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Life Long Learning – age of students – Training in the UK

Life Long Learning – age of students – Training in the UK. Life Long Learning . What is the Life Long Learning Centre? What is a National Vocational Qualification (N.V.Q)?. The age of participants.

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Life Long Learning – age of students – Training in the UK

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  1. Life Long Learning – age of students – Training in the UK

  2. Life Long Learning What is the Life Long Learning Centre? What is a National Vocational Qualification (N.V.Q)?

  3. The age of participants • Wise Owls runs a Life Long Learning programme which offers NVQ and Skills for Life training for people of all back ground and age groups. • We have used data collected from this project to analyse the age diversity of those taking part and the success rates of the over 50s.

  4. Our findings • Only 17% of learners on the training scheme were over 50. 67% were between the ages of 25 and 49 • 60% of learners on the scheme were of an ethnic minority, (of those who declared ethnicity). 63% were female. 2.7% said they had some form of disability • 38% of all over 50 learners who began on one of the course dropped out. 55% competed a NVQ and 7% completed skills for life training. • The average drop out rate for all age groups was 29%. The average NVQ completion rate across all age groups was 69.3%

  5. What age diversity of people took NVQ's? What age diversity registered? What age completed the courses? 38% of all over 50 learners who began on one of the course dropped out. 55% competed a NVQ and 7% completed skills for life training. The average drop out rate for all age groups was 29%. The average NVQ completion rate across all age groups was 69.3%

  6. Training and progression in the labour market • The most comprehensive study available has been conducted by the Department for Works and Pensions in a report titled ‘Training and progression in the labour market 2010’.

  7. Key points • For most age groups – though not all – the rate of wage increase was raised if they had undergone a period of training • Among men aged 16-24, for instance, wages rose by some 20 per cent where training was provided, compared to 12 per cent (still an impressive increase) where no training was undertaken. Conversely, for women of the same age there was no premium associated with having a period of training. Only women aged 16-24, and over 55, failed to see any wage premium through having training.'

  8. Key points continued… • Training has increased over time for almost all age groups. It is, however, least common for those in their 60s, and remains lowest for this group. • the trend appears to be increasing over time for those aged 50-59, and 60 or over, in contrast to most younger age groups. This may be a positive sign that older workers are receiving opportunities that perhaps were more concentrated on younger workers. • It is also worth noting the recent advent of measures to counter age discrimination in employment, including in training opportunities.'

  9. Point on table • It is only fair to point out that the margin of the gain to training was often rather small, generating a wage increase only a few percentage points higher than in the absence of training. In the note under the table we clarify that most of the differences in wage changes, comparing those who took training with those who did not, are not statistically significant. Those changes that were statistically significant were for men aged 35-44 and 55-59.

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