Social partners agree training framework

A new joint text on lifelong learning was signed in February 2002 by the EU-level social partners. Aimed at supporting the lifelong development of competencies, the text highlights four priority areas for action: identification and anticipation of competencies and qualifications needs; recognition and validation of competencies and qualifications; information, support and guidance; and resources.

After 14 months of negotiations, the European-level intersectoral social partners concluded on 28 February 2002 a joint text on training and competence development. The 'Framework of actions for the lifelong development of competencies and qualifications ' was presented to the European Council which was held in Barcelona on 15–16 March 2002 (EU0203205F). The social partners organisations involved were: the European Trade Union Confederation (ETUC), along with representatives of liaison committee for managerial and professional staff, which brings together the ETUC-affiliated Council of European Professional and Managerial Staff (EUROCADRES) and the independent European Confederation of Executives and Managerial Staff (CEC); the Union of Industrial and Employers' Confederations of Europe (UNICE), in cooperation with the European Association of Craft and Small and Medium-sized Enterprises (UEAPME); and the European Centre of Enterprises with Public Participation and of Enterprises of General Economic Interest (CEEP).

Challenges

The social partners' framework lists a number of key challenges which employers, employees and society as a whole are currently facing. These include the development of new information and communication technologies which accelerate the flow of trade. This means that businesses need to adapt their structures more rapidly in order to remain competitive. Many companies are adapting by making more use of teamwork, flattening hierarchies, devolving responsibilities and making 'multi-tasking' more widespread.

The text states that the ability of organisations to identify and mobilise key competencies is an important element of competitive strategy, allowing companies to meet customer expectations and employees to improve employability and career prospects. Employees are also confronted with greater geographical and occupational mobility and the need to maintain and improve their competencies and qualification levels.

Finally, the ageing population and higher levels of education of younger generations mean that opportunities for all age groups must be ensured if significant increases in qualification and skills levels are to be achieved. Lifelong learning can contribute to the development of an inclusive society and the promotion of equal opportunities.

The parties to the accord go on to state that this text highlights the joint responsibility of employers and employees for the lifelong development of competencies and qualifications in Europe. It identifies four areas for priority action as follows:

• identification and anticipation of competencies and qualifications needs;

• recognition and validation of competencies and qualifications;

• information, support and guidance; and

• resources.

Identifying and anticipating needs

The social partners believe that the needs in terms of competencies and qualifications should be identified on two levels: at enterprise level; and at national/sectoral level.

At enterprise level, responsibility for the overall competencies development plan lies with senior management. However, defining and meeting competency needs requires the joint involvement of both employers and employees. This should be carried out by means of both individual competencies development plans and by developing a 'learning environment'.

At national and/or sectoral level, the priorities are the collective analysis of competency needs and the development of vocational or professional qualifications. The social partners state that it is necessary to work in partnership with education and training providers and to develop networks to collect information and exchange experiences.

Recognising and validating competencies and qualifications

The parties state that this is essential to ensure that employees are aware of and encouraged to develop their competencies, and that employers have the tools to better identify and manage the competencies in the company. They maintain that dialogue in this area should be deepened in order to improve transparency and transferability and facilitate geographical and occupational mobility. In particular, there should be a system for transferable qualifications and the links with recognised diplomas should be identified. Further, ongoing discussions on these issues at European level will continue.

Informing, supporting and providing guidance

The text states that employees and companies – particularly small and medium-sized companies – should have access to all the necessary information and advice in the area of training. In particular, the parties to the accord call for the development of facilities which support training and allow its content to be tailored. These could take the form of a 'one-stop shop' facility in Member States, including databases.

Mobilising resources

The framework states that, in addition to the social partners, public authorities, companies and individual employees should play a part in the lifelong development of competencies. Actions could include exchanges between national social partners and public authorities in Member States, to ensure that taxation systems encourage investment in competencies and development, and the targeted use of the European Social Fund.

Actions

While the framework is not a binding text, the signatory parties hope to make an effective and specific contribution to the realisation of lifelong learning within the framework of the objectives established by the EU. The signatories' member organisations will promote the text 'at all appropriate levels' in the Member States. They will also draw up an annual report on the national actions carried out on the basis of the four priorities listed above. After the drafting of three annual reports, the partners will evaluate the impact of this exercise on employers and employees, which may lead to the updating of the priorities. The ad hoc group on education and training will present this evaluation in March 2006.

Commentary

This joint text tackles an issue which is becoming increasingly important across the whole of Europe. As labour markets develop and change, due to a range of factors including the ageing population, technological change and globalisation, it is essential that workers in all EU Member States update and acquire skills and competencies which will ensure that they can continue to play an active role in the labour market. Training and competence development is also essential for those people wishing to gain a foothold in the labour market. Although the text is not binding in any way, it constitutes a significant step towards the coordination of training and development efforts and actions around Europe. (Andrea Broughton, IRS)