Adelaide Hills, Fleurieu and Kangaroo Island

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1 Adelaide Hills, Fleurieu and Kangaroo Island Business Growth and Workforce Development Plan

2 Acknowledgement This plan was prepared by Regional Development Australia in collaboration with government and industry partners. The research underpinning the plan was funded principally by the former Australian Government Department of Industry, Innovation, Climate Change, Science, Research and Tertiary Education (now Department of Industry), under its Workplace Innovation Program. Additional funding was provided by the South Australian Government Department of Further Education, Employment, Science and Technology. Project Coordinator and Author: Martin Delaney C/- Regional Development Australia AHFKI 1 Coleman Terrace, Strathalbyn, South Australia 5253 Printed September RDA AHFKI Business Growth and Workforce Development Plan

3 Contents Executive Summary 4 Introduction and context 6 Current business and workforce profile 12 Challenges and opportunities for the region 34 Approach 40 Action Plan 48 References 54 Appendix 57 3 RDA AHFKI Business Growth and Workforce Development Plan

4 Executive Summary Increasing the skills and qualifications of individual workers is critical to support Australian businesses and drive improvements in the productivity of the economy while fostering greater levels of workforce participation (Council of Australian Governments, 2013). As a broad observation, educational curriculum in Australian schools, VET and Higher education institutions is not well aligned with the skills businesses need. This is reflected in recent lobbying by industry for a whole of education and training approach to skills development (ACCI, 2013). As well, there are particular concerns around access to education and training in regional areas which need to be addressed. About this research This plan to improve business and workforce skills in the RDA Adelaide Hills, Fleurieu and Kangaroo Island (AHFKI) region has been prepared as part of a two-year study of industry skill needs in the region conducted by RDA AHFKI and its partners. 1 The aim of the study was to develop a comprehensive business growth and workforce plan for the region that addressed, in the short, medium and long terms: The development of the future workforce through the school, VET and university sectors. Up-skilling of current workforce at the enterprise and industry level. The attraction of suitably skilled people to the region for work. Succession planning. Development of management and entrepreneurial skills. Methodology The study had four major components: A review of Australian and international literature on skills and workforce development (April June 2012); Skill needs analysis based on data from the RDA s Regional Business and Workforce Survey 2012 and follow up interviews with local business owners (July December 2012); Collaboration workshop with government agencies involved in workforce planning in the region (March 2013); Preparation of RDA AHFKI Business Growth and Workforce Development Plan (July September 2013). This work was funded principally by the former Australian Government Department of Industry, Innovation, Climate Change, Science, Research and Tertiary Education (now Department of Industry), under its Workplace Innovation Program. Additional funding was provided by the South Australian Government Department of Further Education, Employment, Science and Technology. 1 The study also included the RDA Barossa region for which a separate workforce plan was developed during May to July RDA AHFKI Business Growth and Workforce Development Plan

5 All reports generated as part of this study can be downloaded from the RDA AHFKI website at Key messages This plan argues for a job creation strategy built around the development of infrastructure to meet the needs of fast growing regional centres (Mount Barker and the southern Fleurieu townships), and isolated communities like Kangaroo Island. A priority for the region, as articulated in the RDA AHFKI Roadmap , is to develop access infrastructure like roads, ports, river facilities and coastal boating facilities as well as technologies like broadband. The context for this priority is improving connectivity to commercial and labour markets, services and social participation opportunities for local communities (RDA AHFKI 2013b: 8). It is imperative that local suppliers and labour are employed on all infrastructure projects in the region and that the relevant agencies are given sufficient lead time to develop training programs and up-skill local people. Sole operators represent two-thirds of all businesses in the region. Of all industries, Construction has the largest share of the region s sole operators. This workforce is critical to potential infrastructure projects. Construction industry s sole operators (or sub-contractors) may have the technical skills needed to get the job done but sometimes lack the management skills that it takes to run a successful business. Management skills - such as Strategic planning, Risk management, Marketing, and Business financials - are not covered in an apprenticeship. The majority of the region s employers believe that their employees technical skills are either adequate or above what is required. They argue that more needs to be done to improve employability skills especially communication skills (customer service), self-management skills, initiative and enterprise skills. Fresh thinking is needed on the training of casual workers who represent a substantial portion of the region s workforce (up to 60 per cent in Accommodation and food services). On the whole, casual workers receive very little training. Broadening and improving the skills of casual workers will result in an all-round better experience for the customer and for the employee, and will help the region to achieve its goals. Apprenticeships are an investment in the future for both the economy and for the apprentice. There is mounting concern about the decline of apprenticeships not only in this State but across much of Australia. Poor economic conditions are generally blamed for this decline. The evidence suggests that this may not be the full story. Many of the region s small business owners believe that apprenticeships are not relevant to their business. They do not have the full-time hours to offer an apprentice. The apprenticeship system is too complex. The cost/benefit ratio does not stack up. All of this suggests the need for a re-shaping of apprenticeships to ensure that the system is relevant and accessible to small business in regional areas. There is a need to develop a set of agreed economic and social indicators for the region to enable measurement of progress. The appropriate body to do this is the newly established Industry Skills Regional Leaders Group (Adelaide Hills, Fleurieu and Kangaroo Island). 5 RDA AHFKI Business Growth and Workforce Development Plan

6 Introduction and context Introduction This plan will be used to improve business and workforce skills in the RDA Adelaide Hills, Fleurieu and Kangaroo Island (AHFKI) region over the three years from 2014 to It is based on a comprehensive study of industry skill needs across the region by Regional Development Australia AHFKI. The research work underpinning this plan was funded principally by the former Australian Government Department of Industry, Innovation, Climate Change, Science, Research and Tertiary Education (now Department of Industry), under its Workplace Innovation Program. Additional funding was provided by the South Australian Government Department of Further Education, Employment, Science and Technology. The research had four major components: A review of the Australian and international literature on skills and workforce development (April June 2012); Skill needs analysis based on data from the RDA s Regional Business and Workforce Survey 2012 and follow up interviews with local businesses (July December 2012); Collaboration workshop with government agencies involved in workforce planning in the Outer Adelaide region (March 2013); Preparation of RDA AHFKI Business Growth and Workforce Development Plan (July - September 2013). All of the reports can be downloaded from the RDA AHFKI website: A major influence on this Plan is the Organisation for Economic Cooperation and Development s report Better Skills, Better Jobs, Better Lives: "Without adequate investment in skills, people languish on the margins of society, technological progress does not translate into economic growth, and countries can no longer compete in an increasingly knowledge-based global society OECD In Australia, expressions of this policy approach are to be found in the Australian Government s 2012 Australia in the Asian century white paper, the South Australian Government s Skills for All reforms (2012) and The 30-Year Plan for Greater Adelaide (2010), and the Kangaroo Island Plan (2011). This Plan serves as an important reference point for all stakeholders as it identifies the region s many strengths, key challenges and opportunities moving forward, RDA AHFKI s preferred approach to skills and workforce development, and a set of recommended priority actions. For local business, the Plan will better direct skills training and other learning to meet industry needs. For our partners in government, this plan will provide a blue print for further action, highlight areas for future collaboration across organisations and regions and assist informed decision-making and policy development. 6 RDA AHFKI Business Growth and Workforce Development Plan

7 Context for the plan The region The RDA Adelaide Hills, Fleurieu and Kangaroo Island region covers a total land area of square kilometres. The region is diverse and borders the Adelaide Metropolitan Area, the Barossa, the River Murray, The Great Southern Ocean and Gulf of St Vincent. It incorporates six local government areas (LGA): Adelaide Hills (DC) Mount Barker (DC) Alexandrina (DC) Victor Harbor (C) Yankalilla (DC) Kangaroo Island (DC) Business profile Table 1.1 shows a count of businesses in the RDA AHFKI region by the number of persons employed as at June According to these data, there are 11,132 businesses located in the region. 2 Almost two-thirds (65.0%) of these businesses are one-person/family owner operated businesses with nil employees (i.e. sole operators). The remaining third (32%) are predominantly small businesses employing less than 20 people. Just 3% (or 302 businesses) employ 20 persons or more. 2 Anecdotal evidence suggests that about 50 per cent of all registered businesses in the region are active at any one time. 7 RDA AHFKI Business Growth and Workforce Development Plan

8 Table 1.1: Count of businesses, by number of people employed, RDA AHFKI Region, June 2011 AHFKI Industry Non employing Total Share of Total Businesses A Agriculture, Forestry and Fishing 1, ,266 20% B Mining % C Manufacturing % D Electricity, Gas, Water and Waste Services % E Construction 1, ,016 18% F Wholesale Trade % G Retail Trade % H Accommodation and Food Services % I Transport, Postal and Warehousing % J Information Media and Telecommunications % K Financial and Insurance Services % L Rental, Hiring and Real Estate Services % M Professional, Scientific and Technical Services ,100 10% N Administrative and Support Services % O Public Administration and Safety % P Education and Training % Q Health Care and Social Assistance % R Arts and Recreation Services % S Other Services % Not Classified % Total 7,289 2,355 1, , % Share of Total Businesses 65% 21% 11% 3% 0% 100% Source: EconSearch 2013 Unpublished Population and labour force The RDA AHFKI region has a population of 114,744 based on Census data for Almost one in five (18.6%) persons is aged 0-14 years (higher than the State average of 17.9%) per cent of the population is aged 15 or over, of which 57.9 per cent is employed. The five biggest employing industries are: Health care and social assistance (13.5%), Retail trade (10.9%), Construction (8.9%), Education and training (8.7%) and Manufacturing (8.0%). Unemployment in the region is low compared with the State average but there are pockets of high joblessness such as along the southern Fleurieu coast. 8 RDA AHFKI Business Growth and Workforce Development Plan

9 Key drivers of economic growth and skills development Key drivers of economic growth It is helpful to think about the key drivers of growth (or structural change) in terms of longer-term transformations and shorter-term volatility. One of the key longer-term transformations is the shift of global investment and economic activity to emerging market economies, particularly those of Asia (most notably China and India). In the 1950s, these economies accounted for 15% of global output but today account for a third of all global output. This is predicted to rise to around half by 2030 (Parkinson, 2012). Other longer-term drivers of growth include technological change, innovation, and the challenge of sustainability. Longer-term transformations come to the fore in discussions about climate, environment, water and food security, and the impact of population ageing. Shorter-term volatility is associated with uncertainty in the global and local economy and a fluctuating Australian dollar. This volatility is putting enormous pressure on the Australian economy, the profitability of businesses, and on the price structure of business inputs. Drivers of skills development A good indication of changing skill demand can be obtained by examining long-term structural changes in the occupational profile of the workforce. Knight and Mlotkowski (2009) found that much of the employment growth in Australia between 1999 and 2009 was driven by the managerial and professional (i.e. highly skilled) occupation groups. In contrast, employment growth in the intermediate and lower occupational (or skill) levels was weaker although still strong. A similar pattern of changing skill demand can be observed in the RDA AHFKI region. Policy drivers The need to increase productivity and labour force participation permeate the economic and social policy agenda at all government levels. It is argued that both are crucial to improving living standards and social inclusion. The key policy documents informing this Business Growth and Workforce Development Plan are the Australian Government s 2012 Australia in the Asian century white paper, the South Australian Government s Skills for All reforms (2012), The 30-Year Plan for Greater Adelaide (2010), and the Kangaroo Island Plan (2011). The Australian Government s white paper puts forward a plan to guide Australia through the Asian century. The starting point for the plan is that Asia s rise offers many opportunities for Australian governments, business, unions and the broader community. The paper identifies five areas of action to ensure that Australia is successful in the Asian Century. These are: 1. Build on the nations strengths e.g. an open and resilient economy; 2. Invest in our people through skills and education to drive Australia s productivity performance; 3. Highly innovative, competitive Australian firms and institutions that develop collaborative relationships with others in the region; 4. Cooperation with other nations to support sustainable security in the Asia-Pacific region; 5. Strengthening and building relationships with partners in the Asia-Pacific region 9 RDA AHFKI Business Growth and Workforce Development Plan

10 The South Australian Government s Skills for All reforms were launched in July The reforms were designed specifically to meet productivity imperatives and to increase employment participation (South Australian Government, 2012). Essentially, the reforms introduce a student-led, demand driven market based system. They encourage more individuals to take up training, while also encouraging more to complete. Industry remains a key partner in developing a training and workforce development culture in the workplace: in order to operate effectively Skills for All must, in partnership with industry, develop the infrastructure required to develop and support a strong training and workforce development culture in South Australia TASC 2012: 13 There are two sources of funding for skills and workforce development under the Skills for All program (for more information, go to: Individuals: An individual needs to meet course entry requirements and verify their eligibility with their approved training provider before being enrolled for their qualification. Employers: the Skills in the Workplace program funds up to 90% of the training costs of eligible South Australian employers for industry-critical skills and specialised occupations, with employers contributing the remainder. Priority is given to funding accredited training that leads to: 3 the completion of nationally endorsed qualifications from certificate IV to advanced diploma level specific skill set training available to individuals with an existing full qualification of at least certificate III level. Targeted industry sectors currently include: Resources Infrastructure (public and private investment) Community services Advanced manufacturing Agrifoods Clean technology and green skills Defence Health Water resources Consideration is also given to: Workforce needs following major construction projects Significant regional employers Accredited training for legislative compliance The South Australian Government s 30-Year Plan for Greater Adelaide (2010) contains a number of initiatives to ensure the greater Adelaide region will achieve its objectives of maintaining its competitiveness, liveability and sustainability and resilience to climate change. The plan incorporates the Adelaide metropolitan area plus outlying areas of the Fleurieu Peninsula, Adelaide Hills and Barossa. 3 Check the Skills for All website for the latest information on priority listings for government funded training. 10 RDA AHFKI Business Growth and Workforce Development Plan

11 The Kangaroo Island Plan (2011) guides future land use and development on Kangaroo Island. It responds to the opportunities and challenges facing the island and identifies the planning priorities, principles and policies necessary to achieve the vision. The principal aims (p14) are to: strengthen the role of the main towns ensure sustainable coastal development protect natural and industry assets expand the role of active, nature-based tourism, particularly in coastal locations maintain and strengthen primary production in appropriate areas ensure an appropriate and well-located supply of residential, commercial and industrial land to support growth retain the built and natural heritage in and around towns and settlements. Small business attitudes to training Small business is critical to the future of the RDA AHFKI region. Why is it that small businesses are less likely than medium and large businesses to invest in training? Westhead and Storey (1997) examine the reasons in relation to management training. They suggest four reasons why small businesses buy less management training than medium and large businesses: 1. Price: the real price of training is higher in small firms (when the opportunity cost of the owner s absence from work during the training period is included); 2. Income: small firms are more financially constrained; 3. Tastes: training is perceived not to be appropriate e.g. too general or not conveniently provided; 4. Information: small business owners may be less well-informed about the availability of management training. For similar reasons, small firms are less likely to undertake business planning than large firms, or to make the link between business planning, skills and workforce development (SA Training and Skills Commission, 2012). 11 RDA AHFKI Business Growth and Workforce Development Plan

12 Current business and workforce profile This chapter presents a profile of the RDA Adelaide Hills, Fleurieu and Kangaroo Island (AHFKI) region and its workforce. 4 It is organised into three distinct sections. The first section outlines the key demographic trends. Section two provides information on the region s labour force. The final section summarises the education and skill levels of people residing in the region. 1. Regional demography Demographic trends On Census night 9 August 2011, 114,744 persons counted the region as their usual place of residence representing an increase in population size of 8.8% since 2006 (Table 2.1). Of these, 49.1% were males and 50.9% were female. This was not dissimilar to the South Australian breakdown of 49.3% (males) and 50.7% (females). There were 963 Aboriginal and Torres Strait Islander people in the region on the night of the Census. Of these, 482 (or 50.0%) were male and 482 (or 50.0%) were female. Based on Planning SA projections, the overall population in the RDA AHFKI region will increase by almost 36 per cent over the twenty year period from 2006 to The total SA population is expected to increase by around 23 per cent over the same period. Population is projected to increase in each of the region s component local government areas by at least 40 per cent, except for on Kangaroo Island where the population is projected to increase by 20 per cent and in the Adelaide Hills where the population is projected to increase by 6 per cent (EconSearch, 2013: 5). Table 2.1: Population, RDA AHFKI Region, 2006 and % change Adelaide Hills Adelaide Hills (DC) 38,627 37, Mount Barker (DC) 29,766 26, Fleurieu Alexandrina (DC) 23,699 20, Victor Harbor (C) 13,840 12, Yankalilla (DC) 4,396 4, Kangaroo Island Kangaroo Island (DC) 4,416 4, Total 114, , Source: ABS Census 2006, 2011 Note: Excludes overseas visitors 4 The RDA AHFKI region is defined as the six Local Government Areas of Adelaide Hills, Mount Barker, Alexandrina, Victor Harbor, Yankalilla and Kangaroo Island. In this report, the Adelaide Hills sub-region incorporates the two LGAs of Adelaide Hills and Mount Barker. The Fleurieu comprises the three LGAs of Alexandrina, Victor Harbor and Yankalilla. Kangaroo Island consists of the LGA of Kangaroo Island. 12 RDA AHFKI Business Growth and Workforce Development Plan

13 Table 2.2: Indigenous population, RDA AHFKI Region, August 2011 Non- Indigenous Aboriginal Torres Strait Islander Both Aboriginal and Torres Strait Not stated Total Indigenous Grand total % Indigenous RDA AHFKI 109, , , Adelaide Hills (DC) 37, , , Mount Barker (DC) 28, , Alexandrina (DC) 22, , Victor Harbor (C] 12, , Yankalilla (DC) 4, , Kangaroo Island (DC) 4, , South Australia 1,503,205 28,832 1, ,935 30,429 1,596, Source: ABS Census 2011 Age structure At the time of the 2011 Census, 72,328 people were in the traditional working age group (15-64 years), accounting for 63.0% of the region s population. The year age group was the largest at 38.6% of the population, whilst 33.5% of the population were aged 55 years or older. 11% of the population were aged years. Since 2006, the proportion of the population aged 55 years and over has increased, while the 0-14, and age groups have all declined (Figure 2.2). This points to an acute ageing of the traditional working age and broader population. A similar trend can be observed, at varying speeds, across the State and throughout Australia. An ageing population has implications for future labour demand. Over the next decade, we are likely to see a relatively large group of the population move into retirement thus fuelling demand for replacement labour to fill the gap left by retirees. At the same time, the ageing population is likely to create an increased demand for recreation and leisure services, as well as health and social services (such as Aged Care). 13 RDA AHFKI Business Growth and Workforce Development Plan

14 Figure 2.1: Age structure of the RDA AHFKI Region (per cent of the total population) compared to South Australia and Australia, August RDA AHFKI South Australia Australia RDA AHFKI South Australia Australia 0-4 yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs yrs or more Total Source: ABS Census RDA AHFKI Business Growth and Workforce Development Plan

15 Figure 2.2: Age structure of the RDA AHFKI Region, by proportion of the population, 2006 and yrs yrs yrs 55 + yrs yrs yrs yrs yrs Total Source: ABS Census 2006 and 2011 Gender structure In 2011, 49.1% of the region s population were male. Table 2.3 shows the population in each component local government area and the percentages of males. The figures show that there are more females than males on Kangaroo Island and in the Adelaide Hills (DC), while females out-number males in Victor Harbor (C), Mount Barker (DC), Alexandrina (DC) and Yankalilla (DC). Table 2.3: Males as a percentage of the population, by LGA, RDA AHFKI Region, August 2011 Population (males and females) % Males Adelaide Hills (DC) 38, Mount Barker (DC) 29, Alexandrina (DC) 23, Victor Harbor (C] 13, Yankalilla (DC) 4, Kangaroo Island (DC) 4, Total 114, Source: ABS Census, RDA AHFKI Business Growth and Workforce Development Plan

16 2. Regional labour market Employment and unemployment trends In 2011, the region s resident labour force (employed + unemployed persons) totalled 56,635 people (ABS, 2011). The region s percentage of the State labour force was 7.2%. Large numbers of people commute from the Adelaide Hills and Mount Barker to work in the Adelaide metropolitan area or Murray Bridge. Table 2.4: Labour force status of persons aged 15 years and over, RDA AHFKI Region, August 2011 Employed Unemployed Labour force Not in the Labour force Total population 15 years and older Adelaide Hills (DC) 20, ,042 9,109 31,036 Mount Barker (DC) 15, ,848 6,745 19,698 Alexandrina (DC) 9, ,527 8,487 3,630 Victor Harbor (C] 4, ,982 6,194 23,258 Yankalilla (DC) 1, ,938 1,669 12,007 Kangaroo Island (DC) 2, ,298 1,150 3,742 RDA AHFKI 54,020 2,615 56,635 33,354 93,371 South Australia 739,360 44, , ,428 1,309,634 Source ABS Census 2011 Notes: 1. The labour force is defined as the total number of employed and unemployed persons. 2. Total employed includes a small number of people who were away from work at the time of the Census and who didn t state their hours of work. 3. Total population includes a small number of persons 15 years and older who did not state their labour force status Current employment profile According to the ABS In 2011, the number of employed persons living in the RDA AHFKI region totalled 54,020. Of these, 75.3% (or 40,690 people) were employees, 21.2% (or 11,453 people) were Owner managers, and 2.8% (or 1,520 people) were Contributing family members (Table 2.5). Owner managers were more highly represented in the region than in South Australia (14.7%) Some 55.9% of employed persons living in the region worked full-time (35 hours or more per week). This was lower than the State average of 60.2% (Table 2.6). 16 RDA AHFKI Business Growth and Workforce Development Plan

17 Table 2.5: Employed persons by Employment type, RDA AHFKI Region and South Australia, August 2011 RDA AHFKI Region South Australia Number Per cent Number Per cent Employee (not owning business) 40, , Owner manager 11, , of incorporated enterprises 3, , of unincorporated enterprises 7, , Contributing family member 1, , Not stated , Total 54, , Source: ABS Census 2011 Customised Data Report Table 2.6: Employed persons, RDA AHFKI region and South Australia, August 2011 Full-time employed Part-time employed Total employed % Full-time employed Adelaide Hills (DC) 11,706 7,374 20, Mount Barker (DC) 8,865 5,352 15, Alexandrina (DC) 5,381 3,862 9, Victor Harbor (C] 2,245 2,026 4, Yankalilla (DC) , Kangaroo Island (DC) 1, , RDA AHFKI Region , South Australia 445, , , Source: ABS Census 2011 Note: Total employed incudes a small number of persons who were away from work at the time of the Census Unemployment The region as a whole has a low unemployment rate that is 2%-2.5% below the State average. 5 However, pockets of high unemployment do exist (Table 2.7a). According to the ABS, the unemployment rate for the whole region was 4.6% at the time of the 2011 Census. The rate was below region average in the Adelaide Hills (4.0%) and on Kangaroo Island (4.4%), but higher (6.0%) in the Fleurieu Peninsula. By age group, persons aged years and 45 years or more had an unemployment rate below the region average, while the rate for young people (15-24 years) was considerably higher at 11.5%. Figures released from DEEWR s Small Area Labour Markets for the quarter ending June 2013 indicated that the unemployment rate increased in all component local government areas over the period 2008 to 2012 (Table 2.7b). The largest increase was in the City of Victor Harbor (DC) where the unemployment rate rose 3.1 percentage points from 5.2% in September 2008 to 8.3% in June The comparative figure for South Australia was 6.1% in June Table 2.7a: Unemployment (%), RDA AHFKI Region, at time of Census 9 August 2011 Adelaide Hills Fleurieu Kangaroo Island RDA AHFKI yrs yrs yrs The unemployment rate is defined as the number of unemployed persons expressed as a percentage of the total labour force 17 RDA AHFKI Business Growth and Workforce Development Plan

18 Total Source: ABS Census 2011 Table 2.7b: Unemployment (%), RDA AHFKI Region, 2008 to 2013 Statistical Local Area (SLA) Adelaide Hills (DC) Central Adelaide Hills (DC) Ranges Adelaide Hills (DC) North Adelaide Hills DC) Balance Adelaide Hills (DC) Mount Barker (DC) Central Mount Barker (DC) Balance Mount Barker (DC) Alexandrina (DC) Coastal Alexandrina (DC) Strathalbyn Alexandrina (DC) Victor Harbor C Yankalilla (DC) Kangaroo Island (DC) South Australia Source: DEEWR Small Area Labour Markets, June Quarter 2013; ABS Labour Force Survey to 2012 figures are for September of each year figure is for June 2013 (latest). Participation in the labour market Table 2.8 shows labour force participation rates for various populations. 6 In June 2011, labour force participation in the region as a whole stood at 62.9%. This was not dissimilar to the State average rate of 62.7%. Participation rates in the Fleurieu Peninsula were well below the State average. Above average labour force participation rates were recorded in the Adelaide Hills and on Kangaroo Island. Participation rates for young people in full-time employment and for Indigenous people were higher than the State average across all areas of the region. Table 2.8: Labour force participation rates, RDA AHFKI Region, Adelaide Hills Fleurieu Kangaroo Island RDA AHFKI South Australia Males (15 yrs and older) Females (15 yrs and older) Youth (15-24) Full-time Mature (45-64) Indigenous People with disabilities (15-64) Total Source: DFEEST Data are based on ABS population estimates as at June The participation rate is a measure of the total labour force as a proportion of the civilian population (persons aged 15 and over). 18 RDA AHFKI Business Growth and Workforce Development Plan

19 Employment and industry sector According to the ABS in 2011, Health care and social assistance employed the largest workforce. This industry employed 13.5% of the region s workforce. As can be seen from Table 2.9, this figure is similar to the South Australian average of 13.6%. Other major employers are Retail trade (10.9%), Construction (8.9%) and Education and training (8.7%). These figures demonstrate the strength of the region s growing services sector. Between 2006 and 2011, employment across all industries in the RDA AHFKI region increased by 10.5 per cent. This compared to a 7.2 per cent increase for South Australia over the same period (Figure 2.3). This period saw falls in employment in Agriculture forestry and fishing, Manufacturing, and Information media and telecommunications across the region and in South Australia. Mining is the fastest growing employer in the region but is a small employer relative to industries such as Health care and social assistance and Retail trade. In 2011, mining accounted for just 1.5 per cent of the region s workforce. The top five contributors to GRP in the region in 2011/12 were ownership of dwellings (11.2%), property and business services (8.1%), manufacturing (8.0%), agriculture forestry and fishing (7.5%), and building and construction (7.1%) (RDA AHFKI, 2013). Table 2.9: Employed persons by Industry (per cent of total employment), RDA AHFKI Region, August 2011 Industry of employment Adelaide Hills Fleurieu Kangaroo Island RDA AHFKI South Australia Agriculture, Forestry and Fishing Mining Manufacturing Electricity, Gas, Water and Waste Services Construction Wholesale Trade Retail Trade Accommodation and Food Services Transport, Postal and Warehousing Information Media and Telecommunications Financial and Insurance Services Rental, Hiring and Real Estate Services Professional, Scientific and Technical Services Administrative and Support Services Public Administration and Safety Education and Training Health Care and Social Assistance Arts and Recreation Services Other Services Inadequately described Not stated Total Source ABS Census 2011 Customised Data Report Note: Inadequately described and Not stated are excluded from totals, therefore totals do not sum to 100 per cent 19 RDA AHFKI Business Growth and Workforce Development Plan

20 Figure 2.3: Change in employment by industry (%), RDA AHFKI Region and South Australia, 2006 to 2011 Agriculture, Forestry and Fishing Mining Manufacturing Electricity, Gas, Water and Waste Services Construction Wholesale Trade Retail Trade Accommodation and Food Services Transport, Postal and Warehousing Information Media and Telecommunications Financial and Insurance Services Rental, Hiring and Real Estate Services Professional, Scientific and Technical Services Administrative and Support Services Public Administration and Safety Education and Training Health Care and Social Assistance Arts and Recreation Services Other Services RDA AHFKI South Australia RDA AHFKI South Australia Agriculture, Forestry and Fishing Mining Manufacturing Electricity, Gas, Water and Waste Services Construction Wholesale Trade Retail Trade Accommodation and Food Services Transport, Postal and Warehousing Information Media and Telecommunications Financial and Insurance Services Rental, Hiring and Real Estate Services Professional, Scientific and Technical Services Administrative and Support Services Public Administration and Safety Education and Training Health Care and Social Assistance Arts and Recreation Services Other Services Inadequately described - - Not stated - - Total Source: ABS Census 2011 Customised Data Report 20 RDA AHFKI Business Growth and Workforce Development Plan

21 Occupational structure In 2011, the most common occupation in the RDA AHFKI region as a whole was Professionals who accounted for 20.7% of all employed persons. In the Adelaide Hills, Professionals accounted for 24.2% of all employed persons, compared with 14.4% in the Fleurieu Peninsula and 11.4% on Kangaroo Island. In the Fleurieu Peninsula, the most common occupation group was Technicians and trades workers (15.9%). On Kangaroo Island, it was Managers (25.3%). Managers are also a common occupation for people living in the region. In 2011, 15.5% of employed persons worked as Managers. The State average was 12.6%. This situation may be due to the prevalence of family farms in the region where the farm owner is regarded as a manager. Technicians and trades workers formed the largest share of owner managers of unincorporated enterprises with nil employees. Changes in occupational structure are an indicator of skill demand. Between 2006 and 2011, the number of persons classified as managers, professionals, technical and trades workers, community and personal service workers, clerical and administrative workers, sales workers and machinery operators and drivers in the RDA AHFKI region has grown faster than the South Australian average. Table 2.10: Employment by occupation (per cent of total employment), RDA AHFKI Region and South Australia, August 2011 Occupation (ANZSCO) Adelaide Hills Fleurieu Kangaroo Island RDA AHFKI South Australia Managers Professionals Technicians and Trades Workers Community and Personal Service Workers Clerical and Administrative Workers Sales Workers Machinery Operators And Drivers Labourers Inadequately described Not stated Total Source: ABS Census 2011 Customised report Inadequately described and Not stated are excluded from totals, therefore totals do not sum to 100 per cent 21 RDA AHFKI Business Growth and Workforce Development Plan

22 Figure 2.4: Change in employment by occupation (%), RDA AHFKI Region and South Australia, 2006 to 2011 Managers Professionals Technicians and Trades Workers Community and Personal Service Workers Clerical and Administrative Workers RDA AHFKI South Australia Sales Workers Machinery Operators and Drivers Labourers Occupation Percentage change 2006 to 2011 RDA AHFKI South Australia Managers Professionals Technicians and Trades Workers Community and Personal Service Workers Clerical and Administrative Workers Sales Workers Machinery Operators and Drivers Labourers Inadequately described - - Not stated - - Total Source: ABS Census 2011 Customised Data Report 22 RDA AHFKI Business Growth and Workforce Development Plan

23 3. Regional education base Highest school and post-school qualifications Young adults (20-24 years) are more likely to attain Year 12 if they live in major cities compared with inner or outer regional areas and remote/very remote regions (Australian Bureau of Statistics, 2011a). Data from the 2011 ABS Census (Table 2.11) show that 67.5% of young adults living in the RDA AHFKI region had attained Year 12 or its equivalent. This compared with 70.8% for the Greater Adelaide metropolitan area, and 67.1% for South Australia. Year 12 attainment is not uniform across the region. In 2011, 72.3% of young adults (20-24 years) living in the Adelaide Hills 7 had completed Year 12 or its equivalent, compared with 57.5% in the Fleurieu Peninsula and 56.8% on Kangaroo Island. The region has a higher proportion of the population relative to the State with postgraduate degree, graduate diploma and graduate certificate level, bachelor degree, advanced diploma and diploma or certificate level qualifications (Table 2.12).The completion of post-school qualifications by people residing in the RDA AHFKI region is growing strongly, although at a slower rate than the South Australian rate (Table 2.13). Table 2.11: Highest year of school completed (percentage of persons aged years), RDA AHFKI Region and South Australia, August 2011 Adelaide Hills Fleurieu Kangaroo Island RDA AHFKI South Australia Year 12 or equivalent Year 11 or equivalent Year 10 or equivalent Year 9 or equivalent Year 8 or below Did not go to school Not stated Total Source: ABS Census 2011 Table 2.12: Level of highest qualification (as a proportion of all persons aged 15 years and over), August 2011 Level of Highest Educational Attainment RDA AHFKI South Australia Postgraduate Degree Level Graduate Diploma and Graduate Certificate Level Bachelor Degree Level Advanced Diploma and Diploma Level Certificate IV Certificate III Certificate I/II Year Year Year Year Year 8 or below Inadequately described Refers to the Adelaide Hills sub-region which incorporates the two local government areas of Adelaide Hills and Mount Barker. 23 RDA AHFKI Business Growth and Workforce Development Plan

24 No educational attainment Not stated Total Source: 2011 Census Customised Data Report Table 2.13: Highest level of education, Persons aged 15 years and over, RDA AHFKI Region, 2006 to 2011 Level of Highest Educational Attainment RDA AHFKI South Australia RDA AHFKI South Australia Percentage change 2006 to 2011 RDA South AHFKI Australia Postgraduate Degree Level 2,806 35,998 1,952 22, Graduate Diploma and Graduate Certificate Level 1,886 20,276 1,526 16, Bachelor Degree Level 11, ,186 9, , Advanced Diploma and Diploma Level 8,512 95,693 6,825 79, Certificate Level 16, ,020 13, , Year 12 14, ,067 12, , Year 11 10, ,736 9, , Year 10 11, ,541 11, , Year 9 4,286 61,376 4,154 63, Year 8 or below 3,859 74,265 4,070 85, Inadequately described 1,106 13,792 1,356 15, No educational attainment 140 9, , Not stated 7, ,605 9, , Total (a) 93,371 1,309,638 84,913 1,233, Source: 2011 Census Customised Data Report Cells in original table have been adjusted to avoid the release of confidential data (a) Comprises persons aged 15 and over either with no qualification, still studying for a first qualification or with a qualification that is out of scope of this classification. Inadequately described and Not stated are excluded from totals, therefore totals do not sum to 100 per cent Focus on education and skill level by employment type Owner managers with nil employees According to the ABS in 2011, the region was home to 5,326 owner managers of unincorporated enterprises with nil employees ( sole operators ). The largest group of sole operators were trades people (i.e. they had completed an apprenticeship). Almost a third (30.0%) of sole operators had a Certificate level qualification as their highest qualification. A further 10.7% held an Advanced diploma or Diploma, and 16.7% had a Bachelor degree or above. Between 2006 and 2011, there was strong growth in attainment by sole operators of Certificate, Diploma, Bachelor degree and above level qualifications with the exception of Graduate diploma and Graduate certificate level qualifications which showed zero growth. For the most part, sole operators who work parttime in their business account for much of the growth in post-school qualifications by this group (Table 2.14). In terms of ongoing learning, the region s sole operators identified three areas of continuing learning need: business planning, marketing (including on-line marketing), and accessing funds for investment (RDA AHFKI, 2013). 24 RDA AHFKI Business Growth and Workforce Development Plan

25 Sole operators find it difficult to make time for ongoing learning/ professional development (especially if they work full-time). Less than two-in-five (38.8%) of the region s sole operators undertook formal training or professional development in The pressures of running a business and lack of time were cited as the main reasons for not doing training or professional development. Those owner managers who did undertake training / professional development in 2012 reported high levels of satisfaction with the training; 84.8% were either satisfied or very satisfied with the training. Their main reasons for doing the training were to develop their existing business (51.5%), gain extra skills for their job (18.2%) and to improve their general education (3.0%). Some 9.1% undertook the training to help start their own business. 25 RDA AHFKI Business Growth and Workforce Development Plan

26 Table 2.14: Owner managers of unincorporated enterprises with nil employees, Highest level of educational attainment, RDA AHFKI Region, 2006 and 2011 Level of Highest Educational Attainment Percentage change 2006 to 2011 Employed full-time Employed part-time Total Employed full-time Employed part-time Total Employed full-time Employed part-time Total Postgraduate Degree Level Graduate Diploma and Graduate Certificate Level Bachelor Degree Level Advanced Diploma and Diploma Level Certificate Level , , Year Year Year Year Year 8 or below Inadequately described No educational attainment Not stated Total 2,573 2,455 5,326 2,753 2,179 5, Source: 2011 Census Customised Data Report Note; Totals include a small number of persons who were employed but away from work at the time of the Census 26

27 Table 2.15: Owner managers (with zero employees), Main reason for undertaking training or professional development, RDA AHFKI Region, 2012 Main reason for doing training / professional development Adelaide Hills Fleurieu Kangaroo Island Develop my existing business Start my own business Gain extra skills for my job To get into another course of study To improve my general education Not stated Total % Source: RDA Regional Business & Workforce Survey 2012 Total Employers and their employees Employers play a critical role in developing their workforce. They have a range of skilling options at their disposal including nationally recognised training (which incorporates apprenticeships and traineeships), non-accredited training, and informal (or on-the job) training. According to the SA Training & Skills Commission (2011), 42% of Australian employers believe that the skill level of their employees is above that required by the organisation, making the effective use of skills in the workplace just as important as the acquisition of those skills. This is equally true for the RDA AHFKI region. The majority of employers who responded to the RDA s Regional Business & Workforce Survey 2012 reported that the skill level of their employees was either adequate (59.3%) or above what is required (23.8%). A small proportion (6.9%) of employers reported that the skill level of their employees was below what is required. This was most likely because: the employees were new to the role; the employees had not received the appropriate training; the business was unable to recruit staff with the desired skills. In the twenty-first century workforce, employability or soft skills are important in every business sector (Mitchell et al, 2010). Employability skills include team skills, communication skills, ethics, timemanagement skills, and an appreciation for diversity. A large number of employers reported that their employees were lacking in these types of skills. The top three employability skills in need of improvement (with little variation across the key industries) are: Communication skills (customer service) Self-management skills Initiative and enterprise skills. Many businesses in the region reported having hard-to-fill occupation(s). Table 4.1 (Chapter 4) lists the hard-to-fill occupations by industry and whether they are eligible for State-sponsored migration. 27

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