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Evaluation and Review of the Framework Agreement on Competence Profiles – First discussion

Evaluation and Review of the Framework Agreement on Competence Profiles – First discussion. SSDC Chemical Industry, WG Education, Training and Lifelong Learning - February 26, 2014 Riitta Juvonen. Why an agreement on job profiles?.

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Evaluation and Review of the Framework Agreement on Competence Profiles – First discussion

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  1. Evaluation and Review of the Framework Agreement on Competence Profiles – First discussion SSDC Chemical Industry, WG Education, Training andLifelongLearning - February 26, 2014 Riitta Juvonen

  2. Why an agreement on job profiles? To contribute to the debate on transparency instruments at EU level Added value for the employers and employees More impact on the actual operations of the sector More visibility for the sector social dialogue

  3. Steps to the Framework Agreement Preparation started in January 2010 Issues discussed Added value Legal status and context Compatibility with national education and legal frameworks Cultural differences Framework Agreement ratified April 15, 2011

  4. Framework Agreement European Framework Agreement on Competence Profiles for Process Operators and First Line Supervisors in the Chemical Industry • First agreement of its kind • Self-commitment of the chemical social partners “to promote the objectives defined in the present Framework Agreement through their members at European, national, sectoral, regional, local and company level” • Definition of minimum core competences for the jobs known as Process Operator and First Line Supervisor

  5. Framework Agreement European Framework Agreement on Competence Profiles for Process Operators and First Line Supervisors in the Chemical Industry • Nature: not legally binding; no interference with collective bargaining or national law • Objectives: reference for national VET systems, strengthening of the social partners in the field of education, training and lifelong learning • Follow-up: yearly reports in the sectoral social dialogue, evaluation after three years

  6. First follow-up report Plenary meeting 25 September 2012 • In which way has your organisation promoted the Framework Agreement? • The FA promoted by nearly all of these organisations in manifold ways. • In how far has the FA influenced the relationship with your social partner at national level? • Either the relationship improved or it remained at the level it was before.

  7. First follow-up report, plenary meeting 25 September 2012 • Has the FA had an impact on the VET debate in your country? • Clear impact on the VET debate and even on the definition of job profiles in the chemical industry in the “new” member states. • Used as a reference even in some “old” member states, vis-à-vis public authorities and VET institutions. • In case there has been no impact of the FA, what do you think are the reasons? • Very few answers: either social dialogue “underdeveloped” (follow-up not possible) or “too developed” (follow-up not necessary)

  8. Evaluation and Review of the Framework Agreement • Aims of the Evaluation • Analysis of the impact • What have we achieved on National and EU level • Assessment of the need for further actions • Promoting the current job profiles • Creating new profiles • Other • Reporting • to the Commission • to the partners of Chemical Sector Social Dialogue

  9. Evaluation and Review of the Framework Agreement • Proposal for next steps • Questionnaire & Analysis on National level • Task force to prepare the evaluation

  10. Thank you for your attention Riitta Juvonen • Director Education & Innovation • Chemical Industry Federation of Finland • SSDC Chemical Industry • WG Education, Training andLifelong Learning riitta.juvonen@kemianteollisuus.fi

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