1. EMPLOYMENT SUPPORT THROUGH EDUCATION AND TRAINING

2. MANAGEMENT AND USE OF TRAINING INSTITUTIONS REGISTER

3. 3 LABOUR MARKET INSTITUTIONS Public: Public Employment Services Voluntary Work Corps Non-public: employment agencies training institutions institutions for social dialog local partnership institutions

4. institutions offering trainings for the unemployed or those seeking employment willing to obtain a commission, financed from the public means, to conduct training courses, should register with the register of training institutions maintained by the voivodship labour office (regional level) where a given training institution is seated. TRAINING INSTITUTION REGISTER

5. approximately 10 000 training institutions entered into the Register (whole Poland) the Register of Training Institutions is conducted electronically. database of Training Institutions Registry is available at www.ris.praca.gov.plwww.ris.praca.gov.pl entry in the register is free of charge TRAINING INSTITUTION REGISTER

7. RANGE OF TRAINING INSTITUTIONS ACTIVITIES

8. 1) education and training services 2) workshops, training courses 3) vocational counseling and psychological counseling 4) participation in job fairs 5) organization of practices 6) consulting services for the district labor offices 7) implementation of projects financed by the ESF 8) partnerships 9) financial advisory, business consulting, tax advice, credit counseling, presentations etc. TRAINING INSTITUTIONS ACTIVITIES

9. OPERIS – District Employment Office in Nysa (Opole region) opening up a supply of training services to companies nationally and from all over the EU programmes assume a refund of the costs of training and job placement when employment is maintained for more than six months is designed to place in work around 50 people per year on the basis of partnerships with training companies quality and effectiveness, and not price are taken as the prime criterion to select contractors GOOD PRACTICES

10. SIMULATION COMPANY – (3 separate projects) public: District Employment Office in Szczytno (Warmia & Mazury region), non-public: Vocational Education Centre in Zielona Gora (Lubuskie region), Vocational Education Centre in Katowice (Silesia region) is a ‘virtual on-site form of vocational training’ resembling ‘the natural environment and economic reality’ of a commercial company imitate the environment of a ‘real’ company people on training are employed on the basis of virtual work contracts and follow the regular place of a working day the PES usually covers the costs of recruitment and selection procedures and job and internship placement GOOD PRACTICES

11. Project: LABOUR OFFICE PARTNER FOR EMPLOYERS the aim: better quality services of employment offices for employers creator: training institution - CTC (www.ctc.pl ) partners: 30 employment offices activities: workshops and coaching for employees of labor offices, information campaign - targeted to employers, analysis of the current state of cooperation between employment offices and employers, development of a model system of cooperation between the labour ofices and employers, and the tools for its implementation. Results: prepared two reports 1) report of employers research 2) good practices and conclusions to implementation many of the proposals from the project has been implemented

12. GOOD PRACTICES Project: INNOVATIVE SUPPORT creator: training institution - CTC (www.ctc.pl ) partners: 3 employment offices The main objective: to develop and disseminate innovative models of cooperation the District Labour Offices (DLO) and Social Assistance Centres (SAC) in the effective support of long-term unemployed, planned results: The creation of new mechanisms to motivate long-term unemployed to the activity, Develop mechanisms for sharing information between SAC and the DLO in support for common customers of both institutions, Adaptation of solutions from Austria, Strengthening proactive attitudes among long-term unemployed, implementation of new tools such as CONECTOR program to share data between the SAC and the DLO.

13. SYSTEM OF LABOUR MARKET FORECASTING, HOW THE TARGET GROUPS USE THE RESULTS

14. the educational system is neither fully efficient, nor flexible enough the lack of adjustment of school courses of study to current and future labour market needs and inadequate development availability of lifelong learning system education institutions do not follow changes in the demand for skilled employees there is no full system of research and forecasting demand for labour by qualification FORECASTING SKILLS AND TRAINING NEEDS IN POLAND

15. METHODS USED FOR FORECASTING studies, working papers and research related to forecasting the situation on the labour market analysis research the demand side of the labor market diagnosis of the needs of the labor market in the field of education and training monitoring of labour market shortages and surpluses FORECASTING SKILLS AND TRAINING NEEDS IN POLAND

16. THE ROLE OF FORECASTING : decision-makers and politicians - to inform society about expected changes on the labour market optimal allocation of human resources planning of changes to the education system prepare and organise up training and retraining pupils and students - to plan their educational and professional careers FORECASTING SKILLS AND TRAINING NEEDS IN POLAND

17. USERS OF FORECASTING SKILLS AND TRAINING NEEDS : politicians and top decision-makers educational providers career counsellors universities public employment services FORECASTING SKILLS AND TRAINING NEEDS IN POLAND

18. NATIONAL STANDARDS FOR QUALIFICATIONS (description of more than 250 professions - developed on the basis of diagnosis of employers' requirements) http://www.mpips.gov.pl/praca/bazy-danych-mpips-dla- potrzeb-edukacji-i-pracy/modulowe-programy-szkolen- zawodowych FORECASTING SKILLS AND TRAINING NEEDS IN POLAND

19. Forecasting skills and training needs Public Employment Services research centers ESF projects government working groups SYSTEM OF LABOUR MARKET FORECASTING IN POLAND

20. For the forecasting skills and training needs on the regional and the local labour market are mainly responsible public employment services. regional level: the regular monitoring of deficit and surpluses, labour market analysis, research the demand side of the labour market, diagnosis of the needs of the labour market in the field of education and training local level: preparing reports and making assessments of the situation on the local labour market, exchange information on jobs placed by employers (office to office) SYSTEM OF LABOUR MARKET FORECASTING IN POLAND

21. MONITORING OF SHORTAGES AND SURPLUSES Monitoring of shortages and surpluses is carried out in order to observe the effects of changes in demand for labor and the supply of labor in cross territorial and professional. By profession surplus should be understood profession, which is on the labour market demand lower than the number of job seekers in this occupation. By profession deficit should be understood profession, which is on the labour market demand higher than the number of job seekers in this profession. SYSTEM OF LABOUR MARKET FORECASTING IN POLAND

22. The target of the monitoring : Public Employment Services, Ministry of Labour and Social Policy, education authorities at all levels, principals of secondary schools, training institutions and research institutions and other interested bodies and organizations for the needs of the education system and most fields of vocational training-> monitoring is not useful. Short-term forecasts not bring the desired effects. SYSTEM OF LABOUR MARKET FORECASTING IN POLAND

23. the statistics prepared for the purpose of monitoring of deficit and surplus are imprecise, for example: 1. a profession that generates the highest degree of unemployment, it may be one person, for whom there are no job offers 2. plate-glass polisher, tax clerk, household equipment fitter or an officer of the security service - it's the primary deficit accupations in Opole voivodeship -the number of job offers received in these occupations is not high enough to reprogramming the system of education 3. office worker has a high deficit - large number of vacancies determined by the appearance of internship offers SYSTEM OF LABOUR MARKET FORECASTING IN POLAND

24. EXAMPLES

25. Organization standard of training : diagnosing procedure obtain information about the demand for occupations and specializations on the local market to analyze the information and make a list of professions and specializations that are on demand in the local market identification of training needs of the unemployed to analyse the information and draw up a list of training needs data sources in the preparation of diagnosis regional development strategy job offers analysis results of analyses, forecasts and labor research, monitoring of deficit and surpluses diagnosis of the needs on the labor market in the field of education and training effectiveness and efficiency of completed trainings EXAMPLES

27. 27 Demand for labour (Survey of Małopolska employers to assess demand for employees 2012) 1. building workers (bricklayers, pipe fitters, carpenters, roofers); 2. business and administration professionals (policy administration, PR and marketing professionals, accountant); 3. metal, machinery and related trades workers (welders, toolmakers, sheet- meta workers, mechanics); 4. business and administration associate professionals (commercial sales representatives, accounting associate professionals, buyers); 5. sales workers. EXAMPLES

28. 28 Thank you for attention VOIVODSHIP LABOUR OFFICE IN OPOLE wup.opole.pl wup@wup.opole.pl