Post on 03-Jun-2020
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
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and
mix
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Examples of funded good practices 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
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
INDEPENDENT alternative teaching/ learning systems
EXCELLENCE top academic talent into industry
SME skills transfer
CAREER DEVELOPMENT Training career changers
VENDOR IT vendor training
OER open resources incl. MOOCS
SPECIFIC GROUPS Counselling & 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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INDEPENDENT alternative teaching/ learning systems
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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SPECIFIC GROUPS Counselling & training
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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