Gesamtmetall - Federation of German Employers Associations in the Metal and Electrical Engineering Industries

Transcription

1 Gesamtmetall - Federation of German Employers Associations in the Metal and Electrical Engineering Industries Sabina Political Advisor Brussels Liaison Office

2 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

3 Gesamtmetall founded in 1890 Gesamtmetall is the umbrella association of the regional employers associations in the German metal and electrical engineering industries (MET). represents the common interests shared by Germany s largest industrial sector (more than 3,7 million employees). speaks for 22 member associations representing 6,700 companies and 2.18 million employees. 3

4 Gesamtmetall Our main tasks to represent the interests of the MET industry on a national and international level to generate a common strategy for industrial relations in our sector including collective bargaining to secure the unity and the strength of our employers front in collective bargaining and to advise members regarding: Labour and Social Law Employment Contracts and Collective Agreements Health & Safety Issues Ergonomics and Labour Policy Vocational Training 4

5 German MET Industry We are the heart of the economy Companies 3.72 million Employees billion euros Annual Turnover 643 billion euros Annual Exports 180 billion euros Annual Payroll 5

6 German MET Industry Branches of the MET Industry Automotive industry Mechanical engineering Electrical engineering Fabricated metal goods industry Foundries Communication equipment Steel and light metal construction Shipbuilding and marine engineering Drawing and cold rolling mills Aviation and Aerospace Industry Medical, precision and optical instruments Steel working, steel rolling Non-ferrous metalworking industries 6

7 Some important member companies 7

8 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

9 The concept of Lifelong Learning (LLL) Lisbon Strategy (2000): Make the EU the most competitive and dynamic knowledge economy in the world. THE guiding principle = Lifelong Learning! Definition: all learning activity undertaken throughout life, with the aim of improving knowledge, skills and competences within a personal, civic, social and/or employment-related perspective. Investment in LLL is therefore a shared responsibility between different players! 9

10 The Employer s share : CVT Continuing Vocational Training (CVT) is a crucial element of Lifelong Learning! Criteria for CVT activities must be planned in advance. must be organised or supported with the specific goal of learning. has to be financed wholly or partly by the enterprise. 10

11 Legal Framework of CVT in Germany No federal law on CVT (Art. 30 Basic Law) Several regional laws on educational leave (In 12 from 16 Bundesländern: 1 week payed educational leave per year per employee who bairs the cost of CET activity) Collective Agreements of the MET Industry on Qualification (Art. 9, 3 Basic Law) 11

12 MET Collective Agreements on Qualification Each Bundesland has such a collective agreement of the MET Industry on qualification (TV Quali 2006). The content of each TV Quali is almost the same in every Bundesland. TV Quali 1. CVT based on the company s needs, activities are mainly paid for by the employer 2. Personal E&T based on personal preference of the employee and is therefore financed by the employee himself 12

13 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

14 CVT in the MET Industry Facts and Figures Share of companies which provide CVT activities for their employees 90% 80% 70% 81% 84% 81% Crisis 70% 72% 83% 80% 86% 60% 50% 40% 30% 20% 10% 0% Source: IAB-Betriebspanel Companies show high willingness for CVT!

15 CVT in the MET Industry Who pays for it? Employees Companies and Employees 6% 9% varies 5% Companies 80% Source: IAB-Betriebspanel 2013 Companies bear the costs of CVT

16 CVT in the MET Industry How much is payed? Expenses of the MET Industry per employee per year in Euro (Crisis) Source: IW-Weiterbildungserhebungen 2005, 2008, 2011, 2014 More than per employee for CVT per year

17 CVT in the MET Industry 100% 90% CVT of MET employees according to size of the company (2013) 100% 100% 96% 82% 86% 80% 70% 60% 50% 40% 30% 20% 10% 0% EE Total EE EE 1000 u.m. EE 100% of big companies provide CVT Source: IAB-Betriebspanel 2013

18 CVT in the MET Industry When does it take place? leisure hours working & leisure hours 21% varies 2% 4% working hours 74% Source: IAB-Betriebspanel 2013 CVT takes place mainly during working hours

19 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

20 Good practice example I SKF GmbH Schweinfurt (Rolling bearing industry) Focus of the CVT initiative: Upgrade low skilled workforce The lack of qualified CNC machinery or facility leaders imposes strong risk for the firms medium term competitiveness due to capacity limitations. As a result the company decided to transform some of its untrained workforce into qualified employees. SKF GmbH Schweinfurt introduced a voluntary training scheme offered to its employees to become trained. The company cooperated with a network of regional social partners including employment service institutions on a regional and national level and several education institutions, to provide guidance and financial support. 20

21 Good practice example II Miele & Cie. KG (Home appliance) Focus of the CVT initiative: Developing leadership skills Blended Learning Approach: 1. Classroom training (4 x 2 Intensive Training Days) 2. Interactive web-based training (50 Hours) 3. Extra-occupational transferable tasks (6 Month) 4. Reminder mailings and coaching calls (Additional 12 Month) 5. Personal preparation documents for the participants 6. Individual competency-and-strength-based analyses at the end of the training 21

22 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

23 Dual Training System in Germany Training is mainly provided in the company supported by teaching in parttime vocational school (Berufsschule) 0 0 VET School Learning at both venues is governed by different but coordinated regulations Company trainees in MET schools teachers 23

24 Dual Training System in Germany 0 0 VET 3-4 days per week On the basis of training regulations School Mainly at the workplaces Learning in the Company Within the framework of a training contract 24

25 Dual Training System in Germany 1-2 days per week on average 0 0 VET Learning at School On the basis of a training curriculum Company General and vocational knowledge is taught within the framework of compulsory education 25

26 Dual Training System Characteristic Elements VET organised by Private sector + Public sector conducted in Companies + Part-time vocational schools carried out as Training at the work place + Classroom tuition on the basis of Training contract + compulsory attendance at vocational school regulated by Federal Government + Länder supervised by Chambers + school supervision bodies 26

27 Arguments in favour of Dual Training Advantages for young people Good prospects on the labour market Recognized certificate Practical orientation Payment on an allowance: M+E: 870 (1 st year) up to (4 th year) Advantages for industry Secures the skilled labour needed Reduces the costs of settling-in Increases motivation and loyalty to the company Job-specific qualification Productive performance of trainees 27

28 Content 1. Short Presentation on Gesamtmetall 2. Lifelong Learning and Continuing Vocational Training 3. Continuing Vocational Training Facts and Figures 4. Good Practice Examples 5. Short Digression on Dual Training System 6. Outlook: Collective Bargaining Round

29 Outlook: Bargaining Round 2015 Collective bargaining round 2015 is currently taking place! IG Metall is asking for a new instrument called qualification part-time, i. e. a special part-time work for the purpose of individual qualification. Reducing one s working time also to zero hours for a training measure that is not necessarily important for the company but for the individual working career is unfair and therefore an unacceptable demand! 29

30 Thank you for your attention! 30