Slide 1 Implications For Training Presenter: Ivan Neville Branch ... · Rental, Hiring and Real...

Future Labour Market Trends andImplications For Training

HTAN CONFERENCE – 17 September 2010

Presenter: Ivan NevilleBranch Manager, Labour Market

Research and Analysis Branch

This presentation was prepared for the Hunter Trainers and Assessors Network (HTAN). The presentation is titled Future Labour Market Trends and Implications for Training.

HTAN Conference – 17 September 2010

Presenter: Ivan Neville, Branch Manager, Labour Market Research and Analysis Branch

Australian Labour Market

• The Global Recession had an adverse effect on Australian labour market conditions. Between Sept 2008 and June 2009 the:– Unemployment rate increased from 4.3 to 5.8 per cent– Employment decreased by 11 000– Number of people receiving unemployment benefits

increased by 29%• Since then, the Australian labour market has recovered

– Unemployment rate has decreased by 0.7 percentagepoints

– Employment increased by 330 400

Source: ABS Labour Force, Australia, August 2010 (cat no. 6202.0), seasonally adjusted data; Centrelink beneficiaries, DEEWR Administrative Data, June 2009

Australian Labour Market Source: ABS, Labour Force, Australia, August 2010, cat. no. 6202.0, seasonally adjusted data Centrelink Beneficiaries, DEEWR Administrative Data, Sept 08 and June 09 What was the effect of the Global Recession on the Australian labour market?

Unemployment rate in Australia increased by 1.5 percentage points, from 4.3 per cent at Sept 2008 to 5.8 per cent at June 2009;

Over the same period employment decreased by 11 000; and

The number of people receiving unemployment benefits increased by 29%. Since June 2009, the Australian labour market has recovered.

Unemployment rate has decreased 0.5 percentage points; and

Employment increased by 334 500.

Annual Employment Growth and Unemployment Rate - Australia

Source: ABS Labour Force, Australia, August 2010 (cat no. 6202.0), trend data

-4%

-3%

-2%

-1%

0%

1%

2%

3%

4%

5%

1990 1991 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

Emp

loym

ent

Gro

wth

0.0

2.0

4.0

6.0

8.0

10.0

12.0

Un

emp

loym

ent

Rat

e (%

)

Employment Growth (LHS)

Unemployment Rate (RHS)

Annual Employment Growth and Unemployment Rate - Australia Source: Source: ABS, Labour Force, Australia, August 2010, cat. no. 6202.0. Trend Data.

There was a sharp decline in annual employment growth during 2008-9 (i.e. due to the Global Recession);

Recently the economic downturn has eased and annual employment growth has started to rise;

Compared with the 1990’s recession, the effect on employment has not been as severe; and

The labour market is now showing signs of recovery.

Part-Time Workers

Over the last 10 years, part-time employment increased at twice the rate (29%) of full-time employment (15%).

– Part-time employment now accounts for 30% of total employment

– Between August 2008 and August 2010 part-time employment has grown by 9.3% compared with full-time employment which has grown by 1.0%

Source: ABS Labour Force, Australia, August 2010 (cat no. 6202.0), seasonally adjusted data

Part Time Workers Source: ABS, Labour Force, Australia, August 2009 (cat no. 6202.0), seasonally adjusted data

Over the last 10 years, part-time employment increased at twice the rate of full-time employment (29% compared with 15%).

Part-time employment now accounts for 30% of total employment.

Between August 2008 and August 2010 part-time employment has grown by 9.3% compared with full-time employment which has grown by 1.0%.

Teenage (15-19 years) participation in employment and education – 30 years

0

10

20

30

40

50

60

70

80

90

100

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Au

g-8

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Au

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Au

g-8

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Aug-8

3

Au

g-8

4

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g-8

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Au

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Au

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Full-time employment (LHS) Part-time employment (LHS) Proportion in full-time education (RHS)

Pro

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in F

ull-tim

e E

du

ca

tion

(pe

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Source: Full-time and part-time employment - ABS Labour Force Australia (cat. no. 6202.0), trend data. Education data - ABS Labour Force, Australia, Detailed - Electronic Delivery, (cat.

no. 6291.0.55.001), 12-month averages of original data.

Teenage (15-19 years) participation in employment and education over the last 30 years Source: Full-time and part-time employment - ABS Labour Force Australia (cat. no. 6202.0), trend data. Education data - ABS Labour Force, Australia, Detailed - Electronic Delivery, (cat. no. 6291.0.55.001), 12-month averages of original data. Overall, the activities undertaken by people in the 15–19 age cohort over the last few decades show:

There has been a long-term decline in full-time employment, although recent years have shown some increase (notwithstanding the decline in full-time employment recorded as a result of the global recession);

An increase in part-time employment; and

A small rise in participation in full-time education over the last decade, following a large rise between 1986 and 1998.

Where Are the Jobs?

Source: ABS Labour Force, Australia, August 2010 (four quarter averages)

12%

11%

11%

9%

8%

7%

6%

5%

5%

5%

11%

11%

9%

9%

8%

7%

8%

6%

4%

2%

0% 2% 4% 6% 8% 10% 12% 14%

Health Care and Social Assistance

Retail Trade

Manufacturing

Construction

Education and Training

Accommodation and Food Services

Professional, Scientific and Technical

Services

Public Administration and Safety

Other Services

Mining

Hunter (including Newcastle)

Australia

Where are the jobs? Source: ABS Labour Force, Australia, August 2010 (four quarter averages)

• The top three employing industries in the Hunter and Newcastle Labour Force Regions are Health Care and Social Assistance, Retail Trade and Manufacturing.

• Together, one in three persons (34 per cent) are employed in these industries.

• The Hunter and Newcastle region has a higher proportion of persons employed in the Mining industry when compared with Australia (5% compared with 2%).

Employment in selected industriesEmployment (indexed), Selected Industries – 10 years to August 2010 (trend)

Source: ABS Labour Force, Australia, August 2010 (cat no. 6202), trend data

60

80

100

120

140

160

180

200

220

240

260

Aug-00 Aug-01 Aug-02 Aug-03 Aug-04 Aug-05 Aug-06 Aug-07 Aug-08 Aug-09 Aug-10

Manufacturing Mining

Construction Education and Training

Health Care and Social Assistance All Industries

Employment in selected industries: Employment (indexed), Selected Industries – 10 years to August 2010 (trend) Source: ABS Labour Force, Australia, August 2010 (cat no. 6202), trend data

The Health Care and Social Assistance and Construction industries (both large employing industries in the Hunter and Newcastle area) have shown a steady increase in employment over the last decade.

Employment in Mining has risen sharply over the same period while employment in Manufacturing has decreased.

Change in Industry StructureProportion of total employment – August 2000 and August 2010

Source: ABS Labour Force, Australia, August 2010 (cat no. 6291), trend data

11%

9%

12%

8%

7% 7% 7%

5% 5%

4%

11% 11%

9% 9%

8% 8%

7%

6%

5%

4%

0%

2%

4%

6%

8%

10%

12%

14%

Retail Trade Health Care and

Social Assistance

Manufacturing Construction Education and

Training

Professional,

Scientific and

Technical

Services

Accommodation

and Food

Services

Public

Administration

and Safety

Transport, Postal

and Warehousing

Other Services

Pro

po

rtio

n e

mp

loye

d

Aug-2000 Aug-2010

Change in Industry Structure: Proportion of total employment – August 2000 and August 2010 Source: ABS Labour Force, Australia, August 2010 (Cat No. 6291), trend data This slide shows the difference in industry structure in Australia by proportion of total employment for August 2000 and August 2010.

Most noticeable is that Manufacturing now accounts for a smaller proportion of total employment in Australia (9% in August 2010 compared with 12% in August 2000).

In contrast, employment in the Health Care and Social Assistance industry has increased (11% in August 2010 compared with 9% in August 2000).

Future Industry Job GrowthFive years to 2014-15 (‘000) - DEEWR projections (Australia)

211.5

120.8

119.0

111.2

106.6

79.0

67.0

45.2

33.3

28.4

28.1

27.1

19.6

15.2

14.6

12.0

11.9

11.3

-36.6

-50 0 50 100 150 200 250

Health Care and Social Assistance

Construction

Education and Training

Professional, Scientific and Technical Services

Retail Trade

Accommodation and Food Services

Transport, Postal and Warehousing

Public Administration and Safety

Financial and Insurance Services

Mining

Administrative and Support Services

Agriculture, Forestry and Fishing

Information Media and Telecommunications

Electricity, Gas, Water and Waste Services

Arts and Recreation Services

Rental, Hiring and Real Estate Services

Other Services

Wholesale Trade

Manufacturing

Source: DEEWR Industry Employment Projections

Future Industry Job Growth Source: DEEWR Industry Employment Projections

Over the five years to 2014-15, employment in Health Care and Social Assistance is expected to increase by 211 500 persons.

Over the same period, the Manufacturing industry is expected to decline, with employment decreasing by 36 600 persons.

Top 10 Industry Growth SectorsFive years to 2014-15 (‘000) – DEEWR projections (Australia)

70.5

65.3

64.7

46.4

44.3

38.0

37.3

35.6

30.2

28.3

0 10 20 30 40 50 60 70 80

Hospitals

School Education

Cafes, Restaurants and Takeaway

Food Services

Supermarket and Grocery Stores

Building Installation Services

Residential Care Services

Legal and Accounting Services

Other Social Assistance Services

Architectural, Engineering and

Technical Services

Road Freight Transport

Source: DEEWR Industry Employment Projections

Top 10 Industry Growth Sectors Source: DEEWR Industry Employment Projections

Across Australia, Hospitals, School Education and Cafes, Restaurants and Takeaway Food Services are expected to be the top three industry growth sectors over the five years to 2014-15. Together they are expected to generate an additional 200 500 employed persons.

Internet Vacancy Index (IVI)Annual change

August 2010 Per cent NumberNumber

of vacancies

New South Wales 16.8 11,441 79,724

Managers 6.2 591 10,171

Professionals 16.1 3,375 24,287

Technicians and Trades Workers 28.8 2036 9096

Community and Personal Service Workers 13.4 537 4536

Clerical and Administrative Workers 29.6 3,519 15,424

Sales Workers 2.9 227 8149

Machinery Operators and Drivers 24.9 576 2892

Labourers 12.6 580 5169

Source: DEEWR, Internet Vacancies Index, August 2010

Internet Vacancy Index Source: DEEWR, Internet Vacancies Index, August 2010

During August 2010 there were 79,724 new job vacancies in New South Wales. The lower skilled occupation groups of Sales Workers, Machinery Operators and Drivers and Labourers accounted for 16,210 of these vacancies.

These data are from the Internet Vacancies Index, which is based on vacancies newly lodged on four online recruitment websites - SEEK, CareerOne, MyCareer and Australian JobSearch.

Educational Attainment

Source: ABS, 2006 Census of Population and Housing

13%

21%

8%9%

26%

20%

13%

17%

40%

32%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Hunter (including Newcastle) New South Wales

Bachelor Degree or Higher

Advanced Diploma and Diploma Level

Certificate Level

Completed Year 12

Did Not Complete Year 12

Educational Attainment – Highest Qualification (2006) Source: ABS, Census of Population and Housing, 2006

A smaller proportion of completed a Bachelor Degree or higher compared with New South Wales (13% for Newcastle and Hunter compared with 21% for Australia);

A larger proportion of the population in the Newcastle and Hunter regions completed Certificate Level qualification (26 per cent) compared with New South Wales and Australia (20%).

Education and Labour Market Outcomes

Source: ABS, 2006 Census of Population and Housing (Hunter (including Newcastle) and Gosford – Wyong LFRs)

0%

2%

4%

6%

8%

10%

12%

Bachelor Degree or higher Advanced Diploma and

Diploma Level

Certificate Level Year 12 Below Year 12

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

UnemploymentRateParticipation Rate

Education and Labour Market Outcomes Source: ABS, 2006 Census of Population and Housing

There is a strong relationship between educational attainment and employment outcomes. For those of working age (15-64) who did not complete year 12 in the Hunter (including Newcastle) and Gosford-Wyong area, the unemployment rate was 11% at the time of the 2006 Census, while for those who had a Bachelor degree or higher, the unemployment rate was 2%.

While it would be unrealistic for many jobseekers to complete a Bachelor degree, further training such as apprenticeships and other Certificate training could improve job seekers’ engagement in the labour force. The unemployment rate for people who completed a Certificate level qualification was 5% compared with 11% for those who did not complete year 12. In addition, the participation rate was 84% for those who completed a Certificate level qualification compared with 60% for those who did not complete year 12.

Around three quarters of future jobs growth is expected to be in jobs which require education and training (DEEWR, New Jobs – Employment trends and prospects for Australian industries, November 2008) – this is a global trend.

Employment growth by Skill level (Qualifications)1 year and 5 years to February 2010 (‘000) (trend); 5 years to 2014-15 (‘000) - DEEWR projections

229.6

-3.5

-75.8

28.72.3

642.2

101.9

55.5

306.6

23.3

440.2

109.593.5

301.4

120.8

-200

-100

0

100

200

300

400

500

600

700

Bachelor Degree &

Higher

Advanced Diploma &

Diploma

Skilled VET

(mainly trades)

Certificate III & II Certificate I /

Secondary Education

One year change

Five year change

Five Year Projection

Source: DEEWR Skill Level Employment Projections

Employment growth by Skill level Source: DEEWR Skill Level Employment Projections

Over the five years to February 2010, employment has grown by 642 200 persons for occupations that require a Bachelor Degree or Higher qualification. In the next 5 years, occupations that require a bachelor degree or higher are expected to grow by another 440 200 persons.

The five year projection for occupations that require a Skilled VET qualification is 93 500.

The five year projection for occupations that require a Certificate II & III is reasonably high, with an expected growth of 301 400 persons.

Ageing Population 2009

Source: ABS, Population Projections, Australia, cat. no. 3222.0; ABS, Population by age and sex, Australian States and Territories, cat. no. 3201.0

Ageing Population 2009 Source: ABS, Population Projections, Australia, cat. no. 3222.0; ABS, Population by age and sex, Australian States and Territories, cat. no. 3201.0

This slide shows the age profile of the Australian population in 2009. As time progresses, there has been and will continue to be an increasing proportion of older Australians in the population.

The animation upon which this slide is based can be accessed on the ABS website: ABS Population Pyramid for Australia (http://www.abs.gov.au/websitedbs/d3310114.nsf/home/Population%20Pyramid%20-%20Australia)

http://www.abs.gov.au/websitedbs/d3310114.nsf/home/Population%20Pyramid%20-%20Australia

http://www.abs.gov.au/websitedbs/d3310114.nsf/home/Population%20Pyramid%20-%20Australia

Ageing Population 2040

Source: ABS, Population Projections, Australia, cat. no. 3222.0; ABS, Population by age and sex, Australian States and Territories, cat. no. 3201.0

Ageing Population 2040 Source: ABS, Population Projections, Australia, cat. no. 3222.0; ABS, Population by age and sex, Australian States and Territories, cat. no. 3201.0

This slide shows the age profile of the Australian population in 2040. It can be seen that there is expected to be a notable increase in the proportion of older Australians compared with the previous slide.

Ageing Population – VET Sector Employed by Age (% share of employment) - 2009

Source: ABS Labour Force Survey cat no. 6291.0.55.003 (four quarter average)

Ageing Population – Vocational Education and Training Sector Source: ABS Labour Force Survey cat no. 6291.0.55.003 (four quarter average)

The ageing of the workforce is evident in Vocational Education Teachers. The median age of this occupation is 48 years compared with 39 years for all occupations. Compared with all occupations, the age profile of Vocational Education Teachers is skewed towards workers aged 45 years and over (61.9 per cent compared with 38.5 per cent for all occupations). By contrast, the share of workers aged 15-19, 20-24, and 25-34, is below the average for all occupations (14.0 per cent compared with 38.5 per cent).

Occupations Difficult to Fill

Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010; DEEWR Skill Shortage Research 2010

Bachelor Degree or Higher VET Qualifications

Architectural, Building and Surveying Technicians

Metal Fitters and Machinists

Sheetmetal Trades Workers

Electricians ChefsStructural Steel and

Welding Trades Workers

Bricklayers Carpenters Plumbers

Other Occupations

Sales Assistants General Clerk

Dental Assistants Building and Plumbing Labourers

Occupations Difficult to Fill Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010; DEEWR Skill Shortage Research 2010

This slide shows the vacancies across Hunter – Central Coast region that employers considered difficult to fill by occupation. As you can see, these occupations fall across a range of skill levels and a range of industries and included Sales Assistants, Chefs, Dental Assistantants and Metal Fitters and Machinists.

Note: Construction trades are being affected by Building the Education Revolution expenditure.

Reasons Applicants Unsuitable

59% of employers received applications from job seekers who they regarded as unsuitable

Reasons applicants were considered unsuitable include: Insufficient experience to perform job duties

Insufficient qualifications or training

Limited interest in the job

Employability skills

Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

Reasons applicants unsuitable Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

59% of employers received applications from job seekers who they regarded as unsuitable.

Reasons employers considered applicants unsuitable included: o Insufficient experience to perform job duties; o Insufficient qualifications or training; o Limited interest in the job; and o Lacking basic employability skills.

Basic Employability SkillsMost importance placed on:

32% personal traits and qualities only

29% technical skills only

38% both equally important

Personal traits and qualities applicants lacked:

Enthusiasm

Communication

Confidence

Motivation

Presentation


Basic Employability Skills Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

Employers in the Hunter – Central Coast area were asked when recruiting,

whether they placed more importance on the applicant’s personal traits and

qualities or on their technical skills and experience.

38% of employers surveyed in the Hunter – Central Coast area thought that both

technical skills and experience and basic employability skills (such as personal

traits and qualities) were equally important. A further 32% of employers

considered personal traits and qualities were more important whilst 29% rated

technical skill and experience as more important.

These survey results indicate that in today’s labour market, jobs seekers need to

have both technical or job-specific skills and employability skills.


Apprentices and Trainees

Industry / Region

Currently employs an

Apprentice or Trainee

Will recruit an apprentice or trainee in the

next 12 months

Manufacturing 47% 24%

Construction 49% 40%

Retail Trade 40% 18%

Accommodation and Food Services 38% 22%

Professional, Scientific and Technical Services 19% 6%

Health Care and Social Assistance 38% 41%

Hunter – Central Coast (July 2010) 37% 24%

Apprentices and Trainees Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

A higher proportion of employers in the Manufacturing (47%) and Construction (49%) industries stated that they currently employed an apprentice or trainee when compared with all employers in the Hunter – Central Coast area (37%).

Many employers in the Health Care and Social Assistance industry and in the Construction industry expect to recruit an apprentice or trainee in the 12 months following the survey (41% and 40% respectively).


Challenges Experienced When Employing an Apprentice or Trainee

58% of employers in the Hunter – Central Coast area who employed an apprentice or trainee experienced challenges with their employment

Types of challenges include:

General work readiness

Soft skills (communication, etc.)

Don't complete / stay long enough

Cost of apprenticeship / day-to-day time requirements

Selection process time consuming / difficult

Lack of suitable staff to train / supervise

Challenges Experienced When Employing an Apprentice or Trainee Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

58% of employers in the Hunter – Central Coast area who employed an apprentice or trainee experienced challenges with their employment

Types of challenges employers mentioned included: o General work readiness o Soft skills (communication, etc.) o Don't complete / stay long enough o Cost of apprenticeship / day-to-day time requirements o Selection process time consuming / difficult o Lack of suitable staff to train / supervise


Training and Development

Industry / Region

Had employees undertake recognised

training in the last 12

months

Commercial or

enterprise training provider TAFE

Industry body

Manufacturing 24% 50% 25% 17%

Construction 53% 43% 27% 47%

Retail Trade 39% 27% 27% 36%

Accommodation and Food Services 43% 31% 31% 25%

Professional, Scientific and Technical Services 65% 40% 15% 55%

Health Care and Social Assistance 63% 40% 25% 25%

Hunter – Central Coast (July 2010) 47% 40% 23% 38%

Training and Development Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

In the Hunter – Central Coast region, 47% of employers reported that they had employees undertake recognised training in the last 12 months, however, there was considerable variation by industry.

Only 24% of employers in Manufacturing had employees who undertook training in the last 12 months.

A high proportion of employers in Health Care and Social Assistance had employees undertake training (63%).


Challenges to Providing Training

26% of employers in the Hunter – Central Coast area encountered challenges to providing training

Types of challenges include:

High cost of training

Too many hours of training per week

Timing of the training

Challenges to Providing Training Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

26% of employers in the Hunter – Central Coast area encountered challenges to providing training

Types of challenges mentioned included: o High cost of training; o Too many hours of training per week; and o Timing of the training.

Recruitment Expectations12 months following the survey


Industry / Region

Employers who will recruit

Will recruit due to

business growth

Will recruit due to staff

turnover

Anticipates difficulty recruiting

Manufacturing 39% 58% 79% 68%

Construction 51% 86% 72% 38%

Retail Trade 46% 73% 58% 19%

Accommodation and Food Services 51% 47% 68% 26%

Professional, Scientific and Technical Services 29% 56% 67% 44%

Health Care and Social Assistance 50% 44% 88% 25%

Hunter – Central Coast (July 2010) 46% 68% 68% 33%

Hunter – Central Coast (November 2009) 40% 70% 47% 39%

All regions surveyed in the 12 months to June 2010 43% 60% 63% 37%

Future Recruitment Expectations – 12 months following the survey Source: DEEWR, Survey of Employers’ Recruitment Experiences, Hunter – Central Coast, July 2010

Nearly half (46%) of employers expect to recruit in the 12 months following the survey.

51% of employers in the Construction industry expect to recruit. Of these, 86% anticipate they will recruit due to business growth and 38% expect difficulty recruiting.

Only 39% of employers in Manufacturing expect to recruit. A large proportion of employers anticpated recruiting due to turnover (79%) and many anticpate difficulty recruiting (68%).

Education and Training BenefitsIndividuals Increases income / high return on investment Increases employment options Reduces chance of redundancy / unemployment

Employers Increases retention / reduces turnover Increases workplace productivity Increases workplace flexibility

Community Increases income = increased local spending Availability of skilled workers attracts employers to the area Increases diversity of employment in the area and resistance to

boom / bust cycle.

Education and Training Benefits

Individuals o Increases income / high return on investment o Increases employment options o Reduces chance of redundancy / unemployment

Employers o Increases retention / reduces turnover o Increases workplace productivity o Increases workplace flexibility

Community o Increases income = increased local spending o Availability of skilled workers attracts employers to the area o Increases diversity of employment in the area and resistance to boom / bust cycle.

Conclusion• What are the implications for training?

• Demand for your services will increase

Will be continued demand for Advanced Diploma, Diploma, Certificate II and III, and an increased demand for skilled VET (mainly trades)

• Increasing demand in growth industries: Health Care and Social Assistance, Construction, Education and Training, and Mining

• Low unemployment = more part-time students

• Ageing training workforce: retention becomes an issue (i.e. training new staff)

• Importance of work experience elements in training

• Training in soft skills

Conclusion

What are the implications for training?

Demand for your services will increase. o Will be continued demand for Advanced Diploma, Diploma, Certificate II and III, and an

increased demand for skilled VET (mainly trades).

Increasing demand in growth industries: Health Care and Social Assistance, Construction, Education and Training, and Mining.

Low unemployment = more part-time students.

There is an ageing training workforce: retention becomes an issue (i.e. training new staff).

The importance of incorporating work experience elements in training is increasing.

Training in soft skills is also important.

Further Information

– www.deewr.gov.au/lmip

– www.deewr.gov.au/skillshortages

– www.deewr.gov.au/Regionalreports

– www.deewr.gov.au/AustralianJobs

– www.joboutlook.gov.au

– www.skillsinfo.gov.au

Further Information More information on labour market conditions and other research on small areas can be found on these web sites.

• www.deewr.gov.au/lmip • www.workplace.gov.au/skillshortages • www.deewr.gov.au/Regionalreports • www.joboutlook.gov.au • www.skillsinfo.gov.au • www.deewr.gov.au/australianjobs

Thank you.

http://www.deewr.gov.au/lmip

http://www.workplace.gov.au/skillshortages

http://www.deewr.gov.au/Regionalreports

http://www.joboutlook.gov.au/

http://www.skillsinfo.gov.au/

http://www.deewr.gov.au/australianjobs

Australian Government Department of Education, Employment and Workplace Relations

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