From past Experience to Future challenges ANTONIOS GLAROS Head of - PowerPoint PPT Presentation

Ministry of Education and Religious Affairs “ From past Experience to Future challenges” ANTONIOS GLAROS Head of Development and Communication Division 4-5 DECEMBER 2013 www.eoppep.gr

Table Of Contents  First Survey Implemented by EKEPIS (2007)  General Identity of the Research Project  Scope of the Project  1 st Axis: Satisfaction with the services rendered by Vocational Training Centers  2 nd Axis: Trainees and employability  3 rd Axis: The role of accredited training organizations in the present and future  Suggestions  Final Conclusions  Second Survey Implemented by Social Partners (2012)  General Identity of the Research Project  Scope of the Project  Results of the Survey  Final Conclusions  Policy Suggestions www.eoppep.gr 2

Second Survey Implemented By Social Partners (2013)

General Identity  The sample size was 2401 people and was done by using Computer assisted telephone interviews from the base of respondents  IVET graduates were 1098 people and CVET graduates were 1303 people.  The survey ran from 29 October to 19 November 2012 by 3 supervisors and 32 researchers.  For the quality control, 17% of interviews were tested with conference and 100% electronically  The project as a whole comprises two (2) phases: (a) Quantity phase and (b) Quality phase, which follows quantity research.  The quality phase included group discussions with trainees and in-depth interviews with CVET and IVET providers 4

Scope of The Project  The purpose of this study is to record the output of the education system in IVET and CVET sectors, in order to investigate how the transition to employability works  By this investigation the efficacy of the output of the CVET subsystem is updated and simultaneously new trends and prospects for the implementation of robust policies linking training with employment, are explored.  Through this study and its research components are recorded all those qualitative and quantitative characteristics, leading us to the emergence of a clear and comprehensive picture of the relationship of training (IVET & CVET) and employment  By processing the data and their systematic study, it is attempted to implement specific proposals for adapting the content of training programs with the aim of substantially strengthening their linkages with employment.

Results of the Survey The three (3) most important reasons for choosing a specific specialty to be trained in

Results concerning employability Finding a job within 6 months from the end of the training program % Ήταν μη Ήταν μη ενεργός ενεργός Δε πληθυσ - πληθυσ - Δε βρήκαν μός μός βρήκαν DIDN’T FIND A JOB εργασία 5,3 5,2 εργασία σε 6 FOUND A JOB σε 6 Είχαν ήδη Είχαν ήδη μήνες μήνες ALLREADY GOT A εργασία εργασία 49,8 JOB 54,8 23,1 24,3 Βρήκαν εργασία Βρήκαν σε 6 εργασία σε 6 μήνες μήνες 21,8 15,7 AVERAGE TIME FOR FINDING A JOB: AVERAGE TIME FOR FINDING A JOB: 2,4 MONTHS 2,6 MONTHS

Results concerning employability Employment Type ( for employment after the training program within 6 months) Σύμ - βαση Έργου Αορίσ - 9.3 του Ορισ - Χρόνου μένου 50,7 Χρόνου 40.0 UNLIMITED FULLTIME PRIVATE LIMITED PART TIME PUBLIC PROJECT

Results concerning employability Duration of stay in work (for work after the program in the period up to 6 months ) Are you still working in the enterprise? For How Long Have You Been Working In The Enterprise % Until 6 Months 6 M – 1 YEAR YES 1-2 YEARS NO 2+ YEARS I DON’T REMEMBER

Results concerning employability Contribution of the training program to finding a job % YES NO

Results concerning employability Relevance of the training program with the content of the first job % Very Much Very Medium Small None

Results concerning employability Usage of the acquired from the training program knowledge in the first job % Very Much Very Medium Small None

Results concerning employability Satisfaction from the training program % Very Much Very Medium Small None

Results concerning employability The most important way the training program helped in finding a job %

Final Conclusions  The CVET and IVET systems need quality improvement according to the responses of trainees in a series of questions related to the assistance they received on their way to job search or job sustainability.  The reasons for the selection of CVET and IVET programs are focused mainly in the field of employment (finding, sustaining and improving employment) and less on issues such as improving the broader social skills, proper use of leisure time, or the improvement of social interaction  There is a very low connection of CVET and IVET with employment Specifically: Very low access – enhancement of the graduate trainees in employment (VET:15.7%, IVET:21.8%). Very low relationship / relevance of the training subject to the profession of those who eventually found a job (VET: 27%, IVET: 31%). Very low sustainability of the employment, for those who finally found a job. Within about 18 months 81.5% (VET) and 81.2% (IVET) lost their Job. Within 6 months 29.3% (VET) and 37.7% (IVET) lost their job. Very low exploitation of the knowledge obtained from training for their work (VET: 21% IVET: 32%)..

Survey Suggestions  There is a need for the development of an effective national system for diagnosing and recording the needs for employment in occupations, qualifications and skills so that the CVET and IVET systems are directed accordingly (in geographical and sectoral level).  It is crucial to develop a system for the continuous improvement, the support, the operation and the review of the national Job profiles  Development of mechanisms for direct (inter) connecting the Job Profiles with curricula in order to update and customize them in relation to the needs of labor market.  Development and implementation of a National Quality System in Lifelong Learning (LLL) sector with the aim to improve the reliability, effectiveness and efficiency  Development of a National Qualifications Framework and a qualifications’ certification system in order to enhance the mobility of employment for the benefit of employees (transport, recognition and certification of qualifications with transparency, objectivity and equal opportunities in training, in certification and in employment)  Development of Coaching and mentoring systems for supporting; trainees and businesses  Consolidation of IVET and CVET at management and quality management level (Job profiles, Trainers, curricula, qualifications and certification implementation processes.)

Lessons learned  In depth interviews are providing more valuable information  Qualitative over quantitative assessment  The annual run of the survey gives reliable results, but the frequency of the deployment of the survey is depended by the special characteristics of each market/ country  Info from other schemes like PIAAC, EFQM  Relativeness of N6 indicator with KPIs stemming from other models (e.g. EFQM: Criterion 6/ criterion 8)

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