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A. Measurement

The National Workforce Taskforce will maintain a strong focus on measurement to track progress and drive accountability.

An annual report will be prepared, including an update on Australia’s workforce, an overview of active sectoral strategies and those under-development, as well as provide an overarching view of workforce needs from across sectoral strategies. Responsible agencies are expected to continue reporting on progress towards actions and outcomes defined in sector-specific strategies.

Measurement overview

Principle Measures of success and Key Performance Indicators Actions to support Key Performance Indicators
National Workforce Strategy Target full employment over the period until 2027.14 Support realisation of measures of success and key performance indicators against each of the principles.
Use data to create transparency and drive Government action By 2027, all sector-specific workforce strategies contain detailed consideration and analysis of data on the current and future workforce, including from the National Skills Commission
  • Sectoral strategies are data-driven, with consideration of current and future workforce requirements.
  • Ensure workforce actions align with the Digital Government Strategy, where data is captured, analysed, and used to inform design and policy and the APS develops data skills.
  • Data transparency is guided by the Closing the Gap Priority Reform Four: Shared access to data and information at a regional level.
Skill Australians and focus employment services on employment outcomes
  • Increase the proportion of the 20–34-year-old population with a tertiary qualification (76.2% in 2020).
  • Increase the proportion of VET graduates with improved employment status after training (60.6% in 2021). 
  • By 2027, the proportion of participants in work or study three months after exiting employment services will be:
    • 80% for Digital Services
    • 60% for Enhanced Services
    • 60% for Transition to Work
  • Simplifying, streamlining and rationalising VET qualifications to ensure training products are more fit-for-purpose, leading to higher quality training, improved learner outcomes, and clearer employment pathways.
  • Revise the Standards for RTOs to ensure they are clear and outcome-focused. Develop a framework for quality improvement and build the capacity and capability of RTOs, trainers, and assessors to shift from a compliance focus towards excellence.
  • Reform VET funding arrangements to drive increased participation in training that is high quality and meets current and emerging needs of industry and learners.
  • Support an increase of STEM skills, particularly for women, across the national workforce.
  • Reform employment services with Workforce Australia, including better job matching and drawing on data. 
  • Promoting skilled jobs growth through investment in higher education.
Remove barriers and disincentives to work
  • By 2031, increase the proportion of Aboriginal and Torres Strait Islander youth (15-24 years) who are in employment, education, or training to 67%.
  • By 2031, the proportion of Aboriginal and Torres Strait Islander people aged 25-64 who are employed has increased to 62%.
  • The workforce participation gap between men and women (aged 15-64) was 7.0 percentage points in February 2022. By 2027, the gap will continue to reduce below this level towards equal workforce participation. 
  • By 2025, reduce the share of young people, including both young men and women, aged 15-29 who are not in employment, education, or training (NEET) to 10.75% (compared to 12.65% in 2014).
  • Identify and address geographical and regulatory barriers to improve participation and labour force mobility.
  • Identify and action opportunities to increase workforce participation of under-represented, disadvantaged, and vulnerable groups of people, including women, people with disability, mature aged, youth indigenous Australians, migrants, and refugees, particularly those on the Workforce Australia caseload.
Activate industry to design and drive change
  • From the commencement of Workforce Australia, increase the proportion of registered employers who lodge a vacancy on the employer portal over the four years to 2027.
  • Fifty per cent of employers report use of the VET system.
  • Empower industry, through the establishment of Industry Clusters, to manage the end-to -end process from needs identification to skills development and oversight of delivery outcomes to ensure continuous quality improvement.
  • Engage industry in the design and delivery of policy and support them to play a central role in training and reskilling
Target migration to fill skills and labour gaps
  • Temporary Skilled Visa policy settings address skill shortages and reflect the labour market information from the National Skills Commission
  • Labour market outcomes of surveyed skilled and family migrants 18 months after arrival/ visa as reported in the Continuous Survey of Australia’s Migrants:
    • employed >70 per cent
    • unemployed <10 per cent
    • not in the labour force <20 per cent
  • Better targeting of migrant workers to meet labour market needs through skilled migration occupation lists and visa settings.

14 Full employment is defined as the ‘non-accelerating inflation rate of unemployment’ (NAIRU). The NAIRU moves over time and is influenced by a number of factors, so a numerical target is not provided. This measure will be assessed with reference to the Reserve Bank of Australia and the Treasury.