Skills for new jobs in challenging times

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Skills for new jobs in challenging times

• Aviana Bulgarelli
• Director, Cedefop

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Thinking aheada main challenge in the downturn

• The crisis reinforces the need to
• Make a case for jobs and skillsthat are key to
  competitiveness and growth
• Develop a culture of anticipation and match
  skills and jobs

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Thinking beyond recovery

• Global economic crisis not the only challenge
• Demographic trends fewer young labour market
  entrants,? more older people will need to
  broaden or upgrade their skills ( white
  jobs and skills)
• Climate change green jobs and green skills
  across occupations and sectors
• Long-term trends matter for education/training
  and employment
• New skills for new jobs initiative a systemic
  approach
• Forecasting skill needs indicates trends ?
  can help to think ahead

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Towards knowledge-intensive occupations
EU-25 Negative scenario
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but also job polarisation

• Increasing employment growth and share of
• professionals, technicians and managers but also
• elementary occupations
• Decreasing employment share of
• medium-level routine jobs in manufacturing and
  offices
• technological change affects these jobs more
  than offshoring
• lower and higher occupations less affected as
  typically non-routine

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More medium and high level jobs in the future
Employment trends, 1996-2020, by qualification
EU-25
Negative scenario
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Changing shares of qualification needs in sectors
Selected examples
EU-25
Negative scenario
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Medium-skilled workers remain basis of European
economy Labour force supply trends, 2000-2020,
by qualification
Level of qualification
NB Labour force aged 25 and more. EU-25 without
Malta, plus Norway
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Common trends in qualification structures across
countries
Changing qualification structure of the labour
force in countries, 2007 and 2020. NB Labour
force aged 25 and more. EU-25 without Malta, plus
Norway
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Younger womens qualifications surpassing
mensLabour force supply, 2007 and 2020, by age,
gender and qualification
NB Labour force aged 25 and more. EU-25 without
Malta, plus Norway
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Is Europe on the right track ?

• Europe seems on track to raise its
  qualifications profile
• more Europeans acquiring high and medium-level
  qualifications
• fewer low-qualified Europeans
• Younger cohorts the best qualified ever
• Women better qualified than men
• BUT no room for complacency
• Still too many young people without sufficient
  basic skills
• Low employment rates of women (waste of talent)
• Do the actual skills match labour market needs?
• Will demand grow at same pace and bring good
  quality jobs for all?

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Skills for recovery

• Crisis anticipates structural changes
• Crisis impacts on composition of jobs and skills
  needs and supply
• Risk of skills shortages and imbalances
• Risk of skills depreciation for unemployed and
  job seekers
• Skills upgrading helps mitigate employment impact
  of the crisis
• Skills prepare future economic growth

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Measures in VET to overcome the crisis

• Efforts to keep people in employment, ease
  transitions
• additional public funding for short-term measures
  inenterprises/sectors that are hit hardest to
  support training/upskilling
• training component of flexicurity
• shorter working hours combined with training
• more extensive use of existing/planned measures
• e.g. extended educational leave,support to young
  persons to stay longer in school
• training in areas where there is a shortage of
  workforce
• apprenticeship places

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Measures in VET to overcome the crisis

• SMEs training of employers and managers
• wider partnerships social partner
  agreementscooperation of employers and VET
  providers to target offer to needs social
  partners, public employment services, education
  and training
• focus on specific skills and key competences
• focus on quality of training to enhance
  employability
• Fil rouge
• Focus on training and skills needs

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VET as an opportunity to drive recovery

• Establish comprehensive systems of skill
  anticipation, in partnership with all actors on
  the labour market
• Better links, coherence and synergy between
  employment, education and training, social and
  economic policies and tools
• Consistent links and partnership between
  education/training,companies and labour market
  actors
• National qualification frameworks based on
  learning outcomes as learning outcomes bridge job
  requirements with skills provisions

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VET as an opportunity to drive recovery

• Use better peoples potential focus on what
  people know andcan do
• identify and give value to the skills and
  competences people have certify them and link
  into qualification frameworks
• guidance to relevant training and/or better match
  jobs and skills
• Balance between specific and generic skills
  important for recovery
• Explore new financing instruments to increase
  incentives for people and employers to train
• Understand training as long term investment for a
  skilled workforce

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Thank you for your attention!
Contact details for more information Cedefops
skill needs team Cedefop www.cedefop.europa.eu