General Assembly June Mobility

Transcription

1 General Assembly June 2010 Professional Transitions Mobility Copenhagen Process Frank Roegiest Director Methods and Instruments Competence Centres VDAB

2 Let us share.. VDAB: role as PES on the Flemish Labour Market New ways of working and processing the VDAB-services Development of appropriate instruments for VET Challenges for the European VET?

3 VDAB: role as PES on the Flemish Labour Market Labour market 2020? - frequent transitions - mobility - social context: flexicurity VDAB on a new track? VONK

4 Route VONK VDAB On a New Track

5 Public employment service = GPS for career choices

6 transitions from work to work transitions from unemployment to work transitions from education to work transitions from care to work

7 first aid in case of dismissal training courses for temporary unemployed mobile training opportunities job indicator Work and Investment Programme

8 PES = labour market + career mission and role: director create the space for all people to develop the best careers for themselves, as much as possible through their own doing. We do this with the smoother functioning of the market and prosperity for everybody in mind.

9 PES Director for Implement Flemish policy VIA 2020 Transparency of Labour market Proactive and Innovative Services Developing Career services/concepts Planning of service volumes Monitoring effects and results together with All Citizens Companies and organisations Sectoral Partners Social Partners Service partners

10 PES = service provider (actor) mission and role: we help people develop their careers themselves, interacting with the market demand. In doing so we clearly work together with other service providers. We pay particular attention to people in disadvantaged groups

11 PES Service provider = Actor All Citizens Unemployed Workers Companies Offering Career services 1. Supporting pathways to work 2. Competence development VDAB competence centres VET-processes 50% 50% Partners in training and guidance Tender process

12 New ways of managing and processing the VDAB-services Key principles: 1. strong partnerships with other service providers 2. involvement of clients in the process 3. flexibility in service (training) offer and delivery 4. Competence-based approach

13 Position of VDAB - VET VDAB competence centres focus on difficult-to-fill vacancies disadvantaged groups tailor- made training personal coaching Service training offer/ assessment Organisation / management Appropriate methods - focus on occupations - prior learning certificates - competence report -. - review of modular training programmes - blended learning - training contract -. - Pre post assessment - Practical oriented training path - Non- technical competences! - Work-based learning -

14 Development and implementation of appropriate instruments - COMPETENT based on : Répertoire Opérationnel des Métiers et des Emplois (ROME) - Modular training programmes: focus on work - Skill portfolio for each! ( bilan de competence ) - EVC (recognition /accreditation of prior learning) - Workplace learning - PDP (personal development plan) Quality Assurance in the professional support of careers = evolution towards strong professional actor ánd strong partners (mandates for training )

15 VDAB VET approach in Flemish context? SERV occupational profiles basis for all training programmes Level of operation VDAB in EQF: 4 and 5 Quality assurance VDAB : EFQM-model Mandates for partners in training pathways - quality assurance on organisation level - quality assurance on training level as part of pathway to work Cooperation and alignment Department of Education SYNTRA VDAB - Synerjob.

16 VET in action! training flows - learning outcomes - certification (at the end of training) occupational profile related labour market information visualisation and testimonials competence report

17

18

19

20

21

22 Areas of concern for the European VET (1) Strategic level - Active support of policies leading to recognition of prior learning (validation of competences acquired during professional career) - Active integration of workplace learning in learning path - Massive support of EQAVET-recommendations to implement quality assurance for VET ánd assessment of prior learning providers (Belgian Presidency -Bruges) - ECVET (mutual trust!) through transparency of learning outcomes and validated assessments

23 Areas of concern for the European VET (2) Instrumental level - Building labour market intelligence - proactive market scans generating information on news skills & competences - Transparency in learning outcomes for VET (competence profiles) - Assessment instruments - Portfolio for all learners and workers - Setting up benchmarks/peer reviewing for VET-professional organisations (quality and professional growth)