existing re-skilling and up-skilling funding programmes · career development training career...

Existing re-skilling and up-skilling funding programmes

Tobias Hüsing, empirica

Marte Andresen, PwC

Brussels, 20 June 2019

Skills for Industry Strategy 2030 Mobilising Funding Programmes and Incentives to Scale-up Best Practices

Large need for up- and reskilling of the European workforce (ex. digital skills)

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e-leaders

Core IT profession

IT practitioners

Workforce 219M

650k

6M

9M

Digital skills target groups by size Variety of training objectives

Excellence

Expert professional education

IT professionalism

Continuous prof. development

Transversal skills

Career changes

Counselling & coaching

User skills

Workforce basic IT-skills 145M

Workforce advanced IT-skills 68M

Workers must acquire a combination of “soft” and “hard” skills

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Understanding of many disciplines & transversal skills: communication, teams and networks, critical thinking and problem solving, initiative and resilience, general competences

Deep skills in at least one discipline and system: System related analytic and critical thinking, problem solving and experience

• Benchmark existing public policies and public-private partnerships

• Facilitate the uptake of new technologies, especially by SMEs

• Mobilise a large number of stakeholders

• Concrete recommendations for scaling up best practices

• Inform policy-makers regarding more effective funding models and incentives

Focus: re-skilling and up-skilling initiatives

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Good Practices, scalability and large impact

• Businesses and learners are currently underserved by the education and training system

• Respond to the need for massive workforce re-skilling and up-skilling during the entire professional life

• Skills should be delivered when needed: the right skills at the right time to perform new tasks efficiently

• Potential for reforming the system or disrupting it

• Enable a paradigm change: life-long learning

• Demand-led: businesses’ and learners’ choices will shape the emerging life-long learning system

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Funding and incentives panorama

Types of funding instruments Funded measures

Grant Call for Proposals

Grant Call for Tenders

Donors/ foundations

Industry (co)funding

(other) Subsidy

Tax levy

Sales, fees and services

Loans

CENTRES Academies & Vocational

centres & co-design

CO-CREATION Professional programmes with

industry APPRENTICESHIP

Industry High Tech Apprenticeships

INDEPENDENT alternative teaching/ learning systems

EXCELLENCE top academic talent into industry

SME & learner vouchers

CAREER DEVELOPMENT Training career changers

VENDOR Industry training

OER open resources incl. MOOCS

SPECIFIC GROUPS Counselling & training

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SME skills transfer

All

kin

ds

of

and

mix

ed f

un

din

g p

reva

ilin

g

Examples of funded good practices CENTRES

Academies & Vocational centres & co-design

CO-CREATION Professional programmes with industry

APPRENTICESHIP Industry High Tech Apprenticeships



SME & LEARNER VOUCHERS


VENDOR Industry training


Katapult, Automotive Centre of Expertise (ACE) (NL), imec.academy (BE)

Expertkompetens (SE)

Jobstarter Plus (DE), ANH Education Network High Technology Berlin (DE)

Ecole42 (FR), DEMOLA (several countries)

Software Campus (DE), Industrial PhD (DK), Industrial Doctorates (NL), Industrial PhD (SE)

go digital (DE), Alliance Industrie du Futur (FR), several others

Make IT Work (NL)

Numerous examples from leading companies

NanoTecLearn (DE); Grande École du Numérique initiatives (FR), imec.academy (BE)

SPECIFIC GROUPS Counselling & training IT for SHE (PL), Generation (ES), Talent Club (ES)

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Advocacy

Question Marks

Mainstream

Stars

Analysis framework: A matrix model adapted for our purposes

Low Relative share of learners High

Mar

ket a

nd

rel

evan

ce g

row

th

Low

H

igh

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Adapted from BCG: https://www.bcgperspectives.com/content/classics/strategy_the_product_portfolio/

Good practice cases in the matrix

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CENTRES Academies & Vocational

centres & co-design CO-CREATION

Professional programmes with industry

APPRENTICESHIP Industry High Tech

Apprenticeships



SME skills transfer


VENDOR IT vendor training



Role model excellence scheme

Real world challenges for students

Innovate pedagogy & alternative entry point

to IT

Change careers to IT Drive VET across

industries

Industry demand, professional learners

Skills transfer into SMEs

Unemployed young people

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Good practice cases in the matrix

Expertkompetens - Industry demand, professional learners

Type Professional Master training programme: industry demand, professional learners

Innovation Co-design and delivery together with industry

Target groups Professionals in IT (and others)

Cost / learner 20.000 € / 2 year professional Master programme (estimate) Investment course development and implementation: 1.8 – 2.4 million €/course

Funding Foundation and cost sharing with industry

Impact Successful career advancement for >2,000 professionals from 330 companies; programme has become part of the companies’ learning systems. Industry PhD projects.

Lessons learned Still some industry reluctance to pay for training/up-skilling. Need for specific business model for university up-skilling training. Incentives for professional lifelong learning needed.

Scale-up level and

ambition

Stepwise increasing number of graduates. Increasing number of universities. Ambition: Train 10,000 individuals / 5 years. Develop MOOCs

Sustainability Knowledge Foundation continues funding for dev and implementation. Gov/Ind cost sharing in delivery. Universities have included the up-skilling into regular programme / course portfolio

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CO-CREATION Professional programmes with

industry

Go Digital - Vouchers for SMEs

Type Vouchers for SMEs: low threshold skills transfer into SMEs

Innovation Skills transfer on digital transformation etc. into SMEs

Target groups Small SMEs (<100). Funding received by consultants.

Cost / learner Average 10.000 €

Funding 50% funding by Federal government 'go digital' programme; 50% own SME investment.

Impact 847 SME appliccations granted (since 4/2018)

Lessons learned Programme oversubscribed. Attractive for SMEs. Online programme with low level of bureaucracy and application effort.

Scale-up level and

ambition

Go digital started in 07/2017 only and is at present limited to end in 2021; increasing number of applications per month; further decisions after evaluation (2019/2020)

Sustainability Federal Ministry of Economics to continue and expand funding to meet current and future demand

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SME skills transfer

Ecole 42 - Innovative pedagogy & alternative entry

Type Peer-to-peer IT training: innovative pedagogy and alternative entry point to IT

Innovation Innovative pedagogical model and peer-to-peer learning approach;

students solve given tasks / challenges themselves without teachers

and instructors

Target groups Young people regardless of school or social background including

many who failed in the formal education system

Cost / learner 2,000 € / year

Funding Donor

Impact Approx. 3000 graduates who all got a job in the IT labour market;

currently 2300 enrolments

Lessons learned Disruptive, innovative peer-to-peer learning approach seems to be

attractive for the target groups

Scale-up level and

ambition

Continuation and expansion of operation in France. École 42 franchise

model for scaling-up currently applied in several European and

African countries.

Ambition is to train 12,000 individuals over the next five years across

campuses

Sustainability Donor investment guaranteed for 10 years. Indication of successful

use of franchise model in further countries.

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Generation - Industry demand, professional learners

Type Demand-led youth training and job placement program

Innovation Curricula based on skills mapping process with industry. Technical

skills, behavioural skills, and mindsets. Tracking ROI.

Target groups Unemployed young people and employers

Cost / learner From 2.400 € for 6 week bootcamp to 3.200 € for 12 week

Funding ESF and national government funding supplemented by funding from

McKinsey and Company (remaining 8%). UK, FR, IT: Private launch

funding with employer contributions from first cohorts

Impact 1,800 graduates; 80% placed in employment; 83% placed remain

employed 1 year out; 830 partner employers . 84% of Generation

employers say graduates “outperform their peers” in similar roles.

Lessons learned 1. Training is only the start

2. Proving business ROI is necessary, but not sufficient, to convince

employers to change

3. Measure value, not just cost

Scale-up level and

ambition

In 2019, Generation aims to graduate ~3,000 young people. By 2021, target is to increase annual number by 2-3X. Generation is live in 9 cities across Europe, 5 of which are in Spain. Experimenting with expansion into reskilling programs for workers at risk of displacement.

Sustainability Moving towards self-sustaining model entirely funded by employers

and government.

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Afgerasdfa

Expert views from survey The items with broadest agreement (out of 42)

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4.3

4.3

4.3

4.2

4.2

4.1

4.1

4.1

4.1

4.0

4.0

4.0

4.0

4.0

4.0

3.9

3.9

3.0 3.5 4.0 4.5 5.0

Vision, strategy and commitment

Simplify funding rules for industry

Development and growth phase funding

Coherence and integration of funds

Leadership and long term commitment

Roll out success stories

Large partnerships with key stakeholders

Structural funds to support roll-out

Co-creation and -delivery is a must

New programmes into education/training system

KPIs, business and roll-out plans

Substantial investment, EU and national

Various subsidies to individuals

Build on existing competence, clusters, DIHubs

Strong consortia

Tax incentives to employers

One-stop-shop gateway to EU and national funding

= Average expert assessment based on different 5-point scale questions where 5 is most positive

Policy recommentations

Success factors scalability

Funding approach

Funding principles

Financial incentives

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Blueprint for Sectoral Cooperation on Skills Stepwise Approach: Sector selection, evidence and

analysis, sector studies (Erasmus+, small funding)

Strategies and action plans European Sector Alliances:

business-education-research partnerships (funding at 80% level for 4 years)

Roll out at national & regional level (ESF)

Benefits: European added value, unlike many

of the initiatives presented so far - liaison of all relevant European, national and regional levels

Intention to roll-out and scale up from outset

Clear focus and policy strategy, focus on selected sectors (cannot cover everything)

Large scale, duration and commitment

Monitoring in place - produces KPI for success and impact – informs decision about roll-out

Still in piloting/demonstration phase

Main conclusions Good practices exist that show how to take (old

and new) education and training providers into the field of re-skilling and up-skilling

Most operate in a national context with very significant potential at EU/international level

Many could expand or are ready to be adapted/imitated in other Member States

There is still a lack of scalable business and funding models beyond projects funding

Funding landscape currently remains fragmented, with duplication of efforts and limited impact

The time is right for a clear policy vision and strategy fostering stakeholders’ engagement

Enabling both sustainability and scalability

Making lifelong learning a reality

Based on demand and labour market evidence, encouraging industry and learners investment

Scaling must be the major objective in funding programmes with a strong focus on excellence

Prioritise projects that aim at achieving large impact, demonstrate world-class results and mobilise key stakeholders

A model of funding is needed where those who deliver both excellence and impact are able to scale-up and roll-out successful pilots at national and regional level (Blueprint)

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THANK YOU High-Tech Skills for Europe

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