AVETRA Day two

 Notes taken on the second day of the AVETRA conference, held at the University of Technology, Sydney.

The day started with a 'panel' on the theme - the past is a foreign country, or is it/ The curious journey of Kangan discourses over 50 years. Dr. Kaye Schofield responds to Don Zoellner. A good overview of the history of TAFE since the Kangan report in 1974. This report provided the blueprint for the formation of TAFEs in Australia.

There have been many challenges, changes, innovations but also setbacks, years when VET was continuously restructured, deconstructed, re- constructed!,  found status and supported by some governments and other times when they were neglected. NZ could learn from this history, to not politicise education and to hold on to the principle that education, is a public good. Especially to not use education as a political football, but for each government in power, to work collaboratively, for the long term betterment  of the country. The presentation covered how Kangan should be read now, half a century later. What core principles and propositions have stood the test of time? and where are the continuities and discontinuities? 

Presentations across 3 streams then begin.

Before lunch, 3 presentations.

First up, Dr. John Howse from Toi Ohomai, Tauranga, Aotearoa. He presents on an aspect of his PhD thesis with ' exploring the symbiosis and tensions between vocational practices and the aspirations for VET in Aotearoa NZ. John was awarded the AVETRA conference abstract :)  Covered the practice-theoretical approach to VET research. Thpractice study was to challenge VET vocational practice. Used practice architeture architecturetheory helped cover helped how learning could be understood better as patterened, embodied, networked and emergent as 'sayings, doings and relatings'. Ethnographic context was bee keeping in the workplace, and campus-based learning. Hive work and seasonal colony management were selected for focus. Bee keeping required an affective dimension of care, something that is difficult to capture in assessments. Practice was then compared to graduate outcomes in current apiary qualfications. Emphasis in the qualifications on production and no mention of the affective dimension, the community of practice and localised context of beekeeper work. Challenges to the relevance of how VET qualifications are constituted, cycles of reform in VET, the shifting of beekeeping into commercialised production, sustainable, beekeeping practices and been keeping as a way of life. Opportunities could be in changed qualifications, reimagined graduate profiles, micro-credentials, a mixture of work and block courses. Contributions of this study to the continual review of qualifications. 

Then, Associate Professor Melanie Williams and Angela Tsimiklis from William Angliss share their work on 'evaluating collaborative challenge-based learning: teaching for the future. Introduced CCBL as a 11 step process with both students and tutors working in teams CCBL needs to be mapped back to the training packages. detailed a pilot in Cert IV patisserie where a challenge takes place across a term and evaluated at the end of each cycle. Evaluation was to understand teachers experiences. Determine how it may improve student learning and adjust to allow for self-managing teams. CCBL requiries teachers and students to compile weekly reflections. Data collected and analysed through mini research cycles to allow for adjustments to the process as the CCBL process continued through the year. After the first term, all were excited but also frustrated and confused as students needed to be self-directed. Teachers observed high levels of student engagement and focus, more advanced technical skills covered, time constraints led to shortcuts, coordination was ad-hoc, it was challenging to align session planst to actual class happenings. In term 2, master classes extracted and taught traditionally for first 4 weeks. Challenges and teamwork delayed until week 5 and reduction from 2 to 1 teacher per room. Student valued a slower pace but excessie repetition led to boredom and decreased motivation, complaints of inconsistent teacher instructions, students awareness of 21 cnetury skill development grew through the use of self-assessment rubric. Teachers felt classes ran more smoothly, one teacher in a room was management, students had improved confidence, critical thinking, multi-tasking, teamwork, produce multiple products. It seems that the extraction of master classes from challenges resulted in bybrid model, teachers view it as an improvement, but hybrid runs cunter to CCBL. Maybe CCBL is too low for Cert IV. teacher collaboration still important. Teachers enthusiastic, students less so. Students developed greater technical proficiency. Cert IV may be problematic for CCBL. Two more terms to be evaluated. 

Third up, Anthony Allan and Associate Professor Steven Hodge present on 'understanding complexities of user acceptance and considering the influence on digital evidence collection in VET'. Rationale for the project was the need for frequent job change, micro credential opportunities and the influence of new technologies that can help capture evidence of learning. Observation of practice, eportfolios, digital badges all possible. Participants were trainers, managing leaders, expert leaders and system leaders. Drew on the technology acceptance model (Davis, 1986) on percieved usefuness, percieved ease of use and attitudes towards use. In tVET, modification of TAM ot C- contextualised, TAM and E (extension). (CTAME). Went through the findings as they were connected to CTAME. Acceptance of technology changes over time - usually becoming more positive. Therefore acceptance is a complex concept, identifying specific types of acceptance could enable future research to shift from aiming to determine use, to aiming to determine the effective of use. \

After lunch, there are two presentations. Starting with Professor Erica Smith on 'a new and different look at women's participation in the apprenticeship system in Australia. Started with 3 vignettes to illustrate that the thinking on gender and VET has not moved along very much :( Then summarised the history of apprenticeship. Over 60 plus years, most reports on did not involved few females writing them and many did not include the female aspect. Trade apprenticeships (maingly male) much higher than non-trade apprenticeships (mainly female occupations in health, retail, cleaning etc). In general, women then to be in traineeships/shorter training times. Suggested the need to increase women's participation in traditional apprenticeships. WAVE has been doing important work to ensure women are not discriminated against in occupations which are non-traditional for women. Men going into women dominated work, probable need similar support. With skill shortages, there have been encouragement to 'conscript' women to help alleviate the shortage. After WW2, women returned to domestic duties when the men returned. So there are deep seated perspectives on what are womens' jobs or men's jobs. The social construction of skill (Smith & Teicher, 2017) means that jobs that have professional or industrial power, gain formal training and qualificaiton structures. Women work in care, customer skills etc. considered not really skilled and are generally low skill and low wage. another concept is to view people (the unemployed, women gig workers) as 'the reserve army of labour (used by Marx but likely Engels). Therefore important to avoid tokenism, include the female voice, value jobs that women do and provide pathways that are as good as those for men.

Followed on by Teressa Schmidt, Tracy Flenady, Dr. Julie Bradshaw, Shweta Singh and Rachelle Cole on their work 'progress, benefits and barriers: supporting scholarly activity and development of VET teachers in a regional university. Began with the challenges and rationale. Important to apply scholarship to supporting VET teacher 'currency' the usual tools to recognise this, did not exist in the reporting structures! The changed labour market, technological innovation, global responses, future pandemics etc. need the curriculum to be updated. 19 participants in cummunity services, health and nursing, all female most 50-59 and most have taught 5-9 years. Pilot involved particpants assembled into teams to undertake a literature review. Workshops monthly to undertake the review across 12 months. By the mid-point, 8 participants left, and engagement was low. Workload increased due to enrolments doubling. Learning did take place. Summarised the barriers and suggested solutions. There is a desire. Barriers included organisational and personal. To succeed, additional support in the form of allocated time for scholarly activity, mentorship, and recognition of the scholarly activity.

The conference closes and is followed by afternoon tea and final networking. Steven Hodge closes the conference beginning with thanking the sponsors, Skills Insight and the NCVER. Then reviewed the learnings from the conference. Landis Barrett-Pugh then officially closed the conference with plans to meet next year in April in Melbourne.

C0nCOVE / Tūhura hui - notes taken during the day

 Attended the Construction and Infrastructure Centre of Vocational Education  (ConCOVE) conference today. Missed most of the first keynote in the morning but was able to get to the venue in time to pick up the end of Kaila Coblin's scene setting session to 'build bridges- collaborating for vocational education excellence'.

The next session with 'unlocking potential: systems change for our vision' with  ConCOVE's George Makapatama. Provided the ConCOVE perspective with how the organisation is approaching the important 'systems changes' -firstly to try to identify the problem, before launching into solutions. His presentation drew on his story - growing up in Niue and how his culture grounds his thinking. Connections are important in a collective society. Introduced the concept of 'servantship' which drives his life. Both mean we are all part of a larger whole and draw on this support to progress towards contributing to a better society. Shared the 6 conditions for systems change from the work of Kania, Kramer and Senge (2018) - from structural to transformational change. 

The after morning tea session was with Suzette Dyer from the University of Waikato, who followed on with 'Developing a bystander Theory of Change' for the sector. Shared a ConCOVE project to develop new anti-harassment guidelines - reducing bad behaviour on worksites. Traditional responses are individualised, difficult, may worsen the situation and most often, the victim leaves the workplace. Recommended a collective /whole workplace response which is supportive and leads to fewer negative outcomes. 

Then Eve Price updated on 'Navigating the challenges in Degree Level Apprenticeship'. Introduced the concept. TEC thinks of degree apprenticeships as a way of delivery. For industry, apprenticeship occurs on-job. The term does not exist for NZQA. At the moment WDCs look after qualifications to Level 6. Level 7 degrees are in the university and ITP space. Discussed the pros (equity, retraining, earn and learning, addressing skill shortages etc.). Unpacked using 'systems change' introduced by George and applied to how degree apprenticeships can be promoted and established. ConCOVE is contributing to a pilot next year. 

An update on ConCOVE project fund process with Katherine Hall and Jackie Messame and an overview of the ConCOVE PMO, bookended a 'relationship accelerator - speed idea generation' activity.

After lunch there was a short ConCOVE challenge using slido.com - featuring 11 questions VET, construction industry, rugby, Mātauranga Māori and ConCOVE concepts.

Dr. Kylie Taffart then presented on 'Futures in NZ quarrying'. Introduced the industry - big rocks into small rocks', including sustainability initiatives. Main challenges around health and safety, aging workforce, inclusive workforce, and technology adoption to increase productivity. There are strong connections between quarrying and civil construction. Currently unit standards are too technical. Study is to evaluate what training programmes are available and inform future programmes and industry professional development. Described research method and objectives of the project. Findings from Delphi study indicate the challenges of the need for leadership, health and safety, and legislation and regulations. Recommended set up of advisory group, complete analysis of data, develop a future of quarrying futures scenario and publication of report.

 Josh Williams and Jackie Messame shared a project on 'Transitioning to kaiako (teacher)'. Josh began with stating that high quality VET requires high quality teachers. The world of work and education are still far apart. How do these two worlds come together, especially through industry workers moving into teaching. What are the supports that help the shift people from work into education. Then how do currency and future professional development occur. How can the dual roles and dual professions work together, one informing / drawing from each other between the two identities. VET delivery is complex and in a continual transition/change. Common competencies are technical, education, stakeholder engagement and professional values and commitment. Call for participants to contribute to the project. 

Jackie covered the comparison between on-job and off-job learning. Interviewed, trainees, trainers (supervisors, assessors etc.) to find out what a good were the qualities of a good workplace trainer. Some technical skills but much in the leadership, learning, supervision, and mentoring quadrants. 

After afternoon tea, an activity session with Callum McKirdy on 'inspiration, reflection and action: A journey forward' to gather contributions on how ConCOVE can meet needs of the participants, what was of most interest, and what did we get out of the day. 

The conference then closed with final remarks. Good to meet new people, touch base with familiar kindred spirits, and see how COVEs have developed and their direction.

AVETRA - Day 2

 Day 2 begins with a welcome to Country. Dr. Lizzie Knight provides a overview of Day 1 and introduces the first keynote.

Keynote 4 is with Dr. Geethani Nair, the Chief Innovation Officer with Digital Skills Organisation. She presents on 'building a resilient workforce: The critical role of prioritising skills in VET'. Overviewed the Australian VET sector and its challenges; need to innovate at VET for dynamic industry demands; and opportunities on the horizon for the sector. Reminder of how VET covers community-based adult education, private RTOs, government and non-government enterprises,  TAFE, VET in schools etc. Some perspective of VET as broken but perhaps it is crumbly - fragmentated, eroded, dysfunctional :( The introduced a case-study from Sri Lanka. Has less than 1% of government budget in VET, in the bottom 20% for labour market efficiency and low in quality of education. Skills shortage etc. with low productivity, mainly in low/unskilled occupations and 1/4 of population employed overseas (majority in low skill occupations). In contrast, Australia focuses on VET are to assure active citizenship and community engagement; opportunities for under-represented groups and an inclusive and equitable society. Challenges include declining enrolments, low completion rates, employer satisfaction could perhaps be higher, student satisfaction quite high, and quality indicators indicate 20% could do better, and funding forecasted to decline. 

There are increasing skill gaps due to changing landscape of work and rapid technological advancement. To keep out requires agile and responsive skilling sector, new pedagogical models and teacher capability. Innovative VET needs to 'hit the industry bullseye', maximise relevance an transferability, and ensure mobility of skills. Adopting a skills-based approach (skills taxonomy) one way - from transferable skills across roles and industries, skills analysis of workforce, clustering for maximising tranferability and mobility, and skills development reflecting the evolving demands of industry. Application over acquisition, skills standards into clusters, skills developed close to action and skills for jobs - stackable, accreditated + non-accreditated. Explained skills pathways to job roles - pathway to job, job specific skills mapped to credentials/micro-credentials, blend accreditated and unaccreditated micro-credentials, training delivery could be skills, competency or curriculum based. In doing, learners are helped to stay ahead, have the ability to stack job roles, align micro-credentials to full qualifications, have rapid adaptation. Case study of cyber analyst role with alignment to digital skills standards. Curriculum with cyber core (info security, security infrastructure, security ops), cyber assessment, and cyber development. Completed through work-integrated learning. Shared mapping of digital job pathways. Opportunities to improve, increase, enhance, strengthen, improve and increase various key platforms of VET. 

Keynote 5 follows with Professor Rae Cooper who is the Professor of Gender, Work and Employment Relations at the Australian Research Council - University of Sydney Business School, presenting on 'ceilings, walls, floors and gaps: The architecture of gendered inequality in work'. Gender equity also related to equity for all others. Overviewed the architecture of difference and discrimination; the gap between aspiration and practice, and meeting these needs and filling the gaps. The pervasive and enduring architecture of gendered difference - stratification (glass ceilings), segregation (glass walls), undervaluation and bad jobs (sticky floors), hours disparity (paid/unpaid work), 'bad flex' (good flex is in short supply), and disrespect (harassment and bias still pervasive). Over 40 years, women stay in the workforce (post child birth) at high rates (40% return in 1960s and 80% now). Australian women best educated in the world, than at any point in history and better educated than men -50% now have a degree. Women at work want respect, security, decent pay, balance between work and care and flexibility. However, there is still a gap between what respect, security, work balance (53% gap) flex they want and what then would like going into the future and there is still a gender pay gap. Australian women are educated, engaged and ready to participate. However workplaces are not yet meeting their needs. Mutual benefits for women, government and business from filling the gaps and dismantling the gendered architecture.

Concurrent sessions begin after morning tea.

I present on our 'mobile learning' project with 'Applying mobile learning towards digital inclusion for vocational education learners'. The data comes from a study with Alan Hoskin to find out how trades students coped with the pandemic in 2021, the devices they were able to access, and their experiences of remote/emergency learning. As with other studies going back 2 decades, mobile phone ownership predominated amongst the participants. Yet, our LMS is PC/laptop centric, making the mobile learnning experience, much less fluid and userable. Therefore, there is still a need to design for mobile learning, in particular, holistic design across all facets of learning - communications, student support, pastoral care, learning activities and assessments, to assure a consolidated mlearning experience. 

Then Kylie Taffard from the ConCove presents on 'constructing women: investigating the influences on career development educators when advising young women on construction trades' and overview of her PhD thesis. Summarised research process - to understand trades academies and gendered occupations - with constructions trades as the context. Detailed her model - the opportunities and influences of gender socialisation and stereotypes; occupation stereotypes and segregation. These impacted on learners career decisions; career development educators focused on student interests; trades women also appreciated sympathetic career development support. Theory of career choice assumes self-efficacy but if this was tapped on, career choice much more aligned. Perceptions of the industry played a part, some saw the need to leave their femaleness to enter a male dominated industry. School culture contributed to perceptions of how to behave as a female and peer values often can be challenging. Family connections often helped pave the way into the industry. Career developers often had to help young people mediate their career aspirations with family expectations. Need to ensure support provided to young people if they pursued non-traditional career choices. Career developers themselves had challenges, working with other teachers who had biases with regards to gendered career choice, having to work through too much information on the range of careers available, heavy workloads, lack of support from school leadership etc. Summarised recommendations. 

Followed by Professor Antje Barabasch, from the Swiss Federation University of VET, on 'how industry responds to new challenges for training apprentices in Switzerland'. Overviewed the school and VET system, with 70% of school leavers selecting - from a wide choice of options - apprenticeships as a post-school education option. Detailed the apprenticeship training process - in-company training, training centres and industry training (to cover the gaps). Summarised a project on 'innovative approaches to apprenticeship training'. Rationale is the changes in work and new conditions for work and learning. Across 6 years, 7 industry case studies have been derived- telecommunications, public transport, postal service, retail, pharmaceutical etc.  Stressed the need for 'transversal skills', support learners' enthusiasm and motivation and the roles of relatedness, competence and autonomy to support these. Shared innovations and examples to extend apprenticeship through mobility and exposition; responsibility and entrepreneurship; preparatory course and special training, and supporting creativity. Recommended conditions for success in innovations in VET - management commitment, leadership, trainer autonomy, openness and flexibility, culture shift, time for evolution to take place, and support of intrinsic motivation. There are challenges as well - apprentices' focus on social aspects, work environment is competitive, and stress and authentic learning at work. 

After a working lunch with the research dissemination sub-committee,  three presentations follow:

Dr. Warren Guest on 'VET learners as curriculum co-designers: examining the realities, opportunities and prospects'. Focused on curriculum design process and how apprentices see themselves in the process. Apprentice case study shared for exemplary and not as model workplaces. On paper, the enacted curriculum and training plans spell out things to be accomplished. However, workplace sub-cultures, apprentices' agency, expansiveness or restrictiveness of workplace etc. mean consistency between workplace/ learning sites will always be variable. Suggested the co-designing of the curriculum especially with regards to mode of training delivery (on/off job, who with, decision based on cost/time/availability), the structure of training delivery (how long, when, where), assessment arrangements (to work for apprentice), elective units (or relevance to the apprentice aspirations) and competency based completion timeframe (negotiated / flexible). Training plans, although supposedly apprentice-led, now mainly employer-led. So what is the apprentices' experienced curriculum? Investigated apprentices agency and understanding of the process. Development of occupational and vocational identity is important to establish the motivations and direction for their apprenticeship journey. For the experienced curriculum, apprentice knowledge augments engagement, off the job develops vocational belonging, gradual skills development leads to deeper knowledge depth, business needs prioritised over learning needs, and learning preferences are rarely considered. 

Then, John Blake from Eastern College Australia on 'engagement strategies that support retention of learners in higher education'. Model of student as being central to education. The class (teachers and peers) are wrapped around to provide immediate support and whole of school also required to provide positive support as well. Study to address high attrition rate of student with external students even more likely to withdraw. Summarised reasons for attrition and a content analysis to unpack solutions. Affective categories (mentor, support, belonging, communication, teacher-presence, feedback, collaboration etc.) seen to be most likely to assist. Multiple strategies, as all these categories intersect and intertwine, synergised to the context, useful as interventions to improve engagement to prevent attrition.

Last presentation from Dr. Karen O'Reilly-Briggs who presents on aspects of her ISS fellowship - report now published -  with 'VET school teachers in Norway and Finland: what Australia can learn from Nordic models of VET in schools'. Briefly summarised backgrounds of Norway and Finland - from an educational perspective. In Finland, Universities of Applied Science provide more practice-based education, school-based VET has improved prestige and young people view VET positively with 50% of upper secondary school students study a VET pathway. VET teachers must be qualified before teaching, and only a fraction of applicants able to enter the programme. For Norway, school VET integrated into general education. 51% of students are VET students and 80% on 2+2 which includes two years of school which is generalised and two years of industry-based learning. Two pathways into VET teaching - 3 year Bachelor or practical pedagogical pathway (1 year plus 4). In both countries, VET teaching well respected, have VET streams in schools and require higher qualifications before entry into VET teaching.

Panel discussion on building institutional research capability, chaired by Professor Michelle Simon follows afternoon tea. Panel includes Professor Sarojni Choy (Griffith University), Professor Michelle Simon (Western University University), Professor Stephen Billett (Griffith University), Dr. Henry Pook (Holmsglen Director of Centre for Applied Research and Innovation) and Dr. Joy De Leo (Manager, Research and Data Analytics, NCVER). Each shared their perspectives and recommendations as to how to build research capability in their own context. 

A plenary session closes the conference. 

Overall, a good re-acquaintance with conference presentation and networking. The conference committee was able to bring in a good range of keynotes, updating on important aspects of Australian VET policy. We need a similar event in Aotearoa NZ :)