken down by demographics, occupations and regions.
Industry drivers – that are changing skills and training needs.
Challenges and opportunities – for training in each sector, gleaned from industry intelligence
including structural changes and areas of skills shortage.
Training breakdown - of significant trends in specific occupations, qualifications and the profile of
learners facing barriers.
Training alignment to skills shortage and strategic need – including to industry and regional need
as well as to employer and student need.
2
Intelligence on the changing structure of the Victorian economy is based on the research carried out by Deloitte Access
Economics for the Department of Education and Early Childhood Development (DEECD).
DEECD’ s Higher Education and Skills Group (HESG) has introduced ‘Cross-Industry’ which includes those qualifications
which are considered to be relevant across all industries. It includes eight sub-sectors: Accounting Services; Business
Administration; Business Management; Human Resources; International Business; Information Technology; Occupational
Health and Safety; Project Management; Quality and Sales, Marketing and Public Relations
4
Industry profiles are aligned to the Australian and New Zealand Standard Industrial Classification (ANZSCO) 2006 (ABS cat
no. 1292.0). The nineteen ANZSIC industries are: Accommodation and Food Services; Administrative and Support Services;
Agriculture, Forestry and Fishing; Arts and Recreation Services; Construction; Education and Training; Electricity, Gas, Water
and Waste Services; Financial and Insurance Services; Health Care and Social Assistance; Information Media and
Telecommunications; Manufacturing; Mining; Other Services; Professional, Scientific and Technical Services; Public
Administration and Safety; Rental, Hiring and Real Estate Services; Retail Trade; Transport, Postal and Warehousing and
Wholesale Trade.
3
5
Classification of qualifications against industry and occupational outcomes have been developed in consultation with Victorian
industry and training market stakeholders. Where a specific qualification is relevant across several industries, enrolments have
been proportionally allocated across industries using employment data as a guide. Qualifications which are considered to be
Cross-Industry have been excluded from these industry profiles.
Vocational Training: Victoria's Industry Report 2013
11
Economic Context
In 2012-2013, the Victorian economy totalled $337 billion (gross state product or GSP, current prices),
accounting for 22 per cent of the national economy – marginally below Victoria’s 25 per cent share of the
national population (with 5.6 million people)6. Victoria plays host to nearly a quarter of Australia’s workforce,
with approximately 2.9 million people in employment in 2013.
The Victorian economy continues to perform positively in the face of economic challenges linked weaker
global conditions. While advanced economies are slowly recovering from the Global Financial Crisis (GFC),
emerging economies, particularly neighbouring Asia, continue to flourish, manifesting in sustained
economic growth and thereby transforming trends in global comparative advantage. Challenges also came
about in the face of a high Australian dollar, but which, only over the past year, has started to retract. The
outlook remains sound, but the economic climate has resulted in large reductions in projected government
revenue7.
The impact of structural change
Several Victorian industries continue to undergo structural change, with Victoria experiencing the fastest
pace of structural change amongst all the Commonwealth states over the past two decades 8 . Over the 23
years from 1989-90 to 2012-13, an estimated 16.1% of economic output was reallocated across industries
within the State economy. Victorian industries are transitioning from an industrial economy to a more
knowledge intensive, globalised economy led by a rapidly growing services sector. This structural change in
the Victorian economy has largely been driven by the Manufacturing sector, which has fallen as a share of
total Victorian output since 2006 – 07. The gap left by the decline in Manufacturing, is largely filled by the
Financial and Insurance Services industry which rose from 6.9% to 11.2% over the same period 9.
Figure 1.1 shows the shift in Victorian output over the past two decades from Manufacturing and Mining to
Financial and Insurance Services and Professional, Scientific and Technical Services.
Figure 1.1: Share of state output, Victoria
The trends in industry share of output has been matched by a decline in Manufacturing share of
employment (by 17 per cent) and a rise in the share of business services employment (by 13 per cent) over
1989 – 90 to 2012-13 (compared to Manufacturing share of output declining from from 17 per cent in 198990 to 9 per cent in 2012-13, while business services has grown from 19 to 29 per cent over the same
6
Department of State Development, Business and Innovation (DSDBI) (2013), Industry Atlas of Victoria
7
Department of Premier and Cabinet (DP&C) (2013) Securing Victoria’s Economy
8
Deloitte Access Economics (2014) Structural change and labour market trends in Victoria, for the Department of Education
and Early Childhood Development, Melbourne
9
Deloitte Access Economics (2014) Structural change and labour market trends in Victoria, for the Department of Education and
Early Childhood Development, Melbourne
12
Vocational Training: Victoria's Industry Report 2013
period). Consequently, employment skills will increasingly focus on information-processing and other
cognitive and interpersonal skills. Growth in (net) employment numbers will be in retailing, professional and
technical services, administration, education and health services. Furthermore, it is expected that jobs
requiring manual, repetitive and processing skills will continue to decline.
Based on the recently announced closures of several large manufacturers in Victoria, it is expected that
structural changes within the economy will continue in the near term. The importance of skills and
knowledge to Victoria’s economy is growing as the State moves towards a more diverse economy that is
not dependent on any one sector, such as Mining or Manufacturing, to generate a significant share of jobs
or economic activity; but instead, is centered on a range of knowledge-based industries and especially
those in the services sectors.
The impact of economic growth
Despite recent challenges, there are growing signs that the Victorian economy is improving, responding to
challenges through enhanced innovation and productivity improvements. Low interest rates are also
providing support to consumer spending and the housing sector. Additionally, a weakening Australian dollar
is also alleviating Victoria’s trade-exposed industries.
Over the past five years, employment in Victoria has increased by more than 263,000 workers, with Health
Care and Social Assistance, Retail Trade and Manufacturing the largest employing industries. Victoria’s
economy is experiencing the highest rate of structural change across the country and given the rapid rate of
transition, Victorian employment is forecast to grow by approximately 230,000 employees over the next five
years10. To realise this employment growth potential Victoria will need to continue to invest in the skills and
capabilities of its people. Analysis by the Victorian Competition and Efficiency Commission shows that
labour quality improvements were responsible for about 40 per cent of Victoria's average productivity
growth from 1990 to 201011.
The following table and chart highlight patterns of employment over the last five years to 2012-13 and
forecast expected employment through to 2017-18. For example, the Health Care and Social Assistance
industry had 343,900 workers in employment in 2012-13. This accounted for 12 per cent of total
employment across all Victorian industries. Over the last five years to 2012-13, 74,400 additional people
were added to the Health Care and Social Assistance workforce in Victoria, representing an increase of 28
per cent since 2008-09. Current forecasts over the next five years to 2017-18 suggest that employment in
the industry will rise by 9 per cent, requiring an additional 29,400 workers.
Table 1.1: Employment by industry, five-year trends, Victoria
5-year Historical Trends
to 2012-13
%
No.
Change
5-year Forecast Trends
to 2017-8
%
No.
Change
Employment
2012-13
Share of
total
employment
(%)
Health Care and Social Assistance
343,900
12
74,400
28
29,400
9
Retail Trade
327,600
11
31,500
11
25,000
8
Manufacturing
Professional, Scientific and Technical
Services
296,900
10
-26,100
-8
**
**
247,600
9
33,500
16
15,200
6
Construction
240,200
8
15,900
7
10,900
5
Education and Training
233,200
8
26,500
13
25,700
11
Accommodation and Food Services
181,200
6
29,000
19
12,800
7
Transport, Postal and Warehousing
137,400
5
13,300
11
12,200
9
Public Administration and Safety
133,300
5
21,600
19
2,000
2
Wholesale Trade
130,800
5
5,400
4
9,600
7
Financial and Insurance Services
116,700
4
8,800
8
12,800
11
Other Services
107,600
4
-200
-
8,200
8
Administrative and Support Services
96,000
3
8,200
9
10,300
11
Agriculture, Forestry and Fishing
79,000
3
-400
-1
3,100
4
Industry
10
11
Employment forecasts from Monash Centre of Policy Studies (2013) Labour Market Forecasts
DPC (2013) Securing Victoria’s Economy
Vocational Training: Victoria's Industry Report 2013
13
5-year Historical Trends
to 2012-13
%
No.
Change
5-year Forecast Trends
to 2017-8
%
No.
Change
Employment
2012-13
Share of
total
employment
(%)
61,800
2
500
1
5,300
9
58,100
2
6,600
13
4,500
8
44,700
2
2,500
6
2,300
5
34,800
1
8,100
30
3,500
10
14,400
4,300
Mining
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
45
2,600
18
Industry
Information Media and
Telecommunications
Arts and Recreation Services
Rental, Hiring and Real Estate
Services
Electricity, Gas, Water and Waste
Services
**Note due to recent announcements across Manufacturing in Victoria about industry closures and redundancies, forecast
estimates for Manufacturing have been excluded as forecasting was prepared by Monash University prior to this period.
Figure 1.2: Change in employment by industry, five-year trends, Victoria
Change in employment by industries (000s), Victoria, 2008-13, 2013-18
2008 to 2013
2013 to 2018
80
60
40
20
0
-20
-40
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Industry and labour market demand for higher level qualifications have grown, with the demand for high
level skills growing at 2.5 times the rate of unskilled jobs12. To meet this demand, State and Commonwealth
governments have focused on raising the qualification profile of Australians over the last decade. Higher
level vocational training qualifications (Diploma and above) provide entry to higher skilled jobs and to further
study – generally at university level where vocational training graduates obtain credits towards their
undergraduate studies. Industries with the highest concentration of employees with higher level
qualifications (Diploma to Postgraduate) include Education and Training (73 per cent of all employees),
Professional, Scientific and Technical Services (63 per cent of all employees) and Health Care and Social
Assistance (57 per cent of all employees).
Vocational skills remain essential to the Victorian economy and help drive economic activity across the
State. A significant proportion of apprenticeships attain mid-level vocational qualifications and are crucial to
many key industries. Industries with the highest concentration of employees with vocational qualifications
(Certificate I-IV) reside in traditional trade areas including Construction (42 per cent of all employees), Other
Services13 (40 per cent of all employees) and Manufacturing (26 per cent of all employees).
12
Commonwealth of Australia (2012) Skills for Australians
http://www.dpmc.gov.au/publications/skills_for_all_australians/chapter1_overview.html
13
The Australian Bureau of Statistics (ABS) ANZSIC defines the Other Services industry to include a broad range of personal
services; religious, civic, professional and other interest group services; selected repair and maintenance activities; and private
households employing staff.
14
Vocational Training: Victoria's Industry Report 2013
Table 1.2: Employment by industry and qualification level, 2012-13, Victoria
Bachelor +
Industry by qualification level (2012-13)
#
Adv. Dip & Diplom a Certificate III or IV
%
#
%
#
Certificate I or II No post school quals
%
#
%
#
%
Total
#
%
Accommodation and food services
19,400
11%
14,000
8%
31,200
17%
7,800
4%
108,900
60%
181,200
100%
Administrative and support services
20,700
22%
10,200
11%
14,300
15%
4,400
5%
46,400
48%
96,000
100%
8,600
11%
7,700
10%
12,600
16%
3,400
4%
46,700
59%
79,000
100%
Arts and recreation services
15,900
27%
7,800
13%
8,300
14%
1,700
3%
24,300
42%
58,100
100%
Construction
25,200
11%
16,600
7%
93,400
39%
7,400
3%
97,500
41%
240,200
100%
138,800
60%
30,800
13%
18,400
8%
4,000
2%
41,300
18%
233,200
100%
Electricity, gas w ater and w aste services
10,200
29%
3,500
10%
7,100
20%
1,000
3%
12,900
37%
34,800
100%
Finance and insurance services
46,700
40%
16,600
14%
11,600
10%
3,200
3%
38,700
33%
116,700
100%
147,500
43%
48,500
14%
47,800
14%
9,300
3%
90,800
26%
343,900
100%
Information media and telecommunications
22,400
36%
8,500
14%
9,300
15%
1,400
2%
20,300
33%
61,800
100%
Manufacturing
59,400
20%
24,900
8%
66,200
22%
11,900
4%
134,500
45%
296,900
100%
4,900
34%
1,400
10%
3,100
22%
300
2%
4,700
33%
14,400
100%
17,300
16%
9,900
9%
39,100
36%
3,400
3%
37,900
35%
107,600
100%
124,800
50%
31,400
13%
26,200
11%
4,200
2%
60,700
25%
247,600
100%
Public administration and safety
45,300
34%
18,900
14%
19,900
15%
3,300
3%
45,600
34%
133,300
100%
Rental, hiring and real estate services
12,900
29%
6,100
14%
6,500
15%
1,400
3%
17,800
40%
44,700
100%
Retail trade
47,500
15%
28,500
9%
44,900
14%
14,700
5%
192,300
59%
327,600
100%
Transport, postal and w arehousing
22,000
16%
11,400
8%
25,300
18%
5,800
4%
73,000
53%
137,400
100%
Wholesale Trade
32,600
25%
14,100
11%
20,800
16%
5,000
4%
58,100
44%
130,800
100%
822,300
29%
311,600
11%
504,900
18%
95,200
40% 2,885,300
100%
Agriculture, forestry and fishing
Education and training
Health care and social assistance
Mining
Other services
Professional, scientific and technical services
All industries
3% 1,151,200
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Figure 1.3: Employment by industry and qualification level, 2012-13, Victoria
Bachelor +
Adv. Dip & Diploma
Certificate III or IV
Certificate I or II
No post school quals
Accommodation and Food Services
Administrative and Support Services
Agriculture, Forestry and Fishing
Arts and Recreation Services
Construction
Education and Training
Electricity, Gas, Water and Waste
Finance and Insurance Services
Health Care and Social Assistance
Information Media and Telecommunications
Manufacturing
Mining
Other Services
Professional, Scientific and Technical Services
Public Administration and Safety
Rental, Hiring and Real Estate Services
Retail Trade
Transport, Postal and Warehousing
Wholesale Trade
All industries
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Increased educational attainment and training to build human capital will lead to improvements in labour
market participation, productivity and economic growth. The Department of Education and Early Childhood
Development seeks to achieve this by making Victoria a world leader in learning and development over the
next ten years14.
14
Department of Education and Early Childhood Development (2013) DEECD 2013-17 Strategic Plan
Vocational Training: Victoria's Industry Report 2013
15
Training Provision
In Victoria, the vocational training system is driven by demand from individuals seeking training and
demand from industry and employers for skilled people. In designing and delivering these reforms, the
overarching objectives of the Government remain the promotion of an efficient and responsive level of
vocational training activity, to provide fair access to training opportunities, to ensure training activity creates
public value, and to improve the quality of training to better support job growth. However, as the vocational
training system has become more market-based, to meet these objectives, the role and form of the
Government’s involvement in, and management of, the training system is also changing.
Vicitoria’s training system is building the skills of the current and future Victorian workforce. The system is
highly responsive, meeting the needs of both students and employers and government investment is
supporting large numbers of students who are increasingly choosing to study in areas of most demand in
the labour market.
In 2013 the vocational training system delivered over 448,100 government subsidised vocational training
enrolments related to ‘industry-specific’ qualifications (excludes generic training such as workplace
preparation, education pathways and low-level LOTE courses )15. Industry focused government subsidised
enrolments were highest in Health Care and Social Assistance (23 per cent of enrolments), Construction
(16 per cent of enrolments), Transport, Postal and Warehousing (12 per cent of enrolments) and
Manufacturing (11 per cent of enrolments).
Cross-Industry training, of relevance to all Victorian industries, represented a significant proportion of
vocational training activity. These courses cover a range of skills which are used by all industries, such as
Business Administration and Management, Human Resources, Accounting Services and Information
Technology. This group accounted for 60,300 government subsidised enrolments in 2013, representing 13
per cent of all industry enrolments. Enrolments in Cross-Industry training have grown 15 per cent since
2008. Growth in these skills will better equip individuals to adapt to the structural changes taking place in a
number of Victorian industries.
Table 1.3: Vocational training enrolments by industry, government subsidised, 2008-13, Victoria
Industry
2008
2009
2010
2011
2012
2013
Accommodation and Food Services
25,200
29,900
29,000
35,500
44,600
30,300
Administrative and Support Services
15,100
11,400
14,400
20,600
21,600
15,600
7,800
7,600
8,000
9,500
9,800
8,300
Arts and Recreation Services
13,500
14,700
19,000
27,500
26,700
15,900
Construction
31,800
32,900
42,400
47,700
51,900
62,700
Cross-industry e.g. project managers
52,600
51,100
57,400
81,500
91,000
60,300
6,700
8,400
9,100
10,200
10,100
12,700
800
700
900
1,000
1,000
800
1,000
1,400
1,700
6,700
6,300
3,100
29,900
36,100
45,800
61,400
77,600
87,300
2,100
3,000
3,500
3,800
3,900
3,300
27,000
23,500
27,200
33,700
41,700
43,500
400
400
300
300
500
400
Other Services
12,600
13,200
17,700
19,500
21,100
21,100
Professional, Scientific and Technical Services
13,200
13,000
12,900
12,400
12,100
10,500
4,000
3,200
5,500
7,900
8,400
8,100
600
700
1,000
1,600
2,300
1,700
Retail Trade
19,900
18,600
23,400
33,200
36,000
15,400
Transport, Postal and Warehousing
11,300
15,000
17,100
28,000
38,000
46,100
600
300
500
900
900
1,000
276,100
285,100
336,800
442,800
505,300
448,100
Agriculture, Forestry and Fishing
Education and Training
Electricity, Gas, Water and Waste Services
Financial and Insurance Services
Health Care and Social Assistance
Information Media and Telecommunications
Manufacturing
Mining
Public Administration and Safety
Rental, Hiring and Real Estate Services
Wholesale Trade
All-Industries Total
‘Industry-specific qualifications' Include all accredited vocational qualifications at Certificate I and above, but excludes generic
training such as workplace preparation, education pathways and low-level LOTE courses
16
Vocational Training: Victoria's Industry Report 2013
15
In 2013, there were 116,800 TAFE Fee for Service (TAFE FFS) enrolments undertaken in Victoria. The
highest concentrations of TAFE FFS enrolments were in Health Care and Social Assistance (18,000
enrolments), Construction (14,600 enrolments) and Cross-industry e.g. project managers (11,800
enrolments). Wholesale Trade had no TAFE FFS enrolments in 2013.
Table 1.4: Vocational training enrolments by industry, TAFE FFS, 2008-13, Victoria
Industry
2008
2009
2010
2011
2012
2013
Accommodation and Food Services
10,700
12,900
10,400
10,700
12,400
9,100
Administrative and Support Services
1,400
4,500
3,100
3,300
3,900
4,300
Agriculture, Forestry and Fishing
2,700
3,300
3,100
3,500
3,500
3,200
Arts and Recreation Services
4,000
4,800
4,800
5,000
4,900
3,600
Construction
7,000
7,600
15,500
15,200
16,200
14,600
Cross-industry e.g. project managers
9,800
11,000
10,300
11,400
13,900
11,800
Education and Training
5,400
6,100
5,500
7,000
7,900
7,300
600
500
500
2,800
4,000
3,300
2,000
300
200
300
300
400
10,100
14,600
16,000
13,500
19,100
18,000
Electricity, Gas, Water and Waste Services
Financial and Insurance Services
Health Care and Social Assistance
Information Media and Telecommunications
600
1,700
2,300
2,400
2,100
1,700
7,200
6,400
6,300
5,500
6,600
6,500
500
300
100
100
200
100
Other Services
3,300
3,900
3,500
3,800
4,100
4,000
Professional, Scientific and Technical Services
2,100
1,100
900
1,000
1,300
1,500
Public Administration and Safety
1,800
1,700
1,500
900
700
900
100
2,000
2,300
1,600
700
700
Retail Trade
3,800
2,900
2,800
2,000
2,800
1,800
Transport, Postal and Warehousing
5,100
4,000
3,200
2,400
3,600
5,700
-
-
100
-
-
-
89,400
100,800
103,700
102,200
124,700
116,800
Manufacturing
Mining
Rental, Hiring and Real Estate Services
Wholesale Trade
All-Industries Total
Vocational Training: Victoria's Industry Report 2013
17
Table 1.5 below provides an overview of government subsidised vocational training enrolments by the top
20 related occupations from 2008 to 2013. The largest enrolment groupings by occupations were for Child
Care Workers, Office Managers and Aged or Disabled Carers. The largest growth amongst the top 20
occupations from 2012 to 2013 was witnessed in Engineering Production Workers (68 per cent), Cooks (46
per cent) and Earthmoving Plant Operator (General) (41 per cent).
Table 1.5: Top 20 occupations by government subsidised vocational training enrolments size, 2008-13, Victoria
Top 20 Occupations
2008
2009
2010
2011
2012
2013
Child Care Worker
7,300
9,000
14,300
19,700
25,600
30,100
Office Manager
8,700
10,400
16,200
33,900
42,900
28,400
Aged or Disabled Carer
6,400
8,200
8,800
13,000
16,900
20,400
Storeperson
4,600
7,200
8,800
14,100
18,300
19,000
Truck Driver (General)
2,600
4,400
4,600
7,500
10,600
14,600
Engineering Production Worker
1,600
1,700
2,700
4,900
8,100
13,600
Motor Mechanic (General)
5,200
4,800
4,900
5,100
6,600
8,300
Carpenter
7,000
7,200
7,900
8,500
7,600
7,600
Enrolled Nurse
4,600
4,800
5,300
6,400
7,200
7,600
Cook
5,000
3,800
4,100
4,500
5,200
7,600
Electrician (General)
1,000
2,300
4,600
6,100
7,500
7,600
500
400
1,000
3,000
5,100
7,200
4,300
5,000
6,300
7,000
7,200
7,100
Sales Assistant (General)
13,100
13,400
16,900
24,100
25,600
6,900
General Clerk
12,500
10,500
12,100
18,000
19,200
6,900
Cafe or Restaurant Manager
2,400
5,200
4,500
6,300
9,200
6,500
Bookkeeper
2,300
2,200
3,000
4,900
6,500
5,900
Kitchenhand
9,900
11,000
9,900
10,400
9,000
5,800
Waiter
7,200
8,700
9,000
12,400
18,500
5,700
Building Associate
1,300
1,400
1,600
2,700
4,600
5,600
Earthmoving Plant Operator (General)
Plumber (General)
Despite overall declines, there was positive growth in completions across a number of industries between
2012 and 2013. The industries with the largest growth in completions included Health Care and Social
Assistance (+4200 completions), Construction (+3000 completions), Manufacturing (+1900 completions)
and Public Administration and Safety (+1000 completions).
Table 1.6: Vocational training completions by industry, GS & FFS, 2008-13, Victoria
Industry
2008
2009
2010
2011
2012
2013
Accommodation and Food Services
9,300
9,500
9,800
11,800
15,000
9,700
Administrative and Support Services
3,500
3,600
4,900
6,900
9,200
6,300
Agriculture, Forestry and Fishing
1,000
1,300
1,500
3,700
4,300
2,200
Arts and Recreation Services
3,800
3,800
5,200
10,900
13,200
8,200
Construction
6,600
7,800
8,800
12,000
14,000
17,000
25,000
22,900
29,500
32,400
44,500
35,100
6,500
7,000
8,500
11,000
12,400
11,200
Electricity, Gas, Water and Waste Services
500
800
800
900
1,000
1,200
Financial and Insurance Services
800
1,100
1,500
1,900
4,500
2,300
14,200
16,200
20,600
25,400
30,900
35,100
600
400
1,000
1,500
2,200
2,100
7,300
7,100
6,900
10,200
13,600
15,500
100
200
100
100
300
100
Cross-industry
Education and Training
Health Care and Social Assistance
Information Media and Telecommunications
Manufacturing
Mining
18
Vocational Training: Victoria's Industry Report 2013
Industry
2008
2009
2010
2011
2012
2013
Other Services
4,300
4,300
5,700
7,300
8,900
7,600
Professional, Scientific and Technical Services
3,900
3,400
3,500
3,700
4,100
4,100
Public Administration and Safety
2,600
2,900
3,300
4,900
5,100
6,100
100
500
400
700
400
400
Retail Trade
8,900
10,200
11,900
14,700
21,400
9,000
Transport, Postal and Warehousing
3,000
4,700
3,900
10,000
14,800
14,100
100
200
200
300
400
700
102,400
107,900
128,000
170,100
220,000
187,800
Rental, Hiring and Real Estate Services
Wholesale Trade
All Industries Total
Under Refocusing Vocational Training (RVT) reform, Government subsidies for training have been set to
strengthen public investment in training in specialised skills, training to address skills in shortage and
training related to areas of employment opportunity. The reforms also assessed the extent to which
government investment is required to stimulate delivery of, and participation in, this training to meet industry
needs. Overall, the highest subsidy levels have been allocated to courses where contribution to the
economy is assessed as high, and where government subsidy is seen as essential in enabling delivery and
participation in training.
There has been a marked shift in enrolment patterns since the RVT reforms were introduced in May 2012.
Data from 2013 show that about 53 per cent of all industry-specific government subsidised enrolments were
within subsidy bands A and B, which attract the highest level of subsidy. Industry-specific enrolments within
subsidy bands D and E comprised 17 per cent in 2013.
The table below provides an overview of government subsidised enrolments by industry in 2013. Mining (98
per cent), Construction (96 per cent) and Agriculture, Forestry and Fishing (92 per cent) had the highest
concentration of courses funded at the band A and B levels.
Figure 1.4: Government subsidised enrolments for all industries by funding bands, 2012-2013
Band A
2013
2012
19%
14%
Band B
Band C
34%
25%
Band D
Band E
30%
25%
12%
Vocational Training: Victoria's Industry Report 2013
8%
9%
24%
19
Table 1.7: Vocational training enrolments by industry and funding bands, government subsidised, 2013, Victoria
Subsidy Bands
Band A
Band B
Band C
Band D
Band E
Accommodation and Food Services
25%
31%
20%
3%
22%
Administration and Support Services
2%
8%
46%
32%
13%
Agriculture, Forestry and Fishing
7%
85%
8%
0%
0%
Arts and Recreation Services
4%
27%
21%
13%
35%
Construction
73%
23%
4%
0%
0%
Cross Industry
0%
2%
57%
20%
21%
Education and Training
0%
26%
69%
1%
4%
Electricity, Gas, Water and Waste
50%
8%
42%
0%
0%
Financial and Insurance Services
0%
0%
58%
42%
0%
Healthcare and Social Assistance
0%
45%
52%
2%
0%
Information, Media and Telecommunications
0%
22%
33%
45%
0%
Manufacturing
26%
57%
6%
0%
10%
Mining
82%
16%
2%
0%
0%
Personal and Other Services
51%
22%
20%
7%
0%
Professional, Scientific and Technical Services
14%
17%
46%
24%
0%
Public Administration and Safety
1%
18%
38%
43%
0%
Rental, Hiring and Real Estate Services
0%
0%
97%
3%
0%
22%
4%
3%
29%
43%
Transport, Postal and Warehousing Services
1%
85%
13%
1%
0%
Wholesale Trade
4%
34%
58%
3%
0%
Retail Trade
Training Alignment
Like all formal education, participation in vocational training has a range of benefits for both the student
and the wider community. A significant portion of training in the vocational sector expressly teaches
foundation skills or courses which lead to educational advancement. At its base, however, a vocational
training system must be assessed on how well it equips its students for work. This is relevant both for
employers and the local regional economies, which rely on training to provide skilled workers, and for the
students themselves, who have a reasonable expectation to perform strongly in the local employment
market.
Four pillars of vocational benefit are considered in this report:
1.
Alignment with industry needs: has training delivery been broadly aligned at the industry level with
employment and economic trends and forecasts across key industries?
2.
Alignment to areas of shortage and strategic need: has training delivery grown in areas of identified skill
shortages, and specialised occupations which reflect areas of strategic need for skills in the economy?
3.
Alignment with regional needs: has training delivery responded to regional economic variations?
4.
Alignment to student and employer needs: based on comprehensive NCVER surveys, has training
contained the right content and been of sufficient quality to enable students to find work, and are
employers satisfied with the level of training?
Analysis of alignment to these four pillars is provided for each of the 19 industries featured in this
report, together with a ‘Cross-Industry’ summary.
20
Vocational Training: Victoria's Industry Report 2013
Top 6
employing
industries accounted for
Industry
needs
Strong alignment between
share of employment and
share of training delivery in
Victoria's six largest
industries
59%
of all Victorian jobs. They were:
Health Care and Social
Assistance;
Retail Trade;
Manufacturing;
Professional, Scientific and
Technical Services;
Construction;
Education and Training
60%
of 2013 training was delivered in
these six highest employing
Victorian industries
Training Alignment Summary 2013
32%
Specialised
and/or skill
shortage
occupations
of all industry
employment are
aligned to specialised/ in
shortage occupations
41%
of all government
subsidised enrolments
were in courses
aligned to specialised/
skill shortage occupations
This represents a growth of
+8%
in enrolments aligned to
specialised / in shortage
occupations since 2008
Top 5
Top 5
highest employing industries in
regional Victoria accounted for
highest employing industries in
Metropolitan Melbourne
accounted for
54%
Skills needs
in regions
Good alignment between
training delivery and
employment needs in
regions
of all jobs in regional Victoria.
They were:
Health Care and Social
Assistance, Retail Trade,
Agriculture, Forestry and Fishing
Manufacturing and
Construction.
57%
of 2013 training was delivered in
these five highest employing
industries in regional Victoria.
Employer
satisfaction
and student
outcomes
Strong alignment between
training delivery and
employer and student
needs
Industries with the highest
proportion ofenrolments in
specialised/ in shortage
occupations:
Health Care and Social
Assistance (91%);
Electricity, Gas, Water and Waste
Services (82%);
Construction (71%)
50%
of all jobs in the Metropolitan
Melbourne. They were:
Health Care and Social
Assistance, Retail Trade,
Manufacturing Professional,
Scientific and Technical Services
and Construction.
50%
of 2013 training was delivered in
these five highest employing
industries in Metropolitan
Melbourne.
73%
72%
of Victorian employers were
satisfied with the VET system
of Victorian students reported
job-related benefits from VET
Alignment to industry needs
Industry Alignment
Figure 1.5 shows employment and government subsidised enrolments by industry. Industries have been
ranked by share of Victorian employment for 2012-13. Analysis of 2013 data shows strong alignment
between the share of employment and the share of training delivery in Victoria's largest six industries.
Sixty per cent of training was delivered in the six highest employing Victorian industries, which accounted
for 59 per cent of all Victorian jobs. They include Health Care and Social Assistance, Retail Trade,
Manufacturing, Professional, Scientific and Technical Services, Construction and Education and Training.
Vocational Training: Victoria's Industry Report 2013
21
Figure 1.5: Industry share of employment and vocational training, 2013, Victoria
Employment 2013 (% total)
Enrolments 2013 (% total)
Health Care and Social Assistance
12%
Retail Trade
11%
Manufacturing
10%
Professional, Scientific and Technical Services
9%
Construction
8%
Education and Training
8%
Accommodation and Food Services
6%
Health Care and Social Assistance
Retail Trade
Construction
Transport, Postal and Warehousing
Public Administration and Safety
Wholesale Trade
5%
Wholesale Trade
Administrative and Support Services
3%
Agriculture, Forestry and Fishing
3%
Financial and Insurance Services
8%
12%
2%
0.3%
1%
Other Services
5%
Administrative and Support Services
Agriculture, Forestry and Fishing
Information Media and Telecommunications
2%
Information Media and Telecommunications
Arts and Recreation Services
2%
Arts and Recreation Services
Rental, Hiring and Real Estate Services
16%
3%
Accommodation and Food Services
5%
4%
3%
Education and Training
5%
4%
11%
Professional, Scientific and Technical Services
Public Administration and Safety
Other Services
4%
Manufacturing
Transport, Postal and Warehousing
Financial and Insurance Services
23%
4%
2%
1%
4%
Rental, Hiring and Real Estate Services
0.4%
Electricity, Gas, Water and Waste Services
1%
Electricity, Gas, Water and Waste Services
0.2%
Mining
0.5%
Mining
0.1%
2%
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections; SV Training System
Health Care and Social Assistance
Health Care and Social Assistance, is forecast to remain Victoria’s largest industry employer through to
2017-1816 and represented the largest share of ‘industry aligned17’ enrolments in 2013 (23 per cent). While
some of the recent demand for training in this industry is driven by regulatory compliance, strong enrolment
growth should prepare Victoria to respond to forecast jobs growth (employment in Health Care and Social
Assistance is anticipated to grow by 29,400 jobs by 2017-18), as well as help combat industry skills
shortages.
Retail Trade
The Retail Trade industry was Victoria’s second largest employer in 2013. Vocational training in the Retail
Trade industry has shifted considerably, with 15,400 enrolments in 2013, down from 36,000 enrolments in
2012. Vocational training aligned to the Retail Trade industry grew strongly between 2008 and 2012,
following the phased introduction of a demand driven training system in 2009. This strong growth resulted
in a higher supply of graduates than forecast industry need in a number of areas. In a re-balancing of
training activity through 2013, a number of Retail Trade courses related to Retail Managers, Sales
Assistants (General) and Sales Representatives occupations showed lower enrolments. The Refocusing
Vocational Training initiative in 2012 better balanced the supply of graduates in Retail Trade to meet future
industry need, as the previous high public investment in vocational training in Retail Trade was not
necessary to secure the pipeline of employees required to meet the demands industry.
16DEECD subscribes to the Monash CoPS Economic Forecasts Model which provides employment and output forecasts down
to the 3-digit ANZSIC level, occupational forecasts down to the 4-digit ANZSCO level as well as high level aggregation forecasts
of hours worked and ASCED qualifications attained. This report utilises the CoPS five year forecast to 2017-8 for analysis in the
VET Industry Profiles.
17
These enrolments exclude courses without a direct vocational outcome, including pathway courses that support foundation
learning, secondary education, LLN and short courses
22
Vocational Training: Victoria's Industry Report 2013
Manufacturing
The Manufacturing industry remains a critical employer within the Victorian economy and was the third
largest employer across the State. Performance within the Manufacturing industry has been mixed with a
number of sub-sectors experiencing employment and output declines over the five years to 2017-18. Some
sub-sectors, however have continued to perform above average despite a high Australian dollar, overseas
competition and the resulting impact on production costs and productivity growth. Sub-sectors that have
maintained positive growth over the last five years includes Food Products Manufacturing, Petrol and Coal
Products Manufacturing, Basic Chemical Products Manufacturing and Metal Products Manufacturing.
Those sub-sectors within Manufacturing that have been declining have experienced the highest incidence
of retrenchments (8 per cent). Job mobility to another sector is relatively low, and most likely confined to
employees with sales, administrative and management skills, where these skills are common across
industry sectors. Employees with trade skills specific to Manufacturing are most likely confined to seeking
work within the sector, with greater exposure to restructuring and job losses. For machine operators,
product assemblers and engineers training to support transition is high priority, especially for employees
aged over 50 years of age or those who worked for over ten years in their last job.
It is important to up-skill and transition skilled employees into growing Manufacturing sub-sectors or related
industries. Particularly important in this transition are cross-skilling and hybrid skills that will enable an
employee to work with integrated technologies, especially across mechanical, electrical, digital and
sustainability roles. Vocational training enrolments related to the Manufacturing industry have continued to
grow in 2013 (4 per cent growth between 2012 and 2013). Some of the growth in enrolments has been in
Manufacturing sub-sectors forecast to grow over the next five years to 2017-18. A significant portion of
increased training activity has been in general Manufacturing skills, demonstrating the vital role skills
development can play in supporting business innovation and productivity improvements in an industry in
transition.
Victoria’s training system has had to responded quickly to the rapid pace of industry restructure and
resulting retrenchments, particularly in Manufacturing. In 2013 there were a total of 50,500 enrolments by
students aligned to industries facing restructure with low level qualifications (i.e. less than Certificate II level)
or no post school qualifications. Enrolments by these vulnerable students have increased by 75 per cent
since 2010.
Construction
Construction was Victoria’s fifth largest employer, with 240,200 employees in 2012-13. Enrolments related
to the Construction industry were strong in 2013, with 62,700 government subsidised enrolments or 16 per
cent of ‘all industry’ enrolments. This represents a 20 per cent growth in enrolments between 2012 and
2013.
Professional, Scientific and Technical Services and Education and Training
Victoria’s Professional, Scientific and Technical Services and Education and Training industries were the
fourth and sixth largest industry employers respectively. In both industries, however, over 50 per cent of
employees held higher education qualifications. This compares with a Victorian average of 29 per cent of
the workforce, and explains the relatively low representation of these industries in vocational training. In
2013, enrolments in courses aligned to the Professional, Scientific and Technical Services industry made
up 3 per cent of vocational training compared with 9 per cent of employment; enrolments in Education and
Training qualifications accounted for 3 per cent of vocational training while this industry accounted for 8 per
cent of Victorian jobs.
Occupations
Table 1.8 highlights the top thirty employing occupations related to vocational training outcomes 18 across
the Victorian economy. Forecasts presented in the table estimate average annual employment needs by
18
Excludes occupations that are linked to higher education pathways only and have no relevant vocational training courses
associated with them.
Vocational Training: Victoria's Industry Report 2013
23
occupation. Average annual employment needs include employment growth or decline19 and replacement
demand20 for the next five years.
When comparing projected annual employment needs with 2013 enrolment levels, some broad messages
can be established regarding the alignment between government subsidised enrolments in training and
industry requirements. Across the majority of the top 30 vocational training related occupations, vocational
training delivery is likely to adequately meet the needs of the economy, based on estimates of average
annual employment need over the next five years.
Vocational training enrolment levels in occupations related to Software and Applications Programming,
Production Management and Accounting should be monitored through 2014 to ensure a sufficient supply of
vocational training graduates for the Victorian economy. It should be noted, however, that a high proportion
of employees in these occupations hold higher education qualifications.
Furthermore, enrolments for Child Carers and Aged Care Workers, while very high, reflect the longer-term
context of people's careers, given an ageing workforce and increasing demand for services such as
childcare as disposable incomes and female workforce participation rates continue to grow.
Table 1.8: Top 30 occupations by employment (related to vocational training only*) and government subsidised
enrolments, Victoria
2012-13
employment
Top 30 Occupations
Sales Assistants (General)
Employment
growth to
2017-18
5-yr average
annual
employment
needs
Government
Subsidised VET
Enrolments 2013
141,200
7,800
9,000
6,900
Retail Managers
57,500
4,400
2,300
40
Accountants
45,700
6,200
2,400
1,400
Receptionists
45,700
3,000
2,200
1,800
General Clerks
43,100
3,100
1,900
6,900
Truck Drivers
40,900
4,500
1,900
14,600
Accounting Clerks
39,900
4,600
1,700
600
Aged and Disabled Carers
37,400
6,100
2,100
20,400
Commercial Cleaners
36,100
2,400
1,500
1,600
Storepersons
36,100
2,000
1,500
19,000
Carpenters and Joiners
35,400
3,200
2,000
8,000
Waiters
32,400
3,200
2,700
5,700
Bookkeepers
31,700
1,900
1,500
5,900
Software and Applications Programmers
29,500
3,100
1,800
100
Livestock Farmers
29,300
-3,700
-200
40
Kitchenhands
29,200
1,000
1,700
5,800
Office Managers
Contract, Program and Project
Administrators
28,900
-1,200
500
28,400
27,200
5,300
1,600
1,300
Electricians
26,900
2,800
1,600
7,700
Child Carers
26,400
-2,300
600
30,100
Sales Representatives
25,800
1,600
1,100
100
Plumbers
24,000
1,100
1,300
7,100
Purchasing and Supply Logistics Clerks
23,700
2,000
1,100
5,600
Motor Mechanics
21,600
1,300
1,400
8,400
19
Forecast employment growth or decline is the expected change in the number of jobs in an occupation within a given period
year to year. The period presented in the table is from 2012-13 to 2017-18.
20
Replacement demand is the number of existing workers that are forecast to leave the occupation through retirement, moving
into a different industry or occupation or moving interstate etc. that require replacing to meet existing employment needs.
24
Vocational Training: Victoria's Industry Report 2013
2012-13
employment
Top 30 Occupations
Employment
growth to
2017-18
5-yr average
annual
employment
needs
Government
Subsidised VET
Enrolments 2013
Secretaries
21,000
1,500
1,100
200
Gardeners
20,300
1,700
1,200
4,000
Chefs
20,200
3,700
1,700
2,900
Management and Organisation Analysts
18,700
3,300
1,200
1,100
Advertising and Marketing Professionals
18,400
1,400
1,100
1,000
Production Managers
18,200
2,800
1,200
10
* excludes occupations that are linked to higher education pathways only and have no relevant vocational training courses
associated with them
Vocational Training: Victoria's Industry Report 2013
25
Alignment to specialised and/or in shortage occupations
The Victorian training system is demand driven, responding to individuals seeking training and to industry
and employers needing skilled people. Businesses and industry bodies are best placed to understand their
training needs and work closely with training providers to form solutions.
DEECD operates an Industry Participation Model to help ensure employers', regions’ and industries' training
needs are better met. The model is based on a new partnership approach between government, industry
and training providers. For more details please visit:
http://www.education.vic.gov.au/Documents/about/department/industryparticipationmodel.pdf
This section reports on vocational training delivery in 2013 and how it corresponds to the occupational skills
requirements of the Victorian economy. In particular, it considers the extent to which training undertaken by
individuals exercising their training entitlement aligns or responds to the Victorian economy’s need for
specialist skills or occupations with reported skills shortages.
'Specialised'
occupations
• Uses the Australian Workforce and Productivity
Agency (formerly Skills Australia) list of
specialised occupations, which is used to inform
the skilled migration program
• These occupations have a long lead-time for
training, high economic value and a significant
match between training and employment
'In shortage'
occupations
• Uses the 201221 DEECD Skills Shortage list
• List compiled with reference to reports from
Victorian industry training bodies and direct
consultation with industry groups and workforce
planning agencies
• National advice included where it had relevance
to Victoria
Overall, 41 per cent of ‘industry-specific’ enrolments22 related to specialised or in shortage occupations in
2013. This represents a growth of 8 percentage points from 2008.
Enrolments related to specialised or in shortage occupations were highest in Health Care and Social
Assistance (91 per cent), Electricity, Gas, Water and Waste Services (82 per cent) and Construction (71 per
cent).
Table 1.9, following, provides a summary of government subsidised enrolments in courses aligned to
specialised and in shortage occupations by industry from 2008 to 2013.
21
DEECD will be releasing a new Skills Shortage List at the end of Q1 2014
22
An industry-specific enrolment include all accredited vocational qualifications at Certificate I and above, but excludes generic
training such as foundation skills, education pathways and low-level LOTE courses. It allows like-with-like comparison of
specialised and in shortage categories against broader training delivery trends
26
Vocational Training: Victoria's Industry Report 2013
Table 1.9: Enrolments by industry in specialised/skill shortage qualifications, government subsidised, 2008-2013
2008
2009
% of All
Enrolments
5,800
20%
11,800
26%
10,900
36%
-
-
-
-
-
-
-
500
6%
600
6%
600
7%
700
8%
5%
700
3%
800
3%
700
3%
1,300
8%
24,500
77%
29,700
70%
33,700
71%
37,100
71%
44,700
71%
Cross-industry
5,100
11%
4,400
8%
3,800
5%
3,300
4%
2,100
4%
Education and Training
6,300
75%
6,700
73%
6,200
61%
5,700
56%
3,900
31%
66%
500
65%
500
58%
800
82%
800
81%
600
82%
-
-
-
-
-
-
-
-
100
2%
100
2%
27,600
92%
32,700
91%
41,700
91%
55,300
90%
70,300
90%
79,500
91%
200
10%
600
19%
700
20%
500
13%
500
13%
500
16%
10,100
37%
8,900
38%
9,500
35%
8,600
25%
8,900
21%
10,000
23%
-
-
-
-
-
-
-
-
-
-
-
-
5,000
40%
4,400
34%
4,500
25%
4,700
24%
5,900
28%
7,400
35%
3,500
26%
3,200
24%
3,100
24%
3,100
25%
3,100
26%
3,200
31%
1,500
37%
1,300
42%
1,600
30%
400
5%
400
5%
300
4%
-
-
-
-
-
-
-
-
-
-
-
-
Retail Trade
1,400
7%
1,300
7%
1,300
6%
1,400
4%
1,800
5%
2,400
16%
Transport, Postal and
Warehousing
2,900
26%
4,800
32%
5,300
31%
8,300
30%
11,100
29%
16,600
36%
-
-
-
-
-
-
-
-
-
-
-
-
91,000
33%
102,200
36%
115,800
34%
136,200
31%
162,100
32%
184,400
41%
Manufacturing
Mining
Other Services
Professional, Scientific
and Technical Services
Public Administration
and Safety
Rental, Hiring and Real
Estate Services
Wholesale Trade
All-Industries Total
% of All
Enrolments
No. In
Shortage or
Specialised
Enrolments
11%
6,000
20%
8,000
23%
-
-
-
-
-
400
4%
400
5%
600
5%
600
25,600
78%
10%
5,400
4,800
71%
500
2013
% of All
Enrolments
Electricity, Gas, Water
and Waste Services
Financial and Insurance
Services
Health Care and Social
Assistance
Information Media and
Telecommunications
2,900
2012
% of All
Enrolments
Construction
% of All
Enrolments
No. In
Shortage or
Specialised
Enrolments
2011
No. In
Shortage or
Specialised
Enrolments
Accommodation and
Food Services
Administrative and
Support Services
Agriculture, Forestry
and Fishing
Arts and Recreation
Services
% of All
Enrolments
No. In
Shortage or
Specialised
Enrolments
2010
No. In
Shortage or
Specialised
Enrolments
Industry
No. In
Shortage or
Specialised
Enrolments
Vocational Training: Victoria's Industry Report 2013
27
Table 1.10 shows employment by specialised or in shortage occupation. Four out of the 6 highest
enrolments and employment are in the same industries - Health Care and Social Assistance, Electricity,
Gas, Water and Waste Services, Construction and Other Services. In 2013, 91 per cent of all Health Care
and Social Assistance enrolments were in occupations categorised as either specialised or facing skills
shortages. This compares to 60 per cent of all employment in the industry aligned to specialised or skills
shortage occupations. Similarly, 82 per cent of all Electricity, Gas, Water and Waste Services enrolments
were in occupations categorised as either specialised or facing skills shortages, compared to 32 per cent of
all employment in the industry aligned to specialised or skills shortage occupations.71 per cent of all 2013
Construction enrolments were aligned to specialised/ skill shortage occupations compared to 60 per cent of
employment aligned to specialised or skills shortage occupations.
Table 1.10: Employment by industry in specialised/in shortage occupations
No. In Shortage or
Specialised
Employment
% of All Employment
Accommodation and Food Services
30,600
20%
Administrative and Support Services
7,200
9%
Agriculture, Forestry and Fishing
2,800
5%
Arts and Recreation Services
2,900
7%
Construction
120,100
60%
Education and Training
112,100
56%
8,700
32%
Industry
Electricity, Gas, Water and Waste Services
Financial and Insurance Services
14,800
14%
172,400
60%
5,900
12%
61,400
23%
1,900
25%
Other Services
28,000
31%
Professional, Scientific and Technical Services
67,400
35%
Public Administration and Safety
43,200
31%
Health Care and Social Assistance
Information Media and Telecommunications
Manufacturing
Mining
Rental, Hiring and Real Estate Services
4,400
13%
Retail Trade
50,000
19%
Transport, Postal and Warehousing
28,400
25%
Wholesale Trade
13,700
12%
All industry total
776,100
32%
Note: Employment data based on ABS Census 2011 at ANZSCO 6 digit level, using HESG 2012 Skills Shortage list and AWPA
Specialised list.
Alignment to skill needs in regions
Regional cities and communities play a key role in driving the growth and prosperity of Victoria. Regional
Victoria has an open and diverse economy and is the primary source of the State’s agricultural output, food
production and processing, energy and mineral resources.23 Future growth in the regions will be dependent
upon a range of factors including sustainability and population growth, access to markets and
competitiveness, integrated planning and cooperation as well as building and supporting the human capital
of regional Victoria through skills development, education and training.
For regional Victoria, industries with the highest concentration of employees working in the regions include
Agriculture, Forestry and Fishing, Mining and Electricity, Gas, Water and Waste Services.
23
Committee for Economic Development of Victoria (2013) Reinventing the Regions – Victoria’s Changing Regional Economics
28
Vocational Training: Victoria's Industry Report 2013
Table 1.11: Employment by industry and region, 2012-13, Victoria
Regional Distribution
Industry
Accommodation and Food Services
% Metropolitan
132,300
73
% RegionaI
48,900
27
Total Employment
2012-13
181,200
Administrative and Support Services
77,800
81
18,200
19
96,000
Agriculture, Forestry and Fishing
15,000
19
64,000
81
79,000
Arts and Recreation Services
46,500
80
11,600
20
58,100
Construction
172,900
72
67,300
28
240,200
Education and Training
172,600
74
60,600
26
233,200
22,300
64
12,500
36
34,800
Financial and Insurance Services
102,700
88
14,000
12
116,700
Health Care and Social Assistance
251,000
73
92,900
27
343,900
52,500
85
9,300
15
61,800
225,600
76
71,300
24
296,900
7,900
55
6,500
45
14,400
80,700
75
26,900
25
107,600
212,900
86
34,700
14
247,600
Public Administration and Safety
96,000
72
37,300
28
133,300
Rental, Hiring and Real Estate Services
35,300
79
9,400
21
44,700
Retail Trade
239,100
73
88,500
27
327,600
Transport, Postal and Warehousing
105,800
77
31,600
23
137,400
Wholesale Trade
105,900
81
24,900
19
130,800
2,155,000
75
730,200
25
2,885,200
Electricity
Information Media and Telecommunications
Manufacturing
Mining
Other Services
Professional, Scientific and Technical Services
All Industries total
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
The top five highest employing industries in regional Victoria were Health Care and Social Assistance (13
per cent), Retail Trade (12 per cent), Manufacturing (10 per cent), Construction (9 per cent) and Agriculture,
Forestry and Fishing (9 per cent).
Four out of the top five highest employing industries in regional Victoria also rank in the top five in terms of
government subsidised enrolments in Victoria. The top five regional industries in terms of enrolments
include Construction (22 per cent), Health Care and Social Assistance (19 per cent), Transport, Postal and
Warehousing (13 per cent), Manufacturing (9 per cent) and Agriculture, Forestry and Fishing (6 per cent). It
should be noted that many of the occupations that fall under Retail Trade, the second largest employing
industry in Victoria, do not require VET level training. Consequently, the industry reports a lower proportion
of VET enrolments.
Vocational Training: Victoria's Industry Report 2013
29
Figure 1.6: Proportion of employment by industry and region, 2012-13, Victoria
Proportion of employment by industry in Metro Melbourne, Regional Victoria and Victoria,
2012-13 (%)
Metro
Regional
VIC
14.0%
12.0%
10.0%
8.0%
6.0%
4.0%
2.0%
0.0%
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Figure 1.7: Proportion of government subsidised enrolments by industry and region, 2013, Victoria
Proportion of enrolments by industry in Metro Melbourne, Regional Victoria and Victoria,
2013 (%)
Vic
Regional
Metro
25%
20%
15%
10%
5%
0%
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students.
Drawing on results from the NCVER Student Outcomes Survey, 2012 and Survey of Employers' Use and
Views of the VET System, 201324 insights can be gained on the performance of the VET system in meeting
the needs of students and employers in Victoria.
‘Employer satisfaction’ is derived from NCVER’s Survey of Employers' Use and Views of the VET System. The “Employer
satisfaction with VET system” variable is a summary variable that takes into account formal VET qualifications, apprenticeships,
traineeships and nationally recognised courses at the national level.
‘Students reporting job related benefit from VET’ has been derived from the NCVER Student Outcomes Survey, 2012. It uses
the ‘job-related benefits of undertaking training’ variable from the survey which includes benefits like getting a job, pay rise,
promotion or setting up a business. This data is also at the national level.
30
Vocational Training: Victoria's Industry Report 2013
24
Employers across all industries were satisfied overall with the VET system, with 73 per cent of employers
stating that they were satisfied. The highest level of satisfaction with the VET system was experienced by
employers from the Education and Training industry, followed by the Transport, Postal and Warehousing
industry and the Financial and Insurance Services industry. Lower levels of satisfaction were experienced
within Information, Media and Telecommunications and Manufacturing.
Students who report a job related benefit following completion of their training qualification were able to get
a job, change jobs, get promoted, expand or set-up their business. Overall, 76 per cent of students reported
job-related benefits from their training. The highest percentage of students reporting a job-related benefit
from completing their qualification was within the Wholesale Trade and Construction industries. Lower jobrelated benefits were reported by students within Arts and Recreation and Information, Media and
Telecommunications.
Table 1.1: Employer and student satisfaction with vocational training provision, 2012-13, Victoria
% Employers satisfied with VET
system
Industry
% Students reporting jobrelated benefits from VET
Accommodation and Food Services
70
77
Administrative and Support Services
73
67
Agriculture, Forestry and Fishing
73
77
Arts and Recreation Services
77
62
Construction
74
88
Education and Training
88
73
Electricity
74
73
Financial and Insurance Services
81
70
Health Care and Social Assistance
80
81
Information Media and Telecommunications
50
64
Manufacturing
65
78
Mining
74
78
Other Services
67
81
Professional, Scientific and Technical Services
71
74
Public Administration and Safety
68
78
Rental, Hiring and Real Estate Services
73
76
Retail Trade
74
75
Transport, Postal and Warehousing
82
75
Wholesale Trade
77
90
Cross Industry
N/A
70
Foundation Skills, Pathways and LOTE
N/A
65
All industries
73
76
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Vocational Training: Victoria's Industry Report 2013
31
Notes on the Data
Data and Time Periods
The main source of vocational training statistics in this publication is the training activity database referred
to as Skills Victoria Training System (SVTS). All government subsidised providers are required to submit
their data using SVTS at least once a month in accordance with the Australian Vocational Education and
Training Management Information Statistical Standard (AVETMISS).
For TAFE Institutes, there is an
additional regulatory requirement that they also submit their fee for service data.
Data in this report are based on a snapshot in time and based on data as reported to Higher Education and
Skills Group (HESG) in the Department by training providers. Figures may differ to those in previous
publications as DEECD is continuously updating classification to improve data quality and consistency
across years.
Data shown in the tables are rounded to the nearest 100 when the figures are greater than 1,000; to the
nearest 50 when they are between 100 and 1,000; and to the nearest 10 when they are less than 100. The
percentage changes between 2008 and 2013, and 2012 and 2013 are calculated based on unrounded data.
The 2013 data were extracted from SVTS as at 25 Jan 2014. Figures may be revised slightly prior to
submission to National Centre for Vocational Education and Research (NCVER).
Reporting Scope
This report include government subsidised activities in all sectors at all qualification levels, and domestic fee
for service activities in the domestic TAFE sector at Australian Qualification Framework (Certificate I and
above).
Fee for service activities below Certificate I in the domestic TAFE sector are not included, such as short
courses. Fee for service activities that took place in the private training provider and Learn Local sectors are
also outside the scope.
32
Vocational Training: Victoria's Industry Report 2013
Accommodation and Food
Services
Training Snapshot



Accommodation and
Food Services covers
short-term accommodation for
visitors, along with food and
beverage services such as the
preparation and serving of
meals and drinks for
consumption by customers.
The total number of government subsidised enrolments related to the
Accommodation and Food Services industry was 30,300 in 2013.
This was a decrease of 32 per cent on 2012. This decline may have
been driven in part by the current economic climate, and also likely reflects a high supply of training
relative to industry need in 2012.
Enrolments in training related to occupations within the
Accommodation and Food Services industry have tended to outstrip the number of additional
employees required by the industry.
There were 9,100 TAFE fee for service enrolments related to the Accommodation and Food Services
industry in 2013.
Reported Accommodation and Food Services course completions stood at 9,700.
Table 2.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Accommodation and Food Services
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
25,200
29,900
29,000
35,500
44,600
30,300
Year-on-year % change
19%
-3%
22%
26%
-32%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
10,700
12,900
10,400
10,700
12,400
9,100
Year-on-year % change
21%
-19%
3%
15%
-26%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
9,300
9,500
9,800
11,800
15,000
9,700
Year-on-year % change
2%
3%
20%
27%
-35%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).




Private training providers accounted for a majority of training delivery, 70 per cent of the total in 2013.
This compares with an average of 59 per cent across all industries. TAFE Institutes accounted for 24
per cent of Accommodation and Food Services training delivery, while Learn Local provision in this
industry was 6 per cent.
A relatively high proportion of Accommodation and Food Services industry training was aligned to
traineeships, accounting for 19 per cent of training delivery in 2013 compared with an all-industry
average of 13 per cent.
Eighty-one per cent of enrolments aligned to the Accommodation and Food Services industry were at
Certificate III or above, less than the all-industry average of 90 per cent.
The largest enrolments in 2013 were for qualifications leading to Cooks and the most popular course
was Certificate IV in Hospitality.
Vocational Training: Victoria's Industry Report 2013
33
Figure 2.1: Share of industry enrolments compared against all industries, 2013
Accommodation and Food Services Industry
Learn Local
Training Dashboard
Provider type
6%
TAFE
10%
Apprentice
Trainee
81%
25%
10%
90%
81%
Band C
31%
Band D
20%
Band E
3%
22%
Certificate III +
10%
Band A
Subsidy band
Other
87%
Certificate I-II
Qualification
level
Other
13%
Certificate III +
Band B
59%
Trainee
19%
Private
37%
Other
19%
TAFE
Apprentice
90%
Band A
Subsidy band
4%
Other
Certificate I-II
Qualification
level
Provider type
70%
Trainee
Trainee
Learn Local
Private
24%
Apprentice
Apprentice
All- industry comparison
19%
90%
Band B
Band C
34%
Band D
Band E
30%
8% 9%
Table 2.2: Top occupations ranked by 2013 enrolments, Table 2.3: Top courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
2012
2013
Course
Cooks
5,200
7,600
Certificate IV in Hospitality
Cafe and Restaurant
Managers
9,200
6,500
Kitchenhands
9,000
5,800
18,500
5,700
1,300
2,900
Waiters
Chefs
Certificate III in Hospitality
Certificate III in Hospitality
(Commercial Cookery)
Certificate II in Hospitality (Kitchen
Operations)
Certificate IV in Hospitality
(Commercial Cookery)
2012
2013
5,900
5,800
18,500
5,700
4,500
5,100
2,300
4,400
1,300
2,700
Industry Overview

Accommodation and Food Services contributed an estimated $7.7 billion to the Victorian economy in
2012-13, around 2 per cent of Victoria's total gross value added. Over the five years to June 2013, the
industry has grown at an average annual rate of 7 per cent.25
There were an estimated 21,800 businesses operating in Victoria's Accommodation and Food Services
industry, 4 per cent of all businesses across the State.26
Approximately 181,200 people were employed in the industry, equating to approximately 6 per cent of
all Victorian employment. Accommodation and Food Services has seen employment growth of
approximately 19 per cent over the last five years, equating to around 29,000 employees. The outlook
over the next five years for employment to continue to grow, increasing by an estimated 7 per cent (or
12,800 jobs).27
The Food and Beverage Services sub-sector accounts for the largest proportion of industry
employment, 87 per cent of the total.



25
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
26
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
27
Centre of Policy Studies, Monash University (2013) Labour Force Projections
34
Vocational Training: Victoria's Industry Report 2013
Figure 2.2: Share of employment by industry sub-sector, 2012–13
Food and Beverage
Services
13%
Accommodation
87%
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections




Although hit by the economic downturn, Victoria’s Accommodation and Food Services industry has
rebounded, with growth in the Hotels and Resorts segment fuelled by an influx of Asian, particularly
Chinese tourists and improved domestic demand.
The Restaurant and Fast Food segments are also experiencing favourable conditions, as a result of the
rise in disposable incomes and greater urbanisation of a growing population. Business models are
increasingly catering for a health conscious nation and the integration of technology linking wait staff
with kitchen orders has raised efficiency and turnaround in the sector.
A very high proportion of staff have been with their employer in the industry for less than a year, and
this, compounded with a much younger than average workforce age profile, means staff retention and
the development of career pathways is not only important in reducing turnover for employers, but also
retaining skills within their business and improving customer perceptions and experience.
Available career opportunities and pathways need to be promoted to employees within Hospitality and
Tourism as a way of building retention in industries with traditionally high levels of employee churn.
The ‘Training Alignment’ section of this profile explores how the training market is tracking against industry
skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
+ 12,800
Industry
needs
Specialised
and/or skill
shortage
occupations
employees per year required
over the five years to 2017-18
There were no
specialised occupations aligned to this
industry
The top three employing regions
accounted for
Skills needs in
regions
Employer and
student needs
55%
of industry employment
30,300
vocational training enrolments
in 2013
36%
of enrolments in courses
aligned to occupations
experiencing skills shortage
These three regions accounted for
62%
of industry enrolments in 2013
70%
77%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Accommodation and Food Services with 2013 enrolment levels for
qualifications aligned to the industry.
Vocational Training: Victoria's Industry Report 2013
35
Table 2.4 highlights the top ten employing occupations28 in the Accommodation and Food Services industry.
Forecasts presented in the table estimate average annual employment needs for this industry. Average
annual employment needs include employment growth or decline and replacement demand29 by occupation
for the next five years.

Over the next five years, average annual employment needs for Accommodation and Food Services
are expected to be approximately 12,800 per year. This compares with vocational training enrolments
of 30,300 in 2013.
In 2013, the top three largest occupations by employment size included Waiters, Sales Assistants
(General) and Kitchenhands.
Over the next five years, projected average annual employment needs for these occupations within the
Accommodation and Food Services industry are: 2,410 per annum for Waiters; 1,200 per annum for
Sales Assistants (General); and 1,070 per annum for Kitchenhands.


Table 2.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
2012-13
employment
Employment
growth to 2017-18
5-yr average annual
employment need
VET enrolments
2013
Waiters
28,970
2,860
2,410
5,700
Sales Assistants (General)
18,920
1,050
1,200
*
Kitchenhands
18,430
630
1,070
5,800
Chefs
16,930
3,100
1,390
2,900
Bar Attendants and Baristas
13,070
1,240
1,280
-
Café and Restaurant Managers
11,820
1,500
660
6,500
Fast Food Cooks
10,650
1,240
1,300
-
Retail Managers
7,070
540
280
*
Hotel and Motel Managers
5,290
-190
180
-
Cooks
5,260
310
360
7,600
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Accommodation and Food Services and therefore outside the scope of this chapter.


When comparing projected annual employment needs with 2013 enrolment levels, a sense of alignment
between government subsidised training delivery and industry requirements may be established.
In 2013, training delivery aligned to the occupations Café and Restaurant Manager, Cook, Chef,
Kitchenhand and Waiter appears to be well-placed to meet, and in some cases surpass, expected
average annual employment needs.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Accommodation and Food
Services industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations30.



The traditional skills required of the Accommodation and Food Services workforce remain paramount:
customer service, a positive attitude, a desire to help and good communication skills alongside strong
management and leadership skills. Many employees entering the workforce are young with no postschool qualifications, therefore entry level training (Certificate I and II) remains important.
However, as customers increasingly move online to book and review industry services, ICT skills are
increasingly required for businesses ‘online operations, with the need to develop and maintain a
proactive online presence. This presents both challenges and opportunities for training providers to
work with employers to enhance skills in these areas.
Given the importance of China, and the wider Asian region, to Australia's tourism industry, there is
commercial benefit for businesses to be developing their 'Asia readiness'. The inclusion of language
28
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
30
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
29
36
Vocational Training: Victoria's Industry Report 2013
skills and cultural awareness in training delivery is therefore likely to be of greater significance in the
future.
Improving people management skills is important in an industry with traditionally high levels of
employee churn, particularly across smaller businesses. A recent national industry survey identified
significant labour and skills issues impacting the industry quoting that ‘nearly half of all tourism
businesses surveyed indicated they are experiencing a recruitment, retention and/or skills deficiency’.
Overall, it is estimated that there is currently a vacancy rate of 9 per cent across tourism-related
industries, compared to an economy-wide average of 2 per cent.31

Identified skills shortages in Accommodation and Food Services for 2013 include:





Café and Restaurant Managers
Bakers
Pastrycooks
Chefs
Cooks
Skills shortage occupations also relevant to Accommodation and Food Services:


Retail Managers
In 2013, there were a total of 10,900 enrolments related to specialised occupations or those
experiencing skills shortages within the Accommodation and Food Services industry, 36 per cent of
total training in the industry. This is slightly below the proportion of enrolments aligned to specialised or
in shortage occupations across all industry training (41 per cent).
Table 2.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2008
2,900
-
2009
6,000
109%
12%
2010
5,800
-4%
13%
2011
8,000
37%
18%
2012
11,800
48%
19%
2013
10,900
-8%
14%
The following case study gives an example of DEECD’s work in bringing together training providers and
employers in areas of skills needs.
31
Deloitte Access Economics on behalf of the Department of Resources, Energy and Tourism (2013) Skills Survey
Vocational Training: Victoria's Industry Report 2013
37
Case Study Victorian Tourism Industry Council Ministerial Roundtable
The Victorian Tourism Industry Council (VTIC) is Victoria’s peak leadership organisation working to
support Victoria’s tourism industry.
Issues
DEECD Market Facilitation
Outcomes
Tourism is a
significant
contributor to the
Victorian economy,
especially in
regional areas, and
the following have
been identified as
key barriers faced
by the industry:
DEECD provides information and builds
channels between employers and training
providers to advise clients of the training market
on how to engage with the market more
effectively and efficiently.
 The Roundtable was attended by
the Minister for Higher Education
and Skills, VTIC and VECCI
executives and included wide
representation of industry
stakeholders.
 Participants discussed the
Tourism Victoria Workforce
Development Plan, which falls
within the portfolio of the Minister
for Tourism and Major Events.
 The Minister for Higher Education
and Skills wrote to the Minister for
Tourism and Major Events
suggesting cross-departmental
sharing of skills intelligence and
data to inform the plan. In
response, VTIC advised that they
have raised the idea of a crossdepartment taskforce with VTIC.
 In order to improve language
teaching skills, the Minister for
Higher Education and Skills also
encouraged the tourism industry
to consider the opportunities for
an international exchange
program.
 Low retention
rates amongst
tourism industry
graduates
The Ministerial Roundtable provided a platform
to raise awareness for many of these issues
directly with the Minister for Higher Education
and Skills and also provided an opportunity to
discuss plans in place to address these issues
from across the industry.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Accommodation and Food
Services.

Accommodation and Food Services establishments are scattered throughout the metropolitan
Melbourne area. Large suburban shopping centres (e.g. Chadstone, Southland and Doncaster) and
strip shopping areas (e.g. Glenhuntly Road) are home to a large number of cafes, restaurants and
take away outlets. There are also business establishment concentrations in tourist areas such as the
Dandenong Ranges, the Yarra Valley and the Mornington Peninsula.32
Seventy-three per cent of employment in the Accommodation and Food Services industry is located
within metropolitan Melbourne, with 27 per cent in regional Victoria.
The highest concentration of industry employment in Victoria is within the Inner Metropolitan (26 per
cent), Southern Metropolitan (15 per cent), and Eastern Metropolitan (14 per cent) regions33.


32
DSDBI (2012) Business location in Victoria: A decade of change
33
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing.
38
Vocational Training: Victoria's Industry Report 2013
Figure 2.3: Regional share of employment and enrolments
Employment (% of total)
Enrolments (% of total)
42%
26%
15%
15%
14%
12%
10%
6%5%
2%
1%
5%
2%
3%
2%
1%1%
Geelong Great Gippsland Central Wimmera Hume
&
South
Highlands Southern
Surrounds Coast
Mallee
8%
6%
6%
5%5%
2%2%
3%
2%
Loddon
Mallee
North
Loddon
Mallee
South
Eastern Northern Southern Western
Metro
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS



Regional Victoria accounted for 19 per cent of government subsidised vocational training in
Accommodation and Food Services in 2013. Compared to its share of industry employment (27 per
cent), regional Victoria therefore appears to be relatively under-represented in terms of vocational
training in Accommodation and Food Services.
In terms of specific regions, Inner Metropolitan accounts for the highest proportion of industry training,
42 per cent of the total. The region also accounts for a majority of industry employment (26 per cent).
It appears to be relatively over-represented in terms of training delivery, offsetting Eastern Metropolitan,
which accounts for 14 per cent of industry employment but 6 per cent of training delivery. This is
reflective of Inner Metropolitan’s role in servicing the wider metropolitan Melbourne area.
The share of employment and related vocational training in Victoria’s rural regions appears to be
broadly aligned. There may be some scope to increase delivery in Gippsland, however, which
accounts for 5 per cent of industry employment but just 2 per cent of training delivery.
Table 2.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
5,400
5,800
9,000
13,200
15,400
12,500
Southern Metropolitan
2,700
2,700
3,900
4,600
6,500
4,600
Northern Metropolitan
1,500
3,800
3,000
3,800
6,100
3,500
Western Metropolitan
1,500
1,600
1,400
1,400
900
1,900
Eastern Metropolitan
2,600
4,000
2,800
2,800
2,400
1,700
Geelong & Surrounds
1,400
1,300
1,900
3,200
7,600
1,600
Hume
2,400
1,900
1,300
1,500
1,600
1,400
Gippsland
1,900
1,900
2,000
1,100
950
700
Central Highlands
550
600
600
600
500
650
Loddon Mallee North
1,300
3,600
1,200
1,100
850
600
Loddon Mallee South
1,200
1,100
800
1,000
600
550
750
600
600
650
300
250
Great South Coast
Wimmera Southern Mallee
200
200
100
70
30
150
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
39
Figure 2.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 201334 insights can
be gained on the performance of the VET system in meeting the needs of the Accommodation and Food
Services industry.



Businesses in the Accommodation and Food Services industry have highlighted the importance of
balancing work placements with classroom learning in order to develop work ready graduates. This is a
priority in a sector which is characterised by casual employees and an itinerant workforce.
Accommodation and Food Services industry employers were satisfied overall with the VET system, with
70 per cent of employers stating that they were satisfied with the training received by their employees.
This was, however, somewhat lower than the all industry average (73 per cent). DEECD will continue
to monitor the training market in 2014, to ensure that training provision is aligned to industry needs.
Of students undertaking vocational training in the Accommodation and Food Services industry, 77 per
cent reported job-related benefits following completion of their training, higher than the all-industry
average of 72 per cent. Reported benefits included getting a job, changing jobs, being promoted,
expanding or setting up their own business.
Figure 2.5: Student and employer outcomes of vocational training
Accommodation and Food Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
70%
Benefit
77%
All- industry comparison
Satisfied
30%
No Benefit
23%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Accommodation and Food Services training when compared with all-industry averages.
34
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
40
Vocational Training: Victoria's Industry Report 2013



In 2013, female students were relatively well-represented in vocational training aligned to the
Accommodation and Food Services industry, while students aged 25 and over were relatively underrepresented when compared with the average across all industries.
Female students comprised 57 per cent of enrolments in 2013, significantly more than the average
across all industries of 44 per cent. This reflects the above-average proportion of women employed in
the Accommodation and Food Services workforce, comprising 55 per cent of industry employment.
Students aged 25 years and older, on the other hand, made up 34 per cent of enrolments for this
industry, significantly less than all-industry average of 56 per cent. This age profile is in line with that of
the Accommodation and Food Services industry, which is much younger than the average for the total
Victorian workforce.
Figure 2.6: Proportion of enrolments by student group, government subsidised, 2013
Accommodation and Food Services
Indigenous
1%
1%
25%
27%
CALD
Disability
All industries
5%
6%
Female
Unemployed
Age 25+
44%
21%
57%
25%
34%
Vocational Training: Victoria's Industry Report 2013
56%
41
Administrative and Support
Services
Administrative and
Support Services
businesses are engaged in
performing routine support
activities for the day-to-day
operations of other
businesses or organisations.
Training Snapshot



The total number of government subsidised enrolments related to the
Administrative and Support Services industry was 15,600 in 2013, a decrease of 28 cent on 2012. This
decline may have been driven in part by the current economic climate, and also likely reflects a high
supply of training relative to industry need in 2012. Enrolments in training related to occupations within
the Administrative and Support Services industry have tended to outstrip the number of additional
employees required by the industry.
There were 4,300 TAFE fee for service enrolments in 2013.
Reported Administrative and Support Services course completions were 6,300 in 2013.
Table 3.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Administrative and Support Services
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
15,100
11,400
14,400
20,600
21,600
15,600
Year-on-year % change
-24%
26%
43%
5%
-28%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
1,400
4,500
3,100
3,300
3,900
4,300
Year-on-year % change
228%
-32%
7%
19%
10%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
3,500
3,600
4,900
6,900
9,200
6,300
Year-on-year % change
4%
35%
41%
33%
-31%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



Private training providers accounted for a majority of training delivery, 72 per cent of the total in 2013.
This compares with an average of 59 per cent across all industries. TAFE Institutes accounted for 25
per cent of Administrative and Support Services training delivery, while Learn Local provision in this
industry was 3 per cent.
A relatively high proportion of Administrative and Support Services industry training was aligned to
traineeships, accounting for 26 per cent of training delivery in 2013 compared with an all-industry
average of 13 per cent.
The proportion of apprentice enrolments, 2 per cent of 2013 industry training delivery, was lower than
the all-industry average of 10 per cent.
Figure 3.1: Share of industry enrolments compared against all industries, 2013
Administrative and Support Services industry
Learn Local
Training Dashboard
Provider type 3%
2%
Trainee
Apprentice
Band A
46%
Band C
Band D
32%
Band E
13%
Certificate III +
10%
90%
Band A
Subsidy band
Other
87%
Certificate I-II
Qualification
level
Other
90%
13%
Certificate III +
88%
Band B
10%
Trainee
Trainee
Private
59%
Apprentice
74%
Certificate I-II
TAFE
37%
Other
26%
12%
4%
Other
98%
Trainee
Qualification
level
Provider type
72%
Apprentice
Apprentice
All industries
Learn Local
Private
25%
Subsidy band 2% 8%
42
TAFE
19%
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8% 9%
Table 3.2: Top occupations ranked by 2013 enrolments,
government subsidised, 2012–2013
Occupation
2012
Tourism and Travel Advisers
Call or Contact Centre Workers
Commercial Cleaners
Gardeners
Conference and Event Organisers
2,600
11,800
2,500
1,300
1,500
Table 3.3: Top courses ranked by 2013 enrolments,
government subsidised, 2012–2013
2013
6,000
5,300
1,500
1,100
850
Course
Certificate IV in Customer Contact
Certificate III in Tourism
Certificate III in Customer Contact
Certificate IV in Tourism
Certificate III in Cleaning
Operations
2012
5,200
400
4,800
600
90
2013
3,300
2,600
1,500
1,200
850
Industry Overview





The Administrative and Support Services industry contributed an estimated $9.5 billion to the Victorian
economy in 2012-13, around 3 per cent of Victoria's total gross value added. Over the five years to
June 2013, the industry has grown by an average annual rate of 1 per cent, one of the lowest growth
rates across all industries.35
There are an estimated 20,100 businesses operating in Victoria's Administrative and Support Services
industry, 4 per cent of all businesses across the state. 36
Approximately 96,000 people are employed in the industry, equating to approximately 3 per cent of all
employment in Victoria. The industry has seen employment growth of 9 per cent over the last five
years, equating to around 8,200 employees.
The outlook over the next five years is for employment to continue to grow, increasing by approximately
11 per cent (or 10,300 jobs), one of the fastest levels of growth across the Victorian economy. 37
The Administrative Services sub-sector accounts for the largest proportion of industry employment, 56
per cent of the total. The remaining 44 per cent of the workforce is employed within the Building
Cleaning, Pest Control and Other Support Services sub-sector.
Figure 3.2: Share of employment by industry sub-sector, 2012–13
Administrative Services
44%
56%
Building, Cleaning, Pest
Control and Other
Support Services
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections



35
As businesses in the Administrative and Support Services industry mainly provide services to other
businesses and government, the performance of this industry is closely linked to the economic cycle.
Growth in the Administrative and Support Services industry was impacted by the Global Financial Crisis
(GFC), with output and employment both contracting. However, the industry has since started to
recover and is forecast to grow in line with the overall economy.
Looking ahead, the industry is expected to be exposed to changes in other sections of the Victorian
economy, through cost reduction measures or technological advances substituting outputs from the
Administrative and Support Services industry. Examples include the banking industry moving
outsourced call centre services offshore; digital document storage superseding the need to outsource
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
36
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
37
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
43
paper-based document storage; and online airline ticketing systems impacting travel agency sales 38.
Further growth in import competition, and competing business models and services channels, may
continue to overtake services delivered by the industry.
Potential drivers of growth for the industry include technological advances, for example in relation to
cloud computing and movements towards value added services, assisting businesses with a full service
offering.
There are benefits for training providers in working closely with businesses, particularly small and
medium-sized businesses, to help them understand their workforce development needs and translate
these into customised training.


The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment Summary 2013
Training Alignment
An estimated
+ 4,900
Industry
needs
Specialised
and/or skill
shortage
occupations
employees per year required
over the five years to 2017-18
15,600
vocational training enrolments
in 2013
There were no
specialised occupations aligned to this
industry
There were no skills shortage occupations
aligned to this industry
The top three employing regions
accounted for
These three regions accounted for
Skills needs in
regions
Employer and
student needs
65%
of industry employment
75%
of industry enrolments in 2013
73%
67%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Administrative and Support Services with 2013 enrolments levels for
qualifications aligned to the industry.
Table 3.4 highlights the top ten employing occupations39 in the Administrative and Support Services
industry. Forecasts presented in the table estimate average annual employment needs for this industry.
The average annual employment needs include employment growth or decline and replacement demand40
by occupation for the next five years.

Over the next five years within the Administrative and Support Services industry, average annual
employment needs are expected to be approximately 4,900 employees per year. This compares with
VET enrolments of 15,600 in 2013.
The top three largest occupations by employment size include Commercial Cleaners, Gardeners and
Human Resource Professionals.
Projected average annual employment needs within the Administrative and Support Services industry
for these occupations over the next five years are: 700 per annum for Commercial Cleaners; 390 per
annum for Gardeners; and 260 per annum for Human Resource Professionals.


Table 3.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
38
Department of State Development, Business and Innovation (2013) Administrative and Support Services, Services Sector
Industry Analysis
39
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
40
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
44
Vocational Training: Victoria's Industry Report 2013
Occupation
Commercial Cleaners
2012-13
employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
16,570
1,100
700
10,500
Gardeners
6,840
570
390
1,100
Human Resource Professionals
5,980
610
260
*
Tourism and Travel Advisers
4,300
-590
80
6,000
Domestic Cleaners
Call or Contact Centre
Employees
3,250
190
130
-
1,970
150
100
5,300
Packers
1,940
170
120
-
Garden and Nursery Labourers
1,910
140
190
450
General Clerks
1,810
130
80
50
Other Cleaners
1,680
130
70
80
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Administrative and Support Services and therefore outside the scope of this chapter.



When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised training relating
to Administrative and Support Services and industry requirements.
2013 training delivery aligned to Commercial Cleaners, Gardeners, Tourism and Travel Advisers, Call
or Contact Centre Employees and Garden and Nursery Labourers appears to be well-placed to meet,
and in some cases surpass, expected average annual employment needs.
Administrative and Support Services training aligned to General Clerks is below projected annual
employment needs in this industry. However, training aligned to this occupation generally falls within
Cross-Industry. Cross-industry training aligned to General Clerks saw 6,800 enrolments aligned to in
2013, meaning skills needs are likely being met.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Administrative and Support
Services industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations41.
 To address emerging challenges and realise opportunities, the Administrative and Support Services
industry will continue to have a strong focus on productivity, encouraging innovation and better
utilisation of skills.
 In support of these goals, there is a need to enhance elementary levels of literacy, numeracy and ICT
proficiency across the industry, and to address the growing requirement for higher order skills that
assist individuals to be more flexible, adaptable, innovative and productive. Strong communication and
relationship building skills are also important in this client focused industry 42, while a particular
importance is attached to enhancing management, employability and leadership skills.
 There were no identified skills shortage or specialised occupations aligned to this industry.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Administrative and
Support Services.

Eighty per cent of business establishments in the industry were located in metropolitan Melbourne. In
regional Victoria, which accounts for 20 per cent of the total business establishments, these tend to be
located in the major regional centres of Ballarat, Bendigo, Shepparton, Wodonga, Moe and
Bairnsdale.43
41
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
42
Innovation and Business Skills Australia (2013) Business Services Industry Environment Scan
43
DSDBI (2012) Business location in Victoria: A decade of change
Vocational Training: Victoria's Industry Report 2013
45

Eighty-three per cent of employment in the Administrative and Support Services industry is located
within metropolitan Melbourne, with 17 per cent located in regional Victoria.
The highest concentration of employment within the Administrative and Support Services industry in
Victoria was within the Inner Metropolitan (35 per cent), Eastern Metropolitan (17 per cent), and
Southern Metropolitan (13 per cent) regions.44

Figure 3.3: Regional employment and enrolments
Administrative and Support Services Employment and Enrolments by Region
Employment (% of total)
59%
Enrolments (% of total)
35%
17%
13%
9%
4%5%
1%1%
3%2%
2%1%
1%0%
3%3%
Geelong Great Gippsland Central Wimmera Hume
&
South
Highlands Southern
Surrounds Coast
Mallee
2%2%
2%1%
Loddon
Mallee
North
Loddon
Mallee
South
9%9%
6%
9%
2%
Eastern Northern Southern Western
Metro
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS

Metropolitan Melbourne accounted for 85 per cent of Administrative and Support Services training
delivery in 2013. Compared to its share of industry employment (83 per cent), overall training delivery
in Melbourne therefore appears to be relatively well-aligned with Melbourne’s share of Administrative
and Support Services employment.
In terms of specific metropolitan regions, Inner Metropolitan had the largest number of enrolments in
2013, with 9,200 or 59 per cent of the total. This is significantly higher than its share of employment (35
per cent), while Eastern Metropolitan, Southern Metropolitan and Western Metropolitan all appear to be
relatively under-represented in terms of industry training delivery when compared with employment.
Training delivery in regional Victoria appears to be more closely aligned to Administrative and Support
Services industry employment patterns overall.


Table 3.5: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
6,400
3,500
5,500
11,100
12,200
9,200
Eastern Metropolitan
1,000
1,400
2,400
2,100
2,200
1,400
Northern Metropolitan
750
1,000
850
950
1,200
1,400
Southern Metropolitan
1,100
1,300
1,300
1,800
2,600
1,000
Geelong and Surrounds
750
700
850
1,100
900
800
Hume
450
850
400
400
550
550
Loddon Mallee North
150
150
300
400
350
350
Western Metropolitan
2,800
700
750
750
500
300
Gippsland
600
600
650
650
400
250
Loddon Mallee South
350
350
350
400
200
100
Great South Coast
250
250
300
300
250
100
Central Highlands
150
200
200
150
150
90
Wimmera Southern Mallee
20
10
10
10
10
10
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
44
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
46
Vocational Training: Victoria's Industry Report 2013
Figure 3.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 201345 insights can
be gained on the performance of the VET system in meeting the needs of the Administrative and Support
Services industry.


Administrative and Support Services industry employers were satisfied overall with the VET system,
with 73 per cent of employers stating that they were satisfied, in line with the all industry average.
Within the Administrative and Support Services industry 67 per cent of students reported job-related
benefits from their training. This is, however, lower than the all industry average (72 per cent). DEECD
will continue to monitor the training market in 2014, to ensure that training provision is aligned to
student needs.
Figure 3.5: Student and employer outcomes of vocational training
Administrative and Support Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
67%
Satisfied
Not-Satisfied
73%
Benefit
All- industry comparison
27%
No Benefit
33%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 & NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Administrative and Support Services training when compared with all-industry averages.


In 2013, female students were well-represented in training aligned to the Administrative and Support
Services industry when compared with the all-industry average.
Female enrolments accounted for 55 per cent of enrolments in 2013, significantly above the average of
44 per cent across all industries.
45
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
47
Figure 3.6: Proportion of enrolments by student group, government subsidised, 2013
48
Vocational Training: Victoria's Industry Report 2013
Agriculture, Forestry
and Fishing is engaged
Agriculture, Forestry and
Fishing
in growing crops, raising
animals, growing and
harvesting timber, fish and
other animals. It covers both
production and support
services to production.
Training Snapshot

The total number of government subsidised enrolments related to
Agriculture, Forestry and Fishing was 8,300 in 2013, a decrease of
15 per cent on 2012. This decline may have been driven in part by the current economic climate, and
also likely reflects a high supply of training relative to industry need in 2012. Enrolments in training
related to occupations within the Agriculture, Forestry and Fishing industry have tended to outstrip the
number of additional employees required by the industry.
There were 3,200 TAFE fee for service enrolments in 2013.
The total number of reported completions related to the Agriculture, Forestry and Fishing industry in
2013 was 2,200.


Table 4.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Agriculture, Forestry and Fishing
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
7,800
7,600
7,900
9,500
9,800
8,300
-
-3%
4%
20%
3%
-15%
2,700
3%
3,300
18%
3,100
31%
3,500
14%
3,500
-11%
3,200
Year-on-year % change
-
21%
-7%
13%
1%
-8%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
1,000
1,300
1,500
3,700
4,300
2,200
-
30%
14%
145%
17%
-50%
Year-on-year % change
Year-on-year % change (all industries)
TAFE fee for service enrolments
Completions
Year-on-year % change
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE Institutes accounted for half of all training delivery in this industry in 2013. This compares with an
average of 37 per cent TAFE provision across all industries. Private training providers accounted for 48
per cent of Agriculture, Forestry and Fishing training delivery, while Learn Local provision in this
industry was relatively low at 2 per cent (half the all-industry average of 4 per cent of delivery).
Traineeships comprised a relatively high proportion of Agriculture, Forestry and Fishing training,
accounting for 30 per cent of enrolments in 2013 compared with an all industry average of 13 per cent.
At 1 per cent of training delivery, the proportion of apprentice enrolments was relatively low.
Figure 4.1: Share of industry enrolments compared against all industries, 2013
Agriculture, Forestry and Fishing industry
Learn Local
Training Dashboard
Provider type
TAFE
1%
Trainee
Band A
Subsidy band
7%
Apprentice
Band C
85%
Band D
Band E
Subsidy band
Certificate III +
10%
90%
Band A
0%
8%
Other
87%
Certificate I-II
Qualification
level
Other
90%
13%
Certificate III +
84%
Band B
10%
Trainee
Trainee
Private
59%
Apprentice
70%
16%
TAFE
37%
Other
30%
Certificate I-II
4%
Other
99%
Trainee
Qualification
level
Provider type
48%
Apprentice
Apprentice
Private
50%
2%
All industries
Learn Local
19%
Band B
34%
Band C
Band D
30%
Band E
8% 9%
0%
Vocational Training: Victoria's Industry Report 2013
49
50
Vocational Training: Victoria's Industry Report 2013
Table 4.2: Top occupations ranked by 2013 enrolments,
government subsidised, 2012–2013
Occupation
2012
Mixed Crop and Livestock Farm
Employees
Mixed Crop and Livestock Farmers
Crop Farm Workers
Livestock Farm Workers
Gardeners
3,600
2,600
900
750
550
Table 4.3: Top courses ranked by 2013 enrolments,
government subsidised, 2012–2013
2013
2,400
1,800
1,300
800
550
Course
Certificate III in Agriculture
Certificate III in Production
Horticulture
Certificate IV in Agriculture
Certificate II in Agriculture
Certificate II in Shearing
2012
2,900
900
1,300
600
250
2013
1,700
1,100
1,100
450
250
Industry Overview





Agriculture, Forestry and Fishing contributed an estimated $8.2 billion to the Victorian economy in
2012-13, around 3 per cent of Victoria's total gross value added. Over the five years to June 2013, this
represents an average annual growth of 4 per cent46.
There are an estimated 46,100 businesses operating in the Agriculture, Forestry and Fishing industry, 8
per cent of all businesses across the State47.
Approximately 79,000 people are employed in Victoria's Agriculture, Forestry and Fishing industry,
equating to 3 per cent of all employment in Victoria. The industry has seen employment decline by
approximately -1 per cent over the last five years, equating to around 400 fewer employees.
The outlook over the next five years is for employment growth to return to the industry, with anticipated
growth of 4 per cent (or 3,100 jobs)48.
The Agriculture sub-sector accounts for the largest proportion of industry employment, 91 per cent of
the total. This is followed by the Agriculture, Forestry and Fishing Support Services sub-sector, with 7
per cent of employment in the industry.
Figure 4.2: Share of employment by industry sub-sector, 2012–13
3%
Agriculture
7%
Agriculture,
Forestry and
Fishing Support
90%
Forestry and
Logging
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections


46
Agriculture, Forestry and Fishing is impacted significantly by climate change and sustainable
management issues related to the use of natural resources such as water, soil and Australia’s oceans.
The industry is a major exporter and is therefore also affected by fluctuations in the Australian dollar.
However, significant opportunities are arising from the growth of the Asian middle classes, while
domestic demand continues to be driven by the supermarket giant’s product-specific policies.
The National Food Plan, launched by the former Commonwealth Government in May 2013, challenges
the industry to build its skill base and increase the proportion of the workforce with post-school
qualifications by 2025 to maximise opportunities presented by shifting patterns of global demand. The
plan states that ‘Australia must build on its world-leading research capacity, skilled and innovative
workforce and reliable infrastructure and biosecurity system. Investment is needed to ensure our food
businesses have the skills and capital to adopt new technologies, adapt quickly to changing market and
environmental conditions and capitalise on opportunities’.
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
48
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
51
47

Part of this challenge will be to strengthen management, leadership and entrepreneurial skills across
the industry. In particular, global demand, climate change mitigation, an ageing workforce and the
ongoing rationalisation of farms into larger corporate structures to improve economies of scale, have
exacerbated the need for professionally-trained farm managers.
To build industry competitiveness, training will need to continue to keep pace with the new and
emerging skills requirements. Industry skill needs are becoming increasingly technical, innovative and
developmental in nature, focusing on topical issues such as biodiversity, microbiological sampling and
testing, genetics and selective breeding and biosecurity.

The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
industry skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 2,900
employees per year required
over the five years to 2017-18
1%
8,300
vocational training enrolments
in 2013
7%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
47%
of industry employment
50%
of industry enrolments in 2013
73%
77%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Agriculture, Forestry and Fishing industry with 2013 enrolments levels for
occupations aligned to the industry.
Table 4.4 highlights the top ten employing occupations49 in the Agriculture, Forestry and Fishing industry.
Forecasts presented in the table estimate average annual employment needs for this industry. Average
annual employment needs include employment growth or decline and replacement demand 50 by occupation
for the next five years.

Over the next five years within the Agriculture, Forestry and Fishing industry, average annual
employment needs are expected to be approximately 2,900 additional employees per year. This
compared with 2013 government subsidised training delivery of 8,300 enrolments.
The top three largest occupations by employment size include Livestock Farmers, Crop Farmers and
Mixed Crop and Livestock Farmers.
Projected average annual employment needs within Agriculture, Forestry and Fishing for these
occupations over the next five years are: a decline of 210 per annum for Livestock Farmers; an
additional 890 per annum for Crop Farmers and 310 employees per annum for Mixed Crop and
Livestock Farmers.


49
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
50
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
52
Vocational Training: Victoria's Industry Report 2013
Table 4.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
Employment
Occupation
Employment
growth to 2017–18
5-yr average annual
employment need
2013 VET
enrolments
Livestock Farmers
28,480
-3,600
-210
40
Crop Farmers
11,610
3,260
890
-
Mixed Crop and Livestock Farmers
10,770
-1,360
310
1,800
Livestock Farm Workers
5,480
80
210
800
Crop Farm Workers
Agriculture, Forestry and
Horticultural Plant Operators
5,370
160
210
1,300
1,890
340
170
90
Packers
1,120
100
70
-
Gardeners
970
90
60
550
Bookkeepers
920
50
40
*
Truck Drivers
900
100
40
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Agriculture, Forestry and Fishing and therefore outside the scope of this chapter.



*
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Agriculture, Forestry and Fishing and industry requirements.
In 2013, Agriculture, Forestry and Fishing industry enrolments aligned to Livestock Farmers, Mixed
Crop and Livestock Farmers, Livestock Farm Workers, Crop Farm Employees and Gardeners appear
to be well placed to meet projected average annual employment needs for these occupations.
Enrolments aligned to Agriculture, Forestry and Horticultural Plant Operators, on the other hand, may
not be sufficient to meet projected average annual employment needs if enrolments continue at 2013
levels. This occupation should be therefore be monitored for emerging skill shortages.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Agriculture, Forestry and
Fishing industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations51.



Agricultural Consultants and Agricultural Scientists are specialised occupations and have been
identified as experiencing skills shortages in Victoria. There is a long standing national shortage of
Agronomists leading to recruitment from overseas. Although primarily a higher education occupation,
there is growing demand for graduates to undertake the Diploma or Advanced Diploma of Agriculture to
gain hands-on experience and for degree offerings to become far more integrated into ‘real work’.52
The industry affirms that skills and training priorities are focused on developing business management,
leadership and entrepreneurial capabilities; attracting new employees; adopting higher level skills and
knowledge; diffusion of innovative practice, research and new technologies; and retention and skills
utilisation of existing employees.
For training providers, products and services will need to continue to evolve to reflect industry’s
changing skill requirements. As well as the focus on business management skills highlighted above,
this includes supply chain management (including exporting); compliance; natural resource
management and biosecurity; animal handling and data management associated with National
Livestock Identification; and the technical and scientific skills needed for sampling and testing,
biotechnology, genetics, breeding, pest and disease response and innovation in food production.
51
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
52
AgriFood Skills Australia (2013) E-Scan
Vocational Training: Victoria's Industry Report 2013
53
Identified skills shortages in Agriculture, Forestry and Fishing for 2013 include:



Agricultural Consultant
Agricultural Scientist
Arborist
Skill shortages occupations also relevant to Agriculture, Forestry and Fishing:


Retail Managers; Fitter (incl. Fitter and Turner); Metal Machinist; Motor
Mechanic (incl. Diesel Mechanic); Truck Drivers
Enrolments aligned to occupations considered to be specialised or skills shortage stood at 650 in 2013,
in line with 2012 enrolments. This compares with overall enrolment decline of 15 per cent across
Agriculture, Forestry and Fishing training.
Enrolments aligned to specialised or skills shortage occupations comprised 8 per cent of Agriculture,
Forestry and Fishing training delivery in 2013.

Table 4.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
350
-
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2009
450
32%
12%
2010
350
-22%
13%
2011
550
54%
18%
2012
650
16%
19%
2013
650
1%
14%
The following case study gives an example of DEECD’s work in bringing together training providers and
employers in areas of skills needs.
Case Study Farm Business Management Skill Set
DEECD has participated in a coordination group across government to develop and implement projects as
part of the Intergovernmental Agreement on National Drought Program Reform.
Issues
DEECD Market Facilitation
Outcomes
 The Intergovernmental
Agreement aimed to
facilitate achievement of
the following outcomes:
o primary producers
have an improved
capacity to manage
business risks
o farm families are
supported in times of
hardship.
 One of the intended
outputs of this agreement
was to develop a
nationally recognised
approach to farm business
training.
Market Facilitation provided expert advice
and input into the work of Department of
Environment and Primary Industries and
Industry Skills Council Agrifood Skills
Australia regarding the development and
implementation of a national farm
business management skill set.
 The design process was
completed in December
2013 when the skill set was
published on
www.training.gov.au.
 The skill set can be delivered
by registered training
providers in Victoria which
have the relevant
qualifications on scope.
 Individuals working in the
Agriculture industry have an
opportunity to build or top up
their existing business skills
and knowledge.
 Achieving, the skill set can
act as a pathway to further
study or a full qualification.
The skill set is made up of the following
four units:
1.
2.
3.
4.
AHCBUS403A - Support and review
business structure and relationships
AHCBUS506A - Develop and review
a business plan
AHCBUS507A - Monitor and review
business performance
BSBRSK501B - Manage risk
Market Facilitation will continue to work with industry and government counterparts to promote and monitor
the skill set and remove barriers to individuals seeking training in this industry.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of employment in Agriculture, Forestry and Fishing.

54
Regional Victoria had 84 per cent of Agriculture, Forestry and Fishing businesses in 2010–2011. Most
areas of regional Victoria have experienced declining business numbers since 2000–01. This includes
Vocational Training: Victoria's Industry Report 2013
the Sunraysia district, townships along the Murray River such as Moama, Kyabram and Rochester, the
western district surrounding Casterton and Hamilton, the north west boundary of Melbourne, and
Gippsland townships close to Melbourne such as Warrigal. In metropolitan Melbourne, the greatest
densities of agricultural businesses were in Werribee, the Yarra Valley, the south-east food bowl around
Clyde and Cranbourne and the Mornington Peninsula.53
Eighty-four per cent of industry employment is located in regional Victoria, with 16 per cent within the
metropolitan Melbourne regions.
Unlike most industries, Agriculture, Forestry and Fishing employment is spread out across regional
Victoria, with the highest concentrations in Hume (18 per cent), Gippsland (16 per cent) and Loddon
Mallee North (14 per cent).54


Figure 4.3: Regional share
of employment
and enrolments
Agriculture,
Forestry
and Fishing Employment and Enrolments by Region
Employment (% of total)
Enrolments (% of total)
21%
19%
18%
17%
16%
14%
13%
10%
9%
7%
7%
7%
6%
4%
4%
3%
2%
6%
5%
4%
3%
2%
1%
Geelong &
Surrounds
Great
South
Coast
Gippsland Central Wimmera
Highlands Southern
Mallee
Hume
Loddon
Mallee
North
Loddon
Mallee
South
Eastern
Metro
2%
Northern Southern Western
Metro
Metro
Metro
1% 2%
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS


Regional Victoria accounted for 84 per cent of government subsidised vocational training in Agriculture,
Forestry and Fishing in 2013, in line with its share of industry employment and indicating broad
alignment between training delivery and the regional labour market.
In terms of specific regions, however, training delivery appears less well aligned to industry needs – for
example, Gippsland and Southern Metropolitan which both account for a relatively high proportion of
industry employment when compared to their share of industry training. Loddon Mallee North and
Geelong & Surrounds, on the other hand, both account for a relatively high proportion of industry
training delivery when compared with their share of Agriculture, Forestry and Fishing employment.
53
DSDBI (2012) Business location in Victoria: A decade of change
54
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
55
Table 4.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Hume
1,300
2,000
1,800
1,900
2,100
1,700
300
450
550
750
1,300
1,600
Great South Coast
1,400
1,300
1,600
1,500
1,400
1,400
Gippsland
Loddon Mallee North
1,800
1,300
1,300
1,000
950
850
Geelong and Surrounds
150
100
400
2,000
1,800
700
Western Metropolitan
450
80
30
50
70
500
Northern Metropolitan
700
550
600
600
400
400
Wimmera Southern Mallee
350
450
450
350
350
300
Eastern Metropolitan
150
150
150
200
200
200
Loddon Mallee South
400
350
250
300
700
200
Central Highlands
550
650
600
550
350
200
Inner Metropolitan
-
20
<10
90
100
150
Southern Metropolitan
150
150
80
50
20
50
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 4.4: Regional share of enrolments, 2008 and 2013
Alignment to employer and student need
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013 55 insights can
be gained on the performance of the VET system in meeting the needs of the Agriculture, Forestry and
Fishing industry.


Importantly for a geographically dispersed sector, flexible training delivery models remain a key enabler
for successful training outcomes. Training delivery is significant across regional Victoria and businesses
are flagging a need for innovative forms of delivery which combine online learning with intensive
practical training, to provide a model which can overcome potential access difficulties in rural areas.
Employers from the Agriculture, Forestry and Fishing industry were satisfied overall with the VET
system with 73 per cent of employers stating that they were satisfied, in line with the all industry
average.
55
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
56
Vocational Training: Victoria's Industry Report 2013

Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set-up their business. Within the Agriculture, Forestry
and Fishing industry 77 per cent of students reported job-related benefits from their training. This is
higher than the all industry average (72 per cent).
Figure 4.5: Student and employer outcomes of vocational training
Agriculture, Forestry and Fishing
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
77%
Satisfied
Not-Satisfied
73%
Benefit
All- industry comparison
27%
Employers
satisfied with
VET system
23%
Students
reporting jobrelated benefit
from VET
No Benefit
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 & NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Agriculture, Forestry and Fishing training when compared with all-industry averages.




Women, Culturally and Linguistically Diverse (CALD) students and those who are unemployed appear
to be relatively under-represented in Agricultural, Forestry and Fishing training when compared with the
all-industry average.
Female students accounted for 26 per cent of industry training delivery in 2013 compared with an
average of 44 per cent across all industries. This is reflective of the demographic profile of the
Agriculture, Forestry and Fishing workforce where women accounted for just 29 per cent of employment
in 2012-13.
CALD students comprised 11 per cent of enrolments for this industry, compared with an all-industry
average of 27 per cent. Unemployed students made up 7 per cent of enrolments for this industry,
compared with an all-industry average of 25 per cent.
Students aged 25 and older, on the other hand appeared relatively well-represented in agricultural
training when compared to all industry averages, accounting for 64 per cent of enrolments compared
with an average of 56 per cent in 2013. This is again reflectively of the industry’s workforce, which has
an age profile which is older than average.
Figure 4.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
57
Arts and Recreation Services
Arts and Recreation
Services involves the
preservation and exhibition of
objects and sites of historical,
cultural or educational interest;
the production of artistic works
or participation in live
performances or events; and the
provision of services that enable
patrons to participate in sporting
or recreational activities.
Training Snapshot

The total number of government subsidised enrolments related to
Arts and Recreation Services was 15,900 in 2013. This is a
decrease of 40 per cent on 2012 enrolments. This decline may
have been driven in part by the current economic climate, and also
likely reflects a high supply of training relative to industry need in
2012. Enrolments in training related to occupations within the Arts
and Recreation Services industry have tended to outstrip the
number of additional employees required by the industry.
There were 3,600 TAFE fee for service enrolments in 2013.
There were 8,200 reported completions in 2013 in qualifications aligned to the Arts and Recreation
industry.


Table 5.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Arts and Recreation Services
Government subsidised enrolments
2008
2009
2010
2011
2012
2013
13,500
14,700
19,000
27,500
26,700
15,900
-
9%
29%
45%
-3%
-40%
4,000
3%
4,800
18%
4,800
31%
5,000
14%
4,900
-11%
3,600
-
20%
1%
3%
-1%
-26%
Year-on-year % change
Year-on-year % change (all industries)
TAFE fee for service enrolments
Year-on-year % change
Year-on-year % change (all industries)
Completions
-
15%
3%
0%
18%
-9%
3,800
3,800
5,200
10,900
13,200
8,200
-
1%
37%
107%
22%
-38%
Year-on-year % change
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE Institutes accounted for half of Arts and Recreation Services training delivery in 2013 compared
with an average of 37 per cent TAFE provision across all industries. Private training providers
accounted for 46 per cent of 2013 training delivery, while Learn Local provision was 4 per cent.
Apprentice enrolments in this industry comprised 4 per cent of 2013 training delivery compared with an
all-industry average of 10 per cent.
Traineeships accounted for 6 per cent of enrolments aligned to the Arts and Recreation Services
industry, below the average of 13 per cent across all industries.
Figure 5.1: Share of industry enrolments compared against all industries, 2013
Arts and Recreation Services industry
Learn Local
Training Dashboard
Provider type 4%
Apprentice
4%
Certificate I-II
Apprentice
27%
Band B
21%
59%
10%
Band C
13%
87%
Certificate I-II
Qualification
level
Band D
35%
Band E
Certificate III +
10%
90%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
Trainee
Private
37%
Other
86%
Band A
TAFE
Apprentice
94%
14%
4%
Other
96%
6%
Qualification
level
Provider type
46%
Trainee
Trainee
All industries
Learn Local
Private
50%
Apprentice
Subsidy band 4%
58
TAFE
19%
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8% 9%
Table 5.2: Top occupations ranked by 2013 enrolments,
government subsidised, 2012–2013
Occupation
2012
Fitness Instructors
Music Professionals
Visual Arts and Crafts Professionals
Outdoor Adventure Guides
Sports Coaches, Instructors, Officials
11,200
2,000
1,700
300
3,600
Table 5.3: Top courses ranked by 2013 enrolments,
government subsidised, 2012–2013
2013
4,300
1,500
1,500
1,400
1,300
Course
Certificate III in Fitness
Certificate IV in Fitness
Certificate II in Outdoor Recreation
Certificate III in Community Activity
Programs
Diploma of Music
2012
5,600
4,700
150
50
950
2013
2,300
1,800
1,100
850
600
Industry Overview





Arts and Recreation Services contributed an estimated $3.2 billion to the Victorian economy in 2012-13,
around 1 per cent of Victoria's total gross value added. Over the five years to June 2013, the industry’s
average annual growth in gross value added was 3 per cent.56
There are an estimated 7,500 businesses operating in the industry, 1 per cent of all businesses across
the State.57
Approximately 58,100 people are employed in Victoria's Arts and Recreation Services industry,
equating to 2 per cent of all Victorian employment. The industry has seen employment growth of
approximately 13 per cent over the last five years, equating to around 6,600 employees.
The outlook over the next five years is for employment to continue to grow, increasing by approximately
8 per cent (or 4,500 jobs).58
The Sports and Recreation Activities sub-sector accounts for the largest proportion of industry
employment, 53 per cent of the total. This is followed by the Creative and Performing Arts Activities
sub-sector, with 21 per cent of employment in the industry.
Figure 5.2: Share of employment by industry sub-sector, 2012–13
Sports and Recreation
Activities
12%
Creative and Performing
Arts Activities
13%
54%
Heritage Activities
21%
Gambling Activities
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections



56
The Arts and Recreation Services industry is heavily influenced by the availability of disposable
household income, tourism and leisure time. Certain parts of the industry (such as parks and gardens,
museums, art galleries and performing arts venues) are reliant on government grants for their continued
viability.
While benefits generated by cultural, arts and some recreation segments of the industry extend well
beyond strictly economic gains and losses, efficient use of public and private assets (e.g. government
funding and business sponsorship) is an important goal. More efficient management means lowering
running costs, reducing funding requirements and extending their reach within the community.
Growth in the health and fitness sector is being driven by enhanced levels of health consciousness and
increased awareness around weight and obesity. The recent growth in demand for more personalised
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
57
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
58
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
59
services (e.g. personal trainers, group training) is expected to continue, as is demand for new and
innovative approaches to exercise.
Sports clubs are also benefiting from the nation’s health drive, but competition for sponsorship and
corporate event hosting remain a challenge for the professional clubs.
The industry is investing in technology and research and development, but much of this expenditure is
occurring within the Gambling Activities sub-sector. Given competition within the sector for attracting
visitors, attendants and customers as well as funding and sponsorship, innovative adoption and use of
technology and research and development skills across the industry will become more important in the
future to maintain viability. Development of marketing and social media skills to promote and manage
industry services will be also be important to improve productivity.
The industry has a higher than average reliance on self-employment, and there are opportunities to
ensure skills in business management and development are maximised. For those businesses with
employees, staff retention and identifying career development pathways are of particular importance.



The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skill needs in
regions
+ 4,200
employees per year required
over the five years to 2017-18
2%
6%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
68%
of industry employment
Employer and
student needs
15,900
vocational training enrolments
in 2013
44%
of industry enrolments in 2013
77%
62%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Arts and Recreation Services industry with 2013 enrolments levels for
qualifications aligned with the industry.
Table 5.4 highlights the top ten employing occupations59 in the Arts and Recreation Services industry.
Forecasts presented in the table estimate average annual employment needs for this industry. The average
annual employment needs include employment growth or decline and replacement demand 60 by occupation
for the next five years.

Over the next five years, average annual employment needs for Arts and Recreation Services are
expected to be approximately 4,200 per year. This compares with 2013 enrolments of 15,900.
The top three largest occupations by employment size include Sports Coaches, Sportspersons and
Fitness Instructors.
Projected average annual employment needs over the next five years within the Arts and Recreation
Services industry for these occupations are: 460 per annum for Sports Coaches; 280 per annum for
Sportspersons; and 240 per annum for Fitness Instructors.


59
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
60
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18.Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
60
Vocational Training: Victoria's Industry Report 2013
Table 5.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
Sports Coaches , Instructors and
Officials
2012-13
Employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
4,870
730
460
1,300
Sportspersons
2,610
300
280
150
Fitness Instructors
Amusement, Fitness and Sports
Centre Managers
2,350
430
240
4,300
2,260
-
190
-
Gaming Workers
2,150
-150
190
-
Music Professionals
2,050
-140
190
1,500
Visual Arts and Crafts Professionals
1,720
-120
130
1,500
Other Specialist Managers
1,470
230
80
20
Actors, Dancers, Other Entertainers
1,390
130
180
400
60
200
Other Miscellaneous Labourers
1,290
140
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.




When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding alignment between government subsidised enrolments in
training related to Arts and Recreation Services and industry requirements.
2013 training delivery aligned to Sports Coaches, Fitness Instructors, Music Professionals, Visual Arts
and Crafts Professionals, Actors Dancers and Other Entertainers and Other Miscellaneous Labourers
appears to be well-placed to meet, and in some cases surpass, expected average annual employment
needs.
Enrolments aligned to Sportspersons and Other Specialist Managers may not be sufficient to meet
projected average annual employment needs if enrolments continue at 2013 levels. The skill needs of
both these occupations are potentially being met via other routes, however, such as higher education.
We will continue to monitor enrolments aligned to Amusement, Fitness and Sports Centre Managers or
Gaming Employees.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Arts and Recreation
Services industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations61.


Certain elements of the Arts and Recreation Services industry require specialised and niche skills. For
example across the Arts Galleries and Museums sub-sector, the ability to create and change
educational and special displays, develop interpretations, exhibitions and themes are important to
attract repeat visitors. The quality of research and expertise is also important, as are collection,
research and curatorial skills.
Looking forwards, there are opportunities for training providers to work with businesses in the industry
in identifying and delivering appropriate training solutions to some of the challenges currently faced by
the sector: for example, management and organisational skills; business management and business
development, especially for sole traders; and optimising technology and research and development.
No Arts and Recreation occupations have been identified as experiencing
skills shortages in 2013.
Skills shortage occupations aligned to other industries with relevance to
Arts and Recreation Services include:

61
Community Workers
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
61

In 2013, there were a total of 1,300 enrolments related to specialised or in shortage occupations within
the Arts and Recreation Services industry, 8 per cent of total training in the industry.
Enrolments aligned to specialised occupations or those experiencing skill shortages increased by 94
per cent between 2012 and 2013.

Table 5.5: Enrolments related to specialised and / or in shortage occupations, government subsidised, 2008- 2013
2008
650
-
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2009
700
12%
12%
2010
600
-17%
13%
2011
750
32%
18%
2012
700
-12%
19%
2013
1,300
94%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Arts and Recreation
Services.

In metropolitan Melbourne, Arts and Recreation Services businesses are based throughout the city.
The largest concentrations by suburb are the CBD, Cranbourne, Richmond, South Melbourne,
Mornington, Kensington, South Yarra and Werribee, Frankston and Port Melbourne. In regional
Victoria, Arts and Recreation Services establishments are concentrated in larger population centres and
towns including Bendigo, Ballarat, South Geelong.62
Eighty-three per cent of industry employment is located within metropolitan Melbourne, with 17 per cent
located in regional Victoria.
The highest concentration of employment within the Arts and Recreation Services industry is within the
Inner Metropolitan (43 per cent), Southern Metropolitan (14 per cent), and Eastern Metropolitan (12 per
cent) regions.63


Figure 5.3: Regional employment and enrolments
Employment (% of total)
Enrolments (% of total)
43%
23%
12%11%
12%
9%
4%
1%
Geelong &
Surrounds
2%
Great
South
Coast
3% 4%
2% 2%
1% 0%
Gippsland Central Wimmera
Highlands Southern
Mallee
3%
Hume
1% 1%
Loddon
Mallee
North
2%
14%
10%
7%
13%
10%
7%
4%
Loddon
Mallee
South
Eastern
Metro
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS

Metropolitan Melbourne accounted for 67 per cent of government subsidised vocational training in Arts
and Recreation Services in 2013. Compared to its share of industry employment (83 per cent),
Melbourne therefore appears to be relatively under-represented in terms of industry training delivery.
Within the Melbourne regions, Inner Metropolitan had the largest number of enrolments with 3,600 in
2013 (23 per cent of training delivery). This remained significantly below Inner Metropolitan’s
proportion of industry employment, however, whereas the proportion of enrolments in the Western
Metropolitan region surpassed its share of employment.
In regional Victoria, a majority of enrolments are concentrated in Hume and Geelong, a trend not
reflected in regional employment data.


62
DSDBI (2012) Business location in Victoria: A decade of change
63
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
62
Vocational Training: Victoria's Industry Report 2013
Table 5.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
2,500
2,900
4,700
7,800
8,500
3,600
Western Metropolitan
750
650
1,600
2,900
2,900
2,000
Hume
1,100
1,100
950
1,500
2,400
1,800
Eastern Metropolitan
2,100
2,000
2,100
4,000
2,900
1,800
Southern Metropolitan
1,000
1,000
1,300
2,500
2,300
1,600
Northern Metropolitan
1,700
1,900
1,600
1,900
1,400
1,500
Geelong and Surrounds
400
650
1,100
1,600
2,100
1,400
Gippsland
850
850
1,500
1,200
850
600
Loddon Mallee South
950
900
1,200
1,400
1,700
600
Great South Coast
800
1,000
900
750
550
350
Central Highlands
500
450
450
600
450
300
Loddon Mallee North
150
200
350
500
250
150
Wimmera Southern Mallee
150
150
80
60
80
20
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 5.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 201364 insights can
be gained on the performance of the VET system in meeting the needs of the Arts and Recreation industry.


In 2013, Arts and Recreation Services industry employers were satisfied overall with the VET system,
with 77 per cent of employers stating that they were satisfied. This is higher than the all-industry
average of 73 per cent.
Within the Arts and Recreation Services industry, 62 per cent of students reported job-related benefits
following completion of their training. Reported job-related benefits included being able to get a job,
change jobs, gain promotion, expand or set-up their business. This is significantly lower than the all
industry average (72 per cent), a result which may reflect a previous high supply of training related to
64
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
63
the Arts and Recreation Services industry. DEECD will continue to monitor the training market in 2014,
to ensure that training provision is aligned to employer needs.
Figure 5.5: Student and employer outcomes of vocational training
Arts and Recreation Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
Satisfied
Not-Satisfied
77%
Benefit
62%
23%
No Benefit
38%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Arts and Recreation Services training when compared with all-industry averages.



Culturally and Linguistically Diverse (CALD) students comprised 9 per cent of enrolments for this
industry, significantly less than the average across all industries (27 per cent).
Students aged 25 years and older were also relatively under-represented in terms of Arts and
Recreation Services enrolments, accounting for 33 per cent in 2013, significantly less than the allindustry share of 56 per cent.
Indigenous students were relatively well represented in Arts and Recreation Services training,
comprising 3 per cent of enrolments in 2013 compared with an all industry average of 1 per cent.
Figure 5.6: Enrolments by student group, government subsidised, 2013
64
Vocational Training: Victoria's Industry Report 2013
Construction
The Construction
industry is engaged in the
construction of buildings
and other structures,
alterations, installation,
and maintenance and
repairs of buildings and
other structures.
Training Snapshot



The total number of government subsidised enrolments related to the
Construction industry was 62,700 in 2013, representing an increase of
21 per cent when compared with 2012.
There were an additional 14,600 TAFE fee for service enrolments
related to the Construction industry in 2013.
In 2013, the total number of reported completions for courses related to the Construction industry, was
17,000, a 22 per cent increase compared to 2012. This is in contrast to the 15 per cent average decline
across all industries.
Table 6.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Construction
2008
2009
2010
2011
2012
2013
31,800
32,900
42,400
47,700
51,900
62,700
Year-on-year % change
-
3%
29%
13%
9%
21%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
7,000
7,600
15,500
15,200
16,200
14,600
Year-on-year % change
-
8%
105%
-2%
7%
-10%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
6,600
7,800
8,800
12,000
14,000
17,000
Year-on-year % change
-
18%
13%
36%
17%
22%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
Government subsidised enrolments
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



Construction training delivery is led by TAFE institutes. In 2013, TAFE providers accounted for 69 per
cent of training. This compared with an average of 37 per cent TAFE provision across all industries.
A relatively high proportion of Construction industry training was aligned to apprenticeships, accounting
for 37 per cent of training delivery in 2013 compared with an all industry average of 10 per cent.
Traineeships on the other hand, accounted for a relatively low proportion of Construction training, 1 per
cent, in 2013.
Training Dashboard
Figure 6.1: Share of industry enrolments compared against all industries, 2013
Vocational Training: Victoria's Industry Report 2013
65
Table 6.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Top 5 Courses
Certificate III in Carpentry
Certificate III in Civil Construction Plant
Operations
Certificate III in Electrotechnology
Electrician
Certificate III in Plumbing
Certificate III in Civil Construction
Table 6.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
2012
2013
Top 5 Occupations
2012
2013
6,500
7,200
Carpenters and Joiners
8,000
8,000
4,900
7,000
Electricians
7,700
7,500
6,400
6,700
Earthmoving Plant Operators
5,100
7,100
5,500
5,200
Plumbers
7,200
7,100
4,500
Architectural, Building and Surveying
Technicians
4,700
5,600
1,400
Industry Overview







As the fourth largest output producing industry in Victoria, Construction contributed an estimated $20.4
billion to the Victorian economy in 2012-13. This accounted for around 7 per cent of Victoria's total
gross value added. Over the five years to June 2013, this represented an average annual growth rate of
4 per cent.65
There were an estimated 89,200 businesses operating in Victoria's Construction industry, 16 per cent of
all businesses across the state. Construction has a high concentration of small businesses (60 per cent
sole traders; 38 per cent employing 1-19 employees). Only 1 per cent of businesses employed over 200
employees.
Thirty-seven per cent of businesses had an annual turnover of $200,000 or more, in line with the
average across all industries (36 per cent).66
In 2012-13, approximately 240,200 people were employed in Victoria's Construction industry, equating
to around 8 per cent of all employment in Victoria. This makes Construction the fifth largest employing
industry in Victoria.
The industry has seen employment growth of approximately 7 per cent over the last five years, equating
to an influx of around 15,900 employees.
The outlook over the next five years for Construction is for employment to continue to grow, increasing
by approximately 5 per cent (or 10,900 jobs).67
The Construction Services sub-sector accounted for the largest proportion of industry employment, 71
per cent of the total. This is followed by the Building Construction sub-sector, with 24 per cent of
employment in the industry.
Figure 6.2: Share of employment by industry sub-sector, 2012–13
Construction Services
5%
24%
Building Construction
71%
Heavy and Civil Engineering
Construction
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
65
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
67
Centre of Policy Studies, Monash University (2013) Labour Force Projections
66
Vocational Training: Victoria's Industry Report 2013
66
Key drivers of changing skills and training needs
The Construction industry is undergoing significant change that will have an impact on the number of
employees and the nature of training required, as outlined below:

A number of factors are currently suppressing activity in the housing market, which will also have
knock-on effects on construction services such as plastering, tiling and plumbing.
However, population growth and recent interest rate reductions are expected to stimulate the housing
market again, with particular growth anticipated in multi-unit apartments, which will require a different
skill mix.
The Global Financial Crisis (GFC) (GFC) stimulus and infrastructure programs are coming to an end
and there are fewer large-scale construction projects in the pipeline. This is expected to lead to a
corresponding loss of employees interstate as companies follow large-scale infrastructure and mining
projects.
Changes in regulation and licensing of trades are key drivers of skills and training needs in this industry.
Regulatory changes, such as carbon pricing; new energy, waste and water policies; bushfire building
regulations; national OH&S regulations etc. are some recent examples.
New and emerging technologies with the potential to increase export competition e.g. flat-pack housing,
Building Information Modelling, GIS and building-integrated photovoltaics, etc. will also have an impact
on the nature of skills needs.
Retrofitting of older buildings and restoration of heritage buildings will require new skills to be
developed.





These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 14,000
employees per year required
over the five years to 2017-18
62%
62,700
vocational training enrolments
in 2013
64%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
50%
of industry employment
39%
of industry enrolments in 2013
74%
88%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Construction industry with 2013 enrolments levels for qualifications
aligned with the industry.
Table 6.4 highlights the top ten employing occupations68 in the Construction industry. Forecasts presented
in the table estimate average annual employment needs for this industry. Average annual employment
needs include employment growth or decline and replacement demand69 by occupation for the next five
years.
68
69
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
Vocational Training: Victoria's Industry Report 2013
67

Over the next five years, average annual employment needs for Construction are expected to be
approximately 14,000 per year. This compares with 62,700 government subsidised enrolments in 2013.
The top three largest occupations by employment size include Carpenters and Joiners, Plumbers and
Electricians.
Projected average annual employment needs over the next five years within the Construction industry
for these occupations are: 1,680 per annum for Carpenters and Joiners; 1,220 per annum for Plumbers;
and 1,150 per annum for Electricians.


Table 6.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
Employment
29,420
Employment
growth to 2017-18
2,660
5-yr average annual
employment needs
1,680
VET enrolments
2013
8,000
Plumbers
21,960
1,010
1,220
7,100
Electricians
19,450
2,020
1,150
7,500
Construction Managers
15,940
1,530
840
-
Painting Trades Workers
15,150
560
850
4,400
Concreters
8,670
550
610
1,700
Gardeners
7,770
660
450
1,700
Earthmoving Plant Operators
7,570
-440
180
7,100
Building and Plumbing Labourers
7,480
-230
350
4,500
Plasterers
6,730
-290
510
2,200
Occupation
Carpenters and Joiners
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Construction industry and therefore outside the scope of this chapter.

When comparing projected annual employment needs with 2013 enrolment levels, a sense of alignment
between government subsidised training delivery and industry requirements may be established.
2013 training delivery aligned to the top employing occupations highlighted in Table 6.4 - Carpenters
and Joiners, Electricians, Earthmoving Plant Operators, Plumbers, Building and Plumbing Labourers,
Painting Trades Employees and Plasters appears to be well-placed to meet, and in some cases
surpass, expected average annual employment needs.

Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Construction industry,
including an analysis of enrolments in areas of identified skill shortages or aligned to specialised
occupations.70

Shifting demand in the Construction industry requires the need for a broad range of transferrable skills,
providing opportunities for increasing apprenticeships. However, innovation is required to keep costs
low (e.g. group training) at a time when some employers are starting to cut back on apprentices.
Industry intelligence also suggests increasing demand for more management and leadership skills.

to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
70
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
68
Vocational Training: Victoria's Industry Report 2013
Identified skills shortages in Construction for 2013 include:








Construction Project
Manager
Project Builder
Building Associate
Building Estimator
Construction Estimator
Bricklayer
Glazier
Wall and Floor Tiler






Plumber (General)
Airconditioning and
Mechanical Services
Plumber
Gasfitter
Roof Plumber
Airconditioning and
Refrigeration Mechanic
Cabinetmaker
Skills shortage occupations also relevant to Construction:



Cabler; Telecommunications Linesworker; Truck Driver;
Arborist
In 2013, enrolments aligned to specialised and skill shortage occupations accounted for a majority of
Construction industry training, 71 per cent, significantly higher than the average across all industries (41
per cent).
Enrolment trends over 2008–2013 show steady improvement in training alignment to critical
occupations. Enrolments in courses related to specialised and skills shortage occupations have
increased by 20 per cent since 2012.
Table 6.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
Specialised / in shortage
2008
2009
2010
2011
2012
2013
24,500
25,600
29,700
33,700
37,100
44,700
Year-on-year % change
-
4%
16%
13%
10%
20%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
The following case study gives an example of DEECD’s work in bringing together training providers and
employers in areas of skills needs.
Vocational Training: Victoria's Industry Report 2013
69
Case Study Fire Protection Training Project
DEECD’s $6 million initiative, the Industry Transition and Specialist Training Initiative (ITSTI), has
introduced a project to develop a model to support the niche and specialised skills required for fire
protection equipment training delivery. The impetus for this project, the interventions and the outcomes
are outlined as follows:
Issues
DEECD Market Facilitation
Outcomes

DEECD provides information and builds
channels between employers and providers to
advise clients of the training market on how to
engage with the market more effectively and
efficiently.
Work is in progress
towards the
following outcomes:



Fire Protection Equipment
Technicians are
experiencing shortages in
Victoria and employment
prospects are expected to
remain positive in coming
years.
Demand for the trade is
closely linked to that of the
commercial construction
industry, as all new buildings
require the installation of fire
systems. The trade is also
assured of ongoing
maintenance work.
Certificate III in Fire
Protection is a key
qualification for this licensed
trade.
However, due to changed
operating conditions, the
sole provider of Certificate III
in Fire Protection in Victoria,
stopped delivering the
course.
Market Facilitation worked with RMIT and the
training organisation of the National Fire
Industry Association (NFIA), Fire Industry
Training (FIT) to transition students to FIT. To
take on the training industry contributed
financial and in kind support and worked with
government to develop resources to enhance
the efficiency, effectiveness and sustainability
of the course.
 An e-learning
management
system developed
by FIT for students
and staff;
 Online delivery
methodologies,
assessment tools
and learning
resources for
Certificate III in
Fire Protection,
transferable to any
provider; and
The Victorian Government will continue to work with FIT, the training arm of NFIA Victoria,
employers and training providers to ensure a sustainable training response is implemented to
support the industry.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Construction.
 Across metropolitan Melbourne, Construction business establishments are largely based in the outer
growth suburbs where much of the new dwelling construction has taken place. In regional Victoria,
Construction establishments are mostly based in the larger townships near the metropolitan urban
growth boundary and major regional centres including Geelong, the Surf Coast, Bendigo and Ballarat.71
 In 2013, the majority of Construction employment (72 per cent) was located within metropolitan
Melbourne.
 The highest concentration of employment within the Construction industry in Victoria is within Southern
Metropolitan (19 per cent), Eastern Metropolitan (18 per cent), and Inner Metropolitan (13 per cent).72
71
DSDBI (2012) Business location in Victoria: A decade of change
72
70
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
Figure 6.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population & Housing; SVTS




In line with employment trends, Construction enrolments are also mainly concentrated in the
metropolitan area.
Inner Metropolitan had the largest number of enrolments in 2013, accounting for 17 per cent of total
industry enrolments. Training delivery was also high in Southern Metropolitan, Hume, Northern
Metropolitan.
Given that the highest concentration of Construction related employment is in the metropolitan regions,
this reflects a strong alignment between training delivery and regional requirements.
Alignment in regional Victoria may be less strong. In regional Victoria, most of the enrolments are
concentrated in Hume and Geelong, a trend not reflected in regional employment data. In contrast, the
proportion of employment in Gippsland was higher than the proportion of enrolments.
Table 6.5: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
5,700
5,600
7,300
7,500
9,700
10,700
Southern Metropolitan
4,000
4,400
5,200
6,100
6,500
7,500
Hume
1,400
1,200
2,000
2,200
2,100
7,400
Northern Metropolitan
4,200
4,400
5,000
5,100
5,600
7,000
Western Metropolitan
2,700
3,000
3,900
4,400
5,900
6,900
Eastern Metropolitan
5,400
5,800
8,000
7,900
6,900
6,300
Geelong and Surrounds
1,800
1,700
2,100
3,000
3,900
6,100
Loddon Mallee North
800
850
1,200
1,300
1,600
2,600
Loddon Mallee South
1,800
2,200
2,900
3,800
3,400
2,400
900
1,000
1,400
2,000
2,300
2,100
Gippsland
1,900
1,600
2,000
2,500
2,300
1,800
Great South Coast
1,000
1,000
1,200
1,400
1,600
1,400
30
40
100
200
250
200
Central Highlands
Wimmera Southern Mallee
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
71
Figure 6.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013 73insights can
be gained on the performance of the VET system in meeting the needs of the Construction industry.


Construction industry employers were satisfied overall with the VET system, with 74 per cent of
employers stating that they were satisfied. This is slightly higher than the all-industry average (73 per
cent).
Within the Construction industry 88 per cent of students reported job-related benefits from their training.
This is much higher than the all-industry average (72 per cent).
Figure 6.5: Student and employer outcomes of vocational training
Construction
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
74%
Benefit
Satisfied
Not-Satisfied
26%
No Benefit
88%
12%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER(2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Construction training when compared with all-industry averages.



Women were significantly under-represented in Construction training, comprising only 3 per cent of
enrolments in 2013 compared with an all industry average of 44 per cent.
Students aged 25 years and older were also relatively under-represented in terms of Construction
enrolments. They accounted for 48 per cent of enrolments, less than the all-industry share of 56 per
cent.
Culturally and Linguistically Diverse (CALD) students comprised 19 per cent of enrolments for this
industry, less than the average across all industries (27 per cent).
73
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
72
Vocational Training: Victoria's Industry Report 2013
Figure 6.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
73
Education and Training
Education and
Training includes units
Training Snapshot

mainly engaged in the
provision and support of
education and training,
except those engaged in
the training of animals e.g.
dog obedience training,
horse training.
The total number of government subsidised enrolments related to
Education and Training was 12,700 in 2013. This is an increase of 26
per cent on 2012.
In addition there were 7,300 TAFE fee for service enrolments related to
Education and Training, a decrease of 7 per cent since 2012.
In 2013, the total number of reported completions for courses related to
the Education and Training industry, was 11,200, a 10 per cent
decrease since 2012.


Table 7.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Education and Training
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
6,700
8,400
9,100
10,200
10,100
12,700
Year-on-year % change
-
24%
9%
12%
-1%
26%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
5,400
6,100
5,500
7,000
7,900
7,300
Year-on-year % change
-
13%
-8%
26%
13%
-7%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
6,500
7,000
8,500
11,000
12,400
11,200
Year-on-year % change
-
8%
21%
30%
13%
-10%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



In 2013, private training providers accounted for half of all training delivery aligned to the Education and
Training industry. TAFE delivery was 41 per cent, higher than TAFE provision across all industries.
Learn Local provision in this industry was relatively high; double the all industry average of 4 per cent.
The proportion of traineeship enrolments, 9 per cent of industry training delivery, was lower than the all
industry average of 13 per cent.
There were no apprentice enrolments in this industry.
Figure 7.1: Share of industry enrolments compared against all industries, 2013
Education and Training industry
Learn Local
Training Dashboard
Provider type
0%
9%
Apprentice
Band A
26%
10%
Band B
Band C
69%
Band D
87%
Certificate I-II
Qualification
level
81%
Band E
1% 4%
Certificate III +
10%
90%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
Trainee
Private
59%
Apprentice
91%
19%
TAFE
37%
Other
Certificate I-II
Qualification
level
4%
Other
100%
Trainee
Trainee
Provider type
50%
Apprentice
Apprentice
Private
41%
8%
Subsidy band 0%
74
TAFE
All industries
Learn Local
19%
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8%
9%
Table 7.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
Table 7.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2012
2013
Occupation
2012
2013
Certificate IV in Training and
Assessment
5,300
3,700
Education Aides
2,000
4,000
Certificate III in Education Support
1,400
3,300
Vocational Education Teachers
5,600
3,900
Certificate II in Outdoor Recreation
Certificate III in Business
Administration (Education)
300
2,300
Outdoor Adventure Guides
650
3,100
250
750
250
750
Certificate IV in Education Support
450
550
Receptionists
Sports Coaches, Instructors and
Officials
1,100
550
Industry Overview








Ranked seventh in terms of output, the Education and Training industry contributed an estimated $18.3
billion to the Victorian economy in 2012-13, around 6 per cent of Victoria's total gross value added.
Over the past five years to June 2013, this represents an average annual growth of 5 per cent.74
There are an estimated 6,800 businesses operating in Victoria's Education and Training industry,
accounting for a small proportion (1 per cent) of businesses across the state.
Education and Training has a high concentration of small businesses (54 per cent sole traders; 37 per
cent employing 1-19 employees).
Thirty per cent of businesses have turnover of $200,000 or more per annum. This is lower than the
average across all industries at 36 per cent.75
Approximately 233,200 people are employed in Victoria's Education and Training industry, equating to
approximately 8 per cent of all employment in Victoria. This makes the Education and Training industry
the sixth largest in terms of employment.
The industry has seen employment growth of approximately 13 per cent over the last five years,
equating to around 26,500 employees.
The outlook over the next five years for the Education and Training industry as a whole is for
employment to continue to grow by approximately 11 per cent (or 25,700 jobs).76
The Preschool and School Education sub-sector accounts for the largest proportion of industry
employment, 58 per cent of the total. This is followed by the Tertiary Education sub-sector, with 29 per
cent of employment in the industry.
Figure 7.2: Share of employment by industry sub-sector, 2012–13

74
The Education and Training industry covers the full breath of education from early childhood through to
post-secondary education and life-long learning. Changes across the industry are driven by the focus
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
75
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
76
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
75
on greater transparency and changes in funding models led by demand driven products and services.
Enhancing quality, autonomy, accountability and professional development is also driving reform.
Technology developments are a key enabler improving the delivery of training in this reform
environment.
In Victoria, the School Education sub-sector is undergoing significant changes through the ‘Towards
Victoria as a Learning Community’ (TVLC) reforms. These reforms seek to support Victoria to achieve
global top tier performance. TVLC focuses on enhancing professional trust, autonomy, and
accountability and support. As part of these reforms the Government’s focus for the teacher workforce
is to attract great people into teaching, stronger candidates and improveing preparation; create a high
performance profession stimulate a culture of excellence and effective professional development; and
finally to provide strong direction and support, elevating the role of leadership at school and system
levels.77

Key drivers of changing skills and training needs

In an increasingly knowledge-based economy, higher level skills are becoming more necessary for
employment. Changes in the mix of skills and occupations required by various industries influence the
demand for training and education, particularly for mature-age students who are often returning to
education to up-skill, addressing the growing skills mismatch between the current skills base of the
workforce against the emerging skill requirements of industry.
Major reforms in the Tertiary Education sub-sector include the Victorian Government’s Refocusing
Vocational Training reforms and the Commonwealth demand driven funding system for Higher
Education. In an environment of change, particularly with the adoption of demand driven systems in
both VET and higher education, the maintenance of skills and increasing the quality of the workforce is
of central importance. Skills development that enables educators to keep abreast of changing industry
skills needs, particularly in relation to technology as well as contemporary workplace capabilities will
support improved quality and outcomes for students.78 Skillsets that support quality service delivery are
also critical in a demand driven environment. This includes professional development in areas such as
continuous improvement, assessment, instructional design, internal auditing as well as ensuring
currency of industry knowledge and experience.79

These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
+ 14,500
employees per year required
over the five years to 2017-18
26%
31%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
53%
of industry employment
Employer and
student needs
12,700
vocational training enrolments
in 2013
35%
of industry enrolments in 2013
88%
73%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
77
DEECD (2012) New Directions for school leadership and the teaching profession – Discussion Paper
78
Productivity Commission Research Report (2011), Vocational Education and Training Workforce
79
Innovation and Business Skills Australia (2013) Training and Education Environmental Scan
76
Vocational Training: Victoria's Industry Report 2013
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Education and Training industry with 2013 enrolments levels for
qualifications aligned with the industry.
Table 7.4 highlights the top ten employing occupations80 in the Education and Training industry. Forecasts
presented in the table estimate average annual employment needs for this industry. The average annual
employment needs include employment growth or decline and replacement demand 81 by occupation for the
next five years.



Over the next five years within the Education and Training industry the average annual employment
needs is expected to be approximately 14,500 per year.
Within Education and Training, the three largest occupations by employment size includes Secondary
School Teachers, Primary School Teachers and Education Aides.
The average annual employment needs over the next five years within Education and Training for these
occupations are: 2,400 per annum for Secondary School Teachers; 2,250 per annum for Primary
School Teachers; and 1,450 per annum for Education Aides.
Table 7.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
employment
Employment
growth to 2017-18
5-yr average annual
employment need
VET enrolments
2013
Secondary School Teachers
46,930
2,370
2,400
-
Primary School Teachers
39,890
3,230
2,250
-
Education Aides
16,780
2,590
1,450
4,000
University Lecturers and Tutors
13,940
1,290
770
-
Vocational Education Teachers
7,040
340
500
3,900
Private Tutors and Teachers
6,620
80
350
50
Early Childhood Teachers
5,620
1,330
580
-
Sports Coaches, Instructors and Officials
5,270
790
500
550
General Clerks
5,090
360
230
*
Occupation
Special Education Teachers
4,830
980
440
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Education and Training industry and therefore outside the scope of this chapter.


-
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Education and Training -related training and industry requirements.
2013 training delivery aligned to Vocational Education Teachers appear to surpass, expected average
annual employment needs. Enrolments towards Private Tutors and Teachers fall below average annual
employment needs, although needs likely met via other qualifications (i.e. no specific qualifications
required).
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Education and Training
industry, including an analysis of enrolments in areas of identified skill shortages or aligned to specialised
occupations.82
80
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
81
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
82
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
77
Identified skills shortages in Education and Training for 2013 include:



Early Childhood (Pre-Primary School) Teacher
Vocational Education Teacher
Child Carer
Skills shortage occupations also relevant to Education and Training:



Child Care Centre Manager
In 2013, enrolments in specialised and in shortage occupations accounted for 31 per cent of industry
training. This share was lower than the all industry average of 41 per cent.
Enrolment trends over 2008 – 2013 show steady improvement in training alignment to critical
occupations, with enrolments in specialised and in shortage occupations rising 12 per cent since 2012.
Table 7.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
10,100
8,900
9,500
8,600
8,900
10,000
Year-on-year % change
-
-12%
7%
-9%
3%
12%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage enrolments
78
Vocational Training: Victoria's Industry Report 2013
The following case study gives an example of DEECD’s work in bringing together training providers and
employers in areas of skills needs.
Case Study Early Childhood Scholarships
A cornerstone of the Victorian Government’s support for the early childhood sector is offering
scholarships for educators currently working in early childhood education and care services who wish to
upgrade or attain an approved early childhood qualification.
Issues
DEECD intervention
Outcomes
 The National
Quality
Framework
prescribes
minimum
qualification
requirements to
work in the early
childhood
education and
care sector.
 The Victorian
Government is
committed to
supporting the
early childhood
workforce to meet
sector reforms and
the increased
demand for quality
early childhood
services.
 Successful applicants are required to enter
into a formal agreement with the
Department to successfully complete the
qualification and, upon completion work for
a minimum period of time within Victorian
licensed children’s or approved education
and care service.
 The level of support offered and conditions
vary by qualification type.
 The approved qualifications list is
maintained by the Australian Children’s
Education and Care Quality Authority
(ACECQA).
 Approved VET qualifications include:

1. Certificate III in Early Childhood
Education and Care
2. Certificate IV in School Age Education
and Care
3. Diploma of Early Childhood Education
and Care
4. Diploma of School Age Education and
Care
5. Advanced Diploma of Children’s
Services



Since 2008, the Department
has offered 2,170 early
childhood scholarships – of
which 1,235 have been for
vocational qualifications.
Approximately 50 per cent
of the scholarship recipients
have completed their
vocational qualification and
are now working in the early
childhood workforce.
The remaining scholarship
recipients are in various
stages of completing their
early childhood qualification.
Since 2010, the Department
has offered 29 early
childhood scholarships for
Aboriginal People – of which
sixteen have been for
vocational qualifications.
 The future employment rating for a qualified early childhood educator is 4 out of 5 stars and future
employment growth for this role is 11 per cent per annum. Source: DEEWR
 The Victorian Government will continue to offer scholarships in 2014-15
 For more information about scholarship, please visit
www.education.vic.gov.au/earlychildhoodscholarships
 For more information about careers in early childhood, please visit:
www.education.vic.gov.au/earlyyearscareers
Vocational Training: Victoria's Industry Report 2013
79
Alignment to skill need in regions

Within metropolitan Melbourne there is a major concentration of Education and Training establishments
in the City of Melbourne and Inner Eastern. In regional Victoria, the largest concentrations of Education
and Training businesses are in the major regional population centres including Ballarat, Bendigo,
Belmont, South Geelong, Shepparton, Traralgon and Warrnambool, Mildura, Wodonga and Sale.83
Seventy-four per cent of employment in the Education and Training industry is located within
Metropolitan Melbourne.
The highest concentration of employment within the Education and Training industry in Victoria is within
Eastern Metropolitan (21 per cent), Southern Metropolitan (16 per cent), and Inner Metropolitan (16 per
cent) regions.84


Figure 7.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS

The Inner Metropolitan region had the largest number of enrolments in 2013, with 2,500 reported
enrolments. The Hume and Western Metropolitan also reported high enrolment numbers in 2013.
While Education and Training employment appears to be concentrated in the metropolitan areas
(particularly in Eastern Metropolitan), course enrolments aligned to the Education and Training industry
are more spread out across the State.
In metropolitan Melbourne, Eastern and Southern Metropolitan appear to be relatively underrepresented in terms of training delivery, while Western Metropolitan accounts for a higher proportion of
training that the region’s share industry employment.
Alignment in regional Victoria appears to be strong, with the exception of Hume where the proportion of
enrolments far surpass the regional share of employment.



Table 7.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
750
750
900
2,000
2,400
2,500
Hume
350
450
500
500
700
2,300
Western Metropolitan
450
650
750
700
1,100
2,200
Northern Metropolitan
650
1,400
1,500
1,100
800
1,500
Southern Metropolitan
400
600
450
800
1,000
1,000
1,000
1,600
2,100
2,400
1,100
1,000
Geelong and Surrounds
350
400
250
600
800
750
Loddon Mallee South
350
250
350
450
800
400
80
100
100
300
450
350
Eastern Metropolitan
Central Highlands
83
DSDBI (2012) Business location in Victoria: A decade of change
84
80
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
Region
2008
2009
2010
2011
2012
2013
Gippsland
700
700
750
400
600
300
Loddon Mallee North
250
350
300
250
250
200
Great South Coast
200
350
300
300
200
90
Wimmera Southern Mallee
80
100
200
40
30
20
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 7.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey, 2012 and Survey of Employers' Use and Views of the VET System 201385 insights can
be gained on the performance of the VET system in meeting the needs of the Education and Training
industry.
 Employers from the Education and Training industry were satisfied overall with the VET system, with 88
per cent of employers stating that they were satisfied. This is considerably higher than the all industry
average (73 per cent).
 Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set-up their business. Within the Education and
Training industry 73 per cent of students reported job-related benefits from their training. This is slightly
higher than the all industry average (72 per cent).
Figure 7.5: Student and employer outcomes of vocational training
Education and Training
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
Satisfied
Not-Satisfied
88%
Benefit
73%
12%
No Benefit
27%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 & NCVER Student Outcomes Survey 2012
85
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
81
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Education and Training industry training when compared with all-industry averages.
 Culturally and Linguistically Diverse (CALD) students were relatively under-represented in the
Education and Training industry. CALD students accounted for 18 per cent of industry enrolments,
lower than the all industry average of 27 per cent.
 Female students, on the other hand, comprised 56 per cent of enrolments for the Education and
Training industry, significantly more than the 44 per cent all industry average.
Figure 7.6: Proportion of enrolments by student group, government subsidised, 2013
82
Vocational Training: Victoria's Industry Report 2013
Electricity, Gas, Water and
Waste Services
Victorian sectors engaged in the
provision of electricity; gas through
mains systems; water; drainage;
and sewage services.86
Training Snapshot

Electricity, Gas, Water
and Waste Services
(Utilities) covers those
The total number of enrolments related to the Electricity, Gas,
Water and Waste Services (Utilities) industry was 750 in 2013, a decline of 19 per cent on 2012. This
decline may have been driven in part by the current economic climate.
There were 3,300 TAFE fee for service enrolments related to the Utilities industry in 2013. The
proportion of TAFE fee for service delivery is relatively high in this industry.
In 2013, the total number of reported completions for courses related to the Utilities industry, was
1,200, a 17 per cent increase since 2012.


Table 8.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Electricity, Gas, Water and Waste
2008
2009
2010
2011
2012
2013
800
700
850
1,000
950
750
Year-on-year % change
-
-10%
23%
20%
-8%
-19%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
600
500
500
2,800
4,000
3,300
Year-on-year % change
-
-8%
-4%
433%
46%
-17%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
450
800
850
900
1,000
1,200
Year-on-year % change
-
68%
6%
12%
7%
17%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
Government subsidised enrolments
TAFE fee for service enrolments
Completions



TAFE institutes delivered a majority of government subsidised Utilities enrolments in 2013, 85 per cent
of the total – significantly above the all-industry average of 37 per cent.
In 2013, the industry provided a relatively large number of apprenticeships. Apprentice enrolments
accounted for 41 per cent of enrolments, four times larger than the all-industry average of 10 per cent.
The proportion of traineeships in 2013 was also higher than the all-industry average, accounting for 26
per cent of enrolments compared to an average of 13 per cent.
86
Electricity supply activities include the generation, transmission and distribution of electricity and the on-selling of electricity
via power distribution systems operated by others. Gas supply includes the distribution of gas, such as natural gas or liquefied
petroleum gas, through mains systems. Water supply includes the storage, treatment and distribution of water; drainage
services include the operation of drainage systems; and sewage services include the collection, treatment and disposal of waste
through sewer systems and sewage treatment facilities.
Vocational Training: Victoria's Industry Report 2013
83
Training Dashboard
Figure 8.1: Share of industry enrolments compared against all industries, 2013
Table 8.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Course
Certificate III in ESI - Distribution
Advanced Diploma of Engineering
Technology - Electrical
Certificate III in ESI - Power Systems Distribution Overhead
Certificate III in Asset Maintenance
(Waste Management)
Advanced Diploma of ESI - Power
Systems
2012
Table 8.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
2013
200
Occupation
2012
2013
200
Electrical Distribution Trades Workers
300
350
150
100
Electrical Engineering Draftspersons
and Technicians
200
100
-
100
Recycling and Rubbish Collectors
200
100
150
70
Chemical, Gas, Petroleum and Power
Generation Plant Operators
100
80
50
40
Other Stationary Plant Operators
50
50
Industry Overview





87
The Utilities industry contributed an estimated $10.6 billion to the Victorian economy in 2012-13, around
3 per cent of Victoria's total gross value added. Over the five years to June 2013, this represents an
average annual growth of 20 per cent.87
There are an estimated 1,500 businesses operating in Victoria's Utilities industry Utilities has a high
concentration of small businesses (50 per cent sole traders; 42 per cent employing 1-19 employees).
Two per cent employ over 200 employees.
Forty-eight per cent of businesses have a turnover of $200,000 or more per annum. This is higher than
the average across all industries at 36 per cent.88
The Utilities industry is one of the smallest employing industries in Victoria. Approximately 34,800
people are employed in Victoria's Utilities industry, equating to about 1 per cent of all employment in
Victoria. However, the industry has been growing rapidly over the past five years. The industry has
seen employment growth of approximately 30 per cent (the second-highest rate of employment growth
of all Victorian industries), equating to around 8,100 employees.
The outlook over the next five years is for employment to continue to grow, increasing by approximately
10 per cent (or 3,500 jobs).89
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
89
Centre of Policy Studies, Monash University (2013) Labour Force Projections
84
Vocational Training: Victoria's Industry Report 2013
88

The Electricity Supply sub-sector accounts for the largest proportion of industry employment, 43 per
cent of the total. This is followed by the Water Supply, Sewerage and Drainage sub-sectors, with 31 per
cent of employment in the industry.
Figure 8.2: Share of employment by industry sub-sector, 2012–13
Key drivers of changing skills and training needs
The Victorian Utilities industry has been growing rapidly in response to large capital investments, requiring
increased numbers of operations and maintenance staff. While demand for training associated with
employment growth may now be reduced, the changing nature of required skill sets and expected
departures from the industry will continue to generate ongoing demand for skills development. Key drivers
of changing skills needs include:
 Increased focus on improving productivity. Industry productivity has been declining for several years.
Appropriately skilling the workforce is one way to aid productivity, and produce more with less.
 Environmental, political and legal factors are causing energy generation to transition away from coal to
clean energy (local, solar, wind, gas etc.), and waste to shift away from landfill to recycling. These
transitions require new skill sets.
 In addition, consumers are demanding more information about their energy and water use, which will
require skills in areas like brokerage, auditing and management.
 The industry has an older-than-average workforce and needs to attract younger workers into the
industry. Upcoming retirements will see an exit of skills from the workforce. Exits are likely to be highest
in ‘trades’ type roles, as older employees are known to leave these more physically demanding roles.
These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Vocational Training: Victoria's Industry Report 2013
85
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 2,300
employees per year required
over the five years to 2017-18
68%
750
vocational training enrolments
in 2013
82%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
56%
of industry employment
70%
of industry enrolments in 2013
74%
73%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Utilities industry with 2013 enrolments aligned to the industry.
Table 8.4 highlights the key occupations90 in the Utilities industry. Due to the diversity of the sub-sectors
within the industry, occupations have been listed by sub-sector. Forecasts presented in the table estimate
average annual employment needs for the relevant sub-sector. The average annual employment needs
include employment growth or decline and replacement demand91 by occupation for the next five years.

Over the next five years, the average annual employment needs for Utilities is expected to be
approximately 2,300 per year, with the highest employment need (around 1,000) in the Electricity
Supply sub-sector.
90
Key occupations are listed at the ABS 4-digit ANZSCO Unit Group level and were selected based on their relevance to the
sub-sector and the employment level within the sub-sector.
91
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
86
Vocational Training: Victoria's Industry Report 2013
Table 8.4: Key occupations by employment by sub-sector, 2012-13, and associated enrolments 2013
2012-13
employment
Occupation
Employment
growth to
2017-18
5-yr average
annual
employment need
VET
enrolments
2013
Electricity Supply
Electrical Distribution Trades Workers
1,130
110
150
350
Electricians
830
90
50
*
Electrical Engineers
570
120
50
-
100
-
10
30
Electrical Engineers
70
20
10
-
Electrical Distribution Trades Workers
70
-
10
*
Gas Supply
Plumbers
Water Supply, Sewerage and Drainage Services
Other Stationary Plant Operators
1,540
340
160
50
Civil Engineering Professionals
840
90
80
-
Building and Plumbing Labourer
620
-20
30
*
Waste Collection, Treatment and Disposal Services
Other Machine Operators
220
40
20
-
Earthmoving Plant Operators
210
-20
-
10
Forklift Drivers
150
20
10
-
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Note that occupations aligned to VET are highlighted in blue.
*VET qualifications not directly aligned to the Utilities industry and therefore outside the scope of this chapter.






When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Utilities-related training and industry requirements.
Within the Electricity supply sub-sector enrolments aligned to Electrical Distribution Trades employees
are higher than projected annual employment needs, however a high proportion of enrolments aligned
to this occupation are in apprenticeships. Given the duration of apprenticeships, enrolments may need
to increase to align with industry skills needs. The sub-sector also employs a significant number of
Electricians, however this occupation is not directly aligned to the Utilities industry, and so enrolments
are not shown here.
The projected annual employment need for plumbers within the Gas Supply sub-sector appears to be
well-balanced against the number of enrolments in the VET system.
Within the Water Supply, Sewerage and Drainage Services sub-sector enrolments reported against
Other Stationary Plant Operators are below the projected annual employment needs indicating a
potential misalignment.
Employment for Earthmoving Plant Operators is projected to decline within the Waste Collection,
Treatment and Disposal Services sub-sector, likely explaining the small number of enrolments in VET
training related to this occupation. The other key occupations listed within this sub-sector are not
serviced by the VET system.
Given the high proportion of TAFE fee for service delivery in the Utilities industry, further investigation
may be required as to the extent to which fee for service delivery may be meeting industry skills
requirements. More broadly, DEECD will continue to work with industry and training providers to
ensure that training provision is aligned with employer needs.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Utilities industry, including
an analysis of enrolments in areas of identified skill shortages or aligned to specialised occupations92.
92
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
87

The Utilities industry is primarily tested by a carbon-constrained future which is compounded by
demographic issues. Training packages are being designed (e.g. gas/electricity supply) to respond to
these developments. However much of the skills will need to come from general training, including
management skills development.
An ageing workforce, characteristic of the Utilities industry, may be addressed in part by an increased
recruitment effort to bring more young people into the industry. It will also be important to expand
training of new graduates to improve the efficiency of skills development (for example, by improving
completion rates and targeting support to areas of greatest need) without compromising outcomes.
Furthermore, there may be scope to incentivise older employees to stay in the industry by training them
in emerging skill sets like brokerage, auditing and management. As part of these workforce
development steps, it will be important for the industry to ensure that knowledge is effectively
transferred to younger employees.

Identified skills shortages in Utilities for 2013 include:







Electrical Engineer
Electrical Engineering Draftsperson
Electrical Engineering Technician
Plumber
Gasfitter
Electrical Linesworker
Technical Cable Jointer
Skills shortage occupations also relevant to Utilities include:


Fitter; Metal Machinist; Truck Driver
The proportion of enrolments in specialised and in shortage occupations is higher for Utilities when
compared with the all-industry average, 82 per cent compared with 41 per cent.
Enrolments in courses aligned to specialised / in shortage occupations have fallen between 2012 and
2013, in contrast to the 14 per cent increase averaged across all industries.

Table 8.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
500
450
500
850
750
650
Year-on-year % change
-
-12%
11%
68%
-9%
-17%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage
Alignment to skills needs in regions

In metropolitan Melbourne, the highest concentrations of business establishments in 2010-11 were in
Melbourne CBD; Dandenong and Parkdale in the south east; Narre Warren, Pakenham and
Cranbourne in the outer south-east; West Footscray in the west; and Thomastown in the north. In
regional Victoria, Utilities business establishments are located mostly in major regional centres, such as
Shepparton, Ballarat, Morwell, Bacchus Marsh, Warrnambool, Horsham, Kyneton and Traralgon.93
Sixty-four per cent of employment in the Utilities industry is concentrated in metropolitan Melbourne.
The highest concentration of employment within the Utilities industry in Victoria’s regions is within Inner
Metropolitan (30 per cent), Southern Metropolitan (14 per cent), and Eastern Metropolitan (11 per cent)
regions.94


93
DSDBI (2012) Business location in Victoria: A decade of change
94
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
88
Vocational Training: Victoria's Industry Report 2013
Figure 8.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS



The Inner Metropolitan region, the largest region in terms of Utilities employment, is also the largest
region in terms of government subsidised training delivery.
However, it accounts for a significantly higher proportion of training than its share of employment (55
per cent compared with 30 per cent).
There also appear to be potential gaps in alignment in regional Victoria, particularly in Gippsland where
the regional share of government subsidised enrolments falls below its share of Utilities employment
(10 per cent and 1 per cent respectively).
Table 8.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
300
300
350
500
350
450
Northern Metropolitan
200
150
200
150
150
100
20
10
20
60
100
60
100
60
30
70
80
60
40
60
30
60
90
50
-
-
-
-
20
20
70
60
30
60
70
20
Hume
Eastern Metropolitan
Southern Metropolitan
Loddon Mallee North
Geelong and Surrounds
Western Metropolitan
20
30
100
70
50
10
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
89
Figure 8.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 201395 insights can
be gained on the performance of the VET system in meeting the needs of the Utilities industry.


Utilities industry employers were satisfied overall with the VET system, with 74 per cent of employers
stating that they were satisfied. This is slightly higher than the all-industry average (73 per cent).
Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set up their own business. Within the Utilities industry
73 per cent of students reported job-related benefits from their training. This is slightly higher than the
all-industry average of 72 per cent.
Figure 8.5: Student and employer outcomes of vocational training
Electricity, Gas, Water and Waste Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
73%
Satisfied
Not-Satisfied
74%
Benefit
All- industry comparison
26%
No Benefit
27%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Utilities training when compared with all-industry averages.



Women, Culturally and Linguistically Diverse (CALD) and unemployed students were relatively underrepresented in Utilities industry training when compared with the all-industry average in 2013.
Enrolments by female students comprised 3 per cent of Utilities training delivery in 2013, compared
with an average across all industries of 44 per cent.
CALD students comprised 13 per cent of industry enrolments for this industry compared with an
average of 27 per cent. Enrolments by unemployed students accounted for 4 per cent of enrolments,
significantly less than the all-industry average of 25 per cent.
95
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
90
Vocational Training: Victoria's Industry Report 2013
Figure 8.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
91
Financial and Insurance
Services
Training Snapshot




Financial and
Insurance Services
industry covers banks, building
societies, credit unions, insurers,
superannuation providers, fund
managers, accountants and
financial planners and advisers
and is engaged in financial
transactions involving the
creation, liquidation, or change in
ownership of financial assets,
and/or in facilitating financial
transactions
The total number of government subsidised enrolments related to
the Financial and Insurance Services industry was 3,100 in 2013,
representing a decline of 51 per cent when compared with 2012.
This decline follows a very large increase in enrolments in 2011.
This decline may have been driven in part by the current
economic climate, and may also indicate a shift towards higher
education and away from VET delivery for this industry. VET
enrolments related to Financial and Insurance Services industry tend to be for higher level qualifications
– in 2013, 48 per cent of enrolments were at the Diploma level or above, compared to an average of 15
per cent across all industries – suggesting that substitution between VET and higher education is
possible for much of the training delivered for this industry.
There were 350 TAFE fee for service enrolments in 2013.
Reported Financial and Insurance Services course completions stood at 2,300 in 2013.
Table 9.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Financial and Insurance Services
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
1,000
1,400
1,700
6,700
6,300
3,100
Year-on-year % change
30%
28%
288%
-7%
-51%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
2,000
300
200
300
300
350
Year-on-year % change
-84%
-30%
13%
24%
14%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
850
1,100
1,500
1,900
4,500
2,300
Year-on-year % change
34%
30%
26%
143%
-49%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).




92
Private training providers accounted for a majority of training delivery in this industry, 88 per cent. This
compared with an average of 59 per cent private provision across all industries. TAFE Institutes
accounted for 12 per cent of Financial and Insurance Services training delivery, while Learn Local
provision in this industry was low (less than 1 per cent of 2013 enrolments).
A relatively high proportion of Financial and Insurance Services industry training is aligned to
traineeships, accounting for 18 per cent of training delivery in 2013 compared with an all industry
average of 13 per cent.
There were no apprentice enrolments recorded for this industry in 2013.
Ninety-nine per cent of enrolments aligned to the Financial and Insurance Services industry were at
Certificate III or above, much higher than the all industry average.
Vocational Training: Victoria's Industry Report 2013
Figure 9.1: Share of industry enrolments compared against all industries, 2013
Financial and Insurance Services industry
Learn Local
Training Dashboard
Provider type
TAFE
12%
All industries
Learn Local
Private
Provider type
88%
4%
0%
Trainee
Trainee
Apprentice
1%
Trainee
0%
90%
Band A
42%
Certificate III +
10%
Band D
58%
87%
Certificate I-II
Qualification
level
99%
Other
13%
Certificate III +
Band C
Subsidy band
90%
Trainee
82%
Other
10%
Other
18%
Certificate I-II
Qualification
level
59%
Apprentice
100%
Private
37%
Other
Apprentice
TAFE
Subsidy band
19%
Band B
Band C
34%
Band D
30%
Band E
8% 9%
0%
0%
Table 9.2: Top five occupations ranked by 2013 enrolments,
government subsidised, 2012–2013
Course
2012
Bank Workers
Financial Investment Advisers and
Managers
Credit and Loans Officers
Insurance Agents
Insurance, Money Market and
Statistical Clerks
2013
Table 9.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
Occupation
2012
2013
3,500
1,300
Certificate III in Financial Services
750
850
1,800
650
150
1,100
400
150
600
150
70
800
300
200
80
80
Diploma of Financial Planning
Certificate IV in Banking Services
Advanced Diploma of Financial
Planning
Certificate IV in General Insurance
30
100
Industry Overview





96
The Financial and Insurance Services industry contributed an estimated $33.1 billion to the Victorian
economy in 2012–13, around 11 per cent of Victoria's total gross value added, the largest contributing
industry to the Victorian economy. Over the five years to June 2013, the industry has grown by an
average annual rate of 4 per cent.96
The highest concentration of businesses within the Financial and Insurance Services industry were
within Insurance and Superannuation Funds sub-sector (42 per cent of all businesses) and Auxiliary
Finance and Insurance Services sub-sector (31 per cent of all businesses). Twenty-one per cent of
businesses had turnover of $200,000 or more per annum. This is lower than the average across all
industries at 36 per cent, reflecting the higher concentration of sole traders in the industry.97
Approximately 116,700 people were employed in Victoria's Financial and Insurance Services industry in
2012–13, equating to 4 per cent of all employment in Victoria. The industry has seen employment
growth of approximately 8 per cent over the last five years, equating to around 8,800 employees.
The Finance sub-sector accounts for the largest proportion of industry employment, 48 per cent of the
total. This is followed by the Auxiliary Finance and Insurance Services sub-sector, with 29 per cent of
employment in the industry.
The outlook over the next five years for Financial and Insurance Services is for employment to continue
to grow, increasing by approximately 11 per cent (or 12,800 jobs). 98
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
97
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012, CT
NO: 8165.0
98
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
93
Figure 9.2: Share of employment by industry sub-sector, 2012–13
Finance
23%
48%
Auxiliary Finance and
Insurance Services
29%
Insurance and
Superannuation Funds
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections



The overall performance of the Financial and Insurance Services industry is closely tied to the state of
the economy and financial markets. In the short term asset prices, equity and debt markets continue to
seek further stability while in the longer term, business and consumer confidence, market stability and
global economic recovery will play a central role in determining industry performance over the next five
years.
With sustainability reporting becoming mainstream, skill development will be required to support the
integration of sustainability into current businesses processes.99 Training in corporate governance,
business ethics and quality assurance also remains important.
Overall, businesses within the Financial and Insurance Services industry have a strong preference for
customised, current training products and service offerings which reflect the specific needs of the
organisation. There is also a preference for on-the-job training delivery.
The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
+ 6,700
employees per year required
over the five years to 2017-18
2%
of enrolments in courses
aligned to specialised occupations
The top three employing regions
accounted for
Skills needs in
regions
Employer and
student needs
83%
of industry employment
3,100
vocational training enrolments
in 2013
There were no
skills shortage occupations aligned to this
industry
These three regions accounted for
85%
of industry enrolments in 2013
81%
88%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Financial and Insurance Services with 2013 enrolment levels for qualifications
aligned to the industry.
Table 9.4 highlights the top ten employing occupations100 in the Financial and Insurance Services industry.
Forecasts presented in the table estimate average annual employment needs for this industry. Average
Innovation & Business Skills Australia (2103) Environmental Scan, 2013 – Challenges 2013/14
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
94
Vocational Training: Victoria's Industry Report 2013
99
100
annual employment needs include employment growth or decline and replacement demand101 by
occupation for the next five years.



Over the next five years, average annual employment needs for the Financial and Insurance Services
industry are expected to be approximately 6,700 per year. This compares with government subsidised
vocational training enrolments of 3,100 in 2013. As the higher education system also provides training
relevant to these occupations, this likely does not indicate a shortfall in training.
The three largest occupations by employment size include Bank Employees, Financial Investment
Advisers and Insurance, Money Market and Statistics Clerk.
Over the next five years, projected average annual employment needs for these employees are: 730
per annum for Bank Employees; 620 per annum for Financial Investment Advisers; and 270 per annum
for Insurance, Money Market and Statistics Clerks.
Table 9.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
Bank Workers
Financial Investment Advisers and
Managers
Insurance, Money Market and
Statistics Clerk
2012-13
employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
13,970
100
730
1,300
10,660
1,800
620
1,100
6,350
150
270
80
Credit and Loans Officers
5,290
610
390
400
Financial Brokers
5,080
80
230
60
Accountants
Other Hospitality, Retail and Service
Managers
Software and Application
Programmers
4,840
660
260
*
4,810
930
320
*
4,010
420
240
*
Financial Dealers
3,430
-
150
-
Advertising and Sales Managers
3,410
410
190
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Accommodation and Food Services and therefore outside the scope of this chapter.



When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Financial and Insurance Services-related training and industry requirements.
2013 training delivery aligned to Bank Employees, Financial Investment Advisers and Managers and
Credit and Loans Officers appears to be well-placed to meet anticipated average annual employment
needs.
Based on 2013 enrolments levels, training aligned to Insurance, Money Market and Statistics Clerks
and Financial Brokers may need to increase to meet anticipated employment needs over the next five
years. Further investigation is required to determine to what extent the skills needs of these
occupations are being met by other means (for example, fee for service delivery or higher education
qualifications).
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs by analysing training delivery in
areas of specialised occupations.


101
Across the state, employment in the Financial and Insurance Services industry has been turbulent due
to ongoing efficiencies created by technology and the impact of the Global Financial Crisis (GFC).
The Financial and Insurance Services industry has a natural focus on knowledge and analytical skills
requiring candidates from both higher education and those with vocational industry-based skills.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
Vocational Training: Victoria's Industry Report 2013
95

The use of ICT in Financial Services and the offshoring of lower skilled jobs 102 are also strong trends in
the industry and increase the reliance on training for a more highly skilled sector. ICT skill sets
important to the Financial and Insurance Services industry include data analysis, social media, security,
cloud computing and web and mobile based applications. The proportion of jobs that are at risk of being
offshored in this sector is twice as high as other services sectors. This highlights the importance of reskilling in an environment of industry restructure.
Table 9.5: Enrolments related to specialised occupations, government subsidised, 2008–2013
Specialised enrolments
Year-on-year % change
Year-on-year % change (all industries)

2008
-
2009
12%
2010
10
13%
2011
10
10%
18%
2012
100
773%
19%
2013
60
-43%
14%
In 2013, there were a total of 60 enrolments aligned to specialised occupations within the Financial and
Insurance Services industry, representing 2 per cent of training delivery. All enrolments were at the
Diploma and above qualification level.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Financial and Insurance
Services.


Over 80 per cent (5,680 establishments) of Financial and Insurance Services businesses were based in
metropolitan Melbourne, particularly in the Central Business District (CBD) and the surrounding inner
suburbs. Financial Services business establishments in regional Victoria are generally concentrated in
the major regional centres of Ballarat, Bendigo, Geelong, Latrobe Valley and Shepparton.103
The highest concentration of employment within the Financial and Insurance Services industry in
Victoria was within Inner Metropolitan (65 per cent), Eastern Metropolitan (11 per cent), and Southern
Metropolitan (7 per cent) regions.104
Figure 9.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS


102
103
104
96
The Inner Metropolitan region had the largest number of enrolments, with 2,500 in 2013 (83 per cent of
training in this industry).
Northern Metropolitan and Eastern Metropolitan accounted for 9 per cent and 4 per cent of industry
enrolments respectively. The remaining Victorian areas each delivered less than 100 enrolments
relating to this industry in 2013.
Innovation & Business Skills Australia (2013) Environmental Scan, 2013 – Challenges 2013/14
DSDBI (2012) Business location in Victoria: A decade of change
Regional Distribution are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013

Employment and training delivery aligned to the Financial and Insurance Services industry are both
concentrated with the metropolitan Melbourne area. Vocational training can therefore be thought to be
reasonably well aligned in terms of training delivery, although there may be some scope to increase the
proportion of training delivery in the Geelong & Surrounds region (currently accounting for 3 per cent of
employment and 1 per cent of training delivery.
Table 9.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
Inner Metropolitan
2008
2009
2010
2011
2012
2013
600
600
1,100
5,900
5,500
2,500
Northern Metropolitan
20
10
20
250
300
250
Eastern Metropolitan
150
100
150
200
200
100
40
30
20
20
20
40
Southern Metropolitan
100
150
200
150
40
30
Loddon Mallee North
40
40
40
40
30
20
Geelong and Surrounds
10
10
10
-
10
20
Loddon Mallee South
-
80
70
30
10
10
Western Metropolitan
40
40
30
40
10
10
Central Highlands
20
10
-
-
-
-
Great South Coast
-
20
20
20
20
-
Hume
-
10
10
10
10
-
Gippsland
Wimmera Southern Mallee
10
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 9.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013105 insights can
be gained on the performance of the VET system in meeting the needs of the Accommodation and Food
Services industry.
105
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
97
-


Financial and Insurance Services industry employers were satisfied overall with the VET system, with
81 per cent of employers stating that they were satisfied. This is considerably higher than the allindustry average (73 per cent).
Within the Financial and Insurance Services industry 70 per cent of students reported job-related
benefits following completion of their training qualification. These included being able to get a job,
change jobs, get promoted, expand or set up their own business. Despite high satisfaction from
employers, student job-related outcomes were lower when compared to the all industry average (72 per
cent). DEECD will continue to monitor the training market in 2014, to ensure that training provision is
aligned to student needs.
Figure 9.5: Student and employer outcomes of vocational training
Financial and Insurance Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
Satisfied
Not-Satisfied
81%
Benefit
70%
19%
No Benefit
30%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Financial and Insurance Services training when compared with all-industry averages.



In 2013, female students and those aged 25 and above were relatively well-represented among
Financial and Insurance training delivery
Enrolments by women accounted for 53 per cent of training delivery compared with an all-industry
average of 44 per cent.
Students aged 25 years and older made up 69 per cent of enrolments for this industry, significantly
more than the average across all industries (56 per cent).
Figure 9.6: Proportion of enrolments by student group, government subsidised, 2013
98
Vocational Training: Victoria's Industry Report 2013
Health Care and Social
Assistance
Health Care and
Social Assistance
is engaged in human services,
health care and social
assistance.
Training Snapshot



The total number of enrolments related to the Health Care and
in 2013, an increase of 12 per cent on 2012.
There were 18,000 TAFE fee for service enrolments in 2013,
although higher than the long term trend.
In 2013, the total number of reported completions for courses
Assistance industry, was 35,100, a 13 per cent increase since
cent average decline across all industries.
Social Assistance industry was 87,300
a decrease of 6 per cent since 2012,
aligned to the Health Care and Social
2012. This is in contrast to the 15 per
Table 10.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Health Care and Social Assistance
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
29,900
36,100
45,800
61,400
77,600
87,300
Year-on-year % change
21%
27%
34%
26%
12%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
10,100
14,600
16,000
13,500
19,100
18,000
Year-on-year % change
45%
9%
-15%
42%
-6%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
14,200
16,200
20,600
25,400
30,900
35,100
Year-on-year % change
14%
27%
23%
22%
13%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).




Private training providers accounted for a majority of training delivery in this industry, 62 per cent. This
compared with an average of 59 per cent private provision across all industries. TAFE providers
accounted for 28 per cent of Healthcare and Social Assistance training delivery, while Learn Local
training provision in this industry was relatively high at 10 per cent of enrolments.
The proportion of trainee enrolments, 8 per cent of industry training delivery, was lower than the all
industry average of 13 per cent.
There are less than 100 apprenticeship enrolments in Health Care and Social Assistance.
Ninety-eight per cent of enrolments aligned to the Health Care and Social Assistance industry were at
Certificate III and above, higher than the all industry average of 90 per cent.
Figure 10.1: Share of industry enrolments compared against all industries, 2013
Health Care and Social Assistance industry
Learn Local
Training Dashboard
Provider type
10%
TAFE
0%
45%
0%
10%
Trainee
Band B
Band C
52%
87%
Certificate I-II
Qualification
level
Band D
2%
Certificate III +
10%
90%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
98%
Band A
Subsidy band
Apprentice
Private
59%
Apprentice
92%
2%
TAFE
37%
Other
8%
Certificate I-II
Qualification
level
4%
Other
100%
Trainee
Trainee
Provider type
62%
28%
Apprentice
Apprentice
All industries
Learn Local
Private
19%
Band B
34%
Band C
Band D
30%
Band E
8% 9%
0%
Vocational Training: Victoria's Industry Report 2013
99
Table 10.2: Top five occupations ranked by 2013 enrolments, Table 10.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
2012
2013
Course
2012
2013
Child Carers
25,600
30,100
15,800
18,700
Aged and Disabled Carers
Welfare Support Workers
16,900
9,200
20,400
10,600
Certificate III In Children's Services
Diploma of Children's Services
(Early Childhood Education and
Care)
Certificate III in Aged Care
9,100
8,700
10,400
10,200
Enrolled and Mothercraft Nurses
7,200
7,600
Diploma of Nursing (Enrolled Division 2 Nursing)
6,100
7,200
Welfare, Recreation and Community
Arts Employees
3,800
3,900
Certificate III in Home and
Community Care
4,400
5,600
Industry Overview





The Health Care and Social Assistance industry contributed an estimated $22.9 billion to the Victorian
economy in 2012-13, around 7 per cent of Victoria's total gross value added. Over the five years to
June 2013, this represents an average annual growth of 7 per cent.106
High demand for care from an ageing population (often with marked regional differences), alongside
associated increases in chronic conditions and disability, is increasing the demand for both health care
and community services roles. This is compounded by the demand for care within the community as
people elect to stay in their homes, rather than residential care, increasing the need for workforce in all
regions, but also changing the mix of skills required from this workforce.
Government reforms, designed to move the industry towards a client-led model of funding and care are
resulting in greater emphasis on generalist employees with backup from specialists. This places
additional requirements on the VET sector for both qualification and skills sets, as well as the need for
greater pathways between VET and higher education.
Approximately 343,900 people were employed in Victoria's Health Care and Social Assistance industry,
equating to around 12 per cent of all employment in Victoria. The industry has seen employment grow
by around 28 per cent over the last five years, equating to around 74,400 employees.
The Medical Services sub-sector accounts for the largest proportion of industry employment, 34 per
cent of the total. This is followed by the Hospitals sector, with 28 per cent of employment in the
industry.
Figure 10.2: Share of employment by industry sub-sector, 2012–13
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections

106
There were an estimated 25,200 businesses operating in Victoria's Health Care and Social Assistance
industry, 5 per cent of all businesses across the state. Health Care and Social Assistance has a high
concentration of small businesses (52 per cent sole traders; 43 per cent employing 1-19 employees).
Four per cent of businesses employed between 20 to 199 employees.
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
100
Vocational Training: Victoria's Industry Report 2013


The highest concentration of businesses within the Health Care and Social Assistance industry was in
the Medical and Other Health Care Services sub-sector (88 per cent of all businesses) and the Social
Assistance Services sector (7 per cent of all businesses). Forty-nine per cent of businesses have a
turnover of $200,000 or more per annum. This is higher than the average across all industries at 36 per
cent.107
The outlook over the next five years for Health Care and Social Assistance is for employment to
continue to grow, increasing by approximately 9 per cent (or 29,400 jobs).108
The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 21,600
employees per year required
over the five years to 2017-18
38%
87,300
vocational training enrolments
in 2013
87%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
53%
of industry employment
49%
of industry enrolments in 2013
80%
81%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Health Care and Social Assistance with 2013 enrolment levels for
qualifications aligned to the industry.
Table 9.4 highlights the top ten employing occupations109 in the Health Care and Social Assistance industry.
Forecasts presented in the table estimate average annual employment needs for this industry. Average
annual employment needs include employment growth or decline and replacement demand 110 by
occupation for the next five years.



107
Over the next five years, average annual employment needs for Heath Care and Social Assistance is
expected to be approximately 21,600.
The three largest occupations by employment size include Registered Nurses, Aged and Disabled
Carers and Receptionists.
Average annual employment needs over the next five years within Health Care and Social Assistance
for these occupations are: 2,640 per annum for Registered Nurses; 1,630 per annum for Aged and
Disabled Carers; and 1,090 per annum for Receptionists.
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
108
Centre of Policy Studies, Monash University (2013) Labour Force Projections
109
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
110
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
Vocational Training: Victoria's Industry Report 2013
101
Table 10.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
Employment
Occupation
Employment
Growth to 2017-18
5-yr Average Annual
Employment Needs
VET Enrolments
2013
Registered Nurses
54,050
4,450
2,640
-
Aged and Disabled Carers
29,130
4,760
1,630
20,400
Receptionists
22,900
1,500
1,090
1,000
Child Carers
19,480
-1,690
440
30,100
Nursing Support Employees
Generalist Medical
Practitioners
15,940
-100
510
3,200
14,040
1,450
980
-
Kitchenhands
7,500
260
440
*
Welfare Support Workers
6,170
360
360
10,600
Social Employees
6,070
1,710
770
-
Medical Technicians
5,750
990
540
1,400
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Health Care and Social Assistance and therefore outside the scope of this chapter.

When comparing projected annual employment needs with 2013 enrolment levels, a sense of alignment
between government subsidised training delivery and industry requirements may be established.
Based on vocational training enrolment figures for 2013, enrolments for courses related to Aged and
Disabled Carers, Receptionists, Child Carers, Nursing Support Workers, Welfare Support Workers and
Medical Technicians appear to be well-placed to meet expected average annual employment needs,
and in some cases, surpass industry needs.

Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Health Care and Social
Assistance industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations111.
Identified skills shortages in Health Care and Social Assistance for 2013 include:











111
Child Care Centre Manager
Health Information Manager
Sonographer
Physiotherapist
Registered Nurse
Enrolled Nurse
Community Worker
Disability Services Officer
Residential Care Officer
Aged or Disabled Carer









Welfare Centre Manager
Medical Diagnostic Radiographer
Occupational Therapist
Midwife
Welfare Worker
Aboriginal and Torres Strait Islander Health
Worker
Family Support Worker
Child Care Worker
Clinical Coder
In 2013, there were a total of 79,600 enrolments related to specialised occupations or those
experiencing skills shortages within the Health Care and Social Assistance industry, 91 per cent of total
training in the industry. This is significantly above the proportion of enrolments aligned to specialised or
in shortage occupations across all industry training (41 per cent).
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
102
Vocational Training: Victoria's Industry Report 2013
Table 10.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2008
27,600
-
2009
32,700
19%
12%
2010
41,700
27%
13%
2011
55,300
33%
18%
2012
70,300
27%
19%
2013
79,600
13%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Health Care and Social
Assistance.



In metropolitan Melbourne, Health Care and Social Services industry businesses are broadly spread
throughout the city and suburbs, reflecting the population service delivery nature of the industry.
Similarly, in regional Victoria, most of the business establishments are in the 10 largest population
centres including Geelong, Bendigo and Ballarat.112
Seventy-three per cent of employment in the Health Care and Social Assistance industry is located
within Metropolitan Melbourne, with 27 per cent located in regional Victoria.
The highest concentration of employment within the Health Care and Social Assistance industry in
Victoria is within Inner Metro (19 per cent), Eastern Metro (18 per cent), and Southern Metro (16 per
cent) regions.113
Figure 10.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS



112
113
Southern Metropolitan has the largest number of enrolments with 18,000 in 2013 (21 per cent of
training delivery).
In metropolitan Melbourne, where most of the industry employment is concentrated, the alignment of
training delivery to regional needs is mixed. The Western and Southern Metro areas have significantly
higher proportions of enrolments than employment, whereas Eastern Metropolitan has a significantly
lower proportion of enrolment than employment. This may indicate opportunities for improved alignment
between training delivery and regional needs in the metropolitan areas.
Training delivery and employment appear to be more closely aligned in regional Victoria.
DSDBI (2012) Business location in Victoria: A decade of change
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
103
Table 10.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
Southern Metropolitan
2008
4,600
2009
5,600
2010
7,200
2011
11,400
2012
15,200
2013
18,000
Inner Metropolitan
4,800
4,900
6,900
9,500
12,300
15,300
Western Metropolitan
1,700
2,200
3,400
5,900
8,900
12,700
Northern Metropolitan
2,600
4,000
4,800
6,500
9,200
9,600
Eastern Metropolitan
3,500
4,400
6,600
8,500
9,400
9,400
Hume
2,500
3,500
3,700
3,600
4,400
5,500
Geelong and Surrounds
1,900
2,800
3,400
4,600
5,500
5,000
Gippsland
1,700
2,200
2,500
2,500
3,100
2,600
Loddon Mallee South
1,100
1,400
1,900
2,000
2,300
2,100
Central Highlands
1,200
1,400
1,500
1,700
2,000
2,000
Loddon Mallee North
800
1,000
1,100
1,300
1,500
1,800
Great South Coast
900
1,100
950
1,200
1,200
1,300
Wimmera Southern Mallee
450
500
550
450
550
550
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 10.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013 114 insights can
be gained on the performance of the VET system in meeting the needs of the Health Care and Social
Assistance industry.


Employers in the Health Care and Social Assistance industry are seeking units of competency and
qualifications that complement workforce development priorities, especially around working in
autonomous environments, promoting skills portability across aligned sectors and assisting to improve
management and leadership capability across the industry. Training providers need to maintain the
currency of their delivery and the skills of training staff to meet changing needs of the sector.
Employers from the Health Care and Social Assistance industry were satisfied overall with the VET
system, with 80 per cent of employers stating that they were satisfied. This is higher than the all
industry average (73 per cent).
114
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
104
Vocational Training: Victoria's Industry Report 2013

Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set-up their business. Within the Health Care and
Social Assistance industry 81 per cent of students reported job-related benefits from their training. This
is higher than the all industry average (72 per cent).
Figure 10.5: Student and employers outcomes of vocational training
Health Care and Social Assistance
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Satisfied
Not-Satisfied
80%
Benefit
All- industry comparison
20%
Employers
satisfied with
VET system
19%
Students
reporting jobrelated benefit
from VET
No Benefit
81%
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Health Care and Social Assistance training when compared with all-industry averages.





Most student groups were relatively well represented in Health Care and Social Assistance training
when compared to all industry averages.
Culturally and Linguistically Diverse (CALD) students comprised 37 per cent of enrolments for this
industry, more than the average across all industries of 27 per cent.
Female students comprised 85 per cent of enrolments for the Health Care and Social Assistance
industry, significantly above the average across all industries (44 per cent).
Unemployed students accounted for 35 per cent of enrolments for this industry, which was higher than
the all industry average (25 per cent).
Students aged 25 years and older made up 70 per cent of enrolments for this industry, also above the
average across all industries (56 per cent).
Figure 10.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
105
Information Media and
Telecommunications
Information Media and
Telecommunications is
engaged in creating, enhancing and
storing information products in
media that allows for their
dissemination; transmitting
information products using
analogue and digital signals and/or
operating the infrastructure to
enable the transmission and
storage of information and
information products.
Training Snapshot



The total number of government subsidised enrolments related
to the Information, Media and Telecommunications (IMT)
industry was 3,300 in 2013, a decline of 15 per cent when
compared with 2012. This decline may have been driven in
part by the current economic climate.
There were 1,700 TAFE fee for service enrolments in 2013.
There were 2,100 reported completions in IMT qualifications in 2013.
Table 11.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Information, Media and Telecoms
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
2,100
3,000
3,500
3,800
3,900
3,300
Year-on-year % change
42%
16%
8%
3%
-15%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
600
1,700
2,300
2,400
2,100
1,700
Year-on-year % change
187%
36%
2%
-11%
-20%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
650
450
1,000
1,500
2,200
2,100
Year-on-year % change
-31%
138%
49%
40%
-4%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).





TAFE Institutes accounted for a majority of training delivery in 2013, 81 per cent of government
subsidised enrolments. Private training providers accounted for 17 per cent of IMT training delivery,
while Learn Local provision in this industry comprised 2 per cent of 2013 enrolments.
Traineeships accounted for a relatively low proportion of IMT training in 2013 when compared with the
average across all industries, 8 per cent of enrolments compared with an average of 13 per cent.
There were no IMT apprenticeships in 2013.
In 2013, the highest concentrations of enrolments were in the Diploma of Specialist Make-up Services,
the Certificate IV in Sound Production and the Diploma of Library and Information Services.
The top ten courses in the industry accounted for 69 per cent of all enrolments in 2013.
Figure 11.1: Share of industry enrolments compared against all industries, 2013
Information Media and Telecommunications industry
Learn Local
TAFE
Training Dashboard
Provider type 2%
81%
17%
Provider type
4%
Apprentice
0%
Trainee
8%
6%
Trainee
Band B
Band C
33%
87%
Certificate I-II
Qualification
level
Band D
45%
Certificate III +
10%
90%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
94%
22%
10%
Other
92%
Certificate I-II
Qualification
level
Apprentice
Private
59%
Apprentice
100%
Trainee
TAFE
37%
Other
Subsidy band
0%
106
All industries
Learn Local
Private
19%
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8% 9%
Table 11.2: Top five occupations ranked by 2013 enrolments, Table 11.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
2012
2013
Performing Arts Technicians
Telecommunications Trades
Employees
Other Miscellaneous Clerical and
5,200
9,200
7,600
6,500
Administrative Workers
Gallery, Library and Museum
Technicians
Library Assistants
9,000
5,800
18,500
1,300
5,700
2,900
Course
Diploma of Specialist Make-up
Services
Certificate IV in Sound Production
Diploma of Library and Information
Services
Advanced Diploma of Screen and
Media
Diploma of Screen and Media
2012
2013
350
300
450
300
10
250
250
300
250
250
Industry Overview





The IMT industry contributed an estimated $11.3 billion to the Victorian economy in 2012–13, around 4
per cent of Victoria's total gross value added. Over the five years to June 2013, this represented an
average annual growth of 1 per cent.115 Nationally, Australia has the 15th largest IMT market globally
and the 5th largest in the Asia Pacific region.
Twenty-nine per cent of IMT businesses have turnover of $200,000 or more per annum. This is lower
than the average across all industries at 36 per cent.116
Approximately 61,800 people were employed in Victoria's Information Media and Telecommunications
industry in 2012–13, equating to approximately 2 per cent of all employment in Victoria. The
Telecommunications Services sub-sector accounted for the largest proportion of industry employment
in 2012–13, 41 per cent of the total. This was followed by the Publishing sub-sector, with 21 per cent of
employment in the industry.
The industry has seen relatively low employment growth of approximately 1 per cent over the last five
years, equating to around 500 employees.
The outlook over the next five years for Information Media and Telecommunications is for employment
to grow more strongly, increasing by approximately 9 per cent (or 5,300 jobs).117
Figure 11.2: Share of employment by industry sub-sector, 2012–13
Telecommunications Services
6%
Publishing
9%
9%
41%
Motion Picture and Sound Recording
Activities
Broadcasting
13%
Library and Other Information Services
Internet, Web and Data Services
21%
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections

115
The IMT industry is undergoing technology driven change with the transition to digital content (e.g. land
line to wireless, paper to online)118. While in recent years the industry has been weaker, output and
business trends indicate improved performance. Continued growth in use of devices such as
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
116
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
117
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Department of State Development, Business and Innovation (DSDBI) (2013) Information Media and Telecommunications –
Services Sector Industry Analysis
Vocational Training: Victoria's Industry Report 2013
107
118


smartphones and tablets and related applications and services as well as the expansion of key digital
economy infrastructure such as 4G mobile networks and the National Broadband Network (NBN) are
also defining the continued transformation within the industry119.
At the same time, growth in the digital economy continues, with increases in levels of internet access,
frequency of internet use and growth in the intensity of online engagement.120
This increased engagement with the digital economy continues to shape and challenge existing
business models in the face of changing consumer communications and media preferences and
continues to put pressure on the training market to maintain currency in products and services.121
The ‘Training Alignment’ section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment
Training Alignment Summary 2013
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 4,100
employees per year required
over the five years to 2017-18
5%
3,300
vocational training enrolments
in 2013
16%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
80%
of industry employment
59%
of industry enrolments in 2013
50%
64%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Information Media and Telecommunications with 2013 enrolment levels for
qualifications aligned to the industry.
Table 11.4 highlights the top ten employing occupations122 in the IMT industry. Forecasts presented in the
table estimate average annual employment needs for this industry. Average annual employment needs
include employment growth or decline and replacement demand123 by occupation for the next five years.



119
Over the next five years, average annual employment needs for the Information, Media and
Telecommunications industry are expected to be approximately 4,100 per year.
The top three largest occupations by employment size included Telecommunications Trades,
Journalists and Other Writers and Telecommunications Engineering Professionals.
Projected average annual employment needs over the next five years within IMT for these occupations
are: 220 per annum for Telecommunications Trades; 350 per annum for Journalists and Other Writers;
and 220 per annum for Telecommunications Engineering Professionals.
Department of Communications (2014) Communications Report, 2012-13
Department of Communications (2014) Communications Report, 2012-13
121
Department of Communications (2014) Communications Report, 2012-13
122
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
123
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
108
Vocational Training: Victoria's Industry Report 2013
120
Table 11.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
Telecommunications Trades
Employees
2012-13
employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
3,450
-240
220
350
Journalists and Other Writers
3,210
500
350
*
Telecoms Engineering Professionals
2,690
500
220
-
Inquiry Clerks
2,510
210
130
-
Advertising and Sales Managers
1,830
220
100
-
Librarians
1,740
-90
150
-
Film, TV, Radio and Stage Directors
1,730
200
200
*
ICT Managers
1,700
80
80
-
Sales Representatives
1,650
100
70
*
Graphic and Web Designers
1,580
240
100
*
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Information Media and Telecommunications and therefore outside the scope of this
chapter.


When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
IMT training and industry requirements.
Current enrolment levels of 350 in 2013 levels would indicate that training delivery aligned to the
occupation Telecommunications Trades Worker appear to be well-placed to meet projected average
annual employment needs of 220 per annum through to 2017–18.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Information Media and
Telecommunications industry, including an analysis of enrolments in areas of identified skill shortages or
aligned to specialised occupations124.





124
Telecommunications Technical Officers are identified as both a specialised occupation and an
experiencing skills shortages in Victoria. This occupation has experienced recent high growth, which is
expected to continue. Moreover, the roll-out of the NBN is also expected to increase demand for this
occupation.125 Employment trends in this occupation will be watched closely over 2014 with the
changing federal policy environment.
Cablers and Telecommunications Lineseworkers are also identified as both occupations in skills
shortage and specialised occupations.
A broader project and integrated solutions management skill set is required by the whole IMT industry
to enable the identification, analysis and implementation of new technologies and will be a critical area
of growing skills need.126
Overall, changes in the industry are fast and constant, making it difficult for training courses to reflect
current industry skills needs. It will be necessary to continue to facilitate stronger engagement between
training providers and industry to align training delivery to workforce needs, particularly in relation to
specialist skills, and to promote innovative and sustainable delivery models to enhance student
retention127.
Improving completion rates for VET qualifications in IMT remains a challenge, as does recruiting
suitably-qualified VET practitioners to maintain quality in training delivery.
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
125
2013 IBSA Environmental Scan of the Information and Communications Technology Industry; DEECD Skills analysis
tool/Australian Workforce and Productivity Agency
126
127
Allen Consulting Group (2012) The Future of Skills in Services in Victoria, report to DSDBI
Innovation & Business Skills Australia (2013) E-scan 2013 ICT Industry
Vocational Training: Victoria's Industry Report 2013
109
Identified skills shortages in Information Media and Telecommunications for 2013
include:



Telecommunications Technical Officer or Technologist
Cabler (Data and Telecommunications)
Telecommunications Linesworker
Skill shortage occupations also relevant to Information Media and Telecommunications:


Vocational Education Teacher
In 2013, there were a total of 550 enrolments aligned to specialised or in shortage occupations within
the IMT industry, 16 per cent of total industry training.
This is below the proportion of enrolments aligned to specialised or in shortage occupations across all
industry training (41 per cent).

Table 11.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
200
-
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2009
600
177%
12%
2010
700
18%
13%
2011
500
-29%
18%
2012
500
7%
19%
2013
550
2%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of regional employment in Information Media and
Telecommunications.

Eighty-five per cent of IMT industry employment is located within metropolitan Melbourne, with 15 per
cent in regional Victoria.
In regional Victoria, in the five years to 2006-11 there were large decreases in the number of IMT
business establishments in the north, north western and eastern regions of the state, and strong
increases in regional centres and the peri-urban areas of Melbourne.128
The highest concentration of employment within the IMT industry in Victoria was within the Inner
Metropolitan (59 per cent), Eastern Metropolitan (14 per cent), and Southern Metropolitan (8 per cent)
regions.129



Figure 11.3: Regional share of employment and enrolments
Employment (% of Total)
Enrolments (% of Total)
59%
39%
14%
2%
Geelong &
Surrounds
14%12%
1%
3%
Great
South
Coast
2% 1%
2% 2%
0% 0%
Gippsland Central Wimmera
Highlands Southern
Mallee
2% 1%
1% 0%
2% 1%
Hume
Loddon
Mallee
North
Loddon
Mallee
South
11%
8% 9%
4%
Eastern
Metro
6%
Northern Southern Western
Metro
Metro
Metro
Source: ABS (2011) Census of Population and Housing, SVTS
128
DSDBI (2012) Business location in Victoria: A decade of change
129
Regional Distribution are estimates only based on ABS (2011) Census of Population and Housing
110
4%
Vocational Training: Victoria's Industry Report 2013
Inner
Metro


Inner Metropolitan Melbourne had the largest number of enrolments with 1,300 in 2013, in line with its
status as the largest employer in this industry
Geelong and Surrounds accounts for a relatively high proportion of training in this industry when
compared with its share of employment – 14 per cent compared with 2 per cent. Table 11.6:
Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
650
2009
700
2010
1,100
2011
1,200
2012
1,400
2013
1,300
20
40
90
100
300
450
Eastern Metropolitan
600
850
700
750
650
400
Northern Metropolitan
200
400
450
350
450
350
Southern Metropolitan
100
200
350
450
350
300
Western Metropolitan
200
150
200
200
350
200
Great South Coast
30
100
100
80
80
100
Central Highlands
70
50
90
100
70
50
Hume
70
80
70
50
70
30
Loddon Mallee South
Inner Metropolitan
Geelong and Surrounds
10
10
30
30
60
30
Gippsland
-
60
70
40
40
30
Loddon Mallee North
-
10
10
10
20
10
20
10
Wimmera Southern Mallee
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 11.4: Regional share of enrolments, 2008 and 2013
The following case study gives an example of DEECD’s work in bringing together training providers and
employers in areas of skills needs.
Vocational Training: Victoria's Industry Report 2013
111
Case Study Workers in Transition Program – The Lonely Planet
DEECD’s Workers in Transition (WiT) Program works with businesses facing closures or restructuring,
to provide retrenched staff with tailored training and a qualification to assist them in the transition to new
employment. It gives redundant workers more favourable access to a funded training place
regardless of eligibility for the Victorian Training Guarantee (VTG) in order to support their
reskilling as they transition to new employment.
Issues
DEECD Market Facilitation
Outcomes
In July 2013,
Lonely Planet
announced a
number of
redundancies as
a result of a
restructuring of
the company's
global
operations.
In response, DEECD, together with the
Department of State Development, Business and
Innovation
(DSDBI)
met
with
company
management and offered assistance under the
WiT program.
There have been a number of
queries from individuals
focusing on specific courses
and queries about entitlement
under the program, indicating
positive engagements with the
WiT program.
DEECD helped establish channels between
employers and providers to support their
employees facing redundancies, advising clients
about the training market and how to engage with
the market more effectively and efficiently.
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013130, insights can be gained on the performance of the
VET system in meeting the needs of the Information, Media and Telecommunications industry.

Employers in the IMT industry were somewhat satisfied overall with the VET system, with 50 per cent of
employers stating that they were satisfied. This is, however, significantly lower than the all-industry
average of 73 per cent. This reinforces the requirement for greater engagement between employers
and the training market to ensure currency of content, quality service delivery and innovative delivery
models. DEECD will continue to monitor the training market in 2014, to ensure that training provision is
aligned to employer needs.
Students who reported a job-related benefit following completion of their training qualification were able
to get a job, change jobs, get promoted, expand or set-up their business. Within the IMT industry 64 per
cent of students reported job-related benefits from their training. Again, this was lower when compared
to the all industry average (72 per cent).

Figure 11.5: Student and employer outcomes of vocational training
Information Media and Telecommunications
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
64%
Satisfied
Not-Satisfied
50%
Benefit
All- industry comparison
50%
No Benefit
36%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Information, Media and Telecommunications training when compared with all-industry
averages.
 In 2013, Culturally and Linguistically Divers (CALD) students and those aged 25 and above were
relatively under-represented in IMT industry training when compared with all-industry averages.
130
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
112
Vocational Training: Victoria's Industry Report 2013


CALD students comprised 16 per cent of enrolments for this industry, significantly less than the average
across all industries of 27 per cent.
Students aged 25 years and older made up 30 per cent of enrolments for this industry, compared with
an all-industry average of 56 per cent.
Figure 11.6: Enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
113
Manufacturing
Manufacturing
covers the physical or
chemical transformation of
materials, substances or
components into new
products drawn from raw
materials that are products
of Agriculture, Forestry,
Fishing and Mining, or
products of other
Manufacturing units.
Training Snapshot

The total number of government subsidised enrolments related to
Manufacturing was 43,500 in 2013. This was an increase of 4 per cent
on 2012.
In contrast, TAFE fee for service enrolments, which accounted for 13 per
cent of reported training delivery in Manufacturing in 2013, have fallen
since 2012.
In 2013, the total number of completions for courses aligned to the
Manufacturing industry was 15,500, a 14 per cent increase since 2012.


Table 12.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Manufacturing
2008
2009
2010
2011
2012
2013
27,000
23,500
27,200
33,700
41,700
43,500
Year-on-year % change
-
-13%
16%
24%
24%
4%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
7,200
6,400
6,300
5,500
6,600
6,500
Year-on-year % change
-
-12%
-2%
-12%
20%
-3%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
7,300
7,100
6,900
10,200
13,600
15,500
-
-3%
-3%
48%
33%
14%
Government subsidised enrolments
TAFE fee for service enrolments
Completions
Year-on-year % change
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



Private training providers delivered a majority of industry training in 2013, higher than the average of 59
per cent across all industries. Learn Local provision in this industry is comparatively low.
At 15 per cent, apprenticeship enrolments were higher for Manufacturing training compared to the all
industry average.
Manufacturing also reported a higher proportion of trainee enrolments (31 per cent) compared to the
average across all industries (13 per cent).
Figure 12.1: Share of industry enrolments compared against all industries, 2013
Manufacturing industry
Learn Local
Provider type
TAFE
All industries
Learn Local
Private
Provider type
68%
32%
4%
TAFE
Private
37%
59%
Training Dashboard
0%
Apprentice
Apprentice
15%
30%
Trainee
26%
Band B
Band C
57%
87%
Certificate I-II
Qualification
level
91%
Band D
Band E
6%
10%
90%
19%
0%
114
Certificate III +
10%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
70%
9%
Band A
Subsidy band
10%
Other
Certificate I-II
Qualification
level
Apprentice
85%
Trainee
Trainee
Apprentice
Other
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8%
9%
Table 12.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
Table 12.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2013
Occupation
2012
2013
10
4,500
Engineering Production Workers
8,100
13,500
Certificate III in Process Manufacturing
Certificate III in Competitive Systems
and Practices
Certificate IV in Competitive
Manufacturing
9,600
4,500
Other Factory Process Workers
9,800
5,100
-
3,600
3,900
4,700
5,200
3,300
Food and Drink Factory Workers
Meat Boners and Slicers, and
Slaughterers
3,000
2,600
Certificate III in Food Processing
1,500
2,700
Sheetmetal Trades Workers
2,400
2,500
Certificate IV in Competitive Systems
and Practices
2012
Industry Overview





Manufacturing is a key part of the Victorian economy. It contributed an estimated $25.6 billion to the
economy in 2012-13, around 8 per cent of Victoria's total gross value added.131 Despite a recent decline
of 1 per cent, the industry remains the third largest contributor in Victoria.
There are an estimated 24,900 businesses operating in Victoria's Manufacturing industry, 5 per cent of
all businesses across the state. Manufacturing has a high concentration of small businesses (41 per
cent sole traders; 47 per cent employing 1-19 employees). Only 1 per cent of businesses employ over
200 employees.132
The industry has a higher than average number of businesses (54 per cent) with a turnover of $200,000
or more per annum, compared to the average across all industries of 36 per cent.133
Manufacturing is also the third largest employing industry in Victoria. Approximately 296,900 people are
employed in Victoria's Manufacturing industry, equating to about 10 per cent of all employment in
Victoria.134 However, the industry has seen an employment decline of approximately 8 per cent over the
last five years, a loss of around 26,100 employees.
In 2013, the largest proportion of Manufacturing employment was concentrated in the Food Product
Manufacturing sub-sector (22 per cent), followed by the Transport Equipment Manufacturing subsector, which accounted for 13 per cent of industry employment.
Figure 12.2: Share of employment by industry sub-sector, 2012–13
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Key drivers of changing skills and training needs
The Manufacturing industry, whilst experiencing declining trends in output and employment over recent
years, remains central to the Victorian economy. Lately, it has been under significant pressure from a range
131
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
133
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
134
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
115
132
of macroeconomic factors, including a volatile Australian dollar and increased international competition.
Despite the challenges faced by the industry, however, continued opportunities exist in sectors such as food
processing while emerging opportunities have been identified in establishing niche areas in knowledgeintensive manufacturing (for example, pharmaceuticals). However, capitalising on such opportunities will
require a highly skilled workforce and stellar management systems.
Industry research135 has identified a number of key change drivers influencing industry skills requirements:

The significant structural change in the industry, as resources shift to take advantage of emerging
opportunities in areas of upstream processing, suppliers of machinery and equipment and in niche
areas, such as knowledge-intensive manufacturing.
A requirement for strong leadership to help realise and capitalise on these opportunities, including the
need for better management skills.
The challenging overall economic environment, which influences the performance of this industry,
negatively impacting on employment and output. In particular, the strong Australian dollar has
increased pressure on the industry’s international competitiveness and production costs. This has been
further aggravated by relatively slow growth in labour productivity.
Technological advancement in the industry is leading to evolving job roles which require employees to
have higher and/or greater breadth of skills and use of technology.
In order to continue to be a global competitor, the industry needs a more flexible workforce, and
upskilling and cross skilling is a high priority for this industry. Consequently, it is important to promote a
workplace culture that supports innovation and growth. Strong foundation skills are essential for
achieving this.
The Manufacturing workforce is also ageing, leading to increasing demands for new, skilled recruits.





These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Case Study Boat Building Training Project
DEECD’s $6 million initiative, the Industry in Transition and Specialist Training Initiative (ITSTI), has
introduced a project to develop a model to support boat building training delivery. The impetus for this
project, the interventions and the outcomes are outlined as follows:
Issues
DEECD Market Facilitation
Outcomes
 In recent years,
maintaining training in
boating construction in
Victoria has been
difficult due to falling
enrolment numbers and
high infrastructure and
delivery costs.
 Victoria University (the
only RTO in Victoria
approved to deliver the
Certificate III in Marine
Craft Construction)
ceased training delivery
in 2012.
 This course is a
pathway to employment
for Shipwrights, a vital
occupation within the
boating industry.
In response to the cessation, DEECD
built channels between the Boating
Industry Association of Victoria (BIAV)
and providers and provided information
to advise clients of the training market on
how to engage with the market more
effectively and efficiently. These efforts
sought to improve the alignment
between
training
delivery
and
employment outcomes pursued by the
boating industry.
 Delivery of the Certificate III
in Marine Craft Construction
by a Victorian TAFE institute
 Delivery of the Certificate III
in Marine Craft Construction
by an interstate TAFE
institute
 Alternative trade training
programs in relevant areas
by a Victorian TAFE institute
or private RTO
 Workplace- and campusbased delivery by a TAFE
institute/RTO of an
alternative trade training
program with some
specialisation in marine craft
construction
 Overseas delivery of the
New Zealand National
Certificate in Boat Building
The Victorian Government will continue to work with BIAV, employers and training providers to ensure
a sustainable training response is implemented to support the boating industry.
135
Manufacturing Skills Australia (2012 and 2013) Environmental Scans; Deloitte Access Economics (2012) ITAB Market
Effectiveness Report; IBIS World (2012 and 2013) Various Reports; Department of Innovation, Industry, Science and Research
(2010) Various Reports.
116
Vocational Training: Victoria's Industry Report 2013
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
43,500
+ 20,000
vocational training enrolments
in 2013
employees per year required
over the five years to 2017-18
23%
12%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
36%
56%
of industry enrolments in 2013
of industry employment
65%
78%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Manufacturing industry with 2013 enrolment levels for qualifications
aligned to the industry.
Table 12.4 highlights the top ten employing occupations136 in the Manufacturing industry. Forecasts
presented in the table estimate the expected average annual employment needs. Average annual
employment needs include employment growth or decline and replacement demand 137 by occupation for
the next five years.

Over the next five years within the Manufacturing industry, average annual employment needs are
expected to be approximately 20,000 employees per year. This compares with vocational training
delivery of 43,500 government subsidised enrolments in 2013.
Within Manufacturing, the top occupations by employment size include Production Managers, Packers
and Product Assemblers.
Average annual employment needs over the next five years within Manufacturing for these occupations
are estimated at: 810 per annum for Production Managers; 670 per annum for Packers and; 590 per
annum for Product Assemblers.


Table 12.4: Top ten occupations by employment, 2012-13, and associated enrolments, 2013
Occupation
2012-13
employment
Employment growth
to 2017-18138
5-yr average annual
employment need
VET enrolments
2013
Production Managers
12,650
1,950
810
Packers
11,020
970
670
-
Product Assemblers
10,720
-
590
20
Food and Drink Factory Workers
10
10,480
2,210
790
4,700
Metal Fitters and Machinists
9,510
1,010
730
1,400
Structural Steel and Welding
Trades
9,350
730
550
200
136
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2011-12 to 2016-17. Replacement demand is the number of existing workers that are
forecast to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that
require replacing to meet existing employment needs.
138
Employment growth forecasts are sourced from Monash Centre of Policy Studies and were developed prior to recent
announcements regarding automotive manufacturing in Australia. Employment growth projections should therefore be treated
with caution.
137
Vocational Training: Victoria's Industry Report 2013
117
2012-13
employment
Occupation
Employment growth
to 2017-18138
5-yr average annual
employment need
VET enrolments
2013
Forklift Drivers
8,070
870
500
-
Storepersons
7,580
420
320
*
Sales Assistants (General)
7,340
410
470
*
Industrial, Mechanical and
6,510
680
520
Production Engineers
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Manufacturing industry and therefore outside the scope of this chapter.

-
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Manufacturing-related training and industry requirements.
2013 training delivery aligned to Food and Drink Factory Workers appears to be well-placed to meet, or
even surpass, expected average annual employment needs.
However, training in courses related to Structural Steel and Welding Trades Workers, Metal Fitters and
Machinists, Product Assemblers and Production Managers may not be sufficient to meet projected
average annual employment needs if enrolments continue at 2013 levels.


o
o
o
o
Structural Steel and Welding Trades: average annual employment needs are estimated at 550 a
year while 2013 vocational training enrolments were 200.
Metal Fitters and Machinists: enrolments aligned to this occupation were 1,400 in 2013; given a
majority of enrolments aligned to this occupation are in apprenticeships, course duration means
that enrolments may need to increase to meet projected average annual employment needs of
over 700 employees.
Product Assemblers: few VET qualifications align directly to this occupation.
Production Managers: this occupation is chiefly aligned with Higher Education qualifications and
employment needs may well be being met through this route.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Manufacturing industry,
including an analysis of enrolments in areas of identified skill shortages or aligned to specialised
occupations139.
Identified skills shortages in Manufacturing for 2013 include:



Mechanical Engineer
Fitter / Turner
Baker



Sheetmetal Trades Worker
Metal Machinist
Cabinetmaker
Skills shortage occupations also relevant to Manufacturing:


In 2013, there were a total of 10,000 enrolments related to specialised or in shortage occupations within
the Manufacturing industry, 23 per cent of total training in the industry. This is below the average 41 per
cent of all industry training.
There has been a 12 per cent increase in enrolments in Manufacturing courses aligned to specialised/
in shortage occupations.

139
Supply and Distribution Manager; Electrical Engineer; Electronics
Engineer; Warehouse Administrator; Truck Driver
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
118
Vocational Training: Victoria's Industry Report 2013
Table 12.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
10,100
8,900
9,500
8,600
8,900
10,000
Year-on-year % change
-
-12%
7%
-9%
3%
12%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage enrolments
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training witahin each region with the proportion of Manufacturing employment in the region.



In Melbourne, Manufacturing business establishments are heavily concentrated in the south-east
(Greater Dandenong, Kingston), east (Knox) and north-west (Hume) industrial nodes. Manufacturing
business establishments in regional Victoria are also generally consolidated to major centres and
townships.140
Seventy-six per cent of employment in the Manufacturing industry is located within metropolitan
Melbourne, with 24 per cent located in regional Victoria.
The highest concentration of employment within the Manufacturing industry in Victoria is within the
Southern Metropolitan (23 per cent), Eastern Metropolitan (18 per cent), and Northern Metropolitan (15
per cent) regions.141
Figure 12.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing; SVTS




The Inner Metropolitan region had the largest number of Manufacturing enrolments in 2013 with 11,200
enrolments (26 per cent of industry training delivery).
In line with employment trends, the metropolitan areas also accounted for the highest concentration of
enrolments. Metropolitan Melbourne accounted for 78 per cent of Manufacturing industry employment
and comprised 76 per cent of training delivery in 2013. Within the Melbourne region, training is
concentrated in Inner Metropolitan, unlike industry employment, indicating potential opportunities for
improved alignment between regional training delivery and local employment needs.
Training delivery appears to be well aligned to employment needs in regional Victoria, with the potential
exception of Hume which accounted for a higher proportion of industry training than its share of
employment (9 per cent of industry enrolments compared with 5 per cent of Victoria’s Manufacturing
employment).
Recent developments in the automotive sector are expected to have an impact on the Manufacturing
industry, particularly in South East Melbourne. Victoria expects the combined impact of Holden, Toyota
140
DSDBI (2012) Business location in Victoria: A decade of change
141
Regional Distribution are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
119
and Ford ceasing manufacturing operations over the coming years to 2017, to be the loss of up to
25,000 Victorian jobs.
A large share of these jobs will stem from supply chain businesses located in the South East of
Melbourne that service the automotive manufacturing companies.
It not yet understood how many of these businesses will close or diversify, triggering a large retraining
effort for affected employees of these businesses. These workers will either up-skill to adapt to
changed business conditions and structuring or re-train in order to transition to a different industry
sector.


Table 12.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
4,700
3,300
5,600
9,100
15,000
11,200
Southern Metropolitan
2,500
2,700
3,100
3,700
4,400
6,500
Western Metropolitan
1,500
1,300
1,500
2,400
3,000
5,700
Northern Metropolitan
4,000
4,100
3,800
4,500
4,900
5,100
Eastern Metropolitan
2,600
2,200
3,500
2,400
3,100
4,200
Hume
4,000
2,700
2,400
3,700
3,500
3,800
Geelong and Surrounds
1,200
1,100
1,300
1,800
1,800
1,500
Great South Coast
1,300
1,300
950
950
1,000
1,100
Gippsland
1,300
1,100
1,000
900
900
1,000
Central Highlands
700
1,000
800
900
950
950
Loddon Mallee North
950
550
700
1,300
1,500
950
Loddon Mallee South
850
900
850
700
450
650
40
30
100
100
150
150
Wimmera Southern Mallee
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 12.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from NCVER’s Student
120
Vocational Training: Victoria's Industry Report 2013
Outcomes Survey and Survey of Employers' Use and Views of the VET System 2013142, insights can be
gained on the performance of the VET system in meeting the needs of the Manufacturing industry.


Employers from the Manufacturing industry were satisfied overall with the VET system, with 65 per cent
of employers stating that they were satisfied. This is, however, lower than the all industry average of 73
per cent employer satisfaction.
Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set up their own business. Within the Manufacturing
industry 78 per cent of students reported job-related benefits from their training. This is higher than the
all-industry average of 72 per cent.
Figure 12.5: Student and employer outcomes of vocational training
Manufacturing
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Satisfied
Not-Satisfied
65%
Benefit
All- industry comparison
35%
No Benefit
78%
22%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER(2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Manufacturing training when compared with all-industry averages.




In 2013, students aged 25 and older were relatively well-represented in Manufacturing industry training,
accounting for 72 per cent of enrolments compared with an all-industry average of 56 per cent.
Culturally and Linguistically Diverse (CALD) students had higher than average representation within
Manufacturing (33 per cent compared with an average of 27 per cent across all industries).
Female students, on the other hand, were relatively under-represented in Manufacturing industry
training. Enrolments by women accounted for 22 per cent of Manufacturing enrolments, significantly
less than the average across all industries of 44 per cent and indicative of the industry’s workforce
profile.
Similarly, unemployed students accounted for a much lower proportion of Manufacturing training than
the all-industry average, 11 per cent compared with 25 per cent across all industry training.
Figure 12.6: Proportion of government subsidised enrolments by student group, 2013
142
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
121
Skills needs within the Manufacturing industry are varied and the challenges surrounding the training
market are diverse. In order to improve the alignment of the training market to the industry’s needs, the
Victorian Government has introduced a new, more holistic approach, as outlined in the following PACCAR
case study.
Case Study PACCAR Supply Chain Network
With the introduction of the demand driven training market, the Victorian Government introduced a new way
of working with industry called the Industry Participation Model. Victoria’s direct approach to working with
industry and stakeholders means it is geared towards providing tailored, efficient and effective projects,
tools and information products that helps industry to achieve optimal vocational training results and resolve
issues and barriers.
Issues
DEECD Market Facilitation
Outcomes
o Engaging
with training
providers
o Training
content
o Networking
 An Industry Roundtable was convened to
allow for companies to be actively involved in
identifying key training market issues and
barriers and finding solutions.
 PACCAR has been a clear frontrunner when
developing a partnership approach with
training providers to influence positive training
market outcomes.
 The Roundtable was the ideal forum for
PACCAR to showcase critical success factors
for a best practice model that can be adopted
elsewhere within the transport industry.
 PACCAR established a strong
partnership with Box Hill TAFE.
 PACCAR understood the benefits of
the relationship could be multiplied if
it included smaller companies in its
supply chain.
 PACCAR Supply Chain Network
worked with Box Hill TAFE to
customise the Diploma of
Management to their requirements.
 PACCAR partnered with other local
manufacturers to build a critical mass
needed for Box Hill to deliver.
The Victorian Government will continue to support PACCAR and related supply chain companies to
take direct action to influence training market outcomes for the transport industry. This model can also
be tested with other sectors.
122
Vocational Training: Victoria's Industry Report 2013
Mining
Mining is involved in the
extraction of naturally
occurring mineral solids,
such as coal and ores;
liquid minerals, such as
crude petroleum; and
gases, such as natural
gas.
Training Snapshot

There were 350 government subsidised enrolments related to the Mining
industry in 2013, a decrease of 31 per cent on 2012. This decline may
have been driven by challenging economic conditions, declining industry
output trends and a dampened perception of industry prospects.
There were an additional 140 TAFE fee for service enrolments related to the Mining industry, a
decrease of 30 per cent since 2012.
In 2013, reported completions for courses related to the Mining industry, was 100, a 56 per cent
decrease since 2012.


Table 13.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Mining
2008
2009
2010
2011
2012
2013
400
350
300
300
550
350
Year-on-year % change
-
-5%
-14%
-13%
92%
-31%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
500
300
100
100
200
100
Year-on-year % change
-
-44%
-75%
20%
162%
-30%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
100
200
100
100
250
100
Year-on-year % change
-
58%
-53%
38%
125%
-56%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
Government subsidised enrolments
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE institutes accounted for a majority of training delivery in this industry, 73 per cent. This is higher
than the average of 37 per cent TAFE provision across all industries.
A relatively high proportion of Mining industry enrolments were in traineeships, accounting for one
quarter of training delivery in 2013 compared with an all-industry average of 13 per cent.
Eighty-four per cent of enrolments aligned to the Mining industry are at Certificate III or above, lower
than the all industry average of 90 per cent.
Training Dashboard
Figure 13.1: Share of industry enrolments compared against all industries, 2013
Vocational Training: Victoria's Industry Report 2013
123
Table 13.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2012
Certificate IV in Surface Extraction
Operations
Certificate III in Surface Extraction
Operations
Certificate II in Surface Extraction
Operations
Certificate III in Resource Processing
Certificate III in Underground
Metalliferous Mining
Table 13.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
2013
Occupation
250
150
Drillers, Miners and Shot Firers
50
100
50
20
-
20
Engineering Production Employees
Other Construction and Mining
Labourers
Other Building and Engineering
Technicians
10
20
Science Technicians
2012
2013
400
300
60
30
50
10
10
10
-
-
Industry Overview

The Mining industry, encompassing exploration, extraction and processing, is a key contributor to
national income, investment, high-wage jobs, exports and government revenues in Australia. It is a
global industry where competition for markets is intense, investment opportunities abound in other
resource-rich economies and capital, people and technology are highly mobile. 143
Given the high Australian dollar, high production costs and commodity price devaluation and
competitiveness pressures, the Mining industry is increasingly turning to technological solutions to
increase productivity, improve safety, discover new ore bodies, improve recovery rates, remove waste
and decrease energy use144.
Victoria accounts for about 10 per cent of industry establishments nationally, with production focused
on oil and gas, brown coal and gold. Its share has eased due to reductions in output from the oil fields
of Bass Strait145 and reflects recent declines in gross value added as highlighted above.
Mining is one of the smallest contributing industries within Victoria. Mining contributed an estimated
$6.4 billion to the Victorian economy in 2012-13, around 2 per cent of Victoria's total gross value added.
Over the five years to June 2013, industry gross value added has been declining, with an average
annual decline of 5 per cent.146
There were an estimated 900 businesses operating in Victoria's Mining industry at June 2012
accounting for less than 1 per cent of all businesses across the state. Mining had a high concentration
of small businesses (56 per cent sole traders; 37 per cent employing 1-19 employees).
Forty-one per cent of businesses had a turnover of $200,000 or more per annum. This is higher than
the average across all industries at 36 per cent.147
In 2013, Mining was the smallest employing industry in Victoria. Approximately 14,400 people were
employed in Victoria's Mining industry, less than 1 per cent of all employment in Victoria. The industry
has seen employment growth of approximately 45 per cent over the five years to 2012-13, equating to
an inflow of around 4,300 employees.
The outlook for Mining over the five years is for employment to grow by approximately 18 per cent,
equating to 2,600 jobs.148
The Other Mining Services sub-sector accounted for the largest proportion of industry employment, 35
per cent of the total. This was followed by the Metal Ore Mining sub-sector, with 30 per cent of
employment in the industry.








143
Mineral Councils of Australia (2013) The Victorian Minerals Industry
144
AWPA (2013) Resources sector skills needs 2013 report
145
IBIS World (2013) Mining in Australia
146
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
147
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
148
Centre of Policy Studies, Monash University (2013) Labour Force Projections
124
Vocational Training: Victoria's Industry Report 2013
Figure 13.2: Share of employment by industry sub-sector, 2012–13
The current demands of the Mining industry have prompted a number of changes to training delivery within
the industry and the Training Alignment section of this industry profile explores how the training market is
tracking against skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
+ 1,100
Industry
needs
Specialised
and/or skill
shortage
occupations
employees per year required
over the five years to 2017-18
400
vocational training enrolments
in 2013
There were no enrolments in courses
aligned to specialised occupations
There were no enrolments in courses aligned
to skills shortage occupations
The top three employing regions
accounted for
These three regions accounted for
Skills needs in
regions
Employer and
student needs
59%
of industry employment
40%
of industry enrolments in 2013
74%
78%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Mining industry with 2013 enrolments levels for qualifications aligned with
the industry.

149
The Victorian Mining industry has been in decline and recent years have seen a drive to increase
productivity and efficiency within the industry and diversify production processes. Key industry bodies in
Victoria suggest that there are increasing opportunities to be realised locally given the potential of the
resources it has. Changes in legislation and regulation have been supporting movements from the
exploration phase to the feasibility phase of Mining in Victoria 149. In order to adapt to the shift within the
industry, there will need to be a change in the nature of skills required. This highlights the need for
improved training delivery.
Mineral Councils of Australia (2013) The Victorian Minerals Industry
Vocational Training: Victoria's Industry Report 2013
125

Building stronger ties between the Mining industry and the training market will support improved training
quality and responsiveness to industry needs and lead to better outcomes for employers and students.
The Mining industry needs access to responsive training providers that can deliver quality training to
meet their needs.150 It is important to the industry that the notion of ‘quality’ is satisfactory from both the
training providers’ and employers’ perspective. At the same time, industry needs to better engage with
the training market to articulate the defined industry competencies that are relevant and aligned to the
current workplace.

Case Study Stawell Gold Mine Workers in Transition Program
DEECD’s Workers in Transition (WiT) Program works with businesses facing closures or restructuring, to
provide retrenched staff with tailored training and a qualification to assist them in the transition to new
employment. It gives redundant workers access to a funded training place regardless of eligibility for the
Victorian Training Guarantee (VTG) if they want to reskill to support their transition to new employment.
Issues
DEECD Market Facilitation
Outcomes
 The Stawell
gold mine
(Croc Gold)
is closing
with
operations
planned to
cease in
2014.
The DEECD regional manager in the Grampians
worked with the company to provide WiT support
to about half of the workforce (around 180
people) who have already been made
redundant.
 WiT support to approximately 150 staff
and 100 contractors
 Provision of information to a Project
Control Group (PCG) which is looking
at the use and redevelopment of the
gold mine, including the possible
establishment of a mine training centre.
 The WiT briefings, information and
discussions further facilitated
conversation around training provision
in surface operations – an emerging
need in the region with a number of
mineral sands operations coming on –
to existing underground workers
helping to retain this valuable workforce
and their skills in the region as well as
ameliorating the effect of the mine
closure on the local community.
Data and information available on the DEECD Industry Participation website e.g. Industry Training Market
Information, will contribute significantly to Council, community and local industry understanding of the viability
of the future of the site, including the mining training centre proposal. This information will be supplemented
by VET analysis and area specific information provided by DEECD’s Industry Skills Analysis Unit. The
Regional Manager is there to facilitate and support the access and analysis of that data.
Table 13.4 highlights the top ten employing occupations151 in the Mining industry. Projections presented in
the table estimate average annual employment needs for this industry. The average annual employment
needs include employment growth or declineand replacement demand 152.

Over the five years to 2017-18, average annual employment needs for Mining are expected to be
approximately 1,100 per year.
The top three largest occupations by employment size were Drillers/Miners/Shot Firers, Mining
Engineers and Metal Fitters and Machinists.
Projected average annual employment needs over the five years to 2017-18 within the Mining industry
for these occupations are: 190 per annum for Drillers/Miners/Shot Firers; 110 per annum for Mining
Engineers; and 60 per annum for Metal Fitters and Machinists.


150
Skills DMC (2013) Environmental Scan – Resources and Infrastructure Industry
151
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
152
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
126
Vocational Training: Victoria's Industry Report 2013
Table 13.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
employment
1,110
Employment
growth to 2017-18
140
5-yr average
annual
employment needs
190
VET
enrolments
2013
300
Mining Engineers
920
260
110
-
Metal Fitters and Machinists
770
80
60
*
Production Managers
710
110
50
*
Geologists and Geophysicists
600
-60
50
-
Accountants
500
70
30
*
Truck Drivers
490
50
20
*
Other Construction and Mining
Labours
440
-
60
10
Earthmoving Plant Operators
440
-20
10
*
Chief Executives and Managing
Director
310
30
20
-
Occupations
Drillers, Miners and Shot Firers
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not aligned to the Mining industry and therefore outside the scope of this report.


When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Mining-related training and industry requirements.
2013 training delivery aligned to Drillers, Miners and Shot Firers, Engineering Production Employees
and Other Construction and Mining Labourers appears to be well-placed to meet expected average
annual employment needs.
Alignment to specialised and/or in shortage occupations and skill needs
This section highlights training alignment to areas of strategic skill needs for the Mining industry.




While there were no enrolments aligned to specialised or in shortage occupations in 2013, structural
changes within the Mining industry give rise to certain critical skills.
The industry’s shift to an operations phase is expected to result in increasing use of remotely controlled
and automated systems, with a move towards high level specialists and away from areas such as drill
rigs, loaders, haul trucks and trains. Retraining and upskilling of employees will need to be a focus for
resources companies.
The industry will continue to concentrate on productivity to produce at the lowest possible cost, with a
shifting focus towards operating efficiently instead of expanding capacity. Skills to support productivity
improvements will need to centre on operational efficiencies (minimising waste and effective use of
plant and equipment) and technological requirements.
Safety and compliance will continue to be a priority in the industry and will drive investment in upskilling
and reskilling of the workplace.
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Mining employment in the region.


153
Mining establishments were heavily concentrated in regional Victoria around major mineral deposits or
quarries where mining activities occur, including Greater Bendigo, Greater Geelong, Wellington,
Latrobe, Corangamite and Ballarat. Within Melbourne, several operating gravel and sand quarries are
spread across Metropolitan Melbourne.153
Mining employment appears to be relatively well balanced between regional and metropolitan Victoria,
with 55 per cent of employment located within metropolitan Melbourne, and 45 per cent in the regions.
DSDBI (2012) Business location in Victoria: A decade of change
Vocational Training: Victoria's Industry Report 2013
127
Figure 13.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS



The highest concentration of employment within the Mining industry in Victoria was within the Inner
Metropolitan (32 per cent), Gippsland (17 per cent), and Loddon Mallee South (10 per cent) regions.154
2013 data shows that enrolments were largely concentrated in Hume (37 per cent). Loddon Mallee
South and Western Metropolitan were the next most significant regions with 30 and 10 per cent
enrolments respectively. This regional strength is not reflected in employment data.
Regional alignment for Mining employment and delivery was relatively weak. This may reflect the
uneven nature of mining projects in Victoria together with small training and employment bases.
Figure 13.4: Regional distribution of enrolments, government subsidised, 2013
Region
2008
2009
2010
2011
2012
2013
-
-
-
-
250
150
Loddon Mallee South
150
150
150
200
200
100
Western Metropolitan
30
10
-
-
10
40
Eastern Metropolitan
200
100
40
50
50
30
Inner Metropolitan
-
30
60
10
-
20
Gippsland
-
-
-
-
-
20
Hume
Wimmera Southern Mallee
20
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
154
128
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
Figure 13.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013155 insights can be gained on the performance of the
VET system in meeting the needs of the Construction industry.


Mining industry employers were satisfied overall with the VET system, with 74 per cent of employers
stating that they were satisfied. This is slightly higher than the all industry average (73 per cent).
Within the Mining industry 78 per cent of students reported job-related benefits from their training (for
example, getting a job or promotion or expanding or setting-up their business). This is higher than the
all-industry average (72 per cent).
Figure 13.5: Student and employer outcomes of vocational training
Mining
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
74%
Benefit
Satisfied
Not-Satisfied
26%
Employers
satisfied with
VET system
22%
Students
reporting jobrelated benefit
from VET
No Benefit
78%
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Mining training when compared with all-industry averages.


At 2 per cent, Indigenous students were relatively well-represented in Mining industry training when
compared to the industry average of 1 per cent.
Similarly, students aged 25 years and older made up 78 per cent of enrolments for this industry,
significantly more than the all industries average (56 per cent).
155
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
129


However, Culturally and Linguistically Diverse (CALD) students comprised 13 per cent of Mining
enrolments and were under-represented when compared to the average across all industries (27 per
cent).
Female students were also under-represented in this industry, comprising only 4 per cent of Mining
enrolments.
Figure 13.6: Enrolments by student group, government subsidised, 2013
130
Vocational Training: Victoria's Industry Report 2013
Other Services covers
Other Services
a range of personal care
service such as hair, beauty
and diet services; death care
services; administering
religious events. Also
included are repair and
maintenance activities for
automotive and other
machinery and equipment.
Training Snapshot

There were 21,100 government subsidised enrolments aligned to the
Other Services industry in 2013, in line with 2012 enrolment
numbers. Other Services training accounted for 5 per cent of total
government subsidised industry training in Victoria.
There were 4,000 TAFE fee for service enrolments, 16 per cent of
reported training related to this industry.
There were 7,600 course completions reported in this industry in 2013.


Table 14.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Other Services
Government subsidised enrolments
2008
2009
2010
2011
2012
2013
12,600
13,200
17,700
19,500
21,100
21,100
Year-on-year % change
-
5%
31%
10%
8%
0%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
3,300
3,900
3,500
3,800
4,100
4,000
-
15%
15%
-9%
3%
7%
0%
8%
18%
-1%
-9%
4,300
4,300
5,700
7,300
8,900
7,600
-
1%
32%
27%
23%
-14%
TAFE fee for service enrolments
Year-on-year % change
Year-on-year % change (all industries)
Completions
Year-on-year % change
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE Institutes accounted for a majority of Other Services training, 51 per cent of the total (compared
with an all-industry average of 37 per cent). Provision by private training providers represented 46 per
cent of training delivery in 2013, while Learn Local providers accounted for 2 per cent of enrolments.
The proportion of apprenticeships in this industry was relatively high, 31 per cent of total enrolments
compared with an all-industry average of 10 per cent.
The proportion of traineeships enrolments aligned to the Other Services industry was 2 per cent in
2013, below the all-industry average of 13 per cent of enrolments.
Figure 14.1: Share of industry enrolments compared against all industries, 2013
Other Services industry
Learn Local
Training Dashboard
Provider type 2%
TAFE
51%
Band B
59%
10%
Band C
22%
87%
Certificate I-II
Qualification
level
Band D
20%
Band E
7%
Certificate III +
10%
90%
Band A
Subsidy band
Other
13%
Certificate III +
Other
90%
Trainee
Trainee
Private
37%
Other
88%
Band A
Subsidy band
Apprentice
98%
12%
TAFE
Apprentice
69%
2%
4%
Other
31%
Certificate I-II
Qualification
level
Provider type
46%
Trainee
Trainee
Private
51%
Apprentice
Apprentice
All industries
Learn Local
19%
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8% 9%
131
Table 14.2: Top five occupations ranked by 2013 enrolments, Table 14.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
2012
Motor Mechanics
Hairdressers
Beauty Therapists
Other Miscellaneous Labourers
Other Personal Service Workers
5,500
5,900
4,700
1,600
1,400
2013
6,900
5,100
4,900
1,500
950
Course
Certificate III in Automotive
MechanicalIIITechnology
Certificate
in Hairdressing
Certificate IV in Beauty Therapy
Certificate III in Hairdressing
Certificate III in Beauty Services
2012
4,400
850
1,100
4,000
1,100
2013
5,400
2,900
1,800
1,800
1,700
Industry Overview




The Other Services industry contributed an estimated $5.9 billion to the Victorian economy in 2012-13,
around 2 per cent of Victoria's total gross value added. Over the five years to June 2013, this
represents an average annual growth of 3 per cent.156
There were an estimated 33,200 businesses operating in Victoria's Other Services industry at June
2012, 6 per cent of all businesses across the state. Other Services has a high concentration of small
businesses, with 98 per cent of operators employing less than 20 people.157
Approximately 107,600 people were employed in Victoria's Other Services industry, equating to 4 per
cent of all employment in Victoria. Industry employment has remained stable over the last five years,
while the outlook over the five years to 2017-18 is for employment to grow by approximately 8 per cent
(or 8,200 jobs).158
The Personal and Other Services sub-sector accounts for the largest proportion of industry
employment, 57 per cent of the total. This is followed by the Repair and Maintenance sub-sector, with
43 per cent of employment in the industry.
Figure 14.2: Share of employment by industry sub-sector, 2012–13
<1%
Personal and
Other Services
43%
57%
Repair and
Maintenance
Private Household
Staff and Products
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections



156
The Other Services industry covers a range of segments, some of which are facing a more certain
future than others. For example, the Laundry and Dry-Cleaning Services segment is benefiting from the
trend towards outsourcing laundry services by health, accommodation and hospitality businesses,
whilst the demand for many repair services is declining as the cost differential between replacement
and repair narrows.
The Automotive Repair and Maintenance sub-sector benefited from the increase in older vehicles on
the road as a result of dampened consumer spending during the Global Financial Crisis (GFC).
However, the sub-sector now faces a slow-down in demand as a result of technological advances in the
manufacture of vehicles which has improved reliability and durability. The industry is likely to face
ongoing consolidation as smaller operators are being replaced by larger franchises able to offer a wider
range of services and economies of scale.
The sub-sector is expected to continue to experience structural change in the years ahead, with
technology a major driver. The sophisticated network of computerised vehicle systems, the use of new
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
158
Centre of Policy Studies, Monash University (2013) Labour Force Projections
132
Vocational Training: Victoria's Industry Report 2013
157

lightweight vehicle componentry and the wider adoption of hybrid and battery electric vehicles over time
will require considerable investment in human capital and skills and well as plant and equipment.
The Hairdressing and Beauty Services sub-sector is characterised by a large number of small
operators with low barriers to entry resulting in high employee churn rates. Businesses are
experiencing rapid growth in new products and technologies aimed at solutions such as anti-ageing and
hair-loss reduction. As a result of these developments in treatments and products, there is an
increasing need to engage in ongoing professional development in order to remain a specialist in the
field. Many of these developments require new skills and substantial levels of knowledge.
The Training Alignment section of this industry profile explores how the training market is tracking against
these skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
Employer and
student needs
+ 6,900
employees per year required
over the five years to 2017-18
35%
21,100
vocational training enrolments
in 2013
34%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
56%
of industry employment
59%
of industry enrolments in 2013
67%
81%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Other Services with 2013 enrolments levels for qualifications aligned with the
industry.
Highlighted in Table 14.4 are the top ten employing occupations159 that align to the Other Services industry.
Projections presented in the table estimate the expected average annual employment needs. The average
annual employment needs include employment growth or decline and replacement demand 160 by
occupation for the next five years.



Over the next five years within the Other Services industry, average annual employment needs are
expected to be approximately 6,900 per year. This compares with government subsidised vocational
training delivery of 21,100 in 2013.
Within Other Services, the top three occupations by employment size were Hairdressers, Motor
Mechanics and Panelbeaters.
Projected average annual employment needs within Other Services for these occupations over the next
five years are: 1,320 per annum for Hairdressers; 790 per annum for Motor Mechanics; and 380 per
annum for Panelbeaters.
159
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2011-12 to 2016-17. Replacement demand is the number of existing workers that are
forecast to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that
require replacing to meet existing employment needs.
160
Vocational Training: Victoria's Industry Report 2013
133
Table 14.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
2012-13
Employment
Employment
growth to 2017-18
5-yr average annual
employment need
VET enrolments
2013
Hairdressers
15,800
1,650
1,320
5,100
Motor Mechanics
12,550
750
790
6,900
Panelbeaters
4,440
90
380
10
Beauty Therapists
4,240
460
320
4,900
Ministers of Religion
3,020
-320
70
-
Fitness Instructors
2,480
460
250
*
Laundry Workers
Air conditioning and Refrigeration
Mechanics
2,450
-200
50
70
2,430
220
260
*
Retail Managers
2,240
170
90
40
Car Detailers
1,900
120
80
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Other Services industry and therefore outside the scope of this chapter.

-
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Other Services training and industry requirements.
2013 training delivery aligned to Hairdressers, Motor Mechanics, Beauty Therapists and Laundry
Employees appears to be well-placed to meet, and in some cases surpass, expected average annual
employment needs in this industry.
Few enrolments are aligned to the occupation Panelbeater in 2013 as these skills have previously been
embedded within qualifications aligned to the occupation Vehicle Body Builder. There were 550 Other
Services enrolments aligned to Vehicle Body Builder in 2013. Given a high proportion of these
enrolments are apprenticeships, enrolments may need to rise from 2013 levels to meet projected
average annual employment needs of 380 employees.
While 2013 Other Services enrolments aligned to the occupation Retail Manager are below projected
average annual employment needs, these skills are primarily covered in qualifications aligned to other
industries (e.g. Retail Trade).



Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy is a high priority for government investment. This
section highlights training alignment to areas of strategic need for the Other Services industry, including an
analysis of training delivery in areas of identified skill shortages or in specialised occupations 161.

A number of skill shortage occupations have been identified in the Repair and Maintenance sub-sector,
including Motor Mechanics and Automotive Electricians. Businesses report issues in retaining skilled
employees in the industry, and while it takes up to four years to train an apprentice, in many cases a
person’s expertise and their mastery of a specific skill may mature only after additional years in the
industry. In the meantime, employees are being lost to the Mining and Construction industries, leaving
recruitment difficulties and skills shortages.
With the Personal and Other Services sub-sector, there is also a tendency for qualified employees to
leave their trade to pursue other careers (for example Hairdressers moving into administration roles
with similar pay rates but less demanding workloads). Retention of employees is therefore a priority.
Many businesses in this segment are small enterprises where the owner/manager has a number of
different roles to play. There is therefore a need for salon owners and managers to develop managerial
skills, including people management, marketing (which includes service packaging, merchandising and
promotional strategies) and business management (which include pricing, cash flow management and
cost control).
The influence of technology is being felt across many segments of the industry. Automotive employees
and apprentices increasingly need higher levels of computer literacy and technical understanding to
keep up with the technological advances in cars. Personal Care Services businesses are also
increasingly incorporating software and ICT into business processes (for example appointment


161
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
134
Vocational Training: Victoria's Industry Report 2013
management software). Digital literacy skills are therefore increasingly required to engage effectively
with these technologies.
Identified skills shortages in Other Services for 2013 include:






Automotive Electricians
Motor Mechanic
Diesel Mechanic
Motorcycle Mechanic
Panelbeater
Vehicle Painter
Skills shortage occupations also relevant to Other Services:


Retail Manager; Airconditioning and Refrigeration Mechanic
There were 7,400 enrolments aligned to specialised or in shortage occupations in the Other Services
industry in 2013.
Enrolments in specialised or in shortage occupations increased by 25 per cent when compared with
2012. This contrasts with total enrolments in the Other Services industry, which remained stable over
the same period, suggesting that there has been a shift in industry training delivery towards
occupations which are experiencing high demand for skills.

Table 14.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2008
5,000
-
2009
4,400
-12%
12%
2010
4,500
1%
13%
2011
4,700
5%
18%
2012
5,900
27%
19%
2013
7,400
25%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Other Services employment in the region.



Other Services business establishments are broadly scattered across metropolitan Melbourne. Many of
these establishments are located in suburban shopping centres in areas such as Dandenong,
Cheltenham, South Yarra, Glen Waverly and Richmond. Growth of establishments in this sector is
linked to servicing other businesses or servicing local population needs. In regional Victoria, most Other
Services establishments are based within the major regional centres, reflecting the population-centric
nature of the industry. There have been increases in establishments in townships along the peri-urban
boundary and Surf Coast region, reflecting population increases in those areas.162
Seventy-seven per cent of employment in the Other Services industry was based within Metropolitan
Melbourne, with 23 per cent located in regional Victoria.
The highest concentration of employment within the Other Services industry was within the Eastern
Metropolitan (19 per cent), Southern Metropolitan (19 per cent), and Inner Metropolitan (18 per cent)
regions.163
162
DSDBI (2012) Business location in Victoria: A decade of change
163
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013
135
Figure 14.3: Regional share of employment and enrolments
Employment (% of total)
Enrolments (% of total)
36%
19%
19%
18%
16%
11%
9%
8%
4%
4% 4%
2% 2%
Geelong &
Surrounds
Great
South
Coast
3% 2%
4%
2%
1% 0%
Gippsland Central Wimmera
Highlands Southern
Mallee
Hume
4%
Loddon
Mallee
North
3%
10%
8%
7%
2%
2%
Loddon
Mallee
South
Eastern
Metro
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS

Regional Victoria accounted for 31 per cent of government subsidised vocational training in Other
Services in 2013. Compared to its share of industry employment (23 per cent), regional Victoria
therefore appears to be relatively well represented in terms of Other Services training delivery.
Regional training delivery appears to be concentrated in the Hume and Geelong and Surrounds
regions, a trend not seen in regional employment data.
In metropolitan Melbourne, the Inner Metropolitan region accounted for the highest proportion of
enrolments in 2013, 36 per cent of the total (or 7,700 enrolments). This region accounts for a relatively
high share of industry training when compared with its share of employment, offsetting relatively low
training delivery in the Eastern Metropolitan and Western Metropolitan regions and highlighting the role
this region plays in servicing the wider Melbourne area.


Table 14.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
3,400
3,800
5,800
6,300
7,900
7,700
Southern Metropolitan
1,900
2,000
2,300
2,800
3,100
3,300
Hume
500
500
700
750
1,300
2,000
Geelong and Surrounds
600
700
950
1,200
1,400
1,700
Northern Metropolitan
2,000
2,000
2,300
2,400
2,100
1,600
Eastern Metropolitan
1,700
1,700
2,500
2,100
1,900
1,600
Gippsland
800
700
900
950
900
800
Loddon Mallee North
400
500
700
850
800
750
Central Highlands
200
300
400
600
550
500
Great South Coast
200
400
450
450
350
450
Western Metropolitan
350
150
150
450
700
450
Loddon Mallee South
350
350
350
400
350
350
Wimmera Southern Mallee
70
90
70
70
80
60
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
136
Vocational Training: Victoria's Industry Report 2013
Figure 14.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from NCVER’s Student Outcomes Survey 2012 and Survey of
Employers' Use and Views of the VET System 2013164, insights can be gained on the performance of the
VET system in meeting the needs of the Other Services industry.



Within the Personal and Other Services sub-sector, a mismatch has been identified between the skills
available and the skills demanded by businesses – specifically in hairdressing. Many applicants are
deemed unsuitable due to a lack of practical experience, with a change in training methods considered
to be a contributing factor. Traditionally, a hairdresser would undertake a full apprenticeship; these are
now being replaced in some instances by a number of short courses and condensed apprenticeships.
Sixty-seven per cent of employers from the Other Services industry were satisfied overall with the VET
system, somewhat lower than the all-industry average of 73 per cent.
Within the Other Services industry 81 per cent of students reported job-related benefits from their
training (for example, getting a job or promotion or expanding or setting up their business). This is
higher than the all industry average of 72 per cent.
Figure 14.5: Student and employers outcomes of vocational training
Other Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Satisfied
Not-Satisfied
67%
Benefit
All- industry comparison
33%
No Benefit
81%
19%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Other Services training when compared with all-industry averages.

Female students were well-represented in Other Services when compared with all-industry averages,
comprising 53 per cent of enrolments compared with 44 per cent across all industries. This varies by
sub-sector, however, with male students accounting for a majority of training in the Repair and
164
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
137
Maintenance sub-sector, while females represented a majority of Personal and Other Services training
in 2013.
Students aged 25 years and older were relatively under-represented in Other Services Training in
2013, accounting for 37 per cent of training delivery compared with an all-industry average of 56 per
cent.

Figure 14.6: Proportion of enrolments by student group, government subsidised, 2013
Other Services
Indigenous
1%
1%
22%
CALD
Disability
All industries
27%
7%
6%
Female
Unemployed
Age 25+
138
44%
53%
22%
25%
37%
Vocational Training: Victoria's Industry Report 2013
56%
Professional, Scientific and
Technical Services
Professional,
Scientific and
Technical Services
engages in scientific research,
architecture, engineering,
computer systems design, law,
accountancy, advertising,
market research, management
and other consultancy,
veterinary science and
professional photography.
Training Snapshot



There were 10,500 government subsidised enrolments related to the
Professional, Scientific and Technical Services industry in 2013.
In addition, there were 1,500 TAFE fee for service enrolments
related to the industry, a growth of 18 per cent since 2012.
In 2013, reported completions for courses related to the
Professional, Scientific and Technical Services industry, was 4,100, a 1 per cent increase since 2012.
Table 15.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Professional, Scientific and Technical
Services
2008
2009
2010
2011
2012
2013
13,200
13,000
12,800
12,400
12,100
10,500
Year-on-year % change
-
-1%
-1%
-3%
-3%
-13%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
2,100
1,100
900
1,000
1,300
1,500
Year-on-year % change
-
-47%
-21%
10%
32%
18%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
3,900
3,400
3,500
3,700
4,100
4,100
Year-on-year % change
-
-13%
2%
6%
11%
1%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
Government subsidised enrolments
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE Institutes accounted for a majority of training delivery in this industry, 93 per cent. This
compared with an average of 37 per cent TAFE provision across all industries.
Apprenticeships comprised a small proportion of industry training, 3 per cent of 2013 enrolments.
Ninety-nine per cent of enrolments aligned to the Professional, Scientific and Technical Services
industry were at Certificate III or above, higher than the all industry average of 90 per cent. This is in
line with high skilled nature of the industry’s workforce. The Professional, Scientific and Technical
Services workforce recorded the second highest proportion of employees with a Bachelor degree or
higher, accounting for about half of the workforce.
Vocational Training: Victoria's Industry Report 2013
139
Training Dashboard
Figure 15.1: Share of industry enrolments compared against all industries, 2013
Table 15.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Table 15.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2012
2013
Advanced Diploma of Building Design
(Architectural)
1,800
1,600
Certificate IV in Engineering
900
1,300
Advanced Diploma of Legal Practice
Advanced Diploma of Engineering
Technology
650
550
650
500
Architectural, Building and Surveying
Technicians
Mechanical Engineering Draftspersons
and Technicians
Graphic and Web Designers, and
Illustrators
Other Miscellaneous Technicians and
Trades Workers
-
500
Conveyancers and Legal Executives
Diploma of Graphic Design
Occupation
2012
2013
2,300
2,200
2,000
2,200
1,500
1,200
950
950
1,200
950
Industry Overview

The Professional, Scientific and Technical Services industry contributed an estimated $29 billion to the
Victorian economy in 2012-13, around 9 per cent of Victoria's total gross value added and the second
highest contributor across all industry groups. Over the five years to June 2013, there has been an
average annual growth of 9 per cent.165
There were an estimated 66,900 businesses operating in Victoria's Professional, Scientific and
Technical Services industry at June 2012, 12 per cent of all businesses across the state. The
Professional, Scientific and Technical Services industry had a high concentration of small businesses
(57 per cent sole traders; 40 per cent employing 1-19 employees).
Thirty-one per cent of businesses had a turnover of $200,000 or more per annum. This is lower than
the average across all industries at 36 per cent.166
The Professional, Scientific and Technical Services industry is the fourth largest in Victoria in terms of
employment, with around 247,600 employees, equating to approximately 9 per cent of all employment
in Victoria. The industry has experienced rapid employment growth over the past five years to 2012-13,
increasing by approximately 33,500 employees which represented a growth of 16 per cent.
The outlook over the next five years for Professional, Scientific and Technical Services is for
employment to continue to grow, increasing by an estimated 6 per cent (or 15,200 jobs).167




165
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
166
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
167
Centre of Policy Studies, Monash University (2013) Labour Force Projections
140
Vocational Training: Victoria's Industry Report 2013

The Professional and Scientific Services sub-sector accounted for the largest proportion of industry
employment, 80 per cent of the total. This was followed by the Computer Services sub-sector, with 20
per cent of employment in the industry.
Figure 15.2: Share of employment by industry sub-sector, 2012–13




The Professional, Scientific and Technical Services industry has been one the fastest growing
industries in the Victorian economy in terms of both output and employment. Influences on this growth
have included the demand for professional services by other industries, e.g. the mining sector; the
increased demand for skilled labour within the economy; the increased use of outsourcing by firms to
acquire business services inputs; and technological developments. 168
These trends are likely to lead to further increases in the output and employment shares of the
relatively higher-skilled parts of the industry. At the same time, the shift from the investment to the
production phase of the mining boom and the increasing ability to trade some services internationally
are likely to see ongoing changes in the nature of the demand for domestically produced business
services.
Advances in information technology are having a marked effect on the size and growth of different firms
within the industry. Internet connections have become faster and more reliable, and mobile internet has
become increasingly widespread due to the rollout of 3G and 4G wireless internet networks and the
popularity of smartphones and tablet computers. This presents both a competitive pressure for the
industry as well an opportunity for change in relation to internal processes in order to raise efficiency
and remain competitive.
Higher level managerial skills, pathways into Higher Education and the development of innovation and
entrepreneurship will also be important in supporting the industry into the future.169
The Training Alignment section of this industry profile explores how the training market is tracking against
skills needs.
168
Manalo, J & Orsmond, D (2013) The Business Services Sector, Bulletin, March Quarter 2013
169
IBSA (2013) Business Services Industry Escan 2013
Vocational Training: Victoria's Industry Report 2013
141
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
10,500
+ 16,000
vocational training enrolments
in 2013
employees per year required
over the five years to 2017-18
29%
7%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
Skills needs in
regions
60%
79%
of industry enrolments in 2013
of industry employment
Employer and
student needs
71%
74%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Professional, Scientific and Technical Services industry with 2013
enrolments levels for qualifications aligned with the industry.

It is important to note that, the Professional, Scientific and Technical Services industry workforce has a
high proportion of higher education qualifications, reflecting the highly skilled nature of the industry.
Table 15.4 highlights the top ten employing occupations170 in the Professional, Scientific and Technical
Services industry. Projections presented in the table estimate average annual employment needs for
this industry. The average annual employment needs include employment growth or decline and
replacement demand171 by occupation for the next five years.
Over the five years to 2017-18, average annual employment needs for the Professional, Scientific and
Technical Services industry are expected to be approximately 16,000 per year.
The three largest occupations by employment size (including both VET qualified and higher education
workforces) were Accountants, Software and Application Programmers and Solicitors.
Projected average annual employment needs over the five years to 2017-19 within the Professional,
Scientific and Technical Services industry for these occupations are: 1,170 per annum for Accountants;
980 per annum for Software and Application Programmers; and 1,130 per annum for Solicitors.




Table 15.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
2012-13
employment
Employment
growth to 2017-18
Accountants
22,070
3,000
Software and Application Programmers
16,230
Solicitors
13,240
Graphic and Web Designers
Management and Organisation Analysts
5-yr average annual
employment needs
VET enrolments
2013
1,170
*
1,700
980
-
1,960
1,130
-
9,310
1,440
600
1,200
7,290
1,290
480
10
Bookkeepers
Architectural, Building and Surveying
Technicians
6,630
390
310
*
6,360
-250
290
2,200
Civil Engineering Professionals
6,250
620
580
-
Architects and Landscape Architecture
6,110
-700
60
-
Secretaries
6,030
430
310
150
170
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
171
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
142
Vocational Training: Victoria's Industry Report 2013
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Professional, Scientific and Technical Services industry and therefore outside the
scope of this report.



When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Professional, Scientific and Technical Services-related training and industry requirements.
In 2013, Professional, Scientific and Technical Services industry enrolments appear to align well across
a number of occupations. Training delivery aligned to Architectural, Building and Surveying
Technicians and Graphic and Web Designers appears to be well-placed to meet expected average
annual employment needs.
Training aligned to the occupations Management and Organisation Analysts and Secretaires may need
to increase from 2013 levels in order to meet projected annual employment needs. It is unclear,
however, to what extent the skill needs of Management and Organisation Analysts are being met by
higher education.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Professional, Scientific and
Technical Services industry, including an analysis of enrolments in areas of identified skill shortages or
aligned to specialised occupations172.



The skills required to build competitive advantage in this environment relate to innovation and
entrepreneurship skills including the ability to identify and manage intellectual property (IP), the
development of new business models built on new and emerging business solutions, and technology
commercialisation and demonstration.173 In particular, a recent national survey found that the most
prominent skills gaps within the industry related to leadership, process and project management,
analytical/strategic or critical thinking and technical skills, all of which support innovation and
entrepreneurship.174
Technical skills and capabilities such as quantitative analysis and modelling, engineering expertise,
research capacity and technical and creative design will continue to be core skills in the Professional,
Scientific and Technical Services industry. Science, technology, engineering and mathematics (STEM)
knowledge is also critical for skills development in the industry.175
For the training market, there is a growing requirement for the development of higher-order skills that
assist individuals to be more flexible, adaptable, creative, innovative and productive.176 Training also
needs to focus on enhancing qualifications so that they keep pace with changes in ICT, particularly in
relation to cloud computing, e-commerce and social marketing.
Identified skills shortages in Professional, Scientific and
Technical Services for 2013 include:



Surveyor
Electronics Engineer
Electrical Engineering
Draftsperson



Electrical Engineer
Mechanical Engineer
Electrical Engineering
Technician
Skill shortage occupations also relevant to this industry:

Construction Project Manager
172
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
173
Allen Consulting Group (2012) The Future of Skills in Services in Victoria, report to DSDBI
174
Australian Institute of Management (2012) Australia’s Skills Gap
175
Allen Consulting Group (2012) The Future of Skills in Services in Victoria, report to DSDBI
176
IBSA (2013) Business Services Industry Escan 2013
Vocational Training: Victoria's Industry Report 2013
143

The proportion of enrolments in courses related to specialised or in shortage occupations accounted for
31 per cent of Professional, Scientific and Technical Services industry training, lower than the all
industry average of 41 per cent.
Enrolments in courses aligned to specialised / in shortage occupations have risen 4 per cent over 2012
to 2013, lower than the 14 per cent growth averaged across all industries.

Table 15.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
3,500
3,200
3,100
3,100
3,100
3,200
Year-on-year % change
-
-9%
-1%
0%
-1%
4%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage
Alignment to skill needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Professional, Scientific and Technical Services
employment in the region.

There has been a substantial increase in Professional, Scientific and Technical Services business
establishments locating in the Melbourne CBD and the outer growth municipalities of Melton, Wyndham
and Cardinia. Some of the major industrial areas such as Monash, Kingston and `Knox also have high
concentrations of Professional, Scientific and Technical Services establishments which focus on
supplying industrial sectors such as manufacturing, transport, distribution, logistics and warehousing. In
regional Victoria, over the last decade industry business establishments have increased in areas such
as the Surf Coast (Torquay and Anglesea), Wodonga, Hepburn, Bendigo and Ballarat. Declines have
occurred in Latrobe, East Gippsland (Morwell and Traralgon), Baw Baw (Warragul) and Geelong.177
The Professional, Scientific and Technical Services industry workforce appears to be highly
concentrated in metropolitan Melbourne in 2012–13, representing 86 per cent of employment.
The highest concentration of employment within the Professional, Scientific and Technical Services
industry in Victoria is within Inner Metropolitan (53 per cent), Eastern Metropolitan (17 per cent), and
Southern Metropolitan (10 per cent).178


Figure 15.3: Regional share of employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS

Enrolments related to the Professional, Scientific and Technical Services industry were also mainly
concentrated in the metropolitan area, particularly the Inner Metropolitan region which reported the
largest number of enrolments (4,000) in 2013.
Given that the highest concentration of Professional, Scientific and Technical Services related
employment was in the metropolitan regions, this suggests that training delivery and regional
requirements may be well-aligned.

177
DSDBI (2012) Business location in Victoria: A decade of change
178
144
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
Vocational Training: Victoria's Industry Report 2013

In regional Victoria, most of the enrolments were concentrated in Geelong and Hume, with 5 per cent
and 4 per cent of total enrolments respectively.
Table 15.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
4,100
4,200
4,100
4,100
4,200
4,000
Eastern Metropolitan
1,900
1,900
2,300
2,200
2,000
1,600
Northern Metropolitan
1,800
1,900
1,900
1,900
1,800
1,500
Western Metropolitan
1,300
1,400
1,400
1,300
1,100
850
Southern Metropolitan
1,400
1,300
1,100
950
850
750
Geelong and Surrounds
600
600
550
550
550
500
Hume
700
700
650
550
700
450
Great South Coast
450
200
100
150
200
350
Loddon Mallee South
200
250
200
200
200
200
Central Highlands
200
200
150
150
200
200
Gippsland
250
250
250
200
150
100
Loddon Mallee North
80
90
70
80
80
80
Wimmera Southern Mallee
10
20
10
10
10
-
Figure 15.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013179 insights can be gained into the performance of the
VET system in meeting the needs of the Professional, Scientific and Technical Services industry.

Professional, Scientific and Technical Services industry employers were satisfied overall with the VET
system, with 71 per cent of employers stating that they were satisfied. This is slightly higher than the all
industry average (73 per cent).
179
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
145

Within the Professional, Scientific and Technical Services industry 74 per cent of students reported jobrelated benefits (for example, getting a job or promotion, expanding or setting-up their business) from
their training. This is higher than the all industry average (72 per cent).
Figure 15.5: Student and employer outcomes of vocational training
Professional, Scientific and Technical Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
74%
Satisfied
Not-Satisfied
71%
Benefit
All- industry comparison
29%
Employers
satisfied with
VET system
26%
Students
reporting jobrelated benefit
from VET
No Benefit
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Professional, Scientific and Technical Services training when compared with all-industry
averages.

Students aged 25 years and older were relatively under-represented in this industry. They made up 41
per cent of enrolments for this industry, significantly less than the all industries proportion (56 per cent).
Figure 15.64: Proportion of enrolments by student group, government subsidised, 2013
146
Vocational Training: Victoria's Industry Report 2013
Case Study Engineers Australia Ministerial Roundtable
Engineers Australia is the professional organisation for engineers in Australia, representing 100,000 members
nationally, of which 23,000 reside in Victoria. DEECD have been working closely with the organisation to
resolve some of the challenges the industry faces.
Issues
DEECD Market Facilitation
Outcomes
The following are the key priorities for Engineers
Australia:
Vocational training is an
important feeder for paraprofessionals into the sector
and about 13 per cent of
students use this pathway.
Given the issues surrounding
the profession, Engineers
Australia requested a
dialogue with the Minister for
Higher Education and Skills,
the Deans of Engineering at
Victorian universities and
industry representatives to
discuss new innovation and
strategies for improving
uptake.
 Eight Deans of
Engineering from
Victorian universities
attended the
Roundtable.
 Discussion around
the work being
undertaken by each
university in the field
of engineering
innovation.
 Discussion around
what is being done to
make engineering an
attractive vocational
option for students,
and encouraging
women into the
profession.
 Highlighted the need
for more collaboration
between industry and
higher educational
institutions.
 Highlighted the need
to promote
engineering as an ‘indemand occupation.’
 Leading conversations around urban growth
 Engineering in advanced manufacturing
 Leading professionals in engineering.
The organisation identified the following issues:
 Engineers commence at Advanced Diploma and
go to Bachelor of Engineering then higher
qualifications. Building pathways is crucial and
there are greater opportunities to leverage these.
 Some companies are losing staff to the mining
industries in Western Australia, leading to
shortage issues.
 A pipeline of investment in engineering projects is
required to support planning and workload within
the sector.
 Additive manufacturing now involves convergence
of advanced ICT skills and sufficient training has
to be provided to support this.
 New emergence of highly mobile workforces
(globally) within the same company.
 Pulling together project teams as a way of
working requires leadership skills within the
teams.
 Younger and older workers are increasing
amongst the Engineering workforce. Mid-range
workers are decreasing with 457 visas being
utilised to address this demographic bubble.
Responding to the needs of
the industry, DEECD
arranged a ministerial
roundtable, bringing together
stakeholders through
Engineers Australia, for
direct consultations with the
Deans of Engineering from
Victorian universities.
Industry and higher educational institutions have indicated that they are open to similar dialogues in the future
and are keen to continue to collaborate in kind.
Vocational Training: Victoria's Industry Report 2013
147
Public Administration and Safety
Training Snapshot

There were 8,100 government subsidised enrolments related to
Public Administration and Safety in 2013, representing a decline of 3
per cent when compared with 2012.
This was partly offset by an increase in TAFE fee for service
enrolments, which grew by 29 per cent in 2013, to 900.
In 2013, reported completions for courses related to the industry,
were 6,100, a 19 per cent increase since 2012.


Public
Administration and
Safety covers Federal,
State or Local Government
legislative, executive and
judicial activities and includes
providing physical, social,
economic and general public
safety and security services;
and in enforcing regulations.
Table 16.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Public Administration and Safety
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
4,000
3,200
5,500
7,900
8,400
8,100
Year-on-year % change
-
-19%
70%
44%
6%
-3%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
1,800
1,700
1,500
900
700
900
Year-on-year % change
-
-1%
-13%
-41%
-26%
29%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
2,600
2,900
3,300
4,900
5,100
6,100
Year-on-year % change
-
9%
13%
51%
4%
19%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).




Private training providers accounted for 72 per cent of all enrolments, which is higher than the allindustry average of 59 per cent.
Apprenticeship enrolments comprise a small proportion of industry training, 1 per cent in 2013.
Traineeships are also relatively low in this industry, accounting for 3 per cent of training delivery.
A relatively high proportion of training delivery in this industry was at Certificate I-II level in 2013, 43 per
cent compared with an average across all industries of 10 per cent.
Training Dashboard
Figure 16.1: Share of industry enrolments compared against all industries, 2013
148
Vocational Training: Victoria's Industry Report 2013
Table 16.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Table 16.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2012
2013
Occupation
2012
2013
Certificate II in Security Operations
2,600
3,200
Security Officers and Guards
5,500
5,000
Certificate III in Security Operations
2,600
1,600
Court and Legal Clerks
400
1,300
300
700
Welfare Support Employees
750
400
90
550
Prison Officers
250
350
750
400
Fire and Emergency Employees
300
250
Certificate IV in Justice
Diploma of Justice
Advanced Diploma of Justice
Industry Overview






The Public Administration and Safety industry contributed an estimated $13.7 billion to the Victorian
economy in 2012-13, around 4 per cent of Victoria's total gross value added. Over the five years to
June 2013, this represents an average annual growth of 8 per cent.180
There are an estimated 1,800 businesses operating in Victoria's Public Administration and Safety
industry. The industry has a high concentration of small businesses (55 per cent sole traders; 35 per
cent employing 1-19 employees)181.
Thirty-seven per cent of businesses had a turnover of $200,000 or more per annum. This was higher
than the average across all industries at 36 per cent.182
Approximately 133,300 people were employed in Victoria's Public Administration and Safety industry,
equating to about 5 per cent of all employment in Victoria. The industry has seen employment growth of
approximately 19 per cent over the last five years, equating to around 21,600 employees.
The outlook over the next five years for Public Administration and Safety is for employment to continue
to grow, increasing by an estimated 2 per cent (or 2,000 jobs).183
The Public Administration sub-sector accounted for the largest proportion of industry employment, 66
per cent of the total. This was followed by the Public Order, Safety and Regulatory Services sector, with
30 per cent of employment in the industry.
Figure 16.2: Share of employment by industry sub-sector, 2012–13
Key drivers of changing skills and training needs


180
181
182
The industry is under pressure to maintain, and in some cases, increase, service demand within smaller
operational budgets. Efficiency measures included reduction of staff and lowered organisational training
budgets.
One way organisations are adapting to these changes is by increasing the use of technology where it
can lead to improved productivity. New technologies are expected to influence workforce capability and
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Note that the ABS Counts of Australian Businesses, including Entries and Exits, 2012, excludes general government.
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
183
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
149
skills needs over the coming years. In order to adapt to the use of new technologies, organisations are
striving to up-skill and re-skill employees and are continually exploring ways to maximise use of new
technologies to meet operational needs.
There has also been a recent drive to increase multi-skilling of staff to enhance workforce versatility.
However, the industry has been cautious about balancing the need for versatility with the cost of
multiskilling staff.
The frequency of natural disasters affecting Victoria in recent years has led to increased demand for a
capable and flexible workforce.
There has also been a push for more professionalism within the sector that is influencing training a
focus on leadership development, particularly within the police force and across the fire and emergency
services sector.
An ageing workforce is of particular concern to the Public Administration and Safety industry and
requires succession planning and strategies to maintain corporate knowledge. Consequently, it is
important to attract and retain young and new entrants into the industry. Within the Public Safety subsector, it may be possible to provide necessary training to the operational employees who seek deskbased jobs within their organisations.




These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Training Alignment Summary 2013
Training Alignment
An estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
+ 8,500
employees per year required
over the five years to 2017-18
4%
1%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
56%
of industry employment
Employer and
student needs
8,100
vocational training enrolments
in 2013
57%
of industry enrolments in 2013
68%
78%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in the Public Administration and Safety industry with 2013 enrolments levels for
qualifications aligned with the industry.
 Highlighted in Table 16.4 are the top ten employing occupations184 that align to the Public
Administration and Safety industry. Employment projections presented in the table estimate the
expected average annual employment needs. The average annual employment needs includes
employment growth or decline and replacement demand185 by occupation for the next five years.
 Over the next five years within the Public Administration and Safety industry the average annual
employment needs is expected to be approximately 8,500 per year.
 Within Public Administration and Safety, the top three largest occupations by employment size include
Police, Security Officers and Guards and Aged and Disabled Carers.
184
4 -digit ABS, ANZSCO level
185
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18.Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
150
Vocational Training: Victoria's Industry Report 2013

Projected average annual employment needs over the next five years within Public Administration and
Safety for these occupations are: 640 per annum for Police; 610 per annum for Security Officers &
Guards; and 350 per annum for Aged & Disabled Carers.
Table 16.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
employment
Occupation
Police
Employment
growth to 2017-18
13,310
5-yr average annual
employment need
VET enrolments
2013
690
640
-
Security Officers and Guards
9,440
540
610
5,000
Aged and Disabled Carers
6,280
1,030
350
*
Inspectors and Regulatory Officers
Contract, Program and Project
Administrators
5,320
290
290
150
5,110
1,000
310
100
General Clerks
4,870
350
220
*
Fire and Emergency Workers
3,480
780
450
250
Inquiry Clerks
3,160
270
160
-
Other Miscellaneous Labourers
3,130
340
160
40
Intelligence and Policy Analysts
2,580
540
230
30
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Public Administration and Safety industry and therefore outside the scope of this chapter.




When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Public Administration and Safety related training and industry requirements.
A number of the top employing occupations in this industry are non-VET occupations, or aligned with
both VET and higher education qualification (including Police, Contract, Program and Project
Administrators, Inspectors and Regulatory Officers and Intelligence and Policy Analysts).
Enrolments aligned to Security Officers and Guards appear well placed to meet anticipated average
annual employment needs for this occupation.
Enrolments aligned to Fire and Emergency Workers and Other Miscellaneous Labourers may need to
increase from 2013 levels in order to meet anticipated industry demand for these skills.
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Public Administration and
Safety industry, including an analysis of enrolments in areas of identified skill shortages or aligned to
specialised occupations186.



No skills shortages have been identified in occupations directly aligned to the Public Administration and
Safety industry. However, specialised occupations of relevance to this industry include Fire and
Emergency Employees.
As a major employer of health care and community service employees, the industry is also affected by
shortages in Health Care occupations such as Aged and Disabled Carers and Welfare Workers.
Enrolments in courses aligned to specialised / in shortage occupations in Public Administration and
Safety have fallen over 2012–2013, in contrast to the 14 per cent increase averaged across all
industries.
Table 16.5 : Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
1,500
1,300
1,600
400
400
350
Year-on-year % change
-
-9%
20%
-75%
4%
-16%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage
186
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
151
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Public Administration and Safety employment in
the region.

Metropolitan Melbourne had around 60 per cent of Public Administration and Safety establishments,
with the remaining 40 per cent located in regional Victoria. Public Administration and Safety
establishments are widely distributed throughout the metropolitan area. In regional Victoria, Public
Administration and Safety establishments are located in the major population centres, including Greater
Geelong, Greater Bendigo, Ballarat, Latrobe, East Gippsland, Mildura, Wellington, Greater Shepparton,
Wangaratta and Wodonga.187
In 2013, 72 per cent of employment in the Public Administration and Safety industry was located within
metropolitan Melbourne.
The highest concentration of employment within the Public Administration and Safety industry in
Victoria is within Inner Metropolitan (35 per cent), Southern Metropolitan (11 per cent), and Eastern
Metropolitan (10 per cent) regions.188


Figure 16.3: Regional employment and enrolments
Source: ABS (2011) Census of Population and Housing, SVTS

Public Administration and Safety enrolments were also mainly concentrated in the metropolitan area.
The Inner Metropolitan region had the largest number of enrolments with 2,900 in 2013.
While training alignment to locall employment needs seems strong in most metropolitan regions, there
some discrepancies within Northern and Eastern Metro. The former reported a larger proportion of
enrolments compared to employment needs, while the latter reported the opposite – a lower share of
enrolments compared to employment.
Training alignment to employment needs appears to be stronger in regional Victoria.


Table 16.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
150
150
1,400
4,400
4,300
2,900
Northern Metropolitan
350
600
650
950
1,400
1,700
Southern Metropolitan
850
300
550
1,000
1,100
1,300
Western Metropolitan
-
50
250
300
100
400
Hume
-
-
100
250
400
400
550
550
650
300
350
350
30
20
80
150
350
300
-
-
20
150
150
250
Eastern Metropolitan
Geelong and Surrounds
Loddon Mallee South
187
DSDBI (2012) Business location in Victoria: A decade of change
188
Regional Distribution are estimates only based on Centre of Policy Studies, Monash University (2013) Labour Force
Projections & ABS (2011) Census of Population & Housing
152
Vocational Training: Victoria's Industry Report 2013
Region
2008
2009
2010
2011
2012
2013
10
10
90
250
150
150
Gippsland
150
40
40
40
80
150
Central Highlands
150
100
50
150
150
100
-
-
-
-
-
30
Loddon Mallee North
Wimmera Southern Mallee
Great South Coast
40
30
20
10
20
20
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 16.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013189 insights can
be gained on the performance of the VET system in meeting the needs of the Public Administration and
Safety industry.


Employers from the Public Administration and Safety industry were satisfied overall with the VET
system, with 68 per cent of employers stating that they were satisfied. This is however somewhat lower
than the all industry average (73 per cent). DEECD will continue to work with national and state groups
to enhance the alignment between employer needs and training delivery.
Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set-up their business. Within the Public Administration
and Safety industry 78 per cent of students reported job-related benefits from their training. This is
higher than the all-industry average (72 per cent).
189
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
153
Figure 16.5: Student and employer outcomes of vocational training
Public Administration and Safety
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Satisfied
Not-Satisfied
68%
Benefit
All- industry comparison
32%
No Benefit
78%
22%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Public Administration and Safety industry training when compared with all-industry
averages.



Culturally and Linguistically Diverse (CALD) students were relatively well represented in Public
Administration and Safety training. The group comprised 35 per cent of enrolments for this industry,
higher than the average across all industries (27 per cent).
Unemployed students were relatively well represented as well, accounting for 43 per cent of industry
enrolments, higher than the all industry average of 25 per cent.
In contrast, female students were relatively under-represented. Females comprised 26 per cent of
enrolments for the Public Administration and Safety industry, significantly less than the average across
all industries of 44 per cent.
Figure 16.6: Enrolments by student group, government subsidised, 2013
154
Vocational Training: Victoria's Industry Report 2013
Rental, Hiring and Real Estate
Services
Training Snapshot



Rental, Hiring and Real
Estate Services includes
the renting and hiring of tangible or
intangible assets and related
services and includes the
provision of real estate services
such as selling, renting and/or
buying real estate for others,
managing real estate for others
and appraising real estate
The total number of government subsidised enrolments related
to the Rental, Hiring and Real Estate Services industry was
1,700 in 2013, a decrease of 25 per cent on 2012. This decline
may have resulted from recent economic conditions and
uncertainty around the property market.
There were 700 TAFE fee for service enrolments related to the Rental, Hiring and Real Estate Services
industry in 2013, a decrease of 6 per cent since 2012.
In 2013, there were 400 completions in courses related to this industry. Completions have increased by
8 per cent since 2012, in contrast to the declining average industry trend.
Table 17.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Rental, Hiring and Real Estate
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
600
540
1,000
1,600
2,300
1,700
Year-on-year % change
7%
51%
56%
48%
-25%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
100
2,000
2,300
1,600
700
700
Year-on-year % change
1852%
17%
-32%
-53%
-6%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
140
450
450
650
400
400
Year-on-year % change
217%
-3%
50%
-40%
8%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



TAFE institutes accounted for a majority of training delivery in this industry, 52 per cent. This compared
with an average of 37 per cent TAFE provision across all industries. Private training providers
accounted for the remaining 48 per cent of Rental, Hiring and Real Estate Services training delivery.
Apprenticeships in this industry are low, with just 100 enrolments in 2013.
All enrolments within the Rental, Hiring and Real Estate Services industry were at Certificate III or
above, higher than the all-industry average of 90 per cent.
Training Dashboard
Figure 17.1: Share of industry enrolments compared against all industries, 2013
Vocational Training: Victoria's Industry Report 2013
155
Table 17.2: Occupations ranked by 2013 enrolments,
government subsidised, 2012–2013
Occupation
2012
Real Estate Sales Agent
Other Miscellaneous Clerical and
Administrative Workers
Table 17.3: Courses ranked by 2013 enrolments, government
subsidised, 2012–2013
2013
2,300
1,700
10
20
Course
Certificate IV in Property Services
(Real Estate)
Diploma of Property Services
(Asset and Facility Management)
Diploma of Facility Management
2012
2013
2,200
1,700
20
30
10
20
Industry Overview

The Rental, Hiring and Real Estate Services industry contributed an estimated $8.8 billion to the
Victorian economy in 2012-13, around 3 per cent of Victoria's total gross value added. Over the five
years to June 2013, this represents an average annual growth of 5 per cent.190
The highest concentrations of businesses within the Rental, Hiring and Real Estate Services industry
were within Property Operators and Real Estate Services (90 per cent of all businesses) and Rental
and Hiring Services (except Real Estate) (10 per cent of all businesses) sub-sectors. Twenty per cent
of businesses have turnover of $200,000 or more per annum. This is lower than the average across all
industries at 36 per cent.191
Approximately 44,700 people were employed in Victoria's Rental, Hiring and Real Estate Services
industry, equating to 2 per cent of total employment in Victoria. The industry has seen employment
growth of approximately 6 per cent over the last five years, equating to around 2,500 employees. The
outlook for this industry is for employment to continue to growth by an anticipated 5 per cent through to
2017-18 (around 2,300 jobs).
The Property Operators and Real Estate Services sub-sector accounted for the largest proportion of
industry employment, 79 per cent of the total. The Rental and Hiring Services (except Real Estate) subsector accounted for 21 per cent of industry employment.



Figure 17.2: Share of employment by industry sub-sector, 2012–13
Property Operators and
Real Estate Services
21%
79%
Rental and Hiring
Services (except Real
Estate)
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections

Over the past five years, the Property Operators and Real Estate Services sub-sector has been
exposed to some property market uncertainty. Lower growth in this sub-sector is due to reduced
demand for properties from investors, commercial businesses and home owners, with deteriorating
economic conditions, rising debt levels and tighter access to finance having directly affected property
investment192.
Improvements to economic and financial conditions, and steady population growth, is expected to drive
domestic property investment moving forwards. Residential and property sales and leasing volumes are
forecast to diverge, with residential demand decreasing temporarily. However, the availability of higher
density residential property is expected to increase as the Construction industry and governments
respond to growing urbanisation. Urban growth boundaries, high density development planning

190
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
191
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
192
IBISWorld (2013) Real Estate Services, Australia
156
Vocational Training: Victoria's Industry Report 2013
approval processes, stamp duty costs and housing supply will be key influences on these growth
patterns in Victoria193.
Improvements in labour productivity across the industry will be important in driving future growth and
profitability. Changing business models in the industry have made management capabilities more
important and will support the generation of future returns and productivity benefits.

The Training Alignment section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment
Training Alignment Summary 2013
an estimated
+2,500
Industry
needs
Specialised
and/or skill
shortage
occupations
employees per year required
over the five years to 2017-18
1,700
vocational training enrolments
in 2013
There were no
specialised occupations aligned to this
industry
There were no skills shortage occupations
aligned to this industry
The top three employing regions
accounted for
These three regions accounted for
Skills needs in
regions
64%
of industry employment
Employer and
student needs
87%
of industry enrolments in 2013
73%
76%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Rental, Hiring and Real Estate Services with 2013 enrolment levels for
qualifications aligned to the industry.
Table 17.4 highlights the top ten employing occupations194 in the Rental, Hiring and Real Estate Services
industry. Forecasts presented in the table estimate average annual employment needs for this industry.
Average annual employment needs include employment growth or decline and replacement demand195 by
occupation for the next five years.



193
194
Over the five years to 2017-18, average annual employment needs for Rental, Hiring and Real Estate
Services are expected to be approximately 2,500 per year.
The three largest occupations by employment size were Real Estate Sales Agents, Receptionists and
Land Economists and Valuers.
Projected average annual employment needs over the next five years within the Rental, Hiring and
Real Estate Services industry for these occupations are: 970 per annum for Real Estate Sales Agents;
120 per annum for Receptionists; and 110 per annum for Land Economists and Valuers.
DSDBI (2013) Rental, Hiring and Real Estate Services – Services Sector Industry Analysis
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
Vocational Training: Victoria's Industry Report 2013
157
195
Table 17.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
Employment
Occupation
Real Estate Sales Agents
15,120
Employment
Growth to 2017-18
5-yr average
annual
employment need
VET
enrolments
2013
1,320
970
1,700
Receptionists
2,510
170
120
*
Land Economists and Valuers
1,910
-280
110
-
Sales Assistants (General)
1,550
90
100
*
General Clerks
1,250
90
60
*
Office Managers
1,130
-50
20
*
Other Sales Assistants and Salespersons
Other Hospitality, Retail and Service
Managers
1,080
160
70
-
1,020
200
70
-
Accounting Clerks
1,000
110
40
*
Secretaries
970
70
50
*
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Rental, Hiring and Real Estate Services and therefore outside the scope of this
chapter.

When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Rental, Hiring and Real Estate Services-related training and industry requirements.
2013 training delivery aligned to Real Estate Sales Agents and Other Miscellaneous Clerical and
Administrative Employees appears to be well-placed to meet expected average annual employment
needs.

Alignment to specialised and/or in shortage occupations and skill needs
This section highlights training alignment to areas of strategic skill needs for the Rental, Hiring and Real
Estate industry.

While there were no enrolments aligned to specialised or in shortage occupations in 2013, skillsets that
remain of primary importance in this highly dynamic industry include customer service, communication
skills, digital literacy, planning and organising, sustainability and work safety196.
To address emerging challenges and realise opportunities, the Rental, Hiring and Real Estate Services
industry will continue to have a strong focus on productivity, encouraging innovation and better
utilisation of skills.
In support of these goals, there is a need to enhance basic levels of literacy, numeracy and ICT
proficiency across the industry, and to address the growing requirement for higher order skills that
assist individuals to be more flexible, adaptable, innovative and productive. Strong communication and
relationship building skills are also important in this client focused industry 197, while a particular
importance is attached to enhancing management, employability and leadership skills.


Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Rental, Hiring and Real Estate Services
employment in the region.

The highest concentration of employment within the Rental, Hiring and Real Estate Services industry in
Victoria was in the Inner Metropolitan (30 per cent), Eastern Metropolitan (17 per cent), and Southern
Metropolitan (17 per cent) regions.198
196
CPSISC (2013) Environmental Scan 2013-14
197
Innovation and Business Skills Australia (2013) Business Services Industry Environment Scan
198
Regional distribution data are estimates only based on ABS (2011) Census of Population and Housing
158
Vocational Training: Victoria's Industry Report 2013
Figure 17.3: Regional share of employment and enrolments
Employment (% of total)
Enrolments (% of total)
45%
30%
25%
22%
17%
17%
9%
4%
0%
Geelong &
Surrounds
3%
1% 0%
Great
South
Coast
0%
2%
0%
0% 0%
Gippsland Central Wimmera
Highlands Southern
Mallee
3%
9%
6%
2%
1% 0%
2%
Hume
Loddon
Mallee
North
Loddon
Mallee
South
0%
0%
Eastern
Metro
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS



Rental, Hiring and Real Estate Services employment was concentrated in the metropolitan areas.
Similarly, Rental, Hiring and Real Estate Services enrolments were also mainly concentrated in the
metropolitan areas. The Eastern Metropolitan region attracted 45 per cent of all enrolments.
The proportion of enrolments in Eastern Metropolitan and Southern Metropolitan far surpassed the
proportion of employment in those regions, however this trend was reversed in Inner Metropolitan,
Western Metropolitan and Northern Metropolitan where the proportion of employment was greater than
enrolments.
In regional Victoria, enrolments were concentrated in Hume, although industry employment was shared
across all regions.
Table 17.5: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
Eastern Metropolitan
Southern Metropolitan
Inner Metropolitan
Northern Metropolitan
2008
150
2009
250
2010
550
2011
850
2012
1,200
2013
750
-
60
20
50
400
400
250
150
300
300
350
350
-
-
-
100
70
90
Hume
20
30
20
70
80
40
Gippsland
20
50
10
30
30
-
-
10
-
-
70
-
Western Metropolitan
Geelong and Surrounds
90
50
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
159
Figure 17.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013199 insights are gained on the performance of the
VET system in meeting the needs of the Rental, Hiring and Real Estate Services industry.

Rental, Hiring and Real Estate Services industry employers were satisfied overall with the VET system,
with 73 per cent of employers stating that they were satisfied. This is in line with the all industry average
(73 per cent).
Students who reported a job-related benefit following completion of their training qualification were able
to get a job, change jobs, get promoted, expand or set-up their business. Within the Rental, Hiring and
Real Estate Services industry 76 per cent of students reported job-related benefits from their training.
This is higher than the all-industry average (72 per cent).

Figure 17.5: Student and employer outcomes of vocational training
Rental, Hiring and Real Estate Services
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
76%
Satisfied
Not-Satisfied
73%
Benefit
All- industry comparison
27%
Employers
satisfied with
VET system
24%
Students
reporting jobrelated benefit
from VET
No Benefit
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER(2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Public Administration and Safety industry training when compared with all-industry
averages.


In 2013, women were relatively well-represented in Rental, Hiring and Real Estate Services industry
training when compared with average enrolment patterns across all industries. Female students
comprised 60 per cent of enrolments, significantly more than the average across all industries (44 per
cent).
Students aged 25 and above were also well-represented in this industry, accounting for 64 per cent of
2013 enrolments compared with an all-industry average of 56 per cent.
199
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
160
Vocational Training: Victoria's Industry Report 2013
Figure 17.6 Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
161
Retail Trade
Retail Trade
involves
the purchase and onselling,
the commission-based buying,
and the commission-based
selling of goods, without
significant transformation, to
the general public
Training Snapshot




High growth in Retail Trade enrolments between 2008 and 2012
indicated a potential over-supply of graduates in certain courses.
The Refocusing Vocational Training initiative in 2012 aimed to
address this issue, and 2013 data showed a correction in terms of course enrolments aligned to Retail
Trade.
The total number of government subsidised enrolments related to the Retail Trade industry was 15,400
in 2013, a decline of 57 per cent when compared with 2012. This decline is in part due to a fall in
traineeship numbers.
Despite this significant decline, industry enrolments are now more closely aligned with employment
needs. DEECD will monitor training in the Retail Trade industry through 2014 to ensure balance is
maintained between training delivery and industry needs.
There were 1,800 TAFE fee for service enrolments related to the Retail Trade industry, a decrease of
38 per cent since 2012. Reported completions in Retail Trade qualification were 9,000 in 2013.
Table 18.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Retail Trade
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
19,900
18,600
23,400
33,200
36,000
15,400
Year-on-year % change
-6%
26%
42%
8%
-57%
Year-on-year % change (all industries)
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
3,800
2,900
2,800
2,000
2,800
1,800
Year-on-year % change
-22%
-5%
-29%
43%
-38%
Year-on-year % change (all industries)
15%
3%
0%
18%
-9%
Completions
8,900
10,200
11,900
14,700
21,400
9,000
Year-on-year % change
14%
16%
24%
46%
-58%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).



Private training providers accounted for a majority of training delivery in this industry, 74 per cent. This
compared with an average of 59 per cent across all industries. TAFE Institutes accounted for 24 per
cent of training delivery, less than the all industries average of 37 per cent. Learn Local provision in
this industry was 3 per cent of all delivery, close to the average across all industries.
A relatively high proportion of Retail Trade industry training was aligned to traineeships, 48 per cent of
training delivery in 2013 compared with an all-industry average of 13 per cent.
Apprenticeships also accounted for a relatively high proportion of training in this industry, 13 per cent of
training delivery compared with an all-industry average of 10 per cent.
Training Dashboard
Figure 18.1: Share of industry enrolments compared against all industries, 2013
162
Vocational Training: Victoria's Industry Report 2013
Table 18.2: Top five occupations ranked by 2013 enrolments, Table 18.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
2012
Sales Assistants (General)
25,600
6,900
Pharmacy Sales Assistants
2,500
2,100
Retail Supervisors
3,400
1,800
Motor Mechanics
Bakers and Pastrycooks
2013
1,200
1,600
550
850
Course
2012
Certificate III in Retail
15,700
4,200
2,300
1,900
2,700
1,300
1,000
9,500
1,300
1,100
Certificate III in Community
Pharmacy
Certificate IV in Retail
Management
Certificate III in Automotive
Mechanical Technology
Certificate II in Retail Operations
2013
Industry Overview




The Retail Trade industry contributed an estimated $18.9 billion to the Victorian economy in 2012-13,
around 6 per cent of Victoria's total gross value added. Over the five years to June 2013, this
represented an average annual growth of 7 per cent.200
The industry has however experienced lower levels of growth in the past five years since the Global
Financial Crisis (GFC), with revenue affected by a weak global economy, uncertain consumer
sentiment and subdued discretionary spending on non-essential goods.
Approximately 327,600 people were employed in Victoria's Retail Trade industry, equating to 11 per
cent of total employment in Victoria. The industry has seen employment growth of approximately 11 per
cent over the last five years, equating to around 31,500 employees.
The Store-Based Retail sub-sector accounted for the largest proportion of industry employment, 50 per
cent of the total. This was followed by the Food Retailing sub-sector, with 35 per cent of employment in
the industry.
Figure 18.2: Share of employment by industry sub-sector, 2012–13
5% 3%
Store-Based Retail
Food Retail
7%
50%
35%
Automotive Retail
Non-Store Retailing
Fuel Retailing
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections



200
Online shopping has been strong in an otherwise subdued industry, and with faster internet speeds,
higher internet penetration rates and improvements in security and reliability for online payment
processing, the foundations have been laid for Australia’s next big growth industry.
Retailers are also looking to streamline their supply chains, and cut costs. This is particularly evident in
the increasing trend towards wholesale bypassing. There are increasing numbers of businesses that
are becoming more vertically integrated, providing the full range of services from
manufacturing/production to consumer retailing.
Small and Medium Enterprises in particular, who represent the majority of businesses within the Retail
industry, seek greater capacity to organise and negotiate flexible training content and delivery modes
with training providers. They also seek support in providing supervision when managers have multiple
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Vocational Training: Victoria's Industry Report 2013
163
stores to manage; getting customised training that reflects the nature of smaller business operations;
and better managing the administrative burden associated with training staff.201
Changes to the industry have prompted a number of changes to training delivery within Retail Trade and
the Training Alignment section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment
Training Alignment Summary 2013
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
15,400
+ 20,100
vocational training enrolments
in 2013
employees per year required
over the five years to 2017-18
16%
10%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
50%
52%
of industry enrolments in 2013
of industry employment
Employer and
student needs
74%
75%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Retail Trade with 2013 enrolment levels for qualifications aligned to the
industry.
Table 18.4 highlights the top ten employing occupations202 in the Retail Trade industry. Forecasts presented
in the table estimate average annual employment needs for this industry. Average annual employment
needs include employment growth or decline and replacement demand 203 by occupation for the next five
years.

Over the next five years, average annual employment needs for Retail Trade are expected to be
approximately 20,000 per year.
The top three largest occupations by employment size were Sales Assistants (General), Retail
Managers and Checkout Operators.
The estimated average annual employment needs over the next 5 years for these occupations are:
6,290 per annum for Sales Assistants (General); 1,510 per annum for Retail Managers; and 3,010 per
annum for Checkout Operators.


Table 18.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupations
2012-13
Employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
Sales Assistants (General)
98,980
5,470
6,290
6,900
Retail Managers
38,530
2,940
1,510
-
Checkout Operators
32,550
2,810
3,010
-
Shelf Fillers
15,180
860
650
-
201
202
Australian Workforce and Productivity Agency (2013) Retail workforce issues paper
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level.
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
164
Vocational Training: Victoria's Industry Report 2013
203
Occupations
2012-13
Employment
Employment
growth to 2017-18
5-yr average annual
employment needs
VET enrolments
2013
Retail Supervisors
8,980
1,170
670
1,800
Pharmacy Sales Assistants
7,640
380
480
2,100
Storepersons
7,510
410
320
*
Motor Vehicle Salespersons
Purchasing and Supply
Logistics Clerks
6,570
420
380
300
4,570
390
210
*
Accounting Clerks
4,070
470
180
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to Retail Trade and therefore outside the scope of this chapter.
*




When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Retail Trade-related training and industry requirements.
2013 training delivery aligned to Sales Assistants, Retail Supervisors and Pharmacy Sales Assistants
appears to be well-placed to meet, and in some cases surpass, expected average annual employment
needs.
Approximately 60 per cent of enrolments aligned to Motor Vehicle Salespersons are apprenticeships;
given the duration of apprenticeship courses, enrolments aligned to this occupation may need to
increase from 2013 levels to meet projected average annual employment needs.
Further investigation is needed as to what extent the skills needs of Retail Managers, a shortage
occupation, are being met by other means (e.g. higher education or fee for service delivery).
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages and that
enhances the productive capacity of the Victorian economy is a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Retail Trade industry,
including an analysis of enrolments in areas of identified skill shortages or aligned to specialised
occupations204.



204
Changes in the way the Retail Trade industry is operating is changing the demand for skill sets in the
industry. This is to be reflected in training packages and delivery methods to keep pace with the
dynamic nature of the industry. This includes enhanced skills development in areas such as digital
literacy; e-commerce skills; sustainable business practices; data and stock management; domestic and
international supply chain management as well as merchandise buying and planning. Merchandise
buying and planning and international supply chain management are new and refined highly specialised
roles that are now being created to meet the demands of a technology driven Retail industry.
The industry also remains an important part of the tourism offer for Australia and Victoria, and
traditional quality customer service skills remain paramount. Alongside this however, customers are
also increasingly demanding ‘whole solution’ services, requiring increased product knowledge and
complimentary product awareness.
Retail Trade continues to rely on a younger than average workforce, many of whom work part-time
whilst studying. As the population ages, and the proportion of working age people declines in the future,
demand for labour will intensify. The Retail industry will need to consider how it can attract and retain
employees through greater career development planning. This will be particularly important in plugging
the shortage of Retail Managers the sector is currently experiencing, which has a knock-on effect on
industry productivity and performance.
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
165
Identified skills shortages in Retail Trade for 2013 include:




Retail Manager (General)
Motor Mechanic
Baker
Pastrycook
Skill shortages occupations also relevant to Retail Trade:


Supply and Distribution Manager; Warehouse Administrator;
Truck Driver
In 2013, there was a total of 2,400 enrolments related to specialised occupations or those experiencing
skills shortages within the Retail Trade industry, 16 per cent of total training in the industry.
This is slightly below the proportion of enrolments aligned to specialised or in shortage occupations
across all industries training (41 per cent).

Table 18.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2008
-
2009
1,300
12%
2010
1,300
1%
13%
2011
1,300
2%
18%
2012
1,800
36%
19%
2013
2,400
32%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Retail Trade employment in the region.

While Retail Trade business establishments are distributed throughout most suburbs of metropolitan
Melbourne, the major concentrations occur in suburbs with large shopping centres (Chadstone,
Doncaster, Maribyrnong and the Melbourne CBD). In regional Victoria, most Retail business
establishments are located in the peri-urban region adjoining Melbourne to the north and south-east of
the city, the major regional centres such as Bendigo, Ballarat, Warrnambool, Shepparton and Geelong,
the coastal towns in the Surf Coast and Bass Coast areas (Torquay and Cowes) and also tourist areas
such as the high country (Mansfield) and along the Murray River (Echuca).205
The highest concentration of employment within the Retail Trade industry in Victoria was in the Eastern
Metropolitan (19 per cent), Southern Metropolitan (18 per cent), and Inner Metropolitan (15 per cent)
regions.206

205
DSDBI (2012) Business location in Victoria: A decade of change
206
Regional Distribution are estimates only based ABS (2011) Census of Population & Housing
166
Vocational Training: Victoria's Industry Report 2013
Figure 18.3: Regional share of employment and enrolments
Employment (% of total)
Enrolments (% of total)
30%
19%
18%
15%
12%
12%
11%
5%
2%
4%
4%
2%
3% 2%
5%
1%
Great Gippsland Central Wimmera Hume
Loddon
South
Highlands Southern
Mallee
Coast
Mallee
North
Source: ABS (2011) Census of Population and Housing, SVTS


7%
3%
Geelong &
Surrounds

8%
6%
3%
1% 1%
11%
8%
8%
Loddon
Mallee
South
Eastern
Metro
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Retail Trade employment is concentrated in metropolitan areas, with Melbourne accounting for 74 per
cent of industry employment. In 2013, metropolitan Melbourne regions accounted for 65 per cent of
industry training delivery, suggesting Melbourne may be slightly under-represented when comparing
the proportion of training delivery with industry employment.
Inner Metropolitan accounts for a much higher proportion of training delivery than its share of industry
employment, highlighting the region’s role in serving the wider Melbourne area.
In regional Victoria, training delivery and employment appear to be more closely aligned. Potential
exceptions include Geelong and Surrounds and Loddon Mallee North, which both account for a higher
proportion of training delivery than their share of industry employment
Table 18.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
Inner Metropolitan
2008
5,200
2009
4,400
2010
8,400
2011
11,400
2012
14,800
2013
4,600
Geelong and Surrounds
1,100
1,200
1,600
3,000
3,100
1,900
Eastern Metropolitan
4,800
4,100
3,000
4,100
3,800
1,800
Southern Metropolitan
2,600
2,700
2,900
3,700
3,600
1,200
Northern Metropolitan
1,000
1,200
1,600
2,400
2,000
1,200
Loddon Mallee North
500
500
1,200
2,400
2,400
1,100
Western Metropolitan
1,000
400
850
1,200
1,400
1,000
Hume
650
700
750
1,000
1,500
900
Great South Coast
650
650
700
850
700
550
Gippsland
700
600
450
650
850
300
Central Highlands
400
400
550
700
550
300
30
30
30
100
150
100
Wimmera Southern Mallee
Loddon Mallee South
300
600
550
400
300
100
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
167
Figure 18.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
Training alignment in this section focuses on the degree of satisfaction with training provision and
employment outcomes by both employers and students. Drawing on results from the NCVER Student
Outcomes Survey 2012 and Survey of Employers' Use and Views of the VET System 2013207 insights are
gained on the performance of the VET system in meeting the needs of the Retail Trade industry.

Retail Trade industry employers were satisfied overall with the VET system, with 74 per cent of
employers stating that they were satisfied. This is slightly higher than the all industries average (73 per
cent).
Students who reported a job-related benefit following completion of their training qualification were able
to get a job, change jobs, get promoted, expand or set-up their business. Within the Retail Trade
industry 75 per cent of students reported job-related benefits from their training. This is higher than the
all-industry average (72 per cent).

Figure 18.5: Student and employer outcomes of vocational training
Retail Trade
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
74%
Benefit
75%
Satisfied
Not-Satisfied
26%
Employers
satisfied with
VET system
25%
Students
reporting jobrelated benefit
from VET
No Benefit
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER (2013) Survey of Employers' Use and Views of the VET System; NCVER (2012) Student Outcomes Survey
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Retail Trade training when compared with all-industry averages.



Female students were well represented in Retail Trade training, comprising 58 per cent of enrolments
for the industry, significantly more than the average across all industries (44 per cent).
However, unemployed students had relatively weak representation, accounting for 9 per cent of
enrolments for this industry, significantly less than the all industries average (25 per cent).
Students aged 25 years and older were also relatively poorly represented, accounting for 30 per cent of
enrolments for this industry, significantly less than the all industries proportion (50 per cent).
207
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
168
Vocational Training: Victoria's Industry Report 2013
Figure 18.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
169
Transport, Postal and
Warehousing
Transport, Postal
and Warehousing
Training Snapshot

The total number of government subsidised enrolments related to the
Transport, Postal and Warehousing (Transport) industry was 46,100
in 2013, an increase of 21 per cent on 2012. In addition, there were
5,700 TAFE fee for service enrolments, represented 89 per cent of
recorded training delivery.
There were 14,100 reported course completions related to the
Transport industry in 2013, a 5 per cent decline from 2012.

involves the provision of
transport for passengers and
freight by road, rail, water or
air. Other activities such as
warehousing and storage
services, postal services,
pipeline transport and scenic
and sightseeing transport are
also included.
Table 19.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Transport, Postal and Warehousing
2008
2009
2010
2011
2012
2013
Government subsidised enrolments
11,300
15,000
17,100
28,000
38,000
46,100
-
33%
14%
64%
36%
21%
Year-on-year % change
Year-on-year % change (all industries)
TAFE fee for service enrolments
Year-on-year % change
Year-on-year % change (all industries)
Completions
Year-on-year % change
-
3%
18%
31%
14%
-11%
5,100
4,000
3,200
2,400
3,600
5,700
-
-23%
15%
-19%
3%
-24%
0%
46%
18%
59%
-9%
3,000
4,700
3,900
10,000
14,800
14,100
-
55%
-18%
159%
48%
-5%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).

In 2013, private training providers accounted for a majority of training delivery in this industry, 78 per
cent. This compared with an average of 59 per cent private provision across all industries. TAFE
provision accounted for 21 per cent of training delivery, while Learn Local provision in this industry was
low (less than 1 per cent of 2013 training delivery).
There are very few apprenticeships aligned to the Transport industry. Apprentice enrolments
comprised less than 1 per cent of industry training in 2013.
The proportion of traineeship enrolments, 13 per cent of Transport enrolments, was in line with the allindustry average.


Training Dashboard
Figure 19.1: Share of industry enrolments compared against all industries, 2013
Table 19.2: Top occupations ranked by 2013 enrolments,
170
Table 19.3: Top courses ranked by 2013 enrolments,
Vocational Training: Victoria's Industry Report 2013
government subsidised, 2012–2013
Occupation
government subsidised, 2012–2013
2012
Storepersons
Truck Drivers
Purchasing and Supply Logistics
Clerks
Transport and Despatch Clerks
Railway Track Employees
18,300
10,600
3,300
3,000
50
2013
Course
19,000
14,600
4,700
4,600
1,400
Certificate III in Warehousing
Operations
Certificate III in Driving Operations
Certificate IV in Warehousing
Operations
Certificate III in Logistics
Certificate II in Warehousing
Operations
2012
6,800
9,000
1,800
2,400
4,600
2013
14,400
11,600
4,400
4,100
3,900
Industry Overview





The Transport, Postal and Warehousing industry contributed an estimated $15.5 billion to the Victorian
economy in 2012-13, around 5 per cent of Victoria's total gross value added. These figures do not
incorporate supply chain activity embedded in other industries, or related wholesaling activities in the
wider economy. The role of Transport and Logistics as an enabler of other industries means its
contribution to the Victorian economy is therefore greater than these figures suggest.
Over the five years to June 2013, Transport industry gross value added grew by an average of 4 per
cent per annum.208
There were an estimated 34,100 businesses operating in the industry in Victoria, 6 per cent of all
businesses across the state.209
Approximately 137,400 people were employed in the industry, equating to 5 per cent of all employment
in Victoria. The industry has seen employment growth of approximately 11 per cent over the last five
years, equating to around 13,300 employees. The outlook over the next five years is for employment to
continue to grow, increasing by an estimated 9 per cent (or 12,200 jobs).210
The Road Transport sub-sector accounted for the largest proportion of industry employment, 46 per
cent of the total. This is followed by the Postal and Courier Services sub-sector, with 17 per cent of
employment in the industry.
Figure 19.2: Share of employment by industry sub-sector, 2012–13
-1%
2%
Road Transport
5%
Postal and Courier Services
6%
11%
46%
Warehousing and Storage
Services
Transport Support
Air and Space Transport
14%
Rail Transport
17%
Water Transport
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections
Key drivers of changing skills and training needs


208
Like many Victorian industries, Transport and Logistics was significantly affected by the Global
Financial Crisis (GFC). As the Australian economy slowed, falling demand from consumers caused
businesses to run down their inventories – meaning reduced demand for imports and therefore
transport and logistics services. Exports were also negatively affected by the strong Australian dollar,
with a similar impact on industry demand.
Businesses in the industry responded to pressures with strong competition, reducing costs and profit
margins, and offering increasingly customised supply chain solutions to their customers. The
combination of low profit margins and lower freight volumes took their toll on small operators within in
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
210
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
171
209
the industry. Growth has since returned and is anticipated to continue in both the passenger and
freight segments of the industry.
The rise of online business models is increasing demand for logistics and supply chain services, with
many online retailers outsourcing their supply chain to third party logistics providers. Customer
expectations are on the increase and the trend toward customised solutions in logistics is expected to
continue, with Transport and Logistics operations becoming increasingly complex and global in focus.
Technology and automation are being incorporated into logistics and supply chain organisations to
manage these new complexities as well as to improve efficiency and profitability, and the industry skills
profile is changing accordingly.
The traditional image of transport roles as requiring physical strength and few qualifications is a
decreasing reality. As an example, traditional stevedoring functions are changing as a result of
increased automation in the ports sector, with a tendency towards increased skill specialisation among
employees. The industry’s increasingly complex operations are seeing a corresponding increase in
demand for higher-order skills. The supply of larger numbers of more highly-skilled employees into this
growing industry will represent a challenge, particularly in a workforce where skills shortages are
already a feature.


These drivers have prompted a number of changes to training delivery within the industry and the Training
Alignment section of this industry profile explores how the training market is tracking against skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
Industry
needs
Specialised
and/or skill
shortage
occupations
Skills needs in
regions
+ 8,500
employees per year required
over the five years to 2017-18
19%
36%
of enrolments in courses
aligned to specialised occupations
of enrolments in courses
aligned to occupations
experiencing skills shortage
The top three employing regions
accounted for
These three regions accounted for
56%
of industry employment
Employer and
student needs
46,100
vocational training enrolments
in 2013
42%
of industry enrolments in 2013
82%
75%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Transport with 2013 enrolment levels for qualifications aligned with the
industry.
Table 19.4 highlights the top ten employing occupations211 in the Transport industry. The projections
presented in the table estimate average annual employment need for this industry. The average annual
employment need by occupation include employment growth or decline and replacement demand 212.

Over the next five years within the Transport industry, average annual employment needs are expected
to be approximately 8,500 per year. This compares with government subsidised vocational training
enrolments of 46,100 in 2013.
The top three occupations by employment size were Truck Drivers, Couriers and Postal Deliverers and
Automobile Drivers.

211
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
212
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
172
Vocational Training: Victoria's Industry Report 2013

Projected average annual employment needs for these occupations within the Transport industry over
the next five years are: 1,080 per annum for Truck Drivers; 350 per annum for Couriers & Postal
Deliverers; and 630 per annum for Automobile Drivers.
Table 19.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
Occupation
Truck Drivers
2012-13
Employment
Employment
growth to 2017-18
5-yr average annual
employment need
VET enrolments
2013
22,990
2,520
1,080
14,600
Couriers and Postal Deliverers
8,320
760
350
-
Automobile Drivers
7,540
840
630
-
Storepersons
6,860
380
290
19,000
Bus and Coach Drivers
6,180
690
490
-
Forklift Drivers
6,110
660
380
-
Transport and Despatch Clerks
4,430
280
320
4,600
Transport Services Managers
4,020
650
270
-
Supply and Distribution Managers
3,900
550
210
450
Sales Assistants (General)
2,970
160
190
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Transport industry and therefore outside the scope of this chapter.



*
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Transport, Postal and Warehousing-related training and industry requirements.
2013 training delivery aligned to the occupations Truck Driver, Storeperson, Transport and Despatch
Clerk and Supply and Distribution Manager appears to be well-placed to meet expected average annual
employment needs.
While not directly aligned to a specific vocational training qualification, the skill needs of occupations
such as Forklift Driver are also supported by training provision (for example, the Certificate III in
Warehousing Operations, aligned to the occupation Storeperson).
Alignment to specialised and/or in shortage occupations and skill needs
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill need for the Transport industry, including
an analysis of enrolments in areas of identified skill shortages or aligned to specialised occupations 213.





213
The Transport industry is experiencing ongoing skill shortages in a range of occupations including
transport and logistics managers, truck and train drivers and warehouse managers / administrators.
One driver of shortages in the industry is the increasing use of technology, meaning job roles are
becoming more highly skilled. Competition for skills from other industries is also considered to be a
contributing factor, meaning attracting new entrants and retaining existing employees is a priority for
transport and logistics businesses.
In addition, stakeholders in all sectors of the industry have highlighted a shortage of workplace trainers
and assessors, in particular experienced trainers who also possess the required industry knowledge
and skills. A contributing factor to this shortage is the relative income of workplace trainers when
compared with operational roles, meaning there is little incentive for employees to transition into
training.
Transport and logistics is a global industry, with skills needs influenced by increasingly complex
operations and supporting technologies. The skill gap between operator and manager is significant, and
businesses report difficulties in sourcing managerial level employees with the skills, experience and
capability required.
Businesses continue to report skills gaps in the language, literacy and numeracy skills of their current
employees as well as an emerging need to focus on softer skills development including communication,
presentation skills, rapport building and facilitation.
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
173
Identified skills shortages in Transport, Postal and Warehousing for 2013 include:








Supply and Distribution Manager / Transport Company Manager
Aeroplane Pilot
Rail Engineer
Signal Maintenance Technician
Warehouse Administrator
Truck Driver
Train Driver
Railway Track Worker
Skills shortage occupations also relevant to Transport, Postal and Warehousing:


Vocational Education Teacher; Electrical Linesworker
In 2013, there were a total of 16,600 enrolments in courses related to specialised or in shortage
occupations in the Transport industry. This represents 36 per cent of industry training in 2013.
Enrolments aligned to specialised occupations or those in skill shortage increased by 49 per cent
between 2012 and 2013. This compares with overall Transport, Postal and Warehousing enrolment
growth of 21 per cent.

Table 19.5: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008-2013
Specialised / in shortage enrolments
Year-on-year % change
Year-on-year % change (all industries)
2008
2,900
-
2009
4,800
65%
12%
2010
5,300
10%
13%
2011
8,300
56%
18%
2012
11,100
34%
19%
2013
16,600
49%
14%
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Transport, Postal and Warehousing employment
in the region.

The Transport industry is generally located close to Melbourne’s port, major arterial road network,
manufacturing hubs and supply chain networks. It is a land intensive industry and is increasingly
located further away from central Melbourne, in places where industrial land is cheaper. The industry is
concentrated in regional centres and the peri-urban areas surrounding metropolitan Melbourne. In
particular, business establishments were highly concentrated in the major regional centres of
Bairnsdale, City of Latrobe, Geelong, Ballarat, Bendigo, Mildura, Shepparton and Wodonga, as well as
the peri-urban areas of Bacchus Marsh and Mitchell Shire.214
Eighty-one per cent of employment in the Transport industry was located within metropolitan
Melbourne, with 19 per cent located in regional Victoria.
The highest concentration of employment within the Transport industry is within the Northern
Metropolitan (20 per cent), Western Metropolitan (19 per cent), and Inner Metropolitan (18 per cent)
regions.215


214
DSDBI (2012) Business location in Victoria: A decade of change
215
Regional Distribution are estimates only based on ABS (2011) Census of Population & Housing
174
Vocational Training: Victoria's Industry Report 2013
Figure 19.3: Regional share of employment and enrolments
Employment (% of total)
Enrolments (% of total)
20%
18%
19%18%
14%
14%
12%
11%
8%
8%
4%
3%
3% 3%
2%
Geelong &
Surrounds
18%
Great
South
Coast
5%
4%
4%
2%
1% 1%
Gippsland Central Wimmera
Highlands Southern
Mallee
Hume
4%
2%
2%
Loddon
Mallee
North
Loddon
Mallee
South
1%
Eastern
Metro
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS


Metropolitan Melbourne accounted for 67 per cent of government subsidised vocational training in the
Transport industry in 2013. Compared to its share of industry employment (81 per cent), Melbourne
therefore appears to be relatively under-represented in terms of vocational training in Transport – in
particular the Northern Metropolitan region (accounting for 20 per cent of employment compared with
12 per cent of training delivery).
In regional Victoria, the majority of enrolments were concentrated in the Hume and Geelong &
Surrounds regions, a trend not reflected in regional employment data.
Table 19.6: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Western Metropolitan
1,500
1,300
2,000
3,500
5,500
8,000
Southern Metropolitan
850
4,200
4,700
2,500
4,300
7,800
Inner Metropolitan
750
600
750
3,000
6,700
6,400
1,000
2,400
2,300
4,400
5,400
5,200
500
700
1,300
3,700
4,200
3,600
Hume
1,300
1,600
1,700
2,100
2,400
3,600
Eastern Metropolitan
1,400
1,400
1,200
1,400
1,500
2,300
Central Highlands
200
250
600
1,200
1,400
2,000
Loddon Mallee North
900
950
750
1,200
1,300
1,600
Great South Coast
150
500
500
1,300
950
1,600
Gippsland
400
450
550
450
800
1,500
Loddon Mallee South
150
250
250
300
500
450
Northern Metropolitan
Geelong and Surrounds
Wimmera Southern Mallee
50
50
350
300
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Vocational Training: Victoria's Industry Report 2013
175
Figure 19.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013216 insights are gained on the performance of the
VET system in meeting the needs of the Transport industry.

The growing development of technology in the industry presents a challenge for training providers in
keeping pace with this change. With increased complexity, training organisations also need the
capability to deliver current industry requirements across the breadth of operations and tailor training
delivery both to suit emerging industry needs and to meet the demands of individual businesses.
Employers from the Transport industry were satisfied overall with the VET system, with 82 per cent of
employers stating that they were satisfied. This was significantly higher than the all-industry average
(73 per cent).
Students who report a job-related benefit following completion of their training qualification were able to
get a job, change jobs, get promoted, expand or set-up their own business. Within the Transport
industry 75 per cent of students reported job-related benefits from their training, higher than the allindustry average (72 per cent).


Figure 19.5: Student and employer outcomes of vocational training
Transport, Postal and Warehousing
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
Satisfied
Not-Satisfied
82%
Benefit
75%
18%
No Benefit
25%
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
Not-Satisfied
73%
Benefit
72%
27%
No Benefit
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Transport, Postal and Warehousing training when compared with all-industry averages.

Female students comprised just 12 per cent of Transport industry enrolments in 2013, significantly less
than the average across all industries (44 per cent). This is reflective of, although more pronounced
than, the industry’s workforce demographic profile where women make up 25 per cent of employees.
216
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
176
Vocational Training: Victoria's Industry Report 2013


Unemployed students make up 39 per cent of enrolments for this industry, significantly more than the
all-industry average (25 per cent).
Students aged 25 years and older make up 68 per cent of enrolments for this industry, significantly
higher than the average proportion across all industries (56 per cent). This is again indicative of
Transport’s workforce profile, which is older than the average across Victoria.
Figure 19.6: Proportion of enrolments by student group, government subsidised, 2013
Vocational Training: Victoria's Industry Report 2013
177
Wholesale Trade
Wholesale Trade
involves the purchase and
onselling, the commissionbased buying, and the
commission-based selling of
goods, without significant
transformation, to businesses
Training Snapshot

The total number of government subsidised enrolments aligned to
the Wholesale Trade industry was 1,000 in 2013, an increase of 14
per cent on 2012. TAFE fee for service delivery in this industry was
low in 2013, representing just 1 per cent of recorded training delivery.
In 2013, the total number of recorded course completions related to
the Wholesale Trade industry was 700, a 97 per cent increase in reported completions since 2012.

Table 20.1: Vocational training enrolments and completions, year on year changes, 2008–2013
Wholesale Trade
2008
Government subsidised enrolments
2009
2010
2011
2012
2013
1,000
550
350
550
850
900
Year-on-year % change
-
-37%
57%
57%
6%
14%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
TAFE fee for service enrolments
Year-on-year % change
Year-on-year % change (all industries)
Completions
Year-on-year % change
10
50
80
10
20
10
-
607%
15%
77%
3%
-82%
0%
12%
18%
-69%
-9%
150
200
250
300
350
700
-
35%
32%
28%
12%
97%
Year-on-year % change (all industries)
5%
19%
33%
29%
-15%
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).




Private training providers account for 87 per cent of all enrolments, higher than the average of 59 per
cent across all industries. TAFE Institutes accounted for 12 per cent of industry training, with Learn
Local provision of less than 1 per cent in this industry.
Apprentice enrolments accounted for 4 per cent of total enrolments, less than the all-industry average
of 10 per cent.
The proportion of traineeship enrolments was higher than the average across all industries in 2013 (27
per cent compared with an average of 13 per cent).
Enrolments at Certificate III level and above represented a relatively low proportion of industry training,
46 per cent compared with an all-industry average of 90 per cent in 2013.
Figure 20.1: Share of industry enrolments compared against all industries, 2013
Wholesale Trade industry
Learn Local
TAFE
Training Dashboard
Provider type 1% 12%
Apprentice 4%
Apprentice
34%
Band B
Band C
Band D
58%
Band E
3%
90%
19%
0%
178
Certificate III +
10%
Band A
Subsidy band
Other
87%
Certificate I-II
Qualification
level
46%
Other
90%
13%
Certificate III +
54%
Band A
10%
Trainee
Trainee
Private
59%
Apprentice
73%
Certificate I-II
TAFE
37%
Other
27%
Qualification
level
4%
Other
96%
Trainee
Subsidy band 4%
Provider type
87%
Apprentice
Trainee
All industries
Learn Local
Private
Vocational Training: Victoria's Industry Report 2013
Band B
34%
Band C
Band D
30%
Band E
8% 9%
Table 20.2: Top five occupations ranked by 2013 enrolments, Table 20.3: Top five courses ranked by 2013 enrolments,
government subsidised, 2012–2013
government subsidised, 2012–2013
Occupation
Purchasing / Supply Logistics Clerks
Fashion, Industrial, Jewellery Design
Nurserypersons
Sales Representatives
Retail Supervisors
2012
700
70
90
20
-
2013
900
70
50
20
10
Course
Certificate II in Wholesale
Certificate III in Wholesale
Certificate III in Horticulture
(WholesaleIVNursery)
Certificate
in Fashion, Textiles
Merchandising
Diploma
of Fashion and Textiles
Merchandising
2012
2013
90
650
90
40
20
Industry Overview




The Wholesale Trade industry contributed an estimated $15.3 billion to the Victorian economy in 201213, around 5 per cent of Victoria's total gross value added.217
There are were an estimated 22,300 businesses operating in Victoria's Wholesale Trade industry, 4 per
cent of all businesses across the state.218
Approximately 130,800 people were employed in the industry in 2012-13, equating to about 5 per cent
of all employment in Victoria. The industry has seen employment growth of approximately 4 per cent
over the last five years, equating to around 5,400 employees. The outlook over the next five years for
Wholesale Trade is for employment to continue to grow, increasing by 7 per cent (or 9,600 jobs).219
The Machinery and Equipment Wholesaling and Other Goods Wholesaling sub-sectors accounted for
the largest proportion of industry employment, 26 per cent each. This is followed by the Basic Material
Wholesaling sub-sector with 21 per cent of employment in the industry.
Figure 20.2: Share of employment by industry sub-sector, 2012–13
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections


217
Activity within the Wholesale Trade industry is driven by the supply of goods from primarily the
agricultural, mining and manufacturing industries as well as the demand for goods by the service
industries. The economic, political and environmental conditions across these supply chains directly
influence wholesalers, and the sector was particularly hard hit by the Global Financial Crisis (GFC). In
recent years, the industry has been increasingly converging with the Retail Trade industry and has
been subject to a number of challenges.
There is an increasing trend of vertical integration of businesses leading to wholesale bypassing. For
example, some large retailers such as Bunnings and Mitre 10 have developed direct wholesaling links
to manufacturers and importers, thereby eroding the market power of traditional wholesalers.
Australian Bureau of Statistics (2013) Australian National Accounts: State Accounts, CT NO: 5220.0
Australian Bureau of Statistics (2012) Counts of Australian Businesses, including Entries and Exits, Jun 2008 to Jun 2012,
CT NO: 8165.0
219
Centre of Policy Studies, Monash University (2013) Labour Force Projections
Vocational Training: Victoria's Industry Report 2013
179
218
550
350
50
30
20

Furthermore, changing patterns of consumer behaviour are impacting profit margins in the sector, with
increased on-line purchasing, often directly from the manufacturer and frequently from overseas,
leading to subdued spending levels and heightened competition for low-cost products and services.
In order to retain competitiveness, more and more wholesalers are introducing e-commerce and ICT
systems, and thus creating demand for ICT skills in the industry.
Improvements in technology may require changes in organisation structure and lead to greater
specialisation of tasks. Technological improvements are also likely to reduce the need for
administrative staff, particularly as the capabilities of software used in logistics networks improve.
The industry’s workforce age profile is skewed towards older employees, indicating a need to attract
young people and new entrants into the sector, with associated training requirements. Over time the
skill composition of the industry has been shifting towards higher skilled employees, and this trend is
anticipated to continue into the future.
Food safety standards in wholesalers of food and beverage products and occupational health and
safety more generally are now the norm, and compliance is required in order to stay in business,
prompting the need for these specific skillsets.




The Training Alignment section of this industry profile explores how the training market is tracking against
skills needs.
Training Alignment Summary 2013
Training Alignment
an estimated
+ 7,200
Industry
needs
Specialised
and/or skill
shortage
occupations
employees per year required
over the five years to 2017-18
1,000
vocational training enrolments
in 2013
There were
specialised occupations aligned to this
industry
There were no skills shortage occupations
aligned to this industry
The top three employing regions
accounted for
These three regions accounted for
Skills needs in
regions
63%
of industry employment
Employer and
student needs
80%
of industry enrolments in 2013
77%
90%
of industry employers were
satisfied with the VET system
of students reported
job-related benefits from VET
Alignment to industry needs
This section explores the alignment between vocational training and industry needs by comparing projected
annual employment needs in Wholesale Trade with 2013 enrolment levels for qualifications aligned with the
industry.
Table 20.4 highlights the top ten employing occupations220 in the Wholesale Trade industry. The projections
presented in the table estimate average annual employment needs by occupation for this industry. The
average annual employment need include employment growth or decline and replacement demand221.

Over the next five years within the Wholesale Trade industry, average annual employment needs are
expected to be approximately 7,200 per year. This compares with government subsidised vocational
training enrolments of 1,000 in 2013.
Within Wholesale Trade, the top three occupations by employment were Storepersons, Sales
Representatives and Advertising & Sales Managers.

220
Occupations are listed at the ABS 4-digit ANZSCO Unit Group level
221
Forecast employment growth or decline is the expected change in the number of jobs within an occupation year to year. The
period presented in the table from 2012-13 to 2017-18. Replacement demand is the number of existing workers that are forecast
to leave the occupation through retirement, moving into a different industry or occupation or moving interstate etc. that require
replacing to meet existing employment needs.
180
Vocational Training: Victoria's Industry Report 2013

Projected average annual employment needs for these occupations within Wholesale Trade over the
next five years are: 430 per annum for Storepersons; 410 per annum for Sales Representatives; and
380 per annum for Advertising and Sales Managers.
Table 20.4: Top ten occupations by employment, 2012–2013, and associated enrolments, 2013
2012-13
Employment
Occupation
Employment
growth to 2017-18
5-yr average annual
employment need
VET enrolments
2013
Storepersons
9,960
560
430
*
Sales Representatives
9,260
580
410
20
Advertising and Sales Managers
Purchasing and Supply Logistics
Clerks
6,860
820
380
5,710
480
260
900
Importers, Exporters and Wholesalers
5,350
400
380
*
Accounting Clerks
4,710
540
200
*
Sales Assistants (General)
4,380
240
280
*
Technical Sales Representatives
3,760
660
270
*
Forklift Drivers
3,450
370
210
Retail Managers
2,700
210
110
Source: Centre of Policy Studies, Monash University (2013) Labour Force Projections, SVTS
Note: Occupations aligned to VET qualifications are highlighted in blue.
*VET qualifications not directly aligned to the Wholesale Trade industry and therefore outside the scope of this report.




*
When comparing projected annual employment needs with 2013 enrolment levels, some broad
messages can be established regarding the alignment between government subsidised enrolments in
Wholesale Trade-related training and industry requirements.
2013 training delivery aligned to Purchasing and Supply Logistics Clerks appears to be well-placed to
meet expected average annual employment needs.
Training aligned to Sales Representatives, on the other hand, may need to increase from 2013 levels in
order to meet project average annual employment needs of 420 employees. The skill needs of this
occupation are likely to be met via a variety of pathways however, of which vocational training is one.
Skills development relating to occupations such as Storepersons, Retail Managers and Accounting
Clerks are covered in other chapters of this report.
Alignment to specialised and/or in shortage occupations and skill needs
This section highlights areas of strategic skill needs for the Wholesale Trade industry.
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
This section highlights training alignment to areas of strategic skill needs for the Wholesale Trade industry,
including an analysis of enrolments in areas of identified skill shortages or aligned to specialised
occupations222.






222
No skills shortages have been identified in occupations directly aligned to the Wholesale Trade
industry. Similarly, no specialised occupations are aligned to this industry.
Wholesale Trade is a major employer of skills aligned to the Transport, Postal and Warehousing and
Retail Trade industries, however, and is therefore affected by shortages in occupations such as Truck
Drivers, Warehouse Administrators and Retail Managers.
While there were no Wholesale Trade enrolments aligned to specialised or in shortage occupations in
2013, there are certain skillsets that remain critical to this industry.
Despite the general trend towards wholesale bypassing, in certain sectors (such as construction-related
wholesalers), extensive product and market understanding is valuable, and can save retailers time, with
retailers increasingly capitalising on this knowledge.
A key function of the Wholesale Trade industry is inventory management. Better inventory management
frees tied up capital and increases the efficiency of distribution services.
The supply chain is vital in improving global competitiveness and productivity growth through research,
science and innovation, and reducing barriers to accessing international and domestic markets. Skills in
understanding and accessing new markets and innovation are especially relevant to food and beverage
related Wholesale Trade.
DEECD’s 2013 listing of Victorian skills shortages is at the 6-digit ABS ANZSCO occupation level.
Vocational Training: Victoria's Industry Report 2013
181
Alignment to skills needs in regions
This section considers training alignment with skills needs in regions by comparing the proportion of
industry training within each region with the proportion of Wholesale Trade employment in the region.

The Wholesale Trade industry in metropolitan Melbourne is generally concentrated in industrial
precincts close to transport, warehousing and manufacturing hubs. This reflects the importance of
minimising transport costs and a desire to have easy access to major transport and freight hubs. In
regional Victoria, the industry is generally concentrated in the larger population centres such as
Geelong, Bendigo, Ballarat, Shepparton, Mildura and Wodonga. Other areas of concentration include
Bacchus Marsh and Lara which are on the peri-urban fringe.223
Eighty-five per cent of employment in the Wholesale Trade industry is located within metropolitan
Melbourne, with 15 per cent located in regional Victoria.
The highest concentration of employment within the Wholesale Trade industry was within the Eastern
Metropolitan (24 per cent), Southern Metropolitan (22 per cent), and Inner Metropolitan (17 per cent)
regions.224


Figure 20.3: Regional employment and enrolments
Employment (% of total)
Enrolments (% of total)
64%
24%
22%
17%
10%
3%
1%
Geelong &
Surrounds
1% 0%
Great
South
Coast
2% 1%
1% 1%
1% 0%
Gippsland Central Wimmera
Highlands Southern
Mallee
3%
6%
Hume
1% 0%
2% 0%
Loddon
Mallee
North
Loddon
Mallee
South
12%
4%
Eastern
Metro
6%
11%
6%
Northern Southern Western
Metro
Metro
Metro
Inner
Metro
Source: ABS (2011) Census of Population and Housing, SVTS

Metropolitan Melbourne accounted for 90 per cent of Wholesale Trade training delivery in 2013.
Compared to its share of industry employment (85 per cent), overall training delivery in Melbourne
therefore appears to be relatively well-aligned with the regional share of Wholesale Trade employment.
The Inner Metropolitan region has the largest number of enrolments with 650 in 2013 (64 per cent of
the total). The region’s share of vocational training is high when compared with the share of industry
employment, offsetting relatively low vocational training provision in other Melbourne regions when
compared with employment – particularly the Eastern and Southern Metropolitan.

223
DSDBI (2012) Business location in Victoria: A decade of change
224
Regional Distribution data are estimates only based on ABS (2011) Census of Population & Housing
182
Vocational Training: Victoria's Industry Report 2013
Table 20.5: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
50
50
90
150
250
650
Eastern Metropolitan
90
70
70
200
250
100
Western Metropolitan
-
-
70
150
100
70
Southern Metropolitan
50
50
70
150
150
60
250
-
-
10
30
60
Northern Metropolitan
60
100
150
150
100
40
Central Highlands
50
30
40
20
10
10
Geelong and Surrounds
20
10
-
10
10
10
Hume
Gippsland
10
10
10
10
10
10
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 20.4: Regional share of enrolments, 2008 and 2013
Alignment to employers and students: Employer satisfaction and student outcomes
This section focuses on the degree of satisfaction with training provision and employment outcomes by both
employers and students. Drawing on results from the NCVER Student Outcomes Survey 2012 and Survey
of Employers' Use and Views of the VET System 2013225 insights can be gained on how the VET system is
meeting the needs of the Wholesale Trade industry.


Employers from the Wholesale Trade industry were satisfied overall with the VET system, with 77 per
cent of employers stating that they were satisfied. This is higher than the all-industry average of 73 per
cent.
Within the Wholesale Trade industry 90 per cent of students reported job-related benefits from their
training (for example getting a job, changing jobs, getting promoted, expanding or setting up their
business. This is much higher than the all-industry average (72 per cent).
225
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
183
Figure 20.5: Student and employer outcomes of vocational training
Wholesale Trade
Satisfied
Employers
satisfied with
VET system
Students
reporting jobrelated benefit
from VET
All- industry comparison
Satisfied
Not-Satisfied
77%
Benefit
Employers
satisfied with
VET system
23%
No Benefit
90%
10%
Not-Satisfied
73%
Benefit
Students
reporting jobrelated benefit
from VET
27%
No Benefit
72%
28%
Source: NCVER Survey of Employers' Use and Views of the VET System 2013 and NCVER Student Outcomes Survey 2012
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Wholesale Trade training when compared with all-industry averages.

Culturally and Linguistically Diverse (CALD) students appeared relatively under-represented in
Wholesale Trade training in 2013 when compared with the average across all industries, comprising 12
per cent of enrolments compared with an average of 27 per cent. Similarly, students aged 25 and
above account for a low proportion of training when compared with all-industry averages, 37 per cent
compared with 56 per cent.
Females and unemployed students, on the other hand, were relatively well-represented in Wholesale
Trade training in 2013. Female enrolments comprised 57 per cent of the total compared with an
average of 44 per cent, while enrolments by unemployed students accounted for 37 per cent of
Wholesale Trade training delivery (this compares with an all-industry average of 25 per cent).

Figure 20.6: Proportion of enrolments by student group, government subsidised, 2013
Wholesale Trade
Indigenous
0%
1%
12%
CALD
Disability
All industries
27%
5%
6%
Female
Unemployed
Age 25+
184
44%
25%
57%
37%
37%
Vocational Training: Victoria's Industry Report 2013
56%
Cross-Industry
Industry Overview
Training aligned to the Cross-Industry skill areas are considered
separately as they do not align to any one standard industry
classification; instead, they support businesses across all of
Victoria’s industries. Consequently, this chapter does not align
training data with industry employment and economic data, as
elsewhere in this report, but focuses on training delivery trends
aligned to Cross-Industry226 skills development – a significant
proportion of Victoria’s vocational training activity.
Cross-Industry includes
business and related skills which
are transferable across the whole
range of industries. It includes
eight sub-sectors: Accounting
Services; Business Administration;
Business Management; Human
Resources; International Business;
Information Technology;
Occupational Health and Safety;
Project Management; Quality and
Sales, Marketing and Public
Relations
Courses categorised under Cross-Industry equip individuals with a variety of transferable skills that may be
applicable across a range of occupations and industries. Transferable skills are increasingly gaining
importance in light of the recent increase in the rate of structural change across Victorian industries.
Key drivers of changing skills and training needs




Cross–Industry encompasses a diverse range of skills that are essential to the operations of
businesses across Victoria’s industries. The industry’s skill needs are primarily driven by the
requirement for ongoing improvements to business productivity and competitiveness.
Rapid development in technology, including e-commerce, cloud computing and social media, is
becoming the norm, raising the importance of digital literacy in Cross-Industry skills development.
There is a growing demand for managerial and leadership skills across all industries. Research has
found that improved business performance is strongly influenced by the leadership skills and the
capabilities of managerial employees to support227. Coupled with this is growing management skills
demand in the area of business compliance and governance, overseeing and implementing regulations.
Sound numeracy and literacy skills are also important in skilling the workforce across all industries,
particularly those in clerical and administrative roles. Furthermore, communication and relationship
management skills are crucial for developing an efficient and effective workforce.
Training Snapshot



226
There were 60,300 government subsidised enrolments aligned to Cross-Industry in 2013, representing
13 per cent of all industry training in Victoria. This represents a decline of 34 per cent when compared
with 2012 enrolment numbers. However, when compared to 2008 levels, government subsidised
enrolments have increased by 15 per cent.
TAFE fee for service delivery in Cross-Industry stood at 11,800 enrolments in 2013, representing 84 per
cent of reported training delivery.
Cross-Industry completions were 35,100 in 2013, representing a decline of 21 per cent when compared
with 2012. However, over the five years since 2008, reported completions have grown by 40 per cent.
Unlike the other industry profiles, Cross-Industry is not classified under Australian Bureau of Statistics ANZSIC categories.
DEECD has grouped occupations into broad skills clusters to categorise them into the eight sub-sectors outlined above.
227
Innovation and Business Services (2013) Environmental Scan
Vocational Training: Victoria's Industry Report 2013
185
Table 21.1: Vocational training enrolments and completions, year on year changes, 2008-2013
Cross –Industry
2008
2009
2010
2011
2012
2013
52,600
51,100
57,400
81,500
91,000
60,300
Year-on-year % change
-
-3%
12%
42%
12%
-34%
Year-on-year % change (all industries)
-
3%
18%
31%
14%
-11%
9,800
11,000
10,300
11,400
13,900
11,800
Year-on-year % change
-
13%
-7%
11%
22%
-15%
Year-on-year % change (all industries)
-
15%
3%
0%
18%
-9%
25,000
22,900
29,500
32,400
44,500
35,100
Year-on-year % change
-
-9%
29%
10%
37%
-21%
Year-on-year % change (all industries)
-
5%
19%
33%
29%
-15%
Government subsidised enrolments
TAFE fee for service enrolments
Completions
Note: all enrolment data is government subsidised, unless otherwise stated. Completions data includes all reported government
subsidised and fee for service activity by all providers (TAFE and non-TAFE).

Private training providers accounted for a majority of Cross-Industry training in 2013, 70 per cent of
government subsidised enrolments (compared with an all industry average of 37 per cent). Provision
by TAFE Institutes represented 15 per cent of training delivery in 2013. Learn Local providers
accounted for 4 per cent of Cross-Industry enrolments – in line with Learn Local’s share of total industry
training.

Traineeship enrolments accounted for 13 per cent of Cross-Industry training in 2013, in line with the
average proportion of traineeships across all industries.
Apprenticeships are not aligned with Cross-Industry training, with no apprenticeship enrolments in 2013
(consistent with other years).
Ninety-six per cent of Cross-Industry training delivery is at Certificate III level or above. This is higher
than the average of 90 per cent across all industries.


Training Dashboard
Figure 21.1: Share of industry enrolments compared against all industries, 2013


186
In 2013, the Certificate IV in Business attracted the highest proportion of enrolments within CrossIndustry training, accounting for 13 per cent of training delivery aligned to this industry. This was
followed by the Diploma of Management and the Certificate IV in Frontline Management (10 per cent
and 8 per cent of enrolments respectively).
In 2013, the highest number of enrolments in Cross-Industry training was in courses aligned to the
occupations Office Managers, General Clerks and Bookkeepers.
Vocational Training: Victoria's Industry Report 2013
Table 21.3: Top five occupations ranked by 2013
enrolments, government subsidised, 2012–2013
Table 21.2: Top five courses ranked by 2013
enrolments, government subsidised, 2012–2013
Course
2012
2013
Occupation
Certificate IV in Business
5,400
7,600
Diploma of Management
15,900
Certificate IV in Frontline Management
Certificate IV in Business
Administration
Certificate IV in Business Sales
2012
2013
Office Managers
42,900
28,400
5,900
General Clerks
18,300
6,800
3,800
5,100
Bookkeepers
6,500
5,900
12,400
4,700
Technical Sales Representatives
1,200
3,900
1,200
3,900
ICT Support Technicians
3,900
2,800
Cross-Industry training is aimed at providing additional support to businesses and functions across all
industries. This is reflected in the responses offered for reason for study, which is quite divergent from the
average trend across all industries.



Analysis shows that the primary reason students undertook study in courses within Cross-Industry had
little relation to their current jobs and more aligned to personal interest or self-development with the aim
to progress in their careers. This is quite different to the average trend across all industries, where
training is undertaken as a requirement for current jobs or employment.
Gaining extra skills for existing jobs was also a more popular reason for study, accounting for 20 per
cent of Cross-Industry enrolments, than the all industry average.
A much smaller proportion, accounting for 6 per cent of enrolments, indicated that they were studying
because it was a requirement for their current jobs. This is compared with 16 per cent across all
industries.
Figure 21.1: Reason for study in Cross-Industry, 2013
Training in specialised and/or in shortage occupations
Vocational training related to occupations identified as specialised or experiencing skill shortages that
enhance the productive capacity of the Victorian economy are a high priority for government investment.
There were no skill shortages identified in occupations aligned with Cross-Industry. However, specialised
occupations within this grouping include Accountants, Occupational and Environmental Health
Professionals and Software and Applications Programmers.

There were 2,100 enrolments aligned to specialised Cross-Industry occupations in 2013. Enrolments
declined by 35 per cent when compared with 2012. This is in contrast to the 14 per cent increase
averaged across all industries.
Vocational Training: Victoria's Industry Report 2013
187
Table 21.4: Enrolments related to specialised and/or in shortage occupations, government subsidised, 2008–2013
2008
2009
2010
2011
2012
2013
5,100
5,400
4,400
3,800
3,300
2,100
Year-on-year % change
-
6%
-19%
-12%
-15%
-35%
Year-on-year % change (all industries)
-
12%
13%
18%
19%
14%
Specialised / in shortage
Training delivery in regions



In 2013, enrolments in courses related to Cross-Industry were clustered around the metropolitan
Melbourne regions.
Inner Metropolitan accounted for 42 per cent of enrolments in 2013, 25,200 enrolments, followed by
Eastern and Southern Metropolitan regions, 14 and 12 per cent respectively.
Within regional Victoria, Geelong and Surrounds reported a high proportion of enrolments in 2013.
Table 21.5: Enrolments by region, ranked by 2013 enrolments, government subsidised, 2008–2013
Region
2008
2009
2010
2011
2012
2013
Inner Metropolitan
7,800
7,700
11,200
30,900
40,000
25,200
11,300
9,200
9,700
11,700
11,000
8,000
Southern Metropolitan
6,800
6,800
7,100
9,100
10,900
7,200
Western Metropolitan
5,200
4,600
6,000
6,500
7,600
6,800
Northern Metropolitan
5,300
5,500
6,400
6,500
6,000
4,000
Geelong and Surrounds
2,200
2,500
2,500
3,100
3,200
1,900
Hume
2,400
2,300
2,200
2,300
2,500
1,700
Central Highlands
1,400
1,800
1,500
1,500
1,800
1,100
Gippsland
2,300
2,400
2,700
2,300
1,900
950
Loddon Mallee South
1,700
2,200
1,900
1,700
1,700
800
Loddon Mallee North
1,400
1,300
1,300
1,200
1,300
800
Great South Coast
1,300
1,100
1,000
1,000
900
350
Eastern Metropolitan
Wimmera Southern Mallee
650
450
300
250
200
Note that regional totals will be greater than total industry enrolments due to some enrolments falling within more than one
region of training delivery.
Figure 21.2: Regional share of enrolments, 2008 and 20
188
Vocational Training: Victoria's Industry Report 2013
150
Training delivery by student groups
Certain population groups face barriers to participation in education, training and the workforce. This section
considers the proportion of industry training undertaken by different learner groups, and to what extent they
are represented in Cross-Industry training when compared with all-industry averages.


In 2013, female students were strongly represented among those enrolling in Cross-Industry training,
accounting for 58 per cent of enrolments compared with an all-industry average of 44 per cent of
training delivery.
Students aged 25 years and over were also relatively strongly represented in Cross-Industry training,
accounting for 61 per cent of enrolments – higher than the all industry average of 56 per cent.
Figure 21.3: Proportion of enrolments by student group, government subsidised, 2013
Benefits of vocational training
Drawing on results from the NCVER Student Outcomes Survey 2012228 insights can be gained on the
performance of the VET system in meeting students’ needs within the industry.

Students who report a job-related benefit following completion of their qualification were able to get a
job, change jobs, get promoted, expand or set-up their own business. Within Cross–Industry, 70 per
cent of students reported job-related benefits from their training. This is higher than the all-industry
average of 72 per cent.
Figure 21.4: Student outcomes of vocational training
Cross-Industry
Benefit
Students
reporting jobrelated benefit
from VET
All- industry comparison
No Benefit
70%
Benefit
30%
Students
reporting jobrelated benefit
from VET
72%
No Benefit
28%
Source: NCVER (2012) Student Outcomes Survey
228
Note: Employer satisfaction and student outcomes data for this industry is indicative only. Due to small sample sizes at the
State level, data for individual industries is presented at national level. Employer satisfaction and student outcomes data for “All
industries” is at Victorian level.
Vocational Training: Victoria's Industry Report 2013
189
Appendix – Abbreviations
AGA
Apprenticeships Group Australia
AQF
Australian Qualifications Framework
AVETMISS
Australian Vocational Education and Training Management Information Statistical Standard
CALD
Culturally and Linguistically Diverse
DAE
Deloitte Access Economics
DEECD
Department of Education and Early Childhood Development
DSDBI
Department of State Development, Business and Innovation
ESL
English as a Second Language
FFS
Fee for Service
GS
Government Subsidised
GVA
Gross Value Added
HESG
Higher Education and Skills Group
LOTE
Languages Other Than English
NCVER
National Centre for Vocational Education Research
NEALS
National Education Access Licence for Schools
NILFET
Not in the Labour Force, Education or Training
RDV
Regional Development Victoria
RTO
Registered Training Organisation
RVT
Refocusing Vocational Training
SVTS
Skills Victoria Training System
TAFE
Technical and Further Education
VET
Vocational Education and Training
VTG
Victorian Training Guarantee
WiT
Workers in Transition Program
190
Vocational Training: Victoria's Industry Report 2013
Appendix – Glossary
An accredited short course is a program of learning that comprises one or more
Accredited short course components (e.g. units of competency, modules or subjects) that has been accredited by
an accrediting authority
An AQF qualification is the result of an accredited complete program of learning that leads
Australian Qualification
to formal certification that a graduate has achieved learning outcomes as described in the
Framework (AQF)
AQF
Completions
When a Learner has completed the full qualification or skill set and a Certificate or
Statement of Attainment has been issued.
Cross-industry
Cross-Industry is an industry classification which includes business and related skills
which are transferable across the whole range of industries. It includes eight sub-sectors:
Accounting Services; Business Administration; Business Management; Human
Resources; International Business; Information Technology; Occupational Health and
Safety; Project Management; Quality and Sales, Marketing and Public Relations. Training
aligned to these skill areas are considered separately as they do not align to any one
standard industry classification; instead, they support businesses across Victoria’s
industries.
Enrolments
A course enrolment indicates a funding-based enrolment by a student in at least one
module within a specified course at a registered training provider
GRP
Gross Regional Product (GRP) is the market value of all final goods and services
produced by all firms in an economy (as distinguished from goods still in the process of
production that are purchased by one firm from another for further processing and resale,
which are included in total turnover).
In Shortage
In shortage' occupations uses DEECD's Higher Education & Skills Group Skills Shortage
List (2012), compiled with reference to report from Victorian industry training bodies and
direct consultation with industry groups and workforce planning agencies.
Labour market
outcomes
Labour market outcomes encompasses outcomes that lead to successful employment;
employment at successively higher skill levels; the opening of pathways to further
education leading to employment and improved workplace productivity through skills
utilisation.
Recruitment difficulty
Recruitment difficulties occur when some employers have difficulty filling vacancies for an
occupation. There may be an adequate supply of skilled employees but some employers
are unable to attract and recruit sufficient, suitable employees for reasons which include:
specific experience or specialist skill requirements of the vacancy; differences in student
contact hours of work required by the employer and those sought by applicants; or
particular location or transport issues.
Regional Victoria
Regional Victoria all areas with the boundaries of Barwon South West, Loddon Mallee,
Hume, Gippsland and Grampians, as defined by Regional Development Victoria (RDV).
Registered training
organisation (RTO)
A registered training organisation is a vocational education and training organisation
registered by a state or territory registering body in accordance with the Australian Quality
Training Framework (AQTF) Essential Standards for Registration within a defined scope of
registration
Skills gap
A skills gap is the difference between the workforce required to perform a current or
prospective operation and the workforce available. Skills gaps may include the number of
qualified employees available to perform particular job roles, or the specific skills that
employees need to perform a job role.
Skills shortage
Skill shortages exist when employers are unable to fill or have considerable difficulty filling
vacancies for an occupation, or significant specialised skill needs within that occupation, at
current levels of remuneration and conditions of employment, and in reasonably
accessible locations.
Skills Victoria Training
System (SVTS)
The main source of vocational training statistics in this publication is the training activity
database referred to as SVTS. All government subsidised providers are required to submit
their data using SVTS at least once a month in accordance with the Australian Vocational
Education & Training Management Information Statistical Standard (AVETMISS). For
TAFE Institutes, there is an additional regulatory requirement that they also submit their
Vocational Training: Victoria's Industry Report 2013
191
fee for service data.
Specialised
Specialised occupations uses the Australian Workforce and Productivity Agency
Specialised Occupation List, which is used to inform the skilled migration program. These
occupations have a long lead-time for training, high economic value and a significant
match between training and employment
Student participation
rate
The number of working-age (15 to 64 years) vocational education and training students as
a proportion of the population aged 15 to 64 years.
Workplace preparation,
Workplace preparation, education pathways and LOTE are initial or introductory
education pathways and
knowledge and skills upon which further development can be built
LOTE
192
Vocational Training: Victoria's Industry Report 2013
Appendix – References
Australian Bureau of Statistics (ABS) (2006) Australia and New Zealand Standard Industrial Classification
(ANZSIC), Canberra: Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2006) Australian and New Zealand Standard Classification of
Occupations (ANZSCO), Canberra: Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2011) Census of Population and Housing, Canberra: Commonwealth
of Australia.
Australian Bureau of Statistics (ABS) (2011) Count of Australian Businesses, including entries and exits,
Canberra: Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2012) Gross value added by industry, Canberra: Commonwealth of
Australia.
Australian Bureau of Statistics (ABS) (2012) Labour Force Survey, Canberra: Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2012) Labour Mobility Survey, Canberra: Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2012) Labour Statistics: Concepts, Sources and Methods, Canberra:
Commonwealth of Australia.
Australian Bureau of Statistics (ABS) (2012) Survey of Employee Earnings and Hours, Canberra:
Commonwealth of Australia.
Australian Industry Group (AIG) (2013) Australian States Outlook
Australian Institute of Health and Welfare (2011) Nursing and Midwifery Workforce,
Australian Institute of Management (2012) Australia’s Skills Gap.
Australian Workforce and Productivity Agency (2013) Resources sector skills needs.
Australian Workforce and Productivity Agency (2013) Retail workforce issues paper.
Centre of Policy Studies (CoPS) (2013) 'Labour Market Forecasts'
Community Skills and Health Industry Skills Council (2013) Environmental Scan 2013 Sydney
Construction and Property Services Industry Skills Council (CPSISC) (2012) Environmental Scan 2012,
Belconnen
Construction and Property Services Industry Skills Council (CPSISC) (2013) Future Forecasts: Construction
and Property Services Skills 2016-26, Belconnen
Council of Australian Governments (2012) National Disability Agreement
Council of Australian Governments (2012) National Healthcare Agreement
Council of Australian Governments (2012) National Indigenous Reform Agreement
CPSISC (2013) Environmental Scan 2013-14.
Deloitte Access Economics (2014) Structural change and labour market trends in Victoria prepared for the
Department of Education and Early Childhood Development, Melbourne.
Deloitte Access Economics (2013) Positioning Australia for Prosperity? Catching the Next Wave
Deloitte Access Economics and Higher Education and Skills Group (HESG) (2012) 2012 Market
Effectiveness Report, Melbourne: Victorian Government.
Vocational Training: Victoria's Industry Report 2013
193
Department of Agriculture, Fisheries and Forestry (DAFF) (2013) National Food Plan, Canberra:
Commonwealth of Australia.
Department of Business and Innovation (DBI) (2009) Industry atlas of Victoria, Melbourne: Victorian
Government.
Department of Business and Innovation (DBI) (2012) Electricity, Gas, Water and Waste Services, Business
location in Victoria: A decade of change, Melbourne: Victorian Government.
Department of Business and Innovation (DBI) (2012) Global Enterprise Management System (GEMS),
Melbourne: Victorian Government.
Department of Business and Innovation (DBI) (2012) Health Care and Social Assistance business location
in Victoria: A decade of change, Melbroune: Victorian Government.
Department of Business and Innovation (DBI) (2013) Electricity, Gas, Water and Waste Services, Services
Sector Industry Analysis, Melbourne: Victorian Government.
Department of Business and Innovation (DBI) (2013) Manufacturing Industry Overview, Melbourne,
Victorian Government.
Department of Business and Innovation (DBI) and Deloitte Access Economics (2012 ) Business Location
and Forecasting Working Group,
Department of Communications (2014) Communications Report, 2012-13.
Department of Education and Early Childhood Development (DEECD) (2012) New Directions for school
leadership and the teaching profession – Discussion paper.
Department of Education and Early Childhood Development (DEECD) (2012) Victorian training market
report, Melbourne: Victorian Government.
Department of Education and Early Childhood Development (DEECD) (2013) Learn Local: Focusing on the
Future.
Department of Education and Early Childhood Development (DEECD) (2013) Next Steps for Refocusing
Vocational Training in Victoria – Supporting a Modern Workforce, Melbourne: Victorian Government.
Department of Education and Early Childhood Development (DEECD) (2013) Skills and Training Needs
Report: Food and Beverage Manufacturing in Victoria, Melbourne: Victorian Government.
Department of Education and Early Childhood Development (DEECD) (2013) 'Skills Victoria Training
System (SVTS)',
Department of Environment and Primary Industries (2013) Grow your Food and Fibre Future Forum
Department of Health and Human Services Human Services: The Case for Change, Melbourne: Victorian
Government.
Department of Health and Human Services and Precision Consultancy (2012) Health Priorities Framework
2012-2022: Metropolitan and Rural and Regional Health Plans, Melbourne: Victorian Government.
Department of Health and Human Services and Precision Consultancy (2012) Workforce Innovation and
Reform Roadmap, Melbourne: Victorian Government.
Department of Immigration and Citizenship (2013) Skilled Occupation List,
Department of Industry, Innovation, Science, Research and Tertiary Education (DIISRTE) (2012) Report of
the Non-Government Members, Canberra:
Department of Innovation, Industry, Science and Research (DIISR) (2010) Manufacturing sector overview of
structural change, industry brief 2008 – 09, Canberra: Commonwealth of Australia.
194
Vocational Training: Victoria's Industry Report 2013
Department of Prime Minister and Cabinet (PM & C) (2012) Australia in the Asian Century – White Paper,
Canberra: Commonwealth of Australia.
Department of State Development, Business and Innovation (DSDBI) (2011) A more competitive
manufacturing industry, Melbourne: Victorian Government.
Department of State Development, Business and Innovation (DSDBI) (2013) Administrative and Support
Services, Services Sector Industry Analysis, Melbourne: Victorian Government.
Department of State Development, Business and Innovation (DSDBI) (2013) Information Media and
Telecommunications – Services Sector Industry Analysis, Melbourne: Victorian Government.
Department of State Development, Business and Innovation (DSDBI) (2013) Rental, Hiring and Real Estate
Services – Services Sector Industry Analysis, Melbourne: Victorian Government.
Econtech Pty Ltd. (2007) The Changing Nature of Manufacturing Activity, Canberra: Commonwealth of
Australia.
Education, Employment and Workplace Relations References Committee, (2012) The shortage of
engineering and related employment skills, Canberra: Commonwealth of Australia.
Education and Training Committee (2012) Inquiry into agricultural education and training in Victoria,
Melbourne: Victorian Government.
Elgin Economics (2014) Structural change and workforce transition in Victoria
Energy Skills Australia (Ee-Oz) (2013) Enviroscan 2013
Fisher, L., Agarwal, R. and R, G. (2011) Management and Workforce Skills and Talent Report
Government Skills Australia (GSA) (2013) Environmental Scan 2013, Adelaide
Health Workforce Australia (2012a) Doctors, Nurses and Midwives
Health Workforce Australia (2012b) National Health Workforce Innovation and Reform Strategic Framework
for Action 2011-2015, 2, Adelaide
IBIS World (2012) Industry Report E: Construction
IBIS World (2012) Integrated Logistics in Australia
IBIS World (2013) Art Galleries an d Museums in Australia
IBIS World (2013) Emergency Services in Australia
IBIS World (2013) Hairdressing and Beauty Services in Australia
IBIS World (2013) Laundry and Dry-Cleaning Services in Australia
IBIS World (2013) Mining in Australia
IBIS World (2013) Motor Vehicle Electrical Services in Australia
IBIS World (2013) Motor Vehicle Engine and Parts Repair and Maintenance in Australia
IBIS World (2013) Real Estate Services, Australia
IBIS World (2013) Restaurants in Australia
IBIS World (2013) Temporary Staff Services
IBIS World (2013) various Agriculture and Food Processing industry reports
Vocational Training: Victoria's Industry Report 2013
195
IBIS World (2013) various Health-related industry reports: 2012 and 2013
Innovation & Business Skills Australia (IBSA) (2013) E-scan 2013 ICT Industry.
Innovation & Business Skills Australia (IBSA) (2013) Environmental Scan, 2013 – Challenges 2013/14.
Innovation and Business Skills Australia (IBSA) (2013) Business Services Industry Environment Scan.
Innovation and Business Skills Australia (IBSA) (2013) Environmental Scan 2013: Responsive Workforces Adaptable Strategies
Innovation and Business Skills Australia (IBSA) (2013) Training and Education Environment Sca'.
Karmel, T., Lim, P. and Misko, J. (2011) Attrition in the trades, National Centre for Vocational Education
Research (NCVER).
Manalo, J. and Orsmond, D. (2013) The Business Services Sector.
Manufacturing Skills Australia (2013) Environmental Scan 2013: A new era for Manufacturing, Sydney
Master Builders of Australia (2013) National Survey of Building and Construction
Mineral Councils of Australia (2013) The Victorian Minerals Industry.
National Centre for Vocational Education Research (NCVER) (2011) Skill shortages in the trades during
economic downturns, Canberra
National Centre for Vocational Education Research (NCVER) (2012) Completion and Attrition Rates for
Apprentices for 2012, Canberra
National Farmers Federation (2013) Blueprint for Australian Agriculture 2013 – 2030
Paton, B. (2012) Future focus: Australia’s skills and workforce development needs, Melbourne
Productivity Commission (2005) Trends in Australian Agriculture
Productivity Commission Research Report (2011) Vocational Education and Training Workforce
Rural and Regional Committee (2012) Inquiry into the capacity of the farming sector to attract and retain
young farmers and respond to an ageing workforce, Melbourne: Victorian Government.
Services Skills Australia (2013) Environmental Scan 2013.
Skills Australia (2012) Submission to the Senate Education, Employment and Workplace Relations
Committees. Inquiry into the shortage of engineering and related employment skills, Canberra
Skills DMC (2013) Environmental Scan 2013 - Resources and Infrastructure Industry- Responding to
Challenges and Opportunities, Sydney
The Allen Consulting Group (2012) The Future of Skills in Services in Victoria, Melbourne
The Allen Consulting Group and Department of Education and Early Childhood Development (DEECD)
(2012) Skills and Training Needs of the Agricultural Sector in Hume, Loddon Mallee and South East Metro,
Melbourne: Victorian Government.
The Allen Consulting Group and VECCI (2012) The Future of Skills in Services in Victoria.
Topp, Vernon, Kulys and Tony (2012) Productivity in Electricity, Gas and Water: Measurement and
Interpretation, Canberra: Commonwealth of Australia.
Transport and Logistics ISC (TLISC) (2012) Environmental Scan 2012
Transport and Logistics ISC (TLISC) (2013) Environmental Scan: Key Findings Discussion Paper
196
Vocational Training: Victoria's Industry Report 2013
Victorian Competition and Efficiency Commission (VCEC) (2011) Victorian manufacturing: Meeting the
challenges, Melbourne
Vocational Training: Victoria's Industry Report 2013
197