Decline in Apprenticeships
The report, “Strategic Review of the Australian Apprenticeships Incentive System-Background Paper,” reveals a dramatic drop in annual commencements, down by over 50% between 2012 and 2019. While trade apprenticeships have remained stable, non-trade commencements have plummeted likely due to policy changes redirecting incentives toward priority occupations. Completion rates have also fallen, from a peak of 200,000 in 2013 to around 110,000 to 130,000 currently.
Reasons Behind the Decline
Key factors include demographics, employer size, chosen occupation, personal reasons, better job offers, and dissatisfaction with work environment or pay. Many apprentices cite multiple reasons for leaving, creating a complex challenge. The first six months see a significant dropout rate, with about 20% of apprentices leaving, often due to negative workplace experiences.
Need for Further Research
The report calls for further research to understand apprentices’ lived experiences, which is crucial for developing targeted strategies to make apprenticeships more attractive and improve completion rates.
Strategies for RTOs to Address the Decline
Registered Training Organisations (RTOs) can implement several strategies to address the decline in apprenticeships. Here are some broad strategies RTOs might consider based on general practices and insights:
- Enhance Engagement with Industry
- Strengthen Partnerships: Collaborate closely with local businesses and industries to ensure training programs are aligned with current and future skill needs.
- Advisory Committees: Form industry advisory committees to get regular feedback and adjust training programs accordingly.
- Improve Marketing and Awareness Campaigns
- Targeted Advertising: Use data-driven approaches to target potential apprentices and employers, highlighting the benefits and opportunities of apprenticeship programs.
- Success Stories: Showcase success stories of past apprentices to demonstrate the potential career paths and benefits.
- Offer Flexible Training Options
- Hybrid Models: Develop flexible delivery models, including online, in-person, and hybrid options, to accommodate the varying schedules of apprentices and employers.
- Customised Training Plans: Offer bespoke training plans that can be tailored to the specific needs of employers and apprentices, increasing relevance and value.
- Financial Incentives and Support
- Subsidies and Grants: Work with government bodies to provide financial incentives for both apprentices and employers to cover training costs or provide wage subsidies.
- Support Services: Offer support services such as tutoring, career counseling, and mentoring to help apprentices successfully complete their programs.
- Increase Access and Inclusion
- Outreach Programs: Reach out to underrepresented groups and communities to increase diversity in apprenticeship programs.
- Pre-apprenticeship Programs: Offer preparatory courses that help potential apprentices build foundational skills needed for success in their chosen fields.
- Focus on Quality Assurance
- Regular Assessments: Implement rigorous assessment and feedback systems to ensure high standards of training and learner satisfaction.
- Accreditation: Maintain up-to-date accreditation that meets national standards, reassuring both apprentices and employers of the quality and relevance of the training provided.
- Policy Advocacy
- Engage with Policymakers: Actively participate in discussions with policymakers to shape apprenticeship policies and funding models that meet the needs of modern industries.
- Use of Technology
- Digital Tools: Utilise advanced training technologies and simulations that can enhance the learning experience and better prepare apprentices for modern workplaces.
By adopting these strategies, RTOs can not only help address the decline in apprenticeships but also enhance the effectiveness and appeal of their training programs, ensuring they meet the evolving demands of the workforce and economy.
