IS TIME ‘TIK-TOKING’ AWAY
OPINION
ON APPRENTICESHIPS?
IN 1985, TRAINEESHIPS WERE INTRODUCED, EXTENDING THE TRADITIONAL ‘TRADE’ MODEL TO A WIDER RANGE OF OCCUPATIONS. DURING THE 1990S, THE AUSTRALIAN GOVERNMENT INTRODUCED INCENTIVES FOR EMPLOYERS TO OFFSET THE COST OF APPRENTICESHIPS (AND TRAINEESHIPS), WITH THE GOAL OF ENCOURAGING MORE COMMENCEMENTS. THE PATTERN OF INCENTIVISING IS NOW BAKED INTO THE VOCATIONAL EDUCATION AND TRAINING MODEL. But for how long? Market trends are volatile, and the job market is particularly hard to judge. Four-year cycles (the traditional apprenticeship length) seem to rarely coordinate with the demands of growing labour shortages, or the inevitable glut of graduates at the end of a boom. It is not unusual to see a large intake of apprentices commencing, attempting to catch a cycle. As the cycle ends, the graduates find it hard to gain employment, or see wage pressure, giving cause for them to question their choice of trade. Adding to this are media articles focusing on ‘jobs that won’t exist in ten years’, feeding into a mindset where ‘signing’ up to a four-year apprenticeship, with questionable job outcomes, may seem a poor choice. So how does an electrical apprenticeship fare in this market? While ‘Tik-Tok’ content producers and ‘influencers’ can turn a dollar on social media, the underpinning norms of society still remain. People need to live, work and play somewhere. Building and construction, repairs and maintenance, will keep electricians, even as they are currently trained, in work for years to come. Being an expert in producing fifteen-second video clips won’t fix the short on your power circuit. However, there will be a turning point. To remain relevant, trades will need to address the peaks and troughs in labour demand, with a greater focus on being able to meet short term shortages, whilst building a future workforce that can better absorb these cycles. As emerging technologies drive a need for upskilled workers, the base skill sets in the electrical trade will continue to provide a solid foundation to build the
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knowledge and practical skills required, without unnecessarily adding long periods of training to address an acute shortage. As the 4 th industrial revolution advances, and other vocations wane and then cease to exist, some of these workers may have the foundation skills that fit the future electrician mould. But will a four-year apprenticeship work for them? Where competency development is currently linked to time served, is it a model we can keep for eternity? In 1640, apprenticeships were eight years long. In 1855, legislation in NSW set nominal and maximum durations for apprenticeships. After WWII, the split of on job/ off job training was established on an 80/20 split. At the start of the 20 th century, apprenticeships of seven years were common, after WWI, it was reduced to five, in the 1970s, to four. In 1973, the introduction of the National Apprentices Assistance Scheme was set against industry questioning the inflexibility of the system, and its capacity to meet changing labour market needs or adapt quickly. Almost fifty years on, we find ourselves asking the same questions.
With over 233 years since the apprenticeship model landed with the first European settlers, the last thirty years have seen the greatest changes. Our apprenticeship model is world renowned for its effectiveness in delivering a skilled workforce. Imagine what another thirty years will bring? One thing is for certain, school leavers will look to industry for training. Credit to NCVER, Knight B. Evolution of apprenticeships and traineeships in Australia: an unfinished history, 2012. For the facts, figures and historical references.
Steve Hall General Manager, College of Electrical Training
September 2021
