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Rapporto orientamento – Le sfide future alla luce del nuovo mercato del lavoro Rome, 25 October 2012

Rapporto orientamento – Le sfide future alla luce del nuovo mercato del lavoro Rome, 25 October 2012 Lifelong guidance supporting better labour market integration in Europe Mr Mika Launikari Centre for International Mobility CIMO Euroguidance Finland. EU POLICY INITIATIVES LINKED TO GUIDANCE.

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Rapporto orientamento – Le sfide future alla luce del nuovo mercato del lavoro Rome, 25 October 2012

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  1. Rapporto orientamento – Le sfide future alla luce del nuovo mercato del lavoro Rome, 25 October 2012 Lifelong guidance supporting better labour market integration in Europe Mr Mika Launikari Centre for International Mobility CIMO Euroguidance Finland

  2. EU POLICY INITIATIVES LINKED TO GUIDANCE Validation and recognition of non-formallearning (2012) BOLOGNA PROCESS KEY COMPETENCES (2006) EuropeanDisabilityStrategy 2010-2020 Migration and mobility (2011) EQF for LLL (2008) Youth on the Move (2010) New skills for new jobs (2008) LIFELONG GUIDANCE Councilresolutions (2004, 2008) COPENHAGEN PROCESS E.g. BrugesCommuniqué, (2010) Council Decision on guidelines for employment policies of Member States (2010) Education and training 2020 Europe 2020: Europeanstrategy for smart, sustain-able & inclusivegrowth. European Credit System for Vocational Education and Training (ECVET, 2009)

  3. EU benchmarks to be achieved by 2020 Education and training 2020: 1) Participation in early childhood education (at least 95%); 2) Insufficient abilities of 15-year olds in literacy, mathematics and science (less than 15%); 3) Early leavers from education and training (less than 10%); 4) 30-34 year olds with tertiary educational attainment (at least 40%); 5) 25-64 year old adults participating in lifelong learning (at least 15%). CommissionCommunication on Annual Growth Survey (2011): An employment rate of 75% for all people between 20 and 64 and 50% for all 55-64 years old by 2020.

  4. International policyfocus on lifelongguidance • In 2001, OECD launched a review of guidance policies (included 14 OECD member countries); • In 2002, European Commission invited Cedefop and European Training Foundation to review the remaining EU Member States and the EU candidate countries at that time; • In 2002, the World Bank also undertook a related review of guidance policies in 7 middle-income countries; • By 2012, these reviews have covered 55 countries and key findings have been published in two handbooks for policy-makers: OECD/EC, 2004. Career guidance and public policy – Bridging the gap. http://www.oecd.org/education/educationeconomyandsociety/34050171.pdf ILO, 2006. Career Guidance - An International Resource Handbook. • Six International Symposia on Career Development and Public Policies have been organised since 1999. The 7th symposium will be held in Finland 2013. (http://www.iccdpp.org/Symposia/tabid/78/Default.aspx).

  5. Europeanpolicyfocus on lifelongguidance • European Commission Communication on Making a European Area of Lifelong Learning a Reality (2001) http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=CELEX:52001DC0678:EN:NOT • European Commission Lifelong Guidance Expert Group (2002-2007): a) develop a common understanding of basic concepts and underlying principlesfor guidance; b) reflect on the quality of guidance provision to develop common guidelines and quality criteria for accrediting guidance services and products. • European Commission Joint action programme(2004-06): 6+6 countries in two clusters working on national guidance coordination mechanisms • Council resolutions on lifelong guidance (2004; 2008) http://ec.europa.eu/education/policies/2010/doc/resolution2004_en.pdf (2004) http://eurlex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:C:2008:319:0004:0007:EN:PDF (2008) • European Lifelong Guidance Policy Network ELGPN (2007 - ongoing) • EU Presidency Conferences with a focus on guidance held in Finland (2006), France (2008), Spain (2010) and Cyprus (2012).

  6. European Lifelong Guidance Policy Networkand Council resolution on lifelong guidance (2008) FOUR PRIORITY AREAS: 1. Lifelong acquisition of Career Management Skills (CMS): Career management skills refer to a whole range of competences which provide structured ways for individuals and groups to gather, analyse, synthesiseand organise self, educational and occupational information as well as the skills to make and implement decisions and transitions. 2. Access by all citizens to guidance services: multi-channel service delivery 3. Quality assurance in guidance provision: European and national policy-makers require more evidence on the expected outcomes as well as on the impacts of different service delivery modes to improve guidance service quality 4. Coordination and cooperation among the various national, regional and local stakeholders: Establishing amorecoherent lifelong guidance system to improve the effectiveness of guidance delivery and to provide citizens with adequate, accurate and easily accessible information, guidance and counselling.

  7. Implementation of guidanceresolution (2008) European Lifelong Guidance Policy Network (ELGPN) website http://elgpn.eu Lifelong Guidance Policies Work in Progress- A report on the work of the ELGPN 2008–10http://ktl.jyu.fi/img/portal/8465/ELGPN_report_2009-10.pdf?cs=1284966063 Examples of Lifelong Guidance related initiatives and practices in ELGPN member countries http://elgpn.eu/elgpndb The following ELGPN products will be formally released at the ELGPN meeting in Cyprus on 25-26 October 2012: Lifelong Guidance Policy Development - a European Resource Kit, the ELGPN Glossary, the 2011-12 ELGPN ProgressReport and the Short Report. European Centre for the Development of Vocational Training (Cedefop) Cedefop (2011). Lifelong guidance across Europe – Reviewing policy progress and future prospects. http://www.cedefop.europa.eu/EN/Files/6111_en.pdf

  8. ITALIAN GUIDANCE REPORT 2011on Challenges and objectives for a new Labour Market – SOME REFLECTIONS AND OBSERVATIONS POLICY COORDINATION & COOPERATION Contractbetweenstate and regions Central coordinationbody Provincial and localactors Cross-sectoralcooperation Political and institutionalwill Social partners and employers Legislation & funding QUALITY IN GUIDANCE Professionalisation of guidanceservice Training of guidancepractitionersMinimumqualitystandards Regionaldifferences Developing a common understanding Linkingpolicy-research-practice Cost-benefit-ratio ACCESS TO GUIDANCE SERVICES Service infrastructure National archive/database on guidance Awareness of servicesamongusers Differentgroups, differentneeds (Equity) Multi-channel provision (social media?) Information & guidance, butlesscounselling CAREER MANAGEMENT SKILLS and beyond Education-to-employmenttransition Employability Entrepreneurship Life design Self-directedness Empowerment Transferableskills and competences

  9. Systemic model for network-based guidance service development and evaluation (S.Nykänen, 2007) The system level of guidance Dimensions of guidance The questions in the framework of the strategic learning loop Analysis and assessment Visions, strategies, development goals Communication and commitment Activities and lifelong learning Strengths Development needs I Public decision-making on guidance Policy Bottom up Transformative action (third loop learning) Context II Guidance service arrangements Background Organisation (I and II steered by guidance, organisational, network, management and system theories) Flexible action (second loop learning) Division of responsibilities Division of labour III Guidance services visible to clients Content Corrective action resulting from feedback (first loop learning) Services visible to clients Methods (Steered by guidance theories) Top down Time – learning path

  10. European Union definition of employability The combination of factors enabling individuals to progress towards or get into employment, to stay in employment and to progress during career. Employabilityof individuals depends on Personal attributes (including adequacy of skills and knowledge); How these personal attributes are presented on the labour market; The environmental and social contexts (i.e. incentives and opportunities offered to update and validate their knowledge and skills); and The economiccontext. Cedefop (2009). Terminology of Europeaneducation and trainingpolicy. http://www.cedefop.europa.eu/EN/Files/4064_en.pdf

  11. EU policy and strategy documents on employability Council conclusions on a strategic framework for European coopera-tion in education and training ”ET 2020” (2009) ”… enhance employ-ability through education and training to meet current and future labour market challenges …” http://eur-lex.europa.eu/LexUriServ/LexUriServ.do?uri=OJ:C:2009:119:0002:0010:EN:PDF Council conclusions on the role of education and training in the implementation of the Europe 2020 strategy (2011)”… enhance employability of the transition towards learning outcomes-based qualification systems and the greater validation of skills and competences acquired in non-formal and informal contexts …” http://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/educ/119282.pdf Council conclusions on promoting youth employment to achieve the Europe 2020 objectives (2011)”… implement policies at national, regional and local level to increase the LM access and employability of young people …” http://www.consilium.europa.eu/uedocs/cms_Data/docs/pressdata/en/lsa/122831.pdf

  12. EU policy and strategy documents on employability Council conclusions on the modernisation of higher education (2011)”… strengthen links between HE institutions, employers and LM institutions to take greater account of LM needs in study programmes, to improve match between skills and jobs, and to develop active LM policies aimed at promoting graduate employment …” http://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/educ/126375.pdf Council conclusions on the employability of graduates from educa-tion and training (2012)”… contribution of education-training systems to the employability of graduates could be made through career guidance and counselling, stronger links between education and training institu-tions and relevant stakeholders, the alignment of curricula with LM needs, strengthening entrepreneurship education (etc.) … attention should be paid to the employability of young people with special needs on the LM …” http://www.consilium.europa.eu/uedocs/cms_data/docs/pressdata/en/educ/130142.pdf

  13. Theoretical definition – employability • Labour market policies • Economic strategies • In individual level – how to find employment In this presentation: • Holistic framework: individual factors, personal circumstances and external factors (McQuaid and Lindsay 2005) • Transitions • Life course – life space

  14. COUNSELLING PROCESS (Helena Kasurinen, 2012) ACTIVE ENGAGEMENT OF THE CLIENT READINESS NEEDS LIFE SPACE METHODS ACTIVITIES GOALS TIMETABLE PLAN COMMITMENT ACTION FOLLOW-UP

  15. Helena Kasurinen, 2012 CAREER COUNSELLING AND EMPLOYABILITY

  16. EU benchmark on graduate employability By 2020, the share of employed graduates* (20-34 year olds) having left education and training no more than three years before the reference year should be at least 82%** (as compared to 76,5 % in 2010). *) Graduates with upper secondary (ISCED 3), post-secondary, non tertiary (ISCED 4), and tertiary education attainment (ISCED 5-6) **)The target level refers to an EU average and does not constitute a national target for individual member states.

  17. Importance of skills for employers in recruiting graduatesEuropean Commission, 2010. Employers´perception of graduate employability http://ec.europa.eu/public_opinion/flash/fl_304_en.pdf

  18. Council Resolution on better integrating lifelong guidance into lifelong learning strategies (2008) Citizens' lives are increasingly characterised by multiple transitions:notably from school to vocational education and training (VET), higher education or employment, or from employment to unemployment, further training or departure from the labour market. Guidance plays a decisive role in the major decisions that individuals have to take throughout their lives. It can contribute to empowering individuals to manage their own career paths in a more secure way in the context of today's labour market, and to achieve a better balance between their personal and professional lives. http://www.consilium.europa.eu/ueDocs/cms_Data/docs/pressData/en/educ/104236.pdf

  19. Mr Mika Launikari CIMO/Euroguidance Finland P.O.Box 343 FI-00531 HELSINKI Tel. +358-295-338570 Email mika.launikari@cimo.fi

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