Fundación Laboral de la Construcción

Spanish experience of a sectoral training fund:

Index

1. Context of the construction industry

2. Fundación Laboral de la Construcción

3. Training programmes4. Resources5. Research & Development6. Advantages of the sectoral

approach in the construction industry in Spain

7. Drawbacks

1. Context of the construction industry

Sectoral context

Construction: a significant industry in Spain

% GDP (2007)

EU: 10,7 %Spain: 18 %

448.408 enterprises more than 14.6% of total

Year 2007

Economic data

Sectoral context

Economic data

Construction: a significant industry in Spain

% GDP (2007)

EU: 10,7 %Spain: 18 %

448.408 enterprises more than 14.6% of total

Year 2007

Labour data% Labour force (2007)

EU: 7,2 % Spain: 13% Year

2007

Construction process and its consequences for skills formation

Sectoral context

Cyclical fluctuation

Workforce mobility

Labour risks

Poor image

Temporary work

High percentage of SMEs

Sectoral context

Cyclical fluctuation

Workforce mobility

Labour risks

Poor image

Temporary work

High percentage of SMEs

Difficulty to accumulate human capital within the industry: quantitative (workforce needed) and qualitative (qualified workers)

Construction process and its consequences for skills formation

Sectoral context

Need for a sustainable industry

Skills deficit

Poor working conditions

S&H risks

Encouraging skill formation and retaining workers

Improving both employment and working conditions

“Traditional approaches”

- Company level- National policy

“New approach”

- From a sectoral perspective- FLC

Sectoral context

Skills and training in the construction industry: back in 1992

Skills acquired through experience at worksite, with no accreditation

Greater provision of training for higher technical professions

Workforce with low level of education and training

Education and training system did not meet the needs of the construction sector

No attention at S&H training

2. The “ Fundación Laboral de la Construcción”

2. Fundación Laboral de la Construcción

Fundación Laboral de la Construcción

Promotion ofoccupational training

Aims of Fundación

Promotion of safety and health at work

Promotion of employment and craftsmanship

Fundación Laboral de la Construcción

Non-profit bipartite organization (employers confederation + trade unions)

Financial resources: industry contribution and public subsidies (FTFE)

Nationwide (regional councils)

Board (Representatives of employers and trade unions)

CEO

Regional Boards

Regional Managing Directors

Finance Director

Human Resources Director

Training Director

S&H Director

Decentralized management at regional level, and national coordination (FLC headquarters)

Fundación Laboral de la Construcción

Organization chart

3. Training programmes

Growth in the number of participants in vocational training in the construction industry

The number of trainees has risen 121% in the last five years

30.168 trainees2002

66.644 trainees2007

Training programmes

Formación impartida

Continuing training

Training programmes evolution 2003 / 2007Programmes

Occupational training

Initial training

Total

Most of workers participate in Continuing Vocational Training programmes

Training programmes

Number of participants in CVT (FLC) by training area

Making efforts to encourage specific training to meet the needs of the construction industry

Training programmes

Making efforts to encourage specific training to meet the needs of the construction industry

Training programmes

Number of participants in CVT (FLC) by training area

Percentage of participants in CVT (FLC) by occupation (2002-2007)

Greater participation of low level and skilled workers occupations

Training programmes

Percentage of participants in CVT (FLC) by nationality (2002-2007)

Adapting to the changes in the labour force: Increasing number of foreign trainees

Training programmes

4. Resources

Over 1.800

Trainers

Training centres

40

Resources

Development of pedagogical resources

Types of training: classroom, distance learning and online training higher participation.

Collaboration of experts in the field of training better training and learning.

Adaptation to the characteristics of different occupational groups broader target of workers.

Resources

• Over 100 text books• 18 new books in 2007

Resources

• ICT Training system

– Quality– New training methods– Improved communication in distance

learning– Better access to CVT

4.832 on-line trainees(30% of total participants in distance learning programmes 2007)

Resources

On-line learning system

5. Research & Development

Survey on training needs and occupations (2006 - 2007)

Evaluation of training courses

Research & Development

Creation of monitoring systems

VOCATIONAL TRAINING RESEARCH PROJECTS

• Workshops on accreditation and recognition of competencies acquired through non-formal learning process

• Specialized trainers training

• Workshop on the present and future of the vocational training in the field of building and civil engineering

Studies & Research projects

Research & Development

EUROPEAN PROJECTS

• Q.CA.S.E: “La Qualitá nei Cantieri Scuala Europei”

• TRAVEL-Q: “TRAVEL and Experimentation Land with Quality”

• “Pathways for skills transfer”

• Website on career counselling for young people

• Definition and validation of qualifications within the national system

• Accreditation and recognition of competencies acquired through non-formal and informal learning

Research & Development

Cooperation with the Ministry of Education

Card issued by Fundación Laboral de la Construcción with the aim to demonstrate:

- Training in S&H

- Work experience and occupational level

- Any other vocational training

- Compulsory medical check- ups

Accreditation of Safety and Health competencies

Research & Development

6. Advantages of the sectoral approach in the construction industry in Spain

Provision of training adapted to qualification requirements of the industry

Qualifications and training courses recognised across the sector

Higher quality of training courses

Better management of resources

This sectoral approach meets the qualification needs of the industry…

Advantages of the sectoral approach

ICT and new pedagogical resources

Free training (public funds and industry levy): facilitating the access for SMEs and disadvantaged workers

Meeting the labour market needs: close contact with companies and workers

This Breaking barriers: access to CVT for all level of occupations thanks to...

Advantages of the sectoral approach

Improving workers S&H

Collective Bargaining process emphasizes the importance of S&H training

Integration of S&H into craft training programmes

Advantages of the sectoral approach

Improving workers S&H

Collective Bargaining process emphasizes the importance of S&H training

Integration of S&H into craft training programmes

Specific S&H training for different occupations and accreditation

through “Tarjeta Profesional de la

Construcción”TPC

Advantages of the sectoral approach

7. Drawbacks

Actions require consensus between the social partners

Difficulties to match nationwide approach with local needs

Drawbacks are rooted in its characteristics…

Drawbacks

“Formal” instability of the CVT system in Spain

...and in the requirements of the “Vocational Training State Fund”

Inflexibility of the economic module scheme

Excessive “red tape” procedures and economic audit orientation

Conclusion

The sectoral approach of “Fundación Laboral de la Construcción”, has made it possible to meet the true needs of theconstruction sector:

- Training provision for qualifications in construction.

- Better access to vocational training for all groups of workers.

- Improvement of working conditions- Retaining skilled workforce