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The NISC recognises many of the achievements to date. In summary, major reforms to achieve these objectives include the opening up of the training market through a common national regulatory framework ...
The NISC recognises many of the achievements to date. In summary, major reforms to achieve these objectives include the opening up of the training market through a common national regulatory framework for public and private providers, the introduction of ‘user choice’ for apprenticeship and traineeship funding and contestability for some public funding (although the level of contestability has not increased in recent years).
Employers still report that:
the training system is confusing and in particular it is difficult to access information about provider quality and capability;
the process to access VET is difficult. As a result, small to medium enterprises, in particular, tend to avoid formal training – preferring structured training or learning informally on the job;
employers cannot always readily access the training they seek and in particular, formal training is not always available at the time, location and mode of delivery that suits their needs;
employers find that the training offered is not always relevant to their business needs and too often reflects what the provider wants to deliver rather than what the enterprise requires;
VET programs need to be flexible, able to be customised readily to meet employers’ needs, and be updated regularly to meet emerging needs;
the VET system needs to be more flexible in the recognition of people’s skills. It needs to incorporate accelerated attainment of skills and qualifications with an emphasis on a simplified and less bureaucratic approach to the recognition of prior learning (RPL);
the teachers and trainers that providers have on staff are not always relevantly skilled nor aware of the latest practices in industry, and training equipment is not state-of-the-art; and
there is variation in the consistency and quality of delivery.
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