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A.E.F.P. – E.V.T.A.
General Assembly Verona 24-25 November 2011

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
Supporting professional transitions
Lif-wide
learning
Workplacelearning

LLL

Transitional
Labour Market

VET

Career oriented + VET -supported

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
The transitional
labour market

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
More people need to work longer
But differently

• With transitions from work to work
• With transitions from unemployment to

work
• With transitions from education to work
• With transitions from care to work
A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
The transitional labour market
Care/leisure
Combination
work-family

Education/training
LLL- investing in
Human Capital

Work
The right man in the
right place
Competence
Management

Pension/
Early retirement
Working longer in an
adapted job

Unemployment
Employability

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
The transitional labour market: VET
Care/leisure
Combination
work-family

VET

Education/training
LLL-investing in
Human Capital

Work
Optimal availability/
Competence
management / mobility

VET

Pension/Retirement
Working longer in
Adapted job

VET
VET

Unemployment
Employability

VET – tools to “facilitate” the bridges
A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
Supporting careers on a transitional labour market

Quick scan of VET

Tools

A.E.F.P. – E.V.T.A.

Organisation

General Assembly Verona 24-25 November 2011
Supporting careers on a transitional labour market

Quick scan of VET

1 2 3 4

Reflection
themes
Tools

Organisation

“statements”
“ here we have good practice!”
REFLECTION

!
A.E.F.P. – E.V.T.A.

“ here we have potential
for improvement”

General Assembly Verona 24-25 November 2011
Supporting careers on a transitional labour market
“ here we have good practice!”
Tools
Exchange among EVTA partners
– and in local and international projects

+
Organisation

!

“ here we have growth potential
for improvement”

A.E.F.P. – E.V.T.A.

EVTA advising
European policymakers
on strategy and projects

General Assembly Verona 24-25 November 2011
We have tools
to / for ….

• to systematically bring our students, during training, in contact with concrete vacancies
on the labour market
• to give our students insight into their own competencies (skills assessment)
• for personal guidance for students who are likely to have difficulties
in finding a suitable job
• to actively follow our graduates in the first steps of their professional career

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
In our
organisation..

• we systematically adjust our programmes based on knowledge of the
needs of industry

• learning in the workplace is structurally built into our learning pathway
• teachers / instructors know for themselves which vacancies
their students can apply for (= labour market driven training)

• there is a competency management system in place for teachers /instructors
to ensure we keep pace with the technical evolution in their profession

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
We have tools
to / for ….
workers / job seekers!

• to construct a skill portfolio for workers and job seekers that maps prior
knowledge / jobseekers
• to estimate feasibility of transition to a (new) job / functions (orientation /guidance)
• to estimate the competency gap between the current and the desired profile
• to assess and validate prior learning to adjust the duration of the learning path

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
In our
organisation..

workers / job seekers!

• we offer flexible programmes based on the knowledge and needs of
workers / job seekers
• we offer flexibility in training periods, place and times for learning,
based on demand from companies or workers / job seekers
• training “delivering” companies become active partners in learning
• at the end the trainee workers / job seekers receive
a competency report (mobility)

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
We have tools
to / for ….
Returning to work
Combining work / family

• to inform people who want to combine work/family or who return to the labour
market on learning opportunities related to employment
• to estimate the actual competence gap between the current and the desired profile
• to assess and to validate prior learning (also acquired in family situation)
• to support the development of a learning-working career (guidance)

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
In our
organisation..
Returning to work
Combining work / family

• we offer a tailor-made training programme to “returnees”
• we provide guidance for returning focusing on their specific situation

• instruction methods are in place that facilitate
the combination of learning and working
• returnees can cumulate the assessed prior learning and actual learning
into a “diploma”

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
We have tools
to / for ….

• to (positively) estimate the employability of older workers in the labour market

• for recognition of professional qualifications acquired
in different learning situations (school, training centres, companies)
• to give older workers a realistic view of their learning abilities
• to elaborate a personal development plan for older workers / learners

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
In our
organisation..

• we adopt innovative methods to support older workers
that participate in lifelong learning
• we give support and guidance to companies
in organising (proactive) competency / learning management of older workers
• our instructors / teachers / trainers are prepared to work with older learners
• our organisation is a good example of working / learning longer

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011
Early warning + rapid response
Shift in gathering information on new skills and organising
flexible learning – pathways with partners
Monitoring of
Time to market
Changes in
professional
qualifications (new skills)
Technical
expertise
Infrastructure
Certification
Programme
Learning outcomes
Job-Guidance
Didactical
path

JOB - match

Temporary partnerships: Companies – Schools – PES + ..

Transferable professional qualifications (link EQF)
+ Quality assurance

A.E.F.P. – E.V.T.A.

General Assembly Verona 24-25 November 2011

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04 jis14 A.E.F.P. – E.V.T.A. 8_transitions_vet_f_roegiest

  • 1. A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011 A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 2. Supporting professional transitions Lif-wide learning Workplacelearning LLL Transitional Labour Market VET Career oriented + VET -supported A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 3. The transitional labour market A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 4. More people need to work longer But differently • With transitions from work to work • With transitions from unemployment to work • With transitions from education to work • With transitions from care to work A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 5. The transitional labour market Care/leisure Combination work-family Education/training LLL- investing in Human Capital Work The right man in the right place Competence Management Pension/ Early retirement Working longer in an adapted job Unemployment Employability A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 6. The transitional labour market: VET Care/leisure Combination work-family VET Education/training LLL-investing in Human Capital Work Optimal availability/ Competence management / mobility VET Pension/Retirement Working longer in Adapted job VET VET Unemployment Employability VET – tools to “facilitate” the bridges A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 7. Supporting careers on a transitional labour market Quick scan of VET Tools A.E.F.P. – E.V.T.A. Organisation General Assembly Verona 24-25 November 2011
  • 8. Supporting careers on a transitional labour market Quick scan of VET 1 2 3 4 Reflection themes Tools Organisation “statements” “ here we have good practice!” REFLECTION ! A.E.F.P. – E.V.T.A. “ here we have potential for improvement” General Assembly Verona 24-25 November 2011
  • 9. Supporting careers on a transitional labour market “ here we have good practice!” Tools Exchange among EVTA partners – and in local and international projects + Organisation ! “ here we have growth potential for improvement” A.E.F.P. – E.V.T.A. EVTA advising European policymakers on strategy and projects General Assembly Verona 24-25 November 2011
  • 10. We have tools to / for …. • to systematically bring our students, during training, in contact with concrete vacancies on the labour market • to give our students insight into their own competencies (skills assessment) • for personal guidance for students who are likely to have difficulties in finding a suitable job • to actively follow our graduates in the first steps of their professional career A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 11. In our organisation.. • we systematically adjust our programmes based on knowledge of the needs of industry • learning in the workplace is structurally built into our learning pathway • teachers / instructors know for themselves which vacancies their students can apply for (= labour market driven training) • there is a competency management system in place for teachers /instructors to ensure we keep pace with the technical evolution in their profession A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 12. We have tools to / for …. workers / job seekers! • to construct a skill portfolio for workers and job seekers that maps prior knowledge / jobseekers • to estimate feasibility of transition to a (new) job / functions (orientation /guidance) • to estimate the competency gap between the current and the desired profile • to assess and validate prior learning to adjust the duration of the learning path A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 13. In our organisation.. workers / job seekers! • we offer flexible programmes based on the knowledge and needs of workers / job seekers • we offer flexibility in training periods, place and times for learning, based on demand from companies or workers / job seekers • training “delivering” companies become active partners in learning • at the end the trainee workers / job seekers receive a competency report (mobility) A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 14. We have tools to / for …. Returning to work Combining work / family • to inform people who want to combine work/family or who return to the labour market on learning opportunities related to employment • to estimate the actual competence gap between the current and the desired profile • to assess and to validate prior learning (also acquired in family situation) • to support the development of a learning-working career (guidance) A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 15. In our organisation.. Returning to work Combining work / family • we offer a tailor-made training programme to “returnees” • we provide guidance for returning focusing on their specific situation • instruction methods are in place that facilitate the combination of learning and working • returnees can cumulate the assessed prior learning and actual learning into a “diploma” A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 16. We have tools to / for …. • to (positively) estimate the employability of older workers in the labour market • for recognition of professional qualifications acquired in different learning situations (school, training centres, companies) • to give older workers a realistic view of their learning abilities • to elaborate a personal development plan for older workers / learners A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 17. In our organisation.. • we adopt innovative methods to support older workers that participate in lifelong learning • we give support and guidance to companies in organising (proactive) competency / learning management of older workers • our instructors / teachers / trainers are prepared to work with older learners • our organisation is a good example of working / learning longer A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 18. A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011
  • 19. Early warning + rapid response Shift in gathering information on new skills and organising flexible learning – pathways with partners Monitoring of Time to market Changes in professional qualifications (new skills) Technical expertise Infrastructure Certification Programme Learning outcomes Job-Guidance Didactical path JOB - match Temporary partnerships: Companies – Schools – PES + .. Transferable professional qualifications (link EQF) + Quality assurance A.E.F.P. – E.V.T.A. General Assembly Verona 24-25 November 2011