Werner Eichhorst - Youth Employment programs, employer involvment and vocational training in Germany
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Transcript of Werner Eichhorst - Youth Employment programs, employer involvment and vocational training in Germany
Youth employment programs, employer involvement and vocational training in Germany
Werner Eichhorst, IZA
OECD LEED 12th Annual MeetingCreativity, Jobs and Local Development
Venice,18th April 2016
Overview
1. Introduction2. The German training system3. Preparatory Schemes4. ALMP measures 5. Employer initiatives6. Conclusion
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Introduction Transition process from education to work strongly shaped by
institutions (public authorities, employers, business associations) Vocational education system in Germany strongly important Relatively smooth transition for young people Employers are systematically involved Apprentices e.g. from the craft sector are mainly supported by SMEs Provide dual vocational training, partly fund the system and have a
strong influence on the development of curricula and examinations General trend towards higher education provides more options to
continue academic training after obtaining a vocational degree Major initiatives are trying to tackle the issue of vulnerable young
people Different ALMPs (preparatory training schemes, employer-led
initiatives) are concerned
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The German training system Training system has a long tradition in Germany A relatively large share of apprentices in the past Development of apprentices remained relatively constant in the 1990s But: Number of apprentices and students drifted apart in the early
2000s At present, number of new students and new apprentices are almost
equal German dual training system combines practical on-the-job training
with rather theoretical education in vocational schools It is guaranteed that the apprenticeship and its certificate are
recognized throughout Germany thus ensuring labor mobility across regions
Dual vocational training system is based on the voluntary involvement of the employers
Inter-company vocational training centers contribute to ensuring the ability of SMEs to provide VET and support their competitive capability
4
The German training system
5Source: WZB (2014)
Pathways into and within the German VET system and tertiary
The German training system
Vocational training share in upper secondary education, 2013
6
Switzerla
nd
Denmark
Germany
Austria
United K
ingdom
Hungary
Norway
Luxembourg
Iceland
France
Finland
Czech
Republic
Slovak Republic
Belgium
Israel
Sweden
Estonia
Italy
Australia
Chile
Ireland
JapanKore
a
Mexico
Netherla
nds
New Zealand
Poland
Portugal
SloveniaSpain
Turkey
0
10
20
30
40
50
60
70
80
School and work-based vocational programmes Vocational / professional programmes
Source: OECD Education at a Glance
The German training system
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Source: Federal Institute for Vocational Training (BIBB)
Micro enterprises (<10 EE) Small enterprises (<50 EE) Medium-sized enterprises (<250 EE)
Large-scale enterprises (>=250 EE)
0
20
40
60
80
12.90
44.70
67.60
83.20
6.00 6.00 5.30 4.70
training companies apprentice
In %
Participation firms by size, 2013
The German training system
Top five apprenticeships in 2014 in Germany for males and females
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Total 1 358 550 100 Female 520 692 100 Male 837 858 100
Office clerk 1. 75 543 5,6 Office clerk 1. 56 718 10,9 Motor vehicle
mechatronics 1. 60 738 7,2
Motor vehicle mechatronics 2. 62 913 4,6 Medical
assistant 2. 37 116 7,1 Industrial mechanic 2. 44 688 5,3
Retail salesman 3. 61 416 4,5 Retail
salesman 3. 33 324 6,4 Electronics technician 3. 34 329 4,1
Industrial clerk 4. 51 885 3,8 Industrial
clerk 4. 31 440 6,0
Mechanic for sanitary,
heating and air
conditioning
4. 31 272 3,7
Industrial mechanic 5. 47 394 3,5 Dental
assistant 5. 29 835 5,7 Retail salesman 5. 28 092 3,4
Source: Statistisches Bundesamt (2015)
Preparatory Schemes No formal minimum requirement for starting dual vocational education Not all young people interested in vocational training have easy
access to an apprenticeship Vulnerable youths face major barriers in entering the regular
vocational training system Several approaches are initiated to overcome this drawback of the
system Possibility of a pre-vocational training year („Berufsvorbereitungsjahr“) In Germany, possibilities to bridge the time between school and
employment are offered (state- funded civic engagement program like „FSJ“ (voluntary social year) or state- funded voluntary programs like „BFD“ (federal volunteer service), „FÖJ“ (voluntary ecological year) and last but not least „FWD“ (voluntary military service))
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Customized Placement of Trainees in Enterprises (PV) Cooperation between employers and institutions providing external
vocational training should be increased Regions with high degrees of mismatches should be supported by
additional external vocational training Federal Ministry for Economic Affairs and Energy (BMWi) introduced
the aid program PV for SMEs, especially of craft and service sector, to obtain suitable young talents for dual vocational training
Intermediaries are hired, adopt the role of a “headhunter“, to provide the SMEs with advisory and agency services, aiming to achieve a better “matching“
In medium- to long-term perspective, PV funding program reaches the target group of SMEs; Craft enterprises are represented with 44% and service companies with around 17%
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Introductory Training for Young People (EQ) Addresses young people with severe placement obstacles (with
individual difficulties regarding training search and placement) under the age of 25
After completion of the program the firm has the opportunity to take over the trainee as an apprentice
Chamber of Crafts and Chamber of Commerce acquire 67% (73%) of EQ positions in their member enterprises
Companies with training experience are actively addressed to provide EQ positions
Operational EQ (certification by company and chamber of commerce) achieves a higher transition into training or employment
Three-quarters of young people end up in vocational training Innovative ALMPs also occur at the regional level
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Youth Employment Agency (YEA) Hamburg became the first federal state to introduce special job
agencies for young people („Jugendberufsagentur“) -> a lighthouse project
YEA is an organizational unit focusing on the transition between the end of compulsory education and the start of training or work, consolidating the offers of different institutions as well as guide, advice and support all young people
Characterized by a three-tier-model (local level in schools, regional level in all districts of Hamburg and federal level with Board of Directors)
Cooperation with the private sector succeeds with the teams „AzubiPlus“ for each district
Raising awareness of youth challenges with the private sector, providing them with different support services
Further challenges in the coming years, e.g. providing education for young immigrants or refugees, better permeability between vocational and academic education
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Employer initiatives Not just initiatives of public authorities, but also employer initiatives
exist: “Nord-Chance“ is a model initiated by the employers’ association
“Nordmetall”, covers 250 enterprises in the metal and electronics industry in northern Germany; In case the apprentice is suitable for the job, he/she receives a vocational training opportunity
“Zukunft durch Ausbildung und Berufseinstieg” is carried out by the employers’ association “BAVC” of the chemical industry; Prepare young people (young school leavers, long- term unemployed persons) for training maturity
“Senior Experten Service” (SES) introduced the public supported “VerA” initiative in cooperation with the industrial and craft sectors as well as liberal professions; Makes offers at the transition from school to profession, ensures the perception and evaluation of the initiative by outside partners
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Conclusion Vocational education system is one of the key elements in German
youth- related labor market policy Embedded and affected by policy innovations Two major issues facing the German youth labor market are the
inclusion of disadvantaged young people and removing path dependencies
Employers are involved systematically as they provide dual vocational training positions, partly fund the system and have a strong influence on the development of curricula and examinations
Participation rate of German employers strongly depends on the workforce of the enterprise
By increasing the cooperation between employers and institutions more external and preparatory vocational training for youths can be provided – and many young people with initial difficulties can then become apprentices, thereby easing skill shortages in particular with SMEs
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Werner EichhorstIZA
IZA, P.O. Box 724053072 Bonn, Germany
Phone: +49 (0) 228 - 38 94 – 531Fax: +49 (0) 228 - 38 94 - 510
E-mail: [email protected]
http://www.iza.org