STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT

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1 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT

2 THE EUROPEAN TRAINING FOUNDATION IS THE EUROPEAN UNION S CENTRE OF EXPERTISE SUPPORTING VOCATIONAL EDUCATION AND TRAINING REFORM IN THIRD COUNTRIES IN THE CONTEXT OF THE EU EXTERNAL RELATIONS PROGRAMMES HOW TO CONTACT US Further information on our activities, calls for tender and job opportunities can be found on our web site: For any additional information please contact: External Communication Unit European Training Foundation Villa Gualino Viale Settimio Severo 65 I Torino T F E info@etf.eu.int

3 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT This report was prepared by the European Training Foundation, with the contribution of Mr Mohamed Ahmed Roushdy, expert in vocational training, in December 2001 ETF, 2003

4 A great deal of additional information on the European Union is available on the Internet. It can be accessed through the Europa server ( Reproduction is authorised, provided the source is acknowledged.

5 TABLE OF CONTENTS LIST OF ABBREVIATIONS 5 1. DESCRIPTION OF CURRENT SITUATION Main official partners Active partners ASSESSMENT OF STRENGTHS AND WEAKNESSES Mechanisms and partners General comments RECOMMENDATIONS To national authorities To donors and ETF 20 ANNEXES 21 Annex 1: Organisation and responsibilities of CAPMAS 21 Annex 2: TVET in Egypt (summary) 28 Annex 3: Tables 33 Annex 4 : Figures 38 3

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7 LIST OF ABBREVIATIONS CAPMAS EOC ETUF FEI FTC HRDP IDSC ILO LMDC LO MKI MOE MOHAR MOI MOMpM MOSA NGO NSSCP PES PVTD SCHRD SFD TOMOHAR TS TSS VTC Central Agency for Public Mobilisation and Statistics Egyptian Occupation Classification Egyptian Trade Unions Federation Federation of Egyptian Industry Federation of Tourism Chambers Human Resource Development Programme Information and Decision Support Centre International Labour Organization Local Manpower Development Council Labour Office Mubarak/Kohl Initiative Ministry of Education Ministry of Housing and Reconstruction Ministry of Industry Ministry of Manpower and Migration Ministry of Social Affairs Non-governmental Organisation National Skill Standard and Certification Project Public Employment Service Productivity and Vocational Training Department Supreme Council for Human Resources Development Social Fund for Development Now Productive Training Organisation for Building and Construction Technical Secretariat of SCHRD Technical Secondary School Vocational Training Centre 5

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9 1. DESCRIPTION OF CURRENT SITUATION MAIN OFFICIAL PARTNERS CENTRAL AGENCY FOR PUBLIC MOBILISATION AND STATISTICS (CAPMAS) The Central Agency for Public Mobilisation and Statistics is considered, according to the Presidential Decree No 2915 for the year 1946, the official source for providing the country s organisations, universities, research centres, individuals and international organisations, with data, statistics and information for planning, development, evaluation, policy- and decision-making purposes. The agency, with its huge human capabilities, technical expertise and advanced equipment, is considered one of the most important agencies in the country at a time when data and information represent the major factors to achieve success and development in every area and activity. The agency is carrying out a number of responsibilities in the areas of statistics, public mobilisation, information systems and related activities, through field surveys, technical studies, systems analysis and designing, as well as collecting data from its resources, and conducting data processing and tabulation. It has the responsibility of producing and disseminating statistical data at both national and regional levels for the process of planning and decision-making. The agency has considerable expertise at the national level in the field of statistical data and information, and is always keen to provide accurate data in suitable time and form. The agency consists of the following sectors: statistics; public mobilisation; electronic data processing; financial, administrative and follow-up affairs. Each of the technical sectors has responsibility for carrying out the statistical operations assigned to it, in accordance with the general plan of the agency, taking 7

10 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT into consideration the full coordination and integration between each sector, in order to cover most economic and social activities in the country. Each provides the related statistical publications and bulletin. The agency also provides technical advice, experience and training, in addition to computer services and related activities for users. A number of central administrations and centres are affiliated to every sector, as shown in annex 4 (figure 1). Annex 1 gives the details of CAPMAS organisation, the responsibilities of each sector and the different central administrations as well as those affiliated to each sector MINISTRY OF MANPOWER AND MIGRATION (MOMPM) The Ministry of Manpower was a department within the Ministry of Social Affairs and Labour until 1960, when it became a specialised ministry dealing with all matters concerning the labour force s working condition, relations, employment and training. The organisation structure of the ministry includes three main central administrations dealing with: (a) vocational training, (b) employment, (c) research and studies (annex 4, figures 2a and 2b). Central Administration for Vocational Training preparing and developing vocational guidance activities, especially for those who apply for training in the ministry s VTCs; assessing the uneducated work skill levels (for 163 trades Law No 143/1988); technically supervising 30 VTCs linked to the manpower directorate in the governorates; their total capacity is about 2,740 trainees per shift and they run short courses of four to six months duration. Supervising the grading training system, conducted under training agreements between the directorates and private enterprises, where practical training takes place for five days every week and lasts for two to four years according to the trade. About 23,620 trainees are registered in this system in about 7,780 enterprises this year. Central Administration for Employment Services This supervises 293 Public Employment Service offices in the governorates scattered all over Egypt, which are responsible for: registering jobseekers applications; registering employees vacancies; arranging for skill/aptitude testing and vocational guidance. Once the information is analysed, several reports have to be prepared for the minister s office and Ministry of Planning about the employment opportunities in the labour market. The responsibilities of this central administration include: collecting information about VTCs all over Egypt, their enrolment and outputs yearly; assessing national training needs, according to the analyses of the Employment Information Programme prepared by the Public Employment Service offices in the governorates (Law No 53/1979); The ministry issues a monthly vacancy bulletin which includes about 20,000 job opportunities, most of them in the new industrial cities and tourist areas. In addition, the ministry is setting up a computer network, linking the ministry s headquarters with the various directorates in the governorates, to activate their contribution to employment-related information. 8

11 1. DESCRIPTION OF CURRENT SITUATION Central Administration for Research and Studies This is responsible for designing and implementing annual research and studies, as bases for balancing the supply and demand of the labour force, on which policies and recommendations can be prepared to serve the labour market planning objective. Its staff consists of working group professionals. A comprehensive field study of one economic sector is carried out annually (e.g. agriculture, industrial subsector, tourism) covering its labour force status, the level of wages, employment opportunities, the level of productivity, future development, training needs, job creation costs, education status, etc. Information is collected through the labour offices in the governorates, computerised in the ministry s computer section and analysed by the Central Administration. Copies of the studies are circulated to the minister s office, CAPMAS, the Ministry of Planning, IDSC, the Ministry of Education, the Ministry of Administration Development and the Top Management Training Centre. The studies can provide evidence for the education sector to adjust the numbers of new yearly intakes, in technical education as well as in university, and direct or advise individuals to the promising employable sectors. Developing a modern employment service system In a private economic environment, the state can no longer guarantee a job, but becomes a facilitator, creating an enabling mechanism for enterprises and jobseekers by developing and adapting labour market instruments which can be a developing public employment service (PES) system. The challenge of the new concept is the way of delivering services. A modern PES really needs to be service- and customer-oriented, abandoning the traditional administrative culture and focusing on meeting the needs and expectations of clients jobseekers and enterprises. It needs to be organised, and its staff need to be recruited and trained. The essential characteristics of the staff are: a high level of specific expertise to achieve effectiveness and credibility, responsiblility and willingness to take initiatives, and the ability to react swiftly. It is an ongoing process of gaining and maintaining confidence. These PES offices should be run effectively and efficiently, as if they were privately owned. The modern PES functions should include: job placement, matching labour supply and demand; organising programmes and workshops on job-search techniques, CV writing, interviewing, self-presentation; providing training information and vocational guidance, occupational trends, suitable training centres and courses, identifying suitable jobs; entrepreneurship: providing counselling, delivering administration, financial and market training; providing information on skill shortages. The project aims at establishing a semi-autonomous Public Employment Agency, under which the employment office would operate INFORMATION AND DECISION SUPPORT CENTRE (IDSC) The IDSC was established by a presidential decree in 1985, linked directly with the cabinet. Its mission is to help accelerate socio-economic development using relevant information technology. Its objectives are: to develop an information and decision support system for the cabinet and top policymakers in Egypt; to help building the information infrastructure of the country in order to provide accurate, timely information to all types of users; to develop human resources at all levels, specialising in IT and its applications for development; 9

12 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT to encourage, support and initiate IT projects that will accelerate management and technological development in Egypt. The IDSC does not collect information or statistics, but uses and applies those already produced by CAPMAS, ministries, organisations, governorates, the private sector and researchers. The IDSC is linked to 87 information centres in the ministries and authorities, 112 public services and economic agencies, and 442 governorates and affiliated specific directorates and main departments, as well as 853 information centres in towns, districts and villages. About 600 professionals and specialists are working in the IDSC. Several activities had been achieved. The centre established an Information Technology Institute in 1993, followed by the Alexandria branch in 1996, to provide specialised training programmes, opening up employment opportunities and enhancing the skills of IT users. Its graduates have gained worldwide recognition. The IDSC established several web sites in different economic, cultural and service fields, as well as important databases in different fields. Recently, the two major national studies approved by the SCHRD/TS, financed by the Social Fund for Development (SFD), and conducted by CAPMAS about: (a) VTCs in Egypt, and (b) the labour market needs in the next five years ( ), are now in the hands of the centre, and the information has been used for the sake of both the National Employment Project and the National Training Project for unemployed graduates, which is under implementation now. Local Manpower Development Councils in the governorates have to make use of information included in those two projects through the information centres affiliated to the governorates. 1.2 ACTIVE PARTNERS SUPREME COUNCIL FOR HUMAN RESOURCES DEVELOPMENT (SCHRD) The Supreme Council for Human Resources Development was first created by a presidential decree No 459/1982 and recently reorganised by the presidential decree No 102/2000, adding to its governmental members the heads of the Industrial and the Building and Construction Federations, as well as the head of the Egyptian Trade Union Federation and the secretary general of the Social Fund for Development (annex 4, figure 3). Some of its main objectives are: the study of the status of demand and supply of trained labour in the different sectors, including the private sector; the supervision of databases related to the available training opportunities, together with their level and the needs and requirements of the labour market in relation to various future skills and possible job opportunities; follow up of the implementation of national skill standards and their tests, according to priorities of needs, within a specific time limit. The SCHRD has a technical secretariat. The Human Resources Development Programme in the SFD is now acting the role of the technical secretariat, to undertake the studies and prepare subjects for submission to the council. This leads to the preparation to establishing a labour market information system, including renewed and updated databases for training providers, occupational specifications suitable for the national classification and geared to the national skill standard and certification system, which includes occupational qualifications. In this respect the SCHRD approves and finances, through the SFD, a number of projects, such as: 10

13 1. DESCRIPTION OF CURRENT SITUATION Assessing the capabilities of the available vocational training centres in Egypt. This survey which had been carried out by CAPMAS and financed by SFD, covered all governmental, public and private sectors VTCs, their fields of specification, their managerial and training staff profiles, their financial resources and budgets. The survey covered 1,237 VTCs. This survey helps in selecting proper VTCs for several training projects, especially those which can be developed to be certified centres of excellence as a main component in the NSSCP. Assessing the qualifications needed for the labour market ( ) in all economic sectors. This survey, which was also carried by CAPMAS, reflects the forecasting of employment jobs needed for the internal labour market. The preliminary results have been prepared for the cabinet, to help implement the National Employment Project, taking place now. One of the outcomes of the NSSCP, which is under implementation now, is a qualification database focusing on the real technological needs of the labour market, and has yet to be completed. This will facilitate the coordination between the training providers (the training material) and the employers requirements (level of skills and knowledge to suit their jobs), both for existing jobs and future developing ones. The National Employment Agency is another project of the SCHRD, with French technical assistance, which will take place in the Ministry of Manpower and Migration. The project focuses on the development of the employment offices, their procedures and their facilities, in order to be more active and efficient in receiving, classifying and responding to data from and to companies and unemployed persons, coordinating labour market needs, job opportunities and jobseekers, as well as the suitable training that may be required. A revised Egyptian occupational classification project is being undertaken with the help of a Canadian grant, in coordination with SFD/HRDP. This will facilitate coordination and make the information collected and presented to the different partners more reliable PRODUCTIVITY AND VOCATIONAL TRAINING DEPARTMENT (PVTD) The PVTD is the oldest training authority, both for vocation and management training in Egypt. It was established in 1955 as an ILO centre, linked with the Ministry of Social Affairs and Labour. In 1956, the Ministry of Industry was created and the PVTD was transferred to it, becoming one of its main departments (annex 4, figure 4). The PVTD has established more than 70 VTCs since 1957, in different specialties. More than 23 were transferred to other ministries and public companies in 1967, to build their own sectoral training departments and activities, such as the Ministries of Housing, Electricity, Petroleum, etc. Now the PVTD is running about 38 vocational training complexes with annual capacity of more than 15,000 trainees, covering more than 73 specialties. From its beginning, the PVTD introduced the training apprenticeship system: one or two years centre-based training, and one or two years on-the-job training in private and public companies, under an apprenticeship training contract for three years. The Apprenticeship Diploma is recognised as equivalent to the secondary technical Education Diploma by the Ministry of Education. In addition, the PVTD is running several vocational and management training courses such as upgrading, introducing modern training techniques for instructors, trainers, supervisors, production, marketing, professionals and managers. These courses are based on company needs, and some are tailored to suit certain conditions and requirements. The apprenticeship system is, according to field inquiries within companies in the area of specialisation of each centre, responding 11

14 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT to their specific needs. In addition, the centres can accept trainees to meet their own ambitions. All of these have to go through aptitude tests and interviews. Because of the good relations and close contact with the industrial sector, several new specifications have been added to the centres. Companies are taking part in all the training programmes and developing committees. In 1985, ITS (Industrial Training Services, Yorkshire, England) conducted a trace study comparing VTC apprentice graduates with TSS graduates. The PVTD conducted a similar study after that in three regions for its graduates only. Every year the PVTD publishes statistical data about the centres and courses, the enrolment and graduates, and the companies participation. A detailed quantitative report has to be prepared for the MOMpM. Recently no further trace studies have been conducted. At the same time, the PVTD publishes a yearly information booklet, including the time, duration, capacity and costs of every long or short course in all its activities, the specialties and capacity of each training centre, and the attendance criteria of each one. Today the PVTD is one of the main partners in the NSSAC project, sharing in all its activities, including piloting the new training courses. Some of its VTCs will be developed in order to be certified as centres of excellence PRODUCTIVE TRAINING ORGANISATION FOR BUILDING AND CONSTRUCTION (TOMOHAR) TOMOHAR was created in 1976, affiliated with the Ministry of Housing, Reconstruction and new communities. It prepared a national plan in 1976 to establish 70 building and construction training centres in all governorates to meet the needs of the construction sector, which was facing massive projects for the reconstruction of cities and establishments after the 1973 war, the expansion of housing and enterprises, and the establishing of the new cities and industrial communities. Three World Bank loans had participated in this project between 1977 and Now, TOMOHAR is running about 75 VTCs (conducting accelerated short courses of six months, covering 10 trades, with the capacity of 30 trainees for each section), two heavy equipment vocational centres (the capacity of each one is 150 trainees per shift, running short courses of 3 to 12 weeks), and two instructor training centres for basic and advanced training (for trainers, engineers and managers). Annually TOMOHAR prepares a statistical database, which includes the enrolment in each centre and trade, the graduates and the training staff. This information is mainly designed to present its activity and to provide the MOMpM with the necessary quantitative data. There is no published information about any trace study. For evaluation purposes, in a two-year training project financed by the SFD, the graduates from this project have been traced after three and six months of completing their training to evaluate their employment status, their performance and the employees feedback. Every six months, TOMOHAR advertises for its biannual intakes, trying to work to full capacity FEDERATIONS AND ASSOCIATIONS The Egyptian federations represent both private and public work sectors, while the businessmen and investors associations represent their members geographically in the governorates or industrial new cities. The Federation of Egyptian Industries consists of 13 industrial chambers. Only the Chamber of Leather Production is participating with the Board of Directors, managing a specialised VTC for mechanical shoe-making with the PVTD, providing a two-year training programme for TSS graduates. 12

15 1. DESCRIPTION OF CURRENT SITUATION Until 1999, the federation and its chambers had no interest in training or employment policies and activities, neither for the sake of the workforce in the companies nor for members of the chambers. Since 2000, under the NSSCP, a unit for human resource development has been established within the federation to supervise the work of the trade committees in the project and to ensure the continuity of the project in the future in linking the demand of a qualified workforce to the supply from the training providers, according to the qualification needs within the developing labour market and the employers requirements. Several public entities, some private companies and members of the chambers have their own training centres. Several companies have training offices where theoretical training can take place, while the practical training is conducted on the job and in the workplace. Information about these activities and their capacity is not available. Only the activities of those centres which run apprenticeship programmes supervised by the PVTD or MOE can be reached through the two ministries. The Egyptian Federation for Building and Construction Contractors, under Law No 104/1992, have as its members contractors who are executing projects over LE50,000. They have to be registered and classified according to their activity volume, previous experience and number of employees. The Federation has enough funds from membership subscription, stamps and fees on project documents and drawings. It has a training department as well as the newly established human resource development unit within the NSSCP. The training department finances 50% of several training courses for the members employees, and participates in financing trainees within the MKI, and several training programmes with TOMOHAR centres. Information about these activities is not available. The Federation of Tourism includes four chambers. Although the Federation has no direct training interest, one of its member companies is running three tourism institutes. The Federation participated with the Ministry of Tourism in preparing a field study about the future needs of employment in the sector, but the available information has not been used. The Federation also supervises two training projects financed by SFD, for unemployed graduates from secondary schools and the faculty of tourism, helping in the search for jobs. The Federation recently established the human resources development unit, participating in the NSSCP. The Egyptian Trade Unions Federation (ETUF) consists of 24 trade syndicates (unions). Only two of these are running VTCs. The automotive and mechanical centre runs apprenticeship programmes, assisted by PVTD. The wood and building centre runs short courses. Both of these are on a fee basis. Information about these activities is not easy to obtain. The General Cooperation Union consists of five central specified cooperation unions. Each of these has a training centre and an annual training plan. The largest union is the central Productive Cooperative Union. Its members, working individually or in small-scale establishments, organise cooperative societies, forming 13 general productive cooperative societies at a national level. Some of these small, specialised cooperative societies run productive training centres. Information about these centres does not reach the general or the central union. Businessmen Associations and Investors Associations exist in several governorates and new cities as NGOs. Some of them, especially in the new industrial cities, have access to the MKI and its schools. A few run upgrading courses as well as the regular three-year courses. The Alexandria Businessmen Association has its own training centre serving those small enterprises which borrow from them. MKI information is available through the MOE statistics yearbook, prepared by the Department of Statistics in the Ministry but is not easy to obtain. Other information on training activities of the 13

16 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT Association is not available. Most of the members of the Association are also members of the relative chambers in the federations MINISTRY OF SOCIAL AFFAIRS (MOSA) The Ministry of Social Affairs supervises more than 50% of VTCs, run by different societies (productive families, women, society development, handicapped, etc.). The exact total number and capacity of those centres is not easy to obtain but the number of these centres which had been interviewed in the recent 1999 survey is 654 (52.8%) for MOSA and 95 (7.7%) for youth clubs. Information about these centres is quantitative and inaccurate, and it is not available to the public. 14

17 2. ASSESSMENT OF STRENGTHS AND WEAKNESSES MECHANISMS AND PARTNERS CAPMAS Strengths Backed up by law; existing and applied formal regulations Updated with modern equipment and computerised systems Professional employees Long experience Easy access to internal and international resources and institutes Reliability of information Regular and systematic information Useful products Appropriate methodology MOMpM Clear responsibilities on who has to provide, produce and analyse information in the field of vocational training and the labour market Its labour offices in the governorates are suitable places for obtaining reliable information Useful products Good link with the trade union federation and its members Weaknesses Interviewers are not always familiar with suitable terms in the field of collected data Limited financial funds limit its activities to cover unplanned or unexpected surveys Lack of qualitative information Studies and research outcomes are not easy to obtain because of limited distribution Shortage of proper methodology Lack of financial resources to carry out field studies and analyses 15

18 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT IDSC Strengths Authorised and backed up by the cabinet Good links between producers and users Highly qualified personnel Up-to-date equipment and facilities Adequate financial resources Good technical assistance and relations with international institutes Have several web sites SCHRD Direct links with local manpower development councils in the governorates Formal private sector federations have responsible members on its board and executive committee, besides the trade union and concerned ministries Good coordination among producers and users Good relations with internal and international authorities Strong decision to reform observatory function Weaknesses No easy access to analysed information, other than that which exists on the web sites Analysed information is usually for the use of the cabinet and the ministries Lack of permanent financial resources Capacity building is needed by its technical secretariat Ad hoc production of deeply needed information 2.2 GENERAL COMMENTS Most of CAPMAS statistics deal with the existing situation. Forecasting in the field of training is not its favoured field, unless a special project or a special survey is needed. In this case CAPMAS is not allowed to distribute this information without the permission of the client, which usually keeps this information for its own objectives. Different authorities may have CAPMAS permission to carry out local or limited surveys, without informing CAPMAS of the results. In several cases, special surveys can be carried out without CAPMAS permission, and certainly the results are not known to CAPMAS and are not published. SCHRD carried out recently, through CAPMAS and financed by SFD, two important surveys: (a) inventory and evaluation of existing VTCs; and (b) labour market needs for the next five years. TS and NSSCP made use of some results, IDSC also use them for national training and employment projects, but they were not released for other users, such as the local manpower development councils in the governorates, the training providers or the investors. MOMpM is responsible for collecting information annually from: training providers capacity, enrolment and output of their VTCs through the central administration of vocational training; companies the existing vacancies in certain occupations and trades, their immediate workforce needs, through its labour offices all over Egypt; jobseekers either new graduates from the education system, or unemployed and redundant workers, or through the labour offices. However, there is still no matching between all this information. In many cases, companies employ individuals directly and then ask them to register themselves in the labour offices. Employers have little confidence that offices can provide them with the most suitable qualified workers they request. The education sectors, either at technical schools or at university level, usually neglect the results and recommendations of the studies and research from the Central Administration of Studies and Research in the MOMpM, concerning the analyses of the present and future situation in different economic sectors 16

19 2. ASSESSMENT OF STRENGTHS AND WEAKNESSES and the future needs of the labour force, which show the shortage and surplus in the different specialties. Some political and social reasons affect this decision. There is little coordination between the Authority of Investment, dealing with new national or individual projects and the need for different working specialties, and both CAPMAS and MOMpM. Such information is very important in order to be able to forecast future needs of the labour market. There is no systematic flow of information between them. Existing labour offices (PES) are not well equipped with the essential communication and registration tools to facilitate and accelerate their services. Information offices in the governorates must have plenty of information concerning training and employment, but most of their services are either directed to the IDSC or to the governor. Local authorities do not make use of it. Although much information is collected by offices or branches of the concerned central organisations in the governorates (CAPMAS, MOMpM and IDSC), it is processed centrally in Cairo. Local information, when available, is mainly used by the governor and his offices. There is no system of local distribution. Several information gaps need to be filled, such as figures for graduates employment rate, training of trainers, training opportunities in companies, capacity, output, outside beneficiaries, economic and productivity impact of in-service training, etc. Statistics consciousness is limited and confidence in statistics is another problem. Although plenty of information exists from different sources, in many cases it is contradictory and researchers have to deal with it cautiously. Many employers do not care to provide realistic training or employment information because they do not see any personal, direct use for them. Some employers collect the information they require about labour force availability in their field for their own use and interest, either themselves or through research. This information is not available or easy to obtain. The majority of employers do not use any occupational classification titles when they respond to a survey, unless the survey is accompanied by such information, which is not normally the case. Consequently, findings may be affected, especially when the interviewers are not professionals or acquainted with the terms used in the labour market. No official trace studies have been done. If there were special cases, analyses of the results have not been published or even used to modify certain subjects or circumstances. Information exchange between different producers is very limited. Standardisation of the information is poor. Analyses of the existing information are usually done by the users when they need it and if they can obtain it. 17

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21 3. RECOMMENDATIONS TO NATIONAL AUTHORITIES The importance of information and statistics consciousness and awareness should be widely understood at national and personal level, both during the education period and through the media. CAPMAS or IDSC have enough credibility and capacity to play the role of the observatory function, but it is preferable to have a special body to deal with this role in the field of training and employment as its main function. The technical secretariat of the Supreme Council can be, for the time being, the proper setting to place and incubate the observatory function, since building databases for training and labour market needs is one of its main functions. This requires staff support in order to start dealing with the available information and statistics from different resources (annex 4, figure 7). An advisory professional committee affiliated to SCHRD should be created to decide the suitable methodology, forms, types, content, timing of training, forecasting and employment information. It should define the role of every authority, plan surveys and levels of analyses, as well as efficient methods of conveying the information and suitable analyses to end users, employers and training providers, locally, regionally and nationally. The relation and cooperation between local manpower development councils, the information offices in the governorates and the local public employment service offices (labour offices), should be strengthened in order to complement each other and exchange information systematically. This can also be performed on a regional basis. The technical secretariat and the three local institutions in the governorates can form a successful network of information flow on both sides, reaching the smallest beneficiary training or employment unit, and activating the observatory function locally (annex 4, figures 8a and 8b). Staff members appointed to this function in the technical secretariat have to be highly qualified, well trained and 19

22 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT have a good understanding of the importance and credibility of the information they collect, deliver and distribute, in order to be highly appreciated and considered by the users. Collecting information about occupations must be done according to a revised and approved national occupation classification and to specified qualifications linked with skill standards. This will aid the process of identifying labour market status and its real needs based on a common understanding between the information producers and their resources. Accordingly, analyses of such information will be accurate and efficient. 3.2 TO DONORS AND ETF Capacity building shoul be provided to different institutions: LMDC, the special unit, CAPMAS and MOMpM, in the form of technical assistance and training. Financial support may be needed to carry out special and regular surveys and to fill any information gaps, as well as to conduct trace studies. A coordinating function should be built up between the Mashrek countries according to a common and standardised information system. 20

23 ANNEXES ANNEX 1: ORGANISATION AND RESPONSIBILITIES OF CAPMAS CAPMAS consists of the following (see annex 4, figure 1): 1. CONSULTATIVE COMMITTEE FOR STATISTICAL PLANNING AND COORDINATION This committee has been established according to the presidential decree No 2915 for the year 1964, concerning the establishment and organisation of the Central Agency for Public Mobilisation and Statistics. The committee is presided over by the president of CAPMAS and includes 12 highly qualified members representing the ministries concerned. The committee is responsible for setting up statistical programmes for the next five years and for coordinating national statistical work. 2. CENTRAL ADMINISTRATION FOR CAPMAS PRESIDENT S OFFICE AFFAIRS This is considered the link between the CAPMAS presidency and its different units, as well as the national and international organisations, and is concerned with the following: the issuance of the statistical yearbook and the statistical pocket book in both English and Arabic languages; studying all presented technical reports from the different administrations of CAPMAS and from other agencies and giving a technical opinion in this respect; coordinating between the agency and the national and international organisations in the respect of agreements and projects implementation; 21

24 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT preparing and organising all kinds of national and international events; receiving orders for data and publications from the different users, and fulfilling these orders in coordination with the other administrations of the agency; following up the project implementation and coordinating between the different CAPMAS units in the area; following up the fulfilment of the various activities of the agency according to an established plan and preparing the periodic reports identifying the accomplishments and the deviation from the plan, in order to deal with the reasons for the deviations; preparing the fellowships plan, and taking the necessary procedures in this respect; facilitating the job of researchers and of the different bodies concerned in obtaining statistical data and information from other agencies; controlling and legalising the conduct of field surveys not included in CAPMAS programmes. The central administration carries out the previously mentioned activities through the following general departments: General Department for Technical Affairs General Department for Coordination and Secretarial Affairs General Department for Public Relations General Department for Security General Department for Follow-up General Department for Organisation and Management General Department for Evaluation and Quality Control Documentation and Microfilm Centre. The following branches are also affiliated to the Central Administration for CAPMAS President s Office Affairs: CAPMAS branch in Alexandria CAPMAS branch in Ismailia. The Documentation and Microfilm Centre is responsible for all the documentation works on microfilm and microfiche, for photocopying the engineering design and maps, for conducting the integral studies regarding the establishment of documentation and microfilm centres on request, and for providing services and advice in this field to all state sectors. The centre has acquired the most recent equipment for documentation retrieval. 3. STATISTICS SECTOR This sector is responsible for all the statistical operations the country needs, according to a pre-prepared five-year statistical plan, to be established in coordination with the Consultative Committee for Statistical Planning and Coordination. The sector comprises the following divisions. Central Administration for Statistics Conducts the periodical statistics and research covering all the economic activities at the local and national levels. These are published monthly, quarterly, or annually, according to the kind of statistics. This administration also prepares the economic and social statistics and compiles the sectoral national accounts, as well as providing the national and international organisation with their various data needs. 22

25 ANNEXES Central Administration for Censuses Carries out all kinds of censuses (population, housing, establishment and economic) at the national and local levels according to the needs of the different users. The administration also prepares and disseminates the census data, and makes it available to the administrative units of the state. The census data are considered the basic foundation for formulating development, economic and social plans. Central Administration for the Follow-up of Statistics and Inspection This is considered the link between CAPMAS and the other sectors of the state and is responsible for: Collecting and following up statistical data required for CAPMAS and its different central administrations from the various sectors in the state (government sector, public business sector, private sector and households). Statistical inspection on the different data sources: Technical supervision on the statistical units in the state. The central statistical units in the ministries, governorates and the public business sector are technically affiliated to this administration. Enhancing statistical awareness among the employees in the various organisations of the state. Population Studies and Research Centre Undertakes analytical demographic research and studies at the national level by conducting demographic surveys to explore the trends and attitudes of population dynamics (fertility, death, migration) and its impact on the different social and economic factors, to meet the objectives of the national population policies in Egypt and evaluate the fulfilment of these objectives. The centre also undertakes different studies aimed at identifying population characteristics, and undertakes population projections. National Statistical Training Centre Organising training programmes covering all statistical fields for the employees of CAPMAS, other governmental agencies, public organisations, localities and public business sector, also offering statistical training for trainees from Arab, African and Asian countries as well as regional and international organisations. 4. PUBLIC MOBILISATION SECTOR This sector is responsible for surveying, evaluating and following up human, productivity and service resources of the country and providing the different sectors with the necessary data and studies needed for mobilisation purposes in peace and wartime. This sector comprises the following divisions. Central Administration for Mobilisation Planning and the Mobilisation of Human Resources and Scientific Qualifications Sets up and supervises the permanent committees for public mobilisation in government and in the public business sector. These committees are responsible for surveying the different capabilities and establishing the annual mobilisation plans for these organisations. 23

26 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT It is also responsible for surveying and mobilising human resources and scientific qualifications, compiling necessary data about universities, institutes and technical schools graduates at their different levels, as well as surveying the number of those with different critical professions to be used in mobilisation purposes at times of crisis and emergency. Central Administration for the Mobilisation of Productive Resources It is concerned with surveying and mobilising productive resources, collecting and analysing data about industries, the available and unutilised production capacity, commodity inventory and economic and financial activities. Public Mobilisation Studies and Research Centre Conducs studies and research relevant to public mobilisation planning, especially those related to the planned strategic trends at the national and local levels. It is also responsible for providing training for the employees in the field of public mobilisation. General Department for the Mobilisation of Public Utilities and Lodging Follows up the availability of migration and lodging needs. It is responsible for securing the regular performance of public utilities, including health and social services for military and civil potentialities. It is also responsible for surveying and mobilising the different transportation and communication means. 5. ELECTRONIC DATA PROCESSING SECTOR This sector is responsible for all electronic data processing operations and related activities. It aims at: providing advice, technical experience and training; conducting studies to develop information systems using advanced technology in the field of IT and methodologies. This sector is also responsible for: Establishing a number of databases at the national level for planning, industry, agriculture and trade with the possibility of transmitting the data through the geographic information system to the users. Building up an integrated standard system suitable for application in the various organisations and authorities (government, public business sector and private sector) and also for the Egyptian environment, thus saving hundreds of millions of Egyptian pounds expanded annually for importing these systems. Computerising all the applications conducted by CAPMAS to meet the users needs. Following up the quick IT technical development in the developed countries and working on transferring and acquiring this technology. This sector achieves the aforementioned goals with its available resources, which consist of some of the most advanced computers in the world, of different models and sizes in addition to 400 workstations for data entry. The sector also includes an adequate number of qualified experts in computer science and data processing. 24

27 ANNEXES It is considered the biggest scientific centre with its available resources of hardware, software and experts, and comprises the following divisions. Central Administration for Electronic Data Processing This administration is responsible for the following: Data entry, control and machine editing. Undertaking the technical studies for the computerisation of the different CAPMAS applications. Maintenance and updating software programs and applications needs for the issuance of the CAPMAS circulars and publications. Central Administration for the National Computing Centre Affairs This administration is responsible for: Conducting data processing for the various censuses carried out by CAPMAS. The general population, housing and establishment census and the economic census are considered the most important. Contributing to the issuance of CAPMAS statistical bulletins and research. Conducting IT training courses for the different sectors and individuals within very reasonable charges. Providing technical advice and experience. Undertaking feasibility studies for computer procurements and data processing automation. Central Administration for Software Affairs Prepares software packages and offers training on their use, and provides technical assistance and backstopping for software users, within and outside CAPMAS. Evaluates software packages available to procure the most suitable for CAPMAS needs. National Information and Data Bank Provides prompt services for the different inquiries on data available at the bank. It comprises the following databases: Foreign trade database (exports/imports/trade/balance) available in five-year series. Database on universities, higher institutes and technical secondary schools graduates. Database on industrial production for public business sector and private sector. Database on lorries of various weights in all governorates to be used for mobilisation purposes (under establishment). Personal Computer Department Carries out the following duties: Tabulation of different CAPMAS applications. Providing advisory services and technical experience. Conducting studies in PC acquisition and data automation suitable for processing on PCs. Preparing software packages for PCs serving CAPMAS works and data users. 25

28 STRUCTURES AND MECHANISMS FOR INFORMATION AND NEEDS FORECAST ON TRAINING, QUALIFICATION AND EMPLOYMENT THE OBSERVATORY FUNCTION EGYPT National Statistical Information Network (NSIN) This project consists of a computer network which links the different governorates with CAPMAS and covers the various activities that help in all planning and follow-up operations. This network allows the exchange of data among these governorates to support decision-making and policy formulation. Five governorates have been already included in this network (Cairo, Alexandria, Port Said, Ismailia and Suez) and the remaining governorates will be gradually included in the project. National Information Centre (NIC) Aims at transferring and using advanced technology in the field of information system through: System development: setting up a special strategy for establishing and developing information systems at CAPMAS and at national level. Research and studies: transmitting and using technical experience system with the emphasis on the industrial sector; and capacity building in simulation in industrial planning and industrial system management. Training: providing training for executive and senior management staff in different sectors of the state on the use of the information system in this field. 6. FINANCIAL, ADMINISTRATIVE AND FOLLOW-UP AFFAIRS SECTOR The general secretariat of CAPMAS affiliated to this sector is responsible for the following: Conducting the pruning operations for all CAPMAS statistical books and bulletins carried out in the printing press of the agency, which is equipped with the most recent printing machines. Supervising and taking care of all engineering, architectural, construction, telecommunications, lighting, air conditioning and electricity operations. Taking care of the technical maintenance works required for both the building and the equipment. Supervising the circulation and movement of all CAPMAS vehicles. Supervising and maintaining the CAPMAS auditorium, which is equipped with the most recent audio-visual equipment (microphones, recording systems, visual display systems, photocopying machines, etc), in addition to a simultaneous interpretation service. The auditorium accommodates 500 people and is equipped with a number of additional meeting rooms and a cafeteria. Employees caring services. 7. CAIRO DEMOGRAPHIC CENTRE The Cairo Demographic Centre, popularly known as CDC, is a training and research institute established in 1963 under the joint sponsorship of the United Nations and the Egyptian government, represented by the Central Agency for Public Mobilisation and Statistics. The agreement between the two parties remained in force until it was terminated in 1991, when the Egyptian government took full responsibility for the centre through the board of directors headed by the president of the Central Agency for Public Mobilisation and Statistics. 26