Lisa Taylor
Consulting
Occupational Skill Shortage
Analysis - Tasmania
Phase One Report
Prepared for Skills Tasmania by:
Lisa Taylor
Principal
tasmanianjobs.com
Lisa Taylor Consulting
Author’s note: Forecasts for numbers in a small number of occupations used as data in this report may be
counter-intuitive and may not be consistent with my or the Government’s views on likely future directions but have
been retained for consistency in method.
Published: July 2008
Table of Contents
Executive Summary.................................................................................................... 3
Methodology ............................................................................................................... 7
Background ................................................................................................................ 9
Occupational Shortages ........................................................................................... 12
Definition ............................................................................................................... 12
Supply and Demand Factors................................................................................. 13
Determinants and contributors to skills shortages................................................. 14
Cyclical factors .................................................................................................. 14
Participation rates.............................................................................................. 14
Underemployment ............................................................................................. 15
Demographic factors ......................................................................................... 15
Generational replacement of labour .................................................................. 16
Locational mismatch between the demand and supply of labour ...................... 17
Education, training and skill development ......................................................... 17
Changing skill needs within occupations ........................................................... 17
The level of remuneration.................................................................................. 18
Organisational culture and employment conditions ........................................... 18
Industry image................................................................................................... 18
Classification......................................................................................................... 19
Tasmania’s Industry Profiles..................................................................................... 20
Accommodation, cafes and restaurants ................................................................ 27
Agriculture, forestry and fishing............................................................................. 29
Communications services ..................................................................................... 33
Construction.......................................................................................................... 35
Cultural and recreational services......................................................................... 38
Education .............................................................................................................. 40
Electricity, gas and water supply........................................................................... 42
Finance and insurance.......................................................................................... 44
Government administration and defence .............................................................. 46
Health and community services ............................................................................ 48
Manufacturing ....................................................................................................... 51
Mining ................................................................................................................... 54
Personal and other services.................................................................................. 56
Property and business services ............................................................................ 58
Retail trade............................................................................................................ 62
Transport and storage........................................................................................... 64
Wholesale trade .................................................................................................... 66
List of Occupational Shortages................................................................................. 68
Recommendations.................................................................................................... 72
Appendices............................................................................................................... 73
A - Industry Consultation Letter............................................................................. 73
B – Industry consultation participants ................................................................... 74
C – Local Government Survey Response ............................................................. 75
D – IT Industry Survey Response ......................................................................... 79
Occupational Skill Shortage Analysis – Phase One
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Executive Summary
The concept of ‘skill shortage’ has different meanings to different people.
Until recently, Tasmania had a ready and available supply of labour from which to draw its
needs. At times during the 1990s, there was even an oversupply of labour in Tasmania.
However, Tasmanian organisations now report that the ability to secure appropriately
qualified and skilled labour is the greatest constraint on business, and has been for the past
16 consecutive quarters according to the Tasmanian Chamber of Commerce and Industry’s
Business Expectations Report.
Essentially, skill shortages are a by-product of a strong economy. In Tasmania’s case, the
economic turnaround was largely unanticipated and therefore not planned for. In addition,
the exponential rate of growth in many sectors exacerbated the implications of the
unanticipated and unplanned for growth.
There are a number of contributors to the skill
shortages in Tasmania, as outlined in the
adjacent box.
However, there appears to be consensus within
the Tasmanian industry sectors that the primary
determinants of the skill and labour shortages
stem from this unanticipated growth, and are as
follows:
•
•
•
•
•
Resulting increase in demand from
unanticipated economic growth;
Competitive labour market;
Nature of the employment;
An ageing workforce; and
Lack of investment in appropriate skills
during the economic downturn of the
1990s.
Determinants of skill shortages
• Cyclical factors
• Participation rates
• Underemployment
• Demographic factors
• Generational replacement of
labour
• Locational mismatch between the
demand and supply of labour
• Education, training and skill
development
• Changing skill needs within
occupation
• The level of remuneration
• Organisational culture and
employment conditions
• Industry image
The consequences of skill shortages can be long lasting and serious and have the potential
to impact on the competitive and comparative advantages of being located in Tasmania.
Skill shortages are placing a significant level of stress on industry, government and education
and training providers which has exposed serious vulnerabilities in the existing systems.
For the purposes of this Occupational Skill Shortage Analysis the following definition of a
‘skill shortage’ will be applied:
A skill shortage exists where employers are unable to fill, or have considerable
difficulty filling, vacancies for an occupation at current levels of remuneration
and conditions of employment.
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In addition, for the purposes of this report, a classification system for defining the nature of
skill shortages has been developed for the Tasmanian labour market. These classifications
are explained below:
Tasmanian Skill Shortage Classifications
Level 1
• Few people available with the essential skill set
• Education and training not provided in Tasmania
Level 2
• Few people available with the essential skill set
• Long training time to develop skills
• Training is available in Tasmania or has the potential to be available in Tasmania
Level 3
• Few people available with the essential skill set
• Short training time to develop skills
• Training provision is available in Tasmania.
Condition Gap (Skill Mismatch)
• Sufficient people qualified with the essential skill set
• Not willing to apply at current levels of remuneration and conditions of employment
Quality and Employability Gap
• Sufficient qualified people with essential skill set
• Applicants lack employability requirements rather than specific skill set
deficiencies.
Interestingly, the employment growth experienced in Tasmania for the period since 1998/99
has been dominated by occupations in the professional or associate professional
classification, rather than those in the trade related occupations. Importantly, this trend is
projected to continue.
Demand for services like health, education, government
administration, property and business services all tend to increase with the increase in the
number of residents in a population. Generally, occupations within the service provision
sectors require post-school qualifications.
Every industry sector in Tasmania, as classified by the Australian New Zealand Standard
Industry Classification (ANZSIC) system, reports the existence of occupational skill and
labour shortages, to varying degrees. Some sub-sectors, however, including property
services, postal and courier services and education, advise an adequate supply and the
ability to respond appropriately should demand increase.
Overwhelmingly, industry reports a general, but severe, lack of available people, evidenced
by the diminishing number of applicants to advertised positions.
Not surprisingly, the occupations in greatest demand across all industries are those highly
skilled roles that require a number of years of education and training as well as on-going
education and training. Those occupations that are not in short supply are the low or
unskilled occupations, predominantly administrative personnel or general labour. While
Occupational Skill Shortage Analysis – Phase One
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industry reports high number of appropriate applications for such positions, industry also
advises high turnover for these occupations.
Industry recognises the competitive nature of the labour market, within Tasmania and
interstate and overseas. Industry also acknowledges that the nature of work and
employment conditions influence the decision making process of prospective employees in
determining firstly their career of choice and then, future employment options. Often, it is
those occupations that are of manual, physical or dirty nature, undertaken during nontraditional working hours and/or located in rural, regional or remote locations that provide the
greatest challenges in attracting, recruiting and retaining people in the workplace. These
perceptions of industry image and occupation by future generations will impact significantly
on the future supply of labour.
Industry now reports a commitment to planning for the future workforce through investment in
education and training, however also report issues challenging their ability to do so,
including:
1) In Tasmania, there are not enough fully qualified and experienced trades people to
provide the appropriate ratio of trades people to apprentices and trainees;
2) University education does not provide commercially or workplace ready and able
graduates. Two to three years of additional on the job experience is required until
graduates are considered viable;
3) For many of the occupations in short supply, education and training is not provided in
Tasmania; and
4) Education and training courses have not, and are not, keeping pace with innovation
and technological change in the workplace.
In fact, industry suggests that training has reached its capacity. It is difficult to increase the
current numbers being trained due to the need for experienced employees to supervise and
mentor apprentices, trainees or graduates and the limitations this places on the number of
new entrants that can be trained.
Industry also advises that any decline in demand for specific occupations is likely to be a
direct result of innovation and technological change in the workplace.
Additionally, the population age structure of Tasmania will lead to the retirement of a large
proportion of the Tasmanian workforce sooner rather than later. The added implication for
growing Tasmanian industries will be that not only will they need to replace the retiring
workforce but add to the overall number as well. In Tasmania the number of labour market
entrants to exits in expected to cross over during 2009. This will mean that there will be
more people exiting the workforce than entering it 1 .
Further research is required to
determine the specific occupations that will experience large numbers of exits from the
workforce.
While the short term impact of occupational skill shortages in Tasmania results in the costs
associated with high levels of turnover, recruitment costs, increased wages and reduced
productivity it is the medium to longer term impacts that will affect the Tasmanian industries
and economy most significantly. Many organisations, including government, are resorting to
the outsourcing of non-core business, however this too adds to increased costs, but also
further delays as providers of services outsourced are also experiencing occupational skill
shortages.
1
Jackson, N.O. (2008) Tasmania's Population, www.taspop.tasbis.com (accessed 18/06/08).
Occupational Skill Shortage Analysis – Phase One
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These medium to long term impacts are outlined in the box below.
Medium to Long Term Impacts of Skill Shortages on Tasmanian Industries
• Inability to service market;
• Compromises the quality of outputs – products and/or services;
• Loss of market share;
• Loss of competitiveness;
• Inability to respond to opportunities;
• Restricts any potential for business/industry growth;
• Increased exposure to risk;
• Affects on existing workforce include risk of burnout, attrition, workplace injuries;
• Multiplier effect on other industries and organisations, particularly when feeder or
enabler sectors are impacted;
• Industries that are labour intensive have no flexibility and therefore skill and labour
shortages directly results in decline in production; and
• Outsourcing of value added production to interstate and/or international locations.
Essentially, occupational skill shortages are evident across all industries in Tasmania. These
shortages are the result of a number of factors, predominantly a strong economy, population
growth, structural and numerical population ageing and the potential mismatch between
training and education supply, utilisation and occupational demand.
With an economy at, or close to, full employment and operating at full capacity, the lack of
supply of future labour market entrants will further increase the competition for labour. Any
solution requires a strategic response and long term plan to be implemented by all
stakeholders; policy makers, industry, education providers and the community.
Conclusion:
The findings of this Occupational Skill Shortage Analysis for Tasmania provides a
comprehensive foundation from which Skills Tasmania can determine the relative
economic and social significance of skill shortages in different occupations and
industries in Tasmania. This will enable Skills Tasmania to make informed decisions
to develop priorities for skill acquisition and development strategies. In particular,
this analysis provides Skills Tasmania with a critical insight into the impact of skill
shortages on the economic, workplace and social spheres of the Tasmanian
community.
Occupational Skill Shortage Analysis – Phase One
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Methodology
Given the extent of scope of the Occupational Skill Shortage Analysis – Phase One project,
the objectives were prioritised to be as follows:
1)
2)
3)
4)
5)
6)
Definition of the nature and characteristics of skill shortages;
Identification of the occupations facing skills shortages;
Occupations in growth and decline and implications for future skill shortages;
Evidence of skill shortages in Tasmania;
Impact of skill shortages in Tasmania; and
Scan of buoyant economic activity where skill shortages are not an impediment.
Given the timeframe of the project, analysis of existing information was undertaken rather
than the collection of primary data. This analysis was then supported by consultation with
industry representative bodies, employing organisations and employment agencies to gain
anecdotal evidence of occupational shortages.
The limitation of this approach is that the project relies on ‘old’ data and will effectively be a
‘scan’ of a number of ‘scans’.
The analysis was undertaken using existing material; including, but not limited to, Skills
Tasmania Training Demand Profiles (TDPs) and internal research, Industry Skills Councils
Environmental Scans, DEEWR Skill Shortages Lists and other relevant research,
Department of Economic Development and Tourism (DEDT) Tasmanian Skill Shortage List,
consultation with peak bodies, industry associations and employment agencies, as well
undertaking future labour demand projections using the MONASH CGE model of labour
forecasting.
Report Structure
The report contains two main sections. The first section details the nature of skills shortages,
developing a definition, understanding the underlying factors contributing to skill and labour
shortages in Tasmania and developing a classification system for identifying the different
types of skill and labour shortages in Tasmania.
The second section presents an overview of the nature of skill and labour shortages in
Tasmania by industry sector. This section of the report uses the ABS Australia New Zealand
Standard Industry Classification 1993 (ANZSIC) and the Australian Standard Classification of
Occupations 2nd Edition (ASCO) systems to classify occupations and industry sectors. It is
important to note that ASCO occupations are not mutually exclusive to one ANZSIC industry
sector and can apply to many sectors.
This second section of the report details growth in ASCO occupations since 1998/99 by
ANZSIC industry sectors and projects growth in ASCO occupations by ANZSIC industry
sector to 2014/15 using the MONASH CGE model of labour forecasting. In addition to
detailing both historical and projected changes in occupational levels in Tasmania, the report
presents the contribution of each industry sector to the Tasmania economy by employment
levels and contribution to growth in employment and GSP.
The MONASH CGE model of labour forecasting projects the demand for labour in five main
processes:
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1) Derives a macroeconomic environment from the Access Economics Five Year
Business Outlook;
2) Converts the forecasts for GDP and its components into forecasts of output and
employment by industry;
3) Converts data to regional forecasts using the MONASH Regional Equation System
(MRES) which takes into account differences in industrial structures, regional specific
industry effects, population movements, expected expenditure by regional
governments and local multipliers;
4) Converts employment forecasts from industry basis to an occupational basis; and
5) Determines employment outlook for workers identified by age, sex, qualifications and
hours worked per week.
It is important to note that the data utilised to develop the MONASH CGE model of labour
forecasting is based on macro-level national data. For this reason, projections for
Tasmanian employment growth and decline by industry and occupation can not be
considered definitive.
The MONASH CGE projections for occupational growth in Tasmania are supported in the
second section of the report by anecdotal evidence obtained through available existing
documentation including TDPs and the Skills in Demand List as well as consultation with
industry representative bodies, individual organisations and employment agencies.
Consultation was undertaken with 45 industry representative bodies, individual employers or
recruitment agencies to provide greater depth and understanding to the nature of skill and
labour shortages in each sector. This consultation process involved identifying the existence
of skill or labour shortages, the perceived underlying causes of the shortages specific to the
industry and those occupations in short supply, defined by the ability to attract, recruit and
retain. In addition, the consultation process identified occupations not in short supply,
occupations that are anticipated to experience growth or decline in demand in the
foreseeable future and the perceived (or realised) impact of skill shortages to the industry
sector.
The consultation process also identified whether the industry perceived the
appropriate training provision was available in Tasmania to address the occupational
shortages.
The second section of the report also identifies the classification of the nature of the skills
shortage for each occupation in short supply and the educational requirements for each
occupation.
Important Note:
It is important to note that the information, communication and technology (ICT) sector is
inadequately represented by the 1993 ANZSIC system. In the 1993 version, ICT is
incorporated in both the communications and the property and business services sectors.
‘Communications services’ as an industry sector does not exist as a category in the 2006
version of the ANZSIC codes. In the 2006 ANZSIC ICT is more appropriately represented in
the categories of ‘information media and telecommunications’ and ‘professional, scientific
and technical services’. In this report ‘communications services’ represents postal and
courier services and telecommunications services. For this reason, projections in this report
for industry and occupational growth are not truly representative of the information,
communication and technology sector.
Occupational Skill Shortage Analysis – Phase One
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Background
Until recently in Tasmania, there has always been a ready and available supply of labour
from which to source industry needs.
Tasmania experienced a significant economic turnaround over the past ten years. This
turnaround has seen unprecedented growth in many economic indicators, including
population and employment growth.
This dramatic change which resulted in almost exponential growth over a very short time
period has presented Tasmania with a new challenge, what business and government and
individuals are terming ‘skill shortages’ or ‘war for talent’.
In the period 2001/02 to 2006/07, Tasmania's population grew by 23,006 to a total of 495,772
people 2 . This growth must be considered in the context of Tasmania's historical pattern of
population change and the nature of Tasmania's components of population change. The
components of population change are natural increase, interstate migration and overseas
migration. In Tasmania, natural increase is the main source of population growth, while net
interstate migration is usually the main source of population loss.
After experiencing population decline between 1996 and 2000 due to large interstate
migration losses, Tasmania did not exceed its 1996 population until June 2003. The net
growth experienced between June 2002 and 2004, was due to higher than average levels of
net interstate migration. Between June 2005 and 2007, net interstate migration returned to
its longer term trend of net loss; however, Tasmania did not return to population decline. This
was due to larger than average gains from net overseas migration and natural increase over
that period.
Tasmania is the oldest state in Australia and also has the fastest ageing population in
Australia. This will lead to a diminishing workforce, directly resulting in industry continuing to
experience a tight labour market.
233,300 people are currently employed in Tasmania, 35,400 more than in May 1998, an 18%
increase. The unemployment rate as at May 2008 was 4.4% in trend terms, compared with a
national average of 4.3% 3 .
The below table identifies the employment growth by ASCO classification in Tasmania for the
period 1998/99 to 2006/07.
Employment growth by occupation 1998/99 to 2006/07
Occupation
Professional
Associate Professional
Trades & Advanced
Intermediate
Elementary
Total
Source: MONASH CGE
2
3
Growth
(No.)
14,887
10,573
6,086
-544
-2,250
28,753
Contribution to
total growth (%)
51.78
36.77
21.17
-1.89
-7.83
ABS Australian Demographic Statistics 3101.0 - Dec 2007
ABS Labour Force 6202.0 May 2008
Occupational Skill Shortage Analysis – Phase One
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As is evident from the above table the majority of employment growth has occurred in the
Professional and Associate Professional occupation classifications (88.55%) compared with
only 21.17% in the trades and advanced trade occupations. Decline in employment has
been experienced in the intermediate and elementary occupations.
These figures are
consistent with other Australian states and national data.
Occupation classifications projected to experience growth in Tasmania from 2006/07 to
2114/15 are illustrated in the table below.
Employment growth by occupation 2006/07 to 2014/15 – projected
Occupation
Professional
Associate Professional
Trades & Advanced
Intermediate
Elementary
Total
Source: MONASH CGE
Growth (No.)
10,037
4,129
1,200
4,700
496
20,563
Contribution to
Total Growth (%)
48.81
20.08
5.84
22.86
2.41
As is evident, growth is projected to remain predominantly in the Professional and Associate
Professional occupations (68.89%) while growth in the trades and advanced trades is
projected to be stable at 5.84% for the period.
The historical growth in employment in Tasmania and resulting skill and labour shortages
can be illustrated in a different way. By using the number of persons actively seeking
employment (those registered and receiving unemployment benefits) and the number of
advertised vacancies, the number of people available per vacancy can be determined.
As can be seen in the chart overleaf, since February 1984 the number of people available
per vacancy has ranged from a peak in 1993 of 53 persons per vacancy to 4.08 persons in
May 2008, the latest available data. That is for every position that is advertised in Tasmania
there are 4.08 people ready, willing and available to work.
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Unemployed Persons per Vacancy – Tasmania
`
60.00
Number
50.00
40.00
30.00
20.00
10.00
Feb-08
Feb-06
Feb-04
Feb-02
Feb-00
Feb-98
Feb-96
Feb-94
Feb-92
Feb-90
Feb-88
Feb-86
Feb-84
0.00
Source: ABS Labour Force 6202.0.55.001, Job Vacancies 6354.0 various years 4 , tasmanianjobs.com
There are a number of challenges that present with this data:
• The 4.08 people available are very unlikely to match the skill set required of the
particular vacancy;
• The 4.08 available people may not actually be located in the geographical area of
demand;
• The data does not take into consideration the marginally attached (those people not
participating in the labour force but willing and able to commence work within a four
week timeframe);
• The data does not take into account under-employment (those people who would like
to work more hours or who are working in a capacity lower than their relevant
qualifications, skills or experience); and
• The data relies on job advertisement numbers. With the skill and labour shortage
situation the way it is, many employers are actually resorting to alternative
recruitment methods other than advertising, so it is more than likely that the actual
number of vacancies is considerably higher.
Even so, it is evident through data analysis and industry consultation that skill and labour
shortages are evident in Tasmania and are significantly impacting on the capacity of
business, government, service providers and community organisations to deliver core
business products and/or services.
4
NB The ABS Job Vacancies 6354.0 data will cease to be collected by the ABS as at 1 July 2008 and therefore
this is the final data available for expressing labour availability in Tasmania by unemployed people per vacancy.
Occupational Skill Shortage Analysis – Phase One
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Occupational Shortages
Skills shortages are, in most cases, a feature of a strong labour market and tend to arise
when there is a strongly growing economy. Skill shortages can also arise when new
industries are created or particular industries expand. For these reasons, skills shortages
are usually symptomatic of positive economic conditions.
Skills shortages are being experienced in Australia for two reasons;
1) strong economic growth
2) an ageing population
The only exception to this rule of thumb in Tasmania is when there is an exodus of skilled
labour interstate or overseas, that employers have difficulties in attracting and retaining staff.
This is particularly evident when Tasmanian employment opportunities and workplace
conditions are not considered comparative with interstate or international opportunities.
In Tasmania, the additional dimension of continued net interstate migration loss of the
working age population contributes significantly to the state’s skill and labour shortages 5 .
Definition
The concept of ‘skill shortage’ has different meanings to different people. Often difficulties
arise in correctly defining a ‘skill shortage’ when differing parties identify skill shortages as a
result of deficiencies in capabilities, skills and/or occupational requirements. Skills are often
broadly categorised by academics and policy makers as generic skill sets rather than being
specific to occupations as often defined by industry. For example skills shortages are often
referred to in literature as deficiencies in analytical, communication or technical skills rather
than project manager, welfare worker or engineer.
These different understandings of skill shortages by policy makers, academics, industry and
education and training providers has the potential to provide for conflict and
miscommunication between the various stakeholders.
Definitions for capability, skills and occupations are outlined below 6 :
•
•
•
Capability: the power or practical ability necessary for doing something, or the
potential ability to do something.
Skill: the ability to do something well, usually gained through training or experience.
Occupation: the job by which somebody earns a living.
Predominantly, skill shortages are evident in two scenarios:
•
•
Recruitment difficulties - Occur when employers have difficulty in filling vacancies for
an occupation, or it takes a long time to recruit.
Skill gaps in existing workforce - Occur where existing employees lack the required
qualifications, experience and/or specialised skills to meet the organisation’s skill
needs for an occupation or activity. This therefore impacts on productivity growth
potential.
5
In 2006/07 Tasmania lost 1125 persons aged 15 to 44. Tasmania gained 645 people aged 45 to 64 during the
same period. Source: ABS Migration 3412.0 various years.
6
Encarta Dictionary, 2008
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For the purposes of this Occupational Skill Shortage Analysis report, the definition of skill
shortages is developed on the basis of the inability to engage a person to undertake a
specific job with the capacity to do it skilfully. The following definition will be applied:
A skill shortage exists where employers are unable to fill, or have considerable
difficulty filling, vacancies for an occupation at current levels of remuneration
and conditions of employment.
The definition of skill shortage can be further distinguished as either a labour or a skill
shortage.
A labour shortage refers to a situation where there is a general difficulty in obtaining unskilled
and semi-skilled workers to fill vacancies. It is important to note that often industry refers to
a labour shortage in a different way. That is, in the instance where the number of applicants
for advertised positions is few, regardless of skill requirements. This could be more
appropriately defined as a ‘people shortage’.
A skills shortage refers to the situation when employers are not able to attract, recruit and
retain sufficient people with the specific skills and capabilities required.
Supply and Demand Factors
Identifying the nature of skill shortages as factors of demand and supply provides a useful
basis for understanding the skills shortage issue.
Solutions to the skill shortage issue will involve reciprocal interaction between these demand
and supply factors, combined with maximizing the utilisation of the skills and qualifications.
Supply and demand factors can be identified as follows:
Supply factors
• quality and quantity of the education and
training system;
• occupational preferences of workers;
• the education and training choices of
individuals;
• the level of productivity;
• access to on-going skill development;
• regional mobility;
• population and/or demographic trends;
• overall labour force participation;
• individual desire for work other than full
time;
• migration – interstate and international;
• organisational culture and employment
conditions;
• remuneration; and
• industry image.
Demand factors
• the level of demand for the industries
products and/or services;
• infrastructure and capital investment;
• technological change and innovation;
• industrial relations law; and
• the location where the goods or services
are produced.
Unfortunately, there is an unavoidable lag which occurs between demand-side signals, the
supply-side response and the utilisation of any given skill set.
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Determinants and contributors to skills shortages
The causes of skill shortages are often complex and can vary across industries, occupations
and over time.
The following points provide an overview of the various contributors to occupational
shortages in Tasmania. It is important to note that these factors are not mutually exclusive.
Some factors may be more relevant than others to particular regions, industries and/or
employers. These factors also help demonstrate the complex, and often inter-dependant,
causes of skill and labour shortages in Tasmania.
Cyclical factors
Economic cycles can suddenly increase the demand for skills in certain occupations and/or
industries and decrease the supply if employment opportunities and remuneration are
comparatively better elsewhere.
The cyclical nature of the state and national economy can contribute to the factors that
influence skill shortages such as: the demand for products and services and subsequent
demand for labour and skills; the impact on one industry of strong growth or decline in other
industries; and the movement of labour to different locations and occupations in response to
better opportunities.
Tasmania is experiencing its tightest labour market in almost three decades, as is
demonstrated by the historically very low level of unemployment (4.4% in May 2008 7 ) and
sustained employment growth. The tight labour market has seen strong competition among
employers for labour, which has resulted in reports of skills shortages across most industries.
While economic cycles can broadly affect the demand and supply of labour across all
industries, several industries are more prone to global factors (such as mining to world
resource prices) and tend to experience more extreme labour market changes.
Where an industry or region (as in Tasmania’s case) has been through a relatively long
period of low growth or decline, a rapid expansion often results in businesses finding that
there is not a sufficiently skilled pool of local labour, particularly if unanticipated and
unplanned for.
In addition, as labour is mobile within Australia (and to a lesser extent overseas), the strong
economic growth and tight labour market that Australia has been experiencing for some time
has compounded the skill shortage issue for Tasmania. For occupations with a relatively
high labour mobility, if Tasmanian organisations do not offer interstate levels of remuneration
and employment conditions, the pool of skilled labour in Tasmania within that occupation is
likely to decline over time.
Participation rates
The labour force participation rate (the proportion of the population aged 15 years and over
who are either employed or actively seeking employment) is an important determinant of not
only the potential total pool of labour available for employment but also the mix of skills
available.
Tasmania has the lowest labour force participation rate of all states and territories. This is
partly because Tasmania has an older population than Australia as a whole, and older
7
ABS Labour Force 6202.0 May 2008
Occupational Skill Shortage Analysis – Phase One
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people are less likely to be participating in the work force. Older people also generally have
a preference for employment other than full time.
Participation rates are lower in Tasmania relative to other states and territories in most age
groups. The differences in participation rates between Tasmania and Australia are
particularly significant amongst persons aged between 50 and 65 years.
There are a number of likely reasons for these differences in participation rates. Low
participation rates in Tasmania may result, in part, from lifestyle choices influenced by factors
such as relative costs of living.
Other factors that may contribute to Tasmania’s low participation rate include:
• relatively low rates of educational attainment;
• difficulties in accessing childcare facilities;
• high rates of dependency on the Disability Support Pension (DSP) and the Parenting
Payment; and
• Permanently discouraged job seekers (as a result of high levels of unemployment in
the 1990s).
While employment has increased significantly since the early 2000s in Tasmania,
Tasmania’s participation rate still lags the national rate. This suggests that there remain
barriers and disincentives to participation and employment.
This low participation rate can contribute to both labour shortages and also skills shortages in
specific occupations and industries.
Underemployment
Underemployment affects those people who are participating in the labour market and
reflects the inadequate utilisation of labour market participation. Under-employment is a
hidden measure of unemployment and can refer to two scenarios:
1) a person who is working, but not working as many hours as he or she would like to;
and
2) the under-utilisation of qualifications and skills as a result of a person working in a
position that does not engage the full capacity of the person’s qualifications and skills.
Under-utilisation of qualifications and skills is particularly evident for mothers returning to the
work force and desiring less hours of employment and migrants.
Demographic factors
Demographic trends that influence the size, age and gender composition of the labour force
can contribute to labour and skills shortages.
Tasmania is now the oldest state in Australia and has the fastest ageing population of all
Australian jurisdictions. Given that older persons are less likely to participate in the labour
force and tend to work fewer hours on average when they do, Tasmania’s total labour supply
is projected to decline at a faster rate than in the other jurisdictions.
Population ageing can be differentiated by numerical ageing and structural ageing.
Numerical ageing refers to the absolute increase in the numbers of elderly. The increase in
the numbers of elderly is primarily due to improvements in mortality and life expectancy.
Structural ageing however refers to the proportion of the population that is elderly. The
increase in the proportion of elderly is primarily due to declining birth rates, which decreases
Occupational Skill Shortage Analysis – Phase One
Page 15 of 80
the proportion of the population that is young and it turn increases the proportion of the
population that is older.
Exacerbating Tasmania’s ageing population structure is the continued net loss of people in
the working age population due to interstate migration.
The chart overleaf illustrates this net interstate migration loss since 1998/99. While the
magnitude of the loss has decreased, it remains volatile and significant. In 2006/07
Tasmania lost 1125 persons aged 15 to 44. Tasmania gained 645 people aged 45 to 64
during the same period, adding to the State’s already ageing population structure.
Interstate Migration by Age – Tasmania
500
Number
250
0
-250
-500
-750
-1000
0-4
5-9
1014
1519
2024
2529
3034
3539
4044
4549
5054
5559
6064
6569
7074
75+
Age
2006/07
2005/06
2004/05
2003/04
2001/02
2000/01
1999/2000
1998/99
2002/03
Source: ABS Migration 3412.0 various years, tasmanianjobs.com
Tasmania’s ageing population, combined with the continued net instate migration losses in
the prime working age population will lead to a significantly diminished workforce.
Generational replacement of labour
In addition to demographic change, particularly population ageing, the notion of total social
production influences the future supply of labour. Total social production expands on the
economic theory of modes of production in which labour is required on a daily basis. Total
social production argues that labour must be reproduced on both a daily and
intergenerational basis.
Essentially, the concept of total social production is that neither production nor reproduction
can take place in the absence of the other. Most economic analysts see demographic
reproduction as secondary to economic activity. Such analysts are predominantly concerned
with population in terms of labour force participation and the unemployment rate. However,
total social production argues that economic production and demographic reproduction are
mutually dependent. Total social production theorists argue that economic dependence
reflects a general inability (or failure) to acknowledge and integrate the generational
replacement of labour. This failure has already affected, and will continue to affect, the
future supply of labour.
Occupational Skill Shortage Analysis – Phase One
Page 16 of 80
For this reason, policies addressing skill and labour shortages should ensure the framework
to support adequate reproduction.
Locational mismatch between the demand and supply of labour
Skill shortages are often compounded by a location mismatch between the demand and
supply of labour. This mismatch can occur for a number of reasons, such as the:
• lack of mobility of labour supply (due to potential workers not owning private
transport, not possessing a drivers licence, having limited access to public transport,
or general unavailability of public transport;
• unattractiveness of a location, as is demonstrated by a general preference to live and
work in metropolitan areas as opposed to regional, remote or rural areas where the
skills are in even greater demand; and
• seasonal nature of some industries.
Education, training and skill development
The lack of relevant and responsive education and training opportunities can result in a
mismatch between labour supply and demand and hence contribute to skill shortages.
According to some employers and industry associations, the vocational education and
training system has experienced difficulties in supplying the skilled workers needed by
Tasmanian industries. In particular, industry advises that education and training packages
have failed to keep pace with the technological changes occurring as a result of innovation
and extensive research and development outcomes. As a result, these education and
training packages are no longer relevant.
Where these differences do not occur, other aspects of the training system that may also
contribute to the skill shortage issue include:
•
•
•
the responsiveness and appropriateness of the training system to industry needs;
the speed at which the system can train and provide recognised qualifications; and
overall levels of participation within the system and the training choices of individuals.
In addition, industry advises that university education does not produce commercially or
workplace ready and able graduates. Two to three years of additional on the job experience
is required until graduates are considered viable.
Industry also suggests that training has reached its capacity and it is difficult to increase the
current numbers being trained due to the need for experienced employees to supervise and
mentor apprentices, trainees or graduates and the limitations this places on the number of
new entrants that can be trained.
Changing skill needs within occupations
Changing skill needs within occupations can contribute to a skill shortages problem. Such
changes can occur for a variety of reasons such as:
• technological change and innovation, which can change the demand for particular
skills and occupations; and
• different regulatory requirements, such as new environmental or safety standards,
which may require organisations to recruit or train people with particular occupations
or skills.
Occupational Skill Shortage Analysis – Phase One
Page 17 of 80
The level of remuneration
The level of remuneration in an industry or occupation can make it difficult for employers to
attract or retain staff. This can be compounded by more attractive remuneration packages
and working conditions offered by competing employers or industries, either within
Tasmania, interstate or overseas.
In the longer term, excess demand for certain occupations and professions generally leads to
increases in wages and salaries. This, in turn has the potential to increase the supply of
labour in these fields, however will be subject to a considerable lag time effect from training
to employment status.
Organisational culture and employment conditions
Many workers place a higher value on lifestyle and, among younger generations, there
appears to be less tolerance than in the past for employment that involves long working
hours, shift work or work that is of a physical nature.
In addition, there appears to be a greater demand for work considered to be ‘meaningful’, as
well as for career opportunities and continuous learning.
Many current workforce management practices unintentionally exacerbate occupational skill
shortages through;
• a lack of flexible working conditions that allows a balance of family/lifestyle and work
responsibilities;
• a 'just in time' approach to skilling, with employers preferring to recruit people who are
already skilled and experienced rather than offering training;
• a preference in some industries to offer casual or fixed term positions rather than the
employment security that many workers seek;
• poor quality working conditions and/or environment;
• employer reluctance to train workers due to a perceived risk that investing in
workforce training will make employees attractive and mobile and/or lead to demands
for higher wages; and
• a desire by some employers to seek new skills, particularly in younger people, while
disengaging or offering redundancy or early retirement packages for older workers.
Industry image
Adverse perceptions of an industry’s attractiveness can often result in fewer people seeking
career opportunities in that field.
A negative industry image can be created for many reasons including:
• a perception that there is no career path;
• a view that manual, physical or dirty work is inferior to office-based work;
• parents, teachers and/or peers discouraging people entering the industry; and
• the experience of a previous generation, such as widespread redundancies within an
industry; and
• a history of high rates of industry accidents and illnesses.
Occupational Skill Shortage Analysis – Phase One
Page 18 of 80
Classification
A Tasmanian classification system for defining the nature of skill shortages can be developed
by adapting the definition of the nature of skill shortages as outlined by Sue Richardson in
her publication “What is a Skills Shortage?” 8
Level 1
• Few people available with the essential skill set
• Education and training not provided in Tasmania
Level 2
• Few people available with the essential skill set
• Long training time to develop skills
• Limits to the capacity of training organisations
• Training has the capacity to be available in Tasmania
Level 3
• Few people available with the essential skill set
• Short training time to develop skills
• The capacity of training organisations can be readily expanded
• Training provision is available in Tasmania.
Condition Gap (also known as Skill Mismatch)
• Sufficient people qualified with the essential skill set
• Not willing to apply at current levels of remuneration and conditions of employment
Quality and Employability Gap
• Sufficient qualified people with essential skill set
• Willing to apply
• Refers to a lack of employability requirements rather than specific skill set
deficiencies
These classifications are used in the following profiles of Tasmania’s industry sectors in
terms of determining the nature of occupational skill shortages and projections of
employment growth.
In addition to classifying each occupation by the nature of the skill shortage, the educational
requirements for each occupation is also identified.
Key:
L1:
L2:
L3:
Nature
Level 1 Skill Shortage
Level 2 Skill Shortage
Level 3 Skill Shortage
C:
Q:
Condition Skill Shortage
Quality and Employability Gap Skill
Shortage
where regional, remote or rural locations are the primary determinant of skill or
labour shortages
R:
8
Education Requirement (ER)
UE: University Education
TQ: Trade Qualification
PP: Para-professional: Diploma or
Advanced Diploma
C:
Certificate I, II, III, or IV
N:
Not required
Richardson, S. (2007) What is a Skills Shortage?, National Centre for Vocational Education Research.
Occupational Skill Shortage Analysis – Phase One
Page 19 of 80
Tasmania’s Industry Profiles
Tasmania’s industry structure provides a wide range of industries and at a broad level does
not differ markedly from the national industry structure. However, while Tasmania is more
reliant on the production of goods rather than the delivery of services compared with the
Australian economy, the difference is not significant.
Goods producing industries include, as classified by ANZSIC:
•
•
•
•
•
Agriculture, forestry and fishing;
Mining;
Manufacturing;
Electricity, gas and water; and
Construction
The remaining 12 sectors are classified as service providing industries.
Despite many similarities at the broad industry sector level, due to the small size of the
Tasmanian economy the State has a much narrower range of sub-sectors within each
industry sector than the national economy. Differences between the Tasmanian economy
and the national economy at the sub sector level include:
Agriculture, forestry and fishing: Tasmania has a greater dependence on apples, stone fruits,
vegetables and dairying than is the case nationally. Aquaculture is an important contributor
to Tasmanian fishery production. The contribution of forestry to the Tasmanian GSP is much
greater than for Australia, reflecting the large area of commercial forests in the state.
Manufacturing: food processing, wood and paper products and metal products account form
the bulk of Tasmanian manufactured goods. Tasmania does not possess the major
manufacturing activities found in other Australian states such as car manufacturing or
extensive machinery production.
Government administration and community services: industry sectors such as health and
community services; government administration and defence; and general government have
traditionally made a greater contribution to Tasmanian GSP than the national average.
The GSP contribution of each industry sector by Total Factor Income and Value Added for
the 2006/07 financial year is detailed overleaf.
Occupational Skill Shortage Analysis – Phase One
Page 20 of 80
Industry contribution to GSP – 2006/07 - Tasmania
Total Factor Income
% of
Rank
Total
$million
Accommodation, cafes and restaurants
459.0
2.2%
14
Agriculture, forestry and fishing
844.0
4.0%
10
Communication services
421.0
2.0%
15
Construction
1004.0
4.8%
8
Cultural and recreational services
259.0
1.2%
17
Education
1142.0
5.4%
4
Electricity, gas and water
817.0
3.9%
11
Finance and insurance
1024.0
4.9%
7
Government administration and defence
1046.0
5.0%
6
Health and community services
1654.0
7.8%
2
Manufacturing
2721.0 12.9%
1
Mining
949.0
4.5%
9
Personal and other services
377.0
1.8%
16
Property and business services
1099.0
5.2%
5
Retail trade
1235.0
5.9%
3
Transport and storage
808.0
3.8%
12
Wholesale trade
588.0
2.8%
13
Source: ABS National Accounts 2006/07 – 5220.0
Value Added
% of
Rank
Total
$million
458.0
2.6%
14
1032.0
5.8%
7
430.0
2.4%
15
1015.0
5.7%
8
306.0
1.7%
17
990.0
5.5%
9
877.0
4.9%
11
1088.0
6.1%
5
1070.0
6.0%
6
1662.0
9.3%
2
2648.0 14.8%
1
518.0
2.9%
13
416.0
2.3%
16
1112.0
6.2%
4
1293.0
7.2%
3
929.0
5.2%
10
670.0
3.8%
12
As illustrated above, the top five sectors for 2006/07 in terms of Total Factor Income
contribution to GSP were manufacturing (12.9%), health and community services (7.8%),
retail trade (5.9%), education (5.4%) and property and business services (5.2%).
In terms of value added contribution to Tasmanian GSP the top five industry sectors for
2006/07 were manufacturing (14.8%), health and community services (9.3%), retail trade
(7.2%), property and business services (6.2%) and finance and insurance (6.1%).
The below table ranks the industry sectors by employment numbers in 2006/07, projected
numbers in 2014/15 and the projected growth of each industry sector by employment
numbers based on the forecast percentage change from 2006/07 to 2014/15.
As illustrated, the top five industry sectors are projected to remain the same: retail trade,
health and community services, manufacturing, property and business services and
education.
However, the projected rate of growth for each industry sector differs
considerably. Education, property and business services, health and community services,
construction and personal and other services are projected to experience the greatest growth
in employment numbers from 2006/07 to 2014/15.
Occupational Skill Shortage Analysis – Phase One
Page 21 of 80
Rank of Industry Sector by Employment Numbers
Rank
Projected
Industry
Accommodation, cafes and restaurants
Agriculture, forestry and fishing
Communication services
Construction
Cultural and recreational services
Education
Electricity, gas and water supply
Finance and insurance
Government administration and defence
Health and community services
Manufacturing
Mining
Personal and other services
Property and business services
Retail trade
Transport and storage
Wholesale trade
Source: MONASH CGE
Annual
Change
(%)
8
13
17
4
7
1
15
10
9
3
16
14
5
2
6
12
11
2006/07
size
7
8
17
6
13
5
15
14
9
2
3
16
11
4
1
10
12
2014/15
size
(projected)
7
8
17
6
13
5
15
14
9
2
3
16
10
4
1
11
12
The actual rates of growth for each industry sector from 1998/99 to 2006/07 by employment
numbers is detailed in the below table. These can be compared with the projected rates of
growth for each industry sector from 2006/07 to 2014/15 by employment numbers.
The changes that occurred in employment numbers by industry sector from 1998/99 to
2006/07 are relative to the significant economic turnaround experienced in Tasmania during
the same period. The greatest growth occurred in the electricity, gas and water supply
sector of 70.02%, indicative of the large scale infrastructure investment during that time,
followed by accommodation, cafes and restaurants (45.06%), property and business services
(44.47%), government administration and defence (42.93%) and cultural and recreational
services (42.83%). The greatest decline in employment numbers was experienced by the
communication services (postal and courier services and telecommunications services)
sector of -16.19%, followed by agriculture, forestry and fishing (-11.01%) and manufacturing
(-8.19%).
However, from 2006/07 to 2014/15, projected rates of employment growth differ
considerably, with education (20.67%), property and business services (13.83%), health and
community services (13.78%), construction (11.68%) and personal and other services
(10.68%) are projected to experience the greatest rates of growth in employment numbers.
Declining rates of growth are projected for communication services only (-.7.12%) with
manufacturing stagnating at 1.32% followed by electricity, gas and water supply (3.06%).
However, it is important to note the definition of the ‘communication services’ ANZSIC
category as outlined in the Methodology section on page eight.
Occupational Skill Shortage Analysis – Phase One
Page 22 of 80
Employment growth by ANZSIC industry sector
1998/9 to 2006/7
(actual)
Total
Change
(%)
Annual
Change
(%)
45.06
4.76
Agriculture, forestry and fishing
-11.01
Communication services
2006/07 to 2014/15
(projected)
Total
Change
(%)
Annual
Change
(%)
2
7.12
0.86
8
-1.45
16
3.87
0.48
13
-16.19
-2.18
17
-7.12
-0.92
17
Construction
40.23
4.32
6
11.68
1.39
4
Cultural and recreational services
42.83
4.56
5
7.25
0.88
7
Education
16.78
1.96
9
20.67
2.38
1
Electricity, gas and water supply
70.02
6.86
1
3.06
0.38
15
Finance and insurance
-3.64
-0.46
14
6.29
0.77
10
Government administration and defence
42.93
4.57
4
6.35
0.77
9
9.7
1.16
12
13.78
1.63
3
Manufacturing
-8.19
-1.06
15
1.32
0.16
16
Mining
13.19
1.56
10
3.07
0.38
14
Personal and other services
26.36
2.97
7
10.68
1.28
5
Property and business services
44.47
4.71
3
13.83
1.63
2
Retail trade
5.22
0.64
13
10.28
1.23
6
Transport and storage
12.8
1.52
11
5.12
0.63
12
Wholesale trade
17.28
2.01
8
6.25
0.76
11
All industries
Source: MONASH CGE
14.81
1.74
9.21
1.11
Accommodation, cafes and restaurants
Health and community services
Rank
Rank
ASCO classifications are divided into major, sub-major, minor and unit groups and are not
specific to industry sectors. The below table illustrates the historical and projected growth in
employment numbers by the nine major ASCO levels.
From 1998/99 to 2006/07 the greatest growth in employment numbers was experienced by
the associate professionals (57.26%), managers and administrators (49.44%) and advanced
clerical (45.76%) level occupations. While employment growth is not projected to be as
exponential as the 1998/99 to 2006/07 period, projected growth for the period 2006/07 to
2014/15 is most significant in the professional occupation levels; managers and
administrators (30.08%), associate professionals (14.15%) and professionals (13.22%).
Decline in employment is projected during the same period for labourers (-1.63%) and
advanced clerical (-0.19%) occupation levels.
Occupational Skill Shortage Analysis – Phase One
Page 23 of 80
Employment growth by ASCO occupation (%)
Occupation
Managers and Administrators
Total
Change
(%)
1998/9 to 2006/7
Ave
Rank
Change
(%)
2006/7 to 2014/15 (projected)
Rank
Ave
Total
Change Change
(%)
(%)
49.44
5.15
2
30.08
3.34
1
Professionals
32.07
3.54
4
13.22
1.56
3
Associate Professionals
57.26
5.82
1
14.15
1.67
2
Tradespersons
16.08
1.88
5
3.94
0.48
6
Advanced Clerical
45.76
4.82
3
-0.19
-0.02
8
Intermediate Clerical/Sales
-3.63
-0.46
8
9.13
1.1
4
Intermediate Production/Transport
4.26
0.52
6
6.08
0.74
5
Elementary Clerical/Sales
1.69
0.21
7
3.79
0.47
7
-11.02
-1.45
9
-1.63
-0.21
9
14.81
1.74
9.22
1.11
Labourers
All occupations
Source: MONASH CGE
The following two tables detail the projection of employment growth and decline for the
period 2006/07 to 2014/15 by ASCO at the unit level by both percentage change and actual
employment number change (‘000s).
The first table lists the top 50 occupations projected to increase in employment numbers
during the period 2006/07 to 2014/15 by annual percentage change and projected increase
by number (‘000s).
The second table ranks the top 50 occupations projected to decline in employment numbers
during the period 2006/07 to 2014/15 by annual percentage change and projected decline by
number (‘000s).
Occupational Skill Shortage Analysis – Phase One
Page 24 of 80
Projected Growth by Occupation 2006/07 to 2014/15 (%)
Annual
Change
Rank
Projected Growth by Occupation 2006/07 to 2014/15 (‘000)
Growth
(No.)
Rank
ESL Teachers
7.49
1
Office Managers
Office Trainees
7.09
2
Store persons
1.70
1
1.394
2
General Mechanical Engineering Trades
6.73
3
General Managers
1.267
3
General Fabrication Engineering Trades
6.56
4
General Clerks
0.997
4
General Managers
6.20
5
Livestock Farmers
0.824
5
Transport Company Managers
6.08
6
Project & Program Administration
0.779
6
Information Technology Managers
6.05
7
Bookkeepers
0.733
7
Podiatrists
5.95
8
Inquiry & Admissions Clerks
0.686
8
Customer Managers
5.94
9
Personal Care/Nursing Assist
0.610
9
Registered Mental Health Nurses
5.81
10
Secondary School Teachers
0.608
10
Nurse Managers
5.79
11
Other Elementary Service Worker
0.578
11
Commissioned Officers
5.71
12
Chefs
0.566
12
Human Resource Managers
5.69
13
Structural Steel & Welding Trades
0.542
13
Engineering Managers
5.54
14
Sales & Marketing Managers
0.541
14
Education Managers
5.52
15
Education Aides
0.538
15
Nurse Educators & Researcher
5.48
16
Sales Assistants
0.514
16
Office Managers
5.44
17
Human Resource Managers
0.487
17
Property Professionals
5.43
18
Designers & Illustrators
0.481
18
Supply & Distribution Managers
5.40
19
Truck Drivers
0.475
19
Financial Dealers & Brokers
5.39
20
Receptionists
0.457
20
Health s Managers
5.31
21
Customer Managers
0.449
21
Massage Therapists
5.31
22
Welfare & Community Workers
0.418
22
Hospitality Trainees
5.26
23
Crop Farmers
0.408
23
General Clerks
5.25
24
Accountants
0.394
24
Sales & Marketing Managers
5.17
25
Forklift Drivers
0.368
25
Computing Support Technician
5.12
26
Supply & Distribution Managers
0.363
26
Other Elementary Service Worker
5.05
27
Gardeners
0.359
27
Solid Plasterers
4.91
28
Other Mobile Plant Operators
0.326
28
Fitness Instructors
Occupational & Environmental Health
Professionals
4.86
29
Motor Vehicle & Related Sales
0.308
29
4.79
30
Computing Support Technician
0.308
30
Chiropractors & Osteopaths
4.77
31
Financial Dealers & Brokers
0.307
31
Other Miscellaneous Tradespersons
4.76
32
Intermediate Inspectors/Examiner
0.304
32
Medical Technical Officers
4.64
33
Other Miscellaneous Labourers
0.303
33
Personal Care/Nursing Assistant
4.64
34
0.301
34
Ambulance Officers/Paramedic
4.60
35
Production Managers
Environmental & Agriculture Science
Professionals
0.294
35
Other Mobile Plant Operators
4.55
36
Nurse Managers
0.286
36
Other Business/Information Professionals
4.53
37
Checkout Operators
0.284
37
Other Food Tradespersons
4.52
38
Other Food Tradespersons
0.280
38
Designers & Illustrators
4.46
39
Waiters
0.278
39
Urban & Regional Planners
4.46
40
Education Managers
0.277
40
Structural Steel Construction Workers
4.39
41
Human Resource Professionals
0.269
41
Welfare & Community Workers
4.30
42
Children's Care Workers
0.267
42
Jewellers & Related Trades
4.24
43
Guards & Security Officers
0.233
43
Project & Program Administration
4.22
44
Restaurant/Catering Managers
0.227
44
Domestic Housekeepers
4.15
45
Marketing/Advertising Professionals
0.227
45
Vehicle Body Makers
4.06
46
Primary School Teachers
0.225
46
Psychologists
3.98
47
Handypersons
0.215
47
Registered Midwives
Other Building & Engineering
Professionals
3.95
48
Fitness Instructors
0.204
48
3.93
49
Other Miscellaneous Tradespersons
0.197
49
Author’s note: Forecasts for numbers in a small number of occupations used as data in this report may be
counter-intuitive and may not be consistent with my or the Government’s views on likely future directions but have
been retained for consistency in method.
Published: July 2008
Crop Farmers
3.92
50
Information Technology Managers
0.193
50
Source: MONASH CGE
Projected Decline by Occupation 2006/07 to 2014/15 (%)
Annual
Rank
Change
Desktop Publishing Operators
-33.93
Projected Decline by Occupation 2006/07 to 2014/15 (‘000)
Decline
Rank
(No.)
1
Accounting Clerks
-1.021
1
Engine & Boiler Operators
-24.83
2
Farm Hands
-0.851
2
Ushers, Porters
-15.51
3
Secretaries & Personal Assistants
-0.782
3
Switchboard Operators
-13.61
4
Keyboard Operators
-0.714
4
Sales Demonstrators & Models
-12.5
5
Shop Managers
-0.548
5
Screen Printers
-12.5
6
Engineering Production Systems Worker
-0.529
6
7
Company Secretaries
-11.67
7
Mixed Crop/Livestock Farmers
-0.34
Metal Casting Tradespersons
-11.51
8
Street Vendors
-0.33
8
Footwear Tradespersons
-11.49
9
Mobile Construction Plant Operators
-0.312
9
Street Vendors
-11.32
10
TCF Production Machine Operators
-0.286
10
TCF Production Machine Operators
-11.24
11
Travel & Tourism Agents
-0.28
11
Keyboard Operators
-9.56
12
Registered Nurses
-0.27
12
Photo Developers & Printers
-9.22
13
Cooks
-0.247
13
Engineering Production Systems Workers
-8.66
14
Laundry Workers
-0.239
14
Mixed Crop/Livestock Farmers
-8.5
15
Science Technical Officers
-0.234
15
Betting Clerks
-8.41
16
Forestry & Logging Workers
-0.216
16
Rubber Production Machine Operators
-7.82
17
Bank Workers
-0.21
17
Graphic Pre-Press Trades
-7.76
18
Other Manufacturing Supervisors
-0.208
18
Sea Transport Professionals
-7.56
19
Paving & Surfacing Labourers
-0.176
19
Mail Sorting Clerks
-7.51
20
Communications Tradespersons
-0.175
20
Accounting Clerks
-6.97
21
Hotel & Motel Managers
-0.173
21
Other Wood Tradespersons
-6.84
22
Wood Products Factory Hands
-0.172
22
Paving & Surfacing Labourers
-6.47
23
GPs
Wood Machinists & Turners
-6.37
24
Civil Engineering Associate Professionals
-6.15
25
Engine & Boiler Operators
Branch Accountant and Financial
Institution Managers
-0.14
23
-0.138
24
-0.136
25
Library Assistants
-5.93
26
Pulp & Paper Mill Operators
-0.128
26
Bank Workers
Mechanical Engineering Associate
Professionals
-5.88
27
Real Estate Associate Professionals
-0.128
27
-5.34
28
Nursery & Garden Labourers
-0.118
28
Secretaries & Personal Assistants
-5.27
29
Personnel Clerks
-0.11
29
Garbage Collectors
-5.26
30
Switchboard Operators
-0.11
30
Branch Financial Institution Managers
-5.24
31
Painters & Decorators
-0.11
31
Laundry Workers
-5.09
32
Sea Transport Professionals
-0.103
32
Chemical Production Machine Operators
Other Natural & Physical Science
Professionals
-5.07
33
Messengers
-0.093
33
-5.03
34
Other Hospitality Managers
-0.092
34
Bricklayers
-4.99
35
Meat Tradespersons
-0.088
35
Metal Finishing Tradesperson
-4.98
36
Betting Clerks
-0.086
36
Forging Tradespersons
-4.94
37
Metal Casting Tradespersons
-0.085
37
Personnel Clerks
-4.88
38
Geologists & Geophysicists
-0.082
38
Sewing Machinists
-4.87
39
Seafarers & Fishing Hands
-0.078
39
Economists
-4.82
40
Print Machine & Small Offset Printers
-0.077
40
Communications Tradespersons
-4.76
41
Product Quality Controllers
-0.075
41
Seafarers & Fishing Hands
-4.62
42
Metal Fitters & Machinists
-0.073
42
Farm Hands
-4.58
43
Food Trades Assistants
-0.07
43
Science Technical Officers
-4.58
44
Ticket Salespersons
-0.064
44
-0.062
45
-0.06
46
Senior Fire Fighters
-4.49
45
Fibrous Plasterers
Forestry & Logging Workers
-4.48
46
Civil Engineering Associate Professional
Pulp & Paper Mill Operators
-4.42
47
Technical Sales Representatives
-0.059
47
Production Recording Clerks
-4.19
48
Registry & Filing Clerks
-0.058
48
Travel & Tourism Agents
-4.09
49
Meat & Fish Process Workers
-0.057
49
Occupational Skill Shortage Analysis – Phase One
Page 26 of 80
Roof Slaters & Tilers
-3.74
50
Sheetmetal Tradespersons
-0.057
50
Source: MONASH CGE
Accommodation, cafes and restaurants
As the ANZSIC category name suggests,
‘accommodation, cafes and restaurants’
comprises ‘accommodation, cafes and
restaurants’ and incorporates the hospitality
and tourism sectors in Tasmania.
2006/07
2014/15
(projected)
This Industry Employment (No.)
14,380
15,403
All Industry Employment (No.)
223,155
243,706
% of Total Employed
6.44
6.32
Rank (size)
7
7
Growth (%)
45.06
15.4
2
8
Rank (% growth)
Source: MONASH CGE
In 2006/07 the accommodation, cafes and
restaurant sector was the 7th highest
employing sector in Tasmania with 14,380
people.
Between
1998/99
and
2006/07,
employment increased by 45.06 per cent in
total or 4.76 per cent per annum, ranking
the second fastest rate of growth in
employment numbers.
Employment in the accommodation, cafes
and restaurant sector is projected to
increase by a further 15.4% by 2014/15.
While the accommodation, cafes and
restaurants sector is a large employing
sector in Tasmania, it is not a significant
contributor to Tasmanian GSP with Total
Factor Income contribution 2.2% (rank 14)
and value added contribution 2.6% (rank
14).
Occupational Shortages
Consultation with the Australian Hotels
Association (AHA), the Restaurant and
Caterers Association Tasmania (RCAT), the
Baking Industry Association of Tasmania
(BIAT) and the Tourism Industry Council of
Tasmania (TICT) identifies significant
occupational skill and labour shortages
throughout the industry, extremely evident
in regional locations and exacerbated by the
seasonal nature of the industry sector.
Occupational Skill Shortage Analysis – Phase One
Sustained strong growth in the tourism
sector and changes in visitor expectations,
has led to an increase in demand for
occupations in the tourism sector to focus
on quality of product and service delivery.
The industry associations report that there
is a significant lack of people willing and
able to work in the tourism, accommodation,
café and restaurant sector which puts
pressure on the ability of the sector to
operate effectively.
In a strong economy with an ageing
population, the demand for labour across all
industries is increasing.
The industry
associations report that working in the
tourism sector is often perceived to be of
lower status than other industries and
therefore has difficulty attracting and
retaining staff.
In addition, turnover and attrition within the
hospitality and tourism sector is traditionally
high,
exacerbated
by
Tasmania’s
seasonality.
The industry associations report that
working in the tourism and hospitality sector
is perceived to have limited career
opportunities, low pay, highly casualised
and unattractive working conditions.
It is reported that the most critical issue in
terms of skill shortages is the emphasis on
the need for employability skills in the
hospitality and tourism sector, particularly
given the increase in expectations and
sophistication of visitors to Tasmania.
Given the type of work undertaken;
personality,
communication
abilities,
attitude, work ethic, a friendly nature and a
willingness to work outside ‘normal’ working
hours is imperative, however, difficult to find
in Tasmania.
Occupations Not in Short Supply
Industry advises that all hospitality
occupations are facing some sort of
Page 27 of 80
shortage be it skills or labour, however the
lower skilled occupations such as
housekeeping and kitchen hands are not as
severe in terms of shortage comparatively.
According to industry, the hospitality sector
in Tasmania is facing a plateau in regard to
growth and inbound tourism is expected to
slow. So therefore, even with minimal
growth, occupational demands should be
adequately met by training completions.
The emphasis therefore needs to be on
attracting people to work in the sector as a
career choice.
Specific Occupational Shortages
Occupation
Baker
Chef
Cook
Food and Beverage Wait
staff
Front of House
Gaming attendants
Hotel Service Supervisors
Hotel/Motel Managers
Pastry Cook
Nature
L2, C, Q
L2, C, Q
L2, C, Q
L3, C, Q
ER
TQ
TQ
TQ
C
L3, C, Q
L3, C, Q
L2, C, Q
L2, C, Q
L2, C, Q
C
C
C
UE/PP
TQ
Restaurant and Catering
Managers
L2, C, Q
C
Impact of Occupational Shortages
The lack of people willing and able to work
in the tourism and hospitality sector
threatens the ability of the industry to
operate effectively, particularly as many of
the businesses in the sector are small to
medium enterprises (SMEs). The viability
of individual businesses is severely
threatened
by
these
occupational
shortages.
There is also a significant impact on
supporting industries in the cluster such as
food and beverage providers, launderers
and other feeder businesses. Occupational
shortages therefore can have a negative
impact on the supply chain in the sector.
In addition, given the significant contribution
of the tourism and hospitality sector to the
Tasmania economy, the occupational
shortages experienced by the industry also
could significantly impact on the Tasmanian
Brand.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Chefs
Waiters
Other Elementary Service Worker
Bar Attendants
Restaurant/Catering Managers
Office Managers
Other Miscellaneous Labourers
Receptionists
General Managers
Handy persons
Occupational Skill Shortage Analysis – Phase One
Total
Change
(%)
26.88
8.98
48.34
11.62
14.50
52.83
35.42
11.6
61.79
27.84
Average
Annual
Change
(%)
3.02
1.08
5.05
1.38
1.71
5.44
3.86
1.38
6.20
3.12
All
Industries
Rank
84
155
27
141
128
17
52
143
5
93
Employed
(No.)
2,672
3,375
1,776
1,344
1,792
4,919
1,157
4,398
3,318
924
Page 28 of 80
Source: MONASH CGE
Agriculture, forestry and fishing
The agriculture, forestry and fishing sector
comprises
agriculture,
services
to
agriculture; hunting and trapping, forestry
and logging and commercial fishing,
including aquaculture.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
Rank (size)
Growth (%)
Rank (% growth)
14,374
223,155
6.44
8
-11.01
16
2014/15
(projected)
14,930
243,706
6.12
8
3.87
13
Source: MONASH CGE
In 2006/07 the agriculture, forestry and
fishing sector employed 14,374 people in
Tasmania, however experienced negative
growth of -11.01% for the period 1998/99 to
2006/07.
By 2014/15 employment in the agriculture,
forestry and fishing sector is projected to
grow marginally by 3.87% to 14,930
employees, or 6.12% of the total working
population.
In addition to being a moderate employing
sector, the agriculture, forestry and fishing
sector is also a moderate contributor to
Tasmanian GSP with Total Factor Income
contribution of 4.0% (rank 10) and value
added contribution 5.8% (rank 7).
Occupational Shortages
Agriculture Industry
Consultation with the Food Industry Council
of Tasmania (FICT), representing grazing,
vegetable, fruit, dairy and poppy sectors
advises both skill and labour shortages.
Businesses in the agricultural or primary
industry sector are predominantly family
businesses located in rural, regional or
remote areas. Smaller families, a lack of
interest by the next generation and the
perception of hard physical work for
uncertain returns as well as the increased
technical nature of the industry deter people
following a career path in the sector.
Occupational Skill Shortage Analysis – Phase One
Where previously high unemployment levels
provided access to reliable people to fill the
seasonal job vacancies in the agricultural
sector, low unemployment levels restricts
access to those unable to get full-time work,
often the ‘lower quality’ staff. Seasonable
labour for peak production times, with
picking, packing and handling procedures
requires an understanding of OH&S issues
(bending and handling etc) and experience
in grading of fruit and vegetables.
In
addition,
peak
casual
labour
requirements around summer for harvesting
of fruits and vegetables occur at a time
when tourism and retail are also looking for
large numbers of casual staff. Further
challenges for the agricultural sector include
such issues as transport, accommodation
and pay rates.
Research undertaken by Caroline Brown 9
has indicated that there are limited job
opportunities
available
in
certain
professional capacities in the agricultural
sector in Tasmania. The locations of the
professional based jobs are in city locations
and therefore regional areas appear to not
be attracting a higher level of skills.
Brown states that it is clear from her
quantitative research conducted that there
is not a lack of job opportunities in primary
industries in Tasmania, there is a lack of a
certain type of job opportunity. Whilst the
job advertisements explored in her research
did not state a preference for a particular
age group, the research reveals that fifty
one percent of the jobs on offer in Tasmania
were offered on a full time basis with part
time work replaced by fixed term contracts
or casual work. The findings of Brown’s
research revealed that with the least
advertised full time occupations in the
9
Caroline Brown is Program Leader (Women in
Rural Industries) in DPIW and has recently
completed a Masters degree researching rural careers
and young people in Tasmania.
Page 29 of 80
categories of professional, management
and administration being evident, the lack of
opportunity to bring a diverse social base to
the primary industry sector in a rural
community is evident.
The research
demonstrated that more labourer jobs are
available
than
professional
based
opportunities. If young people are not
seeking these jobs, as they do not perceive
them as opportunities, then this creates a
challenge for the primary industry sector.
comparable with other industries of a similar
remuneration and nature of employment.
According to Brown’s research the
challenge for the primary industry sector is
attracting people to want to work in the
industry despite a lack of opportunities for a
career path in a professional capacity.
Due to the complex nature of the industry
sector it has previously been difficult to
match training and skill development needs
with industry demands, however the recent
development of a new training package for
the forestry industry now addresses these
issues.
Forestry Industry
The Tasmanian forestry is experiencing
continual change as a result of changing
technology,
expansion
of
eucalypt
plantations and changed access to native
forests as well as being a cyclical industry
affected by market demand and prices.
These changes also affect the number and
types of occupations in the industry. Wood
and paper processes employ a large
proportion of the workforce as do
silviculture,
harvest
and
haulage
contractors.
A significantly high proportion of the forestry
related workforce is in the consulting and
contractor services predominantly made up
of SMEs which reflects the changing nature
of the industry. However, it is likely that
future changes in the sector will see the
consolidation of harvester and haulage
contractors, with smaller contractors
absorbed for productivity and efficiency
gains purposes.
Consultation with the Forests and Forest
Industry Council advises skill and labour
shortages across the industry sector. While
the industry recognises the general
competition for skill and labour in Tasmania,
a number of additional factors affect the
forestry industry in attracting and retaining
skills in the sector. The forestry industry is
a highly politicised sector which affects the
ability to attract new, younger entrants to
the industry. In addition, the levels of
remuneration or potential profit are not
Occupational Skill Shortage Analysis – Phase One
In Tasmania, however, the forestry industry
sector is attracting and realising significant
investment in value added manufacturing
processes. This increase in valued added
manufacturing will influence the demand for
specific skills and occupations, particularly
in qualified valued added processing
workers and plantation harvesters.
Fishing Industry
Consultation was undertaken with the
Tasmanian Fishing Industry Council (TFIC)
which represents the wild fisheries,
aquaculture, shellfish and processing
sectors of the fishing industry.
TFIC advises that occupational shortages
exist in the fishing industry in Tasmania,
most critically in the regional areas.
The TFIC advised that significant change
has occurred within the industry in recent
years that has resulted in the contraction
and consolidation of the industry.
Occupational shortages in the fishing
industry are a result of an ageing
demographic within the industry with very
few young people entering the fishing
industry combined with the perception that
the work is insecure, physically demanding
and
provides
unattractive
working
conditions. In addition, the work is highly
casualised and at times seasonal in nature.
Predominantly, occupations within the
fishing industry do not require formal
qualifications and are labour intensive. The
fishing industry, like many other industries
in Tasmania, is struggling to compete with
the higher paying, similarly physically
demanding opportunities being offered in
Western Australia and Queensland.
Page 30 of 80
The increasing demand for environmental
and food safety requirements, particularly
for export of product, has placed greater
need for technically qualified occupations
within the industry. However, enrolments
with the school of aquaculture have
decreased considerably, in 2007 there were
just 10 enrolments. The extent of this issue
is yet to be fully realised with the school of
aquaculture being absorbed by the AMC,
resulting from the merger between UTAS
and the AMC.
The fishing industry is addressing these
occupational shortages through increasing
efficiencies through investment in capital,
particularly machinery and equipment,
however, the TFIC anticipates this
investment will introduce demand for new
skill sets including more highly qualified and
experienced personnel like engineers.
Specific Occupational Shortages
Occupation
Boiler maker/welders
Chemical Engineers
Cow milkers
Dairy workers
Deckhands
Diesel mechanics
Farm workers
Financial Controllers
Fish Feeders
Foresters
Heavy machinery operators
Maintenance workers
Marine Engine Drivers
Mechanical Engineers
Operations managers
Pickers
Quality Assurance officers
Shearers
Shipwrights
Slaughtermen
Supervisors
Team leaders
Technical officers
Transport drivers
Truck Drivers
Work crew
Nature
L2, Q, C
L1
L3
L3, R, C
L3, Q,
C, R
L2, Q, C
L3
L2
L2, Q,
C, R
L1
L3
L3, Q, C
L2, Q, C
L2
L2, Q, C
L3, R, C
L2
L3
L2
L3
L3, R, C
L2, Q, C
L2, Q, C
L3
L3
L3, Q,
C, R
ER
TQ
UE
C
C
N
TQ
C
UE
C
UE
C
TQ
TQ
UE
TQ/UE
N
UE/PP
C
TQ
C
C
UE
UE
C
C
N
Occupations Not in Short Supply
Occupational Skill Shortage Analysis – Phase One
Agriculture Industry
While access to processing workers and
general labour is not in short supply, the
time, effort and resources undertaken to
prepare employees to work readiness stage
has increased considerably in recent years.
Forestry Industry
The forestry industry advises no shortages
are evident in the general low skilled
processing occupations for wood, paper
and pulp.
Fishing Industry
Occupational shortages do not exist in the
more densely populated areas of Tasmania
for labour such as work crews and deck
hands. Administrative personnel are also
not in short supply, however not always to
the quality standard required.
Impact of Occupational Shortages
Agriculture Industry
The agriculture sector reports the increasing
inability to carry out farm operations due to
lack of available labour.
The greatest
impact is being experienced in the north
west of the state with grazing industries
were experiencing the most problems,
followed by dairy and vegetable industries.
In addition, lack of access to labour will
result in reduced investment in the
Tasmanian agricultural sector and the
possible
relocating
of
value-adding
processes to interstate or overseas
locations.
Forestry Industry
Occupational and skill shortages in the
forestry industry affect the productivity,
production and profitability of organisations
in the sector, in addition to increasing public
risk.
Most significantly, skill shortages
affect the quality of wood, paper and pulp
products.
The political nature of the forestry industry
sector affects the reputation, morale and
motivation of the existing workforce on a
personal level which has considerable
impacts on the employing organisation.
Fishing Industry
The lack of people willing and able to work
in the fishing industry threatens the viability
Page 31 of 80
of the sector into the future and constrains
of the fishing industry will be relocated out
future growth. Should the shortage worsen,
of Tasmania. This will be a significant loss
it is likely that the value adding component
to the Tasmanian economy and community.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Livestock Farmers
Crop Farmers
Other Mobile Plant Operators
Environmental & Agriculture
Science Professionals
Truck Drivers
Office Managers
Aquaculture Farmers
General Managers
Project & Program Administration
General Clerks
Total
Change
(%)
23.42
36.01
42.75
Average
Annual
Change
(%)
2.67
3.92
4.55
22.88
11.61
52.83
34.86
61.79
39.17
50.62
2.61
1.38
5.44
3.81
6.2
4.22
5.25
All
Industries
Rank
91
50
36
94
Employed
(No.)
4340
1,542
1,008
1,577
142
17
54
5
44
24
4,556
4,919
280
3,318
2,768
2,965
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 32 of 80
Communications services
The ANZSIC category ‘Communications
services’ comprises postal and courier
services and telecommunications services.
It is important to note that ‘communications
services’ does not exist as a category in the
2006 version of the ANZSIC codes.
‘Communications services’ inadequately
represents the services which are
represented in the 2006 ANZSIC categories
of
‘information
media
and
telecommunications’ and ‘professional,
scientific and technical services’.
For this reason, projections in this report for
industry and occupational growth are not
truly representative of the information,
communication and technology sector.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
2,533
2,353
223,155
243,706
1.13
0.96
Rank (size)
17
17
Growth (%)
-16.19
-7.12
17
17
Rank (% growth)
Source: MONASH CGE
In 2006/07 the communications services
sector employed 2,533 people in Tasmania,
representing 1.13% of the working
population.
Communications services
experienced negative growth from 1998/99
to 2006/07 of -16.19% and is projected to
continue negative growth to 2014/15.
The communications sector is ranked as the
smallest employing industry and the slowest
growing sector in Tasmania in 2006/07 and
is also projected to be the smallest
employing industry and slowest growing
sector in 2014/15.
As well as being a low employing sector in
Tasmania, the communication services
sector is a minimal contributor to
Tasmanian GSP.
Total Factor Income
contribution to GSP in 2006/07 was 2.0%
(rank 15) and Value Added 2.4% (rank 15).
Occupational Skill Shortage Analysis – Phase One
For the purposes of this Occupational
Skills Shortage Analysis, ICT skill and
labour shortages will be considered in
the communications sector of the
ANZSIC industry classification system.
Occupational Shortages
Anecdotal evidence provided by employing
organisations of postal and courier services
suggest little difficulty in recruiting for
occupations within this sub-sector of the
communications
services
industry.
However, the cyclical nature of some of the
occupations and the subsequent need for
short term or casual contracts creates
challenges at times for the sub-sector.
Response from the survey distributed by
TasICT to members (Appendix D) identified
a significant occupational skill shortage in
Tasmania, particularly in experienced
software
engineers
and
specialist
programmers.
These shortages are caused by a number
of factors, including:
• Rapid increase in demand
• Highly competitive labour market
• Lack of graduates with commercially
useful skills
• Low level remuneration
• High level exodus to interstate
opportunities
• Little inflow of skills from outside
Tasmania
• Insufficient government support for
technology industries
• Poor marketing of ICT as a career
option
• Traditional education programs do not
adapt quickly enough to fast-paced
industry
and
rapidly
changing
technology
• No defined career path or widely
recognised professional certification or
regulatory requirement.
Demand for ICT related occupations will
continue to experience growth due to
increased investment by both the public and
Page 33 of 80
private sectors in productivity and efficiency,
predominantly supported by information
technology
and
communications
infrastructure.
These shortages affect the ability of the
industry to adequately service existing
clients, let alone expand business, which
therefore limits growth opportunities.
Occupations Not in Short Supply
The communications services industry
sector has access to an adequate supply of,
drivers, couriers and administrative and
support staff that are predominantly low
skilled.
As an enabling industry sector, occupational
shortages in the ICT sector impact
significantly on other industries in
Tasmania.
Impact of Occupational Shortages
The ICT industry advises that this severe
occupational skill shortage is already
impacting on the industry and the wider
business community in Tasmania, to the
point that the sustainability of a viable ICT
industry in Tasmania is threatened.
Occupation
Audio visual technicians
Business Analysts
Business Development
Managers
IT Systems engineers
IT technicians
Programming specialists
(.NET, C#, Java etc) experienced
Software engineers
Telecommunications
technicians
Skill shortages are resulting in increased
labour costs, a slow down in industry
development, and significant increases in
time to market for new products.
Specific Occupational Shortages
Nature
L2
L2
L2
ER
UE
UE
UE
L2
L2
L2
UE
UE
UE
L2
L2
UE
UE
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Customer Service Managers
Inquiry & Admissions Clerks
Delivery Drivers
Information Technology Managers
Human Resource Managers
General Managers
Supply & Distribution Managers
Computing Support Technician
Project & Program Administration
General Clerks
Total
Change
(%)
58.66
18.19
9.66
59.98
55.67
61.79
52.28
49.06
39.17
50.62
Average
Annual
Change
(%)
5.94
2.11
1.16
6.05
5.69
6.2
5.4
5.12
4.22
5.25
All
Industries
Rank
9
112
152
7
13
5
19
26
44
24
Employed
(No.)
1,213
4,455
1,355
516
1,362
3,318
1,059
935
2,768
2,965
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 34 of 80
Construction
The construction industry sector comprises
general construction and construction trade
services,
including
site
preparation,
structural,
installation
and
building
completion services.
2006/07
2014/15
(projected)
This Industry Employment (No.)
16,538
18,470
All Industry Employment (No.)
223,155
243,706
% of Total Employed
7.40
7.58
Rank (size)
6
6
Growth (%)
40.23
11.68
6
4
Rank (% growth)
Source: MONASH CGE
In 2006/07 the construction sector
employed 16,538 people in Tasmania and
experienced
significant
growth
in
employment from 1998/99 to 2006/07 of
40.23%. This is reflective of the economic
turnaround during that period and
subsequent increase in private and public
infrastructure investment.
Employment in the construction sector is
projected to continue growing to 2014/15,
albeit not at the same strong rate. Even so,
it is projected to be the fourth fastest
employing sector growth of 11.68%.
In addition to being a moderate employing
sector, the construction industry is also a
moderate contributor to Tasmanian GSP.
Total Factor Income contributed 4.8% (rank
8) and Value Added contributed 5.7% (rank
8) to GSP in 2006/07.
Occupational Shortages
Consultation with the Building and
Construction Industry Council and Training
Board, the Master Plumbers Association
(MPA) the Master Builders Association
(MBA) and Local Government indicated the
sector is experiencing both skill and labour
shortages.
According to the State of Building
Excellence Report produced by the TBCITB
there is a shortage in the number of
employees, those with critical skills and site
management personnel. Specifically in the
Occupational Skill Shortage Analysis – Phase One
industry there is an inability to recruit and
retain new employees in areas where hard
physical effort is required and also in
attracting operational personnel with the
ability and capability in supervisory and/or
management roles.
The MBA believes the cyclical nature of the
construction industry combined with the lack
of investment in training in the past, the
large number of micro businesses in
Tasmania and the lack of long term
planning has resulted in the occupational
shortages being experienced today. This
was
exacerbated
by
the
virtually
unanticipated exponential growth in demand
in the early 2000s, which will be ongoing for
some time. In addition, there is a high
proportion of people working in the industry
who are not formally qualified.
The TBCITB has identified that the
contributing factors to these shortages
include:
• Lack of applicants with the skills
required with the right attitude and
the right qualifications
• Labour market competition
• Relatively unattractive wage and
employment conditions
• Nature of the building industry –
physical, cyclical, dirty etc
• Ageing workforce not being replaced
• Industry sector not viewed as a
career option
• Lack
of
on-the-job
training
opportunities.
In addition to the traditional trade and skill
shortages, the MBA identifies a growing
need for skill sets in non-traditional
occupations as a result of innovation,
technology and the introduction of new
products into the construction industry.
Demand for specialist sub-trades is likely to
increase particularly in areas of concreting,
rendering, tiling, bricklaying, glazing and
stonework.
As a result combined
occupations will be increasing in demand.
Also due to changes in technology and
innovation many of the traditional trade
training courses are now outdated and do
Page 35 of 80
not match current and future industry
requirements.
fastest rate of 10.38% from 2006/07 to
2014/15.
In addition, industry suggests that training
has reached its capacity and it is difficult to
increase the current numbers being trained
due to the need for experienced trades
people to supervise apprentices and the
limitations this places on the number of
apprentices that can be trained.
Specific Occupational Shortages
Large construction projects such as the
proposed pulp mill and the new Royal
Hobart Hospital will sustain demand for
building and construction occupations and
skill sets well into the future.
Local Government
Local Government advises that the strength
of the construction industry in Tasmania is
severely impacting on local government’s
ability to attract, recruit and retain
employees. Local Government is unable to
compete with the remuneration offered in
the private sector and therefore has
difficulty recruiting a range of occupations in
the construction sector including engineers,
building inspectors, planning officers and
management and supervisor staff in these
occupations.
Labour Hire
It is important to note that the employment
numbers and the contribution of the
construction industry sector to the
Tasmanian economy may be considerably
distorted as a result of labour hire
companies. Labour hire companies are
classified as being in the ‘property and
business services’ ANZSIC industry sector.
There is evidence of significant growth in
the utilisation of labour hire companies to
employ a wide range of trades, particularly
those in the construction and manufacturing
industries. It is highly likely that a significant
proportion of the property and business
services employment growth includes
trades people who are subsequently hired
out to work in the construction industry
sector. Employment in the property and
business services industry sector increased
by 44.47% from 1998/99 to 2006/07 and
was ranked third of all industry sectors.
Employment in the property and business
services is projected to grow at the second
Occupational Skill Shortage Analysis – Phase One
Occupation
Architects and Landscape
Architects
Bricklayers
Building and Engineering
Professionals
Building Inspectors
Building Surveyors
Building, Architectural and
Surveying Associate
Professionals
Carpenters and Joiners
Civil Engineers
Concreters
Construction and Plumbing
Assistants
Construction Managers
Crane, hoist and lift operators
Earthmoving Labourers
Electrical and
Telecommunications Trades
Assistants
Electricians
Engineering production
systems workers
Fibrous Plasterers
Floor Finishers
Foremen/Site Supervisors
Grader drivers
Insulation and Home
Improvement Installers
Mobile construction plant
operators
Other Building and
Engineering Associate
Professionals
Other mining, construction and
related labourers
Painters and Decorators
Planning officers
Project Managers
Quantity Surveyors
Roof Slaters and Tilers
Signwriters
Solid Plasterers
Stonemasons
Structural Construction
Tradespersons
Structural steel construction
workers
Town Planners
Wall and Floor Tilers
Nature
L2
ER
UE
L2
L2
C/TQ
UE
L2, C
L2, C
L2
UE
UE
UE
L2
L2
L2
L3
TQ
UE
TQ
C
L2
L3
L3
L3
TQ
C
N
C
L2
L3
TQ
TQ
L2
L2
L2
L3
L2
TQ
TQ
TQ
C
TQ
L3
C
L2
UE
L3
C/N
L2
L2
L2
L2
L2
L2
L2
L2
L2
TQ
UE
TQ/U
E
UE
TQ
TQ
TQ
TQ
TQ
L3
TQ
L1
L2
UE
TQ
Page 36 of 80
Occupations Not in Short Supply
The MPA believes that the plumbing
industry is not experiencing an occupational
skill shortage, provided around 47 plumbers
complete their trade qualification each year
(and work in the industry) and that two
thirds of entrants remain general plumbers
and the remaining third specialist plumbers,
predominantly roof plumbers. The MPA
believes there may be an oversupply of gas
workers and fitters due to previous over
investment and promotion of gas in
Tasmania. However, consumer sentiment
would disagree.
Impact of Occupational Shortages
The greatest impact of occupational skill
shortages for the construction industry is
increased costs, constraint on business and
industry growth and the impact on the client
including time delays and pricing.
Other Issues
The MPA is awaiting the release of the new
Occupational Licensing Act in July 2008
which may introduce additional skill set
requirements for the plumbing industry, for
example water, waste or environmental
specialisations which will require significant
investment in training and assessment.
In addition to plumbers, there is also an
adequate supply of non-qualified labourers
in the construction industry.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Office Managers
Bookkeepers
Carpentry & Joinery Trades
Glass Tradespersons
Structural Steel & Welding Trades
Plumbers
Electricians
General Managers
Concreters
Building, Architect & Survey
Associate Professionals
Occupational Skill Shortage Analysis – Phase One
Total
Change
(%)
52.83
29.16
5.8
24.27
24.86
8.36
1.28
61.79
20.88
Average
Annual
Change
(%)
5.44
3.25
0.71
2.75
2.81
1.01
0.16
6.2
2.4
All
Industries
Rank
17
73
174
90
88
158
197
5
100
Employed
(No.)
4,919
3,246
3,296
919
2,725
1,465
2,935
3,318
635
19.84
1.14
105
1,153
Page 37 of 80
Cultural and recreational services
The cultural and recreational services
sector comprises motion picture, radio and
television services, libraries, museums and
the arts as well as sport and recreation.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
6,309
6,766
223,155
243,706
2.82
2.77
Rank (size)
13
13
Growth (%)
42.83
7.25
5
7
Rank (% growth)
Source: MONASH CGE
In 2006/07 the cultural and recreational
services sector employed 6,309 people in
Tasmania. The sector had experienced
significant growth in employment from
1998/99 to 2006/07 of 42.83%. This growth
is projected to continue to 2014/15 however
not at the same significant rate.
The cultural and recreation services sector
is not a significant employing sector in the
Tasmania, with only 2.77% of the employed
population projected to be working in the
cultural and recreational services sector in
2014/15.
In addition to being a small employing
sector in Tasmania, the cultural and
recreational services industry is not a
significant contributor to GSP, ranking 17
out of 17 for both Total Factor Income
(1.2%) and Value Added (1.7%) contribution
to Tasmanian GSP in 2006/07.
Occupational Shortages
The cultural and recreational services
sector is diverse in nature. Comprising
private enterprises, government bodies, notfor-profit organisations and clubs and
associations, it is not surprising that the
industry sector is experiencing occupational
shortages for varying reasons and to
varying degrees.
For not-for-profit organisations and clubs
and associations where budgets are
determined by membership bases and/or
grants
received,
attracting
skilled
Occupational Skill Shortage Analysis – Phase One
occupations is challenged by the inability to
match remuneration to the private sector in
the highly competitive labour market.
These organisations must appeal to those
participants in the labour market not solely
motivated by financial means.
Given the size of Tasmania, while some of
the occupations within the cultural and
recreational services industry sector are
highly skilled and specialised, the volume of
numbers required is not significant. For this
reason, many of the specific skill sets
required, particularly in motion pictures,
production in television and radio services
and museums are not readily available in
Tasmania and therefore take time to attract
and recruit.
Specific Occupational Shortages
Occupation
Account Managers
Arts administrators
Jockeys
Journalists
Personal Trainers
Production managers
Project/program managers
Sales representatives
Sports administrators
Stablehands
Sub-editors
Trackwork riders
Nature
L3
L1
L3
L2
L2
L2
L2
L3, C
L2
L3, C
L2, C
L3, C
ER
N
UE
TQ
UE
C
UE
UE
C
UE
C
UE
C
Occupations not in Short Supply
Anecdotal evidence suggests that no
occupational shortages exist in the cultural
and recreational services industry sector in
graphic design related occupations as well
as administrative personnel.
Impact of Occupational Shortages
There are increasingly long vacancy periods
for occupations in the cultural and
recreational services sector which impacts
on the ability of organisations to meet
market demand, inhibits growth and
infrastructure investment.
In
addition,
for
the
not-for-profit
organisations and clubs and associations
sub-sector the impact of skill shortages is
Page 38 of 80
the inability to adequately provide services
to the community and an increasing
dependence on volunteers.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Fitness Instructors
Library Technicians
General Managers
Designers & Illustrators
Human Resource Managers
Other Professionals
Sport & Recreation Managers
Journalists & Related Professionals
Other Miscellaneous Labourers
Office Managers
Total
Change
(%)
46.14
29.23
61.79
41.79
55.67
31.78
20.98
20.18
35.42
52.83
Average
Annual
Change
(%)
4.86
3.26
6.2
4.46
5.69
3.51
2.41
2.32
3.86
5.44
All
Industries
Rank
29
72
5
39
13
63
99
104
52
17
Employed
(No.)
576
716
3,318
1,631
1,362
617
260
544
1,157
4,919
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 39 of 80
Education
The education sector comprises pre-school,
school, post-school and other education
services.
2006/07
2014/15
(projected)
This Industry Employment (No.)
16,944
20,455
All Industry Employment (No.)
223,155
243,706
7.59
8.39
% of Total Employed
Rank (size)
5
5
Growth (%)
16.78
20.67
9
1
Rank (% growth)
Source: MONASH CGE
The education sector is a significant
employing sector in Tasmania with 16,944
people employed in 2006/07 (7.59% of the
total
working
population)
following
substantial growth of 16.78% since
1998/99.
Employment in the education sector is
projected to grow at the fastest rate of all
sectors in Tasmania to 2014/15 at 20.67%.
Projected employment in the education
sector 2014/15 is 20,455, representing
8.39% of the working population.
While the education industry is a large
employing sector in Tasmania, it is also a
significant contributor to the Tasmanian
GSP.
Total Factor Income contributed
5.4% (rank 4) and Value Added 5.5% (rank
9) to GSP in 2006/07.
Occupational Shortages
School Systems
While the schooling sector is projected to
experience a decline in student enrolments
in the Tasmanian state school sector as a
result of demographic change 10 , this
demographic change will also result in large
numbers of school teachers retiring from the
workforce.
For the education and schooling sector, this
presents significant challenges as many of
the occupations in short supply are those
with specialised skills which are also in
demand in the primary industry sector to
which the occupations apply. This results in
the inability to attract interest in working in
the education sector.
Vocational Education
The current economic climate and industry
wide skill shortages, particularly in the
construction and manufacturing sectors,
presents significant challenges for the
vocational education sector to attract
teachers of traditional and non-traditional
trades. This is predominantly due to the
remuneration received by working directly in
the relevant industry, compared with a
teaching
salary,
and
despite
the
comparatively
attractive
employment
conditions.
This economic growth and demand also
results in a direct increase in demand for
vocational education and training delivery
and assessment as a direct result of
increasing
numbers
undertaking
apprenticeships and traineeships.
This
further exacerbates the occupational skill
shortages.
The changing demographic profile and
ageing of the Tasmanian population has
two direct implications for the education
sector. Firstly, there will be an increase in
the requirement of community care and
health services and therefore a direct
increase in the requirement for training
providers. Secondly, an ageing workforce
and population will impact on the vocational
education sector with a significant number
of teachers projected to retire in the short to
medium term.
This ageing of the workforce results in
competition among all industries for entry
into the sector by the younger generations.
10
Demographic Change Advisory Council,
Tasmanian Demographic Change: impact on state
schools, Discussion Paper, April 2008.
Occupational Skill Shortage Analysis – Phase One
Page 40 of 80
Occupations not in Short Supply
Consultation identified a number of
occupations that are not in short supply in
the education industry sector including:
• Primary teachers
• Social workers
• Grounds staff
• Administrative personnel
• ESL Teachers
• General Secondary Teachers
• Principals
Impact of Occupational Shortages
In the schooling sector, occupational
shortages require schools to reconsider
what educational programs can be offered
and how to group and support the students
Specific Occupational Shortages
Occupation
Educators
Secondary Teachers –
specialised subjects
Special Needs Support Staff
(eg Teachers Aides)
Special Needs Teachers
Speech and Language
Pathologists
Trainers and Assessors
Vocational Teachers –
specific skill sets
Nature
L2
L2, C
ER
UE
UE
L3
C
L2
L1, C
UE
UE
L3
L2
C/TQ
TQ/C
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Secondary School Teachers
Education Aides
Education Managers
Primary School Teachers
General Clerks
Project & Program Administration
Office Managers
University Lecturers & Tutors
Library Technicians
Pre-Primary School Teachers
Total
Change
(%)
16.38
31.18
53.76
7.67
50.62
39.17
52.83
14.25
29.23
29.59
Average
Annual
Change
(%)
1.91
3.45
5.52
0.93
5.25
4.22
5.44
1.68
3.26
3.29
All
Industries
Rank
120
67
15
161
24
44
17
132
72
69
Employed
(No.)
4,318
2,266
793
3,162
2,965
2,768
4,919
790
716
408
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 41 of 80
Electricity, gas and water supply
The electricity, gas and water supply sector
comprises electricity, gas and water supply
as well as sewerage and drainage services.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
2,934
3,024
223,155
243,706
1.31
1.24
Rank (size)
15
15
Growth (%)
70.02
3.06
1
15
Rank (% growth)
Source: MONASH CGE
The period 1998/99 to 2006/07 realised an
exponential growth in employment in the
electricity, gas and water supply industry
sector in Tasmania of 70.02%. This was
reflective
of
investment
in
related
infrastructure during the same period. This
growth increased employment in the sector
to be representative of 1.31% of the total
working population.
Growth in the electricity, gas and water
supply industry sector is not projected to
continue to 2014/15.
In 2014/15
employment in the sector is projected to be
3,024 people, or 1.24%, of the working
population, ranking the sector 15th out of a
possible 17 in terms of size and growth rate.
The electricity, gas and water supply
industry sector is not a significant
contributor to Tasmanian GSP. The sector
contributed 3.9% to GSP (rank 11) in Total
Factor Income terms and 4.9% (rank 11) in
Value Added terms in 2006/07.
Occupational Shortages
Consultation with Local Government and
large employing organisations identified
occupational shortages in the electricity,
gas and water supply industry sector.
Industry advises that population growth,
ageing assets and infrastructure requires
the sector to not only replace an ageing
workforce but increase the numbers of
employed too. This growing demand is
particularly challenging for the industry
sector in the highly competitive market for
Occupational Skill Shortage Analysis – Phase One
skilled employees. Industry advises that the
most significant occupations in short supply
require a minimum of ten to 15 years
experience, often starting in a trade and
progressing to a professional role.
Therefore the industry acknowledges that it
needs to attract the younger generations to
consider a life long career path in the
sector.
With the current demand for skills and
occupations in the trade occupations, it is
increasingly difficult for the electricity, gas
and water supply sector to compete with the
high wages offered for trades people in the
manufacturing, mining and construction
sectors interstate and overseas.
Given the responsibility for water and
sewerage in Tasmania will transfer from
local government to the state government
from 1 July 2008, the future occupational
requirements for the water and sewerage
sector is not fully understood. It is likely that
significant investment in water and
sewerage infrastructure will be undertaken
in the medium term which will increase the
demand for specific, highly skilled
occupations.
Specific Occupational Shortages
Occupation
Asset Management
Engineers
Electrical Powerline trades
Environmental Health
Officers
Planning Engineers
Power Engineers
Project Managers
Protection and Control
Engineers
Technical Officers
Nature
L2
ER
UE
L2
L1
TQ
UE
L2
L2
L2
L2
UE
UE
UE
UE
L1
TQ +
Occupations not in Short Supply
The industry representatives advise no
difficulty in recruiting for administrative
positions or entry level project officer roles.
Page 42 of 80
Impact of Occupational Shortages
Occupational
shortages
within
the
electricity, gas and water supply industry
sector will have a direct impact on the
Tasmanian community.
Occupational
shortages will result in a delay in rolling out
capital programs, increase exposure to risk
and attrition and loss of institutional
knowledge.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Project & Program Administration
Human Resource Managers
Supply & Distribution Managers
Customer Managers
General Managers
Inquiry & Admissions Clerks
General Clerks
Financial Dealers & Brokers
Engineering Managers
Office Managers
Total
Change
(%)
39.17
55.67
52.28
58.66
61.79
18.19
50.62
52.21
53.91
52.83
Average
Annual
Change
(%)
4.22
5.69
5.4
5.94
6.2
2.11
5.25
5.39
5.54
5.44
All
Industries
Rank
44
13
19
9
5
112
24
20
14
17
Employed
(No.)
2,768
1,362
1,059
1,213
3,318
4,455
2,965
897
185
4,919
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 43 of 80
Finance and insurance
The finance and insurance sector
comprises the central bank, financial
services, insurance, superannuation and
investment services and services to finance
and insurance.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
5,508
5,855
223,155
243,708
2.47
2.4
Rank (size)
14
14
Growth (%)
-3.64
6.29
14
10
Rank (% growth)
Source: MONASH CGE
In 2006/07 the finance and insurance sector
employed 5,508 people in Tasmania,
following a decline of -3.64% since 1998/99.
This decline is reflective of the reduction of
the number of state head offices and
staffing in Tasmania during the same
period.
While employment in the finance and
insurance sector is projected to grow 6.29%
to 2014/15 to 5,855 people, the sector is not
a significant employing industry in
Tasmania. With only 2.4% of the working
population employed in finance and
insurance, the sector is ranked in size 10 of
a possible 17.
While the finance and insurance sector is a
small employing sector in Tasmania, it is a
moderate contributor to GSP with Total
Factor Income contribution 4.9% (rank 7)
and Value Added contribution 6.1% (rank 5)
in 2006/07.
Occupational Shortages
Information on occupational shortages
within the finance and insurance sector has
been difficult to ascertain due to the lack of
industry representative bodies in Tasmania.
The finance and insurance sector in
Tasmania is made up of a few large
employing organisations, state offices of
national or international companies and
smaller
owner-operator
firms
and
businesses.
Occupational Skill Shortage Analysis – Phase One
Anecdotal evidence provided by employing
organisations in the finance and insurance
sector suggests an acknowledgement and
recognition of the highly competitive labour
market and the demand for specialised and
experienced skills sets.
Industry also suggests a perceived lack of
interest in the sector by labour market
entrants, particularly the insurance subsector, due to the historical poor reputation
of the industry. In addition, the office bound
nature of the work and perceived
monotonous nature appears to detract new
finance and insurance professionals to the
sector.
Industry reports a decline in demand for
administrative personnel, but an increase in
demand for para-professionals, essentially
highly skilled and specialised administrative
support staff.
While occupations in short supply are of a
highly skilled and specialised nature with
numerous years of experience, given the
size of Tasmania and the finance and
insurance sector, the numbers in demand
are not significant.
Specific Occupational Shortages
Occupation
Administrators –
superannuation etc
Client services officers
Financial Controllers
Insurance brokers
Market analysts
Risk assessors
Settlements clerks
Nature
L2
ER
UE
L2
L2
L2
L2
L2
L2
PP/C
UE
UE
UE
UE
PP/C
Occupations not in Short Supply
Industry
advises
that
administrative
personnel and entry-level professionals are
not in short supply in the finance and
insurance sector.
Page 44 of 80
Impact of Occupational Shortages
The impact of occupational shortages in the
finance and insurance sector includes long
periods of vacancy, a stretched existing
workforce with risk of burnout and attrition
and the inability to service existing clients in
a timely and efficient manner.
These impacts therefore constrain any
potential for business or industry growth in
Tasmania.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Financial Dealers & Brokers
Inquiry & Admissions Clerks
Financial Investment Adviser
Credit & Loans Officers
Office Managers
General Managers
General Clerks
Customer Service Managers
Sales & Marketing Managers
Accountants
Total
Change
(%)
52.21
18.19
17.26
21.19
52.83
61.79
50.62
58.66
49.62
19.12
Average
Annual
Change
(%)
5.39
2.11
2.01
2.43
5.44
6.2
5.25
5.94
5.17
2.21
All
Industries
Rank
20
112
118
97
17
5
24
9
25
107
Employed
(No.)
897
4,455
675
530
4,919
3,318
2,965
1,213
1,632
2,457
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 45 of 80
Government administration and defence
The government administration and
defence
industry
sector
comprises
government administration, justice, foreign
government representation and defence.
2006/07
2014/15
(projected)
This Industry Employment (No.)
13,985
14,873
All Industry Employment (No.)
223,155
243,708
% of Total Employed
6.27
6.1
Rank (size)
9
9
Growth (%)
42.93
6.35
4
9
Rank (% growth)
Source: MONASH CGE
In 2006/07 the government administration
and defence sector employed 13,985
people in Tasmania or 6.27% of the total
working population. During the period
1998/99 to 2006/07 employment in the
sector experienced significant growth of
42.93%.
Employment growth to 2014/15 is not
projected to be as noteworthy for the
government administration and defence
sector at 6.35%.
However, the
government administration and defence
sector will remain ranked ninth in terms of
the employing sectors in 2014/15.
In addition to being a moderate employing
sector in Tasmania, the government
administration and defence sector is also a
moderate contributor to Tasmanian GSP.
Total Factor Income contribution in
2006/07 was 5.0% of GSP (rank 6) and
Value Added was 6.0% (rank 6).
Occupational Shortages
Anecdotal evidence gathered through
discussions with HR personnel within state
government agencies and also local
government identified a shortage of
specific
occupations
within
the
government sector. These shortages are
perceived to be due to a tight labour
market, the inability for government to be a
competitive employer in terms of salary,
and specialist occupations in some areas
without a pool of appropriate ‘job ready’
people. Specific government sector roles
Occupational Skill Shortage Analysis – Phase One
include
policy
analysts,
property
management and procurement and
particularly
a
strong
demand
for
experienced project managers/officers
with specific skill sets, knowledge and/or
industry experience.
Support staff in
professional
services
including
IT,
accounting, HR and planning are also in
high demand.
Government believes these occupational
shortages are due to the ageing of the
workforce, the competitive nature of the
labour market particularly with the private
sector and the perception of employment
as a public servant. In addition, the
responsibility of government in nontraditional public sector roles is increasing.
An additional challenge to government is
that the government sector occupations
require experience and knowledge of
policy, legislation and public sector
practices as well as the core role and
responsibilities of professional and/or
technical occupations.
Government also reports high movement
and turnover within the sector at local,
state and federal level.
Specific Occupational Shortages
Occupation
Accountants
Administration
Computer support officers
Economists
HR professionals
Payroll officers
Policy analysts
Policy officers
Procurement officers
Project Managers
Property/asset management
Nature
L2
L2, R
L2
L2
L2
L2
L2
L2
L2
L2
L2
ER
UE
C
UE
UE
UE
PP
UE
UE
UE
UE
UE
Occupations not in Short Supply
Government advises that occupations not
in short supply are all those of an
administrative nature and also lower level
project officer roles, however, a regional or
remote location can increase the time
taken to recruit and fill a position.
Page 46 of 80
Impact of Occupational Shortages
The
difficultly
to
recruit
specific
occupations for the government sector
results in long periods of vacancy,
therefore a greater focus on retention
needs to be applied. This therefore affects
government processes and the ability to
deliver on projects and required outcomes
or outputs. Occupational shortages within
the government sector are leading to
greater utilisation of the outsourcing of
projects or infrastructure support.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Intermediate Inspectors/Examiner
Project & Program Administration
General Clerks
Inquiry & Admissions Clerks
General Managers
Other Business/Information
Professionals
Urban & Regional Planners
Other Professionals
Welfare & Community Workers
Computing Support Technician
Total
Change
(%)
35.34
39.17
50.62
18.19
61.79
Average
Annual
Change
(%)
3.86
4.22
5.25
2.11
6.2
42.52
41.76
31.78
40.04
49.06
4.53
4.46
3.51
4.3
5.12
All
Industries
Rank
53
44
24
112
5
37
Employed
(No.)
1,163
2,768
2,965
4,455
3.318
617
40
63
42
26
372
617
1,462
935
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 47 of 80
Health and community services
The health and community services sector
comprises hospitals, nursing homes,
medical and dental services, child care,
community care, veterinary care and other
health services.
2006/07
2014/15
(projected)
This Industry Employment (No.)
25,943
29,518
All Industry Employment (No.)
223,155
243,707
% of Total Employed
11.66
11.94
Rank (size)
2
2
Growth (%)
9.7
13.78
Rank (% growth)
12
3
Source: MONASH CGE
In 2006/07 the Health and Community
services sector was the second largest
employing industry in Tasmania and is
projected to remain the second largest in
2013/14 with 29,518 people working in the
sector, or 11.94% of the total working
population.
While the Health and Community services
sector did not experience significant growth
in employment for the period 1998/99
(ranking 12 out of 17 industry sectors) it is
projected to experienced significant growth
of 13.78% from 2006/07 to 2014/15, ranking
third of a possible 17.
As well as being a significant employing
sector in Tasmania, the health and
community services industry is also a
significant contributor to Tasmania GSP. In
2006/07, Total Factor Income contribution
was 7.8% (rank 2) and Value Added was
9.3% (rank 2).
Occupational Shortages
Consultation with the AMA Tasmania and
Aged and Community Services Tasmania
(ACST) advised that virtually all medical,
health and caring related occupations are in
short supply in Tasmania. The shortage of
health and caring professionals is
particularly extreme in localised or regional
areas.
The AMA believes the shortages are due to
a serious lack of investment in health and
Occupational Skill Shortage Analysis – Phase One
medical training by the federal government
over the last 15 years.
The AMA and ACST also believe that in
Tasmania these occupational shortages are
due to an ageing workforce as well as the
physically,
mentally
and
emotionally
demanding nature of the occupation, non
competitive wages and lack of training
provision in the state.
In addition, the
industry is highly regulated, impacting
particularly on management staff.
The AMA is concerned at the proposed
doubling of graduates as a solution to
addressing this issue. The shortage of
occupations at the experienced level means
there is not the ability to adequately train
those graduates coming through. This will
lead to burn out, attrition and severe lack of
quality.
The ACST identifies occupational growth
areas in allied health professions such as
physiotherapists
and
particularly
occupational therapists due to the emphasis
of care moving towards community care
rather than direct residential care. The
ACST also advises that this emphasis
results in residential care being dominated
by high care residents. As such, demand
for medication endorsed Enrolled Nurses
(ENs) and Extended Care Assistants
(ECAs) will increase.
The ASCT
anticipates demand for multi-skilled paraprofessionals with nursing and allied health
caring components to be particularly
attractive to the industry. As a result, ENs
that are not medication endorsed will be
less in demand.
The current Federal Government funding
model for aged care and community
services does not enable the industry to
undertake long term planning.
Child Care
The child care sub-sector reports significant
obstacles to attracting child care workers to
the industry as a result of bureaucratic
challenges.
Page 48 of 80
The Federal Government’s Child Care
Unit's (CCU) Standards for Long Day Care,
written under the Child Care Act, states that
child care providers cannot include under
20 year olds in the ratio requirement without
CCU approval.
Specific Occupational Shortages
Nature
L1
ER
UE
While students in Year 11 and 12 can study
Certificate II and III in Children's Services
and can also obtain paid employment in a
child care centre they can not be counted
as staff under the ratio system until the turn
20 years of age. This detracts child care
providers from employing people younger
than 20. This forced gap results in a lost
opportunity for the industry to attract school
leavers to the child care sector.
L2
L3
L2
L2, C
L1
L1
L2
L2, C,
Q
L2, C,
Q
L1
UE
C
C
C
UE
UE
UE
C
L3
L1/2
L2, C
L2
L2
L2
L2, C
L2
L1
L1
L1
L1
L2
L2, Q
L2
L1
L2
L2
L1
L2, C
L1, C
L2
L1
L2, C,
Q
C
UE
UE
UE
UE
C
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
UE
C
UE
UE/PP
Veterinarian services
According to the Australian Veterinarian
Association Tasmanian President, there is a
severe shortage of veterinarians in
Tasmania, particularly in rural and regional
areas and large animal veterinarians.
These shortages will likely decrease
services and increase fees, while also
impacting on the welfare of the livestock
industry
The veterinarian shortage in Tasmania is
exacerbated by the lack of education
facilities and graduates returning to
Tasmania 11 .
Local Government
Local Government reports an increasing
demand to undertake the responsibility for
delivery of community services and welfare
in Tasmania, particularly in child care and
aged care as well as traditional
responsibilities of environmental health and
welfare.
Occupations not in Short Supply
The AMA and ACST advise there are no
health professional occupations in short
supply, however general administrative
personnel are relatively accessible.
Occupation
Allied Health Professionals –
Occupational Therapists,
Physiotherapists, Speech
Pathologists, Podiatrists etc
Anaesthetists
Catering professionals
Childcare workers
Dental nurses
Dentists
Dermatologists
Diagnostic radiographers
Enrolled Nurses
Enrolled Nurses (medication
endorsed)
Environmental Health
Officers
Extended Care Assistants
General Physicians
General Practitioners
Health Inspectors
Medical Receptionists
Medical Typists
Nurses – specialist
Obstetricians/gynaecologists
Ophthalmologists
Optometrists
Paediatrician
Pathologist
Pharmacists
Practice Managers
Practice Nurses
Radiologists
Registered Mid Wife
Registered Nurses
Sonographers
Specialist GP Nurses
Surgeons – all
Veterinarian nurses
Veterinarians
Welfare workers
TQ
UE
Impact of Occupational Shortages
Both the AMA and ACST advise that
impacts are already being felt and include
longer waiting lists, higher risk, burn out,
attrition, inability to undertake research, and
the general inability to provide health and
medical services to the community in a
timely and effective manner.
11
The Sunday Tasmanian, “Vet crisis hits Tassie”, 15
June 2008
Occupational Skill Shortage Analysis – Phase One
Page 49 of 80
The AMA reports bed closures in hospitals
are a direct impact of occupational
shortages rather than funding shortfalls.
The ACST reports that processes have
already been implemented to address the
occupational skill shortages in the industry.
These include not rostering registered
nurses on night shifts or on weekends and
outsourcing
the
registered
nursing
requirements on an ‘on call’ basis. Should
the skill shortage worsen, sections of
residential homes will be forced to close.
The inability to secure appropriately
qualified and skills staff results in the
inability to deliver the minimum required
services to the aged and community
sectors. In 2006/07 the Tasmanian Aged
Care and Community Services could deliver
only 63 of the 167 packages funded by the
Federal Government due to the inability to
source staff, capital and infrastructure.
In the child care sub-sector this inability to
include employees aged under 20 limits to
numbers of child care places available for
working parents.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Personal Care/Nursing Assist
Nurse Managers
Welfare & Community Workers
Office Managers
Children's Care Workers
Receptionists
Registered Midwives
Registered Mental Health Nurses
Ambulance Officers/Paramedic
Massage Therapists
Total
Change
(%)
4.64
5.79
4.3
5.44
1.68
1.38
3.95
5.81
4.6
51.27
Average
Annual
Change
(%)
43.7
56.91
40.04
52.83
14.28
11.6
36.3
57.1
43.3
5.31
All
Industries
Rank
34
11
42
17
131
143
48
10
35
22
Employed
(No.)
2,005
789
1,462
4,919
2,139
4,398
669
379
443
444
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 50 of 80
Manufacturing
The manufacturing industry sector includes:
• Food, beverage and tobacco
• Textile, clothing, footwear and leather
• Wood and paper products
• Printing, publishing and recorded media
• Petroleum,
coal,
chemical
and
associated products
• Non-metallic mineral products
• Metal products
• Machinery and equipment; and
• Other manufacturing.
2006/07
2014/15
(projected)
This Industry Employment (No.)
21,852
22,140
All Industry Employment (No.)
223,155
243,708
9.79
9.08
Rank (size)
3
3
Growth (%)
-8.19
1.32
15
16
% of Total Employed
Rank (% growth)
Source: MONASH CGE
In Tasmania, the manufacturing industry is
a significant employing sector with 21,852
employees in 2006/07, 9.79% of the
working population and ranked three in size
behind retail and heath and community
services.
However, from 1998/99 to
2006/07 employment in the manufacturing
sector actually declined by 8.19% in
Tasmania.
While negative growth is not projected for
the period to 2014/15, employment growth
in the manufacturing sector will be minimal.
The manufacturing sector is the most
significant contributor to GSP in Tasmania.
In 2006/07, the manufacturing industry
contribution to GSP in Total Factor Income
terms was 12.9% (rank 1) and in Valued
Added terms was 14.8% (rank 1) in
2006/07.
Occupational Shortages
Consultation
with
the
Manufacturing
Industry Council (MIC) identified that the
sector and its various sub-sectors are
experiencing significant occupational and
labour shortages. The MIC believes the
cause is two fold;
Occupational Skill Shortage Analysis – Phase One
1) General shortage of people as a
result of Tasmania’s population age
structure; and
2) A lack of investment in apprentices
and trainees during the 1990s as a
result of poor economic conditions,
particularly in Tasmania, and
changes to public funding.
These two issues have significant flow
through effects for the industry. The ageing
population will result in an increase of exits
from the industry (retirement) and therefore
the inability to adequately train the required
numbers in demand. This will result in a
dilution of the skill base in the sector.
In addition to the traditional trade and skill
shortages, the manufacturing industry
identifies a growing need for skill sets in
non-traditional occupations. This is a result
of
innovation,
technology
and
the
introduction of new products into the sector.
Demand for specialist sub-trades or hybrid
trades is likely to increase, particularly in
areas of fabrication fit out, plastics and
electronics.
As a result combined
occupations will be increasingly in demand.
Also due to changes in technology and
innovation many of the traditional trade
training courses are now outdated and do
not match current and future industry
requirements.
The physical nature of the industry
combined with Tasmania’s cool climate is
also a significant deterrent within the
industry.
Wood and paper products
In Tasmania the forestry sector is attracting
and realising significant investment in value
added manufacturing processes.
This
increase in valued added manufacturing will
influence the demand for specific skills and
occupations, particularly in qualified valued
added processing workers.
Textile, Clothing and Footwear (TCF)
Over recent years the TCF industry subsector has experienced a significant
contraction in employment numbers and
Page 51 of 80
therefore advises no current shortages of
labour in the industry. The workforce makeup is labour intensive and generally lowskilled, with a small number of specific skill
sets (eg textile mechanics).
However, the industry believes that
replacement of existing labour requirements
would provide challenges, particularly given
the age structure of the TCF sector and the
competitive
nature
of
the
labour
environment. Interestingly, the TCF sector
advises that general labour shortages would
have been more severe had it not been for
the increase of females into the industry in
recent years.
In addition, while general labour is readily
available, the level of investment required
by employing organisations to achieve
work-readiness is significantly greater than
previously.
Food, beverage and tobacco
While access to processing workers and
general labour is not in short supply in the
food manufacturing sector, the time, effort
and resources undertaken to prepare
employees to work readiness stage has
increased considerably in recent years.
Labour Hire
It is important to note that the employment
numbers and the contribution of the
manufacturing industry sector to the
Tasmanian economy may be considerably
understated as a result of employment by
labour hire companies.
Labour hire
companies are classified as being in the
‘property and business services’ ANZSIC
industry sector. With the growth in the
utilisation of labour hire companies to
employ a wide range of trades, particularly
those in the construction and manufacturing
industries, it is highly likely that a significant
proportion of the property and business
services employment growth includes
trades people who are subsequently hired
out to work in the manufacturing industry
sector. Employment in the property and
business services industry sector increased
by 44.47% from 1998/99 to 2006/07 and
was ranked third of all industry sectors.
Employment in the property and business
services is projected to grow at the second
Occupational Skill Shortage Analysis – Phase One
fastest rate of 10.38% from 2006/07 to
2014/15.
Specific Occupational Shortages
Occupation
Administrative staff (full time
only)
Binders and Finishers
Boat builders
CAD/design personnel
CNC (computer numerical
control) operators
Communications officers
Electricians
Electronics/technical officers
Fabricators
Fitters
Furniture Upholsterer
Interior fit out tradespersons
Lean manufacturing
managers
Machinists
Plastic fabricators
Pre-press workers
Print Machinists
Production managers
Project managers
Quality Assurance officers
Refrigeration and airconditioning Mechanic
Sales and marketing
personnel
Steel fabricators
Value added processors
(wood, paper and pulp)
Welders
Nature
L2
ER
C
L2, C
L1
L2
L2, C, Q
TQ
TQ
TQ
TQ
L2
L2, C, Q
L2, C, Q
L2, C, Q
L2, C, Q
L2
L1, C, Q
L2
TQ
TQ
TQ
TQ
TQ
TQ
TQ
TQ
L2, C, Q
L1
L2, C
L2, C
L2
L2, C, Q
L2
L2
TQ
TQ
TQ
TQ
TQ
TQ
UE
TQ
L2
UE
L2, C, Q
L3
TQ
C
L2, C, Q
TQ
Occupations not in Short Supply
Due to innovation and technological
changes, industry advises that demand for
some traditional trades is not likely to
increase in the future.
In addition, administrative and general, low
skilled labour is not in short supply.
Impact of Occupational Shortages
The ongoing shortage of skilled labour has
resulted in the manufacturing sector
reaching full operating capacity. Given
much of the manufacturing sector is labour
intensive, the inability to attract and retain
labour directly causes a reduction in
production.
Page 52 of 80
Industry also suggests that training has
reached its capacity. As a result it is difficult
to increase the current numbers being
trained due to the need for experienced
trades people to supervise apprentices and
the limitations this places on the number of
apprentices that can be trained.
Future growth is significantly threatened,
and combined with the ageing population,
any movement potentially could be
downward.
Occupational
shortages
threatens the industry and individual
organisations to service the market. Time
delays and active poaching of labour within
the sector and other industries results in
wage increases and threatens the
competitiveness of the industry.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Structural Steel & Welding Trades
Other Food Tradespersons
Forklift Drivers
Production Managers
General Managers
Office Managers
Designers & Illustrators
Store persons
Other Food Factory Hands
General Mechanical Engineering
Trades
Total
Change
(%)
24.86
42.43
32.07
34.23
61.79
52.83
41.79
33.31
12.44
Average
Annual
Change
(%)
2.81
4.52
3.54
3.75
6.2
5.44
4.46
3.66
1.48
All
Industries
Rank
88
38
62
57
5
17
39
58
138
Employed
(No.)
2,725
941
1,519
1,172
3,318
4,919
1,631
5,579
756
68.33
6.73
3
336
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 53 of 80
Mining
The mining sector comprises coal mining,
oil and gas extraction, metal ore mining, all
other mining and services to mining.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
2,545
2,623
223,155
243,708
1.14
1.08
Rank (size)
16
16
Growth (%)
13.18
3.07
10
14
Rank (% growth)
Source: MONASH CGE
The mining industry is not a significant
employing sector in Tasmania, nor is it
projected to experience strong employment
growth.
In 2006/07 the mining sector
employed 2,545 people, or 1.14% of the
total working population, after experienced
13.18% growth in employment from
1998/99.
Growth in employment in the mining sector
is projected to be 3.07% to 2014/15 and will
remain the second smallest employing
industry sector behind communication
services.
In addition, the mining sector is not a
significant contributor to GSP in Tasmania.
In 2006/07, the mining industry contribution
to GSP in Total Factor Income terms was
4.5% of GSP (rank 9) and in Value Added
terms was 2.9% (rank 13).
Occupational Shortages
Consultation with the Tasmanian Minerals
Council (TMC), the Australian Mines and
Metals Association (AMMA) and a large
employing organisation identified that the
mining industry is experiencing significant
skill and labour shortages in Tasmania.
These shortages are the result of a two
primary factors in Tasmania, firstly the
global boom in resource and mineral prices
has led to significant increases in
investment in mining exploration and,
secondly, the geographical location of many
mining organisations.
Occupational Skill Shortage Analysis – Phase One
This global boom has led to an increasingly
competitive labour market, not just within
the mining industry, and contributes
significantly to the lack of supply of labour.
The mining industry has been forced to
employ unskilled labour to fill the
occupational gaps which increases the
exposure to safety risk.
The geographical location of mining sites
and subsequent lack of services and
infrastructure catering for couples and
families significantly impacts on the ability to
attract and retain skilled labour.
Non-mining specific occupations are also in
high demand in the mining industry,
specifically professional services like
accountants, HR and IT professionals.
These occupations are particularly difficult
to attract to the industry because in addition
to requiring some industry knowledge, these
occupations are also in short supply in
metropolitan and less remote areas.
Specific Occupational Shortages
Occupation
Accountants
Chemical Engineers
Diesel Fitters
Electricians
Environmental Scientists
Geo technical engineers
Geologists
HR professionals
IT professionals
Maintenance Engineers
Management
Metallurgists
Mining Engineers
Plant Managers
Skilled Miners (jumbo
operators)
Nature
L2, C
L1
L2, C
L2
L2
L3
L2
L2, C
L2, C
L2
L2
L1
L1
L2, C
L2, C
ER
UE
UE
TQ
TQ
UE
UE
UE
UE
UE
UE
UE
UE
UE
TQ
TQ
Occupations not in Short Supply
Consultation identified that occupations of a
low skill nature like administrative
personnel, general labour and truck drivers
are not difficult to attract or retain to the
mining industry in Tasmania.
Page 54 of 80
Impact of Occupational Shortages
The occupational shortages within the
mining industry are stretching the capacity
of the existing workforce leading to
increased exposure to safety risk. This
impact is exacerbated by the requirements
of the industry to employ less experienced
and skilled persons to fill the demand. In
addition, projects are delayed and costs are
escalating as a direct response to the skill
shortages.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Miners
Production Managers
Other Building & Engineering
Associated Professionals
General Mechanical Engineering
Trades
Mine Support Workers, Driller
Assistants
Truck Drivers
Information Technology Managers
Project & Program Administration
Structural Steel & Welding Trades
General Clerks
Total
Change
(%)
8.81
34.23
Average
Annual
Change
(%)
1.06
3.75
All
Industries
Rank
156
57
Employed
(No.)
893
1,172
32.61
3.59
60
412
68.33
6.73
3
336
25.86
11.61
59.98
39.17
24.86
50.62
2.92
1.38
6.05
4.22
2.81
5.25
86
142
7
44
88
24
210
4,556
516
2,768
2,725
2,965
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 55 of 80
Personal and other services
Personal and other services includes
household
goods
hiring,
religious
organisations, interest groups, public order
and safety, domestic staff and other
personal services.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
9,649
10,680
223,155
243,708
4.32
4.38
Rank (size)
11
10
Growth (%)
26.36
10.68
7
5
Rank (% growth)
Source: MONASH CGE
In 2006/07 9,649 people were employed in
the personal and other services industry
sector in Tasmania, representing 4.32% of
the working population. The sector
experienced strong growth of 26.36% for
the period 1998/99 to 2006/07 and is
projected to maintain growth of 10.68% to
2014/15, ranking fifth out of a possible 17.
The personal and other services industry
sector is a minimal contributor to
Tasmanian GSP. In 2006/07 contribution in
Total Factor Income was 1.8% of GSP (rank
16) and in Value Added terms was 2.3% of
GSP (rank 16).
Occupational Shortages
The personal and other services industry
sector is diverse in nature. Comprising
private enterprises, government bodies, notfor-profit organisations and clubs and
associations, it is not surprising that the
industry sector is experiencing occupational
shortages for varying reasons and to
varying degrees.
Consultation was undertaken with the
Tasmanian Health and Beauty Industry
(THB),
the
Hairdressing
Federation
Tasmania (HFT), the Nursery and Garden
Industry of Tasmania (NGIT) and Tasmania
Police as well as gaining anecdotal
evidence from employing organisations.
Occupational Skill Shortage Analysis – Phase One
Beauty Industry
The THB believes there is a shortage of
qualified and experienced beauty therapists
and nail technicians in Tasmania. This is
predominantly due to the lack of on-the-job
training and high exodus from the industry.
The THB believes there is a low trainee rate
of the required Certificates III, IV and
Diploma level. The THB also believes that
the training package does not meet the
demand of the actual work requirements.
Hairdressing Industry
The HFT advises that while the industry can
attract hairdressers to the industry and
provides good on the job training, the
industry struggles to retain qualified,
experienced hairdressers.
THE HFT believes the inability to retain
hairdressers is due to a number of factors;
1) Mothers not returning to the industry
when they return to work;
2) The highly competitive nature of the
labour market providing more attractive
and
less
physically
demanding
opportunities; and
3) That the higher salary levels are
achieved quickly and therefore provides
no incentive to stay in the industry.
Tasmania Police
Previous consultation with the Inspector
responsible for recruitment of trainee Police
Officers advises increased demand for
policing in Tasmania and thus an increase
in demand for the intake of Police Officer
internships.
However, Tasmania Police
identify challenges to attracting suitable
trainees due to the competitive nature of the
labour market, particularly in encouraging
apprenticeships
and
traineeships
in
traditional and non-traditional trades, but
also due to the stringent psychological and
physical requirements of a police officer
traineeship.
Page 56 of 80
Occupations not in Short Supply
The THB advises that there is no demand
for beauty consultants that have Certificate
II and below qualifications.
The THB believes appropriate levels of
administrative support including book
keeping are available as required.
Impact of Occupational Shortages
The inability to attract qualified, experienced
personal service providers affects the
business’ ability to provide a complete
service.
As a result this threatens the business’
viability, opportunities for growth and
compromises client service.
Specific Occupational Shortages
Occupation
Beauty Therapists (Cert IV +)
Hairdressers/senior stylists
Nail Technicians
Police Officers
Security Guards
Nature
L3, Q
L3, C, Q
L3, Q
L2
L3
ER
C
TQ
C
other
C
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Gardeners
Police Officers
Office Managers
Hairdressers
General Managers
Personal Care Consultants
General Clerks
Commissioned Officers
Truck Drivers
Project & Program Administration
Total
Change
(%)
32.22
10.54
52.83
7.37
61.79
26.92
50.62
55.93
11.61
39.17
Average
Annual
Change
(%)
3.55
1.26
5.44
0.89
6.2
3.02
5.25
5.71
1.38
4.22
All
Industries
Rank
61
148
17
164
5
82
24
12
142
44
Employed
(No.)
1,473
1,293
4,919
1,306
3.318
576
2,965
194
4,556
2,768
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 57 of 80
Property and business services
The property and business services industry
sector is a diverse sector including:
• Property operators and developers
• Real estate
• Non-financial asset investors
• Machinery and equipment hiring and
leasing
• Scientific research
• Computing services
• Technical services
• Legal services
• Accounting services
• Marketing services
• Business management services
• Other business services
It is important to note that the ‘property and
business services’ category does not exist
in the 2006 version of the ANZSIC codes.
The
sector
is
more
appropriately
represented by ‘rental, hiring and real estate
services’ and ‘professional, scientific and
technical services’.
2006/07
2014/15
(projected)
This Industry Employment (No.)
18,573
21,142
All Industry Employment (No.)
223,155
243,706
% of Total Employed
8.32
6.67
Rank (size)
4
4
Growth (%)
44.47
13.83
3
2
Rank (% growth)
Source: MONASH CGE
In 2006/07 the property and business
services industry was the fourth largest
employing sector in Tasmania with 18,573
employees, representing 8.32% of the total
working population.
From 1998/99 to
2006/07, the property and business
services sector experienced the third
strongest employment growth of 44.47%.
Employment growth is projected to be
13.83% to 2014/15, ranking second behind
the education sector, remaining the fourth
largest employing sector in Tasmania.
The property and business services sector
is a significant contributor to GSP in
Tasmania. In 2006/07, the property and
Occupational Skill Shortage Analysis – Phase One
business services industry contributed 5.2%
(rank 5) of GSP in Total Factor Income
terms and 6.2% of GSP (rank 4) in Valued
Added terms.
For the purposes of this Occupational
Skills Shortage Analysis, computing and
technical skill and labour shortages will
be considered in the ‘communications
services’ ANZSIC industry sector.
Labour Hire
It is important to note the impact of labour
hire companies in the property and
business services industry sector.
Labour hire companies are classified as
being in the ‘property and business
services’ ANZSIC industry sector. With the
growth in the utilisation of labour hire
companies to employ a wide range of
trades, particularly those in the construction
and manufacturing industries, it is highly
likely that a significant proportion of the
property and business services employment
growth includes trades people who are
subsequently hired out to work in the
construction and manufacturing industry
sectors.
Occupational Shortages
The property and business services industry
sector is diverse in nature. Consultation
was undertaken with the Real Estate
Institute of Tasmania (REIT), Australian
Property Institute (API), the CPA and a
number of individual organisations and
employment agencies.
Advice from employment agencies is that
demand
for
non-traditional
business
services like marketing and human
resources is beginning to increase due to a
the acknowledgement and recognition of
industry of the value of these occupations to
individual organisations.
Previously the
responsibility of the skill sets for these
occupations were packaged into the role of
more general organisational occupations
like Office Managers. Demand for these
positions
is
primarily
experienced
Page 58 of 80
professionals rather than graduates or
those with one to three years experience.
professionals with three to four years
experience.
Industry also reports a decline in demand
for general administrative personnel, but an
increase in demand for para-professionals,
essentially highly skilled and specialised
support staff.
In addition, industry reports a shortage of
para-professionals. This results in high
level administrative work being undertaken
by accounting professionals.
Property and real estate
The REIT advises that as a result of the
‘housing boom’ in Tasmania during the
early 2000’s the number of real estate
consultants
and
agencies
increased
significantly. However, with the levelling off
of the real estate market, demand for
property consultants has also plateaued.
The API represents Certified Practising
Valuers (CPV) in Tasmania and advises an
occupational shortage in property valuers in
Tasmania. The API believes this is due to
the age structure of the CPV workforce in
Tasmania and that the required education
and training is not provided for in Tasmania.
Legal services
Given the organisational structure of most
legal firms in Tasmania, there is little
demand
for
experienced
legal
professionals.
Most legal professionals
progress to partner status where possible
and then retire. Given the age structure of
the legal profession in Tasmania and the
likelihood of increased numbers of
retirements in the short to medium term,
opportunities for junior lawyers to advance
will increase, and may lead to shortages,
particularly considering succession planning
requirements.
While there tends to be little turnover in
support staff within the legal profession,
vacancies for legal secretaries and paralegals are difficult to attract and recruit for.
Accounting services
Consultation with the CPA Tasmania
Division, a large accounting organisation
and employment agencies identified
significant shortages in the accounting and
professional financial services occupations.
These shortages are predominantly in
attracting
and
retaining
accounting
Occupational Skill Shortage Analysis – Phase One
These shortages are evidenced by the lack
of applications received for advertised
positions. Many times no applications or
enquiries are received.
These shortages are the result of a number
of factors.
Lack of employability of current university
graduates.
Employers advise that university education
does not produce job ready graduates. In
addition, the majority of graduates from
UTAS are international students. While
technical skills may be adequate, there are
significant workplace barriers including
communication and cultural issues that
affect successful integration into the
workplace.
Difficulties in retaining people in the
profession
Australian research identifies that only 60%
of accounting graduates remain in the
profession within five years of graduating.
High level exodus of professionals with
three to four years experience to interstate
or overseas opportunities.
Once graduates have completed their
professional studies (CPA, CA etc) they
have three to four years experience and
choose to leave the state for higher paying
opportunities interstate.
In addition,
Tasmanian professionals are considered to
be well rounded professionals with
significant practical experience.
Increased demand for professionals
Due to increased complexity of taxation and
accounting requirements there is greater
demand for accounting professionals.
Lack of flexibility
Australian research identifies that Lack of
flexible
working
conditions
in
the
professions leads to high exit rates from the
Page 59 of 80
profession,
particularly
for
According to the research,
accountants work full time.
females.
86% of
The CPA is working with members to
address skill shortages issues through its
relationship with the UTAS.
These
initiatives include investigating the option for
a skilled migration internship and improving
the current work experience model.
The Australia research also identifies the
role of the book keeper as a significant
solution to the skills shortages in the
profession.
Other business services
Demand for HR professionals has
increased significantly recently, more than
likely in response to the skill shortages and
the need to effectively manage the HR
process of attracting, recruiting and
retaining staff.
Occupations not in Short Supply
Industry
advises
that
administrative
personnel and entry-level professionals are
not in short supply in the property and
business services sector in Tasmania.
The REIT advises that there is not a short
supply of real estate consultants. Should
demand increase, the REIT are adequately
equipped to respond.
Impact of Occupational Shortages
The impact of occupational shortages in the
property and business services sector
includes long periods of vacancy, a
stretched existing workforce with risk of
burnout and attrition and the inability to
service existing clients in a timely and
efficient manner.
The occupational
shortages also result in the sector
employing persons not qualified to
undertake the work. This compromises the
quality of the work.
In the accounting profession, the shortage
of experienced intermediate accountants
results in senior accountants mentoring and
supervising the graduate intake. This is a
significant opportunity cost to accounting
firms as billable hours are severely
impacted.
This particularly impacts on the ability for
business or industry growth in Tasmania.
Specific Occupational Shortages
Occupation
Accountants – tax and audit
Accounts receivable/payable
clerks
Book keepers
Business Development
Managers
Company Accountants
HR Professionals experienced - including
generalists, training, learning
and development,
recruitment and selection,
OH&S
Legal Secretaries
Para-legals
Para-professionals
Payroll clerks
Public Practice Accountants
Security Guards
Valuers
Nature
L2
L3
ER
UE
C
L2
L2
PP
UE
L2
L2
UE
UE
L2
L3
L2
L3
L2
L3
L3
PP
C
PP
C
UE
C
PP
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
Occupational Skill Shortage Analysis – Phase One
Page 60 of 80
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Office Managers
Accountants
Designers & Illustrators
General Managers
Guards & Security Officers
Other Elementary Service Worker
Legal Professionals
Inquiry & Admissions Clerks
Bookkeepers
General Clerks
Total
Change
(%)
52.83
19.12
41.79
61.79
29.37
48.34
17.56
18.19
29.16
50.62
Average
Annual
Change
(%)
5.44
2.21
4.46
6.2
3.27
5.05
2.04
2.11
3.25
5.25
All
Industries
Rank
17
107
39
5
70
27
117
112
73
24
Employed
(No.)
4,919
2,457
1,631
3,318
1,025
1,776
1,182
4,455
3,246
2,965
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 61 of 80
Retail trade
The retail trade industry sector comprises
food retailing, personal and household good
retailing and motor vehicle retailing and
services.
2006/07
2014/15
(projected)
This Industry Employment (No.)
32,655
36,011
All Industry Employment (No.)
223,155
243,706
% of Total Employed
14.63
14.77
Rank (size)
1
1
Growth (%)
5.22
10.28
13
6
Rank (% growth)
Source: MONASH CGE
In 2006/07 the retail trade industry was the
largest employing industry sector in
Tasmania with 32,655, or 14.63%, of the
total working population.
While the retail trade experienced
employment growth during the period
1998/99 to 2006/07 it was not significant at
5.22%, ranking 13th out of a possible 17.
Retail trade is projected to experience
stronger growth for the period to 2014/15 of
10.28%, ranking sixth and increasing the
share of the working population to 14.77%.
The retail trade sector is a significant
contributor to Tasmanian GSP. In 2006/07,
contribution to GSP from the retail sector
was 5.9% in Total Factor Income terms
(rank 3) and was 7.2% (rank 3) in Value
Added terms.
Occupational Shortages
Consultation with the Retail Traders
Association (RTA) who represents small
retail businesses in Tasmania indicated that
the industry does not suffer from skill
shortages but labour or ‘people’ shortages
due to the competitive nature of the labour
market today.
by the working population and is
predominantly made up of a casual
workforce.
While no formal qualifications are required
to work in the retail sector in Tasmania, on
the job training is provided and accredited
training can be undertaken.
Advancement in the retail sector to
supervisory and management roles tend to
occur through the existing workforce and
therefore shortages at these levels are not
apparent.
The greatest challenge to the retail sector is
high turnover and lack of appropriate
numbers of floor staff. This is due to the
competitive nature of the labour market and
the perception that the retail sector provides
an unattractive workplace.
Specific Occupational Shortages
Occupation
Account/Client Managers
Experienced Sales People
Motor Mechanic
Panel Beater
Retail Staff
Vehicle Painter
Nature
L1, C, Q
L1, C, Q
L2, C
L2, C
L1, C, Q
L2, C
ER
C
C
TQ
TQ
N
TQ
Occupations not in Short Supply
The RTA believes appropriate levels of low
level skills such as store persons and
administrative support staff including book
keeping are available as required.
Impact of Occupational Shortages
The inability to attract the right number of
floor staff in the retail sector impacts on the
capacity of the enterprise to provide
complete sales service.
As a result this threatens the business’
viability and compromises customer service.
The RTA argues that the retail sector is not
considered a viable long term career option
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
Occupational Skill Shortage Analysis – Phase One
Page 62 of 80
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Store persons
Sales Assistants
Checkout Operators
Motor Vehicle & Related Sales
Sales & Marketing Managers
Office Managers
Fast Food Cooks
Customer Managers
General Managers
Bookkeepers
Total
Change
(%)
33.31
3.79
15.63
34.58
49.62
52.83
23.05
58.66
61.79
29.16
Average
Annual
Change
(%)
3.66
0.47
1.83
3.78
5.17
5.44
2.63
5.94
6.2
3.25
All
Industries
Rank
58
184
125
55
25
17
93
9
5
73
Employed
(No.)
5,579
14,104
2,100
1,201
1,632
4,919
924
1,213
3.318
3,246
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 63 of 80
Transport and storage
The transport and storage industry sector
comprises road, rail, water, air and space
transport as well as all other forms of
transport.
It also includes services to
transport and storage.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
9,815
10,318
223,155
243,706
4.40
4.23
Rank (size)
10
11
Growth (%)
12.8
5.12
11
12
Rank (% growth)
is experiencing significant skill and labour
shortages as a result of an ageing
workforce and an exponential increase in
demand.
The TTA anticipates demand for road and
sea transport services to continue this
pattern of growth into the future, particularly
with the uncertainty of the future rail
services in Tasmania. The industry has
difficulty attracting younger generations into
the sector due to the perceived
unattractiveness of the industry.
Source: MONASH CGE
Specific Occupational Shortages
In 2006/07 the transport and storage
industry employed 9,815 people in
Tasmania, 4.4% of the total working
population, after experiencing growth of
12.8% from 1998/99.
Occupation
Administrative personnel
Bus Drivers
Logistics personnel
Management
Stevedores
Truck Drivers
Employment growth is projected for the
transport and storage sector to 2014/15,
however is not expected to be significant at
5.12%.
The transport and storage industry sector is
not a significant contributor to GSP in
Tasmania. In 2006/07, the transport and
storage sector contributed 3.8% of GSP in
terms of Total Factor Income (rank 12) and
5.2% of GSP in terms of Value Added (rank
10).
Occupational Shortages
Consultation with the Tasmanian Transport
Association (TTA) representing road and
sea freight in Tasmania advises the industry
Nature
L3
L3, C
L2
L2
L2, C
L3, C
ER
C
C
C
UE/PP
TQ
C
Occupations not in Short Supply
The TTA does not believe there are any
occupations that are not in short supply
apart from general labour.
Impact of Occupational Shortages
The impact of occupational skills shortages
in the transport industry has resulted in
significant increases in operational costs.
These costs increases are anticipated to
continue as well as impinging on the ability
to effectively service the market.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Occupational Skill Shortage Analysis – Phase One
Page 64 of 80
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Supply & Distribution Managers
Truck Drivers
Transport Company Managers
Bus Drivers
General Managers
Forklift Drivers
Office Managers
Inquiry & Admissions Clerks
Store persons
General Clerks
Total
Change
(%)
52.28
11.61
60.38
12.78
61.79
32.07
52.83
18.19
33.31
50.62
Average
Annual
Change
(%)
5.4
1.38
6.08
1.51
6.2
3.54
5.44
2.11
3.66
5.25
All
Industries
Rank
19
142
6
137
5
62
17
112
58
24
Employed
(No.)
1,059
4,556
454
1,042
3,318
1,519
4,919
4,455
5,579
2,965
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 65 of 80
Wholesale trade
The wholesale trade industry sector
comprises basic material wholesaling,
machinery and motor vehicle wholesaling
and personal and household good
wholesaling.
2006/07
This Industry Employment (No.)
All Industry Employment (No.)
% of Total Employed
2014/15
(projected)
8,616
9,155
223,155
243,708
3.86
3.76
Rank (size)
12
12
Growth (%)
17.28
6.25
8
11
Rank (% growth)
Source: MONASH CGE
In 2006/07 the wholesale trade industry
employed 8,616 people in Tasmania, 3.86%
of the working population. While the sector
experienced strong growth of 17.28% for
the period from 1998/99 to 2006/07, it was
not significant comparative to other industry
sectors, ranking only eighth of 17.
Employment growth for the sector is
projected for the period to 2014/15,
however again not significant at 6.25%.
The wholesale trade industry sector is not a
significant contributor to GSP in Tasmania.
In 2006/07, the wholesale trade sector
contributed 2.8% of GSP in Total Factor
Income terms (rank 13) and 3.8% of GSP in
Value Added terms (rank 12).
Occupational Shortages
The wholesaling industry is in general
perceived as an unattractive industry to
work in, particularly where remuneration
rates may be less than that of other
industries due to the low margin nature of
the business. In short, potential employees
are those who are attracted to the manual
nature of the business, but are often lured
away by higher remuneration elsewhere.
Finding able and more importantly quality
people to fill operative level positions has
also represented a challenge to the
wholesale sector in recent years. As the
industry expands, demand on human
resources personnel will grow, as will the
demand for quality front line managers and
qualified
and
experienced
transport
operators (truck drivers).
Due to the lack of training options, a lot of
training within the wholesale industry is onthe-job. As the training in this industry
requires is very specific, and there are
relatively few organisations in the industry, it
is not cost feasible for a training
organisation to offer specific training for
areas such as inventory purchasing
Specific Occupational Shortages
Occupation
Inventory Buyer
Motor Mechanic
Panel Beater
Sales Personnel
Vehicle Painter
Warehouse operatives
Nature
L1
L2, C
L2, C
L3, C
L2, C
L3, C
ER
PP
TQ
TQ
C
TQ
C
Impact of Occupational Shortages
Industry advises that the first and foremost
impact of skill shortages is the increased
cost of operating.
Particularly at an
operative level, unskilled workers are
costing the industry due to their lack of
productivity and hence the need to have
more workers on the floor to compensate
for the lower productivity rates.
Projected Employment Growth
The below table ranks the projected increases in employment numbers by occupation for the
period 2006/07 to 2014/15, based on the contribution of the growth in that occupation to the
specific industry sector. This projection takes into consideration that the ASCO occupations
are not specific to industry sectors.
Occupational Skill Shortage Analysis – Phase One
Page 66 of 80
The table also details the projected percentage change over the period, how the occupation
ranks overall in projected growth and the actual number of people anticipated to be
employed in that occupation (but not specific to the sector) in 2014/15.
Top 10 Occupations by Contribution to Industry Growth (%)
1
2
3
4
5
6
7
8
9
10
Store persons
Office Managers
Sales & Marketing Managers
General Managers
Motor Vehicle & Related Sales
Forklift Drivers
General Clerks
Supply & Distribution Managers
Customer Service Managers
Total
Change
(%)
33.31
52.83
49.62
61.79
34.58
32.07
50.62
52.28
58.66
31.58
Average
Annual
Change
(%)
3.66
5.44
5.17
6.2
3.78
3.54
5.25
5.4
5.94
3.49
All
Industries
Rank
58
17
25
5
55
62
24
19
9
65
Employed
(No.)
5,579
4,919
1,632
3,318
1,201
1,519
2,965
1,059
1,213
149
Import, Exporters & Wholesalers
Source: MONASH CGE
Occupational Skill Shortage Analysis – Phase One
Page 67 of 80
List of Occupational Shortages
The following table lists all those occupations that have been identified as being in short
supply in Tasmania by industry. In addition to classifying each occupation by the nature of
the skill shortage, the educational requirements for each occupation is also identified.
Key:
L1:
L2:
L3:
Nature
Level 1 Skill Shortage
Level 2 Skill Shortage
Level 3 Skill Shortage
UE:
TQ:
VET:
C:
Condition Skill Shortage
PP:
Q:
R:
Quality and Employability Gap Skill Shortage
where regional, remote or rural locations are
the determinant of skill or labour shortages
C:
N:
Education Requirement (ER)
University Education
Trade Qualification
VET pathway exists
Para-professional: Diploma or
Advanced Diploma
Certificate I, II, III, or IV
Not required
Occupation
Account/Client Managers
Accountants
Accounts receivable/payable clerks
Administrative personnel
Administrators – superannuation etc
Allied Health Professionals – physiotherapists, podiatrists, speech
pathologists, occupational therapists, dentists etc.
Anaesthetists
Architects and Landscape Architects
Arts administrators
Asset Management Engineers
Audio visual technicians
Bakers
Beauty Therapists (Cert IV +)
Binders and Finishers
Boat builders
Boiler maker/welders
Book keepers
Bricklayers
Building and Engineering Professionals
Building Inspectors
Building Surveyors
Building, Architectural and Surveying Associate Professionals
Bus Drivers
Business Analysts
Business Development Managers
CAD/design personnel
Carpenters and Joiners
Catering professionals
Chef
Chemical Engineers
Child Care Workers
Civil Engineers
Client services officers
CNC (computer numerical control) operators
Communications officers
Computer support officers
Occupational Skill Shortage Analysis – Phase One
Nature
L3, C, Q
L2, C
L3
L3, R
L2
L1
ER
C
UE/VET
C
C
UE
UE
L2
L2
L1
L2
L2
L2, C, Q
L3, Q
L2, C
L1
L2, Q, C
L2
L2
L2
L2, C
L2, C
L2
L3, C
L2
L2
L2
L2
L3
L2, C, Q
L1
L2, C
L2
L2
L2, C, Q
L2
L2
UE
UE
UE
UE
UE/VET
TQ
C
TQ
TQ
TQ
PP
C/TQ
UE
UE/VET
UE/VET
UE/VET
C
UE/VET
UE/VET
TQ
TQ
C
TQ
UE
C
UE/VET
PP/C
TQ
TQ
UE/VET
Page 68 of 80
Concreters
Construction and Plumbing Assistants
Construction Managers
Cooks
Cow milkers
Crane, hoist and lift operators
Dairy workers
Deckhands
Dental nurses
Dentists
Dermatologists
Diesel Fitters
Diesel mechanics
Earthmoving Labourers
Economists
Educators
Electrical and Telecommunications Trades Assistants
Electrical Powerlines Trades
Electricians
Electronics/technical officers
Engineering production systems workers
Enrolled Nurses
Enrolled Nurses (medication endorsed)
Environmental Health Officers
Environmental Scientists
Experienced Sales People
Extended Care Assistants
Fabricators
Farm workers
Fish feeders
Fibrous Plasterers
Financial Controllers
Fitters
Floor Finishers
Food and Beverage Wait staff
Foremen/Site Supervisors
Foresters
Front of House hospitality workers
Furniture Upholsterer
Gaming attendants
General Physicians
General Practitioners
Geo technical engineers
Geologists
Grader drivers
Hairdressers/senior stylists
Health Inspectors
Heavy machinery operators
Hotel Service Supervisors
Hotel/Motel Managers
HR Professionals
Insulation and Home Improvement Installers
Insurance brokers
Interior fit out tradespersons
Inventory Buyers
IT professionals
IT Systems engineers
Occupational Skill Shortage Analysis – Phase One
L2
L3
L2
L2, C, Q
L3
L3
L3, R, C
L3, Q, C
L2, C
L1
L1
L2, C
L2, Q, C
L3
L2
L2
L3
L2
L2, C, Q
L2, C, Q
L3
L2, C, Q
L2, C, Q
L1
L2
L3, C, Q
L3
L2, C, Q
L3
L3, Q, C
L2
L2
L2, C, Q
L2
L3, C, Q
L2
L1
L3, C, Q
L2
L3, C, Q
L1/2
L2, C, R
L1
L2
L3
L3, C, Q
L2
L3
L2, C, Q
L2, C, Q
L2
L2
L2
L1, C, Q
L1
L2
L2
TQ
C
TQ
TQ
C
C
C
N
C
UE
UE
TQ
TQ
N
UE
UE
C
TQ
TQ
TQ
TQ
C
PP
UE/VET
UE
C
C
TQ
C
C
TQ
UE/VET
TQ
TQ
C
TQ
UE/VET
C
TQ
C
UE
UE
UE
UE
C
TQ
UE/VET
C
C
UE/VET
UE/VET
TQ
UE/VET
TQ
PP
UE
UE
Page 69 of 80
IT technicians
Jockeys
Journalists
Lean manufacturing managers
Legal Secretaries
Logistics personnel
Machinists
Maintenance Engineers
Maintenance workers
Management
Marine Engine Drivers
Market analysts
Mechanical Engineers
Medical Receptionists
Medical Typists
Metallurgists
Mining Engineers
Mobile construction plant operators
Motor Mechanic
Nail Technicians
Nurses – specialist
Obstetricians/gynaecologists
Operations managers
Ophthalmologists
Optometrists
Other Building and Engineering Associate Professionals
Other mining, construction and related labourers
Paediatrician
Painters and Decorators
Panel Beater
Para-legals
Para-professionals
Pastry Cook
Pathologist
Payroll officers
Personal Trainers
Pharmacists
Pickers
Planning Engineers
Planning officers
Plant Managers
Plastic fabricators
Police Officers
Policy analysts
Policy officers
Power Engineers
Practice Managers
Practice Nurses
Print Machinists
Procurement officers
Production managers
Programming specialists (.NET, C#, Java etc) - experienced
Project Managers
Project/program managers
Property/asset management
Protection and Control Engineers
Quality Assurance officers
Quantity Surveyors
Occupational Skill Shortage Analysis – Phase One
L2
L3
L2
L2
L2
L2
L2, C, Q
L2
L3, Q, C
L2
L2, Q, C
L2
L2
L3
L3
L1
L1
L3
L2, C
L3, Q
L2, C
L2
L2, Q, C
L1
L1
L2
L3
L1
L2
L2, C
L1
L2
L2, C, Q
L1
L2/3
L2
L2
L3, R, C
L2
L2
L2, C
L3
L2
L2
L2
L2
L2, Q
L2
L2, C
L2
L2
L2
L2
L2
L2
L2
L2
L2
UE/VET
TQ
UE
TQ/PP
PP
C
TQ
UE/VET
TQ
UE/VET
TQ
UE
UE
C/PP
C
UE/VET
UE
C
TQ
C
UE
UE
UE/VET
UE
UE
UE/VET
C/N
UE
TQ
TQ
C/PP
PP
TQ
UE
PP
C
UE
N
UE
UE/VET
TQ
TQ
Other
UE
UE/VET
UE
UE
UE
TQ
UE/VET
UE/VET
UE/VET
UE/VET
UE/VET
UE
UE
UE/VET
UE
Page 70 of 80
Radiographers
Radiologists
Refrigeration and Air-conditioning Mechanic
Registered Mid Wife
Registered Nurses – accident/emergency, aged care, cardiothoracic,
community health, critical/intensive care, neo-natal, neurological, oncology,
operating theatre, paediatric, palliative care, peri-operative, rehabilitation,
renal
Restaurant and Catering Managers
Retail Staff
Risk assessors
Roof Slaters and Tilers
Sales representatives
Secondary Teachers – specialised subjects
Security Guards
Settlements clerks
Shearers
Shipwrights
Signwriters
Skilled Miners (jumbo operators)
Slaughtermen
Software engineers
Solid Plasterers
Sonographers
Special Needs Support Staff (eg Teachers Aides)
Special Needs Teachers
Specialist GP Nurses
Speech and Language Pathologists
Sports administrators
Stablehands
Steel fabricators
Stevedores
Stonemasons
Structural Construction Tradespersons
Structural steel construction workers
Sub-editors
Supervisors
Surgeons – all
Team leaders
Technical Officers
Telecommunications technicians
Town Planners
Trackwork riders
Trainers and Assessors
Transport drivers
Truck Drivers
Value added processors (wood, paper and pulp)
Valuers
Vehicle Painter
Veterinarian nurses
Veterinarians
Vocational Teachers – specific skill sets
Wall and Floor Tilers
Warehouse operatives
Welders
Welfare Workers
Work crew
Occupational Skill Shortage Analysis – Phase One
L2
L1
L2
L2
L2
UE
UE
TQ
UE
UE
L2, C, Q
L3, C, Q
L2
L2
L3, C
L2, C, R
L3
L2
L3
L2
L2
L2, C
L3
L2
L2, C
L1
L3
L2
L2, C
L1, C
L2
L3, C
L2, C, Q
L2, C
L2
L2
L3
L2, C
L3, R, C
L1, C
L2, Q, C
L1
L2
L1
L3, C
L3
L3, C
L3, C
L3
L1
L2, C
L2
L1
L2
L2
L3, C
L2, C, Q
L2, C
L3, Q, C
C
N
UE/VET
TQ
C
UE
C
PP/C
C
TQ
TQ
TQ
C
UE
TQ
UE
C
UE
UE
UE
UE/VET
C
TQ
TQ
TQ
TQ
TQ
UE
C
UE
UE/VET
TQ/PP
UE/VET
UE
C
C/TQ
C
C
C
PP
TQ
C
UE
TQ/C
TQ
C
TQ
UE/VET
N
Page 71 of 80
Recommendations
Given the extent of the scope of the Occupational Skills Shortage Analysis and the agreed
priorities for Phase One of the project as outlined in the Methodology, further work to
complement and expand on this overview of the nature of occupational shortages in
Tasmania is recommended.
Further research and consultation is recommended for the finance and insurance and
business and property services sectors due to a lack of representation by peak industry
bodies in Tasmania and the subsequent need to directly contact employing organisations.
Additional research and analysis recommended includes:
•
•
•
•
•
•
An audit of each industry’s occupational vacancies and projected shortages, including
existing capabilities and skills
Retirement projections by age group, by industry and by occupation
Regional analysis of occupational shortages
Replacement of Training Demand Profiles (TDPs) with occupational demand profiles
Supply side analysis of education and training course enrolments and completions
Investigation of partnership arrangements between interstate education and training
institutions to supply occupations not provided for by Tasmanian education and
training organisations.
Occupational Skill Shortage Analysis – Phase One
Page 72 of 80
Appendices
A - Industry Consultation Letter
30 April 2008
Dear <industry>?
Occupational Skill Shortage Analysis
I have been contracted by Skills Tasmania to undertake a Skills Shortage Analysis of
occupations in Tasmania.
The purpose of the analysis is to gain a greater understanding of specific skill sets in short
supply in Tasmania, currently and into the future. The findings of the analysis will inform
Skills Tasmania’s future skill acquisition strategy and purchasing priorities.
In particular, I am interested in gaining a greater understanding of the occupational skill
shortages currently being experienced by the <industry>?
•
•
•
What occupations are currently in short supply?
Are there any occupations that are not in short supply?
Are there any occupations that will experience significant growth or decline in
demand in the foreseeable future?
And finally,
•
What is the impact of the skills shortage for the <industry>?
I appreciate your consideration of these areas of interest and any further input you may wish
to provide. I will be in contact during the week starting 19 May 2008 to arrange a convenient
time for you to discuss further.
In the meantime, should you have any queries please contact me on 0400 190 964 or by
email at lisa@tasmanianjobs.com.
Kind regards,
Lisa Taylor
Principal
Occupational Skill Shortage Analysis – Phase One
Page 73 of 80
B – Industry consultation participants
Aged and Community Services Tasmania
AMA Tasmania State Office
Australia Mines and Metals Association
Australian Hotels Association and Restaurant and Caterers Association of Tasmania
Australian Property Institute – Tasmanian Division
Baking Industry Association of Tasmania
Building and Construction Industry Council
CPA
Department of Economic Development
Department of Education
Department of Primary Industries and Water
Department of Treasury and Finance
Food Industry Council of Tasmania
Forest and Forestry Industry Council
Hairdressing Federation Tasmania
Henty Gold Mine
Information, Communication and Technology Industry Council
KPMG
Local Government Association of Tasmania
Manufacturing Industry Council
Master Builders Association
Master Plumbers Association of Tasmania
Metal Industries Association
Real Estate Institute of Tasmania
Retail Traders Association of Tasmania
Searson Buck
Skills Tasmania
Statewide Independent Wholesalers
Stepping Stones Childcare
TAFE Tasmania
TasICT
Tasmania Maritime Network
Tasmania Police
Tasmanian Building and Construction Industry Training Board
Tasmanian Fishing Industry Council
Tasmanian Health and Beauty Industry Council
Tasmanian Minerals Council
Tasmanian Transport Association
Textile, Clothing and Footwear industry sub sector of MIC
Tourism Industry Council of Tasmania
Transend
Occupational Skill Shortage Analysis – Phase One
Page 74 of 80
C – Local Government Survey Response
1. Is your council currently experiencing a shortage of skills or labour?
please indicate which areas:a) specific skills?
Yes b) areas of labour?
yes
2. Describe the possible reasons for the shortages you have outlined.
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Too little money and too much stress dealing with Council and public. Also
there are few good quality applicants about.
Salaries and trying to attract staff from a decreasing pool with increased
expectations. The location of this Council could be a factor and as a small
council the limited opportunity for advancement..
Being a small Council it is difficult to attract employees in these positions –
location, remuneration etc. Lack of skilled applicants.
Lack of qualified employees in the state.
Lack of population, inability to financially afford comparable salaries and
conditions
Competition with a booming mining industry & Council’s inability to compete
with wages offered.
Market shortage
Private sector’s capacity to pay higher salaries for professional staff
Low profile of LG
Restricted training opportunities at local level
Unable to offer salaries competitive with private enterprise.
Councils competing against each other to fill vacancies.
Generation X and Y tend to have less loyalty to an organisation.
Many staff are paid better in cities, we have limited finance and benefits to
attract any staff to the rural area.
Also very difficult to attract staff without facilities that the city provides, ie
cinemas, fast food, shopping, gymnasiums etc
The boom in the construction industry has contributed to a large portion of our
current skills shortage. Better money is available in private industry..
3. List those specific occupations that currently present difficulties in terms of
recruitment and retention.
• Town planning, various engineering, building surveyor, EHO, plumbers
• Town planner (at a senior level), graduate engineer
• Town planning, engineering and IT
• Engineer, Tourism Development Officer, Youth Development Officer
• Engineering and planning
• Statutory Planner, Building/health inspector, grader driver, plant operators,
financial management, IT, engineer
• plant operators, technically qualified staff, engineering, technical officer, works
manager
Occupational Skill Shortage Analysis – Phase One
Page 75 of 80
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Planners, machine operators, senior accounting officer, works staff
Office Administration
Plant Operators & Truck Drivers
Statutory / Strategic Planning
Concreting
MR licence
Engineering, Planning, Accountancy, Public Health, Child Care
Engineers, Planning Officers, Environmental Health Officers, Senior Accountants,
Qualified Child Carers
Town Planners
Systems Development Officers
Outside School Hours & Vacation Carers
Engineers
Plumbers
IT
Project Management
Treatment Operators
Town Planners
Roads Maintenance and Construction
Systems Development
Child Care
Nursing, child care.
Aged Care within community
Office Administration/reception
Town Planners, Engineers and Construction Workers.
Construction (non-tradespeople) – specifically in areas such as concreting,
paving, etc
Management
Development appraisal planners (retention issue)
Diesel fitters (retention issue)
Admin assistants (retention issue)
4. Identify occupations or skills areas in your council, which are likely to
experience significant growth in demand in the next ten years.
• All professional skills will have a shortage however the growth in workload and
demand I expect to be reasonably steady.
• Probably aged care if that responsibility comes to council. Also there will be
increasing need for staff with advanced IT skills.
• Tourism positions, planning positions, building positions, risk management.
• Engineering, planning, building
• No significant growth anticipated
• Environmental Management Officers
• Information Technology, Engineers, Planners
• Nursing and aged care, technical services (ie plumbing, building etc), community
services
• Community services seems to be a growing area
• Planning, environmental planning and environmental management
5. Identify occupations or labour areas currently in council, that are likely to be in
decline, or experience less demand over the next ten years.
Occupational Skill Shortage Analysis – Phase One
Page 76 of 80
•
•
•
•
•
•
•
With the probable exception of building surveyors (as there are none out there) all
current professional skills will probably remain in demand unless the system
changes as with water and sewerage.
There will be a decline in the demand for engineers with the loss of water and
sewerage.
Not known
Specialist staff – anticipate more resource sharing to offset lack of availability of
staff
Employees currently employed in the water and sewer area due to the
commencement of the new Water and Sewer Authority.
Obviously, all occupations linked to water and sewage.
Water and sewage related occupations
6. What is the impact of the skills/labour shortage on your council?
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Currently town planning in particular although that could change rapidly – the flow
on effect on customer service, regulatory capability and stress on other staff is
being felt however.
Currently contracting or utilising consultants to fill vacancies in specialist areas.
Staff being utilised across the organisation, not always with specific skills at the
level of understanding required. A dilution of the specialist skills in the
organisation. Some more strategic strategies and initiatives being put on hold.
Cost of recruitment, cost of contracting.
Lack of productivity, more stress on current employees carrying the load.
Rising cost of consultants
Most of the shortage is due to the location of our Municipality and the housing
shortage due to the current mining boom.
Staff turnover
Review of job priorities to work within resource capacity.
Restricted capacity to proactively manage succession planning.
The need to hire consultants to assist with workload.
Extra pressure being placed on existing staff.
Labour shortage will lead to workplace stress, long hours, workplace injuries,
difficulty in accomplishing tasks within required timeframes. Potentially will lead to
burnout .
Skills shortage will lead to poor service, potential loss of income, higher cost to
employ and retain staff.
High recruitment costs and difficulties in achieving goals. Also, additional
expense of hiring contractors.
7. Is appropriate training available in Tasmania to address the shortage?
•
•
•
•
•
•
Yes
There is training available but the shortages make it difficult to release staff to
train whilst current work demands are high.
Most town planners seem to be studying externally interstate other areas should
be OK although building surveying and environmental health (in the form we need
it) may be an issue
No
As far as I am aware
Not across all areas, LG primarily utilise the Water Industry Training Centre; in
lieu of TAFE for water treatment modules and they do not offer courses regularly
in Tas.
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Yes, but may not in the future.
8. Other comments
In response to your survey request I advise as follows. We don’t have either a HR manager
or officer or time to fill in surveys however the positions we have difficulty filling are primarily
the technical ones in the local government sphere. These include mainly, planning,
engineering, environmental health and building surveyors at practically any level.
Don’t know the reasons why presumably there have not been sufficient people trained in the
past. Don’t know what training is available you should probably talk with educational bodies
on that.
We are currently relying on minimal contract support for many of the above functions with
resulting delays in service delivery and increased costs because contractor rates tend to be
higher than employee rates.
Next 10 years, don’t know haven’t got a crystal ball but I don’t see it getting any better than it
currently is.
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D – IT Industry Survey Response
1. Does your industry believe it is experiencing a skill or labour shortage?
Yes, skills shortage – unanimous
2. What does your industry perceive to be the reasons for the skill/labour shortage?
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Insufficient government support for technology industries
Exodus to the mainland
Little R&D tax concessions
Need to create a “smart state mentality”
Rapid increase in demand, coupled with competition from other sectors
Lack of graduates, drain to the mainland b/c of salary levels, little inflow of skills from
outside Tasmania
Lack of supply of graduates to cover all of market (therefore making things very
competitive for employment), tendency for qualified staff to move interstate/overseas.
Low unemployment levels and general labour shortages
Poor marketing of ICT as a career option
Fast-paced industry and rapidly changing technology: traditional education programs
do not adapt quickly enough to meet industry needs, and need better collaboration
between industry and educational institutions
Out-of-date skills are expensive to update
No defined career path or widely recognised professional certification or regulatory
requirement.
Loss of skilled practitioners and tertiary graduates to mainland jobs, due to perception
that exciting career prospects or opportunities are not available in Tas.
In-sourcing of ICT services by government agencies, which drives up salaries,
reduces the pool of available skills, locks up skills from being available commercially,
and reduces ICT services business opportunities.
UTAS does not provide employable graduates with commercially useful skills
3. What specific occupations are currently in short supply?
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IT Technicians/engineers
Telecommunications technicians
Software applications engineers
Audio visual technicians
MS.NET Framework and C# programming specialists
Software engineering skills preferably with strong physics & maths (hard sciences)
Higher level Technical programmers/developers in Java and .NET (i.e. experienced
staff rather than graduates)
Business analysts with IT skills
Business Development Managers (sales reps)
IT Systems Engineers
Skills in MicroSoft Software Development Skills
Software Developers
4. Are there any occupations that are not in short supply?
Administration staff
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5. Are there any occupations that will experience significant growth in demand in the
foreseeable future?
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All of the above
Programmers
Software engineers
Technical programming (Java and .NET)
Business analysts with IT skills
IT systems engineers.
Yes,. All ICT roles
6. Are there any occupations that will experience significant decline in demand in the
foreseeable future?
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No
Unlikely
Legacy system skills
7. What does your industry perceive to be the impact of the skill/labour shortage?
• Decline in the sustainability of a viable ICT industry in Tasmania
• Increased labour costs, slow down in industry development
• Increased time to market for new products leading to reduction of export earnings and
shrinkage of R&D investment
• It makes staff very hard to come by and thus very expensive. We either employ
graduates and fail to get the experience from staff we need, or we shell out a lot of
money. It will limit the growth opportunities for our company and may impact on the
quality of service we can deliver.
• A solution we are currently considering quite seriously is to outsource some
development labour off-shore. Luckily we haven’t had to do this yet.
• Restricts our ability to adequately service our existing markets and limits our growth
potential
• At the end of the day, if we can’t fulfil the market demand for IT services, our
customers are not able to maximise the benefits of IT, and therefore cannot maximise
the productivity and efficiency benefits which IT provides.
• An Inability for Tasmanian ICT companies to grow & be competitive on the local &
Australian market place
8. Other comments
Talking with other ICT companies we are all struggling to find software engineers. I
believe the government should do two things:
1.
2.
Short term
a.
advertise ICT opportunities in Tasmania in overseas markets (South Africa,
NZ, UK, USA, India)
b.
advertise in Australian lifestyle magazines to attract people from interstate.
c.
Set up careers days at UTas as an introductory service between employees
and ICT companies 6 months prior to completion of the academic year. (ie
May)
Med – Long term
a.
Provide scholarships at the UTas to UGs doing combined
science/software/engineering courses. We find that Tasmanian raised staff
stay with us longer and resist the temptation of higher wages outside of
Tasmania.
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