REPORT. Thematic Seminar Learning Outcomes. Focus: Labour Market. (session 2 from 3) th September. Bucharest

Transcription

1 REPORT Thematic Seminar Learning Outcomes Focus: Labour Market (session 2 from 3) th September Bucharest

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3 Inhoud 1 Introduction Welcome by Carlo Scatoli Elena Camilletti Richard Maniak 4 2 plenary: presentations of case studies ROMANIA FRANCE Sophie Bouvier general 7 3 Workshop 1: how qualifications based on ECVET principles help meet the needs of the labour market Needs of the labour market terminology Labour market benefits, conditions and impact of LO approach (group inventory) Conditions for qualification design ECVET Specific qualification design general 12 4 Workshop summary day

4 1 Introduction 1.1 Welcome by Carlo Scatoli Times are changing since the recent news of the transfer from DG EAC to DG EMPL. Little more than the move itself is known. Carlo refers to the recent ecvet evaluation. The use of LO s has stronger support than the use of credit points. ECVET can contribute to mobility as well as employability. Points have been rarely used for education under level 5. So there has never been a need for transfer of (ecvet) points tot ECTS points. In higher VET the tendency is that it is easier to just use ECTS points since they are already used and recognized by higher education. The recommendation and evauation will be discussed in the ECVET forum. The official report will follow later. 1.2 Elena Camilletti Elena is the new coordinator of the ECVET team since Didier Gelibert left for Italy. Reflection on thematic seminar session 1 on LO in Barcelona Main conclusions - It is possible to identify a common objective to all vet systems: development of skills for employability - In some area of training the use of LO is restricted. Especially in training that revolve around social development, social inclusion or academic skills - Some training programmes include learning which is not recognized by the award of a formal qualification - Further work is needed to strengthen the use of the learning outcome concept - LO need to be clearly linked to the assessment Discussions that arised: - How to best ensure there are reliable links in the chain of events that lead to the development of clear LO s - How to best work with the economic world and the labour market - How to design qualifications which can be used by the VET trainers 1.3 Richard Maniak Participants of seminar around 25.

5 Topics: Designing qualifications to meet the needs of the labour market 1 ecvet principles 2 ecvet technic specifications Desigining training to meet the needs of the labour market 3 how could ecvet principles increase employers involvement in training Results of the questionnaire - all kinds of data is gathered regarding the labour market in all countries - this info is used for several goals and mainly for qualification design - most countries want improvement of the data collection systems

6 2 plenary: presentations of case studies 2.1 ROMANIA Anamob- The National association for grain industries in Romania There is a (increasing) shortage for VET instruction (in real environments with real equipment) in the grain industry area New qualification design Vet standards evolve from process/technology driven tot KSC-driven (with ECVET units). Now both standards exist Collecting information form employers and other stakeholders Needs of labour markets: - main skills required to perform the activities/tasks (professional skills) - the main attitudes required by company (personal and social skills) - adapt to new R&D innovation applied in the sector: technologies, ITC, automation (e.g. the introduction of frozen food and pre-baked food in the bakery) Main benefits for labour market - flexibility for employment. You can hire somebody having only a part of a full qualification - a better use of validation of non formal learning (the skills achieved during working life could be easier validated and an employee could benefit from progression in career and the employer could benefit from skilled employees) 2.2 FRANCE Sophie Bouvier AFT (covering entire field of training in logistic an d transport industry) NETinvet: European network of volunteer training centres and companies form 9 countries involved in developing relations of trust, enabling mobility of learners in training and going towards a recognition of mobility in a qualification context thanks to the ECVET device Developing qualification level 5 1 create job profile by interviewing employers 2 create units of LO

7 3 7 units in total VETpro: opening mobility for teachers (and managers, HR, etc) 2.3 general Creating and implementing ECVET based qualification will take 1 to 2 years an on average every five years qualifications are renewed Germany: LO s are formulated not too specifically, E.G. specific techniques cannot be mentioned so that the LO will be applicable for a long time. The trainer may have a handbook specifying the technique. Saying it is the standard now, but it may change. In Germany changes in qualification can be fairly quickly (sometimes even in two months) because it can be changed by one specific unit only. One would need the approval of the social partners and then the ministry can change the qualification. This is true for all countries that have unit-constructed qualifications.

8 3 Workshop 1 and 2: how qualifications based on ECVET principles help meet the needs of the labour market - How to ensure you have information which takes account of the needs of the labour market - What are the expected benefits for the labour market to develop market to develop qualifications based on ECVET principles? What are the conditions for success? 3.1 Needs of the labour market terminology Inventory of labour market needs in categories (Qualification) content - Clear and transparent description of KSC - Level of EQF - Development of job - Information on outcomes, not on process (Qualification) system - Level of EQF - Permeability - Efficient training - Flexibility - Employability - Access to flow Main principles of ECVET - Clear description of KSC - Validation and Recognition of all types of LO (formal, non formal, ) - Transfer of credits from one setting to another

9 - Possibility of accumulation of units 3.2 Labour market benefits, conditions and impact of LO approach (group inventory) LM benefits Conditions for success Impact on qualifications All types of LO Accumulation Transfer KSC Employees benefits. Recognition of what you can do. Efficient and flexible way of qualification if you don t have to learn what you already know or can do in order to get a qualification or parts of it. - Managing the path that suits you (e.g if you are not the studying type, it does not mean you don t learn) - validating and/or recognizing units of qualifications, maybe even on different level, gives a complete and personal overview of what you CAN do. - Enabling better career progression for employing, continue to adding to skills, not being stuck at one level - Transfer skills between jobs: Clear description of units. Learning outcomes clearly described. Understandable to employer, employee, competent body of qualification The units should be described on output rather than on input LO s consistent between different settings to facilitate transfer Clear way of proving that the employee actually possesses the required KSC on the required level Communication between relevant parties. Involve all stakeholders Readiness and involvement of employers: - Employers should be motivated to promote employees personal development Modular system: possible to validate parts of qualifications Parts of qualifications (units) should be descripted in LO s where the terminology is in accordance between education and LM. Qualification profile is not necessarily the same as job profile. Way of doing this: employers representatives in describing qualifications. Or in other words: include all parties in designing qualification standards

10 Both from one job to another as from similar jobs in other settings or countries. Employers benefits -better view of human capital (actual KSC and level, instead of qualification level) - Adds an instrument for companies for managing the continuous training of their employees - confident and happy (and loyal) employees that know what they can do. - Enables life long learning and career development. Employers more confident to hire people because they can rely on growth possibilities - Employers have more choice of potential candidates for the job - Employers should be open to recognition of experience rather than diploma s The law should enable recognition and validation of non formal and informal learning regardless of the educational level of the learner. Involve all stakeholders in the process Quality control in order to create trust in assessment General: - Carrier improvement of people Demographic challenges; ageing population: reskilling and upskilling - LO s provide a context for competences that are not easily measured and making it assessable

11 3.3 Conditions for qualification design ECVET Specific Design Units (employers) - Transparency/ understanding of qualification - Easy and quick revision possible - Easy way to organize mobility and training - Can send employees to gain skill (reskill and upskill) in small parts when it is needed/convenient - Tailor needs of employer to available units Design Units (learners) - Employability: easy to get a job - it is possible to make distinction between ivet and cvet. E.g. some countries are reluctant in ECVET-modular ivet because of the possibility of increased dropout figures - Individual path: - Flexible learning-fit learning around other obligations - Select individual units for specific skill required - Collect units form different settings - Understanding/ expectations - Progressive way to get qualification - Allows easier retraining -

12 3.4 ECVET Specific qualification design general In order to meet the ECVET principles of recognition of all types of learning outcomes, regardless of the learning path, the accumulation of units, the transfer of learning outcomes form one setting to another and the units based on outcomes (KSC) and not input, The system must meet ALL of these requirements - Modular system (units) - Units described in clear LO s, uniform and consistent language, assessable and level (transparency) - Recognize and validate parts of qualification - Also possible by NFIL - Accumulation of units possible - Transfer of units possible - Quality control ECVET NOT SPECIFIC The system may have one or more of the above requirements, If you leave one of the above out, the system prohibites or complicates one of the principles or earlier specified benefits. NOTE: Per system you can work out what the system lacks (e.g, the german and dutch system do not recognize parts of qualification. But they do recognize NFIL. However the not so consistent description of the LO s in the qualification makes this recognition progress currently difficult trust- and assessmentwise.)

13 4 Day Workshop summary Strengthening employer s involvement in training Two groups: one collecting reasons why employer s should NOT participate in training, and one collecting the reasons why they SHOULD Arguments against engagement in training: - Time and cost consuming - Not core business - Not seeing added value - Employees will leave or ask for more money - Countries with difficult economic situation (like Cyprus, Estonia, hungary) do not have a tradition of employers investing in employees development Arguments in favour of - Helps with recruitment - Allows participation in human development process - Cost and time efficient because employee better equipped for job - Improves employee motivation - Shared responsibility life long learning - Improves attractiveness of sector Conditions for supporting training - Diverse ways of training. More options should be possible - Existing framework, supportive structure to effective engament of employers in training. Legislationand/ or subsidy - Supportive HR strategy - Reduce lack of awareness: better dissemination to the regions, strategies to work with stakeholders, see the benefits, stress return on investment - Speak employer s language. World of work is very different from world of school. How can ECVET help with these conditions

14 - Unit/KSC approach may support adaptability to specific needs of the sector/companies - Delegation of employers in qualification structure to support mutual trust - Accumulation of units assist in continuous development of employees - Transfer/recognition support HR strategy, facilitates mobility and the exchange of staff - Controversial suggestion to EC (not supported by some, very supported by others): create a ECVET friendly label for companies 4.2 General observations - There is merit in talking about ECVET form the point of view of the basis principles of ECVET, and not policy or technicalities. - Technical language is disappearing into language that is easier to understand for employers. Educational and policy jargon does not make companies interested. We really need to think more about HR departments. What are we really writing and saying to them? And should we be trying to find language based on the principles. Regional and national level and issues, not European - ECVET is not about helping the training providers with their education, but to help the employers with their HR situation - NL remark: we primarily talked about ECVET. For employers ECVET on itself is too weak. It is part of a triangle of Units- Level-Validation. For both the employers as the employee s frame of reference a level (EQF/NQF) level should be attached to the units, as well as a validation procedure based on trust between all relevant parties. Hopefully in the future these instruments will be better linked and discussed in coherence 4.3 Next steps - Third thematic seminar focusses on ECVET and assessment - The outcome (to be reported) o Is not about designing the system o Is about conditions to maximise the benefits (using ECVET) - First draft of the structure of the seminar o Assessment: making the decision (how to decide, what evidence, what about assessors) o Assessment: checking the decision (quality assurance, validation) o assessment : using the decision in the EVET perspective in a context of a mutual trust, Transfer and recognition

15 - Expected benefits of the use of the results of the assessment of units for: learning, progression, accumulation, validation, transfer december in Brussels. Deadline for registration 17 november