since the provision of a reasonable level of technology would allow the individual worker to work at home
or at a teleworking center that is nearer the worker's residence than his/her usual work place.
Page 1 Table of contents 1. Executive Summary...3 2. Ireland's Healthcare Challenge...6 2. 1 Where we stand today...
support and advice received from senior officials from the Health Services Executive, the Department of health and Children, the Department of Finance and the Health Information and Quality Authority during the preparation and review of the report.
ICT's Role in Healthcare Transformation Report of the Health ICT Industry Group Page 3 1. Executive Summary Continued progress in critical elements of Ireland's healthcare
comprising internal executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of Healthcare IT.
Consultants and clinicians across the country are frustrated by this lack of technology and its impact on day to day operations,
The claims office were constantly fielding calls from consultants seeking updates on claims relevant to their patients.
share ideas and quickly call upon the advice of experts in different fields. Consequently, SMSA-BH patients who needed to seek consultation with specialists had to wait
comprising internal executives and external experts from the medical, academic and business communities to provide ongoing advice on the exploitation potential of Healthcare IT.
, Jun 2009, G. Hurl, Health Service Executive The Economics of IT and Hospital Performance, 2007, Pricewaterhousecoopers ICT's Role in Healthcare Transformation Report of the Health ICT Industry
Secondly, the number of healthcare workers is expected to diminish relative to the total population (without changes to the healthcare system,
25%of the working population would be needed to provide today's level of care by 2040 in a typical western country).
it should have in-house technological competence in the form of technically qualified and motivated entrepreneurs or managers with innovative ideas and technically skilled employees.
discussions held with industry experts and representatives of SME associations. Further based on a pilot study covering about 10 enterprises each in the three sectors, we did an item analysis for the questions excluding those
and increase capacity utilization or energy utilization or manpower utilization or improve inventory management or enter the international market.
2. 3 2. 6 Manpower utilization 7 7 4 15 14 11 12 12 11 2. 1 1. 8 2
The Expert Group provided technical input and feedback on the work at three meetings convened during the course of the project.
An additional expert meeting was organised by the BIAC at OECD Headquarters in 2007 under the OECD Labour Management Programme.
The authors would like to express particular thanks to country experts who aided in the implementation of case studies,
Bill Pattinson (Australia) assisted the Secretariat as an outside expert consultant on background work for the chapter on monitoring
9 Executive summary...11 Introduction...25 Chapter 1. Generating Value from Health ICTS Introduction...32 1. 1. Health information technology can drive improvements in quality and efficiency in health care...
Data from 22 sites in British columbia show that report 14 EXECUTIVE SUMMARY IMPROVING HEALTH SECTOR EFFICIENCY:
experts in Massachusetts (United states) reported huge administrative cost savings as a result of introducing electronic claim processing through the New england Healthcare Electronic Data Interchange Network (NEHEN),
benchmarking and 16 EXECUTIVE SUMMARY IMPROVING HEALTH SECTOR EFFICIENCY: THE ROLE OF INFORMATION AND COMMUNICATION TECHNOLOGIES OECD 2010 identification of quality improvement opportunities.
particularly in countries where physicians are remunerated on the basis of fee-for-service. 18 EXECUTIVE SUMMARY IMPROVING HEALTH SECTOR EFFICIENCY:
The effective and consistent collection of 24 EXECUTIVE SUMMARY IMPROVING HEALTH SECTOR EFFICIENCY: THE ROLE OF INFORMATION AND COMMUNICATION TECHNOLOGIES OECD 2010 data from the patient's primary care record can facilitate greater efficiency
experts in Massachusetts reported staggering administrative cost savings as a result of introducing electronic claims processing through the New england Healthcare Electronic Data Interchange Network (NEHEN),
and performance experts to develop standardised and nationally-recognised metrics that can be used to monitor impacts on quality and cost of care.
while consumers and payers (e g. health plan and employer) are the ones most likely to reap the significant savings.
pragmatic progress and promising potential, Powerpoint presentation to OECD Expert Meeting on ICT in the Health Sector, Paris. Riksrevisjonen (Office of the Auditor General of Norway)( 2008), Riksrevisjonens
and experts in quality and safety to help set the agenda and facilitate the process.
and sharing with the stroke unit experts at Son Dureta. Integrated picture archiving and communications system (PACS) for the management of radiological images from community hospitals.
THE ROLE OF INFORMATION AND COMMUNICATION TECHNOLOGIES OECD 2010 independent expert organisation providing guidance on infrastructure and standards related to the national EHR effort.
A group of OECD experts in health information technology was established to help guide the work, the development of a framework for the selection and analysis of case studies and interpretation of results.
The number of interviews conducted was determined together with experts of the host country and by an assessment of the characteristics of the proposed case studies, including the variables under investigation,
Contents1 Executive Summary 42 Introduction 6 2. 1 Purpose of Synthesis report 6 2. 2 Structure of this report 63 Context 7 3
1 Executive Summary 1) The proposal submitted by the consortium is denoted INNO-Partnering Forum, or in short IPF in the Synthesis Report IMPROVING INNOVATION SUPPORT TO SMES5 such as the creation of a council.
IPF has invited also experts from European innovation support agencies to participate in peer review panels and as hosts for peer reviews.
and to attract reviewers/experts. The open calls were used also to get support schemes submitted.
like the Swedish regulatory changes that allowed employers to provide their employees with cheap PCS which in turn drove demand of broadband and Internet services.
and knowledge and quality is often based on the quality of individual advisers). However, personal meetings are valued highly by their clients.
leading to efficiency savings and increased consistency but a side effect is the loss of ability of the human expert to innovate
The unique aspect of the IPF is the profile, the membership and the access to leading experts.
In this approach external experts can be included when needed. However, the ones that apply for participating in projects need to be committed to these processes.
III Executive Summary...iv PART A: THE CASE FOR REFORM...1 Opportunities and challenges in the global economy...
A more skilled labour force...45 Ambition 3: Better economic infrastructure...61 Ambition 4: Industry policy that fosters innovation and entrepreneurship...
94 TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary iii Foreword Strengthening Australia's competitiveness is the key to our future prosperity.
The Agenda has drawn on the insights of my Business Advisory Council and other experts. The Agenda sets out four ambitions that Australia must pursue:
2. a more skilled labour force; 3. better economic infrastructure; and 4. industry policy that fosters innovation and entrepreneurship.
The Hon Tony Abbott MP Prime minister of Australia TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness iv Industry Innovation and Competitiveness Agenda Executive Summary
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary v The Government's economic vision The Government through its Economic Action Strategy is refocusing government, revitalising Australia
and workers equipped with the skills and incentives to adapt to changing economic conditions and able to seize new opportunities.
a more skilled labour force; better economic infrastructure; and industry policy that fosters innovation and entrepreneurship.
and Competitiveness Agenda Industry Competitiveness Executive Summary vii The reforms and proposals draw on advice from the Prime minister's Business Advisory Council;
Key Initiatives Encourage employee share ownership (Proposal 15, page 76) Establish Industry Growth Centres (Proposal 13, page 72) Reform the vocational education and training sector (Proposal 10,
and helping parents stay in the workforce. 2 Labour force 3 infrastructure To meet our country's economic infrastructure needs for the 21st century,
Business Environment TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary ix Ambition 1:
The Government will commission advice about the viability of expanding access to the Commonwealth workers'compensation scheme
The advice will consider methods of access for employers who favour one set of arrangements yet would prefer to pay premiums rather than self-insure.
allowing self-insuring national businesses to operate under one workers'compensation scheme right across Australia.
The Government will improve the tax treatment of Employee Share Schemes (more detail under Ambition 4). The Government will deliver a White paper on the Reform of Australia's Tax system,
and reducing taxpayers'compliance costs, including TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary xi by improving regulatory certainty,
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary xiii Ambition 2: A MORE SKILLED LABOUR FORCE The Government is committed to increasing the skills of our workforce to better prepare for the jobs and industries of the future by:
improving Australia's education and training system; attracting the best and brightest to Australia; returning our workplace relations system to the sensible centre;
while maintaining protections to ensure that businesses do not bring in foreign workers where Australians are able to do the job.
Increased employer-sponsored visas to meet skill gaps where required skills are not available locally.
while improving programme integrity, to ensure that sponsored workers on 457 visas are a supplement to,
Consistent with the TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary xv recommendations of an Independent Integrity Review, the Government will reform sponsorship requirements;
Returning the workplace relations system to the sensible centre The workplace relations system has an important role in ensuring workers'rights,
and workers must be free to negotiate working arrangements that suit their personal ambitions and circumstances.
ensure that the scope for workers and employees to negotiate individual flexibility arrangements is limited not unduly;
reform rules governing union right of entry; and implement a number of recommendations from the 2012 Fair Work Review.
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness xvi Industry Innovation and Competitiveness Agenda Boosting parents'participation in the workforce The Government aims to ease the labour cost pressures for employers
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary xvii Ambition 3: BETTER ECONOMIC INFRASTRU CTURE To meet our country's economic infrastructure needs for 21st century,
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness Executive Summary xix Ambition 4: INDUSTRY POLICY THAT FOSTERS INNOV ATION AND ENTREPRENEURS HIP The Government is refocusing industry policy to drive innovation and entrepreneurship,
The Government will improve the tax treatment of Employee Share Schemes from 1 july 2015, at a cost of $200 million over four years, with particular benefits for start-ups,
and there has also been strong growth in Australian investment overseas (Chart 5). Access to international capital, skilled workers,
with workers and businesses equipped with the skills and incentives to adapt to changing economic conditions,
Education, training and labour market arrangements that provide a highly skilled and adaptable workforce with capabilities in line with business needs
-200 0200 400 600-2000 200 400 6002008 2010 2011 2013 Non-market*Market No. of employed persons('000) Chart 9:
The Government is also establishing Trade Support Loans to help increase completion rates among Australian apprentices in priority occupations,
2. a more skilled labour force; 3. better economic infrastructure; and 4. industry policy that fosters innovation and entrepreneurship.
and 85 per cent have fewer than five employees (Connolly et al, 2012). The need to keep up-to date with so many regulatory requirements is an additional burden for the local newsagent, drycleaner, baker and butcher,
These covered an array of areas include general health and safety issues, mining, dangerous goods, electrical safety, transport workers, compensation, gas and others (Boral Ltd.
allowing self-insuring national businesses to operate under one workers'compensation scheme right across Australia rather than having to operate in up to eight different jurisdictional schemes;
Expand access to the Commonwealth workers'compensation scheme The Commonwealth Government has a rolling agenda of reforms to the Commonwealth workers'compensation system (Comcare.
The Safety, Rehabilitation and Compensation Amendment Bill 2014 was introduced into Parliament in March 2014 to broaden the types of organisations that can opt-in to the Comcare workers'compensation and work health and safety regime.
For employers operating in multiple Australian jurisdictions this means complying with just one set of rules for all of their operations.
As not all employers are able to cover risks themselves, an alternative may be to allow other private employers to access cover under the Commonwealth laws as premium payers rather than self-insurers.
The Government will commission advice about the viability of expanding access to the Comcare workers'compensation scheme
and work health and safety laws. The advice will consider methods of access for employers who favour one set of arrangements yet would prefer to pay premiums rather than self-insure.
This will enable employers to choose TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness The Reform Agenda:
Ambition 1 33 Reducing the burden of taxation The Government wants taxes that are lower, simpler and fairer.
and removing the requirement for employers to re-offer choice to their employees when superannuation funds merge.
Improve taxation arrangements for Employee Share Schemes TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness The Reform Agenda:
Competition also gives workers a greater array of employment options. In a competitive jobs market
and excellence as well as improve employees'skills to retain good employees. Initiatives to increase international competition and improve market access In the 1980s, 1990s and early 2000s,
this means that the coastal shipping regulations are undermining the incomes and jobs of many onshore businesses and workers.
A more skilled labour force To make Australia more internationally competitive, the Government will increase the skill level of the Australian workforce by:
engages employers and workers in decisions about training provision, and maintains the quality and relevance of training.
A survey of employers by the National Centre for Vocational education Research (2013b) indicated that satisfaction in the ability of the system to deliver job ready employees declined 6 percentage points, to 78 per cent, between 2011 and 2013.
flexibility and accessibility of training is needed to support the increasing geographic and occupational labour mobility required in the modern labour market.
With only around 50 per cent of apprentices completing their training, and particularly poor completion and employment outcomes for lower level qualifications, the system also needs to pay more attention to the needs of trainees and employers alike (NCVER, 2013a).
The Government is working with State governments and industry to improve the VET sector to ensure that subsidies provided through training providers are flexible,
address the needs of employers and lift completion rates. The COAG Industry and Skills Council has agreed on objectives for reform of the VET system,
including State governments, registered training organisations, industry groups and employers, to develop a reform plan that creates a more agile and industry-focused VET system by:
and increasing flexibility for training providers to meet employer needs. As an initial step, the 2014-15 Budget provided $476 million to establish the Industry Skills Fund to support the training needs of small to medium enterprises not readily met by the national training system.
The Government is also providing eligible apprentices with financial assistance of up to $20, 000 over the life of their apprenticeship, through the Trade Support Loans programme, for those undertaking qualifications leading to occupations listed in the Trade
Apprentices will be required to commence repaying the loans when their income exceeds a minimum repayment threshold ($53, 345 in 2014-15), consistent with the arrangements for university students under the Higher education Loan Programme.
Apprentices who successfully complete their training will receive a 20 per cent discount on the amount to be repaid.
employers will be involved actively in the design and delivery of the courses. Importantly students will have identified pathways to employment with the school's industry partners.
A new model for apprenticeship support services The Government will implement new arrangements for delivering support to Australian apprentices and their employers from 1 july 2015.
The Australian Apprenticeship Support Network will provide a one-stop shop for employers looking to hire a new apprentice suited to their business.
connecting apprentices and employers through targeted job matching; providing advice about different course and training delivery options;
delivering personalised mentoring and support to‘at risk'apprentices; providing guidance to businesses taking on apprentices,
including on their roles and responsibilities; TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness The Reform Agenda:
including employer incentives and trade support loans. Pilot training scholarship programmes under the Industry Skills Fund The Government is trialling a new approach to funding training,
by investing in two new innovative pilots that will enable young job seekers in regional communities to acquire a job
and provide employers the skilled employees they need to grow their business. Training for Employment Scholarships:
7, 500 scholarships will be provided to smaller employers who take on a new worker, aged 18 24,
Approved employers will be able to engage a training provider of their choice and be reimbursed for the cost of up to 26 weeks of training once their employee completes their training.
Youth employment Pathways: This will provide support for training 3, 000 disengaged young people, aged 15 18 in regional Australia and areas of identified higher levels of youth disengagement.
generating jobs and incomes for Australian workers too. Skilled migrants also often bring capital or can help to attract it,
Highly skilled workers are becoming increasingly internationally mobile. As their skills are in high demand globally
these workers have a great many choices about where they work. Australia needs to maintain a welcoming attitude towards skilled migrants and minimise the roadblocks to their migration,
many Australians have concerns that large inflows of foreign labour could place pressure on wages, conditions and jobs.
Business groups have emphasised the importance of skilled migration for increasing the skills of Australian workers,
It offers business an avenue to quickly access skilled workers, where genuine skills shortages exist, to enable projects to proceed.
Employers overwhelmingly prefer to hire Australian workers as it is cheaper and faster to fill skills requirements locally where there are suitable workers.
to examine how to maintain the programme's integrity as a means of filling genuine skills gaps in the local labour market
which increased the burden on businesses accessing temporary skilled workers. The Review heard that the current design of the programme delays
and compliance within, the programme to ensure that Australian workers have priority. The Government will:
and managed in a way that grows employment opportunities for Australians. In the 2014-15 Budget, the Government reconfirmed its focus on skilled migration,
The Government also announced a reorientation towards employer-sponsored visas, assisting employers to find workers to fill vital positions where they have been unable to find local workers.
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness 56 Industry Innovation and Competitiveness Agenda provide greater flexibility in relation to English language testing and skill requirements for 457 applicants
We will continue to work with industry to ensure that the process of recruiting overseas workers is less cumbersome and expensive.
At the same time, the Government will improve employment opportunities and outcomes for Australians. Changes to give effect to these decisions will be rolled out in phases during 2014-15.
The workplace relations system has an important role in ensuring workers'rights, pay and conditions are fair and appropriate.
and workers must be free to negotiate working arrangements that suit their personal ambitions and circumstances.
otherwise our businesses and workers will be left behind. The Government is committed to returning the workplace relations system to the sensible centre.
with reduced days lost to industrial disputes, greater productivity in key parts of the industry and better management-worker relations.
and employer organisations by better aligning the responsibilities of, and penalties for, the officers of Registered Organisations with those of company directors.
the employer will, subject to appropriate safeguards, be able to have the Fair Work Commission approve the agreement.
Improving workplace flexibility by enhancing the scope for employees to make individual flexibility arrangements that meet their genuine needs Under the Fair Work Act employees
and employers should be able to achieve flexibility in the workplace through individual flexibility arrangements (IFAS).
This means that employees covered by an enterprise agreement may be denied the opportunity for more suitable workplace arrangements
even if their employer agrees. The Bill provides workers with fair flexibility by ensuring IFAS can be made in relation to a minimum of five key conditions.
Closing the‘strike first, talk later'loophole in the good faith bargaining rules The Fair Work laws enable industrial action in support of claims for a new enterprise agreement before bargaining has commenced.
The Government will further amend the Fair Work legislation to ensure that protected industrial action can only happen after there have been genuine and meaningful talks between workers
We will also require employees and employers to consider productivity improvements when bargaining for an enterprise agreement.
Boosting the workforce participation of parents The Government aims to boost women's workforce participation to help increase Australia's labour force and GDP,
and this will be supported by the proposed Paid Parental Leave (PPL) scheme and informed by the Productivity Commission review of Childcare and Early childhood education.
The gap between women's and men's labour force participation rate is 16.7 percentage points for those aged 25 to 34 years and 11.9 percentage points for those aged 15 years and older (OECD, 2014b.
The new PPL scheme will encourage female workforce participation by supporting women to remain engaged with their employer.
the Government aims to ease the administrative burden on employers by taking responsibility for making payments to eligible employees.
and allows greater specialisation by businesses and workers. Better economic infrastructure can also reduce or eliminate travel time
and job search costs, allowing workers to access more distant workplaces. These benefits are particularly important for Australia due to its geographical size
including business management advice from experienced private sector experts; help small and medium businesses become more competitive by working with the research sector to develop new ideas with commercial potential,
Upgrading the skills of all types of workers, including managers, is central to firm performance in knowledge-based economies.
which will provide apprentices with financial assistance of up to $20, 000 over the life of their apprenticeship.
The Fund will assist automotive employees to have recognised their skills and provide training for new jobs,
and assist automotive employees to secure new jobs; assist automotive supply chain firms capable of diversifying to enter new markets;
Improve taxation arrangements for Employee Share Schemes Job creation and productivity growth don't just happen in a vacuum,
which employees have an ownership interest are more productive than those that do not (Employee ownership Australia and New zealand, 2014).
An Employee Share Scheme Where an employer provides a financial interest in their company (usually through shares or options) to their employee (s) in relation to their employment.
Ambition 4 77 Employee Share Schemes (ESS) are used in many countries to attract and retain high quality staff to innovative start-up companies by providing them with a financial share of the potential upside of success of the company.
if an employee is provided with shares or options through an ESS, any discount that the employee receives by acquiring the shares or options,
relative to the market price, is a benefit relating to employment and so would usually be considered income of the employee.
Prior to 2009, employees could choose to have qualifying ESS shares or options taxed up-front or at a deferred taxing point (subject to certain conditions).
In 2009, changes were made to how the ESS arrangements are taxed. Shares provided under an ESS are taxed currently up-front
(when provided to the employee) unless there is a risk that the employee will forfeit the shares, in
which case taxation is deferred until the shares‘vest'(that is, are provided unconditionally to the employee). Options provided under an ESS are taxed generally
when they‘vest, 'rather than when the employee decides to exercise the options to purchase shares in the company,
as was previously the case. The tax treatment of options is particularly problematic because it taxes employees before they have the opportunity to convert their options to shares
and realise any actual gain by selling the underlying shares. The 2009 changes effectively ended the provision of ESS options to employees, particularly by start-ups,
and stakeholders have noted that the changes detracted from the goal of commercialising good ideas in Australia.
rather than when the employee receives the options. This will defer the taxing point to a point at
which most employees can take some practical action to realise the benefits of the underlying share.
eligible start-ups will be able to offer ESS shares and options to their employees at a small discount,
as long as the shares or options are held by the employee for at least three years. Tax on the discount provided by the employer may be deferred
or exempt depending on whether the employee receives options or shares. Criteria will define eligibility for this concessional treatment
including the company having aggregate turnover of not more than $50 million, being unlisted and being incorporated for less than 10 years.
000 up-front tax concession for employees who earn less than $180, 000 per year will be retained. This initiative will cost $200 million over four years.
Making it easier for employees to have a stake in a business The owner of start-up XYZ Pty Ltd wants to give his six employees a stake in the future growth of the business,
He wants to do this so the employees have a strong incentive to help the business grow.
if the employees accept the options then they will have to pay tax on the free options in the income year they are provided the options,
This means the employees would have to pay tax before they have the ability to get a cash return by selling shares.
This situation has discouraged the provision of options under employee share schemes, to the detriment of productivity growth and innovation.
the employees of eligible small start-up businesses will not pay tax on any discount when the options are provided to them they will only pay tax on any discount
For employees of businesses that are not eligible for the start-up concession the tax can
start-up businesses to offer shares at a small discount to employees and that discount would be tax-free.
More details and examples are available in the Employee Share Schemes fact sheet attached to the related joint press release.
subject to certain conditions, the employee could choose between up-front and deferred taxation. For options, a deferred taxation point occurred
when the employee exercised the options by converting the options into shares. Default position is up-front taxation for both shares and options.
Deferral of tax is limited to schemes where there is a risk of the employee forfeiting the shares or options,
when the employee exercises the options. Going forward-start-ups only Options and shares that are provided at a small discount by eligible start-ups will not be subject to up-front taxation.*
'including that the company offering the ESS is the recipient's employer (or employer's holding company) and that the employee not hold more than a 5 per cent interest (or 5 per cent of voting rights) in the company.
TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness The Reform Agenda: Ambition 4 81 Proposal 16:
and retain talented employees, and compliance burdens generally have a larger proportionate impact on small businesses.
creating a more skilled labour force; building economic infrastructure to drive productivity; and fostering innovation and entrepreneurship in our industries.
October 2014 3. Expand access to the Commonwealth workers'compensation scheme The Minister for Employment will oversee further consultations to identify the viability of
and best way to expand access to the Comcare workers'compensation and work health safety and laws to eligible private employers as premium payers.
and Competitiveness Agenda Industry Competitiveness IMPLEMENTING OUR ECONOMIC ACTION STR ATEGY 89 Reform Consultation pathway Projected timeframe A more skilled labour force 9. Increasing the focus on STEM
Improve taxation arrangements for Employee Share Schemes The Department of the treasury will conduct stakeholder engagement to refine legislation prior to introduction.
Export Finance and Insurance Corporation ESS Employee Share Schemes FWBC Fair Work Building and Construction GDP Gross domestic product IFA Individual Flexibility Arrangements IIASA
Labour force, cat. no. 6202.0. Australian Bureau of Statistics. Canberra: Commonwealth of australia. TPO00007 Industry Innovation and Competitiveness Agenda Industry Competitiveness REFERENCES 95 ABS. 2014j.
Labour force, Detailed, Quarterly, cat. no. 6291.0.55.003. Australian Bureau of Statistics. Canberra: Commonwealth of australia. ABS. 2014k. Managed Funds, cat. no. 5655.0.
) Employee Share Schemes Their Importance to the Economy. Employee ownership Australia and New zealand. Farquhar, S. 2014, February 18.
) Completion and Attrition rates for Apprentices and Trainees. Adelaide: National Centre for Vocational education Research. NCVER. 2013b).
) Employers use and views of the VET system: Statistical Report. Adelaide: National Centre for Vocational education Research.
Labour force Statistics by Sex and Age Indicators (Stat Extracts. Paris: OECD. OECD. 2014c. OECD Economic Surveys:
) Geographic Labour mobility, Research Report. Canberra: Commonwealth of australia. Productivity Commission. 2014c). ) Productivity Update 2014. Canberra: Commonwealth of australia. Productivity Commission.
Australian Securities Exchange (ASX)- istock Page 47 Students reading-istock Page 49 Construction worker-Michele Mossop, Engineers Australia Page 63
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