Skills & Training
Needs 2013
Victorian Mining Industry
Published by
HESG
Department of Education and Early Childhood Development
Melbourne
April 2014
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and Early Childhood Development) 2014
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2
Skills & Training Needs 2013 – Victorian Mining Industry
Content
Introduction
Industry and data scope
Products and services
Data
Mining industry trends and issues
Key messages, issues and challenges
Industry trends and outlook
Economic contribution
Employer profile
Labour productivity
Mining industry workforce and skills
Key messages, issues and challenges
Employment
Skills composition
Job vacancies
Labour market characteristics
Occupations in demand
Specialised and in-shortage occupations
Workforce skills needs
Mining industry vocational training provision
Key messages, issues and challenges
Training activity
Courses
Enrolments by occupation
Training providers
Funding patterns
Regional training activity
Student characteristics
Appendix A
5
7
7
7
8
8
8
11
11
13
14
14
14
15
16
17
18
20
21
22
22
22
24
24
25
25
26
28
29
Introduction
In the context of Victoria’s dynamic economy, a demand-led
approach is the best way to ensure a responsive vocational
training system that will help as many people as possible build
skills that lead to better jobs. This is most evident in the results
of the market approach embodied in the Victorian
Training Guarantee, which has achieved positive outcomes for
both students and the economy.
The Refocusing Vocational Training in Victoria reforms are
designed to satisfy important criteria for a strong vocational
training market. Through these reforms the Government is
ensuring that the vocational training system continues to
produce positive outcomes for students, businesses and
Victoria.
Through Refocusing Vocational Training, there is a role for
government in monitoring, providing information and
responding to the performance of the vocational training
system. A key mechanism by which the government exercises
this role is through the Industry Participation Model. The Industry
Participation Model is based on a new partnership approach
between government, industry and training providers. It
increases industry influence within the training market by
supporting more direct relationships between industry and
training providers and by increasing direct consultation with
government.
An aim of the Industry Participation Model is to seek to improve
information sharing about training provision, options, outcomes,
gaps and associated barriers between industry, training providers
and employers to improve alignment between industry needs and
training delivery. A suite of information products and tools are
being developed, of which this report is one, to support this aim
and an overview of these are provided overleaf.
This report describes training and economic activity and
developments related to Victoria’s Mining industry, bringing
together a range of qualitative and quantitative insights from desk
research and industry engagement. It highlights both the
challenges the industry faces in attracting the right skills, and the
opportunities businesses, training providers and government
have to address these challenges. Key metrics used in this report
include enrolments by sub-industry, qualification level,
occupation, courses, age group, gender, learners facing barriers,
provider type, reason for study and completions. The report also
covers apprentices and trainees, and an analysis of the
alignment between training delivery and specific industry skills
needs. The report produces industry, sub-industry and regionspecific findings and, wherever possible, presents comparisons
to developments at the State level.
The purpose of this report is:
1. To provide a basis for understanding the Mining industry in
relation to employment levels, skills shortage occupations,
current alignment and responsiveness of the vocational
training market to the needs of the sector and to provide an
overview of the challenges and opportunities in meeting
industry vocational skills needs both now and into the future.
2. To give detailed information around vocational training
enrolments by occupation, location, qualification levels and
other student characteristics, as it relates to the Mining
industry in order to gauge current trends in vocational training
delivery.
3. To summarise the context of the Mining industry in relation to
the size and scale of the labour and training markets as well
as the current policy, economic and social drivers that it is
facing.
Introduction
5
Suite of Information Products and Tools
Victorian Quarterly Training Market
Reports
On-going series of quarterly reports aimed
at providing a summary of Victorian training
market performance following the
introduction of the student entitlement
system. The report covers three sections
– the first provides an overview of the
performance of the Victorian training market,
the second section examines the participation
of learners facing barriers and the third
examines the alignment of training to industry
skills needs.
Vocational Training: Victoria’s Regions
Annual publication examining training delivery
in each of Victoria’s regions in the context of
the local population, economy and workforce,
building a picture of the relationship between
the local training system and regional skills
needs, training market performance and
responsiveness.
http://www.education.vic.gov.au/training/
providers/market/Pages/regionaltrends.aspx
Vocational Training: Victoria’s Industry
Report
Published annually, this report combines industry
intelligence and economic analysis with training
data to build a picture of the relationship between
industry skills needs, employment opportunities
and skills training. Each industry training profile
provides economic context and a summary of
training challenges and highlights from Industry
Participation Model initiatives.
http://www.education.vic.gov.au/training/
employers/industry/Pages/marketinfo.aspx
http://www.education.vic.gov.au/training/
providers/market/Pages/reports.aspx
Industry Sub-sector Summary Reports
and Industry Factsheets
46 sub-sector summary reports which
highlight labour and training market dynamics
with an overview of current and forecast
employment needs and vocational training
patterns across the sectors and at the
regional level.
A series of factsheets are also available for 19
industries.
http://www.education.vic.gov.au/training/
employers/industry/Pages/marketinfo.aspx
Business Toolkit and Case Studies
Portfolio Industry Reports
Toolkit for employers providing information on
how to get government subsidised training
under the Victorian Training Guarantee; getting
the best training for your business, with a
helpful checklist; information of Recognition of
Prior Learning; and a range of interesting
employer and training provider case studies.
These reports describe training and
economic activity and developments related
to key Victoria’s industry sectors. Highlighted
are both the challenges the industry faces in
attracting the right skills, and the
opportunities businesses, training providers
and government have to address these
challenges. A range of key workforce
and training metrics are also provided. There
are two tiers of reports; detailed reports
representing the focus industries for the
Department in 2013, and summary reports
covering other industry sectors.
http://www.education.vic.gov.au/
training/employers/workforce/Pages/
marketfacilitation.aspx
http://www.education.vic.gov.au/training/
employers/industry/Pages/marketinfo.aspx
Industry Blog
Industry Skills Update - e-Alerts
A forum for people interested in industry
skills and training issues in Victoria, the
blog features a range of topics relevant to
stakeholders, information on recent
industry events, groups and forums and
new initiatives focused on enhancing market
performance through facilitation activities.
Regular email update featuring the latest news
about Industry Participation Model activities;
market facilitation and related government
initiatives; reports; and training performance
information.
http://skillsblogvic.wordpress.com/
To subscribe contact: Department of Education
and Early Childhood Development,
skills.online@edumail.vic.gov.au
Web Pages – Industry Training Market
Information
19 webpages with information about the skills
and training market for Victorian industries. For
each industry, there’s a training snapshot,
information about skills in demand, training
market intelligence reports along with more
detailed reporting for each industry sub-sector.
Information is updated regularly.
http://www.education.vic.gov.au/training/
employers/industry/Pages/marketinfo.aspx
Rate Your Training
E-Marketplace (in development)
Victorian Skills Gateway
Ratings tool for industry and employers
which is a simple-to-use system where
employers can rate the performance of a
training provider in a particular study area
against selected criteria, and review and
compare the ratings of other employers.
Website which facilitates connections between
employers and training providers. Employers
can anonymously post their training
requirements and training providers are able to
provide structured response online. Employers
are then able to review the response with no
obligation, create a shortlist and follow up
directly with their preferred providers.
One-stop-shop of Victorian vocational
education and training to help find the best
option for students. Searches can be
performed on occupations, courses, training
providers, video and written case studies. This
website is also viewable via a purpose- built
smartphone interface.
http://rateyourtraining.com.au/
6
Skills & Training Needs 2013 –
Victorian Mining Industry
http://www.education.vic.gov.au/
victorianskillsgateway/Pages/home.aspx
Industry and data scope
This section summarises the scope of the Mining industry1 as
well as key data sources.
Products and services
The Mining industry mainly extracts naturally occurring mineral
solids, such as coal and ores; liquid minerals, such as crude
petroleum; and gases, such as natural gas. The term mining
includes underground or open cut mining; dredging; quarrying;
well operations or evaporation pans; recovery from ore dumps or
tailings as well as beneficiation activities (i.e. preparing, including
crushing, screening, washing and flotation) and other
preparation work customarily performed at the mine site, or as a
part of mining activity.
The industry has two basic activities: mine operation and
mining support activities.
Mine operation includes businesses operating mines,
quarries, or oil and gas wells on their own account, or for
others on a contract or fee basis, as well as mining sites
under development.
Mining support activities include businesses that perform
mining services on a contract or fee basis, and exploration
(except geophysical surveying).
The industry includes businesses that extract natural resources,
and/or those that beneficiate the mineral mined. Beneficiation is
the process whereby the extracted material is reduced to
particles that can be separated into mineral and
waste, the former suitable for further processing or direct use.
The operations that take place in beneficiation are primarily
mechanical, such as grinding, washing, magnetic separation, and
centrifugal separation. In contrast, manufacturing operations
primarily use chemical and electro-chemical processes, such as
electrolysis and distillation.
1
As defined by the Australian Bureau of Statistics, Australian and New Zealand
Standard Industrial Classification (ANZSIC), 2006.
Figure 1.1: Mining ANZSIC breakdown
ANZSIC code ANZSIC industry
06
Coal Mining
07
Oil and Gas Extraction
08
Metal Ore Mining
080
09
10
Metal Ore Mining
Non-Metallic Mineral Mining and Quarrying
091
Construction Mineral Mining
099
Other Non-Metallic Mineral Mining and
Quarrying
Exploration and Other mining Support Services
101
Exploration
109
Other Mining Support Services
Data
The main source of data on vocational training activities is the
training activity database referred to as SV Training System
(SVTS).
The report presents findings for the time period from 2008 to
2013, with an emphasis on developments and patterns in the
2013 calendar year. The 2013 data is based on data extracted
from SVTS as at 11 February 2014 and subject to revision.
This report includes government subsidised training enrolments
and domestic fee for service activities of TAFEs. However, TAFE
fee for service activities below Certificate level and those
provided by private RTOs and Adult Community Education
(Learn Local) providers are not included. Data on completions
contain all government subsidised and fee for service enrolments
at any course level by all providers.
Note that enrolment numbers have been rounded to the
nearest ten.
Industry and data scope
8
Skills & Training Needs 2013 –
Victorian Mining Industry
7
Mining industry trends and issues
This section focuses on the Mining industry as a whole. It covers the key issues and challenges, including: industry conditions,
regulatory change, new technology/processes, changing consumer preferences, environmental sustainability, industry skills needs.
Key messages, issues and challenges
• The Victorian Mining industry employs approximately 14,400
people. This figure is expected to grow at well above the
Victorian average employment growth rate over the five
years to 2017-18.
• Despite representing less than one per cent of employment,
the industry output is four per cent of the total State output
– $11.7 billion in 2012-13.
• While the Mining sectors in Queensland and Western Australia
have been growing strongly, the industry in Victoria is also
forecast to grow over coming years. Industry output is
expected to grow by 29 per cent over the five years to 201718, above the State average of 14 per cent.
• Labour productivity has fallen in Mining over the past ten
years, at -5.9 per cent annually, 7.2 percentage points lower
than the State average labour productivity growth rate of
1.3 per cent.
• The Mining industry continues to develop and employ new
technologies in exploration, mining and transport, aimed at
increasing productivity and improving safety and recovery
rates.
• Changes to government policy around the industry’s
regulatory settings and coal reserves allocation could
impact on the Mining industry’s outlook.
Industry trends and outlook
Industry overview
For around a decade, the Mining sector has been an important
driver of economic growth in Australia. In 2011–12, exports of
mineral and energy commodities were valued at $187 billion,
accounting for 60 per cent of the total value of Australian exports.
This growth has been driven by strong demand from China, India
and other emerging economics.
While much of the focus in the Mining industry in recent years
has centred on Queensland and Western Australia, the
Victorian Mining industry continues to play an important role
in the state’s economy. In Victoria, the industry centres on coal and
metals.
The coal sector consists of five mines: three in the La Trobe
Valley, the Anglesea mine and a small brown coal mine at
Bacchus Marsh. The La Trobe Valley mines supply five coalfired power stations which produce the majority of electricity in
Victoria.
The Victorian metals sector includes gold, mineral sands and
base metals. Major gold mining takes place in Ballarat,
Fosterville, and Stawell, with smaller mines and exploration in
areas such as Bendigo, Walhalla, Costerfield, Maldon and
Alexandra. Mineral sands mining includes rutile and zircon with
exploration and production taking place in the Murray Basin.
While no base metals mining currently occurs in Victoria, higher
international commodity prices have led to significant exploration.
Investors are looking at reopening the copper-zinc mine at
Benambra and a commercial iron ore mine at Nowa Nowa is in
the environmental approvals phase.2
2
8
Skills & Training Needs 2013 –
Victorian Mining Industry
Minerals Council of Australia, Victorian Division 2013, Victorian Minerals
Industry Economic Fundamentals 2013.
Industry conditions
Environmental sustainability
The Mining industry can be particularly cyclical. The energy
aspects are closely linked to economic activity while the other
parts of the industry, such as gold, are impacted by
movements in global commodity prices.
Mining can often have a significant impact on the environment,
which the industry and government work together to ameliorate. In
Victoria, mining companies establish a rehabilitation bond with the
Department of Environment and Primary Industries (DEPI). A
rehabilitation bond is a financial security provided by an operator
to DEPI prior to commencing work. The purpose of the bond is to
ensure that government’s financial liability is limited should the
operator be unable to meet their obligations to rehabilitate the
tenement.
Over recent years, mineral exploration in Victoria has followed
national trends, rising in 2011-12, before falling in 2012-13,
although the fall in Victoria was larger than the national trend, at
around 35 per cent. This fall was led by a reduction in gold
exploration.3
Despite this, the number of Exploration and Mining Licences
granted has increased annually from 2009, following a rapid
decline due to the global financial crisis. 4
In the last few years, uncertain global economic conditions,
weakening commodity prices, declining investment and
increasing global competition have led to speculation that the
Mining sector may face significantly lower growth over the
coming years. Despite this the sector in Victoria is forecast
to continue to grow strongly with large projects such as the
$4.4 billion Kipper-Tuna-Turrum gas project expected to come
online over coming years.
Climate change policy is likely to impact the coal sector of the
industry. While this policy area is in a state of flux at the
Commonwealth level, any future policy changes will be
important for the Mining industry.
Government policy
In January 2014, Acting Premier Peter Ryan MP announced a
number of regulatory changes, including four related to the Mining
industry. These included facilitating native vegetation offsetting on
public land, making it cheaper and easier
for businesses to meet their native vegetation offsetting
obligations.
Nationally, at a broad level, the industry is shifting from a
construction phase to an operations phase. This will likely
necessitate the development of workforces with specialised
technical skills and industry experience, to maintain
momentum and growth in the sector.5
Rehabilitation bond policy was also changed allowing
payment by instalment and streamlining the process for
returning bonds. The reforms also introduced online
searches for existing mining exploration licences and online
applications for new licences.6
Changing consumer preferences
In 2012, the Commonwealth and Victorian Governments
set up a $90 million fund to help companies develop ‘’precommercial’’ technology to transform Victorian coal into
exportable goods such as briquettes, diesel or
fertiliser.7 Because brown coal is 60 per cent moisture, in an
unprocessed form it is uneconomic and unsafe to export.
As most mining in Victoria is for coal, the increase in
renewable energy generation is an important trend for the
industry. Through both changing consumer preferences and
regulation, energy generation is increasingly being
sourced from renewable technologies such as wind and solar.
Continued changes in this area will be carefully watched by
those in the industry.
3
ABS 8412.0, Mineral and Petroleum Exploration, 2013.
4
Minerals Council Of Australia, Victorian Division 2013, Victorian Minerals
Industry Economic Fundamentals 2013.
5
Australian Workforce and Productivity Agency 2013, Resources sector skills
needs.
The Victorian Government is currently in the process of allocating
coal reserves in the Latrobe Valley for development. There is
likely around 13 billion tonnes of brown coal for allocation.
6
The Hon Peter Ryan MP, ‘Red tape reduced: Victorian Coalition Government
announces 36 red tape reforms’, 8 January 2014
7
Gordon, J & Willingham R 2013, ‘Race is on for coal’s super market’, October 24,
2013, http://www.theage.com.au/victoria/race-is-on-for-coals-super-market20131023-2w1pt.html
Mining industry trends
and issues
9
At a federal level, the recent changes to climate change policy will likely impact the mining sector, though it is not yet clear what the
new Commonwealth Government’s new climate change policy will mean for the industry.
Industry responses to the changing business environment
Mining companies are reporting intensified focus on cost management as a result of the return to long-term pricing trends from the pricesboom of recent years. Cost reduction is also a key focus in the sector due to the high Australian dollar and increasing labour and energy
costs affecting international cost competitiveness. 8
The Mining industry continues to develop and employ new technologies in exploration, mining and transport. Many Australian
companies provide important technology inputs into the Mining sector.9
These technological solutions are aimed at increasing productivity, improving safety and recovery rates, removing waste and
decreasing energy use. The sector’s shift to an operations phase is expected to result in increasing use of remotely controlled and
automated systems. Falling commodity prices and rising costs also make introducing new technologies an imperative for sustainable
production.
Table 2.1: Key trends in Mining industry and their potential impacts on skills
Grouping
Change drivers
Skills impact
Coal mining
Political
Regulatory Settings
Climate change policy
Economic
Performance of economy
Commodity prices
Social
Ageing population
Environmental concerns
Technological Technological
advancement
s
Skills DMC Environmental Scan, 2013.
9
Minerals Council of Australia 2013, 2012 Annual Report.
10
Skills & Training Needs 2013 –
Victorian Mining Industry
Exploration
Metal ores
Oil/gas
extraction
=
=

=

=

=

=

=
=
=
=
=

=

=

=

=
=
=

=

=





Key:
 Driver has indirect impact on skills
= Driver has low skills impact, and places marginal pressure on skills development
 Driver has high skills impact, and places upward pressure on skills development
$ Driver places downward pressure on skills development
8
Construction
material mining
Economic contribution
Victoria’s Mining industry contributed almost $11.7 billion to the
state economy in 2012-13, around four per cent of total output.
The industry directly employs approximately 14,400 workers,
representing less than one per cent of Victorian employment.
Output growth of 29 per cent is anticipated over the five years to
2017-18, to around $15.1 billion.
A highly skilled workforce leads to increased productivity and
economic growth. High quality education and skills training is
essential for Victorians to access the opportunities of a growing
and changing economy, and an increasingly sophisticated and
information-rich society.
Figure 2.1: Mining output ($ million), Victoria, 2012-13 and
2017-18
16,000
14,000
12,000
10,000
8,000
8,971
6,943
259
6,000
232
473
4,000
3,574
2,000
48
1
4,746
601
452
0
2012-13
2017-18
Exploration and Other Mining Support Non-Metallic
Mining and Quarying
Metal Ore Mining
Oil and Gas
Coal Mining
Source: Monash Centre of Policy Studies (CoPS) Employment Forecasts, June 2013
Employer profile
At the end of 2012-13, there were an estimated 849 businesses in the Victorian Mining industry. The distribution of Mining businesses by
employment level is skewed towards businesses that employ few workers: 91 per cent of Mining businesses employ fewer than 20
employees. Mining has a smaller proportion of non-employing businesses than the state average of 61 per cent.
A greater proportion of Victoria’s Mining industry businesses are in the low and very high ranges of turnover (zero to less than
$50,000 and $2 million or more) than the average, and fewer in the medium and high ranges of turnover ($50,000 to less than $2
million). In 2012-13, 187 Mining firms reported turnover greater than $2 million, 19 per cent of the total. Across all industries, six per cent
of firms reported turnover greater than $2 million.
In metropolitan Melbourne, Mining industry firms are concentrated in industrial precincts close to transport, warehousing and
manufacturing hubs, in Port Melbourne, Sunshine, Ferntree Gully and Langwarrin. This reflects the importance of minimising
transport costs and a desire to have easy access to major transport and freight hubs, as shown in Figure 2.3.
In regional Victoria, the industry is generally concentrated in the larger population centres such as Mildura, the Latrobe Valley and
Bendigo. Other areas of concentration include Bacchus Marsh, Geelong and Ballarat, relatively large population centres accessible from
Melbourne.
Mining industry trends
and issues
1
1
Figure 2.2: Share of businesses by employment and turnover size, Victoria, 2012
61%
55%
36%
35%
8%
4%
Non Employing
1 to 19
1%
0%
20 to 199
200+
Mining
All industries
39%
35%
31%
28%
25%
19%
18%
6%
Zero to less than $50k
$50k to less than $200k
$200k to less than $2m
$2m or more
Mining
Source: Australian Bureau of Statistics (ABS), Count of Australian Businesses, including entries and exits, 2012
12
Skills & Training Needs 2013 –
Victorian Mining Industry
All industries
Figure 2.3: Number of Mining industry establishments in
metropolitan and regional Victoria, 2010-11
0 to 5
5 to 10
10 to 50
50 to 100
100 or more
Labour productivity
Labour productivity is defined as real gross value added per hour
worked. Figure 2.4 shows the average annual compound rate of
growth in labour productivity for the Mining industry over the
period 2003 to 2013. Nationally, the average annual growth rate
of labour productivity for Mining was negative:
-5.9 per cent. Mining labour productivity growth was negative in
all years over the period except for the year to June 2007, when
there was growth of 2.5 per cent. Over the same period, the
labour productivity growth rate for all industries was 1.3 per cent.
Upskilling the workforce continues to be an important focus for
increasing productivity, and producing more with less. A welltrained, job-ready workforce is the life-blood of Victoria’s industry
and business and the largest determinant of productivity in the
State’s economy.
Figure 2.4: Labour productivity measured by gross
value added (GVA) per hour worked, average annual
growth, 2003 to 2013
Mining
1 to 3
3 to 4
4 to 5
5 to 10
10 or more
Source: Department of State Development, Business and Innovation (DSDBI),
Mining Industry. Business location in Victoria: A decade of change, October 2012
(based on data from WorkSafe Victoria)
All industries
-5.9%
1.3%
Source: Australian Bureau of Statistics (ABS), Australian System of National Accounts,
5204.0
Mining industry trends
and issues
1
3
Mining industry workforce and skills
This section focuses on the Mining industry’s workforce. It covers employment levels and trends, as well as workforce characteristics such
as age and skill level.
Key messages, issues and challenges
• The Victorian Mining Industry employs approximately 14,400
people, less than one per cent of the Victorian workforce.
Employment growth has been far stronger than the average
across all industries over the five years to 2012-13, a trend
that is expected to continue for the next five years to 2017-18.
• Demand for new jobs due to growth and replacement over
the period is expected to be approximately 820 jobs
annually.
• The workforce is expected to gradually move away from
lower-skill roles towards higher-skill roles.
• The workforce is strongly biased towards males, and
slightly biased towards older workers, relative to the
Victorian average. The training level of the workforce is
relatively high, with a smaller proportion of unqualified
workers and a larger proportion of workers with higher
degrees than the Victorian average.
• While skills shortages are less acute than at the peak of the
mining boom, the industry still often struggles to fill some
occupations.
• There are changes in the breadth of the skills required in a
rapidly changing technological environment.
• Safety is a very important part of Mining, and continued
safety training is central to skilling for the industry.
Employment
Approximately 14,400 people are employed in Victoria’s Mining
industry. Employment in the Mining industry grew by around 45
per cent over the five years to 2012-13, equating to
approximately 4,300 employees. Over the next five years to
2017-18, employment is expected to increase by 18 per cent (or
2,600 jobs).
In comparison, employment in all Victorian industries grew by
10 per cent over the five years to 2012-13. Statewide
employment is expected to grow at eight per cent in the next
five years to 2017-18, significantly more slowly than the
expected growth in Mining employment.
Figure 3.1: Mining employment, Victoria, 2012-13 and 2017-18
18,000
16,000
14,000
12,000
6,500
5,200
10,000
8,000
6,000
1,800
3,200
4,300
3,400
4,000
2,700
2,000
3,200
0
700
500
2012-13
2017-18
Exploration and Other Mining Support Non-Metallic
Mining and Quarrying
Metal Ore Mining
Oil and Gas
Coal Mining
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
14
Skills & Training Needs 2013 –
Victorian Mining Industry
Skills composition
Shown in Figure 3.2 are the relative proportions of high and low skill jobs in the Mining industry. After almost converging in 200708, the forward projection is for high-skill roles to become increasingly important at the expense of low skill roles.
By 2020-21, high skill roles are expected to make up 46 per cent of the Mining industry workforce, only a slight increase from 45 per
cent in 2012-13, but a significant increase from 35 per cent in 2007-08. Low skill roles are expected to fall to 36 per cent, from 45 per
cent in 2007-08.
Figure 3.2: Mining industry skill levels, Victoria, 2004-05 to 2020-21
Forecast 2012-13 to 2020-21
50%
40%
30%
20%
10%
0%
2004-05
2006-07
2008-09
201011
2012-13
2014-15
2016-17
High Skill
2018-19
Medium Skill
2020-21
Low Skill
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
Note: High skill—managers and professionals. Medium skill—technicians and trades workers, community and personal service workers. Low skill—clerical and
administrative workers, sales workers, machinery operators, drivers and labourers.
Mining industry workforce
and skills
1
5
Job vacancies
The figure below highlights the number of vacancies posted online in Victoria over the two years to September 2013 for selected key
Mining occupations. The number of online job advertisements across the larger Mining occupations has fallen steadily over the period,
consistent with the decreasing trend seen in the national Internet Vacancy Index.10
There were approximately 2,300 newly lodged vacancies in key Mining occupational groupings in September 2013. Truck Drivers and
Production Managers were the largest occupations in terms of vacancies (356 and 214 vacancies respectively).
Figure 3.3: Number of newly lodged online vacancies in Mining occupations in Victoria, 2011-2013
Truck Drivers
800
Production Managers
700
Metal Fitters & Machinists
600
Chief Exec. & Mgr Director
500
Earthmoving Plant Operators
400
Mining Engineers
300
Drillers/Miners/Shot Firers
Geologists & Geophysicists
200
Other Construction/Mining Labours
10
0
0
Mar11
Jun11
Sep11
Dec11
Mar-12 Jun12
Sep12
Dec12
Mar-13 Jun13
Sep-13
Source: Department of Education, Employment and Workplace Relations (DEEWR) Internet Vacancy Index (based on a count of online vacancies newly lodged on SEEK, My
Career, CareerOne and Australian JobSearch), major advertising occupations only. Note: caution advised when using monthly occupation data as it is susceptible to fluctuation
from month to month
10 Department of Education, Employment and Workplace Relations, DEEWR Vacancy Report, February 2013
1
6
Skills & Training Needs 2013 –
Victorian Mining Industry
Labour market characteristics
Figure 3.4: Proportion of employment by age,
Victoria, 2012-13
Employment by age
Younger workers aged 15-24 years are under-represented in the
Mining industry workforce, making up only seven per cent of the
workforce compared with the State average of
16 per cent. Workers aged 25-44 years are slightly overrepresented in the Mining workforce, as are workers aged
45 years and over.
Mining
7% 24%
All industries 16%
15-24
24%
25-34
27%
22%
23%
35-44
21%
21%
17%
45-54
55+
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
Employment by gender
The Mining Industry employs a significantly higher proportion of
men (78 per cent) than women (23 per cent). While all industries
in the State employ on average more men than
women (54 per cent men), the Mining industry is strongly
biased towards employment of men.
Figure 3.5: Proportion of employment by gender,
Victoria, 2012-13
Mining
All industries
23%
46%
78%
54%
Females
Males
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
Mining industry workforce
and skills
1
7
Employment by qualification level
Figure 3.6: Proportion of employment by qualification
level, Victoria, 2012-13
While a significant proportion of the Mining industry workforce
has no post-school qualifications (33 per cent), this is a smaller
proportion than the State average (40 per cent).
Mining
As with the State average, a small proportion of the workforce
has Certificates I and II as highest qualifications. The Mining
industry is weighted towards the higher level Certificates (III and
IV – 22 per cent) and higher degrees (34 per cent), relative to the
State average.
All industries
No post
school quals
33%
40%
Certificate
I or II
2% 22%
3% 18%
Certificate
III or IV
10%
11%
34%
29%
Diploma
Higher
Education
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
Occupations in demand
Table 3.1 highlights the occupations at four-digit ANZSCO level (Australian and New Zealand Standard Classification of
Occupations) that align to the Mining industry. Note that while some occupations also align to other industries, the figures shown
are specific to the Mining industry.
Forecasts presented in the table estimate the annual demand for employment from growth and replacement, in terms of the
average number of jobs required for each occupation annually up to 2017-18.
Employment growth is the net number of new jobs that the occupation is currently forecasting within the industry. Replacement
demand is the number of existing workers required to replace those that are forecast to leave each occupation through attrition, either
via retirement or other movement out of the occupation.
Across all occupations in the Mining industry (including office support occupations such as book-keepers, receptionists etc.),
projected average annual employment needs between 2012-13 and 2017-18 are for around 820 workers each to satisfy
employment growth and replacement demand.
The occupation forecast to grow most strongly is Mining Engineers, followed by Drillers, Miners and Shot Firers. The latter of these
occupations had the largest total employment in 2012-13, and is expected to require the most new jobs annually due to growth and
replacement demand (190 jobs annually). The former – Mining Engineers – had the second largest total employment in
2012-13, and is expected to require the second most new jobs annually due to growth and replacement demand (110 jobs annually).
Several occupations – Geologists and Geophysicists, Earthmoving Plant Operators, and Office Managers – are expected to experience
negative employment growth to 2017-18. Office Managers, due to the combination of negative annual growth and low attrition rates, are
expected to require no new jobs annually to 2017-18.
1
8
Skills & Training Needs 2013 –
Victorian Mining Industry
Table 3.1: Estimated annual employment growth and replacement demand for the top 20 occupations in the Mining sector,
Victoria
Occupation
2012-13 employment
total
Average annual
employment needs
Overall employment
growth to 2017-18
Drillers, Miners and Shot Firers
1,110
190
140
Mining Engineers
920
110
260
Metal Fitters and Machinists
770
60
80
Production Managers
710
50
110
Geologists and Geophysicists
600
50
-60
Accountants
500
30
70
Truck Drivers
490
20
50
Earthmoving Plant Operators
440
10
-20
Other Construction and Mining Labourers
440
60
0
Structural Steel Construction Workers
310
40
10
Chief Executives and Managing Directors
310
20
30
Other Building and Engineering Technicians
290
50
90
Human Resource Managers
280
20
40
Chemical, Gas, Petroleum and Power Generation Plant Operators
270
50
30
Structural Steel and Welding Trades Workers
270
20
20
Electricians
240
10
30
Office Managers
200
0
-10
Contract, Program and Project Administrators
190
10
40
General Clerks
170
10
10
Management and Organisation Analysts
170
10
30
Source: Monash Centre of Policy Studies Employment Forecasts, June 2013
VET occupations highlighted in green.
Mining industry workforce
and skills
1
9
The Mining industry is also affected by skills shortages primarily
aligned to other industries, for example:
Specialised and in-shortage
occupations
This section focuses on current skills shortages in specific
occupations related to the Mining industry as well as those
occupations that are specialised.11 The Department’s analysis of
skill shortages considers both quantitative evidence and
intelligence gathered through industry consultation.
Highlighted below are occupations directly aligned to the
Mining industry that are deemed to be experiencing skills
shortages in Victoria.
Table 3.2 then highlights key occupations within Victoria’s
Mining industry (based on employment size), along with a
summary of their specialised and in-shortage status.
This table also includes occupations traditionally associated
with other industries.
Geophysicist
This occupation is experiencing high employment growth, as well
as strong replacement demand and growing vacancies. Demand
is expected to continue for geoscience roles over the coming
years.12 Current shortages are exacerbated by intense competition
within the Mining sector skilled workers; the Victorian industry also
needs to compete with the mining boom states of Queensland and
Western Australia.
Geophysicist
Skills
Shortage
Specialised
Occupation

11 DEECD uses the Australian Workforce and Productivity Agency (formerly Skills
Australia) list of specialised occupations. These occupations have a long lead- time
for training, high economic value and a significant match between training and
employment.
12 Skills DMC Environmental Scan, 2013
20
Skills & Training Needs 2013 –
Victorian Mining Industry
• Fitter (General), Fitter and Turner and Metal Machinist
(First Class): primarily associated with the Manufacturing
industry, these three occupations are involved in the
development and maintenance of equipment in the Mining
industry. Ongoing shortages have been identified at both a
State and national13 level, with skills shortages expected to
continue out to 2018.14 The skills deficit
associated with Metal Fitters and Machinists appears to be
declining, however, with advertised vacancies decreasing
from previous levels alongside reduced pressure from
replacement demand (i.e. workers needed to replace those
leaving the occupation, for example due to retirement or
career change).
• Truck Driver: this occupation is experiencing ongoing
shortages, both in Victoria and nationally.15 Shortages are
primarily for experienced Truck Drivers with specific skills
(for example, dangerous goods drivers).
Table 3.2: Occupations ‘in-shortage’ or ‘specialised’
Occupation name
In shortage
Specialised
Drillers, Miners and Shot
Firers
No
No
Mining Engineers
No
Yes
Metal Fitters and
Machinists
Yes
Yes
Production Managers
(Mining)
No
Yes
Geologists and
Geophysicists
Yes
No
Accountants
No
Yes
Truck Drivers
Yes
No
Earthmoving Plant
Operators
No
No
Other Construction and
Mining Labourers
No
No
Structural Steel
Construction Workers
No
No
13 Skills DMC Environmental Scan, 2013
14 Australian Workforce and Productivity Agency 2013, Resources sector skills
needs.
15 Skills DMC Environmental Scan, 2013.
Workforce skills needs
The acute skills shortages experienced by the Mining industry in
recent years have now eased and the number of occupations in
shortage nationally is at its lowest level since 2007. While skills
shortages are no longer as acute, increased mechanisation and
the need for productivity improvements mean the industry
continues to struggle to meet its workforce skills needs.
The workforce needs of the Mining industry differ at the different
stages of a mining project. These stages are exploration, project
planning, construction, operations, decommissioning. As noted in
the ‘Industry trends and outlook section’ above, at a national
level, the Mining industry is moving from a construction phase to
an operations phase. As a result, the industry will be looking to
develop workers with the right skills and experience to manage
this transition.
There are also changes in the breadth of the skills required in the
Mining industry due to the rapidly changing technological
environment. While the impact of automation is not expected to
significantly reduce employee numbers, it will present skills
challenges, with a shift in demand to high level specialists and
away from lower skills areas. Innovations such as driverless
trucks, trains and drill rigs will continue to drive the need for
workers improve their skills to take on a more diverse range of
tasks within the industry.
Safety is a very important part of Mining, and continued safety
training is central to skilling for the industry. Safety training leads
to better work practices, increased safety in the workplace, fewer
accidents and a reduction in lost work time – all of which can aid
productivity.16
Some of the industry’s existing workforce could benefit from
foundation skills development necessary to enable further
training. Foundation training in core language, literacy and
numeracy skills can allow current workers the chance to
undertake more technical, job-specific training and aids safety.
The Mining industry has a predominantly male workforce that is
demographically ageing. The ageing workforce means that there
is a need for up skilling at later points in employees’ career. The
industry is also aiming to encourage new employees into the
industry to address workforce ageing.
The industry has, however, made considerable inroads in
engaging underrepresented groups in the workforce,
including women, Indigenous Australians and mature aged
workers. This engagement has been driven by the sector’s
increasing need for skilled workers and in some cases by a
strong sense of corporate social responsibility.17
The increasing implementation of remotely controlled and
automated systems means that an increasing number of mining
jobs are likely to be located in capital cities. The urbanisation of
the mining workforce, reduced reliance on long-distance
commuting, more flexible shifts, less physically demanding work
and a more professional workplace culture may help to increase
workforce participation of women and older workers and
retention of the existing workforce.18
While the Mining industry is an attractive career option to some
young people due to the relatively high wages on offer in some
firms, many young people are not engaging with the industry
due to negative perceptions of a physically
demanding, geographically remote and male dominated work
environment. Further, industry forecasts indicate that the number
of students graduating from Mining industry related courses is
not sufficient to meet future skills needs.19
While there are programs promoting resources careers and
preparing students for careers in the industry, some argue that
more needs to be done through the provision of accurate career
information underpinned by up-to-date labour market intelligence
and a ‘real life’ perspective of the industry.20
17 Australian Workforce and Productivity Agency 2013, Resources sector skills needs.
16 Skills DMC Environmental Scan, 2013.
18 McNab K, Onate B, Brereton D, Horberry T, Lynas D and Franks DM, 2013,
Exploring the social dimensions of autonomous and remote operation mining:
applying social licence in design, csrm.uq.edu.au/publications?task=downloa
d&file=pub_link&id=501, accessed 19 November 2013, p. 19–20.
19 Australian Workforce and Productivity Agency 2013, Resources sector skills needs.
20 Australian Workforce and Productivity Agency 2013, Resources sector skills needs.
Mining industry workforce
and skills
2
1
Mining industry vocational training provision
This section focuses on training provided for the Mining
industry. It covers training activity (including a regional
analysis), courses, providers and student characteristics.
Training activity
Table 4.1 opposite gives a summary of training activity for the
Mining industry over the period 2008 to 2013.
Key messages, issues and challenges
Enrolments
• In 2013, there were 370 government-subsidised enrolments in
Mining-related VET courses in Victoria. This was down from
530 in 2012, but up from 280 in 2011. The small number of
enrolments in Mining courses generally means that enrolment
trends should be interpreted with caution.
Between 2008 and 2013, Government subsidised enrolments in
Mining courses have been relatively steady, except for 2012,
which saw a large increase. This was driven by a large increase
in enrolments in Certificate IV in Surface Extraction Operations.
• Beginning in 2012, the Certificate IV in Surface Extraction
Operations, aligned to the occupation of Miner, has been the
Mining-related qualification with the highest number of
enrolments.
• Most training is provided by TAFE providers, although 2013
saw a large increase in the proportion of enrolments
delivered by private training providers.
• Most enrolments in Mining courses fall within Band A, the
highest band for government subsidies.
• In 2013, the largest region in terms of Mining training delivery
was Hume, accounting for 37 per cent of industry
enrolments.
• The majority of enrolments in Mining industry training were by
students 25 years of age or older (over two-thirds of the
student base).
Over the same period, TAFE fee for service enrolments have fallen
from around 400 in 2008 to 140 in 2013.
In 2013 Mining courses accounted for 0.1 per cent of all
government subsidised enrolments in Victoria, the smallest
number of the 19 main industries.
Apprentices and trainees
In 2013, around 90 Government subsidised Mining enrolments
were by trainees. This number represents 28 per cent of
enrolments, a significantly higher proportion that in the preceding
five years. There are no apprentices in courses specifically
associated with the Mining industry.
Qualification level
In 2013, the majority of the Mining enrolments were at the
Certificate III-IV level with less than 15 per cent at the
Certificate I-II level. This is similar to the VET sector generally
where 75 per cent of Government subsidised enrolments
are at the Certificate III-IV level. Mining had less than 10
enrolments at the Diploma level or above.
Specialised or in shortage occupations
There were no enrolments in Mining qualifications aligned to
specialised or in-shortage occupations in 2013.
Completed qualifications
Over the last five years, completions in Mining-related qualifications
have fluctuated. Completions rose in 2009, before halving in 2010 to
80. The number of completions rose again in 2011 and 2012,
peaking at 260, before falling back to 110 in 2013.
22
Skills & Training Needs 2013 –
Victorian Mining Industry
Table 4.1: Key training activity in the Mining Industry, 2008 to 2013
Government Subsidised Enrolments
Industry sub-sector
2008
2009
2010
2011
2012
2013
30
20
20
30
50
10
Metal Ore Mining
110
200
240
40
50
30
Mining nfd
240
150
50
210
430
320
Total
390
370
320
280
530
370
2008
2009
2010
2011
2012
2013
40
50
20
20
30
90
-
-
-
-
-
-
40
50
20
20
30
90
2008
2009
2010
2011
2012
2013
Exploration and Other Mining Support Services
20
20
10
10
40
10
Metal Ore Mining
80
70
60
30
80
40
Mining nfd
20
100
10
70
140
60
Total
120
190
80
110
260
110
Cert.I-II
Cert.III-IV
Dip.+
Exploration and Other Mining Support Services
10
-
-
Metal Ore Mining
10
20
-
Exploration and Other Mining Support Services
Apprentice or trainee
Apprentice trainee status
Trainee
Apprentice
Total
Completed qualifications
Industry subdivision
Qualification levels – 2013
Industry Subdivision
Mining nfd
30
280
<10
Total
50
300
<10
nfd = not further defined
Mining industry vocational
training provision
23
Courses
Table 4.2 sets out the courses in Mining by enrolments. The Certificate IV in Surface Extraction Operations attracted the most
enrolments in 2013, and represents around 40 per cent of all enrolments. The number of enrolments in this course is down from 270 in
2012.
Table 4.2: Mining qualifications ranked by 2013 enrolments, government subsidised, 2008 to 2013
Course Name
2008
2009
2010
2011
2012
2013
Certificate IV in Surface Extraction Operations
-
-
-
30
270
150
Certificate III in Surface Extraction Operations
-
-
-
20
50
110
Certificate II in Surface Extraction Operations
-
-
<10
100
50
20
Certificate III in Resource Processing
-
-
-
10
<10
20
Certificate II in Resource Processing
-
-
-
20
50
20
Certificate III in Underground Metalliferous Mining
-
-
-
10
10
20
Certificate II in Mining Field/Exploration Operations
30
20
20
30
50
10
-
-
-
30
40
10
<10
10
10
-
-
10
-
-
-
10
10
10
Certificate II in Underground Metalliferous Mining
Certificate III in Mine Emergency Response and Rescue
Diploma of Surface Operation Management
Note: course totals include equivalent superseded courses.
Enrolments by occupation
Four Mining related occupations take in all of the Mining industry’s enrolments. Miner is the largest occupational grouping and has seen
significant fluctuations over the 2008 to 2013 period. Engineering Production Systems Worker is the second largest occupation in 2013.
Surveyor’s Assistant is the third largest occupation and has fallen from 50 enrolments in 2012 to 10 in 2013.
Table 4.3: Mining occupations ranked by 2013 enrolments, government subsidised, 2008 to 2013
Occupation
Miner
Engineering Production Systems Worker
2008
2009
2010
2011
2012
2013
330
310
290
200
420
320
-
-
-
40
60
30
Surveyor's Assistant
30
20
20
30
50
10
Mine Deputy
30
40
<10
10
<10
<10
Please see Appendix A for occupations/associated qualifications with funding bands (available for 2012 and 2013)
24
Skills & Training Needs 2013 –
Victorian Mining Industry
Training providers
Eight training providers delivered government subsidised Mining industry training in 2013.
The majority of training is with TAFE providers, who accounted for around 73 per cent of industry enrolments in 2013. This is a large
fall from 2008 to 2012 where TAFE providers accounted for 92 to 98 per cent enrolments.
Table 4.4: Proportion of enrolments by provider type, government subsidised, 2008 to 2013
Provider Type
2008
2009
2010
2011
2012
2013
TAFE
92%
95%
99%
98%
96%
73%
Private
8%
5%
1%
2%
4%
27%
Funding patterns
From July 2012 funding bands for government subsidised training were introduced. The allocation of funding within these bands is
designed to better target areas of greatest public benefit and future jobs growth. Where there is not a strong need for Government
support the training subsidies are lower.
Courses by funding band
Enrolments by funding band
In 2013, 60 per cent of Mining courses were within Band A; the
remaining courses were in either Band B or C. No Mining
courses were in the lower subsidy bands – Bands D and E.
The vast majority of enrolments in Mining industry courses in 2013
were in subsidy Band A (82 per cent, increasing from
63 per cent in 2012). Most of the rest were in Band B with a
small number in Band C.
Table 4.5: Mining courses by funding subsidy band, 2013
Subsidy Band
2013
% total
Band A
9
60%
Band B
4
27%
Band C
2
13%
Band D
-
-
-
-
Band E
See Appendix A for a list of courses with associated subsidy
bands for 2012 and 2013.
Figure 4.1: Enrolments by subsidy band, government
subsidised, 2012 and 2013
2%
82%
2013
2012
16%
63%
35%
1%
Band A
Band B
Mining industry vocational
training provision
Band C
25
Regional training activity
In 2013, the largest region in terms of Mining training delivery was Hume, accounting for around 35 per cent of industry
enrolments. Hume experienced a large increase in enrolments between 2011 and 2012, before declining in 2013.
Other significant regions for enrolments in Mining related courses include Loddon Mallee with 30 per cent and Western Metropolitan with
15 per cent. Eastern Metropolitan has seen a large decrease in the number of enrolments since 2008 – from 210 to 30 in 2013.
Table 4.6: Victorian regions ranked by 2013 enrolments, government subsidised, 2008 to 2013
Region
2008
2009
2010
2011
2012
2013
-
-
-
<10
250
140
Loddon Mallee
140
210
140
220
220
110
Western Metropolitan
30
<10
<10
-
10
60
Eastern Metropolitan
Hume
210
110
40
50
50
30
Gippsland
-
-
-
-
-
20
Grampians
-
-
-
-
-
20
Note: regional enrolment figures sum to slightly more than the overall Victoria-wide figures due to a small number of students undertaking training in campuses in more than one region
26
Skills & Training Needs 2013 –
Victorian Mining Industry
Figure 4.2: Mining training providers and enrolments, 2013
Loddon Mallee
<10 providers
110 enrolments
Grampians
<10 providers
20 enrolments
Hume
<10 providers
140 enrolments
See metro inlay
Barwon South West
0 providers
0 enrolments
Gippsland
<10 providers
20 enrolments
Northern metro
0 providers
0 enrolments
Western metro
(inc. CBD)
<10 providers
60 enrolments
Eastern metro
<10 providers
30 enrolments
Southern metro
<10 providers
0 enrolments
Mining industry vocational
training provision
27
Student characteristics
Throughout 2008 to 2013, the majority of enrolments in mining-related courses were by students aged 25 years or older, except for
2011 when the proportion dropped to 30 per cent. In all other years at least two thirds of enrolments were by learners in
the 25+ age group.
In 2013, around a quarter of enrolments were by unemployed students, a fall from 2011 and 2012 where around 40 per cent did not
have a job. In 2013, 10 per cent of enrolments were by students from a CALD background, and less than five per cent were by
students with a disability. The proportion of enrolments by Indigenous students has been low across 2008 to 2013, not rising above two
per cent in any year.
Table 4.7: Learners Facing Barriers enrolments, government subsidised, 2008 to 2013
Learner Groups
2008
2009
2010
2011
2012
2013
-
<10
<10
<10
<10
<10
10
10
10
30
30
10
Indigenous
Disability
CALD
20
20
50
20
50
50
Unemployed
60
60
60
150
190
90
Aged 25+
330
290
260
120
330
290
At the time of enrolment, students enrolling in Mining were
typically less qualified than the average across all industries.
Within the sector, 20 per cent of students had a highest prior
qualification of Certificate III or above, compared with 22 per
cent across all vocational training students (see Figure 4.3).
Figure 4.3: Enrolments by highest prior qualification,
government subsidised, 2013
The main reasons students were enrolling in vocational
training related to Mining were ‘I wanted extra skills for my job’
(32 per cent), ‘To get a job’ (18 per cent) or ‘It was a
requirement of my job’ (16 per cent).
Figure 4.4: Enrolments by reason for study, government
subsidised, 2013
I wanted extra
skills for my job
Bachelor Degree or 1%
Higher Degree level 1%
Advanced Diploma,
Diploma or Associate Degree
32%
17%
20%
Certificate III - IV
7%
Other
42%
1%
16%
1%
18%
45%
Year 11 or
below
35%
Mining
28
It was a requirement
of my job
For personal interest
or self-development
34%
Year 12 or Certificate II
Certificate I
To get a job
27%
2%
2%
Skills & Training Needs 2013 –
Victorian Mining Industry
All industries
Note: ‘Other’ includes To get a better job or promotion, To try for a different career, To
start my own business, To develop my existing business, To get into another course of
study.
Appendix A
Table 5.1: Enrolments by occupation, course and subsidy band 2012 and 2013
Occupation
Course name
Earth Science Technician
Certificate III in Mining Exploration
Funding band
2012
2013
Band A
<10
-
<10
20
Total
Engineering
Production Worker
Certificate II in Resource Processing
Band B
50
Certificate III in Resource Processing
Band A
<10
20
Certificate IV in Resource Processing
Band A
<10
<10
60
30
Total
Mine Deputy
Advanced Diploma of Extractive Industries Management
Band C
<10
<10
Diploma of Surface Operation Management
Band C
<10
<10
<10
<10
Total
Miner
Certificate II in Surface Extraction Operations
Band B
50
20
Certificate II in Underground Metalliferous Mining
Band B
40
10
Certificate III in Metalliferous Mining Operations Processing
Band A
<10
-
Certificate III in Mine Emergency Response and Rescue
Band A
-
<10
Certificate III in Surface Extraction Operations
Band A
50
100
Certificate III in Underground Metalliferous Mining
Band A
<10
20
Certificate IV in Metalliferous Mining Operations
(Underground)
Band A
<10
<10
Certificate IV in Surface Extraction Operations
Band A
240
150
400
300
50
10
50
10
Total
Surveyor's Assistant
Certificate II in Mining Field/Exploration Operations
Total
Band B
Mining industry vocational
training provision
29