Service Plan for FÁS Training Provision 2013

Transcription

1 Service Plan for FÁS Training Provision 2013

2 Published By FÁS Planning Department, Upper Baggot Street, Dublin 4 Ireland Ph.: Endorsed by the FÁS Board March Page 1

3 Table of Contents Page List of Acronyms 5 Introduction 8 Executive Summary 12 Section 1 FÁS Strategy and Business Planning Model Purpose of the Service Plan Overarching Planning Guidelines and Parameters FÁS Business Planning Model Working Assumptions with regard to Training Provision Risk Management Organisational Goals and Key Deliverables for Training Response in 2012 & Excellence in FÁS Training 44 Section 2 External Environment The Government s Reform Agenda Economic and Labour Market Context in What are Employer Bodies saying? Education and Training Context in FÁS Training 2013 & Pathways to Work Activation Policy Staffing Arrangements Capacity Building 55 Section 3 Support Functions Corporate Services Training Provision FET Strategy Construction & Quarrying Skills Certification Schemes & SafePass 64 Section 4 Apprenticeship Training Trends in Apprenticeship Training Keeping Apprenticeship relevant Redundant Apprentice Initiatives 69 Endorsed by the FÁS Board March Page 2

4 Page Section 5 Training for Unemployed Persons How FÁS training will be delivered Profile of participants on FÁS courses Momentum Evidence based FÁS Training Provision Keeping FÁS courses relevant Career-Training Cluster Framework Metrics Certification Statistics Indicative Targets Vacancy Trends 2012 & Employment Opportunities in Examples of Emerging Employment Trends Skills Shortages in Examples of FÁS Strategic Partnerships 87 Section 6 FÁS Funding FÁS Budget Training for Employment - Activity and Expenditure Training for Employment Proposed Beneficiary Numbers Training for Employment by Cluster - Training Centre and ecollege Training for Employment by Cluster Momentum 99 List of Figures Figure 1 Total Accident Frequency Rate for FÁS 58 Figure 2 Trends in Apprenticeship 67 Figure 3 FÁS Course Calendar 73 Figure 4 New Entrants into FÁS courses 74 Figure 5 FÁS Training Provision by Driver 81 Figure 6 Estimated Beneficiaries by Category 96 Figure 7 FÁS Training Provision by Cluster 97 Figure 8 Momentum Projects by Cluster 99 Figure Beneficiary Targets 2013 v Outturns Endorsed by the FÁS Board March Page 3

5 Page List of Tables Table 1 Organisational Goals & Key Deliverables for Table 2 Training Needs identified by DSP 75 Table 3 Career Training Cluster for IT 80 Table 4 Indicative Targets for Table 5 FÁS Budget Table 6 Training for Employment Proposed Activity & Budget Table 6A Training in Employment Proposed Activity & Budget Table 7 Estimated Beneficiaries by Programme Type 2013 v List of Appendices Appendix 1 Main Categories of FÁS Training 102 Appendix 2 DSP Training Requirements 106 Appendix 3 Overarching FÁS Planning Guidelines and Parameters 109 Appendix 4 Government s Action Plan for Jobs 110 Appendix 5 FÁS Training Centres & ETBs 111 Appendix 6 Interim SOLAS Arrangements 112 Appendix 7 Examples of Skills Shortages 113 Appendix 8 Examples of Job Opportunities & relevant FÁS Programmes 114 Appendix 9 Career Training Cluster Framework 124 Endorsed by the FÁS Board March Page 4

6 List of Acronyms ACCA AHCPS ASP BUSI CTC CACMS CAD CDETB C&AG CAS CDM CER CPC CPSU CTTL C + G DSP DEL DES DPER ECDL ECF EGF EGFSN ESF ESRI ETB EU EA FÁS FBS FDI FET FETAC FIT FOI GEO GNP GDP HEA HET HETAC HGV HTML ICAAP ICS IFI IMF IACTO IOS IUQB Association of Chartered Certified Accountants Association of Higher Civil and Public Servants Active Server Page Build Up Skills Ireland Community Training Centre Curriculum and Assessment Content Management System Computer Aided Design City of Dublin Education and Training Board Comptroller and Auditor General Common Awards System Competency Determination Mechanism Commission for Energy Regulation Certificate of Professional Competency Civil Public and Services Union Contracted Training Tender List City and Guilds of London Department of Social Protection Department of Education and Learning (Northern Ireland) Department of Education and Skills Department of Public Expenditure and Reform European Computer Driving Licence Employment Control Framework European Globalisation Fund Expert Group on Future Skills Needs European Social Fund Economic and Social Research Institute Education and Training Board European Union External Authentication Training and Employment Authority FETAC Business System Foreign Direct Investment Further Education and Training Further Education and Training Awards Council Fastrack to IT Freedom of Information General Engineering Operative Gross National Product Gross Domestic Product Higher Education Authority Higher Education and Training Higher Education and Training Awards Council Heavy Goods Vehicle HyperText Markup Language Internal Capital Adequacy Assessment Process (Basel II). Irish Computer Society International Fund for Ireland International Monetary Fund Irish Association of Community Training Organisations iphone Operating System Irish University Quality Board Endorsed by the FÁS Board March Page 5

7 IVEA LTU MIG MIS MOS MOU NARC NEAP NEET NFQ NSD NQAI STP LMETF LTI NALA NTF PLC PMDS PMG PQ PSEU QA QQI RAPS RCCRS RPL SAP SAS SCSI SIPTU SME SMTC SOLAS SQL SIS SST STB SUR TACS TAPS TESG TIG TSS VEC VET Irish Vocational Education Association Long-term Unemployed Person Metal Inert Gas Welding Management Information System Microsoft Office Specialist Memorandum of Understanding National Apprenticeship Review Committee National Employment Action Plan Not in Education, Employment or Training National Framework of Qualifications National Skills Database National Qualifications Authority of Ireland Specialist Training Provider Labour Market Education and Training Fund Local Training Initiative National Adult Literacy Agency National Training Fund Programmable Logic Controller Performance Management and Development System Pay Master General Parliamentary Question Public Service Executive Union Quality Assurance Quality and Qualifications Ireland Redundant Apprentice Placement Scheme Results Capture and Certification Request System Recognition of Prior Learning System Analysis and Program Development Serial Attached SCSI Small Computer System Interface Services, Industrial Professional and Technical Union Small Medium-sized Enterprises FÁS Senior Management Team Central An Seirbhís Oideachais Leanúnaigh Agus Scileanna Structured Query Language Server Integration Services Specific Skills Training Services to Business Standardised Unemployment Rate Trainee and Apprentice Clocking System Trainee and Apprentice Payment System Technical Employment Support Grant Tungsten Inert Gas Welding Training Standards System Vocational Education Committee Vocational Education and Training Endorsed by the FÁS Board March Page 6

8 Endorsed by the FÁS Board March Page 7

9 Introduction Within the Irish education framework, FÁS training provision is part of the Vocational Education and Training (VET) system which, itself, is part of the Further Education and Training 1 and the Higher Education and Training sectors. VET takes a variety of forms in each country and often within each country and Ireland is no exception. VET can be education-based or company-based or both, as in the dual system of training e.g. the FÁS Standard Based Apprenticeship programme. The level of vocational education in Ireland is approximately one-third of the OECD average 2. Generally, VET comprises of, more or less, all of the organised and structured activities that aim to provide people with the knowledge, skills and competencies necessary to do a job or a set of jobs, whether or not they lead to a qualification 3. VET may be job-specific or aimed at a broader range of occupations. It is this occupational focus that has informed FÁS vocational training provision since its establishment 4 and more specifically, the preparation of individuals for working life and the development of preparatory and specific skills and competencies to practice in a selected occupation or occupations. As a non-commercial semi-state body and part of the public sector, FÁS is, along with Vocational Education Committees, one of the main providers of VET 5 in Ireland. In 2013, FÁS, within its allocated budget, will offer circa 4,000 vocational training courses to 72,000+ unemployed persons as well as to an estimated 1,500+ new apprenticeship registrants and more generally to an existing apprentice population of approximately 9,000 at various stages of both on and off-the-job training. A FÁS course calendar captures the schedule of courses and associated capacity on a month by month basis and is accessible to all authorised staff in the Department of Social Protection for information, guidance and referral purposes. Information on the course schedule and the FÁS Course Search App (for mobiles) is available on Other statutory training providers include An Bord Iascaigh Mhara (BIM), delivering seafood industry training and Teagasc, delivering agricultural training. Most VET occurs within the state sector, although private providers also play an important role. VET is provided at different levels, although the bulk occurs on completion of upper second-level education, as the majority of pupils (approximately 90%) continue to upper secondary education in Ireland. FÁS vocational training can take the form of apprenticeships, traineeships or specific skills training delivered by FÁS for a range of occupations. Relatively shorter duration courses in 1 White Paper on Adult Education (2000), p 27-28, defines further education as that which occurs between second and third level e.g. Post Leaving Certificate courses and Adult Literacy. It also defines continuing education and training, inter alia, as the vocational development of people re-entering the workforce regardless of level. See also the Further Education and Training Bill, 2013, Part 1, Section 2, (30), which states that further education includes further education provided for the purpose of obtaining an award at a level that is not higher than level 6 specified in the NFQ. 2 IMF: Country Report, Ireland, Report No. 12/265, September See for example Policy Reviews of Vocational Education and Training (VET), OECD, See also Vocational Education and Training Key to the Future, Cedefop, The 1987 Labour Services Act, established FÁS (An Foras Áiseanna Saothair). FÁS was established on 1 st January 1988 and incorporated An Comhairle Oiliúna (AnCO), the Youth Employment Agency, and Manpower Service. In June 2000, vocational training for people with a disability transferred from the National Rehabilitation Board to FÁS under its newly established Disability Policy and Development Unit (DPDU) to promote policy implementation through the various divisions of FÁS. 5 Spotlight on VET, paper prepared by the FÁS Skills and Labour Market Research Unit on behalf of CEDEFOP, January Endorsed by the FÁS Board March Page 8

10 vocational training are also provided and can be effective 6. See Appendix 1 for a summary of the main categories of FÁS training provision. Vocational education programmes, at this level, primarily include Post Leaving Certificate courses (PLCs) delivered in either further education/training (VEC) colleges or second level schools 7. Some vocational education and training is also provided for other occupations delivered by second level schools, FET colleges, private providers or sectoral providers 8. VET is also offered in the form of second-chance education programmes 9. By the end of 2013, the Further Education and Training (FET) landscape in Ireland is expected to be very different to that existing at the start of the year. In summary and subject to legislation, 33 existing VECs will be replaced by 16 new Education and Training Boards (ETBs). The existing FÁS training centre network will be amalgamated, on a phased basis in 2013/2014, with the newly established ETBs. FÁS will be dissolved and a new further education and training authority, SOLAS, will be established. The Plan is structured as follows: Executive Summary Section 1 outlines the FÁS Training Strategy and its underlying principles, the purpose of the annual FÁS Service Plan, the FÁS business planning model and the associated overarching business planning guidelines and assumptions, as well as risk assessment outcomes. The corporate key goals and deliverables for 2013 are then set out. The FÁS training response 2012/2013 and some examples of the achievements of FÁS participants complete this section. Section 2 provides a summary overview of the Government s public sector reform agenda most relevant to the labour market and the further education and training sector, and the role of FÁS training in supporting these reforms. The economic and labour market context and the education and training context are then outlined. An overview of internal FÁS staffing arrangements and capacity building completes this section. Section 3 provides details of each of the FÁS support functions in terms of the level and type of on-going activity that will be maintained, as well as the supports that will be offered in the context of the planned reforms and the preparations for the establishment of SOLAS. Section 4 sets out key data and trends around Apprenticeship as well as the 2013 deliverables and budget. Actions to keep the apprenticeship programme relevant to an evolving labour market are provided. A number of initiatives to progress a decreasing cohort of redundant apprentices are also outlined. Section 5 provides details around FÁS standard training provision for 66,000+ unemployed persons and Momentum projects (a new Government initiative administered by FÁS) for up to 6,500 longer-term unemployed persons. This section sets out how FÁS will ensure on-going relevance of these training courses to evolving labour market needs and the relevant job opportunities and skills shortages anticipated in 2013; how the effectiveness of this training is measured including output and 6 D. Card, J. Kluve and A. Weber (2010), Active Labour Market Policy Evaluation: A Meta-Analysis. The Economic Journal, 120, F452-F In areas that include technical knowledge, personal/core skills and work experience. 8 For example tourism, agriculture or fishing. 9 VTOS (vocational training for the unemployed), Youthreach (for early school leavers aged years) and the Back to Education Initiative (part-time FET for adults). Endorsed by the FÁS Board March Page 9

11 outcome targets and the importance of strategic partnerships in keeping all FÁS training relevant to employer needs. Section 6 provides a detailed analysis of how the 2013 FÁS budget is allocated, including the budget for training activity. An analysis of the FÁS training provision by training cluster completes this section. Endorsed by the FÁS Board March Page 10

12 Endorsed by the FÁS Board March Page 11

13 Executive Summary Since 1987 FÁS, as a non-commercial semi-state body and part of the public sector (along with the Vocational Education Committees), is one of the main providers of VET 10 in Ireland. In 2012, FÁS offered training to circa 83,000+ individuals, organised primarily through its network of 16 training centres and also through nationally managed programmes 11 including Apprenticeship, Screen Training Ireland and ecollege. FÁS expects to train in the region of 80,000 individuals in 2013, of which 72,000+ will be unemployed persons and almost all of the remainder will be apprentices. The primary focus of FÁS training is on the preparation of individuals for working life. More specifically, the focus is on the development of the preparatory, occupation-specific technical and interpersonal skills and competencies or the progression to further/higher education and training in order to meet their career and employment aspirations. Business Planning Following a strategic planning exercise in February 2011, the FÁS Board initiated a new training strategy and agreed that a fit for purpose training and assessment system to meet the needs of learners and employers was one of the key corporate objectives for the organisation. This approach reflects a key principle that underpins successful vocational training systems i.e. a system that offers a balanced mix of training courses to meet what clients want and what employers need given the capacity constraints, including resources 12. This Service Plan serves to operationalise the training strategy and is the third such Plan agreed by the FÁS Board. The Plan is inter alia informed by independent national and international research, the priorities of external funding agencies and identified job opportunities expected to arise throughout This year, FÁS is planning to provide training for 72,000+ unemployed persons, representing a reduction of 11% in terms of beneficiaries 13 compared with 2012 targets or a 4% reduction when compared with 2012 actual outturns. The breakdown is as follows: FÁS training provision managed via the training centre network for 54, unemployed persons On-line training via ecollege for approximately 12,000 unemployed persons Momentum 15 projects for up to 6,500 longer-term unemployed persons. The total of new entrants into FÁS training courses for unemployed persons in 2013 is estimated to be around 60,000. It is important to note that the flow of new entrants occurs in all twelve months of the year, facilitating timely training interventions for unemployed persons referred to FÁS for training by DSP. 10 Spotlight on VET, paper prepared by the FÁS Skills and Labour Market Research Unit on behalf of CEDEFOP, January Approximately 5,500 apprentices (1,648 on Phase 2 in the FÁS training centres and the remainder on Phases 4 & 6 in the Institutes of Technology), circa 1,500 Screen Training Ireland participants and 12,000 ecollege participants. 12 OECD Education, Economy and Society: Policy Reviews for VET See 13 Beneficiary numbers are made up of the estimated number of new entrants during 2013 plus the number of participants who commenced a FÁS course in 2012 that continued in places are yet to be allocated on FIT courses. 15 The new Labour Market Education and Training Fund is administered by FÁS. Endorsed by the FÁS Board March Page 12

14 FÁS will also lead and manage training for an estimated 1,500+ new apprenticeship registrants and more generally for the existing apprentice population of approximately 9,000 at various stages of both on and off-the-job training of their apprenticeship. This training activity will be delivered in the following context: A reduced budget allocation 16 of around 7% or 34m to 421.9m A reduction of a minimum of 30 posts 17 in addition to the 82 posts lost in Since the introduction of the moratorium in 2009, there has been a reduction of approximately 500 full-time equivalent posts in FÁS (excluding the transfer of 700+ posts to the DSP in January 2012) Over half of FÁS training places in 2013 will be available for those who will be job ready after their training in areas where there are anticipated job opportunities. Other supports and training interventions will be made available for clients who require introductory level and supported training in order to assist them on their pathway back to work Long-term unemployed persons on the Live Register are a priority cohort for FÁS training in The level of community-based training provision aimed at vulnerable individuals via CTCs, STPs and LTIs will be maintained Course provision that takes into account DSP identified training needs Courses will continue to be updated and revised Preparation for the dissolution of FÁS Preparation for the establishment of SOLAS The transfer of existing FÁS staff to SOLAS The transfer of existing FÁS training activity and staff to newly established ETBs The possible relocation of Head Office to new premises. With regard to the reduced budget allocation, it is also important to note that while Government budget spend on a diverse range of labour market-related programmes has more than doubled since 2007, spending on training (and job creation) has declined per unemployed person by nearly a half 19. The number of individuals who, each year, completed Specific Skills courses; Return to Work courses; Traineeships; Bridging/Foundation courses; Community-based training and Evening courses increased significantly between 2007 and Year Total , , , , ,988 Source: FÁS Annual Reports The allocated budget in 2012 was 456m. 17 Through known retirements, redeployment and the transfer of Screen Training Ireland. 18 Targets in respect of long-term unemployed persons on the Live Register participating in FÁS training are currently in discussion with DPER, DES and DSP. 19 IMF Country Report No. 12/265 p Most of the increase was directed to welfare benefits owing to the rapid rise in the number of persons registered as unemployed. Expenditure on training (and job creation programmes) has risen less than the unemployment rate, so the share of such spending fell from 34 percent to 20 percent, and level of spending per unemployed person halved. Endorsed by the FÁS Board March Page 13

15 This Service Plan sets out how the 2013 reduced budget will be allocated, the optimum balance around the volume and type of training that will be offered. The Plan also details how FÁS intends to facilitate and support the reforms affecting the FET sector in general and, more particularly, the dissolution of FÁS. In establishing the optimum balance of training provision, FÁS typically adopts a bottomup approach to the development of its annual Service Plan. Overarching guidelines and parameters are approved by the FÁS Board to inform the key priorities of each training centre and of each Head Office (HO) support unit. Draft business plans are subsequently presented to FÁS senior management for review and consideration. Draft training centre business plans are also presented to the FÁS Board Training Advisory Committee. Individual training centre business plans for the four FÁS operational areas 20 take account of local demographics as well as national needs and provision by other state providers. As a consequence, training expertise has developed throughout the training centre network for example; Aircraft Maintenance in Shannon, Sustainable Energy in Ballyfermot, Life Sciences in Cork. All training centres tend to provide a different profile of training albeit inclusive of courses that are delivered on a national basis. The primary aim of the training centre plans is to set out the case for and present details of how, the FÁS Board approved Training Strategy, will be implemented. This year, a number of training centres also included plans for the transition to the relevant ETB. The primary focus of the support unit business plans is to set out what activity will be taking place during 2013 to support the existing training strategy and training centre activity, as well as other corporate objectives agreed by the FÁS Board, for example, around finance, IT and quality assurance. In addition, plans also take account the support work which will arise from transitional arrangements to ETBs and the establishment of SOLAS. Risk Management All business plans identified potential risks to business continuity and identified the appropriate action to mitigate those risks. The main constraints impacting on training centre capacity include on-going diminishing resources due to a combination of the moratorium, the employment control framework, re-deployment of staff and planned and unplanned retirements. These constraints present a potential risk to the implementation of this Plan and will require careful management. The impact of the FETAC deactivation timetable on a proportion of existing course provision 21 as well as challenges and additional work arising from transitional arrangements, given the diminishing resources, were also identified as particularly noteworthy risks. The main risks identified by the HO support units include the non-replacement of key staff and loss of expertise resulting in a possible over-extension of existing resources to meet transitional arrangements. In addition and in the context of a possible relocation of the current FÁS HO 22 towards the latter part of 2013, there is a potentially high risk to business continuity due to IT systems being interrupted with a consequent impact on the FÁS training centre network, DSP, ETBs and SOLAS, when established. 20 North West, West and North East region, Mid-West and South West region, Dublin South and South East region, Dublin North and Midlands region. 21 In some instances, there will be an increase in the duration of the course and consequently there may be less places available during Expiry of the lease for part of the building is due towards the end of Endorsed by the FÁS Board March Page 14

16 Taking into account the constraints and risks identified, a corporate risk management plan is currently being implemented under the direction of the SMTC and the FÁS Board. At the time of writing, an overall national project plan for the transfer, on a phased basis, of all FÁS training centres to newly established ETBs is being developed in consultation with the VEC sector. The plan also incorporates FÁS support services that can be made available for these transitions as FÁS, currently, has a series of IT, programme management, quality assurance, certification and financial systems that are, to a large degree, integrated. These systems are all centrally managed but are locally available for each training centre. The FÁS MIS and Financial Reporting systems are seen as important, at least for the transition phase, to both the national and training centre management in the on-going running of operations. With regard to transitional arrangements, more generally, the guiding principle will be that existing FÁS systems will continue in 2013/2014, in agreement with the VEC sector. There is substantial work required in supporting all training support systems and adapting those systems to facilitate the smooth transition of training centres and associated provision to the ETBs. Finally, a separate plan focussing on the establishment of SOLAS is being developed in line with the Further Education and Training Bill 23, which was published on the 25 th January The possible relocation of the existing FÁS Head Office forms an integral part of this plan. Significant development work will also be required in 2013 in order to provide integrated services for SOLAS business support. Training Response 2012 In 2012, FÁS launched approximately 50 new and updated courses across various industry sectors, of which, 40 courses 24 were developed to meet the FETAC Common Award requirements while the remainder 25 lead to industry recognised certification e.g. City & Guilds and Comptia. In addition to the above, 21 new and updated on-line courses were introduced 26 and of these courses, a number are planned to commence early in Training Excellence FÁS training compares very favourably both nationally and internationally, for example, four City and Guilds Medals for Excellence were awarded to FÁS course participants in At the 41 st World Skills Competition in London 2011, three Gold Medals and three Medallions for Excellence were awarded to FÁS apprentices. In addition, the FÁS Training Centre in Baldoyle was awarded the CPC Training Organisation of the Year (2012) award. The award was presented in recognition of first class training delivery to learners, and for the quality of the training environment. See Section 1.8 for further details For example: Graphic Design, CNC Machine Setting and Operation, Life Sciences Manufacturing Operations, Digital Web Design, Marketing, Engineering Skills, Office Administration, Business Appraisal and Start Up. 25 CER for Electricians, Mobile Technologies Android, Java Programming, Software Tester, C++ Programming, Festival Management & Sound Production, Surf Instructor & Beach Lifeguard, Access to Off-shore Oil and Gas Rigs, Networking Specialist. 26 For example: Microsoft Technology Associate (MTA) consisting of a Mix and Match suite of fundamentals for IT sector career progression including HTML 5 Applications, Windows OS, Microsoft.NET, Mobile Development, Networking, Windows Server Administration. Endorsed by the FÁS Board March Page 15

17 FÁS Organisational Goals & Key Deliverables in 2013 The overarching framework with regard to the 2013 Service Plan goals and objectives include: The allocation of the FÁS budget across Training for Employment i.e. programmes for unemployed persons and Training in Employment i.e. Apprenticeship The preparation for the establishment of SOLAS The transfer the training centre network and associated provision to newly established ETBs The provision of supports for the ETB transition To carry out all of the above mentioned reforms in the context of low growth and high unemployment in the short to medium term with on-going diminishing resources internally within FÁS, while at the same time ensuring business continuity in terms of training activity in The FÁS Organisational Goals and Deliverables are situated in the following framework: Training for Employment Transfer Training Centres to ETBs Priority cohorts and their training needs Dissolve FÁS and establish SOLAS Keep the show on the road HO Supports for ETBs Less staff and reduced budget Endorsed by the FÁS Board March Page 16

18 The FÁS Organisational Goals and Key Deliverables are outlined below: Organisational Goals Provide learner-centred and outcomes-based certified training for unemployed persons to meet the skill needs of an evolving economy within the allocated budget Continue to work closely with DSP to ensure that the Pathways to Work initiative is successful Administer Momentum 27 Provide the Apprenticeship programme in line with employer demand Continue to meet the deactivation timetable of the FÁS interim awards and roll-out the courses to meet the FETAC Common Award System Continue to refresh the existing portfolio of courses and withdraw courses no longer relevant to client or employer needs Key Deliverables Provide training for 72,000+ unemployed persons, of which around 60,000 will be new entrants. Up to 12,000 clients will be catered for through community based training provision Continue to meet the training needs of clients referred by DSP to support their agreed pathway to work Administer Momentum projects for up to 6,500 long-term unemployed persons Manage training for an estimated 1,500+ new apprenticeship registrants and more generally for the existing apprentice population of approximately 9,000 at various stages of both on and off-the-job training of their apprenticeship. Continue to implement initiatives for approximately 1,000 redundant apprentices Re-develop around 25 existing FÁS courses in line with the published FETAC Common Awards System (CAS) 28 to meet the December 2013 deadline Develop new courses leading to industry recognised certification during Develop new on-line courses leading to industry recognised certification via ecollege 30 during A budget of 20m has been allocated for Momentum in For example: Early Childhood Care and Education, Supply Chain Logistics, Healthcare Support, Logistics and Distribution, Contact Centre Operations, Legal Studies. 29 Starting a Career in Software Development, Games Development, Oracle Database Administration, Career in Travel Selling, Career Change to IT. 30 IT Project Management, Software Architecture, Database Administration, Network Administration, Security, Networking and IT Sales. Endorsed by the FÁS Board March Page 17

19 Continue to progress the recommendations of the FETAC Monitoring Report on the FÁS Quality Assurance system Meet the indicative FÁS targets for course provision Maintain business continuity, in terms of FÁS discharging its training mandate for 2013, while at the same time preparing to facilitate a smooth and timely transition of the FÁS training centres to the ETBs and the establishment of SOLAS Continue to address all recommendations in the FETAC Monitoring Report and report to the FÁS SMTC Meet the indicative certification targets outlined in Section 5.9 of this plan Meet the indicative progression and placement targets outlined in Section 5.9 of this plan Commission an independent follow up and placement survey of FÁS course participants 31 in 2013 Prepare and implement the proposed transfer of training centres to the relevant ETBs in 2013, subject to the enactment of the necessary legislation and commencement dates Structure and resource the FÁS HO units to support the training centres that have transferred to an ETB 32 in 2013 and the training centres that are preparing to transfer to an ETB in 2014, as well as being ready to discharge the interim functions of SOLAS when established Government s Reform Agenda The Government s Public Service Reform agenda sets out a means of delivering a modern, flexible and innovative public service by placing customer services at the heart of everything. Reforms of most relevance for this Plan include: The launch of Intreo by the Department of Social Protection in 2012 The establishment of Quality and Qualifications Ireland (QQI) 33 in October 2012 The imminent establishment of the Education and Training Boards in 2013 The planned establishment of SOLAS, following the enactment of the Further Education and Training legislation and the dissolution of FÁS in Up to recently, the survey was conducted around every 2 3 years. The most recent was in The survey provides detailed qualitative and quantitative data and it forms the basis for the calculation of a number of key impact indicators such as placement by programme type (a market orientated programme as opposed to a foundation type programme) progression rates and certification. FÁS is currently reviewing both the timing of the survey and the size of the sample with a view to conducting the survey on an annual basis and increasing the sample to provide statistically reliable results at course level for at least some programme categories. 32 On an interim basis only. 33 Further Education and Training Awards Council (FETAC), Higher Education and Training Awards Council (HETAC), National Qualifications Authority of Ireland (NQAI) and Irish Universities Quality Board (IUQB) have been amalgamated into a new single agency Quality & Qualifications Ireland (QQI). Endorsed by the FÁS Board March Page 18

20 In 2013, DES in conjunction with DSP will continue to determine priority cohort(s) for referral to FÁS training programmes in the context of an increasing emphasis on long-term unemployed persons. In addition, DSP intend to develop and establish strong links with the further education sector through SOLAS and directly with ETBs. At a corporate level a formal service level framework agreement, including an operating protocol is anticipated to be concluded before the end of the year, providing for Intreo to have input into the identification and selection of courses to be offered and setting out the terms and conditions, under which, its clients can access these courses. The Further Education and Training Bill 2013 outlines, inter alia, the functions of SOLAS, and is available at Some of the key functions are as follows: To prepare a strategy in respect of the provision of further education and training To fund training bodies and other bodies in the provision of further education and training programmes To assess whether or not training bodies who have been funded perform their functions in an economic efficient and effective manner To conduct, or arrange for the conduct of, research. In addition to the above, the Apprenticeship function of FÁS, as set out in the Industrial Training Act of 1967, will transfer to SOLAS. Further details are outlined in Section 2 of the Plan. It is clear that there will be a considerable body of work to effect a smooth transition from the current arrangements of FÁS and VECs to those of the newly established SOLAS, ETBs and Intreo. A core element of labour activation policy is shifting more towards offering additional or new training to unemployed persons, particularly those who are long-term unemployed, on a timely and targeted basis 35. DSP, SOLAS and the Education and Training Boards (ETBs) will have a key role in facilitating this shift. Existing Staffing Arrangements and Capacity Building In January 2009, FÁS had a staff complement of 2,271 full-time equivalent posts 36, of which: 31% have transferred to the Department of Social Protection 37 21% have left the organisation or will be leaving in % will transfer to SOLAS 38% will transfer to ETBs. Since the introduction of the moratorium on recruitment was introduced in March 2009, there has been a 50%+ reduction in overall staffing levels within FÁS, which in February 2013 stood at 1,084. As part of the dissolution of FÁS, following the expected enactment of the necessary SOLAS legislation in 2013, it is expected that these posts will be transferred to SOLAS. Ultimately, all FÁS operational training and administrative regional staff will transfer to the relevant ETB European Commission, Economic Adjustment Programme for Ireland Autumn 2012 Review, Occasional Papers 127, January Review of 2012 and Priorities 2013, Board Presentation, 5 th February In total, 720 full time equivalent posts transferred to DSP representing 772 staff members. 38 While these figures include known and imminent redeployments and retirements, they exclude current and future ECF obligations. Endorsed by the FÁS Board March Page 19

21 Upon transfer of FÁS training centres, the current supports such as IT and financial systems, the Training Standards System (TSS) and Programme Development will be supported by the HO support units for an interim period. The method by which the training centres will have access to the relevant systems and resources is currently being examined. With regard to capacity building, the policy of re-deploying Instructors to areas of critical business need will continue 39. In addition, FÁS has re-negotiated existing industrial relations procedures agreements with staff representative groups during to provide greater flexibility. A performance management and development system has been developed and is being introduced 41 with a view to developing staff, increasing productivity, and tackling underperformance, where necessary. In addition to FET reforms, DES is strengthening governance arrangements with its agencies such as FÁS and SOLAS, when established. This will include the establishment of an overarching governance structure, a standardised approach to governance across the Department s business units; more clearly defined expectations of agency performance, delegation of decision-making powers and evaluation and verification of performance on a regular basis 42. This new governance framework is expected to impact on the interim and final structure agreed for SOLAS. Labour Market Context The deep recession that has hit Ireland over the last few years has seen a return to an economy marked by high levels of unemployment and renewed emigration. The labour market has been hit particularly hard. Almost 15% of jobs were lost since the beginning of the recession, half of which were from the construction sector. The rate of unemployment more than tripled from pre-crisis levels to almost 15% in 2012, and even higher among certain population cohorts 43. Unemployment, which averaged 304,000 in , included 140,000 persons with higher secondary level qualifications (including post-leaving Certificate non-third level) and over 90,000 who had attained at most lower secondary standard. These two groups combined accounted for nearly 80% of total unemployment 45. Over the course of the downturn, the unemployment rate for those with the lowest qualifications has risen from 8% to 25%. More recently the Irish economy has been described as bouncing along the bottom with low growth of around 1.3% GDP likely in 2013 and unemployment set to remain high, although the 14.1% unemployment rate in February 2013 is an improvement on the 14.8% recorded in Q3, Instructors (as well as other staff) may be required from time to time to transfer to other critical business areas. 40 August Applicable to HO staff in the first instance. 42 The Department of Public Reform and Expenditure, Third Report of the Organisational Review Programme relating to Department of the Taoiseach, Department of Education and Skills, Department of the Environment, Community and Local Government, Department of Foreign Affairs and Trade, January Under 25s Male for example. IMF Country Report, Ireland, September 2012, p Figures are not adjusted as per Census National Skills Bulletin, EGFSN, July ESRI, Quarterly Economic Commentary Winter 2012, January 31 st See also the Central Bank Quarterly Bulletin, Q1 2013, 29 th January 2013 and the CSO QNHS Q Endorsed by the FÁS Board March Page 20

22 Unemployment seems to have stabilised (albeit at a high level) and forecasts are for unemployment to fall somewhat over the next few years 47, however the issue of long-term unemployment 48 is likely to persist into the future. Approximately 190,000 unemployed persons (accounting for nearly 60% of total unemployment) have been seeking work for at least 12 months. In addition, the majority of long-term unemployed persons tend to be at the lower end of the skill range, and their employability is further affected by the length of time they remain away from employment or labour market interventions 49. The high level of long term unemployment is of particular concern, not least, because skill sets or parts of skill sets decompose or depreciate over time as the requirements of labour markets evolve and individuals lose the skills they do not use 50. The issue of depreciation of skills also pertains to those in employment. For skills to retain their value in a very tight labour market, they must be continuously developed. As a result, FÁS offers a range of courses that provide introductory level skills (FETAC levels 3-4 and equivalent) and intermediary level skills (FETAC Levels 5-6 and equivalent) to re-skill and up-skill all unemployed persons referred by DSP and longer-term unemployed persons, in particular, where high levels of skill decomposition are most likely to occur. Even in the downturn, there has been a continuing flow in and out of employment, although most inflows have been associated with the replacement demand, for example the replacement of posts due to retirements and the turnover of existing employment. The recession has not affected all segments of the labour market evenly. While some areas suffered sharp declines in employment levels (e.g. construction), other areas have been growing (e.g. ICT). Expansion demand is expected to emerge in most sectors of the economy in the coming years as the output growth becomes stronger. Youth unemployment 51 also remains high with rates of 41% (aged years) and 28% (aged years) in the first nine months of There were 71,000 young unemployed aged years on average in the first nine months of 2012, compared to 97,000 aged years and 127,000 aged years i.e. the prime age worker group. The number of young unemployed persons peaked at 95,745 in August 2009 and remained relatively stable in the period between August 2009 and July Annual decreases occurred in all months since July 2010 and now stands at 68,631 (15.9%) in February Approximately 40% of FÁS Training places in 2012 were taken up by individuals under 25 years of age and a number of Momentum projects are specifically targeted at longer-term unemployed persons aged less than 25 years. In summary, the medium term prospects are for a gradual economic recovery, persistent high levels of unemployment and slow job creation that could imply higher levels of structural unemployment, thereby limiting potential growth over the medium-term. Education and Training Context In 2012, the Irish Government funded circa 450,000 education and training places across the range of provision in the higher and further education and training sectors which includes places for school leavers as well as self-referred clients. Given that many of the 140, Around 14.6% in 2013 and 14.3% in Ibid. Long-term claimants now account for 45% of the Live Register having increased from 150,000 to 187,000 between November 2010 and November European Commission, Economic Adjustment Programme for Ireland Autumn 2012 Review, Occasional Papers 127, January Building the right skills and turning them into better jobs and better lives, OECD, May Review of Employment Programmes, DSP, January 2013 and monthly CSO Live Register. Endorsed by the FÁS Board March Page 21

23 places in the Higher Education are accessed by school leavers, the actual numbers on offer to unemployed persons is considerably less than 450,000. DES is committed to maintaining these overall levels in In 2013, the Irish Government will prioritise places in the further education and training sector specifically for those on the Live Register for twelve months or more and consideration will be given, between Government departments and agencies involved in activation, to the further targeting of under 25 year olds for certain programmes. In 2013, almost all places on FÁS training courses are reserved for unemployed persons referred by DSP. Support Functions FÁS Head Office (HO) functions will continue to deliver on-going supports to all FÁS Divisions including supports to training centres and to facilitate the transition of the training centre network to the newly established ETBs. The three support divisions, Corporate Services, Training Provision and Further Education and Training Strategy, developed their business plans with these objectives in mind as well as the preparations for the establishment as SOLAS. With regard to the Corporate Services 53 function, the IT department has completed all agreed development work with DSP and new developments on FÁS IT supported systems will cease during the first quarter of All other support will terminate as per the MOU with DSP at the end of The unit will continue to support, develop and implement all IT systems for FÁS in 2013 and prioritise actions agreed by the SOLAS Implementation Group for the FET sector, in particular, the development of a national course database (NCD), a course calendar and schedule facility and a learner database. The division will continue to provide a financial accounting 54, management accounting, internal audit and EU financing service 55 as well as secretarial support to the Board and the SMTC. It will maintain the HR, staff relations, pensions, H&S and legal services during the transition phase. It will support the establishment of the SOLAS Board and the new corporate identity for SOLAS will be developed in With regard to the Training Provision 56 function, the overall management of the Apprenticeship programme nationally and associated curriculum and assessment development will continue subject to the outcomes of the Apprenticeship review being conducted by DES, which commenced in The existing regional apprenticeship supports are being re-configured in the FÁS training centres that will be transferring to ETBs in 2013 and based on the ETB catchment areas, for example, companies in the south west region will now be allocated to Cork and Kerry based on the ETB structure as opposed to the FÁS regional structure. 52 Speech by Minister for Education and Skills at the INOU Annual Conference, Croke Park, IT, Corporate Health and Safety, Corporate Governance/Internal Audit, Communications, HR, Staff Relations, Legal Services, Pensions, Finance (which also includes Procurement/Assets and Facilities Management). 54 Accounts payable/receivable, Payroll, General Ledger, Travel and Subsistence, Contracted Training payments. 55 For example processing ESF/European Globalisation Fund claims to DES, preparation of monthly activity reports for the FÁS Board. 56 Includes Apprenticeship Training, Adult Training (Policy and Support), Community-based Training (Support and Policy). Endorsed by the FÁS Board March Page 22

24 The Adult Training Unit will continue to deactivate existing Legacy Awards, develop new programmes to meet published FETAC awards, maintain the FÁS National Course Database (NCBD) and lead the evaluation of eighteen FÁS programmes and related services in line with the FÁS Quality Assurance agreement with the Further Education and Training Awards Council (FETAC). The development of training programmes for learners in community training i.e. CTCs, LTIs and STPs will continue with particular emphasis on extending the range of modules available at FETAC levels 3, 4 and 5. The Community Training unit will complete the development of programmes leading to higher awards and related assessments in An innovation strategy initiated with Community Training Centres (CTC) at both national and local level will continue while the new budget bidding process implemented with Specialist Training Providers (STP) in 2011 and 2012 will continue. A new learner support, training and funding model will be introduced through a pilot tendering process from The outcomes will be reviewed prior to further roll-out nationally. A national review of Local Training Initiatives (LTI) that commenced in 2012 will be completed in The outcomes of the review will inform decisions regarding the viability of each LTI. The Further Education and Training (FET) Strategy 57 function is tasked with preparing a Further Education and Training Strategy and a three year SOLAS Strategy Statement 58, incorporating an implementation plan, for submission to the FÁS Board and the Minister. The Unit leads the FÁS corporate planning exercise and will assume responsibility for overall FET planning upon the establishment of SOLAS. The Skills and Labour Market Research Unit (SLMRU) will continue to publish a portfolio of national skills and labour market related bulletins and reports, carry out skills and labour market research, carry out a follow up survey of FÁS participants who undertook training in the recent past and provide advice on an on-going basis. The National Skills Database will continue to be maintained. With regard to SOLAS, the unit will develop additional capacity to produce operational and evaluative research. This additional capacity is dependent on the appropriate IT infrastructure, course and learner database. The National Programmes and Standards Unit will administer Momentum, while continuing to support and maintain the FÁS contracted training system for all training centres, manage the contracted training tender list (CTTL) and maintain the policy support for function for Garda Vetting relating to certain training programmes. It will also prepare and maintain a web based portal which will be available for training centres after they transfer to the ETBs. The National Programmes and Standards Unit will continue to support and maintain the Training Standards System (TSS) and portals on a new web server. Certification audits and organisational internal monitoring of the TSS will continue to be implemented until the training centres transfer to ETBs. The unit will report on the status of the FÁS Quality 57 FET Planning, FET Strategy Development Unit, Skills and Labour Market Research Unit, Momentum & Contracted Training Unit, Training Standards System, ecollege, Wider Horizons Programme, Libraries Project with the Library Council of Ireland. 58 The Further Education and Training Bill specifies a six month time frame for the 3 year SOLAS Strategy Statement from the commencement date. Endorsed by the FÁS Board March Page 23