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Framework of Actions for the Lifelong Development of Competencies and Qualifications - Ireland
Source: European Union
In March 2002, the European social partners adopted a framework of actions for the lifelong development of competences and qualifications, as a contribution to the implementation of the Lisbon strategy.
There is universal agreement that investment in education and training has been one of the key contributors to Ireland's economic success of recent years. The challenge now facing Ireland is to build on this investment in education and to extend its reach to all groups in society. Public and private investment in education, together with a commitment to excellence at all stages of the learning process, is essential to achieving a competitive and socially inclusive society. The technological developments and societal changes present challenges and require a new range of skills to enable individuals to adapt, communicate, interact and participate more effectively.
Actions taken at national level
The total budget for in company training is €43.47m. This excludes expenditure on apprenticeship which is €130 m in 2004.€24.45 m of the company training budget is spent by FAS the state training authority, with the next largest spends being undertaken by Skillnets at €4.67m and Failte Ireland which covers the tourism/ hospitality sector. The remainder is spent by specialist agencies who operate either at a regional level or at a sectoral level in Agriculture and sea fishing.
FÁS, the Department of Education and Science, IBEC and ICTU have pursued a concerted approach in the allocation of ESF funds towards in company training. This involves steering resources towards new projects, and in some cases new providers. Implementation of the Report on the Task Force on Life-long Learning, published in October 2002, continues to be a priority. The mandate of the National training advisory committee and the Expert Group on Future Skill needs has been reviewed, and the two organizations have been amalgamated into a single smaller committee with enhanced social partner involvement. This group is currently commencing a review on the spending on learning for those in work.
Actions taken at sectoral level
FÁS, is in the process of reorienting its provision towards learning in the workplace. The details of this reorientation will be made known early in the New Year. Increased funds have been allocated to FÁS to improve workplace training in 2005. Individual unions within ICTU and individual trade associations and sectors within IBEC have been very active in the education and training area and in a number of instances have established training networks through the Skillnets Initiative. This is an enterprise led initiative designed to promote learning in the workplace.
Actions taken at company level
Training continues to command increasing attention and priority at company level. The IBEC 2002 Human Resources Management Survey indicates that the average spend on training, as a percentage of payroll is 3.15%, marginally up on the figure of 3.01% recorded in 2000. These statistics mask a wide variation in funding with those having low skills receiving much less than those with a high level of education. Thus, an unintended consequence of this expenditure may be to widen inequality within the workforce.
A competency Development Programme (CDP) was introduced by FÁS in January 2003 to replace the Training Support Scheme (TSS) and Construction Training Incentive Scheme (CTIS), which were terminated on 31st December 2002. The aim of the CDP is to raise the competency levels of targeted employees in particular occupations within specific sectors to ensure that the national stock of skills matches the national human resource requirements for continuous economic growth.
In 2003, FÁS continued to implement a pilot programme of management development for small firms (under 50 employees). The programme is operating in Dublin, South East and South West regions, and involves 30 companies. It is expected that the programme will conclude in February 2004.
Good practice example
Skillnets
Skillnets the training Networks Programme was launched a new call for proposals at the end of 2002. This was over subscribed, and activities commenced in 2003. In addition, a call for in company training proposals was made in 2003. Activities in these areas will be mainly at sectoral level
Construction sector
The Construction Industry Federation and the construction unions are jointly delivering a safety-training programme in conjunction with FÁS for all employees in the construction industry. Successful completion of this programme will be mandatory for all construction employees from June 2003.
New qualifications framework
The new qualifications framework continues to be developed by the National Qualifications Authority of Ireland and the two awarding bodies, FETAC (Further Education and Training Awards Council) and HETAC (Higher Education and Training Awards Council). They are currently developing a framework for the accreditation and certification of training and life-long learning. All the Social Partners are involved thereby ensuring that particular emphasis is placed on workplace training.
Actions towards the unemployed
The Irish National Employment Action Plan (NEAP), adopted by the Government as its response to the European Employment Guidelines, includes a commitment to a more systematic engagement of the Employment Services with the unemployed. The core orientation of the Employability pillar in the EU Guideline, which is based on a preventative strategy, is focused on early and systematic intervention with unemployed people, re-integrating them into the labour market as quickly as possible, inter-alia, by providing them with the necessary skills to improve their employability.
The National Employment Action Plan was further extended to target those long- term unemployed not previously referred under the NEAP as they were outside the referral thresholds as the programme began. Under this measure all persons aged between 18-54, not previously referred under the NEAP and who are more than 6 months on the LR, are referred to FÁS for interview.
In 2004 approximately 61,000 clients will have been referred for interview, of whom, approx. 41,000 will have presented for interview and received a service.
Special Initiatives developed in response to NEAP
The Pathways Programme is a two-week group guidance programme for clients identified under the National Employment Action Plan (NEAP). The aim of the programme is to identify the most appropriate development pathway for each participant in order to assist them obtain and maintain employment. The programme is delivered on a group basis in order to encourage a dynamic in which clients can support and learn from each other.
The programme is designed to be a highly positive and motivating experience. It adopts a cognitive-behavioural approach to learning, which aims to change the attitudes and actions of participants towards employment. A pilot of the programme was launched in a number of locations towards the latter half of 2003. We estimate that approximately 1,000 NEAP clients will have attended Pathways Programme by the end of 2004.
FÁS introduced a new High Support Process (HSP) to assist NEAP clients who are experiencing personal barriers to employment. Multi-Agency teams are in place, comprising representatives of the Health Boards, Education, Probation and Welfare, etc to address non-vocational barriers, e.g. drug abuse, literacy/numeracy.
An external evaluation of the HSP commenced and will be completed by end of 2004.
The Customised Training Fund was established to give Employment Services Officers greater flexibility in responding to the identified training needs of specific caseload clients. The need for such flexibility was highlighted through the operation of the NEAP where the specific training needs of some NEAP clients could not be met by FÁS, or could not be met by FÁS, within a reasonable timeframe.
An evaluation of the Customised Training fund is due to take place at the start of 2005.
An evaluation of the NEAP preventive strategy has been commissioned by the Department of Enterprise Trade and Employment (DETE) in conjunction with FÁS and DSFA. The findings of this evaluation will greatly assist in the further development of the programme and also the development of appropriate and timely interventions/options for clients presenting under the NEAP.
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