Report of the project · European project VS/2011/0528 Page 11 sur 52 2.1.2. Progressive stages The research progressed in four steps from April to November, 2012. The guidelines

Report of the project

Mapping existing national institutions concerned with skills/qualifications and labour market research in the

electricity sector in the EU member states.

On behalf of

Maud Stéphan

December, 2012

European project VS/2011/0528 With the financial support of the European Commission

European project VS/2011/0528

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Summary

1. Context of this mapping of national skills & qualifications institutions .................... 5

1.1. Anticipating change in skill needs: the European Commission initiatives ................ 5

1.2. Follow-up of former works of European social partners in the electricity sector ...... 7

1.3. Description of the application ................................................................................. 9

2. Identification of skills organisations .......................................................................... 10

2.1. Approach & methodology: what did we look for? .................................................. 10

2.1.1. Objectives ........................................................................................................ 10 2.1.2. Progressive stages .......................................................................................... 11

2.2. Sectoral and geographical mapping: what did we get? ......................................... 14

3. Detailed description .................................................................................................... 17

3.1. Results of questionnaires: what do these bodies work about? .............................. 17

3.1.1. Lack of focus on electricity sector .................................................................... 19 3.1.2. National and regional scope ............................................................................ 20 3.1.3. Legal nature and governance .......................................................................... 21 3.1.4. Role and areas of activities of the observatories .............................................. 23

3.2. A typology of six categories .................................................................................. 26

3.2.1. Public Employment Services .............................................................................. 27 3.2.2. Social partners organizations (two categories) ................................................... 27 3.2.3. Public organization on qualifications and VET .................................................... 28 3.2.4. Sectoral organization. ........................................................................................ 29 3.2.5. Observatories linked to training funds ................................................................ 29

3.3. Focus on 3 practices of national organizations ..................................................... 31

3.3.1. Public organization on qualifications and VET: Estonian Qualifications Authority -Kutsekoda ......................................................................................... 31

3.3.2. Sectoral organization: Energy & Utility Skills and National Skills Academy for Power .......................................................................................................... 33

3.3.3. Observatories linked to training funds: O&O Fonds Enb .................................. 37

4. Conditions and terms to build a network of skills organisations ............................ 39

4.1. Willing to engage in a next step? .......................................................................... 39

4.1.1. Expectations from cooperation with observatories in other members? ............. 40 4.1.2. Main issues to deal with? ................................................................................. 40 4.1.3. Suggestions about managing such a network .................................................. 40

4.2. Learning of first experiences of ESSC? ................................................................ 41


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4.3. Key questions and points of vigilance before going further in the setting-up of a

ESSC? ................................................................................................................. 43

5. Conclusion................................................................................................................... 45

6. Annex ........................................................................................................................... 47

6.1. Organizations which didn’t reply to the questionnaire ........................................... 47

6.2. Agenda of the workshop ....................................................................................... 48

6.3. State of play in May 2012 ..................................................................................... 49


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The European social partners for electricity sector, represented by EPSU and IndustriAll Europe

for the trade unions and Eurelectric for the employers, run up a project on “Future of Skills and

Jobs in Europe’s Electricity sector”, with the financial support of the European Commission

funds. European project VS/2011/0528.

This one year project (2012-2013) aims at mapping national skills bodies or observatories as

well as relevant stakeholders which deal with jobs, skills anticipation and labour market

prospective.


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1. Context of this mapping of national skills & qualifications

institutions

1.1. Anticipating change in skill needs: the European Commission initiatives

The European Commission started a process four years ago to foster the anticipation of change

in skill needs at European level:

New Skills for New Jobs, an initiative launched in December 2008, which was later

included in the Europe 2020 strategy,

'An Agenda for New Skills and Jobs‘ consisting of flexicurity, job quality and working

conditions and job creation,

Feasibility study on EU sector skills councils

Skills panorama (it will bring together different sources from EU, Member State, and

sectoral level on current and future skills needs. It will provide users with more

transparency on which skills to invest in and that are most relevant on the labour market.

The European Commission promotes the setting up of European Sector Skills Councils (ESSC)

in most sectors; from its perspective, those ESSC would support to collect accurate and

complete data on different issues among them, for instance:

• Skills needs

• Labour and skills supply


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• Labour trends

• Skills mismatches

• Emerging and future skills

• Occupations changes

• Students and adults’ employability

The need to develop a “better knowledge of today and tomorrow’s skills needs” is in line with

the ambitious target laid down in Europe 2020 Communication to turn Europe into an economy,

which delivers high levels of employment, productivity and social cohesion. As stressed by the

European Commission, “one way to do this is through EU sectoral Councils” on jobs and skills

needs.

In this context, the European social partners are requested to consider the feasibility of

EU sector skills council in their own sector.

The first step is to map national skills bodies as well as relevant stakeholders which deal with

occupations, skills anticipation and market prospective.

The European electricity sector is engaged in this feasibility stage.


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1.2. Follow-up of former works of European social partners in the electricity sector

The social partners in the European electricity sector are concerned with changes that are

taking place in the European electricity sector and raise important challenges for its further

development, particularly in terms of employment, human resources, skills development and

Vocation Education Training. One of the most important ones relates to the emerging lack of a

skilled work force. The transition to a low carbon or even decarbonised economy, new

technologies and demographic change pose challenges that employers and unions seek to

address.

They were part of work that has been undertaken on equality, restructuring, demographic

change, skills and most recent when addressing the implications of moving towards a low

carbon economy and decarbonised power sector in 2050.


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In 2008, the European social partners considered the implications of ongoing

demographic changes on the electricity industry. A Toolkit1 had been designed and

targeted to the social partners, human resource managers and decision makers to assist them

in developing comprehensive and practical approaches to workforce change in the electricity

industry in order to promote age diversity.

“Demographic change brings with it a wide range of issues. There is an obvious skills impact

associated with the large number of skilled workers in the industry reaching retirement age.

Labour and skills shortages may make it difficult to source new workers for the industry. In

addition, the loss of key skills may require new ways of ensuring knowledge/skills retention and

transfer. Workplace design may also need attention and adaptation to an older workforce. All

stages of the employee life-cycle require examination to assess the impact of the ongoing

demographic changes… The Toolkit gives practical guidance and examples of good practice

approaches taken by electricity companies to address demographic change.”

In 2011, they conducted a project “Towards a low carbon electricity industry:

employment effects & opportunities for the social partners”. This project2 has underlined

the changes that can be expected if the EU moves towards a low-carbon society, especially

regarding shifts in employment between sectors and social transition through adaptation and

mitigation actions as well as through the development of skilling and reskilling programs (or just

new skills) and the creation of quality jobs.

One of the conclusions of the study was:

“Both trade unions and employers consider that the public authorities have a genuine role to

play in supporting the sector adapt in the coming years, especially in improving skills and

competencies to match the supply of skills with the demand from companies.”

The European social partners have decided to carry on this work on skills anticipation

and matching through the European Commission initiative on ESSC.

1 „Demographic Change in the Electricity Industry in Europe. Toolkit on promoting age diversity and age

management strategies“ Dr Jane Pillinger, Dublin. 2008; European Social Dialogue Committee in Electricity EURELECTRIC, EPSU and EMCEF 2 Towards a low carbon electricity industry: employment effects & opportunities for the social partners. Adapt

International et Syndex. January 2011.

http://www.epsu.org/a/7356


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1.3. Description of the application

In order to get a better understanding of these skills developments, the European social

partners have started to map the bodies at national level whose work is related to skills,

competencies, qualifications and labour market research in relation to the electricity (and

energy) sector.

They asked the expert team of Consultingeuropa to carry out this task of identifying skills

institutions. The request was to establish a method for collecting information in order to be

the more precise and comprehensive. The idea was first to detect all kind of such institutions

in every European countries and then to check the relevance of them.

In terms of scope, it was clear that this research didn’t take into account the dedicated work on

occupations and skills achieved by big companies in the electrical industry.

This work has been done jointly with the steering committee which timely reviewed the

guidelines. Three steering committee meetings were arranged.


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2. Identification of skills organisations

2.1. Approach & methodology: what did we look for?

2.1.1. Objectives

The research should allow the social partners to:

• know more about national bodies - observatories, research institutes, training or VET

organizations, etc. - which produce labour market, employment, competencies or

training information and analyses in the electricity sector,

• put into perspective all the information in order to map electricity sector skills bodies

in the member states and in Croatia,

• detect good practices of creating or collecting information on skills anticipation and

matching: for example, forecast on professions and jobs in the electricity sector;

initiatives of matching between training, education or vocational tools and skills needs,

The geographical scope of the research is the 27 countries of the EU plus a member-country

of the European Energy Community, Croatia.


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2.1.2. Progressive stages

The research progressed in four steps from April to November, 2012. The guidelines were to

exhaustively collect information and then to gradually sift.

A deskbased research

The research started from scratch by a deskresearch based on the key words: skills sector

council, training agency, observatory and all other institutes or organizations dealing with skills,

qualifications and labour market analysis in the electricity sector.

Checking and first direct contacts

The second stage was to check the relevance of these identified bodies.

First, the research team contacted by phone and / or by email all the bodies which

seemed not enough specialized or in the research target; we excluded for example

The first result of this deskresearch provided a diversity of bodies up to 60 (see Annex°.

Almost half of them covered several sector and almost half of them are part of public

local autorities or Ministries (education).


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some employer federations. This approach allowed to elaborate a new list with the most

specified skills bodies and to find some pure electricity observatories. In other cases,

some institutes confirmed that they worked on several sectors amongst them electricity

sector.

Secondly, this refined list had been sent to the affiliates of the European social partners

to provide feedback regarding these identified bodies.

For example, we considered that FNBE was out of the scope:

“Our organization deals with vocational training and skills forecasting in all sectors. There has

been no electricity forecast study since 2005 and no training in electricity since 2009.” Finnish

Board of Education (FNBE) from Finland.

On the other hand, National Training Fund from Czech Republic is right in the target: “We cover

all sectors, including energy and electricity through all sources of energy. The last survey about

electricity is dated 2009. Sector Skill Council in the energy sector is financed by public sources.

Mapping skills and identifying occupation standards and conducting market research for skills

and education forecast are our missions. The data is published on our website and through

books and articles. Organizing conferences, workshops.”

Survey

The third stage consisted in analyzing further the identified bodies through a

questionnaire sent to the 44 bodies:

• 28 replied to the request;

• 19 fulfilled the questionnaire.

Even after the second stage of checking, nine of the observatories replied that there are not

relevant or are not able to supply the information requested in the questionnaire: Cyprus,

France, Greece, Ireland (Forfas and Windskillnet), Malta, Poland, Spain, UK (Semta).

The list was reduced to 44 observatories, institutions after removing those which:

• don’t deal with energy sector

• are not involved neither in labour, employment market data collect and forecast

or in definition of occupations, qualifications.

Response rate : 63 % Detailed information : 43 %


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“I’m afraid I can’t be of assistance in this matter. My institution is working on NQF development

in Poland and although qualifications are in the centre of our focus, we deal with them on

general level. We don’t have experts on this particular sector.” Roksana Pierwieniecka,

Project Analyst, Educational Research Institute from Poland.

“The Expert Group on Future Skills Needs advises the Irish Government on current and future

skills needs of the economy and on other labour market issues that impact on Ireland’s

enterprise and employment growth. We engage in skills foresight & benchmarking, strategic

advice on building skills through education and training, data collection and analysis on demand

and supply of skilled labour and Influencing and monitoring implementation.Our focus is on

skills issues impacting enterprise. We don’t operate in the electricity and energy sector, and as

such do not have sufficient in-depth knowledge of the sector to participate in the survey.”

Aisling Penrose, Education, Skills and Labour Market Policy Department Forfás, from

Ireland.

“I am writing to advise you that the electricity sector is not part of the responsibilities of Semta

therefore we will not be completing this form.” Susan Evans, Business Development

Director. Semta from UK.

“Wind Skillnet (Training body of IWEA) is not really gathering information on employment and

skills. We run several training programmes and conference. We have not link with Vocation

Training Companies. We represent the wind energy industry but are also supportive of other

renewable technologies.” Michelle Blanchfield – Irish Wind Energy Association from

Ireland.

“First of all we do not have a skills council specialized in the electricity sector, but the route we

follow is:

1. The National Institute for qualifications elaborates the occupational standards relevant in

each sector and, therefore, also in the electricity sector. The occupational standards are the

result of direct observation of the production sector.

2. These occupational standards are grouped into professional qualifications and sent to the

General Council on VET for discussion with the social partners, the Chambers of Commerce

and with the autonomous communities. This council is an advisory body, but all the suggestions

are taken into account before the professional qualifications are taken to the Council of

Ministers for approval.

3. The occupational standards thus approved are used as reference for the design of the

intermediate and higher level VET diplomas by the Deputy Directorate General for Guidance

and VET, in the Ministry of education, Culture and Sport, with the participation of experts in the

different fields.


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4. The qualifications elaborated are taken to the Technical Committee for VET in which all the

Communities have the opportunity to introduce changes.

5. The new version is taken to the General Council on VET for a new discussion, debate and

proposals. The School Council also offers changes.” Rosario Esteban – Instituto National de

la Cualificaciones from Spain.

Workshop

This workshop took place the 15th of November, 2012 in Brussels – see Agenda in Annex.

The purpose of the workshop is to gather the relevant and interested observatories and the

social partners for exchanging information and testing the idea of building a permanent network.

Will this approach be useful and could it contribute to ensuring a skilled and qualified workforce

for the European electricity sector?

The aim of the meeting was to present the first results of this research, the proposals of the

European Commission regarding Sector Skill Councils (at EU level) and to debate the benefits

of European level exchange of information and cooperation between the different organizations

and institutions in the Member States of the EU. For the first time, some skills bodies

expounded their national practices

In several other EU sectors this has resulted in the establishment of socalled skill council and

some speakers from these sectors shared their experience whereas the representatives of the

European Commission explained their expectation on ESCC and indicated in which way they

can support this work.

2.2. Sectoral and geographical mapping: what did we get?

A list of 44 observatories has been performed and the findings were:

Almost half of identified skills bodies cover several sectors amongst them electricity

sector,

13 are focused on energy including electricity, gas, other resources,

Almost half of them are part of public local authorities or Ministries (Labour or

Education),

The second most representative category comprises organizations or observatories

which with skills analysis and skills anticipation, prospective.

On basis of the replies to the questionnaire, the representatives of skills observatories

had been invited to attend the first workshop gathering relevant and interested skills

bodies in the network.


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Analysis by nature, sector and countries

Country Skills, jobs,

Observatory Training agency – organisation

Research institute – organisation

Governemental body / public organization

Other Total

Austria + + + 3

Belgium + 1

Bulgaria + 1

Croatia + + 2

Cyprus + 1

Czech Republic ++

+ 3

Denmark + + 2

Estonia + 1

Finland + 1

France + 1

Germany + + + 3

Greece + 1

Hungary + 1

Ireland + + + + 4

Italy + 1

Latvia 0

Lithuania + 1

Luxembourg 0

Malta + 1

Netherlands + 1

Poland + + 2

Portugal + + 2

Romania + 1

Slovakia + 1

Slovenia + 1

Spain + + 2

Sweden + + + 3

United Kingdom + + + 3

+ + + : mainly electricity / energy + + + : general but covering electricity sector

These findings were different from the expected results that seemed to be the predominance of

independent, private institutions focused on electricity sector

A first overview of the tasks done, on basis of web information and phone contacts, by these 44

organizations showed a wide coverage of data generation and analysis in the fields of labour,

skills and training. Nevertheless, the services provided for market sector research and guidance

for the labour market (especially to jobseekers) took a large part.


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First overview of the observatories achievements

This preliminary overview was not sufficient to determine the most relevant panel of

observatories and the purpose was to question them through a short survey.

This new step of the sieve led up to confirm some findings like the legal nature of the

observatories and to complete information.

16

15

15

13

9

9

7

Market sector analysis

Guidance services for the labour market

Skills anticipation, prospective

Skills presentation, analysis

Training analysis

Vocation Education Trainingaccreditation

Jobs profile


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3. Detailed description

3.1. Results of questionnaires: what do these bodies work about?

After identifying the most important national institutions and skill bodies, a pragmatic

questionnaire had been conducted to detect the main tasks and area of questions these

institutions deal with. This questionnaire had been sent out early in July with a short introduction

by EPSU explaining the general aims of the project and the European background of sector

skills councils.

This survey examined several areas:

sectors and territories addressed by the national bodies’ activities,

tasks and work focus of the identified bodies: for example, forecast on professions and

jobs in the electricity sector; initiatives of matching between training, education or

vocational tools and skills needs,

roles and competencies of each single national body,

kind of data they used to collect (some qualitative - quantitative information on labour

market trend - Employment and Training in the reference sector).

role of the social partners and how are they linked to these bodies,

means of funding,

main challenges they detect in the electricity sector.


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List of institutions included in the questionnaire synthesis

Austria (AU) Forba

Belgium (B) Brussels Observatory for Employment - ACTIRIS

Belgium (B) Forem

Belgium (B) VDAB

Bulgaria (BU) National Agency for Vocational Education and Training (NAVET)

Croatia (CRO) Agency for Vocational Education and Training and Adult Education

(AVETAE)

Czech Republik (CZ)

Czech Association of Energy Sector Employers

Estonia (EST) Estonian Qualifications Authority

Germany (GER) Federal Institute for VET (BIBB)

Ireland (IRE) FAS

Italy (I) FLAEI - Cisl

Netherland O&O Fonds

Portugal (P) ANQEP - Agência Nacional para a Qualificação e o Ensino Profissional,

I.P.

Portugal (P) Employment and vocation training institute

Romania (RO) Romanian Qualifications National Authority

Sweden (S) Svensk Energi-Swedenergy-AB

Sweden (S) Swedish Public Employment Service

UK Cogent Sector Skills Council

UK Energy & Utility Skills

The 19 organizations didn’t answer to every question; some ticked several choices for certain

questions.


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3.1.1. Lack of focus on electricity sector

The initial finding on sectoral coverage is confirmed as most of the observatories are multi-

general. They master a knowledge applying to different sector including energy.

Total number > to 18 as some observatories ticked several choices

Renewables are a working

topic for half of the

observatories, even those

which are not specialized

on energy sector (Croatia,

Estonia, Germany,

Portugal)

6

2

5

11

Electricity Gas Other Energy All sectors includingEnergy

Sector(s) coverage (n=18)

UK, AT, CZ, I, S,NL

CZ, S UK(2),

NL

P(2), BG GER CRO, EST, IRL,

B(3), S

9 9

yes no

Do you carry out work on renewables?

(n=18)

CZ, GER CRO EST IRL, UK

S, I, P

AT, UK P, BG

S, B(3),NL


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Mapping on basis of the questionnaire results

3.1.2. National and regional scope

The geographic coverage of the identified organisations is national excepted for the three ones

from Belgium (due to the own features of this country). Two other observatories repeat their

national work at regional scale: Netherlands and Sweden.

NAVET Sofia

1. ANQEP 2. IEFP Lisbon

EQA Talinn

FAS Dublin

AVETAE Zagreb

BIBB Bonn 1.VDAB

2. ACTIRIS 3. FOREM Brussels

PEmploy Stockholm

FLAEI Monfalcone

Cogent SSC Warrington

Energy & Utility Skills Solihull

Svensk Stockholm

CSZE Prague

RQNA Bucharest

Forba Vienna

Electricity

All sectors including Energy

Other Energy

Gas

O&O Fonds Arnhem


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3.1.3. Legal nature and governance

Almost two-thirds of the organisations are public authorities…

But nearly all of them work in close connection with social partners. Only two

organizations – an Austrian research institute and a Swedish employer association – do not

associate them.

International National Regional

Territorial coverage (n=19)

1: AT

B(3),S

NL

16

S UK

CZ, NL


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The social partners are involved in such observatories as members of board (bipartite or

tripartite bodies) or members of expert committees.

“This department is asked for new regulation on certifications by the Ministery for education.

BIBB chairs some meeting (5 or 6) to analyse and re-define this occupation, discuss what are

the new needs, what are the competences, the learning outcomes necessary for this

occupation. This expert committee (4 social partners, 3 other members, one coordinator BIBB)

gathers representatives of Trade unions and employer federation.”

And this is one of the major key to build a network or ESSC. A national Observatory is an

organization that is at least bi-partite or tri-partite working with Public Authorities and social

partners.

16

2

yes no

Is the work programme established with social partners?

(n=18)

CZ, UK(2), P(2) BG, GER, CRO

EST, IRL, S I, B(3), NL


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The other funding means are essentially research grants or membership fees.

Most of the organisations benefit from national and/or European funds. Some are funded by

sectoral contribution, especially by training funds: FAS in Ireland (0,7 % of payroll) and O&O

Fonds Enb (yearly contribution between 0 and 0,2 % of the salary sum).

3.1.4. Role and areas of activities of the observatories


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There is a good coverage of activities conducted by the skills bodies. However three

blocks are brought out:

Analysis, provision and forecast of data,

Definition of occupations, analysis and recognition of competencies due to the strong

representation in the panel of of institutions specialized on VET

Promotion of matching activities, training engineery due to the presence in the panel of

public employment services

Provision of data is similar for most of the observatories which organize information both on

employment, skills and training fields and on labour market as well.

1

2

3


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Regarding electricity or more generally energy sector, they have focused their research for the

last five years on skill shortages which is indeed one of the most important matters of the

sector (see above 1.2).

The analysis of skill shortages, ageing of the workforce, new technology impact, availability of

suitable training provision gives useful information to adapt the training system or the guidance

services to salaries and jobseekers.


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3.2. A typology of six categories

The skills institutions are presented in a comparative overview according to the following

benchmark criteria: core activity, funding and legal nature, sector coverage.

The main category consists of public organizations on qualifications and VET (Vocation

Education Training).

One institution can’t be included in one of them because its features are far from the others:

Forba is a research and consulting institute specialized on gas and electricity drafting punctual

studies and collecting neither data on labour market, employment or training information.

Finally, we can consider that the panel accounts 18 relevant skills organisations.

The following paragraphs summarize the findings of these six categories.

Public employment services

Trade union

Employer associations

Specialized private bodies

Observatories linked to training

funds

Public organization on qualifications

and VET


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3.2.1. Public Employment Services

VDAB/Actiris/Forem in Belgium; IEFP in Portugal; Swedish Public Employment Service in

Sweden.

Their official mission is to:

Implement active employment (and training) policies

Guarantee and promote placement, guidance and training services “with a view to

lifelong and sustainable integration into the labour market of jobseekers and employees”

So, they organise quantitative information on labour market and use qualitative information

on employment and skills (some collect too this information) in order to foster matching between

job offers and vacancies

They analyse profile and employability of persons covered by training (excepting Swedish PES)

They are multi-sectoral including energy.

Public organisation, they work in close connection with social partners; these one are

member of boards or of steering committees.

3.2.2. Social partners organizations (two categories)

Trade Union. FLAEI – Cisl in Italy

As a trade union focused on electricity sector, FLAEI :

“Collects quantitative data regarding number of employees in the electricity sector, type

of activities, gender, companies,

Organises qualitative/ quantitative information on employment, skills and

professionalism,

Manages bilateral training programs with companies.”

Employer associations. Czech Association of Energy Sector Employers; Svensk

Energi – Swedenergy AB

They are focused on electricity and other energy sector. The first one is bipartite; the

second one is a private association and doesn’t cooperate with Trade Unions.

Their current main activities are: definition of jobs qualifications, identification, monitoring and

communication of the training needs towards schools, universities…


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3.2.3. Public organization on qualifications and VET

BIBB in Germany; Romanian Qualifications National Authority; ANQEQ in Portugal;

Estonian Qualifications Autority; AVETAE in Croatia; NAVET in Bulgaria

From the National Qualifications Framework / Standards, they work on:

Occupations and qualifications changes or new needs based on competencies and

learning outcomes in order to guarantee a continuous alignment of Education with

Labour market needs

Promotion of the Vocation Education Training system that enables lifelong learning

Identification, monitoring of training needs and development of training regulations

Recognition, assessment of skills and learning

They do not collect quantitative data on labour market but use it from Statistical public

department or organisation (e.g. IEFP in Portugal; other department from BIBB…)

Social partners are involved as bi or tri-partite committees are set-up in a permanent way or in

ponctual working group.

« We organise qualitative information on employment and skills through the Sectorial Councils

for the Qualification (Energy and Environment; Electronics, Telecommunications and

Informatics) which are constitued by accredited organizations working on the skills needed to

the market) » ANQEP. Portugal.

« There is information what competencies are needed in different levels on EstQF (occupational

qualification standards) and who own profesional certificate. The electricity sector’s employers,

employees organisations and profesionnal associations familiarize with the forecast of state

quantitative needs of VET and give information and advice about it. » Estonian Qualifications

Authority.

“Tripartite based structure which collaborates with employers organizations, unions and state

bodies. Twenty people work here. We do not perform vocational training and do not conduct

surveys. Our role is to develop state standards and define skills in a profession on a practical

orientation : each competence and learning outcome.” National Agency for Vocational

Education and Training. Bulgaria.


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3.2.4. Sectoral organization.

Energy & Utility Skills and Cogent SSC in UK

“Energy & Utility Skills collects market intelligence on the labour and skills needs of the

electricity and gas sector across the whole of the UK.”

“Cogent SSC is the UK’s industry skills body for chemical, pharmaceutical, nuclear,

petroleum…”

They organise quantitative information on labour market, collect qualitative information on

employment and skills: foresight research to ascertain key drivers for skills, profiling forecasted

workforce and recruitment requirements, developing fit-for purpose standards and qualifications,

evaluation of apprenticeship programmes…

They work in conjunction with employers, trade unions and government; they have the features

of a sector skill council.

3.2.5. Observatories linked to training funds

FAS in Ireland ; O&O Fonds Enb in Netherland

• FAS is funded by training funds (0,7 % of payroll + EU funds) and has focused its activity

since January 2012 on offering training courses suited to the needs of jobseekers. It

supplies each year the National Skills Database on behalf of the Expert Group on Future

Skills Needs (EGFSN) : employment data, education and training provision…

occupational employment forecasting model. It covers all sectors including Energy and

has already carry out work on renewables.

• O&O Fonds Enb aims at developing, designing and implementing activities that are

within the field of education and employment for the members of the Employers

Association Energy and Utilities (WENb). It leads 3 areas of activities : promotion of the

occupations and career potential (attractiveness of the sector); regular education and

guidance services to the skills requirements of companies; requalification and

employability in accordance with skills changes/ collective training. It is funded by yearly

contribution between 0 and 0,2 % of the salary sum.


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It would be interesting to take into account as well in this category the “Observatoire des

Métiers Gaz et Electricité en France”3.

L’observatoire des métiers was born in 2005 further to the sectoral agreement on VET in

France. It’s funded by dues of member companies of the employer association IEG collected by

Agefos PME. It is headed by a bi-partite steering committee of 10 members.

“The resources of the observatory are mainly tools and expertise available in the companies of

the sector; the activity of the observatory is decided jointly under the auspices of CPNE4 which

order studies according to developments in the law, common needs and priorities that emerge

on the 0.5% of the professionalization.”

Key observations

These 6 categories of existing national institutions concerned with skills/qualifications and

labour market research in the electricity sector in the EU member states mainly present

disparities as regard to their legal nature and funding.

But on the other hand, they:

complete common tasks (collect data on employment, skills and qualifications, recognition…),

use similar working methods (identification of skills changes within occupations…),

systematically involve social partners as members of board (tripartite bodies – IEFP, VDAB;

bipartite – O&O Fonds, French Observatory) or members of expert committees (almost all),

detect skills shortages as a main challenge to be faced,

achieve permanent analyses on electricity and/ or other energy,

assert a strong willing of exchanging practices, information, methodology (see below 4).

There are key drivers for a network but the question is to examine and be sure of the

added value of such a network in the electricity sector.

3 not included in the replies to the survey

4 commission nationale paritaire de l'emploi in charge of VET policies


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3.3. Focus on 3 practices of national organizations

3.3.1. Public organization on qualifications and VET: Estonian Qualifications Authority -Kutsekoda

Mare Johandi, Coordinator Electricity, Energy Engineers

Presentation of the organization

Kutsekoda is a foundation, a private legal entity funded by the Ministry of Education and

Research and by the European Social Fund.

It is responsible for the system of occupational qualifications in Estonia, promoting the

development, assessment, recognition and comparison of persons’ occupational competence.

Kutsekoda is an umbrella of 16 Sector Skills Councils (SSC), composed by fields of economic

activity. 70 % of the members of SSC are representatives of employers, employees and

professional organisations of the sector, 30% come from other institutions, e.g. line ministries.

Regarding electricity sector, there are 2 SSC-s involved:

Energy, mining and chemical industry

Engineering.

Role of Kutsekoda and of a Sector Skills Council in Estonia

The Estonian Qualifications Authority coordinates the development and updating of

occupational qualification standards OQS) on the basis of decisions made by SSC. , provides

counselling and assistance to 93 awarding bodies in the assessment and awarding process and

administers the state register of occupational qualifications (www.kutsekoda.ee). OQS-s are

used for assessing person’s occupational competence and for curriculum development by

education and training institutions.

http://www.kutsekoda.ee/


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Kutsekoda together with SSC-s provide an interface between the labour market and the system

for lifelong learning.

Presentation of the process of developing occupational qualification standards

SSC decides whether to develop an OQS or not. In case of a positive decision a working group

of experts is established to:

Map the sub-sector or occupational area on the basis of ISCO-08;

Perform a functional analysis of the sub-sector or occupational area and describe

relevant competences;

Request the feedback concerning the results of maping and functional analysis from

companies and institutions of the sub-sector or occupational area;

Develop the necessary OQS or OQS-s;

Request the feedback concerning the developed OQS or OQS-s from companies and

institutions of the sub-sector or occupational area.

Once the OQS has been approved by the SSC, it is entered to the State register of occupational

qualifications.


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3.3.2. Sectoral organization: Energy & Utility Skills and National Skills Academy for Power

Rob Murphy Head of the Research in the sectoral council for electricity, gas, waste

management and water industries.

Presentation of the organizations

This Council has been set up in 2000 and is funded by employers (on a

voluntary basis) and by the British government. Its purpose is to ensure that employees have

the skills appropriate level and to anticipate what are the skills needs in the future.

This Academy is a subsidiary of the Skills council whose principal role is to

deliver solutions in the electricity (power) sector. its purpose is to anticipate skills shortages.

Employers are strongly involved in this academy.

The key point is the cooperation between both institutions.

“We are a broker between sectors.”

“Through collaboration, we will develop the capacity, capability, quality and consistency of

training and education to deliver the skills needs of a sustainable UK power sector.”


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Tasks dealt by both organizations

They are focused on the needs of companies, on how anticipating the future skill needs through

two approachs:

1. Qualitative assessment (“Skills Foresight Research”): we are midway through a

precision job. How will be the electricity sector in 2030 in terms of political, economic,

social, technological, legal, environmental fields. Why 2030? Not too far and not too

close either. Graduates of 2030 are now in training.

This report should be regularly updated according to new economic context.


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2. Quantification of the future demands thanks to software ("Workforce Planning

Model").

This mechanism has been established for employers to see how professional profiles will evolve

in the coming years in order to achieve adequate recruitment. The model is used with UK power

distribution companies taking into account the period and government regulations.

The individual employer enter data from its current staff birthdate & position held into the

program and considers the age of retirement in the sector, the proportion of people who leave

the company ... It makes a graph taking into account this and from this plan, the company can

assess what its needs are in terms of recruitment and makes a real plan. From the accumulated

data, the government takes its decisions. These are reliable assumptions that show in what

sense is evolution. Solutions can then be found to fill the gaps.


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Page 37 sur 52

3.3.3. Observatories linked to training funds: O&O Fonds Enb

Marc Donckers General Secretary of 4 training & development funds.

Presentation of the organization

consists in 50% Union 50% Business representation ; Funding represents 0%-0,2% of payroll. Two years ago, the organization proceeded in a breakdown of 1 into 4 funds; the Energy sector is covered by 2 funds: transportation and production. It provides services according to 3 basic themes:

Promotion on schools with a focus on students, teachers deans and parents and a slight

policy change towards labour market

Formal education and training programs

o Developing training programs for (post)vocational education and higher

vocational education

o Professional competencies and qualifications

Instruments to support formal education and learning in general

The purpose is to find solutions or improvements to the big challenges the energy sector has to

deal with in the Netherlands: Ageing population, fewer births ... Lack of people with technical

skills and unemployment at the same time. There is a mismatch between skills and labour

market needs. And young people are not attracted by technical careers. “We want to attract

young people towards our sector”.

“We need to train qualified people but for this we need innovative teaching methods”. O&O

Fonds develops innovative tools and methods like advertising on TV, plays…“we train as well

teachers about the nature of jobs in the energy sector.”


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Regarding training programs, O&O works on high level of qualifications designing training

programs, especially for gas and mechanics, and developing e-learning.

Aware of the challenges and needs to ensure future skills, O&O Fonds seeks to remain

innovative even if crisis makes it more difficult than in the past.

Key observations

These 3 examples of national institutions, whose characteristics, context and purpose of

establishment are different, demonstrate that there are some permanent actions, some

innovative measures, some willing to deal with the skills challenges in the electricity sector in

Europe. There is substantial information and experiences at national level which could be

operated at European level.


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4. Conditions and terms to build a network of skills organisations

4.1. Willing to engage in a next step?

The further aim of this project is to bring together key stakeholders who deal in one way or

another with issues relating to the future of jobs, skills needs or qualifications in the electricity

sector and contribute to tackling problems of skills mismatch and labour shortages. Based on

this first assessment, the bodies and observatories able to build a network (in the sense of a

sustainable and binding partnership) have been identified.

The replies to the questionnaire show an overall positive attitude; 15 identified observatories

and national bodies are interested to cooperate within an ad-hoc network.5

5 Forem in Belgium and the Swedish association answered no. Two others didn’t reply to this question.


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A few organizations gave some details about the way they imagine this network.

4.1.1. Expectations from cooperation with observatories in other members?

The first expectation and motivation are to learn from others:

Observation of other practices

Information on competence requirements in other countries

Exchange of good practices, experiences and mistakes

Exchange of knowledge on labour market trend

Understanding of how other member states are dealing with skills needs

anticipation (methodologies, studies, stakeholders involvement…)

Learning different models and approaches

Secondly, they’d like to collaborate on research about the future skills needs or on

processes of harmonisation of profiles.

So, our suggestion is to form dedicated task force of observatories or institutions which would

be in charge of studies or joint and useful works at European level.

4.1.2. Main issues to deal with?

The first one is decidedly skills forecasts.

Mobility is considered as an important issue (to offset shortage of skilled workforce from one

country to another? Taking into account training and learning recognition…) as well as …

Skills shortages

“Particularly in relation to transmission and distribution and renewable technologies (on/off

shore wind, biomass, energy from waste, nuclear, etc.)” Robert Murphy (Energy&utilityskills)

Identification of training needs

Definition of learning outcomes “associated with the qualification needed to reduce the

gap between education and training system and labour market” Rita de Castilho

(ANQEP)

Ageing of workforce. This concern refers of course to the issue of image and

attractiveness of the electricity sector.

4.1.3. Suggestions about managing such a network

A few suggestions have been issued:

Involvement of stakeholders “highly motivated”


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Strategic and operational plans; setting scope…

Research findings and specific topics to be discussed taking into account the expertise

and experience of the countries

Setting a core working group of observatories

Scheduled workshops in the year of the network and expert exchange by study tours

A website in order to share all the available information

Publication of system short description

…

Despite these interesting results, it is difficult to draw hasty conclusions about the feasibility

phase.

Indeed, it is important to have an understanding of the position of European social partners and

their affiliates regarding the follow up of the project. Decision and active involvement of social

partners are keys to go further in the setting-up of a European Skill Council.

4.2. Learning of first experiences of ESSC?

Commerce Official Launch 5th of december 2012

Textile One year later Launched in december 2011


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The TCL - Textile Clothing Leather - sector is the first one to have

set-up an ESSC; the first board was founded in December 2011. The European social partners

had earlier projects in 2008-2009 to identify national observatories on skills.

The target group of ESSC comprises only the national observatories who work on skills; there

are also partners (eg, affiliates...). Six observatories have been visited and requested to write a

commitment to join the ESCC; some have created a national observatory for membership of the

European Sector Council. The statutes of the ESSC described three different groups:

• The Board of Directors Board of skills - the European social partners

• The network of observatories

• Partners (training institutes…)

The first year, the national observatories are in charge of writing four reports; there are working

groups. Observatories are paid for it. The results will be present in the 12th of December, 2012.

The Commerce Sector is one of the followings which officially launch their ESCC the 5th of

December, 2012. During the year, the identified observatories by the 2011 feasibility study had

been visited and questioned about the way they are functioning, the kind of data they collect

and organise, the studies they carry out… The network is under construction with some

observatories or other institutions, like Public Employment Services, which demonstrate their

involvement through a Letter of Intent.

Regarding these two ESSC, “the strong point is that they are supported by the European

Commission encouraging the set-up of the network.” Federico Brugnoli.

The weak points are the difficulties met by some observatories at national level; some will be

closed (Netherlands in Commerce sector), others faced a decrease in their resources (Ireland,

Portugal).


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4.3. Key questions and points of vigilance before going further in the setting-up of a ESSC?

The European social partners should decide whether they want to go further or not in the

setting-up of a ESSC in the electricity sector. And Eleni Dapergola, from the European

Commission, recalled it during the workshop. This decision is up to them as well as defining the

scope of the potential ESCC.

Employers and Trade Unions have to discuss in more details the interest to set this ESSC and

agree on a few issues:

What is the real interest for a ESSC? What would be the benefits for social partners?

What would be the added-value of such a network of institutions concerned with

skills/qualifications and labour market research in the electricity sector?

What would be the objectives and functions that should be performed by a ESSC?

What kind of products and services this ESSC should deliver?

What to do and how to commit the skills organizations?

What would be the relationships between the role of the ESSC and that of social

dialogue committees?

How to build the own business model of the ESSC in the perspective of a long run?

The Steering Committee of this project started to think of and review these various questions

during the Evaluation meeting which took place the 4th of December, 2012. The participants

agreed that it will be important to define the aims and objectives of a sector skill council together

to ensure that these are shared between unions and employers as well as the concerned

national bodies. From the discussion it emerges there is common ground on:

Platform for exchange of information and best practice (tools, methods…)

Improving the Image of the sector as an attractive sector to work in. This will assist in

creating the general conditions for recruitment and retention. This will be needed at

various levels and start at an early age.


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Labour market research especially with regard to understanding availability or not of

workers and that in relation to new technologies especially;

Developing the training systems so as to ensure that they understand which skills need

to be taught in schools and are in a position to react to demands from the sector as well

as ensuring that workers acquire transversal skills improving their position;

Develop skill and occupation profiles ensuring similar standards and recognition; for

companies it will become important to know what a certain person with a particular

occupation profile can do and be able to rely on this;

Allow for transferability and recognition across borders;

Accreditation of training providers;

Be in a position to give credible signals that investment in training and particular

technologies is important.

The participants also considered some of the learning instruments that can be developed

and how these can play a role in improving the image of the sector.


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5. Conclusion

This research demonstrated and generated interest in this initiative of mapping institutions

concerned with skills/qualifications and labour market research in the electricity sector, of the

social partners as well as of the national identified bodies.

This report gives a few positive signals to the feasibility of the setting-up of an ESSC but the

research shows as well some limits that may jeopardize the solidity of the findings and

commitments of organisations.

These limits are due to:

A panel which has been built on the willing of observatories to reply or not to the

request of the researcher. Some organizations didn’t response and even if they may

be relevant on the basis of deskbased research, it was not possible to check if they

really were without further information on their tasks; e.g the two organizations in

Denmark or the one in Finland

The narrowness of the scope focused on electricity sector and not on energy sector

as many skills bodies cover a wide range of energies. Some of them considered that

they were not in the scope and didn’t fulfil the questionnaire; e.g the Educational

research Institute in Poland.

The small numbers of skills bodies which had the opportunity to express why they

are interested in the ESSC and what they expect from. 15 replied that they are

interested in a future cooperation with other national bodies but less than 10 were able


Page 46 sur 52

to attend the workshop; some of the representatives were absent because of

unavailability. A second workshop would have allowed to know more about the practices

and experiences of the skill organizations and to imagine the ways of a common work in

order to face the sector challenges in terms of employment, skills and training.

In this context, the commitment of a larger number of skill institutions still needs to be tested.

Further to the evaluation meeting, the unions and employers will give further consideration to

the possibility to develop an EU Sector skill council and how they can advance the project.


Page 47 sur 52

6. Annex

6.1. Organizations which didn’t reply to the questionnaire

National Agency for Vocational Education and Training Bulgarie

Croatian Qualifications Framework Croatia

National Training Fund Czech Republic

Czech future skills Czech Republic

Arbejdsmarkedsstyrelsen Denmark

Dansk el-forbund Denmark

The Finnish National Board of Education (FNBE) Finland

Institut für Arbeitsmarkt- und Berufsforschung in Nürnberg

Germany

The National Vocational and Adult Training Council (NSZFT)

Hungary

Skillnet Ireland

Lithuanian Vocational Training Council Lithuania

The Norwegian Directorate for Education and Training Norway

Association of Polish Electrical Engineers SEP (Stowarzyszenie Elektryków Polskich, SEP)

Poland

Slovak National Observatory of professional training (SIOV -SNO)

Slovakia

Council of Experts of the Republic of Slovenia for Professionnal and Technical Education (CERSVTE)

Slovenia

Bundesamt für Berufsbildung und Technologie Switzerland


Page 48 sur 52

6.2. Agenda of the workshop


Page 49 sur 52

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20 21 22 24 25 28 29 31 32


Page 51 sur 52

38L

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36 37 42 45 46 47 49


Page 52 sur 52

Phone Email

WIFO 29-mars Julia Bock 05-avr 0 1New body added:

- Austria energy agency

FORBA 11-juin Dr Christop Hermann 11-juin 0 1 Information on the body

Austrian Energy Agency 04-juin Alexandra Gros waiting 1 1

Belgium Vormelek 30-mars Nathalie Velu 12-avr 0 1

New bodies added:

- VEI

- Technifutur

BulgariaNational Agency for Vocational

Education and Training

29-March

05 june+D24Adelina Lubomirova Tel interview 1 1 Information on the body

Cyprus HRDA 30-mars George Panayedis 30-mars 1 1Confirmation HRDA

is the only right body

Croatia National observatory & Agency for VET 04-juin Jelena Letica 12-juin 1 1 Not relevant body

Czech RepublicNational Observatory of

Employment and Training30-mars Jiri Branka 30-mars 1 1

New contact given:

Pavel Chejn & tel meeting

the 4th of June

Economic Council of the Labour Movement 03-avr Signe Hausen 10-avr 0 1New contact given:

Allen Holm Pederson

AMS 28-mars Marie Louise Lindelov no answer 0 1

Dansk El Forbung 04-juin Allen Holm Pederson no answer 1 1Recognised as specialist of

this issue

Danish Energy Association 30-mars Kim xxxxx 0 1

Estonia EQA 29-mars Mare Johandi 12-juin 1 1 Information on the body

France Observatory 18-avrFlorence

Cottin - Nazon (IEG)18-avr 1 1 Suggests to contact UFE

BIBB 06-juin Dr Gert Zinke 10 june 1 1 Information on the body

Akkreditierungsrat 06-juin Michael Stopf 12-juin 1 1 Information on the body

BDEW 29-mars Torsten Hoeck 05-juin 1 1New contact given:

Birgit Henrich (no answer)

EIEAD 29-mars 06-juin 0 1New contact given :

i.papagianni (no answer)

OEKK & National accreditation center 06-juin 06-juin 1 0Advice to phone to

Ecology Ministry

HungariaNSZFT & Ministry of National

Development06-juin katalin.pocza 06-juin 1 0

Advice to contact

Hungarian Energy Agency

Italy UNEI 30-mars Roberto Francha 30-mars 1 1 Advice to contact ENEL

Skillnets on the body 06-juin 1 0Advice to contact IWEA

(wind energy)

IWEA 06-juin Michelle Blanchfield 06-juin 1 Information

Latvia Employer federation 30-mars 30-mars 1 Doesn't speak english

LuxembourgMinistry for Education and professional

training06-juin 06-juin 1

Not relevant body, no

observatory

Malta Malta Qualifications Council (MQC) 07-juin Richard Curmi 08-juin 1 1 List of contacts given

Poland Educational Research Institute 03-avr Roksana Pierwieniecka 04-avr 1 1New body added:

- SEP (no answer)

PortugalThe National Agency for Qualification

(ANQ)07-juin 07-juin 1

Advice to contact CINEL

(but not relevant body)

RomaniaElectricity, Thermal Energy, Gas and

Petroleum sectoral Committee29-mars Liliana Andreescu. 10-avr 0 1 Information on the body

Spain National Qualifications Institute 30-mars Juan Lacaci Castro 30-mars 1 1New contact given:

- Rosario Esteban

Swedish Public Employment Service 29-mars Fredrick Ribbing 05-avr 1 1confirmation SPES

is the right body

Elektrikerna 29-mars Thomas Sandgren 04-avr 0 1

New contact given:

- Ulf Petterson (no

answer)

UKCES 08-juin Alex Curling 08-juin 1 1Not relevant body, see

Energy & Utility Skills

Energy & Utility Skills 08-juin 08-juin 1 1Not relevant body for

electricity, see SEMTA

Date of reply

Germany

Greece

Ireland

Austria

Sweden

United-

Kingdom

Information(s)

Denmark

CONTACTS - ELECTRICITY MISSION

Type of ContactCountries Bodies Contact date Person contacted

Documents

Report of the project · European project VS/2011/0528 Page 11 sur 52 2.1.2. Progressive stages The research progressed in four steps from April to November, 2012. The guidelines