Financial Incentives to Promote Adult Learning in Australia

Foreword
Acronyms and abbreviations
Executive Summary
Chapter 1.  A portrait of adult learning participation in Australia
	1.1. Key findings
	1.2. Introduction
	1.3. Current performance
		1.3.1. Participation in adult learning
		1.3.2. Under-represented groups
		1.3.3. Employer provision
	1.4. Existing financial incentives for promoting adult learning in Australia
		1.4.1. Governance and public investment in adult learning in Australia
		1.4.2. Existing financial incentives
			Subsidies
			Income-contingent loans
			Tax incentives
	Notes
	References
Chapter 2.  Financial incentives to address barriers to adult learning
	2.1. Key findings
	2.2. Barriers to adult learning participation in Australia
		2.2.1. Barriers for individuals
		2.2.2. Barriers for firms
	2.3. Financial incentives to address barriers to participation in adult learning
		2.3.1. Individual learning accounts
		2.3.2. Training leave
		2.3.3. Training vouchers and subsidised training places
		2.3.4. Training levies
		2.3.5. Tax incentives
	Notes
	References
Chapter 3.  Feasibility of policy options to promote adult learning in Australia
	3.1. Analysis of existing financial incentives
		3.1.1. Strengths
		3.1.2. Weaknesses
			Existing financial incentives do not support workers transitioning to new occupations
			Existing financial incentives do not address time-related barriers to adult learning
			Existing financial incentives generate deadweight losses and could do a better job of targeting vulnerable groups
	3.2. Assessment of policy options
		3.2.1. Tweak the design of the existing set of financial incentives to address weaknesses
			Potential to support transitions to new occupations
			Potential to expand coverage
			Potential to steer training towards in-demand skills
			Cost
			Governance requirements
		3.2.2. Introduce an individual learning account, possibly funded by an employer levy
			Potential to support transitions to new occupations
			Potential to expand coverage
			Potential to steer training towards in-demand skills
			Cost
			Governance requirements
		3.2.3. Introduce paid training leave on top of existing incentives
			Potential to support transitions to new occupations
			Potential to expand coverage
			Potential to steer training towards in-demand skills
			Cost
			Governance requirements
	3.3. Recommendations
	3.4. Framework conditions
		3.4.1. Good information, advice and guidance
		3.4.2. Responsive education and training system
		3.4.3. Qualification frameworks
	Notes
	References