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This dissertation investigates the application of deliberate practice principles in improving pass rates for professional real estate licensing exams. The study explores the efficacy of structured, targeted practice sessions, including expert feedback, as compared to traditional study methods. Using a quasi-experimental design, the research involved two groups of real estate students: one following a conventional curriculum and the other subjected to deliberate practice interventions. Results revealed that the students in the deliberate practice group exhibited higher exam pass rates and reported increased satisfaction with the learning process. This study contributes to educational theory by extending the deliberate practice framework to vocational education, offering new insights into professional training methodologies. The findings highlight the importance of deliberate, structured learning activities in complex skill acquisition and suggest further research into optimizing these strategies across various professional domains.

The detailed guide's purpose is to assist educators and community leaders in designing and implementing educational programs to serve student and community needs, and to identify the goals and elements of cooperative vocational education. One chapter describes the necessary characteristics of the teacher-coordinator in such programs, and the advantages of cooperative vocational education to the community and to the students. Two other chapters suggest methods for determining employers' and students' needs for cooperative vocational education and suggest plans for meeting these needs. Three chapters deal with implementing plans for: public relations (including a suggested eight point plan and the use of media); instruction in the school (including five teaching methods and the use of youth organizations); and community laboratories (including criteria for selecting, establishing, and evaluating training stations, and guidelines for complying with appropriate laws). Another chapter analyzes essential elements of the cooperative program including staffing; facilities, equipment, and materials; and program development. A final chapter suggests ways of improving cooperative vocational education in its administrative structure, professional development of teacher-coordinators, instructional materials, and program evaluation. A 70-page appendix displays forms appropriate to the planning, implementation, and evaluation of programs. (JR)

The transition from high school into postsecondary education and a career has become particularly challenging given today's complex, fast-moving, and highly technological economy. To combat this problem, one approach widely adopted in the United States is the career academy model, which combines a college-preparatory and career and technical curriculum with a career theme and is often structured as a small learning community within a larger high school. Shifts in the labor market, reforms to secondary education, and a growth in both high school graduation and postsecondary enrollment rates across the United States prompt new questions about how participating in career academies may affect current students' academic and labor outcomes. MDRC is currently conducting another long-term randomized controlled trial of career academies to help answer these questions. This study explores California Partnership Academies (CPAs), which are partially state-funded career academies within high schools across California. The study will follow participants for the eight years after expected high school graduation and look at the impacts on students' high school, postsecondary education, and employment and earnings outcomes. This report explores the impacts of CPAs on students' high school graduation and college readiness at the end of high school as well as their college enrollment during the first year after graduation. It also examines the differences between the school experiences of the students who were offered a spot in a CPA (CPA group) and of those who were not offered a spot (non-CPA group), as well as some of the early effects of the program on teachers' attention to and expectations of students and on students' collaboration with each other, their perceived relevance of schoolwork, and their plans after high school.

Job Corps is the largest and most comprehensive education and job training program in the United States for young people ages 16 to 24 who are not in school or working. Most students live at and take classes at its approximately 120 residential centers. To explore ways to improve student outcomes and reduce per-student costs, Job Corps pilot tested two nonresidential models where students received education and training at colleges, supported by intensive personal and career counseling, instead of at a center. The two pilot programs were: (1) The Job Corps Scholars (JCS) pilot program consisted of 26 colleges each delivering its own version of the Job Corps program to eligible young people; and (2) In the Idaho Job Corps (IJC) pilot program, Idaho paired its Boise Job Corps center with a nearby community college and opened three addition fully nonresidential programs at other colleges. The two pilot programs together offered 30 diverse examples of college-partnered Job Corps programs to study. The implementation and outcomes study focused on: (1) The types of students who enrolled in these programs; (2) The ability of colleges to serve young people eligible for Job Corps, who typically face more barriers than other students; and (3) The outcomes achieved by students in the pilot programs.

Jobs for the Future (JFF) is developing this state policy framework to outline the steps states can take toward fully adopting each of the Big Blur's four key components and creating a more effective system for grades 11-14. The Big Blur argues for the need to erase the arbitrary boundaries between high school, college, and careers and create one new system for grades 11-14. The model opens the opportunity for all students to start earning a postsecondary credential and preparing for career success in 11th grade. The framework describes a continuum of four types of state policy environments that states currently have or will experience on the road toward a fully reimagined system of education-to-career pathways that work for all students. The four policy environments are: (1) fragmented; (2) coordinated; (3) integrated; and (4) transformed. In the framework, JFF provides examples of how each of the key components of the Big Blur (incentives, alignment, governance, and staffing) evolves from a fragmented to a fully transformed state policy environment.

The current U.S. secondary education, postsecondary education, and workforce training systems are failing to serve the needs of many of today's students. Securing a good job with a family-sustaining wage increasingly requires workers to possess industry certifications, degrees, and credentials, but U.S. education systems are not set up to help enough students secure them. In addition, there are significant economic disruptions on the horizon that are going to have big implications for the future of education and work. Jobs for the Future's Big Blur vision calls for entirely new educational institutions and systems to better prepare 16-to-20-year-olds for college and careers. This paper examines new structures for teaching and learning to help states create more effective grade 11-14 schools and systems, with examples of promising state-level instructor models. This paper outlines new types of instructor preparation, accountability systems, and learning management structures that are needed to effectively serve the developmental needs of young people in grades 11-14 and the unified system envisioned in the Big Blur.

The Houston Independent School District (HISD) is seeking a $4.4 billion bond aimed at addressing critical infrastructure and educational needs. Branded as "Renew HISD," the package would rebuild and modernize over 40 campuses, upgrade HVAC systems, improve campus security, and expand early childhood and career and technical education programs. As the district was preparing the proposal, the Kinder Institute for Urban Research fielded survey questions in January 2024 to the Greater Houston Community Panel to understand public support for a bond. Results of that survey were shared with district officials, and a follow-up survey was conducted in August 2024 to determine whether public support had changed. This brief summarizes the main findings of the January survey with additional discussion of what was learned in the August follow-up survey.

America's labor market presents a paradox. Although the unemployment rate is just 3.9%, there are more jobs open than people who can fill them. Nationwide, there are roughly 68 workers for every 100 open jobs. Many factors contribute to this workforce shortage, but one of the most significant is a growing skills gap -- millions of workers across the economy are unprepared for in-demand employment opportunities. In construction and other industries, employers are hurting, desperate for talent, and looking for innovative ways to attract people to open positions. Recent data from the Bureau of Labor Statistics (BLS) show that the construction industry currently has 407,000 job openings. This shortage is expected to grow, with a projected need for 723,000 workers annually due to economic expansion, worker retirements, and the changing skill needs driven by energy transitions and technological advancements. Some 88% of construction firms report having a hard time finding workers to hire. To address this challenge, employers in construction and other industries are investing in workforce development -- working to ensure current and future workers have the skills needed to succeed in high-demand careers. But employers can't do it alone. And although federal funding is available to support skill development, it is not nearly enough. Just $28.2 billion out of a total $139.5 billion allocated annually for postsecondary education and training is spent on workforce development. This policy brief estimates current federal spending on postsecondary workforce education and training and compares these funding levels to funding for traditional academic programs. This brief explores how investment in workforce education today compares to in investment in recent decades. Finally, it offers examples of how four states are investing in workforce education and offers policy recommendations for stakeholders and policymakers to consider for the future. [This report was co-produced by Procore with support from the Construction Advocacy Fund.]

Despite substantial interest in Career and Technical Education (CTE) courses in U.S. high schools--and associated scholarship on this topic--very little is known about characteristics of CTE teachers who are a critical resource for program implementation and expansion. Using eight years of statewide data from Maryland, we document key facts about the CTE teacher workforce and pathways into the profession. First, a sizable share (17%) of CTE teachers enter the profession with a high school diploma or associate's degree, aligned to state policy that allows Professional and Technical Education-certified teachers to substitute years of professional experience for higher degrees. Relatedly, CTE teachers are substantially more likely than non-CTE teachers to enter the profession through an "alternative" path that bypasses traditional undergraduate teacher education (54% versus 30%). Finally, there is a larger share of Black teachers in CTE versus out of CTE (25% versus 16%), leading to greater opportunities for teacher-student race matching. We hypothesize that these patterns are related: decreased barriers to entry into the CTE teaching profession may support more Black individuals to become CTE teachers.

Across the country, as technology continues to advance rapidly, the labor market exhibits a growing need for workers who receive frequent and ongoing skill development. Employers in many fields struggle to find adequately trained workers to meet their needs. Community college noncredit career and technical education (CTE) programs are an important contributor to skill and workforce development and help to close this "skills gap." This brief summarizes early findings from a study of FastForward, which uses a pay-for-performance model to fund noncredit CTE programs at the 23 colleges in the Virginia Community College System. FastForward aims to increase the supply of workers who receive credentials for high-demand occupations in Virginia. The FastForward study is focused on identifying institutional and programmatic factors that may influence learners' academic and labor market outcomes. This brief presents findings on the different approaches used by colleges and programs to deliver training, student and staff experiences in these CTE programs, and students' academic and labor market outcomes.

Research has shown that access to technology industry pathways and support for recruitment, retention, and advancement through technology careers remain inequitable for Black talent due to various systemic barriers. To help address this issue, Digital Promise conducted research that centers the voices and lived experiences of Black workers and learners seeking to enter and advance in the technology industry with the purpose of building awareness to the: (1) challenges and barriers they face navigating the U.S. technology learning and working ecosystem; (2) factors such as supports and services that have facilitated their technology career pathway entry, retention, and advancement; and (3) collaboratively designed recommendations for needed supports that they have identified that can better promote successful navigation and persistence within technology career pathways. This report further highlights actionable steps that various technology industry contributors can take to dismantle systemic barriers within the technology learning and workforce ecosystem and increase access to non-four-year-degree pathways to tech careers. [Funding for this project is provided by Walmart through the Walmart.org Center for Racial Equity.]

West central Georgia has become a burgeoning center for advanced manufacturing and logistics. With facilities for global brands across automotive, agriculture, tech, and biotech industries, the region (which includes Carroll, Coweta, Douglas, Haralson, Heard, Meriwether, and Troup counties) has experienced a 100+ percent surge in job demand for manufacturing engineers, machine operators, and material assembly shift technicians alone. This case study explores a cross-sector response to upskilling and reskilling talent in the region through West Georgia Technical College's establishment of a Regional Workforce Training Center, which has fostered impactful employer partnerships to drive skill acquisition for entry-level talent and incumbent workforces, enhance workforce diversity, and meet the evolving needs of both businesses and the community at large.

The U.S. Department of Veterans Affairs (VA), previously named the Veterans Administration, has been providing veterans educational assistance benefits, including GI Bill benefits, since 1944. The benefits have been intended, at various times, to compensate for compulsory service, encourage voluntary service, prevent unemployment, provide equitable benefits to all who served, and promote military retention. In general, the benefits provide grant aid to eligible individuals enrolled in approved educational and training programs. The newest GI Bill was enacted on June 30, 2008, as the Post-9/11 Veterans' Educational Assistance Act of 2008 (Post-9/11 GI Bill), Title V of the Supplemental Appropriations Act, 2008 (P.L. 110-252). This report provides a detailed description of the Post-9/11 GI Bill. The first section introduces the concept of entitlement. The second section describes participant eligibility criteria. The third section discloses the period during which the benefits must be used. The subsequent section describes the eligible programs of education. This is succeeded by an explanation of the eligible benefit payments. The final section illustrates current data on obligations and participation.

High-quality work-based learning opportunities enable students to develop necessary skills and contribute to positive employment outcomes. State leaders are recognizing the value of work-based learning experiences -- not only for individuals but in service of state attainment and workforce development goals. As leaders recognize the value, financial incentives can help offset costs associated with offering, engaging in and supporting work-based learning and serve as one tool to address barriers to access and expansion of work-based learning. Informed by a 50-state policy scan, this Policy Brief highlights key elements of financial incentives in state policy for each group: students, employers, and education institutions and intermediaries. Each section is informed by a 50-state policy scan and state examples are included throughout.

Local teacher recruitment through "grow-your-own" programs is a prominent strategy to address workforce shortages and ensure that incoming teachers resemble, understand, and have strong connections to their communities. We exploit the staggered rollout of the Teacher Academy of Maryland career and technical education certificate program across public high schools, finding that exposed students were more likely to become teachers by 0.6 percentage points (pp), or 47%. Effects are concentrated among White girls (1.4pp/39%) and Black girls (0.7pp/80%). We also identify positive impacts on wages (5% on average/18% for Black girls), countering a prevailing narrative that teaching leaves one worse off financially relative to other labor market opportunities.

AB 471 requires that the California Commission on Teacher Credentialing report to the Governor and the Legislature each year on the number of teachers who received credentials, certificates, permits and waivers. This report provides data collected by the California Commission on Teacher Credentialing (Commission) and addresses several questions regarding the supply of teachers newly available to teach in California classrooms.

The majority of states with a weighted, student-based K-12 funding formula include weights that allocate additional funding based on the enrollment of students in poverty, students with special education needs, and English learners (ELs). Research shows that all three of these student groups need additional support and resources to succeed. Many states also include other weights that are not strictly student-based. These might reflect a policy priority or aim to account for different program costs and district context factors. Weights that go beyond a strict student-based definition are not necessarily a bad idea, but some weights can have unintended consequences for students and overall funding equity, and should be approached with care and caution by policymakers and advocates. This brief discusses the following weights that states should consider with caution: (1) gifted and talented; (2) grade level or grade band; (3) career and technical education; (4) class size reductions; and (5) cost of living adjustments.

Correctional education is a prevalent form of rehabilitation programming for prisoners in the United States. There is limited evidence, however, about the labor market returns to credentials received while incarcerated. Using incarceration, educational, and labor market data in Washington State, we study the labor market returns to GEDs and short-term vocational certificates earned in prison. We identify the returns to credentials by a difference-indifferences design that compares changes in earnings and employment for incarcerated persons who earn a credential to those who enroll in a program but fail to complete a GED or certificate. We estimate that GEDs increase post-incarceration earnings by about $450 per quarter and that vocational certificates increase earnings by about $250 per quarter. Degree completers have higher hourly wages, are more likely to be employed, and work more hours following release. For vocational programs, earnings increases are driven by certificates in construction and manufacturing. [The research presented presented in this report uses confidential data from the Education Research and Data Center (ERDC) located within the Washington Office of Financial Management (OFM).]

Over the year, Advance CTE and the Association for Career and Technical Education (ACTE) tracked state activity, cataloged final state policy actions, and categorized trends based on the policy areas of focus. "State Policies Impacting CTE: 2023 Year in Review" provides an analysis that spans 47 states that enacted 115 policies, which marks the second-highest number of states in the past decade, surpassed only by the landmark year of 2017 when all 50 states implemented CTE-related policies. The policy areas that states focused on in 2023 were similar to previous years with industry partnerships and work-based learning as the top policy area for the second consecutive year.

In Delaware, Career and Technical Education (CTE) prepares students for life beyond high school by providing practical labor skills, workforce credentials, and early post secondary credits. Some CTE students graduate with the distinction as a concentrator, meaning they complete required coursework in a specific career pathway, such as engineering & technology, health informatics, or marketing. While graduating as a concentrator benefits students in terms of job placement and wages after high school, identification of students as concentrators varies across the country. Partnership for Public Education partnered with the Delaware Department of Education (DDOE) to understand the state's identification strategies and to see if inequities in identification exist that could prohibit students from accessing the benefits of concentrating. The study highlighted in this brief explores inequities in the state's CTE identification strategies that could potentially prohibit students from benefiting from CTE, and proposes strategies for improving equity in CTE. Modest mismeasurement in concentration status, as well as some inequities in which student subgroups become a concentrator was found. In this policy brief, the authors share details on findings and strategies for improving equity in CTE.

College costs and persistent workforce shortages have prompted educators, policymakers, and employers to shift the conversation on the transition from school from a narrow "college for all" emphasis to a broader "postsecondary education" and "career pathways" perspective. This paper describes an innovative effort to address these challenges in New Hampshire, focusing on a set of programs that follow a "hyperlocal" approach to career pathway development. Seeking to expose participants to careers in high-demand areas, the programs simultaneously address specific, local industry, community, and individual needs. Their purpose is to increase the likelihood of social mobility by using career exposure and hands-on involvement to spur interest and motivation toward additional education and training in promising fields. The research reported focused on programs that target youth approaching the secondary-postsecondary transition. The paper begins by briefly describing New Hampshire's unique demographic characteristics as they relate to the state's approach to education and workforce development. The characteristics help to understand the challenges involved in helping individuals make the transition from secondary education to postsecondary roles. The study's main findings focus on key elements of career pathway programs that align with the New Hampshire Charitable Foundation's (NHCF) hyperlocal model. Excerpts from participant interviews across six programs help to show what works in different career pathway sites, in terms of realizing effective collaboration among partners and providing learners with a positive experience. The paper concludes with a discussion about areas of ongoing need both within and outside of individual pathway programs.

The 2023 Illinois Career and Technical Education Report is submitted in compliance with Illinois School Code 105 ILCS 435/2e, which requires a written career and technical education (CTE) report to be issued to the governor annually. This report describes the establishment of and delivery of CTE in Illinois, the existing condition of Illinois CTE based on school year 2022-23 data (FY 2023), and the future developments and recommendations for CTE in our state as required by Illinois School Code 105 ILCS 435/2e. Further, this report provides an update on the police academy program in Illinois as required 105 ILCS/5/22-83. The work of the Gender Equity Advisory Committee and other ISBE initiatives also are referenced within the report.

The newly created Office of Indian Education (OIE) at the Oregon Department of Education is pleased to share the new strategic American Indian/Alaska Native (AI/AN) Student Success Plan. This five-year state plan will guide agency decision-making through 2020-2025. This plan provides Oregon communities with a refreshed mission that centers shared goals and sets specific data-driven priorities designed to meet the needs of AI/AN students in the state of Oregon. This plan is grounded with the overarching goal of success for AI/AN students and out-of-school youth. Development of the AI/AN Student Success Plan was a collaborative effort shared by the AI/AN Advisory Committee Members, AI/AN students and youth, tribes, Oregon Department of Education (ODE) leadership, the Government-to-Government Education Cluster (comprised of appointed representatives from each of the nine federally recognized tribes in Oregon), the general AI/AN community and other committed stakeholders. By engaging the wider community through public community conversations and data analyses, OIE worked to center the voices, needs and experiences of AI/AN students and youth. The OIE team shared leadership over several months to create a five-year roadmap with set objectives that will improve the ways the Oregon Department of Education supports equity and excellence for each AI/AN student. In each section, the authors have identified specific objectives, strategies and key indicators that will allow measurement of the state's progress and prioritizes resources in a way that honors the mission, vision and values and centers the communities served as a whole. The purpose of the American Indian/Alaska Native Student Success Plan is to share a vision and identify actionable strategies for working together to achieve that vision. The AI/AN Student Success Plan is a proven strategy that will increase attendance rates, high school graduation rates and create a pathway for equity and excellence for all AI/AN students.

Maltese is a Semitic language closely related to Arabic in structure and morphology but is written from left to right and in the Latin script. When Malta became an independent state within the Commonwealth in 1964, the new Constitution highlighted the importance of Maltese by giving it both a national and an official status. Since 2002, Maltese has also been recognised as an official language within the EU. The systematic teaching of Maltese started in the early 20th century, and since 1946, Maltese has always been one of the core subjects in both primary and secondary education. Malta's current guiding educational framework, the National Curriculum Framework from 2012, does not outline a policy regarding the language of instruction, but does recognise the need for such a policy, and efforts have been undertaken to address these issues of entitlement, culture, and implementation. In response to the increasing numbers of pupils in Maltese schools whose first language is neither Maltese nor English, courses have recently been developed to teach Maltese as a foreign language. Every Regional Dossier begins with an introduction about the region in question, followed by six chapters that each deal with a specific level of the education system (e.g. primary education). Chapters 8 and 9 cover the main lines of research on education of the minority language under discussion, and the prospects for the minority language in general and in education in particular, respectively. Chapter 10 provides a summary of statistics. Lists of (legal) references and useful addresses regarding the minority language are given at the end of the dossier.

Chicago Public Schools (CPS)--like many school districts--faces challenges. These include declining enrollment, budgetary pressures, pandemic-associated learning losses, and the need to staff schools with educators and administrators who can meet the diverse needs of students and families. CPS is also grappling with a changing policy environment. In 2024, the city will begin shifting to a larger school board, whose members will be elected instead of appointed by the mayor. Federal COVID-19 relief funds are running out. And a moratorium on school closures in the city is set to expire in 2025. Amid these challenges and opportunities, Public Agenda, with support from the Joyce Foundation, set out to take stock of Chicago residents' priorities for their public schools. The goal is to help city and district leaders and other stakeholders make decisions that are informed by Chicagoans' concerns and aspirations. Findings are based on a representative survey of 2,127 adult residents of Chicago. In brief, Public Agenda's survey finds that Chicagoans think the biggest problem in the city's public schools is that students are not learning enough academically. The majority of Chicagoans think politicians and educational leaders are focused on petty political battles instead of what is best for students, and few are confident that the CPS budget is spent effectively. To improve schools, Chicagoans favor training teachers and principals, replacing underperforming teachers, and demanding that schools implement improvement plans. Parents want CPS to prioritize spending on tutors and classroom aides to support academically struggling students. As the city prepares to elect school board members for the first time, less than half believe that an elected school board will better serve students. This report highlights instances in which there are differences of opinion between parents and nonparents and differences of opinion by race/ethnicity or across neighborhoods in Chicago.

In the United States, education-to-career pathways are undergoing a rapid evolution Shortages of skilled workers in many industries have prompted renewed attention to strengthening existing education-to-career pathways, as well as innovating new ones. At the same time, the notion that bachelor's degree programs should serve as the default pathway for all students has come into question. Employers and students increasingly prioritize skill development over degree attainment, and the skyrocketing cost of college has motivated many students to seek alternate pathways. As a result, there has been a sharp rise in efforts to fortify education-to-career pathways through investment and innovation in postsecondary career and technical education (CTE)--an umbrella term for programs that blend education with workforce preparation to equip postsecondary students with technical knowledge and often at least one industry-recognized credential, such as a certification, license, or degree. Postsecondary CTE programs prepare students to meet workforce needs and achieve personal career success. This report explores the state of sub-degree credentialing programs in the United States, highlighting effective practices and pitfalls of these programs. It then provides a case study of the Industry Corps model, exploring best practices related to access, student support, and career preparation, describing the ways in which Industry Corps addresses common challenges faced in traditional sub-degree credentialing programs. The report concludes with lessons learned from Wentworth's pilot of Industry Corps, offering important takeaways for higher education institutions seeking to develop or improve innovative credentialing programs.

This publication presents completion and attrition rates for apprentices and trainees four years after commencement for contracts and individuals. (1) Contract completion and attrition rates are derived by tracking the outcomes of contracts of training over time; and (2) Individual completion rates account for individuals recommencing; or ceasing one contract and starting another in the same or superseded qualification, with a different employer. The publication also presents projected contract completion and attrition rates for the latest commencing apprentice and trainee cohorts using a 'life tables' methodology.

There are hundreds of local labor markets fuel the American economy, and each one is driven by the needs of the local area's mix of industries and the skills of its workers. For each labor market to operate at its peak potential, these needs and skills must align. Achieving alignment requires local education and training providers to convey in-demand skills through the programs they offer; when providers fail at this task, skills gaps can manifest or grow. The result of failure is a great misalignment between credential supply and labor-market demand, specifically at the middle-skills level. On one side of this great misalignment is the middle-skills employment: jobs that require more than a high school diploma but less than a bachelor's degree. On the other side lies the vast array of middle-skills education and training providers, which include public community colleges, private nonprofit and for-profit two-year institutions, and private training institutions such as technical, clerical, and cosmetology schools, along with some four-year colleges that offer middle-skills credentials. These providers often explicitly design their programs to serve local workforce needs, including by collaborating directly with employers to create educational offerings that match the skills demands of the local labor market. This report focuses on middle-skills credentials--that is, postsecondary sub-baccalaureate certificates and associate's degrees. As of the 2020-2021 school year, providers of these credentials numbered almost 4,800 nationwide. These providers were spread unevenly across the 565 local labor markets described in this report, with some markets served by dozens of providers and others served by only one. The pressure on these middle-skills providers to meet community workforce needs continues to grow: the national economy is expected to create an average of 18.5 million job openings annually through 2031, and 5.8 million of these job openings each year (slightly more than 31 percent) will go to workers with an associate's degree, a certificate, or some college credit but no degree.

This report provides a look at the Fall 2023 term enrollment in categories such as student load, location and demographics of the community college student population. The content and format of this report have been developed through a collaborative effort between the Wyoming Community College Commission (WCCC), the Executive Council, and the Data Governance/Institutional Research Council members representing the seven community colleges. Effective with the Summer 2016 reporting term, data were extracted from the Central Station Instance (CSI) using one report rather than consolidating individual customized reports from all seven colleges.

This document provides technical detail and supporting data for the research findings discussed in 'The student journey in VET: the many faces of completion and non-completion'. The analysis in this technical paper explores: (1) an approach to identifying VET subject enrolment activity that serves a compliance or regulatory purpose; (2) variability in completion rates across VET qualifications, and associated differences in patterns of subject enrolments and outcomes; (3) different indicators of student outcomes in VET, including program completion, subject completion, and movement to subsequent VET; (4) student training pathways exploring the extent to which students undertook programs, stand-alone subjects, or a combination of the two, and how this training choice evolved over time; and (5) student training pathways exploring the extent to which students went on to enrol in a program at a higher, lower, or the same level of educations, and how these pathways compared for students who did and did not complete their initial program.