Recent developments in the field of Vocational training, Adult learning and Adult skills 18 June 2018, Luxembourg Mantas Sekmokas Unit E3 – VET, Apprenticeships and Adult learning Directorate General for Employment, Social Affairs and Inclusion

Major recent policy developments Proposal for 2021-2027 MFF, social investment Erasmus (major scale-up) ESF+ (education and skills priorities) ERDF (skills priority) InvestEU (social window) European Pillar of Social rights (20 principles) and the social scoreboard Further implementation of Skills Agenda

Analysis of new data LFS AHM-2016; AES, CVTS Forthcoming analyses: ET Monitor; ESDE Returns to VET (EENEE) Work-based learning indicators (UNESCO) Work-based learning prevalence (JRC) Participation in adult learning (JRC) Adult learning statistics (AL expert network) Investment in adult learning and CVT (ECFIN) Benefits of non-formal and informal CVT (OECD)

Important development work ESS: future LFS, AES, CVTS Graduate employability Skills benchmarking: adult learning Post ET-2020 policy and monitoring Launch of PIAAC cycle II PIAAC-linked Employer module

PIAAC cycle II Implementation 2018-2023 Background questionnaire – aimed to be better aligned to the ESS Literacy and numeracy tests Development and implementation supported by the Commission

PIAAC-linked Employer module (I) Relevant for the EU Member States Two options for participating countries: As a module attached to existing survey As a stand-alone survey Focus on skills gaps faced by companies High complementarity with CVTS

PIAAC-linked Employer module (II) A coordinated European Option Module, that could be attached to the CVTS Aligned with support for CVTS implementation Piloting started in several countries/regions Further development work planned with OECD and in consultation with ESTAT and EU MS;

Example: Skills mismatch at work Q1 Thinking about the skills of people employed in this organisation and the skills needed to do their current job, roughly what percentage of them: do not have the skills needed to do their job at the required level? Open answer restricted to 0-100% has the skills to do their job beyond the required level or to do a more demanding job

Example: Specific skill gaps Q2 Thinking about your employees (recruitment candidates) who do not have the skills needed to do their job to the required level, which of the following do you think would need improving? Tick as applicable ICT Creative thinking Self-management Foreign Languages Management Technical/practical/job-specific Team working Oral and written communication Customer handling Numeracy and/or literacy Problem solving Other skills not listed above

Example: Strategies to tackle skill gaps Q3 Is your establishment taking the following steps to overcome the fact that some of your employees do not have the skills needed to perform their job to the required level? Tick as applicable Provide training Increase performance monitoring Offer internal mobility Provide feedback to employees Replace existing staff with new hires Change work practices Implement mentoring and buddying scheme Automate production Reallocate work Implement outsourcing or offshoring

International piloting Piloting through the Italian Excelsior Survey with random draw of employees to undertake Education and Skills online Online piloting using Survey Monkey tool and disseminating through institutional contacts (ADECCO, JPM foundation, Australian Department for Jobs and Skills etc.) Ongoing feasibility study in Canada

Discussion Optional (short) module in CVTS? Implementation 2021? Any support needed/useful? Testing strategy in the EU?