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Framework of Actions for the Lifelong Development of Competencies and Qualifications - Italy
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.
The main elements that mark the context in which the framework of actions was applied in Italy in 2004 are:
The main elements that mark the context in which the framework of actions was applied in Italy in 2003 are:
Actions taken at national level
Confindustria continued the initiative for monitoring of all the actions taken by its members on the priorities identified in the framework of actions, at both sectoral and territorial level.
Regarding the resources allocated to vocational training, signature of the framework of actions stimulated the identification of cross-industry funds for continuing training, release of which started in 2003. Further to the various bilateral agreements signed in the past, these funds will serve for realisation of training plans at various levels: sectoral, territorial or company.
Further to an agreement between Confindustria and trade union organisations, a fund known as “Fondimpresa” is now organised at central and partially at local level and has started to finance the first plans for promotion of continuing training for workers in 2004 and 2005.
Regarding continuing training for managers, Confindustria and Federmanager has organised a fund known as “Fondirigenti”, within the existing Fondazione Taliercio.
Regarding craft industries, an agreement was also concluded on 6 June 2001 by national craft organisations and trade unions on a fund known as “Fondo Artigianato Formazione” (Handicraft Training Fund), designed to finance continuing training plans at all levels for retraining of workers.
During 2004 “Fondo Artigianato Formazione” (Handicraft Training Fund), cross- industry fund for continual training, set up by the entrepreneurial handicraft confederations (Confartigianato, CNA, Casartigiani and CLAAI) and the trade union confederations (CGIL, CISL and UIL), will be fully operative with the possibility of setting up the first vocational training actions for workers and for the numerous enterprises which are part of the fund.
These actions are aimed at satisfying wishes and needs for vocational training, re- qualification, adaptation and updating of workers’ professional abilities.
The number of workers (13% of the total number of workers interested in the Funds) and enterprises (43.71% of the total number of interested enterprises in the Funds) who are part of the Handicraft Training Fund make it an important instrument in representation and support of vocational training needs of these workers and craft/micro/small enterprises, for whom it is strategic to invest in development, growth and adaptation of effective professionalism, especially in view of the complex challenges coming from market globalisation.
Up to now Fondo Artigianato Formazione (Handicraft Training Fund) has published two calls for the introduction of projects for continuing training. Projects concerning the first call, which closed on 30 November 2004, are being evaluated. Projects concerning the second call, which will close’ on 31 January 2005, are not available yet.
“Fondo formazione PMI”, created on 27 November 2002 further to a cross-industry agreement between Confapi and CGIL-CISL-UIL, and designed to finance promotion of continuing training for SMEs with a dual concern to foster corporate competitiveness and to ensure worker employability, launched at local level a promotional campaign for the communication of the activities and services provided. The first national call for applications was launched on October 2004 to finance training plans and projects for SME workers. Three local seminars have been organised to present the call for applications to enterprises, trainers and social partners.
In June 2003 Confapi and Federmanager have also created a fund known as “Fondo Dirigenti PMI” designed to finance continuous training of SME managers that is now fully operational.
During 2003, four other funds for continuous training were created by the trade union confederations (CGIL, CISL and UIL) and the national organisations for the commerce, banking/insurance, cooperation sectors and professional offices. Up to now, these funds have published calls for the introduction of projects for continuing training.
The social partners have also taken part at national and at local level to a project of the Ministry of Labour and ISFOL5 for continuous training for the social partners, which has been organised with the support of four universities.
The framework of actions was also used in the European Leonardo da Vinci programme, in which some social partners concluded joint projects, relating in particular to the priorities analysis of competences requirements and recognition of competences.
During 2004, Confapi, Confartigianato and CNA with the support of CGIL, CISL, UIL carried out research supported by the Ministry of Education about organisational models for technical training paths for continuing training in crafts and SMEs, which is based on the need to integrate formal and non-formal learning in order to define training paths which can be better tailored to the organisational needs of crafts and SMEs.
Actions taken at sectoral level
The social partners and the Ministry of Labour have identified in ISFOL the subject which will have the aim of establishing a model for collating all the studies carried out since 1993 with a view to identifying and anticipating competences needs in various sectors.
In 2004 the social partners will also continue to develop cooperation with the public authorities, in particular by providing the latter with specific information on long-term trends on the labour market.
With a view to identifying solutions and applying best practice, the project known as FUTURISME I (the future of labour relations in SMEs), a project led by UEAPME (with the involvement of Confartigianato, CNA and Confapi), which anticipates and prepares craft businesses and SMEs for the new challenges of labour relations using new contents and types of training. A second project known as FUTURISME II allowed the implementation and focalisation mainly of the results achieved regarding the specific theme of continuing training of workers.
Some collective agreements concluded at sectoral level also relate to the themes promoted in the framework of actions, for instance:
Single contract in the mechanical sector
A single national contract for mechanical sector was concluded on 7 may 2003, which makes provision for workers in the form of lifelong learning. The system is now characterised by bilaterality at national and local level. This national contract was signed by Federmeccanica, Fim-Cisl, Uilm-Uil, with the exception of Fiom-Cgil. The Bilateral Body at national level will have the aim to support planning and organisation of training for employees. Worker co-investment is foreseen in terms of time through the use of hours accumulated in individual time accounts. The partners are now working to carry out the agreement.
National contract in the mechanical sector for SMEs
A national collective agreement in this sector for SMEs was signed on 29 May 2003 by Unionmeccanica-Confapi with trade unions organisations CISL, UIL, with the exception of CGIL, confirming the importance of professional valorisation of human resources in order to increase employability and the quality of employment. It is foreseen a common evaluation for the institution of a National Bilateral Body having the aim to identify the specific training needs of the sector and to promote the organisation of adequate training for employees. Training is recognised as fundamental for professional growth of employees in relation to technical, organisational and productive changes in enterprises. The promotion of training plans is foreseen also in order to increase competences and the vocational qualification of employees, by the conclusion of training agreements between enterprises and workers fixing their commitment for the achieving of training objectives taking into account costs incurred by enterprises.
Bilateral training body in the chemicals sector
Federchimica and CGIL-CISL-UIL signed a collective agreement for workers in the chemicals sector, which makes provision for innovative measures in the area of continuing vocational training. In this context, the social partners have decided to set up a bilateral training body (OBC), with the aim of supporting training at the level of companies in the sector, notably on the basis of joint plans for competences development. The OBC has published a vademecum on training opportunities in the chemicals sector. Other initiatives are envisaged at both local and national level.
National bilateral body in the integrated services/multi-services and cleaning services sector
On 5 February 2003, the national organisations of cleaning businesses and integrated services/multi-services (FISE, Unionservizi/Confapi, LegaCoop-Ancst, Confcooperative-Federlavoro, Agci-Ancosel) signed an agreement with the trade unions (Filcams-CGIL, Fisascat-CISL, Uiltrasporti-UIL) which makes provision for measures in the areas of employment, labour market and training and vocational qualifications. In this context, the social partners have envisaged setting up a national bilateral body in the integrated services/multi-services and cleaning services sector, with the aim of supporting training and vocational qualifications at the level of companies in the sector, analysis of competences needs and competences recognition for workers in the sector. Other initiatives are envisaged at both local and national level.
National collective agreement for employees of SMEs in the textile sector
The national collective agreement of textile sector, singed on 19 May 2000 between Uniontessile-Confapi and trade unions organizations CGIL, CISL, UIL has established an Observatory on training, vocational guidance and employment with the aim of promoting studies and researches on these items, identifying training needs connected to the sector and supporting planning of training for employees.
National collective labour contracts for employees of the craft/micro/small chemical, rubber-plastic and glass sectors enterprises.
This sector’s national collective labour agreement, signed on July 11 2000 and still valid, between Confartigianato, CNA, Casartigiani, Claai and the trade union Confederations, CGIL, CISL and UIL, foresees, in view of promoting the realisation of vocational training courses for workers, the commitment of the parties in periodically evaluating the companies and the trades where there is a demand for qualified labour and in the meantime give presentations of these companies and professions to young people who show an interest in this sector.
National collective labour contracts for employees of the craft/micro/small construction enterprises
The sector’s national collective agreement signed on 15 June 2000, and currently being renewed, between the National Handicraft associations, Confartigianato, CNA, Casartigiani, Claai and the National Trade Union Associations, CGIL, CISL and UIL, seeks to inject impetus into vocational training of workers, the creation of Schooling Bodies or the improvement of those that already exist. These bodies, which are financed with contributions from the enterprises involved, have as an institutional aim the creation and promotion of adequate first training initiatives for youngsters entering the sector. They also have as their task the continuing training, qualification, re-qualification, specialisation and up-dating of workers already present within the sector and the training needs arising from technological and legal innovations and new production processes.
National collective agreement and good practices for the employees of the postal sector
In July 2003 Poste Italiane S.p.A. and Italian Trade Unions have signed a National Collective Agreement that will last until 2006. In the Agreement the Parts have given prominence to employment policies, in particular for young people and for better working conditions tools.
The Postal sector is rapidly changing moving towards modernization and high quality levels. In order to provide appropriate answers to the markets in terms of range of products and quality of services, training has a role of great importance. In Poste Italiane, training follows two main guidelines: adaptation and assumption of responsibility.
The joint adaptation and assumption of responsibility result can easily be found in Poste Italiane training projects whose aim is to identify new ways of doing “old” jobs. One best practice of this approach is represented by a project that considers the postman as the final quality point for customers. Three-day workshops were organised for postmen dedicated to: organisational change, new products and services, general information on quality of service. The aim of the project was to make postmen’s activity more modern. Adding to the traditional delivery of postal items activity the value-added of providing a product and services information point, postmen are also representatives of the new Poste Italiane image in Italian society.
Good practice examples
Chemicals sector: worker co-investment in continuing training
Worker co-investment has been realised on the basis of voluntary and partial use of paid hours accumulated in individual time accounts in order to participate in continuing training courses. This good practice, started as an experiment in 2001, has now been strengthened and makes provision for flexible use of working time.
Fondirigenti - Fondazione Taliercio
Through this foundation, the social partners (Confindustria and Federmanager) have developed a questionnaire to enable managers and companies to use an online system for evaluating competences. The second phase of this project has consisted in disseminating the results for the benefit of all European managers.
Research on training needs for the handicraft sector
In the craft sector, EBNA – National Bilateral Body of Handicrafts, – composed of Confartigianato, CNA, Casartigiani, CLAAI and CGIL, CISL and UIL, carried out a primary National Research on Training Needs, financed by the Labour Ministry. The research, whose method was based on instruments of structural, organisational and capability analyses and possibilities for professionalism within the different areas of the sectors, has made it possible to define the frameworks of activity and areas of competence through which vocational handicraft knowledge can be mapped out, programmed and acquired anticipating needs arising from innovations. Following the successful National Handicraft Training Needs Research, EBNA has started a second research project – this time with the help of the European Social Fund – fitted into the area of a System of Action at national level for a permanent observation network for identification of professional and capacity needs.
National South/North-North/South Plan for territorial mobility
During the year 2004, Confartigianato and CNA took part in the South/North- North/South Plan which was financed by the Ministry of Labour and Social Policies. The first phase of the plan was concluded last summer. The result was the creation of a network of private and state operators and the identification of means and facilities to support territorial mobility. The second phase of the plan began last October. This phase aims at organising stages on mobility for young people.
Research on “professional training for apprentices”
In November 2004, in collaboration with two private research bodies, Confartigianato adjudicated a project commissioned by ISFOL6. It deals with research on professional training for apprentices by only studying specific professional profiles. The project aims at examining the contents of professional training for apprentices by studying important planning experiences developed at territorial level.
National Analysis of Training Needs in Private SMEs
National Analysis of Training Needs in Private SMEs carried out by ENFEA – National Bilateral Body for Training and Environment– created by Confapi and the trade unions CGIL-CISL-UIL. The study which was conducted by Enfea can be summarised as follows:
During 2003 and 2004, a similar National Analysis of Training Needs, made by social partners on a bilateral basis, was carried out in other sectors (industry, cooperation, banking, etc.).
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