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Country Mapping - Lithuania

Mapping cooperation mechanisms in Lithuania between employers and vocational education and training

providers in the ICT sector

Edita Šatiene, Daiva Juozapavičienė,

Rasa Noreikyte-Ustinaviciene, Natalja Markovskaja

Vilnius, Lithuania, 2014

Mutual Learning on Skills for the ICT Labour Market for People with Disabilities

This publication is supported by the European Union Programme for Employment and

Social Solidarity – PROGRESS (2007-2013). The information contained in this publication

does not necessarily reflect the position or opinion of the European Commission.

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Table of contents

I. Mapping practices at national level .................................................................... 3

1. Contextual information ......................................................................................... 3

2. VET services provided by Valakupiai Rehbailitaiton centre ................................... 8

3. The ICT labour market.......................................................................................... 10

4. Description of existing cooperation mechanisms and structures ......................... 12

5. Results ................................................................................................................ 22

6. Gaps, barriers and suggestions for improvements .............................................. 23

7. Conclusions and lessons learned ........................................................................ 24

II. Case studies: selection of good practices ....................................................... 25

Case study 1: The catalogue of workplace requirements ........................................ 25

Case study 2: Research on the situation of people with disabilities in the labour market and attitude of employers ............................................................................ 27

Valakupiai Rehabilitation Centre, Director Edita Satiene .......................................... 28

Website: www.reabilitacija.lt .................................................................................... 25

Case study 3: Sectoral Practical Training Centres ................................................... 28

Case study 4: Job search and placement support ................................................... 30

List of interviewed stakeholders: .............................................................................. 32

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I. Mapping practices at national level

1. Contextual information

Definitions

People with disabilities

In Lithuania a person with disabilities is an individual with less than 55% working

capacity and/or with special needs requirements, as recognized under the Law of

Social Integration of People with Disabilities. Working capacity is the individual's

capacity to implement a previously acquired professional competence, acquire new

professional competences or perform less demanding tasks in terms of professional

competence.

The total number of people with disabilities who were receiving disability pensions or

allowances for their lost capacity for work in 2012 was 260,121. This totals about 8,7

% of the whole population according to 2012 data.

Employers in the ICT sector

Based on provisional data from the Statistics Department of Lithuania, there were

2,185 ICT enterprises in 2012 in Lithuania. In the same year, the number of persons

employed in ICT enterprises amounted to 24,457. Compared to 2011, this figure

increased by 6% and made up 2.9% of the total number of persons employed (in

2011, 2.8%).

In 2011, according to final data from the Statistics Department of Lithuania, micro

enterprises with a staff up to 9 employees made up the largest percentage in the ICT

sector (84.3% of all ICT enterprises). They employed 22.2% of all employees in this

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sector, accounted for 15 % of the sector's turnover and generated 8% of the sector’s

value added. Medium and large enterprises with 50 and more employees made only

up 3.8% of all ICT enterprises. They employed 55.1% of all employees in this sector,

accounted for 66.5% of the sector's turnover and generated 77% of the sector’s

value-added tax.

Vocational Education and Training in the ICT sector

According to data from 2013, more than 22,000 IT professionals were employed in

the market with an additional 6,200 studying IT curriculum in 21 higher education

institution across the country. There are around 70 vocational training schools for

youngsters and 20 training centres for adults. Most of these training schools and

centres have different ICT-related training programmes.

In Lithuania there are informal or formal training programmes specifically for people

with disabilities available in 10 out of 13 vocational rehabilitation centres. The most

popular training programmes are for ICT basics, website developers, computer

technicians, computer graphics (CorelDraw), computer operators, ad internet

developers, etc.

ICT sector

The ICT sector in Lithuania covers more IT jobs as well as assistive technologies

and telecommunications-related jobs, or audio-visual equipment jobs. Examples

include web designers, web administrators, IT technicians, information management

technicians, programmers, network administrators, software developers, etc.

Lithuania has the largest ICT industry in the Baltic States with a potential for local

and foreign expanding businesses. IT services has been among the fastest growing

industries in Lithuania during the past few years. Exports of these services grew

three times faster than all other services in 2012. While the number of persons

employed in IT services was 6,800 in 2006, it had almost doubled to 12,000 by 2011.

Such a substantial increase was mainly the result of growing foreign investments in

the Lithuanian IT sector.

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Although the Lithuanian ICT sector accounts for 1.6% of the country’s total

employment, with industry-created value-added tax the figure reaches 2.5%.

Lithuania is now widely recognised as the region’s emerging force for innovative

cloud computing solutions, engineering and medical software development, banking

and business ICT infrastructure. Major companies global companies - Barclays,

Danske Bank, IBM, CSC, Atea, SEB, Callcredit Information Group, Storebrand –

have developed their shared service centres in Lithuania for global ICT services and

outsourcing functions.

Main policies and legislation in place

In Lithuania, the law on Social Integration of Persons with Disabilities1 is the main

regulative framework2 in line with the UN Convention on the Rights of Persons with

Disabilities. This law envisaged the introduction of a new assessment system of

disability and working capacity level. By assessing working capacity instead of

conducting an invalidity assessment test – as was previously done - more

possibilities are created to assess an individual's capacity to work in a more objective

way, receive medical and vocational rehabilitation services and benefits. And by

using different criteria to assess the disability level of individuals under 18, more

favourable conditions for families that are bringing up and nursing children with

severe and moderate disabilities are possible.

The law regulates an important link of the system of social integration of persons

with disabilities – vocational rehabilitation. This is defined as a restoration of a

person’s capacity to work, professional competence, and capacity to participate in

the labour market or increase it through educational, social, or psychological

rehabilitation, and other means.

The National Programme for Social Integration of People with Disabilities for 2002-

20123 and the National Programme for Social Integration of People with Disabilities

for 2013-20194 are the main documents implementing provisions of the Convention

in the last two decades. The National Programme aims at creating a harmonious

environment and conditions for the development of effective social integration

processes in Lithuania. The National Programme covers many areas of public life:

1 Republic of Lithuania Law on Social Integration of Persons with Disabilities (Official Gazette, 1991, No. 36-969; 2004, No. 83-2983). 2 See also Initial Report of the Republic of Lithuania on the implementation of the United Nations Convention on the Rights of Persons with disabilities. 3 The National Programme for Social Integration of People with Disabilities for 2002-2012 (Official Gazette, 2002, No 57-2335, 2002; No 29-1345, 2010). 4 The National Programme for Social Integration of People with Disabilities for 2013-2019 (Official Gazette, 2012, Nr. 137-7021)

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social security, public education, health care, access to physical environment,

transport and information, employment, culture, sport, recreation, etc.

In Lithuania, two main laws have been implemented in order to integrate the most

vulnerable groups (including persons with disabilities) into the labour market: the

Law on Support to Employment5 and the Law on Social Enterprises6. Active labour

market policy measures are defined by the law on Support for Employment and

consists of vocational training, support for job creation (subsidies for job creation,

implementation of local employment initiatives, support for self-employment),

territorial mobility of the unemployed, and supported employment (which includes

subsidized employment, support for the acquisition of vocational skills, public works,

and job rotation). The law on Support for Employment also stresses that disabled

people, long-term unemployed, youth, older workers, as well as some other groups

are considered to be additionally supported in the labour market.

Social enterprises together with the active labour market policies are the main

mechanisms of integration of the most vulnerable groups into the labour market. The

law on Social Enterprises provides the definition of social enterprise for the disabled,

where the share of the disabled target group consists of at least 50% of the annual

average number of employees, with special attention on support for severely

disabled people.

The ICT labour market in Lithuania

Lithuania has the largest ICT industry in the Baltic States. It is well known for its

efforts to attract foreign investors in Lithuanian ICT infrastructure, as well as for its

quality and high level of development. It is expected that by 2015, IT products, laser

technologies, biotechnologies, nanotechnologies and materials science will

constitute 25% of Lithuania’s GDP and 80% of its national export. There are more

than 38,000 employees in ICT and telecommunications (source: ICT sector in

Lithuania, pdf). Even so, there remains a demand for more high level professionals

and tertiary level of education. The Lithuanian ICT market features very strong

competition among ICT companies to attract employees.

Key production and services branches7:

- Mobile and wireless solutions

- Consultancy and call centres

- Software development solutions

- Infrastructure solutions

- Business management products

5 Republic of Lithuania Law on Support for Employment (Official Gazette, 2006, No. 73-2762; 2007, No. 59-2278); 6 Law on Social Enterprises. Official Gazette, 2004, No. 96-3519. 7 Source: http://www.enterpriselithuania.com/en/sectors/ict/

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- CD, DVD, MC and Blu-ray disc production

National Initiatives

The National Digital Coalition was launched in November 2013, aiming to improve

the digital skills of Lithuanians and encourage young or unemployed persons to

choose IT studies. For the purposes of this initiative a memorandum of cooperation

was signed among the alliance Window to the Future “Langas į ateitį”, the Ministries

of Transport and Communications, Education and Science, Social Security and

Labour, Kaunas University of Technology, Infobalt – the association of ICT employers

– and other organizations. It is expected that the coalition will also boost positive

changes in improving the cooperation between employers and VET providers.

The aim of the Coalition is threefold:

- To provide the country's population with ICT user skills and to foster lifelong

learning, i.e. the continuous updating and improvement of ICT skills, making

best use of all parts of the education system (primary, secondary, tertiary and

non-formal education);

- To support employability of young Lithuanians by improving their digital skills

according to the needs of the labour market, and to encourage them to

choose STEM / ICT professions;

- To foster public awareness about the importance of digital literacy and ICT

skills.

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Employment of people with disabilities in the ICT sector

In 2013 in Lithuania there were 170 000 people with disabilities of working age in

total, only 28% of whom were in employment (Employment Programme 2014-2020).

This shows a very low level of employment of people with disabilities in comparison

with the rest of population. Unfortunately, there are no statistical data available on

how many persons with disabilities work in the ICT sector specifically.

2. VET services provided by Valakupiai Rehabilitation

Centre

At Valakupiai Rehabilitation Centre, a vocational rehabilitation programme is

available for persons who have a certified 0-55% of working capacities. The

programme consists of 4 sequentially running stages: assessment of vocational

skills, vocational guidance and counselling, restoration of current vocational skills or

vocational training to acquire new vocational skills and assistance in job searching.

For example, the training programme for ICT basics in Valakupiai Rehabilitation

Centre lasts 70 working days, and the programme for computer technicians lasts 135

working days.

Persons in Valakupiai Rehabilitation Centre may choose from 28 vocational training

programmes, including ICT-related training. An ICT basics module is included in all

training programmes.

ICT-related training programmes are:

Website developer;

ICT basics;

Ad developer on the internet;

Web administrator;

Ad layout developer;

Computer technician.

After the training programme, the successful participant receives a certificate of non-

formal learning. All training programmes available at VRC are validated and

supported by representatives of employers.

Every trainee in Valakupiai Rehabilitation Centre receives support in job searching.

These services aim to provide professional job search support and assistance in

working place services for people with disabilities who are seeking their successful

integration into the labour market and society. It includes personal counselling on the

labour market situation, development of job-search skills, workplace search services

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and counselling on workplace adjustments. These services are provided to the

persons with disabilities or to potential employers. Services are provided individually

according to need.

By delivering these services, VRC expects the supported persons to gain

employment in the open labour market, in a social enterprise or to become self-

employed.

The employment rate of trainees in Valakupiai Rehabilitation Centre, 2008-2013

The information on clients’ progress and job placement indicators is collected by

systematically submitting reports to funders. The information on employers is

collected in order to evaluate job placement opportunities and job retention after

placement. VRC has established a database for employers and clients which

combines the data on job placement and monitoring of the client’s situation after

being placed in a job.

VRC's website is updated on a regular basis, including publishing news and

updating/revising information for people with disabilities and employers whenever

amendments are made to relevant laws.

VRC works in close cooperation with companies and strives for successful

experience in job placement for clients who completed a vocational rehabilitation

programme in VRC. VRC regularly searches for new contacts with employers and

develops relations with employers’ organisations. In order to ensure comprehensive

vocational preparation of clients, VRC in 2011 developed links with enterprises and

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organisations which arrange traineeships for rehabilitation clients, e.g.: The Union of

People with Disabilities, The Leader Academy, the Business Development Centre of

the Disabled, JSC Verslo bitė, JSC Majoris ir partneriai, JSC Kadoro konsultacijos

etc.

3. The ICT labour market

ICT skills expected by employers in the future:

It was difficult to find out what ICT-technical skills are expected by employers in 5

years, as employers are mostly focused on skills they need at the present time.

The most wanted professions and ICT skills are:

- Software developers and software testers (Dzegunskas, Barclays);

- Programming (because it’s one of the most comment occupations in the IT

sector; about 34 % of all occupations in IT sectors are termed “Programmer”);

- IT waste management;

- Marketing in the internet („Google Adwords“, „Google Analytics“, Search

Engine Optimization);

- Project management skills needed „Scrum“, „Agile“ or PMBOK („Project

Management Body of Knowledge“);

- Game and mobile applications development.

In an assessment of need for ICT specialists in the period 2010-2016, a first priority

need will be for programmers and computer systems analysts and project workers,

to some extend for ICT project managers, electronics and communication engineers,

electronics and communication hardware technicians, and ICT teachers or other

broad-skilled IT specialists.8

The director of Vilnius University Centre of Information Technology Development

Marijus Jurgutis indicated that the Lithuanian ICT market is developing, and has

positioned itself in the world market as a highly competent software development

market with high qualified professionals.

Current pitfalls in ICT skills:

One employer revealed that employees often have poor skills in using smart phones

in their work. Moreover, ICT professionals' high level job-specific skills (the design

and development of advanced services) are lacking. It should also be noted that the

demand for specialist skills evolves quickly – and the risk of skills' obsolescence is

high. Continuous professional up-skilling and development are essential.

8 IRT specialistų pasiūlos ir paklausos ir poreikio Lietuvoje 2011 – 2020 metais tyrimo ataskaita, Asociacija Infobalt, Vilnius, 2010

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Personal skills expected by employers in the future:

The interviews with employers and analysis of desk research revealed that personal

skills needed in 5 years will be:

- Good communication skills;

- Team work;

- Creativity;

- Ability to defend own ideas.

Current pitfalls in transversal skills:

Soft skills such as management, customer oriented skills, and communication skills

have been mentioned as pitfalls in the framework of this study. International

companies reported in particular that the mastery of a relevant foreign language

(English or other) skills is problematic in Lithuania.

Barriers to the employment of people with disabilities:

The main barriers are the following:

- Negative prejudice, which normally results from shortage of knowledge about

this target group.

- A not properly adapted physical environment which limits the possibilities of

people with disabilities to take part in educational, employment, cultural and

leisure activities. This obstacle is present in many private companies in the

open labour market.

- Lack of accessibility of housing and public transportation. As the ICT sector is

ideal for distant work this concern is less relevant to employment and training

in the ICT sector, but this still remains a major barrier for inclusion.

- The most dynamic sections of the ICT labour market require high level and

job-specific skills and specialists. However, many people with disabilities have

a qualification level which is lower.

- The ICT sector presents very strong competition between ICT professionals.

- A rather high level of unemployment encourages people to seek to be

recognised as disabled, while a state social insurance pension for incapacity

to work ensures a minimal but stable means of subsistence. Often the social

benefits received by a disabled person are higher than the minimal monthly

salary.

In particular during the interviews, employers pointed out these barriers:

1. Gap between their staff vacancy profiles and the qualification of persons with

disabilities.

2. Many employers are not promoting their diversity policy in advertising their

staff vacancies to increase the potential response/respond rate of people with

disabilities who have an IT qualification.

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3. VET providers are not connecting with the opportunities in the IT sector. It

could be that they are not marketing their qualified trainees with IT

qualifications or competencies in the IT market, or that the trainees who are

qualified as IT professionals are not responding to the vacancies advertised

by the IT sector.

4. Barclays Technology Centre (Barclays TC) suggested that VET providers for

people with disabilities should empower their trainees to be more proactive in

the labour market.

5. Current VET training programmes do not always reflect the current IT sector

requirements, according to the representative from Barclays. Most of the time

they are struggling to find specialists such as database administrators,

database programmers and others. For them, theoretical and practical

knowledge is more important than educational level. According to research

made by the association of IT companies “Infobalt”, almost all the companies

declare that the knowledge they require and seek is not provided by any

educational institution in the country. The need for these qualifications is most

of the time filled by referring new employees to specialized courses, noted the

association’s “Infobalt” representative, who was referring to a “Survey report

on IT specialists demand-offer and need in Lithuania 2011-2020”.

6. Higher education is preparing theorists and broad specialists, while the labour

market requires such focused specific IT specialists as database

administrators, mobile applications developers, WIFI connection engineers

and developers.

Giedre Martinaitiene, the coordinator of vocational rehabilitation in Siauliai labour

market training centre, a VET organisation providing training and employment

opportunities for marginalised groups, unemployed people and people who need

upskilling, also highlighted that the IT labour market is very competitive and a fast

developing market, which requires a lot of investment. PC programmes, software

and hardware are all expensive, and staff responsible for training get higher salaries

than trainers of other training programmes. As a result people with severe disabilities

and VET providers for people with disabilities loose in the open market competition.

4. Description of existing cooperation mechanisms and

structures

The most common mechanisms of cooperation in Lithuania can be classified

according to the following groups:

- Development of VET curricula and anticipation of skills needs

- Training delivery

- Transition to employment or self-employment

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Cooperation mechanisms between VET and ICT employers to develop VET

curricula and anticipation of skills needs

- Employers participation in VET management boards

- National consultative groups on skills need / to develop curricula &

qualifications / to define occupational standards

- Sectoral Practical Training Centres

- Research on labour market needs and skills needed

Employers participation in vet management boards

The interviews, focus group and desk research revealed the following elements

regarding partnerships in the management and funding of educational institutions in

Lithuania. Partnerships between the IT labour market and the education community

are built into the management structure of the vocational schools and colleges. In

fact, the boards that manage the vocational schools, like the college councils that

manage the colleges, are composed mostly of people representing businesses and

employer groups, as well as representatives of the IT sector, most often one of the

biggest companies in the country. This means that representatives of companies

make the strategic decisions on vocational schools activities, be it the development

of new vocational training programmes or, for example, the renewing of training

equipment.

Employers participation in development of curricula & qualifications

In Lithuania since 2000, VET programmes have been developed by providers in

cooperation with representatives of employers. When developing programmes,

providers follow VET standards and general requirements approved by the Minister

for Education and Science. A programme may include additional competences to

satisfy local needs. VET programme development is also informed by research on

skilled labour force needs at local level. A newly-drafted VET programme is subject

to approval by a competent employer organisation (such as a chamber of commerce,

industry and crafts).

The representative of Vilnius University of Applied Sciences Eugenijus Valavicius

presented the result of informal cooperation with employers. Vilnius University of

Applied Sciences has a long term partnership with IT and business companies, such

as the well-known UAB „Rivile“, UAB „Stekas“, UAB „Labbis“, UAB „Informacines

konsultacijos“, UAB NEW VISION BALTIJA with regards to the development of

training curricula, identification of needs of ICT employers and other activities.

Mr Valavicius offered the following example. One issue identified through dialogue

between the University and companies was the lack of bridges and understanding

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between IT specialists and business developers. IT specialists did not understand

business processes or project management requirements. The business managers,

in turn, did not understand the language of IT specialists. There was a growing need

for IT staff to understand the basics of business processes, and this lack of

knowledge was an obstacle to programming IT databases for process management

purposes. Therefore, the Vilnius University of Applied Sciences took the initiative to

create a new curriculum in partnership with the business innovative VET programme

- Information Systems Implementation and Support. The study programme aims at

the preparation of highly skilled specialists for enterprise accounting, relations with

customers and implementation and maintenance of Information Systems, in order to

bridge the initial gap.

Another result of cooperation with employers in the University of Applied Sciences is

the Business simulation. This was set up upon the suggestion of employers to

replicate the roles, tasks and work requirements of a real life company.

A potential area for development is upskilling of the IT trainers in VET providers to

meet the requirements of the constantly changing IT sector. For example, Siauliai

labour market training centre cooperates with employers to upskill their existing staff

to meet the market demands.

Sectoral practical training centres

The representative from the Qualifications and Vocational Education and Training

Development Centre of Lithuania underlined that Lithuania is moving from a system

of VET standards for one qualification, to sectoral qualification standards covering

the main sectoral qualifications at 8 levels of the national qualification system.

Newly established sectoral practical training centres (SPTC) will act as cooperation

platforms for VET, HE, business and employers' organisations representatives to

ensure that the qualification system will deliver the skills and qualifications needed at

national level. The core aim of the project is to establish 42 innovative SPTC by

2014. Two have already been opened in wood technologies and the furniture

production sector. SPTCs are being established according to the National Practical

VET Resources Development Programme (2008) on the basis of Sectoral Practical

Training Centres Concept (2007) and Development Programme (2008).

The main aim of the SPTC is to ensure that trainees, using the latest technologies

and equipment, gain practical skills which match the needs of the labour market.

These centres will be open to students from VET, higher education institutions,

employees from sector enterprises, vocational teachers and others. The centres will

concentrate on the newest technologies in specific sectors. When creating SPTCs,

investments focus on the operating schools which will be obliged to implement

quality related changes: to implement modular training programmes, to increase

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continuing vocational training services, to regularly update trainers and education

managers qualification, to implement quality management system, etc. The opening

of an IT sectoral centre is planned.

National consultative groups on skills need / to develop curricula &

qualifications / to define occupational standards

The Ministry of Education and Science is responsible for shaping and implementing

VET policy. The Ministry of Economy participates in human resources development

and VET policy, and organises research on future skill needs. Advisory institutions

play an important role in designing and implementing VET policy as well as the

qualifications system. The most important players in this process are the VET council

and the central professional committee with the sectoral professional committees.

Social partners have the right to initiate new qualifications, standards and VET

programmes.

Since 2003, assessment has been detached from the training process. From 2012

onwards, competence assessment has been carried out by accredited institutions.

Social partners, enterprises and employers’ associations may apply for accreditation.

Employer representatives participate in devising and assessing VET programmes

according to the labour market needs and in organising training. They may also

participate in management of VET institutions and become shareholders. Currently,

social partners, enterprises and municipal authorities participate directly in managing

one quarter of all VET providers, namely those that have a self-governing institution

status.

Since 2002, the VET curricula in Lithuania have been competence-based, with

clearly-defined learning outcomes. The content of VET qualifications is defined in

VET standards that are foreseen to be replaced by sectoral qualifications standards

in the near future. These standards describe the most important qualifications in

specific sectors of the economy, at different Lithuanian Qualifications Framework

levels. Numerous social partners are participating in this process: policy makers,

employers, scientists, etc.

Research on labour market needs and skills needed

Valakupiai Rehabilitation Centre (VRC) acts as a methodological centre for

vocational rehabilitation in Lithuania. It conducts research focused on the situation of

people with disabilities in the labour market, employers’ opinions and needs

concerning staff with disabilities, etc. VRC asks employers how many staff with

disabilities they already employ or plan to employ, what is their opinion about staff

with disability, how they evaluate their skills, what are the future needs of employers

relating staff with disabilities.

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Cooperation mechanisms between VET and ICT during the training on-

the-job training forms

- Employers in VET examination jury

- Internships

- Simulation of interviews by employers with VET students

- Shared delivery of VET

- Mutual visits VET staff/students – companies

Among the models looking at supporting people to enter, or re-enter, work, there

appear to be several major conceptual approaches. Firstly there are more traditional

models of employment support that focus on rehabilitation and preparation for the

workplace, often in a sheltered environment, prior to people looking for paid jobs in

the open labour market. These approaches are often described as "train and place"

models. Siauliai labour market training centre, as an interested VET provider, has

classified these approaches and has identified key categories in supporting

employment for unemployed people and/or people with disabilities:

1. Practice targeting job retention/career advancement (cooperation with employers

to upskill their existing staff to meet the market demands for new qualifications,

including vocational rehabilitation to maintain or improve work ability - stay at work -

for people with disabilities).

2. Practice that provides training in a mainstream workplace setting (but not

necessarily the one the person will go on to work in).

3. Practice of vocational rehabilitation - change of occupation (return to work, enter

work), which includes need assessment, vocational guidance, rehabilitation, work

internships, job coaching, VET courses.

4. Practice that provides training/job preparation in a sheltered and/or unpaid

environment, as a route into open employment.

In contrast to this approach, there is a second group of models that advocate starting

with finding and getting the paid job itself, and then providing training and support

models in the setting of a mainstream workplace (but not necessarily the one the

person will go on to work in). This is called the "place and train" model:

1. “Voucher” practice that begins with finding a particular paid role (in a company),

then providing support to perform that role or stay in it (VET for unemployed);

2. Practice of support “on the job” after training and being employed, to aim towards

long lasting employment.

The third approach is the practical (real-world) study approach in Business Practice

Firm (BPF). BPF „Reda“ trades female and male wares. It is a company that imitates

activities of real companies and the processes which take place in a real company.

Four typical departments are present: personnel, purchase, sales and marketing,

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finance and accountancy. In BPF „Reda“ almost everything is real: finance,

documents, agreements and tax tariffs, and the work is carried out under the legal

acts of the Republic of Lithuania and taking into consideration real currency

exchange rates. The only difference is that there are no real goods (they are present

only in documents) and money is not real (only in record statements of a replica

bank, in BPF bookkeeping registers and other documents). During work in the

practical learning company, students try to independently solve the problems which

arise, implement their own ideas and plans, obtain some practice of work in a

business company, and master economic phenomena. BPF is used in Vilnius

University of Applied Sciences.

Shared delivery of vet vocational staff

From the experience of VRC and other VET providers for people with disabilities, an

informal practice exists whereby VET providers tend to recruit those training staff

who have gained pedagogical background, as well as experience of practical work in

the private sector, or staff that combine part time work in the private sector and in a

VET provider.

More and more often, ICT departments in VET providers employ staff members from

companies to prepare students to complete their vocational courses and gain

employment. Students are concurrently enrolled in the training course and the

teachers of these courses work in parallel in business, jointly planning their up-to-

date courses and giving adequate information on today’s labour market tendencies.

Drawing on theoretical concepts from ‘academic literacies’ studies, they also provide

a practical perspective.

The respondents from the business and academic worlds underlined the use of this

practice as “it works best”. At the same time, teachers can see the students, their

capacity, potential, technical and personal abilities early in the education process, so

they can easy detect the best and choose to invite those most talented to work for

their companies. This cooperation mechanism helps for better preparation of

students for a changing world of work, and gives the companies the opportunities to

collect the best “know-how”.

Internships

A very common mechanism in all sectors including ICT is the internship. For

example, Lina Semete from Barclays TC is cooperating with IT colleges and

universities to provide internship opportunities for students. Barclays TC underlined

that both the current hardware and software that the VET students are trained in

reflect the business reality.

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VET providers need to upgrade their services in order to meet the specific

requirements, for example by collaborating with IT companies to share the IT

equipment to upskill their students.

While VET in Lithuania is school-based, practical training and training in enterprises

do constitute a major part of training. In VET, practical training comprises 60% to

70% of the total time allocated to vocational subjects, of which 8 to 15 weeks are

organised in a company or a school-based workshop simulating working conditions.

Employers in vet examination jury

The interviews, focus group and desk research also revealed that it is very common

in Lithuania for employers to participate in the examination jury which evaluates

trainees' skills. The purpose of the jury examination is to provide a forum for the

student to demonstrate the technical and personal growth they have achieved during

the studies, and to serve as the final examination of the study.

Cooperation for transition to work / placement in a job or own business

development

- Database of job vacancies and jobseekers

- Job search and placement support for people with disabilities

- Supported Employment

- START-UPS

- Dissemination of examples of successful employment of people with

disabilities

DATABASE OF JOB VACANCIES AND JOBSEEKERS

The main formal and informal cooperation form which exists between labour market

and unemployed, part of whom are people with disabilities, is the Labour Exchange

Office (ELO). The LEO has two clients – employer and jobseeker. The LEO offers

support for jobseekers who want to find a job more quickly, giving them the

opportunity to acquire the necessary skills to compete and succeed in the labour

market, and help employers to find a qualified labour force. They offer one of

Lithuania's largest database of job vacancies and jobseekers. This is updated

constantly. A website provides a single online job search and supply system, and

these services are free of charge.

The Lithuanian Labour Exchange provides a comprehensive range of services:

Services for jobseekers - Information and counselling, Employment

mediation, Individual action plans, Subsidised employment, Support for the

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acquisition of professional skills, Job rotation, Public works, Support for self-

employment, Support for territorial mobility, E. Services, Profiling services

Vocational training - Non-formal education, Formal education, Vocational

training providers

Vocational rehabilitation

EU migrants’ social security

Integration of people with disabilities

E. Services (e-job search database)

Services for employers – Information, Employment intermediation, Vocational

training, Subsidised employment, Support for the acquisition of professional

skills, Public works, Job rotation, Subsidies for job creation, Support for self-

employment

Local initiatives for employment

Social enterprises.

Job search and placement support for people with disabilities

Job search and placement support is an individualised practice that helps people

with disabilities identify, prepare, acquire and keep part-time or full-time jobs of their

choice in the open labour market using the support of a personal job coach. It is a

part of vocational rehabilitation services.

Employment planning provides a guided, step-by-step approach to assessment,

identifying an employment goal, and then developing and implementing a plan to

reach the goal. Employment managers who know the local resources and labour

market, and who understand disabilities and assessment processes, deliver these

planning services.

Job search and placement support is an integral part of the whole process of

vocational rehabilitation and starts with a needs assessment and recommendation

for the most promising occupation and rehabilitation of needed skills. It emphasizes

the clients’ individual choice as well as individualized follow-up services after being

employed, among other components that are described below.

The goal of job search and placement support is to provide employment support

services for people with disabilities, to empower them in their job search, to

successfully support their integration in the labour market and social life. These

services are provided in a multidisciplinary way. The team is made of psychologists,

employment managers/job coaches, and case managers. The job coach can have

the qualification of an occupational therapist, physiotherapist or other function,

depending on the client’s individual needs.

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Job search and placement support is conducted by several sub-services, which can

be chosen depending on the individual needs of the client:

1. Assessment of individual employment opportunities;

2. Job search and placement preparation training

- Job search skills development;

- Preparation for job interviews;

- Job search support;

3. Employment mediation;

4. Continuous mediation;

5. Assessment of workplace requirements and accommodation;

6. Consultancy of employers;

7. On-the-job support.

The aim of on-the-job support is to provide professional assistance in working place

services for people with disabilities so that they can achieve successful and long-

term integration into the labour market. It includes personal counselling on social

skills, adaptation to the new work environment, enhancement of motivation to work,

mediation between employee and employer to help solve disputes around labour

relations or conditions, and other assistance.

While many persons can participate in the workplace with no additional support or

modifications, some may require special adjustments in the workplace. This can lead

to workplace barriers and influence their employment prospects.

Employers and persons with disabilities will be supported to ensure that workplace

adjustments are provided when the need is reasonable and the accommodation is

feasible. Involving the employee in the process is a key element to the success of

this approach. Accommodations can include:

- Assistive technologies

- Adapted furniture

- Office modifications

- Low-tech devices

- Customized software

Persons wishing to explore self-employment have the opportunity to do so. Most

entrepreneurs find that their new ventures require careful research, sound planning,

determination and energy. Individuals will be referred to organizations that will help

eligible clients explore self-employment as a viable employment option.

The duration of the programme is set by the national legislation and can last up to 5

working days with an additional 48 hours for on-the-job support.

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Supported employment

Supported employment is an employment model used widely in various EU countries

for integration of disadvantaged groups, including people with disabilities, in the open

labour market. The core of this model is a specially trained specialist – an

employment mediator - who supports the clients in his/her job search. This includes

deciding on the desired field of work, finding the right job, support with interview

preparation, advice to employers on the employment of people with disabilities, help

arranging all the necessary employment documents and representing the interests of

the person in the negotiations related to the workplace. Upon employment, the

mediator monitors the person in their employment and helps to solve any ongoing

problems.

This mechanism is used by the Deaf and Hard of Hearing Employment Service, an

organized recruitment activity for the people with hearing impairments, covering all

stages of the process. The employment mediators operate in accordance with the

procedures and the use of active employment measures.

The employment services consist of:

- assessment of the needs of people who are deaf or hard of hearing

- job searching

- negotiations with the employer

- informing employer about specificities of employment

- employment documents management

- monitoring at the workplace

- co-operation with employers.

The principal activities of the Employment service for the deaf (or people with other

disabilities) are carried out by specially trained employment mediators, who

represents the interests of the jobseeker. An average of one agent at a time working

with more than 10 clients is not recommended, for it is impossible to ensure the

quality of service provision with more clients.

Constant co-operation with employers creates a situation in which employers' needs

are met and employee needs are most of the time satisfied. For example, a company

requires 4 technicians. In this case, the mediator advertises this to other colleagues

and members of the target group. In case a client is interested and suitable for this

job, the mediator accompanies him/her through the interview process and consults

with the employer on working conditions, etc. The mediators ensure a constant

cooperation with the company. Their activities are coordinated and supervised by a

senior mediator, who is responsible for the overall employment activities.

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Barclays TC indicated that it would be important for the employment team to be more

systematic in building the relationships and regularly make contact with a company

when designing and supporting the transition of trainees from the training sector to

the employment ICT sector.

Start-ups

Cooperation also exists in Lithuania between VET providers and employers in the

area of self-employment or own-business establishment. A number of positive

developments in the start-up culture are emerging, and various programmes for

start-ups are being launched to help new entrepreneurs, especially in the ICT field.

Several successful events and projects for digital entrepreneurship have been

implemented or are still going on in cooperation with education, government and

representatives of private companies. Examples include: Infobalt implemented the

project “Learning to develop High Technology Business (MOKAT)”, Enterprise

Lithuania’ initiatives which are specifically targeting digital entrepreneurs, such as

"Startup Monthly Vilnius", "Startup Lithuania", "Startup Nitro" vouchers, the "Startup

Highway" accelerator, and others.

Dissemination of examples of successful employment of people with

disabilities

Valakupiai Rehabilitation Centre (VRC) and Siauliai Labour Market Training Centre

invest much effort in the dissemination of good practice examples related to the

employment of people with disabilities and the benefits that employers gain by

employing them. VRC and SDRMC cooperate with the employers in identifying,

describing and disseminating those good practice cases. VRC publishes a booklet,

while SDRMC disseminates presentations via mails.

5. Results

As the cooperation mechanisms are not well developed nor systematically applied, it

is difficult to define tangible results achieved by the mechanisms, structures,

strategies and tools. It seems that the results depend on individual initiatives of VET

providers, or NGOs representing people with disabilities or employers.

The research on cooperation mechanisms between ICT sector employers and

vocational training providers in Lithuania reveals that the primary cooperation

activities are internships in the companies, joint visits by VET staff and students in

the companies, and job searching and placement support for people with disabilities.

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In mainstream education, only a few persons with disabilities graduate annually.

More ICT training possibilities are offered for people with disabilities in vocational

rehabilitation centres, where they may achieve qualification in ICT-related jobs after a

6-8 months education and training period.

The number of VET providers for people with disabilities in the ICT sector is very

limited. There are up to 20-30 trainees with disabilities graduating from ICT

programmes annually.

There is no specific cooperation mechanism among VET providers of ICT sector and

employers for trainees with disabilities. However, several successful cooperation

schemes do exist either in VET for people with disabilities (not only for ICT training

programmes) or in mainstream VET (where just a few trainees with disabilities

study).

Barclays TC Lithuania at the moment does not employ any member of staff with a

disability. The profile of the jobs that are currently advertised in Barclays require a

range of IT skills, from basics to specialised, as well as English plus a second

European language.

Barclays TC note that one of their key areas under development for future

employment, notably for people with disabilities, is that of ‘helpdesk operator’. This

role would be to respond to incoming calls, based on the company's protocol for

interaction with customers. The company is willing to work in partnership with VRC or

another VET provider to develop a training programme for this role. The specific job

profile is currently not being addressed by the VET sector for people with disabilities

in Lithuania.

Additional support can or should be provided to Barclays TC to further

develop/expand their diversity/equality and accessibility policy and procedures (e.g.

workplace adaptation for people with sensorial problems).

6. Gaps, barriers and suggestions for improvements

There is a gap between the jobs available at Barclays TC and people with disabilities

searching for jobs or completing a VET training programme. It would be beneficial to

have a link between the existing websites of service providers for people with

disabilities or employment agencies and Barclays TC’s database for job vacancies.

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One of the main general suggestions is to ensure the continuous improvement of the

image of vocational training. During 2013-2014, many improvements have been

taking place in Lithuania. VET's openness and flexibility is a vital condition for

Lithuania’s economic well-being and it was set up as one of the priorities of the

Lithuanian Presidency of The Council of European Union in the area of education

and VET. In order to achieve this, it is essential to bring together all the stakeholders

in education and training, from policy makers to providers, learners, employers and

social partners.

7. Conclusions and lessons learned

The number of VET providers for people with disabilities in the ICT sector is

very limited. There are only up to 20-30 trainees with disabilities graduating

from ICT programmes annually. There is no specific cooperation mechanism

among VET providers for the ICT sector and employers for trainees with

disabilities. But several successful cooperation schemes do exist, either in

VET for people with disabilities (not only for ICT training programmes) or in

mainstream VET (where just a few trainees with disabilities study). These

should be explored further.

Communication and interaction between the IT sector employers and VET

providers for people with disabilities should be strengthened and applied more

widely, especially in the areas of development of training curricula according

to employers' need, up-skilling of the trainers/teachers and shared delivery of

VET. Cooperation between VET providers and employers is not properly

recognised formally nor encouraged; it is not approved or promoted nation-

wide.

New initiatives are coming up that show promise, such as The National Digital

Coalition, close cooperation among both the Ministry of Education and

Science and employers, and among tertiary level education and VET

providers concerning IT training programme development which meets to the

needs of employers, and teacher training which will breach the gap between

the demand and supply of ICT employees in Lithuania. Weak cooperation

might be caused by the fact that the majority of IT companies are very small

(up to 9 employees) and have little demand for new staff. Another reason

might be the high supply of IT specialists with university degrees.

The interviews and focus group participants confirmed that cooperation should

be more systematic, strengthened extended. It is important to emphasize that

one of the main directions for improvement of cooperation should be to attract

more people with disabilities to study in ICT-related jobs.

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II. Case studies: selection of good practices

Case study 1: The catalogue of workplace requirements

Rationale

VRC has prepared and uses in daily practice the catalogue of 60 workplace

requirements. This description is designed with constant consultation with employers

and vocational rehabilitation specialists. The selection of workplace profiles is made

according to two compulsory requirements: the demand of the labour market for

work profiles, and the suitability of the workplace for persons with disabilities.

Objectives

The catalogue aims to be a tool for vocational rehabilitation specialists who provide

vocational skills assessment, vocational orientation, vocational training and job

search support services for persons with disabilities.

The catalogue is constantly updated and is published on the website

www.reabilitacija.lt.

The catalogue provides:

clarity for job tasks and work processes

descriptions of psychosocial skills and physical capacities needed for the job

a structured skills set and qualification requirements per workplace

reference points with similar jobs.

According to data from 2013 the catalogue includes a description of 60 workplaces,

including the following IT-related workplace requirements: website developer, ad

developer, text editor, computer graphic design operator. It is planned that the

catalogue will be expanded annually by adding more workplace requirements

descriptions.

Actors involved and roles:

- Employers via interviewing and reviewing of workplace requirements

- VET provider(s) (vocational trainers, employment counsellors, social workers

and psychologists, who have a competence to assess work place

requirements) to design and compile the catalogue

Service description:

Assessment of workplace and/or requirements of work activities in a real

working environment.

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Preparation of recommendations for workplace adaptation.

Guidance for employers.

Specialists providing the services: occupational therapist, physical therapist, social

worker, employment (recruitment) consultant.

Assessment of workplaces is implemented using standardised methods.

Evaluation

This is a unique practice specially developed for jobs and persons with disabilities in

Lithuania. This tool is:

- for the trainees to help them get information about certain jobs and

understand the requirements for jobs

- for the employers to give them information on psychosocial skills and physical

capacities of persons with disabilities and needed work place adjustments

- help to increase the level of retention in work.

The pitfall of this catalogue is that it needs constant update and expansion according

to the rapidly changing labour market demands.

Contact details

Rasa Noreikyte-Ustinaviciene

Website: www.reabilitacija.lt, direct link to the file:

http://www.reabilitacija.lt/uploads/documents/arbo_vietu_keliami_reikalavimai__katal

ogas_20102012_galutinis.pdf

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Case study 2: Research on the situation of people with disabilities

in the labour market and attitude of employers

Rationale

There is very little information in Lithuania about the situation of people with

disabilities in the labour market, such as the type of jobs or level of salaries.

Valakupiai Rehabilitation Centre (VRC) conducts research focused on these

subjects, acting as a methodological centre for vocational rehabilitation in Lithuania.

Objectives

The aim of the research is to gather information about the situation of people with

disabilities in the labour market, employers' opinions and present and future needs

concerning staff with disabilities, as well as their future plans to employ employees

with disabilities and their methods to evaluate their skills.

The indirect aim of the research is to promote antidiscrimination policies.

Actors involved and roles

- People with disabilities

- HR officers of Employer(s)

- VET provider(s) for people with disabilities

- Labour Exchange Office

- Local, regional, national authorities

Information is collected by VRC in the form of a questionnaire disseminated to

partners.

Evaluation

Annually implemented research allows up to date receipt of information about

employees with disabilities and the attitude and the needs of employees from all

sectors, including the ICT sector.

Contact details

Valakupiai Rehabilitation Centre, Director Edita Satiene

Website: www.reabilitacija.lt

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Case study 3: Sectoral Practical Training Centres

Rationale

Lithuania is currently moving from a system of VET standards for one qualification to

sectoral qualification standards covering the main sectoral qualifications at 8 levels

of the national qualifications system. Newly established sectoral practical training

centres (SPTC) will act as a cooperation platform for VET, HE, business and

employers organisations representatives to ensure that a qualifications system is in

place to deliver the skills and qualifications needed at national level.

Objectives

The core aim of the project is to establish 42 innovative sectoral practical training

centres (SPTC) in Lithuania. SPTCs are being established according to the National

Practical VET Resources Development Programme (2008) on the basis of the

Sectoral Practical Training Centres Concept (2007) and the Development

Programme (2008). The main aim of the SPTC is to ensure that learners, using the

latest sector and IT technologies and equipment, gain practical skills which matching

the needs of the labour market. These centres will be open to students from VET,

higher education institutions, employees from sector enterprises, vocational teachers

and others. The centres will concentrate on the newest technologies in specific

sectors.

When creating SPTCs, investments focus on the most efficiently operating schools

which will be obliged to: implement quality related changes; implement modular

training programmes; increase continuing vocational training services; regularly

update trainers and education managers qualification; implement quality

management system, etc. The SPTC will act as a constant upgrading tool for the

VET system, in collaboration with employers.

Actors involved and roles

- Trainees with and without disabilities

- Employers: micro, SME and large enterprises

- All VET providers’ staff such as vocational trainers, vocational counsellors,

managers of VET centres

- Regional, national authorities

Description

The SPTCs help to prepare trainees/employees for their work with new innovative

technologies. For this reason, a network of sectoral practical training centres is being

established, and efforts are being made to cooperate more actively with social

partners and employers for:

- shaping qualifications and VET curricula;

- assessing VET learners competences;

- VET governance and provision;

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- updating VET teachers technological competences;

- improving vocational guidance quality and accessibility.

These centres are open to learners from 21 VET, higher education, employees of

enterprises, vocational teachers, etc.

Contact details

Name and contact details: The Ministry of Science and Education

Website(s) for more information: www.smm.lt

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Case study 4: Job search and placement support

Rationale

People with disabilities who participate in a vocational rehabilitation programme

benefit from job search and placement support. The concept of vocational

rehabilitation is defined in the Law of the Republic of Lithuania on Social Integration

of People with Disabilities (Official Gazette, 2004, No. 83-2983). The law describes

vocational rehabilitation as a process of restoring or developing the person's working

capacity, professional competence and capacity to participate in the labour market by

educational, social, psychological, rehabilitation and other means.

Objectives

The goal of the job search and placement support is to facilitate disabled trainees

with specialised support services in order to ensure successful transition from

training to employment. These services are provided in a multidisciplinary way. The

specialist team comprise psychologists, employment managers/job coaches, case

managers and other specialists, if needed. The job coach can be a qualified

occupational therapist, physiotherapist, social worker or other, depending on

trainees’ individual needs.

The job placement support comprises the following services:

- Personal counselling on the labour market situation,

- Counselling on workplace adjustment

- Development of job searching skills

- Workplace search services

- Assistance in a workplace.

Workplace assistance is intended to help people with disabilities achieve successful

and long-term integration into the labour market. It includes personal counselling on

social skills, adaptation to a new work environment, enhancement of motivation to

work, mediation between employee and employer to help solve disputes related with

labour relations or conditions, and other assistance.

The success of the transition very much relies on all participating parties, as well as

employers.

Actors involved and roles

- Trainees participating in a vocational rehabilitation programme

- Employers: micro, SME and large enterprises

- VET provider(s) (vocational trainers, employment counsellors, social workers

and psychologists, who have a competence to assess work place

requirements)

- Local, regional, national authorities

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How-to

To ensure successful transition into a job, proper qualification and engagement of the

staff is absolutely essential. These staff are the face of the VET provider and often

the only support for the employer hiring a person with disability. Constant

communication is important to establish trust between the parties.

Evaluation

This practice is valuable for its individualised “eye to eye” approach, as every trainee

with disabilities receives a completely individualized support. This level of support is

also available to the trainee if he/she encounters any issue while in the job.

The employers also receive individual support if they face difficulties with an

employee with disabilities.

Contact details

Valakupiai Rehabilitation Centre, Natalja Markovskaja

Siauliai Kabour Market Training Centre, Giedre Martinaitiene

Websites: www.reabilitacija.lt and www.mokymocentras.lt

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List of interviewed stakeholders:

- Siauliai Labour Market training centre

- Barclays technology Centre

- Vilnius University Centre of Information Technology Development

- Qualifications and Vocational Education and Training Development Centre

- Association “Infobalt”

- University of Applied Sciences

- Lithuania Business University of Applied Sciences (LBUAS), Applied

Informatics faculty

- National Employment office

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Are you interested in the project?

More information on www.epr.eu/projects/Learnabil-IT

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This project is supported by the European Union Programme for Employment and

Social Solidarity - PROGRESS (2007-2013).

This programme is implemented by the European Commission. It was established to

financially support the implementation of the objectives of the European Union in the

employment, social affairs and equal opportunities area, and thereby contribute to

the achievement of the Europe 2020 Strategy goals in these fields. The seven-year

Programme targets all stakeholders who can help shape the development of

appropriate and effective employment and social legislation and policies, across the

EU-27, EFTA-EEA and EU candidate and pre-candidate countries.

For more information see: http://ec.europa.eu/progress

The information contained in this publication does not necessarily reflect the position

or opinion of the European Commission.