With skill shortages on everyone’s mind at present, retaining students and minimising attrition – particularly in key occupational areas – is an important issue. So how can early leaving be minimised? Here are some lessons from Europe.
A working paper from CEDEFOP, the European Centre for the Development of Vocational Training, published in July 2022 takes a look at this issue. Career guidance and counselling is a key part of the retention and reengagement process.
Australian completion rates
The latest NCVER completions data shows that, for those commencing qualifications in 2017, the overall completion rate by 2021 was 46%. Rates vary somewhat by jurisdiction, qualification type and level, student group and provider type, but can go as low as under 30% for Certificate I qualifications. So, early leaving and completion levels are certainly a problem here.
European perspectives
Early leaving can be problematic because it is “highly associated with risk factors such as unemployment, poverty, health problems and social exclusion,” according to CEDEFOP’s working paper. It’s suggested that “lifelong career guidance and counselling is one possible policy lever crucial to support motivated, [and] smart career choices.” As another article in this issue notes, action 2 of the Victorian Skills Plan proposes enabling “learners and workers to make informed skilling and career choices.” So, this reflects this European lifelong approach.
As here in Australia, European families may preference general education over VET even though “VET pathways might very well be the best fit for a student’s preferences, attitudes and learning style, allowing students to better explore their potential and take better advantage of career opportunities.” In addition, VET also has many training and job options, so the quality of information about the VET program itself and the nature of the jobs the occupation involves – as well as its working conditions – can help guide students to make informed choices. Support during study is also important as it can “be key to a successful learning path.” And “such support may involve help with the choice of a specialisation, the transition to the workplace (e.g. for work-based learning), or networking into the occupational community.”
Having access to career guidance as soon as possible and while at school is important, the working paper suggests, as is “promoting the development of career management skills.” Identifying and providing support for those who might be struggling with the program is important too, the paper maintains. It also points out that:
“Career guidance is … suitable to help re-engage early leavers from education and training. Career guidance services, employment services or social services are well placed to provide support to low-qualified young people.”
So, what’s needed?
For both early leavers and those at risk of abandoning their studies to be effectively and promptly supported, the working paper suggests a need for:
“(a) a comprehensive strategy, in which career guidance and counselling should be integrated elements of policies and practices aiming to counteract early leaving;
(b) a strong multi-stakeholder collaboration so that different services and professionals may address individuals’ diverse needs based on the former’s qualifications and training. Involving stakeholders from either regional, local or provider levels allows for the contextualisation of broader challenges reflected in national systems, policies and measures for tackling early leaving;
(c) a mixed approach where generic career guidance and counselling are accompanied by individualised supporting measures to effectively address the diverse needs of individuals; and
(d) a case management approach that encourages collaboration with other services and professionals, including individuals’ families and peers, to cope with complex needs.”
