The development of concepts and provisions of LLL in Member States: The evolution of VET systems in Europe in the perspective of Maastricht and Copenhagen Burkart Sellin Cedefop Senior Advisor

Priorities for Vocational Education and Training Copenhagen 2002 and Maastricht 2004 European Qualification Framework & reference levels Mobility, transparency/Europass, credit transfer for VET Quality assurance, attractiveness of VET Validation of non-formal and informal learning Low skilled, early school leavers, disadvantaged Lifelong learning and guidance Identifying future skill needs on the labour market Innovation in teaching and learning Linking VET and higher education Teachers and trainers Improving statistics for evidence-based policy (indicators, benchmarks)

Strategy: Reduce share of low skilled  Significant increase in the skill levels in Europe over the past decades  However, proportion of low skilled (ISCED 0-2) higher than in most competitor countries  In 2004, more than 30% of the working age population in the EU are low skilled (at least 74 million people). The share however has decreased considerably

Increase investments in education and training Public & private expenditure on education and particularly training is not sufficient Investing in skills and literacy yields large benefits: economic growth, company performance, individual returns 8

BEUKCHISFRELKRITDEATSEFIDKPTPLNOHUCZSKUSAUJPNLIETR Public and private expenditure on upper and post-secondary education and training institutions as % of GDP, 2001 Country mean: 1.3% Source: OECD 2004

Non-material benefits of education and training Social benefits are directly and indirectly linked with education and training. Examples: Reduced violent crime Improved health and parenting Social cohesion and citizenship Trust in institutions and democracy Race tolerance Social, political and cultural participation  from human capital to social capital

Foster mobility and transparency Remove obstacles to geographical and professional mobility to achieve a true European labour market Qualification frameworks, credit systems, transparency and recognition of formal and non-formal skills are likely to promote mobility and transparency These measures are not fully implemented and in a planning stage in most countries: their full implementation is urgently needed Selective immigration, also to compensate for demographic decline and skill shortages 12

EQF: Purposes and main functions  Voluntary meta-framework to allow linkage and translation of national and sector levels frameworks  Contribution to:  the recognition and transparency of qualifications  supporting full implementation of the new Europass, credit allocation and transfer systems  facilitate mobility of learners and workers  Setting benchmarks and targets for policy making  A draft recommendation on the EQF will be presented to the European Parliament and Council in September 2006.

European Benchmarks for education and training 2010 In 2003, the Education Council agreed on 5 benchmarks to improve education and training systems until 2010: 1.Improve reading literacy proficiency level (PISA) 2.Reduce dropout dates for young people 3.Raise share of young people with at least upper secondary education 4.Increase number of graduates in Maths, science and technology and improve gender balance 5.Raise participation of the working age population in lifelong learning

Benchmark for the EU 2010 on low skilled: The proportion of 22 years old with at least upper secondary education and training should not be less than 85%

Benchmark for the EU 2010 on dropouts: The rate of early school leavers should be reduced to 10%

Benchmark for the EU 2010 on lifelong learning: The participation of working age population in LLL should be raised to 12.5%

Conclusions The policy framework exists, but needs implementing Emphasis on action at decentralised levels involving social partners and other stakeholders Synergy to be ensured between education/training policies and economic/employment policies Innovation strategy needed: public-private partnerships and innovation agreements to foster investments in human capital Regular monitoring and assessment of progress 15

Innovation strategy Europe needs an innovation strategy to foster investment in, and the quality of, human resources. Some ingredients could be:  More and more effective use of resources  A future-oriented design of VET: closer links and parity of esteem with higher education  New approaches to learning in schools and at work  Development of key KSC’s  Learning partnerships at local and regional levels. Governments and EU should identify key issues, research, public-private partnerships and more binding agreements with social partners and other stakeholders.

Cedefop’s support Expertises, études, investigations Travaux d’analyse et de recherche Electronic platforms, reseaux, communautés virtuelles et d’échanges Participation et support active en “peer learning” et “clusters” de priorités établit par la Commission Fora, ateliérs, conférences, periodiques Information, documentation, dissemination