Decline in Commencements and Completion Rates
A recent report* by DEWR (the Department of Employment and Workplace Relations) shows that between 2012 and 2019, annual apprenticeship commencements fell by over 50%. While trade apprenticeships remained relatively stable, non-trade commencements experienced a significant drop. This decline can be attributed to policy changes that redirected incentives toward priority occupations. The completion rate also presents a worrying trend, stabilising at around 110,000 to 130,000 completions per year, down from a peak of 200,000 in 2013.
Factors Impacting Completion Rates
Several factors influence individual completion rates. Demographics, employer size, and chosen occupation all play a role. Personal reasons, better job offers, and dissatisfaction with the work environment or pay contribute to apprenticeship discontinuation. The complexity arises from the interplay of these factors, making it a multifaceted challenge that requires a comprehensive approach.
Early Dropout Rates and Negative Experiences
Within the first six months, approximately 20% of apprentices leave their programs. Most cancellations are initiated by the apprentices themselves, often citing negative experiences within the workplace. Understanding these early dropout rates and addressing negative factors is crucial for improving completion rates.
Call to Action
The report concludes by emphasising the need for further research to understand the lived experiences of apprentices. This knowledge is critical in developing targeted strategies to make apprenticeships more attractive and ensure successful completion rates. Australia’s skills shortage is a looming threat, and policymakers and stakeholders must work together to revitalise the system and empower the next generation of skilled workers.
Strategies for RTOs to Address the Decline in Apprenticeships
To counter the decline in apprenticeships, RTOs can employ targeted strategies customised to their specific challenges and opportunities. Here are some key approaches based on best practices and insights:
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Strengthen Industry Engagement:
Partnerships: Collaborate closely with local businesses and industries to align training programs with current and future skill requirements.
Advisory Committees: Form industry advisory committees to gather regular feedback and adjust training offerings accordingly.
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Enhance Marketing and Awareness:
Targeted Advertising: Utilise data-driven approaches to reach potential apprentices and employers, emphasising the benefits and opportunities of apprenticeship programs.
Success Stories: Showcase past apprentices’ success stories to illustrate potential career paths and advantages.
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Offer Flexible Training Options:
Hybrid Models: Develop flexible delivery methods (online, in-person, and hybrid) to accommodate varying schedules for apprentices and employers.
Customised Training Plans: Tailor training plans including RTO resources to meet the specific needs of both employers and apprentices, enhancing relevance and value.
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Leverage Technology:
Digital Tools: Utilise advanced training technologies and simulations to enhance the learning experience and prepare apprentices for modern workplaces.
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Provide Financial Incentives and Support:
Subsidies and Grants: Collaborate with government bodies to offer financial incentives covering training costs or providing wage subsidies for apprentices and employers.
Support Services: Offer tutoring, career counseling, and mentoring to help apprentices successfully complete their programs.
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Promote Access and Inclusion:
Outreach Programs: Engage underrepresented groups and communities to increase diversity in apprenticeship programs.
Pre-apprenticeship Programs: Provide preparatory courses to build foundational skills necessary for success in chosen fields.
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Focus on Quality Assurance:
Regular Assessments: Implement rigorous assessment and feedback systems to maintain high training standards and learner satisfaction.
Accreditation: Stay up-to-date with national standards to assure both apprentices and employers of training quality and relevance.
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Advocate for Policy Changes:
Engage with Policymakers: Actively participate in discussions to shape apprenticeship policies and funding models aligned with modern industry needs.
By adopting these strategies, RTOs can not only address the decline in apprenticeships but also enhance the effectiveness and attractiveness of their training programs, meeting the evolving demands of the workforce and economy.
*To view the DEWR report, visit this page.
