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Collecting data and information on labour market needs and skills trends is not sufficient to design and sustain responsive and efficient vocational education and training (VET) programmes and skills formation systems. Economies and societies need robust skill anticipation methods and trusted skills intelligence to translate data into actionable insights that support the skills revolution.
This policy brief reviews trends in skills anticipation in Europe and explains how it contributes to more learning and better matching. It builds on Cedefop's monitoring of national skills anticipation systems and practices in the EU-27, Norway and Iceland and input from Cedefop's ReferNet partners.
Despite challenges resulting from the impact of Russia's unprovoked and unjustified aggression against Ukraine and high inflation, EU labour markets have shown remarkable resilience, achieving record-breaking employment levels and the lowest unemployment rates ever recorded. This report offers the latest insights on employment and social developments in Europe. Explore it to understand the implications of evolving skills demand, demographic changes, and the green and digital transitions on Europe's competitiveness and inclusivity.
This paper aims to inform the next steps in VET policy-making at EU level. It puts forward key challenges and opportunities for VET which have emerged from the intelligence, research and evidence collected over the years by the two agencies, each within its own remit and geographic scope.Click here to edit the content
The 2008 financial crisis, followed by the COVID-19 pandemic, presented significant challenges – along with some opportunities – for apprenticeship systems and schemes across Europe, bringing into focus their resilience in times of crisis. These events, along with trends such as the green and digital transitions, have triggered discussions among relevant stakeholders on the purpose and their overall vision for apprenticeships in their countries.
The publication shows that approaches may vary significantly between individual EU Member States. It also reveals that the two topics examined are connected, and share similarities in the way apprenticeship schemes are designed and governed. Understanding such interconnections will help policy-makers to introduce better targeted and more effective reforms that benefit learners, employers and societies.
From 2002 up to 2009, the economies of European Union countries went through a skill upgrading, rather than a polarisation between low-skill and high-skill jobs. After 2009, this changed, with declining real wages and a significant increase in the share of workers in low-skill jobs. This assessment evaluates these changes in connection with labour market variables, population densities and the emergence of machine learning and artificial intelligence.
in the sectors with a medium-high and high impact of coronavirus on economic activity, around one-fifth to one-quarter of the new jobs expected to be created up to 2030 are at risk of automation. This amounts to around 1.4 million jobs at stake in the EU-27.
Achieving a balanced economic growth and promoting gender equality consist fundamental aims of the European Union as set out in Article 3 of the Treaty on European Union. Towards this direction, the European Pillar of Social Rights calls, inter alia, for fair wages and gender equality.
While countries share goals and challenges, their VET systems are diverse, shaped by socioeconomic contexts and traditions. Information on VET’s main features, its role and status, are a prerequisite to understanding developments and learning from another country.
This toolkit is intended to assist you in designing and implementing your approach to activate people not in employment, education and training (NEETs). The toolkit provides concrete guidance and tools for PES to assess the NEET challenge and set priorities; draft and implement an Action Plan; and develop new tools, measures and competences from scratch.
Uncertainty and doubt around the Brexit process is already having an impact on the study and travel plans for foreign visitors and students
The effect is particularly noticeable within Europe where students are showing increasing interest in alternate destinations in the wake of the Brexit vote
Some of the impact of this shift will be blunted in the short term as students move to begin their studies before the UK actually exists the EU, and/or to take advantage of the declining British pound
This report sets out an analysis of the technical and conceptual characteristics of the European Qualifications Framework (EQF) and the New Zealand Qualifications Framework (NZQF) in their operational contexts, identifying key elements of comparability and similarities and differences in a mutually beneficial way.
This report explores the challenges employers are facing in filling vacancies, the role EU nationals are playing in the workforce, and makes policy recommendations that work across all sectors
This paper analyses the individual and socio-demographic factors behind the low employment rate of refugees compared to individuals born in the EU but also compared to other migrants. It complements the 2016 Employment and Social Developments Review where a chapter was dedicated to the labour market and social integration of refugees in the EU.
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The Commission is today presenting a series of new initiatives in a Skills and Talent Mobility package to make the EU more attractive to talent from outside EU, and to facilitate mobility within. Today's measures include a new EU Talent Pool to match employers in the EU with jobseekers in third countries as well as measures to promote the recognition of qualifications and learner's mobility. They come as key deliverables of the European Year of Skills.
Skills shortages persist across the EU, in a range of sectors, and at various skills' levels. The EU's drive to fill labour shortages in the EU starts at home: with relentless efforts to upskill, reskill and use the untapped potential of the EU's domestic workforce to the benefit of the single market. But to address the shortages the Member States are facing, the EU will also need to attract skills and talent from all around the world. For this approach to be successful, the EU must be able to attract talent and retain the needed talent. Developing labour migration cooperation with third country partners can also be a mutual gain, that feeds expertise and financial support back in the economy of the country of origin.
Dreaming of a change? Of broadening your horizons and moving to another country? If you are thinking of finding a job somewhere else in the EU, check out what guidance and protection are available.
It is never too late to think about change to a new job or retraining in something totally new in another EU country. That is the advantage of EU rules on freedom of movement, which have already provided opportunities for employment breakthroughs for millions of Europeans. If you are an EU citizen wanting to embark on a new path by finding a job in another EU country that matches your skills, needs, and most of all, your professional and personal aspirations, here is some practical information and guidance.
If you have been hesitating or do not know where to start, these personal stories, a five-step roadmap and a guide to the four principles governing your social security rights should help.
The rapid changes in digital and ecological innovation and its penetration into the socio-economic system have placed skills at the centre of training systems. The European Union's human-centred approach to transition, accompanied by the growing demand for more fluid and smart types of learning, requires immediacy, flexibility and personalisation of training. Innovation and digitisation in vocational training play a key role in the broader green and digital transitions, as well as in the recovery and resilience of a post-COVID-19
Carried out over 12 months between September 2020 and September 2021, this EU comparative educational study aimed to assess the actual and potential role of digital technologies in promoting access, quality and equity in compulsory school education across Europe, and their role in complementing and enhancing traditional forms of teaching and learning.
According to Cedefop’s skills forecast, in the sectors with a medium-high and high impact of coronavirus on economic activity, around one-fifth to one-quarter of the new jobs expected to be created up to 2030 are at risk of automation. This amounts to around 1.4 million jobs at stake in the EU-27.
Despite recognised as among the most vulnerable to the coronavirus, refugees across the EU and beyond are stepping up to support local communities in fighting against the COVID-19 pandemic. Their contribution is a reminder that – vulnerable or not – refugees have Skill that may be of added value to the local labour market of the countries of asylum, particularly those challenged with skill shortages.
The indicator shows how share of people employed in science, engineering and ICT occupations will change in the future across EU Member States and economy sectors. These occupations correspond to following ISCO occupations: 21 (Science and engineering professionals), 31 (21 (Science and engineering associate professionals), 25 (Information and communication technology professionals), 35 (Information and communication technicians).
The report on Traineeships under the Youth Guarantee looks at how traineeship schemes can be successful learning experiences for young people, in supporting them to acquire essential skills for the labour market. It also takes a look at different measures that contribute to the quality of traineeships and prevent their misuse. This report is one in a series of five reports on Youth Guarantee delivery, presenting existing practices from the ground from the first five years of its implementation.
Work-based learning (WBL) in Vocational education and training (VET) provides important benefits, by increasing employability and smoother school to work transition. It contributes to reducing skill shortages and gaps, reduces youth unemployment, increases entrepreneurship and innovation and finally has the potential to foster social inclusion.
he aim of the study was to provide the Education and Training 2020 Working Group on VET (2016-2018) with findings on three key areas: governance arrangements in place for professionals involved in WBL; professionalisation arrangements for those professionals; and finally, in what way cooperation between schools and companies is arranged, focusing on the quality of the professionals involved.
This note presents key findings of a comprehensive study analysing participation, outcomes, quality and challenges of apprenticeships, internships/traineeships and volunteering schemes. Its focus is on two questions of particular relevance for the Employment and Social Affairs Committee:What are the employment effects of each scheme and to which extent do they show a risk of abusing young people as cheap labour? Further, it discusses different quality frameworks and remaining gaps.
The EU Skills Profile Tool for Third Country Nationals is intended for use by any services that may be offering assistance to third country nationals and should be used in an interview situation to get to know the individual, their skills, qualifications and experiences. The focus of the tool is to help individuals produce a profile of their skills and to help an adviser identify any recommendations or next steps. The information collected can be used to: support further assessment, form a basis for offering guidance, identify up-skilling needs, support job-searching and job-matching.
A collection of 28 new analytical highlights focusing on skills anticipation in all EU-28 Member States, is now available on the Skills Panorama. The overviews mainly regard the existence of skills anticipation methods; the governance structure (which authority/ies are responsible); the level of stakeholders’ involvement; the dissemination of labour market intelligence and the level of the use of this intelligence in policy making and in decision making by target groups
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