S H O T SHaring Orientation Training

1. S H O T SHaring Orientation Training PARTNERS Kick off seminar Bordeaux November 19/20 Bordeaux November 2009

2. S H O T SHaring Orientation Training Leonardo da Vinci Partnership Programme Human resources and vocational training Bordeaux November 2009

3. S H O T SHaring Orientation Training Jean Claude Trichet, President of the ECB, a few days ago, has stated that the freefall of the economical crisis has stopped, but It remains the problem of unemployment Bordeaux November 2009

4. S H O T SHaring Orientation Training THE IMPORTANCE OF LIFELONG LEARNING To this statement We can comment that Only people who could profit by the appropriate vocational training to reach a qualified knowledge and updated professional skills could face and compete in the world of work. Bordeaux November 2009

5. S H O T SHaring Orientation Training Vocational training - The reformation • Making different typologies of trainings also through different methods, following the social needs and the local territorial demands, • Improving continuing training and alternating period of work to period of vocational training. • Integrating different actors and local systems: schools, vocational training, research companies, universities, enterprises, social parts, public institutions etc) • Developing the vocational training of the trainers • Integrating different kind of services: guidance and counselling programmes, vocational training, job market • Improving entrepreneurship Bordeaux November 2009

6. LISBON STRATEGY FOR GROWTH AND JOBS Lisbon Strategy is the instrument to change European Economy in a creative, modern, new one, provided by an highly qualified workforce. SOME OF THE GENERAL AIMS • Extending the working period and remaining in the labour market, also through real lifelong learning strategies. • Reaching a total employment rate equal to 70%, (60% for women and 50% for elderly people with age within 55 and 64 years old). Bordeaux November 2009

7. LISBON STRATEGY FOR GROWTH AND JOBS Some of the Italian Aims • Increasing the Number of Graduates. At least 85% of 22 year olds must complete the high school, reaching the graduation. In Italy the 35% of 19 year olds don’t have an high school diploma. • Increasing the number of adults’ training. At least the 12% of the population from 25 to 64 years old must attend, during one year, to training activities. In Italy the number currently is 4,6%. Bordeaux November 2009

8. S H O T SHaring Orientation Training The Lisbon Strategy is fulfilled at these conditions: • to match and balance the European main country educational systems • to put down the current waste of human and economical resources (which in Italy is nowadays considerable) making a more rational use of the vocational systems and of the various funding channels • to anchor to the country territory the planning of the vocational training offer Bordeaux November 2009

9. S H O T SHaring Orientation Training Italy at the first step. Only the last one of the three conditions has been activated within the italian vocational system, through the implementation of autonomy in Schools and Universities, and through the reformation of the part 5th of the Constitution, but the legislation is in continuous evolution. Bordeaux November 2009

10. S H O T SHaring Orientation Training The importance of the change: From school to work Bordeaux November 2009

11. S H O T SHaring Orientation Training The compulsory education – Law n. 76 April 15th 2005 • In Italy, the right and duty to the educational training within 18th years old is regulated by the Law n. 76 April 15th 2005. (aknowledged the EU Recommendation on key competences) • the article 2 has defined the start of the education lifetime at 6 years old attending the primary school, after this, students would attend the secondary school, at the end of which they will have a diploma Bordeaux November 2009

12. S H O T SHaring Orientation Training EU Recommendation of December 18th 2006 on key competences for lifelong learning Key competences definition: Competences are defined here as a combination of knowledge, skills and attitudes appropriate to the context. Key competences are those which all individuals need for personal fulfilment and development, active citizenship, social inclusion and employment. Bordeaux November 2009

13. S H O T SHaring Orientation Training EU Recommendation of December 18th 2006 on key competences for lifelong learning • Initial education and vocational training could offer all young people instruments for improving key competences for adult life and working life. • Taking care strongly about those youngsters who due to educational disadvantages caused by social, cultural or economical circumstances, need to have a particular support and support to realize their educational potential. • Updating adult key competences throughout their lives, with a particular focus on target groups identified as priorities in the local/ regional or national context. Bordeaux November 2009

14. S H O T SHaring Orientation Training EU Recommendation of December 18th 2006 on key competences for lifelong learning - Annex The reference framework list 8 key competences: • Communication in the Mother tongue • Communication in Foreign languages • Mathematical competences and basic compentences in science and technology • Digital competence • Learning to learn • Social and civic competence • Sense of initiative and entrepreneurship; and • Cultural awareness and expressions Bordeaux November 2009

15. S H O T SHaring Orientation Training Law n. 77 15th April 2005 Alternation of School and work • For student from 15 to 18 years old • Until 15 years old, students satisfy the compulsory education, then They enter the time of the compulsory vocational training • This is the strategy elaborated by the Italian government to realize the training activities directed to those young people who have left the secondary school, for giving them the possibilities of gaining skills to use directly in the world of work. • The alternation and the integration of periods of classes at school and periods of practical activities and work experiences is managed by the secondary schools in collaboration with the vocational training system and the world of work Bordeaux November 2009

16. S H O T SHaring Orientation Training THE VOCATIONAL TRAINING IN ITALY INSTRUMENTS THE NEW APPRENTICESHIP THE CONTINUING VOCATIONAL TRAINING LAW N. 236 19 JULY 1993 THE INTERPROFESSIONAL FUNDS Bordeaux November 2009

17. THE APPRENTICESHIP WHAT IS IT? The Apprenticeship is a labour contract with a vocational training related content, a specific work relationship, particularly orientated to learning aspects and directed to young people in search of occupation. The contract of Apprenticeship is at the same time:  a working period, during which the apprentice contributes with his/her work in the realization of products or services;  a training period in which the employer, besides paying the salary for the apprentice’s job, has got to assure him the training course for learning all the required subjects, directly or through specific organizations,for the achievement of a professional qualification. Bordeaux November 2009

18. MODELS OF APPRENTICESHIP The last legislation, (D. Lgs. 276/03), divides the apprenticeship in three different types: • The apprenticeship for the achievement of the right and dutyofEducation and Training • The apprenticeship for obtaining Professional Skills • The apprenticeship for Higher Education Trajectories Bordeaux November 2009

19. THE FUNDING FOR APPRENTICESHIP IN ITALY The apprentice’s training is paid entirely by public funds (mixed with ESF). The companies don’t pay for the training of the apprentices. Furthermore the companies have tax relief equal to 60 % of the welfare charge. THE IMPORTANCE OF APPRENTICESHIP IN ITALY In the age group between 15-24, the percentage of apprentices on the total workers is about equal to 32%, which means that in this age group one worker out of three is an apprentice. Bordeaux November 2009

20. THE CONTINUING VOCATIONALTRAINING LAW 236/93 The Law refers to “urgent intervention to support Employment” and outline the way to proceed for the public administration (Department of Labour and Regions). It promotes training activities directed to employee workers in need of updating, qualification, or conversion. This activities are funded by the contribution of 0.3% of the overall amount of salaries paid by all the private enterprises to the National Social Welfare Institute to support measures of struggle to unemployment. The training project can be company-based, sector-based, and individual. Bordeaux November 2009

21. Continuing Training and Interprofessional Funds Bordeaux November 2009

22. THE INTERPROFESSIONAL FUNDS CREATED BY ASSOCIATIONS Funding company projects, sector projects, territorial projects, which each company would decide to realize for employees. Funding individual training projects, and other kind of training activities. Bordeaux November 2009

23. THEINTERPROFESSIONALFUNDS THE BODY BUILD These Funds are promoted by the representative bodies of the Social Parts: trade unions and employers associations through specific national agreements Bordeaux November 2009

24. THEINTERPROFESSIONALFUNDS THE LEGISLATION N.388/2000: • It provides that each company have to pay the percentage equal to 0,30% from the salary of each employee to the National Welfare Institution as a contribution to the unemployment state. • Companies could ask the Welfare Insitute to shift this contribution to one of the Interprofessional Funds scheduled, so that enterprises will profit by the training activities required . Bordeaux November 2009

25. THE FUNDS HAVE BEEN CREATED FOR EACH SECTOR OF ECONOMY CRAFTS – TERTIARY SECTOR AGRICULTURAL - INDUSTRY THEINTERPROFESSIONALFUNDS Bordeaux November 2009

26. THE INTERPROFESSIONAL FUNDS THERE ARE 14 INTERPROFESSIONAL FUNDS • Training Crafts Funds – This Fund is created by Confartigianato, CNA, Casartigiani, CLAAI, CGIL-CISL-UIL • Training Industrial Funds – This Fund is created by Confindustria, CGIL-CISL-UIL • Training Manager Funds – Giuseppe Taliercio (Fundation for industrial manager Training), created by da Confindustria, CGIL-CISL-UIL • FOR.TE – This Fund is created by Confcommercio, ABI, ANIA, Confetra, CGIL-CISL-UIL • FONDIR –This Fund is created by Confcommercio, ABI, ANIA, Confetra, CGIL-CISL-UIL, Fendac, Federdirigenticredito, Sinfub, Fidia • FON.TER – This Fund is created by Confesercenti, CGIL-CISL-UIL • Fon.Coop – This Fund is created by AGCI, CCI, Legacoop, CGIL-CISL-UIL • Fondo Dirigenti PMI – This Fund is created by Confapi, Federmanager • Fondo Formazione PMI – This Fund is created by Confapi, CGIL-CISL-UIL • Fondoprofessioni – This Fund is created by Consilp, Confprofessioni, Confedertecnica, CIPA, CGIL-CISL-UIL • FOND.E.R. – This Fund is created by AGIDAE, CGIL-CISL-UIL • FON.AR.COM. - This Fund is created by C.I.F.A. , CONF.S.A.L. • Fondazienda – This Fund is created by Confterziario, CIU, Conflavoratori • For.Agri – This Fund is created by Confagricoltura, Coldiretti, CIA, CGIL-CISL-UIL,Confederdia Bordeaux November 2009

27. THE INTERPROFESSIONAL FUNDS THE DEPARTMENT OF LABOUR AND SOCIAL POLICY • Grant the authorization to activate the Fund. • Function of monitoring and management. • In case of irregularities, the Ministry can suspend the Funds’ activities. • The ministry has organized a specific Institution to control the Funds’ activities: THE OBSERVATORY FOR CONTINUING TRAINING. Bordeaux November 2009

28. THE INTERPROFESSIONAL FUNDS HOW TO JOIN THE FUND: WELFARE PROCLAMATION N. 71 2 APRIL 2003 Establish that: • The participation in an Interprofessional Fund is voluntary and according to predetermined rules . • The participation is revocable, valids during one year and considered extended, unless it is explicitly revoked. • Each company can participate in only one Fund, also if it is in a different sector than in the one it belongs to. Bordeaux November 2009

29. THANK YOU VERY MUCH FOR YOUR ATTENTION See You in Florence Bordeaux November 2009